employee handbook 1-1-15_no forms

Page 1
Savant Learning Systems

CHAPTER 1: INTRODUCTORY POLICIES
TABLE OF CONTENTS
A. INTRODUCTION………………………………………………………………….. 3
B. AT-WILL EMPLOYMENT………………………………………………………… 3
C. EQUAL EMPLOYMENT OPPORTUNITY………………………………………. 3
D. DISCRIMINATION, HARASSMENT AND RETALIATION POLICY…………. 4
E. SMOKING POLICY……………………………………………………………….. 5
CHAPTER 2: EMPLOYMENT STATUS
A. REGULAR, FULL-TIME EMPLOYEES…………………………………………. 6
B. REGULAR, PART-TIME EMPLOYEES………………………………………… 6
C. TEMPORARY EMPLOYEES…………………………………………………… 6
D. EXEMPT EMPLOYEES………………………………………………………… 6
E. NONEXEMPT EMPLOYEES…………………………………………………… 6
F. IMMIGRATION LAW COMPLIANCE…………………………………………… 6
CHAPTER 3: WORK HOURS AND WAGES
A. WORK SCHEDULES…………………………………………………………….. 7
B. MEAL AND REST PERIODS……………………………………………………. 7
C. OVERTIME………………………………………………………………………… 7
D. PAYMENT OF WAGES………………………………………………………….. 7
E. PAYROLL DEDUCTIONS……………………………………………………….. 7
F. SALARY PAY…………………………………………………………………….. 7
CHAPTER 4: EMPLOYEE PERFORMANCE AND CONDUCT
A. PERFORMANCE EVALUATIONS……………………………………………… 8
B. TERMINATION STANDARDS OF CONDUCT, AND DISCIPLINE…………. 8
C. OUTSIDE EMPLOYMENT………………………………………………………. 11
D. DRUG AND ALCOHOL ABUSE………………………………………………… 11
E. PUNCTUALITY AND ATTENDANCE………………………………………….. 12
F. CONFIDENTIALITY ……………………………………………………………… 13
G. BUSINESS CONDUCT AND ETHICS…………………………………………. 13
Page 1
Savant Learning Systems

CHAPTER 5: EMPLOYMENT POLICIES
A. PERSONNEL RECORDS……………………………………………………….. 16
B. EMPLOYEE REFERENCES……………………………………………………. 16
C. OPEN-DOOR POLICY…………………………………………………………… 16
D. EMPLOYMENT OF RELATIVES……………………………………………….. 16
E. DRESS CODE …………………………………………………………………… 17
CHAPTER 6: OPERATIONAL CONSIDERATIONS
A. EMPLOYER PROPERTY………………………………………………………. 18
B. TECHNOLOGY SYSTEMS……………………………………………………. 18
C. OFF-DUTY USE OF FACILITIES……………………………………………… 19
D. SECURITY………………………………………………………………………. 19
E. HEALTH AND SAFETY………………………………………………………… 19
F. SOLICITATION AND DISTRIBUTION OF LITERATURE…………………… 19
G. RECREATIONAL ACTIVITIES AND PROGRAMS………………………….. 19
CHAPTER 7: EMPLOYEE BENEFITS
A. INSURANCE BENEFITS………………………………………………………… 20
B. HOLIDAYS………………………………………………………………………… 20
C. FLOATING HOLIDAYS………………………………………………………….. 21
D. PERSONAL TIME OFF………………………………………………………….. 21
E. WORKERS' COMPENSATION…………………………………………………. 22
CHAPTER 8. LEAVE POLICIES
A. PERSONAL LEAVE OF ABSENCE…………………………………………….. 24
B. FAMILY/MEDICAL LEAVE………………………………………………………. 25
C. MILITARY LEAVE………………………………………………………………… 28
D. BEREAVEMENT LEAVE………………………………………………………… 28
E. JURY DUTY……………………………………………………………………….. 28
F. TIME OFF FOR VOTING…………………………………………………………. 29
Employee Handbook Page 2

A. INTRODUCTION
CHAPTER 1: INTRODUCTORY POLICIES
This Employee Handbook (the “Handbook”) is designed to familiarize you with the policies, practices, and
benefits of Savant (“Savant” or the “Company”).
Although the Handbook is not a contract and is not intended to create any expressed or implied
contractual obligations, you are required to read and understand the provisions of the Handbook.
Circumstances will undoubtedly require that the policies, practices and benefits described in the
Handbook change from time to time. Accordingly, except for the at-will employment policy and other
federally and state mandated policies, the Company reserves the right to revise, modify, rescind, delete
or add to the provisions of this Handbook from time to time in its sole and absolute discretion. Such
modifications must be in writing and must be signed by the HR Director of the Company. The Company
will attempt to provide you with notification of such changes when they occur. No oral statements or
representations can in any way change or alter the provisions of this Handbook.
This Handbook contains a summary of the Company’s policies and practices. All previously issued
handbooks and any inconsistent policy or benefit statements or memoranda are superseded.
B. AT-WILL EMPLOYMENT
Employment at the Company is employment at will. Employment at will may be terminated by the
Company or employee with or without cause and with or without notice at any time. Nothing in this
Handbook or in any document or statement shall limit the right to terminate employment at will. No
employee of the Company has any authority to enter into any agreement for employment for a specified
period of time or to make any agreement or representation contrary to the Company's policy of
employment at will. Only the CEO/President of the Company has the authority to make any such
agreement, which must be in writing.
C. EQUAL EMPLOYMENT OPPORTUNITY
This Company is an equal opportunity employer and makes employment decisions on the basis of merit
and business needs. The Company does not unlawfully discriminate on the basis of race, color, religion,
age, national origin, physical or mental disability, sex (which includes sexual harassment, gender
harassment, and harassment based on pregnancy, childbirth, abortion, or related medical conditions),
marital status, membership in the uniformed services, or any other basis protected by state or federal law.
In addition, the Company prohibits the harassment of any individual on any of the bases listed above. For
information about the types of conduct that constitute unlawful harassment and the Company's internal
procedures for addressing complaints of harassment, please refer to the Company's Policy against
Harassment located on the next page of this Handbook.
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a
disability, the Company will make reasonable accommodations for the known physical or mental
limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless
undue hardship would result.
Back to
Top
Page 3
Savant Learning Systems

D. POLICY PROHIBITING DISCRIMINATION, HARASSMENT, AND RETALIATION
The Company is committed to providing a work environment that is free of discrimination and harassment.
In keeping with this policy, the Company strictly prohibits discrimination and harassment of any kind,
including discrimination and harassment on the basis of race, color, religion, age, national origin, physical
or mental disability, sex (which includes sexual harassment, gender harassment, and harassment based
on pregnancy, childbirth, abortion, or related medical conditions), marital status, membership in the
uniformed services, or any other basis protected by state or federal law or local ordinance.
Definitions
Harassment may take many forms, but the most common forms include:
1) Verbal harassment – such as jokes, epithets, slurs, negative stereotyping, and unwelcome
remarks about an individual’s body, color, physical characteristics, or appearance; questions
about a person’s sexual practices; or gossiping about sexual relations.
2) Physical harassment – such as physical interference with normal work; impeding or blocking
movement; assault; unwelcome physical contact; leering at a person’s body; and threatening,
intimidating, or hostile acts that relate to a protected characteristic.
3) Visual harassment – such as offensive or obscene items, including photographs, calendars,
posters, cards, cartoons, e-mails, drawings and gestures, display of sexually suggestive or lewd
objects, unwelcome notes or letters, and any other written or graphic material that denigrates or
shows hostility or aversion toward an individual because of a protected characteristic, that are
placed on walls, bulletin boards, or elsewhere on the employer’s premises or circulated in the
workplace.
4) Sexual harassment – There are two distinct categories of sexual harassment:
a) Quid Pro Quo – When an individual’s submission to or rejection of unwelcome sexual
conduct is used as a basis for employment decisions affecting that individual, including
granting of employment benefits.
b) Hostile Environment – When unwelcome sexual conduct unreasonably interferes with an
individual’s job performance or creates an intimidating, hostile, or offensive working
environment, even if it does not lead to tangible or economic job consequences.
Sexual harassment includes harassment of women by men, of men by women, and samesex
harassment. Sexual harassment is unlawful whether it involves co-worker harassment,
harassment by a supervisor or manager, or by persons doing business with or for the
Company.
The Company prohibits any and all conduct that may reasonably be interpreted as harassment as defined
above whether or not such conduct is pervasive enough or severe enough to meet the technical legal
requirements of harassment.
Back to
Top
Employee Handbook Page 4

Reporting and Investigation
If you believe you have been subject to harassment of any kind or conduct which violates this policy, you
must immediately report the facts of the conduct to your supervisor and/or the HR Director, or both. If, for
any reason, you do not feel comfortable discussing the matter with your supervisor, you should bring the
matter to the attention of the HR Director. The important thing is that you bring the matter to the
Company’s attention promptly so that any concern of harassment can be investigated and addressed
appropriately.
All complaints will be promptly and thoroughly investigated, and all information disclosed during the
course of the investigation will remain confidential, except as necessary to conduct the investigation and
take any remedial action, and in accordance with applicable law. All employees and supervisors have a
duty to cooperate in the investigation of alleged harassment. In addition, failing to cooperate or
deliberately providing false information during an investigation shall be grounds for disciplinary action,
including termination of employment. At the conclusion of its investigation, if the Company determines a
violation of policy has occurred, it will take effective remedial action commensurate with the severity of the
offense. This action may include disciplinary action against the accused party, up to and including
termination. Steps will be taken, as reasonable and necessary, to prevent any further violations of policy.
Retaliation
Retaliation for reporting any incidents of harassment or perceived harassment, for making any complaints
of harassment, or participating in any investigation of incidents of harassment or perceived harassment is
strictly prohibited.
Any report of retaliation by the one accused of harassment, or by co-workers, supervisors, or managers,
will also be promptly and thoroughly investigated in accordance with the Company’s investigation
procedures outlined above. If a complaint of retaliation is substantiated, appropriate disciplinary action,
up to and including discharge, will be taken.
Additional Enforcement Information
In addition to the Company’s internal complaint procedure, employees should also be aware that the
federal Equal Employment Opportunity Commission (“EEOC”) and a parallel state agency investigate and
prosecute complaints of harassment and discrimination in employment. You may contact the state
agency responsible for handling discrimination and harassment complaints or the EEOC directly. Their
phone numbers are listed at www.eeoc.gov .
Modification
This policy can be modified unilaterally by the Company at any time without notice. Modification may be
necessary to maintain compliance with State and Federal regulations and/or accommodate organizational
changes within the Company.
E. SMOKING POLICY
Smoking is prohibited in all areas of Savant offices, company vehicles, and any other enclosed spaces
operated by the Company, except in areas designated by the Company or Building Management as
smoking areas, in accordance with applicable state laws. Violation of this policy may result in disciplinary
action, up to and including possible termination of employment.
Back to
Top
Page 5
Savant Learning Systems

CHAPTER 2. EMPLOYMENT STATUS
A. REGULAR, FULL-TIME EMPLOYEES
All employees with Savant Learning Systems are under a 90 day probationary period.
Regular, full-time employees are those normally scheduled to work and who do work a schedule of 30 or
more hours per week. Regular, full-time employees are eligible for all Company-sponsored benefits.
B. REGULAR, PART-TIME EMPLOYEES
Regular, part-time employees are those who are normally scheduled to work and who do work less than
30 hours per week. Part-time employees are not eligible for Company sponsored benefits.
C. TEMPORARY EMPLOYEES
Temporary employees are those employed for short-term assignments that are not considered regular
employees. Short-term assignments will generally last three months or less. However, an employee will
not change from temporary status to regular, full-time or part-time status because the employee's
assignment is extended. An employee's status will change only if the employee is advised of such a
change, in writing, by the HR Director. Temporary employees will not be eligible for any Companysponsored
benefits except to the extent mandated by state and federal law.
D. EXEMPT EMPLOYEES
Exempt employees include all employees who are classified as exempt from the overtime provisions of
federal and state wage and hour law.
E. NON-EXEMPT EMPLOYEES
Non-exempt employees include all employees who are covered by the overtime provisions of federal and
state wage and hour law.
F. IMMIGRATION LAW COMPLIANCE
All offers of employment are contingent on verification of your right to work in the United States. On your
first day of work, you will be asked to provide original documents verifying your right to work and to sign a
verification form required by federal law.
Back to
Top
Employee Handbook Page 6

A. WORK SCHEDULES
CHAPTER 3. WORK HOURS AND WAGES
The Company is normally open for business between the hours of 8:00 am and 6:00 pm Monday through
Friday. Your manager will assign your individual work schedule.
B. MEAL AND REST PERIODS
For non-exempt employees, meal and rest periods will be provided as required under State and Federal
law. Non-exempt employees must take breaks in accordance with the law.
C. OVERTIME
As necessary, employees may be required to work overtime. However, only non-exempt employees
qualify for overtime pay. To work overtime, a non-exempt employee must obtain written permission from
his/ her supervisor. If a non-exempt employee works overtime without permission, the employee may be
disciplined, up to and including discharge. The Company provides compensation for all overtime hours
worked by non-exempt employees in accordance with state and federal law.
D. PAYMENT OF WAGES
Employees of the Company are paid on the 15th and the 30 th (or the last day of the month, depending on
which comes first), for work performed during the pay period worked. If a regular payday falls on a
holiday or weekend, employees will be paid on the preceding workday. The Company does not permit
advances against paychecks or against unaccrued vacation.
E. PAYROLL DEDUCTIONS
Federal and state laws require that the Company withhold taxes from your wages. These include, but are
not limited to: (1) Federal income tax; (2) state income tax; and (3) Federal Insurance Contributions Act
(FICA)(social security and Medicare). The Company will take other deductions from your wages as
required by law.
If you want to change the number of your exemptions or your marital status for federal or state income tax
withholding purposes, please see your Human Resources Department.
F. SALARY PAY
Subject to any exceptions provided by law, exempt, salaried employees will receive their salary for any
week in which an employee performs any work. For purposes of this salary pay policy, a week is Monday
12:01 a.m. through Sunday midnight.
This salary pay policy is intended to comply with the salary pay requirements of the Fair Labor Standards
Act and shall be construed in accordance with the Act. Employees are encouraged to bring any
questions concerning their salary pay to payroll so that any inadvertent error can be corrected.
Back to
Top
Page 7
Savant Learning Systems

CHAPTER 4. EMPLOYEE PERFORMANCE AND CONDUCT
A. PERFORMANCE EVALUATIONS
All employees will receive periodic performance reviews. Performance reviews will be conducted on the
anniversary date of each employee. However, the frequency of performance evaluations may vary
depending upon your length of service, job position, past performance, changes in job duties, or recurring
performance problems.
Your performance evaluations may review factors such as the quality and quantity of the work you
perform, your knowledge of the job, your initiative, your work attitude and your attitude toward others.
The performance evaluation should help you become aware of your progress and areas for improvement.
After your review, you will be required to sign the evaluation report to acknowledge that it has been
presented to you and discussed with you by your manager and that you are aware of its contents.
You should note that a good performance evaluation does not guarantee a pay raise, because pay
increases may not occur every year, nor is it a promise of continued employment. Your employment at
the Company is expressly at the will of you and the Company. Either you or the Company may terminate
the employment relationship with or without cause and with or without notice at any time. Nothing in this
policy alters at-will employment.
B. TERMINATION, STANDARDS OF CONDUCT, AND DISCIPLINE
Voluntary Termination
An employee who voluntarily resigns his/her employment or fails to report to work for three (3)
consecutively scheduled workdays without notice to or approval by his/her manager will be considered to
have voluntarily terminated employment with the Company. All Company-owned property must be
returned immediately upon termination of employment.
Standards of Conduct
The types of misconduct identified below are merely examples of conduct that may lead to disciplinary
action. They do not constitute a complete list of all types of conduct that can result in disciplinary action,
up to and including discharge. Neither the list of prohibited conduct nor the disciplinary action referenced
above alters the at-will nature of your employment. Either you or the Company can terminate the
employment relationship without any cause, without any reason, and in the absence of employee
misconduct. The following is prohibited and will not be tolerated by the Company.
Prohibited Conduct
1. Unlawful harassment, including sexual harassment.
2. Stealing or removing, without permission, Company property or property of another employee, a
customer, or a visitor.
3. Engaging in acts of violence or threats of violence toward employees.
4. Causing, creating, or participating in a disruption of any kind during working hours on Company
property.
5. Violation of any Company safety or security rule.
Back to
Top
Employee Handbook Page 8

6. Possession or use of alcoholic beverages or being under the influence of alcohol on company
property, with the exception of approved Company sponsored events.
7. Possession of illegal drugs or being under the influence of illegal drugs on Company premises.
8. Falsification of employment records, employment information, or other Company records.
9. Engaging in acts of theft or sabotage.
10. Unauthorized use of Company equipment, time, materials, or facilities.
11. Giving the Company's products away free of charge or at a discount to any person or in violation
of the Company's policies without written consent of CEO/President.
12. Deliberate destruction or damage to any Company property or the property of any employee, a
customer, or a visitor.
13. Bringing or possessing firearms, weapons, or any other hazardous or dangerous devices on
Company property or during on-duty time without proper authorization.
14. Neglect or carelessness which results in damage or destruction of customer's or the Company's
property or endangers the life or health of any person.
15. Breach of confidentiality of personnel information.
16. Pleading guilty to or being convicted of a crime that indicates the employee is unfit for the job or
poses a threat to the safety or well being of the Company's employees, customers, or property.
17. Failure to observe OSHA regulations.
18. Any deliberate action that is extreme in nature and is obviously detrimental to the Company's
efforts to operate profitably.
19. Insubordination, including, but not limited to, failure or refusal to obey the instructions of a
supervisor or the use of abusive or threatening language toward a supervisor.
20. Violations involving the non-disclosure (secrecy) agreement or failure to maintain the
confidentiality of the Company's, client’s, or potential client’s proprietary information.
21. Unsafe handling of equipment and/or hazardous materials/chemicals.
22. Unsatisfactory job performance.
23. Violation of Company’s Smoking policy.
24. Failure to observe working schedules, including lunch and break periods.
25. Any action that involves unsafe conduct.
26. Reporting working time inaccurately.
27. Working unauthorized overtime or refusing to work assigned overtime.
28. Tardiness.
29. Unreported absence of three (3) consecutive scheduled workdays.
30. Offensive appearance or grooming.
31. Failure to report to supervisor promptly, the loss of or known malfunctioning of tools, vehicles or
equipment, electrical or mechanical.
Back to
Top
Page 9
Savant Learning Systems

32. Convictions for traffic violations or driving under the influence of alcohol or drugs while performing
Company business in a Company vehicle.
33. Reckless use of and/or damage to Company vehicle.
34. Lack of courteous treatment of customers/co-workers.
35. Failure to provide a physician's certificate when requested or required to do so.
36. Committing a fraudulent act or a breach of trust under any circumstances.
37. Engaging in any conduct which is not in the best interest of the Company.
Discipline
When appropriate a policy of progressive employee discipline will be followed by supervisors. Major
elements of this policy may include:
1. VERBAL WARNING: The first step in the Company's progressive disciplinary policy is the "verbal
warning." This is an oral warning to an employee that his/her conduct is unacceptable, and that
repeated or continued failure to conform his/her conduct or performance to the Company
standards will result in more severe disciplinary action. A record of the warning may be made and
retained in the employee's personnel file.
2. WRITTEN WARNING: The second step is a "written warning." This warning will describe the
unacceptable conduct or performance of the employee and specify needed changes or
improvements. A copy of the written warning will be retained in the employee's personnel file.
3. FINAL WRITTEN WARNING: Suspension of the employee's employment may, at the sole
discretion of the Company, be used as a third step. The length of the suspension will vary based
upon such factors as the severity of the offense, the employee's performance, and the
employee's disciplinary record. Reasons employees may be suspended include, but are not
limited to, repeated instances of minor misconduct, failure to conform his/her conduct or
performance to the standards of his position, or for a single serious offense. A record of the
suspension will be retained in the employee's personnel file.
4. TERMINATION: The final step in the disciplinary procedure is the termination of the employee. If
an employee fails to conform, his conduct or performance to the standards required by the
Company, the Company may, in its sole discretion, terminate the employee's employment.
Notwithstanding the foregoing progressive disciplinary procedure policy, the Company reserves the right
to administer discipline in such a manner as it deems appropriate to the circumstances and may, in its
sole discretion, eliminate any or all of the steps in the progressive discipline procedure.
It should be remembered that employment is at the mutual consent of the Employee and the Company.
Accordingly, either the Employee or the Company can terminate the employment relationship at will, with
or without notice, and with or without cause.
Back to
Top
Employee Handbook Page 10

C. OUTSIDE EMPLOYMENT
While employed by the Company, employees are expected to devote their energies to their jobs with the
Company. For this reason, second jobs are strongly discouraged. The following types of outside
employment are strictly prohibited:
1. Employment that conflicts with an employee's work schedule, duties, and/or responsibilities.
2. Employment that creates a conflict of interest or is incompatible with the employee's employment
with the employer.
3. Employment that interferes with the protection of the Employer's proprietary or confidential
information.
5. Employment that impairs or has a detrimental effect on the employee's work performance with
the employer.
6. Employment that requires the employee to conduct work or related activities on the employer's
property during the employer's working hours or using the employer's facilities and/or equipment.
7. Employment that directly or indirectly competes with the business or the interests of the
employer.
8. Employment that creates a situation of current or future remuneration.
Employees who wish to engage in outside employment must submit a written request to the Company
explaining the details of the outside employment. If the outside employment is authorized, the Company
assumes no responsibility for the outside employment. No work related to an employee's outside
employment may be performed during Company time, with Company property or equipment, or on
Company premises. The Company shall not provide workers' compensation coverage or any other
benefit for injuries occurring from or arising out of outside employment. Authorization to engage in
outside employment can be revoked at any time.
D. DRUG AND ALCOHOL ABUSE
The Company is concerned about the use of alcohol, illegal drugs, or controlled substances as it affects
the workplace. Use of these substances, whether on or off the job, can adversely affect an employee's
work performance, efficiency, safety, and health and, therefore, seriously impair the employee's value to
the Company. In addition, the use or possession of these substances on the job constitutes a potential
danger to the welfare and safety of other employees and exposes the Company to the risks of property
loss or damage or injury to other persons. The use of alcohol must be pre-approved, for example,
Company sponsored events.
Standards of Conduct
The following rules and standards of conduct apply to all employees either on Company property or
during the work day (including meals and rest periods). The following are strictly prohibited by the
Company:
1. Possession or use of alcohol or being under the influence of alcohol while on the job; unless
authorized Company events.
2. Driving a Company vehicle while under the influence of alcohol.
Back to
Top
Page 11
Savant Learning Systems

3. Distribution, dispensation, sale, or purchase of an illegal or controlled substance while on the job;
and
4. Unlawful manufacture, possession or use of a controlled substance, or being under the influence
of an illegal or controlled substance while on the job.
Violation of the above rules and standards of conduct shall result in disciplinary action, up to and
including termination. The Company also may bring the matter to the attention of appropriate law
enforcement authorities.
Enforcement
In order to enforce this policy, the Company reserves the right to conduct searches of Company property
or employees and/or their personal property upon reasonable suspicion of unauthorized possession of
alcohol, illegal drugs, or controlled substances and to implement other measures necessary to deter and
detect abuse of this policy. A request to search is not indicative of individualized suspicion.
An employee's conviction on a charge of illegal sale or possession of any controlled substance while off
Company property will not be tolerated because such conduct, even though off duty, reflects adversely on
the Company. In addition, the Company must keep people who sell or possess controlled substances off
Company premises in order to keep the controlled substances themselves off the premises.
An employee is subject to disciplinary action, up to and including termination, if the employee works while
impaired by a prescription or over-the-counter drug and that impairment affects the employee's ability to
safely perform the job or affects the safety or well-being of others. Notwithstanding the foregoing, the
Company will make reasonable accommodations for the known physical or mental limitations of an
otherwise qualified individual with a disability unless undue hardship would result.
E. PUNCTUALITY AND ATTENDANCE
Employees are expected to report to work as scheduled, on time and prepared to start work. Employees
also are expected to remain at work for their entire work schedule, except for meal periods or when
required to leave on authorized Company business. Late arrival, early departure, or other absences from
scheduled hours are disruptive and must be avoided whenever possible.
If you are unable to report for work on any particular day, you must call and speak with your supervisor at
least one (1) hour before the time you are scheduled to begin working for that day. If you call less than
one (1) hour before your scheduled time to begin work, you can be considered tardy for that day. If you
know in advance that you are going to be absent, you must schedule the absence with your supervisor at
least one week in advance.
If you are absent three days without contacting your supervisor, you will be considered to have voluntarily
terminated your employment.
Excessive absences, abuse of the Company's PTO policy, failure to report absences on time, and
excessive tardiness may lead to discipline, up to and including discharge. Absences are excessive if they
occur frequently or if they show a pattern. Tardiness is excessive if you are frequently or unnecessarily
late or if you demonstrate a pattern of tardiness.
Back to
Top
Employee Handbook Page 12

F. CONFIDENTIALITY
Each employee is responsible for safeguarding confidential information obtained in connection with his/
her employment. In the course of your work, you may have access to confidential information regarding
the Company, its suppliers, its customers, or even fellow employees. It is your responsibility to in no way
reveal or divulge any such information unless it is necessary for you to do so in the performance of your
duties. Access to confidential information should be on a "need-to-know" basis and must be authorized
by your manager. Any breach of this policy will not be tolerated and legal action may be taken by the
Company.
G. BUSINESS CONDUCT AND ETHICS
This Code of Ethics and Business Conduct (Code) embodies our commitment to conduct business in
accordance with all applicable laws, rules and regulations, to provide honest and ethical conduct,
including fair dealing and the ethical handling of conflicts of interest, and the prompt internal reporting of
violations. We have adopted this Code to promote compliance and avoid even the appearance of
improper conduct. Failure to comply may lead to company-imposed sanctions, including immediate
dismissal for cause, whether or not there is a violation of law.
This Code applies to all employees, officers, and directors of Savant Learning Systems, Inc. (Savant).
We expect our consultants, vendors, contractors, and other third parties we do business with to abide by
the portions of this Code applicable to our relationship.
All employees must understand this Code. We cannot list all activities that may violate this Code or what
is appropriate in every circumstance. However, the following are some rules regarding specific areas.
These are not exhaustive and do not limit the generality of this Code. Use good judgment and common
sense and avoid even the appearance of improper behavior.
Build Trust and Credibility
The success of our business is dependent on the trust and confidence we earn from our employees and
customers. We gain credibility by adhering to our commitments, displaying honesty and integrity and
reaching company goals through honorable conduct. It is easy to say what we must do, but the proof is in
our actions. Ultimately, we will be judged on what we do.
When considering any action, it is wise to ask: will this build trust and credibility for Savant? Will it help
create a working environment in which Savant can succeed over the long term? Is the commitment I am
making one I can follow through with? The only way to maximize trust and credibility is by answering
“yes” to those questions and by working every day to build our trust and credibility.
Respect for the Individual
We all deserve to work in an environment where we are treated with dignity and respect. Savant is
committed to creating such an environment because it brings out the full potential in each of us, which, in
turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste
Savant is an equal employment/affirmative action employer and is committed to providing a workplace
that is free of discrimination of all types from abusive, offensive or harassing behavior. Any employee
who feels harassed or discriminated against should report the incident to his or her manager or to human
resources.
Back to
Top
Page 13
Savant Learning Systems

Create a Culture of Open and Honest Communication
At Savant, everyone should feel comfortable to speak his or her mind, particularly with respect to ethics
concerns. Managers have a responsibility to create an open and supportive environment where
employees feel comfortable raising such questions. We all benefit when employees exercise their power
to prevent mistakes or wrongdoing by asking the right questions at the right times.
Savant will investigate all reported instances of questionable or unethical behavior. In every instance
where improper behavior is found to have occurred, the company will take appropriate action. We will not
tolerate retaliation against employees who raise genuine ethics concerns in good faith.
Employees are encouraged, in the first instance, to address such issues with their managers or the HR
Director, as most problems can be resolved swiftly. If for any reason that it is not possible or if an
employee is not comfortable raising the issue with his or her manager or HR, the COO/CFO does operate
with an open-door policy.
Set the Tone at the Top
Management has the added responsibility for demonstrating, through their actions, the importance of this
Code. In any business, ethical behavior does not simply happen; it is the product of clear and direct
communication of behavioral expectations, modeled from the top and demonstrated by example. Again,
ultimately, our actions are what matters.
To make our Code work, managers must be responsible for promptly addressing ethical questions or
concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers
should not consider employees’ ethics concerns as threats or challenges from their authority, but rather
as another encouraged form of business communication. At Savant, we want the ethics dialogue to
become a natural part of daily work.
Uphold the Law
Savant’s commitment to integrity begins with complying with laws, rules and regulations where we do
business. Further, each of us must have an understanding of the company policies, laws, rules and
regulations that apply to our specific roles. If we are unsure of whether a contemplated action is
permitted by law or Savant policy, we should ask advice from the resource expert. We are responsible for
preventing violations of law and for speaking up if we see possible violations.
Competition
We are dedicated to ethical, fair and vigorous competition. We will sell Savant products and services
based on their merit, superior quality, functionality and competitive pricing.
Conflicts of Interest
We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make
objective and fair decisions when performing our jobs. At times, we may be faced with situations where
the business actions we take on behalf of Savant may conflict with our own personal or family interests
because of the course of action that is best for us personally may not be the best course of action for
Savant. We owe a duty to Savant to advance its legitimate interests when the opportunity to do so arises.
We must never use Savant property or information for personal gain or personally take for ourselves any
opportunity that is discovered through our position with Savant.
Back to
Top
Employee Handbook Page 14

Confidential and Proprietary Information
Integral to Savant’s business success is our protection of confidential company information, as well as
nonpublic information entrusted to us by employees, customers, and other business partners.
Confidential and proprietary information includes such things as pricing and financial data, customer
names/addresses or nonpublic information about other companies, including current or potential
customers, suppliers, and vendors. We will not disclose confidential and nonpublic information without a
valid business purpose and proper authorization.
Use of Company Resources
Company resources, including time, material, equipment and information, are provided for company
business use. Employees and those who represent Savant are trusted to behave responsibly and use
good judgment to conserve company resources. Managers are responsible for the resources assigned to
their departments and are empowered to resolve issues concerning their proper use. In order to protect
the interests of the Savant network and our fellow employees, Savant reserves the right to monitor or
review all data and information contained on an employee’s company-issued computer or electronic
device, the use of the Internet. We will not tolerate the use of company resources to create, access,
store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit or
otherwise offensive or inappropriate.
Accountability
Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and
for raising questions if we are uncertain about company policy. If we are concerned whether the
standards are being met or aware of violations of the Code, we must contact the HR department.
Savant takes seriously the standards set forth in the Code, and violations are cause for disciplinary action
up to and including termination of employment.
Information and Resources
Nassar Nassar, CEO 731-393-4468 ext 307
Tommy Legins, COO/CFO 731-393-4468 ext 311
Mimi DuBois, HR Director 731-393-4468 ext 316
Back to
Top
Page 15
Savant Learning Systems

A. PERSONNEL RECORDS
CHAPTER 5. EMPLOYMENT POLICIES
To the extent that state law allows employees access to their personnel file, employees will be granted
the right to review records in compliance with state law. Please contact the HR Director to set up an
appointment if you wish to see or copy certain papers in your personnel file.
To ensure that the files are kept up to date, employees should inform their supervisors or Payroll of any
personnel changes such as address, phone number, marital status, or changes in the number of
dependents.
B. EMPLOYEE REFERENCES
All requests for references must be directed to the HR Director. No other manager or employee is
authorized to release references for current or former employees. The Company's policy as to references
for employees who have left the Company is to disclose only the dates of employment and the title of the
last position held. No other information will be provided.
C. OPEN-DOOR POLICY
At some time, you may have a complaint, suggestion, or question about your job, your working
conditions, or the treatment you are receiving. Your good-faith complaints, questions, and suggestions
are also of concern to the Company. When you have job-related concerns or complaints, we encourage
you to take the following steps:
1. Within a week of the events that cause the concern, bring the situation to the attention of your
immediate supervisor (or to any other member of management) who will then investigate and
provide a solution or explanation. The Company emphasizes that an employee is not required to
complain first to his/her supervisor if that supervisor is the individual with whom the employee has
a problem.
2. If the problem persists, you may put it in writing and present it to the HR Director who will
investigate and provide a solution or explanation. It is recommended that you bring the matter to
the HR Director as soon as possible after you believe that your immediate supervisor has failed to
resolve the matter.
3. If the problem is not resolved, you may present the problem in writing to the CEO/President of the
Company who will attempt to reach a final resolution. This procedure, which we believe is
important for both you and the Company, cannot result in every problem being resolved to your
satisfaction.
D. EMPLOYMENT OF RELATIVES
Relatives of employees may be eligible for employment with the Company only if the individuals involved
do not work in a direct managerial relationship, or in job positions in which a conflict of interest could
arise. "Relatives" are defined to include spouses, children, siblings, parents, in-laws, and step-relatives.
Present employees who marry will be permitted to continue working in the job position held only if they do
not work in positions as noted above. If employees who marry do work in a direct supervisory
relationship with one another, the Company will attempt to reassign one of the employees to another
Back to
Top
Employee Handbook Page 16

position for which he or she is qualified, if such a position is available. If no such position is available,
then one of the employees will be required to leave the Company. The decision as to who shall leave will
be made by the spouse-employees. Additionally, at any time, the CEO/President of the company
reserves the right to grant exceptions to this policy based on business needs and requirements.
E. Dress Code
Employees must wear proper business attire to allow them to conduct business at all times in a
professional manner in their respective market areas.
Back to
Top
Page 17
Savant Learning Systems

CHAPTER 6. OPERATIONAL CONSIDERATIONS
A. EMPLOYER PROPERTY
All Company property must be maintained according to Company rules and regulations. The Company
reserves the right to inspect all Company property to insure compliance with its rules and regulations,
without notice to the employee and/or in the employee's absence.
Prior authorization must be obtained before any Company property may be removed from the premises.
An employee's personal property, including, but not limited to, lockers, packages, purses,and backpacks,
may be inspected upon reasonable suspicion of unauthorized possession of Company property or for
other legitimate business reasons.
B. TECHNOLOGY SYSTEMS
The Company provides an e-mail system, voice mail system, access to the Internet, and other technology
systems to assist employees in conducting Company business. All information, data, and messages
created, received, sent or stored in these systems are, at all times, the property of Company. The
foregoing systems are to be used solely for business-related purposes. All existing Company policies
apply to Employee conduct on the Internet and use of all technology systems, including, but not limited to,
Company policies regarding intellectual property, misuse of Company property, discrimination,
harassment, sexual harassment, information, and data security and confidentiality.
The Company does not allow these systems to be used in creating, receiving, sending, or storing data
that may reasonably be considered to be offensive, defamatory, obscene, or harassing. Such data
includes, but is not limited to, sexual images and comments, racial and gender-based slurs, or anything
that would reasonably be expected to offend someone based on their race, religion, age, national origin,
physical or mental disability, sex, or any other factor protected by law. Any such use would violate this
policy and may violate the Company’s policy against harassment. In particular, the display of any kind of
sexually explicit image or document on any Company system is a violation of the Company’s policy on
sexual harassment. Employees who are aware of the misuse of these systems by other employees shall
report the misuse to a manager immediately.
All Employees should be aware that the Company has software and systems in place that are capable of
monitoring and recording all network traffic to and from any computer Employees may use. The
Company reserves the right, to the extent allowed under State and Federal law, to access, review, copy,
and delete any of the information, data, or messages accessed through these systems with or without
notice to the Employee and/or in the Employee’s absence. This includes, but is not limited to, all e-mail
messages sent or received, all web site visits, all chat sessions, all news group activity (including groups
visited, messages read, and Employee postings), and all file transfers into and out of the Company’s
internal networks. The Company further reserves the right to retrieve previously deleted messages from
e-mail or voice mail and monitor usage of the Internet, including web sites visited and any information
employees have downloaded. In addition, the Company may review Internet and technology systems’
activity and analyze usage patterns, and may choose to publicize this data to assure that technology
systems are devoted to legitimate business purposes. Accordingly, no Employee should have any
expectation of privacy as to his/ her Internet or technology systems usage and should not use these
systems for information they wish to keep private.
Back to
Top
Employee Handbook Page 18

The Company reserves the right to inspect any and all files stored in all areas of the Company’s network,
including those assigned to individual Employees and those stored on any Company computer, in order
to assure compliance with this and other Company policies.
C. OFF-DUTY USE OF FACILITIES
Employees are prohibited from being on Company premises or making use of Company facilities while
not on duty. Employees are expressly prohibited from using Company facilities, Company property, or
Company equipment for personal use.
D. SECURITY
The security of facilities as well as the welfare of our employees requires that every individual be
constantly aware of potential security risks. You should immediately notify your manager when unknown
persons are acting in a suspicious manner, in or around the facilities, or when keys, security passes, or
identification badges are lost or misplaced.
E. HEALTH AND SAFETY
Every employee is responsible for the safety of himself or herself as well as others in the workplace. To
achieve our goal of maintaining a safe workplace, everyone must be safety conscious at all times. The
Company complies with all state and federal laws governing worker safety.
F. SOLICITATION AND DISTRIBUTION OF LITERATURE
In order to ensure efficient operation of the Company's business and to prevent annoyance to employees,
it is necessary to control solicitations and distribution of literature on Company property. The Company
has established the following rules applicable to all employees governing solicitation, distribution of
written material, and entry onto the premises and work areas. All employees are expected to comply
strictly with these rules. Any employee who is in doubt concerning the application of these rules should
consult with his/ her manager immediately.
No employee shall solicit or promote support for any cause or organization or distribute or circulate any
written or printed material in work areas during his/ her working time or during the working time of the
employee or employees at whom such activity is directed.
Under no circumstances will non-employees be permitted to solicit or to distribute written material for any
purpose on Company property.
G. RECREATIONAL ACTIVITIES AND PROGRAMS
The Company or its insurer will not be liable for the payment of workers' compensation benefits for any
injury that arises out of an employee's voluntary participation in any off-duty recreational, social, or
athletic activity that is not part of the employee's work-related duties.
Back to
Top
Page 19
Savant Learning Systems

A. INSURANCE BENEFITS
CHAPTER 7. EMPLOYEE BENEFITS
Medical Insurance: The Company provides a comprehensive medical, dental, vision, and life insurance
plan for eligible employees and their dependents. Regular, full-time employees and regular, part-time
employees who are consistently scheduled to work 30 or more hours a week are eligible for the plan as of
the 15th day of month following 30 days of employment.
401(k): The Company’s 401(k) program is managed by Edward Jones and administered with American
Funds mutual fund company. All regular, full-time and regular, part-time employees are eligible to
participate in the Plan upon completion of 90 days of service with the Company and have also attained
age 21. The employee’s money is always 100% vested in the deferral account. The Company’s
contributions are on a six year vesting schedule. The Company matching is at the discretion of the
Company.
Workers' Compensation: At no cost to you, you are protected by the Company's workers'
compensation insurance policy while employed by the Company. The policy covers you in case of
occupational injury or illness. If you are injured while working, please report it immediately to your
supervisor, regardless of how minor the injury may be.
If there is any conflict between this Handbook and the official Summary Plan Descriptions (SPDs) or plan
documents, the Official SPDs and/or plan documents will govern. Copies of these documents are
available for your review from the HR Director.
The Company reserves the right to cancel or change the benefits it offers to its employees at any time.
B. HOLIDAYS
The Company observes eight (8) paid holidays per year:
• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Friday after Thanksgiving
• Christmas Eve
• Christmas Day
When a holiday falls on a Saturday, it is usually observed on the prior Friday, but if the holiday falls on a
Sunday, it is usually observed on the following Monday. Holidays that fall during a scheduled vacation do
not count as a vacation day used.
To be eligible for holiday pay, you must be regularly scheduled to work on the day on which the holiday is
observed and must work your regularly scheduled working days immediately preceding and immediately
following the holiday, unless an absence on either day is approved in advance by your manager.
Back to
Top
Employee Handbook Page 20

C. FLOATING HOLIDAYS
In addition to the holidays listed above, the company gives all Full Time Employees 2 Floating Holidays
per calendar year to be used along with Manager’s approval. These days must be taken on the following
Federal Holidays or on your birthday:
• Birthday of Martin Luther King, Jr.
• Washington’s Birthday
• Good Friday
• Columbus Day
• Veteran’s Day
Note: Floating Holidays are not allowed to be carried over. These days must be taken with manager
approval or forfeited on 12/31 of the calendar year issued.
Floating Holiday Eligibility
• 2 Floating Holidays to be used at your discretion if hired between 1/1 and 5/31
• 1 Floating Holiday will be given if hired between 6/1 and 10/31
• No Floating Holidays will granted after 11/1 hire date for that year
D. PERSONAL TIME-OFF (PTO)
Time away from work to relax and pursue special interests is important to everyone. Personal time off is
viewed as an earned and needed break from work; therefore, you are encouraged to take accrued PTO
on a regular basis. PTO must be taken in minimum one (1) hour increments. PTO is time off for vacation,
sick leave, and personal time combined in to one plan.
Each full time employee will accrue PTO semi-monthly in hourly increments based on their length of
service as defined below. PTO is added to the employee's PTO bank when the semi-monthly paycheck is
issued. PTO taken will be subtracted from the employee's accrued time bank in one hour increments.
Temporary employees, contract employees, and interns are not eligible to accrue PTO.
PTO is not earned in pay periods during which unpaid leave, short term disability, personal
leave, worker’s compensation, or Family Medical Leave Act (FMLA) are taken.
Employees may use time from their PTO bank in hourly increments. Time that is not covered by the PTO
policy, and for which separate guidelines and policies exist, include company paid holidays, bereavement
time off, required jury duty, and military service leave.
To take PTO requires two days of notice to the supervisor and Human Resources unless the PTO is used
for legitimate, unexpected illness or emergencies. (Use the Request for Time off form in mySavant to
request PTO.) In all instances, PTO must be approved by the employee's supervisor in advance. The
Company appreciates as much notice as possible when you know you expect to miss work for a
scheduled absence.
Back to
Top
Page 21
Savant Learning Systems

Paid Time Off (PTO) Exceptions
• Employees who miss more than three consecutive unscheduled days, may be required to
present a doctor's release to the Human Resources department that permits them to return to
work.
• Under the company Family Medical Leave Act (FMLA), policy, all accrued PTO time is taken
before the start of the unpaid FMLA time.
• An employee who has used all of his or her FMLA and Short term disability, and is still unable to
return to work, will have his or her employment terminated.
• Any employee who misses three consecutive days of work without notice to their supervisor may
be considered to have voluntarily quit their job.
Specific Eligibility for Paid Time Off (PTO)
• PTO will be accrued from the first day of employment. But, the employee will not be eligible to
use the accrued PTO time until the employee’s 90 day probationary period has been completed.
Years of Service
• 1-2: 80 working hours per year, earned at a rate of 3.33 hours for each pay period.
• 3-4: 100 working hours per year, earned at a rate of 4.17 hours for each pay period.
• 5: 120 working hours per year, earned at a rate of 5.00 hours for each pay period.
• Employees may not accrue more than 160 hours during the course of employment.
• Employees are responsible for monitoring and taking their PTO over the course of a year so the
employee will not lose time accrued when the calendar year ends. (PTO is subject to supervisory
approval and not every employee can take accumulated time in December; the company must
continue to serve customers.)
• Upon termination of employment, employees will be paid for up to 80 hours of accrued PTO. If an
employee has used PTO time not yet accrued, and employment terminates, the PTO taken is
deducted from the final paycheck. Employees who give two weeks’ notice of employment
termination must work the two weeks without utilizing PTO.
E. WORKERS' COMPENSATION
The Company, in accordance with state law, provides insurance coverage for employees in case of workrelated
injury. The workers' compensation benefits provided to injured employees may include:
1. Medical care,
2. Cash benefits, tax free, to replace lost wages,
3. Vocational rehabilitation to help qualified injured employees return to suitable employment.
To ensure that you receive any workers' compensation benefits to which you may be entitled, you will
need to:
1. Immediately report any work-related injury to your supervisor.
2. Seek medical treatment and follow-up care if required.
Back to
Top
Employee Handbook Page 22

Employees must provide the Company with a certification from their health care provider regarding the
need for workers' compensation disability leave and the employee's ability to return to work from the
leave.
Upon submission of a medical certification that you are able to return to work, you may be offered the
same or a similar position as provided by state law. If, after returning from workers' compensation
disability leave, you are unable to perform the essential functions of the job because of a physical or
mental condition, the Company's obligations to you may include reasonable accommodation, as governed
by the Americans with Disabilities Act.
Back to
Top
Page 23
Savant Learning Systems

A. PERSONAL LEAVE OF ABSENCE
CHAPTER 8. LEAVE POLICIES
A personal leave of absence without pay may be granted to a regular, full-time employee at the sole
discretion of the Company. Requests for personal leave should be limited to unusual circumstances
requiring an absence of longer than two weeks. Approved personal absences of shorter duration are not
normally treated as leaves but rather as excused absences without pay.
Any leave taken under this provision that qualifies as leave under a state and/or federal family/medical
leave act will be counted as family/medical leave and charged to your entitlement of 12 work weeks of
family/medical leave in a 12-month period.
An employee must submit a request for leave of absence in writing to his/her supervisor. Supervisors will
forward the request for final approval to the HR Director accompanied by a written recommendation. The
employee is expected to request leave of absence with as much advance notice as possible. The
Company reserves the right to deny requests for leave of absence.
The employee has the responsibility to keep the supervisor and the HR Director advised of the leave
situation and to contact his/her supervisor at least one week prior to the expiration of the approved leave
to discuss return to work. If the employee is not prepared to return to work and desires either an
extension of the leave of absence or voluntary termination of the employment relationship, this should be
reported as soon as possible.
Benefits Determination for Leave of Absence Status
1. PTO - Accrued time-off leave must be used during a leave of absence. The employee will receive a
paycheck during the leave as long as the employee has accrued time-off available. When an
employee has used up all accrued vacation or personal leave or if the employee has no accrued
vacation or personal leave, then the leave is unpaid. No PTO hours or holiday hours are earned
during the leave period.
2. Insurance - The Company will continue to provide life insurance and disability insurance for 30 days
after the employee begins the unpaid leave, subject to the requirements of the insurance carriers. The
Company will pay for health care, dental, and vision insurance coverage (if such insurance was
provided before the leave was taken) for 30 days after an employee begins unpaid leave (and the
employee must pay its share of the premium.) In the case of military leaves, insurance benefits will be
continued for up to ten (10) working days per year starting with the day military leave begins.
Following this period, employees on a leave of absence, other than medical leave, will be offered the
opportunity to enroll in the COBRA program, subject to the eligibility requirements of the COBRA plan.
Benefits for employees on medical leave are granted benefits in accordance with the Family/Medical
Leave policy.
Return to Work
The Company will make a reasonable effort, consistent with good business practices and company
needs, to reinstate an employee to the same position he or she previously occupied, or to a similar
position, following a leave of absence. However, the Company does not guarantee reinstatement if the
Employee’s same or a similar position is not available at the time an employee desires to return to work.
The Company reserves the right to offer the employee another position, which may be a lower-level
Back to
Top
Employee Handbook Page 24

position if one is available, at the appropriate salary for the position. An exception to this rule is where an
employee is guaranteed reemployment rights under federal or state laws.
An employee on leave of absence who fails to return to work according to the pre-approved plan will be
terminated effective his/her last day of work or paid leave (vacation or personal), whichever is later.
B. FAMILY/MEDICAL LEAVE (FMLA)
Definition
Family/Medical Leave refers to a period when an employee takes time off work for any of the following
reasons: to care for the employee’s spouse, child, or parent with a serious health condition; the
employee’s own serious health condition makes the employee unable to perform the essential functions
of his/her position; or to care for an employee’s newborn child or a child placed with an employee for
foster care or adoption.
Eligibility
Employees are eligible for a Family/Medical Leave who:
1. have worked for the Company for at least 12 months prior to the date on which the leave is to
commence;
2. have worked at least 1,250 hours during the 12-month period preceding the leave; and
3. are employed at a worksite where the Company maintains on the payroll (as of the date of the
leave request) at least 50 part- or full-time employees within 75 miles (measured in road miles) of
the worksite where the employee requesting the leave is employed.
Eligible employees may take up to a maximum of 12 workweeks of unpaid family/medical leave within a
12-month period under federal (“FMLA”).
Intermittent Leave Requests
Employees may take FMLA leave intermittently (in blocks of time or by reducing their normal weekly or
daily work schedule) if the leave is for the serious health condition of the employee's child, parent, or
spouse or of the employee and the reduced leave schedule is medically necessary as determined by the
health care provider of the person with the serious health condition. The smallest increment of time that
can be used for such leave is one (1) hour. Any leave taken for the birth, adoption, or foster care
placement of a child does not have to be taken in one continuous period of time.
Notice of Planned Leave
If the event necessitating the leave is based on the expected birth, placement for adoption, or foster care
of the employee's child, or planned medical treatment for a serious health condition of the employee or a
family member, the employee must provide at least 30 days' advance notice before leave is to begin. The
employee must consult with the Company regarding the scheduling of any planned medical treatment or
supervision so as to minimize disruption to the operations of the Company. Any such scheduling is
subject to the approval of the health care provider of the employee or the health care provider of the
employee's child, parent, or spouse.
Back to
Top
Page 25
Savant Learning Systems

If 30 days' notice is not practicable, notice must be given as soon as practicable. Failure to comply with
these rules is grounds for, and may result in, deferral of the required leave until the employee complies
with this notice policy.
Certification of Leave
1. The Company will require that the employee provide certification, as explained below, within 15 days
of the employee's request for FMLA leave unless it is not practicable for the employee to do so. Upon
expiration of the estimated time needed for the Family/Medical Leave set forth in the certification, the
leave will automatically terminate, and the employee will be expected to return to work. If additional
family/medical care leave is required, an employee must, prior to expiration of the Family/Medical
Leave, submit additional certification to the Company, as set forth below. If an employee fails to
return to work immediately after the approved Family/Medical Leave expires, the employee will be
considered to have voluntarily resigned from the Company.
2. If the leave is needed to care for a sick child, spouse, or parent, the employee must provide a
certification from the health care provider which states:
• date of commencement of the serious health condition;
• probable duration of the condition;
• estimated amount of time the health care provider will provide care; and
• confirmation that the serious health condition warrants the participation of the employee.
3. In cases where both parents are employed by the Company and the leave requested is for the birth,
adoption, or foster care of a child, the Company will not grant more than 12 weeks total of
Family/Medical Leave between the two employees.
4. If the leave is needed for the employee's own serious health condition, the employee must provide a
certification from the health care provider which states:
• date of commencement of the serious health condition;
• probable duration of the condition; and
• a statement that the employee is unable to perform one or more of the essential functions of
his/her position because of the employee's serious health condition.
The Company will require certification by the employee's health care provider that the employee is fit
to return to work. Failure by the employee to provide this certification will result in the employee
being denied reinstatement until such time as the certificate is obtained. If the employee does not
provide the certification within three (3) business days after the employee’s scheduled return date, the
employee will be considered to have voluntarily resigned from the Company.
5. If the FMLA request is because of the employee's own serious health condition and the Company has
reason to doubt the veracity of the certification, pursuant to procedure number 4 above, the Company
may require, at its expense, a second opinion from a health care provider designated by the
Company. The health care provider designated to provide a second opinion will not be one who is
employed on a regular basis by the Company.
Back to
Top
Employee Handbook Page 26

If the second opinion differs from the first opinion, the Company may require, at its expense, that the
employee obtain the opinion of a third health care provider designated or approved jointly by the
Company and the employee.
The opinion of the third health care provider shall be considered final and binding on the Company
and the employee.
6. Any leave granted for a FMLA qualifying reason will be counted as Family/Medical Leave and will be
considered as part of the 12-workweek entitlement in a 12-month period. This 12-month period is a
"rolling" 12-month period that is measured backward from the date an employee uses any FMLA
leave, such that an employee's leave entitlement would be any balance of the 12-work week
entitlement that has not been used during the immediately preceding 12 months. Further, a leave
taken to care for an employee’s newborn child, or a child placed with an employee for foster care or
adoption must be concluded within one year of the birth or placement of the child with the employee.
There is no carryover of unused leave from one “rolling” 12-month period to the next “rolling” 12-
month period.
Reinstatement After the Leave Expires
1. Upon return from Family/Medical Leave, an employee will be reinstated to his/her original job, or to an
equivalent job with equivalent pay, benefits, and other employment terms and conditions subject to
any defense to reinstatement allowed under the law. In addition, an employee's use of
Family/Medical Leave will not result in the loss of any employment benefit(s) that the employee
earned or was entitled to before using Family/Medical Leave. As more fully described below,
employees on FMLA leave will not continue to accrue employment benefits, such as personal leave
or vacation benefits, during unpaid FMLA leave.
2. Reinstatement after Family/Medical Leave may be denied to certain salaried "key" employees:
• who are among the highest paid 10 percent of salaried employees who are employed within 75
miles of the worksite at which the employee is employed at the time of leave request; and
• when the refusal to reinstate is necessary because the employee's reinstatement will cause
substantial and grievous economic injury to the Company's operations; and
• when the employee is notified of the Company's intent to refuse reinstatement at the time the
Company determines the refusal is necessary; and
• in any case in which leave has already begun, the Company will give the employee a
reasonable opportunity to return to work following the notice described above.
Other Employment
An employee on Family/Medical Leave is not permitted to take on any other employment, even on a
temporary basis, without written authorization from the Company. To do so will result in termination.
Non-Discrimination
It is the Company’s policy to be fair and impartial in all its relations with employees or applicants. The
Company will not discriminate against employees or applicants as a result of the approved use of
Family/Medical Leave or a proper request for such leave.
Back to
Top
Page 27
Savant Learning Systems

Benefits Determination For Family/Medical Leave
An employee’s benefits during a Family/Medical Leave will be as follows:
1. Personal Time-Off (PTO) - Accrued PTO must be used during Family/Medical Leave. If the leave is
for your own serious health condition, you must use any accrued leave during your FMLA leave.
The employee will receive a paycheck during the leave as long as the employee has accrued PTO
leave available. When an employee has used up all accrued time-off or if the employee has no
accrued time-off, then the leave is unpaid. No PTO hours or holiday hours are earned during the
leave period.
2. Health Insurance - Employees will be allowed to continue participating in any health and welfare
benefit plans in which he/she was enrolled before the first day of the leave (for up to a maximum of
12 weeks). The continued participation in health benefits begins on the date unpaid leave first
begins under FMLA (i.e., for pregnancy disability leaves) or under FMLA (i.e., for all other family
care and medical leaves). The employee shall continue to be responsible for their portion of the
insurance premium. Payment is due at the same time as it would be if made by payroll deduction.
Alternatively, at an employee’s request, the employee’s premium payments may be paid in one
lump-sum at the beginning of the leave period or on a monthly basis. In some instances, the
Company may recover premiums paid to maintain health coverage for an employee who fails to
return to work following Family/Medical Leave.
C. MILITARY LEAVE
The Company complies with state and federal requirements regarding Military Leave. Employees who
need to be away from work for military leave should contact the Human Resources Department as soon
as possible upon learning of their military duty requirements so that the Company may make appropriate
arrangements for the expected leave of absence. Military Leave is unpaid; however, Employees may
utilize available vacation to provide continued compensation during the leave. For more information
about benefits and reinstatement, contact the Human Resources Department.
D. BEREAVEMENT LEAVE
In the event of death in the immediate family of a regular, full-time employee the employee, may take up
to three (3) consecutive work days off with pay with the approval of the Company. For purposes of this
policy, an employee's immediate family is defined to include the employee's current spouse, child, parent,
legal guardian, brother, sister, grandparent, grandchild, or mother-, father-, sister-, brother-, son, or
daughter-in-law.
E. JURY DUTY
The Company encourages employees to serve on jury selection or jury duty when called. Regular, fulltime
employees will receive full pay while serving up to 20 days of jury duty (less amounts received from
other sources for the jury duty). You should notify your manager of the need for time off for jury duty as
soon as a notice or summons from the court is received. You may be requested to provide written
verification from the court clerk of having served. If work time remains after any day of jury selection or
jury duty you will be expected to return to work for the remainder of your work schedule.
The Company will provide regular, part-time and temporary employees time off to spend on jury duty but
they are ineligible for compensation for time spent on jury duty. However, in no case will the salary of an
Back to
Top
Employee Handbook Page 28

exempt employee be reduced for any week in which the employee works and also misses time to serve
on jury duty.
F. TIME OFF FOR VOTING
In the event that an employee does not have sufficient time outside of working hours to vote in a
statewide election, the employee may take off enough working time to enable him or her to vote. Such
time off shall be taken at the beginning or the end of the regular working shift, whichever allows for more
free time, and the time taken off shall be combined with the voting time available outside of working
hours. Under these circumstances an employee will be allowed a maximum of two (2) hours on the
election day without loss of pay or use of PTO hours. Deductions will not be made from the salary of an
exempt employee for time taken off for voting. Where possible, the employee shall give his /her manager
at least two (2) days notice that time off to vote is needed.
Back to
Top
Page 29
Savant Learning Systems

317 S. Lindell St.
Martin, TN 38237
Page 31
Savant Learning Systems
HR01-0115
Rev. 1-1-15