Disclaimer

This document serves as a focused excerpt from the comprehensive DecisivEdge Company Handbook, which addresses a wide range of aspects pertinent to our organization. For the specific purposes of this requirement, we have selected various key points essential for a thorough understanding of critical compliance and ethical areas. These points include topics such as compliance-related codes, procedures, or policies addressing anti-corruption compliance, business ethics, payment of commissions, and regulations concerning gifts and/or entertainment.

The sections chosen for this excerpt have been carefully selected to provide a comprehensive yet concise overview of these significant topics, ensuring that the most relevant information is readily accessible without sacrificing the depth required for complete understanding. Certain sections have been specifically retained within this excerpt to offer necessary clarity and context, ensuring that the essence and integrity of the subject matter are effectively communicated.

While this excerpt does not cover every aspect of the original handbook, it lays a solid foundation for informed analysis and decision-making regarding our organization’s compliance and ethical standards. Meticulous effort has been made to ensure that, despite the condensed nature of this excerpt, all critical information has been preserved.

For detailed inquiries or to discuss content not included in this excerpt, please contact the author or the relevant department for more information.

Section I: Introduction

A.    Handbook Introduction

This Employee Handbook contains information about the employment policies and practices of DecisivEdge (“Company”). All employees are expected to read this handbook carefully, as it is a valuable reference for understanding their job and the Company. This handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written policy statements.

The Company complies with federal and state law and this handbook generally reflects those laws. The Company also complies with any applicable local laws, even though there may not be an express written policy contained in the handbook.

Employees should understand that no employee handbook can address every situation in the workplace. Employees who have questions about their employment are encouraged to ask them. Any employee who has difficulty reading or understanding any of the provisions of the handbook should contact Human Resources. Likewise, if employees have any suggestions related to Company policies or procedures, please let us know. The Company reserves the right to interpret, modify, or supplement the provisions of this handbook at any time.

This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others, except DecisivEdge employees and others affiliated with DecisivEdge whose knowledge of the information is required in the normal course of business.

Some subjects described in this handbook are covered in detail in official policy documents. Refer to these documents for specific information because the handbook only briefly summarizes those guidelines and benefits. Please note that the terms of the written insurance policies are controlling and override any statements made in this or other documents.

B.    Revisions to Handbook

This employee handbook is the Company’s attempt to keep employees informed of the terms and conditions of their employment, including Company policies and procedures. The handbook is not a contract. The Company reserves the right to revise, add, or delete from this handbook as it determines to be in its best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, they will be communicated in a timely fashion, typically in a written supplement to the handbook or in a posting on the Company’s HR portal.

Section IV:   On the Job

A.    Ethics Code

DecisivEdge conducts its business honestly and ethically wherever operations are maintained. The Company strives to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. All employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices.

The Company expects that employees will not knowingly misrepresent the Company and will not speak on behalf of the Company unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, client lists, patents, trademarks, etc.) about our Company or operations, or that of our clients or partners, is to be treated with discretion and only be disseminated on a need-to-know basis (see policies relating to privacy in Section IV E and J).

Violation of the Code of Ethics can result in disciplinary action, up to and including termination of employment. The degree of disciplinary action imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.

B.    Standards of Conduct

DecisivEdge wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all of our employees, clients, customers, and other stakeholders. All employees share responsibility toward the quality of our work environment. By deciding to work at DecisivEdge, employees agree to follow the Company’s rules. In addition to complying with Company policies and job-specific requirements, all employees are expected to follow client rules and regulations when working at their locations.

While it is impossible to list every item that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This is not intended to be a complete and exhaustive list of inappropriate conduct. While discipline for standard violations may follow a progressive disciplinary procedure, the Company may implement discipline in accordance with the grievousness of the violation. This policy is not intended to limit the Company’s right to discipline or discharge employees for any reason permitted by law. In fact, while the Company values our employees, the Company retains the right to terminate an employee on an “at-will” basis.

Examples of inappropriate conduct include:

  • Violation of the policies and procedures set forth in this handbook.
  • Disclosure of Company trade secrets and proprietary and confidential commercially sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) of the Company or its clients, contractors, suppliers, or vendors.
  • Theft, fraud, embezzlement, or other proven acts of dishonesty.
  • Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances.
  • Being under the influence of alcohol during working hours on Company property (including Company vehicles), or on Company business.
  • Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or about another employee, vendor, partner or client.
  • Use of obscene or harassing (as defined by our EEO policies) language in the workplace.
  • Providing knowingly inaccurate, incomplete or misleading information when speaking on behalf of the Company or in the preparation of any employment related documents including, but not limited to, job applications, personnel files, employment review documents, intra-Company communication, or expense
  • Any act of intimidation, threat of violence, or act of violence committed against any person on Company property.
  • Soliciting or accepting gifts (money, services or merchandise) in connection with Company business in significant amounts (exceeding $100).
  • Assisting anyone, whom the employee knows or suspects to be involved in, or committing any crime or engaging in any conduct that rises to the level of a crime.
  • Falsifying Company documents or records, including misuse of timekeeping records, or falsely inputting payment data.
  • Insubordination, meaning refusal or failure to perform a requested or required job task.
  • Disrupting the work environment.
  • Excessive tardiness, absenteeism, or unacceptable patterns of absenteeism.
  • Repeatedly failing to track time in the Company’s time entry system as directed.
  • Failing to follow the Company’s Information Security policies.
  • Conduct that is likely to cause another employee, client or vendor of the Company embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of bullying, discrimination, and harassment.
  • Unauthorized use of Company or client supplies, information, equipment, funds, or computer codes/passwords.
  • Refusing to repay documented overpayment of any compensation.
  • Committing any act, on or off the Company’s premises which threatens or is potentially threatening to the reputation of the Company or any of our employees, clients, or vendors.
  • Repeatedly failing to meet job responsibilities, job budget or quality requirements. Refusal or failure to follow safety rules and procedures.
  • Smoking in non designated areas.
  • Working unauthorized overtime.
  • Solicitation of fellow employees on the Company premises during working time (Refer to Nonsolicitation/Nondistribution Policy).
  • Failure to dress according to Company policy.
  • Engaging in unauthorized employment elsewhere while on paid benefits related to illness, or while on an extended absence.
  • Outside employment that interferes with an employee’s ability to perform their job at DecisivEdge.

Nothing in this policy is intended to limit employee rights under the National Labor Relations Act.

C.    Confidentiality and Nondisclosure of Trade Secrets

As a condition of employment, Company employees are required to protect the confidentiality of Company trade secrets, proprietary information, and confidential Company-related commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, client lists, patents, trademarks, etc.). Access to this information should be limited to a “need to know” basis and should not be used for personal benefit, disclosed, or released without prior authorization from a manager. Any employee who has information that leads them to suspect that an employee or competitor is obtaining such information is required to inform their manager or Human Resources.

To ensure the confidentiality of Company and client information, the Company has a separate Information Classification Policy which can be found on the Company’s HR portal.  All employees are responsible for understanding the different classification levels and handling documents and information in a manner consistent with their classification.

Violation of this policy may result in the discipline or termination of any employee, as well as subject the employee to civil liability.

D.    Employee Inventions

Any employee invention created, in whole or in part, during an employee’s work hours, or from the use of the Company’s equipment or facilities, is a “work for hire” and the property of the Company.

Any employee who intends to develop and maintain property rights in any invention, which relates in any way to the Company’s products or services, is required to obtain a written waiver of this policy, signed by both the employee and the Chief Executive Officer.

E.     Relationships with Clients

The Company’s client relationships are based on our reputation for professionalism and outstanding quality of work. Every interaction, deliverable, or project influences client perceptions of our people and services. The importance of professional conduct when working in a client’s office cannot be emphasized enough. Professional conduct is a broad term that is open to many interpretations. The following guidelines describe appropriate conduct as it relates to relationships with our clients:

  • Employees should limit discussions with client employees to matters that concern their department and level of responsibility.
  • Employees should maintain friendly but professional relationships with client employees. Long, personal discussions with client personnel are discouraged during working hours on the client’s worksite. Such disruptions of work will only offend client executives and client employees.
  • Internal Company issues should be discussed with Company management, not with the client or in the presence of a client.
  • Comments or criticisms involving other companies and their particular work or fees should be avoided.
  • Employees should refrain from discussing shortcomings or idiosyncrasies of client employees.
  • Conversations involving client matters in all places that would violate client confidentiality should be avoided.
  • Employees should avoid discussing procedural problems with management while client employees are present.
  • Employees should not borrow money from a client unless the client’s business involves lending money.
  • Any gifts to clients or potential clients should be discussed with the Practice Area Director, and should be limited to meals, gift baskets, food items, or branded Company merchandise.
  • Employees may only accept non-monetary, token gifts from clients (valued at less than $100). Gift offers that exceed $100 must be reported to a manager.

F.     Relationships with Competitors

In order to compete effectively and fairly in the marketplace with our many competitors, the Company must remain alert to changes in services and products offered to the public by competitors. However, employees may not seek to gain this information improperly. For example, it is prohibited to hire an employee of a competitor to gain access to that competitor’s trade secrets or proprietary information. Similarly, an employee or former employee is prohibited from providing such confidential information to competitors. Employees are also expected to honor any non-compete and/or non-solicitation agreements they have in place with any former employers.

Both federal and state law prohibits conspiracies or agreements that unreasonably restrain trade. Formal or informal understandings or agreements between competitors concerning the pricing of services or limitations on the output of services are unlawful and may not be discussed by an employee with any competitor.

G.   Personnel Confidentiality

Employees may have, in the course of their work, access to information about the Company, other employees or clients, which is confidential. This information should only be revealed in the normal course of conducting job duties and responsibilities. At no time is it appropriate to discuss other employees’ compensation or benefits with co-workers. Disclosure of such information is prohibited and could result in disciplinary action, up to and including termination of employment.

H.    Business Related Entertainment

The Company’s success depends on fostering positive relationships with customers, professional partners and vendors, and our employees. To build and maintain these relationships, employees may spend time entertaining customers, partners, and co-workers in non-business settings. All Company employees are expected to act with the same professionalism and integrity while engaged in business related entertainment as they do in all their daily work activities.

Specifically, business related entertainment that involves an illegal activity or any form of “adult” entertainment is expressly and strictly prohibited, even if done so at an employee’s own personal expense. Violations of this policy will be subject to disciplinary action up to and including dismissal.

I.      Conflicts of Interest

DecisivEdge is concerned with conflicts of interest that create actual or potential job related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. Any actual or potential conflict of interest between an employee of the Company and a client, competitor, supplier, vendor, or contractor to the Company, must be disclosed by the employee to Human Resources. If an actual or potential conflict of interest is determined to exist, the Company will take such steps as it deems necessary to reduce or eliminate this conflict. Employees bear responsibility to avoid any possible conflicts of interest, as well as to report immediately, any offers of gifts, loans, misuse of Company funds, kickbacks, rebates, or refunds that come to their knowledge through their position as an employee of the Company.

J.      Gifts

Employees are prohibited from soliciting or accepting gifts (money, services, or merchandise) in connection with Company business in amounts that exceed $100. In addition, if the relationship between the giver and recipient is such that the gift could be used to influence additional business, it should be declined regardless of value. Examples of acceptable gifts are branded marketing merchandise (hats, t-shirts), business lunches or dinners paid by a vendor, and holiday gift baskets for the office.

K.    Inter-Company Relationships

The Company is firmly committed to ensuring a work environment where there is a clear separation between personal and business interactions. To avoid a real or perceived conflict of interest and perceptions of undue advantage or disadvantage, the Company has established guidelines as they relate to inter-company relationships.

Hiring of Relatives

Relatives of current employees may be hired only if they will not be in the current employee’s direct or indirect reporting chain. Additionally a relative of a current employee will not be permitted to fill positions or functions that would allow them to intentionally or unintentionally influence, control, or affect the terms and conditions of employment of the current employee.

If a relative relationship is established or learned after employment, the Company may determine how to best resolve the potential or perceived conflict of interest.

Consensual Relationships

While the Company recognizes that dating and intimate relationships may develop between co-workers, no manager or director may date or have any intimate relationship with an employee in the manager or director’s direct or indirect reporting chain. Additionally, an employee will not be permitted to fill positions or functions that would allow them to intentionally or unintentionally influence, control, or affect the terms and conditions of employment of another employee with whom they are or had been engaged in a consensual relationship.

To avoid a real or perceived conflict of interest and perceptions of undue advantage or disadvantage, Human Resources must be notified if employees begin a consensual relationship that would not be permitted under this policy so that any potential, actual or perceived conflict of interest can be addressed. The Company will make every effort to preserve confidentiality, sharing names and pertinent information only with individuals directly involved in these actions and only as necessary.

Although consensual relationships are a matter of personal choice, they must remain private between the employees involved and should not be visible in the workplace.

L.     Outside Activities

Outside employment that creates a conflict of interest or which affects the quality or value of an employee’s work performance or availability at the Company is prohibited. The Company recognizes that employees may seek additional employment during off hours, but expects, in these cases, that any outside employment will not affect job performance, work hours, or scheduling, or otherwise adversely affect the employee’s ability to effectively perform their duties.

If an employee wishes to engage in employment or business activity outside their employment with the Company, the employee should first disclose the nature and extent of the proposed employment or business activity, and obtain the Company’s written approval. Approval will only be withheld if it is reasonably determined that the employee’s proposed outside employment or business activity could conflict or compete with the interests of the Company, or could negatively affect the employee’s job performance or attendance. Approval may later be withdrawn if it is believed to be in the Company’s best interests. Failure to obtain prior approval or refusal to comply with a request to discontinue outside employment may result in termination of employment at DecisivEdge.

The Company encourages outside involvement in community and charitable activities, including directorships in non-profit community organizations, as long as they do not cause conflicts of interest or create demands that interfere with the job.

M.  Information Security and Acceptable Use

The Company’s Information Security Policies provide complete and detailed descriptions of acceptable and approved use of Company software, equipment and devices, and steps to ensure the security of Company and client information accessible to employees. These policies can be found in the Company’s HR portal. All employees are required to complete Information Security training both at the time of hire and on an annual basis.

Violations of the Company’s Information Security and Acceptable Use policies will subject an employee to disciplinary action up to and including termination of employment.