THE GALLEGOS CORPORATION

EMPLOYEE HANDBOOK

January 2015

Neither this Employee Handbook nor any other written materials of the Company

constitute or are intended to constitute a contract of employment or an offer of

employment. This Handbook is merely a guideline. It is not legally binding and does not

constitute an express or implied contract of employment or an offer of an express or

implied contract of employment. Your employment with the Company is “at-will,”

meaning either you or the Company may terminate your employment at any time and for

any reason, with or without notice. This handbook supersedes and replaces all previous

Gallegos Corporation handbooks.

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Welcome New Employees!

On behalf of your colleagues, the Company welcomes you and wishes you every success here.

This Handbook will answer questions you may have about the Company. You are expected to read it

from cover to cover. The Company hopes your experience here will be challenging, enjoyable and

rewarding.

You have just joined a team of master craftsmen, who take pride not only in their work, but being a

team member with one of the industry’s leaders. Since its founding in 1970 as a specialty masonry

contractor, Gallegos has been committed to being the leader in quality residential and commercial

construction services. We are uniquely qualified to create custom works of art in stone, masonry,

stucco, plaster, concrete, marble, granite and art rock.

Since our inception, Gallegos has been a family-owned and operated business, exemplifying dedication,

perseverance, leadership and expertise in commercial and residential construction services. With the

best-assembled group of professionals in our field, we credit our longevity to a team effort, which is

apparent throughout each phase of every project we work on. Many of our projects have been awarded

local and national awards for their workmanship. These awards recognize Gallegos as a leader in our

industry.

Our offices are located in Aspen and Denver; with our Corporate Headquarters in Vail, Colorado. We

have specialized crews that travel throughout the United States working remote location, high-end

residences and resorts.

Gallegos strives to provide a working environment where our employees can thrive, learning new skills

to become master craftsmen. We encourage training so you can reach your potential, and many

employees over the years have achieved training certificates in their field. We have a large number of

employees who have been with us for one, two and even three decades.

Gerald Gallegos, founder, was born in Southern Colorado and attended Eagle County public schools,

graduating from Battle Mountain High School, and then continuing his education at Mesa State College in

Grand Junction. Gerald was especially keen on helping youth get ahead and providing educational

opportunities. He was involved in many organizations including El Pomar Foundation, Vail Valley

Foundation, The Youth Foundation, Minturn Community Fund and Roundup River Ranch.

Gallegos is committed to enhancing the communities where its employees work, whether Denver,

Aspen, Vail, or across the United States. The Gallegos Corporation’s pledge to support community

organizations started with Gerald. Every year, The Gallegos Corporation gives generously to local

charities.

Beyond giving money, Gallegos takes pride that many of its employees participate in community events

they are interested in, whether coaching Little League, ski racing, attending a spelling bee or reading to

students. We are excited to have you as a part of our team! Gary Woodworth, CEO.

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Mission Statement

Lead our industry by creating value

for our customers, employees, and

communities through safe, quality

construction of the highest

professional standard.

Excellence. Distinction. Community.

Community.

Our Values:

Community Involvement

Integrity

Extraordinary Work Ethic

Passion for the Work

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EMPLOYEE HANDBOOK

Table of Contents

PURPOSE OF THIS EMPLOYEE HANDBOOK 1

EQUAL EMPLOYMENT OPPORTUNITY 1

IMMIGRATION LAW COMPLIANCE 2

BACKGROUND CHECKS 2

CONDUCT OF EMPLOYEES 3

OPEN DOOR POLICY 4

WORKPLACE HARASSMENT 4

DATING AND RELATIONSHIP GUIDELINE 7

ANTI-VIOLENCE 7

ALCOHOL/DRUGS PROHIBITIONS 8

SAFETY 11

ATTENDANCE AND PUNCTUALITY 15

CHANGES TO PERSONAL INFORMATION 15

PERSONAL MAIL AND TELEPHONE CALLS 15

WORKPLACE PRIVACY ISSUES 16

COMPANY COMPUTER AND INTERNET USAGE 16

SOCIAL MEDIA 18

NO SOLICITATION 18

EMPLOYMENT STATUS 18

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WORKING CONDITIONS 19

Work Week 19

Work Break/Lunch Break 19

Lactation/Breastfeeding Breaks 20

PERFORMANCE EVALUATIONS 20

COMPENSATION 21

Pay Day 21

Payroll Deductions 21

Overtime/Non-Exempt Employees 22

Pay Advances 22

Job Closure 23

Business Reimbursement or Benefits 23

Mileage Reimbursement 23

Work out of town 23

BENEFITS 23

Health/Dental Insurance 24

Flexible Spending Account (FSA) 24

401(k) Retirement Plan 25

Holidays 25

Paid Time Off (PTO) 25

Short-Term Medical Leave 28

Part-Time Employee Benefits 29

LEAVES OF ABSENCES 29

Domestic Abuse Leave 30

Funeral Leave 30

Parental Involvement/School Visitation Leave 30

Family and Medical Leave Act (FMLA) 31

Jury and Witness Duty 33

Military Leave Policy 33

Personal Leave 34

Voting Leave 34

Failure to Return from Leave of Absence 34

ACCESS TO PERSONNEL RECORDS 34

BUSINESS ATTIRE 34

ACKNOWLEDGMENT 38

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PURPOSE OF THIS EMPLOYEE HANDBOOK

1. This Employee Handbook (“Handbook”) is merely a guideline. It is not legally binding or

intended to be legally binding and does not constitute an express or implied contract of

employment or an offer of an express or implied contract of employment.

2. The Company reserves the right to modify, suspend, interpret, or cancel any provision of

this Handbook, at any time, with or without notice, and at its complete discretion.

3. EMPLOYMENT WITH THE COMPANY IS “AT WILL,” EXCEPT FOR EMPLOYEES WHO

HAVE A WRITTEN CONTRACT SIGNED BY THE CEO OF THE COMPANY AND WHICH IS

EXPRESSLY IDENTIFIED IN ITS TEXT AS AN “EMPLOYMENT CONTRACT.” “AT WILL”

MEANS EITHER YOU OR THE COMPANY MAY TERMINATE YOUR EMPLOYMENT AT ANY

TIME AND FOR ANY REASON, WITH OR WITHOUT NOTICE.

4. Only the CEO of the Company is authorized to enter into an employment relationship

with current or prospective employees, which is anything other than an “at will”

relationship. Furthermore, there are no enforceable contracts of employment that are

not in writing, signed by the CEO.

5. No supervisor or other representative of the Company is authorized to modify the

provisions of this Handbook or any other policies or provisions of the Company.

EQUAL EMPLOYMENT OPPORTUNITY

The Company strives to comply with all applicable federal, state, and local statutes, regulations,

or ordinances prohibiting employment discrimination on the basis of race, creed, color, national

origin, ancestry, sex, pregnancy, religion, age, disability, marital status, military status, genetic

information, off-the-job lawful activities, sexual orientation, and retaliation. We want to get it

right!

Because the Company sometimes serves as a federal contractor, the Company also strives to

comply with Executive Order 11246 and the regulations issued by the Secretary of Labor in 41

C.F.R. Chapter 60, concerning Affirmative Action Programs.

This Handbook, any other document provided to you by the Company, and any statement

made to you by the Company do not add to any rights to which you may be already entitled by

such laws, nor are such documents or statements intended to create an express or implied

contract concerning your employment. As an at-will employee, your employment may be

terminated at any time, with or without cause, and with or without notice.

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IMMIGRATION LAW COMPLIANCE

The Company strives to employ only United States citizens and aliens who are authorized to

work in the United States and to not unlawfully discriminate on the basis of citizenship or

national origin or against work-authorized individuals. You must refrain from falsifications,

omissions, and misrepresentations concerning all government documentation required to be

completed by you. Falsifications, omissions, and misrepresentations are grounds for

termination of your employment and may be reported by the Company to the appropriate

governmental agencies.

In compliance with the Immigration Reform and Control Act of 1986 and the Colorado

Employment Verification Law, each new employee and re-hire, as a condition of employment,

must complete the Employment Eligibility Verification Form I-9 and cooperate with the

Company in presenting documentation establishing identity and employment eligibility within

the time and as required by law.

Employees who fail to comply with these requirements or who submit false documentation

shall be subject to discipline, up to and including termination.

BACKGROUND CHECKS

The company will run a Colorado Bureau of Investigation (CBI) background check on every

employee post-employment offer. We will run a background check for any employee who is

being rehired and has been gone from employment more than 6 months. An applicant may be

denied employment if the background check reflects the following criteria:

Persons who are on active parole, probation, or other forms of conditional release (e.g.,

community programs, furloughs from custody, etc.) for a felony conviction, or who have

a felony conviction within the past three years.

A felony conviction involving violence in the past 10 yrs.

A conviction of any type involving abuse of any type or neglect towards children and/or

domestic violence.

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CONDUCT OF EMPLOYEES

1. The Company expects all employees to perform their job duties at the highest

professional and business standards at all times and will not tolerate dishonest,

neglectful, inappropriate, substandard, unsatisfactory, disruptive, or insubordinate

conduct. Employees terminated for dishonest, neglectful, inappropriate, substandard,

unsatisfactory, disruptive, or insubordinate conduct are ineligible for re-employment by

the Company.

2. The Company therefore reserves the right, in all instances, to impose discipline, up to

and including termination, with or without prior warning, procedure or formality.

3. While common sense is the best guide for determining whether conduct is dishonest,

neglectful, inappropriate, substandard, unsatisfactory, disruptive, or insubordinate, if

you have any questions concerning the permissibility of any action, you are responsible

for contacting your supervisor, in advance, for clarification.

4. Whether an employee’s performance, conduct or behavior warrants disciplinary action

is within the judgment and discretion of the Company, as is the appropriate type of

discipline in a particular situation. It is not the practice of the Company to document

every instance of dishonest, neglectful, inappropriate, substandard, unsatisfactory,

disruptive, or insubordinate conduct or performance by an employee where, in the

discretion of management, a word with the employee should suffice.

5. The Company does not intend these provisions to create an expectation that any

employee will be assured of a particular form of disciplinary action, such as warnings or

notice, or progressive discipline, prior to discharge. Rather, discipline shall in all cases

be imposed at the Company’s discretion, in consideration of factors the Company

deems relevant.

6. You are cautioned to avoid any conflict of interest or the appearance of a conflict of

interest with any responsibilities you have to the Company. In the course of your

employment, you may also have access to confidential information regarding our

clients, your co-workers, or unpublished plans, policies or records of the Company. You

may also have access to information proprietary to the Company. We expect you to

respect the confidential and proprietary nature of such information unless disclosure is

specifically authorized by your supervisor. The inappropriate disclosure of Company

plans, programs, policies, or other information proprietary to the Company could place

us at a serious competitive disadvantage, impair our and your future success, expose

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you and/or the Company to liability, and subject you to disciplinary action, up to and

including termination.

OPEN DOOR POLICY

The Company maintains an “open door” to any employee having an employment problem or

complaint. If you believe you have been treated in an unlawful, discriminatory manner or have

been unlawfully harassed, or you are experiencing any other job-related problem, then you are

under a duty to promptly report the incident to your supervisor in writing. If your problem is of

such a nature that it cannot be discussed with or cannot be resolved by the supervisor, report it

directly to the Human Resources Director, Elisse Kelley or CEO, Gary Woodworth. Once made

aware of your complaint, the Company will investigate the allegations to take prompt remedial

or other appropriate action. This open door policy applies with respect to every aspect of your

employment or termination of your employment and your use of this open door policy is

mandatory.

WORKPLACE HARASSMENT

The Company strives to provide its employees with a work environment free from sexual

harassment, and other harassment based on race, creed, color, national origin, ancestry, sex,

pregnancy, religion, age, disability, marital status, veteran status, genetic information, off-the-

job lawful activities, and sexual orientation. Harassment of any type and in any form, including

sexual harassment, will not be tolerated. Physical, written, or spoken conduct of a sexual

nature constitutes sexual harassment for example, when:

1. An employee must submit to such conduct to remain employed;

2. An employment decision is made based on an employee submitting to or rejecting such

conduct;

3. Such conduct unreasonably interferes with an employee’s work performance; or

4. Such conduct creates an intimidating, hostile, or offensive work environment.

By way of example, the following conduct, depending on all of the circumstances, may

constitute sexual harassment: repeated sexual flirtations, innuendos, advances, or propositions;

continued or repeated verbal abuse of a sexual nature; graphic verbal statements regarding an

individual’s body; sexually degrading words used to describe an individual; gender-based

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profanity; and display of sexually suggestive objects or pictures in the workplace. What may

seem to be harmless teasing or practical joking to one employee may be perceived differently

by an employee who is subject to such conduct.

Similarly, physical, written, or spoken conduct of a racial nature constitutes racial harassment

when:

1. An employee must submit to such conduct to remain employed;

2. An employment decision is made based on an employee submitting to or rejecting such

conduct;

3. Such conduct unreasonably interferes with an employee’s work performance; or

4. Such conduct creates an intimidating, hostile, or offensive work environment.

For example, the following conduct, depending on all of the circumstances, may constitute

racial harassment: repeated racial epitaphs, repeated racially-charged jokes or images, and

racially-based profanity.

The foregoing examples are but two of the types of harassment prohibited by law. Illegal

harassment is contrary to the work environment the Company strives to foster and can expose

the Company to liability. As a consequence, employees are under a duty to report harassment

and any other form of discrimination, even if they are not the person against whom the

harassment is directed, so that the Company can take prompt and appropriate corrective

action. Employees who believe they or another employee have been victims of harassment or

discrimination must report the matter immediately to their supervisor, or to Human Resources

Director, Elisse Kelley or CEO, Gary Woodworth. An employee’s duty to report involves

cooperating in the Company’s investigation of the allegations, including but not limited to

providing to the Company timely written statements and documentation bearing on the

allegations and submitting to one or more interviews as instructed by the Company. Because

the Company strives to root out all unlawful harassment and discrimination in the workplace,

this duty to report shall survive even the severance of the employee’s employment with the

Company.

Because harassment or discrimination may be more apparent and significant to the person

against whom it is directed, any such misconduct must be promptly reported in order for

effective corrective steps to be taken. Reports must use the specific term “sexual (or racial,

etc.) harassment,” “disability discrimination,” or “retaliation” so management does not have to

guess about what is being reported and an investigation appropriate to the complaint may be

conducted. Because the Company strives to prevent any illegal harassment and discrimination,

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including sexual harassment, the Company wants to investigate all allegations promptly and

appropriately soon after the event has occurred. The Company endeavors to treat all

employees involved courteously during the investigation.

During such investigation, the Company will take reasonable precautions to safeguard the

privacy of the complainant, the accused, and the witnesses to the extent feasible. Reasonable

effort will be made to limit discussion to those who have a need to know in order for the

allegations to be effectively investigated. Employees engaging in unauthorized disclosure or

discussion of the allegations, or passing on rumors or opinions about the allegations may be

subject to disciplinary action, up to and including termination. Nothing herein is intended to

preclude employees from discussing the conditions of their employment.

In order to foster the willingness of employees to disclose information important to the

Company’s investigations, the information provided by employees participating in the

investigation, the Company’s investigative report, interview notes, and related materials, if any,

are considered confidential information and may be withheld by the Company, including from

the person making the complaint and the accused. Any corrective action taken following an

investigation will reflect the severity of the conduct. If the investigation shows that such

harassment or discrimination occurred, employee offenders may be subject to disciplinary

actions up to and including termination. The complainant may be informed of the

determinations made as a result of the investigation, the discipline imposed, and of the right to

report any further harassment or discrimination. If there is insufficient evidence to conclude

whether unlawful harassment or discrimination has occurred, the complainant and the alleged

harasser will also be notified. Regardless of the outcome of the investigation, any future

allegations should be promptly reported because unwelcome conduct is unacceptable, whether

unlawful or not, and will result in corrective action, up to and including termination of the

wrongdoer’s employment.

The company will take no disciplinary action against employees or otherwise change the terms

and conditions of the employment in retaliation for making a report of sexual or other

harassment or discrimination. This Workplace Harassment Policy does not add to any rights

you already may have under federal, state, or local law.

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DATING AND RELATIONSHIP GUIDELINE

The Gallegos Corporation desires to avoid misunderstandings, favoritism or the appearance of

favoritism, possible claims of sexual harassment and the employee morale problems that can

potentially result from personal or social relationships between employees in the company.

Relatives and individuals involved in close personal relationships with current employees may

be hired, however, Gallegos reserves the right to prohibit these individuals from working

together, supervising one another, or working in situations where one individual audits, verifies

or is entrusted with money from the other. To that end, every employee, including but not

limited to, supervisors and executives must disclose the existence of any relationship with

another coworker that has progressed beyond a platonic friendship. Disclosure may be made to

your immediate supervisor or the Director of Human Resources. The disclosure will enable the

organization to determine whether any conflict of interest exists because of the relative

positions.

ANTI-VIOLENCE

The Company has a direct interest in striving to provide a safe and pleasant work environment.

Workplace violence or the threat of workplace violence is detrimental to employee morale,

impairs productivity, intimidates employees, and discourages them from coming to work. The

ability and willingness of every employee to foster a tranquil workplace is an essential

component of his or her duties with the Company. Any action, which in management’s sole

subjective opinion is inappropriate or disruptive to the workplace, job site, or employee

housing will not be tolerated. Prohibited behaviors include, but are not limited to, physical

and/or verbal intimidating, threatening or violent conduct, vandalism, sabotage, arson, use of

weapons, the display or brandishing of weapons or tools as weapons, and bullying. Also

prohibited is the carrying of weapons onto Company property, property leased or rented by the

Company, and Company job sites, regardless of whether the employee possesses a concealed

carry permit.

Employees should immediately report any such occurrences to their supervisor or to the

Human Resources Department. We will investigate complaints. When employees are found to

have engaged in the above conduct, management will take action that it believes is

appropriate.

Employees should directly contact law enforcement, security, and/or emergency services if they

believe there is an imminent threat to the safety and health of themselves or co-workers.

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ALCOHOL/DRUGS PROHIBITIONS

Because of the dangerous nature of the work environment, the Company has a zero-tolerance

alcohol and drug policy, which has application both on-the-job and off-the-job. Zero tolerance

means you should expect your employment to be terminated the first time you are found to

have violated this policy. The Company prohibits:

1. During work hours, the use, influence, impairment, possession, or distribution of not

medically prescribed intoxicating beverages, or controlled substances, or controlled

substance analogs by an employee. For purposes of this provision, the terms

“controlled substance” and “controlled substance analog” have the same meanings as

described in §§ 18-18-102(5), 12-22-303(7) and (7.5), C.R.S.

2. During work hours, the presence in an employee’s system of not medically prescribed

controlled substances or controlled substance analogs.

3. During work hours, the presence in an employee’s system of a blood alcohol level at or

above 0.04 percent.

4. During work hours, the presence in an employee’s system of a medically prescribed

intoxicating beverage, controlled substance, or controlled substance analog to a degree

resulting in interference with job performance or risk to the safety of the employee or

others.

5. During off-the-job hours, the use of not medically prescribed intoxicating beverages, or

controlled substances, or controlled substance analogs by an employee to a degree

resulting in interference with job performance or risk to the safety of the employee or

others.

Following any work-related accident, injury, near miss, or upon reasonable suspicion of alcohol

or drug use, influence, impairment, possession, or distribution, the Company may require the

employee and the employee shall promptly submit to alcohol and drug testing. When directed

by the Company, employees are required to go directly for an alcohol/drug screening with no

more delay than reasonably necessary to arrive at the place designated for the collection of a

specimen, which may consist of urine or other specimens. The following shall be grounds for

immediate termination of employment:

1. Refusal or failure by the employee to submit to the alcohol/drug screening with no

more delay than reasonably necessary to arrive at the place designated for the

collection of the employee’s specimen;

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2. Refusal or failure by the employee to cooperate with the reasonable instructions of any

person involved in the collection of the specimen, including but not limited to a same-

sex person assigned to assure the employee is submitting his or her own urine by being

present to observe the employee urinating the specimen;

3. Refusal or failure by the employee to certify the sealing and serial-number of the

specimen submitted for testing;

4. Refusal or failure by the employee to sign a donor certification that the specimen is the

employee’s own, unadulterated specimen;

5. Submission of a specimen which is not the employee’s own, unadulterated specimen

passed by urination within four minutes of when the employee has turned over the

specimen for testing;

6. Signing a donor certification which contains a false representation that the specimen is

the employee’s own, unadulterated specimen;

7. Refusal or failure of the employee to provide accurate information by which the

employee can be contacted promptly by persons involved in the collection or testing of

the specimen for review of the test results;

8. A positive drug or alcohol test result of the employee’s specimen which detects the

presence of a controlled substance, controlled substance analog, or a blood alcohol level

at or above 0.04 percent;

9. The submission by the employee of a substituted, diluted, invalid, or adulterated

specimen. For purposes of this provision, the terms “substituted,” “diluted,” “invalid,”

or “adulterated,” have the meanings attributed to them in the Department of Health

and Human Services Mandatory Guidelines for Federal Workplace Drug Testing

Programs (69 FR 19644, April 13, 2004 and, include the following:

a. A urine specimen, the temperature of which, upon submission by the employee

to the person who is collecting the specimen for testing, does not fall within the

range of 90 degrees to 100 degrees Fahrenheit within four minutes of collection

or which appears to have abnormal physical characteristics inconsistent with

normal human urine;

b. A urine specimen with creatinine and specific gravity values that are so

diminished or so divergent that they are not consistent with normal human urine

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such as a creatinine value that is less than 2 mg/dL and a specific gravity of either

less than 1.0010 or greater than 1.0200;

c. A urine specimen with a creatinine value of less than 20 mg/dL and a specific

gravity level of less than 1.003;

d. A urine specimen with discrepant creatinine and specific gravity results such as a

creatinine value greater than 2 mg/dL and a specific gravity of less than 1.0010,

or creatinine less than 2 mg/dL and specific gravity between 1.0010 and 1.0200;

e. A urine specimen with a pH value between 3 and 4.5 or between 9 and 11 or less

than 3 or greater than 11;

f. Any specimen containing bleach, acid, soap, detergent, vinegar, eye drops,

glutaraldehyde, pyridinium chlorochromate, nitrite, sodium nitrite, hydrogen

peroxide, peroxidase, or any other adulterant, supposed “detoxifying agent,”

supposed “urine purifiers,” powdered urine or the chemical markers of such

products;

g. Any specimen that is not the employee’s own, unadulterated specimen

produced by the employee as directed by the person who is collecting the

specimen for testing.

10. Attempted adulteration, detoxification, or “purification” by the employee of his or her

urine specimen or submission of a urine specimen not passed by the employee through

urination within four minutes of the specimen is being turned over by the employee for

testing;

11. Having in the employee’s possession or leaving behind any type of container in that

portion of the facility premises where the employee was to pass by urination his or her

own urine specimen for testing;

12. Refusal or failure by the employee to submit promptly to a request for an interview by a

medical review officer concerning any test result;

13. Refusal or failure by the employee to fully cooperate with the medical review officer; or

14. Refusal or failure by the employee to provide the medical review officer with credible

information and the prompt means by which the medical review officer may verify the

employee’s information, including but not limited to providing the medical review

officer a written authorization to release information to facilitate his or her acquisition

of information.

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For all employees who must take prescription drugs, those drugs must not affect the

employee’s ability to perform his or her work or place the safety of the employee or others at

risk. If you are required to take medication your physician prescribes, which may affect your

ability to perform your job or present a safety risk to you or your co-workers, then you are

under a duty to notify your supervisor before beginning work.

SAFETY

Your safety is an important concern. Safety should be given primary importance in planning and

carrying out company activities in order to protect yourself and co-workers against

occupational injuries and illnesses, and to protect the Company against unnecessary financial

burden and reduced efficiency.

1. Each person is responsible for his/her own personal safety and the safety of those

around them.

2. All rules of common sense and good work practices shall be followed to attain and

maintain safe working conditions.

3. All accidents must be reported immediately to your Supervisor. Failure to report such

incidents may result in disciplinary action up to and including termination of

employment. In the event of a work-related injury or illness, the following facilities are

designated medical providers:

Vail – Avon – Edwards

Doctors on Call

Dr. Guy Kovacevich 142 Beaver Creek Place Avon CO 81620 970-949-5434 Vail Valley Medical Center

181 W Meadow Drive Vail, CO 81657 970-479-5085 (Clinics in Avon and Edwards also)

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Glenwood Springs – Aspen

Glenwood Medical Associates

Dr. Lorah 1830 Blake Ave. Glenwood Springs, CO 81601 970- 945-8503 Aspen Medical Care

611 W Main Street Aspen, Co 81611 970-920-0104 (Drugs screens not available)

Denver

Concentra

Dr. Matt Miller 5855 Stapleton Dr North. Unit A-130 Denver, CO 80216 303- 371-7444 303-371-7364 (f)

Arbor Occupational Medicine

Dr. Bob Watson 8200 E Belleview Suite 428 Greenwood Village CO 80111 303-741-1166 Colorado Springs

Broadmoor Medical Clinics

Dr Ogrodnick 3633 Star Ranch Rd. Colorado Springs, CO 80906 719- 527-1728 719-527-1749 (f)

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Memorial Occupational Health

8890 N Union Colorado Springs, CO 80920 719-365-6439 719-365-5183 (f) Montrose:

Montrose Family Practice Group

Dr. Jeffrey Krebs 5 Hillcrest Plaza Way Montrose, CO 81401 970-249-9678 970-249-1868 (f) Telluride:

Telluride Family Practice

Dr. Homer MD 135 W. Colorado Ave., #2D Telluride, CO 81435 970-728-6654 970-728-5412 (f) Drug Test Inc.

970-249-1113 26 South Stough Ave Montrose, Co 81401 (For Telluride & Montrose)

Steamboat Springs:

Steamboat Medical

1475 Pine Grove Rd. Steamboat Springs, CO 80497 970-879-0203 970-879-1389 (f)

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Grand County

Centura/Granby Medical

Dr. Bohlender 480 E Agate Ave Granby, Co 80446 970-887-2117 Mountain Valley Medical Center

400 Grand Avenue Kremmling, CO 80459 970-724-3524

4. All employees making claims for work-related injuries or illnesses shall submit to a

drug/alcohol screening with no more delay than the time required to travel to the

closest designated medical provider or such closer location as your Supervisor may

designate. In the event of a life or limb threatening injury, employees are to use the

nearest hospital emergency room with all follow-up medical care to be handled at one

of the designated facilities listed above. Failure to adhere to the above policy and

procedure may require you to be financially responsible for medical expenses not

covered through our primary care provider.

5. Your cooperation in detecting hazards and in turn controlling them is required. Inform

your Supervisor immediately of any situation beyond your ability or authority to correct.

6. Proper clothing and footwear should be worn at all times.

7. Maintain awareness of the people around you and what they are doing.

8. Do not use faulty tools or equipment. Do not use any tool in a manner for which it was

not designed or in an unsafe manner. If you find a tool, practice or any equipment to be

unsafe, you are to report this to management immediately.

9. Maintain a clean work site.

10. Violations of safety rules may be cause for disciplinary action up to and including

termination of employment.

11. All employees must observe established safety regulations and practices and use the

safety equipment provided.

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ATTENDANCE AND PUNCTUALITY

The Company and your co-workers depend on your regular attendance and punctuality to help

keep your job area running smoothly. If you are absent or late, the burden of performing your

job may fall on someone else. You are to report to work promptly every day you are scheduled

to work. For any absence of three or more days for sickness, the Company may require a

doctor’s excuse as a condition to returning to work. This requirement is in addition to notifying

your immediate supervisor that you are ill. In its discretion, the Company may require the

physician to certify the nature of the illness and confirm that you are able to return to work

without limitations. Failure to report to work may be deemed an abandonment of your job and

may result in discipline, up to and including termination.

CHANGES TO PERSONAL INFORMATION

This information is important to you in the event of an emergency and in connection with such

matters as social security, withholding taxes, group insurance, and being called back to work

following a work disruption. It is of particular importance that we know your current telephone

number so that we may contact you promptly if necessary. Be certain to notify your supervisor

and the payroll department as soon as there is a change in your address, telephone number,

person to notify in case of an accident or illness, legal name, marital status, number of

dependents or exemptions for withholding tax purposes, and insurance beneficiaries. Forms to

indicate these changes can be obtained from your regional office or human resources.

PERSONAL MAIL AND TELEPHONE CALLS

Please arrange to have personal mail sent to your home. You should not use the Company’s

letterhead stationery for personal business. Also, personal telephone calls should be kept brief

and to a minimum. Personal use of Company cell phones should be kept to a minimum.

Employees should avoid using cell phones while driving and should never text while driving or

engage in any other behavior that may distract them from being a safe driver. Employees

should pull off the road to a safe location and stop the vehicle if they must use their cell phone

or do anything that could distract them from safe driving. Company cell phone records are the

property of the Company and are subject to review and monitoring of the phone numbers

called and the text messages sent and received, as well as the frequency and duration of calls

made. In the Company’s sole discretion, it may charge back to the employee the cost of

personal calls it determines to have been unreasonable.

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WORKPLACE PRIVACY ISSUES

The Company’s computer systems are for the Company’s use and are not intended to be used

in an unreasonable way by employees for their private purposes, including but not limited to

the use of the computer systems for excessive personal e-mails or to visit sites for which there

is no bona fide job purpose. Employees are prohibited from disseminating through the

Company’s computer systems inappropriate or offensive messages or images. Abuse of the

Company’s computer systems is ground for discipline, up to and including termination. The

Company reserves the right to monitor employees’ use of the Company’s computer systems

and is entitled to full access to all data, files, information, and images generated, received,

retrieved, or stored with or on the Company’s computer systems, including e-mails.

Accordingly, employees are forewarned that they should expect no privacy concerning their use

of the Company’s computer systems. The Company reserves the right to conduct limited audio

monitoring of customer calls for quality control in accordance with the provisions of applicable

law.

COMPANY COMPUTER AND INTERNET USAGE

Computers, computer files, the e-mail system, portable telephones, pagers, databases,

electronic documents and files, telephone systems, voice mail, Internet access, and software

furnished by the Company (collectively “systems”) are the property of the Company and

intended for business use. Employees should not use a password, access a file, or retrieve any

stored communication without authorization. Employees are to inform their supervisor of any

password used by them for access to the Company’s systems and are to inform their supervisor

immediately of any change to the password(s). To ensure compliance with this policy, the

employee usage of the systems may be monitored.

The Company strives to maintain a workplace free of harassment and sensitive to the diversity

of its employees. Therefore, the Company prohibits the use of computers and the e-mail

system in ways that are disruptive, offensive to others, or harmful to morale. For example, the

display or transmission of sexually explicit images, messages, and cartoons is prohibited. Other

such misuse include, but not is not limited to, ethnic slurs, racial comments, off-color jokes, or

anything that may be construed as harassment or showing disrespect for others.

The Company purchases and licenses the use of various computer software for business

purposes and does not own the copyright to this software or its related documentation. Unless

authorized by the software developer, employees are not permitted to reproduce such

software for use on their personal computers. Employees may only use software on local

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networks or on multiple machines according to the software license agreement. The Company

prohibits the illegal duplication of software and its related documentation. To ensure a virus-

free environment, employees are prohibited from installing or using any software on the

Company’s systems or downloading files or programs from the Internet into the Company’s

systems without authorization. Employees who violate this provision may be held liable to the

Company for damages and losses sustained by the Company because of a virus contamination.

Employees are under a duty to notify their immediate supervisor, the owner, or any member of

management upon learning of violations of this policy. Employees who violate this policy, in

addition to liability to the Company, may be subject to disciplinary action up to and including

termination of employment.

Internet access to global electronic information resources on the World Wide Web may be

provided by the Company to assist employees in obtaining work-related data and technology.

The following guidelines have been established to help ensure responsible and productive

Internet usage. While Internet usage is intended for job-related activities, incidental and

occasional brief personal use is permitted within reasonable limits.

All Internet data that is composed, transmitted, or received via the Company’s computer

communications systems is considered to be part of the official records of the Company and, as

such, is subject to disclosure to law enforcement or other third parties. Consequently,

employees should always ensure that the business information contained in Internet e-mail

messages and other transmissions is accurate, appropriate, ethical, and lawful. Do not permit

your friends or acquaintances to send you e-mail messages or images that violate the standards

of the Company.

The equipment, services, and technology provided to access the Internet remain at all times the

property of the Company. As such, the Company reserves the right to monitor Internet traffic,

and retrieve and read any data composed, sent, or received through our online connections

and stored in our computer systems.

Data that is composed, transmitted, accessed, or received via the Internet must not contain

content that could be considered discriminatory, offensive, obscene, threatening, harassing,

intimidating, or disruptive to any employee or other person. Examples of unacceptable content

may include, but are not limited to, sexual comments or images, racial slurs, gender-specific

comments, or any other comments or images that could reasonably offend someone on the

basis of race, age, sex, religious or political beliefs, national origin, disability, sexual orientation,

or any other characteristic protected by law.

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The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or

patented material on the Internet is expressly prohibited. As a general rule, if an employee did

not create the material, does not own the rights to it, or has not gotten authorization for its

use, it should not be put on the Internet. Employees are also responsible for ensuring that the

person sending any material over the Internet has the appropriate distribution rights.

Abuse of the Internet access provided by the Company in violation of law or the Company’s

policies will result in disciplinary action, up to and including termination of employment.

Employees may also be held personally liable for any violations of this policy.

SOCIAL MEDIA

The Company may access information about employees and applicants which is publicly

available online. Employees are encouraged to consider that postings they make on social

media may be viewed by the Company’s customers and vendors.

NO SOLICITATION

No solicitation or activity on behalf of any group, society, labor union, religious organization,

political party or similar association will be permitted on Company work time , unless

specifically approved by the Company. Requests for such approval must be made in writing.

This policy applies to both employees and outsiders, and includes soliciting for memberships,

subscriptions or other payment of money. For purposes of this provision, “Company work

time” does not include break time.

EMPLOYMENT STATUS

Regular Employee: An employee who is not hired for a temporary period or for a specific

assignment.

Full-Time Employee: An employee normally scheduled to work at least 32 hours per week. Full-

time employees are currently eligible for Gallegos benefits as set forth in this handbook.

Part-Time Employee: An employee normally scheduled to work less than 32 hours per week.

Part-time employees are currently not eligible for Gallegos benefits.

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Temporary/Seasonal Employee: An employee who is hired into a job established for a

temporary period or for a specific assignment. Temporary employees generally are ineligible for

Gallegos benefits.

Exempt/Salaried: An employee whose position meets specific tests established by the Fair

Labor Standards Act (FLSA) and State law and who are thereby exempt from overtime pay

requirements.

Non-Exempt/Hourly: An employee that is eligible for paid overtime at one and one-half times

their regular rate of pay for all hours worked in excess of 40 hours per week.

Field Employees: Employees who spend the majority of their work at job sites conducting work

that requires physical labor.

Administrative Employees: Employees who predominantly perform work in the corporate or

satellite offices and the majority of their tasks are administrative in nature.

WORKING CONDITIONS

Work Week

Field employees are required to work the hours assigned by the Project Manager for the

project. This may include required overtime. Overtime work for hourly employees must be

authorized in advance by the Project Manager or Site Superintendent. Exempt/salaried

employees are required to work the hours necessary to accomplish their assignments.

Work Break/Lunch Break

Each hourly employee may take a work break of 10 minutes for each four-hour work period.

The scheduling, if necessary, of work breaks will depend upon the day-to-day work conditions.

Field employees receive 30 minutes for lunch each day where time is not paid. Office staff

generally receives 60 minutes for lunch, unpaid, unless prior arrangements are made with your

supervisor.

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Lactation/Breastfeeding Breaks

The Company supports breastfeeding mothers by accommodating the mother who wishes to

express breast milk during her workday when separated from her newborn child.

For up to twelve months an employee who is breastfeeding her own child or an adopted child

will be provided up to two break periods of 20 minutes each plus an additional 20 minutes

during her lunch period to express breast milk for her newborn. The employee and her

immediate supervisor will agree on the times for these breaks. The Gallegos Corporation has

designated the HR Director’s office as the lactation room. The Lactation Room is furnished with

several comfortable chairs next to small tables. It also has a refrigerator reserved for the

specific storage of breast milk.

Human Resources may require medical certification to support the stated intent of this policy.

PERFORMANCE EVALUATIONS

1. From time to time you may receive a performance review by your supervisor, which

may be considered to determine whether you will receive an income adjustment.

2. A favorable employment review does not change the nature of your “at will”

employment, the terms or conditions of your employment, or what is expected of you.

As an “at-will” employee, your employment may be terminated at any time, with or

without cause, and with or without notice. Employment with the company is “at will,”

except for employees who have a written contract signed by the CEO of the company

expressly providing otherwise.

3. Only the CEO of the Company is authorized to enter into an employment relationship

with current or prospective employees, which is anything other than an “at will”

relationship. Furthermore, there are no enforceable contracts of employment that are

not in writing, signed by the president.

4. Your supervisor may request a review at any time and will discuss all reviews with you.

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COMPENSATION

Pay Day

The Company will direct deposit paychecks on the 7th and the 22nd of each month. An

employee may not receive a paycheck in advance unless authorized by the CEO or his

designate.

Payroll Deductions

The following taxes are automatically withheld from your paycheck by law:

• F.I.C.A. (Social Security)

• Medicare

• Federal Income Tax- This tax is based on the number of exemptions you state on a W-4

form which should be completed when you are hired or whenever there is a change in

your number of exemptions.

• State Income Tax (as applicable) - These taxes depend on the city and state in which you

live and/or work. You are required to pay a tax to Colorado for unemployment

compensation protection. The Company also must finance this benefit.

• Legal Garnishment of Wages

If you have any questions concerning why a deduction was made or how the amount was

calculated, please consult your supervisor or the Payroll Department immediately.

Voluntary deduction/arrangements, including but not limited to the following, may be made

from an employee’s paycheck as authorized and permitted by law:

• Medical Insurance for Employee and/or Family Member(s)

• Tool Deductions

• Housing Deductions

• Flex Spending Account Plan

• 401(k)

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Overtime/ Non-Exempt Employees

Overtime is defined as hours worked over 40 hours per week. Overtime is paid at time and

one-half regular wage per hour. Any non-exempt employee who works overtime (in excess of

40 hours in a seven-day, Monday through Sunday work cycle or over 12 hours in one day) shall

be paid overtime pay at the rate of one and one half (1 and ½) times his/her hourly rate of pay.

Each workweek must be considered separately when computing overtime worked. Payments of

overtime relate only to non-exempt employees.

While the Company attempts to avoid overtime situations, you may sometimes be required to

work extra hours, and your supervisor will give you as much advance notice as possible. You

must obtain approval from your supervisor before working overtime if you are a non-exempt

employee. Hours paid for absences due to sickness, sickness in the family, death in the family,

or other leave are not counted toward overtime eligibility. It is the intent of the Company to

define employment classifications clearly so that each employee understands his/her

employment status and overtime eligibility. Every position with the Company is designated as

exempt or non-exempt pursuant to provisions of the Fair Labor Standards Act (FLSA). If you are

not sure if your position is exempt or non-exempt, check with your supervisor.

Pay Advances

The intention of a pay advance is to allow an employee some funds for essentials like, food,

housing and gas, which they might not otherwise be able to buy because of the length of time

from when the employee begins work and when they receive a paycheck. A pay advance is NOT

meant to be a revolving line of credit. In general, an employee will only be granted a pay

advance once per employment cycle. For example, Joe is hired in May of 2011 and receives a

pay advance. He is then separated in December 2011 and rehired in May of 2012. He could

then receive another pay advance upon rehire.

The dollar amount of the advance may not exceed the dollar amount of the hours the

employee has already worked. For example, an employee earns $10/hour and has worked 3

days when he requests the money. He could receive a maximum amount of $200. The money

must be repaid on the follow paycheck and the Company shall be entitled to make a deduction

for the repayment from the employee’s future paycheck(s). The advance request must be

made from a supervisor and approved by the Division President by completing the pay advance

form directly to payroll. Payroll will verify employment status and past pay advance history.

Given this information, the CFO will make a final determination of approval.

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Job Closure

In the event that the jobs are closed due to inclement weather, power failures, etc., non-

salaried employees scheduled to work will not be compensated for the hours missed due to the

closure. Division Presidents, Project Managers or Site Superintendent will decide on job closure.

Business Reimbursement or Benefits

Eligible employees are responsible for and are issued a Company credit, gasoline card and/or a

Company vehicle. Those employees should see their supervisors for details on the proper and

authorized use of these items.

Mileage Reimbursement

Eligible employee’s approved auto mileage is reimbursed at a rate set by Company in

compliance with the IRS Guidelines. Eligible employee’s approved expenses for parking,

occasional meals, etc., are reimbursed with receipts and completion of voucher forms.

Work out of town

Travel time to out-of-town work is not normally compensated unless it occurs during the

employee’s normal work hours, but may be compensated upon approval by your supervisor.

Those who are given the responsibility to drive other employees to work sites out of town in a

Company vehicle will be paid for the time they drive. Drivers may either be paid their normal

hourly rate for the time they drive, or an agreed upon set rate for each day of driving.

A per diem is a set amount of money, which may be paid to an employee to cover ordinary and

necessary business expenses incurred, or reasonably expected to be incurred, by an employee

for lodging, meals and incidentals while traveling away from home overnight. Per diems do not

cover travel time. Per diems are not used if the employee will be returning to his or her home

the same day.

An employee is not to put lodging, meals or incidentals on their Company credit card if they are

receiving a per diem for the same.

BENEFITS

The Company sponsors a benefits program for all eligible employees. The Company may

periodically review the benefits program and will make modifications as appropriate to the

Company’s circumstances. The Company reserves the right to modify, add, or delete the

benefits it offers.

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If you are a full-time employee, you will enjoy the benefits described as soon as you meet the

eligibility requirements for each particular benefit. Coverage is available to you and your

dependents as defined in the benefits summary plan descriptions.

If you are a part-time employee, you will enjoy only those benefits specifically required by law,

provided that you meet the minimum requirements set forth by law and in the benefit plan(s).

Temporary employees are not eligible for benefits.

Health/Dental Insurance

Eligibility

Full-time employees are eligible for health benefits. Please see the benefits summary for full

details. Coverage elections can only be added or changed if you have had the following status

changes:

• Marriage, divorce or legal separation

• Birth or adoption of a child

• A change in your spouse’s employment

Otherwise, you may elect coverage or make changes to your plan during the annual open

enrollment.

Insurance Benefit Paid by the Company

Regular, full-time employees are currently eligible to participate in the Company’s group health

insurance plan. Please see Human Resources for details.

Flexible Spending Account (FSA)

Regular, full-time employees are eligible to participate in a health care spending account or

dependent care spending account. The health care spending account allows you to save pre-tax

dollars to help you pay for un-reimbursed health care expenses. The dependent care account

allows you to save for child or elder care with pre-tax dollars, which helps to lower your taxable

income.

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401(k) Retirement Plan

As an employee of the Company you will be eligible to participate in our 401(k) plan if you meet

the plans eligibility requirements. For each dollar you contribute to the plan, The Company may

match your investment, dependent on the economic climate and the financial health of

Gallegos.

You must be 21 years old to participate and have completed one (6) months of service to

contribute to the plan and earn your employer match. You may elect to defer up to the

maximum allowed by the IRS. Please refer to plan booklet for complete details.

Holidays

All Exempt/Salaried and administrative full-time employees will receive the following paid

holidays.

1. New Year’s Day

2. Memorial Day

3. Independence Day

4. Labor Day

5. Thanksgiving Day

6. Christmas Day

If any of the recognized holidays occur on a Saturday the holiday will be observed the previous

Friday. Sunday holidays are observed the following Monday.

Paid holidays are not granted to temporary or part-time employees. Employees on any leave of

absence are not eligible for holiday pay.

Holiday pay is not considered time worked in the computation of overtime.

Paid Time Off (PTO)

You are eligible to participate in the paid time off (PTO) program if you are a regular status, full

time employee scheduled to work at least 32 hours per week. Once an eligible employee has

completed three months of continuous employment they will be able to start using accrued

PTO.

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The amount of PTO you accrue each year is based on your length of service and accrues

according to the schedule below. PTO is accrued as you work. You will not accrue PTO time

while you are on an unpaid leave of absence or on long-term disability.

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Salaried and Administrative Employees

Years of service

completed

Per pay period

accrual rate hours

(days)

PTO hours (days)

per year

Less than 1 3.33 hrs (.41 day) 80 hrs (10 days)

Greater than 1

but less than 5

4.66 hrs (.58 day) 112 hrs (14 days)

Greater than 5

but less than 10

6 hrs (.75 day) 144 hrs (18 days)

Greater than 10 7 hrs (.875 day) 168 hrs (21 days)

Field Hourly Employees

Years of service

completed

Per pay period accrual

rate hours (days)

PTO hours (days) per year

Less than 1 1.6 hrs (.42 day) 40 hrs (5 days)

Greater than 1

but less than 5

2.66 hrs (.33 day) 64 hrs (8 days)

Greater than 5

but less than 10

4 hrs (.50 day) 96 hrs (12 days)

Greater than 10 5 hrs (.625 day) 120 hrs (15 days)

Maximum Time Accumulated For Paid Time Off (PTO)

Although you may carry over unused PTO time from year to year, there is a maximum or a cap

amount of PTO time you can accumulate. This encourages you to use your PTO and allows the

company to manage its financial obligations responsibly. The maximum amount of time you

may accumulate is 168 hours; approximately twenty-one (21) days. Once you reach 21 days,

you will not accumulate any more PTO until you use some of the time in your account. After

your balance goes below 21 days, you begin accruing PTO again.

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Termination

You will be paid for all earned, vested, and determinable unused PTO when you leave the

Company.

Management of your PTO

You are responsible for managing your PTO. It is important that you plan ahead. This means

developing a plan for taking your vacations, as well as doctor’s appointments and personal

business. It also means holding some time in “reserve” for the unexpected, such as

emergencies and illnesses. The amount you reserve for illness should depend on your personal

health and sick leave history.

Minimum Increments of PTO and Partial Day Usage

For salaried/exempt employees, any time taken off of work may be deducted from your PTO

account. The minimum amount of PTO time you can request off at one time is four hours. The

Company may take disciplinary action, up to and including termination, if it determines an

employee is abusing the PTO benefit by working less than a half day and not taking the

remaining part of the day as PTO. Non-exempt employees will be paid for the hours worked and

may choose to use PTO in one-hour increments for hours not worked.

Types of Leave – Time Not Deducted

Time off taken for certain leaves of absences such as jury duty, bereavement and workers

compensation, according to Company policy, will not be charged against your PTO account.

Please check with your supervisor regarding these circumstances.

Notice and Scheduling

Unless you are ill or an emergency arises, you are required to notify your supervisor at least

four weeks in advance of your intent to take PTO and get approval for the time off. You must

use the PTO Request Form to make your request. This allows for you and your supervisor to

prepare for your time off and assure our staffing needs are met.

Short-Term Medical Leave

The Gallegos Corporation provides short-term medical leave for employees unable to work due

to serious illness, pregnancy or injury.

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Eligibility

Regular, full-time employees who have completed three years of continuous employment and

who are unable to work due to serious illness, pregnancy or injury are eligible. The employee

must have exhausted all paid time off before being eligible for short-term medical leave. An

employee receiving workers’ compensation or disability pay under any state or federal plan or

private insurance policy is ineligible for this benefit. To be eligible for continued short-term

medical leave, the employee must not engage in outside employment and is expected to avoid

activities that may delay recovery and a return to work.

Medical Certification

The employee must provide medical certification of the medical condition from their health

care provider that includes the starting and expected ending dates of the condition. This

certification must be submitted to the Director of Human Resources who will review the

certification and make a determination on benefit qualification and duration. The certificate of

health care provider used under FMLA is sufficient.

Return to Work

The employee must return to work as soon as permitted by his or her health care provider. The

employee must submit a fitness-to-return to work clearance from his or her health care

provider. An employee whose absence has been designated as Family Medical Leave Act

(FMLA) leave is eligible for reinstatement subject to the provisions of the FMLA. Nothing herein

shall be construed as to preclude the Company from requiring, in an appropriate case, a fitness-

to-return to work clearance form following FMLA leave.

Part-Time Employee Benefits

Part-time employees will not be eligible for any benefits except those provided by law, such as

FICA, Worker’s Compensation, and Unemployment Insurance, Participation in the Company

401(K) plan may be an eligible benefit if the part-time employee meets the eligibility

requirements of the plan.

LEAVES OF ABSENCES

If for some reason you must be away from work for an extended period of time, an approved

leave of absence may be arranged. Discuss your need for a leave of absence with your

supervisor, who in turn will consult with the Human Resources Department and complete a

Leave of Absence Request.

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Domestic Abuse Leave

Employees subject to domestic abuse may be eligible for a leave of absence. Please see the

Human Resources Department for more information.

Funeral Leave

All full-time employees who have completed a full year of service are provided with up to three

(3) paid days of leave to attend pre- or post-burial matters due to death of an immediate family

member. Immediate family is defined as spouse, parent, child, brother, sister, current father-in-

law, mother-in-law, sister-in-law, brother-in-law, grandparents, great-grandparents and

grandchildren. The employee’s immediate supervisor should approve such leaves.

Parental Involvement/School Visitation Leave

Eligible employees may take unpaid leave to attend academic activities for school-aged

children. To be eligible, an employee must work in a nonexecutive or nonsupervisory capacity

and be the parent or legal guardian of a child enrolled in either public or private school grades

K-12 or certain nonpublic home-based educational programs. Employees can take leave for the

following academic activities: parent-teacher conferences and meetings about special

education services, response to intervention, dropout prevention, attendance, truancy; or

disciplinary issues.

Use of Leave

Full-time employees may take up to a maximum of 18 hours in an academic year to attend such

activities. Part-time employees may take leave on a prorated basis, which would consist of a

maximum of 9 hours. Employees may not take more than six hours of leave in any one-month

period and leave may not be taken in increments longer than three hours per day.

Unpaid Leave

Leave to attend academic activities is unpaid. Upon management’s discretion, the organization

may allow employees to make up the time lost while on Parental Involvement Leave;

employees must complete make-up time in the same week the PIL was taken or they may use

their paid time off (PTO) to supplement their pay.

Notice Requirements

Except in emergencies, employees are required to provide at least one calendar week’s

advance notice of the need for leave. Employees may be required to provide written

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verification of the academic activity from the school or school district. Employees are required

to make a reasonable attempt to schedule academic activities outside regular work hours.

Limitations on Leave

The Company may limit the ability of an employee to take Parental Involvement Leave in cases

of emergency or in other situations where the employee taking leave may endanger a person's

health or safety or in a situation where the absence of the employee would result in a halt of

service or production.

Family and Medical Leave Act (FMLA)

Pursuant to the Family and Medical Leave Act, an employee may be granted up to 12 weeks of

unpaid leave. To be eligible for FMLA leave, an employee must be employed for at least 12

months and have worked at least 1,250 hours during the 12 months preceding the

commencement of leave. Reasons for FMLA leave include:

Medical Leaves

Employee’s serious health condition or pregnancy-related disability.

Family Leaves

• Father’s attendance at birth of child.

• Parent’s care of newborn, if completed within 12 months following birth of child.

• Placement of a child with employee for adoption or foster care.

• Serious health condition of employee’s child under 18 years, or older child if disabled.

• Serious health condition of employee’s spouse or parent.

• Any qualifying exigency if the employee’s spouse, son, daughter or parent is on active duty or

has been notified of an impending call or order to active duty in the Armed Forces.

The Company grants up to 26 weeks of unpaid leave to an eligible employee who is the spouse,

son, daughter, parent or next of kin of a covered service member to care for that person while

he or she is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient

status, or is otherwise on the temporary disability retired list, for a serious injury or illness.

Whenever possible, employees must notify the Human Resources Director at least thirty (30)

days prior to the leave so the organization can arrange for the necessary approval and find

someone to perform their work during their absence. Requests for leaves should be made in

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writing to the Human Resources Director, stating the reason for the leave, the starting date,

and the planned date for return to work. If the leave is foreseeable based on a planned medical

leave, the employee must make a reasonable effort to schedule treatment so as not to unduly

disrupt Company operations. Appropriate certification for any serious health conditions is also

required. The Company may require a second medical opinion at the company’s expense.

Documentation confirming family relationship, adoption or foster care may be required. If

notification and appropriate certification are not provided in a timely manner, approval for

leave may be denied. Continued absence after denial of leave may result in disciplinary action

in accordance with the Company attendance guideline.

The maximum time allowed for FMLA Leave is either 12 or 26 weeks as is explained above in

the 12-month period as defined by the company. The Company uses the 12-month period

measured forward from the first day of an employee’s leave. Although most leaves would be

taken in a single block of time, intermittent leaves or reduced leave schedules also may be

granted, where medically required, or in cases where both the Company and the employee

agree.

Employees taking intermittent leave or reduced schedules based on planned medical treatment

may be required to temporarily transfer to another job with equivalent pay and benefits that

better accommodates that type of leave.

If an employee is currently covered by the Company medical insurance, these benefits continue

for employees on FMLA Leave. Employees must continue to pay their portion of any insurance

premium while on leave. If the employee is able but does not return to work after the

expiration of the leave, the employee will be required to reimburse the Company for payment

of insurance premiums during the FMLA Leave.

Employees on a leave of absence must use any earned PTO at the start of the leave.

FMLA Leave is without pay when Paid Time Off benefits are exhausted. As with other types of

unpaid leaves, PTO will not accrue during the unpaid leave. Holidays, funeral leave, or

employer’s jury duty pay are not granted on unpaid leave. However, employment benefits

accrued by the employee up to the day on which FMLA Leave begins are not lost.

Employees on leave must contact the Human Resource Manager at least two days before their

first day of return. If the leave is for an employee’s own serious health condition, the employee

must bring medical certification verifying ability to return to work. Failure to return to work on

the day after the expiration of leave may result in termination of employment.

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Employees, who return to work from FMLA Leave, will be returned to their same job or an

equivalent position subject to the requirements of FMLA. Certain highly compensated

employees (key employees) may have limited reinstatement rights.

Jury and Witness Duty 1. If you are called for jury duty or subpoenaed to serve as a witness, you are urged to

fulfill your civic obligation. Present to your supervisor the juror summons or subpoena.

You may retain your jury duty/witness pay while you serve, and a corresponding

deduction will be made from your regular pay. Please submit proof of jury duty/witness

pay.

2. If your jury or witness service is prolonged beyond the initial expectation, you should

ask for a letter from the court indicating the additional time required or be prepared to

inform your supervisor of the name and telephone number of the authorized court

personnel the supervisor may contact to discuss the additional time the court requires

of you. If the court is not in session, or if you are not required to report for duty on any

working day during your period of service, you are expected to report for work at the

Company.

Military Leave Policy

1. This policy shall apply to all employees. The Company strives to comply with the

Uniformed Services Employment and Reemployment Rights Act. .

2. The Company will grant appropriate unpaid leaves of absence to employees in

accordance with these laws and regulations.

3. An employee who is a member of the United States Army, Navy, Air Force, Marines,

Coast Guard, National Guard, Reserves or Public Health Services will be granted an

unpaid leave of absence for military service, training or related obligation in accordance

with applicable law. Employees on military leave may substitute their accrued paid

leave time for unpaid leave. At the conclusion of the leave, upon the satisfaction of

certain conditions, an employee generally has a right to return to the same position he

or she held prior to the leave or to a position with like seniority, status and pay that the

employee is qualified to perform.

4. During a military leave of less than 31 days an employee is entitled to continued group

health plan coverage under the same conditions as if the employee had continued to

work. For military leave of more than 30 days, an employee may elect to continue

his/her health coverage for up to 18 months of uniformed service, but may be required

to pay all or part of the premium for the continuation coverage.

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5. Upon receipt of order for active or reserve duty, an employee should notify his/her

immediate supervisor, as well as the Human Resources Manager, and submit a copy of

the military orders.

6. Employee will also be granted time off for military training (normally 14 days plus travel

time) and other related obligations, such as for an examination to determine fitness to

perform service. Employee should advise his/her immediate supervisor as well as the

Human Resources Manager of his/her training schedule and other related obligations as

far in advance as possible.

7. Employees returning from active military duty must provide notice of or submit an

application for re-employment in accordance with the following schedule.

8. An employee who served for less than 31 days or who reported for a fitness to serve

examination must provide notice of re-employment at the beginning of the first full

regularly scheduled work period that starts at least eight hours after the employee has

returned from the location of service.

9. An employee who served for more than 30 days, but less than 181 days, must submit an

application for re-employment no later than 14 days after completing his/her period of

service, or if this deadline is impossible or unreasonable through no fault of the

employee, then on the next calendar day when submission becomes possible.

10. An employee who served for more than 180 days must submit an application for re-

employment no later than 90 days after the completion of the uniformed service.

11. An employee who has been hospitalized or is recovering from an injury or illness

incurred or aggravated while serving must report to the Human Resources Manager (if

the service was less than 31 days), or submit an application for re-employment (if the

service was greater than 30 days) at the end of the necessary recovery period (but

which may not exceed two years).

12. An employee whose military service was for more than 30 days must provide

documentation within two weeks of his/her return (unless such documentation does

not yet exist or is not readily available) showing the following:

a. The application for re-employment is timely (submitted within the required time

period);

b. The period of service has not exceeded five years; and

c. The employee received an honorable or general discharge.

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Personal Leave Normally, personal leaves of absence are not granted. In management’s sole discretion, an

unpaid leave for non-medical reasons may be granted for not more than 30 days.

Voting Leave

Voting is an important responsibility we all assume as citizens. We encourage employees to

exercise their voting rights in all municipal, state and federal elections.

Under most circumstances, it is possible for employees to vote either before or after work. If it

is necessary for employees to arrive late or leave work early to vote in any election, employees

should arrange with their Supervisor/Manager no later than the day prior to Election Day.

Failure to return from leave of absence

The Company will assume that any employee who fails to return to work upon expiration of a

leave of absence, without prior permission, has abandoned his or her job with the Company

and is subject to termination.

ACCESS TO PERSONNEL RECORDS

Employee personnel files are available only to authorized personnel. Personnel files are the

property of the Company. However, current employees are permitted to look at, but not copy,

their file with prior supervisory approval and with an authorized member of the personnel

department present.

BUSINESS ATTIRE

All employees are expected to act and dress safely, appropriately and in a professional manner

that reflects favorably upon themselves and the Company.

It is important for all employees to project a professional image of the Company. To create this

image for clients, visitors and guests, The Company has implemented a dress code policy. This

policy applies to all office personnel and employees who visit any of the offices.

The following list is a guideline of what attire is appropriate and inappropriate.

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Appropriate:

Dresses (length no more than 2 inches above the knee)

Skirts (length no more than 2 inches above the knee)

Blouses – Shirts with collars

Blazers

Vests

Skorts (length no more than 2 inches above the knee)

Pants

Any type of business shoe (heels, flats, clogs, dress sandals, loafers, etc.)

Work boots are acceptable for those who conduct field work and visit the offices only a

few hours daily

Nice jeans (no holes, clean)

Mustaches and beards must be clean, well trimmed and neat

Inappropriate:

Shorts

Very baggy clothing

Casual/sport t-shirts (except Gallegos logo gear, collared shirts are a guideline)

Flip flops or beach-type sandals

Tennis shoes

Tank tops, sweat clothes, exposed, midriff, halter tops, etc.

See-through, transparent clothing

Exposed cleavage

Ball caps

Strong perfume, cologne, or patchouli oil

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Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs must not be

worn during work. Nose studs less than 1/8 inch in diameter are acceptable.

Unnaturally colored hair such as blue or magenta and extreme hairstyles

Visible excessive tattoos and similar body art must be covered during business hours

Offensive body odor and poor personal hygiene

These policies may be changed as the fashion industry continues to challenge us.

Thank you for your compliance with this policy and helping to make this a professional

environment for our clients, visitors and guests.

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ACKNOWLEDGMENT

I acknowledge receipt of a copy of the Gallegos Corporation Employee Handbook and have read

its contents and understand them. I acknowledge this Employee Handbook supersedes and

replaces all prior Gallegos Corporation employee handbooks.

I shall abide by the guidelines of this handbook and any future amendments of the handbook. I

accept that failure to comply with the guidelines of the handbook may result in disciplinary

action by the Company, up to and including termination.

I UNDERSTAND THAT EMPLOYMENT WITH THE COMPANY IS “AT WILL,” EXCEPT FOR

EMPLOYEES WHO HAVE A WRITTEN CONTRACT SIGNED BY THE PRESIDENT OF THE COMPANY

EXPRESSLY DESCRIBED AS AN “EMPLOYMENT CONTRACT.” “AT WILL” MEANS EITHER I OR THE

COMPANY MAY TERMINATE MY EMPLOYMENT AT ANY TIME AND FOR ANY REASON, WITH OR

WITHOUT NOTICE. I UNDERSTAND THAT THIS EMPLOYEE HANDBOOK DOES NOT CREATE AN

EXPRESS OR IMPLIED CONTRACT OF EMPLOYMENT.

I understand that only the CEO of the Company is authorized to enter into an employment

relationship with current or prospective employees, which is anything other than an “at will”

relationship. Furthermore, there are no enforceable contracts of employment that are not in

writing, signed by the CEO.

I understand that no supervisor or other representative of the Company is authorized to modify

the provisions of this Handbook or any other policies or provisions of the Company.

I know this Handbook represents a brief summary of some of the more important Company

guidelines. The Handbook is not all-inclusive. I agree that the Company retains the sole right to

change, modify, suspend, interpret, or cancel in whole or in part any of the published or

unpublished personnel policies and practices. The Company can take such actions without

advance notice and without having to give cause or justification.

Employee Signature

Print Name: _______________________________ Date: ________________