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the accident or incident. Failure to submit to testing, may result in immediate termination of employment. Minor injuries requiring only onsite minimal medical care may be exempted from testing at management’s discretion.

● Possession of firearms or any other weapon on Company property, in a vehicle being used on Company business, in any Company owned or leased parking facility, at a customer or other worksite, or at a work-related function.

issuu does not have a paid time off or vacation accrual policy. Thus, paid time-off and vacation do not carry over from year-to-year and are not paid out at termination. All full-time employees are eligible for Flexible Paid Time-Off immediately following their date of hire. Part-time employees are not eligible for Flexible Paid Time Off. However, all regular employees are eligible for unpaid time off and paid sick leave as described below.

issuu encourages employees to take time off responsibly, and whenever possible, to schedule it in advance. issuu understands there may be occasions when you may not be able to give sufficient advance notice. In those situations, however, be sure to inform your manager as soon as possible. Requests for planned time off or for non-illness or non-emergency situations require four weeks’ advance notice and may not be authorized if this notice requirement is not met, or if issuu’s business requires your presence. Time off should be requested via the HRIS platform. issuu is not responsible for lost travel expenses if the time off is not approved. It is recommended to book any travel after the approval has been given through the HRIS platform. Planned time off or non-illness or non-emergency situations that are more than two weeks at a time are not ordinarily taken, and require a 45-day advance written approval of your supervisor and CFO. Time off also includes unexpected emergencies, but is not to be used to cover time missed from work due to tardiness, except in the case of inclement weather.

● Sick leave pay is ordinarily calculated based on the employee's base pay rate at the time of absence. However, if the employee in the 90 days of employment before taking sick leave had different hourly pay rates, was paid by commission or piece rate, or was a nonexempt salaried employee, then the rate of pay is calculated by dividing the employee’s total wages, not including any overtime premium pay, by the employee’s total non-overtime hours worked in the full pay periods of the prior 90 days of employment.