Employee Handbook
Core Policies
June2025
At-Will Employment
Your employment with CREA, LLC is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the Company at any time, with or without notice and with or without cause. Nothing in this handbook or any other Company document should be understood as creating a contract, guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of continued benefits or employment. Only the Chairman & Chief Executive Officer has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the Chairman & Chief Executive Officer. If a written contract between you and the Company is inconsistent with this handbook, the written contract is controlling. Nothing in this handbook will be interpreted, applied, or enforced to interfere with, restrain, or coerce employees in the exercise of their rights under Section 7 of the National Labor Relations Act.
Purpose of the Handbook
This handbook will:
1. Answer some of your questions, 2. Provide information you should know about your employment, and 3. Inform you of some of the rules, regulations and policies related to your employment. You are expected to comply with each of the guidelines and policies discussed in this handbook as well as any others adopted by the Company in exercising its right to manage its business. If you have questions about any of the policies or procedures, please direct them to the Human Resources department. Please take the time now to read this handbook carefully. Sign the Paylocity acknowledgment to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic guidelines concerning your employment. CREA, LLC complies with all federal and state employment laws, and this handbook generally reflects those laws. The Company also complies with any applicable local laws, although there may not be an express written policy regarding those laws contained in the handbook. This handbook will answer many of your initial questions and help you get acquainted with our policies, benefits, and your specific opportunities and responsibilities at the Company. If you have questions about your employment or any provisions in this handbook, please contact Human Resources.
CONTENTS
1.0 Introductory Language And Policies ................................................................................................................ 6 1.1 Revisions To Handbook............................................................................................................................................................ 7 1.2 Ethics Code...................................................................................................................................................................................... 7 1.3 Ethics Hotline ................................................................................................................................................................................. 7 1.4 Social Media ................................................................................................................................................................................... 9 2.0 Hiring And Orientation Policies ........................................................................................................................12 2.1 Religious Accommodation ..................................................................................................................................................13 2.2 Disability Accommodation .................................................................................................................................................13 2.3 Accommodations For Pregnancy, Childbirth, And Related Medical Conditions.......................... 14 2.4 Employment Authorization Verification ...................................................................................................................15 2.5 Posting Of Openings...............................................................................................................................................................15 2.6 Employee Referral Program..............................................................................................................................................15 2.7 Job Descriptions......................................................................................................................................................................... 15 2.8 Job Selection Procedure ......................................................................................................................................................16 2.9 New Hires And Introductory Periods ...........................................................................................................................16 2.10 Training Program ...................................................................................................................................................................16 2.11 Conflicts Of Interest.................................................................................................................................................................16 2.12 Employment Of Relatives And Friends.....................................................................................................................17 3.0 Benefits .....................................................................................................................................................................18 3.1 Federal Jury Duty Leave........................................................................................................................................................19 3.2 Mycreabenefits.Com ...............................................................................................................................................................19 3.3 Crea's 401(K) Retirement Readiness Plan.................................................................................................................19 3.4 Continuing Education ...........................................................................................................................................................19 3.5 Tuition Reimbursement ........................................................................................................................................................19 3.6 Paid Time Off (Pto) & Floating Holiday..................................................................................................................... 20 3.7 Family And Medical Leave (Fmla) ................................................................................................................................22 3.8 Parental, Maternity, And Adoption Leave...............................................................................................................25 3.9 Bereavement Leave ...............................................................................................................................................................27 3.10 Personal Leave Of Absence.............................................................................................................................................27 3.11 Military Leave (Userra) .........................................................................................................................................................28 3.12 Employment Classifications............................................................................................................................................28 3.13 Workers' Compensation Insurance............................................................................................................................29 3.14 Unemployment Compensation Insurance...........................................................................................................29 3.15 Cobra ..............................................................................................................................................................................................29 4.0 Wage And Hour Policies ....................................................................................................................................30 4.1 Introduction To Wage And Hour Policies ..................................................................................................................31 4.2 Attendance ................................................................................................................................................................................... 31 4.3 Recording Time .......................................................................................................................................................................... 31 4.4 Paycheck Deductions........................................................................................................................................................... 32 4.5 Direct Deposit ............................................................................................................................................................................ 32 5.0 Performance, Discipline, Layoff, And Termination ................................................................................... 33 5.1 Standards Of Conduct...........................................................................................................................................................34 5.2 Open Door/Conflict Resolution Process ....................................................................................................................34 5.3 Performance Reviews ........................................................................................................................................................... 35 5.4 Disciplinary Process ............................................................................................................................................................... 35 5.5 Outside Employment ............................................................................................................................................................ 35 5.6 Criminal Activity/Arrests ......................................................................................................................................................36 5.7 Resignation Policy ...................................................................................................................................................................36 5.8 Exit Interview ..............................................................................................................................................................................36
5.9 Employment Verification....................................................................................................................................................36
6.0 General Policies ..................................................................................................................................................... 37 6.1 Confidentiality And Nondisclosure Of Trade Secrets........................................................................................38 6.2 Client, Visitor & Vendor Relations ..................................................................................................................................38 6.3 Personal Appearance ...........................................................................................................................................................38 6.4 Fraternization ............................................................................................................................................................................38 6.5 Third Party Disclosures.........................................................................................................................................................38 6.6 Personal Cell Phone/Mobile Device Use...................................................................................................................39 6.7 Mail Use ..........................................................................................................................................................................................39 6.8 Personal Data Changes ......................................................................................................................................................39 6.9 Driving Record ...........................................................................................................................................................................39 6.10 Telecommuting & Work Strategy ...............................................................................................................................39 6.11 Minors In The Workplace .................................................................................................................................................. 40 6.12 Employer Sponsored Social Events........................................................................................................................... 40 6.13 Off-Duty Use Of Employer Property Or Premises ............................................................................................ 40 6.14 Nonsolicitation/Nondistribution Policy .................................................................................................................. 40 6.15 Workplace Privacy And Right To Inspect............................................................................................................... 41 6.16 Other Policies ............................................................................................................................................................................ 41 7.0 Safety And Loss Prevention ..............................................................................................................................42 7.1 General Safety.............................................................................................................................................................................43 7.2 Security ...........................................................................................................................................................................................43 7.3 Workplace Violence................................................................................................................................................................43 7.4 Drug And Alcohol Policy .................................................................................................................................................... 44 7.5 Workplace Tobacco Usage ...............................................................................................................................................45
Introductory Policies
1.1 Revisions to Handbook 1.2 Ethics Code
1.3 Ethics Hotline 1.4 Social Media
1.1 Revisions to Handbook This handbook is intended to keep you informed of the terms and conditions of your employment, including CREA, LLC policies and procedures. The handbook is not a contract. The Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook or in a posting on Paylocity. 1.2 Ethics Code CREA, LLC will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices, at all times consistent with their duty of loyalty to the Company. We expect that officers, directors, and employees will not knowingly misrepresent the Company and will not speak on behalf of the Company unless specifically authorized (see Social Media policy 1.4). The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, client lists, patents, trademarks, etc.) about the Company or operations, or that of our clients or partners, is to be treated with discretion and only disseminated on a need-to-know basis (see policies relating to privacy). 1.3 Ethics Hotline
I. SCOPE
This policy applies to all CREA, LLC (CREA employees, including part-time, temporary, and contract employees).
II. PURPOSE
CREA is committed to the highest possible standards of ethical, moral, and legal business conduct. In conjunction with this commitment and CREA's commitment to open communication, this policy aims to provide an avenue for employees to raise concerns and reassurance that they will be protected from reprisals or victimization for whistleblowing in good faith. However, if an employee feels that their anonymity is not required then they should follow our existing Issue Resolution Policy as outlined in the CREA, LLC Employee Handbook.
III. POLICY
The whistleblowing policy is intended to cover serious concerns that could have a large impact on CREA, such as actions that:
May lead to incorrect financial reporting; Are unlawful; Are not in line with company policy, including CREA's core values; Otherwise amount to serious improper conduct.
Regular business matters that do not require anonymity should be directed to the employee's supervisor and are not addressed by this policy.
IV. SAFEGUARDS
Harassment or Victimization
Harassment or victimization of individuals submitting hotline reports will not be tolerated.
Confidentiality
Every effort will be made to protect the reporter's identity by our hotline vendor. Please note that the information provided in a hotline report may be the basis of an internal and/or external investigation by our company into the issue being reported. It is possible that as a result of the information provided in a report the reporter's identity may become known to us during the course of our investigation.
Anonymous Allegations
The policy allows employees to remain anonymous at their option. Concerns expressed anonymously will be investigated, but consideration will be given to:
The seriousness of the issue raised; The credibility of the concern; and
The likelihood of confirming the allegation from attributable sources.
Malicious Allegations
Malicious allegations may result in disciplinary action.
V. PROCEDURE
Reporting
The whistleblowing procedure is intended to be used for serious and sensitive issues. Serious concerns relating to financial reporting, unethical or illegal conduct, should be reported in either of the following ways: Website www.lighthouse-services.com/creallc English speaking USA and Canada: (844)490.0002 E-mail reports@lighthouse-services.com (must include company name with report) Fax alternative for written documents: 215-689-3885 (must include company name with report) Reporters to the hotline will have the ability to remain anonymous if they choose. Please note that the information provided by you may be the basis of an internal and/or external investigation into the issue you are reporting, and your anonymity will be protected to the extent possible by law. Reports are submitted by Lighthouse to CREA or its designee and may or may not be investigated at the sole discretion of our company. Employment-related concerns should continue to be reported through your normal channels such as your supervisor, local HR representative, or to the Chief Human Resource Officer (317.808.7285).
Timing
The earlier a concern is expressed, the easier it is for us to take action.
Evidence
Although you are not expected to prove the truth of an allegation, the employee submitting a report needs to demonstrate in their hotline report that there are sufficient grounds for concern.
VI. HOW THE REPORT WILL BE HANDLED
The action taken will depend on the nature of the concern. The Chief Human Resource Officer of CREA, LLC receives a copy of each report and follow-up reports on actions taken by the company.
Initial Inquiries
Initial inquiries will be made to determine whether an investigation is appropriate, and the form that it should take. Some concerns may be resolved by agreed upon action without the need for an investigation.
Feedback to Reporter
Whether reported directly to CREA personnel or through the hotline, the individual submitting a report will be given the opportunity to receive follow-up on their concern: Acknowledging that the concern was received; Indicating how the matter will be dealt with; Giving an estimate of the time that it will take for a final response; Telling them whether initial inquiries have been made; Telling them whether further investigations will follow, and if not, why not.
Further Information
The amount of contact between the individual submitting a report and the body investigating the concern will depend on the nature of the issue, the clarity of information provided, and whether the employee remains accessible for follow-up. Further information may be sought from the reporter.
Outcome of an Investigation
At the discretion of the company and subject to legal and other constraints the reporter may be entitled to receive information about the outcome of an investigation. 1.4 Social Media At CREA, LLC (“CREA” or the “Company”), we recognize the Internet provides unique opportunities to participate in interactive discussions and share information using a wide variety of social media platforms. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media and to minimize risks to the Company, the Company has established these policies for appropriate use of social media.
This policy applies to all employees who work for the Company.
Guidelines
For purposes of this policy, the term “ social media ” includes all means of communicating or posting information or content of any sort on the Internet, including, without limitation, personal websites, social networking sites, blogs, chat rooms, and other online platforms, whether affiliated with the Company or not. The same Company principles, guidelines, and policies apply to your online activities. Ultimately, you are solely responsible for what you communicate in social media. You may be personally responsible for any litigation that may arise should you make unlawful, defamatory, slanderous, or libelous statements against any customer, manager, owner, or employee of the Company, or others.
Know and Follow the Rules
Carefully read these guidelines and all of CREA’s policies and ensure your postings are consistent with these guidelines and those policies. Postings that include discriminatory remarks, harassment, threats of violence, or any inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.
Be Respectful
If you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, obscene, threatening, intimidating, or that might constitute unlawful harassment or bullying. Examples of such conduct include posts meant to harm someone's
reputation or posts that could contribute to a hostile work environment on the basis of any status or class protected by law or Company policy. Your personal posts and social media activity should not adversely reflect upon the Company.
Maintain Accuracy and Confidentiality
When posting information:
Maintain the confidentiality of CREA trade secrets and private or confidential information as outlined in the CREA Confidentiality Agreement contained within the Employee Handbook and the CREA Information Technology Acceptable Use Policy. Trade secrets include, but are not limited to, information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures, or other internal business- related confidential communications. Do not create a link from your personal blog, website, or other social networking site to a Company website that identifies you as speaking on behalf of the Company. Never represent yourself as a spokesperson for the Company unless you have been authorized by senior management of the Company to act as a spokesperson of the Company. If the Company is a subject of the content you are creating, do not represent yourself as speaking on behalf of the Company. Make it clear in your social media activity that you are speaking on your own behalf. Respect copyright, trademark, third-party rights, and similar laws and use such protected information in compliance with applicable legal standards.
Using Social Media at Work
Do not use social media while on your work time, unless it is work related as authorized by your manager and is consistent with policies that cover equipment owned by the Company.
Using Social Media for Work
CREA will continue to expand the promotion of its brand via Social Media, including through its pages on Facebook, Twitter, and LinkedIn. The Company encourages employee participation in its effort to promote the Company brand via Social Media. Such participation may include commenting on the Company’s Facebook and LinkedIn pages, providing internal suggestions and input for the content of such pages, and submitting your photos of the Company’s employees, promotions, locations, and events for inclusion on such pages. Suggestions, input, and photo submissions should be sent to the Senior Vice President of Marketing. Certain employees may also be asked to use Social Media registered under their own name for the Company’s business purposes (e.g., use a personal LinkedIn account to reach out to, network with, or communicate with potential clients) or to manage, monitor, and contribute to the Company’s pages on Facebook and LinkedIn. Employees who create content or use Social Media for the Company’s business purposes must understand that they are contributing content on behalf of the Company, and, therefore, representing the Company. Such employees must adhere to the guidelines listed above, plus the following additional guidelines: Use caution and your best professional judgment when linking to third-party web sites or videos. Consult with the Marketing Department before responding to any business-related negative comments, posts, or content. Use proper grammar and spelling. Identify yourself as a Company employee while conducting business; failing to do so could be misleading to readers or viewers. Do not engage in covert advocacy for the Company. Whenever you provide content about the Company, identify yourself as a Company employee. The Company’s Facebook, Twitter and LinkedIn pages are the sole property of the Company. Employees who manage, monitor, or contribute to these pages on behalf of the Company must share the usernames and passwords for these pages with the Senior Vice President of Marketing and cease accessing such pages upon separation from employment. Covenants entered into by employees or
others who have signed post-employment restrictive covenants with the Company (including, but not limited to confidentiality, non-disclosure, non-use, non-competition, non-solicitation, and works made for hire agreements) are applicable to the use of Social Media.
Media Contacts
If you are not authorized to speak on behalf of the Company by senior management of CREA, do not speak to the media on behalf of the Company. Direct all media inquiries for official Company responses to the Senior Vice President of Marketing.
Retaliation and Your Rights
Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief, reports a possible deviation from this policy or cooperates in an investigation. Those who retaliate against others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.
Exercise of Lawful Rights not Prohibited
Nothing in this policy is designed to interfere with, restrain, or prevent employees from communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law. All employees have the right to engage in, or refrain from, such lawful activities.
Hiring & Orientation Policies
2.1 Religious Accommodation 2.2 Disability Accommodation 2.3 Accommodations For Pregnancy, Childbirth, And Related Medical Conditions 2.4 Employment Authorization Verification 2.5 Posting of Openings 2.6 Employee Referral Program 2.7 Job Descriptions 2.8 Job Selection Procedure 2.9 New Hires and Introductory Periods 2.10 Training Program 2.11 Conflicts of Interest 2.12 Employment of Relatives and Friends
2.1 Religious Accommodation CREA, LLC recognizes the diversity of religious beliefs and is committed to providing equal employment opportunities to all employees, regardless of their religious beliefs and practices or lack thereof. Consistent with this commitment, the Company complies with Title VII of the Civil Rights Act of 1964 and all applicable state and local laws that prohibit employment discrimination on the basis of religion. The Company will reasonably accommodate the sincerely held religious beliefs of employees if the accommodations would resolve a conflict between the individual's religious belief or practice and a work requirement, unless doing so would create an undue hardship.
Requesting a Religious Accommodation
If you need an accommodation because of your religious beliefs or practices, make the request with your manager or Human Resources. You may be asked to include relevant information such as: A description of the proposed accommodation. The reason you need the accommodation. How the accommodation will help resolve the conflict between your religious beliefs or practices (or lack thereof) and your work requirements. After receiving your request, the Company will engage in an interactive dialogue with you to explore potential accommodations that could resolve the conflict between your religious beliefs or practices and work requirements. The Company encourages you to suggest specific reasonable accommodations. However, the Company is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Company. The Company will not discriminate or retaliate against employees who, in good faith, request a religious accommodation under this policy. 2.2 Disability Accommodation CREA, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business. If you require an accommodation because of your disability, it is your responsibility to notify your manager.
You may be asked to include relevant information such as:
The reason you need an accommodation. A description of the proposed accommodation. How the accommodation will help you perform the essential functions of your job.
After receiving your request, the Company will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by the Company in connection with a request for accommodation will be treated as confidential. The Company encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, the Company is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Company.
Where state or local law provides greater protections to employees than federal law, the Company will
apply the law that provides the greatest benefit to employees. If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.
The Company will not discriminate or retaliate against employees for requesting an accommodation.
2.3 Accommodations for Pregnancy, Childbirth, and Related Medical Conditions CREA, LLC recognizes the importance of supporting employees experiencing limitations related to pregnancy, childbirth, or related medical conditions by providing reasonable accommodations. We are committed to complying with the federal Pregnant Workers Fairness Act (PWFA) and any applicable state or local laws offering additional protections.
Examples of reasonable accommodations include:
Additional break time for restroom use, meals, hydration, and rest. Seating options allowing for sitting or standing as needed. Schedule changes, part-time work, and paid and unpaid leave. Flexible work hours to accommodate medical appointments and physical needs. Telework (remote work). Closer parking spots to the workplace entrance. Light duty. Making existing facilities accessible or modifying the work environment. Job restructuring. Temporarily suspending one or more essential functions of your job. Acquiring or modifying equipment, uniforms, or devices. Adjusting or modifying examinations or policies. If you require an accommodation, notify your manager. In instances where the need for a particular accommodation is not obvious, you may be asked to provide: The reason an accommodation is needed. A description of the proposed accommodation. Information on how the accommodation will effectively address your limitations.
Medical documentation will not be required in the following situations:
When the limitation and need for an accommodation is obvious. If the Company is already aware of the limitation due to previous disclosures. When requesting accommodations such as additional restroom breaks, fluid intake, food breaks, or seating arrangements, which are considered presumptively reasonable.
For any lactation accommodations.
When a similar accommodation has been provided to other employees without requiring documentation.
The Company will engage in an interactive process with you to identify suitable accommodations. While we strive to accommodate all requests, certain accommodations may not be provided if they would result in undue hardship to the Company. Factors considered include the nature and cost of the accommodation, the overall financial resources of the facility, and the impact on operations, including safety and efficiency. If leave is provided as a reasonable accommodation, it may run concurrently with leave under the federal Family and Medical Leave Act (FMLA) and/or any other applicable leave as permitted by law. The Company strictly prohibits retaliation against employees who request or utilize an accommodation under this policy.
2.4 Employment Authorization Verification New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with CREA, LLC. If you are currently employed and have not complied with this requirement or if your status has changed, inform Human Resources. If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the Company. 2.5 Posting of Openings CREA, LLC desires to promote qualified employees from within where it believes that is possible, consistent with the need to assure that all positions are staffed by highly competent individuals. New job openings generally will be posted on creallc.com/careers. You may be eligible for a referral bonus when you refer new employees. 2.6 Employee Referral Program Research has shown, and our own experience supports, that new hires who come into a company through employee referrals are excellent contributors, stay with the company longer, and are more cost- effective recruits. That's where you come in! If you know someone who would be a positive addition to CREA, you may be awarded a referral bonus of $2,500 (less taxes) if you refer a candidate and they are hired. Employees may refer candidates to Human Resources by sending an email to humanresources@creallc.com.
Program Guidelines
1. All CREA employees (except those at Executive Vice President level and above, Human Resources team members, and managers with hiring authority over the referred candidates) are eligible for the referral bonus. 2. The referral date cannot be earlier than the date the job opening is posted. The hiring of a referred employee must occur within 180 days (six months) of the initial referral date. 3. The referral must represent the candidate's first contact with CREA. Temporary, summer, contract, and former employees of CREA are not eligible candidates for referral awards. 4. To be eligible for an award, an employee must submit the referral to Human Resources. 5. The referring employee must agree to have their name used when the company contacts the candidate. 6. Only candidates who meet the essential qualifications for the position will be considered. 7. All candidates will be evaluated for employment consistent with company policies and procedures. 8. All information regarding the hiring decision will remain strictly confidential. 9. To receive the referral bonus, the referring employee must be employed by CREA during the hired candidate's first 75 days of employment. 10. Any disputes or interpretations of this employee referral program will be handled through Human Resources. 11. 100% of the referral bonus payment will be paid with the payroll cycle following the first 90 days of continuous employment. 2.7 Job Descriptions CREA, LLC maintains a job description for each position. If you do not have a current copy of your job description, you should request one from your manager. Job descriptions prepared by the Company serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the Company may have to revise, add to, or delete from your job duties per business needs. On occasion, the Company may need to revise job descriptions with or without advance notice to employees.
If you have any questions regarding your job description or the scope of your duties, please speak with your manager. 2.8 Job Selection Procedure CREA encourages promotions from within or lateral transitions between departments to fill vacancies. You can prepare for a move to a different department and/or advancement by doing your present job well, learning new skills, and obtaining additional education and training in fields related to your work or work in which you are interested. If you have an interest in working in another department or applying for a posted position internally, we encourage you to notify your manager of your interest, although this is not a requirement. When your application is received and if you are identified as a qualified candidate, Human Resources will contact you, prompting you to notify your manager of your internal application. Employees considering a move to another department should ideally have completed at least 12 months in their current role. However, the final decision will be based on the Company’s business needs. 2.9 New Hires and Introductory Periods The first 90 days of your employment is considered an introductory period. During this period, you will become familiar with CREA, LLC and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. You may decide that your new job is not what you thought it would be, or your manager may conclude that they have misjudged your qualifications for that job, or that the job and your skills and qualifications are not a good fit. The 90 ‑ day introductory period provides you with a chance to demonstrate your ability, skills, and interest and to determine for yourself whether you are satisfied in the position you have taken. The Company will attempt to give feedback on your performance and conduct after 30 days, after 60 days, and after 90 days. Your introductory period with the Company can be shortened or lengthened as deemed appropriate by management and Human Resources. If, during or at the conclusion of the initial 90-day orientation period, performance does not meet management’s expectations, employment may be concluded at that time unless it is determined that an additional 30 ‑ day extension of the orientation period is appropriate to support further development. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the "at-will" employment relationship. 2.10 Training Program In most cases, and for most departments, training employees is done on an individual basis by the employee manager and/or coworkers. Even if you have had previous experience in the specified functions of your job duties, it is necessary for you to learn CREA's specific procedures, as well as the responsibilities of the specific position. If you ever feel you require additional training, please consult your manager. 2.11 Conflicts of Interest CREA, LLC is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, client relations, safety, security, and morale. If there is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or contractor to the Company, you must disclose it to your manager. If an actual or potential conflict of interest is determined to exist, the Company will take such steps as it deems necessary to reduce or eliminate this conflict.
2.12 Employment of Relatives and Friends We will not employ friends or relatives in circumstances where actual or potential conflicts may arise that could compromise supervision, safety, confidentiality, security, and morale at CREA, LLC. It is your obligation to inform the Company of any such potential conflict so the Company can determine how best to respond to the particular situation.
Benefits
3.1 Federal Jury Duty Leave
3.2 MyCREABenefits.com 3.3 CREA 401(k) Retirement Readiness Plan 3.4 Continuing Education 3.5 Tuition Reimbursement 3.6 Paid Time Off (PTO) & Floating Holiday 3.7 Family and Medical Leave (FMLA) 3.8 Parental, Maternity, and Adoption Leave 3.9 Bereavement Leave 3.10 Personal Leave of Absence 3.11 Military Leave (USERRA) 3.12 Employment Classifications 3.13 Workers’ Compensation Insurance 3.14 Unemployment Compensation Insurance 3.15COBRA
3.1 Federal Jury Duty Leave
CREA, LLC, encourages employees to fulfill their civic duties related to federal jury duty service. If you are summoned for federal jury duty, notify your manager as soon as possible to make scheduling arrangements. Time spent for federal jury duty service is unpaid; however, if you are classified as exempt, you will not incur any deduction in pay for a partial week’s absence due to jury duty. You may opt to use PTO in place of unpaid leave. The Company will not discriminate or retaliate against employees for missing work due to federal jury service. Upon return to work, you will be reinstated to your prior position without loss of seniority and will be treated as if you have been on a leave of absence or furlough. 3.2 MyCREABenefits.com At CREA, we view employee benefits as an essential part of your overall compensation package, and we commit to providing you and your family with comprehensive and competitive services. Our family-first culture plays a central role when selecting benefit offerings for you. The most up-to-date information about all of these offerings can be viewed at MyCREABenefits.com. Learn about all of our employee benefits there, including:
PTO and Holidays
Health Insurance (Medical/Dental/Vision) Flexible Spending Accounts (FSA) & Health Savings Accounts (HSA) Commuter Benefits Life Insurance Short and Long Term Disability Benefits Employee Assistance Program Parental Benefits, Hybrid Work Schedule, and more! 3.3 CREA's 401(k) Retirement Readiness Plan
Eligible employees (as determined by the terms of the plan) may participate in the CREA, LLC Retirement Readiness 401(k) plan. Your Plan Administrator/Human Resources will be happy to provide you with the details concerning specific dates of enrollment, investment options, and loan provisions and restrictions. For more detailed information regarding the plan, please refer to your Summary Plan Description (SPD), which is available from MyCREABenefis.com. This benefit, as well as other benefits, may be changed at the discretion of the Company unless otherwise required by law. 3.4 Continuing Education We believe in the continuing education of our employees. If you are interested in attending an outside class, training seminar, or conference, please provide notice to your manager describing details (subject matter, length, cost, etc.) of the educational experience. If your manager approves your attendance at an event that is not already sponsored by the Company, you will submit expense(s) and be reimbursed once you have paid for and attended the event. 3.5 Tuition Reimbursement The Company encourages continuing education and provides partial reimbursement for a full-time employee for post-secondary education that meets the following criteria:
(a) Classes must increase the skills of the employee and be beneficial to the Company.
(b) Classes must be pre-approved for the program.
(c) Employee must have worked at the Company for at least one year.
The reimbursement schedule is as follows:
Class grade A+ to A- | 50% reimbursement
Class grade B+ to B- | 40% reimbursement
Class grade C+ to C- | 25% reimbursement
Class grade D+ or below | 0% reimbursement
(A passing grade from a Pass/Fail class will be treated like a C and is therefore 25% reimbursable.) CREA, LLC will not reimburse for books and/or course materials that are required for any classes. This program is designed as a benefit for the employee to enhance their education and knowledge of the chosen area of study, but it is also designed to bring benefit to the position the candidate holds with the Company while employed. Therefore, if an employee is eligible for reimbursement, they will enter into an agreement with the firm, agreeing to reimburse the Company, 100% of any tuition monies received within one year preceding the date of termination. Payment must be made within 30 days upon termination of employment (voluntary or involuntary). Employees should discuss with their manager and HR representative the eligibility of a class for reimbursement. The maximum reimbursable amount for one (1) year is $4,000; we operate on a rolling year calendar for this policy. Tuition reimbursement must at all times be pre-approved. To apply for reimbursement, the employee should prepare a summary of the class or classes, attach it to a request form available from Human Resources, and present it to a Human Resources representative and the department manager. The department manager and Human Resources will determine if the class or classes qualify for reimbursement under the program. To receive reimbursement once the class has been completed, please provide a copy of the receipt of payment for tuition, documentation of course completion, and grade received, attached to your expense reimbursement request. 3.6 Paid Time Off (PTO) & Floating Holiday CREA, LLC provides employees with paid time off (PTO), which is intended for reasons such as vacation, personal time, personal illness, or time off to care for dependents. PTO is not earned by temporary or contract employees, or those whose employment offers specifically exclude this benefit.
Eligibility
All full-time regular employees are eligible to receive PTO immediately upon hire and will accrue a 1/12th share of their allotted PTO on the 1st calendar day of each month. Newly hired employees are not eligible to use PTO until after their first 90 days of employment (introductory period). If an employee satisfactorily completes that 90-day introductory period, they will earn PTO on a pro-rata basis depending upon their date of hire. (For example, an employee hired on February 1 will be eligible to use PTO after May 1 for a total of 14 days during that calendar year).
Deposits Into Your Leave Account
This policy is administered on a calendar year basis from January 1 to December 31, and PTO is calculated according to your work anniversary year. The amount of PTO received each year is based on your length of service and is governed according to the accrual schedule determined by the Company, up to a maximum annual grant as shown below:
First through fourth year of employment: 15 days annually Fifth through 11th year of employment: 20 days annually 12 or more years of employment: 25 days annually
Employees are eligible to receive their PTO increase at the start of the year in which their respective work anniversary falls. (For example, if your 5th year of service with the Company falls on July 1, you will accrue 20 days of PTO for that year).
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