Arona Corporation -...

Arona Corporation Summary of Benefits

for Full-Time Employees

Welcome to Arona Corporation! This

information will help you become familiar

with the excellent benefit package we

offer to full-time employees.

Group Insurance Benefits: Regular full-time employees working in

excess of thirty hours per week become

eligible to participate in our health and

welfare benefit plans on the first of the

month following ninety days of

employment.

Medical Insurance: Arona

Corporation offers various medical

plan options through Wellmark Blue

Cross Blue Shield. Your provider

network will be dependent on your

geographic location.

Employees may choose between

four coverage tiers: employee only,

employee plus spouse, employee

plus child(ren) or, family. Arona

Corporation makes a substantial

financial contribution toward

employee medical insurance

coverage.

A list of network providers and other

useful information can be found at

www.wellmark.com.

Dental Insurance: Our dental

insurance plans are provided

through MetLife. The plan pays

100% of covered preventive

charges and cleanings every 6

months. After a lifetime deductible

of $100, the plans pay 80% of simple

basic services and 50% of

restorative and orthodontic

services, subject to plan annual

limits.

Vision Insurance: Employees may

purchase either a fully insured vision

plan or a discount vision plan.

Basic Life Insurance: A life insurance

plan with a benefit of $15,000.00 is

provided at no cost to benefit-

eligible employees.

Supplemental Life Insurance:

Employees may purchase up to five

times his or her annual income in

supplemental life insurance in

$10,000 increments. Amounts over

$200,000 are subject to

underwriting. Spouse and child

coverage is also available if the

employee enrolls in coverage.

Short Term Disability Insurance: This

plan provides a weekly benefit for

up to 26 weeks in the case of a

documented disability which

prohibits the employee from

working. Employees may purchase

a benefit of 2/3 of normal weekly

pay, subject to plan limits.

Long Term Disability Insurance: This

plan, provided at no cost to

benefit-eligible employees, pays a

monthly benefit equal to 50% of

normal monthly pay, after 6 months

of disability, subject to plan

definitions and limits.

Flexible spending accounts:

Employees may set aside money on

a pre-tax basis into a personal

account to pay for out of pocket

medical expenses, dependent

care, work-related public

transportation and parking,

adoption expenses and individual

premium expenses.

Retirement

Savings Plan:

401(k) Savings Plan: After a

relatively short period of

employment, employees may

begin participation in the company

401(k) savings plan. This plan is

designed to allow employees to

save for retirement on either a tax-

deferred basis or an after-tax basis

with the ROTH 401(k) option.

Employees may roll over funds from

another plan before becoming

eligible to make contributions to the

plan.

Other Benefits:

Vacation Time: Regular Full-time

employees receive one week of

vacation after completing six

months of continuous employment.

After one year employees get

another week. After five years

employees get three weeks and

after ten years four weeks.

Personal Days: Employees will

receive three personal days per

year to use for personal illnesses or

other personal or family matters.

Holiday Pay: Arona Corporation

recognizes six holidays per year.

Full-time employees will receive

holiday pay for New Years Day,

Memorial Day, Independence Day,

Labor Day, Thanksgiving, and

Christmas Day.

Employee Assistance Program:

Employees and any members of

their household are eligible for our

EAP program, which provides direct

and confidential access to

professionals at the EAP. This benefit

is provided to all employees at no

cost.

Employee Purchase Program:

Employees are eligible to purchase

items from our stores at a discount.

Important Notice

Some benefits are provided through our

relationship with Merit Resources, Inc. The

terms and conditions of the benefits

described in this summary are governed

by written plan documents, insurance

policies, company policies, and

government regulations.

Arona Corporation

Summary of Employee Benefits

Plan Year 10/1/13 – 09/30/13

Provided by Merit Resources, Inc.

Arona Corporation doing business as

Aaron’s Sales and Lease

Harassment and Discrimination Prevention Training

For Employees

i

TABLE OF CONTENTS

Training Objectives ..................................................................................... 1

Introduction .................................................................................................. 1

Definitions of Harassment and Discrimination: ........................................ 1

Important Facts about Harassment and Discrimination ........................ 3

Types of Harassment ................................................................................... 3

Employee Responsibilities .......................................................................... 4

Reporting Harassment or Discrimination .................................................. 5

Management Responsibilities ................................................................... 6

The Investigation ......................................................................................... 6

Training Acknowledgement ...................................................................... 7

Merit Resources Employee Training: Harassment and Discrimination Prevention 1

Training Objectives

1. To promote a professional, respectful and fun work environment.

2. To educate employees about harassment and discrimination.

3. To educate employees about workplace behaviors which are considered inappropriate.

4. To educate employees about what to do if they feel they are a victim of harassment or discrimination or observe such behaviors.

5. To inform employees about their responsibilities and about management’s responsibilities.

Introduction

The success of our business depends on our employees creating a wonderful experience for our customers and our organization having a reputation for outstanding service. We cannot achieve our business and service goals if both the employees and management are not committed to having an environment that encourages respect and professionalism and discourages harassment and poor treatment of any person who walks through our door. Whether the person engaging in potentially harassing behavior is a customer, vendor or employee, it is critical to the success of our business that our Management is made aware of these actions and can address them before the situation escalates and damages our reputation, and therefore, potentially your job and your income.

Definitions of Harassment and Discrimination:

Under our policy, harassment is verbal or physical conduct that demeans, puts down, humiliates, or shows hostility or aversion toward an individual because of their race, color, religion, sex, national origin, age, disability, alienage or citizenship status, marital status, creed, genetic predisposition or carrier status, sexual orientation, gender identity, veteran status, or any other protected class by federal, state, or local laws or that of their relatives, friends or associates, and that:

Unlawful Harassment

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

• has the purpose or effect of unreasonably interfering with an individual's work performance; or

• otherwise adversely affects an individual's employment opportunities.

2 Merit Resources Employee Training: Harassment and Discrimination Prevention

Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; demeaning jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail).

Sexual harassment constitutes discrimination and is illegal under federal and state laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example:

Sexual Harassment

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;

• submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or

• such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail); and other physical, verbal or visual conduct of a sexual nature. Gender-based harassment that is, harassment not involving sexual activity or language (e.g., male manager yells only at female employees and not males) may also constitute discrimination if it is severe or pervasive and directed at employees because of their gender.

Unlawful discrimination is when a member of a protected class is treated intentionally different from others or when rules applied to all employees have a different or more inhibiting effect on a protected class than on the majority. Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment practices on the basis of race, sex, religion, national origin and color. Other regulations prohibit discrimination on the basis of other protected classes, such as age, pregnancy, genetic predisposition, disability, and various other categories in accordance with state or federal regulations.

Unlawful Discrimination


Important Facts about Harassment and Discrimination • Free speech rights do NOT apply in the workplace. Employees do not have

the right to say anything they want while at work.

• Harassment or discrimination does not have to be intentional, and often the offender may not be aware that is or her actions are considered offensive or improper by another person. Open, respectful, and honest communication is essential in preventing harassment and discrimination.

• What is offensive is in the “eye of the beholder.”

• Men can be sexually harassed. Men can harass men; women can harass women.

• Harassment does not have to be sexual in nature.

• Harassment does not have to be directed at a particular individual.

• Offenders can be supervisors, co-workers, or non-employees (customers, vendors, or suppliers).

• Employees have the responsibility to report harassing or discriminatory behavior to management when it is experienced or observed.

• Management has the responsibility to promptly and thoroughly investigate all complaints of harassment and discrimination.

Types of Harassment

Harassment is not limited to sexual comments or behavior. Sexual harassment is just one type of harassment. Discriminatory harassment can occur based on any of several characteristics, including (but not limited to) the following legally protected classes:

• Age • Race • Color • Gender • Disability • Religion • Marital Status • Veteran Status • National Origin or Citizenship Status • Sexual Orientation or Gender Identity • Genetic predisposition or carrier status


Harassment can occur in many different ways. Below are examples of different types of harassment. These examples are not all-inclusive.

Physical Harassment: • Pinching, patting or pushing

• Unwelcome touching in a sexual OR non-sexual manner

• Invading someone’s personal space or blocking their way to make them uncomfortable

Verbal Harassment: • Jokes of a sexual, racist, or derogatory nature

• Crude or offensive language or comments

• Name Calling

• Whistling, kissing sounds, or making other offensive or suggestive sounds

Visual Harassment: • Pin-up pictures or calendars

• Gestures intended to be sexual or offensive

• magazines, posters

• Email Hazing:

• Exclusion from the group or requiring specific behavior before becoming a member of a group

• Teasing

Employee Responsibilities

Employees have the responsibility to treat each other with respect and professionalism. We expect the following of each of our employees:

• Be aware of what harassment and discrimination is, how you can avoid engaging in harassing or discriminatory behavior, how you can spot it, and how you should report it.

• Report harassment or discrimination immediately when it is experienced or observed.

• Think before

• Be sensitive to others. Watch and listen to their responses and reactions.

you speak or act!

• Respect one another’s feelings, beliefs, boundaries and personal space.


• Consider if you would want someone you care for or a family member to be treated in the same way.

• Consider if your behavior would change in the presence of someone you respect.

• Remain calm and professional—do not overreact.

• Address the problem: immediately, directly, politely.

Reporting Harassment or Discrimination

Arona Corporation strongly urges the reporting of all incidents of harassment or discrimination regardless of the offender's identity or position. Any Employee who believes he or she has been discriminated against or harassed by a fellow Employee, a Supervisor, any other representative of the Company, or a visitor, or anyone who has a business relationship with the Company, such as a vendor, etc., or who witnesses the discrimination or harassment of another, should immediately report the facts of the incident or incidents to any of the following individuals: the Employee’s General Manager, Regional Manager, the Director of Operations, or Chief Operating Officer, a representative of Human Resources, or to the Employee Concerns Hotline. The Employee Concerns Hotline is a toll free telephone number answered by HR Professionals at Merit Resources; the number is (877) 782-9179. DO NOT TOLERATE THE SITUATION, AND DO NOT ASSUME THAT ARONA CORPORATION IS AWARE OF AN INCIDENT. REPORT ALL INCIDENTS OF DISCRIMINATION AND HARASSMENT. Individuals should not feel obligated to file their complaints with their immediate supervisor first before bringing the matter to the attention of one of the other Arona Corporation designated representatives identified above. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Therefore, while no fixed reporting period has been established, Arona Corporation strongly urges the immediate reporting of complaints or concerns so that rapid and constructive action can be taken. The Company will make every effort to stop alleged harassment before it becomes severe or pervasive, but can only do so with the cooperation of its employees.

The availability of this complaint procedure does not preclude individuals who believe they are being subjected to harassing conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued.


Management Responsibilities

The Management of Arona Corporation has the responsibility of ensuring that employees can work in a harassment-free environment, and our responsibilities include:

• Providing an environment free of harassment for our employees and customers.

• Educating employees about harassment and our harassment policy.

• Promptly investigating all harassment complaints.

• Documenting complaints and investigations.

• Taking prompt corrective action, if necessary, after completing an investigation.

The Investigation

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly, thoroughly and impartially. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.


Harassment and Discrimination Prevention Training Acknowledgement

I acknowledge that I have received the Non-Discrimination and Anti-Harassment policy training materials provided by Arona Corporation dba Aaron’s Sales and Lease (hereafter referred to as the Company). I acknowledge that I have read the materials or have had them presented to me by a member of management. I have been informed of the definition, types, and behaviors, which constitute harassment or discrimination. I understand that the Company will not tolerate harassment or discrimination of any kind. I also understand that any complaints of harassment, discrimination or retaliation should be reported to the Company’s management immediately. Printed Name _________________________________________________ Signature ____________________________________________________ Date ____________________________ Store Number ____________________

Safety Expectations

Vehicles1. No vehicle movement with out a full 360 degree walk around. 2. No cellular use at anytime in an Aaron's vehicle.3. No smoking or smokeless tobacco use in vehicles at any times. 4. 2 person deliveries: When backing passenger always is used as a spotter. 5. 1 person delivery: Always stop vehicle and perform a full 360 degree walk around.6. No jumping on or off of lift gate.7. All drivers must complete the Road Test administered by a position of management.8. All surfaces on on lift gate must be maintained and safe to walk and conduct business on. 9. A pre-trip and post trip checklist must be used with any vehicle movement. 10. Vehicles must be maintained and free of trash and clutter.11. Vehicles must house proper tools to do the job. 12. When driving in residential areas maintain awareness for low hanging trees and roofs. 13. All mirrors must function properly.14. No vehicle is moved without proper tire tread, or that has any maintenance issues. Any teammate can ground a vehicle for safety issues. 15. Back door on cube must be in working order.

Delivery1. All deliveries must be assessed as a one or two person delivery before leaving the store.2. Never use "hero" status when it comes to lifting. Use two people when needed on all heavy lifting. 3. All delivery personnel must abide by dress code and wear non-slip shoes. 4. Always use proper lifting technique when lifting. Bend at the knees and not at the back. 5. Always get a plan of action before delivery is executed. Walk the delivery path first at customer's home. 6. Always load delivery truck using the method of first in last out. 7. Always use proper dolly for the job. All appliances and case goods must be strapped in. 8. If delivering upholstery with a dolly make sure product is strapped in and secure. 9. Aaron's has several courses that ensure world class training. Check the ones you have taken.

A. Red carpet deliveryB. Day in the life of a PTC. Driver threatsD. Pre and post trip training.

Facility1. Backroom and store facility should be clutter free and safe to operate in. 2. Carpet and flooring should be in working order and in great shape. 3. Store should have all the correct tools and dollies to do the job. 4. Entry ways and rugs should have no dog ears or be flipped up. 5. All transition strips from carpet to flooring should be nailed down and present no hazard. 6. Any ladder use in store should be secured by a holder.

Co-worker Signature Date

General Manager Date

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