Page 23 - E3 Employee Handbook

COBRA Continuation of Benefits
The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a federal law that requires most employers
sponsoring group health plans to offer temporary extension of health coverage under certain circumstances in which
the coverage would otherwise end. This is called continuation of coverage.

Through COBRA, you and your eligible dependents may have the right to continuation coverage under the E3’s group
health insurance plan at your own cost for a maximum period of 18 to 36 months (length of time dependent on the
qualifying event) after a qualifying event that causes your loss of health coverage. Continuation of coverage may
also be required under state law, and E3 will comply with applicable state continuation coverage requirements. For
more information on COBRA, please refer to Appendix A at the end of this Handbook.

Final Paycheck
Final paychecks will be deposited on the regular payroll schedule or in accordance with state law. If you have any
open agreements such as relocation reimbursement, professional development reimbursement, or employee loans,
your final paycheck may be deducted accordingly.

Return of Property
Any property issued to you by E3 and/or the client, including but not limited to software, computer equipment,
databases, files, cell phones, keys, parking passes or credit card(s) must be returned to E3 Human Resources at the
time of your termination. You agree to be responsible for any lost or damaged items.

Re-employment
Like all other applicants, a former employee will need to apply for a position and will be hired if they are the best
qualified candidate for the position. Former employees who return to work will retain their time in service. Where
applicable, state or federal law may take precedence.

3.14 Employment References and Recommendations
E3’s policy is to maintain confidentiality with respect to all matters relating to the employment or termination of
employment of any current or former employee.

Any requests for employment references must be directed to E3 Human Resources. No other employee is authorized
to provide any employment references or information about any current or former employee. As a standard industry
practice, we will disclose only factual information such as employment dates, and current or last position held.

3.15 Moonlighting
E3 recognizes that you may need to take secondary employment or participate in other activities or organizations.
Work requirements for E3, including overtime, must take precedence over any outside employment.

As an employee of E3, you are required to notify your E3 Manager and E3 Human Rescources of your secondary job.
A written notice (email is acceptable) should be provided to E3 Human Rrcources in which you indicate the name of
the employer, your position, time of commitment and short description of your commitment. As long as there is no
conflict of interest, no interference of your role at E3 and your E3 position takes precedence over your secondary
employment, E3 Human Resources will approve your request. We will not be able to approve secondary employment
that includes, but not limited to, the following:
 Taking an outside job with a company in the same or related business as E3, or which is in any way a
competitor of E3.
 Working for any client of E3 outside of the regular working hours as described above, without the express
written approval of the E3 HR Manager or his/her designated representative.

E3 will not pay any benefits for injuries or sickness resulting from employment with any employer other than E3.
Employees who do report their secondary employment may be subject to disciplinary action leading up to
termination.

Information in this document is proprietary to E3 and should not be discussed with third parties without consent.
Printed copies are uncontrolled and for reference only.