Policy

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Anti-Retaliation and Whistleblower Policy

This policy is designed to protect employees and address Boston Services LLC's commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, Boston Services LLC will not tolerate any retaliation against an employee who:

Makes a good faith complaint, or threatens to make a good faith complaint, regarding the suspected Agency or employee violations of the law, including discriminatory or other unfair employment practices;

Makes a good faith complaint, or threatens to make a good faith complaint, regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect, or misrepresentations in, financial accounting;

Makes a good faith report, or threatens to make a good faith report, of a violation that endangers the health or safety of an employee, patient, client or customer, environment or general public;

Objects to, or refuses to participate in, any activity, policy or practice, which the employee reasonably believes is a violation of the law;

Provides information to assist in an investigation regarding violations of the law; or Files, testifies, participates or assists in a proceeding, action or hearing in relation to alleged violations of the law. Retaliation is defined as any adverse employment action against an employee, including, but not limited to, refusal to hire, failure to promote, demotion, suspension, harassment, denial of training opportunities, termination, or discrimination in any manner in the terms and conditions of employment.

Anyone found to have engaged in retaliation or in violation of law, policy or practice will be subject to discipline, up to and including termination of employment. Employees who knowingly make a false report of a violation will be subject to disciplinary action, up to and including termination.Employees who wish to report a violation should contact their supervisor or Boppanda Ganapathy directly. Employees should also review their state and local requirements for any additional reporting guidelines.

Boston Services LLC will promptly and thoroughly investigate and, if necessary, address any reported violation.

Employees who have any questions or concerns regarding this policy and related reporting requirements should contact their supervisor, the Human Resources Administrator or any state or local agency responsible for investigating alleged violations.

Equal Employment Opportunity (California Employees)

Boston Services LLC is an Equal Opportunity Employer. Employment opportunities at Boston Services LLC are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, religion, color, sex, national origin, age, military status, veteran status, disability, genetic information, ancestry, medical condition, marital status, gender identity, gender expression, sexual orientation, or any other characteristic protected by law.

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, internships, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

Boston Services LLC strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination,

harassment, or participates in an investigation of such report. Appropriate disciplinary action, up to and including immediate termination, will be taken against any employee who violates this policy.

Equal Employment Opportunity (Missouri Employees)

Boston Services LLC is an Equal Opportunity Employer. Employment opportunities at Boston Services LLC are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to:

Race
Religion
Sex
National origin Age

Veteran status, including status as a war on terror veteran

D is ab ilit y

Genetic information

Lawful activity outside the workplace during non-work hours, such as the use of tobacco products

Any other characteristic protected by law

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

Boston Services LLC strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment or participates in an investigation of such report. Boston Services LLC will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

Equal Employment Opportunity (Connecticut Employees)

Boston Services LLC is an Equal Opportunity Employer. Employment opportunities at Boston Services LLC are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to:
Race
Color
Religion
Sex (including pregnancy, sexual harassment or transgender status) Workplace hazards to reproductive systems

National origin
Ancestry
Age
Veteran status
Physical disability
Past or present history of mental disability Learning disability

Intellectual disability
Genetic information
Sexual orientation
Gender identity or expression Marital status

Civil union status Homelessness status

Lawful activity outside the workplace during non-work hours, such as the use of tobacco products

Any other characteristic protected by law

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, internships, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

Boston Services LLC strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report. Boston Services LLC will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

Civil Air Patrol Leave (Connecticut Employees)

Effective October 1, 2019, members of the Civil Air Patrol may be allowed a leave of absence to:

Respond to an emergency declared by the Governor or the President of the United States;

Respond to a request for assistance in an emergency, natural disaster, or life- threatening event at the request of the U.S. Air Force or Coast Guard, Department of Emergency Services and Public Protection, the Division of Emergency Management and Homeland Security, state police, or local police department; or

Participate in required emergency services training programs and exercises.

Civil Air Patrol leave is unpaid; however, employees may use accrued paid time off for this purpose.

Notice and Verification

Employees who are members of the Civil Air Patrol must notify Boston Services LLC that they may be called to participate in training or to serve in an emergency, natural disaster, or life-threatening event. This notice must be provided by October 31, 2019, when the employee starts working for Boston Services LLC, or by the date on which the employee joins the Civil Air Patrol, whichever is latest.

Employees must give Boston Services LLC as much notice as possible of their need for such leave and provide written verification from the Civil Air Patrol that confirms their eligibility for the leave requested.

Reinstatement

Upon expiration of the leave, an employee will generally be reinstated to their position with equivalent seniority, benefits, pay and other terms and conditions of employment.

Retaliation Prohibited:

Boston Services LLC will not retaliate against employees for exercising their rights under the law .

Questions Regarding Civil Air Patrol Leave
Employees who have any questions or concerns regarding this policy should contact their supervisor or the Human Resources Administrator.

Family and Medical Leave (Connecticut Employees)

Eligible employees may be entitled to a leave of absence under the Connecticut Family and Medical Leave Act (“CTFMLA”). Below is a summary of rights and obligations under the CTFMLA.

Eligible Employees

Employees who have been employed by Boston Services LLC for at least 3 months are eligible to take a leave of absence (“CTFMLA leave”) if they meet the conditions set forth in this policy.

Basic Leave Entitlement
Eligible employees may take up to 12 weeks of CTFMLA leave during any 12-month period:

For the birth of a child;
For the placement of a child with the employee for adoption or foster care; To care for a family member with a serious health condition;
To care for an employee's own serious health condition;

Because of a qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is on active duty or has been notified of an impending call or order to active duty, in the armed forces;

To serve as an organ or bone marrow donor.

Eligible employees may take up to two additional weeks of leave for a serious health condition resulting in incapacitation that occurs during a pregnancy.

Eligible employees must take CTFMLA leave within 12 months of the birth or placement of a child.

A serious health condition means an illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice, nursing home or residential medical care facility, or continuing treatment by a healthcare provider.

For the purposes of this policy, a family member means spouse, sibling, son or daughter, grandparent, grandchild, or parent, or an individual related to the employee by blood or affinity whose close association the employee shows to be the equivalent of those family relationships.

Intermittent or Reduced Schedule Leave

Employees may take leave for the birth or placement of a child intermittently or on a reduced schedule with approval of the Agency. When medically necessary, employees may take leave for a serious health condition intermittently or on a reduced schedule.

Notice

Where the need for leave is foreseeable, employees must provide at least 30 days' notice of the need for leave. If 30 days' notice is not possible, employees must provide as much notice as is practical. Where possible, employees should make a reasonable effort to schedule medical treatment in a way that does not disrupt the operations of the Agency.

Medical Certification

Boston Services LLC may require that the employee submit a medical certification issued by the treating health care provider.

Benefits Continuation

Employees taking CTFMLA leave will not lose any benefits they accrued before their CTFM LA leave began. In addition, the Agency will maintain any existing benefits coverage while the employee is on leave provided the employee continues any contributions that the employee would have made if the employee had continued employment.

Employees are not entitled to any benefit other than the benefits to which they would have been entitled had they not taken CTFMLA leave. In addition, employees will not accrue any additional seniority or employment benefits while on leave.

Compensation

During leave, employees may be eligible for wage-replacement benefits through the state. The state will determine whether you are eligible for paid family and medical leave benefits, including the amount of benefits you may receive. Your entitlement to benefits is subject to the terms and conditions established by the state. Employees may also opt to use any available, accrued paid time off for this purpose.

Return to Work

Under most circumstances, an employee is entitled, upon return from leave, to be reinstated to the position they held before going on leave, or to be placed in an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment. An employee, however, has no greater right to reinstatement or to other benefits and conditions of employment than if he or she had been continuously employed during the CTFMLA leave period

Relationship with Federal Family and Medical Leave and Other Leave Policies

Generally, leave taken under the CTFMLA must be taken concurrently with leave taken under the federal Family and Medical Leave Act (“FMLA”). Where applicable, when an employee's leave qualifies under CTFMLA and under the federal FMLA, the leave used counts against the employee's entitlement under both laws. To the extent the Agency offers the employee leave through another plan or policy, the plan or policy with the greatest protection will apply.

Retaliation Prohibited:

Boston Services LLC will not retaliate against employees for exercising their rights under the law .

Questions Regarding Family Leave

Employees who have any questions or concerns regarding this policy should contact their supervisor or the Human Resources Administrator.

Family Military Leave (Connecticut Employees)

Employees may be eligible to take a one-time benefit of up to 26 workweeks of leave during any 12 month period when their spouse, parent, child or next of kin is a current member of the armed forces and is undergoing medical treatment, recuperation or therapy, or is otherwise in outpatient status, or is on the temporary disability retired list for a serious injury or illness incurred in the line of duty.

To be eligible, employees must have been employed with Boston Services LLC for at least three months.

Family military leave is unpaid; however, employees may opt to use accrued paid time off for this purpose. Separately, employees may be eligible for up to 12 weeks of wage-replacement benefits through the state. The state will determine whether you are eligible for wage- replacement benefits, including the amount of benefits you may receive. Your entitlement to those benefits is subject to the terms and conditions established by the state.

Where the need for leave is foreseeable, employees must provide at least 30 days' notice of the need for leave. If 30 days' notice is not possible, employees must provide as much notice as ispractical. Where possible, employees should make a reasonable effort to schedule leave so that it does not disrupt the operations of the Agency.

Family military leave may be taken intermittently or on a reduced schedule, with prior Boston Services LLC approval and the appropriate certification.

Employees must be prepared to provide Boston Services LLC with certification from the proper military authority to verify the employee's eligibility for family military leave.

Upon expiration of the leave, an employee will generally be reinstated to his or her position with equivalent seniority, benefits, pay and other terms and conditions of employment.

Relationship with and Other Leave Policies

To the extent permitted by law, Connecticut's Family Military leave will run concurrently with leave taken under the federal Family and Medical Leave Act (“FMLA”). If an employee meets the qualifications of both laws, the Agency will provide the more generous of the two benefits.

Questions Regarding Family Military Leave

Employees who have any questions or concerns regarding this policy should contact their supervisor or the Human Resources Administrator