OFFICE SECURITY
The outside door to the office should always be kept locked after office hours and on weekends and holidays. The last person to leave should see that all equipment, coffee pot, and lights are turned off, the alarm set and lock both of the locks on the door.

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LUNCH AND BREAK
The lunch period is one hour each day and may be taken any time between 11 am and 2 pm. Lunches should be staggered to ensure that adequate telephone coverage in your department is available during this period.

You may not eat at your desk as this interferes with the department’s work performance and risks damage to computers and other equipment.

The company recognizes that occasional breaks from the work load are needed and encouraged. Please limit personal telephone calls to emergencies. When taking a break, consideration must be given to other employees who are not breaking from their work at the same time. Breaks should be limited to 10 minutes, once in the am and once in the pm.

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TELEPHONE CALLS
The receptionist screens all operation telephone calls and routes them appropriately. Other staff members will assist when the receptionist is on break or lunch. Personal calls should be kept to a minimum. Any incoming or outgoing personal long distance calls should be noted by the employee so the employee can reimburse the company for such calls.

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USE OF THE INTERNET
Summit Software, Inc. internet resources are for business related use only. Abuse may lead to disciplinary action. Use of interactive instant messenger products can lead to security holes and should not be used other than specific business uses.

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HOUSEKEEPING
Each staff member is responsible for the neatness and good order of his/her own work space and all should cooperate in maintaining the cleanliness of the entire office.

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OFFICE SUPPLIES
The supplies for office use are kept in the cabinets off of the bookkeeper's office. Should you need office supplies that are not in the cabinets, please let the bookkeeper know. Do not keep a large amount of supplies in your desk as this may cause office supplies to be ordered when none are really needed.

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TRAINING PERIOD
New employees shall serve a training period of 90 days. It is expected that this period will give the new employee the opportunity to train for the job and determine if he/she wishes to continue the employment. At or before the end of the 90 day training period the company will review the work and progress of the employee and determine if the company wishes to continue the employment. The employee and the company both retain the right to terminate the employment within the training period without discredit to the employee.

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SUGGESTIONS
Suggestions by employees for better and more efficient operation of the office are welcome. These suggestions should be given to your department managers for consideration.

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Employee Benefits
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OVERTIME
Overtime for non-salaried personnel will not start until an employee has worked a normal work week (40 hours). Overtime will be paid at time and a half and must be approved by two of the partners in advance.

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TRAVEL COMMISSION
Employees earn travel commission at 50%of billable travel time invoiced to customer. Travel commission is earned on travel time outside of normal business hours, invoiced to customer. Time sheets are required for all travel commission. Time sheets must be approved by your department manager and signed by the customer manager.

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ON SITE SERVICE
Employees working additional hours, outside of normal business hours, earn 25% of billable hours invoiced to customer. Time sheets are required for on site visits. Time sheets must be approved by your department manager and signed by the customer manager.

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SALARY INCREASES
Salary increases are based in large part on performance, experience and work responsibilities. All salaries and performance are periodically reviewed on or about February 15th of each year.

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HOLIDAY PAY
The following holidays will be recognized, and all full time employees will receive holiday pay for these days and will not be expected to work:
• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day and the following day
• Christmas Day

Holidays that fall on a Saturday will be taken on the Friday before holiday. Holidays that fall on Sunday will be taken the Monday following the holiday. Any recognition of a holiday not mentioned above will be decided by the partners. Part-time employees are not eligible for holiday pay.

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VACATIONS
Download the policies (updated 7/24/07).

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SICK AND PERSONAL TIME
Download the policies (updated 7/24/07).

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GRIEVANCE TIME
Download the policies (updated 7/24/07).

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TRAVEL EXPENSE REIMBURSEMENT
Mileage for use of your personal vehicle for company business may be reimbursed at the latest IRS rate per mile. Other out of town travel expenses will be reimbursed by turning in all allowable receipts.

Examples of allowed reimbursable expenses are as follows:
• Hotel
• Meals during overnight trips
• Toll Charges
• Parking Fees
• Gas for rental cars

To request any reimbursement of expenses an Expense Report form must be completed, approved by the department manager, and turned into the bookkeeper by Monday morning following the completion of the trip. If your Expense Report is turned into the bookkeeper after checks have been written, you will not be reimbursed until the following week.

A rental car can be used if an employee is traveling at least 150 miles and will only be gone for the day. Any exceptions to renting a car must be discussed with the bookkeeper or the person in charge of procuring rental cars in advance.

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TUITION REIMBURSEMENT
Summit Software provides tuition reimbursement for Business and Computer related classes only at accredited colleges and universities.

The employee must be:
• Be a full time employee with a minimum of one year of employment
• Submit a request prior to taking the class(es) and estimated cost
• Receive a signed approval by a partner for the class(es)
• Submit a report card showing successful completion of the class(es) with a minimum grade of “C”

Classes must be taken outside of normal business hours and not part of your employment at Summit Software.

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PERSONAL VEHICLE USE
If you allow your vehicle to be used for company business, by you or someone else, your personal insurance is in effect. The company does not assume any responsibility for damages or injuries.

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INSURANCE COVERAGE
Full-time employees who have been employed by Summit Software, Inc. for more than 30 days are eligible to participate in the company's group health insurance plan. Summit Software, Inc. will pay the employee's insurance premium provided that the employee has made application to and been approved by the insurance carrier.

An employee may choose to purchase dependent coverage for whatever the premium from the insurance carrier may be. If an employee chooses to purchase dependent coverage, an automatic payroll deduction will be setup to satisfy the premium for the dependents covered. Summit Software, Inc. participates in an HSA insurance plan with pretax deduction of the dependents coverage as a Section 125 Deduction.

Insurance benefits include a medical, life insurance and long-term disability plan. An explanation of the insurance plan will be provided to the employee if requested.

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MEDICAL EXPENSE REIMBURSEMENT (HSA PLAN)
Summit Software, Inc. participates in an HSA plan. Contributions for the HSA are set to a maximum of $2650 for individuals and $5250 for family per calendar year. Enrollment is only every March 1st for employees covered by other plans and wanting to switch to the HSA. Summit Software, Inc. will contribute $63.63 per pay period to a full time employee starting when the insurance is effective.

Employees approved by the insurance carrier may participate in the HSA plan. You may contribute up to the maximum less the company portion. The total amount allowed will be pro-rated by how many paydays are left in the year. If a full-time employee works less than 80 hours per pay period, then the amount the company contributes will be prorated by the hours of work.

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MATERNITY LEAVE
Leave due to pregnancy will be treated the same as any other medical leave of absence.

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PENSION PLAN
All full time employees who have been employed by Summit Software, Inc. for one year and are 21 years of age are eligible to enroll in the Pension Plan. The Pension Plan is a SEP-IRA administered through T. Rowe Price. The enrollment period is January, so the January 1st following the one year anniversary date the employee is eligible. Summit Software, Inc. contributes 5% of the employees' wage and the employee must have a contribution obligation also. T. Rowe Price mails out the employees statement bi-weekly and quarterly.

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WORKMAN'S COMPENSATION
The company maintains workman's compensation insurance to provide benefits to any employee who may be injured while in the course of the employment. The benefits provide for medical expenses and a weekly disability benefit plus certain benefits for permanent disabilities arising from such accidents.

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EMPLOYEE BONUSES

SUPPLIES BONUS
The bookkeeper will be given a bonus for all computer supplies that are sold by the bookkeeper. The bonus will be calculated as 10% of the gross profit on computer supplies sold by the bookkeeper. Gross profit will be computed in the same manner as the sales commissions. Supply sales made by other sales personnel will not be calculated into this bonus amount. The bonus will be paid the next payroll after payment on the supplies invoice has been received.

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Labor Laws & Regulations
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PREGNANCY DISCRIMINATION ACT (PDA)
The 1975 PDA Act prohibits discrimination on the basis of pregnancy, childbirth or related medical conditions. Women who are affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations.

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FAIR LABOR STANDARDS ACT
The FLSA establishes minimum wage requirements, overtime pay, record keeping, and child labor standards for full and part-time employees. Posters are displayed in the UPS room detailing these requirements.

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EQUAL PAY ACT
The 1963 Equal Pay Act prohibits discrimination between men and women in substantially equal jobs within the same establishment.

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TITLE VII OF THE CIVIL RIGHTS ACT OF 1964
Title VII prohibits employment discrimination on the basis of race, color, religion, sex or national origin in hiring, employment (all terms, conditioning and benefits) and termination.

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SEXUAL HARASSMENT
Title VII prohibits sex discrimination and sexual harassment in the workplace. Any violation should be reported immediately to your immediate supervisor or one of the partners so it can be properly addressed. Any violation is subject to disciplinary action.

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AGE DISCRIMINATION IN EMPLOYMENT ACT (ADEA)
ADEA prohibits age discrimination against individuals who are 40 years of age or older.

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AMERICANS WITH DISABILITIES ACT (ADA)
ADA prohibits employers from discriminating against qualified individuals with disabilities. An individual with a disability is someone who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with a disabled individual are also protected. Posters are displayed in the UPS room detailing these requirements.

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IMMIGRATION REFORM AND CONTROL ACT (IRCA)
The IRCA of 1986 prohibits any employer from hiring any person who is not legally authorized to work in the United States and it requires that employers verify the employment eligibility of all new employee.

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FAMILY AND MEDICAL LEAVE ACT OF 1993 (FMLA)
The FMLA requires employers with 30 or more employees to provide up to 12 weeks of unpaid, job-protected leave for employees who have worked for a year or more. Posters are displayed in the UPS room detailing these requirements.

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OCCUPATIONAL SAFETY AND HEALTH ACT (OSHA)
OSHA requires that employers provide a safe and healthy workplace. Posters are displayed in the UPS room detailing these requirements.

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