Employee Probationary Period

The primary purpose of a work probationary period is to give both employers and new hires the opportunity to make sure the job is a good fit. It’s also used to give new hires an opportunity to receive proper training before they’re expected to meet certain standards, such as sales or production goals.

New employees working for Bright Braces go through a 90-day probationary period upon starting with the company. As an at-will employer, the company has the right to fire the new hire at any time without cause and likewise, the employee has the freedom to terminate employment during this timeframe.

· New hires receive the following during the probationary period:

· Extensive training and support from their supervisor

· Weekly check-ins with the supervisor to receive feedback

· Support for improving performance to meet expectations

· A copy of all company policies and procedures

· A written performance evaluation at the end of the probationary period

Upon successful completion of the probationary period, the new hire transitions to permanent employee status. Completing this probationary period does not guarantee continued employment with Bright Braces. Employment is at-will, and the new hire can be fired at any time with or without cause. The employee is subject to all company policies and procedures.

After 1 year, the new employee has access to all company benefits offered to regular full-time employees, per the company’s employee handbook. This includes:

· Vacation time

· Sick time and additional paid time off (PTO) per the handbook.

· Holiday pay

For more information on Employee Benefits, please refer to page: of this handbook.

Write-ups during the Probationary Period

If an employee receives a write-up during the probationary period, it is taken seriously as it may impact their continued employment. The specific consequences of write-ups during this period will depend on the severity and frequency of the infractions, as well as the overall assessment of the employee's performance and conduct.

While each situation is evaluated on a case-by-case basis, it is important to note that repeated or significant write-ups during the probationary period can lead to termi- nation of employment. The decision to terminate will consider the employee's ability to meet job expectations, integrate into the company culture, and demonstrate improvement in areas of concern.

The purpose of addressing write-ups during the probationary period is to provide timely feedback, identify areas for improvement, and allow for corrective action. Supervisors and HR personnel will work closely with the employee to discuss the concerns, provide support, and establish a plan for improvement if deemed appropriate.

Communication

Open Communication is encouraged throughout the probationary period. Employees are welcome to ask questions, seek clarification, and address any concerns they may have. It is important to remember that the probationary period serves as an opportunity for both the employee and the company to assess compatibility and ensure a good fit.

We are committed to providing a fair and supportive environment during this period and will strive to provide the necessary guidance for employees to succeed. However, if it is determined that termination is the appropriate course of action, it will be carried out in accordance with company policies and procedures.

We encourage all employees to utilize the resources available to them, communicate openly, and make efforts to meet job expectations during the probationary period.

Pay Period, Direct Deposit, and Payroll Access

Pay Period

Our company operates on a bi-monthly pay schedule. Payroll is processed and disbursed on the 1st and 15th of each month. This means that employees can expect to receive their salary or wages on these designated paydays. The pay period covers the work performed during the previous two weeks.

Direct Deposit

As part of our efficient payroll process, the company exclusively uses direct deposit for salary and wage payments. Direct deposit ensures the timely and secure transfer of funds directly into the employee's designated bank account.

Banking Information

To facilitate direct deposit, each employee is required to provide their banking account information. This includes the bank name, account number, and routing number. The company ensures the confidentiality and security of this information, following strict data protection measures.

Payroll Site and Access

To enhance transparency and accessibility, each employee will be provided with access to the payroll site. This site allows employees to view their electronic check stubs and access other important payroll-related information.

Login Information

Employees will receive their login information for the payroll site during their first week of hire. This will enable them to access the site securely and conveniently. Instructions on how to log in and navigate the site will be provided to ensure a seamless experience.

Benefits of Payroll Site Access:

The payroll site offers various advantages to employees, including the ability to:

· View and download electronic copies of their pay stubs.

· Access and update personal information, such as contact details and tax withholding information.

· Review annual earning statements and tax documents.

· Submit certain payroll-related requests, such as changes to direct deposit information or tax withholding status.

Maintaining accurate and up-to-date information on the payroll site is essential for smooth payroll processing and ensuring the accuracy of salary or wage payments.

We prioritize the security and privacy of our employees' information and take appropriate measures to safeguard their data. If you have any concerns or questions regarding the handling of your banking information or access to the payroll site, please contact management for assistance.

Requesting a Raise & Eligibility

We understand that employees may seek salary adjustments based on their performance, experience, and contributions to the company. To request a raise, employees should follow the procedures outlined below:

1. Timing and Eligibility:

· Raises may be considered after the 90-day probation period to allow sufficient time for evaluation and assessment of the employee's performance.

· Additionally, opportunities for raises may be available at specific milestones, such as the 1-year, 3-year, 5-year, and 10-year marks.

· However, it's important to note that while these milestones provide potential opportunities, raises are not guaranteed and will depend on factors such as performance, market conditions, and overall company financial health.

2. Prepare a Case:

· Prior to requesting a raise, employees should thoroughly evaluate their contributions, accomplishments, and growth within the company.

· Prepare a list of specific achievements, completed projects, increased respon- sibilities, additional qualifications, or notable contributions that demonstrate the value brought to the organization.

· Research industry standards and salary benchmarks to ensure the request aligns with fair compensation practices.

3. Schedule a Meeting:

· Request a meeting with your supervisor or appropriate management personnel to discuss the potential for a raise.

· Choose an appropriate time when your supervisor is available and not overwhelmed with other priorities.

· Clearly communicate the purpose of the meeting in advance, indicating that you would like to discuss your compensation and present your case.

4. Present Your Case:

· During the meeting, professionally and confidently present your case for a raise.

· Discuss your achievements, increased responsibilities, and any additional value you have brought to the company.

· Reference industry standards and salary research to support your request for fair and competitive compensation.

5. Be Open to Feedback:

· Listen to your supervisor's feedback and consider their perspective.

· Understand that a raise may not be immediately granted or may be subject to review and approval from higher-level management or the HR department.

6. Follow Company Procedures:

· Adhere to any specific procedures outlined in the company's compensation policy or employee handbook regarding requesting raises.

· Submit any required documentation or forms as instructed.

Please note that the decision to grant a raise will be based on multiple factors, including performance, market conditions, budget constraints, and overall company objectives. While we strive to provide competitive and fair compensation, it is important to manage expectations, as raises are not guaranteed and are subject to these factors.

We appreciate your dedication and contributions to the company and will consider all reasonable requests for salary adjustments based on the established procedures and guidelines.

Employee Benefits

After completing one year of continuous service with the company, employees become eligible for various benefits. We believe in recognizing and rewarding the commitment and dedication of our staff. The following benefits will be available to eligible employees:

1. Vacation Time:

· Eligible employees will receive two weeks (80 hours) of paid vacation time per year.

· Vacation time can be utilized for personal and leisure activities, allowing employees to rest and rejuvenate.

· Requests for vacation time should be submitted in advance, following the established procedures outlined by the company.

2. Sick Time:

· Eligible employees will be provided with 48 hours of sick time for unforeseen illness or medical appointments.

· Sick time can be used to recover from personal illness or to care for an immediate family member in need of assistance.

· Documentation may be required for extended periods of sick leave, as per company policy.

· Unused sick time will be paid out but will not be carried over to the following year to eligible employees., subject to certain limitations.

· Payouts will be processed in accordance with company policies and applicable legal regulations.

3. Bereavement:

· Employees are eligible for up to 16 hours of bereavement leave in the event of the death of an immediate family member, such as a spouse, child, parent, sibling, or grandparent.

· The bereavement leave is intended to provide employees with the necessary time to attend funeral or memorial services, make necessary arrangements, and grieve the loss of their loved one.

4. Holiday Pay: [See Page: 18]

5. Personal Time Off:

· Eligible employees are allocated 8 hours of PTO per calendar year. This time off is intended to be used for personal reasons, such as appointments, family commitments, personal errands, or leisure activities.

· Unused PTO hours will not be paid out to employees. It is a "use it or lose it" policy where any remaining PTO hours at the end of the calendar year will not carry over to the following year.

· Employees should plan and utilize their PTO effectively to ensure its benefits are fully realized within the calendar year.

Note: All requests and benefits are subject to approval and company policies and may be adjusted or modified at the discretion of the company. The specifics regarding accrual rates, carryover limits, and other details will be provided and communicated to each employee as needed.

Holiday Pay

This benefit recognizes the importance of holidays and compensates employees for their work during designated company holidays. Please review the following guidelines regarding holiday pay:

1. Eligibility:

· Employees who have successfully completed one year of continuous service with the company are eligible for holiday pay.

· This benefit applies to designated company holidays as determined by the company's holiday schedule.

2. Calculation and Payment:

· Holiday pay will be calculated based on the employee's regular rate of pay.

· If an eligible employee works on a designated company holiday, they will receive additional compensation for the hours worked in addition to their regular pay.

· If an eligible employee does not work on a designated company holiday, they will receive holiday pay equivalent to their regular working hours for that day.

3. Holiday Schedule:

· The company will establish and communicate a holiday schedule, outlining the specific days that are recognized as company holidays.

· The holiday schedule may include traditional holidays, such as Christmas, New Year's Day, Thanksgiving, and other culturally or regionally significant holidays.

We value our employees' dedication and recognize the significance of holidays. The holiday pay benefit serves as a token of appreciation for your commitment and contributions to the company's success.

Requesting Time Off

At our company, we understand the importance of work-life balance and the need for occasional time off. Employees are encouraged to request time off in advance to ensure proper planning and to minimize disruptions to workflow. To request time off, please follow the guidelines outlined below:

1. Submitting a Time-Off Request:

· Employees should submit a formal request for time off by using the company's designated time-off request process. This may involve filling out a form, utilizing an online portal, or following any other prescribed procedure established by the company.

· Time-off requests should be submitted well in advance of the desired time off, preferably as soon as the need for time off is anticipated or known. This allows supervisors and the HR department to review and plan accordingly.

2. Providing Relevant Information:

When submitting a time-off request, employees should include the following information:

· The desired dates and duration of the requested time off.

· The reason for the time off (e.g., vacation, personal reasons, family commitments, etc.).

· Any additional pertinent information or special considerations (e.g., need for coverage during absence).

3. Supervisor Approval:

· Once a time-off request is submitted, it will be reviewed by the employee's supervisor or an appropriate manager.

· The supervisor will assess the request, considering factors such as operational requirements, team coverage, and the employee's leave balance.

· Approval or denial of the time-off request will be communicated to the employee in a timely manner.

4. Planning and Communication:

· Employees are responsible for coordinating their workload and ensuring any necessary handover or coverage during their absence.

· It is important to communicate with colleagues and supervisors in advance, sharing pertinent information and providing any required documentation or instructions related to ongoing projects or tasks.

Please note that the company reserves the right to consider operational needs and may request rescheduling or deny a time-off request if it conflicts with business requirements. In such cases, the employee will be notified and offered alternatives if available.