1. WELCOME & EMPLOYMENT RELATIONSHIP

Welcome to Adaley Inc. (the “Company”). This handbook provides important information about your employment. Employment with Adaley is "at-will," meaning either you or the Company may terminate the employment relationship at any time, with or without cause or notice, except as otherwise provided by law.

This handbook does not create a contract of employment. The Company reserves the right to modify policies at any time with notice.

2. EQUAL EMPLOYMENT OPPORTUNITY & NON-DISCRIMINATION

Adaley Inc. is an equal opportunity employer. We prohibit discrimination and harassment based on:

• Race, color, ancestry, national origin

• Religion, religious creed

• Age (40 and over)

• Disability (mental and physical), including HIV and AIDS

• Sex, gender, gender identity, gender expression

• Sexual orientation

• Marital status

• Medical condition (cancer and genetic characteristics)

• Genetic information

• Military and veteran status

• Pregnancy, childbirth, breastfeeding, and related medical conditions

• Any other basis protected by law

3. HARASSMENT & DISCRIMINATION PREVENTION

Prohibited Conduct

We prohibit all forms of harassment, including sexual harassment. Sexual harassment includes:

• Unwelcome sexual advances or propositions

• Verbal, visual, or physical conduct of a sexual nature

• Requests for sexual favors

• Creating an intimidating, hostile, or offensive work environment

Other prohibited harassment includes offensive conduct based on any protected characteristic listed in Section 2.

Reporting Procedure

If you experience or witness harassment or discrimination:

1. Report to your supervisor, HR, or any manager

2. You may report orally or in writing

3. All complaints will be investigated promptly and confidentially

4. No retaliation will be tolerated

Contact: Sally Ley | sally@adaleyinc.com | (510) 456-6696

4. WAGE & HOUR POLICIES

Wage Payment

• Payday: Bi-Weekly

• Payment method: Direct Deposit or Paper Check 

• Final pay: Provided immediately upon termination if discharged; within 72 hours if you resign without notice; immediately if you give 72+ hours notice.

Timekeeping

Non-exempt employees must accurately record all hours worked, including start time, end time, and meal/rest breaks. Falsification may result in discipline up to termination.

Work Schedules

Your schedule will be communicated by your supervisor. Notify your supervisor as soon as possible if unable to report to work.

Overtime

Non-exempt employees who are not personal attendants receive overtime at:

• 1.5x regular rate for hours over 8 in a workday or 40 in a workweek

• 1.5x regular rate for the first 8 hours on the 7th consecutive workday

• 2x (double time) for hours over 12 in a workday or over 8 hours on the 7th consecutive workday

Personal attendants, which include all Direct Service Providers, are entitled to overtime at: 

• 1.5x regular rate for hours over 8 in a workday or 40 in a workweek

All overtime must be approved in advance by your supervisor.

5. MEAL & REST BREAKS

Meal Periods

Non-exempt employees who are not personal attendants receive unpaid meal periods:

• 30 minutes for shifts over 5 hours (provided no later than the end of 5th hour)

• Second 30-minute period for shifts over 10 hours (provided no later than the end of 10th hour)

• May waive the first meal period if shift is 6 hours or less. 

• May waive the second meal period if shift is 12 hours or less and the first meal break was taken.

Personal attendants, which include all Direct Service Providers, are not entitled to scheduled meal breaks. Personal attendants are advised to schedule their shifts accordingly to ensure reasonable meal breaks. 

Rest Breaks

Non-exempt employees who are not personal attendants receive paid 10-minute rest breaks:

• One break for shifts of 3.5 to 6 hours

• Two breaks for shifts over 6 hours

• Three breaks for shifts over 10 hours

Rest breaks should be taken in the middle of each work period when practicable.

Personal attendants, which include all Direct Service Providers, are not entitled to scheduled and paid rest breaks. Personal attendants are advised to schedule their shifts accordingly to ensure adequate rest breaks. 

Recording Breaks

Non-exempt employees who are not Direct Service Providers must record all meal periods and must report any missed or interrupted breaks to their supervisor immediately.

6. LEAVE POLICIES

Paid Sick Leave (Healthy Workplaces, Healthy Families Act)

Front Loading: The Company provides 40 hours (or 5 days) of paid sick leave front-loaded to all eligible employees on January 1st of each year. New employees hired after January 1st will receive a prorated amount based on their start date, with the full allotment provided on the following January 1st.

No Carryover Required: Because sick leave is front-loaded annually, unused sick leave does not carry over to the next year. All employees receive a fresh allotment each January 1st.

Use: May be used for:

• Your own or family member's illness, diagnosis, care, treatment, or preventive care

• Victim of domestic violence, sexual assault, or stalking seeking services

Family Member: Includes child, parent, spouse, registered domestic partner, grandparent, grandchild, or sibling.

Notice: Provide advance notice when foreseeable; otherwise, notify as soon as practicable.

Certification: Medical certification may be required for absences over 3 consecutive days.

Pregnancy Disability Leave (PDL)

Employees disabled by pregnancy, childbirth, or related medical conditions may take up to 4 months of leave. This leave may run concurrently with California Family Rights Act (CFRA) leave in limited circumstances.

Reasonable Accommodation: Reasonable accommodations for pregnancy include transfer to less strenuous work, more frequent breaks, etc.

California Family Rights Act (CFRA) Leave

Eligible employees (12 months employment, 1,250 hours in past 12 months) may take up to 12 weeks of unpaid, job-protected leave per 12-month period for:

• Birth, adoption, or foster care placement of a child

• Your own serious health condition

• Care for family member (child, parent, spouse, registered domestic partner, grandparent, grandchild, sibling, parent-in-law) with serious health condition

• Qualifying military exigency

Paid Family Leave (PFL) - State Disability Insurance

While on CFRA leave for bonding or family care, you may be eligible for partial wage replacement through California's Paid Family Leave program (administered by EDD).

School Activities Leave

Parents/guardians may take up to 40 hours per year (not more than 8 hours per month) of unpaid leave to participate in children's school activities.

Crime Victim Leave

Employees who are victims of crime or whose family members are victims may take time off to attend judicial proceedings.

Domestic Violence Leave

Victims of domestic violence, sexual assault, or stalking may take time off for purposes including obtaining restraining orders, seeking medical attention, or obtaining services.

Organ/Bone Marrow Donor Leave

• Up to 30 business days per year for organ donation

• Up to 5 business days per year for bone marrow donation

Paid leave for first 5 days (organ) or first 5 days (bone marrow) if employed 90+ days.

Jury Duty/Witness Leave

Time off provided for jury duty or witness service. Company does not pay for jury duty but will not discharge or discriminate.

Military Leave (USERRA)

Unpaid leave provided for military service with reemployment rights.

Voting Leave

Up to 2 hours of paid time off to vote (if insufficient time outside of work hours). Request at least 2 working days before election.

7. WORKPLACE SAFETY

Adaley Inc. is committed to providing a safe workplace.

Injury & Illness Prevention Program (IIPP)

We maintain an Injury and Illness Prevention Program. You will receive training on workplace safety hazards and safe work practices.

Workers' Compensation

All work-related injuries and illnesses must be reported immediately to your supervisor, regardless of severity. You may be entitled to workers' compensation benefits.

Workers' Compensation Carrier:
Farmers Insurance Group
Policy No.: 0A09528003
Phone No.: 800-435-7764

Notice to Employees - Rights Under Workers' Compensation Law:
You may be entitled to workers' compensation benefits if you are injured or become ill because of your job. For information, see poster displayed at workplace or contact HR.

Smoke-Free Workplace

Smoking (including e-cigarettes/vaping) is prohibited in all enclosed workplaces. Smoking is permitted only in designated outdoor areas at least 20 feet from entrances.

Drug & Alcohol Policy

Use, possession, distribution, or being under the influence of illegal drugs or alcohol during work hours or on Company premises is prohibited.

Workplace Violence Prevention

Threats, threatening behavior, acts of violence, or weapons are strictly prohibited.

8. LACTATION ACCOMMODATION

Employees have the right to request lactation accommodation. We will provide:

• Reasonable break time to express breast milk (runs concurrently with paid rest breaks; additional time unpaid)

• Use of a private room or location (not a bathroom) close to work area with electricity

Notify HR of your need for lactation accommodation.

9. PERSONNEL RECORDS & PRIVACY

Personnel File Access

You may inspect your personnel file up to 2 times per year upon reasonable written notice. You may obtain a copy at your expense.

Payroll Records

You may inspect or copy your payroll records upon reasonable request.

Address Changes

Immediately notify HR of any changes to your name, address, phone number, emergency contacts, or tax withholding.

Privacy

The Company respects employee privacy but reserves the right to access all Company property, including computers, emails, phones, and workspaces.

10. WAGE THEFT PREVENTION

At time of hire and upon request, you receive written notice of:

• Rate(s) of pay

• Basis of pay (hourly, salary, commission, etc.)

• Allowances claimed as part of minimum wage

• Regular payday

• Employer name, address, and phone number

You will receive notice of changes to this information within 7 days.

Wage Statement Requirements

Each payday, you receive an itemized wage statement showing:

• Gross and net wages

• Pay period dates

• Hours worked (non-exempt employees)

• Rates of pay

• Deductions

• Employer name, address, and last 4 digits of SSN or employee ID

11. RETALIATION PROHIBITED

California law prohibits retaliation against employees who:

• File complaints about labor law violations

• Participate in investigations or proceedings

• Exercise rights under labor laws

• Disclose wage information

• Request or use leave under law

• Report improper governmental activities (whistleblowing)

• Report patient safety concerns (healthcare workers)

12. WAGE DISCUSSION RIGHTS

You have the right to discuss your wages, hours, and working conditions with coworkers. The Company will not discharge or discriminate against you for these discussions.

13. REFERENCES & BLACKLISTING

The Company will not attempt to prevent former employees from obtaining employment elsewhere. Reference information is provided only through HR.

14. EXPENSE REIMBURSEMENT

The Company will reimburse all necessary business expenses incurred in performing your job duties. Submit expense reports with receipts within 30 days of expenditure. 

Business Use of Personal Vehicle

If required to use your personal vehicle for business, you will be reimbursed at the then-current IRS mileage rate.

15. PERFORMANCE & DISCIPLINE

Performance expectations will be communicated by your supervisor. The Company may use progressive discipline (verbal warning, written warning, suspension, termination) but reserves the right to discipline up to immediate termination depending on circumstances.

16. STANDARDS OF CONDUCT

The following are examples of conduct that may result in discipline up to termination:

• Violation of Company policies

• Insubordination

• Theft or dishonesty

• Falsification of records

• Harassment or discrimination

• Workplace violence

• Unauthorized use of Company property

• Poor performance or attendance

• Violation of safety rules

This is not exhaustive.

17. ATTENDANCE & PUNCTUALITY

Regular attendance and punctuality are expected. Excessive absenteeism or tardiness may result in discipline. Notify your supervisor as soon as possible if you will be late or absent.

18. DRESS CODE & APPEARANCE

Good judgement and appropriate dress are expected from all employees. Attire must be appropriate for the workplace and conservative appearance. 

Reasonable religious accommodation and disability accommodation will be provided.

19. TECHNOLOGY & COMMUNICATIONS

Electronic Communications

Email and internet access are for business purposes. Personal use should be minimal. The Company monitors electronic communications and internet usage. All employees are expected to check their emails for communications from the Company regularly. 

Social Media

Do not post confidential Company information. You may discuss wages and working conditions. Do not post discriminatory, harassing, or threatening content.

Company Property

All Company property, including computers, phones, and equipment, must be returned upon termination.

20. CONFIDENTIALITY

You may have access to confidential information. Do not disclose confidential information to unauthorized persons during or after employment. This does not prohibit discussing wages, hours, or working conditions.

21. WORKPLACE INSPECTIONS

The Division of Labor Standards Enforcement (DLSE) or Cal/OSHA may inspect the workplace. You have the right to speak with inspectors and file confidential complaints.

22. PAYDAY NOTICE

Regular Paydays: Biweekly on Friday

Wages Include: Salary/hourly wages, overtime, commissions, bonuses, and paid time off

Timesheets Due: Every Tuesday before payday

23. COBRA CONTINUATION COVERAGE

If you lose group health coverage due to termination or reduced hours, you may be eligible to continue coverage under COBRA or Cal-COBRA. Information will be provided upon qualifying event.

24. MANDATED REPORTER OBLIGATIONS

Adaley, Inc. employees who provide services to clients of the Regional Center are mandated reporters under California law, including the Welfare and Institutions Code Section 15630 (Dependent Adult and Elder Abuse Reporting Act) and Section 11164 (Child Abuse and Neglect Reporting Act, or CANRA).

As a mandated reporter, you are legally required to report immediately — not just when you suspect or believe — any known or reasonably suspected abuse, neglect, abandonment, isolation, financial abuse, or exploitation of:

• Any child (person under 18 years of age)

• Any dependent adult or elder (person 18 or older who has a physical or mental limitation that restricts their ability to carry out normal activities or protect their rights)

Reporting Procedure

If you know or reasonably suspect abuse, neglect, or exploitation of a client:

• Make an immediate telephone report to the appropriate agency (Adult Protective Services, Child Protective Services, or law enforcement). Do not wait to consult with your supervisor before calling.

• Notify your supervisor or Program Director immediately after making or attempting to make the report.

• Complete a written report (form SOC 341 for dependent adult/elder abuse or BCIA 8583 for child abuse) and submit it to the appropriate agency within 36 hours of learning of the incident.

• Document the incident and your report in the client’s service record per the Incident Reporting policy (see Section 26).

Penalties for Failure to Report

Failure to report known or reasonably suspected abuse or neglect is a criminal misdemeanor under California law and may result in fines up to $1,000, imprisonment up to six months, or both. It is also grounds for termination of employment.

Good Faith Protection

Any report made in good faith is immune from civil or criminal liability, even if the report is later determined to be unfounded. The Company will not retaliate against any employee for making a good-faith mandated report.

25. BACKGROUND CHECK & DOJ/FBI CLEARANCE

As a condition of employment and continued employment with Adaley Inc., all employees who provide direct services to Regional Center clients must obtain and maintain a criminal background clearance through the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI) pursuant to Health and Safety Code Section 1522 and related statutes.

Pre-Employment Clearance

No employee may provide unsupervised direct care services to a Regional Center client until DOJ/FBI clearance has been obtained. Employees awaiting clearance may work only under direct supervision as authorized by management.

Disqualifying Convictions

Certain criminal convictions are automatically disqualifying under California law. If an employee receives a disqualifying conviction at any time during employment, they must notify the Company immediately. Continued employment in a direct care capacity with a disqualifying conviction is not permitted.

Exemptions

Employees with a non-disqualifying criminal history may be eligible for a criminal record exemption through the Community Care Licensing Division. The Company may assist employees in applying for an exemption at its discretion. Exemption approval is not guaranteed.

26. INCIDENT REPORTING

Adaley Inc. is required by its vendor agreement with the Regional Center and by Title 17 of the California Code of Regulations to report unusual incidents involving clients. Employees play the most critical role in the incident reporting process and must comply with the procedures below.

What Must Be Reported

The following are examples of reportable incidents. This list is not exhaustive:

• Any injury to a client requiring medical treatment beyond first aid

• Suspected or alleged abuse, neglect, or exploitation (also triggers mandated reporting — see Section 24)

• Elopement or unexplained absence of a client

• Medication error or adverse medication reaction

• Behavioral incident involving physical intervention or resulting in injury

• Hospitalization or emergency room visit

• Death of a client

• Any situation placing a client at serious risk of harm

• Allegation of employee misconduct involving a client

Reporting Timeline

Upon becoming aware of a reportable incident, employees must:

• Ensure client safety and call 911 if there is immediate danger or need for emergency medical care.

• Notify your supervisor by phone immediately — within the same shift and no later than two (2) hours after the incident.

• Complete a written Incident Report form and submit it to your supervisor within 24 hours of the incident.

The Program Director is responsible for reporting to the Regional Center within 24 hours of the incident (or the next business day for non-urgent incidents) per the vendor agreement.

No Retaliation

Employees who report incidents in good faith will not be subject to retaliation. Failure to report a known incident is grounds for discipline up to and including termination.

27. CLIENT RIGHTS & DIGNITY OF RISK

Adaley Inc. serves clients who are consumers of the Regional Center system. All clients retain the full spectrum of rights guaranteed under the California Lanterman Developmental Disabilities Services Act (Lanterman Act), Title 17 of the California Code of Regulations, and the Welfare and Institutions Code.

Core Rights Employees Must Uphold

• The right to dignity, respect, and to be treated as an adult regardless of age or disability.

• The right to privacy, including privacy of personal space, belongings, communications, and health information.

• The right to make decisions about their own lives, including decisions that involve risk (“dignity of risk”). Employees do not have the authority to override a client’s choices simply because the employee disagrees.

• The right to be free from abuse, neglect, exploitation, and unauthorized restraint.

• The right to file a complaint without retaliation.

• The right to services in the least restrictive environment.

Client Confidentiality

Client information — including name, diagnosis, address, service history, and any information obtained during the provision of services — is protected under HIPAA, the California Confidentiality of Medical Information Act (CMIA), and Welfare and Institutions Code Section 4514. Employees are strictly prohibited from:

• Discussing client information with anyone not directly involved in providing authorized services to that client.

• Posting any information about clients, including photographs, on social media or any public platform — even without using the client’s name.

• Removing client records or documents from authorized locations.

Unauthorized disclosure of client information is grounds for immediate termination and may result in civil and criminal penalties.

Training Requirement

All employees must complete training on client rights before providing services independently. Training records will be maintained in your personnel file.

28. SERVICE DOCUMENTATION & ELECTRONIC VISIT VERIFICATION

Accurate and complete service documentation is required for Regional Center billing and compliance with DDS vendor requirements. Falsification of service records is treated as fraud and is grounds for immediate termination and potential referral for criminal prosecution.

Documentation Standards

• All services must be documented on the same day they are provided. Retroactive documentation must be authorized by a supervisor and clearly dated.

• Service notes must accurately reflect the actual services provided, the duration, the setting, and any significant observations regarding the client.

• Employees may not document services they did not personally provide.

• Employees may not document time as worked if they were not physically present with the client for that time.

Electronic Visit Verification (EVV)

In accordance with California’s EVV requirements under the 21st Century CURES Act, employees providing respite services must use the Company’s designated EVV system to electronically record the start and end time of each service visit. Instructions for the EVV system will be provided during onboarding.

Failure to use the EVV system as required may result in non-payment of services and is subject to discipline.

29. TRAINING REQUIREMENTS & CERTIFICATIONS

Employees must complete all required training before providing unsupervised services and must maintain required certifications throughout their employment. Training time is compensated work time.

Required Before Independent Service Delivery

• New employee orientation (company policies, client rights, emergency procedures)

• Mandated reporter training (California online course or equivalent)

• Abuse and neglect recognition and prevention

• CPR and First Aid certification (must be maintained and renewed before expiration)

• HIPAA and client confidentiality

• Electronic Visit Verification (EVV) system training

Ongoing Training

The Company may require additional training based on client-specific needs, regulatory changes, or performance concerns. Employees will be given reasonable notice and compensated for required training time.

Certification Maintenance

Employees are responsible for tracking the expiration dates of their required certifications (such as CPR/First Aid) and notifying their supervisor at least 30 days before expiration. Failure to maintain current certifications may result in suspension from client-facing duties until the certification is renewed.

30. CLIENT TRANSPORTATION POLICY

Employees are prohibited from transporting clients in any vehicle — personal or otherwise — unless transportation is explicitly authorized in the client’s Individual Program Plan (IPP) and the employee has received prior written authorization from the Program Director.

Requirements for Authorized Transportation

• A valid California driver’s license in good standing

• Proof of current personal automobile insurance at or above the minimum limits required by the Company (provided to HR annually and upon renewal)

• A vehicle in safe, operable condition

• Appropriate child safety seats or adaptive equipment as required for the client

• Completion of any Company-required driver safety training

Employees must report any change in their driving record (including license suspension or DUI charge) to their supervisor immediately. Use of a personal vehicle for client transportation that is not authorized in writing is grounds for discipline up to termination.

31. EMERGENCY & AFTER-HOURS PROCEDURES

Employees must know how to respond to emergencies while providing services to clients and how to reach the Company outside of regular business hours.

Emergency Response

• If a client or any person is in immediate danger, call 911 first.

• Remain with the client until emergency services arrive or another responsible adult takes over, unless doing so places you in danger.

• Notify your supervisor immediately after emergency services are contacted.

• Complete an Incident Report within 24 hours (see Section 26).

After-Hours Contact

For urgent situations outside regular business hours, contact the on-call supervisor at: 510-456-6696

Examples of situations requiring after-hours contact include: a client injury, a client in behavioral crisis, a client whose family cannot be reached, a report of abuse or neglect, or any situation that cannot safely wait until the next business day.

32. CONFLICTS OF INTEREST & PRIVATE PAY PROHIBITION

Employees must avoid conflicts of interest that compromise their professional obligations to clients or to Adaley Inc. A conflict of interest arises when an employee’s personal interests interfere — or could reasonably appear to interfere — with the interests of the Company or the clients we serve.

Private Pay Arrangements Prohibited

Employees are strictly prohibited from entering into private pay or informal service arrangements with Regional Center clients or their families — including accepting payment, gifts of significant value, or bartered services — outside of services authorized and billed through Adaley Inc. 

Outside Employment

If you are employed by or provide services to another agency or individual serving the same client population, you must disclose this to your supervisor. The Company reserves the right to address outside employment that creates a conflict of interest or that impairs your job performance.

Violations of this policy are grounds for immediate termination and may be reported to the Regional Center.

33. RESIGNATION & JOB ABANDONMENT

While employment at Adaley Inc. is at-will and no advance notice of resignation is required, we ask that employees provide at least two (2) weeks’ written notice when possible. 

Job Abandonment

An employee who fails to report to work for three (3) or more consecutive scheduled shifts without notifying their supervisor will be considered to have voluntarily resigned through job abandonment, effective as of the last day worked. The Company will make reasonable attempts to contact the employee before treating the absence as abandonment.

Off-boarding

Upon separation — whether voluntary or involuntary — employees must return all Company property, including keys, access badges, electronic devices, and any client records or documents. Failure to return Company property may result in legal action.

REQUIRED POSTINGS & ADDITIONAL INFORMATION

The following notices are posted in the workplace and available from HR:

• Wage Theft Prevention Notice

• Paid Sick Leave Notice

• Safety and Health Protection on the Job (Cal/OSHA)

• Payday Notice

• Minimum Wage Order

• Notice to Employees - UI, SDI, PFL

• Workers' Compensation Rights

• Emergency Phone Numbers

• Discrimination and Harassment Prohibited

• California Family Rights Act

• Pregnancy Disability Leave

• Whistleblower Protections

• Human Trafficking Notice (if applicable)

• Access to Medical and Exposure Records

• Federal and State Minimum Wage

For Questions or Concerns:

Sally Ley

sally@adaleyinc.com

510-456-6696

IMPORTANT DISCLAIMERS:

This handbook is a summary of policies and does not include every detail. Policies may be supplemented by additional written policies. California labor laws change frequently. This handbook is effective as of February 24, 2026 and will be updated as needed.

For complete information on your rights, consult the California Labor Code, California Code of Regulations, or contact:

Department of Industrial Relations:
www.dir.ca.gov
1-844-LABOR-DIR

Division of Labor Standards Enforcement:
www.dir.ca.gov/dlse

Equal Employment Opportunity Commission:
www.eeoc.gov
1-800-669-4000

Civil Rights Department (CRD):
www.calcivilrights.ca.gov
1-800-884-1684