Employee Handbook v.2025

periods, or periods in which an employee is not performing and is not scheduled to be performing services or work for CODAC. LEAVING CODAC SEPARATION FROM EMPLOYMENT Employees of CODAC are employed on an at-will basis. This means that employment may be terminated by either party at any time, with or without cause or notice. Nothing in this handbook or CODAC policies is intended to limit or alter the at-will nature of your employment. Employees may leave CODAC for a variety of reasons. Regardless of the reason, we strive to ensure that all separations from employment are handled fairly, efficiently and in compliance with applicable federal and state laws. Reasons for termination include, but are not limited to, the following: VOLUNTARY TERMINATION A voluntary termination means an employee has made the decision to end the working relationship with CODAC. Voluntary resignations include, but are not limited to, written or verbal resignation, retirement and job abandonment. An employee is considered to have abandoned their job if they fail to return to a job without acceptable reason within three (3) workdays and have not notified CODAC of their intention to resign. Employees who voluntarily leave CODAC are encouraged to provide their supervisor with a minimum of two weeks’ notice, ideally in writing, in order to allow a reasonable amount of time to transfer ongoing work. An employee may not take Paid Time Off or Paid Sick Leave except as allowed by law during the last two weeks of employment even if time has been previously approved. Employees in good standing who retire or resign from their positions may be eligible for re-hire. INVOLUNTARY TERMINATION An involuntary termination occurs when CODAC decides to end the working relationship with an employee. Involuntary terminations may occur for any lawful reason, with or without cause. PAY AND BENEFITS UPON TERMINATION Final wages will be paid in accordance with applicable law. Enrolled benefits and employee contributions will end in accordance with the terms outlined in the applicable plan documents. In accordance with policy, Paid Time Off and Paid Sick Leave will be paid as follows:  Payment for accrued PTO and PSL will be paid on the pay period following separation. o Employees hired before February 19, 2018 - Accrued, unused PTO and PSL (combined) is payable on the pay period following separation of employment if the employee has been employed for a minimum of one year and the combined (Paid Time Off and Paid Sick Leave) payout of hours does not exceed 244 hours. o Employees hired after February 19, 2018 - Accrued, unused PTO and PSL (combined) is payable on the pay period following separation of employment if the employee has been employed for a minimum of one year and the combined (Paid Time Off and Paid Sick Leave) payout of hours does not exceed 160 hours.

Employee Handbook v. 05.2025

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