The Humanius Group

4selection is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, competencies, experience, and unique perspectives.

This commitment is embodied in company policy and the way we do business and is an important principle of sound business management.

There may be state or local laws with different requirements that must be considered.
It is our policy to provide a work environment free of sexual and other harassment. To that end, harassment of our employees by management, supervisors, coworkers, or nonemployees who are in the workplace is absolutely prohibited. Further, any retaliation against an individual who has complained about sexual or other harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated. We will take all steps necessary to prevent and eliminate unlawful harassment.

“Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, hostile, or offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance, or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law.

The protection of confidential business information and trade secrets is vital to the interests and success of 4selection. Confidential information is any and all information disclosed to or known by you because of employment with the company that is not generally known to people outside the company about its business.
An employee who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action up to and including termination of employment and legal action, even if he or she does not actually benefit from the disclosed information.
All inquiries from the media must be referred to the CEO of the company.
This provision is not intended to, and should not be interpreted to, prohibit employees from discussing wages and other terms and conditions of employment if they so choose.

In order to determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, 4selection classifies its employees as shown below. 4selection may review or change employee classifications at any time.

Exempt
Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay.

Nonexempt
Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.

Regular, Full-Time
Employees who are not in temporary status and work a minimum of 30 hours weekly and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each benefits program.

Regular, Part-Time
Employees who are not in temporary status and who are regularly scheduled to work fewer than 30 hours weekly, but at least 20 hours weekly, and who maintain continuous employment status. Part-time employees are eligible for some of the benefits offered by the company and are 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 company’s 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 fewer than 30 hours weekly for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

Volunteer
People who are volunteers and support our work. Must have undergone a voluntary statement and have insurance covering volunteer work.

Trainee or internship
People who are Trainee or Internship in our company, who at work is covered by the company’s insurance. Trainee or Internship needs to sign a contract.

The standard workweek is from Monday 10:00 a.m. until Friday 5:00 p.m. Office hours are 10:00 a.m. to 5:00 p.m. Maximal hours at work is 37 hours a week. Individual work schedules may vary depending on the needs of each department.
The office is closed at the weekend if we do not run training or arrangements with our clients.

Employees are entitled to a 60-minute unpaid meal break each day.
Employees are also entitled to two 15-minute unpaid rest periods each day.
Meal and rest breaks will be scheduled by the department supervisor or manager. There may be state or local laws with different requirements that must be considered.

All non-exempt employees are required to complete accurate weekly time reports showing all time actually worked. These records are required by governmental regulations and are used to calculate regular and overtime pay. At the end of each week, the employee and his or her supervisor must sign the timesheet attesting to its correctness before forwarding it to the Human Resources department.

October 2019: New laws in the EU and in Denmark require that we as a company have a timesheet on all employees.

When required due to the needs of the business, you may be asked to work overtime. Overtime is actual hours worked in excess of 37 in a workweek.

Nonexempt employees will be paid time and one half their regular rate of pay for all hours actually worked in a workweek. Paid leave, such as holiday, PTO, bereavement time, and jury duty does not apply toward work time.

All overtime work must be approved in advance by a supervisor or manager.
There may be state or local laws with different requirements that must be considered.

4selection’s pay period for all employees is monthly the second last day in the month. If payday falls on a federal holiday, employees will receive their pay before.
Paychecks are directly deposited into your checking and/or savings accounts.
4selection hold back the normal tax the employee is by law asked to pay.

Employee files are maintained by the Human Resources department and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis.
The current departmental management has access to related documents, but not for documents that relate to previous jobs/earlier employment. The department management has access to relevant current information as well as the employee’s CV.
Personnel file access by current employees and former employees upon request will generally be permitted within 3 days of the request unless otherwise required under state law.
Personnel files are to be reviewed in the Human Resources department. Employee files may not be taken outside the department. It is not permitted without the HR Director’s approval to take a photo or photocopy of the documents; the permission must be in writing.
Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.
Check state law for any additional requirements related to access to personnel files.

Relatives and domestic partners may be hired by the company if (1) the persons concerned will not work in a direct supervisory relationship, and (2) the employment will not pose difficulties for supervision, security, safety, or morale.

For the purposes of this policy, “relatives” are defined as spouses, children, siblings, parents, or grandparents.

A “domestic partnership” is generally defined as a committed relationship between two individuals who are sharing a home or living arrangements.

Current employees who marry each other or become involved in a domestic partnership will be permitted to continue employment with the company provided they don’t work in a direct supervisory relationship with each other or otherwise pose difficulties as mentioned above. If employees who marry or live together do work in a direct supervisory relationship with each other, the company will attempt to reassign one of the employees to another position for which he or she is qualified if such a position is available. If no such position is available, one of the employees may be required to leave the company.

Local law will be followed.

It is the policy of the company to maintain a drug-free work environment that is safe and productive for employees and others having business with the company.
The unlawful use, possession, purchase, sale, distribution, or being under the influence of any illegal drug and/or the misuse of legal drugs while on company or client premises or while performing services for the company is strictly prohibited.
4selection also prohibits reporting to work or performing services while impaired by the use of alcohol or consuming alcohol while on duty or during work hours.
To ensure compliance with this policy, substance abuse screening may be conducted in the following situations.
Check state and local laws for any additional requirements as some states have specific laws regulating drug testing and under what circumstances drug tests may be conducted.

As required by the company for all prospective employees who receive a conditional offer of employment.

Upon a reasonable suspicion that the employee is under the influence of alcohol or drugs that could affect or has adversely affected the employee’s job performance

Random.
As authorized or required by federal or state law.

Compliance with this policy is a condition of employment. Employees who test positive or who refuse to submit to substance abuse screening will be subject to termination. Notwithstanding any provision herein, this policy will be enforced at all times in accordance with applicable state and local law.

Any employee violating this policy is subject to discipline, up to and including termination, for the first offence.

Smoking is not allowed in company buildings or work areas at any time. “Smoking” includes the use of any tobacco products, electronic smoking devices, and e-cigarettes containing nicotine cartridges.
Smoking is only permitted during break times in designated outdoor areas.
Employees using these areas are expected to dispose of any smoking debris safely and properly.

4selection is committed to providing a safe, violence-free workplace for our employees. Due to this commitment, we discourage employees from engaging in any physical confrontation with a violent or potentially violent individual or from behaving in a threatening or violent manner.

Threats, threatening language, or any other acts of aggression or violence made toward or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse, attempts to intimidate others, menacing gestures, stalking, or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation.

This policy covers any violent or potentially violent behaviour that occurs in the workplace or at company-sponsored functions.

All employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behaviour should promptly inform their supervisor, manager, or the Human Resources Department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline.

Any individual engaging in violence against the company, its employees, or its property will be prosecuted to the full extent of the law. All acts will be investigated, and the appropriate action will be taken. Any such act or threatening behaviour may result in disciplinary action up to and including termination.

We prohibits the possession of weapons on its property at all times, including our parking lots or company vehicles. Additionally, while on duty, employees may not carry a weapon of any type.
Weapons include, but are not limited to, handguns, rifles, automatic weapons, and knives that can be used as weapons (excluding pocketknives, utility knives, and other instruments that are used to open packages, cut string, and for other miscellaneous tasks), martial arts paraphernalia, stun guns, and tear gas. Any employee violating this policy is subject to discipline up to and including dismissal for the first offence.

The US: Check state and local laws for any additional requirements related to firearms.

The company reserves the right to inspect all belongings of employees on its premises, including briefcases, purses and handbags, gym bags, and personal vehicles on company property.

Protecting the safety of our employees and visitors is the most important aspect of running our business.
All employees have the opportunity and responsibility to contribute to a safe work environment by using commonsense rules and safe practices and by notifying management when any health or safety issues are present. All employees are encouraged to partner with management to ensure maximum safety for all.

4selection will always make every attempt to be open for business. In situations in which some employees are concerned about their safety, management may advise supervisors to notify their departments that the office is not officially closed, but anyone may choose to leave the office if he or she feels uncomfortable.

If the office is officially closed during the course of the day to permit employees to leave early, nonexempt employees who are working on-site as of the time of the closing will be paid for a full day.

If you leave earlier than the official closing time, you will be paid only for actual hours worked, or you can take PTO time. Exempt employees will be paid for a normal full day but are expected to complete their work at another time.

Unfortunately, we have to keep a note about kidnapping in our handbook.
For the sake of good order, we should mention that we have decided not to pay a ransom in case an employee is kidnapped.
The reason for this is that if we do this, we place a price on every employee in the group and we do not want this.

Employees employed; who receive a salary for their work are affiliated with an insurance policy, and that insurance applies.
If you, as an employee, want to take extra precautions yourself, you are welcome to do this, we do not interfere with this, as we consider this a private act.
If you do this, kindly inform Human Resources management abut this, as we need to inform our own insurance about extra insurances eventually covering the same person.
Please especially note that it can be tricky to have two travel insurances running at the same time, it can slow down the guaranty’s payment in case of an emergency. Please be sure this is discussed with Human Resources management and your Insurance company.

We ask you to give Human Resources Management; your full name, address, telephone and email to your nearest contact persons, and we hope you will keep this information up to date on the way.

All employees are expected to arrive on time, ready to work, every day they are scheduled to work.
If unable to arrive at work on time, or if an employee will be absent for an entire day, the employee must contact the supervisor as soon as possible. Voice mail, text, messages on social media and e-mail messages are not acceptable except in certain emergency circumstances.

Excessive absenteeism or tardiness will result in discipline up to and including termination.

Failure to show up or call in for a scheduled shift without prior approval may result in termination.

If an employee fails to report to work or call in to inform the supervisor of the absence for 3 consecutive days or more, the employee will be considered to have voluntarily resigned employment.

Communication between employees and supervisors or managers is very important. Discussions regarding job performance are ongoing and often informal. Employees should initiate conversations with their supervisors if they feel additional ongoing feedback is needed.

Generally, formal performance reviews are conducted every 6 months. These reviews include a written performance appraisal and discussion between the employee and the supervisor about job performance and expectations for the coming year.

Your job performance is related to the salary raise discusses every year.

Employees are permitted to work a second job as long as it does not interfere with their job performance with 4selection.
The Employee needs to inform before signing the employment contract, and the eventual extra job needs to be noted in writing in the employee contract.
Employees with a second job are expected to work their assigned schedules. A second job will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours.
If outside work activity causes or contributes to job-related problems, it must be discontinued, or the employee may be subject to disciplinary action, up to and including termination.
If outside work can not be the same or related to the job in 4selection.

4selection provides a casual yet professional work environment for its employees. Even though the dres’s code is casual, it is important to project a professional image to our customers, visitors, and coworkers. All employees are expected to dress in a manner consistent with good hygiene, safety, and good taste.

4selection is a neutral organization and has a strong focus on the benefits of being different. We do not want to decide whether men or women want to wear or apply special clothing pieces in their own conviction, it is a completely free choice. 4selection is completely neutral in focus areas:

Any questions or complaints regarding the appropriateness of attire should be directed to the Human Resources department. Decisions regarding attire will be made by the Human Resources department and not by individual departments or managers.

Social Media Acceptable Use
The company encourages employees to share information with co-workers and with those outside the company for the purposes of gathering information, generating new ideas, and learning from the work of others.

Social media provide inexpensive, informal, and timely ways to participate in an exchange of ideas and information.

However, information posted on a website is available to the public and, therefore, the company has established the following guidelines for employee participation in social media.

Note: As used in this policy, “social media” refers to blogs, forums, and social networking sites, such as Twitter, Facebook, LinkedIn, YouTube, Instagram, and MySpace, among others.

Employees may maintain personal websites or weblogs on their own time using their own facilities.
Employees must ensure that social media activity does not interfere with their work.

In general, the company considers social media activities to be personal endeavours, and employees may use them to express their thoughts or promote their ideas.

Employees may engage in social media activity during work time provided it is directly related to their work, approved by their manager, and does not identify or reference company clients, customers, or vendors without express permission. The company monitors employee use of company computers and the Internet, including employee blogging and social networking activity.

Demonstrate respect for the dignity of the company, its owners, its customers, its vendors, and its employees. A social media site is a public place, and employees should avoid inappropriate comments. For example, do not use ethnic slurs, personal insults, or obscenity, or use language that may be considered inflammatory. Even if a message is posted anonymously, it may be possible to trace it back to the sender.

If an employee identifies himself or herself as a company employee or discusses matters related to the company on a social media site, the site must include a disclaimer on the front page stating that it does not express the views of the company and that the employee is expressing only his or her personal views.

For example: “The views expressed on this website/Weblog are mine alone and do not necessarily reflect the views of my employer.” Place the disclaimer in a prominent position and repeat it for each posting expressing an opinion related to the company or the company’s business. Employees must keep in mind that if they post information on a social media site that is in violation of company policy and/or federal, state, or local law, the disclaimer will not shield them from disciplinary action.

Employees should not use social media to criticize the company’s competition and should not use it to compete with the company.

Do not identify or reference company clients, customers, or vendors without express permission. Employees may write about their jobs in general but may not disclose any confidential or proprietary information.

For examples of confidential information, please refer to the confidentiality policy. When in doubt, ask before publishing.

Please remember that new ideas related to work or the company’s business belong to the company. Do not post them on a social media site without the company’s permission.

Employees may provide a link from a social media site to the company’s website during employment (subject to discontinuance at the company’s sole discretion). Employees should contact the Web design group to obtain the graphic for links to the company’s site and to register the site with the company.

Do not use the company’s or others’ trademarks on a social media site, or reproduce the company’s or others’ material without first obtaining permission.
Avoid statements about the company’s future. Because the company is publicly held, writing about projected growth, sales and profits, future products or services, marketing plans, or the stock price may violate Securities and Exchange Commission (SEC) rules or other applicable laws.

Employees are expected to comply with all applicable laws.

In the EU and in Denmark we have special data laws, ask HR for ore information.

All required governmental postings are posted on the boards located in the break room. These boards may also contain general announcements.

Employees are able to submit notices of general interest, such as for-sale notices; recreational-type announcements and/or club functions (e-mail should not be used for the aforementioned); postcards; expressions of gratitude or sympathy; and notices looking for/offering carpools, tickets, roommates, or pets. Please deliver notices to Human Resources.

The company reserves the absolute right to refuse permission to post or to take down any announcement. The Human Resources department approves, posts, and takes down all notices. All notices posted by employees will be removed after 2 weeks unless otherwise stipulated.

Employees should be able to work in an environment that is free from unnecessary annoyances and interference with their work. In order to protect our employees and visitors, solicitation by employees is strictly prohibited while either the employee being solicited or the employee doing the soliciting is on “working time.” “Working time” is defined as the time during which an employee is not at a meal, on break, or on the premises immediately before or after his or her shift.

Employees are also prohibited from distributing written materials, handbills, or any other type of literature on working time and, at all times, in “working areas,” which includes all office areas. “Working areas” do not include break rooms, parking lots, or common areas shared by employees during nonworking time.
Nonemployees may not trespass or solicit or distribute materials anywhere on company property at any time.

The company provides a wide variety of communication tools and resources to employees for use in running day-to-day business activities. Whether it is the telephone, voice mail, fax, scanner, Internet, intranet, e-mail, text messaging, or any other company-provided technology, use should be reserved for business-related matters during working hours. All communication using these tools should be handled in a professional and respectful manner.

Employees should not have any expectation of privacy in their use of company computer, phone, or other communication tools. All communications made using company-provided equipment or services including email and internet activity are subject to inspection by the company. Employees should keep in mind that even if they delete an email, voicemail or other communication, a copy may be archived on the company’s systems.

E-mails that are not job-related have the potential to drain, rather than enhance, productivity and system performance. You should also be aware that information transmitted through e-mail is not completely secure, and the information you transmit and receive could damage the reputation and/or competitiveness of the company.

The company encourages employees to use this tool only to communicate with fellow employees, suppliers, customers, or potential customers regarding company business. Internal and external e-mails are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending e-mails within and outside the company.

Refrain from using e-mail in a manner that violates any of our company guidelines/policies, including but not limited to the Equal Opportunity and Harassment policies, the Conflict of Interest Policy, etc. Delete any e-mail messages prior to opening that is received from unknown senders and advertisers.

It is the company’s goal to respect the dignity of employees at all times. Because e-mail, telephone and voice mail, and internet communication equipment are provided for company business purposes and are critical to the company’s success, your communications may be accessed without further notice by Information Technology department administrators and company management to ensure compliance with this guideline.

Encrypted email, encrypted external drive and passwords

We shall ensure that your email is encrypted and that you have a password on the extra phones and smartphones that may download data, in accordance with applicable legislation in the EU for all citizens of the EU.

Don’t change the security IT puts on your phone.

Also, remember to secure all external media with a solid password. As the company data must not be transferred to the external hard drive, plug or other memory cards without your IT department’s permission. Please talk to Human Resources Management about this.

Data break

In the case of any data, the break must be reported immediately to Human Resources Management, which has a duty to report to the Data Inspectorate (special ruleset applies for EU Companies and people who are having a passport from an EU Country).

In the event that you perform a role as a shop steward, we recommend that you, via your organization, create an email for this confidential dialogue.

You are also welcome to set up a separate email for this role as a representative of trust, kindly contact Human Resources Management for this.

It is quite important that you make sure your employees use the right email address in the email dialogue with you as a Shop Steward.

All email received on the company’s normal email will be seen as the company and we have the opportunity to make searches and shape access to this email if needed.

The extra email that may be made available by the company in your role as a shop steward, we will not give anyone access to. But kindly remember that this information still is stored on the company-owned computers.

Remember, that in the case of criminal acts, claims by the police authority/judge order, in that case, we as a company are obliged to give police and judges access to all information a judge request.

The electronic communication systems are not 100% secure and may allow inadvertent disclosure, accidental transmission to third parties, etc. Sensitive information should not be sent via unsecured electronic means.

While the company recognizes that some personal calls are necessary, these should be kept as brief as possible and to a minimum. Personal use of the company’s cell phones, long-distance account, or toll-free numbers is strictly prohibited. Abuse of these privileges is subject to corrective action up to and including termination.

The company reserves the right to monitor customer calls to ensure employees abide by company quality guidelines and provide appropriate levels of customer service.

Employees working in sales and customer service will be subject to telephone monitoring.

Employees working in Human Resources Management & the CEOs office and all employees calling Human Resources Management & the CEOs office are informed that all outgoing and incoming calls may be recorded, for reasons of emergency procedure related to kidnapping cases and other situations where it is important to have a condition or communication recorded described to an emergency.

Should an employee need to make or receive a personal call during work hours, a telephone designated for that purpose should be used.
Should the subject matter of the conversation become personal while monitoring is taking place, monitoring of the call will immediately be discontinued.

It is also against company policy to turn off antivirus protection software or make unauthorized changes to system configurations installed on company computers. Violations of this policy may result in termination for a first offence.

All employees here hereby informed that our offices, outside and inside are monitored by camera. It is only Human Resources Management, IT Manager and CEO who have access to these videos. And this is used to document any break-ins, possible violations, situations that can develop dangerously for employees and businesses.

In connection with one’s coming and going, in some buildings, we have a key card, this system contains a database that tells when which doors are opened by whom. These data are also used to monitor who may be in which areas. If you do not have approved access to an area, you must not be in the area.

The same system we have for some work functions where you report the hours of working, meeting time and the time you spend your work.

Talk to Human Resources Management about this. These systems are synchronized with payroll payouts.

In some places, the same solutions apply in connection with the use of a project management system, where you can see time and date, deadline and spent time on a task.

All these tools also have the company’s Human Resources Management, Finance, Economy, senior management also access if needed. We secure a 2 x 2 eyes review of those systems if needed.

We follow the local law.

Employees who need time off to observe religious practices or holidays not already scheduled by the company should speak with their supervisor. Depending upon business needs, the employee may be able to work on a day that is normally observed as a holiday and then take time off for another religious day.
Employees may also be able to switch a scheduled day with another employee, or take vacation time, or take off unpaid days. The company will seek to reasonably accommodate individuals’ religious observances.

Local law is followed.

Local law is followed.

To ensure equal employment opportunities to qualified individuals with a disability, 4selection will make reasonable accommodations for the known disability of an otherwise qualified individual, unless undue hardship on the operation of the business would result.
Employees who may require reasonable accommodation should contact the Human Resources Department.

Local law will be followed.

Danish law distinguishes between different categories of employees:

• Salaried employees (white-collar employees).
• Workers (blue-collar employees).
• Chief executive officers.
• Employee shareholders.
• Self-employed workers (independent contractors).

Salaried employees are typically shopping assistants or office workers who are employed for at least eight hours a week on average and occupy a position in which work is performed under the instructions of the employer.

Workers are generally employed in manufacturing industries and so on and are often members of a trade union.

Chief executive officers (CEOs) are registered as a CEO with the Danish Business Authority and are generally not protected by the Salaried Employees Act as they are not considered to be in an employment relationship.

Self-employed workers are characterised by their level of independence, and they carry out tasks on the self-employed worker’s own account and with the intent of obtaining a profit.

Whether employee shareholders are considered as an employee depends, among other factors, on the number and type of shares that the employee shareholder owns in the company.

The main risk in the case of misclassifying an employee as self-employed, a chief executive officer or an employee shareholder is that both salaried employees and workers are subject to the protection of statutory law (for example, the Danish Holiday Act, Consolidated Act No 1177 of 9 October 2015 and for salaried employees the Salaried Employees Act, Consolidated Act No 81 of 3 February 2009,). These statutory protections do not apply to the self-employed, chief executive officers and certain employee-shareholders.

Our Services are dynamic, and we often introduce new features, which may require the collection of new information. If we collect materially different personal data or materially change how we collect, use or share your data, we will notify you and may also modify this Privacy Policy.

We will contact you through email, mobile phone, notices posted on our websites or apps, messages to your inbox, and other ways through our Services, including text messages and push notifications. We will send you messages about the availability of our Services, security, or other service-related issues. We also send messages about how to use our Services, network updates, reminders, job suggestions and promotional messages from us and our partners. You may change your communication preferences at any time.
Please be aware that you cannot opt-out of receiving service messages from us, including security and legal notices.

Please note that a sick leave must be made by telephone to your immediate manager within two hours after you were supposed to meet at work. Sick messages via SMS or email, or to the reception are not seen as legal corrected communicated.

One month’s notice of notice for 120 days of illness

If a salaried or salaried employee has been ill for 120 days within 12 months, the company may terminate the employee with one month’s notice. This applies regardless of how long the employee has been employed. The employee must be sick at the time of termination.

The 120-day rule must be in the contract

However, the company can only apply the 120-day rule if it is stated directly by the employee’s contract. Noted here and in the employee contract.

120 sick days within 12 months

The employee must be sick for 120 days within 12 months. The 120 sick days need not be in direct extension of each other. All periods of illness within 12 months are included.

Termination must be made in connection with the 120 sick days

The company must terminate the employee directly in connection with the 120 sick days. This means that the company cannot wait to dismiss the employee until, for example, 130 sick days have passed. Cancellation must take place between 121 and 129 sick days.

The notice of termination is 1 month to the end of a month

The employee must resign at the end of a month, regardless of the time at which the employee has been terminated. For example, if the employee is terminated on April 5 due to the 120-day rule, he or she must resign on May 31.

No wages or sickness benefits are paid for medical visits, dental visits and the like unless special circumstances apply. In that case, an appointment must be made with your supervisor beforehand.

Medical visits, dental visits and the like. should be placed outside normal working hours as far as possible.

Sick message Illness must be reported in-person to your nearest supervisor as soon as possible (already on weekends/evenings if you know you are not coming the day after).
However, no later than midnight. 7.00 a.m – 8.00 a.m the same day.

Do not send a text message or e-mail as sick leave. This will be considered as an unlawful absence.

Please report to your nearest supervisor as soon as you know when to come back for planning purposes.
When you return, fill out an absentee statement that will be handed out at the office.

If your illness period extends beyond 2 weeks or is atypical, the company may require a medical certificate from you.

For longer absences – ie. beyond 2 weeks – you are expected to regularly inform the company about how things are going and when you expect to be able to resume your work.

If deemed necessary, you will be called to a conversation where possible it will be agreed on your return to work – including if you need to start gently or if special consideration is needed.

The company is not entitled to ask you about your kind of sickness, and we will not do so.

The company is a smoke-free workplace that emphasizes on preventing the harmful effects of passive smoking - and on ensuring that no one is involuntarily bothered by passive smoking.
The smoking policy enters into force on 1 August 2006.

The company is a non-alcoholic workplace. Therefore alcohol should not be consumed – neither beer nor liquor – during working hours. The policy aims to ensure safety in the workplace – both for yourself and for others. In addition, the policy aims to take customers into account so that they can be assured that the employees performing their work is not affected by alcohol.

Alcohol may only be consumed to a limited extent during working hours in connection with travel arrangements, Christmas parties, anniversaries and other similar events – festive gatherings. The arrangement cant is arranged so employees who have been drinking is getting back at work.

If you still wear work clothes after the end of working hours, please remember that work clothes is a “business card”.

Your performance during the probation will be assessed by your supervisor. The Company will confirm the employment with you on successful completion of the probationary period.

Related to our operation in the United States of America: Sexual and other unlawful harassment is a violation of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, as well as many state laws. Harassment based on a characteristic protected by law, such as race, colour, ancestry, national origin, gender, sex, sexual orientation, gender identity, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law, is prohibited.

• Deductions that are required by law, e.g., income taxes;
• Deductions for employee benefits when authorized by the employee;
• Absence from work for one or more full days for personal reasons other than sickness or disability;
• Absence from work for one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practise of providing compensation for salary lost due to illness;
• Offset for amounts received as witness or jury fees, or for military pay; or
• Unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions.

The termination notice is defined in the individual employment agreement.
In all cases of voluntary resignation (one initiated by the employee), employees are asked to provide a written notice to their supervisors at least “running month” plus 1 month in advance of the last day of work.
The “running month” plus 1 month must be actual calendar days.
Holidays and paid time off (PTO) will not be counted toward the 10-day notice.
Employees who provide the requested amount of notice will be considered to have resigned in good standing and generally will be eligible for rehire.
Human Resources will conduct an exit meeting on or before the last day of employment to collect all company property, and to discuss final pay.
For US Employees: If applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address.
Should it become necessary because of business conditions to reduce the number of employees or work hours, this will be done at the discretion of the company.
And the local law will be followed.

Protecting the safety of our employees and visitors is the most important aspect of running our business.

All employees have the opportunity and responsibility to contribute to a safe work environment by using commonsense rules and safe practices and by notifying management when any health or safety issues are present. All employees are encouraged to partner with management to ensure maximum safety for all.

In the US: In the event of an emergency, notify the appropriate emergency personnel by dialling 9 for an outside line, then dial 911 to activate the medical emergency services.

Employees are expected to comply with all applicable laws, including but not limited to, Federal Trade Commission (FTC) guidelines, copyright, trademark, and harassment laws.

Because the company is publicly held, it may require that employees temporarily confine social media commentary to topics unrelated to the company or that employees temporarily suspend such activity to ensure compliance with the SEC’s regulations or other laws. The company may also require employees to delete references to it on a website or Weblog and to stop identifying themselves as an employee of the company.

Discipline:
Violations of this policy may result in discipline up to and including immediate termination of employment.

Note:
Nothing in this policy is meant to, nor should it be interpreted to, in any way limit your rights under any applicable federal, state, or local laws, including your rights under the National Labor Relations Act to engage in protected concerted activities with other employees to improve terms and conditions of employment, such as wages and benefits.

For US employees: Important Note: Many states and municipalities have laws related to leaves of absence and paid time off that include family and medical leave, paid sick leave, small necessities leave, leave for victims of domestic violence, etc. In addition, many have laws that are applicable to public sector employers. The provisions below only address federal law.

For US Employees working in the US
Full-time regular employees are eligible for holiday pay. Hourly employees become eligible after they have been active with the company for 3 months. Salaried employees may receive holiday pay immediately upon joining the company. Part-time and temporary employees, including summer employees, are not eligible for holiday pay.
Holiday pay shall be at the employee’s regular straight-time rate, inclusive of shift premiums, times his regularly scheduled hours (not to exceed 8 hours).

A holiday shall be considered as 8 hours worked for the purpose of computing overtime.

Holiday pay eligibility shall further depend upon the employee working a full shift on the workday preceding the holiday and a full work shift on the workday following the holiday.
The only exceptions are:

1. The employee is ill and has submitted a doctor’s statement,
2. The holiday falls during the employee’s approved vacation period, or
3. The employee leaves work on the workday before or after the holiday because of an industrial accident.

For employees outside the US
The local law is followed.

For US Employees working in the US: We recognizes the importance of time off from work to relax, spend time with family, and enjoy leisure activities. The company provides paid vacation time to full-time employees for this purpose and employees are encouraged to take a vacation during the year. Part-time employees who are regularly scheduled to work 20 or more hours per week will be eligible for paid vacation on a pro-rata schedule.

For US Employees working in the US
Sick days are not intended to be used as a substitute for vacation days, but sick days may be used if an employee needs to provide care for a family member who is ill.
Sick days may also be used if an employee needs time off for scheduled medical procedures.
Employees may carry accrued sick days over from one year to the next.
The maximum accrual allowed for an employee is 120 days.
If the need for sick leave is foreseeable, employees are required to give at least 30 days advance notice (e.g., a planned medical treatment) whenever possible.
If the need for sick leave is not foreseeable, employees are asked to notify their supervisor as soon as is practical.
If an employee misses 8 or more consecutive days because of illness, 4selection may require the employee to provide a physician’s written permission to return to work.
Except as required by state law, unused sick days are forfeited when an employee’s employment ends for any reason.

For US Employees working in the US
4selection complies with the federal Family and Medical Leave Act (FMLA), which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The company abides by any state-regulated leave laws. The more generous of the two laws will apply to the employee if the employee is eligible under both federal and state laws.

Please note there are many requirements, qualifications, and exceptions under these laws, and each employee’s situation is different. Contact the Human Resources department to discuss options for leave.

Reasons for Taking Leave. Under federal law, unpaid leave may be requested for pregnancy and prenatal care; preplacement activities, birth, adoption, or foster placement of a child; or the serious health condition of a child, spouse, parent, domestic partner, or the employee. State law may have additional reasons defined.

For US Employees working in the US:
Under federal law, unpaid leave may also be requested by eligible employees who have any qualifying exigency arising out of the fact that the spouse or a son, daughter, parent, domestic partner, or next of kin of the employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the armed forces and may use their 12-week entitlement to address certain qualifying circumstances. Qualifying circumstances may include deploying on short-notice, attending certain military events, arranging for alternative childcare and school activities, addressing certain financial and legal arrangements, attending certain counselling sessions, engaging in rest and recuperation, and attending post-deployment reintegration briefings.

The federal FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. This leave applies if the employee is the spouse, son, daughter, parent, domestic partner, or next of kin caring for a covered military service member or veteran recovering from an injury or illness suffered while on active duty in the armed forces or that existed before the beginning of the member’s active duty and was aggravated by service or that manifested itself before or after the member became a veteran.

For employees outside the US
The local law is followed.

For US Employees working in the US
If an employee does not expressly request FMLA leave, the company reserves the right to designate a qualifying absence as FMLA leave and will give notice of the FMLA designation to the employee. If an absence is a qualifying event under FMLA, the leave will run concurrently with short-term disability, long-term disability, PTO, workers’ compensation, and/or any other leave where permitted by state and federal law.
Benefits

Under federal law, employers must continue healthcare benefits during FMLA leave as though the employees were still at work and must pay the employer’s part of the premium. The employee will continue to be responsible for the employee’s portion of the premium as well.

Interaction with Accrued Paid Time Off. FMLA leave, and paid vacation or sick time will run concurrently as provided under company policy except where prohibited by state law.

For employees outside the US
The local law is followed.

For US Employees working in the US
An employee’s job, or an equivalent job, is protected while the employee is on leave. Both federal and applicable state laws require that employees be returned to their positions or to another job of like pay and status at the end of FMLA leave.
Note: If an employee is unable to return to work after the expiration of federal or state FMLA, an extension may be granted if the condition constitutes a disability under the Americans with Disabilities Act (ADA) or in certain workers’ compensation cases.

Return-to-Work Policy. When such work is available, the company will attempt to provide an employee with a temporary modified or light-duty assignment in accordance with documented medical restrictions.

For employees outside the US
The local law is followed.

For US Employees working in the US
4selection supports the military obligations of all employees and grants leaves for uniformed service in accordance with applicable federal and state laws. Any employee who needs time off for uniformed service should immediately notify the Human Resources department and his or her supervisor, who will provide details regarding the leave. If an employee is unable to provide notice before leaving for uniformed service, a family member should notify the supervisor as soon as possible.

Upon return from military leave, employees will be granted the same seniority, pay, and benefits as if they had worked continuously. Failure to report for work within the prescribed time after completion of military service will be considered a voluntary termination.

All employees who enter military service may accumulate a total absence of 5 years and still retain employment rights.

For employees outside the US
The local law is followed.

For US Employees working in the US
Employees with more than 3 months’ service may take up to 3 days of paid bereavement leave upon the death of a member of their immediate family. “Immediate family members” are defined as an employee’s spouse, domestic partner, parents, stepparents, siblings, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild. All regular, full-time employees may take up to one (1) day off with pay to attend the funeral of an extended family member (aunts, uncles, and cousins).
The company may require verification of the need for the leave. The employee’s supervisor and Human Resources will consider this time off on a case-by-case basis.
Payment for bereavement leave is computed at the regular hourly rate to a maximum of 8 hours for 1 day. Time off granted in accordance with this policy shall not be credited as time worked for the purpose of computing overtime.

For employees outside the US
The local law is followed.

Jury Duty/Court Appearance
For US Employees working in the US
The company supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty to their supervisor as soon as possible after receiving the notice to allow advance planning for an employee’s absence.

Employees will be paid for up to 2 weeks of jury duty service at their regular rate of pay minus any compensation received from the court for the period of service. Employees may use any accrued time off if required to serve more than 2 weeks on a jury.

If an employee is released from jury duty after 4 hours or less of service, he or she must report to work for the remainder of that work day.

Time for appearance in court for personal business will be the individual employee’s responsibility. Normally, personal days or vacation days will be used for this purpose.

[Note: Check state and local laws for any additional requirements RELATED to jury duty and pay while an employee serves on a jury]

For employees outside the US
The local law is followed.

For US Employees working in the US:
4selection recognizes that voting is an integral part of being in a community. In almost all cases, you will have sufficient time outside working hours to vote. If for any reason you think this won’t be the case, contact your supervisor to discuss scheduling accommodations.
[NOTE: CHECK STATE AND LOCAL REQUIREMENTS]

For employees outside the US
The local law is followed

For US Employees working in the US:
4selection recognizes the value of benefits to employees and their families. The company supports employees by offering a comprehensive and competitive benefits program. For more information regarding benefit programs, please refer to the company Summary Plan Descriptions (SPD), which are found on the company intranet, or contact the Human Resources department. To the extent of the information provided here conflicts with the SPD or full plan document, the full plan document will control.

For employees outside the US
The local law is followed.

For US Employees working in the US:
Full-time employees working 30 hours or more per week are eligible for insurance on the first of the month following 30 days of service. To keep coverage in force, every insured employee must work a minimum of 30 hours per week.

For employees outside the US
The local law is followed.

For US Employees working in the US:
4selection provides life insurance for full-time employees who work a minimum of 30 hours per week. Employees are eligible for this benefit on the first of the month following 30 days of service. The life benefit is equal to an employee’s annualized base rate. The cost of this coverage is paid for in full by the company.

For employees outside the US
The local law is followed.

For US Employees working in the US
Short-term disability is offered to full-time employees working a minimum of 30 hours per week. Employees are eligible for this benefit on the first of the month following 30 days of service. Short-term disability is meant to bridge the 90-day period until long-term disability can cover an employee. If an employee becomes disabled and cannot work for a short period of time, this coverage pays 60 percent of the employee’s salary, up to the policy limits. This is a voluntary benefit and is funded solely by the employee.

Short-term disability benefits may run concurrently with FMLA leave and/or any other leave where permitted by state and federal law.
Some states have a mandatory disability program where you may be charged a premium in the form of a payroll tax. You may elect to purchase the company disability benefits as a supplement to the state program.

For employees outside the US
The local law is followed.

For US Employees working in the US:
Long-term disability benefits are offered to full-time employees working a minimum of 30 hours per week. If an employee becomes totally disabled and cannot work for an extended period of time, this coverage pays 60 percent of the employee’s salary, up to the policy limits. This is a voluntary benefit and is funded solely by the employee.

Long-term disability benefits will run concurrently with FMLA leave and/or any other leave where permitted by state and federal law.

For employees outside the US
The local law is followed.

For US Employees working in the US:
4selection recognizes the importance of saving for retirement and offers eligible employees a 401(k) plan.
Eligibility, vesting, and all other matters relating to these plans are explained in the SPD that can be obtained from Human Resources.

For employees outside the US
The local law is followed.

For US Employees working in the US:
Workers’ compensation is a “no-fault” system that provides compensation for medical expenses and wage losses to employees who are injured or who become ill because of employment.
4selection pays the entire cost of workers’ compensation insurance. The insurance provides coverage for related medical and rehabilitation expenses and a portion of lost wages to employees who sustain an injury on the job.
The company abides by all applicable state workers’ compensation laws and regulations.

If an employee sustains a job-related injury or illness, it is important to notify the supervisor and Human Resources immediately. The supervisor will complete an injury report with input from the employee and return the form to the Human Resources department. Human Resources will file the claim with the insurance company. In cases of true medical emergencies, report to the nearest emergency room.

Workers’ compensation benefits (paid or unpaid) will run concurrently with FMLA leave, if applicable, where permitted by state and federal law.

For employees outside the US
The local law is followed.

For US Employees working in the US:
The Employee Assistance Program (EAP) is a resource designed to provide highly confidential and experienced help for employees in dealing with issues that affect their lives and the quality of their job performance. 4selection wants employees to be able to maintain a healthy balance of work and family that allows them to enjoy life. The EAP is a confidential counselling and referral service that can help employees successfully deal with life’s challenges.

This free, comprehensive counselling service offers employees three visits per issue each year, and a 24-hour hotline answered by professional, degreed counsellors. For legal or financial issues, employees receive a 25 percent discount on any services that might be needed.

The company encourages employees to use this valuable service whenever they have such a need. Employees who choose to use these counseling services are assured the information disclosed in their sessions is confidential and not available to the company, nor is the company given any information on who chooses to use the services. For questions or additional information about this program, employees may contact the Human Resources department.

For employees outside the US
The local law is followed.