Target Community & Educational Services, Inc. ...Targeting Dreams, Fostering Opportunities

www.targetcommunity.org

Personnel Handbook

For Employees of:

Target Community & Educational Services, Inc.

Carroll County Office Montgomery County Office 111 Stoner Avenue 18403 Woodfield Road Westminster, MD 21157 Suite D 410-848-9090 Gaithersburg, MD 20879 410-848-7409 (fax) 240-632-1434 240-632-1189 (fax)

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Target Community & Educational Services, Inc. ...Targeting Dreams, Fostering Opportunities

www.targetcommunity.org

Personnel Handbook

Carroll County Office Montgomery County Office 111 Stoner Avenue 18403 Woodfield Road Westminster, MD 21157 Suite D 410-848-9090 Gaithersburg, MD 20879 410-848-7409 (fax) 240-632-1434 240-632-1189 (fax)

Office Hours: 8am-4pm M-F

Your employment with Target Community & Educational Services, Inc. is voluntary and is subject to termination by you or Target Community & Educational Services, Inc. at will, with or without cause, and with or without notice, at any time. Nothing in these policies shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Target Community & Educational Services, Inc. employees. This policy of employment-at-will may not be modified by any officer or employee and shall not be modified in any publication or document. The only exception to this policy is a written employment agreement approved at the discretion of the President or the Board of Directors, whichever is applicable. These personnel policies are not intended to be a contract of employment or a legal document.

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Target Community & Educational Services, Inc. Personnel Policies

Section One

Introduction

Welcome Letter from the President & CEO...4 Mission Statement & Values...5 About Target Community & Educational Services, Inc….6 FAQ and Contact Information…9

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Welcome from the President & CEO

It is an honor to welcome you as a new employee of Target Community & Educational Services, Inc. As is stated in our mission and values statement, Target strives to provide quality care and services to over 250 children and adults with disabilities. We believe that we provide the best services for individuals with disabilities in Maryland and we invite you to help us make this an even better agency. Your primary role, regardless of your position with the agency, is to keep our clients safe and to improve their quality of life. If we all work together, we can achieve these two fundamental goals and more. We strive to make Target Community & Educational Services, Inc. a nice place to work. We all have a stake in the community and culture we build here and, regardless of your position; we all play an important part in building that community and culture. In this Personnel Policy Handbook you will find policies and procedures. These are important. But the community and culture we build for our agency cannot be regulated in policies and procedures; we must all work together to make this place of employment a positive and fun place to work. We accomplish this, in part, by reinforcing each other and by supporting each other. We are a team of nearly 200 employees. Only by working cooperatively as a team can we accomplish our mission and appropriately care for our clients. Again, welcome to Target Community & Educational Services, Inc. We hope you find a career with us and we hope you find your work here rewarding and inspiring. Best regards, Tom Zirpoli President & CEO

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Target Community & Educational Services

...Targeting Dreams, Fostering Opportunities

Mission Statement Target Community & Educational Services, Inc. is dedicated to enhancing the lives of

individuals with disabilities through quality, community-based, residential, vocational,

recreational and family support services.

Value Statements •We value programs and employees that provide a safe, normalized and high quality of life for all clients. •We value effective communication among employees, families, clients and the community. •We value well educated and trained employees who model appropriate instructional strategies. •We value an educated community, well informed about current services and issues for people with disabilities. •We value employees who empower clients to take an active role in their local community. •We value employees who take initiative and have high expectations for themselves and those we support. •We value effective partnerships with other service providers. •We value an environment that reflects a shared responsibility for the well-being of our clients. Basic Facts •200 employees (approx) •5.8 million dollar operating budget •A non-profit agency, incorporated in l983 •Total number of clients served per year: Over 262 •Services are provided in Carroll & Montgomery Counties

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About Target Community & Educational Services, Inc. ...Targeting Dreams, Fostering Opportunities

www.targetcommunity.org

Board of Directors Target's Board of Directors has the primary responsibility of supervising and evaluating Target's President and CEO. The Board meets quarterly with the CEO and other members of Target's executive team to review the overall performance of the agency's programs, to receive budget updates, and to review fundraising activities. The Board is comprised of area business leaders, family members of clients, Target’s President & CEO, and other community leaders.

Agency Leadership President & CEO Vice President of Administration Director of Human Resources Director of Development & Community Relations Director of Vocational Services, MC Director of Quality Assurance Agency Nurse Community Living Directors, MC Director of CSLA Services Community Living Directors, CC Director of Social Services & Autism Waiver Coordinator

About Our Programs

Community Living Services

Alternative Living Unit (ALU) Program Each ALU has three clients and two graduate students from McDaniel College. The graduate students live in the house during their approximately two-year program and complete a MS in Human Services Management in Special Education. Apartment Program Located in Montgomery County, each of the apartments has clients, and each group of apartments is supported by two graduate students who live in their own apartment within the same apartment complex.

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Vocational & Employment Services Within the Vocational program our mission is to find competitive jobs for persons with disabilities within the community. Target provides: Supportive Employment: Long-term employment support that includes job coaching and support. Rehabilitative Services: Short-term employment support that includes job assessment. Many of these clients move into supportive employment after short-term job trials. Day Habilitation Program: Daytime educational programming and training to prepare clients for supportive employment. The Winchester Inn (Carroll County) The Winchester Country Inn is leased to Gypsy’s Tea Room and Inspirations run by the Fleck Family. This business employs Target clients and the site is used as an education site to train vocational clients interested in food preparation and related fields of employment. The Graduate Transition Program (Montgomery County) This two-year GTP program is a partnership with Montgomery College and Potomac Community Resources. This program is for students with special needs exiting high school who want a community college experience and a successful transition from school to employment. Transition Connections Program (Carroll County) The Post-Secondary Independent Living Skills Program was developed in conjunction with Carroll County Public Schools and Carroll Community College. The purpose of this program is to offer specialized learning opportunities for students with disabilities who will be exiting the school system. The following subject areas are contained in curriculum: Managing personal finances, Caring for personal needs, Buying, preparing, and consuming food, Buying and caring for clothing, Utilizing recreational facilities, leisure activities, and home maintenance and cleaning. The Transition Connections Program also focuses on job search and job retention skills. Job placement is the goal for all participants. The number of clients in this program varies from year to year. CSLA Individual & Family Support Services Drop-in family support programs provide limited support services on a contractual basis to individuals within their homes or own apartments. The number of clients in

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this program varies from year to year. Autism Waiver Service Coordination (Carroll County) For qualfied students with autism and their families within Carroll County Public Schools. Target provides respite services and family training for these families.

Contact Information

Carroll County Office Montgomery County Office 111 Stoner Ave. 18403 Woodfield Rd. Westminster, MD 21157 Suite D 410-848-9090 Gaithersburg, MD 20879 410-848-7409 (fax) 240-632-1434 410-848-6567 (HR fax) 240-632-1189 (fax) 410-848-2544 (Acct. fax) For questions regarding the issues listed below, please contact the appropriate department listed to the right. For questions relating to items not listed, please call or email your supervisor, or call the main office, and the receptionist will direct you. Payroll/Paychecks….Accounting Hours……………….Supervisor Time Sheets………...Supervisor/Accounting Trainings…………....Training Coordinator Scheduling………….Supervisor Employee Issues……Director of HR, Supervisor Labor laws………….Director of HR On the job injuries….Director of HR, Supervisor Direct deposit………Accounting FMLA…………...….Director of HR, Supervisor Leave time………….Supervisor Health insurance……Director of HR Retirement plans……Director of HR HR Online…………..Director of HR Staff concerns…….....Supervisor, Director of HR Personnel policies…...Director of HR CLM program……….President & CEO, Director of HR McDaniel College…...President & CEO Flexible Spending…...Accounting Client concerns…........Supervisor Public Relations...…...Director of Development Quality Assurance …..Quality Assurance Director Other…………….......Your supervisor will direct you.

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Frequently Asked Questions

How do I log on to HrOnline? Website: https://eservices.paychex.com/secure/ Our company ID: 0430 m844 Your Username: Your first initial and last name in lowercase. (e.g. jsmith) Your Password: Your first and last initial in uppercase and the last four digits of your social security number. (e.g. JS1234) When do we get paid? Employees of Target Community & Educational Services, Inc. are paid every other Friday. If the direct deposit option is not exercised, employees may pick up their paycheck by 3pm at the main office only. Paychecks not picked up will be mailed. Target Community & Educational Services, Inc. will not take responsibility for the failure of the United States Postal Service to deliver paychecks to an employee without direct deposit. If a stop payment fee is assessed, the employee may be required to incur the cost. Am I eligible for benefits? Target Community & Educational Services, Inc. offers health, dental, and life insurance options to employees working full time (60 or more hours, consistently, per pay). Salaried full time employees are eligible for benefits on the first of the month following date of hire. Hourly employees working full time must work two consecutive pay periods of 60 hours or more, then they are eligible on the first of the month following thirty days after date of eligibility. For example, if an hourly full time employee becomes eligible on October 15, coverage will begin on December 1. Employees dropping below 60 hours per pay period for two consecutive pay periods will lose insurance coverage (advanced notice may not be provided), but will become eligible again once full time hours have been achieved. How much leave time will I accrue? The amount of leave that will accrue is based on your employment classification. Please see the leave policy in this handbook for additional information. Are my hours/worksite permanent? No. Hours, days, and locations worked may be changed at any time at the discretion of your supervisor, and/or the agency.

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Target Community & Educational Services, Inc. Personnel Policies

Section Two

General Policies

Employment at Will…11 Equal Employment Opportunity…11 Classification of Employees…12 Recruitment, Interviewing, Selection…13 Conditions of Employment…14 Drug Free and Alcohol Free Workplace…14 Personnel Files…20 Grievance Procedure…20 Harassment and Sexual Harassment…21 Driving Procedures…22

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Employment at Will Your employment with Target Community & Educational Services, Inc. is voluntary and is subject to termination by you or Target Community & Educational Services, Inc. at will, with or without cause, and with or without notice, at any time. Nothing in these policies shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Target Community & Educational Services, Inc. employees. This policy of employment-at-will may not be modified by any officer or employee and shall not be modified in any publication or document. The only exception to this policy is a written employment agreement approved at the discretion of the President or the Board of Directors, whichever is applicable. These personnel policies are not intended to be a contract of employment or a legal document.

Equal Opportunity Employment Target Community & Educational Services, Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, gender identity, genetic information, status as a covered veteran in accordance with applicable federal, state and local laws, or any other protected class under federal, state, or local laws. Target Community & Educational Services, Inc. complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training. Target Community & Educational Services, Inc. expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity, genetic information, veteran status, or any other federal, state, or local protected class. Improper interference with the ability to Target Community & Educational Services, Inc. employees to perform their expected job duties is absolutely not tolerated.

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Classification of Employees Full Time Employees Class One: Salaried Employees: Typically based on a 40 hour work week, these positions include management, administrative, and other positions. These positions may or may not be exempt from overtime pay. See the job description for your particular position. Class Two (salaried): Community Living Managers: These are supervisory internship positions in the ALUs, and Apartment program. Their employment is for a specific duration; however they still fall under the Employment At Will clause. Part Time Employees Hourly Employees: These employees are paid on an hourly basis. Non-exempt hourly employees are eligible for overtime (when approved by their supervisor) when working more than 40 hours in a one-week period. They are eligible for benefits based on the number of hours worked. These employees must be working at least 60 hours per pay on a continual basis to be eligible for participation in Target's benefit package. Class One: Hourly Full-time Staff: An hourly full-time employee is scheduled to work 60 or more hours per pay period in a schedule that typically is not subject to change. Class Two: Hourly Part-time Staff: Hourly part-time employees’ schedules are subject to change at any given time (hours may be added or cut, days may change). Examples of these positions are Community Living Assistants (CLAs) and Job Coaches. Class Three: Part time employees employed consecutively more than two years and working at least 10 hours, but not more than 60 hours per pay. Temporary/Supplemental Employees: These employees are paid on an hourly basis to work for a limited or specified duration of time or on an on-call basis. These employees are not eligible for benefits. Internships, Student Workers, Volunteers: Persons working in this capacity are not eligible for pay or for benefits. Such persons are expected to adhere to all general policies and procedures as stated in this manual. They may be subject to criminal background checks, and drug screening. Due to the health and safety of the individuals being served and of the staff, Target employees are not permitted to work more than 60 hours per week, or 120 hours per pay. No employee is permitted to work more than 16 consecutive hours. Exceptions may be made with approval from the employee’s supervisor PRIOR to staff working the hours.

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Recruitment, Interviewing, Selection Recruitment When possible, Target Community & Educational Services, Inc. strives to promote from within. When Target Community & Educational Services, Inc. has a job vacancy, the following steps may occur: Promotion from within. Qualified and interested individuals may be identified and promoted from within the agency. Advertisement within the agency. If a candidate is not readily apparent Target may advertise within the agency for a period of 5 days. Any qualified employee may apply. An interview will be necessary. Advertisement outside the agency. If there are no applications from within the agency Target will then advertise outside to fill the vacancy. Please note: Advertisement for positions within and outside the agency may occur simultaneously. Target will not assume responsibility for notifying employees of jobs posted in their absence. Target reserves the right to omit any or all of the above steps. Interviewing and Selection Management. Interviews may be conducted by the President/CEO, supervisor, and other interested parties. Other staff may participate in the interview process at the discretion of the President/CEO/HR Director, or other interested parties. Full-Time Community Living Managers (CLMs) are typically hired by the President/CEO, and with the assistance of other interested parties. The President/CEO also serves as the managers' academic advisor at McDaniel College. Part-time, Residential and Vocational support staff positions are typically hired by the supervisor in charge. Other interested parties may be involved in the decision making process. Clerical, Administrative Support, and other staff are typically hired by the Director of Human Resources, Vice President for Administration and the President/CEO. Other interested parties may be involved in the decision making process. Other Interested parties will be involved in the hiring process.

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Conditions of Employment *These conditions may be amended, changed, or revoked at any time.

Conditions of Employment and Pre-Employment Before the first day of employment, all employees are required to attend an orientation for completion of necessary employment forms, an introduction to Target and the services provided along with an overview of personnel policies. New employees serve a three-month initial period of acclimation and adjustment. An evaluation during or at the end of this period will determine whether the employee will be: a. Removed from initial status. b. Placed on an extended initial status. c. Terminated from employment. d. Other action, as determined by the supervisor or interested parties. All potential employees must agree to submit to a criminal background check, typically conducted through Kroll Background America (subject to change). If any offenses have been committed, it will be Target's sole discretion whether or not to offer, rescind an offer, or terminate employment. Target reserves the right to conduct criminal background checks on employees at any time and for any reason. All employees and potential employees must agree to submit a copy of their driver's license for a driving record check. All employees who transport or drive on company business must have an adequate record to begin or continue employment with Target, Inc. An adequate record reflects that the employee has two points or less on their driving record, and no serious infractions (such as, but not limited to, DUI). Target reserves the right to terminate, rescind, or deny employment based on any infraction in the driving record. All records are reviewed by the Director of Human Resources and by the agency’s insurance company, as well as other interested parties.

Drug and Alcohol Free Workplace In compliance with the Drug-Free Workplace Act of 1988, Target Community & Educational Services, Inc. has a longstanding commitment to providing a safe, quality-oriented and productive work environment consistent with the standards of the community in which we operate. Alcohol and drug abuse pose a threat to the health and safety of Target Community & Educational Services, Inc. employees and to the security of our clients, equipment and facilities. For these reasons, Target Community & Educational Services, Inc. is committed to the elimination of drug and/or alcohol use and abuse in the workplace.

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This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the workplace. This policy continues to apply to all employees and all applicants for employment of Target Community & Educational Services, Inc. The Human Resources Department is responsible for policy administration. Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so. WORK RULES 1. Whenever employees are working, are operating any Target Community & Educational Services, Inc. vehicle, are present on Target Community & Educational Services, Inc. premises, or are conducting Company related work off-site, they are prohibited from: • using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia); • being under the influence of alcohol or an illegal drug as defined in this policy; and • Possessing or consuming alcohol. 2. The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body system, while performing company business or while in a company facility, is prohibited. 3. Target Community & Educational Services, Inc. will also not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce this if asked. 4. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution. REQUIRED TESTING (may be amended or changed at any time) Pre-employment: All applicants must pass a drug test before beginning work or receiving an offer of employment. Refusal to submit to testing will result in disqualification of further employment consideration. Reasonable Suspicion: Employees are subject to testing based upon (but not limited to) observations by the supervision of apparent workplace use, possession or impairment.

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Human Resources, the CEO, or the Supervisor shall be consulted before sending an employee for testing. All levels of supervision making this decision must utilize the “Observation Checklist” to document specific observations and behaviors that create a reasonable suspicion that the person is under the influence of illegal drugs and/or alcohol. If the results of the “Observation Checklist” indicate further action is justified, the manager/supervisor should confront the employee with the documentation and with a union representative present (for all unionized employees) and/or with another member of management (for all non-unionized employees). Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. A member of supervision/management and a union rep (if appropriate) must escort the employee; the supervisor/manager will make arrangements for the employee to be transported home. Post-accident: Employees are subject to testing when they cause or contribute to accidents that seriously damage a Target Community & Educational Services, Inc. vehicle, machinery, equipment, or property and/or result in an injury to themselves or another employee requiring off-site medical attention. A probable belief circumstance will be presumed to arise in any instance involving a work-related accident or injury in which an employee who was operating a motorized vehicle (including, but not limited to, fork truck, Target Community & Educational Services, Inc. pickup truck, overhead cranes, aerial/man-lifts) is found to be responsible for causing the accident. In any of these instances, the investigation and subsequent testing must take place within two (2) hours following the accident, if not sooner. Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. Follow-up: Employees who have tested positive, or otherwise violated this policy, are subject to discipline, up to and including discharge. Depending upon the circumstances and the employee’s work history/record, Target Community & Educational Services, Inc. may offer an employee who violates this policy or tests positive the opportunity to return to work on a last chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times and frequencies determined by Target Community & Educational Services, Inc. for a minimum of one (1) year but not more than two (2) years as well as a waiver of the right to contest any termination resulting from a subsequent positive test. If the employee either does not complete their rehabilitation program or tests positive after completing the rehabilitation program, they will be subject to immediate discharge from employment. COLLECTION AND TESTING PROCEDURES Employees subject to alcohol testing shall be driven to a designated facility and directed to provide breath specimens. Breath specimens shall be tested by trained technicians using federally approved breath alcohol testing devices capable of producing printed results that identify the employee. If an employee’s breath alcohol concentration is .04 or more, a second breath specimen shall be tested approximately 20 minutes later. The results of the second test shall be determinative. Alcohol tests may, however, be a breath, blood or saliva test, at the Company’s discretion. For purposes of this Policy, test results

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generated by law enforcement or medical providers may be considered by the Company as work rule violations. Applicants and employees subject to drug testing shall be driven to a Target Community & Educational Services, Inc. designated medical facility and directed to provide urine specimens. Applicants and employees may provide specimens in private unless they appear to be submitting altered, adulterated or substitute specimens. Collected specimens shall be sent to a certified laboratory and tested for evidence of marijuana, cocaine, opiates, amphetamines, PCP, benzodiazepines, methadone, methaqualone and propoxphane use. (Where indicated, specimens may be tested for other illegal drugs.) The laboratory shall screen all specimens and confirm all positive screens. There shall be a chain of custody from the time specimens are collected through testing and storage. The laboratory shall transmit all positive drug test results to a Medical Review Officer (“MRO”) retained by Target Community & Educational Services, Inc., who shall offer persons with positive results a reasonable opportunity to rebut or explain the results. Persons with positive test results may also ask the MRO to have their split specimen sent to another federally certified laboratory to be tested at the applicant’s or employee’s own expense. Such requests must be made within 72 hours of notice of test results. If the second facility fails to find any evidence of drug use in the split specimen, the employee or applicant will be treated as passing the test. In no event shall a positive test result be communicated to Target Community & Educational Services, Inc. until such time that the MRO has confirmed the test to be positive. CONSEQUENCES Applicants who refuse to cooperate in a drug test or who test positive will not be hired and will not be allowed to re-apply/re-test in the future. Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. If the employee refuses to be tested yet we believe they are impaired, under no circumstances will the employee be allowed to drive himself or herself home. The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including discharge. Employees will be paid for time spent in alcohol/drug testing and then suspended pending the results of the drug/alcohol test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test; this meeting will include a member of management/supervision, a union representative (if requested), and Human Resources. Should the results prove to be negative; the employee will receive back pay for the times/days of suspension. CONFIDENTIALITY Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided to the MRO shall be kept confidential to the extent required by law and maintained in secure files separate from normal personnel

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files. Such records and information may be disclosed among managers and supervisors on a need-to-know basis and may also be disclosed where relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an employee or applicant. INSPECTIONS Target Community & Educational Services, Inc. reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband; affected employees may have union representation involved in this process. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas, and property that might conceal a drug, alcohol, or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline, up to and including discharge. CRIMES INVOLVING DRUGS Target Community & Educational Services, Inc. prohibits all employees, including employees performing work under government contracts, from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on Target Community & Educational Services, Inc. premises or while conducting company business. Target Community & Educational Services, Inc. employees are also prohibited from misusing legally prescribed or over the counter drugs. Law enforcement personnel shall be notified, as appropriate, where criminal activity is suspected. Target Community & Educational Services, Inc. does not desire to intrude into the private lives of its employees, but recognizes that employee’s off-the-job involvement with drugs and alcohol may have an impact on the workplace. Therefore, Target Community & Educational Services, Inc. reserves the right to take appropriate disciplinary action for drug usage/sale/distribution while off company premises. All employees who are convicted of, plead guilty to, or are sentenced for a crime involving an illegal drug are required to report the conviction, plea or sentence to Human Resources within five days. Failure to comply will result in automatic discharge. Cooperation in complying may result in suspension without pay to allow management to review the nature of the charges and the employee’s past record with Target Community & Educational Services, Inc. DEFINITIONS “Company Premises” includes, but is not limited to, all buildings, offices, facilities, grounds, parking lots, lockers, places and vehicles owned, leased or managed by Target Community & Educational Services, Inc. or on any site on which the Company is conducting business. “Illegal Drug” means a substance whose use or possession is controlled by federal law but that is not being used or possessed under the supervision of a licensed health care professional. (Controlled substances are listed in Schedules I-V of 21 C.F.R. Part 1308.) “Refuse to Cooperate” means to obstruct the collection or testing process; to submit an altered, adulterated, or substitute sample; to fail to show up for a scheduled test; to refuse to complete the requested drug testing forms; or fail to promptly provide specimen(s) for testing when directed to do so, without a valid medical basis for the failure. Employees

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who leave the scene of an accident without justifiable explanation prior to submission to drug and alcohol testing will also be considered to have refused to cooperate and will automatically be subject to discharge. “Under the Influence of Alcohol” means an alcohol concentration equal to or greater than .04, or actions, appearance, speech or bodily odors that reasonably cause a supervisor to conclude that an employee is impaired because of alcohol use. “Under the Influence of Drugs” means a confirmed positive test result for illegal drug use per this policy. In addition, it means the misuse of legal drugs (prescription and possibly over-the-counter) where there is not a valid prescription from a physician for the lawful use of a drug in the course of medical treatment (containers must include the patient’s name, the name of the substance, quantity/amount to be taken, and the period of authorization). REASONABLE SUSPICION AND POST-ACCIDENT TESTING PROTOCOL 1. The employee will be advised that Target Community & Educational Services, Inc. believes that there is reasonable suspicion to believe that he/she is affected by illegal drugs or alcohol (or due to the nature of the accident the policy mandates this) and that this test is being offered to confirm or deny this suspicion. 2. The employee will be transported to any one of the company’s contracted testing facilities (i.e., Health Services, Prompt Care, or the Emergency Department). One member of management/designated attendant will accompany the employee along with a union representative, if requested by the employee. Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. 3. Prior to leaving for the testing facility, supervision/management will contact the testing facility to inform them that staff from Target Community & Educational Services, Inc. will be arriving and will need a drug and/or alcohol test completed. 4. Provide water for the employee to drink prior to leaving the work site and reasonable time - not to exceed 15 minutes - to secure photo ID in the company of a Target Community & Educational Services, Inc. representative. 5. The employee to be tested MUST present a PHOTO ID (i.e., a driver’s license or state ID card) to the testing facility staff before the specimen can be obtained. Ensure that the employee brings this with them when leaving Target Community & Educational Services, Inc. premises. 6. The employee to be tested must sign a consent form provided by/at the testing facility. Refusal to sign is addressed under the “Consequences” section of this document. 7. Target Community & Educational Services, Inc. representative must sign as a witness to the collection procedure, along with the tested employee.

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8. After returning to the office or when leaving the testing facility, the supervisor/manager MUST make arrangements to transport the person home (unless testing results are immediate). Under no circumstances will the tested employee be allowed to drive himself or herself home.

Personnel Files It is Target's policy to maintain the confidentiality of information about its employees within the limits imposed by law. There are no “ghost” or duplicate personnel files kept. All personnel files are kept in the Main Office in Westminster in a locked cabinet. They are property of Target Community & Educational Services, Inc. Target Community & Educational Services, Inc. destroys former employee files after seven years from date of termination. It is Target’s sole discretion whether to provide information from personnel files upon the employee’s request.

Grievance Procedure Grievance Procedure If an employee feels that he/she has an affirmative action issue, the following procedure for grievance will apply: 1. Verbal communication with supervisor--ideally an issue which should be able to be resolved through open communication with the employee's supervisor. 2. To file a written grievance, the written complaint must contain the following: 1. A clear, concise statement of the complaint, which includes dates and person(s) involved. 2. The statement should be submitted to the President/CEO. a. The President/CEO will call together a Grievance Committee consisting of two individuals employed by Target, Inc. and one non-employee. b. The Grievance Committee will meet to discuss the complaint. c. The Grievance Committee will then meet with the complainant to begin fact finding to consist of: 3. Interviews with involved parties 4. Gathering written statements from appropriate individuals such as witnesses, etc. d. Grievance Committee will report and make recommendations to the President/CEO regarding its findings. The CEO will make all final decisions regarding the committee's recommendations. e. If a resolution is not satisfactorily reached, the complainant has the right to file a complaint with the Office of Equal Access Compliance.

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Harassment and Sexual Harassment Policy Zero Tolerance

1. Target believes that each individual employed has the right to be free from any form of harassment. 2. Target will not tolerate any form of harassment. When an employee feels that they are being harassed, please follow these guidelines to help remedy the problem: a. Harassment by other employees should be brought to the attention of the employee's manager. b. The manager will investigate the matter, and if the allegation is sustained, the responsible employee will be disciplined, up to and including discharge. c. A second proven charge of harassment against any employee will result in immediate discharge. d. Should the employee feel that his/her manager has not investigated the matter to the employee's satisfaction, he/she should contact the manager's immediate supervisor. e. Should the harassment originate from the employee's manager, the employee should contact the manager's immediate supervisor. 3. Sexual harassment is defined as including, but not limited to: a. Unwelcome physical contact. b. Sexually explicit language or gestures. c. Uninvited or unwanted sexual advances. d. An offensive overall environment, including the use of vulgar language, the presence of sexually explicit photographs or other materials, and the telling of sexual stories, including via electronic communication. 4. Discipline: Employees who violate this policy are subject to appropriate discipline. If an investigation results in a finding that this policy has been violated, the mandatory minimum discipline is a written reprimand. The discipline for very serious or repeat violations is termination of employment. Persons who violate this policy also are subject to civil damages or criminal penalties.

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Driving Procedures

Driving Agreement Target Community & Educational Services, Inc.

All Target employees who are likely to drive a Target vehicle must follow rules when driving a Target vehicle. When driving a Target vehicle, to the best of my ability, employees must: Drive within the posted speed limit at all times. Drive with a least 4 car lengths between my vehicle and the vehicle in front of me. When bringing the vehicle to a stop leave at least 12 feet of space between the car in front of you. I will not use a cell phone when my vehicle is moving.

I understand that if I violate any of the above Target driving rules, disciplinary action may be documented and placed in my personnel file.

I understand that if I cause an accident while driving a Target vehicle, it is likely that I violated one of the above Target driving rules and depending upon the circumstances, my employment with Target may be terminated without warning. Target Community & Educational Services, Inc. reserves the right to terminate or limit company business driving privileges for any employee at any time, for any reason.

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Target Community & Educational Services, Inc. Personnel Policies

Section Three

Compensation and Benefits

Payroll Procedures…24 Benefits Offered by the Employer…25 Time Off from Work…29 Inclement Weather…39

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Payroll Procedures Paycheck Procedures The biweekly pay period extends from Sunday of the first week through Saturday of the second week. Payday is on Friday of the following week. Unless otherwise noted, signed time sheets and leave requests are due to the employee's designated Director by 10 a.m. on Monday of the payroll week. Time sheets received after 10 a.m. or timesheets turned in without signatures or incomplete information may be processed the next payroll. Any timesheet received after 10 a.m. on Monday of the payroll week may result in the employee not being paid. Managers may request employees turn in their timesheets at a time of their choosing. Employees may elect to pick up their paychecks, have them mailed to their residences or have funds directly deposited into their bank accounts. Target Community & Educational Services, Inc. encourages direct deposit. The agency offers paperless direct deposit via Paychex Hronline. No check will be given to another person without written authorization from the employee. Any paychecks not picked up by 3:00 p.m. on Friday (payday), will be mailed, unless the employee notifies the office to hold it for pickup. Target Community & Educational Services, Inc. is not responsible for checks lost in the mail, or checks lost before being deposited. In the case of a stop being placed on a check, the employee will be liable for any applicable fees incurred. Payroll Deductions FICA (Social Security/Medicare) This deduction is mandated by federal law. This regular payroll deduction is based on employee earnings. Target, as an employer, also contributes to the FICA payment for each employee. Employees should familiarize themselves with the benefits accruing from this plan. One may do this by calling the local office of the Social Security Administration. This is labeled as OASDI/Medicare on paychecks. Federal & State Withholding These are required by law. Deposit on Staff Apartment All full-time Community Living Managers occupying a staff apartment pay a one-time $100 deposit, to cover costs of possible repairs/damage during the time of stay. This may be paid by payroll deduction one of two ways: One deduction of $100.00 Four deductions of $25.00 each Staff deposit will be paid back at the request of the appropriate Community Living Director at the interest rate Target receives from the bank, pending the room is checked to be in satisfactory condition and all outstanding bills have been paid. This policy may change at any time.

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Stop Payment Fees Due to the fact that Target offers direct deposit, Target will not be responsible for paychecks lost in the mail. If a check is lost and the employee requests that another paycheck be issued, the employee will be responsible for any stop payment fees. These fees will be deducted from the paycheck when it is written. Charges may vary and are at the discretion of the agency. Keys If an employee loses a key they will be responsible for any replacement charge involved, including changing locks, rekeying, etc. Charges may vary and are at the discretion of the agency. Other Deductions Any liens or fines levied against an employee as a result of an action by the courts or any authorized governmental entity will be deducted from the employee's paycheck in accordance with legal requirements (e.g. child support). Employees responsible for agency property which is lost, damaged or destroyed may also be subject to a payroll deduction for the replacement value of the loss.

Benefits Offered by the Employer Health, Dental and Life Insurance For employees hired after May 1, 1998, Target offers health, dental and life insurance coverage for employees working 60 hours or more per pay period. For employees hired before May 1, 1998, Target offers insurance coverage for employees working 40 hours or more per pay period. After eligibility is established, an employee who works 60 hours or more a pay period may receive health, dental and life insurance himself/herself. The employee may be requested to pay a portion of his/her individual coverage depending upon his/her selection. Target may pay a percentage of the premium for health insurance. The additional amount will be deducted from the employee's paycheck. Coverage for dependents may be obtained by the employee with the cost of this additional insurance deducted from the employee's paycheck. An employee becomes ineligible for benefits when hours paid falls below 40/60 hours per pay period for two (2) consecutive pay periods. Benefits may lapse without notice.

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If an employee does become ineligible for benefits, they may have the option to enroll in and pay the premiums for COBRA insurance. Benefits may be reinstated when the employee works 40/60 hours per pay period for two (2) consecutive pay periods. The date that coverage begins (initially) is determined by the classification of the employee. Class One, & Class Two (salaried): Coverage for these employees will begin the first of the month following date of hire. Class Two: Coverage for these employees will begin the first of the month following 30 days after date of eligibility. The date of eligibility is the last day of the two consecutive pay periods of 60 hours per pay. Class Three employees are not eligible for insurance benefits. All changes to coverage must be submitted in writing per the instructions of the Director of Human Resources. Supplemental Insurance Eligible employees may obtain supplemental insurance coverage thru the American Family Life Assurance Company of Columbus (AFLAC). This supplemental insurance is separate from any other insurance held by the employee and pays benefits directly to the insured person. Premiums for each plan vary depending on the employee's choice of plans. The premiums are deducted from the employee's paychecks each pay period and may be subject to the pretax benefit option. Retirement Savings Plan 403(b) Full and part-time employees are eligible to enroll: Target offers a Retirement Program administered by TIAA-CREF (Teachers Insurance and Annuity Association College Retirement Equities Fund located in New York. Target contributes 3 percent to the traditional type annuity (TIAA-CREF) for full time employees after two years service from date of hire. An employee should use caution to ensure that the allowable limits for contributions are not exceeded. See the Director of Human Resources for information. Full time employees of ten plus years: Target will contribute 5 percent to the fund.

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Target Community & Educational Services, Inc. reserves the right to lower or cease company contributions to employee retirement plans at any time. Flexible Spending Plan Our company offers a pretax benefits contribution option for employees. This concept in employee benefit coverage is known as a Section 125 Plan. A Section 125 Plan is a benefit plan that allows you to make contributions toward premiums for medical and dental insurance for an employee's dependents on a before-tax, rather than an after-tax basis. This means your premium contributions are deducted from your gross pay before Income Tax and Social Security are calculated. To participate in this plan, you simply need to complete an election form and return it to the Director of Human Resources. By doing so, you elect to have your gross pay reduced by an amount equal to the cost of your medical and dental insurance for dependents. See the Director of Human Resources for more information. Referral Bonuses Community Living Managers: $125 upon hire for the new CLM hire and the CLM that referred the new hire. If the employee stays employed for at least 6 months they each receive an additional $125. This is only for CLM new hires. All Other Employees: $100 referral bonus after the referred employee has worked for 3 months. If a CLM refers a CLA, this bonus will apply. Target Community & Educational Services, Inc. reserves the right to refuse bonuses or cease the bonus payment benefit at any time. The name of the referring employee must be present on the application for employment in order to receive credit for the referral. Tuition Reimbursement Target is interested in, and committed to, the professional growth and development of its employees, through training and higher education. It is our belief that education can make us better employees as well as more fulfilled individuals. Through a generous donation from a private source, we are able to grant tuition assistance to those not already receiving assistance through McDaniel College. This assistance program will continue as long as Target has sufficient funds to provide it. An employee may apply once for each semester: summer, fall, winter and spring. To be eligible to apply for this assistance, an individual must:

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• Be an active employee of Target, Inc. (i.e. have successfully completed the required initial period), working a minimum of 30 hours per week (full time hours).

• Be registered at an accredited institution of higher education or training program,

seeking a degree or further training in a field related to human services, i.e. Psychology, Special Education, Social Work, Mental Health, etc. or courses relating to the employee’s work.

• Provide the Target office with the verification listed in the procedures section of

the information sheet. Complete the assigned work in the courses for which you are seeking assistance, with a grade of 'C' or better.

The following is Target's reimbursement schedule: Class 1 Full-time salaried and hourly employees: 75 percent of tuition, not to exceed $500 in a semester. Class 2 Part-time salaried and hourly employees: 75 percent of tuition, but not to exceed a maximum of $400 in a semester. Class 3 employees are not eligible for tuition reimbursement. The "75 percent" will be applied first. However, if the percentage maximum exceeds that allowed for the classification of employees, the maximum allowable will be given. If funds are not used in a particular semester, they may not be doubled for the next. Workshops will be considered individually as they apply directly to the performance of the employee's function. *This policy does not apply to the Community Living Managers in the Special Education program at McDaniel College. Procedure: Obtain an application form from the Target office at the beginning of the semester, or before. Complete and return it with your registration and paid bill within four weeks of the start of your course work. The committee will review all applications and notify the applicant(s) of the decision and extent of support. Upon completion of the course work, submit your final grade to the office. If the grade reflects a 'C' or above, a check will be issued. Any exceptions and/or appeals will be

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considered and handled on an individual basis. Additionally, requests for assistance for any educational opportunity will be considered. Target Community & Educational Services, Inc. reserves the right to cease or deny tuition reimbursement at any time.

Time Off from Work

Leave Time Employees working 30 hours or more per week (which equals 60 hours or more per 2 week pay period) are eligible for leave benefits. Part time employees employed two or more years, and working 10 or more hours per week are eligible for leave benefits. Target Community & Educational Services, Inc. reserves the right to change this policy at any time. Leave time is accrued as follows: All eligible Class 3, part-time hourly employees employed two or more years and work over 10 hours but less than 60 hours per pay will accrue time based on hours worked. The cap will be 80 hours. For these employees, there is no five year benefit, no leave pay upon termination, and no leave bank eligibility. Employee class may not be changed for less than a period of six months. The director is responsible for reporting class changes. All eligible Class 2, part-time hourly employees employed less than five years accrue 120 hours per year (prorated by number of hours paid). Employees employed five years or more will accrue up to 160 hours per year, with a cap of 240 total hours. All eligible Class 2 salaried (CLMs) employees accrue four weeks per year. The cap will be 160 hours. All eligible, Class 1, full-time hourly employees employed less than five years will accrue 160 hours per year. The cap will be 480 hours. Leave time will be prorated based upon hours paid. Employees who have been employed more than five years will accrue 200 hours per year, with a cap of 480 hours. Class 1, full-time salaried employees employed less than five years will accrue 160 hours per year based upon salaried hours. The cap on accumulated leave time will be 480 hours. Class 1 salaried employees employed five or more years will accrue 200 hours per year. The cap on accumulated leave time is 480 hours.

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Please note: Employees who have leave accumulations in excess of 480 hours will not accrue any leave time until accumulated hours fall below 480 hours. In the case of voluntarily terminated employees, if proper written notice is given (see Policy 14), up to one (1) week of unused leave time is added to the final paycheck as leave pay and any unused leave time in excess of one (1) week shall be forfeited. Employees who have worked for the agency for five or more years will be given two weeks of unused leave time pay. In the case of any employee who is involuntarily terminated from his/her position, all unused leave time shall be forfeited. If the leave time puts a payroll period over 80 hours total, the employee may only use the amount of hours needed to make up to 80. The hours left will show on his/her time accumulation. An approved leave request must accompany timesheet. Leave time may be used to care for an illness in the immediate family (child, spouse, parents). A doctor's note may be required following an illness in order to protect the health and welfare of employees and clients. Holidays Full-time Salary (Class One & Class Two (salaried)): Management, Administrative and Community Living Managers The employee will accumulate holiday time based on number of hours regularly worked. He/she will be paid at his/her regular rate and will accumulate holiday hours based on hours worked. Example: If a full-time salaried employee works 35 hours per week, he/she will gain a seven-hour holiday at the time the holiday occurs. Accrued holidays must be taken within 30 days of the actual holiday or it will be forfeited, unless this time limit is extended by the employee's supervisor. Full-time Hourly (Class One): The employee will accumulate holiday time based on number of hours regularly worked. He/she will be paid at his/her regular rate and will accumulate holiday hours based on hours worked. Example: If a full-time salaried employee works 35 hours per week, he/she will gain a seven-hour holiday at the time the holiday occurs. Accrued holidays must be taken within 30 days of the actual holiday or it will be forfeited, unless this time limit is extended by the employee's supervisor.

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Part-time Hourly (Class Two): Residential Part-time Staff (CLAs) ALUs require 24 hour, 7 days week coverage, therefore CLAs who are scheduled to work holidays will be paid time and a half for those hours. CLAs that are not scheduled to work a holiday will not be paid for the holiday. Vocational Part-time Staff (Job Coaches) For the most part, Job Coaches are not scheduled to work holidays due to the fact that their clients do not work holidays. Job coaches will be paid based on the hours they would have been scheduled for that day. If circumstances require that a job coach works a holiday they will accrue time based on hours worked. Accrued holidays must be taken within 30 days of the actual holiday or it will be forfeited, unless this time limit is extended by the employee's supervisor. If an employee crosses departments they are only eligible for holiday time if Vocational is their home department. Target observes the following holidays annually: New Year's Day January 1 Martin Luther King's Birthday (Monday closest to Jan 15) Memorial Day May (Monday closest to May 30) Independence Day July 4 Labor Day September (first Monday) Thanksgiving Day November (fourth Thursday) Day after Thanksgiving November (fourth Friday) Christmas Eve December 24 Christmas Day December 25 For those employees who work Monday through Friday, if the holiday should fall on a Saturday, the Friday prior will be observed; if it falls on a Sunday, the Monday after will be observed. If the holiday pay puts a payroll period over 80 hours total, the employee may only use the amount of hours needed to make up to 80. The hours left will show on his/her time accumulation. Target Community & Educational Services, Inc. reserves the right to change the holiday schedule at any time. Bereavement Leave Bereavement leave may be used for up to three scheduled days for the death of immediate family members (spouse, children, parents, siblings and grandparents). Target Community & Educational Services, Inc. may also consider bereavement leave in other circumstances based upon the situation. The agency reserves the right to approve or deny bereavement leave.

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Jury Duty Upon receipt of notification from the state or federal courts of an obligation to serve on a jury or to act as a court witness, the employee should notify his/her supervisor. The employee is required to provide copies of the subpoena or jury summons to his/her supervisor and payroll. The supervisor will verify the notification and make scheduling adjustments to accommodate the employee’s obligation. Employees appearing as a plaintiff, defendant or for non-subpoenaed court appearance will not receive paid time off. Vacation or unpaid time should be used for these instances. A Target employee may use accrued leave time. The Director of Human Resources has authority to change, modify or approve exceptions to this policy at any time with or without notice. Travel Reimbursement Employees must make every effort to transport clients in company vehicles. If it is necessary to use a personal vehicle for company business because no Target vehicle is available, he/she will be reimbursed at .35 cents per mile, not to exceed $70 per month. Reimbursement over $70 is subject to approval by the employee's supervisor. To obtain reimbursement, the employee must complete an expenditure voucher and return it to the office. Reimbursement is subject to approval by the appropriate supervisor. Target Community & Educational Services, Inc. reserves the right to change this policy at any time. Family and Medical Leave (FMLA) Target Community & Educational Services, Inc. will comply with the Family and Medical Leave Act implementing Regulations as revised effective January 16, 2009. The company posts the mandatory FMLA Notice and upon hire provides all new employees with notices required by the U.S. Department of Labor (DOL) on Employee Rights and Responsibilities under the Family and Medical Act in Maryland. The function of this policy is to provide employees with a general description of their FMLA rights. In the event of any conflict between this policy and the applicable law, employees will be afforded all rights required by law. If you have any questions, concerns, or disputes with this policy, you must contact the Director of Human Resources in writing. A. General Provisions Under this policy, Target Community & Educational Services, Inc. will grant up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a covered service member with a serious injury or illness) during a 12-month period to eligible employees. The leave may be paid, unpaid or a combination of paid and unpaid leave, depending on the circumstances of the leave and as specified in this policy.

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B. Eligibility To qualify to take family or medical leave under this policy, the employee must meet all of the following conditions: 1) The employee must have worked for the company for 12 months or 52 weeks. The 12 months or 52 weeks need not have been consecutive. Separate periods of employment will be counted, provided that the break in service does not exceed seven years. Separate periods of employment will be counted if the break in service exceeds seven years due to National Guard or Reserve military service obligations or when there is a written agreement, including a collective bargaining agreement, stating the employer’s intention to rehire the employee after the service break. For eligibility purposes, an employee will be considered to have been employed for an entire week even if the employee was on the payroll for only part of a week or if the employee is on leave during the week. 2) The employee must have worked at least 1,250 hours during the 12-month period immediately before the date when the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by an employee. The FLSA does not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave should not be counted in determining the 1,250 hours eligibility test for an employee under FMLA. 3) The employee must work in a worksite where 50 or more employees are employed by the company within 75 miles of that office or worksite. The distance is to be calculated by using available transportation by the most direct route. C. Type of Leave Covered To qualify as FMLA leave under this policy, the employee must be taking leave for one of the reasons listed below: 1) The birth of a child and in order to care for that child. 2) The placement of a child for adoption or foster care and to care for the newly placed child. 3) To care for a spouse, child or parent with a serious health condition (described below). 4) The serious health condition (described below) of the employee. An employee may take leave because of a serious health condition that makes the employee unable to perform the functions of the employee's position. A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice or residential medical care facility, including any period of incapacity or any subsequent treatment in connection with such inpatient care or a condition that requires continuing care by a licensed health care provider. This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences. Generally, a chronic or long-term health condition that would result in

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a period of three consecutive days of incapacity with the first visit to the health care provider within seven days of the onset of the incapacity and a second visit within 30 days of the incapacity would be considered a serious health condition. For chronic conditions requiring periodic health care visits for treatment, such visits must take place at least twice a year. Employees with questions about what illnesses are covered under this FMLA policy or under the company's sick leave policy are encouraged to consult with the Director of Human Resources. If an employee takes paid sick leave for a condition that progresses into a serious health condition and the employee requests unpaid leave as provided under this policy, the company may designate all or some portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the necessary qualifications. 5) Qualifying exigency leave for families of members of the National Guard and Reserves when the covered military member is on active duty or called to active duty in support of a contingency operation. An employee whose spouse, son, daughter or parent either has been notified of an impending call or order to active military duty or who is already on active duty may take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. The qualifying exigency must be one of the following: 1) short-notice deployment, 2) military events and activities, 3) child care and school activities, 4) financial and legal arrangements, 5) counseling, 6) rest and recuperation, 7) post-deployment activities and 8) additional activities that arise out of active duty, provided that the employer and employee agree, including agreement on timing and duration of the leave. The leave may commence as soon as the individual receives the call-up notice. (Son or daughter for this type of FMLA leave is defined the same as for child for other types of FMLA leave except that the person does not have to be a minor.) This type of leave would be counted toward the employee’s 12-week maximum of FMLA leave in a 12-month period. 6) Military caregiver leave (also known as covered service member leave) to care for an ill or injured service member. This leave may extend to up to 26 weeks in a single12-month period for an employee to care for a spouse, son, daughter, parent or next of kin covered service member with a serious illness or injury incurred in the line of duty on active duty. Next of kin is defined as the closest blood relative of the injured or recovering service member. D. Amount of Leave An eligible employee can take up to 12 weeks for the FMLA circumstances (1) through (5) above under this policy during any 12-month period. The company will measure the

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12-month period as a rolling 12-month period measured backward from the date an employee uses any leave under this policy. Each time an employee takes leave, the company will compute the amount of leave the employee has taken under this policy in the last 12 months and subtract it from the 12 weeks of available leave, and the balance remaining is the amount the employee is entitled to take at that time. An eligible employee can take up to 26 weeks for the FMLA circumstance (6) above (military caregiver leave) during a single 12-month period. For this military caregiver leave, the company will measure the 12-month period as a rolling 12-month period measured forward. FMLA leave already taken for other FMLA circumstances will be deducted from the total of 26 weeks available. If a husband and wife both work for the company and each wishes to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent "in-law") with a serious health condition, the husband and wife may only take a combined total of 12 weeks of leave. If a husband and wife both work for the company and each wishes to take leave to care for a covered injured or ill service member, the husband and wife may only take a combined total of 26 weeks of leave. E. Employee Status and Benefits during Leave While an employee is on leave, the company will continue the employee's health benefits during the leave period at the same level and under the same conditions as if the employee had continued to work. If the employee chooses not to return to work for reasons other than a continued serious health condition of the employee or the employee's family member or a circumstance beyond the employee's control, the company will require the employee to reimburse the company the amount it paid for the employee's health insurance premium during the leave period. Under current company policy, the employee pays a portion of the health care premium. While on paid leave, the employer will continue to make payroll deductions to collect the employee's share of the premium. While on unpaid leave, the employee must continue to make this payment, either in person or by mail. The payment must be received in the Accounting Department by the agreement set forth with the employee. If the payment is more than 30 days late, the employee's health care coverage may be dropped for the duration of the leave. The employer will provide 15 days' notification prior to the employee's loss of coverage. If the employee contributes to a life insurance or disability plan, the employer will continue making payroll deductions while the employee is on paid leave. While the employee is on unpaid leave, the employee may request continuation of such benefits and pay his or her portion of the premiums, or the employer may elect to maintain such benefits during the leave and pay the employee's share of the premium payments. If the employee does not continue these payments, the employer may discontinue coverage

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during the leave. If the employer maintains coverage, the employer may recover the costs incurred for paying the employee's share of any premiums, whether or not the employee returns to work. F. Employee Status after Leave An employee who takes leave under this policy may be asked to provide a fitness for duty (FFD) clearance from the health care provider. This requirement will be included in the employer’s response to the FMLA request. Generally, an employee who takes FMLA leave will be able to return to the same position or a position with equivalent status, pay, benefits and other employment terms. The position will be the same or one which is virtually identical in terms of pay, benefits and working conditions. The company may choose to exempt certain key employees from this requirement and not return them to the same or similar position. G. Use of Paid and Unpaid Leave An employee who is taking FMLA leave because of the employee's own serious health condition or the serious health condition of a family member must use all paid vacation, personal or sick leave prior to being eligible for unpaid leave. Sick leave may be run concurrently with FMLA leave if the reason for the FMLA leave is covered by the established sick leave policy. Disability leave for the birth of the child and for an employee's serious health condition, including workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA. For example, if an employer provides six weeks of pregnancy disability leave, the six weeks will be designated as FMLA leave and counted toward the employee's 12-week entitlement. The employee may then be required to substitute accrued (or earned) paid leave as appropriate before being eligible for unpaid leave for what remains of the 12-week entitlement. An employee who is taking leave for the adoption or foster care of a child must use all paid vacation, personal or family leave prior to being eligible for unpaid leave. An employee who is using military FMLA leave for a qualifying exigency must use all paid vacation and personal leave prior to being eligible for unpaid leave. An employee using FMLA military caregiver leave must also use all paid vacation, personal leave or sick leave (as long as the reason for the absence is covered by the company’s sick leave policy) prior to being eligible for unpaid leave. H. Intermittent Leave or a Reduced Work Schedule The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member over a 12-month period).

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The company may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, in instances of when leave for the employee or employee's family member is foreseeable and for planned medical treatment, including recovery from a serious health condition or to care for a child after birth, or placement for adoption or foster care. For the birth, adoption or foster care of a child, the company and the employee must mutually agree to the schedule before the employee may take the leave intermittently or work a reduced hour schedule. Leave for birth, adoption or foster care of a child must be taken within one year of the birth or placement of the child. If the employee is taking leave for a serious health condition or because of the serious health condition of a family member, the employee should try to reach agreement with the company before taking intermittent leave or working a reduced hour schedule. If this is not possible, then the employee must prove that the use of the leave is medically necessary. I. Certification for the Employee’s Serious Health Condition The company will require certification for the employee’s serious health condition. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. The company may directly contact the employee’s health care provider for verification or clarification purposes using a health care professional, an HR professional, leave administrator or management official. The company will not use the employee’s direct supervisor for this contact. Before the company makes this direct contact with the health care provider, the employee will be a given an opportunity to resolve any deficiencies in the medical certification. In compliance with HIPAA Medical Privacy Rules, the company will obtain the employee’s permission for clarification of individually identifiable health information. The company has the right to ask for a second opinion if it has reason to doubt the certification. The company will pay for the employee to get a certification from a second doctor, which the company will select. The company may deny FMLA leave to an employee who refuses to release relevant medical records to the health care provider designated to provide a second or third opinion. If necessary to resolve a conflict between the original certification and the second opinion, the company will require the opinion of a third doctor. The company and the employee will mutually select the third doctor, and the company will pay for the opinion. This third opinion will be considered final. The employee will be provisionally entitled to leave and benefits under the FMLA pending the second and/or third opinion.

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J. Certification for the Family Member’s Serious Health Condition The company will require certification for the family member’s serious health condition. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. The company may directly contact the employee’s family member’s health care provider for verification or clarification purposes using a health care professional, an HR professional, leave administrator or management official. The company will not use the employee’s direct supervisor for this contact. Before the company makes this direct contact with the health care provider, the employee will be a given an opportunity to resolve any deficiencies in the medical certification. In compliance with HIPAA Medical Privacy Rules, the company will obtain the employee’s family member’s permission for clarification of individually identifiable health information. The company has the right to ask for a second opinion if it has reason to doubt the certification. The company will pay for the employee’s family member to get a certification from a second doctor, which the company will select. The company may deny FMLA leave to an employee whose family member refuses to release relevant medical records to the health care provider designated to provide a second or third opinion. If necessary to resolve a conflict between the original certification and the second opinion, the company will require the opinion of a third doctor. The company and the employee will mutually select the third doctor, and the company will pay for the opinion. This third opinion will be considered final. The employee will be provisionally entitled to leave and benefits under the FMLA pending the second and/or third opinion. K. Certification of Qualifying Exigency for Military Family Leave The company will require certification of the qualifying exigency for military family leave. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. L. Certification for Serious Injury or Illness of Covered Service member for Military Family Leave The company will require certification for the serious injury or illness of the covered service member. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. M. Recertification The company may request recertification for the serious health condition of the employee or the employee’s family member no more frequently than every 30 days and only when

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circumstances have changed significantly, or if the employee receives information casting doubt on the reason given for the absence, or if the employee seeks an extension of his or her leave. Otherwise, the company may request recertification for the serious health condition of the employee or the employee’s family member every six months in connection with an FMLA absence. The company may provide the employee’s health care provider with the employee’s attendance records and ask whether need for leave is consistent with the employee’s serious health condition. N. Procedure for Requesting FMLA Leave All employees requesting FMLA leave must provide verbal or written notice of the need for the leave to the Director of Human Resources. Within five business days after the employee has provided this notice, the Director of Human Resources will complete and provide the employee with the DOL Notice of Eligibility and Rights. When the need for the leave is foreseeable, the employee must provide the employer with at least 30 days' notice. When an employee becomes aware of a need for FMLA leave less than 30 days in advance, the employee must provide notice of the need for the leave either the same day or the next business day. When the need for FMLA leave is not foreseeable, the employee must comply with the company’s usual and customary notice and procedural requirements for requesting leave, absent unusual circumstances. O. Designation of FMLA Leave Within five business days after the employee has submitted the appropriate certification form, the HR manager will complete and provide the employee with a written response to the employee’s request for FMLA leave using the DOL Designation Notice. P. Intent to Return to Work from FMLA Leave On a basis that does not discriminate against employees on FMLA leave; the company may require an employee on FMLA leave to report periodically on the employee’s status and intent to return to work.

Inclement Weather Policy The CC and MC vocational programs will follow the closings of the CC or MC public schools. CC also follows the delay calls, however, MC does not. If schools are delayed in MC, the vocational program will open on time. If CC schools open with a delay (2-hours late, etc.), the CC vocational programs will open with the same delay. Regarding office and other salaried employees: For Carroll County employees: The CEO will make an announcement regarding office hours on a recorded phone message that may be reached by calling the Carroll County office (410-848-9090) and reaching extension 41. This message will be recorded by

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7am. The office may be open for regular hours, closed, or delayed. In case the CEO is not available to make the call, the Vice President for Administration will provide back-up on the same extension. For Montgomery County employees: The Vocational Director will call their staff and the CSLA Director will call their staff to determine if and when employees report to the office during inclement weather. If schools are closed, but the office is open all or part of the day, employees may take leave or comp time if they need to stay home with children (who are home from school) or do not feel safe driving given the weather conditions. However, you are asked to let your supervisor know of your plans by sending an email or making a phone call. For trainings, if schools are closed trainings will not be conducted at the office (MC and CC). If schools are delayed, morning trainings will be rescheduled, but afternoon trainings (any training scheduled to begin at 12 noon or after) will be conducted. Trainings lasting all day, for example from 9-3, will be rescheduled for both school cancellations and delays. This policy is subject to change at any time.

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Target Community & Educational Services, Inc. Personnel Policies

Section Four

On the Job

Employee Code of Conduct…42 Conviction…42 Confidentiality…43 Communication…43 Dress Code Policy…43 Smoking…45 Absences…45 Disciplinary Action and Procedure…46 Employee Evaluations…46 Training…48

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Employee Code of Conduct All employees of Target Community & Educational Services, Inc. are expected to conduct themselves in a professional manner at all times. Professionalism in the work environment enhanced the quality of services provided and creates a positive work place for clients and employees. Employees are Expected To: 1. Dress appropriately and report to work ready to perform job duties and focus on clients, or the task at hand. Employees are expected to follow the dress code as is outlined in this handbook. 2. Be honest and accurate in all documentation of reports, data, time records, or other significant documents related to self, client, or the agency. 3. Use agency and client funds appropriately and as authorized. 4. Use agency time appropriately and as authorized (i.e., breaks, personal phone calls, etc.). 5. Report to work, meetings, and other appointments in a timely manner. Follow Target’s leave time policy when calling in sick or using leave. 6. Interact with consumers, members of the community, and employees with politeness and respect at work and within the community. 7. Respectfully follow the direction of supervisors and use the appropriate chain of command when reporting a complaint or concern. Supervisors are also expected to be polite and respectful to employees. 8. Maintain client and employee confidentiality, both verbal and written. 9. Fulfill all job responsibilities as written in the job description, and/or as assigned. 10. Strive to provide the highest quality of services to Target’s clients. 11. Strive to improve quality of services in all areas of the organization. 12. Abide by all of Target’s policies and procedures (general, personnel, medical and accounting, etc.). 13. Comply with relevant law, legal regulations, and safety and security procedures. 14. Operate agency vehicles with respect and follow the 4/12 rule when driving. 15. Exhibit high standards of personal integrity and professional conduct. 16. Perform job duties as described in the job description and/or as directed by management.

Conviction Any employee convicted of a criminal offense is subject to review for possible dismissal. It is the duty of the employee to inform their supervisor and/or the Director of Human Resources of any conviction or arrest.

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Confidentiality Our jobs put us in touch with personal and private information about clients and other customers we serve, our co-workers and our agency. There are personal and legal implications to consider when releasing any information. To avoid harming an individual or the agency, we’re committed to protecting the confidentiality of records and information. We follow and obey all laws and regulations about releasing and sharing information, including electronically releasing information. Keep all client and employee records private and confidential. Don’t discuss identities, personal information or medical information with anyone who doesn’t have a legitimate business reason to know the information—either inside or outside Target Community & Educational Services, Inc.—even in casual conversation. If you do, you could cause harm even though you may not mean to. We often receive outside requests for records or information about clients, employees or about the agency. Make sure you know who should officially handle the request. We don’t want you to accidentally share confidential information that shouldn’t be shared. If not sure, check with your supervisor.

Communication

Use of the English Language As a condition of employment with Target Community & Educational Services, Inc., employees must be able to read, speak, write, and understand the English language. Employees are expected to converse in the English language during work hours.

Dress Code Policy

All employees are required to dress appropriately and in a manner that reflects well upon the organization and our clients. Many clients and visitors come to our office. Accordingly, it is important to maintain a business-like appearance, avoiding extremes in attire in the office and while representing the company within the community. If you have any questions regarding this policy, please check with the Director of Human Resources or your immediate supervisor. Different jobs necessitate different modes of dress, but the following are guidelines to all employees regardless of position. A. Be aware of the situation. Job coaches, CLAs, and CLMs on shift dress much differently than those who work in the office. However, if there is a meeting or other appointment that must be attended, then proper discretion should be used and attire should reflect appropriately upon the situation. Remember, when in the community, you represent our agency.

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-Attire should not be ragged or have holes. -Shoes must be worn at all times. Plastic thong-type flip-flops or beach shoes should NOT be worn at any time, including during direct care shifts. -Shirts should not reveal any part of the midriff, front or back. -Shirts should not be cut low at the neck, or reveal any part of the lower chest area. -Those in administrative positions should wear dress shirts. No t-shirts, please. -No spaghetti strap tops or tank tops or tops with narrow straps. -Dress skirts may be worn; however, they should not be inappropriately short. Skirts and dress shorts should be no shorter than about three inches above the knee. -Low rise pants are not appropriate unless they are worn with long enough tops to cover the entire midriff at all times (lifting, bending over, etc.) -Sweat pants & sweat shirts are not appropriate for the office or community appointments. -Clothing should not be too tight, or see-through in any way. B. Those in administrative positions must dress professional Monday through Thursday. C. Those in administrative positions may, on each Friday, dress in a more casual manner, but still professional. However, if the situation warrants (i.e. a formal meeting, a job interview, visiting job sites, medical appointments, etc.), professional attire must be worn. Please see additional guidelines set below. D. All staff, (particularly direct care staff) should take precautions when jewelry is worn at work. Large earrings and long necklaces, for example, may pose a safety risk if a client becomes aggressive. E. Ultimately, supervisors have the discretion to decide whether or not an employee’s attire is appropriate for the situation. Please see your supervisor for details. F. As a general rule, if you question whether or not your attire at work is appropriate, then it probably is not acceptable. G. Dress Code discipline policy: 1st Violation Verbal Warning 2nd Violation Written Warning 3rd Violation 30 Day probation 4th Violation Termination Policies Regarding Casual Fridays Employees contribute to the feeling and reputation of Target Community & Educational Services, Inc. in the way they present themselves and how they dress. A professional appearance is essential to a favorable impression within the agency and the community. Good grooming and appropriate dress reflect employee pride and respect for the organization.

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Managers and Administrators have the discretion to determine appropriateness in appearance. Employees who do not meet a professional standard may be sent home to change and will not be paid for that time off. A reasonable standard of dress rules out tight or short pants, low cut shirts or pants, tank tops, halter-tops or any extreme in dress, accessory, fragrances or hair. Management may make exceptions for special occasions. An employee unsure of what is appropriate should check with the manager or supervisor. Business casual dress will be permitted on Fridays. Business casual is defined as follows: Casual shirts: All shirts with collars, or appropriate blouses and shirts without collars. This will include casual shirts and blouses, golf and polo shirts. Inappropriate: Shirts with inappropriate slogans (alcohol, drugs, profanity, etc.), tank tops, muscle shirts and crop tops. Pants: Casual slacks, capris, and trousers. For office staff, dress jeans without holes or rips, etc., may be worn on Fridays only. Inappropriate: Shorts, except for dress shorts on Fridays. Dress shorts may be defined as khaki-type shorts, or longer jean shorts, NOT athletic shorts. Shorts should not come more than three inches above the knee. Footwear: Office staff: athletic shoes may be worn on Fridays only. Direct care staff: athletic shoes may be worn any day; however, plastic-thong type flip-flops or open toed shoes on shift are not permitted. This is for safety reasons. Some departments may require specific guidelines. Some people may need to leave work to change clothes for meetings and will need to use leave time. If no leave time is available, this will be unpaid time off.

Smoking: 100% Smoke Free Smoking is not permitted in company buildings or on or around company property, including ALUs. Smoking is not permitted in any vehicle when transporting clients and when working with clients. This policy may be amended, changed, or revoked at any time at the discretion of the agency.

Absences

It is essential that employees having direct-care responsibilities report to work when scheduled. In the event of a staff absence due to sickness or emergency, the employee is expected to notify his/her supervisor as early as possible, but not less than two hours prior to the start of the shift.

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If an employee has direct-care responsibilities and anticipates an absence for reasons other than sickness/emergency, he/she must notify the supervisor, find a replacement and have that replacement approved by the supervisor. Failure to do so will result in disciplinary action. Employees who are calling in sick must call the office if they are unable to reach their supervisor by phone. Additionally, failure to report to work without notifying a supervisor for two consecutive days will result in management concluding that the employee has terminated employment with Target. Target Community & Educational Services, Inc. reserves the right to discharge an employee for excessive lateness, absence, repeatedly leaving early, no call/no show, or absence from the work area without the supervisor’s permission.

Disciplinary Action and Procedure When/if a situation comes about which warrants disciplinary action; the appropriate supervisor may take the following steps: a. Verbal - Employee will be apprised of the inappropriate activity/behavior, and will be told the appropriate behavior expected by the organization. b. Written - If behavior persists, within 6 months of the first verbal warning, written documentation outlining the inappropriate behavior, the lack of response to the verbal warning and the procedure for improvement will be given to the employee, with a copy signed by the employee placed in his/her personnel file. c. Second Written Warning: Probation: If behavior persists, within 6 months of the first verbal warning, the employee may be placed on probation for a period of up to 30 days or suspension without pay for a period to be jointly determined by the appropriate Director and CEO, or dismissed from employment. d. Dismissal - If any above disciplinary action failed to bring about an improvement in the employee's behavior/performance, termination of employment will result. Note: One or more of the above steps may be omitted, prior to the dismissal of an employee, depending upon the severity of the problem and circumstances surrounding same. Target management's decision, in each case, is final and binding.

Employee Evaluations

Every employee is entitled to a fair evaluation of his/her performance on the job. The person who directly supervises an employee will evaluate that employee. The employee also completes the form to evaluate him/herself. In cases where a supervisor may not be

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completely familiar with all phases of an employee's job assignment, other supervisors also rate the performance. Evaluators then collaborate on completion of the final evaluation form. A meeting to discuss the evaluation and plans for future development may be held with the supervisor and employee. Both individuals have the opportunity to sign the evaluation, which is then placed in the employee's personnel file. Class Two Hourly Part-time (CLAs, CNAs, Job Coaches): These employees will receive evaluations based on the following schedule of hours worked: On or about: 520, 1040, 2080, 4160, 6240, 8320, 10400, 12480, 14560, 16640, 18720, and every 2080 hours worked thereafter. At the time of an hourly employee's evaluation, the supervisor(s) will determine whether the employee’s performance merits a 0, .15, .25, or .35 cent increase in accordance with a rating scale based on the job description items. Each item on the job description will be scored from 1-4: 4 points for exemplary, 3 points for proficient, 2 points for developing, and 1 point unsatisfactory performance. Scores will then be added, and the average taken to determine where the score falls on the scale. An hourly increase may then be given accordingly. This is subject to change. Scale based on average: 4 to 3.6 3.5 to 2.6 2.5 to 2 < 2 Class One Hourly Full-time Staff & Class One Management and Administrative Employees These employees will be evaluated after three months from date of hire, and then annually by their supervisor. Pay increases may or may not be tied with salaried employee evaluations, depending on when the evaluation is completed. Class Two (salaried): Community Living Managers See job description for evaluation procedure. Please note: An evaluation may be given without an increase tied to it. This is at the sole discretion of the agency and/or supervisor.

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Training Per COMAR regulations, all direct-care staff including Community Living Managers are required to satisfactorily complete the following mandated trainings:

Seizures/Epilepsy Choking and Dysphasia

*Fire safety *Communicable Diseases/OSHA

Aging Process of Individuals with DD Characteristics/Needs of the Population

Communication Community Integration/Inclusion

Employee Emergency Operation Plan (EOP) Fundamental Rights

IP/Supporting Individuals & Families in Making Choices *First Aid-renew every three years

*CPR-renew every year. *Behavioral Principle Strategy I and II **Medication Administration Training

Other trainings as determined by regulations and/or the agency. * Trainings that need to be recertified. ** These trainings are not required for all programs but employees in these programs may be required to attend at the discretion of their Supervisor. Target pays staff their hourly wage to attend all trainings. The training series should be satisfactorily completed in full within 90 days of the first day of employment. Failure to complete the training series within the first 90 days of employment (if employee is at fault) may result in termination of employment. Contact your supervisor with questions. Employees in all departments may be required to complete Driver Safety, Workplace Safety, Target’s Exposure Control Plan, and the Emergency Operations Procedure booklet. The Exposure Control Plan will be taken annually. Other trainings may be assigned. Failure to complete these additional trainings may result in termination. Employees are responsible for ensuring that all required trainings are successfully completed within the 90 day time frame. All training inquiries should be directed to the Director of Human Resources.

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Target Community & Educational Services, Inc. Personnel Policies

Section Five

Separation from Target Community & Educational Services, Inc.

Voluntary Resignation…50 Involuntary Separation...51 Exit Interview…51 References…51

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Voluntary Resignation A voluntary resignation means that you, as an employee, decide to end your employment relationship with Target Community & Educational Services, Inc. You can terminate your employment in several ways:

By presenting a written notice of resignation or retirement By not showing up or calling in for three consecutively scheduled work days By not returning to work at the end of an approved leave of absence

If you resign or retire, we expect you to give your supervisor and the Director of Human Resources at least two weeks written notice. Typically, it is expected that you will continue to work during the notice period. In some circumstances, we may accept your resignation immediately or at any time during your notice period. In addition, the agency will determine whether pay in lieu of notice is appropriate. If an employee terminates employment, a minimum of two weeks written notice is required from hourly employees. Thirty days written notice is required from administrative/management personnel and Community Living Managers. If proper written notice is given, employees with less than five years of service will be paid for up to one week of accumulated leave time not to exceed forty hours. All other accumulated leave time will be forfeited. If proper written notice is given, employees with five or more years of service will be paid up to two weeks of accumulated leave time not to exceed eighty hours. All other leave time will be forfeited. When an employee voluntarily resigns a position and immediately accepts another position, leave time will not be paid out; however, the employee will not lose any leave time or holiday time accumulated, but holiday time will be lost at the end of the fiscal year. Leave time will only be paid out when an employee resigns from the agency completely and gives proper notice. Employees failing to give proper notice of resignation forfeit all accumulated leave time. ***CLMs moving to a CLA position must resign, and then be rehired. CLMs will get 40 hours of leave time (if they have accrued that much) upon resignation. All additional time will be forfeited upon rehire as a CLA.

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Involuntary Separation An involuntary termination means that your supervisor or other superior has decided to end your employment with Target Community & Educational Services, Inc. Although we can terminate your employment for any reason under the provisions of employment at will, we normally make involuntary termination decisions based on the following: Misconduct: Misconduct occurs when serious work-related actions or inactions cause or could cause undue harm or liability to an individual or the agency. Violation of agency policy or the agency’s code of conduct are other examples of misconduct. If you are terminated for misconduct, you are not eligible to receive any notice or pay in lieu of notice and you will not be eligible for rehire. Performance Deficiencies: If you are unable to meet your job expectations your employment may be terminated. In most cases, your supervisor will follow the steps outlined in this handbook. Sometimes there isn’t time or a reasonable expectation that things will improve satisfactorily. And sometimes, things don’t improve satisfactorily regardless of intent or effort. If you are terminated for performance deficiencies, your supervisor and Human Resources will review the relevant facts to determine whether you are eligible for rehire. Grounds for dismissal include, but are not limited to, failing or refusing to fulfill the duties of an employee's position as outlined in the job description, violating the Code of Conduct or not following the policies and procedures outlined in this manual. Employees who are dismissed from employment with the Agency forfeit all accumulated leave time. If Target finds it necessary to terminate an employee for a reason other than a disciplinary action, the employee will be given a minimum of two weeks notice.

Exit Interview

Upon voluntary termination of employment, if the employee wishes, the employee should contact the Director of Human Resources to schedule an exit interview. Employees must leave a forwarding address with the Director of Human Resources for payroll purposes.

References

It is Target Community & Educational Services, Inc.’s policy to only provide dates of employment and position title when asked for an outside reference. An exception to this is if a signed release by the former (or current) employee accompanies the reference request. All reference requests must go through the Director of Human Resources.

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Alphabetical Listing of Topics and Sub-Topics with Page Numbers Absences…45 About Target Community & Educational Services, Inc….6 Agency Leadership…7 Basic Facts…5 Benefits Offered by the Employer…25 Bereavement Leave…31 Board of Directors…5 Classification of Employees…12 Communication…43 Community Living Services…5 Conditions of Employment…14 Confidentiality…43 Contact Information…8 Conviction…42 Disciplinary Action and Procedure…46 Dress Code Policy…43 Driving Procedures…22 Drug Free and Alcohol Free Workplace…14 Employee Code of Conduct…42 Employee Evaluations…46 Employment at Will…11 Equal Employment Opportunity…11 Exit Interview…51 FAQ and Contact Information…9 FMLA…32 Grievance Procedure…20 Harassment and Sexual Harassment…21 Health Benefits…25 Holidays…30 Inclement Weather…39 Involuntary Separation...51 Jury Duty…31 Mission Statement & Values...5 Personnel Files…20 Payroll Procedures…24 Paycheck Procedures…24 Recruitment, Interviewing, Selection…13 References…51 Referral Bonuses…27 Retirement Savings…26 Smoking…45 Timesheets…24 Time Off from Work…29 Training…48 Travel Reimbursement…32 Tuition Reimbursement…27 Vocational & Employment Services…7 Voluntary Resignation…50 Welcome Letter from the President & CEO...4

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Target Community & Educational Services

...Targeting Dreams, Fostering Opportunities

Mission Statement

Target Community & Educational Services, Inc. is dedicated to enhancing the lives of

individuals with disabilities through quality, community-based, residential, vocational,

recreational and family support services.

Value Statements

•We value programs and employees that provide a safe, normalized and high quality of life for all clients. •We value effective communication among employees, families, clients and the community. •We value well educated and trained employees who model appropriate instructional strategies. •We value an educated community, well informed about current services and issues for people with disabilities. •We value employees who empower clients to take an active role in their local community. •We value employees who take initiative and have high expectations for themselves and those we support. •We value effective partnerships with other service providers. •We value an environment that reflects a shared responsibility for the well-being of our clients.