J & J Educational Bootcamp - Employee Handbook

EMPLOYEE HANDBOOK

2021-2022

TABLE OF CONTENTS CONTINUED

Section III - Policies & Procedures on Conduct / Personnel

FACULTY HANDBOOK TABLE OF CONTENTS

Section I - Facts About Educational Bootcamp Our story Our mission Vision Core values Who we are Our promise

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Section II - Policies & Procedures on Time & Attendance / Paid Time Off Clocking In Purpose Eligibility Paid Time Off (PTO) Plan Requesting PTO PTO Scheduling Conflicts Black-out Times Voting Interns Minimum PTO Time Increments Notice of Absenteeism Resignition by Abandonment Rollover Practices Payment and Unused Leave Accrual Accrued Vacation Time 2020 / Payroll Pay Schedule for 2020 Employee Class

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Condcut Dress Code Smoking / Drugs & Alcohol Staff Parking Personnel Files Staff Meetings Safety Protocol Work Ethic & Expectations In Case of Emergency & What-To-Do-When Loss of Electricity Loss of Power - Hurricane Season Supplies & Ordering Work Ethic Staff Contact Info

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page 18

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Section IV - Policies & Procedures on Maintenance & Signage Accident Reports Use & Removal of Office / Audio Visual Equipment Office Maintenance & Housekeeping Keys Resignation / Termination Letterhead & Logos Emails Voice Mail Office Staff and Extensions

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Section V - Educational Bootcamp Inc. Vehicle Policy page 8

page 10 page 13 page 14

Qualifying for a Company Vehicle Company Vehicles for Employees with Disabilities Company Vehicle Rules Accidents Personal Use Company’s Responsibilities What Company is not Responsible for

page 22 page 23

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Section I - Continued Section I – Facts About Educational Bootcamp OUR STORY :

Educational Bootcamp was founded in 2005 by a team of educators and curriculum specialists. The purpose of the project was to strengthen the testing aptitude of school-aged students grades K – 8. The Science and Mathematics Bootcamp games were created from Educational Bootcamp’s quest for learning improvement. Teacher-made and student - approved, our games have proven to be a fun approach to the mastery of mathematics and science skills and the preparation of students for standardized testing.

WHO ARE WE :

For many consecutive years, all schools that use our Math & Science programs with fidelity, coupled with training, have increased their test scores significantly within the first year.

Educational Bootcamp offers teacher resources, hands-on fun and games that are rigorous, yet fun to play, and develop the core mathematics and science skills necessary for students to master the state assessment. The Educational Bootcamp products are an effective researched-based intervention for classrooms and/or small groups of students.

MISSION :

VISION :

CORE VALUES :

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To create fun-filled Math & Science interventions that builds and maintains depth of knowledge.

To strive to become the school-house brand for mathematics and science interventions by honoring our commitment to improve achievement in public, private, and/or charter schools throughout the U.S. COMMITMENT : OBJECTIVE : MASTERY : MEANINGFUL : ACCOUNTABILITY : NURTURING : DIVERSITY :

True Partners Focus on Impact Bring together skills within each benchmark Game play that re-enforces content Fully Aligned Standards Providing multiple opportunities for mastery Teach to reach all

Most schools throughout the United States struggle to move the students in the lowest 25%. Educational Bootcamp creates hands-on activities and games which guarantee improvements for students across all quartiles. Our strategy is to dredge out each benchmark and then provide extensive practice in every learning style. Our Math & Science Bootcamp programs build depth of knowledge, maintain previously taught skills, and act as a benchmark interpreter for teachers.

Our products are user-friendly and straight forward, though training is optional. The state standards are specifically printed on the game card questions, student work booklets, and teacher resource materials. At Educational Bootcamp, our passion is student achievement and our goal is COMMANDING RESULTS!

OUR PROMISE :

Through the year 2020 is our year of re-branding, Educational Bootcamp, we still guarantees that when our program is used with fidelity, schools will increase their test scores by at least SEVEN percentage points or higher.

EDUCATIONAL BOOTCAMP

10228 NW 50th Street Sunrise, FL 33351

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Section II – Continued Section II – Policies & Procedures on Time & Attendance / Paid Time Off CLOCKING IN • Clock in when you get to work, clock out for your Lunch Break, clock back in from your Lunch Break, and clock out for the day when you leave using Homebase. If your time needs to be adjusted for a valid reason, please use the Chat Box via Homebase system so that Managers are notified and can make necessary adjustments timely.

• Staff is permitted to leave the office during their break & lunch periods. However, persons who find it necessary to leave the building at any other time during the workday must have approval from a Manager. In case of an emergency, please notify one of the Managers that you need to leave and may (not) return to work.

• Each employee is entitled (by Florida Law), to have a 10 minute paid Break every 4 hours, and a 30 minute unpaid break every 6 hours; these breaks are mandatory.

PURPOSE Educational Bootcamp recognizes the importance of employees having the opportunity to have leisure time and attend to non-work matters. Therefore, the company will attempt to grant all full time employees Paid Time-Off (PTO) at the time they desire to take it. However, the company must maintain adequate staffing at all times.

ELIGIBILITY All regular, full-time, employees are eligible for Paid Time Off (PTO) accrual on an hourly basis. A fulltime day is equivalent to 7 to 8 hours per day and must be working 5 days per week.

PAID TIME OFF (PTO) PLAN Employees will accrue paid time off (PTO) which will be given with a flexible arrangement of usage at the employee’s discretion. These days can be used for sick time, personal, vacations, Jury Duty, or for any other reason the employee may need to take time off.

REQUESTING PTO An employee may request to use their Paid Time-Off (PTO) as early as necessary or as late as one hour before they are scheduled to report to work through Homebase. The request must be made 1 hr. prior to your scheduled shift. if not, paid time off will not be granted.

If you need to leave early, but are not using PTO, let Durrell, Carol, & Yasmin know through the Homebase messaging system. You do not need to request time off for leaving early if it is unpaid.

PTO SCHEDULING CONFLICTS When conflicts develop, they will be resolved fairly, but as deemed appropriate by management. All other factors being equal, preference will generally be given to the employee who makes the earliest request, but other legitimate factors may be considered, including seniority and the amount of vacation time already taken by the employees involved.

BLACK-OUT TIMES During Black-out times (usually August 2 - September 16), paid time off will not be granted. The dates will be announced and placed in writing each year but will always fall between August 2 through September 16. NOTE: If leave is taken during this time, it must be taken without pay.

VOTING Registered Voters may use their Leave to exercise their Voting Rights. Please place a request via Homebase system when doing so. You will be charged Leave for whatever time you’re not clocked-in.

INTERNS If hired as a full-time employee, full-time benefits will apply.

MINIMUM PTO TIME INCREMENTS Vacation may be taken by eligible employees, with prior supervisory approval, at times that best meet the requirements of the company. Employees must take PTO time in increments of at least one hour.

It is the supervisor’s responsibility to monitor such absences and to ensure that they do not become excessive in relation to the hours worked by the employee. The time off request must be made through HOMEBASE one hour in advance to using the time.

NOTICE OF ABSENTEEISM Generally, time off that exceeds two days must be submitted for approval through HOMEBASE at least one week in advance. Sick days may be called in no later than one hour prior to the employee’s official start time. If the employee is requesting vacation leave for family or medical purpose, the employee should make sure that this purpose is made clear to management. The supervisor must approve any exceptions to this provision or any conflicts in scheduling. Management may impose additional guidelines as necessary to ensure efficiency and adequate staffing levels.

In cases of emergency and / or if an employee becomes ill at work, they can request to use their PTO during their shift one hour before they leave via the Homebase system. If the employee cannot wait the hour, they may leave, but their paid time off will begin once the hour has come.

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Section II – Continued RESIGNITION BY ABANDONMENT Job abandonment is failure to show up for work for two consecutive days without prior notice. This action is considered resignation and will NOT be negotiated for reinstatement. Furthermore, employees that do not give notice prior to the start of their shift, will not be paid. **Note: All verbal requests for shift changes or PTO will not be official. All requests must be made through Homebase.

ROLLOVER PRACTICES

Section II – Continued Example 3: Employee starts September 31, 2020: His/her vacation will begin to accrue on December 31, 2020. The second step will occur until January 1, 2022. This employee was hired before the January 1st start date.

All employees hired before July 2020 will begin their next increment on their anniversary date but will be moved one increment up on January 1, 2021.

As of January 2, 2021, all employees will no longer increase their anniversary date, but instead on January of each year.

Up to 40 hours of unused PTO days may be rolled over to the next year beginning December 31st of the current year. Unused days will be lost.

PAYMENT AND UNUSED LEAVE

ACCRUED VACATION TIME 2021 ( Clerical / Warehouse Employees ) based on 260 days

Employees will NOT receive pay for PTO time upon termination or resignation.

RIGHT TO CHANGE PTO LEAVE AT ANY TIME While it is the goal of the company to remain consistent in the PTO offerings, Educational Bootcamp does reserve the right to increase or decrease leave allowances at any time. It is our goal to have employees earn PTO time at a rate that is in alignment with national standards for our industry.

However, in extreme unforeseen cases adjustments to work hours, PTO offerings, and layoffs may be necessary.

ACCRUAL PTO by the eligible employee is earned and will accrue hourly for the hours worked and/or for approved PTO time or fraction thereof, amounts: PTO Increments will occur for every full-time employee on January 1st of each year. An employee that leaves for more than 260 workdays will start all over again at year 1. New employees will begin to accrue after 90 days but will not get their 1st step until they have completed at least one full calendar year from January to January of the following year.

YEAR

HOURS EARNED

1 2 3 4 5 and 6 7 and 8 9 and 10 11 and 12 13 and 14 15 and 16 17 and 18 19 and 20+

1 1 1 1 1 1 1 1 1 1 1 1

EQUIVALENT HOURS 152 160 168 176 184 192 200 208 216 224 232 240

DAYS 19 20 21 22 23 24 25 26 27 28 29 30

Example 1: Employee starts November 1, 2020: His/her vacation will begin to accrue on February 1, 2021. The second step will not occur until January 1, 2023.

Example 2: Employee starts January 15, 2020: His/her vacation will begin to accrue on April 15, 2020. The second step will not occur until January 1, 2023. This employee missed the January 1st start date.

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Section II – Continued

Section II – Continued

PTO by the eligible MANAGEMENT / TEACHING STAFF is earned and will accrue hourly, or fraction thereof, amounts:

• At a rate of 1.00 hour earned per 0.9559 hours worked, from the date of hire to the first full pay period in January which follows 19 & 20+ YEARS of service (equivalent to approximately 272 hours or 34 days in the first year).

• At a rate of 1.00 hour earned per 1.354 hours worked, from the date of hire to the first full pay period in January which follows ONE YEAR of service (equivalent to approximately 192 hours or 24 days in the first year).

• At a rate of 1.00 hour earned per 1.3 hours worked, from the date of hire to the first full pay period in January which follows TWO YEARS of service (equivalent to approximately 200 hours or 25 days in the first year).

• At a rate of 1.00 hour earned per 1.25 hours worked, from the date of hire to the first full pay period in January which follows 3 & 4 YEARS of service (equivalent to approximately 208 hours or 26 days in the first year).

• At a rate of 1.00 hour earned per 1.204 hours worked, from the date of hire to the first full pay period in January which follows 5 & 6 of YEARS service (equivalent to approximately 216 hours or 27 days in the first year).

• At a rate of 1.00 hour earned per 1.161 hours worked, from the date of hire to the first full pay period in January which follows 7 & 8 of YEARS service (equivalent to approximately 224 hours or 28 days in the first year).

• At a rate of 1.00 hour earned per 1.121 hours worked, from the date of hire to the first full pay period in January which follows 9 & 10 YEARS of service (equivalent to approximately 232 hours or 29 days in the first year).

• At a rate of 1.00 hour earned per 1.083 hours worked, from the date of hire to the first full pay period in January which follows 11 & 12 YEARS of service (equivalent to approximately 240 hours or 30 days in the first year).

ACCRUED VACATION TIME 2021 ( Management Employees / Teaching Staff ) based on 260 days

YEAR

HOURS EARNED

1 2 3 4 5 and 6 7 and 8 9 and 10 11 and 12 13 and 14 15 and 16 17 and 18 19 and 20+

1 1 1 1 1 1 1 1 1 1 1 1

EQUIVALENT HOURS 192 200 208 216 224 232 240 248 256 264 272 280

DAYS 24 25 26 27 28 29 30 31 32 33 34 35

• At a rate of 1.00 hour earned per 1.048 hours worked, from the date of hire to the first full pay period in January which follows 13 & 14 YEARS of service (equivalent to approximately 248 hours or 31 days in the first year).

• At a rate of 1.00 hour earned per 1.016 hours worked, from the date of hire to the first full pay period in January which follows 15 & 16 YEARS of service (equivalent to approximately 256 hours or 32 days in the first year).

• At a rate of 1.00 hour earned per 0.9849 hours worked, from the date of hire to the first full pay period in January which follows 17 & 18 YEARS of service (equivalent to approximately 264 hours or 33 days in the first year).

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Section II – Continued

Section II – Continued PAY SCHEDULE FOR - 2021

PAYROLL Processed every 2 - weeks and staff is paid ( Friday of ) the following week.

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PAY PEROID

PAYROLL DATE

12/21/2020 - 1/3/2021

1/8/2021

1/4/2021 - 1/17/2021

1/22/2021

1/18/2021 - 1/31/2021

2/5/2021

2/1/2021 - 2/14/2021

2/19/2021

2/15/2021 - 2/28/2021

3/5/2021

3/1/2021 - 3/14/2021

3/19/2021

3/15/2021 - 3/28/2021

4/2/2021

3/29/2021 - 4/11/2021

4/16/2021

4/12/2021 - 4/25/2021

4/30/2021

4/26/2021 - 5/9/2021

5/14/2021

5/10/2021 - 5/23/2021

5/28/2021

5/24/2021 - 6/6/2021

6/11/2021

6/7/2021 - 6/20/2021

6/25/2021

6/21/2021 - 7/4/2021

7/9/2021

7/5/2021 - 7/18/2021

7/23/2021

7/19/2021 - 8/1/2021

8/6/2021

8/2/2021 - 8/15/2021

8/20/2021

8/16/2021 - 8/29/2021

9/3/2021

8/30/2021 - 9/12/2021

9/17/2021

9/13/2021 - 9/26/2021

10/1/2021

9/27/2021 - 10/10/2021

10/15/2021

10/11/2021 - 10/24/2021

10/29/2021

10/25/2021 - 11/7/2021

11/12/2021

11/8/2021 - 11/21/2021

11/26/2021

11/22/2021 - 12/5/2021

12/10/2021

12/6/2021 - 12/9/2021

12/24/2021

12/20/2021 - 1/2/2022

1/7/2022

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Section II – Continued Section III - Policies & Procedures on Conduct / Personnel

EMPLOYEE CLASS Class 1:

Hourly employee (34 - 40+ hours) in the office

CONDUCT

Class 2:

Salary employee (40+) hours in the office

Class 3:

Salary employee (32+ hours) in the office

• ALL STAFF are expected to conduct themselves in a professional manner when communicating with Educational Bootcamp customers. Further, at no time is profane language, vulgarity, or yelling / disrespecting of others acceptable in the workplace.

Class 4:

Salary employee (30+ hours) out of the office

Class 5:

Salary employee (30 hours) out of the office

Class 6:

1099s (Independent Contractor in the office)

• Refrain from searching the Internet/Websites out of work assignments, on company’s time. The computers set up in the Training Room may be used on your break and/or lunch.

Class 7:

1099s (Independent Contractors out of the office)

CELL PHONE POLICY

• Refrain from use of your cell phones in the office and on company’s time; staff are allowed to step outside and take emergency phone calls.

The Educational Bootcamp Inc. cell phone policy offers general guidelines for using personal and company cell phones during work hours. The purpose of this policy is to help us all get the most out of the advantages cell phones offer our company while minimizing distractions, accidents, and frustrations improper cell phone use can cause.

The following are Educational Bootcamp Inc.’s basic guidelines for proper employee cell phone use during work hours. In general, cell phones should not be used when they could pose a security or safety risk, or when they distract from work tasks.

• • • • • • •

Never use a cell phone while driving.

Never use a cell phone while operating equipment.

Do not use cell phones for surfing the internet or gaming during work hours.

Avoid using work cell phones for personal tasks.

Avoid using personal cell phones during scheduled shift unless you are on break.

Do not use cell phones during meetings.

Do not use cell phones to record confidential information.

We realize the cell phones can be great tools for our employees. We encourage employees to use cell phones when: • •

• • •

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making or receiving work calls in the appropriate place and situation to do so using for other work-related communication, such as text messaging or emailing, in appropriate places and situations scheduling and keeping track of appointments carrying out work-related research keeping track of work tasks

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Section III - Continued • •

keeping track of work contacts using during breaks, or in cases of an emergency, outside or in the training room

Disciplinary Action: Improper use of cell phones may result in disciplinary action. Continued use of cell phones at inappropriate times or in ways that distract from work may lead to having cell phone privileges revoked.

Cell phone usage for illegal or dangerous activity, for purposes of harassment, or in ways that violate the company confidentiality policy will result in employee reprimand that may lead to termination.

Section III - Continued SAFETY PROTOCOL • No staff should be in the Warehouse area unauthorized as this presents a liability and safety hazard!

• If / when allowed in the Warehouse, please prioritize CAUTION! • Do not remove supplies and/or items from the warehouse without permission to avoid loss or misplacement of these things.

DRESS CODE

• NO CHILDREN are allowed in the workplace as this presents a liability for the company.

Educational Bootcamp is a private company. Although contact with visitors or customers is infrequent, a business casual dress code is expected. No transparent leggings, halter tops, shorts, low-cut blouses, uncovered tank-tops, nor short skirts/dresses are allowed. Whenever in doubt, wear one of your uniform shirts as a top or jacket, with loosely fitted bottoms.

• Please meet any / all VISITORS OUTSIDE THE OFFICE

SMOKING / DRUGS & ALCOHOL The use of tobacco, alcohol or non-prescription drugs is strictly prohibited in the workplace. If at any time an employee’s behavior is unprofessional due to the use of alcohol and/or drugs, a Reprimand is in order which can accompany termination and possible authoritative removal (Police escort), from the Educational Bootcamp premises.

STAFF PARKING

WORK ETHIC & EXPECTATIONS • DEADLINES: It is imperative that all staff adhere to the deadlines given for work assignments and projects. Due to the nature of our business, we do our best to maintain a level of excellence even while executing qualitative product and materials expeditiously. If for any reason you encounter challenges that prevent you from completing a given assignment timely, please advise the Office Manager (Yasmin Malik); so that she can assist you with what’s needed. Further, please see Yasmin regarding any and all operations matters. Sabrina will be available to assist with Math & Science Bootcamp. When tasks are completed, you are required to let Sabrina and / or team associated with the task know.

PERSONNEL FILES

• COMPANY’S MAIL: Please refrain from receiving/accepting the Company’s mail and/or packages.

When Delivery Drivers/Postal Worker arrives, please notify the Front Office Staff and they will be signed/received on behalf of the company. Further, do not review/remove the company’s mail that may be at the front desk, waiting to be picked up by a member of management.

Educational Bootcamp Employee files are kept secured and can be reviewed by staff person by scheduling a day/time with HR Administrator (Durrell Knight) or HR Coordinator (Carol Ruiz).

• BULK DELIVERIES: All Bulk Deliveries will be received on the loading deck, in the back of the building. Daryl and/or Lee are to be notified when Fed-Ex arrives.

STAFF MEETINGS

• LOST & FOUND: If at any time something is lost, please notify a manager; they will alert the staff so that it can be claimed expeditiously.

Educational Bootcamp Staff are asked to park in the vacant spaces closest to the office.

ALL STAFF are expected to attend scheduled Quarterly Staff Meetings; as well as those meetings that may be take place impromptu, in cases of urgent matters or situations that may arise unexpectedly.

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IN CASE OF AN EMERGENCY & WHAT-TO-DO-WHEN Should an emergency occur in the office, please notify a manager and they will make the appropriate calls (First Responders, Emergency Contact, etc.).

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Section III - Continued

Section III - Continued

LOSS OF ELECTRICITY In the event of a power outage (severe weather/act of nature) while we’re working, a manager will be responsible for resetting the Server, and each staff member will reset their own desk phone. If resetting does not work and loss of power is for an extended period of time, instructions will be given by a manager. The Utilities companies can be contacted at following numbers: FPL (800-226-3545); Comcast (800) 934-6489; Burglar Alarm Services, Inc. (954) 963-3366.

LOSS OF POWER – HURRICANE SEASON South Florida’s geographical area is known for Hurricanes and, sometimes, catastrophic weather. In the event a Hurricane Warning is issued by the Local Weather Authority, precautions will be taken to ensure the safety of all staff personnel in the office that day. Management is aware that some staff members live in one area and commute to the office in another. If a Hurricane makes landfall in the South Florida, Management has the updated Emergency Contact Information of each employee and will make every effort to communicate with everyone personally for a wellness check, as well as notify you of the office closing/re-opening dates and time.

Natural disasters sometimes prohibit the use of mobile/digital devices due to loss of electricity, displacement and/or evacuation (mandatory or if voluntary precautionary measures were taken). In this case, Management will be trying to contact you to confirm that you’re safe. If no one from management makes contact with you within 24 hours, please make every effort to contact a Manager and confirm that you are safe.

SUPPLIES & ORDERING Management will order supplies. If at any time something is needed for one of the copy machines, please notify Durrell.

WORK ETHIC It is management’s desire for the Educational Bootcamp Team to operate cohesively. Our goal is to create a work atmosphere for staff where excellence in productivity, respect, and appreciation is prioritized for our company and your personal growth.

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Office Manager & HR Administrator Contact Info.

Yasmin

305-343-0405

Durrell

954-559-4496

Staff Contact Info.

Carol

305-588-8766

Charlyne

305-609-8895

Farooq

305-986-5756

Herwins

404-996-9427

Jackeline

954-829-8163

Sadiq

305-965-4867

Shannon

407-284-7335

* only in case of emergency Sabrina

954-226-9983

Lee

954-707-2946

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Section IV - Continued Section IV - Policies & Procedures on Maintenance & Signage ACCIDENT REPORTS Any staff member is who injured on the job is required to report the incident to management immediately. The injured staff must also fill out an Accident Report.

USE & REMOVAL OF OFFICE/AUDIO VISUAL EQUIPMENT • Checking – out: Any company equipment (laptops computers, cameras) and / or cars should be checked out with Durrell, (or a member of Management in her absence).

OFFICE MAINTENANCE & HOUSEKEEPING (INCLUDING RESTROOMS) • All staff is expected to keep their work spaces/offices clean (dusted, trash emptied daily, floor vacuumed periodically).

• Clean up behind yourself in the common areas (restrooms and kitchenette areas). Although we have someone who assists with the upkeep of the office, the entire office staff is responsible for keeping the of the work office tidy.

• Shut-down your computer(s) and turn off all the lights and the A/C units, if/when you’re the last to leave the building.

KEYS Staff members are responsible for their keys. It is imperative for you to give these items the same attention as you do your personal keys. This is part of your professional responsibilities. All keys issued are to be strictly accounted for, and in case of loss, a report should be made immediately to Durrell.

Staff members should never duplicate keys. Requests for lost/replacement of keys may incur a cost on your behalf.

RESIGNATION / TERMINATION Upon Resignation or Termination, any and all Educational Bootcamp Bank/Debit Cards, uniform shirts, Name Badge(s), unused Business Cards, keys, digital equipment, and anything else bearing company’s Brand must be returned to management expeditiously; otherwise a cost will be incurred by exiting employee / staff.

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LETTERHEAD & LOGOS The Company’s letterhead, logo, and/or mascot should be used for official business only. Under no circumstance should they be used for anything else.

EMAILS Emails should be reviewed/edited by Durrell (and she will have Yasmin review/edit if necessary), before being sent to customers.

VOICE MAIL Voice mail should be checked daily for pending messages. The pass code for the each phone is the extension of that phone.

OFFICE STAFF & EXTENSIONS

305-423-1999 305-423-1132

Corporate Office Office Fax

NAME

DEPT / POSITION

EXTENSION

Alex

IT Tech

3857

Carol

Accounting Clerk

3864

Charlyne

Bootcamp Trainer / Sales

3859

Durrell

HR / Legal Director

3862

Farooq

Marketing Assistant

3854

Front Desk

Vacant

3842

Herwins

Learning Mgnt. / Systems Tech.

3860

Jackeline

SBW / Lab Technician

3848

Lee

Plant Manager

3858

Sabrina

Lead Educational Specialist / Trainer

3841 / 3861

Sadiq

Graphic Designer

3853

Shannon

Marketing Director

3863

Yasmin

Office Manager

3849

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Section V - Continued Section V - Educational Bootcamp Inc. Vehicle Policy The Educational Bootcamp Inc. company vehicle policy gives employees guidelines for obtaining, qualifying for, and using a company vehicle. A “company vehicle” is any vehicle Educational Bootcamp Inc. assigns to employees. This policy applies to all employees who use a company vehicle and applies during and outside of working hours.

QUALIFYING FOR A COMPANY VEHICLE Employees may qualify for a company vehicle if they drive 500 miles or more per year for work purposes, need a company vehicle for their daily work, or are supposed to get use of a vehicle as a benefit. If you have not been assigned a company vehicle and believe you need one, contact HR. To be eligible for a company vehicle, employees must complete a form and submit a copy of their driver’s license. Employees are only allowed to drive a company car if they have a valid driver’s license and a clean driving record for at least [3 years].

A clean driving record means the employee has not been held at fault for a car accident or arrested on charges of violating vehicle and traffic laws. Educational Bootcamp Inc. can assign and revoke access company vehicles at its discretion.

COMPANY VEHICLES FOR EMPLOYEES WITH DISABILITIES Educational Bootcamp Inc. will make reasonable accommodations to facilitate company vehicle use for eligible employees with disabilities.

COMPANY VEHICLE RULES • • • • • • • • • • • •

Obey traffic laws in your jurisdiction and be courteous toward other drivers.

Document driving expenses.

Monitor gas, tire pressure, and all fluid levels.

Report any damage or problems to your assigned vehicle immediately.

Report changes to your driver privileges, such as driver’s license suspension, immediately.

Always lock company cars.

Bring vehicle to scheduled maintenance appointments.

Do not drive while intoxicated, fatigued, or on medication that affects your driving ability.

Do not smoke in any company vehicle.

Do not lease, sell, or lend a company vehicle.

Do not use a phone or text while driving.

Do not allow unauthorized drivers to use a company vehicle unless required by an emergency.

ACCIDENTS •

•

•

Contact the Educational Bootcamp Inc. HR department immediately. They will contact the

insurance provider.

Follow legal guidelines for exchanging information with other drivers and report the accident to local police if required.

Do not guarantee payment or accept responsibility without company authorization.

PERSONAL USE Educational Bootcamp Inc. does not allow personal use of company vehicles (except for circumstances special approved by the company. Personal use includes using the vehicle for personal errands between business activities, to commute between the workplace and home, or using the vehicle outside of business hours unless authorized to do so. ** Note: All work safety rules continue to apply when a company vehicle is used for personal purposes.

COMPANY’S RESPONSIBILITIES • • • • •

Ensuring vehicles are safe before assigning them Scheduling regular maintenance Providing car insurance Retiring and replacing cars as needed Providing fuel (For employees only. All sub-contracted independent sales reps will pay for their own fuel, or the company will pay a percentage of the fuel per national standards, dependent on agreement set at onset of contract)

WHAT COMPANY IS NOT RESPONSIBLE FOR • • •

Paying fines employees receive while driving company vehicles they are responsible for.

Making bail for employees who are arrested while driving company cars.

Keeping the loaned vehicle clean. Employees/Contractors who are assigned a company vehicle shall be responsible for keeping the vehicle’s interior clean. If said employee/contra ctor’s residence in more than 50 miles from the company’s location, it will be the responsibility of the employee/contractor to also keep the exterior of the vehicle clean via a basic car wash.

** Note: Specialty services such as (Waxing, buffing, or comprehensive detailing will be paid for by the company)

Employees who violate company vehicle rules are subject to disciplinary actions which may include verbal and written warnings, suspension of vehicle privileges, termination, and legal action.

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Additional Notes : Additional Notes :

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MATH + SCIENCE INTERVENTION EXPERTS

10228 NW 50th Street Sunrise, FL 33351 305-423-1999 www. educationalbootcamp.com