Our Vision and Our Mission

All of us on the CVS Caremark team — from the newest colleague

to our Board of Directors — should understand why we are in
business, what we want to achieve and how we operate. Our
compelling purpose is a hallmark of our success.
Your guide to
We are: A pharmacy innovation company
Our Purpose: Helping people on their path to better health
Our Strategy: Reinventing pharmacy

Our CVS Caremark Values

• Innovation - Demonstrating openness, curiosity and creativity in
the relentless pursuit of delivering excellence
•C
 ollaboration - Sharing and partnering with people to explore
and create things that we could not do on our own
•C
 aring - Treating people with respect and compassion so they feel
valued and appreciated
• I ntegrity - Delivering on our promises; doing what we say and
what is right
•A
 ccountability - Taking personal ownership for our actions and
their results

Rev. 1/12
 DISCLAIMER
EMPLOYMENT HANDBOOK
OF
CVS CAREMARK
ISSUED: _______
THE CONTENTS OF THIS HANDBOOK ARE GUIDELINES ONLY AND
SUPERSEDE ANY PRIOR HANDBOOK. NEITHER THIS HANDBOOK NOR
ANY OTHER COMPANY GUIDELINES, POLICIES OR PRACTICES CREATE
AN EMPLOYMENT CONTRACT. THE COMPANY HAS THE RIGHT, WITH
OR WITHOUT NOTICE, IN AN INDIVIDUAL CASE OR GENERALLY, TO
CHANGE ANY OF ITS GUIDELINES, POLICIES, PRACTICES, WORKING
CONDITIONS OR BENEFITS AT ANY TIME.
NO ONE IS AUTHORIZED TO PROVIDE ANY EMPLOYEE WITH AN
EMPLOYMENT CONTRACT OR SPECIAL ARRANGEMENT CONCERNING
TERMS OR CONDITIONS OF EMPLOYMENT UNLESS THE CONTRACT
OR ARRANGEMENT IS IN WRITING AND SIGNED BY THE PRESIDENT.
EMPLOYMENT WITH THE COMPANY MAY BE TERMINATED AT ANY
TIME WITH OR WITHOUT CAUSE OR NOTICE BY THE EMPLOYEE OR
THE COMPANY.
THIS NOTICE APPLIES TO ALL EMPLOYEES REGARDLESS OF DATE OF HIRE.
To ensure you have the current version of this Guide, please
view the document online at my.cvs.com on the Policies and
Employee Information page.
2 3
1 Welcome!
Welcome to CVS Caremark. We are glad you have chosen to join us.
In doing so, you accept an important responsibility - a commitment
to our customers, colleagues and community. The rewards for
accepting this responsibility go beyond a paycheck. They include
the opportunity to be part of a winning team, to learn and grow,
and perhaps, most important of all, to make a difference in the lives
of those we serve.
Over the years, our company has distinguished itself by attracting
and hiring terrific people who are energized by our compelling Vision
and Mission and who live and model our Values. We have achieved
financial results that have enabled us to grow to become one of the
most successful companies in America. We are proud of our success
and the growth opportunities it has created for so many of our
colleagues. Our financial success has also enabled us to give back
to the communities we serve. We hope that you contribute to the
future success of our company and that you enjoy a long and
rewarding career with CVS Caremark.
This handbook is designed to provide answers to questions about
what CVS Caremark expects from you, and what you may expect
of CVS Caremark as we strive to provide world-class service to our
customers and clients. Study this handbook and keep it to refer to
as needed. Talk to your supervisor or Human Resources representa-
tive if you have unanswered questions.
Who We Are- The Qualities That Make Us Succeed
Our Vision and Our Mission
All of us on the CVS Caremark team — from the newest colleague to
our Board of Directors — should understand why we are in business,
what we want to achieve and how we operate. Our compelling
purpose is a hallmark of our success.
We are: A pharmacy innovation company
Our Purpose: Helping people on their path to better health
Our Strategy: Reinventing pharmacy
While we are proud of our impressive growth in sales and earnings,
we are even more proud of our talented and dedicated team, which
has driven our success. With our great people, leading industry
presence and financial strength, we are confident that now, more
than ever, we can meet the needs of our customers and clients better
than any of our competitors.
However, we also must remember that success is never final.
Being the best means we must continually innovate and improve.
Our fundamental values won’t change, but nearly everything about
our business may change over time. To be better than any competi-
tor, we’ve got to enjoy making constant changes. Our future will
be an adventure as we open new doors to customers, new markets
for CVS Caremark and new opportunities for every CVS Caremark
team member — including you.
CVS Caremark People
Our Prescription for Success
Our colleagues are among our most valuable assets. Stores and
products don’t satisfy customers — people do. Each CVS Caremark
colleague plays an important part in delivering the kind of service
that keeps customers coming back.
What makes CVS Caremark colleagues special? Successful CVS
Caremark colleagues connect with our customers whether they are
internal customers, PBM clients or patients and customers. We are
friendly, helpful and interested in serving our customers. We treat
every customer with respect, interacting with them on a personal
level — one at a time. This personal connection and extra measure
of service create satisfied and loyal CVS Caremark customers.
CVS Caremark Values
• I nnovation - Demonstrating openness, curiosity and creativity
in the relentless pursuit of delivering excellence
•C
 ollaboration - Sharing and partnering with people to explore
and create things that we could not do on our own
•C
 aring - Treating people with respect and compassion so they
feel valued and appreciated
• I ntegrity - Delivering on our promises; doing what we say and
what is right
•A
 ccountability - Taking personal ownership for our actions and
their results
4 5
Treating Each Other With Respect
At CVS Caremark, you will encounter people with many backgrounds
and perspectives. Meeting and getting to know your colleagues and
customers is one of the most rewarding aspects of working at CVS
Caremark. Our customers routinely go out of their way to call and
write us to compliment our colleagues for the way we treat them.
Our newest colleagues routinely tell us that our warm, friendly
people make us stand out from other places they have worked.
No matter what you may think about someone, you are expected
to treat all customers and colleagues with respect. It is part of your
role at CVS Caremark.
Making CVS Caremark a great place to work is also part of everyone’s
job. We work together to create an engaging working environment
on every team and in every location. It brings out the best in each
of us and makes work more fun. This helps us continue to attract the
best talent and to build customer loyalty.
Respect does not mean you must like the person or make friends.
Respect simply means being considerate, courteous and responsive.
Diversity And Equal Employment Opportunities
At CVS Caremark, we are committed to building an environment of
inclusion and acceptance that values diversity across all areas of our
business. Your role in creating and supporting an inclusive environment
is to demonstrate respect for your colleagues and customers, and the
broad range of ideas and viewpoints they contribute to our organization
every day.
CVS Caremark offers a number of programs to support our commitment
to diversity. For more information on these opportunities, please contact
your supervisor or Human Resources manager.
Equal Opportunities
CVS Caremark is an Equal Opportunity employer. Our continued success
depends on the full participation of all qualified persons regardless of age,
gender, gender identity or expression, marital status, sexual orientation,
race, color, religion, national origin, veteran status, military status, disability,
genetics or any other characteristic protected by federal, state or local law.
It is our policy to recruit, hire, train, develop and promote the best
people available, based solely upon job-related qualifications.
CVS Caremark requires that all matters related to employment —
recruiting, hiring, training, compensation, benefits, promotions,
transfers and treatment on the job — be free of discrimination and
2 Supporting Your Needs
harassment, which are prohibited by law.
Problem Solving/Issue Resolution Process
Once in a while, most people find themselves in a difficult situation.
We are committed to a work environment free of all types
The “right” decision or course of action is unclear. Circumstances are
of discrimination.
confusing or the situation is uncomfortable. You believe something
may be wrong, but you don’t know what to do.
If you ever feel you are being discriminated against for any reason,
contact your supervisor or the Human Resources Manager for your area.
You have an important responsibility. When you have an issue, it is
Every claim of discrimination will be treated seriously. All complaints of
your responsibility to determine if you can handle the situation on
discrimination will be promptly and thoroughly investigated by the
your own or if you need to speak up. If you need to speak up, it is your
Human Resources Manager and/or the respective department manager.
responsibility to let management know your question or problem.

Generally, it is best to first discuss the issue with your immediate

supervisor. Your supervisor can give you advice. He or she can help
you to understand a difficult situation. He or she also can advise you
of the next steps you should take, if necessary, or determine the
action CVS Caremark should take.

We encourage you to speak honestly and respectfully to your

supervisors and managers about your work-related concerns. They
and the company will treat your questions, concerns and complaints
seriously, and resolve them in a timely and appropriate manner.

In case you require further assistance, please review and use the
steps in the CVS Caremark Problem Solving/Issue Resolution Process
below to assist you in taking the right course of action.

6 7
 The CVS Caremark Ethics Line is available 24 hours a day, seven days
CVS Caremark Problem Solving/Issue Resolution Process a week. No action will be taken against you for the act of good faith
disclosure of information or making a good faith inquiry.
If Then
You have a question, problem or issue … inform your immediate supervisor If you call the CVS Caremark Ethics Line anonymously, you will be
… given a unique identification number so that you can call back for
a status report on your call. We are committed to listening and, when

➭
If
You have a routine benefit/payroll/
leave of absence issue that has not
been resolved by your immediate
supervisor …
➭
If
You are not comfortable with this ap-
proach, or your immediate supervisor
cannot or does not resolve your ques-
tion, problem or issue satisfactorily …
➭
Then
… use the contact number for
employee benefits/payroll or leave of
absence in the resource guide in the
back of this handbook.
Then
…. contact the next level of manage-
ment.
necessary, interceding in any perceived ethical or business conduct
issues reported. In the event an employee identifies him or herself
but does not want his or her identity revealed further, CVS Caremark
will protect the identity of the person to the extent reasonably possible.
Contact information for the CVS Caremark Ethics Line can be found in
the Resource Guide in the back of this Handbook.
For further details and more specific direction, consult the
CVS Caremark intranet site.
Additional written resources to guide your decisions:
• Code of Conduct
• Company policies and procedures, available on the

Company intranet site

If Then Please refer to the Resource Guide for contact numbers and
You are not satisfied with the out- … contact your Employee Relations additional information.
come after speaking with your next Representative (refer to the resource
level of management … guide in the back of this handbook for The Employee Assistance Program
contact information).
The CVS Caremark Employee Assistance Program (EAP) provides
➭

confidential advice, telephonic counseling or referral services for

CVS Caremark employees. Our EAP is an independent professional
If Then counseling service. EAP services, provided by counselors, include
You are not satisfied with the outcome … request that your Employee Rela- professional assessment, identification of further resources and
after speaking with these people … tions Representative review your issue follow-up. These services are free.
with the appropriate management for
a final decision. All employees are eligible to use the EAP. There is no limit to the
number of times you may call.
CVS Caremark Ethics Line
In the event you think you have observed violations of the Code of
Conduct, Company policies, unethical conduct, illegal behavior, or any
violation of applicable law, regulations and state pharmacy laws, we urge
you to discuss this with your immediate supervisor and continue your
inquiry “up the ladder” until you feel you have gotten an appropriate
response. If a question or concern cannot be readily addressed within your
work group or through your supervisor, you have the option to contact
the Ethics Line.
8 9
You are the best judge of when you need to call the EAP. The only
criteria for use is that you are interested in confidential assistance
with problems relating to:
• Marriage, family, parenting and/or relationships
• Emotional well-being
• Alcohol or drug abuse
• Personal crisis
• Difficulties in relationships
• Stress and anxiety issues
• Personal achievement
• Financial planning and debt management
• Legal consultation and referral to discounted services.
Please refer to the Resource Guide for contact numbers and
additional information.
Leaves Of Absence
The overall well-being of employees is important to the company.
While each employee’s contributions on the job are valued, the
company recognizes that there are situations where employees
may need to take time off from work. The company is committed to
compliance with all applicable federal, state and local laws entitling
employees to take leaves of absence, such as the FMLA, as described
below. Additionally, the company may offer other leave of absence
options, which are more generous than federal, state and local
laws, depending on business operations, the employee’s position
and place of employment. For more information about the types of
leaves of absence for which you may be eligible, please refer to the
Resource Guide for contact information.
Family and Medical Leave Act (FMLA)
Leaves of Absence
Eligible Employees: Employees are eligible to take unpaid, job-
protected leave under the Family and Medical Leave Act (FMLA) if
they: (1) have worked for the company for at least one year and for
at least 1,250 hours within the last 12 months, and (2) are employed
at a worksite that has 50 or more employees within 75 miles.
10
Basic Leave Entitlement: Eligible employees may take up to 12 weeks
of unpaid, job-protected FMLA leave within a rolling 12-month period,
measured backward, for any of the following reasons: (1) for incapacity
due to pregnancy, prenatal medical care or child birth; (2) to care for the
employee’s child after birth, or placement for adoption or foster care;
(3) to care for the employee’s spouse, son, daughter or parent with
a serious health condition; or (4) because of the employee’s own
serious health condition that makes them unable to perform the
employee’s job. If both spouses work for the company and leave is
taken for the foster placement, adoption or birth of a child, or to care
for a parent with a serious health condition, the maximum combined
FMLA leave for both spouses is 12 weeks in any rolling 12-month
period, measured backward.
Definition of Serious Health Condition: A serious health condition is
defined as an illness, injury, impairment or physical or mental condition
that involves either an overnight stay in a medical care facility, or
continuing treatment by a health care provider for a condition that
either prevents the employee from performing the functions of the
employee’s job, or prevents the qualified family member from
participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may
be met by a period of incapacity of more than three consecutive calendar
days combined with at least two visits to a health care provider, or one visit
and a regimen of continuing treatment, or incapacity due to pregnancy,
or incapacity due to a chronic condition. Other conditions may meet the
definition of continuing treatment.
Military Family Leave Entitlements: Eligible employees with a spouse,
son, daughter, or parent on active duty or call to active duty status in the
National Guard or Reserves in support of a contingency operation may use
their 12-week leave entitlement, as described above, to address certain
qualifying exigencies. Qualifying exigencies may include attending certain
military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions,
and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible
employees to take up to 26 weeks of leave to care for a covered service
member during a single 12-month period. A covered service member is a
current member of the Armed Forces, including a member of the National
Guard or Reserves, who has a serious injury or illness incurred in the line of
duty on active duty that may render the service member medically unfit
to perform his or her duties for which the service member is undergoing
medical treatment, recuperation, or therapy; or is in outpatient status; or is
on the temporary disability retired list.
11
Notice of Leave: If the employee’s need for FMLA leave is foresee-
able, he or she must give the company at least 30 days prior written
notice. Where the need for leave is not foreseeable, the employee is
expected to notify the company as soon as practicable, and generally
must comply with the company’s normal call-in procedures.
Employees should use the company’s forms when requesting any
leave of absence, including FMLA leave. An employee must initi-
ate a request for leave of absence by calling the leave of absence
information number listed on the Resource Guide in the back of this
Handbook, after which the company will send applicable forms and
instructions to the employee. Employees must provide sufficient
information for the company to determine if the leave may qualify
for FMLA protection and the anticipated timing and duration of the
leave. Sufficient information may include that the employee is una-
ble to perform job functions, the family member is unable to perform
daily activities, the need for hospitalization or continuing treatment
by a health care provider, or circumstances surrounding the need for
military family leave. Employees also must inform the employer if the
requested leave is for a reason for which FMLA was previously taken
or certified. Employees may also be required to provide a certifica-
tion and periodic recertification supporting the need for leave.
Medical Certification: If an employee is requesting leave because of
his or her own serious health condition, or the serious health con-
dition of a covered relative or serious illness or injury of a covered
service member, the employee and relevant health care provider
must supply appropriate medical certification. After an employee
initiates a request for a leave of absence, the company will send the
employee notification of the requirement for medical certification,
send appropriate forms, and instruct the employee when they are
due. Failure to provide requested medical certification may result in
the delay and/or denial of the leave request. If the leave is sought be-
cause of the employee’s own serious health condition, the company,
at its expense, may require a second opinion examination/certifica-
tion issue by a health care provider designated by the company, if it
reasonably doubts the medical certification the employee provided.
If the second health care provider’s opinion conflicts with that of the
first health care provider, the company, at its expense, may require a
third, mutually agreeable, health care provider conduct an examina-
tion and submit medical certification as a final and binding opinion.
The company may require subsequent medical recertification as
permitted by the FMLA.
12
The Company’s Responsibilities: The company must inform em-
ployees requesting leave whether they are eligible under the FMLA.
If they are, the company’s notice to the employee must specify any
additional information required as well as the employee’s rights and
responsibilities. If they are not eligible, the company must provide a
reason for the ineligibility.
The company must inform employees if leave will be designated as
FMLA-protected and the amount of leave counted against the em-
ployee’s leave entitlement. If the company determines that the leave
is not FMLA-protected, the company must notify the employee.
FMLA Leave is Unpaid: FMLA leave is unpaid leave, however, an
employee may substitute any accrued paid time for unpaid FMLA
leave. In order to use paid leave for FMLA leave, the employee must
comply with the company’s normal paid leave policies. This substitu-
tion of paid leave for unpaid FMLA leave time does not extend the
total amount of FMLA leave time available to the employee. The em-
ployee’s FMLA leave runs concurrently with other types of leave (such
as paid vacation, state family leave laws, workers’ compensation, paid
disability, etc.), unless prohibited by applicable law.
Intermittent or Reduced Schedule FMLA Leave: An employee
does not need to use the FMLA leave entitlement in one block. FMLA
leave can be taken intermittently (in separate blocks of time due to a
single health condition) or on a reduced leave schedule (reducing the
usual amount of hours the employee works per workweek or work-
day) when medically necessary. Employees must make reasonable
efforts to schedule leave for planned medical treatment so as not to
unduly disrupt the company’s operations. Leave due to qualifying
exigencies may also be taken on an intermittent basis. While an em-
ployee is on an intermittent or reduced schedule leave, the company
may temporarily transfer the employee to an alternative position that
better accommodates the employee’s need for leave and that has
equivalent pay and benefits.
Reporting while on FMLA Leave/Requests for Extension of FMLA
Leave: Employees on leave must notify their immediate supervisor
periodically to report on their expected date of return. If an em-
ployee cannot return to work at the end of the approved leave, the
employee must request an extension to the leave by calling the leave
of absence information number listed on the Resource Guide in the
back of this Handbook, providing reasonable notice to the company
13
prior to the extension of the original leave. If an employee fails to
return to work at the expiration of a leave and an extension of the The Reasonable Accommodation Process
leave has not been approved by the company, the employee may be
subject to discharge. Although we all want to do the best we can at our jobs, there may
be times when a physical or mental impairment prevents us from
Benefits: During an approved FMLA leave, the company will main- performing our duties fully.
tain the employee’s health benefits on the same terms as if the em-
ployee continued to be actively employed. If paid leave is substituted If you feel you cannot perform all the essential functions of your
for unpaid FMLA leave, the company will deduct the employee’s por- job, CVS Caremark will work with you to try to provide a reasonable
tion of the health plan premium as a regular payroll deduction. If the accommodation so that you may continue to perform the essential
employee’s leave is unpaid, the employee must continue to pay his functions of your position.
or her employee portion of the premium to the company in a timely
manner in order to continue coverage. Some examples of reasonable accommodations include changing
your work schedule, granting leaves of absence, and allowing for
Use of FMLA leave will not result in the loss of any employment special equipment or services.
benefit that accrued prior to the start of the employee’s leave.
If you feel that you need a reasonable accommodation, speak to your
Return from Leave: If an employee takes leave because of his or supervisor immediately — even if you are not sure you will need to
her own serious health condition, the employee will be required to make changes in your duties. He or she will complete a reasonable
provide a fitness for duty note indicating that he or she is able to accommodation form in order to assess your situation and help you
perform the essential functions of their job, with or without reason- obtain any documentation that may be required.
able accommodations, before returning to work. Employees should
use the company’s fitness for duty form, which may be obtained by
calling the leave of absence information number listed on the
Resource Guide in the back of this Handbook. Employees returning
to work from an approved FMLA leave will be returned to their origi-
nal position or to an equivalent position with equivalent pay, benefits
and other employment terms, unless their employment would have
been terminated in any event for reasons unrelated to the leave
(such as position elimination).

Unlawful Acts by Employers: FMLA makes it unlawful for any

employer to: interfere with, restrain, or deny the exercise of any
right provided under FMLA; or discharge or discriminate against
any person for opposing any practice made unlawful by FMLA or
for involvement in any proceeding under or relating to FMLA.

Enforcement: An employee alleging a violation of the FMLA may

file a complaint with the U.S. Department of Labor or may bring a
private lawsuit against an employer. Contact information for the
U.S. Department of Labor is: 1-866-487-9243; TTY 1-877-889-5627;
and www.wagehour.dol.gov.

FMLA does not affect any Federal or State law prohibiting discrimi-
nation, or supersede any State or local law or collective bargaining
agreement which provides greater family or medical leave rights.

14 15
 Your Role in Helping
3 CVS Caremark Succeed
What is Expected From You
CVS Caremark and your team members have expectations of you.
You are expected to:
• Serve and satisfy your customers, including the
CVS Caremark colleagues you support
• Work safely
• K
 now your job and do it well, cooperate with others and
support the goals of your team
• Act in the best interest of the company
• Report if you have been placed on any state or federal
exclusion lists, including the U.S. Department of Health
and Human Services Office of Inspector General (OIG)
and/or General Services Administration (GSA); if any
of your employment-related professional licenses have
expired, or been revoked and/or sanctioned; or if you
have been convicted or pled guilty, no contest, nolo
contendere or entered into a pre-trial agreement, deferred
adjudication or similar pardon program for a crime other
than a minor traffic violation.
Our Standards of Behavior
On and off the job, we expect all CVS Caremark colleagues to
comply with the law, and treat other people with respect, honesty
and courtesy. Doing what is right is our basic standard of behavior.
Illegal, unethical actions are unacceptable at CVS Caremark. A
handbook cannot cover every behavior or act that would be
unacceptable, but can provide enough examples to make the point.
As you read through the following sections in this chapter, you need
to understand that you could lose your job if you disregard or violate
any company policy or procedure, whether contained in this hand-
book or maintained elsewhere (e.g., Code of Conduct).
Every Day Conduct
Every day that we come to work as CVS Caremark employees, we
are all expected to behave ethically, honestly, legally, and responsi-
bly. Examples of conduct that generally lead to discipline and
termination include but are not limited to:
16
• Rude conduct toward others
• Offensive language on company premises or
when representing the company
• Sleeping on the job
• Recording conversations of any employee, customer or
client of CVS Caremark without all parties’ consent
• Conducting personal business at work
• Frequent absences, tardiness, or leaving work
before the end of your shift
• Interference with or failure to cooperate with
any investigation
• Commission of a crime
• Illegal or unethical conduct, whether on or off the job
• Insubordination
• Dishonesty
• Theft or fraud of any kind, including those listed in the
Employee Theft and Fraud section of this handbook
• Working “off the clock” or requiring a subordinate to
work “off the clock”; i.e., without pay for time worked
• Willful or careless destruction of or damage to the
company’s or another person’s property
• Falsification of any company records or reports including
the false reporting of time worked for yourself or others.
• Horseplay
• Disregarding or violating any Safety Rules
• Disabling safety guards or key lockouts on any
equipment including conveyors, balers, forklifts or
other power equipment
• Possession of weapons of any kind in the workplace
• Smoking in any company facility
• Asking or allowing a minor employee to perform duties
that are unsafe or violate state or federal child labor laws
• Use, possession, or distribution of alcohol, drugs or any
other intoxicant while on company premises or report-
ing to work while under the influence of alcohol, drugs
or any other intoxicant
• Harassment or threats toward another person
• Selling tobacco, alcohol or other age restricted products
to minors
• Selling any product in violation of state or federal law
17

• Unauthorized use of company property or equipment
• Making false or malicious statements regarding
employees, customers, the company or products
• F ailing to maintain a license or certificate required for
the job, or failing to report an adverse action taken
against a license or certificate
Coming to Work
It seems obvious, but an important part of your role is coming to
work when you are scheduled to work, arriving on time, and working
all of your scheduled shift. Your colleagues and customers need to be
able to count on you, every day you are scheduled to work. We work
as a team and depend on each other. When you don’t come to work
or when you arrive late or leave work early, you can’t contribute to
your team.
If an illness or emergency causes you to miss work or to be late or
leave work early, call your supervisor as soon as possible so plans can
be made to cover your absence.
Depending on the circumstances, your failure to report to work and
not notify your supervisor will result in disciplinary action, up to
and including termination of employment, even for a first offense.
If we don’t hear from you, we may consider you to have voluntarily
resigned from your job.
CVS Caremark policy requires accurate recording of all hours worked
by all non-exempt hourly colleagues. This means hourly paid and
other non-exempt colleagues must carefully follow and strictly
comply with the time clock or other time reporting policy for their
site. Colleagues using another colleague’s ID, Badge or PIN number
to access the other colleague’s time records or to clock the other
colleague in or out, giving their ID, Badge, or PIN number to another
colleague to clock them in or out, falsifying time or work recorded
and /or improperly tampering with any time-keeping device will be
subject to discipline up to and including termination.
Your Appearance
Our high standards of quality in store presentation and customer
service create our “image” as CVS Caremark. As a company, we project
a clean, neat, friendly, caring and professional environment.
When you dress for work, remember that you are part of the company
image. As a provider of healthcare products, customers expect us to
18
be clean and neat. This should be reflected in the way you present
yourself. In a customer’s eyes, the way we look is as important as
the way we organize the shelves. Our appearance creates a strong
positive or negative impression about our business to customers,
shareholders, vendors and our communities.
Depending on the location in which you work, you are required
to wear the clothing that has been designated by your facility as
appropriate. This may mean wearing business attire or safety cloth-
ing, depending on where you work. Please speak to your supervisor
for details about the dress code at your facility.
Use your judgment when preparing to come to work. No matter
where you work, we count on you to present a clean and professional
image to all of our customers. In general, avoid wearing articles of
clothing, jewelry, make-up or other adornment that may offend cus-
tomers or other employees. Jeans, hats, spandex clothing and shorts
are not appropriate for working on the sales floor.
Although we respect each individual’s sense of style, we ask you to
use discretion regarding facial and body piercing, tattoos, hairstyles,
and other similar attention-getting or distracting attire or adorn-
ment. Body and/or facial rings and studs that could affect safety are
not to be worn at work.
If you have a question about what is considered appropriate dress
for work, ask your supervisor.
Meals and Rest Periods
Scheduled meal and rest periods during the course of each workday
take into account operational and personal needs. Each state has differ-
ent rules for meal and rest periods so you should check with your man-
ager if your meal and rest period rules have not been explained to you.
Although you may wish to work through your meal or rest period to assist
customers, your managers or colleagues, or to leave work early, this is not
allowed under many state laws. Even in the few states that allow you to
work through your meal or rest periods with pay or to take an “on call” paid
meal or rest period, you may not do so without prior approval of your su-
pervisor. You may ask your manager about the state in which you work. If
you do work through an unpaid meal period or your unpaid meal period is
interrupted, you should notify your manager to ensure that your working
time is correctly recorded in your pay. If you notice that a meal period was
deducted from your pay that you did not take, you should notify your
manager and request a correction.
19
Youth Employment Laws
CVS Caremark employs many people who are under the age of 18
years. Federal law and state law have different rules for younger
employees when it comes to duties, hours of work, certificates, and
break/rest periods. If you hire or supervise any employee under the
age of 18, it is important that you familiarize yourself with these
different requirements as they will vary from state to state.
In general, employees under 18 years of age may not:
• Load, unload, or operate scrap paper balers or paper
box compactors
• Climb on or operate a forklift
• Enter in or operate a freight elevator
• Load, unload, or operate a motorized conveyor belt
• Drive a motor vehicle on a public road as part of his
or her employment
• Serve as an outside helper on a motor vehicle
on a public road
• Sell alcohol
• Work with photo processing chemicals in
concentrated form.
All employees, including the minors themselves, are responsible for
enforcing policy and laws concerning the employment of minors.
Adult employees who ask a minor to work a schedule that is not
permitted or to do one of the tasks listed above may be disciplined
up to and including termination. Management who ask minors to
work hours that are prohibited or fail to ensure that minors have
proper certificates may be disciplined as well.
Your Safety
Commitment to Safety
Your safety and health are important to us at CVS Caremark. We
are committed to providing a safe and healthy work environment
for you. We believe in full compliance with the safety and health
standards contained in the Occupational Safety and Health Act
(OSHA) and all state and local health and safety regulations.
20
Maintaining a safe workplace is everyone’s responsibility. To ensure
your safety, and the safety of your coworkers and our customers,
CVS Caremark will provide you with information and instructions
on safe work procedures and recognizing potentially unsafe condi-
tions. Details about specific safety rules and procedures are available
for your review in safety manuals available through your managers,
supervisors or Human Resources Business Partner.
Injury Prevention
Most injuries at work result from an unsafe act. To prevent workplace
injuries, you must follow all applicable safety rules and procedures at
all times, be alert and exercise common sense whenever you are at
work. If you cause an injury by your unsafe conduct, or if you fail to
follow safety rules or procedures, you may be subject to discipline up
to and including termination.
In order to prevent serious injury to yourself and others, you are
expected to:
• Read, understand and obey all safety rules and
procedures
• Complete all required safety training
• If you have any doubt about how to perform a task
safely, ask your supervisor or manager first
• Report all potential safety hazards to your manager,
supervisor or to the Confidential Safety Hotline when
you first discover them
• Report all injuries, no matter how serious, to your
manager, supervisor or to the Confidential Safety
Hotline immediately.
Confidential Safety Hotline
If you believe a safety issue is not being addressed in a timely man-
ner, or if you are uncomfortable reporting a safety-related concern
to your manager or supervisor, you may call the CVS Caremark
Confidential Safety Hotline, which is found in the resource guide in
the back of this handbook. Calls to the Safety Hotline may be made
anonymously.
21
Safety Rules and Procedures
Specific safety rules and procedures apply at each CVS Caremark
work location. These rules and procedures include, but are not
limited to:
• Employees under the age of 18 years are not allowed
to load, unload or operate any powered equipment
or machinery, such as compactors, balers, forklifts and
conveyor belts.
• Wear proper clothing for your job and the task you are
performing. Loose-fitting clothes, neck ties, dangling
jewelry, and loose hair can cause accidents, particularly
when using powered equipment such as conveyor belts
or compactor/balers. Shoes should be slip-resistant.
• Utilize proper lifting techniques and body mechanics for
all lifting, and use mechanical lifting equipment where
permitted and appropriate.
• Use utility knives and other cutting/slicing devices prop-
erly and with care. Do not leave them on the sales floor.
• Do not stand on any object other than a step stool,
ladder or other equipment designed for that purpose.
• Report electrical trouble right away. A small shock,
sparking, overheating or electrical smells are urgent
warnings.
• Do not lay or string electrical cords across aisles, stairs,
open doorways, walkways, etc. Electrical cords must be
kept in good condition. If a cord is frayed or a plug is
loose, do not use the cord.
• Report any gas smell to your manager immediately.
Do not flip electrical switches.
• Any obstructions to hearing (i.e.: iPods, MP3 players or
radios, etc.) are not permitted during working hours
unless authorized.
• Learn the location of exits, evacuation maps, fire extin-
guishers, first aid kits and eyewash stations.
• Properly use any personal protective equipment
required.
• Report any unsafe equipment to your manager or
supervisor, or to the Confidential Safety Hotline immedi-
ately. Do not use any unsafe equipment until it has been
repaired or replaced. Any equipment that is in need of
repair should be locked out or tagged out by a manager
or supervisor.
22
• Report any aggressive or violent coworker or customer
behavior to your manager or supervisor, or to the Confi-
dential Safety Hotline immediately. If you are concerned
about imminent danger, call the police.
• Use only the machines, tools and equipment you are
authorized and trained to use and follow all safety rules.
• Read and obey all warning signs or labels.
• Don’t engage in horseplay, running or throwing objects.
• Keep aisles and walkways clear for customers. All aisles
must have 36 inches of width for customers with disabil-
ities or strollers. Stack boxes or totes neatly at the end of
an aisle, and keep stock carts from blocking aisles.
• Keep hallways and stock areas clear.
• Keep emergency exits and all doorway areas clear.
Violation of these safety rules and procedures, and other safety
rules and procedures specific to your work location, may result in
discipline up to and including termination of your employment.
To learn details about specific safety rules and procedures applica-
ble to your work location, see your manager, supervisor or Human
Resources Business Partner.
Shoplifting and Robberies
At CVS Caremark, your safety is most important. In the unlikely event
of a robbery, cooperate completely. Do not hesitate or try to argue
with them. The quicker you cooperate, the quicker they will leave.
Do not ever chase a robber or try to physically stop them! You can
be most helpful by doing the following:
• Cooperate with the robber to ensure the safety of
customers, colleagues and yourself.
• If possible, note as many characteristics of the person as
you can, but only if you can do so safely. Safety is more
important than the apprehension of a criminal.
• Give a complete and detailed report to your supervisor
and the police.
Practice good customer service in order to deter shoplifting. Make
it obvious to people in the store that employees are paying attention.
If you suspect shoplifting, alert your supervisor. Again, do not pursue
a shoplifter out of the store and do not physically engage with the
shoplifter.
23
Employee Theft or Fraud
Employees who engage in the following conduct may be terminated
immediately:
• Sweethearting or intentional under-ringing of purchases
• Providing your employee discount card to someone else
• Discounting purchases without authorization
• Theft of any kind, including payroll hours
• Consuming or taking merchandise without paying for it first
• Manipulating register sales including unsubstantiated
voids or refunds
• Misusing a coupon (e.g., using a coupon for a different
product or for a size not discounted by the coupon)
• Misuse of company loyalty programs such as ExtraCare
• Giving away product
• Ringing up your own purchases
• Employees may utilize self checkouts to make purchases
where available
• Employees may NOT make adjustments to their individual
purchases for any reason. Any adjustments needed must be
performed by a member of Management or employee with
rights to make needed adjustments.
• Failing to keep a receipt for a purchase made while at work
• Holding merchandise to take advantage of a future markdown
• Providing confidential information to others that may
be used by them to rob or otherwise harm the company,
employees or customers (e.g., schedules of deliveries or
bank deposits, security systems)
Licensure and Certification Required for Your Job
Employees whose occupations are regulated by a State licensing or
regulatory board must present proof of licensure, registration, or
certification if applicable. Employees are responsible for renewing
their licenses, registrations or certifications when necessary and
ensuring that the license is kept current.
An employee who fails to present or maintain a valid license, registrations,
or certifications as requested will not be allowed to work.
If any adverse action is taken against your license, registration or
24
certification, such as suspension, revocation, probation or expiration,
you must notify your supervisor immediately. Additionally, if you are
terminated, suspended, debarred or excluded from participation in federal
healthcare programs such as Medicare or Medicaid, you must notify your
supervisor immediately.
Personal Cell Phones/Pagers/Music Players
The use of personal cell phones, pager, and music players (iPods, MP3
players) are not allowed during your shift. You should limit personal
calls to emergencies or to your break times. If you need an exception
to this policy, you must first get approval from your supervisor.
Smoking
CVS Caremark prohibits smoking in all facilities. You may not smoke
outside entrances to any facility where it will affect customers and
colleagues who are using those entrances. Smoking is only permitted
where there is a designated smoking area outside the facility.
At most of our facilities, we have designated an outside smoking area
that does not block an entranceway for our customers, clients or
colleagues. If no smoking area has been designated at your facility, ask
your supervisor for information about an appropriate smoking area.
If you are a smoker and would like to quit, please contact the
Employee Assistance Program. If you have a complaint about a
violation of the smoking policy, please inform your supervisor.
Confidentiality
As an employee of CVS Caremark, you may be exposed from
time to time to private or confidential information related to our
customers, employees, competitive strategies, business systems and
other information. It is vitally important that you understand that
all proprietary information you may gain access to at the workplace
is the property of CVS Caremark and/or of the individual customer
or employee. By way of example, this includes customer/patient
information, employee information, protected by state or federal law,
computer systems data and information, financial and other terms of
certain CVS Caremark agreements, sales information, etc.
Every CVS Caremark employee is an integral and very important
part of our business. Your ability to keep and respect confidences
is important in all aspects of CVS Caremark business; it is particularly
critical in CVS Caremark pharmacy matters. Our customers must
be able to trust and have complete confidence that all CVS Caremark
25
employees will protect and maintain as absolutely confidential
the very personal customer/patient information that they may have
access to, or otherwise become aware of, concerning our
pharmacy customers.
It is the policy of CVS Caremark that every employee shall, at all
times, maintain and protect the confidentiality of customer/patient
information. By way of example only, confidential customer/patient
information includes information relating to prescriptions, diagnosis,
therapy, family data and any other personal information regarding
a customer (including credit standing/history). Except as is necessary
for the proper completion of prescriptions and care of a customer/
patient, such information shall not be discussed or otherwise shared
with other CVS Caremark employees or with any person outside of
the CVS Caremark organization. Any third-party requests or inquiries
for customer/patient information must be directed to the
Privacy Office. Inquiries of a non-medical-related nature should be
referred to your supervisor. Any concerns regarding this policy
should be referred to the Privacy Office.
Adherence to this Confidentiality Policy is a condition of hire and
continued employment at CVS Caremark. If you violate this policy,
disciplinary action up to and including termination of your employ-
ment — even for a first violation — will be taken.
In addition to subjecting yourself to disciplinary action, violation
of this policy, by the unauthorized disclosure of customer/patient
information, may expose CVS Caremark and/or you personally to
legal claims by customers or their family members for improper
disclosure of private information. In addition, anyone who releases,
uses or discloses confidential health care information without proper
authorization may be subject to civil and/or criminal penalties under
applicable state and federal laws.
It is the responsibility of each employee in possession of confidential
information to use all appropriate and reasonable safeguards when
handling and disposing of confidential information in their possession
or control. Please refer to the Resource Guide for contact numbers
and additional information.
Use of Company Property
CVS Caremark provides you with the tools and materials you need
to do your job. The systems and supplies you use every day —
26
computer, telephone and mail systems, office supplies and furniture,
printed materials and information, etc. — should always be used
in the conduct of CVS Caremark business, responsibly and with
respect, consistent with CVS Caremark guidelines.
When, in the company’s judgment, circumstances warrant,
CVS Caremark reserves the right to require any employee, while on
duty or on company property, to submit to an inspection of their
person (non-invasive), vehicle, uniform, locker, package, handbag,
briefcase or personal property. Refusal to consent to an inspection or
to cooperate with an investigation is grounds for disciplinary action,
up to and including termination of employment.
Solicitation and Distribution
To maintain a proper business environment and to prevent interference
with work and inconvenience to others, solicitation and distribution
of material (including e-mail) by one employee to another is
prohibited while either is on working time.
Solicitation includes, but is not limited to, requests of any kind for
funds or contributions to, or involvement in social, religious, political
or other organizations or campaigns, and offerings of any kind of
merchandise for sale. Distribution of printed or electronic materials,
including brochures, flyers, e-mail or written literature of any kind,
is prohibited at all times in any work area.
Violence in the Workplace, Unlawful Discrimination, and
Harassment Policy
CVS Caremark takes violence in the workplace very seriously and
has a zero tolerance policy. Workplace violence includes, but is not
limited to, intimidation, threats, physical attack, domestic violence
or property damage and includes acts of violence committed by
employees, clients, customers, relatives, acquaintances or strangers
against employees in the workplace.
CVS Caremark has a policy of zero tolerance for violence. If you
engage in any violence in the workplace, or threaten violence in the
workplace, your employment will be terminated immediately. No
talk of violence or joking about violence will be tolerated. “Violence”
includes physically harming another, shoving, pushing, harassing,
intimidating, coercing, brandishing weapons, and threatening or
talking of engaging in those activities. It is the intent of this policy
to ensure that everyone associated with this business, including
employees and customers, never feels threatened by any employee’s
actions or conduct.
27
Employees must report any signs of workplace violence to their
immediate supervisors who in turn should report the incident to
their Human Resource partner, Loss Prevention or Corporate
Security. The Procedures for Reporting and Investigating
Discrimination, Workplace Violence, Workplace Harassment and
Sexual Harassment apply to such complaints.
Unlawful Discrimination
CVS Caremark is an Equal Opportunity employer and prohibits discrimi-
nation against any employee on the basis of their age, gender, gender
identity or expression, marital status, sexual orientation, race, color,
religion, national origin, veteran status, military status, disability, genetics
or any other characteristic protected by federal, state or local law. Unlaw-
ful discrimination is completely incompatible with the values and goals of
CVS Caremark and will not be tolerated. CVS Caremark strives to maintain
an environment that supports and rewards individuals on the basis of such
relevant factors as ability, merit and performance.
If you ever feel you are being discriminated against for any reason,
contact your supervisor or the Human Resources Manager for your
area. You should also refer to the Procedures for Reporting and Inves-
tigating Discrimination, Workplace Violence, Workplace Harassment
and Sexual Harassment below for additional ways in which to seek
assistance. Every claim of discrimination will be treated seriously and
investigated in accordance with the Procedures for Reporting and
Investigating Discrimination, Workplace Violence, Workplace Harassment
and Sexual Harassment.
Workplace Harassment
Harassment in any form is strictly prohibited at CVS Caremark. Act-
ing in a harassing manner can result in immediate termination of
employment at CVS Caremark. Harassment of a team member by
another team member, by a customer, by a vendor or by anyone
associated with CVS Caremark can take many forms. Inappropriate
physical contact, threats, displaying vulgar objects, offensive jokes
or comments, creating an uncomfortable work environment, or any
other harassing behavior (whether written or otherwise transmit-
ted or conveyed) related to age, religion, gender, gender identity or
expression, race, color, sexual orientation, national origin, disability,
military status, veteran status, genetics, an individual’s status in any
class protected by applicable federal, state, or local law or other
personal characteristics are all forms of harassment.
At CVS Caremark, we treat individuals with respect. If you believe
you are being harassed, please immediately follow the procedure
28
set forth in the Procedures for Reporting and Investigating
Discrimination, Workplace Violence, Workplace Harassment and
Sexual Harassment. The situation will be thoroughly investigated
and, to the extent possible, your privacy will be maintained.
Sexual Harassment
CVS Caremark strictly prohibits and will not tolerate sexual harass-
ment in the workplace. The company firmly believes that every
employee is entitled to a work environment free of sexual harass-
ment or offensive conduct of a sex-oriented or sex-based nature, re-
gardless of its form or manner. The company recognizes that sexual
harassment in the workplace seriously and negatively impacts
employee morale, trust, communication, teamwork and productiv-
ity, and creates legal liabilities for the company and its supervisors.
Sexual harassment consists of sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature either
explicitly or implicitly when:
• Submission to such conduct is made either explicitly or
implicitly a term or condition of an individual’s employment
• Submission to or rejection of such conduct by an indi-
vidual is used as the basis for employment decisions
affecting such individual
• Such conduct has the purpose or effect of substantially
interfering with an individual’s work performance or creates
an intimidating, hostile or offensive working environment
Specific behaviors and particular patterns of behavior that the com-
pany considers inappropriate (and potentially sexual harassment)
include, but are not limited to, the following:
• Attempted or actual sexual assault
• Undesired, purposeful touching of any kind or manner
including impeding or blocking movements
• Propositions or any sexual advance that is unwelcome
• Sexually oriented comments about an employee’s body or
appearance
• Sexual innuendo, derogatory remarks, obscenities or
offensive gestures; threats, epithets, slurs, lewd, off-color,
foul or obscene language, comments about an employee’s
body or dress
29

• Making sexual gestures
• Improper questioning of an employee about their personal
or private life
• Comments or jokes of a lewd, offensive or sexual nature
• Spoken or written abuse related to an employee’s gender
• Written communications of a sexual nature such as sugges-
tive or obscene letters, notes, e-mails, jokes or invitations
• Leering or ogling
• Gender-related names, titles or references
• Showing or displaying pictures, drawings or objects of a
sexual or offensive nature
• Repeatedly asking an employee for a date, after the
employee has said “No”
• Any other sexual conduct deemed inappropriate by
CVS Caremark that interferes with an employee’s job
performance, the work environment or other conditions
of employment
Sexual harassment can involve males or females being harassed by
members of either sex.
All employees are strictly forbidden to engage in any form of sexual
harassment. All employees are expected to abide by the company’s
policy on sexual harassment and to avoid any conduct that could be
viewed as sexual harassment by another individual or coworker.
All employees are expected to ensure a work environment free of
sexual harassment. In particular, managers and supervisors will be
responsible for the application and communication of this policy
within their work area. They are responsible for:
• Encouraging employees to report any violations of this
policy
• Making sure their Human Resources Manager is made
aware of any inappropriate behavior in the workplace
• Creating a work environment where sexual harassment
is not permitted
If you believe you are being sexually harassed, please immediately
follow the procedure set forth in the Procedures for Reporting and
Investigating Discrimination, Workplace Violence, Workplace Harass-
ment and Sexual Harassment.
30
Reporting Conduct
Employees are expected to report incidents of inappropriate behav-
ior, unlawful discrimination, workplace violence, and workplace or
sexual harassment as soon as possible after they occur.
Employees who believe they have witnessed or have been subjected
to unlawful discrimination, workplace violence or harassment, re-
gardless of whether the offensive act was committed by a supervisor,
coworker, vendor, visitor or customer, should promptly notify their
supervisor or their Human Resources Manager. If the employee’s
supervisor is involved in the incident, the employee should report
the incident to their Human Resources Manager or to the Employee
Relations Department at the Customer Support Center. Employees
may call the CVS Caremark Ethics Line at any time to report any inci-
dents of unlawful discrimination, workplace violence or harassment.
Please refer to the Resource Guide for contact numbers.
This policy and the CVS Resources Guide provide a variety of
different internal CVS Caremark contacts to whom you may bring
any complaint or concern you have about workplace sexual har-
assment, workplace harassment based on protected personal
characteristics, workplace violence, unlawful discrimination and/or
retaliation you believe you have suffered because you complained
about such conduct. It is hoped that most complaints of this nature
and incidents can be resolved within CVS Caremark. However, an
employee has the right to contact their state fair employment prac-
tices agency or the U.S. Equal Employment Opportunity Commission
(EEOC) about filing a formal complaint. Employees should be aware
that in many states a complaint with the fair employment practices
agency must be filed within 180 days of the alleged incident(s) un-
less it is a continuing offense(s). A complaint with the EEOC must be
filed within 300 days, unless filed in a state without a fair employ-
ment practices agency, when it must be filed within 180 days of the
alleged illegal incident.
The contact information for the various state fair employment prac-
tices agencies and the local offices of the Equal Employment Op-
portunity Commission can be found in the Resource Guide section
of the Employee Handbook, Your Guide to CVS. An electronic copy
of the handbook can be found at my.cvs.com, under My Benefits
and Employee Information. An employee who has been physically
harassed or threatened while on the job may also have grounds for
criminal charges of assault and battery.
31
Investigations
Every claim of unlawful discrimination, workplace violence or
harassment will be treated seriously, no matter how trivial it may
appear. All complaints of inappropriate conduct will be promptly
and thoroughly investigated by the Human Resources Manager and/
or the respective department manager. If necessary the proper law
enforcement agencies will be notified. Employees are expected to
cooperate fully with any ongoing investigation.
There shall be no retaliation for filing or pursuing a bona fide unlaw-
ful discrimination, workplace violence or harassment claim or for
participating in good faith in the investigation. To the extent pos-
sible, all complaints and related information will remain confidential,
except to those individuals who need the information to investigate,
educate or take action in response to the complaint.
Management will take all necessary and reasonable steps to ensure
the safety of those who are affected by or involved in the alleged
threatening behavior.
Employees who believe they have been unjustly charged with
unlawful discrimination or harassment may defend themselves
verbally or in writing at any stage in the investigation.
To ensure the consistent application of this policy, your Human
Resources Manager or the Employee Relations Department should
be consulted before any disciplinary actions are taken or any other
remedies initiated.
If after investigating any complaint of harassment or unlawful dis-
crimination, CVS Caremark determines that the complaint is frivolous,
or was not made in good faith or that an employee has provided false
information regarding the complaint, disciplinary action may be taken
against the individual who filed the complaint or who gave the false
information.
Educating Employees Regarding Discrimination, Workplace
Violence, Workplace Harassment and Sexual Harassment
The company makes education about unlawful discrimination, work-
place violence, workplace harassment and sexual harassment a regular
part of new employee orientations, employee training and supervisory/
management development programs. Additional company-developed
materials can be found at your work location and are also available on
the company intranet.

At the conclusion of an investigation, the complainant and the accused

shall be informed of the determination of the investigation. Where ap-
propriate, the complainant and the accused may be offered counseling
through the company’s Employee Assistance Program (EAP).

This policy applies to all incidents of alleged harassment, includ-

ing those that occur off premises or off-hours, where the alleged
offender is a supervisor, coworker, or even a non-employee with
whom the employee is involved, directly or indirectly, in a business or
potential business relationship.

Consequences for Violation of Unlawful Discrimination, Work-

place Violence, Workplace Harassment and Sexual Harassment
Policies
If an investigation determines that an individual has engaged in
conduct that constitutes unlawful discrimination, workplace vio-
lence, workplace harassment or sexual harassment, or otherwise
violates the CVS Caremark standards of behavior, necessary correc-
tive discipline up to and including termination will be taken by the
company.

The type of discipline administered will be dependent upon the

severity of the conduct as well as any other factors presented in the
particular circumstances.

32 33

Substance Abuse
CVS Caremark is committed to maintaining a safe and productive
work environment for all employees. The company intends to provide
a workplace free from the adverse effects of substance abuse.
Employees who work while under the influence of drugs or alcohol
present a safety hazard to themselves and to others. Moreover, the
presence of drugs and alcohol in the workplace limits our ability to
perform at the highest levels and to provide our customers with the
best-possible customer service.
The company prohibits the possession, transfer, sale, use or solicita-
tion of illegal drugs, or being under the influence of illegal drugs. You
may be terminated for possession or use of illegal drugs at any time.
The company also prohibits the possession or consumption of
alcohol on company property (including the parking lots) or during
working hours, unless specifically authorized by management at
company-sanctioned or sponsored events. The company prohibits
reporting to work under the influence of alcohol.
All employees should be careful when taking prescription medica-
tions and over-the-counter drugs and should follow physician’s
directions and manufacturer’s guidelines so as to avoid driving or
other assignments where drowsiness or loss of vigilance could occur.
Investigations and Inspections
Employees are expected to cooperate fully in any interviews or
investigations of possible violations of the CVS Caremark Substance
Abuse Rules. When investigating possible violations of the substance
abuse rules, the company reserves the right to require an employee,
while on duty or on company property (including the parking lots),
to agree to inspections of their person, uniform, vehicle, locker, pack-
ages, handbag or personal property. Such inspections will be con-
ducted in a manner that is not discriminatory, arbitrary, or capricious.
An employee’s refusal to consent to such an inspection or to other-
wise cooperate in an investigation conducted under this policy is
grounds for disciplinary action up to and including termination.
CVS Caremark also may choose to conduct drug and/or alcohol
testing in conjunction with an investigation of a possible violation
of our substance abuse rules. Drug testing may also be conducted
in conjunction with promotional decisions where allowed by law.
Employee Assistance Program
The company offers an Employee Assistance Program (EAP) to assist
employees with alcohol or drug-related problems in finding the
appropriate treatment for rehabilitation and recovery.

Employees are prohibited from being under the influence of any

legal drug during working hours or on company property (includ-
ing the parking lots) to the extent that such use or influence may
adversely affect an individual’s ability to properly and safely perform
his or her job duties. In the company’s judgment, should this be
the case, the employee may be referred back to the prescribing
physician, placed on a medical leave or reassigned to alternate
duty as determined by the company.

If you are currently employed as a pharmacist, truck driver and/

or heavy machine equipment operator and are taking prescription
medication that may affect your ability to perform your job as it
relates to the safety of others, you should notify your supervisor.
If you are not currently employed in the positions identified above,
you are not required to report the use of prescription medication
unless you are actually experiencing side effects.

34 35
 4 Supporting Our Business
Media Policy
As one of the largest provider of prescriptions in the nation,
CVS Caremark is the subject of regular media interest on a national
level, as well as in all of the states where our stores and facilities are
located. Our media policy is designed to ensure that all media/
public opportunities are reviewed and approved by the Corporate
Communications Department.
Requests for information or interviews from the news media are to be
referred to Corporate Communications. This includes newspapers,
TV, radio, magazines, trade journals, Web sites and any requests for
filming or photographs inside a CVS/pharmacy store or other
corporate facility. Under no circumstances should an employee grant
an interview or provide a comment to members of the media on
behalf of CVS Caremark without prior approval from Corporate
Communications.
Under no circumstances do television news crews have permission
to film on or in our property without prior approval from Corporate
Communications. Any camera crew that asks for on-site permission
or attempts to film on our property must be turned down and
instructed to leave the premises. Corporate Communications should
be contacted after such an incident occurs so that they may follow
up with the news station.
If you are approached by a member of the media while at work, refer
the individual to your supervisor or the designated person-in-charge.
He or she will then refer these individuals to Corporate Communications.
If you are approached while away from work, please notify your
supervisor as soon as possible.
Speaking with or otherwise having contact with a member of the
press on behalf of CVS Caremark without authorization from Corporate
Communications, may result in disciplinary action up to and including
termination of employment. If you have any questions about contact
with the news media, please ask your supervisor.
36
Company Ownership and Privacy Practices
Internet and E-Mail Guidelines
Internet and e-mail services are provided by CVS Caremark to assist
in the conduct of company business and should be used for business
purposes only. Employees using the CVS Caremark Internet connection
(including but not limited to the domains cvs.com and caremark.
com) are considered to be representatives of CVS Caremark and/or
its subsidiaries and should act in accordance with the following
established general company guidelines. (Note: For the complete
CVS Caremark Internet and E-mail Policy, and related information
security best practices, please visit the Company intranet, or contact
your HR representative.)
Internet guidelines
• Using the systems to solicit outside business ventures,
or for political or religious causes is strictly prohibited.
• Downloading or uploading of data from or to the
Internet is only permitted for official company use.
• It is strictly prohibited to create, download or upload
any offensive or disruptive messages or files, or visit any
offensive Web or Internet sites.
• No one is permitted to maintain a personal public Web
site that represents itself as a CVS Caremark Web site.
E-mail guidelines
• All messages composed, sent, or received on CVS Caremark
e-mail systems and all files downloaded from the Internet
are and remain the property of CVS Caremark. As such,
CVS Caremark may access and review employee e-mail
messages, files and Internet site visits at any time,
without the permission of the employee.
• CVS Caremark e-mail systems shall not be used for the
unauthorized external transmission of confidential or
proprietary information, protected health information
(PHI), copyrighted or similar materials. When authorized,
such e-mails should be encrypted before being sent.
For details please visit the Company intranet.
37

• Unless expressly authorized by an appropriate supervisor
or manager, you should not use third party e-mail providers
such as your home or personal e-mail account or Web-based
e-mail providers (such as Yahoo and Google Gmail) for
sending or receiving e-mails pertaining to Company business.
• Personal e-mail should not impede the conduct of
Company business.
• Do not forge or attempt to forge e-mail messages, or
send e-mail messages using another person’s e-mail
account.
• It is the responsibility of each employee in possession
of confidential information to safeguard and/or destroy
documents per corporate policy. For more information
on the Corporate Records Management Program, please
visit the Company intranet.
Violations of this policy should be reported to an appropriate man-
ager or to the Human Resources Department for investigation and
resolution. Depending on the circumstances, your failure to adhere
to this policy may result in disciplinary action, up to and including
termination of employment as well as potential civil and criminal
liability, even for a first offense.
Prevention and Detection of Fraud, Waste, and Abuse
Deficit Reduction Act of 2005 (DRA) § 6032 – Education About
False Claims Recovery
We are committed to complying with the laws that apply to our
business, including the federal False Claims Act and related state
statutes that address fraud, waste and abuse in federal health care
programs. CVS Caremark has established a written policy to educate
employees (and certain contractors and agents) about such laws,
certain employee rights and company policies and procedures for
detecting and preventing such conduct. For information about how
to access the policy, please refer to the resource guide in the back of
this handbook.
The policy provides a detailed discussion of the federal False Claims
Act and similar state laws that make it illegal to use false statements
38
or documents in billing government health care programs such
as Medicare and Medicaid. The federal False Claims Act is a law that
forbids the sending of a false claim or bill to the federal government
for payment from a federal program, including Medicare
or Medicaid. Either the government or a private citizen (in the name
of the government) may bring a suit to enforce the False Claims Act.
This law also prohibits an employer from punishing an employee
for lawfully bringing a suit under the False Claims Act or helping the
government enforce this law. Many states also have laws like the
federal False Claims Act. These state laws generally make it illegal to
send a false claim or bill to the state government for payment from a
state program, such as Medicaid. Some parts of these state laws may
be different from the federal False Claims Act. As part of its compli-
ance program, CVS Caremark has developed the CVS Caremark Code
of Conduct and related policies and procedures for detecting and
preventing fraud, waste and abuse.
CVS Caremark encourages you to report information or questions
you may have about questionable conduct to your supervisor,
management, or to the Ethics Line.
Conflicts of Interest
CVS Caremark expects all employees to avoid actual or potential
conflicts of interest that interfere, or appear to interfere, with the
interest of the Company of the type described below. For the
protection of both the Company and the employee, employees must
make prompt and full disclosure to his or her manager any situation
that may involve an actual or potential conflict of interest, whether or
not the employee is personally involved with the actual or potential
conflict. Employees may also use the CVS Caremark Ethics Line at any
time to report any questions, problems or issues regarding conflicts
of interest. Violations of this policy may result in discipline up to and
including immediate termination of employment.
Conflicts of interest may include but are not limited to:
Gifts and Entertainment
Giving and receiving gifts and entertainment can be a component of
certain business relationships. This is an acceptable practice at
CVS Caremark under certain limited conditions. Please refer to the full
Gifts and Entertainment Policy on CVS Caremark’s Policy and Proce-
dure Portal for more detail on permissible and prohibited gifts and
entertainment.
39
Outside Employment
If you work somewhere else, we expect that you will not let it interfere
with your duties as a CVS Caremark employee. Your other job must not
take away from the time you need to dedicate to your job at
CVS Caremark. You can never share confidential or proprietary
information about the Company with another employer. Additionally,
you cannot use Company time or assets in connection when working
for someone other than CVS Caremark.
In addition, in the best interests of CVS Caremark and its employees,
all CVS Caremark employees are prohibited from working for our
competitors during their employment with CVS Caremark without
prior approval from their manager. If you have a question or concern
regarding employment outside of CVS Caremark, please speak to
your manager.
Participation in Outside Organizations
CVS Caremark encourages your participation in organizations and
activities outside the workplace to the extent that they do not interfere
with your working time or with your ability to perform your job at CVS
Caremark. If you want to become a director or trustee of an outside
organization, you must receive approval from the Chief Legal Officer or
the Chief Compliance Officer.
More Information
For more information, please see the Conflict of Interest Policy located
on the company intranet or contact your manager or Employee Rela-
tions Department. The Chief Compliance Officer is also available as a
resource for additional information.
Dating Other Employees
Dating relationships at work have the potential to create an uncom-
fortable working environment. This is especially true for relationships
between supervisors and employees who either directly or indirectly
report to them. Because of this, we prohibit managers and supervisors
from dating such employees, and employees from dating their manag-
ers or supervisors.
If you are dating another CVS Caremark team member, the company
has the right to take steps to minimize potential problems created in
these instances. Depending on the situation, transfer or resignation
options may be offered to either or both team members.
Examples of situations that might create the appearance of a conflict
include:
40
• Any position that would allow one employee to make or
influence a decision relating to the working conditions
of the other employee.
• Any position that would allow one employee to receive
any direct or indirect benefit from a transaction with the
other employee.
• Any position that would allow one employee to audit,
review or investigate either the other employee or the
work of the other employee.
You must disclose the existence of any relationship that creates
the appearance of a conflict to your supervisor or to your Human
Resources Manager. Failure to disclose or delay in disclosing this
potential conflict could result in your immediate termination.
Use your best judgment before becoming personally involved with
another CVS Caremark employee.
Working with Relatives
CVS Caremark permits members of the same family to work for
the company. However, our policy does not allow employees to
be placed under the immediate supervision of a relative or in the
position of auditing or influencing the work of a relative. These situa-
tions may create tension, conflict of interest and the appearance
of favoritism. Friends and relatives are not given preference in hiring
decisions. CVS Caremark also may limit the number of relatives in a
particular work area.
It is the responsibility of the employee(s) to self-disclose family
relationships that may be in conflict with company policy.
Although you may not work directly with your relative at CVS Care-
mark, situations may arise in which you and your relative share an
indirect business interest in CVS Caremark. There are three general
rules to follow regarding CVS Caremark and your relatives:
• You should not be in a position to make or influence a
decision relating to CVS Caremark doing business with
your relatives.
• You should not be in a position to receive an indirect
benefit from a transaction between CVS Caremark and
your relatives.
• You should tell your supervisor about any situations in
which a relative has a financial interest in a competitor,
supplier or CVS Caremark transaction.
41
 any corrections necessary. Please review each paycheck and pay stub
5 Payroll and Timekeeping when you receive it to make sure your pay is correct. If you believe an
error has occurred or if you have any questions about your paycheck
or pay stub, promptly report the matter to your supervisor, Human
CVS Caremark rewards excellence. Our wages and salaries are com-
Resources Manager, or the Contact Support Center (CVS). Please
petitive with those of other leading companies. Your compensation
refer to the Resource Guide for contact numbers.
is directly related to the performance of the company, your job
responsibility and performance, and the geographic area in which
Non-exempt Employees
you work.
Under the Fair Labor Standards Act (“FLSA”), most employees must
be paid at least the federal minimum wage and must receive over-
As a CVS Caremark employee, your compensation consists of more
time pay at one and a half times their regular rate of pay for all time
than just your regular pay for time worked. Your total compensation
worked over 40 hours in a workweek. Employees who are entitled
also includes a comprehensive benefits package — the complete
to overtime are referred to as “non-exempt.”
range of benefit plans for which you are eligible. The financial value
of this package is significant.
If you are classified as a non-exempt employee, you must record
hours you work each day. Your arrival, departure, and lunch breaks
The amount of your pay plus the value of your benefits equals your
must be recorded accurately through the card swipe, cash register,
total compensation — the true financial reward you receive from
or other timekeeping system in the store or facility. When you receive
CVS Caremark in exchange for your work.
your paycheck or pay stub, please verify immediately that your hours
were recorded accurately and that you were paid correctly for all
Regular Pay
hours worked.
Regular pay is the wage or salary CVS Caremark pays you for your
time worked. Pay increases you may receive depend on your job
When you work, you must report all the time you work. Non-exempt
performance. All team members have a formal annual review with
employees are prohibited from working “off-the-clock” (i.e., without
their supervisor.
reporting the time worked). Non-exempt employees should not work
any hours that are not authorized by their supervisors.
CVS Caremark strives to provide and maintain a compensation
management program that pays employees relative to the value
Do not start work early, finish work late, work during a meal break, or
of their jobs and recognizes individual differences in performance,
perform any other extra or overtime work unless you are directed to
taking into account your experience or past performance, and
do so. If you have any questions about when or how many hours you
market factors.
are expected to work, contact your supervisor immediately.
Timekeeping and Payroll Practices
It is a violation of CVS Caremark policy for anyone to instruct or
It is the policy of CVS Caremark to pay its employees all compensa-
encourage another employee to work “off-the-clock”, to incorrectly
tion they are entitled to receive in compliance with all applicable
report hours worked, or to alter another employee’s time records. If
state and federal laws. This policy describes some of the basic rules
anyone directs or encourages you to incorrectly report your hours
concerning CVS Caremark’s timekeeping and payroll procedures,
worked, or alter another employee’s time records, you should report
as well as the steps employees should follow to ensure that they
the incident immediately to your supervisor, Human Resources
are paid properly for all time worked.
Manager, or the CVS Caremark Ethics hotline at 1-877-CVS-2040.
Review Your Pay Stub
CVS Caremark works hard to ensure that all employees are paid
correctly, but mistakes can happen. When mistakes do occur and are
called to the company’s attention, CVS Caremark will promptly make

42 43
Exempt Employees
Under the FLSA, some employees are exempt from the minimum
wage and overtime requirements. In particular, the statute includes
exemptions for executive, administrative, and professional employ-
ees. The U.S. Department of Labor has issued detailed regulations
concerning these exemptions. Under the regulations, exempt
employees must be paid a predetermined salary of at least $455
per week.
If you are classified as an exempt CVS Caremark employee, you will
receive a predetermined weekly, biweekly or monthly base salary.
Depending on your position, you may also be eligible for additional
compensation. Your base salary will be established at the time of hire
or when you become classified as an exempt employee. The base
salary is subject to review and may be changed from time to time.
Under the FLSA, the base salary of an exempt executive, administra-
tive or professional employee may not be reduced due to variations
in the quantity or quality of the employee’s work. However, the regu-
lations permit salary reductions for the following absences from work:
• Full-day absences for personal reasons, sickness or
disability;
• Unpaid disciplinary suspensions of one or more full days
imposed in good faith for violations of a written policy
applicable to all employees
• Leaves of absence taken pursuant to the Family and
Medical Leave Act
• Time not worked during the initial and final weeks of
employment.
The regulations specifically prohibit salary reductions for any of the
following reasons:
• Partial-day absences for personal reasons, sickness or
disability
• Absences on a regularly scheduled work day when
CVS Caremark decides not to operate the store or other
facility where you work
• Absences for jury duty, attendance as a witness, or
military leave in any week in which you have performed
any work
44
• Unpaid disciplinary suspensions of less than one day, or
unpaid suspensions for reasons that do not involve vio-
lations of a written workplace conduct policy applicable
to all employees.
Reporting Errors and Obtaining More Information
• If you have questions about deductions from your pay,
if you believe you have been subject to any improper
deductions, or if your pay does not accurately reflect
your hours worked, please contact your supervisor or
Human Resource Manager immediately.
• If the supervisor or Human Resources Business Partner
is unavailable, or if you believe it would be inappropriate
to contact those persons, or if you have not received a
prompt and acceptable reply from them, you should im-
mediately contact your Area Human Resources Director.
If you are not sure how to reach your Area Human Re-
sources Director, please call the Contact Support Center.
• If you have not received a satisfactory response within five
business days after reporting an incident, please immedi-
ately contact the toll-free CVS Caremark Ethics Hotline.
Every report will be fully investigated and CVS Caremark will make
every effort to ensure that you receive the pay to which you are
entitled. CVS Caremark will not allow any form of retaliation against
individuals who make good faith reports of alleged violations of this
policy, or who cooperate in CVS Caremark’s investigation of such
reports, even if the reports do not reveal any errors or wrongdoing.
Retaliation is unacceptable, and any form of retaliation in violation
of this policy will result in disciplinary action, up to and including
discharge. If CVS Caremark concludes that an employee has violated
this Policy, corrective action will be taken, where appropriate, up to
and including discharge.
Pay Period/Payday
CVS Caremark has a number of different pay cycles/schedules.
• The weekly pay period begins on Sunday and ends on
Saturday. Direct deposits are posted to your account for
availability the Friday following the pay period. Receipt
of paychecks is targeted for the Friday following the
pay period.
45
 • The bi-weekly pay period begins on Sunday and ends
on the second Saturday. Direct deposits are posted to
your account for availability the Friday following the pay
period. Receipt of paychecks is targeted for the Friday
following the pay period.
• The Caremark bi-weekly pay period begins on Saturday
and ends on Friday. For hourly and salaried non-exempt
colleagues, receipt of paychecks is targeted and direct
deposits are posted to your account for availability the
Friday following the pay period. For exempt colleagues,
receipt of paychecks is targeted and direct deposits are
posted to your account for availability the last Friday of
the pay period.
• The semi-monthly direct deposits and receipt of
paychecks are targeted for the 15th (covering the
1st through the 15th) and the last day of the month
(covering the 16th through the last day of the month).
• The monthly pay period begins on the first day of the
month and ends on the last day of the month. Direct
deposits and receipt of monthly paychecks are targeted
for the 12th day of the month.
team members. Accordingly, both the type of benefits CVS Caremark
provides and the extent of coverage may change at the company’s
discretion.
While we make every effort to provide you with consistent sources
of information about your benefits, in the event of a discrepancy,
the applicable plan document will control.
Keeping Your Records Up to Date
Keep your records current. Inform your supervisor of any changes
to the information in your file, including changes in your name,
address, telephone number, marital status, insurance beneficiary
or the addition of a child to your family.
Do this as soon as a change occurs so that you continue to
receive important information at the correct address and so that
any changes in your benefits apply as soon as possible. Please refer
to the contact number for Benefits listed in the Resource Guide in the
back of this Handbook if updates to your information may result in
modification to any of your benefits.

A statement of earnings accompanies each paycheck. This statement

shows your regular and overtime earnings for the pay period and
for the year, and your itemized current and year-to-date deductions.
If you have a question about your pay or deductions, talk to your
supervisor.
6 Leaving CVS Caremark
Direct Deposit
CVS Caremark can electronically deposit your paycheck into a We hope your work at CVS Caremark is rewarding for you and for the
financial institution associated with the National Automated Clearing company. We also recognize that there are times when it is necessary
House Association (NACHA). To ensure availability of funds on the to end a relationship in order to move forward. Either you or the
scheduled pay date, CVS Caremark urges all employees to enroll company may choose to end your employment at any time. If you
in the Direct Deposit Program. decide to leave CVS Caremark, please notify your supervisor at least
two weeks before the last day you plan to come to work.
Plans and Programs
CVS Caremark offers a wide range of benefit plans and programs.
You automatically receive some of these benefits; others are optional
We recognize that people’s lifestyles and benefit needs change. We
continually explore ways to modify existing plans or to offer new
plans that will provide more value for the changing needs of our

46 47
 Acknowledgement

Employee Handbook Receipt and Verification

I have received today a copy of the CVS Caremark handbook. I

understand that the handbook contains management guidelines only.
The Company and all plan administrators shall have the maximum
discretion permitted by law to interpret, administer, change, modify
or delete the rules, policies and benefits contained in the handbook
at any time. No statement or representation by a supervisor or other
manager, whether oral or written, can supplement or modify this
handbook. Changes to the handbook may only be made by written
notice by the company. I also understand that any delay or failure by
the Company to enforce any work policy or rule will not constitute a
waiver of the Company’s right to do so in the future.

I understand that neither this handbook nor any other communication

by a management representative, whether oral or written, is intended
to in any way create a contract of employment. Since employment
with CVS Caremark is voluntarily entered into, I am free to resign at
any time. Similarly, the Company may terminate the employment
whenever it believes it is appropriate. Nothing herein shall be
understood to interfere with any employee rights under state or
federal law.

Name:
(please print)

Signature:

Location:

Date:

Employee Copy

48 49
 Acknowledgement

Employee Handbook Receipt and Verification

I have received today a copy of the CVS Caremark handbook. I

understand that the handbook contains management guidelines only.
The Company and all plan administrators shall have the maximum
discretion permitted by law to interpret, administer, change, modify
or delete the rules, policies and benefits contained in the handbook
at any time. No statement or representation by a supervisor or other
manager, whether oral or written, can supplement or modify this
handbook. Changes to the handbook may only be made by written
notice by the company. I also understand that any delay or failure by
the Company to enforce any work policy or rule will not constitute a
waiver of the Company’s right to do so in the future.

I understand that neither this handbook nor any other communication

by a management representative, whether oral or written, is intended
to in any way create a contract of employment. Since employment
with CVS Caremark is voluntarily entered into, I am free to resign at
any time. Similarly, the Company may terminate the employment
whenever it believes it is appropriate. Nothing herein shall be
understood to interfere with any employee rights under state or
federal law.

Name:
(please print)

Signature:

Location:

Date:

Management Copy

50 51
 CVS Caremark Resource Guide

Benefits:
1-888-MY-HR-CVS Caremark – Corporate Security Operations Center (CSOC)
Web site: www.cvshealthcarehub.com 1-866-300-0475
corp.security@caremark.com
Employee Assistance Program:
1-800-789-8990 Caremark – IT eSupport (Frontline Services)
www.lifescopeforyou.com 1-800-773-4003
(972) 813-3888
Employee Relations Department: Frontline.services@caremark.com
1-866-222-9438 Ext. 665-6393 (toll free)
(401) 665-6393 Safety Hotline:
**Distribution Center colleagues should contact their local 1-877-CVS-2040 (1-877-287-2040)
HR Department
For privacy or security complaints:
Ethics Line (Confidential): (This is for employees and the public to report privacy and security
877-CVS-2040 (877-287-2040) issues, complaints, or concerns. This covers all of CVS Caremark,
including CVS/pharmacy, Caremark PBM, Caremark Med Part D,
Alternatives to Calling: MinuteClinic, and Accordant.)
• Confidential e-mail address: Ethics.BusinessConduct@cvs.com
• Confidential fax: 1-847-559-3835 Information Governance & Privacy Operations
• Confidential mailing address: (Legal Department)
Chief Compliance Officer Policy & Investigation Section
CVS Caremark One CVS Drive
1 CVS Drive, Woonsocket, RI 02895 Woonsocket, RI 02895
866-443-0933 toll-free
Fraud, Waste and Abuse Policy: privacy.officer@cvscaremark.com
- Log into my.cvs.com
- Select the “My Benefits and Employee Information” tab For patient, participant, member, or prescriber records and
- From the side menu, expand the folder labeled “Policies” disclosures (company and third parties):
- Within the “Policies” folder, select “Fraud, Waste and Abuse” (This is for employees to report or get help about the disclosure of
records to law enforcement and government agencies. Also, this is
Leave of Absence information: the contact for other parties, like law enforcement and government
1-888-MY-HR-CVS agencies, to request these records. This covers all of CVS Caremark,
Web site: https://my.cvs.com including CVS/pharmacy, Caremark PBM, Caremark Med Part D,
**Distribution Center colleagues should contact their local HR Department MinuteClinic, and Accordant.)

Payroll: 1-888-MY-HR-CVS CVS Caremark Privacy Office (Legal Department)

One CVS Drive
Retirement Information: Woonsocket, RI 02895
1-888-MY-HR-CVS (401) 770-5713 main number
(401) 765-9304 fax
privacyoffice@cvscaremark.com
52 53
 MinuteClinic Resource Guide

For CVS/pharmacy patient record requests: Benefits:

(This is for patients and customer to get their information.) Phone:1-888-771-1874 option 2
Prescription Records Service Center benefitsservices@minuteclinic.com
One CVS Drive
Woonsocket, RI 02895 Employee Assistance Program:
800-287-2414 toll-free 1-800-789-8990
401-652-1593 fax www.LifeScopeEAP.com Login CVS

For Caremark PBM participant or member record requests: Ethics Line (Confidential):
(This is for PBM participants and members to get their 1-877-CVS-2040 (1-877-287-2040)
information.)
Customer Care Correspondence Alternatives to Calling:
P.O. Box 832407 • Confidential e-mail address: Ethics.BusinessConduct@cvs.com
Richardson, TX 75083 • Confidential fax: (847) 559-3835
800-552-8159 toll-free • Confidential mailing address:
877-460-7766 Caremark.com Help Chief Compliance Officer
CVS Caremark
For MinuteClinic patient record requests: 1 CVS Drive, Woonsocket, RI 02895
(This is for patients to get their information.)
Clinical Patient Care Services Leave of Absence:
One CVS Drive 1-888-771-1874 option 4
Woonsocket, RI 02895 www.loaservices@minuteclinic.com
866-389-ASAP (2727) toll-free
Payroll:
Phone: 1-888-771-1874 option 1
www.payrollservices@minuteclinic.com

Privacy Office:
Contact the Senior Legal Counsel, Minute Clinic
Tel: (401) 770-5559

Safety Hotline:
1-877-CVS-2040 (1-877-287-2040)

For MinuteClinic patient record requests:

(This is for patients to get their information.)
Clinical Patient Care Services
One CVS Drive
Woonsocket, RI 02895
866-389-ASAP (2727) toll-free
54 55
 Contact Information for EEOC and State Fair
Employment Practices Agencies
Alabama
EEOC Birmingham District Office
Ridge Park Place
1130 22nd St. South, Suite 2000
Birmingham, AL 35205
Phone: 1-800-669-4000
TTY: 1-800-669-6820
EEOC Mobile Local Office
63 South Royal St., Suite 504
Mobile, AL 36602
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Arizona
Office of the Attorney General
Civil Rights Division -
Phoenix Office:
1275 West Washington St.
Phoenix, AZ 85007
Phone: 602-542-5263
TTY/TDD: 602-542-5002
Civil Rights Division -
Tucson Office:
400 West Congress, S-215
Tucson, AZ 85701-1367
Phone: 520-628-6500
TTY/TDD: 520-628-6872
EEOC - Phoenix District Office
3300 North Central Ave.,
Suite 690
Phoenix, AZ 85012-2504
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Arkansas
EEOC - Little Rock Area Office
820 Louisiana St., Suite 200
Little Rock, AR 72201
Phone: 1-800-669-4000
TTY: 1-800-669-6820
56
California
Department of Fair Employment
and Housing - Main Office
2218 Kausen Drive, Suite 100
Elk Grove, CA 95758
Phone: (916) 478-7230
TTY/TDD: (800) 700-2320
Fax: (916) 478-7338
Bay Area Regional Office
1515 Clay St., Suite 701
Oakland, CA 94612
Phone: (510) 622-2941
TTY/TDD: (800) 700-2320
Bakersfield District Office
4800 Stockdale Hwy, Suite 215
Bakersfield, CA 93309
Phone: (661) 395-2729
TTY/TDD: (800) 700-2320
Fresno District Office
1277 E. Alluvial Ave., Suite 101
Fresno, CA 93720
Phone: (559) 244-4760
TTY/TDD: (800) 700-2320
Los Angeles District Office
1055 West 7th St., Suite 1400
Los Angeles, CA 90017
Phone: (213) 439-6799
TTY/TDD: (800) 700-2320
San Jose District Office
2570 North First St., Suite 480
San Jose, CA 95131
Phone: (408) 325-0344
TTY/TDD: (800) 700-2320
57
EEOC Los Angeles District Office
Roybal Federal Bldg.
255 East Temple St., 4th Floor
Los Angeles, CA 90012
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Fresno Local Office
2300 Tulare St., Suite 215
Fresno, CA 93721
Phone: 1-800-669-4000
TTY: 1-800-669-6820
San Jose Local Office
96 N. Third St., Suite 250
San Jose, CA 95112
Phone: 1-800-669-4000
TTY: 1-800-669-6820
San Diego Local Office
555 West Beech St., Suite 504,
San Diego, CA 92101
Phone: 1-800-669-4000
TTY: 1-800-669-6820
San Francisco Office
350 The Embarcadero, Suite 500
San Francisco, CA 94105-1260
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Oakland Local Office
1301 Clay St., Suite 1170-N
Oakland, CA 94612-5217
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Colorado
Colorado Civil Rights Division
1560 Broadway, Suite 1050
Denver, CO 80202
Phone: 303-894-2997
E-mail: ccrd@dora.state.co.us
58
EEOC - Denver Field Office
303 E. 17th Ave., Suite 410
Denver, CO 80203
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Phoenix District Office
3300 North Central Ave.,
Suite 690
Phoenix, AZ 85012-2504
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Connecticut
Commission on Human Rights
and Opportunities
Main Office - 25 Sigourney St.
Hartford, CT 06106
Phone: 860-541-3400
TTY/TDD: 860-541-3459
E-mail: CHRO.Webmaster@ct.gov
Capitol Region Office
999 Asylum Ave., Second Floor
Hartford, CT 06105
Phone: 860-566-7710
TDD: 860-566-7710
West Central Region Office
Rowland State
Government Center
55 West Main St., Suite 210
Waterbury, CT 06702-2004
Phone: 203-805-6530
TDD: 203-805-6579
Southwest Region Office
350 Fairfield Ave., 6th Floor
Bridgeport, CT 06604
Phone: 203-579-6246
TDD: 203-579-6246
Eastern Region Office
100 Broadway,
Norwich, CT 06360
Phone: 860-886-5703
TDD: 860-886-5707
EEOC Office/s
Boston Area Office Florida
John F. Kennedy Federal Bldg. Commission on Human Relations
475 Government Center 2009 Apalachee Parkway,
Boston, MA 02203 Suite 100
Phone: 1-800-669-4000 Tallahassee, FL 32301
TTY: 1-800-669-6820 Phone: 850-488-7082
TDD: 800-955-1339
New York District Office E-mail:
33 Whitehall St., 5th Floor fchrinfo@fchr.myflorida.com
New York, NY 10004
Phone: 1-800-669-4000 EEOC - Miami District Office
TTY: 1-800-669-6820 One Biscayne Tower
2 South Biscayne Blvd.,
Delaware Suite 2700
Department of Labor Miami, FL 33131
Office of Labor Law Enforcement Phone: 1-800-669-4000
Wilmington Office TTY: 1-800-669-6820
4425 North Market St., 3rd Floor
Wilmington, DE 19802 Tampa Field Office
Phone: (302) 761-8200 501 East Polk St., Suite 1000
Tampa, FL 33602
Milford Office Phone: 1-800-669-4000
Suite 100, The Windsor TTY: 1-800-669-6820
24 N.W. Front St.
Milford, DE 19963 Georgia
Phone: (302) 422-1134 EEOC - Atlanta District Office
Sam Nunn Atlanta Federal Center
EEOC - Philadelphia District Office 100 Alabama St., SW, Suite 4R30
801 Market St., Suite 1300 Atlanta, GA 30303
Philadelphia, PA 19107-3127 Phone: 1-800-669-4000
Phone: 1-800-669-4000 TTY: 1-800-669-6820
TTY: 1-800-669-6820
Savannah Local Office
District of Columbia 410 Mall Blvd., Suite G
Office of Human Rights Savannah, GA 31406-4821
441 4th St., N.W., Suite 570N Phone: 1-800-669-4000
Washington, DC 20001 TTY: 1-800-669-6820
Phone: 202-727-4559
Hawaii
EEOC - Washington Field Office Hawaii Civil Rights Commission
131 M St., NE 830 Punchbowl St., Room 411
Fourth Floor, Suite 4NWO2F Honolulu, HI 96813
Washington, DC 20507-0100 Phone: 808-586-8636
Phone: 1-800-669-4000 TDD: 808-586-8692
TTY: 1-800-669-6820 E-mail: dlir.hcrc.infor@hawaii.gov
59
EEOC - Honolulu Local Office Springfield Office
300 Ala Moana Blvd, Room 7-127 William G. Stratton Bldg.,
Honolulu, HI 96850-0051 Suite 802
Phone: 1-800-669-4000 Springfield, IL 62706
TTY: 1-800-669-6820 Phone: 217 -785 - 4350
TDD: 217 -557-1500
Los Angeles District Office EEOC Office/s
Roybal Federal Bldg.
255 East Temple St., 4th Floor Chicago District Office
Los Angeles, CA 90012 500 West Madison St., Suite 2000
Phone: 1-800-669-4000 Chicago, IL 60661
TTY: 1-800-669-6820 Phone: 1-800-669-4000
TTY: 1-800-669-6820
Illinois
Dept of Human Rights - Chicago St. Louis District Office
Office James R. Thompson Ctr Robert A. Young Federal Bldg.
100 West Randolph St., 1222 Spruce St., Rm 8.100
Suite 10-100 St. Louis, MO 63103
Chicago, IL 60601 Phone: 1-800-669-4000
Phone: 312-814-6200 TTY: 1-800-669-6820
TTY: 217-785-5125
Indiana
Springfield Office Indiana Civil Rights Commission
222 South College, Floor 1 Indiana Government
Springfield, IL 62704 Center North
Phone: 217-785-5100 100 North Senate Ave., N103
TTY: 217-785-5125 Indianapolis, IN 46204-2211
Phone: 317-232-2600
Marion Office TDD: 317-743-3333
Marion State Regional
Office Bldg. EEOC - Indianapolis District Office
2309 W. Main St., Suite 112 101 West Ohio St., Suite 1900
Marion, IL 62959 Indianapolis, IN 46204
Phone: 618-993-7463 Phone: 1-800-669-4000
Illinois Human Rights Commission TTY: 1-800-669-6820
Chicago Office Iowa
James R. Thompson Center Iowa Civil Rights Commission
100 West Randolph St., Grimes State Office Bldg.
Suite 5-100 400 E. 14th St.
Chicago, IL 60601 Des Moines, IA 50319-1004
Phone: 312-814-6269 Phone: 515-281-4121
TDD: 312-814-4760
EEOC - Chicago District Office
500 West Madison St., Suite 2000
Chicago, IL 60661
Phone: 1-800-669-4000
TTY: 1-800-669-6820
60
Milwaukee Area Office
Reuss Federal Plaza
310 West Wisconsin Ave.,
Suite 800
Milwaukee, WI 53203-2292
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Kansas
Kansas Human Rights
Commission
Landon State Office Bldg.
900 Southwest Jackson,
Suite 568-S
Topeka, KS 66612-1258
Phone: 785-296-0589
EEOC - Kansas City Area Office
Gateway Tower II
4th & State Ave., 9th Floor
Kansas City, KS 66101
Phone: 1-800-669-4000
TTY: 1-800-669-6820
St. Louis District Office
Robert A. Young Federal Bldg.
1222 Spruce St., Rm 8.100
St. Louis, MO 63103
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Kentucky
Commission on Human Rights
The Heyburn Bldg., 7th Floor
332 West Broadway
Louisville, KY 40202
Phone: 502-595-4024
TDD: 502-595-4084
E-mail: kchr.mail@ky.gov
EEOC - Cincinnati Area Office
John W. Peck Federal Office Bldg.
550 Main St., 10th Floor
Cincinnati, OH 45202
Phone: 1-800-669-4000
TTY: 1-800-669-6820
61
Louisville Area Office
600 Dr. MLK, Jr. Place, Suite 268
Louisville, KY 40202
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Louisiana
Commission on Human Rights
Mail: Governor’s Office,
PO Box 94004
Baton Rouge, LA 70804-94004
Department Physical Address:
1001 N. 23rd St., Suite 262
Baton Rouge, LA 70802
Phone: 504-342-6969
TDD: 1-888-248-0859
EEOC - New Orleans Field Office
1555 Poydras St., Suite 1900
New Orleans, LA 70112
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Houston District Office
Mickey Leland Federal Bldg.
1919 Smith St., 6th Floor
Houston, TX 77002-8049
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Maine
Maine Human Rights Commission
51 State House Station
Augusta, ME 04333-0051
Phone: 207-624-6290
TTY: 1-888-577-6690
EEOC - Boston Area Office
John F. Kennedy Federal Bldg.
475 Government Center
Boston, MA 02203
Phone: 1-800-669-4000
TTY: 1-800-669-6820
New York District Office New Bedford Office
33 Whitehall St., 5th Floor 800 Purchase St., Rm 501
New York, NY 10004 New Bedford, MA 02740
Phone: 1-800-669-4000 Phone: 508-990-2390
TTY: 1-800-669-6820
EEOC - Boston Area Office
Maryland John F. Kennedy Federal Bldg.
Commission on Human Relations 475 Government Center
6 St. Paul St., Floors 9 and 10 Boston, MA 02203
Baltimore, MD 21202 Phone: 1-800-669-4000
Phone: 410-767-8600 TTY: 1-800-669-6820
TTY: 410-333-1737
New York District Office
EEOC - Baltimore Field Office 33 Whitehall St., 5th Floor
City Crescent Bldg. New York, NY 10004
10 S. Howard St., Third Floor Phone: 1-800-669-4000
Baltimore, MD 21201 TTY: 1-800-669-6820
Phone: 1-800-669-4000
TTY: 1-800-669-6820 Michigan
Department of Civil Rights
Philadelphia District Office Lansing Executive Office
801 Market St., Suite 1300 Capitol Tower Bldg.
Philadelphia, PA 19107-3127 110 W. Michigan Ave., Suite 800
Phone: 1-800-669-4000 Lansing, MI 48933
TTY: 1-800-669-6820 Phone: 517-335-3165
TTY: 517-241-1965
Massachusetts Email:
Massachusetts Commission MDCR-INFO@michigan.gov
Against Discrimination
- Boston Office Detroit Office - Cadillac Place
One Ashburton Place, Room 601 3054 West Grand Blvd, Suite
Boston, MA 02108 3-600
Phone: 617-727-3990 Detroit, MI 48202
Phone: 313-456-3700
Springfield Office Email:
436 Dwight St., 2nd Fl., Room 220 MDCR-INFO@michigan.gov
Springfield, MA 01103
Phone: 413-739-2145 Flint Office - Flint State Office
Bldg., 7th Floor
Worcester Office - Worcester 125 East Union, Flint, MI 48502
City Hall Phone: 810-760-2805
455 Main St., Room 100
Worcester, MA 01608 Grand Rapids Office
Phone: 508-799-8010 State Office Bldg., 3rd Floor
350 Ottawa, N.W.,
Grand Rapids, MI 49503
Phone: 616-356-0380
TTY: 616-356-0391
62
Marquette Office
1504 W. Washington St., Suite B
Marquette, MI 49855
Phone: 906-226-6393
EEOC - Detroit Field Office
Patrick V. McNamara Bldg.
477 Michigan Ave., Room 865
Detroit, MI 48226
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Indianapolis District Office
101 West Ohio St., Suite 1900
Indianapolis, IN 46204
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Minnesota
Department of Human Rights
190 East 5th St., Suite 700
Saint Paul, MN 5510
Phone: 651-296-5663
TTY: 651-296-1283
E-mail: Info.MDHR@state.mn.us
EEOC - Minneapolis Area Office
330 South Second Ave., Suite 720
Minneapolis, MN 55401-2224
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Chicago District Office
500 West Madison St., Suite 2000
Chicago, IL 60661
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Mississippi
EEOC - Mobile Local Office
63 South Royal St., Suite 504
Mobile, AL 36602
Phone: 1-800-669-4000
TTY: 1-800-669-6820
63
Jackson Area Office
Dr. A. H. McCoy Federal Bldg.
100 West Capitol St., Suite 207
Jackson, Mississippi 39269
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Missouri
Missouri Commission on
Human Rights
3315 West Truman Bolvd,
Room 212
P.O. Box 1129,
Jefferson City, MO 65102
Phone: 877-781-4236
TDD: 1-800-735-2966
E-mail: mchr@labor.mo.gov
EEOC - Kansas City Area Office
Gateway Tower II
4th & State Ave., 9th Floor,
Kansas City, KS 66101
Phone: 1-800-669-4000
TTY: 1-800-669-6820
St. Louis District Office
Robert A. Young Federal Bldg.
1222 Spruce St., Rm 8.100
St. Louis, MO 63103
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Montana
Montana Human Rights Bureau
P.O. Box 1728, 616 Helena Ave.
Helena, MT 59624-1728
Phone: 406-444-2884
EEOC - San Francisco Office
350 The Embarcadero, Suite 500
San Francisco, CA 94105-1260
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Seattle Field Office
Federal Office Bldg.
909 First Ave., Suite 400
Seattle, WA 98104-1061
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Nebraska
Nebraska Equal Opportunity
Commission Lincoln Office
301 Centennial Mall South,
5th Floor P.O. Box 94938
Lincoln, NE 68509
Phone: 402-471-2024
Omaha Office
State Office Bldg.
1313 Farnam-on-the-Mall,
3rd Floor
Omaha, NE 68102
Phone: 402-595-2028
Scottsbluff Office
Panhandle State Office Complex
4500 Ave. “I”, PO Box 1500
Scottsbluff, NE 69363-1500
Phone: 308-632-1340
EEOC - Kansas City Area Office
Gateway Tower II
4th & State Ave., 9th Floor,
Kansas City, KS 66101
Phone: 1-800-669-4000
TTY: 1-800-669-6820
St. Louis District Office
Robert A. Young Federal Bldg.
1222 Spruce St., Rm 8.100
St. Louis, MO 63103
Phone: 1-800-669-4000
TTY: 1-800-669-6820
64
Nevada
Nevada Equal Rights Commission
Las Vegas Office
555 E. Washington Ave.,
Suite 4000
Las Vegas, NV 89101
Phone: 702-486-7161
TDD: 800-326-6868
Reno Office
325 Corporate Blvd., Room 115
Reno, NV 89502
Phone: 775-823-6690
TDD: 800-326-6868
EEOC - Las Vegas Local Office
333 Las Vegas Blvd South, Suite
8112
Las Vegas, NV 89101
Phone: 1-800-669-4000
TTY: 1-800-669-6820
San Francisco District Office
350 The Embarcadero, Suite 500
San Francisco, CA 94105-1260
Phone: 1-800-669-4000
TTY: 1-800-669-6820
New Hampshire
NH Commission for Human Rights
2 Chenell Drive #2
Concord, NH 03301-8501
Phone: (603) 271-2767
E-mail:
humanrights@nhsa.state.nh.us
EEOC - Boston Area Office
John F. Kennedy Federal Bldg.
475 Government Center
Boston, MA 02203
Phone: 1-800-669-4000
TTY: 1-800-669-6820
New York District Office
33 Whitehall St., 5th Floor
New York, NY 10004
Phone: 1-800-669-4000
TTY: 1-800-669-6820
New Jersey New Mexico
New Jersey Division of Civil Rights Department of Labor, Human
Trenton Regional Office Rights Division
140 East Front St., P.O. Box 090 1596 Pacheco St., Suite 103
Trenton, NJ 08625-0090 Aspen Plaza,
Phone: 609-292-4605 Santa Fe, NM 87505
TTY: 609-292-1785 Phone: 505-827-6838
Paterson Regional Office EEOC - Phoenix District Office
100 Hamilton Plaza 3300 North Central Ave.,
Paterson, NJ 07501 Suite 690
Phone: 973-977-4500 Phoenix, AZ 85012-2504
TTY: 973-977-1955 Phone: 1-800-669-4000
TTY: 1-800-669-6820
Newark Regional Office
31 Clinton St., P.O. Box 46001 Albuquerque Field Office
Newark, NJ 07102 505 Marquette Ave., NW
Phone: 973-648-2700 Suite 900 - 9th Floor
TTY: 973-648-4678 Albuquerque, NM 87102
Phone: 1-800-669-4000
Camden Regional Office TTY: 1-800-669-6820
2 Riverside Drive, Suite 402
Camden, NJ 08103 Dallas District Office
Phone: 856-614-2550 207 S. Houston St., 3rd Floor
TTY: 856-614-2574 Dallas, TX 75202
Phone: 1-800-669-4000
Atlantic City Office TTY: 1-800-669-6820
26 Pennsylvania Ave.
Atlantic City, NJ 08401 El Paso Area Office
Phone: 609-441-3100 300 E. Main Dr., Suite 500
TTY: 609-441-7648 El Paso, TX 79901
Phone: 1-800-669-4000
EEOC - Newark Area Office TTY: 1-800-669-6820
One Newark Center, 21st Floor
Raymond Blvd at McCarter New York
Hwy (Rt.21) New York State Division of
Newark, New Jersey 07102-5233 Human Rights
Phone: 1-800-669-4000 55 West 125th St.
TTY: 1-800-669-6820 New York, NY 10027
Phone: 718-741-8300
New York District Office TDD: 718-741-8300
33 Whitehall St., 5th Floor
New York, NY 10004 EEOC - New York District Office
Phone: 1-800-669-4000 33 Whitehall St., 5th Floor
TTY: 1-800-669-6820 New York, NY 10004
Phone: 1-800-669-4000
TTY: 1-800-669-6820
65
Buffalo Local Office
6 Fountain Plaza, Suite 350
Buffalo, NY 14202
Phone: 1-800-669-4000
TTY: 1-800-669-6820
North Carolina
EEOC - Charlotte District Office
129 West Trade St., Suite 400
Charlotte, NC 28202
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Greensboro Local Office
2303 W. Meadowview Road,
Suite 201
Greensboro, NC 27407
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Raleigh Area Office
1309 Annapolis Drive
Raleigh, NC 27608-2129
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Norfolk Local Office
Federal Bldg.
200 Granby St., Suite 739
Norfolk, VA 23510
Phone: 1-800-669-4000
TTY: 1-800-669-6820
North Dakota
North Dakota Department
of Labor
600 East Blvd. Ave., Dept 406
Bismarck, ND 58505-0340
Phone: (701) 328-2660
TTY: (800) 366-6888
E-mail: humanrights@nd.gov
EEOC - Minneapolis Area Office
Towle Bldg.
330 South Second Ave., Suite 720
Minneapolis, MN 55401-2224
Phone: 1-800-669-4000
TTY: 1-800-669-6820
66
Chicago District Office
500 West Madison St., Suite 2000
Chicago, IL 60661
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Ohio
Ohio Civil Rights Commission
Central Office
Rhodes State Office Tower,
30 E. Broad St., 5th floor
Columbus, Ohio 43215
Phone: 614-466-2785
Akron Office
Akron Government Center
161 S. High St., Suite 205
Akron, OH 44308-1602
Phone: 330-643-3100
TTY: 330-643-1488
Cleveland Office
Frank Lausche Bldg.
615 W. Superior Ave., Suite 885
Cleveland, OH 44113-1897
Phone: 216-787-3150
TTY: 216-787-3549
Cincinnati and Dayton Office
40 W. 4th Center, Suite 1900
Dayton, OH 45402-1857
Phone: 937-285-6500
Toledo Office
One Government Center,
Room 936
Jackson & Erie St.s
Toledo, OH 43604
Phone: 419-245-2900
EEOC - Cleveland Field Office
Anthony J. Celebrezze
Federal Bldg.
1240 E. 9th St., Suite 3001
Cleveland, OH 44199
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Cincinnati Area Office Oregon
John W. Peck Federal Office Bldg. Oregon Bureau of Labor and
550 Main St., 10th Floor Industries, Civil Rights Division -
Cincinnati, OH 45202 Main Office
Phone: 1-800-669-4000 800 Northeast Oregon St., #1045
TTY: 1-800-669-6820 Portland, OR 97232
Phone: 503-731-4075
Indianapolis District Office E-mail: crdemail.boli@state.or.us
101 West Ohio St., Suite 1900
Indianapolis, IN 46204 Eugene Office
Phone: 1-800-669-4000 1400 Executive Pkwy, Suite 200
TTY: 1-800-669-6820 Eugene, OR 97401
Phone: 541-686-7623
Oklahoma
Oklahoma Human Rights Com- Pendleton Office
mission 1327 SE 3rd St
Oklahoma City Office Pendleton, OR 97801
Jim Thorpe Bldg., Room 480 Phone: 541-276-7884
2101 North Lincoln Blvd.
Oklahoma City, OK 73105 Salem Office
Phone: 405-521-2360 3865 Wolverine Ave. NE
TDD: 405-522-3993 Bldg. E, Suite 1
E-mail: hrc@ohrc.state.ok.us Salem, OR 97305-1268
Phone: 503-378-3292
Tulsa Office
Kerr Office Bldg. EEOC - San Francisco District Of-
440 S. Houston, Room 302 fice
Tulsa, OK 74127 350 The Embarcadero, Suite 500
Phone: 918-581-2733 San Francisco, CA 94105-1260
E-mail: hrc@ohrc.state.ok.us Phone: 1-800-669-4000
TTY: 1-800-669-6820
EEOC - Oklahoma Area Office
215 Dean A McGee Ave., 5th Fl. Seattle Field Office
Oklahoma City, OK 73102 Federal Office Bldg.
Phone: 1-800-669-4000 909 First Ave., Suite 400
TTY: 1-800-669-6820 Seattle, WA 98104-1061
Phone: 1-800-669-4000
St. Louis District Office TTY: 1-800-669-6820
Robert A. Young Federal Bldg.
1222 Spruce St., Rm 8.100 Pennsylvania
St. Louis, MO 63103 Pennsylvania Human Relations
Phone: 1-800-669-4000 Commission
TTY: 1-800-669-6820 301 Chestnut St., Suite 300
Harrisburg, PA 17101-1702
Phone: 717-787-4410
TTY: 717-787-4087
E-mail: phrc@state.pa.us
67
Harrisburg Regional Office New York District Office EEOC - Minneapolis Area Office Nashville Area Office
Riverfront Office Center, 33 Whitehall St., 5th Floor Towle Bldg. 50 Vantage Way, Suite 202
5th Floor New York, NY 10004 330 South Second Ave., Suite 720 Nashville, TN 37228-9940
1101-1125 South Front St. Phone: 1-800-669-4000 Minneapolis, MN 55401-2224 Phone: 1-800-669-4000
Harrisburg, PA 17104-2515 TTY: 1-800-669-6820 Phone: 1-800-669-4000 TTY: 1-800-669-6820
Phone: 717-787-9784 TTY: 1-800-669-6820
TTY: 717-787-7279 South Carolina Texas
Human Affairs Commission Chicago District Office Texas Commission on
Philadelphia Regional Office 2611 Forest Drive, P.O. Box 4490 500 West Madison St., Suite 2000 Human Rights
110 North 8th St., Suite 501 Columbia, SC 29240 Chicago, IL 60661 1117 Trinity St., Room 144T
Philadelphia, PA 19107 Tel: 803-253-6336 Phone: 1-800-669-4000 Austin, TX 78711
Phone: 215-560-2496 TDD: 803-253-4125 TTY: 1-800-669-6820 Phone: 512-463-2642
TTY: 215-560-3599 E-mail:
information@schac.state.sc.us Tennessee EEOC - San Antonio Field Office
Pittsburgh Regional Office Human Rights Commission Legacy Oaks, Bldg. A
301 Fifth Ave. EEOC - Savannah Local Office Central Office 5410 Fredericksburg Road,
Suite 390, Piatt Place 410 Mall Blvd., Suite G 710 James Robertson Parkway Suite 200
Pittsburgh, PA 15222 Savannah, GA 31406-4821 Suite 100 San Antonio, TX 78229
Phone: 412-565-5395 Phone: 1-800-669-4000 Nashville, TN 37243-1219 Phone: 1-800-669-4000
TTY: 412-565-5711 TTY: 1-800-669-6820 Phone: 615-741-5825 TTY: 1-800-669-6820

EEOC - Philadelphia District Office Atlanta District Office Knoxville Regional Office Dallas District Office
801 Market St., Suite 1300 Sam Nunn Atlanta Federal Center 531 Henley St. 207 S. Houston St., 3rd Floor
Philadelphia, PA 19107-3127 100 Alabama St., SW, Suite 4R30 Room 701 Dallas, TX 75202
Phone: 1-800-669-4000 Atlanta, GA 30303 Knoxville, TN 37902 Phone: 1-800-669-4000
TTY: 1-800-669-6820 Phone: 1-800-669-4000 Phone: 865-594-6500 TTY: 1-800-669-6820
TTY: 1-800-669-6820
Pittsburgh Area Office Memphis Regional Office El Paso Area Office
William S. Moorhead Federal Charlotte District Office 170 North Main St. 300 E. Main Dr., Suite 500
Bldg. 129 West Trade St., Suite 400 State Office Bldg. El Paso, TX 79901
1000 Liberty Ave., Suite 1112 Charlotte, NC 28202 Memphis, TN 38103 Phone: 1-800-669-4000
Pittsburgh, PA 15222 Phone: 1-800-669-4000 Phone: 901-543-7389 TTY: 1-800-669-6820
Phone: 1-800-669-4000 TTY: 1-800-669-6820
TTY: 1-800-669-6820 Chattanooga Regional Office Houston District Office
Greenville Local Office 540 McCallie Ave. Mickey Leland Federal Bldg.
Rhode Island 301 N. Main St., Suite 1402 Fourth Floor West Wing 1919 Smith St., 6th Floor
Commission for Human Rights Greenville, SC 29601-9916 Chattanooga, TN 37402 Houston, TX 77002-8049
180 Westminster St., 3rd Floor Phone: 1-800-669-4000 Phone: 423-634-6837 Phone: 1-800-669-4000
Providence, RI 02903 TTY: 1-800-669-6820 TTY: 1-800-669-6820
Phone: 401-222-2661 EEOC - Memphis District Office
TTY: 401-222-2664 South Dakota 1407 Union Ave., 9th floor Utah
Division of Human Rights Memphis, TN 38104 Antidiscrimination & Labor
EEOC - Boston Area Office 700 Governors Drive Phone: 1-800-669-4000 Division
John F. Kennedy Federal Bldg. Pierre, SD 57501 TTY: 1-800-669-6820 160 East 300 South, 3rd Floor
475 Government Center Phone: 605-773-4493 P.O. Box 146640
Boston, MA 02203 Email: james.marsh@state.sd.us Salt Lake City, UT 84114-6640
Phone: 1-800-669-4000 Phone: 801-530-6801
TTY: 1-800-669-6820 Email: uald@utah.gov

68 69
EOC Office - Phoenix District Office Charlotte District Office West Virginia Milwaukee Area Office
3300 North Central Ave., 129 West Trade St., Suite 400 Human Rights Commission Reuss Federal Plaza
Suite 690 Charlotte, NC 28202 Charleston Office 310 West Wisconsin Ave.,
Phoenix, AZ 85012-2504 Phone: 1-800-669-4000 1321 Plaza East, Room 108A Suite 800
Phone: 1-800-669-4000 TTY: 1-800-669-6820 Charleston, WV 25301-1400 Milwaukee, WI 53203-2292
TTY: 1-800-669-6820 Phone: 304-558-2616 Phone: 1-800-669-4000
Norfolk Local Office TTY: 1-800-669-6820
Vermont Federal Bldg. Huntington Office
Vermont Attorney General’s Office, 200 Granby St., Suite 739 801 Madison Ave., Suite 233 Wyoming
Public Protection Division Norfolk, VA 23510 Huntington, WV 25704 Department of Employment
109 State St., Phone: 1-800-669-4000 Phone: 304-528-5823 Labor Standards Division
Montpelier, VT 05609-1001 TTY: 1-800-669-6820 Cheyenne Office
Phone: 802-828-3171 EEOC - Philadelphia District Office 1510 E. Pershing Blvd.
Vermont Human Rights Richmond Local Office 801 Market St., Suite 1300 West Wing Room 150
Commission 830 East Main St., Suite 600 Philadelphia, PA 19107-3127 Cheyenne, WY 82002
135 State St. Richmond, VA 23219 Phone: 1-800-669-4000 Phone: 307-777-7261
Montpelier 05633-6301 Phone: 1-800-669-4000 TTY: 1-800-669-6820
Phone: 802-828-2480 TTY: 1-800-669-6820 Casper Office
Pittsburgh Area Office 100 West Midwest, PO Box 2760
EEOC - Boston Area Office Washington William S. Moorhead Casper, WY 82602
John F. Kennedy Federal Bldg. State Human Rights Commission Federal Bldg. Phone: 307-235-3679
475 Government Center 711 South Capital Way, Suite 402 1000 Liberty Ave., Suite 1112
Boston, MA 02203 P.O. Box 42490 Pittsburgh, PA 15222 EEOC - Denver Field Office
Phone: 1-800-669-4000 Olympia, WA 98504-2490 Phone: 1-800-669-4000 303 E. 17th Ave., Suite 410
TTY: 1-800-669-6820 Phone: 363-753-6770 TTY: 1-800-669-6820 Denver, CO 80203
TTY: 1-800-300-7525 Phone: 1-800-669-4000
New York District Office Wisconsin TTY: 1-800-669-6820
33 Whitehall St., 5th Floor EEOC - San Francisco Department of Workforce
New York, NY 10004 District Office Development Madison Office Phoenix District Office
Phone: 1-800-669-4000 350 The Embarcadero, Suite 500 201 E. Washington Ave., 3300 North Central Ave.,
TTY: 1-800-669-6820 San Francisco, CA 94105-1260 Room A300 Suite 690
Phone: 1-800-669-4000 PO 8928, Madison, WI 53708 Phoenix, AZ 85012-2504
Virginia TTY: 1-800-669-6820 Phone: 608-266-6860 Phone: 1-800-669-4000
Virginia Council on Human Rights TTY Number: 608-264-8752 TTY: 1-800-669-6820
1220 Bank St., 3rd Floor Seattle Field Office
Richmond, VA 23218 Federal Office Bldg. Milwaukee Office
Phone: 804-225-2292 909 First Ave., Suite 400 819 N 6th St., Room 255
Seattle, WA 98104-1061 Milwaukee, WI 53203
EEOC - Washington Field Office Phone: 1-800-669-4000 Phone: (414) 227-4384
131 M St., NE Fourth Floor, TTY: 1-800-669-6820 TTY Number: (414) 227-4081
Suite 4NWO2F
Washington, DC 20507-0100 EEOC - Chicago District Office
Phone: 1-800-669-4000 500 West Madison St., Suite 2000
TTY: 1-800-669-6820 Chicago, IL 60661
Phone: 1-800-669-4000
TTY: 1-800-669-6820

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