Employee Handbook

U.S. Bank Policies and Programs

U.S. Bank Employee Handbook, July 2013

Table of Contents Navigating this document: To go directly to a specific topic, click on it in the Table of Contents. Blue hyperlinks in the text take you to the referenced topic or to USBnet. Introduction .................................................................................................................................................. 4 Working at U.S. Bank ................................................................................................................................... 5 Open Communication .............................................................................................................................. 5 Introductory Period .................................................................................................................................. 5 Performance and Conduct Counseling ................................................................................................... 5 Applying for Other U.S. Bank Positions ................................................................................................... 5 Working in More Than One Position at U.S. Bank .................................................................................. 5 Personal Relationships and Employment of Relatives ............................................................................ 6 Business Appearance .............................................................................................................................. 6 Verification of Employment, Employment References, Recommendations and Endorsements ............ 6 Use of Tobacco Products ....................................................................................................................... 7 Your Pay and Time Reporting ..................................................................................................................... 8 Payroll and Time Reporting ..................................................................................................................... 8 Pay Methods ..................................................................................................................................... 8 Time Reporting .................................................................................................................................. 8 Work Schedule .................................................................................................................................. 8 Overtime ............................................................................................................................................ 8 Deductions from Pay ......................................................................................................................... 8 Accurate Employment Records ............................................................................................................... 9 Time Away from Work ................................................................................................................................. 10 Attendance/Tardiness .............................................................................................................................. 10 Occasional Sick Days .............................................................................................................................. 10 Sick Leave Accrual Balances .................................................................................................................. 10 Reporting Absences ................................................................................................................................ 11 Excessive Absenteeism ........................................................................................................................... 11 Job Abandonment ................................................................................................................................... 11 Family and Medical Leave ....................................................................................................................... 12 Military Caregiver Leave ................................................................................................................... 12 Eligibility Requirements ..................................................................................................................... 13 Your Responsibilities ......................................................................................................................... 13 Important Notes About Leaves Under This Policy ............................................................................ 13 Paid Leave for Birth or Adoption .............................................................................................................. 14 Medical Leaves of Absence ..................................................................................................................... 14 Jury Duty .................................................................................................................................................. 15 Military Leave ........................................................................................................................................... 15 Paid Military Family Leave ....................................................................................................................... 16 Leave for Court Proceedings/Legal Matters ............................................................................................ 16 Funeral/Bereavement Leave ................................................................................................................... 16 Personal Leaves ...................................................................................................................................... 17 Leaves Exceeding One Year ................................................................................................................... 17

U.S. Bank Employee Handbook, July 2013

Table of Contents, continued Holidays ................................................................................................................................................... 17 Eligibility ............................................................................................................................................ 17 Generally Recognized Holidays ........................................................................................................ 17 Holiday Pay and Floating Holidays ................................................................................................... 18 Effect of Leave of Absence on Holiday Benefits ............................................................................... 18 Religious Holidays ............................................................................................................................. 18 State-Recognized/Market-Specific Holidays ..................................................................................... 18 Vacation ................................................................................................................................................... 19 Vacation Schedules .......................................................................................................................... 19 Earning Schedule .............................................................................................................................. 19 Proration of Vacation ......................................................................................................................... 19 Effect of Leave of Absence on Vacation Accrual .............................................................................. 19 New Employees and Other Mid-Year Changes in Eligibility, Grade and Standard Hours ............... 20 Scheduling of Vacation ..................................................................................................................... 20 Termination ....................................................................................................................................... 20 Breaks in Service .............................................................................................................................. 21 Security and Safety on the Job .................................................................................................................. 22 Hazardous Conditions and Weather Emergencies ................................................................................. 22 U.S. Bank Employee Emergency Event (E3) Line .................................................................................. 22 Background Inquiries ............................................................................................................................... 22 Reporting of Certain Offenses ................................................................................................................. 23 ID Access Cards or Security Access Systems ........................................................................................ 23 Security at the Workplace ........................................................................................................................ 23 Use of Photographic Equipment .............................................................................................................. 23 Workplace Violence ................................................................................................................................. 24 Restraining Orders ................................................................................................................................. 24 Domestic Violence ................................................................................................................................... 24 Weapons .................................................................................................................................................. 24 Accidents and Injuries at Work and Workers' Compensation Insurance ................................................ 25 Communicable Diseases ......................................................................................................................... 25 Glossary ........................................................................................................................................................ 26 Employee status ...................................................................................................................................... 26 Immediate family or step-family members ............................................................................................... 26 Next of kin ................................................................................................................................................ 26 Personal relationship ............................................................................................................................... 26 Spouse/partner ........................................................................................................................................ 26

About U.S. Bank Policies U.S. Bank programs, policies and procedures change from time to time. Although we communicate changes periodically, we reserve the right to implement changes without notice. All policies that are posted on USBnet supersede materials that previously were issued by U.S. Bancorp and by companies that it has acquired. The materials on USBnet are intended only to be a summary of policies and programs. Additional provisions that we dont address in those materials may apply. The policies on USBnet complement the U.S. Bank Code of Ethics and Business Conduct. Our programs, policies and procedures do not alter your "at-will" 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 (unless otherwise specified by law).

U.S. Bank Employee Handbook, July 2013

Introduction When you have a question about the U.S. Bank policies that support you at a personal, day-to-day level, chances are youll find the answer in the Employee Handbook. On these pages, youll find a collection of policies that fall into four major categories: Working at U.S. Bank Payroll and Time Reporting Time Away From Work Safety and Security on the Job Job performance. Changing jobs. Dress codes. Employment verification. Holidays and vacation time. Work schedules. Time reporting. Sick days. Jury duty. Medical leaves. Weather emergencies. Background inquiries. Identification cards. The Employee Handbook covers all this and more. It summarizes many, but not all, of our employmentrelated policies. It complements and supplements our Code of Ethics and Business Conduct and other Human Resources policies, programs and procedures that are posted on USBnet. Together, these resources are your guide to working and exceling at U.S. Bank. We want you to view your U.S. Bank employment as a career-long opportunity. Use this handbook and the many other resources that are available to you to help you perform at your best, grow and develop, and succeed in your career. When youre successful, were all successful. Thats how we put the power of US to work for our employees, customers, shareholders and community. Thank you for contributing to U.S. Banks success and for helping us build a strong and bright future. If you have questions about the policies in this handbook, please contact your manager or Human Resources.

U.S. Bank Employee Handbook, July 2013

Working at U.S. Bank Open Communication At U.S. Bank, we strive to foster excellent relationships among all employees, including management. To facilitate this, we maintain an "open communication policy." When you have questions or concerns about your work responsibilities, environment, disciplinary actions or general work issues, talk with your manager. If you dont feel comfortable doing so, consider discussing it with your managers manager. Most work-related problems are best resolved between employees and their managers; however, managers cant help if theyre not aware of the problem. Your Human Resources partner also can help, especially when you feel the problem is sensitive or confidential. This can include issues around inappropriate workplace behavior (including harassment and discrimination), performance, salary increases or discipline. Introductory Period Your first 90 days at U.S. Bank are an introductory period. During this time, you and your manager work together to help you learn your new position and determine whether the position is a good fit for you. If your performance or conduct doesnt meet expectations at any time during or after the introductory period, U.S. Bank reserves the right to terminate your employment without first providing formal discipline, just as you may decide to voluntarily terminate your employment during or after this period. Completing the introductory period doesnt alter the at-will nature of your employment (unless otherwise specified by state law or a collective bargaining agreement). Performance and Conduct Counseling We value employees who demonstrate skills, knowledge and behaviors that support and further U.S. Banks goals and values. If your performance or conduct doesnt meet our expectations, we may provide counseling or coaching to give you a reasonable opportunity to succeed. In all cases, however, well take the action that we believe is appropriate, up to and including immediate termination of employment. Applying for Other U.S. Bank Positions For many of us, strong performance in our current jobs eventually will lead us to explore other opportunities within U.S. Bank. To be eligible to apply for a position, you must: Have a minimum of 12 months of service in your current position at the time you apply for a new position. Have satisfactory performance (including conduct) in your current position. Meet the minimum qualifications of the position for which youre applying. Inform your current manager before you interview for an open position. Complete your profile and apply for the specific requisition through the U.S. Bank Career Center. We may make exceptions to these criteria in rare cases. Employees who are displaced and who are eligible for severance benefits under the U.S. Bancorp Severance Pay Program may apply for open positions at any time. Working in More Than One Position at U.S. Bank We generally dont permit employees to hold additional part-time jobs at U.S. Bank or one of our subsidiaries. Wage and hour laws may require the hours worked in both positions to be used to determine whether overtime wages are due, and the cost of overtime isnt budgeted for part-time positions. Before applying for or pursuing a second position within U.S. Bank, you must consult with and receive approval from your manager and Human Resources.

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Personal Relationships and Employment of Relatives We recognize that people who are in personal relationships may work at U.S. Bank and that professional relationships may change in nature. To minimize the impact of personal relationships in the workplace, U.S. Bank limits the hiring, transfer or promotion of employees into situations where the possibility or perception of favoritism, conflicts of interest or bias might occur. Personal relationships may include familial, sexual or financial relationships. When personal relationships exist or arise, and there is a possibility or perception of a conflict of interest or bias (such as when one of the employees is, or will be, in the chain of authority or influence of the other), the relationship must be reported immediately to the next-level manager. Well review each situation to determine what action may be appropriate. This may include a change of assignment for one or both of the people who are involved. Personal relationships should be reported in any situation where they may create the appearance of compromising internal controls, even if there is no chain of authority or influence. We permit the employment of qualified relatives of employees. However, we dont hire, transfer or promote applicants or employees into departments or positions where relatives are in the direct chain of authority or influence over others or where there is a possibility or perception of conflict of interest or bias. We make decisions about employing relatives on a case-by-case basis and in compliance with state laws. Business Appearance Your attire, grooming and hygiene must reflect a professional standard and be appropriate for your job and work surroundings. Avoid extremes. Dont use heavily scented perfumes, colognes, lotions and other personal care products. Be aware of smoke or residual alcohol odors that may linger from off-duty activities. Managers are responsible for defining dress code guidelines. Your manager may ask you to change your attire if he or she determines that it is unprofessional. In some cases, you may be required to wear a uniform. Verification of Employment, Employment References, Recommendations and Endorsements We use The Work Number, a third-party vendor, to provide employment verification. If you need verification of employment to buy a home or a car, apply for a loan, sign a lease, or provide to an authorized third party such as a social service agency or prospective employer, visit The Work Number website. U.S. Bank and its employees dont provide official employment references or recommendations to third parties unless its required by a federal, state or local law, or regulation. This includes requests from employees for official work-related references for other employment, as well as references or recommendations on Internet social media/networking tools such as LinkedIn. If youre a manager, refrain from making personal work-related statements, recommendations or endorsements (including through social media sites such as LinkedIn) for employees who are in your direct chain of management. This includes all levels of managers who are in the employees line of management. While theyre not prohibited, personal statements, recommendations or endorsements between coworkers arent considered official company statements and must include a disclaimer such as, This is a personal statement and not an official statement of U.S. Bank. We may make exceptions to this policy when an employee requires information for purposes such as adoption, immigration or government security clearances. All requests for information beyond that which The Work Number provides must be submitted to HRConnection. 6

U.S. Bank Employee Handbook, July 2013

Use of Tobacco Products We prohibit smoking and use of tobacco products (including electronic or smokeless cigarettes) in all indoor spaces or as otherwise required by state law. This includes, but isn t limited to, employees' desks, private offices, stairwells, rest rooms, conference rooms, company vehicles, lunch or break rooms, copy or file rooms, and storage areas. Employees also must observe posted outdoor smoking restrictions.

U.S. Bank Employee Handbook, July 2013

Your Pay and Time Reporting Payroll and Time Reporting th We pay employees twice a month, on the 15 and on the last day of the month. When a scheduled payday falls on a Saturday, Sunday or holiday, we pay employees on the previous workday. See the Semi-Monthly Payroll Processing Calendar for exact dates. Pay Methods We pay employees by one of two methods: actual time reported, or base salary plus/minus exception time. Generally, part-time non-exempt employees who regularly are scheduled to work fewer than 20 hours per week are paid hourly based on actual time reported. Other employees are paid a base salary plus/minus exception time. Exception time includes holiday pay, floating holidays, vacation or sick hours. For non-exempt employees, exception time includes pay for hours worked in excess of weekly standard hours, or a deduction for standard hours not worked. U.S. Banks standard workweek is Sunday through Saturday. If youre paid hourly based on your actual time reported, two to three weeks of your time is collected and generally paid on the payday for the following pay period. For example, hours worked during weeks ending the 7th and 14th would be paid on the 31st. Ask your manager for the current time-reporting schedule. If youre paid a base salary plus/minus exception time, you re paid a base salary each payday. Your base salary is your standard weekly hours, times your rate of pay, times 52 weeks, divided by 24 pay periods. Any exception time from weeks ending during the pay period generally is reflected on the following payday. For information about pay methods, see How Payroll Computes a Paycheck. Time Reporting If youre a non-exempt employee, you must report your time according to the procedures that your manager prescribes. You should record the exact times you start and end each work shift, including meal periods, and calculate your total hours worked for each day, rounded to the nearest one-tenth of an hour. If youre an exempt employee, you should report sick and vacation time in the manner your manager prescribes. In some circumstances, you may be required to report your time. It is a violation of company policy and federal and state wage and hour laws to over- or underreport time worked, or to report time in a week other than the week in which it was worked. It also is a violation to instruct or to permit an employee to over- or under-report time worked. Work Schedule The number of hours that employees are required to work at your location may vary from department to department according to customer activity and work volume. Your manager will explain your workweek and schedule.

U.S. Bank Employee Handbook, July 2013

Overtime If youre eligible for overtime, youll receive overtime pay at the rate of one and one-half times your regular rate for any time in excess of 40 hours that you work in a standard workweek (or as required by state law). Although youll be paid for the overtime you work, you shouldnt work overtime without advance approval from your manager. If you dont obtain advance approval, you may face disciplinary action, up to and including termination of employment. Absences such as sick days, floating holidays (when used), excused absences and vacation are not counted as hours worked for the purpose of calculating overtime. However, holiday pay hours are counted as hours worked for this purpose. Deductions from Pay If you become indebted to U.S. Bank for any reason connected with your employment (not as a customer), the company may, as permitted by federal and state law, deduct the debt from any pay or other monies owed to you. If youre overpaid, the company may, in compliance with state law, withdraw the overpayment from your direct deposit account or from subsequent paychecks, or may demand payment directly from you. If you receive payments that arent due to you, you must report the overpayment to your manager and Payroll immediately. U.S. Bank prohibits deductions that dont comply with state and federal law. If you believe that U.S. Bank has improperly deducted money from your pay, report this immediately to Payroll or Human Resources. Youll be reimbursed for any deductions that dont comply with state or federal law. Accurate Employment Records Accurate employment records are important for pay and benefit administration and to ensure compliance with government regulations. Update your records when theres a change in your: Address or phone number. Person to notify in case of an emergency. Legal name. (Note: your name in the Payroll system must match exactly the name on your Social Security card.) Marital status. W-4 filing status or state or city of tax residency. Insurance beneficiary or covered dependents.

U.S. Bank Employee Handbook, July 2013

Time Away From Work Attendance/Tardiness We expect you to work when youre scheduled to do so and to be on time. When youre unable to work, your manager will approve your use of paid time off up to the amount of time thats permitted by U.S. Bank policy and/or state or federal law. Occasional Sick Days Unless otherwise required by law, full-time and regular part-time employees who regularly are scheduled to work 20 or more hours per week may be eligible to receive sick pay for up to six days per calendar year, prorated based on their standard hours. Part-time employees whose standard hours are fewer than 20 hours per week and temporary employees are not eligible for sick pay unless required by law. Sick days are prorated in the first year of employment as follows: Date of Eligibility or Hire st 1 quarter nd 2 quarter rd 3 quarter th 4 quarter Paid Sick Days 5 days 4 days 3 days 2 days

Your manager must approve your use of sick days, and you must use your sick days for legitimate purposes. Generally, you may use sick days for medical appointments, time off to care for your personal illness or the illness of your spouse/partner, dependent children or parents. In addition, you may be eligible to use available sick time, vacation or time off without pay to attend your childrens school conferences or as otherwise required by law. As described in U.S. Banks Family and Medical Leave policy, sick days may be used in certain circumstances for unpaid absences under FMLA or related state laws. Sick days are not accrued, accumulated or paid out. In addition, unless otherwise required by state law, you may not carry over unused sick days into another calendar year. If youre paid on a commission basis (including draw-plus-commission), you may not be eligible for sick pay. Sick Leave Accrual Balances If you joined U.S. Bank as part of an acquisition that carried over sick leave accrual, you may continue using the sick days you previously had accrued. Sick time under our Occasional Sick Days Policy may be available to you once you exhaust your accrual. All your qualifying time off with pay must be recorded on a time record. This time is charged against your accrual and reduces the amount of accrued sick leave that you have left. The availability of the accrual does not guarantee that you can take off as much time as you want or need, even if you have a sick leave accrual balance supports the time off. In addition, youre responsible for following the same reporting and leaves procedures as employees who dont have sick leave accrual balances. Check the short-term disability (STD) summary plan description (SPD) to see how eligible accrued sick leave balances are treated for purposes of STD pay for approved disability leave or for approved Family Medical Leave Act (FMLA) leave or state leave. Sick leave accrual balances expire upon termination of employment and are not paid out. If youre rehired, your previous sick leave accrual balance is not reinstated.

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Reporting Absences Youre expected to report all absences, including late arrivals, as soon as you become aware of the need for the absence. Although exceptions may be made in extenuating circumstances, this generally means reporting your absence before your scheduled start time. You must speak directly to your manager and follow your departments reporting procedures. You may not report an absence by leaving a voicemail, sending an email or text message, or telling your coworkers, unless your manager specifically approves of reporting absences in one of these manners. In addition, absences should not be reported by family members or friends except in an emergency. Contacting HRConnection or Human Resources does not satisfy the requirement to contact your manager directly, even if youre using or applying for short-term disability (STD) and/or Family Medical Leave Act (FMLA) time. When you report an absence, you should tell your manager if theres a medical or health-related reason for your absence (you dont have to provide detailed information about your medical condition), the date and time you expect to return to work and a phone number where you can be reached during your absence. Youre expected to respond promptly to any phone calls about your absence from your manager or Human Resources. If youre approved for or applying for STD and/or FMLA, you also must comply with any reporting procedures that are required by the STD plan, U.S. Banks Family Medical Leave policy, or the U.S. Bank FMLA administrator (The Hartford). You also must initiate a request to extend a leave of absence through The Hartford and notify your manager of your intention to extend your leave before the leaves expiration date. Excessive Absenteeism Although you may be provided with a certain number of paid sick days, vacation time and floating holidays (which you may substitute for unplanned absences with your managers approval), your manager retains discretion in determining whether your absences are excessive. Your manager may consider the frequency and length of your absences, as well as the reasons for them. For example, while sick days generally are tracked on a calendar-year basis, your manager may view absences that exceed six days in any 12-month period as excessive. In addition, your manager may detect patterns that demonstrate an abuse of sick days, even when you have sick days available. Examples of potentially abusive patterns include: Three or four partial or full-day absences in a short period of time; tardiness or early departures that occur three or more times in a 60day period; and calling in sick on a day that you had requested off but that wasnt approved. Excessive absenteeism may result in unsatisfactory performance ratings, suspension of paid absences until the attendance problem is resolved, or disciplinary action up to and including termination of employment (unless state or local law provides otherwise). Job Abandonment If you miss work two days in a row and dont report the absences directly to your manager, absent extenuating circumstances we may determine that you have voluntarily abandoned your job. Your voluntary termination will be processed as soon as possible, with an effective date of the second day of your absence.

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Family and Medical Leave What follows is a general description of U.S. Bank s policy relating to the Family and Medical Leave Act of 1993 (FMLA). In addition, U.S. Bank complies with provisions required by federal and state laws. Also, see the FMLA Supplemental Guide for information about your rights and responsibilities under FMLA. Under the FMLA, an eligible employee is entitled to a total of 12 weeks of unpaid, job-protected leave in a rolling 12-month period for the following reasons: Incapacity due to the employee's pregnancy, prenatal medical care or childbirth. The care of a newborn child, the adoption of a child or the placement of a child with an employee for foster care. The care of a spouse/partner, child (generally under 18 years of age) or parent who has a serious health condition. The employee's own serious health condition, which renders the employee unable to perform the functions of his or her position. Any qualifying exigency as defined by law due to an employee's spouse/partner, child or parents active duty or being called to active duty in a foreign country ("Active Duty" leave). (Also, see U.S. Banks Paid Military Family Leave and Leave for Newly Hired Veterans policies.) The rolling 12 months is measured backward from the date the employee uses FMLA leave. Military Caregiver Leave In addition, an eligible employee is entitled to up to 26 weeks of leave during a single 12-month period to care for a spouse/partner, child, parent or next of kin (as defined by law) who is a member of the Armed Forces, including the National Guard or Reserve. The 12-month period is measured from the first day of leave. This leave is available to care for a service member who: Incurs a serious illness or injury in the line of duty that renders him or her medically unfit to perform the duties of his or her office, grade, rank or rating. Has a medical condition that existed before the beginning of his or her active duty that was aggravated by his or her service and renders him or her medically unfit to perform the duties of his or her office, rank or rating. Military caregiver leave also is available to care for a spouse/partner, child, parent or next of kin (as defined by law) who: Is a veteran of the Armed Forces; and Is undergoing medical treatment, recuperation or therapy for a serious injury or illness (as defined above) that manifested before or after he or she became a veteran; and Was in the Armed Forces within five years before the date on which the medical treatment, recuperation or therapy is provided. During that single 12-month period, the eligible employee is entitled to a combined total of 26 weeks of leave for any qualifying purpose under the Family and Medical Leave Policy.

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Eligibility Requirements You may be eligible for leave under the Family and Medical Leave Policy if youve: Worked at U.S. Bank for at least 12 months; and Have completed at least 1,250 hours of service during the 12-month period that immediately precedes the beginning of the leave. Note that eligibility for leaves that are covered by state law varies by state. If you dont meet these criteria, you still may request a leave. However, the approval, terms and conditions of the leave is left to management discretion and/or any applicable state leave laws. Your Responsibilities Follow all reporting procedures, whether your leave is continuous or intermittent: o Notify your manager and The Hartford (800-863-5166) of your need for leave within the timeframes in this policy. o Provide at least 30 days advance notice for a leave that is foreseeable, such as birth, adoption, planned medical treatment, etc. o When 30 days notice isnt possible (and for leaves that arent foreseeable, such as medical emergencies), provide notice when you become aware of your need for leave. You must provide this notice in accordance with U.S. Bank's regular attendance policies and procedures. Although exceptions may be made in extenuating circumstances, this generally means providing notice before your scheduled start time. o Provide notice of Active Duty leave as far in advance as possible. o If you fail to provide notice as described above, your request for leave may not be approved. Complete U.S. Bank and The Hartfords required forms and follow the established procedures. Provide certification and recertification for serious illnesses, injury or qualifying exigency within 15 business days of requests by The Hartford. If you fail to do so, U.S. Bank may deny your leave and possibly terminate your employment. If all or part of your leave is eligible for disability coverage, you must comply with the rules and responsibilities of U.S. Banks disability plans. Keep your manager informed about your leave status and your plans to return to work. Communicating only with The Hartford and/or Human Resources is not sufficient. If required, provide documentation from your health provider of your release to return to work. If you live in a state or location that has a state disability insurance fund (e.g., California, New York, New Jersey, Rhode Island, Hawaii or Puerto Rico), you must comply with state procedures for applying for state disability benefits. If your leave is eligible for disability coverage through U.S. Banks disability plans, U.S. Bank automatically will offset any benefits you receive or are eligible to receive from the state, whether you apply for them or not. Important Notes About Leaves Under This Policy All absences that qualify under FMLA will count toward your qualifying FMLA leave entitlement. Youll be required to use any available paid Occasional Sick Days and accrued unused paid vacation time, as allowed by state law, if the leave otherwise would be unpaid. Note that pay under the Occasional Sick Days Policy can be substituted only for unpaid FMLA-approved absences that arise from your own or your eligible family member's serious health condition, unless otherwise required by state law. Paid time off, including disability, workers' compensation, sick leave and/or vacation that you use as part of a leave will count toward your qualifying FMLA leave entitlement. You must take time off for the birth, adoption or placement of a foster child in a consecutive period, unless your manager approves a different arrangement. You must complete your leave within one year of the birth, adoption or placement of the child, unless otherwise required by state law.

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The total amount of FMLA leave that spouses who are both employed by U.S. Bank may take may be limited as allowed by law. U.S. Bank reserves the right to require a second and/or third medical opinion. Youre entitled to continue your current health care coverage while youre on leave as long as you continue paying your premiums. Youll return to the same job or to an equivalent job if you return from your FMLA leave immediately after the leave thats available to you ends, unless youre terminated, reassigned or your job changes due to reasons that are unrelated to your leave. If your job changes or is eliminated while youre on leave, or if other factors arise that affect your reinstatement, youll be informed of those decisions. If youre released to return to work and fail to do so, you may be deemed to have abandoned your job (see Job Abandonment in this handbook). See Holidays and Vacation in this handbook for information about how leaves affect holidays and vacation accrual. A number of rules, restrictions and procedures may affect your eligibility for or the terms and conditions of your leave. Talk with your manager or Human Resources as early as possible to ensure that all provisions are considered before you plan a family or medical leave. Paid Leave for Birth or Adoption Youll receive up to a total of two weeks of paid leave in a 12-month period for the birth or adoption of a child. You must be eligible for FMLA (or other applicable state leave) and not otherwise eligible for pay continuation under the U.S. Bank Short-Term Disability program. This two-week leave counts toward your total available annual FMLA allotment. All other FMLA policy provisions apply to this leave. Contact HRConnection at 800-806-7009 to initiate this type of leave. Medical Leaves of Absence U.S. Bank offers short-term disability (STD) and long-term disability (LTD) benefits to eligible employees based on their scheduled hours. We also provide workers' compensation benefits where applicable. If you qualify for STD and/or workers' compensation benefits and youre eligible for FMLA (federal or state), the leave will be classified as a disability leave as well as an FMLA leave. Disability leave can be full or partial, depending on your doctor's orders as well as the approval of U.S. Bank's STD, LTD and workers' compensation insurance carrier, The Hartford. If youre released to work part-time while youre still disabled (partial STD), youll be paid for the hours that you work and receive STD pay for the hours that The Hartford approves as STD. Your benefits (e.g., vacation and holidays) will be prorated according to hours worked. If youre approved for any STD time in a given week, that time counts as a full week of your 26-week STD maximum, and the hours approved as STD also will be counted as FMLA time, if applicable. Youre responsible for complying with the terms of the STD plan and keeping your manager informed of your leave status. Failure to do so may be considered job abandonment and could result in the termination of your employment. (See Returning to Work Prior to Termination of Employment in the STD SPD for more information).

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U.S. Bank Employee Handbook, July 2013

Jury Duty All full-time and regular part-time employees receive normal pay during the first 20 business days of jury duty unless otherwise required by law. However, youre expected to report to work during your regular working hours if youre not required to be in a jury room or court. If your jury duty exceeds 20 business days, U.S. Bank pays the difference between jury pay and your regular pay for a reasonable period of time, as defined by your manager . If youre an exempt employee, U.S. Bank pays your full weekly salary for any week in which you perform any work, subject to legal requirements. If youre a second- or third-shift employee and are summoned to jury duty, consult with your manager about your schedule during this period. Military Leave U.S. Bank supports employee service in the Armed Forces. We provide pay and benefits continuation to covered employees who are called to service for training or active duty deployment as described in this policy. We also comply with provisions of state and federal law that pertain to employees and applicants who are or have been members of the Armed Forces. Covered Employee: A full-time, regular part-time or part-time employee who is a member of the Armed Forces is a covered employee. Employees who enlist in the National Guard or Reserve before or after beginning employment with U.S. Bank also are covered by this policy. An employee who enlists as a fulltime career member of the military after beginning employment at U.S. Bank is provided leave as required by state and federal law, but the pay and benefit continuation provisions of this policy dont apply to such leaves. Notice of Leave: Employees should notify their managers of military leave (training or active duty) at least 30 days before the leave begins, or as soon as possible if the employee is unable to provide notice at least 30 days in advance. Notice may be provided by the employee or by a representative of the employee. The employee must provide a copy of his or her military orders to his or her manager as soon as possible. Training Pay: A covered employee is eligible for up to 10 workdays of pay continuation per calendar year for required training that falls during his or her normally scheduled hours, unless otherwise required by law. Any remaining military training days in the calendar year are unpaid. Active Duty Deployment Pay: A covered employee who is called to active duty (including anyone who is called for short-duration local disaster assistance) may receive, in addition to any military pay that he or she may receive, up to a total of 30 workdays of full base pay each year in connection with a new call to duty in that calendar year, and pay differential for up to two years in any rolling three-year period. Pay differential is the difference between the employees base pay and the employees military pay rate, including hazardous duty pay but excluding travel allowances or other expenses or reimbursable payments that arent specifically pay for military service. Covered employees are required to provide documentation of their military pay rate to receive pay differential. "Active duty" describes the pay practice for active duty deployment or mobilization. Active duty excludes periods of active duty for training. Periods of active duty for training are eligible for training pay. Base Pay, for purposes of this policy, equals the employees annual base salary and excludes incentive pay, bonuses, shift differentials or any forms of non-cash compensation, up to a maximum amount of $125,000. In the case of covered part-time employees, base pay equals the employees hourly rate times the employees standard hours as reflected in U.S. Banks payr oll systems. In the case of 100 percent-commission employees, base pay is determined based on the employees prior three months cash earnings, not to exceed an annualized rate of $125,000.

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U.S. Bank Employee Handbook, July 2013

Accrued Vacation: Employees may elect to use earned vacation days to cover any military leave, whether for active duty or training, that otherwise would be unpaid. Employee Benefits: An employee who is called to active duty deployment continues to receive benefits until the end of the month during which his or her full pay ends. An employee who is called for military training activities continues to receive active benefits for up to 90 days. When active benefits end, the employee becomes eligible for COBRA. Return from Leave: Upon return from leave, employees may be required to provide certain notice of their return to work. Employees are reinstated in accordance with state and federal law. U.S. Bank complies with the Uniformed Services Employment and Reemployment Rights Act. For more information about this policy and return-to-work procedures, see the What Happens When You Take a Military Leave of Absence life event guide. Some restrictions to this policy may apply. Contact Human Resources for more information. Paid Military Family Leave We provide employees who are eligible to take Active Duty leave or Military Caregiver leave under FMLA (or other leave provided for military family members under state law) with a total of up to two weeks paid leave annually. This two-week leave counts toward the employee's total available FMLA or applicable state leave annual allotment. It must be used in a minimum of full-day increments, unless otherwise provided by law. See the full Paid Military Family Leave policy. Also see Family and Medical Leave and Military Caregiver Leave in this handbook. Leave for Court Proceedings/Legal Matters We pay employees for the time they spend attending meetings, depositions or court proceedings at the request of U.S. Bank. Employees generally may accept nominal witness fees for performing work-related activities, unless their department or business lines policies require them to reject witness fees based on actual or apparent conflicts of interest. Time off for personal legal matters is at a managers discretion, except where otherwise required by state law, and is without pay unless vacation time is available or as required by state law. Funeral/Bereavement Leave We generally give full-time and regular part-time employees up to three paid days off to attend funerals of members of their immediate families or step-families. Other significant relationships that arent explicitly covered by this policy may qualify for leave at your managers discretion. If a funeral is more than 200 miles from your home, you may take an additional day off with pay. Paid time off is limited to the hours that youre scheduled to work during the three-day period surrounding the funeral. If you need additional time off, talk with your manager or Human Resources about the possibility of taking short-term disability (STD) or personal leave. If paid leave for funeral/bereavement isnt available to you under this policy, talk with your manager about the possibility of using vacation time.

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U.S. Bank Employee Handbook, July 2013

Personal Leaves A full-time or regular part-time employee may request an unpaid personal leave of absence. This is defined as an approved absence from work that isnt covered by paid sick leave, vacation, holidays or any other leave policy. When you request a personal leave, your manager and Human Resources considers the reason for your request, the demands of your job, the needs of your department, your work record and your length of service. A personal leave generally is limited to 90 days. Approval and the terms and conditions of your leave are at the discretion of your manager and Human Resources. Taking a personal leave of absence may affect certain benefits provisions and/or procedures. Talk with your manager or Human Resources to ensure that you understand the ramifications before you plan a personal leave. To initiate a leave, contact the Employee Service Center (800-806-7009). Personal leaves of absence also may be approved for the purpose of obtaining extensions to expired work permits, visas or other government paperwork. However, in accordance with legal requirements, employees dont receive any benefits, including vacation accrual, floating holidays, 401(k) contributions or and health and welfare benefits, during this time. Changes to benefits for immigration documentation reasons are effective on the first of the month after the leave begins. U.S. Banks Payroll and Benefits departments must be notified to ensure that leave taken for this purpose is processed correctly. Leaves Exceeding One Year To avoid disruption to our business operations, we generally will terminate the employment of an individual who doesnt return to work within one year from the time his or her leave of absence began, except in the case of military leaves that are covered by state or federal law or as otherwise required by law. Exceptions may be made in extenuating circumstances. Holidays U.S. Bank recognizes 10 holidays per year for eligible active full-time and regular part-time employees. Eligibility Part-time employees whose standard hours are fewer than 20 hours per week and temporary employees are not eligible for holidays. Employees who are paid on a commission basis (including draw-pluscommission) may not be covered by the provisions below. New employee eligibility for holidays: New employees are immediately eligible for holiday pay, but they arent eligible for floating holidays until the first of the month following three full months of service. Generally Recognized Holidays Generally, our offices and operations are closed on the following six holidays. However, closings may vary among units depending upon local practices: New Year's Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day In addition, we recognize the following four holidays. However, many U.S. Bank offices may remain fully or partially open on these days, depending upon the market: Martin Luther King, Jr., Day Presidents Day Columbus Day Veterans Day

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U.S. Bank Employee Handbook, July 2013

Holiday Pay and Floating Holidays If a holiday falls on a Saturday, eligible employees generally will receive a floating holiday. If a holiday falls on a Sunday, it typically is observed the following Monday and eligible employees generally will receive holiday pay. If a holiday is observed on a day when an employee isnt scheduled to work, he or she will receive a floating holiday. At the discretion of management, non-exempt employees may receive holiday pay in lieu of floating holidays for holidays that fall in November and December. If a non-exempt employee works on a holiday, he or she will be paid for the number of hours worked and will receive either holiday pay as described above or, at the managers discretion, a floating holiday in lieu of holiday pay. Holiday pay and floating holidays equal one-fifth of your weekly standard hours. For example, if your standard hours are 40 hours per week, youll be eligible for eight hours of holiday pay or floating holiday time. If your standard hours are 30 hours per week, youll be eligible for six hours of holiday pay or floating holiday time. If a non-exempt employee has an unplanned absence on the last scheduled workday before a holiday or on the first scheduled workday after a holiday, a manager may deny holiday pay or a floating holiday when the manager deems the employees absenteeism to be excessive or when there are other relevant factors. Holiday pay hours count as actual hours worked for the purpose of determining overtime. Floating holiday hours, when theyre used, dont count as hours worked for overtime purposes. You must use your floating holiday before the end of the calendar year in which you receive it. Your manager may require you to use floating holidays within a specified period of time, subject to state law. Notify your manager as far in advance as possible about when you want to use a floating holiday, and follow your departments procedures for scheduling floating holiday time. With manager approval, an eligible employee may take a floating holiday before he or she earns it. If the employees employment ends (voluntarily or involuntarily), any used but unearned floating holidays may be deducted from the employees final pay, or the company may request repayment from the employee , as permitted by law. Effect of Leave of Absence on Holiday Benefits For purposes of this policy, if youre on a leave of absence, youre not an "active" employee. If youre on an unpaid leave of absence when a designated holiday occurs, you wont receive holiday pay or a floating holiday for that holiday. If youre on an approved paid leave of absence, you wont receive pay in addition to the paid leave that you receive on the holiday. If youre working a temporarily reduced schedule due to disability or other approved reasons, youll receive prorated holiday pay based on the number of hours that youre working at the time of the holiday. Religious Holidays With sufficient advance notice, an employee may request time off to observe a religious holiday of the employees faith. Managers are expected to reasonably accommodate these requests and should arrange for the employee to use a floating holiday or vacation day or to take the time off without pay, unless doing so would cause an undue hardship to the company. State-Recognized/Market-Specific Holidays Some markets may close to recognize locally designated holidays (e.g., Family Day in Nevada, Pioneer Day in Utah or Mardi Gras in Louisiana). Employees who are scheduled to work will receive pay for the day. Closing to observe local holidays must be discussed with Human Resources and approved by senior management.

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U.S. Bank Employee Handbook, July 2013

Vacation U.S. Bank provides annual paid vacation to all full-time employees and regular part-time employees who are regularly scheduled to work 20 or more hours per week. Part-time employees who are regularly scheduled to work fewer than 20 hours per week and temporary employees are not eligible for paid vacation. In addition, employees who are paid on a commission basis (including draw-plus-commission) may not be covered by the provisions below. Vacation Schedules Your vacation is based on your years of service, salary grade and standard hours as of your first day at work each year. In some circumstances, such as acquisitions or restructuring, we make exceptions to this schedule. Earning Schedule You receive your vacation allocation according to the following schedule on your first day of active work each year. Your years of service are determined by the anniversary of your employment during that calendar year. For example, if your fifth anniversary falls in 2015, youll be allocated vacation based on five years of service. Although your vacation is allocated on your first day of active work, you earn vacation during the year at a rate of 1/12th of the allocated amount for each month of service. As a result, leaves of absence, terminations or other periods of inactive employment may affect the actual amount of vacation you accrue. Grades 7 - 9 or A - G 2 weeks 3 weeks 3 weeks 4 weeks 5 weeks Grades 10 - 13 or H - K 3 weeks 3 weeks 4 weeks 4 weeks 5 weeks Grades 14 + or J+ 4 weeks 4 weeks 4 weeks 4 weeks 5 weeks

Years 1-4 5-9 10 - 14 15 - 24 25 +

Vacation hours dont count toward the calculation of overtime. Proration of Vacation We prorate the vacation allocation of employees whose standard hours are fewer than 40 per week. For example, a 40-hour employee who has two weeks of vacation is allocated 80 hours, while a 30-hour employee who has two weeks of vacation is allocated 60 hours. Effect of Leave of Absence on Vacation Accrual Employees continue to accrue vacation for the first 12 weeks of leave in any calendar year, whether they take a single leave, intermittent leaves in connection with partial leave, or multiple leaves. After an employee has taken a total of 12 weeks of leave in a calendar year, he or she wont accrue vacation during any additional leave until the next calendar year (or until he or she returns to work, whichever is later). Vacation accrual resumes the first day of the month following the employees return to work.

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U.S. Bank Employee Handbook, July 2013

New Employees and Other Mid-Year Changes in Eligibility, Grade and Standard Hours Current employees who become eligible for vacation or for additional vacation midway through the year, or whose standard hours or salary grade change during the year, are allocated a prorated share of vacation based on the number of full months at each vacation level. For example, an employee promoted on July 16 is allocated 5/12th of the vacation shown in the table above for his/her salary grade. New employees begin to earn vacation the first of the month following three full months of service. For example, an employee who starts on Jan. 18 begins to earn vacation on May 1. See the following tables for more examples. Example Promotion Date Jan. 1 April 1 Activity Start at grade 13 Promoted to grade 14 Prorated 3 weeks x 40 hours x 3/12 = 4 weeks x 40 hours x 9/12 = Total Standard Hours Increase Jan. 1 April 20 Not eligible (part-time) Increased to 30 hours per week 0 weeks x 00 hours x 4/12 = 2 weeks x 30 hours x 8/12 = Total Standard Hours Decrease Jan. 1 July 1 Start at 40 hours per week Decreased to 30 hours per week 2 weeks x 40 hours x 6/12 = 2 weeks x 30 hours x 6/12 = Total Example New Hire New Hire Date March 12 Oct. 15 Activity Hired, grade 13 Hired, grade 13 Annual Vacation 30 hours 120 hours 150 hours 0 hours 40 hours 40 hours 40 hours 30 hours 70 hours Vacation Accrual Begins July February

Scheduling of Vacation You should request vacation time as far in advance as possible and follow your departments procedures for scheduling vacation time. Your manager will approve your request based on factors such as workflow, operational requirements, business needs and the requests of all employees within the department. Generally, employees use vacation in weekly or daily increments. However, managers may approve the use of vacation in hourly increments. Exempt employees generally use vacation in increments of half days or more. You must use vacation in the calendar year in which you earned it, and you may not carry it over into a subsequent calendar year. Youll forfeit any vacation that you dont use on or before Dec. 31, if permitted by state law (for example, California law prohibits the forfeiture of vacation). For auditing and security purposes, some positions require employees to take specified blocks of time away from work (e.g., five consecutive business days, four consecutive trading days, etc.). This requirement may be satisfied by using vacation, a leave of absence or other designated time away from work that spans the time period thats required for that position.

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U.S. Bank Employee Handbook, July 2013

Termination Because you earn vacation throughout the year, at any given time you may have earned more vacation than youve taken, or you may have taken more vacation than you ve earned. Except as required by state law, youll be paid for any unused vacation when your employment ends if you leave in good standing and provide at least two weeks of notice. Employees are not considered to be in good standing when they abandon their jobs, are involuntarily terminated for misconduct, or fail to return from a leave without giving proper notice. Similarly, by accepting vacation, you agree that any vacation pay that youve received but havent earned at the time of your termination is a debt to the company, and that the company may, as permitted by law, withdraw the overpayment from any final pay that is due to you or from your direct deposit account, or may demand payment directly from you. Breaks in Service If you leave U.S. Bank and are later rehired, your previous service doesnt count toward your vacation allocation.

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U.S. Bank Employee Handbook, July 2013

Security and Safety on the Job Safety is everyones responsibility at U.S. Bank. Our programs, procedures and policies are designed to help ensure employee safety, a safe work environment, the security of our customers information and property, and our compliance with federal and state law. Hazardous Conditions and Weather Emergencies U.S. Bank units remain open during regularly scheduled hours under most weather conditions. You should make every reasonable effort to report to work as scheduled, even if weather or road conditions may make you late. In unusually severe weather, we may decide to close a facility or office. We usually will do this when the National Weather Service or state highway patrol report particularly hazardous road conditions or when public transportation is affected. We also may close some work sites because of other hazardous conditions, such floods, earthquakes, power outages, etc. Generally, the senior manager in a market makes decisions about office closings, early departures or late starts, and youre notified via U.S. Banks Emergency Notification System (Dialogic). If you have questions about how this affects pay procedures, ask your manager or Human Resources. U. S. Bank Employee Emergency Event (E3) Line The U.S. Bank Employee Emergency Event (E3) Line is a toll-free number that you can call for updates about emergency situations in a state or region, including severe weather issues, regional power outages and other major events. The E3 line is easy to use: Simply dial 888-USBANKS (888-872-2657) and enter your work telephone area code. (Note: This is an 888 number, not an 800 number. 800-USBANKS is the number for our primary customer call center.) You may also use the E3 line to connect to a U.S. Bank representative, the LifeWorks employee assistance program or the U. S. Bank Security Control Center. Background Inquiries We conduct background inquiries on all new employees and on current employees who are offered promotions or transfers to certain positions or where there is a legitimate business need to conduct an inquiry, subject to applicable law. In all cases, employment is contingent on satisfactory background inquiry results. With certain exceptions, a criminal or civil conviction doesnt automatically disqualify an applicant from employment or affect the employment of a current employee. However, individuals who fail to disclose certain convictions or pre-trial diversions of criminal offenses on their employment applications may be terminated for falsifying their applications and/or omitting background information, regardless of the nature of the charges. In addition, national banking laws prohibit the employment of individuals who have been convicted of a criminal offense involving a breach of trust or dishonesty or theft. In addition, regulations governing the financial securities industry and mortgage loan origination require the fingerprinting of certain employees. U.S. Bank complies with all federal and state laws that govern background inquiries. We keep the information that we obtain through background inquiries confidential and use it only for business-related purposes.

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U.S. Bank Employee Handbook, July 2013

In reviewing an individuals criminal history, U.S. Bank will consider regulatory requirements, the nature of the crime, the length of time that has elapsed since the criminal activity occurred, the nature of the position for which the individual is being considered, and any additional information provided by the individual to determine whether the individual will be eligible for employment. Reporting of Certain Offenses You must report to Human Resources any pending charges and/or convictions involving dishonesty and/or theft or breach of trust. This includes drug-related charges and any felony acts of violence. You must report this even if the charges are unrelated to your employment. Youre expected to provide any documentation that we request to help us assess the charge or conviction. If you admit to acts involving dishonesty and/or theft or breach of trust, we may terminate your employment, whether or not these acts resulted in a conviction or involved law enforcement. We review the facts and circumstances of each situation on a case-by-case basis. ID Access Cards or Security Access Systems Some U.S. Bank locations require employees to use ID access cards or codes to enter buildings and certain restricted areas. If your location has an access system, your manager will help you obtain the appropriate ID access card or code. Your ID card or code is for your personal use only. If you share it with other employees or with nonemployees, you may be subject to disciplinary action, up to and including termination. If your ID is lost or stolen, immediately notify Corporate Security and your manager. You may be charged a processing fee for a new card. If you transfer to a different location or leave the company, you must return your ID card to your manager or Human Resources on your last day of work. Security at the Workplace To help us maintain a safe and secure environment: Keep your valuables with you or put them in a locked desk or cabinet. Check the identification or work order of any repair person, salesperson or inspector who wishes to enter secured or employee-designated areas. Always carry your keys and ID access card with you. Report suspicious people or activity to your manager. Review and understand the U.S. Bank Information Security Policies. These policies are available on USBnet, or you may get them from your manager or Human Resources partner. Use of Photographic Equipment Only authorized parties may use photographic equipment inside or outside any U.S. Bank facility. This includes film, digital cameras, video recorders, cell phones or any other device that is capable of capturing or reproducing an image. If you see an unauthorized person taking photos, immediately contact the Security Control Center at 800685-5515. Representatives from Corporate Security, Corporate Real Estate, Corporate Marketing and Media Relations are authorized to use photographic equipment at U.S. Bank facilities. These representatives must notify the senior site manager of a facility before they take any photos. If you dont work in these departments and want to take photos at work, you must get approval from the facility's senior site manager before you do so.

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U.S. Bank Employee Handbook, July 2013

Photos of proprietary bank information, customer records or highly sensitive areas within any facility will be allowed only with the approval of Corporate Security and the responsible senior site manager. Sensitive areas include, but arent limited to: bank lobbies (particularly the security cameras), data centers, cash vaults and any other area thats not accessible to the general public. Also, see the Unauthorized Photography and Recordings policy in the U.S. Bank Code of Ethics and Business Conduct (section 2.2.4) and the U.S. Bank Information Security Policies on this topic (ISS-POL00159). Workplace Violence U.S. Bank is committed to providing a safe work environment that is free from threats and acts of violence. We do not tolerate threatening or intimidating behavior against or by employees, customers, contractors, vendors, suppliers, partners or others. Company resources may not be used to threaten, stalk or harass anyone at the workplace or outside of the workplace. Prohibited behavior includes, but isnt limited to: Violent or threatening physical contact; causing or threatening to cause physical or emotional harm; possessing a weapon on company property; abusive, harassing, coercive or threatening communication, including phone calls or emails; stalking; taunting or malicious teasing; intentionally damaging U.S. Bank property or the personal property of employees; and threatening to or talking about engaging in any of these activities. Violations will result in disciplinary action, up to and including immediate termination. If you observe or become aware of any of the behavior listed above or any other activity that raises concerns for safety from violence, report it immediately to: Your manager or Human Resources. The Security Control Center at 800-685-5515. The Ethics Line at 866-ETHICS4 (866-384-4274) if there are no immediately safety concerns. In the event of an emergency, dial 911. Any report made under this policy will be promptly and discretely investigated. U.S. Bank will not tolerate retaliation against an employee who makes a good-faith report under this policy. Restraining Orders If you obtain a restraining order that lists U.S. Bank locations as protected areas, you must report this immediately to your manager and U.S. Bank Corporate Security. You also must promptly report changes to or the termination of a restraining order. Domestic Violence U.S. Bank will treat threats coming from an abusive personal relationship the same as it does other forms of violence. Weapons U.S. Bank prohibits all weapons on company premises, at company-sponsored functions or while performing company business. Weapons include knives, guns, stun guns, tasers, explosives, mace or pepper sprays, toxic substances or other items that are designed to inflict bodily injury on another person. This prohibition includes weapons for which a concealed weapons permit has been issued, to the extent permitted by law. This prohibition doesnt apply to law enforcement or individuals designated by the chief security officer. Employees who bring weapons on company premises or to functions, violate or imply they are violating this policy, or make statements that appear to threaten the safety of others may be subject to disciplinary action, including termination of employment.

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U.S. Bank Employee Handbook, July 2013

Accidents and Injuries at Work and Workers' Compensation Insurance If you have an accident or are injured on the job, you must report the incident immediately to your manager, who will report it to the claims administrator. See the Corporate Insurance website for specific reporting procedures and answers to common questions. U.S. Bank provides workers' compensation insurance for employees who are injured at work or on company business. You may be contacted for further information by a workers' compensation insurance representative. The benefits that may be available to you will be communicated once your eligibility for workers' compensation is determined. Also, see Family and Medical Leave, Medical Leaves of Absence and Leaves Exceeding One Year in this handbook. If a customer or other non-employee is injured on company premises, notify your manager or Corporate Security as soon as possible and follow any other reporting procedures that your location requires. If the accident or injury is an emergency, follow your local emergency procedures immediately. Communicable Diseases If youre diagnosed with a communicable disease that may cause a threat to the safety of yourself or others in the workplace, notify Human Resources immediately. Human Resources will consult with the U.S. Bank Employee Relations team to determine whether we need to take any precautions. Well keep information about your medical condition confidential to the extent possible, consistent with state and federal law. A communicable disease is one that is likely to cause debilitating or life-threatening illness or death and is readily spread from person-to-person through casual contact. Examples of communicable diseases include tuberculosis, hepatitis A, SARS, measles and influenza.

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U.S. Bank Employee Handbook, July 2013

Glossary Employee status: Full-time: Employees whose standard hours are 30 to 40 hours per week. Regular part-time: Employees whose standard hours are 20 to 29 hours per week, or a minimum of 1,000 hours in a calendar year. Part-time: Employees whose standard hours are fewer than 20 hours per week or fewer than 1,000 hours in a calendar year. Temporary: Employees who are employed for a limited time (e.g., special assignments). Temporary employees generally are ineligible for U.S. Bank-sponsored programs. Non-exempt/exempt: Legal classifications based on job responsibilities have been established under the federal Fair Labor Standards Act and applicable state laws. "Non-exempt" refers to an employee who is eligible for overtime. "Exempt" describes an employee who works in an "executive, administrative or professional capacity," "outside sales" or other exemptions as defined by law, and who is not eligible for overtime. Immediate family or step-family members: Include spouse/partner, children of the employee or the employee's spouse/partner, parents of the employee or the employee's spouse/partner, and the employee's brothers, sisters, grandparents and grandchildren. Next of kin: The nearest blood relative. Personal relationship: A marital or other committed relationship; a significant familial relationship, including relationships by blood, adoption, marriage or domestic partnership; parent, grandparent, child, sibling, first cousin, uncle, aunt, nephew, niece, spouse, brother- or sister-in-law, father- or mother-in-law, son- or daughter-in-law, step-parent or step-child; a consensual sexual or romantic relationship; a close personal friendship; or a significant business relationship. Spouse/partner: A domestic partnership that is defined as an ongoing and committed spouse-like relationship between adults of the same or opposite gender.

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