BENEFITS AND SERVICES

Personal Days

1. Salaried employees begin to accrue personal days at a rate of 6.66 hours per pay period from the date of hire. This time is equivalent to 20 personal days per year from the date of hire. This includes days to be used for vacation, holidays, and personal reasons. There is an increase of 1 day (8 hours) for every year employed, up to a maximum accrual of 30 days per year. Employees can carry over only one week (40 hours) of personal time at the end of the calendar year. Accrued unused vacation will only be paid to employees who are not in violation of their employment agreement, and a maximum of one week vacation shall be paid. Rose does not allow employees to cash in their personal days at any time. This benefit is not available to hourly employees.

2. Rose International's observed holidays are as follows: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day.  On those days listed, Rose offices will be CLOSED.  The observed holiday schedule may be different for your job site.  You should receive that information from your Account Manager.  Please use your personal days accordingly.

3. Personal Days are subject to approval by the Program Manager/Supervisor. All employees are encouraged to submit their requests (see Appendix B) to their immediate supervisor as soon as planned dates are known. This shall reduce possible conflict of two or more employees in critical positions desiring the same dates. Normally when conflicts of this nature occur, approval shall be granted to the first request.

4. Rose believes that taking advantage of the Vacation/Personal Days benefit is important to maintaining a healthy and balanced life. However, we realize that occasions may occur where client projects require efforts that prevent the use of all allocated vacation. In such instances, consultant employees may be able to receive compensation for otherwise lost hours. This determination is based on: 1.) a consultant having no bench time, and 2.) his or her net billable hours.

Net billable hours are figured by taking your total number of billable hours worked and subtracting any overhead hours from that number. So, if you've worked 2,100 billable hours and 50 overhead hours, your net billable hours are 2,050.

To be eligible for a cash-out of any vacation hours beyond 40 in a given year, your net billable hours must be 2,080 or more. Therefore, in the previous example, that consultant would not be eligible since the net billable hours are under 2,080. Here is another example:

Jane Consultant
Billable Hours:3,000
Overhead Hours: 500
Net Billable Hours:2,500

Since her net billable hours are over 2,080 (actually 2,500), Jane is eligible for a vacation cash-out of any unused vacation hours over 40 (the initial 40 hours will be carried forward into the next calendar year.)

The payout will occur in February of the following year and will be at the rate of the employee's hourly pay rate as of December 31. Eligible employees will be automatically identified and will receive full payment on their first paycheck in February. This amount, while designated on a separate line of the pay stub, will be treated as ordinary income and is subject to normal withholding.

5. In the event a full-time employee has a break in service with Rose International of less than one year due to project completion or company force reduction (due to no fault of the employee) and is later rehired, the employee will begin to accrue personal days at the same rate prior to termination. If the employee makes a decision to resign from Rose International and is later rehired, the employee will have "new employee" status.

6. Salaried employees may borrow up to 15 hours of personal/vacation time. Any amount over the negative 15 hours will be considered leave without pay (LWOP), and will require pre-approval by your supervisor. Upon termination of employment, all personal/vacation hours in the negative will be withheld from your final paycheck

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Sick Leave

1. Salaried employees begin to accrue personal days at a rate of 6.66 hours per pay period from the date of hire. This time is equivalent to 20 personal days per year from the date of hire. This includes days to be used for vacation, holidays, and personal reasons. There is an increase of 1 day (8 hours) for every year employed, up to a maximum accrual of 30 days per year. Employees can carry over only one week (40 hours) of personal time at the end of the calendar year. Accrued unused vacation will only be paid to employees who are not in violation of their employment agreement, and a maximum of one week vacation shall be paid. Rose does not allow employees to cash in their personal days at any time. This benefit is not available to hourly employees.

2.  Rose International's observed holidays are as follows: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day.  On those days listed, Rose offices will be CLOSED.  The observed holiday schedule may be different for your job site.  You should receive that information from your Account Manager.  Please use your personal days accordingly.

3.  Personal Days are subject to approval by the Program Manager/Supervisor. All employees are encouraged to submit their requests (see Appendix B) to their immediate supervisor as soon as planned dates are known. This shall reduce possible conflict of two or more employees in critical positions desiring the same dates. Normally when conflicts of this nature occur, approval shall be granted to the first request.

4.  Rose believes that taking advantage of the Vacation/Personal Days benefit is important to maintaining a healthy and balanced life. However, we realize that occasions may occur where client projects require efforts that prevent the use of all allocated vacation. In such instances, consultant employees may be able to receive compensation for otherwise lost hours. This determination is based on: 1.) a consultant having no bench time, and 2.) his or her net billable hours .

5. In the event of termination of employment, all unused sick leave shall be forfeited and no payment shall be made for unused accrued sick leave.

6. Rose employees may borrow up to 15 hours of sick time. Any amount over fifteen hours will not be considered paid time unless pre-approved by your supervisor. Upon termination of employment, all sick time hours in the negative will be withheld from your final paycheck.

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Leave Without Pay

1.  Leave Without Pay (LWOP) for salaried employees is defined as a temporary non-pay status absence from work for a relatively long period of time. Written request, stating the reason for leave and the amount of time requested, must be presented to the employee's supervisor and forwarded to the Corporate Headquarters with a recommendation from the Program Manager/Supervisor. Leave Without Pay must be approved by management prior to the leave. All vacation and sick leave must be exhausted before going on LWOP status. You do not accrue vacation or sick leave while on LWOP.

2.  During your LWOP you do not receive company health benefits, but, you may purchase the COBRA insurance by contacting the Personnel Manager at Corporate Headquarters.

3. Absences for illness, disability, government and pregnancies shall be limited for each occasion to a maximum of 12 weeks without pay, providing the employee has worked for Rose International for one year or longer. In these cases, a temporary hire shall replace the individual for the period authorized as leave of absence.

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Pregnancy and Medical Leave

1. Women are not penalized in their employment because of time spent away from the job due to childbearing or related medical conditions.  Rose International treats maternity leave the same as all other family/medical leave.

2. All eligible full-time employees, male or female, can take up to 12 work-weeks for leave during any 12-month period for reasons specified in accordance with company policy. The 12 weeks are a total of the eligible employees' vacation, sick or if vacation and sick is exhausted -- leave without pay (LWOP). Vacation and sick time accrual will cease while an employee is out on LWOP.

This is granted to a pregnant employee at the time she is considered disabled, as certified by a doctor's note. Such leave is extended without penalty and the conditions of leave are in accordance with procedure. If she returns to work within the 12 weeks, her seniority, position, and benefits will be reinstated.

3. A leave of absence for personal reasons (other than discussed above) is normally granted only when there is a position to which the employee may return.

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Jury Duty Leave

1. When a full-time employee is summoned either as a witness or juror, the employee shall present the court order subpoena, or summons to his/her immediate supervisor as far in advance as possible to allow for required rescheduling of work.

2. Rose International shall cooperate fully with local, state and federal courts in allowing employees to serve on jury duty. Rose International will allow paid leave of absence for full-time employees for two days only. Any longer Jury Duty leave will only be allowed without pay.

3. Court leave shall be granted for the days when service is rendered to the court during the employee's regularly scheduled work day. Court leave is an authorized excused absence from work including reasonable travel time of an employee who is legally required to attend judicial proceedings as a witness or a member of the jury.

4. Upon return to work, the employee shall provide his/her supervisor with written evidence of attendance at court. If the employee is excused or released by the court for any day or substantial portion of the day (2 hours or more), the employee must report to work. Failure to do so shall result in loss of pay.

5. In the event that the absence of an employee from work over a long period of time would cause a hardship on the company, the company may petition the jury selection committee to excuse the employee from jury duty. Also, the employee may personally petition to be excused from jury duty if serving would cause a personal hardship.

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Military Reserve Leave

1. Full-time employees who are affiliated with a military reserve unit or National Guard unit may be granted vacation leave from work when called to active military duty or annual training. Re-employment shall be in accordance with federal and state laws.

2. For periods exceeding two weeks, leave is granted in the form of a leave of absence. For periods that are two weeks or less, the employee may elect to take leave without pay or take annual leave with pay.

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Bereavement Leave

 1. Rose International provides salaried employees with leave from work, without loss of pay, when bereaved by the death of a family member; defined as parents, brothers, sisters, spouse, or children.  Employee is granted two regularly scheduled workdays, without loss of pay, for the employee to handle necessary family matters and attend the funeral of a family member.  In such emergencies, our condolences are extended and we shall do what we can to minimize any further adverse impact on the employee.

2. Earned vacation accrual may be used if more time is required or for deaths outside the immediate family with supervisor approval.  The two days granted without loss of pay shall be charged to "Other" on the time sheet, and any extra taken shall be charged to "Personal Days".

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Special Order Flowers/Plants

Rose International Headquarters will send a floral arrangement or plant to recognize the fact of an extended hospital stay (for Rose International employees only), a birth (for Rose International employees or their spouses) or a death (for Rose International employees or their immediate family, as listed in the previous section).  Rose International headquarters must be contacted with all pertinent information as soon as possible to make arrangements for appropriate delivery.

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Group Health Insurance

Rose International offers health care plans. Employees are eligible on the first day of the month following their hire date. Attached to this program are discount vision and hearing services. There are two plan types: Base and Enriched. The pre-tax premiums deducted on the pay period on the 26th are in the insurance section of the employee web page. 

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Dental Insurance

Life Insurance

Rose International provides $25,000 company paid life insurance.  This coverage has a 90-day exclusionary period. Additional optional life insurance is available to you at discounted rates based on the employee's age.

Voluntary Life Insurance

Optional life is available on the first day of the month following employment.  The benefit amount for voluntary life insurance has to be an amount equal to an even multiple of $10,000 with a minimum of $20,000 and a maximum of $500,000 or 5 times Earnings, whichever is less.

Dependent Voluntary Life Insurance

Spouse

Maximum of $250,000 or ½ of employee's Voluntary coverage, whichever is less.

Child(ren)

7 days to 6 months  $1,500

6 months and over      $2,500*

*Sold in increments of $2,500 to a Maximum of $10,000

Rose offers short-term disability to all employees.  Rose provides core coverage for every employee of 60% of the Basic Weekly Earnings not to exceed a Maximum Weekly Benefit of $100 as described in the plan.  Employees may elect to purchase additional coverage as directed by the plan.  The Maximum Benefit Period for any one period of Disability is 13 weeks.  Benefits for Disability due to injury start with the first day, and benefits for Disability due to sickness start with the eighth day. Vacation and sick time accrual will cease while an employee is out on STD. Employees will begin to accrue vacation and sick time upon returning to an active status.

Buy-Up Weekly Benefit

Employees may be elect to purchase additional coverage as directed by the plan.  If elected, this benefit is in addition to the Core Maximum Weekly Benefit.  The additional Buy-Up may be purchased in increments of $50 with a minimum of $50 to a Maximum Weekly Benefit of $500.

NOTE: The combined Core and Buy-Up Weekly Benefit can never exceed 60% of the Basic Weekly Earnings or $600, whichever is less.

The Maximum Benefit Period for any one period of Disability is 13 weeks

Benefits for Disability due to injury start with the first day

Benefits for Disability due to sickness start with eighth day

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Long-Term Disability

Core Monthly Benefit

Rose offers long term disability to all employees.  Rose provides core coverage for every employee of 60% of the Basic Monthly Earnings not to exceed a maximum Monthly Benefit of $1,500, less other income benefits as described in the plan.  Employees may elect to purchase additional coverage as directed by the plan.

Buy-Up Monthly Benefit

Employees may elect to buy additional coverage as directed by the plan.  For commissioned employees, commissions will cease once long-term disability benefits begin.  Our long-term disability coverage is based on gross income.  The additional Buy-Up may be purchased in increments of $100, from $500 to $5,000, not to exceed 50% of Basic Monthly Earnings.

1.  Federal legislation provides that, upon a "qualifying event," eligible employees and/or their dependents have the right to continue their insurance coverage under Rose International's group health plan at the expense of the "Continuer" (terminated employee). To be eligible, an employee and his/her dependents must have had Rose International's group health coverage prior to a qualifying event.

2. "Qualifying events" include:

For Employee
a. Voluntary or involuntary termination of employment for other than gross misconduct
b. Retirement
c. A reduction in work hours resulting in ineligibility for the group plan

For Dependents
a. The death of the employee
b. The divorce or legal separation from the employee
c. Loss of dependent status under the provision of the health plan

3. When the Personnel Department is notified of a qualifying event, a memo and an application for continued health insurance shall be prepared and mailed to continue benefits. Eligible applicants have 60 days from the qualifying event to elect continuance coverage for up to 18 months.

4.  The former employee is responsible for payment of premium for continuation coverage. The first month's premium must accompany the application returned to Personnel, and additional back premiums must be paid within 45 days after the application for continued coverage is returned to Personnel. Coverage shall be provided retroactively once all premium dues are paid, provided they are paid within the time periods specified. Monthly premiums are payable in advance, and must be received by Personnel no later than the 5th of each month.

5. Coverage will cease when one of the following occurs:

a. Person becomes covered under another group plan
b. Person fails to make required premium payment by due date
c. 18-month time limit has expired
d. Person is eligible for Medicare
e. Group plan is no longer active

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Worker's Compensation Insurance

1. All employees are covered by Worker's Compensation Insurance in the state where they work. Worker's compensation laws, which vary among the 50 states, cover expenses related to occupational injuries and generally provide benefits in three areas: medical care, disability income, and rehabilitation.

2. In order to process a claim for work-related injury or illness, the employee should use one of the "Employer's Work Injury Report" forms, maintained at each office for emergencies. Copies may be obtained from the Office Administrator at Corporate Headquarters.

3. Because injuries covered by worker's compensation are not covered by our group health plan, all on-the-job injuries must be reported to Corporate Headquarters within 24 hours, and a copy of the completed form shall be mailed as soon as possible.

If you have questions about Workers' Compensation, Rose International will supply you with additional information or you may contact an Information Specialist at your local Division of Workers' Compensation.

Company Responsibilities

1. Rose International will ensure first aid is given and see that the injured employee is directed to a doctor or hospital, if necessary. This applies to care for all injuries and illnesses arising out of and in the course of employment.

2. If treatment is given away from the job site or if the employee is unable to return to work after that day's shift, Rose International must file a Form 2, "Employers First Notice of Injury" as soon as possible.

Employee Responsibilities:

1. Report the injury IMMEDIATELY! Any job related injury is covered, even first-aid type injuries and work-related illnesses.

2. Any delay in reporting an accident may result in loss of right to compensation benefits.

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Reimbursement of Tuition and Computer Related Materials

1) Rose International employees have a maximum amount of $1,300 per 12-month period to use for reimbursement for tuition or purchases of hardware, software and manuals related to work training. Funds for tuition reimbursement are available after 60 days of employment for education and education materials. For hardware and software purchases, the wait period is 6 months. Tuition/training reimbursement must receive VP approval. Hardware purchases will be approved only with a written request from a customer, requiring that the hardware be on hand in the employee's home.  

2) The 12-month waiting period is from the date of your first "purchase" - not by calendar or anniversary date. (Example: You use $900 in February this year; you still have $400 available until February next year).

You are required to remain an employee of Rose International for a period of 12 months after the reimbursement is issued, or sign over the right for Rose to withhold this reimbursement from your last paycheck.

Under no circumstances will tuition be reimbursed without a completed Training Reimbursement form on-hand in your employee file. Training Reimbursement forms may be obtained from the HR Coordinator, your account manager or may be printed from the Rose International Employee Pages in QSecure.

Please provide your account manager or supervisor with a copy of your transcript or some type of certification, proving that you have attended the specific course. 

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Educational Assistance Reimbursement Program

Salaried employees of Rose International are encouraged to take the opportunity to further enhance their academic background and keep up with the advances in technology. To ensure the highest educational standards and to minimize the problem of credit non-transferability, all courses must be taken from learning institutions accredited by one or more nationwide regional accrediting associations. Educational reimbursement funding will not be applied toward enrollment in vocational trade school programs. Salaried employees meeting the minimum requirement of three years continuous employment with Rose International are eligible to participate in this plan.

Eligibility.  All salaried employees meeting the minimum requirement of three years continuous employment with Rose International are eligible to participate in this plan.

Course/Training Subject.  The course/training subject to be taken for reimbursement must be directly job-related. The education shall be for the purpose of improving skills and knowledge to better perform his/her job assignments.

Request Approval Procedure.  The employee must submit a Training Reimbursement Form to his/her supervisor for request approval. Along with the completed form, the employee shall include a course outline and/or course description, course schedule, the institution's name, any fees, etc.

The request form shall then be forwarded to a corporate officer of Rose International for final approval. This procedure must be accomplished prior to the course start date. Request form instructions are detailed in Appendix C.

12-Month Requirement.  You are required to remain an employee of Rose International for a period of 12 months after the reimbursement is issued, or sign over the right for Rose to withhold this reimbursement from your last paycheck.

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Company Directed Training Programs

Company directed training is defined as a course (or courses) that an employee's supervisor has recommended for directly related job performance. Requests must be submitted in writing to a corporate officer of Rose International for final approval. Reimbursement for tuition and lab fees is paid 100% by Rose International. However, it is mandatory that the supervisor receive a certificate of completion from the employee and forward to Personnel for the employee's files.

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Computer Based Training Program

Rose International maintains a library of several hundred CBT classes.  These are all kept current and revolve around the latest in technology skills.  Many skill sets are taught in a series of CBT classes, each building upon the other.  The library works on a check-in, check-out basis and is available to all Rose employees company-wide.

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401(k) Plan

Rose International offers a 401 K retirement plan.  Eligibility requirements are as follows:

• Employees must be 18 years old, or older.
• Employees must work a minimum of 1,000 hours in a year's time.

All employees are eligible to participate the 1st of the month following 90 days of employment. Rose International will match up to 25% (previously 20%) of the first 7% contributed to the plan. The minimum pre-tax contribution is 1%. The maximum pre-tax contribution is 15%.

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Section 125 Cafeteria Plan/Flexible Spending Account

This benefit will allow you to run premiums for some of your benefits through the payroll system on a pre-tax basis and set up a Medical Reimbursement Account and a Dependent Care Account, should you desire these benefits. This can create a great tax savings by having the ability to purchase many (applicable) items on a pre-tax basis. New employees can begin participation the first of the month following their hire date. Open enrollment for all employees is November 1-November 30th. The maximum amount withheld is $2400 for medical reimbursements and $5000 for dependent care reimbursements.

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Employee Stock Ownership Program (ESOP)

The Employee Stock Bonus Plan (ESOP) is a way for Rose employees to become owners of the company. Each year the company will set aside a certain percentage of earnings to purchase stock on the behalf of all participating employees. The stock sits in a trust in the employees name and statements are issued each year after the new allocation and a valuation of the company by an independent appraiser. The company will make contributions of company stock based on the profitability of the firm each year. The contributions are tax deferred. Please learn more by asking your recruiter or by visiting http://www.roseint.com/ESOP/index.htm

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Year-End Bonus

Rose International provides a year-end bonus program which is based on 1) consultant performance, and 2) account profitability.  There are several ways for employees to enhance performance, which usually translates into extended assignments.  We are very pro-active in requesting and receiving feedback on employee performance.  Account profitability is something that can also be impacted by employee efforts.  Finding new openings and referring new employees who are good fits are ways to accomplish this.  The important thing to remember here is that our bonus program is NOT based on rankings.  Everyone is able to attain the highest bonus possible based on their efforts.  You need to begin employment with Rose International by September 30th to meet the eligibility requirements for calendar year end.

Employees participating in bonus programs must be employed with the company on the date the bonus is paid to be eligible to receive payment.

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Additional Assignments

From time to time, both full-time and project hire employees will be given the opportunity to help Rose in addition to their current project/customer assignment. Examples of such work is proposal writing, presentation preparation, technical assistance to the sales force, etc. These are opportunities for the employee to demonstrate 1) their technical expertise, 2) their ability to perform well and be flexible in areas outside their normal project work, and 3) their desire to help Rose succeed. Rose believes strongly in identifying future leaders from within and such activity helps to position the employee for future advancement. However, we also feel it is important to compensate at an appropriate level for the extra time being given by the employee. These extra, non-billable activities will be compensated at half employees effective hourly rate. The manager conducting the activity will be responsible for appropriately handling the time reporting of such activities.

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Referral Bonus

Rose International will pay consultants a bonus based on the following table for each successful Consultant referral. A successful referral is categorized as a person that is not already in our database, that we contact, interview and subsequently hire. The bonus will be paid in three parts, as shown below, and paid to current employees only, where the referred consultant is still billing. In the case of a Right to Hire employee, the employee will receive the bonus even if the right to hire person accepted a position with a client and is no longer an employee of Rose International, within the one year period.

Likewise, Rose International will pay all employees except management personnel (Engagement Manager and above) a bonus based on the following table for each successful Recruiter, Resource Manager or Engagement Manager referral. A successful referral is categorized as a person that is not already in our database, that we contact, interview and subsequently hire. The bonus will be paid in three parts, as shown below, and paid to current employees only, where the referred person is still employed. Referral bonuses for Recruiter, RM and EM hires are paid at the highest level in the table below. For help in recruiting in this area, please see: www.roseint.com/careers/internalRosePositions.htm

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Rose Rewards

ROSE (Rose Offers Services Excellence) Rewards

The purpose of Rose Rewards is to provide a visible form of recognition for outstanding performance by any Rose associate. When Rose employees are recognized by their managers for going above and beyond their normal duties, they will be considered for a Rose Reward.

The awards are distributed quarterly, based upon nominations by Account Managers and Internal Managers.  Nominations are based on exemplary performance and numerous intangible qualities, such as dedication, integrity, work ethic, etc.  A committee evaluates all nominations to determine which employees are eligible for an award.  Only the top 5 percent of the employee base will receive an award in any given quarter.

The award is a beautiful crystal gift that you will be proud to put on your desk.  We already have a strong culture of high performance, and we hope the award will serve as a visible symbol of this culture.

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