Caregiver Resources

TWC provides eligible employees with a 401(k) Qualified Retirement plan which is an excellent means of long-term savings for your retirement. TWC’s contribution, if any, is determined by the employer on an annual basis.

You can obtain a copy of the Summary Plan Description which contains the details of the plan including eligibility and benefit provisions from the office manager. In the event of any conflict in the description of any plan, the official plan documents, which are available for your review, shall govern. If you have any questions regarding this plan, see the plan administrator.

TWC normally observes the following holidays during the year:

• New Year’s Day
• Independence Day
• Thanksgiving Day
• Christmas Day

Because of the nature of our business and the unique needs of our clients, TWC remains open on all holidays. If you are required to work on one of the above holidays, you will be granted additional compensation.Exempt employees will receive holiday pay in compliance with state and federal wage and hour laws.

Paid time off (PTO) provides you with the flexibility to use your time off to meet your personal needs, while recognizing your individual responsibility to manage your paid time off.

You will accumulate PTO each pay period worked and it is up to you to allocate how you will use it — for vacation, illness, caring for children, school activities, medical/dental appointments, personal business, or emergencies. TWC may require you to use any unused PTO during disability or family medical leave, or any other leave of absence, when permissible according to state and federal law. The amount of PTO earned will depend on your length of service with the Company.

Eligibility

Full-time employees are eligible to receive PTO if you are a regularly scheduled to work at least 40 hours per week. 40 (Allocated PTO) ÷ 12 = 3.33 hours accrued per pay period.

Deposits Into Your Leave Account

The amount of PTO you accrue each year is based on your length of service and accrues according to the accrual schedule determined by the Company. PTO is accrued as you work. You will not accrue PTO time while you are taking time off for any reason.

Maximum Accrual

Full-time employees will accrue 40 hours total for the year. There is a cap on the amount of PTO time you can accrue. Once you reach your cap, you will not accrue any more PTO until you use some of the time in your account and drop below the cap. After your balance goes below the cap, you will begin accruing PTO again. However, you will not receive retroactive credit for time worked while you were at the cap limit. PTO accrual is capped at the 40 hour maximum.

Termination

You will not be paid for all accrued and unused PTO when you leave the company.

Using Your PTO

The minimum amount of PTO you can use at one time is 4 hours.

Notice and Scheduling

You are required to provide your manager with reasonable advance notice and obtain approval prior to using PTO. This allows you and your manager to prepare for your time off and assure that all staffing needs are met. There may be occasions, such as sudden illness, when you cannot provide advance notice. In those situations, inform your manager of your circumstances as soon as possible. Paid Time Off (PTO) must be requested 2 weeks in advance using the approved timekeeping application only. Submitting a request does not constitute approval. PTO must be approved by your manager through the approved timekeeping application. The Company reserves the right to limit the number of employees granted PTO at any specific time. PTO will not be granted to any employee who gives less than 2 weeks’ notice. If your time off request is not approved for any reason, you are expected to come to work.

Employees who do not report to work after their PTO request has been denied or do not provide the required documentation for an absence due to illness, are subject to disciplinary action, up to and including termination of employment.

Employees requesting PTO for a legitimate sudden illness must provide a doctor’s note indicating that you were unable to work, on the day(s) you were off. Notes indicating that you are “able to return to work” do not confirm sickness or that you were under a doctor’s care and will not suffice.Employees requesting PTO for other sudden reasons, may be required to provide documentation to support why they were unable to provide advance notice. Approving PTO in those circumstances is at the discretion of management, with supporting documentation.

Regular full-time team members are those who have completed their introductory period and are regularly scheduled to work more than 30 hours per week. Unless stated otherwise or specifically permitted by law, all the benefits provided to team members at TWC are for regular full-time team members only. This includes vacation, holiday pay, health insurance, and other benefits coverage.

All team members who work fewer than 32 hours per week are considered part time. Part-time team members are not eligible for TWC benefits unless specified otherwise in this handbook, in the benefit plan summaries, or specifically permitted by law.

Unemployment compensation insurance is paid for by TWC and provides temporary income for team members who have lost their job under certain circumstances. Your eligibility for unemployment compensation will, in part, be determined by the reasons for your separation from the Company.

Workers’ compensation is a no-fault system designed to provide benefits to all team members for work-related injuries. Workers’ compensation insurance coverage is paid for by employers and governed by state law. The workers’ compensation system provides for coverage of medical treatment and expenses, occupational disability leave, and rehabilitation services, as well as payment for lost wages due to work related injuries. If you are injured on the job while working at TWC, no matter how slightly, you are to report the incident immediately to your Supervisor. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim for benefits.

To receive workers’ compensation benefits, notify your Supervisor immediately of your claim. If your injury is the result of an on-the-job accident, you must fill out an accident report. You will be required to submit a medical release before you can return to work.

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible TWC team members and their beneficiaries to continue health insurance coverage under the Company health plan when a “qualifying event” could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets eligibility requirements.

Contact Human Resources to learn more about your COBRA rights.

TWC complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to management. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify your Supervisor of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact management.

FinFit

FinFit offers a variety of educational resources, tools and solutions to assist employees in meeting their financial goals and incentivizes participation through a member rewards program.

ENI Working Advantage

ENI is an Integrated Benefit Engagement Solutions designed to better connect our employees to their benefits.

Learn more about Aflac at https://www.aflac.com/.