Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 1 of 15
EEOC-CGLIC-0130
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 2 of 15
YOU AND CIGNA
his handbook applies to aM U.S..based refgular jfull-time and regular parttime employees of the GI<3NA* companies; identified on the last page of this handbook. This handbopk.iwnfems'Mp^iaiit information about your contract of employment as well'as jJoJides .antl.programs that relate to you in your work at CIGNA and about benefits forf-^hich^iou may be eligible. The terms of.your ' employment mentioned in tifcHanffioofcare legally binding, and you may wJsTiio review these terms with yotif-ij^^'fd^^V^:..'. i'*v£: . . ; . Policies, programs ari'd bJat^^pja^3o\i^Sect for the Company whichiemr §S:.yDu e '*^^iprf^.ui any pa^^lar1sjrlaa6pniif|[e'^^icies and programs are provid jm^^^^^^pem^.yyh^'^U-ptcei^^^Qfmation to you about the detr' '·prograi^^J^e^p'atfas-^ll^rmation about benefit plans, iirectly my^^^&^^^^t your work location, ontrol M^f.ffeiiefi^:^^^^*=mces and competitive of such policies,,i .,, or without jiotiil®! vested *%w»asgqsfT.'-~ VC5lca ngmsytjamg*
S?' '·.. - .
>fe.
_,_.',M*^**ttelsftSf~ .%&&*'
rt-»J-;-.--:
^Wjj-S-J-SgiS;
:
J
aps !-,f- only two tenns-; -- -j -t^i^EBfj^jjiieht. ··--
bat y Ur em 1 ment is not B an
i K S"
,
^Q&-?*
They are very
asff° P °y for any Ixed period of time Just' term^fe your employment, at any time for any reason, the Company can
SeC nd iS that by acce t
°
P"
for a hearing to decide iployment related legal ipensarion) by go|n'g:
i
cannot -^--^ your employer signed by the President ot
f :s.-.. -&*:
StlSK^v ·
.*
\
[CIGNA'an, ?N/SO w CIGNA subsidiary that
·.'*· iut this handbook mean CIGNA Corporation and/or icfi most employees work. The term "the Company'
^JRit
EEOC-CGLIC-0131
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 3 of 15
CIGNA. A BUSINESS OF CARING
At CIGNA, we care about people who have babies. We care about people who have cancer. We care about companies that make steel, And about companies that make bread. We care about people whose lives have been shatteredAnd the people who help pick up the pieces.
·& ?$fc
''££:&. ·S^jjjjt
We care about life. And about all that makes life great... or possible... Or just better. At CIGNA, we care because it is our business to care. And because the more we care, the better our business does. But we also care, well... Because we have babies, too.
·$31
"''''is
:
^i<
m
®
CIGNA
A Business of Caring
VI
- ~ ~ W !P p| f: ^| ^ !§! :-*<"' /.' " " " ' " -
EEOC-CGLIC-0137
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 4 of 15
.-·-·.·. ·t>xcp?"~-?^vc*i^jguhigsj^?i^-yf*"^?-f>c?'"
^^^^gc^^j^^^^U^^^^^
A. YOUR JOB AND OPPORTUNITIES
Furthermore, CIGNA is committed to improving the representation of women and minorities in all employment levels where under representation exists. In support of this policy, CIGNA requires the development and implementation of Affirmative Action Plans at all appropriate locations. The results of our efforts are reported to the CEO and the People Resources Committee of CIGNA's Board of Directors. Harassment CIGNA's policy strictly forbids sexual, ethnic or other harassment whether verbal, physical or environmental. CIGNA is committed to taking whatever steps are necessary to assure that all employees are provided a workplace free of all forms of harassment, including discrimination. An employee who feels that he or she may be a victim of harassment should discuss the situation with his of her manager, manager's manager, human resources representative or CIGNA legal counsel. It is very important that any situation, if it exists, is addressed and eliminated immediately. If you are a regular full-time employee, you are expected to work 40 hours per week on a regularly scheduled basis. You are considered a regular part-time employee if you work less than 40 hours per week, but not less than 24 hours per week on a regularly scheduled basis. Your earnings as a regular employee, whether on a full-time or parttime basis, are expressed in a stipulated annual salary paid on a biweekly basis. Regular employees are eligible to participate in a variety of coverages under the CIGNA Benefits Program, including health care, survivor benefits, pension benefits, capital accumulation plans, and disability income coverages. Other Classifications If you are not a regular employee, check with your supervisor for information about how and when you are paid, and eligibility requirements for holiday pay and other benefits.
3.
EMPLOYEE CLASSIFICATIONS Regular Fuji-Time and Regular Part-Time
EEOC-CGLIC-014Q
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 5 of 15
This handbook applies to an U-S.-based regular full-time and regular part-time employees ofc CIGNA HeaithCare of New York, Inc Arizona Health Plan, Inc. : CIGNA HeaithCare of North Carolina, Inc Bankets Standard Insurance Company CIGNA HeaithCare of North Louisiana, Inc Century Indemnity Company CIGNA HeahhCare of Northern New Jersey, CIGNA Community Choice, Inc. Inc CIGNA Corporation CIGNA HeaithCare of Ohio, Inc CIGNA Dental Health, Inc. V aGNA HeaithCare of Oklahoma, Inc CIGNA Dental Health of California, Inc. ' CIGNA HeaithCare of Pennsylvania, inc. .. CIGNA Dental Health of Colorado, Inc. ;· · CIGNA HeaithCare of St Louis, Inc CIGNA Dental Health of Delaware, Inc;; : ·: CIGNA HeaithCare of Tennessee, Inc. CIGNA Dental Health of Florida, Inc.. · · .·:, CtGNA HeaithCare of Texas, Inc CIGNA Denial Health of Kansas; Inc.. K CIGNA HeaithCare of Utah, me . CIGNA'Dehtal Health of Kentucky; Inc:.'; . · ; CIGNA -Dental Health of Maryland* frife." .· i'' .. CJGNA HeaithCare of Virguiia, Inc.. ... ..;.· .. ' CIGNA- Dental Health of Newjersey, Jtic. ..·"· ;}.. c"lGNAH6Tdmgs,-Inc . · V CIGNA Dental Health/of New Mexico; inc. ;: .;: .CIGNAIndebanity'InsuranceCompany. '' . · '.' . ' :;'..· OGNA Dental Health o£Ohio, me.. 'V, '...'. ·..,:·, CIGNA;Information Services; Inc.. :·' . CIGNA Dental Health ofPerihsylvafliaiJnc:^;:- · .; CIGNA Insurance Company". CIGNA Dental :Heaim.rof.texas; foe; \i, '.'*,· , ''."<:·· ,. rCIGNA:lnsuranc!e.GcanpanyofIlliiipis . .' ''.'. ; : ORNA IVnfal-Hralth.'Plan'oiF^Tbn^iiiic.?.:':· 7..CI^A InSurahce Cqmpany-ofOKro-' . · . · ;.· ClGNA?Ina^ceCtHnpany6feTexa5--' · ;'·.'· . ' . CIGNA Excess and Surplus tnsiffarice Services,: ' :!C3GNA Ihteni'ational Corporation IrKL
·'BiAfee6jj>--r:.';''^;.-.·;·;·'...: V".' · · ' . ' .·
This-handbook-wai not automatically'kppjy1 (SCaGNA companies acquired or created after the date or publication of this handbook.
Heaie N6te: Most 'CIGNA' eroplbyees'f wSA'jM^comparrjrwhiaiis a 'snbsidary of ClGJJA' Cpipiwation. Unless.ypu.iwork in a corporate staff, type pposifiprii-H is .pr^bte.ffiai;^'.ar£i^pli|^^a\sO^ 'mvesbT^rT'K^ffi;Qre'at^;,otiOT\ser^fecj\p^^ucttoith^
/^A^rtwi»C^« 7«-M
^S^^^SW-S?";:TM?"^'^'1"'^
EEOC-CGLIC-0216
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 6 of 15
EXHIBIT 131
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 7 of 15
si?,
Sfcsfsr^
.=&&- '
?3W
*Ki!
·^..5 5hJ?^-^!:- A;*
Vjfe;
L«^
rC^r
° - « ^ ^ . '·=*'
gi:*f-^jM;UV;j;ft'-^*^^yy*'^'y^S'^^
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
CIGHA Healthcare A Business of Caring. Page 8 of 15
«t
EESssd ^ -JB§ jssssil
w K ^__^ p2^--'^P^" ..sss, ^3
O |^i^4 ^*s
·^ia»^
fe»
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 9 of 15
D 1052
EXHIBIT 137
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 10 of 15
CIGNA CODE OF ETHICS AND COMPLIANCE POLICIES
Overview
CIGNA is committed to integrity, ethical behavior and professionalism in all areas. It is CIGNA's policy to comply with all federal, state, local, and non-US laws and regulations that govern the conduct of its business. CIGNA has established a Code of Ethics and Compliance, which includes policies, requirements and responsibilities. The Code of Ethics and Compliance is part of a compliance program intended to prevent and detect illegal, improper and unethical conduct by the Corporation and its subsidiaries. The Code of Ethics and Compliance is an important part of the internal control structure and helps promote effective business controls. The Code of Ethics and Compliance applies to directors, officers, employees and agents of CIGNA Corporation and its subsidiaries throughout the world. Violations of the Code of Ethics and Compliance or other policies are subject to disciplinary action, up to and including termination. In some cases, civil and criminal penalties may apply. Any requests for a waiver to this Code of Ethics and Compliance must be in writing and addressed to the Chief Compliance Officer. When necessary, the request will be elevated to the Board of Directors. A waiver will only be given when deemed appropriate under the circumstances, and the Board of Directors must authorize any waivers for executive officers and directors of CIGNA Corporation. Waivers will be promptly disclosed when required by applicable law. These are the policies of the Code of Ethics and Compliance. Employees should refer to the Code of Ethics and Compliance posted on CIGNA's Intranet (CIGNA&You), for detailed requirements and responsibilities. CIGNA reserves the. right to modify these policies at any time. Understanding and Applying CIGNA's Policies As an employee of a CIGNA company: · · » You should have a general understanding of CIGNA's policies and where they may be found. You should learn the details of policies dealing with your organization and job responsibilities. If you have a concern about what is proper conduct for yourself or anyone else, you should promptly raise that concern with your manager, the Ethics Help Line (1.800.472.8348), Compliance Officer, or Legal Counsel. You may be required to periodically affirm your understanding of and compliance with CIGNA's policies.
·
Reporting Policy Violations
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 11 of 15
EEOC-CGLIC-0244
Equal Employment Opportunity - It is CIGNA's policy to foster a positive, productive work environment that promotes equal employment opportunity and prohibits discriminatory practices. CIGNA is an equal opportunity employer. CIGNA's employment decisions are based upon an individual's qualifications, skills, and performance, without regard to race, color, sex, age, disability, veteran status, religion; national origin, ancestry, sexual orientation, or any characteristic protected by applicable law. Non-Discrimination - All employment-related decisions should be made in compliance with federal, state and local laws prohibiting discrimination in employment. Prohibition of Retaliation - Retaliation based on an employee's report or complaint of discrimination is prohibited. Employees should promptly report perceived retaliation to their local Human Resources representative or Employee Relations. CIGNA will take appropriate disciplinary action against any individual who is proven to have taken adverse action against an employee on the basis of the employee's complaint or reporting of discrimination. Affirmative Action - CIGNA locations should practice affirmative action to ensure quality of opportunity in all aspects of employment, including efforts to ensure that the candidate pool for open positions includes diverse qualified applicants. Candidates should be selected based on qualifications and skills.
External Communications
CIGNA Public Affairs is responsible for all external communications on behalf of CIGNA that pertain to the Company, its policies and practices, its business activities, or the industries and communities in which CIGNA has business activities. This includes any communication on behalf of CIGNA with the media, legislators, regulators (other than routine contact with regulators in the ordinary course of business), industry audiences, the public at large, and any other person or entity where there is a likelihood that the communication might be construed as a public statement by CIGNA.
Gifts and Entertainment
CIGNA recognizes that business Gifts and Entertainment can create goodwill and sound working relationships. However, it is CIGNA's policy to prevent the use of business Gifts and Entertainment for gaining special advantage or unduly influencing employees, customers, suppliers or others doing business with CIGNA. Permitted Gifts and Entertainment 9 Employees and directors may provide or accept ordinary and reasonable businessrelated meals and entertainment if permitted by law and by CIGNA's Travel, Entertainment and Employee Related Expense policy. CIGNA's expenses must be properly recorded in the appropriate books and records. Employees and directors' are permitted to give or accept Gifts of small value, which would not be mistaken for anything but a sign of respect or friendship. The gift limit is $50. Expenses for gifts given to others must be property recorded in the appropriate books and records. Managers/supervisors and their direct reports are permitted to exchange/give Gifts of reasonable value that are purchased with personal funds, on special occasions such as
e
9
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 12 of 15
EEOC-CGLIC-0247
EXHIBIT 141
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 13 of 15
Honest Interviewing
For Rational Employment
Case 2:04-cv-00627-JAT Document 132-2 Filed 07/14/2006 Page 14 of 15 D0946
Appendix
Equal Employment Opportunity No discrimination due to race, color religion, age, sex, national origin or handicap. Affirmative Action Taking extra measures to seek out qualified women and minorities for hiring, training, development and promotion.
Employment Discrimination Laws Civil Rights Act of 1964, Title VII, as amended, and Title VII as amended in 1972 1978, definition of sex discrimination amended Age Discrimination in Employment Act of 1967, as amended Race, color, religion, sex or national origin
Pregnancy, childbirth or other related medical conditions
Protected age group (now 40 and above)
Vietnam Era Veterans Readjustment Act of 1974
Affirmative action re: disabled veterans and veterans of the Vietnam era
State and local laws are frequently more broad
1
Case 2:04-cv-00627-JAT
Document 132-2
Filed 07/14/2006
Page 15 of 15 D0980
United States Free Forms
Canada Free Forms
United Kingdom Free Forms
Australia Free Forms