Personnel Policies

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ASN Employee Handbook

Below you will find the complete Arkansas Support Network Employee Handbook with current Personnel Policies. Use the arrow at the top right to view the document in a separate window or download it. Each policy has its own article in the Employee Portal, which you can search using the search box for this site.

1.1 A Welcome Policy

Welcome! You have just joined a dedicated organization. We hope that your employment with Arkansas Support Network will be rewarding and impactful. We take pride in our employees as well as in the services we provide. The Company complies with all federal, state and local employment laws, and this handbook generally reflects those laws. The employment policies and/or benefits summaries in this handbook are written for all employees. Please take the time now to read this handbook carefully. An...

1.2 At-Will Employment

Your employment with Arkansas Support Network is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the Company at any time, with or without notice and with or without cause. Nothing in this handbook or any other Company document should be understood as creating a contract, guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of ...

2.1 About the Company

Arkansas Support Network, Inc., supports the presence and participation of people with disabilities in their homes and communities. The services we provide are designed to empower individuals with disabilities to live the lives they desire in the homes and communities of their choice and to support the full participation of individuals with disabilities in all aspects of community life. Arkansas Support Network, provides, promotes and advocates for person-centered, home and community-based serv...

2.2 Mission Statement

We recognize and support every person's right to be included in the life of the community. Arkansas Support Network delivers quality services to individuals who have disabilities and their families in Arkansas, and through the delivery of these services provides tangible benefits to the community at large. We accomplish this by: - Advocating for the rights of individuals who have disabilities and their families. - Providing training and education to staff, service providers, individuals with d...

2.3 Our Organization

Our team embodies the spirit of our organization’s values and beliefs in providing high-quality resources and supports to individuals with disabilities and their families. ASN's Chief Officers Syard Evans, Ph.D. Chief Executive Officer Ginnie Trammell Chief Revenue Officer Harold Watts Chief Business Officer Tenille Hunter Chief People Officer Lindsey Parker Chief Wellness Officer James Wilks Chief Supports Officer

2.4 Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment, including Arkansas Support Network policies and procedures. The handbook is not a contract. The Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in...

3.1 Employment Authorization Verification

New hires will be required to complete Section 1 of federal Form I-9 on or prior to the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with Arkansas Support Network. If you are currently employed and have not complied with this requirement or if your status has changed, inform Human Resources at asnhrd...

3.2 Accommodations for Pregnancy, Childbirth, and Related Medical Conditions

Arkansas Support Network recognizes the importance of supporting employees experiencing limitations related to pregnancy, childbirth, or related medical conditions by providing reasonable accommodations. We are committed to complying with the federal Pregnant Workers Fairness Act (PWFA) and any applicable state or local laws offering additional protections. Examples of reasonable accommodations include: - Additional break time for restroom use, meals, hydration, and rest. - Seating options all...

3.3 Religious Accommodation

Arkansas Support Network recognizes the diversity of religious beliefs and is committed to providing equal employment opportunities to all employees, regardless of their religious beliefs and practices or lack thereof. Consistent with this commitment, the Company complies with Title VII of the Civil Rights Act of 1964 and all applicable state and local laws that prohibit employment discrimination on the basis of religion. The Company will reasonably accommodate the sincerely held religious belie...

3.4 Disability Accommodation

Arkansas Support Network complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will provide reasonable accommodation to otherwise qualified individuals where appropr...

3.5 Conflicts of Interest

Arkansas Support Network seeks to negate actual or potential conflicts that could compromise supervision, safety, confidentiality, security, and morale at Arkansas Support Network. It is your obligation to inform the Company of any potential conflicts of interest so the Company can determine how best to respond to the particular situation. Some of the following may be considered conflicts of interest: - A second job or separate business that materially detracts from or interfere with your work ...

3.6 Job Descriptions

Arkansas Support Network attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from Human Resources at asnhrdepartment@supports.org. Job descriptions prepared by the Company serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the Company may have to revise, add to, or delete from your job duties per business n...

4.1 Introduction to Wage and Hour Policies

At Arkansas Support Network, pay depends on a wide range of factors, with the most significant influence being service reimbursement rates. If you have any questions about your compensation, including matters such as paid time off, commissions, overtime, benefits, or paycheck deductions, reach out to Human Resources at asnhrdepartment@supports.org.

4.2 Employment Classifications

The Company designates all employees as either exempt or nonexempt in compliance with applicable federal, state, and local law: - Exempt Employees. Exempt employees are generally paid a fixed salary and are not entitled to overtime pay. - Nonexempt Employees. Nonexempt employees are entitled to minimum wage and overtime pay. The Company also assigns each employee to one of the following categories: - Regular Full-Time Employees. Regular full-time employees are normally scheduled to work at le...

4.3 Attendance

Arkansas Support Network requires regular and punctual attendance by employees. You are expected to arrive at your assigned workplace on time and ready to perform your job. Failure to comply with this policy may result in disciplinary action, up to and including termination. If you are not going to arrive at work or return from a break on time, you must notify your Supervisor as soon as possible but at least 3 hours before your scheduled start time. If your Supervisor is not available, contact ...

4.4 Recording Time

Arkansas Support Network is required by applicable federal, state, and local laws to keep accurate records of hours worked by certain employees. To ensure that the Company has complete and accurate time records and that employees are paid for all hours worked, nonexempt employees are required to record all working time using Company [SETworks](https://app.set-works.com/SW/Login/SWLoginNew.aspx). Employees will receive individualized SETWorks training with specific instructions on time entry. Yo...

4.5 Paycheck Deductions

Arkansas Support Network is required by law to make certain deductions from your pay each pay period, including deductions for federal income tax, Social Security and Medicare (FICA) taxes, state income taxes, and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the information you list on your federal Form W-4 and applicable state withholding form. Permissible deductions for exempt employees may a...

4.6 Direct Deposit

Arkansas Support Network encourages all employees to enroll in direct deposit. If you would like to take advantage of direct deposit, ask Human Resources at asnhrdepartment@supports.org for instructions on how to enroll through the HRIS System, [DATIS](https://ess.datis.com/e3/Home/LoginPage.aspx). If you have selected the direct deposit payroll service, a written explanation of your deductions will be provided to you on paydays in lieu of a check.

4.7 Posting of Work Schedules

Arkansas Support Network's administrative staff are expected to maintain a typical workday/workweek schedule. Direct Service Professionals' schedules will be posted within SETworks. Arkansas Support Network's pay periods are Friday-Thursday, with a 2-week processing period.

5.1 Federal Jury Duty Leave

Arkansas Support Network encourages employees to fulfill their civic duties related to federal jury duty service. If you are summoned for federal jury duty, notify your Supervisor as soon as possible to make scheduling arrangements. Time spent for federal jury duty service is unpaid; however, if you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to jury duty. If you are eligible for PTO, You may opt to use PTO in place of unpaid leave.

5.2 Health Insurance

Arkansas Support Network offers group health insurance benefits to all regular full-time employees and their eligible dependents after the plan's defined waiting period. Health insurance benefits are described in detail in the Summary Plan Description (SPD), which may be obtained from Human Resources at asnhrdepartment@supports.org. Other Company Insurance that all regular full-time employees and their eligible dependents may be eligible for include: - Company Vision Insurance - Company Dental...

5.3 COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible Arkansas Support Network employees and their beneficiaries to continue health insurance coverage under the Company health plan when a "qualifying event" could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child ...

5.4 Bereavement Leave

Arkansas Support Network recognizes the importance of taking leave when there is a death in the family. Where bereavement leave is not required by law, the Company will provide bereavement leave as follows: All employees are eligible for 3 days of paid bereavement leave for the death of an immediate family member. You may use accrued but unused paid time off if additional time is needed. Additional unpaid time off may be granted at the discretion of the Company on a case-by-case basis. For pu...

5.5 Holidays

Arkansas Support Network offers the following paid holidays each year: - New Year's Day - Martin Luther King Jr. Day - Memorial Day - Juneteenth - Independence Day - Labor Day - Thanksgiving - Friday after Thanksgiving - Christmas Eve - Christmas Day The office is closed on holidays and Direct Support Professionals are paid a holiday rate of time and a half. When a holiday falls on a Saturday, it will be observed the preceding Friday. Holidays falling on a Sunday will be observed the followin...

5.6 Paid Time Off (PTO)

Arkansas Support Network provides employees with paid time off (PTO). PTO may be used for vacation, sick time, or other personal matters. Eligibility All full-time regular employees are eligible to receive PTO. PTO will accrue from the date of employment, but will not be available for use until the employee has completed 90 days of employment. No vacation may be taken before it is earned. Employees who feel that there is a discrepancy in the calculation of their vacation pay or eligibility fo...

5.7 Family and Medical Leave (FMLA)

In accordance with the Family and Medical Leave Act of 1993 (FMLA), Arkansas Support Network provides up to 12 or 26 weeks of unpaid, job-protected leave in a 12-month period to covered employees in certain circumstances. Eligibility To qualify for FMLA leave, you must: - Have worked for the Company for at least 12 months, although that time need not be consecutive; - Have worked at least 1,250 hours in the last 12 months; and - Be employed at a worksite that has 50 or more employees within 7...

5.8 Military Leave (USERRA)

Arkansas Support Network complies with applicable federal and state law regarding military leave and re-employment rights. A military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA, with amendments) and all applicable state law. You must notify the Company through Human Resources at asnhrdepartment@supports.org, if you receive notice that you will require a military leave of ab...

6.1 Standards of Conduct

Arkansas Support Network wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all our employees, individuals served, and other stakeholders. We all share in the responsibility of improving the quality of our work environment. By deciding to work here, you agree to follow our rules. While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common- sense infrac...

6.2 Conflict Resolution Process

Arkansas Support Network strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the workplace to the attention of your Supervisor and, if necessary, to Human Resources or upper level management. To help manage conflict resolution we have instituted the following problem solving procedure: GRIEVANCE PROCEDURE Arkansas Support Network recognizes that there are times when the need ar...

6.3 Criminal Activity / Arrests

Arkansas Support Network will report all criminal activity in accordance with applicable law. Involvement in criminal activity while employed by the Company, whether on or off Company property, may result in disciplinary action including suspension or termination of employment. You are expected to be on the job, ready to work, when scheduled. Inability to report to work as scheduled may lead to disciplinary action, up to and including termination of employment, for violation of an attendance po...

6.4 Disciplinary Process

Violation of Arkansas Support Network's policies or procedures may result in disciplinary action, including demotion, transfer, leave without pay, or termination of employment. The Company encourages a system of progressive discipline depending on the type of prohibited conduct. However, the Company is not required to engage in progressive discipline and may discipline or terminate employees who violate the rules of conduct, or where the quality or value of their work fails to meet expectations ...

6.5 Performance Reviews

Arkansas Support Network will make efforts to periodically review your work performance. The performance review is a tool used to evaluate employee performance over the review period by assessing: - Your performance of assigned job duties and responsibilities. - Your achievement or lack of achievement of specific targets and goals. - Your completion of mandatory training. - Other aspects of your performance (e.g., communication skills, professionalism, ability to collaborate, reliability, willi...

6.6 Training Program

In most cases, and for most departments, training employees is done on an individual basis by the department manager. Even if you have had previous experience in the specified functions of your job duties, it is necessary for you to learn our specific procedures, as well as the responsibilities of the specific position. The following training sessions are required: - All employees will receive a minimum of 12 hours of staff development training each year. - All employees are required to complet...

6.7 Promotions

To match you with the job for which you are best suited and to meet the business needs of Arkansas Support Network, you may be transferred from your current job. It is our policy to promote from within only when the most qualified candidate is available. Promotions are made on an equal opportunity basis according to employees possessing the needed skills, education, experience, and other qualifications that are required for the job.

6.8 Transfers

Arkansas Support Network may transfer your employment from one position to another with or without notice, as required by business needs, or upon request by you and with management approval. Transfers in excess of 90 days may be considered final and your paycheck may be increased or decreased consistent with the pay scale for your new position.

6.9 Workforce Reductions (Layoffs)

If necessary based upon business needs, Arkansas Support Network management may decide to implement a reduction in force (RIF). We acknowledge that RIFs can be a trying experience for all involved, and the Company will make its best effort to make sound business decisions while acknowledging the needs of its workforce.

6.10 Exit Interview

You may be asked to participate in an exit interview when you leave Arkansas Support Network. The purpose of the exit interview is to provide management with greater insight into your decision to leave employment; identify any trends requiring attention or opportunities for improvement; and to assist the Company in developing effective recruitment and retention strategies. Your cooperation in the exit interview process is appreciated.

6.11 Post-Employment References

Arkansas Support Network policy is to confirm dates of employment and job title only. Forward any requests for employment verification to Human Resources at asnhrdepartment@supports.org.

7.1 Employer-Sponsored Social Events

Arkansas Support Network holds periodic social events for employees. Be advised that your attendance at these events is voluntary and does not constitute part of your work-related duties. Any exceptions to this policy must be in writing and signed by a Supervisor prior to the event. Alcoholic beverages may be available at these events. If you choose to drink alcoholic beverages, you must do so in a responsible manner and you assume all risks. Do not drink and drive. Instead, please arrange a rid...

7.2 Personal Appearance

All employees of Arkansas Support Network are required to report to work in functional attire that is appropriate for your job responsibilities according to the plan of care for the people served. If you are unsure of what attire is appropriate for your position, please reach out to Human Resources at asnhrdepartment@supports.org.

7.3 Personal Data Changes

It is your obligation to provide Arkansas Support Network with your current contact information, including current mailing address, telephone number, email address and emergency contact information. You should also inform the Company of any changes to your tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings. To make changes to this information, employees must enter the changes in Datis.

7.4 Use of Company Technology

This policy is intended to provide Arkansas Support Network employees with the guidelines associated with the use of the Company information technology (IT) resources and communications systems. This policy governs the use of all IT resources and communications systems owned by or available at the Company, and all use of such resources and systems when accessed using your own devices, including but not limited to: - Email systems and accounts. - Internet and intranet access. - Telephones and v...

7.5 Computer Security and Copying of Software

Software programs purchased and provided by Arkansas Support Network are to be used only for creating, researching, and processing materials for Company use. By using Company hardware, software, and networking systems you assume personal responsibility for their use and agree to comply with this policy and other applicable Company policies, as well as city, state, and federal laws and regulations. All software acquired for or on behalf of the Companies and will be deemed Company property. It is...

7.6 Employer-Provided Cell Phones / Mobile Devices

Arkansas Support Network may issue certain employees a Company cell phone / mobile device for work-related communications and/or operations. If you drive a vehicle during your employment, you may not use any cell phone / mobile device or other communication device while driving unless the device is equipped or configured with a "hands-free" listening/speaking option, and you in fact utilize the hands- free device. We understand that you may use the cell phone/mobile device for personal use; how...

7.7 Personal Cell Phone / Mobile Device Use

While Arkansas Support Network permits employees to bring personal cell phones and other mobile devices (i.e. smart phones, tablets, laptops) into the workplace, you must not allow the use of such devices to interfere with your job duties or impact workplace safety and health. Use of personal cell phones and mobile devices at work can be distracting and disruptive and cause a loss of productivity. Thus, you should primarily use such personal devices during nonworking time, such as breaks and me...

7.8 Telephone Use

Arkansas Support Network phones are principally for work-related communications. Unless there is an emergency, limit long-distance telephone calls to business purposes only. Limit personal use of Company telephones to brief communications during rest periods where possible. Casual conversation with friends and relatives during working hours is strongly discouraged. Telephone use is subject to the Use of Company Technology Policy.

7.9 Security

All employees are responsible for helping to make Arkansas Support Network a secure work environment. Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or similar devices to your Supervisor immediately. Refrain from discussing specifics regarding Company security systems, alarms, passwords, etc. with those outside of the Company. Immediately advise your Supervisor of any known or potentia...

7.10 Social Media

Arkansas Support Network recognizes that many of its employees use social media such as Facebook, Twitter, LinkedIn, YouTube and Instagram, to name a few. However, employees' use of social media could become a problem if it: - Interferes with the employee's work - Is used to harass or discriminate against co-workers or the individuals and families we support - Creates a hostile work environment as defined in the Handbook - Divulges confidential information about our agency or the people we supp...

7.11 Authorization for Use of Personal Vehicle

All employees required to operate a motor vehicle as part of their employment duties must maintain a valid driver's license, acceptable driving record, and appropriate insurance coverage. Arkansas Support Network may run a motor vehicle department check to determine your driving record. It is your responsibility to provide a copy of your current driver's license and insurance coverage for your personnel file. Any changes in your driving record, including, but not limited to, driving infractions ...

7.12 Driving Record

All employees required to operate a motor vehicle as part of their employment duties at Arkansas Support Network must maintain a valid driver's license and acceptable driving record. The Company may run a motor vehicle department check to determine your driving record. It is your responsibility to provide a copy of your current driver's license for your personnel file. Any changes in your driving record, including but not limited to driving infractions, must be reported to the Company. State la...

7.13 Third Party Disclosures

From time to time, Arkansas Support Network may become involved in news stories or potential or actual legal proceedings of various kinds. When that happens, lawyers, former employees, newspapers, law enforcement agencies, and other outside persons may contact our employees to obtain information about the incident or the actual or potential lawsuit. If you receive such a contact, seeking nonpublic confidential or proprietary information about ASN or the individuals that it serves or legally- pr...

7.14 Non-solicitation / Non-distribution Policy

Arkansas Support Network prioritizes a harmonious work environment that minimizes disruption to business operations and respects the focus of employees, visitors, and others. Our nonsolicitation/non-distribution policy aims to ensure a balanced approach to interactions within the workplace. Solicitation For the purposes of this policy, solicitation includes various activities such as selling items or services, seeking contributions, or seeking support for an organization. Solicitation, whether...

7.15 Workplace Privacy and Right to Inspect

Any Arkansas Support Network workplace area is subject to inspection at any time, without notice to any employees, and without their presence. You should have no expectation of privacy in any workplace areas. We assume no responsibility for the loss of, or damage to, your property maintained in Company workplace areas.

8.1 General Safety

It is the responsibility of all Arkansas Support Network employees to maintain a healthy and safe work environment, report any health or safety hazards, and follow the Company health and safety rules. Failure to do so may result in disciplinary action, up to and including termination of employment. The Company also requires that all occupational illnesses or injuries be reported to your Supervisor and the Company Nurse Line at 1-844-989-2166 as soon as reasonably possible and that an occupationa...

8.2 Drug and Alcohol Policy

Arkansas Support Network is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, it is the intent of the Company to maintain a drug and alcohol-free workplace. Being under the influence of alcohol, illegal drugs (as classified under federal, state, or local laws), or other impairing substances while on the job may pose a serious health and safety risk to others, and will not be tolerated. Prohibited Conduct The Company expressly prohibits em...

8.3 Workplace Tobacco Usage

Arkansas Support Network is concerned about the detrimental effects of smoking and secondhand smoke inhalation. Smoking (including the use of electronic vaping products such as e-cigarettes) is prohibited in the following: - Company offices, outside of designated areas. - Company vehicles. - In the homes of the individuals ASN supports. - While in a vehicle with an individual ASN supports. Ultimately, Arkansas Support Network supports the right of individuals receiving services to regulate the...

8.4 Workplace Violence

As the safety and security of our employees, and the general public is in the best interests of Arkansas Support Network, we are committed to working with our employees to provide a work environment free from violence, intimidation, and other disruptive behavior. Zero Tolerance Policy The Company has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occ...

8.5 Airborne Illness Protection

Arkansas Support Network (ASN) is committed to the health and safety of the people served and employed by the organization. Reducing the transmission of airborne illnesses is essential to maintaining a safe and healthy living and work environment. To ensure that all individuals remain as safe as possible while engaging with ASN, the organization will adhere to the guidelines listed in this policy regarding safety precautions to protect against the transmission of airborne illnesses. - This pol...

8.6 Workers' Compensation Insurance

Workers' compensation is a no-fault system designed to provide benefits to all employees for work-related injuries. Workers' compensation insurance coverage is paid for by employers and governed by state law. The workers' compensation system provides for coverage of medical treatment and expenses, occupational disability leave, and rehabilitation services, as well as payment for lost wages due to work-related injuries. If you are injured on the job while working at Arkansas Support Network, no m...

AR 1.1 EEO Statement and Non-harassment Policy

Equal Opportunity Statement Arkansas Support Network is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation on the basis of the following protected classes: age (40 and older); race; color; national origin; ancestry; religion; sex; sexu...

AR 2.1 Accommodations for Nursing Mothers

Arkansas Support Network will provide nursing mothers reasonable break time to express milk for their infant child. If you are nursing, the Company will provide you a private, secure, and sanitary room or other location in close proximity to the work area, other than a restroom, to express milk. The room or location will be shielded from view and free from intrusion from coworkers and the public. Expressed milk can be stored in company refrigerators. Sufficiently mark or label your milk to avoi...

AR 2.2 Overtime

If you are non-exempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your Supervisor. At certain times Arkansas Support Network may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge. Unless otherwise required or exempted b...

AR 2.3 Pay Period

At Arkansas Support Network, the standard pay period is weekly for all employees. Pay day is Friday, with a 2-week processing period. Special provisions may be required from time to time if holidays fall on pay dates. Check with your Supervisor if this type of date arises. Review your paycheck for accuracy. If you find an issue, report it to your Supervisor or Human Resources at asnhrdepartment@supports.org immediately.

AR 2.4 Travel Time Pay

It is Arkansas Support Network's policy to reimburse out-of-pocket travel expenses incurred by employees and board members in the line of duty in accordance with the guidelines established below. Travel reimbursement within the program area: if in the course of duty, an employee must use his or her vehicle for business-related travel, this expense will be reimbursed at a rate not to exceed the IRS allowable reimbursement. This rate will be reviewed annually by the CEO and will be approved by t...

AR 3.1 Access to Personnel and Medical Records Files

Arkansas Support Network maintains separate medical records files and personnel files for all employees. Files containing medical records are stored separate and apart from any business-related records in a safe, locked, inaccessible location. The medical file is the repository for sensitive and confidential information related to an individual's health, health benefits, health-related leave and/or accommodations, and benefits selections and coverage. Medical records are kept confidential in com...

AR 4.1 Bone Marrow and Organ Donation Leave

Arkansas Support Network will provide eligible employees with up to 90 days of unpaid leave to serve as a bone marrow or organ donor. All employees in Arkansas are eligible for bone marrow or organ donation leave; however, if you are eligible for leave under the federal Family and Medical Leave Act, you may not take leave under this policy. To request leave under the policy, provide reasonable written notice of the need for leave to your Supervisor. The Company will not retaliate against employ...

AR 4.2 Crime Victim Leave

Arkansas Support Network will provide employees who are the victim, or the representative of a victim, of a violent crime or sex offense with time off to: - Participate, at the prosecuting attorney's request, in the preparation of a criminal justice proceeding relating to the crime; or - Attend a criminal justice proceeding if attendance is reasonably necessary to protect the interests of the victim. You will be eligible for time off if you are: - The victim of the violent crime (felony resul...

AR 4.3 Jury Duty Leave

Arkansas Support Network encourages employees to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your Supervisor as soon as possible to make scheduling arrangements. If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty. You may opt to use PTO in place of unpaid leave if it is available to you. T...

AR 4.4 Voting Leave

If your work schedule prevents you from voting on Election Day, Arkansas Support Network will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Supervisor, consistent with applicable legal requirements.

APPENDIX: Your Employee Rights Under the Family and Medical Leave Act

This document was downloaded from the [Department of Labor website](https://www.dol.gov/agencies/whd/posters/fmla) on Feb 7, 2025. You can use the arrow in the upper right corner to open it in a new window or download it. The QR code provides a link to [How to File a Complaint](https://www.dol.gov/agencies/whd/contact/complaints).