ITU AbsorbTech Employee Handbook

Employee Policies

201 Agreement barring unfair activities The nature of your position with ITU AbsorbTech may require you to sign an Agreement Barring Unfair Activities as a condition of your employment. Employees whose positions require this agreement will be notified on-or-before the first day of employment. Refusal to sign this agreement when required will result in your conditional offer of employment being rescinded. 202 Agreement for Confidentiality & Non-Dis- closure Employees are required to sign a Confidentiality and Non-Disclosure Agreement that acknowledges the proprietary and confidential information of ITU AbsorbTech; and explains employee responsibilities and consequences pertaining to the agreement. Refusal to sign this agreement when required will result in your conditional offer of employment being rescinded. 203 The Americans with Disabilities Act (ADA) The Company is committed to providing reasonable accommodations to all job applicants, part-time, full-time, and probationary employees with disabilities, including those accommodations related to pregnancy, childbirth, or common conditions related to pregnancy or childbirth.

This may include providing a reasonable accommodation where appropriate in order for an otherwise qualified individual to perform the essential functions of his or her job. It is your responsibility to notify Human Resources of your need for a reasonable accommodation. In response to a request for an accommodation, Human Resources may ask the requesting employee to provide documentation from the employee’s healthcare provider regarding the justification for the requested accommodation; the description of the reasonable accommodation medically advisable; and the probable duration of the reasonable accommodation. Once the information is received, Human Resources, the employee’s supervisor and the employee will engage in a timely, good faith, and meaningful exchange to determine if an effective reasonable accommodation is available. Reasonable accommodations might include, but are not limited to more frequent or longer breaks, assistance with manual labor, light duty assignments, temporary transfer to a less strenuous or hazardous position, the provision of an accessible worksite, acquisition or modification of equipment, job restructuring, a part-time or modified work schedule, and/or reassignment to a vacant position. The Company can offer a different accommodation as an alternative to the one that has been requested if the alternative is effective in meeting the employee’s needs. Please understand that an accommodation is not considered reasonable if it imposes an undue hardship or burden on the ordinary operation of the Company. If an employee has any questions about their reasonable advisable; the date the reasonable accommodation became medically

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