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Employeehandbook

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                            Advanced Technology for Eternal Truth

Employee Handbook
Contents

Employee relations.................................................................................................................................................

Employment categories.........................................................................................................................................

Introductory period...................................................................................................................................................

Performance evaluation.........................................................................................................................................

Access to personnel files.......................................................................................................................................

Employee pay..........................................................................................................................................................

Paydays.............................................................................................................................................................

Timekeeping................................................................................................................................................

Administrative pay corrections......................................................................................................................

Pay deductions............................................................................................................................................

Outside employment...............................................................................................................................................

Hiring of relatives.....................................................................................................................................................

Non-disclosure—conflict of interest—confidentiality aggreement................................................................

Employee benefits..................................................................................................................................................

Employee discounts on logos products......................................................................................................

Holidays..........................................................................................................................................................

Vacation leave...........................................................................................................................................

Sick (short-term disability) leave.......................................................................................................

Medical leave............................................................................................................................................

Family leave..............................................................................................................................................

Personal leave..........................................................................................................................................

Bereavement leave..................................................................................................................................

Military leave..............................................................................................................................................

Educational leave.....................................................................................................................................

Jury duty leave......................................................................................................................................

Witness duty leave....................................................................................................................................

Voting time off......................................................................................................................................

401k plan....................................................................................................................................................

Employee health program......................................................................................................................

Benefits continuation (cobra).................................................................................................................

Travel expenses........................................................................................................................................

Use of equipment.............................................................................................................................................

Telephones................................................................................................................................................

Electronic mail...........................................................................................................................................

Computer software...................................................................................................................................

Employee conduct and work rules................................................................................................................

Sexual and other unlawful harassment.......................................................................................................

Personal appearance......................................................................................................................................

Visitors in the workplace..................................................................................................................................

Solicitation..........................................................................................................................................................

Security inspections.........................................................................................................................................

Firearms.............................................................................................................................................................

Smoking.............................................................................................................................................................

Emergency closings.........................................................................................................................................

Return of property........................................................................................................................................

Resignation........................................................................................................................................................

Posted federal and state policies..................................................................................................................


Welcome new employee!

On behalf of your colleagues, I welcome you to Logos and wish you every success here.

We believe that each employee contributes directly to Logos’ growth and success, and we hope you will take pride in being a member of our team.

This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should familiarize themselves with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with Logos. The handbook describes many of your responsibilities as an employee and outlines the programs developed by Logos to benefit employees.

In order to retain necessary flexibility in the administration of policies and procedures, Logos reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook, except for its policy of employment-at-will. The only recognized deviations from the stated policies are those authorized and signed by the chief executive officer of Logos.

We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!

Sincerely,

Bob Pritchett


EMPLOYEE RELATIONS

Logos believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors.

Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Logos amply demonstrates its commitment to employees by responding effectively to employee concerns.

EMPLOYMENT CATEGORIES

It is the intent of Logos to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Logos.

Each employee is designated as either nonexempt or exempt from federal and state wage and hour laws. nonexempt employees are entitled to overtime pay under the specific provisions of federal and state laws. exempt employees are excluded from specific provisions of federal and state wage and hour laws. An employee's exempt or nonexempt classification may be changed only upon written notification by Logos management.

In addition to the above categories, each employee will belong to one other employment category:

·         Management employees are those who are not in a temporary or introductory status and who are regularly scheduled to work on a full-time basis and are paid a monthly salary. Management employees are those who are in a supervisory role over other employees or who are responsible for departments. Generally, they are eligible for Logos’ benefit package, subject to the terms, conditions, and limitations of each benefit program.

·         Salaried employees are those who are not in a temporary or introductory status and who are regularly scheduled to work on a full-time basis and are paid a monthly salary. Generally, they are eligible for Logos’ benefit package, subject to the terms, conditions and limitations of each benefit program.

·         Regular Full-Time Hourly employees are those who are not in a temporary or introductory status and who are regularly scheduled to work Logos’ full-time schedule and are paid on an hourly basis. Generally, they are eligible for Logos’ benefit package, subject to the terms, conditions, and limitations of each benefit program.

·         Regular Part-Time Hourly employees are those who are not in a temporary or introductory status and who are regularly scheduled to work less than 32 hours a week and are paid on an hourly basis. While they do receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they are ineligible for most of Logos’ sponsored benefit programs. (Some specific other Logos-sponsored benefits may also be available, subject to the terms, conditions, and limitations of each benefit program.

·         Temporary Full-Time employees are those who are hired as interim replacements, to temporarily supplement the work force, to assist in the completion of a specific project, or for an introductory evaluation period in order to determine whether further employment in a specific position is appropriate. They are regularly scheduled to work Logos’ full-time schedule and are paid on an hourly basis. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While they do receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they are ineligible for all of Logos’ other benefit programs. (Some specific other Logos-sponsored benefits may also be available, subject to the terms, conditions, and limitations of each benefit program.)

·         Temporary Part-Time employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. They are regularly scheduled to work less than 32 hours a week and are paid on an hourly basis. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While they do receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they are ineligible for all of Logos’ other benefit programs. (Some specific other Logos-sponsored benefits may also be available, subject to the terms conditions, and limitations of each benefit program).

INTRODUCTORY PERIOD

The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Logos uses this period to evaluate employee capabilities, work habits, and overall performance.

All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence. If Logos determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee's performance, the introductory period may be extended for a specified period.

PERFORMANCE EVALUATION

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. A formal written performance evaluation will be conducted at the end of an employee's initial period of hire, known as the introductory period ( 90 calendar days after date of hire ) and again on the first anniversary date. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

The performance of all employees is generally evaluated semi-annually , beginning at the anniversary year.

ACCESS TO PERSONNEL FILES

Personnel files are the property of Logos, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Logos who have a legitimate reason to review information in a file are allowed to do so.

Employees who wish to review their own file should contact Human Resources. With reasonable advance notice, employees may review their own personnel files in Logos’ offices and in the presence of an individual appointed by Logos to maintain the files.

EMPLOYEE PAY

PAYDAYS

All employees are paid biweekly on every other Tuesday. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

In the event that a regularly scheduled payday falls on a scheduled holiday, employees will be paid on the first day of work following the regularly scheduled payday.

If a regular payday falls during an employee's vacation, the employee's paycheck will be available upon his or her return from vacation. Any additional arrangement must have prior approval from Accounting.

TIMEKEEPING

Federal and state laws require Logos to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

Employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons.

WORK SCHEDULES

Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. Flextime scheduling is available in some cases to allow employees to vary their starting and ending times each day within established limits. 

ATTENDANCE AND PUNCTUALITY

To maintain a safe and productive work environment, Logos expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on Logos. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence.

OVERTIME

When operating requirements or other needs cannot be met during regular working hours, employees may be given the opportunity to volunteer for overtime work assignments. All overtime work must receive the supervisor's prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave, vacation leave, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations.

Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment.

ADMINISTRATIVE PAY CORRECTIONS

Logos takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.

In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Payroll Department so that corrections can be made as quickly as possible.

PAY DEDUCTIONS

Logos offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their pay checks to cover the costs of participation in these programs.

If you have questions concerning why deductions were made from your pay check or how they were calculated, your supervisor can assist in having your questions answered.

OUTSIDE EMPLOYMENT

An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Logos. If Logos determines that an employee's outside work interferes with performance or the ability to meet the requirements of Logos as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Logos.

Outside employment will present a conflict of interest if it has an adverse impact on Logos.

HIRING OF RELATIVES

Although Logos has no prohibition against hiring relatives of existing employees, we are committed to monitoring situations in which relatives work in the same area. In case of actual or potential problems, Logos will take prompt action. This can include reassignment or, if necessary, termination of employment for one or both of the individuals involved.

For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

NON-DISCLOSURE—CONFLICT OF INTEREST—CONFIDENTIALITY AGGREEMENT

All employees may be required to sign a non-disclosure agreement as a condition of employment. Any employee who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment, even if he or she does not actually benefit from the disclosed information.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Logos’ business dealings. Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which Logos does business but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Logos.

EMPLOYEE BENEFITS

Eligible employees at Logos are provided a wide range of benefits. A number of the programs (such as Social Security, workers’ compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.

Some benefit programs require contributions from the employee, but most are fully paid by Logos.

The following benefit programs are available to eligible employees:

EMPLOYEE DISCOUNTS ON LOGOS PRODUCTS

Logos encourages employees to use the products they work with, so employees receive great software benefits.   Some basic rules to keep in mind:

1.      All employee purchase or free copy orders must go through the Executive Assistant  . Employees may purchase Logos products for personal use or as gifts at a 75% discount from the retail price. Full-time employees any purchase up to $500 worth of product per calendar year ( based on the price after discount) and part-time employees may purchase up to $250.00 worth.

2.      All free software is for Logos’ employees’ personal use only, and may not be sold or transferred to anyone else during or after that employment.

3.      All software for personal use must be activated to the employee’s Libronix account by the Executive Assistant.

Personal Use:

Each new employee may request one personal use copy of the Scholar’s Library Gold on his or her three month anniversary.

After three months of employment, full time employees may place requests with the Executive Assistant for additional Logos product titles to add to their library for personal use, most of which are available at little or no charge.  All employee purchase or free copy orders must got through the Executive Assistant.

Many Logos third-party products can also be obtained at discount prices, and are discounted on a product-by-product basis.  See http://wiki.lrscorp.net/logos/-e?BuyingNelsonProducts for details about buying products from Thomas Nelson Publishers that we do not sell.

Friends and Family:

Employees may purchase Logos products for gifts at a 75% discount from the retail price.  Employees may use their discount to purchase on behalf of friends or family, but not for re-sale.

Logos third-party products are discounted on a product-by-product basis.

Full-time employees may purchase up to $500.00 worth of product per calendar year (based on the price after discount) and part-time employees may purchase up to $250.00 worth.

HOLIDAYS

New Year's Day (January 1)

Presidents' Day (third Monday in February)

Good Friday (Friday before Easter)

Memorial Day (last Monday in May)

Independence Day (July 4)

Labor Day (first Monday in September)

Thanksgiving (fourth Thursday in November)

Day after Thanksgiving

Christmas Eve (December 24)

Christmas (December 25)

Logos will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Commissioned sales personnel will be compensated at base pay plus the average commissions paid for the preceding 30 day period. Eligible employee classifications:

·         Management employees

·         Salaried employees

·         Regular full-time hourly employees

Logos will not close on any day that is not an actual, listed holiday.  That means that if a recognized holiday falls on a Saturday or Sunday, it will become a float holiday, which the employee can use on any day with the prior approval of the employee’s supervisor.   Float days must be used within a month of the holiday.  Any floating holidays not used within a month will be lost.

To be eligible for holiday pay, an employee must work the regularly schedule day preceding the holiday and the regularly scheduled day following the holiday, or be on a pre-approved vacation.

If an eligible nonexempt employee works on a recognized holiday, he or she will receive holiday pay plus wages at his or her straight-time rate for the hours worked on the holiday. An eligible nonexempt employee must prearrange holiday hours with their manager.

In addition to the recognized holidays previously listed, eligible employees will receive one annual floating holiday commencing at his/her first anniversary date.  This additional day must be scheduled with the prior approval of the employee's supervisor and used within the year received.  Any floating holidays not used before the next anniversary date will be lost.

A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday.

To be eligible for holiday pay, an employee must work the regularly schedule day preceding the holiday and the regularly scheduled day following the holiday, or be on a pre-approved vacation.

If an eligible nonexempt employee works on a recognized holiday, he or she will receive holiday pay plus wages at his or her straight-time rate for the hours worked on the holiday. An eligible nonexempt employee must prearrange holiday hours with their manager.

In addition to the recognized holidays previously listed, eligible employees will receive one annual floating holiday commencing at his/her first anniversary date.  This additional day must be scheduled with the prior approval of the employee's supervisor and used within the year received.  Any floating holidays not used before the next anniversary date will be lost.

VACATION LEAVE

Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation, and personal pursuits. Employees in the following employment classifications are eligible to earn and use vacation times as described in this policy:

·         Management employees

·         Salaried employees

·         Regular full-time hourly employees

To accrue vacation leave time, eligible employees must complete 6 months of full time employment. At the completion of 6 months the eligible employee earns 5 days with an additional 5 days earned 6 months later on the employee’s anniversary date. Leave time continues to accrue at 5 days in 6 month increments. If the total amount of unused vacation time reaches a "cap" equal to two times the annual vacation amount, further vacation accrual will stop. When the employee uses paid vacation time and brings the available amount below the cap, vacation accrual will begin again.

When an employee reaches the 5th year anniversary date, the accrual rate increases to 7.5 days per 6 months.

Use of vacation time may be requested after it is earned.

Paid vacation time can be used in minimum increments of 4 hours. To take vacation, employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements.

Vacation time off is paid at the employee's base pay rate at the time of vacation. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. Commissioned sales personnel will be compensated at base pay plus the average commissions paid for the preceding 30 day period.

As stated above, employees are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits. In the event that available vacation is not used by the end of the benefit year, employees may carry unused time forward to the next benefit year. If the total amount of unused vacation time reaches a "cap" equal to two times the annual vacation amount, further vacation accrual will stop. When the employee uses paid vacation time and brings the available amount below the cap, vacation accrual will begin again.

Upon termination of employment, employees will be paid for unused vacation time that has been earned through the last day of work.

10 YEAR SABBATICALS

For every ten years of employment, employees will receive a single paid four week sabbatical.  These four weeks must be used in the first two years after they are awarded – so in the 11th or 12th year of employment, and in the 21st and 22nd, etc.

The sabbatical time is not normal vacation time.  It is a bonus.  It is a special chance to get out of the office, to do something unusual, and to rest.  The sabbatical can be taken ONLY in one four week unit or in two two week units. (It can be taken adjacent to regular vacation, too.)

The purpose of the sabbatical is not to give you time to paint the house.  The purpose is to give you a break.  To encourage you to take the sabbatical as a time of rest, Logos will issue a $1,200 bonus at the start of sabbaticals involving travel.  The sabbatical bonus may only be used for travel and entertainment purposes; documentation may be required.

The sabbatical bonus IS for fuel, airfare, hotels, meals, and ski rentals for you and your family.

The sabbatical bonus IS NOT for a new television or painting the house.

Because of Logos’ small size and the fact that it is dependent on many key personnel, it is important that sabbaticals are scheduled and approved in advance with the employee’s supervisor.

SICK (SHORT-TERM DISABILITY) LEAVE

Logos provides paid sick leave benefits to all eligible employees for periods of temporary absence due to illnesses or injuries. Eligible employee classification(s):

·         Management employees

·         Salaried employees

·         Regular full-time employees

Eligible employees will accrue sick leave benefits at the rate of 5 days per year (.42 of a day for every full month of service) after completing their probationary period (90 calendar days after date of hire ). Additional sick leave will accrue on the employee’s anniversary date.

Unused sick leave benefits will be allowed to accumulate until the employee has accrued a total of 15 calendar days worth of sick leave benefits. If the employee's benefits reach this maximum, further accrual of sick leave benefits will be suspended until the employee has reduced the balance below the limit.

Paid sick leave can be used in minimum increments of 42 hours. Eligible employees may use sick leave benefits for an absence due to their own illness or injury or that of a family member who resides in the employee's household.

Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence.

Sick leave benefits will be calculated based on the employee's base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, bonuses, or shift differentials. Commissioned sales personnel will be compensated at base pay plus the average commissions paid for the preceding 30 day period.

Sick leave benefits are intended solely to provide income protection in the event of illness or injury, and may not be used for any other absence. Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment.

MEDICAL LEAVE

Logos provides medical leaves of absence without pay to eligible employees who are temporarily unable to work due to a medical disability. For purposes of this policy, medical disabilities include, but are not limited to, temporary disabilities associated with pregnancy, childbirth, and related medical conditions.

Employees in the following employment classification(s) are eligible to request medical leave as described in this policy:

·         Management employees

·         Salaried employees

·         Regular full-time hourly employees

As soon as eligible employees become aware of a need for a medical leave of absence, they should request a leave from their supervisor.

Eligible employees are normally granted leave for the period of the disability, up to a maximum of 30 calendar days every one year. If the initial period of approved absence proves insufficient, consideration will be given to a request for an extension. With the supervisor's approval, employees may take any available paid sick leave or vacation leave as part of the approved period of leave.

Subject to the terms, conditions, and limitations of the applicable plans, Logos will continue to provide health insurance benefits for the full period of the approved medical leave.

Employees who sustain work-related injuries are eligible for a medical leave of absence for the period of disability in accordance with all applicable laws covering occupational disabilities.

Vacation, sick leave, and holiday benefits, will continue to accrue during the approved medical leave period.

When a medical leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar position for which the employee is qualified. Except when legally required, Logos cannot guarantee reinstatement in all cases.

If an employee fails to report to work promptly at the end of the medical leave, Logos will assume that the employee has resigned.

Logos will not discriminate against any employee who requests an excused absence for medical disabilities associated with a pregnancy. Such leave requests will be made and evaluated in accordance with the medical leave policy provisions outlined in this handbook.

Requests for time off associated with pregnancy and/or childbirth (apart from medical disabilities associated with these conditions) will be considered in the same manner as any other request for an unpaid personal or family leave.

FAMILY LEAVE

Logos provides family leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill family obligations relating directly to the birth or adoption of a child or the illness of a child, spouse, or parent. Employees in the following employment classification(s) are eligible to request family leave as described in this policy:

·         Management employees

·         Salaried employees

·         Regular full-time employees

As soon as eligible employees become aware of the need for a family leave of absence, they should request a leave from their supervisor.

Employees requesting family leave related to the illness of a child, spouse, or parent, may be required to provide a physician's statement verifying the illness, its beginning and expected ending dates, the need for the employee to provide care, and the estimated time required.

Eligible employees may request up to 12 weeks of family leave within any 24 month period. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. With the supervisor's approval, an employee may take any available vacation leave as part of the approved period of leave.

Requests for family leave should be in advance for foreseeable events and as soon as possible for unforeseeable events. Requests will be evaluated based on a number of factors, including anticipated work load requirements, staffing considerations, and hardship to Logos' operations during the proposed period of absence. Requests that cannot be accommodated may be denied or deferred.

Subject to the terms, conditions, and limitations of the applicable plans, Logos will continue to provide health insurance benefits for the full period of the approved family leave.

Vacation, and sick leave will continue to accrue during the approved family leave period.

So that an employee's return to work can be properly scheduled, an employee on family leave is requested to provide Logos with at least two weeks advance notice of the date the employee intends to return to work. When a family leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. Except when legally required, Logos cannot guarantee reinstatement.

If an employee fails to report to work promptly at the end of the approved leave period, Logos will assume that the employee has resigned.

PERSONAL LEAVE

Logos provides leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. Employees in the following employment classification(s) are eligible to request personal leave as described in this policy:

·         Management employees

·         Salaried employees

·         Regular full-time hourly employees

As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from their supervisor.

Personal leave may be granted for a period of up to 30 calendar days every one year. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. With the supervisor's approval, an employee may take any available sick leave or vacation leave as part of the approved period of leave.

Requests for personal leave will be evaluated based on a number of factors, including anticipated work load requirements and staffing considerations during the proposed period of absence.

Subject to the terms, conditions, and limitations of the applicable plans, Logos will continue to provide health insurance benefits for the full period of the approved personal leave.

Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.

When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Logos cannot guarantee reinstatement in all cases.

If an employee fails to report to work promptly at the expiration of the approved leave period, Logos will assume the employee has resigned.

BEREAVEMENT LEAVE

If an employee wishes to take time off due to the death of an immediate family member, the employee should notify his or her supervisor immediately.

Up to three days of paid bereavement leave will be provided to eligible employees in the following classification(s):

·         Management employees

·         Salaried employees

·         Regular full-time hourly employees

Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, bonuses, or shift differentials. Commissioned sales personnel will be compensated at base pay plus the average commissions paid for the preceding 30 day period.

Approval of bereavement leave will occur in the absence of unusual operating requirements. Any employee may, with the supervisor's approval, use any available paid leave for additional time off as necessary.

Logos defines “immediate family” as the employee's spouse, parent, employee's spouse's parent, child, or sibling.

MILITARY LEAVE

A military leave of absence will be granted to employees, except those occupying temporary positions, to attend scheduled drills or training or if called to active duty with the U.S. armed services.

Employees will continue to receive full pay while on leave for two-week training assignments and shorter absences. The portion of any military leaves of absence in excess of two weeks will be unpaid. However, employees may use any available paid time off for the absence.

Subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible, health insurance benefits will be provided by Logos for the full term of the military leave of absence.

Vacation and sick leave will continue to accrue during a military leave of absence.

Employees on two-week active duty training assignments or inactive duty training drills are required to return to work for the first regularly scheduled shift after the end of training, allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with all applicable state and federal laws.

Every reasonable effort will be made to return eligible employees to their previous position or a comparable one. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service, such as the rate of vacation accrual and job seniority rights.

EDUCATIONAL LEAVE

Logos provides educational leaves of absence without pay to eligible employees who wish to take time off from work duties to pursue educational goals. Employees in the following employment classification(s) are eligible to request educational leave as described in this policy:

·         Management employees

·         Salaried employees

·         Regular full-time employees

Eligible employees may request educational leave for a period of up to five months every one year. Requests will be evaluated based on a number of factors, including anticipated work load requirements and staffing considerations during the proposed period of absence.

Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Logos for the first 30 calendar days after the approved educational leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns from educational leave, benefits will again be provided by Logos according to the applicable plans.

Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.

When an educational leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Logos cannot guarantee reinstatement in all cases.

If an employee fails to report to work at the end of the approved leave period, Logos will assume that the employee has resigned.

JURY DUTY LEAVE

Logos encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees in an eligible classification may request up to two weeks of paid jury duty leave over any one year period.

Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence. Commissioned sales personnel will be compensated at base pay plus the average commissions paid for the preceding 30 day period. Employee classifications that qualify for paid jury duty leave are:

·         Management employees

·         Salaried employees

·         Regular full-time employees

If employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any available paid time off (for example, vacation benefits) or may request an unpaid jury duty leave of absence.

Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.

Either Logos or the employee may request an excuse from jury duty if, in Logos' judgment, the employee's absence would create serious operational difficulties.

Logos will continue to provide health insurance benefits for the full term of the jury duty absence.

Vacation and sick leave benefits, will continue to accrue during unpaid jury duty leave.

WITNESS DUTY LEAVE

Logos encourages employees to appear in court for witness duty when subpoenaed to do so.

If employees have been subpoenaed or otherwise requested to testify as witnesses by Logos, they will receive paid time off for the entire period of witness duty.

Employees will be granted a maximum of 40 hours of paid time off to appear in court as a witness at the request of a party other than Logos. Employees will be paid at their base rate and are free to use any remaining paid leave benefits (e.g., vacation leave) to receive compensation for any period of witness duty absence that would otherwise be unpaid. Commissioned sales personnel will be compensated at base pay plus the average commissions paid for the preceding 30 day period.

The subpoena should be shown to the employee's supervisor immediately after it is received so that operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is expected to report for work whenever the court schedule permits.

VOTING TIME OFF

Logos encourages employees to fulfill their civic responsibilities by participating in elections. Generally, employees are able to find time to vote either before or after their regular work schedule. If employees are unable to vote in an election during their non-working hours, Logos will grant one hour of paid time off to vote.

Employees should request time off to vote from their supervisor at least two working days prior to the election day. Advance notice is required so that the necessary time off can be scheduled at the beginning or end of the work shift, whichever provides the least disruption to the normal work schedule.

401K PLAN

Logos currently offers a 401K plan through Key Corp Trust. Employees in the following employment classifications are eligible to join the plan:

·         Management employees

·         Salaried employees

·         Regular full-time hourly employees

Employees who are over the age of 21 and have reached their first year anniversary date are eligible for pre-tax payroll deductions to be made to the 401K plan. Full plan information is available through the Logos Human Resources Department.

EMPLOYEE HEALTH PROGRAM

Logos currently offers a health plan through Regence Blue Shield.  The benefit package covers medical and dental care. Limited vision care is available through the medical plan. Employees in the following employment classifications are eligible for coverage:

·         Management employees

·         Salaried employees

·         Regular full-time hourly employees

Employees who have met the 90 day probationary period may complete the application for coverage.  It is the employee’s responsibility to complete the paperwork and initiate the coverage with the Payroll Dept. The employee has a $20.00 per month payment towards coverage and Logos pays the remainder of the Premium.  Family members may be carried on the policy with the employee paying the premium. Premium amounts will be deducted from the employee's bi-weekly pay. Full plan information is available from Linda Phillips in Accounting.

BENEFITS CONTINUATION (COBRA)

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Logos' health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation; and a dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or beneficiary pays the full cost of coverage at Logos' group rates plus an administration fee.

Logos provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under Logos' health insurance plan. The notice contains important information about the employee's rights and obligations.

TRAVEL EXPENSES

Logos will reimburse employees for reasonable business travel expenses incurred while on assignments away from the normal work location. All business travel must be approved in advance by the Accounting Manager.

Employees whose travel plans have been approved are responsible for making their own travel arrangements.

When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives will be reimbursed by Logos. Employees are expected to limit expenses to reasonable amounts.

Employees who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by Logos may not be used for personal use without prior approval.

When travel is completed, employees should submit completed travel expense reports within 30 days. Reports should be accompanied by receipts for all individual expenses.

Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, expense reports, reimbursement for specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.

USE OF EQUIPMENT

Equipment e essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor if any equipment, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee's responsibility for maintenance and care of equipment used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in disciplinary action, up to and including termination of employment.

TELEPHONES

To assure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so.

Employees may be required to reimburse Logos for any charges resulting from their personal use of the telephone.

ELECTRONIC MAIL

Electronic mail is available to Logos employees for communication within and without the organization. Electronic mail is provided for the purpose of conducting company business. Employees may make personal use of Logos' email facilities, within reason, but Logos does not recognize any use of Logos owned email software, data or facilities as privileged or private.

Logos provides email as a tool for official, corporate communication and reserves the right to archive and inspect any communication through Logos owned email facilities.

COMPUTER SOFTWARE

The possession or use of unlicensed computer software is a crime. Logos desires to be fully authorized and licensed to use all software on company computers in compliance with its' licensing requirements. Software "piracy" will not be accepted; employees who knowingly pirate software for use inside or outside Logos may be subject to disciplinary action or termination.

Personal software may be installed on company equipment with the permission of your supervisor and the Networks and Systems department All software installed on a workstation must be scanned by Networks and Systems for viruses before it may be installed.

EMPLOYEE CONDUCT AND WORK RULES

To ensure orderly operations and provide the best possible work environment, Logos expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

·         Theft or inappropriate removal or possession of property

·         Falsification of time keeping records

·         Working under the influence of alcohol or illegal drugs

·         Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace

·         Fighting or threatening violence in the workplace

·         Boisterous or disruptive activity in the workplace

·         Negligence or improper conduct leading to damage of employer-owned or customer-owned property

·         Insubordination or other disrespectful conduct

·         Violation of safety or health rules

·         Smoking in prohibited areas

·         Sexual or other unlawful or unwelcome harassment

·         Excessive absenteeism or any absence without notice

·         Unauthorized absence from work station during the workday

·         Unauthorized disclosure of business “secrets” or confidential information

·         Violation of personnel policies

·         Unsatisfactory performance or conduct

SEXUAL AND OTHER UNLAWFUL HARASSMENT

Logos is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes or comments based on an individual's sex, race ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. As an example, sexual harassment (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.

Employees should immediately report any incident of sexual or other unlawful harassment promptly to his or her supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the Department Manager or the Human Resource Department. Employees can raise concerns and make reports without fear of reprisal.

Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

PERSONAL APPEARANCE

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image Logos presents to the community. Consult your supervisor or department head if you have questions as to what constitutes appropriate attire. Guidelines include:

·         Dress in a way that is consistent with the image of a casual but still professional organization.

·         Dress in a way that indicates that you take pride in your personal hygiene.

VISITORS IN THE WORKPLACE

All visitors should enter Logos at the main entrance. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors.

If an unauthorized individual is observed on Logos' premises, employees should immediately notify their supervisor or, if necessary, direct the individual to the main entrance.

SOLICITATION

In an effort to assure a productive and harmonious work environment, persons not employed by Logos may not solicit or distribute literature in the workplace at any time for any purpose.

Logos recognizes that employees may have interests in events and organizations outside the workplace. However, employees may not solicit or distribute literature concerning these activities during working time. (Working time does not include lunch periods, work breaks, or any other periods in which employees are not on duty.)

Examples of impermissible forms of solicitation include:

·         The distribution of literature not approved by the employer

·         The solicitation of memberships, fees, or dues

In addition, the posting of written solicitations on company bulletin board is prohibited. Bulletin boards are reserved for official organization communications.

SECURITY INSPECTIONS

Logos wishes to maintain a work environment that is free of illegal drugs, alcohol, explosives, or other improper materials. To this end, Logos prohibits the possession, transfer, sale, or use of such materials on its premises. Logos requires the cooperation of all employees in administering this policy.

Desks, lockers, and other storage devices may be provided for the convenience of employees but remain the sole property of Logos. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Logos at any time, either with or without prior notice.

FIREARMS

Logos supports the individual citizen’s Second Amendment rights to bear arms. However, the workplace is not a shooting or hunting facility and the only regular need for a weapon is in the context of self defense. There should be no need to openly carry or store a weapon at Logos, and since concealed carry of a weapon to and from the workplace requires a state permit Logos will require employees who wish to carry weapons to have such a permit. A photocopy of the permit must be filed in the personnel files.

Employees permitted to carry a concealed weapon will be expected to keep the weapon concealed and in their possession or securely locked out of sight.

Washington state law places restrictions on the handling of weapons. It is expected that Logos employees will at all times comply with these laws. Brandishing, threatening, pointing, or other careless or inappropriate behavior with a firearm will be grounds for immediate termination.

SMOKING

In keeping with Logos' intent to provide a safe and healthful work environment, smoking is prohibited throughout the workplace.

This policy applies equally to all employees, customers, and visitors.

EMERGENCY CLOSINGS

At times, emergencies such as severe weather, fires, power failures, or earthquakes, can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility.

When operations are officially closed due to emergency conditions, the time off from scheduled work will be paid.

RETURN OF PROPERTY

Employees are responsible for items issued to them by Logos or in their possession or control, such as the following:

·         Credit cards

·         Equipment

·         Keys         

·         Manuals

·         Written materials

All Logos property must be returned by employees on or before their last day of work.

RESIGNATION

Resignation is a voluntary act initiated by the employee to terminate employment with Logos. Although advance notice is not required, Logos requests at least one week' written notice of resignation from nonexempt employees and two weeks' notice from exempt employees.

If an employee is absent without notice for more than five days, Logos will assume that the employee has resigned.

Prior to an employee's departure, an exit interview will be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits.

POSTED FEDERAL AND STATE POLICIES

Logos makes every attempt to comply with the standards set by Washington and the U.S. Dept. of Labor. Posted in two areas of the building are policies regarding:

·         Your rights as a worker

·         Family Leave

·         Job Safety & Health Protection

·         On the job injuries

·         Job discrimination

·         Polygraph protection

Please bring any questions to the attention of your supervisor or the Human Resource Department.

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