Work Hours and Scheduling

1. Regular Workdays: The standard work week for full-time employees is Monday through Friday, 9-hour work days with a one-hour break for lunch,  40 hours. Some full-time and Part-time employees may have a different schedule as agreed upon at the time of employment.

2. Work Hours: Each employee has an individualized work shift which is considered their regular workday. Employees are expected to arrive at work promptly and be ready to start their shifts at the designated time.

3. Lunch and Breaks: Following Minnesota labor laws, employees are entitled to rest breaks and meal periods during their shifts. The typical shift requirement is a one-hour unpaid lunch break and two fifteen-minute paid breaks. The specific timing and duration of breaks will be communicated to you by your supervisor or manager. Meal time applies to employees who work eight or more consecutive hours. Breaks are a privilege and are not guaranteed. A missed break may not be added to the employee’s lunch period and may not be used to leave work early. Excessive breaks throughout the day that keep you away from your desk for more than 5-10 minutes will be addressed and may result in disciplinary action.

4. Overtime: In compliance with Minnesota law, non-exempt employees who work more than 48 hours in a workweek are eligible for overtime pay at a rate of 1.5 times their regular hourly rate. Overtime hours are generally worked with prior authorization from a supervisor.

Attendance and Punctuality

1. Attendance Expectations: You are expected to be present during your scheduled working hours. Except as provided in other policies, an employee who is absent from work for three consecutive days without notification to their direct supervisor will be considered to have voluntarily terminated their employment. The employee’s final paycheck will be mailed to the last mailing address on file. Attendance is considered a form of “performance”, excessive absences, tardiness or leaving early will be considered lack of job performance and will be liable grounds for discipline up to and including termination.

2. Call-In Procedures: In case of illness or other unexpected circumstances you need to. email transportation+tell@cstmn.org with your reason for being absent or late for your shift. Include your name in your message.  All employees must follow our call-in procedure for reporting absences. Failure to do so may result in disciplinary action.

Time Off 

Requests for time off must be submitted through Rippling at least 2 weeks prior to the date(s) requested and approved by your direct supervisor. Please consult your direct supervisor prior to setting obligations to a vacation or time off due to the fact that the request may not be approved. No time off will be approved in the month of August, the first three weeks of September and the first two weeks of January, except for extraordinary circumstances and must be approved by leadership. Approval of time off is contingent on business needs, workload and staffing levels. Requests may be denied if necessary to maintain the operation of business. 

1. Vacation Time: It is the established policy of CST to grant annual vacation to all eligible employees. Full-time employees are eligible for vacation benefits.

   • Beginning January 1, new employees will receive vacation time as established in their employment contract. Depending on the hire date vacation time is prorated through December 31. 

2. Limitations: Employees will not be approved to request vacation time during start-up (August to mid-September) unless special circumstances are recognized. During winter break, there will be a need for coverage in each department. It will be up to each individual manager to decide how many people can be out during this time. 

   • Vacation time may NOT be used for same-day call-in situations.

   • Vacation time must be used in four-hour increments unless prior approval is given.

   • Employees are encouraged to use their vacation time throughout the year. This will relieve the end-of-year rush to use vacation before you lose it.

   • All vacation time is renewed on January 1 of each year. Employees must use paid vacation days or lose them at year end (December 31).

   • Unused vacation time will not be paid out upon termination or exit from CST.

3. Safe and Sick Time: All employees have a minimum of 48 hours of Sick & Safe Time per year (January 1 – December 31). This time does not roll into the next year if not used by year end (December 31).

   • Sick & Safe Time will not be paid upon termination or exit from CST.

   • Sick & Safe Time needs to be used for the following reasons:

     1. Diagnosis, treatment, recuperation, or preventative care for a medical or mental health condition, illness or injury

     2. Legal action, counseling or other services for domestic abuse, sexual assault, or stalking

     3. Care of a covered family member who is sick (or needs diagnosis, treatment, or preventative care), or during emergency closure of their school or place of care (including for inclement weather). Covered family members include immediate family and/or a member of the employee’s household.

     4. Scheduled work shift cancellation due to public health emergency or order of a public official

   • Sick & Safe Time absence requires medical or other documentation to human resources prior to returning to work if you are absent for three or more consecutive days, or if clear evidence of illegitimate use exists.

   • Sick & Safe Time needs to be used in one hour increments

Job Abandonment

If you fail to show up for work or fail to call in with an acceptable reason for the absence for three consecutive days, you will be considered to have abandoned your job and voluntarily resigned from

Paid Holidays

CST recognizes the following holidays, if a paid holiday falls on a Saturday or Sunday, HR will determine the business day the holiday will be observed for employees. 

• New Year’s Day

• Martin Luther King, Jr. Day

• Memorial Day

• Juneteenth

• Independence Day

• Labor Day

• Thanksgiving Day

• Friday After Thanksgiving Day

• Christmas Eve Day

• Christmas Day

• New Year’s Eve Day

Bereavement Leave

Losing a loved one is traumatizing. If this happens to you while you work with us, we want to support you and give you time to cope and mourn. When a death occurs in an employee’s immediate family, all regular full-time employees may take up to five days off with pay to attend the funeral or make funeral arrangements. In exceptional circumstances or for specific relationships not covered explicitly in this policy, additional leave may be considered on a case-by-case basis. The pay for time off will be prorated for a part-time employee if the funeral occurs on a scheduled workday. CST may, in unusual circumstances, require verification of the need for bereavement leave.

Immediate Family Defined for Bereavement Leave

Immediate family members are defined as an employee’s spouse, parents, stepparents, sisters, brothers, children, stepchildren, grandparents, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild.

Non-Family Member Funeral Leave

All regular, full-time employees are allowed time off to attend the funeral of close, non-family members. This time off will be considered and granted by the employee’s direct supervisor on a case-by-case basis. Individual employee circumstances may be discussed with HR to determine whether additional considerations are needed. It is CST’s intention to support employees during their times of grief.

Jury Duty

CST recognizes that jury duty is a civic responsibility of our employees. You must provide a copy of your jury duty summons to HR and your direct supervisor within one day of receiving the summons. New employees must disclose summons prior to being hired.

·   If summoned to jury duty during August or September, CST reserves the right to write a letter to the court requesting the postponement of the employee’s jury duty due to the significant impact this would have on customers and staffing during these months.

·   You will be paid your normal salary or hourly compensation while you are on jury duty for up to 15 days in a calendar year. No overtime payments, if you are eligible for overtime pay, are made during the time that you serve on a jury.

·   At the end of the 15 days, you may use your available paid time off if you wish to continue to be paid while on jury duty. You may also take the additional jury duty time as an unpaid leave of absence.

·   If you report for jury duty and are dismissed, you will be expected to report for work for the remainder of each day on which this occurs. If you are told that you do not need to report to the court on any day of your jury duty stint, you are required to come to work.

If you take an unpaid leave of absence for additional days of jury duty, your benefits such as health care, dental, short-term disability, and long-term disability will be continued and the normal payments that you make will be subtracted from your pay on your return from unpaid leave.

Military Leave

Employees who are inducted into or enlist in the Armed Forces of the United States or are called to duty as a member of a reserve unit may take unpaid leave in accordance with applicable law. The employee must provide advance notice of their need for a military leave and CST will request a copy of the employee’s orders, which will be kept on record. Upon return from military leave, employees will be reinstated as required by law and benefits will be reinstated with no waiting period.

Bone Marrow

 Employees who wish to donate bone marrow may take a leave of absence for up to 1 week or 40 hours for the time of the procedure.  The leave will be paid for up to 40 hours annually.  Documentation of the procedure may be required for HR or the CAO.

Voting Leave Policy

CST encourages civic engagement and recognizes the importance of employees exercising their right to vote. This policy outlines the company's commitment to providing reasonable time off to enable employees to vote.

Eligibility

All employees who are eligible and registered voters are entitled to take time off to vote in local, state, or federal elections.

Paid Time Off

CST will provide up to 2 hours of paid time off to vote if an employee's work schedule prevents them from voting outside of working hours.

Notification

Employees should notify their immediate supervisor or HR at least 2 days in advance if they anticipate needing voting leave. If unforeseen circumstances arise, employees should notify their supervisor as soon as possible.

Proof of Voting

Employees may be required to provide proof of voting, such as an "I Voted" sticker or proof of voter registration, upon returning to work.

CST values the participation of its employees in the democratic process and supports their right to vote. Employees seeking voting leave should follow the procedures outlined in this policy, and any questions or concerns should be directed to HR.

Payroll/Time Clock

CST has a semi-monthly payroll schedule; employees are paid on the 15th and last day of each month (24 times per year) by direct deposit. If the 15th or last day of the month falls on a weekend or bank holiday, employees will be paid the business day before.

If you are an hourly paid employee, you should be diligent in clocking in and out so we can accurately calculate your pay. You will clock in and out using Rippling, If you have questions, or incorrectly reflect your time, please see your manager or human resources for assistance.

Open Door Policy

Sometimes we will encounter problems or difficulties at work, whether it deals with our workload, our co-workers or our managers. We may sometimes disagree with how things are done and may have suggestions to make things operate more smoothly. Recognizing that open communication can often solve problems and that we all have much to share with one another, CST has adopted an “open door” policy.

We would like to hear from you, and encourage you to communicate problems, suggestions, or criticisms to your direct supervisor or human resources at any time.

Outside Employment

Outside employment that creates a conflict of interest or affects the quality or value of your work performance or availability at CST  is prohibited. The Company recognizes that you may seek additional employment during off hours, but in all cases expects that any outside employment will not affect your attendance, job performance, productivity, work hours, or scheduling, or would otherwise adversely affect your ability to perform your duties effectively or in any way create a conflict of interest. Failure to adhere to this policy may result in discipline up to and including termination.

Employee Conduct

We hire people because we believe that they want a job and want to work. We do not believe in strict and formal disciplinary policies. We expect our employees to be mature and reasonable, and to behave in a businesslike manner appropriate to the workplace. We expect our employees to be present to work when scheduled and on time. We expect our employees to perform their duties in a safe, competent, and businesslike manner and to comply with CST’s policies as they exist. We expect our employees to be honest and to be careful of equipment and property. In short, we expect our employees to give their best efforts to their jobs and to treat their jobs as an important part of their lives.

Occasionally, employees have difficulty meeting their obligations. We will navigate any problems on an individual basis. CST’s action will be based on its view of all the circumstances involved.

Confidentiality and Nondisclosure of Trade Secrets

As a condition of employment, CST employees are required to protect the confidentiality of Company trade secrets, proprietary information, and confidential commercially sensitive information (i.e. employees; contact list, financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the Company. Access to this information should be limited to a need-to-know; basis and should not be used for personal benefit, disclosed, or released without prior authorization from management. If you have information that leads you to suspect that employees are sharing such information in violation of this policy and/or competitors are obtaining such information, you are required to inform your Supervisor or CAO. Violating this policy may result in disciplinary action up to and including termination and may subject the violator to civil liability.

Outside Employment/Outside Activities

Employees should not be employed by any person or entity that competes with CST or that provides similar services or products as CST.

CST requires all of its employees to maintain the confidentiality of its confidential business, proprietary and trade secret information as set forth in CST’s separate policy regarding confidentiality. Thus, you should also avoid engaging in any activity, whether in connection with outside employment or not, that would require you to disclose confidential business, proprietary and/or trade secret information belonging to CST.

Employment Reference

All employees are prohibited from providing any employment information regarding former or current employees of CST to any third party, including outside agencies, organizations and any person not employed by CST. If you receive a request to provide employment information about a former or current employee, forward the request to human resources. Human resources will verify any necessary information up to and including a former or current employee’s dates of employment, last position held and final rate of pay.

For purposes of this policy, a request for employment information includes a verbal or written request for:

• A job reference

• Employment verification

• Information about an individual’s job performance, attitude, attendance or employment history

• Any “off the record” information about an individual

• A recommendation on LinkedIn or other social media websites

• This list is illustrative only, and not exhaustive.

Electronic Use •

CST provides electronic resources, such as computers, email, internet access, and other electronic devices, to employees to support business operations. This policy outlines the acceptable and responsible use of electronic resources.This policy applies to all employees, contractors, and authorized users who have access to CST's electronic resources.

Acceptable Use:

a. All electronic resources provided by CST are to be used for business purposes.

b. Limited personal use is permitted as long as it does not interfere with work duties, violate company policies, or consume excessive resources.

c. Employees are expected to use electronic resources in a professional and ethical manner.

Prohibited Activities:

a. Unauthorized access, use, or distribution of any company information or data.

b. Unauthorized access to external computer networks, systems, or data.

c. Downloading, transmitting, or viewing offensive, obscene, or inappropriate content.

d. Unauthorized installation of software or applications on company-owned devices.

e. Sending or sharing confidential or proprietary company information outside the organization.

f. Violating copyright or intellectual property rights, including the illegal downloading or sharing of copyrighted material.

g. Engaging in any activity that compromises the security or integrity of electronic resources.

Email Usage:

a. Email should be used for business purposes only. Personal emails should be kept to a minimum.

b. Do not send or open email attachments from unknown or suspicious sources.

c. Be cautious when clicking on links in emails, especially those from unknown senders.

d. Refrain from using email for illegal, discriminatory, or harassing communication.

Internet Use:

a. Internet access is provided to support work-related tasks. Use should be professional and focused on business-related activities.

b. Browsing websites containing inappropriate, offensive, or illegal content is strictly prohibited.

c. Avoid downloading files or software from untrusted sources, as they may contain malware or viruses.

Social Media and Online Communications:

a. Employees are expected to use social media and online communications responsibly and in a manner that does not harm the company's reputation or disclose sensitive company information.

b. Do not engage in online activities that may negatively impact the company or its employees.

Data Security:

a. Employees should take steps to protect sensitive company data and information from unauthorized access or disclosure.

b. Avoid sharing login credentials, and use strong, unique passwords for all accounts.

c. Report any data breaches, unauthorized access, or potential security vulnerabilities to the IT department.

Monitoring and Enforcement:

a. CST reserves the right to monitor electronic resource usage, including email, internet access, and device activity, to ensure compliance with this policy and applicable laws.

b. Violations of this policy may result in disciplinary action, up to and including termination of employment.

Training and Awareness:

a. CST will provide training and resources to help employees understand and comply with this policy.

b. Employees are encouraged to ask questions and seek clarification regarding electronic resource usage.

Review and Updates: 

This policy will be reviewed periodically to ensure its continued relevance and compliance with state and federal laws. Updates will be communicated to employees as necessary.

Nothing in this policy is designed to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment. CST employees have the right to engage in or refrain from such activities. This policy and all other CST policies will be interpreted and applied in compliance with applicable law.

CST specifically reserves the right to, and does, block any website or email address that contains or transmits communications or data prohibited by this policy (e.g., pornographic websites, email addresses sending spam or viruses, etc.).

Additionally, remember that any personal use of CST’s Electronic Resources can and will be subject to monitoring, as set forth below, and that employees have no expectation of privacy in any personal communication or use of CST Electronic Resources. Any personal or other use CST deems excessive or in violation of this policy may result in discipline, up to and including unpaid suspension and/or termination of employment.

No Expectation of Privacy

CST’s Electronic Resources and the information, files and data transmitted by, accessed, received, or stored on them are not private or confidential and employees and other individuals have no expectation of privacy in their use. CST reserves the right to, and in fact does, inspect, monitor, track, review, retain, disclose, intercept, forward, block, and/or use (collectively “access”) CST’s Electronic Resources and all documents, email and other electronic communications (both incoming and outgoing), telephone conversations and voicemail recordings, internet websites and internet history, instant messages, text messages, internet and social media postings and activities, files and other information accessed, sent, received, created on, transmitted to, received or printed from, cached, stored or recorded therein, in its sole discretion, notwithstanding the use of any password or other limitation on access.

CST reserves the right to notify law enforcement officials of any illegal activity. Any email, Internet history, text messages, information, files, data, or other material accessed by CST may be disclosed and/or used as CST deems appropriate.

Security

Security procedures in the form of unique user sign-on identification and passwords have been provided to control access to CST’s computer system, networks and voicemail system. In addition, secure facilities have been provided to restrict access to certain documents and files for the purpose of safeguarding information. The following activities, which present security risks, are prohibited:

• Attempts should not be made to bypass, or render ineffective, security systems provided by CST.

• Individual users should never make changes or modifications to the hardware or software configuration provided on CST’s computer equipment. Requests for such changes should be directed to the IT department. For example, individual users should not load personal software to CST computers. This practice risks the introduction of a computer virus into the system. Requests for loading such software should be directed to the IT department.

• Do not use personal email accounts for work-related purposes. For example, do not email confidential or proprietary CST information, including but not limited to, customer information, trade secrets, financial information, or other business information to or from your personal email account, or to from a family member or friend’s email account.

• CST’s computer facilities should not be used to attempt unauthorized access to or use of other organizations’ computer systems and data.

There are a number of practices that individual users should adopt that will foster a higher level of security. Among them are the following:

• Turn off or log out from your personal computer when you are leaving your work area or office for an extended period of time.

• Exercise good judgment in assigning an appropriate level of security to documents stored on CST’s networks, based on a realistic appraisal of the need for confidentiality or privacy.

• Do not use flash drives or other removable storage devices to copy, download, or otherwise transfer any confidential or proprietary CST information, including but not limited to, customer information, trade secrets, financial information, or other business information.

• Downloading or copying documents or opening email attachments from outside CST risks the introduction of computer viruses and should be performed with caution. When in doubt, contact the IT department.

Consent

By using CST’s Electronic Resources, you consent and agree to abide by the terms of this policy. If an employee receives email, text messages, Internet links, information, files, or data from non-employee’s on CST’s Electronic Resources, such email, text messages, links, information, files, and/or data are subject to the terms of this policy. Individuals who receive emails, text messages, links, information, files, and/or data that may violate the terms of this policy are expected to see that such behavior stops immediately.

Violation

CST reserves the right to determine whether particular conduct violates this policy. Violation of this policy may result in disciplinary action, up to and including unpaid suspension and/or termination of employment and/or legal action.

Should you have any questions about any of the above policy guidelines, please contact HR or the IT department.

Social Media

CST recognizes the importance of social media as a communication tool and respects employees' rights to use social media platforms. However, the company also emphasizes the need for responsible and professional conduct when using social media. This policy outlines the expectations for employees regarding the use of social media platforms, whether for personal or professional purposes, to protect the company's reputation and safeguard confidential information. Because no policy can address every possible situation, employees are encouraged to use good judgment at all times. For further questions regarding use of social media, please contact human resources.

Guidelines

Professional Conduct

• Accuracy and Integrity: Ensure information shared on social media is accurate and respectful. Always verify facts before posting.

• Respect for Others: Avoid offensive, discriminatory, or harassing posts. Respect the privacy of colleagues, clients, and the company itself.

• Company Representation: Clearly identify personal opinions as your own and not representative of the company's views. Do not claim to speak on behalf of the company without authorization.

Confidentiality and Proprietary Information

• Confidentiality: Do not disclose confidential or proprietary information about the company, its clients, or colleagues on social media.

• Non-Disclosure Agreement: Adhere to the terms of the company's non-disclosure agreement regarding sensitive information.

• Competitive Information: Refrain from discussing or posting information that could give competitors an advantage.

Personal Use

• Personal Time: Use personal social media accounts during non-working hours or breaks. Avoid using company equipment for personal social media unless permitted.

• Disclaimers: If discussing work-related topics on personal channels, include a disclaimer stating that opinions expressed are personal and not representative of the company.

Endorsements and Public Relations

• Endorsements: Disclose any professional relationships with the company when endorsing its products, services, or partners.

• Crisis Communication: In the event of a crisis or negative publicity, do not engage on behalf of the company. Refer inquiries to the designated spokesperson.

Compliance and Consequences

• Compliance: Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

• Monitoring: The company reserves the right to monitor employee social media activity that impacts the company's interests.

Conclusion

• By following these guidelines, employees can use social media responsibly while representing themselves and the company positively. CST reserves the right to determine whether particular conduct violates this policy, and violation may result in discipline, up to and including termination of employment and/or legal action.  Any questions or concerns about this policy should be directed to human resources.

Drug and Alcohol-Free Workplace

CST is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, this policy establishes CST’s intent to maintain a drug and alcohol-free workplace. Being under the influence of alcohol or illegal drugs (as classified under federal, state, or local laws) while on the job poses serious health and safety risks to employees and others and will not be tolerated.

Prohibited Conduct

CST  expressly prohibits the following activities at any time that employees are either on duty or conducting CST business either on or away from CST’s premises:

• The use, abuse, or being under the influence of alcohol, illegal drugs, cannabis or other impairing substances.

• The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the employee or drug-related paraphernalia.

• The illegal use or abuse of prescription drugs.

Nothing in this policy is meant to prohibit the appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, to the extent that it does not impair an employee’s job performance or safety or the safety of others. Employees who take over-the-counter medication or other medication that can legally be prescribed under both federal and state law should inform their direct supervisor or HR before reporting to work while under the influence of that medication, if the medication may impair their job performance, safety or the safety of others or if they believe they need a reasonable accommodation.

A violation of any of the above will result in discipline up to and including unpaid suspension and/or immediate termination of employment.

Employer-Sponsored Events

From time to time, CESO may sponsor social or business-related events at which alcohol is served. This policy does not prohibit the lawful use or consumption of alcohol at such events. However, if employees choose to consume alcohol at such events, they must do so responsibly, in moderation, and maintain their obligation to conduct themselves professionally at all times with colleagues and/or current or prospective clients.

Cannabis

Although Minnesota law may provide some form of protection for use of cannabis, a job applicant or employee may not use, possess, or be impaired by cannabis on CST premises or while working anywhere on behalf of CST. The use, possession, distribution, or being under the influence of cannabis is strictly prohibited on company premises, during work hours, or while operating company vehicles or equipment. Employees are prohibited from reporting to work under the influence of cannabis or any substance that impairs their ability to perform job duties safely and effectively. Failure to adhere to this policy may result in disciplinary action, up to and including termination of employment, particularly if an employee's actions violate state laws, compromise safety, or impair job performance. CST does not discriminate against job applicants or employees enrolled in the registry program established under Minnesota Stat. 152.22-152.37.

Workplace Violence

CST is committed to providing a safe and secure work environment for all employees. Workplace violence of any form is unacceptable and will not be tolerated.

Workplace violence includes, but is not limited to, any physical assault, threatening behavior, intimidation, harassment, or any other disruptive behavior that occurs at the worksite.

Prohibited Actions

• Physical Violence: Engaging in physical altercations or threats of physical harm against any employee, contractor, visitor, or customer.

• Verbal Abuse: Using threatening language, harassing, or making verbal threats of violence in the workplace.

• Weapons: Possession or use of weapons, firearms, or any object that could be used to cause harm on company premises or during work-related activities.

Reporting Procedures - Employees' Responsibility

• Reporting: Employees are encouraged to report any incidents or threats of violence immediately to their supervisor, HR, or the designated company authority.

• Confidentiality: All reports of workplace violence will be handled with discretion and confidentiality to the extent possible.

Investigation and Response - Company Action

• Investigation: CST will promptly investigate all reports of workplace violence. This may involve law enforcement if necessary.

• Support: The company will take appropriate action to address reported incidents, including providing support to affected employees.

Compliance and Consequences

• Compliance: All employees are expected to comply with this workplace violence policy. Failure to do so may result in disciplinary action, up to and including termination of employment.

Conclusion

CST is dedicated to fostering a safe and respectful workplace environment. We encourage employees to report any concerns or potential threats to ensure the well-being of everyone in the company.

Space Heaters – Prohibited 

Space heaters are a fire hazard, typically overload the electrical panel and work against the base building heat system. If your space is too cold, please direct those concerns to Human Resources. 

Benefits 

CST currently offers health, dental, short-term disability, long-term disability and retirement benefits. CST reserves the right to change or eliminate any benefit at any time, with or without notice. Full Time employees are eligible for company provided benefits. Please contact Human Resources  to see plan documents and receive detailed information. 

Family and Medical Leave Act (FMLA) Policy

CST complies with the Family and Medical Leave Act (FMLA) to provide eligible employees with job-protected leave for qualifying family and medical reasons.

Employee Eligibility

• Eligible Employees: Employees who have worked for CST for at least 12 months (which need not be consecutive) and have worked at least 1,250 hours during the 12 months preceding the start of FMLA leave are eligible.

• Qualifying Reasons: Employees may take FMLA leave for the birth or adoption of a child, caring for a family member with a serious health condition, or their own serious health condition that renders them unable to perform their job.

Leave Entitlement

• Maximum Leave: Eligible employees may take up to 12 workweeks of unpaid leave within a 12-month period for qualifying reasons.

• Military Caregiver Leave: Eligible employees may take up to 26 workweeks of unpaid leave to care for a covered service member with a serious injury or illness.

Calculation of Leave

• Intermittent Leave: Employees may take FMLA leave intermittently or on a reduced leave schedule when medically necessary or for qualifying reasons.

Leave Request and Notification

• Notice to Employer: Employees must provide at least 30 days' advance notice of the need for FMLA leave when the need is foreseeable. When the need is not foreseeable, notice should be given as soon as practicable.

Certification

• Medical Certification: Employees may be required to provide medical certification to support the need for FMLA leave, including information about the duration and nature of the condition.

Job Restoration and Benefits

• Return to Work: Upon return from FMLA leave, employees are generally entitled to be restored to their original job or an equivalent position with equivalent pay, benefits, and other employment terms.

• Benefits Continuation: During FMLA leave, the employer-provided benefits will continue on the same terms as if the employee had continued to work.

Employee Responsibilities

• Policy Adherence: Employees are expected to comply with the company's FMLA policies, provide required notices and certifications, and keep the employer informed of any changes in circumstances during leave.

CST recognizes the importance of supporting employees' family and medical needs. Employees seeking FMLA leave or requiring further information should contact human resources for guidance and assistance.

Paid Parental Leave 

Full-time employees who have been with the company for one year will receive paid parental leave. A pregnant employee will receive six weeks paid maternity leave for a vaginal birth and eight weeks for a cesarean birth. 60% of the leave will be paid with short-term disability and 40% will be paid by CST. Full-time employees who have been with CST for less than one year will have a prorated paid parental leave based on the six weeks or eight weeks’ time and how long they have been with CST.

Non-disabled parents will receive two weeks paid parental leave. Full-time employees who have been with CST for less than one year will have a pro-rated paid parental leave based on the two weeks’ time and how long they have been with CST.

Short-Term Disability 

This benefit is an employer-funded plan providing income replacement for employees who are unable to work due to illness, pregnancy or injury. Full-time employees who have completed six months of continuous employment are eligible. The employee must provide medical certification of the disability that includes the start and expected end date of disability. The employee must work with human resources on the next steps for submission and determination of benefit qualification. The short-term disability payment is 60% of the employee’s base weekly wages and a maximum benefit of $600. The benefit is taxable income.

Long-Term Disability 

This benefit is an employer-funded plan providing income replacement for employees unable to work due to illness or injury. Full-time employees who have completed six months of continuous employment are eligible. The employee must provide medical certification of the disability that includes the start and expected end date of disability. The employee must work with human resources on the next steps for submission and determination of benefit qualification. The long-term disability benefit payment is 60% of the employee’s base monthly wages with a maximum benefit of $4000. This benefit is available after the employee has been unable to work due to a disability for 67 days or more. The benefit is taxable income.

Attire Guidelines 

At CST,  we value professionalism and recognize the importance of a comfortable yet appropriate work attire. Our business casual dress code aims to maintain a polished appearance while allowing for flexibility and comfort. Employees are encouraged to use good judgment and dress in a manner that reflects the company's values and culture.

Unacceptable Attire

• Tank tops, Crop tops

• T-shirts with graphic designs or slogans that are not work-appropriate

• Spaghetti straps or strapless tops

• Shorts (unless specified for certain job-related activities or between June 1 - August 1)

• Skirts or dresses with hemlines not below fingertip length

• Clothing with offensive language, symbols, or images

• Ripped or torn clothing

• Clothing that displays any midriff 

Remote Work Policy

CST recognizes the importance of flexibility and acknowledges that remote work can promote work-life balance and productivity. This policy outlines guidelines and expectations for employees who work remotely. CST’s other policies continue to apply to offsite work locations, and employees working remotely have the same obligations to comply with these policies. Please contact your manager or human resources if you have any questions.

Eligibility Criteria

• Employees eligible for remote work are those whose roles allow for off-site work without compromising productivity or the quality of work.

• Eligibility for remote work arrangements will be determined based on job responsibilities, performance, and managerial approval.

• Remote work is not an entitlement, it is not a company-wide benefit, and it in no way changes the terms and conditions of employment with CST.

Remote Work Arrangements

• Remote employees are expected to adhere to regular work hours, including breaks and lunch, as agreed upon with their managers unless otherwise stated or approved.

• Employees are responsible for maintaining a dedicated and safe workspace conducive to productivity and free from distractions.

• Confidentiality and data security must be maintained in the remote work environment as outlined in the company's electronic, confidentiality, privacy and security policies.

Communication and Collaboration

Communication Tools

• Remote employees are expected to stay connected and responsive during working hours using company-provided communication tools, such as email, slack, and video conferencing etc.

Meetings and Collaboration

• Attendance at virtual meetings and collaboration sessions, as required, is expected of remote employees, with punctuality and active participation.

• Camera’s must be turned ON during video meetings. Every employee should be ready and presentable every day in the event that an unscheduled meeting request arises. Employees should follow company attire policy when working remotely. 

Equipment

• The company will provide necessary equipment for remote work as deemed necessary and reasonable by CST. 

• The employee must provide internet access that allows employees to perform job responsibilities. 

Performance and Accountability

Performance Expectations

• Remote employees are expected to meet the same performance standards and goals as in-office employees.

• Employees are expected to be available and communicative during scheduled work hours efficiently and effectively. 

• Regular performance reviews and evaluations will be conducted, ensuring accountability and maintaining productivity. (Phone, email, company softwares and instant messaging will be monitored as necessary for each employee to ensure productivity)

• Employees must have access to the internet at all times, if not possible, employees will be expected to use vacation or unpaid time while addressing the issue.

Data Security

• Remote employees must comply with the company's electronic, data and security policies and procedures, ensuring the confidentiality and protection of company information.

Childcare Arrangements

• Working remotely is not a substitute for childcare. Except in extenuating circumstances, you should not be available during your core work hours to care for your dependents. You are expected to have arranged for childcare outside of your workspace to minimize disruption to your workday. In extenuating circumstances, you should discuss your situation with your manager and human resources.

Make Time for Your Wellbeing

• Remote work can make it more difficult to clearly separate between work and personal time. The following list is offered as a resource to help employees prioritize their wellbeing in a remote work environment:

  • Build in transitions to and from work, to mentally prepare for the start and the end of your work day.

  • Follow your work schedule and take breaks and lunch away from your workspace.

  • Take time for yourself – use your vacation time to recharge, and your sick time if you are sick. You are not expected to work when you are not feeling well or have planned time away.

  • This list is not exhaustive. Please reach out to your manager or human resources if you have any questions or concerns.