Team Member Handbook

May 2016

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Table of Contents

Welcome to Sandcastle ................................................................................................................. 4

Message from the President / Founder ........................................................................................ 5

Orientation .................................................................................................................................... 6

Facility Specific Orientation.................................................................................................. 6

Company Policies .......................................................................................................................... 6

Harassment Policy................................................................................................................ 6

General Employment Complaint Policy ................................................................................ 7

Americans with Disability Act .............................................................................................. 8

Employment at Will ............................................................................................................. 8

Equal Employment Policy ..................................................................................................... 8

Clocking In/Out .................................................................................................................... 8

Social Media Policy .............................................................................................................. 9

Unlawful or Unethical Use of Company and/or Client Funds ............................................... 9

Solicitation and Distribution Policy .................................................................................... 10

Personal Appearance & Dress Code Policy ......................................................................... 10

Moonlighting ..................................................................................................................... 11

Standards of Conduct for Use of Technology ..................................................................... 11

Dating in the Workplace .................................................................................................... 13

Universal Precautions ........................................................................................................ 13

Our Team Relationship ............................................................................................................... 14

New Team Members .......................................................................................................... 14

Promotions & Transfers ..................................................................................................... 14

Hours of Work ............................................................................................................................. 15

Work Day ........................................................................................................................... 15

Team Member Compensation .................................................................................................... 15

Pay Day .............................................................................................................................. 15

Overtime ............................................................................................................................ 16

Payroll ................................................................................................................................ 16

Employee Bonus Program .................................................................................................. 16

How We Communicate ............................................................................................................... 16

Open Door Policy ................................................................................................................ 16

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Conflict Resolution ............................................................................................................. 17

Access to Personal Files ...................................................................................................... 18

When You Need To Be Away From Work ................................................................................... 19

General Leave of Absence .................................................................................................. 19

Adoption Leave .................................................................................................................. 19

Military Leave .................................................................................................................... 19

Funeral Leave ..................................................................................................................... 20

Jury Duty Leave .................................................................................................................. 20

Leave of Absence Time Limitations and Impact upon Team Member Benefits .............................................................................................................................. 20

Inclement Weather ............................................................................................................ 21

Family Medical Leave Act................................................................................................... 21

Time Off ....................................................................................................................................... 22

Scheduled Absences or Time Off ........................................................................................ 22

Holiday Time Off Policy ...................................................................................................... 23

Unscheduled, Unexcused Absences .................................................................................... 23

Holidays ............................................................................................................................. 23

Substance Use & Abuse .............................................................................................................. 24

Drug Testing Policy ............................................................................................................ 25

Smoking ............................................................................................................................. 27

Protecting Our Business .............................................................................................................. 27

Confidentiality .................................................................................................................... 27

Notice/Policy on Privacy in Connection with Employment ................................................. 27

False Information & Claims ................................................................................................ 28

HIPAA ................................................................................................................................. 28

Parting Ways ............................................................................................................................... 29

Resignation & Termination ................................................................................................ 29

Layoff & Reduction in Force ............................................................................................... 30

Benefits to Support You & Assist You ......................................................................................... 30

Medical Insurance .............................................................................................................. 30

Social Security, Unemployment Compensation, and Workers Compensation Insurance Benefits ...................................................................................... 31

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Welcome to Sandcastle We have created this handbook to provide you with an overview of the Company’s policies, benefits, and rules. Its intention is to familiarize you with important information about Sandcastle, as well as provide guidelines for your employment experience with us in an effort to foster a safe and healthy work environment. Please understand that this booklet only highlights company policies, practices, and benefits for your personal understanding and therefore cannot be construed as a legal document. It is intended to provide general information about the policies, benefits, and regulations governing the members of the company, and is not intended to be an express or implied contract. The guidelines presented in this handbook are not intended to be a substitute for sound management, judgment, and discretion.

No team member handbook has the ability to anticipate every situation that may arise in the workplace, or provide information that answers every possible question. As we continue to grow, circumstances will undoubtedly require that the policies, practices, and benefits described in this handbook will need to be revised. Sandcastle Homecare therefore reserves the right to modify, supplement, or rescind any policies or portion of the handbook from time to time, as it deems necessary or appropriate in its sole and absolute discretion with or without notice to you.

No business is free from day-to-day problems, but we believe our personnel policies and practices will help resolve such problems. All of us must work together to make the company a viable, healthy, and profitable organization. This is the only way we can provide a satisfactory working environment that promotes genuine concern and respect for others including all team members and our clients.

Should you have any questions concerning this handbook, your employment or benefits, please feel free to discuss them with your supervisor.

Again, welcome to Sandcastle!

Mission Statement:

“to utilize our enduring spirit to deliver the highest quality care to the world”

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Message from the President / Founder It is with great privilege that I welcome you to the Sandcastle family. We are an organization that was created out of the love for a family member, and it’s that passion for care that has continued to motivate us to be the best homecare provider in the community, and in the world. Being a part of the Sandcastle family means you are an important member of a team effort, and we hope that you find your position with Sandcastle to be challenging, productive and most importantly, rewarding. One of the highlights of this profession is hearing the positive impact that the position has on our staff, and I’d love to hear from you. Because our success depends upon the dedication of our team members, we are highly selective in who we bring onto the team. We are committed to doing whatever it takes to help you succeed here at Sandcastle. We depend on you and the others to contribute to the success of Sandcastle in each home we serve. I am totally accountable to you, and I invite you to contact me with anything that is on your mind. With that said, I expect you to join me in this endeavor in making our community, and the world, a more caring place.

At your service, alex

Alexander Castillo President / Founder

Sandcastle Homecare

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Orientation Every team member receives a full orientation to Sandcastle Homecare. Orientation shall include a discussion of this handbook and any questions that the new team member may desire to ask.

Facility Specific Orientation Sandcastle Homecare works with clients who may live in their own home or at an Assisted Living Facility, Adult Family Care Home and Nursing Homes. There are situations where Sandcastle will work with a client’s healthcare team to ensure caregivers are properly prepared to deliver services in accordance with its clients’ policies and procedures. This may be accomplished in a number of ways:

Sandcastle Homecare maintains a client library of policies and procedures that are delivered to Sandcastle team members prior to commencing an assignment.

Any Certified Nursing Assistant or Home Health Aide assigned to a client’s home or facility for the first time may be requested to arrive an hour or two prior to his/her shift in order to be oriented by the client’s staff.

Care managers that have been previously assigned to mentor any team members assigned to a client’s home or living space for the first time.

Sandcastle Homecare care managers can work with the client to orient newly assigned caregivers to the living space.

Company Policies

Harassment Policy Sandcastle is committed to maintaining a work environment that is free of discrimination. In keeping with this commitment, we will not tolerate unlawful harassment of our team members by anyone, including any manager, co-worker, or third party. Harassment consists of unwelcome conduct, whether verbal, physical or visual, that is based on a person’s race, color, national origin, religion, age, sex, sexual orientation, gender or disability. Harassment, which affects job benefits, interferes with an individual’s work performance, or creates an intimidating; hostile or offensive work environment will not be tolerated. Harassment may include (but not limited to) derogatory remarks, epithets, offensive jokes, the display or circulation of offensive printed or visual material, or

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offensive physical actions. Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual favors or other physical, verbal or visual conduct based on sex constitutes harassment when (1) submission to the conduct is required as a term or condition of employment or is the basis for employment actions, or (2) the conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive workplace. Sexual harassment may include sexual propositions, innuendo, suggestive comments, sexually oriented jokes or teasing, or unwelcome physical contact such as patting, pinching, or brushing against another. All Sandcastle team members are responsible for helping to enforce this policy against harassment. Any team member who has been the victim of prohibited harassment or who has witnessed such harassment must immediately notify their manager so the situation can be promptly investigated and remedied. If it is the manager who is responsible for the harassment or reporting the situation to the manager fails to remedy the situation, complaints of harassment must immediately be reported to a member of senior management. It is the Sandcastle’s policy to investigate all harassment complaints thoroughly and promptly, to the fullest extent practicable, the Sandcastle will maintain the confidentiality of those involved. If an investigation confirms that harassment has occurred, the Sandcastle will take corrective action, which may include discipline up to and including immediate termination of employment. The Company also forbids retaliation against anyone who has reported harassment or who has cooperated in the investigation of harassment complaints.

General Employment Complaint Policy We are committed to the development and administration of programs that provide you with the opportunity to make suggestions raise questions and discuss problems that are job related. Since in most cases your immediate manager will be able to respond to work-related matters, you are encouraged to discuss any questions or concerns that you may have. You do, however, have other options if your manager is unable to assist you, or, for personal reasons, you wish to discuss your questions or concerns with someone other than your manager. You may deal directly with others in the chain-of-command, up to and including the Sandcastle President. Under no circumstances will your job status be jeopardized because of filing a complaint in good faith. Retaliatory action by any team member against you will not be tolerated and further, will result in disciplinary measures.

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Americans with Disability Act It is Sandcastle policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. We are committed to complying with the American with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973. We recognize that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you should contact management to discuss reasonable accommodations that may enable you to perform the essential functions of your job.

Employment at Will Unless expressly prescribed by statute or contract, your employment is "at will." All Sandcastle team members are employed at will, which means they may be terminated at any time and for any reason, with or without advance notice. Team members are also free to quit at any time. Any employment relationship other than at will must be set out in writing and signed by Sandcastle Management.

Equal Employment Policy Sandcastle provides equal opportunity in all of our employment practices to all qualified team members and applicants without regard to race, color, religion, gender, national origin, age, disability, marital status, military status or any other category protected by federal, state and local laws. This policy applies to all aspects of the employment relationship, including: recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from layoff, training and social, and recreational programs. All such employment decisions will be made without unlawfully discriminating on any prohibited basis.

Clocking In/Out The Sandcastle caregiving team will use ClearCare Online for scheduling and clocking in/out of each shift. Caregivers are trained on how to use ClearCare during orientation. With ClearCare Online, you are able to log in to view your schedule for the week and onward. Visit the home page, click “Log In” in the upper right hand corner, and use your personalized username and password to enter the portal. Username is the email address on file with Sandcastle, and password will be given to each team member directly. When each caregiver arrives at a client’s residence for their shift, a call must be placed into ClearCare’s telephony number from the client’s home phone. This will

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serve as the clock in/out mechanism. The ClearCare telephony number is (844) 234-8284. Supporting tutorials can be found at: http://clearcare.wistia.com/medias/j4m7e8tlgc Please keep in mind:

Telephony clock in/out will not work unless performed from the client’s home phone

If you forget to clock in/out, please contact the office during office hours as soon as you remember. If you do not, your pay may be incorrect

Social Media Policy Social media is any forum that encourages a sharing of conversations, text, images, slides and videos, like blogs, Facebook, YouTube, Flickr, LinkedIn and Twitter, etc. Although Sandcastle feels this is an acceptable medium to share and promote the company's service and brand, it is the policy of Sandcastle Homecare that all team members must remain respectful and professional in their use of these communications. Sandcastle team members are prohibited from:

engaging in any discussion that pertains to discrimination, sexual harassment and disclosure of confidential company or client information, and/or from participating in any discussion that belittles or ridicules the value of Sandcastle’s services.

from any discussions that involve name-calling or negative behavior that damages the reputation of Sandcastle Homecare, its team members.

mentioning any client or relatives of the client by name, or posting videos/photos that reveal the identity or living space of a client or their relatives is strictly prohibited and will result in termination.

Sandcastle monitors conversations taking place on various social media programs. It is the intention of Sandcastle Homecare to take all violations of this policy seriously. Please be aware that violation or abuse of this policy, both online and offline, may lead to disciplinary action up to and including termination.

Unlawful or Unethical Use of Company and/or Client Funds It is the policy of Sandcastle Homecare to conduct its business both ethically and legally. All books, records, and accounts are to be kept in reasonable detail and must accurately and fairly reflect company and/or client transactions and the disposition of company assets. Client funds forms are available to you and must be filled out, with receipt(s) attached for all purchases. In keeping with this policy, the following rules are to be applied:

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The use of Sandcastle or Client funds or assets for any unlawful or unethical purpose is prohibited.

The establishment of any undisclosed or unrecorded fund or asset is prohibited.

The making of any false entry on the Sandcastle’s books or records is prohibited.

The making of any payment or other disbursement to any third party for any purpose other than as stated on the voucher is prohibited.

Solicitation and Distribution Policy The following rules apply to verbal solicitation and distribution of materials (written, graphic, audio or video):

No distribution of non-work-related materials or verbal solicitation of any kind will be permitted in any work areas at any time

In non-work areas, any solicitation or distribution of any kind is prohibited by or to team members who are scheduled to be working at that time. Solicitation or distribution of materials during scheduled rest periods, meal times or other scheduled team member break periods, in non-work areas, by and to team members who are not scheduled to be working at those times, is not prohibited.

Solicitation or distribution of materials by non-working team members directed toward team members who are scheduled to be working at that time is prohibited in all areas.

Non-team members are prohibited from soliciting or distributing materials at any time on any the Company property or client sites which are not open to public use.

Personal Appearance & Dress Code Policy Dress, grooming, and personal cleanliness standards contribute to the morale of all team members, clients and affect the business image Sandcastle Homecare presents to client, their family members and members of the Central Florida community. During business hours, including when team members who are representing the company during non-business hours, team members are expected to present a clean and neat appearance and to dress according to the requirements of their positions. Shoes should be as clean as possible, hair neat, and general appearance acceptable for calling on, greeting or working with clients, their families or other

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contractors in the office or in the field. All team members directly involved with the caregiving operation are expected to present themselves as healthcare professionals. Any special dress requirements will be addressed with a team member. Team members who appear inappropriately dressed, or who’s personal grooming and or cleanliness fails to meet the company standards, will be sent home and directed to return to work in a proper manner. Examples of inappropriate dress and grooming include (but are not limited to): skin tight garments, clothing which exposes the body (muscle shirts, briefs, halters, see-through clothing, inappropriately short skirts or short shorts), strong perfume, dangling jewelry, facial piercings, sandals/flip flops, and jogging/yoga pants. Sandcastle team members must wear either their ID badge OR a Sandcastle polo at all times while on duty. Badges will be given to team members after the first three months of employment. The intent of our dress code is to maintain conventional standards in order to present an acceptable Company image to our clients, their families and the Central Florida community.

Moonlighting A Sandcastle team member may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Sandcastle. Team members should consider the impact that outside employment may have on their health and physical endurance. All team members will be judged by the same performance standards and will be subject to Sandcastle’s scheduling demands, regardless of any existing outside work requirements.

Standards of Conduct for Use of Technology This policy applies to all the Company team members and to all other persons who use or may use the Company electronic or telephonic systems. This policy governs individual use and access, and Company use, restrictions, monitoring and access to:

Sandcastle’s computer computer communication Internet Intranet e-mail voice-mail

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facsimile pager teleconferencing equipment and systems And all other the Company electronic or telephonic equipment and

systems and all similar team member equipment and systems used at work or in the course of employment with the Company.

Sandcastle’s electronic and telephonic systems may only be used for lawful and authorized work-related purposes and personal use is prohibited. In addition, personal use of personal electronic and telephonic systems is prohibited at any time at work or in the course of employment, except during scheduled breaks, or at lunch. A limited exception to these prohibitions on personal use applies to appropriate incidental emergency personal use of Sandcastle’s electronic and telephonic systems and personal electronic and telephonic systems. Sandcastle also strictly prohibits the use of the Company and personal electronic and telephonic systems to create, distribute, store or solicit communications or store data that:

are hostile, abusive, foul, offensive, defamatory, pornographic, intimidating, or otherwise inappropriate

threaten, harass, or disparage others based upon any characteristics listed in our Equal Employment Opportunity Policy

constitute or relate to unwelcome sexual advances, requests for sexual favors, sexual flirtation, or other conduct of a sexual nature

disclose confidential, trade secret or proprietary information concerning Sandcastle Homecare, its personnel or clients to any individual, team member, firm, business or institution, except in the course of your employment duties, without prior written Sandcastle authorization

solicit or advocate or respond to solicitation or advocacy which is not directly associated with the Sandcastle business, such as information concerning commercial, charitable, lobbying, community, union or other organizations, or personal matters, without prior written Company authorization

may restrict system bandwidth or lines available or reduce business availability

refer to a Sandcastle position, practice or policy, without prior written Sandcastle authorization or are otherwise unlawful or inconsistent with an approved business purpose.

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Sandcastle Homecare may restrict, monitor and access all the Company and personal electronic and telephonic systems used for business purposes for reasons which include, but are not limited to, ensuring that the electronic and telephonic systems are being used in compliance with this Policy; monitoring performance; productivity, client service, compliance with Sandcastle policies; and investigating conduct or behavior that may be unlawful or inconsistent with an approved business purpose, or may adversely affect Sandcastle or the welfare of team members, clients or third parties. Persons who use Sandcastle or personal electronic and telephonic systems for business purposes consent to Sandcastle’s rights as set forth in this policy and must disclose all passwords and codes to the Company. Sandcastle reserves the right to restrict or revoke team member or non-team member access to all the Company and personal electronic and telephonic systems used for business purposes. Violation of this policy may result in discipline up to and including discharge, or in the case of a non- team member, cancellation of the applicable business relationship or contract.

Dating in the Workplace Supervisors and team members under Sandcastle supervision are prohibited from forming romantic or sexual relationships. If you are unsure of the appropriateness of an interaction with another team member of the Company, contact Sandcastle headquarters for guidance. If you are encouraged or pressured to become involved with a client or team member in a way that makes you feel uncomfortable and is unwelcome, you should notify headquarters immediately. No client or team member of this company has the right to subject any team member to sexual or other unlawful harassment, including requests for sexual favors, sexual advances, offensive touching, and any other unwanted verbal, graphic, conduct or communications of a sexual nature. You should also be aware of, and are expected to comply with, Sandcastle’s policy against sexual and other forms of illegal harassment in the workplace. Appropriate action, which may include termination, will be taken against those who violate this policy.

Universal Precautions In addition to the Company Policies previously listed, Sandcastle would like all employees to be aware of the following universal precautions:

if the client requires the use of gloves for washing or cleaning bodily fluids and the caregiver purchases the gloves, the caregiver will be reimbursed

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if the client tells you to go home early, you must inform the office and record the correct hours worked on the time sheet

never leave the client unattended between shifts or waiting for the other caregiver to arrive; if the next scheduled caregiver is late or you are unsure what to do, you must call either your supervisor or a member of Sandcastle management

please be aware of the do’s and don’ts in a client’s home Sandcastle employees are only allowed to assist with medication out of a

pill container (Monday-Sunday containers) that are pre-filled by a family member, RN, or Pharmacist. Sandcastle does not administer non-prescription pills directly to a client; employees can only assist or remind a client (ex. Open bottle or container, handing client the container) and no other methods are tolerated under any circumstance.

Our Team Relationship

New Team Members New members of the Sandcastle team are generally provided an informal evaluation after they complete ninety (90) days of employment. The period is designed to give new team members an opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The Company uses this period for an initial evaluation of team member capabilities, work habits, performance and adherence to Company policies, practices and rules. Completion of the introductory period does not alter a team member’s at-will status. The Company also generally reviews team member performance after a transfer or promotion to a new position. These reviews generally occur three months after the transfer or promotion.

Promotions & Transfers Sandcastle will generally seek to fill new or vacant positions from within the Company by promoting qualified team members. However, Sandcastle reserves the right to seek and select an applicant from outside the Company. All candidates will be recruited, interviewed and hired in accordance with the Company's equal employment opportunity policy.

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Hours of Work Team members' actual work schedules will be assigned or approved by their supervisor or manager. The Sandcastle Homecare workweek begins on Monday and ends on Sunday. Some Sandcastle clients may operate under a different workweek schedule. Your Sandcastle supervisor will advise you when such an exception exists.

Work Day Hours are determined by the client to whom the employee is assigned in consideration with the preferences of Sandcastle Homecare team members. Each employee is paid only for the hours that the employee works. Note: When required by the client, an employee may be MANDATED to take various unpaid breaks during their shift. A Sandcastle supervisor will make you aware of these ad-hoc requests. You must inform a member of Sandcastle staff of any scheduling requests by the client and record this change on your time sheet.

Team Member Compensation

Pay Day Team members will be paid bi-monthly for the periods ending on the 15th and ending on the last day of the month. Payroll distribution will follow the close of the payroll period, and generally will take place by the next business day following the pay period. In order to receive a regular pay check without delay, team members must have their time sheets and caregiver notes turned in three business days before the payroll period ends. If the caregiver notes are not turned in with the time sheet, the pay for that pay period could be delayed. Pay checks will be directly deposited into each team member’s bank account unless asked by the team member to do otherwise (e.g. paper check to be picked up). All team members will be paid by check payable to the team member only, and not to third parties. Sandcastle will not pay any team member in cash, nor will the Company cash any team member payroll or personal check. Advances will not be permitted unless approved by two members of management.

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Overtime Hourly nonexempt workers will be paid overtime at the rate of one and one-half times for all hours worked in excess of forty (40) hours per work week. The Company will pay overtime compensation to all hourly nonexempt workers based on actual hours worked. Holidays not worked, vacation, or other paid time off, worker’s compensation or other leave, or any other absence will not be considered "hours worked" for purposes of overtime calculations.

Payroll Normal payroll deductions for federal and state income tax, FICA, and Medicare will be automatically made based upon information provided to the payroll department by the individual team member. Other payroll deductions required or permitted by law (for garnishments, child support or monies owed to or property withheld from the Company, for example) will also be made where appropriate. Team members are required to authorize such payroll deductions as a condition of employment.

Employee Bonus Program At the start of employment, Sandcastle will put $0.10 in an account for each caregiver. This amount will be multiplied by the number of hours worked and this bonus will be given in the form of a bonus check on June 30 and December 15. In order to be eligible to receive this bonus, employees must be employed with Sandcastle in a caregiving capacity for at least three (3) months. Employees that are terminated or not working at least 20 hours a week for three consecutive weeks prior to June 30 and January 15 are not eligible for the Employee Bonus Program.

How We Communicate

Open Door Policy In keeping with the company’s philosophy of open communication, all Sandcastle team members have the right and are encouraged to speak freely with management about their job-related concerns. We urge you to go directly to your supervisor to discuss your job-related ideas, concerns, recommendations and other issues which are important to you. If, after speaking with your supervisor, you feel the need for additional discussion, you are

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encouraged to speak with Sandcastle management. Should you need support from someone other than your supervisor, the entire management team is committed to resolving your individual concerns in a timely and appropriate manner.

Conflict Resolution We are concerned about every Sandcastle team member, and about every team member’s concerns, questions, or complaints. Sandcastle has the following procedure for responding to team member concerns or complaints. If you ever have a complaint, concern or question about any aspect of your employment at Sandcastle, you are urged, and required to use the following procedure:

1. Procedure

In most cases, you must first talk with your supervisor if you have any

concerns, complaints, or questions regarding your employment at the Company. Often, an informal discussion of such issues will lead to their quick, effective resolution. Be polite, but direct about your concern. If you have a concern, complaint, or question which isn't resolved after you have had such an informal discussion, you should proceed to Paragraph B. If you don't feel comfortable approaching your supervisor about your concern, proceed to Paragraph e (i) under “2. Complaint.”

Please give your written complaint to your supervisor within 14 calendar days of the date the problem arose, unless you proceeded to Paragraph e (i). Your supervisor will forward a copy of your complaint to the Company’s management.

2. Complaint

Your written complaint should indicate: Your name, position or department, and shift, if applicable. What you are unhappy about. State clearly what happened, who was

involved, when it happened, why you believe it happened and why it is a problem for you.

Provide any other information you think is relevant to your complaint.

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Describe what you think should be done to correct the problem. (We will generally investigate and respond to your complaint within 10 to 14 days. This period may be extended, depending on the facts and circumstances of each case, such as the number of people who need to be interviewed or facts to be investigated).

Please keep the following additional guidelines in mind: (i) If you have a complaint or concern and you don't feel

comfortable for any reason discussing it with your supervisor or submitting a written complaint to him or her, you must bring your complaint (verbally or in writing) to the Equal Employment Officer.

(ii) Don’t be afraid to speak for yourself. This is an informal procedure and you should present your concerns in your own words. Formal representation of team members by other team members or non-team members is unnecessary.

(iii) Retaliation against team members who raise concerns or complaints is prohibited and will result in disciplinary actions up to and including termination.

Access to Personal Files Sandcastle Homecare maintains a personnel file on each team member containing appropriate employment records. Maintaining these files with up-to-date information is very important as it provides the Sandcastle with contact information in case of emergency, addresses for mailings, data for payroll purposes, and information required for insurance programs as well as other benefits. Please notify us of any relevant changes to your personal information. Personnel files are the property of the Sandcastle, and access to the information they contain is monitored and protected. Generally, only supervisors and management personnel of the Sandcastle, and third parties who the Sandcastle deems to have a legitimate reason to review information in a file, are allowed to do so.

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When You Need To Be Away From Work

General Leave of Absence Leaves of absence will only be granted to full-time team members. Leaves of absence must be pre-approved and may be granted or denied at Sandcastle’s sole discretion. Except where required by law, seasonal, temporary, part-time and introductory workers are not eligible for leaves of absence. The Company reserves the right to require satisfactory documentation or substantiation of reasons for team member leaves of absence. Leaves are unpaid in all cases, and subject to restrictions.

Adoption Leave You may be eligible for Adoption Leave under the provisions of the various Family and Medical Leave Laws and the Family and Medical Leave Act (FMLA). Also, your Bargaining Unit Agreement may offer provisions on adoption leave. Upon request, you may be entitled to an unpaid leave of absence for the adoption of a child for a period of six months or a year as specified in your Bargaining Unit Agreement or civil service rules. You shall be required to provide substantiation to support your request. You should consult with your supervisor or personnel office.

Military Leave It is Sandcastle’s policy to offer re-employment to team members returning from military service in appropriate circumstances. The Company requests as much notice as possible for those desiring a military leave. Such reemployment opportunities will be granted for team members as follows:

Team members entering active military service for a single enlistment period will be granted a general unpaid military leave of absence. The Company will reinstate team members returning from military leave to their former jobs, or to an equivalent position, except in cases where changed circumstances make it impossible to do so, or create an undue hardship for the Company.

Team members who are members of a National Guard or Military Reserve unit may elect to treat summer training periods as vacation with pay to the extent the team member has available vacation grants for the period.

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Team members who elect not to treat military training periods with a National Guard or Military Reserve unit as vacation will receive unpaid military leave for the period of the training.

Funeral Leave Team members will be allowed up to two days of paid leave, in case of death in the immediate family. Team members should notify their supervisor immediately in the event of such an occurrence. Sandcastle defines "immediate family" for these purposes to mean the team member’s spouse, children, mother, father, grandmother, grandfather brothers, sisters, father-in-law, mother-in-law, grandmother in-law, and grandfather in-law. For absences to attend the funeral of a relative other than a member of the immediate family, a supervisor's approval will be required and any leave granted will be unpaid. The Company will generally approve team member requests for funeral leave, in the absence of unusual operating requirements. The Company reserves the right, however, to refuse to grant such leave at its sole and absolute discretion. A team member who is granted funeral leave may, with his or her supervisor's approval, also use any available accrued paid time off for such funeral leave and for any additional time off as necessary.

Jury Duty Leave The Company encourages its team members to fulfill their civic responsibilities by serving jury duty when required, but such jury service is unpaid by the Company. A team member requesting jury leave must show the jury duty summons to his or her supervisor as soon as possible after he or she receives it, so that the supervisor may make arrangements to accommodate the team member’s absence. The team member is expected to report for work whenever his or her court schedule permits. Either the Company or the team member may request an excuse from jury duty if the team member’s absence would create serious operational difficulties for the Company.

Leave of Absence Time Limitations and Impact upon Team Member Benefits Time spent on a leave of absence of over 30 days, except time spent on a military leave of absence, will not be counted as time employed in determining a team member’s length of employment, nor will benefits be granted, paid or be available during such time except where required by law. No leave shall exceed six (6)

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weeks in duration, except for approved military leave, no matter what the reasons or circumstances. Team members who remain away from work beyond the return date of an approved leave, or beyond six (6) weeks if no earlier return was specified, except for approved military leave, will be treated as having resigned or abandoned their employment and such separation will be automatically recorded as of that date, without right of reemployment, recall or reinstatement. The Company will deduct from team member wages, or otherwise seek reimbursement for, any vacation, disability, workers’ compensation or other leave-of-absence-related benefits paid to the team member during any period of leave of absence if:

the team member made or provided false or inaccurate statements or representations in connection with requesting or taking the leave of absence; or

if the team member remains away from work beyond the return date of an approved leave, or beyond six (6) weeks if no earlier return was specified, except for approved military leave.

Inclement Weather Occasionally, Sandcastle’s business hours for non-care related team members may be altered or operations may be reduced or temporarily closed down due to inclement weather or emergency conditions. If threatening weather is forecast or occurs, contact the office for more information prior to your start time. If such an event occurs after the business day commences, team members may be sent home by decision of the Company. A team member who elects to stay home or to leave when operations are continuing will be considered absent without excuse. Sandcastle team members directly involved with caring for clients must always ensure that the safety and security of their respective clients when they are scheduled to be delivering care. Inclement weather is not a reason to abandon a client in need of care.

Family Medical Leave Act The FMLA entitles eligible team members of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the team member had not taken leave. Eligible team members are entitled to:

1. Twelve workweeks of leave in a 12-month period for:

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the birth of a child and to care for the newborn child within one year of birth

the placement with the team member of a child for adoption or foster care and to care for the newly placed child within one year of placement

to care for the team member’s spouse, child, or parent who has a serious health condition

a serious health condition that makes the team member unable to perform the essential functions of his or her job

any qualifying exigency arising out of the fact that the team member’s spouse, son, daughter, or parent is a covered military member on “covered active duty,”

2. Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the team member (military caregiver leave).

Time Off

Scheduled Absences or Time Off Sandcastle Homecare’s attendance policy allows for six (6) scheduled, excused absences per year. Seven (7) or more are considered excessive and can result in termination. You will now be required to submit requests for time off at least two weeks in advance, and in accordance with Sandcastle’s policies and procedures. For longer/extended trips (requesting a week or more off) a months’ notice is required. You are required to call the office during business hours (Monday through Friday, 9am to 5pm) and you must speak to a member of the management regarding your time off. You will also be required to follow up your phone call by submitting a time off request through the company website. To submit a request for time off: Go to sandcastlehomecare.com Visit the “Care

“welovesandcastle” Fill out the form completely then submit It must be understood that a request is just a request, and until a signed approval is obtained by a member of management, here is no guarantee that the request will be granted. Please do not confirm plans, arrangements, or appointments that

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interfere with your work schedule until your request has been submitted and granted.

Holiday Time Off Policy If you are requesting time off during the holiday season (November 15- January 15), requests MUST BE IN BY 5:00pm ON OCTOBER 1ST. Holiday time off will not be accepted or approved past the stated date and time. Two (2) caregivers on the same case requesting the same dates off will not be approved. There will be no exceptions to this policy. This policy is for the safety and care of our clients. Any violation of this policy will result in termination.

Unscheduled, Unexcused Absences Unscheduled, unexcused absences are taken very seriously and negatively impact our clients, your coworkers, and our office operations. If, for any reason, you encounter an emergency situation that requires you to miss any time from your regularly scheduled shift (i.e. you suddenly become ill) you must speak with a member of management at least 2 hours prior to the start of your shift if you are going to be absent or late. If your emergency occurs outside of regular business hours (Monday through Friday, 9am to 5pm), you must contact a member of on-call staff and speak directly with them by calling (407) 775- 8714. Any other form of communication is not acceptable. It is your responsibility to follow up with a member of management during regular business hours. Failure to report to work without calling and speaking with a member of management is considered a no call/no show and is job and client abandonment. If you miss two (2) or more days of work due to sickness, you are required to submit a doctor’s note. Consequences for an unexcused absence will be as follows:

First offense- written warning Second offense- $40 off of your bonus Third offense- termination

Holidays Sandcastle team members directly involved with caring for a client who elects to work on holidays will be compensated at time and half. For team members not directly involved with caring for clients, the Company will be closed to regular business on all Company observed holidays and other days in

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which the Company is closed. The Company observes the following designated holidays:

New Year's Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day

Substance Use & Abuse Sandcastle Homecare is strongly committed to providing a safe workplace for its team members and promoting programs with a high standard of health. Consistent with this commitment, the Company will strive to maintain a work environment that is free from the effects of alcohol, illegal drugs or any controlled substance. Reporting to work under the influence of illegal drugs or alcohol, or the possession, storage, transfer, dispensation, distribution, manufacture, or use of any illegal drug, alcohol, or controlled substance while on the Company premises, at any the Company’s work site or in Company vehicles is strictly prohibited. These activities may create unsafe working conditions, result in serious violation of the Company’s work rules, and can jeopardize your co-workers and the Company.

1. Alcohol Consumption of alcohol on the Company premises (including the

Company parking lots), within Company vehicles, or on any project or job site is prohibited, except for refreshments served by designated personnel during Company sponsored events conducted for our clients and during occasional officially sanctioned Company sponsored team member functions. On those occasions, all team members are expected to act responsibly and to exercise prudence in the amount of alcohol they consume.

2. Drugs Drugs are defined as any behavior modifying product, including

marijuana. The only exception to the prohibition against drugs is prescription drugs. Should a Sandcastle team member fail to pass a drug test, evidence supporting the legal and prescribed use of the substance will be accepted. Even in such cases, however, if the

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drug affects the team member’s ability to perform the essential functions of his or her position, or if use of the drug poses a threat to the health and safety of the team member, co-workers, clients or the public, the Company may restrict or prohibit its use.

Drug Testing Policy Sandcastle Homecare has a responsibility to all of its team members to provide a safe workplace and a responsibility to the public to ensure that their safety and trust in the Company are protected. Therefore, violation of this policy will result in discipline such as a suspension of discharge. The Company reserves the right to engage in other means to detect the use or possession of controlled substances such as workplace searches. Procedure: Drug test of job applicants and all team members are required as outlined below

1. All job applicants to whom a job offer has been made may undergo a drug test before their hiring is final. An applicant who tests positive will not be eligible for hire.

2. Drug testing of team members may be conducted under the following circumstances: • When a team member’s supervisor has a reasonable

suspicion that the team member has used drugs. “Reasonable suspicion” is based on articulable observations sufficient to lead a prudent manager to suspect that the team member is impaired or under the influence of drugs (including, but not limited to, slurred speech, inability to work a straight line, erratic behavior, etc.)

• When a team member is found in possession of suspected controlled substance or when suspected illegal drugs are found in an area controlled or used exclusively by the team member, such as a team member’s locker, desk or workspace.

• Following an accident or an incident in which safety precautions were violated or unusually careless acts were performed.

• On a random basis 3. A refusal to submit to drug testing procedures or cooperate with the

implementation of this policy and the Company’s efforts to maintain a

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drug free workplace may result in discipline, up to and including discharge.

4. Drug urine screening tests will be conducted at Company expense during working hours at a certified laboratory designed by the Company. Transportation of team members to and from the testing site will be provided, also at Company expense. Medical personnel will collect test samples with due regard for team member privacy and an initial enzyme multiplied immunoassay test (or comparable test) will be conducted on the sample. Initial positive result will be confirmed by gas chromatography mass spectrometry or an equally reliable testing method. Test results of the Company designated laboratory are considered final.

5. Drug tests may screen for the following substances or their metabolites: amphetamines, barbiturates, benzodiazepines, cannabinoids, cocaine, methadone, opiates, propoxyphene, phencyclidine and methaqualone. Team members tested should notify laboratory personnel of information that could affect test results, including identification or currency or recently used prescription or non-prescription drug.

Confidentiality: One designated person in the Company will receive all reports of test results. This person will notify only those Company team members who have a need to know about the test results. Individuals tested may, upon request, receive a copy of their test results. Information regarding test results will not be provided to any other persons without the written consent of the individual tested, except as allowed or required by law. Use of results: The Company will take action on confirmed positive test result only after receiving a report from its designated testing laboratory. Detection of controlled substances is grounds for immediate dismissal of a team member or withdrawal of a hiring offer. Upon request, the team member or applicant will be given an opportunity to explain, in a confidential setting, a positive test result, and the presence of any drug in his or her system, and to substantiate that explanation with medical evidence. Any disciplinary decision will be communicated in writing to the team member and will be accompanied by a copy of the test results.

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Smoking Sandcastle is a smoke-free workplace. Smoking is prohibited at Sandcastle headquarters, in Company vehicles and in the space where clients reside. Follow the client's and vendor’s policies and work site regulations on smoking. Failure to comply with applicable smoking policies may result in disciplinary action.

Protecting Our Business

Confidentiality The nature of our business is highly competitive. Confidential, trade secret, or proprietary information (“Confidential Information”) includes (but is not limited to): discussions, documents and research, notes, memoranda and data (including audio and video tapes and electronic or computer data stored on hard drives, disks or otherwise) regarding proposals, estimates, pricing, bidding, projects, marketing, clients and prospective clients and projects, which team members prepare, compile, have access to, or receive at any time during the course of their employment. “Trade secrets” do not include common trade skills or inventions the team member devises outside his or her employment with the Company. If you are ever in doubt as to whether information is restricted or confidential, treat it as such until you are advised in writing by your supervisor or Company management to the contrary. Team members shall not disclose or provide any such Confidential Information to outsiders without the prior written authorization of Company management. A team member’s unauthorized disclosure or removal of Confidential Information may result in possible civil and/or criminal prosecution, as well as discipline. When your employment with Sandcastle ends, you must return all Confidential Information and all other Company property, documents, materials, tools or equipment issued to you by the Company during the term of your employment, including all copies and information storage versions. Your obligation to maintain the confidentiality of such information and not to disclose or remove it continues, both during and after your employment with the Company, without time limitation.

Notice/Policy on Privacy in Connection with Employment The Company reserves the right to investigate and to interview team members in the course of implementing and enforcing our policies to require truthful answers

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to inquiries in connection with such investigations and interviews, to administer tests, to conduct searches of team members’ persons, vehicles, work stations and locations, furniture, clothing, purses, personal items and other possessions, mail addressed to team members at work, documents, company e-mail, voicemail, Internet and telephone communications and databases, and any and all other articles or information within their possession or control while team members are on duty, on Company or client property or while operating or being transported in a commercial motor vehicle or any other vehicle used, at that or any other time, in the service of the Company. The Company may, in its sole discretion, take into custody any items or information which it deems to represent possible evidence of a violation of its policies or local, state or federal law. A team member’s interference, non-cooperation or refusal to submit to such investigations, interviews, searches and seizures, or to required tests, may lead to disciplinary action up to and including discharge.

False Information & Claims The Company will not pay medical, income replacement or other benefits for injuries or sicknesses resulting from other employment or self-employment, or from outside activities. Providing false information to the Company, any attorney, investigator, health care or treatment provider, insurer or government agency or tribunal in connection with a claim for benefits, or in pursuit of any other legal remedies, or acting in bad faith in connection thereto, will result in civil and/or criminal prosecution, forfeiture of benefits and/or civil damages in addition to discipline. Filing a charge, proceeding with other legal remedies or cooperating with a governmental investigation, in good faith and without falsification of facts, will not constitute a violation of this policy and will not be grounds for discipline.

HIPAA If the Company is, or becomes, a “covered entity,” it is committed to protecting and safeguarding against the improper disclosure of “protected health information” (“PHI”) pursuant to its obligations under the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”). For all non-routine disclosures of an individual team member’s PHI, the Company will obtain the effected team member’s consent before disclosure is made to the extent required by law. The Company will document all disclosures of PHI. All team members are instructed to direct any questions or complaints regarding HIPAA to the General Manager, Mrs. Adriana Castillo. Further, any team member may bring a complaint,

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ask a question or raise a concern regarding the Company’s HIPAA policies and procedures without fear of reprisal.

Parting Ways

Resignation & Termination Termination of employment is an inevitable part of business. Examples of some of the most common circumstances under which employment is terminated include:

Resignation - voluntary employment termination initiated by the team member when further gainful employment with another employer or self-employment is expected.

Discharge - involuntary employment termination initiated by the Company for reasons other than those described below under Layoff, Reduction-in-Force.

Layoff, reduction in force - involuntary employment termination initiated by the Company due to lack of work or funds, elimination of position, changes in the Company’s organizational structure or operations, business setbacks, or seasonal reduction in operations.

Retirement - voluntary employment termination initiated by the team member when no further gainful employment or self -employment is expected.

Team members will receive their final termination pay by mail or direct deposit (if previously authorized) at the next scheduled payday after termination, unless another form of payment is requested in writing at the time of termination. In the event you resign, you are requested, but not required, to provide two weeks’ advance notice of your decision for hourly personnel and thirty days advanced notice for salaried personnel. Upon receipt of a team member’s notification of resignation, an exit interview will be scheduled to resolve outstanding issues such as final pay, payment of team member debts, ret urn of any the Company property within the team member’s possession, and any concerns of the team member. The effective date of resignation may be advanced by the Company to an earlier date. The Company will seek to provide advanced notice to its team members if it becomes necessary to terminate their employment by layoff or reduction in

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force situations. However, the Company does not guarantee such notice, and reserves its at-will right to terminate for any reason, with or without cause, notice or prior discipline. There are no recall or reemployment rights at the Company and applicants and ex-team members who receive, but fail to accept or decline offers of employment are ineligible for further consideration for employment.

Layoff & Reduction in Force You may be laid off under certain circumstances, including but not limited to a lack of work or funds, elimination of position, changes in the Company’s organizational structure or operations, or seasonal reduction in operations. If layoffs or reductions in force are necessary, the selection of persons to be laid off will be at the Company’s discretion based upon an evaluation of factors including, but in no way limited to, seniority, merit, prior disciplinary, attendance and performance record, qualifications, business requirements and efficiency, as determined solely by the Company’s management

Benefits to Support You & Assist You The Company may, on occasion, and at its sole discretion, add to, discontinue or modify any Company benefit program, as well as the relative Company and team member allocation of the costs of such programs. The Company will attempt to provide as much advance notice as practicable prior to the implementation of any such changes or modifications, but the company reserves the right to make changes and modifications without notice to employees. The following is intended to be a brief overview of certain benefits. Nothing in this handbook is intended to, nor should be construed as, altering, amending or modifying any requirement, term, condition or limitation in any plan document or summary plan description.

Medical Insurance Sandcastle employees may enroll under Sandcastle’s health insurance platform, and be eligible to receive a partial benefit after three (3) months of employment. Please feel free to reach out to Company leadership to discuss medical insurance benefits available to you.

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Social Security, Unemployment Compensation, and Workers Compensation Insurance Benefits The Company covers the full cost of unemployment compensation insurance benefits and workers' compensation insurance benefits for employees and covers a portion of the cost of social security retirement and disability benefits. Employees who sustain work-related injuries or illnesses should inform their supervisor immediately, and should also complete an Employee Incident Report. No matter how minor an on the job injury may appear, it is important that the injury be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible and is required for the Company’s records and reporting requirements. Delay or failure to report an injury may jeopardize an employee's eligibility for workers' compensation benefits, as well as disciplinary action. Neither the Company nor its insurance carrier will be liable for the payment of workers' compensation benefits for non-work related injuries or illnesses. Filing a claim for workers' compensation benefits for a non-occupational injury or illness or providing false information to the Company or other involved parties in connection with a workers' compensation, unemployment compensation, disability, or any other claim, will result in denial of benefits and civil and/or criminal prosecution, as well as disciplinary action.

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Notes __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

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