Employee
Handbook
Revised 2022
Handbook & Acknowledgment Form for
Employee Employees
I further acknowledge that the Company reserves the right to revise, delete and add to the provisions of the employee handbook and state supplement, but that all such revisions, deletions or additions must be in writing. No oral statements or representations can change the provisions of the handbook or supplement. Furthermore, the Company’s policy of at-will employment can only be changed as stated in the prior paragraph.
I also understand and acknowledge that nothing about the policies and procedures set forth in this Handbook should be construed to interfere with any employee rights provided under state or federal law, including Section 7 of the National Labor Relations Act.
Leybold North America Customer Center Systems & Solutions Product Company
I understand and acknowledge that nothing in this Employee Handbook or in any other document or policy is intended to prohibit me from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to or participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission (“EEOC”), National Labor Relations Board (“NLRB”), Securities and Exchange Commission (“SEC”) or any other federal, state or local agency charged with the enforcement of any laws.
I have read and understand the above
I acknowledge that, except where required otherwise by applicable state law, my employment with Leybold is atwill, meaning that it is not for a specified period of time and that the employment relationship may be terminated at any time for any reason, with or without cause or notice, by me or the Company. I further acknowledge that only the President or that person’s authorized representative has the authority to enter into an agreement that alters fact that my employment with Leybold is at-will. Any such agreement must be in writing and signed by the President or an authorized representative.
statements. Employee Name (print): __________________________________________________________________ Employee Signature: ____________________________________________________________________ Today’s Date: _____________________________
Employee Handbook & Acknowledgment Form for Employees of:
I acknowledge that I have received and read a copy of the Leybold Employee Handbook and the applicable State Supplement for the state in which I work. I understand that the Handbook and Supplement set forth the terms and conditions of my employment with the Company as well as the duties, responsibilities and obligations of employment with the Company. I understand that Leybold has provided me various alternative channels to raise concerns of violations of this Employee Handbook and company policies and encourages me to do so promptly so that Leybold may effectively address such situations, and I understand that nothing herein interferes with any right to report concerns, make lawful disclosures, or communicate with any governmental authority regarding potential violations of laws or regulations. I agree to abide by and be bound by the rules, policies and standards set forth in the Employee Handbook and applicable State Supplement.
Table JoiningContentsofUs Welcome to Leybold, Part of the Atlas Copco Group ........................................... A History of Leybold ............................................................................................ About this Handbook ........................................................................................... Mission, Vision and Values ................................................................................... Diversity, Equity and Inclusion .............................................................................. Philosophy ........................................................................................................... Working at Leybold Training and Orientation Period ............................................................................ At-Will Employment Relationship ......................................................................... Business Conduct and the Law Equal Employment Opportunity ............................................................................ Policy Against Harassment .................................................................................. Working Hours, Lunch Period and Rest Breaks ................................................... Training & Education ............................................................................................ Training Records .......................................................................................... Dress Code ......................................................................................................... Smoking .............................................................................................................. Business Code of Practice ................................................................................... Performance Reviews .......................................................................................... Conflict Resolutions ............................................................................................. Corrective Action ................................................................................................. Outside Employment ........................................................................................... Employment of Relatives & Romantic Relationships (Nepotism) ........................... Solicitation & Bulletin Boards ............................................................................. Food & Beverage ................................................................................................. Visitors RadiosProtectionCompanyPersonal.................................................................................................................Visits....................................................................................................Property...............................................................................................ofPersonalProperty...........................................................................andHeadphones..................................................................................... Employment Verifications & References ............................................................... Benefits & Services Health & Wellness Benefits .................................................................................. Credited Service Date ......................................................................................... Salary Continuation (Short Term Disability) ........................................................... COBRA PostageEmployeeEducational...............................................................................................................Assistance(TuitionReimbursement).................................................AssistanceProgram(EAP)................................................................................................................................................................................. Office Supplies .................................................................................................... Employee Referral Program ................................................................................. 27262626252524242423232323222222212020191919191818171717141312121099876
Time Off Holidays ............................................................................................................... Floating Holidays .................................................................................................. Vacation ............................................................................................................... Paid Sick Time ..................................................................................................... Leave of Absence ................................................................................................ The Family and Medical Leave Act (FMLA) ........................................................... Military Leave ....................................................................................................... Bereavement Time ............................................................................................... Jury Duty / Material Witness ................................................................................ Attendance .......................................................................................................... Emergency Closings ............................................................................................ Compensation Employee Status ................................................................................................. Time Reporting .................................................................................................... Salary / Wage Reviews ........................................................................................ Promotions and Transfers .................................................................................... Overtime .............................................................................................................. Pay for Travel ....................................................................................................... Non Traditional Shifts / Premiums ........................................................................ Second Shift ........................................................................................................ Third Shift ............................................................................................................ 4-10s ControlledCompressed..................................................................................................................Shift................................................................................................Substance,Drug&AlcoholAbuse...................................................... Confidential Materials ........................................................................................... Conflicts of Interest in Business Relationships ...................................................... Antitrust .............................................................................................................. US Trade and Transaction Controls ...................................................................... Categories ........................................................................................................... “Red Flags” or Warning Signs .............................................................................. Political Contributions .......................................................................................... Quality Employee Participation ........................................................................................ Safety Reporting Health and Safety or Environmental Incidents ...................................... Injuries PersonalEmployeeSafeTwo-personHazardousDisposalEmergency.................................................................................................................EvacuationPlan................................................................................ofHazardousSubstances......................................................................Work..................................................................................................Rule.................................................................................................Drivers.........................................................................................................AccesstoSafetyRecords...................................................................ProtectiveEquipment(PPE)................................................................... Environmental Management System Computer & Software Use ................................................................................... Electronic Mail ..................................................................................................... Internet Access .................................................................................................... Personal Telephone Calls ..................................................................................... Voicemail ............................................................................................................. Closing 575756565653535353535252525250484848484746464545454545454544444443434141404039333331292928
US Welcome to Leybold, Part of the Atlas Copco Group
Greetings, and welcome to Leybold. We are excited to have you and what is certain to be a mutually fulfilling and rewarding relationship with us. It is our strongly held belief that together we can achieve more, and that’s how we would like you to think of your journey with us. This handbook has been assembled to be a guide and reference to all our employees. Within its pages are the essential components that all our em ployees have agreed to abide. With such a large and complex organization, this guidebook serves as a beacon of the minimum rules and established protocols to build a successful union between employee and company. Its intent is to perpetuate an atmosphere where employees feel valued and have the latitude to grow and lead a successful work life.
JOINING
Leybold has a strong reputation with being a value-added leader in vacuum technology and service. At the core of our strength is the employees that make this possible, each with different educational and experiential back grounds. Our cultural diversity and range of talents all working toward a common goal are what sets us apart from other organizations. We are a pro active business, focused on understanding not only the current issues of our customer base, but also engaged on innovative solutions for their future de velopments. As such, continuous improvement is our ultimate goal in foster ing our employees and mission of excellence for our customers. We believe that there is always a better way and that the person closer to a problem is closer to the solution, so please help us improve and evolve. This cohesive approach makes Leybold an exciting place to work and develop your career. We look forward to the journey with Leybold and all your success for the Henriquefuture.
6
Triboni General Manager Leybold
Since our founding in 1850, Leybold has written its chapter in industrial history and, not least through the groundbreaking inventions of Wolfgang Gaede, founded the worldwide vacuum industry. From the first industrial applications in the production of light bulbs 100 years ago until today, we have reinvented ourselves, again and again, to adapt to the requirements of the global market.
7
A History of Leybold
Our pumps and vacuum systems create the necessary production conditions for the industrial manufacturing of semiconductors, data carriers, displays, coated architectural glass, and solar cells. In addition, vacuum systems are used to refine steel and the processing and packaging of food. Vacuum is also indispensable for the operation of mass spectrometers and electron microscopes and in almost all areas of modern research. At Leybold, our highly trained and experienced employees are the foundation of comprehensive customer service.
Today, vacuum technology is a critical technology that has become indispensable in many applications. Users can be found in all industrialized regions throughout the world, and we continue to count ourselves among the market leaders of this industry.
Our innovative products combined with our state-of-the-art production technology in a global manufacturing network all come together to form a successful business. In addition, a global service network with many service offerings completes our product line. Innovative, modern vacuum technology supports the megatrends of the worldwide economy and thus contributes significantly to sustainable progress. Our history spans over 170 years. Innovative vacuum technology is continually used to make our customers’ applications possible and enable profitable progress.
8
About This Handbook
This document (hereafter referred to as the “Handbook”) shall apply to employees of Leybold North America Customer Center and Systems and Solutions Product Company (hereafter referred to as the “Company” or “Leybold”). The information in this Handbook is subject to review and change by Company management. Each year new programs may be developed, policies updated, and new ideas implemented. The basic intent of the Handbook remains – to bring together into one place the important guidelines, policies and procedures that enables us to work together effectively. The Company is committed to the best practices and the highest ethical standards in the workplace. You are asked to view this Handbook as an overview of our practices and may not assume that the information within it provides you with any vested rights or guarantees. The Handbook is not an employment contract, nor does the information contained promise or suggest conditions of employment, rights, privileges, or a specified term of employment. We employ you based on an “At-Will” relationship unless state law requires otherwise. We have done our best to ensure that the material in this Handbook is accurate. The information is subject to change from time to time. In the event of any contradiction between the information appearing in this Handbook and our Benefit Plans Outline, legal documents – including state and federal law and the information that appears in the master contracts or master plan documents, shall govern in all cases. Please note that in special circumstances (i.e. pandemic or other crisis) we may temporarily modify our current policies and practices in order to respond to the changing needs of our organization and its employees and to remain compliant with local, state and federal mandates.
Diversity, Equity and Inclusion
Putting the
An entrepreneurial and agile spirit
// OUR MISSION: Deliver superior vacuum solutions and service, backed by quality and performance, to drive sustainable profitable growth for all our stakeholders.
// OUR CORE VALUES: We empower each other and strive for…
and transparent communication
•
• honest,
Commitment to ambitious and realistic targets
• Challenging the status quo and learning from our mistakes
We want to be a workplace for everyone. At Leybold we know that diversity, equity and inclusion are critical to our long-term success. We know that diversity, equity and inclusion help us understand our customers’ needs and strengthen employee motivation, productivity, innovation, and results. Each and every one of us should feel respected and be treated fairly and equitably. We embrace differences and strive to have a workforce that reflects the societies in which we operate, with a good balance of people from various backgrounds in leading roles. We are committed to promoting equal opportunity in our hiring and promotion processes. We often say: “There is always a better way”. We continuously look for better ways to ensure that everyone in our organization embraces diversity and contributes to our inclusive culture.
•
We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.
A collaborative culture
We aim to be a positive role model in society and hold our business partners to the same high standards. We look out for each other’s safety and well-being. We treat each other fairly and with respect. We also help each other avoid unethical and illegal activities like discrimination, harassment, or other actions that may harm ourselves, our colleagues, the Company, our business partners, and society. We want to do things the right way. We should all expect fair and ethical behavior in all our relationships –
// OUR VISION: Become first in the minds of industrial and scientific vacuum users and first in choice for our complete range of vacuum solutions.
Mission, Vision and Values9
Over 170 years of vacuum innovation. Quality you can count on and reliability you can trust, by the vacuum technology experts who never stop pursuing the perfect solution to your unique needs.
Open,
•
above individual agendas
• team
Mission, Vision and Values
Philosophy Our values and philosophy focus on the business-critical areas of Safety, Quality, Business Integrity, Employees, Communications and Technology. // SAFETY, HEALTH, HAZARDS & THE ENVIRONMENT Safety is 100% of our behavior 100% of the time! We •Value:Safe people in a safe workplace. •
with co-workers, customers, and other business partners, society, and competitors. We want you to know that anyone can anonymously use the SpeakUp reporting system to help protect our values, the Company, the brand, and each other. This is how we help create a better tomorrow. The The environment take all action to prevent or abate any type of This is how we help create a better tomorrow.
practical
pollution.
and
10Philosophy
safety of our customers through the careful design, manufacture, and service of our products. •
// TECHNOLOGY We believe in technical developments driven by our customers’ needs and our people’s ideas.
// BUSINESS INTEGRITY
• Not tolerate any discrimination, harassment, or improper business dealing.
• Manage costs wisely.
• Provided with clear performance feedback and guidance to improve and grow.
We
// QUALITY
// COMMUNICATIONS
•Will:Encourage open communication and dissemination of information among all employees at every level.
• Use a philosophy of “continuous improvement” and ISO14001 as the underpinning of our quality systems.
• Always treated with trust and respect and be competitively compensated for their efforts.
• Listen to our customers and their needs shall drive our quality improvement programs.
We
• Use information technology in support of our customers and business needs.
// EMPLOYEES
Philosophy11
•Will:Live total quality management.
•Will:Operate under the Atlas Copco Business Code of Practice in an ethical and responsible manner with our customers, suppliers, employees, and their communities.
We
It is our intent that our employees shall be:
• Developed and trained to grow with the company.
WORKING AT LEYBOLD
The first 90 days of your employment is considered to be a training and orientation period. This is your opportunity to become acquainted with the Company as well as our opportunity to get to know you. While you are learning about your job and working at Leybold, you and your supervisor will frequently review your performance. Occasionally, it happens that either the employee or the Company determines that the fit is not right. When this occurs, employment will be discontinued. We hope that by keeping a close eye on performance during the early stages of employment, you will become acquainted and comfortable in your job quickly. The successful completion of this period should not be construed as creating a contract or as guaranteeing employment for any specific duration.
// AT-WILL EMPLOYMENT RELATIONSHIP
// TRAINING AND ORIENTATION PERIOD
12
Employment with Leybold is at-will, unless state law provides otherwise. This means that you are not obligated to remain with us for any specified period, and you may end the employment relationship at any time. Likewise, the Company may terminate your for any or no reason, with or without cause of notice. Nothing in this Handbook or any oral statement shall limit the right to terminate at-will. This at-will employment policy is the sole and entire agreement between the employee and Leybold regarding the fact that employment with Leybold is at-will. No manager or supervisor has any authority to enter into a contract of employment express or implied that changes the fact that employment with Leybold is at-will. Only the President of the Company or that person’s authorized representative has the authority to enter into an employment agreement that alters the fact that employment with Leybold is at-will, and any such agreement must be in writing signed by the President of the Company or an authorized representative.
BUSINESS CONDUCT AND THE LAW
Disability and Accommodation
Leybold is committed to equal opportunity to all applicants and employees without regard to race, color, religion, sex (including pregnancy, lactation, childbirth and related medical conditions), gender identity, sexual orientation, national origin or ancestry, age, physical or mental disability, genetic information (including testing an characteristics), veteran status, uniformed servicemember status or any other status protected by federal, state or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and co-workers.
// EQUAL EMPLOYMENT OPPORTUNITY
Employees are required to cooperate with this process by providing all necessary documentation supporting the need for accommodation, and being willing to consider alternative accommodations when Leyboldapplicable.will also consider requests for reasonable accommodations for medical conditions related to pregnancy, childbirth and lactation where supported by medical documentation and/or as required by applicable federal, state or local law.
Leybold also prohibits discrimination against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. All decisions regarding employment, placement, training, advancement, transfer, compensation, benefits, termination, and social & recreational programs are based solely on individual merit, skill, ability, and qualification. Leybold will not tolerate harassment of any employee or applicant based on any of these characteristics.
13
To comply with applicable laws ensuring equal employment opportunities for individuals with disabilities, Leybold will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result. Any employee who requires an accommodation in order to perform the essential functions of their job, enjoy an equal employment opportunity, and/or obtain equal job benefits should contact Human Resources to request such an accommodation. Human Resources will communicate with the employee and engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodation(s) may be appropriate. In some cases, this interactive process may be triggered without a request from the employee, such as when the Company receives notice from its own observation or another source that a medical impairment may be impacting the employee’s ability to perform essential job functions.
Employees who believe they need an accommodation must specify, preferably in writing, what barriers or limitations prompted the request. The Company will evaluate information obtained from the employee, and possibly the employee’s health care provider or another appropriate health care provider, regarding any reported or apparent barriers or limitations, and will then work with the employee to identify possible accommodations, if any, that will help to eliminate or otherwise address the barrier(s) or limitation(s). If an identified accommodation is reasonable and will not impose an undue hardship on the Company and/ or a direct threat to the health and/or safety of the individual or others, Leybold will generally make the accommodation, or it may propose another reasonable accommodation which may also be effective.
This section will provide you with some guidelines covering the most common legal/ethical areas of concern. There will be absolutely no retaliation toward employees who report activities as outlined here.
Business Conduct and the Law 14
Employees who wish to request unpaid time away from work to accommodate a disability should speak to Human Resources.
The workplace includes: actual worksites, any setting in which work-related business is being conducted (whether during or after normal business hours), online and electronic interactions with company employees and third parties involved in our operations, company-sponsored events, or company owned/controlled Theproperty.Company
Religious Accommodation
prohibits unlawful harassment, sexual harassment and retaliation, as well as such conduct that does not rise to the level of being unlawful. This policy is not designed or intended to limit the Company’s authority to discipline or take remedial action for workplace conduct that the Company deems unacceptable, regardless of whether that conduct satisfies the definition of unlawful harassment, sexual harassment or retaliation. Sexual Harassment Defined Sexual harassment includes unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: • Submission to such conduct is made a term or condition of employment; or
The Company will provide reasonable accommodation for employees’ religious beliefs, observances, and practices when a need for such accommodation is identified and reasonable accommodation is possible. A reasonable accommodation is one that eliminates the conflict between an employee’s religious beliefs, observances, or practices and the employee’s job requirements, without causing undue hardship to the TheCompany.Company has developed an accommodation process to assist employees, management, and Human Resources. Through this process, the Company establishes a system of open communication between employees and the Company to discuss conflicts between religion and work and to take action to provide reasonable accommodation for employees’ needs. The intent of this process is to ensure a consistent approach when addressing religious accommodation requests. Any employee who perceives a conflict between job requirements and religious belief, observance, or practice should bring the conflict and request for accommodation to the attention of Human Resources to initiate the accommodation process. The Company requests that accommodation requests be made in writing, and in the case of schedule adjustments, as far in advance as possible.
// POLICY AGAINST HARASSMENT Sexual and Other Unlawful Harassment
The Company is committed to providing a work environment that is free of prohibited harassment. As a result, the Company maintains a strict policy prohibiting sexual harassment and harassment against any applicant or employees based on any legally-recognized status, including, but not limited to: race, color, religion, sex, pregnancy (including lactation, childbirth or related medical conditions), sexual orientation, gender identity, age (40 and over), national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics), veteran status, citizenship status, uniformed servicemember status or any other status protected by federal, state or local law. This policy applies to all persons involved in its operations, regardless of their position, and prohibits harassing conduct by any employee or other person involved in the operations Landmark, including but not limited to, supervisors, managers and nonsupervisory employees. This policy also protects employees from prohibited harassment by third parties, such as customers, vendors, clients, visitors, or temporary or seasonal workers. If such harassment occurs in the workplace by someone not employed by the Company, the procedures in this policy should be followed.
• Verbal conduct including taunting, jokes, threats, epithets, derogatory comments or slurs based on an individual’s protected status;
Protection Against Retaliation Retaliation is prohibited against any person by another employee or by the Company for using the below complaint procedure, reporting proscribed discrimination, harassment, sexual harassment, objecting to such conduct, or filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited
• Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, posters, websites, emails or text messages;
• Submission to, or rejection of, such conduct is used as a basis for employment decisions affecting the individual; or
• Verbal conduct: making or using sexually derogatory comments, innuendos, epithets, slurs, sexually explicit jokes, or comments about an individual’s body or dress, whistling or making suggestive or insulting sounds;
• Sabotaging an individual’s work; and • Bullying, yelling, name-calling
• Physical conduct including assault, unwanted touching or blocking normal movement because of an individual’s protected status.
• Such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile or offensive working environment, even if the individual making the report is not the intended target of such conduct.
• Making or threatening reprisals after a negative response to sexual advances;
• Physical conduct: unwelcome or inappropriate touching of employees, customers or vendors, physical violence, intimidation, touching, assault or impeding or blocking normal movements;
Sexual harassment also includes various forms of offensive behavior based on sex. The following is a nonexhaustive list of the types of conduct prohibited by this policy:
• Unwanted sexual advances or propositions (including repeated and unwelcome requests for dates);
• Retaliation for making reports or threatening to report sexual harassment.
Other Types of Harassment
Sexual harassment can occur regardless of the gender of the person committing it or the person who is exposed to it. Harassment on the basis of sexual orientation, self-identified gender, perceived gender, or transgender status, are all forms of prohibited sexual harassment.
• Offers of employment benefits in exchange for sexual favors;
• Hostile actions taken against an individual because of that individual’s legally protected characteristic, such as: • Interfering with, destroying or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job;
• Verbal and/or written content of a sexual nature, graphic verbal and/or written sexually degrading commentary about an individual’s body or dress, sexually suggestive or obscene letters, notes, invitations, emails, text messages, tweets or other social media postings;
Harassment on the basis of any legally protected status is prohibited, including harassment based on: race, color, religion, sex, pregnancy (including lactation, childbirth or related medical conditions), sexual orientation, gender identity, age (40 and over), national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics), veteran status, citizenship status, uniformed servicemember status or any other status protected by federal, state or local law. Prohibited harassment may include behavior similar to the illustrations above pertaining to sexual harassment. It also includes, but is not limited to:
• Visual and/or written conduct including derogatory posters, photographs, calendars, cartoons, drawings, websites, emails, text messages or gestures based on an individual’s protected status; and
Business Conduct and the Law15
After a report is received, a fair, timely, thorough and objective investigation by the Company will be undertaken. The Company will maintain confidentiality surrounding the investigation to the extent possible, consistent with a thorough and objective investigation, and to the extent permitted or required under applicable law and related information will only be shared with others on a need-to-know basis. The investigation will be documented and tracked. All parties will be afforded appropriate due process and the Company will reach reasonable conclusions based on the evidence collected. Once the investigation is completed and a determination is made, the complaining party will be advised that the investigation has been completed as soon as practical and may be informed of the resolution, if appropriate. The Company expects all employees to fully cooperate with and provide truthful information in any investigation conducted by the Company. and, during the investigation, keep matters related to the investigation confidential.
Business Conduct and the Law 16
The initiation of a good faith complaint of discrimination, harassment, sexual harassment or retaliation will not be grounds for disciplinary or other retaliatory action, even if the allegations cannot be substantiated or the employee was mistaken about aspects of the complaint. Any individual who makes a complaint that is demonstrated to be intentionally false may be subject to discipline, up to and including termination.
Investigation
Complaint Procedure
If the Company determines that this policy has been violated, including in the event that a manager knowingly allows the policy to be violated without reporting it, prompt remedial action will be taken, up to and including termination of employment.
to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit.
Discipline
Individuals who believe they have been subjected to retaliation, or believe that another individual has been subjected to retaliation, should report this concern pursuant to the Complaint Procedure set out below. Any report of retaliatory conduct will be investigated in a thorough and objective manner. If a report of retaliation prohibited by this policy is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken.
In addition to being subject to discipline for engaging in harassing or sexually harassing conduct themselves, supervisors and managers will be subject to discipline (up to and including termination) for failing to report suspected harassment or sexual harassment, or otherwise knowingly allowing harassment or sexual harassment to continue. Supervisors and managers will also be subject to discipline for engaging in prohibited harassment or retaliation.
Good Faith Reporting
Any individual who believes that they or another individual has been subjected to harassment, sexual harassment or retaliation should, as soon as possible, report it to his or her manager, another member of management, or Human Resources at 72-325-6529. Complaints can be made orally or in writing. Complaints may be made anonymously using the Speak Up system. Employees are not required to report any prohibited conduct to a supervisor or manager who may be hostile, who has engaged in such conduct, who is a close associate of the person who has engaged in such conduct, or with whom the employee is uncomfortable discussing such matters. Any supervisor or manager who receives a complaint of harassment, sexual harassment, or retaliation or receives information about such conduct must immediately report it to Human Resources. Employees are encouraged, but not required, to communicate to the offending person that his/her conduct is offensive and unwelcome. Individuals who observe any behavior directed at others that may violate this policy are encouraged to take reasonable action to defuse such behavior, if possible, such as intervening directly, alerting a supervisor or Human Resources to assist, or making a report under this policy.
// WORKING HOURS, LUNCH PERIOD, AND REST BREAKS Salaried exempt and non-exempt employees also work a standard schedule of hours. Due to the nature and variety of these positions, breaks and meal periods are not formally scheduled for exempt employees. Schedules will vary by site, workload, and business need. Your supervisor will discuss your normal work schedule with you. Please note your schedule may be changed based on the needs of the Company or in accordance with providing a reasonable accommodation in compliance with federal, state or local law.
LearningLink.Business Conduct and the Law17
Training Records Records of your training, education, and/or skills will be collected and maintained within the LearningLink platform. To ensure your record is up to date, make certain you are sending all completed training hours to Human Resources to be entered into
// TRAINING & EDUCATION We believe that the growth and success of our Company is enhanced by the growth of our employees. We encourage you to pursue continuous development throughout your career. You will find several training sources available to you both internally and externally. Internally, we offer a regular schedule of product, service, and compliance modules. From time to time, we also offer in-house courses on communications and management skills, and other developmental topics. Your annual performance appraisal conversation should include a plan for your personal training and development. When in-house sources cannot provide the desired training, external seminars are frequently available. External seminars may be approved based on need, availability, and cost. Plans for external training are usually developed with your supervisor during your annual performance appraisal; however, requests may also be considered throughout the year as needs arise. Our Educational Assistance Program is also available to support your developmental goals. Please see the benefits section of this handbook for details on Tuition Reimbursement. Leybold is committed to the continuous development of all employees so you can fulfill your aspirations, meet business needs, and perform your duties. The Company provides sufficient and appropriate training and development to assist individuals in achieving this objective. Training development is primarily your responsibility with the support of line management. You and your manager should jointly endeavor to improve personal performance. The Human Resources and training functions provide professional support and advice, develop new/improved systems or processes where required, and review these processes periodically to ensure effectiveness.
All Leybold facilities are designated as non-smoking. Smoking may be allowed in designated areas outside the building. Please note: some locations do not allow smoking outside the building while on Company property. At these locations, smoking is strictly prohibited anywhere on the grounds. In locations where smoking is permitted outside the building, the following guidelines will apply, smoking is permitted during scheduled break times. The use of smokeless tobacco (chewing) or electronic smoking devices (vaping) are not permitted within any of our facilities. Smokers are asked to keep the grounds clean by using ashtrays provided. In addition, employees need to abide by any applicable local smoking laws.
Business Conduct and the Law 18
Please contact your supervisor or Human Resources for any information regarding dress code that is specific to your work location and position.
// DRESS CODE
// SMOKING
You should dress in a manner appropriate for your job function and consider safety rules (loose clothing, dangling jewelry, etc.) when determining what to wear to work. Employees who work in the Shop are required to wear Company-approved uniforms at all times. All other employees should follow Leybold’s “business casual” dress code. The term “business casual” is meant to allow a selection of less formal attire for the office, while maintaining an image appropriate for your position and job duties. Clean, conservative, tailored clothing is the preferred style. Examples of unacceptable clothing includes, but is not limited to, the following: shirts with inappropriate language or images, tank tops, crop tops, shorts or flip-flops. You are expected to dress according to the expectations of customers or clients and to demonstrate good judgment and professional taste. This may, at times, mean more formal attire will be the appropriate choice. If you have any questions about appropriate clothing for work, please contact your supervisor or Human Resources.
// PERFORMANCE REVIEWS
Leybold stresses an atmosphere of respect for each employee’s rights and privacy and asks all employees to follow this example.
Employees are encouraged to discuss any problem, concern, or complaint you may have with your supervisor. We also encourage you to bring new ideas and suggestions for improvement to your supervisor. If, for some reason, you cannot resolve your issue with your supervisor, you are always free to consult your department manager, the Human Resources department, or any member of management with whom you feel comfortable.
// CORRECTIVE ACTION
Behavior or actions that are, or for good reasons may be perceived as, violations of laws or of the Atlas Copco Business Code of Practice should be reported immediately to the nearest manager. Managers are expected to treat such matters both seriously and in compliance with the Atlas’ policies and values, providing full confidentiality to the person reporting the issue. Employees may report concerns to any member of management with whom the employee feels comfortable or the Human Resources Department. Should this not be possible, employees can access Atlas Copco’s SpeakUp system at www.atlascopco.com/speakup or by calling 1-866-250-6706
SpeakUp Reports will be treated confidentially and may be submitted anonymously. No one shall be discriminated against, or retaliated against, for reporting an actual or suspected violation in good faith. If you request anonymity at the point of reporting a violation, your identity is assured to remain unknown except to Atlas’ legal counsel, to the extent permitted by applicable law or state/local policies and to the extent it does not adversely impact conducting the investigation. Please remember that anonymous reports are often difficult to act upon.
Business Conduct and the Law19
// BUSINESS CODE OF PRACTICE
Report violations to your nearest manager
Two-way communication about how well you are performing your job is necessary and helps you succeed in your job. You should receive a formal performance appraisal at least once per year. This review will cover performance and focus on competencies and career development. You should meet with your supervisor and discuss your job, performance, and goals for the coming year at the beginning of each year or soon after you begin a new position. Attention to job performance is an ongoing process for both the employee and the supervisor. Interim discussions or reviews are encouraged and recommended.
// CONFLICT RESOLUTIONS
When unacceptable conduct occurs, one or more of the following responses can be expected: counseling, verbal warning, formal written warning, probation, suspension without pay, Performance Improvement Plan (PIP) or discharge. The nature of the incident will advise the specific course of action. It may or may not be appropriate to “step” through all of the disciplinary levels listed above. Leybold reserves the right to discipline or terminate employees without resorting to prior disciplinary measures. The severity of the issue or incident, past performance history, and other relevant factors will influence the nature of the response. All corrective actions are performed in an unbiased and reasonable manner and are intended to alleviate undesirable conduct.
For the protection and comfort of all our employees and in the best interest of our business, it is necessary to establish certain rules/practices. We believe these rules and practices to be common sense. We trust that employees will conduct themselves reasonably, responsibly, and in a safe manner. However, we recognize that occasionally, deviation from acceptable conduct may occur. There are some behaviors and actions, potentially harmful to our employees or business that we will consider so serious that will result in disciplinary action up to and including immediate discharge.
OF RELATIVES & ROMANTIC RELATIONSHIPS (NEPOTISM)
• They will not be working directly for a member of the leadership team/senior management.
Business Conduct and the Law 20
A familial or intimate relationship among employees can create an actual or at least potential or perceived conflict of interest in the employment setting, especially where one relative, spouse, partner, or member of such a relationship supervises another relative, spouse, partner, or member. To avoid this problem, we may refuse to hire or place a relative or other intimately associated individual in a position where the potential for favoritism or a conflict exists.
Procedure: It is the responsibility of employees and/or candidates for employment with Leybold to disclose to Human Resources whether other employees are their relatives. The definition of “relative” will extend beyond those who live in your household. “Relative” means any person who is a spouse, child, sibling, parent, or grandparent of the employee. Additionally, person(s) related by marriage which includes in-laws, individuals who were previously married and are presently divorced, or whose relationship with the employee is similar to that of persons who are family members or related by marriage (i.e., common law and domestic partnerships).
• They will not be working directly above or below the relative’s immediate superior In other cases where a conflict or the potential for conflict arises, senior management of Leybold reserves the right to separate parties involved by reassignment.
// EMPLOYMENT
Romantic Relationships: We will not take any adverse employment action against any employee for engaging in romantic relationships during nonworking hours away from Company premises. However, we will consider such relationships when they affect an employee’s job performance, occur during working time or on Company premises, or pose a danger of a conflict of interest. In the interest of avoiding potentially significant difficulties for all concerned, employees in supervisory or management positions are strongly discouraged from pursuing or engaging in relationships of a romantic or intimate nature with other employees. If such a relationship does occur, the supervisor/manager should promptly disclose it to their Human Resources representative and immediately withdraw from participating in any decisions involving hiring, evaluations, promotions, compensation, work
If placed on a PIP, the employee will receive a written document describing the areas in need of improvement, including specific, measurable goals and the deadlines for meeting them.
Relatives of current employees should be employed/transferred only where:
(Corrective Action continued)
// OUTSIDE EMPLOYMENT
The PIP generally lasts no more than 90 days, with checkpoints along the way. However, a PIP can cover any reasonable period of time as is consistent with the needs of the Company. If sustained improvement is not demonstrated, termination can result at any time during the PIP period.
Employees currently on a PIP are not eligible to apply or be considered for internal position vacancies.
We depend on you to devote your full time and attention to your position with Leybold while you are scheduled for work. However, Leybold does not wish to place any restrictions on our employees’ use of their personal time. Any outside employment should not conflict with the operation of our business or the satisfactory performance of your job with Leybold. Supplementary employment cannot be considered justification for poor performance, absenteeism, tardiness, or refusal to work overtime. We must prohibit our employees from working in any manner of competition with our business.
• They will not be working directly for or supervising a relative.
The Company has established the following rules applicable to all employees and non-employees that govern solicitation, distribution of written material and access to Company property:
• Employees may distribute or circulate any written or printed material only in non-work areas, during nonworking times. No employee may distribute or circulate any written or printed material in work areas at any time, or during their own working time or the working time of the employee or employees at whom such activity is directed;
• Employees may engage in solicitation activities only during nonworking times. No employee may engage in solicitation during their own working time or during the working time of the employee or the employees at whom such activity is directed;
• Non-employees are not permitted to solicit or to distribute written material for any purpose on Company property; and
assignment, or discipline that involve or may involve the other person. The Company’s interest is solely in maintaining propriety in management and is in no way intended to infringe on the personal lives of our employees. Exceptions: Exceptions may be allowed where merger/acquisitions create the situation, the employment of relatives preceded the initial implementation of this policy, or the family-relationship occurs through marriage after employment or placement. In these situations, where operationally feasible, every attempt will be made to accommodate a transfer without disparate impact. All exceptions to this policy must be reviewed by a committee of approvers. This policy applies to all future and current employees. Failure to adhere to this policy may result in disciplinary action, up to and including termination.
BusinessBoards.Conduct and the Law21
// SOLICITATION & BULLETIN BOARDS
• Off-duty employees are not permitted in work areas. Strict compliance with these rules is required. As used in this policy, “working time” includes all time for which an employee is paid and/or is scheduled to be performing services for the Company; it does not include break periods, meal periods, or periods in which an employee is not performing and is not scheduled to be performing services or work for the Company. Bulletin boards are maintained for employees’ information and include official announcements and items of interest. It is mandatory to obtain approval from the Human Resources department prior to posting any notice within Leybold facilities. Employees are not to remove any item from Company Bulletin
Cafeterias and/or break rooms are provided at each facility. Employees are asked to use these facilities for meals and snacks. To maintain product quality and employee safety, food may not be brought into factory areas. In certain instances, beverages may be allowed in production areas if carried in approved containers. Conference facilities should not be used as a substitution for lunchrooms except for special occasions. When refreshments or lunches are served at meetings, attendees need to clean up before departing the room.
// FOOD & BEVERAGE
// VISITORS All non-employee visitors must enter the building through the lobby and sign in at the reception area. Visitors should obtain a visitor badge and be always escorted by their Leybold host employee while in the building.
// PERSONAL VISITS
Business Conduct and the Law 22
Personal visits are restricted to the reception area, cafeteria, or break rooms during break or lunchtime. If a personal visitor (including your children) is to enter any other area of the building, please obtain permission from your supervisor or Human Resources. Children should never be left unattended for any period.
Contractors may be unescorted with approval from Safety Health Environmental Supervisor or IT as needed. After completing their business, visitors should sign out at the reception area. No one should be admitted to our buildings through the other entrances for any reason without approval from a member of management. When an Leybold employee visits another Leybold facility, they should sign the visitor’s register. The register is used to determine who is in the building in the event of an evacuation; therefore, even visiting employees need to sign in.
// PROTECTION OF PERSONAL PROPERTY
Leybold is not responsible for the loss, theft, or damage to personal items on Company property or carried with you while traveling on Company business. Any item that you bring with you should be properly safeguarded. In general, Leybold discourages employees from bringing any valuable possession to work. Personal belongings should be placed in areas that have been designated for such articles and not left at workstations. Articles of personal property found on the premises should be returned to the owner, if known, or turned in to the Supervisor of that area. It is expected that employees will exercise reasonable care with respect to their personal property on the premises. Under no circumstances should purses, wallets or other valuables be left unattended on desktops, in coats or in plain view.
// PROFESSIONAL ASSOCIATIONS & MEMBERSHIP DUES
// EMPLOYMENT VERIFICATIONS & REFERENCES
The Company may sponsor your membership in Professional or Trade associations when a clear benefit to your position is derived through the membership. Such requests will be reviewed and authorized at the department level. Your manager will consider benefits provided, current access to comparable resources, cost, and other relevant details when determining the suitability of the requested
// COMPANY PROPERTY
Radios and headphones may not be used when they present a safety hazard (where fork trucks or moving machinery are operating, etc.). The use of radios and headphones while working will be based on management discretion at each site, depending on the job safety and business concerns. The volume should be kept low so those with alternative taste do not have to listen. Employees should not play any audio content with offensive or inappropriate language. If any disagreement arises, the listener can use headphones or turn the radio off. Employees feel uncomfortable asking someone to turn down a radio continuously. Please do not cause anyone to have to ask twice.
Only the Human Resource department should respond to inquiries concerning your employment. All inquiries should be sent to the HR Manager or HR Generalist. Human Resources will verify information concerning dates of employment and position title only.
membership.Business Conduct and the Law23
To perform your job, you will likely be issued tools, computer equipment, credit cards, or other items required in your role. Any property that we issue to you is expected to be used primarily in the performance of your job and will remain under the ownership of the Company. You should exercise reasonable care in the maintenance of Company property while it is in your possession. Access to this property can be withdrawn at any time for any reason at the Company’s discretion, including, but not limited to, job reassignment, leave of absence, during periods of audit/investigation or temporary layoff. If you leave Leybold, you will, of course, be required to return such property, in good working condition.
// RADIOS AND HEADPHONES
Employees must be out of work for seven (7) calendar days due to a non-work-related injury or illness before short-term disability benefits will begin. During this time, employees may use accrued vacation or sick time in accordance with the Company’s policy. For illnesses or injuries that result in hospitalization or surgery (in-patient or out-patient), the elimination period is waived.
Short Term Disability (Week 13 thru 26) Employee receives 60% of base earnings
BENEFITS & SERVICES // HEALTH & WELLNESS BENEFITS
24
// SALARY CONTINUATION (SHORT TERM DISABILITY)
at least 30 hours per week. These include: • Medical Plan • Dental Plan • Vision Plan • Life and Accidental Death & Dismemberment Insurance • Travel Accident Life Insurance • Short Term Disability • Long Term Disability • Flexible Spending Account (FSA) • Health Savings Account (HSA) • Retirement Savings Plan (RSP) 401K
Benefit
who
plan
regular, full-time
a comprehensive array of benefits to
Benefit eligible employees will receive salary continuation benefits for periods of medically authorized disability of seven (7) days or more. During an approved short-term disability (STD) period, as determined by the insurance carrier, employees are paid either 100% or 60% of base earning according to the following schedule.
Leybold offers all employees work In all cases, if a conflict occurs, the wording in the actual document or policy will take precedence over what is stated in this Handbook. details will be provided at the start of your employment. Atlas Copco operates a dedicated support group to assist Leybold employees with questions or issues related to your benefits. The Atlas Copco Benefit Service Center can be reached during normal business hours (East Coast) at (877) 777-7009 or benefits.center@us.atlascopco.com. Benefits and enrollment information can also be found www.atlascopcobenefits.com.
Waiting Period: Seven (7) Days
// CREDITED SERVICE DATE Your date of hire will be the basis for determining service credit as it applies to vacation, vesting in the Retirement Savings Plan (RSP), service anniversaries, etc. If you leave active service and return within one year, your credited service date will go back to your original date of hire. When a break in service extends beyond one year, you may receive a partial credit for prior service. In this case, service eligibility will be determined and may be adjusted by Human Resources.
Short Term Disability (Week 1 thru 12) Employee receives 100% of base earnings
• Applications need to be submitted two weeks before your first class. Approved applications will be returned to you.
Associates Degree
Coverage is available to separated employees and their families for a period of 18 months. Once you have terminated employment with Leybold, you will receive a personalized mailing at home detailing your COBRA options and you will have 60 days to elect coverage. There is no lapse in coverage once you have enrolled. You can select only those health plans that were in effect at the time of your separation, and you must pay the premiums and administrative fees. All COBRA claims are administered through our COBRA provider.
Additionally, Leybold will reimburse for the cost of tuition, books, fees, etc. up to $10,000 based upon the reimbursement schedule above for any fiscal year January through December. Payments may be taxable in some Educationalcases.assistance is available to full-time, regular employees who have been continuously employed for at least 1 year and maintain satisfactory performance. No reimbursements will be made for education
(Salary Continuation continued)
// COBRA
degree Grade C 70% Grade B 75% Grade A 80% Bachelors Degree – 4-year degree Grade C 80% Grade B 85% Grade A 90% Masters Degree – 5+ year degree Grade B 80% Grade A 90%
Note: In states where State Disability Benefit laws prevail, you must apply for the State Disability benefits. The benefit you receive will be coordinated with the benefit available from this plan up to the maximum allowable under this plan.
• Upon completion of the course, submit an official grade report and appropriate receipts. Reimbursements will be made as follow: – 2-year
Maximum STD Benefit Period: Twenty-six (26) Weeks. STD applies to non-work-related accidents or sickness only. No premium payment for employees.
• Courses should be business related or part of an approved degree program and offered by an accredited educational institution.
The Comprehensive Omnibus Budget Reconciliation Act (COBRA) mandates continuation of health benefits.
Leybold encourages you to develop your skills by furthering your education. Upon approval, the Company will reimburse up to 90% of the cost of tuition, books, and certain other fees upon successful completion* of each course.
Benefits and Services 25
// EDUCATIONAL ASSISTANCE (TUITION REIMBURSEMENT)
// OFFICE SUPPLIES All office supplies provided by the Company are for business use only and should not be removed from the office or used for non-Company reasons. Violations will result in disciplinary action up to and including termination.
Benefits and Services 26
assistance after voluntary resignation of employment with Leybold. If an employee should voluntarily leave or be terminated by the Company within one (1) year of the date of the tuition reimbursement payment, the individual will be expected to repay 100% the amount of the tuition reimbursement that was received. Should the individual voluntarily leave or be terminated by the Company within two (2) years of the date of the tuition reimbursement payment, the individual is expected to repay 50% of the total cost of the degreed program.
At Leybold, we recognize that managing the demands of everyday life can affect job performance. The Employee Assistance Program (EAP) is a free and confidential service to help you cope with a variety of issues such as legal or financial obligations, family issues, and emotional problems. It can offer access to professional consultants, referrals to community resources, and free booklets and audiotapes. Leybold will not be notified of your use of the service unless your supervisor formally refers you. In this instance, the Company would only be told whether an appointment was kept, not the specifics of the meeting/ EAPdiscussions.services may be reached directly at (800)-523-5668 or via the internet at www.magellanhealth.com/member. Information about EAP is also posted throughout Leybold facilities and is available from Human Resources.
// VOLUNTARY SERVICE POLICY
(Educational Assistance continued)
// POSTAGE You may route personal mail through our mailroom (or mail service) provided you have affixed required postage. The postage meter is strictly for Company business and no unauthorized employee should attempt to operate it.
Employees who have completed one year of regular continuous service and who are in good standing are eligible for up to 16 paid voluntary service hours per calendar year. For purposes of this policy, “good standing” means that the individual has not received a corrective action in the year prior to the voluntary service request. Time taken for unpaid personal leave or long-term disability is not counted towards the one-year requirement. Employees working less than 30 hours a week but greater than or equal to 20 hours a week will be eligible for a pro-rated number of voluntary service hours based on regularly scheduled hours worked.
// EMPLOYEE ASSISTANCE PROGRAM (EAP)
One component of the Company’s purpose, vision and core values is to encourage personal development and social contributions beyond the workplace. Accordingly, the Company provides up to 16 hours of paid time off for voluntary service activities during business hours, both to enrich the employee’s experience beyond work and to support the communities in which we conduct business. Pay is not granted in lieu of voluntary service. Scope This policy applies to all Leybold regular full-time employees in the US.
Benefits and Services 27
We offer an incentive payment of up to $1,500* for certain positions if you refer someone who is hired. To make a referral, submit a completed referral form along with the individual’s resume within the vacancy posting period. Once the vacancy posting period expires for a position, we can no longer accept referrals for consideration.
The referral bonus payment (taxable) will be made six (6) months after the qualified hire’s start date, assuming that you and the new hire are actively employed at the time of payment. All active employees are eligible to participate, except the following: Human Resources personnel, Senior Management (Department Managers and above), and the respective Hiring Manager.
*Referred Employee Bonus Amount Nonexempt Position $1,000.00 Exempt Position $1,500.00
// EMPLOYEE REFERRAL PROGRAM
• New Year’s Day • Good Friday • Memorial Day • Independence Day • Day after Independence Day • Labor Day • Thanksgiving Day • Day after Thanksgiving Day • Christmas Eve • Christmas Day
Leybold offers 13 paid holidays, 10 of which are fixed: When an authorized holiday falls on a Saturday, it will be observed the Friday before the holiday. When the holiday falls on Sunday, it will be observed the Monday after the holiday. If an authorized holiday falls within a period of approved short-term disability or family and medical leave, the employee shall receive holiday pay as if the employee were an active employee on that day.
28
TIME OFF We all need time off from our jobs – to enjoy favorite activities, to spend time with our loved ones, or just to recharge our batteries. // HOLIDAYS
Leybold offers, two (2) additional holidays as “Floating Holidays.” Floating Holidays can be taken in half or full day increments and require advance supervisory approval. Leybold offers an additional paid holiday for an employee’s birthday. Time must be taken within the week in which the birthday occurs. Holiday pay is available only to “active” employees. Part time employees are eligible for holiday pay in accordance with the number of hours scheduled to work for any holiday observed during their normally scheduled workweek. Unused Floating Holidays will not be paid out upon separation from employment and will not be carried over into the next calendar year, except as required by state law.
As a full-time employee, you can earn two Floating Holidays each calendar year. Floating Holiday eligibility is based on the current calendar year. All active full-time employees must complete 60 days of active service to earn two Floating Holidays.
New Hires
Floating Holidays may be taken in increments of either 4 hours or 8 hours.
// FLOATING HOLIDAYS
Floating Holiday Eligibility
In the event an employee leaves the Company, either of his/her own choice, or at the request of the Company, Floating Holidays earned but not taken will not be paid.
Floating Holiday Period
// VACATION
As a full-time employee you earn two weeks of paid vacation time each calendar year. Vacation eligibility is based on the current calendar year. All active full-time employees must complete six (6) months of active service to earn the current year’s vacation. Vacation is earned and accrued for each full month you Additionalcomplete. days of vacation, based on length of service, shall accrue according to the following schedule:
All new hires that are full-time employees shall be eligible for vacation during the year in which they are hired. If you are hired in the month of January, you are eligible for two weeks of vacation. Hired after January 31, you are eligible to receive one day of vacation for each full month completed according to the below schedule. You must complete 30 days of employment before any vacation may be taken. All new active full-time employees must complete six (6) month’s active service to earn the first year of vacation and would be eligible for additional day of vacation for each full year complete according to the above schedule at the next calendar vacation year.
The Floating Holiday will follow the calendar year. Floating Holidays cannot be carried over.
1-year – completed before January 1 1 days additional 2-year – completed before January 1 2 days additional 3-year – completed before January 1 3 days additional 4-year – completed before January 1 4 days additional 5-year – completed before January 1 5 days additional 6-year – completed before January 1 6 days additional 7-year – completed before January 1 7 days additional 8-year – completed before January 1 8 days additional 9-year – completed before January 1 9 days additional 10-year – completed before January 1 10 days additional
Eligible employees will be credited with vacation days according to length of service as shown: Non-Exempt & Hourly Employees
Time Off 29
Exempt
March 1-31 8 days
As a full-time employee you earn three weeks of paid vacation time each calendar year. Vacation eligibility is based on the current calendar year. All active full-time employees must complete six (6) months of active service to earn the current year’s vacation. Vacation is earned and accrued for each full month you complete.
September 1-30 3 days October 1-31 2 days
Time Off 30
February 1-28 13 days
September 1-30 2 days October 1-31 1
1-yeardays
– completed before January 1 1 days additional 2-year – completed before January 1 2 days additional 3-year – completed before January 1 3 days additional 4-year – completed before January 1 4 days additional 5-year – completed before January 1 5 days additional Employees
January 1-31 15 days
March 1-31 12 days April 1-30 11 days May 1-31 9 days June 1-30 8 days July 1-31 6 days August 1-30 5 days
All new hires that are full-time employees shall be eligible for vacation during the year in which they are hired. If you are hired in the month of January, you are eligible for three weeks of vacation. You must complete 30 days of employment before any vacation may be taken. Hired after January 31, you are eligible to receive one day of vacation for each full month completed according to the below schedule. All new active full-time employees must complete six (6) month’s active service to earn the first year of vacation and would be eligible for additional day of vacation for each full year completed according to the above schedule at the next calendar vacation year.
February 1-28 9 days
January 1-31 10 days
June 1-30 5 days
New Hires
July 1-31 4 days August 1-30 3 days
Additional days of vacation, based on length of service, shall accrue according to the following schedule:
New Hires Hired
April 1-30 7 days May 1-31 6 days
If you are on an approved inactive status due to disability, leave of absence, or workers’ compensation, you must return to work as an active employee during the vacation year to be eligible for vacation for that year. As an active full-time employee, you must complete six (6) months of active service to earn the current year’s vacation. Once you are approved for leave, if you are eligible, you will be paid in accordance with the guidelines of the applicable leave.
Employees who work for 30 or more days within a year from the commencement of employment (e.g., start date) are entitled to Paid Sick Time (PST),unless otherwise required by applicable law.
Disability/Workers’ Compensation
In some instances, with the approval of Human Resources, you may substitute accrued earned vacation to offset waiting periods that may be applicable under certain leaves of absences and in certain instances may be required to utilize applicable vacation leave that is available to you. If you are off due to disability or leave of absence for 12 weeks or more, you are ineligible to receive the additional day of vacation according to the above schedules for that calendar year. If you terminate, you must have been actively employed for six months to be paid for earned unused vacation.
Promotions
You will be paid for vacation earned but unused.
Retirement
Vacation Period
Termination
Each department supervisor will determine if there are any scheduling conflicts with Company requirements and make a decision regarding the vacation request. If it impossible for employees to request vacation leave in advance, employees must notify their supervisor by the start of the workday. If necessary, the supervisor will resolve any such conflicts with the Human Resources Department.
Any non-exempt employee transferring to an exempt position prior to September 1 will be entitled to the above schedule for that current year.
// PAID SICK TIME
If a Leybold holiday occurs while you are on vacation, you will be paid for that holiday and can schedule the remaining vacation day(s) at another time with Manager approval. Each employee must receive pre-approval by submitting the time off through the timekeeping system Ceridian.
NOTE: Any employee who leaves the Company without proper notice (2 weeks) forfeits all vacation rights for the current year.
Current Employees
Each calendar year, forty (40) hours of paid sick leave is provided to all full-time employees. Unused sick leave cannot be carried over from one payroll year to the next. Likewise, unused sick time is not cashed out at any time during employment or upon separation of employment, unless state law dictates otherwise.
Time Off 31
*In some states, such as California, the law governing vacation may vary. In those situations, local laws will prevail.
In the event any employee leaves the Company, either of their own choice, or at the request of the Company during the first six months of any calendar year, they shall be eligible for a vacation allowance equal to 1/6 of your normal vacation for each completed month of service in that year. If any employee terminates after June 30, he/ she shall receive the total normal vacation for that calendar year.
The vacation period will begin January 1 and end December 31 annually. Vacation may be taken in increments of 30 minutes.
Vacation Carry Over Employee may carry over up to five days of vacation per calendar year. If carry over days are not used by the end of March of the new year, those carry over days will be forfeited.
If an employee separates from the Company and is rehired within one year, then previously unused PST will be reinstated upon rehire, and a new lump sum will be granted on the next calendar year.
Time Off 32
Victims of Domestic Violence, Sexual Assault, or Stalking
Return From Extended Leave
Approved Uses of Sick Leave
• Hired on or before June 30, 40 hours, to use after 30 day waiting period
Employees absent for medical reasons for longer than 30 calendar days may be required to provide a certificate from a physician to confirm that they are well enough to return to work. This is based on the physician’s examination of the worker and of the individual’s job description, which the Human Resource Department provides on request.
Reporting of Absences
New Hires
• Hired after June 30, 24 hours to use after 30 day waiting period
For employees newly hired in the year, they will be eligible for paid sick time during that year as follows:
If an employee separates from the Company and is rehired more than one year later, then previously accrued unused PST is not reinstated, and the employee is treated as a new hire under this policy, unless state law dictates otherwise.
Unused sick leave cannot be carried over from one payroll year to the next. Likewise, unused sick time is not cashed out at any time during employment or upon separation of employment, unless state law dictates otherwise.
Employees who are victims of domestic violence, sexual assault or stalking may use PST to seek judicial assistance, medical attention for injuries, services from a domestic violence shelter, program or rape crisis center, psychological counseling, or to participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.
If the need to use PST is foreseeable, employees must provide reasonable advance notice. If the need to use PST is unforeseeable, then employees must provide notice as soon as practicable. Employees who expect to be absent for a week or longer are required to give 30 days’ notice (or as much notice as possible) and must contact the Human Resources department to apply for a Leave of Absence. Employees who are ill longer than three (3) consecutive days or hospitalized should contact the Human Resources department for information regarding Leave of Absence. If a sudden illness makes it impossible for employees to request sick leave in advance, employees must notify their supervisor as soon as medically feasible. An employee who does not report to work or contact their supervisor for three (3) consecutive days may be considered to have voluntarily abandoned their job.
Please contact Human Resources for additional details.
Paid Sick Time Upon Re-Hire
Paid Sick Time may be used for illness, doctor’s visits, diagnosis, care or treatment of an existing health condition, or preventative care for an employee or their covered family member(s). For purposes of PST, covered family members are spouses, children, parents, registered domestic partners, grandchildren, and siblings.
Employees who have been with the Company for at least 30 days can use their PST immediately; those who have not yet been employed for 30 days can use their PST beginning on their 31st day of employment.
*Additionally, states and/or localities may have sick policies in place that would supersede our Leybold Policy.
Minimum Amount of Time Charged Employees may use PST in increments no less than 30-minutes for any covered reason.
// LEAVE OF ABSENCE
Failure to return from your Leave of Absence will be considered a voluntary resignation. The effective date of your termination would be considered the date you were expected to return. If you know prior to your expected return date that you do not plan to return to work for the Company, we ask that you advise us in writing.
A Leave of Absence may be requested for personal or medical reasons or to perform military service. If a Leave of Absence is granted, your insurance benefits may be continued during this period. A Leave of Absence is normally unpaid; however, Medical and Military leaves may qualify for benefits in lieu of salary such as disability income and supplementary wages. If you need to take a Leave of Absence, please notify your supervisor, and ask Human Resources for information. If you take a Leave of Absence that is not covered by Short Term Disability, you will need to use all accrued vacation concurrently with the leave. Except in the cases of Medical and Military leaves, you need to accumulate one year of service before you may apply for a Leave of Absence.
The Company will grant family and medical leave in accordance with the requirements of applicable federal and state law in effect at the time the leave is granted. Although the federal and state laws sometimes have different names, the Company refers to these types of leaves collectively as “FMLA Leave.” In any case, employees will be eligible for the most generous benefits available under applicable law.
For leaves which are not for medical or military reasons, the Company will attempt to provide you with the same or a similar position upon your return. When you return from any type of medical leave, you need to bring authorization from your doctor indicating you are medically able to return and perform your job.
While you are on Leave of Absence, your status as an employee becomes inactive for the period you are away. While “inactive” you will not accrue vacation or sick time, receive holiday pay, , and you will not receive any benefits reserved for active employees. A grace period allowing accruals to continue is provided for a leave of 3 months or less.
Time Off 33
// THE FAMILY AND MEDICAL LEAVE ACT (FMLA)
Employee Eligibility
To be eligible for FMLA Leave benefits, employees must: (1) have worked for the Company for a total of at least 12 months; (2) have worked at least 1,250 hours over the previous 12 months as of the start of the leave; and (3) work at a location where at least 50 employees are employed by the Company within 75 miles, as of the date the leave is requested. Eligibility requirements may differ for employees who have been on a protected military leave of absence. If employees are unsure whether they qualify, they should contact Human Resources.
Federal and state laws allow FMLA Leave for various reasons. Because employees’ legal rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law:
The birth, adoption or foster care of an employee’s child within 12 months following birth or placement of the child (Bonding Leave); To care for an immediate family member (spouse, child, or parent) with a serious health condition (Family Care AnLeave);employee’s inability to work because of a serious health condition (Serious Health Condition Leave); A “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed Forces (Military Emergency Leave); or To care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Servicemember,” as defined below (Military Caregiver Leave).
Definitions Child; for purposes of Bonding Leave and Family Care Leave, means a biological, adopted or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and incapable of self-care because of a mental or physical disability at the time that Family and Medical Leave is to commence. “Child,” for purposes of Military Emergency Leave and Military Caregiver Leave, means a biological, adopted or foster child, stepchild, legal ward, or a child for whom the person stood in loco parentis, and who is of any age.
Parent; for purposes of this policy, means a biological, adoptive, step or foster father or mother, or any other individual who stood in loco parentis to the person. This term does not include parents-in-law. For Military Emergency leave taken to provide care to a parent of a deployed military member, the parent must be incapable of self-care as defined by the FMLA.
Covered Active Duty; means (1) in the case of a member of a regular component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country; and (2) in the case of a member of a reserve component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country under a call or order to active duty (or notification of an impending call or order to active duty) in support of a contingency operation as defined by applicable law.
Reasons for Leave
Covered Servicemember; means (1) a member of the Armed Forces, including a member of a reserve component of the Armed Forces, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred or aggravated in the line of duty while on active duty that may render the individual medically unfit to perform their military duties, or (2) a person who, during the five (5) years prior to the treatment necessitating the leave, served in the active military, Naval, or Air Service, and who was discharged or released therefrom under conditions other than dishonorable (a “veteran” as defined by the Department of Veteran Affairs), and who has a qualifying injury or illness incurred or aggravated in the line of duty while on active duty that manifested itself before or after the member became a veteran.
Time Off 34
Time Off 35
The maximum amount of FMLA Leave for an employee wishing to take Military Caregiver Leave will be a combined leave total of 26 workweeks in a single 12-month period. A “single 12-month period” begins on the date of the employee’s first use of such leave and ends 12 months after that date.
If employees have been approved for intermittent leave and they request leave time that is unforeseeable, they must specifically reference either the qualifying reason for leave or the need for FMLA leave at the time they call off.
To the extent required by law, some extensions to leave beyond an employee’s FMLA entitlement may be granted when the leave is necessitated by an employee’s work-related injury/illness or a “disability” as defined under the Americans with Disabilities Act and/or applicable state or local law. Certain restrictions on these benefits may apply.
If both spouses work for the Company and are eligible for leave under this policy, the spouses will be limited to a total of 26 workweeks off between the two when the leave is for Military Caregiver Leave only or is for a combination of Military Caregiver Leave, Bonding Leave and/or Family Care Leave taken to care for a parent.
The maximum amount of FMLA Leave will be 12 workweeks in any 12-month period when the leave is taken for: (1) Bonding Leave; (2) Family Care Leave; (3) Serious Health Condition Leave; and/or (4) Military Emergency Leave. However, if both spouses work for the Company and are eligible for leave under this policy, the spouses will be limited to a total of 12 workweeks off between the two of them when the leave is for Bonding Leave or to care for a parent using Family Care Leave. The applicable “12-month period” utilized by the Company is Rolling Backward - the 12-month period measured backward from the date an employee uses any FMLA leave.
Length of Leave
To the extent required by law, some extensions to leave beyond an employee’s FMLA entitlement may be granted when the leave is necessitated by an employee’s work-related injury or illness or by a “disability” as defined under the Americans with Disabilities Act and/or applicable state or local law. Certain restrictions on these benefits may apply.
Key Employee; means a salaried FMLA-eligible employee who is among the highest paid 10 percent of all the employees employed by the employer within 75 miles of the employee’s worksite.
Spouse; means the other person with whom an individual entered into marriage as defined or recognized under state law for purposes of marriage in the state in which the marriage was entered into, or, in the case of a marriage entered into outside of any state, if the marriage is valid in the place where entered into and could have been entered into in at least one State. This includes common law marriage and same sex marriage in places where these marriages are recognized.
Intermittent or Reduced Schedule Leave
Under some circumstances, employees may take FMLA Leave intermittently, which means taking leave in blocks of time, or by reducing the employee’s normal weekly or daily work schedule. An employee may take leave intermittently whenever it is medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work. Leave taken intermittently may be taken in increments of no less than 30 minutes. Employees who take leave intermittently or on a reduced work schedule basis for a planned medical treatment must make a reasonable effort to schedule the leave so as not to unduly disrupt the Company’s operations. Please contact Human Resources prior to scheduling planned medical treatment. If FMLA Leave is taken intermittently or on a reduced schedule basis due to foreseeable planned medical treatment, we may require employees to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave.
If an employee’s request for intermittent leave is approved, the Company may later require employees to obtain recertification of their need for leave. For example, the Company may request recertification if it receives information that casts doubt on an employee’s report that an absence qualifies for FMLA Leave.
Recertification After Grant of Leave
Employees are required to provide: As much advance notice as is reasonable and practicable under the circumstances; A copy of the covered military member’s active duty orders when the employee requests leave and/or documentation (such as Rest and Recuperation leave orders) issued by the military setting forth the dates of the military member’s leave; and A completed Certification of Qualifying Exigency form within 15 calendar days, unless unusual circumstances exist to justify providing the form at a later date.
In addition to the requirements listed above, if an employee’s Family and Medical Leave is certified, the Company may later require medical recertification in connection with an absence that the employee reports as qualifying for Family and Medical Leave. For example, the Company may request recertification if (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly (e.g., employee absences deviate from the duration or frequency set forth in the previous certification; employee’s condition becomes more severe than indicated in the original certification; employee’s encounter complications); or (3) the Company receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the Company may request recertification in connection with an absence after six months have passed since the employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the Company will be at the employee’s expense.
Notice and Certification: Bonding, Family Care, Serious Health Condition and Military Caregiver Leave
Military Emergency Leave Requirements
Time Off 36
Employees are required to provide: When the need for the leave is foreseeable, 30 days advance notice or such notice as is both possible and practical if the leave must begin in less than 30 days (normally this would be the same day the employee becomes aware of the need for leave or the next business day); When the need for leave is not foreseeable, notice within the time prescribed by the Company’s normal absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required as soon as is otherwise possible and practical; When the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days (for Military Caregiver Leave, an invitational travel order or invitational travel authorization may be submitted in lieu of a Certification of Health-Care Provider form); Periodic recertification (upon request); and Periodic reports during the leave Certification forms are available from MetLife. At our expense, we may require a second or third medical opinion regarding the employee’s own serious health condition or the serious health condition of the employee’s family member. In some cases, we may require a second or third opinion regarding the injury or illness of a Covered Service Member. Employees are expected to cooperate with the Company in obtaining additional medical opinions that we may require. When leave is for planned medical treatment, employees must try to schedule treatment so as not to unduly disrupt the Company’s operation. Please contact Human Resources prior to scheduling planned medical treatment.
Certification forms are available from Human Resources.
Requirements
Time Off 37
Absent unusual circumstances, failure to comply with these notice and certification requirements may result in a delay or denial of the leave. If an employee fails to return to work at leave’s expiration and has not obtained an extension of the leave, the Company may presume that the employee does not plan to return to work and has voluntarily terminated their employment.
TheLeave.employee’s length of service as of the leave will remain intact, but accrued benefits such as vacation and sick leave may not accrue while on an unpaid FMLA Leave. Any leave taken under this policy and/or the FMLA will run concurrent with any other applicable leave law, as well as the employee’s receipt of workers’ compensation, short-term disability or long-term disability benefits, if applicable, to the extent permitted under applicable law. Job Reinstatement Under most circumstances, employees will be reinstated to the same position they held at the time of the leave or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment. However, employees have no greater right to reinstatement than if they had been continuously employed rather than on leave. For example, if an employee would have been laid off if they had not gone on leave or, if the employee’s position was eliminated during the leave, then the employee will not be entitled to reinstatement.
Failure to Provide Certification and to Return from Leave
Benefits During Leave
Compensation During Leave Generally, FMLA Leave is unpaid. However, employees may be eligible to receive benefits through state-sponsored programs or the Company’s sponsored wage-replacement benefit programs. Employees may also choose to use accrued vacation and sick leave, to the extent permitted by law and the Company’s policy. All payments of wage-replacement benefits and accrued paid leave will be integrated so that employees will receive no greater compensation than their regular compensation during this period The Company may require employees to use accrued vacation and sick leave to cover some or all of the FMLA Leave. The use of paid benefits will not extend the length of a FMLA Leave.
The Company will continue making contributions to employee group health benefits during their leave on the same terms as if employees had continued to actively work. This means that if employees want their benefits coverage to continue during their leave, they must also continue to make the same premium payments that they are now required to make for themselves or their dependents. Employees taking Bonding Leave, Family Care Leave, Serious Health Condition Leave, and Military Emergency Leave will generally be provided with group health benefits for a 12 workweek period. Employees taking Military Caregiver Leave may be eligible to receive group health benefits coverage for up to a maximum of 26 workweeks. In some instances, the Company may recover premiums it paid on the employee’s behalf to maintain health coverage if the employee fails to return to work following a FMLA
An employee who fraudulently obtains Family and Medical Leave from the Company is not protected by FMLA’s job restoration or maintenance of health benefits provisions. In addition, the Company will take all available appropriate disciplinary action against such employee due to such fraud.
Confidentiality Documents relating to medical certifications, recertifications or medical histories of employees or employees’ family members will be maintained separately and treated by the Company as confidential medical records, except that in some legally recognized circumstances, the records (or information in them) may be disclosed to supervisors and managers, first aid and safety personnel or government officials.
Nondiscrimination
Prior to being allowed to return to work, an employee wishing to return from a Serious Health Condition Leave must submit an acceptable release from a health care provider that certifies the employee can perform the essential functions of the job as those essential functions relate to the employee’s serious health condition. For an employee on intermittent FMLA leave, such a release may be required if reasonable safety concerns exist regarding the employee’s ability to perform their duties, based on the serious health condition for which the employee took the intermittent leave.
The Company takes its FMLA obligations very seriously and will not interfere, restrain or deny the exercise of any rights provided by the FMLA. We will not terminate or discriminate against any individual for opposing any practice, or because of involvement in any proceeding related to the FMLA. If an employee believes their FMLA rights have been violated in any way, they should immediately report the matter to Human Resources.
Time Off 38
Fraudulent Use of FMLA Prohibited
State Law A number of states have family leave laws that provide leave benefits which exceed those available to employees under the FMLA. Employees should contact Human Resources for additional information.
Key employees may be subject to reinstatement limitations in some circumstances. If employees are considered a “key employee,” those employees will be notified of the possible limitations on reinstatement at the time the employee requests a leave of absence.
Service consists of performing any of the following on a voluntary or involuntary basis: active duty, active duty for training, initial active duty, inactive duty training, full time National Guard duty, State active duty for a period of 14 days or more, State active duty in response to a national emergency declared by the President under the National Emergencies Act or in support of a major disaster declared by the President under Section 401 of the Stafford Act, absence from work for an examination to determine fitness for such duty, and absence for performing funeral honors duty. For purposes of this policy “State active duty” means training or other duty, other than inactive duty, performed by a member of the National Guard of a State, under the authority of the Governor of a State. It does not include duty performed under federal authority (such as Title 10 or Title 32), nor duty for which the National Guard member is entitled to pay from the Federal Government. A “State” includes the several states of the United States, the District of Columbia, Puerto Rico, Guam, the Virgin Islands and other U.S. territories.
Total military leave time may not exceed five years during employment, except in certain, defined circumstances.
Notice of Leave
Employees whose military service will be for fewer than 31 days must report to back to work at the beginning of the first full, regularly scheduled work day following completion of service, after allowing for a period of safe travel home and eight hours of rest.
Federal law provides employees with the right to take leave in order to serve in the military. At the federal level, military leave rights are governed by the Uniformed Services Employment and Reemployment Rights Act, commonly referred to as USERRA. This policy discusses military leave under USERRA.
The Company provides unpaid military leaves of absence to employees who serve in the uniformed services as required by USERRA and applicable state laws. The uniformed services are defined as the Army, Navy, Marine Corps, Air Force, Coast Guard, Army National Guard, Air National Guard, Commissioned Corps of the Public Health Service and any other category of persons designated by the President of the United States in time of war or national emergency. The uniformed services also include participants in the National Disaster Medical System when activated to provide assistance in response to a public health emergency, to be present for a short period of time when there is a risk of a public health emergency, or when they are participants in authorized training.
When notice is required, employees must provide their supervisor with as much advance notice as possible of any anticipated leave of absence for military service.
Advance notice of leave is required, preferably in writing, unless giving of notice is impossible or unreasonable, or notice is prohibited by military necessity (which is defined by the United States Department of Defense).
Compensation and Benefits During Leave
In order to be eligible for reinstatement, an employee must have provided advance notice of the need for military leave (where required) and have completed service on a basis that is not dishonorable or otherwise prohibited under USERRA.
Time Off 39
Reinstatement
// MILITARY LEAVE
State laws may also provide an employee with rights to take military leave. If the employee works in a state that provides rights in addition to those provided under USERRA, the Company will provide those rights. If an employee plans to request leave based on military service, they should contact Human Resources for information on any additional rights or requirements, if applicable, under state law.
Eligibility for Leave
Accrued, unused vacation or PTO will be paid during military leave at the employee’s request. After 30 days of continuous military leave, employees may elect to continue their health plan coverage at their own expense, for up to 24 months or during the remaining period of service, whichever is shorter.
Employees whose military service will be for more than 30 days, but fewer than 181 days must apply for reemployment within 14 days after completing service.
Also, employees who need additional time off following the death of relatives can request vacation or unpaid leave from their supervisor, who will forward the request to the Human Resource Department for consideration.
Vacation benefits do not continue to accrue during a military leave of absence. An employee returning from military leave is entitled to any unused, accrued vacation benefits the employee had at the time the military leave began minus any vacation benefits the employee chose to use during the leave. Upon reinstatement, the employee will begin to accrue vacation benefits at the rate they would have attained if no military leave had been taken
Employees whose service is greater than 180 days must apply for re-employment within 90 days after completing Asservice.with other leaves of absence, failure to return to work or to reapply within applicable time limits may result in loss of reemployment rights. Full details regarding reinstatement are available from Human Resources. In general, an employee returning from military leave will be re-employed in the position and seniority level that the employee would have attained had there been no military leave of absence. If necessary, the Company will provide training to assist the employee in the transition back to the workforce.
Time Off 40
Unpaid Leave
Funeral Leave
Employees requesting bereavement leave should be prepared to provide proof of the death in the form of a newspaper obituary notice, a copy of the death certificate, or certified copy of the coroner’s report, and the name, telephone number, and address of the funeral home, if their supervisor so requests.
Managerial, Professional, and Other Exempt Employees Exempt employees are paid on a salary basis and receive their usual pay while performing jury duty service. These employees are expected to show judgment and responsibility by doing what they reasonably can to maintain continuity of operations while they are jurors
If there is a death in your immediate family, you are eligible for up to three (3) days of paid leave to make final arrangements, attend services and mourn the loss of your loved one. Immediate family includes spouse, child, parent, sibling, grandparent, grandchildren, or in-law (mother/father/sister/brother/grandparent/son/daughter).
Evidence of Need for Leave
Requesting Leave Employees summoned to jury service must bring a copy of the summons to their supervisor when they first receive it. If an employee is requesting a postponement for personal reasons, the employee still must bring the summons and provide a copy to the Human Resources Department, but must tell the supervisor he or she is requesting postponement. This allows the supervisor to plan for the employee’s absence or possible absence.
An employee can take one day off with pay to attend the funeral of a relative outside the immediate family (i.e., aunt, uncle, niece, nephew, spouse’s grandparent). Employees can request their supervisor’s approval who require additional time off to attend out-of-town funerals can charge the additional time off to vacation, personal leave, or leave without pay. In addition, Employees can request their supervisor’s approval to schedule vacation to attend funerals of nonrelatives.
// JURY DUTY / MATERIAL WITNESS Leybold pays employees on regular pay while on jury service.
// BEREAVEMENT TIME
// EMERGENCY CLOSINGS
A failure to make a timely return from jury duty is treated as an unexcused absence. Request for Postponement
It is unusual for an Leybold facility to close due to weather conditions. Our intention is to operate on all scheduled workdays; however, if weather becomes extreme or other conditions (such as utility outages) necessitate; a facility may have to be temporarily closed. Our facility will implement a notification procedure to be used in the event that it needs to be closed. If you are in a part of the country where these conditions are more likely to occur, please ensure you seek instructions from your supervisor. See local procedures and follow them as indicated. If your facility does close, the time will be treated as follows:
Leybold recognizes the importance of having citizens serve as jurors, therefore, Leybold does not request jury service postponements in routine cases. If the timing of an employee’s jury service imposes a business hardship, the immediate supervisor can discuss this with the Human Resource Department. Human Resources requests employee submit jury service postponements only when a postponement would eliminate or greatly reduce a scheduling conflict.
// ATTENDANCE
• If the facility closes during the day and you have come into work, you will be paid for your scheduled hours that day
• If the facility announces a delayed opening, and you report to work at the designated time, you will be paid for your scheduled hours that day
• If the facility does not open at all, you will be paid for your scheduled hours that day If you choose not to report when the facility is open, you can request to work remotely, if the position allows, use a vacation day, other accrued time, or take the day as unpaid. You may not report to work or enter the building when the facility has an announced closing unless you have been designated as an essential emergency worker. We care about your safety at home and at work. If you feel travel is too hazardous, you will always have the option to stay at home, work remotely, or cover the time with available accrued time or as unpaid time.
Return From Jury Duty
Time Off 41
Each employee is an important and integral part of our operation. Consistent attendance and punctuality are essential for efficient functioning of all operating areas. We consider regular attendance an important element of your performance and will consider it when evaluating performance, transfer, promotional and pay increase opportunities. It is recognized that some absence due to illness may be unavoidable; however, excessive absenteeism or tardiness will result in disciplinary action. Absence or tardiness places extra burdens on your co-workers. An instance where the employee is absent from work for three (3) consecutive workdays without notifying the Company will be considered job abandonment/voluntarily resignation.
COMPENSATION
42
At Leybold we believe in rewarding employees fairly based on competitive wages for the industries and geographies where we operate. To ensure this we participate in salary surveys to establish appropriate market value pay levels. We also review internal pay levels and structures periodically to maintain fair and consistent compensation based on job content and value to the organization.
Full-Time You are considered a full-time, employee if you are scheduled to work 30 or more hours each week.
// EMPLOYEE STATUS
Compensation43
Hourly Hourly employees are paid an hourly wage based on their scheduled shift. Hourly employee classes include, but are not limited to, assembly, field service, shipping/receiving, and service. Hourly employees are eligible for overtime.
All hourly and non-exempt employees will enter their daily time into Dayforce/Ceridian Timeclocks. The input time will be approved by the supervisor who will forward to Human Resources for processing. You will record time worked as well as vacation, paid sick time, Floating Holidays, and other absences.
Hourly and some salaried employees are covered by the Fair Labor Standards Act, Minimum Wage and Overtime provisions. Both classes of employees may be accurately referred to as Non-exempt
External Employees
Labor reporting - in addition to your timecard, which is used to process your pay, you may be required to complete a breakdown by job number or other cost/labor tracking code. Your supervisor will instruct you if this is required. If you are asked to complete a labor report, it is not optional, and your failure to timely do so may result in discipline, up to and including termination of employment. Any falsification of time reporting will be met with disciplinary action, up to and including termination.
// TIME REPORTING
Employment classifications are discussed upon hire, transfer or promotion. Employees with questions about their classification can reach out to Human Resources.
The Company may contract with an agency to provide full or part-time help on a temporary basis. Such workers are not Leybold employees and do not participate in Company benefits or compensation plans, nor do they receive vacation, holiday, or sick pay.
Internships
Salary exempt employees will only report use of vacation, paid sick time, Floating Holidays, and other absences through the Dayforce/Ceridian Timeclocks.
Part-Time Part-time employees are regularly scheduled to work fewer than 30 hours per week. Part-time employees receive vacation, holiday, and sick time benefits on a prorated basis. All part-time employees are eligible to participate in the 401(k) plan.
Full-time students enrolled in a degree program with an accredited college or university may be eligible to participate in an internship with Leybold. Internships may be paid or unpaid, and these assignments will not last longer than 10 weeks. If paid, the intern’s wages will be processed by Leybold. Interns will receive holiday pay, however, interns do not participate in Company benefits, nor do they receive vacation, or sick pay.
Exempt Salaried, exempt employees are paid an annual salary, in bi-weekly installments. Exempt employees are not eligible for overtime and may work more or less hours per week based on business need. Employees in positions classified as sales, executive, and professional under the FLSA definitions are classified as exempt.
Non-Exempt
Non-Exempt Salaried Non-exempt salaried, employees are paid bi-weekly and are usually scheduled to work a 40 hour-week. Non-exempt employees are eligible for overtime and follow the same severance plan as exempt employees.
Leybold normally reviews employee salary increases effective in April of each year. Increases are granted based on individual performance within the established budget. Merit increase budgets are formulated considering business conditions and what the competitive market is offering. If you join us during the last half of the fiscal year, your increase may be adjusted to reflect the length of time you’ve served. Employees who are hired or promoted October or later will generally not receive a merit increase in the same year. This is taken into consideration when the original salary offer is made. Your salary/wage is considered confidential and should be treated as such.
As you grow in your profession or occupation and enhance your skills, we hope you will have interest in internal opportunities to enhance your career. If you are performing well in your present job, you may apply for posted openings. Leybold requires that each hourly or non-exempt employee serve in their role for at least six months and that each exempt employee serve for at least one year prior to applying to a new position. Senior managers and business leaders must complete their current assignment before being considered for a new assignment. All Atlas Copco vacancies are posted under the My Career drop down in HR:LINK. If you have interest in a posted opening, complete the online job posting application. Prior to applying for a job opening, it is recommended that you advise your supervisor that you intend to apply for an open position. If you have individual concerns about this, please contact Human Resources for further guidance. Human Resources or the hiring manager will review your qualifications. If you meet the basic requirements of the position, the hiring supervisor will have a conversation with you about your qualifications. If you are selected, the transfer process will be completed as soon as possible based on the needs of your present and future departments. If you are not selected, you will also be notified.
Paid time off for holidays, vacation, and time off for jury duty is included in determining whether an employee meets the above criteria for premium payment for a 6th and/or 7th day of work. Sick time is not included in determining whether the employee meets the above criteria unless required by applicable law.
Direct Deposit
44Compensation
All employees are paid bi-weekly (26 scheduled paydays a year). The work week runs from 12:01 a.m. on Monday and ending at 12:00 midnight on the following Sunday.
// PROMOTIONS AND TRANSFERS
// SALARY/WAGE REVIEWS
Leybold provides an electronic banking service that allows for deposits to be made to checking accounts, savings accounts, and credit unions. Direct deposit is the most efficient, safe, and economical mode of payment and is our payroll standard. In addition, it prevents the need for replacement checks and ensures our employees are paid promptly on scheduled paydays. Direct deposit forms are available from Human Resources or Payroll Service Center. NOTE: a live paper paycheck will be mailed to the employee’s home until the direct deposit pre-note process completes, which can take up to two pay periods.
// OVERTIME
Pay Days
You may be required to work overtime when production schedules or work demands necessitate it. You will receive as much notice as possible when this occurs. Hourly employees and non-exempt employees are eligible for overtime pay. Employees who are eligible to receive overtime will be paid 1.5 times base rate for hours worked over 40 except as required by local or state law. Work performed on the seventh consecutive day of work in your normal work schedule is paid at twice the base rate provided the prior day’s minimum hours are met. All overtime must be approved in advance by the department manager. Although you will be paid for all time worked, employees who work overtime without authorization may be disciplined, up to and including termination.
// NON-TRADITIONAL SHIFTS/PREMIUMS
the manufacture, use, transfer, sale, or possession of controlled substances or alcohol in the workplace as well as any employee being under the influence of drugs or alcohol while on Company premises or acting as a Company representative off premises. Please check with your Human Resources representative for state-specific guidelines regarding the use of medically approved controlled substances.
Third Shift
// CONTROLLED SUBSTANCE, DRUG & ALCOHOL ABUSE Leybold values its employees and recognizes their need for a safe and healthy work environment. We firmly believe that employees abusing drugs and alcohol are less productive and are a risk to the safety, security, and productivity of our Company. We also believe that the use or abuse of controlled substances will have a damaging effect on the health and general wellbeing of our employees and urge any employee, who may need it, to seek assistance through our EAP program or a qualified medical provider. All Leybold facilities maintain a Drug-Free LeyboldWorkplace.prohibits
Any shifts of at least 7.5 hours, which begins between noon and 7:59 p.m.
Hourly and non-exempt employees who are required to travel on Company business will be paid for travel time from “portal-to-portal” (i.e., hotel to airport, time spent driving or flying, etc.). See your manager for the specific details. Normal overtime policy will apply to travel time as well. Meals and hotel stays are not considered “time worked” for purposes of this policy.
Compensation45
Any shift of at least 7.5 hours, which begins between 8:00 p.m. and 3:49 p.m.
A compressed shift will condense weekly scheduled hours into a period of 4 days or less and may alternate the number of days scheduled from week to week. Employees may receive additional compensation in the form of shift differentials.
4-10s
// PAY FOR TRAVEL
Some employees work a four-day, 10-hour per day schedule. This shift is eligible for overtime after 40 hours is worked in a week (except where state or local law requires otherwise). Compressed Shift
A Note About Shifts and Premiums Where applicable, the shift premium will be paid for all hours worked on the designated shift including overtime hours. In addition, premiums will be paid for holiday and vacation time. If your normal shift is non-traditional and you are temporarily working on a standard shift you will not receive the shift premium while on that shift. When a standard shift is extended beyond the normal schedule, a shift premium will not be applied. See your department supervisor for any questions.
To provide maximum service to our customers or to extend resources within a department, we may operate a variety of non-traditional shifts. Unless designated otherwise, many of these shifts may follow normal pay practices. Typically, when differences in pay practice exist for a shift, a unique policy will be drafted to outline those differences. As the needs of our customers and our business change, additional shift patterns may develop. As it is not feasible to cover all the details surrounding the range of shift patterns that may exist, employees are encouraged to direct specific questions to their supervisor regarding schedules, premiums, coverage, etc. The following are examples of non-traditional shift schedules: Second Shift
Drug and alcohol screening for current employees may occur in the following instances:
If your supervisor, after reasonable and confirmed observation of behavior, strongly suspects intoxication or impairment caused by controlled substances, you will be immediately removed from the work environment for health and safety reasons. Under these conditions, you may be required to submit to a medical examination including testing. Confirmation by the examination or refusal to consent to the exam may also lead to disciplinary action including the possibility of discharge. We may be required or choose to report the activities prohibited by this policy to appropriate law enforcement authorities.
Situations where potential or actual conflicts of interest may arise include for example:
It is not possible to anticipate and list all the possible situations that could arise. The Company, therefore, expects all employees to avoid situations that might affect their objectivity and judgment in business relationships and to declare and disclose such situations as soon as they arise. Disclosure to the Company by the employee both protects the employee against unwarranted criticism and enables the Company to take an appropriate view. Failing to disclose actual or potential conflicts, or disregarding specific instructions or guidelines, must be treated as a serious disciplinary matter, which may result in dismissal.
• Personal involvement in firms with whom the Company does business or with a competitor of the Company, conducting business on behalf of the Company with a member of the employee’s family, serving as an officer, director, or general partner of any outside business organization.
46Compensation
// CONFLICTS OF INTEREST IN BUSINESS RELATIONSHIPS
Company approval for the continuation of any interests or activities that are unlikely to produce conflicts of interest will not be withheld unreasonably. In cases where any doubt exists over a particular situation, it should be referred to the appropriate manager. For additional information, please see the Business Code of Practice.
// CONFIDENTIAL MATERIAL
• Financial interest - ownership in any organization which is a competitor, does business with or seeks to do business with us, or in land, buildings, or property knowing that the Company has an actual or potential interest in the property
If an employee is proven to be impaired by alcohol or drugs, is caught selling or using alcohol or drugs, or with such items in his/her possession, disciplinary action (including possible dismissal) will be taken. In addition, the employee may receive a mandated referral to our Employee Assistance Program.
• As part of a rehabilitation program, in the case of conduct that would indicate reasonable cause to suspect substance abuse
• When employees are involved in serious job-related personal injury accidents and/or major property damage accidents
During your employment, you may have access to information which is considered Proprietary or Confidential by the Company. Examples would include information such as customer lists, product development, product costs, business plans, financial statements, and employee listings. You may not directly or indirectly disclose such information without written authorization by the Company while you are employed or after you leave Leybold. The integrity of this information entrusted to you is vital to the continued success and growth of the Company. Any breach of this policy may lead to discharge, legal action and/or criminal charges.
All employees have a general duty of good faith and responsibility to avoid any conflict between their personal interests and interests of the Company. Conflicts are most likely to arise within the context of the Company’s business relationships with other organizations.
• As part of federal or state legislated requirements
• Receipt of gifts of more than token value (as defined in the Business Code of Practice), entertainment, travel, or any other favor that goes beyond common courtesies
• Document Receipt of Competitive Information. Do not seek or accept price lists or similar information from a competitor. When such information is obtained from legitimate, published sources, make a record on the document showing where and when it was obtained. Never send or provide such information to a competitor.
Each employee has a role to play in ensuring the Company’s standards of business conduct are carried out. Strict compliance with Antitrust laws is essential; violations carry harsh consequences including damages in civil cases and criminal indictments against companies and individuals. Do not take any chances where potential violations may occur. For example,
• Do Not Condition the Sale of Products Upon the Purchase of Other Products Without Clearance.
• Seek advice from your manager and/or our Legal Department if you have question about the legality or ethics of any business activity.
• Do Not Restrict Resale Without Clearance.
• Do Not Discuss Price or Similar Matters with Competitors. Even the appearance of an agreement between competitors relative to price, availability of goods, or customers or territories served can be damaging. If you are present when such a discussion is raised, seek to end the discussion, or leave and report the discussion to your manager immediately.
// ANTITRUST
Compensation47
contribution
48Compensation
To ensure Leybold’ compliance, we maintain a comprehensive Export Compliance Program covering U.S.
a
• Anti-boycott - Employees may not agree as a condition of doing business in any foreign country to refuse to do business with another country or with another company in that country. You may not furnish information to any party regarding our business relationships in or with a country that is the subject of an international boycott in which the US does not participate. All suspect requests should be brought to the attention of the Law Department.
Employees may not make a political using Company or make a personal in way would suggest that the contribution was made with Company funds. This policy is not meant to infringe upon an employee’s ability to engage in lawful activities outside of work.
• Embargoes - Covering embargoed countries and certain Denied Parties may be levied with consideration to a nation’s human rights violations, terrorism, or other political concerns. The list of embargoed and restricted countries is extensive and ever changing; we stress that you should not “guess”. Seek guidance from the Export department.
Any of the following “Red Flags” should alert you to potential problems. When you spot a “Red Flag”, this is your cue to bring the issue to the attention of the Export Control Department.
funds
contribution
// US TRADE AND TRANSACTION CONTROLS
The U.S. Government has established numerous laws, rules, and regulations restricting trade with foreign parties, establishing embargoes affecting certain nations, and regulating import or export of goods and services, i.e., products that can be used in military applications (and a host of others). These laws are complex, their requirements can change rapidly, and the stakes are high!
Trade and Transactions Controls. Any employee whose activities support, assist, or otherwise involve sales or distribution of our products, or procurement from vendors needs to have a general understanding of export and related regulations. Training and guidance are available through our International Sales Department. Brief guidelines are provided below; however, if your regular duties involve such activities, it is essential that you seek detailed instruction/training.
• Anti-bribery - Employees may not make improper payments or gifts on behalf of the Company or attempt to influence any person to act in a manner that is inconsistent with that person’s duty of loyalty to his or her employer or country. Bribes to foreign officials or any form of rebate or kickback to agents or employees of suppliers or customers of the Company are strictly prohibited.
that
Diversion or Restricted End Use Risk • Customer is reluctant to provide end-use information • Customer declines routine installation, training, maintenance, or testing • Unusually favorable payment terms are offered • Excessive confidentiality Bribery Risk • History or reputation for dishonesty • Familial or other business ties with government official in a position to influence • Requests for secrecy • Requests for payments to a third party // POLITICAL CONTRIBUTIONS
“Red Flags” or Warning Signs
• Commodity Controls - Include licensing requirements for export. The Commerce Department may issue controls relating to: National Security, nuclear, chemical, or biological warfare, short supply, etc.
Categories
Within Leybold we use a Quality Improvement program called Kaizen. Kaizen, which means continuous improvement, consists of twelve steps to problem solving. Each step builds on the previous one to assist in reaching a fair, objective and effective solution to problems that exist in our systems and/or processes. The process requires the defining of a problem, the creation of teams, the gathering of data using quality tools and the reporting of progress through the Company Intranet site where progress and success are monitored. During your time with Leybold you will be trained in Kaizen and you will have the opportunity to get involved. When that opportunity comes, use it to improve your work and the success of your team. As part of our Quality initiative, we have also implemented a system called FRACAS. FRACAS stands for Failure Reporting Analysis & Corrective Action System. In short, FRACAS provides you with a device to report any problem you see in our products and/or processes. That problem will be funneled to the correct person in the organization for review and correction, if warranted. The FRACAS system ensures that all employees in Leybold have the opportunity to apply their experience, initiative and knowledge to be heard in improving our products and/or processes. Your supervisor, any Quality Care Manager and your site’s Quality Manager can tell you more about Kaizen and the FRACAS system.
49
QUALITY
Internal Audit: Employees are encouraged to participate in the audit process per ISO 9001 Quality Management, ISO 14001 Environmental Management and ISO 45001 Health & Safety standards. Training is provided to ensure all new and experienced auditors sharpen their auditing skills. Auditing is critical process of quality management system, and its goal is to access Leybold quality management systems and identify areas of improvement. Contact your local site quality manager to sign-up for auditing. For more information and quality system documentation, visit Leybold Intranet site.
• Drawings and Specifications: The documents that define the specific product and service requirements. These documents are defined and controlled per appropriate company procedure.
documentation consists of:
// QUALITY SYSTEM
• Forms and Records: The documents that provide the evidence that the activities required by the quality system were performed and results achieved. These documents are defined within the company procedures.
• Quality Manual: This document establishes the policies, responsibilities, and the organization for implementing and maintaining the quality system.
Throughout Leybold, employees are encouraged to identify quality issues, concerns, and to participate in continuous improvement projects. Customer Complaints (CCM): The corrective action system allows every employee at Leybold throughout the world to identify a product defect, process problem, customer complaint, etc., and participate in the investigation and corrective action of problems. Failure Reporting Analysis & Corrective Action System - FRACAS: The new corrective action system allows every employee at Leybold throughout the world to identify a product defect, process problem, customer complaint, etc., and participate in the investigation and corrective action of problems.
// EMPLOYEE PARTICIPATION
50Quality
• Quality Policy: This document is written by the Leybold Chief Executive. It defines Leybold policy to quality, including objectives for quality and Leybold’ commitment to quality. The policy also entails all main Leybold objectives and goals to achieve or exceed customer expectations.
Kaizen - Continuous Improvement Projects: Employees will have the opportunity to participate on teams, within a department or multi-functional teams, to investigate business problems and implement improvements. The Kaizen - Continuous Improvement Process includes opportunities to participate in training on problem solving tools.
• Standard Operating Procedures: The documents that define scope, responsibilities, and specific requirements of the activities within the quality management system. These procedures are typically interdepartmental in scope.
• Work Instructions: The documents that provide detailed instructions to perform a specific task.
Leybold sites maintain quality systems in compliance with ISO9001 standards as a means of ensuring that processes, products, and services conform to specified requirements that meet or exceed customer Theexpectations.qualitysystem
• Quality Plans: The document that defines the quality system requirements for a specific project, audits, contact, or customer agreement.
3. Report any conditions you feel may be a potential hazard to your Supervisor, Safety Coordinator, or a Member of the Safety Committee. You or your Supervisor should complete an Incident Report to ensure follow up.
7. Use, adjust, alter, and repair equipment only when authorized and trained.
Leybold is committed to providing a safe and healthy work environment to all our employees. We believe we can best achieve this by actively involving you, our employees, in our Safety Program. The Safety Program is broad in scope. Much of the Program’s strength comes from our employees’ contributions both as individuals and through our Employee Safety Committee. You can lend your support in many ways. At a minimum, please comply with our standard Safety Rules as noted below.
SAFETY
4. Wear approved personal protective equipment as directed. Keep it in good condition and advise appropriate personnel immediately if the equipment needs to be replaced.
6. Use the right tools and equipment for the job and use them as directed and safely.
8. Do not horseplay; avoid distracting others.
1. Recognize and accept that no task is so critical that you cannot take the time to perform it safely.
10. Always obey all rules, signs, and instructions.
5. Put everything you use in its proper place. Disorder causes injury and wastes time, energy, and material. Keep your work area clean and orderly.
2. Follow instructions and ask questions when you are unsure of how to perform a new or different task safely.
51
11. Consult your Supervisor about specialized rules in your work area. We maintain detailed Safety Procedures that are available for you to review through your Supervisor and/or site Safety Coordinator.
9. When lifting, bend your knees, grasp the load firmly, and then raise the load keeping your back as straight as possible. Get help for heavy loads and use material handling equipment when necessary or required.
Your knowledge and cooperation will provide a safer work environment.
• All incidents that have caused injury,
// DISPOSAL OF HAZARDOUS SUBSTANCES
• Any close call incidents that may under slightly different circumstances have caused injury,
HEALTH AND SAFETY OR ENVIRONMENTAL INCIDENTS
• All environmental incidents, chemical spillage, etc. which require significant cleanup,
Always Report:
• Any incident which is likely to attract media coverage.
// REPORTING
Do not dispose of potentially hazardous materials by placing them in general waste containers or pour any liquids potentially hazardous into the drains. We have special procedures for disposing of solvents, oils, and other hazardous materials. Consult your supervisor for instructions.
• All incidents that have caused damage to a product or the system in which it is installed,
• Explosions, fire, or incidents resulting in substantial loss,
Leybold has implemented an Emergency Evacuation Plan.
• Any incidents or issues reported by a customer’s Safety Officer as a safety issue,
It is the responsibility of each employee to familiarize themselves with the evacuation plan that is currently posted and in effect.
All incidents must be logged into the Leybold online Health and Safety Reporting System which is available through the Nexus Intranet System.
• Incidents that could involve Leybold in legal proceedings or have an adverse effect on the business,
For all safety, health and environment incidents contact your supervisor immediately. For all major incidents requiring assistance from the police, fire department or ambulance, please call 911 immediately.
52Safety
// EMERGENCY EVACUATION PLAN
// INJURIES
If you are injured at work, report the injury immediately to your supervisor. All injuries must be reported within 24 hours. All injuries will require, at a minimum, an investigation by the supervisor. A list of employees trained in first aid is provided at each facility. For minor scrapes, etc., antiseptic and other supplies are available in the First Aid cabinets. If you require medical treatment, you will go to your local emergency room, urgent care or occupational health clinic. If necessary, another employee will accompany you. Please consult your supervisor and/or review local EHS guidelines for appropriate work injury reporting process. SUPERVISOR: Notify your Safety Manager and Human Resources immediately.
In the event of an emergency requiring evacuation, either an alarm will be sounded, or an announcement will be made. All employees should leave the building through the nearest exit. If an evacuation occurs, all supervisors should account for their employees to ensure they have evacuated the facility. No person will be permitted to re-enter the facility until the Leybold authority on site has been notified by local emergency authorities that it is safe to re-enter. Each department supervisor is responsible to ensure that all the employees under their supervision are accounted for. Employees should remain with their department for verification and for additional instructions. If it is found that an employee is not accounted for, DO NOT attempt to return to the building; notify your supervisor, facility manager, and the local emergency authorities on site.
• Work performed with potentially dangerous machinery such as saws, milling machines, lathes,
Safety Glasses – We have a contract with a nationwide company to supply safety glasses to our employees. Claim forms and reimbursement levels are available from your department manager.
• Work performed at heights of more than ten feet above the floor,
Safety53
• Work involving the use of hazardous chemicals,
The most common of these are safety glasses and safety shoes. We have made arrangements with vendors nationwide to supply these items for you.
You have the right to refuse to perform any task that you reasonably believe poses a threat to your safety or health as performed with the proper safeguards and/or protective equipment. The circumstances causing your concern should be reported immediately to your supervisor or a safety representative when your supervisor is not available. You will not be required to perform the task until the hazard is investigated by your supervisor and/or an appropriate alternate. Once a corrective action is implemented or qualified individuals determine there is no undue hazard, you will be expected to continue with the assigned task. If you continue to have concerns, you should inform your supervisor. You may seek further assistance from the Site Safety Supervisor, your Department Manager, your Human Resources Representative, or another member of management.
If you are issued or asked to operate a Company vehicle, you will be required to consent to a Driver Background Investigation. This helps us ensure the safety of our drivers and those with whom they share the road. If the investigation produces an unsatisfactory result, the privilege of driving a company vehicle may be suspended, restricted, or withdrawn. If you are arrested and/or convicted of a serious vehicular offense (exclude parking violations or one moving violation in 24-month period) or your license is suspended, you must report the incident to your supervisor and the Human Resources department within 24 hours.
// TWO-PERSON RULE
You may request to review available documents related to your work environment. It is generally our practice to provide you a copy of records which relate to you; however, if you believe you have not received something or desire an additional copy, you may request specific records by sending a note or memo to your supervisor, indicating what records you are requesting Material Safety Data Sheets are available through your supervisor and are readily available during normal working hours. A written request for MSDS is not required.
// HAZARDOUS WORK
• Maintenance of electrically-powered equipment when power cannot be locked out,
// PERSONAL PROTECTIVE EQUIPMENT (PPE)
To avoid undue risk to employees and to ensure that assistance will be available if needed, we have identified certain tasks that should not be performed when only one employee is present in the work area or within hearing distance. These include:
For your protection we have designated several areas and/or operations as requiring safeguards in the form of shields, guards, glasses, protective clothing, etc. Some PPE will be installed at your workstation; some will be provided by the company. In other cases, you will need to purchase items using the allowances provided. You will be instructed where and what protective equipment is required. For these areas and operations, the use of personal protective equipment is not optional. PPE requirements are subject to change according to the work environment and/or to comply with local government mandates.
// EMPLOYEE ACCESS TO SAFETY RECORDS
• Work performed in production areas or any other task with risk of significant injury performed outside regular business hours.
• Welding or tasks where flammable materials are present,
// SAFE DRIVERS
54Safety
Safety Shoes – We will provide a safety shoe allowance per calendar year for the purchase of safety shoes for employees who are required to wear them (ask your supervisor). Employees who choose to upgrade to a more expensive shoe may do so by paying the difference. See your supervisor for the reimbursement levels and vendors in your area. You may use any vendor providing ANSI approved, steel-toed shoes.
of the EMS are to:
2. Appropriate environmental training will be provided to site personnel. Personnel that handle hazardous materials and hazardous waste will receive special training.
6. Employees will conduct activities in a manner to conserve resources and minimize waste to the extent practical.
Leybold maintains detailed EMS procedures that are available for you to review through your supervisor and/or EMS Coordinator.
4. No chemicals will be used on-site that have not been approved by the site safety committee.
9. The site Manager will be notified immediately of all hazardous material spills/releases or any environmental non-conformances.
7. All used/waste chemicals and materials will be collected and stored in proper containers and recycled/treated/disposed of properly.
5. A comprehensive list of hazardous materials to be used on-site will be maintained to control and minimize the number and amount of chemicals stored or used.
8. No chemicals will be thrown on the ground or released to sinks, toilets or drains.
55
• Improve the site’s overall environmental culture
10. Spills will be cleaned up as soon as practicable by trained personnel using appropriate personal protective and cleanup equipment.
Leybold encourages active participation from its employees to further promote environmental awareness and lead to continuous improvement and pollution prevention. At a minimum, key environmental rules need to be followed:
3. Employees must understand the properties of the chemicals that they use and how to handle them properly.
MANAGEMENTENVIRONMENTALSYSTEM
1. Employees will comply with environmental regulatory requirements.
Leybold is committed to support environmental protection and prevention of pollution by managing the impact its activities, products, or services have on the environment through the establishment of environmental policy and the development of environmental management system (EMS). The implementation of the EMS and employee participation has enabled Leybold to manage its environmental impact and comply with applicable Federal, state and local environmental regulatory Therequirements.primarygoals
• Continually improve overall environmental performance
• Identify, evaluate, and apply Pollution Prevention & Waste Minimization methodologies
• Coordinate environmental management activities and to continually improve site environmental compliance to Leybold’s internal and external standards
• You may not use unauthorized copies of software or make copies of unauthorized software for yourself or anyone else. We will investigate any alleged abuses of our computer resources. During an investigation, we may access any electronic files as deemed necessary.
• Learn to use the features of the software. Training guides and help screens are particularly useful.
• Playing games or other non-business pastimes are not permitted.
• Do not mark routine message Urgent or call to follow up on your messages within minutes of sending them.
• Include your major points or topic in the subject line.
• Never give your PC credentials to someone else. The only exception would be if Atlas Copco IT requires this information for PC set-up or troubleshooting.
• Direct your messages only to those individuals who need to receive them, do not copy everyone you can think of.
• Only approved software may be loaded on Company computer systems. Atlas Copco has approved software for business use. If you require additional software for business use, please submit a request via IT which will follow the approval request process.
// INTERNET ACCESS Internet access is provided in all Atlas Copco facilities and your computer will automatically connect through this network. Connecting to the internet through a public network or your personal network, is allowed and may even be required as part of your position, however, it is imperative that you connect through a company VPN or other company provided methods to secure the computer and our data. As with other forms of electronic communication, the history of your internet access can be monitored and reviewed for abuses at any time and employees should not have any expectation of privacy.
Environmental Management System 56
Employees are strictly forbidden from engaging in any form of activity that is intended to circumvent computer security controls, or corrupt, destroy, or otherwise alter Company data, computer equipment or processes in any
• Familiarize yourself with email security risks and how to avoid them (phishing, ransomware, viruses, etc) by completing the Company mandated Nano-Learning.
• All computer equipment shall always remain the property of the Company and must be returned by the employee to the Company upon request. Employees should have no expectation of privacy when utilizing Company-equipment.
• Check your messages regularly and respond promptly.
// COMPUTER AND SOFTWARE USE
•way.You may not delete or tamper with Company-installed virus protection software.
• Include only necessary attachments. If you can include something in the body of the message, rather than attaching a file, you will save system resources and the receiver’s time.
• Utilize distribution lists provided or create your own personal lists.
• You must protect your computer system from potential damage from food/beverages or abuse.
• Never give your e-mail username and password to someone else.
• Be brief, E-mail is typically not intended for long narratives.
// ELECTRONIC MAIL
• Any forwarding, re-distribution, sharing, uploading, downloading, or posting of Company email containing data of a confidential or propriety nature to an external email or third party is strictly prohibited and will result in disciplinary action, which may include termination, legal action and/or criminal charges.
• As in all communications, check your accuracy, spelling, grammar, and general “tone” before sending.
Our electronic mail system links many Atlas Copco locations worldwide. In addition to the concerns we have outlined above for all communications systems, we ask that you use the Electronic Mail system prudently and observe the standard etiquette and consideration for others. We’ve included some simple guidelines to follow; however, these guidelines are just a small sampling of the protocol and style issues that have emerged surrounding the generic topic of electronic mail.
// PERSONAL TELEPHONE CALLS
Protocol similar to electronic mail will apply to our voice messaging systems. In addition, we have established some guidelines designed to enhance the effectiveness of voice messaging within our Company as follows:
• Review the voice mail instruction guide and understand how to use the system features effectively.
• Record your greeting and messages in a professional, courteous tone.
// VOICEMAIL
Employees who wish to make personal telephone calls may use their own personal cell phone, during lunch or on break. Necessary, brief personal calls may be made with your supervisor’s permission. You may receive necessary personal calls at your workstation. They must be kept brief. If the placing or receiving of personal calls, texting or other personal device usage interferes with an employee’s job performance or is abused, disciplinary action will apply.
• your name • your department name • your extension • your status: in/out, away, on the phone
• your expected return • whether and how frequently you will be accessing messages
• Employees who are Teams Call Center Agents (8x8) can also record a separate greeting in this system
• When you are away from your phone for any extended period, change your voice mail greeting to let callers know you may not be immediately responding.
supervisorEnvironmental Management System57
• Recording or text to speech options are available in our Teams phone service
• Your voice mail greetings should include the following information:
Be sure to change your greeting if you will not be able to access voicemail on a regular basis. Your department may have established a unique protocol for your group, please check with your
58
This Handbook is intended to be a summary of many of our policies and practices, and not a comprehensive account of all policy details. We have tried to cover all areas that are critical to you as an employee. If you have any questions about this Handbook or about any Company policy or procedure, please contact your supervisor or your Human Resources representative. The latest version with local attachments will supersede prior versions. If a conflict occurs, the wording in the current revision of the actual plan document or policy will take precedence over what is stated in this Handbook.
CLOSING
