Triumph Handbook July 2013

8/9/2019 Triumph Handbook July 2013

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Triumph Enterprises, Inc. Company Proprietary Information

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Triumph Teammate:

I’m delighted that you’ve joined the Triumph team, especially now, at such an exciting time inour development. I hope you will find that Triumph is not your typica l company. As acorporation, we have taken great care to c reate an environment that embraces change,open communication, and collaboration. At the foundation are the three core values bywhich we conduct business every day—C lien t Foc us, Inte g rity , a nd Im a g ina t ion .

It is our reputation that will enable our continued success and long term viability, which is whyyour contribution in living these values as a Triumph team member is essential. Triumph’s Core

Values will permeate our culture, business practices, and daily actions.

Our goal at Triumph is to continually set higher standards of performance for our clients. For

that reason, we established Client Focus as our first core value. Client Focus represents how we

value team players, leadership, and collaboration. We believe that exceeding the call of duty

demonstrates our commitment to quality and excellent service. Our dedication to our clients

and Triumph teammates is expressed by our exceptional performance every day. By joining

Triumph you are committing to maintaining and elevating these high standards.

Our second core value is Integrity. As a growth-oriented business we must develop strong

relationships built on character—ones that value honesty, trust, and reliability. At Triumph we

believe in delivering our service to the c lient with professionalism, transparenc y, and

dependability. Integrity is all about doing the right thing every time.

Our third core value is Imagination where we value vision, creativity, and innovation. A path to

growth and development is rooted in ideas that go beyond “what is” to the realm of “what

could be”. I challenge you to question the status quo and shatter traditional thinking by using

your imagination to help us attain our vision to build the best company on the planet.

Triumph is responsible for ensuring that our clients and teammates succeed beyond their wildest

expectations. As a Triumph teammate you must commit to that same responsibility. This

employee manual is a tool to let you know who we are, convey our expectations of you as a

new member of our team, and to inform you of what we have to offer. It explains and defines

the company’s benefits, programs, and our basic business policies and procedures. It is

important that you read and understand the contents of the employee manual so you know

what we expect of you as a Triumph teammate.

Triumph is a growth-oriented company committed to delivering world-class services to our

clients and to creating a “best company on the planet” environment for our people. I am

excited to have you on board and look forward to working with you in realizing these goals!

Sincerely,

M.N. Scott UlviPresident & CEO


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

INTRODUCTION AND DEFINITIONS........................................................................................................ 6ABOUT TRIUMPH ENTERPRISES, INC. ..................................................................................................... 6

EQUAL EMPLOYMENTAND HARASSMENTPOLICIES..................................................................... 9

EQUAL EMPLOYMENT OPPORTUNITY .................................................................................................... 9

AMERICANS WITH DISABILITIESACT...................................................................................................... 9PROHIBITED HARASSMENT................................................................................................................... 9E THICS............................................................................................................................................ 11

GETTING STARTED ......................................................................................................................11

EMPLOYMENT CATEGORIES ..............................................................................................................11NOTICE TO OUREMPLOYEES ............................................................................................................12CHANGE IN POLICY ........................................................................................................................12

BENEFIT PROGRAMS ..................................................................................................................13

INSURANCEBENEFITS........................................................................................................................13

CONTINUATION AND CONVERSION OF HEALTH INSURANCEBENEFITS (COBRA) ...................................13SHORTAND LONG TERM DISABILITY................................................................................................... 12

MISCELLANEOUS BENEFITS ........................................................................................................14

EMPLOYEE SERVICEAWARDS ...........................................................................................................14EDUCATION REIMBURSEMENT............................................................................................................15 TRAINING REIMBURSEMENT ...............................................................................................................16PROFESSIONAL MEMBERSHIPS ...........................................................................................................16EMPLOYEE REFERRAL BONUS ............................................................................................................17ANNUAL BONUS PLAN .....................................................................................................................17

SAFETY AND WORKERS’ COMPENSATION ........................................................................................... 17CELLPHONE AND WIRELESSDEVICE REIMBURSEMENT......................................................................... 16

PAY, HOURS AND EXPENSES .....................................................................................................18

WORK HOURS................................................................................................................................. 18 TIMESHEET AND EXPENSE REPORTING ................................................................................................. 19EXPENSE REPORTSUBMISSION ...........................................................................................................21 YOUR SALARY ................................................................................................................................. 21PAYROLL DEDUCTIONS ....................................................................................................................21PAYDAY ......................................................................................................................................... 21ADMINISTRATIVE PAY CORRECTIONS ................................................................................................. 21

TIME AWAY FROM WORK ..........................................................................................................22

PAID LEAVE .................................................................................................................................... 22FAMILY AND MEDICAL LEAVE ...........................................................................................................24INCLEMENTWEATHER .......................................................................................................................27 J URY AND WITNESS DUTY .................................................................................................................27VOTING TIME .................................................................................................................................. 27MILITARY AND THE NATIONAL GUARD ............................................................................................... 27


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MEDICAL AND DENTAL APPO INTMENTS ............................................................................................. 27BEREAVEMENT................................................................................................................................. 27

GENERAL EMPLOYMENT INFORMATION ..................................................................................28

EMPLOYMENT ATWILL......................................................................................................................28DRUG FREE WORK PLACE S TATEMENT............................................................................................... 28SUBSTANCEABUSE AND DRUG TESTING POLICY .................................................................................. 28IMMIGRATION AND EMPLOYMENT ELIGIBILITY ...................................................................................... 29BACKGROUND CHECK (PRE-HIRE) ...................................................................................................29PRIOR SERVICECREDIT.....................................................................................................................30 UNIFORM SERVICESEMPLOYMENT AND REEMPLOYMENT RIGHTSACT(USERRA) ...................................31NEW HIREPOLICIES .........................................................................................................................32SAFETY AND ACCIDENTPREVENTION ................................................................................................. 32DEVELOPMENT ASSESSMENT .............................................................................................................32ADVANC EMENT AND PROMOTION ....................................................................................................33LAY-OFFSDUE TO LACK OF WORK ...................................................................................................33RESIGNATION .................................................................................................................................. 33

EMPLOYEE CONDUCT ...............................................................................................................33

GUIDELINES FOR APPROPRIATE CONDUCT......................................................................................... 34DISCIPLINARY GUIDELINES ................................................................................................................34COMPLAINT PROCEDURE.................................................................................................................35COMPANY PROPERTY ......................................................................................................................35PERSONALBUSINESS ........................................................................................................................35E-MAIL AND INTERNET......................................................................................................................35VOICEMAIL..................................................................................................................................... 36CELLPHONES ................................................................................................................................. 36 TEXTING WHILEDRIVING ..................................................................................................................36 TRAVEL, ENTERTAINMENT AND O THER REIMBURSABLE EXPENSE POLICY & PROCEDURES.......................... 37

OTHER GUIDELINES ....................................................................................................................38

APPEARANCE ................................................................................................................................. 38COURTESY ...................................................................................................................................... 39COMPANY EQUIPMENT ON LOAN .....................................................................................................39CARE OF EQUIPMENT.......................................................................................................................39EQUIPMENT REPLAC EMENT................................................................................................................39 PERSONAL PROPERTY .......................................................................................................................41HEALTH SAFETY PROTECTION ............................................................................................................41OCCUPATIONAL SAFETY AND HEALTH ............................................................................................... 41

PHONE CALLS, PERSONAL MAIL AND VISITORS................................................................................... 41CONFIDENTIAL INFORMATION...........................................................................................................42EMERGENCY CONTACTS..................................................................................................................42

STATEMENT OF HANDBOOK RECEIPT AND UNDERSTANDING .................................................43


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Triumph Enterprises is a Virginia S-Corporation, established in February 2005. We are service-disabled veteran owned and are headquartered in Fairfax, Virginia. Our current goal is todramatically change the face of Federal contracting by keeping our clients central to thesolutions we provide.

Wha t We Do

Triumph Enterprises is bringing a new veracity to the Federal contrac ting field. While typica lcontractors are providing just hourly support to their clients; Triumph is breaking the mold.

Triumph is about providing proactive solutions. Our veteran staff is providing services in theareas of Management Solutions, Information Technology Solutions, and Tec hnica l Solutions.

Trium p h M ission

Triumph Enterprises is committed to providing our clients with the highest level of service andsolutions in the areas of Management, Information Technology, and Technical Solutions.

Triumph Enterprises ensures success by harnessing the power of our team’s intellect, motivatingthem to perform exceptionally by promoting a culture of communication, energizing creativeand innovative solutions, and above all, by embracing change.

Purpose: To provide top-notch solutions to the Federal Government, and deliver world class

client service.

Business: Management Solutions, Information Technology Solutions, and Technical Solutions

Values: Client Focus, Integrity, Imagination

Philo so p hy

At Triumph, our people are our greatest asset.Our team’s intellect, innovation, and sense ofurgency are what make Triumph unique. Wemake certain that our client is central toeverything we do. This approach enables

Triumph to consistently exceed expectations. This 360 degree style of service, with the c lientat the center encircled by Triumph’s CST’s(client solution teams), ensures that the clientwill have efficient, open lines ofcommunication as well as maximumavailability to Triumph Enterprises.

To ensure that Triumph employees haveeverything they need to be successful, wehave created a Business Solutions Team that

include: human resources, information technology, contracts, accounting and finance. Finally,the Triumph executive leadership support team encapsulates the entire structure to provideconsistent oversight and guidance.

Triumph realizes traditional methods of measuring client satisfaction have fallen short. We haveestablished a C lient Care Representative (CCR) to proactively identify Triumph’s effectivenessat satisfying our internal and external client needs.

Clients

USN

CST

USAF

CST

TSA

CST

NIH

CST

OSD

CST

PNY

CST

USMC

CST


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The Exec ut ive Lea d ership Te am The Leadership Team is responsible for setting and overseeing implementation of the vision andstrategy for Triumph. The Leadership Team also spearheads business development efforts,achieves financial goals and ensures that Triumph’s day-to-day operations run smoothly.

The Executive Leadership Team consists of:

Scott Ulvi, President and CEO

Peter Armatis, Vice President, Civil Sec tor Robert McNeil, Vice President, Defense Sector J effrey Neal, Vice President, Contrac ts & Administration Robert Plumb, Vice President, Strategic Initiatives Brandy Wicks, Direc tor of Marketing and Communications Stephanie Winebarger, Director of Human Resources


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Equal Employment and Harassment Policies

Equal Employment Opportunity The Company provides equal employment opportunities to all employees and applicants foremployment without regard to race, color, religion, sex, national origin, age, disability, geneticinformation, status as a Vietnam-era or special disabled veteran, or any other legally protectedcharacteristic, in accordance with federal, state and local laws. This policy applies to all terms

and conditions of employment, including, but not limited to, hiring, placement, promotion,termination, layoff, recall, transfer, leaves of absence, compensation, and training. TriumphEnterprises will not tolerate any unlawful discrimination and any such conduct is prohibited.

Americans with Disabilities Act Triumph Enterprises will make reasonable ac commodations for all qualified applicants andemployees with disabilities in accordance with the Americans with Disabilities Act (ADA),affirmative action program (AAP) and other applicable federal, state and local laws.Accommodation shall be consistent with the job qualifications of the position and theoperational needs of the Company. When employees are featured in publications, allemployees will be mentioned including special disabled veterans. Employees who would like to

obtain further information about the ADA or to request an accommodation should direct allsuch inquiries to Human Resources.

Prohibited Harassment Triumph Enterprises is committed to providing a work environment free of discrimination andharassment. Triumph’s environment enc ourages mutual respect, promotes respectful andcongenial relations between co-workers, including all levels of management, vendors andcustomers. Accordingly, Triumph Enterprises ab solute ly prohib i ts harassment or discriminationbased on race, color, religion, sex, national origin, age, disability, and genetic information,status as a Vietnam-era or special disabled veteran, or any other legally protectedcharacteristic.

In keeping with this commitment, Triumph Enterprises will vigorously enforce its policy aga instunlawful harassment. All reported or suspected occurrences of harassment will be promptly andthoroughly investigated. Where harassment is determined to have occurred, TriumphEnterprises will immediately take appropriate disciplinary ac tion, including written warnings andpossible suspension, transfer and/or termination.

Triumph Enterprises will not permit or condone any acts of retaliation against anyone who filesgood faith harassment complaints or cooperates in the investigation.

1. The term “harassment” includes but is not limited to unwelcome slurs, jokes, verbal,

graphic or physical contact relating to an individual’s race, religion, sex, sexualorientation, age, national origin, or disability.

2. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, orother verbal or physical conduct of sexual nature where:

a. Submission to such conduct is made either explicitly or implicitly a term orcondition of employment;

b. Submission to or rejec tion of such conduc t is used as the basis for decisionsaffecting an individual's employment; or

c. Such conduct has the purpose or effect of creating an intimidating, hostile, or


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offensive working environment.3. The term “harassment” may also include conduct of employees, supervisors, vendors

and/or customers who engage in verbally or physically harassing behavior which has thepotential for humiliating or embarrassing an employee of Triumph Enterprises.

Ma nd a to ry Proc ed ure s In C a ses O f Hara ssm en t .

Any employee who believes that she or he has been subjected to unlawful harassment of anykind has the responsibility to report the harassment immediately to her or his supervisor. If the

employee is uncomfortable reporting the harassment to her or his immediate supervisor(whether because the supervisor has committed the harassment, or for any other reasonwhatsoever), the employee must report the harassment to the next higher level ofmanagement above the immediate supervisor or, if the employee prefers, to the HumanResources Direc tor, President or owner of Triumph Enterprises.

Triumph Enterprises is committed to taking all reasonable steps to prevent harassment, and willmake every reasonable effort promptly and completely to address and correct any harassmentthat may occur. However, the Company cannot take prompt and effec tive remedial actionunless each employee assumes the responsibility of reporting any incident of harassmentimmediately to an appropriate supervisory employee.

Every report of harassment will be investigated promptly and impartially, with every effort tomaintain employee confidentiality. The complainant and the accused will be informed of theresults of the investigation. If the Company finds that its policy has been violated, it will takeappropriate corrective and remedial ac tion, up to and including discharge.

Conf ident ia l i ty

All reports of harassment will be treated seriously. However, absolute confidentiality is notpromised, nor can it be assured. Triumph Enterprises will conduct an investigation of anycomplaint that will require limited disclosure or pertinent information to certain parties, includingthe alleged harasser.

Inve st ig a t ion Pro c ed ureOnce a complaint is received, Triumph Enterprises will begin a prompt and thoroughinvestigation. The investigation may include interviews with all involved employees, includingthe alleged harasser, and any employees who are aware of facts or incidents alleged to haveoccurred.

Once the investigation is completed, a determination will be made regarding the validity of theharassment allegations. If it is determined that harassment has occurred, prompt remedialaction will be taken.

If the harasser is from a vendor or customer, Triumph Enterprises will take appropriate action to

stop the conduct.

Duties of Em p lo ye e s a nd Sup e rviso rs

All employees of Triumph Enterprises, both management and non-management, areresponsible for assuring that a workplace free of harassment is maintained. Any employee mayfile a harassment complaint regarding incidents experienced personally or incidents observedin the workplace. Triumph Enterprises strives to maintain a lawful, pleasant work environmentwhere all employees are able to effectively perform their work without interference of any typeand requests the assistanc e of all employees in this effort.


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All Company supervisors and managers are expected to adhere to Triumph Enterprises’ anti-harassment policy. Supervisors’ evaluations may include an assessment of the efforts infollowing and enforcing this policy.

All managers and supervisors are responsible for doing all they can to prevent and discourageharassment from occurring. If a complaint is raised, supervisors and managers are to actimmediately to notify Human Resources of the complaint so that Human Resources may

proceed with an investigation. If a supervisor or manager fails to follow this policy, he or she willbe subject to disciplinary action, up to and including termination.

EthicsIt is Triumph Enterprises’ standard of conduct and express policy that a ll dealings with our customsuppliers, competitors and co-workers will be conducted with the highest level of ethical behaviorin complete compliance with the spirit and the letter of the applicable laws and regulations.

Improper activities, or even the appearance of impropriety, could result in serious consequencethe company and the employees involved in such activities. An employee’s adherence to this pis a significant indicator of the individual’s judgment and competence, and will be taken

consideration when evaluating future assignments and promotions. Insensitivity to, or disregard foprinciples set forth in this policy will be grounds for appropriate disciplinary action, including dismNo employee shall, on behalf of Triumph Enterprises engage in any conduct that violates any law otherwise inconsistent with the highest levels of honesty and integrity.

It is also Triumph Enterprises’ policy to foster a free and open atmosphere that allows andencourages employees to make inquiries, or to report possible business ethics violations orviolations of law, regulations, policies or procedures without fear of retribution or retaliation formaking such reports or inquiries. See Triumph’s Ethics Policy for complete details.

Getting StartedEmployment CategoriesSince all employees are hired for an unspecified duration, these categories do not guaranteeemployment for any specific length of time. Regardless of within which category an employeefalls, he/she is always an employee-at-will as stated in this handbook. For purposes of salaryadministration and eligibility for overtime payments and employment benefits, the companyclassifies its employees as follows:

Em p loye e Int rod uc tory Per iod

Employment, including transfers, is considered to be on an introductory basis for the first four

months from when an employee has received required security clearances/ approvals/badging. This gives you an opportunity to get to know the business where you work, andintroduces you to your responsibilities.

During this introductory period, you and your supervisor will have an opportunity to observe andevaluate eac h other. You will be evaluated for competencies as defined in your employeeperformance evaluation.


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Full Tim e Reg ula r Em p loye e s

Employees hired to work the Company's normal, full-time, thirty hour or more workweek on aregular basis. Such employees may be “exempt” or “nonexempt” as defined below.

Pa rt Tim e Reg ular Em p lo ye es

Employees hired to work fewer than thirty hours per week on a regular basis. Such employeesmay be “exempt” or “nonexempt” as defined below.

Tem p orary Em p loye eEmployees hired for a specific period of time, project, or assignment. Such employees are paidfor actual hours worked and are not eligible for benefits. Employees hired for a specific projector period of time will not experience a change in status simply because they remain inemployment for a longer period of time. Employees who change from temporary status toregular employee status do not receive credit for their service as a temporary employee. Anemployee will change from temporary to regular status only if advised of such a change inwriting from Human Resources.

1099 Co nsultan t

Individuals who are not employees but are hired as an independent resource to complement

existing staff to complete a specific project and/or provide support during a specific period oftime. IRS regulations govern the 1099 consultant and Triumph relationship. This handbook andits contents only apply to employees. Individuals who change from contractor to regularemployee status do not receive a credit for their service in the capacity of contractors. Achange to or from a contractor status can be made only with written consent from Triumphsenior management.

None xem p t Em p loye es

In accordance with the Federal Labor Standards Act (FLSA) and the state of Virginia,nonexempt employees are eligible to receive overtime pay at a rate of one and one-half timestheir regular pay for time worked in excess of 40 hours per workweek.

Exem p t Em p loye esExempt employees are not eligible for overtime, in accordance with the Fair Labor StandardsAc t. Executives, professional employees, outside sales representatives, certain computerprogrammers, and employees in administrative positions (e.g. human resources andaccounting) are typically exempt.

You will be informed of your initial employment classification and of your status as an exempt ornonexempt employee in your offer letter. If you change positions during your employmentbecause of promotion, transfer, or otherwise, you will be informed by your supervisor of anychange in your exemption status. Please direc t any questions regarding your employmentclassification or exempt status to your supervisor or Human Resources.

Notice to Our Employees This employee handbook supersedes all previous employee handbooks, in addition tomanagement memos that may have been issued on subjects covered herein.

Change in PolicySince our business is constantly changing, we expressly reserve the right to change any of ourpolicies, including those covered here, at any time. We will notify you of these changes byappropriate means. Changes will be effective on dates determined by Triumph Enterprises and


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you may not rely on policies that have been superseded. No supervisor or manager has anyauthority to alter the foregoing.

If you are uncertain about any policy or procedure, please check with your supervisor or HumanResources.

Benefit Programs

Insurance Benefits Triumph Enterprises makes group health, dental, vision, disability, life insurance, flexible spendingaccounts and 401k plans available to eligible employees and in some cases, their dependents.

Some benefits are offered at no cost to employees, while others require cost-sharing between theemployee and Triumph.

Specific details regarding coverage and benefits are outlined in the applicable certificatebooklet, Summary Plan Description or contract. These booklets are provided at the time anemployee is eligible to participate in the plans. Employees may also contact Human Resources

with questions regarding the benefit plans offered. In the event there is any question or conflict inlanguage or interpretation between those booklets and documents in relation to the provisions ofthis Handbook, the terms of the actual contracts and other plan documents will control over thesummaries in this Handbook.

It is further understood that, in accordance with applicable law, Triumph Enterprises reserves theright to modify or terminate these benefits at any time in its sole discretion.

Continuation and Conversion of Health Insurance Benefits (COBRA)In accordance with applicable law, if your employment with us is terminated, or if youexperience a reduction in hours of employment, and under certain other conditions, then you,

your spouse and/or dependent children may be eligible to either continue your present level ofhealth insurance coverage (even if you would otherwise lose coverage) under the Company’sGroup Health Insurance Plan, at your own cost, for a period of up to eighteen (18) months (or insome situations up to 36 months), or you may be able to convert your group coverage toindividual coverage. Additional details regarding COBRA and insurance conversion rights ofemployees, their spouses and children are set forth in our Group Health Insurance Plan’sSummary Plan Description and/or in other notices distributed directly to covered employeesand their spouses. If you are covered by the Plan and you have not received notice of yourinsurance conversion rights, you should contact the Plan Administrator immediately.

Short and Long Term Disability

As a benefit to full-time employees, Triumph Enterprises offers short-and long-term disabilitybenefits. The eligibility terms and conditions of disability benefits are c ontained in the summaryplan description available on iTriumph. The period of time an employee is absent and receivingbenefits is considered short-and/or long-term disability leave.

Short-and long-term disability benefits are intended to provide continuation of income forperiods of time where an employee is medically disabled and unable to work.

Employees must contact Human Resources to apply for short-and/ or long-term disabilitybenefits. Our current benefit carrier is Guardian Disability.


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Mo ne ta ry Aw a rd s

Monetary awards are those paid by any negotiable instrument (cash, check, money order, anddirect deposit), or any item that can be readily converted to cash, such as savings bonds or giftcertificates. Monetary awards shall not be added to an employee's base pay; rather, they willbe paid as a bonus and taxed accordingly. Award totals may not be increased by the amountof payroll taxes normally deducted from employees' pay.

Non-mo neta ry Aw a rd s

Non-monetary recognition awards include: meals; trips; plaques; trophies; certificates; deskitems; cups and mugs; persona l items of clothing such as caps, shirts, and sweatshirts; and otheritems such as tools, electronics, radios, sports equipment and timepieces.

Pla nned Em p loye e Rec og n it ion

This approach is characterized by pre-arranged, more frequently, less formal scheduled ways ofacknowledging contributions and accomplishments of an individual or team.

Im m ed ia te Em p loye e Rec og n it ion

This approach provides employee rewards and recognition at any time for demonstration ofbehaviors and values of the organization, contributions to the goals and objectives of the

organization or work unit and to acknowledge individual or team ac complishments.

Education Reimbursement Triumph Enterprises encourages all employees to continue their ac ademic education andsupports its staff in professional growth that will also translate into growth for the organization.Educational reimbursement is designed to encourage job-related study that ultimately leads toan academic degree. Each year the Board of Directors will budget an amount for educationreimbursement. Contact Human Resources for the available budget.

Relevant educational tuition, registration, books, and lab fees are reimbursable, up to thedetermined maximum, under this policy. All requests for educational reimbursement require

approval in advance by the immediate supervisor and Vice President using the TrainingReimbursement Form loc ated on the iTriumph site under Corporate Forms and Online Tools. Toreceive approval, the course of study must, in Triumph Enterprises’ judgment, be of goodqua lity, relate to your present position, and/or provide attainable skills for career mobility withinthe Company. For degree programs, elec tive courses will be reviewed on a case-by-case basisto determine applicability.

Each employee is responsible for paying full tuition. Employees may submit receipts at theconclusion of coursework along with final grade report to receive reimbursement from thecompany for the course. Education reimbursement expenses will be reimbursed upon coursecompletion based on the following scale:

Grades of “A” or “B” = 100%, “C” = 75%, any grade lower than a “C” = 0%, or Pass = 100%, Fail =0%. Employee must submit transcript and/or grade report for reimbursement. Other conditionsfor reimbursement include:

Coursework must be related to a degree program that is applicable to the employee's job functions (current or future)

Coursework must be in accordance with documented goals in the employee’sdevelopment assessment.

Employees must be in a full-time employment status during the period courses are taken Employee must remain in full-time employment status throughout the duration of


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coursework and 12 months after course completion Employee must be in good standing and remain so in order to be eligible for education

reimbursement. Documented performance concerns will disqualify an employee frombeing eligible to receive future education reimbursement until performance improvesand is sustained.

If an employee voluntarily resigns or is dismissed for poor performance or breach of policy, thefollowing payback terms apply:

Up to $2,500 for undergraduate and up to $3,500 for graduate coursereimbursement/year – Employee is responsible for paying back in full if action occurswithin one year of final payment for course(s).

Over $2,500 for undergraduate and over $3,500 for graduate course

reimbursement/year – Employee is responsible for paying back in full if action occurswithin two years of final payment for course(s).

The employee is expected to schedule course work during the evening and weekends in orderto continue support of the client’s requirements during normal business hours. Any exceptionsmust be discussed with your supervisor and approved by the Vice President.

Training Reimbursement Triumph Enterprises encourages all employees to attend job-related training including obtainingand renewing professional certifications. Each year the Board of Directors will budget an amountfor training and employees will be notified once the amount is set.

Reimbursement for training activities is contingent upon the training being applicable to theemployee's job function or towards certification/re-certification and the training need isdocumented in the employee’s development assessment. Employee’s must also provide

justification as to how their taking a course or training with benefit the client they work with. As partof the approval requirements, the employee must be full-time, and remain in full-time statusthroughout the duration of coursework and 12 months after course completion.

Once approved, employees are responsible for making the payment for the course upfront. 50%of costs incurred by the employee for training may be reimbursed upon payment. Employee mustsubmit a receipt detailing the costs and course information with an expense report to Accountingfor reimbursement. The balance of reimbursement will be paid upon training completion. If yourequire assistance with paying for approved training upfront, please provide an explanation ofyour needs on the request form under “Explanation of Request for Assistance.”

If an employee voluntarily resigns or is dismissed for poor performance or breach of policy withinone year of course completion and reimbursement, they will be required to pay back to Triumphwhat they were reimbursed, in full.

The employee is expected to arrange training around the client’s requirements. If training isrequired during the business day, the employee is responsible to provide a plan on supporting theclient’s needs while away and also a plan on either making up the time, taking PTO or obtainingapproval from the client to charge training hours to the contract. If travel is required, theexpenses will be covered by the training budget and will count towards the employee’s trainingdollars for the year.

Professional Memberships Triumph Enterprises, Inc. reimburses members of our staff for job related Professional Affiliations


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up to $300 per calendar year. All requests for reimbursement for Professional Membership feesrequire approval in advance by the immediate supervisor.

Employee Referral BonusA referral/rec ruitment bonus of $2,000 (before taxes) is pa id to employees who refer anindividual who is hired into a full-time position to meet an open requirement at TriumphEnterprises, Inc. This bonus may be increased on occasion for hard to fill positions. Thesespecial bonus periods will be announced to employees through iTriumph and emails.

The referring employee must be named by the candidate on their Triumph application. Referralbonuses will be paid after the individual has received badging/security clearance (asapplicable), has been successfully performing the duties of the position for 6 months, and is anemployee in good standing at that time. If there are identified performance concerns with thereferred employee, at its discretion, Triumph management may defer the referral bonus untilany issues are resolved.

Client Solutions Program Leaders (CSPLs) and above are not eligible to receive a referral bonusfor any positions over which they have hiring approval or authority. Senior management (ClientSolutions Team Leaders and above), recruiting and human resource staff are not eligible for

referral bonuses.

Annual Bonus PlanAt the end of the calendar year, a bonus may be given to those employees who demonstrateconsistent, exceptional performance above and beyond their daily job responsibilities. SeniorManagement and supervisors determine candidates and bonus amounts. A few of thedetermining factors are: employee contribution to client satisfaction, new business acquisition, andnon-project related assistance that benefits the corporation. To qualify for this benefit you must bea fulltime employee for six (6) months.

Safety and Workers’ Compensation Triumph provides workers’ compensation benefits to employees for job related injury or illness. Thisinsurance provides for medical care and temporary disability, and benefits for permanentdisability.

Creating a safe place to work free of accidents is everyone’s concern. If you become injured or illon the job, you are to report immediately to your supervisor. Your supervisor will complete a “FirstReport of Injury” form which must be submitted to Human Resources within five (5) working daysfollowing the date of the accident or illness. Medical care will be provided as required by workers’compensation statutes. If you fail to report an accident that develops into a “lost time accident”at a later date, you may have difficulty obtaining workers’ compensation benefits. No matter howinsignificant an injury may seem at the time of occurrence, you should notify your supervisor

immediately.

You should be aware that workers’ compensation insurance does not cover the payment ofworkers’ compensation benefits for any injury that arises out of your voluntary participation in anyoff-duty recreational, soc ial, or athletic activity that is not part of your work-related duties.

Cell Phone and Wireless Device Reimbursement To meet business needs, Triumph may provide employees with a cellular phone or other handheldwireless devices. We use several factors to determine business needs – Contract or client


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requirement, billable, excessive travel between sites, etc. We will review each request on a caseby case basis. These communication devices should be used to fac ilitate the conduct of businesswhen away from the office or as a business need. Contact your supervisor to start the process ofapproval for cell and/or wireless device reimbursement.

In some cases, a Triumph employee may use their own cell or wireless device for business needs andreceive a stipend each month for that use (when approved).

The primary purpose of wireless communication devices is to conduct company business.

Triumph will provide a stipend each month for employees where a determination has been maa cell or wireless device is needed as part of their job function. This determination will often reqsupporting documentation from the client or other applicable sources.

Stipend amounts: $80 / month for unlimited voice usage

$140 / month for unlimited voice and data usage

In cases where additional monthly charges are incurred because the allotted minutes have

been exceeded, the employee will be responsible for this overage amount.

All employees receiving the monthly stipend must submit their wireless statement by the lastday of each month for verification purposes.

Under no circumstances should wireless devices be used for text messaging, email, or othersimilar functions while driving.

The use of wireless communication devices for occasional personal calls is permitted butshould be limited in number and duration during work hours.

Calls should be limited to business use only and every effort should be made to minimize

disruption to co-workers and/or clients. Ringers and other notification and alarms should be

turned on vibrate or low volume.

Care should be taken to protect the company’s business practices and confidentialinformation. Wireless devices should be used in areas where text cannot be seen by othersand call cannot be overhead by others.

Pay, Hours and Expenses

Work Hours

The workday is defined as eight hours of authorized work between 8:00 a.m. and 5:00 pm.Employees may also be assigned to alternative schedules to include flextime with theauthorization of their supervisor. All full-time employees are normally expected to work an 8-hour day, and a 40-hour workweek. Work schedules are only changed to accommodate theclient or for other approved circumstances. Full time, non-exempt employees shall work aminimum of five eight-hour days per week of a fixed and recurring schedule. Non-exemptemployees will be paid overtime for all pre-approved hours worked in excess of 40 hours perweek.


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Timesheet and Expense ReportingAs a professional service organization working for the Federal Government, it is imperative for

Triumph to accurately record labor charges and abide by strict accounting rules in tracking andreporting all expense and labor charges. At Triumph, we require each non-exempt (i.e., hourly)and exempt (salaried) employee to take responsibility for accurately recording all hours worked,rounded to the nearest quarter hour (whether paid or unpaid). Employees should indicate PTO,holidays and leaves of absence on his/her timesheet, as well as any reimbursable expensesincurred in performing their assignments.

Triumph’s timekeeping policy was developed and issued in accordance with the FederalAcquisition Regulation (FAR) and Cost Accounting Standards (CAS). Compliance with this policy ismandatory and is a condition of continued employment with Triumph. Employees receive initialtraining on the timekeeping system during new hire orientation. Additional annual re-training isavailable at the request of the supervisor and/ or employee.

The company is responsible for ensuring the integrity of its labor reporting system, and employeesmust not mischarge. Management will not direc t employees to intentionally mischarge.

Employees who suspect mischarging or who believe they are being directed to mischarge should

immediately contact the C ontracts Administrator to determine how the time should be charged. They should then notify their supervisor of the Contract Administrator’s recommendation and, if thesupervisor disagrees, refer the matter to HR. Employees should correct all timesheet errors andmischarges in Deltek and re-submit to their supervisor for approval.

Tim e Wo rked

Triumph uses the concept of Total Time Accounting as required by DCAA and other FederalGovernment Agenc ies. Total Time Accounting is defined as: All the hours worked by theemployee for Triumph must be recorded in the time system against a job charge code that hasbeen approved by your supervisor, rounded to the nearest quarter hour.

Time worked is used to determine the actual cost of hours and any overtime pay required fornonexempt employees. The following provisions are included as time worked:

1. Wo rk Aw a y from Prem ises or a t Hom e : A non-exempt employee shall not be permitted toperform work away from the premises, job site or at home, unless allowed by the contract andapproved in advance in writing by the employee’s supervisor and client. In some instances,employees will be required to perform work (requested and approved by the external client)away from the premises. In those instances, employees are required to produce a discernabledeliverable. If approved, work performed off the premises, job site or at home by a non-exempt employee will be counted as time worked.

2. Brea k Time : Rest periods of 15 minutes or less are counted as time worked.

Time worked should be logged under either: “Billable” – these are hours that c a n be charged to a contract. These hours must be

approved in Deltek by your supervisor. “Indirec t” – these are hours that c a n n o t be charged to a contract. These hours must be

approved in advance by the President, and by your supervisor in Deltek.

Tim e No t Wo rked


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Per the Fair Labor Standards Act (FLSA), Triumph doesnot count the following provisions as timeworked:1. Pa id Lea ve : Approved paid absences, including but not limited to sick leave, vacation

leave, holiday leave, FMLA (whether paid or unpaid), military leave, jury and witness duty,funeral/bereavement leave, and voting time off are not counted as time worked.

2. Lunc h o r Dinner Pe rio d s : Uninterrupted time off for lunch or dinner is not counted as timeworked.

3 . O the r Fa c tors : Loss of funding, loss of contract and other factors that result in time not

worked. Time no t worked should be logged under the proper “Leave” category as appropriate.

Overt ime

Triumph’s overtime policy is formulated in accordance with all relevant labor laws andregulations issued by the U.S. Department of Labor. Overtime is defined as authorized hoursworked by an hourly or non-exempt employee in excess of 40 hours in a workweek (a seven-day cycle beginning on Monday and concluding on Sunday) and should be recorded and,when necessary, rounded to the nearest quarter of an hour. Overtime must be approved inwriting, in advance by the supervisor to whom the employee reports.

Time fo r Perso na l Busine ss

Employees are allowed to make up time to attend to doctors and/or dentists appointments.For exempt employees, time must be made up within a pay period. For non-exemptemployees and per FLSA, time must be made up within the work week. Please submit in writingthe appointment time, the days and hours the time will be made up to your supervisor forapproval.

Lo g g ing Tim e Employees must complete their timesheet on a daily basis at a minimum. Timesheets must beupdated on a daily basis at a minimum. When traveling, timesheets should be completed dailyvia internet.

Ch a ng ing Tim eshe etsChanges to a timesheet may be made only by the employee and must be approved by asupervisor. Changes must list the reason for the change. Instructions for making changes bothbefore and after supervisor approval and timesheet processing can be found in the “Deltek TimeCollection Manual” that is located on iTriumph under Corporate Policies.

Timeshe e t Sub m ission

At the end of a pay period, each employee must ensure his timesheet and expenses areaccurate and complete. The timesheet is a legal document; by signing the completedtimesheet, the employee is certifying that all information is current, accurate and complete.

As a general rule, unless otherwise instructed by your supervisor, timesheets and expense reportsmust be received by close of business (COB) on the last day of the time period (15th and end ofmonth). For cases where the timesheet period falls on a weekend or a holiday, time andexpenses should be reported by noon the next business day following the end of the timesheetperiod.

Instructions for submitting timesheets can be found in the “Deltek Time Collection Manual” thatis located on iTriumph under Corporate Policies. All timesheets and expense reports must besubmitted to the supervisor for approval.


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Pa y Perio d s

Pay periods may include paid time off (PTO), holidays, and billable and un-billable hours. Timesheet periods span a one half-month period, commencing with the 1st of each month andending with the 15th (first half month) and commencing with the 16th and ending on the last dayof the month (second half month).

As an employee-oriented company, Triumph has built a timekeeping system that should

provide employees with the flexibility to incorporate personal schedules into their workweek.

Que st ions Ab o ut Tim eshe et s

Employees should submit all questions regarding timesheets to their supervisor. If an employeecannot obtain clear guidance from his/her supervisor, s/he should seek guidance from HR.

Expense Report Submission Triumph issues expense checks twice a month. Expenses received from employees within four (4)business days of these dates will be issued in that check run otherwise they will be issued in the nextperiod’s check run.

Your Salary Triumph Enterprises has a goal of providing you with a fair and equitable salary for the job youperform. Raising wages depends on job responsibilities, contract provisions (for directemployees), ability to get along with other workers, your performance, and willingness tocooperate and accept supervision, attendance, and other job-related factors. Salaryadjustments, if any, generally occur on an annual basis and in conjunction with contract periodchanges (for direc t employees). Indirec t employee salaries will be assessed for adjustment by 1

J anuary each year.

Payroll Deductions Triumph is required to comply with court orders, liens and wage assignments and to make

proper deductions from your earnings on your behalf. Amounts withheld vary according tohow much you earn, your marital status, government employment regulations, among otherfac tors. These mandatory deductions are made until the maximum amount is reached.

Payday Triumph Enterprises’ pay cycle is on a semi-monthly pay period as indicated on your “Conditionsof Employment.” Paychecks or pay stubs are mailed to your home address on file on payday.Direct deposit is the preferred method of payment. Any exceptions should be coordinated withPayroll. Direct deposits forms are available from Human Resources. Triumph Enterprises doesnot provide any payroll advances or extend credit to employees. If you lose your paycheck,notify your supervisor immediately.

Administrative Pay Corrections The Company takes all reasonable steps to assure that employees receive the correct amountof pay in each paycheck and that employees are paid promptly on the scheduled payday.

In the event that there is an error in the amount of pay, you should promptly bring thediscrepancy to the attention of your supervisor so that corrections can be made as quickly aspossible.


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Corrections of paychecks will be made in the next regular paycheck unless this presents a burdento the employee (where there is a substantial amount owed). In that case, the Company willattempt to arrange a schedule of repayment(s) with the employee to minimize the inconvenienceto all parties involved.

Time Away From Work

Paid Leave Triumph Enterprises’ policy for leave, holiday, bereavement, or other paid leaves is described ingreater detail below. In order to be eligible for these benefits, you must be a regular full-timeemployee. For employees whose employment is covered by the Service C ontract Act (“SCA”),paid leave benefits are administered in accordance with the SCA and related regulations.

These benefits are intended to provide eligible employees with a period of rest and relaxationaway from work.

Ab se nte e ism a nd Ta rd ine ss - In the event of illness or personal emergency, notify your Triumph

CSPL and/or CSTL immediately that you are unable to come to work that day, or if you mustleave work early. You are expec ted to notify your CSPL and/or CSTL da ily if you will not be indue to illness or unexpected events. If you are unable to notify your CSPL and/or CSTL yourself,you should make sure a relative, friend or colleague notifies them of the reason for yourabsence and when you anticipate returning to work. You should notify your client contact(s)regarding your absence as appropriate as well.

Be sure to change your voicemail and email to notify those trying to contact you that you areout of the office. You should indicate when you anticipate you will return and who to contactin your absence.

If you are absent for more than three consecutive workdays, a statement from a physician maybe required before you will be permitted to return to work. If you fail to report to work for threeconsecutive scheduled working days without proper notification, your supervisor may consideryou to have “abandoned” your job and treat your absence as a voluntary resignation.

Pa id Tim e O ff (PTO ) - PTO begins to accrue upon date of hire. Using PTO during introductoryperiod is permitted on an exception basis only. Ac crued hours should be utilized in theemployment year in which they are earned. However, in the event that this is not possible, 80hours of unused PTO hours may be carried over to the following year. PTO is to be used for sickleave, personal leave and vacation.

Your PTO is accrued each pay period in accordance with the following schedule:

Len g th o f Servic e Rate o f Ac c rua l 0 – 24 months 120 hours per year (5.0 hours per pay period)25 – 48 months 144 hours per year (6.0 hours per pay period)49 – 72 months 168 hours per year (7.0 hours per pay period)73 – 108 months 192 hours per year (8.0 hours per pay period)109+ months 216 hours per year (9.0 hours per pay period)

All leave shall be requested in writing and scheduled in advance with the employee’s


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immediate supervisor to ensure that leave does not conflict with job requirements. This writtennotice should include the dates requested. When scheduling time, employees must give atleast two week’s notice to their supervisor so that business requirements can be fulfilled in theirabsence. It is the responsibility of the employee to confirm with the immediate supervisor thatsufficient leave has accrued before requesting leave.

Negative Leave and Leave without Pay (LWOP) - On an exception basis, an employee may gonegative in their PTO balance. Permission to go negative must be approved through a request

submitted by the employee’s supervisor (Leave Request Form). The Leave Request Form willhave be approved by your immediate supervisor, CSTL and Human Resources. The employee’sperformance, as well as other factors, will be a consideration when deciding whether toapprove negative PTO hours. If approved, an employee may go negative up to 32 hours. Noadditional leave will be approved until the employee has accrued sufficient hours to make upfor the negative hour balance. After a negative leave occurrence is completed, employeesare not able to go negative in their leave for six months following. We now require all new hiresthat have leave planned following their hire date, and will not have sufficient PTO to cover, tocommunicate this ahead of time with Recruiting and Human Resources. We will now beincluding this planned leave in all offer letters going forward.

Because we offer a generous leave package and allow employees to “make up” time, the useof leave without pay (LWOP) is discouraged and may only be used in case of emergency.LWOP is reserved in instances where an employee has an emergency and does not have timeac crued, or has a negative time bank balance. The employee’s performance will be aconsideration when dec iding whether to approve LWOP. All LWOP has to be approved inwriting in advance by your supervisor, CSTL and Human Resources (Leave Request Form). LWOPmay only be used in full-day increments (8 hours).

If it is not possible to obtain advance approval of leave due to a personal emergency, notifyyour CSPL and/or CSTL immediately that you have a personal emergency and must leave workearly, or are unable to come to work that day. You are expected to notify your CSPL and/orCSTL daily if you will not be in due to a personal emergency. If you are unable to notify them

yourself, you should make sure a relative, friend or colleague notifies your CSPL and/or CSTL ofthe reason for your absence and when you anticipate returning to work. You should notify yourclient contact(s) regarding your absence as appropriate as well. Be sure to change yourvoicemail and email to notify those trying to contact you that you are out of the office. Youshould indicate when you anticipate you will return and who to contact in your absence.

PTO Paid Out Upon Termination - If an employee voluntarily resigns, up to 80 hours of your PTObalance and unused floating holidays will be paid in the final paycheck to employees whoprovide a two weeks’ notice period and complete it. Further, if an employee terminatesemployment with a negative PTO balance, it will be deducted from the final paycheck, inaccordance with applicable law. Employees may not use PTO hours during their notice period

and may not use accrued balances for purposes of calculating the termination date. Termination dates are the last day ac tually worked.

Holidays - Full-time employees are eligible for paid holidays during each calendar year. Toreceive holiday pay you must work the regularly scheduled workday before and after theholiday, unless the Supervisor approves an exception in writing. Holidays must be used in 8-hourincrements only.

Ten holidays are observed by Triumph Enterprises, Inc. each year:


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New Year's Day Martin Luther King Day President’s Day Memorial Day Independence Day Labor Day Columbus Day Veteran’s Day

Thanksgiving Day Christmas Day

All available holiday hours will be c redited to your holiday balance in Deltek at the start of eachyear or your hire date. If you start with Triumph after a holiday has occurred, you will notreceive those holiday hours. Employees are encouraged to take holidays on the day they areobserved, but should you wish to use them as "floaters" you need to get your supervisor'sapproval in writing. Holiday hours are not carried over from year to year and must be used byDecember 31st. If your employment with Triumph terminates, no remaining holiday hours will bepaid out to you as a departing employee.

Whe n on c lien t site a nd a c lien t -ob served ho lid a y oc c urs w hic h is no t a Trium p h-ob served

ho lid a y, the em p loye e ha s sev era l op t ion s inc lud ing w orking in Trium p h o f f ic e sp a c e, w orking

f rom hom e o r using a f loa t ing ho lid a y. See you r sup erv isor for sp ec if ic c on tra c t terms w hic h

m a y lim it the op t ions a va ila b le to yo u. Note tha t if you c hoo se to w ork, you m ust co ord ina te

work assignment and del iverables wi th your c l ient in addi t ion to coordinat ing wi th your

sup e rviso r.

Family and Medical LeaveIt is the policy of the Company to grant periods of unpaid leave to employees who request timeoff for family or medical reasons in accordance with the Family and Medical Leave Act of 1993(“FMLA”). The general eligibility criteria and general guidelines used in administering this policy

are set forth below.

Covered Employees - To be eligible for leave under the FMLA, you must have been employedby the Company for at least 12 months and 1,250 hours to be eligible for FMLA leave. However,although the 12 months of employment need not be consecutive, employment prior to acontinuous break in service of 7 years or more need not be counted toward the qualifying 12months of employment unless the break was required by military service or pursuant to a writtenagreement. In addition, you are only eligible for leave under the FMLA if Triumph Enterprisesemploys 50 or more employees within 75 miles of your worksite.

Reasons for Leave - You may request leave under the FMLA for the following events: birth of achild; placement of a child with you for adoption or foster care; time needed to care for a

spouse, child or parent with a serious health condition; you are unable to perform your job dueto your own serious health condition; time needed to care for a spouse, son, daughter, parent,or next of kin who is a service member recovering from serious illness or injury sustained in theline of active duty; or because of a qualifying exigency arising out of the fact that the spouse,child, or parent of the employee is on active duty or has been notified of an impending call toorder to active duty in the Armed Forces in support of a contingency operation.

For purposes of this policy, a “serious health condition” requires 3 consecutive days ofincapacity plus “2 visits to a health care provider.” These 2 visits must occur within 30 days of


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the beginning of the period of incapacity and that the first of the 2 visits must occur within 7days of the first day of incapacity. In addition, “periodic visits” means at least twice a year. Fo rp urp o se s o f th is p o lic y, “se rio us illne ss o r injury” is a ny injury o r il lne ss inc urre d b y t he se rvic e

m em b er in the l ine o f ac t ive d u t y in the A rm ed Forc es tha t m ay rende r the m em be r m ed ic a lly

unf it to p er fo rm the d ut ies of the m em b er ’s of f ic e, grad e, ra nk, or ra t ing .

Length of Leave - If the FMLA leave is for the purpose of caring for a spouse, son, daughter,parent, or next of kin who is a service member recovering from serious illness or injury sustained

in the line of active duty, then FMLA leave is limited to a total of twenty-six (26) work weeksduring a twelve-month period. Otherwise, leave under the FMLA is limited to a total of twelve(12) work weeks during a twelve-month period.

In determining the amount of FMLA available to you, we will consider the twelve-month periodpreceding the date the leave is to be used. Leave taken to care for a sick family member orbecause of your own serious health condition may be taken intermittently or on a reduced workschedule when medically necessary and supported by certification from your doctor or otherhealth care professional. In such a situation, however, you may be transferred temporarily to aposition which, at the discretion of the Company, better accommodates the leave schedule,but is equivalent in pay and benefits to the position held prior to the leave. FMLA lea ve ta kenb ec a use of a q ua lif y ing ex ige nc y a rising out o f the fac t tha t the sp ouse, c h ild , or p a ren t o f the

em p loye e is on a c t ive d uty or ha s b ee n not if ied of a n im p end ing c a ll to o rd er to a c t ive d uty in

the Arme d Force s in sup p or t o f a c ont ingenc y op era t ion m a y a lso b e ta ken on a n in te rmit ten t

b a sis. FMLA leave taken for the birth of a child, or for the placement of a child for adoption orfoster care, must be taken as a single block of time, unless otherwise agreed to by theCompany, and eligibility for such leave ends twelve months after the date of birth orplacement.

Pay Status During Leave - Your pay status during a period of leave under the FMLA will dependon the reason for the leave, the length of the leave and the amount of available (i.e., earnedbut unused), sick, vacation and personal (SVP) time as of the beginning of the leave. You willbe required to utilize the SVP time which you have available to cover all or a portion of your

absence in accordance with applicable policy, and you will receive full pay until your availablepaid leave is exhausted. If appropriate, you may be paid short term disability benefits duringthe leave. Once your paid leave benefits are exhausted, you will be in unpaid status during theremainder of the leave. SVP time will not accrue during any period for which you are receivingshort term disability benefits or are in unpaid status.

Notice Required - If the need for leave is foreseeable, you must notify us at least thirty days priorto the date the leave is to begin. If the need is not foreseeable, you should provide as muchnotice as practicable. The request for leave should be made in writing and include the reasonfor the leave and amount of time required. If the leave is needed because of a serious healthcondition, whether yours or that of a family member, or because of a serious illness or injury of a

military service member in your family, you will be required to provide us with a health careprovider’s certification, on a form we will supply, to support the need for the leave. In the caseof leave taken because of your own serious condition, certification of your ability to return towork will be required.

Medical Certification Process Triumph will request medical certification from 2 to 5 days after you give Triumph notice of needfor leave or, in the case of unforeseen leave, the date that the leave begins. If Triumph deemsa medical certification to be incomplete or insufficient, Triumph will specify to the employee in


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writing what information is lacking and give the employee 7 calendar days to resolve thedeficiency. If the employee fails to do so, Triumph may deny the leave.

Fitness for Duty Certifications Triumph may require a Fitness-For-Duty Certification in 2 respects. First, Triumph may require thatthe certification specifically address the employee’s ability to perform the essential functions ofhis/her job. Second, where reasonable job safety concerns exist, Triumph may require a Fitness-For-Duty Certification before an employee may return to work from an intermittent leave.

Effect on Benefits and Employment - Coverage under the Company’s group health plan willcontinue at no additional expense to you during any period that you are on leave under theFMLA. You will, however, be required to continue paying your portion of the premium for yourown and any dependent coverage, as well as any contributions to the Flexible SpendingAccounts, should you wish to keep such coverage in effect. Coverage under the Company’slife and long term disability policies will be continued in accordance with the provisions set forthin our general Leave of Absence policy. Should you fail to return to work after the expiration ofyour leave, you may, depending on the circumstances, be required to refund to the Companyany health insurance premiums paid on your behalf during the leave.

Upon return to work from leave under the FMLA, you will be placed in the position you held priorto the leave or in one which, in the Company’s judgment, is equivalent in pay, benefits andother conditions and terms of employment to that held prior to the leave. If you are considereda key employee under the FMLA, however, we are unable to guarantee reinstatement.

The provisions set forth above are a brief summary of the entitlements and requirements underthe FMLA. It is our intention to administer the policy in a manner consistent with regulationsissued by the Secretary of Labor. Questions regarding the FMLA should be direc ted to HumanResources.

Military Family Leave RightsFMLA regulations provide 2 military-related leave entitlements.

1.

M ilita ry C a reg iver Lea ve. This allows eligible employees who are family members ofcovered service members to take up to 26 workweeks of leave in a single 12-monthperiod to care for a covered service member with a serious illness or injury incurred in theline of duty.

2. Q ua lify ing Exig en c y Lea ve. This allows an employee to take up to 12 workweeks ofFMLA leave to handle certain non-medical exigencies arising from the fact that theemployee’s spouse, son, daughter, or parent in the National Guard or Reserve is onactive duty or ca lled to active duty status. The new regulations specify 8 types of“qualifying exigencies” that merit this type of FMLA leave

a. Short-notice deploymentb. Military events and related activities

c.

Childcare and school activitiesd. Financial and legal arrangementse. Counselingf. Rest and recuperationg. Post=deployment activities, andh. Additional ac tivities not encompassed in the previous categories that arise out of

the covered military member’s ac tive duty or call to active duty status and towhich the employer and employee agree.


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Inclement Weather Triumph Enterprises follows the Federal Government when employees are excused from workbased upon local weather conditions. If local media broadcasts that the Federal Governmentis closed or is on liberal leave, then Triumph Enterprises will allow liberal leave. Liberal leavemeans employees can take unscheduled leave for the day and not need to report for work;however, employees must still inform their supervisors of the decision to report to work or not. Ifthe leave will be for more than eight (8) hours of a scheduled workday, then employees mustuse accrued PTO. If the employee does not have enough accrued PTO, the leave will be taken

without pay. If the leave will be for eight (8) hours or less, and with approval from yoursupervisor, liberal leave may be made up within the pay period.

Jury and Witness Duty To provide income protection while an employee carries out his c ivic responsibility, Triumphprovides jury duty pay. Upon receipt of notification from the state or federal courts of anobligation to serve on a jury or to act as a court witness, the employee should notify hissupervisor. The employee is required to provide copies of the subpoena or jury summons to hissupervisor and payroll. The supervisor will verify the notification and make schedulingadjustments to accommodate the employee’s obligation. The company reserves the right torequest the court to have you excused if your job is considered essential.

Upon notification, payroll will provide employee with access to charge the jury duty overheadcharge code. Since the employee’s full salary continues to be paid while serving his obligation,any jury duty pay received from the court must be turned in to Triumph Enterprises.

Employees appearing as a plaintiff, defendant or for non-subpoenaed court appearance willnot receive administrative pay. PTO should be used for these instances.

Voting Time You are encouraged to vote in local, state, and federal elections. In most instances, you canvote before or after work hours. When hardships make this impractical, you may be granted

time off with prior approval from your supervisor. With approval from your supervisor, time offmay be made up within the pay period.

Military and the National GuardAs a member of the United States Military Reserve or National Guard, you may be required totake time off to meet annual minimum ac tive training requirements. See the USERRA sectionbelow for applicable information.

Medical and Dental AppointmentsMedical and dental appointments should be scheduled around your assigned work schedule.

With approval from your supervisor, time off may be made up within the pay period.

BereavementUp to three (3) days leave may be granted in the event of a death in the employee'simmediate family, defined as a spouse, child, parent, sibling, grandparent, legal guardian,grandchild or corresponding in-law or “step” relation. Time taken to attend the funeral of anindividual not in the immediate family should be charged to PTO.


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General Employment Information

Employment at WillEach employee of the Company is an at-will employee. This means that you may leave youremployment at any time, with or without cause, and with or without prior notice, although theCompany does request adequate advance notice when possible. Likewise, you may bedischarged with or without cause, and with or without prior notice at any time but theCompany will try to provide advance notice when possible.

Further, no representative of the Company, other than the President, has the authority to enterinto an agreement of employment for any specified period of time or to make any agreementcontrary to the foregoing and any agreement with the President must be in writing, signed, anddated to be binding.

This lack of guarantee and lack of employment contrac t also applies to other benefits, workingconditions, and privileges of employment with the Company.

Drug Free Work Place Statement The Company complies with the Drug Free Workplace Act concerning drugs in the workplace:

Employees are expected and required to report to work on time and in appropriatemental and physical condition for work. It is our intent and obligation to provide a drug-free, healthful, and safe work environment.

The unlawful manufacturing, distribution, possession or use of a controlled substance on

the C ompany's premises or while conducting the C ompany's business off its premises isabsolutely prohibited. Violations of this policy will result in disciplinary ac tion, up to andincluding termination, and may have legal consequences.

Employees must report any conviction under a criminal drug statute for violations

occurring on or off the Company's premises while conducting company business. Areport of a conviction must be made within seven (7) days after the conviction.

The Company recognizes drug dependency as an illness and a major health problem. The Company also recognizes drug abuse as a potential health, safety and securityproblem. Employees needing help in dealing with such problems are encouraged to useour employee assistanc e program and health insurance programs. (Further informationabout these programs is available from Human Resources.)

Substance Abuse and Drug Testing Policy The management of Triumph Enterprises is vitally concerned about the well being of ouremployees, which we consider to be our most valuable asset. We are equally concerned thatour company's hard-earned reputation and positive image not be compromised in any way.

One of the greatest problems fac ing our soc iety today is the abuse of drugs and alcohol. Thenationwide impact of substance abuse in the workplace is now estimated to exceed $30 billionannually. This staggering amount only measures lost produc tivity and quality; it does not put adollar value on personal pain and suffering.


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Prior Service CreditA regular, full time employee who is laid off or who voluntarily resigns and is subsequently rehiredmay be eligible for prior service credit, according to the eligibility criteria below.

"Prior Service Credit" means that employee’s prior period of employment is added to thecurrent period, but the break period is not counted as part of total service credit. Theemployee’s total service c redit is used to determine eligibility for all benefits, including paid timeoff and FMLA eligibility.

Eligibility

The break in service cannot be greater than 6 months in order for any prior service to begranted.

Triumph Handbook July 2013

Documents

Transcript of Triumph Handbook July 2013