Goodwill Industries of Central Florida, Inc. Building Lives That Work

Employee Handbook .

7531 S. Orange Blossom Trail Orlando, FL 32809 (407) 857-0659 www.goodwillcfl.org Revised December 2012 Supersedes previous versions

TABLE OF CONTENTS WELCOME & INTRODUCTION ..................................................................................................... 1 1.1 - Introduction ...................................................................................................................... 3 1.2 - Employment-at-will ......................................................................................................... 3 1.3 - Mission ............................................................................................................................. 3 1.4 - Core Values ...................................................................................................................... 4 1.5 - Principles .......................................................................................................................... 4 1.6 - To Achieve Excellence .................................................................................................... 5 CODES OF ETHICAL CONDUCT .................................................................................................... 5 2.1 - Code of Ethics – Board of Directors ................................................................................ 5 2.2 - Code of Ethics – Employees ............................................................................................ 6 2.3 - Code of Ethics – Financial Practices................................................................................ 7 2.4 - Code of Ethics – Marketing Activities ............................................................................. 7 2.5 - Code of Ethics – Treatment of Community Members ..................................................... 7 2.6 - Communications Code of Conduct .................................................................................. 7 2.7 - Conflicts of Interest .......................................................................................................... 8 2.8 - Corporate Compliance Program....................................................................................... 9 2.9 - Customer-Donor Relations .............................................................................................. 9 2.10 - Employee-Participant Relationships .............................................................................. 9 2.11 - Treatment of Persons Receiving Services .................................................................... 10 2.12 - Violation of Ethic Codes .............................................................................................. 11 SALARY ADMINISTRATION & EXPENSES .................................................................................. 12 3.1 - Employee Classifications ............................................................................................... 12 3.2 - Exempt and Non-Exempt Employees ............................................................................ 12 3.3 - Overtime......................................................................................................................... 12 3.4 - Pay Procedures ............................................................................................................... 12 3.5 - Payroll Deductions ......................................................................................................... 12 3.6 - Time Recording.............................................................................................................. 13 3.7 - Travel ............................................................................................................................. 13 BENEFITS .................................................................................................................................... 15 4.1 - Educational Reimbursement .......................................................................................... 15 4.2 - Employee Discount and Purchases ................................................................................ 15 4.3 - Gym Wellness Benefit ................................................................................................... 15 4.4 - Holidays ......................................................................................................................... 16 4.5 - Medical Benefits ............................................................................................................ 16 4.6 - Personal Days ................................................................................................................. 17 4.7 - Vacation ......................................................................................................................... 18 LEAVES OF ABSENCE ................................................................................................................. 18 5.1 - Bereavement Leave ........................................................................................................ 18 5.2 - Domestic and Sexual Violence Leave ........................................................................... 18 5.3 - Jury Duty ........................................................................................................................ 19 5.4 - Medical Leave (FMLA) ................................................................................................. 19 5.5 - Military Leave ................................................................................................................ 22 5.6 - Personal Leave (Non FMLA) ........................................................................................ 23 SAFETY & SECURITY ................................................................................................................. 23 6.1 - Weapons in the Workplace ............................................................................................ 23

6.2 - ID Badges ....................................................................................................................... 23 6.3 - Loss Prevention .............................................................................................................. 24 6.4 - Personal Packages/Property ........................................................................................... 24 6.5 - Safety Policy .................................................................................................................. 24 6.6 - Use of Vehicles for Organization Business ................................................................... 25 EMPLOYMENT POLICIES & PRACTICES .................................................................................... 26 7.1 - Absences ........................................................................................................................ 26 7.2 - Accessibility ................................................................................................................... 26 7.3 - Administrative and Program Records ............................................................................ 26 7.4 - Bulletin Boards .............................................................................................................. 27 7.5 - Discipline ....................................................................................................................... 27 7.6 - Dress Code ..................................................................................................................... 29 7.7 - Drug Free Workplace ..................................................................................................... 29 7.8 - Employment of Relatives ............................................................................................... 30 7.9 - Equal Employment Opportunity and Affirmative Action.............................................. 31 7.10 - Grievance Procedures .................................................................................................. 31 7.11 - Hours of Operation....................................................................................................... 32 7.12 - Immigration Requirements .......................................................................................... 32 7.13 - Introductory Period ...................................................................................................... 32 7.14 - Leaving Work During Working Hours ........................................................................ 33 7.15 - Legal Actions ............................................................................................................... 33 7.16 - Lunch Periods and Breaks............................................................................................ 33 7.17 - Media Relations ........................................................................................................... 34 7.18 - Office and Work Station Decor ................................................................................... 34 7.19 - Parking – Main Facility ............................................................................................... 34 7.20 - Performance Evaluations ............................................................................................. 35 7.21 - Promotions/Transfers ................................................................................................... 35 7.22 - Reasonable Accommodation Policy ............................................................................ 35 7.23 - Reasonable Break Time for Nursing Mothers ............................................................. 36 7.24 - References/Verifications .............................................................................................. 36 7.25 - Rehire ........................................................................................................................... 36 7.26 - Separation of Employment........................................................................................... 36 7.27 - Smoking ....................................................................................................................... 37 7.28 - Solicitation ................................................................................................................... 37 7.29 - Suggestions .................................................................................................................. 37 7.30 - Tardiness/Leaving Work Early .................................................................................... 37 7.31 - Training ........................................................................................................................ 37 7.32 - Workplace Harassment & Violence ............................................................................. 38 CONCLUSION .............................................................................................................................. 39 APPENDIX ................................................................................................................................... 40 8.1 - Executive Compensation Policy .................................................................................... 40 8.2 - Executive Leadership Development & Evaluation ........................................................ 40 8.3 - FMLA Employee Rights and Responsibilities............................................................... 41

WELCOME & INTRODUCTION

Welcome! Bill Oakley, President/CEO

We are so pleased that you have decided to join the Goodwill family and our team. Goodwill Industries of Central Florida’s mission is Building Lives That Work. Our organization has served over 950,000 individuals since its inception, over fifty-one years ago. We have a rich history and many success stories of program participants, who have benefited from our help in finding work and wage opportunities. We recognize that without hardworking and dedicated employees, this would have been an impossible task to accomplish. Each day, you will have the opportunity to touch the lives of individuals who need the support of Goodwill Industries. We consider all of our employees to be valuable resources, and we are grateful for your commitment to this organization and our mission. Should you have any questions or concerns, please do not hesitate to ask any of our management team members. We wish you the very best as you embark on your career with Goodwill.

Sincerely,

William G. Oakley President/CEO

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1.1 - INTRODUCTION This handbook has been developed to give you a better understanding of Goodwill Industries of Central Florida, Inc. (the Organization) and the policies within. Please read each section and ask for assistance in answering any questions you may have. This handbook exclusively sets forth the Organization’s employment policies. These policies are guided by the President/CEO or designee of the President/CEO or in case of vacancy, the designee of the Executive Committee of the Board.

1.2 - EMPLOYMENT-AT-WILL Employment at Goodwill Industries of Central Florida, Inc. is not offered, guaranteed, contracted, or promised for any specific length of time. The policies described in this employee handbook do not create a contract between Goodwill Industries of Central Florida, Inc. and its employees. Management reserves the right to make policy changes when, in the opinion of management, those changes are in the best interest of the Organization. Management also reserves the right to interpret policy and make policy decisions. In consideration of employment, the employee will conform to the rules and standards of the Organization and understands that employment and compensation can be separated at will, with or without cause, and with or without notice, at any time by either the employee or the organization. No employee or representative of the Organization, other than the President/CEO, has any authority to enter into any agreement contrary to the foregoing.

1.3 - MISSION Building Lives That Work! To accomplish our mission we: Provide opportunities for people to improve their lives through employment and preemployment programs. Pursue commercial opportunities to employ the persons we serve. Reprocess, recycle and resell items donated to us.

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1.4 - CORE VALUES The Organization has established Codes of Ethics to guide the actions of employees/board members, treatment of those receiving services, business/financial practices, and marketing. The core values that serve as roots for our Code of Ethics are: Respect for Each Other Employees and board members will exercise thoughtful consideration of the needs of employees, board members, customers, donors, and persons receiving services. Conciliation Employees and board members act in a spirit of compromise and agreement. Each individual will hear and respect the others person’s point of view and be open to constructive discussion. Honesty All employees and board members will deal honestly with other employees, board members, customers, donors, and those receiving services. The value of honesty cannot be compromised. We must be honest without being hurtful. Trust Each of us will be non-judgmental on issues. We will be supportive of others and responsive in any time of need.

1.5 - PRINCIPLES Our philosophy is predicated on the belief that every individual has the right to work toward achieving the same quality of life that all people need to lead lives of self-fulfillment and meaning. Achieving quality of life entails: exposure to opportunities freedom of choice participation in community life self-directedness We further believe that five concepts must be our guideposts to ensure that all we do maximizes the potential of each person receiving services to attain this quality of life. These five concepts are: normalization empowerment integration inclusion autonomy

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1.6 - TO ACHIEVE EXCELLENCE As an Organization, we strive for excellence and look for this quality in our employees. We focus on continuous improvement, are accountable to the community through our mission and have a sense of urgency in all that we do. We teach our employees the concept of Process Based Leadership. This approach realizes better results for our organization through consistency, alignment, engagement, and employee satisfaction. Clarity Process for Communication: This non-negotiable process includes standard formats for all essential meetings in a business-focused, outcome-driven way. Connectivity Process for Business Focus: This non-negotiable process ensures all teams have a consistent business scorecard which includes their key focus areas. If the team is not meeting their performance targets, they have a process to solve problems and determine root causes. Consistency Process for Accountability: Companies must develop accountability processes that drive actions to the appropriate levels. Behavioral Transformation Process: Behavioral non-negotiables include expectations between leaders and teams, and between individuals. All teams will have their own handbook to document additional processes to be implemented in the Organization. It is a tool for reference, conflict resolution, new employee orientation, and auditing.

CODES OF ETHICAL CONDUCT 2.1 - CODE OF ETHICS – BOARD OF DIRECTORS 1. I will do my best to see that the Organization is operated in a manner that upholds the Organization’s integrity, adheres to its bylaws, and merits the trust and support of the public. 2. I will strive to adhere to all applicable laws and regulations, going beyond the letter of the law to protect and/or enhance the Organization’s ability to accomplish its mission. 3. I will treat others in a professional manner with respect in accordance to the Organization’s policies and guidelines set forth. 4. I will be a responsible steward of the Organization’s resources. 5. I will take no actions that could benefit me personally at the expense of the Organization, avoiding even the appearance of a conflict of interest.

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6. I will carefully consider the public perception of my personal and professional actions, and the effect my actions could have, positively or negatively, on the Organization’s reputation in my community and elsewhere. 7. I will strive for personal and professional growth to improve my effectiveness as an Organization Board member. 8. I will refrain from unwarranted intrusion into the responsibilities of the Organization’s operational management.

2.2 - CODE OF ETHICS – EMPLOYEES 1. I will do my best to see that the Organization meets the needs of the persons receiving services. 2. I will respect the value and dignity of all individuals. 3. I will do my best to create and maintain a climate of loyalty, trust, and mutual respect. 4. I will support a work atmosphere in which the work of each individual is respected as important, where management operates in an open environment, but that confidentiality is maintained and respected. 5. I will recognize excellent work done by other employees and persons receiving services. 6. I will strive to communicate with everyone in a friendly, positive, enthusiastic, and courteous way. 7. I will be loyal to the Organization. I will refrain from willfully discrediting the Organization. 8. I will uphold all applicable laws and regulations, going beyond the letter of the law to protect and/or enhance the Organization’s ability to meet its mission. 9. I will be a responsible steward of the Organization’s resources. 10. I will strive for personal and professional growth to improve my effectiveness.

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2.3 - CODE OF ETHICS – FINANCIAL PRACTICES 1. All financial practices of the Organization shall be handled in accordance with the applicable federal, state, and local laws. 2. All financial matters shall be conducted within the standards of commonly accepted, and sound financial management practices. 3. All financial matters covered by the Organization’s bylaws shall be handled in accordance with those bylaws.

2.4 - CODE OF ETHICS – MARKETING ACTIVITES 1. Marketing activities are part of the Organization’s accountability to the public. 2. Marketing activities/efforts shall always respect the dignity and privacy rights of those receiving services. 3. Marketing activities will never knowingly mislead or misinform the public or misrepresent the Organization.

4. Marketing activities will uphold the integrity of the Organization so as to merit the continued support and trust of the public.

2.5 - CODE OF ETHICS – TREATMENT OF COMMUNITY MEMBERS 1. Community members must always be treated with respect and dignity. 2. Requests for information from community members are responded to in a timely manner. 3. Concerns or complaints from the community will be addressed. 4. Input is solicited from the community and is considered in a respectful manner.

2.6 - COMMUNICATIONS CODE OF CONDUCT Although the Organization is respectful of employee privacy, we reserve the right to review and monitor any computer files, electronic-mail messages and voice mail messages sent or received using the Organization’s computers, email addresses, equipment or resources. Employees should understand, therefore, that they have no right of privacy with respect to any message or information created or maintained on the Organization’s systems or equipment.

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Access to the internet, use of electronic mail (e-mail) and telephone has been provided for certain employees for the benefit of the Organization. Every employee using the internet, e-mail, and telephone has a responsibility to maintain and enhance the Organization’s public image and to use these in a productive manner. The following guidelines have been established for using the internet, e-mail, and telephone: 1. Unauthorized access of another employee’s e-mail or voicemail account or any other account maintained on the system(s) as well as unauthorized access to data stored on any electronic or telephonic system(s) is prohibited. This would include any unauthorized attempt to obtain access into any computer whether it belongs to the Organization or another organization. 2. Any effort to inhibit authorized access or monitoring of data, mail, or programs stored on electronic or telephonic systems is prohibited. 3. Transmission of obscene or harassing messages to any other individual, i.e., hate mail, obscenity, ethnic slurs, racial comments, off-color jokes, anti-social behavior, and other non-work related communication(s) is prohibited. This also includes accessing sexually oriented internet sites or the receipt, storage, or transmission of sexually oriented material (see section 7.32). 4. Use of the electronic and/or telephonic communication system to violate any other policy of the Organization, or federal, state and/or local law is prohibited. 5. Any illegal, unethical, or other activity that could adversely affect the Organization, including the Organization’s reputation or image is prohibited. 6. Posting confidential, inaccurate, inappropriate, and unlawful Organization information is prohibited. Failure to follow these guidelines can result in disciplinary action, up to and including separation of employment. Telephone Calls Organization telephones are for business use only. Emergency calls will be delivered to you upon receipt of the call by the Organization. Employees are not to use cell phones, including texting, while driving for Organization purposes. Employees are expected to use due diligence to drive safely (see section 6.5).

2.7 - CONFLICTS OF INTEREST Employees are prohibited from engaging in any activity, practice, or act which conflicts with, or appears to conflict with, the interest of the Organization, its customers or donors. All questions and concerns about potential conflicts should be directed to The Senior Talent Executive or Vice President of Administration.

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1. Employees are not to engage in, directly or indirectly, other types of behavior that is considered disloyal, disruptive, competitive, or damaging to the Organization. 2. Employees are prohibited from accepting other employment that adversely affects their job performance or that is deemed as damaging to the Organization. 3. Employees are not to give, offer, or promise, directly or indirectly, anything of value to any representative of a supplier, funding source, or financial institution in connection with any transaction or business that the Organization may have with such supplier, funding source, or financial institution.

2.8 - CORPORATE COMPLIANCE PROGRAM All questions or comments concerning any issues of honesty or trust with any public funds should be directed to the President/CEO or the Vice President of Administration.

2.9 - CUSTOMER-DONOR RELATIONS The Organization provides customers and donors with the best possible services. Employees and participants are expected to treat customers and donors in a courteous, respectful manner at all times. Employees and participants should always remember that the customer and donor come first. They are the primary source of the organization’s income, and therefore, the ultimate source of each employee’s job and income and of each participant’s program or services. Customers and donors should always be treated in a professional manner with respect in accordance to the Organization’s policies and guidelines. Recurring customer or donor related problems should be reported to your direct supervisor.

2.10 - EMPLOYEE-PARTICIPANT RELATIONSHIPS It is the responsibility of the Organization and its employees to provide the highest quality of service possible to the participants entrusted to the Organization’s services. It is necessary, therefore that the highest professional, ethical and moral standards be maintained with program participants. This policy applies to all employees, volunteers, consultants, or others who have occasion to provide services to participants of the Organization. 1. The basic employee-participant relationship is a professional one similar to physician/patient. It is one of professional interest which is friendly, but objective. Personal interest in participants must be guided by the professional responsibility for their program services as well as professional ethics. 2. It is important that employees who are working with participants, maintain a consistent posture and that their effort be collaborative. Actions and/or activities initiated with or on

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behalf of a participant should be coordinated through the participant's Counselor and should be consistent with the participant's program plan of services. 3. All participants will be provided equal treatment and services, except as restricted by specific contracted obligations, regardless of race, color, creed, religion, sex, age, disability, sexual orientation, political affiliation, marital status, national origin, Veteran status, or socioeconomic standing. 4. The dignity and personal safety of participants will be preserved at all times. Physical and/or psychological abuse is prohibited and is grounds for disciplinary action up to and including separation of employment. 5. Personal and/or sexual relationships with participants in any organizational program(s) are prohibited and shall be grounds for disciplinary action up to and including separation of employment. 6. Exploitation of participants, in any manner and at any time, is prohibited and shall be grounds for disciplinary action up to and including separation of employment. 7. All matters pertaining to participant confidentiality will be treated in a manner consistent with applicable statutory or policy requirements. The procedures listed above are only minimum standards. They indicate the basic philosophy of the organization toward employee-participant relationships. Each employee is responsible for seeking additional information and guidance regarding these procedures from Managers and/or department supervisors. Participant’s questions should be directed to the Vocational and Community Services Department.

2.11 - TREATMENT OF PERSONS RECEIVING SERVICES 1. The following questions will serve as principles which will guide my actions in dealing with those individuals receiving services from or employed by the Organization. Do my actions a. Promote self-esteem in those we serve/supervise? b. Demonstrate empathy and a willingness to use insights thus gained in such a way as to improve the situation? c. Enlist the involvement of those we serve/supervise by increasing the worth of these individuals? 2. Persons receiving services must always be treated with respect and dignity, regardless of disability or other potential limitations. 3. The input of persons receiving services into the rehabilitation process is not only important but it is paramount that input should always be accepted in a respectful manner.

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4. Persons receiving services give up no legal rights when they join the Organization. Hence, an individual’s legal rights must be respected at all times. 5. An atmosphere must be maintained in which those receiving services may learn and develop. 6. The Organization must be ever mindful of the attitudinal, architectural, and communication barriers that may exist in the Organization. Where barriers exist, the Organization must consider corrective action. If any are perceived, contact the Vice President of Administration.

2.12 - VIOLATION OF ETHIC CODES Each new employee and board member will be required to review and abide by these codes. Any employee who violates one of the Organization’s Codes of Ethics may face corrective action. Board action may be taken with any board member who violates the Code of Ethics. Reporting All violations of ethical conduct are to be reported to the Vice President of Administration or the President/CEO. Employees are encouraged to discuss any concern of ethical misconduct. Investigation Investigation of and resultant disciplinary procedure for allegations of ethical misconduct will comply with this handbook. Non Retaliation Employees and/or program participants will be free from retaliation, reprisal or discipline for reporting any unethical action. Employee/Participant Education All employees and program participants will receive further awareness and instruction on matters related to the Code of Ethics during the orientation process.

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SALARY ADMINISTRATION & EXPENSES 3.1 - EMPLOYEE CLASSIFICATIONS Employees may be designated full-time, part-time or temporary. Full-time employees are those who work 30 hours or more in a regularly scheduled workweek. Part-time employees are those who work less than 30 hours in a regularly scheduled workweek. Temporary employees are those who are hired for special assignments or to fill in for those on a leave of absence. The Organization reserves the right to extend any period of temporary employment. These classifications do not guarantee employment for any specified period of time and our employment at will policy remains in effect at all times.

3.2 - EXEMPT AND NON-EXEMPT EMPLOYEES Employees classified as exempt (salaried) are exempt from federal overtime pay requirements. Employees who are classified as non-exempt (hourly) are covered by federal overtime pay requirements.

3.3 - OVERTIME The Organization will pay non-exempt employees at the rate of time and one-half for any hours worked in excess of 40 hours in a regularly scheduled workweek.

3.4 - PAY PROCEDURES The workweek begins on Monday morning and ends on Sunday night. Payday is on Friday of every other week. This pay is for work you have performed for a two-week period, ending the previous Sunday. Paychecks will be distributed by your supervisor on Friday after 12:00 p.m. Checks/direct deposit stubs are not distributed to anyone other than the employee unless written permission is received each time from the employee and the person authorized can provide proper identification.

3.5 - PAYROLL DEDUCTIONS All payroll deductions will be identified on your paycheck stub. The Organization will not disclose employee financial data to outside parties without express written permission from the employee or by court order. Only the Administration Department is authorized to receive a writ of garnishment or attachment, a notice of levy by any taxing authority, or any other similar order requiring payment of a portion of an employee’s compensation to someone other than the employee.

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The Organization will not deny employment to, or separate the employment of, any person solely because that person has filed a petition for bankruptcy, garnishment, levy or similar court action. The Organization strives to not make mistakes, but in the event that an improper pay deduction has been made, the Organization will reimburse the employee within one pay period. You should report discrepancies of pay immediately to your supervisor. It is the Organization’s policy to comply with the salary basis requirements of the Fair Labor Standards Act (FLSA). Therefore, we prohibit any improper deductions from the salaries of exempt employees. Any employee who believes that an improper deduction has been made to his or her salary should immediately report this information to the Administration or Payroll Department. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, the employee will be reimbursed for any improper deduction.

3.6 - TIME RECORDING You will receive an employee ID number and be assigned a time keeping device. Your supervisor will be responsible for submitting a complete and accurate time record to payroll, so please cooperate by properly recording time each workday. All hours other than your schedule will require authorization from a supervisor but employees are not permitted to work “off the clock.” All time spent working must be documented and paid. Employees are expected to disclose any time reporting violations, whether on the part of the employee or the Organization, to the Payroll Department at (407) 857-0659.

3.7 - TRAVEL The Organization reimburses all employees for the cost of travel performed in the course of conducting organizational business. Travel should be engaged in and reimbursed according to the guidelines listed below. Authorization 1. Local Travel: Employees whose duties require regular or occasional travel within the organization's service area are deemed to be pre-authorized for travel reimbursement subject to approval by their supervisor. 2. Other Travel: All non-local travel such as training, seminars and other business related travel will require prior approval of the Divisional Vice President.

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Travel Advances Supervisors may request, for themselves or an employee, an advance to cover out-of-pocket expenses for an out-of-town business-related trip. Expense Reports 1. Employee travel report forms are to be used for business-related expenses and are to be submitted to the Accounting Department no later than the end of the month. Mileage log record keeping is mandatory. 2. Documentation of Business Purpose: All employees will clearly document travel expenses with the following information in order to be reimbursed per IRS rules: a) Date of expense b) Nature of expense c) Business purpose for the expense d) Place and time, and e) Names of all individuals for whom the expense is to be paid and their business relationship to the Organization. Reimbursement Rates 1. Employees who use their personal vehicles for approved and authorized business purposes will receive a mileage allowance at the current IRS rate. In addition, employees driving on organization business may claim reimbursement for parking fees and tolls actually incurred, and employees driving organization vehicles may charge or claim reimbursement for gasoline and other expenses directly incurred for business purposes. Mileage log record keeping is mandatory. 2. Meal Allowances: Pre-authorized employees will be reimbursed for the actual cost of meals purchased in connection with approved travel. Employees are encouraged to be conservative and to use good judgment at all times regarding meal costs. Alcohol consumption will not be reimbursed. 3. Lodging: Employees will be reimbursed for actual lodging costs while on a pre-approved overnight trip. All lodging is selected at the most favorable rate and location (ensuring safety and security) available in the area being visited. 4. Air Fare: All accommodations should be made at the most cost-effective rates and according to availability and convenience to business locations. No first-class tickets are permissible. 5. Rental Cars: Rental cars may be used only when pre-authorized by the President/CEO or, in their absence, the Vice President of Administration. 6. Other Expenses: All other reasonable and necessary trip-related expenses will be reimbursed for reasonable costs.

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7. Entertainment Expenses: Entertainment reimbursement will require the prior approval of the President/CEO.

BENEFITS The Organization offers an array of benefits to employees. Benefits are subject to change without notice. Contact Human Resources with any questions at (407) 857-0659.

4.1 - EDUCATIONAL REIMBURSEMENT The Organization is committed to developing and maintaining a high-performance workforce and encourages its employees to continue to develop the knowledge and skills necessary to succeed in their jobs and prepare them for career advancement within our organization. For detailed information about this benefit, contact our Senior Talent Executive.

4.2 - EMPLOYEE DISCOUNT AND PURCHASES Current Organization employees are entitled to a 20 percent discount on all items purchased in our Goodwill stores. All items shall be purchased on unpaid lunch breaks, before or after work or on your day off. You are not authorized to make personal purchases on Organization time (including morning and afternoon breaks). You may not inquire about the availability of merchandise (either by phone or in person) during working hours for personal use. Sales to employees are to be handled by a member of store management. You may not check out your own purchase. All merchandise must have been placed on the sales floor prior to being purchased. No merchandise is to have been hidden or “stashed” in any area of the store prior to purchase by the employee, a family member, friend or another employee. Employees are prohibited from pricing items for personal purchase that do not fall within the Organization’s pricing guidelines. It is the intent of this policy that employees receive no special privileges when purchasing merchandise from Goodwill Stores. Employees will not receive their employee discount for shopgoodwill.com and clearance center purchases.

4.3 - GYM WELLNESS BENEFIT As an employee of the Organization, we encourage you to focus on your health and take our GoodHealth culture seriously. We encourage all employees to take advantage of this benefit. For more information contact the Benefit Specialist at (407) 218-4416.

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4.4 - HOLIDAYS Full-time employees will become eligible for paid holidays upon employment. You will be paid for scheduled holidays that fall within your normal work week, provided that you work your entire last scheduled day before the holiday, your entire first scheduled work day after the holiday, and the entire Holiday if scheduled, except during vacation or other pre-approved personal time (not a leave of absence). If a scheduled holiday falls within your vacation period, it will not be charged as a vacation day. You will not receive any holiday pay if a holiday occurs during any leave of absence. The regularly scheduled holidays are New Year’s Day, Dr. Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, the day after Thanksgiving, and Christmas Day (may be subject to change). For administrative offices and services locations, holidays falling on Saturday will be observed on Friday and holidays falling on Sunday will be observed on Monday. Non-exempt employees will be paid at your regular rate of pay for all hours worked on a scheduled holiday. Should you be asked and agree to work on a holiday, you will receive eight (8) hours of holiday pay, plus regular pay for all hours worked that day.

4.5 - MEDICAL BENEFITS The Organization will make medical benefits available to full-time employees. You will be notified prior to the end of your waiting period (90 days) about available coverage and given the opportunity to enroll in the insurance program(s). Part-time employees that become full-time will be eligible for medical benefits after 90 days of full-time employment. While on any leave, you must make provisions for payment of medical premiums, required by the type of leave you are on, until you return to work or are no longer an employee. Continuation of Health Benefits under COBRA and USERRA The Organization complies with the requirements regarding the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), as amended. Under COBRA, if an employee voluntarily or involuntarily separates employment with the Organization, employees, spouses, and dependents enrolled in the Organization’s group health plan may elect to continue participating in the plan, at a monthly cost of the full premium for coverage (including any portion of that cost that previously was paid by the Organization), plus a 2 percent administrative charge. COBRA coverage may be maintained for a prescribed period of time,--usually 18 months. In certain circumstances, such as an employee’s disability, the coverage period can be extended (for qualified beneficiaries receiving the disability extension of coverage, the premium for those additional months will be increased to 150 percent of the plan's

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total cost of coverage). Additionally, in cases such as divorce or death, the length of coverage period may be longer for qualified beneficiaries. COBRA coverage is not extended to employees separated for gross misconduct. Under USERRA, if an employee will be out on a military leave of absence for more than 31 days, the individual will be eligible for and may elect to continue coverage for themselves and any dependents covered by the Organization’s plan for up to 24 months. The individual will be required to pay a monthly cost of the full premium for coverage (including any portion of that cost that previously was paid by the Organization), plus a 2 percent administrative charge starting on the first day of the month following the start of the leave of absence. If an employee is out on a military leave of absence for a period of less than 31 days the employee will retain his/her health insurance coverage and any dependent coverage during the absence with the employee required only to continue paying the amount of his/her current payroll deduction. While on USERRA leave, employees will be offered continuation under both COBRA and USERRA and, if the employee elects to continue coverage, the coverage under both USERRA and COBRA will run concurrently. An employee that qualifies for USERRA leave must make his/her election and payments in accordance with the timelines established under COBRA. HIPAA Privacy Standards The Organization takes important measures in protecting the privacy of employee’s health data and follows the rules of the Health Insurance Portability and Accountability Act of 1996 (HIPAA). For information on your rights, contact the Vice President of Administration or Senior Talent Executive.

4.6 - PERSONAL DAYS Unless otherwise stipulated by a contract all full-time employees will receive three (3) personal days after 90 days of full-time employment, and then will accrue one (1) per month. Personal days may be taken in one (1) hour increments if you are a non-exempt (hourly) employee. Exempt (salaried) employees must use full day increments. Unused personal days accumulate, but not to exceed 160 hours. The Organization reserves the right to require medical verification of illness. Once an employee submits a letter of resignation no personal time can be used. All unused personal days will not be paid out upon separation of employment.

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4.7 - VACATION All full-time employees will become eligible for first year vacation benefits after one (1) year of employment from your full-time hire date. Your second and subsequent year vacation benefits will be calculated based on your benefit date. All vacations must be scheduled and approved by department supervisor. All vacation days must be used during the anniversary year following the accrual period and may not be carried over into the next anniversary year. Vacation days may be taken in one (1) hour increments if you are a non-exempt (hourly) employee and full days if you are an exempt (salaried) employee. In the event of leaving the employment of the Organization, you will be paid for any unused accrued vacation benefits. If a scheduled holiday falls within your vacation period, it will not be charged as a vacation day. You will not accrue any vacation or personal days during any personal leaves of absences including FMLA.

LEAVES OF ABSENCE The Organization makes available various types of unpaid, job protected leave in accordance with the requirements of the Family and Medical Leave Act of 1993 (FMLA). Contact the Senior Talent Executive with any questions regarding leaves of absence.

5.1 - BEREAVEMENT LEAVE The Organization will provide immediately upon employment, up to three (3) scheduled working days off following the death of a member of the immediate family for all full-time and part-time employees. Employees may be required to furnish satisfactory evidence to support the leave. Members of the immediate family include: current spouse, mother/stepmother, father/stepfather, sister/stepsister, brother/stepbrother, child/stepchild, current mother-in-law, current father-inlaw, grandparents and grandchildren. If more than three (3) days are required, the additional time may be approved as vacation, personal days or leave without pay.

5.2 - DOMESTIC AND SEXUAL VIOLENCE LEAVE The Organization offers up to three (3) days of unpaid leave in a 12 month period to “eligible” employees if the employee or a family or household member of an employee is the victim of domestic or sexual violence. Employees are eligible if they have worked for the Organization for at least three (3) months of employment. An employee seeking leave under this policy must, before receiving the leave, exhaust all vacation and personal time available. Contact the Senior Talent Executive at (407) 235-1532 for more information.

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5.3 - JURY DUTY During your period of jury duty, you will be paid your regular wages or salary, for a period of up to 80 hours within a calendar year. You are responsible for notifying your supervisor when you have been called to jury duty. Proof of jury service will be provided and is mandatory for you to turn in to your supervisor. If your services as a juror are required for only a portion of any working day, you are required to report to work for the remainder of the day if scheduled.

5.4 - MEDICAL LEAVE (FMLA) Eligible Employees: If you have worked for the Organization for at least twelve (12) months, and if you have worked at least 1,250 hours in the past twelve (12) month period, you are eligible for leave. Basic Leave: An eligible employee (see below) may take up to twelve (12) weeks of unpaid leave, in a 12month period (rolling 12-month period measured backward from date leave is used) for one or more of the following reasons: For the birth and care of a newborn child of the employee. For the care and/or placement of a child for adoption or foster care. To care for a spouse, child, or parent who has a serious health condition; a child, for purposes of this policy includes an individual who is either (1) under the age of 18 or, (2) older than 18 but incapable of self-care because of a physical or mental disability. Inability to perform the functions of the position due to a serious health condition. Qualifying Exigency Leave: For eligible employees, up to 12 weeks of unpaid leave, in a 12-month period, is available for an eligible employee where the employee’s spouse, son, daughter or parent is on “covered active duty” and leave is needed for a “qualifying exigency.” Covered Active Duty includes: (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. A "qualifying exigency" is: a) Short notice deployment b) Military events and related activities c) Childcare and school activities d) For the purpose of making financial and legal arrangements e) Rest and recuperation f) Post-deployment activities; and/or, g) Additional qualifying activities. The “rolling backward” method used for measuring “Basic Leave” is also used to measure the 12-month period for “Qualifying Exigency Leave.”

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Covered Servicemember Care Leave: Leave is available for an eligible employee to care for a spouse, child, parent or next-of-kin who is a current member of the Armed Forces, including a member of the National Guard or Reserves, or a member of the Armed Forces, National Guard or Reserves who is on the temporary disability list, and who has a “serious injury or illness” incurred in the line of duty on active duty (or existed before the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) for which he or she is undergoing medical treatment, recuperation, or therapy; or, otherwise in outpatient status; or, otherwise on the temporary disability retired list. Covered Servicemember Care Leave is also available for an eligible employee to care for a spouse, child, parent or next-of-kin who is a veteran who is undergoing medical treatment, recuperation, or therapy, for a “serious injury or illness” and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of 5 years preceding the date on which the veteran undergoes the medical treatment, recuperation, or therapy. In the case of a member of the Armed Forces (including a member of the National Guard or Reserves), the term “serious injury or illness” means an injury or illness that was incurred by the member in line of duty on active duty in the Armed Forces (or existed at the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating. In the case of veteran who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the five year period mentioned in the preceding paragraph, the term “serious injury or illness” means an injury or illness that was incurred by the member in line of duty on active duty in the Armed Forces (or existed at the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that manifested itself before or after the member became a veteran. Next-of-kin of a covered servicemember is the nearest blood relative other than the covered service member’s spouse, son, or daughter, unless the covered servicemember has specifically designated in writing another blood relative as his or her nearest blood relative for purposes military caregiver leave under the FMLA. For Covered Servicemember Care Leave only, an employee is entitled to 26 workweeks of leave during any single 12-month period measured on a rolling 12-month period measured backward from date leave is used. Servicemember Care Leave measured on a rolling 12-month period measured backward from date leave is used basis will be measured using the 12-month period forward from the date of the employee’s first instance of Servicemember Care leave. Intermittent Leave: You may take leave intermittently, as blocks of time off or in the form of reducing your normal weekly or daily schedule. Further, intermittent leave or leave on a reduced-leave schedule must be medically necessary due to a serious health condition or a serious injury or illness, except in the case of intermittent leave for a Qualifying Exigency.

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Giving Notice of the Need for Leave: Absent extenuating circumstances, an employee must provide the Organization with at least 30 days’ advance written notice before FMLA leave is to begin. Your failure to do so may cause delay or denial of leave. If the need for leave is unforeseeable, then you must provide notice to the Organization as soon as practicable under the facts and circumstances of your particular situation. For unforeseen leave, you must follow the normal procedure for contacting your supervisor to report an absence. Eligibility: The Organization will generally notify you within five (5) business days of receipt of your request for FMLA leave of your eligibility to take leave. If you are not eligible, the Organization will provide information. Employees are eligible for unpaid FMLA leave if they: (1) have a cumulative (not necessarily continuous) 12 months of prior service; (2) have worked at least 1250 hours during the 12 months immediately preceding the date on which the FMLA leave would commence; and, (3) work at a location where at least 50 employees are employed within a 75 mile radius. Providing Evidence of Need for Leave: In most cases, the Organization will request that the employee provide additional information regarding certification of the leave by providing the employee with a certification form, specific to the type of leave the employee is requesting. Certification forms and any other requested documentation must be returned to the Organization within 15 days of the Organization’s request for certification (absent extenuating circumstances). Designation of Leave: Within five (5) business days after the employee has submitted the appropriate certification form and/or the Organization has sufficient information to determine whether the leave requested is FMLA covered, Human Resources will complete and provide the employee with a written response to the employee’s request for FMLA leave. Intent to Return to Work from FMLA Leave: Consistent with the manner in which the Organization addresses other types of medical and personal leave, the Organization may require an employee on FMLA leave to report periodically on their status and intent to return to work. Pay During Leave: If you have available personal or vacation time, the Organization requires you to use your personal or vacation time while taking FMLA leave. In other words, on commencing FMLA leave, you are required to simultaneously take any paid leave for which you are eligible, including vacation time. Once paid leave is exhausted, you will go on unpaid leave. Both paid and unpaid leave count towards the 12 or 26-week (in the case of Covered Servicemember Care Leave) limit. Benefits During Leave: Medical benefits will be maintained during leave. However, you must continue to pay your share of any premiums. Should you fall more than thirty (30) days behind in doing so, your coverage

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may be canceled. In addition, should you fail to return to work at the expiration of your leave, under certain conditions, the Organization is entitled to recover any premiums it paid on your behalf in order to maintain your coverage. Regular Contact with the Organization: During your approved leave, it is your responsibility to keep in contact with the Organization on a regular basis. Contact should be made to the Senior Talent Executive at least one time every two weeks informing of your status and when you plan to return to work. Return from Leave: When returning to work from leave, you will be restored to your same or equivalent position, unless you would not otherwise have been employed at the time of reinstatement (e.g., due to an intervening reduction in force or discharge for misconduct or poor performance). The Organization reserves the right not to rehire a "key" employee if rehire would cause substantial economic harm to the Organization. Key employees are generally those in the top 10% of compensation. Return from Leave: Fitness-For-Duty Certification: Any employee who takes leave for the employee’s own serious health condition will be required, as a condition of restoration, to obtain and provide certification that the employee is able to resume work and is able to perform the essential functions of his or her job. The cost of the Fitness-for-Duty certification is paid by the employee. The Organization may delay or deny restoration to employment if a Fitness-for-Duty certification is not provided. The Organization will request a Fitness-for-Duty certification for leave taken on an intermittent or reduced-leave schedule basis, if reasonable safety concerns exist regarding the employee's ability to perform his or her duties based on the serious health condition for which the employee took leave. Taking More than the Allowed Leave: Should an employee be disabled or have other serious health conditions that prevent him or her from returning to work at the end of an approved leave, the Organization’s reasonable accommodation policy and practice may be applicable. Please contact the Senior Talent Executive should you find additional leave time is necessary. The Organization will review the matter to determine if an accommodation can be reasonably achieved. Employee Rights and Responsibilities: The Department of Labor has prepared a summary of an Employee’s Rights and Responsibilities under the FMLA. This summary has been attached to the Appendix of this handbook for your review and reference.

5.5 - MILITARY LEAVE If you are called for active duty with the Reserve or National Guard, you will be paid your normal wages, less the compensation you receive from the government. Any request for extended periods of active duty must be discussed with the Vice President of Administration or the Senior Talent Executive. The Organization will adhere to the Uniformed Services Employment and Re-employment Rights Act.

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5.6 - PERSONAL LEAVE (NON FMLA) If you have completed 90 days of continuous employment, you are eligible for an unpaid leave of absence for up to a maximum of 90 days. If you have been with the Organization for less than 90 days, an unpaid leave of absence may be granted at the discretion of the President/CEO. If you wish to continue your insurance coverage while on approved leave of absence, you must pay the full cost of the premiums during your absence, not just your portion. Benefits will not be accrued or paid during this period of absence. Upon return to active employment, you will be placed in your former position and level of responsibility if there is an opening available. Your benefit date will be adjusted to reflect leave time over two (2) weeks. In the event that there are no openings available, your employment may end.

SAFETY & SECURITY 6.1 - WEAPONS IN THE WORKPLACE Employees of Goodwill Industries of Central Florida, Inc. are not allowed to have weapons such as knifes, guns or rifles in their possession while in the Organization’s buildings on Goodwill Industries of Central Florida, Inc. property while at work, unless these weapons are necessary to perform the job, such as a security guard, and unless this is approved in advance by management. A small pocket knife is permissible, but larger knives such as hunting knives are not allowed. Possession is defined to mean in a private vehicle parked on the Organization’s property, in desks, lockers, bags or tool boxes, in an employee’s personal possession, or anywhere else on Organization property. Employees who violate this policy may be subject to disciplinary action, up to and including separation of employment. An exemption to this policy may be permitted based on the Preservation and Protection of the Right to Keep and Bear Arms in Motor Vehicles Act. This Act allows employees to keep licensed fire arms inside their personal locked vehicles. The main facility is Exempt from this act since it qualifies as an extension of the school system for the OCPS students. Employees who come to the main facility are not allowed to keep weapons in their vehicles.

6.2 - ID BADGES Identification badges must be worn at all times. If your ID badge becomes damaged, have your supervisor request a new one. If you lose your ID badge, you will need to request a new one. There will be a $3.00 charge for lost badges. At the main facility, customers, suppliers and guests must sign in at the Administrative entrance, identify themselves, and obtain a visitor’s ID badge. Visitors must be escorted by an Organization representative at all times while on the premises. Additionally, each visitor must sign out and return the ID badge upon leaving the premises.

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6.3 - LOSS PREVENTION The Organization utilizes video surveillance in an attempt to protect itself from theft and other suspicious activity. In order to comply with federal and state wiretap laws, the Organization does not capture audio.

6.4 - PERSONAL PACKAGES/PROPERTY It is highly recommended that employees refrain from bringing unnecessary or inappropriate personal property to work. Employees are expected to exercise reasonable care to safeguard personal items brought to work. The Organization is not responsible for the loss, damage, or theft of personal belongings and employees are advised not to carry unnecessary amounts of cash or other valuables with them when they come to work. Depending on your work site, Organization employees may be assigned a locker or storage area for safekeeping of small personal items during working hours. Employees are responsible for maintaining these areas and should keep them locked at all times. To maintain security and to protect against theft and illegal activity, the Organization does reserve the right to inspect all personal property brought onto and upon leaving the Organization premises, including vehicles, packages, lunch bags and coolers, brief cases, back packs, purses, bags, and wallets. In addition, the Organization may inspect the contents of business property such as lockers, storage areas, file cabinets, desks and work stations at any time. If you have any questions, please contact the Human Resources Department.

6.5 - SAFETY POLICY The Organization is committed to providing a safe working environment; the Organization gives safety a top priority in its operations, facilities and equipment. However, the Organization cannot be a safe place to work without your cooperation. Real safety in the workplace depends on you and the choices you make throughout the workday. Compliance with the Organization safety rules is vital for your well-being. We expect you to make safe choices, to recognize hazards and to avoid risky behavior in all daily activities. Please refer to your safety manual (The Safety Toolkit) for detailed policies and procedures for safety. Although your work area or department may have additional, specific safety rules, you are required to observe the following at all times:

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1. The Organization is a Drug Free Workplace. No alcohol or drugs may be used on the job at any time; employees may not be under the influence of drugs or alcohol while on the job. An exception is made for prescribed medications used in accordance with the prescribing physician’s orders (refer to section 7.7 - Drug Free Workplace). 2. Report all accidents, including injuries and property damage that occur while on the job the same day the accident happens. 3. Do not remove or bypass any guards on any machinery at any time. Never remove a machine tag or lock or other safety device. 4. If uncertain how to perform a task safely or if additional equipment or instructions are needed, ask your Supervisor for clarification or assistance. 5. Always use good lifting techniques and get assistance with loads that may be too heavy or awkward. 6. Advise your Supervisor of any hazardous conditions. Safety complaints and concerns must first go to the employee’s direct supervisor. If the employee is not satisfied with the response, their complaint should go up the chain from supervisor to manager to director, etc. The Safety Hotline is there to assist as well. The phone number is (800) 925-9907. 7. Keep all areas of your work location clean to the extent that the work being performed permits. Aisles are always to be kept clear with all items kept behind the yellow lines, including crates and carts. Remember,

Take Care of Each Other! Take Care of Yourself! Take Care of Your Customers and Donors!

6.6 - USE OF VEHICLES FOR ORGANIZATION BUSINESS The following guidelines have been established. 1. Prior to being approved to drive for organization business purposes, the Organization shall arrange for the driver approval process consisting of checking the employee's driving record, verifying the existence of a valid Florida Driver's License, and making sure the employee is eligible for coverage under applicable organization insurance. Documentation shall include photocopies of driver's license, insurance cards and/or policies, and the results of the records check and shall be maintained in the employee's personnel file. 2. Employees are required to inform their supervisor and the Administration Department of any changes that may affect either their legal or physical ability to drive or their continued insurability. The Organization reserves the right to periodically check driving records and insurability for those employees authorized to drive for the Organization.

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3. The Organization is not responsible for traffic violations incurred by employees while driving on Organization business. 4. Employees must report any accident while driving on Organization business to both their supervisor and the Safety Manager, regardless of the extent of damage or injuries. The accident shall be reported as soon as possible but not later than twenty-four hours after the accident. If injuries occur, it must be reported as soon as possible. Call the Safety Manager at 407-235-1512 or 407-620-8664 (leave a number for an immediate call back if voicemail is reached). Employees are expected to cooperate fully with authorities in the event of an accident. However, employees shall make no voluntary statement other than in reply to questions of investigating law enforcement officers. 5. Employees must avoid distracting behavior while operating a vehicle on Organization business, including eating and cell phone use. Only hands-free cell phone devices shall be used.

EMPLOYMENT POLICIES & PRACTICES 7.1 - ABSENCES If you are not coming to work, you must notify your supervisor at least one (1) hour before your scheduled starting time, unless you have made previous arrangements with your supervisor. You must call in each day you are absent unless you have an approved leave of absence. The employee must call in and not have someone else call in for them, unless it is not possible for the employee to call. Absences will be considered excessive if during two consecutive payroll periods an employee is absent two or more scheduled work days per pay period.

7.2 - ACCESSIBILITY It is the policy of the Organization to promote equal accessibility for persons with disabilities in programs and/or employment. The Organization is committed to removing any architectural, attitudinal, physical, environmental, communication, transportation, and/or financial barriers for persons with disabilities.

7.3 - ADMINISTRATIVE AND PROGRAM RECORDS The Organization’s administrative and program records are defined as those documents designed to offer legal, financial and administrative guidance to the overall functioning of the organization. Records are kept confidential and are limited to the President/CEO, Vice President of Administration and others who obtain authorization.

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Retention/Destruction Schedule: Executive Documents, Financial Reports and Personnel Records are guided by State and Federal regulations regarding retention and destruction. Each year, files having been kept for their required number of years are purged to ensure compliance with state and federal regulations prior to destruction. A general guide to regulations relative to retention is kept on file in the Administration Offices. It is important to keep your records up-to-date because this information is used for benefits administration, W-2 wage statements, continued insurance notices under COBRA, notification in case of emergency, etc. Contact Human Resources if there are any changes in the following: Name Home address and/or telephone number Emergency contact Driver’s license and private auto insurance information Marital status (for benefits and tax withholding purposes only) Dependent information Beneficiary designations for any of the organization’s insurance and retirement plans In addition, employees who have a change in the number of dependents or marital status must complete a new Form W-4 for income tax withholding purposes within ten (10) days of the change if the change results in a decrease in the number of dependents.

7.4 - BULLETIN BOARDS Organization activities are announced on the Bulletin Boards in employee areas. You are encouraged to read the Bulletin Board notices daily to obtain current information regarding the Organization’s procedures, activities and/or job openings. Nothing is to be added or deleted to the Bulletin Board without the approval of Human Resources.

7.5 - DISCIPLINE In order to maintain a safe and professional working environment, the Organization reserves the right to administer disciplinary action for detrimental conduct of its employees. This includes verbal or written warning, suspension without pay and separation. Discipline will be reasonable and equitable based on circumstances as a whole. Progressive Discipline In order to ensure continuation of fair and impartial relationships as well as safe and good working conditions, these work rules are set forth, together with the possible penalties relating to violations of each rule. Experience indicates that where rules are reasonable and are well known to all, there will be little or no need to use penalties.

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The Organization may change the penalties applicable in each case according to the circumstances of each particular incident. In the same way, the Organization may impose sanctions for offenses not listed in these regulations when such acts will result in harm or detriment to the Organization or its employees. You will be notified of your deficiencies and, in most cases, given the opportunity to improve your job performance in order to meet the required job standards. You will also be apprised of the consequences of your failure to improve. When employee discipline fails to change behavior, suspension without pay or separation will be considered. The following channels will be followed for employee discipline: Discipline Action 1. Verbal (but documented) Warning 2. Written Warning 3. Separation

Decision-Making Authority Supervisor Supervisor, Director or Division Vice President Director or Division Vice President and Vice President of Administration or Senior Talent Executive

Causes for Discipline The following conduct or behavior is prohibited and will subject the employee to disciplinary action, up to and including separation of employment: a. Reporting to work under the influence of alcoholic beverages and/or illegal drugs and narcotics or the use, sale, dispensing or possession of alcoholic beverages and/or illegal drugs and narcotics on organization premises or in organization vehicles; b. The use of profanity, abusive language or abusive behavior toward a supervisor, employee, participant, customer or donor; c. The possession of firearms, explosives or other weapons on organization property or in organization vehicles except as provided by law; d. Refusal by an employee to follow management instructions concerning a job-related matter; e. Attempting to inflict or inflicting bodily harm on a participant, employee, customer or donor; f. Theft, attempted theft, stashing, pricing for employee benefit, destruction, defacement, misuse or unauthorized use of organization property or property belonging to a fellow employee; g. Gambling or any other game of chance on organization premises or in organization vehicles; h. Unauthorized downloading of software; i. Unauthorized copies of copyrighted materials whether created, distributed, or knowingly utilized; j. Falsifying or altering any organization record or report, such as an application for employment, medical report, production record, time record, expense account, absentee report, shipping and receiving records or personnel or participant records; k. Threatening or intimidating management, supervisors, employees, participants, customers or donors;

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l. m. n. o. p. q. r. s. t. u.

Failure to follow the Smoking policy; Horseplay, pranks or practical jokes; Sleeping on the job or unauthorized idling; Failure to wear assigned safety equipment or safety clothing and/or failure to abide by safety rules and policy; Failure to follow the dress code policy; Engaging in any form of harassment or workplace violence; Violation of the organization's policies on solicitation or distribution; Failure to promptly return to work at the end of rest or meal breaks, being absent from work area, or leaving work early without proper approval; Failure to maintain confidential nature of organization affairs or participant confidentiality; and Unsatisfactory job performance.

The examples listed are illustrative of the type(s) of behavior or conduct that will not be permitted, but are not intended to be all-inclusive. Questions regarding this policy should be directed to the Senior Talent Executive or Vice President of Administration.

7.6 - DRESS CODE Your clothing is to be neat, clean and suited to your particular workstation. Whenever attire or dress is considered to be offensive or inappropriate, management reserves the right to counsel with the individual and if necessary, suspend them from work for the day, without pay.

7.7 - DRUG FREE WORKPLACE It is the policy of the Organization to maintain a workplace that is free from the effects of drug, narcotic, and alcohol abuse. In order to achieve a safe, productive work environment and to comply with the Drug-Free Workplace Act established by the federal government for organizations receiving grants and contracts from the federal government, the following policies and procedures are set forth. Any violation of any of these provisions may result in immediate separation of employment. 1. The Organization strictly prohibits the use, possession, distribution, transportation or sale of alcoholic beverages or drugs (other than those prescribed by a physician or sold over the counter) on the Organization’s premises at any time or while representing the Organization’s interests. 2. Employees that operate equipment that could be considered dangerous must notify the Senior Talent Executive if they are taking any medication or over-the-counter drug which could cause drowsiness, impaired judgment, loss of coordination or other symptoms. All information will be treated in a confidential manner and shared only with officials who have a need to know about its use.

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3. If the Organization has reasonable cause to believe that an individual’s judgment, coordination or other senses are impaired to the extent that he or she poses a threat to the safety of other individuals or property, the Organization may refuse to allow the employee to continue work pending further investigation. Such an investigation will be pursued to the extent reasonably possible. 4. The Organization may, at its discretion, require an employee to submit to alcohol or drug screening tests and may search the Organization’s property and personal effects on the Organization’s premises where there is reasonable suspicion that any aspect of this policy has been violated. Refusal to submit to a reasonable search or alcohol/drug testing or interference, such as switching or adulterating a sample obtained for testing, may result in separation of employment. 5. If an employee tests positive, the Organization will attempt to provide counseling and referral services to assist the employee. However, circumstances may arise under which disciplinary action is required, including separation of employment, may occur.

Failure to comply with all of the above requirements may result in immediate separation of employment. Employees working under federal grants and contracts will be held responsible for notifying senior management of any criminal drug conviction occurring in the workplace of which they are a part of no later than five (5) days after such conviction. The Organization will subsequently notify the contracting agency involved within ten (10) days after receiving such notice. Any employee convicted of drug, narcotic, or alcohol abuse violations occurring at the workplace will be subject to discipline up to and including separation, depending on the individual circumstances of the case. If retained in employment, such individuals may be required to complete successfully, a rehabilitation program approved by a federal, state or local health, law enforcement or other appropriate agency. If at any time there is suspicion of drug, narcotic, and/or alcohol abuse, the supervisor must arrange safe travel for the employee to leave. The impact of such abuse within the workplace is a serious matter. All employees should be alert to signs of substance abuse. Employees can review the Drug Free Workplace program summary by contacting Human Resources at (407) 235-1532.

7.8 - EMPLOYMENT OF RELATIVES While we accept and consider applications for employment from relatives, current spouse, mother/stepmother, father/stepfather, sister/stepsister, brother/stepbrother, child/stepchild, current mother-in-law, current father-in-law, grandparents and grandchildren will not be hired into or transferred into positions where they will be directly supervised or in the chain-ofcommand of another close family member. This policy also applies to individuals who are not legally related but who reside with another employee.

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Relatives of employees and individuals with whom employees reside will not be eligible for employment with the Organization in any situation where potential problems of supervision, safety, security, morale, confidentiality or conflicts of interest exist or where the relationship may cause disruption, or create a negative or unprofessional work environment.

7.9 - EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION It is the commitment of the Organization to provide equal employment opportunities to all qualified persons and to administer all aspects and conditions of employment without regard to race, religion, color, sex, gender, sexual orientation, pregnancy, age, national origin, ancestry, physical or mental disability, medical condition, marital status, ethnicity, alienage, military or veteran status, genetic information, or any other protected classification, in accordance with applicable federal, state, and local laws. Equal employment opportunity includes, but is not limited to, employment, compensation, training, promotion, demotion, transfer, benefits, leaves of absence, layoff and recall and separation. The Organization takes allegations of discrimination, harassment and retaliation very seriously and will conduct an investigation when warranted. The Organization is committed to only utilizing subcontractors and community agencies that are also committed to a policy of nondiscrimination. The Organization will maintain a written affirmative action program to ensure compliance with applicable federal, state, and local requirements regarding affirmative action. The organization will also provide training on diversity and affirmative action.

7.10 - GRIEVANCE PROCEDURES If you feel that you have been treated unfairly or have a problem, you should discuss it with your immediate supervisor. Employees who believe they have a grievance should proceed as follows: Step One: Within five (5) working days of the incident or problem giving rise to a grievance, discuss the problem with the immediate supervisor. In most instances, a friendly talk with the supervisor can solve a problem to satisfaction. The grievance will be treated in a business-like manner. The supervisor will investigate the concerns and provide an answer within five (5) working days unless additional time is required under the circumstances. If the employee’s grievance involves his/her supervisor, he/she should go directly to step two. Any grievance that goes beyond step one must be in writing. Step Two: If the problem is not resolved at step one, an employee may submit the grievance to the Divisional Vice President. This may include an appointment to meet with the Divisional Vice President in order to reach a satisfactory solution. A request for such a meeting should be made in writing within five (5) working days after the employee receives a response from step one or

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within five (5) days if step one is not used. The Divisional Vice President should provide the employee with a written answer within five (5) working days following the meeting unless additional time is required under the circumstances. Step Three: If, for any reason, an employee is dissatisfied after he/she receives the decision of the Divisional Vice President, the employee can file a written grievance with the Senior Talent Executive within five (5) working days. A meeting will be scheduled promptly in an attempt to resolve the problem. This meeting will include all parties. Step Four: If an employee is still dissatisfied after he/she receives the decision in step three (3) the employee may file a written grievance within five (5) working days with the President/CEO. The grievance will receive attention from the President/CEO or his designated representative, who will provide the employee with a written response within five (5) working days unless additional time is required under the circumstances. Because the full responsibility for the operation of the organization rests with the President/CEO, any decision rendered by the President/CEO or their designated representative must be regarded as final and binding on all parties.

7.11 - HOURS OF OPERATION Work days and hours may vary depending on the needs of each Organization location. Employees are encouraged to ask their supervisors about work schedules. The Organization reserves the right to changes hours of operations to meet business objectives.

7.12 - IMMIGRATION REQUIREMENTS The Organization is committed to hiring only authorized workers. Each new employee will be asked to provide documents which verify both identity and authorization to work in this country. Additionally, employees may be required to provide updated work authorization verification by the expiration date of certain documents. If an employee cannot provide these required documents, he or she may be terminated or suspended until production of the required documents.

7.13 - INTRODUCTORY PERIOD The Organization recruits carefully and believes in hiring the best employee for each position. It is, however, to both the Organization's and the employee's advantage to have an initial period of employment in which the employee has time to appraise the Organization and job content, and the Organization has a similar opportunity to appraise the new employee's job performance. Thus, each new employee needs to satisfactorily complete an introductory period of 90 days, measured from his or her initial date of employment.

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Transferred into a new job or promoted employees will have a new 90-day introductory period. Those employees who are unable to perform satisfactorily on their new jobs during or at the end of their introductory period may, at the discretion of management, be returned to their original jobs, if a vacancy exists, or be separated from employment.

7.14 - LEAVING WORK DURING WORKING HOURS You are expected to remain at work for a full schedule unless you are injured on the job or become unexpectedly ill. Injury or illness should be reported to your immediate supervisor, and you should decide whether to remain at work or not. If you wish to leave work for any reason, you must notify your immediate supervisor. Employees must clock out when leaving the premises. Time off will be without pay unless personal days are utilized.

7.15 - LEGAL ACTIONS The Organization complies with all applicable federal and state laws regarding subpoenas, search warrants, investigations and other legal actions. The President/CEO delegates to available Senior Management, who will be the contact person for all police officers, summons servers, federal agents, Department of Labor representatives, or any other official who enters an Organization location.

7.16 - LUNCH PERIODS AND BREAKS All employees and program participants who work more than five (5) consecutive hours are allowed to have a scheduled unpaid lunch break of 30 minutes or more (check with your supervisor for schedule and length), with one 15 minute paid break in the morning and one 15 minute paid break in the afternoon (when practicable). You are expected to report promptly to your assigned work area following a break or lunch period. Attended Donation Center attendants are paid through the lunch period; therefore, you need to remain at the trailer during this period. If you leave the premises or facility during breaks, you must punch out. For hourly employees, time away from your work facility is without pay. Employees who are on break or on lunch should not interfere with co-workers who are continuing to work. Break rooms are provided for food consumption. It is the responsibility of each employee to ensure such areas are kept neat and clean. All work areas are to be kept free from food and liter.

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7.17 - MEDIA RELATIONS It is the policy of the Organization to provide true and accurate information in a timely manner to members of the media. Employees will not discuss organization business with any member of the news media, no matter how informally. All requests for information or assistance should immediately be directed to the Vice President of Public Relations and Marketing or to the President/CEO if that person is unavailable. The Vice President of Public Relations and Marketing is responsible for leading members of the media around the Organization’s facilities and for arranging interviews with appropriate individuals.

7.18 - OFFICE AND WORK STATION DECOR In order to be consistent at all Organization locations, the following office and work station décor standards have be set: Office: 1. All pictures must be displayed in standard frames, including personal pictures on desks, bookshelves, credenzas, etc., and will be limited to three (3) per office. 2. No posters will be allowed unless provided by the Organization. 3. Plaques, certificates, and other forms of recognition for professional development will be displayed according to the Organization’s facility management discretion and limited to three (3) per wall. Work Station: 1. Desktops and other work surfaces should be clean and organized at the end of the day. 2. No boxes, cartons, paper goods, and other items will be allowed on the floor at any time. 3. All pictures must be displayed in standard frames, and will be limited to three (3) per work station. 4. No posters will be allowed unless provided by the Organization. 5. No items will be allowed to extend above the height of the panel partitions. 6. Audio and other electronic devices are not allowed at work stations. 7. Plaques, certificates, and other forms of recognition for professional development will be displayed according to the Organization’s facility management discretion. 8. Plants will be limited to one (1) small healthy plant per work station.

7.19 - PARKING – MAIN FACILITY All employees who work at or visit the main facility will park in designated areas as prescribed below: 1. Retail parking: Customers will be given designated parking nearest the store entrance. Employees will park near the curb at Orange Blossom Trail or on the side lot on Sky View Drive.

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2. Vocational & Community Services: Customer/participant parking will be reserved closest to the Vocational & Community Services entrance lobby. Employees will park in the designated area on the North side of the building or West of the light poles in the main parking lot. 3. Administrative Employees: Visitors will be given preference to spaces nearest the building at the main entrance or Administrative lobby. Employees will park close to Orange Blossom Trail or West of the light poles. 4. Donated Goods: Processing, transportation, and other production employees will park along the South parking lot furthest from the building. 5. Employees who bring bikes are responsible for bringing their own locks (see section 6.4).

7.20 - PERFORMANCE EVALUATIONS Evaluations will be used to recognize job performance and identify any problem areas. Annual evaluations are given per schedules approved by the President/CEO.

7.21 - PROMOTIONS/TRANSFERS The Organization encourages promoting and transferring from within for job openings. To be eligible for a promotion or transfer, an employee must be able to meet the requirements of the new position plus their last performance review can have no unresolved “needs improvements.” Usually, a promotion is not possible until you have worked in your present position for at least 90 days.

7.22 - REASONABLE ACCOMMODATION POLICY It is the policy of the Organization to offer equal employment opportunity to disabled applicants and employees in all phases of employment including the application process, performance of essential job functions, and benefits. Under this policy, reasonable accommodations is defined as any modification or change to a job, employment practice, or work environment which makes it possible for a qualified applicant or employee with a known disability to enjoy equal employment opportunity. The Organization will attempt to accommodate an applicant or employee unless the accommodation would: 1) impose as undue hardship on the Organization, or (2) if the applicant or employee would pose a direct, significant, and an identifiable threat to health or safety. Management reserves the right to make all work-related decisions concerning reasonable accommodation and disabilities based on the business interests of our Organization. These decisions will exemplify and take into consideration our commitment to equal employment opportunity.

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7.23 - REASONABLE BREAK TIME FOR NURSING MOTHERS The Organization, where practicable, will provide access to suitable facilities to express and store breast milk. This may include facilities with a power source, lockable door, chair, hand washing facilities, and refrigerator. This place must be somewhere other than a bathroom, provide freedom from intrusion from co-workers and the public and the process must be shielded from view. Breast feeding is a temporary arrangement and depending on individual circumstances, the Organization will provide reasonable flexibility for mothers to take lactation breaks during their workday for up to one year after the child’s birth. This break time will be up to 30 minutes in duration. This break will use the normal 15 minute paid break as part of the nursing mother’s break time.

7.24 - REFERENCES/VERIFICATIONS Present and former employees often need verification of employment to obtain credit, financing, and other services. Employees are to direct all calls for verification of employment to the Human Resources Department. For oral requests the information released will be limited to: dates of employment and last position held. With a written release, the Human Resources Department will provide compensation-related information. No forecast of future employment or performance-related information will be provided in response to an oral or written request.

7.25 - REHIRE Under ordinary circumstance, it is the policy of the Organization not to re-employ former employees who have been dismissed from the Organization for misconduct (see section 7.5). Questions relating to this matter should be directed to the Senior Talent Executive or Vice President of Administration.

7.26 - SEPARATION OF EMPLOYMENT Resignation: The Organization prefers a two (2) week advance written notice if you plan to leave. Senior Management members should give four (4) weeks’ notice, if possible. You may be paid for all accrued vacation time that has not been taken. Once an employee submits a letter of resignation no personal time can be used.

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Dismissal: You will be given as much notice as possible in case of dismissal, except when a dismissal is due to misconduct or within the introductory period. Misconduct is defined as the willful breaking of the Organization’s policies, rules, or non-compliance with standards of conduct that an employer may reasonably expect from an employee. Employees separated will receive their final check on the next scheduled payday.

7.27 - SMOKING Smoking is prohibited on any property and in any building including shopping centers, and common areas. The sale of tobacco products on any Organization facility is also prohibited. Employees who smoke cannot take three (3) 5-minute breaks instead of one (1) 15-minute break (see section 7.16).

7.28 - SOLICITATION Employees are prohibited from soliciting for any contributions, organizations, or other purpose on Organization property. Employees may not post notices, circulars, displays or signs without the consent of the Senior Talent Executive or Vice President of Administration.

7.29 - SUGGESTIONS If you have an idea that you feel will benefit the Organization or your fellow workers, it should be communicated in writing to the Senior Talent Executive or Vice President of Administration. All suggestions will be reviewed and responded to.

7.30 - TARDINESS/LEAVING WORK EARLY You will be considered tardy if you arrive at work 10 or more minutes after your scheduled starting time. Tardiness and/or leaving work early will be considered excessive if during two consecutive payroll periods an employee is late reporting to work or leaves work early three or more times.

7.31 - TRAINING In order to provide our customers, donors, clients/participants, and employees with the best service possible, the Organization provides employee training on a variety of topics. Supervisors are responsible for recommending special training for their employees and providing on-the-job training. The Organizational Development Department will maintain records of all training programs completed by each employee.

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7.32 - WORKPLACE HARASSMENT & VIOLENCE The Organization does not tolerate verbal or physical conduct by any employee that harasses, disrupts, or interferes with another's work performance or which creates an intimidating, offensive, or hostile environment. This will also include sexual harassment. Workplace harassment can be in relation to age, race, national origin, religion, disability, pregnancy, military status, genetic information, physical characteristics, as well as sexual in nature. Each supervisor has a responsibility to maintain the workplace free of any form of harassment. No supervisor is to threaten or insinuate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, evaluation, wages, advancement, assigned duties, shifts, or any other condition of employment or career development. In addition, no supervisor is to favor in any way any applicant or employee because the person has performed or shown a willingness to perform sexual favors for the supervisor. Examples of harassing conduct in the workplace, whether committed by supervisors or non-supervisory personnel, is prohibited. Such conduct includes, but is not limited to: Sexual flirtations, touching, advances, or propositions. Verbal abuse of a sexual nature. Graphic or suggestive comments about an individual's dress or body. Sexually degrading words to describe an individual. The display in the workplace of sexually suggestive objects or pictures, including nude photographs. Persistent comments on an employee's sexual preferences. Nicknames pertaining to any ethnic, religious, or age characteristics or stereotypes. Racial, ethnic, age or religious jokes. Signs, emails, texts or other displays that could be offensive to a protected minority. Use of any racial or ethnic slurs. Workplace violence is not tolerated in any form. Workplace violence is defined as actions or words that endanger or harm another employee or result in employees having a reasonable belief that they are in danger or that their career or reputation is threatened. Such actions include: Verbal or physical harassment. Verbal or physical threats. Assaults or other violence. Any other behavior that causes others to feel unsafe (e.g. bullying, sexual harassment, job threats). It is the responsibility of the President/CEO or designee to ensure that the message regarding sexual harassment and workplace violence, as stated in this policy is clearly communicated. It is

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the responsibility of each department supervisor, manager, or immediate supervisor to be alert to any indication of sexual or any other harassment including workplace violence and to take appropriate action leading to the elimination of all such conduct. Any discovery of harassment or workplace violence must be reported immediately to the Senior Talent Executive or Vice President of Administration. All complaints of harassment or workplace violence will be investigated promptly by the Human Resources Department and in an impartial and confidential manner as possible. No employee will be subject to any form of retaliation or discipline for pursuing a harassment or workplace violence complaint. Any employee, supervisor, or manager who is found after appropriate investigation to have engaged in harassment and/or workplace violence, will be subject to appropriate disciplinary action, depending on the circumstances, up to and including separation of employment.

CONCLUSION You are required to read this booklet or have someone read and explain the contents to you. Executive Management is always available for questions and clarification regarding policies and procedures. This handbook is the property of the Organization, and it is intended for your personal use and reference as an employee of the Organization.

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APPENDIX 8.1 - EXECUTIVE COMPENSATION POLICY The Board of Directors or a subcommittee of the Board will periodically adjust the President/CEO’s compensation and inform them in writing.

8.2 - EXECUTIVE LEADERSHIP DEVELOPMENT & EVALUATION The Board of Directors or a subcommittee of the Board will periodically evaluate the performance of the President/CEO, and inform them in writing the results of that review. President/CEO will provide the Board of Directors or a subcommittee of the Board a periodic review of the development of the leadership of the Organization.

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8.3 - FMLA EMPLOYEE RIGHTS AND RESPONSIBILITIES

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