2011 office employee handbook.pdf - US Xpress

Welcome to U.S. Xpress!
We started our Company with a vision of becoming a leader in the transportation industry. We are
proud of our accomplishments in overall performance, technology and safety for our employees in
the office and on the road. Your dedication to customer service and driver support will play a vital
role in the success of the strategic services we offer to our customers.
Your time is one of our Company’s most vital resources. Your s uccess is directly tied to the
Company’s success. We ask that our office employees work as effectively and productively
as possible to maximize each driver’s productive time on the road. Through your efforts, U.S.
Xpress will continue to remain on the cutting edge of transportation and play a major role in the
American supply chain.
It is our pleasure to welcome you to the U.S. Xpress family. We are proud to have you as a
member of our team!
Sincerely,
Max Fuller
Co-Chairman & CEO
Pat Quinn
Co-Chairman & President
Employee Handbook
1

TABLE OF CONTENTS BY SECTION
General Policies, Pay and Benefit Information
Section 1 – General Policies
At-Will Employment Status......................................................................5
Equal Employment Opportunity...............................................................5
Americans with Disabilities Act ....................................................................5
Communication Policy.............................................................................5
Public Relations Policy............................................................................6
Whistleblower Hotline..............................................................................6
Anti-Harassment and Discrimination Policy............................................6
Reporting and Incident of Harassment, Discrimination or Retaliation.....7
Protection Against Retaliation....................................................................7
Horseplay Policy......................................................................................7
Non-Aggression Policy............................................................................8
Fraternization and Personal Relationships..............................................8
Employee Conduct..................................................................................8
Solicitation.............................................................................................10
Confidential Information........................................................................10
Searches of Company Property/Equipment..........................................10
Weapons Policy.....................................................................................10
Social Networking Policy.......................................................................11
Gifts and Gratuities................................................................................11
Tobacco Usage/Smoking Policy............................................................11
Open Door Policy..................................................................................12
Dress Code Policy.................................................................................12
E-Mail Policy..........................................................................................13
Internet Usage Policy............................................................................14
Telephone Monitoring............................................................................15
Handheld Electronic Devices................................................................15
Privacy Policy........................................................................................15
Job Posting and Promotion Policy.........................................................15
Section 2 – Safety & Compliance
Medical Situations – What to Do.......................................................... 16
What to Do if You Are Injured at Work.................................................. 16
Drug-Free Workplace........................................................................... 16
2 U.S. Xpress, Inc.

Section 3 – Company and Personal Property
Property Access....................................................................................18
Physical Access Controls......................................................................18
Inspection of Persons or Property.........................................................19
Personal Vehicle Parking......................................................................19
Personal Property..................................................................................19
Section 4 – Personal Employee Information
Employment Records............................................................................20
Employee File Updates.........................................................................20
Employment Verifications......................................................................20
Employment References.......................................................................20
Section 5 – Employment Status, Attendance, Working Conditions and
Leave Policies
Employment Date or Date of Hire.........................................................22
Employment Status...............................................................................22
Exempt and Non-Exempt Classification................................................22
Business Travel.....................................................................................23
Violations of Time Keeping Policies.......................................................23
Overtime................................................................................................23
Work Assignments.................................................................................24
On-Call Policy........................................................................................24
Absence/Tardiness Policy and Procedures...........................................24
Lunch Periods and Breaks....................................................................24
Payday..................................................................................................24
Payroll Deductions................................................................................24
Improper Deductions.............................................................................25
Garnishments........................................................................................25
Resignation...........................................................................................25
Involuntary Termination Policy...............................................................25
Exit Interview.........................................................................................26
Rehire of Employees.............................................................................26
Vacation.................................................................................................26
Holidays.................................................................................................27
Sick Days..............................................................................................29
Personal Days.......................................................................................29
Bereavement Leave..............................................................................30
Jury Duty...............................................................................................30
Time Off to Vote.....................................................................................30
Personal Leave of Absence...................................................................30
Employee Handbook
3

Resignation While on Leave.................................................................. 31
Military Leave........................................................................................ 31
Maternity Leave..................................................................................... 31
Family and Medical Leave..................................................................... 32
Section 6 – Benefits
Insurance and Other Benefits................................................................ 34
HIPPA Privacy Regulations.................................................................... 34
COBRA.................................................................................................. 36
Effective Date of Coverage.................................................................... 38
Coverage Termination Date................................................................... 38
Internal Revenue Service Regulations.................................................. 38
Evaluating Your Benefit Needs................................................................ 39
Pre-Existing Conditions......................................................................... 39
Certificates of Creditable Coverage...................................................... 39
Co-Pays................................................................................................. 39
Deductibles............................................................................................ 39
Mastectomy Coverage.......................................................................... 40
Maternity and Newborn Coverage......................................................... 40
Xpre$$avings 401(k) Plan..................................................................... 40
Employee Assistance Program (EAP)................................................... 40
Travel Assistance Program.................................................................... 41
CollegeAmerica Savings Plan............................................................... 41
Tuition Assistance Program................................................................... 41
Human Resources Web Site................................................................. 42
4 U.S. Xpress, Inc.

GENERAL POLICIES
At-Will Employment Status
This Handbook is not intended to create a contract of employment. Rather, it is simply intended to
describe U.S. Xpress and its present policies and procedures. U.S. Xpress abides by employment
at will, which permits U.S. Xpress or the employee to terminate the employment relationship at
any time, for any reason. Nothing in this handbook, or in any document or statement, shall limit the
Company’s right to terminate employment at-will. No manager, supervisor, or employee, other than
an Executive Officer of the Company (and only in writing), has authority to enter into any agreement
for employment for any specific period of time or to make any agreement for employment other than
at-will.
Equal Employment Opportunity
The Company is committed to a work environment in which all individuals are treated with respect
and dignity. Each individual has the right to work in a professional atmosphere that promotes equal
employment opportunities and prohibits discriminatory practices, including harassment. Therefore,
U.S. Xpress expects that all relationships among persons in the workplace will be business-like and
free of bias, prejudice and harassment.
The Company provides a work environment free from unlawful discrimination or workplace harassment
based on or because of an employee’s protected class status. According to federal law the following
are protected classes: race, color, sexual orientation, national origin, sex (includes pregnancy
related conditions), religion, age (40 and older), disability, genetic information, a person who uses
leave covered by the Federal Family and Medical Leave Act, a person who uses Military Leave, a
person who associates with a protected class, a person who opposes unlawful employment practices,
files a complaint or testifies about violations or possible violations, and any other protected class
as defined by federal, state or local law.
The Company also provides a work environment free from sexual harassment. Employees at every
level of the organization, including temporary employees, must conduct themselves in a business-like
and professional manner at all times and must not engage in any form of discrimination, workplace
harassment, or sexual harassment.
Americans With Disabilities Act
The Company complies with the Americans with Disabilities Act (ADA) and applicable state and local
laws providing for non-discrimination in employment for qualified individuals with disabilities. The
Company provides reasonable accommodation for such individuals in accordance with these laws. If
you have a disability and need an accommodation in order to permit you to do your job, you should
contact the Human Resources Department at 800-251-6291 x3534.
Communication Policy
U.S. Xpress promotes a team atmosphere. All employees deserve your attention and respect.
Courtesy and respect are the keys to good relationships. You are expected to maintain a courteous
and professional tone, even in difficult situations. All mail, voice mail, E-mail, satellite messages and
notes should be professional in accordance with U.S. Xpress’ policies. Foul language and cursing
is not appropriate in the workplace and will not be tolerated. This includes E-mail and satellite messages.
Spreading rumors about co-workers, supervisors, management, customers or U.S. Xpress is
prohibited.
Employee Handbook
5

Public Relations Policy
All U.S. Xpress employees are responsible for ensuring that all communications about U.S. Xpress,
its employees and the industry are accurate, consistent and responsive to U.S. Xpress and the public’s
interests. The Public Relations Department at U.S. Xpress coordinates all information distributed
to the media or public.
No employee should ever communicate with a member of the media, except when the Public Relations
Department coordinates communication. Employees may be approached by media people
for a seemingly harmless interview. Such interviews can be counter-productive to the employee, to
U.S. Xpress, and to the trucking industry if not properly managed. Any employee who receives a
call or personal contact from any media person at any time, including at an accident scene, should
immediately inform the media representative to contact the Public Relations Department. If you are
approached by the media, please call the Public Relations Department at 1-800-251-6291 x3203.
Should the media at an accident scene contact you, politely refer the media representative to the
Public Relations Department and contact the Risk Management Department (800-601-5500) immediately
for further instructions.
Whistleblower Hotline – (866) 674-5645
U.S. Xpress provides its employees a confidential hotline (866) 674-5645 to report questionable
auditing and accounting practices or any practices related to the Company’s finances that employees
consider being illegal or dishonest. This hotline may also be used to report Human Resources or
personnel related issues. You may also continue to direct those concerns directly to the Human Resources
Department..Calls placed on the hotline, which is available 24 hours a day, 7 days a week,
will be received by a third-party service to preserve confidentiality.
Employees with any questions regarding this policy should contact the Company’s General Counsel
at 423-510-3241.
Anti-Harassment and Discrimination Policy
Harassment or discrimination in any form is demeaning to the employee subjected to it and all those
who witness such actions. The Company is committed to providing an environment free of unlawful
harassment or discrimination regarding an individual’s race, color, sexual orientation, national origin,
sex (includes pregnancy related conditions), religion, age (40 and older), disability, genetic information,
a person who uses leave covered by the Federal Family and Medical Leave Act, a person who
uses Military Leave, a person who associates with a protected class, a person who opposes unlawful
employment practices, files a complaint or testifies about violations or possible violations, and
any other protected class as defined by federal, state or local law. Because of this commitment, the
Company strictly prohibits any employee, including managers and supervisors, from engaging in any
act of harassment or discrimination. Employees who violate this commitment will be subject to discipline
up to and including termination.
It is important that all employees of U.S. Xpress conduct themselves in such a manner that other employees
are not intimidated or threatened in their work environment. All job opportunities are based
solely on an individual’s qualifications and are not based on any other factor, including a sexual favor
or request. Violation of this policy by any employee shall subject the employee to disciplinary action
up to and including discharge. If you feel you have been subjected to harassment of any kind, inform
your supervisor, the Human Resources Department, or any member of management of the Company.
All complaints will be promptly investigated.
The term “Harassment” includes, but is not necessarily limited to: slurs, jokes or other verbal, graphic
or physical conduct relating to an individual’s race, age, religion, gender or gender identity, national
6 U.S. Xpress, Inc.

origin, marital status, sexual orientation, veteran status, or disability. Harassment also includes
unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a
sexual nature.
Reporting an Incident of Harassment, Discrimination or
Retaliation
The availability of this complaint procedure is not intended to stop you from promptly advising the offender
that his or her behavior is unwelcome and requesting that it be discontinued immediately.
While no fixed reporting period has been established, U.S. Xpress strongly urges the prompt reporting
of complaints or concerns so that rapid and constructive action can be taken. Individuals who
believe they have experienced conduct that they believe is contrary to Company policy or who have
concerns about such matters should alert their immediate supervisor, the Director of Human Resources
or any member of the Human Resources Department. If for any reason, the employee feels
the supervisor is not the appropriate person to talk to, the employee should report the incident(s)
to the Human Resources Department or any other member of the management. U.S. Xpress also
provides its employees a confidential hotline (866) 674-5645 to report an incident of harassment or
discrimination. A prompt investigation will be conducted and appropriate action taken.
Human Resources Contact Numbers
Chattanooga 1-800-251-6291 – Ext. 3610
Lincoln 1-800-331-7746 – Ext. 3014
Oklahoma City 1-405-686-4237
Tunnel Hill 1-800-251-6291 – Ext. 1204
Protection Against Retaliation
U.S. Xpress prohibits retaliation against any individual who reports discrimination or harassment or
participates in an investigation of such reports. Retaliation against an individual for reporting harassment
or discrimination or for participating in an investigation of a claim of harassment or discrimination
is a serious violation of this policy and, like harassment or discrimination itself, will be subject to
disciplinary action.
Horseplay Policy
Horseplay in the workplace is prohibited. Horseplay is defined as rough or rowdy behavior or jokes
that can often result in unintentional harm. While we expect employees to converse freely and enjoy
interacting with their co-workers, it is important that jokes and teasing do not cross the line and
become harassment or horseplay. Incidents of horseplay should follow the same reporting procedures
as a harassment, discrimination, or retaliation claims. This policy prohibits the following sorts
of words or conduct: harmful physical contact, physically threatening words or gestures, blocking
another’s path or movement, damage to property, demeaning jokes, taunting, slurs, nicknames, innuendoes,
graphic or degrading comments, derogatory graffiti, slogans, or visual displays, etc.
Take Your Job, Your Responsibilities, and Safety Seriously! You are responsible for performing your
job correctly and safely. U.S. Xpress has safety rules and procedures that are designed to protect
you. You are personally responsible for your own safety and for stopping unsafe acts performed by
others. Horseplay can lead to serious injury to yourself and others. For that reason, incidents of
horseplay and other safety rule violations will result in disciplinary action.
Employee Handbook
7

Non-Aggression Policy
The safety and security of the Company’s employees, customers, vendors, contractors, and the
general public are of vital importance. Therefore, acts or threats of violence made by an employee
against another person’s life, health, well-being, family or property will not be tolerated.
Any employee determined to have committed such acts or threats of violence will be subject to
disciplinary action, up to and including termination. Non-employees engaged in violent acts on U.S.
Xpress premises will be reported to the proper authorities and fully prosecuted.
Employees who observe suspicious workplace behavior, threats or acts of violence, offensive acts,
threatening or offensive comments or remarks or other acts of aggression or intimidation, are required
to immediately report such conduct to a member of management, the Human Resources
Department, or safety personnel.
Fraternization and Personal Relationships
Consenting “romantic” or sexual relationships between a supervisor and an employee may at some
point lead to unhappy complications and significant difficulties for all concerned - the employee, the
supervisor and the Company. Any such relationship may, therefore, be contrary to the best interests
of the Company. There are also circumstances where a relationship between a U.S. Xpress employee
and an employee of a customer or competitor could jeopardize the legitimate business interest
of the Company. The Company strongly discourages such relationships and any conduct (such
as dating between a supervisor and an employee) that may reasonably lead to the formation of a
“romantic” or sexual relationship.
By its discouragement of romantic and sexual relationships, the Company does not intend to inhibit
the social interaction (such as lunches or dinners or attendance at entertainment events) that is, or
should be, an important part or extension of the working environment. If a romantic or sexual relationship
between a supervisor and an employee should develop, it shall be the responsibility and
mandatory obligation of the supervisor to promptly disclose the existence of the relationship to the
Vice President of Human Resources. The employee may make the disclosure as well, but the burden
of doing so shall be upon the supervisor.
Upon learning of the existence of such a relationship, the Company may take all steps that it feels
are appropriate. At a minimum, the employee and supervisor will not be permitted to work together
on the same matters (including matters pending at the time disclosure of the relationship is made),
and the supervisor must withdraw from participation in activities or decisions (including, but not
limited to, hiring, evaluations, promotions, compensation, work assignments and discipline) that may
reward or disadvantage any employee with whom the supervisor has or has had such a relationship.
In situations involving personal relationships or the employment of a relative, the Company will balance
the individual’s rights and the Company’s business interests.
Employee Conduct
As an employee of the Company, you are required to adhere to certain rules of conduct necessary
for the Company’s operations. As in any organization, a code of conduct is necessary to establish
and maintain a productive and respectful working atmosphere.
It is the policy of U.S. Xpress that all employees comply with our standards of behavior and performance
and that any noncompliance with these standards be corrected. Under normal circumstances,
U.S. Xpress’ policy of progressive disciplinary action may take the form of any of the following, but
not necessarily in the order listed:
8 U.S. Xpress, Inc.

1. Verbal Warning
2. Written Warning
3. Suspension from Work Without Pay
4. Dismissal or Termination
This progressive discipline policy attempts to give employees notice of any substandard behavior
and/or performance in order to afford the employee an opportunity to improve. Counseling forms,
evaluations, and incident reports are all tools that management needs to administer a fair and consistent
disciplinary policy.
The performance standards listed below, and others which may be established from time to time, are
not all-inclusive. Rather, they are published to provide a general understanding of what the Company
considers to be unacceptable conduct. These performance standards are merely examples of the
types of misconduct for which employees may be disciplined or discharged. Violations of any of the
following performance standards may result in disciplinary action and/or immediate discharge:
1. Insubordination, failure or refusal to follow the written or oral instructions of a
supervisor or manager.
2. Neglecting job duties and responsibilities.
3. Engaging in unauthorized personal business during work hours.
4. Falsifying or misrepresenting Company or employment records, including
time cards.
5. Discourtesy or rudeness in dealing with employees of the Company and/or represen
tatives of our customers and vendors.
6. Failure to give proper notice when unable to report for, or to continue to, work
as scheduled.
7. Unexcused or excessive tardiness or absenteeism.
8. Abuse of sick leave privileges.
9. Theft, abuse or misuse of Company’s, Company employee’s, or a customer’s
property, materials, or supplies.
10. Unauthorized use of Company property and equipment including computers,
cell phones, instant messaging, e-mail system, telephones, copy machines and
mail service.
11. Threatening, harassing or inflicting bodily harm to fellow employees.
12. Making false and malicious statements concerning employees or the Company.
Revealing confidential information concerning the Company, our employees, or
our customers.
13. Intentionally discriminating against employees in violation of applicable laws and/
or engaging in harassment of any employee.
14. Engaging in unsafe acts or horseplay at any time.
15. Possession, use, purchase, consumption, transfer or sale of alcoholic beverages,
controlled substances, or illegal drugs at any time during working hours,
on Company premises, or reporting to work under the influence of alcohol, controlled
substances or illegal drugs.
16. Driving company owned or leased equipment or vehicles while under the influence
of alcohol, controlled substances or illegal drugs.
17. Violating any Company policies, rules, regulations, or practices.
18. Possession of fire arms or other weapons on Company premises or in Company
equipment.
19. Sleeping on the clock or while not on a break period.
Employee Handbook
9

The progressive discipline policy outlined above is merely a guideline and discipline may begin at
any step, including termination, at the discretion of management, depending on the seriousness of
the offense. This policy does not change the at-will nature of employment at U.S. Xpress.
Solicitation
In the interest of maintaining a proper business environment and preventing interference with work
and inconvenience to others, U.S. Xpress employees may not distribute literature or printed materials
of any kind, sell merchandise, solicit financial contributions, or solicit for any other cause during
working time. Employees who are not on working time (e.g. those on meal breaks or other breaks)
may not solicit employees who are on working time for any cause or distribute to them literature of
any kind.
This policy also prohibits solicitations via U.S. Xpress E-mail, instant messaging, Satcom, texting,
voicemail, or any other Company communication systems. Furthermore, employees may not distribute
literature or printed material of any kind on Company premises at any time.
Non-employees are also prohibited from distributing material and/or soliciting employees on U.S.
Xpress premises at anytime.
Confidential Information
It is particularly important that our employees safeguard our employee information, customer information,
pricing information, and trade secrets. All information is confidential unless specifically
designated for distribution (i.e. sales brochures). Discussing information, reproducing material for
non-U.S. Xpress use or allowing unauthorized access to confidential information is strictly prohibited.
Searches of Company Property/Equipment
The Company authorizes managers, supervisors, safety personnel and law enforcement officers to
search Company equipment for prohibited or illegal items. Searches may also be made of any personal
property located on Company property or in Company equipment.
Weapons Policy
You may not carry any kind of weapon on your person, in your vehicle (subject to state law), or in
your personal possessions while you are on Company property. Weapons include, but are not limited
to:
1. Shotguns, rifles, or pistols of any type, caliber or gauge (including BB and
pellet guns).
2. Bows and arrows or crossbows.
3. Knives (other than small pocket knives).
4. Stun guns
5. Clubs, other than for checking tires.
6. Any other items which have no legitimate business purpose and which you possess
because of its potential to cause physical harm to others.
Weapons found in violation of this policy will be confiscated. The Company may also file a report
with appropriate law enforcement authorities.
10 U.S. Xpress, Inc.

Social Networking Policy
The following is the Company’s social media and social networking policy. The absence of, or lack
of explicit reference to a specific site does not limit the extent of the application of this policy. Where
no policy or guideline exists, employees should use their professional judgment and take the most
prudent action possible. Consult with your manager or supervisor if you are uncertain.
1. Personal blogs should have clear disclaimers that the views expressed by the
author in the blog is the author’s alone and do not represent the views of the
company. Be clear and write in first person. Make your writing clear that you are
speaking for your self and not on behalf of the company.
2. Information published on your blog(s) should comply with the Company’s
confidentiality and disclosure of proprietary data policies. This also applies to
comments posted on other blogs, forums, and social networking sites.
3. Be respectful to the Company, other employees, customers, partners, and
competitors.
4. Social media activities should not interfere with work commitments.
5. Your online presence reflects the Company. Be aware that your actions cap
tured via images, posts, or comments can reflect that of our company.
6. Do not reference or site Company subsidiaries, partners, or customers without
their express consent. In all cases, do not publish any information regarding a
customer during the engagement.
7. Respect copyright laws, and reference or cite sources appropriately. Plagiarism
applies online as well.
8. Company logos and trademarks may not be used without written consent.
Employees must also be aware of and abide by the Federal Trade Commission guidelines regarding
the use of endorsements and testimonials. Under these guidelines, employees who use social
media to make statements about the Company’s services may create unintended legal liability for the
Company if a customer later claims to have been misled by such a posting. Employees in violation
of the Company social networking policy may be disciplined up to and including termination.
Gifts and Gratuities
In order to avoid a conflict of interest or the appearance of a conflict of interest, at no time should an
employee solicit or accept gifts from a vendor or contractor or from a potential vendor or contractor.
Gifts valued at $25.00 or more cannot be accepted by Company employees, and should be returned
immediately to the donor. If the value of the gift is undetermined it should be returned. Ordinary business
courtesies, such as payment for a modest lunch or dinner, are acceptable. Gifts that are promotional
items without significant value, and which are distributed routinely by the vendor to clients, are
also acceptable.
Gratuities or gifts of money to the employee cannot be accepted at any time and should be returned
immediately to the donor. It is the responsibility of supervisors to ensure that the policy on gifts and
gratuities is known to employees and that it is properly enforced. Employees who have questions
regarding this policy or who are uncertain as to whether a conflict of interest exists should confer with
their supervisors or the Human Resources Department.
Tobacco Usage/Smoking Policy
Smoking is prohibited in all Company facilities including, but not limited to, driver lounges, hallways,
meeting rooms, offices, break rooms, restrooms and Company vehicles (unless occupied solely
by the operator). Smoking may take place only in designated unenclosed areas. Smoking is not
Employee Handbook
11

allowed in front of either building or at the delivery entrances. In all cases, smokers must be far
enough away from the building entrance doors that smoke from outdoors does not enter the building.
You should note that the use of smokeless tobacco of any kind inside of the buildings is also
prohibited. Any violation of this policy may result in disciplinary action, up to and including discharge.
Open Door Policy
U.S. Xpress management maintains an “open door” policy. Your complaints or problems are of concern
to us whether they are large or small. Any time you feel that you are not being treated fairly, we
want you to let us know about it right away. The door is always open to you. It is our policy to let an
employee tell his/her side of the story and give every consideration to his/her problems and complaints.
Any complaints should first be addressed with your supervisor. In the event you feel the complaint
is not being handled correctly you should contact your department manager, then finally the
vice president or executive of your department. If you feel that your issues are not being addressed
in an appropriate fashion through these individuals, or if you are uncomfortable speaking with these
individuals, you may contact the Human Resources Department or any member of executive management.
Dress Code Policy
Your personal appearance, clothing, the length and style of your hair, your hygiene, facial hair, etc.,
reflects your status as a professional and the Company’s status as one of the top transportation service
providers in the nation. U.S. Xpress has adopted a “business casual” dress code as our every
day standard. However, there may be times when traditional business attire is more appropriate. All
clothing should be clean, pressed, and neat. All employees must exercise good judgment and professionalism
when dressing for work, which includes wearing the appropriate undergarments. Facial
piercings (other than the ears) are prohibited.
The following list is a guideline of what attire is appropriate and inappropriate business casual attire:
Appropriate Business Attire:
Dresses (length cannot be more than 3 inches above the knee); suits/pant suits/ties; skirts (length
cannot be more than 3 inches above the knee); blouses/shirts; blazers; vests; dress pants in business
suitable fabrics; any type of business shoe (heels, flats, etc.); Khaki or “docker” style pants;
collared short sleeve shirts.
Inappropriate Business Attire:
Any type of denim (including jean dresses, denim shirts, denim pants, denim skirts, etc.); any material
resembling denim; casual/sport T-shirts (including logo merchandise); shorts or city shorts; stirrup
pants and leggings; casual sandals, athletic or canvas shoes, work boots; flannel shirts; off the
shoulder blouses, halter tops, sun dresses or spaghetti strap dresses, sneakers, thongs or flip flops
and slippers. Any attire that is revealing such as: shorts, crop tops, tank tops, bare midriffs, or items
made of sheer material, are also inappropriate.
Casual Attire:
Certain days of the year may be designated as a casual day or jeans day. The following list is a
guideline of clothing that is appropriate and inappropriate on those days:
Appropriate Clothing:
Jeans, t-shirts, tennis shoes, denim shirts, dresses or skirts, sweatshirts.
12 U.S. Xpress, Inc.

Inappropriate Clothing:
The following is inappropriate attire: Cut-offs, sweat pants, shorts, bib overalls, spandex, off the
shoulder blouses, halter tops, sun dresses or spaghetti strap dresses, thongs or flip flops and slippers.
Any attire that is revealing such as: shorts, crop tops, tank tops, bare midriffs, and/or items
made of sheer material are also inappropriate. Also, wearing baseball caps, sporting shirts with profanity,
nudity, political, or religious slogans are also deemed to be inappropriate.
Please be considerate of co-workers, customers, and guests; good personal hygiene is a must. Perfume
and cologne is permitted, but please be aware that co-workers may have a sensitivity to some
perfumes and soaps.
When an employee violates the dress code policy, management will send the employee home to
change into acceptable attire. If an employee is warned or sent home two times, a written warning
will be issued and placed in the employee’s personnel file. If the dress code policy is violated after
the written warning, the employee will be sent home without pay for the remainder of the day.
E-mail Policy
The company has established a policy with regard to access and disclosure of electronic mail messages
(including email, satcom, instant messaging, or other forms of electronic communication in use
by U.S. Xpress) created, sent or received by company employees using the company’s electronic
mail system.
The company maintains an electronic mail system to assist in conducting Company business. The
electronic mail system is company property. Additionally, all messages composed, sent, or received
on the electronic mail system are, and remain, Company property. They are not the private property
of any employee.
The electronic mail system is not to be used to create any offensive or disruptive messages, including
messages which are considered offensive, any messages which contain sexual implications,
racial slurs, gender-specific comments, or any other comment that offensively addresses someone’s
age, sexual orientation, religious or political beliefs, national origin, or disability. It should also not be
used to solicit or proselytize for commercial ventures, religious or political causes, outside organizations,
or other non-job-related solicitations.
The electronic mail system shall not be used to send (upload) or receive (download) copyrighted materials,
trade secrets, proprietary financial information, or similar materials without prior authorization.
The company reserves and intends to exercise the right to review, audit, intercept, access and disclose
all messages created, received or sent over the electronic mail system for any purpose. The
contents of electronic mail properly obtained for legitimate business purposes, may be disclosed
within the company without the permission of the employee.
Notwithstanding the company’s right to retrieve and read any electronic mail messages, such messages
should be treated as confidential by other employees and accessed only by the intended
recipient. Employees are not authorized to retrieve or read any e-mail messages that are not sent to
them. Any exception to this policy must receive prior approval by the employer. Employees shall not
use a code, access a file, or retrieve any stored information, unless authorized to do so. Employees
should not attempt to gain access to another employee’s messages without the latter’s permission.
Any employee who violates this email policy or uses the electronic mail system for improper purposes
shall be subject to discipline, up to and including discharge.
Employee Handbook
13

Internet Usage Policy
Certain employees may be provided with access to the Internet to assist them in performing their
jobs. The Internet can be a valuable source of information and research. Use of the Internet must be
tempered with common sense and good judgment.
The Company is not responsible for material viewed or downloaded by users from the Internet. Users
are cautioned that many of these pages include offensive, sexually explicit, and inappropriate material.
In general, it is difficult to avoid at least some contact with this material while using the Internet.
Even innocuous search requests may lead to sites with highly offensive content. Users accessing the
Internet do so at their own risk.
Employees must not waste computer resources by sending mass mailings or chain letters, spending
excessive amounts of time on the Internet, playing games, engaging in online chat groups, printing
multiple copies of documents, or otherwise creating unnecessary network traffic. Because audio,
video and picture files require significant storage space, files of this or any other sort may not be
downloaded unless they are business-related. Employees may not use the company’s Internet connection
to download games or other entertainment software, including wallpaper and screen savers,
or to play games over the Internet. Listening to streaming music or watching streaming video is also
prohibited. Accessing external e-mail sources (e.g., Hotmail, AOL, etc.) using U.S. Xpress owned
equipment is strictly prohibited. This type of incidental use of the Internet is prohibited because this
data may in some circumstances circumvent some of the Company’s virus protection measures. The
Company uses software to identify inappropriate or sexually explicit Internet sites. Such sites may
be blocked from access by Company networks. In the event you encounter inappropriate or sexually
explicit material while browsing on the Internet, immediately disconnect from the site, regardless of
whether the site was subject to company blocking software.
Material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating,
defamatory, or otherwise unlawful, inappropriate, offensive (including offensive material concerning
sex, race, color, national origin, religion, age, disability, or other characteristic protected by law), or
in violation of the Company’s equal employment opportunity policy and its policies against sexual
or other harassment may not be downloaded from the Internet or displayed or stored in Company
computers. Employees encountering or receiving this kind of material should immediately report the
incident to their supervisors or the Human Resources Department. The Company’s equal employment
opportunity policy and its policies against sexual or other harassment apply fully to the use of
the Internet and any violation of those policies is grounds for discipline up to and including discharge.
Employees may not illegally copy material protected under copyright law or make that material
available to others for copying. You are responsible for complying with copyright law and applicable
licenses that may apply to software, files, graphics, documents, messages, and other material you
wish to download or copy. You may not agree to a license or download any material for which a registration
fee is charged without first obtaining the express written permission of your Department Vice
President.
To ensure security and to avoid the spread of viruses, employees accessing the Internet through a
computer attached to the Company’s network must do so through an approved Internet firewall. Accessing
the Internet directly by modem is strictly prohibited unless the computer you are using is not
connected to the Company’s network.
Files obtained from sources outside the Company, including disks brought from home; files downloaded
from the Internet, newsgroups, bulletin boards, or other online services; files attached to e-
mail; and files provided by customers or vendors may contain dangerous computer viruses that may
damage the Company’s computer network. Employees should never download files from the Inter-
14 U.S. Xpress, Inc.

net, accept e-mail attachments from outsiders, or use disks from non-Company sources, without first
scanning the material with Company-approved virus checking software. If you suspect that a virus
has been introduced into the Company’s network, notify the Help Desk immediately.
Telephone Monitoring
During the course of ordinary business, members of the management team or their designee may
listen in on department phone lines (such as recruiting or customer service lines) to ensure employees
are being respectful and responsible to customers or for other legitimate business purposes.
Business calls may also be monitored for training purposes or to critique customer service skills and
provide feedback for job performance as needed. Employees will be informed that they may be monitored
at any time during business calls without notification.
In addition, customers will also be notified of possible monitoring. If at any time during the monitoring
process a personal call is identified, the monitoring will immediately be suspended. However, a
continuous excessive level of non-business related phone calls is a basis for disciplinary action.
Disclosure of confidential information and any other recordings of conversations in the workplace by
employees without consent by all parties is prohibited.
Handheld Electronic Devices
Handheld Electronic Devices are defined as portable devices used for electronic communications.
These devices include cell phones, PDAs (personal digital assistants), handheld PCs (personal computers),
and other hybrid handheld communication devices that have cell phone, internet, or email
capabilities. For the purpose of this policy, all of these devices will be called “PDAs.”
While such devices are extremely useful in managing contact information, reviewing documents and
corresponding via electronic mail, the devices should not be used while driving. The use of PDAs
while driving is not only a danger to you, but a danger to the public as well. In order to ensure the
safety of our employees and the public, all employees are prohibited from using Handheld Electronic
Devices while driving.
Privacy Policy
Computers, internet access, e-mail capability, instant messaging, company supplied PDAs, telephones,
etc. are given to our employees to assist them in performance of their job and are authorized
for business use only. Please note, employees should not have an expectation of privacy
in anything that they create, store, send or receive on or via company owned equipment or
systems.
The Company has the right to monitor and review all aspects of its communication systems and
computer system, including but not limited to monitoring internet sites visited by employees, reviewing
and monitoring all messages created, sent and received via the U.S. Xpress e-mail system and
U.S. Xpress instant messenger system, monitoring telephone conversations, and reviewing text messages
received, created or sent on U.S. Xpress owned cell phones and PDAs,
Job Posting and Promotion Policy
USX encourages its employees to grow with the Company and take advantage of the many career
opportunities it has to offer. USX promotes qualified employees from within the Company whenever
possible; however, the positions will be awarded to the most qualified individual from the internal and
external candidate pool. Qualified employees will be given consideration for promotion to an open
position without regard to an individual’s race, age, religion, gender or gender identity, national origin,
marital status, sexual orientation, veteran status, or disability. Employees wishing to transfer must
have worked in their current position at least six months and have no written warnings within the last
six months.
Employee Handbook
15

SAFETY & COMPLIANCE
U.S. Xpress has an on-going, full-time Safety and Compliance program designed to increase awareness
of potential hazards in the workplace and encourage your participation in the reduction of hazards.
It is our goal to provide as safe a working environment as possible. To achieve this goal, each
employee must practice safe work habits at all times. You are expected to follow all Company safety
rules and regulations. To prevent accidents and ensure the safety of visitors and employees, notify
your supervisor or the Safety Department of any unsafe conditions or faulty equipment.
Medical Situations – What To Do
Emergency Situations
• Immediately dial 911 (remember to dial 9-911).
• State your name.
• State the location of the emergency.
• State the nature of the emergency (chest pain, unconsciousness, auto accident, etc.).
• Contact the receptionist in the office and tell him/her that you need assistance from a
Company First Responder and provide your location. The receptionist will contact the First
Responder and direct them to your location.
Any family member that needs to contact an employee in the case of an emergency and cannot reach
the employee directly should call the employee’s immediate supervisor. If the employee’s immediate
supervisor is not known, the family member can call Human Resources to contact an employee. The
caller should inform U.S. Xpress that the call is about an emergency situation.
Non-Emergency Situations
Employees who become ill at work will be sent home. Your supervisor will determine if you need to be
escorted home.
What To Do If You Are Injured At Work
If you are injured while working, report the injury immediately to your supervisor and to the Workers’
Compensation Department at 1-800-601-5500. You will receive medical treatment and will be required
to complete a First Report of Injury form. Consistent with applicable state law, failure to report
an injury within a reasonable amount of time could jeopardize your claim. We ask for your assistance
in alerting management to any condition that could lead or contribute to an employee accident. U.S.
Xpress will abide by all requirements set forth in the Workers’ Compensation Act and any other applicable
law. We will not take adverse action against an employee in retaliation for filing a workers’
compensation claim.
Drug-Free Workplace
U.S. Xpress has taken a strong stand against drugs and/or alcohol in the workplace. The Company
complies with the applicable requirements of the Drug-Free Workplace Act of 1988. Pursuant to
this Act, entering Company property or reporting to work in an unfit condition because of the use or
consumption of controlled substances or alcohol is strictly prohibited. The use, consumption, possession,
transportation or sale of unlawful controlled substances or alcohol while on Company property
or on Company business is strictly prohibited. Likewise no alcohol will be brought onto Company
property or consumed during scheduled work hours (including lunch breaks) or for a four-hour period
preceding scheduled work hours.
16 U.S. Xpress, Inc.

Employees may use over-the-counter drugs and prescription medications for which the employee
has a valid prescription. However, employees are prohibited from using or being under the influence
of any drug or substance, whether use is legal or illegal, that impairs the employee’s ability to perform
the job. Employees should review and comply with instructions on their prescribed or over-thecounter
medications. Possession of paraphernalia used in connection with any drug or substance
subject to this rule shall be evidence of violation of this rule.
Please help us in creating a drug and alcohol-free workplace by reporting any violations to the Human
Resources Department or any member of management.
Employee Handbook
17

COMPANY & PERSONAL PROPERTY
Property Access
Only current employees are allowed general access to U.S. Xpress properties and Service Centers.
All other visitors are to report to the receptionist and/or guard and should be accompanied by a U.S.
Xpress employee at all times when not in the reception area. Guests are required to sign in and out
of the facility. The Company shall provide guests and vendors with approved identification as discussed
below. It is requested that friend or family visitations to employees during the work day be of
a short duration in order to minimize disruption to work schedules.
Physical Access Controls
U.S. Xpress takes the safety and security of our employees, customers, and shipments very seriously.
In fact, U.S. Xpress has made the commitment to the U.S. Customs Service by signing the
Agreement to Voluntarily Participate in Customs-Trade Partnership Against Terrorism (C-TPAT). As
a supporter of the Customs initiatives, we are proud to participate and take an active role in the war
against terrorism by ensuring a more secure supply chain.
All employees have a responsibility to assist us in the positive identification of all employees, visitors,
service providers, and vendors at all points of entry. Vendors and customers should only have
access to those areas of a facility where they have legitimate business. All employees should be
familiar with the security procedures outline below and take an active role in ensuring these security
measures:
• Employees
All office employees will be provided with an identification badge. Badges must be
worn at all times and be visible to others. For this reason, badges must be worn above
the waist with employee’s picture facing out. If you do not have your badge, you must stop
at the front desk (or other designated individual as determined by the facility), provide a
picture identification, and a temporary day badge will be provided to you by the receptionist.
Any company issued identification badges must be surrendered at the time of termination.
Supervisors must return the terminated employee’s badge to Human Resources so that
access can be deleted. Supervisors are responsible for ensuring that employees comply
with this identification badge policy and that their direct reports wear their badges at all
times. Employees must not let people walk through ID entry points behind them if that
person is not wearing an authorized ID badge. Please refer that person to the receptionist
or other designated individual so that a visitor badge can be issued for the day. You must
notify Human Resources immediately if your badge is lost or stolen. Human Resources will
charge a replacement fee of $10 for lost or stolen cards.
• Visitors/Vendors/Service Providers
Visitors, vendors, and service providers must sign in and present photo identification
for documentation purposes to the receptionist or other designated individual, upon
arrival at the USX facility each day. All visitors and service providers should visibly
display temporary identification on their person in a location above the waist and should
be escorted by an employee while on site at all times. Non-employees should never be
allowed to wander the facilities unescorted. Visitors, vendors and service providers must
also sign out on departure from the facility and return any visitor badge that was provided.
Visitor logs must be retained for a minimum of one year.
• Challenging and Removing Unauthorized Persons
All employees have the responsibility to identify, challenge and address
unauthorized/unidentified persons. If you note an authorized visitor or a person unknown
to you without visible identification, please notify your manager or someone in Human
18 U.S. Xpress, Inc.

Resources immediately. Failure to follow access control policies (including repeat instances
of lost/misplaced/stolen badges) may result in disciplinary action for the employee. Failure
to follow access control policies by non-employees may include removal from the USX
property.
Inspection of Persons or Property
U.S. Xpress uses electronic surveillance in all of its facilities for safety and security purposes. We
reserve the right to search any person entering terminals or off-site locations and to search property,
equipment, and storage areas (including, but not limited to equipment, clothing, personal effects, vehicles,
offices, parking lots, desks, cabinets, lunch and equipment boxes, bags or lockers). Employees
and visitors should have no expectation of privacy as to items used or brought onto
Company property.
Personal Vehicle Parking
All employees are instructed to park their personal vehicles in the designated areas. Many locations
have limited facilities for parking. Therefore, to avoid potential accidents and safety hazards, under
no circumstances are employees to park their personal vehicles in non-designated parking or tractortrailer
parking areas or in the vicinity of cargo loading/unloading areas. Parking in the designated
visitor, handicapped, or reserved parking is also prohibited. Parking is not permitted on the grass
portion or driveways of facilities without prior management approval. Employees who park in handicap
parking must provide the Human Resources Department with medical documentation allowing
them to park in this designated area. The company reserves the right to remove, at the employee’s
expense, any vehicle not in compliance with these parking rules. Vehicles without a current registration
are subject to removal at the employee’s expense. U.S. Xpress is not liable for damage or theft
to vehicles while on Company property.
Personal Property
If you should have any personal property stolen at a Company facility, please report the theft to the
Service Center Manager. They will coordinate an investigation and report the theft to the local law
enforcement agency. Your personal property is not insured by U.S. Xpress. The Company is not
responsible for any personal property lost, stolen or damaged on Company property. Additionally,
U.S. Xpress is not responsible for any automobiles parked in Company lots or for property contained
in those vehicles.
Employee Handbook
19

PERSONAL EMPLOYEE INFORMATION
Employment Records
Your employment record or personnel file is the property of U.S. Xpress and is maintained at the
Corporate Headquarters in Chattanooga, Tennessee. You may view your file by setting up an appointment
with the Human Resources Department. Please remember to bring proper identification
(i.e., driver’s license or work ID badge). Personnel files are confidential and will not be discussed or
shown to anyone but the employee or the employee’s supervisor.
Employee File Updates
Your current address, telephone number, and up-to-date family status are very important to us. This
information is needed in the event of emergencies and for maintaining proper payroll deductions and
records for Social Security, withholding taxes and group insurance. Please notify the Human
Resources Department as soon as possible if your personal information changes such as:
• A new social security card
• A new driver’s license
• Change of address and/or telephone
• Any changes in the name or number of dependents, whether by divorce, marriage,
birth or death
You will need to provide the appropriate documentation such as a copy of the marriage, birth or
death certificate, the divorce decree cover page indicating your name change and the judge’s signature
and, where applicable, a copy of your new Social Security card. You will also need to complete
a new W-4 form and, if applicable, a state tax form, available on the HR website or from Human
Resources. If you legally change your name, please send a copy of the decree cover page indicating
your name change and the judge’s signature and a copy of your new Social Security card. You
will also need to complete a new W-4 form, and if applicable, a state tax form, available on the HR
website or from Human Resources. Change of emergency contact name and/or number can be
done on the HR Website or by sending an e-mail message to Human Resources or call the Human
Resources office in Chattanooga, TN at one of the following extensions at 423-510-3232, 3823, 3623
or 3495 or by emailing us at HRCompensation@usxpress.com .
Employment Verifications
All employment verifications for mortgage, loan, apartment applications, etc. are handled through a
third party agency on behalf of U.S. Xpress. Please have the lender or apartment manager call (900)
787-0002 to access your dates of employment and job title. Salary information may be released with
proper release from the employee. Please make sure that you have provided the lender with a signature
allowing the release of your information before they call. Note: There will be a $20 fee charged
to the lender or credit agency for using this service.
All other employment verifications for office personnel may be obtained by contacting Thomas and
Thorngren for dates and job titles at 615-242-8246. Employment verifications for driver personnel
may be obtained at DriverFACTS.com or by calling 888-844-4730.
Employment References
All inquiries regarding a current or former Company employee must be referred to the Human Resources
Department by calling 888-687-0719. Written and verbal requests for a reference should
be referred to the Human Resources Department for handling. No Company employee may issue a
reference letter to any current or former employee without the permission of the Human Resources
20 U.S. Xpress, Inc.

Department, nor should any Company employee release information about any current or former
Company employee over the telephone.
In response to an outside request for information regarding a current or former Company employee,
the Human Resources Department will furnish or verify only an employee’s name, dates of employment,
job title and department. No other data or information regarding any current or former Company
employee, or his/her employment with the Company, will be furnished unless the employee
authorizes the Company to furnish this information in writing. The authorization must also release
the Company from liability in connection with furnishing this information.
Employee Handbook
21

EMPLOYMENT STATUS,
ATTENDANCE, WORKING CONDITIONS
& LEAVE POLICIES
Employment Date or Date of Hire
Your employment date is the date that you started working for the Company. It does not change during
continuous employment and is used for calculating length of service and eligibility date to participate
in the various benefit plans offered by the Company. If you terminate and are later rehired, your
most recent hire date is your employment date.
Employment Status
Full-time
For traditional shift employees, full time status is forty (40) or more scheduled work hours per week.
Full time employees are eligible to participate in employee benefit programs.
Part-time
Part time employees who are regularly scheduled to work less than thirty-three (33) hours per week
are eligible for certain employee benefits based on length of employment.
Temporary Workers
Temporary workers are hired on a temporary basis to perform a specific job for a specific period of
time, usually less than one year. Temporary workers are not eligible for any company benefits.
Exempt and Non-Exempt Classification
Office employees are classified as exempt or non-exempt from overtime pay in accordance with the
Fair Labor Standards Act (FLSA). Status as exempt or non-exempt is determined by job duties as
required by FLSA regulations. Questions regarding exemption status should be directed to the Compensation
Department.
Exempt
Pursuant to the FLSA and applicable state laws, exempt employees perform administrative, professional,
supervisory or management duties. Exempt employees are not entitled to overtime pay.
Non-Exempt Hourly or Salary Non-Exempt
Pursuant to the FLSA and applicable state laws, non-exempt employees are entitled to overtime pay
for hours worked in excess of forty hours per week (or as required by state law).
Recording Your Time
You are required to maintain an accurate record of all time worked. Exempt employees are required
to complete an accurate electronic timesheet each week showing record exceptions, such as sick
leave, vacation, personal leave, etc. Non-exempt employees are required to accurately record time
worked on a timecard and/or timesheet for each day worked. Your timecard and/or timesheet is very
important because the information recorded on your timecard and/or timesheet is used as an accurate
record of your earnings for payroll computation.
22 U.S. Xpress, Inc.

Business Travel
You may be required to travel for business or to attend training sessions. Exempt employees should
count time spent on business travel or training as normal working hours. Non-exempt employees
(hourly or salaried non exempt) will receive compensation for business travel in accordance with the
FLSA as summarized below:
Travel for Business in the Course of a Day: If you travel from home directly to another city
and return home the same day, all of the time away from home, except for meal periods, would be
recorded as working time.
Overnight Travel for Business: Overnight travel for business purposes during your regular
working hours or the weekend equivalent of your regular working hours is compensable if you are
hourly or salary non-exempt. Regular working hours are defined as your normal or usual working
hours. For example, if you normally work from 8am to 5pm, time spent traveling on the weekend
during these hours is compensable. Time spent for meals or spent sleeping would not be counted as
working hours, nor would free time spent at the destination location.
If you are merely a passenger in a vehicle or other form of transportation, and are traveling outside
your normal working hours or their weekend equivalent, you would not record these hours as time
worked. This applies to being a passenger in an automobile, bus, airplane, train or boat. If you are
driving, or performing work as a passenger, you should record this as time worked regardless of your
normal working hours.
Violations of Time Keeping Policies
Violations of the company policies regarding recording time worked are very serious offenses. Employees
that violate these policies are subject to discipline up to and including termination. It is a
violation of the Company’s policy for any employee to falsify a timecard and/or timesheet or to alter
another employee’s timecard. It is a violation of company policy for a manager to knowingly approve
an inaccurate timesheet.
Employees should be aware of this policy and understand that the company does not allow deductions
that violate state or federal laws. Management is prohibited from directing employees to work
off the clock and will be subject to disciplinary action for violation of this policy.
If you believe that an improper deduction has been made to your salary, your pay does not accurately
reflect your hours worked, or if you have been asked to work overtime and not record your time,
you should immediately report the situation to the Human Resources Department. All Reports will be
promptly investigated and corrective action will be taken.
Overtime
Working overtime is sometimes necessitated by customer demand and general business operations.
If there is a need for overtime, your supervisor may ask you to work longer than your normal working
day or report to work on a non-scheduled work day. Employees will be given advance notice when
possible; however, advance notice is not required. Non-exempt hourly employees will be paid time
and one-half (1 ½) for all hours worked over forty (40) hours in any week. Non-exempt salaried employees
will be paid half the employee’s regular rate of pay for all hours worked over forty (40) hours
in any week. Where applicable, prevailing state or federal laws may supersede this policy. All overtime
worked must have prior approval from your supervisor or other management executive responsible
for the department. If you worked overtime without prior management approval, this time must
be reported on your timecard or timesheet. While you will be paid for all hours worked, you may be
subject to disciplinary action for working unauthorized hours.
Employee Handbook
23

Work Assignments
Because of changing business needs, the Company reserves the right to reassign you to a different
work area, job task, or shift. Whenever possible, advance notice will be given prior to these changes.
On-Call Policy
Employees may be required to be available to respond to essential work situations related to his/
her official duties after hours or on weekends. Employees that are in an on-call status are free to
engage in personal pursuits during the on-call period but must provide a telephone number where
they can be reached. Being in on-call status is not considered time worked for purposes of computing
overtime. Employees in an on-call status must be able to report to work within one hour if called
upon. A non-exempt employee who is called back to work shall be compensated in compliance with
the FLSA. Travel time to and from home to report to a work call back is not considered time worked
for computing overtime.
Absence/Tardiness Policy & Procedures
An unapproved absence is an absence that is unscheduled and ultimately has not been approved
by an employee’s supervisor. If you are ill and cannot report to work you must notify your supervisor
before the start of your shift. U.S. Xpress reserves the right to require a doctor’s note for any length
of illness. An unapproved absence will not be considered an offense if it is ultimately approved by an
employee’s supervisor or if it is covered under Short Term Disability Leave, Family Medical Leave,
Tennessee Maternity Leave, Military Leave, absence due to an illness or injury covered by workers’
compensation, jury duty, absence due to a subpoena to appear in court as a witness, or a management
adjusted work schedule. An employee is considered tardy if he or she reports to work (without
obtaining permission from a supervisor) after his/her workday is scheduled to begin. More than five
(5) incidents in a rolling 12-month period will result in discipline up to and including termination. Anyone
who is absent for three consecutive days without notifying his or her supervisor will be considered
to have abandoned their job and voluntarily quit. Further, a doctor’s note may be required for repeated
absences or absences due to illness.
Lunch Periods and Breaks
Office employees are provided a daily lunch break of between 30 and 60 minutes. You are urged to
take the entire allotted time away from your workstation. During this lunch period, you are not to do
any type of work unless authorized specifically by your supervisor. You may also take a fifteen (15)
minute break in the first half of your shift and a fifteen (15) minute break in the second half of your
shift for every four hours worked. Breaks may also be divided into two seven and one half (7 ½) minute
breaks with your supervisor’s approval. However, keep in mind that these breaks are a privilege
and must not be abused.
Payday
U.S. Xpress office employees are paid bi-weekly on Friday. Pay advances or loans are not available.
Please review your paycheck for errors. Paycheck information can be obtained on the Human Resources
Web site by clicking on the Employee Self Service Center. Employees may also print a copy
of their paycheck from this Web site. If you find a mistake, report it immediately. Your supervisor and
the Payroll Department will assist you in correcting the error.
Payroll Deductions
U.S. Xpress is required to deduct Federal and State Withholding (Income Tax) from your paycheck.
Your earnings, marital status and the number of dependents listed on your W-4 form determine the
amount of your tax deduction. Each year you will also receive a W-2 Form showing your total earn-
24 U.S. Xpress, Inc.

ings for the year and the amount of taxes withheld. The following additional deductions will be made
from your check:
• Federal and state taxes (if applicable)
• Medicare and Social Security Tax (FICA)
• Local taxes (if applicable)
• Insurance Coverage (if elected)
• 401(k) (if elected)
• Flexible Spending Account (if elected)
If you claim 10 or more dependents or exempt status, the Internal Revenue tax regulations require
you to complete a new W-4 form by February 15 of each year. In addition, if you are a California
resident, the state of California also requires you to complete a new state tax form. If we do not
receive an updated tax form by February 15, we are required to change your withholding tax rate to a
single rate with zero allowances.
Improper Deductions
U.S. Xpress, Inc. is committed to ensuring that only proper salary deductions are taken from employees’
wages. If at any time you believe that an improper salary deduction (e.g., pay reduction when
absent from work for jury duty) has been taken, you may discuss this matter with your immediate
supervisor or contact the Payroll Department at 1-800-251-6291. Any and all complaints will be fully
investigated by the Payroll Department. If it is determined that the deduction was improperly taken
from your wages, a reimbursement will be promptly made.
Garnishments
If a creditor obtains a garnishment on your earnings, U.S. Xpress is required by law to deduct the
necessary payment from each paycheck until the debt is paid. If a garnishment is received, you will
have until the date of the garnishment to obtain a release. U.S. Xpress prefers that you handle your
financial affairs in such a manner that garnishment will not be necessary. Administration fees may
apply.
Resignation
If you resign from the Company, we would appreciate at least a two-week notice of your resignation.
This act of courtesy will be entered in your personnel record. Employees who resign with good employment
records while with the Company may be considered for re-employment. If you accept other
employment while on leave or scheduled time off, or you do not return to work on the next regularly
scheduled work day following the expiration of an approved leave of absence or scheduled time off,
you may be considered to have resigned.
Please be aware that your benefits with U.S. Xpress, including your group health, dental, vision,
life and disability coverage, cease at midnight on your last day of employment. You may be able to
continue your health, dental, vision and or FSA coverage by electing COBRA coverage and you may
be able to convert your life coverage to an individual policy. Please contact the plan administrator of
these programs should you have any questions. You can also contact the Benefits Department at
ext. 7510 or email at benefits@usxpress.com for further information.
Involuntary Termination Policy
The purpose of this policy is to detail the requirements that must be followed by management regarding
involuntary terminations of employment. Supervisors must contact Human Resources before
initiating any involuntary termination. These include: dismissal, layoff, or terminating any employee
who is absent on disability leave or receiving workers’ compensation benefits. All Company property
must be returned to the supervisor on the last workday.
Employee Handbook
25

Examples of items that must be returned include, but are not limited to:
• Identification cards, keys to buildings, vehicles, and equipment
• Beepers, pagers, cellular telephones, and other communications equipment
• Policy Manuals and other proprietary or confidential material including electronic
copies or files
• Correspondence (such as e-mail), files and records
• Computers, software, documentation, supplies, and other computer-related materials
• Uniforms and tools issued by the Company
• Credit, telephone, and other cards.
Supervisors are responsible for ensuring that all Company property is obtained from terminated employees
and that all financial obligations are satisfied. Upon termination, the supervisor must make
appropriate arrangements to discontinue an employee’s password and/or access to all Company
information systems. This may include but is not limited to financial, employee, departmental, local
area networks, and e-mail accounts. It also includes building security system codes to which the
terminated employee may have had access.
Upon termination, all employees will receive their final paycheck and information on continuing
benefits in a timely fashion and in accordance with state and federal law. The terminating supervisor
must complete an electronic Separation Notice which is located on the Human Resources Web site.
Employees will be paid for unused, earned vacation time when terminating employment with the
Company. No payment is made for unused personal or sick days unless required by state law.
Exit Interview
Human Resources will attempt to conduct an exit interview with an employee who leaves our company
on a voluntary basis. The importance of this interview is to learn how the employee felt about
U.S. Xpress, relevant likes or dislikes, etc. Employee feedback is essential in making U.S. Xpress
an employer of choice.
Rehire of Employees
Employees who voluntarily resign may reapply by completing a new application for employment. All
re-hires need to complete the normal waiting periods for benefits. Rehired employees must reapply
for all benefits and wait the proper time for the onset of coverage.
Vacation
U.S. Xpress full-time employees receive vacation time pursuant to the following schedule. Your vacation
accrual is based on your anniversary date in reference to your date of hire.
After 1 Year:
After 2+ Years:
After 7+ Years:
After 10+ Years:
40 hours
80 hours
120 hours
160 hours
Vacation time may be used within one year of being earned. This policy applies to all exempt and
non-exempt employees working a traditional work schedule. Non-traditional (three-day and four
day work weeks) are discussed below. All vacation time must have your supervisor’s approval and
must be scheduled two weeks prior to requested time off, except in cases of emergency. There is no
carryover or payment for unused vacation time nor is there any payment of accrued vacation upon
termination (either voluntary or involuntary). As a reminder, please note accrued and/or earned sick
or personal days are not paid upon termination.
26 U.S. Xpress, Inc.

California Employees: State law requires that employees may roll over accrued, unused vacation
hours. The maximum amount of time that a California employee may roll over is 200 unused earned
or accrued hours per year. No more than 200 hours may be accrued at any time.
Recording Vacation Time for an Exempt Salaried Worker on a Non-
Traditional Shift
One week of vacation for the employee on the four day or three day shift equates to four days or
three days respectively. Employees who work four day shifts should use leave equivalent to the
number of hours the employee is scheduled to work on the day they are absent. For example, if the
salaried exempt worker is scheduled to work four 10 hour days per week, the employee should use
10 hours for one day of leave. If the employee is scheduled for two 12 hour shifts and two 8 hours
shifts, the employee would use 12 hours of leave if absent on the 12 hour day and 8 hours of leave
if absent on the 8 hour day. If the salaried exempt worker is scheduled to work only three days per
week, the employee should use 13.25 hours for one day of leave regardless of the number of hours
the employee is scheduled to work per day.
Recording Vacation Time for a Non-Exempt Salaried Worker on a Non-
Traditional Shift
One week of vacation for the employee on the four day or three day shift equates to four days or
three days respectively. Employees who work four day shifts should use leave equivalent to the
number of hours the employee is scheduled to work on the day they are absent. For example, if the
salaried non-exempt worker is scheduled to work four 10 hour days per week, the employee should
use 10 hours for one day of leave. If the employee is scheduled for two 12 hour shifts and two 8
hours shifts, the employee would use 12 hours of leave if absent on the 12 hour day and 8 hours of
leave if absent on the 8 hour day. If the salaried non-exempt worker is scheduled to work only three
days per week, the employee should use 13.25 hours for one day of leave regardless of the number
of hours the employee is scheduled to work per day.
Holidays
U.S. Xpress observes six (6) paid holidays each year. All regular, active, full-time employees will
receive holiday pay for the following days:
• New Year’s Day
• Memorial Day
• Fourth Of July
• Labor Day
• Thanksgiving Day
• Christmas Day
Since U.S. Xpress is open 365 days a year, it may be necessary to substitute days for the above holidays.
If so, you will be notified in advance by your supervisor. Eligible non-exempt employees working
a traditional work schedule will receive eight (8) hours of pay for each holiday not worked. Nonexempt
employees working a traditional schedule who work on a holiday will receive pay for actual
hours worked plus the eight (8) hours holiday pay. For example, a non-exempt employee who works
four (4) hours during a holiday will receive four (4) hours regular pay plus eight (8) hours holiday
pay. If the observed holiday falls on a day that is not on the employee’s regular shift, the employee
will receive eight (8) hours holiday pay. For example, an employee works 10 hour shifts Wednesday
through Saturday and the holiday falls on Monday, then the employee receives 40 hours worked and
eight (8) hours holiday pay.
Employee Handbook
27

Employees who have been scheduled to work on a holiday and then fail to report or perform such
work will not receive any pay for the holiday. To be eligible for holiday pay, employees must work their
regularly scheduled workday before and after the holiday, unless on approved time off. This policy
applies to all exempt and non-exempt employees working a traditional work schedule.
Non-exempt employees must record holiday hours and hours worked on a holiday on their timecards
and/or timesheets. Non-exempt employees that work non-traditional shifts will receive holiday pay
for their shift plus regular pay for any hours worked. For example, if a non-exempt employee works
four (4) ten-hour shifts per week, and the holiday falls on one of their workdays, that employee would
receive ten (10) hours holiday pay plus regular pay for any hours worked.
Exempt employees who work during the holiday will receive their regular pay and will be given equivalent
time off for the amount of time worked during the holiday. For example, if an exempt employee
works four (4) hours during a holiday, they will be given four (4) hours paid time off at a later date.
Exempt employees must record holiday hours on their timesheet.
Contact the Compensation Department if you have any questions regarding how holiday and vacation
hours should be recorded on your timesheet.
For exempt employees and those employees on non-traditional shifts, below are examples of how
holidays should taken or recorded on timecards if you are unable to take the holiday off. Please note
that some exceptions may apply to Dedicated accounts.
• If a salaried exempt employee works a holiday, the employee should receive an equivalent
amount of time off with pay on a normal working day.
• How should holiday time be provided to a salaried exempt worker when a holiday falls
on a normal off day If a holiday falls on a normal off day for a salaried exempt employee,
the employee should receive an equivalent amount of time off with pay on a normal
working day. For traditional shift employees, this is generally the Fridaproceeding the
holiday or the Monday following the holiday. For nontraditional shift employees, the
equivalent amount of time off will be scheduled by management.
• How should holiday time be provided to a salaried non-exempt employee on a non
traditional shift when the employee works all or part of the holiday If the holiday falls
on the employee’s normally scheduled shift and the employee works as scheduled, the
employee should enter the normal hours worked and an equivalent number of holiday
hours. For example if the employee is scheduled to work a 12 hour shift on a holiday,
the non-exempt employee records 12 hours regular time and 12 hours of holiday pay If
the employee is called in to work on a holiday that falls on the employee’s normal
day off, the employee should record the actual number of hours worked for that day plus
8 hours of holiday pay. For example, a non-exempt employee who works four(4) hours
during a holiday will receive four (4) hours regular pay plus eight (8) hours holiday pay.
Only time worked is counted toward computation of overtime according to the standards of
the Fair Labor Standard’s Act.
• How should holiday time be provided to a salaried non-exempt employee who officially
requests not to work a holiday that would otherwise fall on the employee’s normal shift
and receives official permission to take the day off The employee should enter
holiday hours equivalent to the number of hours the employee was scheduled to work on
the day they are absent. Please refer to the holiday section of the employee handbook for
a description of the requirements to receive holiday pay.
28 U.S. Xpress, Inc.

• How should holiday time be provided to a salaried non-exempt worker when a holiday
falls on a normal off day If a holiday falls on a normal off day for a salaried non-exempt
employee, the employee should receive an equivalent amount of time off with pay on a
normal working day. For traditional shift employees, this is generally the Friday proceeding
the holiday or the Monday following the holiday. For non- traditional shift employees, the
equivalent amount of time off will be scheduled by management. If an equivalent amount
of time off on a normal working day cannot be provided to the employee, due to business
conditions, the employee shall receive an extra day’s pay to compensate for the holiday.
Sick Days
U.S. Xpress recognizes that inability to work because of sickness or injury may cause economic
hardship. U.S. Xpress also recognizes that employees may require time off to secure necessary
treatment for illness. For these reasons, U.S. Xpress provides paid sick days to full-time employees.
After completing thirty (30) days of employment, eligible new employees will begin to accrue sick
days at the rate of eight (8) hours for every three months worked to a maximum of thirty-two (32)
hours per year. Sick day(s) accrual renews each year as of January 1. Thereafter, employees will
receive sixteen (16) hours as of January 1 and an additional sixteen (16) hours on July 1.
Sick time is to be used only when actually required to recover from illness or non work-related injury.
Sick days will only be paid after they are accrued and will not be carried over from year to year.
Exempt and Non-exempt employees will not receive payment for unused sick days. Sick time will
not be considered “hours worked” for the purposes of calculating overtime. Sick leave may be taken
in no less than two (2) hour increments.
Personal Days
U.S. Xpress permits full-time employees up to two (2) paid personal days off or the equivalent of sixteen
(16) hours annually for personal business that cannot be taken care of outside normal business
hours. It may also be used absences such as caring for a sick child, going to doctor appointments,
or for inclement weather situations when you cannot make the drive to work. Employees may be
granted additional time off for personal reasons without pay.
After completing thirty (30) days of employment, eligible employees begin to accrue personal days
at the rate of 1.33 hours per month worked during the calendar year. Personal days will be paid and
may be taken only after they have accrued. You must give your supervisor notice of your intent to
take a personal day at least two (2) weeks prior to taking that day off, except in emergency situations.
Your supervisor will consider workload priorities in determining whether or not to approve such
requests. However, full consideration will be given to requests for holidays of religious significance
where a reasonable accommodation is possible. Personal time may be taken in no less than two
hour increments.
Personal days will not be considered “hours worked” for the purposes of calculating overtime. There
will be no carry over from year to year and there shall be no payment for unused personal days at
the end of the calendar year except as may be required by state law.
• How many hours of sick or personal time should an exempt salaried worker (on a nontraditional
shift) place on their timesheet for one day off Sick and personal time is
provided in hourly increments. Employees should use leave equivalent to the number of
hours the employee is scheduled to work on the day they are absent.
Employee Handbook
29

• How many hours of sick or personal time should a non-exempt salaried worker place on
their timesheet for one day off Sick and personal time is provided in hourly increments.
Employees should use leave equivalent to the number of hours the employee is scheduled
to work on the day they are absent.
Bereavement Leave
U.S. Xpress recognizes that there are times when employees experience a death in their immediate
family. Full-time employees will be granted up to three days off from work with pay in the event
of the death of their spouse, child, parent, or sibling; up to two days off in the event of the death of a
grandchild or grandparent; and one day off in the event of the death of a father-in-law, mother-in-law,
brother-in-law, or sister-in-law. Time off to attend funeral services of persons not mentioned above
will be paid only if earned vacation or personal leave is available. If you need an extended period
of time off, please contact your supervisor and/or Human Resources to request a leave of absence.
Employees may be asked to turn in a funeral slip or documentation to Human Resources upon their
return.
Jury Duty
The Company recognizes that it is the civic duty of every citizen to do his or her part when called for
jury duty. If you are a full-time employee who is summoned to jury duty, you will be paid your regular
straight time earnings. Reimbursement for jury duty will be limited to service performed Monday
through Friday and will not exceed forty hours of compensation in any week. Jury duty paid by the
court for employees’ non-scheduled work days may be retained by the employee. Employees who
are summoned for jury duty will be granted a leave of absence for the amount of time necessary
to actually perform such duties. Insurance deductions will continue during this period at the normal
rate. Employees are expected to return to work immediately following the conclusion of their duty.
Employees summoned for jury duty must provide a copy of the summons to the Human Resources
Department as soon as possible after receipt. At that time, employees will be instructed as to the
appropriate reporting procedure during leave and returning from leave. U.S. Xpress will make no
attempt to have your service on a jury postponed except when business conditions necessitate such
action.
Time Off to Vote
As required by law, all employees are provided time off with pay to vote in city, county, state and national
elections if it cannot be done outside of normal working hours. You must give your supervisor
advance notice if you require time off to vote.
Personal Leave of Absence
Certain circumstances may arise which require a personal leave of absence. Consideration for
leaves of absence for employees will be made on an individual basis, taking into account the employee’s
work record, attendance record, length of service, and the urgency of the request. The Human
Resources Department must approve all personal leaves of absence. Each request should be
directed to your supervisor in writing indicating the dates the leave will begin and end. Each request
will be considered on its own merit.
U.S. Xpress reserves the right to grant or deny all requests. When your request has been approved,
your continuous service is not broken, providing you return to work at the time you have agreed to
return or have been granted an extension. At the time of your request for personal leave, and at
any time during your leave, please notify Human Resources if you have a disability and will require
an accommodation to return to work. Human Resources will assess each accommodation request
on an individual basis. All leaves unless specifically stated otherwise in writing, will be without pay.
Vacation, sick and personal time will not accrue when an employee is on leave for more than 30
30 U.S. Xpress, Inc.

days. Payment of insurance premiums remains the responsibility of the employee during a leave of
absence. Therefore, employees will be expected to pay the weekly premium cost in order for their
insurance coverage to continue under our group plan. Failure of the employee to pay their insurance
premiums will result in loss of coverage. If your insurance is cancelled for non-payment, you may
be able to re-enroll upon your return from leave, provided you pay all premiums in arrears. Employees
who desire to return from a personal leave of absence will be considered for their original job,
if vacant, or others at the same level of responsibility as soon as such positions become available.
Employees are required to check in with their supervisor weekly while on leave of absence and the
day prior to their return date from leave of absence.
Resignation While on Leave
If an employee accepts other employment while on leave, or does not return to work on the next
regularly scheduled workday following the expiration of the approved leave of absence, the employee
may be considered to have terminated employment.
Military Leave
U.S. Xpress complies with all rights and conditions of the Uniformed Services Employment and
Reemployment Rights Act of 1994 (USERRA). If you are called to active military or to Reserve or
National Guard training, or you volunteer for same, you must notify your supervisor and submit copies
of your military orders to your supervisor and the Human Resources Department as soon as possible.
You will be granted military leave without pay for the period of military service in accordance
with federal and state laws. If you are a reservist or a member of the National Guard, you are granted
time off without pay for required military training.
Employees on military leave for up to 30 days are required to return to work for the first regularly
scheduled shift after the end of service, allowing reasonable travel time. Employees on longer military
leave must apply for reinstatement in accordance with USERRA and all applicable state laws.
Employees returning from military leave for up to 30 days are placed in the position they would have
attained had they remained continuously employed or a comparable position.
Those returning from longer military leave are returned to positions depending on the length of military service
in accordance with USERRA. The returning employees are treated as though they were continuously employed
for purposes of determining those benefits, which are based on length of service.
If the military leave is for an extended or indefinite period of time, the department may fill the position
on a temporary or, possibly regular, basis, to be determined in conjunction with the Human Resources
Department. You may elect to continue health plan coverage for yourself and dependents for
up to 18 months. If your military service is 30 or fewer days, you will be required to pay your normal
share of the premium. If your military service is 31 or more days, you will be required to elect COBRA
and pay COBRA rates for continued coverage.
See also the Family Medical Leave section for more additional information regarding military leave.
Maternity Leave
If you become pregnant, the Company encourages you to consult with your personal physician about
the nature and physical requirements of your job. If you are unable to perform all of the essential
functions of your position because of pregnancy, with or without accommodation, you will be required
to take a leave of absence. You will be granted leave in accordance with the appropriate state law.
Family and Medical Leave Act (FMLA) been employed by the Company for at least one year and
worked 1,250 hours within that year.
Please note that the Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers
Employee Handbook
31

and other entities covered by GINA Title II from requesting or requiring genetic information of employees
of their family members. In order to comply with this law, we are asking that you not provide
any genetic information when responding to this request for medical information. “Genetic information,”
as defined by GINA, includes an individual’s family medical history, the results of an individual’s
family medical history, the results of an individual’s or family member’s genetic tests, the fact that an
individual or an individual’s family member sought or received genetic services, and genetic information
of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by
an individual or family member receiving assistive reproductive services.
Family and Medical Leave
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid,
job-protected leave per year and requires employers to maintain group health benefits during
the leave. The law also includes notice, certification, and record keeping requirements. In order to
be eligible for Family and Medical Leave, you must have been employed by the Company for at least
one year and worked 1,250 hours within that year.
A covered employer must grant an eligible employee up to a total of 12 work weeks of unpaid leave
during any 12-month period for one or more of the following reasons:
• For the birth and care of the newborn child of the employee.
• For placement with the employee of a son or daughter for adoption or foster care.
• To care for an immediate family member (spouse, child, or parent) with a serious
health condition.
• To take medical leave when the employee is unable to work because of a serious
health condition.
• For any qualifying exigency (as the Secretary of Labor will, by regulation, determine)
arising from the fact that a child, spouse, or parent of the employee is on active dut(or
has been notified of an impending call or order to active duty) in the U.S. Armed
Forces in support of a contingency operation.
The FMLA also provides service member family leave. Under the service
member family leave provisions, an eligible employee who is the spouse, child,
parent, or next of kin of a covered service member who is recovering from a serious
illness or injury sustained in the line of duty on active duty is entitled to 26 weeks of
leave in a single 12-month period to care for the service member.
The 12 weeks are figured on a rolling calendar year, meaning that eligibility is based on the 12
months preceding the date of leave.
FMLA is not compensated leave; however paid leave may be used concurrently with FMLA leave.
Employees requiring FMLA leave should contact the Human Resources Department at 1-800-251-
6291 x 3611. Please note that employees requesting FMLA leave will be required to provide medical
certification of their condition prior to taking leave.
Employees should give at least thirty (30) days notice, or as soon as practical, if treatment starts in
less than thirty (30) days. The leave coordinator will mail FMLA certification papers to the employee
immediately upon learning of the need for leave. Certification papers must be returned to work within
15 days of receipt to the Human Resources Department. During the leave, the employee shall not
accrue employment benefits such as retention pay, pension, etc.
Please note that the Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers
and other entities covered by GINA Title II from requesting or requiring genetic information of employees
of their family members. In order to comply with this law, we are asking that you not provide
any genetic information when responding to this request for medical information. “Genetic informa-
32 U.S. Xpress, Inc.

tion,” as defined by GINA, includes an individual’s family medical history, the results of an individual’s
family medical history, the results of an individual’s or family member’s genetic tests, the fact that an
individual or an individual’s family member sought or received genetic services, and genetic information
of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by
an individual or family member receiving assistive reproductive services.
Arrangements will need to be made for employees taking FMLA leave to pay their share of
health insurance premiums. Failure by the employee to pay his/her insurance premiums will
result in loss of coverage. You must contact the Benefits Department (1-800-670-1915) to
make payment arrangements.
An employer’s obligation to maintain health benefits under FMLA stops if and when an employee
informs the employer of an intent not to return to work at the end of the leave period,
or if the employee fails to return to work when the FMLA leave entitlement is exhausted. The
employer’s obligation also stops if the employee’s premium payment is more than 30 days
late and the employer has given the employee written notice at least 15 days in advance advising
that coverage will cease if payment is not received.
In order to return to work, employees must secure a doctor’s release indicating that they may return
to work. If the physician places restrictions on an employee’s ability to return to work, Human
Resources will work with the employee to evaluate whether or not the employee can return to their
former job.
For employees who do not return after the maximum twelve (12) weeks of Family Medical Leave,
employment will be terminated. The Company recognizes that it may sometimes be necessary for
an employee to be out of work for more than 12 weeks to care for their own or a family member’s
illness. However, due to the demands of the business, we are unable to hold positions open for
longer than 12 weeks. If the employee is released to return to work and requests to do so, Human
Resources will assist the employee in expediting the rehire process. However, the employee will be
eligible for rehire only upon review of their record.
Employee Handbook
33

BENEFITS
Insurance and Other Benefits
U.S. Xpress offers a comprehensive benefits package that can be tailored to fit your needs. We offer
major medical plans with prescription drug coverage, dental and vision insurance, voluntary life
insurance and AD&D, short and long term disability, 401(k) plan, Employee Assistance Program, and
IntelliNurse benefit. Complete information can be obtained on-line or by calling the Employee Benefits
Department at 1-800-670-1915.
HIPPA Privacy Regulations
HIPAA NOTICE OF PRIVACY PRACTICES
THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND
DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE READ IT
CAREFULLY.
The Health Insurance Portability and Accountability Act of 1996 (HIPAA) imposes numerous requirements
on employer health plans concerning the use and disclosure of protected health information.
This portion of the Summary Plan Description is a Notice that describes the privacy practices of the
Plan and your legal rights under HIPAA regarding your protected health information held by the Plan.
Among other things, this Notice describes how your protected health information may be used or
disclosed to carry out treatment, payment, or health care operations, or for any other purposes that
are permitted or required by law. This notice applies to your medical (including prescription drug)
benefits, dental benefits, vision benefits and medical reimbursement benefits under the Plan.
How the Plan May Use Your Information:
The Plan is permitted by law to use and disclose your personal medical information (called “Protected
Health Information”) in certain ways without your authorization:
For treatment: So that you receive appropriate treatment and care, the Plan may disclose your
Protected Health Information to coordinate or manage your health care services. For example, the
Plan might disclose information about your prior prescriptions to a pharmacist to determine if prior
prescriptions would cause a problem with a new prescription.
For payment: To make sure that claims are paid accurately and you receive the correct benefits, the
Plan may use and disclose your Personal Health Information to determine plan eligibility and responsibility
for coverage and benefits. For example, the Plan may use your information to confer with
other health plans to resolve a coordination of benefits issue. The Plan may also use your Personal
Health Information for utilization review activities.
For health care operations: To ensure quality and efficient plan operations, the Plan may use your
Personal Health Information in several ways, including plan administration, quality assessment and
improvement, and vendor review. Your information could be used, for example, to assist in the evaluation
of a vendor who supports the Plan. The Plan may contact you to provide information about
treatment alternatives or other health-related benefits and services available under the Plan.
The Plan may also disclose your Protected Health Information to U.S. Xpress Enterprises, Inc. (the
plan sponsor) in connection with these activities and other plan administration activities.
Employees in the following positions may have access to your protected health information for plan
administration purposes: Benefits Department; Privacy Officer; Privacy Manager; Employee Relations
Department; Vice President and Legal Counsel; and Vice President of Human Resources.
34 U.S. Xpress, Inc.

If you are covered under an insured health plan, the insurer also may disclose Protected Health Information
to the plan sponsor in connection with payment, treatment or health care operations.
Other Permitted Uses and Disclosures: Federal regulations allow the Plan to use and disclose
your Protected Health Information, without your authorization, for several additional purposes, in accordance
with law:
• Public health
• Reporting and notification of abuse, neglect or domestic violence
• Oversight activities of a health oversight agency
• Judicial and administrative proceedings
• Law enforcement
• Research, as long as certain privacy-related standards are satisfied
• To a coroner or medical examiner
• To organ, eye or tissue donation programs
• To avert a serious threat to health or safety
• Specialized government functions (e.g., Military and veterans’ activities, national security
and intelligence, federal protective services, medical suitability determinations, correctional
institutions and other law enforcement custodial situations)
• Workers’ compensation or similar programs established by law that provide benefits for workrelated
injuries or illness
• Other purposes required by law, provided that the use or disclosure is limited to the relevant
requirements of such law
In Special Situations: The Plan may disclose your Protected Health Information to a family member,
relative, close personal friend, or any other person whom you identify, when that information is
directly relevant to the person’s involvement with your care or payment related to your care. The
Plan also may use your Protected Health Information to notify a family member, your personal representative,
another person responsible for your care, or certain disaster relief agencies of your location,
general condition, or death. If you are incapacitated, there is an emergency, or you otherwise
do not have the opportunity to agree to or object to this use or disclosure, the Plan will do what in
the administrator’s judgment is in your best interest regarding such disclosure and will disclose only
information that is directly relevant to the person’s involvement with your health care. The Plan will
make other uses and disclosures only after you authorize them in writing. You may revoke your authorization
in writing at any time.
Your Rights Regarding Protected Health Information:
You have the right to:
• Inspect and copy your Protected Health Information
• Amend or correct inaccurate information
• Receive an accounting of certain disclosures of your information made by the Plan.
• However, you are not entitled to an accounting of several types of disclosures including, but
not limited to:
― Disclosures made for payment, treatment or health care operations
― Disclosures you authorized in writing
― Disclosures made before April 14, 2003.
• Receive a paper copy of this notice, even if you agreed to receive it electronically.
Right to Request Restrictions: You may ask the Plan to restrict how it uses and discloses your
Protected Health Information as it carries out payment, treatment, or health care operations. You may
also ask the Plan to restrict disclosures to your family members, relatives, friends, or other persons
you identify who are involved in your care or payment for your care. However, the Plan is not required
to agree to these requests.
Employee Handbook
35

Right to Request Confidential Communications: You may request to receive your Protected
Health Information by alternative means or at an alternative location if you reasonably believe that
other disclosure could pose a danger to you. For example, you may only want to have information
sent by mail or to an address other than your home. For more information about exercising these
rights, contact the office below.
Complaints: If you believe that your privacy rights have been violated, you may file a written complaint
without fear of reprisal. Direct your complaint to the office listed below under “Contacting Us”
or to the Secretary of Health and Human Services, Hubert H. Humphrey Building, 200 Independence
Avenue, SW, Washington, DC 20201.
About this Notice: The Plan reserves the right to change the terms of this notice and to make
the new notice provisions effective for all Protected Health Information it maintains. If this notice is
changed, you will receive a new notice via mail.
Contacting Us: You may exercise the rights described in this notice by contacting the U.S. Xpress
office identified below, which will provide you with additional information. The contact is:
Amanda Thompson
Director, Compensation & Benefits
Human Resources Department
(800) 251-6291 x 3491
COBRA
This section of the Handbook is your notice of continuation coverage rights under the Consolidated
Omnibus Budget Reconciliation Act of 1985 (“COBRA”). COBRA continuation coverage can become
available to you and to your spouse and dependent children, if they are covered under the Plan when
you would otherwise lose your group health coverage. Under the Plan, COBRA continuation coverage
rights apply to medical (including prescription drug), vision and dental benefits and also apply on
a limited basis to medical reimbursement benefits. COBRA continuation coverage is a continuation
of Plan coverage when coverage would otherwise end because of a life event known as a “qualifying
event.” Specific qualifying events are listed later in this notice. COBRA continuation coverage must
be offered to each person who is a “qualified beneficiary.” A qualified beneficiary is someone who
will lose coverage under the Plan because of a qualifying event. Depending on the type of qualifying
event, employees, spouses of employees, and dependent children of employees may be qualified
beneficiaries. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must
pay for COBRA continuation coverage.
If you are an employee covered under the Plan, you have a right to choose this continuation coverage
if you lose your group health coverage because of a reduction in your hours of employment
or the termination of your employment (for reasons other than gross misconduct on your part). If
you are the spouse of an employee covered by the Plan, you have the right to choose continuation
coverage for yourself if you lose group health coverage under the Plan for any of the following four
reasons:
1. The death of your spouse;
2. A termination of your spouse’s employment (for reasons other than gross misconduct)
or a reduction in your spouse’s hours of employment;
3. Divorce or legal separation from your spouse; or
4. Your spouse becomes entitled to Medicare.
36 U.S. Xpress, Inc.

In the case of a dependent child of an employee covered by the Plan, he or she has the right to
continuation coverage if group health coverage under the Plan is lost for any of the following five
reasons:
1. The death of a parent;
2. A termination of a parent’s employment (for reasons other than gross misconduct) or
reduction in a parent’s hours of employment;
3. Parent’s divorce or legal separation;
4. A parent becomes entitled to Medicare; or
5. The dependent child ceases to be a “dependent child” under the U.S. Xpress, Inc.
Employee Benefit Plan
Furthermore, a child born to, or placed for adoption with, the covered employee during the period of
continuation coverage may also become covered as a qualified beneficiary.
Under the law, the employee or a family member has the responsibility to inform the Plan Administrator
of a divorce, legal separation, or a child losing dependent status under the Plan within 60 days of
the date of the event or the date in which coverage would end under the Plan because of the event,
whichever is later. The Company has the responsibility to notify the Plan Administrator of the employee’s
death, termination, and reduction in hours of employment or Medicare entitlement.
When the Plan Administrator is notified that one of these events has happened, the Plan Administrator
will in turn notify you that you have the right to choose continuation coverage. Under the law, you
have at least 60 days from the date you would lose coverage because of one of the events described
above, or the date notice of your election rights is sent to you, whichever is later, to inform the Plan
Administrator that you want continuation coverage. If you do not choose continuation coverage, your
group health insurance coverage will end. Also, if you do not become re-employed within 63 days of
your termination of employment, and you have not chosen continuation coverage, you may lose prior
coverage credit toward pre-existing condition limitation periods when you next become insured.
If you choose continuation coverage, the Company is required to give you coverage which, as of the
time coverage is being provided, is similar to the coverage provided under the plan to similarly situated
employees or family members. The law requires that you be afforded the opportunity to maintain
continuation coverage for 36 months unless you lost group health coverage because of a termination
of employment or reduction in hours. In that case, the required continuation coverage period is
18 months. This18 months may be extended to 36 months if other events (such as a death, divorce,
legal separation, or Medicare entitlement) occur during that 18-month period. If a second qualifying
event occurs, you must make sure that the Plan Administrator is notified of the second qualifying
event within 60 days of the second qualifying event. Continuation coverage for medical reimbursement
benefits is only available through the end of the Plan Year in which the qualifying event occurs.
The 18 months may be extended to 29 months for an individual, and his/her qualified dependents, if
the individual is determined to be disabled (for Social Security disability purposes) at the time of the
qualifying event or at any time during the first 60 days of continuation coverage, and the Plan Administrator
is notified of that determination within 60 days of the date of the determination and before the
end of the 18month period. The affected individual must also notify the Plan Administrator within 30
days of any final determination that the individual is no longer disabled. In no event will continuation
coverage last beyond 3 years from the date of the event that originally made a qualified beneficiary
eligible to elect coverage.
Employee Handbook
37

However, the law also provides that your continuation coverage may be terminated before the end of
the maximum period for any of the following five reasons:
1. The Company no longer provides group health coverage to any of its
employees;
2. You do not pay the premium for your continuation coverage on time;
3. You become covered under another group health plan after the date of your
COBRA election, unless that plan contains any exclusions or limitations with
respect to any pre-existing conditions you or your covered dependents may
have;
4. You become entitled to Medicare after the date of your COBRA election; or
5. You extended coverage for up to 29 months due to your disability and there has
been a final determination that you are no longer disabled.
You do not have to show that you are insurable to choose continuation coverage.
Effective Date of Coverage
The effective dates for your coverage in the Company’s benefit plans are as follows:
Prepays
1st of the month following 60 days
Medical
1st of the month following 90 days
Dental
1st of the month following 90 days
Vision
1st of the month following 90 days
FSA
1st of the month following 90 days
Short Term Disability 1st of the month following 90 days
Long Term Disability 1st of the month following 90 days
Basic Life
1st of the month following 90 days
Supplemental Life 1st of the month following 90 days
401(k)
1st of the month following 6 months
In order to receive benefits, you must enroll within 30 days of your hire date. If you have
not enrolled within the 30-day deadline, you must wait until the next annual open enrollment
period to enroll, unless you have a qualifying event as defined by the Internal Revenue
Service.
Coverage Termination Date
Coverage will terminate at midnight on the day the employee terminates. However, COBRA will be
offered, if applicable, on medical, vision, flexible spending accounts, and dental insurance only. The
Company provided life benefit, along with the voluntary life benefit, may be ported or converted to an
individual policy with Reliance Standard Life Insurance Company upon termination of employment.
Contact the Employee Benefits Department at (1-800-670-1915) to request a conversion/portability
form no later than 30 days after termination.
Internal Revenue Service (IRS) Regulations
Because your premiums for major medical, dental, flexible spending, and vision coverage are not
taxed, the IRS requires that U.S. Xpress follow certain rules in administering these plans. If you
purchase benefits, you cannot make any changes until the next annual enrollment. The only time
employees are permitted to enroll or change their benefits outside of the annual enrollment are when
“qualifying events” occur such as the following:
1. Change in marital status (marriage, divorce).
2. Change in employment status (full-time to part-time).
38 U.S. Xpress, Inc.

3. Death, birth, or adoption.
4. Change in the number of dependents.
5. Change in spouse’s health care coverage.
You have only 30 days to notify the Benefits Department after a qualifying event that changes your
coverage needs. If you wait more than 30 days, you will not be able to make a change until the next
annual enrollment.
Evaluating Your Benefit Needs
To ensure that you choose the plan that is best for your needs, consider the following:
1. Weekly contributions for the plan that are deducted from your pay.
2. Annual deductible for the plan.
3. Annual out-of-pocket maximum.
4. Whether or not your doctors/pharmacies/facilities are in the network.
Be careful not to overspend for coverage that you may not utilize. Also remember that costs are
given in weekly deduction amounts.
Pre-Existing Conditions
The pre-existing condition waiting period, if applicable, would be the 12-month period beginning on
the date you were hired, during which benefits are not available for services received in connection
with a pre-existing condition. If you are a late enrollee, this period can extend to 18 months.
The pre-existing waiting period could be reduced by the period of creditable coverage, provided there
is no break of 63 days or more during which you were not covered under any creditable coverage.
Certificates of Creditable Coverage
The U.S. Xpress Major Medical plan contains a pre-existing condition exclusion, which may limit your
coverage. The pre-existing exclusion period for any pre-existing condition will be reduced by the
total amount of time you were covered by similar creditable health coverage, unless your coverage
was interrupted for more than 63 days. Periods of similar creditable health coverage prior to a break
in coverage of 63 days or more shall not be deducted from the pre-existing condition waiting period.
Any period of time you had to wait to be eligible under an employer’s plan is not considered an interruption
of coverage.
You have the right to demonstrate the amount of creditable coverage you have, including any waiting
periods that were applied before you became eligible for your coverage. For any period after
July 1, 1996, you can ask a plan sponsor or health insurer to provide you with a “certification form”
documenting the periods during which you had health benefit coverage. If you are having trouble
obtaining documentation of your prior creditable coverage, you may contact the plan for assistance in
obtaining documentation of prior creditable coverage from any prior plan or issuer.
Co-Pays
Depending on the coverage you choose, you may have co-pay for office visits, outpatient services,
and prescription drugs. This co-pay is the full amount you will be required to pay for these services.
These amounts are not credited to your annual deductible or out-of-pocket expenses.
Deductibles
You have both a deductible and a maximum out-of-pocket expense that you will be required to
Employee Handbook
39

pay for medical services in the calendar year. Until your medical expenses reach your deductible
amount, you will have to pay all of your medical bills. After you reach your deductible, a percentage
of any subsequent medical bills will be paid by the medical coverage plan – you will have to pay the
difference. If the total amount you have had to pay in the calendar year (your deductible plus your
portion of the subsequent bills) reaches or exceeds the maximum out-of-pocket expense, the medical
coverage plan will then pay 100% of all subsequent bills. Visits to an in-network physician are not
subject to a deductible—you pay only an office visit co-payment.
Mastectomy Coverage
Patients who undergo a mastectomy and who elect breast reconstruction in connection with the mastectomy
are entitled to coverage for the following:
1. Reconstruction of the breast on which the mastectomy was performed;
2. Surgery and reconstruction of the other breast to produce a symmetrical
appearance; and
3. Prostheses and treatment of physical complications at all stages of the
mastec tomy, including lymphodemas.
in a manner determined in consultation with the attending physician and patient.
The coverage may be subject to coinsurance and deductibles consistent with those established for
other benefits. Please refer to the Covered Services section of the Evidence of Coverage document
for details.
Maternity and Newborn Coverage
Your plan provides maternity and newborn infant coverage. Federal law generally prohibits this plan
from restricting benefits for any hospital length of stay in connection with childbirth for the mother or
newborn child to less than 48 hours following a normal vaginal delivery, or less than 96 hours following
a cesarean section.
Federal law also generally prohibits the plan from requiring that a provider obtain authorization to
prescribe a length of stay in excess of the above periods. Please refer to the Covered Services section
of the Evidence of Coverage document for details.
Xpre$$Savings 401(k) Plan
The Xpre$$Savings 401(k) plan is an excellent way to save for your retirement. Employees are
eligible to participate in the plan after six continuous months of service and attainment of age 18.
Participating employees can defer up to 75% of pay (pre-tax) not to exceed annual IRS maximums.
Employees can pick from different funds that feature various levels of risk and return. To enroll,
call (1-888-NROLL-123). To make changes to your account, or to obtain a loan or distribution, call
(1-800-755-5801).
Employee Assistance Program (EAP)
U.S. Xpress provides a Company paid EAP to employees and their families. The EAP is a confidential
counseling, education and referral service through Health Management Systems of America. The
EAP offers confidential consultation for a broad range of personal issues such as depression, alcohol
and drug abuse, relationship concerns, parenting issues, grief over the loss of a loved one, stress
and many others.
The EAP hotline number, available 24 hours a day, 7 days a week is (800-767-5320). The EAP can
help you deal with life’s every day problems.
40 U.S. Xpress, Inc.

On Call International Travel Assistance Program
On Call InternationalTravel Assistance Program is a benefit that provides emergency medical services
to travelers. If you or a dependent are away from home (even out of the United States) and a
medical emergency arises, finding medical care is a single phone call away. This assistance also
includes locating lost luggage. You are eligible for the Travel Assistance Program once you have
completed ninety (90) days of employment. The toll-free number when traveling within the U.S. is
(800-456-3893). When traveling outside the U.S., call (954-389-5400).
CollegeAmerica Savings Plan
CollegeAmerica is a 529 college savings plan sponsored by the Virginia College Savings Plan and
is available in all states. The following are some of the benefits offered through the CollegeAmerica
Savings program:
1. Your earnings can grow tax-free, allowing you to save more.
2. Deductions are taken automatically from your checking or savings account.
3. As part of an employer-sponsored group program, you invest with no sales
charge and have low expenses.
4. You can open an account for anyone, i.e. child, grandchild, spouse or
even yourself.
Perhaps the best news is that CollegeAmerica offers you 21 individual American Funds. You can
invest in one fund or a combination of funds to design a college savings program that meets your
specific time frame and tolerance for risk. American Funds is one of the oldest, largest and most
widely respected mutual fund families in the United States. For more information call (877-770-0009)
toll free or email your questions to Tony D’Andrea Jr., CPA at tony.dandrea@raymondjames.com.
Withdrawals for qualified higher education expenses are free from federal income tax through 2010
unless extended by Congress.
Tuition Assistance Program
U.S. Xpress and its subsidiaries are committed to the need for the continued professional growth and
development of its employees. As evidence of its commitment to academic achievement and professional
development, U.S. Xpress encourages employees to continue to obtain skills, knowledge and
abilities that may increase efficiency and improve their opportunities for career advancement with the
Company.
The Tuition Assistance Program (administered by the Human Resources Department 800-251-6291
x3534) is designed to foster the professional growth and development of the Company’s full-time employees.
The Company will provide tuition assistance to any full-time employee for work-related courses,
courses toward the obtainment of a business or transportation degree, or classes that are of direct
benefit to the employee’s job performance, provided all eligibility requirements have been met.
Assistance will be provided for tuition and mandatory fees associated with educational requirements,
less any applicable taxes, GI Bills, scholarships or grant monies received. A maximum of two
courses or a maximum of 6 hours per semester will be reimbursed, not to exceed $2,500 per calendar
year for an undergraduate degree or a certification program and $3,000 per calendar year for a
graduate degree. Reimbursement will be made for books.
Employee Handbook
41

Employees must sign a statement agreeing to work for U.S. Xpress or one of its subsidiaries for a
minimum of one year following reimbursement of tuition or the employee will be required to repay
reimbursement monies.
In order to be eligible, employees must fulfill all of the following requirements:
• Be a full-time employee;
• Be employed with U.S. Xpress or one of its subsidiaries for a minimum of six months
prior to the enrollment in a course and remain employed for a minimum of one year
following completion of the course;
• Receive an A or a B in the course; and
• Submit the Tuition Assistance authorization paperwork to the Human Resources Department
prior to the start of the class.
Human Resources Web Site
U.S. Xpress provides a Human Resources web site in order to help answer your questions around
the clock. The web site is available 24 hours a day, just click on HR Access. First time users accessing
this web site will be required to register using a social security number. After entering your
social security number, you will enter a confidential user name and password (of your choice). Employees
using this web site will find answers to many questions and access to forms at the click of a
mouse. Highlights available on the web site include:
• Self Service Portal which allows access to change your emergency contact informa
tion, review and edit your benefit elections, view and update your tax information and
view your paychecks.
• Benefits Center, which puts employees in touch with benefit providers and provides
key information on all benefit plans. You can perform a nationwide search for doctors,
hospitals and pharmacies that are in the BlueCross BlueShield and Medco network.
Choose PPO network when conducting the search for a provider for BlueCross. You
can also perform a nationwide search for dentists that are in the Delta Dental network.
• A 401(k) Xpre$$avings plan line with access to the plan summary and link to Diver
sified’s Web site, allowing you the ability to enroll, obtain a loan, check your balance,
change your deferral election or make investment changes.
• A link to the Employee Assistance Program (EAP) with click-on access to the Health
Management Systems of America EAP Web site. Once the registration process is
completed (steps are provided to guide you through this process), you will have the abil
ity to access a wealth of information to include self-improvement programs and a search
engine providing articles on hundreds of topics such as depression, marital issues, par
enting, elder care, and legal to name a few.
You can also access this important benefit by calling (1-800-767-5320) or logging
on to http://www.my-life-resources.com.
The user name is hmsa (all lower case) and
The password is: myresource (all lower case)
• A Human Resources Forms Directory link providing access to the most commonly
used employment forms. For example, forms are provided for all states requiring
income tax withholding. Information regarding where to send the forms is included in
this link.
42 U.S. Xpress, Inc.

The majority of the forms and benefit summaries are in Adobe Acrobat format. If your computer does
not have Adobe Acrobat, simply go to the home page and select “Click here to download Adobe
Acrobat Reader” to download this free software. In addition, you may also contact the Human
Resources Department during regular business hours from 8:00 a.m. to 5:00 p.m. Monday through
Friday for assistance.
Employee Handbook
43