Viera East CDD’s Board of Supervisors
Workshop Meeting

Thursday	Faith Lutheran Church: Multi-purpose Room March 9, 2023		5550 Faith Drive
7:00 p.m.	Viera, Florida

Roll Call

Review of Employee Handbook

General Manager’s Report

Restaurant Report

Lifestyle/ Marketing Report

Supervisor’s Requests

Adjournment

Section II

Viera East Community Development District Employee Handbook
02.24.23

ABOUT THIS HANDBOOK/DISCLAIMER

We prepared this handbook to help employees find the answers to many questions that they may have regarding their employment with Viera East Community Development District (the “District”). Please take the necessary time to read it.

We do not expect this handbook to answer all questions. Supervisors and Human Resources also serve as a major source of information.

Neither this handbook nor any other verbal or written communication by a management representative is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation, nor does it confer any contractual rights whatsoever. Viera East Community Development District adheres to the policy of employment at will, which permits the District or the employee to end the employment relationship at any time, for any reason, with or without cause or notice.

No Viera East Community Development District representative other than the District General Manager and/or the Viera East Community Development District Board of Directors may modify at-will status and/or provide any special arrangement concerning terms or conditions of employment in an individual case or generally and any such modification must be in a signed writing.

Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate District documents. These Viera East Community Development District documents are always controlling over any statement made in this handbook or by any member of management.

This handbook states only general Viera East Community Development District guidelines. The District may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to end employment at will, which may only be modified by an express written agreement signed by the employee and the District General Manager and/or District Board of Directors.

This handbook supersedes all prior handbooks.

Table of Contents	

Section 1 - Governing Principles of Employment	5
Introduction	5
At-Will Employment	6
Equal Employment Opportunity	6
Applied Business Solutions (A PEO Company)	7
Non-Harassment	7
Drug-Free and Alcohol-Free Workplace	9
Reasonable Accommodation	11
Religious Accommodation	11
Lactation Breaks	12
Section 2 – Operational Policies	12
Employee Classifications	12
Introductory Period	13
Personnel and Medical Records	13
Personal Data Changes	14
Working Hours and Schedule	14
Meal and Rest Periods	14
Timekeeping Procedures	14
Overtime	15
Paycheck Deductions	15
Safe Harbor Policy For Exempt Employees	16
Pay Period	17
Direct Deposit	17
Payroll Advances	18
Employee Performance	18
Pay Raises	18
Job Descriptions	18
Disciplinary Process	19
Employment Authorization Verification	19
Employment of Relatives and Friends	19
Section 3 – Benefits	20
Group Health Insurance	20
Employee Assistance Program (EAP)	20
Paid Holidays	21
Paid Time Off (PTO)	22
Unemployment Compensation Insurance Policy	23
COBRA	23
Workers’ Compensation	24
Jury Duty	24
Voting Leave	24
Section 4 – Leaves of Absence	25

Military Leave (USERRA)	25
Family And Medical Leave	25
Domestic Violence Leave	32
Section 5 – General Standards of Conduct	33
Workplace Conduct	33
Workplace Violence	34
Attendance Policy	36
Use of Communications and Computer Systems	36
Conflict of Interest and Business Ethics	37
Business Closure and Emergencies	38
Health and Safety	39
Confidentiality and Nondisclosure of Trade Secrets	40
Smoking	40
Customer, Client, and Visitor Relations	40
Personal Appearance	40
Personal Cell Phone/Mobile Device Use	41
Security	42
Social Media Policy	42
Telephone Use	44
Third Party Disclosures	44
Use of District Technology	44
District Vehicles	46
Workplace Privacy and Right to Inspect	46
If You Must Leave Us	46
A Few Closing Words	47
General Handbook Acknowledgment	48

Section 1 - Governing Principles of Employment

Introduction

Use this section to write about what VECDD is, its responsibilities, how it’s formed/funded, etc. Also, who our customers/residents and partners/vendors are (e.g. relationships with Golf Pros, Environmental Services, etc.).

At-Will Employment

Employment with the District is on an “at-will” basis. Employment at-will may be terminated at the will of either the District or the employee. Employment may be terminated with or without cause, and with or without notice, at any time by you or the District. Terms and conditions of employment with the District may be modified at the sole discretion of the District with or without cause and with or without notice unless there is a properly executed written agreement to the contrary.

No one other than the District General Manager or the District Board of Directors has the authority to create an employment relationship other than on an “at-will” basis and any such agreement must be in writing.

No implied contract concerning any employment-based decision or terms and conditions of employment can be established by any other statement, conduct, policy, or practice.

Equal Employment Opportunity

Viera East Community Development District is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy- related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information,or any other characteristic protected by applicable federal, state, or local laws and ordinances. The District’s management team and Board of Directors are dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment.

The District will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual's: physical or mental disability; sincerely held religious beliefs and practices; and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon the District’s business operations.

Any applicant or employee who needs an accommodation to perform the essential functions of their job should contact the District General Manager to request such an accommodation. The individual should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation, to the extent permitted and in accordance with applicable law. The District then will review and analyze the request, including engaging in an interactive process with the Employee or applicant, to identify if such an accommodation can be made. The District will evaluate requested accommodations, and as appropriate, identify other possible accommodations, if any. The individual will be notified of The District’s decision regarding the request within a reasonable period. The District

treats all medical information submitted as part of the accommodation process in a confidential manner.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the District General Manager and/or the HR team at Applied Business Solutions (hr@appliedpeo.com). The District will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If employees feel they have been subjected to any such retaliation, they should contact the District General Manager and/or Applied HR team. To ensure our workplace is free of artificial barriers, violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including discharge. All employees must cooperate with all investigations conducted pursuant to this policy.

Applied Business Solutions (A PEO Company)

Viera East Community Development District has entered into a co-employment agreement with Applied Business Solutions (Applied), a Professional Employer Organization (PEO). Applied was selected by the District to administer HR-related tasks such payroll, benefits administration, employee onboarding, workers’ compensation, HR support and more.

Applied serves only as your “Employer of Record” for purposes related to recordkeeping, complying with applicable federal, state, and local laws governing co-employment arrangements. Viera East Community Development District is your Worksite Employer and will set your wages, work schedule, performance expectations and is responsible for directing your day-to-day duties. Applied serves only to administer compensation, benefits, and other programs made available to you by the District.

Applied is not bound by the terms of any contract between employees and the District unless it is executed by the PEO.

Non-Harassment

Viera East Community Development District has a strict policy against all types of workplace harassment, including actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information or any other characteristic protected by applicable federal, state or local laws (referred to as “protected characteristics”). All forms of harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

The purpose of this policy is not to regulate our employees' personal morality, but to ensure that no one harasses another individual in the workplace, including while on District premises, while on District business (whether or not on District premises) or while representing the District. In

addition to being a violation of this policy, harassment or retaliation based on any protected characteristic as defined by applicable federal, state, or local laws also is unlawful. For example, sexual harassment and retaliation against an individual because the individual filed a complaint of sexual harassment or because an individual aided, assisted or testified in an investigation or proceeding involving a complaint of sexual harassment as defined by applicable federal, state, or local laws are unlawful.

Harassment Defined

Harassment generally is defined in this policy as unwelcome verbal, visual or physical conduct that denigrates or shows hostility or aversion towards an individual because of any actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation of applicable federal, state or local laws. Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a manner consistent with the intended purpose of this policy.

Sexual Harassment Defined

Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal, visual or physical conduct of a sexual nature when:

submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual's employment; or
submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or
the conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Examples of conduct that violate this policy include:

unwelcome flirtations, leering, whistling, touching, pinching, assault, blocking normal movement;
requests for sexual favors or demands for sexual favors in exchange for favorable treatment;
obscene or vulgar gestures, posters or comments;

sexual jokes or comments about a person’s body, sexual prowess or sexual deficiencies;
propositions or suggestive or insulting comments of a sexual nature;
derogatory cartoons, posters and drawings;
sexually-explicit e-mails, text messages or voicemails;
uninvited touching of a sexual nature;
unwelcome sexually-related comments;
conversation about one’s own or someone else’s sex life;
conduct or comments consistently targeted at only one gender, even if the content is not sexual; and
teasing or other conduct directed toward a person because of the person’s gender.

Reporting Procedures

If the employee has been subjected to or witnessed conduct which violates this policy, the employee should immediately report the matter to their supervisor. If the employee is unable for any reason to contact this person, or if the employee has not received an initial response within five (5) business days after reporting any incident of what the employee perceives to be harassment, the employee should contact the Administrative Office or the District General Manager. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in the reporting hierarchy.

Investigation Procedures

Every report of perceived harassment will be fully investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. All employees must cooperate with all investigations conducted pursuant to this policy.

Retaliation Prohibited

In addition, the District will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. If the employee has been subjected to any such retaliation, the employee should report it in the same manner in which the employee would report a claim of perceived harassment under this policy.

Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including termination.

Drug-Free and Alcohol-Free Workplace

Viera East Community Development District is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, it is the intent of the District to maintain a drug- and alcohol-free workplace. Being under the influence of alcohol, illegal

drugs (as classified under federal, state, or local laws), or other impairing substances while on the job may pose a serious health and safety risk to others, and will not be tolerated. This policy applies to all employees and other individuals who perform work for the District.

Prohibited Conduct

Word better to state employee can outside of shift hours can responsibly enjoy alcoholic beverages while either golfing or in the restaurant.

The District expressly prohibits employees from engaging in the following activities when they are on duty or conducting District business or on District premises (whether or not they are working):

The use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances.
The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the individual, or drug-related paraphernalia.
The illegal use or abuse of prescription drugs.
While the use of marijuana has been legalized under some state laws for medicinal and/or recreational uses, it remains an illegal drug under federal law. The District does not discriminate against employees solely on the basis of their lawful off-duty use of marijuana. You may not consume or be under the influence of marijuana while on duty or at work. If you have a valid prescription for medical marijuana, refer to the District Disability Accommodation policy for additional information.

Nothing in this policy is meant to prohibit your appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, if it does not impair your job performance or safety or the safety of others. If you take over-the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a disability, inform your Supervisor if you believe the medication may impair your job performance, safety, or the safety of others or if you believe you need a reasonable accommodation before reporting to work while under the influence of that medication.

The District may assist you in seeking treatment or rehabilitation for drug or alcohol dependency. In such cases, the District may consider your continued employment as long as concerns regarding safety, health, production, communication, or other work-related matters are adequately addressed. The District may also require you to obtain a medical clearance and agree to random testing and a "one-strike" rule as a condition of continued employment.

Violations

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Reasonable Accommodation

Viera East Community Development District complies with the Americans with Disabilities Act (ADA) , the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the District will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, it is your responsibility to notify your Supervisor. You may be asked to include relevant information such as:

A description of the proposed accommodation.
The reason you need an accommodation.
How the accommodation will help you perform the essential functions of your job.
After receiving your request, the District will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by the District in connection with a request for accommodation will be treated as confidential.

The District encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, the District is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the District.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The District will not discriminate or retaliate against employees for requesting an accommodation.

Religious Accommodation

Viera East Community Development District is dedicated to treating its employees equally and with respect and recognizes the diversity of their religious beliefs. All employees may request an accommodation when their religious beliefs cause a deviation from the District dress code or the individual's schedule, basic job duties, or other aspects of employment. The District will

consider the request, but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are cost, the effect that an accommodation will have on current established policies, and the burden on operations
— including other employees — when determining a reasonable accommodation. At no time will the District question the validity of a person's belief.

If you require a religious accommodation, speak with your Supervisor or appropriate department.

Lactation Breaks

Viera East Community Development District will provide nursing mothers reasonable unpaid break time to express milk for their infant child(ren) for up to one year following the child's birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and free from intrusion from co-workers and the public. Expressed milk can be stored in a personal cooler. Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Break time should, if possible, be taken concurrently with any other break time already provided. If you are nonexempt, clock out for any time taken that does not run concurrently with normally scheduled rest periods. You must make reasonable efforts to not disrupt District operations.

You are encouraged to discuss the length and frequency of these breaks with your Supervisor. This policy applies only to employees classified as nonexempt under the Fair Labor Standards Act.

No provision of this policy applies, or will be enforced, if it conflicts with or is superseded by any requirement or prohibition contained in a federal, state, or local law, or regulation. Employees will not be discriminated against or retaliated against for exercising their rights under this policy.

Section 2 – Operational Policies

Employee Classifications

For purposes of this handbook, all District employees fall within one of the classifications below.

Full-Time Employees - Employees who regularly work at least 32 hours per week who were not hired on a short-term basis. Unless stated otherwise or specifically permitted by law, all the

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2023-02-24 00:04:00
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Do you frequently request medical records from                  employees? This is a good policy to follow in terms of storing the records, but the organization should limit the amount of medical records it receives as much as possible because of how securely they must be stored.

benefits provided to employees at Viera East Community Development District are for regular full-time employees only. This includes vacation, holiday pay, health insurance, and other benefits coverage.

Part-Time Employees - Employees who regularly work fewer than 32 hours per week who were not hired on a short-term basis. Part-time employees are not eligible for Viera East Community Development District benefits unless specified otherwise in this handbook, in the benefit plan summaries, or specifically permitted by law.

Short-Term Employees - Employees who were hired for a specific short-term project, or on a short-term freelance, per diem or temporary basis. Short-Term employees generally are not eligible for District benefits, but are eligible to receive statutory benefits.

In addition to the above classifications, employees are categorized as either "exempt" or "non- exempt" for purposes of federal and state wage and hour laws. Employees classified as exempt do not receive overtime pay; they generally receive the same weekly salary regardless of hours worked. Such salary may be paid less frequently than weekly. The employee will be informed of these classifications upon hire and informed of any subsequent changes to the classifications.

Introductory Period

The first 90 days of your employment is considered an introductory period. During this period, you will become familiar with Viera East Community Development District and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities.

Your introductory period with the District can be shortened or lengthened as deemed appropriate by management and Human Resources. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the "at-will" employment relationship.

Personnel and Medical Records

Viera East Community Development District maintains separate medical records files and personnel files for all employees. Files containing medical records are stored separate and apart from any business- related records in a safe, locked, inaccessible location. The medical file is the repository for sensitive and confidential information related to an individual's health, health benefits, health-related leave and/or accommodations, and benefits selections and coverage. Medical records are kept confidential in compliance with applicable laws and access is on a "need-to-know" basis only.

Supervisors and others in management may have access to your personnel file for possible employment- related decisions. If you wish to review and/or copy your personnel or medical records file, you must give the District reasonable notice. Inspection must occur in the presence of a District representative.

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Please update as appropriate to reflect your standard operating hours

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2023-02-24 13:25:00
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Meal and rest periods are not legally required                    in FL. We can keep this policy if this is what you follow.

All requests by an outside party for information contained in your personnel file will be directed to the Administrative Office, which is the only department authorized to provide such information.

Personal Data Changes

It is your obligation to provide Viera East Community Development District with your current contact information, including current mailing address and telephone number. Inform the District of any changes to your marital or tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings. To make changes to this information, login to your Prism Employee Portal.

8:00 AM to 4:00 PM?

Working Hours and Schedule

8:00AM to 5:00PM, Monday through Friday.

The District normally is open for business from

Employees will be assigned a work schedule and will be expected to begin and end work according to the schedule. To accommodate the needs of the business, at some point the District may need to change individual work schedules on either a short-term or long-term basis.

Employees will be provided meal and rest periods as required by law. A supervisor will provide further details.

Meal and Rest Periods

Viera East Community Development District strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods. A 30-minute, unpaid meal break should be taken for each 6-hour shift. Your supervisor is responsible for approving and scheduling of this time. One, ten-minute paid break will be approved by your supervisor for each 6-hour shift. The District requests that employees accurately observe and record meal and rest periods. If you know in advance that you may not be able to take your scheduled break or meal period, let your Supervisor know; in addition, notify your Supervisor as soon as possible if you were unable to or prohibited from taking a meal or rest period.

Timekeeping Procedures

Viera East Community Development District is required by applicable federal, state, and local laws to keep accurate records of hours worked by certain employees. To ensure that the District has complete and accurate time records and that employees are paid for all hours worked, nonexempt employees are required to record all working time using the District’s timekeeping system. Exempt employees may also be required to track days or time worked. Speak with your Supervisor for specific instructions.

You must accurately record all of your time to ensure you are paid for all hours worked, and must follow established District procedures for recording your hours worked. Time must be recorded as follows:

Immediately before starting your shift.
Immediately after finishing work, before your meal period.
Immediately before resuming work, after your meal period.
Immediately after finishing work.
Immediately before and after any other time away from work.
If you are required to clock in, you should clock in no more than five minutes ahead of your start time and clock out no later than five minutes after your quitting time.

Notify your Supervisor of any pay discrepancies, unrecorded or misrecorded work hours, or any involuntarily missed meal or break periods. Falsifying time entries is strictly prohibited. Falsifying time entries includes working "off the clock." If you falsify your own time records, or the time records of co- workers, or if you work off the clock, you will be subject to discipline up to and including termination. Immediately report to your Supervisor or appropriate department any employee, supervisor, or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.

Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your Supervisor.

At certain times Viera East Community Development District may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of pay is paid for any hours worked in excess of 40 hours in a workweek.
Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.

Paycheck Deductions

Viera East Community Development District is required by law to make certain deductions from your pay each pay period. This includes income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions (Social Security and Medicare), and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the information you list on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary deductions

Jordan Turner
2023-02-24 00:11:00
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Recommended to add if you have exempt employees

from your paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services. Your deductions will be reflected in your wage statement.

The District will not make deductions to your pay that are prohibited by federal, state, or local law. If you have any questions about deductions from your pay, contact your Supervisor. You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an immediate adjustment, which will be paid no later than your next regular payday.

To check your W-4 withholdings, login to the Prism Employee Portal and go to the Tax Withholding section under the Taxes tab in the main menu. You can view and update your W- 2 at any time. The District is not responsible for any errors made in your W-2 or your tax withholding.

Safe Harbor Policy For Exempt Employees

It is the District’s policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure proper payment and that no improper deductions are made, employees must review pay stubs promptly to identify and report all errors.

Those classified as exempt salaried employees will receive a salary which is intended to compensate them for all hours they may work for the District. This salary will be established at the time of hire or classification as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work performed.

Under federal and state law, salary is subject to certain deductions. For example, unless state law requires otherwise, salary can be reduced for the following reasons:

full-day absences for personal reasons;
full-day absences for sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing wage replacement benefits for such absences (deductions also may be made for the exempt employee's full-day absences due to sickness or disability before the employee has qualified for the plan, policy or practice or after the employee has exhausted the leave allowance under the plan);
full-day disciplinary suspensions for infractions of our written policies and procedures;
Family and Medical Leave Act absences (either full- or partial-day absences);
to offset amounts received as payment from the court for jury and witness fees or from the military as military pay;

Paychecks will be available the Friday of pay week after courier delivery. Delivery times may vary.

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Do you have employees who receive paper checks?                        If not, this can be updated to say that employees can access their paychecks on the Prism Employee Portal.

the first or last week of employment in the event the employee works less than a full week; and
any full work week in which the employee does not perform any work.
Salary may also be reduced for certain types of deductions such as a portion of health, dental or life insurance premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) or pension plan.

In any work week in which the employee performed any work, salary will not be reduced for any of the following reasons:

partial day absences for personal reasons, sickness or disability;
an absence because the District has decided to close a facility on a scheduled work day;
absences for jury duty, attendance as a witness, or military leave in any week in which the employee performed any work (subject to any offsets as set forth above); and
any other deductions prohibited by state or federal law.
However, unless state law provides otherwise, deductions may be made to accrued leave for full- or partial-day absences for personal reasons, sickness or disability.

If employees believe they have been subject to any improper deductions, they should immediately report the matter to a supervisor. If the supervisor is unavailable or if the employee believes it would be inappropriate to contact that person (or if the employee has not received a prompt and fully acceptable reply), they should immediately contact your supervisor.

Pay Period

At Viera East Community Development District, the standard pay period is biweekly for all employees with pay dates falling on Fridays. If a pay date falls on a holiday, you will be paid on the preceding workday. Special provisions may be required from time to time if holidays fall on pay dates. Check with your Supervisor if this type of date arises.

Paychecks will be available to be picked up on paydays from your immediate supervisor starting at 9:00 a.m.

Review your paycheck for accuracy. If you find an issue, report it to your Supervisor immediately.

Direct Deposit

Viera East Community Development District encourages all employees to enroll in direct deposit. If you would like to take advantage of direct deposit, login to your Prism Employee Portal and add your bank account information under the Pay tab in the main menu.

If you have selected the direct deposit payroll service, a written explanation of your deductions will be given to you on paydays described in the preceding sections in lieu of a check.

If you need assistance adding or updating your direct deposit information in the Prism Employee Portal, contact your Supervisor or reach out to Applied Business Solutions at hr@appliedpeo.com.

Payroll Advances

The District does not grant pay advances to employees.

Employee Performance

Viera East Community Development District will make efforts to periodically review your work performance. The performance improvement process will take place annually, or as business needs dictate. You may specifically request that your Supervisor assist you in developing a performance improvement plan at any time.

The performance improvement process is a means for increasing the quality and value of your work performance. Your initiative, effort, attitude, job knowledge, and other factors will be addressed. You must understand that a positive job performance review does not guarantee a pay raise or continued employment. Pay raises and promotions are based on numerous factors, only one of which is job performance.

Pay Raises

Depending on financial health and other District factors, efforts will be made to give pay raises consistent with Viera East Community Development District profitability, job performance, and the consumer price index. The District may also make individual pay raises based on merit or due to a change of job position.

Job Descriptions

Viera East Community Development District attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from your Supervisor.

Job descriptions prepared by the District serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the District may have to revise, add to, or delete from your job duties per business needs. On occasion, the District may need to revise job descriptions with or without advance notice to employees.

If you have any questions regarding your job description or the scope of your duties, please speak with your Supervisor.

Disciplinary Process

Violation of Viera East Community Development District policies or procedures may result in disciplinary action including demotion, transfer, leave without pay, or termination of employment. The District encourages a system of progressive discipline depending on the type of prohibited conduct. However, the District is not required to engage in progressive discipline and may discipline or terminate employees who violate the rules of conduct, or where the quality or value of their work fails to meet expectations at any time. Again, any attempt at progressive discipline does not imply that your employment is anything other than on an "at- will" basis.

In appropriate circumstances, management will first provide you with a verbal warning, then with one or more written warnings, and if the conduct is not sufficiently altered, eventual demotion, transfer, forced leave, or termination of employment. Your Supervisor will make every effort possible to allow you to respond to any disciplinary action taken. Understand that while the District is concerned with consistent enforcement of our policies, we are not obligated to follow any disciplinary or grievance procedure and that depending on the circumstances, you may be disciplined or terminated without any prior warning or procedure.

Employment Authorization Verification

New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with Viera East Community Development District. If you are currently employed and have not complied with this requirement or if your status has changed, inform your Supervisor.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the District.

Employment of Relatives and Friends

We will not employ friends or relatives in circumstances where actual or potential conflicts may arise that could compromise supervision, safety, confidentiality, security, and morale at Viera East Community Development District. It is your obligation to inform the District of any such potential conflict so the District can determine how best to respond to the particular situation.

In the case of marriage of persons within the same department, an effort will be made to assign comparable job duties so as to minimize problems of supervision, safety, security, and morale.

Jordan Turner
2023-02-24 00:24:00
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Double check this is still correct.

Section 3 – Benefits

Group Health Insurance

Viera East Community Development District offers group health insurance benefits to all eligible full-time employees who have completed (60) days of employment and their eligible dependents. If an employee elects Health plan benefits, the benefits generally become effective on the 1st of the month following (60) days of employment. Health plan benefits (Medical, Dental, etc.) are described in detail in the Summary Plan Description (SPD), which may be obtained from the Administrative Office or through your Prism Employee Portal under the Benefits tab.

Your group health benefits are paid in part by the District. The remainder of the costs are paid by you through deductions from your paycheck.

Benefits may be canceled or changed at the discretion of the District, unless otherwise prohibited by law. If you or a dependent become ineligible for benefits due to a change in work hours or through a life event, or you leave employment with us, you may have the right to continue your health benefits under federal or state law. In such event, the District will provide you with information about your rights to continue your benefits coverage.

Employee Assistance Program (EAP)

Viera East Community Development District provides confidential assistance through its employee assistance program (EAP) to all eligible employees and their family members/dependents. The EAP provides confidential access to professional counseling services for help with personal concerns that may impact job performance. These concerns may include, but are not limited to, health, marital, family, financial, legal, emotional, alcohol abuse, and drug use. The EAP can help assess the problem, offer guidance, and provide a referral to quality care.

Voluntary participation in the EAP will not jeopardize your opportunities for promotion or employment. You can contact the EAP directly. Any information about your contact, participation, or any recommended treatment is confidential and will not be disclosed to the District.

In certain circumstances, you may be referred to the EAP by your Supervisor due to job performance issues.

EAP services are available to eligible participants without charge; however, the cost of referrals to treatment or rehabilitation is your responsibility if it is not completely covered by insurance.

EAP services can be initiated by contacting the EAP service provider, ENI/BalanceWorks, at: www.eniweb.com.

Paid Holidays

Viera East Community Development District offers the following paid holidays each year:

New Year's Day
Martin Luther King Jr. Day
Memorial Day
Veteran’s Day
Independence Day
Labor Day
Thanksgiving Day and Day After Thanksgiving
Christmas Day
Usually, these holidays are observed on the actual date of the holiday. However, when one of the above holidays falls on a Saturday, the holiday will generally be observed on the preceding Friday; if the holiday falls on a Sunday, it will generally be observed on the following Monday.

Unless previously approved by the District, employees must work their entire shift on their regularly scheduled workday preceding and following the holiday to be eligible to receive pay for the holiday.

When holidays fall or are celebrated on a regular workday, eligible employees will receive one (1) day's pay at their regular straight-time rate. Eligible employees who are called in to work on a holiday will receive one (1) day's pay at their regular straight-time rate, and an additional payment of straight time for the actual time they work that day, or the eligible employee will receive an additional day off for working on the holiday at the option of the District.

If a holiday falls within an eligible employee's approved vacation period, the eligible employee will be paid for the holiday (at the regular straight-time rate), or the eligible employee will receive an additional vacation day at the option of the District.

If a holiday falls within a jury duty or bereavement leave, the eligible employee will be paid for the holiday (at the regular straight-time rate), or the eligible employee will receive an additional day off at the option of the District.

The District reserves the right to request a doctor’s note if employee has an absence from illness, hospitalization, or injury that requires them to be absent and also has exhausted all PTO, has an unusual pattern of absences due to sickness, or has called in absent as sick the day before or after a District holiday.

Full‐time Employee on a leave of absence is not eligible to receive holiday pay. Any
unapproved or unscheduled absence taken on the day before or after a District holiday will

PTO will be accrued from 1st day of employment. After completion of 90 day period PTO will be granted for use.

result in the forfeiture of the holiday pay for Employee. The District may address exceptions
to this policy on a case‐by‐case basis.

Paid time off for holidays will not be counted as hours worked for the purposes of determining whether overtime pay is owed in any given week. The District’s providing a paid holiday to eligible Employee does not count against the eligible Employee’s PTO.

Paid Time Off (PTO)

Viera East Community Development District provides eligible employees with Paid Time Off (PTO). PTO may be used for vacation, sick time, or other personal matters which require time off from work.

Eligibility

All regular, full-time employees are eligible to receive PTO upon the successful completion of their 90-day introductory period.

Accrual Schedule

PTO is calculated according to the calendar year (Jan 1 – Dec 31).

The amount of PTO received each year is based on the employee’s length of service and is granted in a lump sum at the beginning of each year. Employees accrue PTO according to an accrual schedule determined by the District up to a maximum annual grant as shown below:

Years 1-3:
Annual Allotment: 12 days (96 hours)
Accrual Rate: 3.70 hours per pay period
Note: Employees do not earn any PTO during the 90-day introductory period. PTO granted during your first year of employment will be prorated based on your hire date.

Years 4-7:
Annual Allotment: 17 days (136 hours)
Accrual Rate: 5.24 hours per pay period

Years 8+:
Annual Allotment: 19 days (152 hours)
Accrual Rate: 5.85 per pay period

Leave Usage and Requests for Leave

Jordan Turner
2023-02-24 00:53:00
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This policy is written to frontload PTO at the beginning of the year, but then states that employees accrue PTO per pay period. Does this mean that employees can technically use their PTO at any point in the year, but they still have to work the full year to truly earn their full PTO allotment for the year? If so, if an employee is terminated (voluntarily or involuntarily) and they have used more PTO hours at that point in time than what they have actually worked enough to accrue, does the District deduct used, unearned PTO from the employee's final paycheck? If so, this should be written in the policy. If it is a true frontload policy, then we accrual rates can be removed since employees have access to their full allotment on 1/1 (or after 90 days in Yr 1). 

District encourages you to use your PTO time. You are eligible to begin using PTO upon completion of your 90-day introductory period.

You must request PTO from your Supervisor as far in advance as possible, but at least two weeks in advance. The District will generally grant requests for PTO when possible, taking business needs into consideration. When multiple employees request the same time off, their length of employment may determine priority in scheduling PTO times.

During a Leave of Absence

District may require you to use any unused PTO during disability, or any other leave of absence, where permissible under local, state, and federal law.

You will not accrue PTO during unpaid leaves of absence, or other periods of inactive service, unless PTO accrual is required by applicable federal, state, or local law.

Carryover PTO

You may carry over a maximum of 40 Hours unused PTO to the following year. Any adjustments can only be approved by the General Manager.

Separation of Employment

Eligible employees who provide at least two weeks’ notice of their resignation will be paid for accrued and unused PTO, unless state law dictates otherwise. Employees who are terminated for cause, forfeiture of unused PTO will result, unless state law dictates otherwise.

Unemployment Compensation Insurance Policy

Unemployment compensation insurance is paid for by Viera East Community Development District and provides temporary income for employees 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 District.

COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible Viera East Community Development District Employees 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 the Administrative Office to learn more about your COBRA rights.

Workers’ Compensation

Workers’ compensation is a no-fault system designed to provide benefits to all employees 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 Viera East Community Development District, 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.

Jury Duty

Viera East Community Development District encourages employees to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your Supervisor as soon as possible to make scheduling arrangements.

If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty.

The District reserves the right to require employees to provide proof of jury duty service to the extent authorized by law.

The District will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave

If your work schedule prevents you from voting on Election Day, Viera East Community Development District will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Supervisor, consistent with applicable legal requirements. Where possible, supervisors should be notified at least two (2) days prior to the voting day.

Section 4 – Leaves of Absence

Military Leave (USERRA)

Viera East Community Development District 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 your Supervisor or appropriate department.

If employees are required to attend yearly Reserves or National Guard duty, they can apply for an unpaid temporary military leave of absence not to exceed the number of days allowed by law (including travel). They should give management as much advance notice of their need for military leave as possible so that the District can maintain proper coverage while employees are away.

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 your Supervisor or appropriate department.

Family And Medical Leave The Leave Policy
Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides employees information concerning FMLA entitlements and obligations employees may have during such leaves. If employees have any questions concerning FMLA leave, they should contact HR Specialists.

Eligibility

FMLA leave is available to "eligible employees." To be an "eligible employee," the employee must: 1) have been employed by the District for at least 12 months (which need not be consecutive); 2) have been employed by the District for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave; and 3) be employed at a worksite where 50 or more employees are located within 75 miles of the worksite.

Special hours of service eligibility requirements apply to airline flight crew employees.

Entitlements

Jordan Turner
2023-02-24 01:23:00
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You have the option to choose which method to use when calculating your employees' FMLA usage. They are: 
-The Calendar Year
-Any Fixed 12-month Period
-A 12-month Period Measured Forward from the                       First Day of Your Employee's Leave
-A 12-Month Period Measured Backward from                     the Date Your Employee Uses Any FMLA Leave.

As described below, the FMLA provides eligible employees with a right to leave, health insurance benefits and, with some limited exceptions, job restoration.

Basic FMLA Leave Entitlement

The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during a 12-month period. The 12-month period is determined based on a rolling 12-month period measured backward from the date the employee uses their FMLA leave. Leave may be taken for any one, or for a combination, of the following reasons:

To care for the employee's child after birth or placement for adoption or foster care;
To care for the employee's spouse, son, daughter or parent (but not in-law) who has a serious health condition;
For the employee's own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of the employee's job; and/or
Because of any qualifying exigency arising out of the fact that the employee's spouse, son, daughter or parent is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty) in the Reserves component of the Armed Forces for deployment to a foreign country in support of contingency operation or Regular Armed Forces for deployment to a foreign country.

A serious health condition is an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents employees from performing the functions of their job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on covered active duty and attending post-deployment reintegration briefings.

Additional Military Family Leave Entitlement (Injured Servicemember Leave)

In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered servicemember is entitled to take up to 26 weeks of leave during a single 12-month period to care for the servicemember with a serious injury or illness. Leave to care for a servicemember shall only be available during a

single-12 month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care for the injured servicemember.

A "covered servicemember" is a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status or is on the temporary retired list, for a serious injury or illness. These individuals are referred to in this policy as "current members of the Armed Forces." Covered servicemembers also include a veteran who is discharged or released from military services under condition other than dishonorable at any time during the five years preceding the date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation or therapy for a serious injury or illness. These individuals are referred to in this policy as "covered veterans."

The FMLA definitions of a "serious injury or illness" for current Armed Forces members and covered veterans are distinct from the FMLA definition of "serious health condition" applicable to FMLA leave to care for a covered family member.

Intermittent Leave and Reduced Leave Schedules

FMLA leave usually will be taken for a period of consecutive days, weeks or months. However, employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when medically necessary due to a serious health condition of the employee or covered family member or the serious injury or illness of a covered servicemember. Qualifying exigency leave also may be taken on an intermittent basis.

No Work While on Leave

The taking of another job while on family/medical leave or any other authorized leave of absence is grounds for immediate discharge, to the extent permitted by law.

Protection of Group Health Insurance Benefits

During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same terms and conditions as if they had continued to work.

Restoration of Employment and Benefits

At the end of FMLA leave, subject to some exceptions including situations where job restoration of "key employees" will cause the District substantial and grievous economic injury, employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. The District will notify employees if they qualify as "key employees," if it intends to deny reinstatement, and of their rights in such instances. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible employee's FMLA leave.

Notice of Eligibility for, and Designation of, FMLA Leave

Employees requesting FMLA leave are entitled to receive written notice from the District telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice of:
1) their rights and responsibilities in connection with such leave; 2) District's designation of leave as FMLA-qualifying or non-qualifying, and if not FMLA-qualifying, the reasons why; and 3) the amount of leave, if known, that will be counted against the employee's leave entitlement.

The District may retroactively designate leave as FMLA leave with appropriate written notice to employees provided the District's failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the employee. In all cases where leaves qualify for FMLA protection, the District and employee can mutually agree that leave be retroactively designated as FMLA leave.

Employee FMLA Leave Obligations

Provide Notice of the Need for Leave

Employees who take FMLA leave must timely notify the District of their need for FMLA leave. The following describes the content and timing of such employee notices.

Content of Employee Notice

To trigger FMLA leave protections, employees must inform HR Specialists of the need for FMLA-qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically, or explaining the reasons for leave so as to allow the District to determine that the leave is FMLA-qualifying. For example, employees might explain that:

a medical condition renders them unable to perform the functions of their job;
they are pregnant or have been hospitalized overnight;
they or a covered family member are under the continuing care of a health care provider;
the leave is due to a qualifying exigency caused by a military member being on covered active duty or called to covered active duty status to a foreign country; or
if the leave is for a family member, that the condition renders the family member unable to perform daily activities or that the family member is a covered servicemember with a serious injury or illness.

Calling in "sick," without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to the District's questions to determine if absences are potentially FMLA-qualifying.

If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek leave due to FMLA-qualifying reasons for which the District has previously provided FMLA-protected leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.

Timing of Employee Notice

Employees must provide 30 days' advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days' notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide the District notice of the need for leave as soon as practicable under the facts and circumstances of the particular case. Employees who fail to give 30 days' notice for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.

Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers to Alternative Positions) and Intermittent Leave or Reduced Leave Schedules

When planning medical treatment, employees must consult with the District and make a reasonable effort to schedule treatment so as not to unduly disrupt the District's operations, subject to the approval of the employee's health care provider. Employees must consult with the District prior to the scheduling of treatment to work out a treatment schedule that best suits the needs of both the District and the employees, subject to the approval of the employee's health care provider . If employees providing notice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglect to fulfill this obligation, the District may require employees to attempt to make such arrangements, subject to the approval of the employee's health care provider.

When employees take intermittent or reduced work schedule leave for foreseeable planned medical treatment for the employee or a family member, including during a period of recovery from a serious health condition or to care for a covered servicemember, the District may temporarily transfer employees, during the period that the intermittent or reduced leave schedules are required, to alternative positions with equivalent pay and benefits for which the employees are qualified and which better accommodate recurring periods of leave.

When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical treatment, upon request, employees must advise the District of the reason why such leave is medically necessary. In such instances, the District and employee shall attempt to work out a leave schedule that meets the employee's needs without unduly disrupting the District's operations, subject to the approval of the employee's health care provider.

Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for Military Family Leave)

Depending on the nature of FMLA leave sought, employees may be required to submit medical certifications supporting their need for FMLA-qualifying leave. As described below, there

generally are three types of FMLA medical certifications: an initial certification, a
recertification and a return to work/fitness for duty certification.

It is the employee's responsibility to provide the District with timely, complete and sufficient medical certifications. Whenever the District requests employees to provide FMLA medical certifications, employees must provide the requested certifications within 15 calendar days after the District's request, unless it is not practicable to do so despite the employee's diligent, good faith efforts. The District will inform employees if submitted medical certifications are incomplete or insufficient and provide employees at least seven calendar days to cure deficiencies. The District will deny FMLA leave to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical certifications.

With the employee's permission, the District (through individuals other than the employee's direct supervisor) may contact the employee's health care provider to authenticate or clarify completed and sufficient medical certifications. If employees choose not to provide the District with authorization allowing it to clarify or authenticate certifications with health care providers, the District may deny FMLA leave if certifications are unclear.

Whenever the District deems it appropriate to do so, it may waive its right to receive timely, complete and/or sufficient FMLA medical certifications.

Initial Medical Certifications

Employees requesting leave because of their own, or a covered relation's, serious health condition, or to care for a covered servicemember, must supply medical certification supporting the need for such leave from their health care provider or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days' notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification will be required on an annual basis for serious medical conditions lasting beyond a single leave year.

If the District has reason to doubt initial medical certifications, it may require employees to obtain a second opinion at the District's expense. If the opinions of the initial and second health care providers differ, the District may, at its expense, require employees to obtain a third, final and binding certification from a health care provider designated or approved jointly by the District and the employee.

Medical Recertifications

Depending on the circumstances and duration of FMLA leave, the District may require employees to provide recertification of medical conditions giving rise to the need for leave. The District will notify employees if recertification is required and will give employees at least 15 calendar days to provide medical recertification.

Return to Work/Fitness for Duty Medical Certifications

Unless notified that providing such certifications is not necessary, employees returning to work from FMLA leaves that were taken because of their own serious health conditions that made them unable to perform their jobs must provide the District with medical certification confirming they are able to return to work and the employees' ability to perform the essential functions of the employees' position, with or without reasonable accommodation. The District may delay and/or deny job restoration until employees provide return to work/fitness for duty certifications.

Submit Certifications Supporting Need for Military Family Leave

Upon request, the first time employees seek leave due to qualifying exigencies arising out of the covered active duty or call to covered active duty status of a military member, the District may require employees to provide: 1) a copy of the military member's active duty orders or other documentation issued by the military indicating the military member is on covered active duty or call to covered active duty status and the dates of the military member's covered active duty service; and 2) a certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is requested. Employees shall provide a copy of new active duty orders or other documentation issued by the military for leaves arising out of qualifying exigencies arising out of a different covered active duty or call to covered active duty status of the same or a different military member.

When leave is taken to care for a covered servicemember with a serious injury or illness, the District may require employees to obtain certifications completed by an authorized health care provider of the covered servicemember. In addition, and in accordance with the FMLA regulations, the District may request that the certification submitted by employees set forth additional information provided by the employee and/or the covered servicemember confirming entitlement to such leave.

Substitute Paid Leave for Unpaid FMLA Leave

Employees must use any accrued paid time while taking unpaid FMLA leave.

The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leave and the paid time will run concurrently with the employee's FMLA entitlement.

Leaves of absence taken in connection with a disability leave plan or workers' compensation injury/illness shall run concurrently with any FMLA leave entitlement. Upon written request, the District will allow employees to use accrued paid time to supplement any paid disability benefits.

Pay Employee's Share of Health Insurance Premiums

During FMLA leave, employees are entitled to continued group health plan coverage under the same conditions as if they had continued to work. Unless the District notifies employees of other arrangements, whenever employees are receiving pay from the District during FMLA

Jordan Turner
2023-02-24 01:26:00
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You have options on ways to handle employee                benefits contributions while they are out on leave. They include:
-You pay EE and ER contributions and EE doesn't                      pay you back
-You pay EE and ER contributions and EE goes                      into arrears. Then once they are back and start receiving a paycheck again, they owed EE contributions will be deducted from their paychecks
-You pay EE and ER contributions and the EE has to make payments to you for their portion of the contributions while they are out on leave
-You require the EE to pay their share of the EE contributions before they go out on leave

Jordan Turner
2023-02-24 01:28:00
--------------------------------------------
This is required for employers of 50+ employees                   in FL

leave, the District will deduct the employee portion of the group health plan premium from the employee's paycheck in the same manner as if the employee was actively working.

If FMLA leave is unpaid, employees must pay their portion of the group health premium through a method determined by the District upon leave.

Questions and/or Complaints about FMLA Leave

If you have questions regarding this FMLA policy, please contact HR Specialists. The District is committed to complying with the FMLA and, whenever necessary, shall interpret and apply this policy in a manner consistent with the FMLA.

The FMLA makes it unlawful for employers to: 1) interfere with, restrain or deny the exercise of any right provided under FMLA; or 2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should contact HR Specialists immediately. The District will investigate any FMLA complaints and take prompt and appropriate remedial action to address and/or remedy any FMLA violation. Employees also may file FMLA complaints with the United States Department of Labor or may bring private lawsuits alleging FMLA violations.

Coordination of FMLA Leave with Other Leave Policies

The FMLA does not affect any federal, state or local law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement that provides greater family or medical leave rights. For additional information concerning leave entitlements and obligations that might arise when FMLA leave is either not available or exhausted, please consult the District's other leave policies in this handbook or contact HR Specialists.

Domestic Violence Leave

Employees who have worked for the District for at least three (3) months may be granted up to three (3) days of unpaid leave in any 12-month period if the employee or a family or household member of the employee is the victim of domestic violence.

Leave may be used to:

seek an injunction for protection against domestic violence or an injunction for protection in cases of repeat violence, dating violence or sexual violence;
obtain medical care or mental health counseling, or both, for the employee or a family or household member to address physical or psychological injuries resulting from the act of domestic violence;
obtain services from a victim-services organization, including, but not limited to, a domestic violence shelter or program or a rape crisis center as a result of the act of domestic violence;

make their home secure from the perpetrator of the domestic violence or to seek new housing to escape the perpetrator; or
seek legal assistance in addressing issues arising from the act of domestic violence.
“Family or household member” means spouses, former spouses, persons related by blood or marriage, persons who are presently residing together as if a family or who have resided together in the past as if a family, and persons who are parents of a child in common regardless of whether they have been married. With the exception of persons who have a child in common, the family or household members must be currently residing or have in the past resided together in the same single dwelling unit.

Except in cases of imminent danger to the health or safety of the employees or their family or household member, one (1) week advance notice of the need for leave is required. Sufficient documentation of the act of domestic violence, such as a restraining order, police report or order to appear in court, is also required. Requests for leave and documents in connection with this leave will be kept confidential to the extent permitted by law.

All paid time off available must be exhausted before receiving this leave.

Section 5 – General Standards of Conduct

Workplace Conduct

The District endeavors to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense and fair play.

Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including discharge, in the District's sole discretion. The following are examples of some, but not all, conduct which can be considered unacceptable:

Obtaining employment on the basis of false or misleading information.
Stealing, removing or defacing District property or a co-worker's property, and/or disclosure of confidential information.
Completing another employee's time records.
Violation of safety rules and policies.
Violation of District's Drug and Alcohol-Free Workplace Policy.
Fighting, threatening or disrupting the work of others or other violations of District's Workplace Violence Policy.
Failure to follow lawful instructions of a supervisor.
Failure to perform assigned job duties.

Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance, habitual lateness or unexcused absences.
Gambling on District property.
Willful or careless destruction or damage to District assets or to the equipment or possessions of another employee.
Wasting work materials.
Performing work of a personal nature during working time.
Violation of the Solicitation and Distribution Policy.
Violation of District's Harassment or Equal Employment Opportunity Policies.
Violation of the Communication and Computer Systems Policy.
Unsatisfactory job performance.
Any other violation of District policy.
Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will, and the District reserves the right to impose whatever discipline it chooses, or none at all, in a particular instance. The District will deal with each situation individually and nothing in this handbook should be construed as a promise of specific treatment in a given situation. However, the District will endeavor to utilize progressive discipline but reserves the right in its sole discretion to terminate the employee at any time for any reason.

The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.

Workplace Violence

As the safety and security of our employees, vendors, contractors, and the general public is in the best interests of Viera East Community Development District, we are committed to working with our employees to provide a work environment free from violence, intimidation, and other disruptive behavior.

Zero Tolerance Policy

The District has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in the workplace or other areas. This applies to management, co-workers, employees, and non-employees such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.

Prohibited Conduct

Prohibited conduct includes, but is not limited to:

Physically injuring another person.
Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means.
Taking any action to place a person in reasonable fear of imminent harm or offensive contact.
Possessing, brandishing, or using a firearm on District property or while performing District business except as permitted by state law.
Violating a restraining order, order of protection, injunction against harassment, or other court order.

Reporting Incidents of Violence

All potentially dangerous situations, including threats by co-workers, should be reported immediately to your Supervisor or General Manager, or to any member of management with whom the employee feels comfortable. Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede District's ability to investigate and respond to the complaints. All threats will be promptly investigated. All employees must cooperate with all investigations. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this policy.

If the District determines, after an appropriate good faith investigation, that someone has violated this policy, the District will take swift and appropriate corrective action.

If the employee is the recipient of a threat made by an outside party, that employee should follow the steps detailed in this section. It is important for the District to be aware of any potential danger in its offices. Indeed, the District wants to take effective measures to protect everyone from the threat of a violent act by employees or by anyone else.

Violations

Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.

Retaliation

Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to your Supervisor or General Manager.

Attendance Policy

Employees are hired to perform important functions at District. As with any group effort, operating effectively takes cooperation and commitment from everyone. Therefore, attendance and punctuality are very important. Unnecessary absences and lateness are expensive, disruptive and place an unfair burden on fellow employees and Supervisors. We expect excellent attendance from all employees. Excessive absenteeism or tardiness will result in disciplinary action up to and including discharge.

We do recognize, however, there are times when absences and tardiness cannot be avoided. In such cases, employees are expected to notify Supervisors as early as possible, but no later than the start of the workday. Asking another employee, friend or relative to give this notice is improper and constitutes grounds for disciplinary action. Employees should call, stating the nature of the illness and its expected duration, for every day of absenteeism.

Unreported absences of three (3) consecutive workdays generally will be considered a voluntary resignation of employment with the District.

Use of Communications and Computer Systems

The District's communication and computer systems are intended primarily for business purposes; however limited personal usage is permitted if it does not hinder performance of job duties or violate any other District policy. This includes the voicemail, e-mail and Internet systems. Users have no legitimate expectation of privacy in regard to their use of the District systems.

The District may access the voice mail and e-mail systems and obtain the communications within the systems, including past voice mail and e-mail messages, without notice to users of the system, in the ordinary course of business when the District deems it appropriate to do so. The reasons for which the District may obtain such access include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that District operations continue appropriately during the employee's absence.

Further, the District may review Internet usage to ensure that such use with District property, or communications sent via the Internet with District property, are appropriate. The reasons for which the District may review employees' use of the Internet with District property include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that District operations continue appropriately during the employee's absence.

The District may store electronic communications for a period of time after the communication is created. From time to time, copies of communications may be deleted. The District's policies

prohibiting harassment, in their entirety, apply to the use of District's communication and computer systems. No one may use any communication or computer system in a manner that may be construed by others as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any other characteristic protected by federal, state or local law.

Further, since the District's communication and computer systems are intended for business use, all employees, upon request, must inform management of any private access codes or passwords.

Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.

No employee may access, or attempt to obtain access to, another employee's computer systems without appropriate authorization.

Violators of this policy may be subject to disciplinary action, up to and including discharge.

Conflict of Interest and Business Ethics

It is the District's policy that all employees avoid any conflict between their personal interests and those of the District. The purpose of this policy is to ensure that the District's honesty and integrity, and therefore its reputation, are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the District.

It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations that would constitute a conflict in most cases include but are not limited to:

Holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do, business with the District, by any employee who is in a position to directly or indirectly influence either the District's decision to do business, or the terms upon which business would be done with such organization;
Holding any interest in an organization that competes with the District;
Being employed by (including as a consultant) or serving on the board of any organization which does, or is seeking to do, business with the District or which competes with the District; and/or
Profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from any organization seeking to do business with the District.

A conflict of interest would also exist when a member of the employee's immediate family is involved in situations such as those above.

This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual business amenities, for example, occasional business-related meals or promotional items of nominal or minor value.

It is the employee's responsibility to report any actual or potential conflict that may exist between the employee (and the employee's immediate family) and the District.

Business Closure and Emergencies

Viera East Community Development District recognizes that inclement weather and other emergencies may affect your ability to get to work. In such situations, your safety is paramount.

District Closure

Examples of emergencies when the District may close include, but are not limited to, i.e., power outage, hurricanes, extreme weather conditions, etc.
Notification

In an emergency, the District will make every effort to notify you of the closing by phone/email/etc. These notification efforts assume that you have access to electricity and internet and/or phone service.

When the District is unable to notify you of the closure, use common sense to assess the safety and practicality of the situation. In a regional power outage, for example, the District is likely to have no power. If there is reported flash flooding in your area, report to work only if you can make it safely.

Partial-Day Closure

If an emergency event such as inclement weather or a power outage occurs, the District may decide to close mid-day. When the District closes mid-day, you will be instructed to leave immediately so that the conditions do not further deteriorate and affect your ability to travel safely.

If you are exempt and are working at home with prior permission, or at the office on the day of the partial day closure, you will be paid your normal salary for the week. If you are nonexempt, you will be paid for the hours you worked, unless state law dictates otherwise.

Notified of Closure Prior to Reporting to Work
If you are nonexempt and are notified of a closure prior to reporting to work, you will not be paid during the closure, unless state law dictates otherwise. If you are exempt, you will be paid your normal salary for the week.

Benefits Coverage

Your health insurance coverage will be maintained by the District during the closure on the same basis as if you were still working.

Extending Leave

When the District closure ends, you are expected to report to work. Contact your Supervisor if you cannot return to work at the end of the closure. The District recognizes that you may need additional time off to repair extensive home damage or for other emergency situations. These will be assessed on a case-by- case basis.

If You Cannot Get to Work

Unique circumstances may affect your ability to come to work even when the District is able to remain open. The District recognizes that in a severe national or regional disaster, all methods of communication may be unavailable; however, you should continue to try and contact your Supervisor, by any method possible.

Time missed under circumstances where the District remains open and you are unable to report to work is to be used as vacation time, personal time, or is unpaid.

Health and Safety

The health and safety of employees and others on District property are of critical concern to The District. The District intends to comply with all health and safety laws applicable to our business. To this end, we must rely upon employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be conscientious about workplace safety, including proper operating methods, and recognize dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to management immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the District's premises, or in a product, facility, piece of equipment, process or business practice for which the District is responsible should be brought to the attention of management immediately.

Periodically, the District may issue rules and guidelines governing workplace safety and health. The District may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should familiarize themselves with these rules and guidelines, as strict compliance will be expected.

Any workplace injury, accident, or illness must be reported to the employee's supervisor as soon as possible, regardless of the severity of the injury or accident. Failure to follow the District health and safety rules may result in disciplinary action, up to and including termination of employment.

Confidentiality and Nondisclosure of Trade Secrets

As a condition of employment, Viera East Community Development District employees are required to protect the confidentiality of District trade secrets, proprietary information, and confidential commercially- sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the District. Access to this information should be limited to a "need to know" basis and should not be used for personal benefit, disclosed, or released without prior authorization from management.

If you have information that leads you to suspect that employees are sharing such information in violation of this policy and/or competitors are obtaining such information, you are required to inform your Supervisor or General Manager.

Violation of this policy may result in disciplinary action up to and including termination, and may subject the violator to civil liability.

5-9 Smoking

In Designated smoking areas.

Viera East Community Development District is concerned about the effect that smoking and secondhand smoke inhalation can have on its employees and clients. Smoking, including the use of e-cigarettes, on District premises.

Customer, Client, and Visitor Relations

Viera East Community Development District strives to provide the best products and services possible to our customers and clients. Our customers and clients support this business and generate your wages. You are expected to treat every customer, client, or visitor with the utmost respect and courtesy during your working time. You should never argue or act in a disrespectful manner towards a visitor or customer during your working time. If you are having problems with a customer, client, or visitor, notify your Supervisor immediately. If a customer, client, or visitor voices a suggestion, complaint, or concern regarding our products or services, inform your Supervisor or a member of management. Lastly, make every effort to be prompt in following up on customer, client, or visitor orders or questions. Positive customer, client, and visitor relations will go a long way to establishing our District as a leader in its field.

Personal Appearance

Your personal appearance reflects on the reputation, integrity, and public image of Viera East Community Development District. All employees are required to report to work neatly groomed and dressed. You are expected to maintain personal hygiene habits that are generally accepted in the community, including clean clothing, good grooming and personal hygiene, and appropriate attire for the workplace and the work being performed. This may include wearing uniforms or protective safety clothing and equipment, depending upon the job. Use common sense and good judgment in determining what to wear to work.

Fragrant products, including but not limited to perfumes, colognes, and scented body lotions or hair products, should be used in moderation out of concern for others with sensitivities or allergies.

The District, in accordance with applicable law, will reasonably accommodate employees with disabilities or religious beliefs that make it difficult for them to comply fully with the personal appearance policy unless doing so would impose an undue hardship on the District. Contact your Supervisor to request a reasonable accommodation.

Failure to comply with the personal appearance standards may result in being sent home to groom or change clothes. Frequent violations may result in disciplinary action, up to and including termination of employment.

Personal Cell Phone/Mobile Device Use

While Viera East Community Development District permits employees to bring personal cell phones and other mobile devices (i.e. smart phones, PDAs, tablets, laptops) into the workplace, you must not allow the use of such devices to interfere with your job duties or impact workplace safety and health.

Use of personal cell phones and mobile devices at work can be distracting and disruptive and cause a loss of productivity. Thus, you should primarily use such personal devices during nonworking time, such as breaks and meal periods. During this time, use devices in a manner that is courteous to those around you. Outside of nonworking time, use of such devices should be minimal and limited to emergency use only. If you have a device that has a camera and/or audio/video recording capability, you are restricted from using those functions on District property unless authorized in advance by management or when they are used in a manner consistent with your right to engage in concerted activity under section 7 of the National Labor Relations Act (NLRA)

You are expected to comply with District policies regarding the protection of confidential and proprietary information when using personal devices.

While operating a vehicle on work time, the District requires that the driver's personal cell phone/mobile device be turned off. If you need to make or receive a phone call while driving, pull off the road to a safe location unless you have the correct hands-free equipment for the device that is in compliance with applicable state laws

Nothing in this policy is intended to prevent employees from engaging in protected concerted activity under the NLRA.

You will be subject to disciplinary action up to and including termination of employment for violation of this policy.

Security

All employees are responsible for helping to make Viera East Community Development District a secure work environment. Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or similar devices to your Supervisor immediately. Refrain from discussing specifics regarding District security systems, alarms, passwords, etc. with those outside of the District.

Immediately advise your Supervisor of any known or potential security risks and/or suspicious conduct of employees, customers, or guests of the District. Safety and security is the responsibility of all employees and we rely on you to help us keep our premises secure.

Social Media Policy

At Viera East Community Development District, we recognize the Internet provides unique opportunities to participate in interactive discussions and share information using a wide variety of social media. However, use of social media also presents certain risks and carries with it certain responsibilities. To minimize risks to the District, you are expected to follow our guidelines for appropriate use of social media.

This policy applies to all employees who work for the District.

Guidelines

For purposes of this policy, social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else's web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether associated or affiliated with the District, as well as any other form of electronic communication.

District Principles, guidelines, and policies apply to online activities just as they apply to other areas of work. Ultimately, you are solely responsible for what you communicate in social media. You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any customer, manager, owner, or employees of the District.

Know and Follow the Rules

Ensure your postings are consistent with these guidelines. Postings that include unlawful discriminatory remarks, harassment, and threats of violence or other unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be Respectful

The District cannot force or mandate respectful and courteous activity by employees on social media during nonworking time. If you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment. Examples of such conduct might include defamatory or slanderous posts meant to harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, national origin, religion, veteran status, or any other status or class protected by law or District policy. Your personal posts and social media activity should not reflect upon or refer to the District.

Maintain Accuracy and Confidentiality

When posting information:

Maintain the confidentiality of trade secrets, intellectual property, and confidential commercially- sensitive information (i.e. closed door board discussions, preliminary plans, financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the District.
Do not create a link from your personal blog, website, or other social networking site to a District website that identifies you as speaking on behalf of the District.
Never represent yourself as a spokesperson for the District. If the District is a subject of the content you are creating, do not represent yourself as speaking on behalf of the District. Make it clear in your social media activity that you are speaking on your own behalf.
Respect copyright, trademark, third-party rights, and similar laws and use such protected information in compliance with applicable legal standards.

Using Social Media at Work

Do not use social media while on your work time, unless it is work related as authorized by your manager or consistent with policies that cover equipment owned by the District.

Media Contacts

If you are not authorized to speak on behalf of the District, do not speak to the media on behalf of the

District. Direct all media inquiries for official District responses to Human Resources.

Retaliation and Your Rights

Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief, reports a possible deviation from this policy or cooperates in an investigation. Those

who retaliate against others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Nothing in this policy is designed to interfere with, restrain, or prevent employees from communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law. All employees have the right to engage in or refrain from such activities.

Telephone Use

Viera East Community Development District phones are principally for work-related communications. Unless there is an emergency, limit long distance telephone calls to business purposes only. Limit personal use of District telephones to brief communications during rest periods where possible. Casual conversation with friends and relatives during working hours is strongly discouraged. Telephone use is subject to the Use of District Technology Policy.

Third Party Disclosures

From time to time, Viera East Community Development District may become involved in news stories or potential or actual legal proceedings of various kinds. When that happens, lawyers, former employees, newspapers, law enforcement agencies, and other outside persons may contact our employees to obtain information about the incident or the actual or potential lawsuit.

If you receive such a contact, you should not speak on behalf of the District and should refer any call requesting the position of the District to the General Manager. If you have any questions about this policy or are not certain what to do when such a contact is made, contact the General Manager.

Use of District Technology

This policy is intended to provide Viera East Community Development District employees with the guidelines associated with the use of the District information technology (IT) resources and communications systems.

This policy governs the use of all IT resources and communications systems owned by or available at the District, and all use of such resources and systems when accessed using your own devices, including but not limited to:

Email systems and accounts.
Internet and intranet access.
Telephones and voicemail systems, including wired and mobile phones, smartphones, and pagers.
Printers, photocopiers, and scanners.
Fax machines, e-fax systems, and modems.

All other associated computer, network, and communications systems, hardware, peripherals, and software, including network key fobs and other devices.
Closed-circuit television (CCTV) and all other physical security systems and devices, including access key cards and fobs.

General Provisions

District IT resources and communications systems are to be used for business purposes only unless otherwise permitted under applicable law.

All content maintained in District IT resources and communications systems are the property of the District. Therefore, employees should have no expectation of privacy in any message, file, data, document, facsimile, telephone conversation, social media post, conversation, or any other kind or form of information or communication transmitted to, received, or printed from, or stored or recorded on District electronic information and communications systems.

The District reserves the right to monitor, intercept, and/or review all data transmitted, received, or downloaded over District IT resources and communications systems in accordance with applicable law. Any individual who is given access to the system is hereby given notice that the District will exercise this right periodically, without prior notice and without prior consent.

The interests of the District in monitoring and intercepting data include, but are not limited to: protection of District trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.); managing the use of the computer system, and/or assisting employees in the management of electronic data during periods of absence.

You should not interpret the use of password protection as creating a right or expectation of privacy, nor should you have a right or expectation of privacy regarding the receipt, transmission, or storage of data on District IT resources and communications systems.

Do not use District IT resources and communications systems for any matter that you would like to be kept private or confidential.

Violations

If you violate this policy, you will be subject to corrective action, up to and including termination of employment. If necessary, the District will also advise law enforcement officials of any illegal conduct.

District Vehicles

District vehicles are to be used for Viera East Community Development District business only. Unless the use of the vehicle has been approved for personal use, personal or outside business use is strictly prohibited.

If you drive a District vehicle, all infractions or violations while driving the vehicle and all restrictions, suspensions, or revocations against your driver's license must be immediately reported to your Supervisor.

When a District vehicle cannot be operated, is unsafe for use, or has been damaged, notify your Supervisor immediately.

As the driver of a District vehicle, you are responsible for the vehicle while in your charge and must not permit unauthorized persons to drive it. You are also responsible for the daily housekeeping of the vehicle; it is to remain clean and uncluttered.

You may not operate a motor vehicle while under the influence of alcohol or a chemical substance or other substance that can impair judgment. You may not operate a motor vehicle while texting, emailing, or otherwise using a cell phone or other handheld device without utilizing a hands-free device.

Multiple driving moving violations that appear on the annual state department of motor vehicle check will result in suspension of rights to drive a District vehicle or drive a personal vehicle on District business. Suspension of rights will continue until one year has passed with no infractions. If there are persistent and ongoing problems with driving infractions, and driving a vehicle is a part of successful execution of job responsibilities, you may be terminated.

Workplace Privacy and Right to Inspect

Viera East Community Development District property, including but not limited to lockers, phones, computers, tablets, desks, work place areas, vehicles, or machinery, remains under the control of the District and is subject to inspection at any time, without notice to any employees, and without their presence.

You should have no expectation of privacy in any of these areas. We assume no responsibility for the loss of, or damage to, your property maintained on District premises including that kept in lockers and desks.

If You Must Leave Us

Should any employees decide to leave the District, we ask that they provide a Supervisor with at least two (2) weeks advance notice of departure. Thoughtfulness will be appreciated. All District property including, but not limited to, keys, security cards, parking passes, laptop computers, vehicles, uniforms, etc., must be returned at separation. Employees also must return

all of the District's Confidential Information upon separation. To the extent permitted by law, employees will be required to repay the District (through payroll deduction, if lawful) for any lost or damaged District property. As noted previously, all employees are employed at-will and nothing in this handbook changes that status.

A Few Closing Words

This handbook is intended to give employees a broad summary of things they should know about Viera East Community Development District. The information in this handbook is general in nature and, should questions arise, any member of management should be consulted for complete details. While we intend to continue the policies, rules and benefits described in this handbook, the District, in its sole discretion, may always amend, add to, delete from or modify the provisions of this handbook and/or change its interpretation of any provision set forth in this handbook. Employees should not hesitate to speak to management if they have any questions about the District or its personnel policies and practices.

Thank you for reading our handbook. We hope it has provided you with an understanding of our mission, history, and structure as well as our current policies and guidelines. We look forward to working with you to create a successful District and a safe, productive, and pleasant workplace.

Your General Manager,

Viera East Community Development District

General Handbook Acknowledgment

This Employee handbook is an important document intended to help employees become acquainted with Viera East Community Development District. This document is intended to provide guidelines and general descriptions only; it is not the final word in all cases. Individual circumstances may call for individual attention.

Because the District's operations may change, the contents of this handbook may be changed at any time, with or without notice, in an individual case or generally, at the sole discretion of management.

Please read the following statements and sign below to indicate your receipt and acknowledgment of this handbook.

I have received and read a copy of the District's Employee handbook. I understand that the policies, rules and benefits described in it are subject to change at the sole discretion of the District at any time.

I further understand that my employment is terminable at will, either by myself or the District, with or without cause or notice, regardless of the length of my employment or the granting of benefits of any kind.

I understand that no representative of District other than the General Manager and/or District Board of Directors may alter "at will" status and any such modification must be in a signed writing.

I understand that my signature below indicates that I have read and understand the above statements and that I have received a copy of the District 's Employee handbook.

Employee's Signature: 	

Date: