Employee Handbook

WelcomeWelcome to Cascade Connections! We are delighted you have chosen to join our organization and hope you willenjoy a long and successful career with us. As you become familiar with our culture and mission, we hope you willtake advantage of opportunities to enhance your career and further Cascade Connections’ goals.About usSince 1980, we have provided services to individuals with disabilities. Our journey began by serving 12 adults withdevelopmental disabilities in a residential environment. Since then we have grown to empower hundreds ofpeople throughout Whatcom County by providing residential and vocational services.You are joining an organization with a passion to make a difference. Thank you for being a member of our team!Our missionEmpowering individuals with disabilities to enhance their quality of lifeOur values Service Excellence Integrity Empowerment Maintaining quality staff and Doing what we say and taking Striving to provide people with responsibility for our actions and tools, skills and connections to services requires wisdom, words. We hold each other build a more positive future.expertise, respect and integrity. accountable to the Mission and Values of Cascade Connections. Competencies Christian Leadership Servant Leadership Delivering services that meet Adhering to bring glory to God Leading by example and putting physical, emotional, spiritual, and serve their fellow human others needs and desires beforemental, social and environmental kind. our own. We are humble needs. stewards of organizational resources: human, financial and physical. Equal Opportunity Individualized Services Community Supporting personal growth Providing services from a person Belonging is a two-way street and through power and choice, everyone benefits from inclusion.competence, health and safety, centered perspective.positive relationships, status and We seek to partner together to integration. All people are create a barrier free community. created equal.10/31/2017

Handbook disclaimerThis handbook is a living document that is reviewed and revised on a continual basis. It is not a document intendedto remain static. As state and federal laws change, this document will be revised to reflect those changes. AsCascade Connections grows, this handbook will reflect that growth. You will be kept up to date of any changesreflected in this handbook.10/31/2017

TABLE OF CONTENTSEmployment at WillEqual Opportunity and Commitment to Diversity Equal Opportunity Americans with Disabilities Act (ADA) and Reasonable Accommodation Commitment to Diversity Harassment and Complaint ProcedureConflicts of Interest and Confidentiality Conflicts of Interest Confidential InformationEmployment Relationship Employment Classification Employee Probationary Period Work Week and Hours of Work Meal and Rest Breaks Time Records Overtime Deductions from Pay/Safe Harbor Paychecks Access to Personnel Files Employment of Relatives and Domestic Partners Discipline Policy Separation from EmploymentWorkplace Safety Drug-Free Workplace Smoke-Free Workplace Workplace Violence Prevention Commitment to Safety Inclement WeatherWorkplace Guidelines Attendance On-call Pay Job Performance Outside Employment Dress and Grooming Social Media Acceptable Use Bulletin Boards Solicitation Computers, Internet, Email, and Other Resources Employee Privacy, Subpoenas, Search Warrants and Legal InvestigationsTime Off and Leaves of Absence Holidays Vacation Sick Leave10/31/2017

Family and Medical Leave Military Leave Bereavement Leave Jury Duty/Court Appearance Time Off for VotingEmployee Benefits Medical, Dental, and Vision Insurance 401(k) Plan Workers’ Compensation Employee Assistance Program In-Service TrainingEmployee Handbook Acknowledgment and Receipt10/31/2017

Employment at WillEmployment at Cascade Connections is on an at-will basis unless otherwise stated in a written individualemployment agreement signed by the Executive Director.This means that either you or the company may terminate the employment relationship at any time, for anyreason, with or without notice.Nothing in this handbook is intended to create an employment agreement, express, or implied. Nothing containedin this or any other document provided to you is intended to be, nor should it be, construed as a contract thatemployment or any benefit will be continued for any period of time.Any salary figures provided to you in annual or monthly terms are stated for the sake of convenience or tofacilitate comparisons and are not intended and do not create an employment contract for any specific period oftime.It is not the intent of this statement to interfere with, restrain, or prevent concerted activity as protected by theNational Labor Relations Act. Such activity includes employee communications regarding wages, hours, or otherterms or conditions of employment. Cascade Connections employees have the right to engage in or refrain fromsuch activities.10/31/2017

Equal Opportunity and Commitment to DiversityEqual OpportunityCascade Connections provides equal employment opportunities to all employees and applicants for employmentwithout regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age,disability, gender identity, results of genetic testing, or service in the military. Equal employment opportunityapplies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff,recall, transfer, leave of absence, compensation, and training.Cascade Connections expressly prohibits any form of unlawful employee harassment or discrimination based onany of the characteristics mentioned above. Improper interference with the ability of other employees to performtheir expected job duties will not be tolerated.Americans with Disabilities Act (ADA) and Reasonable AccommodationTo ensure equal employment opportunities to qualified individuals with a disability, Cascade Connections willmake reasonable accommodations for the known disability of an otherwise qualified individual, unless unduehardship on the operation of the business would result.If you require a reasonable accommodation, please contact the Human Resources Department.Commitment to DiversityCascade Connections is committed to creating and maintaining a workplace in which all employees have anopportunity to participate and contribute to the success of the business and are valued for their skills, experience,and unique perspectives. This commitment is embodied in company policy and the way we do business at CascadeConnections and is an important principle of sound business management.Harassment and Grievance ProcedureSexual and other unlawful harassment is a violation of Title VII of the Civil Rights Act of 1964 (Title VII), asamended, as well as many state laws. Harassment based on a characteristic protected by law, such as race, color,ancestry, national origin, gender, sex, sexual orientation, gender identity, marital status, religion, age, disability,veteran status, or other characteristic protected by state or federal law, is prohibited.It is Cascade Connection’s policy to provide a work environment free of sexual and other harassment. To that end,harassment of Cascade Connection’s employees by management, supervisors, coworkers, or nonemployees whoare in the workplace is prohibited. Further, any retaliation against an individual who has complained about sexualor other harassment or retaliation against individuals for cooperating with an investigation of a harassmentcomplaint is similarly unlawful and will not be tolerated. Cascade Connections will take all steps necessary toprevent and eliminate unlawful harassment.Definition of Unlawful Harassment. “Unlawful harassment” is conduct that has the purpose or effect of creatingan intimidating, hostile, or offensive work environment; has the purpose or effect of substantially andunreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’semployment opportunities because of the individual’s membership in a protected class.Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written orgraphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry,national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or othercharacteristic protected by state or federal law.Definition of Sexual Harassment. “Sexual harassment” is generally defined under both state and federal law asunwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual naturewhere:10/31/2017

 Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions; or  Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a workenvironment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexualharassment.While it is not possible to list all those additional circumstances that may constitute sexual harassment, thefollowing are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on thetotality of the circumstances, including the severity of the conduct and its pervasiveness:  Unwanted sexual advances, whether they involve physical touching or not;  Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life, comments about an individual’s body, comments about an individual’s sexual activity, deficiencies, or prowess;  Displaying sexually suggestive objects, pictures, or cartoons;  Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments;  Inquiries into one’s sexual experiences; and  Discussion of one’s sexual activities.All employees should take special note, as stated above, retaliation against an individual who has complainedabout sexual harassment and retaliation against individuals for cooperating with an investigation of sexualharassment complaint is unlawful and will not be tolerated at Cascade Connections.Grievance Procedure. If you believe you have been subject to or have witnessed illegal discrimination, includingsexual or other forms of unlawful harassment, we encourage you to file a grievance. You are first encouraged toaddress the issue(s) with the person you feel is creating the hostile or harassing environment.If you are not successful resolving the issue with the offending individual, you may present your grievance inwriting to your supervisor. If you are not comfortable presenting your grievance to your supervisor, you may sendyour grievance to your program’s administrator. If you are not able to resolve your grievance with the programadministrator, you may present your grievance to the Human Resources Director and the Executive Director. Ifyou are not satisfied your grievance has been addressed, you may submit your grievance to Cascade Connections’Board of Directors. Similarly, if you observe acts of discrimination toward or harassment of another employee, youare requested and encouraged to report this to one of the individuals listed above.No reprisal, retaliation, or other adverse action will be taken against you for making a grievance or report ofdiscrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspectedretaliation or intimidation should be reported immediately to one of the persons identified above.All grievances will be investigated promptly and, to the extent possible, with regard for confidentiality.If the investigation confirms conduct contrary to this policy has occurred, Cascade Connections will takeimmediate, appropriate, corrective action, including discipline, up to and including immediate termination.10/31/2017

Conflicts of Interest and ConfidentialityConflicts of InterestCascade Connections expects you to conduct yourself and company business in a manner that reflects the higheststandards of ethical conduct, and in accordance with all federal, state, and local laws and regulations. This includesavoiding real and potential conflicts of interest.Exactly what constitutes a conflict of interest or an unethical business practice is both a moral and a legal question.Cascade Connections recognizes and respects your right to engage in activities outside of employment that areprivate in nature and do not in any way conflict with or reflect poorly on the company.It is not possible to define all the circumstances and relationships that might create a conflict of interest. If asituation arises where there is a potential conflict of interest, you should discuss this with a manager for adviceand guidance on how to proceed. The list below suggests some of the types of activity that indicate improperbehavior, unacceptable personal integrity, or unacceptable ethics:  Simultaneous employment by another firm that is a competitor of Cascade Connections.  Carrying on company business with a firm in which you, or your close relative, has a substantial ownership or interest.  Holding a substantial interest in, or participating in the management of, a firm to which Cascade Connections makes purchases.  Borrowing money from customers or firms, other than recognized loan institutions, from which our company buys services, materials, equipment, or supplies.  Accepting substantial gifts or excessive entertainment from an outside organization or agency.  Speculating or dealing in materials, equipment, supplies, services, or property purchased by the company.  Participating in civic or professional organization activities in a manner that divulges confidential company information.  Misusing privileged information or revealing confidential data to outsiders.  Using one’s position in the company or knowledge of its affairs for personal gains.  Engaging in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, campaign contribution laws, or other laws regulating the conduct of company business.Confidential InformationCascade Connections provides a variety of services to a large number of customers. These customers entrustCascade Connections with important personal information, which is not to be disclosed to other persons, entities,or employees from other areas of the agency without the express written consent from the customer. Allinformation is considered confidential. Information received through the course of employment with CC andrelated to customers who are currently receiving or have received services from CC, employee/co-worker relatedinformation, and sensitive business-related information is not to be shared with unauthorized persons or thepublic at any time. Confidential information is any documentation that indicates a person’s identity. If there is aquestion of whether or not certain information is confidential, the employee must check with his/her immediatesupervisor prior to releasing the information in question.All employees will be required to sign a confidentiality pledge upon hire.Refer all inquiries from the media to the Executive Director.This provision is not intended to, and should not be interpreted to, prohibit you from discussing wages and otherterms and conditions of employment if you so choose.10/31/2017

Employment RelationshipEmployment ClassificationIn order to determine eligibility for benefits and overtime status and to ensure compliance with federal and statelaws and regulations, Cascade Connections classifies its employees as shown below. Cascade Connections mayreview or change employee classifications at any time.Exempt. If your status is Exempt, you are paid on a salaried basis and are not eligible to receive overtime pay.Nonexempt. If your status is Nonexempt, you are paid by hours worked and are eligible to receive overtime payfor any hours worked over 40 in a workweek.Regular, Full-Time. You are a regular, full-time employee if you are not deemed temporary, work a minimum of 40hours weekly and maintain continuous employment status. You are also eligible for the full-time benefits packageand are subject to the terms, conditions, and limitations of each benefits program.Medical Benefits Eligible Employee – Under the Affordable Care Act (ACA), part-time employees who work anaverage of 30 hours per week or 1560 over the course of an eligible year, are considered eligible formedical/dental/vision benefits.Regular, Part-Time. You are a regular, part-time employee if you are not deemed temporary, work a minimum of20 hours and maximum of 29 hours weekly, and maintain continuous employment status. You may be eligible forsome benefits offered by the company and are subject to the terms, conditions, and limitations of each benefitsprogram.Temporary, Full-Time. You are considered temporary, full-time status if you are hired as an interim replacement totemporarily supplement the workforce or to assist in the completion of a specific project and are temporarilyscheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially statedperiod does not in any way imply a change in employment status.Temporary, Part-Time. You are considered temporary, part-time status if you are hired as an interim replacementto temporarily supplement the workforce or to assist in the completion of a specific project and are temporarilyscheduled to work fewer than 30 hours weekly for a limited duration. Employment beyond any initially statedperiod does not in any way imply a change in employment status.Sleep Hours – Time spent sleeping at agency facilities while being available, but not performing job responsibilitiesand outside of awake, scheduled time fulfilling job responsibilities in the employee’s job description.Level I – Direct Support Staff, Direct Support Advocates, Assistant Coordinators, Employment Consultants, OfficeSupport and as specified on employee job descriptions.Level II – Finance Assistant, Payroll Clerk, Coordinators, Administrative Assistants, Middle Managers, EmploymentSpecialists and as specified on employee job descriptions.Level III – Directors and Administrators and as specified on the employee job descriptions.10/31/2017

Introductory Employment PhaseYour first six months with Cascade Connections, beginning with your hire date, are considered the “IntroductoryEmployment Phase”. If you are promoted to a new position, your introductory phase begins again. Whether youare hired at full-time or part-time depends on the decision of your Program Director and is based on theavailability of funds/hours. If you are promoted from within the agency you will also be considered on a six-monthintroductory period for your new position, however, this does not affect the commencement of your benefitcalendar, unless you are moving from part-time to full-time status. Your Program Director may extend yourintroductory period for up to an additional 90 days if necessary due to unsatisfactory work performance or a needfor additional training.Work Week and Hours of WorkThe standard workweek is from Monday 12:00 a.m. until Sunday 11:59 p.m. By nature of our business, CascadeConnections is a 24/7 organization serving customers around the clock. The Ferndale administrative office hourscan range from 7 a.m. to 5 p.m. depending on departmental function. You will be informed of your daily scheduleby your supervisor or Program Director. At times, it may be necessary to schedule you for overtime or extra shifts.Meal and Rest BreaksCascade Connections pays for your time during lunch and dinner breaks unless you leave your work site. If you arein a position not requiring you to remain on site for your entire shift, and leave for a meal break, you will berequired to clock out when you leave and clock in when you return. If you are unclear about time you receive forlunch breaks, ask your supervisor.Time RecordsIf you an hourly, non-exempt employee, you are required to record your time no earlier than 7 minutes prior tothe beginning of your scheduled shift. You are also required to record your time when you leave your shift –whether it be for lunch, a personal appointment or at the end of the day.If you use Sentric to record your time, and you punch in late, you will need to notify your supervisor as soon aspossible. Your supervisor will manually enter your work hours. If you repeatedly miss recording your time inSentric, you will be subject to disciplinary action. If you are chronically late to work, you will be subject todisciplinary action up to and including termination.OvertimeWhen required due to the needs of the business, you may be asked to work overtime. Overtime is actual hoursworked in excess of 40 in a workweek. If you are a nonexempt employee, you will be paid time and one-half ofyour regular rate of pay for all overtime hours actually worked in a workweek. Paid leave, such as holiday, paidtime-off, bereavement time, and jury duty, does not apply toward work time for the purpose of calculatingovertime. Overtime must be approved in advance by your supervisor or manager.Deductions from Pay/Safe HarborIf you are an exempt employee, Cascade Connections will not make improper deductions from your salary.Cascade Connections also complies with the salary basis requirements of the Fair Labor Standards Act (FLSA). If youare classified as exempt from the overtime pay requirements of the FLSA, you will be notified of this classificationat the time of hire or change in position.Permitted deductions. If you are an exempt employee, the FLSA limits the types of deductions that can be madefrom your pay. Permitted deductions are:  Deductions that are required by law, e.g., income taxes;  Deductions for employee benefits when authorized by the employee;  Absence from work for one or more full days for personal reasons other than sickness or disability;10/31/2017

 Absence from work for one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness;  Offset for amounts received as witness or jury fees, or for military pay; or  Unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions.During the week you begin work for the company or during the last week of your employment, you will only bepaid for actual hours worked. In addition, you may be paid only for hours worked during a period when you areusing unpaid leave under the Family and Medical Leave Act (FMLA).Improper deductions. If you are an exempt employee and believe improper deductions have been taken from yourpay, you should immediately report the deduction to the Payroll Department. We will promptly investigate thereport and if it is found that an improper deduction has been made, the company will reimburse you.PaychecksPaydays are on the 10th and 25th of each month. If payday falls on a weekend or federal holiday, you will receiveyour paycheck on the preceding workday.Cascade Connections requires employees to enroll in direct deposit. Your first pay will be in the form of a check.You can pick up your check by 4 p.m. on payday or have it mailed to your address on file. If you miss the 4 p.m.pick-up, your check will automatically be mailed. All subsequent pay will be deposited directly to yoursavings/checking account. If you change your bank account, please contact the Payroll Department for furtherinstructions. Cascade Connections does not distribute pay statements, however, you may view and print your paystatement through employee self-service in Sentric.Access to Personnel FilesYour employee file is kept and maintained by your department and must be available for state audit purposes.Your employee file is considered confidential. You may request to view your employee file by submitting yourrequest to your program director. You can view your file in your director’s office within three days of the requestunless otherwise required under state law. You may not remove your file outside the department. Representativesof government or law enforcement agencies, in the course of their duties, may be allowed access to fileinformation.Employment of Relatives and Domestic PartnersRelatives and domestic partners may be hired by the company if (1) the person(s) concerned will not work in adirect supervisory relationship, and (2) the employment will not pose difficulties for supervision, security, safety, ormorale. For the purposes of this policy, “relatives” are defined as spouses, children, siblings, parents, orgrandparents. A “domestic partnership” is generally defined as a committed relationship between two individualswho are sharing a home or living arrangements.If you marry a co-worker or become involved in a domestic partnership, you will be permitted to continueemployment with the company provided you don’t work in a direct supervisory relationship with each other orotherwise pose difficulties as mentioned above. If you marry or live together and work in a direct supervisoryrelationship, Cascade Connections will attempt to reassign you or your partner to another position for which eitherof you is qualified and if such a position is available. If no such position is available, one of you may be required toleave the company.If you are in a domestic partnership or one of your relatives works for Cascade Connections, you will be required tosign a Conflict of Interest form.Discipline and Corrective ActionCorrective action may be necessary from time to time for the efficient operation of the agency. Forms ofcorrective action may include verbal warnings, written warnings and reprimands, probationary status, suspension,10/31/2017

or termination. Any disciplinary actions beyond verbal warnings will be documented in writing, signed by theemployee and signed by management issuing the disciplinary action. Verbal warnings will be documented bymanagement issuing the warning and maintained in the employee’s Supervisor file.If you are on probation or a performance improvement plan, you will not be eligible for a wage increase, bonus,promotion or department transfer during this time.Administrative Leave Pending InvestigationIf you are suspected of client abuse or violation of CC Policies, you will be placed on administrative leave withoutpay pending the results of an investigation. Administrative leave will not exceed five business days, unless thesituation warrants longer.If the results of the investigation are found to be without merit, you will be compensated your regular hourly ratefor days of work missed as a result of the administrative leave. You will be paid only for days missed that younormally would have been scheduled to work.Suspension for disciplinary reasons shall be without pay. If you are terminated following suspension, you will notbe paid any leave benefits but will receive pay for hours worked on the next schedule payday.Separation from EmploymentIn all cases of voluntary resignation (one initiated by you), you are asked to provide a written notice to yoursupervisor at least fourteen (14) days in advance of your last day of work. Holidays and paid time off (PTO) are notcounted toward the fourteen-day notice. If you provide the requested amount of notice, you will be considered tohave resigned in good standing and eligible for rehire.If you do not submit the required notice, you will not receive any accrued paid-time off (if applicable) and not beeligible for re-hire.In most cases, Human Resources or the Department Director will conduct an exit meeting on or before the last dayof your employment to collect all company property, and to discuss final pay. If applicable, information regardingbenefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to yourhome address. Cascade Connections, at its discretion, may decide it necessary, due to certain business conditions,to reduce the number of employees or work hours.10/31/2017

Workplace SafetyDrug-Free WorkplaceCascade Connections values you and recognizes your need for a safe and healthy work environment.Establishment of a drug-free policy is consistent with Cascade Connections’ desired culture and is in the bestinterest of the organization. You, as an employee of Cascade Connections, have the right to work in a drug-freeenvironment. For these reasons, Cascade Connections prohibits the use, distribution, manufacture, possession orbeing under the influence of any controlled substance or illegal drug (including, but not limited to, marijuana oralcohol) while on Cascade Connections’ property and while performing any work on Cascade Connections’ behalf.Cascade Connections’ policy also addresses employees’ use of prescription drugs. Due to the nature of CascadeConnection’s business (including Federal Contracts) , we will not tolerate impairment on the job. If you aresuspected of coming to work impaired, we reserve the right to send you for drug and/or alcohol testing. A positiveoutcome will result in your immediate termination.Cascade Connections receives federal funds and as a condition of receiving a federal contract, is required to adhereto the Drug-Free Workplace Act of 1988. In addition to compliance with the requirements of the Drug-FreeWorkplace Act of 1988, Cascade Connections complies with the drug-free workforce rules put into action by theU.S. Department of Defense, U.S. Department of Transportation and all other Federal agencies as well as all otherFederal, State and local laws and regulations.Smoke-Free WorkplaceSmoking is not allowed in company buildings or work areas at any time. “Smoking” includes the use of any tobaccoproducts, electronic smoking devices, and e-cigarettes containing nicotine cartridges.Smoking is only permitted during break times in designated outdoor areas. If you smoke, use only designatedsmoking areas and dispose of any smoking debris safely and properly.Workplace Violence PreventionCascade Connections is committed to providing a safe, violence-free workplace for our employees. Due to thiscommitment, we discourage you from engaging in any physical confrontation with a violent or potentially violentindividual or from behaving in a threatening or violent manner. We will not tolerate threats, threatening language,or any other acts of aggression or violence made toward or by any employee. A threat may include any verbal orphysical harassment or abuse, attempts to intimidate others, menacing gestures, stalking, or any other hostile,aggressive, and/or destructive actions taken for the purposes of intimidation. This policy covers any violent orpotentially violent behavior that may occur in the workplace or at company-sponsored functions.All Cascade Connections employees bear the responsibility of keeping our work environment free from violence orpotential violence. If you witness or are the recipient of violent behavior, you should promptly inform yoursupervisor, manager, or the Human Resources Department. All threats will be promptly investigated. No employeewill be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under thisguideline.Any individual engaging in violence against the company, its employees, or its property will be prosecuted to thefull extent of the law. All acts will be investigated and appropriate action taken. Any act or threatening behaviormay result in disciplinary action up to and including termination.WeaponsWeapons are prohibited on Cascade Connections property, including parking lots or company vehicles.Additionally, while on duty, you may not carry a weapon of any type. Weapons include, but are not limited to,handguns, rifles, automatic weapons, and knives that can be used as weapons (excluding pocketknives, utilityknives, and other instruments used to open packages, cut string, and for other miscellaneous tasks), martial artsparaphernalia, stun guns, and tear gas. Violating this policy is subject to discipline up to and including terminationfor the first offense.10/31/2017

Cascade Connections reserves the right to inspect all belongings of employees on its premises, including briefcases,purses and handbags, gym bags, and personal vehicles on company property.Commitment to SafetyProtecting the safety of our employees and customers is the most important aspect of running our business.You have the opportunity and responsibility to contribute to a safe work environment by using commonsense rulesand safe practices and by notifying management when any health or safety issues are present. You are encouragedto partner with management to ensure maximum safety for all.In the event of an emergency, notify the appropriate emergency personnel by dialing 911.Inclement WeatherIt is the policy of Cascade Connections to remain open during inclement weather; however, where extraordinarycircumstances warrant, Cascade Connections reserves the right to close its Administrative and Vocational offices.As supported living and home care staffs are considered essential employees, Residential services will continue asscheduled and you are expected work your shift. You are required to contact your supervisor if you are unable tomake it to work, so that disruption to customer services is as minimal as possible.Cascade Connections will do everything in its power to avoid disruption of customer services during inclementweather, however, for the safety of everyone, a supervisor may choose to limit or deny use of agency vehicles.You must have authorization from your supervisor prior to operating an agency vehicle during inclement weather.The Cascade Connections Training Center may cancel or delay class start times when school closure and delaysoccur due to inclement weather. Students signed up for classes should check the website for information on classcancellation and delays or call the Administrative Offices at 360-714-9355.10/31/2017

Workplace GuidelinesAttendanceWe expect you to arrive on time, ready to work, every day you are scheduled to work.If you are unable to arrive to work on time, or if you plan to be absent for an entire day, you must contact yoursupervisor as soon as possible. Voice and email messages are not acceptable except in certain emergencycircumstances. We encourage you to find a co-worker to cover your shift when at all possible.Excessive absenteeism or tardiness will result in discipline up to and including termination. Failure to show up orcall in for a scheduled shift without prior approval may result in termination. If you fail to report to work or call into inform your supervisor of the absence for 3 consecutive days or more, you will be considered to have voluntarilyresigned employment and will not be eligible for re-hire.On-Call PayIf you are asked to return to work after leaving your regular shift or prior to beginning your next regularlyscheduled shift due to unforeseen circumstances, you shall be considered on-call and will be paid for time worked,or a minimum of 2 hours, whichever is greater.If you are required to carry a pager or cell phone, you are not considered “working” unless you are required torespond to a call or return to work outside of regularly scheduled work hours.Your time worked while on-call is paid at your regular rate of pay. If you are called back to work, you will also bepaid for travel time. Worked hours exceeding 40 in a 7-day workweek are paid at time and one-half your regularrate of pay. Callbacks occurring during company holidays are paid at time and one-half your regular rate of pay.Employees, who are required to respond via a phone call only, are paid a minimum of 15 minutes. If you receiveand respond to multiple calls after the first 15 minutes but within an hour you will be paid for 1 hour.Job PerformanceCommunication between you and your supervisor or manager is very important. Discussions regarding your jobperformance are ongoing and often informal. You should initiate conversations with your supervisor if you feeladditional ongoing feedback is needed.You will receive an annual performance review on the anniversary of your hire or promotion. You may also receivea performance review at 90 days of hire/promotion and six months of hire/promotion. The annual review includesa written performance appraisal and discussion between you and your supervisor about your past year’s jobperformance and expectations for the coming year.Outside EmploymentYou are permitted to work a second job as long as it does not interfere with your job performance with CascadeConnections. Even if you have a second job, our expectation is that you work your assigned schedule. A second jobis not considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, orrefusal to work overtime or different hours.If your outside work activity causes or contributes to job-related problems, you may be subject to disciplinaryaction, up to and including termination.Dress and GroomingCascade Connections provides a casual yet professional work environment. Even though the dress code is casual, itis important to project a professional image to our customers, visitors, and coworkers. All employees are expectedto dress in a manner consistent with good hygiene, safety, and good taste. (Full CC Dress Code Policy to bereviewed at New Hire Orientation).10/31/2017

Direct any questions or complaints regarding the appropriateness of attire to your supervisor. Your program’sDirector will make any decisions regarding your attire. If you come to work in inappropriate dress, you will beasked to go home and change.Social Media Acceptable UseCascade Connections encourages you to share information with co-workers and with those outside the companyfor the purposes of gathering information, generating new ideas, and learning from the work of others. Socialmedia provide inexpensive, informal, and timely ways to participate in an exchange of ideas and information.However, information posted on a website is available to the public and, therefore, the company has establishedthe following guidelines for employee participation in social media.Note: As used in this policy, “social media” refers to blogs, forums, and social networking sites, such as Twitter,Facebook, LinkedIn, YouTube, Instagram, and Myspace, among others.Off-duty use of social media. You may maintain personal websites or web logs on your own time using your ownfacilities. You must ensure that social media activity does not interfere with your work. In general, CascadeConnections considers social media activities to be personal endeavors, and you may use them to express yourthoughts or promote your ideas.On-duty use of social media. You may engage in social media activity during work time provided it is directlyrelated to your work, approved by your manager, and does not identify or reference company clients, customers,or vendors without express permission. Cascade Connections has the ability to monitor employee use of companycomputers and the Internet at any time, including employee blogging and social networking activity.Respect. We ask that you demonstrate respect for the dignity of the company, our customers, our vendors, andyour fellow employees. A social media site is a public place, and you should avoid inappropriate comments. Forexample, do not use ethnic slurs, personal insults, or obscenity, or use language that may be consideredinflammatory. Even if you post a message anonymously, it may be possible to trace it back to you.Post disclaimers. If you identify yourself as a company employee or discusses matters related to the company on asocial media site, the post must include a disclaimer on the front page stating that it does not express the views ofthe company and that you are expressing only your personal views. For example: “The views expressed on thiswebsite/web log are mine alone and do not necessarily reflect the views of my employer.” Place the disclaimer in aprominent position and repeat it for each posting expressing an opinion related to the company or the company’sbusiness. You must keep in mind that if you post information on a social media site that is in violation of companypolicy and/or federal, state, or local law, the disclaimer will not shield you from disciplinary action.Competition. You should not use social media to criticize the company’s competition and should not use it tocompete with the company.Confidentiality. You should not identify or reference company clients, customers, or vendors without expresswritten permission. You may write about your job in general but you may not disclose any confidential orproprietary information. For examples of confidential information, please refer to the confidentiality policy. Whenin doubt, ask before publishing.New ideas. Please remember that new ideas related to work or the company’s business belong to the company.Do not post them on a social media site without the company’s permission.Trademarks and copyrights. Do not use the Cascade Connections or others’ trademarks on a social media site, orreproduce the company’s or others’ material without first obtaining permission.Legal. You are expected to comply with all applicable laws, including but not limited to, Federal Trade Commission(FTC) guidelines, copyright, trademark, and harassment laws.Discipline. Violations of this policy may result in discipline up to and including immediate termination ofemployment.10/31/2017

Note: Nothing in this policy is meant to, nor should it be interpreted to, in any way limit your rights under anyapplicable federal, state, or local laws, including your rights under the National Labor Relations Act to engage inprotected concerted activities with other employees to improve terms and conditions of employment, such aswages and benefits.Bulletin BoardsAll required governmental postings are located at each Department’s common room. These boards may alsocontain general announcements.Employee boxes and agency bulletin boards are for the sole purpose of distributing agency related materials andmessages to employees. Message boxes and bulletin boards may not be used to distribute or solicit non-agencymaterials or information. If you are uncertain if an item can or cannot be distributed in employee message boxesor posted on agency bulletin boards, please check with your supervisor. If you wish to display non-agency relatedpublications or materials on agency bulletin boards, you must have prior approval from your department’sProgram Director in correlation with the Administrator of Residential or Vocational Services. If you use themessage boxes or agency bulletin boards for anything other than agency related messages or information, you willbe subject to disciplinary action.The company reserves the right to refuse permission to post or to take down any announcement.SolicitationEmployees should be able to work in an environment that is free from unnecessary annoyances and interferencewith their work. In order to protect our employees and visitors, solicitation is prohibited while either the employeebeing solicited or the employee doing the soliciting is on “work time.” “Work time” is defined as time during whichan employee is being paid to perform their job.Employees are also prohibited from distributing written materials, handbills, or any other type of literature onwork time and, at all times, in “working areas,” which includes all office areas. “Work areas” do not include breakrooms, parking lots, or common areas shared by employees during non-work time.Nonemployees may not trespass or solicit or distribute materials anywhere on company property at any time.Computers, Internet, Email, and Other ResourcesCascade Connections provides a wide variety of communication tools and resources for you to use in running day-to-day activities. Whether it is the telephone, voice mail, fax, scanner, Internet, intranet, email, text messaging, orany other company-provided technology, use is reserved for business-related matters during working hours. Allcommunication using these tools should be handled in a professional and respectful manner.You should not have any expectation of privacy in the use of company computer, phone, or other communicationtools. All communications made using company-provided equipment or services including email and internetactivity, are subject to inspection by the company. Keep in mind, that even if you delete an email, voicemail orother communication, a copy may be archived on the company’s systems.Emails that are not job-related have the potential to drain, rather than enhance, productivity and systemperformance. You should be aware that information transmitted through email is not completely secure, andinformation you transmit and receive could damage the reputation of the company.You are encouraged to use these tools only to communicate with fellow employees, suppliers, customers, orpotential customers regarding company business. Internal and external emails are considered business records andmay be subject to discovery in the event of litigation. Be aware of this possibility when sending emails within andoutside the company.Refrain from using email in a manner that violates any of our company guidelines/policies, including but notlimited to Equal Opportunity and Harassment policies, the Conflict of Interest Policy, etc. Delete any emailmessages prior to opening that are received from unknown senders and advertisers.10/31/2017

It is our goal to respect the dignity of employees at all times. Because email, telephone and voice mail, andinternet communication equipment are provided for company business purposes and are critical to the CascadeConnections’ success, your communications may be accessed without further notice by company management toensure compliance with this guideline.Sensitive information should not be sent via unsecured electronic means.Office telephones are for business purposes. While the company recognizes that some personal calls arenecessary, these should be kept as brief as possible and to a minimum. Personal use of the company’s cell phonesis strictly prohibited. Abuse of these privileges is subject to corrective action up to and including termination.It is also against company policy to turn off antivirus protection software or make unauthorized changes to systemconfigurations installed on company computers. Violations of this policy may result in termination for a firstoffense.Employee Privacy, Subpoenas, Search Warrants and Legal InvestigationsCascade Connections strives to protect your privacy to the fullest level permissible by law. We will not releaseyour confidential information to authorities without a subpoena or search warrant.The agency only retains your information as required by state and federal law. Any information not required to beretained by state and federal law will be destroyed confidentially.10/31/2017

Time Off and Leaves of AbsenceHolidaysCascade Connections observes the following holidays unless they fall on your usual day off. If you work on aholiday, you will be paid at time and one-half your regular rate of pay:  New Year’s Day  Presidents’ Day  Memorial Day  Independence Day  Labor Day  Thanksgiving Day  ChristmasIf you are a VOC employee and work on a federally funded contract – you will be paid two-times your regular rateof pay when working the following holidays:  New Year’s Day  Martin Luther King Day  President’s Day  Memorial Day  Independence Day  Labor Day  Columbus Day  Veteran’s Day  Thanksgiving Day  Christmas DayHoliday pay. Check with your program director regarding your eligibility for paid holidays.Religious observances. If you need time off to observe religious a practice or holiday not already scheduled byCascade Connections, you should speak with your supervisor. Depending upon business needs, you may be able towork on a day that is normally observed as a holiday and then take time off for another religious day. You mayalso be able to switch a scheduled day with another employee, or take vacation time, or take an unpaid day. Thecompany will seek to reasonably accommodate individuals’ religious observances.Paid Time OffCascade Connections recognizes the importance of time off from work to relax, spend time with family, and enjoyleisure activities. The company provides paid time off (PTO) to full-time (40 hour/week) employees for this purposeand employees are encouraged to take PTO during the year.If you are a full-time employee, you will accrue PTO according to your position level. You may not take PTO untilyou have successfully completed your six month probationary period and have accrued the PTO.You should submit your PTO plans to your supervisor at least 30 days in advance of the requested PTO date. PTOmay be scheduled in increments of one (1) full workday up to a maximum of two (2) consecutive weeks.If you terminate employment with Cascade Connections according to policy, you will be paid for your accrued butunused PTO on your final pay check.10/31/2017

Family and Medical LeaveCascade Connections complies with the federal Family and Medical Leave Act (FMLA), which requires employers togrant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The companyabides by any state regulated leave laws. The more generous of the two laws will apply to you if you are eligibleunder both federal and state laws.Please note there are many requirements, qualifications, and exceptions under these laws, and each employee’ssituation is different. Contact the Human Resources department to discuss options for leave.Reasons for Taking Leave. Under federal law, unpaid leave may be requested for pregnancy and prenatal care;preplacement activities, birth, adoption, or foster placement of a child; or the serious health condition of a child,spouse, parent, domestic partner, or the employee. State law may have additional reasons defined.Military Family Leave Entitlements. Under federal law, unpaid leave may also be requested by eligible employeeswho have any qualifying crisis arising out of the fact that the spouse or a son, daughter, parent, domestic partner,or next of kin of the employee is on covered active duty (or has been notified of an impending call or order tocovered active duty) in the armed forces and may use their 12-week entitlement to address certain qualifyingcircumstances. Qualifying circumstances may include deploying on short-notice, attending certain military events,arranging for alternative child care and school activities, addressing certain financial and legal arrangements,attending certain counseling sessions, engaging in rest and recuperation, and attending post deploymentreintegration briefings.The federal FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeksof leave to care for a covered service member during a single 12-month period. This leave applies if the employeeis the spouse, son, daughter, parent, domestic partner, or next of kin caring for a covered military service memberor veteran recovering from an injury or illness suffered while on active duty in the armed forces or that existedbefore the beginning of the member’s active duty and was aggravated by service or that manifested itself beforeor after the member became a veteran.Leave Designation. If you do not expressly request FMLA leave, the company reserves the right to designate aqualifying absence as FMLA leave and will give notice of the FMLA designation to you. If an absence is a qualifyingevent under FMLA, the leave will run concurrent with short-term disability, long-term disability, PTO, workers’compensation, and/or any other leave where permitted by state and federal law.Benefits. Under federal law, Cascade Connections must continue your healthcare benefits during FMLA leave asthough you were still at work and must pay our part of the premium. You will continue to be responsible for yourportion of the premium as well.Interaction with Accrued Paid Time Off. FMLA leave, and paid vacation or sick time will run concurrently asprovided under Cascade Connections’ policy except where prohibited by state law.Job Protection. Your job, or an equivalent job, is protected while you are on leave. Both federal and applicablestate laws require that you are returned to your position or to another job of like pay and status at the end ofFMLA leave.Note: If you are unable to return to work after the expiration of federal or state FMLA, you may be granted an*extension if your condition constitutes a disability under the Americans with Disabilities Act (ADA) or in certainworkers’ compensation cases.Return-to-Work Policy. When such work is available, the company will attempt to provide you with a temporarymodified or light-duty assignment in accordance with documented medical restrictions.Military LeaveCascade Connections supports the military obligations of all employees and grants leaves for uniformed service inaccordance with applicable federal and state laws. If you need time off for uniformed service you should10/31/2017

immediately notify your supervisor, who will provide details regarding the leave. If you are unable to providenotice before leaving for uniformed service, a family member should notify your supervisor as soon as possible.Upon return from military leave, you will be granted the same seniority, pay, and benefits as if you had workedcontinuously. If you fail to report for work within the prescribed time after completion of military service it will beconsidered a voluntary termination.All employees who enter military service may accumulate a total absence of 5 years and still retain employmentrights.Bereavement LeaveIf you have worked for Cascade Connections more than three months’ and you are a full-time employee, you maytake up to three days of paid bereavement leave upon the death of a member of your immediate family. By“Immediate family members” we mean your spouse, domestic partner, parents, stepparents, siblings, children,stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law,or grandchild. You may take up to one (1) day off with pay to attend the funeral of an extended family member(aunts, uncles, and cousins).Cascade Connections may require verification of the need for the leave. Your supervisor will consider this time offon a case-by-case basis.Payment for bereavement leave is computed at the regular hourly rate to a maximum of 8 hours for 1 day. Timeoff granted in accordance with this policy shall not be credited as time worked for the purpose of computingovertime.Jury Duty/Court AppearanceIf you receive a summons for Jury Duty, you will be excused from your regularly scheduled shift. CascadeConnections will pay the difference between jury duty pay and your regular salary/hourly pay for the time servedon jury duty. If jury duty hours are different from your scheduled shift, then you are expected to be at your normalshift. You are responsible for notifying your supervisor upon receipt from a court as to your obligation to serve ona jury or act as a witness. You are required to provide a written jury summons or subpoena from the court to yoursupervisor. Your supervisor will forward a copy to Payroll and note your time sheet regarding the absence.If you request time off for other court appearances, i.e. plaintiff/defendant in a case or a non-subpoenaedappearance, you will not receive paid time off. Leave or unpaid time must be used in these situations.Jury duty is not an accrued benefit like PTO and is not paid at termination of employment.Time Off for VotingWashington State is a “Vote by Mail” state in which case, Cascade Connections does not allow time of for voting.10/31/2017

Employee BenefitsCascade Connections recognizes the value of providing benefits to you and your family. The company supports youby offering a comprehensive and competitive benefits program. For more information regarding benefit programs,please refer to the company Summary Plan Descriptions (SPD), which is in Sentric, or contact the Human Resourcesdepartment. To the extent of the information provided here conflicts with the SPD or full plan document, the fullplan document will control.Medical, Dental, and Vision InsuranceFull-time employees working 30 hours or more per week are eligible for insurance on the first of the monthfollowing 60 days of continuous service. To keep coverage in force, every insured employee must work a minimumof 30 hours per week.401(k) PlanCascade Connections recognizes the importance of saving for retirement and offers eligible employees a 401(k)plan. If you are 19 years old or older, you will be eligible to enroll in our 401k plan after one year of continuousemployment and have compensated hours of 1000 or more. Our Payroll Department will notify you when youbecome eligible to enroll.Employee Assistance ProgramThe Employee Assistance Program (EAP) is a resource provided locally by Health Promotion Northwest, designed toprovide highly confidential and experienced help when you are dealing with issues affecting your life and thequality of your job performance. Cascade Connections wants you to be able to maintain a healthy balance of workand family that will allow you to enjoy life. The EAP is a confidential counseling and referral service that can helpyou successfully deal with life’s challenges. This free, comprehensive counseling service offers you up to four visitsper year.You are encouraged to use this valuable service whenever you have a need. If you choose to use EAP services, beassured the information disclosed in your sessions is confidential and not available to the company, nor is thecompany given any information on who chooses to use the services. For questions or additional information aboutthis program, employees may contact their department supervisor or Human Resources.In-Service TrainingAs a new employee, you will attend many trainings on CC’s philosophy, organization, program practices, goals,policies and individual customers of Cascade Connections. We provide a variety of classes that will be necessary foryour certifications. Classes may vary by department.10/31/2017

EMPLOYEE HANDBOOK ACKNOWLEDGMENT AND RECEIPTI hereby acknowledge receipt of the employee handbook of Cascade Connections. I understand and agree that it ismy responsibility to read and comply with the policies in the handbook.I understand that the handbook and all other written and oral materials provided to me are intended forinformational purposes only. Neither it, company practices, nor other communications create an employmentcontract or term. I understand that the policies and benefits, both in the handbook and those communicated tome in any other fashion, are subject to interpretation, review, and change by management at any time withoutnotice.I further agree that neither this document nor any other communication shall bind the company to employ menow or hereafter and that my employment may be terminated by me or the company without reason at any time.I understand that no representative of the company has any authority to enter into any agreement foremployment for any specified period of time or to assure any other personnel action or to assure any benefits orterms or conditions of employment, or make any agreement contrary to the foregoing.I also understand and agree that this agreement may not be modified orally and that only the Executive Director ofthe company may make a commitment for employment. I also understand that if such an agreement is made, itmust be in writing and signed by the Executive Director._____________________________________Employee’s Name in Print_____________________________________Signature of Employee_______________________Date Signed by EmployeeTO BE PLACED IN EMPLOYEE’S PERSONNEL FILE10/31/2017