1. Offer Letter: We will provide this to the new hires. It will contain the terms & conditions of employment with RMS Consulting. A signed copy must be returned to us to formalize acceptance of the position and the terms / conditions that are specified.

2. All new hires must comply with IRS regulations and fill out a Employee Withholding Allowance Form, commonly known as a W- 4 . This form will confirm the employee’s marital status, allowable exemptions, and will be kept on file by RMS to calculate the taxes to be withheld from the employee’s paychecks.

3. The US Immigration & Naturalization Service (INS ) requires both US citizens and

non-citizens( who are authorized to work in this country ) to fill out an I-9 Form

which is known as the Employment Eligibility Verification form . Employees must

also provide identification supporting their right to work in the US ( Passports ,

Green Cards , INS approvals , driver’s license , social security cards, in combination

can be accepted & must be reviewed for authenticity ) .

4. An Employee Information Sheet must also be filled out. It will include past

employment history, education background, licenses / certifications , date of birth ,

Social security, family information ( including dependents ) , & emergency contacts.

5. Employees will also be given Insurance enrollment forms , plus a payroll deduction form for any deductions that are requested ( deferred salary , Xmas club , etc. ) . RMS will maintain signed copies in the employee’s personnel file.

Regulations

1. Americans With Disability Act , 1-800-949-4232 / 1-800-514-0301,

www.icdi,wvu.edu/tech/ada.htm , www.usdoj.gov/crt/ada/adahom1.htm

2. Fair Labor Standards Act , 1-202-219-8412

www.dol.gov/dol/esa/public/whd

3. Civil Rights and Employment Discrimination ,(EEOC ) , 1-800-669-3362

www.eeoc.gov

4. Occupational Safety and Health Administration (OSHA ) ,

5. Immigration Reform and Control Act (IRCA ) , www.ins.usdoj.gov/employer/index.html

. RMS consultants / contractors working on client premises must comply with their

working hours and rules.

. All employees are entitled to a 1 hour lunch break and two 10 minute breaks during the

day (am / pm).

. Tardiness ( at start of day or after lunch or break periods) will not be tolerated. Managers

must warn such employees ( verbally or via email / memo). If tardiness continues

appropriate disciplinary action may be taken by the manager.

accepted norms in clothes that are clean , smart , professional . All employees should

use their best judgment and common sense. If in doubt , ask your colleagues or manager .

. If you are on a consulting assignment at a client office , or traveling on behalf of their

business , or have direct contact with our customers, then casual dress policy does not

apply . We must all assume that Professional dress code is required unless otherwise

told by the clients .Net message : You must follow our client’s guidelines .

they are working for us . This includes ( as an example ) operating any machinery , or

using electrical devices that may be dangerous to your health & safety . You must

follow the manufacturer’s operating and safety guidelines in all cases . If you don’t have

them , do not put yourself in any potential danger or harm . Ask for help.

The same best practices apply at client offices and locations.

Vacation Time

• after 3months (25%), 6 months (50%), 9 months(75%) & after 12 months (100%).
• if you leave the company voluntarily, you will be paid for any accrued vacation time.
• vacation days can be carried over to Q1 of the following year if you have received written authorization from your manager before December31st of each year.

Personal Days

. RMS pays for two personal days (You accrue a paid personal day every six months of

your full time employment ; however , you cannot take them in advance )

you are eligible for compensation through your disability coverage ( check your

insurance brochures for details on benefits ) .

. You may also apply for 30 days of unpaid sick leave ( if it is required by your doctor or

hospital ). If you are disabled for a period longer than 30 days & your prognosis for

returning to work is either unknown or longer than 30 days, then we will put you on long

term unpaid disability leave ( see details in its appropriate section ).

. Each employee will be given specific goals , performance targets & requirements at the

beginning of their employment / calendar year . These specific goals can be revised by

your manager at any time . Each employee must sign off on his or her goals.

. Written performance reviews will be conducted for each employee by their manager.

This must be done atleast once a year , or at any time during the year . The employee

will be required to provide their comments / feedback on the same performance review

& sign off to acknowledge receipt of a completed performance review .

. If there is any disagreement , the employee has a full right to appeal his or her

performance review to the next level of management , including a review by the

and Chairwoman whose decision will be considered final.

. Overtime is paid at 1.5 times the base hourly rate for time worked over 40hrs per wk.

. Your Manager must authorize any overtime work / pay ; similarly , comp days (in lieu

of any overtime cash payments or other benefits ) must be pre-authorized by your

managers . Comp. days can be accrued only up to the end of our fiscal year (ie Dec.)

take maternity leave of up to 8 weeks with full pay .

. Please refer to your Insurance package from Prudential for additional benefits

incurred by them . Typically , all expenses must be submitted on the company’s

expense reimbursement form with documented receipts within 30days . Our company

follows the rules and guidelines that IRS has for tax deductibility . Only authorized

senior executives of RMS can approve expense reimbursement for employees .

service . We strongly believe in profit sharing . Everyone’s comp must be directly tied

to their specific goals and performance .

. Bonuses are given to employees with excellent and outstanding performance .

It is not meant for satisfactory / average performers . Incentive comp can be in the

form of both short-term and long -term rewards and recognition .

All incentive comp decisions are at the senior management’s discretion and must be

approved by the Board of Directors

promotions , additional training and certifications / licenses . Our goal is to promote

our best people and provide the platform for a highly successful career at RMS . But

promotions are not automatic . They must be earned through superior performance .

. We will always strive to have our deserving & best employees advance to more

responsibilities , more senior job titles , greater independence , higher total comp ,

long term benefits ……

. Currently the approved Corporate titles for RMS officers are :

- Chairwoman / Principal Owner , & CEO , Vice Chairman , CIO ,

- Managing Director , Director , Vice , Manager , Associate , Analyst

- Variations of SR./Jr. , Assist. etc. may be used with the above to designate seniority

. The corporate titles and functional responsibilities can be changed by the Board.

T&E reimbursement by your Manager or the Client.

. Unless otherwise approved, all air , train or road travel will be in "coach-class"; car-

rentals , hotel accommodations, phone-card usage and per day meal allowance must be

from our list of pre-approved vendors and schedules ; use of limousines is highly

discouraged and all employees are required to use city taxis or public transportation.

. Expenses are reimbursed for any Visa fees, photographs & immunizations.

Entertainment,

Gratuities

official or any other individual / organization a bribe or any inducement (financial or

otherwise). This is a serious crime & will result in immediate dismissal.

. Gifts under $25 may be given and received from Clients, suppliers, and vendors. All

such items must be reported and pre-cleared by your Manager.

. Client – entertainment ( as approved by management) may be done with the highest

standards of professionalism and decorum. Employees must never engage in any lewd

obscene or unethical activities with any client or business colleague.

Smoke-Free working environment

environment. None of them are permitted in any of our RMS offices. Most of our

clients have similar policies & our consultants / employees must observe them strictly.

. If requested by our Client(s) all RMS consultants may have to go through mandatory

drug –testing prior to starting a client engagement. Your Job Order will note this

requirement if it is mandated by our client.

Integrity

Everything that we do must flow from here.

Our Professionalism and Integrity must be unquestionable. Trust begins with that.

Respect can only be commanded. It can never be demanded.

sense:

always keep an open channel of discussion for the goals set by our client , your status

and successful completion , and your valuable suggestions to improve their franchise

sickness

come first and then you should call us at RMS

Fraud , Unethical

harassment , illegal drugs ,

Government.

behavior