Employee Manual 

2015

Welcome to AZTERA

Thank you for joining AZTERA! We believe you will make a great contribution to the 

engineering industry by way of AZTERA and that you will find your employment here a 

rewarding experience. We look forward to the opportunity to work together to create a 

more successful organization. We also want you to feel that your employment with AZTERA 

will be mutually beneficial and gratifying. 

You have joined an organization that has established an outstanding reputation for quality. 

Credit for this goes to everyone in the organization. We hope you, too, will find satisfaction 

and take pride in your work here. As a member of AZTERA's team, you will be expected to 

contribute your talents and energies to further improve the environment and quality of the 

organization. 

This Employee Manual will provide answers to most of the questions you may have about 

company policies and procedures. You are responsible for reading and understanding this 

Employee Manual. If anything is unclear, please discuss the matter with your supervisor. 

I extend to you my personal best wishes for your success and happiness at AZTERA. 

Sincerely, 

Manny Terán

President and CEO

Table of Contents

....................................................................................................................................................... iii

Welcome	to	AZTERA.............................................................................................................. iii

An	Overview	of	AZTERA .........................................................................................................1

Mission ...................................................................................................................................................1

About	AZTERA......................................................................................................................................1

History ....................................................................................................................................................1

What	You	Can	Expect	from	AZTERA.............................................................................................2

What	AZTERA	Expects	from	You...................................................................................................3

Open	Communication	Policy ..........................................................................................................4

Suggestions ...........................................................................................................................................4

Introduction ...............................................................................................................................5

Equal	Employment Opportunity	Policy	Statement.................................................................5

Equal	Employment	Opportunity ...................................................................................................5

Nondiscrimination	and	Anti-harassment	Policy.....................................................................5

Definitions	of	Harassment...............................................................................................................5

Definitions	of	Sexual	Harassment.................................................................................................5

Retaliation	is	Prohibited..................................................................................................................6

Complaint	Procedure ........................................................................................................................6

Reporting...........................................................................................................................................................6

Making	a	Complaint.......................................................................................................................................7

Informal	Procedures.....................................................................................................................................7

Formal	Procedures ........................................................................................................................................8

Confidentiality.................................................................................................................................................8

Responsive	Action..........................................................................................................................................8

AZTERA	Whistleblower	Policy.......................................................................................................9

General................................................................................................................................................................9

Reporting	Responsibility ............................................................................................................................9

No	Retaliation..................................................................................................................................................9

Reporting	Violations.....................................................................................................................................9

Compliance	Officer ........................................................................................................................................9

Accounting and	Auditing	Matters.........................................................................................................10

Acting	in	Good	Faith...................................................................................................................................10

Confidentiality..............................................................................................................................................10

Handling	of	Reported	Violations...........................................................................................................10

Americans	With	Disabilities	Act	Policy	Statement.............................................................. 10

Conflict	of	Interest........................................................................................................................... 10

Outside	Employment.................................................................................................................................11

Gifts...................................................................................................................................................................11

Confidential	Nature	of	Work ..................................................................................................................11

Employment ............................................................................................................................ 13

New	Employee	Orientation.......................................................................................................... 13

Introductory	Period........................................................................................................................ 13

Anniversary	Date............................................................................................................................. 13

Employment	Classifications......................................................................................................... 13

Full-Time	Employees.................................................................................................................................14
Part-Time	Employees................................................................................................................................14

Regular	Employees.....................................................................................................................................14

Temporary	Employees..............................................................................................................................14

Nonexempt	and	Exempt	Employees ......................................................................................... 15

Immigration	Law	Compliance..................................................................................................... 15

Compensation......................................................................................................................... 16

Wage	and	Salary	Policies .............................................................................................................. 16

Compensation	Philosophy.......................................................................................................................16

Basis	for	Determining	Pay.......................................................................................................................16

Pay	Period	and	Hours................................................................................................................................16

Pay	Cycle.........................................................................................................................................................16

Paycheck	Distribution...............................................................................................................................16

Computing	Pay .............................................................................................................................................17

Direct	Payroll	Deposit...............................................................................................................................17

Overtime	Pay.................................................................................................................................................17

Time	Records ................................................................................................................................................17

Personnel	Records	and	Administration.................................................................................. 17

Your	Personnel	File....................................................................................................................................17

Your	Medical	Records	File.......................................................................................................................18

Performance	and	Compensation	Reviews.............................................................................. 18

Performance	Reviews................................................................................................................................18

Compensation	Reviews.............................................................................................................................19

Other	Compensation	Programs	and	Policies......................................................................... 19

Transfer	or	Promotion	Policy ................................................................................................................19

Time	Off..................................................................................................................................... 19

Paid	Leaves ........................................................................................................................................ 19

Holidays .............................................................................................................................................. 19

Recognized	Holidays..................................................................................................................................19

Holiday	Policies............................................................................................................................................20

Paid	time	off	(PTO).......................................................................................................................... 20

Vacation...........................................................................................................................................................21

Illness ...............................................................................................................................................................21

Other	Paid	Leaves............................................................................................................................ 22

Election	Day...................................................................................................................................................22

Funeral	(Bereavement)	Leave ...............................................................................................................22

Unpaid	Leaves................................................................................................................................... 22

Jury	Duty.........................................................................................................................................................22

Military	Leave	of	Absence........................................................................................................................22

Military	Reserves	or	National	Guard	Leave	of	Absence..............................................................23

Medical	Leave	of	Absence........................................................................................................................23

Personal	Leave	of	Absence......................................................................................................................23

Maternity/Paternity	Leave .....................................................................................................................23

Benefits ..................................................................................................................................... 24

Eligibility	for	Benefits .................................................................................................................... 24

Insurance	Coverage ........................................................................................................................ 25

Group	Insurance..........................................................................................................................................25

Retirement	Plan...........................................................................................................................................25

Other	Benefits................................................................................................................................... 25
Education	Assistance.................................................................................................................................25

Workers’	Compensation	Benefits.........................................................................................................26

On-The-Job............................................................................................................................... 27

Work	Schedule.................................................................................................................................. 27

Business	Hours.............................................................................................................................................27

Flextime	Scheduling........................................................................................................................ 27

Core	Hours .....................................................................................................................................................27

Lunch................................................................................................................................................................27

Appointments ...............................................................................................................................................27

Absence	or	Lateness ..................................................................................................................................27

Severe	Weather	and	Emergency	Conditions.......................................................................... 28

Organization	and	Department	Meetings................................................................................. 28

Computers,	Electronic	Mail,	Voice	Mail,	Cell	Phone	and	Internet	Usage	Policy........ 28

Computers,	Electronic	Mail	and	Voice	Mail	Policies.....................................................................28

Cell	Phone	Usage	Policy............................................................................................................................29

Internet-Usage	Policy................................................................................................................................29

Dress	Code	and	Personal	Appearance ..................................................................................... 30

Drug-Free	Workplace	Policy ....................................................................................................... 30

Drug-Free	Awareness	Program.................................................................................................. 30

Dangers	of	Drug	Abuse	in	the	Workplace.........................................................................................30

Available	Drug	Counseling,	Rehabilitation	and	Employee	Assistance	Programs.............31

Available	Assistance...................................................................................................................................31

Penalties..........................................................................................................................................................31

Expense	Reimbursement.............................................................................................................. 31

Personal	Use	of	Aztera	Property................................................................................................ 31

Telecommuting	Policy ................................................................................................................... 31

Workplace	Violence........................................................................................................................ 32

Standards	of	Conduct ..................................................................................................................... 32

Unacceptable	Activities ................................................................................................................. 32

Disciplinary	Actions........................................................................................................................ 33

Discipline	Procedure..................................................................................................................................34

Step	One:	Oral	Reminder..........................................................................................................................34

Step	Two:	Written	Warning....................................................................................................................34

Step	Three:	Second	written	warning	plus	disciplinary	suspension.......................................35

Crisis	Suspension ........................................................................................................................................35

Entering	and	Leaving	the	Premises........................................................................................... 35

Security................................................................................................................................................ 35

Smoking............................................................................................................................................... 36

Leaving	Aztera ........................................................................................................................ 37

Separation	of	Employment........................................................................................................... 37

Termination...................................................................................................................................................37

Insurance	Conversion	Privileges ..........................................................................................................37

Exit	Interviews .............................................................................................................................................37

Return	of	Aztera	Property.......................................................................................................................38

Organize	Files ...............................................................................................................................................38

Appendix	I:	 Drug-Free	Workplace	Policy..................................................................... 39

Purpose	and	Goal............................................................................................................................. 39

Covered	Workers............................................................................................................................. 39
Applicability ...................................................................................................................................... 39

Prohibited	Behavior ....................................................................................................................... 39

Notification	of	Convictions ........................................................................................................... 39

Searches .............................................................................................................................................. 39

Consequences.................................................................................................................................... 40

Return-to-Work	Agreements....................................................................................................... 40

Assistance........................................................................................................................................... 40

Confidentiality .................................................................................................................................. 40

Shared	Responsibility.................................................................................................................... 40

Communication................................................................................................................................ 41

Appendix	II:	Organizational	Chart................................................................................... 42
Aztera	Employee	Manual 1

An Overview of AZTERA

Mission

Aztera delivers optimum solutions to client technology challenges through product 

development. As a trusted solution provider, Aztera drives technology ideas to become solid 

commercialized products.

About AZTERA

We help our clients take their technology from concept to the prototype level and then to 

production. Our talentedteam of engineers is made up of experts in automated test & 

measurement in various engineering disciplines. Ourautomated test & measurement 

solutions can save our clients valuable time and money, while providing detailed and 

accurate results. We take pride in our agile process that focuses on giving our clients exactly 

what they need. 

History

Manny Terán founded Aztera in February 2010. He identified an unmet need in market for a 

one-stop prototype development service that would take the time intensive vendor 

management role off the hands of client companies. Aztera’s first customer was a start-up 

solar energy company out of Santa Fe, NM. Over time, customers expressed their desire for 

a more integrated approach, so Terán brought on more engineering resources and 

expanded the services offered. Aztera’s first engineer was hired in February 2011. Through 

exceptional customer service, strategic partnerships and a tight network of local vendors, 

Aztera has grown to fourteen employees, and over 30 customers including leading 

semiconductor companies and large defense contractors, as well as individual 

entrepreneurs and start-up technology companies.
Aztera	Employee	Manual 2

What You Can Expect from AZTERA

AZTERA believes in creating a harmonious working relationship between all employees. In 

pursuit of this goal, AZTERA has created the following employee relations objectives: 

1. Provide an exciting, challenging and rewarding workplace and experience. 

2. Select people on the basis of skill, training, ability, attitude, and character without 

discrimination regarding age, sex, color, race, creed, origin, religious persuasion, marital 

status, political belief, or a disability that does not prohibit performance of essential job 

functions. 

3. Compensate all employees according to their effort and contribution to the success of 

our business.

4. Review wages, employee benefits and working conditions regularly with the objective of 

being competitive in these areas consistent with sound business practices. 

5. Provide vacation, sick leave and holidays to all eligible employees. 

6. Provide eligible employees with health and welfare benefits. 

7. Ensure employees, after talking with their managers, have the opportunity to discuss 

any issue or problem with the AZTERA President and CEO. 

8. Take prompt and fair action regarding any complaint that may arise in the everyday 

conduct of our business, to the extent that is practical. 

9. Respect individual rights, and treat all employees with courtesy and consideration. 

10. Maintain mutual respect in our working relationship. 

11. Provide buildings and offices that are comfortable, orderly and safe. 

12. Promote employees on the basis of their abilities and merits. 

13. Make promotions or fill vacancies from within AZTERA whenever practical. 

14. Keep all employees informed of the progress of AZTERA, as well as the company's 

overall goals and objectives. 

15. Promote an atmosphere in keeping with AZTERA's vision, mission and goals. 
Aztera	Employee	Manual 3

What AZTERA Expects from You

AZTERA needs your help in making each working day enjoyable and rewarding. Your first 

responsibility is to know your own duties and how to do them promptly, correctly and 

pleasantly. Secondly, you are expected to cooperate with management and employees and 

to maintain a good team attitude. 

How you interact with AZTERA employees and those whom AZTERA serves, and how you 

accept direction, can affect the success of each project. In turn, the outcomes of each 

project can impact the entire service offered by AZTERA. Consequently, whatever your 

position, you have an important assignment: perform every task to the very best of your 

ability. 

You are encouraged to grasp opportunities for personal development offered to you. This 

manual offers insight on how you can perform positively and to the best of your ability to 

meet and exceed AZTERA expectations.

We strongly believe you should have the right to make your own choices in matters that 

concern and control your life. We believe in direct access to management. We are dedicated 

to making AZTERA a company where you can approach your manager, or any member of 

management, to discuss any problem or question. We expect you to voice your opinions 

and contribute your suggestions to improve the quality of AZTERA 

Remember, you help create the pleasant and safe working conditions that AZTERA intends 

for you. The result will be better performance for the company, and personal satisfaction 

for you. 
Aztera	Employee	Manual 4

Open Communication Policy

AZTERA encourages you first to discuss any issue you may have with a co-worker directly 

with that person. If a resolution is not reached, you should arrange a meeting with your 

supervisor to discuss any concern, problem or issue that arises during the course of your 

employment. Any information discussed in this meeting is considered confidential. 

Retaliation against any employee for appropriate usage of open communication channels is 

unacceptable. Please remember it is counterproductive to a harmonious workplace for 

employees to create or repeat rumors or office gossip. It is more constructive for an 

employee to discuss any issues openly with the individuals involved and seek help from your 

supervisor when necessary. 

Suggestions

We encourage all employees to bring forward their suggestions and good ideas about how 

our company can be made a better place to work, our products improved and our service to 

customers enhanced. When you see an opportunity for improvement, please talk it over 

with your supervisor or bring it up at a regularly scheduled staff meeting. This can help bring 

your idea to the attention of the people in the company who will be responsible for possibly 

implementing it. All suggestions are valued and listened to. 
Aztera	Employee	Manual 5

Introduction

Equal Employment Opportunity Policy Statement

AZTERA is an equal employment opportunity employer. Employment decisions are based on 

business needs and personal capabilities and qualifications without discrimination because 

of race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, 

religion, creed, physical or mental disability, marital status, veteran status, political 

affiliation or any other protected characteristic as established by law. 

The Administration Department is primarily responsible for seeing that AZTERA's equal 

employment opportunity policies are implemented, but all members of the staff share in 

the responsibility for ensuring that by their personal actions the policies are effective and 

apply uniformly to everyone. 

Equal Employment Opportunity

It is the policy of AZTERA to ensure equal employment opportunity without discrimination 

or harassment on the basis of race, color religion, sex, age, national origin, disability or any

other characteristic protected by law. AZTERA prohibits and will not tolerate any such 

discrimination or harassment. 

Nondiscrimination and Anti-harassment Policy

AZTERA is committed to a work environment in which all individuals are treated with 

respect and dignity. Each individual has the right to work in a professional atmosphere that 

promotes equal employment opportunities and prohibits discriminatory practices, including 

harassment. Therefore, AZTERA expects that all relationships among persons in the 

workplace will be business-like and free of bias, prejudice and harassment. 

Definitions of Harassment

Workplace harassment can take many forms. It may be, but is not limited to, words, signs, 

offensive jokes, cartoons, pictures, posters, e-mail jokes or statements, pranks, intimidation, 

physical assaults or contact, or violence. Harassment is not necessarily sexual in nature. It 

may also take the form of other vocal activity including derogatory statements not directed 

to the targeted individual but taking place within their hearing. Other prohibited conduct 

includes written material such as notes, photographs, cartoons, articles of a harassing or 

offensive nature, and taking retaliatory action against an employee for discussing or making 

a harassment complaint. 

Definitions of Sexual Harassment

Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or 

other verbal or physical contact of a sexual nature when such conduct creates an offensive, 
Aztera	Employee	Manual 6

hostile and intimidating working environment and prevents an individual from effectively 

performing the duties of his or her position. It also encompasses such conduct when it is 

made a term or condition of employment or compensation, either implicitly or explicitly, 

and when an employment decision is based on an individual's acceptance or rejection of 

such conduct. 

Generally, two categories of sexual harassment exist. The first − quid pro quo − may be 

defined as an exchange of sexual favors for improvement in your working conditions and/or 

compensation. The second category − hostile, intimidating, offensive working environment 

− is described as a situation in which unwelcome sexual advances, requests for sexual 

favors, or other verbal or physical contact of a sexual nature creates an intimidating or 

offensive environment. Examples of a hostile, intimidating and offensive working 

environment include, but are not limited to, pictures, cartoons, symbols or apparatus found 

to be offensive and that exists in the workspace of an employee. This behavior does not 

necessarily link improved working conditions with an exchange for sexual favors. 

AZTERA prohibits any employee from retaliating in any way against anyone who has raised 

any concern about sexual harassment or discrimination against another individual. 

AZTERA will investigate any complaint of sexual harassment and will take immediate and 

appropriate disciplinary action if sexual harassment has been found within the workplace. 

Retaliation is Prohibited

AZTERA prohibits retaliation against any individual who reports discrimination or 

harassment or participates in an investigation of such reports. Retaliation against an 

individual for reporting harassment or discrimination or for participating in an investigation 

of a claim of harassment or discrimination is a serious violation of this policy and, like 

harassment or discrimination itself, will be subject to disciplinary action. 

Complaint Procedure

Reporting

AZTERA strongly urges the reporting of all incidents of discrimination, harassment or 

retaliation, regardless of the offender’s identity or position. Individuals who believe they 

have experienced conduct that they believe is contrary to AZTERA’s policy or who have 

concerns about such matters should bring this issue up with the person involved. If you are 

unable to resolve the problem, you should bring it to the attention of your immediate 

supervisor, or the business manager. 
Aztera	Employee	Manual 7

IMPORTANT NOTICE TO ALL EMPLOYEES: Employees who have experienced conduct they 

believe is contrary to this policy have an obligation to take advantage of this complaint 

procedure. An employee’s failure to fulfill this obligation could affect his or her rights in 

pursuing legal action. 

Early reporting and intervention have proven to be the most effective method of resolving 

actual or perceived incidents of harassment. Therefore, while no fixed reporting period has 

been established, AZTERA strongly urges the prompt reporting of complaints or concerns so 

that rapid and constructive action can be taken. 

The availability of this complaint procedure does not preclude individuals who believe they 

are being subjected to harassing conduct from promptly advising the offender that his or 

her behavior is unwelcome and requesting that it be discontinued. 

Making a Complaint

If you believe that you have been harassed, you have a number or response options, both 

formal and informal. Some people may wish to pursue informal means instead of or before 

making a formal complaint; others will not. If an informal procedure is ineffective, the 

formal procedures will remain open to you. You should select the route you feel most 

appropriate for your circumstances. 

Informal Procedures

1. If you feel comfortable dealing with the situation without assistance, you can 

communicate either orally in or writing with the person whose behavior is offensive. The 

most useful communication will have three parts: 

a. A factual description of the incident(s) including date, time, place and specific 

action. 

b. A description of the writer’s feelings, including any consequences of the incident 

c. A request that the conduct cease 

Frequently such a communication will cause the offensive behavior to stop, particularly 

where the person may not be aware that the conduct is offensive. 

2. If you would like to proceed informally, but with the assistance of someone else, you 

may: 

a. Ask the person’s supervisor to speak to the person whose behavior was 

offensive. The purpose of such conversations is the cessation of offensive 

behavior. 

b. Consult with one of the coordinators listed below who are specifically charged 

with responding to harassment inquiries and complaints. 

c. Ask the coordinators to mediate or arrange for mediation. Mediation is 
Aztera	Employee	Manual 8

discussion and negotiation with the help of a third party, designed to permit the 

parties to reach a mutually agreeable resolution of a dispute. If a person 

complaining of harassment seeks mediation, the person accused of harassment 

agrees and the Coordinator concludes that the mediation would be consistent 

with AZTERA’s legal obligations in responding to and preventing harassment, the 

coordinator may mediate or arrange for mediation. 

Formal Procedures

Whether or not you have attempted to resolve a harassment claim through informal means, 

you may initiate a formal harassment grievance proceeding by filing a written complaint. 

This process may lead to a formal hearing at which evidence will be considered and 

witnesses heard. If this is the course you wish to take, the Business Manager can assist you 

in filing a complaint. 

Complaints, prepared with or without the assistance of the Business Manager, can be filed 

with your supervisor or the President and CEO (with a copy to the Business Manager).

Confidentiality

AZTERA will strive to protect, to the greatest extent possible, the confidentiality of persons 

reporting harassment and of those accused of harassment. Because AZTERA has an 

obligation to address harassment, however, AZTERA cannot guarantee complete 

confidentiality where it would conflict with AZTERA’s obligation to investigate meaningfully 

or, where warranted, take corrective action. Even when some disclosure of AZTERA’s 

information or sources is necessary, it will be limited to the extent possible. AZTERA will, to 

the extent permitted by law, keep confidential all records of complaints, responses and 

investigations. Allegations of harassment shall not be placed in employee records or 

personnel files unless, after appropriate investigation, such allegations have been sustained. 

Records of allegations maintained by the Business Manager, which do not lead to formal 

hearings or personnel actions, will be discarded after five years, unless there are additional, 

more recent complaints against the same person. Any records maintained by the Business 

Manager concerning an allegation about which an accused person was not given reasonably 

timely notice and an opportunity to respond shall not be used to justify or enhance a 

sanction, other than an oral or written warning, imposed for a different instance of 

harassment. 

Responsive Action

Misconduct constituting harassment, discrimination or retaliation will be dealt with 

appropriately. Responsive action may include, for example, training, referral to counseling 

and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay 

increase, reassignment, temporary suspension without pay or termination, as AZTERA 
Aztera	Employee	Manual 9

believes appropriate under the circumstances. 

AZTERA Whistleblower Policy

General

AZTERA requires all employees to observe the highest standard of business and personal 

ethics in the conduct of their duties and responsibilities. As representatives of the 

organization, employees must practice honesty and integrity in fulfilling responsibilities and 

comply with all applicable laws and regulations. 

Reporting Responsibility

It is the responsibility of all employees to observe the highest standards of business and 

personal ethics while conducting organization business and to report violations of suspected 

violations in accordance with this whistleblower policy. 

No Retaliation

No employee who in good faith reports a violation shall suffer harassment or retaliation, nor 

will he or she suffer an adverse employment consequence. An employee who retaliates 

against someone who has reported a violation in good faith is subject to discipline up to and 

including termination of employment. This whistleblower policy is intended to encourage 

and enable employees and others to raise serious concerns within the organization prior to 

seeking resolution outside the organization. 

Reporting Violations

The organization suggests that employees share their questions, concerns, suggestions or 

complaints with someone who can address them properly. In most cases, an employee’s 

supervisor is in the best position to address an area of concern. However, if an employee is 

not comfortable speaking with his or her supervisor, or is not satisfied with the supervisor’s 

response, the employee is encouraged to speak with anyone in management that he or she 

is comfortable in approaching. Supervisors and managers are required to report suspected 

violations to the organization’s compliance officer. The compliance officer has specific and 

exclusive responsibility to investigate all reported violations. For suspected fraud, or if an 

employee is either not satisfied or uncomfortable even after following the organization’s 

open door policy, the employee should contact the organization’s compliance officer 

directly. 

Compliance Officer

The organization’s compliance officer, an appropriate director designated by management, 

is responsible for investigating and resolving all reported complaints and allegations 

concerning violations and, at his or her discretion, for advising the President/CEO. The 

compliance officer is required to report, at least annually, to the Management Team on 
Aztera	Employee	Manual 10

compliance activity. 

Accounting and Auditing Matters

The Management Team shall address all reported concerns and complaints regarding the 

organization’s accounting practices, internal controls and auditing. The compliance officer

shall immediately notify the audit committee of any such complaint and shall work with the 

committee until the matter is resolved. 

Acting in Good Faith

Anyone filing a complaint concerning a violation or suspected violation must be acting in 

good faith and have reasonable grounds for believing that the information disclosed 

indicates a violation of the code. Any allegations that prove to be false or unsubstantiated, 

and which prove to have been made maliciously or knowingly, will be viewed as a serious 

offense requiring disciplinary action. 

Confidentiality

Violations or suspected violations may be submitted on a confidential basis by the 

complainant or may be submitted anonymously. Reports or violations of suspected 

violations will be kept confidential to the extent possible, consistent with the need to 

conduct an adequate investigation. 

Handling of Reported Violations

The compliance officer will notify the sender and acknowledge receipt of the reported 

violation or suspected violation within five business days. All reports will be promptly 

investigated and appropriate corrective action will be taken if warranted by the 

investigation. 

Americans with Disabilities Act Policy Statement

It is the policy of AZTERA to comply with all the relevant and applicable provisions of the 

Americans with Disabilities Act (ADA). AZTERA will not discriminate against any qualified 

employee or job applicant with respect to any terms, privileges or conditions of 

employment because of a person’s physical or mental disability. AZTERA will also make 

reasonable accommodation wherever necessary for all employees or applicants with 

disabilities, provided that the individual is otherwise qualified to safely perform the 

essential duties and assignments connected with the job and provided that any 

accommodations made do not impose an undue hardship on AZTERA. 

Conflict of Interest

AZTERA expects its employees to conduct business according to the highest ethical 

standards of conduct. Employees are expected to devote their best efforts to the interests 

of AZTERA. Business dealings that appear to create a conflict between the interests of 
Aztera	Employee	Manual 11

AZTERA and an employee are unacceptable. AZTERA recognizes the right of employees to 

engage in activities outside of their employment which are of a private nature and 

unrelated to our business. However, the employee must disclose any possible conflicts so 

that AZTERA may assess and prevent potential conflicts of interest from arising. A potential 

or actual conflict of interest occurs whenever an employee is in a position to influence a 

decision that may result in a personal gain for the employee or an immediate family 

member (i.e., spouse or significant other, children, parents, siblings) as a result of AZTERA’s 

business dealings. 

Although it is not possible to specify every action that might create a conflict of interest, this 

policy sets forth the ones which most frequently present problems. If an employee has any 

question whether an action or proposed course of conduct would create a conflict of 

interest, he or she should immediately contact the Vice President and COO to obtain advice 

on the issue. The purpose of this policy is to protect employees from any conflict of interest 

that might arise. 

A violation of this policy will result in discipline, up to and including immediate termination. 

Outside Employment

From time to time, AZTERA employees may be required to work beyond their normally 

scheduled hours. Employees must perform this work when requested. In cases of conflict 

with any outside activity, the employee’s obligations to AZTERA must be given priority. 

Employees are hired and continue in AZTERA’s employ with the understanding that AZTERA 

is their primary employer and that other employment or commercial involvement which is 

in conflict with the business interests of AZTERA or with the employee’s responsibilities with 

Aztera is strictly prohibited. 

Gifts

Advance approval from management is required before an employee may solicit a gift of 

any kind from a customer, supplier or vendor representative. Employees are not permitted 

to give unauthorized gifts to customers or suppliers, except for certain promotional 

"premiums" (such as t-shirts, coffee mugs, pens or key chains) imprinted with the AZTERA 

logo or sales information. 

Confidential Nature of Work

All AZTERA records and information relating to AZTERA or its partners and/or customers are 

confidential and employees must, therefore, treat all matters accordingly. No AZTERA or 

AZTERA-related information, including without limitation, documents, notes, files, records, 

oral information, computer files or similar materials (except in the ordinary course of 

performing duties on behalf of AZTERA) may be removed from AZTERA’s premises without 
Aztera	Employee	Manual 12

permission from AZTERA. Additionally, the contents of AZTERA’s records or information 

otherwise obtained in regard to business may not be disclosed to anyone, except where 

required for a business purpose. Employees must not disclose any confidential information, 

purposefully or inadvertently (through casual conversation), to any unauthorized person 

inside or outside the organization. Employees who are unsure about the confidential nature 

of specific information must ask their supervisor for clarification. Employees will be subject 

to disciplinary action, up to and including dismissal, for knowingly or unknowingly revealing 

information of a confidential nature. You will be required to sign an NDA to work at Aztera 

as our clients require this from us.
Aztera	Employee	Manual 13

Employment

New Employee Orientation

On your first working day, you will be asked to complete employment paperwork. Your 

supervisor will introduce you to your co-workers and office layout. Please feel free to ask 

your colleagues any questions not answered during your orientation. 

You will also be given your AZTERA email account address, information on how to obtain 

AZTERA business cards, and literature explaining additional benefits of being an AZTERA 

employee. 

Introductory Period

Your first 90 (ninety) days of employment at AZTERA are considered an introductory period, 

and during that period you will be eligible for benefits described in this Employee Manual. 

This introductory period will be a time for getting to know employees, your supervisor and 

the tasks involved in your job position, as well as becoming familiar with AZTERA's products 

and services. Your supervisor will work closely with you to help you understand the needs 

and processes of your job. 

This introductory period is a "getting acquainted" time for both you, as an employee, and 

AZTERA, as an employer. During this introductory period, AZTERA will evaluate your 

suitability for employment, and you can evaluate AZTERA as well. At the end of the 

introductory period, your supervisor will discuss your job performance with you. This review 

will be similar to the job performance review that is held for regular full-time or part-time 

employees on an annual basis. Provided your job performance is “satisfactory,” you will 

continue in AZTERA’s employment as an at-will employee. 

Anniversary Date

The first day you report to work is your "official" anniversary date. Your anniversary date is 

used to compute various conditions and benefits described in this Employee Manual. 

Employment Classifications

At the time you are hired, you are classified as either full-time or part-time and as either 

permanent or temporary. In addition, you are classified as either non-exempt or exempt. All 

policies described in this Employee Manual and communicated by AZTERA apply to all 

employees, with the exception of certain wage, salary and time-off limitations applying only 

to "non-exempt" employees. If you are unsure of which job classification your position fits 

into, please ask your supervisor. 
Aztera	Employee	Manual 14

Full-Time Employees

Most Aztera employees are required to work 40 hours per week. However, for benefits 

purposes an employee who has successfully completed his or her introductory period and 

who works at least 40 (forty) hours per week is considered a full-time employee.

Unless otherwise specified, the benefits described in this Employee Manual apply only to 

full-time employees. 

If you were a full-time employee and were laid off, you would be considered a full-time 

employee upon return to work, provided that you were not laid off for longer than one (1) 

year. 

If you were a full-time employee and have been on an approved leave of absence, upon 

return you would be considered a full-time employee, provided you return to work as 

agreed in the provisions of your leave. 

Part-Time Employees

An employee who works fewer than 40(forty) hours per week is considered a part-time 

employee. If you are a part-time employee, please understand that you are not eligible for 

benefits described in this Employee Manual, except as granted on occasion, or to the extent 

required by provision of state and federal laws. 

Regular Employees

Employees hired to work on a regular basis for an indefinite period of time are classified as 

regular employees. Such employees may be either full- or part-time. 

Temporary Employees

From time to time, AZTERA may hire employees for specific periods of time or for the 

completion of a specific project. An employee hired under these conditions will be 

considered a temporary employee. The job assignment, work schedule and duration of the 

position will be determined on an individual basis. 

Normally, a temporary position will not exceed nine (9) months in duration, unless 

specifically extended by a written agreement. Summer employees, interns and seasonal 

employees are considered temporary employees. 

A temporary employee does not become a regular employee by virtue of being employed 

longer than the agreed upon specified period. 

Temporary employees are not eligible for benefits described in this Employee Manual, 

except as granted on occasion, or to the extent required by provision of state and federal 
Aztera	Employee	Manual 15

laws. Those temporary employees classified as non-exempt (see the section titled NonExempt and Exempt Employees below) who work more than forty (40) hours during any 

workweek will receive overtime pay.

Nonexempt and Exempt Employees

At the time you are hired, you will be classified as either exempt or nonexempt. By law, 

employees in certain types of jobs are entitled to overtime pay for hours worked in excess 

of eight (8) hours per day or forty (40) hours per work week. These employees are referred 

to as nonexempt in this Employee Manual. This means that they are not exempt from (and 

therefore should receive) overtime pay. 

Exempt employees are those whose duties and responsibilities allow them to be exempt 

from overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA) 

and any applicable state laws. If you are an exempt employee, you will be advised that you 

are in this classification at the time you are hired, transferred or promoted. 

The criteria for determining the exempt/nonexempt status of a position is based on internal 

and external factors. Internal factors include but may not be limited to the number of 

employees the position supervises, the specific job responsibilities and the amount of time 

necessary to perform the duties as stated in the job description. External factors include but 

may not be limited to the job description and how it compares to the current market and 

FLSA and state laws. 

Immigration Law Compliance

All offers of employment are contingent on verification of your right to work in the United 

States. On your first day of work you will be asked to provide original documents verifying 

your right to work and, as required by federal law, to sign Federal Form I-9, Employment 

Eligibility Verification Form. If you at any time cannot verify your right to work in the United 

States, AZTERA may be obliged to terminate your employment. 
Aztera	Employee	Manual 16

Compensation

The goal of AZTERA's compensation program is to attract potential employees, meet the 

needs of all current employees and encourage well-performing employees to stay with our 

organization. With this in mind, our compensation program is built to balance both

employee and AZTERA needs. 

Wage and Salary Policies

Compensation Philosophy

It is AZTERA's desire to pay all regular employees' wages and salaries that are competitive 

with other employers in the marketplace in a way that will be motivational, fair and 

equitable. Compensation may vary with individual and company performance and in 

compliance with all applicable statutory requirements. 

AZTERA applies the same principles of fairness to all employees, regardless of organizational 

level, race, color, citizenship status, national origin, ancestry, gender, sexual orientation, 

age, religion, creed, physical or mental disability, marital status, veteran status, political 

affiliation or any other factor protected by law. 

Basis for Determining Pay

Several factors may influence your rate of pay. Some of the items AZTERA considers are the 

nature and scope of your job, what other employers pay their employees for comparable 

jobs (external equity), what AZTERA pays its employees in comparable positions (internal 

equity), individual experience and performance, as well as AZTERA performance, which is 

measured by previous performance for the same responsibilities. It is AZTERA's goal to have 

a current job description on hand that broadly defines your job responsibilities.

Pay Period and Hours

Our payroll work week begins on Sunday at 12:01 a.m. and ends Saturday at 12 midnight. 

Pay Cycle

Payday is normally on every other Friday for services performed during the two (2) week 

period ending the prior Saturday. The biweekly pay schedule is made up of twenty-six (26) 

pay periods per year. Changes will be made and announced in advance whenever AZTERA 

holidays or closings interfere with the normal pay schedule. 

Paycheck Distribution

Paychecks will be distributed by the Business Manager on the pay dates specified 

aboveunless arrangements have been made for Direct Payroll Deposit (see Direct Payroll 

Deposit).
Aztera	Employee	Manual 17

Computing Pay

AZTERA will compute employees’ pay on the basis of a forty (40) hour work week. 

Direct Payroll Deposit

Direct payroll deposit is the automatic deposit of your pay into the financial institution 

accounts of your choice. This may be set up through the Business Manager.

Overtime Pay

If you are a non-exempt employee, you will be eligible to receive overtime pay of one and 

one-half (1-1/2) times your regular hourly wage for approved hours worked over forty (40) 

hours in one (1) week. If, during that week, you were away from the job because of a jobrelated injury, paid holiday, severe weather conditions, or Paid Time Off, those hours not 

worked will not be counted as hours worked for the purpose of computing eligibility for 

overtime pay. 

Please note if you are a non-exempt employee on an approved flexible work arrangement, 

overtime hours will be computed only on those hours worked in excess of a forty (40) hour 

work week. 

All overtime must be approved in advance by your supervisor. 

Time Records

All employees must record time worked on the provided AZTERA time sheets or designated 

software program (such as QuickBooks) as instructed by your supervisor. Time worked 

reports must be completed at the end of each work week and submitted to the Business 

Manager who will place these in your personnel file. 

Personnel Records and Administration

The task of handling personnel records and related personnel administration functions at 

AZTERA has been assigned to the Business Office. Questions regarding insurance, wages, 

and interpretation of policies may be directed to the Business Manager. 

Your Personnel File

Keeping your personnel file up-to-date can be important to you with regard to pay, 

deductions, benefits and other matters. If you have a change in any of the items listed 

below, please be sure to notify supervisor as soon as possible. 

1. Legal name 

2. Home address 

3. Home telephone number 

4. Person to call in case of emergency 

5. Number of dependents 
Aztera	Employee	Manual 18

6. Marital status 

7. Change of beneficiary 

8. Driving record or status of driver's license, if you operate any AZTERA vehicles 

9. Military status 

10. Exemptions on your W-4 tax form 

11. Training Certificates 

12. Professional License 

Upon experiencing a family status change, please notify the Business Manager within 31 

days for benefit modifications, if necessary. 

You may see information which is kept in your own personnel file if you wish, and you may 

request and receive copies of all documents you have signed. Please make arrangements 

with the Business Manager. 

Your Medical Records File

All medical records, if any, will be kept in a separate confidential file. AZTERA maintains this 

information in the strictest confidence and may not use or disclose medical information 

about an employee without the employee first having signed an authorization form 

permitting such use or disclosure. 

Performance and Compensation Reviews

Performance Reviews

Because we want you to grow and succeed in your job, AZTERA conducts a formal review at 

least one (1) time per year for each employee. New employees may be reviewed near the 

end of their introductory period. A review also may be conducted in the event of a 

promotion or change in duties and responsibilities. 

Your review provides a golden opportunity for collaborative, two-way communication 

between you and your supervisor. This is a good time to discuss your interests and future 

goals. Your supervisor is interested in helping you to progress and grow in order to achieve 

personal as well as work-related goals. He/She can recommend further training or 

additional opportunities for you. The performance review gives your supervisor an 

opportunity to suggest ways for you to advance and make your job at AZTERA more 

fulfilling. 

Your supervisor can answer any questions you may have about the performance review 

process. 
Aztera	Employee	Manual 19

Compensation Reviews

AZTERA's compensation reviews are usually given during preparation for the next fiscal-year 

budget. Any applicable compensation increase will appear in the pay period ending after the 

date granted. Compensation increases may be retroactive in the case of late reviews. Having 

your compensation reviewed does not necessarily mean that you will be given an increase, 

due to individual and/or company performance. 

An individual's pay will depend on how consistently he/she performs over a given period of 

time. During the performance review, significant performance events that occurred 

throughout the year will be discussed. The overall performance rating will influence the 

compensation adjustment. 

Other Compensation Programs and Policies

Transfer or Promotion Policy

AZTERA has a policy of providing our employees with every opportunity for advancing to 

other positions within the company. Approval of promotions or transfers depends largely 

upon training, experience and work record. Promotions and transfers are made without 

regard to race, color, citizenship status, national origin, ancestry, gender, sexual orientation, 

age, religion, creed, physical or mental disability, marital status, veteran status, political 

affiliation or any other factor protected by law. However, AZTERA will continue to look 

outside the company for potential employees as well. 

It is our policy to advise all employees about advancement opportunities. Please submit 

your request for consideration for a specific position directly to your supervisor. You are 

encouraged to discuss any contemplated transfer with your current supervisor. 

Time Off

Both paid and unpaid time off may be granted to eligible employees, according to the 

following leave policies. Please consult your supervisor for further information. 

Paid Leaves

In the interest of maintaining a healthy balance between work and home, AZTERA offers 

eligible regular full-time and part-time employees paid time off. Time off is paid using your 

base hourly rate, excluding overtime compensation. 

Holidays

Recognized Holidays

Regular full-time employees are eligible for holiday pay for that portion of any holiday on 
Aztera	Employee	Manual 20

which they are normally scheduled to work. If a holiday falls on a day that is an employee’s 

regularly scheduled day off, then that employee is not eligible for holiday pay or extra paid 

time off. 

The following holidays are recognized by AZTERA as paid holidays: 

New Year's Eve 

New Year's Day 

Memorial Day 

Independence Day 

Labor Day 

Thanksgiving Day 

Day after Thanksgiving 

Christmas Eve 

Christmas Day 

Additional days as granted by AZTERA’s President

Holiday Policies

You may take time off to observe your religious holidays. If available, a full day of unused 

PTO may be used for this purpose; otherwise you will not be paid for this time off. Please 

schedule the time off in advance with your supervisor. 

With approval of their supervisor, employees may work on a recognized holiday and take an 

alternative day off in exchange for the holiday.

All national holidays are scheduled on the day designated by common business practice. If a 

holiday occurs during your scheduled vacation, you are eligible for the holiday pay. You are 

not eligible to receive holiday pay when you are on an unpaid leave of absence. 

Should a recognized holiday fall on a Saturday or Sunday that holiday will be observed on 

either the preceding or following work day falling in the same work week. 

Example: When Christmas Eve and Christmas Day are on Friday and Saturday, the observed 

days are Thursday and Friday. When Christmas Eve and Christmas Day are on Saturday and 

Sunday, the observed days are Friday and Monday. When Christmas Eve and Christmas Day 

are on Sunday and Monday, the observed days are Monday and Tuesday. The observed day 

always falls in the same work week as the actual holiday. 

Paid time off (PTO)

Paid time off is a time for you to rest, relax, and pursue special interests or deal with 

unexpected illness of the employee or their family. AZTERA has provided paid time off as 
Aztera	Employee	Manual 21

one of the many ways in which we show our appreciation for your work, knowledge, skills 

and talents, all of which contribute to make AZTERA a leader in its field. 

The amount of PTO is negotiated at time of employment. All employees will receive an 

additional week after 2, 5 and 15 years of service up to a maximum of 6 weeks. Refer to 

chart below for maximum accrual rates. Note these rates are based on a 40 hour per week 

basis. Part-time employees earn PTO on a pro-rated basis. Once this limit has been reached, 

the employee must use some of these hours before more time can begin to accrue again. 

PTO begins accruing on your hire date. No employee will be continued on the payroll for the 

purposes of exhausting his or her vacation balance. 

Years of Service Days per Year 12-Month Accrual Maximum Accrual Biweekly Accrual

1 – 2 years 15 days 120 hours 240 hours 4.62 hours 

< 3 – 5 years 20 days 160 hours 320 hours 6.20 hours 

< 6 – 15 years 25 days 200 hours 400 hours 7.70 hours

16+ years 30 days 240 hours 480 hours 9.24 hours 

Vacation

AZTERA will always try to let you use your PTO as desired, but vacations cannot interfere 

with the company’s operation. Your supervisor has the responsibility to maintain adequate 

staffing levels and has the authority to limit the approval of vacation requests in order to 

meet operational needs. Requests will normally be granted as long as your absence will not 

seriously affect AZTERA's operations. If any conflicts arise in vacation requests, preference 

will be given to the employee with the longest continuous service. 

All requests for vacation must be made in writing on the provided AZTERA request for leave 

form, signed by your supervisor and submitted to the Business Manager prior to your first 

requested day of vacation. 

Illness

PTO is also provided for the purpose of ensuring you have adequate time to recover from 

illness, visit a doctor or attend to a sick child or family member. You should notify your 

supervisor at least 24 hours in advance of PTO leave when taken to cover medical or dental

appointments. Please let your supervisor know that you will be absent from work due to 

illness at least fifteen (15) minutes before the beginning of your work day. 

Aztera may, in its sole and absolute discretion, require a doctor's certificate verifying the 
Aztera	Employee	Manual 22

necessity for absence(s) and the specific illness, injury or other disability to which the 

absence is attributed. 

In the event of an illness or injury which is covered by workers' compensation insurance, 

this PTO policy will not apply, but will defer to state statutes. 

All sick time must be recorded on the provided Aztera leave request form as soon as you 

return to work. 

Other Paid Leaves

Election Day

We encourage you to exercise your voting privileges in local, state and national elections. 

However, since the polls are open for long periods, you are encouraged to vote before or 

after regular working hours. If necessary, you may take up to one (1) hour of leave from 

work to vote in a governmental election or referendum. 

Funeral (Bereavement) Leave

Up to five (5) working days of leave with pay (not charged to other leave time) shall be 

granted to regular, full-time employees upon request to make arrangements for and attend 

funeral services of the employee's spouse, spouse equivalent, child, step-child, parent or 

sibling. Up to three (3) working days of leave with pay (not charged to other leave time) 

shall be granted for the employee’s grandparent, grandchild, parent-in-law, grandparent-inlaw, daughter-in-law, son-in-law, brother-in-law, sister-in-law, and any relative living in the 

household of the employee or domestic partner. 

With your supervisor's approval, you may take up to three full days without pay to attend 

funerals of other relatives and friends. If you prefer, days of accrued PTO may be used for 

this purpose.

Unpaid Leaves

Jury Duty

Employees summoned to jury duty shall comply as specified by state law with no impact to 

their accrued PTO. 

Military Leave of Absence

If you are a full-time employee and are inducted into the U.S. Armed Forces, you will be 

eligible for re-employment after completing military service. 
Aztera	Employee	Manual 23

Military Reserves or National Guard Leave of Absence

Employees who serve in U. S. military organizations or state militia groups may take the 

necessary time off without pay to fulfill this obligation and will retain all of their legal rights 

for continued employment under existing laws. These employees may apply accrued PTO

time to the leave if they wish; however, they are not obliged to do so. 

You are expected to notify your supervisor as soon as you are aware of the dates you will be 

on duty so that arrangements can be made for replacement during this absence. 

Medical Leave of Absence

In special circumstances, Aztera will grant an unpaid medical leave of absence after accrued 

PTO leave has been exhausted up to one (1) year. PTO leave will not accrue during an 

unpaid medical leave of absence. 

If insurance coverage is permitted during a leave of absence through Aztera’s current 

insurance carrier, you will be responsible to pay current co-pay contributions for group 

insurance for the first 90 days and 100% of premiums for the remainder of the leave. Failure 

to return from a leave at the time agreed upon will result in termination of employment. 

Personal Leave of Absence

In special circumstances, Aztera may grant a leave for a personal reason up to one (1) year 

after PTO has been depleted, but never for taking employment elsewhere or going into 

business for yourself. You should request an unpaid personal leave of absence from your 

supervisor. A personal leave of absence must not interfere with the operations of your 

department or Aztera as a whole. Your supervisor will submit your request to the 

appropriate management team member for final approval. 

PTO will not accrue during an unpaid personal leave of absence. Consult your group 

insurance booklet to determine your insurance coverage during a leave of absence. If 

insurance coverage is permitted during a leave of absence through Aztera’s current 

insurance carrier, you will be responsible for 100% of premiums during this leave of 

absence. Failure to return from a leave at the time agreed upon will result in termination of 

employment. 

Maternity/Paternity Leave

A three (3) month leave of absence without pay is granted to all pregnant employees or 

employees whose spouse or spouse equivalent is pregnant, who are expected to return to 

work. You may draw from unused PTO benefits when your maternity or paternity leave 

begins. Upon depletion of PTO, the remainder of the three-month leave will be without pay. 

Aztera-paid benefits such as medical benefit plans are continued at no cost to you for the 
Aztera	Employee	Manual 24

duration of your maternity leave. You will also continue to accrue PTO. 

You must notify your supervisor in writing, no later than 30 days after delivery, of your 

intention to return to work and expected date of return. Failure to do so will be considered 

as an automatic resignation. 

In special circumstances, Aztera may grant a personal leave of absence in addition to the 

three (3) month maternity leave. Regular personal leave of absence policy will apply with 

the exception that, during the additional personal leave of absence, PTO will not accrue and 

medical benefits will be continued only at your expense.

Benefits

Aztera is committed to sponsoring a comprehensive benefits program for all eligible 

employees. In addition to receiving an equitable salary and having an equal opportunity for 

professional development and advancement, you may be eligible to enjoy other benefits. 

The benefits program described in this Employee Manual represents a very large investment 

by Aztera. This portion of the Employee Handbook contains a very general description of the 

benefits to which you may be entitled as an employee of Aztera. Understand that this 

general explanation is not intended to, and does not provide you with all the details of 

these benefits. Therefore, this Handbook does not change or otherwise interpret the terms 

of the official plan documents. Your rights can be determined only by referring to the full 

text of the official plan documents, which are available for your examination from the 

Business Manager.

A good benefits program is a solid investment in our employees. Aztera’s Administration 

Department will periodically review the benefits program and will make modifications as 

appropriate to the company's condition. Aztera reserves the right to modify, add or delete 

the benefits it offers. Please note that nothing contained in the benefit plans described here 

shall be held or construed to create a promise of employment or future benefits, or a 

binding contract between Aztera and its employees, retirees or their dependents, for 

benefits or for any other purpose. All employees shall remain subject to discharge or 

discipline to the same extent as if these plans had not been put into effect. 

Eligibility for Benefits

If you are a full-time (40+ hours/week) employee, you will enjoy all of the benefits described 

in this Employee Manual as soon as you meet the eligibility requirements for each particular 

benefit. Coverage is available to you and your dependents as defined in the benefit 

summary plan descriptions. 

If you are a part-time employee, you will enjoy only those benefits specifically required by 
Aztera	Employee	Manual 25

law, provided that you meet the minimum requirements set forth by law and in the benefit 

plan(s). However, those employees working between 20-30 hours/week, have the option of 

purchasing insurance benefits under the Aztera plan. Employees who wish to take 

advantage of this are required to do so as a payroll deduction. Coverage is available to you 

and your dependents as defined in the benefit summary plan descriptions. Temporary 

employees are not eligible for benefits. 

Insurance Coverage

Group Insurance

Aztera is dedicated to the health and well-being of both you and your family. A 

comprehensive, quality insurance program is available to you and your family. You become 

eligible for coverage on the 91st day of employment once you have completed the 

introductory period. The following benefits may be provided, as defined and limited in the 

literature provided by our insurance company: 

Medical care coverage 

Dental care coverage 

Vision care coverage 

Long-term disability insurance 

Group term life insurance, accidental death and dismemberment insurance

Upon enrolling, you will obtain summary plan descriptions describing your benefits in detail. 

Employees are required to pay a co-pay determined by Aztera at the beginning of each new 

plan year. However, you are responsible for bearing the cost of the premiums for your 

eligible dependents. Applicable employee contributions will be automatically deducted from 

your paycheck. 

Retirement Plan

Azteracurrently does not offer retirement benefits but will strive to offer this in the future.

Other Benefits

Education Assistance

In the event that your supervisor deems training will provide value to Aztera and increase 

your professional capacities, he/she may grant you time off for training activities. You 

should consult your supervisor regarding your eligibility for this paid leave. 

You should discuss professional development training opportunities with your supervisor. 

All employees are expected to continuously upgrade skills and competencies while in 

Aztera’s employment. 
Aztera	Employee	Manual 26

Workers’ Compensation Benefits

All employees are entitled to Workers’ Compensation benefits. This coverage is automatic 

and immediate and protects you in the case of an on-the-job injury. An on-the-job injury is 

defined as an accidental injury suffered in the course of your work, or an illness which is 

directly related to performing your assigned job duties. Workers’ Compensation insurance 

may pay your medical bills and provide a portion of your income until you can return to 

work. 

Aztera is covered under statutory state Workers’ Compensation Laws. Should you sustain a 

work-related injury, you must immediately notify your supervisor and the Business 

Manager. Should your injury require the attention of a doctor, you can obtain a list of

approved physicians by calling our Worker’s Compensation Carrier’s Physician Network 

Referral Unit. (The Business Manager will give you the Referral Unit’s telephone number.) In

the case of an emergency, you should go to the nearest hospital emergency room for 

treatment and then utilize the Network Referral Unit if additional treatment is necessary.
Aztera	Employee	Manual 27

On-The-Job

Work Schedule

Business Hours

Our regular operating hours are from 8 a.m. to 5 p.m. Monday through Friday. However, to 

accommodate employees who prefer a different schedule, Aztera has instituted a flextime 

program that allows employees to set their scheduled hours between 7 a.m. and 6 p.m., 

with the approval of their supervisor. 

Flextime Scheduling

Core Hours

Under the flextime program, you can vary your work schedule from day to day, but full-time 

employees are expected to be in the office between 9 a.m. and 4 p.m. – the core hours –

and work eight (8) hours daily. However, you may work out another flexible arrangement 

with your supervisor. 

Lunch

A one-hour lunch break may be taken whenever you wish with approval of your supervisor, 

but is not included in the paid Aztera workday. Time spent working on Aztera business while 

eating lunch is considered part of your eight-hour workday. 

If you plan to eat lunch away from the office at about the same time each day, let your 

supervisor know your regular lunchtime. Notify your supervisor if your regular lunch 

schedule changes. 

Appointments

Generally you should use your PTO to run errands, attend appointments, etc. during core 

business hours. However, you have the option to make up two or fewer hours in a given 

week for time spent out of the office. 

If you will be leaving the office for an appointment or any other reason during core business 

hours, please notify your supervisor. 

Absence or Lateness

From time to time, it may be necessary for you to be absent from work. Aztera is aware that 

emergencies, illnesses or pressing personal business that cannot be scheduled outside your 

work hours may arise. PTO has been provided for this purpose. 
Aztera	Employee	Manual 28

If you are unable to report to work, or if you will arrive late, please call your supervisor 

immediately. If you know in advance that you will need to be absent, please request this 

time off directly from your supervisor.

Absence from work for three (3) consecutive days without notifying your supervisor or the 

President and CEO will be considered a voluntary resignation. If you are absent because of 

an illness for three (3) or more consecutive days, your supervisor may request that you 

submit written documentation from your health care provider stating you were unable to 

resume normal work. Aztera may also request verification from your health care provider 

that you are capable of assuming normal work duties. 

Severe Weather and Emergency Conditions

In the event of severe weather conditions or other emergencies, the President and CEO may 

decide to close Aztera for the remainder of the day. You will be notified as soon as possible 

of such a decision by your supervisor. No loss of pay will occur as a result of early dismissal 

for this reason. Likewise, if you report to work and find that Aztera is unexpectedly closed 

due to an emergency, no loss of pay will occur. 

On occasion the weather will be severe enough to create dangerous road conditions. 

If the office remains open you are expected to report to work; however, if the roads in your 

driving area appear to be too severe for travel, and you are unable to report to work, you 

are required to take PTO for this. If you are a nonexempt employee, you may be asked to 

make up some or all of the work missed, as Aztera’s work must continue regardless of the 

severe weather. 

Organization and Department Meetings

On occasion, we may request that you attend a company sponsored meeting. If this is 

scheduled during your regular working hours, your attendance is required and travel time is 

not included in the hours worked for the day. If you are a non-exempt employee, and 

attend a meeting held during your non-working hours, you will be paid at your regular rate 

for the time you spend at the meeting. Time not spent in the meeting(s) or traveling is not 

considered work time.

Computers, Electronic Mail, Voice Mail, Cell Phone and Internet Usage Policy

Computers, Electronic Mail and Voice Mail Policies

Aztera makes every effort to provide the best available technology to those performing 

services for the company. In this regard, Aztera has installed computers, servers, electronic 
Aztera	Employee	Manual 29

mail and voice mail. This covers access to and disclosure of computer-stored information, 

voice mail messages and electronic mail messages created, sent or received by Aztera’s

employees with the use of Aztera’s equipment. 

Incidental and occasional personal use of Aztera computers, voice mail and electronic mail 

systems is permitted, but information and messages stored in these systems will be treated 

no differently from other business-related information and messages as described below. 

Aztera provides certain codes to restrict access to computers, voice mail and electronic mail 

to protect these systems against external parties or entities obtaining unauthorized access. 

Employees should understand that these systems are intended for business use, and all 

computer information, voice mail and electronic mail messages are to be considered as 

Aztera records. Aztera reserves the right to view or scan any file or software stored on its 

computers or passing through the network and will do so periodically. Aztera has a right of 

access to the contents of stored computing information at any time for the purpose, which

it has a legitimate need to know. 

Aztera needs to be able to respond to proper requests resulting from legal proceedings that 

call for electronically-stored evidence. Therefore, Aztera must, and does, maintain the right 

and the ability to enter into any of these systems and to inspect and review any and all data 

recorded in those systems. The contents of computers, voice mail and electronic mail, 

properly obtained for some legitimate business purpose, may be disclosed by Aztera if 

necessary within or outside of Aztera. 

Cell Phone Usage Policy

While at work, employees are expected to exercise the same discretion in using personal 

cell phones as they use with company phones. Excessive personal calls and/or texting during 

the workday can interfere with employee productivity and be distracting to others. 

Employees should restrict personal calls during work time. The company is not liable for the 

loss of personal cell phones brought into the workplace. 

Employees should not use hand held cell phones for business purposes while driving. Should 

an employee need to make a business call while driving, he should locate a lawfully 

designated area to park and make the call or use a hands-free speaking device such as a 

speakerphone/ earpiece. 

Internet-Usage Policy

Aztera’s internal network is connected to the Internet. Everyone with computer access to 

the internal network has the ability to access the Internet, including use of electronic mail 

and the World Wide Web. While the Internet is a great resource for our organization, it is 

the responsibility of each employee to use this resource responsibly and respectfully. It is 

assumed that the predominant use of these resources will be for work use, and that any 
Aztera	Employee	Manual 30

personal use of electronic mail or the World Wide Web will be limited; never a priority over 

work matters. If an employee is found spending excessive time on personal use of these 

resources, this privilege may be revoked for that employee and disciplinary action may be 

taken. 

Dress Code and Personal Appearance

Please understand that you are expected to dress and groom yourself in accordance with 

accepted social and business standards, particularly if your job involves dealing with 

customers or visitors in person. Although it is not necessary to wear suits and formal 

business attire to the office on a daily basis, you are expected to be suitably attired and 

groomed when representing Aztera at work or in other publicsituations. T-Shirts are not 

acceptable and neither are torn, or overly faded jeans.

Drug-Free Workplace Policy

The unlawful manufacture, distribution, dispensation, possession, or use of a controlled 

substance is prohibited in the Aztera workplace. Any Aztera employee determined to have 

violated this policy will be subject to disciplinary action for misconduct, which action may 

include dismissal. No employee is to report to work while under the influence of illegal 

drugs. Violation of these policies by an employee will be reason for evaluation/treatment 

for a drug use disorder or for disciplinary action up to and including dismissal. All Aztera

employees will, as a condition of their employment, abide by the terms of this statement. 

In compliance with the Policy, Aztera requires that an employee notify the employer of any 

criminal drug statute conviction for a violation occurring in the workplace no later than five 

days after such conviction. In order to comply with federal law, Aztera must notify any 

federal contracting agency within 10 days of having received notice that an employee 

engaged in the performance of a federal contract or grant has had a criminal drug statute 

conviction for a violation occurring in the workplace. The employee must report any 

criminal drug convictions in the workplace to his/her supervisor within five days of the date 

of such conviction. Aztera will discipline any employee who is so convicted, or require the 

employee's satisfactory participation in a drug/alcohol abuse assistance or rehabilitation 

program within 30 days of notice of such conviction. 

Employees are required to sign the drug-free workplace policy upon employment. 

Drug-Free Awareness Program

Dangers of Drug Abuse in the Workplace

Drug abuse in the workplace increases the risk of accidents, lowers productivity, raises 

insurance costs and reduces profits. It can cost you your job and cost you your life.
Aztera	Employee	Manual 31

Available Drug Counseling, Rehabilitation and Employee Assistance Programs

Under the drug-free awareness program, Aztera will provide information on available drug 

counseling, rehabilitation and employee assistance programs. 

Available Assistance

American Council for Drug Education 

National Institute on Drug Abuse 

Office of National Drug Control Policy 

The American Counsel on Alcoholism 

The National Council on Alcoholism and Drug Dependence 

U.S. Department of Health and Human Services 

U.S. Department of Labor: Drug-Free Workplace 

Penalties

Violation of these policies by an employee will be reason for evaluation/treatment for a 

drug use disorder or for disciplinary action up to and including dismissal. All Aztera

employees will, as a condition of their employment, abide by the terms of this statement. 

Aztera will discipline any employee who is so convicted, or require the employee’s 

satisfactory participation in a drug/alcohol abuse assistance or rehabilitation program 

within 30 days of such conviction. 

Expense Reimbursement

To be reimbursed for all authorized expenses, you must submit an expense report 

accompanied by receipts. Both the items to be purchased and their costs must be preapproved by your supervisor. Please submit your expense report each week, as you incur 

authorized reimbursable expenses. In order for Aztera to keep records and accounting 

accurate and current, expense reports older than three (3) months may not be honored. 

If you are asked to conduct business using your personal vehicle, you will be reimbursed at a 

mileage rate as determined by Aztera. 

Personal Use of Aztera Property

In some instances, employees may be allowed to borrow certain Aztera equipment for their 

own personal use. As anAztera employee, you accept full responsibility for any and all 

liabilities for injuries or losses that occur, or for the malfunction of equipment. You are 

responsible for returning the equipment in good condition, and you agree that you are 

required to pay for any damages that occur while using the equipment for personal 

projects. 

Telecommuting Policy

Aztera’s aim is to have its employees perform their job in the most productive work 

environment possible. While you will normally be expected to work in the office, 
Aztera	Employee	Manual 32

occasionally telecommuting may be approved by your supervisor. At times, specific jobs or 

tasks may be accomplished more productively by the use of flexible work arrangements 

such as telecommuting. Telecommuting is defined as an employment arrangement in which 

work delegated from the employee's supervisor is regularly scheduled and conducted 

during the employee's normal work hours from a remote location, such as their home. For 

some job titles, work may be done at odd hours and not necessarily at any specific time of 

the day or night. 

Workplace Violence

Aztera has adopted a policy prohibiting workplace violence. Consistent with this policy, acts 

or threats of physical violence, including intimidation, harassment and/or coercion that 

involve or affect Aztera or that occur on Aztera property will not be tolerated. 

Acts or threats of violence include conduct that is sufficiently severe, offensive or 

intimidating to alter the employment conditions at Aztera, or to create a hostile, abusive or 

intimidating work environment for one or several employees. 

Aztera’s prohibition against threats and acts of violence applies to all persons involved in 

Aztera’s operation, including but not limited to personnel, contract, and temporary workers 

and anyone else on Aztera property. Violations of this policy by any individual on Aztera

property will lead to disciplinary action, up to and including termination. 

Every employee is encouraged to report incidents of threats or acts of physical violence of 

which he/she is aware. The report should be made to your supervisor, the personnel 

manager or the director of administration. 

Standards of Conduct

By accepting employment with us, you have a responsibility to Aztera and to your fellow 

employees to adhere to certain rules of behavior and conduct. The purpose of these rules is 

not to restrict your rights, but rather to be certain that you understand what conduct is 

expected and necessary. When each person is aware that she/he can fully depend upon 

fellow workers to follow the rules of conduct, our organization will be a better place to work 

for everyone. 

Unacceptable Activities

Generally speaking, we expect each person to act in a mature and responsible way at all 

times. If you have any questions concerning any work or safety rule, or any of the 

unacceptable activities listed below, please see your supervisor for an explanation. 

Note that the following list of unacceptable activities does not include all types of conduct 

that can result in disciplinary action, up to and including termination. Nothing in this list 

alters the at-will nature of your employment. 
Aztera	Employee	Manual 33

1. Violation of any company rule; any action that is detrimental to Aztera 's efforts to 

operate profitably. 

2. Being intoxicated or under the influence of a controlled substance while at work; use, 

possession or sale of a controlled substance in any quantity while on company premises, 

except medications prescribed by a physician which do not impair work performance. 

3. Unauthorized possession of dangerous or illegal firearms, weapons or explosives on 

company property or while on duty. 

4. Engaging in criminal conduct or acts of violence or making threats of violence; 

threatening, intimidating or coercing fellow employees or anyone on or off company 

premises or when representing Aztera. 

5. Theft or unauthorized possession of company property or the property of fellow 

employees. 

6. Dishonesty; falsification or misrepresentation on your application for employment or 

other work records; lying about illness for PTO purposes; falsifying reasons for a leave of 

absence or other data requested by Aztera. 

7. Any act of harassment, sexual, racial or other; telling sexist or racist jokes; making racial 

or ethnic slurs. 

8. Failure to report an absence, return from an approved leave of absence or vacation on 

date specified by Aztera without calling in, or failing to report to work or calling in for three 

(3) consecutive work days. 

9. Obscene or abusive language toward any manager, employee or customer; indifference 

or rudeness toward a customer or fellow employee; any disorderly/antagonistic conduct on 

company premises. 

10. Alteration of your own timesheet or records or attendance documents; altering another 

employee's records, or causing someone to alter your records. 

Disciplinary Actions

This Disciplinary Actions Policy applies to all regular employees who have completed the

Introductory Period. 
Aztera	Employee	Manual 34

This policy pertains to matters of conduct as well as an employee's competence. However, 

an employee who does not display satisfactory performance and accomplishment on the 

job may be dismissed, in certain cases, without resorting to the steps set forth in this policy.

Under normal circumstances, managers are expected to follow the procedure outlined 

below. There may be particular situations, however, in which the seriousness of the offense 

justifies the omission of one or more of the steps in the procedure. Likewise, there may be 

times when Aztera may decide to repeat a disciplinary step. 

Discipline Procedure

Unacceptable behavior that does not lead to immediate dismissal may be dealt with in the 

following manner: 

1. Oral reminder 

2. Written warning 

3. Second written warning plus disciplinary suspension

4. Termination 

To ensure that Aztera business is conducted properly and efficiently, you must conform to 

certain standards of attendance, conduct, work performance and other work rules and 

regulations. If a problem in these areas does arise, your manager will coach and counsel you 

in mutually developing an effective solution. If, however, you fail to respond to coaching or 

counseling, or an incident occurs requiring formal discipline, the following procedures occur. 

Step One: Oral Reminder

Your supervisor will meet with you to discuss the problem or violation, making sure that you 

understand the nature of the problem or violation and the expected remedy. The purpose 

of this conversation is to remind you of exactly what the rule or performance expectation is 

and also to remind you that it is your responsibility to meet Aztera 's expectations. 

You will be informed that the oral reminder is the first step of the discipline procedure. Your 

supervisor will fully document the oral reminder, which will remain in effect for three (3) 

months. Documentation of the incident will remain in the confidential department file and 

will not be placed in your personnel record, unless another disciplinary event occurs. 

Step Two: Written Warning

If your performance does not improve within the three (3) month period, or if you are again 

in violation of Aztera practices, rules or standards of conduct, your supervisor will discuss 

the problem with you, emphasizing the seriousness of the issue and the need for you to 

immediately remedy the problem. Your supervisor will advise you that you are now at the 

second formal level of disciplinary action. After the meeting your supervisor will write a 

memo to you summarizing the discussion and your agreement to change. A copy of the 

memo will be placed in your personnel file. The written warning will remain in effect for 
Aztera	Employee	Manual 35

three (3) months.

Step Three: Second written warning plus disciplinary suspension

If your performance does not improve within the three (3) month period following the first 

Written Warning, or if you are again in violation of Aztera practices, rules or standards of

conduct, you will be given a second written warning and given a one day disciplinary 

suspension. This is the third and final step of Aztera 's disciplinary process. Employees on 

disciplinary suspension will spend the following day away from work deciding whether to 

commit to correcting the immediate problem and to conform to all of the company's 

practices, rules and standards of conduct, or to quit and terminate their employment with 

Aztera. 

If your decision following the disciplinary suspension is to return to work and abide by 

Aztera practices, rules and standards of conduct, your supervisor will write a letter to you 

explaining your commitment and the consequences of failing to meet this commitment. You 

will be required to sign the letter to acknowledge receipt. A copy will be placed in your 

personnel file. 

You will be allowed to return to work with the understanding that if a positive change in 

behavior does not occur, or if another disciplinary problem occurs within the next three (3) 

months, you will be terminated. If you are unwilling to make such a commitment, you may 

either resign or be terminated. 

Crisis Suspension

If you commit any of the actions listed, or any other action not specified but similarly 

serious, you will be suspended without pay pending an investigation of the situation. 

Following the investigation you may be terminated without any previous disciplinary action 

having been taken. 

The provision of this disciplinary policy is not a guarantee of its use. Aztera reserves the 

right to terminate employment at any time, with or without reason. Additionally, Aztera

reserves the right to prosecute any employee for any of the above infractions. 

Entering and Leaving the Premises

At the time you are hired, you will be advised about the proper entrances and exits for our 

employees. You will be given a key to enter Aztera offices. You are expected to return these 

keys upon termination of employment.

Security

Maintaining the security of Aztera offices is every employee’s responsibility. Develop habits 
Aztera	Employee	Manual 36

that ensure security as a matter of course. For example: Always keep cash properly secured. 

If you are aware that cash is insecurely stored, immediately inform the person responsible. 

Know the location of all alarms and fire extinguishers and familiarize yourself with the 

proper procedure for using them should the need arise. When you leave Aztera’s premises 

make sure that all entrances are properly locked and secured. 

Smoking

Smoking is permitted only outside Aztera‘s premises in accordance with local, state and 

federal laws and ordinances.
Aztera	Employee	Manual 37

Leaving Aztera

Separation of Employment

Termination

Aztera operates under the principle of at-will employment. This means that neither you nor 

Aztera has entered into a contract regarding the duration of your employment. You are free 

to terminate your employment with Aztera at any time. Likewise, Aztera has the right to 

terminate your employment, or otherwise discipline, transfer or demote you at any time. 

Aztera expects support staff to give at least two (2) weeks notice in the event of resignation. 

Executive-level employees are expected to give at least four (4) weeks notice. If any accrued 

but unused paid time off is to be paid out, this will take place at the time of employment 

termination based on the current accrual/pay-out policy.

Aztera will consider you to have voluntarily terminated your employment if you do any of 

the following: 

1. Resign from Aztera; 

2. Fail to notify your supervisor you will not return from an approved leave of absence on 

the date specified by Aztera; 

3. Fail to report to work or call in for three (3) or more consecutive work days. 

You may be terminated for poor performance, misconduct, excessive absences, tardiness, 

discrimination, harassment or other violations of Aztera policies. 

Insurance Conversion Privileges

According to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985, 

in the event of your termination of employment with Aztera or loss of eligibility to remain 

covered under our group health insurance program, you and your eligible dependents may 

have the right to continued coverage under our health insurance program for a limited 

period of time at your own expense. 

At your exit interview or upon termination, you will learn how you can continue your 

insurance coverage and any other benefits you currently have as an employee who is 

eligible for continuation. Consult your supervisor for additional details. 

Exit Interviews

In a termination situation, Aztera management would like to conduct an exit interview to 

discuss your reasons for leaving and any other impressions that you may have about Aztera. 

During the exit interview, you can provide insights into areas for improvement that Aztera

can make. Every attempt will be made to keep all information confidential. 
Aztera	Employee	Manual 38

Return of Aztera Property

Any Aztera property issued to you, such as computer equipment, keys, or company credit 

cards must be returned to Aztera at the time of your exit interview. You will be responsible 

for any lost or damaged items. The value of any property issued and not returned may be 

deducted from your paycheck. 

Organize Files

It is crucial to the operation of the department and organization that your computer and 

paper files are organized in an easily navigable manner. Prior to your departure fromAztera

you are expected to clean out and organize both your computer and paper files so that your 

replacement or anyone else at Aztera can easily find what they need. It is preferred that you 

spend time with your replacement, or someone else in your department, explaining how 

these are organized and where certain files are located. 

 Organize computer files and delete unnecessary files from your computer and the 

shared drives

 Show replacement how to navigate through department computer files 

 Delete all personal and unnecessary computer files

 Show replacement where specific department files are located on your computer and 

the shared drives

 Organize paper files 

 Show replacement where to locate specific files
Aztera	Employee	Manual 39

Appendix I: Drug-Free Workplace Policy

Purpose and Goal

Aztera is committed to protecting the safety, health and well being of all employees and 

other individuals in our workplace. We recognize that alcohol abuse and drug use pose a 

significant threat to our goals. We have established a drug-free workplace program that 

balances our respect for individuals with the need to maintain an alcohol and drug-free 

environment.This organization encourages employees to voluntarily seek help with drug 

and alcohol problems.

Covered Workers

Any individual who conducts business for the organization, is applying for a position or is 

conducting business on the organization's property is covered by our drug-free 

workplace policy. Our policy includes, but is not limited to full-time employees, parttime employees, off-site employees and interns.

Applicability

Our drug-free workplace policy is intended to apply whenever anyone is representing or 

conducting business for the organization. Therefore, this policy applies during all 

working hours.

Prohibited Behavior

It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer 

for sale, illegal drugs, controlled substances or other intoxicants.

Notification of Convictions

Any employee who is convicted of a criminal drug violation in the workplace must notify 

the organization in writing within five calendar days of the conviction. The organization 

will take appropriate action within 30 days of notification. Federal contracting agencies 

will be notified when appropriate.

Searches

Entering the organization's property constitutes consent to searches and inspections. If 

an individual is suspected of violating the drug-free workplace policy, he or she may be 

asked to submit to a search or inspection at any time. Searches can be conducted of 

desks and work stations and vehicles and equipment.
Aztera	Employee	Manual 40

Consequences

One of the goals of our drug-free workplace program is to encourage employees to 

voluntarily seek help with alcohol and/or drug problems. If, however, an individual 

violates the policy, the consequences are serious.

In the case of applicants, if he or she violates the drug-free workplace policy, the offer of 

employment can be withdrawn. The applicant may reapply after one year and must 

successfully pass a pre-employment drug test.

If an employee violates the policy, he or she may be terminated from employment.

Return-to-Work Agreements

Following a violation of the drug-free workplace policy, an employee may be offered an 

opportunity to participate in rehabilitation. In such cases, the employee must sign and 

abide by the terms set forth in a Return-to-Work Agreement as a condition of continued 

employment.

Assistance

Azterarecognizes that alcohol and drug abuse and addiction are treatable illnesses. We 

also realize that early intervention and support improve the success of rehabilitation. To 

support our employees, our drug-free workplace policy:

 Encourages employees to seek help if they are concerned that they or their 

family members may have a drug and/or alcohol problem.

 Encourages employees to utilize the services of qualified professionals in the 

community to assess the seriousness of suspected drug or alcohol problems and identify 

appropriate sources of help.

 Ensures the availability of a current list of qualified community professionals.

 Allows the use of accrued paid leave while seeking treatment for alcohol and 

other drug problems.

Treatment for alcoholism and/or other drug use disorders may be covered by the 

employee benefit plan. However, the ultimate financial responsibility for recommended 

treatment belongs to the employee.

Confidentiality

All information received by the organization through the drug-free workplace program is 

confidential communication. Access to this information is limited to those who have a 

legitimate need to know in compliance with relevant laws and management policies.

Shared Responsibility

A safe and productive drug-free workplace is achieved through cooperation and shared 
Aztera	Employee	Manual 41

responsibility. Both employees and management have important roles to play.

All employees are required to not report to work or be subject to duty while their ability 

to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.

In addition, employees are encouraged to:

 Be concerned about working in a safe environment.

 Support fellow workers in seeking help.

 Report dangerous behavior to their supervisor.

It is the supervisor's responsibility to:

 Inform employees of the drug-free workplace policy.

 Observe employee performance.

 Document negative changes and problems in performance.

 Counsel employees as to expected performance improvement.

 Clearly state consequences of policy violations.

Communication

Communicating our drug-free workplace policy to both supervisors and employees is 

critical to our success. To ensure all employees are aware of their role in supporting our

drug-free workplace program:

 All employees will receive a written copy of the policy.

 The policy will be reviewed in orientation sessions with new employees.

 The policy and assistance programs will be reviewed at safety meetings.

 Posters and brochures will be available at all locations.
Aztera	Employee	Manual 42

Appendix II:Organizational Chart

President	and	

CEO

Business	

Development	

Manager

Business	

Manager

Office	

assistant

Director	of	

Engineering	

Electrical	

Engineering	

Dept.

Software	

Engineering	

Dept.

Mechanical	

Engineering	

Dept.

Optical	

Engineering	

Dept.