Employee Handbook 2013

8/13/2019 Employee Handbook 2013

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2013Employee Handboo

North America Employee

Revision Date:April, 2


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CORPORATE OVERVIEW...............................................................................................................................................1

EMPLOYEE RIGHTS AND RESPONSIBILITIES ........................................................................................................3

EQUAL EMPLOYMENT OPPORTUNITY .................................................................................................................................3

EMPLOYMENT AT-WILL .....................................................................................................................................................3

CIBER'S CODE OF BUSINESS CONDUCT AND ETHICS ...........................................................................................................4

Introduction...................................................................................................................................................................4

Conflicts of Interest .....................................................................................................................................................4Confidentiality...............................................................................................................................................................5

Protection and Use of Company and Client Assets ...............................................................................................6Compliance with Laws/Trading in Securities ...........................................................................................................7Open Door Policy/ Ethics Compliance .....................................................................................................................7

Accurate Books and Records/ Public Disclosure of Company Information ........................................................8Doing Business with the Government......................................................................................................................9Foreign Corrupt Practices Act.................................................................................................................................11

Political Contributions and Activities/Lobbying......................................................................................................12Relationships with Suppliers ....................................................................................................................................13Client Relationship ....................................................................................................................................................13Competition ................................................................................................................................................................14Gathering Competitive Information .........................................................................................................................14

Intellectual Property ..................................................................................................................................................14Communications with the Financial Community and Media ...............................................................................15Contract Authorizations ............................................................................................................................................15Harassment and Non-Discrimination......................................................................................................................16Workplace Safety ......................................................................................................................................................17Compliance with this Code ......................................................................................................................................18Questions and Resources ........................................................................................................................................18

DRUG AND ALCOHOL POLICY ...........................................................................................................................................19

Introduction.................................................................................................................................................................19ANTI-VIOLENCE POLICY ...................................................................................................................................................20

Introduction.................................................................................................................................................................20Definitions ...................................................................................................................................................................21Enforcement...............................................................................................................................................................21

Possession of Weapons and Other Dangerous Items .........................................................................................21EMPLOYEE-MANAGER RELATIONSHIP..............................................................................................................................22PERFORMANCE APPRAISALS .............................................................................................................................................22

PERSONNEL RECORDS AND PERSONNEL INFORMATION ....................................................................................................22

PROTECTED HEALTH INFORMATION - HIPAA ..................................................................................................................22

OUTSIDE EMPLOYMENT ....................................................................................................................................................23

COMPUTER SECURITY.................................................................................................................................................24

INTERNET USE ..................................................................................................................................................................24

PRIVACY AND PROPRIETARY ISSUES.................................................................................................................................24

ABUSES.............................................................................................................................................................................25

USE OF THE INTERNET WHILE ON CLIENT SITES................................................................................................................25

USE OF COMMUNICATION SYSTEMS .................................................................................................................................25

SOFTWARE LICENSING......................................................................................................................................................26

TRAVEL.............................................................................................................................................................................27

TRAVEL ............................................................................................................................................................................27

Vehicle Use While on Company Business ............................................................................................................27

PAYROLL PRACTICES ..................................................................................................................................................28

EMPLOYMENT CLASSIFICATIONS ......................................................................................................................................28

Introduction.................................................................................................................................................................28Full-Time Full Benefit Eligible Employees .............................................................................................................28Full-Time Choice Plus Benefit Eligible Employees...............................................................................................28


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General Information ..................................................................................................................................................41COMMUTERBENEFITS ......................................................................................................................................................42

Eligibility......................................................................................................................................................................42General Information ..................................................................................................................................................42

OTHERSUPPLEMENTAL BENEFITS ....................................................................................................................................42


COMPUTERASSISTANCE PLAN .........................................................................................................................................42

Eligibility......................................................................................................................................................................42

General Information ..................................................................................................................................................42EMPLOYEE REFERRAL BONUS PROGRAM .........................................................................................................................43


ADOPTION ASSISTANCE ....................................................................................................................................................43


DISCOUNT PROGRAMS ......................................................................................................................................................43


DRESS GUIDELINES.......................................................................................................................................................44

GUIDELINES FORDETERMINING APPROPRIATE ATTIRE ....................................................................................................44

ATTIRE AT CLIENT SITES ..................................................................................................................................................44ATTIRE FORRECRUITING EVENTS.....................................................................................................................................44

BUSINESS ATTIRE IN CIBEROFFICES ................................................................................................................................44

BUSINESS CASUAL ATTIRE IN CIBER OFFICES ..................................................................................................................44

Slacks..........................................................................................................................................................................44Shirts ...........................................................................................................................................................................44Dresses and Skirts ....................................................................................................................................................45Footwear.....................................................................................................................................................................45Other............................................................................................................................................................................45

CIBER, INC. EMPLOYEE HANDBOOK RECEIPT....................................................................................................46


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Ciber, Inc. Employee Handbook Revision 04/2013

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CORPORATE OVERVIEW

As a member of the Ciber team, you are part of a publicly held corporation that has helped clientsget the most from their technology investments since 1974. Our client-focused, results-drivenapproach to business has fueled Cibers growth to become a global IT consulting company withmore than 7,000 employees serving businesses and governments around the world.

If there is one attribute that sets Ciber apart from competitors, it is the people who work here and thetrusted relationships we build with clients. Ciber professionals earn that trust by listening, learningabout clients businesses and collaborating with them to implement technology solutions that delivertangible business value.

In all actions, interactions and decisions we hold ourselves to the highest standards of integrity andethical business conduct, whether they involve clients, competitors, partners, other stakeholders oreach other. We consistently take a positive approach to problems and tasks. We strive for effectiveclient and intra-company communications. We complete assignments on time and within budget.And we continuously pursue both personal and professional growth.

Ciber employees, and their expertise, integrity and dedication, have driven the success weveachieved so far and form the foundation for Cibers continued growth.

The purpose of this handbook is to serve as a key resource for standards and guidance to help eachof us excel in our roles. It supports us in continuing to enhance both our personal reputations forexcellence and Cibers strength in the marketplace. Together we will continue to grow and prosperas a business. Thank you for being an integral part of Cibers success.

A b o u t T h e E m p l o y e e H a n d b o o k

The employee handbook describes our organization and the companys practices and policies thatprovide the foundation and important guidelines for working together effectively. This handbook isapplicable to most Ciber employees working in the U.S. In addition, Ciber publishes separatehandbooks for employees in some separate employment classifications. Employees should consulttheir Human Resource Specialist regarding whether a separate handbook may apply. Please readthe handbook carefully and use it as a reference on occasions when uncertain of our policies. Ourpersonnel policies are intended to help employees perform their job responsibilities more effectively.Knowing the guidelines allows employees to concentrate on the work at hand without the uncertaintythat may develop in the absence of established policies. Still, we recognize that not everycircumstance and situation can be anticipated by a policy or procedure.

This Employee Handbook summarizes the major points of Ciber benefit plans and personnelpolicies, and does not detail all provisions, limitations, and exclusions of the plans or policies, all of

which are subject to change. The official plan documents and policies are available by accessingthe policies and procedures section on Cibers Intranet, Ciberspace. A copy of this handbook is alsoavailable on Ciberspace.

This Employee Handbook does not constitute an employee contract and does not offeremployment for any length of time or under any particular terms or conditions. Ciber, Inc.reserves the right to amend, modify, and waive the contents herein, with or without notice, from timeto time. Where more detailed plan documents and insurance policies exist, such documents willprevail as to any conflicts herein. It is recommended that an employee consult the most currentpolicy or plan document when reviewing a particular issue.


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EMPLOYEE RIGHTS AND RESPONSIBILITIES

E q u a l E m p l o y m e n t O p p o r t u n i t y

Ciber is an Equal Employment Opportunity Employer and strives to comply with all applicable lawsprohibiting discrimination based on race, color, sex, religion, age, national origin or ancestry,

disability, veteran status, marital status, genetic information, as well as any other category protectedby federal, state, or local laws. All such discrimination is unlawful and all persons involved in theoperations of Ciber are prohibited from engaging in this type of conduct.

Ciber continues to make a commitment to recruiting, hiring, training, and promoting into all job levelsthe most qualified persons without regard to the protected characteristics described above.Employment decisions are based on objective standards as well as the furtherance of EqualEmployment Opportunity.

In accordance with applicable federal and state law protecting qualified individuals with knowndisabilities, Ciber will attempt to reasonably accommodate those individuals unless doing so wouldcreate an undue hardship on Ciber. Any qualified applicant or employee with a disability who

requires an accommodation in order to perform the essential functions of the job should contact theirmanager and request an accommodation.

Employees should report every instance of perceived unlawful discrimination to their immediateCiber manager or to any other Ciber manager or to the Vice President of Employee Services,regardless of whether they or someone else is the subject of that treatment. Detailed reports(including names, descriptions, and actual events or statements made) will greatly enhance Cibersability to investigate. Any documents supporting the allegations should also be submitted. Uponreceipt of a complaint, Ciber will conduct an investigation. Ciber prohibits any form of retaliation forsubmitting complaints and for cooperating in any investigation. Any supervisor or employee whoretaliates against the accuser or those involved in the investigation will be subject to disciplinaryaction which may include termination.

If the investigation determines that a violation of Cibers policies has occurred, Ciber will takeappropriate disciplinary action which may include termination of employment, against those whoengaged in the misconduct.

E m p l o y m e n t A t - W il l

Employment with Ciber may be terminated for any reason, or no reason, with or without cause ornotice, at any time by the employee or Ciber. Nothing in this Handbook, other writtencommunication, or any oral statement shall limit either Cibers or any employees right to terminatethe employment relationship at either partys will.

This policy of at-will employment may be revised, deleted, or superseded only by a writtenemployment agreement signed by the CEO that expressly revises, modifies, deletes, or supersedesthe policy of at-will employment. If the employment is covered by a written employment agreement,nothing in this Employee Handbook or in any oral statement shall modify or amend the terms of thatagreement.

With the exception of employment at-will, terms and conditions of employment with Ciber may bemodified at the sole discretion of the company with or without cause or notice at any time. Noimplied contract concerning any employment-related decision, the duration of employment, or termor condition of employment can be established by any other statement, conduct, policy, or practice.


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C i b er ' s C o d e o f B u s i n e s s C o n d u c t a n d E t h i c s

Introduction

Ciber believes that good ethics are the basis for good business practices that will produce the bestresults for our shareholders. Cibers Code of Business Conduct and Ethics contains the ethical

principles that guide our behavior and are required to meet ethical and legal standards for ourbusiness. All Ciber personnel are expected to read, understand, support and practice the policies inthis Code. They apply to all employees, officers and directors of Ciber (hereinafter Ciber or theCompany), all of whom will be referred to as employees or you and yours in the Code. ThisCode supplements the other policies and procedures found on Ciberspace.

Ciber does business across the world, and that means employees may be subject to the laws ofdifferent countries and organizations such as the European Union. Each of us has an importantresponsibility to know and follow the laws that apply wherever we work.

Ciber, Inc. is a corporation organized in the United States. For this reason and others, U.S. law mayapply even when business activities are conducted outside the U.S. Other countries may apply their

laws outside their boundaries too.

Since Cibers independent contractors and subcontractors represent Ciber in their businessdealings, they must also comply with our policies. Ciber employees are responsible for educatingthe independent contractors and subcontractors about the policies to ensure they meet therequirements of Cibers Code of Business Conduct and Ethics.

The Company will review and revise these policies as necessary to meet the changing needs of thebusiness. Although the Company will make a reasonable effort to notify employees of changes, thepolicies may change with or without advance notice. This Code of Conduct does not constitutean employment contract and does not offer employment for any length of time.

Conflicts of Interest

The Company wants to avoid issues that may arise when your personal interests (business,financial, civic or professional) conflict with the interests of the Company and/or with their loyalty,judgment or decision-making. Even the appearance of a conflict of interest can be harmful, becauseit may look like poor judgment was used.

These rules also apply to your immediate family members and other relatives or individuals living inyour home. Immediate family members include spouse or same-sex domestic partner, child, parent,sibling, grandparent, grandchild, in-law (mother, father, sibling) and step-relatives (father, mother,sibling, child).

Likely areas of conflicts of interest are listed below.

Do not use company time, materials, equipment, information or other assets (for example,trade secrets, client or vendor information, etc.) for personal purposes and/or financial gain.

Do not participate in a decision to select a vendor, contractor or subcontractor with whichemployee has a personal interest.

Do not take advantage of business opportunities reasonably available to Ciber.


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To assist you in determining if you have a conflict of interest in a particular situation, you shouldconsider the following:

1. Whether you or any member of your immediate family or household have been a director,officer, owner, partner, employee, agent, consulting company, contractor or subcontractor ofa firm that is a competitor, client or supplier of Ciber's or whether you are in a close businessor personal relationship with anyone associated with that firm;

2. Whether you have proprietary information from a prior employer;

3. Whether you or any member of your immediate family or household has more than a onepercent financial interest in any firm that is a competitor, client or supplier of Ciber's and, ifso, are you or any of your direct reports involved with decisions, contracts,recommendations, etc. with respect to such firms;

4. Whether you or any member of your immediate family or household is in an elected orappointed office or advisory position in federal, state or local government; and

5. Whether there is any other business or personal situation that you feel could be interpreted

as an actual or potential conflict of interest.

Contact the Law Department to report a possible conflict of interest or if further assistance isneeded.

Confidentiality

Ciber expects all employees to respect the confidential information of Ciber, Ciber subcontractorsand Ciber clients (collectively Ciber Information) with which they may be entrusted. CiberInformation includes any information that derives economic value from not being generally known toother persons, including, but not limited to, methods and techniques, client lists and profiles,business operations, data, finances, accounting procedures, billing rates, contractor fees,projections, estimates, tax records, employee lists, candidate lists, employee compensation,personnel history, existing and future products and services of Ciber and its clients. Ciber considersall such information to be trade secrets and expects its employees to do the same.

You may use Ciber Information in the general course of doing business; however, all CiberInformation must be safeguarded against loss, damage, misuse, theft, fraud, sale, disclosure orimproper disposal.

Ciber Information may not be used for personal purposes or disclosed outside the Company. Doingso could damage the Company, competitively or financially. In addition, the confidential informationof others may not be copied without the owners written permission. For example, do not reproduce,distribute or alter material from books, trade journals, magazines or licensed computer software, oruse music or videotapes without the owners written authorization.

If you leave Ciber, you remain legally obligated to not disclose Ciber Information to any newemployer or anyone else who has not signed an appropriate non-disclosure agreement with Ciber orCiber's clients. Ciber Information also includes information regarding the particular skill sets,assignments or expertise of Cibers employees. Accordingly, you may not share this information withyour new employer to facilitate the new employers recruitment of Ciber personnel.

Any disclosure of this information may subject you to legal liability in an action brought by eitherCiber or the client against you.


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Protection and Use of Company and Client Assets

It is your responsibility to know these guidelines, and to conduct their activities accordingly.

You are responsible for the appropriate use, maintenance and protection of Company and clientassets from theft, damage or loss whether on or off Company or client premises. The term assetsincludes but is not limited to:

Computer hardware and software, network services such as telephone, voice mail,facsimile, e-mail, Internet access and third party services

Cell phones and pagers Copiers, supplies and records Company funds and financial assets

These assets are to be used for business purposes in serving the interest of the Company and ofour clients in the course of normal operations. You should be aware that the data and documentsyou create on the corporate assets remains the property of Ciber.

For security, network maintenance and other purposes, authorized individuals within Ciber maymonitor equipment, systems and network traffic at any time.

Here are some ways you can protect Company and client funds and property: Make sure expenditures are only for authorized and legitimate business purposes. Keep accurate and complete records of funds spent. Use corporate charge cards only for business purposes. Make sure Company and client assets (including passwords and other methods used to

access or transmit data) and the information they contain are protected againstunauthorized access, use, modification, destruction, theft, loss or disclosure.

Use Cibers trademarks and service marks in accordance with Company instructions. Use telephones, e-mail and the Internet only for legitimate business purposes. While

some incidental personal use may be permitted, these means of communication mustnever be excessive or used for illegal purposes, or in a manner inconsistent with Ciberspolicies and this Code.

Plan travel well in advance and book appropriately to get best travel rates.

Company funds may not be used for personal purposes. If you are issued a corporate credit card, itmay only be used for business purposes. The Company may recover unauthorized expenses fromyou that are inappropriately classified as business. If you submit unauthorized expenses, correctiveaction could be taken against you up to and including termination.

Actual or suspected loss, damage, misuse, theft, embezzlement, or destruction of Company funds orCompany or client property should be reported immediately to the Chief Financial Officer.

The following activities are strictly prohibited, with no exceptions:

Violations of the rights of any person or company protected by copyright, trade secret,patent or other intellectual property, or similar laws or regulations, including, but notlimited to, the installation or distribution of pirated or other software products that are notappropriately licensed for use by Ciber.

Unauthorized copying of copyrighted material including, but not limited to, digitization anddistribution of photographs from magazines, books or other copyrighted sources,


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copyrighted music or video, and the installation of any copyrighted software for whichCiber or the end user does not have an active license is strictly prohibited.

Introduction of malicious programs into the network (e.g., viruses, works, Trojan horses,e-mail bombs, etc.).

Executing any form of network monitoring which will intercept data not intended for theemployees host, unless this activity is part of your normal authorized job function.

Circumventing user authentication or security of any host, network or account. Under no circumstances are you, as in an employee of Ciber, authorized to engage in

any activity that is illegal under local, state, federal or international law while utilizingCiber or client owned resources.

Compliance with Laws/Trading in Securities

Employees and Ciber must comply with all federal, state and local laws, rules and regulationsapplicable to Ciber and its business operations. Many of the policies in this Code facilitatecompliance with those laws, rules and regulations.

Because the common stock of Ciber, Inc. is traded publicly on the New York Stock Exchange(NYSE) under the symbol CBR, the securities laws place certain restrictions on Ciber employees inthe buying and selling of Ciber stock or publicly traded options to buy or sell Ciber stock.Accordingly, you have material, non-public information relating to Ciber or any of its subsidiaries,you may not buy or sell securities of the Company or engage in any other action to take advantageof, or pass on to others, that information. Transactions that may be necessary or justifiable forindependent reasons (such as the need to raise money for an emergency expenditure) are noexception.

In addition, if you have material, non-public information relating to any proposed acquisition of, orbusiness combination with, any public company or any other financial or other material informationregarding any other public company arising out of your position with the Company, you may not buyor sell securities of that company or engage in any other action to take advantage of, or pass on toothers, that information.

Material Information

Material information is any information that a reasonable investor would consider important in adecision to buy, hold or sell stock (i.e., any information that could affect the price of the stock).Examples of material information include news of current earnings or losses, projections of futureearnings or losses, news of a pending or proposed merger, acquisition or tender offer, changes individend policies, the declaration of a stock split, the offering of additional securities, changes inmanagement, and financial liquidity matters. Either positive or negative information may beconsidered material. If you have material information about Ciber, you must not pass the informationon to others who may use the information to buy or sell Ciber stock for their own accounts.

Transactions by Family Members

The same restrictions apply to your family members and others living in the household. You areresponsible for the compliance by your immediate family and personal household members.

Open Door Policy/ Ethics Compliance

Every employee has a responsibility to maintain and advance the business ethics reputation of theCompany and its employees. It is managements obligation to establish and maintain processes toprevent, detect, report, and correct violations; and to make all appropriate disclosures to others withan interest in the ethical performance of the Company. All employees have parallel responsibilities to


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act in compliance with the Code and, to maintain high business ethics standards and a workenvironment of trust and respect.

Ciber believes that open communication is essential to a successful, ethical work environment andyou should feel free to raise issues of concern without fear of reprisal. You have an open door toany level of management including the President of the Company. Differing opinions andexpressions of concern are welcome. While we may disagree with one another, we know that

healthy debate is important. We keep the communications channels open.

When communication takes the form of a concern or complaint, you can take that concern orcomplaint to your Ciber manager. If the complaint is regarding your supervisor, or if the supervisorcannot solve the issue, you may take the matter to higher management or other appropriate personswithout fear of reprisal or retaliation. Although Ciber cannot guarantee that every concern orcomplaint will be resolved to your satisfaction, all complaints will be investigated thoroughly,promptly and consistently, without bias or judgment, regardless of the manner in which they arereported or the individuals involved. To the extent possible, the Company will keep complaints andtheir resolution confidential. You are expected to cooperate in Company investigations and answerquestions truthfully to the best of their ability. You should not undertake investigations on your own.If you believe a potential violation of a policy or the law occurred, please contact either the General

Counsel in the Law Department or the Vice President of Employee Services.

Where an audit or investigation reveals the need to take corrective measures, you have anobligation to cooperate in implementing changes in the systems, practices or procedures to avoidfuture ethics problems. However, it is a management obligation to determine, based on the facts andcircumstances of each case, whether an ethical infraction warrants disciplinary action. Such actionmay involve penalties up to and including termination of employment.

Disciplinary action, or lack thereof, does not preclude criminal or civil action by government agenciesor law enforcement authorities for suspected ethics violations that may also breach applicable laws.At sites performing work under certain government contracts, ethics violations may also result in awithdrawal or denial of an individuals security access by the issuing authority, which may or may not

impact continued employment.

Accurate Books and Records/ Public Disclosure of Company Information

It is extremely important that financial and other disclosure provided in Cibers reports anddocuments filed with or submitted to the United States Securities and Exchange Commission(SEC) and in other public communications made by Ciber be full, fair, accurate, timely andunderstandable. While the Companys Chief Executive Officer, Chief Financial Officer, ChiefAccounting Officer, Controller and other Company employees performing similar functions areprimarily responsible for compliance with these disclosure requirements, all Company employeesare accountable within the scope of their duties for ensuring that Cibers accounting, financial andother systems provide accurate and timely reporting of transactions involving Company assets so

that, among other things, the SEC reports and other public communications about the Companyrepresent the Companys financial and non-financial information in a full, fair, accurate, timely andunderstandable manner. Every accounting or financial record, as well as the underlying supportdata, must accurately describe transactions without omission, concealment, or falsification ofinformation, and must comply with applicable accounting standards.

Books are defined as documents (including electronic files) containing accounting, inventory,financial, securities and corporate information.

Records are defined as all information recorded for the Company, such as:


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Employee time reports and payroll records (i.e. overtime, Personal Time Off or otherexception time)

Sales transactions and billing records Purchasing transactions, including bills and invoices Permits and licenses Government reports Expense account records

Questions about requirements for financial reporting may be directed to the Chief Accounting Officeror Chief Financial Officer. In addition, Cibers Audit Committee has established a complaintprocedure for the receipt, retention, and treatment of complaints received by Ciber regardingaccounting, internal controls or auditing matters. This procedure allows for the confidential,anonymous submission by employees of Ciber of concerns regarding questionable accounting orauditing matters and can be found on the Companys website at www.ciber.com, under Investors,Corporate Governance.

Document Management and Retention

You are responsible for protecting, maintaining and destroying records appropriately. Records

include information in paper documents and electronic files found on computer hard drives, fileservers, e-mail, disks, CDs, microfilm, DVDs, databases (including PMRx or Ciber records oncustomer databases) or any other media. You must manage records in a consistent manner toprovide an accurate audit trail of the Companys business transactions.

The length of time a record must be kept is determined by business and legal requirements. Whenrecords are no longer needed, they must be destroyed according to the retention schedule outlinedin the Companys Document Retention Policy accessible on Ciberspace unless such records aresubject to legal hold issued by the Companys Law Department. Such records can only bedestroyed according to the retention schedule when the Law department has released the legalhold. Timely destruction reduces the cost of space, equipment and personnel necessary to store,organize and handle the high volume of records. It also helps the Company meet legal requirements

established by federal, state and/or local laws, regulations and statutes.

You should review their records on an annual basis, if not more often. See the Document RetentionPolicy on Ciberspace for more information.

Doing Business with the Government

Special care must be taken when dealing with federal, state and local government clients. Activitiesthat might be appropriate when working with private sector clients may be improper and evenunlawful when dealing with government employees. For example, under the federal ProcurementIntegrity Act, it is generally unlawful for Ciber employees to discuss employment or businessopportunities with any government official involved in a pending procurement; to solicit or obtaincertain types of information from the government employee; work or consult on a proposal for acontract where that employee was involved in the procurement as a government employee duringthe preceding year.

The law also strictly prohibits offering or giving anything of value to a government employee involvedin a pending procurement. Ciber policy strictly forbids the offering or giving of anything of value togovernment employees who work in government agencies that may be involved in decisions topurchase services or products from Ciber. This Ciber policy applies to state, local and foreigngovernment employees involved in procurement decisions as well as federal governmentemployees.


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Federal law prohibits offering, soliciting or accepting any kickback, as well as including any kickbackamount, in a contract with the United States. The prohibition on kickbacks applies to bothgovernment and contractor employees. You may not solicit, accept, offer, or give anything of value,including money, fees, tickets, commissions, credit, gifts, gratuities, property, or compensation ofany kind, for the purpose of obtaining or rewarding favorable treatment in connection with a Cibercontract or subcontract. The provision of anything of value can result in Ciber being disqualified frombidding for government procurement contracts. As you interact professionally and socially with

government employees, you must avoid even the inference that any act was intended to obtainfavorable treatment under our contract. A gesture intended to promote good will may have theopposite effect by making the recipient uncomfortable about having to turn down (and possiblyreport) the offer. There is no minimum standard of value under the law anything of value, no matterhow small, may give rise to a violation.

In addition, federal criminal and civil laws and regulations prohibit or restrict employment discussionswith certain current government employees. They also prohibit permanently, or limit for certainperiods of time, the type of work that may be performed by a former government employee. Becausethese laws and regulations change periodically, the Law Department should be consulted beforeresponding to or initiating any contact with a government employee concerning present or futureemployment opportunities.

Any questions regarding application of this policy to state and local government officials should bedirected to the General Counsel, Ciber Law Department. Actual or possible violations of certainlaws may need to be reported to the government; therefore, actual or suspected violations shall bereported to the General Counsel. The Law Department will ensure that the reporting requirementsof these laws are accomplished.

Export Control

In order to protect U.S. national security and preserve scarce resources, the United Statesgovernment restricts the export of certain technology and products, including certain computersoftware and technical goods and data. You must observe restrictions applicable to our business

placed on the export and re-export of a U.S. product or component of a product, good, service, ortechnical data. These laws apply to more than just Ciber operations in the U.S. The U.S. assertsjurisdiction over the export of U.S. products and technical data, and any re-export from one countryto another. Other countries may impose similar restrictions on the export of their products.

Export laws cover more than just physical shipments. They also cover electronic transfers oftechnical data, software or technology, or the provision of services over the Internet, an extranet oran intranet; application development and delivery; e-business and e-services activities; providingtechnical specifications and performance requirements to suppliers for procurement from non-U.S.sources; and providing technical assistance abroad, providing technical data within the U.S. to anon-U.S. citizen - all involve activities that are subject to U.S. and other country export laws.

It is against the law to engage in export activities without authorization or to facilitate theunauthorized transfers of Ciber technology. Penalties for failure to comply with export laws aresevere and can result in fines, loss of export privileges and imprisonment. If you have questions onexport-related issues, talk with your manager or the Law Department.

Anti-boycott

Ciber and you are prohibited from complying with or supporting a foreign countrys boycott of acountry unless a qualifying exception is allowed. Ciber is also required to report promptly to the U.S.


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Government any request to support a boycott or to furnish information concerning a boycott. Youshould advise the Law Department of any such request.

Deemed Exports

Certain actions that you might not regard as an export in other contexts do constitute an exportsubject to the Export Administration Regulations. For example, the release of technology to aforeign nation in the United States through such means as demonstration or oral briefing is

deemed an export. Contact the Law Department if you have any questions.

Anti-Bribery and Anti-Corruption

Ciber and its subsidiaries and affiliates must be good citizens in every country where we conductbusiness. Accordingly you are required to comply with laws regarding anti-bribery and anti-corruption.

The U.S. Foreign Corrupt Practices Act (FCPA) was passed in 1977 and the UK Bribery Act (theBribery Act) became effective July 1, 2011. Because of its extensive extra-territorial application,many international companies like Ciber fall within the scope of the similarly broad extra-territorialapplication and is widely considered to be more far reaching that the FCPA in a number of respects.

Because of the extra-territorial reach of both Acts, Ciber will fall with the scope of both the FCPA andthe Bribery Act.

The Bribery Act applies to bribery both domestically and with foreign elements. The FCPA onlyapplies to bribery involving foreign officials although domestic bribery is covered by other laws.

Foreign Corrupt Practices Act

The Foreign Corrupt Practices Act (FCPA) prohibits you from offering, paying, promising to paymoney or give anything of value, directly or indirectly, to officials of any foreign government, toemployees of companies owned by a foreign government, candidates for foreign political office, orforeign political parties or party officials (collectively Foreign Officials) knowing that the money orgift will be offered or given for the purpose of:

Influencing a government officials decision, including a decision to fail to perform his or herlawful duty;

Causing the government official to use his or her influence with the government to gain anyimproper advantage; or

Assisting a company in obtaining or retaining business.

The FCPA requires companies to keep accurate books and records so that payments are honestlydescribed and not used for unlawful purposes. These accounting standards are designed to preventoff-the-book transactions, including kickback, bribes, and slush funds. They require Ciber to keepbooks, records and accounts so that they accurately reflect all business transactions.

The UK Bribery Act prohibits Ciber, its subsidiaries and its employees from committing carious actsassociated with bribery anywhere in the world. Bribery means giving or received or agreeing to giveor received and undue reward, whether financial or non-financial, to influence the behavior ofsomeone in government or business to obtain commercial advantage.

In particular, The Bribery Act prohibits: Giving, promising or offering a bribe Requesting, agreeing to received or accepting a bribe Bribing a foreign official or Failing to prevent bribery


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The Bribery Act applies to both individuals and companies who are: UK citizens or residents (including citizens living out the UK) Non-UK citizens and residents where the bribe occurs in the UK UK headquartered companies Companies that operate in the UK whose employees or agents (regardless of nationality)

commit bribery.

Both the FCPA and the Bribery Act can subject the company and then individuals involved tounlimited fines and penalties. In additional corruption-related allegations can result in time-consuming regulatory investigations, disrupted business operations and significant damage to theCompanys brand and reputation.

Under the FCPA, there is an exception relating to certain facilitating payments to foreignGovernment employees. Ciber discourages these payments, and a payment may be made only inthese limited circumstances:

You obtain approval from the Law Department. It is legal in the country in question. It is necessary to obtain or expedite the performance of routine, non-discretionary, legitimate,

customary duties, such as mail delivery, scheduling inspections or customs clearance. It is requested by the Government employee. The payment is small (below $250 on an annual basis) and is fully and accurately recorded

on the companys books. It does not involve a decision to award business to, or to continue doing business with, the

company.

In some countries all such payments are considered illegal and therefore should never be made.Payments may never be made to any U.S. Government employee.

Political Contributions and Activities/Lobbying

Ciber complies fully with all federal, state, local and foreign laws governing the contribution of fundsor assets to candidates for political office or to political parties. Under federal law, Ciber may notcontribute corporate funds or make in-kind corporate contributions to candidates for federal officeand no employee or agent may approve such contributions on behalf of the Company. In thosestates that prohibit contributions to state political candidates, Cibers policy is the same as that forfederal candidates. Any request for or interest in Ciber making a contribution to a political candidateor party must be forwarded to and handled by Cibers General Counsel. Any questions regardingthis policy should be directed to the Law Department.

Because lobbying and lobbyists are regulated by the law, you may not engage in lobbying on behalf

of the Company or engage others to do so unless specifically requested to do so by an electedofficer of the Company in consultation with the Law Department.

In addition, federal law prohibits the recipient of a federal contract, grant, loan, or cooperativeagreement from using appropriated funds to pay anyone for influencing or attempting to influencegovernment or congressional personnel in the awarding or modifying of any federal contract, grant,loan, or cooperative agreement. The law also requires the recipient to furnish a declarationconsisting of a certification and a disclosure during the procurement process. Extreme care shouldbe exercised to ensure appropriated funds are not used for any prohibited lobbying activities. Any


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suspected violations should be reported to the Chief Financial Officer, Chief Accounting Officer orthe General Counsel.

Relationships with Suppliers

We strive to build good working relationships with our suppliers including, specifically, ourindependent contractors and subcontractors. They are instrumental in helping us achieve the

highest standards of quality in satisfying our clients. Ciber considers multiple factors when selectingsuppliers. These factors include, among other things, price, quality, delivery capacity, reputation forservice and integrity, and the suppliers status as a client of Ciber services.

The Company has negotiated certain contracts with vendors for discounts on high-volumepurchases such as travel, office supplies, and cellular and long distance services in order to helplower operating expenses. You must justify to your supervisor the selection of alternative vendorsbefore purchasing products and services from them.

You may not request gifts or entertainment that may influence your judgment in favor of a particularsupplier or client over others. A supplier is any company or person (such as a consulting company,contractor or subcontractor) who sells services or products to the Company and is not an employee.

You and your immediate family members and other individuals living in your home may accept giftsor entertainment or have a meal or drinks or attend an event that includes lodging and transportationwith a vendor or client, or accept a free or discounted product, service, gift or other favor from avendor or client only if the gift or entertainment is:

unsolicited; provided to others in the normal course of doing business; for a legitimate business purpose; such that it does not cause employee to favor a particular supplier or client over others; not improper, offensive or otherwise in conflict with corporate policies; and not in violation of a law.

You may provide gifts and entertainment to a supplier or client as long as you meet the aboveconditions and do not influence a business decision.

Promptly return unacceptable gifts to the supplier. If return is impractical (such as perishable fruit,etc.), donate the gift to charity in the suppliers name. Send the supplier a thank you letter butexplain the disposition of the gift and Cibers policy regarding gifts.

Client Relationship

Ciber recognizes that integrity and client satisfaction go hand in hand. In todays fiercely competitivemarketplace, we can only succeed by meeting the high expectations of our clients with our products

and services.

You should compete vigorously, but fairly. Ciber does not misrepresent its services and products,even if it means losing a sale. Where silence about a fact could mislead a client, employees shalldisclose the information, subject to appropriate safeguards where the information is confidential toCiber. Ciber communicates clearly and precisely so that our clients understand the terms of ourcontracts, including performance criteria, schedules, prices, and responsibilities.


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Competition

Laws governing competition exist in most of the industrialized countries in which Ciber doesbusiness. The purpose of competition law is to prevent interference with the functioning of acompetitive market system. While the purpose of such laws is primarily economic, their effect isoften seen as going beyond consumer welfare to protecting other values of society, includingindividual freedoms. Under these laws, companies may not enter into agreements with other

companies, including their distributors and remarketers, however informally, that unreasonablyrestrict the functioning of the competitive system, such as price fixing or dividing clients or territories.

Cibers policy is to comply fully with competition laws throughout the world. You can help byadhering to all of Cibers business conduct guidelines, by being sensitive to legal concerns undercompetition laws, and by raising any such concerns with the Ciber Law Department.

Gathering Competitive Information

Gathering information about competitors, when done legally and ethically, is a legitimate businessactivity. It enhances our knowledge of the marketplaces in which we sell and helps us understand

and meet client needs.

However, competitive information should never be obtained directly or indirectly by impropermeans such as misappropriation of proprietary information, bribing a competitors employee, ormisrepresenting the fact that one is a Ciber employee, or hiring a consulting company to engage inany of this conduct. There are also other ways competitive information could come to your attention,such as when they are attending trade shows, trade association gatherings, or other types ofmeetings with competitors. In such cases, you may not participate in discussions with competitorsabout pricing, profit margins or costs, bids, terms or conditions of sale, sales territories, marketshare, distribution practices, or other competitive information. Not only do these types ofconversations pose the risk of you obtaining proprietary information through inappropriate means,they also can create the appearance or form the basis of a price fixing conspiracy among

competitors. Such activities generally are illegal under the antitrust laws. If you find yourself involvedin this type of discussion, excuse yourself and immediately report the incident to the LawDepartment.

Intellectual Property

All work done at Ciber or Cibers clients shall be work done for hire. Cibers work is predominantlyfor the benefit and ownership of our clients. Any and all inventions, discoveries, concepts,improvements, processes, methods, tools, utilities, etc., whether or not subject to patents,copyrights, trademarks, or service mark protections, and whether or not conceived, developed orcreated by you while working for Ciber or its clients that relate to or result from the actual oranticipated business, work, research, or investigation, shall be the sole and exclusive property of

Ciber or its clients, not your, and no you shall assert any patent or copyright for such work. Youagree to assign to Ciber, or its designee, any rights they may acquire in such inventions as they arecreated, throughout the world, in perpetuity. You will assist Ciber and its clients in the enforcementof such matters, including signing further documentation, if and as requested, to assure all producedor in-process work belongs to Ciber or its clients. You shall turn over to Ciber or its clientsimmediately upon request one hundred percent of all confidential materials, software and othertangible and intangible property related to work performed for Ciber or its clients, whether on a clientsite or elsewhere.


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Communications with the Financial Community and Media

The Company has designated certain spokespersons as the only employees who can discusscertain information with the news media and financial community.

Communications with the Financial Community

You must not discuss with anyone in the financial community (i.e., stockbrokers, analysts, etc.)

business conditions of Ciber. If you receive a call from a stockbroker or analyst, you must not offerany comment about the business condition or clients of Ciber. Instead, you should respond bysaying that it is our Companys policy for these matters to be handled by the Vice President ofInvestor Relations who may be contacted at Cibers corporate office.

Communications with the Media

If you receive a call from an editor/reporter representing local newspapers, TV/radio stations or otherbusiness/financial publications, you should refer the caller to the Vice President of Investor Relationsor the Vice President of Marketing at the corporate office. These individuals can then arrange forinterviews with the appropriate person. However, appropriate management personnel may handleroutine calls from the trade press that do not involve discussions of business/finance.

Social Media

Ciber encourages the responsible use of social networks for business related and professionalnetworking purposes. Any employee of Ciber, by virtue of identifying themselves as such within asocial network, is creating perceptions about themselves by their colleagues and managers; inaddition they are creating perceptions about their expertise and about Ciber by our shareholders,customers and general public. It is important that you are aware of the implications of engaging informs of social media and online conversations that reference Ciber and or your relationship withCiber and Ciber products and services, and that you recognize that Ciber may be held responsiblefor your content posted on social network sites. You are required to comply with Cibers SocialMedia Policy, accessible on Ciberspace, and social media should never be used in a way that

violates any other Ciber policy or employee obligation. You should not initiate or respond tocomments related to the trading of Ciber stock, Company operating results, non-public information(i.e., new client contracts or any other client-specific information), or any form of communication thatcould be construed as insider information about the Company, whether negative or positive.

Other Requests for Information

Other releases of information relating to the Company (except normal material given to suppliers orclients) should be coordinated with Company management and the Law Department as appropriate.Releases of information relating to employees, suppliers, or clients must be coordinated with theLaw Department to ensure compliance with applicable laws protecting the privacy and propertyrights of those parties.

Contract Authorizations

Ciber's board of directors has delegated to certain individuals the authority to sign contracts andother agreements and to legally bind the Company to those contracts and agreements. Unless youare one of those individuals to whom such authority has been delegated, you should not sign anycontracts or agreements. Ciber's policy on Contract Approval identifies who may sign contracts andat what dollar levels.


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Harassment and Non-Discrimination

In accordance with applicable law, Ciber prohibits sexual harassment as well as any harassmentbecause of race, color, sex, religion, age, national origin or ancestry, disability, veteran status,marital status, as well as any other category protected by federal, state, or local laws. All suchharassment is unlawful and will not be tolerated.

Harassment DefinedSexual harassment is defined by applicable state and federal laws as unwanted sexual advances,requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: (1)submission to the conduct is made as a term or condition of employment, or (2) submission to orrejection of the conduct is used as a basis for employment decisions affecting the individual, or (3)the conduct has the purpose or effect of unreasonably interfering with the employees workperformance or creating an intimidating, hostile or offensive working environment. This definitionincludes many forms of offensive behavior. The following is a partial list of harassing behaviors:

Unwanted sexual advances or propositions of any nature Offering employment benefits in exchange for sexual favors Making or threatening reprisals after a negative response to sexual advances

Visual conduct such as leering, making sexual gestures or displaying sexually suggestiveobjects, pictures, cartoons or posters Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually

explicit jokes or degrading comments Verbal abuse of a sexual nature or suggestive or obscene letters, notes or invitations.

Harassment on the basis of race, color, sex, religion, age, national origin or ancestry, disability,veteran status, marital status, as well as any other category protected by federal, state, or local lawsincludes behavior similar to sexual harassment:

Verbal conduct such as threats, epithets, derogatory comments or slurs Visual conduct such as derogatory posters, photographs, cartoons, drawings or gestures

Physical conduct such as assault, unwanted touching or blocking normal movement Retaliation for reporting harassment or threatening to report harassment.

Prohibition of Harassment

An employee of Ciber, whether a coworker or manager, who is found to have engaged in prohibitedharassment is subject to disciplinary action, up to and including termination of employment. Anymanager or supervisor who knew about harassment and took no action to stop it or failed to reportthe harassment to management may also be subject to discipline, up to and including termination.Ciber does not consider conduct in violation of this policy to be within the course and scope ofemployment or the direct consequence of the discharge of ones duties. Accordingly, to the extentpermitted by law, Ciber reserves the right not to provide a defense or pay damages assessedagainst employees for conduct in violation of this policy.

Complaint Procedure

Cibers complaint procedure provides for an immediate, thorough, and objective investigation of anyclaim in violation of this policy and appropriate disciplinary action against one found to haveengaged in harassment.

If you believe you have been harassed on the job, or if you are aware of the harassment of others,you should provide a written or verbal complaint to your manager or to any other Ciber manager orto the Senior Vice President of Human Resources or the Vice President of Employee Services assoon as possible. The complaint should be as detailed as possible, including the names of


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individuals involved, the names of any witnesses, direct quotations when language is relevant, andany documentary evidence (notes, pictures, cartoons, etc.). All incidents of harassment that arereported will be investigated. Ciber will immediately undertake or direct a thorough and objectiveinvestigation of the harassment allegations. In conducting an investigation Ciber will endeavor tocommunicate information only to those in a need to know capacity, however Ciber cannot guaranteeconfidentiality.

The investigation will be completed and a determination regarding the reported harassment will bemade. If it is determined that harassment has occurred, Ciber will take remedial actioncommensurate with the circumstances, up to and including termination. Appropriate action will alsobe taken to deter any future harassment.

Applicable law also prohibits retaliation against any employee by another employee or by Ciber forusing this complaint procedure or for filing, testifying, assisting, or participating in any manner in anyinvestigation, proceeding, or hearing conducted by a governmental enforcement agency.Additionally, Ciber will not knowingly permit any retaliation against any employee who complains ofprohibited harassment or who participates in an investigation.

Audit Committee Procedures for Complaints Regarding Financial, Accounting, and Audit

Matters

Ciber is committed to fair, accurate and transparent accounting of the financial matters of theCompany and expects all employees, officers, director and agents to act in accordance with thehighest ethical standards in the performance of their responsibilities for the Company. Ciberrequires full compliance with all applicable securities laws and regulations, accounting standards,accounting controls and audit practices and prohibits violations of applicable securities and otherlaws related to fraud against shareholders. Ciber relies on all employees, officers, directors andagents of the Company to conduct themselves in accordance with the requirements and spirit of thispolicy and to report any suspected violations of this policy and other questionable financial,accounting or audit matters without fear of retaliation.

Any person who has a complaint or concern about the Companys accounting, internal accountingcontrols or auditing matters, or who becomes aware of questionable accounting or auditing matters,is strongly encouraged to report such matters to the Audit Committee of the Company.

To raise complaints or concerns about or report a questionable accounting or auditing matter to theAudit Committee, you should document the complaint or concern and provide the information by oneof the following options:

Via mail to: Ciber, Inc. 6363 South Fiddlers Green Circle, Ste. 1400, Greenwood Village, CO80111 Attention: Audit Committee Chairman

Via email to: [email protected]

Via the hotline at: 303-267-3830

Workplace Safety

The health and safety of employees and others on Company property or assigned to client sites areof critical concern to Ciber. We strive to attain the highest possible level of safety in all activities andoperations. Ciber also intends to comply with all health and safety laws applicable to our business.


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To this end, Ciber must rely upon you to ensure that work areas are kept safe and free of hazardousconditions. Safety is your responsibility and you are expected to exercise maximum care, and goodjudgment at all times to prevent accidents and injuries. You should inform your supervisor about anypotential hazards, unsafe conditions, equipment or practices, and do everything reasonable to keepCiber a safe place to work. If you are working at client sites, you are expected to familiarize yourselfwith and follow all safety related policies associated with working on that client site. Work-relatedinjuries should be reported in accordance with the Workers Compensation policy described in the

Employee Benefits section of the Employee Handbook and on Ciberspace.

Compliance with this Code

Ciber believes strongly in ethical behavior and encourages compliance with this Code by allemployees. People who work together for a common purpose benefit from being aware of theguidelines pertaining to their conduct and relationships. Violations of the Code should be promptlyreported to the Ciber Law Department.

The following list is based on the requirements of this Code and includes some, but not all,inappropriate employee conduct that could result in disciplinary action.

Insubordination or refusal to comply with instructions or failure to perform appropriatelyassigned duties

Falsification of company records Theft, fraud, carrying weapons, explosives or violation of criminal laws on company premises Threatening, intimidating, coercing, using abusive language or otherwise interfering with the

performance of fellow employees Conduct which may endanger the well being of any employee or company operations Use of company materials, time or equipment for unauthorized purposes Taking advantage of business opportunities that reasonably should be Cibers Misuse of Company or client confidential information Engaging in practices that are inconsistent with ordinary and reasonable rules of conduct

necessary for the welfare of the Company and its employees

Willful or repeated violation of Company rules Violation of client policies

Employees who do not comply with provisions of this Code or other Ciber or client policies orprocedures will be subject to corrective action that could include a broad range of disciplinary action,from informal counseling, up to and including, termination of employment. Disciplinary action mayalso include legal action and/or referral to a government agency. Disciplinary action will bestructured on a case-by-case basis.

Questions and Resources

There are a number of resources available to you. It is important to contact one of the followingwhen there is a question or concern:

Employees immediate supervisor A more senior manager in employees business unit Cibers Senior Vice President of Human Resources at Cibers Corporate office- 800-242-

3799 Cibers Vice President of Employee Services at Cibers Corporate office- 800-242-3799 Cibers General Counsel at Cibers Corporate office- 800-242-3799


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D r u g a n d A l c o h o l P o l i c y

Introduction

Ciber is committed to providing a safe work environment and to promoting and protecting the health,safety, and wellbeing of our employees. This commitment is jeopardized when any Ciber employeeengages in the use, possession, sale, conveyance, distribution or manufacture of illegal drugs,

intoxicants, controlled substances or abuses prescription drugs or alcohol. Substance abuse is asignificant public health problem, which has a detrimental effect on the business community in termsof productivity, absenteeism, accidents, medical costs, theft, and Workers Compensation costs.Therefore, Ciber has established the following policy.

Ciber realizes that drug and alcohol abuse can have serious consequences and create dangers inthe workplace. Studies have shown that substances abusers are significantly more accident-pronethen non-abusers and that they function at a significantly less than their potential mental andphysical capacity. Ciber is a drug-free workplace that follows United States Federal laws regardingdrugs and alcohol regardless of state or provincial law.

The purpose of this policy is to ensure the safety of all employees and to promote productivity.

It is Cibers policy that the unauthorized use, possession, manufacture, distribution, sale,dispensation, cultivation or storage of alcohol, synthetic drugs, illegal drugs, illegally used drug(prescription drugs), or drug paraphernalia by any full time, part time, temporary, or sub-contractorwhile on duty, reporting to duty, on Ciber or Ciber client premises, operating a company vehicle,client vehicle, or personal vehicle while on company business is prohibited. All employees mustabide by this policy as a condition of employment. An employee who violates this policy will besubject to disciplinary action which may include termination.

Ciber reserves the right to inspect our premises for these substances. Company premises includeour buildings, grounds, parking lots, and company provided vehicles including rental vehicles usedfor Ciber business.

You are under the influence if any substance: (substance includes but is not limited to alcohol,illegal drugs, inhalants, synthetic drugs, prescription and over-the-counter drugs)

Impairs your behavior or your ability to work safely and productively;

Results in a physical or mental condition that creates a risk to your own safety, the safety of

others, or company property; or

Is shown to be present in your body, by laboratory evidence, in more than an identifiable

trace.

An illegal drug includes but is not limited to any substance that is illegal to use, possess, sell, ortransfer, under federal and state laws.

Drug paraphernalia includes but is not limited to any items used or intended for use in making,packaging, concealing, injecting, inhaling, or consuming illegal drugs or inhalants.

A prescription drug includes is but not limited to any substance prescribed for an individual by alicensed health care provider.

An inhalantincludes but is not limited to any substance that produces mind-altering effects wheninhaled.


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Ciber may consult with a doctor to determine if a prescription or over-the-counter drug may create arisk if you use it on the job. Ciber may change your work duties or restrict you from working whileyou are using a prescription or over the-counter-drug that creates such a risk.

Ciber reserves the right to conduct alcohol and drug tests at any time, except where prohibited bylaw. You must cooperate with any investigation into substance abuse. An investigation mayinclude tests to detect the use of alcohol, drugs, or inhalants. Testing may include urine, blood, hair

or breathalyzer tests. These tests will be conducted by medical facilities designated by Ciber atCibers expense. Testing may also be performed upon an employees return from a leave ofabsence or after an accident or injury. Ciber may require a drug test for any Workers Comp claimsubmitted.

Before testing, you will have the chance to explain the use of any drugs. Cibers drug free workplacepolicy is intended to comply with all state and provincial laws governing drug and alcohol testing andis designed to safeguard employee privacy rights to the fullest extent of the law.

Employees may be placed on paid or unpaid leave during the course of an investigation. Ciber mayterminate your employment if you violate this policy, refuse to be tested, or provide false information.

Furthermore, as a part of this policy, any employee convicted of violating any criminal drug statutemust report that conviction to Ciber management within five days after the conviction.

In addition, employees and prospective employees may be subject to any substance abuse policies,rules or requirement of Cibers clients to which they are assigned, including but not limited to drugand alcohol testing or other searches.

Prospective employees that are required to submit to drug and/or alcohol testing as part of theiremployment and refuses to take the test, or has positive test results will preclude further processingof the application. Employees and applicants will sign consent forms before being tested. Whendrugs are being screened, a positive initial screen will be followed by a confirmatory test. Individualswho test positive for controlled substance use or whose metabolites are confirmed positive will be

deemed to be in violation of this policy. A Blood Alcohol Content (BAC) test result of more than 0.04,or the client specified standard, whichever is less, will be deemed positive, and the individual will beconsidered in violation of this policy. Participation in a random drug testing program may be requiredin order to be eligible to work on certain Ciber client contracts.

From time to time, alcoholic beverages may be provided at Ciber sponsored events, or may beprovided at client sponsored events that Ciber employees are invited to. It is expected that allemployees, spouses, and/or guests that choose to drink, will drink responsibly and in moderationduring these events. All precautions should be taken to ensure the safety of all individuals thatattend, during and following these events. Service of alcohol to underage individuals is strictlyprohibited.

A n t i -V i ol enc e P ol i c y

Introduction

Ciber will not tolerate acts or threats of physical violence, including intimidation, harassment, and/orcoercion, that involve or affect Ciber or that occur on company property or in the conduct ofcompany business off Ciber property. This prohibition against threats and acts of violence applies toall persons involved in company operations, including, but not limited to, Ciber personnel, contractworkers, and anyone else on company property or conducting company business off Ciber property.Violations of this policy, by any individual, will lead to disciplinary and/or legal action as appropriate.


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It is against Ciber policy for any Ciber employee to carry a weapon onto any client or company site.A weapon includes any type of firearm, knife, explosive device or any other instrument or equipmentthat could potentially be used to injure other persons. Violation of this policy may result in immediatetermination.

E m p l oy ee-M anager R el at i ons h i p

The essential element of two-way communication within Ciber is the employee-managerrelationship. While an employees Ciber manager will conduct a performance appraisal sessionperiodically, employees always have the opportunity to talk to their Ciber manager at regularintervals during their employment. In these sessions, employees should be as open and honest aspossible with their questions and share their concerns and ideas for improving Ciber. Anemployees Ciber manager is responsible for passing along ideas that will help Ciber andemployees. If employees have a question that cannot be answered immediately, the employeesCiber manager will get the answer for them.

P er f or m anc e A ppr ai s al s

Performance appraisals are generally conducted annually. A performance appraisal is not

necessarily accompanied by a salary review. It may be used as the basis of a salary review but isnot a guarantee of a salary increase. Performance appraisals are conducted to: assess anddocument an employees accomplishments and performance in a consistent manner; establish andtrack an employees goals and objectives; determine whether training requirements are needed foran employee; and provide a forum for two-way communication between an employee and theirreviewing manager. An employee or their manager may initiate discussions at any time about theemployees performance and how they are meeting expectations. Employees of Ciber NorthAmerica should review the C N A Performance Evaluation policy on Ciberspace. All other U.S.employees should refer to the Performance Evaluation policy on Ciberspace.

P er s o n n e l R e c o r d s a n d P er s o n n e l In f o r m a t io n

It is Ciber's practice to:

Collect only the personal information which is required for business or legal reasons. Limit internal availability of personal information to those with a business-related need to

know. Release personal information outside the company only with employee approval, or to

satisfy contractual or legal requirements. Provide only neutral references verifying dates of employment.

P r ot ec t ed H eal t h Inf or m at i on - H I PA A

In order to provide employees with insurance coverage and benefits, Ciber, Inc. needs personal

information, which can include Protected Health Information (PHI), about employees. ProtectedHealth Information (PHI) means individually identifiable health information created, maintained ortransmitted by Ciber or a qualifying health plan which relates to a persons physical or mental health,to the provision of healthcare to that person, or to the payment for that persons health care. Ciberobtains that information from many different sources particularly employees, other insurers, ThirdParty Administrators, and health care providers.

Ciber, Inc. considers PHI to be confidential. We protect the privacy of that information in accordancewith federal and state privacy laws, as well as our own company privacy policies. We are committedto maintaining the security and confidentiality of the PHI we receive from our employees and about


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our employees. For more information, please refer to Cibers HIPAA Notice of Privacy Practicesavailable on Ciberspace.

O u t s i d e E m p l o y m e n t

Ciber prohibits outside employment (including self-employment) that conflicts with employment atCiber, impacts the employees work performance or schedule, and/or affects the business interestsof Ciber. Employees should consult with Ciber management before committing to any outsideemployment.


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COMPUTER SECURITY

Int er net U s e

Ciber expects and encourages employees to use the public Internet for the good of our clientsand our company. As with the use of all information technology resources at Ciber, Internet usage

should focus first and foremost on the following:

benefiting clients improving operating efficiencies developing future business opportunities for Ciber enhancing employee professional performance

Ciber recognizes that employees may have need at times to make personal use of Internetresources. Such use is permitted during non-working hours, with the understanding that such usecannot conflict or interfere with business usage, or violate any Ciber policies outlined in thisEmployee Handbook or defined elsewhere by the company.

Employees using the Internet should conduct themselves honestly and appropriately, respecting

copyrights, software licensing rules, property rights, and the privacy of others. As stated above, allexisting company policies apply to personal conduct on the Internet. Special care must be taken tomaintain clarity, consistency, and integrity of the companys corporate image during any Internetcommunications, even if: such communications are conducted during non-working hours.

Employees with a need to transmit sensitive data to outside parties should contact their computersupport staff for assistance in determining the most appropriate and efficient mechanism for thattransmittal.

S oc i al M edi a U s e

Ciber recognizes the benefits of participating in social media networks and online communities for

business-related and professional networking purposes and provides guidelines for the use of socialmedia networks and communities in the Social Media Policy available on Ciberspace.

P r i v ac y and P r opr i et ar y I s s ues

Ciber has the ability to monitor and record all Internet usage. Our network staff membersperiodically review Internet activity and analyze usage patterns to assure that all usage complieswith the policies set forth by the company. Any Internet usage from company sites or usingcompany equipment, whether business related or personal, is not considered to be privateand may be viewed by the company at any time. The company may also block access to what itdetermines to be inappropriate or non business-oriented sites.

Any software or files downloaded via the Internet onto the companys network or computers becomethe property of the company. Any such files or software may be used only in ways that areconsistent with their licenses or copyrights. Unauthorized

Documents

Employee Handbook 2013