Preview
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 1 of 52
Innovative Reliable • Responsive
MR(HB2017)OO1
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 2 of 52
I
2222 H}GHLND ROAD TWNSRURG OH 44057
330-425•4206 jWWW.MRPCAP.COM
MOWRJ1E P1.A5TCS • NNOflV kEUABU R€SPNSWE
MR(HB2017)002
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 3 of 52
DEAR EMPLOYEE,
Welcome to Mold Rite Pi
a-,t
i
cs l
win y
jg !
A: frAPP Twusburg. we believe that each emptoyee contbu!es duectly to Mcld-R,tes growth and success
'\'e theefare provide acuirure whe:e fresh ideas arid solujorrs crc welcome acid rewarded We
encourage tou to be aprideful and engcged member o our teom
The comers tone of ourC'iUure M ss'on arid Visic,a includes the SOfCTy of our employees integrity and
honesty from e'.erycrne world class custcmer service nnOvOiOri in OU we do and prah to cchilr' to support
iuture investment and longevity of our company
OLi goal is '0 creore an environment whie all people con contribur to tI-ic: full pc.tenuioi to their bercehr
and to the benefit of the company This euires all of us to work cooperaiive! Focused or our misscn
E,' doing, this we are able tc achieve the performance of safety service and in flOvO i
rO ri Ic: vdmch Moi
Ri t
ePlastrcs is known throughout the packooing indusry.
This Employee Handbook was developed to enl;ghten you about important and speci fic detols
applicable to employees at Mold-Rite Plastics The Handbook provides infornatron about the programs
and benefits available to eligible emp!ovees
It is your responsibility to familiarize yourself with the contents of this Employee Handbcok, tc re1erence it
when necessary and to revisit it often
We encourage you to know our Mission and we wish you osuccessful rewording and satisfyina career
at Mold Rite Plastics.
Brian Bauerhach President and CEO
Mold-Rite Plastics is an at-will, equal opportunity employer. JAVi MRPCAPu(.)M 1 2
MR(HB2017)003
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 4 of 52
Table of Contents
Welcome 1 Complaints Procedure 27
Table of Contents 2 Bereavement 27
Mission Statement 3 Travel Time 27
Core Values 3 Jury Duly 27
Employment ... ... ............ ...... .5 Military Reserves 28
Employment At Will .................5 Attendance Bonus 28
Ernpfö'rnerit Types 5 Employee Referral Bonus 29
Dept of Labor (D011 & Fair Labor Time Off to Vote 30
Standards Act (FISA) 6 Attendance 30
Evaluation Period 6 Work Hours ........................30
Outside Employment 6 Absences or Late Arrivals .............30
Job Postings 7 Attendance Policy 31
Layoffs ....... ... .......... ... ... 7 Call Off Procedures 32
Job Recall ...................7 Timekeeping Practices 32
Loss of Employment........ 8 Protected Absences. 33
Resignation & Notice B 'OK Hours 33
Respectful Workplace........ 51 Excused lardy Days 34
Communication to VP of Operations 9 Excused Absence Day 34
Policies 9 Extended Illness 34
Equal Employment Opportunity (EEOf 9 tight Duty/Restricted Dat, . . 34
Anrerrcr.ir,s with Disabilities Act (AI.)Af .; 'cie W&itler 34
I >srrrminoiron & Horrassrneni It) [)," .. 35
.pirelory Info ,rrrorior 11 Atir4irr' P.jrt. 35
Lrrrployee Records Benefits . 37
Gli & ConRic oF lrirrti 12 F-Ie1itf Iri.iiirn . 37
(onfideirtol 111f0crn050n 13 Goup Ion' Lfv & AD&D 37
Ervocy . 13 Supplrrmen'of Life Insurance .. . 37
14 DisohrIr/ Benefi !s ..... . 37
Perk,rmoice Evaluations 1 40lllIFinn . . ., 38
Employment of Relatives 1
. 4 Halidy. ....... . 38
Employment Verification 15 Vacation . . 39
Di es ,,Code . iS Family Medical Leave Act FMLA). 40
Whistieblower 16 Pregnancy Lea v e . 41
Company Property 1 7 Personal Leave . 42
Carnerrjs 18 Military Leave 42
Cell Phones. 16 loctotion Policy 43
lnfcrrnatron Technolog, Policy 19 EA . . 43
SDcraf Media Pc'l'cv 20 Disciplinary Action 44
Business Expense & Reimbursement 21 Progressive Discipline 44
Pay . 22 .
Drpute Resolrtor, 45
f'o Dates & Pay Fe hyir 22 Med,ot,on 46
Drrect Deposit 23 8rridirro Anbrtiatonr . . 46
Timeshisets & lrmejncks 23 General Information 47
Overtime . 24 Address & Other Changes 47
Sh4t Differential 25 Meetings & Other Cornmunico'ron 47
Meeting Pay 25 Lockers . . . . 47
Calf In Pay, .... ... .. .... ... .... 25 Plant Guidelines 47
Lad of Work 25 ..
Pa,' Deductions . 28 . .
MOLE) RITE PLASTICS . 11 ,1
14 rq tNf
P i
MR(HB2017)004
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 5 of 52
QJLgTY &FOOD SAFETY POLICY
old-Rue Plastics is committed to producing sore d cp 1'ne p'ciide the en'ronmenr to enob'e
quali t
yproducts that comply with all ,Vroid'Re cc live our misson o exceeding
applicable product and regulatory customer expectations b1 proidunq
requirements and food safety practices responsive exihle and eicepuonal sCrvice
,,1fn acuirire o con i -inual communicoticri and
ie ,
,ev,where o' employees are
Signed by
empowered to potecr pfcdJct irirearity
MRP 'A';ll measure Success and ah.e bc
continuous improvement through regular
Brian Bouerbach President and CEO
to ensure standard and controlled
Y'355515 utilizing reliable equipment This
MISSION VIISO VALUES
OUR MISSION OUR VISION
Demand aculture where all peoplr-:er INNOVATIVE:
cic. ountbuliry for their safety and for the soat of othec If ,linac dvsy, lii r. deltv; industry leading
tire most responsive, flexible and cusan e' ouented inn .volion
supplier of specialty packoginq ir the ndisi
Deliver innovation in everything ' RESPONSIVE:
growth for future investment and uo n:.b fr', 0er IAny quantity IAny litre
FAST:
OUR CORE VALUES o1 design and build pcs prrducr
on the shell quickly
SAFETY:
- ,'ee safety is paramount RELEVANT:
lrrvetin in people, equipment ad
INTEGRITY and HONESTY: technology
Reiprcr for alt people
:cccd re.jrri a all le'els Honest and open FLEXIBLE:
C:djct cu business erlrica!lv Open capacity, ready ro rerpoci
CUSTOMER FOCUSED: DEDICATED:
Open, cairucccatcn Unçxcatteed sevice co ii
C_'SiCflCr "i5:J rn
to ecss3 epe'
::rr: '
a'sirccjt'or cl'rrrei
in votie del;v rid e ice
Earn th ciqhi-i n4. -
iour crst:crnners Sipplir:' at DIVERSE:
in rr ."Vi'11 0 l-tn
markets
'Nn'O, MRPCAP On
MR(HB2017)005
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 6 of 52
CHOOSE US FOR EXCELLENCE
Innovative Reliable Responsive
MOLD PrTf PLASflC$ INN '\NlJt k1INthF 9.)I4I4
MR(HB2017)006
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 7 of 52
Employment
Employment at Will
Thts Handbook contains information about Mold-Rite Plastics employment policies and practices. Each
employee is required to read this Handbook carefully. as it is avaluable reference for understanding
important details about Mold-Rite Plastics and your position The policies outlined in this Hondbook
should be regarded as management guidelines which, in developing and sustaining the business, will
require changes from time to time Mold-Rite Plastics retains the right to make decisions involving
employment as needed in order to conduct its work in amanner that is beneficial to Mold-Rite Plastics
and its employees, olike This Handbook supersedes and replaces oil previous Handbooks
Revisions, oddi t
i
ons or deletions to the Handbook must be in writing and wth the app-oval of the Vice
President of Operations arid the Human Resources Manager. The provisions of this Handbook ore not
intended to create contractual obiigoton& with respect Ic any covered matter,no, is this Handbook
niended to creole acontractual guarantee of employment for any specific duration of time
Mold-Rite Piostics is an 'At-Will' employer This means thot, regardless of any provision of this
Handbook, either you a' Mold-Rite Plastics may terminate rhe employment ielationship or any time, for
any rea so n, with or without cause or notice Nothing in this Handbook a in any dacurrient o statement,
written or verbal, shall limit the nobi to terminate employment at will. No officer, employee or
representati,ie- of Motd Rite Plastics i authorized to enter into on agreement expessed or implied with
-
any employee for employment icr aspecific period of time unless such on agreement is in a written
contract app'oved and signed by Mold-Rite Plastics' Vice Piesdent OF Ope;otions.
if awritten contract is inconsistent with this Handbook the written contact is the contiolling document
This Handbook refefs to cuirent benefit plans rnouitorrred by Mold-Rio Plastics and ore described
cjeneraiiy in the benefits secron 01 this Handbook Hcwever,due to the ever-changing ian'Jscope
surrounding employee benefit programs, detailed information regarding current benefit iOflS ore
morntained in the Human Resaj-ces Department We therefore erico'iroge you ic vis i tHumor Resources
-,vhere yOu con review Plan Documents and Sumrric, yPiri Descriptions 0r each specific benefit Human
Resources writ also be ob'e to answer on questions you mo' have reQardna benefit plans
Employment Types
Employees at Mold-Rite Piosics may be full-time, parr-time emporcr'y a seasonal
Afull-time employee is regularly scheduled to work aminimum of 30 hours per week. Fuli-time
employees ore elrgibie Fo, benefits (See Benefits section)
Apart-time employee is regularly scheduled to sork less than 30 hours per '-eek Port-rime
employees have limited eiig-brlry for benefits
Temporary and seasonal employees are regularly scheduled to work on omaunt of hours determined by
the manager and Human Resources for aspecified duration of Irme and for aspecific project or task
These employees may include students on break during summer months or holidays They are not eligible
for benefits
An intern is regularly scheduled to work on amount of hours determined by the deportment manager
generallyfr the duration of the summer months Internships aie paid on an hourly basis
rv,,','j MIPcAPOrIv
MR(HB2017)007
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 8 of 52
United States Department of Labor (DOL) - Fair Labor Standards Act (FL$A)
Employees are classified as Exempt or Non-Exempt. This exemption classification is defined and
enforced by the Department of Labor (DOL) and the Fair Labor Standards Act (FLSA")
Exempt. Employee is not entitled to overtime pay Exempt employees may also be exempt
from minimum wage requirements pursuant to applicable Federal and State low
Non-Exempts Employee is entitled to overtime pay as required by applicable Federal and
State law
lIre ELSA requires that non-exempt employees in the United States be paid at least the prevailing minimum
wage for all hours worked and overtime pay at time at the rare of one and one-halF (1 .5) the regular rote
of pa r
'for all hours worked over 40 in awork week
lie Humrrrr Resources Department (Hrrrnron Resources) conducts the evaluation process and is the final
iiihriuly in determining exempt and non-eserript classificatons on the basis of position descriptions
/j questions regarding ex
empti
on and noriecinrption should be directed to Human Resources
New Employee Evaluation Period
At new eniplov'ees will paituipritc in perkirii, IrK € oiid citieridorice evoluoton corsduuieci diiing the first
rinoty 190) days of their emplziym-rrt his ne is de jned for you and Mold-Rite Pt sic-s to dentif., if
're viorkirig needs and c-acm g oh OiC urni1ntihle with t-kkl Rite 1ksi, sriucds During this period
c-i ph performance, attendance, attitude and oerali rnteies it) you lob will b-s ccrcefiiliy reviewed by
iii supervisor 1*1d Pte iliefi Cic-i'Jrr'C your perforrncruce cind riroke adecision concerning
,our continued emplymenr This osiluot c-m period does not change or redefine your siotu:r as an otwilt
employee Your employment can be rermrnoted djnncr the Evaluation Period Moreover, successful
cornpl&icn of the Evo 1uatiorr F'enod likewise riot change your status as on at-wilt employee
Outside Employment
briployces may hold outside lobs as long as they meet the pe:formonce standards of their job with
Mold Rite Plastics All employees will be judged by the some performance standards and will be subject
to Mold Rite Plastics scheduling demands, iegordess of any existing outside work requirements
Mold Rite Plastics det ermines that on employee's outside work interferes with performance Qi the
ability to meet the requirements of Mold-Rite Plastics as they are modified from time to time, the
empLoyee may be asked to rerminore the outside employment if he or she wishes to remain with
Mold-Rite Plastics Outside employment that constitutes aconflict of interest is prohbrte-J
Employees may not receive any income or material gain from indviduols outside Mold-Rite
Plastics for rna'eia's prodiced or se vices rendered while performing their jobs
As acondition of e'irirloynieiri, Wiold-Pri Plastic-s requires employ ees with asecond job or
outside occi i
ç tonol nc trviy to
Insure maximurn performance on the tab at Mold-Rite Plastics
• Keep Mold-Rite Piastrcs' Confidential Information completely confidential
• Prevent unauthorized dissemination of Mold-Rite Plastics Confidential Information
• Refra i
nfrom engaging in activity in competition with Mold-Rite Plastics
• Refrain from engaging in activity that may negatively affect Mold Rite Plastics customers'
businesses
MOLD iTE PLAStiCS Sd-i 'SOir' F-trru4s D-sr,dfr
MR(HB2017)008
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 9 of 52
Job Postings
Mold-Rite Plastics posts most hourly job openings internally (however in some instances it might be
necessary to post externally if aspecific skill set, or education is required) The purpose of the job
posting process is to offer eligible employees the opportunity to express their shift preference, interest in a
higher paying job classification, document succession interests, and to take advantage of openings that
may be more compatible with specific skill sets
When filling posted positions Mold-Rite Plastics will consider the following factors in evaluating existing
employees for transfer to available opportunities: work performance history, attitude, cooperation, teorn
involvement, attendance, seniority, disciplinary record, skill, flexibility, versatility and any other pertinent
factors.
Certain production, cluo4l,technical, or salaried positions are not normally posted. Applicants
expressing interest in positions that ore not posted may be required to complete testing to determine job
qualifications. Completion of on internal application may be required. Employee must be in good
standing (less than 5attendance points, no performance improvement plan, or active progressive
discipline documentation in their em pl oymen trecords) 01 time of application.
Layoff and Reduction in Force
At various times it may be necessary For Mold-Rite Plastics to reduce its work Force due to the economy
and/or our sales levels When this is necessary, Mold-Rite Plastics will determine whether it is best to
have awork force reduction (termination) or whether it is better to have employees placed on layoff
Shored work programs may also be considered
When layoff or lob elimination is necessary, Mold-Rite Plastics will consider Inc Following factors in
selecting employees for retention, layoff or termination:
o Skill, ability and versoril:iy
•j
obclassification and qualifications
• Historical job performance
• Seniority
Some employees may request avoluntary layoff Those wishing to take voluntary lo-/offFore not eligible
to 'hump' back into the v-iork force. The' will be recalled under these some Factors, suh;ect to the
limitations set forth below
In the unlikely event that Mold-Rite Plasti
cs should order a"moss layoff' (layoff invoking at least one th i
rd
of the workforce) Mold-Rile Plastics will comply with the Worker Adjustment and Retraining Notification
Act (WARN") and will provide employees with 60 days advance notice of facility closings or moss
layoffs anticipated to last more than six months
Recall
Employees who are laid oil will receive consideration for recoil for aperiod of six months from the dote
of their layoff Recall may be mode by telephone or mail. An empl oyee w ill be considered a"voluntary
quit" if they tail to return to work as instructed, or fail to contact Mold-Rite Plastics within three (3) days
following Mold-Rites' recall notification. Mold-Rite Plastics reserves the right to consider valid, legitimate
explanations for failure to return following recall natilicotiori. Those situations will be considered on a
cp,çobosis.
W,VMRPCAP',X.i I'
MR(HB2017)009
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 10 of 52
Loss of Employment
Employment will be ended when one of the following events occurs
1. You quit or reti re.
2 You are releosed lord off for more than six (6) months, discharged, or administratively terminated, or
your position is eliminated
3 You hove been employed less than one year and become totally and permanently disabled for any
reason or ore unable to perform the essential functions of your job and Mold-Rite Plastics is unable to
reasonably accommodate your disability
4 You are employed less than one year and because of illness or any other non-protected reason need
to be absent 1or more than five days
5 You ore oLbeni from work on two (21 occasions in arolling 12-month period without properly
inoirfyng /v'sld-Rrie Plastics and without receiving oppro'al for the absences (Nos how /Noc.all")
Uris will be' conrde;ed a voluntory esiqriotior
iEC&,Vc: U rrdical mdci ,c' to relun uv. :,r Iand do i, treport duty on tie ossrqnrsrd nr-'tur nto
wail' dote
Yo u ore Urn 1ay0f1 status ond ore rrrlriied ti olin, I'; worl' and kil to d- so, or fail to give sanislocroy
reason wrthun thiee 131 day-s OltOr noiilrrrnliuur I Recall pc)cy. above)
'r'duj eceeJ available lea ,ecis pfovldvJ uurrler tir [Mtt of Wr.ol'j Pt-. li-mr kr,nvu p-uliure's
'iou Otrc-rrrr olr'e'rdorr epoints viar n'-'och the t, rnrrrcntiy level (Se Attrrkuricn m':tioril
Resignation & Notice
If you decide to leave Mold-Rite Plastics, you mus' od.jrse your supervisor and Human Resoivces, in
wnitrruo with aminimum of atwo-week notice
1 ihose who participated in Mold-Rite Plastics group life insurance programs ma 1 convert their policies
to rndi'iiduol coverage Con'oct Human Resources f-or information about the conversion privileges
2 Health Insurance may also be continued under the provisions of federal lovv ICOBRAl which allows
you to pw the ful premium tD extend co-ercnge A form for this purpose will be mailed tc your
home
3 Terminariny employees are required to return all Mold-Rite Plastic property befo'e the final date of
employment
4 following separation fron, mpk-rynni reIeronr.e for an employees past iwriormurrce w-lh Mold
Rile Plastics wii be lnrrted to hi or her dares of employment and positicris field Requests for more
detailed inlorrnatiori will be given only whenocconipanied by arelease which details the
inFormation requested and is signed by the former employee
Respectful Workplace
We at Mold-Rite Plastics are committed to providing aworkplace free of violence, bullying, or other
inappropriate behavior. Instead, Mold-Rite Plastics endeavors to maintain on environment that embraces
and leverages the similarities and differences in our workiorce
I MOW RITE Pn.ASTiCS ir r-P 'Vi,nr.5 Rir?.1qU R,StvriJSi,T
MR(HB2017)O1O
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 11 of 52
I
nthis inclusive environment we encourage teamwork so that employees are not distracted by non-value
add i
ng behavior and thus con contribute to their fullest potential.
Employees are encouraged to have trust in our company, and feel comfortable coming forward without
fear of backlash.
Communication to VP of Operations (Twinsburg)
As port of our open door policy, the VP of Operations has acommunication box located in the
1-inchroom at the 2222 building This con be utilized by employees to provide feedback on problems
that they ore lacing or to make asuggestion. In this way. Mold-Rite Plastics' Wnogement learn will stay
informed a employee desires and needs
For this reasons we ask that employees include their name
Policies
Equal Employment Opportunity (EEO)
Mold -Rife Plastics is committed to equal employment opportunity. We will not discriminate against
employees or applicants for employment or, any legally recognized ba55 ('protected class') includnq
veteran status, uniform service niember status race--, cob- religion, gender, sexual Otientotion, ntionol
origin age-, physical or mental dsobihty, genetic inlcrmo'ion, marital s lotus o any class protected under
fede-rol stote orloco! low
This policy oppties to a11 aspects of he- employment relationship miziudirro recruitment, hiring.
conipensatic.n promotion. Ironsler. disciplinary acton. layc4f return from layoff, training sociot and
iecreat'onoi prootonts
Al; ,)h ernp!cyrnent decions will be mode without un!cwfuliy drscrirrnnotinq on any prohibited boss
tuestions rego' ding E
quol Employment Oppo'tunit',' Ji
CUld be drected to Human Resources.
Americans with Disabilities Act (ADA)
If is Mold-Rite Prostias polic that we will not dscniminote- agonst qualified inc -v duals with dcblites in
any aspect 31 their employment Maid-Rite Piostics is corrnritred to complying with the ADA Amendments
Act of 2008 the Americans with Disabilities Act QI 1990 and its related Section 504 of the
Rehob'ltatin Ac' o 1973 as applicable
Mold-Rite Pbst'cs recognzes that some ' nd-,duois rh d'sabii;ies may require accommodations at vork
if you are currently disabled or become- disabled during your employment, you should contact you
manager and/or Human Resources to discuss reasonable accommodations tho' may enable you to
beer perform the essential functions of your ob. Together we will work to identify potential
accommodations that Mold-Rite Plastics cart reasonably institute
The Americans with Disabilities Act defines 'disabi1ft/ as (ii aphysical or mental impairment that
substantially limits one or more ofthe molar life activities of such individual, 121 arecord of such
impairment. (3) being regarded as having such impairment "Major life activities" include caring for
oneself, perfqrmtpg manual tasks ,seeing, hearing, eating, steeping, walking, standing, thing, bending,
speaking. breath'ing, lebrning. reading. concentrotng, thinking, communicating and working
MR(HB2017)O11
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 12 of 52
In accordance with the Americans with Disabilities Act, employees with AIDS will be treated like any
other ill employee If the individual is fit to work, he or she will be provided with work in accordance
with normal procedures Usually, no special precautions in the workplace are indicated However,
employees with AIDS may request reasonable accommodation by contacting Human Resources We
are committed to safeguarding the health of all employees and maintaining sustained productivity
Anti-Di
scrimination/Harassment
Mold-Rite Plastics is committed to providing aworkplace free of discrimination, including harassment
prohibited by local, slate or federal low. Mold-Rite Plastics does not tolerate actions or words (including
okes) based on on individual's sex, race, ethnicity, age, religion, disability or any legally protected
characteristic. Any person who sees, suspects, or is subject to discrimination, including harassment, must
report it promptly to their immediate supervisor as explained below. Mold-Rite Plastics maintains azero
tolerance position on this matter. Any employee who fails to adhere to Mold-Rite's Anti-Discrimination!
Iia'ossrrreni policy will be disciplined
Sexual Harassment Policy
il Iiaicosrirerr aportic:ularly ohen've io iii ol dscriminatran Sc-rxiral frnii55niCirr 15 dcl med 05
Unwelcome sexual ad-ion:e i'r-quests for sexual favois, aid otli'-e wrbol or phys ical conduct
of aSC'uOl nature when I) stibmissiori to s'jch conduct is rrio-J C?.plciti',' cr implicitly a
eitiier
teirr. or condtion o an indodja' employment, 2) sub,mrso; to or election of such conduct
by on individual is used as the bcisi:, for empl
oyment decisiom, af fecti ng such indvid.uol, or 31
such r.ondjct has the puipose Of fki of substantially interferin g wi ll,on iii' ii edu::ri swad
perfornaiice oi creating on intimidating hostile or offer,sivewor enxrrorirr'ernr
Eoinpfes of sexual harassment include, but are not lmited to, unwonted sexua1 advances demands for
sexual favors in exchange for favorable treatment or continued employment, repeated sexual jokes,
flirtations, odvc;rices or propositions, verbal abuse of asexual nature, graphic, verbal commentary about
an individual's body sexual prowess or sexual deficiencies, leering whistling touching pinching.
assault, coerced SCXUOI acts, suggestive insulting obscene comments or gestures, and display in the work
place of sexual suggestive objects or pictures through any Form of media communication
Any person who sees suspects, a; is subject to sexual harassment occurring in our workplace must
promptly report it to their immediate supervisor as explained below.
Iris policy 0iiCS to haiassment by coworkers, supervisory personnel or norr'Mal'J-Rite Plastics
personnel who ma 1 be on Mold-Rite Plastics premises for business reasons
Retaliation
Mold Ri te Plastics prohibits retaliation against any employee who in good farh reports horassrier,t or
cooperates in any discrimination or hamssmeni investigation Retaliation is avery serious of this
viOlaS0!'1
policy and on , / indvidua! subjected i retaliatio n sh ou ld re p
f, or tthe in':ident irum'm-diateli to theim
immediate supeiviso' Any employee found ahave retaliated against on employee for reporting
d'scrirnination or harassment lincluding sexual horassment}, oi against anyone unrticipating in th
investigation of acomplaint, will be subject to discipline
Reporting Procedure
Any employee who experiences, or witnesses, discrimination or harassment must utilize the open door
policy and immediately report it to their immediate supervisor, lithe employee's immediate supervisor is
involved in the alleged discrimination or harassment, then the employee must report the incident to the
I MOLD'RiTE PLkSTiCS U"iN NtJirl iif.LiAL'tt
MR(HB2017)012
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 13 of 52
Supervisor or other manager. Mold-Rite Plastics takes all complaints seriously and will conduct aprompt
and thorough investigation. If the inve'stigation reveals that discrimination or harassment occurred, Mold-
Rite Plastics will take corrective action to resolve the issue.
Making false allegations of discrimination or harassment is likewise prohibited. if Mold-Rite Plastics
determines that an employee has intentionally made false allegations of discrimination or harassment, he
or she will be subject to discipline.
Genetic Testing and Results
Pursuant to the Genetic Information Nondiscrimination Act (GINA) of 2008, Mold-Rite Plastics prohibits
the discrimination or harassment of employees based on genetic tsts or information. Mold-Rite Plastics
will not seek to collect genetic information related to it employees except for the following reasons, if
applicable'
• inadvertent acquisitions of genetic information, such as in situations where amanager or
supervisor overhears someone talking about afamily member's illness
• Genetic information (such as family medical history) obtained as port of health or genetic
services, including wellness programs, offered by Mold-Rite Plastics on avaluator1 basis
o Genetic information acquired as port of the certification process for FMI.A leave (or leave
under similar state or local laws), where employee is asking for leave to core for afamily
member with aserious health condition
• Inadvertent acquisition through commercially and publicly available documents like
newspapers.
• Acquisition through agenetic monitoring po910rn that monitors the biological effects of toxic
substances in the workplace where the monitoring is required by 'ow or where the program is
voluntary
• Acquisition of genetic information Qi employees by employers who engage in DNA testing for
law enforcement purposes as aforensic lob or for purposes of human remains identification,
but the genetic information only for analysis of DNA markers for quality control to detect
sample contamination
Proprietary Inform ation
Mold-Rite Plastics has areasonable expectation and requirement that all employees recognize the need
for confidentiality regarding Mold-Rile Plastics in general and the protection of its continuing business
enterprises and those of our customers. All employees hove aresponsibility to handle proprietary
information with forethought and care. ("Proprietary Information' is synonymous with Confidertiol
Information', below.)
At Mold-Rite Plastics
Preview
CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 1 of 52 Innovative Reliable • Responsive MR(HB2017)OO1 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 2 of 52 I 2222 H}GHLND ROAD TWNSRURG OH 44057 330-425•4206 jWWW.MRPCAP.COM MOWRJ1E P1.A5TCS • NNOflV kEUABU R€SPNSWE MR(HB2017)002 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 3 of 52 DEAR EMPLOYEE, Welcome to Mold Rite Pi a-,t i cs l win y jg ! A: frAPP Twusburg. we believe that each emptoyee contbu!es duectly to Mcld-R,tes growth and success '\'e theefare provide acuirure whe:e fresh ideas arid solujorrs crc welcome acid rewarded We encourage tou to be aprideful and engcged member o our teom The comers tone of ourC'iUure M ss'on arid Visic,a includes the SOfCTy of our employees integrity and honesty from e'.erycrne world class custcmer service nnOvOiOri in OU we do and prah to cchilr' to support iuture investment and longevity of our company OLi goal is '0 creore an environment whie all people con contribur to tI-ic: full pc.tenuioi to their bercehr and to the benefit of the company This euires all of us to work cooperaiive! Focused or our misscn E,' doing, this we are able tc achieve the performance of safety service and in flOvO i rO ri Ic: vdmch Moi Ri t ePlastrcs is known throughout the packooing indusry. This Employee Handbook was developed to enl;ghten you about important and speci fic detols applicable to employees at Mold-Rite Plastics The Handbook provides infornatron about the programs and benefits available to eligible emp!ovees It is your responsibility to familiarize yourself with the contents of this Employee Handbcok, tc re1erence it when necessary and to revisit it often We encourage you to know our Mission and we wish you osuccessful rewording and satisfyina career at Mold Rite Plastics. Brian Bauerhach President and CEO Mold-Rite Plastics is an at-will, equal opportunity employer. JAVi MRPCAPu(.)M 1 2 MR(HB2017)003 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 4 of 52 Table of Contents Welcome 1 Complaints Procedure 27 Table of Contents 2 Bereavement 27 Mission Statement 3 Travel Time 27 Core Values 3 Jury Duly 27 Employment ... ... ............ ...... .5 Military Reserves 28 Employment At Will .................5 Attendance Bonus 28 Ernpfö'rnerit Types 5 Employee Referral Bonus 29 Dept of Labor (D011 & Fair Labor Time Off to Vote 30 Standards Act (FISA) 6 Attendance 30 Evaluation Period 6 Work Hours ........................30 Outside Employment 6 Absences or Late Arrivals .............30 Job Postings 7 Attendance Policy 31 Layoffs ....... ... .......... ... ... 7 Call Off Procedures 32 Job Recall ...................7 Timekeeping Practices 32 Loss of Employment........ 8 Protected Absences. 33 Resignation & Notice B 'OK Hours 33 Respectful Workplace........ 51 Excused lardy Days 34 Communication to VP of Operations 9 Excused Absence Day 34 Policies 9 Extended Illness 34 Equal Employment Opportunity (EEOf 9 tight Duty/Restricted Dat, . . 34 Anrerrcr.ir,s with Disabilities Act (AI.)Af .; 'cie W&itler 34 I >srrrminoiron & Horrassrneni It) [)," .. 35 .pirelory Info ,rrrorior 11 Atir4irr' P.jrt. 35 Lrrrployee Records Benefits . 37 Gli & ConRic oF lrirrti 12 F-Ie1itf Iri.iiirn . 37 (onfideirtol 111f0crn050n 13 Goup Ion' Lfv & AD&D 37 Ervocy . 13 Supplrrmen'of Life Insurance .. . 37 14 DisohrIr/ Benefi !s ..... . 37 Perk,rmoice Evaluations 1 40lllIFinn . . ., 38 Employment of Relatives 1 . 4 Halidy. ....... . 38 Employment Verification 15 Vacation . . 39 Di es ,,Code . iS Family Medical Leave Act FMLA). 40 Whistieblower 16 Pregnancy Lea v e . 41 Company Property 1 7 Personal Leave . 42 Carnerrjs 18 Military Leave 42 Cell Phones. 16 loctotion Policy 43 lnfcrrnatron Technolog, Policy 19 EA . . 43 SDcraf Media Pc'l'cv 20 Disciplinary Action 44 Business Expense & Reimbursement 21 Progressive Discipline 44 Pay . 22 . Drpute Resolrtor, 45 f'o Dates & Pay Fe hyir 22 Med,ot,on 46 Drrect Deposit 23 8rridirro Anbrtiatonr . . 46 Timeshisets & lrmejncks 23 General Information 47 Overtime . 24 Address & Other Changes 47 Sh4t Differential 25 Meetings & Other Cornmunico'ron 47 Meeting Pay 25 Lockers . . . . 47 Calf In Pay, .... ... .. .... ... .... 25 Plant Guidelines 47 Lad of Work 25 .. Pa,' Deductions . 28 . . MOLE) RITE PLASTICS . 11 ,1 14 rq tNf P i MR(HB2017)004 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 5 of 52 QJLgTY &FOOD SAFETY POLICY old-Rue Plastics is committed to producing sore d cp 1'ne p'ciide the en'ronmenr to enob'e quali t yproducts that comply with all ,Vroid'Re cc live our misson o exceeding applicable product and regulatory customer expectations b1 proidunq requirements and food safety practices responsive exihle and eicepuonal sCrvice ,,1fn acuirire o con i -inual communicoticri and ie , ,ev,where o' employees are Signed by empowered to potecr pfcdJct irirearity MRP 'A';ll measure Success and ah.e bc continuous improvement through regular Brian Bouerbach President and CEO to ensure standard and controlled Y'355515 utilizing reliable equipment This MISSION VIISO VALUES OUR MISSION OUR VISION Demand aculture where all peoplr-:er INNOVATIVE: cic. ountbuliry for their safety and for the soat of othec If ,linac dvsy, lii r. deltv; industry leading tire most responsive, flexible and cusan e' ouented inn .volion supplier of specialty packoginq ir the ndisi Deliver innovation in everything ' RESPONSIVE: growth for future investment and uo n:.b fr', 0er IAny quantity IAny litre FAST: OUR CORE VALUES o1 design and build pcs prrducr on the shell quickly SAFETY: - ,'ee safety is paramount RELEVANT: lrrvetin in people, equipment ad INTEGRITY and HONESTY: technology Reiprcr for alt people :cccd re.jrri a all le'els Honest and open FLEXIBLE: C:djct cu business erlrica!lv Open capacity, ready ro rerpoci CUSTOMER FOCUSED: DEDICATED: Open, cairucccatcn Unçxcatteed sevice co ii C_'SiCflCr "i5:J rn to ecss3 epe' ::rr: ' a'sirccjt'or cl'rrrei in votie del;v rid e ice Earn th ciqhi-i n4. - iour crst:crnners Sipplir:' at DIVERSE: in rr ."Vi'11 0 l-tn markets 'Nn'O, MRPCAP On MR(HB2017)005 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 6 of 52 CHOOSE US FOR EXCELLENCE Innovative Reliable Responsive MOLD PrTf PLASflC$ INN '\NlJt k1INthF 9.)I4I4 MR(HB2017)006 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 7 of 52 Employment Employment at Will Thts Handbook contains information about Mold-Rite Plastics employment policies and practices. Each employee is required to read this Handbook carefully. as it is avaluable reference for understanding important details about Mold-Rite Plastics and your position The policies outlined in this Hondbook should be regarded as management guidelines which, in developing and sustaining the business, will require changes from time to time Mold-Rite Plastics retains the right to make decisions involving employment as needed in order to conduct its work in amanner that is beneficial to Mold-Rite Plastics and its employees, olike This Handbook supersedes and replaces oil previous Handbooks Revisions, oddi t i ons or deletions to the Handbook must be in writing and wth the app-oval of the Vice President of Operations arid the Human Resources Manager. The provisions of this Handbook ore not intended to create contractual obiigoton& with respect Ic any covered matter,no, is this Handbook niended to creole acontractual guarantee of employment for any specific duration of time Mold-Rite Piostics is an 'At-Will' employer This means thot, regardless of any provision of this Handbook, either you a' Mold-Rite Plastics may terminate rhe employment ielationship or any time, for any rea so n, with or without cause or notice Nothing in this Handbook a in any dacurrient o statement, written or verbal, shall limit the nobi to terminate employment at will. No officer, employee or representati,ie- of Motd Rite Plastics i authorized to enter into on agreement expessed or implied with - any employee for employment icr aspecific period of time unless such on agreement is in a written contract app'oved and signed by Mold-Rite Plastics' Vice Piesdent OF Ope;otions. if awritten contract is inconsistent with this Handbook the written contact is the contiolling document This Handbook refefs to cuirent benefit plans rnouitorrred by Mold-Rio Plastics and ore described cjeneraiiy in the benefits secron 01 this Handbook Hcwever,due to the ever-changing ian'Jscope surrounding employee benefit programs, detailed information regarding current benefit iOflS ore morntained in the Human Resaj-ces Department We therefore erico'iroge you ic vis i tHumor Resources -,vhere yOu con review Plan Documents and Sumrric, yPiri Descriptions 0r each specific benefit Human Resources writ also be ob'e to answer on questions you mo' have reQardna benefit plans Employment Types Employees at Mold-Rite Piosics may be full-time, parr-time emporcr'y a seasonal Afull-time employee is regularly scheduled to work aminimum of 30 hours per week. Fuli-time employees ore elrgibie Fo, benefits (See Benefits section) Apart-time employee is regularly scheduled to sork less than 30 hours per '-eek Port-rime employees have limited eiig-brlry for benefits Temporary and seasonal employees are regularly scheduled to work on omaunt of hours determined by the manager and Human Resources for aspecified duration of Irme and for aspecific project or task These employees may include students on break during summer months or holidays They are not eligible for benefits An intern is regularly scheduled to work on amount of hours determined by the deportment manager generallyfr the duration of the summer months Internships aie paid on an hourly basis rv,,','j MIPcAPOrIv MR(HB2017)007 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 8 of 52 United States Department of Labor (DOL) - Fair Labor Standards Act (FL$A) Employees are classified as Exempt or Non-Exempt. This exemption classification is defined and enforced by the Department of Labor (DOL) and the Fair Labor Standards Act (FLSA") Exempt. Employee is not entitled to overtime pay Exempt employees may also be exempt from minimum wage requirements pursuant to applicable Federal and State low Non-Exempts Employee is entitled to overtime pay as required by applicable Federal and State law lIre ELSA requires that non-exempt employees in the United States be paid at least the prevailing minimum wage for all hours worked and overtime pay at time at the rare of one and one-halF (1 .5) the regular rote of pa r 'for all hours worked over 40 in awork week lie Humrrrr Resources Department (Hrrrnron Resources) conducts the evaluation process and is the final iiihriuly in determining exempt and non-eserript classificatons on the basis of position descriptions /j questions regarding ex empti on and noriecinrption should be directed to Human Resources New Employee Evaluation Period At new eniplov'ees will paituipritc in perkirii, IrK € oiid citieridorice evoluoton corsduuieci diiing the first rinoty 190) days of their emplziym-rrt his ne is de jned for you and Mold-Rite Pt sic-s to dentif., if 're viorkirig needs and c-acm g oh OiC urni1ntihle with t-kkl Rite 1ksi, sriucds During this period c-i ph performance, attendance, attitude and oerali rnteies it) you lob will b-s ccrcefiiliy reviewed by iii supervisor 1*1d Pte iliefi Cic-i'Jrr'C your perforrncruce cind riroke adecision concerning ,our continued emplymenr This osiluot c-m period does not change or redefine your siotu:r as an otwilt employee Your employment can be rermrnoted djnncr the Evaluation Period Moreover, successful cornpl&icn of the Evo 1uatiorr F'enod likewise riot change your status as on at-wilt employee Outside Employment briployces may hold outside lobs as long as they meet the pe:formonce standards of their job with Mold Rite Plastics All employees will be judged by the some performance standards and will be subject to Mold Rite Plastics scheduling demands, iegordess of any existing outside work requirements Mold Rite Plastics det ermines that on employee's outside work interferes with performance Qi the ability to meet the requirements of Mold-Rite Plastics as they are modified from time to time, the empLoyee may be asked to rerminore the outside employment if he or she wishes to remain with Mold-Rite Plastics Outside employment that constitutes aconflict of interest is prohbrte-J Employees may not receive any income or material gain from indviduols outside Mold-Rite Plastics for rna'eia's prodiced or se vices rendered while performing their jobs As acondition of e'irirloynieiri, Wiold-Pri Plastic-s requires employ ees with asecond job or outside occi i ç tonol nc trviy to Insure maximurn performance on the tab at Mold-Rite Plastics • Keep Mold-Rite Piastrcs' Confidential Information completely confidential • Prevent unauthorized dissemination of Mold-Rite Plastics Confidential Information • Refra i nfrom engaging in activity in competition with Mold-Rite Plastics • Refrain from engaging in activity that may negatively affect Mold Rite Plastics customers' businesses MOLD iTE PLAStiCS Sd-i 'SOir' F-trru4s D-sr,dfr MR(HB2017)008 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 9 of 52 Job Postings Mold-Rite Plastics posts most hourly job openings internally (however in some instances it might be necessary to post externally if aspecific skill set, or education is required) The purpose of the job posting process is to offer eligible employees the opportunity to express their shift preference, interest in a higher paying job classification, document succession interests, and to take advantage of openings that may be more compatible with specific skill sets When filling posted positions Mold-Rite Plastics will consider the following factors in evaluating existing employees for transfer to available opportunities: work performance history, attitude, cooperation, teorn involvement, attendance, seniority, disciplinary record, skill, flexibility, versatility and any other pertinent factors. Certain production, cluo4l,technical, or salaried positions are not normally posted. Applicants expressing interest in positions that ore not posted may be required to complete testing to determine job qualifications. Completion of on internal application may be required. Employee must be in good standing (less than 5attendance points, no performance improvement plan, or active progressive discipline documentation in their em pl oymen trecords) 01 time of application. Layoff and Reduction in Force At various times it may be necessary For Mold-Rite Plastics to reduce its work Force due to the economy and/or our sales levels When this is necessary, Mold-Rite Plastics will determine whether it is best to have awork force reduction (termination) or whether it is better to have employees placed on layoff Shored work programs may also be considered When layoff or lob elimination is necessary, Mold-Rite Plastics will consider Inc Following factors in selecting employees for retention, layoff or termination: o Skill, ability and versoril:iy •j obclassification and qualifications • Historical job performance • Seniority Some employees may request avoluntary layoff Those wishing to take voluntary lo-/offFore not eligible to 'hump' back into the v-iork force. The' will be recalled under these some Factors, suh;ect to the limitations set forth below In the unlikely event that Mold-Rite Plasti cs should order a"moss layoff' (layoff invoking at least one th i rd of the workforce) Mold-Rile Plastics will comply with the Worker Adjustment and Retraining Notification Act (WARN") and will provide employees with 60 days advance notice of facility closings or moss layoffs anticipated to last more than six months Recall Employees who are laid oil will receive consideration for recoil for aperiod of six months from the dote of their layoff Recall may be mode by telephone or mail. An empl oyee w ill be considered a"voluntary quit" if they tail to return to work as instructed, or fail to contact Mold-Rite Plastics within three (3) days following Mold-Rites' recall notification. Mold-Rite Plastics reserves the right to consider valid, legitimate explanations for failure to return following recall natilicotiori. Those situations will be considered on a cp,çobosis. W,VMRPCAP',X.i I' MR(HB2017)009 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 10 of 52 Loss of Employment Employment will be ended when one of the following events occurs 1. You quit or reti re. 2 You are releosed lord off for more than six (6) months, discharged, or administratively terminated, or your position is eliminated 3 You hove been employed less than one year and become totally and permanently disabled for any reason or ore unable to perform the essential functions of your job and Mold-Rite Plastics is unable to reasonably accommodate your disability 4 You are employed less than one year and because of illness or any other non-protected reason need to be absent 1or more than five days 5 You ore oLbeni from work on two (21 occasions in arolling 12-month period without properly inoirfyng /v'sld-Rrie Plastics and without receiving oppro'al for the absences (Nos how /Noc.all") Uris will be' conrde;ed a voluntory esiqriotior iEC&,Vc: U rrdical mdci ,c' to relun uv. :,r Iand do i, treport duty on tie ossrqnrsrd nr-'tur nto wail' dote Yo u ore Urn 1ay0f1 status ond ore rrrlriied ti olin, I'; worl' and kil to d- so, or fail to give sanislocroy reason wrthun thiee 131 day-s OltOr noiilrrrnliuur I Recall pc)cy. above) 'r'duj eceeJ available lea ,ecis pfovldvJ uurrler tir [Mtt of Wr.ol'j Pt-. li-mr kr,nvu p-uliure's 'iou Otrc-rrrr olr'e'rdorr epoints viar n'-'och the t, rnrrrcntiy level (Se Attrrkuricn m':tioril Resignation & Notice If you decide to leave Mold-Rite Plastics, you mus' od.jrse your supervisor and Human Resoivces, in wnitrruo with aminimum of atwo-week notice 1 ihose who participated in Mold-Rite Plastics group life insurance programs ma 1 convert their policies to rndi'iiduol coverage Con'oct Human Resources f-or information about the conversion privileges 2 Health Insurance may also be continued under the provisions of federal lovv ICOBRAl which allows you to pw the ful premium tD extend co-ercnge A form for this purpose will be mailed tc your home 3 Terminariny employees are required to return all Mold-Rite Plastic property befo'e the final date of employment 4 following separation fron, mpk-rynni reIeronr.e for an employees past iwriormurrce w-lh Mold Rile Plastics wii be lnrrted to hi or her dares of employment and positicris field Requests for more detailed inlorrnatiori will be given only whenocconipanied by arelease which details the inFormation requested and is signed by the former employee Respectful Workplace We at Mold-Rite Plastics are committed to providing aworkplace free of violence, bullying, or other inappropriate behavior. Instead, Mold-Rite Plastics endeavors to maintain on environment that embraces and leverages the similarities and differences in our workiorce I MOW RITE Pn.ASTiCS ir r-P 'Vi,nr.5 Rir?.1qU R,StvriJSi,T MR(HB2017)O1O Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 11 of 52 I nthis inclusive environment we encourage teamwork so that employees are not distracted by non-value add i ng behavior and thus con contribute to their fullest potential. Employees are encouraged to have trust in our company, and feel comfortable coming forward without fear of backlash. Communication to VP of Operations (Twinsburg) As port of our open door policy, the VP of Operations has acommunication box located in the 1-inchroom at the 2222 building This con be utilized by employees to provide feedback on problems that they ore lacing or to make asuggestion. In this way. Mold-Rite Plastics' Wnogement learn will stay informed a employee desires and needs For this reasons we ask that employees include their name Policies Equal Employment Opportunity (EEO) Mold -Rife Plastics is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment or, any legally recognized ba55 ('protected class') includnq veteran status, uniform service niember status race--, cob- religion, gender, sexual Otientotion, ntionol origin age-, physical or mental dsobihty, genetic inlcrmo'ion, marital s lotus o any class protected under fede-rol stote orloco! low This policy oppties to a11 aspects of he- employment relationship miziudirro recruitment, hiring. conipensatic.n promotion. Ironsler. disciplinary acton. layc4f return from layoff, training sociot and iecreat'onoi prootonts Al; ,)h ernp!cyrnent decions will be mode without un!cwfuliy drscrirrnnotinq on any prohibited boss tuestions rego' ding E quol Employment Oppo'tunit',' Ji CUld be drected to Human Resources. Americans with Disabilities Act (ADA) If is Mold-Rite Prostias polic that we will not dscniminote- agonst qualified inc -v duals with dcblites in any aspect 31 their employment Maid-Rite Piostics is corrnritred to complying with the ADA Amendments Act of 2008 the Americans with Disabilities Act QI 1990 and its related Section 504 of the Rehob'ltatin Ac' o 1973 as applicable Mold-Rite Pbst'cs recognzes that some ' nd-,duois rh d'sabii;ies may require accommodations at vork if you are currently disabled or become- disabled during your employment, you should contact you manager and/or Human Resources to discuss reasonable accommodations tho' may enable you to beer perform the essential functions of your ob. Together we will work to identify potential accommodations that Mold-Rite Plastics cart reasonably institute The Americans with Disabilities Act defines 'disabi1ft/ as (ii aphysical or mental impairment that substantially limits one or more ofthe molar life activities of such individual, 121 arecord of such impairment. (3) being regarded as having such impairment "Major life activities" include caring for oneself, perfqrmtpg manual tasks ,seeing, hearing, eating, steeping, walking, standing, thing, bending, speaking. breath'ing, lebrning. reading. concentrotng, thinking, communicating and working MR(HB2017)O11 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 12 of 52 In accordance with the Americans with Disabilities Act, employees with AIDS will be treated like any other ill employee If the individual is fit to work, he or she will be provided with work in accordance with normal procedures Usually, no special precautions in the workplace are indicated However, employees with AIDS may request reasonable accommodation by contacting Human Resources We are committed to safeguarding the health of all employees and maintaining sustained productivity Anti-Di scrimination/Harassment Mold-Rite Plastics is committed to providing aworkplace free of discrimination, including harassment prohibited by local, slate or federal low. Mold-Rite Plastics does not tolerate actions or words (including okes) based on on individual's sex, race, ethnicity, age, religion, disability or any legally protected characteristic. Any person who sees, suspects, or is subject to discrimination, including harassment, must report it promptly to their immediate supervisor as explained below. Mold-Rite Plastics maintains azero tolerance position on this matter. Any employee who fails to adhere to Mold-Rite's Anti-Discrimination! Iia'ossrrreni policy will be disciplined Sexual Harassment Policy il Iiaicosrirerr aportic:ularly ohen've io iii ol dscriminatran Sc-rxiral frnii55niCirr 15 dcl med 05 Unwelcome sexual ad-ion:e i'r-quests for sexual favois, aid otli'-e wrbol or phys ical conduct of aSC'uOl nature when I) stibmissiori to s'jch conduct is rrio-J C?.plciti',' cr implicitly a eitiier teirr. or condtion o an indodja' employment, 2) sub,mrso; to or election of such conduct by on individual is used as the bcisi:, for empl oyment decisiom, af fecti ng such indvid.uol, or 31 such r.ondjct has the puipose Of fki of substantially interferin g wi ll,on iii' ii edu::ri swad perfornaiice oi creating on intimidating hostile or offer,sivewor enxrrorirr'ernr Eoinpfes of sexual harassment include, but are not lmited to, unwonted sexua1 advances demands for sexual favors in exchange for favorable treatment or continued employment, repeated sexual jokes, flirtations, odvc;rices or propositions, verbal abuse of asexual nature, graphic, verbal commentary about an individual's body sexual prowess or sexual deficiencies, leering whistling touching pinching. assault, coerced SCXUOI acts, suggestive insulting obscene comments or gestures, and display in the work place of sexual suggestive objects or pictures through any Form of media communication Any person who sees suspects, a; is subject to sexual harassment occurring in our workplace must promptly report it to their immediate supervisor as explained below. Iris policy 0iiCS to haiassment by coworkers, supervisory personnel or norr'Mal'J-Rite Plastics personnel who ma 1 be on Mold-Rite Plastics premises for business reasons Retaliation Mold Ri te Plastics prohibits retaliation against any employee who in good farh reports horassrier,t or cooperates in any discrimination or hamssmeni investigation Retaliation is avery serious of this viOlaS0!'1 policy and on , / indvidua! subjected i retaliatio n sh ou ld re p f, or tthe in':ident irum'm-diateli to theim immediate supeiviso' Any employee found ahave retaliated against on employee for reporting d'scrirnination or harassment lincluding sexual horassment}, oi against anyone unrticipating in th investigation of acomplaint, will be subject to discipline Reporting Procedure Any employee who experiences, or witnesses, discrimination or harassment must utilize the open door policy and immediately report it to their immediate supervisor, lithe employee's immediate supervisor is involved in the alleged discrimination or harassment, then the employee must report the incident to the I MOLD'RiTE PLkSTiCS U"iN NtJirl iif.LiAL'tt MR(HB2017)012 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 07/31/2023 12:58:38 PM EXTO Page 13 of 52 Supervisor or other manager. Mold-Rite Plastics takes all complaints seriously and will conduct aprompt and thorough investigation. If the inve'stigation reveals that discrimination or harassment occurred, Mold- Rite Plastics will take corrective action to resolve the issue. Making false allegations of discrimination or harassment is likewise prohibited. if Mold-Rite Plastics determines that an employee has intentionally made false allegations of discrimination or harassment, he or she will be subject to discipline. Genetic Testing and Results Pursuant to the Genetic Information Nondiscrimination Act (GINA) of 2008, Mold-Rite Plastics prohibits the discrimination or harassment of employees based on genetic tsts or information. Mold-Rite Plastics will not seek to collect genetic information related to it employees except for the following reasons, if applicable' • inadvertent acquisitions of genetic information, such as in situations where amanager or supervisor overhears someone talking about afamily member's illness • Genetic information (such as family medical history) obtained as port of health or genetic services, including wellness programs, offered by Mold-Rite Plastics on avaluator1 basis o Genetic information acquired as port of the certification process for FMI.A leave (or leave under similar state or local laws), where employee is asking for leave to core for afamily member with aserious health condition • Inadvertent acquisition through commercially and publicly available documents like newspapers. • Acquisition through agenetic monitoring po910rn that monitors the biological effects of toxic substances in the workplace where the monitoring is required by 'ow or where the program is voluntary • Acquisition of genetic information Qi employees by employers who engage in DNA testing for law enforcement purposes as aforensic lob or for purposes of human remains identification, but the genetic information only for analysis of DNA markers for quality control to detect sample contamination Proprietary Inform ation Mold-Rite Plastics has areasonable expectation and requirement that all employees recognize the need for confidentiality regarding Mold-Rile Plastics in general and the protection of its continuing business enterprises and those of our customers. All employees hove aresponsibility to handle proprietary information with forethought and care. ("Proprietary Information' is synonymous with Confidertiol Information', below.) At Mold-Rite Plastics