II. Hiring Guidelines

EQUAL EMPLOYMENT OPPORTUNITIES:

Carter & Carter is an equal opportunity employer. It does not unlawfully discriminate in employment based on sex, race, color, religious creed, national origin, ancestry, age, physical disability, mental disability, medical condition, marital status, pregnancy, sexual orientation, or any other characteristics protected by federal or state law. This policy includes a prohibition of discrimination in all terms and conditions of employment. Employment decisions shall be based on merit, qualifications, and competence. This policy governs all aspects of employment, promotion, assignment, discharge, and other terms and conditions of employment.

RECRUITMENT AND SELECTION:

Carter & Carter seeks employees who have the experience, training, and personal attributes that will ensure a competent, harmonious, and dependable work force. While the final authority for hiring rests with the President and Vice President, each supervisor has the responsibility for determining the person best qualified for each position and offering that recommendation to the President and Vice-president.

If the employee is required to be licensed, registered or certified to perform the duties of his/her position, the employee must present evidence regarding this at the time of employment and annually thereafter in accordance with applicable regulations. Renewal of such license is the responsibility of the employee and failure to maintain current status could result in disciplinary action.

CLASSIFICATION OF EMPLOYEES:

The following terms will be used to define the types of employees and their respective levels of benefits:

Introductory Employee: An employee who is currently completing his/her first 90 days of employment. Once successfully completed, this employee will be reclassified as a full-time or part-time employee. Benefits during the introductory period will be determined during the hiring process.

Full-time Employee: An employee who works 40 hours a week on a regularly scheduled basis. All full-time employees are eligible for all provided benefits as determined during the hiring process.

Part-time Employee: An employee who works less than 40 hours, but more than 20 hours per week, on a regularly scheduled basis. All part-time employees are eligible for all provided benefits on a prorated basis as determined during the hiring process.

Temporary Employee: An employee who is hired for a specified or limited period of time such as an outside consultant or summer help, and who may work a full-time or part-time schedule. All temporary employees are not eligible for provided benefit

All classifications of employees are employed at-will. Either Carter & Carter or the employee can terminate the employment relationship at any time, for any or no reason, with or without cause or notice.

Within these classifications are two types of employee status:

Exempt: An employee who, by nature of being in an administrative, executive, or professional position, and paid on a salary basis as established by the Fair Labor Standards Act (FLSA) and applicable state law is exempt from overtime pay requirements. Employees are exempt if they are classified by Carter & Carter as exempt from state and federal overtime rules.

Non-Exempt: An employee whose position does not meet FLSA and state exemption tests and who is paid a multiple of his or her regular rate of pay for hours worked in excess of 40 per week.

INTRODUCTORY PERIOD:

The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The employer uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or the employer may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice.

All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence. If the employer determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period.

During the introductory period, new employees are entitled to all statutory benefits that are required by law, such as overtime, minimum wage, FICA, unemployment insurance, workers’ compensation, civil rights protections, and Social Security.

IMMIGRATION LAW COMPLIANCE:

This organization complies with the Immigration Reform and Control Act of 1986 and is committed to employing only United States citizens and aliens who are authorized to work in the United States. As a condition of employment, each new employee must complete, sign and date the first section of the Immigration and Naturalization Service Form I-9, and provide two forms of identification, such as a valid driver’s license and social security card. Before commencing work, newly rehired employees must also complete the form if they have not previously filed an I-9, or the previous I-9 is more than three years old or otherwise invalid.

EMPLOYMENT OF MINORS:

It is the policy of Carter & Carter to employ no one under 16 years of age. Minors between the ages of 16 and 18 years are eligible for employment, but must obtain work permits as required by State Law prior to employment.

EMPLOYMENT OF RELATIVES:

Employment of relatives is allowed, but the Company reserves the right to refuse employment should that employee in the course of their job duties be exercising supervisory or grievance-adjusting authority over the relative, or vice versa. Any relative hire or placement decision must be authorized in advance by the Department Head who will secure the approval of the President.