Vital Sign Home Care - Employee Handbook 2023

Employee Handbook

Vital Sign Home Care - Employee Handbook January 1, 2023

ABOUT THIS HANDBOOK/DISCLAIMER

We prepared this handbook to help employees find the answers to many questions that they may have regarding their employment with Vital Sign Home Care. Please take the necessary time to read it.

We do not expect this handbook to answer all questions. Supervisors and Human Resources also serve as a major source of information.

Neither this handbook nor any other verbal or written communication by a management representative is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation, nor does it confer any contractual rights whatsoever. Vital Sign Home Care adheres to the policy of employment at will, which permits the Agency or the employee to end the employment relationship at any time, for any reason, with or without cause or notice. No Agency representative other than the CEO may modify at-will status and/or provide any special arrangement concerning terms or conditions of employment in an individual case or generally and any such modification must be in a signed writing. Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate Agency documents. These Agency documents are always controlling over any statement made in this handbook or by any member of management. This handbook states only general Agency guidelines. The Agency may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to end employment at will, which may only be modified by an express written agreement signed by the employee and the CEO.

This handbook is subject to the terms of any applicable collective bargaining agreement.

This handbook supersedes all prior handbooks.

Table of Contents

Section 1 - Governing Principles Of Employment ........................................................ 5 1-1 Introduction ................................................................................................................... 5 1-2 Equal Employment Opportunity .............................................................................. 5 1-3 Pregnancy Accommodations ................................................................................... 6 1-4 Non-Harassment .......................................................................................................... 6 1-5 Drug-Free Workplace .................................................................................................. 9 1-6 Protect Against Violence At Work ........................................................................ 10 Section 2 - Operational Policies .............................................................................................. 12 2-1 Employee Classifications ........................................................................................ 12 2-3 Employee Service Credit ......................................................................................... 12 2-4 Your Employment Records ..................................................................................... 12 2-5 Working Hours And Schedule ............................................................................... 13 2-6 Remote Work (Office-based employees only) ................................................... 13 2-7 Timekeeping Procedures ........................................................................................ 16 2-8 Overtime ....................................................................................................................... 16 2-8 Travel Time For Non-Exempt Employees ........................................................... 17 2-9 Safe Harbor Policy For Exempt Employees ....................................................... 17 2-10 Your Paycheck ......................................................................................................... 18 2-11 Direct Deposit ........................................................................................................... 19 2-12 Salary Advances ...................................................................................................... 19 2-13 Record Retention .................................................................................................... 19 2-14 Employee Badge ...................................................................................................... 19 2.15 Licensing and Certification ................................................................................... 19 2.16 Report of Suspected Abuse, Neglect or Exploitation .................................... 20 Section 3 - Benefits .............................................................................................................. 21 3-1 Paid Holidays .............................................................................................................. 21 3-2 Paid Vacations (Office-based employees only) ................................................ 21 3-3 Paid Personal Days (Office-based employees only) ....................................... 22 3-4 Sick Days (Office Staff Only) .................................................................................. 22 3-5 Earned Sick And Safe Leave (Field-based employees) .................................. 23 3-6 Bereavement Leave (office-based employees only) ........................................ 24

Vital Sign Home Care - Employee Handbook January 2023

3

3-7 Lactation Breaks ........................................................................................................ 24 3-8 Workers' Compensation .......................................................................................... 25 3-9 Jury Duty ...................................................................................................................... 25 3-10 Witness Leave .......................................................................................................... 26 3-11 Voting Leave ............................................................................................................. 26 3-12 Short Term Disability .............................................................................................. 26 3-13 Family And Medical Leave .................................................................................... 26 Section 4 - General Standards Of Conduct ................................................................... 30 4-1 Workplace Conduct .................................................................................................. 30 4-2 Employee Dress And Personal Appearance ...................................................... 31 4-3 Receiving Gifts ........................................................................................................... 31 4-4 Progressive Discipline ............................................................................................. 32 4-5 Punctuality And Attendance ................................................................................... 34 4-6 Job Abandonment ..................................................................................................... 34 4-7 Use Of Communications And Computer Systems ........................................... 34 4-8 Use Of Social Media .................................................................................................. 35 4-9 Cellphone Use While Driving ................................................................................. 36 4-10 Operation Of Vehicles ............................................................................................ 36 4-11 Inspections ................................................................................................................ 36 4-12 Smoking ..................................................................................................................... 37 4-13 Personal Visits & Telephone Calls ..................................................................... 37 4-14 Confidential Company Information .................................................................... 37 4-15 Confidentiality of Client Information .................................................................. 37 4-16 Conflict Of Interest And Business Ethics ......................................................... 38 4-17 Use Of Facilities, Equipment And Property ..................................................... 38 4-18 Health And Safety .................................................................................................... 39 4-19 If You Must Leave Us .............................................................................................. 39 4-20 A Few Closing Words ............................................................................................. 40 General Handbook Acknowledgment ............................................................................. 41

Vital Sign Home Care - Employee Handbook January 2023

4

Section 1 - Governing Principles Of Employment

1-1 Introduction

For employees who are commencing employment with Vital Sign Home Care ("Vital Sign Home Care" or "the Agency"), on behalf of Vital Sign Home Care, let me extend a warm and sincere welcome.

For employees who have been with us, thanks for your past and continued service.

I extend my personal best wishes for success and happiness here at Vital Sign Home Care. We understand that it is our employees who provide the services that our customers rely upon, and who will enable us to create new opportunities in the years to come.

1-2 Equal Employment Opportunity

Vital Sign Home Care is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applica ble federal, state or local laws and ordinances. Vital Sign Home Care’s management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs and general treatment during employment. The Agency will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual’s physical or mental disability; sincerely held religious belief s and practices; and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon the Agency's business operations. Any applicant or employee who needs an accommodation in order to perform the essential functions of the job should contact management to request such an accommodation. The individual should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation, to the extent permitted and in accordance with applicable law. The Agency then will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation can be made. The Agency will evaluate requested accommodations, and as appropriate, identify other possible accommodations, if any. The individual will be notified of The Agency's decision regarding the request within a reasonable period. The Agency treats all medical information submitted as part of the accommodation process in a confidential manner. Any employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of the CEO. The Agency will not allow any form of retaliation against individuals who raise such issues. If employees feel they have been subjected to any such

Vital Sign Home Care - Employee Handbook January 2023

5

retaliation, they should contact the CEO. To ensure our workplace is free of artificial barriers, violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including discharge. All employees must cooperate with all investigations conducted pursuant to this policy.

1-3 Pregnancy Accommodations

In compliance with Maryland law, if a pregnant employee requests an accommodation for a disability caused or contributed to by pregnancy, Vital Sign Home Care will explore reasonable accommodations with the pregnant employee, and it will endeavor to provide a reasonable accommodation unless doing so would impose an undue hardship on Vital Sign Home Care.

Such accommodations may include:

1. changing the employee's job duties; 2. changing the employee's work hours, relocating the employee's work area; 3. providing mechanical or electrical aids; 4. transferring the employee to a less strenuous or less hazardous position; 5. providing leave.

The Agency may require a certification from the employee's health care provider concerning the medical advisability of a reasonable accommodation to the same extent a certification is required for other temporary disabilities. A certification should include: 1. the date the reasonable accommodation became medically advisable; 2. the probable duration of the reasonable accommodation; and 3. an explanatory statement as to the medical advisability of the reasonable accommodation. If an employee takes leave as an accommodation, the leave is unpaid. However, employees may use accrued paid time off for this purpose. To the extent allowed by law, leave taken under this policy runs concurrently with leave provided under other relevant laws. Upon expiration of leave taken under this policy, an employee will generally be reinstated to her position with equivalent seniority, benefits, pay and other terms and conditions of employment.

Employees with questions or concerns regarding this policy or who would like to request an accommodation should contact the Human Resources (HR) Manager.

1-4 Non-Harassment

It is Vital Sign Home Care's policy to prohibit intentional and unintentional harassment of or against job applicants, contractors, interns, volunteers or employees by another employee, supervisor, vendor, customer or any third party on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information or

Vital Sign Home Care - Employee Handbook January 2023

6

any other characteristic protected by applicable federal, state or local laws (referred to as “protected characteristics”). Such conduct will not be tolerated by Vital Sign Home Care.

The purpose of this policy is not to regulate our employees' personal morality, but to ensure that no one harasses another individual in the workplace, including while on Agency premises, while on Agency business (whether or not on Agency premises) or while representing the Agency. In addition to being a violation of this policy, harassment or retaliation based on any protected characteristic as defined by applicable federal, state, or local laws also is unlawful. For example, sexual harassment and retaliation against an individual because the individual filed a complaint of sexual harassment or because an individual aided, assisted or testified in an investigation or proceeding involving a complaint of sexual harassment as defined by applicable federal, state, or local laws are unlawful. Harassment generally is defined in this policy as unwelcome verbal, visual or physical conduct that denigrates or shows hostility or aversion towards an individual because of any actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation of applicable federal, state or local laws. Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a manner consistent with the intended purpose of this policy. Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal, visual or physical conduct of a sexual nature when: • submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual's employment; or • submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or • the conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Harassment Defined Sexual Harassment Defined

Examples of conduct that violate this policy include:

1. unwelcome flirtations, leering, whistling, touching, pinching, assault, blocking normal movement;

Vital Sign Home Care - Employee Handbook January 2023

7

2. requests for sexual favors or demands for sexual favors in exchange for favorable treatment; 3. obscene or vulgar gestures, posters or comments; 4. sexual jokes or comments about a person’s body, sexual prowess or sexual deficiencies; 5. propositions or suggestive or insulting comments of a sexual nature; 6. derogatory cartoons, posters and drawings; 7. sexually-explicit e-mails, text messages or voicemails; 8. uninvited touching of a sexual nature; 9. unwelcome sexually-related comments; 10. conversatio n about one’s own or someone else’s sex life; 11. conduct or comments consistently targeted at only one gender, even if the content is not sexual; and 12. teasing or other conduct directed toward a person because of the person’s gender.

Reporting Procedures

If the employee has been subjected to or witnessed conduct which violates this policy, the employee should immediately report the matter to the CEO. If the employee is unable for any reason to contact this person, or if the employee has not received an initial response within five (5) business days after reporting any incident of what the employee perceives to be harassment, the employee should contact the HR Manager.

As a second line of contact, Venus Ricks, CEO can be reached at 1615 York Road Suite 201, Lutherville, MD 21093, via email at Venusr@vitalsignhomecare.com or via phone (410)814-0258.

Investigation Procedures

Every report of perceived harassment will be fully investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. All employees must cooperate with all investigations conducted pursuant to this policy.

Retaliation Prohibited

In addition, the Agency will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. If the employee has been subjected to any such retaliation, the employee should report it in the same manner in which the employee would report a claim of perceived harassment under this policy.

Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including termination.

Vital Sign Home Care - Employee Handbook January 2023

8

1-5 Drug-Free Workplace

The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale or distribution of controlled substances (including medical marijuana), drug paraphernalia or alcohol by an individual anywhere on Agency premises, while on Agency business (whether or not on Agency premises) or while representing the Agency, is strictly prohibited. The use of over-the-counter drugs and legally prescribed drugs is permitted as long as they are used in the manner for which they were prescribed and provided that such use does not hinder an employee's ability to safely perform their job. Employees should inform their supervisor if they believe their medication will impair their job performance, safety or the safety of others, or if they believe they need a reasonable accommodation when using such medication . Vital Sign Home Care conduct a drug test as part of its pre-employment checks. The company will not tolerate employees who report for duty while impaired by the use of alcohol or drugs. All employees should report evidence of alcohol or drug abuse to their supervisor or the Human Resources department immediately. In cases in which the use of alcohol or drugs creates an imminent threat to the safety of persons or property, employees are required to report the violation. Failure to do so may result in disciplinary action, up to and including termination of employment. As a part of our effort to maintain a workplace free of substance abuse, Vital Sign Home Care employees may be asked to submit to a medical examination and/or clinical testing for the presence of alcohol and/or drugs. Within the limits of federal, state, and local laws, Vital Sign Home Care reserves the right to examine and test for drugs and alcohol at our discretion.

Substances Covered by Drug Testing

Employees will be tested for their use of commonly abused controlled substances, which include amphetamines, barbiturates, benzodiazepines, opiates, cocaine, methadone, methaqualone, phencyclidine (PCP), propoxyphene and chemical derivatives of these substances. Employees must advise the HR Manager of all prescription drugs taken in the past month before the test and must be prepared to show proof of such prescriptions upon request.

Testing Methods and Procedures

Testing is conducted in-house following the testing standards established by manufacturer of the testing kits. Testing is conducted on a urine sample provided by the employee.

VSHC will pay for the cost of the initial testing, including the confirmation of any positive test result.

Consequences of a Positive Test Results or Refusal to Test

Job applicants who have a positive test or refuse to submit to a test or who adulterate, dilute or otherwise tamper with a test specimen will not be considered for hiring.

Recordkeeping

Vital Sign Home Care - Employee Handbook January 2023

9

All records concerning test results will be kept by VSHC in medical files that are maintained separately from employee personnel files.

Employees found in violation of this policy may be subject to disciplinary action, up to and including termination of employment.

1-6 Protect Against Violence At Work

Vital Sign Home Care is strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of personal injury to employees and damage to Agency and personal property. Vital Sign Home Care specifically discourages employees from engaging in any physical confrontation with a violent or potentially violent individual. However, Vital Sign Home Care does expect and encourage employees to exercise reasonable judgment in identifying potentially dangerous situations.

Prohibited Conduct

Threats, threatening language or any other acts of aggression or violence made toward or by any Agency employee WILL NOT BE TOLERATED.

Prohibited conduct includes but are not limited to the following examples:

Physically injuring another person Threatening to injure another person

•

•

• Engaging in behavior that subjects another person to emotional distress • Using obscene, abusive or threatening language or gestures • Bringing an unauthorized firearm or other weapon onto company property • Threatening to use or using a weapon while on company premises, on company-related business, or during job-related functions • Intentionally damaging property

To the extent permitted by law, employees and visitors are prohibited from carrying weapons onto Agency offices and while providing patient care.

Procedures for Reporting a Threat

All potentially dangerous situations, including threats by co-workers, should be reported immediately to any member of management with whom the employee feels comfortable. Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede Vital Sign Home Care's ability to investigate and respond to the complaints.

All threats will be promptly investigated. All employees must cooperate with all investigations. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a

Vital Sign Home Care - Employee Handbook January 2023

10

threat in good faith under this policy. If the Agency determines, after an appropriate good faith investigation, that someone has violated this policy, the Agency will take swift and appropriate corrective action up to and including termination of employment. If the employee is the recipient of a threat made by an outside party, that employee should follow the steps detailed in this section. It is important for the Agency to be aware of any potential danger in its offices. Indeed, the Agency wants to take effective measures to protect everyone from the threat of a violent act by employees or by anyone else.

Vital Sign Home Care - Employee Handbook January 2023

11

Section 2 - Operational Policies 2-1 Employee Classifications

For purposes of this handbook, all Vital Sign Home Care employees fall within one of the classifications below.

Full-Time Employees - Employees who regularly work at least 32 hours per week who were not hired on a short-term basis.

Part-Time Employees - Employees who regularly work fewer than 32 hours per week who were not hired on a short-term basis.

Temporary Employees - Employees who were hired for a specific short-term project, or on a short term freelance, per diem or temporary basis. Short-Term employees generally are not eligible for Agency benefits, but are eligible to receive statutory benefits. In addition to the above classifications, employees are categorized as either " exempt " or " non exempt " for purposes of federal and state wage and hour laws. Employees classified as exempt do not receive overtime pay; they generally receive the same weekly salary regardless of hours worked. Such salary may be paid less frequently than weekly. The employee will be informed of these classifications upon hire and informed of any subsequent changes to the classifications.

2-3 Employee Service Credit

"Length of service" refers to the length of time that employees spend as active full-time or part-time employees with Vital Sign Home Care. Service begins on the day they become full-time or part-time employees. Length of service may be used in determining certain employee benefits, such as time-off benefits. Office employees will not lose credit for service with the Agency provided their last day of service was within 90 days of again becoming an active employee. Human Resources will discuss this issue with any rehired employees upon hire. In order to obtain their position, employees have provided personal information, such as address and telephone number. This information is contained in their personnel file. Unreported changes of address, marital status, etc. can affect withholding tax and benefit coverage. Further, an "out of date" emergency contact or an inability to reach employees in a crisis could cause a severe health or safety risk or other significant problem. Employees should keep their personnel file up to date by informing the HR Manager of any changes. If any of the following have changed or will change in the coming future, contact your manager or Human Resources as soon as possible: 2-4 Your Employment Records

Vital Sign Home Care - Employee Handbook January 2023

12

Legal name

•

Mailing address

•

Telephone number(s) Change of beneficiary

•

•

Exemptions on your tax forms

•

Emergency contact(s) Training certificates Professional licenses Work visa requirements

•

•

•

•

Personnel files are maintained by the HR department and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis. Employees may inspect their own personnel files and may copy them but may not remove documents from their file. Inspections by employees must be requested in writing to the HR department and will be scheduled at a mutually convenient time or as required under state law. Personnel files are to be reviewed in the HR department. Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.

2-5 Working Hours And Schedule

Vital Sign Home Care office is normally open for business from 8:30 AM to 4:30 PM, Monday through Friday.

Employees will be assigned a work schedule and will be expected to begin and end work according to the schedule. To accommodate the needs of the business, at some point Vital Sign Home Care may need to change individual work schedules on either a short-term or long-term basis.

2-6 Remote Work (Office-based employees only)

Vital Sign Home Care may allow employees to work remotely if their job duties and work performance are determined to be eligible for remote work. Eligibility will be decided on a case-by case basis by the Agency. Employees also may be required to work remotely during periods of public health emergencies if government orders and mandates recommend such work. This policy provides general information regarding remote work. Employees who are approved to work remotely should consult their individual agreement for specific details of their remote work arrangement, such as expected work hours, equipment provided, and other important information. Any remote work arrangement may be discontinued by the Agency at any time and at the discretion of the Agency. Employees also may discontinue the arrangement but may not be guaranteed office space at the Agency’s location.

At-Will Employment

This policy and any individual agreement addressing this work arrangement do not create a contract of employment and are not intended to be considered or construed as a promise of continued

Vital Sign Home Care - Employee Handbook January 2023

13

employment. Employment is at will and may be discontinued at any time by the Agency or employee without notice, cause, or liability.

Hours of Work

Employees will work full time from home. Scheduled hours of work will be set by the e mployees’ manager or supervisor. Employees should maintain regular contact with their supervisors and managers. Nonexempt employees must accurately record all hours worked pursuant to the Agency’s timekeeping system and take rest and meal breaks as if in t he Agency’s workplace and as required by law. Nonexempt employees may not work beyond scheduled working hours (including working more than 40 hours in a workweek) without prior, written authorization from their manager or supervisor.

Location

Employees will provide, at their expense, a secure, dedicated work area. Employees are responsible for maintaining the work area in a safe, secure, and nonhazardous condition at all times. Employees will maintain security devices and procedures necessary to prevent use by unauthorized persons, including by preventing the connection of any Agency-furnished computer system, network, or database to any computer, network, or database other than a computer, network, or database to which connections are provided or authorized by the Agency.

Duties

Employees are expected to follow all existing Agency policies and procedures. The duties, obligations, responsibilities, and conditions of employment with the Agency remain unchanged. Employees must stay engaged with work throughout the workday and be fully available during normal business hours. If employees do not successfully perform their job duties remotely, this arrangement will be revoked. Employees are expected to follow existing Agency policies with respect to scheduled and unscheduled time off, including the obligation to speak with their manager or supervisor before the scheduled start time in the event of an unscheduled absence, tardy, or early departure. Employees agree to maintain safe conditions in the remote work space and to practice the same safety habits and rules applied on Agency premises. If employees incur an injury arising out of the course and scope of the assigned job duties while working in the remote work space, the workers ’ compensation provisions in place for the state in which the employees are working will apply. Employees must notify their supervisor or manager immediately and complete all necessary and/or requested documents regarding the reported injury. The Agency assumes no responsibility for injuries occurring in the remote work space outside normal working hours or for injuries that occur as a result of a reasonably recognizable unsafe remote work space. Accidents and Injuries

Equipment

Vital Sign Home Care - Employee Handbook January 2023

14

Employees agree to use electronic equipment that ha s been encrypted and meets all of the Agency’s security requirements. If the Agency provides equipment for home use, employees agree to provide a secure location for Agency-owned equipment and will not use, or allow others to use, such equipment for purposes other than Agency business. Employees have no expectation of ownership in such equipment, linkages, property, or other items installed or provided by the Agency. The Agency will bear the expense of removal of any such equipment, linkages, and installations provided by the Agency upon the termination of the remote work/telecommuting arrangement but not modification of or repairs to the work location. Employees hereby release the Agency from any damage or liability incurred in the installing or removal of the equipment provided by the Agency.

Return of Agency Property

All equipment, records, and materials provided by the Agency will remain Agency property. Employees agree to return Agency equipment, records, and materials upon request. All Agency equipment will be returned by employees for inspection, repair, or replacement as needed or requested or immediately upon termination of the remote work/telecommuting arrangement. All equipment must be returned within five (5) business days of written notice to the employees.

Expenses

Upon presentment of receipts and in accordance with the Business Expense Reimbursement policy, the Agency will reimburse employees for certain preapproved expenses.

Regular household utility charges, such as electricity, water, phone, Internet service, auto, homeowners’ insurance, etc., are not reimbursable unless state law requires reimbursement.

Confidentiality

Employees agree that they are subject to the Agency's policies prohibiting the nonbusiness use or dissemination of the Agency's confidential business information. Employees will take all appropriate steps to safeguard the Agency's confidential business information, including segregating it from personal papers and documents, not allowing nonemployees to access such information, and keeping such information in locked drawers or file cabinets when not in use. Employees will maintain confidential information, including, but not limited to, information regarding the Agency’s products or services, processing, marketing and sales, client lists, client e-mail addresses and mailing addresses, client data, orders, memoranda, notes, records, technical data, sketches, designs, plans, drawings, trade secrets, research and development data, experimental work, proposals, new product and/or service developments, project reports, sources of supply and material, operating and cost data, and corporate financial information.

Contact - If employees have any questions concerning this policy or would like to apply to work remotely, they should contact the HR Manager.

Vital Sign Home Care - Employee Handbook January 2023

15

2-7 Timekeeping Procedures

Employees must record their actual time worked for payroll and benefit purposes. Non-exempt employees must record the time work begins and ends, as well as the beginning and ending time of any departure from work for any non-work-related reason, on forms as prescribed by management. Exempt employees are required to record their daily work attendance and report half day of absence from work for reasons such as leaves of absence, sick leave or personal business. Field-based employees working with Medicaid Clients are responsible to clock in/out using the client ’ s OTP Device or registered phone. If you miss a clock in/out, please notify the office immediately. As per our contract with the state of Maryland, the Medicaid platform only allows four corrections per month . Field-based employees working with Private Duty Clients are responsible to clock in/out through the Caregiver Portal. If the employee is unable to access the portal, the Agency will provide with paper timesheets that must be submitted by Monday morning for the previous week . It is the employee's responsibility to certify the accuracy of all work hours recorded. Any errors in the time recorded should be reported immediately to a supervisor, who will attempt to correct legitimate errors. Altering, falsifying or tampering with time records is prohibited and subjects the employee to discipline, up to and including discharge. During busy periods, additional work is required from all of us. Supervisors are responsible for monitoring business activity and requesting overtime work if it is necessary. Effort will be made to provide employees with adequate advance notice in such situations. Any non-exempt employee who works overtime will be compensated at the rate of one and one-half times (1.5) their normal hourly wage for all time worked in excess of 40 hours each week, unless otherwise required by law. 2-8 Overtime

Employees may work overtime only with prior management authorization.

For purposes of calculating overtime for non-exempt employees:

- Medicaid contracts: the workweek begins at 12 a.m. on Thursday and ends 168 hours later at 11:59 p.m. on the following Wednesday. - Private duty care: the workweek begins on Monday 12:00 a.m. and ends 168 hours later on Sunday at 11:59 p.m.

Vital Sign Home Care - Employee Handbook January 2023

16

2-8 Travel Time For Non-Exempt Employees

Local Travel

Non-exempt employees will be compensated for time spent traveling from one job site to another job site during a workday. The trip home, however, is non-compensable when the employee goes directly home from the final job site, unless it is much longer than the regular commute home from the regular worksite. In such case, the portion of the trip home in excess of the regular commute is compensable.

Commuting Time

Travel from home to work and from work to home is generally non-compensable. However, if a non exempt employee regularly reports to a worksite near their home, but is required to report to a worksite farther away than the regular worksite, the additional time spent traveling is compensable.

If compensable travel time results in more than 40 hours worked by a non-exempt employee, the employee will be compensated at an overtime rate of one and one-half (1-1/2) times the regular rate.

2-9 Safe Harbor Policy For Exempt Employees

It is Vital Sign Home Care’s policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure proper payment and that no improper deductions are made, employees must review pay stubs promptly to identify and report any errors. Those classified as exempt employees will receive a salary which is intended to compensate them for all hours they may work for Vital Sign Home Care. This salary will be established at the time of hire or classification as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work performed. • full-day absences for personal reasons when the employee has exhausted their leave bank • full-day absences for sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing wage replacement benefits for such absences (deductions also may be made for the exempt employee's full-day absences due to sickness or disability before the employee has qualified for the plan, policy or practice or after the employee has exhausted the leave allowance under the plan); • full-day disciplinary suspensions for infractions of our written policies and procedures; • Family and Medical Leave Act absences (either full- or partial-day absences); • to offset amounts received as payment from the court for jury and witness fees or from the military as military pay; Under federal and state law, salary is subject to certain deductions. For example, unless state law requires otherwise, salary can be reduced for the following reasons:

Vital Sign Home Care - Employee Handbook January 2023

17

• the first or last week of employment in the event the employee works less than a full week; and • any full work week in which the employee does not perform any work.

Salary may also be reduced for certain types of deductions such as benefit premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) or pension plan.

In any work week in which the employee performed any work, salary will not be reduced for any of the following reasons:

• partial day absences for personal reasons, sickness or disability; • an absence because the Agency has decided to close a facility on a scheduled work day; • absences for jury duty, attendance as a witness, or military leave in any week in which the employee performed any work (subject to any offsets as set forth above); and • any other deductions prohibited by state or federal law.

However, deductions may be made to accrued leave for full-day absences for personal reasons, sickness or disability.

If employees believe they have been subject to any improper deductions, they should immediately report the matter to a supervisor. If the supervisor is unavailable or if the employee believes it would be inappropriate to contact that person (or if the employee has not received a prompt and fully acceptable reply), they should immediately contact the HR Manager or any other supervisor in Vital Sign Home Care with whom the employee feels comfortable.

2-10 Your Paycheck

Employees will be paid for all the time worked during the past pay period according to the following schedule:

- Field-based employees working with Medicaid clients are paid every other week on Friday, - Field-based employees working with Private Duty clients are paid weekly on Friday, - Office-based employees are paid every other week on Friday.

If a scheduled payday falls on a holiday, employees will be paid on the day preceding the holiday, unless otherwise required by state law.

Payroll stubs itemize deductions made from gross earnings. By law, Vital Sign Home Care is required to make deductions for Social Security, federal income tax and any other appropriate taxes. These required deductions also may include any court-ordered garnishments. Payroll stubs also will differentiate between regular pay received and overtime pay received.

If there is an error in any employee's pay, the employee should bring the matter to the attention of the HR Manager immediately so the Agency can resolve the matter quickly and amicably.

Vital Sign Home Care - Employee Handbook January 2023

18

Paychecks will be given only to the named employee, unless the employee requests that they be mailed to their listed address or authorizes in writing that another person may accept the check.

2-11 Direct Deposit

Vital Sign Home Care strongly encourages employees to use direct deposit. Authorization forms are available from the HR Manager.

2-12 Salary Advances

Vital Sign Home Care does not permit advances on paychecks or against accrued paid time off.

2-13 Record Retention

Vital Sign Home Care acknowledges its responsibility to preserve information relating to litigation, audits and investigations. Failure on the part of employees to follow this policy can result in possible civil and criminal sanctions against the Agency and its employees and possible disciplinary action against responsible individuals (up to and including discharge of the employee). Each employee has an obligation to contact the CEO to inform them of potential or actual litigation, external audit, investigation or similar proceeding involving the Agency that may have an impact on record retention protocols.

2-14 Employee Badge

Vital Sign Home Care requires all employees to wear employee identification badges. Upon hire, employees will be issued a badge for the purpose of identification. It also allows employees to gain entrance into Vital Sign Home Care facilities and client's homes. Each badge contains a color photo of the employee as well as the employee’s name and job position.

Badges must be worn prominently on the outer clothing. Vital Sign Home Care provides a clip, chain, or lanyard for employee to wear their badge.

Employee badges are the sole responsibility of the employee. All badges must be returned to the Human Resources department upon the employee's separation from the Agency.

2.15 Licensing and Certification

Vital Sign Home Care is required by law to attain certification of any employee whose duties require licensing. Therefore, employees who fall under this category must be able to present verifiable proof prior to their starting date that such requirements have been met. Employees must also agree that their licenses and/or certifications will be maintained and kept current for the duration of their employment with the Agency. Failure to present or maintain certification may result in disciplinary action, up to and including termination of employment.

Vital Sign Home Care - Employee Handbook January 2023

19

Questions regarding this policy should be directed to the Human Resources department.

2.16 Report of Suspected Abuse, Neglect or Exploitation

If an employee has reason to suspect the abuse, neglect or exploitation of adults, they must report it immediately. This report is commonly called “Mandatory Reporting . ”

It pertains to the following individuals: 1. Any person licensed, certified, or registered by health regulatory boards; 2. Any person employed by or contracted with a public or private agency or facility and working with adults in an administrative, supportive or direct care capacity; 3. Any person providing full, intermittent or occasional care to an adult for compensation, including but not limited to companion and personal care workers. If an employee suspects abuse, neglect or exploitation is taking place, they must immediately inform the CEO or their supervisor who will assist with the notification process to protective services.

Vital Sign Home Care - Employee Handbook January 2023

20

Section 3 - Benefits

3-1 Paid Holidays

Medicaid caregivers are not eligible for paid holidays.

Private Duty employees and office staff will be paid for the following holidays:

1. New Year's Day 2. Memorial Day 3. Independence Day 4. Labor Day 5. Thanksgiving Day 6. Day after Thanksgiving 7. Christmas Day

When holidays fall or are celebrated on a regular work day, office employees will receive one (1) day's pay at their regular straight-time rate.

If a holiday falls within an eligible employee's approved vacation period, the eligible employee will be paid for the holiday and no vacation time is deducted for that holiday.

Private Duty caregivers who work a company holiday will be paid at 1.5 time their regular rate of pay for the hours worked that day.

3-2 Paid Vacations (Office-based employees only)

Full-time office-based employees accrue paid vacation time as follows:

- During the first year of employment and the first five (5) calendar years of employment, full time employees accrue up to 10 days of vacation per year. Vacation is accrued every pay period throughout the year. - Thereafter, full-time employees accrue up to 15 days of vacation per year.

The vacation entitlement for part-time employees is pro-rated based on hours worked.

Vacations should be taken during the year it is earned. Accrued, unused vacation time can be carried over to the following calendar year. While on leave, office staff shouldn’t work for another employer.

Employees may not borrow against future vacation accrual. They can only use what they have already accrued at the time of the start of the leave. Leave (vacation, sick, personal days) is not considered time worked and doesn’t count for the purpose of overtime calculation for non -exempt employees. For example, an employee takes 8 hours of leave on Monday and works 40 hours between Tuesday and Sunday. No overtime is due since the number of hours worked during week doesn’t exceed 40.

Vital Sign Home Care - Employee Handbook January 2023

21