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Arriving late, departing early, and frequent absences are not allowed. Poor
attendance and excessive tardiness are disruptive and may lead to disciplinary action,
up to and including termination of employment.

B. LUNCH BREAKS

Employees are entitled, and encouraged, to take a one-hour lunch break. A few
common-sense rules apply on these breaks.

1. While on break, employees must not disturb colleagues who are working.

2. Keep the length of breaks within the time limits allowed.

3. Molzen Corbin maintains a staff lounge where soft drink and snack machines
are available. Also available for employees’ use are a microwave oven and
refrigerator. Report broken machines to the Receptionist.

4. Use of working offices for lunch breaks is discouraged.

C. LEAVING THE OFFICE DURING THE WORK DAY

All office employees are required to sign out at the Receptionist’s desk when leaving
or absent from the office (by calling in to report an absence). It is essential the
Receptionist knows where employees are when out of the office for work
coordination purposes and in case of emergency. Molzen Corbin therefore requires
employees to sign out as well as inform their respective Supervisor and the
Receptionist of the employees’ destination.

When signing out, there are three basic destination options, which are as follows:

1. Sick Leave

2. Vacation

3. Job-Related Destination

Any job-related destination must be specifically identified (e.g., Santa Fe - CDBG,
Los Lunas - Village Hall).

From time to time, exempt employees may need to be absent from the office during
normal business hours for personal reasons. Since these employees are exempt, such
personal leave is permitted but should not interfere with their ability to complete

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“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.