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after an incident of alleged intimidation or work place violence. To ensure the prompt and <br /> thorough investigation of an intimidation or work place violence complaint, the complainant <br /> should provide as much of the following information as is possible: <br /> A. The name and position of the person or persons allegedly causing the incident. <br /> B. A description of the incident(s), including the date(s), location(s) and the presence of <br /> any witnesses. <br /> C. The names of other employees who might have been subject to the same or similar <br /> intimidation or work place violence t. <br /> D. Any other information the complainant believes to be relevant to the intimidation or <br /> work place violence complaint. <br /> H-24-Employee Personnel Files <br /> Employee files are maintained by the Human Resource department and are considered <br /> confidential. Managers and supervisors may only have access to personnel file infoimation on <br /> a need-to-know basis. <br /> Personnel fills may be reviewed by the HR Department and Compliance Officer when <br /> warranted in accordance with privacy laws. <br /> Personnel file access by current employees and former employees upon request will generally <br /> be permitted within 10 days of the request unless otherwise required under state law. Personnel <br /> files are to be reviewed in the Human Resource department. Personnel files may not be taken <br /> outside the department. <br /> Representatives of government or law enforcement agencies, in the course of their duties,may <br /> be allowed access to file information. <br /> H-25-Medical and Dental Insurance <br /> The company currently offers regular full-time employees regularly scheduled to work a <br /> minimum of 36 hours per week enrollment in medical and dental insurance coverage options <br /> after they have been employed for 90 days. <br /> Employees have up to 60 days from their date of hire to make medical and dental plan <br /> elections. Once made, elections are fixed for the remainder of the plan year. Changes in <br /> individual and family status may allow and employee to make changes in coverage consistent <br /> with qualifying events outlined in the healthcare section of the employee hire information <br /> packet. Coverage may be voluntarily terminated at any point unless subject to mandatory <br /> coverage resulting from a court judgment. In the case of court ordered coverage for a spouse or <br /> dependent the employee must maintain employee coverage in order to cover spouse and/or <br /> dependents. Please contact the Human Resource department to determine if a family status <br /> change qualifies under the Plan document and IRS regulations. <br /> During the annual open enrollment period employees may change medical and dental elections <br /> for the following calendar year. <br /> 20 <br />