Vital Sign Home Care - Employee Handbook 2023

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

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