Al-Bari Group of Companies Team Member Handbook

Please read over the following handbook. You are required to review and
sign the Team Member Acknowledgment Form and send to Human
Resources within the first three (3) days of employment.
Al-Bari Group of Companies , Inc. (the Company or Al-Bari Group of Companies ) recognizes that our
team members have diverse needs. This handbook is designed to help you find answers to basic
questions about the Company’s philosophies, policies, practices, benefits, compensation programs, and
other essential elements of your employment.
Our goal with this handbook is to give you a tool to learn about Al-Bari Group of Companies ' environment
and enhance your contribution to the Company and to your position. You are encouraged to take the time
to read through this handbook and use it as a reference. If you don’t find the information you're seeking
in this handbook, please ask your supervisor or a member of the Human Resources Department.
Keep in mind this is an overview and cannot cover all the situations that may arise during your
employment with Al-Bari Group of Companies . The policies contained in this handbook do not represent
an employment contract and they supersede all previous company policies. Al-Bari Group of Companies
reserves the right to change these policies and practices to meet the changing needs of our Company
and team members. This handbook is in no way binding on Al-Bari Group of Companies . The Company
retains full discretion to depart from its own guidelines. Feel free to ask your supervisor or a Human
Resources Representative for more details about any aspect of your employment with Al-Bari Group of
Companies .
All Al-Bari Group of Companies team members are employed “at-will”. This means your employment can
be terminated at any time, with or without reason or with or without notice, by either you or the
Company. No representative of the company has any authority to enter into any agreement for
employment for any specified period of time or to make other commitments or promises or assure any
benefit or terms and conditions of employment unless such promises are made in writing and signed by
the president of the company.

Page 1
Copyright Al-Bari Group of
Companies , Inc. 2009
Table of Contents

About The Handbook 5

About Al-Bari Group of Companies 5
Mission, Vision & Value Statement 6
Five Star Service 6
At –Will Employment 7
Equal Employment Opportunity Policy Statement 7

POLICIES
Standards of Discipline and Conduct 9
Unlawful Harassment Policy 10
Reporting Procedures and Guidelines 11
Open Door Policy 11
Conflict of Interest 12
Employment of Friends and Family Members 12
Non-Fraternization Policy 13
Confidentiality and Conflict Issues 14
Customer Info Data Security 15
Al-Bari Group of Companies Privacy Policy 16
Use of Company Technology & Monitoring Guidelines 18
Computer Equipment 20
Social Media Policy 20
Safety Policy 22
Security Key Cards 23
Drug Free Workplace Policy 24
Workplace Violence Policy 27
Weapons 29
Non-Smoking Policy 29

Work Schedule and Attendance 29

Attendance Policy 30
Working from Home 32
Inclement Weather 32
Personal Appearance 33
Travel & Expense Policy 34
Internal Transfer Policy 34
Personal Information 35
Team Member Records 35
Personal Space 36
Personal Stereos, Radios and Speakerphones 37
Visitors 37
Bulletin Boards 37

COMPENSATION & BENEFITS

Total Compensation 38
Al-Bari Group of Companies ' Compensation Philosophy 38
Getting Paid 38
Employment Categories 39
Breaks and Meal Periods 40
Overtime 40
Direct Deposit 40
Payroll Deductions 40
Paycheck Error 41
Final Pay 41
Benefits 41
Team Member Product Discount 42
Time Off 42
Leaves of Absences 46

Workers Compensation 50

PERFORMANCE & REWARDS

Performance Management Process 51
Recognition and Rewards 52
Five Star Service Award 52
Years of Service Awards 52
Annual Al-Bari Group of Companies Awards 52
Team Member of the Quarter 52
Training and Certifications 52

LOCATION SPECIFIC INFORMATION

Corporate Headquarters 1 – Auburn 54
Hours of Operation 54
Mailroom Procedures 54
Commuting and Parking 55
Al-Bari Group of Companies Café 56
Events 57
About the Handbook
One of the most important things a company can do is keep its team members informed.
This handbook is part of this process of keeping you informed. This is a summary of Al-Bari Group of
Companies policies and procedures. Each new edition of the handbook supersedes any prior
handbook. If there is any inconsistency among written materials, then plan documents or written
policies take precedence.
It is an evolving document we expect to revise and update from time to time; so, you should ask about
possible changes before relying on information that may be out of date. Although this handbook is a good
place to start finding answers to your questions, it cannot possibly cover all your questions, all of the time.
In those situations where it doesn’t answer your specific question, talk with your supervisor or a Human
Resources Representative.
Mission, Vision & Value Statement Al-Bari Group of
Companies , Incorporated

Mission
Our mission is to be a single source for our clients to gain the knowledge, expertise to achieve their
goals.

Vision
 Stimulate a positive, high-spirited and collaborative environment in the workplace.
 Deliver high-speed and high-quality service to our customers.
 Adapt to external changes with flexibility, innovation and leading edge technology.

Values
We are a learning community, empowered to serve our customers with integrity, commitment and
passion.
Our mission is to be a single source for our clients to gain the knowledge, expertise and IT infrastructure
to achieve their goals.
 Client-Centric: We are dedicated to following the five-star service methodology to create values for
our customers.
 Passion for Technology: We are passionate about technology and the opportunities it provides our
clients to maximize impact.
 Global Teaming: Undivided by boundaries, we foster collaboration and teamwork to spark
innovation and deliver results.
 Embracing Change: We have the courage to adapt and evolve our model to take advantage of new
opportunities in a dynamic and changing industry.
 Lifelong Learning: Learning is a lifelong process and we develop our talent through continuous
training and engagements with partners and across teams.

Five Star Service

Commitment
 To provide high-quality service by maintaining relationships based on trust, responsiveness, and
flexibility.

Focus on Results
 To create long-term impacts by providing our clients with the capacity and IT infrastructure for
extraordinary performance.
Consider it Done Approach
 To support our clients through every stage of the delivery process.

Openness
 To take the initiative to understand the industry, business model and goals of each client in order
to develop valuable and relevant solutions.

Proactive Partnership
To leverage our resources all over the world to provide high-speed and high-quality solutions
At–Will Employment
It must be remembered that the continuing employment relationship is based upon the mutual consent of
the team member and the Company. All employment with Al-Bari Group of Companies is for an indefinite
and unspecified duration of time. Employment at Al-Bari Group of Companies is employment at-will and
may be resigned, transferred, reassigned, suspended, demoted or terminated at any time, with or
without reason, and with or without advance notice at the will of either Al-Bari Group of Companies or
the team member. You have the right to terminate your employment and compensation at any time, with
or without notice, and Al-Bari Group of Companies has a similar right.
Although other terms or conditions of employment may change, this at-will employment relationship as
defined above will remain in effect throughout your employment with Al-Bari Group of Companies . The
at-will nature of your employment your employment relationship cannot be changed, waived or modified
except by an individual written employment agreement signed by the team member and the Chief
Executive Officer of the Company. Furthermore, no team member or representative of Al-Bari Group of
Companies , other than the Chief Executive Officer has any power or legal authority to alter the “at-will”
nature of the employment relationship.
Employment at-will is the sole and entire agreement between Al-Bari Group of Companies and you
concerning the duration of your employment and the circumstances under which your employment may
be terminated. The handbook shall supersede any and all prior handbooks, written documents or oral
representations, issued by Al-Bari Group of Companies that contradict the at-will nature of your
employment.

Additionally, this team member Handbook is not a contract of employment. Therefore, this Handbook
should not be interpreted to create any expressed or implied contractual rights between Al-Bari Group
of Companies and any team member.

Equal Employment Opportunity Policy Statement

Al-Bari Group of Companies has been and will continue to be committed to recruiting, hiring,
developing, compensating and promoting the best qualified individuals for positions at all levels within
the Company. The Company's goals will only be achieved if the Company obtains, enhances and utilizes
the abilities of superior candidates at all levels. We will therefore maintain our unequivocal commitment
to and support of equal employment opportunity for all individuals, free from discrimination based on
race, color, ethnicity, religion, national origin, citizenship, marital status, gender, gender identity, sexual
orientation, age, military status, disability, genetic information, or any other basis protected by
applicable federal, state or local law.
Al-Bari Group of Companies seeks to ensure that all employment practices such as advertising, recruiting,
hiring, promoting, company-sponsored training, transfer, lay-off, termination, compensation, benefits,
recreational and social programs are based on individual merit, free of discrimination or harassment, with
regard to protected class categories. As a Federal Contractor Al-Bari Group of Companies has an
Affirmative Action Plan that supports equal employment opportunities.
Every manager and supervisor is responsible for ensuring that the spirit and intent of the Company's goals
and Equal Employment Opportunity Commission (EEOC) policies are upheld. Team members are
responsible for treating co-workers and all other individuals with dignity and for helping the Company
achieve and uphold these goals.
This statement reaffirms our dedication to the principles of the EEOC and our expectation that all team
members will lend their full support to furthering the Company's success through implementation of those
principles.
 AL-BARI GROUP OF
COMPANIES POLICIES
Standards of Discipline and Conduct
We function in a very competitive business environment in which quality, integrity and reliability, are
extremely important. We expect each team member to contribute to the quality of our service within the
scope of their job responsibilities. Failure to meet this standard of performance may provide a basis for
disciplinary action, up to and including termination.
The following are some examples of conduct (in no particular order) that may result in disciplinary action.
Other conduct that adversely affects Al-Bari Group of Companies ’ reputation or job performance may
also be grounds for disciplinary action. The rules listed are not all-inclusive and can be modified at any
time.
 Excessive absenteeism, tardiness, or failure to report in when absent or late for work
 Failure or refusal to carry out job assignments or management requests
 Unauthorized release of confidential information
 Swearing, vulgar language, or verbal abuse while at work
 Dishonesty or falsification of time card
 Dishonesty or falsification of any work, your resume, or job application
 Unauthorized removal of employer, coworker, vendor funds or property
 Unauthorized use of company credit cards or any other company account
 Discrimination against or harassment against co-workers, vendors, or guests
 Possession, consumption, sale, or being under the influence of alcohol or a controlled substance
 Deliberate damage to Company property or that of a team member, vendor, or guest
 Fighting with or threatening another team member, vendor, or guest
 Inefficient, negligent, or below-standard performance
 Relaying information about other team members, vendor or guest that is derogatory, slanderous,
or demoralizing
 Failure to follow procedures
Counseling and Discipline
To insure proper team member conduct in the workplace, violations of Company policies or standards will
result in corrective action appropriate to the team member’s conduct. Nothing in this Team Member
Handbook or the Company’s discretionary use of corrective discipline in any circumstance creates any
express or implied contract modifying the at-will employment relationship. Furthermore, no one has the
authority to change this at-will relationship by any actions, practices, course of conduct, length of service,
awards, transfers, promotions, promises or statements. The at-will relationship can only be modified by
an individual written employment agreement signed by the Chief Executive Officer of the Company and
the team member.
Without modifying this mutual at-will relationship in any way, the Company may choose to utilize
corrective discipline in some circumstances as described in this policy. This disciplinary process may
include one or more of the following corrective actions:

 Verbal counseling with documentation to the personnel file.

 Disciplinary written warning with documentation to the personnel file.
 Final disciplinary warning with documentation to the personnel file.
 Suspension with or without pay.
 Termination of employment.

The use of any disciplinary warnings is completely within the discretion of the management. Giving a
disciplinary warning or warnings in one instance does not require the Company to use such warning or
warnings in any other instances nor does it modify the at-will employment relationship in any way.
Accordingly, the Company reserves the right to utilize any of the disciplinary actions described in this
policy on a “first time” basis.
Unlawful Harassment Policy
Every team member has the right to work in an atmosphere free of harassment and discrimination. Al-
Bari Group of Companies fully supports and complies with federal and state laws forbidding this conduct.
Actions, words, jokes, or comments based on an individual’s race, color, ethnicity, religion, national
origin, citizenship, marital status, gender, gender identity, sexual orientation, age, military status,
disability, genetic information, or any other basis protected by applicable federal, state or local law are
not tolerated.
All supervisors have an affirmative duty under this policy to protect team members from unlawful
harassment and to promptly report any alleged incidents or concerns to the Human Resources Manager.

Definition of Sexual Harassment

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of sexual
nature, may constitute a form of sex discrimination known as sexual harassment when:
 Submission to such conduct is made either explicitly or implicitly a condition of an individual's
employment.
 Submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such an individual.
 Such conduct has the purpose or effect of unreasonably interfering with an individual's work
performance or creating a hostile or offensive working environment.
Action that may constitute conduct that violates this policy includes:
 Unwanted sexual advances
 Offering employment benefits in exchange for sexual favors
 Making or threatening reprisals after a negative response to sexual advances
 Visual conduct including leering, making sexual gestures, displaying suggestive objects or pictures,
cartoons, calendars, or posters
 Verbal sexual advances or propositions
 Verbal abuse of a sexual nature – graphic, verbal commentaries about an individual’s body or sexually
degrading words used to describe an individual
 Written communications of a sexual nature (including via email)
 Suggestive or obscene letters, notes, or invitations
 Physical conduct including touching, assaulting, impeding, or blocking movements of an individual

Reporting Procedures and Guidelines

If you feel any manager, supervisor, team member, vendor, or customer of the Company is acting in an
inappropriate manner notify an HR Representative. If the individual from Human Resources is the cause of
the problem, if they seem unwilling to resolve the issue, or if Human Resources is appearing to be
unresponsive, please contact the HR Vice President or Chief Financial Offer.
Appropriate steps will be taken to ensure the situation is investigated immediately. All information is
handled in a confidential manner. Whenever possible, the confidentiality of the complaining party is
maintained. However, there may be instances where the details of the complaint or identity of the
complaining party may have to be disclosed in order to effectively investigate or address the complaint. In
those instances, the complaining party is notified before disclosure is made and the Company will take all
reasonable steps to assure the complaining party does not suffer any reprisals or retaliation. Harassment
is a violation of federal and state law and company regulations and is subject to disciplinary action up to
and including termination.

Open Door Policy

Al-Bari Group of Companies promotes an “open door” policy that encourages team members to discuss
issues or problems relating to their employment with management. We are always open to listen to
your concerns. Quick attention to a concern or misunderstanding increases the likelihood that it can be
resolved to everyone’s satisfaction. This policy helps you bring your problem or concern to
management’s attention. Your concerns will be treated in the strictest confidence possible.
You initiate the procedure. In some situations, you may feel unable or uncomfortable discussing your
concerns with your manager. In that case you might want to discuss your concerns with the Human
Resources Business Partner or another member of the Human Resources team.
Disagreements between team members are inevitable, and are most often effectively resolved by the
team members involved. However, if a disagreement or dispute between you and a fellow team member
cannot be resolved directly, approach your manager for assistance. If this course of action proves to be
ineffective, contact the Human Resources Business Partner or your supervisor’s manager to discuss and
resolve the issue.
If you have an issue with your direct supervisor, first try to resolve it by speaking to him or her directly. If
this approach does not resolve the issue, contact your supervisor’s manager or the Human Resources
Business Partner.
If you believe that you have been harassed, or if you observe harassment, take the necessary steps to
report this incident as detailed in our Company's policy regarding harassment.

Conflict of Interest
It is your responsibility to promote the Company's best interests at all times. This is an obligation to your
fellow team members, customers, and all others concerned with or dependent upon the welfare and
progress of the Company. A conflict of interest occurs when your judgment in acting in the Company's
best interest is adversely affected. Examples include:
 Accepting gratuities from other companies or individuals that do business with Al-Bari Group of
Companies or seek to do business with Al-Bari Group of Companies . ALL team members may only
accept gifts with a value of $50 or less; cash gifts are never acceptable. If you receive a gift or a
permanent demo of greater value, contact your immediate supervisor of your division or the Vice
President of Human Resources. ALL gifts are considered the property of Al-Bari Group of Companies and
should not be retained by any team member for any reason. Any IT gift or demo received for personal
use must be turned over to the IT Department for asset tagging and redeployment.
 Rendering services to competitors.
 Using or permitting others to use Company documents, equipment, or trade secrets for purposes
other than those sanctioned by the Company.
 Benefiting personally from any purchases or sales by the Company by any means other than your
approved wage/salary and/or commission or bonuses.
 Employment of relatives or individuals with a personal relationship in a direct reporting line or
other positions which may present the perception of a conflict of interest.
If you are unsure if a situation would present a conflict of interest, then contact Human Resources.

Employment of Friends and Family Members

It is the Company’s intention to avoid conflicts of interest and the appearance of such in the eyes of our
customers and team members. To this end, the employment of family members and individuals with close
or personal relationships will be monitored and is subject to specific guidelines.
The Company will employ family members and friends of current team members at such time as they are
determined to be fully qualified candidates for the opening(s) under consideration and the job assignment
precludes any possibility of or appearance of, conflict of interest, preferential treatment or impropriety due
to the relationship.

Family members are defined as parents, children, spouses, domestic partners, siblings, cousins,
nieces/nephews, aunts/ uncles, and grandparents and those same relationships engendered by in-laws
and step-families.

Employment Details
Limitation
Direct Supervision  Employment of family members or individuals with personal
relationships is not allowed in cases of supervisor/subordinate
relationships or other sensitive work situations.
 Family members will not be hired or transferred under the
direct or indirect supervision of family members.
 Supervision includes the full span of control of the family
member in the most senior position.
Same Department  Family members are strongly discouraged from being hired
or transferred to work under the same SVP. Divisional SVP and HR
VP approval is required.
 If marriage or other factors cause either of the above
Change in Status or
situations to occur, it will be the right of the divisional SVP and HR
Assignment
VP to evaluate and make the best decision for the business
including possible transfer or termination of employment.

Non-Fraternization Policy
Purpose and Scope

Al-Bari Group of Companies strives to provide an environment for that is respectful, fair and free of
unlawful harassment or discrimination. In keeping with its commitment to provide equal opportunity to
our team members, and in order to avoid potential conflicts of interest, favoritism, exploitation,
harassment or breaches of
professional standards, Al-Bari Group of Companies prohibits romantic or intimate nature
relationships where there is supervision, direction or control between the parties.

A “personal relationship” is defined as a relationship between individuals who have or have had a
continuing relationship of a romantic or intimate nature.

An employee who is involved in a personal relationship with another employee may not occupy a position
in the same department as, work directly for or supervise the employee with whom he or she is involved.

Al-Bari Group of Companies reserves the right to take prompt action if an actual or potential conflict of
interest arises concerning individuals who engage in a personal relationship that may affect terms and
conditions of employment. Supervisors and managers are prohibited from dating subordinates and may
be disciplined for such actions, up to and including termination.

When a conflict or the potential for conflict arises because of a personal relationship between employees,
even if there is no line of authority or reporting involved, the employees may be separated by
reassignment, or terminated from employment. If such a personal relationship between employees
develops, it is the responsibility and obligation of the employees involved to disclose the existence of the
relationship to the department director or manager.
When a conflict or a potential for conflict affecting terms or conditions of employment arises because of
the relationship, the individuals concerned will be given the opportunity to decide who is to be transferred
to another position, or terminated, if no position is available. If no decision is made within 30 calendar
days of the offer to resolve the situation, Al-Bari Group of Companies will determine who is to be
transferred or, if necessary, terminated from employment.

Confidentiality and Conflict Issues

Confidentiality
While you are employed by Al-Bari Group of Companies you may have access to or receive
confidential or proprietary information. Examples of confidential and proprietary information
include, but are not limited to:
 Capital expansion plans
 Pricing formulas and margins
 New product programs and special promotions
 Financial statements
 Customer lists
 Sales forecasts or performance
 Product or Service design data
 Company marketing strategies
To the extent you learn of or are exposed to any confidential or proprietary information, it is your
responsibility as a Al-Bari Group of Companies team member to maintain its confidentiality. Team
members should not discuss confidential matters with fellow team members or with individuals outside
the Company, except as required by your position. All confidential data must be kept locked in cabinets,
desks, etc.
Each team member is required to sign a document titled "Proprietary Rights and Confidentiality
Agreement" as a condition of employment. This signed document is placed in the team member’s file.
Disclosure of confidential information in violation of this agreement may provide grounds for legal action
against the offending party, and may be grounds for immediate termination of employment.
Nothing in this policy is intended to interfere with or discourage a good faith disclosure to any
governmental entity related to a suspected violation of the law.
An employee cannot and will not be held criminally or civilly liable under any federal or state trade secret
law for disclosing otherwise protected trade secrets and/or confidential or proprietary information as long
as the disclosure is made in 1) confidence to a federal, state, or local government official, directly or
indirectly, or to an attorney and solely for the purpose of reporting or investigating a suspected violation
of the law; or 2) a complaint or other document filed in a lawsuit or other proceeding, as long as such
filing is made under seal.
The company will not retaliate against the employee in any way for a disclosure made in accordance with
the law. In the event a disclosure is made, and the employee files a lawsuit against the company alleging
that the company retaliated against the employee because of this disclosure, the employee may disclose
the relevant trade secret or confidential information to the employee’s attorney and may use the same in
the court proceeding only if 1) the employee ensures that any court filing that includes the trade secret or
confidential information at issue is made under seal; and 2) the employee does not otherwise disclose the
trade secret or confidential information except as required by court order.
If you have questions whether information can be disclosed, consult your manager or Human Resources.

Customer Information Data Security

Al-Bari Group of Companies team members are required by Federal and State laws to protect our
customers’ personal information. Customers’ personal information includes (but is not limited to) the
following, customer name, all credit card information (number, expiration date and billing address),
address, phone number, email address, IP address, call history, and any Protected Health Information
(PHI) that a customer has.
The following set of guidelines must be followed by every team member when working with Cardholder
Data (the full credit card number and expiration date):
1. Team members must treat customer personal information as highly confidential and exercise
caution when working with this information. Team members who support customers with access to PHI
will attend a mandatory HIPAA training, including but not limited to all Human Resources and healthcare
sales personnel.
2. Team members are prohibited from removing customer personal information from the premises in
any format including verbal, printed, or electronic format or transmission (including email between s).
3. Team members are prohibited from copying, storing or transferring any files that contain
consumers personal information to any portable data storage device (flash drive, CD-ROM, floppy disk,
external hard drive, etc.).
4. Team members must label any material that contains customers’ personal information information
as “Confidential”.
5. Team members may never write down customers’ personal information on notepaper, notepads or
other electronic documents (such as word or excel).
6. Team members must never store notepaper, printouts, data files that include customers’
customers’ personal information
7. Team members are required to report any violations of the foregoing to their supervisor
immediately.
8. Violations of any of the aforementioned policies may result in termination and / or prosecution
under Federal and State laws.

Privacy Policy
Al-Bari Group of Companies , Inc., (“Al-Bari Group of Companies ” or “we”) a global IT solutions
provider, delivers products and services to help companies make a complete digital transformation –
from desktop to data center – to the cloud and beyond. Al-Bari Group of Companies is committed to
Customer privacy. We regularly review our privacy policies to ensure we remain current with applicable
laws, as well as ensuring the goodwill of our Customers.
This privacy policy (“Privacy Policy”) explains how Al-Bari Group of Companies and its affiliates collect,
retain, use, disclose, or otherwise process information about our Customers and potential customers (each,
a “Customer”, or “You”).

Information Retained or Collected by Al-

Bari Group of Companies Information that

You Provide to Al-Bari Group of Companies

Al-Bari Group of Companies retains information that Customers provide in association with business
transactions, such as name, address, billing information, shipping addresses, phone number, email
address, credit card information, etc. (“Transactional Information”). Al-Bari Group of Companies may
also retain certain other information that you provide, including names and email addresses associated
with email subscriptions, surveys, requested quotes, or other registration activities (“Other Customer
Information”). Transactional Information and Other Customer Information are collectively referred to
herein as “Customer Information”.

Cookies and Web Logs

Al-Bari Group of Companies aggregates cookies, IP addresses, and web log data associated with website
visitors to help us understand how best to serve Customers. We also may utilize such data in conjunction
with a Customer’s shopping cart and/or registration to make appropriate product, service, and solution
recommendations.
Changes to Privacy Policy
Al-Bari Group of Companies reserves the right to amend or update this Privacy Policy at any time. Any
updates or amendments to this Privacy Policy will be posted on this page and shall apply from the time of
such posting.
Computer Equipment
Computer software and hardware belongs to Al-Bari Group of Companies and should be used for
business purposes only. Personal software or hardware (including Zip Drives, or other equipment) are not
to be installed on a computer at Al-Bari Group of Companies . If you believe there is a business need for
personal equipment you must get approval from MIS before installing anything. Contact MIS by sending
an e-mail to the Helpdesk alias.

Social Media Policy

The Al-Bari Group of Companies Social Media Usage Policy sets forth the guidelines that team
members should follow for all social media communications referencing Al-Bari Group of Companies ,
Inc. (the Company), whether made as an authorized spokesperson of Al-Bari Group of Companies or
via a personal social media account.
Please contact HRTeam@Al-Bari Group of Companies .com with questions about any portion of this policy.
Compliance with this policy is the individual responsibility of each Al-Bari Group of Companies team
member.
Social media is a powerful tool that facilitates interactive information sharing, interoperability, and
collaboration and expands the reach of Al-Bari Group of Companies ’ corporate communications and
brand awareness efforts.
Al-Bari Group of Companies has team members that are specifically authorized to act as Company
spokespeople using social media and recognizes that these and other team members may choose to
utilize social media personally as well.
This document, and the guidelines provided in it, is intended to help the Company reduce the risk of
liability associated with social media-based activities and ensure that team members are aware of the
Company’s expectations of them when utilizing such tools. This policy is in addition to all other Company
policies (e.g., Code of Business Conduct, End-User Computing, Security and Monitoring Policy, etc.) and
all social media usage should be done in compliance with all of the applicable Company policies.
ACCEPTABLE USE OF SOCIAL MEDIA BY TEAM MEMBERS USING PERSONAL ACCOUNTS
Whether you are an authorized company spokesperson or not, when you are talking about our Company
on your personal social networks, you need to ensure:
 You do not share any confidential or proprietary information of Al-Bari Group of Companies or
any of our clients or partners. Protection of this information is subject to the applicable confidentiality
agreement and/or proprietary rights agreement and team members will be held accountable for non-
compliance. Such information can include: information about Al-Bari Group of Companies ’ financials,
system designs, personally identifiable information of a client, and marketing strategies, and respect all
copyright and other intellectual property laws. For the employer’s protection as well as your own, it is
critical that you show proper respect for the laws governing copyright, fair use of copyrighted material
owned by others, trademarks and other
intellectual property, including the employer’s own copyrights, trademarks and brands. As a brand
ambassador of Al-Bari Group of Companies , help us promote our brand by remaining professional and
honest in all communications. Where practical and appropriate, be transparent by disclosing your
affiliation with Al-Bari Group of Companies and including a disclaimer that your posting does not
necessarily represent the views of Al-Bari Group of Companies . Always act in compliance with the Al-
Bari Group of Companies Code of Business Conduct.
 Use good judgment. Never commit Al-Bari Group of Companies to any action or provide a
professional reference on behalf of Al-Bari Group of Companies . You may provide a personal reference if
you make it clear that the reference is not being made on behalf of Al-Bari Group of Companies and all
information mentioned is factual and in compliance with this policy.
 Use Company assets in accordance with the End User Computing, Security and Monitoring Policy.
If you are unsure whether or not your post is appropriate, please discuss it with your manager before you
post. Managers and executives should be aware that disclaimers will not exempt them from responsibility
for postings. By virtue of their positions, these team members’ thoughts may be misunderstood to
express Al-Bari Group of Companies positions. All team members need to ensure that their online
activities do not interfere with the performance of their Al-Bari Group of Companies job responsibilities.
ACCEPTABLE USE OF SOCIAL MEDIA BY AUTHORIZED AL-BARI GROUP OF COMPANIES
SPOKESPEOPLE
Al-Bari Group of Companies ’ Marketing Department maintains a list of approved company
spokespeople. Al-Bari Group of Companies -authorized spokespeople using business accounts are the
only authorized company spokespeople who have permission to:
 Represent Al-Bari Group of Companies online
 Announce Al-Bari Group of Companies activities
If you are an authorized Company spokesperson, you need to ensure that you:
 Are appropriately trained prior to making a post on behalf of Al-Bari Group of Companies .
All authorized Company spokespeople must complete the necessary internal training before
speaking on behalf of Al-Bari Group of Companies .
 Follow all applicable Company policies at all times.
 Only use approved accounts that clearly disclose your affiliation with the Company. The user name
and password for these accounts must be different from those of the team member’s other internal
accounts and must be shared with the team member’s manager at all times.
 Use good judgment when posting. If you are in doubt about whether or not to post, do not do so
without seeking the advice of your manager.
 Do not claim credit for something that is not yours. If you are using another party’s content, make
certain they are credited for it in your post and that they approve of you utilizing their content.
 Add value to the conversation, stay on topic and correct any mistakes you make quickly – just
make it clear that you have done so.
 Remember that your posts can be seen around the world. The way that you answer an online
question might be accurate in some parts of the world, but inaccurate (or even illegal) in others. Keep that
“world view” in mind when you are participating in online conversations.
 Remember the Internet is permanent, so think before you post.
VIOLATIONS AND PENALTIES
Any violation of the Social Media Usage Policy must be immediately reported to the team member’s
manager. Violating the Social Media Usage Policy could result in disciplinary action leading up to and
including termination of employment and civil and/or criminal prosecution under local, state, and federal
laws.

It is each team member’s responsibility to review and comply with any updates to this policy issued by
Al-Bari Group of Companies . The application of this policy will be consistent with federal law.

Safety Policy

Al-Bari Group of Companies Commitment

Safety is a team effort – Let us all work together to keep this a safe and healthy workplace.
Al-Bari Group of Companies is committed to providing a safe workplace for all team members and has
developed this program for injury prevention to involve management, supervisors, and team members
in identifying and eliminating hazards that may develop during our work process.
It is the basic safety policy of this company that no task is so important that a team member must violate
a safety rule or take a risk of injury or illness in order to get the job done.
Team members are required to comply with all company safety rules and are encouraged to actively
participate in identifying ways to make our company a safer place to work.
Managers and Supervisors are responsible for the safety of their team members and as a part of their
daily duties must check the workplace for unsafe conditions, watch team members for unsafe actions and
take prompt action to eliminate any hazards.
Management will do its part by devoting the resources necessary to form a safety committee composed of
management and elected team members. We will develop a system for identifying and correcting
hazards. We will plan for foreseeable emergencies. We will provide initial and ongoing training for team
members and supervisors. And, we will establish a disciplinary policy to ensure that company safety
policies are followed.
For additional information, please review the Accident Prevention Program located on the Facilities page
on Ozone http://Ozone/Facilities/FacilitiesMain.asp.

Electronic Device Safe Use Policy

Al-Bari Group of Companies issues or reimburses individual cellular phones to eligible team members
who are required to be in close contact with the company and/or customers at all times. Additionally, the
company issues other personal electronic devices as a means to produce work products. While cell
phones and other personal
electronic devices are a necessary convenience of the business world, we require that our employees
follow the guidelines listed below for their own and others safety.

All employees are required to be professional and conscientious at all times when using company phones,
personal cell phones for company businesses, and/or other personal electronic devices issued by the
company and/or used for company businesses.
For the safety of our team members and others it is imperative that team members do not operate a
personal electronic device with either hand or both hands while operating any sort of vehicle. Additionally,
texting on any personal electronic device using the hands is strictly prohibited while operating any sort of
vehicle. While driving, team members are required to pull over and stop at a safe location to dial, text, or
use by hand any personal electronic device.

Security Key Cards

Team members are issued a key card from Al-Bari Group of Companies ’ Human Resources Department
upon hire. The key card is programmed for the hours and areas for which the position requires access. If
you forget your card you may obtain a temporary one from the front desk. Immediately report lost cards
to the main reception desk. A $10 fee is assessed for a replacement card as a payroll deduction.
Drug Free Workplace Policy
Al-Bari Group of Companies believes in and is committed to providing a safe work environment that is
free from the harmful effects of substance abuse.
The purpose of this policy is to communicate Al-Bari Group of Companies ’ position on team member
substance abuse, to guide team member conduct in order to ensure a safe and efficient work
environment, to protect team members and Al-Bari Group of Companies assets from injury or damage
caused by a team member who is under the influence of drugs or alcohol; and to promote the greatest
efficiency of the work force. Additionally, Al-Bari Group of Companies reserves the right to test for
specific controlled substances to assure compliance by all team members with the Al-Bari Group of
Companies policy on substance abuse while giving the fullest respect possible to the privacy of the
individuals involved.
Al-Bari Group of Companies complies with the Drug Free Workplace Act of 1988. Team members are
expected to report to work in a physically and emotionally fit condition to perform their jobs in a
competent and safe manner.

Scope
This policy applies to all team members of Al-Bari Group of Companies . Compliance with all elements of
this policy is a condition of employment.

General Prohibitions
The following conduct by any team member is prohibited and will result in disciplinary action, up to and
including termination:
1. Use, possession, sale, distribution, or being under the influence of illegal drugs or alcohol while on
Al-Bari Group of Companies property, while performing Al-Bari Group of Companies business in any
location, in a Al-Bari Group of Companies vehicle, or while driving on company business.
2. Use, possession, sale, distribution, or being under the influence of illegal drugs or alcohol off the
job when such use adversely affects the team member’s on-the-job performance, behavior, Al-Bari
Group of Companies reputation, or service quality.
3. Use of prescription or over-the-counter medication that is contrary to its intended use on or off the
job without prior advanced notice and approval as stated in this policy.
4. The conviction of a team member for an illegal or alcohol related crime on or off the job. Team
Members are required to notify Al-Bari Group of Companies of any criminal drug statute convictions no
later than five (5) days after such a conviction.
5. Although Washington State has legalized marijuana for medicinal or recreational purposes, the
Company is not required to allow the medicinal use of marijuana in the workplace. Marijuana use or being
under the influence is strictly prohibited on Company property and while conducting Company business.

Consequences of Policy Violation

Any team member found in violation of this policy may be subject to immediate termination of
employment. Any team member who is suspected of a policy violation may be immediately suspended
with intent to terminate employment pending investigation. Any team member who refuses to consent to,
comply and cooperate fully with all drug testing procedures and requirements, or refuses to cooperate in
an investigation involving drugs pursuant to this policy will constitute insubordination and may result in
immediate suspension with intent to terminate employment following investigation. Any applicant who
refuses to consent to drug testing, comply with all testing procedures and requirements, or pass the test
will not be hired.
A team member who voluntarily seeks assistance for a substance abuse problem before such a problem
results in a violation of this policy, will not be subject to disciplinary action under this section. Al-Bari
Group of Companies however, reserves the right to administer appropriate disciplinary action for
incidents occurring prior to or after the request for assistance, if such actions or conduct violates this
policy, other work rules or standards of Al-Bari Group of Companies .
In lieu of termination of employment, at Al-Bari Group of Companies ' sole discretion, the team
member may be placed on suspension, pending outcome of the team member’s willingness to seek
assistance to treat his or her problem. As a condition of continued employment, the team member
must enter into a Rehabilitation
Agreement, which requires a number of conditions be met to retain employment with Al-Bari
Group of Companies . This Agreement may include one or more of the following conditions:
 Agreement by the team member to be assessed by a qualified drug/alcohol counselor.
 Agreement by the team member to release his or her counselor to discuss findings and
recommendations with Al-Bari Group of Companies .
 Participation by the team member in all treatment recommended by the counselor, which may
include referral to an in-patient and/or outpatient rehabilitation facility as well as all follow up treatment
recommendations, such as Alcohol Anonymous meetings.
 Agreement by the team member to abstain from alcohol and/or drugs as required by the
counselor.
 Agreement by the team member to release all counselors and treatment facilities to discuss the
team member’s progress of recovery and adherence to program requirements.
 Agreement by the team member to unannounced, unscheduled follow-up testing upon the team
member’s return to work. Random follow-up testing can occur between twenty-four (24) months or the
period recommended by the substance abuse professional, whichever is longer.
Failure by the team member to agree to and comply with all terms and conditions contained in the
Rehabilitation Agreement will result in the team member’s termination of employment.

Testing
All persons covered by this policy shall, as a condition of employment, submit to a drug and/or alcohol
test in each of the following circumstances:
 Post-Accident: A team member may be subject to a drug/alcohol test if the worker suffers, or
causes another team member to suffer a reportable injury as a result of an on-the-job accident or the
team member’s job performance actions or conduct either contributed to an accident or cannot be
completely discounted as a contributing factor to an accident, where there is reasonable possibility that
drug use by the employee contributed to the accident or injury. Testing may also be required if the team
member’s conduct resulted in or contributed to damage to Al-Bari Group of Companies property or injury
to another individual. Follow-up: A team member who is returning to duty in accordance with a Last
Chance Agreement or Rehabilitation Agreement is subject to unannounced unscheduled testing for
twenty-four (24) months or a period recommended by the substance abuse professional, whichever is
longer. The timing and number of the tests will be at the sole discretion of the Employer.

Inspections
Although Al-Bari Group of Companies does not intend to authorize indiscriminate searches of lockers,
desks, work areas or personal effects, it reserves the right to conduct such searches - if Al-Bari Group of
Companies reasonably believes that a team member is in possession or control of prohibited drugs or
unauthorized prescription medication. At no time will team members be touched nor will any clothing be
removed. Team members are required to cooperate when searches are conducted. Failure to cooperate
will result in disciplinary action, up to and including termination.
Refusal to Cooperate
Refusal by a team member to consent, immediately upon request, to a test for the presence of drugs,
prescription medication, alcohol or to otherwise fully cooperate in an investigation pursuant to this policy
will result in disciplinary action up to and including termination of employment.

Prescribed Medication
Any team member taking prescribed medication that may impair his or her ability to work safely and
productively must notify Human Resources prior to beginning work. Such medication may include, but is
not limited to that which warns the user not to operate motor vehicles or heavy equipment while taking
the drug or warns that the drug may cause drowsiness. Upon notification, a determination will then be
made by the team member’s physician as to what job restrictions, if any, may be necessary for the
duration of the covered team member's medication treatment. Information regarding the prescription
medication is given only to those persons who "need-to-know." Failure by the team member in advance of
work to notify a Al-Bari Group of Companies official regarding medication that may cause impairment can
result in discipline, up to and including termination of employment. Team members must keep all
prescription medication in its original container, which identifies the drug, date of prescription and
prescribing physician.
“Prescribed Medication” means any substance prescribed by a licensed medical practitioner for the
individual consuming it that is capable of impairing the judgment or ability of the team member to safely
perform his or her duties.

Workplace Violence Policy

Statement of Policy
The costs of workplace violence can be great, in both human and financial terms. Therefore, Al-Bari
Group of Companies has adopted this workplace violence policy.
Acts or threats of physical violence, including intimidation, harassment, and/or coercion, that involve or
affect the Company or that occur on Company property or in the conduct of Company business off
Company property will not be tolerated. This prohibition against threats and acts of violence applies to all
persons involved in Company operations including, but not limited to, Al-Bari Group of Companies
regular team members, contract workers, temporary team members, and anyone else on Al-Bari Group of
Companies property or conducting Company business off Company property. Violations of this policy, by
any individual, may lead to disciplinary and/or legal action as appropriate.
This policy is intended to bring Al-Bari Group of Companies into compliance with existing legal provisions
requiring employers to provide a safe workplace; it is not intended to create any obligations beyond those
required by existing law.

Definitions
Workplace violence is any intentional conduct that is sufficiently severe, offensive, or intimidating to cause
an individual to reasonably fear for his or her personal safety or the safety of his or her family, friends,
and/or property such that employment conditions are altered or a hostile, abusive, or intimidating work
environment is created. Workplace violence may involve any threats or acts of violence occurring on
Company premises, regardless of the relationship between the Company and the parties involved in the
incident. It also includes threats or acts of violence that affect the business interests of the Company or
that may lead to an incident of violence on Company premises. Threats or acts of violence occurring off
Company premises that involve team members, agents, or individuals acting as a representative of the
Company, whether as victims of or active participants in the conduct, may also constitute workplace
violence. Specific examples of conduct that may constitute threats or acts of violence under this policy
include, but are not limited to, the following:
 Threats or acts of physical or aggressive contact directed toward another individual
 Threats or acts of physical harm directed toward any individuals or their family, friends, associates,
or property
 The intentional destruction or threat of destruction of Company property or another team
member's property
 Harassing or threatening phone calls
 Surveillance
 Stalking
 Veiled threats of physical harm or similar intimidation
 Conduct resulting in the conviction under any criminal code provision relating to violence or threats
of violence that adversely affects the Company's legitimate business interests.
Workplace violence does not refer to occasional comments of a socially acceptable nature. These
comments may include references to legitimate sporting activities, popular entertainment or current
events. Rather, it refers to behavior that is personally offensive, threatening or intimidating.

Enforcement
Any person who engages in a threat or violent action on Company property may be removed from the
premises as quickly as safety permits and may be required, at the Company's discretion, to remain off
Company premises pending the outcome of an investigation of the incident.
When threats are made, or acts of violence are committed by a team member, judgment will be made by
the Company as to what actions are appropriate with respect to that team member, including potential
medical evaluation and/or disciplinary action up to and including termination.

Reporting
If you feel someone’s comments or actions fall under the items mentioned above, you should contact your
manager or a member of the human resources department immediately. If you are unsure about the
person’s behavior or comments error on the side of being cautious and report the situation. It is better to
be safe than sorry.
If you have obtained an Order for Victim Protection that includes Al-Bari Group of Companies as your
workplace, immediately provide a copy of the order to Human Resources or your supervisor. Orders for
Victim Protection include the following types of court orders – protection order, no contact order,
restraining order and anti- harassment order.
Important Note: Al-Bari Group of Companies will make the sole determination of whether, and to what
extent, threats or acts of violence will be acted upon by the Company. In making this determination, the
Company may undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis
to believe that
workplace violence has occurred. No provision of this policy alters the at-will nature of employment at
Al-Bari Group of Companies .

Weapons
Weapons are never permitted on Company premises, including inside vehicles in our parking lot. Any
team member who brings a gun, knife, explosives, or other weapon to work, even if left in a vehicle
parked on our premises, will be terminated immediately. This policy applies even if the person has a
permit to carry a concealed weapon.

Non-Smoking Policy
Al-Bari Group of Companies recognizes that tobacco products have been proven to cause serious health
risks to those who use them. Smoking and vaping carries many costs, including higher medical expenses
and reduced productivity. In addition, Al-Bari Group of Companies has chosen to be a company that
supports and fosters healthy living habits.
STANDARDS AND EXPECTATIONS
Use of tobacco products (including cigarettes, e-cigarettes, cigars, pipes, smokeless tobacco, vaping, or
other tobacco products) is prohibited at all times on Al-Bari Group of Companies property which
includes:
1. All interior space owned, rented, or leased by Al-Bari Group of Companies
2. All outside property or grounds owned or wholly leased by Al-Bari Group of Companies ,
including parking areas and private vehicles while they are on Al-Bari Group of Companies property
3. Al-Bari Group of Companies owned vehicles
It will be the expectation that all team members will adhere to this policy. Failure to comply with this
policy could result in discipline as outlined in the Team Member Handbook.

Work Schedule and Attendance

The days and hours you work depend on the nature of your job and the needs of our customers. The days
and hours required to perform your job may change during the course of your employment. Your manager
will inform you of your work schedule. Regular attendance and being on time to work are essential for
everyone. Because an absence or late arrival may cause hardship for others, we encourage you to be
especially diligent in maintaining a punctual schedule. If you will be delayed more than a few minutes or
are unable to report to work, contact your manager prior to your expected start time. Unreported,
unexcused, and excessive absenteeism constitutes cause for discipline, up to and including termination.
Al-Bari Group of Companies considers three (3) days of not calling in or showing up to work
to be resignation by job abandonment.
Attendance Policy
Dependability, attendance, punctuality and a commitment to do the job are essential at all times. Team
members’ presence at work is vital for any business to efficiently conduct its activities. Unscheduled
absences cause an undue hardship on co-workers and make it difficult for the department and company to
be effective. As such, team members are expected at work on all scheduled work days, during all
scheduled work hours and to report to work on time.
Al-Bari Group of Companies understands that from time to time a team member may find it necessary to
be absent from work, arrive late to work or leave work early. This policy (the “Attendance Policy”) is
designed to be sensitive towards those occurrences, but it also provides a way for Al-Bari Group of
Companies to manage absenteeism when it becomes excessive.

Scope
The purpose of this policy is to set forth Al-Bari Group of Companies statement of policy and procedures
for handling employee absences and instances of tardiness.

Standards and Expectations

1) Absence
“Absence” is defined as the failure of an employee to report for work when the employee is scheduled
to work. The two types of absences are defined below:
a) Excused absence occurs when all four of the following conditions are met: a) the employee
provides sufficient notice to his or her supervisor, b) the reason is found credible or acceptable by
his or her supervisor, c) such absence request is approved by his or her supervisor, and d) the
employee has sufficient accrued paid time off (PTO) to cover such absence. Employees must take
available PTO for every absence unless otherwise allowed by company policy (e.g., Leave of
Absence policy, Bereavement policy, Jury Duty). Al-Bari Group of Companies uses a rolling 12-
month period when determining an excessive amount of unexcused absences.
b) Unexcused absence occurs when one of the four conditions in number 1 is not met. If it is
necessary for an employee to be absent or late for work because of illness or an emergency, the
employee must notify his or her supervisor no later than 30 minutes after the employee’s
scheduled starting time on that same day.
c) Employees who have three consecutive days of excused absences because of illness or injury must
give Al-Bari Group of Companies proof of physician’s care. If an illness or injury prevents an
employee from performing his or her regularly scheduled duties, a physician’s statement must be
provided verifying a) the nature of the illness or injury, b) if and when the employee will be able
to return to work, if applicable, and c) whether the employee is capable of performing his or her
regularly scheduled duties, and if not, what duties the employee is capable of performing. The
employee is responsible for providing Al-Bari Group of Companies with the above-described
physician’s proof of physician’s care. Without an acceptable excuse, the employee may be subject
to immediate termination.
2) Arriving Late/Leaving Early:
This is the failure of a team member to be ready and working at the beginning of a scheduled shift
and/or break and lunch periods, or when a team member leaves work before the end of their
 scheduled shift. Team members are considered to have arrived late if they clock in past the beginning
of their scheduled shift, and considered to have left early if they clock out before the ending of their
scheduled shift.
a) Reporting for work after your scheduled start time, up to and including one hour late for a
scheduled shift
b) Leaving prior to the end of a scheduled shift, (unless employee secured advance approval in
accordance with the departments scheduling and company policy for requesting time off)
c) Returning from a scheduled meal break late
3) Notification:
Team members must comply with the following notification procedure any time they will be unable to
report for any scheduled shift, or will be unable to arrive prior to the start of their scheduled shift.
a) Advance Notice: Team members must notify their direct supervisor, or manager, at least 30-
minutes before the start of the scheduled shift. In the case of absences or late arrival due to
unforeseeable circumstances, a team member may not be able to provide notice prior to the day of
the occurrence.
b) No Advance Notice: Any time team members call to report they will be late for a scheduled shift;
they must give an estimated time of arrival. If the team member does not arrive at work by the
estimated time of arrival or does not arrive at all and does not call again, they may be subject to
disciplinary action based on time and attendance related standards of conduct violations.
c) Contacting your Supervisor: If your supervisor is unavailable, leave a message stating the
reason for your absence and a telephone number where you can be reached. Messages left with
co-workers or calls from relatives on your behalf are unacceptable, unless you are physically
unable to call your supervisor directly. If your absence extends beyond one day, you must call
your supervisor every day you are absent before the beginning of your regular workday, unless
your supervisor instructs otherwise.
4) Maintaining Contact: Team members must continue to report daily absences to their direct
supervisor or manager for any period of absence beyond one day, except in cases where the team
member has provided medical certification covering a specific period of absence. Refer to the Leave of
Absence policy.
5) Excluded Absences: There are some absences that are excluded from this policy.
a) Absences covered by FMLA, OFLA, Workers Compensation, and other approved leaves of absence,
or any other federal, state or local legislatively mandated leave.
i) Team members who incur an authorized leave of absence will extend their revolving year by
the amount of time (days) missed from work.
ii) Team members injured on the job, and offered modified duty work, will be subject to the terms
of this attendance policy. Refusal of modified duty work may be considered an occurrence.
b) Bereavement Leave (as set forth in the Company Policy);
c) Jury Duty (as set forth in the Company Policy);
d) Paid Time Off (pre-approved);
 e) Paid Holidays for which a team member is not scheduled to work;
f) Other pre-approved time off for personal reasons.
6) Time off Request: Team members are responsible for communicating with their manager to
request time off.
7) Clocking in and out: It is the responsibility of every hourly non-exempt team member to make
sure they are clocking in and out for their regularly scheduled shift.
Standards of Conduct
A violation of one of these standards of conduct in conjunction with or in addition to an attendance
occurrence will likely elevate the disciplinary action taken up to and including separation from the
company. Examples of the Standards of Conduct include but are not limited to:
1) Failure to notify a supervisor when unable to report to work;
2) Failure to obtain permission to leave work for any reason during normal working hours;
3) Failure to observe working schedules, including break and meal periods;
4) Overtime worked without authorization, or refusal to work assigned overtime; and,
5) Dishonesty in the reason why a team member is absent or late for work.

Conclusion
This policy includes general guidelines for action under the policy. Attendance is a factor in the evaluation
of individual job performance, and good attendance is a basic condition of continuing employment.
Attendance records, including disciplinary actions, will be kept in the team member’s personnel file.
In dealing with attendance situations, Al-Bari Group of Companies Inc. will consider all facts and
circumstances, including the team member’s overall attendance and performance records, reasons for
missing work, and prospects of future improvement and maintenance of an acceptable attendance
records. Al-Bari Group of Companies Inc. reserves the right to make exceptions to the disciplinary
procedures outlined in the policy. This policy supersedes all previous practices and policies related to
attendance, early departures and/or punctuality.

Working from Home

Al-Bari Group of Companies does not have a work at home policy except as necessary for
accommodations required under the law. Contact HRTeam@Al-Bari Group of Companies .com if you need
to request an accommodation. All accommodations must be approved by the Director of Human
Resources prior to working from home.

Inclement Weather
If you are unable to get to work due to inclement weather, you should do what is both safe and
responsible, calling in to your manager to report your absence. If you cannot reach your manager, leave a
voicemail message with a number where you can be reached.
If you are at work and the weather turns inclement, discuss the situation with your manager and, with his
or her approval, use your best judgment about when you need to leave to make it home safely.
Both hourly and salaried team members should have their manager document any absence due to
inclement weather in the HRZone, marking it as either floating holiday, or vacation if the team member
has accrued hours available. Salaried team members need only document full day absences; hourly team
members need to report total hours missed/worked.
The bottom line is your personal safety, but even in inclement weather, we have many customers in non-
inclement areas to serve, so always try to make a responsible decision.
If you believe the weather is so severe that Al-Bari Group of Companies will not be open for business or
in the case of a disaster such as an earthquake, call (253) 333-6836 to check for a recorded message to
verify if we are open for business.

Personal Appearance
A positive and professional image is very important for our company. Customers, vendors, visitors, and
your fellow team members often form an opinion of you and the Company based on your appearance and
attire. Thus, it is important that we all be conscientious about what we wear and how we look so we
reflect a professional, competent, and businesslike quality. Monday through Thursday our appearance
standards are formal.
Hair is to be neat and clean. Beards and moustaches should be neatly trimmed. A garment with an
offensive message is never appropriate in the workplace.
If you are visiting a customer site your appearance should reflect their dress standard. However, your
attire should be no more casual than our business casual standard. Team members in certain areas such
as facilities and parts of MIS where they are moving computers, wiring, cleaning up etc., are permitted to
wear formal clothing all week.
If you are dressed inappropriately for work, your supervisor will address the issue with you. Continued
inappropriate dress may result in disciplinary action.
When in doubt that something is acceptable, ask your manager or a human resources representative.

Travel & Expense Policy

This policy provides reimbursement guidelines for Al-Bari Group of Companies , Inc. team members who
incur expense while traveling or entertaining, either domestically or international, on behalf of or for the
benefit of the company. These standards are intended to provide maximum support and flexibility to the
traveler while achieving the goal of conducting travel and entertainment in the most cost-effective
manner to the company.
All team members have stewardship responsibility for the company’s funds and should exercise good
judgment when incurring and approving business-related travel and entertainment activities.
Travel is a large expense for any company, and Al-Bari Group of Companies , Inc. is no exception. With
careful planning, we will be able to achieve our goal of safe, comfortable and cost-effective travel for all
Team Members. The policy is located on the company Intranet, Ozone.

Internal Transfer Policy

The purpose of this policy is to set the parameters for employees applying for internal job postings, and to
create a transfer policy that ensures that the best interest of the individual and the organization are met
in a fair manner. In addition, it will establish the conditions that govern the recruitment of internal
personnel for open positions that ensures an equitable consideration for all departments.
Employees are encouraged to apply for any open position for which they are qualified. However, to
ensure that individuals have given just consideration to their current department, and that the
organization’s investment in training is realized, the following guidelines will govern employee eligibility to
apply for open positions.
Non-sales positions: Administrative, technical, professional and all other support personnel must remain
in their current position for at least one year before being eligible for transfer.
Sales positions: All sales people must remain in their current position for at least six months after
completing their training program. Any subsequent positions the sales person may hold as a result of
transfer or promotion will require that they remain in that position for six months before being eligible for
further transfer.
Application process: All employees who meet the skill sets and have remained in their current position
for the requisite time may apply for the position through the internal career site. Employees may not
contact the hiring manager until properly screened by the recruiter. Conversely, hiring managers may not
recruit individuals directly without the express permission of the employee’s current manager.
Selection and transfer: Employees that have been selected for a position may not transfer until their
current manager has recruited and hired their replacement, and the manager is satisfied that the
replacement has been sufficiently trained.

Personal Information
When you move, change your phone number, or make other changes to your personal information, you
need to inform Human Resources by emailing the HRTeam@Al-Bari Group of Companies .com. It is
your responsibility to keep your team member records up to date so that we can communicate with
you when needed.

Team Member Records

Your employment records are generally confidential. Occasionally we receive requests for information from
your employment records as part of court proceedings or government activities. It is our practice to
respond to the extent that we are required to do so by law.
All calls requesting employment information of any kind are to be referred to Human Resources. Unless
you provide written authorization to release additional information, we verify your title, job duties, salary,
and dates of employment. You may request to view your employment file by contacting Human
Resources. At a mutually agreed upon time, a Human Resources Representative will sit down with you to
review your file.
Personal Space
Every team member has an assigned workstation or office area, although some team members do share
or change workstations. It is perfectly acceptable to organize your cubicle or office to your liking. You
should do everything possible to ensure that you do not interfere with or offend those around you to the
degree that it is disruptive to their work.
To help maintain a professional environment, team members are asked to keep cubicles, offices,
conference rooms, and work areas clean. This includes keeping your workstation or office in an organized
state and keeping aisles clear of obstructions. Limit the display of signs, banners, computer products,
flyers, and other objects from common areas. Always remember to take ownership and pride in our work
environment.

Personal Stereos, Radios and Speakerphones

The use of personal stereos or playing music from your computer should not be intrusive to others. The
use of headphones for listening to music is discouraged where it makes general communication difficult.
The speakerphone is an essential business tool, and some offices/workstations are equipped with them for
this purpose. However, it must be used properly and not interfere with another team member's personal
space or work. Speakerphones should primarily be used for conference calls. If it is helpful for you to have
hands-free operation, use a headset device. If you require a headset device, talk to your manager.

Visitors
All visitors must check in at the reception desk and upon a Team Member’s approval can obtain a visitor's
identification badge. Team members should not allow other people to enter the building unless they are
authorized to be here. Do not hesitate to challenge someone who is attempting to enter the building by
asking to see a key card authorizing access to the building. This helps ensure that the building is secure
for everyone.
While we know how important a team member's family is to our mutual success, use good judgment when
allowing visitors into our workplace. Escort family members at all times and don't permit disruption to the
work environment. Team members are responsible for their visitor's conduct. Also, to ensure everyone's
safety and well-being on the job, pets are prohibited on the premises at all times.
 COMPENSATION &
BENEFITS
Total Compensation
Al-Bari Group of Companies has been and will continue to be committed to recruiting, hiring, developing,
compensating, and promoting the best qualified individuals for positions at all levels within the Company.
The Company's goals are only achieved if the Company obtains, enhances, and utilizes the abilities of
superior candidates at all levels. We maintain our unequivocal commitment to and support of equal
employment opportunity for all individuals, free from discrimination based on race, color, ethnicity,
religion, national origin, citizenship, marital status, gender, gender identity, sexual orientation, age,
military status, disability, genetic information, or any other basis protected by applicable federal, state or
local law. In exchange for your contribution, Al-Bari Group of Companies offers a total compensation
package that may include wages, benefits such as health coverage, vacation, sick leave, holiday pay, and
more. You have an influence on the value of your total compensation through your job performance and
the choices you make. Outlined in this section are details on the components of your total compensation
package.

Al-Bari Group of Companies ' Compensation Philosophy

We seek to provide fair and competitive wages, salaries and benefits in a total compensation package
which recognizes each individual’s unique contribution to the overall goals of the Company. Salary
increases are based on merit, job performance, position, and the Company’s financial well-being.

Getting Paid – Al-Bari Group of Companies

Paydays are 24 semi-monthly pay periods per year. You receive a paycheck on the 10th and the 25th day
of every month. All hours worked or salary earned from the 1st to the 15th appears on the paycheck
distributed on the 25th of the month. All hours worked or salary earned from the 16th to the last day of
the month appears on the paycheck distributed on the 10th of the following month. If a payday falls on a
Saturday, Sunday, or holiday then paychecks are issued on the previous business day.
The payroll information is accumulated through HRZone. All team members record their time in the
electronic timekeeping system. Hourly team members are to clock in and out according to their schedule.
Any overtime must be approved in advance from your supervisor. You’re ultimately responsible for the
accuracy and completeness of your work time. The Al-Bari Group of Companies workweek begins at
12:00 am Monday and ends at 11:59 pm, the following Sunday.

Getting Paid – Al-Bari Group of Companies infrastructure

Paydays are 52 weekly pay periods per year. You receive a paycheck every Thursday. All hours worked or
salary earned from the prior work week will be paid each Thursday.
Al-Bari Group of Companies nfrastructure utilizes NetSuite as a time reporting system to comply with
State and Federal laws and for managing time off. Each employee must report their time accurately on a
weekly basis. Managers are required to review and approve each employee’s time & attendance by 5:00
pm each Monday. Any overtime must be approved in advance from your supervisor. You’re ultimately
responsible for the accuracy and completeness of your work time. The Al-Bari Group of Companies
nfrastructure workweek begins at 10:30 am Monday and ends at 6:30 pm, the following Sunday.
*Those employees reporting to a customer location will have variations in Time Reporting
policies which will conform to assignment specifications. Please see your manager for
guidelines specific to your assignment for details.

*Those employees that are governed by a Union agreement will have variations in Time
Reporting policies. Please see Union agreement for policy details.

Employment Categories
To insure team members understand their employment status, it is the intent of Al-Bari Group of
Companies to clarify the definitions of employment classifications.
Each team member is designated as either non-exempt (hourly) or exempt (from overtime) based upon
federal and state wage and hour laws. Non-exempt status team members are eligible for overtime pay
under the specific provisions of federal and state laws. Exempt status team members are excluded from
the specific provisions and not eligible for overtime pay. Human Resources evaluates positions to
determine the correct pay group.
Team members are also classified as full-time, part-time, or temporary. Team members who are hired to
work thirty (30) hours or more per week are considered full-time. Team members hired to work twenty
(20) hours but less than thirty (30) hours are considered regular part-time. A team member hired with the
expectation that they will be needed for a short period of time or who works less than twenty (20) hours a
week is considered to be a temporary team member.
Breaks and Meal Periods
Each non-exempt hourly team member is entitled to a fifteen (15) minute paid break for every four (4)
hour period worked and a thirty (30) minute unpaid meal period. Al-Bari Group of Companies has set its
payroll systems to allow all hourly team members to take a one (1) hour meal break. Unless otherwise
specified, the time system will automatically deduct 1 hour each day for this meal period. If a team
member does not plan to take a one (1) hour meal break, they must clock out for their respective meal
period and then clock back in after returning to work, this will override the automatic deduction. Please
note that the duration of time away still cannot be less than 30 minutes.
If a team member would prefer to only take a thirty (30) minute meal break on a daily basis, they must
obtain manager approval. These break and mealtimes need to be taken during every shift.

Overtime
Non-exempt hourly team members who qualify for overtime pay according to the Fair Labor Standards Act
(FLSA) receive overtime pay for actual hours worked over forty (40) in a given week, excluding the lunch
period and any non-work hours or as otherwise required by state regulations. You must have pre-approval
from your manager in order to work overtime or take work home with you. If at any time you work more
than forty (40) hours in a week, you must promptly report those hours, in writing, to your supervisor.
Under no circumstances are non-exempt team members permitted to work overtime without receiving
overtime pay. Team members who violate this policy are subject to disciplinary action, up to and including
termination. Paid Time Off (PTO) and other non-worked hours are not included when computing overtime
hours. "Comp time" - taking additional time off to compensate for overtime- is not authorized under any
circumstance.

Direct Deposit
Team members are encouraged to sign up for direct deposit, a service that can be set up by Al-Bari Group
of Companies with any bank or credit union. On each payday, you receive a pay statement with tax and
other information attached, such as deductions and year-to-date pay. If you would like to have your
paychecks deposited directly into your bank account, please reach out to the Payroll Team. You can have
your wages divided between more than one account and more than one bank. It usually takes two
paydays to set this up. You receive a regular paycheck until the direct deposit is complete. You are highly
encouraged to take advantage of direct deposit.

Payroll Deductions
All team members are subject to taxes on earnings and other deductions required by law, including:
 Federal Income Contributions Act (FICA)
 Federal Withholding (Income Tax)
 State and local taxes, if applicable

Other deductions may include with written authorization:

 Team member insurance premiums
 Optional benefit contributions
 401(k) contributions
 Garnishments and Child Support

Paycheck Error
It is our policy to comply with the salary basis requirements of the Fair Labor Standards Act (FLSA).
Therefore, we prohibit any improper deductions made from the salaries of exempt employees. In the
event of an error, we will make every attempt to adjust the error no later than your next regular pay
period. If you have a question concerning your paycheck, contact your manager. Your manager may need
to contact Payroll.

Final Pay
If a team member is terminated or leaves the Company, the team member's final check(s) are issued on
the next regular pay period(s) except as required under state regulations.

Benefits
The Summary Plan Documents can be found on the Human Resources page of Ozone under the benefits
section. When you are eligible for benefits, you will be scheduled to attend a class.

Open Enrollment
Al-Bari Group of Companies open enrollment is held every year in September. This is the one month of
the year when every eligible team member can make voluntary changes to their healthcare coverage. All
changes and updates made during open enrollment take effect October 1. If you have any questions,
contact HRTeam@Al-Bari Group of Companies .com.
Termination of Insurance Coverage
Coverage is terminated at the end of the month following a loss of eligibility or separation of employment.
For more information contact HRTeam@Al-Bari Group of Companies .com.

Team Member Product Discount

Team members are eligible for a discount on Al-Bari Group of Companies products. Team members
shipping to their home address can purchase by check or cash at a rate of the Company's cost, plus tax
and shipping. For credit card purchases, add an additional 2% to cost. Shipments to other non-local
addresses are charged an additional 2% fee. Orders are normally placed the same day if received by
3:00 pm.
To purchase a product with cash or check, complete a Team Member Purchase form (available online on
Ozone or in the Human Resources office) and bring it to the Order Processing Department. All credit card
purchases are handled through the Team Member Purchase Plan (EPP) via the Ozone home page. The
check or credit card you are using must be in your name.
After you have been employed for one (1) year you may elect to purchase products via payroll deduction.
The purchase must be at least $200 but no more than $1,000. If the amount is over $1,000 you can pay
the difference with cash, check, or credit card. The amount is deducted from your paycheck over a six (6)
month period. If you wish to use this option, complete a Purchase Form – Payroll Finance and bring it to
the Payroll Department.
You have the same overnight delivery options as other Al-Bari Group of Companies customers. Purchases
are only for the use of the team member and their dependents or for bona fide gifts.
No team member may process his or her own order or anyone else’s order under any circumstances nor
make any changes to an existing order. All changes must be handled by Order Processing.
Violation of this policy will result in disciplinary action up to and including termination.
If your employment with Al-Bari Group of Companies terminates for any reason prior to the
completion of your payroll deductions, all remaining funds are due and payable as of your final payday
and may be deducted from your final paycheck(s).

Paid Time Off (PTO)

Overview
At Al-Bari Group of Companies we work hard but also believe that taking time off from work is
essential, both personally and professionally. Paid Time Off (PTO) is a benefit that Al-Bari Group of
Companies provides to team members so they have the control to use a single allotment of PTO as they
see fit and be responsible for managing their time off for vacation and illness, according to what is
important to them.
All team members may request PTO, subject to manager approval (after 90 days of employment) for a
variety of reasons, including planned vacations, personal days off, and short- term illness or injury, etc.
PTO taken for short-term illness or injury cannot exceed 120 hours per year and may require additional
documentation*. PTO requests must be manager approved and are not guaranteed to be approved,
partially or in whole. Team members are expected to manage their PTO in a manner that insures they
complete their productivity, deadlines, customer needs, and all job performance requirements.
The PTO granted under this policy is similar to an income replacement insurance benefit. PTO is not
considered accrued time or vested wages. Team members will not be paid for PTO at the end of
employment unless otherwise required by law.
Those employees who report into a customer location will have variations in PTO policies which will
conform to assignment specifications. Those employees who are governed by a Union agreement will have
variations in PTO policies—see Union agreement for policy details
This policy provides general guidelines for action under the policy which changed effective January 1,
2018. Al-Bari Group of Companies , Inc. reserves the right to make exceptions to this PTO policy.
This policy supersedes all previous practices and policies related to vacation, vacation balances, and
vacation accruals.
*See related Attendance Policy, Leave of Absence policy, and disability benefits information and contact
your Human Resources Business Partner for more details.

Benefit Details
For Salaried Exempt people managers and above, Al-Bari Group of Companies does not limit the
number of PTO hours that team members may use each year, subject to manager approval.
For Hourly Non- Exempt team members and Salaried Exempt team members below the level of people
manager, the number of PTO hours available for use each year is based on team members’ years of
service per the following calculation:

Years of Service PTO Benefit (Per Year)

90 Days - 3 Years 120 Hours

3-5 Years 160 Hours

5+ Years 200 Hours

Salaried Exempt team members may use PTO in full day or four- hour increments only.
PTO taken for short-term illness or injury cannot exceed 120 hours. Team Members who are granted a
leave of absence which qualifies as a federal or state legislated job- protected leave will be eligible to use
up to 120 hours of available PTO.
PTO will be paid based on the team member’s regular pay rate and does not include overtime,
commission, or bonuses. PTO hours are not considered hours worked and are excluded from overtime
calculations in the week. If a paid holiday falls during a period of pre- approved PTO, the team member
will be paid for the holiday, and those hours will not be considered PTO.
PTO may not be used after the team member has given notice, unless prohibited by state law. A team
member’s last day of work cannot be a PTO day. Financial compensation is not provided in lieu of PTO
time.

Schedule/Report/Track
For pre-scheduled PTO unrelated to illness or injury, team members and people managers should both
take responsibility for scheduling the time to meet departmental and team requirements. Each department
establishes their own practices for requesting and using PTO. Managers have the final approval for all pre-
scheduled PTO.
For PTO due to illness or injury, team members are to notify their manager before the
scheduled start of the workday and should call in to their manager on each additional day of absence.
Medical and dental appointments, unless an emergency, must be reported to the manager in advance for
team members to use PTO. See the Attendance Policy for additional details on the tracking process for
unscheduled absences.
Team members below the level of Vice President are responsible for submitting their PTO requests to their
manager for approval via HRZone. Managers are responsible for processing their team members’ PTO
requests in HRZone where PTO usage will be tracked.

Additional Information for Al-Bari Group of Companies Team

Members Hired Prior to January 1, 2018

Effective January 1, 2018 neither vacation nor sick time will accrue. Previously accrued vacation time as of
December 31, 2017 is paid out if a team member leaves Al-Bari Group of Companies ; previously accrued
sick time as of December 31, 2017 is not paid out if a team member leaves Al-Bari Group of Companies ,
except where prohibited by state law.
Previously accrued vacation time as of December 31, 2017 will be used when a team member takes time
off work in 2018 until the balance is exhausted. Previously accrued sick time as of December 31, 2017
will be used when a team member takes time off work for approved Family Medical Leave Act (FMLA) time
in 2018 until the balance is exhausted,
except where prohibited by state law. Effective January 1, 2019 any remaining vacation balances will be
reviewed, and a determination made on ongoing tracking.
Holidays
Al-Bari Group of Companies offers seven (7) paid holidays per year. All team members in active status
are eligible to be paid for holidays; there is no waiting period. In addition, Al-Bari Group of Companies
will also offer Christmas Eve as a holiday when Christmas Eve falls on a week day; however, during years
when Christmas holidays occur on weekends, an alternate holiday schedule will take place. Please refer to
the holiday schedule on OZONE for a listing of current year observed holidays. In the event you are
scheduled to work on a holiday, you may choose an alternate day subject to the approval of your
manager.
Our seven (7) holidays are as follows: New Year’s Day; Memorial Day; Independence Day; Labor Day;
Thanksgiving; Day After Thanksgiving; Christmas Day and/or Christmas Eve (please see above).
Al-Bari Group of Companies additionally offers Floating Holidays based on years of service and
applicable to all eligible team members who have completed ninety (90) calendar days with the
Company:

Years of Service Floating Holiday (Per Year)

90 Days – 2 Years of Service 1 Floating Holiday (8 hours)

3+ Years of Service 2 Floating Holidays (16 hours)

Floating Holidays may be used for the same reasons as Paid Time Off (PTO) and must be
scheduled and reported in the same way as PTO. Team members may use Floating Holidays in full day
increments only. If a team member leaves the company prior to using a Floating Holiday, it is not paid
out.

Usage
In order to be paid for a holiday, team members must work their scheduled days (or take pre-approved
PTO) before and after the holiday. If you have an unexcused absence the day before or the day after a
holiday, even if you receive PTO pay, you are not eligible for holiday pay.
If you are on a leave of absence and are being paid by Al-Bari Group of Companies you will receive
holiday pay. If you are on a leave of absence and not being paid by Al-Bari Group of Companies you are
not eligible for holiday pay.
Holiday pay is calculated based on the team member’s regular pay rate. Holiday hours are not considered
hours worked and are excluded from overtime calculations in the week. Non- exempt team members
working part of a holiday will be paid for hours worked in addition to the holiday. Financial compensation
is not provided in lieu of Holiday time.
Holiday hours may not be used after the team member has given notice. A team member’s last day of
work cannot be a holiday.
Bereavement Leave
In the unfortunate event of the death of an immediate family member, a team member with ninety (90)
days of employment with Al-Bari Group of Companies is granted up to three (3) days paid bereavement
leave, provided their manager has been properly informed. “Immediate family” is defined to include
spouse, registered domestic partner, (step) children, (step) parents, (step) parents-in-law, (step)
siblings, grandparents, or grandchildren. This paid leave must be taken within ten (10) calendar days
from the date of death. If a team member is eligible for sick or vacation time, and they receive VP
approval, they may use their sick leave or vacation accrual to cover a longer leave or one that involves a
family member other than that described above.

Jury Duty Leave

Serving on a jury is a civic honor necessary for the operation of our judicial system. Al-Bari Group of
Companies encourages team members who are called for jury duty to serve in the spirit of
community, and supports the team member by providing paid time off.
Team members who receive a jury duty notice should notify their manager immediately, so arrangements
can be made to cover their workload. Al-Bari Group of Companies recognizes that in certain situations a
team member’s absence could cause a hardship for the company, so on these rare occasions a letter may
be written to the courts by Human Resources asking for the jury duty to be delayed. Any team member
who has an exceptional situation and would like consideration for a hardship letter should ask their
manager to contact Human Resources. Employees are expected to report to work, if excused early from
jury service.
Al-Bari Group of Companies pays the team member’s base salary for a period of up to two weeks of
jury duty. Team members who are not on regular full-time status (i.e. less than 30 hours per week) will
be provided time off to spend on Jury Duty but are ineligible for compensation from time spent on jury
duty.

Leaves of Absences
Time away from work is occasionally needed to recover from an illness, enjoy the birth or adoption of a
new family member, or take care of personal obligations. For reasons such as these, Al-Bari Group of
Companies allows team members the following leaves of absence, subject to department VP and
Director of Human Resources approval:
 Family Medical Leave (FMLA)
 Medical Leave (not covered under FMLA)
 Personal Leave

Family Medical Leave (FMLA)

Team members who have one (1) year of employment with Al-Bari Group of Companies , and who have
worked at least 1,250 hours in the twelve (12) months prior to Family Medical Leave, are eligible for up
to twelve (12) weeks unpaid leave during any twelve (12) month period (or any longer period required
by state law). The
twelve (12) month period is defined as the twelve (12) months following the first day of first time FMLA
taken. FMLA may be used for the following reasons:
 The birth of a child of the team member and in order to care for same
 The placement with the team member of a child for adoption or foster care
 In order to care for a spouse, registered domestic partner, child, or parent of the team member, if
such spouse, son, daughter, or parent has a serious health condition
 Because of a team member’s own serious health condition
 Injured Service Member Leave: If an illness or injury results from active duty service in the
military, a “spouse, son, daughter, partner or next of kin” is entitled to up to 26-weeks of leave if the
service member is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient
status, or is otherwise on the temporary disability retired list. This form of leave also applies to eligible
family members of veterans for up to five years after the veteran leaves service for a serious illness or
injury incurred during active duty. This 26-week maximum is only available during a single 12-month
period and is to be combined with, rather than be in addition to, other FMLA leave taken during the same
period.
 In situations of Active Duty Family Leave (“Qualified Exigency”) as covered under the federal
Family and Medical Leave Act (FMLA), because your spouse, son, daughter, or parent is on active duty or
in a reserve unit of the uniformed services, National Guard or coming from retirement, and on active duty
(or has been notified of an impending call or order to active duty) in support of a contingency operation in
the U.S Armed Forces.
In compliance with Washington State laws, available leave under this policy may be taken in addition to
the actual time period a woman may need for time off due to her temporary disability related to
pregnancy or childbirth. Approved time off to care for domestic partners will not count under the federal
Family and Medical Leave Act (FMLA), because the FMLA does not include domestic partners in the
definition of immediate family members. This form of leave relates only to coverage under State Family
Leave Act. Approved time off to care for same-sex spouses will count under the FMLA, because the FMLA
includes same-sex spouses in the definition of spouse.
Team members may be eligible for additional FMLA leave benefits under specific state regulations.
Because the definition of what is covered under FMLA changes frequently due to court rulings,
each team member is responsible for contacting the Benefits Administrator to determine if the
team member’s time off would qualify for FMLA.
Serious health condition is defined as any illness; injury, impairment, physical, or mental condition that
involves inpatient care at a medical facility or continuing treatment by a health care provider. A health
condition can be considered serious if the person has a recognized condition, is seeing a doctor and has
received some sort of treatment which could include just a prescription. This time off might only be a few
days or could be time taken off periodically.
The determining factor in classifying a leave is why you will be away from work. Just because you have
sick or vacation time available does not mean that you are not on a leave. How you get paid is a separate
matter from why you are gone. If you are on a leave of absence and are being paid by Al-Bari Group of
Companies you receive holiday pay. If you are on a leave of absence and not being paid by Al-Bari
Group of Companies you are not eligible for holiday pay.
Child is defined as a biological, adopted, foster, stepchild, legal ward, or any other child for whom the
team member has day-to-day responsibility who is under the age of eighteen (18), or who is incapable of
self-care because of a mental or physical disability.
Parent is defined as a biological parent or someone who legally stood in the place of a parent when the
team member was a child.
If a husband and wife are both employed by Al-Bari Group of Companies they are entitled to a total of
twelve (12) work weeks between the two of them in twelve (12) months if the leave is taken for the
birth, adoption or foster care placement of a child or to care for a parent with a serious health condition.
Family leave for birth, adoption, or foster care placement must be completed within twelve (12) months.
All accrued vacation; sick and floating holiday time must be applied during the leave time. Anyone going
on a FMLA leave is changed to hourly status.
Notice of FMLA
If the date of leave is foreseeable, a team member must give at least thirty (30) days’ notice. If the date
of leave is not foreseeable the team member must give notice as soon as possible.
A request for family/medical leave should be submitted in writing on the Leave of Absence Form, and
should indicate the expected date of departure and return. A doctor's approval on a medical certification is
also required. Team members are required to return the medical certification within 15 days of receipt of
this form. Extensions of family medical leave require approval of the Director of Human Resources and a
written doctor’s certification.

Medical Verification
Team members requesting leave for medical reasons must provide certification from a physician or
licensed healthcare provider on the form required by the federal government. Team members are required
to return the medical certification within 15 days of receipt of this form.
Al-Bari Group of Companies may require team members to obtain a second opinion by a provider of the
Company’s choice at its expense. If the first and second opinions conflict, Al-Bari Group of Companies
may pay for a third and final health care provider to offer a decision.

Return from Leave

Whenever possible, team members who return from FMLA will be reinstated to the same position held
when the leave commenced or to a position with equivalent status.
Reinstatement may be denied if the team member is salaried and among the highest paid 10% in the
Company’s workforce, and if reinstatement would cause substantial and grievous economic injury to the
Company’s operations.
Alternative Position
If a team member needs intermittent leave or leave on a reduced schedule that is foreseeable based on a
planned medical treatment, Al-Bari Group of Companies may require the team member to transfer
temporarily during the period when an intermittent or reduced schedule is required to an available
alternative position for which the team member is qualified and which better accommodates recurring
periods of leave than does the team member’s regular position.
Please contact Human Resources with any questions or need for more information about this policy.

Medical Leave
When a team member does not meet the requirements for a leave under FMLA, the employee may apply
for a medical leave for their serious health condition. Expectant team members may also qualify for
medical leave for the birth of a child. The leave is approved at the discretion of the VP and the Director of
Human Resources. The team member needs to provide a doctor’s statement prior to the leave
commencing. If you are on a leave of absence and are being paid by Al-Bari Group of Companies you
receive holiday pay. If you are on a leave of absence and not being paid by Al-Bari Group of Companies
you are not eligible for holiday pay.

Personal Leave
Occasionally a situation arises where a team member needs time off to attend to personal business. If the
team member has vacation accrued or a floating holiday available, that time needs to be used. If the team
member does not have any accrued time or has exhausted all time off, he or she may apply for a personal
leave of absence. The company may grant time off up to one month depending on the business needs of
the department and the company, the length of service of the team member, and the level of the team
member’s performance. Team members on a personal leave are transferred to an hourly status. If you
are on a leave of absence and are being paid by Al-Bari Group of Companies you receive holiday pay. If
you are on a leave of absence and not being paid by Al-Bari Group of Companies you are not eligible for
holiday pay. Failure to return to work at the conclusion of the approved leave is considered a voluntary
resignation. To the extent allowed by law, all leaves will run concurrently.

Military Leave with Pay

Team members who have completed ninety (90) days of employment with Al-Bari Group of Companies
may be granted up to ten (10) calendar days per year for military leave. This includes training or service
with the National Guard, Army, Air Force, Marines, or Naval Reserves. Team members must provide
advance, written notice of the need for leave. Team members receive the difference between regular
compensation and any compensation granted for military duty for a period not to exceed ten (10)
calendar days per year. Al-Bari Group of Companies makes payment for its contribution to this leave only
after receiving substantiation from the commanding officer of the Guard or Reserve organization, stating
the team member has fulfilled the military training or service obligation. Military leave with pay is not
charged against vacation.
Military Leave without Pay
When a team member participates in military training or service in excess of ten (10) days or enters the
active armed forces for an indeterminate period of time, the team member is granted military leave
without pay. Neither vacation nor sick leave accrues during unpaid military leave.
If your military leave is 30 days or less your health care coverage is maintained a permanent full time
employee. Team members on federal military leave have the right to elect to continue their existing health
plan coverage for you and your dependents for up to twenty four months while in the military through the
Consolidated Omnibus Budget Reconciliation Act (COBRA). If you don’t elect to continue coverage during
your military service, you have the right to be reinstated in the Al-Bari Group of Companies Health Plan
when you are re- employed, generally without any periods or exclusions (pre-existing condition
exclusions) except for service connected illnesses or injuries.
Within ninety (90) days of the expiration of military service, the team member may make a written
request to Human Resources for reinstatement to the position, or one of similar class, that they held prior
to being granted military leave without pay.
 For periods of military service up to thirty (30) consecutive days, the team member must report back
to work for the first full regularly scheduled work period on the day following the completion of the period
of service and safe transportation home, plus an eight (8) hour period of rest.
 After a period of military service of thirty one (31) to one hundred eighty (180) days, the team
member must submit to the employer an oral or written application for reemployment not later than
fourteen (14) days after completion of the period of service.
 After a military service period of one hundred eighty one (181) days or more, the team member must
submit an application for reemployment not later than ninety (90) days after completion of the period of
service.

Worker's Compensation
Al-Bari Group of Companies pays Worker's Compensation insurance at no cost to team members.
Worker's Compensation is paid through state programs and provides coverage for hospitalization and
medical expenses resulting from job-related injuries and illnesses in accordance with the appropriate
state laws. It is company policy that you need to report any on the job illness or injury to your supervisor
and to Human Resources within a reasonable time, however minor and whether or not medical treatment
is required. Coverage begins immediately upon employment.
 PERFORMANCE &
REWARDS
Performance Management Process
To help you and your manager identify the contribution you make to Al-Bari Group of Companies , we
have a program called Performance Management Process. Performance management is a continuous
process that sets expectations for your job performance, provides you with feedback, and helps direct
your development on the job.

Expectations
The first part of setting expectations is a current job description that clearly lists the basic duties and
responsibilities of your position. Although we continue to grow and develop new positions, every position
at Al-Bari Group of Companies has a job description. While job descriptions aren’t intended to list every
task, they do contain the primary duties of positions. We also use job descriptions to plan, determine pay
ranges and budget for Al-Bari Group of Companies future staffing and training needs, and to help you
learn about other Al-Bari Group of Companies positions in which you may be interested. You may obtain
a copy of your standardized job description from your supervisor or Human Resources.

Performance Standards
You were hired to join our team because we believed you were the most appropriate person for the
position. We have high expectations of your job performance, so we ask managers to set performance
standards and clearly communicate your expected work results. Standards are established for your
position and define how your performance is measured. Standards may change through the year, just as
your job responsibilities may change as you learn and develop new skills and knowledge. Be flexible and
work with your manager to help your career advance.

Feedback and Formal Reviews

Ongoing feedback is key to performance management at Al-Bari Group of Companies . Your manager
should provide you with feedback on your job performance, as well as coach you on ways to work more
effectively. Managers and team members are strongly encouraged to discuss job performance and goals
on an informal, day-to-day basis. Managers will complete a monthly/quarterly progress and development
check-in with each team member to discuss strengths, growth opportunities and goals. Check-ins
address individual performance goals, encourage and recognize strengths, identify and correct
weaknesses, and discuss positive, purposeful approaches for achieving company and personal goals.
Recognition & Rewards
Recognition is an important part of the Al-Bari Group of Companies corporate culture. We value our
team members and want each team member to be rewarded for outstanding performance.

Five Star Service Award

Al-Bari Group of Companies reputation for excellent service is built on specific core values embodied by
what we call “Five-Star Service” – values always present at the foundation of everything we do, and
strongly evident in the delivery of service to our customers and team members. More info on Five-Star
Service is available on Ozone.
The Five-Star Service Award Program renews annually every January. A committee reviews and verifies
submissions before recognizing nominees; awards are distributed to team members quarterly during Town
Hall meetings and published in the Five Star Service News.

Years of Service Awards

Al-Bari Group of Companies team members receive informal recognition for all anniversaries and formal
recognition for one (1), three (3), five (5), ten (10) and fifteen (15) years of service plus every five years
after fifteen (15).

Annual Al-Bari Group of Companies Awards

Annually, Al-Bari Group of Companies recognizes team members employed for the entire calendar year
who, have exceeded their goals and performed extraordinarily. There are three (3) formal levels of
achievement. In addition, there are several special awards. These awards are presented at Al-Bari Group
of Companies ’ Annual Company Awards Dinner.

Team Member of the Quarter

All non-sales departments award Team Member of Quarter awards based upon initiative, leadership, being
a team player, inspiring others, and exceeding established goals and metrics. Each quarter the Officers
hold a luncheon to recognize these team members.

Training and Certifications

Al-Bari Group of Companies encourages professional development and continuous improvement. In
addition to on the job training, team members may participate in in-house training seminars as well as
training and certification programs offered by outside agencies when departmental funds are available.
Your manager may suggest training or certification programs for you to attend. If you wish to attend
external training, you must first obtain manager and VP approval. All training should be specific to your
current or developing position at Al-Bari Group of Companies . Completed Training/Certification costs
must be submitted via the company’s expense reimbursement tool.
Should you voluntarily terminate your employment within one year of payment (or reimbursement) for
training or certifications made by Al-Bari Group of Companies on your behalf, you will be required to
repay Al-Bari Group of Companies for the full expense of this training including all travel-related
expenses.
 LOCATION SPECIFIC
INFORMATION
Hours of Operation
The Al-Bari Group of Companies Corporate Office, located in Pakistan is officially open from 10:00am-
6:00pm Monday through Saturday. Other facility’s hours are based upon customer needs. General
access level for the Auburn building is Monday-Saturday, 10:30am-6:30pm. Access beyond that will
need Human Resources and Facilities approval.

Parking Policy
This policy was created to comply with Washington State Commute Laws, Fire Department regulations, for
the safety of our team members and their vehicles and to ensure only Al-Bari Group of Companies team
members and our visitors are parking in our lot.
1. All team members must have their vehicle registered (including license plate number). If you need
to register your vehicle, please do so at the Front Desk.
2. Parking along the curbsides is a violation of Fire Department regulations. Violators will be towed at
the owner’s expense.
Violation of this policy will result in the following actions:
 First time – Warning sticker on the car.
 Second time – Warning sticker on the car and an e-mail to the team member and manager.
Managers should respond by following up with the team member to reinforce the need to comply with
parking policy.
 Third time – The vehicle is towed at the owner's expense.
This policy was created for the benefit and safety of our team members. We ask that all team members
abide by it. If you have questions, please contact a Human Resources representative. There are many
ways you can take advantage of the CTR:
Guaranteed Ride Home
As part of Company's CTR Program, a guaranteed ride home is offered in case of an emergency to any
team member who carpool, vanpool, walk or bike to work. Al-Bari Group of Companies provides this
service through a contract with a local taxi company. Contact the front desk if you need to use this
service.
and whether or not medical treatment is required. Coverage begins immediately upon employment.

The Al-Bari Group of Companies Café

We have a cafe in the basement where you are welcome to have lunch. A variety of food and beverage
items are available for purchase at the kiosk. There are kitchenettes located throughout the building.
They all supply free coffee, tea.

Events
Annually Al-Bari Group of Companies has a summer event for all team members and their immediate
family or one guest. We also have an annual awards banquet held early in the year. In addition, Al-Bari
Group of Companies arranges for offsite group events such as attending sports and cultural events. Team
members and their family and friends can take advantage of discounted tickets for these events. We
normally host quarter end parties for team members each quarter.