301 EMPLOYEE BENEFITS

Employees of the Foundation are provided a wide range of benefits. A number of the programs (such as Social Security, workers' compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.

Benefits eligibility is dependent upon a variety of factors, including employee classification. The Foundation Human Resources Department can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook or through the Human Resources Department.

The following benefit programs are available to eligible employees:

Some benefit programs require contributions from the employee, but most are fully paid by the Foundation.

(1) These benefits become effective on the first of the month following 30 days of employment within an eligible category.

(2) Benefits become effective immediately upon employment within an eligible category.

(3) Full-time students may opt for exemption from FICA.

(4) Additional information about these benefits can be found in a separate benefits explanation pamphlet available in the Foundation Human Resources Department.

(5) Employees become eligible to enroll in this program on January 1^st following six months of employment within an eligible category.

302 WORKERS' COMPENSATION INSURANCE

The Foundation provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers' compensation insurance provides benefits after a short waiting period, or, if the employee is hospitalized, immediately.

An employee who sustains a work-related illness or injury must inform the Foundation Human Resources Department immediately. No matter how minor an on-the-job illness or injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible and it will alert your employer to potential workplace hazards.

303 VACATION BENEFITS

The following employee classifications are eligible for vacation benefits according to the guidelines set forth in this policy:

Full-time Regular (FTR) Employees

Part-time Regular (PTR) Employees

Vacation hours accrue each pay period to the employee based on the employee's classification, hours worked during the pay period, and years of service. Employees will not accrue more than the maximum allocated accrual for any one pay period. No vacation accrual will be earned by an employee working less than 40 hours in a pay period, or during an unpaid leave of absence.

Vacation pay will be calculated based on the employee's straight-time pay rate (in effect when vacation benefits are used) times the number of hours the employee would otherwise have worked on the day(s) of absence. Vacation pay does not include shift differentials, incentive pay, bonuses, or other special forms of compensation. Vacation benefits for exempt employees will be based on their normal wages.

An employee who have satisfied all eligibility requirements may submit vacation requests to his or her supervisor. Requests will be evaluated by the supervisor based upon various factors, including anticipated operating requirements and staffing considerations during the proposed absence.

Employees are strongly encouraged to take earned vacation during the year following its accrual. For security reasons, employees who, in the opinion of their Project Director/Supervisor or Director of Human Resources, occupy sensitive positions, may be required to take a minimum of five (5) consecutive days of vacation each calendar year.

Upon termination of employment, employees will be paid for vacation benefits which have accrued through the last day of work.

Employees may accrue vacation hours up to the maximum allowed under their classification. Vacation benefits will be awarded to eligible employees according to the following schedules:

* Please Note: The hours presented represent the accrual for employees working an 80 hour pay period. Pay periods of 40 to 79 hours will receive a prorated accruals according tot he actual number of hours worked.

* Please Note: The hours presented represent the accrual for employees working an 80 hour pay period. Pay periods of 40 to 79 hours will receive a prorated accruals according to the actual number of hours worked.

305 HOLIDAYS

The Foundation will grant holiday time off to all employees for the holidays listed below:

Martin Luther King, Jr. Day (third Monday in January)

Caesar Chavez Day (March 31st; or observance on closest business day, Friday or Monday)

Memorial Day (last Monday in May)

Independence Day (July 4)

Labor Day (first Monday in September)

Veteran's Day (November 11)

Thanksgiving (fourth Thursday in November)

Christmas/New Year's Break (December 25-January 1)

According to applicable restrictions, the Foundation will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Eligible employee classifications:

Full-time Regular (FTR)

Part-time Regular (PTR)

Short Hour Regular (SHR)

A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday.

If a recognized holiday falls during an eligible employee's paid absence (e.g. vacation, sick leave), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied. If a recognized holiday falls during an eligible employees unpaid absence (e.g. unpaid leave of absence), the holiday pay will be unpaid.

If an eligible employee works on a recognized holiday, he or she will receive paid time off for the hours worked on the holiday.

Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.

306 OTHER PAID ABSENCES (OPA)

The employer provides OPA benefits to all eligible employees for periods of temporary absence due to illnesses, injuries, personal time off, medical, vision, or dental appointments. Eligible employee classifications:

Full-time Regular (FTR)

Part-time Regular (PTR)

OPA hours accrue each pay period based on the hours an employee works during the pay period. Employees working an 80 hour pay period will accrue 3.70 hours of OPA. The accrued rate will be prorated for employees working between 40 to 79 hours in a pay period. No OPA accrual will be earned by an employee working less than 40 hours in a pay period, or during an unpaid leave of absence.

Employees who are unable to report to work due to an illness or injury must make every effort to notify their supervisor before the scheduled start of their shift. In circumstances where an employee cannot notify his or her supervisor prior to the start of their shift, notification must be made within two hours after the start of the shift to be considered a reported absence. The supervisor must also be contacted each day the employee is absent. If an employee is absent for three or more consecutive days due to illness or injury, a physician's statement must be provided verifying the nature of the disability and its beginning and expected ending dates. Such verification may be requested by the Human Resources Department for other sick leave absences of any length as well and may be the basis for payment authorization of OPA benefits. Before returning to work from a sick leave absence of three calendar days or more, an employee must provide a physician's verification indicating that he or she may safely return to work.

OPA benefits will be calculated based on the employee's base pay rate at the time of the absence and will not include any special compensation, such as incentives, commissions, bonuses, or shift differentials. OPA benefits may be used to supplement any state disability insurance or worker's compensation benefits that an employee is eligible to receive. The combination of any such disability payments and OPA benefits cannot exceed the employee's normal earnings.

Upon termination of employment, employees will be paid (at their current rate at the time of termination) for OPA benefits that have accrued through the last day of work.

308 TIME OFF TO VOTE

The Foundation encourages employees to fulfill their civic responsibilities by voting. If an employee is unable to vote in a statewide election during his or her non-working hours, the Foundation will grant up to two hours of paid time off to vote. Employees must request time off to vote from their supervisor at least two working days prior to election day so that necessary time off to vote can be scheduled at the beginning or end of the work shift, whichever provides the least disruption to normal work operations.

Employees must submit a voter's receipt on the first working day following the election in order to qualify for paid time off.

309 BEREAVEMENT LEAVE

If an employee wishes to take time off due to death of an immediate family member, the employee must notify his or her supervisor immediately. Unpaid time off may be granted to allow the employee within any employment category to attend the funeral and make any necessary arrangements associated with the death.

Up to two days of paid bereavement leave may be provided for in-state funerals, and up to three days paid bereavement leave may be provided for out-of-state funerals to eligible employees in the following classifications:

Full-time Regular (FTR)

Part-time Regular (PTR)

Short Hour Regular (SHR)

Bereavement pay is calculated based on the base pay that an employee would otherwise have earned had he or she worked on the day of the absence.

Approval of bereavement leave will occur in the absence of unusual operating requirements. An employee may, with supervisor's approval, use any available paid leave for additional time off as necessary.

The Foundation defines "immediate family" as the employee's spouse, parent, child, sibling; the employee's spouse's parent, child, or sibling; the employee's child's spouse; grandparents or grandchildren. Special consideration will also be given by the Foundation Director of Human Resources to any other person whose association with the employee was similar to one of the above named relationships.

311 JURY DUTY

The Foundation encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees in an eligible classification may request up to 20 days of paid jury duty leave in any 24 month period. Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked during the absence. Employee classifications that qualify for paid jury duty leave:

Full-time Regular (FTR)

Part-time Regular (PTR)

Short Hour Regular (SHR)

If an employee is required to serve jury duty beyond the period of paid jury duty leave, he or she may use any available paid time off (for example, vacation/OPA benefits) or may request an unpaid jury duty leave of absence.

Employees must provide a copy of the jury duty summons to their supervisor and the Foundation Human Resources Department as soon as possible so that the supervisor may make arrangements to accommodate the employee's absence. The employee is expected to report for normal work duties whenever the court schedule permits.

Either the Foundation or the employee may request an excuse from jury duty if, in the judgement of the Director of Human Resources, the employee's absence would create serious operational difficulties.

The Foundation will continue to provide insurance benefits until the end of the month in which the unpaid jury duty leave begins. At that time, employees must pay the full cost of their insurance benefits (medical, vision, dental, and life insurance benefits). The Foundation will resume payment of the costs of insurance benefits when the employee returns to active employment.

Accrual for benefits calculation, such as vacation, OPA, or holiday benefits, will be suspended during unpaid jury duty leave and will resume upon return of the employee to active employment.

312 WITNESS DUTY

The Foundation encourages employees to appear in court for witness duty whenever summoned.

Employees will be granted unpaid time off for absences due to witness duty. Employees are free to use any available paid leave benefits (vacation or OPA benefits) to receive compensation for the period of this absence.

A copy of the witness summons must be provided to the employee's supervisor and the Foundation Human Resources Department immediately after it is received so that operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee must report for normal work duties whenever the court schedule permits.

If the employee has been summoned as a witness of the Foundation as a result of a job-related event, he or she will receive paid time off for the entire period of witness duty.

380 EDUCATIONAL ASSISTANCE

In accordance with the guidelines set forth in this policy, the Foundation will provide educational assistance to eligible employees who wish to pursue course work which is applicable to their job duties with the organization. Eligible employees classification are:

Full-time Regular (FTR)

Part-time Regular (PTR)

Short Hour Regular (SHR)

Interested employees must complete and submit a Request for Educational Assistance form (available in the Foundation Human Resources Department) to their supervisor for consideration. An employee who receives approval for his or her educational assistance may, upon proof of successful completion of each course*, receive reimbursement for registration fees up to six units of undergraduate/graduate instruction each academic semester. The reimbursement rate is equivalent to the prevailing part-time undergraduate/graduate degree rate at CSULB. Since this benefit is solely funded by direct program funds, approval is contingent upon availability of funds, and/or program sponsor approval. Written approval for Educational Assistance must be received prior to course enrollment.

Employees who wish to take classes during normal business will either be required to make up the time spent away from work during the normal shift or they use accrued vacation or OPA hours in order to be compensated. In cases where the Foundation or Project Director request that the employee attend a class, the employee will be compensated at their regular rate of pay during the class attendance.

* Proof for this purpose is defined as a copy of the student's grade transcript indicating a passing grade for the class.

381 AMERICAN EXPRESS CORPORATE CARD

The Foundation participates in the American Express Corporate Card Program. Employees within the following classifications may apply for American Express Corporate Card membership:

Full-time Regular (FTR)

Part-time Regular (PTR)

Short Hour Regular (SHR)

This program features all of the normal benefits of a regular American Express membership but without an annual membership fee. Membership applications are processed by American Express and are subject to their normal membership guidelines. Individual and program membership is subject to cancellation at any time at the discretion of American Express and/or the Foundation. Corporate Card membership is only valid during employment with the Foundation.

382 CREDIT UNION

All Foundation employees are eligible to join the Long Beach Schools Federal Credit Union. The Credit Union offers a wide variety of financial services. Some of these services include: interest earning checking (draft) and savings accounts; VISA cards, automatic teller cards (accessible through the STAR SYSTEM; the PLUS SYSTEM and the CO-OP), as well as automobile , mortgage, personal and other types of loans.

383 DIRECT DEPOSIT

Many Foundation Employees enjoy the benefits of Direct Deposit. By completing and submitting the appropriate authorization form to the Foundation Payroll Department, the Foundation will automatically deposit the net amount of the employee’s check into the bank, credit union, or other financial institution account designated by the employee. Deposits will normally reach the designated institution on or before scheduled paydays. Employees should ensure that the designated institution is capable of accepting electronic transfers (most are). On paydays employees will still receive a check stub along with confirmation of deposit.