Classic Automation

February 04, 2025

TABLE of CONTENTS
CORE POLICIES …………………………………………………………………………………………………………………………………….. 5
1.0 WELCOME………………………………………………………………………………………………………………………………….. 5
1.1 A Welcome Policy ……………………………………………………………………………………………………………………………………..5
1.2 At-Will Employment……………………………………………………………………………………………………………………………………5
2.0 INTRODUCTORY LANGUAGE AND POLICIES………………………………………………………………………………. 6
2.1 About the Company……………………………………………………………………………………………………………………………………6
2.2 Company Facilities …………………………………………………………………………………………………………………………………….6
2.3 Ethics Code………………………………………………………………………………………………………………………………………………6
2.4 Revisions to Handbook ………………………………………………………………………………………………………………………………7
3.0 HIRING AND ORIENTATION POLICIES…………………………………………………………………………………………. 7
3.1 Religious Accommodation…………………………………………………………………………………………………………………………..7
3.2 Disability Accommodation …………………………………………………………………………………………………………………………..7
3.3 Accommodations for Pregnancy, Childbirth, and Related Medical Conditions ……………………….8
3.4 Conflicts of Interest…………………………………………………………………………………………………………………………………….9
3.5 Job Descriptions………………………………………………………………………………………………………………………………………..9
3.6 New Hires and Introductory Periods……………………………………………………………………………………………………………..9
3.7 Posting of Openings …………………………………………………………………………………………………………………………………10
3.8 Training Program……………………………………………………………………………………………………………………………………..10
3.9 Employment Authorization Verification………………………………………………………………………………………………………..10
4.0 WAGE AND HOUR POLICIES …………………………………………………………………………………………………….. 10
4.1 Workday/Workweek …………………………………………………………………………………………………………………………………10
4.2 Employment Classifications ………………………………………………………………………………………………………………………10
4.3 Attendance ……………………………………………………………………………………………………………………………………………..11
4.4 Direct Deposit………………………………………………………………………………………………………………………………………….11
4.5 Introduction to Wage and Hour Policies ………………………………………………………………………………………………………11
4.6 Paycheck Deductions……………………………………………………………………………………………………………………………….12
4.7 Recording Time……………………………………………………………………………………………………………………………………….12
5.0 PERFORMANCE, DISCIPLINE, LAYOFF, AND TERMINATION ……………………………………………………… 13
5.1 Disciplinary Process …………………………………………………………………………………………………………………………………13
5.2 Criminal Activity/Arrests ……………………………………………………………………………………………………………………………13
5.3 Exit Interview…………………………………………………………………………………………………………………………………………..13
5.4 Open Door/Conflict Resolution Process ………………………………………………………………………………………………………13
5.5 Outside Employment………………………………………………………………………………………………………………………………..14
5.6 Pay Raises ……………………………………………………………………………………………………………………………………………..14
5.7 Performance Reviews ………………………………………………………………………………………………………………………………14
5.8 Post-Employment References……………………………………………………………………………………………………………………14
5.9 Promotions ……………………………………………………………………………………………………………………………………………..14
5.10 Resignation Policy………………………………………………………………………………………………………………………………….15
5.11 Standards of Conduct……………………………………………………………………………………………………………………………..15
6.0 GENERAL POLICIES …………………………………………………………………………………………………………………. 16
6.1 Employee Pictures …………………………………………………………………………………………………………………………………..16
6.2 Use of Technology and IT Security …………………………………………………………………………………………………………….16
6.3 Telecommuting Agreement ……………………………………………………………………………………………………………………….19
6.4 Missing or Stolen Property ………………………………………………………………………………………………………………………..20
6.5 Authorization for Use of Personal Vehicle ……………………………………………………………………………………………………20
6.6 Bulletin Boards ………………………………………………………………………………………………………………………………………..20
6.7 Computer Security and Copying of Software ……………………………………………………………………………………………….21
6.8 Driving Record…………………………………………………………………………………………………………………………………………21
6.9 Employer Sponsored Social Events ……………………………………………………………………………………………………………21
6.10 Mail Use ……………………………………………………………………………………………………………………………………………….21
6.11 Nonsolicitation/Nondistribution Policy………………………………………………………………………………………………………..21
6.12 Off-Duty Use of Employer Property or Premises …………………………………………………………………………………………22
6.13 Payroll Advances and Loans……………………………………………………………………………………………………………………22
6.14 Personal Appearance……………………………………………………………………………………………………………………………..22
6.15 Personal Cell Phone/Mobile Device Use……………………………………………………………………………………………………23
6.16 Personal Data Changes ………………………………………………………………………………………………………………………….24
6.17 Security ………………………………………………………………………………………………………………………………………………..24
6.18 Social Media………………………………………………………………………………………………………………………………………….24
6.19 Suggestion Policy…………………………………………………………………………………………………………………………………..25
6.20 Telecommuting………………………………………………………………………………………………………………………………………25
6.21 Telephone Use………………………………………………………………………………………………………………………………………26
6.22 Third Party Disclosures …………………………………………………………………………………………………………………………..26
6.23 Use of Company Technology …………………………………………………………………………………………………………………..26
6.24 Workplace Privacy and Right to Inspect…………………………………………………………………………………………………….27
7.0 BENEFITS…………………………………………………………………………………………………………………………………. 27
7.1 Federal Jury Duty Leave …………………………………………………………………………………………………………………………..27
7.2 Supplemental Insurance……………………………………………………………………………………………………………………………28
7.3 HSA……………………………………………………………………………………………………………………………………………………….28
7.4 401(k) Plan……………………………………………………………………………………………………………………………………………..28
7.5 Bereavement Leave …………………………………………………………………………………………………………………………………28
7.6 Continuing Education and Tuition Assistance ………………………………………………………………………………………………29
7.7 Dental Insurance ……………………………………………………………………………………………………………………………………..29
7.8 Employee Assistance Program (EAP)…………………………………………………………………………………………………………29
7.9 Flexible Spending Account (FSA)……………………………………………………………………………………………………………….30
7.10 Health Insurance ……………………………………………………………………………………………………………………………………30
7.11 Holidays ……………………………………………………………………………………………………………………………………………….30
7.12 Pension and Profit Sharing Plan……………………………………………………………………………………………………………….31
7.13 Unemployment Compensation Insurance ………………………………………………………………………………………………….31
7.14 Vacation ……………………………………………………………………………………………………………………………………………….31
7.15 Workers’ Compensation Insurance …………………………………………………………………………………………………………..32
7.16 COBRA ………………………………………………………………………………………………………………………………………………..32
7.17 Family and Medical Leave (FMLA)……………………………………………………………………………………………………………33
7.18 Military Leave (USERRA)………………………………………………………………………………………………………………………..36
8.0 SAFETY AND LOSS PREVENTION …………………………………………………………………………………………….. 36
8.1 Workplace Tobacco Usage ……………………………………………………………………………………………………………………….36
8.2 Headphones in the Workplace …………………………………………………………………………………………………………………..37
8.3 Employees Working Alone on High-Risk Tasks ……………………………………………………………………………………………37
8.4 Business Closure and Emergencies……………………………………………………………………………………………………………37
8.5 Drug and Alcohol Policy ……………………………………………………………………………………………………………………………38
8.6 General Safety ………………………………………………………………………………………………………………………………………..39
8.7 Workplace Violence………………………………………………………………………………………………………………………………….39
9.0 TRADE SECRETS AND INVENTIONS …………………………………………………………………………………………. 40
9.1 Confidentiality and Nondisclosure of Trade Secrets………………………………………………………………………………………40
9.2 Inventions……………………………………………………………………………………………………………………………………………….41
10.0 CUSTOMER RELATIONS …………………………………………………………………………………………………………. 41
10.1 Customer, Client, and Visitor Relations……………………………………………………………………………………………………..41
10.2 Products and Services Knowledge……………………………………………………………………………………………………………41
NEW YORK POLICIES…………………………………………………………………………………………………………………………… 42
HIRING AND ORIENTATION POLICIES……………………………………………………………………………………………….. 42
Communications Regarding Religious or Political Matters ……………………………………………………………………………………..42
EEO Statement and Nonharassment Policy…………………………………………………………………………………………………………42
Sexual Harassment Prevention………………………………………………………………………………………………………………………….45
WAGE AND HOUR POLICIES …………………………………………………………………………………………………………….. 53
Accommodations for Nursing Mothers ………………………………………………………………………………………………………………..53
Making up Time……………………………………………………………………………………………………………………………………………….54
Flextime………………………………………………………………………………………………………………………………………………………….54
Meal Periods …………………………………………………………………………………………………………………………………………………..54
Overtime…………………………………………………………………………………………………………………………………………………………55
Pay Period………………………………………………………………………………………………………………………………………………………55
Reporting Time Pay………………………………………………………………………………………………………………………………………….55
Travel Time Pay ………………………………………………………………………………………………………………………………………………55
Wage Disclosure Protection ………………………………………………………………………………………………………………………………55
GENERAL POLICIES …………………………………………………………………………………………………………………………. 56
Availability of Required Postings ………………………………………………………………………………………………………………………..56
Access to Personnel and Medical Records Files ………………………………………………………………………………………………….56
Voicemail, Email, and Internet Policy ………………………………………………………………………………………………………………….56
BENEFITS…………………………………………………………………………………………………………………………………………. 57
Paid Prenatal Personal Leave……………………………………………………………………………………………………………………………57
Accommodations for Victims of Domestic Violence ………………………………………………………………………………………………57
Blood and Bone Marrow Donation Leave…………………………………………………………………………………………………………….58
COVID-19 Sick Leave ………………………………………………………………………………………………………………………………………58
Crime Victim and Witness Leave ……………………………………………………………………………………………………………………….59
Disability Benefits…………………………………………………………………………………………………………………………………………….60
Emergency Services Leave……………………………………………………………………………………………………………………………….60
Jury Duty Leave ………………………………………………………………………………………………………………………………………………61
Military Spouse Leave………………………………………………………………………………………………………………………………………61
Paid Family Leave……………………………………………………………………………………………………………………………………………61
Paid Sick Leave (Frontloading Method) ………………………………………………………………………………………………………………63
Voting Leave …………………………………………………………………………………………………………………………………………………..65
SAFETY AND LOSS PREVENTION …………………………………………………………………………………………………….. 65
Airborne Infectious Disease Exposure Prevention Plan …………………………………………………………………………………………65
CLOSING STATEMENT…………………………………………………………………………………………………………………………. 67
ACKNOWLEDGMENT OF RECEIPT AND REVIEW………………………………………………………………………………….. 68
APPENDIX……………………………………………………………………………………………………………………………………………….. 69

Core Policies
1.0 Welcome
1.1 A Welcome Policy
Welcome! You have just joined a dedicated organization. We hope that your employment with Classic
Automation will be rewarding and challenging. We take pride in our employees as well as in the products
and services we provide.
The Company complies with all federal and state employment laws, and this handbook generally reflects
those laws. The Company also complies with any applicable local laws, although there may not be an
express written policy regarding those laws contained in the handbook.
The employment policies and/or benefits summaries in this handbook are written for all employees.
Please take the time now to read this handbook carefully. Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment. This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein. The Company reserves the right to interpret, modify, or supplement the provisions of this handbook at any time. Neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. Please understand that no employee handbook can address every situation in the work place.
If you have questions about your employment or any provisions in this handbook, contact human
resources.

We wish you success in your employment here at Classic Automation!
All the best,

President Classic Automation

1.2 At-Will Employment
Your employment with Classic Automation is on an “at-will” basis. This means your employment may be
terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to
leave the Company at any time, with or without notice and with or without cause.
Nothing in this handbook or any other Company document should be understood as creating a contract,
guaranteed or continued employment, a right to termination only “for cause,” or any other guarantee of
continued benefits or employment. Only the President has the authority to make promises or negotiate with
regard to guaranteed or continued employment, and any such promises are only effective if placed in
writing and signed by the President.
If a written contract between you and the Company is inconsistent with this handbook, the written contract
is controlling.
Nothing in this handbook will be interpreted, applied, or enforced to interfere with, restrain, or coerce
employees in the exercise of their rights under Section 7 of the National Labor Relations Act.
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2.0 Introductory Language and Policies
2.1 About the Company
Fritz Ruebeck founded Classic Automation LLC in 2003. Previously, he was the global vice president of
Product Service for control systems and instrumentation at ABB. From this experience he realized that
many automation users were being forced to upgrade for no valid business or technical reason except that
the original manufacturer told them it was necessary due to obsolescence (the old fear that parts and repair
services would no longer be available).
Classic Automation’s operations began in 2003 with just a few employees. By 2006 rapid expansion and
growth of the company had led to the purchase of a 15,000 square foot building to accommodate the rapid
growth. In 2009 Classic Automation was featured as one of Rochester’s Top 100 Companies on a list of the
fastest growing private companies in the Greater Rochester, New York area. The company has made this
list 5 times.
In 2013, Classic Automation moved to its current headquarters in Webster, New York. In 2019, the building
was expanded to 53,000 square feet to accommodate the increased parts inventory. It was formerly an
R&D test facility of a Fortune 500 company and has been completely renovated for Classic Automation’s
needs. The move led the company to further expand its test and repair labs and vastly increase the spare
parts inventory to meet customers’ emergency needs. Classic Automation ships to over 80 countries
worldwide and over 35% of orders have emergency status and ship the same day.
The staff has many years of automation experience in development and application engineering, repair
service, and parts logistics. Our test lab has 100’s of test fixtures for functional system testing and the
repair lab uses state of the art diagnostic and repair equipment. At Classic Automation, we help keep the
world’s production running!
2.2 Company Facilities
Classic Automation headquarters is located at 800 Salt Road in Webster, New York – just South of Lake
Ontario. The company previously occupied a downtown Rochester building on Monroe Avenue. In 2013,
rapid growth necessitated the move to the 41,000 square foot facility on Salt Road, Webster which was
expanded by 12,000 square feet in 2019 to accommodate even more growth.
The Webster building formerly housed the R&D test facility of a Fortune 500 company and has been
completely renovated for Classic Automation’s needs. The move enabled the company to expand its
customer service offices, test labs, repair center, and vastly increased the spare parts inventory.
Further growth required even more space. In November of 2019 a 12,000 square foot expansion to the
parts warehouse was completed. This increase in storage capacity allows for a wider range of product and
service offerings. The company boasts a staggering catalog of over 300,000 unique control system parts,
operator panels, power supplies, drives, and servo motors. Classic Automation provides as many
automation parts as possible, in stock, for emergency same-day shipment to help keep your production
running.
2.3 Ethics Code
Classic Automation will conduct business honestly and ethically wherever operations are maintained. We
strive to improve the quality of our services, products, and operations and will maintain a reputation for
honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and
employees are expected to adhere to high standards of business and personal integrity as a representation
of our business practices, at all times consistent with their duty of loyalty to the Classic Automation.
We expect that officers, directors, and employees will not knowingly misrepresent the Company and will not
speak on behalf of the Company unless specifically authorized. The confidentiality of trade secrets,
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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.) about the Company or operations, or that of our customers or partners, is to be treated
with discretion and only disseminated on a need-to-know basis (see policies relating to privacy).
Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The
degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical
violation and whether the violator cooperated in any subsequent investigation.
2.4 Revisions to Handbook
This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Classic Automation policies and procedures. The handbook is not a contract. The Company
reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest,
except the policy concerning at-will employment. When changes are made to the policies and guidelines
contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.
3.0 Hiring and Orientation Policies
3.1 Religious Accommodation
Classic Automation recognizes the diversity of religious beliefs and is committed to providing equal
employment opportunities to all employees, regardless of their religious beliefs and practices or lack
thereof. Consistent with this commitment, the Company complies with Title VII of the Civil Rights Act of
1964 and all applicable state and local laws that prohibit employment discrimination on the basis of religion.
The Company will reasonably accommodate the sincerely held religious beliefs of employees if the
accommodations would resolve a conflict between the individual’s religious belief or practice and a work
requirement, unless doing so would create an undue hardship.
Requesting a Religious Accommodation
If you need an accommodation because of your religious beliefs or practices, make the request with your
supervisor and human resources. You may be asked to include relevant information such as:

• A description of the proposed accommodation.
• The reason you need the accommodation.
• How the accommodation will help resolve the conflict between your religious beliefs or practices (or
  lack thereof) and your work requirements.
  After receiving your request, the Company will engage in an interactive dialogue with you to explore
  potential accommodation that could resolve the conflict between your religious beliefs or practices and work
  requirements. The Company encourages you to suggest specific reasonable accommodation. However,
  the Company 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 Company.
  The Company will not discriminate or retaliate against employees who, in good faith, request a religious
  accommodation under this policy.
  3.2 Disability Accommodation
  Classic Automation 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
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  employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy,
  childbirth, and related conditions. Consistent with this commitment, the Company 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:
• The reason you need an accommodation.
• A description of the proposed accommodation.
• How the accommodation will help you perform the essential functions of your job.
  After receiving your request, the Company 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 Company in connection with a request for
  accommodation will be treated as confidential.
  The Company encourages you to suggest specific reasonable accommodations that you believe would
  allow you to perform your job. However, the Company 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 Company.
  Where state or local law provides greater protections to employees than federal law, the Company will
  apply the law that provides the greatest benefit to employees.
  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 Company will not discriminate or retaliate against employees for requesting an accommodation.
  3.3 Accommodations for Pregnancy, Childbirth, and Related
  Medical Conditions
  Classic Automation recognizes the importance of supporting employees experiencing limitations related to
  pregnancy, childbirth, or related medical conditions by providing reasonable accommodations. We are
  committed to complying with the federal Pregnant Workers Fairness Act (PWFA) and any applicable state
  or local laws offering additional protections.
  Examples of reasonable accommodations include:
• Additional break time for restroom use, meals, hydration, and rest.
• Seating options allowing for sitting or standing as needed.
• Schedule changes, part-time work, and paid and unpaid leave.
• Flexible work hours to accommodate medical appointments and physical needs.
• Telework (remote work).
• Closer parking spots to the workplace entrance.
• Light duty.
• Making existing facilities accessible or modifying the work environment.
• Job restructuring.
• Temporarily suspending one or more essential functions of your job.
• Acquiring or modifying equipment, uniforms, or devices.
• Adjusting or modifying examinations or policies.
  If you require an accommodation, notify your supervisor. In instances where the need for a particular
  accommodation is not obvious, you may be asked to provide: