FBC Knoxville Employee Handbook

3. Any employee who will be tardy or absent from work must notify his/her supervisor (or other designated mana gement official) at least one (1) hour prior to the employee’s scheduled reporting time. The employee must be the one giving the notice, unless it is not possible to do so due to his/her illness or injury. Employees failing to provide such notice may receive one (1) point for improper notice, depending on the circumstances of each case. 4. Any employee clocking or signing in to work more than one hour after his or her scheduled starting time without proper notice will be charged points for both an incomplete shift and for improper notice. 5. Employees may clock in up to 5 minutes before the scheduled start time. If you clock in earlier than 5 minutes before your scheduled start time without your supervisor’s approval you will be paid for all time worked but you may be subject to disciplinary action for clocking in early.

You may clock in up to 4 minutes after the scheduled start time without being considered tardy.

6. No employee will be terminated under this policy unless they have received a Last and Final Warning at least once in their career with the Company (unless for violations of rule number 10).

7. Absences of more than three (3) consecutive days require the company to determine whether or

not you are entitled to job protected leave. If the need for leave is foreseeable (e.g., a scheduled surgery or appointment for which you must travel), you are required by federal law to provide the Company with appropriate notice as well as providing proper medical documentation to certify your need for leave. If the need for leave is not foreseeable (e.g., a medical emergency), You are required by federal law to provide proper medical documentation to certify your need for leave as soon as you return to work. Please see your Human Resources Business Partner for additional details.

The use of accrued, available PTO will be required in either situation.

8. Employees on reasonable accommodation medical leave (up to 26 weeks) are required to report to management by the 10 th of each month in order to advise us of your intention to remain on medical leave. Failure to do so will be deemed as a voluntary resignation of employment. Additionally, under this policy you are required to notify The Hartford that you have been or will be absent from work so that your short-term disability benefits are properly initiated and tracked. 9. M anagement may require an employee to provide medical evidence or undergo a fitness for duty examination and engage in an interactive process with the company if there is a question concerning your ability to perform essential functions of your job safely and on a regular basis, with or without a reasonable accommodation.

10. Any employee who fails to report or call in for two (2) consecutive scheduled working days, and who is not otherwise on an approved leave of absence, will be deemed to have voluntarily quit.

11. You will not be allowed to use FLEX-Days the day before, the day of, or the day after a scheduled paid holiday. Calling in on one of these days will be considered a violation of FLEX rules.