May 2013

Employee Handbook

Prepared by: Ashley Crea, Jessie Engel, Cheyne Koltes & Cathy Horn (cathykuriahorn@u.boisestate.edu)

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Table of Contents
INTRODUCTORY LETTER ....................................................................................................................... 4 1.0 INTRODUCTION TO THE COMPANY ........................................................................................ 5

1.0 Company History .................................................................................................................. 5 1.02 1.03 Company Facts ............................................................................................................. 5 Mission...................................................................................................................... 5

1.04 Vision/Objectives................................................................................................................ 5 1.05 Values/Ethics ...................................................................................................................... 5

2.0 SELECTION POLICIES ........................................................................................................................ 6

2.01 Recruiting Administration .................................................................................................. 6 2.01.01 Internal Job Posting...................................................................................................... 6 2.01.02 External Advertising .................................................................................................... 6 2.01.03 Employee Referral ....................................................................................................... 6 2.02 Hiring Procedure Administration........................................................................................ 6 2.02.01 Applications ................................................................................................................. 7 2.02.02 Background Checks ..................................................................................................... 7 2.02.02 Reference Checks......................................................................................................... 7 2.03 Equal Employment Opportunity Policy (race, gender, national origin, color, region, age, disability, sexual orientation, generic, etc.) ................................................................................ 7 2.04 Immigration Policy ............................................................................................................. 7 2.05 Disability Accommodation ................................................................................................. 8 2.06 Employment of Relatives (Nepotism) ................................................................................ 8 2.07 Employee Categories .......................................................................................................... 8 2.08 Initial Employment Period (Probation)............................................................................... 9
4.0 COMPENSATION ............................................................................................................................... 15

4.01 Compensation Administration .......................................................................................... 15 4.02 Paydays ............................................................................................................................. 15

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4.03 Time Keeping ................................................................................................................... 15 4.04 Payroll Deductions ............................................................................................................ 15 4.05 Overtime Policy ................................................................................................................ 16 4.06 Travel and Other Business Expenses ................................................................................ 16 4.07 On-Call/Emergency Call Pay............................................................................................ 16 4.08 Bonuses/Incentives ........................................................................................................... 16 4.09 Pay Confidentiality ........................................................................................................... 17 4.10 Garnishments .................................................................................................................... 17 4.11 Wage/Salary Reviews ....................................................................................................... 17 4.12 Appeals ............................................................................................................................. 17 4.13 Back Pay ........................................................................................................................... 18 4.14 Shifts ................................................................................................................................. 18 4.15 Breaks ............................................................................................................................... 18
5.0 BENEFITS ...................................................................................................................................... 18

5.01 Benefits Administration .................................................................................................... 18 5.02 Social Security .................................................................................................................. 18 5.03 Worker's Compensation .................................................................................................... 18 5.04 Unemployment Insurance ................................................................................................. 19 5.05 HIPAA Regulations .......................................................................................................... 19 5.06 Flexible Spending Accounts ............................................................................................. 19 5.07 Holidays (including floating holidays) ............................................................................. 19 5.08 Vacation ............................................................................................................................ 20 5.09 Leaves Administration ...................................................................................................... 20 5.09.02 Jury/Witness Duty........................................................................................................ 20 5.09.03 Military ...................................................................................................................... 20 5.09.04 Sick .............................................................................................................................. 20 5.09.05 Funeral ......................................................................................................................... 20 5.09.06 Personal ........................................................................................................................ 20
6.0 SECURITY ..................................................................................................................................... 20

6.01 Security Administration .................................................................................................... 20

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6.02 Keys .................................................................................................................................. 21 6.03 Weapons............................................................................................................................ 21 6.04 Confidentiality .................................................................................................................. 21 6.04.01 ...................................................................................................................................... 21
7.0 PERFORMANCE APPRAISAL .......................................................................................................... 21

7.01 Performance Appraisal Administration ............................................................................ 22 7.02 Methods ............................................................................................................................ 22

8.0 TRAINING AND DEVELOPMENT ............................................................................................. 22

8.01 Training and Development Administration ...................................................................... 22 8.02 Orientation Process ........................................................................................................... 22 8.03 Training Procedures .......................................................................................................... 22
10.0 MISCELLANEOUS ........................................................................................................................... 25

10.01 Business Gift/Donations ................................................................................................. 25 10.02 Employee Records (retention, disposal) ......................................................................... 25 10.03 Personnel Data Changes ................................................................................................. 26 10.04 Legal Posters (e.g., OSHA, Minimum Wage) ................................................................ 26 10.05 Parking ............................................................................................................................ 27 10.06 Open Door Policy ........................................................................................................... 27 10.07 Changes in Policies ......................................................................................................... 27 10.08 Handbook is Not a Contract Statement........................................................................... 27 10.09 Employment-at-Will ....................................................................................................... 27

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Introductory Letter
Welcome to Chatterbox Speech and Language Center! We are excited to have you as part of our team. You were hired because we believe you can contribute to the success of our business, and share our commitment to achieving our goals as stated in our mission statement. Chatterbox is committed to quality and unparalleled customer service in all aspects of our business. As part of the team, we hope you will discover that the pursuit of excellence is a rewarding aspect of your career here. This employee handbook contains the key policies, goals, benefits, and expectations of Chatterbox, and other information you will need. Chatterbox Speech and Language Center Mission Statement is to consistently exceed client expectations by providing individualized speech and language assessment and treatment for individuals of all ages. We strive to coordinate individualized education plan goals and objectives with our comprehensive treatment plans. The success of Chatterbox Speech and Language Center is determined by our success in operating as a unified team. We have to earn the trust and respect of our clients every day in order that the clients make the decision to choose our services. We sell service and service is provided by people. There are no magic formulas. You should use this handbook as a ready reference as you pursue your career with Chatterbox. Additionally, the handbook assures good management and fair treatment of all employees. At Chatterbox, we want to recognize the contributions of all employees. Welcome aboard! I look forward to working with you. Sincerely,

Kirsten Ulias Co-Owner/Director of Retention & Recruitment

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1.0 Introduction to the Company

1.0 Company History Chatterbox Speech & Language Center was established in May 2008. 1.02 Company Facts Chatterbox Speech & Language Center is a private practice with two locations in Nampa and Boise Idaho. In addition to providing speech language therapy to children in our two clinic locations, we also provide services to one Charter school and three local school districts. We have nine full time SLPs (Speech Language Pathologists), two part-time SLP contractors, one full time office manage and licensed SLP-A, and one part-time billing person. This will obviously change based on the needs of the company. 1.03 Mission Chatterbox Speech & Language Centers mission is to consistently exceed client expectations by providing individualized speech and language assessment and treatment for individuals of all ages. We strive to coordinate individualized education plan goals and objectives with our comprehensive treatment plans. 1.04 Vision/Objectives Our goal at Chatterbox Speech & Language Center is simple -- extraordinary customer service as we meet our patients needs in the speech therapy industry. Our goals are accomplished by the commitment of every employee. 1.05 Values/Ethics Our values and beliefs require that we: Treat each employee with respect and listen to their input on how to continually improve our service goals. Treat each employee fairly. Chatterbox Speech and Language Center does not tolerate discrimination of any kind and encourages all supervisors to involve employees in problem solving creativity. When problems arise, the facts are analyzed to determine ways to avoid similar problems in the future. Provide the most effective and efficient corrective action in resolving customer service issues to ensure our customers' satisfaction.

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Have an open door policy which encourages interaction, discussions and the exchange of ideas to improve the work environment, and increase our productivity. Deliver competitive, outstanding service to our customers and, where required, partner our customers with vendors who share our vision. Make "Do It Right the First Time" our commitment as a team.

2.0 Selection Policies

2.01 Recruiting Administration Recruitment is done by the Retentions and Recruitment department of Chatterbox in collaboration with the head of department of the position to be filled. However, if any Chatterbox department has a need to hire an individual, contact the selection and recruiting director first. There are three major sections/ departments: 1. Financing 2. Marketing 3. Retentions Recruitment 2.01.01 Internal Job Posting Employee applicants are required to complete an in-house application if they are interested in an available position. Chatterbox encourages employees to apply for any position in which they are interested and qualified. 2.01.02 External Advertising Chatterbox Speech & Language Center, recruits from Idaho State University. 2.01.03 Employee Referral Chatterbox Speech & Language Center accepts referrals in their recruitment process. There are no incentives offered for referrals to our organization at this point. 2.02 Hiring Procedure Administration Hiring at Chatterbox Speech & Language Center is done by Kirsten Ulias, Co-Owner/Director of Retention & Recruitment.

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Chatterbox Speech & Language Center strives to select employees who are well suited for the positions they fill. In nearly every case, our selection process involves a careful review of the requirements of an available position and the qualifications of the individual applicants. 2.02.01 Applications All non-employee applicants are required to complete and submit a resume. Likewise, depending on the position available, employees will be asked to interview with the individuals who will be involved in the selection process. 2.02.02 Background Checks When necessary or required, Chatterbox will also conduct employee background checks (including criminal record checks), credit investigations (with proper employee authorization), and drivers license checks. 2.02.02 Reference Checks References are checked. 2.03 Equal Employment Opportunity Policy (race, gender, national origin, color, region, age, disability, sexual orientation, generic, etc.) As part of our commitment to equal employment opportunity, Chatterbox Speech & Language Center has established an Administrative Hiring Process for all applicants. An applicant is defined as one who applies for a specific position and meets the minimum posted qualifications for that position. Chatterboxs goal is to hire, develop and retain the best employee for every job. We take steps to identify and encourage highly qualified applicants to apply for jobs. We try to make the hiring process as clear and as easy as possible for applicants and managers. Chatterbox Speech and Language Center is an equal opportunity employer and its recruitment policy is aligned with its policies on Equal Opportunity. 2.04 Immigration Policy Chatterbox Speech & Language Center is required to comply with federal laws and regulations concerning verification of employment eligibility and associated record keeping for employees hired to work in the United States. Verification of employment eligibility must be made within seventy-two (72) hours of employment. The law applies to both foreign nationals and United States citizens.

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2.05 Disability Accommodation It is the policy of Chatterbox Speech & Language Center to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment. Chatterbox Speech & Language Center will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Chatterbox Speech & Language Center. Contact the Director of Retention & Recruitment with any questions or requests for accommodation. 2.06 Employment of Relatives (Nepotism) Chatterbox Speech & Language Center wants to ensure that corporate practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Relatives working together are allowed because they are not always working in the same environment. 2.07 Employee Categories All employees are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employees employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and [Company Name]. Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the laws requirements concerning minimum wage and overtime. Exempt employees are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees

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hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor. Chatterbox Speech & Language Center has established the following categories for both nonexempt and exempt employees: Regular, full time: Employees who are not in a temporary status and who are regularly scheduled to work the companys full-time schedule of 37.5 hours per week. Generally, these employees are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program. Regular, part time: Employees who are not in a temporary status and who are regularly scheduled to work less than the full-time schedule but at least 20 hours each week. Regular, part-time employees are eligible for some of the benefits offered by the company subject to the terms, conditions and limitations of each benefits program. Temporary, full time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the companys full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary, part time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the companys full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary workers are not eligible for company benefits unless specifically stated otherwise in company policy or are deemed eligible according to plan documents. 2.08 Initial Employment Period (Probation) Upon hire, employees will undergo a probation period of 3 months. An improvement plan after probation period will be provided as needed.

3.0 Work Rules & Discipline

3.01

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Disciplinary actions are overseen by owners and supervisors. Employees who do not comply with the current policies of Chatterbox can be faced with disciplinary action. These polices may be changed by management or owners at any time through written or verbal communications. Individual employees may be evaluated as needed to determine other disciplinary actions at managements discretion. 3.02 Progressive Discipline In any case of disciplinary action the following steps will be taken. Informal coaching o Owner or supervisor notices an employees actions and questions employees actions to help avoid further disciplinary problems. Verbal/oral warning o Employee is warned and corrected on the unacceptable behavior. Written warning o Situation and or unacceptable behavior are documented by owner or direct supervisor and is placed in employees file. Employee is given techniques and suggestions to correct the behavior. Suspension o Suspension from working shifts with clients and or the offices of Chatterbox. Termination o Employee is discharged from position at Chatterbox LLC. 3.03 Appeals If any employee feels that they do not agree with disciplinary actions they may first discuss the issue(s) with their direct supervisor. Any counseling paperwork or written warnings can be reviewed at this time as well. If there is still a disagreement then the supervisor and employee will review the issue and disciplinary actions that were taken with owner(s) of the company. 3.04 Work & Lunch Breaks Clients may be scheduled to accommodate needed work breaks for employees. Please refer to Breaks section 4.17 for more information on breaks. Any abuse of breaks including by not limited to, excessive breaks and or being late for clients could result in disciplinary action, up to and including termination.

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3.05 Moonlighting While employed with Chatterbox it is asked that employees disclose other employment so to avoid conflicts. Any other employment with other agencies providing speech pathology/therapy services excluding hospital visitations are strictly prohibited. 3.06 Personal Behavior Personal behavior and conduct is held to the highest standard at Chatterbox LLC and we ask that all employees conduct themselves in a professional manner. If there are any questions or clarification is needed, please ask your immediate supervisor. 3.07 Use and Monitoring of Communication Methods When using any form of communication it is important to follow HIPAA Regulations. This rule is monitored and strictly enforced. These guidelines can be found and reviewed in section 5.05. 3.07.01 Telephone Telephones will not be used for personal use except in emergency situations while providing therapy services with clients. 3.07.02 Cell Phone Cell phones will not be used for personal use except in emergency situations while providing therapy services with clients. 3.07.03 Camera Phone If an employee chooses to use their personal camera phone to take any pictures of clients a wavier must first be signed. The waver will be signed by client, clients parent or guardian, and then permission will be given by the direct supervisor. Use of a camera phone to take any photos of documents and or logos owned by Chatterbox LLC is strictly prohibited. 3.07.04 Fax Fax machines located in the office are for job related and office use only. No personal faxes. 3.07.05 Internet (including Blogs, Facebook, YouTube, MySpace, Texting, etc.) Internet usage within Chatterbox on company computers is subject to being monitored by owners and or management at any time. Inappropriate or illegal actions conducted over the internet at Chatterbox LLC could result in disciplinary action and possible termination. Outside of the working environment any violation of HIPAA Regulations posted to the internet can result in disciplinary action, up to and including termination. These include but are not limited to information posted to Facebook, Twitter, text messages and or blogs.

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3.07.06 Regular Mail Regular mail may be used to communicate with owners and or direct supervisors. Any illegal mail to or from the offices of Chatterbox LLC will result in disciplinary actions and possible termination. 3.07.07 E-mail E-mail may be used to communicate directly with owners or supervisors. Any illegal mail to and or from the offices of Chatterbox LLC will result in disciplinary actions and possible termination. E-mail that is sent, received, or checked on Chatterbox office computers is subject to being monitored. Be aware of HIPPA regulations when sending e-mails. 3.08 Dress Code Employees are expected to follow the company dress code during working hours. Appearance should be professional and clean with good hygiene and grooming habits. Clothing will not have and holes or frays. Shorts, pants, and shirts will not be cut off in any way. Tank tops should cover all undergarments; spaghetti strap tops are prohibited. Shirts need to cover midriff. Shorts, skirts, and dresses will be at fingertip length when arms are placed at the side. We also ask that inappropriate tattoos be covered. Please wear shoes that are safe for the environment in which you are working in. Sandals and open toed shoes are acceptable but no flip flop sandals. Any clothing with the company logo is acceptable. If an employee is working at another location outside of Chatterbox offices please follow dress code as necessary. 3.09 Office Decorations & Maintenance Any decorations will be used and approved by owners and is at their discursion. Any kind of maintenance on office buildings will be performed by professionals hired by or directed by owners of Chatterbox LLC. If there are any maintenance repairs that need to be addressed please notify owners and or direct supervisors. 3.10 Attendance & Punctuality As an employee of Chatterbox LLC we ask for good attendance and punctuality. Excessive absences, being late for shifts and no call no show absences could result in disciplinary action and possible termination. 3.11 Harassment We here at Chatterbox LLC strive to provide a positive working environment for our employees. We intend to provide surroundings free from any form or harassment including but not limited to

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verbal, mental, and sexual. All forms of harassment are prohibited based on race, color, sex, gender, religion, age, sexual orientation, pregnancy, marital status, disability, or any other protected statuses. All employees are expected to adhere to this while representing Chatterbox LLC. Any form of harassment should be reported to owners or direct supervisor immediately. 3.12 Dating We ask that you keep all relationships between yourself and other employees professional. Any favoritism or affect in your work performance due to your relationship status with another employee could result in disciplinary action and up to termination. 3.13 Lactation Accommodation For mothers needing lactation accommodation a private room (not a bathroom facility) will be made available to the employee with enough time given during the work day. These accommodations will be made for up to one year after each childs birth. 3.14 Insubordination Insubordination can include but is not limited to, any disrespectful behavior towards owners or supervisors, an unwillingness to follow through with tasks directed by owner or supervisor of Chatterbox LLC, verbal or physical intimidation, and arguing or speaking loudly to or about owners or supervisors. In cases of insubordination progressive discipline steps will be taken and or up to termination. 3.15 Smoking Smoking will not be prohibited while working with clients. Please be courteous to our clients and if you feel the need to smoke please do it one your own time during work and or lunch breaks. 3.16 Staff Meetings Management conducts monthly staff meeting in order to inform other employees of the latest changes to policies and procedures. Staff meetings contribute to employees continuing education hours for each year and are documented and reported. Employees can miss a maximum of two unexcused staff meeting before disciplinary action will be taken. 3.17 Media Relations Any media relations will be immediately brought to owners attention. 3.18 Employee Voluntary Termination Procedures In the event of voluntary termination we ask that you give at least a two week notice, in the event that notice is not given or fulfilled national dues may be recaptured. In addition, employees

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voluntarily terminating their employment with Chatterbox will not enter a similar profession or create a business in attempts to compete and create a competitive advantage with Chatterbox LLC. Zip drives that are given to all employees at start of employment will be returned to owners of Chatterbox LLC. 3.19 Employee Involuntary Termination Procedures We reserve the right to terminate employment based on adequate reason and Idaho State Law. In addition we may terminate during probationary period with or without a counseling notice. Employment can also be terminated for repeated violations listed in this handbook or other policies and procedures. Owners may review reason(s) for termination with or without the employee present. In the event of involuntary termination employees will not contact other employees and clients for a period of six months after the last day of employment with Chatterbox LLC. Any national dues paid for by Chatterbox can be recaptured. 3.20 Layoffs In the event of employee layoffs, Chatterbox owners will give at least a 3 week notice to employee(s). 3.21 Relocation Any relocation fees may be determined and provided at owners discretion. 3.22 Whistleblowing In the event that an employee exercises their right to file with OSHA or affiliate agencies they will not be discriminated against in any way. Employee(s) will also not be penalized against. 3.23 Unexpected Closings (Adverse Weather, H1N1, etc.) Owners and direct supervisors will notify employees of office, school, or other location closures if needed. In any case of inclement weather preventing you from traveling to Chatterbox offices, please contact your immediate supervisor to make arrangements and needed changes to clients schedules. An owner or direct supervisor will notify you of any office closures due to spread of viral infections such as H1N1 or other viruses. 3.24 Respectful Workplace Chatterbox LLC is committed to maintaining a work environment that encourages a mutual respect among all of its employees. This includes but is not limited to a workplace free form both

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violence and all forms of harassment. Polices listed in this handbook are to promote and ensure that all employees are respected in the workplace.

4.0 Compensation
4.01 Compensation Administration The objectives of Chatterboxs compensation system are to attract and retain qualified individuals and to motivate them to perform at a high level. To accomplish these goals, Chatterbox conducts ongoing assessments of relative markets and establishes pay practices that give Chatterbox a competitive position in these markets. On an individual basis, pay grades are determined by qualifications, skills, performance, and owners discretion. The owners of Chatterbox will evaluate, modify, and publicize the compensation system at their discretion. 4.02 Paydays Paychecks will be distributed to employees on the 25th of every calendar month. In the case that the 25th falls on a Saturday, Sunday, or Holiday, paychecks will be distributed on the preceding day. It is the companys policy that employee paychecks will only be given personally to that employee or mailed to his/her home address. 4.03 Time Keeping Reporting time accurately is critical. A work hour is any hour of the day that is worked and should be recorded to the quarter of an hour. All employee time sheets must be turned in on the 5th of following month. It is the responsibility of the employee to report his/her time, and the supervisors responsibility to verify the employees time. Falsification of a time sheet is a terminable offense, as is the knowing approval of a false time sheet. 4.04 Payroll Deductions Certain deductions, required by law or elected by the employee, will automatically be deducted from the paycheck. These may include: 1. Federal and State Taxes 2. Social Security and Medicare 3. Voluntary Medical and Group Hospitalization Premiums (if in force and paid by employee) 4. Other Benefits (e.g., life insurance, retirement)

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4.05 Overtime Policy Non-exempt employees may not exceed more than 176 hours in a working month. Under certain circumstances, the owners, upon request from an employees supervisor, may authorize overtime. Employees anticipating the need of overtime to complete the weeks work must notify the supervisor in advance and get approval prior to working hours extending beyond his/her normal schedule. Payment of overtime will be time and one half and rewarded in the pay period following the period it was earned. 4.06 Travel and Other Business Expenses Employees will not be reimbursed for expenses incurred in connection with travel on behalf of Chatterbox. Forms are provided to request reimbursement for other business expenses deemed reasonable and necessary by the company. Receipts must be provided for all expenditures made in order to claim reimbursement. 4.07 On-Call/Emergency Call Pay Employees who work in certain types of jobs and are called back to work for an oncall/emergency when not regularly scheduled may receive either compensatory time off or additional pay. Management makes the decision about which positions are subject to oncall/emergency pay. Employees will receive at least two hours of regular hourly pay or compensatory time off each time you are called to the work site. 4.08 Bonuses/Incentives Chatterbox may occasionally award bonuses based on productivity and demonstrated outstanding performance. Employees must work a minimum 30 hours a week in any combination of school and clinic hours to be eligible. Productivity bonuses will be administered in these pre-taxed amounts as follows: School (minimum of 15 hours per week) 100% productivity = $125 95% productivity = $75 Clinic (minimum of 10 clients per week) 100% productivity = $500 95% productivity = $375 90% productivity = $250

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85% productivity = $125 4.09 Pay Confidentiality All information relating to the status of employment is confidential and may not be shared with other employees. This includes, but is not limited to salary, bonuses, and other types of compensation. It is a violation of policy to obtain, posses, and/or distribute confidential personal information. 4.10 Garnishments A garnishment is the legal process by which a court requires the company to deduct money from an employees wages and remit it to a third party to satisfy and obligation of the employee. Although its understandable that wage garnishment can happen to anyone, it is strongly recommended that employees work out a financial problem before this situation occurs. As a general rule, information about garnishments will be kept confidential and shared only with those who have a legitimate need to know about the action. Idaho state law prohibits employers from terminating or disciplining an employee whose earnings have been garnished for two obligations. The company will fulfill the garnishment order until the court or agency that issued the order sends a release letter. 4.11 Wage/Salary Reviews Wage/salary reviews will be conducted on an annual basis. Employees will receive wage/salary reviews on the established date each year. Wage/salary reviews will be discussed and signed by the employee and manager. Reviews will be placed in the employees personal file. The owners will review all wage/salary increase/adjustment requests to ensure internal equity and compliance with company policies and guidelines. 4.12 Appeals If employees disagree with any decisions from the owners related to compensation, they should review the disagreement with their supervisor. The supervisor should ensure that the employees expectations under the compensation program are reasonable and that the employee understands how the program relates to his/her situation. Following the evaluation, if the supervisor determines there is a need for further review, the employee and supervisor must set up a meeting with an owner of Chatterbox to discuss the position and the decision. The decision resulting from the owners review will be final.

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4.13 Back Pay In the rare circumstance of a wage/salary violation, Chatterbox will make up the difference between what the employee was paid and the amount he/she should have been paid. The twoyear statute of limitations on the recovery of back pay will apply. 4.14 Shifts Employees are ultimately responsible for their own schedule. The office manager will schedule all appointments with the client and their families. Employees needing to make adjustments to their individual schedule must communicate with the office manager to make these changes. 4.15 Breaks In Idaho, the law does not require breaks. Employees will be provided two 15-minute breaks; one in the morning and one in the afternoon. Breaks must be taken at least 30 minutes before and after lunch, and at least 30 minutes before/after the end/start of the workday. Management reserves the right to determine and alter break times as business needs dictate.

5.0 Benefits
5.01 Benefits Administration The purpose of this policy is for the information and use of all employees of Chatterbox Speech & Language Center. It contains the policies relating to benefits and leave. It provides a reference that should be followed by the company and its employees. These policies have been established for the benefits of the employees as well as management in order to provide the best working conditions possible. These programs will be modified, explained, and evaluated by management. 5.02 Social Security Due to the state and federal law, Social Security will be automatically deducted out of every employees pay check. 5.03 Worker's Compensation Should you get injured on the job, the company carriers workers compensation insurance. The policy requires that all injuries shall be reported immediately in person to your supervisor in order to get proper medical attention can be obtained from you and reports made to the proper governmental authorities. Injuries that require any medical attention, your supervisor will assist you in making any additional arrangement. In the case of a worker compensation claim the employee will be subject to drug testing.

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5.04 Unemployment Insurance In the case of termination, layoffs, or unemployment for any reason, the employee with receive unemployment insurance until that employee finds a new job equivalent to the last without financial distress. 5.05 HIPAA Regulations The HIPAA Privacy Rule is designed to safeguard protected health information (PHI). The Rule is a set of national standards that mandates medical practices that conduct electronic transactions to protect individuals medical records and their personal health information. Implementing the HIPAA privacy requirements sets boundaries on the use and disclosure of health records, imparts individuals more control over their health information, holds health care providers and their business associates accountable for establishing appropriate safeguards to protect the confidentiality of health information, imposes violators on civil and criminal penalties if they violate patients privacy rights, and takes into account public responsibility to disclose some forms of data to protect public health. 5.06 Flexible Spending Accounts Flex spending is given to employees, at managements discretion, after twelve months of full time employment. Employees will receive $100 dollars for flex spending in place for health insurance. 5.07 Holidays (including floating holidays) If a holiday, including: New Years Day Memorial Day Independence Day Labor Day Thanksgiving Christmas Floating Holiday

Falls on a work day full-time employees will receive the day off. Employees will receive a fixed price of $150 for that holiday. If employee wants excess time off they must refer to the vacation section to see companys policy.

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5.08 Vacation Employees must wait three months before taking vacation time off. Vacation time off must be requested 4 weeks prior to time needed off and must be approved my management unless vacation is needed between June 1st and September 1st. In this case employees need to request time off no later than April 1st. Employees are responsible for rescheduling all clients that are scheduled during vacation time. Employee policy is first come first serve for vacation time. 5.09 Leaves Administration You must contact management 4 weeks in advanced in order to get vacation time off. If requested to serve jury duty notify management the day requested. 5.09.02 Jury/Witness Duty Any employee requested to perform jury duty will be given time off while serving on the jury. 5.09.03 Military All employees required to go into military services will be treated as though on leave of absence in accordance with the federal law. 5.09.04 Sick See Personal paid leave to view the sick leave policy. 5.09.05 Funeral Regular full time employees are eligible for unpaid funeral leave beginning their first full day of employment. 5.09.06 Personal All full time employees will receive four hours paid personal time off per pay period. Annually this amounts to forty eight hours of paid person time off. This includes vacation days, personal days, excess days off on holidays, or sick days.

6.0 Security
6.01 Security Administration The purpose of this policy is for the information and safety of all employees of Chatterbox. It contains the policies relating to security within chatterbox. It provides a reference that should be followed by the company and its employees. These policies have been established for the benefits and safety of the employees as well as management in order to provide the best working conditions possible. Every employee is obligated to protect our companys equipment, data and

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practice good safety common sense. These programs will be modified, explained, and evaluated by management. 6.02 Keys All employees will receive a single key card. Each employee is responsible for their key. The last employee in the office is responsible for locking and securing the building. This policy is to make sure all employees have access to the building and have the tools to lock and secure building when leaving. 6.03 Weapons In order to maintain a safe environment for clients as well as employees weapons are prohibited on the premises of Chatterbox. 6.04 Confidentiality Our clients and other parties with whom we do business entrust the company with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to employees without a need to know. If an employee questions whether certain information is considered confidential, he/she should first check with his/her direct supervisor. This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications. 6.04.01 Avoid sending confidential information by email. Unless authorized to do so, the employees are prohibited from using email to transmit confidential or proprietary information about the company, its employees, clients, and other business associates. Confidential information includes, but is not limited to: Client lists Credit card numbers Social security numbers Employee performance reviews Salary details

7.0 Performance Appraisal

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7.01 Performance Appraisal Administration The aim of our performance appraisal process is to provide you with guidance, to help you to achieve your work and career goals, to recognize your achievements and to ensure Chatterboxs strategic and business goals are achieved. You will have the opportunity to participate in planning your work and setting your goals in conjunction with your supervisor on a regular basis and formally during your annual appraisal meeting. Your supervisor will provide you with regular coaching and feedback. The performance appraisal process is an opportunity for two way communication and honest feedback about your work and your future career with Chatterbox. 7.02 Methods Performance appraisals include client evaluations of services provided by Chatterbox employee. The company also uses pay scale and chart for raises and the supervisor will disclose the details after employment.

8.0 Training and Development

8.01 Training and Development Administration Chatterbox sees the training and development of its employees as essential to achieving its goals. You are invited to discuss your training needs during your formal performance appraisal meeting or with your immediate manager at any time. Your manager is responsible for approving all training or courses of study. 8.02 Orientation Process Training is offered at beginning of employment and before beginning work with clients. Job shadowing is also done at supervisors discretion, at least for the first two weeks depending on the employee previous job experience. Employees are also given a jump drive that contains different organization charts, sample reports, time sheets. They also will receive a binder that has all school and clinic information. 8.03 Training Procedures Chatterbox LLC offers ongoing training to all employees. This is done through staff meetings every third Friday of the month. Employees can only miss two of the training sessions per year and are compensated at a flat rate of $20.00 for the training. 8.04 Internships

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Chatterbox offers internships to students who attend an accredited university and is currently enrolled in first or second year of a masters program. Internships will last eight weeks. 8.05 Apprenticeship or Fellowship All apprenticeships are supervised and paid. Apprenticeships are only offered upon finishing an internship at Chatterbox LLC. 8.06 Mentorship Mentorships are offered at Chatterbox. Depending on what kind of mentorship is taking place, student will be with owners if it is taking place at a school, and the student will be with a therapist if taking place at the office.

9.0 Safety
9.01 Safety Administration The objective of this section is to keep all employees safe during their employment with Chatterbox. These safety regulations are put in place to monitor and regulate all potential hazards in the workplace and keep accidents and illnesses at a minimum. These protocols can be evaluated, changed, and regulated by management. 9.02 Accident/Illness Reporting In the case of accident or sudden illness during work hours with Chatterbox, immediately notify the owner or your direct supervisor and call Emergency 911 if needed. The owner or supervisor will fill out needed reports for the accident and or illness and will follow up with the employee(s) for additional information if needed. Workers compensation is available for all current working employees. 9.03 Material Safety Data Sheets Material safety data sheets will be used to inform, protect, and provide guidelines for all employees when handling potential hazards materials and chemicals in the workplace. The data sheets will be available to all employees upon request and posted in area(s) where chemicals are being used. 9.05 Chemical Safety All chemicals and supplies will be kept closed in proper containers and stored in a designated area based on the manufacturers instructions. Be aware of chemicals proper use, including

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chemicals used for cleaning and in first aid kit. Immediately notify a supervisor if any chemical spills should occur. 9.06 Fire Safety/Fire Drills Fire safety drills will be ran annually at Chatterbox Inc. to ensure the safety of both our employees and clients. Fire extinguishers are located at in designated areas throughout the building. In the event of a fire all persons in and around the buildings will be ordered to evacuate immediately. Owners or supervisors will be the designated employees to activate the emergency system (911) followed by continuing the emergency fire safety evacuation plan. Employees working with clients in the event of an emergency will be responsible for guiding their client to the nearest indicated exit. After exiting the building cars should not be moved to prevent further evacuation difficulties. All employees will stay within designated safe areas until emergency responders and crews have completed their evaluation and the building and surrounding areas are deemed safe. 9.09 Communicable Diseases All employees are subject to tests for communicable diseases at any time during their employment. Scheduled time for these tests will be provided during employees regular working hours. 9.11 Inclement Weather In any case of inclement weather, please contact your immediate supervisor to make arrangements and needed changes to clients schedules. Owners or direct supervisor will notify employees of office, school, or other location closures if needed. 9.12 Emergency Evacuation In the event of an emergency evacuation, know the building evacuation plan and report any emergencies to a supervisor. Employees working with clients in the event of an emergency will be responsible for guiding their client to the nearest indicated exit. It is important to also know which personnel are trained in CPR and first aid to help if needed after evacuation has occurred and/or until emergency responders arrive. 9.13 Violence in the Workplace We ask that all employees maintain a professional manner during their employment and refrain from any contributions to violence in the workplace. We have a zero-tolerance policy in the

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workplace and disciplinary actions will be taken. This policy extends to not only employees but all management/supervisors, clients, and affiliates of Chatterbox LLC. 9.14 Refusing Unsafe Work If an employee feels that they are working in unsafe conditions they are asked to first notify their direct supervisor. The issue(s) will be reviewed and evaluated. In the event that the issue is not resolved the employee may discuss the issue with the owners of Chatterbox LLC.

10.0 Miscellaneous
10.01 Business Gift/Donations Chatterbox has a no-gift policy. This is to avoid conflict of interest, the appearance of conflict of interest and, the need for our employees to examine the ethics of acceptance. Chatterbox does not accept gifts/donations from vendors, suppliers, customers, potential employees, potential vendors or suppliers, or any other individual or organization, under any circumstances. Exceptions to the policy are as follows: Cards, thank you notes, certificates, or other written forms of thanks and recognition. Food, beverages, and moderately priced meals or tickets to local events that are supplied by and also attended by current customers, partners, and vendors or suppliers in the interest of building positive business relationships. Gifts such as t-shirts, pens, tradeshow bags, and all other gift employees may obtain while attending a conference, training event, seminar, or any other function where the employee would be considered just another member of the public, and such gifts are offered equally to all members of the public who attend. It is the employees responsibility to inform vendors, suppliers, customers, potential employees, potential vendors or suppliers, or any other individual or organization of this no-gift policy and the reasons the company has adopted the policy. 10.02 Employee Records (retention, disposal) Chatterbox will implement a policy discussing retention and disposal of employee records. The purpose of this policy is to ensure that necessary records and documents are adequately protected and maintained. Also, the policy will be used to ensure that records that are no longer needed by Chatterbox or are of no value are discarded at the proper time. This policy is also for the purpose of aiding employees of Chatterbox in understanding their obligations in retaining electronic

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documents - including e-mail, Web files, text files, sound and movie files, PDF documents, and all Microsoft Office or other formatted files. Confidential employment records are maintained by the company. In addition to personal history and previous experience, these records show your progress, attendance, home address, emergency phone numbers, tax exemptions and other detailed information. Our company will deny access to these files to creditors, collection agencies and other outside sources, except where you have given your written consent. It is our policy to protect the privacy of each employee. We also are committed to the proper handling of personal information that is gathered as a result of the employee/employer relationship. You may inspect certain information in your own personnel records and files in order to insure accuracy. Should you desire to do so, a request should be made to the personnel department. 10.03 Personnel Data Changes Employees are responsible for making sure that all personnel data changes are delivered to the retention and recruitment department of Chatterbox. Employees must report if any of the following personal information changes: Change in marital status Legal change of name New home address New home telephone number Birth or death in family Dependent children reaching 19 Persons to be reached in case of emergency

10.04 Legal Posters (e.g., OSHA, Minimum Wage) Chatterbox LLC has all the federal and state legal posters displayed in the loft/meeting room. The components of these posters may include: Equal Employment Opportunity is the Law Employee Polygraph Notice Federal Minimum Wage Employee "Right to Know" Notice

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USCIS Discrimination Notice Payday Notice USERRA Rights Notice

10.05 Parking All vehicles operated and parked on the premises must abide Chatterboxs rules and regulations. Chatterbox assumes no responsibility for fire, theft, or other damage to motor vehicles or their contents while they are parked on Chatterboxs property. 10.06 Open Door Policy At Chatterbox we believe in open and honest communication. An employee with a question, problem, or suggestion will receive fair and objective consideration without fear of reprisal. The question, problem, or suggestion should be brought to the employees supervisor before going to executive management. If the issue is unable to be resolved, it should be brought to the attention of the owners. All issues brought to the owners will be resolved and the decision final. 10.07 Changes in Policies In order to maintain the necessary flexibility in the administration of policies and procedures, only the owners of Chatterbox have to power to change, revise, or eliminate any of the policies and/or benefits described in this handbook. Employees will be notified of such changes to the handbook as they occur. 10.08 Handbook is Not a Contract Statement This handbook is intended to provide employees with a general understanding of our personnel policies. Employees are encouraged to familiarize themselves with the contents of the handbook, as it will answer many questions about employment with Chatterbox. However, this handbook cannot anticipate or cover every situation of employment. Accordingly, this handbook is not an employment contract and is not intended to create contractual obligations of any kind. 10.09 Employment-at-Will This handbook is not an employment contract and does not limit the reasons for termination of the employment relationship. Nothing in the employee handbook creates, or is intended to create, a promise or representation of continued employment, and that employment at Chatterbox LLC is employment at will, which may be terminated at the will of either Chatterbox or the employee.