Southwest Louisiana Credit Union Employee Handbook

SOUTHWEST LOUISIANA CREDIT UNION

EMPLOYEE HANDBOOK

WELCOME TO YOUR CREDIT UNION

1-1 Welcome to Southwest Louisiana Credit Union

To our new employees, this booklet is a word of welcome and introduction to our Credit Union. For our existing employees, it is a “thank you” for your efforts and the contributions you have made to our Credit Union.

We take pride in providing a high-quality product for our customers. The achievement of this goal depends on each employee doing their job, every day, to the best of their ability. In short, the continuing success and growth of Southwest Louisiana Credit Union depends on you.

It is our goal to make Southwest Louisiana Credit Union a great place for you to work, where you know your efforts will be appreciated. We hope to continue to build a spirit of cooperation and understanding between you and Southwest Louisiana Credit Union, which will assure continued success for both you, and the Credit Union.

You were selected to join our staff because we believe you have those qualities we look for in our employees. Our Credit Union’s reputation is based on the hard work and dedication of employees like you. We are proud to have you join us.

We are happy to have you as an employee and hope our association will be mutually satisfying and rewarding.

1-2 Definitions

Questions?

If you have questions regarding the information in this handbook, do not hesitate to consult with your manager.

The Chief Administrative Officer is responsible for employment-related issues such as payroll, benefits, and human resources. Questions relating to these, or other human resource issues, should be directed to your manager.

An interesting and challenging experience awaits you as an employee of Southwest Louisiana Credit Union (“Credit Union”). We have written this handbook to answer some of the questions you may have concerning the policies of the Credit Union. Please read it thoroughly and retain it for future reference. Should you have any questions regarding any policies, please ask your manager for assistance.

• The term “Credit Union” as used throughout this handbook means Southwest Louisiana Credit Union.

• The term “employee” as used throughout this handbook means those employees of Southwest Louisiana Credit Union.

• The term “employment” as used throughout this handbook means your employment with Southwest Louisiana Credit Union.

• The term “manager” means an individual in management, with the authority to assign, direct, and review the work of subordinates. The broad use of this term covers those serving in this capacity which may range from a manager to the CEO.

• The term “CEO” refers to the Chief Executive Officer who is responsible for all Credit Union operations.

• The term “Member” refers to a person holding at least one Credit Union share who has the opportunity to receive the Credit Union’s financial and related services and depending upon age has a right to vote at the annual meeting.

• The term “Membership in a Protected Employment Classification” is the term used in areas relating to Equal Employment Opportunity. Whenever used, these protected classes include all the following: race, ancestry, religion, color, sex, age, national origin, non-job-related handicap or disability and individuals with GED certificates.

This handbook is not a contract guaranteeing employment for any specific duration. Both you and the Credit Union have the right to terminate your employment at any time.

1. INTRODUCTION

Employment-at-Will

All employees of the Credit Union are considered “employees-at-will.” This means that the employee is employed for no specified duration of time and is free to resign at any time. Likewise, the Credit Union may end the employee’s employment at any time, with or without notice, for any or for no reason. This handbook does not constitute and should not be read to create any promise or contract, express or implied, by the Credit Union, or that the policies and benefits set forth will be guaranteed or followed in every case. Nothing in this handbook alters an employee’s at-will status, nor does it create any contractual guarantee, and it should not be relied upon as such.

1-3 Nature of Employment

The Handbook is intended to provide employees with a general understanding of our personnel policies. Employees are encouraged to familiarize themselves with the contents of the Handbook, for it will answer many common questions concerning employment with the Credit Union.

However, the Handbook cannot anticipate every situation or answer every question about employment. It is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor the Credit Union is bound to continue the employment relationship if they choose, at will, to end the relationship at any time.

In order to retain necessary flexibility in the administration of policies, the Credit Union reserves the right to change, revise, or eliminate any of the policies and/or benefits described in the Handbook, except for its policy of employment-at-will. The only recognized deviations from the stated policies are those authorized and signed by the management of the Credit Union.

The Credit Union will continue to:

• Direct and schedule the work force.

• Plan, direct, and control business operations

• Discontinue, reorganize, or combine any department or branch of the operation

• Change and discontinue rules, policies, and procedures.

• Restructure individual tasks and duties as deemed appropriate.

• Conduct the ordinary and customary functions of management.

WE WELCOME YOUR COMMENTS FOR IMPROVEMENT.

We will continue to be alerted to changing needs which will make your job at the Credit Union more rewarding.

1-4 Strategic Positioning Statements

Our Vision

• Eliminating poverty in our communities

Our Mission

• Financial empowerment for all Our Core Values

• Fun—Bringing pleasure and joy to others.

• Family—Employees, Members, and our Communities.

• Integrity—To be trustworthy, dependable and accountable for your actions.

• Innovation—Positively adapting to change and contributing ideas and solutions to workplace challenges or problems.

• Compassion—Respecting, supporting, and taking actions to help others.

1. INTRODUCTION

1-5 Employee Relations

The Credit Union maintains a positive communication climate in which the flow of timely, accurate, and candid information supports achievement of Credit Union goals and strengthening of Credit Union values.

Employees are always free to speak to the Chief Administrative Officer or any member of the management team for answers to any questions or concerns about their jobs, including any suggestions for improvement, concerns and complaints, or questions about the Credit Union.

The Credit Union believes that considering the individual in an employee-manager relationship provides the best climate for maximum employee development, dedicated teamwork, and the attainable goals for the Credit Union.

The Credit Union expects you to use your abilities to learn and adapt to what needs to be done in your work at the Credit Union. It is part of each employee's job to meet the principal components of our goals:

SERVICE: Know all the services the Credit Union has to offer its members, and know your center of responsibility. Learn all you can about other positions so your abilities will be enhanced, and the Credit Union will be known for having the best service professionals.

COMMITMENT: Ours is a business of human contact—more than anything else, we rely on member good will for our success. Learn to make their transactions with us a warm, friendly, and inspiring experience. The real "boss" for all of us is the member. Therefore, your commitment to your job will show each time you help a member.

CONFIDENTIALITY: As we collaborate with our members’ funds it is essential that ALL INFORMATION BE CONSIDERED STRICTLY CONFIDENTIAL . Our members have placed their trust in us. If the Credit Union allowed secrets to "leak out," we would lose members fast. Adopt the rule of, "Leave at the Credit Union what you have learned at the Credit Union."

We realize that no one person can meet these goals alone—that is why we use the teamwork approach. Each employee must realize, however, if one member of the team fails to perform, it will affect the results of the total team. In addition to doing your work well, we need your help and suggestions as to how to conduct our work better. Employees who do the work are often in the best position to know how the job can be done better or more efficiently, or how some unnecessary part can be eliminated. Everyone will be successful if we do our work to the best of our ability.

2. EMPLOYMENT POLICIES

2-1 Equal Employment Opportunity Policy

Southwest Louisiana Credit Union provides equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, national origin, age, transgender, disability, military status, or status as a Vietnam-era or special disabled veteran in accordance with applicable federal and state laws. The Credit Union’s continuing efforts to find sufficiently qualified people makes it necessary that discriminatory practices, if they exist, are eliminated and that individuals with talent, skills, and abilities be recognized and encouraged to work for the Credit Union through equitable personnel policies. In addition, the Credit Union complies with applicable state and local laws governing nondiscrimination in employment in every location in which the Credit Union has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Any employee with questions or concerns about any type of discrimination in the workplace is encouraged to bring these issues to the attention of your manager. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to corrective action, up to and including termination of employment.

An employee who feels that he/she has been subjected to discrimination by other employees, managers, or officers, should report in writing the incident or complaint directly to their manager or the CEO.

2-2 Immigration Law

Our policy, as an equal opportunity employer, is to employ persons legally entitled to work in the United States without regard to citizenship, place of national origin, or ethnic background. However, our policy, in conformity with the Immigration Reform and Control Act of 1986, is to hire only those who are eligible to work in the United States.

New employees, as a condition of employment, must provide actual documents verifying eligibility to work and complete INS form I-9. The conditions apply to rehired employees as well as new employees.

The Chief Administrative Officer will keep all I-9 forms and produce any or all of them upon request to any properly identified immigration officer or labor department official. Each form I-9 must be maintained for the longer of three years or the individual’s period of employment plus one year.

2-3 Employment Categories

It is the intent of the Credit Union to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and the Credit Union.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are not covered by the minimum wage and overtime requirements of the FLSA and are defined as executive, administrative and professional employees who are compensated at certain minimum levels on a salary basis of pay. As such, the 40-hour work week does not apply to this group. An EXEMPT employee is NOT eligible for overtime compensation.

2. EMPLOYMENT POLICIES

Often there are times when an EXEMPT employee puts in more than 40 hours a week due to travel or other demands which are considered a normal part of their duties. EXEMPT employees are expected to work the number of hours necessary to fulfill the responsibilities of their position. An employee’s EXEMPT or NONEXEMPT classification may be changed only upon written notification by the Credit Union.

In addition to the above categories, each employee will belong to one other employment category:

REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work the Credit Union’s full-time schedule of an average of 40 hours per week. Generally, they are eligible for benefits, subject to the terms, conditions, and limitations of each benefit program.

REGULAR PART-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work 32 or fewer hours per week . Regular part-time employees are eligible or some benefits, subject to the terms, conditions, and limitations of each benefit program.

TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain temporary status until notified of a change. While temporary employees receive all legally mandated benefits (such as workers’ compensation insurance and Social Security), they are ineligible for all the Credit Union’s other benefit programs.

2-4 Introductory Period

The first 90 calendar days of continuous employment for a new employee are an introductory period. This introductory period is provided as an opportunity for the employee and the manager to work together during this critical initial learning and adjustment period. The manager assesses the employee’s performance, and the employee is encouraged to take a close look at the Credit Union and his or her job to ensure that the right career decision has been made.

At the end of the introductory period, the manager may give a performance appraisal. The employee’s initial efforts are evaluated, and the employee then can discuss his or her impressions and desire to continue with the Credit Union.

The employee’s status at all times is that of an at-will employee. This means that this introductory period does not obligate him or her to remain the full 90 days, nor does it obligate the Credit Union to continue employment for that period. At the end of the introductory period, the employee’s classification changes to a “regular” Credit Union employee. As a regular employee, the employee remains employed “at-will,” meaning that the employee is free to resign at any time, and the Credit Union may end the employment relationship at any time, with or without notice, for any or no reason.

2-5 Employment Applications

The Credit Union relies upon the accuracy of information contained in the employee résumé, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

2. EMPLOYMENT POLICIES

2-6 Personal Data Changes

It is the responsibility of each employee to promptly notify your manager of any changes in personnel data as follows:

• Legal name

• Personal mailing address

• Telephone numbers

• Number and names of dependents

• Individuals to be contacted in the event of an emergency.

• Educational accomplishments

• Dependents covered by medical insurance.

• Beneficiary for life insurance or other employee benefit plans

• Other such status reports should always be accurate and current.

2-7 Access to Personnel Files

Southwest Louisiana Credit Union maintains a personnel file on each employee and all documents are properties of the Credit Union. The personnel file includes such information as the employee’s résumé, records of training, documentation of performance appraisals, salary increases, and other employment records.

You may review the contents of your personnel file, except for responses to reference requests, in the presence of Human Resources and your direct manager. If you wish to review your personnel file, submit a written request to Human Resources and your direct manager to arrange for an appointment.

To ensure that your personnel file is up to date at all times, notify your manager of any changes in your name, telephone numbers, home address, marital status, number of dependents, beneficiary designations, scholastic achievements, the individuals to notify in case of an emergency, and so forth.

2-8 Employment Reference Checks

The Credit Union limits responses to requests for employment references to a statement containing the following:

• Current or last job title

• Period of employment

Information regarding employee salaries is released only with the employee’s written permission. No other personal information to anyone outside the Credit Union unless it is required by law.

When a Credit Union employee is contacted for employment references or verification of employment for current or former employees, the caller should be directed to the Human Resources Department. Only if an employee authorizes the Credit Union in writing to release additional employment information will other information be provided. Forms authorizing the release of additional information are available from the Chief Administrative Officer.

2-9 Outside Employment

There are no restrictions about holding another job during unscheduled hours, as long as doing so does not affect your scheduled work or performance at the Credit Union. It should also not compromise the Credit Union’s interests and does not create a conflict with your obligation to the Credit Union, your co-workers, and our members. If you do have another job during unscheduled hours, you need to advise your manager.

2-10 Employment of Relatives

The Credit Union does not hire relatives of employees or elected officials of the Credit Union. This is done to support the Credit Union’s commitment to confidentiality. Certain positions encompass a sphere of influence that might present opportunities for accusations of favoritism or discrimination.

2. EMPLOYMENT POLICIES

The Credit Union defines relatives as:

Father, Mother, Wife, Husband, Sister, Brother, Daughter, Son, Aunt, Uncle, Nephew, Niece, Grandfather, Grandmother, Grandchild, Mother-in-Law, Father-in-Law, Son/Daughter-in-Law Employees who marry or become members of the same household may continue employment as long as there is not a direct or indirect manager/employee relationship or a conflict of interest. Southwest Louisiana Credit Union reserves the right to determine, in its sole discretion, how to address employees related by blood or marriage in accordance with the best interest of the Credit Union.

2-11 Bulletin Board

The bulletin board is designed so that official notices, announcements, and other information important to us as employees can be found in a convenient location. As a Credit Union employee, you should know where the bulletin board is located and make it a regular habit to check the bulletin board for current information of interest to you. In addition to the bulletin board, we will try to keep the lines of communication open through meetings and personal contact.

2-12 Lunchroom Facility

The lunchroom is provided for you to have a pleasant and clean area to take your lunch or rest break. Each of us is individually responsible for cleaning up our own eating area and leaving the lunchroom clean and neat for the use of our co-workers.

2-13 Housekeeping

Just as visitors to our homes form their opinions about us from the appearance of the place in which we live, visitors to the Credit Union form their opinions about us from the appearance of the place in which we work.

It is important that we earn the respect and confidence of our members and visitors by striving for good housekeeping. Well-cared-for equipment, and storing supplies out of sight and out of work areas, are just some of the fundamental points we need to keep in mind. Our time should be spent in a clean, safe environment. We need your help in keeping the Credit Union a place where we all are proud to work. Our environment will only be as good as we each make it.

2-14 Request for Credit Union Information

If you are approached by news reporters, magazine or trade publications, researchers, security analysts, charitable organizations, civic organizations, etc., and are asked for information about the Credit Union, please refer the individual to the Chief Executive Officer, Chief Operations Officer, or the President of the Board of Directors. You also could be questioned for information on the salary or work performance of fellow employees. These requests should be referred to the manager for a response.

Please do not give out any information, even if you feel you know the answer. Be polite and assure the caller you will notify the appropriate individual. Tell them they will receive a response as soon as possible.

This policy is in effect so confidential information about the Credit Union, its members and its employees are not given out inappropriately and to ensure inaccurate information is not released.

2-15 Lost & Found

If you lose or find personal items on our property, please advise your manager. A brief description will be posted on the bulletin board. Items appearing to have a value of less than $10.00 will be kept for no longer than 30 days. Items appearing to have a value of $10.00 or more will be kept no longer than 60 days. At the end of the holding period, unclaimed items will be turned in to a charitable institutions.

3. HOURS OF WORK/COMPENSATION

3-1 Attendance and Punctuality

To maintain a safe and productive work environment, the Credit Union expects employees to be dependable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on the Credit Union. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their immediate supervisor as soon as possible in advance of the anticipated tardiness, early departures, or absence.

Unauthorized or frequent absences are those in excess of paid time off benefits (such as personal time, vacation time, etc.). Excessive absences are defined as missing more than 3 days in excess of personal time and vacation time in any one calendar year because they are unauthorized, or unexcused. Employees may arrive no earlier than 10 minutes prior to the beginning of their required start time. In preparation for the workday, employees may be required to arrive 10 minutes prior to employees’ required start time.

Excessive tardiness is more than 4 times tardy in a 1-month period, and is grounds for disciplinary action, including termination of employment.

Should personal illness or emergency make it impossible for you to report to work or arrive late, you are required to call the immediate supervisor as soon as possible, however if you are unable to call you may appoint someone else to call on your behalf, preferably no later than the first hour of work (before 9:00 a.m.). The earlier you let the Credit Union know of your inability to report for work, the better. This gives us a chance to find a way to cover for you or get your work assigned to another employee. In the event of a personal illness or injury where you are absent for 3 or more days, the Credit Union may request a doctor’s certificate for you to return to work. Further, if an employee is absent on a Friday or a Monday, a doctor’s statement may be required. This includes Fridays or Mondays before or after a long holiday weekend.

Worker’s Compensation accidents/illness is treated the same as any absence. You should call in prior to your starting time each day of your absence unless other arrangements have been made with your manager.

Note: Any unscheduled absences that occur on the day before or after a scheduled holiday WILL result in the FORFEITURE of all holiday pay. (For example, If Christmas Eve and Christmas fall on a Thursday and Friday, and the employee calls in an unscheduled absence on Wednesday, they will not be paid the 16 hours associated with the 2 holidays.) If applicable the employee benefit time will be used. All Benefit Time MUST BE USED prior to any UNPAID TIME OFF.

If you don’t call into the immediate supervisor within 24 hours, you can be terminated. Failure to call in or report for work may be grounds for disciplinary action.

Poor attendance, including excessive absences and excessive tardiness, are disruptive. Any combination of unauthorized absences may lead to corrective action, up to and including termination of employment. If Poor attendance, including excessive absences and excessive tardiness occurs within a 12- month period, the employee will be subject to probation and any future violations within a 12-month period may result in termination.

3-2 Hours of Work

It is the policy of the Credit Union to compensate all employees for actual time worked; therefore, the Credit Union will be on actual time calculations. Employees are expected to report to work and return from scheduled breaks on time. If any unforeseen problems occur, contact your manager to get time verified or approval. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary. Overtime will be calculated after a regular 40 hours is worked, but the management reserves the right to adjust the hours of employees either by letting them come in later or leave early to compensate for hours worked over 8 hours each day. Activities performed before/after regular hours are counted as time worked if they are an integral and indispensable aspect of employees’ principal activities (for example, tellers counting out money drawers). This time constitutes hours worked and compensated.

The Credit Union may choose to compensate an employee for overtime work by either altering an employee’s weekly work schedule or allowing for overtime to be used to replace time lost during a particular pay period

3. HOURS OF WORK/COMPENSATION

(e.g., an non-exempt employee can be compensated for one hour of overtime worked on a Monday by allowing that employee to work only seven hours on Tuesday, or a nonexempt employee can be compensated for one hour of work time lost on Monday by replacing it with one hour of overtime worked on Tuesday).

Our normal work week consists of five 8-hour days, for a total work week of 40 hours. In addition, each work day includes one 60-minute unpaid lunch period.

3-3 Overtime Hours

Occasionally, extended workdays may be required to complete a task. The employee’s manager must approve all overtime in advance. Eligible employees (i.e., those who are “non-exempt” employees) will receive time-and-one-half of their regular hourly rates of pay for all hours actually worked over 40 hours in each workweek. Employees must put all overtime worked on their time-card.

No employee shall work overtime unless approved in advance by the employee’s manager Failure to work overtime when requested by your manager shall subject an employee to corrective action up to and including termination.

3-4 Compensation

The Credit Union considers an employee's salary to be an extremely confidential matter and, as such, will be discussed only between the employee and his/her Immediate manager.

The Credit Union endeavors to pay salaries at least equal to those paid within the community for similar duties, responsibilities, and standards of performance. Salaries will be reviewed on a yearly basis or upon promotion. The Credit Union strives to maintain competitive salaries consistent with the economic requirements of the Credit Union and the labor market. We review our existing salary ranges and make adjustments as the marketplace and our business allows. Human Resources, with the assistance of the CEO, will set pay rates for all newly hired personnel. Inexperienced applicants will be generally hired at the minimum salary of the specific job. If the applicant's previous training or job experience warrants, they may be hired at a higher level.

3-5 Paydays

Pay periods begin on Monday and end on Sunday. Employees are paid every Friday for the previous week’s work. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

In the event that a regularly scheduled payday falls on an employee’s day off, employees will receive pay on the last day of work before the regularly scheduled payday.

3-6 Meal Periods

All full-time employees are provided with one meal period each workday. Managers will schedule meal periods to accommodate operating requirements. Employees may choose to either leave the office for their meal period or have lunch in the break area.

3-7 Emergency Closings

If inclement weather conditions are extreme, the CEO and Board of Directors may declare an emergency closing. Notification of the closing will be made, if time permits, by 7:00 a.m.

If the CEO and Board of Directors do not declare an emergency closing, Credit Union employees are expected to use their good judgment and keep safety in mind when reporting for work during inclement weather conditions. If you are concerned that severe weather conditions would make driving unsafe, you should decide whether you should go to work or leave work early. We all have different driving situations. If you decide it would be unsafe for you to come

3. HOURS OF WORK/COMPENSATION

to work, it is imperative that you call your manager so they can reassign your workload to meet priorities and deadlines. You should be prepared to tell your manager about items in your responsibility area that need immediate attention. Those employees who are unable to report because of weather conditions will be given the option of using accrued paid time off such as Vacation Time or Personal Time.

3-8 Merit Increases and Promotions

The Credit Union appreciates the efforts that are being made by our conscientious employees. One of the ways we can show our appreciation is through a merit wage increase. Employees who work in a highly proficient and productive manner may be eligible to receive merit increases. Employees will be considered for an increase if the Credit Union, in its discretion, deems that their work performance merits such a raise The amount of such merit increase will vary from year to year and from employee to employee, depending upon several factors. These factors include the quality of the employee’s performance, quantity of his/her performance, ability to perform certain tasks within the employee’s trade, and the Credit Union’s financial condition. Employees are evaluated based on the recommendation of their managers for merit increases.

The philosophy of the Credit Union is normally to promote and/or transfer our employees from within whenever practical. Qualified Credit Union employees will be given consideration, together with qualified candidates from outside the Credit Union, for lateral or promotional opportunities. Our objective is to promote or hire the most qualified candidate for available openings.

As a Credit Union employee, you are urged to prepare yourself for advancement opportunities by accepting additional responsibilities and training opportunities with the Credit Union or by outside study. By doing so, you will be better prepared when future opportunities occur.

3-9 Reimbursed Expenses

It is our policy to reimburse you for necessary travel and other expenses incurred while you are engaged in Credit Union business. Expenses should be pre-approved by your manager and be within reasonable limits commensurate with the nature of your business assignment and the capacity in which you represent us.

When Credit Union business requires travel using your own vehicle, you will be reimbursed based upon the number of miles you travel in accordance with IRS Standard Mileage Rate. If you are required to travel further distances than is practical for an automobile, consult with your manager.

All business expenses must be turned into your manager for approval and reimbursement. An expense sheet must be filled out.

3-10 Garnishments

The Credit Union dislikes discussing the business of garnishing your wages for personal debts. However, a state law compels us to make deductions should garnishment proceedings be ordered against you. Protect your interests and credit standing in the community. We encourage you to keep your pay free from entanglements.

3-11 Workers Compensation

Credit Union employees injured in the course of employment are covered by Worker’s Compensation Insurance. One of the important requirements of this occupational insurance is that work-related accidents must be immediately reported to the office manager who will arrange for first aid and/or medical treatment and complete the required paperwork.

3-12 Social Security

The amount deducted from your earnings during each pay period is forwarded together with a matching amount from the Credit Union to the Federal Government. If you are interested, your nearest Social Security Office will furnish you with additional information.

4. EMPLOYEE PERFORMANCE AND CONDUCT

4-1

Performance Evaluations

Your manager is continuously evaluating your job performance. Day-to-day interaction between you and your manager should give you a sense of how your manager perceives your performance.

Performance reviews may be conducted at your manager’s discretion. New employees may be reviewed more frequently. A review may also be conducted in the event of a promotion or change in duties and responsibilities. During formal performance reviews, your manager will consider the following things, among others:

The primary reason for performance reviews is to identify your strengths and weaknesses in order to reinforce your good habits and develop ways to improve in your weaker areas. This review also serves to make you aware of and to document how your job performance compares to the goals and description of your job. This is a good time to discuss your interests and future goals. Your manager is interested in helping you to progress and grow in order to achieve personal as well as work-related goals—perhaps he or she can recommend further training or additional opportunities for you.

4-2 Employee Conduct and Work Rules

As an integral member of the team, you are expected to accept certain responsibilities, always adhere to acceptable business principles in matters of personal conduct, and exhibit a high degree of personal integrity. This not only involves sincere respect for the rights and feelings of others, but also demands that both in your business and your personal life you refrain from any behavior that might be harmful to you, your coworkers, and/or the Credit Union, or that might be viewed as unfavorable by current or potential customers or by the public at large.

Whether you are on or off duty, your conduct is reflected on the Credit Union. You are, consequently, always encouraged to observe the highest standards of professionalism.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in corrective action, up to and including termination of employment.

; Theft of any kind, including stealing from member accounts, over-payment of dividends and creating fictitious loans, inappropriate removal or possession of the Credit Union’s, an employee’s, or a member’s property.

; Dishonesty, including falsification of timekeeping records, expenses, and any Credit Union records.

; Forgeries of any kind.

; Working under the influence of alcohol or illegal drugs.

; Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment.

; Fighting or threatening violence in the workplace.

; Boisterous or disruptive activity in the workplace.

; Negligence or improper conduct leading to damage of employer-owned or member-owned property.

; Insubordination or other disrespectful conduct.

; Violation of safety or health rules.

4. EMPLOYEE PERFORMANCE AND CONDUCT

; Sexual or other unlawful or unwelcome harassment.

; Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.

; Excessive absenteeism or any absence without notice.

; Unauthorized absence from workstation during the workday.

; Unauthorized use of telephones/cell phones, mail system, or other employer-owned equipment.

; Unauthorized disclosure of business “secrets” or confidential information.

; Violation of personnel policies.

; Unsatisfactory performance or conduct.

4-3

Counseling and Disciplinary Procedures

The Credit Union expects employees to conduct themselves with courtesy and consideration for members, fellow employees, and management.

This policy does not in any way alter the employment-at-will relationship or the Credit Union’s right to terminate employees for any reason. Employees remain free to resign at any time and the Credit Union may terminate any employment relationship at any time, with or without notice, or with or without cause.

While the Credit Union has discretion to impose appropriate corrective action up to and including termination for any offense, corrective action may take one of the following forms: Discussion, Counseling, Reprimand/Final Warning, and Dismissal.

A verbal warning may be given to warn the employee not to continue the present conduct. This can be either on an informal basis, done at the scene of the incident, or on a formal basis, at which time the manager makes a notation of this warning.

The manager may issue a written warning and it is placed in the employee’s personnel file. A written warning can have a probationary period attached to it if so warranted. If a probationary period is warranted, the manager indicates the time period in which the employee is expected to improve this conduct. If conduct is improved and is noted, the employee continues in normal employment-at-will. If improvement is not noted, the employee may be terminated.

An employee may be suspended without pay for one or more days. A written record concerning the suspension is put in the employee’s personnel record.

Dismissal—This can be done at any time if the situation, in management’s judgment, warrants immediate dismissal.

4-4 Sexual and Other Unlawful Harassment

The above-listed actions are possible minimum actions to be taken and do not constitute guarantees that the Credit Union will apply progressive corrective action in any case.

!The Credit Union is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment.

; Unwanted sexual advances.

; Offering employment benefits in exchange for sexual favors.

; Making threatening reprisals after a negative response to sexual advances.

4. EMPLOYEE PERFORMANCE AND CONDUCT

; Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons, or posters.

; Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.

; Verbal sexual advances or propositions.

; Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.

; Physical conduct that includes touching, assaulting, or impeding or blocking movements.

IF YOU ENCOUNTER SUCH ABUSES FROM MANAGERS, ELECTED OFFICIALS, FELLOW EMPLOYEES, OR MEMBERS. YOU SHOULD CONTACT YOUR IMMEDIATE MANAGER, THE CHIEF EXECUTIVE OFFICER, OR THE CHAIRMAN OF THE BOARD OF DIRECTORS. Such harassment should be reported within 48 hours. If the report is oral, the person receiving it should put it in writing and have it signed by the employee who filed the complaint. Any employee who believes they have been harassed by a co-worker, manager, or member should promptly report the facts of the incident(s) and the names of the individuals involved to their manager or, as an alternative, to the CEO. Management will investigate all such claims and recommend appropriate corrective action. You can raise concerns and make reports without fear of reprisal or retaliation. Anyone engaging in sexual or other unlawful harassment may be subject to disciplinary action, up to and including termination of employment.

4-5 Drug and Alcohol Use

It is Southwest Louisiana Credit Union’s desire to provide a healthful, drug-free, and safe workplace. The Credit Union takes drug and alcohol abuse as a serious matter, and it will not be tolerated. The Credit Union absolutely prohibits the use of alcohol or non-prescribed drugs at the workplace or while on Credit Union premises. No Credit Union employee may use, sell, possess or be under the influence of alcohol or non-prescribed drugs, including illegal drugs, while on the job or on Credit Union property. Violations of this policy may lead to corrective action, up to and including immediate termination of employment. Such violations may also have legal consequences. While conducting Credit Union business-related activities off the Credit Union premises, employees are required to work in an appropriate mental and physical condition while performing their jobs in a satisfactory manner.

The Credit Union also cautions against the use of prescribed or over-the-counter medication which can affect your workplace performance. You may be suspended or discharged if the company concludes that you cannot perform your job properly or safely because of using over-the-counter or prescribed medication. Please inform your supervisor prior to working under the influence of a prescribed or over-the-counter medication which may affect your performance.

The Credit Union also discourages non-workplace drug and alcohol abuse as well as the use of prescribed or over-thecounter medications that affect your work performance and/or safety.

If an employee has a drug or alcohol dependency, the Credit Union may consider continued employment of such an employee as long as the employee seeks treatment or rehabilitation for the dependency. The employee may also be required to agree to random testing and be subject to a “one-strike” rule.

4-6 Drug and Alcohol Testing

If you have a drug or alcohol problem, please ask for our help!

Southwest Louisiana Credit Union reserves the right to demand a drug and/or alcohol test (urine and/or blood) of any employee based upon reasonable suspicion. Reasonable suspicion includes, but is not limited to, physical evidence of use, involvement in an accident, or a substantial drop-off in work performance. The Credit Union reserves the right to require random drug screening. Refusal to submit to drug testing may result in corrective action, up to and including termination of employment.

4. EMPLOYEE PERFORMANCE AND CONDUCT

4-7 Unprofessional or Abusive Behavior

Unprofessional or abusive behavior toward fellow employees, members or other outside persons dealing with the Credit Union will not be tolerated.

• Professional Behavior: Defined as pleasant, courteous, calm, and tolerant verbal and physical communication with all persons.

• Abusive Verbal Behavior: Curse words of any sort, shouting, rough/aggressive language, or words used to intentionally inflict abuse.

• Abusive Physical Behavior: Any type of physical contact using one’s body, or an item used to intimidate or harm another individual.

4-8 Ethics

The reputation of the Credit Union must be above reproach. There is no excuse to operate with anything other than the highest of business ethics. We must always strive to treat our members in the same manner we ourselves would like to be treated. As our employee, you assume a duty to conduct yourself in a responsible manner using a "Reasonable Person" standard. For example, a "Reasonable Person" knows theft of Credit Union property, dishonesty, excessive absenteeism or tardiness, leaving the job without permission, violations of Credit Union policies and other breaches of conduct cannot be tolerated and are not acceptable for anyone in a business operation. The Credit Union expects all employees to accept certain responsibilities for adhering to business principles in matters of personal conduct and to exhibit a high degree of personal integrity. Because of its unique position, the Credit Union, its officers and employees must conduct all of the Credit Union’s operations, not only in a strict ethical manner, but also in a manner that would avoid even that appearance of misconduct or improper activity.

4-9 Dress Code

The management of Southwest Louisiana Credit Union believes that you are a professional. As a professional, we assume that you know the limits of professional dress. A neat appearance is an asset both for yourself and the Credit Union. The Credit Union is aware that we may not always be able to satisfy everyone, but we must certainly try to do our best to "look the part" as we serve our members daily.

This statement serves as a guideline for your attire. It is not intended to be a complete listing of appropriate or inappropriate attire. If you have questions as to the appropriateness of an item, please discuss the matter with a member of management before wearing the item. In the event of habitual deviation from the confines of good taste, a more restrictive dress code will be written, distributed, and adhered to.

The Credit Union is implementing a dress code which consists of requirements for appropriate apparel and professional appearance. Violation of this policy could result in corrective action, up to and including immediate termination.

4. EMPLOYEE PERFORMANCE AND CONDUCT

The Daily Dress Code should be as follows:

• SHIRTS—The Credit Union will provide each employee with company shirts. These shirts are made to be tucked in or worn on the outside; it is the employees’ preference. We will be known by these shirts, so please keep them looking good. This means no holes, tears or stains and starting the day clean and wrinkle free.

• PANTS, CAPRIS & SKIRTS—The bottom half of you outfit should include black dress slacks, black dress ankle Capri slacks or skirts (no shorter than 3 inches above the knee). If the shirt is tucked in and bottom half has a belt loop, a dress belt must be worn.

• JACKETS—Only black sweaters or black blazers may be worn with Credit Union uniform.

• NAME BADGES—Name badges should always be worn while on the clock of the Credit Union.

• JEWELRY—Care should be used to ensure that the type of jewelry worn complements your choice of business attire and doesn’t prove to be an overbearing distraction. Regarding men’s jewelry, in a business setting, less is best.

• HAIR must be kept clean and styled in a professional manner. NO unnatural multicolored hair is allowed. This includes some unnatural frosted or highlighted hair colors that may be deemed unprofessional in taste. For MEN, HAIR must be neatly styled and maintained at a length above the collar. Ponytails and braids are acceptable but must be neat and professional. No beads or additional hair accessories. Only closely groomed mustaches, beards or goatees will be allowed.

• BODY TATTOOS must NOT be extreme. They must be covered if they are of a design that would offend others, are medium to large, or deemed unprofessional in appearance by management.

• VISUAL PIERCING Earrings are allowed as long as they are not excessively large or distracting. No more than one nose piercing will be allowed. Nose piercings should be limited to a small stud only. No nose hoops will be allowed.

• FINGERNAIL AND TOENAIL POLISH is permitted. Polish must be neat.

• UNDERGARMENTS are required to be worn. This includes slips, camisoles, bra, underwear, or undershirts.

• WOMEN’S FOOTWEAR consists of appropriately polished dress shoes, boots, nice pumps, dress sandals, or APPROVED tennis shoes. Approved tennis shoes are to be black or gray in color only. Approved accent colors are black, gray, orange, and green. Tennis shoes must coordinate with Credit Union colors. NO OTHER COLORS, NO EXCEPTIONS!! Dress Sandals are defined as sandals with a backing or straps covering the heel of the foot. No shoes worn in-between the toes without a backing or straps covering the heel of the foot. On Fridays, tennis shoes coordinating with the Southwest approved shirt may be worn. NO high-top or platform tennis shoes are permitted.

• MEN’S FOOTWEAR should be traditional leather lace-up dress shoes or loafers. They should maintain a clean, polished appearance. Approved tennis shoes are to be black or

4. EMPLOYEE PERFORMANCE AND CONDUCT

gray in color only. Approved accent colors are black, gray, orange, and green. Tennis shoes must coordinate with Credit Union colors. NO OTHER COLORS, NO EXCEPTIONS!! Sandals are not acceptable.

• FRIDAYS: Denim jeans may be worn on Fridays. Denim jeans may not be faded, have holes, or be shredded in any fashion.

• There will be SPECIAL OCCASIONS such as rodeo days, certain festivals, certain holidays, etc. where management will notify you that more casual attire, including appropriate T-shirts, will be permitted.

• INAPPROPRIATE ATTIRE consists of t-shirts, cropped, low-necked, strapped, tank tops, sweatshirts and hooded tops or jackets. No thin/spaghetti straps, backless, sleeveless shirts, or dresses with shoulder seams less than 2 inches wide are permitted. No stirrup pants, leggings, colored jeans, cargo pants or stretch pants are permitted. No dresses shorter than 3 inches above the knee. Any apparel with writing on it is not allowed unless management allows it for a certain holiday or special event. Any apparel that reflects any comment based on an individual’s sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic is not permitted.

If you attend a meeting wherein professional business attire (other than uniforms) is required, please use the guidelines listed herein and above and below:

• WOMEN should be dressed in appropriate business dresses, business suits, or a nice business shirt with appropriate dress slacks or skirt.

• MEN, a nice oxford or button-down shirt with a tie or jacket with appropriate slacks. No cargo pants.

4-10 Credit Union Property

Employees are responsible for all Credit Union property, materials, or written information issued to them or in their possession or control. Employees must return all Credit Union property immediately upon request or upon termination of employment. Where permitted by applicable laws, the Credit Union may withhold from the employee’s check or final paycheck the cost of any items that are not returned when required. The Credit Union may also take all action deemed appropriate to recover or protect its property.

4-11 Personal Property Liability

The Credit Union cannot assume responsibility or liability for individual property or any property (including any medications) you deem private in the event of theft or damage. It is your responsibility to take the precautions necessary to protect your property. Bringing your own items of value onto Credit Union premises must be at your own risk.

4-12 Solicitation and Distribution

In order to protect you from unwanted solicitations and prevent disruption of our normal operations, we adopted several rules concerning solicitations and distributions.

4. EMPLOYEE PERFORMANCE AND CONDUCT

• Employees: Are not allowed to solicit and/or distribute materials or literature during their working time or the working time of the person being solicited. Employees are allowed to send a general email and let other employees know how they can receive the materials/items if they are interested.

• Non-Employees: Solicitation of funds or signatures and/or distribution of materials or literature of any kind by non-employees on Credit Union premises is always expressly prohibited.

The sale of merchandise and/or distribution of literature is prohibited in work areas during the working time of employees. The Credit Union authorizes fund drives by a limited number of charitable organizations and each employee may decide whether to contribute.

4-13 Smoking

The Credit Union has a No Smoking policy. This means smoking is prohibited inside of the Credit Union's facilities. Smoking outside the facilities should be at a minimum of 25 feet away from any doors, open windows, or vents.

4-14 Acceptance of Gifts and Entertainment

Employees should never accept a gift which value exceeds $100.00. Acceptance might tend to prevent you from acting solely in the best interest of the Credit Union. Any gift, entertainment, or consideration which is not of nominal value should be returned promptly. You should explain the reason for the return and express your appreciation for the thoughtfulness.

Since acceptance of a gift or entertainment holds the potential of preventing you from "acting solely in the best interests of the Credit Union," the most effective way to avoid this problem is to discourage anyone from giving you these "favors."

If you are in doubt as to whether a situation might involve or appear to involve you in a conflict of interest, you should obtain and follow the advice of your manager or the CEO.

4-15 Use of Phones and Personal Cell Phones

Work at the Credit Union should not be interrupted for personal telephone calls. You should advise family and friends that should an emergency take place, to state the urgency of the call immediately. Every attempt will be made to locate you to take the call. It should be remembered that the telephones are for business use during working hours and cannot be tied up for extended periods of time with personal business. This also includes telephone calls from co-workers.

Cell phone usage will be permitted if it does not interfere, disrupt, or negatively impact the productivity or business operations of the Credit Union. Cell phones must be set to “silent” unless approved by management. Talking on the cell phone is not allowed during business hours, unless it is during your break, lunch break or after work. Cell phone usage in any form is strictly prohibited in emergencies or situations deemed unsafe. Southwest Louisiana Credit Union will not be liable for the loss of personal cellphones brought into the workplace.

4. EMPLOYEE PERFORMANCE AND CONDUCT

Camera, Video or Audio Recording Devices

The use of a camera or other video or audio recording-capable devices on company premises is prohibited without the express prior permission of senior management and of the person(s) subject to recording. Camera, video or audio recording in restrooms, offices and/or where a computer is present, including areas of security, are strictly prohibited.

Safety Issues for Cell Phone Use

All employees traveling on Credit Union business must have a valid driver’s license and obey all traffic laws such as speed restrictions and safety-belt requirements, including all applicable local, state, and federal laws and regulations regarding the use of cell phones. Employees whose job responsibilities include regular or occasional driving for business use are expected to refrain from using their phone while driving; use of a cell phone while driving is not required by the company. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are required to use hands-free operations or pull off to the side of the road and safely stop the vehicle before placing or accepting a call. Employees are encouraged to refrain from discussion of complicated or emotional matters and to keep their eyes on the road while driving at all times. Special care should be taken in situations where there is traffic or inclement weather, or the employee is driving in an unfamiliar area.

Reading or sending text messages and/or emails and the use of any communication devices while driving is strictly prohibited.

Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions.

Employees violating this policy will be subject to discipline, up to and including termination of employment.

Southwest Louisiana Credit Union reserves the right to prohibit the usage of cell phones during working hours at anytime if the credit union deems the cell phone interferes or is disrupt, unsafe or negatively impact the productivity of business operation of the credit union.

4-16 Financial Obligation

There is also an obligation to manage yourself and your personal financial affairs with the Credit Union in a professional manner. You are expected to protect the trust placed in you by the Credit Union, as well as the trust placed in the Credit Union by the members and prospective members. This includes keeping all obligations to the Credit Union in "current" status and ensuring that your credit rating and reputation are above reproach.

As a Credit Union employee, you are expected to manage your personal affairs and finances in a manner that will reflect positively on you and the Credit Union. It is important that staff members realize that the Credit Union's members are like most Credit Union employees—they would not trust their financial affairs to any individual who could not manage their own personal affairs in a proper manner.

Overdrafts are not acceptable for any employee and will not be tolerated. All employees will pay non-sufficient fund (NSF) charges on all checks written against insufficient funds. Any refunds or charges waived must be approved by a senior-level manager.

4. EMPLOYEE PERFORMANCE AND CONDUCT

Staff members are not exempt from abuse of their share draft account, as is the case with any other member. The occurrence of 3 unacceptable NSF situations by an employee is cause for disciplinary actions and/or dismissal.

As it is usual and customary for financial institutions, employees will be eligible for free checking accounts while employed by the Credit Union. This does not allow employees to override any policies set up for Share Draft checking accounts such as NSF fees or Courtesy Pay fees. Staff members who utilize Courtesy Pay will not be allowed to go over the maximum negative balance limit in effect at the time. If a staff member feels that they have a legitimate reason to request a refund of Courtesy Pay fees or to extend their negative balance beyond the maximum limit, they should make the request to the CEO, CAO, or COO.

Additionally, employees who write checks against non-sufficient funds and/or overdraw their accounts are subject to disciplinary actions and/or dismissal.

Overdrafts are not acceptable for any employee and will not be tolerated. All employees will pay non-sufficient fund (NSF) charges on all checks and ACH transactions that try to clear against insufficient funds. Any NSF charges that are result of circumstances outside of the employee’s control may be approved by a senior level manager for fees waived or refunded. The occurrence of 3 unacceptable NSF situations by an employee in a 12-month period will result in documented disciplinary action and/or dismissal. The Credit Union may require abused accounts be closed and employees maintain membership account in good standing.

Credit Union policy prohibits employees from transacting any business or performing file maintenance on their accounts or any family members' accounts. Only Branch Managers or above can modify employee accounts (e.g., address change).

Employees should not perform any transactions or file maintenance on members’ accounts if the employee has a close relationship with the member, including businesses and organizations that bank with us.

An employee who conducts a personal account in a manner which results in a financial loss for the Credit Union or otherwise demonstrates a lack of regard for maintaining his or her financial affairs in a responsible manner may be subject to discipline, including termination.

Loans/Credit Cards

Employees should not create delinquencies over 30 days on any loan account. The Credit Union may require the employee to set up automatic payments to loans/credit cards.

• If an employee is delinquent for more than 30 days on a loan/credit card, they may receive disciplinary action.

• If an employee is delinquent more than 45 days on a loan/credit card, they may receive disciplinary action, including termination.

4. EMPLOYEE PERFORMANCE AND CONDUCT

4-17 Personal Visitors

Non-business visitors can be an interruption and distraction to co-workers. We therefore ask that you discourage personal visitors whenever possible. Any non-business visitor’s stay must be brief and infrequent. Anyone admitted behind the teller line must be approved by management and escorted by a Credit Union employee. Non-business visitors are not permitted to wander freely through the Credit Union. Again, we therefore discourage personal visitors whenever possible.

4-18 Problem Resolution Procedure

Issues must be reported within 30 days of the incident or knowledge of the incident. (Reporting forms can be found on Company Folder.)

The procedure consists of five distinct steps.

Employees are encouraged to take their issue(s) directly to their co-worker to work out any differences. If the employee feels uncomfortable with the co-worker, they can request a neutral mediator (another co-worker or a manager) present. If the employee is still not satisfied with the resolution of the issue, proceed to Step Two.

If there is any violation of “Employee Conduct and Work Rules,” the employee MUST proceed directly to Step Two.

The procedure works as follows for Steps Two though Five:

All communication between the employee and management MUST be done in writing. Whether an employee is taking an issue to management or management is responding to an issue with a resolution, all communication MUST be in writing. In all instances, the employee will be notified of a resolution no later than 5 working days after the issue is reported. If circumstances warrant, management may extend the time for a resolution; the employee will be notified of the extended time. The extended time will not exceed 10 working days from the day after the issue was reported. If the employee does not agree with the resolution, the employee may appeal the resolution within 5 working days after the day the employee receives the resolution.

The employee takes the issue to their Immediate Manager. An investigation will be conducted and a resolution to the issue should be made by the Immediate Manager within the above-mentioned time frame. If the problem involves the Immediate Manager, the employee can take the issue to any other Manager of their choice. If the employee chooses not to go to their Immediate Manager, the employee must submit the issue with all the facts clearly stated along with the circumstances which prevented them from going to their Immediate Manager. The Immediate Manager or Manager of their choice will meet with the appropriate parties and the issue will be closed or appealed. If the employee does not agree with the resolution, the employee may appeal the resolution within 5 working days after the day the employee received the resolution. Proceed to Step Three.

If the issue involves any Chief Officers, or if the employee feels the Chief Officers and all other Management Staff are involved, then the employee can take the issue directly to the Chief Executive Officer (CEO) and can skip Step Three and Proceed to Step Four. Step one

4. EMPLOYEE PERFORMANCE AND CONDUCT

The employee appeals the resolution to the CAO. If the employee has not gone through the steps, the employee must submit the issue with all the facts clearly stated, along with the circumstances which prevented them from going to their Immediate Manager or any other managers. An investigation will be conducted and a resolution to the issue should be made by the CAO within the above-mentioned time frame. The CAO will meet with the appropriate parties and the issue will be closed or appealed. If the employee does not agree with the resolution the employee may appeal the resolution within 5 working days after the day the employee receives the resolution. Proceed to Step Four.

Only if the issue involves the CEO skip Step Four and proceed to Step Five.

The employee appeals the resolution to the CEO. If the employee has not gone through the previous steps, the employee must submit the issue with all the facts clearly stated along with the circumstances which prevented them from going to their Immediate Manager or any other managers, or CAO. An investigation will be conducted and a resolution to the issue should be made by the CEO within the above-mentioned time frame. The CEO will meet with the appropriate parties and the issue will be closed. The resolution will be final.

The employee appeals the resolution to the Chairman of the Board of Directors. If the employee has not gone through the previous steps, the employee must submit the issue with all the facts clearly stated along with the circumstances which prevented them from going to their Immediate Manager or any other managers, the CAO, CRO and CEO. As spokesperson for the Board, the Chairman then takes the matter to the Board of Directors. The Board may then take the steps deemed necessary to review and investigate the issue(s) and then issue a final decision. All parties will be advised of the final resolution in writing. Any issue(s) taken to this level will be evaluated on its merit and purpose. If the Board of Directors feels the employee had no legitimate merit or purpose other than retaliation, whether from employee to management or vice versa management to employee, the consequences can lead to corrective action, up to and including immediate termination of employment. If there is a legitimate complaint it will be dealt with within the above-mentioned time frame.

4. EMPLOYEE PERFORMANCE AND CONDUCT

4-19 Employee Termination

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:

• Resignation: Voluntary employment termination initiated by the employee. If you decide to leave the Credit Union, we ask that you submit a written voluntary resignation to your manager, giving at least two weeks’ notice. The two weeks’ notice gives us the opportunity to seek a replacement while you are still employed.

• Discharge: Involuntary employment termination initiated by the organization.

• Layoff: Involuntary employment termination initiated by the organization for non-disciplinary reasons.

• Retirement: Voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization.

The Credit Union will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to the Credit Union, or return any Credit Union owned property. Suggestions, complaints, and questions can also be voiced at this time.

Since employment with the Credit Union is based on mutual consent, both the employee and the Credit Union have the right to terminate employment at will, with or without cause, at any time. Employees will receive their final pay in accordance with applicable state law.

Employee benefits will be affected by employment termination in the following manner: All accrued, vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and imitations of such continuance.

5. BENEFITS

5-1 Benefits Eligibility

Full-Time Employees are defined as anyone who works a fixed schedule of an average of 40 hours a week. Time-off benefits for full-time employees are described in Section 6: Time-Off Benefits.

Part-Time Employees are defined as anyone who works 32 hours or less per week. All benefit time will consist of the same number of hours scheduled to work on a normal workday or week. (Example: 20 hours regular weekly work schedule equates to 4 hours a day.)

Personal Time Off (PTO): Part-time employees who work at least 20 hours per week will be eligible for 5 days of PTO time annually; these “days” are based on the number of hours scheduled to work on a normal workday. See PTO Benefits

• After 6 months of employment, part-time employees who work at least 20 hours per week are eligible for 5 days of PTO.

• Part-time employees hired January 1–September 30 will be eligible for 5 days PTO following their 1-year anniversary.

• Part-Time Employees hired on or after October 1 will be eligible for 5 days of PTO the January 1 following their 1-year anniversary.

Vacation: Part-time employees who work at least 20 hours per week will be eligible for 5 days of vacation time annually; these “days” are based on the number of hours scheduled to work on a normal workday. See Vacation Benefits.

• Part-time employees hired January 1–September 30 will be eligible for 5 days of vacation following their 1-year anniversary.

• Part-time employees hired on or after October 1 will be eligible for 5 days of vacation the January 1 following their 1-year anniversary. In the following years, vacation earned will take effect each January 1.

In addition, Part-Time employees are eligible for benefits listed below.

Bereavement Leave: Part-Time employees’ bereavement leave time off will consist of the same number of hours scheduled to work on a normal workday or week. See Bereavement Benefits.

Birthdays: At the discretion of the CEO, employees may receive their birthdays off annually, based on the Credit Union’s operational needs. If your birthday falls on a Saturday, your birthday will be observed on the preceding Friday. If your birthday falls on a Sunday, your birthday is observed the following Monday. Part-Time Employees will be eligible for birthday time, which will consist of the same number of hours scheduled to work on a normal workday.

Flex Time: At the discretion of the C.E.O, annually employees may receive the additional benefit of Flex Time. The purpose of Southwest Louisiana Credit Union’s Flex Time policy is to provide continuation of an employee’s salary. An employee becomes eligible for 3 days of Flex Time after one (1) year of employment. The January following their one (1) year anniversary an employee will be eligible for 3 days of Flex Time annually. Part-Time Employees will be eligible for Flex time, which

5. BENEFITS

will consist of the same number of hours scheduled to work on a normal workday. See Flex Time Benefits.

Holidays: Part-Time employees’ holiday time off will consist of the same number of hours scheduled to work on a normal work week for all Credit Union holidays. See Holidays.

Jury Duty: Part-Time employees’ jury duty time off will consist of the same number of hours scheduled to work on a normal workday or week. See Jury Duty Benefits.

Volunteer Time Off (VTO): At the discretion of the CEO, annually employees may choose to volunteer at a charity or event of their choice up to 4 hours annually. Requests must be approved in advance by your manager and time may be granted based on the Credit Union’s operational needs.

All Benefit Time MUST BE USED prior to any UNPAID TIME OFF.

5-2 Insurance

The Credit Union offers its employees various benefits including an insurance benefits program. These benefits are available to all regular full-time employees and include health insurance, dental insurance, group life insurance, a salary continuance plan and travel/accident insurance. Employeesare encouraged to consult current plan summaries for details concerning the levels of coverage, the different plans available, and the premiums. Human Resources can assist you with any questions. Part-time employees are not eligible for these benefits.

A change in employment classification that would result in loss of eligibility to participate in the health insurance plan may qualify an employee for benefits continuation under the Consolidated Omnibus Budget Reconciliation Act (COBRA).Refer to the Benefits Continuation (COBRA) policy for more information.

5-3 Benefits Continuation (COBRA)

The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under the Credit Union health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee’s hours or a leave of absence; an employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirement. Under COBRA, the employee or beneficiary pays the full cost of coverage at the Credit Union’s group rates plus an administration fee. The Credit Union provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under the Credit Union health insurance plan. The notice contains important information about the employees’ rights and obligations.

5. BENEFITS

5-4 Education Assistance

The Credit Union recognizes the value of continuing education and reviews work related education assistance requests on an individual basis. Full-Time Employees with 1 year or more of service are eligible. Your request should include the following:

• Name of the course

• Sponsoring institution

• Objective in taking the course

• How the course will benefit the Credit Union

• Cost breakdown of registration fees, books,supplies, and other materials.

Requests are to be channeled through your manager for approval. Details of financial aid are determined on a case-by-case basis. If you quit the course, fail the course, or do not obtain an acceptable grade, the Credit Union will require reimbursement of the financial aid. Anyone who gets an "A" for successful completion of a course will be granted a Friday or a Monday off with approval from management. You may not accumulate days from more than one course or add your days to holiday, personal leave, vacation time, or create overtime with this benefit of the Credit Union.

5-5 Retirement Plan

The 401(k) Plan is a good foundation for your future security. Details regarding the 401(k) plan can be obtained through Human Resources.

5-6 Employee Assistance Program

We recognize alcohol, drug or emotional problems can happen to anyone. These problems not only affect job performance but an individual's health and home life. Many times, these problems can be corrected and the individual or family member can return to a healthy, productive life.

If the existence of problems or addictions is suspected or occurs, we encourage those affected to seek early diagnosis through qualified professionals. If someone doesn't know how or where to seek help and outside assistance, your manager can help by suggesting local resources for professional counseling and evaluation.

If treatment is required for mental disorders, alcoholism, or drug abuse, you (or a family member if you have family medical coverage) may file a claim for benefits under our major medical insurance if you are covered under our plan. Please refer to your plan booklet for specific coverage provisions or contact your manager if you have questions.

6. TIME OFF BENEFITS

6-1 Holidays

Recognized Holidays

The Credit Union recognizes the following holidays.

• New Year’s Day

• Mardi Gras Day

• Presidents’ Day (Training Day)

• Good Friday

• Memorial Day

• Independence Day

• Labor Day

• Columbus Day (Training Day)

• Veterans Day

• Thanksgiving Day

• Day after Thanksgiving

• Christmas Eve

• Christmas Day

Holiday Policies

We schedule all national holidays on the day designated by common business practice. (If the holiday falls on a Saturday, the holiday is observed the preceding Friday. If the holiday falls on a Sunday, the holiday is observed the following Monday.

Birthdays

At the discretion of the CEO, annually employees may receive their birthdays off based on the Credit Union’s operational needs. If your birthday falls on a Saturday, your birthday will be observed on the preceding Friday. If your birthday falls on a Sunday, your birthday is observed the following Monday.

Volunteer Time Off (VTO)

At the discretion of the CEO, employees may choose to volunteer at a charity or event of their choice up to 8 hours annually. Requests must be approved in advance by your manager and time may be granted based on the Credit Union’s operational needs. Employees will be required to submit proof or document of attending the charity or event. VTO time can be taken in 4-hour increments. VTO hours cannot be added to create overtime.

6-2 Vacation

Each full-time employee on the active payroll accrues vacation time annually according to their length of service with the Credit Union.

Full-time employees hired January 1–September 30 will be eligible for 2 weeks of vacation time on their 1-year anniversary. In the following years, vacation earned will take effect each January 1.

6. TIME OFF BENEFITS

Full-time employees hired on or after October 1 will be eligible for 2 weeks of vacation time the January 1 following their 1-year anniversary. In the following years, vacation earned will take effect each January 1.

Employees eligible for vacation time of more than 2 weeks must take vacation time in full weeks of 5 consecutive days. A maximum of 2 weeks (10 individual days) of vacation time will be allowed to be used annually. A maximum of 2 weeks (10 individual days) of vacation time can be banked for the employee to use during the year. Individual vacation day(s) request or change must be approved by the department manager and may not cause an operational hardship or conflict with prior scheduled vacation time.

Individual vacation days cannot be used to extend a paid holiday because certain holidays are on Mondays or at the end of certain months, and full staff needs to be present. Also due to the popularity of holiday vacations, a maximum of one holiday vacation week (5 vacation days) annually per employee is permitted. All holiday vacation time MUST consist of 5 vacation days. If an employee is requesting more than one holiday vacation week (5 vacation days) the department manager and/or the Human Resource Department will consider factors such as department shortages or operations hardship.

As the workforce at the Credit Union continues to grow, and to ensure that every employee has an equal opportunity to take their vacation at the time they desire, the following scheduling of vacation week(s) are required by December 31 annually. Any employee failing to turn in their vacation week(s) schedule by the deadline will forfeit “time granted by seniority.” All vacation week(s) schedules will be officially approved by January 15 annually. A one-week notice is required in the event a vacation week(s) change is requested; and it must be approved by your manager and not cause an operational hardship or conflict with prior scheduled vacation time. All Vacation time must be used within the current year. Employees violating this policy will be subject to disciplinary action, up to and including termination of employment. All exceptions regarding non-use of vacation times must be approved by the Human Resources Department. The Human Resources Department will consider factors such as department shortages or operations hardship.

Senior Management may receive pay for a maximum of 2 weeks (10 days) of vacation time each year.

In the event an employee resigns voluntarily or is terminated during the year, any unused vacation hours will be paid on their last payroll check.

All Benefit Time MUST BE USED prior to any UNPAID TIME OFF.

6-3 Personal Time Off (PTO)

The purpose of Southwest Louisiana credit Union Personal Time Off (PTO) policy is to provide continuation of an active full-time employees salary.

Full-time employees hired prior to October 1 will be eligible for 40 hours of PTO after 6 months of employment, and 40 hours PTO following their one-year anniversary.

Full-time employees hired on or after October 1 will be eligible for 80 hours of PTO the January following their one-year anniversary.

6. TIME OFF BENEFITS

An employee's PTO may be used for any approved reason:

• Illness (self or immediate family) • Emergencies (small or large)

• Approved scheduled appointments • Other necessary time off

All full-time employees will receive 80 hours of PTO each calendar year (January–December). These PTO hours will not be accrued. All unused PTO hours as of December 31 will be given to the employee in the form of monetary compensation at their current rate of pay at year end.

• In the event that an employee resigns voluntarily with 2 weeks’ notice, and the employee works their regular scheduled hours, the employee will be paid any unused PTO hours on their last payroll check.

• In the event that an employee resigns voluntarily, with or without 2 weeks’ notice, and does not work their regular scheduled hours, the employee forfeits payment of any unused PTO hours.

• In the event an employee is terminated, any unused payment of PTO hours is forfeited.

• PTO hours cannot be used to extend holiday time.

• PTO hours cannot be added to create overtime.

Employees should submit their PTO requests to their manager for approval with at least one week’s notice. For unscheduled PTO, employees are required to turn in an absence form to their manager immediately upon their return to work. If an employee was under a doctor’s care for any medical reason, they may be required to have a doctor’s release upon returning to work.

In cases involving more than one day of absence, the employee should report to their manager daily, unless a specific length of absence has been determined and previously reported. Further, if an employee is absent due to illness, a doctor’s statement may be required. All Benefit Time MUST BE USED prior to any UNPAID TIME OFF.

PTO hours will be deducted in 1-hour increments. A single day’s absence will result in an 8-hour deduction of PTO time. Any scheduled and/or unscheduled PTO time off is based on availability and considering factors such as department shortages or operations hardship.

Salary Employees: Eight hours of PTO time will be deducted for salary employees working less than 4 hours on any workday.

6-4 Medical Leave of Absence

Long-Term Illness or Disability: In the event an employee is out of work due to any long-term illness or disability, the time away from work will be deemed a Medical Leave of Absence and will run concurrently with the guidelines of the Family Medical Leave Act Policy. The employee will be responsible for filing out the disability forms.

Pregnancy Leave: Based on medical guidelines, a normal period of disability for pregnancy leave begins from the date of delivery and extends 4 to 6 six weeks postpartum for vaginal delivery and 6 to 8 weeks postpartum or cesarean section delivery. Employees returning from pregnancy leave based on medical guidelines of a normal period for pregnancy leave with a maximum of 8 weeks will be reinstated to their former position or to a position with similar pay. In the event an employee is out of work longer than 8 weeks based on medical guidelines of a normal period for pregnancy leave, the time away from work will be deemed unpaid leave of absence and will run concurrently with the guidelines of the Family Medical Leave Act Policy.

6. TIME OFF BENEFITS

Pregnant Workers Fairness Act (PWFA): As required by the federal Pregnant Workers Fairness Act (PWFA), Southwest Louisiana Credit Union will provide reasonable accommodations to employees and applicants with limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause undue hardship to the Credit Union’s operations.

An employee or applicant may request accommodation due to pregnancy, childbirth, or a related medical condition by submitting the request in writing to human resources (HR). The accommodation request should include an explanation of the pregnancy-related limitations, the accommodation needed and any alternative accommodation(s) that might be reasonable. Depending on the nature of the accommodation, the individual may be requested to submit a statement from a health care provider substantiating the need for the accommodation.

Upon receipt of a request for accommodation, HR will contact the employee or applicant to discuss the request and determine if accommodation is reasonable and can be provided without significant difficulty or expense, i.e., undue hardship.

While the reasonableness of each accommodation request will be individually assessed, possible accommodations include allowing the individual to:

• Sit while working.

• Drink water during the workday.

• Receive closer-in parking.

• Have flexible hours.

• Receive appropriately sized uniforms and safety apparel.

• Receive additional break time to use the bathroom, eat and rest.

• Take time off to recover from childbirth.

• Be excused from strenuous activities and/or activities that involve exposure to compounds deemed unsafe during pregnancy.

• An employee may request paid or unpaid leave as a reasonable accommodation under this policy; however, Southwest Louisiana Credit Union will not require an employee to take time off if another reasonable accommodation can be provided that will allow the employee to continue to work.

Southwest Louisiana Credit Union prohibits any retaliation, harassment, or adverse action due to an individual’s request for accommodation under this policy or for reporting or participating in an investigation of unlawful discrimination under this policy.

Accommodation for Lactating Employees: For up to one year after the child’s birth, any employee who is breastfeeding will be provided reasonable break times to express breast milk. Southwest Louisiana Credit Union will provide a room with a private area for this purpose.

Any breast milk stored in the refrigerator must be labeled with the name of the employee and the date of expressing the breast milk. Any nonconforming products stored in the refrigerator may be disposed of. Employees storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering. Breaks of more than 20 minutes in length will be unpaid and recorded on timesheets where appropriate.

Compensation: All Benefit Time MUST BE USED prior to any UNPAID TIME OFF. In accordance with the Family Medical Leave Act Policy, PTO, vacation, workers’ compensation income benefits, or payments under any applicable short-term or long- term disability policy must be used concurrently with unpaid leave of absence.

6. TIME OFF BENEFITS

At year end all unused benefit time will be paid out in the form of monetary compensation at the current rate of pay in accordance with the Benefit Policy. If the employee is out of work due to illness or disability, future benefit time and all other benefits are forfeited and will become active 30 days after the employee returns to active employment.

Senior managers will be eligible for a maximum of 4 weeks of compensation annually in the event the senior manager is out of work due to any long-term illness or disability. Following the 4 weeks of compensation the senior manager must use any remaining benefit time concurrent with long-term illness or disability and guidelines of the Family Medical Leave Act Policy.

Insurance: Employees will be responsible for the portion of their monthly insurance premium if absence goes beyond 30 days. The employee will be responsible for getting their portion of the premium to the Credit Union or making other arrangements to pay their portion of the premium to the Credit Union. If the Leave of Absence goes beyond 90 days, the employee will be responsible for 100% of the premium to keep the insurance in effect. The employee will be responsible for filing out the disability forms.

Senior Managers will be responsible for the portion of their monthly insurance premium if the absence goes beyond 90 days. If the salary employee is NOT performing working duties after 90 days, the salary employee will be responsible for their portion of the premium to keep the insurance in effect. If the Leave of Absence goes beyond 120 days, the senior manager will be responsible for 100% of the premium to keep the insurance in effect. The senior manager will be responsible for filing the disability forms.

In instances where insurance premiums are owed/unpaid, the employee will be required to pay all owed insurance premiums within 30 days of active employment.

Family Medical Leave Act (FMLA): The Credit Union, in its sole discretion, may grant to eligible full-time regular employees up to 12 consecutive weeks of extended leave in a 12-month period for medical reasons, including but not limited to pregnancy, the employee’s own illness or to care for a family member with an illness. In addition, the Credit Union will comply with applicable state and local leave laws, as appropriate.

The Family Medical Leave Act is defined as extended leave for medical reasons up to 12 consecutive weeks in a 12-month period. Family Medical Leave is unpaid, except that any PTO, vacation, workers’ compensation income benefits, or payments under any applicable short-term or long-term disability policy must be used concurrently with unpaid leave of absence. If the employee is out of work due to Family Medical Leave, future benefit time and all other benefits are forfeited and will become active 30 days after the employee returns to active employment. At year end all unused benefit time will be paid out in the form of monetary compensation at the current rate of pay in accordance with the Benefit Policy

All Benefit Time MUST BE USED prior to any UNPAID TIME OFF.

For full-time employees to qualify to take Family Medical Leave under this policy, the employee must have been employed by the Credit Union for at least 12 consecutive months and must submit a request for leave in writing to the CEO and CAO.

If possible, the employee must request Family Medical Leave at least 14 days in advance of the need for such leave or as soon as the employee deems leave is needed. If possible, the employee must attempt to schedule the leave to avoid the disruption of business operations and must cooperate during leave regarding the employee’s status and intent to return to work.

6. TIME OFF BENEFITS

Employees must receive prior approval before accepting outside employment while on Family Medical Leave. Failure to do so may result in termination.

The Credit Union may request from a physician a medical certification regarding the absence and verification that the absence from work is medically necessary. The Credit Union may also require additional opinions if there is reason to doubt the validity of the employee’s medical leave certification. The employee may be required to present updates on the duration of leave unless a specific length of absence has been determined and no changes have been made on time previously reported. The Credit Union prohibits employees from moonlighting while on Family Medical Leave. Before returning from Family Medical Leave, the employee must present a physician’s statement releasing the employee to return to work. Any employee who fails to comply with the requirements of this policy may be ineligible to receive leave and may be subject to disciplinary action up to and including termination.

Employees are not guaranteed reinstatement after a Family Medical Leave, nor are they guaranteed reinstatement to the position they previously held, or to their rate of pay or schedule prior to leave, depending on the circumstances and the Credit Union’s organizational needs.

Workers Compensation: In the event an employee is out of work due to a Worker’s Compensation claim, the time away from work will be deemed a Medical Leave of Absence and will run concurrently with the guidelines of the Family Medical Leave Act. All Benefit Time MUST BE USED prior to any UNPAID TIME OFF. In accordance with the Family Medical Leave Act Policy, PTO, vacation, workers’ compensation income benefits, or payments under any applicable short-term or long- term disability policy must be used concurrently with unpaid leave of absence.

Military Leave: The Credit Union will comply with the Uniform Services Employment and Re-employmentRights Act of 1994 (USERRA). (Refer to Section 6-7 below.)

6-5 Jury Duty

An employee summoned for jury duty will be allowed the necessary time off. The Credit Union supports employees in their civic responsibility as a citizen to serve as a juror. Employees may be given a full day's salary if required to be officially at the court for the major portion of the day or any portion of a day when returning to work. Proof for jury time served must be given to the employee’s supervisor. The employee is expected to return to work at the completion of such jury duty and at such times when released from active jury duty during normally scheduled working hours.

6-6 Subpoena for Court Attendance

In the event you are subpoenaed to participate in legal proceedings, you will normally be granted the required time off to participate. To be eligible for time off, you must request the time off as soon as you receive the subpoena and must provide the Credit Union with a copy of the subpoena. Pay for time off is up to the Board of Directors’ discretion in considering circumstances and time required.

6. TIME OFF BENEFITS

6-7 Military Leave

Leaves of absence without pay for military or reserve duty are granted to full-time regular and part-time regular employees. If you are called to active military duty or to reserve or National Guard training, or if you volunteer for the same, you should submit copies of your military orders to your manager as soon as is practicable. You will be granted a military leave of absence without pay for the period of military service, in accordance with applicable federal and state laws. If you are a reservist or a member of the National Guard, you are granted time off without pay for required military training. Your eligibility for reinstatement after your military duty or training is completed is determined in accordance with applicable federal and state laws.

The rules detailed in the Uniform Services Employment and Re-employment Rights Act of 1994 (USERRA) will be complied with by the Credit Union.

6-8 Bereavement Leave

The Credit Union provides full-time employees with 1 year or more of service at least 3 days paid absence for a death in your immediate family. The number of days your manager approves will depend on the circumstances (e.g., day of the week, travel required, not to exceed 5 days etc.). There may be instances where verification may be requested before granting the time off with pay.

The Immediate family is defined as the employee’s Father, Mother, Wife, Husband, Sister, Brother, Daughter, Son, Stepchild, Grandfather, Grandmother, Grandchild, Father-In-Law, Mother-In-Law, Son-in-Law, Daughter-In-Law, Stepfather, Stepmother. See Flex Time Leave for loss of loved one not included in the Bereavement Leave.

6-9 Flex Time Leave

At the discretion of the CEO, annually employees may receive the additional benefit of Flex Time. The purpose of Southwest Louisiana Credit Union’s Flex Time policy is to provide continuation of an employee’s salary.

An employee becomes eligible for 3 days of Flex Time after 1-year of employment. The January following their 1-year anniversary an employee will be eligible for 3 days of Flex Time annually.

• An employee’s Flex Time may be used for any approved reason:

• Illness (self or immediate family)

• Emergencies (small or large)

• Mental health day

• Loss of a loved one not included in the Bereavement Leave (e.g., aunts, uncles, friends, pets)

• Other necessary time off

Employees will receive 3 days of Flex Time each calendar year that they are eligible. The Flex Time will not be accrued. All unused Flex Time as of December 31 will be forfeited. In the event an employee resigns voluntarily or is terminated during the year any unused Flex Time will be forfeited.

• Flex Time cannot be used to extend holiday time. Flex Time cannot be added to create overtime. Employees should submit their Flex Time requests to their manager for approval for single days of Flex Time as soon as the employee is aware of absences. All employees are required to submit Flex Time absences to their manager immediately upon their return after unscheduled Flex Time is used. Flex Time may be taken in single day increments or consecutive days.

All Benefit Time MUST BE USED before any UNPAID TIME OFF.

7. SAFETY AND SECURITY

7-1 Safety

Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to bring them to the attention of the manager. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal. Each employee is expected to obey rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate manager. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to corrective action, up to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the manager. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefits procedures.

7-2 Security Inspections

The Credit Union wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. The Credit Union prohibits the possession of any of the above mentioned items or any other items deemed illegal by Federal or State rules and regulations on its premises. The Credit Union requires the cooperation of all employees in administering this policy.

Desks and other storage devices may be provided for the convenience of employees but remain the sole property of the Credit Union. Accordingly, an agent or representative of the Credit Union can inspect them, as well as any articles found within them, at any time, either with or without prior notice.

The Credit Union complies with all federal and state rules and regulations including Title 32 Section 292.1 of the Louisiana Code.

7. SAFETY AND SECURITY

7-3 Maintaining a

Violence-Free Workplace

It is the Credit Union’s goal to provide a workplace for all employees that is free of violence. To this end, the Credit Union will not tolerate acts of violence or threats of violence by any individual. The Credit Union seeks to detect and deter real or threatened violence. To implement this goal, each employee must immediately report any violence or threat of violence against any employee, manager, visitor, or other individual.

The following list is not intended to be all-inclusive, but merely indicates examples of forms of behavior that will protect the interests of employees and contribute to a violence-free workplace. Any violent act by any employee or failure to follow these rules may result in corrective action, up to and including immediate termination.

• Never make a threat to another individual, even if you are joking. Threats may be taken seriously.

• Never engage in any act of violence.

• Report any threat or act of violence immediately to your manager.

• Never bring any weapon, real or imitation, into the Credit Union’s building. This includes firearms, a fixed-blade knives, explosives, hazardous materials, or any item that could be reasonably defined as a weapon.

• Recognize the early warning signs of violence, listed below. If you see any of them, report them immediately to your manager or the Credit Union’s President/CEO.

• Any explicit or implicit threat to or about a co-worker, a manager, or the Credit Union, including bodily injury or death.

• Any statement expressing identification with support or endorsement of or commenting favorably upon a perpetrator or recent event of violence.

• Employees expressing an overwhelming concern that they feel a manager, co-worker, or the Credit Union is unfairly mistreating them.

• Employees demonstrating an extreme interest in weapons, such as frequent discussions of paramilitary training, weapons collections, or compulsive reading and collecting of gun magazines, or an extreme interest in groups that advocate violence.

8. ELECTRONIC COMMUNICATIONS POLICY

8-1 Summary of Electronic Communications Policy

It is important the Credit Union staff is not only informed of acceptable uses of the electronic communications and acceptable computer use on all types of electronic communication and computer devices, but also is part of a culture that understands how to manage risks related to potential harm to the Credit Union, co-workers, and Credit Union members. As such, the Credit Union expects all employees to be familiar with and comply with Policy 2222: Electronic Communications/Acceptable available on policypro.leagueinfosight.com. The policy outlines acceptable use of electronic communication, computers, devices, internet, emails, voicemail, and social media. It also provides information related to privacy expectation, security, reporting security problems, information integrity and user backup. Any violations of this policy can lead to revocation of system privileges and/or disciplinary action up to and including termination.

8-2 Computer Use—Generally

A. Business Purpose. Employees shall use the Credit Union’s computer hardware and software primarily for business purposes. Personal use is permitted on a limited basis with the approval of management. The Credit Union’s computer and communications systems are not intended to be used for and must not be used for the exercise of the workers' right to free speech.

B. Unauthorized Content. Employees shall not enter or attempt to enter computer files and communications of another individual without the consent of Management; nor should they remove or modify computer software or hardware configurations without Management's consent.

C. Logging Off. Employees must sign off (log off) their computers or terminals if they are going to leave their computer or share the computer with another employee.

D. Software Installation. The Credit Union does not permit employees to install or use software not acquired or licensed for business.

E. Access. Employees shall not allow any unauthorized person(s) to have access to the information on their computers or within the Credit Union information systems. Employees shall not use a computer to access Credit Union or member information without a valid purpose or authorization.

F. System Security. Given the sensitive nature of the information collected and maintained by the Credit Union, it is vitally important that employees take every step necessary to protect all confidential and proprietary information. Employees shall do the following:

i. Refrain from downloading attachments sent by unknown parties, as they may contain viruses that could harm the system.

ii. Refrain from attempting to evade an internet firewall and/or proxy server by accessing the

8. ELECTRONIC COMMUNICATIONS POLICY

internet directly, whether by modem, wireless access or another service provider, unless the employee has prior approval of Management.

iii. Immediately run computer protection programs when directed to do so by Management.

iv. Refrain from interfering with or disabling any computer protection programs.

v. Immediately report any actual or potential security violations to Management.

8-3 Internet Use

A. Official Business Purpose. Internet access by employees should primarily be limited to Credit Union business, although brief personal use will generally be allowed. (See paragraph 8-2-A above.) Under no circumstances shall employees visit gaming, gambling or adult-oriented web sites using the Credit Union’s computers.

B. Prohibited Activities. Users shall not send, display, print or disseminate material that could be construed as harassing, intimidating, threatening, illegal, fraudulent, embarrassing, defamatory, sexually explicit, obscene, or otherwise inappropriate.

C. Authorized Information Dissemination. Employees who place information on the Internet should realize that third parties will likely believe that the Credit Union has authorized the information. Employees using Credit Union computers shall refrain from placing information in the public domain without obtaining prior approval from Management.

D. Confidential and Proprietary Information. Information collected and used by the Credit Union is Credit Union property and shall not be posted on the internet without prior approval from Management. Proprietary information regarding the Credit Union may NOT be posted online.

8-4 Email Use

A. Official Business Purpose. Employees should be mindful that the primary purpose for the email system is to improve efficiency by making it easier for staff to communicate. The email system is primarily intended to be used for business purposes and personal use should be kept to a minimum.

B. Professionalism. Email messages, like all business communications, should be reviewed for accuracy, clarity, and spelling errors prior to sending, especially when the message will be sent outside the Credit Union.

C. Sensitive Information. Unless directed otherwise, employees should communicate internal business-related matters of a sensitive nature in person, and not through the computer.

D. Resolution of Conflicts. Employees should not use email to resolve conflicts. Matters that necessitate dialogue and non-verbal communication require in-person communication. Communication that the sender knows may be perceived by the receiver as contentious should be managed in person to avoid misunderstandings and non-productive, defensive communication.

8. ELECTRONIC COMMUNICATIONS POLICY

E. Prohibited Practices. Employees shall not use the Credit Union’s email system to do the following:

i. Solicit or conduct outside business ventures or advertise for personal enterprises or solicit for non-company-related purposes. If employees want to send messages not related to the Credit Union operations, such as sale of sporting event tickets, solicitation for fundraisers not sponsored by the Credit Union, want ads (such as free pets, household items), and party invitations, they should obtain Management approval beforehand.

ii. Engage in forgery (or attempted forgery) of email

iii. Send “spam,” junk mail, unauthorized solicitations, chain letters, or any other unauthorized solicitation to any person.

iv. Send any message that could be construed as harassing, intimidating, threatening, illegal, fraudulent, embarrassing, defamatory, sexually explicit, obscene, or otherwise inappropriate.

v. Send confidential or proprietary information to any person not employed by the Credit Union, without prior approval from Management.

8-5 Voicemail Use

A. Employees should be mindful that the primary purpose for the voice mail system is to improve efficiency by making it easier for staff to communicate. The voice mail system is primarily intended to be used for business purposes and personal use should be kept to a minimum.

B. Employees should leave only professional greetings and messages on voicemail. Leaving any message on the voicemail system that could be construed as harassing, intimidating, threatening, illegal, fraudulent, embarrassing, defamatory, sexually explicit, obscene, or otherwise inappropriate is prohibited.

C. Employees should check voice mail frequently and respond immediately when possible.

D. All messages contained within the voicemail system are the property of the Credit Union.

E. Voice mail greetings should be changed to indicate availability when employees will be out of the office, including specific dates when employees are unavailable; whether voicemail will be checked; and any additional method of contact that may be utilized to contact the employee.

F. When employees are away from their desks, phones should be forwarded to voice mail, or to another extension (for those departments forbidden to send calls directly into voicemail). Forwarding calls to voice mail while working at the desk is prohibited.

G. Forwarding voice mail to other employees should be kept to a minimum and done only when necessary.

8-6 Social Media

Those employees who are responsible for Social Media on behalf of the Credit Union must be familiar with Policy 2222: Electronic Communications Use/Acceptable Policy, Section 6, Policy 1530: Employee Use of Social Media’s outlines an employees’ use and responsibilities.

8. ELECTRONIC COMMUNICATIONS POLICY

Guidelines

1. Social Media Can Mean Many Things In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with the Credit Union, as well as any other form of electronic communication.

2. Employees Are Solely Responsible The same principles and guidelines found in the Credit Union policies and procedures apply to employee activities online. Ultimately, employees are solely responsible for what they post online. Before creating online content, employees should consider some of the risks and rewards that are involved. They should keep in mind that any conduct that is prohibited in this policy may result in disciplinary action, up to and including termination. This does not apply to situations protected by the National Labor Relations Act and discussions related to terms and conditions of employment.

3. Employees Should Know and Follow the Rules Employees should carefully read these guidelines and Electronic Communications/Acceptable policy (Policy 2222) and ensure postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated, and may result in disciplinary action, up to and including termination.

4. Employees Should Be Respectful Employees should always be fair and courteous to fellow employees, members, vendors, or people who work on behalf of the Credit Union. Also, they should keep in mind that work- related complaints are more likely to get resolved by speaking directly with co-workers or by utilizing the Credit Union’s SWLACU Employee Handbook than by posting complaints to a social media outlet. Nevertheless, if employees decide to post complaints or criticism, they should avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparages members, employees or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation, or posts that could contribute to a hostile work environment on the basis of race, sex, sexual orientation, gender identity, pregnancy (current, past, or potential), disability, religion, or any other status protected by law or Credit Union policy.

5. Be Honest and Accurate Employees should make sure they are always honest and accurate when posting information or news, and if a mistake is made, it should be corrected quickly. Be open about any previous posts that have been altered. Remember that the internet archives almost everything; therefore, even deleted postings can be searched. Employees should never post any information or rumors that they know to be false about the Credit Union, fellow employees, members, vendors, and people working on behalf of the Credit Union or competitors.

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6. Post Only Appropriate and Respectful Content

A. Confidentiality. Employees should maintain the confidentiality of the Credit Union’s trade secrets; marketing and strategic plans; member information; proprietary information; financial information; and private or confidential information. Trade secrets may include information regarding the development of systems, processes, products, knowledge, and technology. Employees should not post internal reports, policies, procedures, or other internal business-related confidential communications. Employees must follow the requirements of the Gramm-Leach-Bliley Act and the Right to Financial Privacy Act, which require that confidential member information cannot be shared.

B. Financial Disclosure Laws. Employees should respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate insider trading rules.

C. Links. Employees should not create a link from their blog, website, or other social networking site to the Credit Union’s website without identifying themselves as an employee.

D. Express Only Personal Opinions. Employees must never represent themselves as a spokesperson for the Credit Union. If the Credit Union is a subject of the content being created, employees should be clear and open about the fact that they are an employee and make it clear that their views do not represent those of the Credit Union, fellow employees, members, suppliers, or people working on behalf of the Credit Union. If a blog is published or posts made online related to the work an employee does or subjects associated with the Credit Union, employees must make it clear that they are not speaking on behalf of the Credit Union. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of the Credit Union.”

7. Using Social Media at Work Employees may use social media while on work time as long as it does not affect their work production. Employees should not use the Credit Union’s email addresses to register on social networks, blogs, or other online tools utilized for personal use.

8. Retaliation is Prohibited The Credit Union prohibits taking negative action against any employee for reporting a deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

9. Media Contacts Employees should not speak to the media on the Credit Union’s behalf without contacting CEO. All media inquiries should be directed to the CEO.

10. Employee Rights under the National Labor Relations Act Our social media policy is not intended to interfere with employees' legal rights to engage in concerted, protected activities involving the terms and conditions of employment.

8. ELECTRONIC COMMUNICATIONS POLICY

8-7 Privacy Expectations

A. The Credit Union reminds employees that the Credit Union electronic communications systems are not encrypted by default. Employees must employ encryption to protect data-sensitive information (private or confidential in nature), which must be sent by electronic communication systems. Except as otherwise specifically provided, employees may not intercept or disclose, or assist in intercepting or disclosing, electronic communications.

B. Employees will not send members non-public personal information, including, but not limited to, full account numbers and social security numbers in electronic communications that are not encrypted.

C. The Credit Union is also responsible for servicing and protecting its electronic communications networks. As such, the Credit Union cannot guarantee that electronic communications will be private. Employees should have no expectation of privacy in the electronic communications they receive or send, or the websites and phone numbers they use. The Credit Union reserves the right to monitor email, phone usage, voice mail usage, and computer use by its employees.

D. Management reserves the right to examine email messages, files on personal computers or network servers, web browser cache files, web browser bookmarks, telephone statistics such as the numbers dialed, duration of calls, time of day when calls are placed, and other information stored on or passing through the Credit Union's electronic communications. By monitoring this information, technical support personnel monitor the use of and compliance with this policy and ensure the ongoing availability and reliability of these systems.

E. The Credit Union reserves the right to disclose information contained within an employee’s electronic communication systems to law enforcement, government officials, or other third parties without notification to or permission from the employee sending or receiving the communication.

8-8 Reporting Security Problems

To help ensure proper access levels and system integrity, the Credit Union uses passwords and user identifications on all electronic communications. Regardless of the circumstances, Credit Union employees must never share or reveal individual passwords to anyone else. To do so exposes the employee to responsibility for actions the other party takes with the password. To prevent unauthorized parties from obtaining access to electronic communications, employees should choose passwords that are difficult to guess (for example, not a dictionary word, not a personal detail, and not a reflection of work activities) and include alpha and numeric characters. If an employee needs to share computer data, use message forwarding or directories on local area network servers to store files.

The Credit Union forbids any employee or person with access to the Credit Union's electronic communication systems from misrepresenting, obscuring, suppressing, or replacing a user's identity on the internet or any of the Credit Union electronic communications systems. The username, electronic mail address, organizational affiliation, and related information included with electronic messages or postings must reflect the actual originator of the message or posting.

9-1 Safeguarding Information and Incident Response

It is the Credit Union’s responsibility to safeguard member information and protect the private financial information of the Credit Union's members with appropriate care in order to maintain the confidentiality, integrity, and security of member information. This requires the collaboration of all employees.

Incident scenarios are: 1)An employee responds to a phishing email that is requesting a wire transfer and the wire transfer is completed. 2)An employee clicks on a phishing link that unleashes a malicious attack on the Credit Union’s data; 3)An employee provides one of their passwords that gives malicious hackers access to member data; 4)Employee visits website that causes a virus to the network.

9-2 Protecting Credit Union Data/Member Information (Email and Internet)

For risk management relative to emails and the internet:

• Employees should clean out their email boxes on a regular basis to limit the risk of exposure of member data.

• Employee awareness is important when opening an email. Always look an email address first. If you are suspicious of an email address, please report it and we can get the email address blacklisted.

• Do not ever enter a password to open a link unless first verifying it with the sender that they sent a secure message.

• Do not open pop-ups that have been blocked unless authorized or verified by the sender.

• Do not open emails from unknown sources.

• Be careful when going to a site; make sure the URL is not being directed to a different site prior to entering password.

• Although unscrupulous website content access is prohibited, should you unknowingly access a questionable website, report the incident and the URL (i.e., website address).

• When on social media, do not click on any links that are on any of the social media sites on a Credit Union computer.

Should any incident occur, please report it immediately to the Chief Strategy Officer, or in their absence, the IT company. For examples of incidents and more details, refer to Policy 4125: Incident Response and Policy 2222: Electronic Communications/Acceptable.

10. INFORMATION SECURITY COMPLIANCE

10-1 Security of Physical Facilities

All employees should be familiar with the procedures related to the visitors’ access policy and the requirements to protect the physical assets of SWLACU. Employees must also recognize how to protect member information per the Clean Desk Policy and shredding documents. To understand all details regarding security of physical facilities, employees should refer to Policy 4120: Information Security, Section 5.

10-2 Controls for Access Security

A. System Access Controls. The Credit Union will create system access controls to restrict access to and safeguard member information that is collected and stored by the Credit Union.

i. Employees. The Credit Union will use pre-employment background checks and employment job descriptions to address employee access to member information, dual controls/segregation, and duties for processing transactions and handling member information. Employees may require re-screening, as necessary, when their job duties change and include increased information handling and/or security responsibilities.

ii. Passwords. Password controls will be implemented to limit system access to member information. Passwords may not be stored in computers without access control systems, written down and left where unauthorized persons might discover them, or in other locations where unauthorized persons might discover them. Passwords may not be shared or revealed to anyone else besides the authorized user.

iii. Prohibited Activities. Users must not access or attempt to compromise Credit Union computer or communication system security measures. Incidents involving unapproved system cracking (hacking), password cracking (guessing), file decryption, illegal software copying, short-cuts bypassing system security measures, pranks or practical jokes, or similar unauthorized attempts to compromise security measures may be unlawful and will be considered serious violations of this Policy.

iv. All employees who have access to Southwest Louisiana Credit Union’s system will be required to use multi-factor authentication to access their system accounts. Users will be required to enroll their personal cell phone as the device to serve as the second authentication method as part of multi-factor authentication No compensation or reimbursement will be provided to the employee by Southwest Louisiana Credit Union for use of a personal cell phone for multi-factor authentication.

10-3 Credit Union Systems and Facilities Use Policy

A. Personal Use. Unless a contractual agreement specifies otherwise, all information stored on or transmitted by Credit Union computer and communications systems is Credit Union property. Management reserves the right to examine all information stored in or transmitted by these systems. Employees will have no expectation of privacy associated with the information they store in or send through these systems.

i. Activity Monitoring. Employees may be subject to electronic monitoring while on Credit Union premises and while using Credit Union information systems. In areas where there is a

10. INFORMATION SECURITY COMPLIANCE

reasonable expectation of privacy, such as rest rooms, dressing rooms, and locker rooms, no electronic monitoring will be performed.

ii. Information Inspection and Removal. At any time and without prior notice, Management reserves the right to examine archived electronic mail, personal file directories, hard disk drive files, and other information stored on Credit Union information systems. The Credit Union additionally retains the right to remove from its information systems any material it views as offensive or potentially illegal.

iii. Personal Use and Precautions. Employees are prohibited from using Credit Union time, facilities, equipment or supplies for private gain or advantage. Personal use is allowed pursuant to the Credit Union’s Electronic Communications/Acceptable Use policy (Policy 2222). Users must take steps to prevent member information from being inadvertently damaged or destroyed. Smoking, eating, and drinking may not be done while using computers. Likewise, magnetic media should be kept away from heat (such as direct sunlight) as well as magnetic fields.

INFORMATION AND TECHNOLOGY FORM

INFORMATION AND TECHNOLOGY POLICIES ACKNOWLEDGMENT FORM

I acknowledge I have access to all Information and Technology Policies via PolicyPro and agree to abide by all their terms and conditions. Policies regarding Electronic Communications,Ecommerce, Employees Use of Social Media, Information Security, Incident Response, Phishing, and any other policies related to Information and Technology.

All employees who have access to Southwest Louisiana Credit Union’s system will be required to use Multi-Factor Authentication to access their system accounts. Users will be required to enroll their personal cell phone as the device to serve as the second authentication method as part of multi-factor authentication. No compensation or reimbursement will be provided to the employee by Southwest Louisiana Credit Union for use of a personal cell phone for multi-factor authentication.

I understand that any violation of any of these policies may result in disciplinary action against me, up to and including termination of my employment.

EMPLOYEE’S NAME (please print):

EMPLOYEE’S SIGNATURE:

DATE:

FRAUD AGREEMENT FORM

FRAUD AGREEMENT FORM

The undersigned employee of the Credit Union acknowledges that the Credit Union does not tolerate degree any form of fraud and that fraud is grounds for immediate termination or suspension. The undersigned further acknowledges that acts considered fraudulent include, but are not limited to, the following:

• Manipulation of loan accounts, documents, computer records, share or share draft accounts, or any other type of accounts.

• Dishonesty, including falsification of Credit Union records or altering time reports.

• Theft of any kind, including stealing from members’ accounts, over-payment of dividends and creating fictitious loans or theft of property of employees, members, or the Credit Union.

• Check/share draft kiting or any similar activity (often referred to as "playing the float") including but not limited to artificially inflating account balances by deposits of negotiable instruments for which sufficient funds are not available, "empty envelope" automatic teller machine deposits, or knowingly depositing checks which are not supported by sufficient funds, knowingly negotiating checks on accounts when the account has insufficient funds to cover the check.

• Forgeries of any kind.

• Unauthorized or unapproved salary advances or overtime reimbursement for yourself or another.

• Intentional violation of Credit Union rules, internal controls, security procedures, regulations, or procedures.

• Acting as an agent for or conducting any organized lottery, pool, or other gambling transaction.

• Intentionally failing to secure collateral, to properly record a security interest in collateral, or pledging a member’s shares as collateral without the member’s permission.

• Granting or requesting preferential treatment for anyone.

• Alteration or misrepresentation of time/attendance records or expenses for which reimbursement is requested.

• Alteration of any document presented by a member or to the Credit Union for the purpose of a transaction.

• Making any intentional and material misrepresentation to a member or any third party or Credit Union employee regarding any transaction performed or requested.

• Committing any act which does or could result in the cancellation of bond coverage or the requirement of a condition for bonding.

• Performing any activity, including maintenance and transactions on an employee’s own account or on any account of the employee’s family. Family is any relative of an employee.

• Intentionally accessing or releasing confidential account information to individuals or outside parties for profit or personal gain. This includes information regarding coworkers, members, the Credit Union, and its finances or other sensitive information regarding the organization.

FRAUD AGREEMENT FORM

If the undersigned suspects a Credit Union official or another Credit Union employee of committing fraud, the undersigned agrees to keep his/her suspicion strictly confidential; to not discuss it with any other Credit Union personnel; and to report the suspicion immediately to the Chief Risk Officer. If you suspect CRO, then report it directly to the CEO. All internal fraud will then be reported to the Supervisory Committee for a full investigation.

The undersigned has read and understands the foregoing fraud policy and will not engage in fraudulent acts of any kind while employed by the Credit Union.

EMPLOYEE’S NAME (please print):

EMPLOYEE’S SIGNATURE:

DATE:

CONFIDENTIALITY POLICY FORM

CONFIDENTIALITY POLICY ACKNOWLEDGMENT FORM

All information discussed at the Board of Director's meeting of the Southwest Louisiana Credit Union is strictly confidential and may not be revealed or discussed with anyone other than the members of the Board of Directors, Committee Members, or Employees of the Credit Union as it pertains to each of them. Information for general membership knowledge will be released through normal channels.

Confidential and proprietary information includes all information gained in the course of business which is not publicly distributed. All information available only by virtue of your position or employment is confidential.

This policy does not imply or intend to imply that elected officials or staff should ignore their primary responsibility in their elected/assigned positions, and that any information should be or will be kept from State and Federal Auditors in their examinations of Southwest Louisiana Credit Union. Also, as per section 1790, Article 213 of the Federal Credit Union Act: No Credit Union may discharge or otherwise discriminate against any employee with respect to compensation, terms, conditions, or privileges of employment because the employee provided information to the Board or the Attorney General regarding any possible violation of any law or regulation by the Credit Union or any director, officer, or employee of the Credit Union.

This policy is for the confidentiality of the member's personal credit information gathered for board meetings and certain security procedures that are used in the operation of the office.

Failure to abide by this policy of confidentiality could result in criminal and civil litigation. I also understand that if this policy is not followed and confidential information is released by an employee it is grounds for termination. If the policy is not followed and confidential information is released by an elected official the Board of Directors shall have the right by a majority vote to remove this official from their position in keeping with the best interest of the Credit Union.

This policy is also designed to keep the Credit Union in compliance with the new privacy law GRAMM-LEACH-BLILEY REFORM ACT of 1999 and will be signed yearly by staff, management, and elected officials of the Credit Union.

EMPLOYEE’S NAME (please print):

EMPLOYEE’S SIGNATURE:

DATE:

EMPLOYEE HANDBOOK ACKNOWLEDGMENT

EMPLOYEE HANDBOOK ACKNOWLEDGMENT FORM

I acknowledge I have access to an electronic copy of the Employees Handbook which outlines important information about Southwest Louisiana Credit Union’s employee’s policies, benefits, and responsibilities. I will familiarize myself and comply with the information contained in the Handbook. I understand that it is my responsibility to consult your manager regarding any questions not answered in the Handbook.

I have entered my employment relationship with Southwest Louisiana Credit Union voluntarily and acknowledge that there is not a specified length of employment. Accordingly, either Southwest Louisiana Credit Union or I can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal and/or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the Handbook may occur, except to the Credit Union’s policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies.

I acknowledge that I have electronically received and have access to the Southwest Louisiana Credit Union’s Employee Handbook (“the Handbook”) and I understand that violations of the policies contained in the Handbook could result in corrective action, up to and including termination.

Furthermore, I acknowledge that the Handbook is neither a contract of employment nor a legal document. I have received the Handbook, and I understand that it is my responsibility to read and comply with the policies contained in the Handbook and any revisions made to it.

In addition, I grant permission to the Credit Union to use any pictures taken of me during the performance of my duties in any promotional materials.

EMPLOYEE’S NAME (please print):

EMPLOYEE’S SIGNATURE:

DATE:

ANNUAL POLICIES AGREEMENT FORM

YEAR:

____________

ANNUAL POLICIES AGREEMENT FORM

POLICIES REVIEWED

Nature of Employment-Employment At Will

Attendance & Punctuality

Hours of Work

Overtime Hours

Employees Conduct & Work Rules

Counseling & Disciplinary Procedures

Sexual and Other Unlawful Harassment

Drug and Alcohol Use & Testing

Unprofessional or Abusive Behavior

Dress Code

Credit Union and Personal Liability

Solicitation & Distribution

Smoking

Acceptance of Gifts & Entertainment

Use of Phones

Financial Obligation

Personal Visitors

Problem Resolution

Vacation Time

PTO

Safety and Security

Violence Free Workplace

Electronic Communications

Social Media

IT Risk Management/Incident Response

Information Security

Information & Technology Form

Fraud Agreement Form

Confidentiality Form

Employee Handbook Form

I have received and read the Credit Union Policies listed above and agree to abide to its terms and conditions. I understand that any violation of the policy may result in disciplinary action against me, up to and including termination of my employment.

EMPLOYEE’S NAME (please print):

EMPLOYEE’S SIGNATURE:

DATE: