Code of conduct

CDI Corp

CDI Corp operates under the guiding principle: 

 “If you take good care of your people, your people will take good care of you”. 

This principle applies to relationships with CDI employees and customers. A handbook has been prepared to provide you with an overview of our policies, benefits, and rules. It is intended to familiarize you with important information about the company, as well as provide guidelines for your employment experience with us in an effort to foster a safe and healthy work environment. Please understand that this booklet only highlights company policies, practices, and benefits for your personal understanding and cannot, therefore, be construed as a legal document. It is intended to provide general information about the policies, benefits, and regulations governing the employees of CDI Corp, and is not intended to be an express or implied contract. The guidelines presented in this handbook are not intended to be a substitute for sound management, judgment, and discretion. 

It is obviously not possible to anticipate every situation that may arise in the workplace or to provide information that answers every possible question. In addition, circumstances will undoubtedly require that policies, practices, and benefits described in this handbook change from time to time. Accordingly, CDI Corp reserves the right to modify, supplement, rescind, or revise any provision of this handbook from time to time as it deems necessary or appropriate in its sole discretion with or without notice to you.

No business is free from day-to-day problems, but we believe our personnel policies and practices will help resolve such problems. All of us must work together to make the company a viable, healthy, and profitable organization. This is the only way we can provide a satisfactory working environment that promotes genuine concern and respect for others including all employees and our customers. If any statements in this handbook are not clear to you, please contact the CDI Corp president or his designated representative for clarification. This handbook supersedes any and all prior policies, procedures, and handbooks of CDI Corp.

Company Philosophy

Open-Door Policy

In keeping with CDI Corp’s philosophy of open communication, all employees have the right and are encouraged to speak freely with management about their job-related concerns.  

We urge you to go directly to your supervisor to discuss your job-related ideas, recommendations, concerns and other issues which are important to you.  If, after talking with your supervisor, there is a need for additional discussion, the matter will be discussed at the weekly CPI meeting. If the matter is one that requires digression you are encouraged to speak with CDI Corp president. 

The most important relationship you will develop at CDI Corp will be between you and your supervisor.  However, should you need support from someone other than your supervisor, the entire management team, including CDI Corp president, is committed to resolving your individual concerns in a timely and appropriate manner.  

Equal Employment Opportunity

It is the policy of CDI Corp to provide equal employment opportunity to all employees and applicants for employment and not to discriminate on any basis prohibited by law, including race, color, sex, age, religion, national origin, disability, marital status or veteran status.  It is our intent and desire that equal employment opportunities will be provided in employment, recruitment, selection, compensation, benefits, promotion, demotion, layoff, termination and all other terms and conditions of employment.  The President of CDI Corp and all managerial personnel are committed to this policy and its enforcement.

Employees are directed to bring any violation of this policy to the immediate attention of any CDI Corp supervisor or the company president.  Any employee who violates this policy or knowingly retaliates against an employee reporting or complaining of a violation of this policy shall be subject to immediate disciplinary action, up to and including discharge.  Complaints brought under this policy will be promptly investigated and handled with due regard for the privacy and respect of all involved.

Harassment Policy

CDI Corp will not tolerate harassment or intimidation of our employees on any basis prohibited by law, including race, color, sex, age, religion, national origin, handicap, disability, marital status, or veteran status.  Moreover, any suggestions made to any employee that sexual favors will affect any term or condition of employment with CDI Corp will not be tolerated.  It is the policy of CDI Corp that any harassment, including acts creating a hostile work environment or any other discriminatory acts directed against our employees, will result in discipline, up to and including discharge.  CDI Corp also will not tolerate any such harassment of our employees by our clients or vendors.

For purposes of this policy, sexual harassment is defined as any type of sexually-oriented conduct, whether intentional or not, that is unwelcome and has the purpose or effect of creating a work environment that is hostile, offensive or coercive.  The following are examples of conduct that, depending upon the circumstances, may constitute sexual harassment:

• Unwelcome sexual jokes, language, epithets, advances or propositions;

• Written or oral abuse of a sexual nature, sexually degrading or vulgar words to describe an individual

• The display of sexually suggestive objects, pictures, posters or cartoons;

• Unwelcome comments about an individual’s body;

• Asking questions about sexual conduct;

• Unwelcome touching, leering, whistling, brushing against the body, or suggestive, insulting or obscene comments or gestures;

• Demanding sexual favors in exchange for favorable reviews, assignments, promotions, or continued employment, or promises of the same.

Employees must bring any violation of this policy to the immediate attention of a CDI Corp supervisor or the company president.  CDI Corp will thoroughly investigate all such claims with due regard for the privacy of the individuals involved.  Any employee who knowingly retaliates against an employee who has reported workplace harassment or discrimination shall be subject to immediate disciplinary action, up to and including discharge.

Working and Compensation

Employment on an At-Will Basis

All employees of CDI Corp, regardless of their classification or position, are employed on an at-will basis.  This means that each employee’s employment is terminable at the will of the employee or CDI Corp at any time, with or without cause and with or without notice.  No officer, agent, representative, or employee of CDI Corp has any authority to enter into any agreement with any employee or applicant for employment on other than on an at-will basis.  Furthermore, nothing contained in the policies, procedures, handbooks, manuals, job descriptions, application for employment, or any other document of CDI Corp shall in any way create an express or implied contract of employment or an employment relationship on other than an at-will basis.

Attendance and Reporting to Work

Each employee is important to the overall success of our operation. When you are not here, someone else must do your job. Consequently, you are expected to report to work on time at the scheduled start of the workday. CDI does not use time clocks to record attendance. Employees are responsible for reporting to work on time, ready to start work at the time of arrival.

CDI Corp depends on its employees to be at work at the times and locations scheduled. Excessive absenteeism and/or tardiness will lead to disciplinary action, up to and including termination. The determination of excessive absenteeism will be made at the discretion of CDI Corp. Absence from work for three consecutive days without properly notifying your supervisor will be considered a voluntary resignation. After two days’ absence, you may be required to provide documentation from your physician to support an injury- or illness-related absence, and to ensure that you may safely return to work.

If you expect to be absent from the job for an approved reason (e.g., paid time off or a leave of absence), you should notify your supervisor of your upcoming absence as far in advance as possible.  If you unexpectedly need to be absent from or late to work, you must contact your supervisor prior to the start of your scheduled workday to let the front office know that you will be late or absent, and provide the reason for that absence or tardiness.  If your supervisor is not available, you should contact CDI Corp’s main office prior to the start of your scheduled workday.  Leave your number so that your supervisor can return your call. Failure to properly contact us will result in an unexcused absence for disciplinary purposes. Your attendance record is a part of your overall performance rating. Your attendance may be included during your review and may be considered for other disciplinary action up to and including termination.

A late arrival that is more than 15 minutes late, is unacceptable, and the employee will need to take ½ of personal time.  If there is no personal time left, they will need to take the full day as unpaid.  

Where possible, medical and dental appointments should be scheduled around your assigned work hours; otherwise, they may be considered absences without pay. If you are unable to schedule an appointment before or after your shift, you are required to talk to your supervisor to make special arrangements.

Workday Hours and Scheduling

The regularly scheduled workday for our business office is: Monday through Thursday, 6:00-7:00 a.m. to 4:30 p.m.  Salaried employees are expected to log 4 hours of remote work over the course of Friday, Saturday, and Sunday. The usual expected workday at job sites is 8:00 a.m. to 4:30 p.m.  These start and end times are only guidelines, however, and employees are required to be present for work during the workday established for them by their supervisors or by CDI Corp president. 

CDI Corp schedules rest periods and lunch breaks. For lunch or breaks, our policy is:

• Hourly employee meals are 40 minutes and two 10 minute breaks are allotted.

• Office employee meals are 30 minutes with two 10 minute break periods. 

• The meal period is unpaid / breaks are paid.

All employees are required to take a lunch break and no employee is authorized, without prior supervisory approval, to perform work during the lunch period.

Recording Hours Worked

All CDI Employees are given a numbered Key Pass that is uniquely associated with each individual employee.  Employees are instructed to swipe their cards upon entering in the morning and again when leaving for the work day.  These card swipes are recorded in a database and are stamped with the date and time.

• All employees must swiped their own Key Cards

• If an employee forgets to swipe their card either when entering or leaving they are instructed to inform their manager immediately.

• Compliance with the above can be verified via CDI's camera security system which is also date and time stamped

This information is then used to confirm the total number of hours worked and then imported into our time management system integrated within NetSuite.

At the end of each work week a final time sheet is printed from NetSuite and each employee then has the opportunity to verify all information is correct.  Once information is verified the employee then signs off noting the accuracy of the information that will then be reported to our payroll company.

This information is then forwarded to our Payroll company who will then process the paychecks for each employee based on the amount of hours worked.  

Any employee who violates this policy or knowingly retaliates against an employee reporting or complaining of a violation of this policy shall be subject to immediate disciplinary action, up to and including discharge.  Complaints brought under this policy will be promptly investigated and handled with due regard for the privacy and respect of all involved.

Pay Period and Pay

CDI Corp provides direct deposit each Friday, on a weekly basis for payroll.  Pay periods start on Monday morning and end on Friday afternoon. CDI Corp. 

Workweek & Overtime

Occasionally it may be necessary for an employee to work beyond his or her normal workday hours. Overtime pay is paid only when work is scheduled, approved, and made known to you in advance by your supervisor. Under no circumstances shall an employee work overtime without the prior approval of his or her supervisor.

Hourly employees will receive overtime pay at a rate of one-and-one-half times their regular hourly rate for all hours worked in excess of 40 and 2 times regular pay for hours worked in excess of 50 in a single work week. To the extent possible, overtime will be distributed equally among all employees in the same classification and position, provided that the employees concerned are equally capable of performing the available work. 

Decisions regarding overtime work will be made by the Production Coordinator or his/her representative. Any employee asked to work overtime will be expected to rearrange his/her personal schedule to work the requested overtime.

Holidays

CDI Corp recognizes the needs of its diverse employees which is why we provide 6 paid holidays, accumulated over one year. Holidays are established through discussion and consensus by the majority workforce (hourly employees) at the start of the year.

Full-time employees will be paid for these holidays as long as the employee was present for work on the workdays immediately before and after that holiday, or had an acceptable excuse for being absent on any such days.  If a paid holiday falls within an employee's vacation period, the holiday will not be counted as a vacation day.

Part-time employees are not eligible for holiday pay.

6 Paid Holidays (60 Hours)

8 Vacation Days (80 Hours) – NO Half Days

4 Paid Personal Days (40 Hours)

January 1st – New Years Day

May 27th – Memorial Day

July 4th – 4Th of July

September 2nd – Labor Day

November 28th – Thanksgiving

December 24th – Christmas Eve

December 25th- Christmas

December 31st- New Years Eve

Employment Classifications

For the sole purpose of determining the allowance of certain employee benefits, employees are classified as:

1. Regular Full-Time Employees - An employee who is scheduled to work an average of forty (40) hours per week on a regular and continuous basis.

2. Regular Part-Time Employees - An employee who is scheduled to work less than an average of forty (40) hours per week but not less than ten (10) hours per week on a regular and continuous basis.

3. Temporary Employees - An employee whose services are anticipated to be of limited duration falls into this classification.  Temporary employees are not eligible for participation in those employee benefits programs made available for CDI Corp Regular Full-Time and Part-Time employees. .  

For payroll purposes, employees will be classified as one of the following:

1. Exempt Employees - Certain employees such as executive, administrative, exempt professional and outside sales employees are paid on a salary basis for all hours worked each week.  Certain computer professionals may also be exempt, regardless of whether they are paid on a salary or hourly basis.  These employees are expected to work whatever hours are required to accomplish their duties, even if it exceeds their normal workweek.  No overtime premium pay will be paid to exempt employees in most circumstances.

2. Non-Exempt Employees - All employees who are not identified as exempt employees are considered non-exempt employees.  Non-exempt employees are eligible for payment of overtime premium pay.

Maintaining Your Personal Records

It is your responsibility to provide current information regarding your address, telephone number, insurance beneficiaries, change in dependents, marital status, etc. Please notify Payroll of any changes in your address, phone number, emergency contact information, marital status, number of dependents, etc. Changes in exemptions for tax purposes will only be made upon the receipt of a completed W-4 form.

Personnel Files

Employee personnel files are the property of CDI Corp, and do not belong to the employee.  However, upon request, CDI Corp will provide employees with copies of performance evaluations and other performance-related documents that the employee has previously received.  

Performance Evaluations

Salary employees have their job performance reviewed by CDI Corp management on an annual basis. This job performance is reviewed and approved by the board of directors. Hourly employees’ job performance is reviewed informally by their supervisor on a continuous basis. 

Standards and Expectations for the Workplace

Safety

CDI Corp believes in maintaining safe and healthy working conditions for our employees. However, to achieve our goal of providing a safe workplace, each employee must be safety conscious. We have established the following policies and procedures that allow us to provide safe and healthy working conditions. We expect each employee to follow these policies and procedures, to act safely, and to report unsafe conditions to his or her supervisor in a timely manner.

Reporting Unsafe Conditions or Practices

Employees are expected to continually be on the lookout for unsafe working conditions or practices. If you observe an unsafe condition, you should warn others, if possible, and report that condition to your supervisor immediately. If you have a question regarding the safety of your workplace and practices, ask your supervisor for clarification.

If you observe a coworker using an unsafe practice, you are expected to mention this to the coworker and to your supervisor. Likewise, if a coworker brings to your attention an unsafe practice you may be using, please thank the coworker and make any necessary adjustments to what you are doing. Safety at work is a team effort.

Maintaining a Safe Worksite and Safety Equipment

We expect employees to establish and maintain a safe worksite. Where needed, CDI Corp provides its employees with appropriate safety equipment and devices. You are required to use the equipment provided in the manner designated as proper and safe by the manufacturer. If you require safety equipment that has not been provided, contact your supervisor before performing the job duty for which you need the safety equipment.

Reporting an Injury

Employees are required to report any injury, accident, or safety hazard immediately to their supervisor(s). Minor cuts or abrasions must be treated on the spot. CDI Corp provides a first aid kit in the lunch room. More serious injuries or accidents will be treated accordingly. 

Care of Equipment and Supplies

All employees are expected to take care of all equipment and supplies provided to them. You are responsible for maintaining this material in proper working condition and for promptly reporting any unsafe or improper functioning of this material to your supervisor.

Neglect, theft, and/or destruction of CDI Corp’s materials are grounds for disciplinary action, up to and including termination.

Smoking at the Workplace

CDI Corp’s policy is to provide smoke-free environments for our employees, customers, and the general public.  Smoking of any kind is prohibited inside our office and on our worksites.  Employees may smoke on scheduled breaks or during meal times, as long as they do so outside the worksite or office.  Employees who take excessive smoke breaks may be required to work longer hours to make up for time lost smoking. 

Employees are also responsible to inform all those working on our job sites of this smoke-free policy, and report to their supervisor any violation of this policy.

Violence and Weapons

CDI Corp believes in maintaining a safe and healthy workplace, in part by promoting open, friendly, and supportive working relationships among all employees. Violence, bullying or threats have no place in our business. These are not effective solutions to any problem. Employees are strictly prohibited from bringing any weapons, including knives, pistols, rifles, stun guns, Mace, etc., to the worksite or office. Neither threats of violence nor fighting will be tolerated.  Furthermore, if you have a problem that is creating stress or otherwise making you agitated, you are encouraged to discuss it with your supervisor.

You are expected to immediately report to your supervisor any violation of this policy. Any employee found threatening another employee, fighting, and/or carrying weapons to the worksite will be subject to disciplinary action, up to and including termination. 

Drug-Free Workplace

CDI Corp does not tolerate the presence of illegal drugs or the illegal use of legal drugs in our workplace. The use, possession, distribution, or sale of controlled substances such as drugs or alcohol, or being under the influence of such controlled substances is strictly prohibited while on duty, while on CDI Corp’s premises or worksites, or while operating CDI Corp’s equipment or vehicles. The use of illegal drugs as well as the illegal use of legal drugs is a threat to us all because it promotes problems with safety, customer service, productivity, and our ability to survive and prosper as a business. If you need to take a prescription drug that affects your ability to perform your job duties, you are required to discuss possible accommodations with your supervisor. 

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

Responding to Customer Inquiries and Problems

At CDI Corp, client satisfaction is a strong indicator of our success.  It is the responsibility of each employee, within reason, to interact with the client to achieve this goal.  

Appearance and Dress

CDI Corp holds a casual dress code. Jeans, t-shirts, hoodies, dresses, gym shoes and the like are perfectly acceptable, given these clothing items do not bear any inappropriate, offensive or suggestive language or images that would violate another policy found in this handbook. 

Conflicts of Interest

You should avoid external business, financial, or employment interests that conflict with CDI Corp’s business interests or with your ability to perform your job duties.  This applies to your possible relationships with any other employer, consultant, contractor, customer, or supplier. Violations of this rule may lead to disciplinary action, up to and including termination.

Code of Ethical Conduct

In order to avoid any appearance of a conflict of interest, employees are expected to abide by the following code of ethical conduct. Please consult your supervisor or an official of CDI Corp if you have any questions.

• Employees of CDI Corp should not solicit anything of value from any person or organization with whom CDI Corp has a current or potential business relationship.

• Employees of CDI Corp should not accept any item of value from any party in exchange for or in connection with a business transaction between CDI Corp and that other party.

• Employees may accept items of incidental value (generally, no more than $25) from customers, suppliers, or others as long as the gift is not given in response to solicitation on your part and as long as it implies no exchange for business purposes. Items may include gifts, gratuities, food, drink and entertainment.

• If you are faced with and are unsure how to handle a situation that you believe has the potential to violate this code of ethical conduct, notify your supervisor or CDI Corp president.

Violations of this code may lead to disciplinary action, up to and including termination.

Solicitation and Distribution

For the safety, convenience, and protection of all employees, CDI Corp has adopted the following rules concerning solicitation and the distribution of materials:

CDI Corp prohibits solicitation and distribution of non-company materials on Company property or at Company jobsites at all times.

Personal Calls, Visits, and Business

CDI Corp expects the full attention of its employees while they are working.  Although employees may occasionally have to take care of personal matters during the workday, employees should try to conduct such personal business either before or after the workday or during breaks or meal periods. Regardless of when any personal call is made, it should be kept short. 

Incoming personal calls, visits, or personal transactions are allowed but should be limited.  CDI Corp’s phones should be available to serve CDI Corp’s customers, and non-business use of the phones can hurt CDI Corp’s business. A pattern of excessive personal phone calls, personal visits, and/or private business dealings, as well as the use of personal mobile phones at any time besides on break time is not acceptable and may lead to disciplinary action. 

Business Expenses

Employees may occasionally incur expenses on behalf of CDI Corp.  CDI Corp will reimburse employees for typical business expenses, such as mileage (for example, when CDI Corp asks an employee to travel to a different jobsite during the workday) and certain job-related supplies or materials. CDI Corp will pay mileage reimbursements at the end of each month, upon receipt of the employee’s mileage record.  In order to be reimbursed for job-related supplies or materials, employees must deliver a receipt for the supplies or materials to CDI Corp’s business office within 7 days of the purchase.  

Certain employees who travel on a frequent and regular basis may be given a corporate credit card.  This is for business expenses only and in conjunction with their job.  The card is to be used for company approved travel expenses that are part of the travel and expense reimbursement policy.  

Company Property

CDI Corp’s employees use the property and equipment CDI Corp owns and provides, and may also use CDI Corp’s materials, information, and other supplies. While employees may decorate their office workspaces with their personal possessions (such as pictures, plants, decals, magnets and the like), employees must remember that property supplied by CDI Corp remains the property of CDI Corp.  Damage or done to company property may lead to disciplinary action, up to and including termination.

Network and Electronic Resources Policy

Network and Electronic Resources, such as computers, other hardware, software, e-mail, landline and cellular telephones, fax machines and internet access, are tools that CDI Corp provides its employees to assist them in their work.  These Network and Electronic Resources and related access systems are proprietary Company property and subject to review or access by CDI Corp at any time.

All employees who use CDI Corp’s Network and Electronic Resources must follow the guidelines below:

• Use Network and Electronic Resources for Company business purposes only.

• Messages and communications sent via CDI Corp’s Network and Electronic Resources are subject to subpoena and access by persons outside CDI Corp and may be used in legal proceedings.  Please consider this before sending any confidential messages or material via the Network and Electronic Resources.

• E-Mail is not a substitute for face-to-face communication.  If you have a conflict with someone or need to discuss an important issue, it should be handled in person or over the telephone if a meeting is not possible.

• Remember that all of CDI Corp’s policies, including but not limited to policies on Equal Employment Opportunity, Harassment, Confidentiality, Personal Conduct and Rules of Conduct, apply to the use of CDI Corp’s Network and Electronic Resources.  Employees must not review or forward sexually explicit, profane or otherwise unprofessional or unlawful material through CDI Corp’s Network and Electronic Resources.

• Passwords protecting the use of CDI Corp’s Network and Electronic Resources are CDI Corp’s property and will be assigned to employees as needed.  Employees may not change passwords without the consent of CDI Corp IT personnel. 

• Do not install any software or program on any Company computer or other hardware without the express consent of your supervisor or CDI Corp IT personnel. 

• CDI Corp expressly prohibits the unauthorized use, installation, copying or distribution of copyrighted, trademarked or patented material.

• Employees must not attempt to override or evade any program or measure installed by CDI Corp to protect the security or limit the use of its Network and Electronic Resources.  

CDI Corp retains the right to review all communications conducted and data saved, reviewed or accessed via CDI Corp’s Network and Electronic Resources, including Company computers, e-mail and internet access.  Inappropriate use of Network and Electronic Resources may result in discipline, up to and including discharge.  

Confidential and Proprietary Information

CDI Corp considers its confidential and proprietary information, including the confidential and proprietary information of our customers, to be one of its most valuable assets.  As a result, employees must carefully protect and must not disclose to any third party all confidential and proprietary information belonging to CDI Corp or its customers.  Such protected information includes, but is not limited to, the following: matters of a technical nature, such as computer software, product sources, product research and designs; and matters of a business nature, such as customer lists, customer contact information, associate information, on-site program and support materials, candidate and recruit lists and information, personnel information, placement information, pricing lists, contracts, sales reports, sales, financial and marketing data, systems, forms, methods, procedures, and analyses, and any other proprietary information, whether communicated orally or in documentary, computerized or other tangible form, concerning CDI Corp’s or its customers’ operations and business. If you have any questions about this policy, consult your supervisor or CDI Corp president.  

Rules of Conduct and Progressive Disciplinary Procedure

There are reasonable rules of conduct which must be followed in any organization to help a group of people work together effectively.  CDI Corp expects each employee to present himself or herself in a professional appearance and manner.  If an employee is not considerate of others and does not observe reasonable work rules, disciplinary action will be taken.  

Depending on the severity or frequency of the disciplinary problems, a verbal or written reprimand, suspension without pay, disciplinary probation, or discharge may be necessary.  It is within CDI Corp’s sole discretion to select the appropriate disciplinary action to be taken.  Notwithstanding the availability of the various disciplinary options, CDI Corp reserves the right to discharge an employee at its discretion, with or without notice.

The following is not a complete list of offenses for which an employee may be subject to discipline, but it is illustrative of those offenses that may result in immediate discipline, up to and including dismissal, for a single offense:

• Excessive absenteeism or tardiness.

• Dishonesty, including falsification of Company-related documents, or misrepresentation of any fact.

• Fighting, disorderly conduct, horseplay, or any other behavior which is dangerous or disruptive.

• Possession of, consumption of, or being under the influence of alcoholic beverages while on Company or customer premises or on Company business.

• Illegal manufacture, distribution, dispensation, sale, possession, or use of illegal drugs or non-prescribed controlled substances.

• Reporting for work with illegal drugs or non-prescribed controlled substances in your body.

• Possession of weapons, firearms, ammunition, explosives, or fireworks on Company or customer premises.

• Failure to promptly report a workplace injury or accident involving any of CDI Corp’s employees, clients, equipment, or property.

• Willful neglect of safety practices, rules, and policies.

• Speeding or reckless driving on Company business.

• Commission of a crime, or other conduct which may damage the reputation of Company.

• Use of profane language while on Company business.

• Stealing, misappropriating, or intentionally damaging property belonging to CDI Corp or its customers or employees.

• Unauthorized use of CDI Corp’s or its clients’ name, logo, funds, equipment, vehicles, or property.

• Insubordination, including failure to comply with any work assignments or instructions given by any Company supervisor with the authority to do so.

• Violation of CDI Corp’s Equal Employment Opportunity Policy or its Harassment Policy.

• Interference with the work performance of other employees.

• Failure to cooperate with an internal investigation, including, but not limited to, investigations of violations of these work rules.

• Failure to maintain the confidentiality of trade secrets or other confidential information belonging to CDI Corp or its customers.

• Failure to comply with the personnel policies and rules of CDI Corp.

Re-Employment

As a general rule, CDI Corp will not rehire former employees who:

• Were dismissed by CDI Corp

• Resigned without giving two weeks’ notice

• Were dismissed for inability to perform job duties

• Had a poor attendance record

• Had a below-average evaluation

• Violated work rules or safety rules

Moonlighting

CDI Corp allows its employees to outside employment, provided that it does not interfere with his or her performance at CDI Corp. Work requirements for CDI Corp, including overtime, must take precedence over any outside employment.

If an employee decides to take outside employment, the employee must report to his or her supervisor when the outside job has started. If, as a result of this moonlighting, the employee is unable to work when requested by CDI Corp, including overtime, or is unable to maintain a high work performance level at CDI Corp, permission to work at the outside job may be rescinded, or the employee may be subject to dismissal.

Employees are not permitted to work for any client of CDI Corp outside of the regular working hours as described above, without the express approval of CDI Corp president or his designated representative.

CDI Corp will not permit any employee to take an outside job with a company in the same or related business as CDI Corp, or which is in any way a competitor of CDI Corp. 

CDI Corp will not pay medical benefits for injuries or sickness resulting from employment by any employer other than CDI Corp. 

Benefits

Paid Time Off

CDI Corp provides its full-time employees with paid time off (“PTO”) each year as a way to express our appreciation and a way to renew and refresh our employees. 

Because our business is often very seasonal, CDI Corp reserves the right to grant PTO at times that are most suitable for our business conditions and to limit PTO during our busy season.

Full-time employees become eligible for 6 personal and 8 vacation days of PTO per calendar year. Personal days can be split into half days.  Vacation time must be taken in full day increments.

Employees must use all PTO in the calendar year in which it is granted.  It should be scheduled and approved by CDI Corp at least two weeks in advance.  Any unused PTO will be forfeited at the end of each calendar year.

Upon termination of employment for any reason, employees forfeit any accumulated but unused PTO. 

Part-time employees are not eligible for PTO.

Leaves of Absence 

Personal Leave

CDI Corp may, at its discretion, grant an employee a leave of absence without pay when sufficient personal reasons necessitate such a leave.  However, employees are not eligible for a personal leave of absence until they have been continuously employed as full-time employees of CDI Corp for 12 months.  

CDI Corp may require an employee to provide documentation, such as a doctor’s certification of illness or disability, supporting the employee’s need for a leave of absence, and CDI Corp may periodically require the employee to provide such supporting documentation on basis during the leave of absence.  Prior to or upon an employee’s return to work from a leave of absence, CDI Corp may also require the employee to provide documentation establishing the employee’s ability to return to work.

CDI Corp reserves the right to determine the duration of the leave of absence, and if an employee fails to return to work immediately after his or her leave of absence expires, the employee will be considered to have voluntarily resigned his or her position with CDI Corp. 

Employees may continue their health insurance benefits while on a leave of absence by paying the full cost of the employee portion of their premium to remain covered each month during the leave.  Employees who wish to continue their insurance coverage should advise the office manager before beginning their leave.

Leaves of absence will be without pay except that employees may be required to use any accrued paid time off during a leave.  While on a leave of absence, employees will not accrue additional paid time off.  Employees may be eligible for benefits during a leave under CDI Corp’s short-term and long-term disability plans.

Because operations sometimes require that vacant positions be filled, a leave of absence does not guarantee that the job will be available when the employee returns from a leave.  CDI Corp will, however, make an effort to place you in your previous position or a comparable job which you are qualified to perform.  If no such position is available, you may be eligible for rehire as a new employee if you apply for an available position for which you are qualified and if your prior work history warrants your rehire.

Bereavement Leave

Given the nature of the family relationships of CDI’s workforce, the conditions for an employee’s Bereavement Leave will be decided on a case-by-case basis. Employees should direct all requests for Bereavement Leave to their supervisors or to CDI Corp president.  

Jury Leave

Employees who are called for jury duty will be granted time off with pay to perform this civic duty.  Employees must notify their supervisors as soon as they learn they have been summoned as a juror so that work arrangements can be made.  In order to be paid for Jury Leave, an employee must provide his or her supervisor with the jury summons and a note from the Clerk of the Court indicating the times the employee was in court for jury duty.  CDI Corp will pay employees straight time for their regularly scheduled hours of work, minus the compensation they received from the court for their service as jurors, for up to five days of jury service.  An employee who is excused from jury duty prior to the end of a regularly scheduled workday must report for work for the remainder of that day, or otherwise notify his or her supervisor of his or her availability to work.

Military Leave

CDI Corp will grant employees called into military service an unpaid leave of absence and reemployment rights as provided by the laws of the United States.  Employees may use accrued paid time off during a military leave of absence, but are not required to do so.