The Handbook

You’re pretty special.

We believe that the continued success and growth of Local Wisdom depends on the awesomeness of employees just like you. It’s important to us that you see your career at Local Wisdom as one of excellence.

Why? Well, we believe that we share in your excellence! We all know that we are here to help Local Wisdom succeed, but we also want you to know that we want to help you succeed as well. We are here to listen, respond and encourage.

We strive to provide a work environment which fosters growth, constructive feedback, as well as dynamic energy which allows you to bring forth your best in every way. We value your insight, so we love it when you share best practices or experiences which could potentially improve the business and the way in which we serve you.

One of the ways we serve you is to keep you well informed. That’s why we put together this pretty cool handbook.

The Handbook describes many of our policies. It also outlines many of the programs and benefits available to eligible employees. It will answer many questions you may have about your employment at Local Wisdom. We suggest that you become familiar with The Handbook as soon as possible. Of course, it cannot cover every possible situation that may develop. We would be pleased to answer any questions you may have after you read it.

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

Sincerely,

Christine RobinsonHuman Resources

The Handbook

We make digital personal.

This is where the infographic is to be placed.

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Let’s not forget the legal stuff.

This Employee Handbook and the policies it contains are applicable to all employees of Local Wisdom (Local Wisdom).

The policies, practices and procedures published by Local Wisdom as contained in this Employee Handbook are not in any way to be interpreted as an employment contract between Local Wisdom and any of our employees.

There is no promise of any kind by Local Wisdom contained in this Employee Handbook. Regardless of what this Employee Handbook says or provides, Local Wisdom remains free to change wages and all other working conditions without having to consult with anyone and without anyone’s agreement, consent or approval. Both, Local Wisdom and our employees have the right to end the employment relationship with or without cause and with or without prior notice at any time.

This Employee Handbook supersedes and replaces all prior or existing manuals, handbooks, written policies, oral policies or practices in effect or statements made, prior to the effective date printed on the cover of this Employee Handbook.

Benefits Disclaimer

Local Wisdom has established a variety of employee benefit programs designed to assist employees and their eligible dependents in meeting the financial burdens that can result from illness and disability, and to help plan for retirement. This portion of the Employee Handbook contains a very general description of the benefits to which employees may be entitled as an employee of Local Wisdom.

Please understand that this general explanation is not intended to, and does not provide all the details of these benefits. Therefore, this Handbook does not change or otherwise interpret the terms of the official plan documents. Employee’s rights can be determined only by referring to the full text of the official plan documents, which are available for their examination from the Human Resources Department. To the extent that any of the information contained in this Handbook is inconsistent with the official plan documents, the provisions of the official documents will govern in all cases.

Please note that nothing contained in the benefit plans described herein shall be held or construed to create a promise of employment or future benefits, or a binding contract between Local Wisdom and its employees, retirees or their dependents, for benefits or for any other purpose. All employees shall remain subject to discharge or discipline to the same extent as if these plans had not been put into effect.

As in the past, Local Wisdom reserves the right to amend, modify or terminate, in whole or in part, any or all of the provisions of the benefit plans described herein.

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Further, Local Wisdom reserves the exclusive right, power and authority, in its sole and absolute discretion, to administer, apply and interpret the benefit plans described herein, and to decide all matters arising in connection with the operation or administration of such plans.

For more complete information regarding any of Local Wisdom’s benefit programs, please refer to the benefitcentre site which contains all plan information, benefitcentre.net.

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Where to find it.

Employment.............................................................................................................7101 - Nature of Employment......................................................................................7102 - Employee Relations...........................................................................................7103 - Equal Employment Opportunity........................................................................8104 - Sexual and Other Unlawful Harassment............................................................8105 - Business Ethics and Conduct...........................................................................11106 - Hiring of Relatives - Personal Relationships in the Workplace.........................12107 - Immigration Law Compliance..........................................................................13108 - Conflicts of Interest.........................................................................................14109 - Employees with Disabilities.............................................................................15110 - Outside Employment.......................................................................................16111 – Whistleblower Policy.......................................................................................16112 - Employee Confidentiality and Non-Disclosure.................................................17113 – Copyrights, patents, trademarks, inventions..................................................18Employment Status & Records...........................................................................19201 - Employment Categories..................................................................................19202 - Access to Personnel Files................................................................................20203 - Employment Reference Checks.......................................................................21204 - Personnel Data Changes.................................................................................21205 - Orientation Period...........................................................................................21206 - Performance Development Planning and Feedback........................................22207 - Job Descriptions...............................................................................................22208 - Salary Administration......................................................................................22209 - Tips and Gratuities..........................................................................................23210 – Training and Development..............................................................................23Employee Benefit Programs................................................................................23301 - Employee Benefits Overview...........................................................................23302 – Paid Time Off Benefits.....................................................................................24303 – Holidays..........................................................................................................26305 – Direct Deposit.................................................................................................27306 – Medical and Vision Insurance Allowance.........................................................27307 – Dental Insurance Allowance............................................................................27308 – Jury Duty.........................................................................................................27309 – Retirement (IRA).............................................................................................28310 – Life, Accidental Death and Dismemberment Insurance..................................28311 – Military Leave.................................................................................................28312 - Workers' Compensation Insurance..................................................................28313 – Paid Family Leave...........................................................................................29314 - Bereavement Leave........................................................................................30315 – Temporary Disability Benefits – short term and long term.............................30Timekeeping & Payroll.........................................................................................30

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401 – Timekeeping...................................................................................................30402 – Paydays..........................................................................................................31403 – Pay Advances..................................................................................................31404 - Pay Deductions................................................................................................31Work Conditions & Hours....................................................................................32501 – Safety and Security.........................................................................................32502 - Work Schedules...............................................................................................33503 – Overtime.........................................................................................................34504 – Telephones and Handheld Devices.................................................................34505 – Smoking..........................................................................................................35506 – Working Remotely..........................................................................................35507 - Use of Equipment............................................................................................36508 - Emergency Closings........................................................................................36509 – Visitors in the Workplace................................................................................37510 – Computer Usage.............................................................................................37511 – Internet Usage................................................................................................38512 – Workplace Violence Prevention.......................................................................40513 – Social Media policies.......................................................................................41Employee Conduct & Disciplinary Action..........................................................42601 - Employee Conduct and Work Rules.................................................................42602 - Drug and Alcohol Use......................................................................................43603 – Employee Privacy............................................................................................43604 - Attendance and Punctuality............................................................................44605 - Personal Appearance.......................................................................................44606 - Return of Property...........................................................................................45607 – Resignation.....................................................................................................45608 – Solicitation......................................................................................................46609 - Discipline Approach.........................................................................................46610 - Investigating Complaints and Grievance Procedures......................................47611 - Workplace Etiquette........................................................................................48612 - Bulletin Boards................................................................................................49613 - Energy Conservation.......................................................................................49614 – Media Relations..............................................................................................49615 – Professional Development Reimbursement....................................................50Employee Acknowledgement Form..........................................................................51

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Employment

101 - Nature of EmploymentEffective Date: 1/01/2012Revision Date:

You became an employee at Local Wisdom voluntarily and your employment is at will. "At will" means that you are free to resign at any time, with or without cause. Likewise, "at will" means that Local Wisdom may terminate your employment at any time, with or without cause or advance notice, as long as we do not violate any applicable federal or state law and with or without prior notice.

The policies in this manual are not intended to create a contract. The policies should not be construed to constitute contractual obligations of any kind or a contract of employment between Local Wisdom and any employee. The provisions in the manual have been developed at the discretion of management and, except for the policy of employment-at-will, may be amended or cancelled at any time, at the sole discretion of Local Wisdom, Inc.

These provisions replace all other existing policies and practices and may not be changed or added to without the express written approval of The COO.

102 - Employee RelationsEffective Date: 1/01/2012Revision Date:

We believe that the working conditions, wages, and benefits we offer to Local Wisdom employees are competitive with those offered by other employers in this area and in this industry. If you have concerns about working conditions or compensation, we strongly encourage you to express these concerns openly and directly to your supervisor and / or the COO.

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

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103 - Equal Employment OpportunityEffective Date: 1/01/2012Revision Date:

Local Wisdom is an equal opportunity employer. Local Wisdom strives to recruit, hire, train and promote the most qualified candidates for every job description, without regard to race, color, creed, religion, sex, gender identity or expression, national origin, ancestry, ethnicity, age, handicap or disability, marital status, civil union status, domestic partnership status, service in the U.S. Armed Forces, citizenship status, genetic information, sexual orientation, or membership in any other protected group status. Local Wisdom bases all personnel actions and/or employment decisions, including but not limited to recruitment, hiring, training, job assignments, promotions, transfers, discipline, and discharge on, and administers them in accordance with, all federal, state and local laws, ordinances and regulations on equal opportunity employment.Employment discrimination will not be tolerated from or by any Local Wisdom employee, and will be grounds for disciplinary action, including dismissal.

If you have a question about any type of discrimination at work, talk with your immediate supervisor or the COO. You will not be punished for asking questions about this. Also, if we find out that anyone was illegally discriminating, that person will be subject to disciplinary action, up to and including termination of employment.

104 - Sexual and Other Unlawful HarassmentEffective Date: 1/01/2012Revision Date:

Local Wisdom believes that each individual we employ has the right to be free from inappropriate, unwelcome workplace conduct where that conduct could be viewed as workplace harassment. Inappropriate conduct based on an individual's race, color, creed, religion, sex, gender, national origin, ancestry, ethnicity, age, handicap or disability, marital status, civil union status, domestic partnership status, veteran's status, citizenship status, genetic information, sexual orientation, or any other protected group status (collectively referred to as “Protected Status”), which has the purpose or effect of unreasonably interfering with an individual’s work performance, or which otherwise creates an intimidating, hostile or offensive working environment, may constitute prohibited workplace harassment. Therefore, Local Wisdom does not permit any inappropriate comments or communications to be made, distributed, transmitted or posted in any Local Wisdom work location, including but not limited to, Local Wisdom offices, client offices and off-site locations, or at any business-sponsored or business-related function. Comments or communications include, but are not limited to, statements, questions, jokes, photographs, videos, drawings, cartoons, gestures, or stories, whether written, oral, physical, digital or electronic (including e-mail, text messages, and voice mail). A comment or communication is inappropriate if it is unwelcome and contains language which is threatening, harassing, offensive, obscene, sexually explicit,

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profane, or derogatory towards Protected Status.

Sexual Harassment - The most widely recognized area of workplace harassment is sexual harassment. Unwelcome, unsolicited conduct of a sexual nature, including making requests for sexual favors, conditioning the grant or denial of a work benefit on submission to sexual activity, or making sexual activity an expressed or implied term or condition of employment, constitutes sexual harassment and will not be tolerated. Sexual harassment is particularly egregious when a supervisor is the initiator or cause of such conduct. Sexual harassment can result from the conduct of a male to a female, a female to a male, or between persons of the same gender. By way of example, the following conduct can be sexual harassment:

Threatening or insinuating that an employee’s submission to or rejection of sexual advances will in any way influence any personnel decision regarding that employee’s employment, evaluation, ways, advancement or assigned duties

Joking, teasing, or touching Advances or propositions Continual or repeated verbal abuse of a sexual nature Graphic word used to describe an individual Lewd, risqué or obscene language, actions or gestures Gender, race or nationality targeted jokes or cartoons The display in the work place of sexually suggestive objects or pictures Intentional, wrongful touching

Disciplinary Action - Workplace harassment is a violation of state and federal laws against employment discrimination and of Local Wisdom’s internal policies. Local Wisdom will not tolerate harassing conduct whether the offender is a supervisor, a co-worker, a client, a vendor, or a visitor, and will be dealt with accordingly. Any employee found to have committed acts that constitute workplace harassment will be subject to severe disciplinary action, up to and including discharge. This includes any act by an employee against a supervisor, a co-worker, a client, a vendor, or a visitor. Any non-employee found to have committed acts against an employee that constitute workplace harassment will be subject to consequences appropriate to that individual.

Reporting Complaints - Any employee who believes that he/she is or has been harassed by a supervisor, a co-worker, a client, a vendor, a visitor, or anyone else associated with Local Wisdom, should contact the COO. Likewise, any supervisor and any other employee who observes or is made aware of harassing conduct occurring anywhere within Local Wisdom or by anyone associated with Local Wisdom should contact the COO or Board President. At the time of complaint, the complainant will be asked to provide specific information about the alleged harassment, including any documents, photographs, audio or video recording, or other physical, digital, or electronic evidence, and to sign a written statement. While a signed, written statement is preferred, allegations supported only by an oral or e-mailed or texted or voice mail complaint also may be investigated.

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Non-Retaliation - Employees raising allegations of workplace harassment or participating in an investigation of a harassment complaint will not be subject to disciplinary action or retaliation as a consequence of raising a complaint or participating in the investigation. Any supervisor or employee who takes any retaliatory action against any employee who raised a complaint or participated/is participating in a harassment complaint investigation, will be subject to severe disciplinary action. Nevertheless, Local Wisdom may discipline any employee who knowingly makes a false allegation of workplace harassment against any other person.

Investigating Complaints - Local Wisdom will conduct an investigation utilizing any notes, recordings, photographs, physical, digital or electronic evidence or other documentation and information regarding the harassment that the complaining employee provides. The investigation will look to uncover additional information as well, through review of documents and materials, and witness interviews. All employees have a responsibility to cooperate fully with the investigation of harassment. Although the extent of each investigation will vary, discretion and cooperation are crucial at all levels.As part of the investigation, the investigator generally will confront the alleged harasser with the allegations or with the facts underlying the allegations, and give this individual an opportunity to respond. The complaining employee need not be required to confront the alleged harasser face to face during the investigation.The complaining employee will be instructed to bring to the attention of Local Wisdom any future recurrences of harassment by the alleged harasser or by any other employee of, or other person involved with, Local Wisdom. In addition, Local Wisdom will make efforts to monitor behavior and will follow up with the complaining employee to verify that inappropriate behavior has not continued.

Disciplinary Procedures - The results of the investigation will be presented to the COO, and/or other members of the Board (if the investigation involves the COO) if he/she determines that there is reasonable cause to believe that harassment has occurred, Local Wisdom will impose appropriate discipline, which may include termination. The COO may consider the following factors in selecting disciplinary measures: the specific behaviors constituting the harassment, the severity and pervasiveness of the behaviors constituting the harassment, the effect of the harassing behavior on the victim, the effect of the harassing behavior on Local Wisdom’s business operations, the effect of the harassing behavior on other persons associated with Local Wisdom, the supervisory relationship between the harasser and the victim, the previous behavior of the harasser, and any other information the COO deems to be relevant.

Confidentiality – Local Wisdom will make efforts to keep the complaining employee’s identity confidential from the alleged harasser. Because the primary objective of the investigation is to discover and eliminate harassment, however, the complaining employee may be identified on an "as needed" basis. Generally, the allegations and the investigation will be kept confidential with the information shared on a need-to-know basis only, in order to protect all persons involved, and to protect Local Wisdom. Employees involved in an investigation of workplace harassment, either as the accuser, the accused, the investigator, or as a

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witness, must keep all information about the investigation strictly confidential, both within and outside of Local Wisdom, other than cooperating with the investigation. Nevertheless, both the complaining employee and the accused will be advised as to the outcome of the investigation, although not all details of the investigation.

105 - Business Ethics and ConductEffective Date: 1/01/2012Revision Date:

We expect Local Wisdom employees to be ethical in their conduct. It affects our reputation and success. Local Wisdom requires employees to carefully follow all laws and regulations, and have the highest standards of conduct and personal integrity.

Our continued success depends on maintaining stellar client partnerships. Employees are obligated to Local Wisdom and our clients to act in ways that will earn their continued trust and confidence.

As an organization, Local Wisdom will comply with all applicable laws and regulations. We expect all directors, officers, volunteers and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to not do anything that is illegal, dishonest, or unethical.

The COO is responsible for oversight of and compliance with this business ethics and conduct policy. Nevertheless, each employee should read and be familiar with the policy. Employees with questions regarding this policy should ask the HR Manager.If you use good judgment and follow high ethical principles, you will make the right decisions. However, if you are not sure if an action is ethical or proper, you should discuss the matter openly with your supervisor.

Violations of this policy will result in serious disciplinary action up to and including termination from employment. In addition, any employee who violates this policy by engaging in illegal conduct may be subject to criminal sanctions by the appropriate authorities.

It is the responsibility of every Local Wisdom employee to comply with our policy of business ethics and conduct. Employees who ignore or do not comply with this standard of business ethics and conduct may be subject to disciplinary action, up to and including termination of employment.

This policy is not intended to describe all laws or statutes that may be applicable to Local Wisdom’s business. Rather, it is intended to serve as a guideline for employees to ensure that they do not engage in any activity that violates law or

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appropriate ethical standards. Although the standards and procedures outlined do not cover every situation, they should provide a framework for defining appropriate standards of conduct for all employees. Every employee should be familiar with the legal and regulatory requirements applicable to his/her area of responsibility; however, employees are not expected to become expert in every legal and regulatory requirement.

Health, Safety and Environmental Requirements - Local Wisdom is subject to the requirements of numerous federal, state and local laws, regulations and rules which promote the protection of health and safety and the environment, including the Occupational Safety and Health Act. It is Local Wisdom's policy to comply with both the letter and purpose of all health, safety and environmental laws and regulations. Although every employee is not expected to be an expert in every health and safety or environmental requirement, employees are requested to seek advice whenever they face an issue raising possible health and safety or environmental concerns.

Compliance with Other Legal Regulatory Requirements - Local Wisdom is subject to federal and state labor statutes and discrimination laws, workplace safety laws and regulations, environmental laws and regulations, securities laws and regulations, consumer protection laws, tax laws and general and professional liability laws. It is this policy of Local Wisdom to conduct its business in compliance with all applicable statutory and regulatory requirements.

Employment Applications - We rely on the accuracy of the information you put on your employment application. We also expect that you and your references give accurate and true information during the hiring process and employment. If we find that any information is misleading, false, or was left out on purpose, we may reject an applicant from further consideration. If the person was already hired, it could result in termination of employment. When we process an employment application, we may obtain for employment purposes the applicant's medical records, child abuse registry, prior employment records, motor vehicle records, drug & alcohol records, criminal and civil history, CARI report, CHRI report, consumer credit report, credit worthiness, credit standing and credit capacity. If we 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 your rights under the Fair Credit Reporting Act will be provided as well as any other documents required by law.

Improper Payments: Bribes and Kickbacks - Illegal payments in the nature of "kickbacks" or "bribes" intended to induce or reward favorable decisions or actions are not to be used in connection with any business of Local Wisdom.No employee shall offer or make any payment of anything of value (in the form of compensation, gift, and contribution or otherwise) either directly or indirectly through any other person or firm, which is in violation of any applicable law, to: any person or firm employed by or acting for or on behalf of any client, or business partner, whether private or governmental, for the purpose of inducing or rewarding favorable action by the client or business partner in any commercial transaction; or

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any person or firm employed by or acting for or on behalf of any governmental agency for the purpose of inducing or rewarding any action or the withholding of any action by such agency in any governmental matter.

Gifts and Gratuities - Local Wisdom employees shall not accept any gifts, gifts in kind, tips, payments, services over and above the terms of a contract, or added benefits offered by a person, firm, client or resident. All business transactions must be conducted on a professional basis. Employees are instructed not to accept gratuities from firms or individuals who have contracts with, or which perform services for, Local Wisdom.Questions regarding the appropriateness of any gift should be directed to the COO.

106 - Hiring of Relatives - Personal Relationships in the WorkplaceEffective Date: 1/01/2012Revision Date:

When relatives or persons involved in a dating relationship work in the same area of an Local Wisdom, it may cause problems at work. In addition to claims of favoritism and morale issues, personal conflicts from outside can sometimes carry over to work.

Employees may not be hired, promoted, transferred, or assigned to a full-time or regular part-time position where: An employee would have the authority to appoint, remove, discipline or evaluate the performance of a relative; An employee would be responsible for auditing the work of a relative; or other circumstances exist that place two or more relatives in a situation of actual or perceived conflict of interest.

For this policy, we define a relative as any person who is related to you by blood or marriage, or whose relationship with you is similar to that of a relative. We define a dating relationship as a relationship that might reasonably be expected to lead to a consensual "romantic" or sexual relationship. This policy applies to all employees regardless of their gender or sexual orientation.

Our policy is that an employee may not directly work for a relative or supervise a relative. We also do not allow a person in a dating relationship to work for the other person in that relationship or to supervise the other person. Local Wisdom also reserves the right to take quick action if an actual or potential conflict of interest arises involving relatives or persons involved in a dating relationship who are in positions at any level (higher or lower) in the same line of authority that may affect the review of employment decisions.

If two employees become relatives, or start a dating relationship and one of them supervises the other, the one who is the supervisor is required to tell management about the relationship. We will then ask the two employees to decide which one of them is to be transferred to another available position. If they do not make that decision within 30 calendar days, Local Wisdom will decide which one will be transferred or, if necessary, terminated from employment.

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There may also be situations when there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct reporting relationship or authority involved. In that case, we may separate the employees by reassignment or termination of employment. If you are in a close personal relationship with another employee, we ask that you avoid displays of affection or excessive personal conversation at work.

107 - Immigration Law ComplianceEffective Date: 1/01/2012Revision Date:

Local Wisdom is committed to employing only people who are United States citizens, or aliens legally authorized to work in the United States. We do not illegally discriminate because of a person's citizenship or national origin.

To comply with federal immigration law, including the Immigration Reform and Control Act of 1986 (the “IRCA”), all new employees must provide documentation demonstrating that they are legally eligible for employment in the United States. Within the first three (3) business days after each employee’s date of hire, he/she must provide documentation confirming identity and employment eligibility, in accordance with the requirements of the federal I-9 Employment Eligibility Verification form.Local Wisdom will not impose more stringent requirements on employees to produce I-9 documentation than the law requires. Likewise, Local Wisdom will not discriminate against individuals on the basis of citizenship, national origin, or any other unlawful basis. Any employee who fails to submit the required documentation within the first (3) business days of employment will not be permitted to continue working unless and until he/she provides adequate and appropriate documentation

If you leave Local Wisdom and are rehired, you must complete another Form I-9 if the previous I-9 with Local Wisdom is more than three years old, or if the original I-9 is not accurate anymore, or if we no longer have the original I-9.

If you have questions or want information on the immigration laws, contact the Human Resource Manager. If you ask questions or want to complain about the immigration law, you will not be punished in any way.

108 - Conflicts of InterestEffective Date: 1/01/2012Revision Date:

Local Wisdom has guidelines to avoid real or potential conflicts of interest. It is your duty as an employee of Local Wisdom to follow the following guidelines about conflicts of interest. If this is not clear to you or if you have questions about conflicts of interest, contact the COO.

What is a conflict of interest? An actual or potential conflict of interest is when you are in a position to influence a decision or have business dealings on behalf of Local

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Wisdom that might result in a personal gain for you or for one of your close family members. For purposes of this policy only, a “close family member” includes an employee’s spouse, civil union or domestic partner, child or child in-law, parent or parent in-law, grandparent or grandchild (including in-laws), step-children, siblings (including a sibling’s spouse or civil union or domestic partner), niece, nephew, aunt, uncle, first cousin, or anyone residing in the employee’s home or who is part of the employee’s household.

An activity or circumstance constitutes a conflict of interest where it results in an employee or close family member of an employee obtaining a personal gain or advantage other than from Local Wisdom, which has an adverse effect on Local Wisdom’s interests, or where a competitor gains an improper or illegal gain or advantage to Local Wisdom’s detriment.

Specifically, no Local Wisdom employee or close family member of an employee may have an ownership interest in or be an employee, contractor, or subcontractor, or have any other form of interest or business affiliation with any firm, Local Wisdom, agency, individual, partnership, or other business entity, which performs services for or contracts with Local Wisdom. No employee may speculate or deal in services, equipment or supplies that Local Wisdom purchases, if the employee’s decision to engage in such activity is based substantially on information available to the employee because of his/her position with Local Wisdom, or if the employee stands to gain financially due to his/her position with Local Wisdom, or where the employee’s speculations or dealings would be contrary to Local Wisdom's best interests.You may not have an outside job that is a conflict of interest with Local Wisdom. Also, you may not get paid or get anything in return from a person outside Local Wisdom in exchange for something you produce, or a service you provide as part of your job.

Disclosure Of Corporate Opportunities - All employees are expected to bring to the attention of the COO within 48 hours of discovery (or as soon as possible thereafter), any matter coming to the employee's attention that concerns or relates to Local Wisdom's business operations, if the matter has potential either to cause harm to Local Wisdom’s business or to create a business opportunity for Local Wisdom. Local Wisdom reserves the right to inspect any web site you own, develop or work on for any person, company, or Local Wisdom. You must inform the COO of all business potential or realized and receive specific written approval by the COO before proceeding.

Safeguarding of Local Wisdom Interests - Each employee is expected to safeguard Local Wisdom's funds and assets with at least the same care he/she would use with respect to his/her own assets. Employees are expected to exert due care for Local Wisdom property, including information entrusted to them. Property purchased with Local Wisdom funds, unless accounted for as compensation, is to be used for Local Wisdom purposes.We do not automatically assume that there is a conflict of interest if you have a relationship with another Local Wisdom, company or person. However, if you have any influence on transactions involving purchases, contracts, or leases, you must

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tell an officer of Local Wisdom as soon as possible. By telling us that there is the possibility of an actual or potential conflict of interest, we can set up safeguards to protect everyone involved.

Working on "side-jobs" is permitted as long as you can continue to do your job in a proficient manner, as long as you show up to work on time, that you do not leave early, and do not limit your accessibility to overtime should that be necessary. It is also not permitted that you accept "side-jobs" from past, current, or prospective clients of Local Wisdom without the specific written approval of the COO.

109 - Employees with DisabilitiesEffective Date: 1/01/2012Revision Date:

Local Wisdom is committed to complying fully with the Americans with Disabilities Act (ADA) and applicable state law, and to ensure equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.

Local Wisdom will consider requests for reasonable accommodation from any qualified employee with a handicap or disability, which require reasonable accommodation(s) in order to perform the essential functions of his/her job. An employee seeking a reasonable accommodation must speak to their supervisor. Local Wisdom may require documented medical evidence of a disability, the need for an accommodation, and the extent to which the employee is limited due to the disability. Prior to granting any reasonable accommodation, Local Wisdom may require the employee to undergo a medical examination to confirm the need for an accommodation and to help determine an appropriate accommodation in an individual case. Local Wisdom reserves its right to determine what, if any, reasonable accommodation it can/will grant in response to each request, but will discuss each request with the employee before finalizing its decision.

This policy is neither exhaustive nor exclusive. Local Wisdom is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws.

110 - Outside EmploymentEffective Date: 1/01/2012Revision Date:

You may hold an outside job as long as you can satisfactorily perform your job and the job does not interfere with our scheduling demands.

We hold all employees to the same performance standards and scheduling expectations regardless if they have other jobs. In order to remain employed at Local Wisdom, we will ask you to terminate an outside job if we determine that it is impacting your performance or your ability to meet our requirements, which may change over time.

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You may not have an outside job that is a conflict of interest with Local Wisdom. Also, you may not get paid or get anything in return from a person outside Local Wisdom in exchange for something you produce, or a service you provide as part of your job. This means that you may not design, develop or curate any web site for any company, organization or person while you are employed by or contracted with Local Wisdom without the specific written authorization from the COO. This is enforced whether or not you receive any payment for your services.

Employees who are on an approved leave of absence may not engage in any form of self-employment or perform work for any other employer during that leave, except when the leave is for military or public service or when the employment has been approved by Local Wisdom under its Outside Employment policy or Vacation Policy and the employee’s reason for leave does not preclude outside employment. Approval must be received from your supervisor or the COO.

111 – Whistleblower PolicyEffective Date: 1/01/2012Revision Date:

It is the intent of Local Wisdom to adhere to all laws and regulations that apply to Local Wisdom and the underlying purpose of this policy is to support Local Wisdom’s goal of legal compliance. The support of all employees is necessary to achieve compliance with various laws and regulations.

If any employee reasonably believes that some policy, practice, or activity of Local Wisdom is in violation of law, a written complaint must be filed by that employee with the COO or any other member of the Board.

Local Wisdom will not retaliate against an employee who in good faith, has made a protest or raised a complaint against some practice of Local Wisdom, or of another individual or entity with whom Local Wisdom has a business relationship, on the basis of a reasonable belief that the practice is in violation of law, or a clear mandate of public policy.

Local Wisdom will not retaliate against employees who disclose or threaten to disclose to a supervisor or a public body, any activity, policy, or practice of Local Wisdom that the employee reasonably believes is in violation of a law, or a rule, or regulation mandated pursuant to law or is in violation of a clear mandate of public policy concerning the health, safety, welfare, or protection of the environment.

Each employee is encouraged to bring the alleged unlawful activity, policy, or practice to the attention of Local Wisdom and provide Local Wisdom with a reasonable opportunity to investigate and correct the alleged unlawful activity.

112 - Employee Confidentiality and Non-DisclosureEffective Date: 1/01/2012Revision Date:

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During the course of employment, employees of Local Wisdom may gain access to certain confidential or proprietary information. This policy sets out the limitations on an employee’s use of such Confidential Information.

Confidential Information – “Confidential Information” is defined as any secret or proprietary information or knowledge which is not generally available to the public and which relates directly or indirectly to the business or businesses of Local Wisdom or any of our clients. This includes, without limitation, any information or knowledge pertaining to Local Wisdom or its client’s businesses, the nature and structure of business relationships, compensation data, financial data, revenues, personal and medical information; research regarding new products or services, projects, ventures, client lists, prospective client lists; pending, current or previous projects and proposals, development data and ideas; policies and procedures, technological data, technology, know-how, business plans, marketing plans, strategies and methods, pricing strategies, developments or improvements with respect to copyrights, merchandising, advertising, and relationships between Local Wisdom and any of its clients, business partners, or any other specialized information or proprietary matters of Local Wisdom or its clients. Confidential Information includes information or knowledge that is or was conveyed or stored either orally, in writing, in graphic or pictorial form, or electronically (including disks, drives, magnetic tape, CD Rom, video, audio, digital, etc.).

This definition does not include any information which is a matter of public knowledge, which becomes a matter of public knowledge solely from a source authorized to disclose such information, or which an employee is required to disclose pursuant to law or an order of any court or government agency or in any litigation or similar proceeding. In the event an employee is legally compelled to disclose any Confidential Information (whether during or following employment), prior to disclosing anything, he/she must give Local Wisdom prompt notice within two (2) business days of receipt of the notification, in order to allow Local Wisdom or its client time to seek to quash the subpoena or otherwise oppose the disclosure. Employees are expected to cooperate with Local Wisdom in its opposition to such disclosure. If Local Wisdom or its client decides not to oppose a specific disclosure in any particular circumstance, this will not waive Local Wisdom’s right to oppose any future or additional disclosure.

Non-Disclosure - At all times, both during employment with Local Wisdom and after employment ends, regardless of the reason(s) or timing of such termination, all employees must keep secret and retain in strictest confidence and not disclose, use, publish, transmit, sell or distribute any Confidential Information, except as necessary to perform the duties of his/her position with Local Wisdom. Employees may not deliver, reproduce or in any way allow any Confidential Information to be transferred, transmitted, delivered to, copied, or used by any third parties without the specific direction or consent of the COO.

This policy also shall apply to salary and compensation information. Each employee's individual salary and compensation should be kept strictly confidential. Employees may not discuss their own compensation with any fellow employees

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other than their supervisor, the Human Resource Manager or the COO. The restrictions and rights specified in this policy shall apply to all employees, regardless of the circumstances of termination, and regardless of whether the employee initiates the termination or Local Wisdom initiates the termination, and regardless of whether the employee considers the termination to be with or without cause.

Non-disclosure of Information of a Prior Employer - This limitation on non-disclosure applies not only to Confidential Information of Local Wisdom and its clients/clients, but likewise prohibits any employee from using any Confidential Information belonging to any prior employer, while working for Local Wisdom. Local Wisdom respects the rights of all employers to protect their own Confidential Information and expects that our employees will not use such information in violation of any policy or agreement with a former employer, or in violation of an employee’s duty of loyalty owed to a previous employer.

Consideration - Each employee’s initial employment and continued employment constitutes good and adequate consideration to support the employee’s consent to the provisions of this policy.

Enforcement - Employees should recognize that Local Wisdom will pursue its rights to the fullest extent of the law against any employee who violates this policy, as well as any Local Wisdom(s) which benefits from such breach. This may include obtaining an injunction (court order) ordering the disclosure and/or use to stop and a suit for monetary and other damages.

Questions - In the event any employee has a question regarding this policy or its application, all questions should be directed to the COO or Human Resource Manager. Some employees may be required to sign special confidentiality, disclosure and non-disclosure agreements.

113 – Copyrights, patents, trademarks, inventionsEffective Date: 1/01/2012Revision Date:

Anything falling within the meaning of Confidential Information (as defined in the Employee Confidentially and Non-disclosure Policy in this Manual), which has any possible or potential technical or commercial importance, and which an employee made, created, developed, refined, improved or enhanced, either alone or with others, during his/her employment with Local Wisdom ("Developments"), shall be the sole property of Local Wisdom. Developments shall not include inventions developed by employees entirely on their own time without using Local Wisdom’s Confidential Information or equipment, suppliers, facility or trade secret information, unless the invention(s) either relate(s) to the Business of Local Wisdom or Local Wisdom’s actual or demonstrably anticipated research and development, or result(s) from any work performed by the employee for Local Wisdom.

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Employment Status & Records

201 - Employment CategoriesEffective Date: 1/01/2012Revision Date:

It is important that you understand the definitions of the employment classifications at Local Wisdom and know your classification. The reason is because your employment classification helps determine your employment status and what benefits you are eligible for. If you have questions or are not sure what your employment classification is, see the COO or the Human Resource Manager.

These employment classifications do not guarantee employment with Local Wisdom for any specific period of time. You became an employee at Local Wisdom voluntarily and your employment is at will. "At will" means that you may terminate your employment at any time, with or without cause or advance notice. Likewise, "at will" means that Local Wisdom may terminate your employment at any time, with or without cause or advance notice, as long as we do not violate federal or state laws.

Local Wisdom personnel are classified into the following categories. Each employee will fall within one classification in each of the two categories listed:

Category One

Full-Time Employees - Employees regularly scheduled to work 40 hours per week are classified as full-time employees. Full-time employees generally are eligible for all Local Wisdom benefits.

Part-Time Employees - Employees who are regularly scheduled to work less than 40 hours per week. Part-time employees are not eligible for Local Wisdom benefits other than statutory benefits [unemployment, workers’ compensation, temporary disability benefits, and paid family leave].

Temporary Full Time is an employee who is hired or promoted for certain length of time and who is scheduled to work 40 hours per week.

Temporary Part Time is an employee who is hired or promoted for a certain length of time and who is scheduled to less than 40 hours per week.

Independent Contractors – Non-employee persons or firms, who are retained for a specific purpose or project, generally pursuant to a written contract. Independent contractors are not employees and are not eligible for any Local Wisdom benefits offered to employees.

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Category Two

Exempt Employees - All employees whose position satisfies the executive, professional, computer professional, administrative, and outside sales definitions under the law, including supervisors, managers, outside sales persons, or licensed professional, are exempt from state and federal wage and hour laws regarding minimum wage and overtime. Exempt employees will be paid in full day/week increments, and are not eligible for overtime compensation regardless of the number of hours worked in a given work week.

Non-Exempt Employees – Administrative assistants, clerical workers, support staff, maintenance, laborers, and employees performing routine or manual labor are considered non-exempt and are covered by the provisions of state and federal wage and hour laws. Non-exempt employees will be paid for actual hours worked, with deductions taken for absences, including absences of less than a full day. Non-exempt employees are eligible for overtime, calculated as one and one-half times their base hourly rate for hours worked in excess of forty (40) in a work week. Non-exempt employees must receive prior approval before working overtime. Only hours actually worked are counted towards overtime. Paid and unpaid time off (e.g., vacation, holidays, sick days, jury duty, etc.) is not considered hours worked for overtime, regardless of whether the non-exempt employee is paid for the time off. For purposes of overtime calculations, paid and unpaid time off includes but is not limited to vacation, holidays, sick leave, jury duty and leaves of absence (family, medical, military, personal, etc.). Employees with questions as to whether a position is exempt or non-exempt or as to which of these categories applies to their position, should speak to the COO or the Human Resource Manager.

202 - Access to Personnel FilesEffective Date: 1/01/2012Revision Date:

Local Wisdom keeps personnel files on all employees. Personnel files are categorized into two types - general personnel files and employee health files. Employee health files contain any medically related information regarding employees, including, for example, doctors’ notes, workers’ compensation forms, and temporary disability benefits applications. Personnel files contain all other non-medical, work-related materials, including, for example, applications, resumes, references, employee performance documentation, and personal biographical information.

Access to all personnel files is strictly limited on a need-to-know basis. Because personnel files are Local Wisdom property, employees do not have the right to review their personnel files or to submit any documents for inclusion in the file or to remove any documents from the file, except as may be provided by law. You may review your file upon request under the direct supervision of the Human Resource Manager.

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203 - Employment Reference ChecksEffective Date: 1/01/2012Revision Date:

The Human Resource Manager will respond in writing only to those reference check inquiries that are submitted in writing and on official Local Wisdom letterhead. Responses to such inquiries will be limited to factual information that can be substantiated by our records. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry.

204 - Personnel Data ChangesEffective Date: 1/01/2012Revision Date:

It is important that Local Wisdom have certain personal information about you in our records. You need to tell us as soon as there is a change to your mailing address, telephone numbers, marital status, dependents' information, educational accomplishments, and other possibly related information. We also need to have information about who to contact in case of an emergency. If you wish to change your personal information or if you have questions about what information is required, contact the Human Resource Manager.

205 - Orientation Period Effective Date: 1/01/2012Revision Date:

Local Wisdom has an orientation period for new employees. During the orientation period, we will evaluate your work habits and abilities to make sure that you can perform your job satisfactorily. The orientation period also gives you time to decide if the new job meets your expectations.

Since your employment with Local Wisdom is voluntary and at will, you may terminate your employment at any time during or after the orientation period, with or without cause or advance notice. Likewise, Local Wisdom also may terminate your employment at any time during or after the orientation period, with or without cause or advance notice.

The orientation period for all new and rehired employees is the first 90 calendar days after their hire date.

If you are absent for a significant amount of time during your orientation period, the length of the absence will automatically extend the orientation period. We may also extend the orientation period if we decide it was not long enough to evaluate your performance. This could happen either during or at the end of the orientation period.

When employees satisfactorily complete the orientation period, they will be

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assigned to an appropriate employment classification.

During the orientation period, new employees are eligible for those benefits that are required by law, such as Social Security and workers' compensation insurance. They may also be eligible for other Local Wisdom benefit programs, subject to the terms and conditions of each benefit program. Be sure to review the information for each benefits program to see the exact requirements.

206 - Performance Development Planning and FeedbackEffective Date: 1/01/2012Revision Date:

We encourage you and your supervisor to discuss job performance and goals on an informal, consistent basis. In addition to these, we also conduct more formal and documented development discussions twice per year.

Performance Development discussions are usually done through the 12-month calendar year. They are based on your job description given to you at the beginning of your employment with Local Wisdom. We may give merit-based pay adjustments to some employees to recognize truly superior employee performance. These adjustments are based on a number of factors including the information documented by the formal performance development discussion.

207 - Job DescriptionsEffective Date: 1/01/2012Revision Date:

It is our goal to have accurate job descriptions for all jobs at Local Wisdom. We use the job descriptions to help employees understand their jobs and their responsibilities.

Your job description does not necessarily cover every task or duty that you might be assigned. You may be assigned additional responsibilities on a temporary or on-going basis as necessary. Management reserves the right to change tasks and duties for each job as needed. If you have questions or concerns about your job description, contact your supervisor or the member of Executive Staff to whom you report.

208 - Salary AdministrationEffective Date: 1/01/2012Revision Date:

Local Wisdom has a salary administration program that helps us have consistent pay practices, comply with federal and state laws, support our commitment to Equal Employment Opportunity, and offer competitive salaries within our labor market.

We are committed to paying equitable wages that are based on the requirements and responsibilities of each job. We also try to pay wages that are comparable to

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the wages paid to employees in similar jobs in other Local Wisdoms in the area.

Compensation for each job is based on several factors. The factors include the essential duties and responsibilities of the job, and salary survey data (how other employers pay their employees). We periodically review our salary administration program and change it as necessary.

We may give pay adjustments to some employees to recognize superior employee performance. These adjustments are based on a number of factors including the information documented by the performance evaluations and related reports.

If you have a question about compensation in your area or for your job, talk with your supervisor. If you have a question about our salary administration, contact the HR Manager.

209 - Tips and GratuitiesEffective Date: 1/01/2012Revision Date:

We do not want our clients to feel obligated to tip any employee for providing excellent client service. At no time is any employee allowed to accept a personal tip, gratuity or gift by our clients / clients. If any clients are insistent and creates conflict with this policy, it must be reported immediately to the Human Resource Manager and the COO.

210 – Training and DevelopmentEffective Date: 1/01/2012Revision Date:

Local Wisdom encourages its staff members to attend training and professional development activities to increase their skills and capability, as it relates to their position in the agency. Whenever feasible, Local Wisdom will cover the cost of professional development activities and will release employees to attend professional development activist as part of their scheduled work hours. Attendance of professional staff members at conferences, institutes and special course must be authorized by the employee’s immediate supervisor and the HR Manager prior to the event.

Employee Benefit Programs

301 - Employee Benefits OverviewEffective Date: 1/01/2012Revision Date:

Local Wisdom gives eligible employees many benefits. Some benefits are required by law and cover all employees. The legally required benefits include Social

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Security, workers' compensation, state temporary disability insurance, unemployment and paid family leave insurance.

There are several factors that decide if you are eligible for a benefit. One important factor is your employment classification. See the Human Resource Manager to find out which benefit programs you are eligible for.

This employee manual contains policies describing many of the benefit programs. Sometimes a policy will tell you that there is more information in another place such as the Summary Plan Document.

The following benefit programs are available to eligible employees:

* Paid Time Off Benefits [Section 302]* Holidays [Section 303]* Direct Deposit [Section 305]* Medical and Vision Insurance [Section 306]* Jury Duty [Section 307]* Retirement (IRA) [Section 308]* Dental Insurance [Section 309] * Life, Accidental Death and Dismemberment Insurance [Section 310] * Military Leave [Section 311]* Worker’s Compensation [Section 312]* Bereavement Leave [Section 314] * Short Term and Long Term Disability Benefits [Section 315]

You may have to pay part or all of the cost for some benefits but Local Wisdom fully pays for many of them. Under all circumstances, including those when you may be absent from work, it is your responsibility to ensure that your contribution towards the cost of all benefits is paid in a timely manner. When you think about your total pay at Local Wisdom, be sure to also count how much we pay toward your benefits.

302 – Paid Time Off BenefitsEffective Date: 1/01/2012Revision Date:

Local Wisdom recognizes the value employees place on personal time away from work and the benefits that planned time off provides in terms of your physical, mental, and spiritual well-being. Local Wisdom also recognizes that all time off is not planned. There are those unplanned instances where employees must be away from work due to illness or some household emergency. This PTO policy combines vacation and sick days into one “lump” for the employees to choose how they need to use it.

Paid Time Off (PTO) ALLOCATION

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Time in Service Paid Time Off Accumulated in Days:

Starting Up to1st day + 1 day 3 years 1.5 day per month up to a

maximum of 15 days per calendar year

4 years + 1 day 8 years 2 days per month up to a maximum of 20 days per calendar year

8 years + 1 day Subsequent years over 3 days per month up to a maximum of 25 days per calendar year

If you are a full time employee, you are entitled to PTO benefits and begin accumulating credits your first day working at Local Wisdom. This policy applies to all Local Wisdom employees.

You initially accumulate PTO credits at the rate of 1.5 days for each month you work during your first year of employment. Therefore, if you work full time, you could accumulate a maximum of 15 PTO days by October of your first year if you started on January 1st.

You can use PTO days before you have earned them. However, if you take any unearned PTO within the initial 12 months of employment, and you are terminated within the same period of time, Local Wisdom will require that you pay them for PTO taken upon termination.

You may take PTO in no less than one-half day increments. You may not take any unpaid days. If leave involves any family related

issues, you may inquire as to your eligibility to enroll in FLA coverage through the state government website. Also see policy 313.

If you terminate your employment with Local Wisdom after 12 months or more of service you will be paid for unused PTO you have earned including “banked” days from the previous year up to a maximum of 5 days. If you terminate before the end of the initial 12 months, you will not be paid for any accumulated PTO days.

Employees with the most seniority (continuous employment) have priority in choosing PTO time. A three-week notice is required for all vacations. An employee wishing a personal day (doctor’s appointment, graduation, etc.) should request that day at least three (3) days in advance. In the case of a sickness or emergency, please call immediately as soon as you are aware so appropriate adjustments can be made.

Earned PTO days begin on January 1 of each year and the earned days must be taken in that calendar year. Local Wisdom will allow each employee to “bank” up to five (5) earned days to be used in the following year, within the first quarter. However, these “banked” PTO days are not reimbursable if not used and will not be carried into subsequent years.

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In the event an employee terminates their employment and has taken more days than they earned, those days will be deducted from the last paycheck.

Employees who elect not to give Local Wisdom at least 2 weeks prior notice of resignation or who are terminated other than through a voluntary resignation, will not be paid for unused PTO days regardless of whether those days are “earned”, “banked” or accumulated. We will pay only a maximum of 5 earned days upon termination for any reason. Banked or accumulated days will not be paid upon leaving.

At no time can an individual take more than 10 business days off without the specific written approval of the COO regardless of the number of days that an individual has accumulated, banked or earned.

All vacations must be approved by your supervisor. NOTE: If your vacation plans require substantial advanced payment for

travel tickets and/or accommodations, you would be wise to schedule your vacation period before making commitments.

303 – HolidaysEffective Date: 1/01/2012Revision Date:

Each year Local Wisdom publishes a list of holidays that will be observed based on business needs and requirements. There will be ten (10) paid holidays per year. The days that we observed may vary depending upon the requirements of our clients. The following holidays are generally recognized by Local Wisdom as paid holidays.

New Year’s Eve Day New Year’s Day President’s Day Memorial Day Independence Day Labor Day Thanksgiving Day after Thanksgiving Christmas Eve Day Christmas Day

Regular full time employees are paid eight (8) hours for each holiday. Regular part time employees are paid for holidays based upon the number of hours they are normally scheduled. Temporary employees or Independent contractors are not paid for holidays, unless they are specifically requested to work on the designated holiday.

You may take time off to observe other religious holidays. You may use your PTO for this purpose; otherwise the time off is without pay. You must notify your supervisor at least 10 days in advance.

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All the holidays are scheduled on the day designated by common business practices. If a holiday occurs during your scheduled vacation or you are not schedule to work that day as part of your regular work schedule, you are permitted to take an extra day of vacation or holiday time.

In order to qualify for holiday pay, you must work the scheduled workday immediately before and after the holiday. Only excused absences will be considered exceptions to this policy. You are not eligible to receive Holiday pay when you are on a leave of absence.

All other “non-exempt” staff is expected to take off approved holidays and will receive no other compensation.

305 – Direct DepositEffective Date: 1/01/2012Revision Date

Employees may request their wages to be deposited directly to their personal bank account. There is no wait time for this benefit to be available. This request is to be made in writing along with the necessary information to implement this request.

306 – Medical and Vision Insurance Allowance Effective Date: 1/01/2012Revision Date

Local Wisdom makes medical and vision (group benefits) available to eligible employees and their eligible family members. Local Wisdom pays 25% of the premiums for the group benefits, with the employee sharing the balance of the cost. Single and family plans are set at different contribution rates.

307 – Dental Insurance AllowanceEffective Date: 1/01/2012Revision Date:

Local Wisdom makes dental insurance (group benefits) available to eligible employees and their eligible family members. Local Wisdom pays 25% of the premiums for the group benefits, with the employee sharing the balance of the cost. Single and family plans are set at different contribution rates.

308 – Jury DutyEffective Date: 1/01/2012Revision Date

Local Wisdom supports employees called to fulfill their civic duty to serve jury duty when called. Your regular salary will continue for each day served, up to 40 hours

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per week, for a maximum of two (2) weeks. If employees are required to serve jury duty beyond a period of 2 weeks, they may use any available paid time off days or may request an unpaid jury duty leave of absence

Adequate proof of service must be provided in order to receive your regular salary during your absence for jury duty. When you return to work, you should provide your manager with verification from the court of the number of days you served on the jury, and the amount that you were paid per day.

Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Employees are expected to report for work whenever the court schedule permits. Either Local Wisdom or the employee may request an excuse from jury duty if, in Local Wisdom's judgment, the employee's absence would create serious operational difficulties.

Local Wisdom will continue to provide health insurance/indemnity benefits until the end of the month in which the unpaid jury duty leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish the coverage to continue. When the employee returns from jury duty, benefits will again be provided according to the applicable plans.

If you are released from jury duty with at least four (4) hours remaining in your workday, you should return to work for the remainder of the day.

309 – Retirement (IRA)Effective Date: 1/01/2012Revision Date:

Local Wisdom employees have the opportunity to participate in a Simple IRA retirement plan, which allows employees to save a portion of their compensation for retirement.

After one year of service, you are eligible to participate in the plan. Contributions to this plan are pre-tax dollars, which means the amount specified by the employee is taken from their salary before federal income taxes are taken out. The maximum percentage which can be contributed may vary from year to year. Local Wisdom will match dollar for dollar up to the maximum percentage.

You are then taxed on the remaining salary, resulting in additional savings. It should be noted that any distribution from the simple IRA plan will be subject to tax, whether that be early or qualified distribution. Early distribution may also carry a monetary penalty. See Human Resources for more details and a copy of the Local Wisdom Employee Savings Plan.

310 – Life, Accidental Death and Dismemberment InsuranceEffective Date: 1/01/2012

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Revision Date:

Life insurance is offered to employees at cost to the employee and at their discretion.

311 – Military LeaveEffective Date: 1/01/2012Revision Date:

A military leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).

312 - Workers' Compensation InsuranceEffective Date: 1/01/2012Revision Date:

Local Wisdom provides workers’ compensation insurance coverage for all employees at no cost to the employee. Workers’ Compensation insurance provides coverage for medical expenses and partial income replacement in the event an employee suffers an illness or injury which arises out of, or is related to, his/her employment. Employees must be medically incapacitated and absent from work for more than seven (7) consecutive calendar days to receive partial income replacement benefits (retroactive to the first day of absence and in an amount calculated as a percentage of base salary up to a maximum as set by the State). Coverage for medical treatment is based on the specific medical need, and is not dependent on the employee missing any time from work. Eligibility for benefits is determined by the workers’ compensation insurance carrier, not Local Wisdom. Employees do not need to be eligible for medical leave under Local Wisdom’s Family and Medical Leave Policy in order to qualify for workers’ compensation benefits.

313 – Paid Family Leave Effective Date: 1/01/2012Revision Date:

Through a program administered by the State of New Jersey, all employees who have worked for employers at least 1,000 hours for 12 months may be eligible to collect up to six (6) weeks of Paid Family Leave Insurance in any rolling twelve (12) month period, if they need to be absent from work to care for an immediate family member with a Serious Health Condition or to bond with a child following birth or

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adoption. Family Leave Insurance is a wage loss protection program that provides partial wage replacement to all eligible employees. Employees need not be eligible for Family leave under Local Wisdom’s Family and Medical Leave Policy to qualify for Family Leave Insurance.

For purposes of Family Leave Insurance only, “immediate family member” means an employee’s parent, child (under age 19), spouse, civil union partner, or domestic partner, or the child of an employee’s civil union partner or domestic partner. A Serious Health Condition is defined as stated in the Family and Medical Leave Policy, but generally requires that the family member be receiving ongoing treatment by a doctor, and be hospitalized or receiving similar treatment such that the individual is unable to work or attend school.

An employee who intends to claim Family Leave benefits to bond with a newly born or adopted child must give Local Wisdom thirty (30) days prior notice prior to the start of the family leave, or their Family Leave Insurance benefits will be reduced by two (2) weeks (as required by law), unless the time of the leave is unexpected or the time of the leave changes for unforeseeable reasons. An employee who intends to take a leave and claim Family Leave Insurance benefits to participate in providing care for a family member with a Serious Health Condition must give Local Wisdom reasonable and practicable notice unless the time of the leave is unexpected or the time of the leave changes for unforeseeable reasons. An employee who intends to take the leave on an intermittent basis to care for a family member must give Local Wisdom a minimum of fifteen (15) days’ notice.

Eligible employees may apply for benefits, which will be calculated at approximately 2/3 of weekly base pay, up to a maximum set by law, following a one-week waiting period. Family Leave Insurance is funded through employee contributions deducted from weekly pay, similar to unemployment and state Temporary disability benefits. Employees should contact Human Resources for application forms. Further details about TDI or FLA may be found on the State of New Jersey Department of Labor and Workforce Development website, http://lwd.dol.state.nj.us/ .

Note that even if an employee qualifies for Family Leave Insurance, the law does not guarantee employees any time off nor does it ensure that an employee’s position will be protected while receiving Family Leave Insurance benefits. All leaves of absence are subject to the terms of Local Wisdom’s Family and Medical Leave Policy.

314 - Bereavement LeaveEffective Date: 1/01/2012Revision Date:

A maximum of three days of paid leave is granted in the event of death in regular full-time employees immediate family (defined as current spouse, child, parent, legal guardian, brother, sister, mother, or father-in-law, and grandparents or current spouses’ parent, child, brother or sister.) A civil union partner or a domestic partner

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is considered to be a member of your immediate family. If an employee must remain away longer than three days, the additional time will be charged to PTO.

While you are on a paid bereavement leave, you will get your base pay rate but you will not get any special forms of pay, such as incentives, commissions, bonuses, or shift differentials. We normally will give you bereavement leave unless there are business reasons that require you to be at work.

315 – Temporary Disability Benefits – short term and long termEffective Date: 1/01/2012Revision Date:

Long term and short term disability insurance in addition to state benefits are offered to employees at cost to the employee and at their discretion.

Timekeeping & Payroll

401 – TimekeepingEffective Date: 1/01/2012Revision Date:

Accurately recording time worked is the responsibility of every employee and especially non-exempt employees. Federal and state laws require Local Wisdom to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

All employees are responsible to accurately record the time they begin and end their work Each employee is also responsible to have recorded the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work for non-exempt employees must always be approved by their supervisor before it is performed.

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

402 – PaydaysEffective Date: 1/01/2012Revision Date:

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Local Wisdom employees are paid bi-weekly. Payment will be given on the 1st and 15th of every month. If banks are closed due to holidays, payment will be made on the next business day.Each paycheck will include earnings for all work performed through the end of the previous payroll period.

If a regular payday falls during an employee's vacation, the employee's paycheck will be available upon his or her return from vacation.

Employees may have the pay directly deposited into their bank accounts if they provide advance written authorization to Local Wisdom Employees will receive an itemized statement of wages when direct deposits are made.

403 – Pay AdvancesEffective Date: 1/01/2012

Revision Date:

Local Wisdom does not give pay advances on unearned wages to employees

404 - Pay DeductionsEffective Date: 1/01/2012Revision Date:

Laws require Local Wisdom to take deductions from your pay. Deductions are money withheld from your pay for certain things such as federal, state, and local taxes including Social Security taxes. We must deduct up to a certain amount called the Social Security "wage base." We also contribute to your Social Security. We match the same amount of Social Security tax to the government as we deduct from your pay.

Local Wisdom will make deductions from employees’ pay checks as required by law and as requested by the employee where permitted by law. Some of the more common types of withholding/deductions are:

Federal Income Tax (required by law) State Income Tax (required by law) Social Security & Medicare Tax (FICA) (required by law) Unemployment Compensation Insurance and Temporary Disability Insurance

(required by law) New Jersey Paid Family Leave Insurance (required by law as of January 1,

2009) Contributory insurance premiums Court ordered wage garnishments (required by law) Other deductions as authorized by the employee and approved by Local

Wisdom Any other deductions required by federal, state or local law

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It is Local Wisdom policy to comply with the salary basis requirements of state and federal law, particularly as to exempt employees. Therefore, Local Wisdom prohibits all supervisors from making any improper deductions from the salaries of exempt employees. Local Wisdom wants employees to be aware of this policy and that Local Wisdom does not allow deductions that violate state and/or federal wage and hour laws.

If any employee believes that an improper deduction has been made to his/her salary, he/she immediately should report this information to the Human Resource Manager, in accordance with the procedures in the Complaint Reporting Procedure that appears later in this Manual. Local Wisdom will investigate all reports of improper deductions promptly and will reimburse the affected employee(s) promptly to correct any confirmed, improper deduction.

Work Conditions & Hours

501 – Safety and SecurityEffective Date: 1/01/2012Revision Date:

Our workplace safety program is a top priority at Local Wisdom. We want Local Wisdom to be a safe and healthy place for employees, guests, customers, and visitors. The Administrative Staff is responsible for implementing, administering, monitoring, and evaluating the safety program. A successful safety program depends on everyone being alert and committed to safety.

We regularly communicate in different ways with employees about workplace safety and health issues. These communications may include supervisor-employee meetings, bulletin board postings, memos, or other written communications.

Employees and supervisors receive workplace safety training. The training covers possible safety and health hazards as well as safe work practices and procedures to eliminate or reduce hazards.

You are expected to obey all safety rules and be careful at work. You must immediately report any unsafe condition to the Program Supervisor or COO. If you violate Local Wisdom safety standards, you may be subject to disciplinary action, up to and including termination of employment. Violations include, but are not limited to, causing a hazardous or dangerous situation, not reporting a hazardous or dangerous situation, and not correcting a problem even though you could have corrected it.

It is very important that you tell the Human Resource Manager, the Office Manager or COO immediately about any accident that whether it causes an injury or not, no matter how minor it might seem at the time. When you report it quickly, we can investigate the accident promptly; follow the laws, and start insurance and worker's

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compensation processing.

Security

Maintaining the security of Local Wisdom buildings and vehicles is every employee’s responsibility. Develop habits that insure security as a matter of course. For example:

Always keep cash and personal items properly secured. If you are aware that cash or personal items are not securely stored, immediately inform the person responsible.

Know the location of all alarms and fire extinguishers, and familiarize yourself with the proper procedure for using them, should the need arise.

Use proper safety procedures when admitting persons to the building. Notify other staff when you admit persons who are not Local Wisdom employees to the building.

When you leave Local Wisdom premises, make sure that all entrances are properly locked and secured.

Insure that all files are locked and secured before you leave your office at any time.

Lock all personal that are parked in the agency parking lot or in front of the agency to prevent theft.

Keep all keys in a secure place or have them on your person at all times. Never give building or vehicle keys to clients.

502 - Work SchedulesEffective Date: 1/01/2012Revision Date:

The normal work schedule for all full-time day-shift Local Wisdom employees is forty (40) hours per week, 8 hours per day and 5 days per week.

Supervisors will assign employee work schedules and employees are expected to begin and end work according to the schedule, as agreed to with your supervisor. In order to accommodate business needs, it may be necessary to change individual work schedules on either a short-term or long-term basis.

Employees must ensure their actual time worked is recorded accurately for payroll and benefit purposes. Falsification, altering or tampering with time records, or recording time for co-workers is not permitted and will be grounds for disciplinary action.

At times, employees may be required to work overtime in order to meet business needs. Overtime is paid only to non-exempt employees and must be authorized in advance by your supervisor. Non-exempt employees are paid one and one-half times their base hourly rate for all hours they work over forty (40) hours in one workweek. Only hours actually worked are counted towards overtime; For this

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reason, time off for vacation and other paid or unpaid leaves of absence is not counted as hours worked when calculating overtime pay.

503 – OvertimeEffective Date: 1/01/2012Revision Date:

There may be times when Local Wisdom cannot meet its operating requirements or other needs during regular working hours. If this happens, we may schedule employees to work overtime hours. When possible, we will try to give you advance warning of a mandatory overtime assignment.

It is our policy that no overtime can be worked without the approval and authorization of your supervisor. We will attempt to distribute overtime assignments fairly among all employees who are qualified to perform the required work.

Nonexempt employees will receive overtime pay in accordance with the federal and state wage and hour laws. Overtime pay is based on the actual hours worked. For this reason, time off for PTO days, holidays and other paid or unpaid leaves of absence is not counted as hours worked when calculating overtime pay.

504 – Telephones and Handheld DevicesEffective Date: 1/01/2012Revision Date:

Our telephone communications are an important reflection of our image to clients and the community. Always speak courteously on the phone.

The use of personal cell phones or any handheld device while you are working with other employees or clients is prohibited unless directly approved by your supervisor. It is disrespectful to our clients and other employees if you are talking on a cell phone on personal business while they are in your presence.

If you make personal calls on Local Wisdom business phones, we may require that you pay us for any charges. These calls should be limited to emergencies.

Many employees have mobile devices or PDAs for business and personal uses and use their cell phones during the work day. The use of a cell phone or any handheld device while driving any automobile or van creates a serious threat to the safety of the driver, passengers, other drivers on the road and pedestrians in the vicinity of the cell phone-using driver. Therefore, Local Wisdom prohibits any employee from using a cellular or wireless telephone while driving any motorized vehicle while on paid Local Wisdom time or while performing services for Local Wisdom, and includes calls, e-mails, texting, and all other forms of messaging. This includes work performed after hours or while commuting to and from work, and applies regardless of whether Local Wisdom or the employee pays for the cell phone or the phone service.

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Local Wisdom requires its employees to adhere to all state and local laws regarding the use of cell phones while driving. Cell phone usage without hands-free equipment is prohibited in New Jersey, and may be prohibited in other localities in which Local Wisdom’s employees work. If it becomes necessary to use cellular telephones or other communication devices while operating a motor vehicle, the employee is instructed to stop the vehicle and to park it in a safe location off of the roadway, prior to making any calls or engaging in any conversation, or sending any text messages.

Because of the seriousness of this policy any violation of this policy may invite strict disciplinary action, including termination from employment.

505 – SmokingEffective Date: 1/01/2012Revision Date:

Local Wisdom discourages smoking in the workplace. There is no smoking inside any of our facilities. Unless the employee is on a designated break from work, no employee may smoke in the presence of any client or visitor. We will follow the preferences of nonsmokers if there is a difference between the wishes of the smokers and nonsmokers.

Staff may not give or purchase cigarettes or any tobacco product for youth. Additionally, agency youth under 21 years of age are not allowed to purchase cigarettes while out with staff.

This policy applies equally to all employees as well as to our clients and visitors to the work site.

506 – Working RemotelyEffective Date: 1/01/2012Revision Date:

Local Wisdom encourages an organic, free flowing workspace. We take pride in creating an environment of trust and accountability amongst our employees, operating on an honor-based system.

Granting our employees the ability to work remotely is part of our ethics of flexibility, trust and mutual respect. While we do account for some flexibility when our employees work remotely, we do expect them to maintain connectivity and productivity while out of the office.

Supervisor approval must be obtained, given the mutual understanding that working remotely is an exception and not the rule to ongoing productivity. Once you have completed the approval form and have obtained your supervisor’s signature, submit the completed form to Human Resources.

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The following are the requirements and rules for you to work remotely: Fulltime employees only. New employees qualify after their three (3) month orientation period Broadband, software and hardware requirements form must be signed by

employee Must give at least 24 hour notice to supervisor Supervisor approval is required Must be available during working hours on chat (GTalk, Yammer, LYNC),

email and home or cell phone

507 - Use of EquipmentEffective Date: 1/01/2012Revision Date:

Equipment essential in accomplishing your job duties are expensive and may be difficult to replace. When you use Local Wisdom property, you should be careful, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Inform your supervisor if any equipment, computers, or tools appear to be damaged, defective, or in need of repair. When you promptly report damages, defects, and the need for repairs, you can prevent deterioration of equipment and possible injury to employees or other people.

See your supervisor if you have questions about your responsibility for maintenance and care of equipment or vehicles you use on the job.

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

508 - Emergency ClosingsEffective Date: 1/01/2012Revision Date:

Inclement weather may require that the office close early, or for the entire day. Local Wisdom values the safety and welfare of all its employees and will not endanger them in any way when inclement weather is an issue. Each case for closure will be considered and decided upon by the Local Wisdom Board, and communicated to the employees as quickly as possible.

All office employees will be notified as soon as possible either by email or text message by the Office Manager. If, due to inclement weather, you believe driving conditions in your area to be too dangerous to commute to work on a regular workday when the office has remained open, please contact your supervisor immediately.

When we are officially closed due to emergency conditions, you will be paid for the time off. If we are not officially closed, non-exempt employees will not be paid for

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that time off. However, those employees may request to use any available paid time off you have with PTO days. When we are not closed you are expected to show up as soon as you can safely arrive at work.

If we decide to have everyone work from home, the Office Manager will inform everyone via text message or email on the day of the incident. It is strongly suggested that employees be mindful of adverse weather patterns so they can take their laptops home and be prepared for such decisions. This way, they may be productive along with everyone else. If we make the decision to have everyone work from home, and employees do not have the tools necessary to do so, that day will be counted as PTO fr that employee who is not able to work remotely.

509 – Visitors in the WorkplaceEffective Date: 1/01/2012Revision Date:

Only visitors who are properly authorized may be on Local Wisdom premises or on the premises of our clients. This helps to maintain safety standards, safeguard employee and client welfare, protect our property and facilities, guard confidential information against theft, and reduce potential distractions and disturbances.

Because of safety and security reasons, we ask you to discourage family and friends from visiting you at work. If you do have a visitor, we will ask you to meet that person outside of your work area. If you have visitors, you are responsible for their conduct and to watch out for their safety.

If you see an unauthorized person at work, notify your supervisor or the COO immediately. Local Wisdom reserves the right to restrict certain visitors from our premises.

510 – Computer UsageEffective Date: 1/01/2012Revision Date:

Computers, computer files, the e-mail system, and software furnished to employees are Local Wisdom property intended for business use. Employees should not use a password, access a file, or retrieve any stored communication without authorization. To ensure compliance with this policy, computer and e-mail usage may be monitored. No employee should have any expectations of privacy for messages or other data recorded in Local Wisdom's systems. This includes documents or messages marked "private", which may be inaccessible to most users, but remain available to Local Wisdom. Likewise, the deletion of a document or message may not prevent Local Wisdom access to the item or completely eliminate the item from the system.

Local Wisdom strives to maintain a workplace free of harassment and sensitive to the diversity of its employees. Therefore, Local Wisdom prohibits the use of computers and the e-mail system in ways that are disruptive, offensive to others, or

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harmful to morale.

For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others.

E-mail may not be used to solicit others for commercial ventures, religious or political causes, outside Local Wisdoms, or other non-business matters.

Local Wisdom purchases and licenses the use of various computer software for business purposes and does not own the copyright to all of the software or its related documentation. Unless authorized by the software developer, Local Wisdom does not have the right to reproduce or install such software for use on more than one computer.

Employees may only use software on local area networks or on multiple machines according to the software license agreement. Local Wisdom prohibits the illegal duplication or installation of software and its related documentation on any of its computers or on program sites.

Employees should notify their immediate supervisor, the COO or any member of management upon learning of violations of this policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.

Personal usage is discouraged at work or at any of our program sites.

511 – Internet UsageEffective Date: 1/01/2012Revision Date:

Internet access to global electronic information resources is provided by Local Wisdom to assist employees in obtaining work-related data and technology. The following guidelines have been established to help ensure responsible and productive Internet usage. All Internet and computer usage is limited to job-related activities. Personal use of the Internet or our computers is not permitted.

All Internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of Local Wisdom and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees should always ensure that the business information contained in Internet email messages and other transmissions is accurate, appropriate, ethical, and lawful.

The equipment, services, and technology provided to access the Internet remain at all times the property of Local Wisdom. As such, Local Wisdom reserves the right to

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monitor Internet traffic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems.

Data that is composed, transmitted, accessed, or received via the Internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, gender-specific comments, or any other comments or images that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a general rule, if an employee did not create material, does not own the rights to it, or has not gotten authorization for its use, it should not be put on any Local Wisdom computer. Employees are also responsible for ensuring that the person sending any material over the Internet has the appropriate distribution rights.

Nothing is to be downloaded or copied without the prior permission of your supervisor. Internet users should take the necessary anti-virus precautions before downloading or copying any file from the Internet. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression.

Abuse of the Internet access provided by Local Wisdom in violation of law or Local Wisdom policies will result in disciplinary action, up to and including termination of employment. Employees may also be held personally liable for any violations of this policy. The following behaviors are examples of previously stated or additional actions and activities that are prohibited and can result in disciplinary action if done during working hours or while using Local Wisdom equipment:

Sending or posting discriminatory, harassing, or threatening messages or images

Using Local Wisdom's time and resources for personal gain Stealing, using, or disclosing someone else's code or password without

authorization Copying, pirating, or downloading software and electronic files without

permission Sending or posting confidential material, trade secrets, or proprietary

information outside of Local Wisdom Violating copyright law Failing to observe licensing agreements and especially software licenses Engaging in unauthorized transactions that may incur a cost to Local Wisdom

or initiate unwanted Internet services and transmissions Sending or posting messages or material that could damage Local Wisdom's

image or reputation Participating in the viewing or exchange of pornography or obscene materials Sending or posting messages that defame or slander other individuals

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Attempting to break into the computer system of another Local Wisdom or person

Refusing to cooperate with a security investigation Sending or posting chain letters, solicitations, or advertisements not related

to business purposes or activities Using the Internet for political causes or activities, religious activities, or any

sort of gambling Jeopardizing the security of Local Wisdom's electronic communications

systems Sending or posting messages that disparage another Local Wisdom's

products or services Passing off personal views as representing those of Local Wisdom Sending anonymous email messages Engaging in any other illegal activities

512 – Workplace Violence PreventionEffective Date: 1/01/2012Revision Date:

We are committed to preventing workplace violence and making Local Wisdom a safe place to work. This policy explains our guidelines for dealing with intimidation, harassment, violent acts, or threats of violence that might occur during business hours, on our premises at any time.

You are expected to treat clients, guests, co-workers, including supervisors, temporary employees, volunteers and other trades people, with courtesy and respect at all times. You should not fight, play tricks on others, or behave in any way that might be dangerous to other people. We do not allow firearms, weapons, and other dangerous or hazardous devices and substances and materials on the premises of Local Wisdom In addition, we do not allow any magazines, publications, or other forms of advertising material that promote the use of weapons or guns to be brought into the workplace. This policy does not intend to restrict in any way your constitutional or legal right to own a weapon in your own home, but bringing this material into the workplace is not appropriate and will not be allowed.

Local Wisdom does not allow behavior at any time that threatens, intimidates, bullies, or coerces another employee, a client, guest, volunteers, trades people, or a member of the public; either directly or by implication. This includes off-duty periods. We do not permit any act of harassment, including harassment that is based on an individual's sex, race, age, or any characteristic protected by federal, state, or local law.

You should immediately report a threat of violence or an act of violence by anyone to your supervisor or another member of management. If you report a threat of violence, give every detail you can.

Be sure to immediately report any suspicious person or activities to a supervisor. Do not place yourself in danger. If you see or hear trouble or a disturbance near your work area, do not try to see what is happening or try to stop it.

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We will promptly investigate all reports of violent acts or threats of violence. We will also promptly investigate all suspicious people and activities. We will protect the identity of a person who makes a report when practical. Until we have investigated a report, we may suspend an employee, either with or without pay, if we think it is necessary for safety reasons or to do the investigation.

If you commit a violent act, threaten violence, make false reports of violent acts, or violate these guidelines in other ways, you will be subject to disciplinary action, up to and including termination of employment.

If you are having a dispute with another employee, we encourage you to talk it over with your supervisor. Local Wisdom wants to help you work out problems before they become more serious and possibly violent. We will not discipline you for bringing these types of problems to our attention.

513 – Social Media policiesEffective Date: 1/01/2012Revision Date:

Local Wisdom recognizes that many of its employees use social media such as Facebook, Twitter, LinkedIn, YouTube and MySpace to name a few. However, employees’ use of social media could become a problem if it:

Interferes with the employees work Is used to harass or discriminate against co-workers or our clients Creates a hostile work environment Divulges confidential information about our agency or our clients; or Harms the goodwill and reputation of our Local Wisdom.

As a result we encourage employee to use social media with the following guidelines. If you are uncertain about appropriateness of a social media posting, check with your supervisor. As a result we encourage employees to comply with the following guidelines when using social media.

Do not post any comment or picture involving an employee, intern, contractor, vendor or client without their express consent.

If you post any comment about our organization, you must clearly and conspicuously state that you are posting in your individual capacity and that the views posted are yours alone and do not represent the views of our Local Wisdom.

Unless given written consent, you may not use Local Wisdom’s or any Local Wisdom material in your posts.

All postings on social media must comply with Local Wisdoms’ polices on confidentiality and disclosure of proprietary information. If you are unsure about the confidential nature of information you are considering posting, consult your supervisor.

Do not link to Local Wisdom’s website or post any Local Wisdom material on a social media site without the express written permission from the COO.

All Local Wisdom policies that regulate off-duty conduct apply to social media

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including, but not limited to, policies related to illegal harassment, code of conduct, non-discrimination, and protecting confidential and/or proprietary information.

Employees may not use Local Wisdom equipment for non-work related activities without permission. Personal use of computers, including personal social media activities, should not interfere with your duties at work. We monitor our facilities to ensure compliance with this restriction.

Do not forget that you are responsible for what you write or present on social media. You can be personal sued by other employees, interns, contractors, vendors or clients for any individual that views your social media posts as defamatory, harassing, libelous or creating a hostile work environment.

Violation of this policy may lead to discipline up to and including immediate termination of employment.

Employee Conduct & Disciplinary Action

601 - Employee Conduct and Work RulesEffective Date: 1/01/2012Revision Date:

We expect you to follow certain work rules and conduct yourself in ways that protect the interests and safety of all employees and Local Wisdom.

While it is impossible to list every action that is unacceptable conduct, the following list provides some examples. Employees who break work rules such as these may be subject to disciplinary action, up to and including termination of employment:

Failure to observe sanitation, or disciplinary policies, laws and regulations of the state, any client entity, or Local Wisdom

Poor work habits, which include loafing, killing or wasting time, loitering, sleeping on the job, fighting or disorderly conduct.

Theft, destruction, waste or any unauthorized use or possession of Local Wisdom’s or a client’s property, equipment, facilities or materials or the property of any co-worker or other person.

Falsifying any Local Wisdom or client records or making any misrepresentation orally, electronically, or in writing, in or concerning Local Wisdom, client records or reports or concerning other employees, or violating the Business Ethics Policy

Falsification of timekeeping records Working under the influence of alcohol or illegal drugs Any abuse or threatening language towards our clients, co-workers, volunteers,

clients or guests. Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the

workplace, while on duty, or while operating employer-owned vehicles or equipment

Fighting or using abusive or threatening language toward a fellow employee, guest, client, visitor or member of the public

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Physical or verbal abuse of an inappropriate nature. Disruptive activity in the workplace Insubordination or failure to follow directions from supervisors or other

authorized personnel or other disrespectful conduct Willful violation of safety, security regulations or health rules Immoral, illegal, or indecent conduct during working hours, while performing

services for Local Wisdom or on Local Wisdom property. Smoking on premises. Parking in unauthorized areas Possession of dangerous or unauthorized materials, such as explosives or

firearms, in the workplace Engaging in criminal conduct or failing to report criminal conduct by others to

Local Wisdom which affects Local Wisdom or any of its guests or occurs on Local Wisdom premises or in its vans

Employee’s indictment, conviction or entry of a guilty plea to any felony Excessive absenteeism or any absence without notice Unauthorized absence from work station during the workday Unauthorized disclosure of business "secrets" or confidential information Violation of any other Local Wisdom policy, including but not limited to the

Workplace Harassment Policy Incompetence; unsatisfactory work performance; poor work attitude

Since your employment with Local Wisdom is voluntary and at will, you may terminate your employment at any time you want, with or without cause or advance notice. Likewise, Local Wisdom may terminate your employment at any time, with or without cause or advance notice.

602 - Drug and Alcohol UseEffective Date: 1/01/2012Revision Date:

Local Wisdom has a somewhat relaxed policy regarding alcohol on company premises. However, we expect our employees to use common sense and sound judgment concerning the intake of alcohol on company premises and during company events.

We follow the letter of the law regarding the prohibition of any illegal subtances on premises. We expect all of our employees to obey laws governing the use of drugs and alcohol. We also expect our employees to follow the rules of our clients when on their property.We do allow the use of prescription medications consumed under the guidance of a physician. .

603 – Employee PrivacyEffective Date: 1/01/2012Revision Date:

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Desks, offices, filing cabinets, and equipment (including computers, telephones, and other electronic equipment) provided to employees for their use while working for Local Wisdom, are the sole and exclusive property of Local Wisdom. While on Local Wisdom premises, employees should have no expectations of privacy in their belongings or their workplace areas. Local Wisdom reserves the right to conduct random searches of its property at any time and for any reason or no reason, and without prior warning other than this policy statement.

All mail received at Local Wisdom that is not marked "Confidential" will be routinely opened in the normal course of business by Local Wisdom employees other than the individual to whom the mail is addressed. Employees are not allowed to receive their personal mail at Local Wisdom address.

In addition, Local Wisdom reserves the right to monitor and record all telephone conversations made to or from its offices or worksites. The purpose of this monitoring is not to hear people's private conversations, but rather, to ensure that a professional business demeanor is maintained on all business-related calls.

604 - Attendance and PunctualityEffective Date: 1/01/2012Revision Date:

We expect Local Wisdom employees to be reliable and punctual. You should report for work on time and as scheduled. If you cannot come to work or you will be late for any reason, you must notify your supervisor as soon as possible but no later than 24 hours before your scheduled time.

If you do not inform your supervisor your tardiness or absence will be considered an unapproved and unscheduled absence. If you fail to notify your supervisor after three (3) business days of consecutive absences, you will be considered to have abandoned your job. These rules will be enforced uniformly on a non-discriminatory basis.

Unplanned absences can disrupt work, inconvenience other employees, and affect productivity. If you have a poor attendance record or excessive lateness, you may be subject to disciplinary action, up to and including termination of employment.

605 - Personal AppearanceEffective Date: 1/01/2012Revision Date:

Personal appearance means how you dress, how neat you are, and your personal cleanliness standards. Your personal appearance can influence what guests, clients and visitors think about Local Wisdom. Personal appearance can also impact the morale of your co-workers.

Local Wisdom has a relaxed dress code; therefore, jackets and ties for men and dresses, skirts or business suits for women are not typically required in the office.

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However, it is expected that all staff will wear neat, appropriate and respectable clothing at all times. Although Local Wisdom has adopted a business casual dress code, you should be prepared to dress in more formal business attire for all off-site meetings, on-site meetings, and when clients or visitors are expected in the building.

Whenever you represent Local Wisdom, you should be clean, well groomed, and wear appropriate clothes. This never includes attire that provides too much exposure and includes ripped, torn or dirty clothing. This is particularly important if your job involves dealing with guests, clients or visitors in person or on their site. If you are on a client site, you should adhere to the appropriate dress code that is prevalent in their work environment.

If your supervisor finds that your personal appearance is inappropriate, you will be asked to leave work and return properly dressed and groomed. If you are asked to leave, you will not be paid for the time you are away from work. See your supervisor if you are not sure about the correct clothing standards for your job.

Where necessary, Local Wisdom may make a reasonable accommodation to this policy for a person with a disability.

The following examples should help you understand the Local Wisdom personal appearance guidelines:

Shoes must provide safe, secure footing, and offer protection against hazards.

Tank tops with low necklines, tube or halter tops or excessively short shorts may not be worn under any circumstances.

Mustaches and beards must be clean, well-trimmed, and neat.

Unnaturally colored hair and extreme hairstyles do not present a professional appearance.

Offensive body odor and poor personal hygiene is not professionally acceptable.

Perfume, cologne, and aftershave lotion should be used moderately, as some individualsmay be sensitive to strong fragrances.

Jewelry should not be functionally restrictive, dangerous to job performance, or excessive.

Torso body piercings with visible jewelry or jewelry that can be seen through or underclothing must not be worn during business hours.

Visible excessive tattoos and similar body art must be covered for all on-site and off-siteclient meetings.

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606 - Return of PropertyEffective Date: 1/01/2012Revision Date:

Upon termination of employment or leave of absence, or at any time at the request of Local Wisdom, regardless of the reason or timing, all employees shall immediately return to Local Wisdom all keys, materials, tools and equipment, including computers and related hardware and software, cellular telephones, PDAs / smart phones, other electronic devices, memoranda, notes, lists, manuals, policies, marketing materials, uniforms, credit cards, identification badges, parking tags, protective equipment, records, and other documents, computer disks, tapes, drives, or other document storage equipment, and all copies thereof, or anything else that can be considered Local Wisdom property, or any Confidential Information, as defined in this Employee Manual.

An employee will be held financially accountable for the value of Local Wisdom property given to the employee to use while working or otherwise, if it is not promptly returned to Local Wisdom.

607 – ResignationEffective Date: 1/01/2012Revision Date:

Resignation means that you voluntarily terminate your employment at Local Wisdom. If you decide to resign, you are not required to provide advanced notice, however, we encourage you to tell us in writing at least 2 weeks before the date you will leave, which will help your co-workers by allowing more time to reassign work and replace you if necessary. If you provide us with at least 2 weeks’ notice, Local Wisdom will pay you for earned paid-time-off days you may have earned during your employment up to a maximum of 5 earned days. Employees who elect not to give Local Wisdom at least 2 weeks prior notice of resignation or who are terminated (other than through a voluntary resignation), will not be paid for unused paid-time-off days regardless of whether those days are “earned”, “banked” or accumulated. (See policy # 302 for definitions).

608 – SolicitationEffective Date: 1/01/2012Revision Date:

Local Wisdom does not allow people who are not employees to solicit or distribute literature in the workplace at any time for any reason.

We realize that many employees participate in events and Local Wisdoms outside

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work. However, during working time, employees may not solicit for these activities or distribute information about them.

609 - Discipline ApproachEffective Date: 1/01/2012Revision Date:

This policy describes the policy for administering fair and consistent discipline for unsatisfactory conduct at Local Wisdom.

We believe it is important to make sure that all employees are treated fairly and that disciplinary actions are prompt, consistent, and impartial. The major purpose of a disciplinary action is to correct the problem, prevent it from happening again, and prepare the employee for satisfactory performance in the future.

Although your employment is based on mutual consent and both you and Local Wisdom have the right to terminate employment at will, with or without cause or advance notice, Local Wisdom may use this discipline approach at its discretion.

Disciplinary action may include any of the following activities: counseling, verbal warnings, written warnings, suspension with or without pay, or termination of employment. We will look at how severe the problem is and how often it has happened when deciding which activity or combination of activities is appropriate to take. The options as to which single approach or the progression of disciplinary activities will be used will be left entirely up to management.

In very serious situations, some types of employee problems may justify either a suspension, or, in extreme situations, termination of employment, without going through progressively harsher disciplinary activities.

You should also look at the Employee Conduct and Work Rules policy in this manual. That policy lists examples of unacceptable conduct that might result in immediate suspension or termination of employment. However, some of the examples of unsatisfactory conduct listed may result in the progressive discipline process described above instead of immediate suspension or termination.

By this discipline approach, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and Local Wisdom.

610 - Investigating Complaints and Grievance ProceduresEffective Date: 1/01/2012Revision Date:

Local Wisdom has a duty by law to protect employees from discrimination practices in the workplace. A grievance procedure is available to all employees who feel they have been discriminated against or who have been asked to perform an illegal act. Employees are entitled to use the procedure and will not be retaliated against or

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penalized for filing a grievance. Local Wisdom will strive to deal fairly with each employee on all issues concerning staff and / or policies.

Under this policy grievance is defined as an event, condition, rule, or practice which the employee believes there has been a violation of their civil rights, treats him or her unfairly the job. This covers a wide range of circumstances; everything from the workplace, the environment, and other working conditions to policies or practices that interfere with or hinder his or her performance.

Employees must first take their question, concern or problem to their immediate supervisor. Within 2 working days the immediate supervisor shall give the staff member a verbal decision concerning the issue(s) in question. The discussion and decision shall be documented in writing in the employee’s personnel file.

The procedures for filing a written grievance procedure are: The employee shall present a written copy to the Human Resource Manager. A written decision will be given to the employee within 7 business days of

completing Step #1. Generally, the Human Resource Manager will meet with the employee during this time period to discuss the issue(s);

A grievance not settled under these steps may be appealed in writing within 5 business days directly to the COO. Within 5 business days, the COO will meet with the employee and present a written reply concerning the grievance.

Local Wisdom will conduct an investigation utilizing any notes, recordings, photographs, physical, digital or electronic evidence or other documentation and information regarding the harassment or any other issues that may arise that the complaining employee provides. The investigation will look to uncover additional information as well through review of other documents and materials, and witness interviews.

All employees have a responsibility to cooperate fully with the investigation of harassment. Although the extent of each investigation will vary, discretion and cooperation are crucial at all levels.

As part of the investigation, the investigator generally will confront the alleged harasser with the allegations or with the facts underlying the allegations, and give this individual an opportunity to respond. The complaining employee need not be required to confront the alleged harasser face to face during the investigation.

The complaining employee will be instructed to bring to the attention of Local Wisdom any future recurrences of harassment by the alleged harasser or by any other employee of, or other person involved with, Local Wisdom. In addition, Local Wisdom will make efforts to monitor behavior and will follow up with the complaining employee to verify that inappropriate behavior has not continued.

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611 - Workplace EtiquetteEffective Date: 1/01/2012Revision Date:

Local Wisdom can be a better place to work when all employees show respect and courtesy to each other. Sometimes there are problems when employees do not realize that they are bothering or annoying other people. If this happens to you, you should first try to solve the problem by politely telling your co-worker what is bothering you.

We encourage you to keep an open mind. If another employee tells you about something that you are doing that makes it hard for that person to work, try to understand the other person's point of view.

The following are some guidelines and suggestions for how to be considerate of others at work. You will not necessarily be disciplined if you do not follow these suggestions, but the guidelines will help you get along with others. If you have comments or suggestions about workplace etiquette, contact your supervisor.

* Try to minimize unscheduled interruptions of other employees while they are working.

* Be conscious of how your voice travels, and try to lower the volume of your voice when talking on the phone or to others in open areas.

* Keep socializing to a minimum, and try to conduct conversations in areas where the noise will not be distracting to others.

* Refrain from using inappropriate language (swearing) that others may overhear.

* Avoid discussions of your personal life/issues in public conversations that can be easily overheard.

* Monitor the volume when listening to music, voice mail, or a speakerphone that others can hear.

* Clean up after yourself and do not leave behind waste or discarded papers. * Replace the paper in the copy machine if you use up the last sheets. * If you see something that could improve the way we work, make a suggestion

as to how we can do things better.

612 - Bulletin BoardsEffective Date: 1/01/2012Revision Date:

Workplace postings and bulletin boards provide federal, state and local workplace guidance required by law. Changes in Local Wisdom policy or regulations will be posted in the staff office on the wall or bulletin boards. You should inspect these locations daily for important announcements, information, benefits and other items of Local Wisdom interest. Employees are not authorized to use these bulletin boards for any personal or general information postings. Please do not deface the information on the bulletin board because it inhibits other employees from getting valuable information. Placing any notice on a Local Wisdom bulletin board requires

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the specific approval of the Human Resource Manager or the COO.

613 - Energy ConservationEffective Date: 1/01/2012Revision Date:

The welfare of the property and its staff is dependent upon the efficient operations of its facilities. Each staff member is encouraged to participate in Local Wisdom’s energy conservation programs. Areas of particular concern include: room lighting, air conditioning, and heating.

Please be aware that you: * Turn off any unnecessary lighting, with the exception of main traffic areas * Adjust the thermostat setting to a minimum level as directed by the COO

* Turn off any running water and report any leaks * Turn off your computers at the end of each work day

Your help in the conservation of energy will enable Local Wisdom to reduce costs and better serve its clients, guests and employees.

614 – Media RelationsEffective Date: 1/01/2012Revision Date:

All inquiries regarding incidents of public interest or press inquiries should be directed to the Chief Marketing Officer (CMO). Under no circumstances should statements or information be supplied to the media by anyone other than the CMO.

615 – Professional Development Reimbursement Effective Date: 1/01/2012Revision Date:

Local Wisdom believes that education leads to self-improvement which improves the value of the employee. Because of that philosophy, we encourage our employees to pursue professional growth opportunities that prepare them for greater responsibility.

Local Wisdom will pay for training courses that are directly related to your present job or which will help you prepare for more responsibilities or promotions. Only full-time employees may enroll. Courses and seminars, and related fees, books and materials are reimbursed to eligible employees at 100%.

Once you have decided upon a subject of interest, you must fill out the Training Request Sheet and submit it to your manager. All reimbursement for professional development must be approved by the Board prior to registration and enrollment.

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For all graded courses, a grade of C or higher is required in order to obtain reimbursement.

This policy does NOT include tuition for any secondary educational institutions.

Once you’re clear, sign here.

Employee Acknowledgement Form

The Handbook describes important information about Local Wisdom, Inc. I understand that I should consult the COO or Human Resource Manager if I have any questions that are not answered in the handbook.

I became an employee at Local Wisdom voluntarily. I understand and acknowledge that there is no specified length to my employment at Local Wisdom and that my employment is at will. I understand and acknowledge that "at will" means that I may terminate my employment at any time, with or without cause or advance notice. I also understand and acknowledge that "at will" means that Local Wisdom may

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terminate my employment at any time, with or without cause or advance notice, as long as they do not violate federal or state laws.

I understand and acknowledge that there may be changes to the information, policies, and benefits in the manual. The only exception is that Local Wisdom will not change or cancel its employment-at-will policy. I understand that Local Wisdom may add new policies to the manual as well as replace, change, or cancel existing policies. I understand that I will be told about any manual changes and also know that manual changes can only be authorized by COO in writing.

By my signature, I also agree to comply with the policies stated in the manual and to be bound by all of its provisions, including but not limited to, the policies on Equal Employment Opportunity, Sexual and Other Unlawful Harassment, Business Ethics and Conduct, Drug and Alcohol Use, Whistleblowers Policy, Computer Usage, Internet Usage, and Workplace Violence.

I understand and acknowledge that this manual is not a contract of employment or a legal document. I have received the manual and I understand that it is my responsibility to read and follow the policies contained in this manual and any changes made to it.

EMPLOYEE'S NAME: _______________________________________________Please print your full name clearly

EMPLOYEE'S SIGNATURE: _________________________________________________

DATE: __________________________________

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