Terms of Use

Section 1 – Welcome

1‐1 Introduction to KabaFusion

Welcome to KabaFusion Holdings and its affiliated companies! We are proud of the service we provide and want you to help us maintain the quality of care, patient experience, team spirit, and commitment to serve our patients‐all of which have been critical to our success. The quality of care we offer relies on our professionalism, empathy, creativity, and dedication to our patients and to the Company.

KabaFusion features a diverse management team consisting of industry leaders with significant managerial, clinical, fiscal and payor expertise.

You have many responsibilities at KabaFusion. The success of the Company – as well as your own accomplishment – depends largely on how well those responsibilities are met. We want to communicate a clear understanding of our business practices, plus identify what is considered good performance in the workplace. We believe with clear expectations each employee will contribute directly to our growth and success.

To help you get started, please read this employee Handbook thoroughly. This Handbook contains guidelines and information that we feel are important for all employees to understand. If you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice to you, interpretation, or clarification regarding any part of the Handbook you should address your specific questions to the Human Resources Staff who are ready to support you.

As a founder of the KabaFusion family, I believe you will quickly realize we are a dedicated, close knit, and a supportive family comprised of remarkably caring people from around the world. Each of them is eager to share their own unique talents, perspectives, and backgrounds. We are excited and honored to have you here and we wish you tremendous success in your every endeavor. We are confident you will take pride in being a member of our team, and that your experience here will be challenging, enjoyable, and rewarding.

Regards,
Dr. Sohail Masood
Chief Executive Officer

Section 2 ‐ Mission Statement and Corporate Office Locations

2‐1 Mission Statement

At KabaFusion Holdings and its Affiliates, we are guided by our commitment to positive clinical outcomes and excellence in specialty acute and immunoglobulin infusion, we are dedicated to working proactively with patients, healthcare practitioners and payers to provide comprehensive support
before, during and after treatment.

2‐2 Company Corporate Office Locations

KabaFusion Holdings and its Affiliates has two Corporate Offices.

West Coast Corporate Office
17777 Center Court Dr. N., Suite 550
Cerritos, CA 90703
800.435.3020

East Coast Corporate Office
80 Hayden Avenue, Suite 300
Lexington, MA 02421
844.777.4844

Any visitor (this includes anyone who is not an employee) to Company offices must check in at the reception area and get approval by a manager before being allowed entrance into the Company buildings.

Section 3 ‐ Governing Principles of Employment

3‐1 Employment At‐Will

As an employee of the Company you are an “employee at‐will”. This means that either you or the Company may choose to terminate the employment relationship at any time, with or without cause.

Nothing in this Handbook changes this at‐will relationship, guarantees you a benefit, creates a contract of continued employment or employment for a specified term, or any contractual obligation that conflicts with the Company policy that the employment relationship with its employees is at‐will.

Except for an employment contract, any documents or statements, written, oral, prior, current, or future that conflict with the employment at‐will policy are void.

3‐2 Equal Employment Opportunity

KabaFusion Holdings and its Affiliates is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, national origin, ancestry, sex, gender, gender identity, pregnancy, childbirth or related medical condition, religious creed, physical disability, mental disability, age, medical condition (cancer), marital status, veteran status, sexual orientation, sexual preference, genetic information, or any other characteristic protected and in accordance with federal, state or local laws. KabaFusion is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.

At the best of its ability the Company will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified employees with disabilities. If you need assistance to perform your job duties because of a physical or mental condition, please consult with your manager and/or Human Resource department.

The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such accommodation does not pose an undue hardship on the Company’s operations. If you wish to request such an accommodation, please speak to your manager and the Human Resources department.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of Chief HR Officer. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels they have been subjected to any such retaliation, they should bring it to the attention of Chief HR Officer. Violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including discharge. All employees must cooperate with all investigations.

3‐3 The Americans with Disabilities Act

The Company is committed to providing equal employment opportunities and to not discriminate against a qualified individual on the basis of disability who meet legitimate skill, experience, education and other requirements of a position and who can perform the essential functions of the job in question with or without reasonable accommodation. In general, it is your responsibility to inform human resources of the need for an accommodation. Upon doing so, human resources may ask for your input on the accommodation you believe would enable you to perform your job. The company will utilize an interactive process to determine if reasonable accommodation can be provided to help employees perform the essential functions of their jobs despite their work restrictions.

The ADA requires employers to provide a reasonable accommodation to qualified individuals with known disabilities in all aspects of employment, unless the accommodation would cause an undue hardship to the employer. Reasonable accommodation may be available to individuals with temporary impairments, including impairments related to pregnancy. When appropriate, we may need additional information from your physician or other medical or rehabilitation professionals.

3‐4 Drug‐Free and Alcohol‐Free Workplace

To help ensure a safe, healthy and productive work environment for our employees and others, to protect Company property, and to ensure efficient operations, the Company has adopted a policy of maintaining a workplace free of drugs and alcohol. This policy applies to all employees and other individuals who perform work for the Company.

The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale or distribution of controlled substances, drug paraphernalia or alcohol by an individual anywhere on

Company premises, while on Company business (whether or not on Company premises) or while representing the Company, is strictly prohibited. Employees and other individuals who work for the

Company also are prohibited from reporting to work or working while they are using or under the influence of alcohol or any controlled substances, which may impact an employee’s ability to perform their job or otherwise pose safety concerns, except when the use is pursuant to a licensed medical practitioner’s instructions and the licensed medical practitioner authorized the employee or individual to report to work. However, this does not extend any right to report to work under the influence of medical marijuana or to use medical marijuana as a defense to a positive drug test, to the extent an employee is subject to any drug testing requirement, to the extent permitted by and in accordance with applicable law.

Violation of this policy will result in disciplinary action, up to and including discharge.

The Company maintains a policy of non‐discrimination and will endeavor to make reasonable accommodations to assist individuals recovering from substance and alcohol dependencies, and those who have a medical history which reflects treatment for substance abuse conditions. However, employees may not request an accommodation to avoid discipline for a policy violation. We encourage employees to seek assistance before their substance abuse or alcohol misuse renders them unable to perform the essential functions of their jobs or jeopardizes the health and safety of any Company employee, including themselves.

As part of our policy to ensure a substance abuse free workplace, Company employees may be asked to submit to a medical examination and/or clinical tests for the presence of alcohol and/or drugs.

Subject to the limits of federal and state laws, the Company reserves the right, in its discretion, to require employees to submit to examinations and tests for the presence of alcohol and/or drugs.

Circumstances under which such testing may be required, include but are not limited to, the following:

1. in connection with an offer of employment with the Company;

2. where there are reasonable grounds for believing an employee is under the influence of alcohol or drugs;

3. as part of an investigation of any accident in the workplace in which there are reasonable grounds to suspect alcohol and/or drugs contributed to the accident;

4. on a random basis, where allowed by law;

5. as a follow‐up to a rehabilitation program, where allowed by law; and

6. as necessary for the safety of employees, customers, clients, or the public at large, where allowed by law.

3‐5 Compliance Program

Company personnel are required to abide by all applicable federal, state and local laws and regulations in the performance of their responsibilities on behalf of Company. All Company personnel are expected to maintain personal knowledge of federal and state laws that apply to their jobs, including federal and state health care program requirements. At any time, Company personnel may direct their compliance questions and concerns to Company management and the Chief Compliance Officer.

Company personnel are required to support the commitment of the Company to compliance with all federal, state and local laws and regulations that are applicable to Company operations and the provision of health care services. All Company personnel are required to abide by the Company standards of conduct, policies and procedures, including reporting of instances of non‐compliance as provided in the Company compliance program.

Regulatory compliance is a Company performance expectation, and employee performance evaluations will include appropriate review of individual compliance. The failure to meet the standards of conduct, policies and procedures that form the Company Code of Conduct and Compliance Program will result in discipline up to and including termination of employment.

Employees who believe they are aware of a violation are expected and encouraged to report their concerns. Employees have access to an anonymous ethics and compliance hotline for reporting possible violations by calling 844‐280‐0005 or go to www.Lighthouse‐services.com/KabaFusion and file a report. The Compliance Hotline was developed for employees where anonymity is desired.

Regular business matters that do not require anonymity should be directed to your manager or human resources and should not be submitted using this service. Employees will not be retaliated for reporting any violations.

3‐6 Workplace Violence

KabaFusion is strongly committed to providing a safe workplace. The purpose of the workplace violence policy is to eliminate the risk of intentional personal injury to employees, clients, and patients, as well as damage to Company or individual property.

We do not expect employees to become experts in psychology or to physically subdue a threatening or violent individual. Indeed, we specifically discourage employees from engaging in any physical confrontation with a violent or potentially violent individual. However, we do expect and encourage employees to exercise reasonable judgment in identifying potentially dangerous situations.

Prohibited Conduct

Threats, threatening language or any other acts of aggression or violence made toward or by any Company employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or intimidation.

Procedures for Reporting a Threat

All potentially dangerous situations, including threats by co‐workers, should be reported immediately to their direct manager, any available member of management or Human Resources or with the

Compliance Hotline. Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede our ability to investigate and respond to the complaints. All threats will be promptly investigated. All employees must cooperate with all investigations. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this policy.

If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the Company will take swift and appropriate corrective action.

If an employee is the recipient of a threat made by an outside party, that employee should follow the steps detailed in this section. It is important for us to be aware of any potential danger in our offices.

Indeed, we want to take effective measures to protect everyone from the threat of a violent act by an employee or by anyone else.

KabaFusion Holdings and its Affiliates are “Weapon‐free Zones”.

Section 4 ‐ Employment

4‐1 Employment

KabaFusion is an excellent place to work, providing a challenging work environment and competitive rewards. This combination is reinforced by strong benefits and workplace opportunities, and the personal satisfaction of advancing individual career goals as well as the objectives of one of the top home infusion companies.

4‐2 Employment Eligibility

KabaFusion ensures that all employees are legally eligible to be employed in the United States. Failure to meet eligibility requirements will make a candidate ineligible for hire or result in the withdrawal of an offer or termination of employment.

4‐3 Employment Application

The Company relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications or material omissions in any of this information or data may result in the Company’s exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

4‐4 Background Checks

All criminal background information shall be maintained in confidence in files at the Corporate office.

The Company reserves the right to request and/or perform a criminal background check during an employee’s employment with the Company for valid business reasons.

4‐5 Reference Requests

KabaFusion will respond to reference requests through the Corporate Payroll Department. The

Company will provide general information concerning the employee such as date of hire, date of discharge, and position(s) held. Requests for reference information must be in writing, and responses will be in writing.

Employees may require that additional reference information be furnished for loan approval or other purposes, and all third‐party information requests (references) must be referred to Corporate Payroll.

A signed consent must be submitted to Corporate Payroll for the Company to comply with such a request. Please refer all requests for references to Payroll.

Note: Only Corporate Payroll and/or Human Resources may provide references.

4‐6 Medical Exam and Drug Screening

Employees may be asked to undergo a drug test where there is a reasonable suspicion that the employee is under the influence of drugs or alcohol. Additionally, the Company may require drug and alcohol testing of employees following serious on‐the‐job accidents. Employee testing will be done at a medical facility by persons not connected with the Company.

4‐7 License and Certification

Employees requiring a license, certification or registration to work and perform their duties must submit evidence of such at the time of hire and maintain it throughout employment with the

Company. Failure to maintain current licensure, certification or registration or forgery of a license, certification or registration will result in termination.

4‐8 Proof of Eligibility to Work in United States

KabaFusion, after an offer of employment, will have all employees complete the Form I‐9. This is used for verifying the identity and employment authorization of individuals hired for employment in the

United States. The Company will ensure proper completion of Form I‐9 for everyone hired for employment within the United States. This includes citizens and non-citizens. Individuals unable to meet the requirements will not continue with the hiring process.

4‐9 Orientation

Newly hired employees will be scheduled and required to complete the new hire employee orientation. During this orientation employees will complete all the required paperwork for employment and get a general overview of the expectations as an employee of the Company.

Once employees complete the new employee orientation, they will begin the orientation to the job in which they were hired. Employees are prohibited from performing “high‐risk” skills prior to being deemed competent in those skills by a qualified preceptor. “High‐risk” skills include skills that may compromise the patient, staff, family or cause significant business disruption if performed incorrectly.

4‐10 Access to Offices

To help ensure a safe working environment, keys, security codes and access cards may be provided to employees by the Supervisor upon commencement of employment as appropriate and are to be used only during hours of employment and for the purposes of conducting company business. Anyone who wants access to the Company offices during non‐business hours and who does not already have patientcare‐based authorization for access to the Company offices during non‐business hours, should contact their Supervisor for permission. Any lost keys, security codes, or access cards must be immediately reported to the Supervisor. All keys, security codes and access cards may not be duplicated, disclosed or loaned to any other person, and in all circumstances, must be returned to the Company immediately upon termination of employment.

4‐11 Personal Information

The Company maintains personnel records on all its employees. Information maintained typically includes such items as application forms, resume, performance appraisals, payroll information, disciplinary notices and action taken, and insurance information.

Employees’ personnel files are the property of the Company. Except to the extent necessary to protect the privacy interests of third persons, or as otherwise may be restricted by law, employees may view those portions of their own individual personnel file that are used to determine the employee’s qualifications for employment, promotion, compensation or termination or other disciplinary action.

Any such inspection must be arranged in advance, given reasonable prior notice to the Supervisor, must be conducted during regular office hours, and during any such inspection employees may look only at their own records under immediate supervision. Employees may obtain copies of any document in their personnel file only to the extent required by law. At no time may the contents be removed from the Company premises by employees. Employees are not allowed to view any other files belonging to the Company. Viewing other files belonging to the Company is in violation of company policy and will result in disciplinary action up to and including dismissal.

It is the responsibility of each employee to promptly notify the Company of any changes in personal data. Personal mailing addresses, telephone numbers, marital status, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such information provided by employees to the Company must be accurate, complete and current at all times. In addition, employees shall immediately inform the Supervisor of any changes in their driving record or auto insurance status, and any suspension of their driver’s license.

4‐12 Release of Employee Information

All requests for personnel information regarding current or past employees must be referred to the Human Resource department. It is the Company’s policy to release only information on dates of employment and job title unless mandated by law. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry unless required by court order or law enforcement.

4‐13 Hiring Relatives/Employee Relationships

A familial relationship among employees can create an actual or at least a potential conflict of interest in the employment setting, especially where one relative supervises another relative. To avoid this problem, the Company may refuse to hire or place a relative in a position where the potential for favoritism or conflict exists.

In other cases, such as personal relationships where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the parties may be separated by reassignment or discharged from employment, at the discretion of the Company. Accordingly, all parties to any type of intimate personal relationship must inform management.

If two employees marry, become related, or enter an intimate relationship, they may not remain in a reporting relationship or in positions where one individual may affect the compensation or other terms or conditions of employment of the other individual. The Company generally will attempt to identify other available positions, but if no alternate position is available, the Company retains the right to decide which employee will remain with the Company.

For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is like that of persons who are related by blood or marriage.

4‐14 Employee Referral Award Program

The Company encourages all employees to refer qualified job applicants for available job openings.

For complete details see the Employee Referral Program.

Section 5 ‐ Operational Policies

5‐1 Your Employment Records

In order to obtain their position, employees provided us with personal information, such as address and telephone number. This information is contained in the employee’s personnel file.

The employee should keep their personnel file up to date by informing the employee’s Supervisor and/or Payroll of any changes. The employee also should inform the employee’s Supervisor and/or

Payroll of any specialized training or skills they may acquire in the future, as well as any changes to any required visas. Unreported changes of address, marital status, etc. can affect withholding tax and benefit coverage. Further, an “out of date” emergency contact or an inability to reach the employee in a crisis could cause a severe health or safety risk or other significant problem.

5‐2 Employee Classifications

For purposes of this handbook (excluding the benefits), all employees fall within the classifications below.

Full‐Time Employees ‐ Employees who are regularly scheduled and budgeted to work at least 40 hours per week.

Part‐Time 30 Employees‐ Employees who are regularly scheduled and budgeted to work at least 30 hours but less than 40 hours per week

Part‐Time Employees ‐ Employees who are regularly scheduled and budgeted to work fewer than 30 hours per week.

Per‐Diem Employees ‐ Employees who regularly work as needed. Generally, per‐diem employees are not eligible for employee benefits unless governed by state law but are eligible to receive statutory benefits.

Temporary Employees ‐ Employees who were hired for a specific short‐term project, or on a short term freelance, or temporary basis. Temporary employees generally are not eligible for Company benefits but are eligible to receive statutory benefits.

In addition to the above classifications, employees are categorized as either “exempt” or “nonexempt” for purposes of federal and state wage and hour laws.

Non‐Exempt: Non‐exempt employees do not qualify, by the nature of their work and responsibilities, for exemption from the overtime or minimum wage provisions of the Fair Labor Standards Act (FLSA).

Non‐exempt employees are paid by the hour and must receive no less than one and one‐half times their regular rate of pay for hours worked in excess of 40 hours in a workweek.

Exempt: Exempt employees are exempt from the minimum wage and overtime provision of FLSA. This exemption is determined by evaluating the duties and responsibilities required of the employee against the criteria outlined in the FLSA. Exempt employees fulfill their duties without a focus on the amount of time it takes and are not eligible to receive overtime for hours worked beyond 40 hours in a workweek.

Employees will be informed of these classifications upon hire and informed of any subsequent changes to their classification throughout their employment.

5‐3 Working Hours and Schedule

Regular business hours for the Company are from 8:00 am to 5:00 pm, Monday through Friday.

Employees will be assigned a work schedule and expected to begin and end work according to their schedule. To accommodate the needs of our business, at some point the Company may need to change an individual’s work schedules on either a short‐term or long‐term basis.

5‐4 Timekeeping Procedures

KabaFusion has an easy‐to‐use electronic Time and Attendance Portal for recording employee work hours which enables both a supervisor and employee to record hours, request and approve time off.

This system ensures employees are paid according to state payroll regulations. Your Supervisor will provide instructions into the Time and Attendance Portal. Employees must record their actual time worked for payroll and benefit purposes.

The pay week begins on Sunday and ends on Saturday with the pay period consisting of two weeks.

There are 26 pay periods in a calendar year.

All employees paid on an hourly basis (non‐exempt) must clock in daily using a biometric machine at the beginning and end of each shift as well as the beginning and ending time of any departure from work for any non‐work‐related reason, such as meal breaks. Meal breaks are to be taken per state guidelines. Non‐exempt employees may not start work until their scheduled starting time unless authorized by their Supervisor.

Employee Overtime Forms for work performed during a pay period should also be turned in with the timesheet if not recorded electronically via the Time and Attendance Portal.

Exempt employees are not required to record their daily work attendance however they must record and report absence from work for reasons such as leaves of absence, PTO, Bereavement, Jury Duty, sick leave and personal business.

It is the employee’s responsibility to authorize their time records and/or to submit timely recordings per the Time and Attendance Portal to certify the accuracy of all time recorded. Any errors in the time record should be reported immediately to a Supervisor, who will attempt to correct legitimate errors.

Improper submission of time records, failure to record time accurately, recording hours for another employee, failing to follow meal break guidelines or making unauthorized changes to a time record may result in corrective action up to and including termination.

5‐5 Rest Breaks

Employees are encouraged to take their rest breaks; they are not expected to and should not work during their rest breaks. Non‐exempt employees are paid for all rest break periods. Accordingly, employees do not need to clock out when taking a rest break. Please notify your supervisor before taking a rest break so as to allow continued work coverage. You may not combine your rest beak with your meal period. Excessive abuse of break periods may be subject to further discipline and corrective action up to and including termination.

5‐6 Meal Periods

Employees are responsible for scheduling their own meal periods unless specified by their supervisor and based on departmental operational needs, but they should begin no later than the end of the fifth hour of work. For example, an employee who begins working at 8:00 a.m. must begin their meal period no later than 1:00 p.m. When scheduling a meal period, employees should try to anticipate workflow and deadlines. Employees need to notify a supervisor when taking a meal period. Employees are encouraged to and should take their meal periods; they are not expected to work during their meal periods.

During meal periods, employees are relieved of all duty and should not work during this time. When taking a meal period, employees should be completely off work for at least 30 minutes. Employees are prohibited from working “off the clock” during their meal period. Those employees who use a time clock must clock out for their meal periods. These employees are expected to clock back in and then promptly return to work at the end of any meal period. Those employees who record their time manually must accurately record their meal periods by recording the beginning and end of each work period. KabaFusion strictly adheres to labor board state regulations and when guidelines aren’t followed it may result in corrective action up to and including termination.

General Requirements for Rest Periods and Meal Breaks

Rest breaks and meal periods must be free from work related tasks. Employees should not approach other employees during their meal breaks or rest periods to discuss work‐related matters unless there is an urgent work‐related matter that cannot wait until completion of the break.

Employees are required to immediately notify their supervisor or Human Resources if they believe they are being pressured or coerced by any manager, supervisor, or other employee to not take any portion of a provided rest break or meal period.

5‐7 Lactation Breaks

The Company will provide a reasonable amount of break time for an employee who wishes to express breast milk for her infant child. If possible, the break time must run concurrently with rest and meal periods already provided to the employee.

The Company will provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has need to express the milk

(Section 7 of the FLSA). KabaFusion will provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. This location may be the employee’s private office, if applicable.

Please consult Human Resources if you have questions regarding this policy.

5‐8 Overtime

Like most successful companies, we experience periods of extremely high activity. During these busy periods, additional work is required from all of us. Supervisors are responsible for monitoring business activity and requesting overtime work if it is necessary. Effort will be made to provide employees with adequate advance notice in such situations.

All overtime will be following applicable state laws.

Employees may work overtime only with management authorization. For overtime work agreed upon in advance, an employee must complete the Employee Overtime Form and obtain the Supervisors signature, indicating the estimated hours of overtime to be worked before overtime is performed.

Circumstances may arise that make it difficult or impossible to notify management in advance. In such cases, the authorization for overtime work procedure is as follows:

1. Employee is to inform Supervisor when hours of employment are extending into overtime;

2. Employee must obtain verbal authorization by Supervisor to continue working at overtime rate; and

3. Employee is to notify Supervisor of overtime worked as soon as possible and an Employee Overtime Form must be submitted, along with recording the hours worked.

For purposes of calculating overtime for non‐exempt employees, the workweek begins at 12 a.m. on Sunday and ends 168 hours later at 12 a.m. on the following Sunday.

5‐9 Your Paycheck

Employees will be paid bi‐weekly for all the time worked during the past pay period. Employees are paid every two weeks on the Friday following the end of each two‐week pay periods. The payday calendar is available on the employee payroll ADP Portal.

Payroll stubs itemize deductions made from gross earnings. By law, the Company is required to make deductions for Social Security, federal income tax and any other appropriate taxes. These required deductions also may include any court‐ordered garnishments. Payroll stubs also will differentiate between regular pay received and overtime pay received.

If there is an error in an employee’s pay, the employee should bring the matter to the attention of the

Payroll Manager immediately, so the Company can resolve the matter quickly and amicably.

No person will be permitted to pick up another employee’s paycheck without prior written authorization from that employee. The person picking up the check in lieu of the employee must present a photo ID before the check is released.

5‐10 On‐call Pay

The Company compensates eligible employees for being available to come in to work at times other than their regularly scheduled shifts. On‐call pay is paid when an eligible employee is scheduled and must be reachable by pager or telephone and able to report to work within a specified timeframe.

5‐11 Garnishment of Wages

A garnishment is a legal deduction of a specified sum from wages to satisfy a creditor. If any employee receives documents claiming to garnish the wages of their employees, such documents must be immediately forwarded to Payroll. Payroll will inform the employee of the claim against them and will arrange for remittances as are appropriate or amount ordered by the Court.

5‐12 Performance Review

In order to maintain our quality standards, and enhance the performance of all employees, the Company will provide annual performance reviews for employees. The purpose of the performance review is to provide recommendations for improvement and to provide feedback regarding prior job performance. As in any business, it is expected that every employee will have areas where they might be able to improve their skills, knowledge, or overall job performance. Therefore, the performance reviews should be viewed as a constructive way to enhance individual performance and, as a result, enhance the overall performance of the Company.

In general, performance reviews will be given annually. Some employees, however, may be reviewed on a more frequent timetable. The performance review is not a guarantee of any salary increase or bonus but a means to provide performance information and feedback.

In addition to these formal performance evaluations, the Company encourages employees and supervisors to discuss job performance on a frequent and ongoing basis.

Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of management and the Company.

5‐13 Bonuses

To recognize exceptional performance, the Company may pay a bonus to certain employees. An employee’s eligibility for a Bonus and any Bonus amounts are within the discretion of the Company and are not guaranteed and subject to applicable taxes.

5‐14 Pay Adjustments

The Company will review the pay or other compensation for all personnel based on performance of each employee as well as the overall business performance of the Company. No employee shall be entitled to receive a raise in pay unless approved by executive leadership. All pay or other compensation for any employee may be adjusted at any time, whether increased or decreased, at the sole discretion of the Company.

5‐15 Severance Pay

The Company does not grant severance pay to employees who resign or whose employment has been terminated. However, the Company reserves the right to make exceptions to this policy in its sole and absolute discretion.

5‐16 Record Retention

The Company acknowledges its responsibility to preserve information relating to litigation, audits and investigations. Failure on the part of employees to follow this policy can result in possible civil and criminal sanctions against the Company and its employees and possible disciplinary action against responsible individuals (up to and including discharge of the employee). Each employee has an obligation to contact the CEO or General Counsel to inform them of potential or actual litigation, external audit, investigation or similar proceeding involving the Company that may have an impact on record retention protocols.

Section 6 ‐ Benefits

6‐1 Benefits Overview

In addition to good working conditions and competitive pay, it is Company policy to provide a combination of supplemental benefits to all eligible employees. In keeping with this goal, each benefit program has been carefully devised. These benefits include time‐off benefits, such as PTO and holidays, and insurance and other plan benefits.

The details of those plans are spelled out in the official plan documents, which are available for review upon request from Human Resources. Additionally, the provisions of the plans, including eligibility and benefits provisions, are summarized in the Summary of Benefits and Coverage (“SBCs”) for the plans (which may be revised from time to time). In the determination of benefits and all other matters under each plan, the terms of the official plan documents shall govern over the language of any descriptions of the plans, including the SBCs and this handbook.

Further, the Company (including the officers and administrators who are responsible for administering the plans) retains full discretionary authority to interpret the terms of the plans, as well as full discretionary authority with regard to administrative matters arising in connection with the plans and all issues concerning benefit terms, eligibility and entitlement.

While the Company intends to maintain these employee benefits, it reserves the absolute right to modify, amend or terminate these benefits at any time and for any reason.

If employees have any questions regarding benefits, they should contact Human Resources.

6‐2 Paid Holidays

Full‐time status and Part‐Time 30 status employees will be eligible to be paid for the following holidays:

• New Year’s Day

• Memorial Day

• Independence Day

• Labor Day

• Thanksgiving Day

• Christmas Day

Paid holidays will occur the preceding Friday if the actual holiday falls on a Saturday or the following Monday when the actual holiday falls on a Sunday.

Staffing is particularly challenging during holiday periods. Employees failing to report to work immediately before or after a paid holiday, without prior approval from management or a valid doctor note, will be subject to standard corrective action processes.

When above holidays fall or are celebrated on a regular workday, full‐time employees will receive one

(1) day’s pay (up to 8 hours based on standard work schedule) at their regular straight‐time rate. Part time 30 employees, who are budgeted 30 – 39 hours per week, will receive 6 hours of holiday pay at their regular straight‐time rate.

Non‐exempt full‐time employees who are called in to work on a holiday will receive one (1) day’s pay (up to 8 hours based on standard work schedule) at their regular straight‐time rate, and an additional payment of straight‐time for the actual time they work that day.

If a holiday falls within an eligible employee’s approved time‐off period, the eligible employee will be paid for the holiday (at the regular straight‐time rate) in lieu of using any accrued PTO or Floating Holiday.

If a holiday falls within a jury duty or bereavement leave, the eligible employee will be paid for the holiday (at the regular straight‐time rate). All other time off due to the jury duty or bereavement leave will be in accordance to standard Company guidelines.

6‐3 Floating Holidays

KabaFusion provides their employees who are full‐time, budgeted 40 hours per week, two (2) floating holidays per calendar year to be used at the employees’ discretion for planned time off. Employees who are part‐time, budged 30 hours per week employees will receive one (1) floating holiday per year.

Floating holidays must be scheduled in advance and in accordance with departmental staffing needs.

Guidelines for usage:

• Floating holidays are for scheduled time off with supervisors’ prior approval

• Two floating holidays will be added to the available hours for eligible employees on the Time and Attendance portal at the beginning of the calendar year

• Floating holidays time may not be taken before it is granted

• Floating holidays that are unused at the end of the calendar year (December 31) are forfeited and cannot be carried over to the following year.

• Floating holidays will not be paid out upon termination

Floating holiday balances are maintained in the Time and Attendance portal.

6‐4 Paid Time Off

We know how hard you work and recognize the importance of providing you with time for rest and relaxation. We fully encourage you to get this rest by taking your Paid Time Off (PTO).

The purpose of PTO is to provide employees with flexible paid time off from work that can be used for such needs as vacation, personal or family illness, doctor appointments, school, volunteerism, and other activities of the employee’s choice. The company’s goal is to reduce unscheduled or unplanned absences and the need for management oversight.

The PTO days employees accrue replace all previously existing vacation, sick time, wellness, or personal business day’s employees have been allotted under prior policies. Time that is not covered by the PTO policy, and for which separate guidelines and policies exist, include company paid holidays and approved leaves of absence.

Eligibility for Accrual of PTO

• Full‐time status and Part‐time 30 hours status employees will accrue PTO bi‐weekly in hourly increments based on hours budgeted up to a maximum of 80 hours per pay period and their length of service.

• Part‐time status or per‐diem employees generally will not accrue PTO unless governed by applicable state law.

• Temporary employees or contract individuals, and interns are not eligible to accrue PTO.

Accrual of PTO

Employees will accrue PTO according to the terms of their official KabaFusion offer letter. Accrual of PTO will be as follows, unless the Company allows an official written exception:

Full‐time Employees (budgeted 40 hours per week)

• Managers/directors (must have staff to supervise): 17 days (136 hours) per year

• Nurses, registered dietitians, and pharmacists: 17 days (136 hours) per year

• All other staff: 12 days (96 hours) per year

Part‐Time 30 Employees (budgeted 30 – 39 hours per week)

• Managers/directors: 12 days (96 hours) per year

• Nurses, registered dietitians, and pharmacists: 12 days (96 hours) per year

• All other staff: 9 days (72 hours) per year

A full‐time (budgeted 40 hours per week) employee will accrue at a rate of an additional five (5) days of PTO following the fifth (5) year anniversary based on date of hire with the Company. A Part‐Time 30 (budgeted 30‐39 hours per week) employee will accrue at a rate of an additional three (3) days of PTO following the fifth (5) year anniversary based on date of hire with the Company. Newly hired employees will accrue PTO from their date of hire but may not take PTO until they have completed their first ninety calendar (90) days from employment unless otherwise authorized in advance by executive leadership.

PTO can be accumulated up to a total of two times the employee’s current annual accrual within the calendar year. PTO will stop accruing once the employee reaches the maximum allowed. PTO will begin accruing again once the employee is below their maximum allotted hours. For example, if an employee accrues 12 days per year (96 hours) the employee would stop accruing once the accrual reaches 24 days (192 hours) within the year. If the employee uses some of their PTO hours they will again be allowed to accrue up to the accumulated maximum.

Accrued PTO is added to the employee’s PTO bank at the time the bi‐weekly paycheck is issued. All accrued PTO needs to be used by employees first before they can be granted any unpaid time off.

Guidelines for Use of PTO

• Employees may use time from their PTO bank in no less than hourly increments.

• Exempt employees must use PTO for absences of 4 hours or greater within a scheduled workday. Leaving early or coming in late and not using PTO shall be on a very limited basis.

• Employees are responsible for monitoring and taking their PTO over the course of a year, so they do not accumulate excess PTO when the last pay day of the calendar year ends.

• PTO must be reported accurately and honestly. Failure to do so may result in disciplinary action, up to and including termination of employment.

• Employees working less‐than ninety (90) calendar days are not eligible for PTO payout at the end of their employment unless required by state law.

• Employees working ninety (90) calendar days or more will be paid for the PTO they have accrued at employment end.

• If an employee has used PTO not yet accrued and employment terminates, the PTO taken is deducted from the final paycheck.

• Employees submitting their resignation are permitted to use PTO if scheduling permits prior to their termination date but cannot use PTO to extend their resignation date.

• PTO is paid at the employee’s base pay rate at the time of PTO. PTO is not used to calculate overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

Borrowing PTO

Borrowing of PTO is limited to two (2) days or sixteen (16) hours per calendar year at the discretion of the employee’s supervisor and subject to business needs after the usage of the employees accrued

Floating Holidays. If an employee requires more than two days off and does not have those days available in their PTO bank, they should discuss options for unpaid leave with their supervisor and may need to obtain the CFO’s or their designee’s approval before additional time can be extended.

Any employee allowed to borrow PTO must first sign the PTO Advance Request Form authorizing the Company to deduct hours from employee’s PTO accrual bank until the total hours of PTO advanced has been reimbursed. If approved, the form authorizes the Company, upon an employee’s termination, to deduct from the employee’s final paycheck any remaining PTO advanced that has not been repaid to the Company. In addition, the employee will be required to reimburse the Company for all remaining borrowed PTO hours should the employee leave the Company when the advanced PTO cannot be recouped through their final paycheck.

PTO Exceptions

Employees who miss more than three (3) consecutive scheduled days may be required to present a doctor’s release that permits them to return to work. This measure is intended in the best interests of patients, fellow employees and the employee’s own health when absence from work is for an extended period and to determine information regarding a potential need for leave of absence.

PTO accrued prior to the start of a requested and approved leave of absence must be used to cover hours missed before the start of any unpaid leave. PTO is not earned in pay periods during which unpaid leave, short or long‐term disability leave, or worker’s compensation leave are taken.

PTO taken in excess of the PTO accrual can result in disciplinary action up to and including termination unless prior authorization by the Chief Human Resources Officer. Excess time off without authorization will be unpaid.

PTO Notice Requirements

Employees must complete a request for any time off work via the Time and Attendance portal in a timely manner.

Usage of planned PTO requires at least three (3) days’ notice to the supervisor unless the PTO is used for legitimate, unexpected illness or emergencies. If employees are requesting PTO in excess of four (4) days for a vacation, or personal time, employees must submit their request to the supervisor as early as possible but at least three (3) weeks in advance of the requested time off. In all instances, PTO must be approved by the supervisor in advance.

If you will be out of work due to illness or due any other emergency for which notice could not be provided, you must call in and notify your supervisor as early as possible, but at least by the start of your workday. If you call in sick for three (3) or more consecutive days, you may be required to provide your supervisor with a doctor’s note on the day you return to work.

Although the Company will make reasonable efforts to accommodate a request in scheduling PTO, except as otherwise required by law, all scheduled PTO is subject to Company business needs and may be postponed when business needs require. PTO is subject to supervisor approval and not every employee can take accumulated time at the end of the year or during peak periods, The Company must continue to serve its clients. Employees are encouraged to plan their vacations in advance and take their PTO throughout the year. Supervisors are responsible for ensuring adequate staffing levels and should attempt, when feasible, to resolve vacation scheduling conflicts based on length of service and Company scheduling needs. At no time should employees schedule vacations without getting prior approval. The CFO reserves the right to make the final determination about vacation approval.

6‐5 Jury Duty

The Company realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law.

Employees are expected, however, to provide proper notice of a request to perform jury duty and verification of their service and attendance.

Employees also are expected to keep management informed of the expected length of jury duty service and to report to work for the major portion of the day if excused by the court. If the required absence presents a serious conflict for management, employees may be asked to try to postpone jury duty.

Any employee summoned for jury duty should contact Human Resources to review state regulations regarding pay. Employees who receive pay must provide documents from the court verifying their attendance of jury duty.

Procedures for absences due to jury duty are as follows:

1. employee assignment of jury duty notice is to be shown to their Supervisor at time of receiving such notice so and well in advance of the jury service; and

2. the employee must obtain from the clerk of the court a certificate of the time spent on jury duty and gives such certification to the Supervisor upon their return to work.

6‐6 Insurance Programs

Full‐time benefit eligible employees may participate in the Company’s insurance programs. Under these plans, eligible employees (see definition below) may receive comprehensive health and other insurance coverage for themselves and their families, as well as other benefits.

Benefits eligibility is dependent upon a variety of factors, including employee classification. Some benefit programs may require contributions from the employee, while some are paid in whole or in part by the Company.

1. Employees regularly working a minimum of 30 hours or more per week are eligible for benefits.

2. Employees working less than 30 hours per week may be subject to limited benefits.

3. Per Diem, Temporary Employees and Contract Workers are not eligible for benefits due to their limited work schedule.

Upon becoming eligible to participate in these plans, you will receive Summary of Benefits and

Coverage (SBCs) describing the benefits in greater detail. Please refer to the SBCs for detailed plan information. Of course, feel free to speak to Human Resources or Payroll if you have any further questions.

Section 7 ‐ Leaves of Absence

7‐1 Workers’ Compensation

On‐the‐job injuries are covered by our Workers’ Compensation Insurance Policy, which is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to your Supervisor. Failure to follow Company procedures may affect your ability to receive Workers’ Compensation benefits.

Employees who are injured on the job even slightly, and do not wish to take workers compensation leave are still required to initiate a worker’s compensation claim with the Human Resources

Department. All managers who become aware of an employee injury must contact Human Resources as soon as they become aware, to verify employee filed a worker’s compensation claim.

Any leave of absence due to a workplace injury runs concurrently with all other Company leaves of absence. Reinstatement from leave is guaranteed only if required by law. See the Leave of Absence sections of this handbook for more information.

7‐2 Bereavement Leave

We know the death of a family member is a time when employees wish to be with their families. If the employee is a Full‐Time or Part‐Time 30 status employee, and loses a close relative, they will be allowed paid time off up to three (3) regularly scheduled days to assist in attending to their obligations and commitments. Any additional time off will be at the Company discretion, applied against any accrued PTO, and must be arranged with the employee’s Supervisor. Employees must inform their

Supervisor prior to commencing bereavement leave. For the purposes of this policy, an immediate family member includes a spouse, domestic partner, child, stepchild, parent, stepparent, parent‐inlaw, sibling, grandparent or legal guardian or any other relation required by applicable law. In administering this policy, the Company may require verification of death.

7‐3 Military Leave

If employees are called into active military service or enlist in the uniformed services, they will be eligible to receive an unpaid military leave of absence. To be eligible for military leave, employees must provide management with advance notice of service obligations unless they are prevented from providing such notice by military necessity or it is otherwise impossible or unreasonable to provide such notice. Provided the absence does not exceed applicable statutory limitations, employees will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and state laws. Employees should ask Human Resources for further information about eligibility for Military Leave.

If employees are required to attend yearly Reserves or National Guard duty, they can apply for an unpaid temporary military leave of absence not to exceed the number of days allowed by law (including travel). They should give management as much advance notice of their need for military leave as possible so that we can maintain proper coverage while employees are away.

7‐4 Family Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job‐protected leave for specified family and medical reasons. Eligible employees may take up to 12 workweeks of leave in a 12‐month period for one or more of the following reasons:

• The birth of a son or daughter or placement of a son or daughter with the employee for adoption or foster care, and to bond with the newborn or newly placed child;

• To care for a spouse, son, daughter, or parent who has a serious health condition, including incapacity due to pregnancy and for prenatal medical care;

• For a serious health condition that makes the employee unable to perform the essential functions of their job, including incapacity due to pregnancy and for prenatal medical care;

or

• For any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent is a military member on covered active duty or call to covered active duty status.

An eligible employee may also take up to 26 workweeks of leave during a single 12‐month period to care for a covered service member with a serious injury or illness when the employee is the spouse, son, daughter, parent, or next of kin of the service member. An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLA‐qualifying reasons during the single 12‐month period.

In addition to providing eligible employees an entitlement to leave, the FMLA requires that employers maintain employees’ health benefits during leave and restore employees to their same or an equivalent job after leave. The law sets requirements for notice, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The law protects employees from interference and retaliation for exercising or attempting to exercise their FMLA rights. The law also includes certain employer record keeping requirements.

The first step in determining an employee’s entitlement to the benefits and protections of the FMLA is to establish if they are eligible for FMLA leave. The eligibility requirements are the same for all employees, regardless of the reason for the leave request. There are four criteria. An eligible employee is one who:

1. Works for a covered employer,

2. Has worked for the employer for at least 12 months as of the date the FMLA leave is to start,

3. Has at least 1,250 hours of service for the employer during the 12‐month period immediately before the date of the FMLA leave is to start, and

4. Works at a location where the employer employs at least 50 employees within 75 miles of that worksite as of the date when the employee gives notice of the need for leave.

Generally, employees must give 30‐days’ advance notice of the need for FMLA leave. If it is not possible to give 30‐days’ notice, an employee must notify their Supervisor as soon as possible and, generally, follow the Company’s usual call‐off procedures.

Employees do not have to share a medical diagnosis but must provide enough information to the Company so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing the Supervisor that the employee is or will be unable to perform their job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the Company if the need for leave is for a reason for which FMLA leave was previously taken or certified.

The Company can require a certification or periodic recertification supporting the need for leave. If the Company determines that the certification is incomplete, they will provide a written notice indicating what additional information is required. An employee who fraudulently obtains Family and

Medical Leave from the Company is not protected by the FMLA’s job restoration or maintenance of health benefits provisions. In addition, the Company will take all available appropriate disciplinary action against such employee due to such fraud.

Paid Family Medical Leaves may be available as applicable to state law. Contact Human Resources for further information.

Not all branches of the Company qualify for FMLA protection due to its size. Please contact Human Resources if you feel you may need a leave of absence.

7‐5 Pregnancy Related Disability Leave

The Company forbids discrimination based on pregnancy or any medical condition related to pregnancy or childbirth. If an employee is temporarily unable to perform her job due to such medical conditions, please contact Human Resources to discuss needed leave as applicable to state law or other potential accommodations needed due to the medical reason. The Company will engage the employee in an interactive dialogue to determine the best accommodations possible for both parties.

7‐6 Sick Leave

An employee absence from work for three days or more due to an illness will be asked to submit a doctor’s release upon return to work. Sick leave is subject to applicable state law.

Use of sick leave for valid reasons shall not be considered pattern abuse. It is the Company policy to take corrective action for unauthorized use and/or abuse of sick leave.