EMPLOYEE HANDBOOK

PERSONNEL POLICIES AND PRACTICES

ONE SKY COMMUNITY SERVICES INC. 755 Banfield Road, Suite 3

Portsmouth, NH 03801 603-436-6111

800-660-4103 fax 603-436-4622

11/11/2019

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FUNCTIONS OF THIS MANUAL; EMPLOYMENT-AT-WILL THIS HANDBOOK IS PROVIDED AND IS INTENDED ONLY AS A SUMMARY OF ONE SKY COMMUNITY SERVICES (THE “COMPANY”) PERSONNEL POLICIES, PRACTICES, RULES AND BENEFITS FOR YOUR EDUCATION. THE HANDBOOK IS NOT, NOR SHOULD IT BE, AN AGREEMENT OR CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED, OR AS A PROMISE OF TREATMENT IN ANY PARTICULAR MANNER IN ANY GIVEN SITUATION. YOUR EMPLOYMENT WITH THE COMPANY IS VOLUNTARILY ENTERED INTO AND YOU ARE FREE TO RESIGN AT ANY TIME, WITH OR WITHOUT NOTICE OR CAUSE. SIMILARLY, THE COMPANY IS FREE TO CONCLUDE AN EMPLOYMENT RELATIONSHIP AT ANY TIME, WITH OR WITHOUT NOTICE OR CAUSE. FURTHER, THE COMPANY HAS THE RIGHT TO MANAGE ITS WORK FORCE AND DIRECT ITS EMPLOYEES. THIS INCLUDES THE RIGHT TO HIRE, TRANSFER, PROMOTE, DEMOTE, RECLASSIFY, LAY OFF, TERMINATE, OR CHANGE ANY TERM OR CONDITION OF EMPLOYMENT AT ANY TIME, WITH OR WITHOUT A REASON AND WITH OR WITHOUT NOTICE UNLESS OTHERWISE REQUIRED BY LAW. WHILE WE HOPE THAT OUR RELATIONSHIP WILL BE LONG AND BENEFICIAL, IT SHOULD BE RECOGNIZED THAT NEITHER YOU NOR THE COMPANY HAVE ENTERED INTO ANY CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED. OUR RELATIONSHIP IS ONE OF VOLUNTARY EMPLOYMENT “AT WILL.” NO ONE OTHER THAN THE CHIEF EXECUTIVE OFFICER MAY ENTER INTO AN AGREEMENT FOR EMPLOYMENT FOR A SPECIFIC PERIOD OF TIME OR MAKE ANY AGREEMENTS CONTRARY TO THIS AT-WILL EMPLOYMENT POLICY. ANY SUCH AGREEMENT ENTERED INTO ON AN INDIVIDUAL OR COLLECTIVE BASIS MUST BE IN WRITING SIGNED BY THE CHIEF EXECUTIVE OFFICER. UNLESS THIS OCCURS, OUR RELATIONSHIP IS ONE OF VOLUNTARY EMPLOYMENT “AT WILL.” SEPARATE BOOKLETS AND OFFICIAL PLAN DOCUMENTS MORE FULLY DESCRIBE COMPANY BENEFITS THAT ARE SUMMARIZED ONLY BRIEFLY IN THIS HANDBOOK. IT SHOULD BE UNDERSTOOD THAT THE ACTUAL PROVISIONS OF EACH COMPANY BENEFIT PLAN OR CONTRACT WILL GOVERN IF THERE IS ANY INCONSISTENCY BETWEEN THIS HANDBOOK AND THE COMPANY’S FORMAL PLANS OR CONTRACTS. THOSE DOCUMENTS ARE DETERMINATIVE OF THE PRECISE BENEFITS, TERMS, CONDITIONS, EXCLUSIONS AND RESTRICTIONS THAT APPLY TO COVERAGE UNDER THE AFOREMENTIONED PLANS. THEY SUPERSEDE ALL OTHER DOCUMENTS. THE COMPANY AND ITS PLAN ADMINISTRATORS AND FIDUCIARIES RESERVE THE MAXIMUM DISCRETION PERMITTED BY LAW TO ADMINISTER, INTERPRET, ENHANCE, MODIFY, DISCONTINUE OR OTHERWISE CHANGE ANY BENEFIT PLAN, PRACTICE, OR PROCEDURE. WHILE EMPLOYEES MAY RECEIVE FEEDBACK IN RESPONSE TO QUESTIONS ABOUT THE BENEFIT PLANS THE COMPANY OFFERS, NONE OF THOSE RESPONSES CAN MODIFY THE TERMS OF THE OFFICIAL PLAN DOCUMENTS AND, CONSEQUENTLY, DO NOT REPRESENT A PROMISE OR GUARANTEE OF BENEFITS. EMPLOYEES SHOULD REFER TO THE PLAN DOCUMENTS RATHER THAN RELYING ON ANYONE'S INTERPRETATION OF THE BENEFIT PLANS. FOR MORE COMPLETE INFORMATION REGARDING ANY OF THE COMPANY’S BENEFIT PROGRAMS, PLEASE CONTACT HUMAN RESOURCES.

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TABLE OF CONTENTS

Introduction and Mission 4 Hiring 5 Compensation 7 Orientation Period 10Employment Status 11 Performance Appraisal 13 Benefits 14 Promotion 21 Discipline and Termination 21 Demotion 24 Office Policies and Procedures 25 Code of Ethics 30 Our Commitment to Quality 31 Client Privacy 31

Agency Confidentiality 32

Workplace Health and Safety 33

Acceptable Use of Technology 37 Accusation, Arrest or Conviction 43 Conflict of Interest 44 Accommodations for Individuals with Disabilities 47 Dress Code Policy 48 Drug-Free Workplace 50 Employee Grievance Policy 52 Family Medical Leave Policy 56 Cell Phone/Electronic Device Policy 63

Fragrance Free Workplace Policy 65 Infection Control/Blood borne Pathogens 67 Personal Leave of Absences 72

Staff Training and Development 74 Telecommuting Policy 77

Tuition Reimbursement 79

Whistle Blower Policy 81

Workplace Violence Prevention 83

Discrimination, Harassment & Retaliation Prevention Policy 86

Military Leave Policy 90

Crime Victim Leave Policy 91

Professional Development Days Policy 92

Employee Relations Committee Policy 93

Handbook Acknowledgment Form 94

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Introduction

About One Sky Community Services, Inc. Originally incorporated as Community Developmental Services in 1983, One Sky is the designated area agency for Region VIII, serving the 24 cities and towns of Upper Rockingham County. Starting out with a handful of individuals transitioning out of Laconia and relatively few dollars, we have grown into a comprehensive service agency serving over 400 adults and 600 families with an annual budget of over twenty million dollars. Our goal is to become the leading provider of integrated service coordination services to individuals with alternate abilities in our area. Our core competencies will be identifying the needs of the individuals who come to us for support; developing person-centered plans to address those specific needs; having a rich network of third party service providers who are able to provide the individuals we serve with the specific supports and services they need; understanding all available funding sources, preparing and helping to implement a fully integrated and funded service plans to meet the needs of the individuals we serve; and measuring performance and striving for continuous quality improvement so that we can hold all stakeholders accountable. The One Sky Mission: We are all focused on one thing: making the dreams of the individuals we serve a reality. We will do that by:

Focusing on what each individual we serve CAN do rather than what they CANNOT do; Promoting community understanding and acceptance that the individuals we serve are no

different than other members of the community and all want the same things we all do: o A safe and secure place to live in their community; o A loving and caring relationship with someone else; and o The chance to pursue their personal and professional goals as a member of our

community. Recruiting, training and developing employees who feel empowered to unleash the potential of

every individual we serve and advocate for them both internally and within the community. Exhausting all available funding sources to provide the individuals we serve and their families

with the maximum support available to them. Assisting the families of the individuals we support to be effective advocates for their loved ones Working together with all members of our community – individuals, schools, local governments

and businesses – to make the dreams of the individuals we serve a reality.

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Hiring A. Equal Employment Opportunity

It is the policy of the Company to provide equal opportunity in employment to all employees and applicants for employment without regard to race, color, creed, religion, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity, sexual orientation, marital status, national origin, ancestry, citizenship, physical or mental disability, genetic information, military service or veteran status or other criteria protected by applicable federal, state or local laws and ordinances. This policy applies to all terms, conditions, and privileges of employment and all policies of the Company, including but not limited to hiring, introductory period, training, orientation, placement and employee development, promotion, transfers, compensation, benefits, educational assistance, social and recreation programs, employee facilities, termination, and retirement. Anyone with questions or concerns about equal employment opportunities in the workplace should immediately contact the Director of Human Resources or any other supervisor of the Company with whom you feel comfortable. The Company will not tolerate retaliation against any employee who raises questions or concerns about equal employment opportunities in the workplace, or participates in an investigation of a complaint of a violation of this policy. Please refer to the Discrimination, Harassment & Retaliation Prevention Policy for additional information regarding discrimination and retaliation including the relevant complaint procedure.

B. Recruitment and Selection

The Board shall hire the Chief Executive Officer.

The CEO or his/her designee shall make staff appointments.

Appointment to a position shall be in writing, with specific terms of employment set forth in a letter from the CEO to the employee.

All vacant positions are initially posted within the agency. Qualified employees who are interested are encouraged to apply. At the discretion of the CEO or his/her designee, the position may be advertised outside the agency.

All resumes of candidates for a position will be reviewed by the HR staff and vetted prior to an interview being initiated.

C. Pre-employment screening

All new hires will be subject to a Criminal History Record check, Driver Record Check from the State of most recent residence, a NH BEAS check and any other required character checks. Employment may begin upon satisfactory results. One Sky reserves the right to perform these checks at any time during the course of employment. Proof of valid driver’s license and ongoing auto insurance coverage must be submitted at each renewal date(s) of coverage.

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Hiring (continued)

Proof of a negative Tuberculosis test will be required immediately upon employment. See the Human Resources Office and Infectious Disease/Blood Bourne Pathogens Policy for this procedure.

D. Orientation

New employees will receive an orientation on their first day of employment, including: complete a W-4 tax withholding statement, I-9 and other necessary forms, a review of personnel policies, introduction to pay procedures and review of any other routine requirements of the Agency.

E. Staff Development Staff will be expected to complete required trainings associated with their specific department within the first six months of employment. Staff will review policy Staff Development and Training Policy during their preliminary orientation.

F. Orientation Period for New Employees

There will be an orientation period of six months for all new employees. (see Orientation Section.)

G. Personnel Records

Employees and former employees shall have a reasonable opportunity to inspect their personnel files and, upon request, to obtain a copy of all or a part of the file (a reasonable photocopy cost may be charged). If an employee disagrees with any information in the personnel file, and the CEO refuses to remove or correct such information to the satisfaction of the employee, the employee may submit a written statement explaining the disagreement together with evidence supporting the employee’s version. Such statement shall be maintained as part of the employee’s personnel file and shall be included in any disclosure of the contested information made to a third party.

H. Rehire

When a position opening occurs, the agency may consider applicants who are former employees, and who had left the agency either voluntarily or through no fault of their own. One Sky does not re-employ those who were terminated for cause.

A rehired employee, whom separation from One Sky has not exceeded 18 months, may, if applicable, assume their previous benefit entitlements based on longevity of original hire date. The rehire date will be adjusted to reflect the period of time away from the agency. For example: Marie worked FT from 1/1/2009 until 6/30/11 (two and a half years), She was rehired back on 10/5/12 as a full time employee (gone for 15 months). Earned time accrual will be based on the original hire date of 1/1/09 plus 15 months to equal the adjusted hire date of 4/5/2010.

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Hiring (continued)

I. References / Employment Confirmation

All requests for staff employment confirmation and references are directed to the HR Office. Dates of employment and job title are confirmed. Any information requested beyond that will be addressed with an authorization form from the employee for release of personnel information.

Compensation

J. Overtime Pay

Non-exempt employees will receive overtime pay at 1½ times their regular pay in accordance with applicable laws. All work performed in excess of 40 hours per week will be considered when calculating hours worked for overtime purposes. (Any overtime must be pre-approved by employee’s Department Manager.) Exempt employees are not eligible for overtime pay. Days not actually worked, such as holidays and/or earned time will not be counted for computing overtime.

No employee should work overtime unless specifically requested or authorized to do so by his/her supervisor.

L. Pay Periods

There are twenty-six bi-weekly pay periods each year. They begin at 12:00 AM Monday morning and end at 11:59 PM Sunday night two weeks later. The Finance Office issues payroll checks at 9:00 AM on the Friday following the close of each pay period. If a holiday or absence prevents the creation or distribution of paychecks on Friday, they will be issued on Thursday.

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Compensation (continued)

M. Time Sheets

All employees are required to keep accurate time cards and are responsible for submitting their time via ADP. The law requires that an employer keep accurate time records for all Non-exempt employees. Therefore, timecards for all non-exempt employees must reflect the time the employee began working, stopped working for an unpaid meal break, returned from an unpaid meal break, and stopped working for the day. Any changes to time cards must also be initialed by the employee. Paper timesheets are used on an exception basis only. All earned or other time taken will be recorded from these sheets. Staff is expected to note the exact number of hours worked each day and total each week. The supervisor must review the hours, sign or electronically approve and forward to the Payroll/Benefit Administrator no later than 12:00 noon on the following Monday for the employee's paycheck to be issued in the next payroll. Late time submission causes extra work and inconvenience for everyone. Employees will be warned and their supervisors notified, if worked hours are repeatedly received late or incomplete. Additional action may be taken. Falsifying time cards by any employee may result in disciplinary action up to and including termination.

N. Payroll Deductions

Paychecks reflect total earnings for the pay period, as well as any mandatory or voluntary deductions. Mandatory deductions are deductions that the agency is legally required to take, such as federal income tax, Social Security and any applicable state taxes. Voluntary deductions might include insurance premiums, contribution to 403b, or banking account(s). Pay Deductions For All Employees: The law requires that the Company make certain deductions from every employee’s pay. Among these are applicable federal, state, and local income taxes. The Company must also deduct Social Security taxes from each employee’s earnings up to a specified limit. The Company matches the amount of Social Security taxes as required by law. The Company may also be required to make deductions from your paycheck pursuant to a federal or state agency or court order, such as for child support. These deductions will be itemized on your check stub. The Company offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs. Employees may also authorize in writing, payroll deductions for other permissible purposes to benefit the employee, such as repayment of a loan made to the employee by the Company. Arrangements for these voluntary deductions can be made with the Human Resources or the payroll department.

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Compensation (continued)

The New Hampshire Department of Labor permits these deductions, and requires employers to provide employees with notice of the other circumstances in which payroll deductions are permitted by law. Payroll deductions are also permitted for the following (and we recognize that not all of the following apply in our workplace, but we are providing the whole list as required by the Department of Labor): installment payments of legitimate loans made by the employer to the employee; repayment of accidental overpayments made to the employee; repayment of advances on vacation or other paid time off; required clothing not considered to be uniforms; voluntary rental fees for non-required clothing; voluntary cleaning of uniforms and non-required clothing; medical, surgical, hospital, and other group insurance benefits having no financial advantage for the employer; the use of a demonstrator vehicle as defined in RSA 261:111; payments into savings funds held by someone other than the employer; housing and utilities; strictly voluntary contributions to charity; union dues; and health, welfare, pension and apprenticeship fund contributions; voluntary contributions into cafeteria plans or flexible benefit plans, or both, as authorized by section 125 or section 132 of the Internal Revenue Code; voluntary payments by the employee for the following: child care fees by a licensed child care provider, parking fees, and/or pharmaceutical items, gift shop, and cafeteria items purchased on the site of a hospital by hospital employees; recovery of tuition for non-required educational costs; payments for the employee’s use of a qualifying health or fitness facility; contributions to a political action committee; and for any purpose on which the employer and employee mutually agree that does not grant financial advantage to the employer, other than to purchase items required in the performance of an employee’s job in the ordinary course of the operation of the business. Pay Deductions For Exempt Employees: The Company complies with all federal and state laws with regard to deductions from paychecks, including deductions from the salaries of exempt employees. In accordance with the laws, salaried exempt employees receive a predetermined salary which is not subject to reduction because of variations in the quality or quantity of work performed, and is not subject to reduction for absences requested by the Company or due to the operating requirements of the Company. The Company recognizes that under federal and state law there are only limited reasons for which an exempt employee’s salary for a pay period can be subject to deductions. The Company prohibits deductions from salaries that are inconsistent with an employee’s exempt status. Exempt employees should note that salaries are subject to modification from time to time such as at compensation review time, when an employee’s position or responsibilities change, and at other appropriate times. Exempt employees should also note that it is permissible by law for the Company to apply earned time and other forms of paid time off to partial or full day absences for personal reasons, sickness, or disability, and that applying paid time is not considered a deduction from salary.

O. Change in Rate of Pay

All changes in pay rates must be decided upon by the CEO and confirmed in a letter from the CEO to the employee and signed by both parties. A copy of the letter must be provided to the Human Resources Office along with a Personnel Change Report (PCR) to effect the rate change and for inclusion in the employee's personnel file.

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Compensation (continued) P. Change of Information

Employees and supervisors must notify the Human Resources Office immediately of any change of status (e.g. name, address, number of exemptions, employment status, termination, etc.) that may affect payroll checks, the mailing of tax information or benefit coverage. As above, any change in status must also include a Personnel Change Report (PCR). Terminations will include a letter of termination from the CEO.

Q. Second Jobs/ Conflict of Employment

Many staff may find it necessary to work a second part-time (or temporary) job. This is acceptable, as long it doesn’t cross work schedule staff has been hired for and are expected to be available for, or interfere with the performance and duties of primary job. If you have or plan to take on an additional job(s), please discuss this with your supervisor to identify whether a conflict of interest exists.

Orientation Period

A. Description

The first six months of new employment or employment in a new position are considered a period of orientation and trial employment. This is a trial period for both the employee and the employer to determine suitability and level of performance.

All employees remain employed-at-will during the orientation period. At any time during this period the CEO may terminate or discharge the employee without c a u s e o r notice. The employee may also resign without notice. During an orientation period the employee should meet regularly with his/her supervisor to establish work expectations, review and complete the department specific training table found in Staff Training and Development, develop and clarify the job description and provide opportunities for supervision.

Within thirty-one days after the conclusion of the first six months of employment, the employee will receive a written performance appraisal and development plan. Following the appraisal an employee will either a) be taken off of orientation status and become a regular employee, b) have his/her orientation period extended when performance has not been satisfactory but it is believed improvement will be made, or c) be terminated. Employees who successfully complete the orientation period are still considered employed-at-will. Successful completion of the orientation period does not create a contract of employment nor is it a guarantee of future employment.

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Orientation Period (continued) B. New Employee

All new employees will be on new employment status for six months or until a satisfactory written performance appraisal has been completed, whichever occurs later. The orientation period may be extended at the discretion of the employees supervisor and with agreement from the CEO. New employees on orientation status accumulate benefits. If an employee terminates prior to the completion of the orientation period, accrued earned time will be paid at the time the person leaves.

C. Appointment to New Position

If an employee's position within the Agency is changed, he/she is once again on an orientation status for six months and until a satisfactory written performance appraisal and development plan has been completed.

Employment Status

EMPLOYMENT CLASSIFICATION:

All employees fall within one of the following classifications:

Non-Exempt: Non-Exempt employees are employees who are covered by (and not exempt from) the overtime provisions of the Fair Labor Standards Act. Non-Exempt employees are typically compensated on an hourly basis and receive overtime pay for hours worked in excess of forty (40) hours in a workweek.

Exempt: Exempt employees are employees who qualify based on their salaries and job responsibilities as exempt from the overtime provisions of the Fair Labor Standards Act. Exempt employees do not receive overtime pay as their salaries represent compensation for all work performed in a pay period. Exempt employees are expected to work the hours necessary to satisfactorily perform the expectations of their positions; typically this involves working no less than and often more than, 40 hours in a given workweek.

An employee's status as non-exempt or exempt may change based on the employee’s position. Changes may only be made by the CEO. An employee will receive written notification of any change in status.

It is the practice of One Sky that all employees be 18 years or older.

EMPLOYEE CATEGORIES:

In addition to being classified as non-exempt or exempt, all employees are also classified in one of the following categories:

Full-Time Benefit Eligible Employees: One Sky has two levels of full-time status: FT 40 employees regularly scheduled to work 40 hours (or more) per work; or FT 35 employees regularly scheduled to work 35-39.9 hours per week. Full-time employees are eligible for

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Employment Status (continued)

h e a l t h i n s u r a n c e a n d d e n t a l after satisfying the appropriate benefit waiting periods and subject to the terms, conditions, and limitation of each benefit. FT 35 status will have a pro-rated holiday and earned time accrual. Employees who are 30 hours are eligible for health insurance per ACA guidelines, but do not qualify for dental. Part-Time Benefit Eligible Employees: Employees who are regularly scheduled to work between 20 and 34.9 hours per week. This includes categories of half-time (20-29.9 hours) and three-quarter time (30-34.9 hours). Part-time employees receive a prorated portion of earned time and holidays based on hours worked and are also eligible for those benefits mandated by federal or state law (such as FICA, Unemployment Insurance, and Worker’s Compensation). Eligible part-time employees may also participate in group medical and contribute to the 403(b) retirement plan subject to the terms, conditions, and limitation of such benefits, and may purchase supplemental insurances offered by the Agency that are paid fully by the employee (i.e. Aflac, pre-paid legal, etc.). Part-Time Employees: Employees who are regularly scheduled to work less than 20 hours per week. Less than half-time employees are not eligible for benefits except those mandated by law. Family Managed Employees: Employees who are hired by a family to work in a consumer directed program under He-M 525 PDMS (Participant Directed and Managed Services) or He-M 524 I.H.S. (In Home Support Services), also referred to as Family Managed employees are hired, trained, and managed by the individual supported and/or the individual’s family/representative. The individual or family is the supervisor and the Agency is employer of record and handles payroll functions. Family Managed employees are not eligible for any other benefits, other than those required by law. Family Managed employees may participate in the agency 403b plan at 100% their own expense. Family Managed employees may work for more than one family in Family Managed 524 or 525 services, but not to exceed 29 hours in any one week. In accordance with ACA and the PDMS Handbook Family Managed employees who are scheduled to work 30 or more hours a week may be eligible for medical plan participation in accordance with cost sharing plan structure. Family Managed employees may not work for other departments of One Sky. The family will determine whether there will be paid time off for their staff. If so, families will make a determination and arrangements within their budget and clearly outline in each employees ‘Terms and Conditions’. (2014) Parent Employee: A special sub-category of Consumer Directed Employee in which a parent is hired as an employee to provide services to their child under He-M 524. Per state mandate, Parent Employees are not permitted to work more than 40 hours a week. To use this category requires prior authorization from BDS (see memo dated 4/9/08). Parent Employees are not eligible for any benefits other than those mandated by law. Employees in this classification may not work in any other department. Temporary/Per Diem Employee: Employees hired for short term assignments or sporadic work schedules to work as needed. They may work a full-time or part-time schedule with no guarantee of minimum or maximum hours in any given pay period. Temporary/Per Diem

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Employment Status (continued) employees are not eligible for Agency benefits except those benefits mandated by law. If the agency arranges respite care, the respite care provider is a Temporary/Per Diem Employee. If a Temporary/Per Diem Employee is offered and accepts regular employment with the Agency, the employee’s initial hire date (when they became a staff member of One Sky) will be used for purposes of determining length of service with the Agency. Status Change for regular status employees - from less than half time When a regular part-time position is elevated from under 20 hours to over 20 hours, the employee will become eligible to accrue Earned Time, Holidays and any eligible prorated group benefits. The date used for computer accrual will be the date the position became more than 20 hours. Earned Time will begin to accrue on the date of change. Longevity (or date of employment) will not count toward rate of accrual. For pay roll purposed this will be entered at the seniority date.

Performance Appraisal A performance appraisal and development plan will be conducted for each regular employee by his/her immediate supervisor within thirty-one days of the end of the initial six month new hire orientation period. The next appraisal will take place annually for each regular status employee during their month of hire. However, the supervisor may do a performance improvement plan (PIP) at any time at their discretion due to a change in job performance. Job descriptions and departmental standards will also review annually. See the Human Resources Office for forms. A. Change of Position A performance appraisal and development plan will be performed after the six-month period in any new position of responsibility. Appraisals will take place during the annual review period thereafter. B. Documentation A written summary of the assessment will be reviewed with and signed by the employee, the supervisor and the CEO before being placed into the employee's personnel file. C. Contents The Performance Appraisal is a formal method to document the work performance of employees. The purpose is to 1) assure regular and systematic communication between employee and supervisor as it relates to job performance and expectations. 2) Assess future potential of employee in order to recommend appropriate training and developmental assignments. 3) Jointly establish clear, realistic and challenging objectives for the coming year that tie into the overall corporate goals and strategic plans. 4) Assess whether the overall performance of employee warrants a merit increase in salary. See the Human Resources for forms.

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Benefits Some part-time employees are entitled to prorated participation in some benefits. See HR for limits A. Health Insurance Regular status employees working 30 hours or more are eligible for health insurance participation. Group membership is effective on the first day of the month following the completion of the 30 days of employment, if an employee chooses to participate upon hiring. Under most circumstances, an employee who elects not to join at that time will be subject to a statement of health and can be denied coverage. OR one may apply during the annual Open Enrollment period, and be subject to waiting period for pre-existing conditions. Eligible staff choosing not to participate must sign a Waiver of Coverage. Those wishing to participate will be required to contribute to the cost of the single, two- person, single parent/child(ren) or family plan selected. For those working over 30 hours, The employee contribution is automatically deducted from payroll as authorized at the time of plan enrollment. See the Payroll/Benefits Administrator for current rates and detail. When an employee terminates employment with One Sky, s/he may continue coverage under the Agency's health insurance plan for the term provided by State and Federal law, provided that the Agency receives payment in full on the first day of the month of coverage. Non-payment will not be tolerated and insurance will be discontinued immediately. See Benefits section 'W' for COBRA. Upon termination, an employee shall be responsible for payment of the employee share of the health insurance premium up to the date of termination. B. Dental Insurance Regular Status employees working 35 hours or more are eligible. Group membership is effective on the first day of the month following a 30 day waiting period. The agency pays one hundred percent of the cost of participation for all full time employees. Family members may be covered with the full cost of that coverage being paid by the employee. C. Life Insurance Life Insurance in the amount of twice the employee's annual salary to a maximum of $200,000 is provided at agency expense for employees working 35 hours or more a week. This benefit is effective on the first day of the month following completion of 30 day waiting period. Employees will be subject to proof of insurability for any benefit amount over $100,000. Employees will be responsible for any tax liability on the premium amount paid on any benefit amount over $50,000. If applicable, this amount will be reported as taxable income during the month of December and will appear on the employees' W-2. Upon hire, employees may select additional coverage, at full cost to the employee.

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Benefits (continued) D. Disability Insurance Regular status employees who work 35 hours or 40 hours are eligible for this coverage. As with all other benefits, new staff will not be enrolled until first day of month following a 30 day waiting period. An employee on disability leave will continue to be responsible for the usual medical insurance contribution and must make payment arrangements with the Human Resources Office.

1. Short Term Coverage is sixty-six and two thirds percent of weekly salary up to a maximum of $1,000 per week for a qualifying period of up to twenty-six weeks. Coverage is immediate following an accident or after eight days of an illness. All other rights and benefits remain in force during any short-term disability. 2. Long Term Covers sixty percent of normal monthly earnings up to $6,000 per month maximum after six months (180 days) of a qualifying disability. At this point, staff person will lose all other benefits and their position can no longer be held. Membership in group health/dental may continue under COBRA at a cost to the employee of 102% of the group price. E. Earned Time/Paid Time Off ETO/PTO is a combination of vacation and sick leave to be used as needed. Full time employees working 40 hrs. per week accrue earned time according to the following schedule:

First two years of employment (start date to second anniversary)

14.67 hours/mo. 22 days year

Third year of employment 16.67 hours/mo. 25 days(following second anniversary)

Fourth year of employment (following third anniversary)

18.00 hours/mo. 27 days year

Fifth year of employment and on (following fourth anniversary)

19.33 hours/mo. 29 days year

Full time employees accrue up to a maximum of 240 hours (30 days). Any PTO/ETO will stop accruing until the balance drops below 240 hours. Forfeited hours cannot be recovered. Employees working 35, 30 or 20 hours per week will have a prorated schedule. Maximum accruals for part time employees working between 20 and 34.9 hours are prorated at 6 weeks of that employees' normal number of hours worked a week. For example, 25 hours week X 6 weeks = 150 hours maximum accrual.

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Benefits (continued) Each December employees with earned but unused time above 120 hours (15 days) who have taken 40 hours of ETO/PTO during the current calendar year as of December 1, may cash in up to 40 earned but unused hours of ETO/PTO. Prior to the planned use of earned time, the employee shall request from her/his supervisor as to the number of hours the employee wishes to take. The supervisor or other management staff has the right to deny time off requested based on performance, crunch times or other extenuating circumstances, it is up to the supervisor/management staff discretion. The supervisor/employee is responsible to note on her/his attendance record any time taken off from work. Employees are encouraged not to use more than 3 days during the initial probationary period except with prior permission from their supervisor. Employees who use more than 3 consecutive days for an illness/injury may, at the discretion of their supervisor, receive written physician's approval before returning to work. See the Workplace Health and Safety Policy. Accrued but unused earned time is paid out at separation from employment. F. Compensation Increases: Compensation increases will be at the discretion of One Sky.

G. Paid Holidays for eligible employees The Agency recognizes eleven paid holidays. Usually, the following days are included:

New Year’s Day Labor Day

Civil Rights/MLK Day Columbus Day Presidents Day Thanksgiving Memorial Day Day after Thanksgiving Independence Day Christmas Day The CEO will annually establish a holiday schedule and provide all staff with a list of holidays. If a holiday falls on a Saturday, it is usually observed on the preceding Friday. If a holiday falls on a Sunday, it will customarily be observed on the following Monday. If a holiday occurs during earned time leave, that day will be taken as a holiday rather than an earned time day. Regular part time status employees will be paid for a prorated holiday based on their status. Anniversary Day All regular status employees (20 hrs. or more) will be granted their anniversary date of hire off annually, beginning with their first anniversary. Staff are asked to take time within the pay period of their anniversary date. Pro-rated hours based on status.

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Benefits (continued) H. Bereavement Leave • Regular status full time employees will be granted up to 40 hours per fiscal year of bereavement leave in the event of the death of the employee's parent, spouse, child, sibling or co-habitant. If needed, up to 24 hours per year will be granted in the event of the death of other relatives. Bereavement leave will be prorated for regular part-time staff. If an employee requires any additional time off, their supervisor can approve paid vacation time off based on business needs. • To be eligible for paid bereavement leave, Human Resources may require the employee to provide a copy of the published obituary or death certificate. I. Professional Development Days • See Professional Development Days Policy.

J. Family/Medical Leave • See Family Medical Leave Policy. K. Maternity Leave • A female employee may utilize earned time leave, if any, and then take unpaid leave for the period of temporary disability resulting from pregnancy, childbirth, or related medical conditions. Upon returning to work, the employee will be provided the position she held when she began leave or to a comparable position, unless business necessity makes reinstatement impossible or unreasonable. Employees who cannot be returned to their former or a comparable position remain eligible to apply for any available position for which they are qualified.

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Benefits (continued)

L. Personal Leaves of Absence Consideration is always given to a reasonable request for leaves of absence not covered by the types of leave described above for employees who have exhausted all available earned time and leave time. These requests are granted or denied in the Company’s discretion. In making the decision whether to grant or deny a request for personal leave, the Company considers the merits of each employee’s situation, the department, the Company’s work requirements of that position, and other legitimate business considerations. When a personal leave of absence is granted, it will be granted for a specific interval, generally not to exceed six weeks. In rare circumstances and at the Company’s sole discretion, a personal leave may be extended for an additional specific interval, upon separate written application and approval of the CEO. Personal leaves of absence are unpaid. Employees eligible for workers’ compensation or short- or long-term disability benefits may apply for those benefits. If an employee is granted a personal leave of absence, the employee must inform the Human Resources Department when the employee is able to return to work. The employee may be required to provide a doctor’s statement certifying that the employee is medically able to return to work. The Company reserves the right to require a physical examination by a physician of its choosing prior to an employee’s return to work from a personal leave. Employees on personal leave will be allowed to participate in the Company’s health/dental insurance benefit for a period of 30 days. When those 30 days expire, the employee may continue medical insurance coverage by making arrangements with the Human Resource Department to pay the entire amount of the appropriate monthly premium in advance each month. An employee’s health insurance coverage may be canceled if the premium payment is more than 30 days late. If an employee’s health insurance premium payment is late and the Company, at its option, chooses to pay the employee’s portion of the premium, the Company may recover that amount from the employee. In addition, if an employee elects not to return to work upon the completion of the personal leave, the Company may require the employee to reimburse it for the employer portion of the insurance premiums paid during the leave. The Company will make reasonable efforts to reinstate an employee returning from personal leave to the same or similar job as held prior to the leave of absence, subject to staffing and business requirements. Please understand that reinstatement from a personal leave is not guaranteed, unless otherwise required by law. If the Company is not able to reinstate an employee returning from leave, the employee’s employment will be terminated, and the employee will remain eligible to apply for employment in the future. If an employee fails to return to work following the expiration of the leave, the employee will be considered to have voluntarily resigned from his/her employment with the Company.

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Benefits (continued)

L. Credit Union • All employees are eligible for membership in the Northeast Credit Union. N. Direct Deposit • All employees paid through payroll may request all or a portion of their paycheck direct deposited into one or more banks/accounts. Please see Human Resources Office for details. • Travel Reimbursement Employees whose duties requires the use of their personal vehicle will be reimbursed at a per mile rate. Any offsite program travel must be prearranged and approved by the program manager. Always check with your supervisor to assure eligible reimbursement. The time and mileage it takes to report to and from work is considered commute time and is not compensable. Employees are expected to submit monthly travel reimbursement forms to their supervisor promptly at the end of each month or by the date designated by their supervisor. Supervisors must review, approve, sign and submit to the accounts payable office by the 10th of each month to be paid in the month. Travel Reimbursement requests not submitted within 30 days will not be reimbursed. There is a $10.00 cap for lunches when offsite at a training. Meetings offsite with clients at a coffee house or restaurant must be preapproved by the supervisor and also have a $10.00 cap. Receipts for pre-approved meals and other expenses must be attached for accounting purposes. Any toll noted without a receipt, will be reimbursed at EZPass rate. Following final review and approval, reimbursement checks are issued in the next accounts payable check cycle. Staff should use actual mileage figures for travel to and from work locations. For example, a staff person lives in Durham, goes to Concord for an a.m. meeting, than back to office in Portsmouth. Count 36 miles from Durham to Concord, then 48 miles from Concord to Portsmouth (total 84). If you are stopping at a program that is on or close to your normal way home, use the “common sense rule” about billing the program. O. Social Security (FICA) All employees are subject to FICA withholding at a rate established by the federal government. The Agency matches the employee share as a required contribution to the employee's old age, disability and survivor's Social Security. P. Unemployment Insurance All employees paid via payroll are covered by unemployment insurance under the program administered by the State of New Hampshire. The cost is paid in full by the Agency.

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Benefits (continued)

Q. Worker's Compensation One Sky provides Worker's Compensation Insurance in compliance with New Hampshire law. All on-the-job injuries, no matter how slight, must be reported without delay to your immediate supervisor. For additional information, consult the Human Resources Office. R. Professional Liability Insurance All clinical and social work professionals are covered under the Agency's professional liability insurance. The cost is paid in full by the Agency. S. Jury Duty Leave for jury duty shall be afforded to all employees required to serve. All fringe benefits and accrual of earned time continues during this period. Employees will be paid the difference between the employee's regular pay and jury duty compensation. Supervisors must be informed immediately upon notice of jury duty, so that substitute coverage can be arranged, if necessary. Please see the Human Resources Office to review operations policy 8.11. T. Tuition Reimbursement An eligible employee who has been employed by this agency for a least one year may make a request using the appropriate form for reimbursement of course tuition to their immediate supervisor. See Tuition Reimbursement Policy and form for further details. Reimbursement will be made only upon satisfactory completion of the course ("B" or better), as evidenced by a copy of the official transcript, and provided that the staff person is currently employed by this agency. Tuition reimbursement will be subject to availability of funds. U. Retirement The agency sponsors a retirement plan, which offer deferred tax savings at 100% employee contribution. Any employee may participate immediately upon hire. The Human Resources Office will refer staff to agents if they are interested. V. COBRA Federal Consolidated Omnibus Budget Reconciliation Act affects any employer with 20 or more employees. This federal law gives the opportunity for departing qualified employees and/or their dependents the option to continue medical insurance coverage under One Sky 's group plan when a qualifying event would otherwise terminate coverage. The employee/ dependent is responsible for 102% of the cost. Written notice of the terms and rights under COBRA are outlined in the formal notice issued at the time of the qualifying event. Refer to the Human Resources Office for details.

W. Voting The agency encourages employees to practice their civic duty and vote in local and national elections. Usually community polling places have extended hours that allow time to vote before or after work. If you need a special time accommodation during work hours to vote, please speak to your supervisor. Promotion It is the policy of One Sky to give first consideration to qualified employees in filling job vacancies

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when such consideration does not contradict Affirmative Action and Equal Employment Opportunity laws and regulations. Promotion is based on the need of the agency, evaluation of job performance, the employee's capabilities with respect to the vacant position and, all other things being equal, meritorious service.

Disciplinary and Termination Procedures At will employer Employment with the company is "at-will." This means that you may terminate your employment at any time with or without notice or cause. It also means that the company can terminate your employment, at any time, with or without notice or cause. [Add if applicable: While the company generally adheres to progressive discipline, it is not bound or obligated to do so. Again, in the company’s sole discretion, you may be terminated at any time, with or without notice or cause]. In addition, the company may need to alter your employment status, employment hours, schedule or demote you at its own discretion with or without notice or cause. As an at will-employee, you are not guaranteed, in any manner, that you will be employed for any set period of time. No one in the company, except the CEO, in a written, signed contract, may make any representation or promise to you that you are other than an at-will employee.

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Disciplinary and Termination Procedures The following policies and procedures have been developed to help ensure that One Sky Community Services provides quality services. A. Disciplinary Procedures 1. Written Notice At the discretion of the supervisor, with the written approval of the CEO, a written notice may be used. Some examples which might require notice are lateness, absenteeism, misuse of benefits (e.g. earned leave), failure to complete work in a timely fashion, failure to participate in supervision, any of the prohibited items in the Acceptable Use of Technology Policy. A written notice shall be prepared and signed by the supervisor and reviewed, approved, and signed by the CEO. The notice must include:

a. The name of the employee b. The employee’s position c. The specific nature of the offense d. The specific corrective measures to be taken e. Notice that unless corrective action is taken the employee will be subject to

further disciplinary action, possibly including termination f. A reasonable time frame in which to make corrective measures, usually not to

exceed one month The notice must then be reviewed with the employee and signed and dated by the employee. If an employee refuses to sign, the supervisor should so indicate, including the date upon which the notice was presented to the employee. One copy of the notice will be given to the employee, one copy retained by the supervisor, one copy retained by the CEO and one copy included in the employee's personnel file. An employee who has received written notice and who takes exception to the notice has five days in which to initiate action under the Employee Grievance Policy or Harassment Policy .

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Disciplinary and Termination Procedures 2. Suspension A supervisor may, at his/her discretion in instances of seriously detrimental behavior on the part of an employee, suspend the employee without pay for disciplinary reasons for a period of not less than one week. Written notice of suspension must be signed by the supervisor, delivered to the employee and must include the cause or causes for suspension and the dates of suspension. A copy of the notice must be delivered to the CEO, as soon as reasonably possible. Verbal abuse, physical abuse, or behavior jeopardizing the health or safety of a client or staff member, including reporting to work or working with impaired abilities due to the consumption of drugs or alcohol, or the possession of or distribution of drugs or alcohol in the work place, are grounds for immediate suspension without pay from duty. The circumstances will be reviewed by the CEO within seven calendar days. If they are substantiated, they will be grounds for immediate termination without further notice, and all pay will cease. If the circumstances are not substantiated, the employee will resume duty and receive pay, which regularly would have been earned during the suspension period . 3. Probation Employees who fail to perform satisfactorily may be subject to probation. A supervisor may, at his/her discretion, place an employee on probation for a period of not less than one month and not more than six months. Written notice of probation must be signed by the supervisor, delivered to the employee, and must include the cause or causes and a corrective action plan specifying the outcomes expected and the timeline in which they are to be accomplished. At the close of the probationary period, a written review of the corrective action plan will be conducted by the supervisor. Depending on the degree of compliance, the supervisor may (a) remove the employee from probationary status (b) extend the probationary status by writing an addendum to the corrective action plan, or (c) request the CEO terminate the individual. All probationary periods and corrective action plans will be reviewed by the CEO within seven calendar days. Employees will not forfeit any benefits during a probationary period, with the exception that the supervisor may decide not to approve the taking of earned time.

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Disciplinary and Termination Procedures 4. Demotion The CEO and/or his/her designee shall approve any employee's dismissal. See the benefits section for information regarding remaining in the health insurance group following termination. Any employee terminated for whatever reason will have the opportunity, at his/her option, to have an exit interview with the CEO and/or the Personnel Committee. The Personnel Committee may request exit interviews with any departing management team members. 5. Voluntary An employee may resign by submitting written notice to the CEO through the employee's supervisor. Professional staff are encouraged to give a 30 days’ notice. Hourly Employees are encouraged to give at least a two week notice of resignation. 6. Involuntary a. Without Notice Termination may take place without notice during probationary periods, following suspension if the circumstances of the suspension are substantiated, if there is a poor performance appraisal at the end of the new hire orientation period. Immediate termination for any illegal, profit or misuse of agency information/data, if the employee’s performance deficiencies are of a nature that is seriously detrimental to the Agency or clients, or for engaging in unethical practices as described in the Code of Ethics. b. With Written Two Week Notice When terminating an employee for other causes, the Agency shall give a minimum of two weeks written notice from the CEO. The notice shall indicate the reasons for the action. Notice shall only be given following a documented good faith effort on the part of the supervisor to resolve the problems, if they relate to job performance. Some examples of grounds for termination with notice include: Failure to meet the conditions of an improvement plan agreed upon at the time of an unsatisfactory evaluation. Failure to take corrective actions identified in a written notice. Due to lack of funds or reorganization of the Agency following approval by the Board of Directors.

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Office Policies and Procedures A. Office Hours The offices of One Sky are open from 8:30 a.m. to 4:30 p.m. Monday through Friday. Full- time employees are expected to work these hours, with a half hour paid lunch break, for a total of forty hours per week. Some employees will, however, work irregular hours due to the nature of their position, subject to review by their supervisor. B. Flex time Reasonable flex time arrangements may be made within the seven-day work week for non-exempt employees. See Compensation section for more details. Overtime may not be carried over into a new pay period. What is reasonable will depend on the job description of the employee and the needs of the agency or the people we serve. Reasonable flex time arrangements may be made for exempt employees at the discretion of their supervisor. C. Office delay/closing expectations The office will be open except in extreme conditions. The CEO will make the decision to delay opening the office or to close the office due to extreme weather conditions or emergency situation. A notice of decision will be carried on local radio stations. It will also be broadcast to staff via agency voice mail and email by 6:30 A.M. All employees issued agency laptops and cell phones are expected to work from home in inclement weather if the office is closed. Non-exempt and exempt staff are expected to be available and work off-site as able. Non-exempt employees may apply any accrued, unused earned time to the absence but will otherwise not be paid, unless required by law. Exempt employees will be required to use accrued earned time for any absence. If an exempt employee does not have sufficient accrued earned time to cover any such absence, the employee will be paid a full day’s pay for that day, as long as the employee has performed any other work during the same pay period. Reminder: Staff should always use their own discretion about whether to travel due to concerns over weather conditions and may choose to use accrued earned time. If you have arranged to work at home, providing work is available and supervisor approved, note the number of actual hours worked on timesheet in the appropriate row.

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Office Policies and Procedures (continued)

D. Working offsite Working offsite falls into three categories. Accountability would be different for each. Note the number of actual hours worked on your biweekly timesheet in the appropriate row. Please see the telecommuting policy for more information regarding eligibility for telecommuting. 1. Occasional: Taking a day or a few hours out of the office, or working on a weekend and counting it as work time, to do a specific report, to catch up on paperwork, etc. One might say to their supervisor “I’m planning to work at home Wednesday and finish the paperwork you need. Is that OK?” 2. Regular: Some jobs, like those of Service Coordinator, may involve telephone calls in the evening to reach people not available during the day, working in the library during a gap between appointments when on the road, etc. This may be a fairly regular part of the job, and actually represents excellent service. In this case, the employee should discuss their offsite work pattern with their supervisor, who will decide if this is the most effective way to get the job done. E. Parking There is parking anywhere in the buildings’ parking lot (with the exception of the front row) which is for the suite on the left and visitors only. Permits are not currently needed. . F. Staff Meetings All regular staff not involved with direct care of clients are expected to attend ‘all-staff’ meetings at the main office. Meetings will be announced in advance, and at least quarterly. G. Keys You may be issued keys for all areas necessary to perform your duties. You are responsible for returning your keys to your supervisor or the Human Resources Office upon termination of your position with the agency, or when they are no longer a necessity. H. Mail Outgoing mail should be left in the "Outgoing Mail Bucket” out back by the mailboxes. Incoming mai l is delivered in the afternoon. It is opened and sorted by the Front Desk Receptionist who then distributes it in staff mailboxes. I. Phone The agency has several local phone lines, one WATS (1-800) line and voice mail for messages. The phones are primarily for agency business. The privilege of using the phones for personal calls should not be abused and should be restricted to cases of necessity. Even local personal calls should be brief and to the point. For orientation on the use of the phone equipment, see the Office Coordinator or your supervisor, and the brochure provided with each phone.

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Office Policies and Procedures (continued)

J. Copier / Fax The Office Coordinator will familiarize you with the location and use of the office copier and fax equipment. Employees may make occasional copies or transmissions of personal material, but should reimburse the office for anything exceeding five pages. Large personal copying projects should be taken to commercial print shops. K. Kitchen Facilities At the main office: Coffee ($.25), tea, two microwaves, oven, dishwasher and refrigerator are provided by the agency. All employees are responsible for keeping cups, pots, utensils and the surrounding area clean. Staff should check the toaster oven, microwave and range to make sure they are off and clear of crumbs and splatter. Staff should also check the refrigerator for leftovers at least weekly and remove them to prevent build up. Please be advised that our cleaning service does routinely come in to do a deep clean of the refrigerator and they will throw away any abandoned containers. Please see the Office Coordinator for information about this schedule. The conference room(s) serves as a staff lunchroom when meetings are not scheduled. Please clean the table top and keep area neat.. L. Employee Directory An employee directory is available for staff members through the HR Office. M. Smoking Policy There is no smoking anywhere in any of the One Sky offices or homes and the landlord has a no smoking campus. Smoking is only allowed at the One Sky office at the gazebo or in your car. N. Fragrance Free Workplace Policy This policy is to ensure a workplace free of airborne irritants. Certain individuals suffer negative health reactions to a variety of scents and fragrances. These reactions can be so severe as to make individuals violently ill and unable to work. Perfumes, after-shaves and any other scented products (hand lotions, hair treatments) are prohibited. See the Fragrance Free Workplace Policy for full details.

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Office Policies and Procedures (continued)

O. No Pet Rule One Sky is responsible for assuring the health and safety of all employees. In keeping with this objective, One Sky does not permit employees to bring their household pets to work. Animals may pose a threat of infection and may cause allergic reactions in other employees. Some employees may feel threatened or be distracted by the presence of animals, particularly dogs. In addition, One Sky wishes to prevent pets from fouling the office space or damaging company property. An employee who requires the help of a service animal (defined by 28 CFR 36.104 as "any dog that is individually trained to do work or perform tasks for the benefit of an individual with a disability") will be permitted to bring a service animal to the office. P. No Children Employees and supervisors must consider issues of safety, confidentiality, and disruption of operations, disruption of services, disruption to other employees, appropriateness, and legal liability, as well as sudden emergency, posed by the presence of children in the workplace. Therefore, One Sky employees are prohibited from bringing children over the age of three in to the office during working hours. Q. Workplace Health and Safety One Sky has established a volunteer committee, representative of staff, to address workplace health and safety. This committee meets quarterly and reviews accident reports; biannual state required reporting, etc. A representative from each department sits on the committee. If staff would like to be involved, please contact the department supervisor. See Policy #3.12. R. On-Call protocol Service Coordinators have a revolving schedule of responsibility for being "on call" for client emergencies occurring after business hours. There is an established on-call process that needs to be followed by the Service Coordinator on call. S. Cell Phones Certain staff and supervisors may be issued a cell phone. This is intended to be used in emergency situations or when staff is unable to access a regular phone. A cell phone user’s agreement will be read and signed before issuance. See the Cell Phone/Mobile Phone/Electronica Device Policy for acceptable use of personal and issued cell phone use. T. Laptop/tablets Some staff may be assigned a Laptop or tablet, if available. A user’s agreement will be read and signed before issuance (See the Acceptable Use of Technology Policy or the Office Coordinator with any questions.).

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Office Policies and Procedures (continued)

U. Client Rights There is a manual which outlines the rights of people we serve and the complaint process if you believe a right is violated. See the complaint procedure for details. All staff of One Sky are required to attend training on Rights of the people we serve at hire, then again during the second year of employment. V. Commonly used Forms and Handouts The Human Resources Office will issue an updated Holiday Schedule, necessary Payroll sheets, etc. and orientate employees on where to find forms such as the Monthly Travel/Mileage and Check Request Forms W. Motorcycles Due to liability insurance limitations, the use of motorcycles, mopeds or the like are not allowed during work hours or for work related travel. X. Business Attire It is expected that staff members will maintain a clean, well-groomed appearance and project a professional and business-like image. One sky reserves the right to define appropriate standards of appearance for the workplace. Please see the Dress Code Policy for a detailed breakdown of the business casual dress code requirements. Y. Professional Conduct One Sky maintains a professional and congenial work environment, and will ensure it remains civil for everyone who is employed here. All employees will treat each other with courtesy, consideration and professionalism. The agency will not tolerate harassment of any employee by any other employee or supervisor. Harassment includes unreasonable conduct or behavior which is personally offensive or threatening, impairs morale or interferes with the work effectiveness of employees. Please see our Discrimination, Harassment, and Prevention Policy for more information regarding our expectations of a harassment-free workplace.

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Code of Ethics The Code of Ethics embodies standards for One Sky employees in their professional relationship with stakeholders including, the individuals and families we served, , service provider partners, other vendors and with the community in general and we each have a responsibility to represent ourselves in positive way to all stakeholders.. In abiding by this Code, staff must view their obligations in as wide a context as the situation requires, and must choose a course of action consistent with the spirit and intent of this Code. It is the responsibility of the CEO to implement this policy and the responsibility of all One Sky employees to abide by its content. First and foremost, as a staff member of One Sky, I recognize my responsibility to be a role model for the individuals served by this organization. I will always act in the best interest of the people who depend on my service.

As staff of One Sky, I: 1. Recognize that our community services for individuals we serve are based on

humanitarian ideals and individual rights to community participation; 2. am dedicated to the principle of enabling disabled people to live a dignified life, assisting

in their community integration to the maximum extent possible; 3. shall provide community services in a spirit of integrity, compassion, respect for

individual differences, commitment to service, and with a belief in the dignity and worth of human beings;

4. shall respect the privacy and confidentiality of the people I serve; 5. shall recognize my personal and professional responsibility to contribute ideas, findings,

knowledge, and practice to the services I provide; 6. shall support the principle that quality service requires appropriate education and

experience; 7. shall not discriminate because of color, religion, age, gender, gender orientation,

disability, or national ancestry and will work to eliminate or prevent such discrimination in rendering services, in work assignment and in employment practices;

8. shall be accountable for my statements and actions with respect to individuals we serve as a representative of One Sky .

9. understand that engaging in unethical practices is strictly forbidden and will result in immediate termination of my employment without notice. Examples of such practices include, but are not limited to:

a. Physical or emotional abuse; b. Financial Exploitation c. Any time of sexual contact or relationship with a person served by One Sky d. Sexual Exploitation e. Use of illicit drugs f. Acceptance of money or any gift with more than minimal value, whether

solicited or not

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Our Commitment to Quality Our Commitment to Quality One Sky defines Quality as meeting and exceeding the expectations of the individuals we serve, the provider agencies we subcontract with, and our regulating bodies (BDS, DHHS, Medicaid, etc.) Our Commitment to Quality is owned by every employee at One Sky. In order to meet Our Commitment to Quality, we will be: Thoughtful and Purposeful in our support of the individuals we serve by assuring person-centered planning and services and always considering the individual’s best interests and wellbeing. Collaborative and Respectful in our interactions with provider agency staff, individuals, and families/guardians. Timely in our communication and our documentation. Knowledgeable and Responsible for finding answers when we do not have them. In Compliance with all relevant state and federal laws and regulations. Client Privacy and Agency Confidentiality PRIVACY OF THE INDIVIDUALS WE SERVE It is the policy of One Sky Community Services to protect the privacy of every client in every reasonable way, consistent with the Agency’s service obligations. The following are instances of breach of confidentiality: A. Information left lying open that identifies clients, for example a calendar of appointments with complete names, or a partially finished report at a printer or typewriter. B. Discussing a client with somebody who has no professional reason to know. C. Giving out information over the telephone when you are not sure to whom you are speaking. D. Admitting to people who have no right to know that an individual is a client. F. Giving information on a client when there was no benefit to the client and when the client had not agreed to the transmission of information. G. Sending identifiable information not enclosed in an envelope. H. Leaving files containing confidential information unlocked when no one authorized to use them is around. I. Providing written or verbal communication without search warrants or proper releases or legal papers.

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AGENCY CONFIDENTIALITY One Sky strives to be an open and transparent agency serving the individuals and families in our region. We believe the free flow of information within our organization enhances our effectiveness. However, there are instances and areas where confidentiality in agency operations is required of staff. These include but are not limited to certain planning activities, staff participation in Board and committee meetings when confidential matters are discussed, personnel issues, and legal matters. This does not preclude the appropriate use of such information in discharging one’s duties, nor the responsibility of required reporting and communication with the Bureau of Developmental Services, Board of Directors, or one’s supervisor.

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NAME OF PROCEDURE:Workplace Health & Safety DATE WRITTEN: 10/96 DATE REVISED: 4/17 DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019

POLICY/PURPOSE:

To assure that all staff work in a safe and healthy environment, and to ensure that all staff are informed of and practice safety and health discretion in their daily work.

SCOPE:

It is the concern of management to address health and safety issues that may affect how work is done in the work environment. It is the responsibility of staff to abide by safety rules, recommendations and policies set forth by the Workplace Safety Committee and the Board of Directors of One Sky Community Services.

ROLES AND RESPONSIBILITIES

The Safety Committee will: 1) address potential workplace safety issues before they become a hazard, 2) establish, review and maintain written preventative guidelines, 3) inform staff of these safety guidelines, and 4) encourage staff to participate as volunteers to the Workplace Safety Committee. Employees are expected to become familiar with other agency policies that outline rules relating to safety issues: Drug and Alcohol use, Criminal History checks, Sexual Harassment, Blood borne Diseases prevention, Driver Liability and Record Checks, as well as expected employee conduct and general office procedures outlined in the Employee Handbook. Any contractor or vendor that provides service to One Sky will be subject to proof of insurability. Any Trade contractor called to provide services within the office or properties owned by One Sky will be subject to providing proof of insurability upon request. Disclosure of any irritants or by-products from such a service will be accounted for before service is rendered. PROCEDURE: Workplace Safety Committee: As required by the State Department of Labor, and in accordance with House Bill 1579 (10/94), OSCS has established a "Joint Loss Management Safety Committee", namely the Workplace Safety Committee to assist in reviewing and make recommendations regarding any potential workplace safety issues.

The Workplace Safety Committee is a voluntary group of staff representative of each department with a minimum of 4 members. There must be management representation (but no more that 50% of committee can be management). The committee will meet at least quarterly and hold an annual walk-through of the office.

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This Committee will review and submit the required Department of Labor Safety Summary form biennially (every two years effective 10/97). The most recent dated document will supersede any previously issued. Safety Guidelines: All staff will review this policy as part of their initial orientation. Any questions should be directed to Human Resources or their immediate supervisor.

Job descriptions will aim to identify all requirements in each individual job responsibility and any potential risk(s). It will henceforth be required that any committee working on an agency event will anticipate safety issues as a regular agenda item (review any range of safety concerns).

General safety: 1. Staff are expected to usher their visitors/guests to and from the reception area. 2. There is no smoking inside any agency owned or rented facilities. 3. The burning of candles or open flames will not be allowed. 4. Electric heaters are not allowed. 5. Toaster oven, kitchen appliance and microwave users are to clean out crumbs and spills after each use - never leave cooking food unattended. 6. Never leave dirty dishes or knives in sink. PLEASE keep refrigerator and all kitchen facilities uncluttered. 7. Do not rush! Doorways in particular have been the site of near collisions, and brushing against the doorjamb has torn clothing. 8. There are first aid/blood cleanup kits, gloves and bleach located at each facility/office. Offsite work/Home visits: Before visiting a family’s home, staff should research any health or safety issue therein. Be sure to gather enough information from the family to feel comfortable before your visit. Is there a potentially dangerous environment (loaded gun, vicious dog?), or a serious contagious or communicable disease? If it doesn’t feel right, don’t enter the home. Staff hired by a family (I.H.S. and Participate Directed Managed Services) should receive orientation and awareness training from the Family Supervisor regarding any safety features and hazards associated with providing work in the family home or surrounding community. For off-site home/family visits, please provide enough detailed information that would allow office personnel to locate you in case of emergency. This could also be used as personal safety tracking. Driver safety: All drivers must have a valid driver’s license, a valid inspection sticker and registered vehicle in the state in which they reside and acceptable auto insurance limits on their auto policy- if using their own vehicle in transporting individuals. Drivers will comply with all laws, ordinances and regulations and will operate their vehicles courteously and defensively. Drivers and passengers

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will wear safety belts at all times. Minimum limits of liability coverage for a personal auto insurance plan are $100,000/$300,000. Additionally the agency’s general liability policy will act as an ‘umbrella’ and cover damages in excess of employees’ personal limits in an unlikely situation that personal limits are exceeded. Regular staff that transport consumers or travel regularly on agency business will be issued first aid kits to keep in their vehicles. See the Nurse Trainer for first aid kit and refills. Family Supervisors are responsible to provide first aid kits to their staff if they so desire. If driver is involved in an accident while working, contact family supervisor or HR staff immediately. Never refuse medical attention for yourself or passenger(s). Damage to employee vehicle caused by consumer: In the case where there is damage or an accident caused by the individual served and involving agency employee operated/owned vehicle, the agency will reimburse the insured the out of pocket expenses related to damages, such as covering the insurance deductible. Workstation ergonomics: The Safety Committee is responsible for reviewing and also intervening with needed workstation corrections. Staff who feel they need reasonable accommodation(s) can make request(s) to their immediate supervisor and/or a safety committee member or chair who will approve accommodation. Note: staff are advised to vary repetitive work hourly. Stand-up, stretch, walk around, change tasks. When working at a keyboard, always keep a 90-degree angle at the elbow. Mouse needs to be properly positioned. Wrist and hands should stay straight. Emergency: In anticipation of such event, staff are expected to become familiar with the evacuation routes posted at each facility. A fire extinguisher is provided at each facility. The main office is also set up with a sprinkler system. Each facility will have their specific evacuation plan. Please check with your manager. Emergency Evacuation Plan at Banfield Road: In the event of fire or fire alarm sounding – 1. All staff and visitors are to leave the building immediately. 2. Save your work on the computer, shut down/log out, or take your laptop – if time allows 3. Collect your belongings quickly 4. Escort your visitor(s) from the building. Staff will be accountable for their visitor(s). 5. Never risk personal safety. 6. Assigned Safety committee representative(s) will check the restrooms. 7. Supervisors will sweep their department area on the way out to assure staff currently in the office, have left or are leaving. 8. There are two exits out of our office and two exits out of the building. Do not use an exit if filled with smoke. 9. Everyone is to meet at the bottom of the parking lot by Constitution Road. 10. Supervisors will confirm with Safety committee chairperson or lead safety representative that their department staff working in the office, are accounted for.

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11. If Supervisor is not present, then the department representative from the Safety committee will take responsibility for sweeping and accountability. And if the supervisor is the safety committee representative, then another department representative will be designated by the supervisor. 12. No one is to re-enter the building without the OK from fire department personnel or landlord. In case of serious injury: 1. Attention to injured person is primary, next available person call 911. First aid kits in kitchen and reception. 2. Staff who know the basic elements of first aid and CPR if available should begin immediate response to the emergency. 3. Complete the appropriate paperwork with assistance of Chair of Safety Committee. Use Incident Report form . 4. The Chair of/or safety committee representative(s) will evaluate the safeguards of the accident area and review with committee. E. Worker Compensation: One Sky follows New Hampshire Worker’s Compensation Laws

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NAME OF PROCEDURE: Acceptable Use of Technology Policy DATE WRITTEN: 03/2002 DATE REVISED: 1/07, 7/11, 5/12, 10/12, 05/16 DATE APPROVED BY MANAGEMENT TEAM: 05/01/2016 DATE APPROVED BY BOARD: 11/11/2019

POLICY/PURPOSE: It is the policy of One Sky to provide, support and maintain an environment that promotes ethical and responsible use of technology to enhance workplace productivity, communication, and efficiency, and at the same time secure the privacy of the data of the people we serve. Computers, files, passwords, e-mail messages, voice mail messages and all other data on these systems are agency property and One Sky management retains the right to examine, monitor or review materials. The Chief Executive Officer is responsible for the overall implementation of these procedures consistent with established Board policy. All One Sky staff will be informed of this procedure as a part of the agency personnel practices. One Sky respects the good intentions and honesty of its employees. Limited personal use is permitted (i.e. lunch break, before or after work), as long as the following guidelines are followed, it is not excessive and has no negative impact on agency resources. Misuse or excessive personal use of agency communication technology or agency information will be addressed on a case by case base, and privileges may be revoked and further disciplinary action may be taken. This policy will be implemented in a manner consistent with the agency’s other policies. If any part of this policy is found to be invalid or illegal, the rest of the policy will remain in force. Employees who have questions about this policy, or who discover a violation of this policy, are required to notify Director of Administrative Support Services.

SCOPE:

All Staff are responsible for adhering to this policy. This policy covers all Staff of One Sky, including applicants for employment and third parties over whom One Sky has control.

PROCEDURE: Computer Network Usage Our computer network and all of its components are intended to be used only by authorized One Sky Community Services employees primarily for business purposes. No unauthorized employee or any other person not employed by One Sky Community Services is permitted to use agency owned equipment without specific prior authorization from designated Information Technology (IT) staff. All users of our network resources must have their own personal network user accounts established by the Director of Administrative Support Services. Computer facilities and equipment may not be used in connection with compensated or uncompensated outside work for the benefit of for-profit organizations nor for compensated outside work for non-profit organizations. Use of resources for uncompensated outside work for non-profit organizations is permissible with prior Chief Executive Officers’ approval.

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Being able to access a file or information does not imply permission to do so. Any attempt to circumvent network security or gain access to information or resources without proper authorization from Director of Administrative Support Services or their supervisor will be considered grounds for supervisory or disciplinary action, up to and including termination. Users with questions should contact their supervisor or the Director of Administrative Support Services, or PCG IT. All programs written and data files generated and accumulated on agency equipment is considered the property of One Sky Community Services. Passwords Users must have a password to access various resources on the One Sky Community Services network and are not to be given to others under any circumstances. The logged-on user is responsible and will be held accountable for all activity that takes place under their assigned user name. Passwords will be issued twice a year, or as often as needed to assure network security. Workstations/notebooks should never be left logged-in when users are away from their desks. Users are advised to shut their systems down when away from the office for any length of time and never leave workstations/notebooks on overnight. Users should log off or use a password-enabled screensaver when leaving a machine unattended. It is recommended that assigned network passwords be used as a screensaver password. Check with PCG for help changing screensaver passwords. If you use a different screensaver password you must inform the Director of Administrative Support Services. Working Offsite Employees who perform agency work away from the office shall not transfer confidential data including PHI to a non-agency owned computer via email, nor shall they save agency files or documents to such a computer. Such information shall be copied to disk, USB Stick, or another removable media, worked on and saved back to disk. The disk must be kept secure between locations and returned to One Sky as soon as possible. (See Policy 8.9 HIPAA Compliance Manual). Shared folders Shared folders are for sharing information with others in your department or throughout the agency. There are Word documents, Excel spreadsheets and other formats found in various sub-folders by subject under the Common Drive S in the network path. Staff will be given access to directory/folder areas on a need to know bases. Change forms Supervisors are to use the ‘Network Change Form’ for security access changes, such as when a staff person leaves, position change, name change, etc. This form are found on the ‘Common’ Drive under the ‘Forms’ directory.

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Notebooks/PDA’s/Tablets Computer Notebooks, Tablets and Personal Handheld Devices (PDA’s, Palms, etc.), purchased by staff that interface with the agency network, must be approved for sync by Director of Administrative Support Services. Devices purchased by the Agency will be inventoried and a User Agreement must be reviewed and signed before being issued to staff. Notebooks, Tablets or PDA’s with PHI (protected health information) on it will be required to be password protected. Users must use their current network password and change it as passwords are re-issued. Confidential Data Confidential data is defined as all data or information that directly identifies or might reasonably be expected to indirectly identify a consumer or employee, any and all health care records, Protected Health Information (PHI), any and all financial data and any other data or information from or about a consumer or employee in which the consumer or employee has an expectation of privacy, including, but not limited to: full name, social security number, address, telephone number, e-mail address, age, date of birth, race/ethnic status and any other identifying characteristics. Electronic data covered under this policy is subject to all applicable federal, HIPAA, state, and agency laws, regulations and policies, including those governing confidentiality. Confidential data may not be transmitted outside secure agency systems unless password encrypted or otherwise protected using methods approved by the Agency IT Committee and/or the Agency HIPAA Review Team. E-Mail The agency provides each user with an e-mail account and access to the Internet, with the goal to broaden communication and job related research for business purposes. As we become more dependent on these systems, we must be mindful of effective and appropriate use. Email is not fully secure and confidential. When sending e-mail messages concerning confidential or protected information, employees must use significant caution. For example, a clients’ name should never appear in the subject box. OK to use first name, last initial. Last name should not be included in any email, attached spreadsheet/budget/document, UNLESS the e-mail is encrypted or password protected. Another necessity is that staff periodically clean/clear their folders in Outlook, as excessive storage of emails will cause the network to function slowly. Inbox, Sent Items and Deleted items should be checked regularly. One Sky Community Services reserves the right to limit mailbox size and to place strict limits on the size of e-mail attachments that can be sent or received, to ensure efficient and uninterrupted service. An employee’s assigned email account is the property of One Sky Community Services and there is no implied or expected right of privacy regarding the contained documents or communications. Staff should assure that email messages they create support the professional image of One Sky , reply to messages promptly, and use the automated “Out of Office” reply when out for an extended

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period. Caution must be observed with creation of e-mail ‘subject line’ description. The IT Service Administrator blocks various words and symbols in an attempt to cut down on the increasing number of incoming spam messages. For example, don’t use “Hi!”, “sex”, “Drugs” or include “…” in the subject line. Employee e-mail will be treated consistent with the Agency’s document retention policy and all applicable state and federal laws and regulations. Employee mailboxes and passwords will be closed the day of separation from employment.

Internet Usage Access the Internet on an as needed basis. Never leave Internet access open or minimized on desktop when not in use. Critical web-based billing programs have priority and timely access is essential. The less people access the web at any one time the faster the billing program can run. One Sky Community Services reserves the right to keep log files of all Internet activity and to periodically use those log files for bandwidth analysis and usage trends. To cut down on the ever increasing security issues of spam, spy-ware, viruses, etc., that affect our system, it is imperative that personal use be minimized. Employees are prohibited from using agency systems to: download program or executable files of any type without prior authorization from Director of Administrative Support Services. use any form of Instant Messaging (chat) visit gambling/gaming websites play radio or run streaming audio/video through the workstation, as that cripples the Bandwidth. Play MP3 files copied to ANY media (PDA, USB stick, CD). Homemade CD’s are discouraged and must be pre-approved for use by The Director of Administrative Support Services or PCG IT. • signup or receive internet newsletters or be on a mailing list THAT IS NOT WORK RELATED. Please, please keep personal items at home. This is the outstanding reason we receive spam. solicit for or engage in personal, political or religious activities that are not job-related, or assist others in doing so. create or communicate any offensive or disruptive messages for example which contain sexual implications, racial or ethnic slurs or other comments that offensively address someone’s age, gender, sexual orientation, religion, national origin, ancestry or disability. visit sexually explicit, offensive or otherwise inappropriate Web sites. send (upload) or receive (download) copyrighted materials, confidential information or other restricted data without prior authorization from Director of Administrative Support Services. create, send or forward “spam,” chain letters or other junk e-mail. engage in any other internet, e-mail or security use deemed inappropriate by the agency. Any violation that is deemed gross misconduct by the HIPAA Security or Privacy Officers will result in discipline action up to and including termination.

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One Sky maintains a website to provide information and promote public awareness of One Sky. Information on the website is intended to be current and correct. Inform the Director of Outreach and Development if you become aware of information that needs to be revised. Incoming and outgoing messages and data are subject to being accessed, reviewed, disclosed or monitored at the sole discretion of the agency in the ordinary course of its business, at any time, with or without notice, even if protected by a password or any other means. The agency reserves the right to monitor employee use of the Internet. Deleted data may be retrieved for review.

Social Media Sites No employee shall represent the Agency in any way on any social media site such as Facebook or Myspace unless approved by the Chief Executive Officer beforehand. Social media sites are not to be accessed from Agency computers for any reason without prior approval, due to the prevalence of spyware and viruses on such sites. Blogs Any writing on a personal Blog shall not contain any information on his/her employer in a negative light. One Sky reserves the right to consider information written in a Blog, and will hold employee responsible. Printers One Sky will provide all users’ access to shared printers. There is no guarantee individual offices or users will have their own printers. No personal (user owned) printers will be supported. The agency’s color printer will be available for work related project managed through the Director of Administrative Support Services. Phones/Voice Mail Usage The agency provides staff with multi-line phones with individual voice mailboxes. Employees are responsible for maintaining up-to-date greetings informing incoming callers of their availability, as well as a recorded name for their mailbox. Staff should respond to messages as soon as possible, keep your held voice messages to a minimum as this system has limited storage, and reimburse the agency for all personal calls or faxes. Email Retention Policy In accordance with the Sarbanes-Oxley Act of 2002, which refers to a law requiring retention of electronic communications, One Sky has a process of retaining and archiving all emails. To access any of the retained email, a strict policy is in place that outlines the protocol and chain of command security. Please refer to Policy 8.2 in the One Sky Policy Manual. The complete policy can also be found on the common drive. Other Electronics or Agency Owned Items

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Fax machine, digital camera, scanners, projectors, video camera and copy machines, etc., are to be used properly and not abused. Reimburse the agency for copies made for personal use (single copies may be made occasionally without reimbursement. However, 5 or more copies require reimbursement). The agency may provide some employees with portable communication or computing devices such as PDA’s, laptops, pagers and/or cell phones. Employees are responsible for the security and proper care of these devices. Sign out equipment and return it in the condition in which you received it. Consequences of Misuse of Property Reasonable care of agency issued devices - Any result of misuse or neglect will be subject to a replacement charge to the employee up to 50% of original purchase price. Before signing a user agreement, understand the content of this policy and review any questions carefully with the Director of Administrative Support Services. The Chief Executive Officer will make the final decision regarding reasonable care charges. A violation of this policy will result in disciplinary action ranging from a verbal warning, written discipline action plan, suspension of system privileges, or termination from employment. The consequences of any use of agency resources for illegal purposes or gross misconduct will be suspension, termination, and/or civil or criminal prosecution.

ROLES AND RESPONSIBILITIES All staff are required to adhere to this policy and its guidelines. Any questions should be presented to the in house IT support staff.

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NAME OF PROCEDURE: Accusation, Arrest or Conviction Policy DATE WRITTEN: 10.18.2004 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019

POLICY/PURPOSE: To put in place a procedure that requires employees to promptly notify administration of any accusation, arrest, or conviction of criminal changes. To ensure employees are treated fairly while balancing the interests of the agency

SCOPE:

All One Sky staff will be aware of this procedure as a part of the agency's personnel practices

ROLES AND RESPONSIBILITIES

One Sky Community Services is responsible for enhancing the quality of life for individuals with developmental disabilities or acquired brain disorders who are eligible for services in Region VIII of the New Hampshire Developmental Disabilities Services system. The staff who work within the Region VIII service network are one of the most important resources we offer. Their values and competence directly affect the quality of life of the people we serve.

PROCEDURE: Any employee who is accused of, arrested for or convicted of any misdemeanor or felony shall notify his/ her supervisor within 48 hours. An employee who is out on any form of leave at the time of the accusation, arrested or conviction shall report within the same 48 hour limit. In case the employee is incarcerated, a family member may call on their behalf. The Supervisor shall notify the Chief Executive Officer and Human Resources immediately. The Department Supervisor, Chief Executive Officer and HR director will make a determination based on the nature of the accusation, arrest or conviction, whether the employee will be eligible to return to work, placed on administrative leave or immediately terminated. An employee may be placed on administrative leave if the employee’s presence at work could be harmful to individuals served, the public, other employees or compromise any investigation. The agency administration will determine whether this leave will be covered under available earned time, leave of absence without pay or a combination of both. A written notice will be provided to the employee stating the agency’s determination of the course of action. An employee’s failure to report any arrest, conviction or accusation within the specified time period my result in disciplinary action, up to and including termination of employment. Information regarding such accusation, arrest or conviction will be treated confidentially and only shared on a “need to know” basis.

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NAME OF PROCEDURE: Conflict of Interest in Employment Policy DATE WRITTEN: May 2018 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: May 10, 2018 DATE APPROVED BY BOARD: May 14, 2018

POLICY/PURPOSE: One Sky Community Services, Inc. (“One Sky”) believes all employees and prospective employees shall be treated fairly, hired and managed on the basis of individual merit. The following policy has been developed to clearly define One Sky’s standards and practices for preventing conflicts of interest that could arise due to the real or perceived possibility of favoritism based on family or personal relationships.

SCOPE:

This policy covers all individuals employed by One Sky.

ROLES AND RESPONSIBILITIES

All One Sky employees who supervise or manage any employees will adhere to this policy. The Director of HR and Administration will be responsible for ensuring that the guidelines included in this policy are followed PROCEDURE: One Sky permits the employment of qualified relatives of employees as long as the relationship is disclosed, any potential conflicts are identified, and employment does not create any real or potential conflicts of interest. A conflict of interest exists when related individuals have influence over: Hiring Daily supervision Performance evaluations Career progress Wages, hours worked, or benefits For purposes of this policy, “related individuals” are defined as: Individuals who are legally married, domestic partners, children, parents, siblings, grandparents, grandchildren, aunts, uncles, nieces, nephews, first cousins, and corresponding in-laws or “step” relation by blood or adoption. Individuals who are involved in a romantic or other consensual relationship that may give the appearance of real or perceived favoritism. Any other member of an employee’s household. This policy also extends to all individuals who would otherwise be considered “related individuals” where one party works for One Sky and the other is employed by individuals (or their families) receiving services from One Sky or a One Sky subcontractor. One Sky will use sound judgment in the placement of related employees in accordance with the following guidelines:

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Prospective employees are required to identify if they are related to any current employee of One Sky. o Prospective employees who are related individuals to a current employee of One Sky are permitted to work at One Sky provided that they may not be placed in a position where they either directly supervise or are supervised by any related individual working at One Sky. o In the event that any prospective employee identifies that they are a related individual to any current employee of One Sky, the Director of HR and Administration will determine if a potential conflict of interest would exist if the individual is hired for the position she/he is applying for. o If no conflict of interest with a current employee would exist if the prospective employee is hired, the Director of HR and Administration will document that conclusion and place such documentation in the prospective employee’s file. o If the Director of HR and Administration determines that a potential conflict of interest with a current employee of One Sky could exist, she/he will determine whether or not the prospective employee can be hired. If so, the Director of HR and Administration will work with the hiring manager to develop a protocol under which the prospective employee could be hired, which will be reviewed with and signed by all relevant parties and revisited as part of the annual job appraisal. Employees who become related individuals to other employees while employed are required to notify the Director of HR and Administration within 30 days after the change in relationship so as to avoid any real or potential conflict of interest. All such employees will be subject to the guidelines included in this policy. o The Director of HR and Administration will conduct a review to determine if a conflict of interest exists following any change in relationship between two employees. o If no conflict of interest is deemed to exist, the Director of HR and Administration will document that conclusion and place such documentation in the employee’s file. o If a conflict of interest is deemed to exist as a result of the change in relationship, the Director of HR and Administration will determine whether or not an acceptable protocol governing the interactions between the two employees can be established. Any such protocol must be signed and accepted by all relevant parties; and Such protocol will be reviewed as part of the annual job appraisal. o If a protocol acceptable to all parties cannot be developed, then one or both employees may be reassigned to other duties. o If the Director of HR and Administration recommends that any such reassignment must take place, each affected employee will have the right to appeal that decision to the Chief Executive Officer. In the event of an appeal, the decision of the Chief Executive Officer will be final. Any employee who believes that a potential conflict of interest may exist between other employees should contact the Director of HR and Administration. o The Director of HR and Administration will conduct a review to determine if a conflict of interest exists. o If no conflict of interest is deemed to exist, the Director of HR and Administration will document that conclusion and place such documentation in the employee’s file. o If a conflict of interest is deemed to exist, the Director of HR and Administration will determine whether or not an acceptable protocol governing the interactions between the affected employees can be established. Any such protocol must be signed and accepted by all relevant parties; and Such protocol will be reviewed as part of the annual job appraisal. o If a protocol acceptable to all parties cannot be developed then one or several of the affected employees may be to be reassigned to other duties. o If the Director of HR and Administration recommends that any such reassignment

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must take place, each affected employee will have the right to appeal that decision to the Chief Executive Officer. In the event of an appeal, the decision of the Chief Executive Officer will be final. Failure to disclose a relationship between a prospective or current employee of One Sky with another employee of One Sky may result in disciplinary action up to and including termination of employment. Any exceptions to this policy must be approved by the Chief Executive Officer.

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NAME OF PROCEDURE: Accommodations for Individuals with Disabilities DATE WRITTEN: 08/2016 DATE REVISED: 11/11/2019 DATE APPROVED BY MANAGEMENT TEAM: 11/11/2010 DATE APPROVED BY BOARD: 11/11/2019 PAGE: 47 of 9594

POLICY/PURPOSE: To accommodate disabilities as needed in order to work at One Sky.

SCOPE:

To ensure that people employed by One Sky are accommodated where necessary in

order to complete their duties of employment.

ROLES AND RESPONSIBILITIES

One Sky Community Services is responsible for enhancing the quality of life for individuals with developmental disabilities or acquired brain disorders who are eligible for services in Region VIII of the New Hampshire Developmental Disabilities Services system. The staff who work within the Region VIII service network are one of the most important resources we offer. Their values and competence directly affect the quality of life of the people we serve. PROCEDURE:

The Company prohibits any form of discrimination in hiring, as well as in all terms and conditions of employment, against qualified individuals with physical or mental disabilities. We will provide reasonable accommodations to qualified individuals with disabilities (as defined by applicable law) to ensure equal opportunity in the application process, to enable employees to perform essential job functions, and to ensure that disabled employees enjoy the same benefits and privileges of employment as are enjoyed by employees without disabilities. Please notify the Human Resources Department if, because of a disability, you require an accommodation to perform the essential functions of your job. You may be asked to provide medical documentation about your disability and the types of reasonable accommodations that may be effective for you. We expect that you will comply with these requests for information so that we may determine your eligibility for accommodation and evaluate possible accommodations for you. We will work interactively with you and will maintain all medical information in a confidential manner. Medical information will be disclosed only to those with a legitimate need to know. The Company reserves the right to decline to provide an accommodation if the accommodation would cause an undue hardship to the Company or its employees. The Company also reserves the right to decline to provide an accommodation if the employee may cause a direct threat to his/her own health or safety or the health of safety of others, even with the benefit of an accommodation. NAME OF PROCEDURE: Dress Code Policy

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DATE WRITTEN: 10/23/2019 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/05/2019 DATE APPROVED BY BOARD: 11/11/2019

PURPOSE The One Sky Community Services’ dress code policy is designed to help us all provide a consistent professional appearance to the individuals we serve, our vendors, and our colleagues. Employees are representatives of the organization whether in the office, in offsite trainings, or in meetings in the homes and communities of the individuals we serve and are expected to follow this policy regardless of their location while performing work for the agency.

POLICY All employees are expected to dress in business casual attire Monday-Thursday. Fridays are deemed “casual” day and employees may dress down on this day only. Business casual, as defined by One Sky Community Services, includes the following items of clothing: Dress pants, skirts, or professional dresses. Dress shirts, sweaters, polos, or blouses. The following items are not to be worn: Sleeveless shirts Graphic T-Shirts Open-toed shoes Revealing clothing of any kind. Jeans Sneakers Employees must always present a clean, professional appearance. Everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear. Exemptions Clothing and grooming styles dictated by religion or ethnicity are exempt. If an employee requires an accommodation to this policy (i.e. wearing orthopedic sneakers for a medical condition) they are encouraged to speak with the HR Director, HR Coordinator, or their supervisor for accommodation. Casual Fridays Our goal is to provide a workplace environment that is comfortable and inclusive for all employees. We expect that your attire on Fridays, although casual, will exhibit common sense and professionalism. Employees are permitted to wear jeans and sneakers exclusively on Fridays. Employees who have meetings with guests of the agency on Fridays should abide by the business casual guidelines rather than dressing down. VIOLATIONS

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Supervisors are expected to inform employees when they are in violation of the dress code. It is up to the discretion of supervisors, department heads, and human resources as to what constitutes a violation of this policy. Employees in violation are expected to immediately correct the dress code issue. This may include having to leave work to change clothes. Repeated violations or violations that have major repercussions may result in formal disciplinary action including formal write-ups and termination.

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NAME OF PROCEDURE: Drug Free Workplace Policy DATE WRITTEN: 6/22/06 DATE REVISED: 01/14, 11/17 DATE APPROVED BY MANAGEMENT TEAM: 11/01/2017 DATE APPROVED BY BOARD: 11/11/2019

POLICY/PURPOSE: One Sky Community Services (One Sky) is committed to protecting the safety, health and well-being of people we serve, as well as all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use could pose a significant threat to this goal. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment. It is a condition of employment that employees adhere to this policy.

SCOPE:

All One Sky staff will be aware of this procedure as a part of the agency's personnel practices.

ROLES AND RESPONSIBILITIES The Chief Executive Officer is responsible for the overall implementation of this procedure consistent with established Board policy.

PROCEDURE: As required by the state of New Hampshire and the Federal Drug Free Workplace Act of 1988, One Sky Community Services has established an ongoing drug awareness program, and will certify that we will continue to make a good faith effort to maintain a drug-free workplace. This policy recognizes that employee involvement with alcohol and other drugs can be very disruptive. It may adversely affect the quality of services by compromising the work and performance of employees, pose serious health risks to users and others, and have a negative impact on moral. It is a violation of this policy to use, possess, sell, trade, and/ or offer for sale alcohol, illegal drugs or other intoxicants in the workplace or on company property at any time. Employees shall not report to work under the influence of either drugs or alcohol, including medical marijuana. In addition, an employee should not report to work or attempt to work suffering from the effects of exceeding prescribed or directed usage of prescription or over-the-counter medication. This policy applies during all working hours or when representing One Sky at one Sky and community events. The workplace shall include, but not be limited to, any place employees access during working hours; office settings, client/family homes, public settings, driving on agency time. Any individual who represents or conducts business for One Sky, is applying for a position or is conduction business on One Sky property is subject to our drug-free workplace policy. This includes but is not limited to, all employees and volunteers. Violations of this policy are subject to disciplinary action ranging from a letter of reprimand,

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suspension from work without pay, and up to an including dismissal. It is the responsibility of supervisor to counsel employees whenever they see changes in performance or behavior that suggest that an employee has an alcohol or other drug problem. (Please see HR for more details.) Appropriate action must be taken within thirty days (or immediately if warranted by the circumstances) of actual knowledge or notice of an issue covered by this policy. As stated in One Sky Policy 3.16 ‘Accusation, Arrest or Conviction’, employees must notify their supervisor within forty-eight hours if accused of, arrested for or convicted of a criminal or drug/alcohol violation. One Sky will notify its funding source within ten days of any notice or actual knowledge of an employee conviction. This policy is not intended to interfere with the private lives of its employees unless involvement with alcohol and other drugs off the job affects job performance. One Sky encourages employees to voluntarily seek help for drug and alcohol problems prior to incurring disciplinary action pursuant to this policy. Employees are encouraged to seek help through the agency’s Employee Assistance Program or to talk to their supervisor, the Chief Executive Officer or the HR office, for information on helpful resources. Treatment for alcoholism and/or other drug use disorders may be covered by One Sky employee health plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee. To ensure all employees are aware of their role in supporting this policy, One Sky shall take the following steps: The policy will be posted in a prominent place at One Sky. All employees will receive a written copy of the policy. The policy will be reviewed in orientation sessions with new employees All staff will receive an annual reminder of the existence of the policy The policy will be reviewed and reaffirmed annually at the Workplace Safety meetings. Every supervisor will receive training to help her/him recognize and manage employees with alcohol and other drug problems. All information received by One Sky through the drug-free workplace program is confidential. Access to this information is limited to those who have a legitimate need to know. As a limited exception to this policy, alcohol may be served at One Sky sponsored social events, such as the holiday party and fundraisers. A variety of non-alcoholic beverages shall always be served when alcohol is present. One Sky social events shall not center on alcohol consumption and any such usage shall be reasonable.

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NAME OF PROCEDURE: Employee Grievance Policy DATE WRITTEN: February 1988 DATE REVISED: August 22, 2019 DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019 POLICY/PURPOSE: One Sky is committed to creating the best work environment for all of its employees - a place where everyone's voice is heard, where issues are promptly raised and resolved, and where communication flows across all levels of the organization. Openness is essential to quickly resolve concerns, to recognize organizational issues as they arise, and to address the changing needs of our diverse staff and volunteer workforce. Our grievance procedure policy explains how employees can voice their concerns in a constructive way. Open, honest communication between staff / volunteers and between supervisors (directors, managers, coordinators, or team leaders) and staff and volunteers is a day-to-day practice, and employees should know who and how to may seek counsel, provide or solicit feedback, or raise concerns within the organization. Supervisors have the responsibility for creating a work environment where employees' and volunteers' input is welcome, advice is freely given, and issues are surfaced early and are candidly shared without the fear of retaliation when this input is shared in good faith.

“A Grievance is defined as a wrong or hardship suffered (real or perceived), which is the grounds

of a complaint.” The company encourages employees to communicate their grievances. That way we can foster a supportive and pleasant workplace for everyone.

SCOPE:

This policy refers to everyone in the company regardless of position or status.

ROLES AND RESPONSIBILITIES

The entire workforce of One Sky has an obligation to adhere to the polices/procedures listed below. PROCEDURE:

An employee must initiate the grievance procedure within ten (10) working days of the occurrence of the grieved action. An aggrieved employee may take the following steps to resolve a grievance without fear of reprisals from supervisors or any other member of management. Communicate informally with their direct supervisor. The supervisor will try to resolve the issue. When employees want to raise a concern regarding their supervisor, they should first try to discuss the matter and resolve it with them. In that case, they are advised to request an informal meeting. Supervisors should try to resolve any grievance as quickly as possible. If the employee does not feel comfortable discussing the issue with their supervisor, the employee may contact Human Resources. All issues involving the Chief Executive should be reported directly to the Director of HR and Administration or the HR Coordinator. The Director of HR and Administration or the HR

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Coordinator will inform the Board of Directors who will then be involved in the process of reviewing the grievance from the beginning until it has been resolved. Issues involving discrimination and/or harassment are governed by the Harassment in the Workplace Policy. Termination of employment is not subject to the grievance procedure. If the grievance is not resolved by the informal discussion process set forth above, the employee will be asked to fill out a grievance form. Grievance Investigation After receiving the Employee Grievance Form, Human Resource Personnel and other applicable staff will investigate the grievance. HR staff may use any means necessary to complete a thorough investigation of the events alleged in the form. HR will make all efforts to respond to the written grievance within ten days. Employee Cooperation Employees who file a grievance as well as employees involved in the grievance investigation are expected to provide accurate, truthful and comprehensive information at the time of the filing of the grievance and throughout the investigative process. Failure to willingly provide accurate, truthful, and comprehensive information or omitting information may result in disciplinary action up to release from employment. Resolution of Grievance Final determination of the grievance resolution is made by the Director of HR and Administration and other applicable staff. The employee will be informed in writing of One Sky’s response and any actions taken in relation to the employee grievance. The Director of HR and Administration (or other person if not originally submitted to the Director of HR and Administration) will complete a Grievance Resolution documenting these actions. Resolution Information Provided to Those Participating in the Investigation The results of an investigation are only shared with the employee who files the grievance. Results are not shared with employees who participate in the investigative process unless an employee is disciplined in response to a grievance or unless the agency deems it necessary to share such information with someone other than the person who filed the grievance. Disciplinary Action Resulting From a Grievance If One Sky determines that employee disciplinary action is warranted in conjunction with a grievance, appropriate disciplinary action will be taken. Disciplinary action may include but is not limited to warnings, reprimands, suspension or release from employment. One Sky may, at its discretion, obtain an independent legal opinion regarding appropriate disciplinary action. Appeals If an employee is not satisfied with the actions taken by One Sky in relation to their grievance, the employee may file an appeal within five (5) business days of receiving the Grievance Resolution Form. The appeal must be in writing and submitted in the same manner as the initial grievance. All appeals not involving the Chief Executive Officer will be reviewed by the Chief Executive Officer and his/her decision will be final. Appeals involving the Chief Executive Officer will be reviewed by the Board of Directors, whose decision will be final. Confidentiality of Grievance Information/Investigation Information obtained during the grievance process will be kept confidential by personnel

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conducting the investigation to the extent possible. However, information obtained during investigations may be shared with investigative bodies, or to satisfy contractual requirements. Record Retention At minimum, the agency will include the resolution of grievance form in the employee’s personnel file. Additional information may be housed in the employee’s personnel file at the discretion of the Human Resources Director. Information not housed in the employee’s personnel file will be maintained by the Human Resources Director in a confidential manner. No Retaliation It is contrary to the values of One Sky for anyone to retaliate against a staff member or volunteer who in good faith discusses or reports a grievance. The reporting party shall not suffer harassment, retaliation, or adverse employment or other consequences. A staff member or volunteer who retaliates against someone who has reported a grievance in good faith is subject to discipline up to and including termination of employment or removal from their volunteer role. This policy is in addition to any non-retaliation requirements required by law. This protection from retaliation is not intended to prohibit supervisors from taking action, including disciplinary action, in the usual scope of their duties and based on valid performance-related factors.

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Employee Grievance Form

It is the purpose of this procedure to establish a method whereby grievances of employees will be resolved fairly and effectively. The filing of a grievance will in no way prejudice the status of the employee. Please see the Grievance Policy for a full description of the procedure.

Employee Name: Date: Department: Job Title: Statement of Grievance (background/activity leading to the compliant, including dates): Remedy Requested: Employee Signature: Date: Date immediate Supervisor was notified (see attached response) Date HR was notified: (See attached Response)

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NAME OF PROCEDURE: Family Medical Leave Policy DATE WRITTEN: 9/92 DATE REVISED: 2/94, 4/96, 11/01, 3/27/02, 5/04, 7/09; 11/2019 DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019 Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides employees information concerning FMLA entitlements and obligations employees may have during such leaves. If employees have any questions concerning FMLA leave, they should contact the Human Resources department. Employees Eligible for FMLA Leave FMLA leave is available to “eligible employees.” To be an “eligible employee”, an employee must: (1) have been employed by the Company for at least 12 months (which need not be consecutive); (2) have been employed by the Company for at least 1250 hours of service during the 12 month period immediately preceding the commencement of the leave; and (3) be employed at a worksite where 50 or more employees are located within 75 miles of the worksite. Employee Entitlements for FMLA Leave As described below, the FMLA provides eligible employees with a right to leave, health insurance benefits and, with some limited exceptions, job restoration. The FMLA also entitles employees to certain written notices concerning their potential eligibility for and designation of FMLA leave. Basic FMLA Leave Entitlement The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during a 12 month period. The 12 month period is determined as a “rolling” 12 month period dating back from the time you request leave. Leave may be taken for any one, or for a combination, of the following reasons: To care for the employee’s child after birth, or placement for adoption or foster care; To care for the employee’s spouse, son, daughter or parent (but not in-law) who has a serious health condition; For the employee’s own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of the employee’s job; and/or Because of any qualifying exigency arising out of the fact that an employee’s spouse, son, daughter or parent is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty) in the Reserve component of the Armed Forces for deployment to a foreign country in support of a contingency operation or Regular Armed Forces for deployment to a foreign country. Leave to care for the employee’s child after birth, or placement for adoption or foster care must be taken within one (1) year of the child’s birth or placement. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

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Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on covered active duty and attending post-deployment reintegration briefings. Additional Military Family Leave Entitlement (Injured Service member Leave) In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered service member is entitled to take up 26 weeks of leave during a single 12-month period to care for the service member with a serious injury or illness. Leave to care for a service member shall only be available during a single-12 month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care for the injured service member. A “covered service member” is a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is on the temporary retired list, for a serious injury or illness. These individuals are referred to in this policy as “current members of the Armed Forces.” Covered service member also includes a veteran who is discharged or released from military service under condition other than dishonorable at any time during the five (5) year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation or therapy for a serious injury or illness. These individuals are referred to in this policy as “covered veterans.” The FMLA definitions of “serious injury or illness” for current Armed Forces members and covered veterans are distinct from the FMLA definition of “serious health condition” applicable to FMLA leave to care for a covered family member. “Serious injury or illness” means: (1) In the case of a current member of the Armed Forces, including a member of the National Guard or Reserves, means an injury or illness that was incurred by the covered service member in the line of duty on active duty in the Armed Forces or that existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces, and that may render the member medically unfit to perform the duties of the member’s office, grade, rank or rating; and (2) In that case of a covered veteran, means an injury or illness that was incurred by the member in the line of duty on active duty in the Armed Forces (or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces) and manifested itself before or after the member became a veteran, and is: (i) a continuation of a serious injury or illness that was incurred or aggravated when the covered veteran was a member of the Armed Forces and rendered the service member unable to perform the duties of the service member’s office, grade, rank, or rating; or (ii) a physical or mental condition for which the covered veteran has received a U.S. Department of Veterans Affairs Service-Related Disability Rating (VASRD) of 50 percent or greater, and such VASRD rating is based, in whole or in part, on the condition precipitating the need for military caregiver leave; or (iii) a physical or mental condition that substantially impairs the covered veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service, or would do so absent treatment; or (iv) an injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.

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Intermittent Leave and Reduced Leave Schedules FMLA leave usually will be taken for a period of consecutive days, weeks or months. However, employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when medically necessary due to a serious health condition of the employee or covered family member or the serious injury or illness of a covered service member. Leave due to qualifying exigencies may also be taken on an intermittent or reduced schedule basis. Protection of Group Health Insurance Benefits During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same terms and conditions as if they had continued to work. Restoration of Employment and Benefits At the end of FMLA leave, subject to some exceptions including situations where job restoration of “key employees” will cause the Company substantial and grievous economic injury, employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. The Company will notify employees if they qualify as “key employees”, if it intends to deny reinstatement, and of their rights in such instances. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible employee’s FMLA leave. Notice of Eligibility for, and Designation of, FMLA Leave Employees requesting FMLA leave are entitled to receive written notice from the Company telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice of: 1) their rights and responsibilities in connection with such leave; 2) the Company’s designation of leave as FMLA-qualifying or non-qualifying, if not FMLA-qualifying, the reasons why; and 3) the amount of leave, if known, that will be counted against the employee’s leave entitlement. The Company may retroactively designate leave as FMLA leave with appropriate written notice to employees provided the Company’s failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the employee. In all cases where leaves qualify for FMLA protection, the Company and employee can mutually agree that leave be retroactively designated as FMLA leave. Employee FMLA Leave Obligations Provide Notice of the Need for Leave Employees who take FMLA leave must timely notify the Company of their need for FMLA leave. The following describes the content and timing of such employee notices. Content of Employee Notice To trigger FMLA leave protections, employees must inform the Company Director of Human Resources of the need for FMLA-qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically, or explaining the reasons for leave so as to allow the Company to determine that the leave is FMLA-qualifying. For example, employees might explain that: a medical condition renders them unable to perform the functions of their job; they are pregnant or have been hospitalized overnight; they or a covered family member are under the continuing care of a health care provider; the leave is due to a qualifying exigency caused by a military member being on covered active duty or called to covered active duty status to a foreign country; or

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if the leave is for a family member, that the condition renders the family member unable to perform daily activities or that the family member is a covered service member with a serious injury or illness. Calling in “sick,” without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to the Company’s questions to determine if absences are potentially FMLA-qualifying. If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek leave due to FMLA-qualifying reasons for which the Company has previously provided FMLA-protected leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave. Timing of Employee Notice Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide the Company notice of the need for leave as soon as practicable under the facts and circumstances of the particular case. Employees who fail to give 30 days’ notice for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied. Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers To Alternative Positions) and Intermittent Leave or Reduced Leave Schedules When planning medical treatment, employees must consult with the Company and make a reasonable effort to schedule treatment so as not to unduly disrupt the Company’s operations, subject to the approval of an employee’s health care provider. Employees must consult with the Company prior to the scheduling of treatment to work out a treatment schedule which best suits the needs of both the Company and the employees, subject to the approval of an employee’s health care provider. If employees providing notice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglect to fulfill this obligation, the Company may require employees to attempt to make such arrangements, subject to the approval of the employee’s health care provider. When employees take intermittent or reduced work schedule leave for foreseeable planned medical treatment for the employee or a family member, including during a period of recovery from a serious health condition or to care for a covered service member, the Company may temporarily transfer employees, during the period that the intermittent or reduced leave schedules are required, to alternative positions with equivalent pay and benefits for which the employees are qualified and which better accommodate recurring periods of leave. When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical treatment, upon request, employees must advise the Company of the reason why such leave is medically necessary. In such instances, the Company and employee shall attempt to work out a leave schedule that meets the employee’s needs without unduly disrupting the Company’s operations, subject to the approval of the employee’s health care provider. Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for Military Family Leave) Depending on the nature of FMLA leave sought, employees may be required to submit medical certifications supporting their need for FMLA-qualifying leave. As described below, there generally are three types of FMLA medical certifications: an initial certification, a recertification, and a return to work/fitness for duty certification. It is the employee’s responsibility to provide the Company with timely, complete and sufficient medical certifications. Whenever the Company requests employees to provide FMLA medical certifications, employees must provide the requested certifications within 15 calendar days after

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the Company’s request, unless it is not practicable to do so despite an employee’s diligent, good faith efforts. The Company shall inform employees if submitted medical certifications are incomplete or insufficient and provide employees at least seven calendar days to cure deficiencies. The Company will deny FMLA leave to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical certifications. With the employee’s permission, the Company (through individuals other than an employee’s direct supervisor) may contact the employee’s health care provider to authenticate or clarify completed and sufficient medical certifications. If employees choose not to provide the Company with authorization allowing it to clarify or authenticate certifications with health care providers, the Company may deny FMLA leave if certifications are unclear. Whenever the Company deems it appropriate to do so, it may waive its right to receive timely, complete and/or sufficient FMLA medical certifications. Initial Medical Certifications Employees requesting leave because of their own, or a covered relation’s, serious health condition, or to care for a covered service member, must supply medical certification supporting the need for such leave from their health care provider or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days’ notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification will be required on an annual basis for serious medical conditions lasting beyond a single leave year. If the Company has reason to doubt initial medical certifications, it may require employees to obtain a second opinion at the Company’s expense. If the opinions of the initial and second health care providers differ, the Company may, at its expense, require employees to obtain a third, final and binding certification from a health care provider designated or approved jointly by the Company and the employee. Medical Recertification Depending on the circumstances and duration of FMLA leave, the Company may require employees to provide recertification of medical conditions giving rise to the need for leave. The Company will notify employees if recertification is required and will give employees at least 15 calendar days to provide medical recertification. Return to Work/Fitness for Duty Medical Certifications Unless notified that providing such certifications is not necessary, employees returning to work from FMLA leaves that were taken because of their own serious health conditions that made them unable to perform their jobs must provide the Company medical certification confirming they are able to return to work and the employees’ ability to perform the essential functions of the employees’ position, with or without reasonable accommodation. The Company may delay and/or deny job restoration until employees provide return to work/fitness for duty certifications. Submit Certifications Supporting Need for Military Family Leave Upon request, the first time employees seek leave due to qualifying exigencies arising out of the covered active duty or call to covered active duty status of a covered military members, the Company may require employees to provide: 1) a copy of the covered military member’s covered active duty orders or other documentation issued by the military indicating the covered military member is on covered active duty or call to covered active duty status and the dates of the covered military member’s covered active duty service; and 2) a certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is requested. Employees shall provide a copy of new covered active duty orders or other documentation issued by the military for leaves arising out of qualifying exigencies arising out of a

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different covered active duty or call to covered active duty status of the same or a different covered military member. When leave is taken to care for a covered service member with a serious injury or illness, the Company may require employees to obtain certifications completed by an authorized health care provider of the covered service member. In addition, and in accordance with the FMLA regulations, the Company may request that the certification submitted by employees set forth additional information provided by the employee and/or the covered service member confirming entitlement to such leave. Substitute Paid Leave for Unpaid FMLA Leave FMLA leave is unpaid leave although you may be eligible for short or long-term disability payments and/or workers’ compensation benefits under those insurance plans or for salary substitution under the Company’s other applicable policies (e.g., pay during parental leave). These plans and policies are described elsewhere in the handbook, and further information is available in any plan documents for those plans. Receipt of short or long-term disability payments and/or workers’ compensation benefits under those insurance plans or for salary substitution under the Company’s other applicable policies does not extend the maximum amount of leave time to which an employee is eligible under the FMLA. Subject to applicable law, employees must use any accrued paid time (excluding paid holidays, but including floating holidays) while taking unpaid FMLA leave for which they are otherwise not receiving pay by way of short or long-term disability payments and/or workers’ compensation benefits under those insurance plans or for salary substitution under the Company’s other applicable policies, subject to applicable law. The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leaves and the paid time will run concurrently with an employee’s FMLA entitlement. Pay Employee’s Share of Health Insurance Premiums As noted above, during FMLA leave, employees are entitled to continued group health plan coverage under the same conditions as if they had continued to work. Unless the Company notifies employees of other arrangements, whenever employees are receiving pay from the Company during FMLA leave, the Company will deduct the employee portion of the group health plan premium from the employee’s paycheck in the same manner as if the employee was actively working. If FMLA leave is unpaid, employees must pay their portion of the group health premium on a monthly basis as determined by the Company. The Company’s obligation to maintain health care coverage ceases if an employee’s premium payment is more than 30 days late. If an employee’s payment is more than 15 days late, the Company will send a letter notifying the employee that coverage will be dropped on a specified date unless the co-payment is received before that date. If employees do not return to work within 30 calendar days at the end of the leave period (unless employees cannot return to work because of a serious health condition or other circumstances beyond their control) they will be required to reimburse the Company for the cost of the premiums the Company paid for maintaining coverage during their unpaid FMLA leave. Coordination of FMLA Leave with Other Leave Policies The FMLA does not affect any federal, state or local law prohibiting discrimination, or supersede any State or local law provides greater family or medical leave rights. For additional information concerning leave entitlements and obligations that might arise when FMLA leave is either not available or exhausted, please consult the Company’s other leave policies in this handbook or contact Human Resources. Questions and/or Complaints about FMLA Leave If you have questions regarding this FMLA policy, please contact Human Resources. The

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Company is committed to complying with the FMLA and, whenever necessary, shall interpret and apply this policy in a manner consistent with the FMLA. The FMLA makes it unlawful for employers to: 1) interfere with, restrain, or deny the exercise of any right provided under FMLA; or 2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should contact the Human Resources Department immediately. The Company will investigate any FMLA complaints and take prompt and appropriate remedial action to address and/or remedy any FMLA violation. Employees also may file FMLA complaints with the United States Department of Labor or may bring private lawsuits alleging FMLA violations.

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NAME OF PROCEDURE: Cell Phone/Mobile Phone/Electronic Device Policy DATE WRITTEN: 02/2007 DATE REVISED: 11/2016 DATE APPROVED BY MANAGEMENT TEAM: February 2017 DATE APPROVED BY BOARD: March 2017

POLICY/PURPOSE: To provide guidelines and safeguard assurance for agency issued cell phones, mobile or electronic devices, as well as the acceptable use of personal devices at work.

SCOPE:

It is the policy of One Sky to provide, support and maintain an environment that promotes efficient, ethical and responsible use of cell phones and mobile or electronic devices to enhance workplace productivity. Devices may be provided to certain employees to conduct work that can’t be accessed or used efficiently by a land-line telephone or computer. The Chief Executive Officer is responsible for the overall implementation of these procedures consistent with established Board policy. All One Sky staff will be informed of this procedure as a part of the agency personnel practices. This policy will be implemented in a manner consistent with the agency’s other policies. If any part of this policy is found to be invalid or illegal, the rest of the policy will remain in force. Employees who have questions about this policy, or who discover a violation of this policy, are required to notify their supervisor.

POLICIES AND PROCEDURES: All Agency issued mobile/electronic devices are provided at the discretion of management. Mobile device services, due to the cost of acquisition and operation, should be used only when normal services are not reasonably available. Examples of justified use include situations where:

Mobile communications are essential and performance would be impaired without the use of cell phone or mobile device;

Telephone calls are necessary and other services are not readily available; Job related time, travel, and safety factors dictate use of a cell phone/mobile device as the

most prudent and cost efficient communications options. Devices are provided for conducting One Sky business. Cell phones should be fully charged and left on during work hours. Devices are not intended for personal use. The Company has significant business interests for regulating personal usage of the Information Systems [which would include the devices mentioned in this policy] and monitoring Users’ business and personal communications on the Information Systems, including but not limited to protecting the Company’s assets, promoting workplace productivity, protecting Users and patients, and ensuring compliance with applicable laws and Company policies. At all times, the Company has the right, but not the obligation, to access, monitor, and record Information Systems' usage, including Company-provided devices. There are systems currently in place to record Information Systems' usage, as well as the files, information, and location of all sites accessed by Users. Although limited personal use that does not violate any Company

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policy or otherwise interfere with job duties is not prohibited in all cases, Users should not expect that such use entitles them to any expectation of privacy in anything that they access, view, create, store, transmit or receive on or through the Information Systems, including any personal messages. This includes personal messages sent or received from personal email or similar accounts, such as Yahoo and Google web-based email accounts which may remain, be accessed, or be viewed on the Information Systems and may be retrieved and monitored by the Company. Use of passwords to gain access to the Information Systems does not mean that Users should have any expectation of privacy in the material that they access, view, create, transmit, store or receive via or on the Information Systems. The Company has the ability to permit IT and other personnel access to all activity on the Information Systems, including without limitation all information and materials accessed, viewed, created, stored on or transmitted through its Information Systems regardless of whether the information or material has been encoded with a User's password. Further, data may be electronically recalled or recreated regardless of whether it may have been ''deleted'' or ''erased'' by a User. Because the Company periodically backs-up all files and messages, and because of the way in which computers re-use file storage space, files and messages may exist that are thought to have been deleted or erased. The Company has the ability and reserves the right to investigate any and all activity on or through the Information Systems, including without limitation any investigation of information or data composed, transmitted, or received on the Information Systems, consistent with state and federal law, including, but not limited to, monitoring Internet browsing and personal e-mail. Generally, any such access will be made only by those Company representatives who have a need to know for legitimate business reasons, or when necessary to protect a property right or other legal interest of the Company. The Company assumes no liability for loss, damage, destruction, alteration, disclosure or misuse of any personal data or communications transmitted over or stored on the Information Systems. The Company accepts no responsibility or liability for the loss or non-delivery of any personal electronic mail or voicemail communications or any personal data stored on the Information Systems. The Company strongly discourages employees from storing any personal data on the Information Systems. Land line phone should be used when possible, including returning incoming calls that will be long in duration. Each employee is responsible for the care and safe keeping of the device assigned to them. In the event the device is not working properly, lost or damaged, report immediately to the Director of Administrative Support Services. The agency pools minutes between all cell phone users per month. Please be conscientious in the sharing of limited minutes. All devices will be inventoried, with a number applied to the device, and assigned to user. Each employee will read, understand and sign the Mobile Device Policy and User Agreement. All One Sky devices and other accessories must be returned when the employee separates from employment, for inspection/ maintenance or when the need for such equipment no longer exists.

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Due to the danger and potential liability, employees are prohibited from using any cellular phone or mobile device while driving. Texting is not allowed while driving. Pull over and park while making or receiving communications. Employees are responsible for complying with local and state laws when they travel. Employees should remember that wireless communications are less secure than land-based communications. Because of the increased risk of unauthorized interception, employees should not discuss confidential agency information on a mobile device. All members of the One Sky’s workforce must use the devices consistent with the reference to the HIPAA Privacy and Security Standards Compliance Policy. Excessive personal use of agency issued devices will be addressed on case by case bases, and privileges may be revoked and further disciplinary action may be taken. Reasonable care – Any result of misuse or neglect will be subject to a replacement charge to the employee up to 50% of original purchase price. Before signing user agreement, understand the content of this policy and review any questions carefully with Office Management. The Chief Executive Officer will make the final decision regarding reasonable care charges. It is recognized that from time to time employees may need to place or receive personal phone calls or communications during work hours. However, the number and duration of these contacts should be kept to a minimum and should, when possible, occur before or after work or lunch break. Employees should use discretion and good judgment when making personal calls/contacts so as not to disturb others. No personal calls/contacts are permitted in situations where they would disrupt any business operations. Cellular phones should be silenced or set to vibrate at workstation cubicle, in meetings or other situations where noise would be disruptive. When and if you report a 911 emergency, remember to give the operator your location. Responding dispatch is unable to locate addresses via cell phone numbers.

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NAME OF PROCEDURE: Fragrance Free Workplace DATE WRITTEN: 08/04/2008 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 08/14/2008 DATE APPROVED BY BOARD: 09/08/2008

POLICY/PURPOSE:

This policy is to ensure a workplace free of airborne irritants.

SCOPE:

This policy covers all individuals employed by One Sky.

ROLES AND RESPONSIBILITIES

All One Sky employees will adhere to this policy.

All supervisors will be responsible for ensuring that the guidelines included in this policy are followed. PROCEDURE:

Certain individuals suffer negative health reactions to a variety of scents and fragrances. These reactions can be so severe as to make individuals violently ill and unable to work. Perfumes, after-shaves and any other scented products (hand lotions, hair treatments) are prohibited. Clothing or personal items carrying detectable fragrances are not to be worn in the office. Every effort should be made to remove fragrance samples from magazines and catalogs before they are brought into the workplace or break area. Flowers, candles, and other scented items that are received as a gift in the office will be kept in a location where they are not in contact with employees who are sensitive to these items. If these, or similar items are affecting a co-worker they will be moved or put away upon request of the affected party. If the item’s fragrance is too strong, it will be removed from the work floor immediately and completely. Any employee wearing scented products will be asked to wash off the scent or change their clothing. If an employee is unable to remove the scent at work, they may be sent home to bathe or change. Employees sent home may use their lunch/break or vacation time to cover their time away from work.

Failure to comply: Employees wearing scented products to work will be counseled and the documentation of that counseling will be placed in the employee’s personnel file. Once counseled, future violations can result in discipline up to and including termination.

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NAME OF PROCEDURE: Infection Control/Blood Borne Pathogens DATE WRITTEN: 9/92 DATE REVISED: 6/17 DATE APPROVED BY MANAGEMENT TEAM: 11/29/17 DATE APPROVED BY BOARD: 02/12/18

POLICY/PURPOSE: To prevent spreading infectious diseases to individuals and staff through proper hygiene, available immunization, and training.

SCOPE:

Staff who regularly work one on one with our clients are considered at reasonable risk.

ROLES AND RESPONSIBILITIES It is the Agency's intention to promote and protect the health and safety of all employees and individuals in all programs by instituting the appropriate measures to control and prevent the transmission of blood borne pathogens, infections and contagious or communicable diseases. This policy is without prejudice to the Agency's right to take whatever actions it deems necessary for the protection of employees, individuals and the public from exposure including but not limited to the assignment of staff and structuring of individuals’ programs. This policy will be reviewed annually and updated as needed by the Workplace Safety Committee.

PROCEDURES

Exposure Control Plan General Procedures: It is the policy of OSCS that all staff are trained in proper work practices, the concept of universal/standard precautions, personal protective equipment (PPE), and in proper clean-up and disposal techniques at time of initial assignment. New staff, dependent on their position, will complete an on-line course, view a DVD, or attend a live training on Blood borne Pathogens. Some positions will have mandatory annual retraining. Any staff member whose health condition is deemed compromised or susceptible by a medical professional will not be assigned to work with any carrier of an infectious disease that can be transmitted. Resuscitation equipment such as pocket masks will be provided to eliminate the need for direct mouth-to-mouth contact in groups where resuscitation is a part of their responsibilities. Personal Protective Equipment (PPE) shall be provided such as gloves and masks whenever there is a possibility of contact with bodily fluids. Employees must wash their hands immediately, or as soon as possible, after removal of gloves or other PPE and after hand contact with blood or other potentially infectious materials. Use antiseptic towelettes/antibacterial gel if soap and running water are unavailable.

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Then wash with soap and water as soon as possible thereafter. All PPE must be removed immediately if penetrated by blood or other potentially infectious materials and be placed in a plastic bag and then double bagged for disposal. Disposable gloves may never be reused. It is never appropriate to wear the same gloves when working with more than one person. Universal/Standard Precautions: PPE shall be provided by the Agency at no cost to the employee. Staff will treat all blood and other body fluids (saliva, urine, feces, vomit, semen, vaginal secretions, etc.) as if they were known to be infected with a serious blood borne disease. It is to be presumed that all blood and body fluids are potentially infectious. The one exception: If you believe this will prevent proper care or jeopardize your safety, you may briefly abandon its use in an emergency. The following universal/standard precautions must be taken: 1. Gloves must be used: When the employee has cuts, abraded skin, chapped hands, dermatitis, or similar condition. When examining abraded or non-intact skin of an individual with active bleeding. While handling blood or blood products or other body secretions. When performing tasks where the possibility of cross-contamination exists, such as in toileting, personal care, administering injections and injectables. while handling objects or laundry that might be soiled with blood, saliva or other body fluids (e.g., diapers, menstrual pads, toothbrushes, razors, nail-clippers, clothes or equipment). When working with irritating solutions. When cleaning an area contaminated with blood, body fluids or fecal material. While applying topical medications to any individual. Remove and dispose of gloves properly and wash hands immediately. Should an exposure to blood-body fluids occur, you must:

1. Wash the exposed area thoroughly with soap and running water. 2. Apply an antiseptic as instructed by MD 3. Report the exposure to your Supervisor and contact MD 4. Fill out a staff incident report and NH Report of Injury/Exposure if necessary

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Post-Exposure Evaluation 1. Post-exposure evaluation and treatment of exposure incidents shall be confidential and conducted by a health care provider designated by the Agency or by the employee's personal physician. 2. The Agency will attempt to obtain written consent to determine the infectivity of that individual as soon as possible. The source individual and/or their guardian shall be requested to sign a release to authorize notification of the treating physician and the employee of the source individual's infectivity status. Testing must occur as soon as possible after consent is obtained. In the event that consent is denied by the source individual or their guardian, this shall be documented. The exposed employee must be informed of applicable laws and regulations concerning disclosure of the identity and infectious status of the source individual. 3. When a source individual is already known to be infected with Hep B, Hep C, or HIV, testing need not be repeated. 4. The employee's blood shall be collected and tested as soon as possible after consent is obtained. Post-Exposure Follow-Up 1. Post-exposure follow-up shall be made available to employees at no charge if deemed appropriate by the treating physician, and in accordance with the US Public Health Service recommendations. 2. OSCS shall provide the treating physician evaluating with all available information regarding the incident. 3. OSCS shall obtain and provide the employee with a copy of the evaluating physician's written opinion. This written opinion shall include; whether Hepatitis B vaccination is indicated, and if the employee received Hepatitis B vaccination; that the employee was informed of the results of the evaluation; that the employee has been told about any medical conditions resulting from exposure to blood or other potentially infectious materials which require further evaluation and treatment. All other findings and diagnoses shall remain confidential and shall not be included in the written report. 4. The HR Department shall maintain a medical record for each employee incident of occupational exposure. The record shall include copies of all results of examinations, medical testing, and follow-up testing, as well as copies of the health care professional’s written opinion and copies of information provided to the health care professional. Such records will be maintained for the duration of employment plus 30 years and shall be confidential. Records may not be released without the employee's written consent.

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Hepatitis B Immunizations The Agency offers Hepatitis B immunizations to all employees including part-time, temporary and volunteers who have potential for occupational exposure to blood or other potentially infectious materials. The immunizations must be pre-approved by the Department Supervisor and if so, will be at no cost to the employee. These immunizations are voluntary. All employees are required to complete either a "Request for Immunization Form" or a "Refusal Form". Any employee who initially declines the immunizations may elect to receive the immunizations at a future date. Statistics show that approximately 90% of people develop immunity after the three dose series of the vaccination. However, since some people will require a fourth dose, the agency will provide that at agency expense for all active/current employees. Vaccines are considered effective for nine years or longer and may be redone if necessary at no cost to the employee. At any time, staff may request a blood test to verify antibody resistance if they feel they have been exposed to a blood borne disease. It is the responsibility of each individual staff member who opts for the hepatitis vaccination series to keep his/her scheduled appointments with the administering health care professional. The second dose of the hepatitis vaccination should be given one month after the initial dose. The third dose should be given six months after the first dose. Communicable Disease(s) To enhance the safety of both the employee and the individual served, employees who are known to carry a communicable disease such as HIV will be responsible for following the safeguards listed below: 1) the employee will be removed from providing care to infected or immuno-compromised individuals or individuals with herpes simplex virus, herpes varicella zoster, or tuberculosis. 2) the employee will not be permitted to perform invasive procedures. 3) the employee must complete a staff accident report for any incident that involves breaks in the skin and bleeding. 4) any disclosure of a communicable disease by an employee will be treated in strict confidentiality. Tuberculosis All newly hired employees must show proof of a negative TB test performed within the past six (6) months or undergo a TB test. The HR office will issue permission for new employees to arrange testing at the expense of the agency. If a test is positive, employee will undergo a chest x-ray or sputum test for signs of active TB. If the chest x-ray is positive, employees are mandated to follow the Department of Public Health’s protocol regarding treatment. If an x-ray or initial screening is contra-indicated due to another medical condition, other physician documentation must be obtained. If the chest x-ray and/or the sputum test is negative, no further testing will be required. Re-tests may be performed at intervals deemed necessary by the agency if employee is identified as having possible exposure, symptoms or other risk factors.

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Infection Control Infections that are difficult to control will be reported to local or state epidemiologists. Employees must routinely wash their hands using proper technique. Active involvement in training programs which reviews information to prevent the acquisition and spread of infection is also required. The Agency will prohibit employees with a communicable disease or infected skin lesions, (any open skin wounds with purulent drainage, or that are red and hot without purulent drainage), from direct contact with individuals, or their food, if direct contact will transmit the disease. Exposure to Infectious Diseases Employees who may or who have been exposed to any or all of the following diseases will be evaluated for work status. This will be based on the recommendations of the Department of Health and/or treating physician, and/or the latest Center for Disease Control guidelines. Employees may be required to obtain a physician’s statement indicating that he/she is free from communicable disease, such as Chicken Pox, TB, Scabies, Shingles, etc...

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NAME OF PROCEDURE: Staff Training and Development DATE WRITTEN: 03/14/2003 DATE REVISED: 3/14/03, 11/20/08, 6/20/13, 8/11/14, 10/23/14, 11/10/15 DATE APPROVED BY MANAGEMENT TEAM: 11/10/2015 DATE APPROVED BY BOARD: 11/11/2019

POLICY/PURPOSE: One Sky Community Services recognizes that staff are one of our most important resources. Their values and competence directly affect the quality of life of the people we serve. It is the policy of One Sky to assure that staff is properly trained. (Training required beyond the six month orientation is individualized and reflected in individual performance appraisal and staff development plans

SCOPE:

All One Sky staff will be aware of this procedure as a part of the agency's personnel practices.

ROLES AND RESPONSIBILITIES

The management team is responsible for ensuring that resources are available to support a high quality orientation for new employees, including the planning and coordination of staff training activities and the identification of training materials. The first six months of employment are considered a probationary period. During that time, new employees are expected to complete training requirements for all staff as well as department specific trainings. Supervisors are responsible for the on-going review of the employee’s training record during that period and at the six month review. At the discretion of the supervisor, additional training may be required.

PROCEDURE: The orientation requirements for staff that are tracking in Elevate are outlined in the following tables: Table 1 - Orientation Required for All One Sky Staff Table 2 - Service Coordinators additional requirements Table 3 - Family Support Coordinators additional requirements Table 4 - 524/525 Family Managed DSP’s and Family Managers additional requirements Table 5 - One Sky Futures DSP’s, Clinical and HCP’s additional requirements Table 6 - New Family Managing Supervisors or Existing Families at ISA Renewal As stated in the Employee Handbook, to complete the probationary period, there will be a written individual performance appraisal and staff development plan and a signed job description. The training record from Relias Learning that reflects the completion of required items outlined in the Tables must also be included as part of the appraisal. Subsequent training will take place as agreed upon with supervisor including items reflected in the individual performance appraisal/staff development plan.

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Table 1 –Orientation Required for all One Sky staff Topic/class when Freq HR

and/or Supervisor

Record in

Description

One Sky Orientation Auto enrolled in Welcome to Relias

Before 1x X Both Personnel file and Relias

Includes: CSNI Client Rights & videos on BBP,HIPAA and Defensive Driving; Review Harassment and Drug-free Workplace policy; Employee Handbook review; Disabilities Overview, Offer Hep-B vaccine, Assign and Track Six Month Appraisal

Client Rights Review

Annually

Annually

X Relias

Drug-free Workplace Review

Annually

Annually

X X - HR HR will send out policy to all staff once a year via email. Track in email, read and receipt.

TB test results

30 days 1x X Relias TB may be waived by Family Manager

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NH Criminal background, BEAS & Driving Record check form completed

Pre-hire 1x X Relias

Driver’s license photocopy

First day

And at renewal

X Relias

Proof of auto insurance

First day

And at renewal

X Relias

Six Month Appraisal

6 mos. From hire

1x X Relias Completed by Supervisor and Staff. Tracked in Relias by HR.

Annual Performance Appraisal

Spring Annually

X Relias Completed by Supervisor and Staff. Tracked in Relias by HR.

Table 2 – Additional Requirements for One Sky Service Coordinators & Family Support Coordinator Topic/Class When Freq Assigned,

Recorded/Tracked Description

Service Coordinator Curriculum

6 mos.

1x HR & Relias CSNI New Hire Staff Development curriculum. This meets the He-M training requirements.

Table 3 – Additional Requirements for 524/525 Family-Managed DSP’s and any family member paid to provide services. Topic/Class When Freq Assigned,

Recorded/Tracked Description

Relias courses (if) chosen by

30 days

1x HR & Relias

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Family Manager Performance Appraisal and Staff Development Plan

As needed

As needed

Family Manager & HR/Relias

Table 5 – New Family Managing Supervisors/Representatives and for existing at ISA renewal Topic/class when Freq Assigned,

Recorded/Tracked

Done by Other

Description

Client Rights

1 month Annually

HR & Relias Family Supervisor Curriculum (Moore Center)

The Role of the Managed Supervisor

1 month 1x HR

Supervisor Training, Part I: Defining Workplace Expectations

1 month 1x HR

Optional: Conflict Management

If interested

1x HR

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NAME OF PROCEDURE: Telecommuting Policy DATE WRITTEN: May, 2019 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019

POLICY/PURPOSE: This policy outlines One Sky Community Services guidelines and regulations for all telecommuting employees. Telecommuting allows employees to occasionally work at home, on the road, or in a satellite location to help best aid the individuals we serve. Telecommuting is not a formal, universal employee benefit. Rather, it is an alternative method of meeting the needs of the agency and the individuals we serve. The agency has the right to refuse to make telecommuting available to an employee and to terminate a telecommuting arrangement at any time.

SCOPE:

This policy covers all One Sky Community Services employees, but eligibility for telecommuting is determined by an employee’s supervisor, department head, and human resources.

PROCEDURE:

Due to the nature of the work that we do, telecommuting is not a replacement for time spent in the office. While many One Sky Community Services positions may require travel or off-site training and meetings, being in the office fosters regular collaboration between departments. Therefore, One Sky Community Services requires that all employees spend at least three days per week working in the physical office. Employees are to report to their immediate supervisor when they are expected to be working off-site for a full business day (or longer) and are required to be available via phone and e-mail during core business hours. Any supervisor with direct reporting staff is required to keep a log of their employees’ telecommuting days. Employees are encouraged not to engage in excessive telecommuting during their initial six-month probationary period as they should be present in the office while learning the position. Any regular or ongoing telecommuting arrangements are to be approved by the employee’s supervisor, department head and human resources department on a case-by-case basis.

ELIGIBILITY

Telecommuting is not suitable for every employee or every position within the agency. Therefore, it is up to the discretion of immediate supervisors, department heads, and human resources whether an individual be allowed to participate in any telecommuting arrangement. The following areas are to be considered in this evaluation: Employee suitability. The employee and manager will assess the needs and work habits of the employee, compared to traits customarily recognized as appropriate for successful telecommuters. Job responsibilities. The employee and manager will discuss the job responsibilities and determine if the job is appropriate for a telecommuting arrangement. Equipment needs, workspace design considerations, and scheduling issues. The employee and manager will review the physical

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workspace needs and the appropriate location for the telework. If a supervisor deems that an employee is not able to meet the requirements of a successful telecommuter, they reserve the right to require the employee to work in the office during regular business hours.

SECURITY Consistent with the organization’s expectations of information security for employees working at the office, telecommuting employees will be expected to ensure the protection of proprietary company and client information accessible from their home office. Steps include the use of locked file cabinets and desks, regular password maintenance, and any other measures appropriate for the job and the environment.

TIME WORKED Telecommuting employees who are not exempt from the overtime requirements of the Fair Labor Standards Act will be required to accurately record all hours worked using One Sky Community Service’s electronic time-keeping system. Hours worked in excess of those scheduled per day and per workweek require the advance approval of the telecommuter’s supervisor. Failure to comply with this requirement may result in the immediate termination of the right to telecommute.

AD HOC ARRANGEMENTS Temporary telecommuting arrangements may be approved for circumstances such as inclement weather, special projects, or business travel. These arrangements are approved on an as-needed basis only, with no expectation of ongoing continuance. All telecommuting arrangements are made on a case-by-case basis, focusing first on the business needs of the organization.

VIOLATIONS OF THIS POLICY Employees who are in violation of this policy will be subject to disciplinary action up to and including termination.

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NAME OF PROCEDURE: Tuition Reimbursement DATE WRITTEN: DATE REVISED: September 14, 1992, 3/27/02, 1/24/05 DATE APPROVED BY MANAGEMENT TEAM: 01/24/2005 DATE APPROVED BY BOARD: 05/05/2005

POLICY/PURPOSE: It is the policy of One Sky Community Services Agency to encourage and support staff in their professional development as much as possible, within limitations of funding and demands of service delivery.

SCOPE:

All One Sky staff will be aware of this procedure as a part of the agency's personnel practices.

ROLES AND RESPONSIBILITIES

The Chief Executive Officer is responsible for the overall implementation of this procedure consistent with established Board policy.

PROCEDURE: 1. Prior to registering for a course, a staff person who has been employed by this agency for at least one year may make a request in writing (see form attached) for reimbursement of course tuition to their immediate supervisor. This will assure funds are available. This request should include a copy of a course description from the catalogue that includes the cost of the course. 2. The supervisor will consider overall job performance of the staff person and the relevance of the course to the individual's job duties and staff development plan. If approved, the request is forwarded (with approval indicated by signature) to Chief Executive Officer or his/her designee. If not approved, supervisor completes request form with explanation and returns it to the staff person with a copy to Chief Executive Officer or designee. 3. The Chief Executive Officer may grant up to 50% of the cost of any approved course for a full-time employee with a maximum reimbursement of $1000 during a fiscal year. Part-time employees who average twenty hours or more per week may be reimbursed on a pro-rated basis. 4. If approved, the Chief Executive Officer will forward a copy to staff with the original approved requests kept on file in the Human Resources Office. Reimbursement will be made upon receiving a grade of "B" or better at completion of the course, as evidenced by a copy of the official transcript, and provided that the staff person is currently employed by this agency. The Human Resources Office will initiate the reimbursement request to Accounts Payable. 5. If agency requires a course, reimbursement can be made up to 100%.

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XXIV. Tuition Reimbursement Policy #3.8(continued) ONE SKY COMMUNITY SERVICES AGENCY INC.

REQUEST FOR COURSE TUITION REIMBURSEMENT

A,B & C MUST BE COMPLETED AND APPROVED BEFORE COURSE BEGINS A. Staff Person:__________________________________________ Job Title:_________________________ Date of Request:______________________ Supervisor:_________________________________________ Attach course title, number, description and cost from school catalog (proof of payment receipt):__________ ______________________________________________________________________________________ ______________________________________________________________________________________ Location, number and time of classes:________________________________________________________ ______________________________________________________________________________________ Cost of course:__________________________________________________________________________ Time off from regular work hours required:___________________________________________________ ______________________________________________________________________________________ ***************************************************************************************** B. Approval:_________________________________________(Supervisor)______________________(Date) (Based on overall job performance of staff person and the relevance of the course to their job duties and professional development goals) If approved, immediately forward request to Chief Executive Officer. Request Denied:____________________________________(Supervisor)_______________________(Date) Explanation:_____________________________________________________________________________ If denied return request to staff person, copy to Chief Executive Officer. ****************************************************************************************** C. Reviewed by Chief Executive Officer Date:_________________ Approved: Disapproved: Funds approved: $ Special instructions: Chief Executive Officer will forward copy to staff person making request, his/her supervisor, and if approved, original to Human Resources Office.) NOTE: funds to be released upon submission to HR Office of official transcript indicating grade ‘B’ or better. _________________________________________________ Chief Executive Officer

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NAME OF PROCEDURE: Whistle Blower Policy DATE WRITTEN: 10/01/2013 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/11/2013 DATE APPROVED BY BOARD: 11/11/2013

POLICY/PURPOSE: This Policy is designed to meet our agency’s responsibility to meet the requirement of the Sarbanes-Oxley Act of 2002. One Sky requires employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of One Sky, they must practice honesty and integrity in fulfilling One Sky’s responsibilities and comply with all applicable laws, regulations and One Sky policies.

SCOPE:

All One Sky staff will be aware of this procedure as a part of the agency's personnel practices.

ROLES AND RESPONSIBILITIES: It is the responsibility of employees to comply with applicable laws, regulations and company policies and to report violations or suspected violations in accordance with the Whistleblower Policy PROCEDURE: No Retaliation No employee who in good faith reports a violation shall suffer harassment, retaliation or adverse employment consequence. An employee who retaliates against someone who has reported a violation in good faith is subject to disciplinary action which may include termination of employment. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within One Sky prior to seeking resolution outside One Sky. Reporting Violations One Sky has an open door policy and encourages employees to share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee's supervisor is in the best position to address an area of concern. However, if an employee is not comfortable speaking with a supervisor or is not satisfied with the supervisor's response, the employee is encouraged to speak with someone in the Human Resources Department or anyone in management with whom the employee is comfortable in approaching. Supervisors and managers are required to report suspected violations of applicable laws, regulations and company policies to One Sky's Compliance Officer, who has specific and exclusive responsibility to investigate all reported violations. For suspected fraud, or when an employee is not satisfied or uncomfortable with following One Sky's open door policy, individuals should contact One Sky's Compliance Officer directly. Compliance Officer One Sky's Compliance Officer is responsible for investigating and resolving all reported complaints and allegations concerning violations and, at his/her discretion, shall advise the Chief Executive

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Officer and/or the finance committee. The Compliance Officer has direct access to the finance committee of the board of directors and is required to report to the finance committee at least annually on compliance activity. The Organization's Compliance Officer is the Treasurer of One Sky.

Accounting and Auditing Matters The finance committee of the board of directors shall address all reported concerns or complaints regarding corporate accounting practices, internal controls or audit. The Compliance Officer shall immediately notify the finance committee of any such complaint and work with the committee until the matter is resolved. Acting in Good Faith Anyone filing a complaint concerning a violation or suspected violation of this policy must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a true violation. Any allegations that prove to have been unreasonable or which prove to have been made maliciously or knowingly to be false may be the basis for disciplinary action including termination if warranted. Confidentiality Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. Handling of Reported Violations The Compliance Officer will notify the complainant and acknowledge receipt of the reported violation or suspected violation within five business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

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NAME OF PROCEDURE: Workplace Violence Awareness and Prevention DATE WRITTEN: 6/8/98 DATE REVISED: 3/27/02, 2/03, 1/05, 7/09, 7/10, 5/15 DATE APPROVED BY MANAGEMENT TEAM: DATE APPROVED BY BOARD:

POLICY/PURPOSE:

To establish guidelines that promote a violence free workplace and to assist staff with information to recognize potential risks in the work environment. It is the policy of One Sky Community Services not to tolerate violence of any kind toward staff or volunteers by clients, other staff, volunteers, and visitors, the public or family members. Civil interactions are a fundamental value at One Sky. We expect all parties to make a good faith effort to resolve differences in a respectful way. Violence or the threat of violence will not be tolerated.

SCOPE:

A violent incident may be physical, verbal abuse, threats of violence or menacing act. The One Sky Safety Committee recommends annual training regarding crisis prevention for all staff. Staff shall discuss concerns or seek additional trainings by speaking with their supervisor.

ROLES AND RESPONSIBILITIES The Chief Executive Officer is responsible for the overall implementation of this procedure consistent with established Board policy. The Chief Executive Officer may delegate the preliminary review process to supervisory personnel

PROCEDURE: Personal Safety on Home Visits: Staff that travel on home/field visits are required to include information on the initials and town for each visit planned. All staff (including Direct Support, Service Coordinators, Managers) need to be aware that potentially violent situations include:

Unknown individuals Abusive individuals Aggressive individuals Unrestrained animals Homes with guns, knives, other weapons, etc. Remote locations with no means of communication Consumers/families with mental health issues Consumers/families with substance abuse Consumers/families with financial issues

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If planning contact in a situation described above, staff should consider the following precautions:

Schedule visits in a neutral, public place or at One Sky. Have another staff accompany them. Look for warning signs such as loud voices, obvious drug or alcohol usage. Gather information on the family and the neighborhood prior to the visit. Above all, staff should use judgment and common sense. If it doesn’t feel right, do

not enter a situation or leave as soon as possible.

Personal Safety at One Sky Office: Front desk will notify staff of visitor’s arrival. Staff is expected to come to the front to escort their visitors

to and from their meeting room. Staff will assist with use of copy machine. The bathroom area must remain accessible to visitors. However, all staff should assume responsibility for redirecting people back to the reception area or the conference room if they appear to be wandering.

Office staff will be oriented on this policy and on the use of the in-office phone system to call for help by pressing the PAGE button, then “0”. This will broadcast conversations taking place near the phone to all staff, so that other staff may intervene or call 911. There is at least one phone in every room that can be availed for this purpose.

If staff is aware of a situation that they anticipate may get heated or out of control they should notify a supervisor to make a determination of what precautions, if any, should be taken in advance. Front desk staff will not physically intervene unless trained to do so. Personnel will discreetly notify supervisor(s) for assistance. In cases of imminent potential danger the staff that are aware of the danger will broadcast a page message alerting all staff of the situation, lock the front door, if possible and call the police. As recommended by the local Police:

If person is threatening tell (not ask) the person to leave or we will call the police. If they don’t leave, call the police (911). Only staff trained in the use of physical intervention should respond in that way. Other staff that becomes aware of a violent or potentially violent situation should

monitor the interaction or call the police if it appears to be warranted. If a weapon is mentioned or displayed, all staff should leave, meet in designated

evacuation area and call police as soon as possible. Above all, staff should use judgment and common sense. If it doesn’t feel right, do

not enter a situation or leave as soon as possible.

Reporting and Hazard Assessment: All One Sky staff and volunteers are also required to file a written, confidential, Workplace Violence Incident Report form (example attached) on episodes of violence they witness or are a part of. The original of the report is to be filed with the chair of the Safety Committee, and a copy to their immediate supervisor. Applicable OSHA Incident Log, worker compensation reports and any other required forms will be completed and filed promptly by Human Resources.

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The chair of the Safety Committee will immediately review with the department supervisor and inform the management team of the incident and of emerging trends, if applicable. The One Sky Safety Committee will act within a reasonable time to review an incident, including review of all records pertaining to the incident. They will identify the cause(s), identify changes necessary and propose a plan to the management team to correct these hazards. In the case of a serious incident of violence, staff will be provided with debriefing in a joint meeting with their supervisor and the chair of the Safety Committee. Other professional help may be recommended at that time if it is felt it is necessary. Annually the One Sky Safety Committee will discuss best ways to reduce the threat of violence including seeking input from staff.

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NAME OF PROCEDURE: Discrimination, Harassment and Retaliation Prevention Policy DATE WRITTEN: 3/02 DATE REVISED: January, 2018; April 8, 2019 DATE APPROVED BY MANAGEMENT TEAM: February 1, 2018 DATE APPROVED BY BOARD: February 12, 2018 The Company is committed to providing a work environment that is free of discrimination, harassment or retaliation. In keeping with this commitment, the Company maintains a strict policy prohibiting discrimination, harassment and retaliation of or against our job applicants, contractors, interns, volunteers, or employees by another employee, supervisor, vendor, customer, or any third party based on race, color, creed, religion, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status), sexual orientation, marital status, national origin, ancestry, citizenship, physical or mental disability, genetic information, military service or veteran status, or any other category protected by applicable federal, state or local laws and ordinances. Such conduct will not be tolerated by the Company. Our management team is dedicated to ensuring the fulfillment of this policy as it applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, and general treatment during employment. Each Company employee is responsible for helping to keep the work environment free of discrimination, harassment and retaliation, including while on Company premises, while on Company business (whether or not on Company premises) or while representing the Company. Discrimination for purposes of this policy generally is defined as treating differently or denying or granting a benefit to an individual because of any protected characteristic. Harassment, for purposes of this policy generally is defined as unwelcome verbal, visual or physical conduct that demeans or shows hostility or aversion towards an individual because of these protected characteristics, and that (1) has the purpose or effect of creating an intimidating, hostile or offensive working environment; or (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities. Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.) that denigrates or shows hostility or aversion towards an individual because of any protected characteristic. Such conduct violates this policy, even if it is not unlawful.

SEXUAL HARASSMENT DEFINED Sexual harassment is one form of unlawful harassment. It is also considered to be discrimination. Sexual harassment is defined here separately because the line between acceptable social contact between individuals and unlawful sexual harassment is sometimes more difficult to determine. For purposes of this policy, sexual harassment is defined as unwelcome sexual advances,

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requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

Submission to such conduct is either explicitly or implicitly made a term or condition of an individual’s employment; or

Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual; or

Such conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive working environment. Sexual harassment includes a wide range of behaviors, from the actual coercion of sexual relations to unwelcome offensive comments, jokes, innuendoes and other sexually oriented statements and unwelcome emphasizing of sexual identity. It is not possible to create an all-inclusive list of prohibited harassment, so we offer the following as some examples of the types of comments or conduct that may constitute harassment or otherwise be considered a violation of this policy:

Unwelcome sexual advances, whether or not they involve physical touching; Epithets; jokes; slurs; inappropriate nicknames or other references; Written or verbal references to sexual conduct; gossip regarding one’s sex life; comment on an

individual’s body; comment about an individual’s sexual activity or experience; Displaying inappropriate objects, pictures, cartoons, e-mail messages, screensavers, Internet sites; Leering; whistling; brushing against the body; sexual gestures; Suggestive or insulting comments; Threats or physical aggression.

Employees need to be concerned not only with the intent of their actions of this kind but also the effects; even unintentional conduct (including conduct that is intended as a “joke”) can be deemed a violation of this policy. Repeated occurrences will be considered intentional violations of the policy. A hostile work environment may be created by supervisors, co-workers, and subordinates as well as by non-employees, such as clients, suppliers, vendors, and contractors who have work-related dealings with employees. Sexual harassment includes behavior by members of the same sex, as well as members of the opposite sex, directed at a person because of his/her sex or sexual orientation. This policy prohibits all of the activities discussed above, whether engaged in by a supervisor, agent of One Sky, co-worker, or non-employee who is on One Sky’s premises or who comes in contact with One Sky employees. The above list of examples is not intended to be all-inclusive.

Retaliation, for purposes of this policy generally means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to: shunning and avoiding an individual who reports harassment, discrimination or

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retaliation; express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination or retaliation; and denying employment benefits because an applicant or employee reported harassment, discrimination or retaliation or participated in the reporting and investigation process described below. VIOLATIONS OF THIS POLICY

Harassment, discrimination and retaliation may be indirect and even unintentional. Violations of this policy, whether intended or not, will not be permitted. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.

ROLES AND RESPONSIBILITIES Employee Responsibility If you believe you are being subjected to conduct in violation of this policy, you are encouraged but not required to let the person engaging in the conduct know how you feel. Experience has shown that a clear statement to the person engaging in the offensive behavior is often all that is necessary to stop the conduct.

If the offending conduct continues, or you feel unable to take this action, report the specific details of the behavior to the HR Coordinator, Director of HR and Administration or the Chief Executive Officer. If the complaint in against the Chief Executive Officer or any senior level manager, the report must be given to the Director of HR and Administration or the HR Coordinator. The Director of HR and Administration or the HR Coordinator will inform the Board of Directors who will then be involved in the process from the beginning until the end of the investigation. Manager Responsibility All managers and supervisors shall prevent and eliminate harassment in their departments and prevent retaliation against any employees who may file a complaint, participate in a complaint investigation, act as a witness, and/or otherwise support a harassment claim. Every supervisor or manager, who learns of any employee’s concern about conduct in violation of this policy, whether in a formal complaint or informally, must immediately report the issues raised to the HR Coordinator, Director of HR and Administration or the Chief Executive Officer. Witness Responsibility If you observe any form harassment it is your responsibility to report it to the HR Coordinator, Director of HR and Administration or the Chief Executive Officer. If we work together, we can maintain a respectful workplace free of harassment. PROCEDURE: The following steps have been put into place to ensure the work environment at One Sky is free of harassment. If an employee believes someone has violated this policy, the employee should promptly bring

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the matter to the immediate attention of the HR Coordinator or the Director of HR and Administration. If the employee is uncomfortable reporting the offending conduct to the HR Coordinator and/or the Director of HR and Administration, report should be made to the Chief Executive Officer. A report under this Policy may also be made to the Chair of the Personnel Committee of the Board of Directors. Investigation When an employee reports discrimination or harassment as specified above, One Sky will undertake a prompt investigation as may be appropriate under the circumstances. The steps to be taken during the investigation cannot be fixed in advance, but will vary depending upon the nature of the allegations. One Sky will strive to maintain confidentiality, however, confidentiality cannot be guaranteed. Resolving the Matter

The Company will take corrective measures against any person who it finds to have engaged in conduct in violation of this policy, if the Company determines such measures are necessary. These measures may include, but are not limited to, counseling, suspension, or immediate termination. Anyone, regardless of position or title, whom the Company determines has engaged in conduct that violates this policy will be subject to discipline, up to and including termination. In addition to being a violation of this policy, harassment, discrimination or retaliation based on any protected characteristic pursuant to applicable federal, state, or local laws and ordinances also is unlawful. For example, sexual harassment and retaliation against an employee because the employee filed a complaint of sexual harassment or because an employee aided in an investigation of a complaint of sexual harassment are unlawful. Employees who engage in conduct that rises to the level of a violation of law can be held personally liable for such conduct. Non-Retaliation

An individual who reports incidents, which, in good faith, the employee believes to be violations of this policy, or who is involved in the investigation of any such incident, will not be subject to reprisal or retaliation. Retaliation is a serious violation of this policy and should be reported immediately. The report and investigation of allegations of retaliation will follow the procedures set forth in this policy. Any person found to have retaliated against an individual for reporting discrimination or discriminatory harassment or for participating in an investigation of allegations of such conduct will be subject to appropriate disciplinary action

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NAME OF PROCEDURE: Military Leave Policy DATE WRITTEN: 11/6/2019 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019 PAGE: 89 of 1

POLICY/PURPOSE:

To accommodate members of the uniformed services in accordance with state and federal law.

SCOPE:

This policy refers to everyone in the company regardless of position or status if also serving in the Military.

ROLES AND RESPONSIBILITIES

One Sky staff who also serve in the Military and their Supervisors once informed.

PROCEDURE:

If you are called to active military duty or you enlist in the uniformed services, you are eligible for unpaid military leave of absence in accordance with state and federal law. Present your supervisor with a copy of your service papers as soon as you receive them. To be eligible for military leave, you must provide the Hospital with advance notice of your service obligations unless you are prevented from providing such notice by military necessity or it is otherwise impossible or unreasonable for you to provide such notice. During your absence, your length of service accumulates, and your benefits will continue as required by applicable law. Provided your absence does not exceed applicable statutory limitations, you will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and state laws. If you are required to attend yearly Reserves or National Guard duty, you may apply for an unpaid temporary military leave of absence not to exceed the number of days allowed by law (including travel). However, if you prefer, you may use your accrued Earned Time for this purpose. You should give your supervisor as much advance notice as possible so we can ensure proper coverage while you are away. Please contact Human Resources for further information about your eligibility for Military Leave.

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NAME OF PROCEDURE: Crime Victim Leave Policy DATE WRITTEN: 11/06/2019 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019 PAGE: 90 of 1

POLICY/PURPOSE:

To grant an employee unpaid time off from work to attend court or other legal or investigative proceedings associated with the prosecution of a crime in which the employee was a victim.

SCOPE:

This policy refers to everyone in the company regardless of position or status.

ROLES AND RESPONSIBILITIES

The entire workforce of One Sky

PROCEDURE: In accordance with New Hampshire law, the Company will grant an employee unpaid time off from work to attend court or other legal or investigative proceedings associated with the prosecution of a crime in which the employee was a victim. For purposes of this policy, a “victim” is any person who suffers direct or threatened physical, emotional, psychological, or financial harm as a result of the commission or attempted commission of a crime. Employees may also qualify for leave under this policy if they are part of the immediate family of a homicide victim or part of the immediate family of a child under the age of 18 or an incompetent adult who is the victim of a crime. For purposes of this policy, “immediate family” means the father, mother, stepparent, child, stepchild, sibling, spouse/civil union partner, grandparent, or legal guardian of the victim, or a person who is otherwise in an intimate relationship with and residing in the same household as the victim. An employee needing time off under this policy should notify the Human Resources Department as far in advance as possible. The employee may be asked to submit copies of the notices of each scheduled hearing, conference, or meeting that is provided to the employee by the court or agency involved in the prosecution of the crime. Employees must comply with any requests to submit these notices, and failure to do so may result in denial of the leave of absence. The Company will maintain any such notices or records in confidence, and will disclose them only on a need to know basis. The employee will be notified as soon as practicable whether the leave request is granted or denied. Requests falling within the definitions of this policy will typically be granted unless the leave of absence would cause an undue hardship on our business. An “undue hardship” for purposes of this policy means significant difficulty and expense. In determining whether an undue hardship may exist, the Company will consider the size of its operations, the employee’s position and role within the Company, and the

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Company’s need for the employee to be at work. Leave taken under this policy is unpaid, and an employee must apply any accrued, unused earned time to the absence. The Company will not discharge, threaten, or discriminate against an employee for taking leave under this policy, and employees taking leave under this policy will not lose any seniority during the leave of absence.

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NAME OF PROCEDURE: Professional Development Days Policy DATE WRITTEN: 11/11/2019 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019 PAGE: 92 of 953

POLICY/PURPOSE:

This policy is to ensure professional development of One Sky staff.

SCOPE:

This policy covers all individuals employed by One Sky.

ROLES AND RESPONSIBILITIES

All One Sky employees will seeking professional training during the course of business hours.

PROCEDURE:

Professional leave days for training purposes shall be taken in accordance with the employee's staff development plan and/or the needs of the Agency. Professional days are only paid during the normal business week (Monday-Friday) unless there is an exception made by the supervisor which will need to be defined out on the Training Justification Form.

All requests for Professional Development Days must be submitted two weeks in advance and be approved by the supervisor and CFO or designated finance personnel. Staff will enter training(s) attended through the ADP Workforce Now portal. All staff will fill out a ‘Training Justification Form for each training they wish to attend. Once signed up for training, staff are obliged to attend. In case an emergency arises, and you can’t attend, please advise your supervisor immediately. If that happens the supervisor may opt to send another staff person in their place or reimbursement of the cost of the training may be required. On-line Relias training assigned to staff will be recording and tracked by HR. Staff are encouraged to give copies of training certificates to the HR department to become part of their personnel file.

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Training Justification Form External Training Request and Justification

Submit this form to your supervisor, at minimum, two weeks prior to training date. Staff Name: ________________________________ Date Submitted: _____________ Training Title: _______________________________ Location: _________________________ Date & Time: _______________ Cost: ___________ Training Description (include duration and intended audience):

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

______________________________________________________

Describe relevance of training to your current role or professional development:

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

______________________________________________________

Notes on trainings: Time taken to attend trainings will only be compensated if the training takes place during

normally scheduled work hours. Mileage to attend external trainings will be reimbursed.

Supervisor: ___________________________________ Approved: ____ Denied: ____ Supervisor Signature: ___________________________ *Attendance at Approved training is contingent on available funding!

Were there training funds available? __________________________

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NAME OF PROCEDURE: Employee Relations Committee Policy DATE WRITTEN: 11/08/2019 DATE REVISED: DATE APPROVED BY MANAGEMENT TEAM: 11/11/2019 DATE APPROVED BY BOARD: 11/11/2019 PAGE: 1 of 1

POLICY/PURPOSE:

To address employee relations issues as they arise and to improve employee satisfaction and turnover within the agency.

SCOPE:

Committee was created to benefit all departments of the agency and will have representation from each department.

ROLES AND RESPONSIBILITIES

Please see below for membership and meeting times of committee members.

PROCEDURE: One Sky has an employee relations committee which is made up of individuals from every department in the agency and every level, including administrative staff, Service Coordination, Business Office, HR and Quality Improvement and a member of the Board of Directions. This committee meets quarterly and reports to the Board of Directors at a minimum twice a year, unless something arises that warrants their attention sooner than the bi-annual meeting. There are minutes taken at the meetings and are available to all staff and the board of directors at any time.

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Handbook Acknowledgment Form **** Employee Copy ****

By signing this form, I acknowledge that I have received a copy of the Agency’s Employee Handbook. I understand that it contains important information about Agency’s policies and procedures, that I am expected to read the Handbook and familiarize myself with its contents and that the policies/procedures in the Handbook apply to me. I understand that nothing in the Handbook constitutes a contract or promise of continued employment and that the Agency may change the policies at any time. By signing this form, I acknowledge that my employment is at will. I understand that I have the right to end the employment relationship at any time and for any reason, with or without notice, with or without cause, and that the Agency has the same right. I acknowledge that neither the Agency nor I have entered into an employment agreement for a specified period of time.

Employee Signature Date

Printed Name of Employee: Witness Date Printed Name of Witness:

(This acknowledgment will become a part of your personnel file.) ------------------------------------------------ Please cut on dotted line --------------------------------------------------

Handbook Acknowledgment Form

**** Agency Copy **** By signing this form, I acknowledge that I have received a copy of the Agency’s Employee Handbook. I understand that it contains important information about Agency’s policies and procedures, that I am expected to read the Handbook and familiarize myself with its contents and that the policies/procedures in the Handbook apply to me. I understand that nothing in the Handbook constitutes a contract or promise of continued employment and that the Agency may change the policies at any time. By signing this form, I acknowledge that my employment is at will. I understand that I have the right to end the employment relationship at any time and for any reason, with or without notice, with or without cause, and that the Agency has the same right. I acknowledge that neither the Agency nor I have entered into an employment agreement for a specified period of time.

Employee Signature Date

Printed Name of Employee: Witness Date Printed Name of Witness:

(This acknowledgment will become a part of your personnel file.) PLEASE SIGN AND RETURN THIS BOTTOM HALF TO HUMAN RESOURCES OFFICE