Employee Handbook

Employee Handbook

Welcome to FrontRunnerHC, Inc.

To Our Employees:

The strength and vitality that FrontRunnerHC enjoys is due in no small part to the many important contributions made by each of its members. We benefit greatly from the dedication, professionalism, and knowledge that each of you brings to your work. We take special interest in the well-being of each employee, and the policies, benefits and services described in this handbook reflect that concern. The intention of this handbook is to create an understanding of FrontRunnerHC’s expectations of you as an employee.

From time to time, you may receive updated information regarding any changes in policy. Please contact Human Resources (hereafter referred to as “HR”) with any questions related to this handbook. On behalf of FrontRunnerHC, we welcome you to our team and congratulate you on being an integral part of our Company and its growing success.

Sincerely,

President & CEO

Employment

Introduction

This Employee Handbook (hereafter referred to as the “Handbook”) is designed to familiarize you with the policies, practices, and benefits at FrontRunnerHC, Inc. (“FrontRunnerHC” or the “Company”).

Circumstances will undoubtedly require that the policies, practices and benefits described in the Handbook change from time to time. To that end, the Handbook is not intended to form a contract, either express or implied, between FrontRunnerHC and any of its employees, nor does it create any contractual obligations whatsoever or a promise to be treated in a particular manner in any given situation. The Handbook does not guarantee any fixed terms and conditions of your employment. This Handbook is intended solely as a convenient reference and does not contain all of FrontRunnerHC’S policies affecting you, nor does it purport to cover every conceivable situation that may arise. FrontRunnerHC reserves the right to revise, delete and add to the provisions of this Handbook. Unless otherwise provided by applicable law, FrontRunnerHC reserves the right, in an individual circumstance or generally, to change, discontinue, supplement, alter, or adopt any policy, benefit, or practice at any time, with or without notice.

The Company will attempt to provide you with notification of such changes when they occur. No oral statements or representations can in any way change or alter the provisions of this handbook.

This Handbook contains a summary of the Company’s policies and practices. All previously issued handbooks and any inconsistent policy or benefit statements or memoranda are superseded. For employees located outside of Massachusetts, please consult the applicable state addenda for additional information regarding other state-specific policies.

Equal Employment Opportunity

FrontRunnerHC provides equal employment opportunities to all employees and applications and does not tolerate discrimination based on race, color, citizenship status, national origin, ancestry, gender identity or expression, sex, (including pregnancy, childbirth or related medical conditions), sexual orientation, age, religion, creed, physical or mental disability, marital status, military or veteran status, political affiliation, or any other factor protected by applicable state or federal law. The Company is dedicated to this policy with respect to recruitment, hiring placement, promotion, transfer, training, compensation, benefits, employee activites and general treatment during employment.

FrontRunnerHC expressly prohibits any form of unlawful harassment or discrimination of any individual based on any of the characteristics listed above. Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of HR. FrontRunnerHC will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels he or she has been subjected to any such retaliation, he or she should bring it to the attention of HR. Violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including discharge. All employees are responsible for seeing that FrontRunnerHC’s equal employment opportunity policies are implemented. The Company further expects all employees to support this policy by taking all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate others in line with this policy to the fullest extent requierd by law.

Americans with Disabilities Act (ADA) and Reasonable Accommodation

FrontRunnerHC complies with the law regarding reasonable accommodation for employees with handicaps or disabilities. It is the policy of FrontRunnerHC to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA) and state law equivalents which afford legal protections to qualified disabled individuals and promote inclusion of these individuals within the workforce through reasonable accommodation. FrontRunnerHC will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability.

FrontRunnerHC will engage in a good faith interactive dialogue with an individual to determine a reasonable accommodation to enable them to perform the essential functions of the position. As part of that process, FrontRunnerHC may meet with the individual to discuss their impairment, and may request the individual provide documentation from a medical provider detailing the nature of the impairment and identifying the precise resulting limitations. FrontRunnerHC will also make reasonable accommodations wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job and provided that any accommodations made do not impose an undue hardship on FrontRunnerHC. FrontRunnerHC is not required to make the specific accommodation requested and may provide an alternative effective accomodation.

In addition, FrontRunnerHC will endeavor to accommodate the religious beliefs of its employees to the extent such accommodation does not pose an undue hardship on FrontRunnerHC’s operations. If you wish to request such an accommodation, please speak to your manager or to HR.

Anti-Discrimination, Anti-Harassment, Anti-Bullying and Anti-Retaliation Policy

It is FrontRunnerHC’s policy to provide a work environment free of sexual and other unlawful harassment or discrimination. Sexual harassment and harassment or discrimination based on a characteristic protected by law, such as race, color, ancestry, national origin, gender identity or expression, sex, (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, marital status, religion, age, disability, military or veteran status, or other characteristic protected by applicable state or federal law, is unlawful. If an employee feels that he or she has been subjected to conduct or witnessed conduct which violates this policy, he or she should immediately report the matter to their manager or with HR. Every report of harassment will be fully investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. To that end, harassment of or discrimination against FrontRunnerHC employees by management, managers, coworkers, or non-employees associated with our business is prohibited. Further, any retaliation against an individual who has complained about sexual or other unlawful harassment, discrimination, or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated. FrontRunnerHC will take all steps necessary to prevent and eliminate unlawful harassment. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including discharge.

While this policy sets forth FrontRunnerHC’s goals of promoting a workplace that is free of unlawful harassment, discrimination, or retaliation, the policy is not designed or intended to limit FrontRunnerHC’s authority to discipline or take remedial action for workplace conduct which it deems unacceptable, regardless of whether the conduct satisfied the definition of unlawful harassment, discrimination, or retaliation.

Definition of Discrimination

Discrimination is defined as an adverse employment action taken against an individual based on his or her status in a protected category. The Company strictly forbids discrimination based on any protected classification. Accordingly, any form of unlawful discrimination, whether by a fellow employee, manager, manager or by a third-party doing business with the Company, will not be tolerated. While certain behavior, depending on the circumstances, may not automatically constitute discrimination, the Company considers any action taken against an individual based on his or her protected classification to be inappropriate, and an employee who engages in such behavior may be subject to disciplinary action regardless of whether such behavior is unlawful.

Definition of Harassment

Harassment is defined as conduct that denigrates or shows hostility or aversion toward an individual because of his or her status in a protected category and that: (i) has the purpose or effect of creating an intimidating, hostile, or offensive work environment; (ii) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (iii) otherwise adversely affects an individual’s employment opportunities. Unlawful harassment includes, but is not limited to, epithets, slurs, jokes, pranks, innuendo, comments, written or graphic material, stereotyping or other threatening, hostile, or intimidating acts based on an individual’s protected status. Harassment is not limited to in-person conduct and may still occur in remote working environments.

Definition of Sexual Harassment

“Sexual harassment” is generally defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where:

• Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions; or
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Under these definitions, direct or implied requests by a manager for sexual favors in exchange or actual or promised job benefits (such as favorable reviews, salary increases, promotions, increased benefits, or continued employment) constitutes sexual harassment. Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:

• Unwanted sexual advances, whether they involve physical touching or not;
• Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life, comments about an individual’s body, comments about an individual’s sexual activity, deficiencies, or prowess;
• Displaying sexually suggestive objects, pictures, or cartoons;
• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments;
• Inquiries into one’s sexual experiences;
• Discussion of one’s sexual activities; and/or
• Dissemination of sexually explicit voicemail, email, text messages, graphics, downloaded material or websites.

Employees should note that sexual harassment can occur between individuals of the same gender and regardless of sexual orientation. The same standards that apply to harassment between individuals of the opposite sex apply to harassment cases involving individuals of the same gender.

Reporting a Complaint, No Retaliation

Any employee who believes he or she has been subject to or witnessed conduct in violation of this policy, including sexual or other forms of unlawful harassment, is requested, and encouraged to raise the issue. You may raise the issue directly to your manager or department manager, Human Resources, or any other member of management with whom you feel comfortable. Similarly, if you observe acts of discrimination toward or harassment of another employee, you are requested and encouraged to report this to one of the individuals listed above.

Every report of perceived harassment made in good faith will be fully investigated and corrective action will be taken where appropriate. All complaints will be investigated promptly and, to the extent practicable, with regard for confidentiality. The Company will not allow any form of retaliation against individuals who report unwelcome conduct in good faith to management or who cooperate in the investigations of such reports in accordance with this policy and any such conduct is unlawful. If an employee feels he or she has been subjected to any such retaliation, the employee should report it in the same manner as that used for reporting a claim of perceived harassment under this policy. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including discharge. All employees must cooperate with all investigations. No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above.

If the investigation confirms conduct contrary to this policy has occurred, FrontRunnerHC will take immediate, appropriate, corrective action, including discipline, up to and including immediate termination. Such action may include, for example verbal or written warnings, suspensions (with or without pay), demotions, transfers and any other action as we deem appropriate under the circumstances up to and including termination.

State and Federal Remedies

In addition to the above, if you believe you have been subjected to sexual harassment, you may file a formal complaint with one of the government agencies set forth below. Using our complaint process does not prohibit you from filing a complaint with these agencies. Each of the agencies has a short time period for filing a claim.

• The United States Equal Employment Opportunity Commission (“EEOC”)

       John F. Kennedy Federal Building
       475 Government Center
       Boston, MA 02114
       (617) 565-3200

• The Massachusetts Commission Against Discrimination (“MCAD”)

       Boston Office:
       One Ashburton Place, Rm. 601
       Boston, MA 02108
       (617) 994-6000

       Springfield Office:
       436 Dwight Street, Rm. 220
       Springfield, MA 01103
       (413) 739-2145

       Worcester Office:
       Denholm Building
       484 Main Street, Room 320
       Worcester, MA 01608
       (508) 799-8010

If you are located in a state outside of MA, please refer to the applicable state addenda or visit the following link to locate your state’s EEOC office: https://www.eeoc.gov/field-office.

Confidentiality of Information

Upon or shortly after accepting employment with FrontRunnerHC, you were asked to sign a Confidentiality Agreement (Non-Disclosure Agreement), which generally provides that you will not disclose or use any FrontRunnerHC confidential information. The purpose of this document is to assure that privileged information regarding FrontRunnerHC and our client companies remains proprietary both during and after your employment.

Further, we represent to our clients in our or their Business Associate Agreement that we will use all commercially reasonable and legally required efforts to keep confidential and prevent unauthorized use and disclosure of all client data, individually identifiable health information, healthcare payor information, and all other information (provided information) legally and properly made available to us under the terms of the Business Associate Agreement. We also represent that we will implement appropriate safeguards and procedures designed to protect and prevent the inadvertent disclosure of this provided information. All employees of FrontRunnerHC are trained in privacy and security within two weeks of hire, and bound by this representation both during and after employment.

If you are questioned by someone outside the company or your department about FrontRunnerHC or client information, and you are concerned about the appropriateness of giving them certain information, you are not required to answer. Instead, refer the request to your manager or an officer of FrontRunnerHC.

No one is permitted to remove or make copies of any FrontRunnerHC records, reports, or documents without prior management approval. Disclosure of confidential information could lead to disciplinary action, up to and including termination.

This provision is not intended to, and should not be interpreted to, prohibit employees from discussing wages and other terms and conditions of employment if they so choose.

Privacy

The Company is respectful of employee privacy. All employee demographics and personal information will be shared only as required in the normal course of business. Healthcare enrollment information is kept in a separate folder from other human resources forms. Workers’ Compensation information is not considered private healthcare information; however, this information will be released only on a need-to-know basis.

The Company does not make or receive any private healthcare information through the course of normal work. If any employee voluntarily shares private healthcare information with a member of management, this information will be kept confidential. In addition, FrontRunnerHC has set up guidelines for employees and management to follow to ensure that company employees conform to the requirements of the Health Insurance Portability and Accountability Act (HIPAA). Annual training is required of all active employees and contractors and is to be completed by newly hired employees on their first working day with the Company.

Immigration Law Compliance

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 on the date of hire and present documentation establishing identity and employment eligibility within three business days of date of hire. Former employees who are rehired must also complete an I-9 form if they have not completed an I-9 form with the Company within the past three years, or if their previous I-9 form is no longer retained or valid. You may raise questions or complaints about immigration law compliance without fear of reprisal.

Employment at Will

FrontRunnerHC is an at-will employer. All employees are hired as employees at-will. This means that both employees and FrontRunnerHC are free to terminate the employment relationship at any time, with or without cause, and with or without notice. Nothing in this Handbook or in any document or statement, written or oral, shall limit the right to terminate employment-at-will. No employee of the Company has any authority to enter into any agreement for employment for a specified period or to make any agreement or representation contrary to the Company’s policy of employment at-will. Only the CEO of the Company has the authority to make any such agreement, and that agreement must be in writing.

Policies and Practices

Trial Period

The first three (3) months of your employment is an introductory period. This is an opportunity for the Company to evaluate your performance, and for you to decide whether you are happy being employed by the Company. The Company may extend this introductory period in its sole discretion. Neither the introductory period nor completion of the introductory period alters an employee’s at-will status: the employee is not guaranteed continued employment during or after the introductory period.

Attendance Policy

All employees are expected to arrive on time and/or ready to work for remote workers, every day they are scheduled to work. This includes being available to meet client needs, such as attending client calls. Therefore, unless your absence is permitted or excused under FrontRunnerHC’s holiday, paid time off (PTO), or other policies and/or applicable law, you are responsible for being at work and arriving on time. Employees should consult with their manager regarding their designated work schedule (i.e., hours) and expectations.

If unable to arrive at work on time, be available for remote work, or if an employee will be absent for an entire day, the employee must contact their manager as soon as possible. Employees should communicate directly with their manager if they are going to be late or absent. It is preferred that the employee calls their manager, but voicemail, e-mail, or text messages are acceptable in certain circumstances. An employee who is absent for reasons other than those permitted or excused by FrontRunnerHC’s holiday, PTO, or leave policies and/or applicable law, and/or who repeatedly fails to provide notice as required, will be subject to appropriate disciplinary action, up to and including termination, to the maximum extent permitted by applicable law. All aspects of this attendance policy will be interpreted and applied to ensure compliance with applicable law.

Drug and Alcohol Policy

FrontRunnerHC has a vital interest and obligation to maintain a work environment that is free from alcohol and drug abuse. We recognize that our success and future are dependent upon the health of our employees. Drug and alcohol abuse pose unacceptable risks for safe and efficient operations, not only for the user, but also for all those who work with him or her. To help ensure a safe, healthy, and productive work environment for our employees and others, protect FrontRunnerHC property, and ensure efficient operations, FrontRunnerHC has adopted a policy of maintaining a workplace free of drugs and alcohol. This policy does not apply to responsible drinking of alcohol at business meetings, FrontRunnerHC social outings, or FrontRunnerHC social events held on FrontRunnerHC premises; provided, employees must adhere to all other policies of the Company regarding employee conduct and behavior (including, harassment and discrimination) and may never drive a vehicle or operate machinery under the influence of drugs and/or alcohol.

Possession, use, solicitation, theft, transfer, distribution, sale, manufacture, or dispersal of alcohol, cannabis, illegal drugs (or their metabolites) and/or the misuse of legal drugs on FrontRunnerHC property or while performing company business is inconsistent with the company’s and our employees’ best interests. Employees and other individuals who work for FrontRunnerHC are also prohibited from reporting to work or working while they are using or under the influence of alcohol or any controlled substances, which may impact an employee’s ability to perform his or her job or otherwise pose safety concerns, except when the use is pursuant to a licensed medical practioner’s instructions and the licensed medical practitioner authorized the employee or individual to report to work. However, to the extent an employee is subject to any drug testing requirement, the right to report to work under the influence of medical marijuana or to use medical marijuana will not be considered a defense to a positive drug test, except as required by and in accordance with applicable law. Employees determined to be participating in such activities will be subject to appropriate disciplinary action, up to and including termination.

FrontRunnerHC maintains a policy of non-discrimination and will endeavor to make reasonable accommodations to assist employees recovering from substance and alcohol dependencies and those who have a medical history that reflects treatment for substance abuse conditions. However, employees may not request an accommodation to avoid discipline for a policy violation. We encourage employees to seek assistance before their substance abuse or alcohol misuse renders them unable to perform the essential functions of their jobs or jeopardizes the health and safety of any FrontRunnerHC, including themselves.

Dress Code Policy

FrontRunnerHC’s dress code policy is designed to help us all provide a consistent professional appearance to our customers and colleagues and applies to any employees who work from our offices as well as those working remotely. Our appearance reflects on ourselves and the company and we expect staff members to dress appropriately while still maintaining a semi-professional appearance. Employees are expected to dress in business casual attire and present a clean, professional appearance. Employees should not wear any clothing that could make their clients or coworkers uncomfortable or offended. Grooming styles and certain clothing dictacted by religion and ethnicity are not restricted.

The following guidelines should be considered when determining workplace appropriate attire:

• Clothing with offensive or inappropriate designs and slogans that could cause offense regarding subjects such as religion, sexuality, politics, age, ethnicity, disability, and gender identity are not allowed.
• Clothing should not be too revealing; crop tops, tank tops, low cut shirts, halter tops, spaghetti straps, tube tops, and very short skirts or shorts are prohibited, however some tops are acceptable when worn under a sweater, blouse, or jacket.
• All clothes must be clean and in good shape. Discernible rips, tears, holes, or stains are prohibited.
• Workout and outdoor activity dresswear are not allowed, including sweatpants and sweatshirts.
• Hats, caps, or hoods are not permitted.

Any employee with questions regarding workplace attire should discuss with their manager and/or HR. Managers will inform employees if they have violated the Company dress code. Employees in violation are expected to correct the issue immediately, or within the next business day. Repeated violations may result in disciplinary action and even termination.

Internet, Email and Computer Use Policy

FrontRunnerHC is committed to providing the tools and equipment necessary to allow each employee to successfully accomplish his/her job responsibilities. The Company uses various forms of electronic communication including, but not limited to: computers, email, telephones, voicemail, instant message, text message, Internet, cell phones and smart phones (hereafter referred to as “electronic communications”). The electronic communications, including all software, databases, hardware, and digital files, remain the sole property of the Company and are to be used only for Company business and not for personal use. For further information on technology use, please see the Company’s Acceptable Use Policy.

Social Media

FrontRunnerHC recognizes that workforce members may wish to access and use social media for personal activities and interests outside of work time.  This policy does not intend to discourage or unduly limit personal expression or online activities.  The Company respects the right of any employee to maintain their own personal blog or web page or to participate in social networking, including but not limited to Facebook, X (formally known as Twitter), and LinkedIn. All rules regarding confidential and proprietary business information apply in full to blogs, web pages, and any social networking sites. Any information that cannot be disclosed through a conversation, a note or an e-mail also cannot be disclosed in a blog, web page, social networking, or similar site. Workforce members are personally responsible for the content published in a personal capacity on any form of social media platform.  When in doubt, they should seek guidance from the company on how to comply with employment obligations.

Use of personal posts should not disclose information that would otherwise not be disclosed, speculate on policy or possible policy, or indicate possible future decisions of the company.  Whether an employee is posting something on his or her own blog, web page, social networking site, or on someone else’s, if the employee mentions the Company and also expresses either a political opinion or an opinion regarding the Company’s actions, the post must include a disclaimer. The post should specifically state that the opinion expressed is his/her opinion and not the Company’s position. Personal social media accounts should not be created with or associated with any corporate or company related email accounts except for LinkedIn accounts that are used for business reasons. Employees with any questions should review the guidelines above and/or consult with their manager.

All media requests should be directed to the Marketing Leader and CEO.

Failure to follow these guidelines may result in discipline, up to and including termination.

Office Security

All entry doors to the office are to remain locked at all times. Employees should use the designated office passcode to enter the suite. Office door codes are changed following the termination of an employee and should not be shared with persons outside of the Company for any reason.

All visitors should have an escort through the office at all times.

All employees should observe good security practices. You are expected to keep proprietary and confidential information secure from outside visitors and all other persons who do not have a legitimate reason to see or use such information.

Cell Phone Policy

When cell phones are used for Company business, employees must comply with all Company policies governing conduct. When using the cell phone in a public space, please remember to maintain the confidentiality of any private or confidential business information. As a courtesy to others, please shut cell phones off or place on vibrate mode while in the office.

If an employee elects to use their personally owned mobile device to connect to Company email and communication tools, they agree to allow their mobile device be enrolled by Company mobile device management software which will enforce certain security requirements onto the device. They further agree that company-provided applications and related data will be remotely wiped by the company should the device be lost, stolen, or if the employee terminates their employment with the Company. The removal of FrontRunnerHC information is crucial to ensure compliance with the Company’s confidentilaity and proprietary information policies and objectives.

Nepotism Policy

FrontRunnerHC considers all current employees and applicants for employment on the basis of merit regardless of their family or personal relationships to others at FrontRunnerHC. If a conflict of interest or the appearance or reality of improper influence or favor exists, FrontRunnerHC may take actions to avoid or correct such situations, which may include, but are not limited to, the following:

• An employee supervises or audits the work of a relative or friend
• Officers, managers, and exempt employees influence the hiring process or other employment procedures on behalf of relatives or friends

It is the responsibility of managers, with the guidance of HR, to ensure compliance with this policy. If you have questions concerning recruitment and selection or questions involving the interpretation or application of this policy, contact HR.

Employee References

All requests for references regarding former employees must be directed to HR. No other manager or employee is authorized to release references for current or former employees.

The only reference information about former employees that FrontRunnerHC provides is the dates of employment and the title of the last position held.

Employee Referral Program

As FrontRunnerHC continues to grow, we will be looking for outstanding individuals to join our team. We are excited to offer an employee referral program that will be an important part of our recruiting strategy. There is no better way to find talented associates than through associate referrals, and we look forward to your participation in the program.

When a candidate referred by an FrontRunnerHC associate is hired to fill a position at FrontRunnerHC, the referring employee receives $5,000. Executives of the company are not eligible for the referral program.

The referral guidelines are as follows:

1. Open positions will be announced Company-wide
2. Submit referral resumes to HR: E-mail: careers@FrontRunnerHC.com
3. Candidates can email resumes directly to: careers@frhc.com a. Make sure the candidate mentions that you are the referral so that you get credit
4. You must personally know anyone you refer
5. Once the qualified candidate is hired and employed for 90 days, the referral bonus will be paid through the regular payroll cycle

Outside Employment

While employed by FrontRunnerHC, you are expected to devote your energies to your job at FrontRunnerHC. For this reason, the Company does not encourage outside employment. The following types of outside employment are strongly prohibited:

• Employment that conflicts with your work schedule, duties, and responsibilities at FrontRunnerHC. Work-related activities and conduct away from FrontRunnerHC must not compete with, conflict with or compromise the Company’s interests or adversely affect job performance and the ability to fulfill all responsibilities to FrontRunnerHC
• Employment that creates a conflict of interest or is incompatible with your employment with FrontRunnerHC.
• Employment that interferes with the protection of FrontRunnerHC’s proprietary or confidential information
• Employment that impairs or has a detrimental effect on your work performance with FrontRunnerHC
• Employment that requires you to conduct work or related activities on FrontRunnerHC’s property during FrontRunnerHC’s working hours or using the Company’s facilities and/or equipment. This prohibition also extends to the unauthorized use of any company tools or equipment and the unauthorized use or application of any Company confidential information. In addition, employees may not solicit or conduct any outside business during work time for FrontRunnerHC.
• Employment that directly or indirectly competes with the business or the interests of FrontRunnerHC. Employees are prohibited from performing any services for customers of FrontRunnerHC that are normally performed by FrontRunnerHC

FrontRunnerHC employees must carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. If outside work activity causes or contributes to job-related problems at FrontRunnerHC, the employee will be asked to discontinue the outside employment, and the employee may be subject to the normal disciplinary procedures for dealing with the resulting job-related problem(s).

Employees may not use FrontRunnerHC PTO to perform work for another employer.

If an employee’s outside employment presents a conflict of interest with FrontRunnerHC and/or if such outside employment has any potential for negative impact on FrontRunnerHC, the employee will be asked to terminate the outside employment.

Fraudulent use of Company PTO Policy or an employee’s refusal to comply with FrontRunnerHC’s reasonable request to terminate outside employment may result in immediate termination of employment with FrontRunnerHC.

Should you choose to engage in outside employment, you can perform no work related to your outside employment during your working hours for FrontRunnerHC, with Company property or equipment, or on Company premises. FrontRunnerHC will not provide workers’ compensation coverage or any other benefit for injuries occurring from or arising out of your outside employment.

Open Door Policy

At some time, you may have a complaint, suggestion, or question about your job, your working conditions or the treatment you are receiving. Your good-faith complaints, questions, and suggestions are also of concern to the Company.

When you have job-related concerns, suggestions, or complaints, we encourage you to take the following steps:

1. Within a week of the events that cause the concern, bring the situation to the attention of your manager (or to any other member of management) who will then investigate and provide a solution or explanation. You are not required to discuss your concern first with your, if that manager is the individual with whom you have a problem.
2. If the problem persists, put your concerns in writing and present them to Human Resources. HR will investigate and provide a solution or explanation. Bring the matter to HR as soon as possible after you believe that your manager (or other member of management) has failed to resolve the matter.
3. If the problem is still not resolved, present the problem in writing to the CEO of the Company, who will attempt to reach a final resolution.

Although this procedure is beneficial and important for both you and the Company, you must understand that even this procedure cannot result in every problem being resolved to your satisfaction.

Performance Evaluations

To the extent possible, you will receive periodic performance reviews. The reviews will be conducted annually. However, the frequency of performance evaluations may vary depending upon your length of service, job position, past performance, changes in job duties, or recurring performance problems.

Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude and your attitude toward others. The performance evaluation should help you become aware of your progress and areas for improvement. After your review, you will be required to sign the evaluation report to acknowledge that it has been presented to you and discussed with you by your manager, and that you are aware of its contents.

A good performance evaluation does not guarantee a pay raise, because pay increases may not occur every year. Nor is a good performance evaluation a promise of continued employment. Your employment at the Company is expressly at your will and at the will of the Company. Either you or the Company may terminate the employment relationship with or without cause and with or without notice at any time. Nothing in this policy alters at-will employment.

Professional Memberships & Dues

Dues paid by management for approved memberships in professional or technical organizations are reimbursable. Receipts must be submitted within the time period covered by the membership. Prior approval from the manager and/or CEO is required.

Training, Conferences & Seminars

Registration fees or similar expenses for Company-approved training courses, conferences, seminars and conventions are reimbursable if prior approval is granted.

Travel and Expenses

Employees will be required to travel for business as needed per their job description. When corporate travel is required, employees are expected to follow the terms and conditions outlined in the Travel and Expense Policy. Please see the separate FrontRunnerHC Travel and Expense Policy.

Hours and Compensation

Employment Classifications

At the time you are hired, you will be classified as either “exempt” or “non-exempt”. The Fair Labor Standards Act (FLSA) specifies wage and overtime requirements for employees who are not considered exempt from its provisions. Employees who are not covered by the law, as determined by the type of work they perform and/or their earnings level, are considered to be exempt from its provisions. Generally, exempt employees are managers, executives, professional staff, technical staff, outside sales representatives, officers, directors, owners, and others whose duties and responsibilities allow them to be “exempt” from overtime pay provisions as provided by the FLSA. As necessary, employees may be required to work overtime. However, only nonexempt employees qualify for overtime pay. To work overtime, a nonexempt employee must obtain written permission from his or hermanager.

Non-exempt employees are entitled to overtime pay at the rate of one and one half (1½) times their regular hourly wage for approved hours worked in excess of 40 hours per week. To determine overtime compensation, only the hours that are actually worked are applied to the 40 hours per week threshold. For example, vacation, sick, or holiday hours do not count toward the threshold.

Exempt employees are paid on a straight salary basis for their overall job responsibilities rather than for hours worked. Thus, any hours greater than 40 will be without additional compensation, in accordance with the FLSA.

In addition to the above classifications, all employees are categorized as either “full time” or “part-time.” Full-time employees are those who regularly work at least 32 hours per week. Part-time employees are those who regularly work fewer than 32 hours per week.

Compensation, Hours, and Pay Dates

It is FrontRunnerHC’s intent to pay all employees’ wages and salaries that are competitive with those paid by other employers in the marketplace in a way that will be motivational, fair, and equitable. Compensation may vary with individual and Company performance and in compliance with all applicable statutory requirements.

Unless otherwise required by applicable law, all employees of FrontRunnerHC are paid on a bi-monthly basis by direct deposit or check. Paydays are the 15th day and the last day of each month. In the event that a payday falls on a weekend, paychecks and pay stubs are distributed the Friday prior. If a payday falls on a holiday, paychecks and pay stubs are distributed on the working day prior to the holiday.

FrontRunnerHC is required by law to make certain deductions from your paycheck each time one is prepared. Among these are your federal, state and local (if applicable) income taxes and your contribution to Social Security as required by law. These deductions are itemized on your check stub which available for you to view on ViewMyPaycheck at https://paychecks.intuit.com. The amount of the deductions depends on your earnings and on the information you furnish on your Form W-4 regarding the number of exemptions you claim. If you wish to modify this number, request a new Form W-4 from HR.

This salary pay policy is intended to comply with the salary pay requirements of the Fair Labor Standards Act and shall be construed in accordance with that act.

If you have any questions concerning your salary pay, contact HR as soon as possible so that any inadvertent error can be corrected.

Permitted Deductions from Pay/Safe Harbor Exempt Employees

Generally, federal regulations require that exempt employees under the FLSA must be paid their full salary for any week in which they performed work, without regard to the number of days or hours worked. However, there are several exceptions in which an employer may deduct a portion of an employee’s salary. For example, absent contrary state law requirements, exempt employees’ salary can be reduced for the following reasons if authorized by state law and any applicable contract:

• Deductions that are required by law, e.g., income taxes;
• Deductions for employee benefits when authorized by the employee;
• Absence from work for one or more full days for personal reasons other than sickness or disability;
• Absence from work for one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness;
• Offset for amounts received as witness or jury fees, or for military pay; or
• Unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions.
• The first or last week of employment in the event you work less than a full week.
• Any full workweek in which you do not perform any work.

During the week an exempt employee begins work for the Company or during the last week of employment, the employee will only be paid for actual days worked. In addition, an employee may be paid only for hours worked during a period when the employee is using unpaid leave under the Family and Medical Leave Act (FMLA). In any workweek in which you performed any work, your salary will not be reduced for any of the following reasons:

• Partial day absences for personal reasons, sickness or disability.
• Your absence on a day because your employer has decided to close a facility on a scheduled work day
• Absences for jury duty, attendance as a witness, or military leave in any week in which you have performed any work.
• Any other deductions prohibited by state or federal law.

Improper Deductions

If an employee classified as exempt believes that an improper deduction has been taken from his or her pay, the employee should immediately report the deduction to HR. The report will be promptly investigated and if it is found that an improper deduction has been made, the Company will reimburse the employee for the improper deduction.

Please note: It is not an improper deduction to reduce an employee’s accrued vacation, personal or other forms of paid time off for full or partial day absences for personal reasons, sickness or disability.

Working from Home

FrontRunnerHC considers its workplace to be creative, energetic, and conducive to both individual and team productivity. Employees’ work arrangements may fall into one of three categories: (i) in-person at the Plymouth office; (ii) remote; or (iii) hybrid (for those who are within 60 miles of the Plymouth office). An employee’s job responsibilities will not change due to working remotely from home. Professionalism in terms of job responsibilities, work output, and customer orientation will conntinue to follow the standards set by FrontRunnerHC. The amount of time an employee is expected to work will not change due to working from home. An employee’s work hours will be mutually agreed upon by the employee and their manager.

Hybrid workers are expected to work in the office 2-3 days per week as assigned by their manager.

Regardless of their work arrangement, in the event that business conditions require an employee’s in person presence at a specific work location, function, meeting, or other event, the employee is expected to report to such location. Remote or hybrid work arrangments may be discontinued at any time at the discretion of management.

Inclement Weather

For employees who work a hybrid or fully in person position will be able to work from home on inclement weather days. Must also get approval from manager.

Personnel Records and Administration

Keeping your personnel file updated with regard to pay, deductions, benefits, and other matters can be important to you. If you have a change in any of the items in the following list, notify HR:

• Legal name
• Home address or telephone number
• Emergency information
• Marital or family status
• Driving record or status of driver’s license
• Exemptions on your Form W-4
• Benefit enrollment
• Beneficiary information

If you have a family status change, notify HR within 30 days of the change for benefits modifications.

Benefits

FrontRunnerHC is committed to sponsoring a comprehensive benefits program for all eligible emloyees. In addition to receiving an equitable salary and having an equal opportunity for professional development and advancement, eligible employees have the opportunity to enjoy other benefits that will enhance overall job satisfaction. We are certain you will agree the benefits program described in this Handbook represent a significant investment by the Company.

FrontRunnerHC will periodically review the benefits program and will make modifications as appropriate. FrontRunnerHC reserves the right to modify, add, or delete the benefits it offers at any time.

Eligibility

If you are a full-time employee, you will enjoy all of the benefits described in the Handbook as soon as you meet the eligibility requirements for each particular benefit. Coverages are available to you and your dependents as defined in the benefit summary plan descriptions. Some benefits are available for part-time employees with a mimium of 20 hours per week; costs are prorated.

If there is any conflict between this Handbook and the official Summary Plan Descriptions (SPD), the Official SPDs and/or plan documents will govern. Copies of these documents are available for your review from HR.

Group Medical and Dental Insurance

FrontRunnerHC is dedicated to the health and well being of both you and your family. A comprehensive, quality medical and dental insurance program is available to you and your family. We have selected the plans we feel provide the best coverage for our employees. You become eligible for coverage on your date of hire.

The following benefits are provided, as defined and limited in the literature provided by our insurance company: Upon enrolling, you will obtain summary plan descriptions describing your benefits in detail. Refer to the literature provided by our insurance companies for details on your health and dental coverage.

• Medical Care Coverage— Employees contribute to the cost of the premium, and premiums are deducted on a pre-tax basis.
• Dental Care Coverage—Employees contribute to the cost of the premium, and premiums are deducted on a pre-tax basis.
• Optional Vision Care Coverage—Employees contribute to the cost of the premium and premiums are deducted on a pre-tax basis.

Health and Dental coverage is effective on the first of the month following your start date. All group insurance benefits and the costs are subject to change.

Applicable employee contributions for any insurance coverage are automatically deducted from your paycheck, after you complete and sign the appropriate paperwork.

Life, Accidental Death and Dismemberment, Short Term & Long-Term Disability

If you are a benefit eligible employee of FrontRunnerHC, you will be covered by FrontRunnerHC’s group life insurance policy which includes Life, ADD, Short and Long Term Disability. You become eligible for coverage on your date of hire. This insurance is payable in the event of your death, in accordance with the policy, while you are insured. You may change your beneficiary whenever you wish by submitting the appropriate documents to HR. Refer to the literature provided by our insurance company for details on your life insurance coverage. The cost structure is as follows:

• Group Term Life Insurance/Accidental Death and Dismemberment/Short Term Disability/Long Term Disability Insurance—FrontRunnerHC pays for 100% of your premium

Additional insurance and dependent coverage may be available at an additional cost to the employee. All group insurance benefits and the related shared costs are subject to change.

Applicable employee contributions for any insurance coverage are automatically deducted from your paycheck, after you complete and sign the appropriate paperwork.

Continuation of Group Benefits (COBRA)

Benefit eligible employees and their qualified beneficiaries may be eligible to continue group insurance coverage under the Company’s health plans after an event that would normally result in the loss of eligibility, if the triggering event is a “qualifying event.” These qualifying events include termination, reduction of hours, divorce, death and when a dependent child ceases to be a dependent. Contact HR for further information.

Health Savings Accounts

FrontRunnerHC offers an HSA account, in which you have an opportunity to deduct money from your checks on a pre-tax basis to pay for non-reimbursable health expenses and dependent care. If you have questions about HSA accounts, please contact HR.

401K Retirement Account

FrontRunnerHC offers a 401K Retirement plan managed by Empower. Employees are eligible to participate after 90 days of employment. An automatic deferral of 3% will be applied after 90 days of employment unless employee opts out. FrontRunnerHC will offer a discretionary match each year based on the profitability of the company.

Workers’ Compensation

Employees of FrontRunnerHC are covered for job-related injuries or illnesses in accordance with Workers’ Compensation statutes in the various states where employees are located. In order to be eligible for Worker’s Compensation benefits and to insure that on-the-job injuries receive prompt and effective treatment, you must follow these guidelines:

1. You must notify your manager immediately if an on-the-job injury occurs
2. You must notify HR as soon as possible to complete the Report of Injury and any other required Workers’ Compensation reports and to obtain information regarding physicians and treatment
3. You must request specific return-to-work instructions from the doctor and give this information to HR. (For example: A doctor must certify your suitability to return to work before you will be allowed to return to work after a job-related injury or illness.)
4. You must file additional incident reports with HR to insure proper attention to the claim. HR keeps a copy of the report.
5. You must provide the Company with a certification from your health care provider regarding the need for workers’ compensation disability leave and your ability to return to work from the leave.

Social Security Benefits (FICA)

During your employment, you and the Company both contribute funds to the Federal government to support the Social Security Program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age.

Unemployment Insurance

The Company pays a state and federal tax to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of their own or due to circumstances described by law. This insurance is administered by applicable state agencies, who determine eligibility for benefits, the amount of benefits (if any), and duration of benefits.

Vacation, Leaves, and Absences

Paid Time Off (PTO)

FrontRunnerHC realizes and understands that it is necessary to take time away from work for vacation, sickness and personal situations that may arise. Salaried and non-salaried employees are entitled to paid vacation, sick and personal time, considered Paid Time Off (PTO). PTO starts accruing at date of hire, 1.25 days per month up to a maximum of 15 days. If you are hired after the first of the year, your PTO for the first year is pro-rated to your hire date, subject to applicable state law. PTO is prorated for part-time positions. Must work in a benefit eligible position.

• All vacation requests must be approved by your immediate manager and forwarded to HR, once approved.
• PTO Requests should be sent via email to your immediate manager and HR in order to properly track PTO and staff accordingly during your absence.
• Once you submit a request for PTO, HR assumes that you took the time-off. If that is not the case, you must notify HR immediately.
• Any absence without the manager’s approval will be considered unapproved. Unusual or unforeseen circumstances sometimes cause a need for absence (sickness, a personal emergency, etc.) which cannot be scheduled in advance. Use of PTO may be granted if you provide adequate reasonable notice to your manager.
• If your employment with FrontRunnerHC is terminated, you will only receive compensation for accrued, unused PTO days as of the date of termination to the extent required by applicable law.
• As this policy covers sick leave, employees may use accrued PTO for the following reasons:
  • to care for the employee’s child (which includes a biological, adopted, or foster child, stepchild, legal ward, or child of a person standing in loco parentis), spouse (as defined by the marriage laws of the commonwealth, which includes a partner in a same-sex marriage), parent, or parent of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care;
  • to care for the employee’s own physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care;
  • to attend the employee’s routine medical appointment or a routine medical appointment for the employee’s child, spouse, parent, or parent of a spouse;
  • for travel to and from an appointment, a pharmacy, or other location related to the purpose for which earned sick time was taken; or
• to address the psychological, physical or legal effects of domestic violence.
• Unless the employee advises FrontRunnerHC otherwise, we will assume, subject to applicable law, that employees want to use available PTO for absences for reasons set forth above and employees will be paid for such absences to the extent they have earned PTO. Individuals that use all of their PTO in a calendar year that later have a need for sick leave will not be granted additional sick leave.
• Employees can roll over accrued and unused hours of accrued PTO of up to 40 hours to the following calendar year
• Use of PTO does not constitute hours worked for the purposes of overtime. Use of PTO may run concurrently with time off pursuant to any applicable law, if applicable, and to the extent permitted by applicable law. The Company reserves the right to request verification that PTO used for sick time has been used for an allowable purpose, or to request documentation in accordance with applicable law.

Family and Medical Leave Act

Family Medical Leave Act is available to employees of companies with 50 or more employees. The Company will provide eligible employees with Family and Medical Leave Act leave during times the Company is considered a covered employer under applicable law. Please consult with human resources regarding eligibility for this leave.

Purpose

The Family and Medical Leave Act of 1993 entitles eligible employees with at least 12 months of service and at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave to request up to 12 weeks of unpaid leave in any 12-month period for one or more of the following reasons:

• To care for the employee’s newborn child or a child placed with the employee for adoption or foster care;
• To care for the employee’s spouse, child, or parent, who has a serious health condition;
• To take medical leave when the employee is unable to work because of a serious health condition; or
• Any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent of an employee is on active duty (or has been notified of an impending call or order to active duty) in the United States Armed Forces in support of a contingency operation.

Eligible spouses who work for the same employer are limited to a combined total of 12 workweeks of leave in a 12-month period for the following FMLA-qualifying reasons: the birth of a son or daughter and bonding with the newborn child, the placement of a son or daughter with the employee for adoption or foster care and bonding with the newly-placed child, and the care of a parent with a serious health condition.

The Company will measure the 12 month period looking forward from the Sunday immediately preceding the date the employee first takes FMLA leave in line with the measuring period for PFML.

FMLA Leave to Care for Service Members

In addition to the leave described above, an FMLA-eligible employee who is the spouse, child, parent, or next of kin (defined as the nearest blood relative) of a covered service member in the United States Armed Forces will be entitled to take a total of 26 workweeks of leave during a 12-month period to care for such service member, if the service member is subject to any of the following conditions incurred while in the line of duty while on active duty:

• Undergoing medical treatment, recuperation, or therapy for a serious injury or illness;
• Otherwise in outpatient status for a serious injury or illness; or
• Otherwise on the temporary disability retired list for a serious injury or illness.

Such leave is available only during a single 12-month period. During such 12-month period, an employee is entitled to combined total of 26 workweeks of leave for this reason and any other FMLA-qualifying reason(s) described above.

Notice and Designation of Leave

Unless the need for an absence is not foreseeable (e.g., an emergency medical situation), a request for FMLA leave must be submitted in writing and supported by appropriate documentation (including, where appropriate, a health care provider’s letter indicating the need for the employee’s absence and the anticipated date of return) at least thirty (30) days before the commencement of the leave.

The request for FMLA leave is subject to the approval of the Company. If the leave is the result of a serious health condition of the employee or the employee’s family member, the Company may request medical certification by the treating health care provider, and the Company also may require a second opinion from a health care provider designated and paid for by the Company.

Any available PTO may be applied toward the employee’s FMLA leave (except where prohibited by applicable law). Unless otherwise expressly indicated or required by applicable law, FMLA leave shall run concurrently with any other leave available to employees.

Employee’s Rights During FMLA Leave

During an approved FMLA leave, the employee’s position will be held open to the extent required by the FMLA and applicable law, and the Company will continue to pay its portion of the premium for the employee’s medical and dental insurance coverage. Employees are expected to make timely payment of their contribution portion for any medical and dental coverage as stated in the employee’s signed agreement(s).

Returning to Work

If the employee fails to return to work after the expiration of an FMLA leave, the Company shall be entitled to recover from the employee the cost incurred by the Company to continue the employee’s medical and dental insurance coverage. However, there may be limited circumstances where an employee will not be obligated to provide such reimbursement.

If an employee’s FMLA leave is because of the employee’s own serious health condition, the employee will be required, prior to returning to work, to submit to the Company a letter from his or her health care provider that the employee’s medical condition is sufficiently resolved to permit the employee to return to work. Also, an employee will be required to be cleared by the Company and may be required to be evaluated by a health care provider engaged (and paid for) by the Company prior to resuming work.

An employee failing to return to work on the scheduled return date after an FMLA or other approved leave of absence will be terminated from employment.

Small Necessities Leave

To the extent the Company is subject to the FMLA, in addition to any FMLA leave for which employees may be eligible, all employees may take up to twenty-four (24) hours of unpaid leave over any twelve-month period for any of the following reasons:

• To participate in school (defined as a primary or secondary school, a Head Start program, or a licensed children’s day care facility) activities directly related to the educational advancement of a son or daughter, such as parent-teacher conferences or interviewing for a new school;
• To accompany a son or daughter to routine medical or dental appointments, such as check-ups or vaccinations; or
• To accompany a relative of at least 60 years of age related by blood or marriage to routine medical or dental appointments or appointments for other professional services related to that relative, such as interviewing at nursing or group homes.
• Unless the need for an absence is not foreseeable (e.g., an emergency medical situation), a request for Small Necessities leave must be submitted in writing and supported by appropriate documentation at least seven (7) days before the commencement of the leave. The request for Small Necessities leave is subject to the approval of the Company. All leave must be taken in whole hour increments.

Small Necessities leave is unpaid. Employees must use available vacation or personal times towards their leave.

Paid Family Medical Leave (PFML)

Paid Family Medical Leave or PFML is a state-offered benefit provided to eligible employees in accordance with applicable law. PFML is funded through state tax and is separate from both the federally mandated benefits offered by the Family Medical Leave Act (FMLA) and from leave benefits that may be offered by your employer. W2 workers who work in the respective states, whether they are full-time, part-time, or seasonal as well as self-employed individuals are covered by PFML. Please see HR for further details on state PFML policies.

Massachusetts Paid Family and Medical Leave

Eligible Massachusetts employees are entitled to paid family and medical leave benefits for qualifying reasons pursuant to the Massachusetts Paid Family and Medical Leave Act (“PFML”). If you have any questions about this Massachusetts Paid Family and Medical Leave Policy (the “Policy”), please contact HR.

PFML Contributions

When required the company makes contributions to the Massachusetts Department of Family and Medical Leave Employment Security Trust Fund to fund family and medical leave benefits. The Company is responsible for sending contributions to the Department for all eligible employees, though a portion of the contribution is deducted from an employee’s pay. The contribution rate is adjusted annually by the Massachusetts Department of Family and Medical Leave. For questions regarding contribution rates, please contact HR. Employees seeking PFML benefits are required to apply to the Massachusetts Department of Family and Medical Leave, as outlined below.

Eligibility

All full-time and part-time employees who work entirely or primarily in Massachusetts are generally eligible for PFML benefits. An employee whose services are not localized in any state but some part of their service is performed in Massachusetts may also be eligible for benefits. Please contact HR for specific questions on eligibility. In addition, any former employee of the Company who has been separated from employment in Massachusetts for not more than twenty-six (26) weeks and remains unemployed at the start of the former employee’s covered leave is also eligible for PFML benefits from the Company under this Policy. Please note that the PFML law outlines certain financial eligibility requirements that employees must meet to qualify for benefits. To the extent applicable, the Company reserves the right to request documentation of financial eligibility from employees and former employees to determine eligibility for leave benefits under this Policy.

Leave Allotments

Eligible employees are entitled to up to:

• 12 weeks of paid family leave in a benefit year for the birth, adoption, or foster care placement of a child.
• 12 weeks of paid family leave due to a qualifying exigency arising out of the fact that a family member is on active duty or has been notified of an impending call to active duty in the Armed Forces.
• 20 weeks of paid medical leave in a benefit year if the employee has a serious health condition that incapacitates him or her from work.
• 26 weeks of paid family leave in a benefit year to care for a family member who is a covered service member undergoing medical treatment or otherwise addressing consequences of a serious health condition relating to the family member’s military service.
• 12 weeks of paid family leave in a benefit year to care for a family member with a serious health condition

Eligible employees are entitled to 26 total weeks, in the aggregate, of paid family and medical leave in a single benefit year. Leave allotments are based on the number of hours or days an employee works. When an employee works part-time or variable hours, the amount of leave is determined on a pro rata basis.

Benefits During Leave

Eligible employees will receive a weekly benefit amount during leave based on the employee’s average working week and the wages or qualified earnings earned with the Company. If an employee has multiple employers, the employee’s average weekly wage will be calculated for each employer separately. The weekly benefit amount is capped by the Massachusetts Department of Family and Medical Leave and adjusted annually in accordance with the PFML law.

There is a seven-day waiting period associated with PFML leave benefits. This means that an eligible employee will not receive pay during the first seven days of leave, absent certain circumstances. Employees may choose to use PTO or sick leave (if applicable) during the seven-day waiting period.

Massachusetts Parental Leave

Full-Time employees who have completed 90 days of employment are entitled to take a parental leave of up to eight (8) weeks per child for the purpose of giving birth, for the placement/adoption of a child under the age of 18, or under the age of 23 who is mentally or physically disabled. To be eligible for the leave, the employee must provide in writing (a) at least two (2) weeks’ notice of anticipated departure date and (b) a statement of intention to return to work. It also permits the employee to provide notice as soon as practicable if the delay is for reasons beyond the employees’ control. At the end of the leave period, the employee will be entitled to return to the same or a comparable job at their last rate of pay and benefits, except where certain legally recognized circumstances apply. If two employees give birth or adopt the same child the two employees are entitled to an aggregate of 8 weeks of leave.

Massachusetts parental leave is unpaid. Parental leave shall run concurrently with any other leave for which the employee is eligible including, but not limited to, FMLA or PFML. Any employee on parental leave is permitted to use accrued and available PTO during their parental leave.

An employee shall not be paid for any holidays occurring during a parental leave of absence. PTO will not accrue during any unpaid leave.

Employees on parental leave will be allowed to continue to participate in health insurance benefits. During this period, the employee remains responsible for paying her/his share of the insurance premiums and the Company will pay its regular share of the premiums.

An employee intending to use parental leave must provide the Company with sufficient information to determine if a requested leave qualifies for leave under the parental leave policy.

An employee on parental leave must contact HR at least one week prior to the conclusion of the parental leave to schedule and plan for her/his return to work.

FrontRunnerHC Paid Parental Leave

FrontRunnerHC will provide up to three weeks of paid parental leave following the birth of an employee’s child or the placement of a child with an employee in connection with adoption or foster care. The purpose of paid parental leave is to enable the employee to care for an bond with a newborn or a newly adopted or newly placed child. This policy will run concurrently with Family Medical Leave Act (FMLA), PFML or any other state leave for which the employee is eligible. Employees must be employed with the company for at least 12 months, have worked at least 1,250 hours during the 12 consecutive months immediately preceding the date the leave would begin and be in a benefit eligible position.

Domestic Violence Leave

Domestic violence is leave is available to employees of organizations with 50 or more employees. All employees, regardless of their eligibility for other leave, are eligible under Massachusetts law for up to fifteen (15) days of unpaid domestic violence leave in any twelve (12)-month period (measured backward from the date an employee uses leave under this policy). Domestic violence leave is available if the employee (who is not the perpetrator of the abuse) or a family member is the victim of domestic violence, stalking, sexual assault, or kidnapping. This leave may be used for reasons such as seeking medical attention, counseling, victim services or legal assistance; securing housing; participating in court proceedings; meeting with members of law enforcement; or to address other issues directly related to the abusive behavior.

For the purposes of this policy, the term “family member” shall mean: spouses, parents and step-parents, children and step-children, siblings, grandparents, grandchildren, persons with whom the employee has a substantive dating or engagement relationship, persons with whom the employee has a child in common, and persons with whom the employee is in a guardianship relationship.

Interaction with Other Leaves and/or PTO

Under certain circumstances, this leave may run concurrently with the FMLA. In addition, prior to an employee utilizing this leave, he or she must first exhaust all PTO or sick leave time. PTO or sick time will not accrue during this leave. Health coverage will continue on the same basis as before the leave.

Reinstatement

Upon returning to work, the employee will be restored to his or her original or an equivalent position, unless economic, business or other circumstances unrelated to the employee’s use of leave under this policy would have resulted in a change in the employee’s employment status or position.

The use of leave under this policy shall not result in the loss of any employment benefits accrued prior to the date on which the leave taken under this policy commenced.

Notice

Except in cases of imminent danger, the employee must provide thirty (30) days’ advance notice of the need to take leave. When thirty (30) days’ notice is not possible, the employee must provide notice as soon as practicable.

If an employee takes leave due to imminent danger to the employee or his or her family member and cannot provide advance notice, he or she must provide notice to HR within three (3) workdays. Such notice may be communicated to the Company by the employee, his or her family member, or any professional person who may be assisting the employee in addressing the abusive behavior and its consequences, such as a counselor, social worker, healthcare worker, member of the clergy, shelter worker, lawyer, or legal advocate.

Documentation Requirements

The employee may be requested to provide documentation after he or she returns to work showing that the employee or his or her family member has been a victim of abusive behavior and that the leave was taken to address issues directly related to this abusive behavior. Any of the following documents are sufficient:

• A protective order, order of equitable relief, or other documentation issued by a court as a result of abusive behavior against the employee or his or her family member.
• A document on the letterhead of the court, provider, or public agency stating that the employee sought assistance relating to the abusive behavior against the employee or his or her family member.
• A police report or statement of a victim or witness provided to police, including a police incident report, documenting the abusive behavior against the employee or his or her family member.
• Documentation that the perpetrator of the abusive behavior against the employee or his or her family member has admitted to sufficient facts to support a finding of guilt of abusive behavior or has been convicted of, or has been adjudicated a juvenile delinquent by reason of, any offense constituting abusive behavior and which is related to the abusive behavior that necessitated the leave.
• Documentation of medical treatment or counseling as a result of the abusive behavior against the employee or his or her family member.
• A sworn statement, signed under the penalties of perjury, provided by a counselor, social worker, health care worker, member of the clergy, shelter worker, legal advocate, or other professional who has assisted the employee or his or her family member in addressing the effects of the abusive behavior.
• A sworn statement, signed under the penalties of perjury, from the employee attesting that he or she has been the victim of abusive behavior or are the family member of a victim of abusive behavior.

If an unscheduled absence occurs as a result of abusive behavior, no negative action will be taken against the employee, if, within thirty (30) days from the last unauthorized absence in the instance of consecutive days of unauthorized absences, the employee provides any of the documentation described above.

Record Retention

Any documentation provided to the Company in connection with abusive behavior leave will be maintained in the employee’s file only for as long as required for the Company to make a determination as to whether the employee is eligible for leave under this policy.

All information related to such leave due to abusive behavior will be kept confidential and will not be disclosed, except to the extent that disclosure is (i) requested or consented to, in writing, by the employee, (ii) ordered to be released by a court, (iii) otherwise required by applicable federal or state law, (iv) required in the course of an investigation authorized by law enforcement, including, but not limited to, an investigation by the attorney general, or (v) necessary to protect the employee’s safety or the safety of other employees at the Company.

Prohibition Against Retaliation

It is expressly forbidden for anyone to interfere with, stop, or deny the exercise of or the attempted exercise of, any right to domestic violence leave provided under this policy, including among other things, by using the taking of such leave as a negative factor in any employment action such as evaluation, promotion, disciplinary action or termination, or otherwise subjecting an employee to discipline for the use of such leave.

Pregnancy Accommodations

Consistent with the Massachusetts Pregnant Workers Fairness Act (the “PWFA”), and other applicable state and federal law, the Company does not discriminate against applicants or employees regarding pregnancy or pregnancy-related condition, including, but not limited to, lactation or the need to express breast milk for a nursing child. The right to be free from such discrimination includes the right to reasonable accommodations for conditions related to pregnancy. Employees and applicants who are pregnant or have a related medical condition will be provided routine accommodation upon request, such as: (i) more frequent restroom food, or water breaks; (ii) acquisition or modification of equipment or seating; (iii) limitations on lifting greater than 20 pounds; and (v) private non-bathroom space for expressing breast milk. Individuals who require further accommodation to enable them to perform the essential functions of their job or the position to which they have applied, may make a request to HR.

Employees or applicants seeking pregnancy-related accommodations should make a request to HR. After the individual has requested accommodation, the Company will engage in an interactive dialogue with the individual to determine the feasibility of the requested accommodation. As part of that process, the Company may meet with the individual to discuss the requested accommodation and may request that the individual provide documentation from an appropriate health care or rehabilitation professional supporting the need for a reasonable accommodation. If the Company requests medical documentation, the employee must ensure that the complete information is returned within 15 days of the request. Failure to provide requested documentation on time (or at all) may delay the Company’s ability to provide reasonable accommodation and/or result in the denial of the request for accommodation. If the Company determines that the requested accommodation will be effective and is feasible without imposing an undue hardship, the Company will make the accommodation. The Company may also propose an alternative but equally effective accommodation.

The Company will not:

• take an adverse action against an employee that requests or uses a reasonable accommodation;
• deny an employment opportunity to an employee because of the Company’s need to provide the employee a reasonable accommodation based on a known condition related to the employee’s pregnancy;
• require an employee to accept an accommodation the employee chooses not to accept where the accommodation is not necessary to enable the employee to perform the essential functions of the job;
• demand that an employee take a leave of absence if another reasonable accommodation would suffice and would not pose an undue hardship to the Company; or
• refuse to hire a person who is pregnant because of the person’s pregnancy or condition related to pregnancy where the person can perform the essential functions of the position with a reasonable accommodation that would not impose an undue hardship to the Company.

Compassionate Leave

Full-time employees may be granted time off from work, up to five days with pay at the regular base pay to grieve following the death of an immediate family member (mother, father, spouse, partner, child or step-child) and two days for other family members or following a miscarriage, or to process a failed surrogacy, adoption, or fertility treatment. Leave taken under this Compassionate Leave policy will run concurrently with leave taken under any other FrontRunnerHC policy and/or applicable state or federal leave law. Unless otherwise required by law, Compassionate Leave can be taken all at once or intermittently, in no less than one-day increments.

Jury Duty

FrontRunnerHC allows time off from normal working schedules to enable you to fulfill your obligation as a citizen when you are called to serve as a juror. When you receive a summons for jury duty, you must immediately notify your manager. If you are a full-time employee, FrontRunnerHC will pay you while you are on jury duty at your regular base pay. Paid time off for jury duty will be limited to 10 consecutive days. Time off for jury duty in excess of 10 days requires the approval from upper management. You must submit certification of your jury attendance to HR in order to qualify for the Company-paid jury days.

Military Leave

If you are required to fulfill military obligations in the uniformed services of the United States, you will be granted an unpaid military leave of absence for the time required consistent with applicable laws. Re-employment rights are subject to applicable laws. You may elect to take vacation during periods of military reserve training.

When you return from military service (or release from hospitalization that continued following the completion of your military service), and you apply to FrontRunnerHC for reinstatement in a timely manner, you will be reinstated with full seniority to your former position or an equivalent position, subject to any defenses allowed under the law.

Company Holidays

A holiday schedule is issued each year, but typical company-paid holidays include:

• New Year’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day

When a holiday falls on a Saturday, it is usually observed on the prior Friday. When the holiday falls on a Sunday, it is observed on the following Monday. Holidays that fall during a scheduled vacation do not count as a vacation day used.

Employees will also receive one (1) floating holiday per calendar year. The floating holidays may be used for religious or cultural holidays, employee birthdays, or other state or federal holidays during which the Company remains open.

Floating holidays are available at the beginning of each calendar year for all current employees. Employees must specify the event for which they are requesting to use a floating holiday. The request must be scheduled and approved in advance by the employee’s manager. Approved floating holiday should be sent to HR for tracking purposes.

Floating holidays will not be carried over to the next calendar year, nor may they be cashed out if not taken or paid upon termination of employment except as required by applicable law.

Discipline and Termination

Disciplinary Action

To ensure that FrontRunnerHC business is conducted properly and efficiently, you are expected to conform to certain standards of attendance, conduct, work performance, and other work rules and regulations. When a problem in these areas arises, your manager will work with you to develop an effective solution. If, however, you fail to respond to counseling, or an incident occurs requiring formal discipline, the Company may at its discretion take any of the following actions, at any time:

• Oral warning
• Written warning, in the form of a memorandum that will become part of your personnel file
• Probation, which may be accompanied by oral or written standards for your improved performance (probation will be noted in your personnel file)
• Final Written Warning or Suspension with or without pay
• Immediate dismissal

FrontRunnerHC reserves the right to discipline you or terminate your employment, without warning, for any reason, including any action by you, even if the action constitutes a first offense. FrontRunnerHC also reserves the right to terminate your employment based on business conditions or requirements. The Disciplinary Action guidelines are not intended to create a contract, express or implied.

Termination

FrontRunnerHC’s interest in efficient operations and the general welfare of its employees requires you, as an FrontRunnerHC employee, to conduct yourself with high standards of behavior. If the Company believes that you have engaged in or are engaging in any of the following activities, or if FrontRunnerHC believes you have failed to satisfy any other written or unwritten Company standards, you may be subject to disciplinary action, including immediate termination of employment. The Termination guidelines are not intended to create a contract, express or implied.

These activities include, but are not limited to, the following:

• Unsatisfactory performance, including negligent or careless work or neglect of duty
• Falsification of Company records, including the employment application and other employment records
• Theft, abuse, misuse or willful damage to FrontRunnerHC property, the property of other employees, or the property of parties with which FrontRunnerHC conducts business
• Possession of weapons on Company property
• Unsatisfactory attendance or tardiness
• Insubordination—disregarding or refusing to comply with instructions given by authorized persons or refusal to perform work as directed
• Violation of any other policy or procedure
• Conviction of a felony

Leaving FrontRunnerHC, Inc.

At some time you may leave the employ of FrontRunnerHC, either through your own or the Company’s initiative. At that time, HR will conduct an exit interview to discuss your reasons for leaving and any other impressions that you may have about FrontRunnerHC. During the exit interview, you can provide insights into areas for improvement that the Company can make. In addition, HR will collect all Company property from you, and discuss final pay and benefits issues, if applicable.

Revision Tracking

Rev	Description	Date	Approved
-	Original Document	2017	J Donnelly
1.0	Update	May 2019	J Donnelly
2.0	Update	March 2024	J Donnelly
3.0	Update	August 2025	S Melvin

Appendix A: Employee Acknowledgement Form

Employee Acknowledgement Form

I hereby acknowledge receipt of the FrontRunnerHC, Inc. Employee Handbook, and I understand that it is my responsibility to become familiar with its contents.

I understand that this Handbook is not a contract and does not contain all of FrontRunnerHC’s policies and procedures, and that FrontRunnerHC retains the right to change, modify, suspend, interpret, or cancel, in all or in part, any of its published or non-published policies and procedures, without advance notice.

I understand that employment at FrontRunnerHC is at-will and I have the right to terminate my employment at any time, and that the Company retains the same right.

My signature below represents my personal commitment to the above statements.

______________________________
Employee’s Signature

______________________________
Employee’s Printed Name

______________________________
Date