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Beacon Hill Staffing Group, LLC
Chapter 1 Introduction Statement2-3

Company Standards
Chapter 2 Equal Employment Opportunity/Affirmative Action..................................................4
Employee Relations Philosophy....................................................................................5
Corrective Action..............................................................................................................6
Sexual Harassment.....................................................................................................7-10

Standard of Conduct
Chapter 3 Code of Ethics.................................................................................................................11
Proprietary Policy...........................................................................................................12
Drug Free Policy......................................................................................................13-14
Attendance and Punctuality..........................................................................................15
Dress Code......................................................................................................................16
Internet and Email Policies.....................................................................................18-19
Workplace Violence..... 20

Business Policies
Chapter 4 Payroll Policies...............................................................................................................21
Corporate Credit Cards..................................................................................................22
Expense Reimbursements.....23

Chapter 4 Classifications of Employees........................................................................................24
Employment of Relatives..............................................................................................25
Change of Employment Status.....................................................................................26
Performance & Progressive Action.......................................................................27-28

Chapter 5 Emergency Closings.......................................................................................................29
Jury Duty.........................................................................................................................30
Military Leave of Absence............................................................................................31
Family/Medical Leave of Absence/Other Leave Acts..............................................32
Health, 401k, and Other Benefits.................................................................................33
COBRA & HIPPA....................................................................................................34-36
Acknowledgement......................................................................................................... 37

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About This
Welcome to Beacon Hill Staffing Group, LLC (Beacon Hill). We hope that you
will have a sustained and successful career as a Placement Employee with our
Company. To assist you with this, we are providing a copy of our Employee
Handbook to you.

Placement Employees are those individuals whom Beacon Hill assigns to work
on a temporary or project basis for one or more clients of Beacon Hill. Beacon
Hill will be referred to throughout this Handbook as Beacon Hill or the
Company. As to each Placement Employee, Client or Clients refers to
those Beacon Hill clients to whom that individual has been assigned to work on a
temporary or project basis. Placement Employees will be referred to throughout
this Handbook as Placement Employees or employees.

Depending on the circumstances of an assignment and the practices and policies

of the Client, an individual assigned by Beacon Hill might be deemed to be an
employee of the Client for purposes of various federal, state, or local laws, or he
or she might be deemed to be an employee of both the Client and Beacon Hill for
those purposes, or he or she might be deemed to be an employee only of Beacon
Hill. Moreover, in some circumstances Placement Employees might be deemed
to be employees of Beacon Hill before or after, or in between, temporary
assignments or projects for Clients. The determination of whether and when an
individual is deemed to be an employee of Beacon Hill, whether alone or
together with a particular Client, is a complex legal determination that depends
on applicable law and the particular circumstances at the time the question arises,
and it is beyond the scope of this Handbook for Placement Employees.

This Handbook applies to all individuals who are placed by

Beacon Hill insofar as, and for so long as, they are properly
and lawfully deemed to be employees of Beacon Hill.
At all times during the period of an assignment to a Client, Placement Employees
are required and expected to abide by all applicable policies and procedures of
the Client for the location where the Placement Employee is assigned, and for the
activities in which he or she is engaged for the Client. In the unlikely event a
Placement Employee believes a Client policy or procedure conflicts with a
Beacon Hill policy or procedure, the Placement Employee should promptly
contact the Beacon Hill Human Resources Manager or other Company manager
for assistance in resolving the conflict.

The purpose of this manual is to provide Placement Employees with information

about the Company and guidelines in the administration of Beacon Hills policies
and procedures. All Placement Employees should thoroughly familiarize

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themselves with the content of this manual, as it represents official Beacon Hill

This handbook does not contain all of the information you will need as a
Placement Employee. Other information will be provided to you either through
written notice or orally. Policies and practices stated in the Employee Handbook
are subject to change and do not create any contractual commitments by the
Also, this handbook is not an employment contract. Your employment is at
will. This means you or the Company may terminate employment at any time
and for any reason, with or without prior notice, except as prohibited by
applicable law.

All Placement Employees are required to sign the Employee Handbook

Acknowledgment form, which is at the beginning of this Handbook, and
return it to Jennifer Ryan, your Human Resources contact. Your signature
on this form demonstrates that you have read this Handbook and understand and
agree to comply with the policies and procedures described in it.

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Beacon Hill is a responsible employer and therefore committed to the practice of
equal employment opportunity. As an EQUAL OPPORTUNITY EMPLOYER,
Beacon Hill does not discriminate on the basis of race, sex, religion, color,
national origin, age, sexual orientation, disability, military service, ancestry or
genetic information or any other classification protected by applicable law. The
Company is committed to the principles of the Americans with Disabilities Act
which prohibits discrimination on the basis of a qualified disability in the terms
and conditions of employment. All terms and conditions of your employment,
including hiring, promotions, demotions, layoffs, benefits, and compensation, are
administered in a non-discriminatory manner.

Acts of unlawful discrimination by or against any employee, including illegal

harassment, will not be tolerated, and will be the subject of corrective action, up
to and including termination of employment.

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As a member of Beacon Hills team, you will be expected to contribute your
talents and energies to improve the environment and quality of the Company, in
addition to its products and services. Beacon Hills success relies on the skills
and efforts of our employees. Beacon Hill is committed to maintaining a
relationship based on fairness, honesty, and individual respect. The Company
hopes that your employment will provide you with opportunities to grow and
advance in your career.

Beacon Hill is dedicated to providing the best possible service to clients while
fostering an environment that encourages open communication between all
employees and management. In order to maintain an effective team spirit, your
input is crucial. You are encouraged to bring any issues to your immediate
supervisor or to your Human Resources Manager.

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Each employee has an obligation to observe and follow the Companys policies
and to maintain proper standards of conduct at all times. If an employees
behavior interferes with the orderly and efficient operation of a department or
office of the Company, or that of a Client, corrective disciplinary actions or
measures will be taken.

Corrective disciplinary measures may include a verbal warning, written warning,

suspension without pay, and/or immediate discharge from employment. The
Company will determine the appropriate disciplinary action imposed. The
Company does not imply, represent or promise that one type of corrective
disciplinary measure will necessarily precede another, or that progressive
discipline will be employed at all. Some infractions or misconduct in some
circumstances will result in immediate discharge from employment.

Examples of conduct which are unacceptable include, but are not limited to:
violation of the Companys policies; insubordination; unsafe or unprofessional
conduct; unlawful possession or use of controlled substances, firearms or other
weapons on work premises or during working hours; theft; dishonesty;
harassment or disrespect toward co-workers, clients, or visitors or others; misuse
of Company property; falsification of Company records; unlawful discrimination
and sexual harassment; unsatisfactory work performance; and/or unacceptable
workplace conduct. These examples are not exhaustive.

Termination of Employment

Since employment with Beacon Hill is at-will employment, both the employee
and Beacon Hill have the right to terminate employment, with or without cause,
at any time. Employees will receive their final pay in accordance with applicable
law. All employees whose employment ends must (1) return all property
belonging to the Company, including, but not limited to, keys, passes, computers,
documentation, and records; and (2) notify the Human Resources Manager if
their home address changes during the calendar year in which termination occurs
so that their tax and benefit information will be sent to the proper address.

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Beacon Hill fully supports the right of all persons to hold employment without
suffering sexual harassment or unlawful discrimination of any kind. It is the
policy of the Company to maintain a work environment that is free of sexual
harassment and unlawful discrimination. Sexual harassment and unlawful
discrimination by officers, managers, supervisors, employees, clientele, vendors
and contractors will not be tolerated.
Employees may not be discriminated against in the terms and conditions of their
employment on the basis of their race, sex, religion, color, national origin, age,
sexual orientation, disability, military service, ancestry or genetic information or
any other legally protected status.
SEXUAL HARASSMENT. Sexual harassment is a form of sex discrimination

that is illegal under federal law and the laws of most or all states or
municipalities in which Beacon Hill does business. Sexual harassment means
unwelcome sexual advances, requests for sexual favors and other physical or
verbal conduct of a sexual nature constitute sexual harassment when:
submission to or rejection of such advances, requests or conduct is made

either explicitly or implicitly a term or condition of an individuals

employment or a basis for employment decisions affecting the individual; or
such advances, requests or conduct have the purpose or effect of

unreasonably interfering with an individuals work performance or creating

an intimidating, hostile, humiliating or sexually offensive work environment.

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Sexual harassment does not refer to behavior or occasional compliments of a

socially acceptable nature. It refers to behavior that is not welcome and occurs in
a variety of situations which share a common element: the inappropriate
introduction of sexual activities or comments into the work environment.

Sexual harassment often involves relationships of unequal power. Such situations

may contain elements of coercion, such as when compliance with requests for
sexual favors becomes a condition for granting privileges or favorable treatment
on the job. However, sexual harassment may also involve relationships among
persons of equal authority or power such as when repeated advances or
demeaning verbal comments by a co-worker towards another co-worker have a
harmful effect on a persons ability to perform his or her work. Sexual
harassment can also involve employee behavior directed at non-employees or
non-employee behavior directed at employees.

Depending upon the circumstances, examples of sexual harassment could include

such conduct as the following:

offensive sexual flirtations, advances or propositions which are offensive;

verbal abuse or innuendo of a sexual nature;
physical contact such as touching, hugging, patting or pinching;
offensive verbal comments of a sexual nature about an individuals body or
sexual terms used to describe an individual;
an open display of sexually suggestive objects or pictures;
jokes or remarks of a sexual nature;
prolonged and apparent staring or leering at a person;
obscene gestures or suggestive or insulting sounds made towards people;
the demand for sexual favors accompanied by an implied or overt threat
concerning an individuals employment status or promises of preferential
indecent exposure; and
involvement between supervisors and subordinates that is known to others in
the workplace and which impacts the workplace in areas such as
assignments, advancements and benefits.

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Procedure: Individuals who believe that they have been sexually harassed, or have been
discriminated against in the terms and conditions of their employment on the
basis of their race, sex, religion, color, national origin, age, sexual orientation,
disability, military service, ancestry or genetic information or other legally
protected status should follow the complaint procedures described herein.


If an individual believes that he or she has been sexually harassed or suffered

unlawful discriminatory conduct, the most immediate goal is to stop the offensive
conduct. Often, this can be accomplished by confronting whoever is engaging in
the conduct, tell them what offends you and request that they stop. If this process
does not work, or if the offender is your supervisor or for any other reasons such
approach is not practical or acceptable for you, proceed to next section.


The following persons have been designated to investigate complaints of

violations of this policy: Jennifer Ryan, Human Resources, Aaron Mace, Chief
Financial Officerand Andy Wang, Chief Executive Officer. All may be reached in
writing at Beacon Hill Staffing Group, 152 Bowdoin St., Boston, MA 02108, and
via telephone at (617) 326-4000. An individual who believes he/she has been the
victim of sexual harassment or any unlawful discrimination should immediately
contact one or more of the investigators directly, or contact his/her supervisor.
Supervisors are instructed to bring the matter to the attention of any of the above
personnel. Every report of perceived harassment or other unlawful discrimination
will be fully investigated and corrective action will be taken where appropriate.

The individual will have a private meeting with the investigator to discuss the
conduct complained of, determine if an informal resolution is possible with the
investigators assistance, and/or answer any questions about the formal complaint

If an informal resolution is not achieved and a formal complaint is initiated, the

investigator will meet privately with the alleged wrongdoer. The alleged
wrongdoer should respond to the allegations and may submit a written statement.
Any witnesses, and other individuals, who the investigator(s) believe may assist
in the investigation, will be interviewed privately.

Upon completion of the investigation, the investigator may draft a report stating
his or her findings.

In the event that the finding of the investigator indicates that sexual harassment
or unlawful discrimination has not occurred, the matter will be closed. The
person making the complaint and the alleged wrongdoer will be informed of the
result of the investigation.
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Action: In the event that the finding of the investigator indicates that sexual harassment or
any unlawful discriminatory conduct has occurred, further action will be taken,
including a determination of the appropriate discipline, including but not limited
to reprimand, change in work assignment, suspension and termination from

Confidentiality: All actions taken to investigate and resolve complaints through this procedure
shall be conducted with as much confidentiality as possible without
compromising the thoroughness and fairness of the investigation. The
investigator is to discuss the complaint with only those persons involved in or
affected by the complaint and/or those persons necessary to implement
appropriate disciplinary actions.

Retaliation: Retaliation by an employee, supervisor, manager or officer against an individual

for reporting unwelcome conduct or any unlawful discrimination or for assisting
in the investigation of such a complaint is illegal and will not be tolerated. Any
acts of retaliation will be subject to appropriate disciplinary action, as described

State and
Federal Agencies: While we encourage employees to report claims internally, there are state and
federal agencies which share responsibility for administering laws protecting
employees from various forms of unlawful discrimination, including sexual
harassment. Employees may contact these agencies directly by phoning or
appearing in person.

The contact information for these agencies in your geographic area can be
obtained from the Human Resources Manager or from official agency notices
posted in or near your work area at the Company or Client where you have been

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Statement: You are responsible for acting ethically. You are never authorized to commit or
tell another employee to commit an illegal act, including making
misrepresentations on application forms or making misrepresentations about the
Company to Clients or other customers and/or vendors. Beacon Hill has a Code
of Ethics, which you must read and with which you must be familiar. Failure to
comply with the Code of Ethics will result in corrective disciplinary action,
which may include immediate termination of employment.

If you have questions about the meaning of the Code of Ethics or about applying
it in a particular situation, contact your manager, Aaron Mace, or Jennifer Ryan.
Retaliation against any employee who reports an ethics concern in good faith is
strictly forbidden, and is a violation of the Code of Ethics.

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Statement: In order to pursue and achieve its business objectives, Beacon Hill needs to
depend upon each employee to adequately protect its proprietary information and

The protection of Beacon Hills confidential, proprietary information and trade

secrets is vital to the interests and the success of the Company. Employees are
prohibited from disclosing such proprietary information, other than as is
reasonably required to conduct the duties of their job while employed by the
Company, and in accordance with all compliance requirements. Such confidential
proprietary information includes, but is not limited to, the following examples:

Financial information
Pricing information
Compensation data
Marketing strategies
New materials research
Pending projects and proposals
Research and development strategies
Client lists, all client financial and account information

Any employee who wrongfully discloses or wrongfully uses trade secrets or

confidential proprietary information of the Company or of the clients of the
Company will be subject to disciplinary, corrective means, up to and including
termination of employment and legal action, even if he or she does not actually
benefit from the disclosed or misused information.

All Employees will be required to sign an Employee Confidentiality Agreement

in order to comply with this policy.

Each Place Employee also has an equal duty to protect the confidential and
proprietary information and materials belonging to Clients, and to abide by the

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Statement: Beacon Hill is committed to a drug-free workplace and we will take reasonable
measures to ensure that alcohol or drug abuse does not jeopardize the success and
operation of our business. We endorse the Federal Drug-Free Workplace Act.

Employees are expected and required to report to work on time, alert, and
ready to work, free of the effects of illegal drugs or alcohol.

The unlawful manufacture, distribution, dispensation, possession, or use of

illegal drugs, intoxicants, or controlled substance by any employee or other
individual while on Company or Client premises, or while conducting
Company or Client business on or off Company or Client premises, are
absolutely prohibited.

It is a violation of Company policy for an employee to use prescription drugs

illegally, to leave prescription drugs unattended or to dispense prescription
drugs to other employees. (However, this policy does not preclude the
appropriate use of legally prescribed medications, if the employees
physician or appropriately licensed health care professional determines that
such use does not impair the employees ability to perform his or her job in a
safe and professional manner.)

It is a violation of Company policy for an employee to be under the influence

of alcohol at any time while on or using Company or Client property,
conducting Company or Client business or otherwise representing the
Company or Client. While employees may, upon occasion, consume an
alcoholic beverage for social-business reasons in the course of performing
Company or Client business, such consumption must be extremely restricted
and must not impair or negatively impact the employees ability to conduct
his or her work in a safe and professional manner in any way. However, no
employee is permitted to consume and/or be under the influence of alcoholic
beverages while conducting Company or Client business, even for social-
business reasons, while working with any tools or machinery, or while
operating equipment or Company or Client vehicles.

Any employee who has had his/her drivers license suspended for any reason
and who uses a Company or Client vehicle or is in possession of a Company
or Client vehicle must report the license revocation immediately to the
Human Resources Manager.

Employees may avail themselves to education about the magnitude and damages
of drug and alcohol abuse provided through local community resources.

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Any employee who violates any condition of this policy may be subject to
disciplinary action, up to and including termination.

Applicants being considered for employment and current employees may be

subject to testing for drugs, alcohol, or controlled substances, insofar as permitted
by law, as follows:

Applicants being considered for a position

If you are a current employee, Beacon Hill may require testing based on
reasonable cause; however, Beacon Hill also has in place a program of
random testing applicable to all employees
As required by the lawful policies and practices of the Client
As required by law

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In order to provide our Clients and other customers with high quality service, we
require a dependable workforce. You owe this not only to Clients and other
customers, but also to coworkers. You are responsible for ensuring that you
maintain a good and consistent attendance record and are punctual. If you are
assigned to work at a Beacon Hill facility, you must notify your manager if you
are going to be late or absent from work by telephoning your manager by 7:30
a.m. each day you are late or absent. If you are assigned to work at or out of a
Client facility, you must learn and abide by the applicable attendance and
punctuality policies and practices of the Client for the facility to which you are

An employee who fails to provide notice of an absence while assigned to work at

a Beacon Hill facility will be charged with an unauthorized absence and may be
subject to corrective disciplinary measures. Upon returning to work from such an
unauthorized absence, the employee must report to his or her manager and give
an explanation of the circumstances surrounding the absence.

Employees who are absent from work for three days without giving proper notice
to the Company while assigned to work at a Company facility may be considered
to have voluntarily terminated their employment with Beacon Hill. Pay will
terminate effective the first day of the absence. A Doctors note may be required
from an employee who has missed three consecutive days without prior notice.

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Statement: Employees of Beacon Hill Staffing Group must convey a dependable and
professional image. While recognizing the existence of a changing society,
Beacon Hill expects that each employees dress, grooming and personal hygiene
will be appropriate to the workplace and will enhance the business image of the
Company and the Clients.
Because we serve many types of customers, it is important to avoid offending

anyone or losing their confidence. Therefore, clothing that is too trendy or sporty
is considered unacceptable, as are extreme hair styles. Employees are also
expected to maintain acceptable personal grooming and hygiene standards. Neat,
professional business wear is expected of all employees when at work, consistent
with the facility and nature of services being provided, as well as the policies and
practices of the Client.
PROPER BUSINESS ATTIRE. Employees are expected to dress in a manner

that is normally acceptable in similar business establishments. Wearing
excessive jewelry or makeup, suggestive attire, and ripped or unkempt clothing
does not present a professional image. Individuals are expected to use their own
judgment; however, the following items are unacceptable:
Leather or suede trousers

Shorts, mini-skirts, sundresses

Halter or midriff tops, tank tops
Denim of any kind
Athletic clothing
T-shirts, jeans, baseball hats, and similar casual attire

PERSONAL HYGIENE. Personal hygiene is essential to presenting a

professional image for Beacon Hill. Daily bathing, shaving, use of deodorant,
good oral hygiene and clean, neat fingernails are essential. Colognes and
perfumes should be used sparingly and makeup should be conservative and
tastefully applied. Sideburns, moustaches and beards should be neatly trimmed.

EXCEPTIONS. Exceptions to the above can be authorized by Beacon Hill to

accommodate employees who have legitimate health or religious reasons for not
complying with the above policy. This policy may be temporarily suspended in
the event of inclement weather or on a Company declared Casual Day.

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Statement: Beacon Hill maintains a smoke-free workplace, as do many of our Clients.

Beacon Hill prohibits smoking in any form within its buildings and offices.
Additionally, smoking in Company owned, leased, or rented vehicles are

Please make sure you adhere to this space and use the appropriate receptacles
provided for smoking.

Placement Employees must abide by all similar policies and practices while
working at a Client facility or otherwise conducting business for a Client.

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Beacon Hills Communications Systems are intended to facilitate business
communications. Beacon Hills management has access at all times to
communications sent or received on its Communication Systems. All
communications sent or received on its Communication Systems are the property
of Beacon Hill. Your privacy does not extend to such communicationswhether
intended for business or for personal purposes. The Company may review the
content of the Communication Systems at its own discretion. You may not use
Beacon Hills Communication Systems for purposes unrelated to Company
business, or for sending offensive, harassing or defamatory messages.

Unacceptable usage:
Beacon Hills Communication Systems may not be used for transmitting,
retrieving or storage of any communications of a discriminatory or harassing
nature or materials that are obscene or X-rated. Harassment of any kind is
prohibited. No messages with derogatory or inflammatory remarks about an
individual's race, age, disability, religion, national origin, physical attributes or
sexual preference shall be transmitted. No abusive, profane or offensive language
is to be transmitted through the Company's e-mail or Internet system. Electronic
media may also not be used for any other purpose which is illegal or against
Company policy or contrary to the Company's best interest. Solicitation of non-
Company business, or any use of the Communication Systems for personal gain,
is prohibited.

Each employee is responsible for the content of all text, audio or images that
they place or send over Beacon Hills Communication Systems. No e-mail or
other electronic communications may be sent which hides the identity of the
sender or represents the sender as someone else or someone from another
company. All messages communicated on Beacon Hills Communication
Systems should contain the employee's name.

Any messages or information sent by an employee to another individual outside

of the Company via an electronic network (e.g., bulletin board, on-line service
or Internet) are statements that reflect the Company. While some users include
personal "disclaimers" in electronic messages, there is still a connection to the
Company, and the statements may be tied to the Company.

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All communications sent by employees via Beacon Hills Communication

Systems must comply with this and other Company policies and may not
disclose any confidential or proprietary Company information.

To prevent computer viruses from being transmitted through Beacon Hills
Communication Systems, there will be no unauthorized downloading of any
unauthorized software. All software downloaded must be registered to the
Company. Employees should contact the Help Desk if they have any questions.

Copyright Issues:
Copyrighted materials belonging to entities other than the Company may not be
transmitted by employees on Beacon Hills Communication Systems. All
employees obtaining access to other companies' materials must respect all
copyrights and may not copy, retrieve, modify or forward copyrighted materials,
except with permission, or as a single copy to reference only. Failure to observe
copyright or license agreements may result in disciplinary action up to and
including termination.

The Company routinely monitors usage patterns for its Communication Systems.
The reasons for this monitoring are many, including cost analysis/allocation and
the management of the Company's gateway to the Internet. All messages created
sent, or retrieved over Beacon Hills Communication Systems are the property of
the Company and should be considered public information. The Company
reserves the right to access and monitor all messages and files on Beacon Hills
Communication Systems as deemed appropriate. Employees should therefore,
not assume electronic communications are totally private and should transmit
highly confidential data in other ways.

Any employee found to be abusing the privilege of Company facilitated access to
e-mail or the Internet will be subject to corrective action up to and including
termination. If necessary, the Company also reserves the right to advise
appropriate legal officials of any illegal violations.

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Statement: To ensure a safe working environment for all employees, clients, candidates and
visitors, Beacon Hill has adopted a zero-tolerance stance against workplace

Definitions: While we do not expect any employee to insert themselves into a violent
situation, we do feel that there may be indications of these types of behavior.
Examples of such behavior may include:

Extreme stress, agitation, resentment, hostility or anger toward the

Company or colleague(s).
Voicing ominous threats toward a person or group or statements
indicating that specific harm will come to someone in particular.
Inappropriate or irrational behavior, including intimidation or aggression.
Discussion of weapons and their use(s) or brandishing a weapon.
Obsession or pre-occupation with a co-worker.
Attempts to sabotage the personal or office equipment or the work
product of a colleague.

The above are merely a few examples intended to demonstrate types of behavior
that are of concern; it is certainly not an all-inclusive list. Beacon Hill
specifically discourages any employee from engaging in a confrontation with a
violent or potentially violent person.

Prohibited Conduct:
Any act of aggression, including direct threats or threatening language or
behavior will not be tolerated. For the purposes here, a threat is defined as an
expression of intention to inflict evil, injury, or damage; possession of weapons;
verbal or physical abuse or harassment; intimidation or attempts to instill fear in
others; stalking; or any other hostile, aggressive or destructive actions or

All potentially dangerous situations, including threats, should be immediately

reported to Jennifer Ryan, Human Resources, Aaron Mace, Chief Financial
Officer and/or Andy Wang, Chief Executive Officer. All reports will be promptly
investigated and BHSG will take appropriate corrective action against the
offending employee. No employee who reports a threat in good faith will be
subject to any type of retaliation or discipline.

If you receive a threat or find yourself in a potentially dangerous situation with

an outside party while in the office, please follow the above procedure for
reporting such behavior. Beacon Hill is committed to the safety and well-being of
all employees. As a result, it is important that we are aware of each situation so
that we may take every necessary precaution toward protecting all employees.

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Statement: All Beacon Hill Employees including Full-time salary, Full-time hourly, Part-
time salary and Part-time hourly as well as temporaries, are paid on a weekly
basis (every week). There are 52 payrolls during the calendar year.

All employees (salaried and hourly) are paid on a 2,080 hours per year basis (40
hours per week). The workweek is considered Sunday to Saturday.

Hourly and OT: If required by applicable federal, state, or local laws, hourly non-exempt
employees that work over 40 hours per week may be paid at a premium rate (for
instance, time and a half) for hours that are worked over 40 hours per workweek,
and in some situations for hours worked over 8 per day or 80 per two-week
period, depending upon the type of work performed and the requirements of
applicable law.

Office Early Close:

Timesheets: Hourly employees are required to complete and submit their timesheets on a
weekly basis to Payroll every Monday. Finance will only process payroll on
timesheets received, and are not responsible for late timesheet submittals .
All Timesheets should be signed by the Manager/Supervisor and photocopied by
the employee for their records.

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Statement: At this time the Company does not provide employees with a corporate credit card.

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If applicable, each employee is responsible for submitting their detailed Expense
Report with appropriate documentation on at least a monthly basis. All expense
reports received by the weekly payroll deadline will be included in that weeks
payroll. In general, everyone should use his or her common sense and discretion
(i.e. spend money as if it were your own).

Expense Reports can be provided by the Finance Dept. Employees should use
this template to summarize their expenses. All expenses should be listed on this
template. All supporting documentation and receipts must be attached to an
employees expense report. Furthermore, all employees must sign and date their
expense reports and obtain their supervisors signature before submission.
Unsigned expense reports will be sent back to the employee for signature.

In order to comply with IRS substantiation rules, employees will be required to

submit original receipts for all expenses and be responsible for recording
individual names, company affiliation, business purpose, date and location for all
expenses related to meals or entertainment with others. Therefore, it is essential
that adequate documentation substantiating business expenses be submitted with
your Expense reports. Adequate documentation is defined as the following:

Original receipt or original credit card statement; and

Clear explanation of business purpose (e.g. meals & entertainment should
include individual names, company affiliation, business purpose, date and

Expenses submitted without proper documentation will be sent back to the

Employee and will not be reimbursed until the proper documentation is obtained.

Expense reimbursements will be included in your weekly paycheck. Please note

that there could be a week lag from the time you submit your expense report until
you are reimbursed.

The only acceptable documentation is the original hotel folio. Any meals or
entertainment included in the hotel bill must be reported under Meals &
Entertainment. All other reimbursable expenses for overnight accommodation
(room charge plus tax, and phone) should be reported in the Hotel/Lodging
column on the expense report. Personal expenses are not reimbursable (e.g. in-
room movies, room mini-bars, etc.).

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Placement employees may be classified as exempt or non-exempt for purposes of overtime compensation.
That is a legal determination that will be made for each employee and each
assignment in accordance with applicable federal, state, and local laws, based on
the particular needs of the Client for each assignment and the circumstances and
particular duties and responsibilities of each assignment. The Company or Client
may approve the payment of overtime compensation for certain exempt
employees for business reasons in various circumstances and situations, but that
should not be misunderstood as a re-classification of the subject employee as
non-exempt for purposes of the various laws relating to overtime compensation.
Please see the Human Resources Manager if further clarifications need to be

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Statement: Beacon Hill may employ related family members as long as the situation does not
create potential conflicts of interest, divided loyalties, or breach of confidential

You should contact the Human Resources Manager in the event of any question
regarding whether a particular work arrangement creates a conflict of interest, or
to assist any employee seeking reassignment pursuant to this policy.

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Employees who have changes in the following areas must provide Human
Resources with the updated information.

Telephone Number
Marital Status
Formal Education
Courses Completed
Other Training or Skills Required
Military Status
Person(s) to Notify in Case of Emergency
Beneficiary for Retirement Plan

Family status changes can affect benefit coverage. Employees who have a change
in family status should contact Human Resources immediately.

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Beacon Hill maintains a policy of evaluating the job performance of its employees as a
means of measuring efficiency and effectiveness of our operations, providing employees
with meaningful information about their work, and aiding the Company in making
personnel decisions. Conversely, Beacon Hill wants feedback, too, so your supervisor
will encourage you to communicate about your own perception of your performance
and will solicit your thoughts and suggestions on how you can best meet your job
requirements. Beacon Hill also will consult with Clients regarding the performance of
Placement Employees from time to time, and the Company encourages Placement
Employees to communicate openly regarding these matters as they pertain to duties
performed directly for Clients.

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The purpose of this policy is to state Beacon Hill's position on administering equitable
and consistent discipline for unsatisfactory conduct in the workplace. The best
disciplinary measure is one that does not have to be enforced and comes from good
leadership and fair supervision at all employment levels.

Beacon Hill's own best interest lies in ensuring fair treatment of all employees and in
making certain that disciplinary actions are prompt, uniform, and impartial. The major
purpose of any disciplinary action is to correct the problem, prevent recurrence, and
prepare the employee for satisfactory service in the future.

Although employment with Beacon Hill is based on mutual consent and both the
employee and Beacon Hill have the right to terminate employment at will, with or
without cause or advance notice, Beacon Hill may use progressive discipline at its

Disciplinary action may call for any of three steps -- verbal warning, written warning, or
termination of employment -- depending on the severity of the problem and the number of
occurrences. There may be circumstances when one or more steps are bypassed.

Progressive discipline means that, with respect to most disciplinary problems, these steps
will normally be followed: a first offense may call for a verbal warning; a next offense
may be followed by a written warning; and, still another offense may then lead to
termination of employment.

Beacon Hill recognizes that there are certain types of employee problems that are serious
enough to justify a termination of employment, without going through the usual
progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious
offense, the EMPLOYEE STANDARD OF CONDUCT policies include examples of
problems that may result in immediate termination of employment. However, the
problems listed are not all necessarily serious offenses, but may be examples of
unsatisfactory conduct that will trigger progressive discipline.

By using progressive discipline, we hope that most employee problems can be corrected
at an early stage, benefiting both the employee and Beacon Hill.

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Statement: Under extreme weather conditions, Beacon Hill may temporarily close operations
within a locality in the interest of safety. If a Beacon Hill location where you
work is officially closed, all but previously designated essential employees are
not expected to report to work. The same rule applies with respect to Placement
Employees based on the policies and practices of the Client location where they
are assigned.

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Statement: Jury duty is a civic responsibility that Beacon Hill encourages you to fulfill. If
you are called to jury duty, you must notify the Company immediately. You will
be paid by Beacon Hill or the Client for the period of your jury duty in
accordance with the requirements of the state or local laws where you are
assigned to work for Beacon Hill or the Client. If the Court releases you before
noon, you are expected to directly report for work.

You must also submit a statement from the Court confirming your jury duty

If you receive a subpoena or summons to appear in Court as a witness, you must

notify us immediately. If the Court releases you before noon, you are expected to
report directly for work.

Employees who are serving on jury duty should communicate with their
immediate manager daily with updates relative to the expected length of time for
the particular case on which they are requested to serve.

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Beacon Hill will comply with all requirements of the Uniformed Services
Employment and Reemployment Rights Act (USERRA) and similar state and
local laws where you are assigned to work for a Client. If you are called, notify
your manager or Client contact immediately. You will be granted time away from
work to participate in reserve training, upon prior submission of your military
orders to your manager.

If continuing military duty requirements will conflict with your normal work
hours or days of work, you must disclose the nature of these requirements at the
time of your employment.

Beacon Hill provides benefits required by law for all military duty situations.

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Beacon Hill complies with all applicable federal, state, and local laws
relating to leaves of absence from employment, including paid or unpaid
leave, as the case may be, family and medical reasons, and the Company will
provide all such time off in accordance with such laws.

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Eligible Placement Employees are entitled to participate in the following
Company-sponsored benefits in accordance with the eligibility and other terms of
each plan:

Health Benefits (Medical, Dental, Vision)

Traditional 401(k) Plan Roth 401(k) Plan

The Company makes certain additional benefit plans or programs available to

Placement Employees insofar as required by the state or local laws where they
are assigned. You should ask your Human Resources Manager for further
information to determine if you are eligible for any such additional plans or

The summary plan description explaining these and other benefits will be
provided by Human Resources upon request. Eligibility for these benefits, as
well as the terms and conditions of such benefits, are controlled by the summary
plan description and plan documents.

The Company may change the terms of the summary plan description and plan
documents at any time, as permitted by law. We will try to keep you informed of
significant changes in these plan documents.

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Under federal COBRA law, Beacon Hill is required to offer covered employees
and covered family members the opportunity for a temporary extension of their
health coverage (called Continuation Coverage) at group rates when coverage
under the health plan would otherwise end due to certain qualifying events. This
notice is intended to inform you (and your covered dependents if any), in a
summary fashion of your potential future options and obligations under the
continuation coverage provisions of the COBRA law. Should an actual qualifying
event occur in the future, the plan administrator will send you additional
information and the appropriate election notice at that time.

If you are an employee of Beacon Hill Employee Benefit Plan, you have a right
to choose this continuation coverage if you lose your group health coverage
because of a reduction in your hours of employment or the termination of your
employment (for reasons other than gross misconduct on your part).

If you are the spouse of an employee covered by the Beacon Hill Employee
Benefit Plan, you have the right to choose continuation coverage for yourself if
you lose group health coverage under the Beacon Hill Employee Benefit Plan for
any of the following four reasons:

1. The death of your spouse;

2. A termination of your spouse's employment (for reasons other than gross
misconduct) or a reduction in your spouse's hours of employment;
3. Divorce or legal separation from your spouse; or
4. Your spouse becomes entitled to Medicare.

In the case of a dependent child of an employee covered by the Beacon Hill

Employee Benefit Plan, he or she has the right to continuation coverage if group
health coverage under the Beacon Hill Employee Benefit Plan is lost for any of
the following five reasons:

1. The death of a parent;

2. A termination of a parent's employment (for reasons other than gross
misconduct) or reduction in a parent's hours of employment with Beacon
3. Parent's divorce or legal separation;
4. A parent becomes entitled to Medicare; or
5. The dependent child ceases to be a "dependent child" under the Beacon
Hill Employee Benefit Plan.

Furthermore, a child born to, or placed for adoption with, the covered employee
during the period of continuation coverage may also become covered.

Beacon Hill Staffing Group 34



Under the law, the employee or a family member has the responsibility to inform
the Plan Administrator for the Beacon Hill Employee Benefit Plan of a divorce,
legal separation, or a child losing dependent status under a company-sponsored
employee benefit plan within 60 days of the date of the event or the date in which
coverage would end under the Plan because of the event, whichever is later.

Beacon Hill has the responsibility to notify the Plan Administrator of the
employee's death, termination, reduction in hours of employment or Medicare
entitlement. Similar rights may apply to certain retirees, spouses, and dependent
children if your employer commences a bankruptcy proceeding and these
individuals lose coverage.

When the Plan Administrator is notified that one of these events has happened,
the Plan Administrator will in turn notify you that you have the right to choose
continuation coverage. Under the law, you have at least 60 days from the date
you would lose coverage because of one of the events described above, or the
date notice of your election rights is sent to you, whichever is later, to inform the
Plan Administrator that you want continuation coverage.

If you do not choose continuation coverage, your group health insurance

coverage will end. Also, if you do not become re-employed within 63 days of
your termination of employment, and you have not chosen continuation
coverage, you may lose prior coverage credit toward pre-existing condition
limitation periods when you next become insured.

If you choose continuation coverage, Beacon Hill is required to give you

coverage which, as of the time coverage is being provided, is identical to the
coverage provided under the plan to similarly situated employees or family
members. The new law requires that you be afforded the opportunity to maintain
continuation coverage for 3 years unless you lost group health coverage because
of a termination of employment or reduction in hours. In that case, the required
continuation coverage period is 18 months. These 18 months may be extended to
36 months if other events (such as a death, divorce, legal separation, or Medicare
entitlement) occur during that 18 month period.

The 18 months may be extended to 29 months for an individual, and his/her

qualified dependents, if the individual is determined to be disabled (for Social
Security disability purposes) at the time of the qualifying event or at any time
during the first 60 days of continuation coverage, and the Plan Administrator is
notified of that determination within 60 days. The affected individual must also
notify the Plan Administrator within 30 days of any final determination that the
individual is no longer disabled. In no event will continuation coverage last
beyond 3 years from the date of the event that originally made a qualified
beneficiary eligible to elect coverage.

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However, the law also provided that your continuation coverage may be
terminated for any of the following five reasons:

1. Beacon Hill no longer provides group health coverage to any of its

2. The premium for your continuation coverage is not paid by you on time;

3. You extended coverage for up to 29 months due to your disability and

there has been a final determination that you are no longer disabled.

You do not have to show that you are insurable to choose continuation coverage.
However, under the law, you may have to pay all or part of the premium for your
continuation coverage. There is a grace period of at least 30 days for payment of
the regularly scheduled premium. The law also says that, at the end of the 18
month or 3 year continuation coverage period, you must be allowed to enroll in
an individual health plan if such conversion is available under the Beacon Hill
Employee Benefit Plan.

This law applies to the Beacon Hill Employee Benefit Plan beginning on January
1, 2004. If you have any questions about the law, please contact the Human
Resources Department.

Also, if you have changed marital status, or you or your spouse have changed
addresses; please notify the Human Resources Department.


This law provides employees with the ability to offset and possibly eliminate health insurance enrollment
waiting periods for pre-existing conditions. Under HIPPA, Sager is required to provide documentation
certifying credible coverage to employees who have either terminated or lost medical coverage. For more
details, contact the Human Resources Department.

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I acknowledge that I have received a copy of the Beacon Hill Staffing Group's Employee
Handbook. I have read all of the information contained in the Handbook regarding Beacon Hill's policies
and acknowledge that I understand this information. I understand that the information contained within it
may be changed at the discretion of management at any time.

I understand that I am an employee-at-will, which means that that the employee or the company
has the right to terminate the employment relationship at any time with or without notice for any reason
or no reason. I also understand that this handbook is not to be interpreted as a contract between the
company and any of its employees.

I hereby agree that I will comply with all of the policies defined in the Employee Handbook
during my employment with Beacon Hill Staffing Group, LLC, or any of its subsidiaries or affiliates and
will refer to it as questions arise. For further clarification, I will discuss any policy with Human

Employee Signature:_____________________________

Print Name:____________________________________


Please return this form to Jennifer Ryan after you have signed it.

Beacon Hill Staffing Group 37