A Y YES W E S A Y YES W E S A Y YES W E S A Y Y YES W E S A Y YES W E S A Y YES W E S A Y YES A Y YES W E S A Y YES W E S A Y YES W E S A Y Y YES W E S A Y YES W E S A Y YES W E S A Y YES E S A Y YES W E S A Y YES W E S A Y YES W E S A S A Y YES WE S A Y YES W E S A Y YES W E S A Y E S A Y YES W E S A Y YES W E S A Y YES W E S A S A Y YES W E S A Y YES W E S A Y YES W E S A Y E S A Y YES W E S A Y YES W E S A Y YES W E S A A Y YES W E S A Y YES W E S A Y YES W E S A Y Y YES W E S A Y YES W E S A Y YES W E S A Y YES A Y YES W E S A Y YES W E S A Y YES W E S A Y Y YES W E S A Y YES W E S A Y YES W E S A Y YES S A Y YES WE S A Y YES W E S A Y YES W E S A Y E S A Y YES W E S A Y YES W E S A Y YES W E S A S A Y YES W E S A Y YES W E S A Y YES W E S A Y E S A Y YES W E S A Y YES W E S A Y YES W E SA A Y YES W E S A Y YES W E S A Y YES W E S A Y Y 2023 VZL Staffing Services, LLC. EMPLOYEE HANDBOOK 2 IMPORTANT CONTACT INFORMATION IN AN EMERGENCY, CALL 911 Your Local People Partner: Available on your Paragon HR Portal (highlighted in the upper right below) Paragon HR Portal: https://paragon.myisolved.com/ Employee Benefits totalrewards@verano.com Payroll: veranopayroll@verano.com 401(k) Retirement Plan: www.alliance-plan.com or (800) 406-4015 Work Shield: verano.workshieldportal.com/ or 866.946.5558 This Employee Handbook is the property of VZL Staffing Services, LLC, and it may not be reproduced without its express authorization and consent This Employee Handbook supersedes and replaces any inconsistent policies or practices and replaces any past handbook. It is the intent of the Employee Handbook to provide an overview of the Company’s policies, and it shall not be interpreted to create any contractual rights. EMPLOYEES WHOSE EMPLOYMENT WITH THE COMPANY, OR ANY OF ITS AFFILAITES, IS GOVERNED BY A COLLECTIVE BARGAINING AGREEMENT WILL BE SUBJECT TO THE PROVISIONS OF THIS HANDBOOK ONLY TO THE EXTENT NOT IN CONFLICT WITH THE APPLICABLE COLLECTIVE BARGAINING AGREEMENT. EMPLOYEES WHO ARE REPRESENTED BY A UNION WITHOUT A COLLECTIVE BARGAINING AGREEMENT WILL CONTINUE TO BE SUBJECT TO BENEFITS PROVIDED IN THE HANDBOOK AS IN EXISTENCE AT THE TIME OF SUCH UNION CERTIFICATION. 3 Table of Contents SECTION 1 INTRODUCTION ......................................................................................... 6 1.1 Welcome! ............................................................................................................. 6 1.2 About this Handbook .......................................................................................... 6 1.3 Code of Ethics & Related Party Transactions ................................................... 7 1.4 Gifts, favors, entertainment and payments given or received by Company employees ........................................................................................................... 7 1.5 Diversity, Equity, and Inclusion ............................................................................ 8 SECTION 2 EMPLOYMENT ......................................................................................... 10 2.1 Equal Employment Opportunities ................................................................... 10 2.2 Reasonable Accommodation & Interactive Dialogue Policy ....................... 10 2.3 Employee Classification .................................................................................. 12 2.4 Work Schedules ............................................................................................... 12 2.5 Meal and Rest Breaks ..................................................................................... 13 2.6 Employee Time Keeping ................................................................................. 13 2.7 Employment of Relatives & Domestic Partners ............................................ 14 2.8 Employee Records ........................................................................................... 14 2.9 Employment Verification .................................................................................. 15 2.10 Employment Termination ................................................................................ 15 2.11 Housekeeping ............................................................................................... 16 2.12 Reporting Procedure .................................................................................... 16 2.13 Inclement Weather ....................................................................................... 17 2.14 Uniforms, Tools, and Equipment ................................................................ 17 SECTION 3 EMPLOYEE RULES AND REGULATIONS .......................................... 18 3.1 Standards of Conduct ...................................................................................... 18 3.2 Attendance ........................................................................................................ 19 3.3 Disciplinary Action ............................................................................................ 20 3.4 Alcohol and Drug Policy ................................................................................... 21 3.5 Workplace Safety ............................................................................................. 22 3.6 Weapons ........................................................................................................... 22 3.7 Search Procedure ............................................................................................ 23 3.8 Biometric Data Policy ....................................................................................... 23 3.9 Recording Devices in the Workplace ............................................................. 25 4 3.10 Prevention of Harassment, Discrimination, & Retaliation ............................ 26 3.11 Workplace Bullying ........................................................................................... 29 3.12 Complaint Resolution ................................................................................... 29 3.13 Solicitations, Distributions and Posting of Materials ................................. 30 3.14 Smoke-Free Workplace ............................................................................... 30 3.15 Employee Dress Code ................................................................................. 30 3.16 Workplace Visitors ........................................................................................ 31 3.17 Workplace Theft ............................................................................................ 31 3.18 Confidential Information ............................................................................... 32 3.19 Employee Lockers, Desks and other Equipment ...................................... 32 3.20 Employee Personal Calls ............................................................................. 32 3.21 IT Systems Acceptable Use Policy ............................................................. 33 3.22 Social Media ................................................................................................. 36 3.23 Outside Employment .................................................................................... 37 3.24 Conflicts of Interest ....................................................................................... 37 SECTION 4 EMPLOYEES TIME OFF & PAY ............................................................ 39 4.1 Payday ............................................................................................................... 39 4.2 Overtime Pay .................................................................................................... 41 4.3 Holidays ............................................................................................................. 41 4.4 Paid Time off (PTO) ......................................................................................... 42 4.5 Military Leave .................................................................................................... 45 4.6 Jury Pay ............................................................................................................. 45 4.7 Voting Leave ..................................................................................................... 46 4.8 Bereavement Pay ............................................................................................. 46 4.9 Payroll Deductions ........................................................................................... 46 4.10 Wage Advances ............................................................................................ 47 4.11 Family and Medical Leave Act (FMLA) ...................................................... 47 4.12 Expense Accounts ........................................................................................ 51 SECTION 5 EMPLOYEE BENEFITS ........................................................................... 52 5.1 General Benefit Information ............................................................................ 52 5.2 Group Medical, Vision and Dental Plan Benefit ............................................ 52 5.3 401K Retirement Plan Benefit ......................................................................... 53 5.4 Social Security Plan Benefit ............................................................................ 53 5 5.5 Unemployment Compensation Insurance Benefit ........................................ 53 5.6 Workers’ Compensation Insurance Benefit ................................................... 54 5.7 Life Insurance ................................................................................................... 54 5.8 Health Benefits Continuation (COBRA) ......................................................... 54 SECTION 6 EMPLOYEE HEALTH AND SAFTEY .................................................... 55 6.1 Safety ................................................................................................................. 55 6.2 Safety Responsibility ........................................................................................ 55 6.3 Safety Rules ...................................................................................................... 55 6.4 Reporting Accidents ......................................................................................... 56 6.5 Fitness for Duty Certification ........................................................................... 57 6.6 Hazardous Materials Communications .......................................................... 57 SECTION 7 EMPLOYEE SERVICES .......................................................................... 58 7.1 Bulletin Boards .................................................................................................. 58 7.2 Direct Deposit .................................................................................................... 58 7.3 Lunchroom ........................................................................................................ 58 7.4 Parking ............................................................................................................... 58 SECTION 8 EMPLOYEE DEVELOPMENT ................................................................ 60 8.1 Performance Improvement Plan ..................................................................... 60 8.2 Performance and Salary Reviews .................................................................. 60 Supplement Policies .................................................................................................................................. 61 Handbook Acknowledgment ................................................................................................................... 75 State Specific Polices ............................................................................................................................... 76 6 1.1 Welcome! Welcome to VZL Staffing Services, LLC. (which we refer to herein as the “Company”). We are delighted you have chosen to join our organization and hope you will enjoy a long and successful career with us. Whether you have just joined our staff or have been at VZL Staffing Services, LLC for a while, we are confident that you will find our Company a dynamic and rewarding place in which to work. Given the unique nature of our business including the legal and political environment surrounding the operation, it is imperative you understand your roles and responsibilities as an employee of the Company. You are joining an organization that has a reputation for outstanding leadership, innovation, and expertise. Our employees use their creativity and talent to invent new solutions, meet new demands, and offer the most effective products and service in the industry. With your active involvement, creativity, and support, Verano will continue to achieve its goals. Our objective is to provide you with a work environment that is constructive to both personal and professional growth and we look forward to a productive and successful association. We consider our employees to be one of our most valuable resources. We are pleased and proud to have you as part of our team! 1.2 About this Handbook This handbook explains the rules and policies that relate to your employment with VZL Staffing Services, LLC. There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the policies, procedures, practice, benefits, and expectations described. For that reason, if you have any questions concerning eligibility for a particular benefit, the applicability of a policy, practice or procedure to you, or the Company’s expectations, you should address your specific questions to the Human Resource department. Second, it is your responsibility to become familiar with the contents of this handbook and other employment information provided to you. EMPLOYEES WHOSE EMPLOYMENT WITH THE COMPANY, OR ANY OF ITS AFFILAITES, IS GOVERNED BY A COLLECTIVE BARGAINING AGREEMENT WILL BE SUBJECT TO THE PROVISIONS OF THIS HANDBOOK ONLY TO THE EXTENT NOT IN CONFLICT WITH SUCH COLLECTIVE BARGAINING AGREEMENT. EMPLOYEES WHO ARE REPRESENTED BY A UNION WITHOUT A COLLECTIVE BARGAINING AGREEMENT WILL CONTINUE TO BE SUBJECT TO BENEFITS PROVIDED IN THE HANDBOOK AS IN EXISTENCE AT THE TIME OF SUCH UNION CERTIFICATION. NOTHING IN THIS HANDBOOK CREATES AN EMPLOYMENT CONTRACT, BARGAIN, OR AGREEMENT, EITHER EXPRESS OR IMPLIED. NOTHING IN SECTION 1 INTRODUCTION 7 THIS HANDBOOK GUARANTEES EMPLOYMENT FOR ANY LENGTH OF TIME OR PAYMENT OF ANY SPECIFIC AMOUNT OF WAGES. UNLESS YOU ARE SUBJECT TO A COLLECTIVE BARGAINING AGREEMENT, YOUR EMPLOYMENT WITH THE COMPANY IS “AT WILL.” THIS MEANS THAT YOUR EMPLOYMENT IS NOT FOR ANY SPECIFIC TIME AND MAY BE TERMINATED BY EITHER YOU OR THE COMPANY AT WILL, WITH OR WITHOUT CAUSE OR NOTICE. NO SUPERVISOR OR OTHER REPRESENTATIVE OF THE COMPANY HAS THE AUTHORITY TO ENTER INTO ANY AGREEMENT FOR EMPLOYMENT FOR ANY SPECIFIED PERIOD OF TIME. ANY AGREEMENT FOR EMPLOYMENT OTHER THAN “AT WILL” EMPLOYMENT MAY ONLY BE IN WRITING AND SIGNED BY THE CHIEF EXECUTIVE OFFICER. The procedures, practices, policies, expectations, and benefits described here may be modified, amended or discontinued at any time. The Company will try to inform you of any changes as they occur. VZL STAFFING SERVICES, LLC RESERVES THE RIGHT TO MODIFY OR ELIMINATE ANY OF THE PROVISIONS OF THIS HANDBOOK AT ANY TIME TO THE FULLEST EXTENT PERMITTED BY APPLICABLE LAW. This handbook supersedes and replaces any inconsistent policies or practices and replaces any past handbook 1.3 Code of Ethics & Related Party Transactions The Company’s employees are expected to maintain the highest ethical standards in the conduct of the Company’s affairs and comply with the basic principles of conduct set forth in the Code of Business Conduct and Ethics, attached here as Annex A, and the Related Party Transaction Policy, attached here as Annex B, which were adopted by the Board of Directors of our parent Company, Verano Holdings Corp. The intent of these policies is to emphasize that each employee will conduct the Company’s business with integrity and comply with all applicable laws in a manner that excludes considerations of personal advantage or gain when dealing with fellow employees, customers, suppliers, competitors, government entities, or the general public. 1.4 Gifts, favors, entertainment and payments given or received by Company employees Employees shall not seek or accept for themselves or others any gifts, favors, entertainment, payments without a legitimate business purpose nor shall they seek or accept personal loans (other than conventional loans at market rates from lending institutions) from any persons or business organizations that do or seek to do business with or are a competitor of the Company. In the application of this policy: Employees may accept for themselves and members of their families’ common courtesies usually associated with customary business practices. These include but 8 are not limited to: o Lunch and/or dinner with vendors sometimes including spouses as long as the invitation is extended by the vendor. o Gifts of small value from vendors such as calendars, pens, pads, knives, etc. o Tickets to events (such as sports, arts, etc.) are acceptable if offered by the vendor and the vendor accompanies the associate to the event. These are not to be solicited by the Company employee and must be approved by the appropriate Company officer. o Overnight outings are acceptable under the condition that individuals from either other companies or the vendor are in attendance. The employee must have prior approval from the appropriate Company officer. o The receipt of alcoholic beverages is discouraged. o Gifts of perishable items usually given during the holidays such as hams, cookies, nuts, etc., are acceptable. A strict standard is expected with respect to gifts, services, discounts, entertainment or considerations of any kind from suppliers: o Day outings such as golf, fishing, and hunting are acceptable with prior approval from the appropriate Company official. The vendor must be in attendance and participation by the associate’s family members is not acceptable. o It is never permissible to accept a gift in cash or cash equivalent such as stocks or other forms of marketable securities of any amount. Management associates should not accept gifts from those under their supervision of more than limited value. 1.5 Diversity, Equity, and Inclusion The Company is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion. Our human capital is the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and Company’s achievement as well. We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique. The Company’s diversity initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces: Respectful communication and cooperation between all employees. Teamwork and employee participation, permitting the representation of all groups and employee perspectives. 9 Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity. All employees have a responsibility to treat others with dignity and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other Company-sponsored and participative events. Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action, up to and including termination of employment. 10 2.1 Equal Employment Opportunities VZL Staffing Services, LLC provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, gender, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information or testing, marital status, ancestry, childbirth or related medical condition, status as a covered veteran or any other protected class in accordance with applicable federal, state and local laws except where a bona fide occupational qualification applies. VZL Staffing Services, LLC complies with applicable federal, state, and local laws governing non-discrimination in employment in every location in which the Company has facilities. This policy applies to all terms and conditions of employment, including recruitment, hiring, placement, benefits, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Our Company is committed to providing equal employment opportunities to otherwise qualified individuals with disabilities. This may include providing reasonable accommodation where appropriate, including conditions related to pregnancy-related disabilities or childbirth. A poster describing your rights under the law is located in the common areas. VZL Staffing Services, LLC expressly prohibits any form of discrimination, harassment or retaliation of its employees by another employee, supervisor/manager/leader, or third party for any reason including, but not limited to a person’s: race, color, religion, creed, gender, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information or testing, marital status, ancestry, childbirth or related medical condition, status as a covered veteran or any other protected class in accordance with applicable federal, state and local laws. Improper interference with the ability of VZL Staffing Services, LLC employees to perform their expected job duties is absolutely not tolerated. Employees who believe they have been subjected to or witnessed any form of harassment or discrimination are expected to immediately follow the reporting procedure found in the Prevention of Harassment, Discrimination, and Retaliation Policy below. The Company strictly prohibits any acts of retaliation against employees who, in good faith, report or complain about discrimination or harassment in the workplace. Employees who knowingly make false or malicious claims against other employees will be subject to corrective action up to and including termination. 2.2 Reasonable Accommodation and Interactive Dialogue Policy The Company is committed to complying with applicable federal, state, and local laws governing reasonable accommodations of individuals. To that end, we will endeavor to make a reasonable accommodation to applicants and employees who have requested an accommodation or for who the Company has notice may require such SECTION 2 EMPLOYMENT 11 an accommodation, related to an individual’s: (a) disability, meaning any physical, medical, mental, or psychological impairment, or a history or record of such impairment; (b) sincerely held religious beliefs and practices; (c) needs as a victim of domestic violence, sex offenses or stalking; (d) needs related to pregnancy, childbirth or related medical conditions; and/or any other reason required by applicable law, unless the accommodation would impose an undue hardship on the operation of our business. Any individual who would like to request an accommodation based on any of the reasons set forth above should contact their local People Partner. After receiving a request for an accommodation or learning indirectly that an individual may require such an accommodation, the Company will engage in an interactive dialogue with the individual. Even if an individual has not formally requested an accommodation, the Company may initiate an interactive dialogue under certain circumstances, such as when the Company has knowledge that an individual’s performance at work has been negatively affected and a reasonable basis to believe that the issue is related to any of the protected classifications set forth above, in compliance with applicable law. In the event the Company initiates an interactive dialogue with an individual, it should not be construed as the Company’s belief an individual requires an accommodation, but rather will serve as an invitation for the individual to share with the Company any information the individual desires to share, or to request an accommodation. The interactive dialogue may take place in person, by telephone, or by electronic means. As part of the interactive dialogue, the Company will communicate openly and in good faith with the individual in a timely manner in order to determine whether and how the Company may be able to provide a reasonable accommodation. To the extent necessary and appropriate based on the request, the Company will attempt to explore the existence and feasibility of alternative accommodations as well as alternative positions for the individual. The Company is not required to provide the specific accommodation sought by an individual. As part of the interactive dialogue, the Company reserves the right to request supporting documentation, to the maximum extent permitted by applicable law. The Company will endeavor to handle discreetly all communications regarding requests for reasonable accommodations and all circumstances surrounding an individual’s underlying reason for needing an accommodation. The Company will not allow any form of retaliation against individuals who have requested an accommodation, for whom the Company has notice may require such an accommodation, or who otherwise engage in the interactive dialogue process. Individuals with questions regarding this policy should contact their local People Partner. 12 2.3 Employee Classification All employees are designated as either non-exempt or exempt by the Company. The following is intended to help employees understand employment classifications and employees’ employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time, the payment of any particular amount of wages, or the continuation of any benefits. As discussed above, the right to terminate the employment-at-will relationship at any time is retained by both the employee and VZL Staffing Services, LLC. a. Non-exempt employees are employees who are eligible for overtime pay. b. Exempt employees are generally managers or professional, administrative or technical staff who are not eligible for overtime pay. With a few exceptions, exempt employees are typically paid a salary. For salaried exempt employees, the salary is intended to compensate them for all hours worked. VZL Staffing Services, LLC has established the following categories for both non- exempt and exempt employees: a. Regular Full-Time Employees are employees who are not in a temporary status and who are routinely scheduled to work 30 hours or more per week. Regular full-time employees are eligible for the Company’s benefit package, subject to the terms, conditions, and limitations of each benefit program. b. Regular Part-Time Employees are employees who are not in a temporary status and who are routinely scheduled to work less than 30 hours per week. Regular part- time employees are not eligible for certain Company benefits as explained in SECTION 5 BENEFITS, and the applicable summary plan description. c. Temporary Employees are employees who have been engaged to work in a position for a specified number of hours a week, with the understanding that the position will be eliminated at a specified date or upon completion of a specific project or assignment. Employment beyond any initially stated period does not in any way imply a change in employment status or the provision or continuation of any benefit. Temporary employees are not eligible for any time off or holiday benefits. Please contact your local People Partner or manager if you have questions regarding your eligibility for overtime pay or benefits. 2.4 Work Schedules Work schedules for cultivation centers and retail facilities are based on business needs. Each employee’s manager advises the employee regarding his/her specific working hours. Where possible, employees will be provided with a 72-hour advance notice for schedule changes, except where greater notice is required by law. Requirements regarding advance notice of your work schedule may vary by your work 13 location. Please contact your manager for more specific details. Punctual and consistent attendance is a condition of employment and an essential function of all positions at the Company. Various factors, such as workloads, operational efficiency, and staffing needs, may require variations in an employee’s starting and ending schedule times and total hours worked each day or each week. The Company may, at its sole discretion, adjust the work week to fit the needs of the business including shift hours, rotation of shifts and/or weekend schedules, in accordance with applicable laws. The Company reserves the right to assign duties to employees other than their usual assignments. In addition, employees may be required to work overtime or hours other than those normally scheduled whenever necessary. Changes in an employee’s schedule, hours, duties or assignments does not alter an employee’s at-will employment status or guarantee any fixed terms and conditions of employment, continued employment of any kind or the provision of any employment-related benefit. 2.5 Meal and Rest Breaks All non-exempt employees receive a paid 10-minute rest period for each four hours worked or major fraction thereof. Employees are required to remain on site and clocked in during this 10-minute rest period. Employees who leave the work premises or clock out during a rest period may be disciplined up to and including termination. Non-exempt employees who work five hours or more in a day receive an unpaid lunch break of at least 30 minutes. Meal and rest breaks will be scheduled by the department manager. Rest periods cannot be combined with the lunch break. Meal periods or rest breaks may not be skipped to shorten the workday. Non-exempt employees must clock out for meal periods and must not perform any work during the meal period. If for any reason an employee does not take the applicable rest and meal periods, the employee must notify his/her manager immediately. Should this policy conflict with any applicable state or local law regarding meal and rest breaks, the Company will comply with the applicable law. 2.6 Employee Time Keeping The Company is required by law to keep accurate records of the actual hours worked by non-exempt employees to calculate pay and benefits. Non-exempt employees must accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period . Employees must, absent extenuating circumstances, report absences from work to their manager or local People Partner. In general, non-exempt employees are not allowed to begin work earlier than 15 minutes before their shift begins or continue working later than 15 minutes after their shift has ended. This policy may differ at your particular work location: Please check with your manager for additional details. Exceptions are permissible only if an employee has received advanced written or oral approval by his/her manager to work overtime. Performing additional work without such approval may result in discipline. 14 Employees must clock in and out when starting and ending work. Altering, falsifying, tampering with time records, or entering time on another employee’s record is prohibited and may result in disciplinary action, up to and including termination. If for any reason an employee fails to clock in or out, the employee should immediately contact his/her manager or Human Resources Representative so that the error or omission can be corrected. Corrections or alterations of an employee’s payroll records must be approved by the employee’s manager. This policy is intended to comply with all federal, state, and local laws, and will be interpreted and applied in order to comply with all applicable laws. If you have any questions about this policy, including any addendums to this policy that are applicable to the state within which you work, please contact your Human Resources Representative. 2.7 Employment of Relatives and Domestic Partners Relatives and domestic partners of current employees may be hired by the Company if (1) the persons concerned will not work in a direct supervisory relationship, and (2) the employment will not pose difficulties for supervision, security, safety, or morale. For the purposes of this policy, “relatives” are defined as spouses, children, siblings, parents, or grandparents. A “domestic partnership” is generally defined as a committed relationship between two individuals who are sharing a home or living arrangements. Current employees who marry each other, become involved in a domestic partnership, or become romantically involved will be permitted to continue employment with the Company provided they do not work in a direct supervisory relationship with each other or otherwise pose difficulties as mentioned above. If employees who marry or live together do work in a direct supervisory relationship with each other, the Company will attempt to reassign one of the employees to another position for which he or she is qualified if such a position is available. 2.8 Employee Records Employee files are maintained by the Human Resource department and are considered confidential. Managers and other leaders may only have access to personnel file information on a need-to-know basis. Employees who wish to review their personnel file may do so by appointment. Personnel files are to be reviewed in the Human Resource department. Personnel files may not be taken outside the department. Upon written request, employees may obtain a copy of the information or part of the information contained in the employee’s personnel file in accordance with state law. Employee’s personnel data should be accurate and current at all times. It is the responsibility of each employee to promptly notify Human Resources of any changes in personnel data such as: mailing address, telephone numbers, name and number of dependents, marital status and individuals to be contacted in the event of an emergency. 15 2.9 Employment Verification The Company is concerned about the accuracy of any information provided to individuals outside our organization regarding current or former employees. Consequently, in the event someone inquires about your employment with us, employee information may only be released by Human Resources. To be consistent, Human Resources will only verify your position(s) and dates of employment and the request must come to Human Resources in writing. Requests for further information require written authorization from the employee indicating specific information to be released. The only exception is information requested for legal or regulatory review of Company records requiring this data. Human Resources does not provide employment references for current or former employees that include information other than dates of employment and last position held. 2.10 Employment Termination Termination of employment is an inevitable part of personnel activity within any organization. Below are a few examples of some of the most common circumstances under which employment is terminated: a. Layoff : an involuntary employment termination initiated by the Company for non-disciplinary reasons. If a layoff occurs, employees will have their job eliminated based on a combination of factors, including but not limited to business needs, qualifications, past performance, and demonstrated ability. Human Resources personnel and/or the manager will be responsible for notifying employees of their job elimination. b. Termination : an involuntary employment termination initiated by the Company. c. Resignation : a voluntary employment termination initiated by an employee. As a courtesy, employees are requested to give their manager written notice of their resignation as far in advance as possible, but not less than two weeks before their intended resignation date. The announced resignation date will be considered the effective date of an employee’s resignation unless the employee is otherwise informed by Human Resources. The Human Resources Representative will schedule an exit interview or survey when an employee resigns. Exit interviews are confidential and will be used by Human Resources to identify trends as to why people are leaving. This may lead to changes in employment practices designed to improve the Company work environment and improve employee retention. d. Job Abandonment: Employees who fail to report to work or contact their manager for two consecutive workdays shall be considered to have abandoned their job without notice, effective at the end of their normal shift on the second day. The manager shall notify the Human Resource department at the expiration of the second workday, and the employee may be considered terminated at the end of the 16 expiration of their second workday if they fail to report to work and do not contact their manager. Any employee who terminates employment with VZL Staffing Services, LLC shall return all files, records, laptops/computers, keys, Company Confidential Information and any other materials that are the property of the Company. Employee’s benefits will be affected by employment termination in the following manner: All accrued vested benefits that are due and payable at termination per state law, will be paid according to that state law. Some benefits may be continued at the employee’s expense (See Section 5, Benefits) if the employee elects to do so. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations. 2.11 Housekeeping It is each employee’s responsibility to keep his/her work area clean, neat, and orderly at all times. Good housekeeping is essential for safety and for pleasant and efficient work conditions. The Company has invested a great deal of money and time in the appearance of its buildings and property. They will stay attractive if each employee is conscientious about housekeeping. This general rule applies to all areas of an employee’s workspace, department, and Company grounds and parking areas. 2.12 Reporting Procedure The Company expects that every employee will be regular and punctual in attendance. This means being in the office or working station, ready to work, at their starting time each day. Absenteeism and tardiness places a burden on other employees and on the Company. When an employee knows in advance that he/she will not be able to work or will be late, the employee’s manager must be notified as soon as possible prior to the scheduled starting time,