ITU AbsorbTech Employee Handbook

be used for legitimate business reasons and will not be disclosed to anyone who does not have a specific need to know. Employees’ addresses and phone numbers are not released by the Company except in very limited circumstances, such as legal requests. Forward any requests for employee information to Human Resources (HR); who will determine if the information can be released. is not discussed or repeated to anyone unless there is a specific business-related reason to do so. The employee is free to disclose his or her own condition if s/he wants, but Company representatives may not disclose medical information without the specific written authorization of the employee. Similarly, medical information about an employee that may be known to a manager Example: An employee tells their manager they need time off due to a medical condition. The manager must relay all the information to HR and payroll so a proper determination can be made for applying leave policies and procedures. People who work with the employee should only be told that the employee is out on medical leave, with no reference to the condition the employee has. Protected Health Information (PHI) Complaint Procedure. The term “Protected Health Information” (PHI) includes individually identifiable health information transmitted or maintained by a Company- sponsored health plan (insurance company, claims administrator or the plan sponsor), regardless of form (oral, written, and electronic). PHI does not include worker’s compensation information, First Aid logs, pre-hire physicals, or Family and Medical

ask that you respect those around you—co- workers, customers and management alike.

Any reports of discrimination are investigated and disciplinary measures are taken. Please communicate any questions or concerns that you have to Human Resources. 207 Immigration Reform & Control Act of 1986 (IRCA) The Immigration Reform and Control Act is an Act of Congress which reformed United States immigration law. The Act made it illegal to knowingly hire or recruit undocumented workers (immigrants who do not possess lawful work authorization), required employers to attest to their employees’ immigration status, and granted amnesty to undocumented workers who entered the United States before January 1, 1982 and had resided there continuously. Complying with IRCA requires all new hires to complete the I-9 Form and provide originals of the documents proving their eligibility for legal employment. The form and the documentation must be received in good order by the third day of employment. Any new hire failing to complete the I-9 Form within three days is terminated. 208 Privacy Policy At ITU AbsorbTech, we respect and safeguard the privacy of our employees and their personal information. Any personal information held by the Company will only

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We sustain a culture where accidents are unacceptable. Employee safety and well- being is our highest priority. We hire exceptional people and invest heavily in their success. The business succeeds as a result. Team Play is working together with co- workers, customers and suppliers to accomplish exceptional results.

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Our Business Tenets

We think your future is bright.