Employee Handbook

Welcome to Container & Packaging Supply

We are very happy to welcome you to Container & Packaging Supply, Inc. (CPS) thanks you for joining us. We want you to feel that our association will be mutually beneficial and pleasant.

CPS directs your day-to-day work efforts and determines your compensation. The person at CPS who is assigned the task of directing you in your work will be referred to as the "Supervisor or Manager" in this Handbook. No one will be denied opportunities or benefits on the basis of color, disability, gender, national origin, race, religion, age, or other legally protected status.

About this Handbook of Policies

This Handbook and any supplemental attachments provided, if applicable, provide answers to most of the questions you have about our company’s benefit programs and procedures. If anything is unclear, please discuss the matter with your supervisor. You are responsible for reading and understanding this Employee Handbook. Your continued success at the company will reflect your adherence to these policies as well as your general job performance.

This Handbook, and its provisions, does not constitute an employment contract or a contractual commitment of continued employment. None of the provisions of this Handbook, including the Disciplinary Policy, constitute a promise of how the company must treat employees prior to termination. Rather, the policies are guidelines. Our goal is to treat you fairly and work with you so that you can be a productive member of our team.

From time to time, the information included in this Employee Handbook may change. Efforts will be made to keep you informed through suitable lines of communications, including notices sent directly to you as well as e-mail notices. CPS may change the programs and procedures described in this Handbook without notice or your consent (see policy change Process).

Policy Change Process

The Policy Change Process will allow for timely and continuous review of the Handbook and is a standardized process for making appropriate changes to the Handbook. As a part of this process, the following factors will be implemented:

• Senior Management must authorize changes in writing.
• The Handbook is available in electronic form; all changes will be made electronically.
• Employees will be informed of changes in a timely manner.

Employment Definitions

All Employees are classified for administrative and benefit purposes. Consistent use of the terms classifying the status of Employees provides a basis for effective communication. The terms listed below are applicable to all policies, unless the context of the Policy indicates otherwise:

At-Will Employment, The Legal Basis of Employment

The Employee may terminate the employment relationship at any time, with or without notice, with or without cause. Similarly, the Company may terminate the employment relationship with any Employee at any time, with or without notice, with or without cause.

Roles and Definitions

Supervisor: The Employee to whom each Employee reports to and is supervised by. In some instances, the Supervisor may be the Division Director, Department Manager or a member of Senior Management.

Employee: An individual paid by the Company for which the Company has the obligation to withhold and/or pay taxes such as FICA, federal and state income taxes and similar requirements.

Full-time Employee: An Employee scheduled to work more than 30 hours per week. Generally, Full-time Employees are eligible for the Company 's benefits, subject to the terms, conditions and limitations of each benefit. Three types of full-time employees exist, each with different benefits.

• 40-Hour Employee – Full vacation and Paid Time Off (PTO) benefits
• 35-Hour Employee – 7/8 vacation and PTO
• 30-Hour Employee – ¾ vacation and PTO

Part-time Employee: An Employee normally scheduled to work less than the full-time schedule (30 hours per week) but at least 20 hours per week.

Exempt Employee: An Employee who is exempt from minimum wage and overtime provisions of the Fair Labor Standards Act (FLSA). This means these Employees are not eligible for overtime pay under the FLSA. Such designation is made by the Company based upon the criteria in the Fair Labor Standards Act and its regulations. Considerations include the nature of the duties, level of responsibility and salary level. See Non-Exempt Employee.

Non-Exempt Employee: An Employee who is not exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act. This means that these Employees are eligible for overtime under the Fair Labor Standards Act. See Exempt Employee.

Management: The Employees designated as Division Directors, Department Managers or members of Senior Management.

Temporary Employee: A Temporary Employee is employed for a specific time-limited function or for a maximum term of employment. Temporary positions may end at any time at the discretion of the management of the Company.

Equal Employment Opportunity

CPS is an equal opportunity employer and fulfills any legal requirements in regard to that status.

Harassment

CPS strives to provide a work environment that is free of prohibited discrimination. The Company does not tolerate Employee or non-employee behavior that is unlawful. The Company regards sexual harassment as a very serious matter and prohibits it in the workplace by any person and in any form. Prohibited sexual or other harassment includes, but is not limited to the following:

Derogatory, offensive, hostile or intimidating comments, actions, printed materials, electronic transmissions, or any other conduct that could be reasonably be construed by another employee as creating a hostile work environment.

Unwelcome advances/conduct, sexual or otherwise, implying that submission to the advance is a term or condition of employment, is used as a basis for an employment decision, or which substantially interferes with an employee’s work performance.

CPS will also not tolerate this type of behavior towards Company Employees or Officers by vendors or contractors. All reports of allegations of this type of behavior will be investigated promptly, thoroughly and impartially. If these allegations are substantiated, the company will take immediate and appropriate steps to end the harassment, prevent it from reoccurring, and correct the effects of any harassment. The company will also protect the confidentiality of complaints, if requested, to the extent possible.

Discrimination or retaliation against an employee who makes a good faith complaint or provides information is prohibited. It is the responsibility of the employee to report all incidences of possible harassment to their Supervisor or Jim or Jeff McCauley. A Supervisor receiving such a complaint must report the complaint to appropriate management officials.

Drug and Alcohol Use

It is the Company's policy to create a drug and alcohol free work place in keeping with the spirit of the Drug Free Workplace Act of 1988. Abuse of drugs and alcohol impairs Employee judgment, which may result in increased safety risks, Employee injuries and poor decision-making. Therefore, all Employees are expected to report to work in a state of mind and physical condition that does not affect their ability to perform their assigned duties. Prescribed drugs are excluded from this policy when used as intended, unless job performance could be affected. The employee must notify his/her supervisor of any safety issue related to prescription drug use. The Company may, at its discretion, initiate pre-employment screening, random testing, or probable cause testing of employees.

Random tests may occur through onsite, outsourced or offsite testing. Employees will be asked to provide a urine sample in a private format. In the event that a provided sample does not pass the drug testing procedures, the employee will be asked to provide a second sample, this time under appropriate supervision of the test administrator.

Any Employee who is found in violation of the Policy may be subject to disciplinary action, up to and including termination.

In the case of work-site injuries, post-incident drug testing may be required.

Workplace Violence

CPS is concerned about the increased violence in society, which has also filtered into many workplaces. The company expressly prohibits any form of workplace violence, intimidation or threats by Employees or former Employees. The Company will not condone any acts or threats of violence against Employees, customers, or visitors on Company premises at any time or while they are engaged in business with or on behalf of the Company, on or off the Company 's premises. Weapons of any kind are not permitted on the worksite. It is the responsibility of all employees to report violations of this policy to their Supervisor. The company may refer complaints of violation of this policy to law enforcement personnel.

Separation of Employment

CPS seeks long-term, rewarding relationships with its Employees. The Company recognizes, however, that terminations are an inevitable part of personnel activity within any organization.

"Employment-At-Will”

This means that the Employee may sever the employment relationship at any time, with or without notice and with or without cause. The Company has a similar right to sever the employment relationship at any time, with or without notice and with or without cause.

Employee-initiated separations

• Employees are requested, but not required, to provide two weeks notice prior to terminating employment.
• Employees who do not report to work and fail to notify their Supervisor by the end of the work day may be considered to have voluntarily resigned and consequently could be terminated without discussion.

Company-initiated separations

• Separations shall be reviewed by a member of Senior Management prior to employee notification.
• In certain circumstances, employees terminated as a result of a company-initiated separation may be provided separation pay in exchange for appropriate documentation.
• Employees will be paid a prorated amount for their unused vacation time. Unused PTO will not be paid.

Employees leaving CPS will be paid in accordance with all applicable laws.

Problem Resolution

Employees are encouraged to share their concerns, seek information, provide input, and resolve problems or issues through their Supervisor and, as appropriate, consult with any member of Senior Management. Management and Supervisors are expected to listen to Employee concerns, encourage their input, and seek resolution to problems/issues. If a problem arises, it is the employee’s responsibility to inform their Supervisor or other member of management of the nature of the problem.

Confidentiality

Employees and CPS have a high relationship of trust and confidence with respect to confidential information, trade secrets and proprietary information owned by the Company, its affiliates, customers and suppliers. In order to protect this information and its Employees, the Company reserves the right to require all prospective and current Employees to sign an agreement regarding confidential information, intellectual property and non-solicitation of Employees.

Employee Code of Behavior

Language

Be advised that the use of profanity and vulgar language is not acceptable on the premises of Container & Packaging Supply, Inc. Profanity and vulgar language includes sexual innuendos, taking the Lord’s name in vain, and other common expletives. This type of language does not add to the image of professionalism that we hope to portray. Employees that engage in unacceptable and offensive forms of communication, as outlined above, will be subject to Disciplinary Procedure (see Disciplinary actions below).

Dishonesty and Insubordination

Dishonesty of any form is grounds for immediate termination. Dishonesty includes (but is not limited to) misrepresentation of worked hours on time cards, misrepresentation of emergency situations, undisclosed abuse of Internet use, removing company equipment from CPS grounds without prior permission, etc. Insubordination (direct disregard for an order given by an employee’s supervisor) is grounds for immediate termination.

Opening and Closing

Office and warehouse are open to employees from 6 am to 6 pm Monday through Friday. Customer support calls and walk-in customers will be received during core hours, 8 am to 5 pm. All employees are expected to be present during core hour unless specifically scheduled otherwise.

Disciplinary Action Process

Employees who violate any CPS Policies, procedures, or rules or fail to meet performance or behavior standards of the Company may be subject to corrective and/or disciplinary action, up to and including termination of employment.

Possible corrective and disciplinary actions may, but need not, include one or more of the following:

• Written Warning
• Termination

PLEASE NOTE: Progressive discipline is not mandatory or expected, however, and management reserves the right to invoke any corrective or disciplinary action that it deems appropriate in each circumstance. In case of termination the company affirms its status as an "at-will" employer.

Dress and Deportment

CPS desires to project a professional image for our customers, potential employees, and community visitors. CPS believes that people conduct themselves in a more professional manner when deported professionally. Clothing that reveals cleavage, your back, your chest, your feet, your stomach, midriff, or your underwear is not appropriate for our place of business. Please familiarize yourself with the following dress code. Employees who fail to comply with company dress code may be asked to go home and change. Time away from work for this purpose will be unpaid.

Office Staff
The CPS dress code for office staff is modest business casual attire. Torn, dirty, or frayed clothing is not acceptable. All seams must be finished. Please refer to this guide for ideas and suggestions.

• Slacks, Pants, and Suit Pants: Slacks that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, flannel pants, dressy capris, and nice looking dress synthetic pants are acceptable. Inappropriate slacks or pants include jeans, sweatpants, exercise pants, Bermuda shorts, short shorts, shorts, bib overalls, pajama pants, leggings, and any spandex or other form-fitting pants such as people wear for biking.
• Skirts, Dresses, and Skirted Suits: Casual dresses and skirts, and skirts that are split at or below the knee are acceptable. Dress and skirt length should be at a length at which you can sit comfortably in public. Short, tight skirts that ride halfway up the thigh are inappropriate for work. Mini-skirts, skorts, sun dresses, beach dresses, and spaghetti-strap dresses are inappropriate for the office.
• Shirts, Tops, Blouses, and Jackets: Collared button-down shirts, sweaters, golf-type shirts, blouses, polos, and turtlenecks are acceptable attire for work. Most suit jackets or sport jackets are also acceptable attire for the office, if they violate none of the listed guidelines. Inappropriate attire for work includes: tank tops; midriff tops; shirts with silk-screened logos, pictures, cartoons, or slogans; halter-tops; tops with bare shoulders; sweatshirts, and t-shirts unless worn under another blouse, shirt, jacket, or dress.
• Shoes and Footwear: Conservative athletic or walking shoes, loafers, clogs, sneakers, boots, flats, dress heels, and leather deck-type shoes are acceptable for work. Wearing no stockings is acceptable in warm weather. Flashy athletic shoes, thongs, flip-flops, slippers, and any shoe with an open toe are not acceptable in the office.
• Jewelry, Makeup, Perfume, and Cologne: Should be in good taste, with limited visible body piercing. Remember, that some employees are allergic to the chemicals in perfumes and make-up, so wear these substances with restraint.
• Hats and Head Coverings: Hats are not appropriate in the office. Head covers that are required for religious purposes, medical reasons, or to honor cultural tradition are allowed.

Warehouse Staff
Warehouse personnel may wear jeans, Levis, t-shirts, sweatshirts, and knee-length shorts. Hats are also permitted. Tank tops, sleeveless shirts, tight clothing, spandex or other form-fitting pants, short shorts or short skirts are not appropriate. Sandals and opened-toed shoes may not be worn in the warehouse area.

Performance Evaluations and Reviews

CPS believes that employees will be most productive if they are informed of their performance in a timely manner. Employees will be given periodic reviews and the review will include stated goals for each review period. At the discretion of management, these reviews will be either written or verbal.

Attendance

Attendance and punctuality are essential to the effective operation of the Company. Absenteeism or tardiness places an undue burden on co-workers, customers, and Supervisors and may result in disciplinary action, up to and including, termination of the employee’s employment.

General Attendance

In order to schedule vacation time, personnel must submit vacation days through the online Time Clock at least one week in advance. If employees are sick or unable to come or return to work, they should notify their supervisor by 9:00 am (or as soon as possible) in order to have PTO applied to the absence. In the case of absence without notification, personnel may be terminated immediately (please see employee-initiated separations, second bullet).

Minimum Staffing Attendance

Each department requires a minimum number of employees attending each workday. Scheduled time off is dependent on meeting the department’s minimum requirement. Regularly schedule days off (for personnel working a 4:10s schedule) are not subject to the minimum requirement. Also, during times when departments are understaffed, please avoid using PTO except in the event of emergencies. If too many people are missing for any given time, requested time off may be refused. Department Managers or Division Directors will determine permitted time off to allow for minimum staff requirements. Any temporary adjustments in schedules must be cleared through Department Managers and any request for a permanent schedule adjustment must be cleared through Division Directors.

Time Clock

All employees are expected to keep track of their hours worked, PTO hours, and vacation time with the company time clock and vacation scheduler. Employees are compensated for hours worked, PTO, and vacation based on when they clock in and clock out. Therefore it is imperative that this is done accurately and honestly. Any PTO and vacation time must be recorded in the time clock. It is absolutely unacceptable in ANY circumstance to clock-in and out another employee. Violation of any of these policies will be deemed dishonest and fraudulent and will result in immediate termination. CPS has zero-tolerance for violating this policy.

Employee Benefits

Benefits are available after employees have worked 90 days, and are available only for full time employees (those working more than 30 hours per week consistently). Benefits include health insurance, vacation time, sick time, and paid holidays.

Health Insurance

In an effort to assist families to have adequate health coverage, CPS will contribute up to $265/month towards the purchase, by each qualifying employee, of health insurance. Any additional costs above and beyond the $265/month will be the employee’s responsibility. This contribution is not additional wages, but is intended solely for the purpose of obtaining health insurance. Therefore, employees already covered under a spouse’s insurance plan are not provided with $265/month.

Vacation and Paid Time Off (PTO)

Employees have two options for time off. Scheduled time (vacation), and paid time off (PTO).


Vacation: Vacation is scheduled time off. Any vacation of less than one work day (10 hrs for 10 hour employees, etc.) may be scheduled the day before vacation is used. Vacation of two or more days must be scheduled at least one week in advance. Vacation time that exceeds 2 concurrent weeks must be scheduled a month in advance. It is possible that vacation time could be denied due to minimum staffing requirements. This is to ensure that the company can run effectively while employees are vacationing. CPS awards those that have worked 5 years or more with the company to accumulate 5 hours of extra vacation until you max out at 4 total weeks of vacation in year 20.

Paid Time Off: This is paid, unscheduled time off. This time may be used for sick leave, doctor appointments, leaving work early, coming in late, sleeping in, family emergencies, bad traffic, etc. You must contact your supervisor by 9am; otherwise your absence may be considered job abandonment and may result in dismissal.
New Employees and Vacation/PTO: New employees are eligible for vacation/PTO time after the first 90 days of hire. During the first calendar year, vacation/PTO time is accrued by pay period. During the second calendar year (i.e. the first January an employee works, so long as it does not fall within the new employee’s first 6 months) vacation/PTO is awarded all upfront. Any absences within the first 90 days of employment are strongly discouraged and may result in termination.

Vacation, PTO and Year-end rollover: On January 1st of each year, employees may “cash in” unused vacation or PTO time from the previous year UP TO 40 hours. Cashed-in time will be paid at an employee’s base hourly rate. Employees may also rollover up to 16 hours of unused time to be used as vacation any time during the next calendar year.

Minimum Staffing Requirements: It is possible that vacation time could be denied due to minimum staffing requirements. This is to ensure that the company can run effectively while employees are vacationing.

Paid Holidays

If the actual holiday falls on Saturday, then the paid holiday will be on Friday, and if the actual holiday is Sunday, the paid holiday will be on Monday.

New Year’s Day	the first day of the new year
President’s Day	the third Monday in February
Memorial Day	the last Monday in May
Independence Day	the 4th day of July
Labor Day	the first Monday of September
Thanksgiving Day	the 4th Thursday of November
Day after Thanksgiving	the Day after Thanksgiving
Christmas Eve ½ day	December 24th (company party)
Christmas Day	December 25th
New Year’s Eve ½ day	December 31st

Compensation Privacy

Compensation, such as wage or salary, is a private agreement between an employer and an employee. The details regarding how an employee is compensated as well as the amount and employee is compensated is highly sensitive and should be kept absolutely confidential. Discussing compensation or comparing wages never produces positive results and always creates dissatisfaction and frustration. Only discuss compensation with your direct supervisor or a member of management.

Overtime

Overtime consists of any time over 40 hours during a given workweek (i.e. Monday – Friday). Overtime is not permitted except when necessary and either approved or requested by management. CPS complies with all FLSA regulations regarding overtime.

Payroll Days

CPS pays its employees on a bi-weekly basis.

Funeral Leave and Bereavement

Employees attending funerals of immediate family (exclusive to: spouse, child, parent, or sibling) will receive 20 paid bereavement hours. This is not PTO. Employees may also have 20 additional hours of excused unpaid time off. Any additional time off will either need to be scheduled vacation or PTO. Attending the funeral of a grandparent, and employee may receive 10 hours of paid bereavement, and may also have an additional 10 hours of excused unpaid time off. Any additional time off will either need to be scheduled vacation or PTO.

Court Obligations

CPS encourages Employees to fulfill their civic responsibility by serving jury or witness duty when required. All Employees are immediately eligible for time off in accordance with the applicable law for Jury Duty or Witness Leave. Compensation may be provided as required by law.

Military Leave

In accordance with USERRA, leaves of absence without pay are granted to Employees for military or reserve duty. Any Employee who is drafted, enlists, or is recalled to extended military duty will be placed on extended military leave without pay. Upon returning to the Company after separation from active military service, the Employee will be eligible for re-employment in accordance with Federal law governing veteran's employment reinstatement. While on active duty, an Employee's record of continuous service will not be interrupted.

Any Employee who is required to serve an annual two-week period of active duty in any recognized military unit will be granted leave without pay.

Voting Time

CPS encourages Employees to exercise the right and privilege to vote. The Company expects that Employees will exercise the voting privilege outside of normal working hours, if the polls are open for at least three hours outside of working hours. If the polls are not open for that long, the employee will be excused to vote for a period of no more than two working hours. Any exception to this policy is at the discretion of management.

Family and Medical Leave Act (FMLA)

Please Note: This act applies only to companies with 50+ employees. CPS will provide leave of absence to eligible Employees who qualify for leave under the provisions of the Family and Medical Leave Act of 1993 (FMLA). This leave will be either paid or unpaid at the discretion or management. Leave is generally granted for the following reasons under the provisions of this Policy:

• To care for the Employee's child after birth, or placement of the child for adoption or foster care; or
• The serious health condition of the Employee's parent, spouse, son or daughter (under 18 years of age or older if the child is disabled); or
• The serious health condition of the Employee, including work related injuries.

A serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility, or continuing treatment by a health care provider.

In order to be entitled to a leave under this Policy, an Employee must have completed at least 1,250 hours of service with the Company in the twelve-month period preceding the leave, and must have been employed by the Company for at least one year and have worked at least 1250 hours prior to the leave.

Leaves under the provisions of this Policy will be granted for a period of up to twelve weeks in any twelve-month period. Leave is not required to be taken consecutively and may be taken all at once or in increments of as small as one hour.

The Employee may be required to provide advance leave notice and medical certification of the serious health condition. Generally, the Employee must provide thirty (30) days advance notice when the leave is foreseeable. If the need is unforeseeable, the Employee must notify his or her Supervisor and/or Department Manager as soon as the Employee becomes aware of the need for the Leave. Leave may be delayed or denied if these requirements are not met.

Failure to return from a leave under this Policy may result in termination. Only in emergencies, as determined by the Company, are Employees excused from the obligations to provide the Company with advance notice of an extended FMLA leave. The required notice must be submitted to the Employee's Supervisor or a member of management.

Worker’s Compensation Insurance

CPS provides Workers’ Compensation Insurance for Employees who suffer a job-related injury or illness. Medical care and other benefits are paid under the provisions of workers' compensation laws. Wages are payable under the workers' compensation insurance program when the job-related injury or illness lasts longer than three working days/shifts.

The Company's workers' compensation insurance program covers any occupational injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Employees who are injured or become ill due to work-related conditions are insured by workers' compensation for 100% of medical expenses. A portion of wages that are lost due to a work-related injury or illness are also paid under the program.

Employees are responsible for immediately reporting any work-related injury or illness to their Supervisor.

Employees are responsible for seeking medical treatment for the injury or illness at Company designated medical provider facilities or those referrals made by the designated medical facility.

Note - State law regarding workers comp claims is as follows:

• Employees missing less than 5 days of work will not receive compensation by the Plan.
• Employees missing more than 5 days of work will receive payment for any time beyond (but not including) the first 5 days at a rate of 70% of their normal pay rate.
• Employees missing more than 10 days of work will receive payment for any time beyond the first 5 days at a rate of 70% of their normal pay rate. In addition, the first 5 days missed will be paid at a rate of 70% of their normal pay rate.

Remaining shortfalls in pay can be compensated using employee sick time if available. Employees involved in a work-related injury or accident may be required to submit to a drug/alcohol test as this may affect workers’ compensation benefits.

Human Resource Records

The Company’s Human Resource records are extremely confidential. The integrity of these files is important not only to the Company but is vital to the individual. To maintain the integrity of this information, strict limits of access have been established. Employees who want to see or make copies of any personnel records, including their own, must have prior approval of the President.

Electronic and Written Information Policy

Software Protection

Business information is contained in all forms of the Company's information systems, including hardware, software, applications, databases and communications. Employees generally have unrestricted access to certain Company business information and documents. All business information is one of the Company's principal assets and must be protected at all times from unauthorized modification, destruction or disclosure. Similarly, business information of the Company is not to be used for the personal advantage of any Employee.

Copyright Protection

It is unlawful to violate copyright provisions on written materials, videos, computer software or any other medium. Copyright laws are designed to prevent copying material without the permission of, or payment to, the holder of the copyright.

Any unauthorized use of CPS purchased or created software or other copyrighted materials for any purposes other than authorized backup, or removal of copyrighted materials from Company premises without Company permission is strictly prohibited. Violators may be subject to civil and criminal penalties and any resulting settlements and judgments. Any deviation from this Policy, including any failure to report to such deviation by another Employee, may result in disciplinary action up to and including termination.

Company Computer Usage

Computers, email, software, information, and Internet services are property of Container & Packaging Supply and are to be used for company purposes.

• Internet Usage: Browsing non-business Internet sites using CPS computers is strictly prohibited unless that site has been cleared by management and is included on a list of approved sites. Personal Internet browsing of approved sites may occur only during employee lunch or break times (YouTube, Facebook and MySpace are not approved sites, as unfavorable and untrustworthy media can be downloaded from these sites).
• Pornography: Pornographic, lewd, or sexually explicit sites are not, nor ever will be, permitted on company computers. CPS has zero-tolerance for offenders of this policy. Anyone found guilty of browsing these sites on company computers will be immediately terminated. Also, using company emails for pornographic materials is strictly prohibited and grounds for immediate termination.
• Downloads: Downloads are not allowed unless preauthorized by management. That includes (but is not limited to) downloading pictures, screensavers, desktop wallpaper images, music, videos, applications, programs, games, music management software (e.g. iTunes, Napster, Windows Media Player), or video playback software (e.g. QuickTime, RealPlayer)
• Email Use: Emails are company property. You may use company emails for personal use during lunch or break times, or before and after work. Using company emails for pornographic materials is strictly prohibited and grounds for immediate termination. Email unrelated to business should not be forwarded to business email accounts. Please use company email accounts for business-related email only. Adhering to these policies reduces the risk of spam and computer viruses.
• Mass storage devices: No removable devices may be used with a computer. This includes, but is not limited to: flash drives; USB mass storage devices; jump drives; disks; CDs; DVDs; iPods; PDAs; or cell phones. No information owned by CPS may be copied to CDs, DVDs or mass storage devices without the explicit permission of senior management. Anyone doing so will be prosecuted to the full extent of the law for theft of company property.

Personal Cell Phone and Other Electronics Use

Using personal electronic devices during business hours is strongly discouraged, but permitted during lunch and breaks. Discouraged activities include but are not limited to: talking on cell phones, texting on a cell phone, emailing or browsing the internet on a cell phone, using non-CPS issued PDAs, or listening to iPods or any other MP3 player or personal entertainment device.

Search of Company Property

CPS reserves the right to require Employees while on Company property to agree to the inspections of their persons, personal possessions and property, personal vehicles parked on Company property, work areas, and company-provided electronic equipment (on or off the property). In addition to the above, the size of this right of inspection includes, but is not limited to, desks, work areas, furniture, lockers, files, disks, data files, e-mail, personal mail sent to the Company and any other areas on Company property. Inspections may be conducted at the Company 's discretion at any time without advance notice.
Searches will be confined to those instances where the Company has a business interest in conducting the search or the Company has a suspicion of the existence of inappropriate activity.

Inclement Weather

CPS recognizes that extreme weather conditions may prevent safe travel to and from work. Such driving conditions may, on occasion, cause the Company office to shut down, delay opening hours or otherwise affect Employee work hours at the Company office. Office closure determinations will be made by the senior manager or a designated person and communicated to employees via voice mail. Employees are expected to take appropriate steps to determine the effect inclement weather may have on their work responsibilities.

Business Expenses

Travel and entertainment costs and other related business expenses are a major business expense with a direct impact on the Company’s profitability. To assure reimbursement and payment of appropriate expenses, as well as compliance with Internal Revenue Service rules and regulations, the Company has established procedures and policies for submitting and recording all business expenses. All Employees are expected to follow the procedures and policies, whether traveling or entertaining locally. Any exceptions to Company expense reimbursement policies must be authorized by the President or a member of senior management.

Safety

CPS strives to comply with all applicable local, state and federal safety policies. The Company strives to provide a safe workplace for all Employees working on and off the Company premises. The Company expects Employees both on and off site to work safely, to follow proper working procedures set forth by supervisors and to eliminate or report any unsafe conditions.

Management may require employees to wear/use safety or ergonomic equipment. It is the responsibility of the employee to report any unsafe condition. Causing, creating, or failing to report or correct any unsafe condition may result in termination.

Philanthropy

CPS recognizes that there are many non-profits, political action groups, corporations, individuals, fundraising organizations, institutions and other associations that seek to benefit society in a number of ways. CPS is often solicited by these organizations to donate, contribute, sponsor, or otherwise partner with them in their cause.

CPS believes that supporting a particular cause or fund is a personal choice and should not be made on an organizational level because such a decision presumes that all members of CPS morally, ethically, or politically believe in or support that cause. CPS is not comfortable making these kinds of decisions on behalf of its employees and colleagues. CPS strongly encourages individuals to support the organizations that they wish to support on a personal level.