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11 All employees will then be given a copy of our Employee Handbook and Job Descriptions, which include a discussion of all staff policies, employee benefits, and job descriptions. This ensures that everyone is clear about his or her roles and responsibilities and that they understand how their duties create a safe and efficient working environment. Continued Education and Career Advancement - DSWC’s staffing plan includes a career advancement “ladder” that offers continued education and workplace advancement. DSWC provides experience-based and education-based opportunities for career advancement. In order to provide the highest-quality products and services in a safe, constructive environment, it is of vital importance to DSWC that all employees be thoroughly trained and educated on all aspects of their jobs and the facility in general. Industry-specific continued education will be provided in the following areas: • The proper use of security measures and controls for the prevention of diversion, theft, or loss; • Procedures and instructions for responding to an emergency; • State and federal regulations regarding the confidentiality of information (HIPPA); • Identifying and understanding different strains and products of Cannabis and their effects; • Quality assurance, packaging, and labeling; • The benefits and intricacies of different methods of taking Cannabis medicines; • Recognizing the signs of substance abuse or instability in the patient; • The prohibition of smoking marijuana in public places, places open to the public, or places exposed to public view; and • Responsible adult use. Continued education opportunities will be provided in conjunction with Stepping Stones Growth Center, a subsidiary of the Davis Street Family Resource Center providing job development, group placement and individual jobs to people living with disabilities. Holidays - The Fair Labor Standards Act (FLSA) does not require employers to pay for time not worked, such as vacations or holidays (federal or otherwise). As is commonplace within our industry, majority of holidays are regarded as regular workdays at DSWC. Any employee who works on a holiday will receive time and a half, of his/her normal rate of pay. An employee must be present at work on his or her last scheduled day prior to the holiday and the first scheduled day after the holiday, unless Management approves the absence at least 2 weeks before. The company observes the following holidays: New Year’s Day, Martin Luther King, Jr Day, Memorial Day, Independence Day (July 4th), Veteran’s Day, Thanksgiving Day, and Christmas Day. Vacations - DSWC provides vacation time for all full-time employees who have been working for the company for at least two continuous calendar years. On the start of the 3-year, employees will start accruing vacation time; this time can be used after it is earned. Employees are encouraged to take vacation time every year. In the event an employee doesn’t use his/her vacation time, the vacation time available will carry over. After the maximum cap has been reached, vacation time no longer accrues until some of the accrued vacation time has been used. Once the employee uses some vacation time, vacation will again begin to accrue at the normal rate until the cap is reached once more. Paid Sick Leave - Sick leave applies to all employees who work at least 30 days for the same employer within a year in California, including part-time, full-time, temporary and seasonal employees. These employees must satisfy a 90-day employment period before taking any sick leave. All new employees will received 3 days or 24 hours of sick leave on their first day of employment, but they will be able to start using this time after the 90 day waiting period. Then, during subsequent years they will get the 3 days or 24 hours of sick leave in the beginning of the calendar year (No Accrual / Up-Front Policy). An employee can take 475