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Employee Handbook


October , 2017






Welcome to Unggoy Broadband! This handbook is intended to help each of us make the most of the total pay, benefit and personal development opportunities that make working at Unggoy a satisfying and rewarding experience. The programs within this guide help the company attract, retain and motivate talented people, establish best practices in our human resource programs and integrate traditionally distinct employee programs into a broader total rewards picture. Some of the programs address your immediate needs, such as plans that create opportunities to grow and develop, support a winning culture and work environment, provide money you need to meet your ongoing financial obligations and protect your health and income. Others are designed to meet your future needs, like providing for long-term financial security.


Unggoy Broadband provides you with the resources you need throughout your career at Unggoy. You share in the responsibility for making the most of these programs by learning how to make them work for you:


  1. Get to know and understand the total value you can receive from the programs offered


  1. Take ownership of your health and retirement by understanding and managing your health care and retirement plans


  1. Help make the programs better by providing your insights and suggestions for how we can improve our work lives and opportunities here at Unggoy


Read on to learn more about the programs here at Unggoy Broadband. 








Table of Contents 


Section 1 - Introduction 


1.1 Employee Handbook 

1.2 Changes in Policy 

1.3 Employment-At-Will 

1.4 Arbitration Policy 


Section 2 - Employment Policies 


2.1 Employee Classifications 

2.2 Equal Employment Opportunity & Americans with Disabilities Act

2.3 Confidentiality and Inquiry Response

2.4 Open Communication

2.5 Employment of Minors 

2.6 Employment of Relatives 

2.7 Introductory Period 

2.8 Performance Reviews

2.9 Personnel Records 

2.10 Termination and Employee References  

2.11 Privacy 

2.12 Immigration Law Compliance 

2.13 Political Neutrality 


Section 3 - Hours of Work and Payroll Practices 


3.1 Pay Periods and Paydays 

3.2 Overtime 

3.3 Rest and Meal Periods 

3.4 Time Cards 

3.5 Payroll Deductions 

3.6 Wage Garnishment 


Section 4 - Standards of Conduct and Employee Performance 


4.1 Zero Tolerance Harassment and Discrimination 

4.2 Attendance 

4.3 Discipline and Standards of Conduct 

4.4 Business Ethics and Conduct

4.5 Conflicts of Interest

4.6 Personal Appearance/Dress Code 

4.7 Safety 

4.8 Substance and Abuse 

4.9 Smoke-Free Environment

4.10 Workplace Searches 

4.11 Internet, Email and Computer Use Policy 

4.12 Social Media Policy 

4.13 Cell Phone Policy 

4.14 Company Property

4.15 Company Vehicles


Section 5 - Employee Benefits and Services 


5.1 General

5.2 Group Health Insurance  5.3 COBRA 

5.4 Worker's Compensation 

5.5 Social Security Benefits (FICA) 

5.6 Unemployment Insurance 


Section 6 - Employee Leaves of Absence and Time Off 


6.1 General

6.2 Paid Time Off (PTO)

6.3 Holidays 

6.4 Family and Medical Leave 

6.5 Workers' Compensation Leave 

6.6 Bereavement Leave 

6.7 Jury Duty 

6.8 Voting Time 

6.9 Military Leave











Section 1 Introduction 


1.1 Employee Handbook 


This Employee Handbook ("Handbook") is designed to summarize certain personnel policies and benefits of Unggoy Broadband (the "Company") and to acquaint employees with many of the rules concerning employment with the Company. This Handbook applies to all employees, and compliance with the Company's policies is a condition of employment. This Handbook supersedes all previous employment policies, written and oral, express and implied. The Company reserves the right to modify, rescind, delete, or add to the provisions of this Handbook from time to time in its sole and absolute discretion with or without notice. It is the company’s intent to be in compliance with applicable federal, state and local laws at all times. To the extent that these guidelines conflict with such laws, the applicable law will prevail. This Employee Handbook is not a binding contract between the Company and its employees, nor is it intended to alter the at-will employment relationship between the Company and its employees. The Company reserves the right to interpret the policies in this Handbook and to deviate from them when, in its discretion, it determines it is appropriate. 


1.2 Changes in Policy 


Since our business is constantly changing, the Company expressly reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment as described below. No oral statements or representations can in any way alter the provisions of this Handbook. Nothing in this employee handbook or in any other document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee. Any changes to your at-will employment status, described below, must be in writing and must be signed by the Company President or CEO. 


If you are uncertain about any policy or procedure, please check with your manager or Director of Operations. 


1.3 Employment-At-Will 


Employment with the Company is on an at-will basis, unless otherwise specified in a written employment agreement. You are free to resign at any time, for any reason, with or without notice. Similarly, the Company is free to conclude the employment relationship at any time for any lawful reason, with or without cause, and with or without notice. 


Nothing in this Handbook will limit the right of either party to terminate an at-will employment. No section of this Handbook is meant to be construed, nor should be construed, as establishing anything other than an employment-at-will relationship. This Handbook does not limit management's discretion to make personnel decisions such as reassignment, change of wages and benefits, demotion, etc. No person other than the President or CEO has the authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment other than at-will terms. Only the President or CEO of the Company has the authority to make any such agreement, which is only binding if it is in writing and signed by the President of the Company. 


1.4 Arbitration Policy 


In consideration of your employment with Unggoy Broadband, its promise to arbitrate all employment-related disputes, and your receipt of the compensation, pay raises, and other benefits paid to you by the company, at present and in the future, you agree that any and all controversies, claims, or disputes with anyone (including the company and any employee, officer, director, or benefit plan of the company, in their capacity as such or otherwise), whether brought on an individual, group, or class basis, arising out of, relating to, or resulting from your employment with Unggoy Broadband or the termination of your employment with the company, including any breach of this agreement, shall be subject to binding arbitration under the terms and conditions set forth in the at-will employment, confidential information, invention assignment, and arbitration agreement between you and Unggoy Broadband (or such other confidentiality agreement between you and the company, each the "confidentiality agreement"). In the event the confidentiality agreement between you and Unggoy Broadband does not contain an arbitration provision, then you nevertheless agree to arbitrate any and all claims set forth above in a neutral, mutually agreeable forum according to the applicable minimum standards for arbitration.  


Section 2  Employment Policies 


2.1 Employee Classifications 


The following terms are used to describe employees and their employment status: 


Exempt Employees - Employees whose positions meet specific tests established by the Federal Labor Standards Act ("FLSA") and Iowa state law. In general, exempt employees are those engaged in executive, managerial, high-level administrative and professional jobs who are paid a fixed salary and perform certain duties. In addition, certain commissioned sales employees and highly paid computer professionals are exempt. Exempt employees are not subject to the minimum wage and overtime laws. 


Nonexempt Employees - Employees whose positions do not meet specific tests established by the FLSA and Iowa state law. All employees who are covered by the federal or state minimum wage and overtime laws are considered nonexempt. Nonexempt employees will be paid in accordance with federal and state laws; nonexempt positions may be entitled to be paid at least the minimum wage per hour and a premium for overtime. 


Full-Time Employees - Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work a schedule of at least 32 hours per work week. 


Part-Time Employees - Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work less than 40 hours per work week. 


Temporary Employees - Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project. Employment assignments in this category are of limited duration and the temporary employee can be let go before the end of the defined period. Short term assignments generally are periods of three (3) months or less, however, such assignments may be extended. All Temporary employees are at-will regardless of the anticipated duration of the assignment (see Employment-at-Will Policy). Temporary employees retain that status unless and until notified in writing of a change. 


Independent Contractor or Consultant - These individuals are not employees of the Company and are self-employed. An independent contractor or consultant is engaged to perform a task according to his/her own methods and is subject to control and direction only as to the results to be accomplished. Independent contractors or consultants are not entitled to benefits. 


Each employee will be advised of his or her status at the time of hire and any change in status. Regardless of the employee's status, the employee is employed at-will and the employment relationship can be terminated by the Company or the employee at any time, with or without cause and with or without notice. 


2.2 Equal Employment Opportunity & Americans with Disabilities Act  


It is the policy of the Company to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, military or veteran status, marital status or any other classification protected by applicable local, state or federal laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. This policy applies to all aspects of employment, including, but not limited to, recruitment, hiring, job assignment, working conditions, compensation, promotion, transfer, benefits, scheduling, training, discipline and termination. 


The Company expects all employees to support our equal employment opportunity policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate others in line with this policy to the fullest extent required by law. For example, the Company will make reasonable accommodations for employees' observance of religious holidays and practices unless the accommodation would cause an undue hardship on the Company's operations. If you desire a religious accommodation, you are required to make the request in writing to your manager as far in advance as possible. You are expected to strive to find co-workers who can assist in the accommodation (e.g. trade shifts) and cooperate with the Company in seeking and evaluating alternatives. 


Moreover, in compliance with the Americans with Disabilities Act (ADA), the Company provides reasonable accommodations to qualified individuals with disabilities or medical conditions to the fullest extent required by law. The Company may require medical certification of both the disability and the need for accommodation. Keep in mind that the Company can only seek to accommodate the known physical or mental limitations of an otherwise qualified individual. Therefore, it is your responsibility to come forward if you are in need of an accommodation. The Company will engage in an interactive process with the employee to identify possible accommodations, if any will help the applicant or employee perform the job. 


2.3 Confidentiality and Inquiry Response


In the course of employment with the Company, employees may have access to "Confidential Information" regarding the Company, which may include its business strategy, future plans, financial information, contracts, suppliers, customers, personnel information or other information that the Company considers proprietary and confidential. Maintaining the confidentiality of this information is vital to the Company's competitive position in the industry and, ultimately, to its ability to achieve financial success and stability. Employees must protect this information by safeguarding it when in use, using it only for the business of the Company and disclosing it only when authorized to do so and to those who have a legitimate business need to know about it. This duty of confidentiality applies whether the employee is on or off the Company's premises, and during and even after the end of the employee's employment with the Company. This duty of confidentiality also applies to communications transmitted by the Company's electronic communications. See also Internet, Email and Computer Use policy, herein. 


As a condition of employment with the Company, all employees must sign an Employee Agreement. 


The Company will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required. If an employee receives any inquiry of the company from a government department or agent, or any entity on behalf of such agencies, employees must ask for professional identification and inform the entity that a company provided attorney must be present before the employee may respond to any inquiry. The employee is to notify the Director of Operations immediately upon inquiry and wait for the arrival and guidance of a company attorney. The employee, while speaking on behalf of or regarding the company, is expected to follow the directives of the company provided attorney and be truthful with all dialogue. 


All public or media inquiries for the company should be directed to the company President, unless authorized by the company President in advance. Unless authorized by the company President, each occurrence of public or media disclosure of company information must be approved by the company President. 

2.4 Open Communication


Unggoy Broadband values open communication with all employees in an atmosphere of mutual trust, respect, and cooperation. The company strives to provide the best possible working conditions, competitive employee programs, fair treatment, and equal opportunity for all employees. While no company is free from dayto day issues, we believe that our guidelines and practices will help to resolve these issues.


We want to hear from you about your job or any issues you encounter while performing your duties, including any complaints, suggestions, and questions about your job, the company, working conditions, or treatment you are receiving. We believe that prompt and effective use of these guidelines can help maintain open, professional communication. The company will give full consideration to every employee.


It is extremely important to establish good communication between you and your manager. Your manager will introduce you to your job by explaining your job requirements and duties, providing training, and answering your questions and concerns. It is important to bring your problems to your manager utilizing our Open Communication procedure. You have the right to speak for yourself. We, in turn, promise to listen, review your concern, and try to resolve it promptly and fairly.


If, after speaking with your manager, you still have questions or your problem remains unsolved, follow these procedures to efficiently resolve your concern:

  • Request to speak to the Chief Operations Officer (COO); if unavailable immediately, schedule a time to meet at the next convenience. 

  • Responses to your problems or concerns will be provided to you either directly or through your manager. 

  • If you are unable to discuss your concern with your manager because of the nature of the problem, contact the Chief Operations Officer without first discussing it with your manager.

  • Your manager or Chief Operations Officer will discuss the concern with you and, after reviewing it, will try to resolve it. They may use other members of the management team to gain resolution. The decision reached will be final.


The purpose of this procedure is to give you, your fellow employees, and company management an opportunity to openly discuss and resolve any problems or complaints. Retaliation against any individual for using open communication channels will not be tolerated and is subject to appropriate discipline.


2.5 Employment of Minors


The FLSA's child labor provisions, which the Company strictly adheres to, are designed to protect the educational opportunities of youth and prohibit their employment in jobs that are detrimental to their health and safety. Employment of minors and an individual under 18 years of age will be in accordance with local, state, or federal laws. 


2.6 Employment of Relatives


The Company recognizes that the employment of relatives in certain circumstances, such as when they will work in the same department, supervise or manage the other, or have access to confidential or sensitive information regarding the other, can cause problems related to supervision, safety, security or morale, or create conflicts of interest that materially and substantially disrupt the Company's operations. When the Company determines any of these problems will be present, it will decline to hire an individual to work in the same department as a relative. Relatives subject to this policy include: father, mother, sister, brother, current spouse or domestic partner, child (natural, foster, or adopted), current mother-in- law, current father-in-law, grandparent, or grandchild. 


If present employees become relatives during employment, the Company should be notified so that we may determine whether a problem involving supervision, safety, security or morale, or a conflict of interest that would materially and substantially disrupt the Company's operations exists. If the Company determines that such a problem exists, the Company will take appropriate steps to resolve the problem, which may include reassignment of one relative (if feasible) or asking for the resignation of one of the relatives. 


2.7 Introductory Period


The first 90 days of employment are considered an introductory period for all newly hired employees. During this time, you will learn your new responsibilities, get acquainted with fellow employees, and determine whether you are happy with the position. Also, during this time, your manager will monitor your performance. Upon completion of the introductory period, your manager will review your performance. If the Company finds your performance satisfactory and decides to continue your employment, you will be advised of any improvements expected. This is also an opportunity for you to make suggestions to improve the Company's efficiency and operations. Completion of the introductory period does not entitle you to remain employed by the Company for any definite period of time, but instead allows both you and the Company to evaluate whether or not you are right for the position. Your status as an at-will employee does not change; the employment relationship may be terminated with or without cause and with or without advance notice, at any time by you or the Company. 


2.8 Performance Reviews


After the introductory period, employees will take part in a performance appraisal with their supervisor on a quarterly basis. The performance review is expected to create open dialogue between employees and managers regarding company issues, company direction, job performance in relation to expectations and policies, provide time for career mapping, and other opportunities to exchange ideas. 




2.9 Personnel Records


The Company maintains a personnel file and payroll records for each employee as required by law. Personnel files and payroll records are the property of the Company and may not be removed from Company premises without written authorization by the Company President.

Because personnel files and payroll records are confidential, access to the records is restricted. Generally, only those who have a legitimate reason to review information in an employee's file are allowed to do so. Disclosure of personnel information to outside sources will be limited. However, the Company will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required. 


Employees may contact the Chief Administrative Officer or Chief Operations Officer to request a time to review their payroll records and/or personnel file. With reasonable advance notice, an employee may review his or her own records in the Company's offices during regular business hours and in the presence of an individual appointed by the Company to maintain the records. You also have the right to obtain a copy of your personnel files, but you may be required to pay for any such copies. You may add your comments to any disputed item in the file. 


It is important for the company to maintain accurate and upto date information on all employees to use in the event of an emergency and for maintaining accurate information regarding social security, withholding taxes, retirement benefits, group insurance, beneficiary designation, and other programs. Report any changes in your address, phone number, marital status, name, number of dependents, or emergency notification information immediately to the Chief Administrative Officer. Any change to your legal right to work in the United States, such as immigration status, must be reported as well. 


2.10 Termination and Employee References 


The company hopes that you will be working with us for many years. However, we recognize that you or the company may terminate the employment relationship at any time and for any reason. It is customary business practice to give reasonable notice (at least two weeks) prior to your termination date. The notice should be in writing and addressed to your manager who will forward it to the Chief Operations Officer. Your last day worked will be your termination date. Notice provided must be working notice. The company reserves the right to terminate your employment immediately in lieu of working the notice period. Vacation time may not be used during the notice period unless approved by your manager.


Upon resignation or termination of employment, all company property, including keys, security badges, cell phones, laptops, company manuals and documents, etc. must be returned. Your final paycheck will be distributed on the regularly designated payday. You will also be advised as to the possibility of continuing certain insurance benefits.


By policy, the Company will provide only the former or present employee's dates of employment and position(s) held with the Company. Compensation information may also be verified if written authorization is provided by the employee. 

2.11 Privacy


The Company is respectful of employee privacy. All employee demographic and personal information will be shared only as required in the normal course of business. Healthcare enrollment information is kept in a separate folder from other human resources forms. Workers' Compensation information is not considered private healthcare information; however, this information will be released only on a need-to-know basis. 


The Company does not make or receive any private healthcare information through the course of normal work. If any employee voluntarily shares private healthcare information with a member of management, this information will be kept confidential. If applicable, the Company will set up guidelines for employees and management to follow to ensure that company employees conform to the requirements of the Health Insurance Portability and Accountability Act (HIPAA). 


2.12 Immigration Law Compliance


In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 on the date of hire and present documentation establishing identity and employment eligibility within three business days of date of hire. Former employees who are rehired must also complete an I-9 form if they have not completed an I-9 form with the Company within the past three years, or if their previous I-9 form is no longer retained or valid. You may raise questions or complaints about immigration law compliance without fear of reprisal. The company utilizes E-Verify to verify each employee’s eligibility to work in the United States. 


2.13 Political Neutrality


Maintenance of individual freedom and our political institutions necessitates broad scale participation by citizens concerning the selection, nomination and election of our public office holders. The Company will not discriminate against any employee because of identification with and support of any lawful political activity. Company employees are entitled to their own personal political position. The Company will not discriminate against employees based on their lawful political activity engaged in outside of work. If you are engaging in political activity, however, you should always make it clear that your actions and opinions are your own and not necessarily those of the Company, and that you are not representing the Company. Employees are expected to avoid confrontational or provocative statements with other employees, customers, or public while representing the company. 


Section 3 Hours of Work and Payroll Practices 


3.1 Pay Periods and Paydays


Employees are paid on a bi-weekly basis; all employees will be paid every other Friday. All employees are paid by check or through direct deposit on the above-mentioned payday. If the regular payday falls on a Company holiday, employees will be paid on the last business day before the holiday.

Employees may collect their payroll check at the office on payday or arrange to have the checks mailed. Checks not collected on payday may be mailed to the address on file unless written notice is provided prior to payday.


3.2 Overtime


Nonexempt employees will be paid in accordance with federal and Iowa state law. 


All overtime work by non-exempt employees must be authorized in advance by their manager. Only hours worked will be used to calculate overtime pay. 


3.3 Rest and Meal Periods


   All rest and meal periods will be in accordance with federal and Iowa state law.  If a lunch period is not taken it is within the employer’s purview to let the employee go home early from his shift. Penalties for not taking a lunch could result in being written up or docking pay from employee. Working through lunch is the most common type of off-the-clock work violation.


3.4 Time Cards 


Nonexempt employees are required to keep an accurate and complete record of their attendance and hours worked. Time cards are official business records and may not be altered without the approval of the employee's supervisor and may not be falsified in any way. Time Cards are processed electronically by employees scanning in their finger prints


3.5 Payroll Deductions


Various payroll deductions are made each payday to comply with federal and state laws pertaining to taxes and insurance. Deductions will be made for the following: Federal and State Income Tax Withholding, Social Security, Medicare, State Disability Insurance & Family Temporary Disability Insurance, and other items designated by you or required by law (including a valid court order). You can adjust your federal and state income tax withholding by completing the proper federal or state form and submitting it to the Director of Operations. In accordance with federal and state laws, you will be supplied at the start of each calendar year with your Wage and Tax Statement (W-2) form for the prior year. This statement will be distributed via hand delivery at the office or mailed to the address on file. The W-2 summarizes your income and deductions for the year.



3.6 Wage Garnishment


A garnishment is a court order requiring an employer to remit part of an employee's wages to a third party to satisfy a just debt. Once the Company receives the legal documentation ordering a garnishment, we are required by law to continue making deductions from your check until we have withheld the full amount or until we receive legal papers from the court to stop the garnishment. Even if you have already paid the debt, we still need the legal documentation to stop the garnishment. 


Section 4  Standards of Conduct and Employee Performance 


4.1 Zero Tolerance Harassment and Discrimination 


The Company is committed to providing a work environment free of sexual or any form of unlawful harassment or discrimination. Harassment or unlawful discrimination against individuals on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status or any other classification protected by local, state or federal laws is illegal and prohibited by Company policy. Such conduct by or towards any employee, contract worker, customer, general public, vendor or anyone else who interacts with the Company will not be tolerated. Any employee or contract worker who violates this policy will be subject to disciplinary action, up to and including termination of his or her employment or engagement. To the extent a customer, vendor or other person with whom the Company does business engages in unlawful harassment or discrimination, the Company will take appropriate corrective action. 


Prohibited Conduct: 


Prohibited harassment or discrimination includes any verbal, physical or visual conduct based on race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status, nepotism and fraternization or any other classification protected by local, state or federal laws and Company policy if: 


  1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or engagement; 


  1. submission to or rejection of such conduct by an individual is used as a basis for decisions concerning that individual's employment or engagement; or 


  1. it creates a hostile or offensive work environment. 


Prohibited harassment includes (but is not limited to) unwelcome sexual advances, requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching, pinching or other physical contact. Other forms of unlawful harassment or discrimination may include epithets, slurs and derogatory remarks, stereotyping, jokes, posters or cartoons based on race, national origin, age, disability, sexual orientation, gender identity, marital status or other legally protected categories. Prohibited harassment might also be transmitted using the Company's electronic communications system, or through other on-line conduct. 


Reporting Procedure: 


Employees or contract workers who feel that they have been harassed or discriminated against, or who witness any harassment or discrimination by an employee, contract worker, customer, vendor or anyone else who does business with the Company, should immediately report such conduct to their supervisor or any other member of management. 


Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation. No employee, contract worker, customer, vendor or other person who does business with this organization is exempt from the prohibitions in this policy. In response to every complaint, the Company will conduct an investigation which may involve interviewing witnesses if warranted and, if improper conduct is found, take appropriate corrective action. Confidentiality will be maintained to the fullest extent possible in light of the company’s need to fully investigate the matter and take appropriate action. It is expected that all parties involved in any investigation maintain confidentiality, as well. 


Retaliation against any individual for reporting a claim under this guideline or cooperating in the investigation will not be tolerated and is subject to appropriate discipline. No supervisor has the authority to condition any aspect of your employment based on your: allowing prohibited conduct to occur; or complaining of—or acting to assist the company in—the investigation of prohibited conduct allegations. 


To the extent that an employee or contract worker is not satisfied with the Company's handling of a harassment or discrimination complaint, he or she may also contact the appropriate state or federal enforcement agency for legal relief. 


4.2 Attendance


Punctuality and regular attendance are essential to the successful operation of the Company's business. Regular attendance at work is required. The company expects employees to maintain a good attendance record, to be present each day during scheduled work hours and arrive to work on time.  The following are guidelines regarding attendance/tardiness:


  • If an employee knows in advance that you are going to be absent or late on a particular day, make arrangements with your supervisor ahead of time.

  • When it is not possible to provide prior notification, report tardiness and absences as soon as possible. To minimize disruption to customers, employees are expected to provide 12 hour notification to their supervisor for any absence or tardy. You must speak directly with your supervisor. If your supervisor does not answer, leave a message and continue trying to make contact via telephone. Messages left with other employees will not be accepted. Unless otherwise instructed by your manager, each day of absence must be reported.

  • If an employee desires to leave work for any reason during the workday, the employee must obtain the approval of his or her supervisor prior to leaving.

  • Except in rare or emergency cases, every absence in which you have failed to contact your supervisor or other designated person will be considered a separate occurrence.

  • You must report your own absences if you are physically able.

  • In cases of medical disability or illness, a doctor’s release is required prior to returning to work.


Good attendance is required and is a factor in evaluating your performance. In the event that an employee fails to call his or her supervisor or report for work for 3 consecutive workdays, the employee will be deemed to have voluntarily resigned from his or her employment with the Company and will be removed from the payroll. Excessive absenteeism or tardiness may subject the employee to disciplinary action, up to and including termination. 


4.3 Discipline and Standards of Conduct


Employees are expected to conduct themselves on the job in a manner that contributes to an effective, productive, safe, and harmonious working environment. If an employee does not meet the company’s expectations of performance or conduct, the Company may impose discipline whenever it determines it is necessary or appropriate. The purpose of disciplinary action is to help employees become successful in their job and meet job expectations. The reason the company takes disciplinary action in any situation is to alert employees that there are issues or behaviors which need to be corrected. Discipline may take various forms, including verbal counseling, written warnings, suspension, demotion, transfer, reassignment or termination. The discipline imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be imposed in any particular sequence. Moreover, the company reserves the right to terminate your employment at its discretion, without prior notice, without cause, and without taking any previous disciplinary action. 


Every organization must have certain standards of conduct to guide the behavior of employees. Although there is no possible way to identify every rule of conduct, the following is an illustrative list (not intended to be comprehensive or to limit the Company's right to impose discipline for any other conduct it deems inappropriate). Keep in mind that these standards of conduct apply to all employees whenever they are on Company property and/or conducting Company business (on or off Company property). Engaging in any conduct the Company deems inappropriate may result in disciplinary action, up to and including termination. 


  1. Theft, embezzlement, fraud, misappropriation of company property or funds, or any act of dishonesty; 


  1. Dishonesty or deliberate statements or actions detrimental to the interests of the company including spreading false information intended to disrupt relationships among employees, customers, or the company; 


  1. Falsification of Company records; 


  1. Unauthorized use or possession of property that belongs to the Company, a coworker, customers or of the public;


  1. Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials; 


  1. Fighting, engaging in violence or threats of violence, use of vulgar or abusive language, horseplay, practical jokes or other disorderly conduct that may endanger others or damage property; 


  1. Insubordination, failure to perform assigned duties or failure to comply with the Company's health, safety or other rules; 


  1. Unauthorized or careless use of the Company's materials, equipment or property; 


  1. Deliberate damage to or defacing of company property, including company vehicles or property of other employees; 


  1. Unauthorized and/or excessive absenteeism or tardiness; 


  1. Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or conduct improper for the workplace; 


  • Sexual or other illegal harassment or discrimination; 


  1. Unauthorized use or disclosure of the Company's confidential information; 


  • Failure to cooperate with an internal investigation; 


  • Violation of any Company policy.


4.4 Business Ethics and Conduct


Unggoy Broadband strives to be a company with a strong reputation for upholding high ethical standards. The company intends to maintain this reputation through the personal integrity of our employees and our philosophy that all actions taken on the company’s behalf are based on sound, ethical principles. Employees are expected to accept certain responsibilities, adhere to business principles in matters of personal conduct, and exhibit a high degree of personal integrity. Take the high road every time.


This conduct includes a sincere respect for the rights and feelings of others and the assurance that employee conduct in business and personal life avoids any action that might be harmful to them self, other employees, and the company or cause any unfavorable reaction from current or potential customers and strategic partners.


You represent the company, whether you are on duty or off. You are encouraged to observe the highest standards of professional conduct at all times. As an employee, you will not:


  • Render services to competitors; 

  • Use or permit others to use company documents, equipment, or trade secrets inappropriately;

  • Seek gratuities from any other company or individual who does business or seeks to do business with the company (excluding approved charitable contributions); 

  • Attend vendor, strategic partner or customer supported trips or seminars without approval of company executive management; 

  • Acquire interest in an organization that would detract from or conflict with the company’s best interests; 

  • Benefit personally from any company business transaction; 

  • Engage in any conduct that could undermine the integrity of the company, its employees, customers, vendors, or strategic partners.


Contact your manager regarding any solicitation by vendors, strategic partners, or customers regarding gifts, gratuities, meals, trips, or seminars. Refer any business dealing where a conflict may arise to executive management for disposition. Fairness and objectivity preclude employees who have a personal interest in a source of supply from being involved with the sourcing decision. Compromising company standards may result in disciplinary action, up to and including termination. 


If you are unsure whether your involvement in an activity may create a conflict of interest or breach our business ethics and conduct standards, see your manager or executive management.


4.5 Conflicts of Interest


Employees should not engage in any activity or practice which conflicts with the interests of the company or its customers. Specific examples of, but not limited to, conflicts of interest are: 


 Secondary Employment

If you are a fulltime employee, consider your job with Unggoy Broadband as your primary employment. You may not work for a supplier, customer, or a competitor of the company if it creates a conflict of interest. A supplier is any person or business that furnishes goods or services directly to the company. If you do have secondary employment, it must not interfere with your currently assigned work schedule, ability to work overtime or affect your job performance. If you are unsure if your secondary employment creates a conflict of interest, contact your manager or the Chief Operations Officer.


 Gifts

You may accept advertising novelties such as pens, pencils, and calendars or similar items that you can use at work. Any other gifts offered should be discussed with your manager prior to acceptance. Gifts received by employees while representing the company are company property and should be delivered to executive management. Gifts of any type must not influence your decisions or actions related to the individual providing the gift.


4.6 Personal Appearance/Dress Code


The company strives to maintain a workplace environment that is safe, well-functioning and free from unnecessary distractions and annoyances. As part of that effort, the company requires employees to maintain a neat and clean appearance that is appropriate for the workplace setting, for the work being performed, and complimentary to social norms. To that end, department heads may determine and enforce guidelines for workplace-appropriate attire and grooming for their areas; guidelines may limit natural or artificial scents that could be distracting or annoying to others.  

All staff members are expected to present a professional, businesslike image to clients, visitors, customers and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with Unggoy Broadband.

Specific attire is required for multiple reasons – safety, liability, brand recognition, and efficiency. Any staff member who does not meet the attire or grooming standards set by his or her department head will be subject to corrective action and may be asked to leave the premises to make adjustments to meet dress code expectations. Hourly paid staff members will not be compensated for any work time missed because of failure to comply with designated workplace attire and grooming standards; salary staff will not have time utilized for dress code adjustments count towards hours worked.

All staff members must wear the Employee Identification Badge at all times while in a customer facing role.

Reasonable accommodation of religious beliefs

The company recognizes the importance of individually held religious beliefs to persons within its workforce. Management will reasonably accommodate a staff member’s religious beliefs in terms of workplace attire unless the accommodation creates an undue hardship. Accommodation of religious beliefs in terms of attire may be difficult in light of safety issues for staff members. Those requesting a workplace attire accommodation based on religious beliefs should speak with their supervisor.

Public Facing Roles

Public facing roles are those which have first-point of contact with the public while working.

Public facing roles include, but are not limited to, Field Technicians, Field Sales, Field

Marketing, Office staff at a first-point of contact. Company provided shirt - polo or dress shirt, Khaki colored pants, black belt, and approved closed-toe footwear are required for all public facing roles while representing the company. All items must be clean and free of rips, tears and fraying; may not be excessively tight or revealing.  Khaki colored or jean shorts or capris may be worn at the discretion of the department head. Tattoos must not be visible. 

Non-Public Facing Roles

Non-public facing roles include, but are not limited to, Executives, Administrative Support, Tower Climber roles whom are not customer or public first-point contacts. Office staff in nonpublic facing functions may wear the same attire as Public Facing Roles or business casual attire. Business casual includes, with management discretion, designer jeans and dress slacks of any modest business appropriate color. Shirts may be button-down dress shirts, sweaters, modest polos, and other business appropriate attire at the department head discretion. Field staff in nonpublic facing roles must wear Company provided shirt - polo or dress shirt, Khaki colored pants, black belt. Footwear must be approved by department head. Females may wear business


appropriate dresses and skirts, as permitted by department head. All items must be clean and free of rips, tears and fraying; may not be excessively tight or revealing. Tattoos should be not visible when possible, and modest for a business environment at all times. 

In addition to the apparel dress code for roles listed above, dress code requirements vary based on work location. To ensure employee safety, the integrity of the company brand, and adherence to social norms, the conditions listed below apply to all personnel regardless of role.

  • Office Operations – Piercings must be removed or not visible (with the exception of females wearing business appropriate ear rings, at the discretion of the department head). Other modest jewelry may be worn provided the items are business appropriate and free from unnecessary distractions, as permitted by department head. Sun glasses may only be worn outdoors in appropriate settings and when not in the presence of customers or general public. Recording devices may not be used unless the device is company provided and authorized by department head. Head wear may not be worn indoors, unless approved by department head.

  • Field Operations – Piercings must be removed. Glasses may only be worn for prescribed purposes, Sun glasses may only be worn outdoors in appropriate settings and when not in the presence of customers or general public. Recording devices may not be used unless the device is company provided and authorized by department head. No jewelry may be worn at any time, with the exception of a wedding band. Authorized head wear may be worn as permitted by department head; head wear includes but is not limited to, hats, caps, ball caps, head bands. Head wear must be business appropriate, solid company color (black, grey, orange, or white), and branded Nike, Under Armour, Carhart or absent of visible branding. Head wear may not be worn indoors, unless approved by department head.  

Addressing workplace attire and hygiene problems

Violations of the policy can range from inappropriate clothing items to offensive perfumes and body odor. If a staff member is present at work in inappropriate dress, the staff member will be required to make adjustments to reach compliance or go home, change into conforming attire or properly groom, and return to work.

If a staff member’s poor hygiene or use of too much perfume/cologne is an issue, the supervisor should discuss the problem with the staff member in private and should point out the specific areas to be corrected. If the problem persists, supervisors should follow the discipline process.


4.7 Safety 


The Company is committed to providing a safe workplace. Accordingly, the Company emphasizes "safety first." It is each employee's responsibility to take steps to promote safety in the workplace and work in a safe manner. By remaining safety conscious, employees can protect themselves and their coworkers. Employees are expected to promptly report all unsafe working conditions, accidents and injuries, regardless of how minor so that any potential hazards can be corrected. 


4.8 Substance and Abuse  


The Company is committed to providing its employees with a safe and productive work environment. In keeping with this commitment, it maintains a strict policy against the use of alcohol and the unlawful use of drugs in the workplace. Consequently, no employee may consume or possess alcohol, or use, possess, sell, purchase or transfer illegal drugs at any time while on the Company's premises or while using the Company vehicles or equipment, or at any location during work time. 


No employee may report to work with illegal drugs (or their metabolites) or alcohol in his or her bodily system. The only exception to this rule is that employees may engage in moderate consumption of alcohol that may be served and/or consumed as part of an authorized Company social or business event. "Illegal drug" means any drug that is not legally obtainable or that is legally obtainable but has not been legally obtained. It includes prescription drugs not being used for prescribed purposes or by the person to whom it is prescribed or in prescribed amounts. It also includes any substance a person holds out to another as an illegal drug.


Employees must notify the company of any conviction under a criminal drug statute of violations occurring on or off company premises while conducting company business within five (5) days after such conviction, as mandated by the DrugFree Workplace Act of 1988. 


Any employee who does not consent to and cooperate fully with any search or medical testing procedure is subject to disciplinary action. Any violation of this policy will result in disciplinary action, up to and including termination. Individuals in violation of this guideline are also subject to prosecution by law enforcement officials. 


As part of our efforts to keep this environment safe and free of illegal drug use, we will conduct random and intermittent drug tests of all employees in positions where the safety or security of the employee or others is an issue. A positive test result that has not been satisfactorily explained by the employee will result in discharge on the first offense, unless otherwise prohibited by state law.


In addition, we may ask any employee, regardless of job responsibilities, to submit to a drug test in the following circumstances: 


  • When we suspect that the employee is under the influence of illegal drugs; 

  • When we suspect that the employee has been involved in the sale, purchase, use, or distribution of illegal drugs on the worksite or while performing job duties; 

  • When the employee has been involved in a workplace accident or incident; 

  • When the employee has been involved in an accident or incident offsite but while on company business; or 

  • When the employee has violated a safety rule. 


Any employee who feels he or she has developed an addiction to, dependence upon, or problem with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance before a violation of this policy occurs. Any employee who requests time off to participate in a rehabilitation

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program will be reasonably accommodated. However, employees may not avoid disciplinary action, up to and including termination, by entering a rehabilitation program after a violation of this policy is suspected or discovered. 



4.9 Smoke-Free Environment  (signs need to be ordered & designated area assigned)


The Iowa Smokefree Air Act prohibits smoking in almost all public places and enclosed areas within places of employment, as well as some outdoor areas. Businesses must post “No Smoking” signs at every entrance that clearly and conspicuously inform persons that they are entering an area where smoking is prohibited and all vehicles owned, leased, or provided by an employer. Full disclosure of the act is available at The company does not allow smoking tobacco, vapor, or e-cigarettes in accordance with local, state and federal regulations. Smoking is not allowed in the office, vehicles, customer property, and property of potential customers while working or representing the company. Smoking and other tobacco use is only allowed in designated outdoor areas on company premises and only in a modestly discreet location when an employee is on a scheduled break or lunch period. If you are unsure of the designated areas, check with your manager. Employees found violating this guideline will be subject to disciplinary action.


4.10 Workplace Searches 


All offices, desks, file drawers, cabinets, lockers, Company vehicles, and other Company equipment (including but not limited to computers, e-mail and voice mail) and facilities or any area on Company premises are the property of the Company ("Company Property"), and are intended for business use. Employees should have no expectation of privacy with respect to Company property and/or items stored within Company Property or on Company premises.

Inspection may be conducted at any time, without notice, at the discretion of the Company. 


In addition, when the Company deems appropriate, employees may be required to submit to searches of their personal vehicles, parcels, purses, handbags, backpacks, brief cases, lunch boxes or any other possessions or articles brought on to the Company's premises. 


Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted to enter the premises. All employees must cooperate in an inspection; failure to do so is insubordination and will result in disciplinary action, up to and including termination. 


4.11 Internet, Email and Computer Use Policy 


The Company uses various forms of electronic communication including, but not limited to: computers, tablets, email, telephones, voicemail, instant message, text message, Internet, cell phones and smart phones (hereafter referred to as "electronic communications"). The electronic communications, including all software, databases, hardware, and digital files, remain the sole property of the Company and are to be used only for Company business and not for personal use.

Any employee found using electronic communications in a manner that is in violation of


company guidelines will be subject to disciplinary action, up to and including termination. Any employee using company electronic communications for defamatory, illegal, or fraudulent purposes will also be subject to civil liability and possible criminal prosecution. 


The following rules apply to all forms of electronic communications and media that are: (1) accessed on or from Company premises; (2) accessed using the Company computer or telecommunications equipment, or via Company-paid access methods; and/or (3) used in a manner which identifies the Company. The following list is not exhaustive and the Company may implement additional rules from time to time. 


  1. Electronic communication and media may not be used in any manner that would be discriminatory, harassing, or obscene, or for any other purpose that is illegal, against Company policy, or not in the best interest of the Company. Employees who misuse electronic communications and engage in defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions will be subject to discipline, up to and including termination. Employees may not install personal software on Company computer systems. 


  1. Employee's own electronic media may only be used during breaks. All other company policies, including the Company's no tolerance for discrimination, harassment, or retaliation in the workplace apply. 


  1. All electronic information created by any employee on Company premises or transmitted to Company property using any means of electronic communication is the property of the Company and remains the property of the Company. You should not assume that any electronic communications are private or confidential and should transmit personal sensitive information in other ways. Personal passwords may be used for purposes of security, but the use of a personal password does not affect the Company's ownership of the electronic information. The Company will override all personal passwords if necessary for any reason. 


  1. The Company reserves the right to access and review electronic files, messages, internet use, blogs, "tweets", instant messages, text messages, email, voice mail, and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of Company policy or any law occurs. All such information may be used and/or disclosed to others, in accordance with business needs and the law. The Company reserves the right to keep a record of all passwords and codes used and/or may be able to override any such password system.  


  1. Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by Company management. No employee may install or use anonymous e-mail transmission programs or encryption of e-mail communications. 


  1. Employees who use devices on which information may be received and/or stored, including but not limited to cell phones, telephones, portable computers, fax machines, computers, tablets and voice mail communications are required to use these methods in strict compliance with the Confidentiality section of this Handbook. These communications tools should not be used for communicating confidential or sensitive information or any trade secrets. 


  1. Access to the Internet, websites, and other types of Company-paid computer access are to be used for Company-related business only. Any information about Unggoy Broadband, its products or services, or other types of information that will appear in the electronic media about the Company must be approved by management before the information is placed on any electronic information resource that is accessible to others. 


Misuse or violations of the company electronic communications should be reported to your manager or a management member immediately. 


4.12 Social Media Policy 


Unggoy Broadband is committed to utilizing social media to enhance its profile and reputation, to listen and respond to customer opinions and feedback, and to drive revenue, loyalty and advocacy. We encourage employees to support our activities through their personal social networking channels while adhering to the guidelines outlined in this section. 


For the purpose of this section, social media and networking refers to the use of web-based and mobile applications for social interaction and the exchange of user-generated content. Social media channels can include, but are not limited to: Facebook, Twitter, Google+, LinkedIn, YouTube, blogs, review sites, forums, online communities and any similar online platforms. 


Employees are expected to conduct themselves in a professional manner and to respect the views and opinions of others. The Company and its employees are committed to conducting ourselves in accordance with best industry practices in social networking, to being responsible citizens and community members, to listening and responding to feedback, and to communicating in a courteous and professional manner. Behavior and content that may be deemed disrespectful, dishonest, offensive, harassing or damaging to the company's interests or reputation are not permitted. The use of social media channels on company time for personal purposes is not allowed. 


Any social media contacts, including "followers" or "friends," that are acquired through accounts

(including but not limited to email addresses, blogs, Twitter, Facebook, Google+, YouTube, LinkedIn, or other social media networks) created on behalf of the Company are the property of the Company. 


Employees must not disclose private or confidential information about the Company, its employees, clients, suppliers or customers on social networks. Employees must respect trademarks, copyrights, intellectual property and proprietary information. No third-party content should be published without prior permission from the owner. 


The Company maintains the right to monitor company-related employee activity in social networks. Violation of policy guidelines is grounds for discipline, up to and including termination. 


4.13 Cell Phone Policy 


The use of personal cell phones at work is discouraged because it can interfere with work and be disruptive to others. Therefore, employees who bring personal cell phones to work are required to keep the ringer on silent mode during work time, and to keep personal cell phone use confined to breaks and meal periods. Conversations should be had away from areas where other employees are working or where customers and the public may overhear. When cell phone use interferes with the satisfactory performance of an employee's duties or disturbs others, the privilege of using a personal cell phone at work may be taken away and other disciplinary action, up to and including termination, may be imposed. 



The Company may provide cell phone allowances to employees in certain positions in an effort to improve efficiency and effectiveness. When cell phones are used for Company business, employees must comply with all Company policies governing conduct, including our policies prohibiting discrimination, harassment, and violence in the workplace. When using the cell phone in a public place, please remember to maintain the confidentiality of any private or confidential business information. As a courtesy to others, please shut cell phones off or place on silent mode during meetings. 


Personal cell phone use is prohibited while driving company vehicles or any vehicle on behalf of the company. Use of company provided handheld electronics is limited to compliance with local, state, and federal laws. If permissible by law, use of company provided handheld electronics while driving company vehicles or any vehicle on behalf of the company is limited to voice conversations and navigation devices. 


4.14 Company Property 


The company has a large investment in equipment, machinery, and tools and each employee is expected to keep company assets and property in good working condition. Negligence in the care and use of company property, unauthorized removal of company property from the premises, and conversion of company property to personal use will be subject to disciplinary action. The department head should be notified if company property needs replacement or repair.


4.15 Company Vehicles 


Employees driving company vehicles are expected to do so in a responsible and safe manner. Employees must be authorized by their department head to drive company vehicles. Any employee who violates state or federal statutes while driving a company vehicle (e.g., driving under the influence) will be subject to disciplinary action and are also subject to prosecution by law enforcement officials. Seat belt use is required at all times while the vehicle is in motion. Employees are not allowed to transport non-employees in company vehicles without prior permission from department head. 



Section 5  Employee Benefits and Services 


5.1 General 


Aside from those benefits required by state and federal regulations, Unggoy Broadband also offers additional benefits for its full-time employees. From time to time, benefits may be added or deleted from the benefits package. The Company reserves the right to make such changes. 


This Handbook does not contain the complete terms and/or conditions of any of the Company's current benefit plans. It is intended only to provide general explanations. For information regarding employee benefits and services, employees should contact the CEO of the Company. 


5.2 Group Health Insurance


Unggoy Broadband offers a group health plan for eligible employees. 


5.3 COBRA 


Under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986, if you are covered under the Company's group health insurance plan(s) you are entitled to continue your coverage in the event that your employment with the Company ends. Under COBRA, the Company must offer each qualified beneficiary (the employee and any covered dependents) who would otherwise lose coverage under the plan as a result of a qualifying event an opportunity to continue their insurance coverage. A qualifying event is defined as termination of employment, a reduction in the number of hours of employment, death of covered employee, divorce or legal separation, a dependent child ceases to be dependent, eligibility of the covered employee for Medicare, or an employer's bankruptcy. 


5.4 Worker's Compensation 


All states have Workers' Compensation laws whose purpose is to promote the general welfare of people by providing compensation for accidental injuries or death suffered in the course of employment. These laws are designed to provide protection to workers suffering occupational disabilities through accidents arising out of, and in the course of employment. Unggoy Broadband carries Workers' Compensation Insurance for all employees and pays the entire cost of the insurance program. An employee who suffers an injury or illness in connection with the job is usually eligible to receive payment through the insurance company for lost wages. In addition to disability payments, necessary hospital, medical and surgical expenses are covered under Workers' Compensation, with payments being made directly to the hospital or physician. Workers' Compensation benefits to injured workers also include assistance to help qualified injured employees return to suitable employment. 





5.5 Social Security Benefits (FICA) 


During your employment, you and the Company both contribute funds to the Federal government to support Social Security and Medicare —federal programs that provide benefits for retirees, the disabled, and children of deceased workers.  


5.6 Unemployment Insurance 


The company pays a state and federal tax to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of their own or due to circumstances described by law. This insurance is administered by applicable state agencies, who determine eligibility for benefits, the amount of benefits (if any), and duration of benefits. 


Section 6  Employee Leaves of Absence and Time Off 


6.1 General 


While regular attendance is crucial to maintain business operations, the Company recognizes that, for a variety of reasons, employees may need time off from work. The Company has available a number of types of leaves of absence. Some are governed by law and others are discretionary. For all planned leaves, however, employees must submit a request at least 10 days in advance; in case of emergencies, employees should submit the request as soon as they become aware of the need for leave. All leaves must have the approval of Company management. If, during a leave, an employee accepts another job, engages in other employment or consulting outside of the Company, or applies for unemployment insurance benefits, the employee may be considered to have voluntarily resigned from employment with the Company. 


All requests for a leave of absence will be considered in light of their effect on the Company and its work requirements, as determined by Company management, which reserves the right to approve or deny such requests in its sole discretion, unless otherwise required by law. For disability-related leave requests, the Company will engage in an interactive process with the employee to determine if a leave is the most appropriate accommodation. The employee must provide a certification from his or her health care provider to the Company to support a leave for medical reasons. Failure to provide the required certification to the Company in a timely manner will result in delay or denial of leave. If an employee requires an extension of leave, the employee must request such extension and have it approved before the expiration of the currently approved leave. All employees on leave are expected to return to work on the date as specified on the initial leave of absence application, unless an extension is approved. If you fail to return to work on the expected return date, the Company will assume you have voluntarily resigned your position. If the leave was for your own serious health condition, you must submit a medical release form from your physician, which states the date you are released to return to work.


While the Company will make a reasonable effort to return the employee to his or her former position or a comparable position following an approved leave of absence, there is no guarantee that the employee will be reinstated to his or her position, or any position, except as required by law. 


6.2 Paid Time Off 


PTO is unlimited for employees with previous approval by immediate supervisor or CEO and there’s no cap.   PTO request should be submitted for approval at least two weeks in advance for periods of a week or longer.  Otherwise, notify your immediate supervisor that you are requesting a day off as soon as you are aware time is needed to be away from your job.  A plan will be established for delegating work to other teammates and establishing a contact person in the employee’s absence.   Eligible employees are entitled to paid time off ("PTO") per year according to each employee’s job offer letter. The value of PTO for regular full-time employees will be calculated based on the employee's base pay rate times the number of hours the employee would otherwise have worked on that day. When employees eligible for paid time off do not deplete their PTO balance, the unused amount automatically carries over to the next year. Upon termination, employees must provide at least one calendar month notice to have all accrued but unused PTO paid out as wages. 


6.3 Holidays


Unggoy Broadband provides certain paid holidays each calendar year. The schedule of holidays observed is distributed on an annual basis. To be eligible for holiday pay, you must work your normally scheduled shift the day prior to and after the holiday, unless on an approved vacation or specifically excused by your manager from working; such absences must be pre-approved and documented on a ‘Time Off Request’ form.  


The Company will grant paid holiday time off to all eligible employees. Holiday pay for regular full-time employees will be calculated based on the employee's base pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. 


If an eligible non-exempt employee works on a recognized holiday with Company approval, he or she will receive holiday pay plus wages at 1.5 times his or her base pay rate for the hours worked on the holiday. 



6.4 Family and Medical Leave 


Because of the Company's small size, we are not required to comply with the federal Family and Medical Leave Act ("FMLA"). However, we recognize that our employees may occasionally need to take unpaid leave to care for a new child, to care for a seriously ill family member, to handle an employee's own medical issues, or to handle issues relating to a family member's military service, possibly including caring for a family member who is injured while serving in the military. 


If you anticipate that you might need time off to deal with family and medical issues, please speak with your supervisor. We will seriously consider every request on a case-by-case basis. 


State Family and Medical Leave: 


An employee of a company with at least 4 employees may qualify for up to 8 weeks of state leave for disability due to pregnancy, childbirth, or related medical conditions. All time off that qualifies as family and medical leave will run concurrent to and be counted against the employee's federal and, if applicable, state family and medical leave entitlement to the fullest extent permitted by law. 


6.5 Workers' Compensation Leave


Any employee who is unable to work due to a work related injury or illness and who is eligible for Workers' Compensation benefits will be provided an unpaid leave for the period required.  The worker’s compensation insurance administrator will determine, based upon worker’s compensation state statues, whether you are eligible for benefits to cover lost wages or medical expenses. All lost time under Worker’s Compensation will run concurrent with FMLA.


6.6 Bereavement Leave 


In the event of a death in the immediate family, employees may have up to 3 working days, with pay, at their regular straight time rate or base salary, to handle family affairs. "Immediate family" is defined as: father, mother, brother, sister, spouse, domestic partner, child, mother-in-law, father-in- law, grandparents and grandchildren. 


In the event of a death for non-immediate family relations, employees may have up to 1 working day, with or without pay at the discretion of your manager, to attend personal affairs. 


The company may require proof of death and relationship, verify with your supervisor for each occurrence prior to leave. 


6.7 Jury Duty 


U.S. citizens have a civic obligation to provide jury duty service when called. Employees are entitled up to 3 working days, with pay, at their regular straight time or base salary for jury duty. 


The employee must bring in the jury duty notice as soon as it is received so that appropriate arrangements can be made to cover his or her duties. Employees are required to call in or report for work on those days or parts of days when their presence in court is not required. 


6.8 Voting Time 


Employees who are registered voters and who lack three consecutive nonwork hours when polls are open to vote in any local, state, and national election may take as much time as will add up to three hours, when combined with nonwork time, with pay for this purpose. Employees should provide notice in writing prior to the date of the election when time off is required. 


6.9 Military Leave 


The Company will, at a minimum, comply with all federal (including the Uniformed Services Employment and Reemployment Rights Act “USERRA”) and state laws with respect to military service, including affording leave of absence and reemployment rights to eligible employees.   

No employee, or prospective employee, will be subjected to any form of discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States.  Specifically, no person will be denied employment, reemployment, promotion, or other benefit of employment on the basis of such membership.  No person will be subjected to retaliation or adverse employment action because such person has exercised his/her rights under this policy.   


For purposes of this policy, military service includes: active duty, active duty for training, initial active duty for training, required inactive duty for training, required fulltime National Guard duty, an absence to be examined for such service or training, or funeral honors duty by National Guard or reserve members.  This policy also applies to employees who are active members of military reserve units and who are required to participate in periodic summer encampments.


Employees who perform in and return from, military service in the Armed Forces, the Military Reserves, the National Guard or the Commissioned Corp of Public Health Service will retain their rights with respect to reemployment, vacation, compensation, and length of service, as required under the applicable federal and state laws. 

At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook 



Employee: _____________________________ (Print)


I acknowledge that I have been provided with a copy of the Unggoy Broadband (the "Company") Employee Handbook, which contains important information on the Company's policies, procedures and benefits, including the policies on Anti-Harassment/Discrimination, Substance Use and Abuse, Paycheck disbursement and Confidentiality. I understand that I am responsible for familiarizing myself with the policies in this Handbook and agree to comply with all rules applicable to me. 


I understand and agree that the policies described in the handbook are intended as a guide only and do not constitute a contract of employment. I specifically understand and agree that the employment relationship between the Company and me is at-will and can be terminated by the Company or me at any time, with or without cause or notice. Furthermore, the Company has the right to modify or alter my position, or impose any form of discipline it deems appropriate at any time. Nothing in this handbook is intended to modify the Company's policy of at-will employment. The at-will employment relationship may not be modified except by a specific written agreement signed by me and the company President or CEO. This is the entire agreement between the Company and me regarding this subject. All prior or contemporaneous inconsistent agreements are superseded. 


I understand that the Company reserves the right to make changes to its policies, procedures or benefits at any time at its discretion. However, the at-will employment agreement can be modified only in the manner specified above. I further understand that the Company reserves the right to interpret its policies or to vary its procedures as it deems necessary or appropriate. 


I have received the Company Employee Handbook. I have read (or will read) and agree to abide by the policies and procedures contained in the Handbook. 





By: ___________________________________        Date: __________________  Employee Signature





By: ___________________________________        Date: __________________  Daniel R. Moore 

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