Intern: Company Handbook

INTRODUCTORY STATEMENT

This Handbook is designed to acquaint you with BridgehouseLaw LLP (“BridgehouseLaw“) and provide you with information about working conditions, and some of the policies affecting your internship. You should read, understand, and comply with all provisions of the Handbook. It describes many of your responsibilities as an intern and outlines the programs developed by BridgehouseLaw to benefit its interns. One of our objectives is to provide a work environment conducive to personal and professional growth.

No handbook can anticipate every circumstance or question about policy. As BridgehouseLaw continues to grow, the need may arise, and BridgehouseLaw reserves the right to revise, supplement, or rescind any policies or portion of the Handbook from time to time as it deems appropriate, in its sole and absolute discretion. The only exception to any changes in our at-will policy permitting you or BridgehouseLaw to end our relationship for any reason at any time. Current interns will, of course, be notified of such changes to the Handbook as they occur.

1. Nature of Internship

This Handbook is intended to give interns a general understanding of our personnel policies. Interns are encouraged to familiarize themselves with the contents of this Handbook, for it will answer many common questions concerning an Internship with BridgehouseLaw.

However, this Handbook cannot anticipate every situation or answer every question about the Internship. It is not an employment contract intended to create contractual obligations. Neither the Intern nor BridgehouseLaw is bound to continue the internship if either chooses, at its will, to end the relationship at any time.

To retain necessary flexibility in the administration of policies and procedures, BridgehouseLaw reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this Handbook, except for its policy of “At-Will”. The only recognized deviations from the stated policies are those authorized and signed by a Managing Partner or designated partner of BridgehouseLaw.

1. Business Ethics and Conduct

The successful business operation and reputation of BridgehouseLaw are built upon our principles of fair dealing and ethical conduct. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations and a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of BridgehouseLaw is dependent upon our client’s trust, and we are dedicated to preserving that trust. Interns owe a duty to BridgehouseLaw and its clients to act in a way that will merit the continued trust and confidence of the public.

BridgehouseLaw will comply with all applicable laws and regulations and expects its partners, employees, and interns to conduct business following the letter, spirit, and intent of all relevant laws and to refrain from illegal, dishonest, or unethical conduct.

In general, using good judgment, based on high ethical principles, will guide you to lines of acceptable conduct. If it is difficult to determine the proper course of action, the matter should be discussed openly with Management.

Compliance with this policy of business ethics and conduct is the responsibility of every BridgehouseLaw Employee including Interns.

1. Immigration Law Compliance

BridgehouseLaw is committed to employing only United States citizens and aliens authorized to work in the United States and does not unlawfully discriminate based on citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new Employee, as a condition of Employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former rehired employees must also complete the form if they have not completed an I-9 with BridgehouseLaw within the past three years or if their previous I-9 is no longer retained or valid.

We rely upon the accuracy of the information contained in the employment application and the accuracy of other data presented throughout the hiring process and Employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for Employment or if the person has been hired, termination of Employment.

Employees with questions or seeking more information on immigration law issues are encouraged to contact a Managing Partner. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

1. Outside Employment

Interns may hold outside jobs as long as they meet the performance standards of their job with BridgehouseLaw. All interns will be judged by the same performance standards and will be subject to BridgehouseLaw’s scheduling demands, regardless of any existing outside work requirements.

If BridgehouseLaw determines that an intern’s outside work reasonably interferes with performance or the ability to meet the requirements of BridgehouseLaw as they are modified from time to time, BridgehouseLaw may terminate the internship.

Outside Employment that constitutes a conflict of interest is prohibited. Interns may not receive any income or material gain from individuals outside BridgehouseLaw for materials produced or services rendered while performing their duties as an intern. BridgehouseLaw’s office space, equipment, and materials are not to be used for outside Employment.

1. Non-Disclosure

Protecting confidential business information and trade secrets is vital to the interests and success of BridgehouseLaw. Such confidential information includes, but is not limited to, the following examples:

- - client files;
  - HR files and data;
  - compensation data;
  - computer processes;
  - computer programs and codes, client lists;
  - financial information;
  - marketing strategies;
  - new materials;
  - research;
  - pending projects and proposals and
  - technological data

All interns may be required to sign a non-disclosure agreement as a condition of Internship. Interns who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of Internship and legal action, even if they do not benefit from the disclosed information.

1. Employment Categories

All employees are either part of our professional staff or our administrative staff. The duties of the professional and administrative staff may overlap depending on the firm’s needs. For purposes of salary administration, BridgehouseLawclassifies its employees as follows:

Regular Full-Time Employees—Employees hired to regularly work a normal forty (40) hour workweek and who are eligible for all benefits.

Regular Part-Time Employees—Employees who work less than forty (40) hours per week regularly.

Temporary Employees—Employees/Interns who are engaged to work for a specified time or on a specific assignment with the understanding that their Employment or Internship will be terminated upon the completion of a specific time or completion of a specific task. They are not eligible for benefits.

In addition to these classifications, all jobs are classified as exempt or nonexempt. These terms are defined as follows:

Nonexempt Employees—Employees who are required to be paid overtime at a rate of time and an additional one-half their regular pay rate for all hours worked beyond a forty (40) hour workweek, following applicable federal wage and hour laws.

Exempt Employees—Employees who are not required to be paid overtime, following applicable federal wage and hour laws, for work performed in addition to the forty (40) hours of a workweek. Executives, professional outside sales representatives, and certain employees in administrative positions are typically exempt.

Regardless of Employment Category, nothing in this section or this Handbook is intended to contradict or otherwise undermine the “at-will” status.

You enter into an Internship voluntarily and are free to resign from the internship at any time for any reason or no reason. Similarly, BridgehouseLaw is free to conclude its relationship with any intern at any time for any reason or no reason. Following any applicable introductory period, interns must follow the Termination Policy. (See Section 43).

1. Personnel Data Changes

It is the responsibility of each Intern to promptly notify BridgehouseLaw of any changes in personnel data. Personal mailing addresses, telephone numbers, individuals to be contacted in the event of an emergency, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify the Law Office Manager.

1. Workers’ Compensation Insurance

From your first day at BridgehouseLaw, you are automatically covered by workers’ compensation insurance to the extent required. We pay the full cost of this legally required insurance that protects you in the case of:

- - A disability directly caused by your job or working environment;
  - An injury incurred while performing your job; or
  - An injury incurred while on work premises.

If you are injured on the job, you must immediately report a such injury to the Law Office Manager, no matter how slight you deem the injury. Failure to follow this procedure may result in the appropriate workers’ compensation report not being filed, which may jeopardize your rights to benefits in connection to the injury.

1. Vacation/PTO Days

You may be asked from time-to-time to work on a matter that requires you to be Out-of-Office (OOO) and must be approved by Management. OOO requests should be made as early as possible to ensure ample time to act on your request and to prevent scheduling conflicts.

It will be the Intern’s responsibility to be sure all pending work, deadlines, follow-ups, emails, appointments/meetings are either completed or delegated adequately to another employee or intern BEFORE the OOO to insure our clients are not expecting a response from you while you are out-of-office.

TO REQUEST INTERN WORK RELATED ABSENCES (OOO) DAY(S):

1. 1. Submit a request via the Employee Portal
    - https://bridgehouse.law/home/employee-requests/
    - Password: Empl0yee#
    - Note: The Employee Portal is located in the Footer section of bridgehouse.law
  2. If Approved, add to RocketMatter as an “Event”, adding time from 9:00 AM – 10:00 AM (do not add as an all day event).

1. Holidays

Please refer to the summary below for the holidays our Firm will observe and will be officially closed.

Interns who observe holidays following their religious beliefs may request time off for such observance. Approval must be received from Management before the time off.

- - New Year’s Day (January 1)
  - Good Friday (Friday before Easter)
  - Easter Monday (Monday after Easter)
  - Memorial Day (last Monday in May)
  - Independence Day (July 4)
  - Labor Day (the first Monday in September)
  - Thanksgiving (the fourth Thursday in November)
  - Day after Thanksgiving (Black Friday)
  - Christmas Eve (December 24)
  - Christmas (December 25)
  - New Year’s Eve (December 31)
  - Birthday (optional)

Should a holiday (in bold above) fall on a weekend (Saturday, Sunday), the following applies:

- - For holidays that fall on a Saturday, our Firm will observe the day before/last business workday (Friday).
  - On holidays that fall on a Sunday, our Firm will observe the next business day (Monday).
  - For holidays that fall on both Saturday and Sunday, our Firm will observe both the day before (Friday) and the next day (Monday)
  - Back-to-back Holidays where one falls on a weekend and the other on a weekday, our Firm will observe the last business workday (Friday).
    - When December 24th falls on a Friday and December 25th falls on a Saturday, we will observe Friday, December 24th, and Monday, December 27th.
    - When December 24th falls on a Sunday and December 25th falls on a Monday, we will observe Friday, December 22nd, and Monday, December 25th.
    - When December 31st falls on a Friday, and January 1st falls on a Saturday, we will observe Friday, December 31st, and Monday, January 3rd.
    - When December 31st falls on a Sunday, and January 1st falls on a Monday, we will observe Friday, December 29th, and Monday, January 1st.

Requesting a Birthday off is optional, and NO CREDIT will be given when a birthday falls on a Saturday or Sunday. No office celebration will be given when opting to take off for a birthday.

1. Sick

If you cannot come to the office because you are ill, please get appropriate medical care and follow medical advice until you are better. However, you must notify Management each day before the start of your workday when you cannot come to work because of an illness.

A sick day may be taken only for genuine sickness of yourself or a member of your immediate family. Management retains the right to require proof of such sickness.

COVID-19 Policy:

In the case of a positive COVID-19 test result, the following guidelines will be followed:

1. 1. With positive at-home COVID-19 test: Inform Management of positive result, and if the you are unable to work remotely (if applicable) or not.
  2. Proof of Positive Test: If the absence extends beyond three (3) days, Management may request that you provide proof of the positive from a local doctor/hospital.
  3. Day Five (5) Test: On the fifth day, the intern must take a daily at-home COVID-19 tests and submit the results to Management.
  4. Day Seven (7) Test: On the seventh day, the intern must continue to take a daily at-home COVID-19 tests and submit the results to Management. Confirmation from a doctor (excluding tele-health) of a positive COVID-19 result will also be required.
  5. Day Ten (10) Test: On the tenth day, the employee must take a daily at-home COVID-19 test.

Note: It is important to consult with the HR department or refer to the company’s specific COVID-19 policy for comprehensive guidelines and any additional requirements.

TO SUBMIT AN INTERN SICK DAY:

1. 1. Submit a request via the Employee Portal
    1. https://bridgehouse.law/home/employee-requests/
    2. Password: Empl0yee#
    3. Note: The Employee Portal is located in the Footer section of bridgehouse.law
  2. If Approved, add to RocketMatter as an “Event”, adding time from 9:00 AM – 10:00 AM (do not add as an all day event)

1. Automobile and Travel

The Firm reimburses your use of your personal vehicle at a rate per mile no greater than that defined by the Federal Government for travel for business activities in excess of a deductible amount for tolls and parking fees, supported by receipts that you incur during Firm business activities.

However, when more than one Employee/Intern is traveling for the same business activity, the Firm requests that you try to plan to travel in the same car.

1. Business Travel Expenses

BridgehouseLaw will reimburse interns for reasonable business travel expenses incurred while on assignments away from the normal work location.

Interns whose travel plans have been approved should make all travel arrangements through BridgehouseLaw’sdesignated travel agency, app or website (if any).

When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives will be reimbursed by BridgehouseLaw, provided interns provide proper documentation and receipts. Interns are expected to limit expenses to reasonable amounts.

Interns involved in an accident while traveling on business must promptly report the incident to Management. Vehicles owned, leased, or rented by BridgehouseLaw may not be used for personal use without prior approval.

Cash advances to cover reasonably anticipated expenses may be made to interns after approved travel. Interns should submit a request to Management when travel advances are needed.

With prior approval, a family member or friend may accompany interns on business travel when the presence of a companion does not interfere with the successful completion of business objectives. Generally, interns are also permitted to combine personal travel with business travel as long as time away from work is approved. Additional expenses arising from such non-business travel are the responsibility of the Intern.

When travel is completed, interns should submit completed travel expense reports within 72 hours. Receipts for all individual expenses should accompany reports.

Interns should contact their supervisor for guidance and assistance on procedures related to travel arrangements, travel advances, expense reports, reimbursement for specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the Intern, can be grounds for disciplinary action, up to and including termination of Internship.

1. Timekeeping

Accurately recording time worked is the responsibility of every Intern. Federal and state laws require BridgehouseLaw to accurately record time worked to calculate intern pay. Time worked is all the time spent on the job performing assigned duties.

Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action, including termination of Internship.

1. Paydays (when applicable)

Paid Internships are paid two times each month.

Please review all of your paychecks for accuracy. Any mistakes should be reported to the Management immediately.

If a regularly scheduled payday falls on a day off, such as a holiday, interns will receive payment on the last day of work before the regularly scheduled payday. Interns may have pay directly deposited into their designated bank account.

1. Use of Telephones

To ensure effective telephone communications, interns should always use the approved greeting and speak courteously and professionally. Please confirm the information received from the caller, and hang up only after the caller has done so.

1. Smoking, Vaping, and Tobacco Usage

In keeping with BridgehouseLaw’s intent to provide a safe and healthful work environment, smoking, vaping, and tobacco usage in the workplace are prohibited. This policy applies equally to all employees, interns, customers, and visitors.

1. Lunch Break

All interns are provided with one meal period of 60 minutes in length each workday. Supervisors may schedule meal periods to accommodate operating requirements.

1. Internet Usage

BridgehouseLaw provides Internet access to global electronic information resources on the World Wide Web to assist interns in obtaining work-related data and technology. The following guidelines have been established to help ensure responsible and productive Internet usage. While Internet usage is intended for job-related activities, incidental and occasional brief personal use is permitted within reasonable limits.

All Internet data composed, transmitted, or received via our computer communications systems is considered part of the official records of BridgehouseLaw and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, interns should ensure that the business information in Internet email messages and other transmissions is accurate, appropriate, ethical, and lawful.

The equipment, services, and technology provided to access the Internet remain at all times the property of BridgehouseLaw. As such, BridgehouseLaw reserves the right to monitor Internet traffic and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems.

Data composed, transmitted, accessed, or received via the Internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content may include but are not limited to, sexual images, racial slurs, gender-specific comments, or any other comments or images that could reasonably offend someone based on race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a general rule, if an employee did not create material, does not own the rights to it, or has not gotten authorization for its use, it should not be put on the Internet. Interns are also responsible for ensuring that the person sending any material over the Internet has the appropriate distribution rights.

Internet users should take the necessary anti-virus precautions before downloading or copying any file from the Internet. All downloaded files must be checked for viruses; all compressed files must be checked before and after decompression.

Abuse of the Internet access provided by BridgehouseLaw in violation of law or BridgehouseLaw policies will result in disciplinary action, up to and including termination of Internship. Interns may also be held personally liable for any violations of this policy.

The following behaviors are examples of previously stated or additional actions and activities that are prohibited and can result in disciplinary action:

- - Sending or posting discriminatory, harassing, or threatening messages or images
  - Using the organization’s time and resources for personal gain
  - Stealing, using, or disclosing someone else’s code or password without authorization
  - Copying, pirating or downloading software and electronic files without permission
  - Sending or posting confidential material, trade secrets, or proprietary information outside the organization.
  - Violating copyright law
  - Failing to observe licensing agreements
  - Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted Internet services and transmissions
  - Sending or posting messages or material that could damage the organization’s image or reputation
  - Participating in the viewing or exchange of pornography or obscene materials
  - Sending or posting messages that defame or slander other individuals
  - Attempting to break into the computer system of another organization or person
  - Refusing to cooperate with a security investigation
  - Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
  - Using the Internet for political causes or activities, religious activities, or any sort of gambling
  - Jeopardizing the security of the organization’s electronic communications systems
  - Sending or posting messages that disparage another organization’s products or services
  - Passing off personal views as representing those of the organization
  - Sending anonymous email messages
  - Engaging in any other illegal activities

1. Social Media Policy

The following guidelines only pertain to your personal statements on any online social media. Please be aware that although BridgehouseLaw is providing you with these guidelines, the overall and final legal responsibility for any statement you make will reside with you personally. Therefore, you should exercise caution and thoughtfulness in statements you make online.

Definition of Social Media: for the purposes of this policy, social media should be understood to include any website or forum that allows for open communication on the Internet, including, but not limited to:

- - Social Networking Sites (LinkedIn, Facebook, etc.);
  - Micro-Blogging Sites (Twitter);
  - Blogs (including Company and personal blogs);
  - Online Encyclopedias (Wikipedia);
  - Virtual worlds, opinion markets, collaboration environments; and
  - Video and photo-sharing websites (YouTube, Flickr, Vine, Pinterest, Instagram, Snapchat).

Think Before Posting. In general, interns should think carefully before posting online because most online social platforms are open for all to see. Despite privacy policies, interns cannot always be sure who will view, share or archive the information that is posted. Before posting anything, interns should remember that they are responsible for what is posted online. Interns should carefully consider the risks and rewards with respect to each posting. Interns should remember that any conduct, online or otherwise, that negatively or adversely affects the Intern’s job performance or conduct, the job performance or conduct of other co-workers, or adversely affects clients, customers, colleagues, or associates of BridgehouseLaw or BridgehouseLaw’s legitimate business interests may result in disciplinary action, up to and including termination. If interns have any doubt about what to post online, it is probably better not to post since once something is placed in cyberspace, it is often difficult to retract the information. Interns should use their best judgment and exercise personal responsibility when posting to any social media website.

Using Social Media at Work. Interns should attempt to limit their use of social media during working hours or on any equipment provided by BridgehouseLaw unless such use is work-related or authorized by a supervisor or BridgehouseLaw. Interns should not use BridgehouseLaw -provided email addresses to register on social networks, blogs, or other websites for personal use. Interns should note that this provision is not meant to prohibit interns from engaging in concerted protected activity, which is lawful under Section 7 of the NLRA.

Employer Reserves the Right to Monitor. Where applicable law permits, the Employer reserves the right to monitor the Intern’s use of any social media and take appropriate action with respect to inappropriate or unlawful postings. In monitoring social media, the Employer will not in any way interfere with any rights under Section 7 of the NLRA.

Interns Are NOT Authorized to Speak on Behalf of BridgehouseLaw, Unless Explicitly Given Permission. Interns should express only personal opinions online, and Interns should never represent him/herself as a spokesperson for BridgehouseLaw or other co-workers, clients, customers, colleagues, or other individuals who work on behalf of or who are associated with BridgehouseLaw. If an intern chooses to post online content relating to BridgehouseLaw, the Intern should make it clear that he or she is not speaking on behalf of BridgehouseLaw. Any online activity relating to or affecting the Employer should be accompanied by a disclaimer stating that “the posting on this website are my own and do not necessarily reflect the views of BridgehouseLaw.” This disclaimer should be clear, readily visible, and easy to understand.

Do Not Post Confidential Information. Interns should aim to protect BridgehouseLaw’s trade secrets and private, confidential, and proprietary information. Examples of this type of confidential information can be found in this Handbook. Interns should make sure that online postings do not violate any non-disclosure or confidentiality obligations.

Respect Financial Disclosure Law. Interns should keep in mind that it is illegal to communicate or provide a tip on inside information with respect to the buying and selling of stocks or securities. This may also violate applicable BridgehouseLaw policies.

Be Mindful of Copyright and Intellectual Property Laws. Interns should be careful to comply with all copyright, trademark, and intellectual property laws.

Act Appropriately. Interns should act appropriately when posting online. Any online behavior should be consistent with the Employer’s policies and practices with respect to ethics, confidential information, discrimination, and harassment. Because online tone can be interpreted in different ways by readers, interns should not engage in any online conduct that would not be acceptable or appropriate in the workplace, including derogatory or discriminatory remarks, threats, intimidation, harassment, insults, slander, defamation, or pornography.

Be Respectful. When posting anything online, employees should always be fair and respectful to co-workers, clients, customers, colleagues, and other individuals who may work on behalf of BridgehouseLaw. Interns should demonstrate proper respect for the privacy of others. If an Intern chooses to post a complaint or criticism, the Intern should avoid using any statements, photographs, video, or audio that may be viewed as malicious, obscene, threatening, harassing, or abusive or co-workers, clients, customers, colleagues, or other individuals that work on behalf of or are associated with BridgehouseLaw. Interns should refrain from engaging in offensive postings that may create a hostile and abusive work environment based on race, sex, religion, or any other protected class.

Be Honest and Accurate. Interns should always be accurate and honest in posting any news or information to social media and quickly correct any mistakes or errors. Interns should never post any information which is known to be false about BridgehouseLaw or any co-workers, clients, customers, colleagues, or other individuals that work on behalf of or are associated with BridgehouseLaw.

NLRA Activity. When applicable, protected concerted activity covered by the NLRA is not prohibited by this policy.

Business-Related Social Media Accounts. All business-related social media accounts and related postings maintained by interns for marketing and/or networking purposes remain the property of BridgehouseLaw. All information, including the account, the login, and password, should be returned to BridgehouseLaw at the end of the Intern’s Internship. No intern has the right to use the account after termination of Internship, and only BridgehouseLaw is permitted to change the account names and settings.

Retaliation Prohibited. BridgehouseLaw prohibits taking negative action against any intern for reporting a possible violation of this social media policy or cooperating in any investigation with respect to a potential social media policy violation. Any team member who retaliates against any intern for reporting a possible deviation from this policy or for cooperating in any investigation will be subject to disciplinary action, up to and including termination.

Legal Liability. Interns can be legally liable for what is written or posted online. The Company also reserves the right to discipline interns, up to and including termination of internship, for any commentary, content, or images that are pornographic, harassing, and libelous or for anything that creates a hostile work environment based on race, sex, religion, or any other protected class.

1. Mobile/Cellular Phone Policy

This policy about cellular phone usage applies to any device that makes or receives phone calls, leaves messages, sends text messages, surfs the Internet, or downloads and allows for the reading of and responding to emails whether the device is company-supplied or personally owned.

Company Owned and Supplied Devices or Vehicles. An intern who uses a company-supplied device or a company-supplied vehicle is prohibited from using a “hands-on” cell phone or similar device while driving, whether the business conducted is personal or company-related. While some states may permit the use of “hands-free” devices while driving a vehicle, BridgehouseLaw interns are nevertheless discouraged from using a “hands-free” cell phone device while driving, whether the business conducted is personal or company-related. The “hands-on” cell phone prohibition includes receiving or placing calls, text messaging, surfing the Internet, receiving or responding to email, checking for phone messages, or any other purpose related to your Internship; the business; our customers; our vendors; volunteer activities, meetings, or civic responsibilities performed for or attended in the name of the Company; or any other company or personally related activities not named here while driving. Use of Company owned vehicles or devices for personal business is discouraged.

Cell Phones or Similar Devices at Work. BridgehouseLaw is aware that interns utilize their personal or company-supplied cellular phones for business purposes. At the same time, cell phones are a distraction in the workplace. To ensure the effectiveness of meetings, interns are asked to leave cell phones at their desks. Or, on the unusual occasion of an emergency or anticipated emergency that requires immediate attention, the cell phone may be carried to the meeting in vibrate mode.

Personal Cell Phone or Similar Device Used for Business. BridgehouseLaw is aware that interns currently use their cell phones for business purposes while driving in their personal vehicles and using their personal cell phones or similar device. Due to research that indicates that cell phone use while driving is dangerous and may even approach the equivalent danger of driving while drunk, according to some studies, BridgehouseLaw prohibits interns use of personal cellular phones, either hands-on or hands-free or similar devices, for business purposes related in any way to our Company, while driving. This prohibition of cell phone or similar device use while driving includes receiving or placing calls, text messaging, surfing the Internet, receiving or responding to email, checking for phone messages, or any other purpose related to your Internship; the business; our customers; our vendors; volunteer activities, meetings, or civic responsibilities performed for or attended in the name of the Company; or any other company related activities not named here while driving. You may not use your cellular phone or similar device to receive or place calls, text messages, surf the Internet, check phone messages, or receive or respond to email while driving if you are in any way doing activities that are related to your Internship.

We recognize that other distractions occur during driving; however, curbing the use of cell phones while driving is one way to minimize the risk, for our interns, of accidents.

1. Leaving Premises

At the end of the normal working day, the entrance to the office shall be locked to limit access to the premises. The last person to leave the premises should ensure that all electrical lights are turned off and that all electrical appliances, such as coffee makers, etc., are turned off.

1. Intern Conduct and Work Rules

To ensure orderly operations and provide the best possible work environment, BridgehouseLaw expects interns to follow rules of conduct that will protect the interests and safety of all team members and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of Internship:

- - Theft or inappropriate removal or possession of the property
  - Falsification of timekeeping records
  - Working under the influence of alcohol or illegal drugs
  - Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment.
  - Fighting or threatening violence in the workplace
  - Negligence or improper conduct leading to damage of employer-owned or client-owned property
  - Insubordination or other disrespectful conduct
  - Violation of safety or health rules
  - Sexual or other unlawful or unwelcome harassment
  - Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
  - Excessive absenteeism or any absence without notice
  - Unauthorized absence from a workstation during the workday
  - Unauthorized use of telephones, mail systems, or other employer-owned equipment
  - Unauthorized disclosure of business “secrets” or confidential information
  - Violation of personnel policies
  - Violation of Company Social Media Policies
  - Unsatisfactory performance or conduct

Internship with BridgehouseLaw is at the mutual consent of BridgehouseLaw and the Intern, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.

1. Drug and Alcohol Use; Drug Testing in the Workplace

It is BridgehouseLaw’s desire to provide a drug-free, healthful, and safe workplace. To promote this goal, all interns, are required to report to work in appropriate conditions to perform their jobs in a satisfactory manner.

While on BridgehouseLaw premises and while conducting business-related activities off BridgehouseLaw premises, no intern may manufacture, use, possess, distribute, sell, purchase, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an intern’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace. Interns that work while under the influence of drugs or alcohol pose a safety risk to themselves and others with whom they work.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of Internship. Such violations may also have legal consequences.

In furtherance of this commitment, BridgehouseLaw maintains a policy in which intern applicants and current interns may be requested or required to submit to drug and alcohol testing in certain situations. This policy is intended to comply with applicable laws regarding drug and alcohol testing and current and prospective privacy rights.

Interns may be asked to submit to a drug and alcohol test if Management has a reasonable suspicion, based on objective factors such as the Intern’s appearance, speech, behavior, or other conduct and facts, that the Intern possesses or is under the influence of unlawful drugs, including marijuana, or alcohol, or both. Interns who take over-the-counter medication or other lawful medication that can be legally purchased under both federal and state law to treat a disability should inform the Law Office Manager if they believe the medication will impair their job performance, safety, or the safety of others or if they believe they need a reasonable accommodation before reporting to work while under the influence of that medication.

Testing Procedures. All drug and alcohol testing under this policy will be conducted by an independent testing facility licensed by the state of North Carolina, which will obtain the individual’s written consent prior to testing. BridgehouseLawwill pay for the full cost of the test. Interns will be compensated at their regular rate of pay for time spent submitting to a drug and alcohol test required by BridgehouseLaw. Interns suspected of working while under the influence of illegal drugs or alcohol will be suspended with pay until BridgehouseLaw receives the results of a drug and alcohol test from the testing facility and any other information BridgehouseLaw may require to make an appropriate determination.

Confidentiality. All records relating to an intern or applicant’s drug and alcohol test results will be kept confidential and maintained separately from the individual’s personnel file.

Consequences of a Positive Test. Interns who test positive will be subject to discipline, up to and including immediate termination of Internship. Intern applicants who test positive will have their conditional internship offers withdrawn.

Consequences for Refusing to Submit to Testing or Failing to Complete the Test. Interns who refuse to submit to testing as required by BridgehouseLaw or who fail to complete the test will be subject to discipline, up to and including immediate termination of Internship. Intern applicants who refuse to submit to drug and alcohol testing will be deemed to have withdrawn themselves from the application process and will no longer be considered for Internship.

Interns with questions or concerns about substance dependency or abuse are encouraged to discuss these matters with Management to receive assistance or referrals to appropriate resources in the community (for example, the NC Lawyers Assistance Program (“NCLAP”).

BridgehouseLaw LLP expressly reserves the right to change, modify, or delete the provisions of this Drug Testing in the Workplace policy without notice.

1. Sexual and Other Unlawful Harassment

BridgehouseLaw is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment.

As part of its commitment to furthering Equal Employment Opportunity, the Firm is committed to maintaining an environment free of all forms of discrimination, including harassment. In addition to its prohibition of sexual harassment, the Company also prohibits all behaviors that create a hostile or intimidating atmosphere because of someone’s age, race, color, national origin, religion, sexuality, physical handicap, or medical condition.

1. Personal Appearance

Dress, grooming, and personal cleanliness standards contribute to the morale of all interns and affect the business image BridgehouseLaw presents to the community.

During business hours or when representing BridgehouseLaw, you are expected to present a clean, neat, and tasteful appearance. You should dress and groom yourself according to the requirements of your position and accepted social standards.

Your supervisor or department head is responsible for establishing a reasonable dress code appropriate to the job you perform. If your supervisor feels your personal appearance is inappropriate, you may be asked to leave the workplace until you are properly dressed or groomed. Under such circumstances, you will not be compensated for the time away from work. Consult your supervisor if you have questions as to what constitutes an appropriate appearance. Where necessary, reasonable accommodation may be made to a person with a disability.

Without unduly restricting individual tastes, the following personal appearance guidelines should be followed:

- - Tank tops, tube/halter tops, distressed/torn pants, or shorts may not be worn.
  - Mustaches and beards must be clean, well-trimmed, and neat.
  - Hairstyles are expected to be in good taste.
  - Extreme hairstyles, such as spiked hair, do not present an appropriate professional appearance.
  - Offensive body odor and poor personal hygiene are not professionally acceptable.
  - Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during business hours.
  - Multiple ear piercings (more than one ring in each ear) are not professionally appropriate and must not be worn during business hours.
  - Torso body piercings with visible jewelry or jewelry that can be seen through or under clothing must not be worn during business hours.
  - Visible excessive tattoos and similar body art must be covered during business hours.

1. Company Issued Laptops (when applicable)

To ensure proper Management, usage, updates, and security of the laptops issued to interns (when applicable) of BridgehouseLaw, the following should be followed:

Eligibility

BridgehouseLaw will allocate laptops to users based on job responsibilities. Once issued, any violations of the WILL result in the suspension or permanent loss of use of your company-issued laptop.

Terms of Use

- - Ownership of the Laptop will reside with the Company, and the same must be returned to the Company upon resignation by/termination of the Internship.
  - It is the Intern’s responsibility to take appropriate precautions to prevent damage to or loss/theft of the laptop.
  - The laptop will be configured with all suitable software and handed over to the Intern when he/she receives it for the first time. Management and/or IT reserves the right to install any software, including applicable updates or upgrades, at any time.
  - The laptop would be left on the premises during any long-term absence unless the Intern gets approval from Management.
  - The Intern is required to bring Company issued laptop with them anytime they are onsite.
  - In case of any damage to the laptop due to Intern’s negligence/misuse, the cost of the damage would be recovered from the Intern. If the damage is irreparable, then the cost of the laptop will be recovered.
  - The Company reserves the sole right to cancel the eligibility of the Intern to have a company Laptop at any time without giving any prior notice.

1. Time Entries

Interns MUST have ALL time for the week, including any expenses entered into RocketMatter, on Friday at the close of business. It is strongly suggested to input your time at the end of each work day.

1. Return of Property

Interns are responsible for all BridgehouseLaw property, materials, or written information issued to them or in their possession or control. Interns must return all BridgehouseLaw property immediately upon request or upon the termination of Internship. Where permitted by applicable laws, BridgehouseLaw may withhold from the Intern’s check or final paycheck the cost of any items that are not returned when required. BridgehouseLaw may also take all action deemed appropriate to recover or protect its property.

1. Termination

Termination of Internship via Resignation. A resignation is a voluntary act initiated by the Intern to terminate Internship with BridgehouseLaw. Although advance notice is not required, BridgehouseLaw requests at least one (1) week’s written resignation notice from all interns, completion of an exit memo 72 hours departure from the Company, and all matters must be reassigned to other interns and/or employees.

Termination of Internship by BridgehouseLaw. Since Internships with BridgehouseLaw is “At Will,” both the Intern and BridgehouseLaw have the right to terminate Internship at will, with or without cause. Nothing in this section or this Handbook is intended to contradict or otherwise undermine the “At Will” status of Internship.

Any intern whose Internship is terminated (for any reason) shall return all files, records, keys, and any other materials that are the property of BridgehouseLaw. No final settlement of an intern’s pay will be made until all items are returned in appropriate condition. The cost of replacing non-returned items may be deducted from the Intern’s final paycheck. Furthermore, any outstanding financial obligation owed to BridgehouseLaw may also be deducted from the Intern’s final check.

1. Reference Checks for Previous Interns

Giving a reference check for a previous intern is prohibited. If you are contacted for a reference check, please direct the party to contact a member of the Human Resources department at 980-219-5200/5215 or via email at HR@bridgehouse.law.

ADDENDUM

Additional “House Rules” and Etiquette Expectations in the Office:

The way you present yourself at work has an impact on your co-workers and your work environment. Workplace etiquette refers to the types of social behaviors that are acceptable in the workplace. It is the guidelines or manners that make people comfortable, including behavior related to how you dress, your attitude and temperament, your hygiene, how you interact with your co-workers, your use of technology, and your timeliness. While manners may change with the times, the underlying etiquette principles of respect, consideration, and honesty remain.

- - While we have an “open door policy,” please respect others when their office door is closed and be mindful of noise. Don’t distract others from their work unnecessarily.
  - Be mindful of your conversation volume (in person and over the phone) so as not to disturb your co-workers. Use the Berlin conference room, Library, or Kitchen area for conversations, instead of the Bullpen.
  - Please put mobile phones on vibrate or reduce the ring tone volume while in the office.
  - The Basics: Good communication makes the work environment more productive and pleasant. Say “good morning,” “please,” “thank you,” and “you’re welcome.”
  - Be mindful of your body language, tone of voice, your demeanor, and expressions in your interactions at work.
  - Avoid disrespectful behavior such as ignoring others, being dismissive, retaliating, or using sarcasm. Treat others the way you wish to be treated.
  - Mistakes are part of the process – own up to yours, learn from them and move on. Do NOT pass blame to others.

Acknowledgement(Required)
By my electronic signature below, I acknowledge that I read the Company Handbook for Interns provided by BridgehouseLaw LLP in its entirety, and I also understand that it is my responsibility to be familiar with and abide by its terms, as well as recognizing that the company handbook with its listed company policies are additional conditions of my internship.
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