U.S. Bank Policies and Programs Employee Handbook · PDF fileU.S. Bank Policies and Programs...

U.S. Bank Policies and Programs

Employee Handbook

Canada

Chapter Name

U.S. Bank Policies and Programs — Employee Handbooki

An Important Note About This Document

Please note that the programs, policies and procedures explained in this documentchange from time to time. Although changes will be communicated periodically,U.S. Bank reserves the right to implement changes without notice. This documentsupersedes materials that were previously issued by U.S. Bank and by companies thatit has acquired. This handbook is intended only as a summary of policies andprograms. Additional provisions that are not addressed in this document may apply.

These programs, policies and procedures do not alter your employment relationship.This means that we recognize your right to resign at any time for any reason; similarly,U.S. Bank or its affiliates may terminate any employee, at any time, for any reason.

In addition to the U.S. Bank Policies and Programs Employee Handbook forEmployees in Canada, benefit-eligible employees receive a U.S. Bancorp CanadaBenefits Employee Booklet, which provides plan information for the U.S. BancorpCanada health and welfare benefits. Eligible employees will also receive a SummaryPlan Description (SPD) for the U.S. Bancorp Pension Plan and a separate SPD for theU.S. Bancorp Employee Savings Plan. We encourage you to read these handbooksand booklets, and keep them available for reference should you have questions orneed general information.

While the U.S. Bank Policies and Programs Employee Handbook for Employees inCanada is designed to cover a broad range of employment issues, you mayoccasionally have questions or concerns that aren’t addressed in this handbook. Insuch instances, your manager can be a valuable and accessible resource forinformation on issues relevant to you and your business line.

U.S. Bank Employee Service Center

(Information about benefits and payroll. You will need toindicate that you are a Canada employee.)

1-800-806-7009

Canada Retirement Programs

(Information regarding administration of theU.S. Bancorp Employee Savings Plan, U.S. BancorpPension Plan, and retiree medical program.)

1-763-971-1128

LifeWorks

(Confidential, expert help with work and life issues)

1-877-207-88331-877-371-9978 for TDD

U.S. Bank Policies and Programs — Employee Handbookii

Dear fellow employees:

We believe that, by working together, U.S. Bank will continue to be a leader in the

industry – even in the most challenging times. Your personal dedication and commitment

to your customers, to the quality of your work, and to the success of our company is

what differentiates US from our competitors. We can all feel proud of the success and

reputation we have worked so hard to earn.

U.S. Bank wants to make sure your career with US is challenging, successful, and long-

lasting. We believe our future is brighter with you. Our policies, programs, and resources

are intended to provide you with the tools and support you need to be successful. This

handbook provides you with a brief overview of those policies and programs. Familiarize

yourself with them, ask questions, and take advantage of all they have to offer, because

they are intended to support you and make US a great place to work.

The U.S. Bank Employee Handbook complements the U.S. Bank Code of Ethics and

Business Conduct handbook, which explains the professional and ethical conduct

standards that are so vital in maintaining our strong reputation in the community.

Please review your handbooks carefully. We are always interested in your feedback. I

invite you to provide comments to your manager or HR representative.

Sincerely,

Richard K. Davis

Chairman, President and Chief Executive Officer

iii

A Note About Terminology

Throughout this handbook, the term “spouse/partner” is occasionally referenced. The term“partner” refers to a domestic partnership which is defined as an ongoing and committed spouse-like relationship between adults of the same or opposite gender.

Chapter Name

U.S. Bank Policies and Programs — Employee Handbook1

Corporate HighlightsOur Mission . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2

Our Promise to Customers: Service Sets Us Apart . . . . . . .3

Our Promise to Employees: Our People Strategy . . . . . . . . .3

Privacy Pledge to Our Customers . . . . . . . . . . . . . . . . . . . . .4

Open Communication . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

Policy Against Offensive Behaviour and Harassment . . . . . .5

Non-Retaliation Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5

Integrity in the Reporting Process . . . . . . . . . . . . . . . . . . . . .5

Working at U.S. BankIntroductory Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

Performance Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

Performance and Conduct Counseling . . . . . . . . . . . . . . . . .6

Career Advancement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

Employment of Relatives/Personal Relationships . . . . . . . . .7

Business Appearance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

Use of Tobacco Products . . . . . . . . . . . . . . . . . . . . . . . . . . .8

Working in More Than One Position at U.S. Bank . . . . . . . .8

Your Pay and Time ReportingEmployee Status . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

Payroll and Time Reporting . . . . . . . . . . . . . . . . . . . . . . . . . .8

Accurate Employment Records . . . . . . . . . . . . . . . . . . . . .10

Time Away FromWorkAttendance/Tardiness . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10

Occasional Sick Days . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10

Reporting Absences . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

Job Abandonment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

Employees With Sick Leave Accrual Balances . . . . . . . . . .11

Time Off Due to Disabilities . . . . . . . . . . . . . . . . . . . . . . . . .12

Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

Jury Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

Funeral/Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . .13

Personal Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

Hazardous Conditions and Weather Emergencies . . . . . . .13

Security and Safety on the JobBackground Inquiries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

ID Access Cards or SecurityAccess Systems . . . . . . . . . . .14

Security at theWorkplace . . . . . . . . . . . . . . . . . . . . . . . . . .14

Photographic Equipment . . . . . . . . . . . . . . . . . . . . . . . . . .15

Workplace Violence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15

Restraining Orders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Weapons . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Accidents and Injuries atWork . . . . . . . . . . . . . . . . . . . . . . .16

Employee BenefitsBenefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Holiday Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Adoption Assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

Canadian Bankers Association . . . . . . . . . . . . . . . . . . . . . .19

Employee Assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

Community InvolvementVolunteerism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22

IndexIndex . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23

Table of Contents

2Corporate Highlights

U.S. Bank Policies and Programs — Employee Handbook

Corporate Highlights

At U.S. Bank, one thing is clear: we are a company committed to our

mission. And we know every employee plays an important role in

reaching that mission. From how you greet customers when they

walk into your branch to collaborating with a coworker, our mission

is reinforced by the actions you take every day. As a company, we’re

focused on making every action lead to our mission’s success.

Bringing our mission to life

Engaging our Employees – U.S. Bank highly values the employees of our company. It is their hard workand commitment that creates our success as a company. The programs in this handbook have beendesigned to enable each of us to connect, develop, feel rewarded, and lead to the best of our abilities everyday. See Our Promise to Employees: Our People Strategy, in the following section of this handbook.

Increasing Value for Shareholders – Continued strong earnings support the company’s ability to pay andincrease dividends, while expected future growth in revenue and earnings drives our stock price.

Deepening Service and Relationships for our Customers – U.S. Bank loyal customers are highlysatisfied with the bank, are very likely to continue their relationship with us and willingly refer their family andfriends to us for business.

Building Our Communities – U.S. Bank places a high priority on investing in the communities we serveand communities in which our customers, our employees and our shareholders live and work.

Our Mission

We fulfill our mission by:

• Engaging our employees

• Increasing value for our shareholders

• Deepening service and relationships for our customers

• Building our communities



Corporate Highlights (continued)

Our Promise to Customers:Service Sets Us Apart

Only U.S. Bank guarantees customer service byevery business line and every employee for everytransaction – every day.

From your first day with U.S. Bank, we count onyou to provide exceptional service, both to yourinternal clients and to our customers.

The level of service is defined through the tenets ofour Service Values and comes to life through aprogram called the Service Advantage, whichincorporates five key philosophies. Every employeeis expected to adopt these tenets and demonstratethem in every customer interaction.

As you can see, everything you do makes a bigdifference for our customers. So, as your employer,we want to make the difference for you by strivingto make your employee experience the best it canbe. We firmly believe that Your Career is Hereat U.S. Bank.

Our Promise to Employees:Our People Strategy

Wewant each one of you to feel U.S. Bank is the bestplace for you to work. How do we do this? It’s simple:We attract and retain great people, then keep themengaged and develop their skills and knowledge byoffering competitive benefits and programs.

All of our employee-focused initiatives and programscurrently fall into four key areas:

ConnectThese programs link you to other employees and theorganization as a whole.

DevelopYou and your fellow employees will have opportunitiesfor professional and personal growth through thesedevelopment programs.

RewardThis is where we recognize you for your contributionsand showcase all of the great benefits we offer youand your family.

LeadWe offer development and networking opportunitiesfor leaders at all levels within the company. Everyleader in our organization is committed todemonstrating our Leadership Foundation:

• Leads with Integrity

• Shapes the Future

• Develops Others

• Drives to Succeed

Please join us in fulfilling our mission and making yourexperience with U.S. Bank the best it can be.

Our Service Values

• Take Ownership

• Make It Personal

• Add Value to Every Interaction

• Make Courtesy Common

• Share Your Knowledge

4

Privacy Pledge to Our Customers

Protecting the privacy of our customers is importantto U.S. Bank. Successful banking relationships arebuilt on trust and integrity. In the course of transactingbusiness with our customers, we gather pertinentpersonal information in order to accurately maintainaccounts and offer services to help our customersattain their personal financial goals. All of thisinformation is very private in nature. Therefore, we arecommitted to confidentiality.

To show that we take customer privacy veryseriously, we send our customers a privacy pledgeeach year. Customers first receive the pledge uponopening an account, and interested parties can findthe pledge at www.usbank.com/privacy orwww.usbankcanada.com. The privacy pledgemaintains compliance with recent laws and givescustomers detailed information on why we gatherdata; how data is used; how it is maintained andprotected; and the circumstances in which data maybe shared.

The privacy pledge promises all U.S. Bank customersthat we will:

• collect only relevant information aboutcustomers;

• strive to keep accurate records;

• limit employee access to customer informationon a need-to-know basis;

• disclose to customers what information is sharedwith U.S. Bank companies and with others;

• provide customers ways to limit how theirinformation is shared; and

• investigate customer concerns aboutinappropriate sharing of information.

Familiarize yourself with the pledge, and follow allconsumer customer privacy procedures related toyour job. Above all, remember that your actionsshould always respect and protect customer privacy.

Open Communication

Open lines of communication are essential toemployee fulfillment and corporate success. AtU.S. Bank, we strive to create excellent relationshipsbetween and among all employees, includingmanagement. To facilitate this, we maintain an “opencommunication policy.” When you have questions orconcerns about your work responsibilities,environment, disciplinary actions or general workissues, meet with your supervisor or manager todiscuss them. If you do not feel comfortablediscussing the situation with your supervisor ormanager, consider discussing it with his or hermanager. Supervisors and managers strive to dowhatever they can to be of assistance. Experienceshows that most work-related problems are bestresolved between the employee and his or hersupervisor or manager; however, your supervisor ormanager can not help if he or she is not aware of theproblem. It is important to keep the lines ofcommunication open. Sometimes just talking about adifficult situation is a tremendous first step towardresolving the problem.

If you are concerned about discussing the problemwith your supervisor or manager, there are otheroptions. Your Human Resources representative isalso available to assist you in resolving or escalatingyour concerns. Human Resources will work with you,your supervisor or manager, and other levels ofmanagement to resolve a job-related problem. Theyare interested in helping with any type of problem—but their overall perspective might be especially usefulin cases where you feel the problem is sensitive orconfidential in nature, such as issues aroundharassment, discrimination, performance, salaryincreases or discipline.

You may also contact the U.S. Bank Ethics Lineto report concerns about inappropriate workplacebehaviour confidentially, anonymously if desired.You may reach the Ethics Line at 866-ETHICS4(866-384-4274). The Ethics Line is staffed 24 hoursa day, 7 days a week, 365 days a year, by anindependent call center.






The resource or resources you choose will dependon you, but keep in mind that a problem is likely toremain a problem until you do something about it.You must take the initiative and ask for help.

Policy Against Offensive Behaviourand Harassment

It is U.S. Bank’s policy and the responsibility of allemployees to maintain a working atmosphere freeof harassment, discrimination, intimidation andunwelcome, offensive, or inappropriate conduct,including sexual overtures, offensive jokes, graphicmaterial, etc. Verbal or physical conduct of ademeaning or sexual nature that creates anintimidating, hostile or offensive workingenvironment that in any way affects the employmentrelationship or is otherwise deemed by U.S. Bank tobe offensive and/or inappropriate is not permitted.Conduct may be deemed offensive behaviourprohibited by this policy even if it does not meet thelegal definition of harassment under the law. Allemployees are expected to complete WorkplaceHarassment Awareness training. Managers may beexpected to complete more specific HarassmentAwareness training. Please see the full policy andprocedures statement "Policy Against OffensiveBehaviour and Harassment for CanadianEmployees" located on USBnet (go to HumanResources, then HR Policies & Ethics, thenCanadian Employee Policies).

Non-Retaliation Policy*

U.S. Bank does not tolerate any retaliatory actionagainst any individual for good-faith reporting ofproblems such as ethics violations, illegal conduct,sexual harassment, discrimination, inappropriateworkplace behaviour or other serious issues.Allegations of retaliation will be investigated and, ifsubstantiated, appropriate disciplinary action will betaken, up to and including termination.

The non-retaliation policy is critical to U.S. Bank'sculture of expecting employees to report suspectedwrongdoing and is diligently enforced. Strong non-retaliation measures are vital to the success of thereporting process because employees must feel theycan report problems without fear of reprisals. Pleasecontact a supervisor, a manager, Human Resources,the Legal Department, or the Ethics Line at 866-ETHICS4 (866-384-4274) if you believe an instance ofretaliation has occurred.

Integrity in the Reporting Process*

Making false allegations, due to improper motives,is a serious issue and may result in disciplinaryaction. Such allegations undermine theeffectiveness of the reporting process, compromisethe reputation of others and will not be tolerated.

Corporate Highlights (continued)

* These policies are also contained in the U.S. Bank Code of Ethics and Business Conduct.

6

Introductory Period

The first three (3) months of employment areconsidered an introductory period. During this time,you and your supervisor or manager will worktogether to ensure that your new position is a goodmatch. Generally, it is expected that you will receiveperformance feedback during your first three (3)months.

Should your work performance or conduct at anytime during or after the introductory period not meetexpected requirements, you may decide it is not agood job fit and voluntarily terminate youremployment. U.S. Bank reserves a similar right toterminate your employment.

Performance Reviews

U.S. Bank pays for performance, and we believe inproviding positive and constructive feedback aboutperformance. You are responsible for participatingwith your supervisor or manager in discussionsabout goals and performance expectations for thereview period. Employees and supervisors ormanagers are encouraged throughout the year tohave informal performance discussions. Formalperformance reviews are usually conducted on anannual basis.

Performance and Conduct Counseling

Our objective is to retain employees whodemonstrate the skills, knowledge and behavioursconsistent with the goals and values of U.S. Bank. Ifyour performance or conduct does not meet theexpectations of the company, progressivecounseling may be provided to allow you areasonable opportunity to make the necessaryimprovements in order to succeed.

Career Advancement

The U.S. Bank Career Center makes it easy for youto search, create a profile and apply for otherpositions in the company. It is a true win-win whenU.S. Bank can fill open positions by promoting ortransferring qualified internal candidates and whenemployees are able to progress in their careergoals. Visit the U.S. Bank Career Center on USBnetor www.USBankHR.com to view open positions.

Career advancement is an individual process, andownership is maintained with the employee. Careeradvancement can be achieved through exceptionalwork and a development plan worked through witha manager. Any questions should be directed toyour manager or Human Resources representative.

To be eligible to apply for a position:

• You must have a minimum of 12 months ofservice in your current position at the time youapply for the new position;

• You must have satisfactory performance in yourcurrent position;

• You must meet the qualifications of the newposition;

• You must inform your current manager of yourintent to apply prior to applying for the openposition; and

• You must complete your profile and apply for thespecific requisition online through the U.S. BankCareer Center on USBnet.

While the above requirements are consideredmandatory, management may elect to deviate fromthe listed criteria under circumstances it deems are,in its sole discretion, appropriate. In addition,employees who are displaced and who are eligiblefor severance may post for open positions whilethey are receiving severance.

Working at U.S. Bank





If you are a Canadian citizen interested in applyingfor a position in the United States, you shoulddiscuss your eligibility for obtaining the necessarywork authorization with your manager and yourHuman Resources representative prior tosubmitting an application.

Employees who are displaced and who are eligiblefor severance may post for open positions whilethey are receiving severance.

Employment of Relatives/PersonalRelationships

Employment of relatives is permissible; however, it isU.S. Bank policy to minimize the impact of personalrelationships in the workplace and to avoid thehiring, transfer, or promotion of relatives ofemployees into situations where the possibility orperception of favouritism or conflicts of interestmight occur. Employment decisions of relatives willbe made on a case-by-case basis and incompliance with applicable laws.

Applicants will generally not be hired and/oremployees promoted or transferred into the samedepartment where a relative is already employed orareas where relatives may have direct supervision orsignificant influence.

Related employees generally are not permitted tooccupy positions that would result in one of theemployees being in the direct chain of authority orinfluence of the other. When this type of reportingrelationship is allowed to occur, it has the potentialto negatively impact employee morale andotherwise adversely affect the company.

If personal relationships occur, and one of theemployees is in the chain of authority or influence ofthe other, the relationship must be reported to thenext level supervisor or manager. This includessituations that occur through promotion, transfer,

restructuring, etc. Each situation will be reviewedindividually to determine what action, if any, isappropriate. A change of assignment may be madefor one of the two individuals affected.

In addition, other personal relationships should bereported in those situations where the relationshipmay give the appearance of compromising internalcontrols, even if there is no chain of authority orinfluence.

Business Appearance

We take pride in our professional reputation withcustomers, and we work hard to maintain thestandards that customers expect. The impressionyou make on a customer begins with yourappearance. You are expected to use goodjudgment and dress in a professional manner that isappropriate to your work surroundings and suited toyour particular job. Grooming and hygiene shouldalways reflect a professional standard in allpositions, including those that do not have directcontact with customers. In all cases, including workareas where business casual dress is the standard,employees are expected to maintain a professionalappearance that avoids extremes.

Be aware that your off-duty conduct and/orpersonal habits can cause an unprofessional orunpleasant impression on your coworkers orcustomers. Please avoid wearing heavy perfumescents, as well as excessive smoke and/or residualalcohol odors that may remain from off-dutyactivities.

Managers and supervisors are responsible fordefining appropriate attire and department dresscode guidelines and for asking employees tochange their attire if and when, in their opinion, it isconsidered unprofessional. If you have a questionabout appropriate dress for your work area, pleasediscuss it with your manager or supervisor.

Working at U.S. Bank (continued)

8

Use of Tobacco Products

U.S. Bank is committed to providing a safe andhealthy work environment for all employees andprohibits smoking and use of tobacco products inall indoor spaces occupied by employees. Thisincludes, but is not limited to, employees' desks,private offices, stairwells, rest rooms, conferencerooms, company vehicles, lunch or break rooms,copy or file rooms, and storage areas.

Working in More Than One Position atU.S. Bank

Occasionally, full- or part-time employees expressan interest in pursuing part-time assignments atU.S. Bank or one of its subsidiaries in addition to

their current positions. These part-timeopportunities may be available directly through aU.S. Bank manager or indirectly through atemporary agency that is working with a U.S. Bankmanager.

Generally, these arrangements are discouragedbecause the cost of overtime is not budgeted forpart-time positions, and wage and hour laws mayrequire that the hours of both positions beconsidered to determine if overtime wages are due.Before applying for or pursuing a second positionwithin U.S. Bank, you must consult with and receiveapproval from your manager and HumanResources.

Your Pay and Time Reporting


Working at U.S. Bank (continued)


Employee Status

An employee’s status is defined as follows:

• Full-Time: Employees who are regularlyscheduled to work 30 - 37.5 hours per week.

• Regular Part-Time: Employees who areregularly scheduled to work 20 – 29 hoursper week, or a minimum of 1,000 hours ina calendar year.

• Part-Time: Employees who are regularlyscheduled to work fewer than 20 hours perweek or fewer than 1,000 hours in a calendaryear.

• Temporary: Employees who are brought into theorganization with the intent that they will beemployed only for a short period of time. These

may include special assignments, on-callindividuals or seasonal assignments. Generally,the employment relationship lasts fewer than12 months and fewer than 1,000 hours in acalendar year.

Please consult with your manager or HumanResources generalist to determine whether you areeligible for overtime in accordance with applicableemployment standards legislation in the jurisdictionin which you work.

Payroll and Time Reporting

Employees are paid twice a month – on the15th and on the last day of the month. When ascheduled payday falls on a Saturday, Sunday,or holiday, you will be paid on the workday thatprecedes it.



Pay Methods

Employees are paid by one of two methods: actualtime reported or base salary plus/minus exceptiontime (exception time includes vacation or sick hoursreported, and for employees who are eligible forovertime, includes pay for additional hours workedin excess of your weekly standard hours or adeduction for standard hours not worked).Generally, part-time employees who are eligible forovertime are paid hourly based on actual timereported, while other employees are paid a basesalary plus/minus exception time.

• If you are paid hourly based on your actual timereported, two to three weeks of time is collectedand is generally paid on the payday for thefollowing pay period. For example, hours workedduring weeks ending 7th and 14th would be paidon the 31st. See your manager or supervisor forthe current time reporting schedule.

• If you are paid a base salary plus/minusexception time, you are paid a base salary eachpayday. Your base salary is your standard weeklyhours times your rate of pay times 52 weeksdivided by 24 pay periods. Any exception timefrom weeks ending during the pay period isreflected on the following payday.

Time Reporting

Regardless of the method by which you are paid, it isimportant that employees who are eligible forovertime report their time according to the proceduresprescribed by their supervisor or manager. In theabsence of direction from your supervisor, the generalmethod for reporting time is to record the exact timesyou start and end each work shift, including the mealperiod. From this record you can derive the totalhours worked for each day, rounded to the nearestone-tenth of an hour.

Work Schedule

The number of hours required to be worked at yourlocation may vary from department to departmentaccording to customer activity and work volume.Your supervisor or manager will explain yourworkweek and schedule to you and answer anyspecific questions.

Overtime Classifications

Overtime eligibility is determined by applicablefederal or provincial legislation. Employees who areeligible for overtime must complete a time recordeach day and submit it to your manager at the endof each time-tracking period. Employees who workin a managerial, supervisory or professional capacity,or who fall into any other exemption as defined bylaw, are not eligible for overtime.

Overtime

If you are eligible for overtime, you will receiveovertime pay at the rate of one and one-half timesyour regular rate for any time in excess of37.5 hours that you work in a standard workweek(unless the Canada Labour Code or applicableprovincial employment standards legislationprovides otherwise). Although you will be paid forovertime you work, you should not work overtimeunless it is approved in advance by your manageror supervisor. Absences such as sick days,excused absences, or vacation are not countedas hours worked in the calculation of overtime;however, holiday hours will count as hours workedfor the purpose of calculating overtime.

Deductions from Pay

It is important to understand that in the event youbecome indebted to U.S. Bank for any reasonconnected with your employment (i.e., not as acustomer), the company may, as permitted byCanadian legislation, deduct the debt from any payor other monies it owes to you. In the event you areoverpaid, the company may, in accordance with

Your Pay and Time Reporting (continued)

10

applicable law, withdraw the overpayment from yourdirect deposit account or from subsequentpaycheques, or may demand payment directly fromyou. If you receive payments that you are not due,you must report the overpayment to your supervisoror manager and Payroll immediately.

U.S. Bank prohibits deductions that do not complywith Canadian legislation. If you believe thatU.S. Bank has improperly deducted from your pay,please report this concern immediately to Payroll oryour Human Resources representative. You will bereimbursed for any deductions that do not complywith Canadian legislation.

Accurate Employment Records

Accurate employment records are important to payand benefit administration and to comply withapplicable employment standards legislation in theprovince or jurisdiction in which the employeeworks. Please ensure that you keep your recordsupdated for all of the following:

• Change of address or phone number

• Change of person to notify in case of an emergency

• Change in your legal name (Note: your name on thePayroll system must match exactly that shown onyour social insurance card)

• Change in marital status

• Change in insurance beneficiary or covereddependents

Time Away From Work


Your Pay and Time Reporting (continued)

Time Away From WorkAttendance/Tardiness

Good attendance and punctuality are essential tosuccessfully serving our customers and areimportant to your job performance. However, therewill be occasions when you will not be able to work.In such circumstances, your supervisor or managerhas the authority to approve use of paid time off upto the amount permitted by U.S. Bank policy and inaccordance with applicable laws. Please review thefollowing provisions for further information.

Occasional Sick Days

Full and regular part-time employees regularlyscheduled to work 20 or more hours per week maybe eligible to receive sick pay for absences up to six(6) days in a calendar year. Part-time employeeswho are regularly scheduled to work fewer than 20hours per week and temporary employees are noteligible to receive pay for such absences. Newemployees also may be eligible to receive pay for

absences; however, sick days will be prorated in thefirst year of employment as follows:

Date of Eligibility or Hire Paid Sick Days

1st quarter 5 days

2nd quarter 4 days

3rd quarter 3 days

4th quarter 2 days

Additional unpaid sick days will be granted inaccordance with Canada Labour Code requirementsor applicable employment standards legislation in theprovince or jurisdiction in which the employee works.

Sick days must be approved by your supervisor ormanager. Generally, requests will be approved wherethe reason for the absence complies with this policy.An employee may be asked to provide satisfactoryproof of the reason for his or her absence as acondition of approval. Sick days may be used for

Time Away From Work


such purposes as medical appointments, time off tocare for your personal illness or the illness of yourspouse/partner or dependent children. In addition,employees may use available sick time, vacation ortime off without pay to attend school conferences thatcannot be scheduled during non-working hours. Sickdays are not accrued, accumulated or paid out. Inaddition, unused sick days may not be carried intoanother calendar year. Employees who are paid onlyon commission may not be eligible for paid sick time.

Reporting Absences

You are expected to report all absences themselves,including late arrivals, directly to your supervisor ormanager and follow all reporting procedures requiredby the department. You may not report an absenceby leaving a voice mail, sending an email, or tellingyour co-workers unless your supervisor or managerapproves you reporting the absence in one of thesemanners. In addition, absences should not bereported by family members or friends except in thecase of an extreme emergency. You should state thereason for the absence and the expected time youwill return to work. Please note that contacting theU.S. Bank Employee Service Center or HumanResources does not satisfy the requirement tocontact your supervisor or manager directly to notifyhim or her that you will be absent.

This policy applies to any and all absences discussedin this handbook, including leaves of absence(personal or otherwise) and requests for use of paidvacation or floating holidays (or Paid Time Off whereapplicable).

Job Abandonment

If you remain absent from work for three (3)consecutive work days (or in compliance withprovincial laws and regulations) and fail to report theabsence directly to your supervisor or manager orrespond to inquiries from U.S. Bank about yourabsence, absent extenuating circumstances, you

may be assumed to have voluntarily abandoned yourjob. Contacting the U.S. Bank Employee ServiceCenter or your Human Resources representativedoes not satisfy the requirement to contact yourmanager directly to notify him or her that you will beabsent. The voluntary termination will be implementedat the end of the day on the third day of absence.Managers should inform Human Resourcesimmediately of employees who have abandoned theirjobs so that the appropriate termination notificationsmay occur.

Employees With Sick LeaveAccrual Balances

If you joined U.S. Bank as part of an acquisition thatcarried over sick leave accrual, you may continueusing the sick days you previously accrued for thesame types of absences that were allowed under thatsick leave accrual policy. Sick time under theOccasional Sick Days policy may be available to youonce your accrual is exhausted.

All of your qualifying time off with pay must berecorded on a time record and will be chargedagainst your accrual, reducing the amount of accruedsick leave you have left. The availability of the accrualdoes not guarantee that employees can take asmuch time off as they want or need, even if they havethe sick leave accrual balance to support the time off.Managers are responsible for ensuring that approvedtime off considers the needs of the department, thatgeneral U.S. Bank attendance guidelines areconsidered, and that attendance problems aremanaged effectively. In addition, employees with sickleave accrual balances are responsible for followingthe same reporting and leaves procedures asemployees without sick leave accrual balances.

Sick leave accrual balances expire upon terminationand are not paid out. In the event an employee issubsequently rehired, the previous sick leave accrualbalance is not reinstated.

Time Away from Work (continued)

12

Time Off Due to Disabilities

The U.S. Bancorp Canada Benefits program providesshort- and long-term disability income for benefit-eligible employees. If you are benefit-eligible, refer tothe Disability section of your U.S. Bancorp CanadaBenefits Employee Booklet from Sun Life forcomplete information regarding LTD coverage and theprocedures you must follow to obtain benefits. STDinformation can be obtained from your manager orHuman Resources representative. Failure to complypromptly with the requirements of the program mayresult in suspension or termination of benefits.

Leaves of Absence

A leave of absence is an approved absence, otherthan vacation, that meets the criteria outlined below.The length of the leave, your pay, benefits andreinstatement rights may differ depending on the typeof leave. In addition to the guidelines that follow,U.S. Bank will comply with any applicable federal orprovincial laws and regulations. If you have questionsabout time away from work or leaves, contact yourmanager or Human Resources representative.

Maternity Leave (Biological Mothers)

Every female employee who has completed sixconsecutive months of continuous employment, orthe minimum number of weeks of employment asprescribed by applicable employment standardslegislation in the province or jurisdiction in which theemployee works, with U.S. Bancorp may requestmaternity leave. The employee should submit awritten notice and present the medical certificate tothe U.S. Bank Leaves Department at #1 U.S. BankPlaza, SL-MO-T3EB, Attn: Sandi Boller, St. Louis,MO 63101, U.S.A., at least four weeks prior to thescheduled absence. The leave should not exceed17 weeks in duration and cannot begin any earlierthan 11 weeks before the delivery date, unlessapplicable employment standards legislation in theprovince or jurisdiction in which the employee worksprovides otherwise.

A pregnant or nursing employee may request thatU.S. Bank modify her current job functions, if theypose a health risk to her or her baby. If an employeeis unable to perform an essential function of her joband no alternative job is available, U.S. Bank mayrequire the pregnant employee to take a leave forthe time she is unable to perform those duties, ifpermitted by applicable employment standardslegislation.

After the maternity leave has been completed, theemployee will be reinstated to the position she hadprior to the maternity leave, or if the prior positionno longer exists, to a comparable position inaccordance with applicable employment standardslegislation in the province or jurisdiction in which theemployee works. For more details about maternityleave, please contact your manager or HumanResources generalist.

Parental Leave (Biological andAdoptive Parents)

Every employee who has completed six (6)consecutive months of continuous employmentwith U.S. Bank, or the minimum number of weeksas prescribed by applicable employment standardslegislation in the province or jurisdiction in which theemployee works, may request parental leave. Thisleave will normally take place in the year followingthe birth of the child or the day the child comes intothe employee’s care and custody. Should bothparents work for U.S. Bank, and should they bothelect to take parental leave, the mother must takeher parental leave in accordance with applicableemployment standards legislation; the other parentmay take parental leave once the mother’smaternity and paternity leaves have ended, and inaccordance with applicable employment standardslegislation. The same requirements listed undermaternity leave apply to parental leave. Note thatthe number of weeks of leave available varies fromprovince to province. For more details aboutparental leave, please contact your manager orHuman Resources generalist.

Time Away From Work



Time Away From Work


Jury Duty

You will receive your normal pay during the first 20days of jury duty; however, you are expected toreport to work during all regular working hours ifyour presence is not required in a jury room orcourt. If you are a second- or third-shift employeesummoned to jury duty, consult with your managerabout your schedule during this period. If jury dutyexceeds 20 days, U.S. Bank will pay the differencebetween jury pay and your regular pay for areasonable period of time, as defined by yourmanager and subject to any applicable legalrequirements.

Funeral/Bereavement Leave

All full-time and regular part-time employees aregenerally allowed up to five (5) days with pay to attendthe funeral of a member of their immediate family orstep-family. Immediate family or step-family membersinclude spouse/partner, children of the employee orthe employee's spouse/partner, parents of theemployee or the employee's spouse/partner, theemployee's brothers, sisters, grandparents andgrandchildren, and any person residing with theemployee. If paid leave is not provided for the funeralunder this policy, or additional time is needed, talk withyour supervisor or manager about the possibility ofusing vacation time, or to discuss the possibility ofusing unpaid personal emergency leave days, whereprovided by applicable employment standardslegislation in the province or jurisdiction in which theemployee works.

Personal Leaves

Full-time or regular part-time employees mayrequest an unpaid personal leave of absence – anapproved absence from work that is not covered bypaid sick leave, vacation or holidays or any otherleave policy. Your manager and Human Resourcesmay consider the reason for your request, thedemands of your job, the needs of your

department, your work record, and your length ofservice when you request a personal leave. Theapproval of a personal leave is generally limited to90 days and is left to the discretion of the managerand Human Resources who will discuss the termsand conditions of the leave with you. Talk with yourmanager or Human Resources as early as possibleto ensure you understand all applicable proceduresbefore you plan a personal leave.

Hazardous Conditions andWeather Emergencies

In order to ensure uninterrupted service tocustomers, all U.S. Bank units will remain openduring regularly scheduled hours under mostweather conditions. You should make everyreasonable effort to report to work when scheduled,even if weather or road conditions may cause latearrival.

In unusual cases of severe weather or hazardousconditions, U.S. Bank management may decide toclose a facility or office. There may be otherhazardous conditions (floods, earthquakes, poweroutages, etc.) that necessitate the closing of somework sites.

Generally, the senior manager of each market willmake decisions about office closings for theirlocations. A call-tree notification procedure or otherprocess for communicating decisions may be usedto inform employees of office closings. It is yourresponsibility to contact your manager or supervisorto determine whether the office will be open orclosed. Questions regarding pay procedures shouldbe directed to your supervisor or manager.


14

U.S. Bank provides a variety of programs andprocedures to help ensure the safety of allemployees at work, as well as the security ofinformation and property of our customers. Byteaming up with your manager or supervisor, youare the best link to keeping the workplace safe.Following are several specific security issues andprocedures that directly affect every U.S. Bankemployee.

Background Inquiries

Background inquiries will be conducted on all newemployees as a condition of employment. Inquirieswill also be conducted on current employees whoare offered a promotion and/or who post or transferto a position that has been predetermined byU.S. Bank to require a background inquiry. HumanResources will work with managers to determinewhich positions will require a background inquiry. Inall cases, continued employment with U.S. Bank willbe conditioned upon satisfactory results of thebackground inquiry.

Generally, a conviction record will not automaticallydisqualify an applicant from employment withU.S. Bank or affect the employment of a currentemployee. However, employees who fail to discloseconvictions or pre-trial diversions of criminal or civiloffenses on their employment application may besubsequently terminated for falsifying theirapplication and/or omitting background informationwhere the nature of the offence is material to his orher employment, and not protected by applicablehuman rights legislation.

As a regulated financial institution, it is incumbentupon U.S. Bank to prohibit the employment ofindividuals who have been convicted of mostcriminal offenses involving a breach of trust ordishonesty and/or theft. To ensure compliance withbanking laws, employees must report any pendingcharges and/or convictions of laws involvingdishonesty and/or theft or breach of trust, including

drug-related charges, even if they occurred outsideof the scope of employment. Further, admissions toacts involving dishonesty and/or theft or breach oftrust may result in termination, whether or not suchacts resulted in a conviction or involved lawenforcement. However, the facts and circumstanceswill be reviewed on a case-by-case basis.

These inquiries serve as an integral step inmaintaining the safety and soundness of thebanking and securities industry. You will be informedif the positions you are applying for require abackground inquiry and/or fingerprinting. U.S. Bankwill comply with all applicable provincial and federallaws governing background inquiries. Informationobtained through background inquiries will be keptconfidential and used only for business-relatedpurposes.

ID Access Cards or SecurityAccess Systems

Some U.S. Bank locations require ID access cardsor codes for entry into buildings and certainrestricted areas. If your location has an accesssystem, your manager or supervisor will coordinateissuance of an appropriate ID access card or codefor you. Your ID card or code is for your personaluse only. Sharing it with other employees or non-employees represents an unauthorized securitybreach that may subject you to disciplinary action upto and including termination. In the event your ID islost or stolen, immediately notify Corporate Securityand your manager or supervisor. A processing fee isassessed for a new card. If you transfer to a differentlocation or leave the company, your ID card must bereturned to your manager or supervisor or HumanResources on your last day of work.

Security at the Workplace

Security is everyone’s responsibility. Following are afew reminders that you can use to preserve a safeand secure environment at U.S. Bank:

Security and Safety on the Job





• Keep your valuables with you or secured in alocked desk or cabinet.

• Check the ID or work order of any repair- orsalesperson or inspector who wishes to entersecured or employee-designated areas.

• Always carry your keys and ID access card withyou.

• Report suspicious persons or activity to yourmanager or supervisor.

• Review and understand the U.S. Bank InformationSecurity Policies. The policies are available on theIntranet as well as from your Human Resourcesrepresentative or manager.

• Complete required training on the U.S. BankInformation Security Policies.

Please review theWorkplace Violence policycontained in this handbook for additional information.

Photographic Equipment

The use of photographic equipment (including film,digital cameras, video recorders or any other devicecapable of capturing or reproducing an image) onU.S. Bank property by unauthorized parties isprohibited.

If you see an unauthorized person taking photosinside or outside of any U.S. Bank facility, pleasecontact the senior manager of the facility immediately.You may also contact the U.S. Security ControlCenter at 800-685-5515 to report the incident (pleasebe prepared to provide specific location and call backinformation, including facility addresses andinternational dialing codes as needed whencontacting resources located in the U.S.).

Representatives from Corporate Security, CorporateReal Estate, Corporate Marketing and MediaRelations are regularly authorized to use photographicequipment at U.S. Bank facilities. In all suchinstances, the senior manager of the facility will benotified prior to any photos being taken. All other

parties must receive approval from their facility'ssenior manager prior to taking photos.

Photos of proprietary bank information, customerrecords or highly sensitive areas of any facility will beallowed only with the approval of Corporate Securityand the responsible senior manager. Sensitive areasinclude, but are not limited to: bank lobbies(particularly the security cameras), data centers,cash vaults or any other area not accessible to thegeneral public.

In addition to the above, please review theU.S. Bank Information Security Policies on thistopic. The policies are available on the Intranet aswell as from your Human Resources representativeor manager.

Workplace Violence

U.S. Bank is committed to providing a safe workenvironment. Threatening or intimidating behaviourby employees, customers, contractors, vendors,suppliers, partners, or others is not tolerated. Suchthreatening behaviour includes, but is not limited to,any action, word or use of an object that is intendedto harm or intimidate or which has the effect ofharming or intimidating another person. Violation ofthis policy may result in disciplinary action, includingimmediate termination.

Employees are required to immediately report tomanagement, any local security services, or HumanResources any threats or behaviour regarded asintimidating or potentially dangerous. Employeesshould also be prepared to contact local authorities(911) in the event threatening behaviour must beaddressed immediately. Such behaviour should bereported to management or Human Resourceseven if there was no actual violence or direct threatwhere there is a risk of the behaviour becoming anissue in the workplace. Taunting, malicious teasing,non-physically abusive conduct, and stalking aresome behaviours that may escalate into violentconduct which should be reported.

Security and Safety on the Job(continued)

16

If the situation does not create immediate safetyconcerns, employees in Canada may also useU.S. Bank's Security Control Center located in theU.S. as a resource by calling 1-800-685-5515 ormay contact the Ethics Line at 866-ETHICS4 (866-384-4274) to report concerns about behavioursdescribed in this policy; please be prepared toprovide specific location and call back information,including facility addresses and international dialingcodes as needed when contacting resourceslocated in the U.S.

Restraining Orders

Employees who obtain a restraining order listingU.S. Bank locations as protected areas areresponsible for immediately reporting thisinformation to management and U.S. BankCorporate Security. Corporate Security will evaluatesecurity measures for the workplace. Changes to ortermination of a restraining order must also bereported immediately.

You may find information about the U.S. BankDomestic Violence Policy on the HR tab of USBnetunder “HR Policies & Ethics.”

Weapons

No form of weapon (e.g. knives, guns, explosives ortoxic substances) will be allowed on companypremises or at company-sponsored functions. Thisincludes concealed weapons for which a personmay have a permit. Employees who bring weaponson company premises or to functions, imply theyhave such weapons on company premises or atfunctions or make statements that appear tothreaten the safety of others may be subject todisciplinary action, including termination. Thisprovision applies to any person who is on companypremises, with the exception of law enforcement ordesignated security guards.

Accidents and Injuries at Work

If you have an accident or are injured on the job,you must report the incident immediately to yourmanager or supervisor. You may also need tocontact your group health insurance provider.

Should a customer or other non-employee beinjured on company premises, please notify yourmanager or supervisor or local security as soon aspossible. Take the following actions as appropriate:

• Ask injured party if medical assistance is needed.Call emergency support if requested (e.g. 911).

• Take necessary steps to insure that no one else isinjured (clean up hazard, call maintenance, etc).

• If the person is injured and needs medicalassistance, managers must report an autoaccident or customer incident to U.S. BankCorporate Insurance by completing an Auto orGeneral Liability claim form and sending it via emailto [email protected].

• Call U.S. Bank Corporate Insurance at1-877-839-3160 if you have any questionsabout the claims process.

Of course, if the accident or injury is an emergency,follow your local emergency procedures immediately.



Security and Safety on the Job(continued)

Employee Benefits


Benefits

The U.S. Bancorp Canada Benefits program providesbenefits to protect your health and welfare and that ofyour family. Along with the U.S. Bancorp CanadaBenefits, you have access to two retirement plansdesigned to help you meet your retirement objectives.These are the U.S. Bancorp Employee Savings Plan(ESP) and the U.S. Bancorp Pension Plan. Eligibleemployees can contribute up to 10% of annual basesalary to the ESP. U.S. Bancorp makes a matchingcontribution of $.50 to ESP for every $1 that youcontribute, up to the first 6% of your annual basesalary. The U.S. Bancorp Pension Plan is a definedbenefit plan and is totally funded by the company. Thebenefits provided by the pension plan are determinedon the basis of your average earnings and/or salary atretirement and years of service with the company.Eligible employees can refer to their Summary PlanDescriptions for additional information on retirementoptions.

If there are differences between any benefitinformation contained in this handbook andthe plan/program document, theplan/program document will govern.

Holidays

Eligibility

U.S. Bank provides paid holidays to eligible activefull-time and part-time employees.

List of Holidays

The list below indicates the holidays for whichU.S. Bank provides either a designated day off or apersonal day off (floating holiday), depending on theholiday schedule for your location or business line.

If your location is open on one of the holidays listedbelow and you are required to work, you will eitherreceive holiday pay, and premium pay where

applicable, or your location or business line maychoose to designate a different day off. The intent isfor all employees to receive the same number ofholidays each year. The list below applies to alllocations, unless otherwise noted.

• New Year’s Day (January 1)

• Civic Holiday (January 2 – Quebec)

• Family Day (third Monday in February – Albertaand Ontario)

• Good Friday (Friday before Easter) (Quebecresidents may observe the Monday followingEaster as a holiday in place of Good Friday)

• Victoria Day (Monday preceding May 25)

• Quebec National Day (June 24 – Quebec)

• Canada Day (July 1)

• Civic Holiday/Simcoe Day (first Monday inAugust – Ontario)

• Heritage Day (first Monday in August – Alberta)

• Labour Day (first Monday in September)

• Thanksgiving Day (second Monday in October)

• Remembrance Day (November 11)

• Christmas Day (December 25)

• Boxing Day (December 26)

If your location observes 10 or fewer designatedholidays, you are eligible for one floating holidayduring that calendar year after you complete threefull months of active service in that year. This floatingholiday must be scheduled in advance with yourmanager.

Holiday Pay

Employees Eligible for Overtime

Employees may be eligible to receive holiday pay,and/or premium pay as applicable, for observedpublic holidays, whether or not they work on the

Employee Benefits

18

holiday. In determining an employee’s holiday payentitlements, U.S. Bank will follow applicableemployment standards legislation in the province orjurisdiction in which the employee works.Employees of federally-regulated U.S. Banklocations will be provided with holiday pay inaccordance with the provisions of the CanadaLabour Code, as amended.

Employees Not Eligible for Overtime

If your workload requires you to work on a holiday,you’ll receive a personal holiday in lieu of thatholiday.

Religious Holiday

You may request time off for the observance of areligious holiday of your faith. Your manager will tryto accommodate your request for time off. Vacationdays may be used for religious holidays.

Vacation

Employees become eligible for paid vacation time inaccordance with applicable employment standardslegislation in the province or jurisdiction in which theemployee works.

The amount of vacation you earn depends on yourlength of uninterrupted service and your grade level.

All newly hired or rehired full-time employees,regardless of grade, will earn one day of paid vacationtime for each full month of employment, up to amaximum of 10 days during their first calendar year,and not less than vacation pay required underapplicable employment standards legislation in theprovince or jurisdiction in which the employee works.

Employees who are employed by U.S. Bank(including service with Royal Bank) on or beforeJanuary 1 of the current vacation year will earnvacation according to this schedule:*

Employee Benefits


Employee Benefits (continued)

Grades** 10 Days 15 Days 20 Days 25 Days

A-G, 8-9Fewer than 3 years

of service3-9 yearsof service

10-19 yearsof service

20+ yearsof service

H, 10-11 N/AFewer than 10 years

of service10-19 yearsof service

20+ yearsof service

12-16 N/A N/AFewer than 20 years

of service20+ yearsof service

* Both part-time and full-time employees earn vacation in accordance with the schedule above. However, for part-timeemployees, earned vacation will generally be calculated on the basis of average hours worked in the 20 days prior to theholiday, and vacation will be tracked in terms of hours rather than days.

** The grades displayed in this chart reflect U.S. Bank National Association Canada branch grades.

Employee Benefits


Termination

Although you are allocated vacation in accordancewith the above policy, this vacation is earned byservice throughout the entire year. At any given time,you may have earned more vacation than you havetaken, or, you may have taken more vacation thanyou have earned. If your employment ends and youhave not taken all of the vacation you have earned,you will be paid for this unused vacation and, whererequired by applicable federal or provincial legislation,for any vacation time that accrues during a statutorynotice period. Similarly, by accepting vacation, youagree that any vacation pay received but not yetearned at the time of your termination is a debt to thecompany, and that the company may, as permissibleby applicable law, withdraw the overpayment fromany final pay due, from your direct deposit account, ormay demand payment directly from you.

Breaks in Service

Vacation eligibility for former employees who arerehired will be determined on the basis of their currentrehire date. In other words, credit will not be given forprevious employment.

Adoption Assistance

U.S. Bank offers financial assistance to employeeswho choose to legally adopt a child. Full- andregular part-time employees are eligible forreimbursements of up to $2,500 per adoption, witha maximum of $2,500 per year, per family. Part-timeand temporary employees are not eligible forfinancial assistance.

Reimbursable expenses include:

• Agency and placement fees

• Legal fees and court costs

• Temporary foster care costs

• Immigration, immunization and translation fees

Expenses not considered eligible include voluntarydonations or contributions, medical expenses,travel, and other costs that you are not legallyrequired to pay as part of the adoption process. Taxwithholding will comply with federal or provinciallaws and regulations.

Canadian Bankers Association

U.S. Bancorp supports participation in CanadianBankers Association banking-related courses.

Eligibility

Regular full-time employees and part-timeemployees scheduled to work at least 20 hoursper week are eligible to take Canadian BankersAssociation courses. Employees on unpaid leavesof absence are not eligible under this policy.Employees whose jobs are eliminated and who areeligible for severance may complete courses thatare outstanding at the time their position iseliminated but will not be eligible to enroll in newcourses.

Types of Assistance

Tuition is paid in advance by U.S. Bank andpayment is made directly to the Canadian BankersAssociation. However, if you do not satisfactorilycomplete a course in which you are enrolled, youwill be required to reimburse U.S. Bank.


20

Other Provisions

Outstanding advances and reimbursements may bededucted from your pay if you:

• terminate your employment prior to satisfactorilycompleting the course; or

• fail to satisfactorily complete the course with agrade of “C-” or better.

Some exceptions may be made for employeeswhose positions are eliminated and who areseverance-eligible.

Please discuss Canadian Bankers Association rulesand procedures with your manager before youenroll in a course.

Employee Assistance

How we handle life’s everyday challenges cansignificantly affect our professional and personallives. The employee assistance program atU.S. Bank provides a variety of tools to supportyou as you try to balance your work and life needs.All of the tools can be accessed through a singleprovider: LifeWorks.

U.S. Bank contracts with Ceridian, an externalvendor, to make the LifeWorks program easy andconfidential for you to access. LifeWorks goesbeyond the typical employee assistance program.There is a wide range of services readily available,such as referrals for childcare and elder care,practical tips on reducing the stress of moving andmanaging your financial concerns. There is evengeneral health and wellness information rangingfrom personal safety to fitness. Just a few of the

resources you have access to include:

• Traditional EAP Counseling: 24-hour confidentialand professional counseling (either by phone orwith a referral) for employees and their familymembers on a broad range of personal issues,such as relationships, stress, substance abuse,grief and loss, physical abuse, health concernsand legal problems. Counselors will attempt tohelp you sort out the problem and, whenappropriate, refer you to a qualified resource.Efforts will be made to align such a referral with anymedical plan you may have. Confidentiality will berespected except in situations where there is aperceived threat of violence in the workplace orwhen notification is required by law.

• Information Resource: Consultation andpersonalized searches for information orassistance you may need for everyday living. Thismight include subjects such as consumer issues,parenting classes, home remodeling and repair,specific health topics, fitness, and communityservices. In addition to personalized informationsearches, materials, booklets and kits are availablefree of charge and mailed to employees or areavailable on the LifeWorks Web site atwww.lifeworks.com.

• Child Care Resource and Referral: Informationand assistance in locating local child careproviders, including day care centers, nurseryschools, licensed family day care, summer campsand school-age programs, as well as consultationon becoming a parent, exploring adoption,strategies for working parents, special needsprograms, choosing a school, finding scholarships,applying for college, study skills and options afterhigh school.

• Elder Care Referral Service: Information andcounseling on caring for elderly family membersregarding such issues as finances, housingoptions, family relationships, long-distancecaregiving, community services, Medicare and

Employee Benefits



Employee Benefits


Medicaid, fitness, home health, dealing withdisability, living wills, home safety checks andhealth care.

• Legal and Financial Issues: Information andassistance in family matters, criminal matters,wills/living wills, credit management, budgeting,divorce and custody issues.

Accessing LifeWorks

There are three ways you can use the program:

1. Help Line: The first option is a telephone callto a counselor at LifeWorks. This free service isavailable 24 hours a day through the followingtoll-free numbers:877-207-8833 - English877-307-1080 - French877-371-9978 - TDD

2. In-Person Counseling: Your second option is toask the Help Line for a referral to a localprofessional assistance resource so you mayschedule an in-person appointment with thatresource directly. The Help Line will attempt to findresources in your area that are covered underyour medical plan, or other available communityresources, in an effort to limit your out-of-pocketexpenses for this assistance.

3. Online: The LifeWorks Web site is aconvenient, personalized resource available toyou and your family any time, day or night. Itgives you immediate access to an array of workand life services. The site is filled with usefulinformation and quick tools that can help youbalance your work and personal life. You mayaccess the Web site at www.lifeworks.com; theuser ID is usbank, and the password is 1234(“francais” for French speakers). You can alsolink to the LifeWorks site from USBnet (under

the Human Resources tab, within "Find itFast.") Here are just a few features of theWeb site:

• Child Care Locator: Search for child care centersnear your home or work.

• Elder Care Finder: Locate nursing homes,assisted living arrangements and home healthagencies in any community.

• School Locator: Access information aboutthousands of colleges and universities.

• Newsletters: Sign up for a free newslettersubscription that addresses a variety of life issues.

• Moderated Chat: Chat on a variety of issues,moderated by trained consultants for advice andinformation accuracy.

• Interactive Tools: Try out one of many quizzes toassess particular health topics such as depression,or use the financial calculators to help youdetermine the cost of loans or the size ofmortgage for which you might qualify.

• Advice: Email access to a LifeWorks consultant.

• Supporting Resources: View, listen, or print anarray of informative materials.

LifeWorks Program Cost

There is no charge for services provided byLifeWorks. However, if you are referred to anoutside service, such as a health professional foradditional counseling or for rehabilitation services,you will be responsible for any costs incurred.Check your benefit materials to determine theextent to which these types of services may becovered by your health care plan.


22Community Involvement


Community Involvement

At U.S. Bank, we believe that our success dependson the vitality of the communities we serve. Webring together many resources to help buildsolutions for individuals, businesses and communityorganizations as they pursue social, economic,educational and cultural goals. From the smallesttowns to the largest cities, U.S. Bank strives to be agenerous corporate citizen in a variety of ways:

• Corporate Giving and Volunteerism: Ouremployees donate their time and expertise, andwe provide millions in cash and in-kind donationsto support nonprofit organizations throughout ourbanking region.

• Community Development: U.S. Bank iscommitted to helping revitalize our neighborhoods.Working with local communities and businesses,we offer a variety of lending, investment andservice programs that improve the vitality of ourcommunities.

• Sponsorships and Events: U.S. Bank supportsa wide variety of professional, minor league andcollegiate sports; innovative arts and culturalvenues and programs; as well as festivals and civicevents.

Volunteerism

In the communities where U.S. Bank does business,U.S. Bank employees enjoy a reputation as active,involved volunteers. U.S. Bank strongly encouragesand is fully supportive of community involvement byall employees. The decision to participate is anindividual choice, however, and no employee isrequired to take part in volunteer activities.

While most volunteer commitments take place afterregular business hours, some may require timeduring the workday. Managers are encouraged toorganize workflow in such a way that volunteers areallowed to fulfill their commitments when possibleand if work needs permit

Index


Index

AAbsences, job abandonment, 11Absences, leaves of, 12Absences, reporting of, 11Accidents and injuries at work, 16Adoption assistance, 19Appearance, employee, 7Attendance, 10

BBackground inquiries, employee, 14Business appearance, 7

CCanadian Bankers Association, 19Career advancement, 6Changes, employment records, 10Child care resource and referral,EAP, 22

Communication, open, 4Community involvement, 22Conduct, employee, 6Corporate giving, 22Corporate highlights, 2Customers, Privacy Pledge, 4Customers, promise to, 3

DDisabilities, time off due to, 12

EElder care referral service, EAP, 22Employee assistance, 20Employee status, 8Employee, full-time, 8Employee, part-time, 8Employee, regular part-time, 8Employee, temporary, 8Employment of relatives, 7Employment records, changes, 10Employment, introductory period, 6Employment, more than one positionat U.S. Bank, 8

FFull-time employee status, 8Funeral/bereavement leave, 13

HHazardous conditions, 13Holidays, 17Holidays, floating, 17Holidays, religious, 18Hours of operation, work schedule, 9

IID access cards, 14Illness, absences due to, 10Injuries at work, 16Introductory period, employment, 6

JJob abandonment, 11Jury duty, 13

LLeaves of absence, 12Legal and financial issues, EAP, 22LifeWorks, 20

MMaternity leave (biological mothers),12

Mission, 2

OOpen Communication, 4Overtime, 9

PParental leave (biological andadoptive parents), 12

Partner, definition of, iiiPart-time employee status, 8Pay, actual time method, 9Pay, base salary method, 9Pay, deductions from, 9Pay, overtime, 9Pay, schedule, 8People strategy: Connect, Develop,Reward, Lead, 3

Payroll and time reporting, 8Performance counseling, 6Performance reviews, 6Personal leave of absence, 13

Personal relationships, employment, 7Photographic equipment, 15Privacy Pledge, 4

RRegular part-time employee status, 8Religious holidays, 18Restraining orders, security, 16

SSecurity, ID access cards andcodes, 14

Security, restraining orders, 16Security, tips for workplace, 14Security, weapons prohibited, 16Security, workplace violence, 15Sick days, 10Sick leave accrual balances, 11Smoking, 8Sponsorships and events, 22Spouse/partner, iii

TTardiness, 10Temporary employee status, 8Time away from work, 10Time reporting, 9Tobacco products, use of, 8

VVacation, 18Vacation, earning schedule, 18Vacation, impact of termination, 19Vacation, new employees, 18Violence in the workplace, 15Volunteerism, 22

WWeapons, 16Weather emergencies, 13Work schedule, 9Working in more than one positionat U.S. Bank, 8

Workplace Violence, 15

HR1099B (6/2009)

U.S. Bank Policies and Programs Employee Handbook · PDF fileU.S. Bank Policies and Programs...

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Transcript of U.S. Bank Policies and Programs Employee Handbook · PDF fileU.S. Bank Policies and Programs...