BL Companies | Employee Handbook | 2022

each case is considered based on its own facts. In the case of misconduct, which may or may not be listed in the above-referenced Company’s policies, immediate termination may be appropriate depending upon the facts. An employee, who wishes to resign from the Company, while not required, is asked to give two (2) weeks’ notice and to submit his or her resignation in writing to the Company. PTO accrued up to the date of resignation will be paid. An employee’s last day of employment can’t be a PTO day or holiday. Upon resignation, BL Companies can determine an employee’s last day of employment to be prior to the end of the two-week period based on BL’s business needs. An employee who resigns or is terminated by the Company for whatever reason is not eligible to receive paid holidays or Company paid time off and the employee is required to submit a final time sheet. Such employees may be invited to an exit interview. They will also receive an Unemployment Compensation Form and are entitled to continue medical coverage monthly pursuant to COBRA regulations. All BL Companies’ property, such as keys, cell phones, laptops, all client files, internal BL policies and procedures, etc. must be returned to BL Companies at the time of the employee’s separation from employment.

Employees will be responsible for any lost or damaged items belonging to the Company. The value of any property issued and not returned may be deducted from an employee’s paycheck, and employees may be required to sign a wage deduction authorization form for this purpose. Unscheduled Absences and Insubordination Employees who are unable to report to work due to illness, injury or personal emergencies must notify their supervisor before the scheduled start of their workday. BL Companies may request a physician’s statement verifying that the employee was absent from work due to illness or any injury. Such verification may also be requested for other sick leave absences. Insubordination Insubordination is refusing to do, or simply not doing, a task or activity requested of the employee by a supervisor or a member of Company management that is a fair request and within the appropriate spectrum of business needs. Insubordination will lead to disciplinary action and/or termination.

Employee Handbook

Section 27