AFFIRMATIVE ACTION POLICIES & PLAN HRV Conformance ... · Quality. Assured. INTRODUCTION . HRV,...

Quality. Assured.

AFFIRMATIVE ACTION POLICIES & PLAN HRV Conformance Verification Associates, Inc.

An Equal Opportunity Employer

Revised January 9, 2018

Quality. Assured.

Index

1. Affirmative Action Policy (signed)

2. Statement of Policy (signed)

3. HRV Employee Handbook EEO pages

4. HRV Shop & Field Rules/Regulations

5. Data Survey Form

6. Process Complaint Process

7. EEO Report

8. HRV Minority and Female Referral Process

Quality. Assured.

EMPLOYEE MANUAL HRV Conformance Verification Associates, Inc.

An Equal Opportunity Employer

Revised February 2017

1 HRV Quality. Assured.

CONTENTS WELCOME ............................................................................................................................................................................... 5

INTRODUCTION ....................................................................................................................................................................... 6

Mission Statement .............................................................................................................................................................. 6

Vision ................................................................................................................................................................................... 6

“Old Fashioned” Core Values .............................................................................................................................................. 6

CONFIDENTIALITY.................................................................................................................................................................... 7

CONFLICT OF INTEREST ........................................................................................................................................................... 7

DIVERSITY ................................................................................................................................................................................ 7

Americans with Disabilities Act ........................................................................................................................................... 7

Equal Opportunity Policy .................................................................................................................................................... 7

Policy Prohibiting Harassment and Discrimination ............................................................................................................. 8

Prohibited Behavior ........................................................................................................................................................ 8

Harassment by Nonemployees ........................................................................................................................................... 8

Complaint Procedure and Investigation ............................................................................................................................. 8

Retaliation ....................................................................................................................................................................... 9

Harassment Training ........................................................................................................................................................... 9

EMPLOYMENT ......................................................................................................................................................................... 9

Employment at Will............................................................................................................................................................. 9

Employee Classification Categories .................................................................................................................................... 9

Background, Reference and Motor Vehicle Driving Record Checks ................................................................................. 10

E-Verify/I-9 Immigration Reform Policy ............................................................................................................................ 10

Internal Transfers/Promotions ......................................................................................................................................... 11

Nepotism, Employment of Relatives and Personal Relationships .................................................................................... 11

Progressive Discipline ....................................................................................................................................................... 11

Separation of Employment ............................................................................................................................................... 12

Resignation .................................................................................................................................................................... 12

Retirement .................................................................................................................................................................... 12

Job Abandonment ......................................................................................................................................................... 12

WORKPLACE SAFETY ............................................................................................................................................................. 13

Drug-Free Workplace ........................................................................................................................................................ 13

Employee Assistance and Drug-Free Awareness .............................................................................................................. 13

Work Rules ........................................................................................................................................................................ 13

Required Testing ............................................................................................................................................................... 14

Consequences ................................................................................................................................................................... 14


Confidentiality ................................................................................................................................................................... 14

Inspections ........................................................................................................................................................................ 14

Crimes Involving Drugs ...................................................................................................................................................... 15

Workplace Bullying ........................................................................................................................................................... 15

Violence in the Workplace ................................................................................................................................................ 15

Safety ................................................................................................................................................................................ 16

Smoke-Free Workplace ..................................................................................................................................................... 16

Outside Employment ............................................................................................................................................................ 17

Attendance and Punctuality.................................................................................................................................................. 17

Attire and Grooming ............................................................................................................................................................. 17

COMPUTER USE, ELECTRONIC COMMUNICATION AND INTERNET USE ............................................................................... 18

General Usage ................................................................................................................................................................... 18

Acceptable Use ................................................................................................................................................................. 18

Unacceptable Use ............................................................................................................................................................. 18

Internet Usage .................................................................................................................................................................. 19

E-mail Usage ...................................................................................................................................................................... 19

Desktop Services ............................................................................................................................................................... 19

Right to Monitor................................................................................................................................................................ 20

Social Media—Acceptable Use ......................................................................................................................................... 20

Solicitations, Distributions and Posting of Materials ........................................................................................................ 20

Employee Personnel Files ................................................................................................................................................. 20

COMPENSATION ................................................................................................................................................................... 21

Salary Review .................................................................................................................................................................... 21

Payment of Wages ............................................................................................................................................................ 21

Garnishment of Earnings................................................................................................................................................... 22

Time/Expense Reporting ................................................................................................................................................... 22

Meal/Rest Periods ............................................................................................................................................................. 22

Mandatory Meal Period .................................................................................................................................................... 22

Rest Breaks ........................................................................................................................................................................ 22

Impermissible Use of Meal Period and/or Rest Breaks .................................................................................................... 22

Overtime Pay ..................................................................................................................................................................... 22

EMPLOYEE TRAVEL AND REIMBURSEMENT.......................................................................................................................... 23

Auto Allowance/Mileage .................................................................................................................................................. 23

Non-billable Expenses ....................................................................................................................................................... 23

Car Rentals ........................................................................................................................................................................ 23

Air Travel ........................................................................................................................................................................... 24


Spouse’s Travel ................................................................................................................................................................. 24

Lodging .............................................................................................................................................................................. 24

Daily Per Diem ................................................................................................................................................................... 24

Business Meals: ................................................................................................................................................................. 24

Submittal of Weekly Expense Voucher: ............................................................................................................................ 24

TIME OFF/LEAVES OF ABSENCE ............................................................................................................................................ 24

Holiday Pay ........................................................................................................................................................................ 24

PTO .................................................................................................................................................................................... 25

Family and Medical Leave Act ........................................................................................................................................... 25

General Provisions ........................................................................................................................................................ 25

Eligibility ........................................................................................................................................................................ 25

Type of Leave Covered .................................................................................................................................................. 26

Amount of Leave ........................................................................................................................................................... 27

Employee Status and Benefits during Leave ................................................................................................................. 28

Employee Status after Leave......................................................................................................................................... 28

Use of PTO during FMLA Leave ..................................................................................................................................... 28

Intermittent Leave or a Reduced Work Schedule ......................................................................................................... 28

Certification for the Employee’s Serious Health Condition .......................................................................................... 28

Certification for the Family Member’s Serious Health Condition ................................................................................. 28

Certification of Qualifying Exigency for Military Family Leave ..................................................................................... 28

Certification for Serious Injury or Illness of Covered Service Member for Military Family Leave ................................ 28

Recertification ............................................................................................................................................................... 28

Procedure for Requesting FMLA Leave ......................................................................................................................... 29

Designation of FMLA Leave ........................................................................................................................................... 29

Intent to Return to Work from FMLA Leave ................................................................................................................. 29

Bereavement Leave .......................................................................................................................................................... 29

Jury Duty ........................................................................................................................................................................... 29

Voting Leave ...................................................................................................................................................................... 29

Military Leave of Absence ................................................................................................................................................. 29

Lactation/Breastfeeding ................................................................................................................................................... 30

BENEFITS ............................................................................................................................................................................... 30

Medical Dental and Vision Insurance................................................................................................................................ 30

Group Life Insurance ......................................................................................................................................................... 31

Long-Term Disability Benefits ........................................................................................................................................... 31

Supplemental Voluntary Benefits ..................................................................................................................................... 31

401(k) Plan ........................................................................................................................................................................ 31


Workers’ Compensation Benefits ..................................................................................................................................... 31

Certification Assistance ..................................................................................................................................................... 31

Employee Development .................................................................................................................................................... 32

Employee Assistance Program (EAP) ................................................................................................................................ 32


WELCOME

Welcome to HRV!

Dear Employee,

You and HRV Conformance Verification Associates, Inc., have made an important decision: The Company has decided you can contribute to our success, and you've decided that HRV Conformance Verification Associates, Inc., is the organization where you can pursue your career productively and enjoyably.

We believe we've each made the right decision, one that will result in a beneficial relationship. The minute you start working here, you become an integral part of HRV Conformance Verification Associates, Inc. and its future. Every job in our company is important, and you will play a key role in the continued growth of our company.

As you will quickly discover, our success is based on delivering high quality technical expertise and providing unsurpassed client service. How do we do it? By working very hard, thinking about our clients' needs, and doing whatever it takes to complete the task at hand. We do it by treating each other and clients with respect. We do it by acting as a team.

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

Welcome to the team!


INTRODUCTION HRV, established in 2003, specializes in the oversight of Quality Practices related to construction, manufacturing, fabrication, and production. Providing services globally, HRV is a quality assurance/quality control inspection, construction management, and consulting firm. Our services span multiple service lines in numerous markets including:

Bridge and Highway

Rail and Transit

Oil and Gas

Water and Wastewater

Commercial

Power

Our depth of resources and reputation for proven performance clearly differentiates HRV, while our experience further elevates our proven formula for success. In this highly competitive industry, our passion, practices, and people are the core strengths of HRV.

Mission Statement HRV’s mission is to continue to be the pre-eminent leader in the construction management, quality assurance, and quality control industry through proven excellence, commitment to clients and employees, and use of technologies.

We are industry leaders in delivering on the promise of Worldwide Construction Management and Inspection Services. We are Quality. Assured.

"Quality is never an accident; it is always the result of high intention, sincere effort, intelligent direction, and skillful execution" — Willa A. Foster

Vision HRV’s vision is to raise the bar in the inspection and construction services industry by independently and objectively assuring our clients that all products and services conform to specifications in each of the industries we support.

“Old Fashioned” Core Values • Trust and Loyalty

• Quality and Excellence

• Client Satisfaction

• Use of Technology

• Valuing Employees

• Corporate Citizenship

• Respect for Country


CONFIDENTIALITY Information that pertains to HRV Conformance Verification Associates, Inc.'s business, including all nonpublic information concerning the Company, its vendors and suppliers, is strictly confidential and must not be given to people who are not employed by HRV Conformance Verification Associates, Inc.

Please help protect confidential information - which may include, for example, client lists and company financial information - by taking the following precautionary measures:

Discuss work matters only with other HRV Conformance Verification Associates, Inc. employees who have a specific business reason to know or have access to such information.

Do not discuss work matters in public places.

Monitor and supervise visitors to HRV Conformance Verification Associates, Inc. to insure that they do not have access to company information.

Destroy hard copies of documents containing confidential information that is not filed or archived.

Secure confidential information in desk drawers and cabinets at the end of every business day.

Your cooperation is particularly important because of our obligation to protect the security of our clients' and our own confidential information. Use your own sound judgment and good common sense, but if at any time you are uncertain as to whether you can properly divulge information or answer questions, please consult an HRV Conformance Verification Associates, Inc. Human Resources representative.

CONFLICT OF INTEREST Employees must avoid any interest, influence or relationship which might conflict or appear to conflict with the best interests of HRV Conformance Verification Associates, Inc. You must avoid any situation in which your loyalty may be divided and promptly disclose any situation where an actual or potential conflict may exist.

Examples of potential conflict situations include:

Having a financial interest in any business transaction with HRV Conformance Verification Associates, Inc.

Owning or having a significant financial interest in, or other relationship with, an HRV Conformance Verification Associates, Inc. competitor, client or supplier, and

Accepting gifts, entertainment or other benefit of more than a nominal value from an HRV Conformance Verification Associates, Inc. competitor, client or supplier.

Anyone with a conflict of interest must disclose it to management.

DIVERSITY

Americans with Disabilities Act It is HRV Conformance Verification Associates, Inc.'s policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. HRV Conformance Verification Associates, Inc. is committed to complying with the American with Disabilities Act of 1990, the Americans with Disabilities Amendments Act (ADAAA) of 2008 and its related Section 504 of the Rehabilitation Act of 1973. HRV Conformance Verification Associates, Inc. recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, contact your manager to discuss reasonable accommodations that may enable you to perform the essential functions of your job.

Equal Opportunity Policy HRV Conformance Verification Associates, Inc. provides equal opportunity in all of our employment practices to all qualified employees and applicants without regard to race, color, creed, religious belief, national origin, sex, ancestry, marital status, physical disability or blindness, veteran status, criminal record, mental disorder, age, sexual orientation, citizenship status, any other occupationally irrelevant criteria 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, demotion, 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.

Policy Prohibiting Harassment and Discrimination HRV Conformance Verification Associates, Inc. strives to maintain an environment free from discrimination and harassment, where employees treat each other with respect, dignity and courtesy.

This policy applies to all phases of employment, including but not limited to recruiting, testing, hiring, promoting, demoting, transferring, laying off, terminating, paying, granting benefits and training.

Prohibited Behavior HRV Conformance Verification Associates, Inc. does not and will not tolerate any type of harassment of our employees, applicants for employment, or our clients. Discriminatory conduct or conduct characterized as harassment as defined below is prohibited.

The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation, national origin, age, disability, marital status, military status or any other protected classification that unreasonably interferes with a person’s work performance or creates an intimidating, hostile work environment.

Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature. Such conduct may constitute sexual harassment when it:

is made an explicit or implicit condition of employment

is used as the basis for employment decisions

unreasonably interferes with an individual's work performance, or

creates an intimidating, hostile or offensive working environment.

The types of conduct covered by this policy include: demands or subtle pressure for sexual favors accompanied by a promise of favorable job treatment or a threat concerning employment.

Specifically, it includes sexual behavior such as:

repeated sexual flirtations, advances or propositions

continued and repeated verbal abuse of a sexual nature,

sexually related comments and joking, graphic or

degrading comments about an employee’s appearance

or displaying sexually suggestive objects or pictures including cartoons and vulgar email messages, and

any uninvited physical contact or touching, such as patting, pinching or repeated brushing against another’s body.

Such conduct may constitute sexual harassment regardless of whether the conduct is between members of management, between management and staff employees, between staff employees, or directed at employees by nonemployees conducting business with the Company, regardless of gender or sexual orientation.

Harassment by Nonemployees HRV Conformance Verification Associates, Inc. will also endeavor to protect employees, to the extent possible, from reported harassment by nonemployees in the workplace, including clients and suppliers.

Complaint Procedure and Investigation HRV Conformance Verification Associates, Inc. is committed to providing the opportunity for any protected group member to voice and resolve any alleged infringement of Equal Opportunity or Affirmative Action rights that are assured through state or federal laws, executive orders and/or guidelines. Accordingly, HRV Conformance Verification Associates, Inc. has established a uniform grievance procedure that is known as the Resolution Process.


The Resolution Process may be used for allegations of adverse impact, maltreatment or harassment based on race, color, national origin, ancestry, sex, sexual orientation, disability or status as a Vietnam Era Veteran; allegations of failure to make reasonable accommodation for a person’s disability; and/or any and all other issues arising from relevant laws and related to this Plan. The Resolution Process may be used by employees and applicants for employment.

Any employee who becomes aware of possible harassment, sexual harassment or other illegal discrimination against others should promptly advise the HR Director or any other appropriate member of management.

Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination.

Retaliation Any employee who files a complaint of harassment, sexual harassment or other discrimination in good faith will not be adversely affected in terms and conditions of employment and will not be retaliated against or discharged because of the complaint.

In addition, we will not tolerate retaliation against any employee who, in good faith, cooperates in the investigation of a complaint. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.

Harassment Training HRV Conformance Verification Associates, Inc. conducts annual training for all employees concerning their rights to be free from harassment, sexual harassment and other discrimination and steps they can take to stop it.

EMPLOYMENT

Employment at Will You understand that your employment is “at-will” and that your employment may be terminated for any reason, with or without cause, and with or without notice. Only the CEO or other authorized representative(s) of HRV Conformance Verification Associates, Inc. has the authority to enter into a signed written agreement guaranteeing employment for a specific term. It is understood that employment with HRV is at the mutual consent of each employee and the company. Accordingly, while the company has every hope that the employment relationship will be mutually beneficial and rewarding, employees and the company acknowledge that the relationship is at will and each retain the right to terminate the employment relationship, at any time, with or without cause or prior notice. All other conditions of employment shall be in accordance with HRV’s Employment Handbook, Safety and Health Program and any subsequent revisions or additions thereto.

This Manual is intended solely to describe the present policies and working conditions at HRV Conformance Verification Associates, Inc. This Manual does not purport to include every conceivable situation; it is merely meant as a guideline, and unless laws prescribe otherwise, common sense shall prevail. Of course, Federal, state, and/or local laws will take precedence over HRV Conformance Verification Associates, Inc. policies, where applicable. Any employment relationship other than at will must be set out in writing and signed by HRV Conformance Verification Associates, Inc.'s President.

Employee Classification Categories Employees are classified as either exempt or non-exempt for pay administration purposes, as determined by the federal Fair Labor Standards Act (FLSA).

The definitions of the worker classification categories can be summarized as follows:

Exempt: Management, supervisory, professional, sales or administrative employees, whose positions meet FLSA standards, are exempt from overtime pay requirements.


Non-exempt: Employees whose positions do not meet the FLSA exemption standards are paid overtime. Employees classified as non-exempt generally work in non-supervisory, non-professional or non-administrative capacities. Overtime work, however, is prohibited without specific supervisor authorization.

In addition, HRV employee classification is defined as one of the following:

PT - Part time. Part time can encompass several types of hours:

Field-working a specific project for a defined period within the HealthCare Act limits.

Field-working various projects sporadically throughout the year within the HealthCare Act limits.

Internal-working a set schedule less than 30 hours a week within the HealthCare Act limits.

OP - Full time, working average of 30 hours a week in operations or field.

AC - Full time, working average of 30 hours a week office.

SN - Working average of 32 hours a week in operations or field for defined season 6 months or less.

Background, Reference and Motor Vehicle Driving Record Checks To ensure that individuals who join HRV Conformance Verification Associates, Inc. are well qualified and to ensure that

HRV Conformance Verification Associates, Inc. maintains a safe and productive work environment, it is our policy to

conduct pre-employment background, reference and motor vehicle driving record checks on all applicants who accept an

offer of employment. Background checks may include verification of any information on the applicant’s resume or

application form.

All offers of employment are conditioned on receipt of a background check report that is acceptable to HRV Conformance

Verification Associates, Inc. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act,

the Americans with Disabilities Act, and state and federal privacy and antidiscrimination laws. Reports are kept

confidential and are only viewed by individuals involved in the hiring process.

A consumer report may include information about your character, general reputation, personal characteristics, or mode of living, which is used or collected for employment purposes. An investigative consumer report also involves personal interviews with sources such as employers, educators, etc.

You have a right to request disclosures of the nature and scope of any investigative consumer report that the company obtains about you. You also have other rights under the Fair Credit Reporting Act, a summary of which is available at: http://www.ftc.gov/os/2004/11/041119factaappf.pdf.

If information obtained in a background check would lead HRV Conformance Verification Associates, Inc. to deny

employment, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute

the report’s accuracy. Background checks may include a criminal record check, although a criminal conviction does not

automatically bar an applicant from employment.

All individuals driving an HRV Conformance Verification Associates, Inc. vehicle or driving a vehicle while on company

business must have a valid driver’s license in the state or jurisdiction in which they reside, and have and maintain a

satisfactory motor vehicle record within such state or jurisdiction. HRV Conformance Verification Associates, Inc. will

conduct a record check with the Division of Motor Vehicles (DMV) in the state or jurisdiction in which you reside prior to

your employment with HRV Conformance Verification Associates, Inc. It is important to note that HRV Conformance

Verification Associates, Inc. will also conduct a DMV motor vehicle record check at least annually for all employees driving

an HRV Conformance Verification Associates, Inc. vehicle or driving a vehicle while on company business.

E-Verify/I-9 Immigration Reform Policy HRV Conformance Verification Associates, Inc. complies with the Immigration Reform and Control Act, employing only those persons who are legally eligible to work in the United States.

http://www.ftc.gov/os/2004/11/041119factaappf.pdf.


HRV Conformance Verification Associates, Inc. complies with the Immigration Reform and Control Act of 1986 by employing only United States citizens and non-citizens who are authorized to work in the United States. All employees are asked on their first day of employment to provide original documents verifying the right to work in the United States and to sign a verification form required by federal law (INS Form I-9). If an individual cannot verify his/her right to work within three days of hire, HRV Conformance Verification Associates, Inc. must terminate his/her employment.

HRV Conformance Verification Associates, Inc. participates in E-Verify. HRV will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization.

In order to determine whether Form I-9 documentation is valid, HRV uses E-Verify’s photo matching tool to match the photograph appearing on some permanent resident and employment authorization cards with the official U.S. Citizenship and Immigration Services’ (USCIS) photograph.

Internal Transfers/Promotions Employees with more than twelve months of service may request consideration to transfer to other jobs as vacancies

become available and will be considered along with other applicants. At the same time, the company may initiate transfers

of employees between departments and facilities to meet specified work requirements and reassignment of work

requirements.

HRV Conformance Verification Associates, Inc. offers employees promotions to higher-level positions when appropriate.

Management prefers to promote from within and may first consider current employees with the necessary qualifications

and skills to fill vacancies above the entry level, unless outside recruitment is considered to be in the company’s best

interest.

To be considered, employees must have held their current position for at least 12 months, have a satisfactory performance

record and have no disciplinary actions during the last 12 months. Management retains the discretion to make exceptions

to the policy.

Nepotism, Employment of Relatives and Personal Relationships HRV Conformance Verification Associates, Inc. wants to ensure that corporate practices do not create situations such as

conflict of interest or favoritism. If employees begin a dating relationship or become relatives, partners or members of the

same household and if one party is in a supervisory position, that person is required to inform management and Human

Resources of the relationship.

HRV Conformance Verification Associates, Inc. reserves the right to apply this policy to situations where 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.

Progressive Discipline Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also

have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her

job description.

HRV Conformance Verification Associates, Inc. supports the use of progressive discipline to address issues such as poor

work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to

improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy

has been designed consistent with our organizational values, HR best practices and employment laws.

Outlined below are the steps of our progressive discipline policy and procedure. HRV Conformance Verification Associates, Inc. reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether


the offense is repeated despite coaching, counseling and/or training; the employee's work record; and the impact the conduct and performance issues have on our organization.

The following outlines HRV Conformance Verification Associates, Inc.’s progressive discipline process:

Verbal Warning: A supervisor verbally counsels an employee about an issue of concern, and a written record of

the discussion is placed in the employee's file for future reference.

Written Warning: Written warnings are used for behavior or violations that a supervisor considers serious or in

situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in

an employee’s personnel file. Employees should recognize the grave nature of the written warning.

Performance Improvement Plan/Final Warning: Whenever an employee has been involved in a disciplinary

situation that has not been readily resolved or when he/she has demonstrated an inability to perform assigned

work responsibilities efficiently, the employee may be given a final warning or placed on a performance

improvement plan (PIP). PIP status will last for a predetermined amount of time not to exceed 90 days. Within

this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct

and/or work requirements as specified by the supervisor and the organization. At the end of the performance

improvement period, the performance improvement plan may be closed or, if established goals are not met,

dismissal may occur. Six months after successfully showing improvement and no further infraction, warning will

be removed from the employee’s file.

HRV Conformance Verification Associates, Inc. reserves the right to determine the appropriate level of discipline for any

inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge.

Separation of Employment Separation of employment within an organization can occur for several different reasons.

Resignation Although we hope your employment with us will be a mutually rewarding experience, we understand that varying

circumstances cause employees to voluntarily resign employment. If you wish to resign, you are requested to notify your

manager of your anticipated departure date at least two weeks in advance. Of course, as much notice as possible is

appreciated by HRV Conformance Verification Associates, Inc. and your coworkers. This notice should be in the form of a

written statement.

Accrued Paid Time Off (PTO) will be paid upon termination according to the policies set forth in the PTO Policy and with two week’s written notice to Human Resources.

Furthermore, any outstanding financial obligations owed to HRV Conformance Verification Associates, Inc. will also be deducted from your final check given your prior written permission.

A meeting between you and your immediate manager will take place prior to your last day of work. A health insurance extension of benefits under COBRA regulations is available and is offered to eligible employees. Parking cards, office keys, Company equipment and building passes must be returned at this time.

If you leave HRV Conformance Verification Associates, Inc. in good standing, you may be considered for re-employment.

Retirement Employees who wish to retire are required to notify their Supervisor and the Human Resource department in writing at least one (1) month before the planned retirement date.

Job Abandonment Employees who fail to report to work or contact their supervisor for three (3) consecutive workdays shall be considered to have abandoned the job without notice, effective at the end of their normal shift on the third day. The supervisor shall notify the Human Resource department at the expiration of the third workday and initiate the paperwork to terminate


the employee. Employees who are separated due to job abandonment are ineligible to receive accrued benefits and are ineligible for rehire.

The separating employee must return all company property at the time of separation, including uniforms, cell phones, keys, PCs and identification cards. Failure to return some items may result in deductions from the final paycheck. An employee will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final paycheck.

An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation will be ineligible for rehire.

WORKPLACE SAFETY

Drug-Free Workplace HRV Conformance Verification Associates, Inc. has a longstanding commitment to provide a safe and productive work

environment. Alcohol and drug abuse pose a threat to the health and safety of employees and to the security of our

equipment and facilities. For these reasons, HRV Conformance Verification Associates, Inc. is committed to the elimination

of drug and/or alcohol use and abuse in the workplace.

New Hires are given HRV Conformance Verification Associates, Inc.’s written policy and sign acknowledgement of receipt.

This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the

workplace. This policy applies to all employees and all applicants for employment of HRV Conformance Verification

Associates, Inc. The Human Resource department is responsible for policy administration.

Employee Assistance and Drug-Free Awareness Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Information about those

consequences and sources of help for drug/alcohol problems is available from the Human Resource department, whose

members have been trained to make referrals and assist employees with drug/alcohol problems.

HRV Conformance Verification Associates, Inc. will assist and support employees who voluntarily seek help for such

problems before becoming subject to discipline and/or termination under this or other policies. Such employees may be

allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise

accommodated as required by law. Such employees may be required to document that they are successfully following

prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety sensitive or that require driving

or if they have violated this policy previously.

Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does

not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult

with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose

any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless

directed to do so.

Work Rules The following work rules apply to all employees:

Whenever employees are working, are operating any company vehicle, are present on company premises, or are conducting related work off-site, they are prohibited from:

o Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia).

o Being under the influence of alcohol or an illegal drug as defined in this policy.


The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body

while performing company business or while in a company facility is prohibited.

HRV Conformance Verification Associates, Inc. will not allow any employee to perform their duties while taking

prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job

duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist

or be prepared to produce it if asked.

Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may

result in criminal prosecution.

Required Testing The company retains the right to require the following tests:

Pre-employment: Applicants may be asked to take a drug test before beginning work or receiving an offer of

employment. Refusal to submit to testing will result in disqualification of further employment consideration.

Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent

workplace use, possession or impairment. Human Resources must be consulted before sending an employee for

reasonable suspicion testing.

Post-accident: Employees are subject to testing when they cause or contribute to accidents that seriously damage

a company vehicle, machinery, equipment or property and/or result in an injury to themselves or another

employee requiring off-site medical attention. In any of these instances, the investigation and subsequent testing

must take place within two (2) hours following the accident, if not sooner.

Follow-up: Employees who have tested positive, or otherwise violated this policy, are subject to discipline up to

and including discharge. Depending on the circumstances and the employee’s work history/record, HRV

Conformance Verification Associates, Inc. may offer an employee who violates this policy or tests positive the

opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which could include

follow-up drug testing at times and frequencies for a minimum of one (1) year but not more than two (2) years. If

the employee either does not complete his/her rehabilitation program or tests positive after completing the

rehabilitation program, he/she will be subject to immediate discharge from employment.

Consequences Applicants who refuse to cooperate in a drug test or who test positive will not be hired.

Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal

drug in violation of this policy will be terminated.

The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to

and including discharge.

Employees will be paid for time spent in alcohol/drug testing and then suspended pending the results of the drug/alcohol

test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test; this meeting

will include a member of management and Human Resources. Should the results prove to be negative, the employee will

receive back pay for the times/days of suspension.

Confidentiality Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical

explanations provided to the medical review officer (MRO) shall be kept confidential to the extent required by law and

maintained in secure files separate from normal personnel files.

Inspections HRV Conformance Verification Associates, Inc. reserves the right to inspect all portions of its premises for drugs, alcohol

or other contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of their


persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such

contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including discharge.

Crimes Involving Drugs HRV Conformance Verification Associates, Inc. prohibits all employees from manufacturing, distributing, dispensing,

possessing or using an illegal drug in or on company premises or while conducting company business. Employees are also

prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel shall be notified,

as appropriate, when criminal activity is suspected.

Workplace Bullying HRV Conformance Verification Associates, Inc. defines bullying as “repeated inappropriate behavior, either direct or

indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place

of work and/or in the course of employment.” Such behavior violates the company Code of Ethics, which clearly states

that all employees will be treated with dignity and respect.

The purpose of this policy is to communicate to all employees, including supervisors, managers and executives, that the

company will not tolerate bullying behavior. Employees found in violation of this policy will be disciplined up to and

including termination.

Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the

intention of the alleged bully is irrelevant and will not be given consideration when meting out discipline. As with

harassment and sexual harassment, it is the effect of the behavior upon the individual that is important. HRV Conformance

Verification Associates, Inc. considers the following types of behavior examples of bullying:

Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is

hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.

Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a

person’s work area or property.

Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages.

Exclusion: Socially or physically excluding or disregarding a person in work-related activities.

Violence in the Workplace All employees, clients, vendors and business associates must be treated with courtesy and respect at all times. Employees

are expected to refrain from conduct that may be dangerous to others.

Conduct that threatens, intimidates or coerces another employee, client, vendor or business associate will not be tolerated. HRV Conformance Verification Associates, Inc. resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. HRV Conformance Verification Associates, Inc. treats threats coming from an abusive personal relationship as it does other forms of violence.

Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities should be reported as soon as possible to a supervisor, Human Resources, or any member of senior management. When reporting a threat or incident of violence, the employee should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident.

Employees should promptly inform the Human Resource department of any protective or restraining order that they have obtained that lists the workplace as a protected area. Employees are encouraged to report safety concerns with regard to intimate partner violence. HRV Conformance Verification Associates, Inc. will not retaliate against employees making good-faith reports.


HRV Conformance Verification Associates, Inc. will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. HRV Conformance Verification Associates, Inc. will not retaliate against employees making good-faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, HRV Conformance Verification Associates, Inc. may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

HRV Conformance Verification Associates, Inc. encourages employees to bring their disputes to the attention of their

supervisors or Human Resources before the situation escalates. HRV Conformance Verification Associates, Inc. will not

discipline employees for raising such concerns.

Safety It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state

and federal safety and health regulations and program standards, and with any special safety concerns for use in a

particular area or with a client.

Although most safety regulations are consistent throughout each department and program, each employee has the

responsibility to identify and familiarize her/himself with the emergency plan for his/her working area. Each facility shall

have posted an emergency plan detailing procedures in handling emergencies such as fire, weather-related events and

medical crises.

It is the responsibility of the employee to complete an Accident and Incident Report for each safety and health infraction

that occurs by an employee or that the employee witnesses. Failure to report such an infraction may result in employee

disciplinary action, including termination.

Furthermore, management requires that every person in the organization assumes the responsibility of individual and

organizational safety. Failure to follow company safety and health guidelines or engaging in conduct that places the

employee, client or company property at risk can lead to employee disciplinary action and/or termination.

PPE (Personal Protective Equipment) is to be worn per HRV Safety Policy and Standards (See Safety Manual). Upon hire,

appropriate PPE will be issued to the employee. Employees may only purchase and use their own PPE if approved by their

Project Manager. Company reimbursement will be with Project Manager prior to purchase approval only.

The Health and Safety Committee and the Safety Director have the responsibility to implement the safety and health

program in the interest of a safer work environment. All employees upon hire and annually are required to attend Safety

Training and pass an appropriate test.

Smoke-Free Workplace It is the policy of HRV Conformance Verification Associates, Inc. to prohibit smoking on all company premises in order to

provide and maintain a safe and healthy work environment for all employees. The law defines smoking as the "act of

lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind."

The smoke-free workplace policy applies to:

All areas of company buildings.

All company-sponsored off-site conferences and meetings.

All vehicles owned or leased by the company.

All visitors (clients and vendors) to the company premises.

All contractors and consultants and/or their employees working on the company premises.

All employees, temporary employees and student interns.


Smoking is permitted in designated areas only.

Employees who violate the smoking policy will be subject to disciplinary action up to and including immediate discharge.

OUTSIDE EMPLOYMENT Employees are permitted to engage in outside work or to hold other jobs, subject to certain restrictions as outlined below.

Activities and conduct away from the job must not compete with, conflict with or compromise the company interests or

adversely affect job performance and the ability to fulfill all job responsibilities. Full time employees are prohibited from

performing any services normally performed by HRV Conformance Verification Associates, Inc. for other employers. This

prohibition also extends to the unauthorized use of any company tools or equipment and the unauthorized use or

application of any confidential information. In addition, employees are not to solicit or conduct any outside business

during paid working time.

Employees are cautioned to carefully consider the demands that additional work activity will create before accepting

outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism,

tardiness, leaving early, refusal to travel or refusal to work overtime or different hours. If HRV Conformance Verification

Associates, Inc. determines that an employee’s outside work interferes with performance, the employee may be asked to

terminate the outside employment.

ATTENDANCE AND PUNCTUALITY Employees are expected to attend work and be on time according to their schedule. PTO must be used within the

guidelines mandated in the PTO Policy. If PTO is used for scheduled absences, 3 week’s prior notice is requested. If PTO

is used for unscheduled absences, supervisor and Human Resources (412-299-2005x117) must be notified 4 hours prior

to shift if possible. Patterns of absenteeism or tardiness may result in discipline even if the employee has not yet

exhausted available paid time off. Absences due to illnesses or injuries that qualify under the Family and Medical Leave

Act (FMLA) will not be counted against an employee’s attendance record. Medical documentation within the guidelines

of the FMLA may be required in these instances.

Not reporting to work and not calling to report the absence is a no-call/no-show and is a serious matter. The first instance

of a no call/no show will result in a final written warning. The second separate offense may result in termination of

employment with no additional disciplinary steps. A no call/no show lasting three days may be considered job

abandonment and may be deemed an employee’s voluntary resignation of employment.

ATTIRE AND GROOMING It is important for all employees to project a professional image while at work by being appropriately attired. HRV

Conformance Verification Associates, Inc. employees are expected to be neat, clean and well-groomed while on the job.

Clothing must be consistent with the standards for a business environment and must be appropriate to the type of work

being performed.

Employees may dress according to the requirements of their positions; office, field, and shop, however our beliefs

regarding business appropriate dress is that business is always first. This means that employees should keep their day’s

schedule in mind. We recognize that different levels of dress may be appropriate for different occasions. As a general

rule, when meeting with clients, prospects, or outside visitors, traditional business attire should always be worn except

where it doesn’t make good business sense.

All employees should judge their business attire for meetings and contacts outside of the office by the type of function

that will be attended. Also, on occasion there may be a specific business reason to require that all employees dress in

traditional business attire. In such instance this will be communicated to employees in advance and they will be required

to dress accordingly.


HRV Conformance Verification Associates, Inc. is confident that employees will use their best judgment regarding attire

and appearance. When in doubt, contact Human Resources for verification. Management reserves the right to determine

appropriateness. Any employee who is improperly dressed will be counseled or in severe cases may be sent home to

change clothes. Continued disregard of this policy may be cause for disciplinary action, which may result in termination.

COMPUTER USE, ELECTRONIC COMMUNICATION AND INTERNET USE The following guidelines have been established for using the Internet, company-provided cell phones, computers, tablets

and e-mail in an appropriate, ethical and professional manner.

General Usage HRV Conformance Verification Associates, Inc. requires a General Computer Usage Policy to accomplish its business

objectives in a secure and timely manner. Instituting such a policy demonstrates the commitment HRV Conformance

Verification Associates, Inc. has to safeguard corporate information assets. That commitment must extend from every

individual involved in business operations.

All data on information systems at HRV Conformance Verification Associates, Inc. is classified as Company

proprietary information.

Any attempt to circumvent HRV Conformance Verification Associates, Inc.’s security procedures is strictly

prohibited.

Unauthorized use, destruction, modification, and/or distribution of HRV Conformance Verification Associates,

Inc.’s information or information systems are strictly prohibited.

All HRV Conformance Verification Associates, Inc.’s information systems will be subject to monitoring and auditing

at all times. Users acknowledge that they have no expectation of privacy with regard to their activity on HRV

Conformance Verification Associates, Inc.’s information systems.

Use of any HRV Conformance Verification Associates, Inc.’s information systems or dissemination of information

in a manner bringing disrepute, damage, or ill- will against HRV Conformance Verification Associates, Inc. is not

authorized.

Individual passwords will be kept strictly confidential. In no situation should a username and password be given

to another individual.

Misuse, as defined in this policy, will be handled directly with the offender and could include disciplinary action

up to and including discharge.

Acceptable Use All use of HRV Conformance Verification Associates, Inc. Information and Information Systems must be consistent with the HRV Conformance Verification Associates, Inc. Computer, Electronic, and Internet policies.

HRV Conformance Verification Associates, Inc. users must only access Information and Information Systems for which they have been explicitly granted access permissions.

HRV Conformance Verification Associates, Inc. Information Systems are intended for business use.

HRV Conformance Verification Associates, Inc. Information must only be used for business purposes specifically allowed by management. Use of HRV Conformance Verification Associates, Inc. Information for any other purpose is strictly prohibited.

Unacceptable Use Users of HRV Conformance Verification Associates, Inc. Information, Information Systems and Internet connections must not:

Engage in any activities that may be considered defamatory, harassing or sexually explicit, or that would be likely to offend someone on the basis of race, gender, national origin, sexual orientation, religion, disability or any other


characteristics protected by local, state or federal law. These activities include but are not limited to sending or forwarding electronic communications, viewing or downloading materials from Internet web sites, posting messages on online public forums including social media/network sites.

Engage in activities designed to or resulting in damage to or compromise of HRV Conformance Verification Associates, Inc. or any third party Information Systems.

Engage in activities designed to bypass or disable security controls of HRV Conformance Verification Associates, Inc. or any third party Information Systems.

Engage in activities that violate applicable local, state, federal and international laws, rules or regulations, or any HRV Conformance Verification Associates, Inc. policy.

Modify or delete HRV Conformance Verification Associates, Inc. Information resources that they are not directly accountable for unless such action is required in the performance of assigned job responsibilities.

Impersonate or attempt to impersonate the identity of a HRV Conformance Verification Associates, Inc. employee, contractor or business partner.

Possess or employ unlicensed software or any software that has not been approved by HRV.

Possess or employ hardware or software tools that could be used to evaluate or compromise Information Systems security or intercept data transmissions.

Copy, transfer or disclose HRV Conformance Verification Associates, Inc. owned or licensed software for personal use or use by a third party.

Illegally download or copy materials protected by local, state, federal or international copyright laws including but not limited to software, documents, images, videos and music.

Download games or any other entertainment software including but not limited to screen savers, movies, video clips and music.

Send or forward unsolicited bulk advertisements or commercial messages unless approved by management.

Send or forward unsolicited personal electronic messages to any recipient if the recipient requests that such messages stop.

Send or forward any chain email or other widespread non-business distributions

Internet Usage Internet usage is provided to HRV Conformance Verification Associates, Inc. employees to conduct work-related business.

Non-business Internet activity is prohibited.

E-mail Usage E-mail accounts are provided to HRV Conformance Verification Associates, Inc. employees to conduct work-related

business only. Non-business use is prohibited.

All e-mail on the HRV Conformance Verification Associates, Inc. information systems, including personal e-mail, is

the property of HRV Conformance Verification Associates, Inc. As such, all e-mail can and may be periodically

monitored.

Outgoing and incoming e-mail of an offensive, pornographic, or otherwise inappropriate nature is prohibited.

Violations of this may result in disciplinary action, up to and including termination of employment.

Internal and external e-mails are considered business records and may be subject to discovery in the event of litigation.

Be aware of this possibility when sending e-mail within and outside the company.

Desktop Services HRV Conformance Verification Associates, Inc. discourages/prohibits the downloading of software from the Internet

because of significant risk of infecting the Company systems with a virus and the unreliability of such downloaded

software. All HRV Conformance Verification Associates, Inc.’s information systems will be subject to periodic inventory

and inspection for compliance.


Employees should not open suspicious e-mails, pop-ups or downloads. Contact IT with any questions or concerns to reduce

the release of viruses or to contain viruses immediately.

Right to Monitor All company-supplied technology and company-related work records belong to the company and not to the employee.

HRV Conformance Verification Associates, Inc. routinely monitors use of company-supplied technology. Inappropriate or

illegal use or communications may be subject to disciplinary action up to and including termination of employment.

Social Media—Acceptable Use Below are guidelines for social media use.

Employees may not post financial, confidential, sensitive or proprietary information about the company, clients,

employees or applicants.

Employees may not post obscenities, slurs or personal attacks that can damage the reputation of the company,

clients, employees or applicants.

When posting on social media sites, employees must use the following disclaimer when discussing job-related

matters, “The opinions expressed on this site are my own and do not necessarily represent the views of HRV

Conformance Verification Associates, Inc.

HRV Conformance Verification Associates, Inc. may monitor content out on the Internet. Policy violations may result in

discipline up to and including termination of employment.

Solicitations, Distributions and Posting of Materials HRV Conformance Verification Associates, Inc. prohibits the solicitation, distribution and posting of materials on or at

company property by any employee or nonemployee, except as may be permitted by this policy. The sole exceptions to

this policy are charitable and community activities supported by HRV Conformance Verification Associates, Inc.

management and company-sponsored programs.

Provisions:

Nonemployees may not solicit employees or distribute literature of any kind on company premises at any time.

Employees may only admit nonemployees to work areas with management approval or as part of a company-

sponsored program. These visits should not disrupt workflow. An employee must accompany the nonemployee

at all times. Former employees are not permitted onto company property except for official company business.

Employees may not solicit other employees during work times, except in connection with a company-approved or

sponsored event.

Employees may not distribute literature of any kind during work times or in any work area at any time, except in

connection with a company-sponsored event

The posting of materials or electronic announcements are permitted with approval from Human Resources.

Violations of this policy should be reported to Human Resources.

Employee Personnel Files Employee files are maintained by the Human Resource department and are considered confidential. Managers and

supervisors may only have access to personnel file information on a need-to-know basis.

A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted

access to the file, or limited parts of it, in accordance with antidiscrimination laws.

Personnel file access by current employees and former employees upon request will generally be permitted within three

days of the request unless otherwise required under state law. Personnel files are to be reviewed in the Human Resource

department. Personnel files may not be taken outside the department.


Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file

information.

COMPENSATION

Salary Review Merit increases are based on company performance and financials and are not guaranteed. The employee’s overall

performance and salary level relative to his/her position responsibilities are evaluated to determine if a salary increase

would be warranted.

Budget allocations for merit increases are planned for and allocated before the start of each calendar year. The annual

salary increase program is designed to assist management in planning and allocating merit and promotional increases that

reward individual performance, that are market competitive and that are internally equitable.

Salary adjustments are occasionally requested or warranted at times other than scheduled annual salary reviews. Out-of-

cycle salary increases must be preapproved by the company President. Human Resources will review all salary

increase/adjustment requests to ensure internal equity and compliance with company policies and guidelines.

Payment of Wages Salary payment is made biweekly for base salary due up to the pay date.

Hourly payment is made biweekly.

Expense payment is made on a monthly basis according to the Week/Payroll Schedule

Paydays are Fridays, biweekly.

Pay stubs are available for printing and review through HRV Conformance Verification online payroll system, (ESS) Sentric.

Upon hire, instructions are given to set up a confidential account.

Overtime payment, which is included with the nonexempt employee's base salary payment, is also paid biweekly with

such payment covering hours worked in the prior biweekly period.

It is the company's policy that employee paychecks will only be directly deposited to that employee or mailed to his/her

home address.

**An employee’s first and last check will be mailed, hard check to the employee’s home.

If the normal payday falls on a company-recognized holiday, paychecks will be distributed one workday before the

aforementioned schedule.

Employees may be paid by check or through direct deposit of funds to either a savings or checking account at the financial

institution of their choice. If choosing by check, an administrative fee is assessed of $6.00 per pay period.

In the event of a lost paycheck, the Human Resource department must be notified in writing as soon as possible and before

a replacement check can be issued. In the event the lost paycheck is recovered and the company identifies the

endorsement as that of the employee, the employee must remit the amount of the replacement check to the company

within 24 hours of the time it is demanded.

If an employee's marital status changes or the number of exemptions previously claimed increases or decreases, a new

Form W-4 must be submitted to the Human Resource department.

No salary advances will be made.


Garnishment of Earnings Garnishments are court orders requiring an employer to withhold specified amounts from an employee’s wages for

payment of a debt owed to a third party. State law requires the Company to process garnishments, including child support,

as instructed by the legal judgment. Fees for administrative costs may be charged according to state law.

Time/Expense Reporting A work hour is any hour of the day that is worked and should be recorded to the nearest quarter of an hour. The workday

is defined as the 24-hour period starting at 12:00 a.m. and ending at 11:59 p.m. The workweek covers seven consecutive

days beginning on Sunday and ending on Saturday. NOTE: When contractually required for a specific project, the work

week will change to match contract requirements for the duration of the project. All hours over 40 will be paid at time

and a half, calculated by the changed workweek. The usual workweek period is 40 hours.

Overtime is defined as hours worked by an hourly or nonexempt employee in excess of 40 hours in a workweek and should

be recorded to the nearest quarter of an hour. Overtime must be approved in advance by the manager/client to whom

the employee reports.

Employees are required to submit their time and expenses in HRV Conformance Verification Inc.’s online, web based

time/expense system, Unanet. Time and expense must be submitted by 9:00 a.m. Monday for the previous week.

Meal/Rest Periods The scheduling of meal periods at HRV Conformance Verification Associates, Inc. is set by the employee’s immediate

manager with the goal of providing the least possible disruption to company operations.

Mandatory Meal Period Employee meal periods are important to company productivity and employee health. Employees who work at least five

consecutive hours will be provided a meal break not to exceed 30 field/60 office minutes. The meal period will not be

included in the total hours of work per day and is not compensable. Nonexempt employees are to be completely relieved

of all job duties while on meal breaks.

Rest Breaks HRV Conformance Verification Associates, Inc. does not provide rest breaks.

Impermissible Use of Meal Period and/or Rest Breaks The lunch period may not be used to account for an employee's late arrival or early departure or to cover time off for

other purposes.

Overtime Pay Nonexempt employees who exceed 40 hours of work time in a workweek will be paid time and one half.

Paid leave, such as holiday, PTO, Jury Duty, and Bereavement does not apply toward work time.

The workweek begins at 12:00 a.m. on Sunday morning and ends at 11:59 p.m. on Saturday night. NOTE: When

contractually required for a specific project, the work week will change to match contractual requirements during the life

of the project. All overtime will be paid based on the 7 day contract week, consistent throughout the duration of the

project.

Employees who anticipate the need for overtime to complete the week’s work must notify the supervisor in advance and

obtain approval before working hours that extend beyond their normal schedule.

During busy periods or based on the needs of company operations, employees may be required to work extended hours.


EMPLOYEE TRAVEL AND REIMBURSEMENT Employees will be reimbursed for reasonable expenses incurred in connection with approved travel on behalf of the

company.

Travelers seeking reimbursement should incur the lowest reasonable travel expenses and exercise care to avoid the

appearance of impropriety. If a circumstance arises that is not specifically covered in the travel policies, the most

conservative course of action should be adopted.

Travel for staff must be authorized in advance. Travelers should verify that planned travel is eligible for reimbursement

before making travel arrangements. For more details, refer to the company intranet for detailed travel policies, procedures

and authorization and reimbursement forms.

Exempt employees will be paid their regular salary for weeks in which they travel. Nonexempt employees will be paid for

travel time in accordance with federal and state wage payment laws.

HRV Conformance Verification Associates, Inc. will reimburse employees for all necessary and reasonable travel expenses

related to the normal conduct of business. To administer uniform guidelines for reimbursement of business related travel,

meals, and entertainment expenses, the following policies and procedures have been established. While this policy

provides many answers and useful guidance, it cannot address every possible situation. If you have any questions

regarding the business nature and/or reimbursement of such expenses, check with your supervisor before you commit to

spending any funds. The most useful guide to cost effective business travel is to spend money as if it were your own.

Auto Allowance/Mileage Employees receive reimbursement for direct business mileage. Employees may receive direct mileage reimbursement

based on an evaluation of the use of their personal automobile for purposes of conducting Company business. The auto

mileage rate will be reviewed and revised as-needed to reflect changing conditions. Non billable mileage rate is .46 per

mile and billable mileage rate is maximum allowed up to the GSA rate per contract unless rate is contract specified.

Because it is more cost effective than direct mileage reimbursement, HRV Conformance Verification Associates, Inc.

require that employees use Company Vehicle or rent an automobile if round trip mileage on a business trip will be more

than 200 miles.

The use of a personal automobile for business related travel is only authorized if the automobile is covered by a current

insurance policy in accordance with state laws. Any damages, repair costs, and/or maintenance costs incurred by an

employee in the use of their privately owned vehicle in conjunction with Company business is the sole responsibility of

the employee.

Non-billable Expenses Eye examinations for inspectors and project managers will be covered up to $25.00 on a yearly basis. A visual acuity form

will be required for reimbursement.

Non billable expenses and time will be covered for field personnel with pre-approval by the immediate supervisor.

Car Rentals HRV Conformance Verification Associates, Inc. suggests the use of small to mid-size vehicles unless a larger vehicle is

necessary and justifiable for business purposes. Collision and liability insurance coverages should not be purchased when

renting a car for domestic business purposes. The car rental needs to be made in both the name of HRV Conformance

Verification Associates, Inc. and the name of the employee to be covered by the Company’s insurance. HRV Conformance

Verification Associates, Inc.’s insurance carrier should be contacted immediately in the event of any accident or damage

with a rented vehicle.


Air Travel The employee either on line or directly with the various airlines can make reservations for all domestic air travel. It is

expected that employees make every effort to minimize the cost of air travel, including considering Saturday night stays

or departures out of airports. For any tickets with a round trip cost over $300.00, it is requested that employees attach

to their expense report a copy of the search results that show the lowest fare available. All trips involving a Saturday night

stay must be pre-approved by the employee’s manager.

Spouse’s Travel Travel expenses related to an employee’s spouse are not reimbursable by the Company.

Lodging The selection of overnight lodging should be guided by considerations of safety, quality and reasonableness of room rates.

Again, the most useful guide to cost effective accommodations is to spend money as if it were your own. When rooms

are guaranteed for late arrival and the trip is cancelled or other lodging is secured, the reservation must be cancelled to

avoid being billed for a “No Show.” Hotels may require either a 24 or 48-hour cancellation notice to avoid these charges.

Daily Per Diem If a daily per diem is used to meet the requirements of a client, employees will be reimbursed according to the client’s per

diem specification. No receipts are required when a daily per diem is utilized.

Business Meals: Employees will be reimbursed for reasonable and actual expenses for meals incurred while on business trips away from

their normal business hours. A per diem of $25.00 per day may be taken without the submission of receipts. All receipts

must be submitted if meals total more than $25.00 per day.

Submittal of Weekly Expense Voucher: It is the employee’s responsibility to enter and submit a Weekly Expense Voucher in Unanet to receive reimbursement for

business related expenses. One Expense Voucher per week must be submitted to insure proper matching of expenses

with the appropriate accounting period. Receipts must be uploaded and attached to the Expense Voucher in Unanet.

For business related meals and entertainment expenses to be deductible, IRS regulations require that the amount and

date of expense, specific business purpose, name/title/company of people entertained, and name/location of the

establishment where the event took place and time of the business discussion (i.e., before, during or after the event) and

entertainment be documented in the expense voucher.

TIME OFF/LEAVES OF ABSENCE

Holiday Pay HRV Conformance Verification Associates, Inc. recognizes six paid holidays each year:

New Year’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Day

Should a holiday fall on a weekend, the holiday will be observed per U. S. Federal Holiday Schedule. Holiday pay is not

working hours and not part of overtime calculation

Time off may be granted to employees who desire to observe a religious holiday that is not recognized by the company.


PTO All full-time employees are eligible for PTO leave benefits. PTO is a combination of sick leave, vacation and personal days.

Full-time employees are those working 30-plus hours per week on an average basis over a year. PTO accrual begins on the

first day of full-time employment. PTO is accrued according to the schedule received with new hire paperwork. PTO is

accrued each pay period with a maximum bank allowed. See PTO schedule received with new hire paperwork. PTO can

be used only after it is earned. PTO leave will not be earned during an unpaid leave of absence or non-paid week.

To schedule PTO time, employees submit a completed leave request through Unanet to the supervisor at least three weeks

before the requested scheduled absence or as soon as possible. Calling in for an unscheduled absence requires four hour

notice to your supervisor and HR so that the work may be covered. Employees must ensure that they have enough accrued

leave available to cover the dates requested. Requests will be approved based on a number of factors, including

department operating and staffing requirements. The supervisor should return the leave request to the employee within

three business days of the date it is submitted indicating that the request has been approved or denied. If the request for

PTO leave is denied, the supervisor should provide an appropriate reason to the employee.

PTO will be paid at the employee’s base rate at the time the leave is taken. PTO pay is not included in overtime calculation

and does not include any special forms of compensation such as incentives, commissions, bonuses or shift differentials. If

a holiday falls during the employee’s PTO, the day will be charged to holiday pay rather than to PTO pay.

Leave taken beyond an employee’s available PTO balance may be unpaid if approved unless otherwise required under

state or federal law. If residing in California, please refer to Employee Notice received upon hire for additional information.

If employment is terminated, accrued unused vacation leave earned through the last day of active employment will be

paid with two weeks written notice at the employee’s base rate of pay at termination. In the event of the employee’s

death, earned unused vacation time will be paid to the employee’s estate or designated beneficiary.

Family and Medical Leave Act Upon hire, HRV Conformance Verification Associates, Inc. provides all new employees with notices required by the U.S.

Department of Labor (DOL) on Employee Rights and Responsibilities under the Family and Medical Act .

The function of this policy is to provide employees with a general description of their FMLA rights. In the event of any

conflict between this policy and the applicable law, employees will be afforded all rights required by law.

If you have any questions, concerns or disputes with this policy, you must contact Jolie Olexa, HR Director in writing at

[email protected].

General Provisions Under this policy, HRV Conformance Verification Associates, Inc. will grant up to 12 weeks (or up to 26 weeks of military

caregiver leave to care for a covered service member with a serious injury or illness) during a 12-month period to eligible

employees. The leave is unpaid.

Eligibility To qualify to take family or medical leave under this policy, the employee must meet the following conditions:

The employee must have worked for the company for 12 months or 52 weeks. The 12 months or 52 weeks need

not have been consecutive. Separate periods of employment will be counted, provided that the break in service

does not exceed seven years. Separate periods of employment will be counted if the break in service exceeds

seven years due to National Guard or Reserve military service obligations or when there is a written agreement,

including a collective bargaining agreement, stating the employer’s intention to rehire the employee after the

service break. For eligibility purposes, an employee will be considered to have been employed for an entire week

even if the employee was on the payroll for only part of a week or if the employee is on leave during the week.

The employee must have worked at least 1,250 hours during the 12-month period immediately before the date

when the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA)

http://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf

mailto:[email protected]


determine the number of hours worked by an employee. The FLSA does not include time spent on paid or unpaid

leave as hours worked. Consequently, these hours of leave should not be counted in determining the 1,250 hours

eligibility test for an employee under FMLA.

The employee must work in a work site where 50 or more employees are employed by the company within 75

miles of that office or work site. The distance is to be calculated by using available transportation by the most

direct route.

Type of Leave Covered To qualify as FMLA leave under this policy, the employee must be taking leave for one of the reasons listed below:

The birth of a child and in order to care for that child.

The placement of a child for adoption or foster care and to care for a newly placed child.

To care for a spouse, child or parent with a serious health condition (Under the FMLA, a “spouse” means a husband

or wife as defined under the law in the state where the employee resides, including same-sex marriages in states

that legally recognize such civil unions).

The serious health condition (described below) of the employee.

An employee may take leave because of a serious health condition that makes the employee unable to perform

the functions of the employee's position.

A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice or residential

medical care facility, including any period of incapacity or any subsequent treatment in connection with such

inpatient care or as a condition that requires continuing care by a licensed health care provider.

o This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences.

Generally, a chronic or long-term health condition that would result in a period of three consecutive days

of incapacity with the first visit to the health care provider within seven days of the onset of the incapacity

and a second visit within 30 days of the incapacity would be considered a serious health condition. For

chronic conditions requiring periodic health care visits for treatment, such visits must take place at least

twice a year.

o Employees with questions about what illnesses are covered under this FMLA policy or under the

company's sick leave policy are encouraged to consult with the Human Resources Director.

o If an employee takes paid sick leave for a condition that progresses into a serious health condition and

the employee requests unpaid leave as provided under this policy, the company may designate all or some

portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the

necessary qualifications.

Qualifying exigency leave for families of members of the National Guard or Reserves or of a regular component of

the Armed Forces when the covered military member is on covered active duty or called to covered active duty.

o An employee whose spouse, son, daughter or parent has been notified of an impending call or order to

covered active military duty or who is already on covered active duty may take up to 12 weeks of leave

for reasons related to or affected by the family member’s call-up or service. The qualifying exigency must

be one of the following: a) short-notice deployment, b) military events and activities, c) child care and

school activities, d) financial and legal arrangements, e) counseling, f) rest and recuperation, g) post-

deployment activities, and h) additional activities that arise out of active duty, provided that the employer

and employee agree, including agreement on timing and duration of the leave.

Covered active duty means:

In the case of a member of a regular component of the Armed Forces, duty during the deployment of the member

with the Armed Forces to a foreign country.

In the case of a member of a reserve component of the Armed Forces, duty during the deployment of the member

with the Armed Forces to a foreign country under a call or order to active duty under a provision of law referred

to in Title 10 U.S.C. §101(a)(13)(B).


The leave may commence as soon as the individual receives the call-up notice. (Son or daughter for this type of FMLA

leave is defined the same as for child for other types of FMLA leave except that the person does not have to be a minor.)

This type of leave would be counted toward the employee’s 12-week maximum of FMLA leave in a 12-month period.

Military caregiver leave (also known as covered service member leave) to care for an injured or ill service member or

veteran.

An employee whose son, daughter, parent or next of kin is a covered service member may take up to 26 weeks in a single

12-month period to take care of leave to care for that service member.

Next of kin is defined as the closest blood relative of the injured or recovering service member.

The term covered service member means:

A member of the Armed Forces (including a member of the National Guard or Reserves) who is undergoing medical

treatment, recuperation or therapy or is otherwise in outpatient status, or is otherwise on the temporary disability

retired list, for a serious injury or illness.

A veteran who is undergoing medical treatment, recuperation or therapy for a serious injury or illness and who

was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during

the period of five years preceding the date on which the veteran undergoes that medical treatment, recuperation

or therapy.

The term serious injury or illness means:

In the case of a member of the Armed Forces (including a member of the National Guard or Reserves), an injury

or illness that was incurred by the member in line of duty on active duty in the Armed Forces (or that existed

before the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in

the Armed Forces) and that may render the member medically unfit to perform the duties of the member’s office,

grade, rank or rating.

In the case of a veteran who was a member of the Armed Forces (including a member of the National Guard or

Reserves) at any time during a period when the person was a covered service member, a qualifying (as defined by

the Secretary of Labor) injury or illness that was incurred by the member in line of duty on an active duty in the

Armed Forces (or that existed before the beginning of the member’s active duty and was aggravated by service in

line of duty on active duty in the Armed Forces) and that manifested itself before or after the member became a

veteran.

Amount of Leave An eligible employee may take up to 12 weeks for the first five FMLA circumstances above (under heading “Type of Leave

Covered”) under this policy during any 12-month period. The company will measure the 12-month period as a rolling 12-

month period measured backward from the date an employee uses any leave under this policy. Each time an employee

takes leave, the company will compute the amount of leave the employee has taken under this policy in the last 12 months

and subtract it from the 12 weeks of available leave, and the balance remaining is the amount of time the employee is

entitled to take at that time.

An eligible employee can take up to 26 weeks for the FMLA military caregiver leave circumstance above during a single

12-month period. For this military caregiver leave, the company will measure the 12-month period as a rolling 12-month

period measured forward. FMLA leave already taken for other FMLA circumstances will be deducted from the total of 26

weeks available.

If a husband and wife both work for the company and each wishes to take leave for the birth of a child, adoption or

placement of a child in foster care, or to care for a parent (but not a parent "in-law") with a serious health condition, the

husband and wife may only take a combined total of 12 weeks of leave. If a husband and wife both work for the company


and each wishes to take leave to care for a covered injured or ill service member, the husband and wife may only take a

combined total of 26 weeks of leave.

Employee Status and Benefits during Leave While an employee is on leave, the company will continue the employee's health benefits during the leave period at the

same level and under the same conditions as if the employee had continued to work.

Employee Status after Leave An employee who takes leave under this policy may be asked to provide a fitness for duty (FFD) clearance from the health

care provider.

Use of PTO during FMLA Leave Employees are required to use available PTO concurrently with FMLA.

Disability leave for the birth of a child and for an employee's serious health condition, including workers' compensation

leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA.

Intermittent Leave or a Reduced Work Schedule The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically

when needed over the year) or, under certain circumstances, may use the leave to reduce the workweek or workday,

resulting in a reduced-hour schedule. In all cases, the leave may not exceed a total of 12 workweeks (or 26 workweeks to

care for an injured or ill service member over a 12-month period).

Certification for the Employee’s Serious Health Condition The company will require certification for the employee’s serious health condition. The employee must respond to such a

request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification

may result in a denial of continuation of leave.

Certification for the Family Member’s Serious Health Condition The company will require certification for the family member’s serious health condition. The employee must respond to

such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide

certification may result in a denial of continuation of leave.

Certification of Qualifying Exigency for Military Family Leave The company will require certification of the qualifying exigency for military family leave. The employee must respond to

such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide

certification may result in a denial of continuation of leave.

Certification for Serious Injury or Illness of Covered Service Member for Military Family Leave The company will require certification for the serious injury or illness of the covered service member. The employee must

respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to

provide certification may result in a denial of continuation of leave.

Recertification The company may request recertification for the serious health condition of the employee or the employee’s family

member when circumstances have changed significantly, or if the employer receives information casting doubt on the

reason given for the absence, or if the employee seeks an extension of his or her leave. Otherwise, the company may

request recertification for the serious health condition of the employee or the employee’s family member every six

months in connection with an FMLA absence.


Procedure for Requesting FMLA Leave All employees requesting FMLA leave must provide the HR manager with verbal or written notice of the need for the leave.

Within five business days after the employee has provided this notice, the HR manager will provide the employee with

the DOL Notice of Eligibility and Rights.

When the need for the leave is foreseeable, the employee must provide the employer with at least 30 days' notice. When

an employee becomes aware of a need for FMLA leave less than 30 days in advance, the employee must provide notice

of the need for the leave either the same day or the next business day. When the need for FMLA leave is not foreseeable,

the employee must comply with the company’s usual and customary notice and procedural requirements for requesting

leave.

Designation of FMLA Leave Within five business days after the employee has submitted the appropriate certification form, the HR manager will

provide the employee with a written response to the employee’s request for FMLA leave.

Intent to Return to Work from FMLA Leave The company may require an employee on FMLA leave to report periodically on the employee’s status and intent to return

to work.

Please contact Human Resources for more information on request procedures.

The employee must return to work on the scheduled return date or be considered to have voluntarily resigned from his

or her employment. Extensions of leave will only be considered on a case-by-case basis.

Bereavement Leave An employee who wishes to take time off due to the death of an immediate family member should notify his or her

supervisor and Human Resources immediately.

Bereavement leave will be granted unless there are unusual business needs or staffing requirements.

Paid bereavement leave is granted according to the following schedule:

Employees are allowed three days of paid leave in the event of the death of the employee’s spouse, child, father, father-

in-law, mother, mother-in-law, brother, sister, stepfather, stepmother, stepbrother, stepsister, stepson or stepdaughter,

brother-in-law, sister-in-law, son-in-law, daughter-in-law, aunt, uncle, grandparent, grandchild, niece, nephew or spouse's

grandparent.

Employees are allowed up to four hours of bereavement leave to attend the funeral of an employee or retiree of the

company. Bereavement leave is not working hours and not part of the overtime calculation.

Jury Duty Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, employees must notify

their supervisor/Human Resources and provide a copy of the jury summons. The company will pay regular full-time

employees for time off for jury duty up to one week of pay.

Voting Leave All employees should be able to vote either before or after regularly assigned work hours. However, when this is not

possible due to work schedules, contact your supervisor.

Military Leave of Absence HRV Conformance Verification Associates, Inc. is committed to protecting the job rights of employees absent on military

leave. In accordance with federal and state law, it is the company’s policy that no employee or prospective employee will

be subjected to any form of discrimination on the basis of that person's membership in or obligation to perform service


for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment,

promotion or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected

to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or

company policy. If any employee believes that he or she has been subjected to discrimination in violation of company

policy, the employee should immediately contact Human Resources.

Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include

leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for

training, periods of active military service and funeral honors duty, as well as time spent being examined to determine

fitness to perform such service. Subject to certain exceptions under the applicable laws, these benefits are generally

limited to five years of leave of absence.

Employees requesting leave for military duty should contact Human Resources to request leave as soon as they are aware

of the need for leave. For request forms and detailed information on eligibility, employee rights while on leave and job

restoration upon completion of leave, contact Human Resources.

Lactation/Breastfeeding For up to one year after a child’s birth, any employee who is breastfeeding her child will be provided reasonable break

times as needed to express breast milk for her baby. HRV Conformance Verification Associates, Inc. has designated the

small conference room for this purpose. A refrigerator for the specific storage of breast milk will be available. Any breast

milk stored in the refrigerator must be labeled with the name of the employee and the date of expressing the breast milk.

Any nonconforming products stored in the refrigerator may be disposed of. Employees storing milk in the refrigerator

assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage or

refrigeration and tampering. Nursing mothers wishing to use this room must request/reserve the room by contacting Jolie

Olexa, HR Director at 412.299.2000 x117. Employees who work off-site or in other locations will be accommodated with

a private area as necessary.

Breaks of more than 20 minutes in length will be unpaid, and the employee should indicate this break period on her time

record.

BENEFITS For more information regarding benefits programs, please refer to the company Summary Plan Descriptions, which were

provided to employees upon hire, or contact the Human Resource department.

Medical Dental and Vision Insurance The company currently offers regular full-time employees regularly scheduled to work a minimum of 30 hours per week

enrollment in medical and dental insurance coverage options after they have been employed for 60 days plus the first of

the month.

Employees have up to 30 days from their date of hire to make medical dental and vision plan elections. Once made,

elections are fixed for the remainder of the plan year. Changes in family status, as defined in the Plan document, allow

employees to make midyear changes in coverage consistent with the family status change. Please contact the Human

Resource department to determine if a family status change qualifies under the Plan document and IRS regulations.

At the end of each benefit year during open enrollment, employees may change medical and dental elections for the

following calendar year.

The Human Resource department is available to answer benefits plan questions and assist in enrollment as needed.

Same-sex marriages/Civil Unions are persons who:

Are at least 18 years of age and of the same of the same biological gender


Have participated in a legally recognized marriage or civil union ceremony in a state which legally allows and

recognizes same-sex marriages/civil unions.

Group Life Insurance The company offers regular full-time employees who have been employed by HRV Conformance Verification Associates,

Inc. for 60 days plus the first of the month an employer-paid basic group term life policy along with an accidental death

and dismemberment policy. Each policy pays a death benefit of one times the annual employee salary to a maximum of

$50,000.

Long-Term Disability Benefits HRV Conformance Verification Associates, Inc. offers eligible employees (i.e., regular full-time employees who are

regularly scheduled to work a minimum of 30 hours per week) a noncontributory long-term disability (LTD) base plan. This

noncontributory base plan provides for monthly LTD benefits of 50% of basic monthly earnings to a maximum benefit of

$1,000 per month, less any other offsets. Eligible employees are automatically enrolled as of the first day of the calendar

month on or following their date of hire. Long-term disability coverage terminates on the last day of employment.

Supplemental Voluntary Benefits HRV Conformance Verification Associates, Inc. offers eligible employees (i.e., regular full-time employees who are

regularly scheduled to work a minimum of 30 hours per week) the option to select voluntary additional benefits:

GAP Insurance- (TransConnect, Critical Illness and Accident) covers the deductible of the medical and provides coverage

for the “GAP” in amounts uncovered. This is not a second insurance, this is supplemental to the medical.

STD Insurance- Short term disability providing coverage until the Long Term Disability activates.

Life Insurance- Additional life insurance beyond what the Company provides.

401(k) Plan The company offers a voluntary pretax salary reduction plan in which employees may elect to participate, once they’ve

met the Plan’s eligibility requirements. Please refer to the Plan’s Summary Plan Description for more details. Our Plan

Advisor is also available to answer any questions you may have.

Workers’ Compensation Benefits The company is covered under statutory state workers' compensation laws. Employees who sustain work-related injuries

must immediately notify their department supervisor and Human Resources.

Certification Assistance HRV Conformance Verification Associates, Inc. is committed to developing and maintaining a high performance workforce

and encourages its employees to continue to develop the knowledge and skills necessary to succeed in their jobs and

provide optimum service to clients.

Qualifications: Must be an active full time employee. The employee’s manager and HR must approve all educational

opportunities in advance.

Technical Licensing/Continuing Education Credits: A Certified Welding Inspector certification and various other

certifications are required for several positions within HRV Conformance Verification Associates, Inc. Employees are

responsible for maintaining their licensing requirements. We assist as follows: With advance approval, expenses or

reimbursement for expenses may also be covered at 100% for renewal or initial licensing if the license is required for the

individual’s current position or where the Company agrees it is part of an individual’s planned career path within the

organization.

Certifications paid by the Company will be prorated over the life of the certification and upon separation from the

Company; any remaining portion will be deducted from the employee’s paycheck. At the time reimbursement is


requested or when the company submits payment to the Licensing Institution on behalf of the employee for the

certification, the employee will be required to submit a signed acknowledgment of the aforementioned policy.

Employee Development

Employees may be asked to attend appropriate job-related conferences, seminars, or other professional development

programs. Employees may also take the initiate to request permission to attend such programs. If an employee is asked

to attend such a conference or seminar or if permission is provided to an employee to attend a conference of his or her

choosing, fees and related costs, as consistent with this Handbook, will be paid by the Company.

Any questions or comments should be directed to the HR department.

Employee Assistance Program (EAP) HRV Conformance Verification Associates, Inc. recognizes that personal issues can sometimes affect your performance.

The Employee Assistance Program (EAP) is available to employees and their families to provide confidential help with a

wide variety of personal problems, issues, and concerns.

Use of EAP services, however, does not excuse you from complying with Company policies and procedures, or from

achieving job requirements or expectations during or after receiving EAP assistance. Nor will participation in the EAP

prevent HRV Conformance Verification Associates, Inc. from taking disciplinary action when warranted.

HRV Conformance Verification

Associates, Inc.

WORK & SAFETY

RULES & REGULATIONS

For

SHOP & FIELD PERSONNEL

HRV Conformance Verification Associates, Inc.

WORK RULES AND REGULATIONS

TABLE OF CONTENTS

Section No. Page

I. PARKING FACILITIES AND ACCESS

TO JOBSITE 1

II. EMPLOYMENT 1

III. IDENTIFICATION 2

IV. HOURS OF WORK 2

REGULAR WORK WEEK 2

CHECKING IN AND OUT 2

A DAY'S WORK 2

HOLIDAYS 3

V. ISSUING, CARE, AND USE OF TOOLS 3

VI. ISSUING, CARE, AND USE OF

MATERIALS AND EQUIPMENT 3

VII. HOUSEKEEPING 3

VIII. SAFETY RULES 4

IX. REPORTING OCCUPATIONAL

INJURIES AND ILLNESSES 4

X. ENFORCING SAFETY GUIDELINES 5

XI. SMOKING, AND EATING AREAS 5

XII. SANITARY FACILITIES 5

XIII. PERSONAL PROTECTIVE EQUIPMENT 6

XIV. SECURITY 6

XV. POLICY STATEMENT ON

NONDISCRIMINATION 6

i


WORK RULES AND REGULATIONS

TABLE OF CONTENTS (continued)

Section No. Page

XVI. CONDUCT ON THE JOB 7

XVII. ABSENTEEISM/TARDINESS 9

XVIII. OVERTIME RULE 10

XIX. HRV FITNESS FOR DUTY 10

ii

INTRODUCTION We are pleased to welcome you as an HRV employee. While

employed at a shop or project site, or a subcontractor who is

performing inspection services for HRV, your observance

of these rules and the rules of the shop or jobsite is

expected and appreciated.

The following work rules and regulations apply to all em-

ployees. They contain, but are not limited to, HRV Policies and

Procedures, OSHA regulations and other applicable state and

local requirements.

A copy of the Work Rules and Regulations will be issued to

each employee on his/her first day of employment. Prior to

performing any work, each employee will be required to read

the Work Rules and Regulations, sign the Acknowledgment of

Job Rules sheet and return the signed sheet to human resources,

to be placed in the employee's personnel file.

Any subsequent change to these work rules and regulations

will be distributed in the like manner. It is the employee's re-

sponsibility to honor these work rules and regulations and those

of the shop or job site they are at.

Violations of any of these rules will subject the employee to

immediate disciplinary actions. These rules do not attempt to

cover every situation that could result in disciplinary action.

I. PARKING FACILITIES Cars will be parked as directed in the area designated and

use of unauthorized areas on the Owner's premises will

not be tolerated. Drivers of vehicles while on the job/field

site will observe all posted speed limits and other traffic

control regulations. Vehicle operators must have in their pos-

session a valid driver's license and maintain current car

insurance.. Owner's rules for access into a shop or job site

will be followed.

II. EMPLOYMENT

The HRV project manager or HRV management are the only

individuals who are authorized to make commitments for

employment.

1

The HRV project manager or HRV management will hire

only those personnel who, in their judgment, are fully quali-

fied and are able and willing to perform assigned work func-

tions.

III. IDENTIFICATION Each employee will be furnished a badge (or other identifica-

tion) which shall be worn on an outer garment in full view at

all times. Badges are the property of the HRV and are to be

returned when employment is terminated.

I V . H O U R S O F WORK

a) Regular Work Week

Each employee shall be at his work location ready to start work

at the start of his/her shift. Starting and quitting times for all

shifts, work day, and workweek arrangements will be provided

to the employee prior to commencement.

The work location is the field site or shop where the employee is

to perform his/her work for the day, or as otherwise directed by

the HRV project manager.

Work location and start times are recorded and monitored via

HRV’s master schedule.

b) Checking In and Out Employees must follow the shop or job site rules for checking in or out. In the event an employee is unable to report for work, he is required to notify HRV Human Resources and the HRV project manager at 412-788-2522 of his/her absence, the reason, and the expected date of return. If calling before or after office hours, leave a voice mail for Human Resources and call the HRV pro-ject manager on his/her cell phone.

c) A Day’s Work

Each employee expects to be paid in full for a full day's

work. For this compensation, management expects the em-

ployee to come to work prepared to put in a full day of produc-

tive effort. Our objective is to do the job accurately and repre-

sent out client’s interests.

2

d) Holidays

See HRV Holiday Schedule for days the corporate offices are

closed. Employees assigned to a shop or jobsite will work all

days scheduled by that shop/jobsite. Contact your project man-

ager to arrange holiday make up time.

V. ISSUING, CARE, AND USE OF TOOLS

HRV will issue project tools , laptop computers, and/or software to

employees as needed. Supply shop/jobsite and HRV with a list

of personal tools onsite. The correct use and care of tools is

expected while tools are in your possession. Tools must be re-

turned to HRV upon completion of project or termination of

employment. Contact HRV if equipment needs repaired or re-

placed.

Upon termination, you will be responsible for returning all tools,

hard hats, safety glasses, etc., for which you have signed or cost

of the item will be deducted from the final pay.

VI. ISSUING, CARE, AND USE OF

MATERIALS AND EQUIPMENT Where job materials and equipment are managed by HRV, cor-

rect care and use of such materials and equipment are essential to

the progress of the job. Employee to identify owner/shop/

jobsite equipment, personal equipment and HRV equipment.

HRV equipment and any excess materials remain the prop-

erty of and are to be returned to HRV.

VII. HOUSEKEEPING Good housekeeping is mandatory. You are directly responsible

for your individual work area and the debris resulting from

your particular work. All work areas shall be kept orderly and

clear of obstructions and debris at all times.

If the area is already cluttered with material prior to work,

notify your HRV project manager. Under no circumstances,

throw out preexisting material. Notify the appropriate per-

sonnel at the shop or jobsite that the material needs to be

removed and when appropriate, have the individual sign for

materials being removed.

3

VIII. SAFETY RULES

The safety rules listed in the HRV safety policies and proce-

dures manual, are an integral part of these work rules and regu-

lations and will be observed and followed by all employees.

Persons violating safety rules and thereby being responsible

by their actions for accidents causing personal injury or damage

to property may be terminated immediately or suspended from

employment without pay pending the outcome of a full investiga-

tion of the incident. The results of the investigations, as deter-

mined by HRV Management, will determine the extent of any

further disciplinary action including further suspension, ter-

mination for cause, or written warning.

In the shop or on the jobsite, employees are required to properly

dress for work. Sturdy safety work shoes meeting the require-

ments of American National Standard for Safety Shoe Foot-

wear, 241.1-1991 (Steel Toed) are to be worn by the em-

ployee. Hard hats and safety glasses are furnished to the em-

ployee and required at all times. Gloves appropriate for the task

being performed are to be worn. Sneakers, sandals, shorts, tank

tops, and like attire are inappropriate and will not be permit-

ted.

Employees are responsible for maintaining their work areas

in a safe and orderly condition and shall report all unsafe or un-

usual conditions to their HRV project manager and to the

appropriate shop or jobsite responsible person as directed or

in accordance with procedures.

IX. REPORTING OCCUPATIONAL

INJURIES AND ILLNESSES All injuries, no matter how minor, must be immediately reported

to the HRV project manager, Human Resources and to the appro-

priate shop or jobsite responsible person as directed or in

accordance with procedures. If off-site medical attention is

required, employees shall be transported to the office of com-

pany-selected doctors during normal working hours and to a

company-selected hospital during after hours and weekends.

4

In the event of occupational injury or illness requiring off-site

medical attention, the employee must submit a medical re-

lease to work from a physician to HRV Human Resources be-

fore resuming work. You must complete an accident report

for any shop or jobsite injury. Contact your project manager

or Human Resources for the form. Be cooperative in assist-

ing shop or jobsite safety personnel.

In the event of personal injury or illness requiring the em-

ployee to miss a day of work, the employee must submit a

medical release to work from a physician to HRV Human Re-

sources before resuming work.

X. ENFORCING SAFETY GUIDELINES

First Offense: Written warning will be issued by the man-

ager no later then the next working day the employee is at

work.

Second Offense: Written warning will be issued no later

than the next working day the employee is at work. If em-

ployee must return home or back to shop or construction site

to obtain safety clothing or equipment, the net loss of pay for

the time they are not at work is to be determined by the man-

ager.

Third Offense: One-day suspension.

Fourth Offense: Three-day suspension

Fifth Offense: Minimum three day suspension and subject to

termination of employment.

XI . SMOKING, AND EATING AREAS Smoking, eating, or drinking will be permitted ONLY in certain

areas, in accordance with the shop or jobsite requirements

and government rules and regulations.

XII. SANITARY FACILITIES

Sanitary facilities are provided on the job site and at the shop

location and are to be used by employees. We request your

cooperation in maintaining these facilities in a clean and orderly

condition. We are visitors and want to represent HRV in a

professional manner.

5

XIII PERSONAL PROTECTIVE EQUIPMENT

PPE will be supplied to employees by HRV where the condi-

tions of the work being performed require them. This equipment

remains the property of HRV.

XIV. SECURITY

All persons and vehicles entering or leaving the shop or jobsite

are subject to the security regulations, rules, and procedures appli-

cable thereon, and they and their parcels, bags and boxes may be

inspected in their presence upon request by a security guard.

Such a search may include the use of mechanical and electrical

detection devices, as may be determined by the Security Force.

Admission to the shop/jobsite will be denied to anyone who

refuses to comply. Personnel identification badges of the type

designated by the shop/jobsite and/or furnished by HRV must

be prominently worn and displayed on the outer clothing at all

times. Visitors are not permitted unless prior written permis-

sion is obtained from the HRV project manager and the shop/

jobsite responsible person. Vehicles shall be operated in compli-

ance with all traffic regulations and controls established for the

shop/jobsite and shall be parked only in designated area (s). HRV

employees shall not remove any tools, equipment or materials

from the shop/jobsite unless owned by HRV; or the item can

proven to be personal property (reference Section V).

Any violation of the job, safety and security rules shall be cause

for disciplinary action up to and including termination.

XV. POLICY STATEMENT ON

NONDISCRIMINATION

It is the policy of HRV that all decisions regarding the contin-

ued employment of individual employees be based solely

upon that individual's past performance and ability to per-

form remaining work. HRV will not discriminate against-

any employee or applicant for employment because of race,

religion, color, sex, national origin, age (forty years of age or

older), or because the individual has disabilities, or is a special

6

disabled veteran, and is committed to take affirmative action to

ensure that applicants are treated fairly during employment.

Additional information on HRV’s policies and procedures can

be found in the Employee Manual and Safety Handbook.

XVI. CONDUCT ON THE JOB

The work rules and standards of conduct for HRV Confor-

mance Verification Associates, Inc. are important, and the

Company regards them seriously. All employees are urged

to become familiar with these rules and standards. In addi-

tion, employees are expected to follow the rules and stan-

dards faithfully in doing their own jobs and conducting HRV

Conformance Verification Associates, Inc.’s business.

Please note that any employee who deviates from these rules

and standards will be subject to corrective action, up to and

including immediate termination of employment.

While not intended to list all the forms of behavior that are

considered unacceptable in the workplace, the following are

examples of rule infractions or misconduct that may result in

disciplinary action, up to and including immediate termina-

tion of employment:

Theft or inappropriate removal or possession of property

Falsification of timekeeping records

Working under the influence of alcohol or illegal drugs

Possession, manufacture, distribution, sale, transfer,

dispensation or use of alcohol or illegal drugs in the

workplace

Fighting or threatening violence in the workplace

Boisterous or disruptive activity in the workplace

Negligence or improper conduct leading to damage of

Company-owned or customer-owned property

Insubordination or other disrespectful conduct

Violation of safety or health rules

Smoking in the workplace (outside designated areas)

7

Sexual or other unlawful or unwelcome harassment

Excessive absenteeism or any absence without notice

Unauthorized use of telephones, or other Company-

owned equipment

Using Company equipment for purposes other than busi-

ness (e.g., playing games on computers or personal

Internet usage)

Unauthorized disclosure of business “secrets” or confi-

dential information

Violation of personnel policies

Unsatisfactory performance or conduct

It will be a violation of this policy for any individual to en-

gage in any conduct, verbal or physical, which intimidates,

endangers, or creates the perception of intent to harm persons

or property. Examples include but are not limited to:

Physical assaults or threats of physical assault,

whether made in person or by other means (i.e., in

writing, by phone, fax, or e-mail).

Verbal conduct that is intimidating and has the

purpose or effect of threatening the health or safety

of a co-worker.

Possession of firearms or any other lethal weapon

on Company property, in a vehicle being used on

Company business, in any Company owned or

leased parking facility, or at a work-related

function.

Any other conduct or acts which management

believes represents an imminent or potential danger

to work place safety/security.

Anyone with questions or complaints about workplace be-

haviors, which fall under this policy, may discuss them with


HRV Conformance Verification Associates, Inc. will

promptly and thoroughly investigate any reported occur-

rences or threats of violence. Violations of this policy will

8

result in disciplinary action, up to and including immediate

termination of employees. Where such actions involve non-

employees, HRV Conformance Verification Associates, Inc.

will take action appropriate for the circumstances. Where

appropriate and/or necessary, HRV Conformance Verifica-

tion Associates, Inc. will also take whatever legal actions are

available and necessary to stop the conduct and protect HRV.

XVII . ABSENTEEISM/TARDINESS I . HRV Conformance Verification Associates, Inc. expects

that every employee will be regular and punctual in at-

tendance. This means being in the office, shop or field

site, ready to work, at their starting time each day. Ab-

senteeism and tardiness places a burden on other em-

ployees and on HRV Conformance Verification Associ-

ates, Inc.

When you are unable to work owing to illness or an ac-

cident, please promptly notify your project manager. In

the event your immediate project manager is unavail-

able, you must speak with a manager. Leaving a mes-

sage with another staff member or on voicemail does not

constitute an accepted notification of absence. If you do

not report for work and HRV Conformance Verification

Associates, Inc. is not notified of your status, it will be

assumed after two consecutive days of absence that you

have resigned, and you will be removed from the pay-

roll.

If you become ill at work or must leave for some other

reason before the end of the workday, be sure to inform

your project manager of the situation. You are expected

to report for work in inclement weather if it is at all pos-

sible to do so safely and the shop or jobsite is operating.

Should undue tardiness or absenteeism become

apparent, disciplinary action up to and including

termination may be taken.

9

XVIII. OVERTIME RULE

Overtime must be authorized by the HRV project manager

and the client. When specified by the client, it must be in

writing.

XIX. HRV FITNESS FOR DUTY

We recognize alcohol and drug abuse as potential health,

safety and security problems. It is expected that all employ-

ees will assist in maintaining a work environment free from

the effects of alcohol, drugs or other intoxicating substances.

Compliance with this substance abuse policy is a condition

of employment.

Employees are prohibited from the following when reporting

for work, while on the job, on Company or customer prem-

ises or surrounding areas, or in any vehicle used for Com-

pany business:

The unlawful use, possession, transportation, manufac-

ture, sale, dispensation or other distribution of an illegal

or controlled substance or drug paraphernalia;

The unauthorized use, possession, transportation, manu-

facture, sale, dispensation or other distribution of alco-

hol; and

Being under the influence of alcohol or having a detect-

able amount of an illegal or controlled substance in the

blood or urine (“controlled substance” means a drug or

other substance as defined in applicable federal laws on

drug abuse prevention).

Any employee violating these prohibitions will be subject to

disciplinary action up to and including termination.

Drug and alcohol testing will be carried out in compliance

with any applicable state and federal laws and regulations.

10

By signing below, you acknowledge that you have received a

copy of HRV Conformance Verification Associates, Inc.’s

Employee Work Rules & Regulations, and understand that it

is your responsibility to read and comply with the policies

contained therein and any revisions made to it. Furthermore,

you acknowledge that you are employed “at-will” and that

this Manual is neither a contract of employment nor a legal

document.

___________________________

Signature

___________________________

Please print your full name

___________________________

Date

Please sign and date this notice and return it to Human Re-

sources.

HRV Data Survey Data Survey HRV employment decisions are made without regard to race, creed, color, national origin, sex, age, disability, marital status, sexual orientation, citizenship status, or any other occupationally irrelevant criteria. We comply with all applicable laws governing employment practices and do not discriminate on the basis of unlawful criteria. Due to federal reporting obligations, we ask that you complete the following survey. Providing this information is VOLUNTARY. If you select “Decline to Answer” (at the bottom of the form), you will NOT be subject to any adverse employment action. The information will be kept confidential and utilized in compliance with appropriate laws and regulations. This information will not be used as the basis for any adverse employment decision.

Reasonable Accommodation In the event you believe there is a reasonable accommodation that will assist you in performing the essential functions of the job, please contact your manager or Human Resources.

Name:

Date:

Self-Identification (When reported, data will not identify any specific individual.)

Gender Identification Racial or Ethnic Group

Male

Female

Veteran Status

Protected Veteran*

N/A

* You are a “Protected Veteran” under Section 4212 if you belong to one of the categories of veterans described below. If you’re still unsure, refer to the Department of Labor’s PDF “Am I a Protected Veteran?” http://www.dol.gov/ofccp/posters/Infographics/ProtectedVet_InfoGraphic_JRFQA508c.pdf

Disabled Veteran (A veteran of the U.S. military, ground, naval or air service who is entitled to compensation, or who but for the receipt of

military retired pay would be entitled to compensation, under laws administered by the Secretary of Veterans Affairs, or who was discharged or released from active duty because of a service-connected disability.)

Other Protected Veteran (Veterans who served on active duty in the U.S. military during a war or campaign or expedition for which a

campaign badge is awarded.)

Armed Forces Service Medal Veteran (Veterans who, while serving on active duty in the Armed Forces, participated in a United States

military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.)

Recently Separated Veteran (Veterans within 36 months from discharge or release from active duty.)

Decline to Answer

I am declining to self-identify.

Hispanic or Latino

White (Non-Hispanic or Latino)

Black or African American (Non-Hispanic or Latino)

Native Hawaiian or Other Pacific Islander (Non-Hispanic or Latino)

Asian (Non-Hispanic or Latino)

American Indian or Alaska Native (Non-Hispanic or Latino)

Two or More Races (Non-Hispanic or Latino)

Quality. Assured.

Complaint Resolution Process

HRV Conformance Verification Associates, Inc. is committed to providing the opportunity for

any protected group member to voice and resolve any alleged infringement of Equal

Opportunity or Affirmative Action rights that are assured through state or federal laws,

executive orders and/or guidelines. Accordingly, HRV Conformance Verification Associates,

Inc. has established a uniform grievance procedure that is known as the Resolution Process.

The Resolution Process may be used for allegations of adverse impact, maltreatment or

harassment based on race, color, national origin, ancestry, sex, sexual orientation, disability

or status as a Vietnam Era Veteran; allegations of failure to make reasonable

accommodation for a person’s disability; and/or any and all other issues arising from

relevant laws and related to this Plan. The Resolution Process may be used by employees

and applicants for employment.

A person who chooses to use the Resolution Process is not precluded from filing a complaint

or grievance with any other appropriate agencies or authorities. Anyone using the

Resolution Process shall be informed that any discovered information that could constitute a

violation of anti-discrimination laws should be referred to the Equal Employment

Opportunity Commission (“EEOC”) and/or other appropriate state or federal authority.

A charge must be filed with EEOC within 180 days from the date of the alleged violation in

order to protect the charging party’s rights. The 180-day filing deadline may be extended

to 300 days if the charge is also covered by a state or local anti-discrimination law. For

more information contact the EEOC at

http://www.eeoc.gov/charge/overview_charge_filing.html.

http://www.eeoc.gov/charge/overview_charge_filing.html

Quality. Assured.

Title VII is an anti-discrimination law based on the Civil Rights Act of 1964, as amended,

that prohibits discrimination in employment on the basis of race, color, sex/gender, age,

religion, creed, disability, Vietnam era veterans’ status and disabled veterans, and national

origin. Title VII was designed as a broad remedial measure,

rather than a punitive statute, to seek to remedy discrimination through conciliation and

cooperation. For more information about discriminatory practices under Title VII refer to

http://www.eeoc.gov/abouteeo/overview_practices.html.

Procedure

The Civil Rights Officer is responsible for implementing and monitoring HRV Conformance

Verification Associates, Inc. Resolution Process. While doing so, s/he makes and preserves

records of complaints, and ensures that applicable laws, regulations and rules concerning

confidentiality and privacy are respected. The Resolution Process shall be made available to

all employees on the company website.

The Resolution Process

HRV Conformance Verification Associates, Inc. has informal and formal procedures for

employees who believe they have experienced or are experiencing unlawful discrimination

or harassment. HRV Conformance Verification Associates, Inc. takes all allegations of

unlawful discrimination and harassment seriously and will move swiftly to respond to them.

A complaint should be filed within 180 calendar days of the incident(s) giving rise to the

complaint.

The Informal Process

HRV Conformance Verification Associates, Inc. informal process is one option available to

employees to resolve complaints. The initial step in the process is reporting the behavior as

Quality. Assured.

soon as possible. While some situations may be appropriately resolved through informal

means, others may require immediate action and will be resolved only through the formal

process.

Step 1: Employees should speak to the civil rights officer located at 420 Rouser Road, Suite

400, Moon Twp., PA 15108.

Step 2: The civil rights officer shall make every effort to resolve the matter informally. For

example, informal resolution may take the form of meetings with the employee bringing the

complaint, with the person against whom the complaint is brought; and with other parties,

as appropriate, or some other mutually agreeable course of action to resolve the complaint.

Step 3: Should the matter not be resolved to the satisfaction of the employee bringing the

complaint within sixty days, the employee may request that a formal investigation be

initiated. If more time for discovery is needed HRV Conformance Verification Associates,

Inc. may extend the time provided.

The Formal Process

HRV Conformance Verification Associates, Inc.’s formal process is another option available

to employees to resolve complaints.

Step I - Complaint Intake- ONE WEEK

The Complainant contacts the Civil Rights Officer that s/he has a grievance. The Civil Rights

Officer conducts an intake interview. The Complainant is informed s/he may wish to pursue

other avenues of recourse. Complainant and Civil Rights Officer agree to try to achieve a

Quality. Assured.

resolution within four weeks. At the end of the interview the Civil Rights Officer assists the

Complainant in submitting a written summary of the complaint, including a statement of

desired relief. The Civil Rights Officer then logs the complaint.

Step II – Investigation- FOUR WEEKS

The Civil Rights Officer conducts an informal investigation and negotiates with the

Complainant and other relevant parties in an attempt to achieve resolution. The Civil Rights

Officer develops resolution options. Within four weeks the Civil Rights Officer and

Complainant meet to discuss the status of the complaint.

Step III - Resolution- SIX WEEKS

The Civil Rights Officer may devise resolution options to present to the Complainant.

At the end of six weeks (or sooner) the Civil Rights Officer and the Complainant meet to

present the recommended actions. The final decision shall be in writing and include a

statement of reasons for the decision, including a determination of each issue of fact of law

necessary to the decision.

EQUAL EMPLOYMENT OPPORTUNITYCO=

U=

SECTION C - TEST FOR FILING REQUIREMENTSECTION B - COMPANY IDENTIFICATION

2.a.1.

SECTION E - ESTABLISHMENT INFORMATIONc.

SECTION D - EMPLOYMENT DATA

NOT-HISPANIC OR LATINOHISPANIC ORLATINO

* * * * * * * * * * * FEMALE * * * * * * * * * * ** * * * * * * * * * * * MALE * * * * * * * * * * * *OVERALL

TOTALSTWOOR

MORERACESNATIVE

ALASKANINDIAN ORAMERICAN

ASIAN

ISLANDERPACIFIC

OR

NATIVEHAWAIIAN

BLACK OR

AFRICAN

AMERICANWHITE

TWOOR

MORERACESNATIVE

ALASKANINDIAN ORAMERICAN

ASIAN

NATIVEHAWAIIAN

PACIFICOR

ISLANDER

BLACK OR

AFRICAN

AMERICANWHITEFEMALEMALE

JOB CATEGORIES

EXECUTIVE/SR OFFICIALS & MGRS

FIRST/MID OFFICIALS & MGRS

PROFESSIONALS

TECHNICIANS

SALES WORKERS

ADMINISTRATIVE SUPPORT

CRAFT WORKERS

OPERATIVES

LABORERS & HELPERS

SERVICE WORKERS

TOTAL

PREVIOUS REPORT TOTAL

SECTION F - REMARKS

HRV CONFORMANCE VERIFICATION ASSC.420 ROUSER ROADSUITE 400MOON TOWNSHIP, PA 15108

HRV CONFORMANCE VERIFICATION ASSC.420 ROUSER ROADSUITE 400MOON TOWNSHIP, PA 15108ALLEGHENY COUNTY

1-Y 2-N 3-Y DUNS NO.:136979387 EIN :050564731

NAICS: 237310 Highway, Street, and Bridge Construction

2017 EMPLOYER INFORMATION REPORT

ED82061

ED82061

SINGLE ESTABLISHMENT REPORT - TYPE 1

00

0

6

0

0

0

0

00

6

00

0

0

0

0

0

0

00

0

26

0

144

0

2

0

0

00

154

00

0

6

0

0

0

0

00

6

00

0

0

0

0

0

0

00

0

00

0

0

0

0

0

0

00

0

00

0

2

0

0

0

0

00

2

00

0

1

0

0

0

0

00

1

26

1

6

0

7

0

0

00

22

00

0

0

0

0

0

0

00

0

00

0

0

0

0

0

0

00

0

00

0

0

0

0

0

0

00

0

00

0

0

0

0

0

0

00

0

01

0

0

0

0

0

0

00

1

413

1

165

0

9

0

0

00

192

DATES OF PAYROLL PERIOD: THRU10/01/2017 10/14/2017SECTION G - CERTIFICATION

CERTIFYING OFFICIAL: JOLIE OLEXA TITLE: HR DIRECTOREEO-1 REPORT CONTACT PERSON: Jolie Olexa TITLE: HR DIRECTOREMAIL: [email protected] TELEPHONE NO: 4122992000 CERTIFIED DATE[EST]: 01/26/2018 04:15 PM

5 0 123 1 0 1 1 1 23 0 0 0 0 0 155

Y

2018 HRV MINORITY AND FEMALE REFERRAL PROCESS

HRV’s website includes a “Careers” page where all open positions are advertised. This section of the website is sourced automatically by various diversity job boards including:

Disability.jobs

Diversity.jobs

ebenefits.va.gov

US.jobs

Veterans.jobs Additionally, through Direct Employers, all Job Orders advertised on HRV’s Careers page is sent automatically to the appropriate participating State Career Center. Biannually a flyer is sent to minority and female employees asking for qualified referrals. Annually a letter is sent to 40+ Minority Recruitment Resources (MRR) with a list of the most commonly hired positions at HRV and the required qualifications for each position with a letter stating the recruitment point of contact at HRV. Any qualified candidate from an MRR who expresses interest, is identified in our Talent Management Database as a minority referral. HR participates in the Pennsylvania Women Work 3 Cups of Coffee Program to network and mentor women in the Pittsburgh area seeking employment.

AFFIRMATIVE ACTION POLICIES & PLAN HRV Conformance ... · Quality. Assured. INTRODUCTION . HRV,...

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