At-will Employment

Policy Statement

Acertiv adheres to the principle of at-will employment, which means that both the company and the employee have the right to terminate the employment relationship at any time, for any reason, with or without cause or notice, as permitted by law.

Purpose

The purpose of these At-Will Employment Guidelines is to clarify the nature of the employment relationship at Acertiv and to ensure that employees understand their rights and responsibilities under this framework.

Scope

These guidelines apply to all employees of Acertiv, unless otherwise specified in a written employment agreement that explicitly modifies the at-will relationship.

Guidelines

1. Understanding At-Will Employment

• • Nature of Employment: Employment at Acertiv is “at will,” meaning that either the employee or the employer may terminate the employment relationship at any time, without cause or prior notice.
  • No Contractual Obligation: At-will employment does not create a contract of employment. No oral or written statements made during the hiring process, or thereafter, will modify the at-will status of employment unless explicitly stated in a formal agreement.

2. Termination

• • Voluntary Termination: Employees may choose to resign from their position at any time. It is encouraged to provide notice of resignation to facilitate a smooth transition.
  • Involuntary Termination: The company may terminate employment for reasons including, but not limited to:
    • Poor performance
    • Violation of company policies
    • Misconduct
    • Business needs

3. Employee Rights

Employees have the right to:

• • Terminate their employment at any time.
  • Receive fair treatment in the workplace, free from discrimination or harassment.
  • Seek clarification about their employment status and any related policies.

4. Company Rights

• • Acertiv reserves the right to terminate the employment relationship at any time, without cause or notice, as permitted by law.
  • The company will adhere to all applicable laws regarding termination and will take appropriate steps to ensure compliance.

5. Limitations of At-Will Employment

• • At-will employment does not apply if an employee has a written employment contract that explicitly states otherwise.
  • The company will not terminate employment in violation of federal, state, or local laws, including discrimination laws or retaliation for exercising rights protected by law.

6. Communication of Employment Status

• • Employees are encouraged to discuss their employment status and any concerns with their supervisor or the Human Resources department.
  • Managers should clearly communicate expectations and performance feedback to employees.

7. Review of Guidelines

• • These guidelines will be reviewed periodically to ensure they remain current and in compliance with applicable laws.
  • Any changes to the at-will employment policy will be communicated to all employees promptly.