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HealthTrackRx, Inc. 1500 Interstate 35W Denton, TX 76207 940-383-2223

Employee Handbook Published January 2017

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HealthTrackRx Employee Handbook (Confidential) January 2017 Not a contract

IMPORTANT NOTICE

THIS VERSION OF THE EMPLOYEE HANDBOOK SUPERCEDES ALL PREVIOUS VERSIONS. THE COMPANY HAS THE

RIGHT TO MODIFY, REVISE, AMEND, SUPPLEMENT, ALTER, RESCIND, OR CREATE EXCEPTIONS TO THE POLICIES

WITHIN THE EMPLOYEE HANDBOOK WITHOUT NOTICE TO EMPLOYEES, FROM TIME TO TIME, AS IT DEEMS

APPROPRIATE IN ITS SOLE AND ABSOLUTE DISCRETION.

DISCLAIMER

NOTHING IN THIS HANDBOOK IS INTENDED TO BIND THE COMPANY CONTRACTUALLY. THIS HANDBOOK DOES

NOT CONSTITUTE AN EXPRESSED OR IMPLIED CONTRACT FOR EMPLOYMENT. EMPLOYMENT WITH

HealthTrackRx IS TERMINABLE AT-WILL FOR ANY LAWFUL REASON, AND THE COMPANY AND THE EMPLOYEE

REMAIN FREE TO CHOOSE TO END THE WORK RELATIONSHIP AT ANY TIME, FOR CAUSE OR WITHOUT CAUSE.

THIS EMPLOYEE HANDBOOK IS NOT A CONTRACT, EXPRESS OR IMPLIED.

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IMPORTANT NOTICE ............................................................................................................................................... 2

DISCLAIMER ............................................................................................................................................................ 2

FREQUENTLY ASKED QUESTIONS (FAQs) ................................................................................................................ 8

WELCOME ............................................................................................................................................................... 9

MISSION STATEMENT……………………………………………………………………………………………………………………………………..10

PURPOSEOF THIS HANDBOOK…………………………………………………………………………………………………………………………11

SECTION ONE ....................................................................................................................................................... 12

EMPLOYMENT POLICIES AND PRACTICES ........................................................................................................ 12

Equal Employment Opportunity .................................................................................................................. 12

Americans with Disabilities Act and ADA Amendments Act ........................................................................ 12

Employability ............................................................................................................................................... 13

Employment Application .............................................................................................................................. 13

New Hire Paperwork……………………………………………………………………………………………………………………………….14

Employment At-Will ..................................................................................................................................... 14

Employment of Relatives ............................................................................................................................. 14

Anti-Discrimination and Anti-Harassment Policy ............................................................................................. 14

What is Illegal Discrimination or Harassment? ............................................................................................ 15

Reporting Procedure .................................................................................................................................... 15

Retaliation .................................................................................................................................................... 16

Anti-Sexual Harassment Policy .................................................................................................................... 16

What is Sexual Harassment? ........................................................................................................................ 16

Employee Responsibilities ............................................................................................................................ 17

Genetic Information Non-Discrimination Act (GINA) ....................................................................................... 18

New Employee Orientation .............................................................................................................................. 18

Job Descriptions ............................................................................................................................................... 18

Introductory Period ......................................................................................................................................... 18

Personnel Records ........................................................................................................................................... 19

Outside Employment ....................................................................................................................................... 19

TABLE OF CONTENTS

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Promotions and Transfers ................................................................................................................................ 20

If You Leave the Company ............................................................................................................................... 20

Resignation .................................................................................................................................................. 20

Termination .................................................................................................................................................. 20

Exit Interviews .............................................................................................................................................. 21

Return of Company Property ....................................................................................................................... 22

Employee Death ........................................................................................................................................... 22

SECTION TWO ...................................................................................................................................................... 22

YOUR EMPLOYMENT WITH HealthTrackRx ..................................................................................................... 22

Compliance Procedures ............................................................................................................................... 22

HealthTrackRx Discipline Policy ................................................................................................................... 23

Job Duties ..................................................................................................................................................... 24

Accuracy and Confidentiality (further addressed on p. 24) ......................................................................... 24

Attendance and Punctuality ........................................................................................................................ 25

Office Appearance and Care of Equipment ................................................................................................. 25

Dress Guidelines .......................................................................................................................................... 26

Appropriate Business Attire and Appearance Guidelines………………………………………………………………………..26

Open Door Policy ......................................................................................................................................... 27

Complaints and Suggestions ........................................................................................................................ 28

Stance on Unions ......................................................................................................................................... 28

Confidentiality .............................................................................................................................................. 28

Performance Appraisals ............................................................................................................................... 29

SECTION THREE .................................................................................................................................................... 30

PAY PRACTICES AND WORK HOURS ................................................................................................................. 30

Employment Categories ............................................................................................................................... 30

Employment Classifications ......................................................................................................................... 31

Hours of Work .............................................................................................................................................. 31

Telecommuting ............................................................................................................................................ 31

Pay Periods ................................................................................................................................................... 31

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Recording Time Worked .............................................................................................................................. 31

Overtime…………………………………………………………………………………………..........................................................32

Meals and Breaks ......................................................................................................................................... 32

Payroll Deductions ....................................................................................................................................... 33

Questions Concerning Classification and Pay .............................................................................................. 33

SECTION FOUR ..................................................................................................................................................... 33

EMPLOYEE BENEFITS ....................................................................................................................................... 33

Group Insurance……………………………………………………………………………………………………………………………………. 33

Workers Compensation ............................................................................................................................... 34

Continuation of Insurance ........................................................................................................................... 34

HIPAA ........................................................................................................................................................... 35

Unemployment Insurance ........................................................................................................................... 35

SECTION FIVE ....................................................................................................................................................... 35

TIME AWAY FROM WORK ................................................................................................................................ 35

Holidays ........................................................................................................................................................ 35

Paid Time Off (PTO) ...................................................................................................................................... 36

Eligibility for PTO……………………………………………………………………………………………………………………………………. 36

Accrual Rate…………………………………………………………………………………………………………………………………………….37

Use and Management of PTO………………………………………………………………………………………………………………….37

Types of Non-PTO Leave ............................................................................................................................... 37

Bereavement Leave ..................................................................................................................................... 37

Voting Time .................................................................................................................................................. 38

Jury Duty ...................................................................................................................................................... 38

Military Leave ............................................................................................................................................... 38

Leave for Annual Training………………………………………………………………………………………………………………………..38

Leave for Military Service………………………………………………………………………………………………………………………..39

Communicable Disease Policy………………………………………………………………………………………………………………….40

Reporting Procedure……………………………………………………………………………………………………………………………….40

Hiring and Employment ………………………………………………………………………………………………………………………….40

Contagious Illness Policy………………………………………………………………………………………………………………………….41

Pandemic Flu Leave…………………………………………………………………………………………………………………………………41

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Confirmed Infection………………………………………………………………………………………………………………………………..41

Suspected Infection……………………………………………………………………………………………………………………………….. 41

Immediate Family Member Infection…………………………………………………………………………………………………….. 42

Inclement Weather ...................................................................................................................................... 42

Family and Medical Leave Act ...................................................................................................................... 42

Employees Rights and Responsibilities Under the Family and Medical Leave Act…………………………………… 50

SECTION SIX ...................................................................................................................................................... 51

GENERAL POLICIES AND COMPANY GUIDELINES ......................................................................................... 51

Violence in the Workplace and Weapons .................................................................................................... 51

Visitors in the Workplace ............................................................................................................................. 51

Internet and Electronic Communications .................................................................................................... 51

Recording Devices…………………………………………………………………………………………………………………………………. 52

Social Media and Social Networking ............................................................................................................ 52

Media Relations ........................................................................................................................................... 53

Personal Phone Usage ................................................................................................................................. 54

Phone Use While Driving ............................................................................................................................. 54

Driving on Company Business ...................................................................................................................... 54

Business Travel, Entertainment and Expense Reimbursement Policy…………………………………………………….. 55

Employee Referral Bonus………………………………………………………………………………………………………………………. 55

Physical Examination Policy…………………………………………………………………………………………………………………… 55

Social Functions Policy…………………………………………………………………………………………………………………………… 56

Solicitations and Distributions…………………………………………………………………………………………………………….... 56

Tobacco Use ................................................................................................................................................. 57

Safety ........................................................................................................................................................... 57

Reporting an Accident on Company Premises ............................................................................................. 58

Supervisor/Subordinate Dating Policy ......................................................................................................... 58

Lactation Accommodation ........................................................................................................................... 58

Searches ....................................................................................................................................................... 59

Alcohol and Drugs ........................................................................................................................................ 59

Alcohol Use .................................................................................................................................................. 60

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CONCLUSION ........................................................................................................................................................ 62

Appendix 1: Code of Conduct HealthTrackRx…………………………………………………………………………………………………. 63

HealthTrackRx Code of Conduct Certification………………………………………………………………………………………………….68

Appendix 2: Voluntary Shared PTO POLICY .......................................................................................................... 69

Appendix 3: Educational Reimbursement ........................................................................................................... 71

Appendix 4: Auto Insurance Agreement .............................................................................................................. 73

HealthTrackRx Business Travel, Entertainment and Expense Reimbursement Policy ……………………………………. 74

HealthTrackRx Business Travel, Entertainment and Expense Reimbursement Policy Certification………………….79

Disclaimer and Acknowledgment……………………………………………………………………………………………………………………80

Glossary………………………………………………………………………………………………………………………………………………………….81

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FREQUENTLY ASKED QUESTIONS (FAQs) 1. Which holidays does HealthTrackRx observe?

New Year’s Day

Thanksgiving Day

Day after Thanksgiving

Christmas Day

Three additional holidays which may include Memorial Day, Independence Day, and Labor Day, depending on

the day of the week when the holiday is observed and if UPS and FedEx are open for deliveries. If the Company

is open on one of these National Holidays, employees will be required to work as a normal workday unless their

supervisor permits taking the day off as a paid holiday. For those who are required to work, they will get paid

holiday hours and worked hours.

2. How much Paid Time Off (PTO) do I have? Exempt employees accrue up to 2 weeks per year until 5 years of employment and then 3 weeks per year thereafter, unless otherwise agreed to in writing from an authorized senior manager. Non-exempt employees accrue up to 2 weeks per year until 5 years of employment and then 3 weeks per year thereafter.

3. Does HealthTrackRx have Sick days and Vacation days?

HealthTrackRx combines all paid days off with no differentiation between sick days, personal days or

vacation days. Therefore, when you request time off, no matter the reason, you will simply use PTO time.

4. What benefits does HealthTrackRx offer and when do they take effect?

o HealthTrackRx offers life insurance/accidental death and dismemberment (ADD), health, dental and vision insurance to all full-time employees.

Health coverage is offered through Blue Cross Blue Shield of Texas.

Vision coverage is offered through Principal Financial.

Dental coverage is offered through Principal Financial

o Life/ADD, health, dental and vision insurances are effective on the first of the month following the date of hire for exempt employees and on the first of the month following 60 days of employment for non-exempt employees. (Ex: If you are a non-exempt employee and begin work on December 27, benefits would become effective on March 1.)

o HealthTrackRx has a 401k program offered through the Principal Financial Group. Employees are eligible to enroll on the first of the calendar quarter following their date of hire.

o HealthTrackRx offers optional short-term disability insurance – paid for by the employee.

o HealthTrackRx offers group life insurance through Principal Financial in the amount of $20,000 at no cost to the employee. Additional coverage may be purchased through this plan.

5. What is the HealthTrackRx policy on breaks?

Non-exempt employees are required to clock out and back in for all meal breaks and are required to take a 30

minute minimum meal break each shift.

6. When can I start using my PTO?

Employees must complete 90 days of service at HealthTrackRx before they may use PTO.

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WELCOME Whether you are a new employee just starting to work, or an employee who is already with us, I would like to

take this opportunity to greet you. We want you to feel at home at HealthTrackRx and hope that you find

your work at our company rewarding.

We strive to make sure that HealthTrackRx is an employee friendly place to work and a place where all

employees are treated with dignity and fairness. We work very hard to maintain good communications and

working relationships with all of our employees. Additionally, we work hard to ensure that our facility is a safe

place to work. We depend on each and every employee to do his or her part in achieving this goal.

We have developed this Employee Handbook to give you information about our organization, our services,

hours of work, benefits, and an overview of our policies and procedures. We encourage you to review the

Handbook and familiarize yourself with the material presented. Please feel free to ask your supervisor or the

Human Resources (HR) Director for clarification if you have questions.

Again, welcome to HealthTrackRx. We wish you success in your work here.

Sincerely,

Doug Brenner President and CEO HealthTrackRx, Inc.

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MISSION STATEMENT

HealthTrackRx strives to be best in class in laboratory quality, service, and value to deliver the highest level of clinical decision support for physicians to improve outcomes and reduce costs. We have carefully selected you as a staff member because we believe that you will provide the high-quality service that continually makes us the best in the business. We believe that consistent, ethical and quality performance in all our endeavors is the key to success and will result in loyal, mutually beneficial relationships. As a member of our staff, dedication to providing the best service to our customers is your number-one priority. To fulfill this mission, we are committed to the following Core Values and implementing our PASSIONATE Culture:

Our Core Values

Collaboration to Make a Difference

Responsive, Accountable Communication

Dedicated Focus on Continuous Improvement

Uncompromising Attention to Quality

Passionate Commitment to Customer Service

Our PASSIONATE Culture: Purpose Driven with Respect Accountable to All Satisfied Clients Servant Leadership Initiative Ownership Nurtured Improvement Authentic Trusted Teamwork Ethics Above All

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PURPOSE OF THIS HANDBOOK

The purpose of this Employee Handbook is to describe the benefits that are available to you as an employee of

HealthTrackRx and to give you general guidelines and information about the primary vision, values, and mission

of the company. The Handbook will also be a source of information about the company’s policies and

procedures that affect our employees.

Obviously, the Handbook cannot explain every company guideline or policy, or provide the final answer to

every question that may arise. Detailed explanations have been omitted in order to keep the Handbook

concise and an easy reference; however, the Handbook will provide you with a guide for consistent action.

Therefore, you should use it for that purpose and consult it as a reference. If you have a question that is not

fully answered in the Handbook, or one that is not discussed in the Handbook at all, ask your supervisor, the

Human Resources (HR) Director or another manager.

When seeking answers about benefits, if there is a discrepancy between a guideline in this Handbook and the

plan document of a particular benefit, the current plan document will prevail.

As you can understand, conditions may require the company to change, modify, add, suspend temporarily, or

delete work policies and procedures and benefits described in the Handbook. The company reserves the right

to change this Handbook unilaterally, at any time, and without prior notification.

Only Senior Management may make decisions concerning exceptions to this Handbook.

Finally, this Handbook does not constitute an expressed or implied employment contract and nothing in the

Handbook or any other company-issued document is intended to bind the company contractually. Your

employment is terminable at will, so that both the company and you remain free to choose to end the work

relationship at any time.

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SECTION ONE

EMPLOYMENT POLICIES AND PRACTICES

Equal Employment Opportunity

It is the policy of HealthTrackRx to ensure equal employment opportunity without discrimination or harassment

on the basis of race, color, religion, sex, national origin, sexual orientation, age, disability, marital status,

citizenship, genetic information or any other characteristic protected by law. HealthTrackRx PROHIBITS AND

WILL NOT TOLERATE any employment decisions made on the basis of discrimination or harassment.

Americans with Disabilities Act and ADA Amendments Act

The Americans with Disabilities Act prohibits discrimination against qualified individuals with a disability. A

qualified individual with a disability is an individual that can perform the essential functions of the position

with or without an accommodation. The act defines a disability as a physical or mental impairment that

substantially limits one or more major life activities of an individual, a record of such an impairment, or being

regarded as having such an impairment. Under the ADA, discrimination is also extended for failure to make a

reasonable accommodation to the known physical or mental limitation of an otherwise qualified individual

with a disability as an applicant or employee unless the company can demonstrate the reasonable

accommodation would be an undue hardship upon the business.

HealthTrackRx WILL NOT DISCRIMINATE against any qualified employee or job applicant with respect to terms,

privileges, or conditions of employment because of a mental or physical disability. HealthTrackRx will

provide a reasonable accommodation for employees or applicants with disabilities where one exists, so long

as the individual is otherwise qualified to safely perform the duties and responsibilities connected with the job,

the reasonable accommodation will allow the employee or applicant to safely perform the duties and

responsibilities connected with the job, and the accommodation does not place an undue burden upon the

company.

Requests for Accommodation

HealthTrackRx prefers that requests for reasonable accommodation be to the Director of Human Resources;

however, requests may be made to an employee’s supervisor and will be forwarded to human resources for

review and consideration. After the initial request is made, HealthTrackRx may request that it also be submitted

in writing for consideration.

Interactive Process

Once a request for reasonable accommodation is made by an employee or applicant, an interactive process

will begin where the employee may be requested to provide information, including documentation, regarding

the qualified disability and any related restrictions on the employee’s ability to perform the essential functions

of the job. The employee may also suggest a requested accommodation that will allow the duties and

responsibilities of the job to be safely and effectively performed. The company may either accept the

employee’s requested accommodation or offer a different reasonable accommodation that will allow the

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employee to safely and effectively perform the duties and responsibilities of the job. The interactive process is

required and employees seeking accommodation are required to participate in good faith. HealthTrackRx is

only required to provide a reasonable accommodation where one exists. The accommodation needs only

be reasonable and allow the employee or applicant to safely and effectively perform the job. It does not have to

be the employee’s choice of accommodation. All requests for accommodation will be kept as confidential as

possible consistent with the necessary interactive process.

Retaliation

HealthTrackRx WILL NOT TOLERATE RETALIATION against any qualified individual with a disability seeking

reasonable accommodation. Any employee that feels they have been retaliated against based upon a qualified

disability or request for accommodation MUST IMMEDIATELY report the incident to their direct supervisor

or the Director of Human Resources. Human Resources can be contacted through e-mail at human.

[email protected] or by telephone at (940) 383-2223 x4684.

Any employee not comfortable with reporting the incident to a supervisor or the Director - Human Resources,

MUST IMMEDIATELY report the incident to an anonymous compliance hotline at (844) 990-0002. All complaints

of retaliation will be kept as confidential as possible consistent with a prompt investigation. Any retaliation

upon a qualified individual with a disability for seeking an accommodation will be met with punishment

consistent with the HealthTrackRx Discipline Policy up to and including IMMEDIATE TERMINATION.

Employability

HealthTrackRx complies with the Immigration Reform and Control Act, employing only those persons who are

legally eligible to work in the United States. HealthTrackRx complies with the Immigration Reform and Control

Act of 1986 by employing only United States citizens and non-citizens who are authorized to work in the United

States. All employees are asked on their first day of employment to provide original documents verifying the

right to work in the United States and to sign a verification form required by federal law (INS Form I-9). If an

individual cannot verify his or her right to work within three days of hire, HealthTrackRx must terminate his or

her employment. Additionally, if driving is a requirement of your position, you will be asked to provide proof of

having a valid driver’s license issued in the state where you will work. In addition, if your position requires the

use of a personal vehicle for business purposes you will be asked to provide proof of appropriate automobile

insurance.

Employment Application

HealthTrackRx relies upon the accuracy of information contained in the employment application as well as the

accuracy of other data presented throughout the hiring process and employment. Any misrepresentations,

falsifications, or material omissions in any of this information or data may result in the exclusion of the

individual from further consideration for employment or, if the person has been hired, termination of

employment.

In processing employment applications, HealthTrackRx may obtain a consumer credit report for employment

purposes only, and conduct reference checks to confirm information submitted during the hiring process. If we

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take an adverse employment action based in whole or in part on the consumer credit report, a copy of the report

and a summary of the employee’s rights under the Fair Credit Reporting Act will be provided as well as any other

documents required by law.

New Hire Paperwork All offers and continued employment is contingent upon completing all requirements listed in an employee’s offer letter. Such requirements may include, but are not limited to, signing of non-solicitation agreements and satisfactory background check and drug screen. All employees are expected to comply with existing and future company and departmental policies including the responsibility to respect the highest level of privacy of all employees and clients of HealthTrackRx. Therefore, a further condition of employment is the signing of a Nondisclosure Agreement to not discuss or disclose any confidential information obtained from HealthTrackRx, either during or after employment with HealthTrackRx. Employment At-Will

We sincerely hope that your employment with HealthTrackRx will be a positive and rewarding experience.

However, we cannot make any guarantees about your continued employment at HealthTrackRx. Your

employment here is at-will. This means that you are free to resign at any time, for any reason just as the company

is free to terminate your employment at any time for any reason, with or without notice; with or without cause.

No employee or HealthTrackRx representative, other than an Executive has the authority to change the at-will

employment relationship or to contract with any employee for different terms of employment. Furthermore,

any change to the at-will employment relationship must be in written form and signed by an Executive and

the employee. Nothing in this Handbook constitutes a contract or promise of continued employment.

Employment of Relatives

HealthTrackRx strives to develop and retain a highly qualified work force, however, relatives of current

employees may only be hired with approval by the CEO. Regardless, HealthTrackRx does not allow for the

employment of relatives in the same department or reporting relationships between relatives.

Should two employees in the same department marry or form a domestic partnership the same policy applies

and one employee must transfer to a different department in a time frame determined to be feasible by their

supervisor.

Anti-Discrimination and Anti-Harassment Policy HealthTrackRx is committed to a work environment in which all individuals are treated with respect and dignity.

Each individual has the right to work in a professional atmosphere that promotes equal employment

opportunities and prohibits unlawful discriminatory practices, including harassment. Discriminatory behavior or

harassment is STRICTLY PROHIBITED AND WILL NOT BE TOLERATED. HealthTrackRx expects that all relationships

among persons in the office will be business-like and free of bias, prejudice and harassment. Additionally, it is

our policy to provide a work environment free from discomfort or pressure based on any protected category

or class.

http://www.ftc.gov/

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What is Illegal Discrimination or Harassment?

Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or

aversion toward an individual because of race, color, religion, sex, national origin, sexual orientation, age,

disability, marital status, genetic information or any other characteristic protected by law and has the purpose or

effect of creating an intimidating, hostile or offensive work environment or has the purpose or effect of

unreasonably interfering with an individual's work performance, or otherwise adversely affects an individual's

employment opportunities.

Actions, such as the following are inappropriate in the workplace and, depending on the circumstances, may

meet the definition of discrimination, contribute to a hostile work environment, or unreasonably interfere

with an individual’s work performance:

Harassment aimed at person or group, targeted by being a member or members of a protected class;

Inappropriate or insensitive jokes, verbal, written or graphic;

Inappropriate or insensitive comments; Slurs against any member of a protected Class;

Epithets

Negative Stereotyping;

Threatening, intimidating or hostile acts;

Written or graphic material that denigrates or shows hostility or aversion toward an individual or group

that is placed on the employer's premises or circulated in the workplace.

The above mentioned behaviors are intended as guidelines and not as an exhaustive listing. Again,

HealthTrackRx STRICTLY PROHIBITS AND WILL NOT TOLERATE discriminatory or harassing behavior in the

workplace, or in any work-related setting outside the workplace, such as during business trips, business

meetings and business-related social events.

Reporting Procedure

Any employee that feels this policy has been violated by anyone with whom the employee comes into contact

on the job, regardless of whether it is a supervisor, co-worker, sales representative, or member of the general

public the employee encounters during job-related activities, must immediately report the incident in a manner

consistent with the multiple avenues provided for reporting harassment or discrimination. An employee may

report the incident to a supervisor or a member of the HR department at (940) 383-2223 ext. 4846. Any report

made to a supervisor must be immediately reported to the HR Team in writing. Contacts for the HR team are:

Lee Sadler, HR Director [email protected] (940) 383-2223 ext.4684

Any employee not comfortable discussing the incident with a member of the company must report the incident

to an anonymous compliance hotline at (844) 990-0002. Your complaint will be maintained as confidential as

possible, consistent with its prompt and effective investigation.

HealthTrackRx treats all instances of discrimination with the utmost seriousness. Any employee, including

mailto:[email protected]

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supervisors, who are determined to have violated this policy, will be subject to disciplinary action up to and

including immediate termination.

Retaliation

HealthTrackRx takes accusations of discrimination and harassment seriously and encourages reporting of all

perceived incidents. HealthTrackRx STRICTLY PROHIBITS AND WILL NOT TOLERATE any form of retaliation

against an employee for coming forth with a good faith complaint of harassment or discrimination, providing

information about an incident of any kind, or participating in an investigation of an allegation of harassment

or discrimination. However, HealthTrackRx WILL NOT TOLERATE employees making false accusations of

harassment or discrimination. If an investigation of a complaint shows that the complaint or information was

maliciously false, the individual who provided the false information will be subject to corrective action up to and

including immediate termination.

Anti-Sexual Harassment Policy

HealthTrackRx is committed to providing a workplace free from any form of sexual harassment. Sexual

harassment in the workplace, no matter the form, is not only wrong, but against the law and will not be

tolerated. As soon as the company determines an allegation of sexual harassment is credible, prompt and

appropriate corrective action will be taken.

What is Sexual Harassment?

Sexual harassment is inappropriate and unwelcomed sexually charged behavior that unreasonably interferes

with an individual’s work performance or creates an intimidating, hostile, or abusive, work environment or

when an employment decision affecting an individual is made because the individual submitted to or rejected

the unwelcome sexually charged conduct. Behaviors, such as conditioning awards, promotions, pay raises,

performance evaluations, or other job benefits upon accepting unwelcome actions of a sexual nature are

always wrong and will not be tolerated.

The following inappropriate actions are meant solely as examples of inappropriate behavior and are in no way

an exhaustive list. Unwelcome actions, such as the following are inappropriate in the workplace and, depending

on the circumstances, may meet the definition of sexual harassment or contribute to a hostile work

environment:

Displays of sexually explicit or demeaning pictures, cartoons or objects;

Sexual pranks, repeated sexual teasing, jokes or innuendo, whether in person or via e-mail;

Demands or requests for sexual favors;

Repeated social invitations for off duty hours when the person has said no or indicated a lack of interest;

Verbal abuse of a sexual nature;

Touching or grabbing of sexual nature;

Repeatedly standing too close or brushing up against a person;

Giving sexually suggestive gifts;

Repeatedly making sexually suggestive gestures;

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Unwelcome actions of a sexual nature that affects the work environment that take place outside work;

Commentary about an individual's body, sexual prowess or sexual deficiencies;

Leering, jeering, or whistling.

Anyone may be a victim of sexual harassment. A victim of sexual harassment may be a man or a woman. The

victim can be the same sex as the harasser. A harasser can be anyone employed by the company, including

but not limited to, supervisors, co-workers, and sales representatives, as well as non-employees with a

business relationship with the company.

Employee Responsibilities

If an employee believes they have been subject to any of the above conduct, any inappropriate unwelcomed

conduct that is not listed above, or made to feel uncomfortable in any way, the employee has multiple

avenues available to report and resolve the problems.

Any employee that feels they have been subjected to any of the conduct listed above, or otherwise made to

feel uncomfortable in the workplace, MUST IMMEDIATELY REPORT this conduct to a supervisor or a member

of the HR Department. ANY report made to a supervisor MUST BE IMMEDIATELY REPORTED TO THE HR TEAM

IN WRITING. The HR Team members are:

Lee Sadler, HR Director

[email protected] (940) 383-2223 ext. 4684

Irene Ermitano, Jr. HR Business Partner

[email protected] (940) 383-2223 ext. 4895

Shelbi Lam, HR Coordinator

[email protected] (972) 833-4685

If an employee is uncomfortable reporting to either a supervisor or HR Director report the incident to an

anonymous compliance hotline at (844) 990-0002. Your complaint will be maintained as confidential as possible,

consistent with its prompt and effective investigation.

Any employee, including supervisors, who are determined to have violated this policy, will be subject to

disciplinary action up to and including immediate termination.

HealthTrackRx takes accusations of sexual harassment extremely seriously and WILL NOT TOLERATE any

form of retaliation against an employee for coming forth with a good faith complaint of sexual harassment,

providing information about harassment of any kind, or participating in an investigation of an allegation of sexual

harassment. However, HealthTrackRx WILL NOT TOLERATE employees making false accusations of sexual

harassment. If an investigation of a complaint shows the complaint or information was false, the individual who

provided the false information will be subject to corrective action up to and including immediate termination.



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Genetic Information Non-Discrimination Act (GINA) The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered

by GINA from requesting or requiring genetic information of employees or their family members. In order to

comply with this law, please do not volunteer any genetic information when responding to a request for

medical information. ‘‘Genetic information”, as defined by GINA, includes an individual's family medical history,

the results of an individual's or family member's genetic tests, the fact that an individual or an individual's

family member sought or received genetic services, and genetic information of a fetus carried by an individual

or an individual's family member or an embryo lawfully held by an individual or family member receiving

assistive reproductive services.

New Employee Orientation Beginning a new job is a special time filled with excitement and possible anxiety. During the first few days

after joining the company, you will be given the opportunity to enroll in certain benefit plans available to you. In

addition, your supervisor will familiarize you with pertinent facts about your department and work area. You

will also receive information about our policies and procedures, and our expectations of you as a new

employee. Since the first few days of a new position are a time for learning, please ask questions. Your

supervisor is a valuable resource to you.

Job Descriptions Job descriptions include the requirements of each position as well as the essential functions of each position.

They have been prepared with input by those managers and employees who are familiar with the job. Job

descriptions are intended to describe the job, not the person performing it. Job descriptions are reviewed

periodically at the discretion of HealthTrackRx to determine significant changes in requirements, essential

functions and responsibilities. Employees shall act only within the discretion and authorities provided as

described in the job description.

Introductory Period For all employees hired by HealthTrackRx the first 90 days of employment are considered to be an orientation

period. During this time, the employee will undergo training and orientation as directed by the employee’s

supervisor. The employee’s supervisor will also monitor the employee’s performance during this time period.

During the first 90 days of employment, the employee is encouraged and expected to ask questions concerning

his or her job responsibilities, and to determine if he or she is satisfied with the position. If the employee’s job

performance is found to be unsatisfactory by his or her supervisor at any time during the first 90 days of

employment, the employment will be terminated.

All new employees will receive a confidential performance evaluation from their supervisor at the end of the

orientation period. At that time, the employee will be eligible for employee benefits.

Although we hope that you will be successful, HealthTrackRx may terminate your employment at any time,

http://www.genome.gov/24519851

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either during the orientation period or afterwards, with or without cause and with or without notice.

Personnel Records HealthTrackRx maintains a personnel file for each employee. The purpose of this file is to allow us to make

decisions and take actions that are personally important to you, including notifying your family in case of an

emergency, calculation of income tax deductions and withholdings, and paying for appropriate insurance

coverage. Examples of documents contained in the file include, your employment application, training

certificates, tax forms, attendance records, and performance appraisals. We do not keep medical records or

work eligibility forms in your personnel file.

Personnel files are maintained in a confidential manner and in a secure area. Personnel records are kept highly

confidential and are not available to anyone outside of the Company unless you have personally

authorized the release, release is to an authorized governmental agency or release is otherwise required

by law. We allow current HealthTrackRx employees access to their personnel file strictly on a need to know basis.

Because we use the information in your personnel file for action on your behalf, it is important that the

information is accurate. Please notify us if there are changes to any of the following:

Your name

Your mailing address

Your phone number

Your dependents

The number of dependents you are designating for income tax withholding

Your marital status

The name and phone number of your emergency contact

Restrictions on your driver’s license (if driving is part of your job duties)

Outside Employment We do expect you to devote your full-time attention and abilities to our interests during regular hours of employment. No other employment or activities may be undertaken if they will impair your ability to meet regular job responsibilities. Employees who wish to pursue a second job must be particularly cautious to avoid any conflict of interest and must be ever mindful of our policy regarding confidentiality. Working for a competing company creates a conflict of interest and is not permitted. The working hours of the second job must not conflict with the hours you are scheduled to work at HealthTrackRx, and your job performance must continually meet minimum performance expectations. Additionally, you may not conduct business pertaining to your “outside” job on HealthTrackRx premises or during your work hours. If you are considering outside employment and have questions, please discuss the matter with your supervisor or the Director of Human Resources.

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Promotions and Transfers It is the company’s policy to fill vacancies with the most competent people available. Before hiring anyone to fill

an existing vacancy thorough consideration will be given to the advancement status of our current staff. It is our

desire and practice to advance you in your career whenever possible and practical. By allowing promotions and

transfers within the company, your career opportunities are enhanced and our customers are provided the

highest level of service. If you perform beyond the expected requirements of your current job, meet the job

specifications for other roles within the company, are a team player, and are dependable, you may be

considered for advancement or transfer opportunities. Any requests for promotion or transfer should be made

to your supervisor or the HR Department. Employees must be in their current role for a minimum of six months

before moving to a different role within HealthTrackRx, unless, the transfer is approved by Senior Management.

The application process is outlined below:

Respond via email to the position posting with an updated résumé.

Inform your current direct supervisor, in writing, of your intent to apply.

All applicant resumes will be reviewed by HR and the hiring manager.

Employees on Performance Plans are unable to transfer for a period of 3 months after the end of their Performance Plan, unless, the transfer is approved by Senior Management.

Interviews will be scheduled for qualified candidates.

The process for transferring within your current department will be determined by your supervisor and the

HR Department. All transfers within the company will take place on a timetable to be determined by the

supervisors of both departments.

If You Leave the Company

Whether an employee resigns or is terminated, please remember that we are an employment-at-will employer

as previously outlined in this Handbook. Upon separation, employees will receive wages earned, to include

accrued Paid Time Off (PTO). Final wages will be paid in accordance with the payroll calendar.

Resignation

If you decide to end your employment with HealthTrackRx, we expect you to give a two-week notice (ten working

days) in writing to your supervisor. Whether an employee will be required to work their notice is at the

discretion of HealthTrackRx. No PTO will be allowed once resignation has been given. If a two week notice is not

given, employee will be classified as ineligible for rehire and no accrued PTO shall be paid to employee, unless

required by state law.

Termination

Employees who are terminated for performance or other disciplinary reasons will receive their final pay for

time worked on the next scheduled payday after leaving the company.

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under

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which employment is terminated:

Resignation—voluntary employment termination initiated by an employee.

Termination—involuntary employment termination initiated by an employer.

Layoff—involuntary employment termination initiated by employer for non-disciplinary reasons.

If you wish to resign, we ask that you notify your manager of your anticipated departure date at least two weeks in advance. Of course, as much notice as possible is appreciated by HealthTrackRx and your co-workers. This notice should be in the form of a written statement. If you fail to report to work for three consecutive days without informing management of the planned absence, we will assume that you have voluntarily resigned. In the case of termination due to resignation, retirement or permanent reduction in the work force, your accrued PTO will be paid on a pro-rata basis. In the case of termination, any PTO used in excess of accrued time will be deducted from your final paycheck given your prior written permission. Furthermore, any outstanding financial obligations owed to HealthTrackRx will also be deducted from your final check given your prior written permission, to the extent permitted by applicable state law. If your final check does not sufficiently cover the money owed to HealthTrackRx, or if deduction from your final paycheck is prohibit by law, you will remain liable for that amount. A meeting between you and your immediate manager will take place prior to your last day of work. A health insurance extension of benefits under COBRA regulations is available and is offered via mail to eligible employees. Parking cards, office keys, Company equipment and building passes must be returned at this time, along with all other Company property and confidential information. If you leave in good standing, you may be considered for re-employment. Except as required by law or by separate agreement, employee salary and benefits will end on the date of termination. Upon resigning from HealthTrackRx please continue to provide us with an accurate address for at least one year for tax purposes. All requests for current employee or former employee references must be communicated through the Director of Human Resources. If you would like for the company to provide prospective employers with a reference, you must give written authorization for HealthTrackRx to provide this information. Information provided by HealthTrackRx for reference purposes is limited to:

Hire Date

Termination Date

Position

If you leave between pay periods you will be paid on the next regular payday.

Exit Interviews

If you decide to leave the company, we would like to talk with you about your reasons for leaving and ask for

any suggestions you may have that would make HealthTrackRx a better place to work. In addition, you will

be provided with an opportunity to make the company aware of any compliance concerns you may have

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witnessed or been a party to while employed with HealthTrackRx. Information obtained will be used as

confidentially as possible for the purpose of making improvements and/or implementing our compliance

program.

Return of Company Property

HealthTrackRx property must be returned to your supervisor or the Director of Human Resources before you

leave the company. HealthTrackRx property includes cash, debts owed by the employee, equipment, vehicles,

instruction manuals, keys, computers, electronic devices and other items belonging to the company that

have been advanced or issued to an employee. These items are considered “advance of wages,” and must be

returned or repaid prior to leaving HealthTrackRx. If items are not returned, the replacement value will be

determined and may be deducted from the final paycheck(s) subject to applicable law. By accepting or

continuing employment, employees authorize these deductions.

Employee Death

Company records will show that employment terminated automatically on the date of an employee’s death.

Earned compensation through the date of death will be paid accordingly to his or her guardian or legal

representative. The same policy will be followed as stated above concerning terminations pertaining to the

collection of company property.

SECTION TWO

YOUR EMPLOYMENT WITH HealthTrackRx

Compliance Procedures

It is and always has been the policy of HealthTrackRx to fully comply with all laws, federal and state, rules,

regulations, Compliance Policies and ethical requirements that apply to HealthTrackRx business activities. All

employees are expected to comply with the letter, as well as the spirit, of all laws and regulations affecting

the employee’s position, duties, and responsibilities. Each employee is responsible for making their best efforts

to act in a legal and ethical manner concerning all federal and state laws, regulations and policies relative to

providing laboratory services to government funded healthcare programs.

Specifically, each employee is responsible for:

Understanding the rules, regulations, and policies regarding the marketing, sales, performance and

billing of laboratory and pathology procedures as they apply to their specific job;

Acting in a legal and ethical manner regarding all rules and regulations, as well as all HealthTrackRx

compliance policies located on Sharepoint under the Compliance Tab;

Report all suspect policies, operations or practices to their direct supervisor, designated reporting

person and concurrently to the Chief Compliance Officer at (940) 383-2223 Ext. 4682; and

Any employee not comfortable with directly discussing their concerns with the Chief Compliance Officer

must report the issue using the toll-free anonymous hotline for compliance issues

(844) 990-0002..

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HealthTrackRx believes open and honest communication fosters a positive and pleasant work environment

for all employees. The company WILL NOT TOLERATE RETALIATION by any employee, supervisor or otherwise,

for reporting compliance concerns or participating in the subsequent investigation of any reported compliance

matter. Any retaliatory actions will be investigated and punished in accordance with the HealthTrackRx

Discipline Policy, up to and including immediate termination.

Additionally, HealthTrackRx has identified non-exhaustive guidelines to instruct employees on unacceptable

behavior that will be corrected using the HealthTrackRx Discipline Policy. These behaviors include, but are not

limited to:

Violation of federal or state laws, rules, regulations, and/or HealthTrackRx Compliance Policies;

Failure to report or disclose suspect policy, procedures, or activities, which violate federal or state

laws, rules, regulations, and/or HealthTrackRx Compliance Policies;

Commission of errors or oversights in violation of federal or state laws, rules, regulations, and/or

HealthTrackRx Compliance Policies; and

Refusal to fully participate in any compliance investigation.

HealthTrackRx Discipline Policy

HealthTrackRx believes it is important for employees to understand the performance and conduct standards

required, and equally important for employees to understand how performance and conduct that fails to meet

those standards may be remedied. The company strives to provide an atmosphere where employees can learn

from mistakes and be productive in their jobs. Necessarily, there may be instances when disciplinary or

corrective action may be required to foster accountability in the workplace. In these instances, HealthTrackRx

will administer discipline or corrective action according to this policy in its discretion.

HealthTrackRx does not promise the use of progressive discipline. The company may take any disciplinary

action, including termination, at any time at its sole discretion. The policy does not modify or restrict the

employment at-will relationship, or in any way restrict the company’s right to choose or repeat any disciplinary

action.

Discipline may include, but is not limited to any of the following forms:

Verbal Counseling

Demotion or transfer to a new position

Written Warning and Counseling

Final Warning

Termination

The following non-exhaustive listing is meant as a guide and not a complete list of some unacceptable

conduct that fails to meet HealthTrackRx standards. Unacceptable conduct that may result in in discipline

includes, but is not limited to:

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Violation of the company’s non-discrimination policy

Violation of the company’s anti-harassment policy

Retaliation against an employee for making a complaint or participating in any investigation under any HealthTrackRx Discrimination policy

Insubordination or poor attitude

Attending work under the influence of drugs or alcohol, except as prescribed by a physician

Using tobacco in the workplace or outside the approved smoking area

Falsifying data on an employment application

Any conduct violating the HealthTrackRx Compliance Policies

Violation of company dress code

Violent, or physical, verbal, or expressive threatening conduct in the workplace

Bringing a weapon to work

Improper relationships between supervisors and subordinates

Violation of the company Social Media Policy

Unsatisfactory work performance

Poor attendance or excessive tardiness

Violation of the company Confidentiality agreement, Code of Conduct, or Non-solicitation agreement

Negligence in performing functions of the job

Falsifying laboratory data or patient results

Conduct or actions detrimental to the company’s brand, goodwill, public name, or image

This policy is intended as a guideline to employees and not an exhaustive list of improper conduct or possible

disciplinary action. Employees should remember they are employed at-will at the mutual consent of the

employer and employee. Nothing in this policy is intended to be construed to alter the employment at-will

relationship. This means that the employer or employee can terminate the employment relationship at any

time, with or without cause or notice. As a result, HealthTrackRx reserves the right to terminate employment

at any time, for any lawful reason.

Job Duties

Responsibilities come with the opportunities offered by your employment with HealthTrackRx. Your most

important responsibilities are to provide superior customer service, to perform your job, and to comply with

HealthTrackRx policies and procedures. No employee’s duties are limited to one assigned job subject to an

employee’s need for reasonable accommodation. Your assistance is expected for any work necessary for our

company to meet goals and objectives.

Accuracy and Confidentiality

Part of good business practice at HealthTrackRx is keeping information accurately and confidentially. Each job

in the HealthTrackRx has an important place in accomplishing our goals. Accuracy in all of your work is crucial

and vital to the company and our customers. Pay close attention to detail in all of your dealings. Strive for

accuracy in all areas.

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All Company information is strictly confidential. A customer’s test results must be held in strict confidence. It is

our responsibility to act in a manner that will inspire trust and respect. All employees must review and sign

Confidentiality and Nondisclosure Agreement and maintain compliance with HIPAA and other applicable

regulatory guidelines.

Attendance and Punctuality

You were selected for employment at HealthTrackRx because your skills are needed to maintain high quality

production and satisfactory service to our customers. In order to do this, it is necessary that you report to work

regularly and that you report to work on time.

In order to operate our business efficiently, it is necessary to have a reliable work force. Being on the job, and

on time, contributes significantly toward team effort and a continuous workflow.

In the event of severe weather, we remain open for business during regularly scheduled working hours. You are

expected to report for work in severe weather if it is at all possible to do so safely. In the event we close due to

weather, someone in your work group will contact you. Please keep your work group and manager informed on

how to reach you on such occasions. See also Severe Weather Policy.

If you are going to be late or absent from work, you must notify your supervisor as early as possible prior to

your scheduled reporting time. Before office hours, leave a voice mail message. If it should become necessary for

you to leave early during the workday, notify your supervisor as soon as possible. Employees who are absent

from work for three consecutive days without notifying their supervisor will be considered to have quit their

position.

An employee who is absent due to illness or injury may be required to furnish a physician's statement

verifying the nature of the illness or injury and indicating that he or she is physically capable of returning to

work.

Even though tardiness or absence may be for a valid reason, an extra burden is placed on other employees

that could result in reducing the quality of our service. Absenteeism or tardiness that is excessive and not due to

protected leave may be grounds for disciplinary action, up to and including termination.

Office Appearance and Care of Equipment We have invested thousands of dollars in equipment to enable you to do your job more efficiently. Your

cooperation in the care and use of this equipment is necessary to keep it in good working condition.

If any HealthTrackRx equipment is defective or is not suited to your job, please notify your supervisor

immediately. Be sure that all equipment is turned off and secured appropriately before you leave work.

Neat and organized work areas promote safe working conditions and increase efficiency. It is important that you

help keep our offices clean and professional looking at all times. Please restrict eating meals to the break areas.

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At the end of the day, all areas should be cleaned and prepared for the start of the next day’s work. All

confidential records and any other sensitive documents must be locked in a secure area.

Dress Guidelines HealthTrackRx believes that your pride in both yourself and the Company is reflected in your appearance and in the image you create. We feel that our business image is important and, therefore, request that our employees maintain standards of dress and appearance appropriate to both the organization as a whole and your individual position responsibilities. Dress, grooming, personal cleanliness and professional behavior standards contribute to the professional image we strive to present to our customers and visitors. Therefore, while performing duties for the Company, employees are expected to dress in attire appropriate to the business environment and to behave in a professional manner at all times to best represent our business. Due to the nature of our business and our continuous client contact, the administrative employees at HealthTrackRx follows a traditional business casual attire dress policy. Laboratory personnel shall wear medical scrubs and shall follow all other regulatory or accrediting body requirements for dress in a laboratory setting. Employees may dress according to the requirements of their position, however, our beliefs regarding business appropriate dress is that business is always first. This means that employees should keep their day’s schedule in mind. We recognize that different levels of dress may be appropriate for different occasions. As a general rule, when meeting with clients, prospects or outside visitors, traditional business attire should always be worn except where it doesn’t make good business sense. Employees who hold customer-facing positions are expected to “completely conceal any visible tattoos” and “remove any visible body-piercings, including nose piercings, ear gauges/expanders/flesh plugs/barbells.” Regular ear piercings are permitted. All employees should select their business attire for meetings and contact outside of the office by the type of function that will be attended. Also, on occasion there may be a specific business reason to require that all employees dress in traditional business attire. In such instance this will be communicated to employees in advance, and they will be required to dress accordingly. Our business appearance and image is important to us. However, we respect individual preference and choice in dress and appearance. We are confident that employees will use their best judgment in following our dress and attire guidelines. We ask that at all times employees make certain that their appearance is well groomed and clean and that clothing is appropriate, neat, clean and well-fitting. While relaxed business attire is acceptable within the stated guidelines, we want to be sure our environment does not jeopardize professionalism and productivity. Appropriate Business Attire and Appearance Guidelines Lab and onsite Collectors (male and female) and Couriers

Scrubs that are clean and neat; lab coats; shoes that appropriate for wearing in a lab or physician’s office setting.

Office-based and remote Account Executives

For men, traditional attire includes a business suit, jacket or blazer, and tie.

For women, traditional attire includes a business suit, jacket or blazer with a sweater or blouse along with

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a skirt or pants. Business dresses or coordinated ensembles are also considered traditional attire for women.

For men, relaxed business attire includes dress or sport shirts with collars or ties, polo shirts, tailored slacks, khakis or chinos, dress corduroy slacks and business shoes with socks.

For women, relaxed business attire includes dress shirts, polo shirts, blouses, sweaters, traditional split skirts, casual dresses, skort outfits, tailored slacks, khakis or chinos, dress corduroy slacks or stirrup pants of dress slack material and business shoes (heels, flats or other casual shoes) with socks or nylons with skirts, dresses or skorts.

Inappropriate Attire and Appearance Guidelines

Blue jean clothing (denim) of any color or style, casual shorts, leggings or yoga pants, jogging suits or sweat suits and socks

Sweatshirts, T-shirts, tank tops or oversized shirts

Sundresses, tube tops or other trendy wear including exceptionally short dresses or skirts and crop tops

Flip flops

Clothing made of fleece, flannel, leather or spandex

Any clothing item displaying an offensive comment or graphic illustration or logo clothing including sport teams, cartoon characters, etc., unless otherwise specified.

Jewelry (or other objects of personal expression, such as visible tattoos) that is distracting, large, makes noise, or represents an unprofessional image as determined by such as large chains, facial jewelry, nose rings, etc.

Dirty, ragged, ripped/torn, ungroomed, sexually provocative, revealing or see-through clothing or appearance

Any other attire or appearance deemed to be inappropriate in the business environment

If an employee is unclear about dress and appearance guidelines, he or she is encouraged to consult with Human Resources. If an employee reports to work in questionable attire or appearance, a notification and discussion will occur with the employee to advise and counsel him or her regarding the inappropriateness of the attire. Depending upon the circumstance, the employee may also be sent home with directions to return to work in proper attire. It is expected that any work time lost will be made up by the employee. Continued or frequent departures from these guidelines will not be permitted and employees who appear for work inappropriately dressed or groomed repeatedly will be subject to disciplinary action. Open Door Policy

We want to maintain a positive and pleasant environment for all of our employees. To help us meet this goal,

HealthTrackRx has an open-door policy, by which you, our employee, are encouraged to report work-related

concerns. If something about your job is bothering you or if you have a question, concern, idea or problem

related to your work please discuss it with your immediate supervisor as soon as possible. If for any reason you

do not feel comfortable bringing the matter to your supervisor, feel free to raise the issue with another member

of management or the HR Department.

We recommend that you first discuss concerns with your immediate supervisor, but the Open Door Policy also

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gives you the option of discussing them with higher management and/or Human Resources. All of these parties

will be willing to listen to the issue and assist in a resolution.

We encourage you to come forward and make your concerns known. We cannot address problems or issues

unless we are aware of them.

Complaints and Suggestions

The purpose of our complaint procedure is to help you work out any complaint or problem you may have

concerning your job or the company. When you have a complaint or problem we encourage you to seek help.

First, talk with your immediate supervisor. Generally, your supervisor is most familiar with you and your

working environment and is in the best position to assist you. Supervisors understand that such questions,

concerns and complaints are part of the healthy communication process and nothing should be done to

discourage the use of this procedure.

HealthTrackRx has created an anonymous reporting hotline for any concerns related to compliance, safety

or ethical issues. Anonymous calls can be made to (844) 990-0002.

If your supervisor cannot help you resolve the matter you may speak to any member of management, or the

Director of Human Resources. Remember that it is always better to deal with problems right away.

We are also very interested in any positive suggestions you have for ways to improve current procedures and

practices relating to our workplace. If you see ways we could improve our service to customers, be more

productive or stream line our procedures, please bring your ideas to your supervisor for consideration.

Stance on Unions

At HealthTrackRx, there is a commitment to treat employees with dignity and respect. A key to that goal is free,

open and direct communication between employees and management. This commitment also includes fair

and competitive pay, excellent benefits and positive programs to promote personal growth and involvement.

At HealthTrackRx, it is strongly felt that all personal and business goals can be accomplished more easily in a

union-free environment, without the complications of a third party. A union-free environment offers us the best

opportunity to serve our customers quickly and reliably, thereby contributing to a healthy business upon

which all of us rely for our livelihood. We will use all legal means available to us to oppose any efforts to bring a

union into our work place.

Working together, especially when there are issues and concerns, will ensure our future success. Confidentiality

All HealthTrackRx employees must maintain confidentiality with regard to HealthTrackRx trade secrets, as well

as its confidential and proprietary information. Accordingly, all employees of HealthTrackRx are required to

sign and abide by the company’s Code of Conduct, which includes the obligation to maintain all such information

as confidential. HealthTrackRx trade secret and or confidential information includes, but is not limited to the

following:

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business, marketing or sales plans or strategies;

operating procedures;

design formulas;

business methods;

intellectual property, including patents and copyrights; know-how and processes;

computer programs, software, and source codes;

inventories;

discoveries and improvements of any kind;

Customer lists, sales histories, business volumes or usage, and other information compiled about

customers, prospects, vendors, suppliers, and referral sources;

product development plans and processes;

financial information, sales projections, and pricing information;

Patient information

any other confidential information pertaining to the operations, methods, procedures and business

affairs of HealthTrackRx; and

any other material marked “confidential” or proprietary to HealthTrackRx.

This information shall be not disclosed, divulged or communicated in any manner, either directly or indirectly

(except pursuant to the order of a court or governmental agency, in which case the employee shall notify

HealthTrackRx of the request for information with sufficient advance notice for HealthTrackRx to seek protection

from disclosure of same), to any person, firm, corporation, association or other entity, for any reason or purpose

whatsoever.

This obligation shall survive the termination or expiration of an employee’s employment with the

HealthTrackRx, whether pursuant to the Agreement or otherwise. Upon any termination of employment, all

employees shall surrender and turn over to HealthTrackRx any and all forms of HealthTrackRx property, including

any trade secret or confidential information that may be in their possession, including, but not limited to, all

computer files, documents, records and notes.

All employees must adhere to the Information Security Policy to protect individuals’ electronic personal health

information that is created, received, used, or maintained by HealthTrackRx. The Information Security Policy

requires appropriate administrative, physical and technical safeguards to ensure the confidentiality, integrity,

and security of electronic protected health information. The Information Security Policy and Guidelines for Media

Sanitation by the National Institute of Standards and Technology can be located on Sharepoint.

Performance Appraisals

Because the performance of our employees is vital to our success, we have developed a performance appraisal

system. Through this process you will learn what we expect of you, and how well you are meeting those

expectations. Your immediate supervisor is responsible for reviewing and rating your performance. The results

are to be recorded on a Performance Appraisal Form and signed by you after the appraisal interview has been

30


completed. Your signature will indicate that the form has been discussed with you, not necessarily that you

agree with its contents. The form will be placed in your personnel file for retention.

Annual reviews will include feedback from all direct supervisors within the past 12 months. You will, of course,

be given feedback throughout the year about your performance and the appraisal is not HealthTrackRx’s only

opportunity to provide feedback. If you experience difficulties in performing your job, be sure to bring the

matter to the attention of your supervisor before the situation becomes a serious problem.

SECTION THREE

PAY PRACTICES AND WORK HOURS

Employment Categories

You will be assigned to one of the following categories based on your regularly scheduled work hours.

Full-time

Employees who work a minimum of 30 hours per week are considered to be full-time. Such full-time employees are eligible for benefits after applicable requirements for length of service have been met.

HealthTrackRx supplements its regular work force with temporary or part-time employees to help compensate for workload, employee absences or other situations. Management will determine which positions are permanent part-time and which are considered temporary or seasonal.

Part-time

Employees who work less than 30 hours per week are considered to be part-time. Employees who work 29 hours or less per week, or who work on a temporary project basis, will receive all legally mandated benefits (such as workers’ compensation and Social Security benefits), but are ineligible for other benefit programs.

Temporary

Temporary employees are those engaged to work either part-time or full-time on HealthTrackRx’s payroll, but have been hired with the understanding that their employment will be terminated no later than upon their completion of a specific assignment. This category includes interns and co-op students. Such employees may be either “exempt” or “non-exempt” but are not eligible for HealthTrackRx benefits except as mandated by law.

Independent Contractors

Consultants, freelancers or independent contractors are not employees of HealthTrackRx. The distinction between employees and independent contractors is important because employees may be entitled to participate in the Company’s benefits programs, while independent contractors are not. In addition, HealthTrackRx is not required to withhold income taxes, withhold and pay Social Security and Medicare taxes or pay unemployment tax on payments made to an independent contractor

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Employment Classifications

Provisions of the Fair Labor Standards Act (FLSA) define positions as either exempt or non-exempt. All

HealthTrackRx positions have been classified in one of these categories as defined below.

Non-Exempt Positions

Employees who are assigned to a position that is defined by the Fair Labor Standards Act (FLSA) as having

responsibilities which are not professional, executive or administrative or outside sales and do not meet the

salary thresholds of the FLSA are considered non-exempt employees. Non-exempt employees are eligible for

overtime pay for time actually worked in excess of forty hours in a workweek.

Exempt Positions

Employees who are assigned to a position that is defined by the Fair Labor Standards Act (FLSA) as having

professional, executive or administrative or outside sales responsibilities and do meet certain the thresholds of

the FLSA are considered exempt employees. Exempt employees are not eligible for overtime pay.

Hours of Work

HealthTrackRx has multiple shifts and operates seven days a week. Your individual work schedule is dependent

upon your position and will be determined by your supervisor. Our goal is to schedule our work force in the

most effective manner to meet customers’ needs and may change as the company grows. If you have any

question about your schedule, please talk with your supervisor. Employees should not change their schedule or

work more than 40 hours per workweek without prior written approval of their supervisor.

Telecommuting

HealthTrackRx strongly believes regular and consistent attendance in the workplace is an essential function of

most of our positions. However, employees in certain positions within the organization may be eligible to

occasionally perform the functions of their jobs from home. Non-exempt employees must obtain prior approval

from their supervisor to work from home at any given time. Specific details of actual time worked must be

documented and reported via e-mail to the employee’s manager the same way as an individual working in the

office. At no time may a non-exempt employee perform work from home without tracking actual time worked.

Should an employee work from home without prior approval, corrective action may be taken consistent with

the HealthTrackRx discipline policy.

Pay Periods

You will be paid bi-weekly on Thursdays for all hours worked the two weeks concluding the previous Sunday. If

payday falls on a holiday, you will be paid on the closest business day prior to the holiday. Your pay will be

direct deposited into an account of your choice. Any questions about your pay or method of pay should be

directed to the Director- Human Resources.

Recording Time Worked

Federal law requires that we maintain a record of your time worked. Accuracy of your time record is

extremely important. Employee’s should maintain accurate records and must notify their supervisor of any

http://www.dol.gov/whd/flsa/

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missing time punches within 24 business hours of a missed punch. If you are a non-exempt employee, and

eligible for overtime pay, you must maintain an electronic time record of the time you actually work. If you do

not have an electronic time record, obtain a paper time sheet from the Director of Human Resources. This means

that you should punch-in when you arrive at work, punch-out and in for lunch, and punch-out when you

complete your day’s work just as you leave work. If you will be away from work for more than 30 minutes,

it is necessary for you to punch- out (i.e., appointments, non-work meetings, etc.). Your supervisor must

approve the time record each pay period. If corrections are necessary, you should request these through

your supervisor and he/she will approve changes to be made. It is a violation of HealthTrackRx policy for any

employee to make entries to another employee’s time record. Exempt employees must maintain an electronic

time record recording all absences, but not actual time worked. Misrepresentations of any kind, including but

not limited to recording more time than actually worked, or failing to record time worked, violate

HealthTrackRx policy and may result in corrective action, up to and including termination.

Employees may not punch in more than ten minutes before the beginning of their shifts and may not punch out

more than ten minutes after their shifts end, unless overtime hours were previously approved by their managers.

Overtime

Sometimes it may be necessary for you to work overtime (more than 40 hours in a workweek) to complete an

assignment on time, or to meet other business demands. Full cooperation of our employees will be expected

and appreciated at these times. Supervisors will inform employees as far in advance as possible of the

necessity to work overtime. If you are a non-exempt employee and work overtime, the Fair Labor Standards

Act requires that you be paid one and one- half times your regular rate of pay for all hours worked in excess

of forty (40) hours per workweek. Overtime applies only after 40 hours of actual work, not hours paid. Non-

exempt employees must obtain prior approval before incurring overtime. Exempt employees are not eligible for

overtime pay.

The practice of permitting non-exempt employees to take compensatory time in another workweek instead

of being paid overtime is against HealthTrackRx policy. Additionally, non-exempt employees may not perform

duties on HealthTrackRx’s behalf at any time, without recording the time as “time worked” for pay purposes.

Failing to record time worked will not be tolerated, and will subject an employee to disciplinary action, up

to and including termination.

Meals and Breaks

Employees are permitted an unpaid lunch break each day. Your supervisor will notify you of the time and

length of this break. Non-exempt employees are required to clock out and back in for all meal periods and are

required to take a minimum of 30 minutes unpaid meal break each day. Any exceptions to this policy require

prior written supervisor approval. Employees may not work through their meal period to shorten scheduled

work shifts or to earn additional compensation. Meal breaks should be taken away from your workstation.

Wage and hour regulations require that employees be completely relieved of work responsibilities if time is

to be considered as time not worked.

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Breaks are a voluntary benefit provided for our employees. Breaks are not required by federal or state law.

Generally employees may take two 15-minute breaks each day; however, there may be times when it is not

possible to stop working for a break. At such times your cooperation will be expected and appreciated. Your

supervisor will keep you informed of your work schedule, lunch, and break times, if applicable.

Payroll Deductions

Deductions required by State and Federal law, required benefit costs, and other deductions that you authorize

to be deducted from your pay. All deductions are listed on your pay stub. Contact the Director of Human

Resources if you have any questions about your pay or deductions.

Questions Concerning Classification and Pay

If you have questions concerning the classification of your position or feel you have not been paid properly,

discuss the situation with the Director of Human Resources.

We will be happy to give you clarification and/or conduct research to assure your position and all positions at

HealthTrackRx are classified in accordance with the most recent FLSA standards. If you feel improper or

incorrect deductions have been made to your pay, please discuss this with the Director of Human Resources.

SECTION FOUR

EMPLOYEE BENEFITS Group Insurance

HealthTrackRx provides group carrier health, dental and vision insurance plans to all full-time employees.

Coverage is offered either on an individual or family plan. The employee contribution towards the premium will

vary depending upon the benefit selected. This will be specified in the benefit guide.

Insurance coverage begins on the first day of the month following the date of hire for exempt employees and

on the first day of the month following 60 days from the date of hire for non-exempt employees. Current part-

time employees who become full-time employees will be notified by Human Resources when they are eligible

to enroll.

As a result of termination, reduction in work hours, injury or illness, or in the event that an employee is on a

military, jury duty or other leave of absence, an employee may be eligible to continue HealthTrackRx’s group

coverage by paying the monthly premium. If the employee satisfies eligibility requirements for coverage

continuation and is terminated, has his or her work hours reduced, is on a leave of absence for a work-related

injury or illness, is on an approved military leave or is on an approved jury duty leave, HealthTrackRx will

continue its contribution for one month. For continuation of coverage after that point in time, the employee is

responsible for the full payment of the premium.

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Employees are urged to consult the insurance summary plan description for details of the plan benefits. The

plan document controls payment of any benefits.

Group insurance is an employee benefit in which an employee is not required to enroll. There will be no increase

in wages if an employee waives coverage. For inquiries, contact the Human Resources department.

Workers Compensation

HealthTrackRx maintains workers’ compensation insurance coverage for its employees. In the event you are

involved in an accident while on company premises, or while working for HealthTrackRx, in which you are

injured or could have been injured, you are required to notify your immediate supervisor and Human Resources

immediately. This will ensure that the necessary paperwork can be completed in a timely manner. Do not file

job-related illness or injury claims against your group health insurance. A different insurance carrier handles

workers’ compensation claims under rules established by each state.

Continuation of Insurance

HealthTrackRx complies with the federal law, Consolidated Omnibus Budget Reconciliation Act of 1985, P.L. 99

272, and later amendments, otherwise known as COBRA. Covered employees and their dependents who lose

insurance coverage for any of the following reasons are eligible to continue their coverage through COBRA:

termination of the covered employee’s employment, reduction in the covered employee’s working hours,

divorce or legal separation, death of the employee, eligibility for Medicare or loss of dependent child status

under the insurance plan. All administrative rules and processes as well as changes in plan benefits and

premiums apply to those on continuation coverage.

An employee or covered dependent that would otherwise lose coverage as a result of a qualifying event is

entitled to elect temporary continuation of health coverage under the group health plan.

A qualifying event may be any of the following:

An employee terminates employment for reasons other than for gross misconduct.

An employee’s work hours are reduced to less than 30 hours per workweek.

An employee becomes eligible for Medicare.

An employee dies.

An employee is granted a divorce or legal separation. *

A dependent child loses dependent status under the plan. *

* The employee or covered dependent is responsible for notifying Human Resources in writing within 60

days of the granted divorce or legal separation or in the event of (a dependent child losing status).

HealthTrackRx, will, within fourteen (14) days of notification of a qualifying event, advise the employee or

eligible dependent of the right to continued coverage. Coverage must then be elected within 60 days or it will

end.

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Notice of the right to continue coverage to the employee’s spouse will be deemed notice to any dependent

child residing with the spouse.

HIPAA

HealthTrackRx is committed to the guidelines and regulations outlined by the Health Insurance Portability and

Accountability Act (HIPAA) for its employees. We are required by law to maintain the privacy of protected

health information (PHI) and to provide individuals with notice of HealthTrackRx’s legal duties and privacy

practices with respect to PHI. You can obtain detailed information about HIPAA by contacting the Compliance

Department. In compliance with the HIPAA requirement we remind you to be discrete when discussing health

situations of co-workers and patients.

Officers, directors, employees and independent contractors will comply with the Health Insurance Portability

and Accountability Act of 1996 (referred to as HIPAA).

All employees must adhere to the Information Security Policy to protect individuals’ electronic personal health

information that is created, received, used, or maintained by HealthTrackRx. The Information Security Policy

requires appropriate administrative, physical and technical safeguards to ensure the confidentiality, integrity,

and security of electronic protected health information. The Information Security Policy and Guidelines for Media

Sanitation by the National Institute of Standards and Technology can be located on Sharepoint.

Unemployment Insurance

Employees who are laid off or terminated may apply to the state in which they work for unemployment

compensation. The company pays the complete cost of State and Federal unemployment insurance. Coverage

may vary by individual circumstances, including the law of the state in which the employee works and the facts

and circumstances of the employee’s departure from employment.

SECTION FIVE

TIME AWAY FROM WORK Holidays

o New Year’s Day

o Thanksgiving

o Day after Thanksgiving

o Christmas Day

Three additional holidays which may include Memorial Day, Independence Day, and Labor Day, depending on the day of the week when the holiday is observed and if UPS and FedEx are open for deliveries. If the Company is open on one of these National Holidays, employees will be required to work as a normal workday unless their supervisors permit taking the day off as a paid holiday. For those who are required to work, they will get paid holiday hours and worked hours.

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The company will reasonably accommodate the religious observances and practices of an employee or prospective employee unless such accommodation creates an undue hardship on the business. As part of this practice, the company will make reasonable accommodations to the religious observances and practices of an employee or prospective employee who regularly observes Friday evening and Saturday, or some other day of the week, as his or her day of worship, and/or who observes certain religious holidays during the year, and who is conscientiously opposed to performing work or engaging in similar activity on such days, when such accommodations can be made without undue hardship to the business. The following factors shall be considered: (a) business necessity, (b) financial costs and expenses, and (c) staffing concerns. Any employee who requires a religious accommodation should speak with his or her supervisor and/or the Director of Human Resources for consideration and possible approval.

Paid Time Off (PTO)

HEALTHTRACKRX believes that employees should have opportunities to enjoy time away from work to help

balance their lives. For this reason, we provide a program of Paid Time Off (PTO) to all full-time employees.

PTO allows employees to use their personal time off. PTO offers more flexibility than traditional vacation, sick,

personal time packages by allowing you to choose whether to use your PTO for vacation, sick-time, personal

time, or other reasons to be away from the work place.

PTO is time off in addition to Company paid holidays.

Eligibility for PTO

All full-time employees begin accruing PTO hours from their start date, but are only eligible to take PTO after 90

days of employment. Hourly employees earn PTO per hour worked to a maximum of the accrual listed below.

Salaried employees will accrue PTO hours at the end of each pay period.

Exempt employees accrue up to 2 weeks per year until 5 years of employment and then 3 weeks per year

thereafter, unless agreed to in writing by an authorized senior manager. Non-exempt employees accrue up to 2

weeks per year until 5 years of employment and then 3 weeks per year thereafter.

PTO is intended to be used in its entirety by the end of the year in which it is accrued. HealthTrackRx

understands that based on business needs this may not always be possible therefore; Company policy allows

employees to carry over a maximum of 40 hours into the next calendar year.

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Accrual Rate

Time Employed Non-Exempt - Accrual per pay period Maximum Accrual

1 year to 5 years 3.077 hours (based on a 40 hour work week) 80 hours

5 years or more 4.62 hours (based on a 40 hour work week) 120 hours

Time Employed

Exempt - Accrual per pay period unless otherwise agreed to in writing by an authorized senior manager Maximum Accrual

1 year to 5 years 3.077 hours (based on a 40 hour work week) 120 hours

5 years or more 4.62 hours (based on a 40 hour work week) 160 hours

Use and Management of PTO HealthTrackRx encourages employees to use their PTO responsibly and, whenever possible, to schedule time off in advance for vacations or personal leave appointments. The time off request should be submitted to the employee's immediate supervisor for approval. HealthTrackRx understands there may be occasions such as sudden illness or unforeseen events which will prevent sufficient advance notice. In those situations, be sure to inform your supervisor as soon as possible by telephone or speaking to them directly. PTO may not be used to cover time missed from work due to tardiness except in cases of severe weather or unusual circumstances and approved by the employee's immediate supervisor. HealthTrackRx has an automated PTO tracking system to keep a record of your accrued PTO balance.

Types of Non-PTO Leave

Situations that require time off such as jury duty, bereavement, voting and approved workers’ compensation

will not be charged against your accrued PTO. Note: See separate policies on those topics to address such

situations.

Bereavement Leave

We have taken into consideration the personal needs that arise from the death of an immediate family

member. You will be allowed leave up to three days with full pay until and including the day of the funeral.

Bereavement leave will not count against accrued paid time off (PTO). Bereavement leave pay will not be

granted to employees attending a funeral during periods when, for other reasons, they are not at work, such as

vacation, holidays and illness.

Immediate family includes spouse, parent (including step parent), grandparent/great grandparent,

grandchildren, son, daughter, adoptive child, stepchild, brother, sister; mother-in-law, father-in-law, sister-in-

law, brother-in-law, and foster children who have become members of family. If the funeral is due to the death

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of a person whose relationship is not listed above, any time taken off will be considered as PTO, if available.

Voting Time

We encourage employees to exercise their right to vote and expect that most employees can do so either

before or after their regularly scheduled work hours. If your work schedule is such that voting is not possible,

make your supervisor aware of the situation at least one week in advance. Arrangements may be made for

you to take time off to vote. If time is granted, it will be charged to available PTO time or may be taken off

without pay. If state law requires, you will be given time away accordingly.

Jury Duty While it is the duty of every citizen to serve on a jury when called, HealthTrackRx recognizes that this often

means the loss of income. HealthTrackRx pays the difference between the jury pay and regular wages for days

when you are unable to report to work because of jury service, subject to you having been employed by the

Company for at least 90 days prior.

The above statement applies provided that you:

Show your supervisor your summons to serve on a jury prior to the time that you are scheduled to

serve.

Furnish your supervisor with evidence of having served on a jury for the time claimed.

Jury absence will be noted on your time sheet or time card. Time spent on jury duty will not be counted as

hours worked for the purpose of computing overtime pay. Regular wages are paid until jury pay is received.

Jury pay is then deducted from your regular wages.

This benefit cannot be applied to any court appearance other than jury duty unless such appearance is related

to your employment.

Military Leave

HealthTrackRx provides military leave to eligible employees in compliance with federal and state laws, including

the federal Uniformed Services Employment and Reemployment Rights Act (USERRA). Questions regarding the

Company’s military leave policy should be directed to Human Resources.

Employees should notify their managers as soon as they become aware of a military service obligation.

Leave for Annual Training

Employees who are members of the U.S. Army, Navy, Air Force, Marines or Coast Guard Reserves or the

National Guard may be granted leaves of absence for the purpose of participating in Reserve or National Guard

training programs.

Employees will be granted the minimum amount of leave needed to meet the minimum training requirements

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of their units. No employee will be required to use vacation time for military duty, but employees who do elect

to schedule their vacations to coincide with military duty will receive their full regular vacation pay in addition

to any pay from the military.

In recognition of the public service performed by Reservists and members of the National Guard, employees

will receive the difference between their regular pay and their service pay, excluding any military subsistence

allowance or other expense allowances during the training period.

Leave for Military Service

Permanent employees who perform service in the uniformed services may be granted leaves of absence for the

purpose of participating in military service. Under USERRA, “uniformed services” consists of the U.S. Army,

Navy, Marine Corps, Air Force and Coast Guard and their Reserve components, U.S. National Guard and Air

National Guard, the Commissioned Corps of the Public Health Service and any other category of persons

designated by the President of the United States in time of war or emergency.

Employees will be granted leave as required to complete the military service, for up to five years of cumulative

uniformed service-related absences. Some special categories of military service are exempt from this five-year

limit.

Employees with leaves of less than 31 days must report back to work by the beginning of the first regularly

scheduled work period after the end of the last calendar day of service, plus the time required to return home

safely and have an eight hour rest period.

Employees with leaves between 31 and 180 days must apply for re-employment no later than 14 days after

completion of uniformed service. Employees with leaves longer than180 days must apply for re-employment no

later than 90 days after completion of uniformed service.

The reporting or application deadlines are extended for persons who are hospitalized or convalescing because

of an injury or illness incurred or aggravated during the performance of military service.

Returning service members will be reemployed in the job that they would have attained had they not been

absent for military service, with the same seniority, status and pay, as well as other rights and benefits

determined by seniority (escalator position). The Company will make reasonable efforts (such as training or

retraining) to enable returning service members to refresh or upgrade their skills to help them qualify for

reemployment. However, certain exceptions apply and a service member may be placed in an alternative

reemployment position if he or she cannot qualify for the escalator position.

Reemployed service members are entitled to the seniority and rights and benefits based on seniority that they

would have attained with reasonable certainty had they remained continuously employed.

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During a period of military service, the employees will be treated as if they are on a furlough or leave of

absence. Consequently, during their period of service they are entitled to participate in any rights and benefits

not based on seniority that are available to employees on comparable nonmilitary leaves of absence.

If an employee’s health plan coverage would terminate because of an absence due to military service, he or she

may elect to continue the health plan coverage for up to 24 months after the absence begins or for the period

of service (plus the time allowed to apply for reemployment), whichever period is shorter. The employee may

be required to pay up to 102 percent of the full premium for the coverage. However, if the military service is for

30 or fewer days, the employee cannot be required to pay more than the normal employee share of any

premium.

Communicable Disease Policy

A communicable disease is a disease that can be transmitted from one individual to another via: (1) direct physical

contact, (2) the air (cough, sneeze or particle inhaled), (3) through a transmission vehicle (either ingested or

injected) or (4) through a vector (animals or insects). Examples of some of the most common communicable

diseases include: measles, influenza, viral hepatitis-A (infectious hepatitis), viral hepatitis-B (serum hepatitis),

human immunodeficiency virus (HIV), AIDS, AIDS-Related Complex (ARC), leprosy, Severe Acute Respiratory

Syndrome (SARS) and tuberculosis (TB). This definition may be broadened in accordance with the

recommendations and information provided from the Centers for Disease Control and Prevention (CDC).

HealthTrackRx will make decisions involving those with communicable diseases based on medical information

concerning the disease in question, the risks of transmission to others, symptoms and any special circumstances

of the individuals involved. The Company will weigh potential risks and available alternatives before making any

decisions.

Reporting Procedure

Those employees who demonstrate signs or symptoms of a communicable disease that poses a credible threat

of transmission in the HealthTrackRx workplace should report that potential infection or disease immediately to

the Human Resources department. The employee is then responsible for keeping HealthTrackRx informed of his

or her condition that may require extended care, missed work, etc. The employee may also be required to provide

written documentation from a physician to return to the worksite.

Hiring and Employment

HealthTrackRx will not discriminate against job applicants or employees with a communicable disease. These

individuals will not be denied access to the worksite solely because they have a communicable disease, but may

be excluded from Company facilities, programs and functions if determined that restriction is necessary to

protect the welfare of the infected individual or the welfare of others. HealthTrackRx will comply with all

applicable statutes that protect the privacy of individuals with communicable diseases.

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Abuse of this policy will result in disciplinary action up to and including termination. HealthTrackRx reserves the

right to revise this policy without notice during changing pandemic conditions.

Contagious Illness Policy

HealthTrackRx realizes that employees with contagious temporary illness, such as influenza, colds and other

viruses, need to continue with normal life activities, including working. However, the Company also seeks to

maintain a healthy workplace for its employees and customers. In deciding whether an employee with an

apparently short-term contagious illness may continue to work, the Company considers several factors. The

employee must be able to perform normal job duties and meet regular performance standards.

In the judgment of the Company, the employee’s continued presence must pose no risk to the health of the

employee, other employees and customers. If an employee disputes the Company’s determination that this type

of risk exists, the employee must submit a statement from his or her attending health care provider that the

employee’s continued employment poses no risk to the employee, other employees and customers.

Supervisors are encouraged to remind employees that the Company provides paid leave to cover absences due

to contagious temporary illness. If an employee has exhausted all of his or her paid leave, the employee may be

eligible for an unpaid leave. All employees are urged to contact Human Resources with questions about the

possible contagious nature of another employee’s temporary illness.

Pandemic Flu Leave

In the event of a pandemic flu outbreak, as declared by HealthTrackRx management, in conjunction with the

Center for Disease Control, the following Pandemic Flu Leave policy applies to all employees, including temporary

and non-benefit eligible. This leave policy is above and beyond what is provided under the Company’s Paid Time

Off (PTO) policies. Employees who qualify for Pandemic Flu Leave will not be required to use PTO.

Confirmed Infection

Employees who are absent due to a confirmed pandemic flu infection will receive full pay for their normally

scheduled work hours until a physician has authorized their return to work. Each employee using Pandemic Flu

Leave will be required to provide written documentation from a physician.

Suspected Infection

If you suspect that you have the flu, or you are asked to leave work due to symptoms and you are subsequently

found to be free of the virus, you will be paid in full for your normally scheduled work hours to cover the time it

took for the medical evaluation. You will be required to provide a written physician’s notification to return to

work.

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Immediate Family Member Infection This leave policy applies to the employee’s own illness or for the employee to care for an immediate family

member. The employee will receive full pay for normally scheduled work hours. A written physician’s notification

will be requested confirming that the pandemic flu is the reason for the absence. Abuse of this policy will result

in disciplinary action. The Company reserves the right to revise this policy without notice due to changing

pandemic conditions.

Inclement Weather

HealthTrackRx will remain open and observe regular working hours during inclement weather. However, if such

weather impacts the delivery of samples, alternate work schedules may be required. Your cooperation with

alternate work schedules is greatly appreciated. You are expected to report to work on time during periods of

snow and other inclement weather. You should heed broadcasted warnings from the weather bureau and make

arrangements to leave home earlier in order to be at work on time. If you are unable to travel safely, you

must call your supervisor as you would for any other absence. Your supervisor may make alternate travel plans

for you that will require your cooperation.

If inclement weather causes HealthTrackRx to close early, your supervisor will inform you of that decision as

soon as it is made. If inclement weather delays or prevents the opening of your location for business, you

will be informed of that decision by your supervisor. In the event of delayed opening or early closing, regular

full- time employees will be paid for the time they were regularly scheduled to work. If you are unable to safely

report to work, your absence will be treated as PTO time. Part-time employees will be paid only for time

actually worked.

Family and Medical Leave Act As an employee of HEALTHTRACKRX you may be eligible to take unpaid family and medical leave under the federal law, the Family and Medical Leave Act (FMLA). This policy provides an introduction to the rights and provisions of the federal FMLA. An FMLA summary that is based on the Department of Labor’s (DOL’s) model notice is attached to this policy and further explains the FMLA. If you have questions regarding the FMLA, please contact Human Resources.

Eligibility

To be eligible for leave, you must have been employed by the Company for at least 12 months. In the 12 months immediately preceding the beginning of the leave, you must also have worked at least 1,250 hours to qualify for federal FMLA. In addition, you must work in an office or work site where 50 or more employees are employed within 75 miles of that office or work site.

Amount of Leave Available

Eligible employees may take up to a total of 12 weeks of FMLA leave within a rolling 12-month period, measured backward from the date an employee uses any FMLA leave, for any combination of the following reasons:

The birth of an employee’s newborn child or the placement of a child with the employee for adoption or

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foster care

To care for the employee’s spouse, child or parent with a serious health condition

The employee has a serious health condition that makes the him or her unable to perform the functions of their job

A qualifying exigency that arises because the employee’s spouse, child or parent is a covered military member on covered active duty (or has been notified of an impending call or order to covered active duty)

Where leave is taken to care for a covered service member who is undergoing medical treatment, recuperation or therapy, is in outpatient status or is otherwise on the temporary disability retired list for a serious injury or illness, a spouse, child, parent or next of kin may take up to 26 weeks of unpaid FMLA leave during a single 12-month period.

Under the federal FMLA, spouses employed by the Company are jointly entitled to a combined total of 12 weeks of leave for the birth of a newborn child, for the placement of a child for adoption or foster care and to care for a parent who has a serious health condition. The federal FMLA does not cover care for parent-in-laws. Spouses employed by the Company are jointly entitled to a combined total of 26 weeks of leave to care for a covered service member with a serious injury or illness, for the birth of a newborn child, for the placement of a child for adoption or foster care and to care for a parent who has a serious health condition.

Types of Leave Available

Birth or Placement for Adoption or Foster Care: FMLA leave is available to eligible male and female employees for the birth of a child or for the placement of a child with the employee for purposes of adoption or foster care. FMLA leave must be completed within 12 months of the birth or placement. This type of leave may not be taken intermittently or on a reduced schedule, unless the Company agrees to this request. See below for more details on non-continuous leave.

Serious Health Condition of Employee: If, as an eligible employee, you experience a serious health condition as defined by the FMLA, you may take medical leave under this policy (see “Definitions” for the definition of serious health condition). A serious health condition generally occurs when you:

Receive inpatient care in a hospital, hospice or nursing home.

Suffer a period of incapacity accompanied by continuing outpatient treatment or care by a health care provider.

Have a history of a chronic condition that may cause episodes of incapacity.

The following provisions apply to leave for the serious health condition of an employee:

Non-continuous leave—Medical leave may be taken all at once or, when medically necessary, intermittently or on a reduced leave schedule (see below).

Certification process—The need for leave must be documented by your treating health care provider

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through our medical certification process (see below).

Fitness-for-duty statement—A fitness-for-duty statement will be required in order for you to return from a medical leave. Failure to provide the statement will result in a delay in your return to work.

Serious Health Condition of Immediate Family Member: If, as an eligible employee, you need family leave in order to care for your child, spouse or parent who experiences a serious health condition as defined by the FMLA (see “Definitions” for definitions of child, spouse, parent and serious health condition), you may take a leave under this policy.

Non-continuous leave—Leave may be taken all at once or, when medically necessary, intermittently or on a reduced leave schedule (see below).

Certification process—The need for leave must be documented by the family member’s treating health care provider through our medical certification process (see below).

Qualifying Exigency Because of Active Duty: If, as an eligible employee, you need family leave because of any qualifying exigency arising out of the fact that your spouse, son, daughter or parent is on covered active duty in the Armed Forces (including the National Guard or Reserves), or has been notified that they will be called or ordered to covered active duty in the Armed Forces (including the National Guard or Reserves), you may take family leave under this policy. (See “Definitions” for a definition of qualifying exigency)

Non-continuous leave— Family leave for any qualifying exigency arising out of the covered active duty of a family member may be taken all at once, intermittently or on a reduced leave schedule (see below).

Certification process—The need for leave must be documented through our certification process (see below).

Service member Family Leave: If, as an eligible employee, you need family leave to care for a covered service member who is your spouse, child, parent or next of kin, and who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status or is otherwise on the temporary disability retired list for a serious injury or illness, you may take up to 26 weeks of unpaid leave during a single 12-month period under this policy. (See “Definitions” for a definition of serious injury or illness.)

Non-continuous leave—Service member family leave may be taken all at once or, when medically necessary, intermittently or on a reduced leave schedule (see below).

Certification process—The need for leave must be documented by the family member’s treating health care provider through our medical certification process (see below).

Notifying the Company of the Need for Family or Medical Leave

Generally, an application for leave must be completed for all leave taken under this policy. The need to take non-emergency leave should generally be requested from Human Resources at least 30 days, or as soon as practical, in advance of the date the leave is expected to begin. In cases of emergency, verbal notice should be given as soon as possible (or by your representative if you are incapacitated), and the application form should be completed as soon

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as practical. Failure to provide adequate notice may, in the case of foreseeable leave, result in a delay or denial of the leave. It is your responsibility to notify your manager and Human Resources of absences that may be covered by FMLA.

You must provide sufficient information regarding the reason for an absence for the Company to know that protection may exist under this policy. Failure to provide this information will result in delay or forfeiture of rights under this policy. This means the absence may then be counted against your record for purposes of discipline for attendance or similar matters.

Medical Certification Process

In addition to an application for leave, you will be required to complete a medical certification form when leave is for a family member’s or your own serious health condition. The certification form needs to be signed by the health care provider. The short-term disability certification may be sufficient where the information required is duplicative. These forms are available from Human Resources. Second or third certifications from health care providers and periodic recertification at the Company’s or your expense may be required under certain circumstances.

We may also require periodic reports during federal FMLA leave regarding your status and intent to return to work.

Military Family Leave Certifications

In addition to an application for leave, you will be required to complete a Certification of Qualifying Exigency for Military Family Leave form. A copy of the military member’s active duty orders or other military documentation may also be required to substantiate your need for FMLA leave.

If you request leave to care for a covered service member with a serious injury or illness, you will be required to complete a medical certification form, which must be signed by the service member’s health care provider. The certification form will request additional information, such as information regarding the relationship between you and the covered service member, to substantiate your need for FMLA leave.

Substituting Paid Leave for Unpaid Leave

Federal FMLA leave is unpaid. The Company requires you to substitute vacation days according to the schedule below. You may also choose to substitute additional paid or unpaid leave that you have accrued.

When you substitute vacation days or other paid leave, the absence will be counted against your entitlement to FMLA leave under this policy and will not extend your leave. In other words, you are using your paid leave concurrently with your FMLA leave.

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Eligible Vacation Remaining Required Substitution

Less than 5 days None

5-8 days 3 days

9-12 days 5 days

13-16 days 7 days

17-20 days 9 days

When an employee is absent due to a work-related illness or injury that meets the definition of a serious health condition, the absence will be counted against the employee’s entitlement under this policy. In other words, the employee is using FMLA leave concurrently with the workers’ compensation absence. An employee is not required to substitute paid time off for an absence covered under workers’ compensation.

You may be paid for all or part of a medical leave to the extent you are eligible for benefits such as short-term disability. An employee is not required to substitute paid time off for an absence covered under a disability benefit plan.

Non-Continuous Leave

Intermittent or reduced leave will be permitted only when it is medically necessary or for a qualifying exigency as explained above. In all cases, the total amount of leave taken in a calendar year should not exceed your total allotment as defined earlier in this policy.

Intermittent and reduced schedule leave must be scheduled with minimal disruption to an employee’s job. To the extent an employee or family member has control, medical appointments and treatments related to an employee’s or family member’s serious health condition should be scheduled outside of working hours or at such times that allow for a minimal amount of time away from work.

If you request non-continuous federal FMLA leave which is foreseeable based on planned medical treatment for yourself, a family member or a covered service member, you may be required to transfer temporarily to an available alternative position offered by the Company for which you are qualified and which better accommodates recurring periods of leave than your regular employment position. You will be entitled to equivalent pay and benefits, but will not necessarily be assigned the same duties in the alternative position. This provision may also apply if the Company approves a non-continuous leave for the birth of a child or the placement of a child for adoption or foster care.

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Benefit Continuation during Leave

The Company will maintain your group health plan coverage and certain other employment benefits during your FMLA leave on the same terms as if you had continued to work, if these benefits were provided to you before the leave was taken. You will be required to pay your regular portion of premiums – contact Human Resources for an explanation of your options.

Benefits that are accumulated based upon hours worked will not accumulate during the period of FMLA leave.

In some instances, the Company may recover premiums it paid to maintain health plan coverage for an employee who fails to return to work from FMLA leave.

Returning to Work

If the reason for FMLA leave is for your own serious health condition, you will be required to present a fitness-for-duty certification immediately upon return to work.

If you wish to return to work before the scheduled expiration of FMLA leave, you must notify the Company of the changing circumstances as soon as possible but no later than two working days prior to your desired return date.

If you exhaust all leave under this policy and are still unable to return to work, your situation will be reviewed to determine what rights and protections might exist under other Company policies.

Rights upon Return from Leave

Upon return from Family or Medical Leave, you will be returned to the position you held immediately prior to the leave if the position is vacant. Certain exceptions exist for Key Employees as defined by law. If the position is not vacant, you will be placed in an equivalent employment position with equivalent pay, benefits and other terms and conditions of employment.

The law provides that an employee has no greater rights upon a return from leave than the employee would have if the employee had continued to work. Therefore, you may be affected by a layoff, termination or other job change if the action would have occurred had you remained actively at work.

Other Types of Leave

If you do not qualify for the types of leave described in this policy, the Company may approve a personal leave of absence, depending on your circumstances. Except where mandated by law, we cannot guarantee that benefits will continue or that your position will remain open in your absence.

Definitions

“Spouse”—A husband or wife as defined or recognized under state law for purposes of marriage in the state where the employee resides.

“Parent”—A biological parent, adoptive parent, stepparent, foster parent or an individual who provides or provided day-to-day care or financial support to the child. Parent does not include a parent-in-law under this law.

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“Child”—A biological, adopted or foster child, stepchild, legal ward or a child who is receiving day-to-day care or financial support from the employee and is under the age of 18. Child also includes a person 18 years of age or older who is incapable of self-care because of a mental or physical disability. For military family leave, the child does not have to be a minor (under the age of 18) and can be of any age.

“Incapable of self-care”—The child requires active assistance or supervision to provide daily self-care in three or more “activities of daily living,” or “instrumental activities of daily living,” including adaptive activities such as caring appropriately for one’s grooming and hygiene, bathing, dressing, eating or instrumental activities such as shopping, taking public transportation or maintaining a residence.

“Physical or mental disability”—A physical or mental impairment that substantially limits one or more major life activities of the individual.

“Next of Kin”—Used with respect to an individual, this means the nearest blood relative of that individual, other than the spouse, parent or child.

“Serious Health Condition”—Illness, injury, impairment, or physical or mental condition that involves:

Inpatient care in a hospital, hospice or residential medical care facility.

A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition) that also involves: 1) treatment two or more times within 30 days of the first day of incapacity, unless extenuating circumstances exist, by or under the orders of a health care provider; or 2) treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of a health care provider. The first (or only) visit must occur in person within seven days of the first day of incapacity.

Any incapacity due to pregnancy or for prenatal care.

Chronic conditions requiring periodic treatment by or under the supervision of a health care provider, which continue over an extended period of time and may cause an episodic rather than a continuing period of incapacity (for example, asthma, diabetes and epilepsy).

Permanent or long-term conditions requiring supervision for which treatment may not be effective (for example, Alzheimer’s, a severe stroke or the terminal stages of a disease).

Multiple treatments by or under the supervision of a health care provider either for restorative surgery after an accident or other injury or for a condition that would likely result in a period of incapacity of more than three calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy), severe arthritis (physical therapy) or kidney disease (dialysis).

“Serious Injury or Illness”—can be:

In the case of a member of the Armed Forces, including a member of the National Guard or Reserves, an injury or illness incurred by the member in the line of duty on active duty in the Armed Forces (or existed before the beginning of the member’s active duty and was aggravated by service in the line of

49


duty on active duty in the Armed Forces) and that may render the member medically unfit to perform the duties of the member’s office, grade, rank or rating.

In the case of a veteran who was a member of the Armed Forces, including a member of the National Guard or Reserves, at any time during the five-year period directly before the date on which the veteran undergoes medical treatment, recuperation or therapy, a qualifying injury or illness incurred by the member in the line of duty on active duty in the Armed Forces (or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces) and that manifested itself before or after the member became a veteran.

“Qualifying Exigency”—includes:

Short-notice deployment (seven days or less)

Military events and related activities

Child care and school activities

Financial and legal arrangements

Counseling

Rest and recuperation (up to five days)

Post-deployment activities

Additional activities agreed to by the Company and the employee

Please contact Human Resources for additional information.

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EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

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SECTION SIX

GENERAL POLICIES AND COMPANY GUIDELINES

Violence in the Workplace and Weapons

At HealthTrackRx we are concerned about the amount of violence in our society and about violence that has

occurred at places of business. Therefore, the Company will not tolerate violence or threats of violence

of any form in the workplace, at work-related functions or outside of work if it affects the

workplace. This policy applies to Company employees, clients, customers, guests, vendors and

persons doing business with the Company. Violence includes physical altercations, intimidation, stalking,

and threats of violence. Any comments about violence will be taken seriously and may result in corrective action

up to and including termination. If you observe suspicious or dangerous behavior by an employee, former

employee, or any other person, it is your duty to inform your manager or the Director of Human Resources.

We will respect the confidentiality of such reports to the fullest extent possible.

No person is permitted to possess firearms, including those for which the proper permit has been obtained,

weapons, explosives, hazardous material, illegal drugs or drug paraphernalia, or alcohol on company

property.

Anyone with questions or complaints about workplace behaviors that fall under this policy may discuss them with a supervisor or a Human Resources representative. The Company will promptly and thoroughly investigate any reported occurrences or threats of violence. Violations of this policy will result in disciplinary action, up to and including immediate termination of employees. Where such actions involve non-employees, the Company will take action appropriate for the circumstances. Where appropriate and/or necessary, the Company will also take whatever legal actions are available and necessary to stop the conduct and protect Company employees and property.

Visitors in the Workplace

HealthTrackRx cares about the safety and security of its employees. In an effort to maintain the maximum safety

and security possible at a minimum inconvenience to you, we have guidelines in place regarding facility access

and visitors. All visitors are required to sign in, wear a visitor’s badge, and be escorted by authorized personnel

at all times. Please do not allow visitors to roam the premises unattended. Employees are asked to be mindful

of the work environment of their peers and be sure visitors do not interrupt the normal business operations

of HealthTrackRx. This policy is established to avoid disruptions in job duties of the employee and co-workers,

reduce property liability, and help maintain the company’s professional work environment.

Internet and Electronic Communications

HealthTrackRx considers all electronic communications systems and all communications and information sent,

received or stored on them as property of the company. These electronic communications systems are provided

for job-related purposes. While HealthTrackRx understands that some personal use of the electronic

communications systems will occur, employees must be aware that using this type of equipment is doing so at

your own risk and with the knowledge that there is no right to privacy. All security codes and pass codes are

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the property of HealthTrackRx and may be used only when authorized. No employee may use such codes

unless the code was issued to him or her personally. Authorized representatives of HealthTrackRx may monitor

the use of electronic communications systems to verify that the use is in compliance with our business interests.

All computer hardware and software provided by HealthTrackRx, and any documentation produced by, scanned

into, or stored in such hardware and/or software, is company property. All messages sent over the e-mail system

are company records. Officers and employees waive any right to privacy in e-mail messages and consent to allow

examination of e-mail messages by company representatives. Employees shall not conduct HealthTrackRx

business using personal computers or personal email accounts.

The HealthTrackRx system should be used for business purposes only. You should avoid receiving personal

email messages at your HealthTrackRx email address. Additionally, you should not use your personal email

address to conduct company business. These accounts should be maintained separately. The system should

not be used to solicit for commercial ventures, for political causes, outside organizations, or other non-job

related purposes. Chain letters are illegal and will not be tolerated. The downloading of any unauthorized

software is not permitted. All software downloaded must be registered to HealthTrackRx.

Transmission of sexually explicit images, messages, or cartoons, or any transmission or use of e- mail

communications that contain ethnic slurs, racial epithets, or any content in violation of HealthTrackRx’s anti-

discrimination or anti-harassment policies on any basis is not permitted. Violation of this policy will result in

appropriate corrective action up to and including termination. Complaints about information sent over the e-

mail system should be directed to your supervisor or the Director of Human Resources.

Recording Devices

HealthTrackRx respects the privacy of its employees and strives to protect all confidential Company information.

The Company prohibits the use of any recording device on Company property or during working hours unless

specifically permitted by the Company. The Company prohibits the use of picture phones or any other camera or

device that may capture visual images without the Company’s prior written permission, and in no case can

pictures of laboratory operations be taken. More specifically, the use of picture phones or other recording of

visual images is prohibited in locker rooms, restrooms and any other area where members of the public or co-

workers would expect a reasonable degree of privacy and in any areas in which sensitive or closely guarded

corporate or business materials are used or housed.

Any employee found in violation of this policy will be subject to disciplinary action up to and including termination

and may also be subject to prosecution to the fullest extent permitted under the law.

Social Media and Social Networking

HealthTrackRx acknowledges the internet has changed our world forever, and social media has forever

changed the ways people communicate. Social media can be found in numerous forms including blogs, online

profiles, podcasts, forums, pictures and videos. It is not the company’s intention to restrict employees’ use of

social network and media sites. There are certain guidelines that should be followed to protect HealthTrackRx’s

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best interests.

The following guidelines should be followed:

Employees should have no expectation of privacy in respect to social media and networking. Employee’s online presence is a reflection on HealthTrackRx as a company. Employees should model

their conduct in cyberspace upon the same conduct they would expect at work.

Facebook and similar social networking sites should not be accessed during working hours except

during lunch or break periods. Remember, employees should have no expectation of privacy and

any social networking activity accessed through company computers may be monitored.

Information posted on social networking sites must comply with HIPAA.

Be respectful of fellow employees, customers, and other business associates. Be mindful of

HealthTrackRx’s Anti- Discrimination and Harassment Policy and make sure nothing posted places an

individual in violation of the policy.

Social Media activities should not interfere with work commitments.

Do not post any confidential information or refer to customers, clients, vendors, or other employees.

Respect copyright laws.

HealthTrackRx logo and trademarks are not to be used without the written permission of a company executive.

Violations of this policy may result in corrective action consistent with the HealthTrackRx Discipline Policy. Any

questions should be addressed to the Director of Human Resources through e-mail at

[email protected] or by telephone at 940-383-2223 ext 4684.

Media Relations The Company is committed to providing the media with accurate information. To avoid discrepancies, specific guidelines should be followed when a media inquiry is received. All media inquiries regarding the Company and its operation must be immediately referred to who is authorized to make or approve public statements regarding company business. Unless specifically designated by this person, you are not authorized to make those statements. If you wish to write or publish an article, paper or other publication on behalf of the Company, you must first obtain approval. The Company will generally provide a response to media inquiries within 24 hours. Should the response require a detailed technical explanation, a spokesperson will be designated to address the issue. The spokesperson will be chosen carefully, based on their area(s) of expertise. Media inquiries include, but are not limited to, the following:

• Press releases • Advertisements • Requests for interviews • Information on:

Management changes

Financial data


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Working conditions

Wages Please contact Human Resources with any questions or concerns you have regarding the Media Relations Policy.

Personal Phone Usage

The primary purpose of the HealthTrackRx phone system is for conducting company business. While we realize

that it may be necessary on occasion for employees to make or receive personal calls, these calls should be kept

to a minimum. Excessive personal phone usage can be disruptive to the workday, so make every effort to make

and receive personal calls/texts during break and lunch periods. Emergency calls are permitted at any time.

If the need arises to use your cellular phone, please limit the length of your calls, and ensure they are made in

an area that is not disruptive to the work of others. Cellular phones brought into the workplace must be kept

on a “silent signal” ring tone so that other employees, customers and visitors are not disturbed by ringing

phones. HealthTrackRx is not responsible for the loss of personal cellular phones brought to the workplace.

HealthTrackRx does not permit the use of personal cameras in the workplace. This policy includes the use of

camera phones. This is a preventive step that we believe is necessary to secure employee privacy, trade secrets,

patient data results and other business information.

Phone Use While Driving

Use of cell phones or personal digital assistants (PDAs) should not take place while driving on company

business. Safety must come before all other concerns. If you need to make or receive a call, you are expected to

pull off of the road to a safe area to complete your call. Calls while driving are acceptable if hands-free options

are available and used (according to state law); however, it would be best to refrain from the discussion

of complicated issues. Special care should be taken in high traffic areas, inclement weather or when you are

unfamiliar with the area. Employees who are charged with traffic violations resulting from the use of their

cellular phone or PDAs while driving will be solely responsible for all liabilities that result from their actions.

This policy also applies to text messaging.

Driving on Company Business

When driving on HealthTrackRx business you must:

Obey all traffic rules.

Maintain a valid driver’s license.

Refrain from talking on a hand-held cell phone whether conducting business or for personal calls; and,

Wear seat belts at all times.

Smoking is not permitted in company provided vehicles at any time.

All employees using company cars for business use or personal cars for business use will have their

driving record reviewed annually.

Employees must pass a DMV background check.

Employees must maintain & provide evidence of automobile insurance when requested by

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HealthTrackRx.

See additional travel policy in Supplement Section of Handbook. HealthTrackRx is not responsible for fines as a result of traffic violations or parking tickets while on company business. Employees are not permitted, under any circumstances, to operate a Company vehicle or a personal vehicle for Company business when any physical or mental impairment causes the employee to be unable to drive safely. Additionally, employees shall not operate any Company vehicle at any time, or operate any personal vehicle for Company business while using or consuming alcohol, illegal drugs or prescription medications that may affect their ability to drive. These prohibitions include circumstances in which the employee is temporarily unable to operate a vehicle safely or legally because of impairment, illness, medication or intoxication.

Business Travel, Entertainment and Expense Reimbursement Policy

HealthTrackRx appreciates the efforts of those who travel on company business. Employees should be

comfortable while traveling, understand all travel related policies, and obtain reimbursement quickly. At the

same time, it is necessary to keep the costs of travel within reasonable limits and to follow consistent

reimbursement procedures. Please refer to the Business Travel, Entertainment and Expense Reimbursement

Policy at Appendix 4.

Employee Referral Bonus

An award has been established to encourage our present staff to refer quality people to our organization. If the

referral is hired, the staff member that submitted the referral will receive a $50.00 award. In order to qualify for

the award program, a current employee should provide the referral for either a posted position or as a general

referral. Following are the guidelines to this program:

Any recommendation should be routed to Human Resources regardless of posting. Recommendations

will be kept open for 12 months. In the event that two people refer the same individual, Human

Resources will review the situation to determine who qualifies to receive the award.

Referral candidate cannot already have been recommended through a recruiter.

The award will be paid 90 days after the referred employee’s start date. Both the new employee and

the individual who made the recommendation must be active employees at the time the award is paid.

This policy does not apply to anyone who has a recruitment, hiring or supervisory role or who has President, Vice

President, Executive Director, or Director status within the Company.

Physical Examination Policy

HealthTrackRx may require a mandatory, job-related medical examination when there is a need to determine if

an employee can perform the mandatory functions of his or her position. This exam will identify physical

limitations or restrictions. A medical examination may also identify significant health or safety risks to the

employee or others by identifying infectious diseases, or other medical monitoring as required by medical

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standards, professional licensing bodies or standards established by federal, state or local law.

The Company may conduct voluntary medical examinations and health promotion activities as well. The records

from these screenings will be kept confidential.

The cost of the voluntary or mandatory medical examinations rests with the Company. The employee is not

responsible for paying any of the costs for these procedures.

Social Functions Policy

At times, social events will be hosted by HealthTrackRx for employees to attend. These events may take place

due to the hiring or promotion of an employee, or for other reasons.

Some events will be celebrated with a group luncheon, arranged by management. Other events (such as

employee birthdays or service anniversaries) will be recognized with a card or gift from Human Resources. At

times, the Company may also host parties or social gatherings outside of working hours. These events may take

place to celebrate holidays or company successes, or for many other reasons.

At all Company social functions, employees are responsible for behaving in a professional manner. While alcohol

may be served, employees should refrain from becoming intoxicated in order to avoid disruptive behavior.

Even at social functions, employees must remember that they are representing the Company and need to ensure

that they are upholding the Company’s positive reputation at all times.

Solicitations and Distributions

Understanding that employees may occasionally wish to communicate with their co-workers to advertise

personal items for sale or to participate in fundraisers for non-profit organizations, children’s schools and other

non-work events, we allow the distribution of such information so long as it does not disrupt the day to day

business of HealthTrackRx. Management reserves the right to monitor such communications and remove them

if inappropriate or not in the best interest of HealthTrackRx operations.

In respect for other’s efficiency, please do not use work email, voicemail or other resources as a means to solicit

or distribute non-work materials. Activities that disrupt work hours or operations are prohibited.

Persons not employed by HealthTrackRx may not solicit Company employees for any purpose on Company

premises.

Tobacco Use HealthTrackRx seeks to preserve a living and working environment supportive of behaviors that contribute to the

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physical health and well-being of all employees and visitors. Therefore, HealthTrackRx shall be entirely smoke free and vape free. This also includes the use of smokeless tobacco. Definitions:

Smoking refers to the use of traditional tobacco products.

Smokeless tobacco, also known as dip and chew, snuff, or chewing tobacco, comes in two forms. Chewing tobacco comes as loose leaves of tobacco, as plug tobacco (brick form), or in a twist form. Snuff is finely ground (powdered) tobacco that is sold moist, dry, or in tea bag-like pouches called sachets.

Vaping refers to the use of electronic nicotine delivery systems or electronic smoking devices. These are commonly called e-cigarettes, e-pipes, e-hookahs and e-cigars.

Smoking, use of smokeless tobacco, and vaping are prohibited in all company areas without exception. This includes common work areas, conference and meeting rooms, private offices, hallways, cafeterias, employee lounges, stairs, restrooms, employer-owned or leased vehicles and all other enclosed facilities. Smoking will be allowed in only designated areas. Employees who smoke must observe the same guidelines as non-smokers for the frequency and length of break periods. Failure to observe the smoking policy could result in disciplinary action up to and including termination.

Safety HealthTrackRx wants to ensure that our employees remain safe and injury-free at all times. The Company intends to comply with all applicable safety laws. In order to guarantee that accidents are avoided whenever possible, we expect our employees to refrain from horseplay, careless behavior and negligent actions. It is the Company’s policy to maintain a safe and secure working environment for all employees and clients.

While working, employees must observe safety precautions for their safety and for the safety of others. All work areas must be kept clean, and free of clutter and debris. Any hazards or potentially dangerous conditions must be corrected immediately or reported to a supervisor.

If you are involved in an accident, you must comply with the following procedure:

Report the accident to your supervisor or to Human Resources immediately

Obtain the necessary medical treatment

Fill out an Accident Report, regardless of the severity of the injury

If you must seek additional medical treatment, obtain consent to leave the premises from your supervisor before doing so

Employees who fail to comply with this procedure are subject to disciplinary action.

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Reporting an Accident or Illness on Company Premises

HealthTrackRx is committed to establishing and maintaining a comfortable and safe working environment for all

employees.

If an accident or illness occurs, seek the appropriate medical attention, and immediately report the accident to

a supervisor or manager. If a customer or visitor to our offices experiences an accident, seek the appropriate

medical attention and report the incident to a member of management. Never communicate that HealthTrackRx

will be responsible for medical services or expenses.

All work-related injuries and illnesses should be reported immediately to your supervisor, even if you are not

sure whether they are truly work-related. Even small, seemingly insignificant, injuries left untreated can result in

serious conditions.

If you see any potential hazards that need attention, notify your supervisor immediately.

Supervisor/Subordinate Dating Policy

HealthTrackRx wants to preserve a working environment that has clear boundaries between personal and

professional relationships. This is believed to be the best practice for conducting business in a professional

manner. This policy establishes clear boundaries with regard to how relationships develop at work and within the

confines of the work area.

During working hours and in work areas, employees of HEALTHTRACKRX are expected to keep all

personal interactions limited and at a professional level to avoid distracting or offending others.

Employees are prohibited from engaging in any physical interactions that would be seen as

inappropriate in the work area. What constitutes inappropriate conduct is in the discretion of the

Company.

Employees who engage in personal relationships with others and allow these relationships to negatively

affect the working environment will be subject to disciplinary action. If said employees fail to change

their behavior after disciplinary action takes place, they may be subject to termination.

Romantic relationships between supervising, managing or executive employees and subordinates are strictly

prohibited. If a relationship does develop between a supervising employee and his or her subordinate,

management should be notified immediately so that a department transfer may be considered.

Lactation Accommodation

To ease the transition of mothers returning to work following the birth of a child, lactation accommodation will

be provided for nursing mothers.

For up to a year following a child’s birth, nursing employees will be provided break time to express breast milk

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during the workday. The employee will be allowed a reasonable break time whenever she has the need to

express milk throughout the day.

HealthTrackRx will provide a private area for nursing employees to express breast milk. Employees must bring

their own cooler or storage container, but may store their milk in a Company refrigerator with appropriate and

clear labeling.

Breaks to express milk will not be paid. Employees may use normal break and lunch periods to accommodate

their nursing needs. However, if the breaks needed to express milk exceed standard daily break time, then the

employee must use personal time (either in the form of an unpaid break or paid time off).

If you are returning from maternity leave, speak with your manager or supervisor regarding your nursing needs.

Your supervisor will work with you to accommodate your break schedule as needed, knowing that your breaks

may differ on a day-to-day basis.

If you have any further questions or concerns regarding this policy, please contact Human Resources.

Searches

HealthTrackRx reserves the right to search company property at any time, without warning, to ensure

compliance with our policies, including those that cover employee safety, workplace violence, harassment,

theft, drug and alcohol use, and possession of prohibited items. Company property includes but is not limited

to desks, file cabinets, storage areas, and workspaces. HealthTrackRx also reserves the right to search personal

property brought onto company premises including but not limited to briefcases, backpacks, purses and bags.

Alcohol and Drugs

Employees of HealthTrackRx are prohibited from using illegal drugs and substances, and prescription drugs

which are not prescribed for the employee’s use. This standard applies to use at any time, both on the job and

off the job.

We will seek to employ only individuals who are drug free. Prior convictions involving drugs may be a basis for

refusing to employ an individual. HealthTrackRx reserves the right to require a negative drug test as a condition

of employment.

Any employee convicted under any criminal drug statute for a violation occurring while on the job, on Company

or customer premises, or in any vehicle used for Company business must notify the Company no later than five

days after such a conviction. A conviction includes any finding of guilt or plea of no contest and/or imposition of

a fine, jail sentence or other penalty.

Disciplinary action will be taken for drug-related crimes, regardless of whether they happened during working

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hours or on an employee’s own time.

We recognize that employees suffering from alcohol or drug dependence can be treated. We encourage any employee to seek professional care and counseling prior to any violation of this policy.

When there is “particularized suspicion” of drug use in violation of this policy, the HealthTrackRx employee

will be subject to drug testing.

Examples of particularized suspicion include:

Information that an employee has used illegal drugs or substances is provided by a reliable source

An employee is at fault in a serious accident

An employee is arrested for violation of drug laws

An employee admits violating the company’s drug policy

An employee has tested positive previously for illegal drugs within the past five years

An employee exhibits mood swings, slurred speech, unusual clumsiness, staggering, dilation of

pupils, sleeping at work, unusual lethargy, and other extreme behaviors.

Periodic drug tests may be required of employees where any drug use increases risks to personal safety or

corporate interests (This could include vehicle drivers and security guards.).

The approval by the VP of Legal Affairs and Chief Compliance Officer of HealthTrackRx or their designee(s) is

required prior to “particularized suspicion” testing. HealthTrackRx has contracted with a recognized drug

testing organization to conduct any tests required. Testing guidelines, procedures and practices will be

followed with any and all employees who are being tested. A complete listing of these procedures will be

made available upon request.

Violations of this policy will result in corrective action up to and including termination. Any violation during

the Introductory Period will result in immediate dismissal.

It is expressly against the policies of HealthTrackRx for anyone to bring illegal substances onto company

property. Doing so will result in corrective action up to and including termination. We will notify law

enforcement authorities whenever illegal drugs are found in the workplace. When illegal activity is suspected,

we reserve the right to search the person, vehicle, and/personal property of employees on company property

or elsewhere while on duty.

Alcohol Use

The abuse and misuse of alcohol is a very serious problem, and is especially dangerous in the workplace.

HealthTrackRx is committed to maintaining a safe and productive work environment.

It is the policy of the company to establish and maintain alcohol free workplaces, to comply with government regulations and to prohibit the unauthorized, improper, or unlawful use of alcohol on HealthTrackRx premises

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or time. The use or possession of alcoholic beverages on company premises or time is prohibited. This includes not only our buildings, but also any private vehicles on company premises, and any circumstances in which an employee is representing HealthTrackRx. The CEO may approve moderate alcohol use at designated social or business functions.

If “particularized suspicion” of alcohol use exists, an alcohol screening test may be required of you.

Circumstances that could lead to such requests include:

Information that an employee has violated this policy comes from a reliable source

An employee is at fault in a serious accident

An employee admits to violating the policy

An employee is arrested for or convicted of an alcohol related offense; or

An employee exhibits behavior consistent with alcohol use such as, erratic behavior, odor of alcohol on an

employee’s breath, or significant deterioration in job performance.

An employee who is asked to take an alcohol test and refuses to do so will be terminated. Violations of this

policy will lead to disciplinary action up to and including termination. Any violations during the Introductory

Period will result in immediate dismissal.

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CONCLUSION The policies and procedures outlined in the Handbook are for the benefit of all of our employees. Our aim is to

inform you about our policies and guidelines and summarize our benefit offerings. If you have questions about

any of the information contained in the Handbook, please ask for clarification.

This Handbook can only be changed in writing by the Vice President of Legal Affairs or CEO of HealthTrackRx.

The policies and procedures contained in this Handbook are guidelines and HealthTrackRx reserves the right to

revise, interpret, add and delete them as needed. In addition, exceptional cases will sometimes occur when it

is not practical to follow these guidelines. HealthTrackRx reserves the right to handle these exceptional cases,

as it deems appropriate.

None of the provisions of this Handbook are meant to guarantee employment for any specific duration or to

create an employment contract, expressed or implied. This Handbook does not alter the "at-will" relationship

between HealthTrackRx and its employees. The provisions of this Handbook apply to all HealthTrackRx

employees. If there is any conflict between the material in this Handbook and the terms of the official

documents, the official documents will govern. This Handbook is the property of HealthTrackRx, and its

distribution to anyone outside the company requires the prior approval of the Director - Human Resources.

Upon review of the Employee Handbook, you will be asked to sign an Acknowledgement.

We hope that you and HealthTrackRx will experience continued growth and success through our combined

efforts to provide quality service to our customers and communities.

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Appendix 1

CODE OF CONDUCT HealthTrackRx

HealthTrackRx will conduct its business honestly and ethically wherever we operate in the world. We will constantly

improve the quality of our services, products and operations and will create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. No illegal or unethical conduct on the part of officers, directors, employees or affiliates will be tolerated. HealthTrackRx will not compromise its principles for short-term advantage. The ethical performance of this company is the sum of the ethics of the men and women who work here. Thus, we are all expected to adhere to high standards of personal integrity.

Compliance Program:

HealthTrackRx has created and maintains a compliance program administered by The Chief Compliance Officer. The compliance program includes an Employee Code of Conduct that requires all employees to understand how all applicable laws, rules, and regulations apply to their positions. The compliance program also requires all employees to act in a legal and ethical manner concerning all laws, rules and regulations as well as HealthTrackRx Compliance Program Policy. All employees share an obligation to report all suspect violations of policies and practices to a supervisor, the Chief Compliance Officer or other Compliance Department representative, or by using the HealthTrackRx’s disclosure program. All employees must read the Code of Conduct annually and ensure that they understand their obligations under the Policy. All employees must complete an assigned set of on line compliance training modules on an annual basis, while employed by HealthTrackRx.

Written Procedures and Policies:

HealthTrackRx has adopted written policies that promote our commitment to compliance and that address specific

compliance issues associated with billing, marketing and claims processing. These policies have been developed

under the supervision and direction of HealthTrackRx’s Compliance Officer and have been provided to all individuals

who are affected by the specific policy at issue. Employees are required to make themselves thoroughly familiar with

all policies pertinent to their positions. Any employees with questions about the policies pertinent to their positions should

contact the Chief Compliance Officer at (940) 383-2223 ext. 4684.

Code of Conduct:

HealthTrackRx has developed this Code of Conduct for all its employees to clearly delineate the policies of HealthTrackRx with respect to fraud, waste and abuse and to assure adherence to all guidelines and regulations governing federally funded health care programs. This Code of Conduct will be made available to all employees and affiliates, and will be regularly updated as the policies and regulations of these programs are modified. All employees are required to ensure they are familiar with and understand the Code of Conduct. Medical Necessity:

HealthTrackRx will use its best efforts to submit claims to both federally funded and private health care programs for services that HealthTrackRx has reason to believe are medically necessary. HealthTrackRx will require documentation, such as requisition forms containing diagnosis codes, supporting the medical necessity of all services that HealthTrackRx has provided and billed to a Federal or private program. HealthTrackRx will advise physicians that when they instruct HealthTrackRx to seek either Medicare or private reimbursement for tests ordered, they should only order those tests that they believe are medically necessary for the diagnosis and treatment of their patients. Through requisition design, notices

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to physicians, physician acknowledgements and test utilization monitoring, HealthTrackRx will help ensure that the claims it submits to both federally funded and private health care programs meet the appropriate program requirements.

Billing:

HealthTrackRx will use its best efforts to insure that all claims for testing services submitted to Medicare or other federally funded or private health care programs will be accurate and correctly identify the services ordered by the physician (or other individual authorized by law to order tests) and performed by the laboratory. The CPT or HCPCS code that is used to bill Medicare, Medicaid, or private payers will accurately describe the service that was ordered and performed. When diagnostic information must be submitted to establish medical necessity, HealthTrackRx will only submit diagnostic obtained from the test ordering physician. HealthTrackRx will only submit claims for tests that were both ordered and performed. The Office of Inspector General (OIG) of the Department of Health and Human Services (HHS) considers the submission of a claim for tests that were either not ordered or were not performed to be a potential false claim. HealthTrackRx will bill both Medicare and private payers appropriately for automated multichannel chemistry tests, and will not bill for both calculations and the tests that are performed to derive such calculations. The OIG views billing for both the calculations and the underlying tests to be double billing which may subject HealthTrackRx to criminal or civil penalties.

Reliance on Standing Orders:

When standing orders have been executed in connection with an extended course of treatment, HealthTrackRx will monitor the existing standing orders to ensure their continuing validity.

Compliance with Applicable HHS OIG Advisory Opinions and Fraud Alerts:

HealthTrackRx will carefully consider all advisory opinions and fraud alerts issued by the OIG, cease and correct any conduct criticized in such guidance, if applicable, and take reasonable action to prevent such conduct from recurring in the future.

Marketing:

HealthTrackRx requires honest, straightforward, fully informative and non-deceptive marketing. HealthTrackRx believes that it is in the best interest of patients, physicians, and HealthTrackRx alike that physicians fully understand the services offered by HealthTrackRx, the services that will be provided when tests are ordered, and the financial consequences for Medicare, as well as other payers, for the tests ordered. Accordingly, all of HealthTrackRx’s marketing information will be clear, correct, non-deceptive and fully informative.

Officers, directors, and employees will avoid conflicts of interests which could interfere with their ability to deliver quality products or services to the company and its clients.

Kickbacks and Gifts

A kick back is considered any item of value, or any reimbursement or compensation of any kind, paid or received, directly or indirectly, to induce any referrals of patients and/or specimens covered by the Medicare or other federal benefit program. Providers and laboratories may violate Federal and State anti-kickback and self- referral restrictions when payment is offered, requested, given or received to induce or in exchange for the referral of patients and/or specimens, particularly if no exception or safe harbor exists. Harsh criminal, civil and monetary penalties can result.

Consistent with Federal and State law, HealthTrackRx does not permit bribes, kickbacks or other similar remuneration or consideration to be given to any person or organization in order to attract or influence business activity. Officers, directors, and employees shall avoid gifts, gratuities, fees, bonuses, or excessive entertainment to attract or influence

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business activity. Excessive entertainment is defined as any amount in excess of guidelines determined annually by Medicare/CMS. Officers, directors, and employees shall refrain from using offers of equipment, computer hardware, computer software, support staff and other non-monetary gifts that deviate from accepted business practices authorized by HealthTrackRx and incorporated into company sponsored sales training.

Officers, directors, and employees cannot attempt to control or improperly influence a physician’s decision as to which clinical laboratory to use for the testing of patient specimens. The decision as to which clinical laboratory to use is to be made solely by the referring physician. Any attempt to control or improperly influence a referral to HealthTrackRx will result in disciplinary action, up to and including termination.

No bribes, kickbacks or other similar remuneration or consideration shall be given to any person or organization in order to attract or influence business activity.

Prices Charged Physicians for Profiles:

As tests are included in or added to profiles by physicians, the price that HealthTrackRx charges for the enhanced profile will increase and the overall price for the profile will never be below cost. Laboratories that do not increase the price to a doctor for an enhanced profile or that charge below cost for an enhanced profile and then bill Medicare or another federally funded health care program the full third-party price for the profile components will be risking false claims and kickback enforcement actions.

Charges to Patients

Where an insured patient has a deductible, a co-pay or co-insurance, or where the service is denied by the insurance carrier, HealthTrackRx is required by law to make a good faith attempt to bill the patient for amount owed. Patients with complaints relating to this type of billing may receive information about financial help from the Resolutions Department.

Retention of Records:

HealthTrackRx will create and maintain all records required either by Federal or State law. One of the best ways for HealthTrackRx to ensure that its compliance plan is effective is through reports that reflect results. HealthTrackRx will use its best efforts to ensure that all such documents protect patient privacy and confidentiality.

Compliance As An element of a Performance Plan:

At HealthTrackRx, strict adherence to compliance policies and applicable legal requirements is a condition of employment. HealthTrackRx will take disciplinary action, up to and including termination, for violation of these policies or requirements. In addition, the failure to detect non-compliance with applicable policies and legal requirements, where reasonable diligence would have led to the discovery of any problems or violations and given HealthTrackRx the opportunity to correct them earlier, may lead to sanctions.

Education and Training:

Compliance is one of HealthTrackRx’s most important priorities. HealthTrackRx requires compliance training of all employees. Such training will emphasize HealthTrackRx’s commitment to compliance with all laws, regulations and guidelines of Federal and State programs. Training is conducted upon initial hiring and annually thereafter to ensure that all employees fully comprehend the implications of failing to comply with HealthTrackRx’s compliance plan and all applicable health care program requirements. The training and education program covers HealthTrackRx’s compliance policies and reinforces the fact that strict compliance with the law and HealthTrackRx’s policies is a condition of employment. Failure to comply may result in disciplinary action, including termination.

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Communication – Access to the Compliance Officer:

An open line of communication between HealthTrackRx’s C o m p l i ance Department and HealthTrackRx employees is

critical to the successful implementation and operation of HealthTrackRx’s compliance program. We have an open door, complete anonymity, non-retribution policy available to all employees to encourage communication. HealthTrackRx encourages employees not to guess, but to ask if there is confusion or a question, including whether a violation has occurred.

Officers, directors, and employees must timely disclose or report unethical, dishonest, fraudulent and illegal behavior, or the violation of company policies and procedures, directly to management or to the Compliance Officer or a member of the Compliance Department team.

Communication – Hotline:

HealthTrackRx has a hotline telephone number and website which can be used to anonymously report suspected misconduct. Matters reported through the hotline that suggest violations of compliance policies or legal requirements

will be investigated promptly. The hotline telephone number is (844) 990-0002.

Auditing and Monitoring:

HealthTrackRx requires the thorough monitoring of the implementation of its compliance program both internally and externally and regular reporting to senior executives and members of the Board of Directors. HealthTrackRx performs regular, periodic audits of its operations, with particular attention to billing, sales, marketing, notices and disclosures to physicians, requisition forms, pricing, and activities of those involved in order of services. Our audits are designed and implemented to ensure compliance with HealthTrackRx’s compliance policies, the laboratory’s compliance plan, and all applicable Federal and State laws. Quality assurance and zero tolerance of fraud and abuse are the goals of HealthTrackRx’s compliance program.

Officers, directors, and employees will seek to report all information accurately and honestly, and as otherwise required by applicable reporting requirements.

Disciplinary Actions:

Violation of this Code of Conduct can result in corrective and/or disciplinary actions, up to and including termination.

HealthTrackRx’s full policy on disciplinary action is contained in the Employee Handbook. Employees are

reminded that behaviors which may be disciplined include but are not limited to:

Violation of the company’s non-discrimination policy

Violation of the company’s anti-harassment policy Retaliation against an employee for making a complaint or participating in any investigation under any

HealthTrackRx Discrimination policy Insubordination or poor attitude Attending work under the influence of drugs or alcohol, except as prescribed by a physician Using tobacco in the workplace or outside the approved smoking area Falsifying data on an employment application Any conduct violating the HealthTrackRx Compliance Policies Violation of company dress code Violent, or physical, verbal, or expressive threatening conduct in the workplace Bringing a weapon to work

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Improper relationships between supervisors and subordinates Violation of the company Social Media Policy Unsatisfactory work performance Poor attendance or excessive tardiness Violation of the company Confidentiality agreement, Code of Conduct, or Non-solicitation agreement Negligence in performing functions of the job Falsifying laboratory data or patient results Conduct or actions detrimental to the company’s brand, goodwill, public name, or image

Correction Action – Investigating, Reporting and Correcting Identified Problems:

When the Compliance Officer, his/her designee, or others involved in the management of HealthTrackRx learn of a potential violation of the compliance program or other misconduct, they will promptly investigate the matter. If a violation has occurred, management will take steps to rectify it, report it to the government if necessary, and make any appropriate payment to the government. In addition, HealthTrackRx will take whatever action, including disciplinary action, is necessary to cure the problem identified by the investigation and take steps to prevent it from happening again.

Correction Action – Non-employment or Retention of Sanctioned Individuals:

HealthTrackRx will not knowingly employ or do business with individuals or companies who have been convicted of a criminal offense related to health care or who are listed by a Federal agency as debarred, excluded or otherwise ineligible for participation in federally funded health care programs. In addition, until resolution of such criminal charges or proposed debarment or exclusion, individuals who are charged with criminal offenses related to health care or proposed for exclusion or debarment will be removed from direct responsibility for or involvement in any federally funded health care program. If resolution results in conviction, debarment or exclusion of the individual, HealthTrackRx will immediately terminate its employment of that individual or company.

YOU MUST SIGN AND RETURN THE CERTIFICATION ON THE NEXT PAGE

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HEALTHTRACKRX CODE OF CONDUCT CERTIFICATION:

I, __________________________________, certify to having read the HealthTrackRx Code of Conduct (Code) and agree to perform my job duties in accordance with the Code and HealthTrackRx’s Compliance Plan. I understand the principles and requirements set forth in the Code and understand that violation of the Code or the Compliance Plan can result in disciplinary action, including termination or termination of contractual agreements and/or legal action to recover damages. I understand my responsibilities to disclose fraudulent or unethical business practices to HealthTrackRx’s management and will honestly and accurately complete surveys performed by HealthTrackRx to document continuing compliance with this Code and the Compliance Plan.

____________________________________________

Signature

____________________________________________

Date

This page is included for documentation purposes only and should be signed

separately, as a part of the HealthTrackRx Employee Code of Conduct

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Appendix 2

VOLUNTARY SHARED PTO POLICY

PURPOSE This policy allows employees to donate PTO to assist another employee who is experiencing a serious medical condition resulting in prolonged absence, or an employee who has a family emergency or situation resulting in prolonged absence.

ELIGIBILITY

Recipient must be a regular full-time HealthTrackRx employee;

• employed by HealthTrackRx for at least 90 consecutive work days; and,

• eligible to earn PTO.

Employees receiving other payments such as workers’ compensation, short-term disability, or long-term

disability through HealthTrackRx’s insurance programs are not eligible to receive donations.

GENERAL GUIDELINES

1. Leave shall be donated on an employee to employee basis.

2. The donation and receipt of leave shall be completely voluntary and kept confidential.

3. Solicitation of leave is prohibited.

4. The employee receiving PTO/leave must exhaust all accrued leave before receiving donated PTO/leave.

5. Employee leave records are confidential.

6. Employees donating leave cannot receive compensation for the leave donated.

7. Donation of PTO may only be given in four hour increments. Minimum allowed donation amount is four hours.

8. Donations provided must be utilized in the PTO accrual year they were given. Unused donations will not be returned to donor.

9. Subject to a maximum of three weeks, the number of hours of leave an employee may receive is equal to

the projected recovery or treatment period, less the employee’s PTO balance as of the beginning of the

recovery or treatment period. The employee must exhaust all available leave before using donated leave.

Participation in this program does not provide job protection.

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APPLICATION PROCESS An application to Donate PTO/leave must be filled out by the donating employee and forwarded to the Human Resources Department. The HR Department will calculate the new PTO balance for the donating employee, sign and send a copy to the donating employee.

In order to donate Voluntary Shared PTO Leave: 1. The employee (Donor) should verify the need for donations by contacting the HR department.

2. The employee should complete the “Application to Donate PTO/Leave” Form (available from the

HR Department).

Policy is subject to change or elimination at any time

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Appendix 3

Educational Reimbursement

HealthTrackRx is committed to developing and maintaining a high performance workforce, and encourages its employees to continue to develop the knowledge and skills necessary to succeed in their jobs and provide optimum service to customers. For these reasons, the Company maintains an educational assistance program for those employees who wish to further their education.

The Educational Assistance Program provides financial assistance for approved courses, continuing education credits, certifications and licensing to support employees’ development of skills and knowledge that will be of mutual benefit to both the employee and the Company.

To participate in the program, individuals must be active full-time regular employees. All educational opportunities must be approved in advance by the employee’s manager.

Approved job-related expenses for tuition, training, course registration and exam fees will be reimbursed 100 percent. Costs for required books will be reimbursed 50 percent. The limit for reimbursement is $2,500 per calendar year, and reimbursements will be made after successful completion (C or better for bachelor’s level and B or better for master’s level) of the course and after providing a valid receipt and verification of the obtained grade to Human Resources. Optional fees, supplies, parking, application fees and entrance exam fees are not covered and are the responsibility of the employee.

Approved job-related courses are those that involve subjects that will benefit the employee in executing present job responsibilities, or where it is part of an individual’s planned development or advancement within the Company. Non-position related courses are generally not covered.

Reimbursement for non-position related courses as part of a degree program may or may not be covered, depending upon whether or not the degree is relevant to the individual’s current position or is part of the individual’s planned development or advancement within the Company. Approved courses taken in conjunction with a degree program must be through accredited colleges or universities.

Designations or certification programs qualify for reimbursement where it is relevant to the employee’s position and where there is mutual benefit to the individual and the Company in terms of enhancing the employee’s job performance, capabilities and credentials.

A medical/technical license is required for several positions within the Company. Employees are responsible for maintaining their licensing requirements. With advance approval, expenses or reimbursement for expenses may also be covered by the Company at 100 percent for initial licensing if the license is required for the individual’s current position or where the Company agrees it is part of an individual’s planned career path within the organization. The annual limit for reimbursement is $2500.

The Company offers continuing education courses (approximately 6-12 credits per year), on-site throughout the year for the convenience of employees to maintain their licensing requirements. For assisting employees with continuing education credits, the online self-study and in-house training are the preferred methods, however, in some instances, with advance approval, continuing education credits might also be obtained through outside vendors, clients, colleges or universities. Approval will be determined based upon the value to the employee of the course content and whether the employee is taking advantage of the self-study and in-house training methods.

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The application for participation in this program is to be made in writing and submitted to Human Resources for approval prior to commencement of the course. Upon approval or denial, Human Resources will notify the employee.

Following completion of the approved coursework, the employee must submit to Human Resources the “Application & Request for Educational Reimbursement” form with evidence of satisfactory completion (C for bachelor’s level and B for master’s level) and itemized receipts for expenses incurred for tuition, books and other covered expenses. Human Resources will then process payment.

If an employee voluntarily terminates employment at any time within 18 months of receiving reimbursement under this program, except for the costs related to continuing education credits, the employee is obligated to repay the Company all or part of the education assistance he or she received as reimbursement for expenses incurred. Repayment is required in the amount of one-eighteenth for each of the eighteen or fewer months remaining between reimbursement and termination. For example, an employee who terminates six months after receiving tuition assistance is forgiven six-eighteenths or one-third of all expenses reimbursed, but is required to repay the balance. The employee agrees that any balance owed to the Company can be withheld from their final pay given their prior written permission, or will be paid immediately upon termination by the employee. Repayment is not required if the employee is terminated by HealthTrackRx for any reason other than cause.

Courses or training received under this program should normally be held outside of working hours. The Company reserves the right to be selective in approving educational assistance, closely linking employees’ jobs, Company budget and the specific training being pursued. Initial approval of education continuance does not obligate the Company to approve future courses. Reimbursement is contingent upon continued employment beyond course completion and may be treated as taxable income in accordance with the Internal Revenue Service regulations. This program does not include costs associated with seminars or courses where attendance is required.

If financial assistance is being received from other sources (such as any state, federal, military or private assistance) only the difference between the total cost of the course and the amount of the assistance will be considered reimbursable under this program. Employee reimbursement upon satisfactory completion of the approved course or training will be the method of assistance provided, however, in the case of certification programs, where the full certification cost is required up-front, the Company may consider direct payment of some or all portions prior to the start of the training. The Company has the discretion to deny approval due to business needs, including the need to work flexible or longer hours, or where employee performance has been or could become unsatisfactory.

The Tuition Reimbursement Administrator reserves the right to approve courses, programs and/or institutions

on a case-by-case basis.

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Appendix 4 Auto Insurance Agreement

Employees who use their personal vehicles for company business present an additional liability for the company. The following controls are set in place to minimize the liability associated with non-owned autos.

Qualified drivers must have a valid driver's license.

Qualified drivers must have proof of ownership of the vehicle used for business.

HealthTrackRx will obtain certificates of insurance for the employee owned vehicle and review them

annually to confirm coverage and adequacy of limits - Employees whose primary duty is driving or

frequently use their personal auto for company business shall require minimum liability limits of

$100,000 per occurrence/$300,000 aggregate.

HealthTrackRx will maintain a pre-employment and annual motor vehicle record of each authorized

driver and have procedures to withdraw authorization in the event of an unacceptable motor vehicle

record (MVR).

For additional information please see HealthTrackRx employee handbook.

If an auto accident in employee’s personal vehicle occurs, employee’s personal auto insurance will take

effect.

If an auto accident resulting in personal injury occurs in personal, company, or rental car, workers

compensation insurance will likely apply.

I hereby acknowledge the terms stated above. ___________________________________________________________ Employee Name ___________________________________________________________ _______________________ Employee Signature Date ___________________________________________________________ HR Representative: ___________________________________________________________ _______________________ HR Representative Signature: Date

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Business Travel, Entertainment and Expense Reimbursement Policy 1. Scope of Policy

1.1. This policy applies to all employees who travel on business and/or incur entertainment and business expenses for HealthTrackRx.

2. Purpose of Policy

2.1. To establish guidelines for the most common travel, entertainment, and business expenses, while explaining the criteria for determining reasonableness and validity. 2.2. To describe the procedures to be followed by HealthTrackRx employees when booking business travel and submitting expenses for reimbursement.

3. Resources

3.1. CONCUR TRAVEL provides the platform for booking travel, including enhancing our buying power to capture travel savings. 3.2. CONCUR EXPENSE is an online, paperless expense reporting tool to simplify and expedite reimbursement. 3.3. Gant is currently HealthTrackRx’s Travel Management Company, (TMC). We are required to use a licensed TMC to interface with the airlines when booking through Concur. 3.4. HealthTrackRx’s Concur Travel & Expense Admin: This is an employee of HealthTrackRx with responsibility for aiding with individual travel when necessary and coordinating group travel and events. This individual is also responsible for reviewing travel expenses and following up on exceptions.

4. Policy Overview

4.1. It is HealthTrackRx’ policy to reimburse employees for ordinary, necessary and reasonable travel, meal, entertainment, and other business expenses when directly connected with, or pertaining to the transaction of, Company business. The purpose of the expense shall coincide with the employee’s job duties and be consistent with the HealthTrackRx’ mission and core values. Expenses should be within established guidelines and will be reimbursed with proper documentation and approval as described in this Policy. 4.2. Reimbursement for expenses that are not in compliance with this policy requires the approval of the Concur Travel & Expense Administrator. 4.3. Employees submitting expenses that are not in compliance with this policy risk delayed, partial, or completely forfeited reimbursement. Cases of significant abuse may result in disciplinary action up to and including termination.

5. Travel Arrangements

5.1. Employees are to arrange business travel needs (i.e., air, transportation, hotel, and car rental) through Concur in order to take advantage of negotiated rates. Failure to use Concur, with the exceptions noted in this policy, could result in non-reimbursement to the employee. 5.2. All travel arrangements must receive pre-trip approval before bookings can be completed in Concur Travel. This will

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be electronically approved by your supervisor upon booking in Concur. 5.3. HealthTrackRx’s travel management company is Gant. Air travel and car rentals booked through Concur should be booked using the HealthTrackRx’s corporate card.

5.4. Employees may accumulate and retain “points” gained through participation in travel-related loyalty programs (i.e., frequent flier programs, hotel programs, etc.). Airline routing and other travel reservations should adhere to your business travel requirements and not be scheduled for personal gain.

6. Air Travel 6.1. For Account Executives and Account Managers, no air travel is permitted if driving distance is 4 hours or less. 6.2. All airfare must be booked at least 7 (14 preferable) days in advance through Concur Travel. All employees are expected to travel coach class. 6.3. All airline tickets will be booked at the lowest logical airfare. The lowest logical airfare is defined as a direct flight for the departure and arrival airports as requested by the employee. If savings of $250 or more can be achieved by booking one stop or connecting flights, it will be considered the lowest logical airfare. 6.4. Employees may use free airline upgrades as earned, provided there is no incremental cost to the Company. Any such upgrades should be coordinated directly with the airline by the employee after the employee or Concur Travel & Expense Administrator has booked his/her itinerary. 6.5. Employees should not attempt to influence or change travel plans in order to receive frequent flier miles, upgrades or other promotional benefits offered by any airline. 6.6. Employees will be reimbursed the checked baggage service charge for one checked piece of luggage. Additionally, excess baggage service charges will be reimbursed when employees are traveling with heavy or bulky materials or equipment necessary for business or when the excess baggage consists of Company records or property. 6.7. Airlines occasionally offer free tickets or cash allowances to compensate travelers for delays and inconveniences due to overbooking, flight cancellations, changes of equipment, etc. It is up to the individual traveler, provided it does not impact or disrupt business obligations, to decide whether or not to volunteer for denied boarding. Any vouchers or awards provided by the carrier are the property of the employee.

6.8. If the employee needs to cancel the trip after 24 hours of booking or is unable to make the scheduled flight, the employee must immediately notify a GANT travel counselor before the scheduled departure. Unused tickets will be available for one year to use toward future business travel, minus applicable airline change fee or refunded based on airline policy.

6.9. Do not use flight insurance for any trip.

7. Lodging

7.1. All lodging must be booked through Concur Travel to take advantage of volume related discounts offered to the Company. Reservations should not be made directly with a hotel by an employee unless:

7.1.1. Hotel accommodations are arranged and hosted by an outside entity (such as seminars, conferences, etc.) 7.1.2. Travel has been booked after hours in an emergency situation

7.2. A single room in a business class hotel or motel is the Company standard, not to exceed $150 per night. This price

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includes room rate plus tax. 7.3. All rooms reserved through Concur will be guaranteed for late arrival. Employees are responsible for reviewing the cancellation information included on their electronic confirmation. Cancellation deadlines are based on the local time of the property. Cancellations should be made in a timely manner to avoid a “no-show” charge.

7.4. Itemized hotel receipts are required to be submitted in Concur for all hotel stays.

7.5. Reasonable expenses incurred for usage of hotel business centers and reasonable tips are reimbursable. In room movie charges and laundry services are generally not reimbursable.

8. Car Rentals 8.1. When a rental car is deemed the most effective means of transportation, the car rental should be arranged through Concur. Intermediate cars or smaller are the Company standard. If the difference between the cost of a taxi/uber is less expensive than a car rental, car rental will not be authorized. 8.2. Always decline auto insurance from car rentals. HealthTrackRx covers all travelers with auto insurance through our corporate carriers.

8.3. The following expenses are reimbursable, when renting a car, if recorded properly in Concur Expense and are business related:

8.3.1. Parking Fees 8.3.2. Gasoline, (Travelers should refuel cars prior to returning them to the rental agency to save fuel costs. Pre-paid

fuel programs should be declined.) 8.3.3. Tolls—we recommend checking with the rental car agency when you pick up your car to find out how tolls

work in the particular city you are visiting. 8.4. Parking tickets and moving violations are not reimbursable. 8.5. In the event of vehicle damage or accident immediately notify the rental car agency and your supervisor. If the accident is serious call 911 first.

9. Employee Personal Vehicles 9.1. When an employee is required to travel to another location (including airports), the employee will be reimbursed for the total mileage traveled less their normal home-to-work commute mileage. Mileage should be calculated using the mileage calculator in Concur. 9.2. Per IRS rules, to submit mileage to/from the airport, submit the difference between mileage from home to airport and home to office. 9.3. Employees will be reimbursed for business usage of personal cars at the current Company established rate. All operating costs (i.e., gasoline, repairs, maintenance, insurance, etc.) are included in the mileage rate. 9.4. Employees will not be reimbursed for any repairs to their personal cars even if these costs result from incidents that take place during approved Company business travel. 9.5. Reasonable parking fees and tolls incurred for business purposes are reimbursable. Travelers should be aware that on-site airport parking charges may be excessive. Consequently, consideration should be given to remote parking locations when such arrangements would not result in significant inconvenience to the traveler.

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9.6. Parking tickets and moving violations are not reimbursable.

10. Meals and Entertainment 10.1. Total meal reimbursements should not exceed $50 per day if you are requesting reimbursement for three meals in one day, averaged over the length of your trip. If you are only requesting one or two meals in a particular day please limit accordingly; $35 dinner and $15 for breakfast and lunch. This limit is not meant to cover business meals or entertainment expenses. No alcohol is to be claimed, unless prior management approval. 10.2. Business meal expenses are those meals taken with clients, prospects, business partners or employees during which a business discussion or celebration takes place. Business meal expenses should be consistent with the employee’s job duties, have a valid business purpose, and be reasonable for the intended purpose. Any business meal outside of sales must be approved prior to taking place. Business meals should only include HealthTrackRx employees applicable to the decision process and respective client. Other employees or spouses are generally excluded as they do not have any impact on business decisions. 10.3. Entertainment expenses include events such as theater, golf, or sporting events, when a business discussion takes place immediately before, during, or after the event and the person entertained has a potential or actual business relationship with the Company. When entertaining employee s, please consult with Compliance on the limits to avoid any violations of Stark and anti-kickback laws.

10.4. To be in compliance with IRS regulations, the following information must be included in Concur Expense as support for all business meals and entertainment expenses:

10.4.1. Detail vendor receipt and credit card receipt. Detail is to include meal breakout. 10.4.2. Amount and date of the expense 10.4.3. Names of individuals present, their titles, and their company name 10.4.4. Name and location of where the meal or event took place 10.4.5. Purpose of the meeting

11. Tipping

11.1 Tipping should not exceed 15% on meals and cabs.

12. Internet Access 12.1. Many hotels offer complimentary high speed internet services for business travelers. Hotel internet is reimbursable when complimentary internet service is not available. 12.2. In flight internet is available on many flights. When the duration of the flight is 2 hours or more, this is a reimbursable expense provided the internet access will be used primarily for the employee to fulfill his/her job responsibilities

13. Non-Reimbursable Expenses 13.1. Non-reimbursable expenses are listed below. This list is not all-inclusive, and there may be additional similar non-reimbursable expenses which are not listed. Please contact your supervisor or the Concur Travel & Expense Administrator if you have any questions.

13.1.1. Personal entertainment (e.g. movies, spa, health club, use of recreational facilities, mini bar, snacks, hotel bar charges, etc.)

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13.1.2. Delinquency fees / finance charges / annual fees for credit cards 13.1.3. Personal expenditures such as car washes, car repairs, and smog fees. 13.1.4. Fees or dues for airline VIP clubs and hotel loyalty or frequent-stayer programs. 13.1.5. Expenses incurred by a spouse or partner 13.1.6. Expenses related to vacation or personal days while on a business trip

14. Expense Report Processing

14.1. Employees are responsible for the timely and accurate preparation and submission of their expense report through Concur. Expense Reports should be completed within 10 days of the conclusion of the trip. Expense Reports should be submitted at least monthly. 14.2. All employee reimbursable expenses must be submitted through Concur. 14.3. All expense reports must be approved by the employees’ supervisor. Approving supervisors are expected to review Concur expense reports and supporting receipts for accuracy and compliance with the Policy.

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HealthTrackRx Business Travel, Entertainment and Expense Reimbursement Policy

CERTIFICATION: I, _ , certify to having read the HealthTrackRx Business Travel, Entertainment and Expense Reimbursement Policy and agree to perform my job duties in accordance with the Business Travel, Entertainment and Expense Reimbursement Policy. I understand the principles and requirements set forth in the Business Travel, Entertainment and Expense Reimbursement Policy and understand that violation of the policies can result in disciplinary action, including termination or termination of contractual agreements and/or legal action to recover damages. ______________________________________________________ Signature ______________________________________________________ Date

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HealthTrackRx Employee Handbook January 2017 Not a contract

DISCLAIMER AND ACKNOWLEDGEMENT YOUR EMPLOYMENT WITH HealthTrackRx, LLC IS “AT -WILL,” MEANING THAT EITHER YOU OR HealthTrackRx MAY TERMINATE YOUR EMPLOYMENT AND COMPENSATION AT ANY TIME, WITH OR WITHOUT CAUSE.

NO SUPERVISOR OR MANAGER HAS THE AUTHORITY TO CREATE A CONTRACT FOR EMPLOYMENT OR ALTER THE AT-WILL EMPLOYMENT RELATIONSHIP BETWEEN ANY EMPLOYEE AND HealthTrackRx.

THIS VERSION OF THE EMPLOYEE HANDBOOK SUPERCEDES ALL PREVIOUS VERSIONS. THE COMPANY HAS THE RIGHT TO MODIFY, REVISE, AMEND, SUPPLEMENT, ALTER, RESCIND, OR CREATE EXCEPTIONS TO THE POLICIES WITHIN THE EMPLOYEE HANDBOOK WITHOUT NOTICE TO EMPLOYEES, FROM TIME TO TIME, AS IT DEEMS APPROPRIATE IN ITS SOLE AND ABSOLUTE DISCRETION. THIS HANDBOOK DOES NOT, NOR IS INTENDED TO ADDRESS EVERY SITUATI ON ARISING DURING YOUR EMPLOYMENT WITH HealthTrackRx. ADDITIONALLY, SOMETIMES EXCEPTIONAL CASES ARISE WHEN IT IS NOT PRACTICAL TO FOLLOW THESE GUIDELINES. HealthTrackRx RESERVES THE RIGHT TO HANDLE THESE EXCEPTIONAL CASES AS IT DEEMS APPROPRIATE.

NOTHING IN THIS HANDBOOK IS INTENDED TO BIND THE COMPANY CONTRACTUALLY. THIS HANDBOOK DOES NOT CONSTITUTE AN EXPRESSED OR IMPLIED CONTRACT FOR EMPLOYMENT. EMPLOYMENT WITH HealthTrackRx IS TERMINABLE AT -WILL FOR ANY LAWFUL REASON, AND THE COMPANY AND THE EMPLOYEE REMAIN FREE TO CHOOSE TO END THE WORK RELATIONSHIP AT ANY TIME, FOR CAUSE OR WITHOUT CAUSE.

THIS EMPLOYEE HANDBOOK IS NOT A CONTRACT, EXPRESS OR IMPLIED.

I have received a copy of the HealthTrackRx Employee Handbook and all supplements. I understand this Handbook and the supplements supersede all other Handbooks and supplements. I will familiarize myself with the information in these documents and I understand they constitute guideline policies at HealthTrackRx. I also understand that I can access the Employee Handbook and policies therein on the Company intranet at any time while employed by HealthTrackRx. If I have any questions about the Handbook or supplement contents, I will contact my supervisor or the Human Resources Manager

I understand the Handbook may be changed, modified, altered, or amended at any time, with or without notice and I received, saw, read, and understood the above disclaimer. I Understand I am an employee at-will and this Handbook is not a contract, express or implied.

______________________________________________________ Print Name of Employee ______________________________________________________

Employee Signature

______________________________________________________

Date

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GLOSSARY A F Pay Periods, 31 Accident, 57, 58 Fair Credit Reporting Act, 14 Payroll Deductions, 33 Accuracy, 24 Family and Medical Leave, 42, 50 Performance Appraisals, 29 ADA, 12 Full time, 30 Personnel file, 19 Alcohol, 59 Phone Usage, 54 Americans with Disabilities Act, 12 G Promotions, 20 Appearance, 25 Genetic Information PTO, 8, 36, 37, 38, 69, 70, Application, 13 Non-Discrimination Act, 18 Punctuality, 25 Attendance, 25 GINA. See Genetic Information

Auto Insurance Agreement, 73 Non-Discrimination Act R Recording Time, 31 B H Reference checks, 13 Benefits, 8, 9, 11, 21, 33, 46 Harassment, 12, 14, 15, 16, 17 Regular, 19, 21, 38, 69 Bereavement, 37 HIPAA, 35 Reimbursement, 55, 71 Bonuses, 55 Holidays, 8, 35 Relatives, 14 Break, 8, 32, 33, 58, 59 Hours, 31 Resignation, 20

C I S Company Property, 22 Inclement Weather, 42 Safety, 57 Complaints, 28 Insurance, 8, 33, 34, 35 Scrubs, 26 Compliance, 22, 23 Internet, 51 Searches, 59 Confidentiality, 24, 28 Introductory Period, 18 Sexual Harassment, 16 Conflict of interest, 19 Social Media, 52 Consumer credit report, 13 J Social Networking, 52 Contract, 2 Job Descriptions, 18 Suggestions, 28 Job Duties, 24

D Jury Duty, 38 T Dating, 58 L Tax, 19 Deductions, 33 Lactation, 58 Telecommuting, 31 Dental, 8, 33 Leave the Company, 20 Temporary, 30 Disability, 8, 12, 13, 15, 45, 46, 48 License, 13, 19, 54, 73 Terminate, 13 Disclaimer, 2 Time Away, 35 Discrimination, 14 M Tobacco, 56, 57 Dress Guidelines, 26 Media, 53 Transfers, 20 Driving, 54 Military Leave, 38 Travel, 55, 74 Drugs, 59 Tuition, 71 N

E Non-Exempt, 31 U Electronic Communication, 51 Notice, 20, 49 Unemployment, 35 Emergency, 19, 54 Unions, 28 Employee Death, 22 O

Employment At-Will, 14 Open Door Policy, 27 V Employment Categories, 30 Orientation, 18 Violence, 51 Employment Classifications, 31 Outside Employment, 19 Voting, 38 Equal Employment opportunity, 12 Overtime, 32

Equipment, 25 W Exempt, 31 P Weapons, 51 Expense, 55, 74 Paid Time Off, 8, 36, 41 Workers Compensation, 34 Part-time, 30, 42

Pay, 30

Double-

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Documents

Employee Handbook: Confidential Information and Company Propertyhealthtrackrx.com/wp-content/uploads/2017/02/HealthTrackRx... · Return of Company Property ... Handbook and familiarize