Culture Book Addenda

COLORADO ADDENDUM

Access to Personnel Records

Employees may review or obtain a copy of their personnel record once per year by submitting a written request to their leader. The review will take place in the presence of a Vance Thompson Vision representative at the employee's place of employment and during normal business hours. Upon separation from employment, employees may review their personnel file one time (or alternatively, Vance Thompson Vision may provide a copy of the personnel record).

The following records are not subject to inspection: those documents required by state or federal law to be maintained in a file separate from the personnel file; records pertaining to confidential reports from previous employers of the employee; documents pertaining to an active criminal investigation, disciplinary investigation by Vance Thompson Vision, or active investigation by a regulatory agency; documents containing information relating to a confidential accusation against the employee. 

An employee who disagrees with any of the information contained in his or her personnel file should notify his or her leader. If an employee and Vance Thompson Vision cannot agree to remove or correct the specified information, the employee may submit a written statement, not to exceed five pages in length, explaining his or her position regarding the disputed information. The statement will be maintained as part of the employee's personnel file and included in any disclosure to a third party. Vance Thompson Vision will not discriminate or retaliate against employees for asserting their rights under this policy. Any questions should be directed to the employee’s leader or the People and Culture team. 

Equal Pay for Equal Work

Vance Thompson Vision will not discriminate between employees based on their sex by compensating one sex less than the other sex for the performance of substantially the same work unless the wage differential is permissible as described by Colorado Code Section 8-5-102.  Vance Thompson Vision will not seek the wage rate history of any employee, nor take any adverse employment action against a prospective employee for failing to disclose wage rate history. 

Wage Disclosure

No employee will be prohibited from disclosing the amount of his or her wages or from discussing another employee's wages which have been disclosed to him or her voluntarily. Vance Thompson Vision will not take any adverse employment action against an employee because he or she makes such a disclosure, engages in such discussion, or asserts any rights under this policy.

Nothing in this policy will be construed to require an employee to disclose his or her wages to anyone. Moreover, this policy does not permit the disclosure of any proprietary information, trade secret, or information that is otherwise subject to a legal privilege or protected by law, without the express written consent of management; nor does it condone the disclosure of protected information concerning other employees to a competitor where prohibited by policy or contract. An employee may bring a civil action for a violation of this policy seeking any of the remedies available under Colorado Law.

Overtime Pay

Employees that are in a non-exempt position are eligible for overtime pay after working 40 hours in a work week, 12 hours in a workday, or 12 consecutive hours without regard to the start and end time of the workday. Overtime pay is calculated at 1.5 times the regular hourly rate of pay. Employees wishing to work overtime should seek approval from their leader.

Payment Statements/Records

Vance Thompson Vision will provide an employee with a statement each pay day that includes those things listed in Colorado Code Section 8-4-103(4).  Such statements will be retained by Vance Thompson Vision for three3 years after such compensation is due. All records relating to an employee’s employment will be retained for two years after employment with Vance Thompson Vision ends.

Payment of Wages Upon Termination

Employees will receive a final paycheck that will include all accrued and unused paid time off, as well as any unpaid hours and/or relevant benefit deductions. Please note that failure to give an adequate notice may result in accrued PTO not being paid out. An employee’s final paycheck will be paid on our normal payroll processing schedule if the employee resigns.  If the employee is terminated by Vance Thompson Vision, all wages accrued are due and payable upon termination and will be paid within  immediately as required by Colorado state law. 

Notice of Employment Opportunities

Vance Thompson Vision will take reasonable efforts to make known a job opportunity to all Colorado Vance Thompson Vision employees on the same day.  Such notification will include the compensation, a description of the benefits applicable to the job, and the date the application window will close. 

Once selected, Vance Thompson Vision will take reasonable efforts to make known to those employees of whom a selected applicant will work closely with the name of the candidate selected for the job, the candidate’s former job title if selected from within Vance Thompson Vision, the candidate’s new job title, and information on how employees may express interest in similar, future job opportunities.  Such information will be provided to these employees within 30 days of the candidate’s selection. 

Required Posters

Vance Thompson Vision will comply with Colorado law by posting conspicuously in its clinics those informational posters required by law to be posted.

Employee Applications/Advertisements

Vance Thompson Vision will comply with all Colorado laws relating to permitted and prohibited information requested from an applicant on an employee application.  Vance Thompson Vision will comply with all Colorado laws relating to advertising a position.

Consumer Credit Information

No employee will be required to provide credit information or to consent to a request by Vance Thompson Vision to obtain a credit report unless such report is required by law or substantially related to the employee’s job and Vance Thompson Vision explains in writing the purpose for such request. 

Employer Access to Personal Electronic Communication Devices Prohibited

No employee will be required to disclose to Vance Thompson Vision any username or password or otherwise provide access to his or her personal social media accounts or personal electronic communication devices. 

An employee may bring a civil action for a violation of this policy seeking any of the remedies available under Colorado Law.

Nothing in this policy prohibits Vance Thompson Vision from requiring an employee to disclose usernames and passwords or otherwise allow access to any nonpersonal accounts or services provided by a Vance Thompson Vision-owned computer or system. 

Nothing in this policy permits the disclosure of any proprietary information, trade secret, or information that is otherwise subject to a legal privilege or protected by law, without the express written consent of Vance Thompson Vision; nor does it condone the disclosure of protected information concerning other employees to a competitor where prohibited by policy or contract.  Vance Thompson Vision does not violate this policy if it conducts an investigation to ensure compliance with applicable laws or regulatory requirements relating to the use of an employee’s personal account for business purposes nor to investigate an employee’s personal communications due to receiving plausible information that the employee downloaded Vance Thompson Vision’s proprietary information to a personal account without authorization. 

Collective Bargaining

Vance Thompson Vision will not interfere or prevent an employee from exercising any of its collective bargaining rights he or she is entitled to under the Labor Peace Act.

Workers’ Rights Related to a Public Health Emergency

An employee has the right to raise any reasonable concerns about workplace violation of government health or safety rules.  Vance Thompson Vision will not discriminate, retaliate, or otherwise take adverse action against an employee who exercises this right, nor may Vance Thompson Vision require an employee to relinquish such right.   

Political Participation 

Vance Thompson Vision will not prevent or forbid an employee from engaging or participating in local, state, or national politics or from becoming a candidate or an elected official. 

Jury Duty Leave

Vance Thompson Vision will pay eligible employees $50 per day for the first three days an employeeansuch  employee serves as a juror.  Eligible employees include part-time, temporary, full-time employees, and any other employee who is regularly scheduled for a three-month period preceding jury service. If after three days of jury service, the employee’s jury service continues, the employee’s absence will be unpaid. 

Living Organ Donation

Vance Thompson Vision will not discriminate, retaliate, or take any other adverse action against an employee who donates an organ.  An employee may use his or her accrued paid or unpaid time off for organ donation.  Vance Thompson Vision will not provide additional unpaid leave for organ donation specifically. 

Military Leave

Employees who are qualified members of the Colorado National Guard or reserve forces of the United States will be allowed an unpaid leave of absence in order to receive military training, not to exceed a total of three work weeks in a calendar year.

Civil Air Patrol Leave

 Eligible employees will be allowed an unpaid leave of absence to serve as a member of the Civil Air Patrol upon request and under the authority of the state or any of its political subdivisions, not to exceed a total of 15 workdays in a calendar year.

Qualified Volunteer Leave

A qualified volunteer who is called by a volunteer organization to assist in responding to a disaster is entitled to an unpaid leave of absence not to exceed a total of 15 days in a calendar year.  The employee may be required to provide proof that he or she is a qualified volunteer under Colorado law. 

Volunteer Firefighter Leave

An employee who is a volunteer firefighter will not be terminated for his or her absence from work due to responding to an emergency summons if certain conditions are met under Colorado law. Vance Thompson Vision may deduct from wages time lost from employment due to responding to such emergency summons.

Voting Leave

If an employee is scheduled to work on the day of an election during which therewhich time there are not more than two hours between the time of opening and closing of the polls and the time at which he or she is scheduled to work, such employees will be allowed two hours of paid leave to participate in voting.  Employees who wish to take voting leave must notify their leader at least 14 days prior to election day.

Family and Medical Leave and Family Leave Insurance

An employee has the right to 12 weeks of paid leave and to receive medical leave insurance benefits while on leave if that individual is a covered individual under Colorado Code Section 8-13.3-503(3) and has given birth or adopted a child, has a serious health condition, or otherwise qualifies for leave such as domestic violence.  Please note this leave will run concurrent with federal FMLA leave.  If an employee suffers a serious health condition related to pregnancy or childbirth complications, the employee is entitled to an additional four weeks of paid leave. 

An employee also has the right to FMLA leave under Colorado law to care for a person who has a serious health condition, as defined under Colorado law, if the person is the employee’s partner in a civil union under Colorado law, or is the employee’s domestic partner, whose domestic partnership is registered with the applicable municipality or is recognized by Vance Thompson Vision to be the employee’s domestic partner.  Vance Thompson Vision may require the employee to provide reasonable documentation to confirm his or her civil union or domestic partnership. 

FMLA benefits will be paid at an amount and frequency as determined by the Division of Family and Medical Leave Insurance under Colorado Code Sections 8-13.3-505 and 506.  The amount paid to an employee, however, will be offset by any payments received under the employee’s short-term disability policy.  An employee is not required to use or exhaust any accrued PTO, sick leave, or other paid time prior to or while receiving FMLA benefits. Vance Thompson Vision will maintain the employee’s healthcare benefits as if the covered employee had continued employment as normal. 

A covered employee may take leave in one-hour increments; however, benefits are not payable until the covered employee accumulates at least 8 hours of FMLA benefits.

A covered employee who was employed prior to taking leave at least 180 days will be restored to his or her position upon return from leave. 

If the need for FMLA leave is foreseeable, the employee must provide notice of his or her intention to take leave to his or her leader and the People and Culture team at least 30 days prior to taking leave.  If the need for leave is not foreseeable, the employee must provide notice as soon as practicable. 

Leave taken pursuant to Colorado’s FMLA runs concurrently with leave taken under the federal FMLA. 

Pregnancy Accommodations

Vance Thompson Vision provides reasonable accommodations to individuals with health conditions related to pregnancy or the physical recoveryrecover from childbirth unless such accommodations would impose an undue hardship on Vance ThompsonThompon Vision.  For purposes of this policy, the term “reasonable accommodation” generally means any modification or adjustment made (1) to a job application process to enable a qualified applicant who has a health condition related to pregnancy or childbirth to be considered for the applicable position; or (2) to a work environment to allow a qualified employee who has a health condition related to pregnancy or childbirth to perform the essential functions of the job or to enjoy equal benefits and privileges of employment.  Ultimately, the determination as to whether to provide an accommodation or whether a particular accommodation is reasonable will be made by Vance Thompson Vision on a case-by-case basis.

If you believe you need a reasonable accommodation, please contact the People and Culture team.  When a qualified individual who has a health condition related to pregnancy or childbirth has requested an accommodation, Vance Thompson Vision will involve the individual in the process of determining potential reasonable accommodations, and may offer alternative reasonable accommodations.  Vance Thompson Vision may request documentation from the individual’s medical provider to support the request for reasonable accommodation. 

Nursing Mothers

Vance Thompson Vision will provide a reasonable amount of break time each day to accommodate an employee desiring to express breast milk for the employee's nursing child for up to two years from the birth of the child. If possible, the break time should run concurrently with rest and/or meal breaks.  An employee's compensation will not be reduced nor will employees be required to make up time for reasonable time used for the purpose of expressing milk, provided that non-exempt employees will not be paid for time used to express milk during unpaid breaks, such as meal breaks.

Vance Thompson Vision will make reasonable efforts to provide a clean, private, and secure location in close proximity to the work area that is not a bathroom or toilet stall and that has access to an electrical outlet for employees to express milk. Employees should discuss with their leader or the People and Culture team the location to express breast milk and to store expressed milk and to make any other arrangements under this policy.  Employees should provide reasonable notice to their leader and the People and Culture team that they intend to take breaks for expressing breast milk upon returning to work. 

Paid Sick Leave

Employees in Colorado are entitled to paid sick leave, which is separate from PTO as outlined in the Culture Book. Full-time and part-time Colorado Employees will accrue 1 hour of paid sick leave for every 30 hours worked up to a maximum of at least 48 hours per year, unless a public health emergency is declared, under which Vance Thompson Vision will provide the employee with additional paid sick leave in accordance with Colorado Code Section 8-13.3-405. Unused accrued paid sick leave hours will carry over to the next year, though an employee may not use more than 48 hours of paid sick leave in one year.  An employee begins to accrue paid sick leave and may use their paid sick leave as soon as they begin employment. A “year” for paid sick leave purposes is a calendar year. 

Paid sick leave is paid at the same base rate an employee earns from employment and may be used in hourly increments. Employees are not required to seek or find a replacement for their shift to use paid sick leave.

Paid sick leave can be used for:

• An employee’s mental or physical illness, treatment or preventive care;   
• The mental or physical illness, treatment or preventive care of an employee’s family member;
• Need to make arrangements for or attend funeral services or a memorial, or address financial or legal matters that arise after the death of a family member
• Absence due to domestic abuse, sexual assault or harassment of an employee or their family member and the leave is used to seek medical attention, obtain services from a victim services organization, obtain counseling, seek relocation, or seek legal services; and
• Closure of an employee’s workplace due to weather or public emergency, closure of their child’s school or care facility due to weather or public emergency, or need to evacuate the employee’s residence due to weather, loss of utilities, or other unexpected occurrence.

If an employee plans to use paid sick leave for an appointment, preventive care or another permissible reason that is foreseeable and known in advance, the employee should inform their leader as far in advance as possible, but at least seven days in advance. In situations where an employee cannot provide advance notice, the employee should contact their leader as soon as they know they will be unable to work.  Employees who use paid sick leave for four4 or more consecutive days may be required to provide reasonable documentation or certification of the need for leave.

Vance Thompson Vision will retain employee records pertaining to an employee’s paid sick leave for two years after such information arises.  An employee’s record pertaining to paid sick leave will be maintained separately from the employee’s personnel file and will be treated as a confidential medical record.  Information in the record will not be disclosed unless given express permission by the employee.

It is against the law for Vance Thompson Vision to retaliate or to take negative action against an employee for using or requesting paid sick leave. If you believe you have been retaliated against or improperly denied paid sick leave, you may file a complaint with the Department of Labor and Employment’s Division of Labor Standards and Statistics. You may also file a civil action in court for paid sick leave violations. 

IOWA ADDENDUM

Vance Thompson Vision is committed to maintaining workplace policies and practices that comply with federal, state, and local laws. For this reason, Iowa employees will receive Vance Thompson Vision’s general employee handbook, the Culture Book ("Culture Book") and the Iowa Addendum to the Culture Book ("Iowa Addendum") (collectively, the "Culture Book”). The Iowa Addendum, however, applies only to Iowa employees. It is intended to supplement the general Culture Book to address any policies, modifications to polices, or any expansion upon policies that apply specifically to Iowa employees based upon Iowa law. It should be read together with the general Culture Book and, to the extent that the policies in the Iowa Addendum are different from or more generous than those in the general Culture Book, the policies in the Iowa Addendum will apply.

Like the general Culture Book, the Iowa Addendum does not create a contract of continued employment or alter the at-will employment relationship. Any questions regarding the policies within the Culture Book or Iowa Addendum should be directed to the employee’s leader or the People and Culture team.

Iowa Family and Medical Leave

Under Iowa law, where an employee does not have access to leave otherwise, or the Culture Book, an employee who is disabled by pregnancy may obtain a leave of absence if the leave of absence is for the period that the employee is disabled because of the employee’s pregnancy, childbirth, miscarriage, abortion or related medical conditions, not to exceed eight weeks.

However, the employee must provide timely notice of the period of leave requested to his or her leader and the People and Culture team, and any change in the period requested before the change is effective must be approved. Before granting the leave, Vance Thompson Vision may require that the employee’s disability resulting from the pregnancy is verified by a medical certification stating that the employee is not able to perform the duties of employment. This leave may run concurrently with any other available leave.

Right to Review Personnel File

Under Iowa law, you have the right to access your personnel file, including but not limited to performance evaluations, disciplinary records, and other information concerning employer-employee relations; however, you may not have access to employment references written for you.

In order to review your personnel file, we must agree on the time you may have access, and a representative of Vance Thompson Vision may be present. Vance Thompson Vision reserves the right to charge a reasonable fee for each page of a copy made by Vance Thompson Vision for an item in your personnel file.

Drug and Alcohol/Substance Abuse

The goal of Vance Thompson Vision is to maintain a work environment that is completely free from the effects of alcohol and drug abuse. The state of Iowa has enacted specific laws that dictate how drug and alcohol abuse in the workplace will be handled. This policy aims at accomplishing that goal. Please inform the People and Culture team if you have any questions about this policy.

Definitions

“Drugs” means those substances listed under Schedule I of the Controlled Substance Act.

“Drug abuse” is the use of controlled substances unless the use is based upon the prescription and under the instruction of a physician who has advised the employee that the substance does not adversely affect the employee's ability to safely perform the duties of his/her position.

“Alcohol” has the same meaning in this policy as it does under Iowa Code Section 730.5.

“Alcohol abuse” is being on duty with an alcohol concentration of .02 or greater.

Reasonable Suspicion Drug Testing

Vance Thompson Vision reserves the right to test employees if Vance Thompson Vision has reasonable suspicion that the employee is abusing drugs or alcohol as defined above, and this determination will be made from specific objectives and articulable facts and reasonable inferences drawn from those facts in light of experience. For purposes of this provision, facts and inferences may be based upon, but are not limited to, any of the following:

1. Observable phenomena while at work, such as direct observation of alcohol or drug use or abuse or of physical symptoms or manifestations of being impaired due to alcohol or other drug use.
2. Abnormal conduct or erratic behavior while at work, or a significant deterioration in work performance.
3. A report of alcohol or other drug use provided by a reliable and credible source. It shall be the responsibility of all employees who observe or have knowledge of another employee in a condition which impairs the other employee's ability to perform his or her job duties, or who possess a hazard to the safety or welfare of others, or is otherwise in violation of this policy, to promptly report the fact to their leader.
4. Evidence that an individual has tampered with any drug or alcohol test during the individual's employment with Vance Thompson Vision.
5. Evidence that the employee has caused an accident while at work which resulted in an injury to person for which injury, if suffered by an employee, a record or report could be required under applicable law, or resulted in damage to property, including to equipment. In the case of an Iowa employee, the damage to property must be in an amount reasonably estimated at the time of the accident to exceed $1000.
6. Evidence that the employee has manufactured, sold, distributed, solicited, possessed, used, or transferred drugs while working on the Vance Thompson Vision’s premises or while operating Vance Thompson Vision’s vehicle, machinery, or equipment.

If there is reasonable suspicion of drug and/or alcohol abuse while you are on duty, you will be subject to testing as determined by team leaders who are trained to detect the signs and symptoms of drug and alcohol use.

Training Requirements

Leaders will undergo training concerning the recognition of evidence of alcohol and substance use disorder, the documentation and corroboration of employee alcohol and substance abuse disorder, and the referral of appropriate employees to the employee assistance program. Such leaders will have received two hours of training when this policy is adopted, and one hour of additional training each year thereafter.

Time, Place, and Manner of Testing

Reasonable suspicion testing will only be required during, just before, or just after the period of the day when the employee is engaged in work functions, and the time required for testing shall be considered working time for the purposes of compensation and benefits. Vance Thompson Vision will either provide transportation or pay reasonable transportation costs for the employee to travel to the testing facility. Prior to testing, Vance Thompson Vision will provide the employee with a list of the drugs to be tested, and will give the employee a reasonable opportunity to share with the medical review officer conducting the test any information relevant to the test.

Iowa law has specific requirements and rights granted to employees when they are subject to drug and alcohol testing. Testing shall be conducted under the procedures described in Iowa Code Section 730.5(7) and in a manner to assure the highest degree of accuracy and reliability by using techniques at a laboratory facility certified by the United States Department of Health and Human Services or the Iowa Department of Health and Human Services.

Vance Thompson Vision affirms the need to protect individual dignity, privacy, and confidentiality throughout the testing process. Personal data regarding the drug and alcohol testing programs will be subject to the provisions of Iowa Code Section 730.5(13).

Notice of Positive (Failed) Test

If an employee’s drug or alcohol test results are positive, the employee will be notified of the positive test results in writing sent by certified mail with return receipt requested. The notice will inform the employee that he/she may request a retest of a split sample within seven days from the date Vance Thompson Vision mailed the notice at the cost of the employee and at a facility of the employee’s choice. A reasonable estimate of the cost of the retest will be provided to the employee in the notice.

Disciplinary Action

Employees who are required to submit to reasonable suspicion testing will be suspended from their job duties, pending an investigation and the report of the tests. If the test of the employee results in an alcohol concentration of less than .02 and a negative test for the use of controlled substances, then the period of suspension will be with pay. If the test of the employee results in an alcohol concentration of .02 or greater or a positive test for the use of controlled substances, then the period of suspension will be without pay. Failure to comply with testing will be deemed to be a positive (or failed) test result.

On the first occasion that the test of an employee results in a positive test for the use of controlled substances or an alcohol concentration of .02 or greater, the employee:

1. Will be advised by Vance Thompson Vision of its Employee Assistance Program, and
2. Will not be permitted to perform any work functions and will be suspended for up to three working days without pay, and
3. Will be referred to an appropriate substance abuse professional for assessment and enrollment in a treatment and rehabilitation program, if recommended.

On the second occasion that the test of an employee results in a positive test for use of controlled substances or an alcohol concentration of .02 or greater, the employee will be separated from Vance Thompson Vision. In addition to a second positive test result, an employee will be separated from Vance Thompson Vision if any of the following are confirmed to be true:

1. The employee has engaged in the manufacturing, distributing, dispensing, selling, offering to sell, possessing, or using controlled substances, simulated controlled substances, or counterfeit substances.
2. The employee provided false information to the testing facility.
3. The employee destroyed or tampered with test results.

Equal Employment Opportunity

It is unlawful to discriminate against any applicant or employee on the basis of age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, or disability of the applicant or employee.

Accrued Vacation Upon Termination

Accrued vacation shall be paid to a suspended or separated employee based on the fraction of the year actually worked.

Jury Duty

An employee will not be disciplined in any way for properly complying with a jury notice or summons. In some situations, an employee will be paid for their time. Employees should ask if this situation arises.

Voting Leave

An employee who does not have two consecutive hours in the period between the time of the opening and closing of the polls is entitled to such time off from work time to vote. Application by any employee for such absence shall be made individually and in writing prior to the date of the election, and the employer shall designate the period of time to be taken.

Veteran's Day Leave

An employee who is a military veteran is entitled to unpaid holiday time off for Veteran’s Day, November 11, if the employee would otherwise be required to work on that date. At least thirty days prior to Veteran’s Day, an eligible employee must provide his or her team leader with notice that he or she intends to take time off for Veteran’s Day. The employee may be denied time off if necessary to maintain minimum operational capacity of the clinic.

COVID-19 Vaccination Waiver

The COVID-19 vaccination requirement will be waived if an employee requests a waiver and submits to his or her leader and the People and Culture team a statement that receiving the vaccine would be injurious to the health and wellbeing of the employee or an individual living with employee, or a statement that receiving the vaccine would conflict with the tenets and practices of a religion of which the employee is an adherent or member.

MINNESOTA ADDENDUM

Vance Thompson Vision is committed to maintaining workplace guidelines and practices that comply with federal, state, and local laws. For our Minnesota team members, you will receive our Culture Book, as well as a Minnesota addendum. Please note that if the guidelines in the Minnesota addendum are different from, or more generous than what’s written in the Culture Book, the guidelines in the Minnesota addendum will apply.

Equal Employment Opportunity Policy

In addition to those protected classes outlined in the Culture Book’s Equal Employment Opportunity policy, Minnesota considers the following classes protected under state law: race, color, creed, religion, national origin, sex (including pregnancy, childbirth and related disabilities), marital status, familial status (including status as a family caregiver), sexual orientation (including actual or perceived sexual orientation and gender identity), status with respect to public assistance, local human rights commission activity, disability, genetic information, age (over 18), and the use of lawful consumable products off of the Vance Thompson Vision Minnesota premises during non-working hours subject to the exceptions outlined under Minnesota law. Vance Thompson Vision also complies with the Minnesota law prohibiting discrimination against employees because they decline to contribute or donate to charities or community organizations, the law prohibiting discrimination based on an employee's wages being subject to garnishment, and Minnesota’s prohibition on separation of employment based on an employee’s political contributions or political activity, subject to the exceptions outlined in Minnesota law.

Drug and Alcohol Policy

Vance Thompson Vision is committed to providing a healthy, safe, and productive work environment for its employees and others in the workplace. Our organization is committed to the elimination of drug and alcohol use and abuse in the workplace and have adopted a guideline of maintaining a workplace free of drugs and alcohol. This policy is intended to regulate all issues concerning the use or abuse of alcohol, drugs, and controlled substances in the workplace or that affect the workplace. While at work, employees should not be under the influence of drugs or alcohol, and not attempt to use or sell these substances. Vance Thompson Vision may make the decision to allow employees to enjoy alcoholic beverages during certain social events or business-related events.

In the event Vance Thompson Vision suspects or observes that employees are using drugs and/or alcohol while working, employees can be tested at our expense. Should an employee be found to be under the influence while working, Vance Thompson Vision may use progressive discipline, up to immediate employee separation. Questions regarding the definitions of controlled substances and/or alcohol should be directed to your leader or the People and Culture team.

At any time, Vance Thompson Vision may search for drugs and/or alcohol within any bag or container brought into our locations, and employees that choose to not cooperate could be subject to progressive disciplinary action, up to immediate employment separation.

Wage Disclosure Protection

Per the Minnesota Wage Disclosure Protection Law, Vance Thompson Vision will not take any disciplinary action against an employee that discloses the amount of his or her wages, or discusses another employee’s wages, as long as the information has been disclosed voluntarily. This law does not allow the disclosure of any proprietary information, trade secrets, or information that is protected by law, without the express written consent of the Vance Thompson Vision leadership team. An employee may bring a civil action for a violation of this guideline seeking any of the remedies available under the law, including reinstatement, back pay, restoration of lost service credit and removal of adverse employment records.

Access to Personnel Records

Employees may review or obtain a copy of their employment record once per six-month period by writing a written request to their leader. The review of the information will take place at the employee’s place of employment or a reasonably nearby location during normal business hours, and will take place with either the employee’s leader or the People and Culture team. Upon employment separation, employees may review a copy of their employment record annually as long as the record is maintained. Please note that the following records are not subject to review: written references or letters of recommendation; certain information pertaining to a criminal or civil investigation; certain protected educational records; results of employer testing (except for cumulative scores); medical records; information relating to Vance Thompson Vision’s salary system and staff planning; certain information relating to other people, including co-workers; and certain privileged information.

Employees who disagree with any of the information in their employment file should notify their leader. If the employee and Vance Thompson Vision cannot agree to remove or correct the specified information, the employee may submit a written statement, not to exceed five pages in length, explaining his or her position regarding the disputed information. The statement will be maintained as part of the employee's personnel file and included in any disclosure to a third party. Vance Thompson Vision will not discriminate or retaliate against employees for asserting their rights under this policy. Any questions should be directed to the employee’s leader or the People and Culture team.

Meal and Rest Breaks

Non-exempt employees who work eight or more consecutive hours will be allowed to take at least one 30-minute meal break, where employees will be relieved of all duties. Meal breaks are not considered working time, and non-exempt employees should clock out and not work when starting a meal period and clock in when they return to work. Non-exempt employees will also be provided adequate time to use restrooms during each consecutive four-hour period of work. Employees who are unable to or are discouraged from taking all of the meal or rest breaks should notify their leader or the People and Culture team.

Overtime Pay

Per the Minnesota Fair Labor Standards Act, employees are entitled to be paid overtime at a rate of at least 1.5 times their regular rate of pay, for all hours worked over 48 hours in a work week, unless the employee is exempt under Minnesota law.

Nursing Mothers, Lactating Employees, and Pregnancy Accommodations:

Nursing and Lactation Accommodation

Vance Thompson Vision will provide a reasonable amount of break time each day to accommodate an employee desiring to express breast milk for the employee's child. If possible, the break time should run concurrently with rest and/or meal breaks. An employee's compensation will not be reduced nor will employees be required to make up time for reasonable time used for the purpose of expressing milk, provided that non-exempt employees will not be paid for time used to express milk during unpaid breaks, such as meal breaks.

Vance Thompson Vision will make reasonable efforts to provide a clean, private, and secure location in close proximity to the work area that is not a bathroom or toilet stall and that has access to an electrical outlet for employees to express milk. Employees should discuss with their leader or the People and Culture team the location to express breast milk and to store milk and to make any other arrangements under this policy. Upon returning to work, employees should provide reasonable notice that they intend to take breaks for expressing breast milk.

Pregnancy Accommodation

Pregnant employees have the right to request and receive reasonable accommodations for health conditions related to pregnancy or childbirth, unless the accommodation would impose an undue hardship upon Vance Thompson Vision. If an employee requests a reasonable accommodation, Vance Thompson Vision will engage in an interactive process with the employee regarding the request for accommodation. Reasonable accommodations may include, but are not limited to, temporary transfer to a less strenuous or hazardous position, temporary leave of absence, modification in work schedule or job assignments, seating, more frequent or longer break periods, and limits to heavy lifting. Reasonable accommodations, however, do not include creating a new or additional position, discharge of an employee, transferring another employee with greater seniority, or promoting an employee. Employees may not be required to take leave or accept an accommodation offered. The following accommodations do not constitute an undue hardship and may be provided without requiring certification from the employee’s health care provider or doula: more frequent or longer restroom, food, and water breaks, seating and limits on lifting over 20 pounds. Vance Thompson Vision may require a medical certification for other forms of requested accommodation.

Employees who have questions about this guideline, or who wish to request a reasonable accommodation, should contact their leader or the People and Culture team. Vance Thompson Vision will not discharge, discipline, penalize, interfere with, threaten, restrain, coerce, or otherwise retaliate or discriminate against an employee for asserting rights or remedies under this guideline.

Employees who believe their rights have been violated should contact the People and Culture team to report their concerns. Employees can also contact the Minnesota Department of Labor and Industry’s Labor Standards Division at dli.laborstandards@state.mn.us or 651-284-5075 for assistance. Employees also have the right to file a civil lawsuit for relief. For more information about this law, visit dli.mn.gov/newparents.

Pregnancy and Parenting Leave

Eligible employees will be allowed up to 12 weeks of unpaid pregnancy or parenting leave in accordance with the Minnesota Pregnancy and Parenting Leave Act (MPPLA). MPPLA leave is available to biological or adoptive parents in conjunction with the birth or adoption of a child. A "child" is a person under the age of 18 or under the age of 20 but still attending a secondary school. The leave must begin within 12 months of the birth or adoption of the employee's child, or if the child remains in the hospital longer than the mother, within 12 months after the child leaves the hospital. MPPLA leave is also available to female employees for prenatal care or for incapacity due to pregnancy, childbirth or related health conditions. MPPLA leave will begin at a time requested by the employee. Employees should notify their leader and the People and Culture team of the date and duration of the requested MPPLA leave as soon as possible, but no later than eight weeks before the commencement of the leave if the leave is foreseeable. For unforeseeable leave, employees should provide notice as soon as possible.

The amount of any MPPLA leave will be reduced by any company-provided paid leave, so the total leave (pregnancy/parenting plus paid leave) does not exceed 12 weeks. The leave will run concurrently with any FMLA leave, so that combined leave will not exceed 12 weeks.

Vance Thompson Vision will continue to make insurance coverage under any group insurance policy, group subscriber contract or health care plan available to the employee and his or her dependents, on the same basis as if the employee were not on leave. However, during the leave period, employees may be required to pay the full cost of coverage, including any contributions formerly paid by Vance Thompson Vision when the employee was not on leave.

Upon return from leave, employees will be returned to the same position and pay (including any automatic adjustments that occurred during the leave period) or to a position of comparable duties, hours and pay subject to the exceptions outlined under Minnesota law. Employees returning from a leave lasting longer than one month should notify their supervisor at least two weeks prior to the anticipated return date.

Vance Thompson Vision will not retaliate against any employee for requesting or taking pregnancy or parenting leave in accordance with this policy. Any questions or concerns should be directed to the employee’s leader or the People and Culture team.

Adoption Leave

Employees who adopt a child may be eligible for leave related to the adoption of the child such that they will receive comparable leave to biological parent employees who receive maternity or paternity leave. Such leave will be as outlined under Minnesota law. For additional information, employees should contact the People and Culture team.

School Conferences and Activities Leave

Vance Thompson Vision will grant up to 16 hours of time off during any 12-month period for employees to attend their child's (or foster child’s) special education, preschool or school conferences or school-related activities, if those conferences or activities cannot be scheduled during non-work hours. When the need for leave under this policy is identified, employees should provide reasonable advance notice, and should make a reasonable attempt to schedule the leave so as not to disrupt Vance Thompson Vision’s operations.

Time off under this policy will be unpaid, except that exempt employees will receive pay when required under applicable law. Employees may use any accrued paid vacation leave for any part of this leave.

Bone Marrow Donor Leave

Employees who work an average of 20 hours or more per week will be allowed a paid leave of absence to undergo a medical procedure to donate bone marrow. The length of the leave may not exceed 40 work hours. Employees should provide reasonable notice of the need for leave and should submit verification from a physician detailing the purpose and length of the leave requested. If there is a medical determination that the employee does not qualify as a donor, the paid leave of absence provided to the employee prior to that medical determination will not be forfeited. Vance Thompson Vision will not discriminate or retaliate against an employee for requesting or obtaining leave under this policy.

Organ Donor Leave

Employees who work an average of 20 hours or more per week will be allowed a paid leave of absence to undergo a medical procedure to donate an organ or partial organ to another person. The length of the leave may not exceed 40 work hours. Employees should provide reasonable notice of the need for leave and should submit verification from a physician detailing the purpose and length of the leave requested. If there is a medical determination that the employee does not qualify as a donor, the paid leave of absence provided to the employee prior to that medical determination will not be forfeited. Vance Thompson Vision will not discriminate or retaliate against an employee for requesting or obtaining leave under this policy.

Civil Air Patrol Leave

Eligible employees who work an average of 20 hours or more per week will be allowed an unpaid leave of absence to serve as a member of the Civil Air Patrol upon request and under the authority of the state or any of its political subdivisions, unless the leave would disrupt the operations of Vance Thompson Vision.

Family Military Leave

Employees will be given time off to attend a send-off or homecoming ceremony for an immediate family member who is a member of the United States armed forces and has been ordered into active service in support of a war or other national emergency, unless the time off would disrupt the operations of Vance Thompson Vision. "Immediate family member" means an employee's grandparent, parent, legal guardian, sibling, child, spouse, fiancé or fiancée. The time off will be limited to the actual time necessary to attend the send-off or homecoming ceremony for the mobilized service member, not to exceed one day in any calendar year.

Additionally, employees who are the spouse, parent or child of a member of the United States or state military forces will be allowed a reasonable amount of unpaid time off, not to exceed two consecutive days or six days in a calendar year, to attend:

• The departure or return ceremonies for deploying or returning military personnel or units;
• Family training or readiness events sponsored or conducted by the military; and
• Events held as part of official military reintegration programs.

Employees should provide reasonable notice when requesting time off for these purposes, and will not be required to use vacation time.

Employees will also be allowed a leave of absence of up to 10 working days in the event that an immediate family member is injured or killed while engaged in active service as a member of the United States armed forces. For purposes of this leave, "immediate family members" include an employee's parent, child, grandparent, sibling or spouse. Employees should give as much notice as practicable of the intent to take this leave. Vance Thompson Vision may ask employees to use any available paid leave.

Time off under this guideline will be unpaid, except that exempt employees will be paid when required by applicable federal or state law. Vance Thompson Vision will not discriminate or retaliate against employees who request or take leave in accordance with this guideline. Employees with questions about this policy, or who would like to request a leave of absence should contact their leader or the People and Culture team.

Military Leave

In addition to any rights outlined in the Culture Book, an employee who engages in active service in the military forces in a time of emergency declared by the proper authority of any state may be entitled to additional leave and reinstatement rights comparable to certain rights provided to public employees under Minnesota law. For additional information, employees should contact the People and Culture team.

Quarantine Leave

Vance Thompson Vision will not separate, discipline, threaten or otherwise discriminate against or penalize a qualifying employee who is absent from work as a result of being isolated or quarantined, or has responsibility for the care of a person in isolation or quarantine who is a minor or an adult family member who is a disabled or vulnerable adult, provided that such protections will only apply to absences for up to due to 21 consecutive workdays. For purposes of this guideline, a qualifying employee means an employee who has been subject to isolation or quarantine for a communicable disease as defined in Minnesota law, and who complies with isolation or quarantine restrictions because of a commissioner's directive, an order of a federal quarantine officer, a state or federal court order; or a written recommendation of the commissioner or designee that the person enter isolation or quarantine.

Crime Victim or Witness Leave

Employees who are crime witnesses or crime victims and who are subpoenaed or requested by a prosecutor to attend court for the purpose of giving testimony in a criminal proceeding will be given reasonable time off from work to do so. Additionally, employees will be allowed reasonable time off from work to attend criminal proceedings related to a violent crime as defined by Minnesota law, if they are the victim of the crime, the spouse or next of kin of the victim, or the immediate family member, guardian or custodian of a minor, incompetent, incapacitated or deceased individual who was the victim.

Employees seeking leave under this policy should provide 48 hours' advance notice unless it is impracticable, or an emergency prevents them from doing so. Vance Thompson Vision may ask that employees provide verification to support the need for this leave. Time off under this policy will be unpaid, except that exempt employees will receive pay when required under applicable law. Vance Thompson Vision will maintain this as confidential information related to an employee's leave under this policy. Vance Thompson Vision will not discharge, discipline, threaten, otherwise discriminate against, or penalize an employee regarding the employee's compensation, terms, conditions, location, or privileges of employment, because the employee took reasonable time off from work to attend a criminal proceeding in accordance with this section.

Time Off to Vote

Vance Thompson Vision encourages employees to fulfill their civic responsibilities and to vote in public elections. Most employees' schedules provide enough time to vote either before or after working hours. However, employees who are eligible to vote may take the necessary amount of time off to appear at the employee's polling place, cast a ballot, and return to work on the day of the election or during the time period allowed under Minnesota Statute 203B.081 for voting in person before election day. Such time off is paid and applies to a regularly scheduled election, an election to fill a vacancy in the office of United States senator or United States representative, an election to fill a vacancy in nomination for a constitutional office, an election to fill a vacancy in the office of state senator or state representative, or a presidential nomination primary under Minnesota Chapter 207A. Employees needing such leave should provide notice to their leader in advance, and may be asked to coordinate their absence to minimize workplace disruption. Employees are not required to use vacation time, personal leave or any other available paid time off for leave taken in accordance with this policy. Vance Thompson VIsion may ask for proof of voting.

Political Leave

Employees who are members of the state central committee or executive committee of a major political party, or who are a delegate to a major political party convention will be allowed a leave of absence to attend such meeting or convention. Employees wishing to take leave should notify their leader in writing at least 10 days in advance. The leave will be unpaid, except that exempt employees will be paid when required by applicable federal or state law.

Election Judge Leave

Employees may be allowed time off to serve as an election judge if so selected under Minnesota law. Employees taking leave under this policy should provide at least 20 days' written notice of the need for leave and certification from the appointing authority indicating the hours to be served and compensation to be paid. The employee’s wages may be reduced by the amount the employee is paid to serve as an election judge during absences from work. Vance Thompson Vision reserves the right to limit the number of employees who may take such leave in accordance with Minnesota law.

Time Off to Obtain a Restraining Order

Employees who are the victim of harassment or physical or sexual assault, or who are the guardian or conservator of such a victim, or the parent, guardian, conservator or stepparent of a minor who is such a victim, will be allowed reasonable time off from work to obtain or attempt to obtain a restraining order.

If practicable, employees seeking leave under this policy should provide 48 hours' advance notice except in cases of imminent danger to the health or safety of the employee or the employee's child. Vance Thompson Vision may ask that employees provide verification to support the need for this leave.

Time off under this policy will be unpaid, except that exempt employees will receive pay when required under applicable law. Vance Thompson Vision will maintain this as confidential information related to an employee's leave. Vance Thompson Vision will not discriminate or retaliate against an employee because they take reasonable time off in accordance with this guideline.

Weapons in the Workplace

Vance Thompson Vision strives to maintain a workplace that is safe and free of violence. We prohibit employees from bringing weapons to our locations, including parking lots, regardless of whether the employee is licensed to carry the weapon. However, Vance Thompson Vision does not prohibit employees from possessing legally owned firearms in our Minnesota location, as long as they have a valid state permit, and the firearm is locked inside a motor vehicle. Under Minnesota law, lawfully possessed firearms may not be removed from employees’ personal vehicles or displayed to others.

Electronic Funds Transfer

Wages will be paid to employees by electronic funds transfer or similar means of direct deposit, provided that employees have the right to request payment in non-electronic form.

Payment of Wages Upon Termination

Upon an involuntary employment separation, an employee’s final wages will be paid by the next regular pay day in accordance with our normal payroll processing schedule, or upon written demand of the employee, whichever is first. If an employee voluntarily resigns, wages will be paid on the next regular payday, provided that wages will be paid within 20 calendar days of the separation date.

MONTANA ADDENDUM

Vance Thompson Vision is committed to maintaining workplace guidelines and practices that comply with federal, state, and local laws. For our Montana team members, you will receive our Culture Book, as well as a Montana addendum. Please note that if the guidelines in the Montana addendum are different from, or more generous than what’s written in the Culture Book, the guidelines in the Montana addendum will apply.

Nature of Employment/Employment At-Will

All Montana employees are subject to a probationary period of employment. During the probationary period, an employee’s employment is at-will, and may be ended by either the employee or Vance Thompson Vision at any time, for any reason, regardless of cause. After completion of the probationary period, an employee may be separated for good cause, in accordance with Montana law.

Equal Employment Opportunity Policy

In addition to those protected classes outlined in the Culture Book’s Equal Employment Opportunity policy, Montana considers the following classes protected under state law: race, creed, religion, color, national origin, age, physical or mental disability, marital status, sex (including pregnancy), membership or application for membership in the national guard of any state, and lawful use of consumable products off of the Vance Thompson Vision premises during non-working hours subject to the exceptions outlined in Montana law. Vance Thompson Vision prohibits unlawful discrimination or harassment based upon these protected characteristics, as well as any other characteristic protected by applicable federal, state, or local law, and the Culture Book’s discrimination and harassment-related policies apply to these protected classes in addition to those expressly outlined in such policies. In addition, Vance Thompson Vision will not discharge or lay off an employee because of attachment or garnishment served on the employer against the wages of the employee.

Drug and Alcohol Policy

Vance Thompson Vision is committed to providing a healthy, safe, and productive work environment for its employees and others in the workplace. Our organization is committed to the elimination of drug and alcohol use and abuse in the workplace and have adopted a guideline of maintaining a workplace free of drugs and alcohol. This policy is intended to regulate all issues concerning the use or abuse of alcohol, drugs, and controlled substances in the workplace or that affect the workplace. While at work, employees should not be under the influence of drugs or alcohol, and not attempt to use or sell these substances. Vance Thompson Vision may make the decision to allow employees to enjoy alcoholic beverages during certain social events or business-related events.

In the event Vance Thompson Vision suspects or observes that employees are using drugs and/or alcohol while working, employees can be tested at our expense. Should an employee be found to be under the influence while working, Vance Thompson Vision may use progressive discipline, up to immediate employee separation. Questions regarding the definitions of controlled substances and/or alcohol should be directed to your leader or the People and Culture team.

At any time, Vance Thompson Vision may search for drugs and/or alcohol within any bag or container brought into our locations, and employees that choose to not cooperate could be subject to progressive disciplinary action, up to immediate employment separation.

Legislative Leave

Vance Thompson Vision will provide a temporary unpaid leave of absence to employees who are elected or appointed to a public office of a city, county, or state and need time off to perform official duties in accordance with Montana law.

Maternity Leave

Vance Thompson Vision will provide pregnant employees with the ability to take reasonable leaves of absence as necessary related to the employee’s pregnancy and birth of a child, but will not require a mandatory maternity leave for an unreasonable length of time. For purposes of Vance Thompson Vision’s guidelines, disability as a result of pregnancy, whether during the pregnancy or post-birth period of recovery, will be treated comparably to temporary disabilities related to other medical conditions. Upon conclusion of a pregnancy-related leave of absence, an employee will be reinstated to his or her original job or to an equivalent position with equivalent pay, seniority, retirement, fringe benefits, and other service credits unless it is impossible or unreasonable to do so based on a change in circumstances for Vance Thompson Vision.

State Military Leave of Absence

Vance Thompson Vision will provide employees who are members of the state military with a leave of absence during the period of the state military duty. The leave will be unpaid and will not be deducted from any accrued paid leave banks applicable to the employee unless the employee chooses to use such accrued leave benefits. Upon conclusion of the leave, an employee who is a member of the state military is entitled to return to employment with the same seniority, status, pay, health insurance, retirement benefits, and other benefits as the member would have accrued if the member had not been absent for the state military duty, subject to the exceptions outlined under Montana law.

Electronic Funds Transfer

Wages will be paid to employees by electronic funds transfer or similar means of direct deposit, provided that employees have the right to request payment in non-electronic form.

Payment of Wages Upon Termination

Upon employment separation for any reason, an employee’s final wages will be paid by the next regular pay day in accordance with our normal payroll processing schedule, or within 15 days, whichever is first.

PTO Payout Upon Termination

Upon separation from employment, employees will be paid any unused, accrued PTO time.

NORTH DAKOTA ADDENDUM

Vance Thompson Vision is committed to maintaining workplace guidelines and practices that comply with federal, state, and local laws. For our North Dakota team members, you will receive our Culture Book, as well as a North Dakota addendum. Please note that if the guidelines in the North Dakota addendum are different from, or more generous than what’s written in the Culture Book, the guidelines in the North Dakota addendum will apply.

Equal Employment Opportunity Policy

In addition to those protected classes outlined in the Culture Book’s Equal Employment Opportunity policy, North Dakota considers the following classes protected under state law: race, color, religion, sex (including pregnancy, childbirth, and disabilities related to pregnancy or childbirth), national origin, age (40+), the presence of any mental or physical disability, status with regard to marriage or public assistance, or participation in lawful activity off any Vance Thompson Vision premises during non working hours which is not in direct conflict with the essential business-related interests of Vance Thompson Vision subject to any exceptions as outlined under North Dakota law.

Drug and Alcohol Policy

Vance Thompson Vision is committed to providing a healthy, safe, and productive work environment for its employees and others in the workplace. Our organization is committed to the elimination of drug and alcohol use and abuse in the workplace and have adopted a guideline of maintaining a workplace free of drugs and alcohol. This policy is intended to regulate all issues concerning the use or abuse of alcohol, drugs, and controlled substances in the workplace or that affect the workplace. While at work, employees should not be under the influence of drugs or alcohol, and not attempt to use or sell these substances. Vance Thompson Vision may make the decision to allow employees to enjoy alcoholic beverages during certain social events or business-related events.

In the event Vance Thompson Vision suspects or observes that employees are using drugs and/or alcohol while working, employees can be tested at our expense. Should an employee be found to be under the influence while working, Vance Thompson Vision may use progressive discipline, up to immediate employee separation. Questions regarding the definitions of controlled substances and/or alcohol should be directed to your leader or the People and Culture team.

At any time, Vance Thompson Vision may search for drugs and/or alcohol within any bag or container brought into our locations, and employees that choose to not cooperate could be subject to progressive disciplinary action, up to immediate employment separation.

Weapons in the Workplace

Vance Thompson Vision strives to maintain a workplace that is safe and free of violence. Vance Thompson Vision prohibits employees from bringing weapons to our locations, including parking lots, regardless of whether the employee is licensed to carry the weapon. However, Vance Thompson Vision does not prohibit employees from possessing legally owned firearms in our North Dakota location, as long as they are locked inside a motor vehicle. Under North Dakota law, Vance Thompson Vision will not inquire about the status of a firearm, search vehicles, or discriminate against employees for possessing lawfully owned firearms.

Meal Breaks

Non-exempt employees who work shifts longer than five hours will be allowed to take at least one 30-minute meal break. Meal breaks are not considered working time, and non-exempt employees should clock out and not work when starting a meal period and clock in when they return to work. Employees wishing to waive their right to an unpaid meal break must fill out the North Dakota Meal Break Waiver form and submit it to their leader and/or People and Culture.

Payment of Wages Upon Termination

Upon employment separation for any reason, an employee’s final wages will be paid by the next regular pay day in accordance with our normal payroll processing schedule.

PTO Payout Upon Termination

Upon employment separation, employees will be paid any unused, accrued PTO time.

NEBRASKA ADDENDUM

Vance Thompson Vision is committed to maintaining workplace guidelines and practices that comply with federal, state, and local laws. For our Nebraska team members, you will receive our Culture Book, as well as a Nebraska addendum. Please note that if the guidelines in the Nebraska addendum are different from, or more generous than what’s written in the Culture Book, the guidelines in the Nebraska addendum will apply.

Equal Employment Opportunity Policy

In addition to those protected classes outlined in the Culture Book’s Equal Employment Opportunity policy, Nebraska considers the following classes protected under state law: race (inclusive of characteristics such as skin color, hair texture, and protective hairstyles, which include braids, locks, and twists), color, religion, sex, age (40+), disability, marital status, national origin, and pregnancy, childbirth, and related medical conditions as outlined in Nebraska law. Vance Thompson Vision prohibits unlawful discrimination or harassment based upon these protected characteristics as well as any other characteristic protected by applicable federal, state, or local law, and the Culture Book’s discrimination and harassment-related policies apply to these protected classes in addition to those expressly outlined in such policies.

Nebraska Paid Sick Leave

Under the Nebraska Healthy Families and Workplaces Act, employees are entitled to paid sick time. Employees will begin to accrue sick time after completing 80 hours of consecutive employment. At this point, they will accrue at a minimum rate of one hour for every 30 hours worked, up to 56 hours per year. Paid sick time can be used for various reasons, including an employee's illness, injury, or health condition, or for treatment, diagnosis, and preventative medical care for themselves or a family member. It can also be used for meetings related to a child's health condition at their school or care provider. Additionally, paid sick time may be used if the employee's business, or their child's school or place of care, is closed by a public official due to a public health emergency. Finally, it can be used for the employee's or a family member's need to self-isolate due to a communicable disease, as determined by a health authority or healthcare professional.

Employers must provide paid sick time upon an employee's request and may require the employee to state the expected duration of the absence when possible. An employer that requires notice of the need to use paid sick time must provide a written policy outlining reasonable procedures for providing this notice. If no such written policy exists, an employer cannot deny paid sick time based on noncompliance. Employers cannot require employees to find a replacement worker to cover their shift when using paid sick time. Paid sick time can be used in hourly increments, or in smaller increments if the employer's payroll system allows for it. Employers are permitted to require reasonable documentation if an employee uses paid sick time for more than three consecutive workdays.

The Act prohibits retaliatory personnel actions against employees who request or use paid sick time. An employer's absence control policy is not allowed to count paid sick time taken under the Act as an absence that could lead to a retaliatory or other adverse action. Employees have the right to file a suit or complaint if they are denied paid sick time or if they face retaliation for requesting or taking it. They also have the right to participate in investigations, hearings, or proceedings, and to inform others of their potential rights under the Act. For any questions about the rights and responsibilities under the Act, employees can contact the Nebraska Department of Labor - Labor Standards Division.

Note: If you are a full-time or part-time team member at VTV, this paid sick time requirement is fulfilled through the current Paid Time Off (PTO) plan. As the VTV PTO accrual rate exceeds the requirement set forth by the state law, no additional sick leave accrual is required. Nebraska-based PRN (unscheduled part-time) team members that are not otherwise eligible for PTO will accrue paid sick time at a rate of one hour for every 30 hours worked. Please contact your leader or People & Culture with any additional questions.

Volunteer Emergency Responder Protection

Vance Thompson Vision will not separate or take any other disciplinary action against any employee who is a volunteer emergency responder if such employee, when acting or actively deployed as a volunteer emergency responder, is absent from or reports late to work in order to respond to an emergency prior to the time such employee is to report to work.

Drug and Alcohol Policy

Vance Thompson Vision is committed to providing a healthy, safe, and productive work environment for its employees and others in the workplace. Our organization is committed to the elimination of drug and alcohol use and abuse in the workplace and have adopted a guideline of maintaining a workplace free of drugs and alcohol. This policy is intended to regulate all issues concerning the use or abuse of alcohol, drugs, and controlled substances in the workplace or that affect the workplace. While at work, employees should not be under the influence of drugs or alcohol, and not attempt to use or sell these substances. Vance Thompson Vision may make the decision to allow employees to enjoy alcoholic beverages during certain social events or business-related events.

In the event Vance Thompson Vision suspects or observes that employees are using drugs and/or alcohol while working, employees can be tested at our expense. Should an employee be found to be under the influence while working, Vance Thompson Vision may use progressive discipline, up to immediate employee separation. Questions regarding the definitions of controlled substances and/or alcohol should be directed to your leader or the People and Culture team.

At any time, Vance Thompson Vision may search for drugs and/or alcohol within any bag or container brought into our locations, and employees that choose to not cooperate could be subject to progressive disciplinary action, up to immediate employment separation.

Weapons in the Workplace

Vance Thompson Vision strives to maintain a workplace that is safe and free of violence. Our organization prohibits employees from bringing weapons to our locations, including parking lots, regardless of whether the employee is licensed to carry the weapon. However, Vance Thompson Vision does not prohibit employees from having a concealed handgun in the employee’s vehicle in the parking lot of our Nebraska location(s), as long as the handgun is locked inside the glove box, trunk or other compartment of the vehicle.

Jury Duty Leave

Employees who are summoned to jury duty will be provided with paid leave and will be excused from work for those days they are required to serve as a juror, and they will not be subject to discharge from employment, loss of pay, loss of sick leave, loss of vacation time, or any other form of penalty as a result of the employee’s absence from employment due to such jury duty, upon giving reasonable notice of such summons.

Adoptive Parent Leave

Vance Thompson will provide Nebraska employees who adopt a child with comparable leaves of absence upon the same terms upon placement of the adoptive child with the employee. This leave will not apply if the child being adopted is a special needs child over eighteen years of age, a child who is over eight years of age and is not a special needs child, a stepchild being adopted by his or her stepparent, a foster child being adopted by his or her foster parent, or a child who was originally under a voluntary placement for purposes other than adoption without assistance from an attorney, physician, or other individual or agency which later results in a petition for the adoption of the child by the person with whom the voluntary placement was made.

Family Military Leave

An eligible employee who is the spouse or parent of a person called to military service lasting 190 days or longer with the state or United States pursuant to the orders of the Governor or the President of the United States may request family military leave. To be eligible for such leave, the employee must have been employed by Vance Thompson Vision for at least twelve months and must have worked at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave. Eligible employees may receive up to 30 days of unpaid family military leave during the time federal or state deployment orders are in effect in accordance with Nebraska law.

An employee should give at least 14 days’ notice of the intended start date of the leave if the requested leave will be five or more consecutive workdays. To the extent possible, employees should consult with Vance Thompson Vision to schedule the leave so as not to disrupt the operations of Vance Thompson Vision. Employees taking family military leave for less than five consecutive days shall give Vance Thompson Vision advanced notice as is practicable. Vance Thompson Vision may ask for certification from the proper military authority to verify the employee's eligibility for the family military leave requested.

Upon expiration of family military leave and subject to exception as outlined under Nebraska law, employees have the right to be restored to the position held when the leave commenced or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. During any family military leave, benefits may be continued at the employee’s expense, or Vance Thompson Vision may agree to continue benefits pursuant to its regular employee benefit cost-sharing practices.

Payment of Wages Upon Termination

Upon employment separation for any reason, an employee’s final wages will be paid by the next regular pay day in accordance with our normal payroll processing schedule, or within two weeks from the separation date, whichever is first.

PTO Payout Upon Termination

Upon separation from employment, employees will be paid any unused, accrued PTO time.

SOUTH DAKOTA ADDENDUM

Vance Thompson Vision is committed to maintaining workplace guidelines and practices that comply with federal, state, and local laws. For our South Dakota team members, you will receive our Culture Book, as well as a South Dakota addendum. Please note that if the guidelines in the South Dakota addendum are different from, or more generous than what’s written in the Culture Book, the guidelines in the South Dakota addendum will apply.

Equal Employment Opportunity Policy

In addition to those protected classes outlined in the Culture Book’s Equal Employment Opportunity policy, South Dakota considers the following classes protected under state law: race, color, creed, religion, sex, ancestry, disability (including blindness or partial blindness), national origin, genetic information, and use of lawful tobacco products during non-working hours and while off of any Vance Thompson Vision premises.

Drug and Alcohol Policy

Vance Thompson Vision is committed to providing a healthy, safe, and productive work environment for its employees and others in the workplace. Our organization is committed to the elimination of drug and alcohol use and abuse in the workplace and have adopted a guideline of maintaining a workplace free of drugs and alcohol. This policy is intended to regulate all issues concerning the use or abuse of alcohol, drugs, and controlled substances in the workplace or that affect the workplace. While at work, employees should not be under the influence of drugs or alcohol, and not attempt to use or sell these substances. Vance Thompson Vision may make the decision to allow employees to enjoy alcoholic beverages during certain social events or business-related events.

In the event Vance Thompson Vision suspects or observes that employees are using drugs and/or alcohol while working, employees can be tested at our expense. Should an employee be found to be under the influence while working, Vance Thompson Vision may use progressive discipline, up to immediate employee separation. Questions regarding the definitions of controlled substances and/or alcohol should be directed to your leader or the People and Culture team.

At any time, Vance Thompson Vision may search for drugs and/or alcohol within any bag or container brought into our locations, and employees that choose to not cooperate could be subject to progressive disciplinary action, up to immediate employment separation.

Legislative Leave

Vance Thompson Vision will provide a temporary leave of absence to employees who are members of the state legislature and need time off to perform any official duty. This unpaid leave will be without loss of job status or seniority.