Introduction
Our Code of Conduct (“the Code”) provides a general statement of the expectations of A.D.A.M. regarding the ethical standards that each officer, employee, contract worker, business partner and director of A.D.A.M. should adhere to. This Code is designed to promote an honest, ethical, and positive work environment.

Our reputation, and ultimate success, requires each of us to consistently exercise good judgment in everything we do. This means following the spirit of this Code and the spirit of the law when the Code and the law do not provide specific guidance.

Escalation Process
Any questions, issues or potential issues regarding or relating to our Code, should be immediately brought to your manager’s attention. Should there be a concern about speaking with your manager, or if you believe there was not satisfactory resolution, then you should escalate your concern directly to the Compliance Director or the Ethics Hotline, which is posted on our internal website.

Compliance with Laws and Regulations
It is A.D.A.M.’s policy to comply with all applicable federal or state laws, rules, and regulations, the laws of any other jurisdictions in which we conduct business and the rules and regulations of self-regulatory organizations of which we are a member. Obeying the law, both in letter and spirit, is the foundation on which our ethical standards are built. It is the responsibility of each of us to respect and adhere to such applicable laws, rules, and regulations. If you are uncertain about the interpretation and/or application of any law or regulation, you should consult with your manager and escalate your concern if necessary.

Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at A.D.A.M. will be based on merit, qualifications, and abilities. A.D.A.M. does not discriminate in employment opportunities or practices on the basis of race, color, creed, religion, sex, national origin, age, citizenship, sexual orientation, disability, or any other characteristic protected by law.

A.D.A.M. will make reasonable accommodations for qualified individuals with known disabilities, unless doing so would result in an undue hardship to A.D.A.M. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, benefits and training. Qualified individuals with disabilities may make requests for reasonable accommodation to their manager or to Human Resources.

If you have questions or concerns about any type of discrimination in the workplace, you are encouraged to bring these issues to the attention of your manager, senior manager or the Human Resources department. If you feel that you have been subjected to discrimination by other employees, officers or any agents of A.D.A.M., you should report the incident or complaint directly to Human Resources, who will investigate and attempt to resolve the matter. You can raise your concern and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

Harassment-Free Workplace
A.D.A.M. has adopted a strict policy with respect to unlawful employee harassment. A.D.A.M. is committed to providing a work environment that is pleasant, professional and free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability, or any other legally protected characteristic will not be tolerated.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:

• Unwanted sexual advances.
• Offering employment benefits in exchange for sexual favors.
• Making, or threatening, reprisals after a negative response to sexual advances.
• Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters.
• Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
• Verbal sexual advances or propositions.
• Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.
• Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

If you experience, or witness, sexual or other unlawful harassment in the workplace, report it immediately to your manager. You are not required to complain first to your immediate manager if that manager is the harasser. You can raise bona fide concerns and make reports without fear of reprisal or retaliation.

Allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality, and that of any witnesses and the alleged harasser, will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

Any manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resources department, or any member of management, so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

A.D.A.M. absolutely prohibits any form of retaliation against any employee for filing a bona fide complaint or assisting in a complaint investigation. If, however, after investigating a complaint, A.D.A.M. determines that the complaint was not bona fide and was not made in good faith, or that false information was provided regarding the complaint, disciplinary action may be taken against the person whogave the false information or filed the complaint.

A.D.A.M. will not be responsible for harassment of one employee by another employee, if no report is made of the harassment. The individual who makes unwelcome advances, threatens, or in any way harasses another employee, is personally liable for such actions and their consequences.

Liability for Harassment
Any employee who engages in prohibited harassment, including any manager or supervisor, who knew about the harassment but took no action to stop it, may be held personally liable for monetary damages. Any manager or supervisor who knew about harassment and took no action to stop it or failed to report the harassment to any member of the management team, or Human Resources for A.D.A.M. may also be subject to discipline up to and including termination. A.D.A.M. does not consider conduct in violation of this policy to be within the course and scope of employment or the direct consequence of the discharge of one’s duties. Accordingly, to the extent permitted by law, A.D.A.M, reserves the right not to provide a defense or pay damages assessed against employees for conduct in violation of this policy.

Drug-Free Workplace and Alcohol Use
It is A.D.A.M.’s desire to provide a drug-free, healthful, and safe workplace. To promote this goal, you are required to report to work in appropriate mental and physical condition to perform your job in a satisfactory manner.

While on A.D.A.M.’s premises, and while conducting business-related activities off A.D.A.M.’s premises, you may not use, possess, distribute, sell, or be under the influence of illegal drugs. The legal use of prescribed drugs is permitted on the job, only if it does not impair your ability to perform the essential functions of the job effectively, and in a safe manner that does not endanger other individuals in the workplace. Also while on A.D.A.M.’s premises, and while conducting business related activities off premises, you may not be under the influence of alcohol.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.

A.D.A.M. reserves the right to test current employees in the future. Such testing may be initiated on a Company-wide basis, or individually if there is reasonable cause to suspect drug abuse or at time of workplace injury. Testing is conducted in a manner that provides maximum privacy and reliability.

If you have questions or concerns about substance dependency or abuse, you are encouraged to discuss these matters with your manager or Human Resources to receive assistance or referrals to appropriate resources in the community.

If you have a drug or alcohol problem that has not resulted in disciplinary action, including pending investigations that may lead to disciplinary action, you may request approval to take a Personal Leave to participate in a rehabilitation or treatment program through A.D.A.M.’s or other health insurance benefit coverage.

Leave may be granted if you agree to abstain from use of the problem substance; abide by A.D.A.M.’s policies, rules, and prohibitions relating to conduct in the workplace; and if granting the leave will not cause A.D.A.M. any undue hardship.

You may contact Human Resources with questions, concerns or issues related to drug or alcohol use in the workplace without fear of reprisal.

Violence-Free Workplace
A.D.A.M. is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general, A.D.A.M. has adopted a “zero tolerance” regarding violence in the workplace. The following are guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises.

Employees, including managers, temporary employees and contractors, as well as, vendors, customers and visitors should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, "horseplay," or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of A.D.A.M. without proper authorization. Possession of a weapon is grounds for immediate termination.

Conduct that threatens, intimidates, or coerces another employee or a customer at any time, including off-duty periods, will not be tolerated. This prohibition includes acts of harassment, including harassment that is based recognized A.D.A.M. EEOC characteristics described elsewhere in this guide book.

Threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your manager, Human Resources or any other member of management. When reporting a threat of violence, you should be as specific and detailed as possible. Suspicious individuals or activities should also be reported as soon as possible to management. Do not place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to intercede or see what is happening.

A.D.A.M. will promptly and thoroughly investigate all reports of threats of (or actual) violence, and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, A.D.A.M. may suspend employees, either with or without pay, pending investigation.
Anyone determined to be responsible for threats of (or actual) violence, or other conduct that is in violation of these guidelines, will be subject to prompt disciplinary action, up to and including termination of employment.

A.D.A.M. encourages employees to bring their disputes or differences with other employees to the attention of their managers, or the Human Resources Department, before the situation escalates into potential violence. A.D.A.M. is eager to assist in the resolution of employee disputes, and will not discipline employees for raising such concerns.

Financial Integrity
Uncompromising financial integrity is of paramount importance to A.D.A.M., and
it must be recognized as an absolute necessity in our daily operations. A.D.A.M.’s financial statements (internal and external), including associated disclosures, must at all times be:

• prepared in compliance with GAAP (Generally Accepted Accounting Principles) and U.S. SEC (Securities Exchange Commission) guidelines, as well as other rules and regulations of local, state, and federal governments, and other appropriate private and public regulatory agencies; and
• accurate, reliable and complete in all material respects.

If you are uncomfortable with the propriety of A.D.A.M.’s financial statements, disclosures or other practices, you should consult with a supervisor, and escalate if necessary.

Conflicts of Interest
All of us are expected to avoid engaging in activities that conflict with, or are reasonably likely to conflict with, the best interests of A.D.A.M. and our shareholders. We should never use or attempt to use our position within A.D.A.M. to obtain any improper benefit for ourselves, for our family members, or for any other person. In addition, we should not have any position with or substantial interest in, any business enterprise for profit that would conflict with our responsibilities or job performance with A.D.A.M..

Conflicts of interest also applies to our immediate family members to the extent that an employee, officer or director (or a member of immediate family) of A.D.A.M. has a beneficial interest (and over which it can exercise or influence decision making), and any person with whom the employee, officer or director of A.D.A.M. (or a member of immediate family) has a substantial business relationship. An “immediate family member” includes any parent, child, spouse, domestic partner, brother, sister, parent- in-law, grandparent, and grandchild.

If you believe that a conflict of interest exists or may arise, you should immediately disclose the nature and extent of the conflict, or potential conflict, to your manager and escalate if necessary. Along with appropriate officials of A.D.A.M., the conflict will be evaluated and appropriate action taken, if any, to ensure that A.D.A.M.’s interests are protected.

Insider Trading
Employees, officers and directors of A.D.A.M. who have access to confidential information are not permitted to use or share that information for stock trading purposes. All non-public information about A.D.A.M. should be considered confidential information. To use non-public information, often referred to as “insider information,” for personal financial benefit or to tip others, even immediate family members, who might make an investment decision on the basis of this information is not only unethical, but also illegal. You must follow our Insider Trading Policy which details how you, as an “insider”, may trade in A.D.A.M. stock.

Competition and Fair Dealing
We seek to outperform our competition fairly and honestly. Our ability to compete is based solely on superior performance, never through unethical or illegal business practices. Stealing proprietary information, possessing trade secret information that was obtained without the owner’s consent, or inducing such disclosures by past or present employees of other companies is prohibited. Each of us should endeavor to respect the rights of and deal fairly with our customers, suppliers, business partners, competitors and our fellow employees. None of us should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other intentional unfair-dealing practice.

Antitrust laws and regulations are meant to ensure that the marketplace remains competitive. Compliance with the antitrust laws and all other laws covering competition is of the utmost importance to A.D.A.M., and each of us has a responsibility to comply with them. Antitrust laws can be complex, and you are encouraged to seek the advice of the Compliance Director if you have any questions.

Recordkeeping
A.D.A.M. requires honest and accurate recording and reporting of information in order to make responsible business decisions.

Many of us regularly use business expense accounts, which must be documented and recorded accurately. If you are not sure whether a certain expense is appropriate or legitimate, ask your manager. Rules and guidelines are available on our internal website.

All of A.D.A.M.’s books, records, accounts and financial statements must be maintained in reasonable detail, must appropriately reflect A.D.A.M.’s transactions, and must conform both to applicable legal requirements and to our system of internal controls.

Protection and Proper Use of Company Assets
All of us should protect our assets and ensure their efficient use. Theft, carelessness, and waste have a direct impact on our profitability. A.D.A.M. owns a broad range of property, and we have a responsibility to safeguard the property owned by us and our shareholders. The law forbids anyone from stealing the property of A.D.A.M., including cash, credit cards and other tangible and intangible assets. Any suspected incident of fraud or theft should be immediately reported for investigation. Our information technology system and other technology resources may be used only for legitimate business-related communications, though occasional personal use that is professional and does not interfere with our business may be permitted. We are prohibited from sharing our passwords, or our customers’ passwords. The unauthorized use and/or disclosure of other users’ passwords is prohibited. We must abide by all security restrictions for all of our technology systems and resources and are prohibited from attempting to evade, disable or “crack” passwords or other security provisions or otherwise attempt to improperly access such systems or resources.

Technology, ideas, trade secrets, customer lists, unannounced financial data, marketing and pricing strategies, and business plans, are among others, A.D.A.M.’s most valuable business assets. Protecting their confidential and proprietary nature is the ethical duty of all of us. All of us should consider whether information we handle or share might give A.D.A.M. a competitive advantage or could damage A.D.A.M. if its disclosure were out of our control. If so, it would be considered confidential. When in doubt, ask your manager, and escalate if necessary.

Compliance Procedures and Reporting
Each of us must work together to ensure compliance with the law and this Code, and to protect A.D.A.M. from unethical or illegal actions by anyone. All of us are responsible for acquiring sufficient knowledge to recognize compliance issues applicable to our jobs and for appropriately seeking advice regarding such issues. However, in some situations it is difficult to know right from wrong. Since we cannot anticipate every situation that will arise, it is important that we have a way to approach a new question or problem. These are the steps to keep in mind:

• Ask yourself: What specifically am I being asked to do? Does it seem unethical or improper? This will enable you to focus on the specific question you are faced with, and the alternatives you have. Use your judgment and common sense; if something seems unethical or improper, it may very well be.
• Clarify your responsibility and role. In most situations, there is shared responsibility. Are your colleagues informed? It may help to get others involved and discuss the problem.
• Always ask first, act later: If you are unsure of what to do in any situation seek guidance before you act.
• Discuss the problem with your manager. This is the basic guidance for all situations. In many cases, your manager will be more knowledgeable about the question, and will appreciate being brought into the decision making process. Remember that it is your manager’s responsibility to help solve problems.
• Seek help from other A.D.A.M. resources. In situations where you do not feel comfortable approaching your manager with your issue, discuss it with your Compliance Director or call the Ethics Hotline, which is posted on our internal website. You may report ethical violations or other conduct that is inconsistent with this Code anonymously and in confidence, and without fear of retaliation. All reports will be promptly and thoroughly investigated, and done so as confidentially as possible. All of us must cooperate with these investigations.
• We do not permit retaliation of any kind against employees for good faith reports of ethical violations and for participating in an investigation.

Enforcement
Any violation of applicable law or any deviation from the standards embodied in
our Code will result in appropriate corrective and/or disciplinary action, up to and
including termination of your employment.

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Standards of Conduct

To ensure orderly operations and provide the best possible work environment, A.D.A.M. expects employees to follow rules of conduct that will protect the interests and safety of employees 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 immediate termination of employment, without prior warning, at the sole discretion of A.D.A.M.

• Theft or inappropriate removal or possession of A.D.A.M. property or property of another employee
• Falsification of Company records; including but not limited to employment, attendance and or expense records
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating Company-owned or provided vehicles or equipment
• Fighting or threatening violence in the workplace
• Negligence or improper conduct leading to damage of Company-owned or customer-owned property
• Insubordination or other disrespectful conduct
  
• Non-compliance or violation of any established safety or health rule (s)
• Sexual or other forms of unlawful or unwelcome harassment
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
• Absenteeism or any absence without notice to your immediate manager of 3 or more days (this is considered job abandonment or voluntary termination)
• Unauthorized disclosure of “business secrets" or confidential information
• Violation of A.D.A.M. policies or practices as stated in the guidebook or other means
• Unsatisfactory performance or conduct
  
• Misrepresentation or omission of material fact on employment application
• Conviction of a crime that indicates unfitness for the job or raises a threat to the safety or well-being of A.D.A.M. employees

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Workplace Ethics and Conduct

The successful business operation and reputation of A.D.A.M. is built upon the principles of fair dealing and ethical conduct of our employees.

A.D.A.M. will comply with applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance and intent of relevant laws, and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises when it is difficult to determine the proper course of action, the matter should be discussed openly with your manager for advice and consultation and if necessary with the Human Resources Department.

Compliance with business ethics and conduct is the responsibility of every A.D.A.M. employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including termination of employment.

Employees are expected to report any suspected or known unethical or business practices violations to a member of the Executive Staff, or the Corporate Ethic Compliance Officer who is the Human Resources Manager.

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Open Door Policy

A.D.A.M. strives to ensure fair and honest treatment of employees. Managers and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.

Good communication is essential to maintaining a pleasant and productive work environment. As in any company, questions, concerns, or conflicts will arise. If you have concerns about work conditions, compensation, employment practices or fellow employees, you are strongly encouraged to voice these concerns openly and directly to your manager rather than involving a third party. If you are unable to discuss the situation with your manager, you can bring your concerns directly to Human Resources. You are expected to make an honest effort to assist in working out a solution.

Appropriate managers and/or Human Resources will review and investigate your concern. The matter will be discussed with you confidentially.

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Grievance Resolution

A.D.A.M. is committed to providing the best possible environment for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from A.D.A.M.’s management.
A.D.A.M. strives to ensure fair and honest treatment of employees. Managers and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.

If you disagree with established rules of conduct, policies, or practices, you can express your concern through the problem resolution procedure. You will not be penalized, formally or informally, for voicing a complaint with A.D.A.M. in a reasonable, business-like manner, or for using the problem resolution procedure.

If a situation occurs when you believe that a condition of employment or a decision affecting you is unjust or inequitable, you are encouraged to make use of the following steps. You may discontinue the procedure at any step.

1. Present the problem to your manager immediately after the incident occurs. If your manager is unavailable, or you believe it would be inappropriate to contact that person, you may present the problem to Human Resources or any other member of management. Your manager will respond to the problem during discussion or after consulting with appropriate management, when necessary. Your manager will document the discussion.

2. Present the problem to Human Resources if the problem remains unresolved. Human Resources will counsel and advise you, and if necessary, will assist in putting the problem in writing and visiting with your manager(s). Human Resources will review the problem and inform you of the decision.

Not every problem can be resolved to everyone's total satisfaction, but only through understanding and discussion of mutual problems, can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone's job security.

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Protected Health Information (H.I.P.P.A.)

A.D.A.M. will take necessary action to maintain policies and procedures concerning privacy of, and access to, employee protected health information. If you obtain, by any means, information about another employee’s health, you are to keep it confidential, and if necessary, only provide the information to those who need to know, such as the immediate manager or president. The President has delegated the PHI (Protected Health Information) privacy program management to the A.D.A.M.’s Human Resources Director. Please notify that person if you are concerned about compromised information.

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Solicitation

In an effort to ensure a productive and harmonious work environment, persons not employed by A.D.A.M. may not solicit or distribute literature in the workplace at any time for any purpose.

In addition, the posting of written solicitations on Company bulletin boards is prohibited. Bulletin boards are reserved for official A.D.A.M. communications and must be approved by Human Resources prior to placing on the bulletin board. A.D.A.M. may, from time to time, support various organizations. You may, at your discretion, choose to participate.

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Personal Appearance

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image A.D.A.M. presents to customers and visitors. Business casual attire is generally acceptable for the entire week. However, you may be requested to dress in appropriate professional business attire when meeting with customers at their workplace, in public or hosting a meeting on A.D.A.M. premises.

During business hours or when representing A.D.A.M., 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. This is particularly true if your job involves dealing with customers or visitors in person.

If your manager 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 may be required to make up the time away from work. Consult your manager or Human Resources if you have questions as to what constitutes appropriate appearance. Where necessary, reasonable accommodation may be made to a qualified individual with a disability.

The following is a general list of appropriate and inappropriate dress for general office employees:

Appropriate:

• Collared or banded collar
• Polo shirts
• Button front shirts
• Shirts and blouses
• Khaki pants
• Skirts, slacks & trousers
• Sweaters, cardigans, vests
• Proper hair style and length to provide good business image for position held

Inappropriate:

• Clothing with graphics or sayings that are not business suitable
• Frayed, faded, soiled or torn clothing
• Clothing that is too tight or revealing
• Sports attire (i.e., shorts, sweats, jogging suits, spandex)
• Sundresses that are strapless or spaghetti strap
• T-shirts, tanks, tank tops, spaghetti straps or halter tops
• Piercing, body tattoos, and other visible items of such nature
• Visible body art that could be considered offensive
• Rubber flip flops
• Clothes which reveal midriff/abdomen

This list in not an exhaustive list and is only a sampling on the type image we need to portray as a client centric company.

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Disciplinary Action

The purpose of this policy is to state A.D.A.M.’s position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced, and comes from good leadership and fair supervision at all employment levels.

A.D.A.M.’s own best interest lies in ensuring fair treatment of employees, and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.

Although employment with A.D.A.M. is based on mutual consent, and both the employee and A.D.A.M. have the right to terminate employment at will, with or without cause or advance notice, A.D.A.M. may use progressive discipline at its discretion.

Disciplinary action may call for any of four steps -- verbal warning, written warning, suspension with or without pay, or termination of employment -- depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.

Progressive discipline means that, with respect to disciplinary problems that the manager needs you to be aware of to fix, to be deemed a satisfactory employee, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and still another offense may then lead to termination of employment.

A.D.A.M. recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Standards of Conduct policy includes limited examples of problems that may result in immediate suspension or termination of employment. By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and A.D.A.M.

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Employment Termination

Termination of employment is an inevitable part of personnel activity within any organization. Below are examples of some of the most common circumstances under which employment is terminated:

• Resignation- voluntary employment termination initiated by an employee.
• Discharge-involuntary employment termination initiated by the A.D.A.M..
• Reduction-in-Force - involuntary employment termination initiated by A.D.A.M. for non-disciplinary reasons.
• Retirement - voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from A.D.A.M.

Human Resources will generally schedule an exit interview for all terminations. The exit interview will afford an opportunity to discuss such issues as suggestions, employee benefits, repayment of outstanding debts to A.D.A.M., and return of Any A.D.A.M. property issued to you, such as A.D.A.M. phones, badge, computer equipment, keys, Company credit cards and pagers, must be returned to A.D.A.M. upon request, or at the time of termination of employment. You will be responsible for any lost or damaged items. The value of any property issued and not returned at any time during your employment or at termination, you authorize to be deducted from any pay or monies due you.

Since employment with A.D.A.M. is based on mutual consent, both the employee and A.D.A.M. have the right to terminate employment at will, with or without cause, at any time. Although employees are not required to give advance notice of resignation, A.D.A.M. requests two (2) working weeks notice of resignation from employees; PTO may not be taken during this working notice period. Resignation notices should be written and given to your direct manager. You must provide two (2) working weeks notice of resignation, to receive payout of your unused PTO balance.

Employee benefits will be affected by employment termination in the following manner. All accrued, vested benefits that are due and payable at termination will be paid as soon as reasonably practicable. You will be notified in writing of the benefits that may be continued, and of the terms, conditions, and limitations of such continuance.

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