2017 Flash Global Employee Handbook FINAL

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• It is each employee’s responsibility to use proper precautions to protect his/her computer system from any unauthorized use or access to the company’s data files. This includes file sharing of confidential data that is available to others on the Flash network. Computer logon ID’s and passwords are strictly confidential and may not be shared with other employees. Employees are encouraged to change their passwords periodically or if they suspect any unauthorized use. Logon IDs can also be changed by contacting the IT Department. • In order to prevent unauthorized access to a computer while an employee is not physically present with the computer, it is the responsibility of all employees with company computers to log off from the computer system when a computer will be let unattended for extended periods of time and at the end of the business day, unless the employee is notified that access to the computer will be necessary after regular business hours. Details of any unauthorized access or use of your company computer or of the computer system should be reported immediately to the IT Department. Social Media Just as social media and next-generation communication tools have changed the way that we, at Flash, are able to interact with each other, our customers, our partners and the public, the communication guidelines that we must follow have also changed. Flash recognizes that internet-provided social media can be highly effective tools for sharing ideas and exchanging information and is committed to using social media to promote its visibility and maintain communications with current and prospective employees, customers, business partners, vendors and suppliers, and the general public. Flash also is concerned with ensuring that use of social media serves the company's need to maintain the company's brand identity, integrity, and reputation, while also minimizing actual or potential legal risks. The company does adhere to all relevant federal and state laws and regulations regarding electronic communications. This policy addresses appropriate use of social media to convey company information, whether such media is used in or outside the workplace, and general use of social media by all employees while at work. General Social Media Guidelines Flash communications systems and devices should be used for business-related purposes, and employees should not expect any privacy when using such systems and devices for social media purposes. Flash defines social media broadly to include online platforms that facilitate activities such as professional or social networking, posting commentary or opinions, and sharing pictures, audio, video, or other content. Social media includes personal websites and all types of online communities (for example, Facebook®, LinkedIn®, Yelp®, YouTube, Twitter, blogs, message boards, and chat rooms). Flash permits reasonable use of social media for work-related purposes, such as research or to participate in audio-conferences or webinars. However, employees must receive written approval from their manager that outlines use of social media before using it for work-related purposes, including noting the websites that require employees to log-in for use. Such use of social media cannot interfere with employees' regular job duties, and employees who identify themselves on social media should include a disclaimer or otherwise make clear that their views are their own and do not necessarily reflect Flash’s views. Flash recognizes that employees might have their own personal social media web pages. As such, Flash respects employees' right to express personal opinions when using personal social media web pages and does not retaliate or discriminate against employees who use social media for political, organizing, or other lawful purposes. Flash does discourage employees from linking to the company's external or internal website or social media web pages from personal social media web pages. Employees also E M P L O Y E E H A N D B O O K 54
should consider the company's policies pertaining to professional conduct, prohibiting harassment and discrimination, and social media and related electronic communication policies when using their personal social media web pages. Flash does protect its name and related business assets that are discussed on social media websites at any time. Employee Responsibilities When Using Social Media Employees are expected to abide by the following rules and guidelines when using any type of social media via Flash’s electronic communications systems and devices or employees' own equipment with regard to work-related activities. Employees who use social media should be mindful of their responsibilities to Flash at all times. Once content is posted online, it is no longer under your control; online postings can remain on the internet indefinitely, and content posted to private websites does not always stay private. Flash strives to maintain a professional work environment and considers discrimination and harassment in all forms to be a serious offense in violation of the company's nondiscrimination and-harassment policies. Do not use social media to harass, threaten, defame, or libel, co-workers or the company's customers, business, employees, vendors and suppliers, or competitors. Flash protects its copyrights, trademarks, patents, trade secrets, customer lists, and other sensitive, proprietary, and confidential information. Do not display or disclose such material through social media without prior written approval from Flash. Employees cannot advertise or sell the company’s services via social media websites without prior written approval from Flash. Employees cannot display Flash logos, brands, or other identifiers on social media without prior written approval from Flash. Flash expects employees not to engage in activities that violate federal and state law and regulations when using social media. If employees have any questions about what is considered to be a violation of federal or state laws and regulations when using social media or other forms of electronic communications, they should contact their supervisor or the Human Resources Department. Employees who engage in illegal activity via social media over the Flash’s computer system, whether at work or elsewhere through telecommuting, are subject to immediate termination; they also are subject to appropriate legal action by the company or governmental entities. Flash protects its premises, including employees, customers, and guests on the company premises. Audio and video recordings as well as photographs taken on company premises with any device are prohibited, in order to protect the company’s proprietary, trade secret and confidential information. Flash requests and strongly urges employees to use official company communications to report violations of the company's Social Media Policy, including security breaches, misappropriation or theft of proprietary business information, and trademark infringement. Employees can report actual or perceived violations to their supervisor or to the Human Resources Department. Employees who violate this policy are subject to discipline, up to termination. Employee violations of this policy also can constitute violations of other relevant company policies. Employees who use social media for defamatory or other illegal purposes are subject to appropriate legal action by Flash or governmental entities. E M P L O Y E E H A N D B O O K 55
Page 1 and 2:
- 2 0 1 7 - EMPLOYEE HANDBOOK w w w
Page 3 and 4: TABLE OF CONTENTS WELCOME 9 WHO TO
Page 5 and 6: PROFESSIONAL DEVELOPMENT/CONTINUED
Page 7 and 8: (TRAVEL AND EXPENSE POLICY CONTINUE
Page 9 and 10: WELCOME MESSAGE from Sam Mikles, Ch
Page 11 and 12: OUR QUALITY POLICY EMPLOYMENT POLIC
Page 13 and 14: CONFIDENTIALITY Here at Flash we ha
Page 15 and 16: EMPLOYMENT EMPLOYEE STATUS AND CLAS
Page 17 and 18: LACTATION BREAKS Flash provides a r
Page 19 and 20: AT-WILL EMPLOYMENT Your employment
Page 21 and 22: BUSINESS ETHICS At Flash we all hav
Page 23 and 24: REQUESTS FOR REFERENCE AND OTHER IN
Page 25 and 26: • Being intoxicated or under the
Page 27 and 28: These guidelines apply to all emplo
Page 29 and 30: RECORDING TIME WORKED By law we are
Page 31 and 32: • Full-day absences for personal
Page 33 and 34: PROFESSIONAL DEVELOPMENT / CONTINUE
Page 35 and 36: BENEFITS In addition to receiving c
Page 37 and 38: TIME OFF PAID TIME OFF (PTO) Time o
Page 39 and 40: You should contact your manager as
Page 41 and 42: Additional leave may be available u
Page 43 and 44: WELFARE AND SAFETY HEALTH AND SAFET
Page 45 and 46: WORKER’S COMPENSATION It is the c
Page 47 and 48: • below, the employee is in viola
Page 49 and 50: • Encourages employees to seek he
Page 51 and 52: policies and guidelines are intende
Page 53: Internet Access Specific restrictio
Page 57 and 58: PERSONAL CREDIT CARDS AND TRAVEL AD
Page 59 and 60: MEALS 1) While no daily maximum rei
Page 61 and 62: Membership dues: • These costs ar
Page 63 and 64: SEPARATION OF EMPLOYMENT We hope em
Page 65 and 66: employees' home address and dates o
Page 67 and 68: of the need for leave. If the need
Page 69 and 70: New Jersey To be eligible for tempo
Page 71 and 72: childbirth or related medical condi
Page 73 and 74: FAMILY MEDICAL LEAVE- MILITARY LEAV
Page 75 and 76: expense (employers and employees ca
Page 77 and 78: annual or monthly accruals, they ca
Page 79 and 80: ADDENDUM #3- EQUAL EMPLOYMENT OPPOR
Page 81 and 82: ADDENDUM #5- PAYROLL ADMINISTRATION
Page 83 and 84: ADDENDUM #6- SAFETY, SECURITY AND R
Page 85 and 86: SUMMARY This Employee Handbook has
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2017 Flash Global Employee Handbook FINAL

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