Employee Handbook 2013

Revision Date: April, 2013
2013
Employee Handbook
North America Employees
CORPORATE OVERVIEW...............................................................................................................................................1 EMPLOYEE RIGHTS AND RESPONSIBILITIES ........................................................................................................3 EQUAL EMPLOYMENT OPPORTUNITY .................................................................................................................................3 EMPLOYMENT AT-WILL .....................................................................................................................................................3 CIBER'S CODE OF BUSINESS CONDUCT AND ETHICS ...........................................................................................................4 Introduction ...................................................................................................................................................................4 Conflicts of Interest .....................................................................................................................................................4 Confidentiality...............................................................................................................................................................5 Protection and Use of Company and Client Assets ...............................................................................................6 Compliance with Laws/Trading in Securities ...........................................................................................................7 Open Door Policy/ Ethics Compliance .....................................................................................................................7 Accurate Books and Records/ Public Disclosure of Company Information ........................................................8 Doing Business with the Government ......................................................................................................................9 Foreign Corrupt Practices Act .................................................................................................................................11 Political Contributions and Activities/Lobbying......................................................................................................12 Relationships with Suppliers ....................................................................................................................................13 Client Relationship ....................................................................................................................................................13 Competition ................................................................................................................................................................14 Gathering Competitive Information .........................................................................................................................14 Intellectual Property ..................................................................................................................................................14 Communications with the Financial Community and Media ...............................................................................15 Contract Authorizations ............................................................................................................................................15 Harassment and Non-Discrimination ......................................................................................................................16 Workplace Safety ......................................................................................................................................................17 Compliance with this Code ......................................................................................................................................18 Questions and Resources ........................................................................................................................................18 DRUG AND ALCOHOL POLICY ...........................................................................................................................................19 Introduction .................................................................................................................................................................19 ANTI-VIOLENCE POLICY ...................................................................................................................................................20 Introduction .................................................................................................................................................................20 Definitions ...................................................................................................................................................................21 Enforcement ...............................................................................................................................................................21 Possession of Weapons and Other Dangerous Items .........................................................................................21 EMPLOYEE-MANAGER RELATIONSHIP ..............................................................................................................................22 PERFORMANCE APPRAISALS .............................................................................................................................................22 PERSONNEL RECORDS AND PERSONNEL INFORMATION ....................................................................................................22 PROTECTED HEALTH INFORMATION - HIPAA ..................................................................................................................22 OUTSIDE EMPLOYMENT ....................................................................................................................................................23 COMPUTER SECURITY.................................................................................................................................................24 INTERNET USE ..................................................................................................................................................................24 PRIVACY AND PROPRIETARY ISSUES .................................................................................................................................24 ABUSES .............................................................................................................................................................................25 USE OF THE INTERNET WHILE ON CLIENT SITES ................................................................................................................25 USE OF COMMUNICATION SYSTEMS .................................................................................................................................25 SOFTWARE LICENSING ......................................................................................................................................................26 TRAVEL.............................................................................................................................................................................27 TRAVEL ............................................................................................................................................................................27 Vehicle Use While on Company Business ............................................................................................................27 PAYROLL PRACTICES ..................................................................................................................................................28 EMPLOYMENT CLASSIFICATIONS ......................................................................................................................................28 Introduction .................................................................................................................................................................28 Full-Time Full Benefit Eligible Employees .............................................................................................................28 Full-Time Choice Plus Benefit Eligible Employees...............................................................................................28
Part-Time Employees ...............................................................................................................................................28 Non-Benefit Eligible Employees ..............................................................................................................................28 CHANGE IN EMPLOYMENT CLASSIFICATION .....................................................................................................................28 PAYROLL ..........................................................................................................................................................................28 TIME AND EXPENSE REPORTING .......................................................................................................................................29 Introduction .................................................................................................................................................................29 Client Requirements for Billable Employees .........................................................................................................29 Unassigned Billable Employees ..............................................................................................................................29 ATTENDANCE AT BUSINESS MEETINGS .............................................................................................................................29 EMPLOYEE BENEFITS ..................................................................................................................................................30 BENEFIT ELIGIBILITY BY EMPLOYMENT CLASSIFICATION ................................................................................................30 TIME OFF PLANS ...............................................................................................................................................................31 Introduction .................................................................................................................................................................31 Highlights Summary ..................................................................................................................................................31 How The Time Off Programs Work.........................................................................................................................31 Paid Time Away From Work ....................................................................................................................................31 Paid Time Off (PTO) .................................................................................................................................................32 Holidays ......................................................................................................................................................................34 Jury Duty .....................................................................................................................................................................35 Short-Term Disability (STD) .....................................................................................................................................35 Long-Term Disability (LTD) ......................................................................................................................................35 Unpaid Time Away From Work (Non-FMLA) ........................................................................................................35 Family and Medical Leave Act (FMLA) ..................................................................................................................36 EDUCATIONAL BENEFITS ...........................................................................................................................................37 INTERNAL EDUCATION .....................................................................................................................................................37 Eligibility ......................................................................................................................................................................37 General Information ..................................................................................................................................................37 COLLEGE ASSISTANCE PLAN ............................................................................................................................................37 Eligibility ......................................................................................................................................................................37 General Information ..................................................................................................................................................37 INSURANCE AND RETIREMENT PLANS ..................................................................................................................38 GROUP INSURANCE PLANS................................................................................................................................................38 Introduction .................................................................................................................................................................38 Qualified Status Change ..........................................................................................................................................38 Medical, Dental and Vision Insurance ....................................................................................................................38 Life and AD&D Insurance Plan ................................................................................................................................39 401(K)...............................................................................................................................................................................39 Eligibility ......................................................................................................................................................................39 General Information ..................................................................................................................................................39 Contributions to Accounts ........................................................................................................................................39 Catch-Up Contributions ............................................................................................................................................39 Vesting of Employee Contributions.........................................................................................................................40 Company Matching Contribution .............................................................................................................................40 Rollovers .....................................................................................................................................................................40 Withdrawals ................................................................................................................................................................40 Loans ...........................................................................................................................................................................40 OTHER EMPLOYEE BENEFITS...................................................................................................................................41 EMPLOYEE STOCK PURCHASE PLAN .................................................................................................................................41 Eligibility ......................................................................................................................................................................41 General Information ..................................................................................................................................................41 DEPENDENT CARE FLEXIBLE SPENDING PLAN ..................................................................................................................41 Eligibility ......................................................................................................................................................................41 General Information ..................................................................................................................................................41 HEALTH CARE FLEXIBLE SPENDING PLAN ........................................................................................................................41 Eligibility ......................................................................................................................................................................41
General Information ..................................................................................................................................................41 COMMUTER BENEFITS ......................................................................................................................................................42 Eligibility ......................................................................................................................................................................42 General Information ..................................................................................................................................................42 OTHER SUPPLEMENTAL BENEFITS ....................................................................................................................................42 Eligibility ......................................................................................................................................................................42 General Information ..................................................................................................................................................42 COMPUTER ASSISTANCE PLAN .........................................................................................................................................42 Eligibility ......................................................................................................................................................................42 General Information ..................................................................................................................................................42 EMPLOYEE REFERRAL BONUS PROGRAM .........................................................................................................................43 Eligibility ......................................................................................................................................................................43 General Information ..................................................................................................................................................43 ADOPTION ASSISTANCE ....................................................................................................................................................43 Eligibility ......................................................................................................................................................................43 General Information ..................................................................................................................................................43 DISCOUNT PROGRAMS ......................................................................................................................................................43 Eligibility ......................................................................................................................................................................43 General Information ..................................................................................................................................................43 DRESS GUIDELINES.......................................................................................................................................................44 GUIDELINES FOR DETERMINING APPROPRIATE ATTIRE ....................................................................................................44 ATTIRE AT CLIENT SITES ..................................................................................................................................................44 ATTIRE FOR RECRUITING EVENTS .....................................................................................................................................44 BUSINESS ATTIRE IN CIBER OFFICES ................................................................................................................................44 BUSINESS CASUAL ATTIRE IN CIBER OFFICES ..................................................................................................................44 Slacks ..........................................................................................................................................................................44 Shirts ...........................................................................................................................................................................44 Dresses and Skirts ....................................................................................................................................................45 Footwear .....................................................................................................................................................................45 Other............................................................................................................................................................................45 CIBER, INC. EMPLOYEE HANDBOOK RECEIPT....................................................................................................46
CORPORATE OVERVIEW
As a member of the Ciber team, you are part of a publicly held corporation that has helped clients get the most from their technology investments since 1974. Our client-focused, results-driven approach to business has fueled Cibers growth to become a global IT consulting company with more than 7,000 employees serving businesses and governments around the world. If there is one attribute that sets Ciber apart from competitors, it is the people who work here and the trusted relationships we build with clients. Ciber professionals earn that trust by listening, learning about clients businesses and collaborating with them to implement technology solutions that deliver tangible business value. In all actions, interactions and decisions we hold ourselves to the highest standards of integrity and ethical business conduct, whether they involve clients, competitors, partners, other stakeholders or each other. We consistently take a positive approach to problems and tasks. We strive for effective client and intra-company communications. We complete assignments on time and within budget. And we continuously pursue both personal and professional growth. Ciber employees, and their expertise, integrity and dedication, have driven the success weve achieved so far and form the foundation for Cibers continued growth. The purpose of this handbook is to serve as a key resource for standards and guidance to help each of us excel in our roles. It supports us in continuing to enhance both our personal reputations for excellence and Cibers strength in the marketplace. Together we will continue to grow and prosper as a business. Thank you for being an integral part of Cibers success.
About The Employee Handbook

The employee handbook describes our organization and the companys practices and policies that provide the foundation and important guidelines for working together effectively. This handbook is applicable to most Ciber employees working in the U.S. In addition, Ciber publishes separate handbooks for employees in some separate employment classifications. Employees should consult their Human Resource Specialist regarding whether a separate handbook may apply. Please read the handbook carefully and use it as a reference on occasions when uncertain of our policies. Our personnel policies are intended to help employees perform their job responsibilities more effectively. Knowing the guidelines allows employees to concentrate on the work at hand without the uncertainty that may develop in the absence of established policies. Still, we recognize that not every circumstance and situation can be anticipated by a policy or procedure. This Employee Handbook summarizes the major points of Ciber benefit plans and personnel policies, and does not detail all provisions, limitations, and exclusions of the plans or policies, all of which are subject to change. The official plan documents and policies are available by accessing the policies and procedures section on Cibers Intranet, Ciberspace. A copy of this handbook is also available on Ciberspace. This Employee Handbook does not constitute an employee contract and does not offer employment for any length of time or under any particular terms or conditions. Ciber, Inc. reserves the right to amend, modify, and waive the contents herein, with or without notice, from time to time. Where more detailed plan documents and insurance policies exist, such documents will prevail as to any conflicts herein. It is recommended that an employee consult the most current policy or plan document when reviewing a particular issue.
Ciber, Inc. Employee Handbook Revision 04/2013
Ciber, Inc. Employee Handbook
Revision 04/2013
EMPLOYEE RIGHTS AND RESPONSIBILITIES

Equal Employment Opportunity
Ciber is an Equal Employment Opportunity Employer and strives to comply with all applicable laws prohibiting discrimination based on race, color, sex, religion, age, national origin or ancestry, disability, veteran status, marital status, genetic information, as well as any other category protected by federal, state, or local laws. All such discrimination is unlawful and all persons involved in the operations of Ciber are prohibited from engaging in this type of conduct. Ciber continues to make a commitment to recruiting, hiring, training, and promoting into all job levels the most qualified persons without regard to the protected characteristics described above. Employment decisions are based on objective standards as well as the furtherance of Equal Employment Opportunity. In accordance with applicable federal and state law protecting qualified individuals with known disabilities, Ciber will attempt to reasonably accommodate those individuals unless doing so would create an undue hardship on Ciber. Any qualified applicant or employee with a disability who requires an accommodation in order to perform the essential functions of the job should contact their manager and request an accommodation. Employees should report every instance of perceived unlawful discrimination to their immediate Ciber manager or to any other Ciber manager or to the Vice President of Employee Services, regardless of whether they or someone else is the subject of that treatment. Detailed reports (including names, descriptions, and actual events or statements made) will greatly enhance Cibers ability to investigate. Any documents supporting the allegations should also be submitted. Upon receipt of a complaint, Ciber will conduct an investigation. Ciber prohibits any form of retaliation for submitting complaints and for cooperating in any investigation. Any supervisor or employee who retaliates against the accuser or those involved in the investigation will be subject to disciplinary action which may include termination. If the investigation determines that a violation of Cibers policies has occurred, Ciber will take appropriate disciplinary action which may include termination of employment, against those who engaged in the misconduct.
Employment At-Will
Employment with Ciber may be terminated for any reason, or no reason, with or without cause or notice, at any time by the employee or Ciber. Nothing in this Handbook, other written communication, or any oral statement shall limit either Cibers or any employees right to terminate the employment relationship at either partys will. This policy of at-will employment may be revised, deleted, or superseded only by a written employment agreement signed by the CEO that expressly revises, modifies, deletes, or supersedes the policy of at-will employment. If the employment is covered by a written employment agreement, nothing in this Employee Handbook or in any oral statement shall modify or amend the terms of that agreement. With the exception of employment at-will, terms and conditions of employment with Ciber may be modified at the sole discretion of the company with or without cause or notice at any time. No implied contract concerning any employment-related decision, the duration of employment, or term or condition of employment can be established by any other statement, conduct, policy, or practice.
Ciber's Code of Business Conduct and Ethics

Introduction
Ciber believes that good ethics are the basis for good business practices that will produce the best results for our shareholders. Cibers Code of Business Conduct and Ethics contains the ethical principles that guide our behavior and are required to meet ethical and legal standards for our business. All Ciber personnel are expected to read, understand, support and practice the policies in this Code. They apply to all employees, officers and directors of Ciber (hereinafter Ciber or the Company), all of whom will be referred to as employees or you and yours in the Code. This Code supplements the other policies and procedures found on Ciberspace. Ciber does business across the world, and that means employees may be subject to the laws of different countries and organizations such as the European Union. Each of us has an important responsibility to know and follow the laws that apply wherever we work. Ciber, Inc. is a corporation organized in the United States. For this reason and others, U.S. law may apply even when business activities are conducted outside the U.S. Other countries may apply their laws outside their boundaries too. Since Cibers independent contractors and subcontractors represent Ciber in their business dealings, they must also comply with our policies. Ciber employees are responsible for educating the independent contractors and subcontractors about the policies to ensure they meet the requirements of Cibers Code of Business Conduct and Ethics. The Company will review and revise these policies as necessary to meet the changing needs of the business. Although the Company will make a reasonable effort to notify employees of changes, the policies may change with or without advance notice. This Code of Conduct does not constitute an employment contract and does not offer employment for any length of time.
Conflicts of Interest
The Company wants to avoid issues that may arise when your personal interests (business, financial, civic or professional) conflict with the interests of the Company and/or with their loyalty, judgment or decision-making. Even the appearance of a conflict of interest can be harmful, because it may look like poor judgment was used. These rules also apply to your immediate family members and other relatives or individuals living in your home. Immediate family members include spouse or same-sex domestic partner, child, parent, sibling, grandparent, grandchild, in-law (mother, father, sibling) and step-relatives (father, mother, sibling, child). Likely areas of conflicts of interest are listed below. Do not use company time, materials, equipment, information or other assets (for example, trade secrets, client or vendor information, etc.) for personal purposes and/or financial gain. Do not participate in a decision to select a vendor, contractor or subcontractor with which employee has a personal interest. Do not take advantage of business opportunities reasonably available to Ciber.
Revision 04/2013
To assist you in determining if you have a conflict of interest in a particular situation, you should consider the following: 1. Whether you or any member of your immediate family or household have been a director, officer, owner, partner, employee, agent, consulting company, contractor or subcontractor of a firm that is a competitor, client or supplier of Ciber's or whether you are in a close business or personal relationship with anyone associated with that firm; 2. Whether you have proprietary information from a prior employer; 3. Whether you or any member of your immediate family or household has more than a one percent financial interest in any firm that is a competitor, client or supplier of Ciber's and, if so, are you or any of your direct reports involved with decisions, contracts, recommendations, etc. with respect to such firms; 4. Whether you or any member of your immediate family or household is in an elected or appointed office or advisory position in federal, state or local government; and 5. Whether there is any other business or personal situation that you feel could be interpreted as an actual or potential conflict of interest. Contact the Law Department to report a possible conflict of interest or if further assistance is needed.
Confidentiality
Ciber expects all employees to respect the confidential information of Ciber, Ciber subcontractors and Ciber clients (collectively Ciber Information) with which they may be entrusted. Ciber Information includes any information that derives economic value from not being generally known to other persons, including, but not limited to, methods and techniques, client lists and profiles, business operations, data, finances, accounting procedures, billing rates, contractor fees, projections, estimates, tax records, employee lists, candidate lists, employee compensation, personnel history, existing and future products and services of Ciber and its clients. Ciber considers all such information to be trade secrets and expects its employees to do the same. You may use Ciber Information in the general course of doing business; however, all Ciber Information must be safeguarded against loss, damage, misuse, theft, fraud, sale, disclosure or improper disposal. Ciber Information may not be used for personal purposes or disclosed outside the Company. Doing so could damage the Company, competitively or financially. In addition, the confidential information of others may not be copied without the owners written permission. For example, do not reproduce, distribute or alter material from books, trade journals, magazines or licensed computer software, or use music or videotapes without the owners written authorization. If you leave Ciber, you remain legally obligated to not disclose Ciber Information to any new employer or anyone else who has not signed an appropriate non-disclosure agreement with Ciber or Ciber's clients. Ciber Information also includes information regarding the particular skill sets, assignments or expertise of Cibers employees. Accordingly, you may not share this information with your new employer to facilitate the new employers recruitment of Ciber personnel. Any disclosure of this information may subject you to legal liability in an action brought by either Ciber or the client against you.
Protection and Use of Company and Client Assets

It is your responsibility to know these guidelines, and to conduct their activities accordingly. You are responsible for the appropriate use, maintenance and protection of Company and client assets from theft, damage or loss whether on or off Company or client premises. The term assets includes but is not limited to: Computer hardware and software, network services such as telephone, voice mail, facsimile, e-mail, Internet access and third party services Cell phones and pagers Copiers, supplies and records Company funds and financial assets These assets are to be used for business purposes in serving the interest of the Company and of our clients in the course of normal operations. You should be aware that the data and documents you create on the corporate assets remains the property of Ciber. For security, network maintenance and other purposes, authorized individuals within Ciber may monitor equipment, systems and network traffic at any time. Here are some ways you can protect Company and client funds and property: Make sure expenditures are only for authorized and legitimate business purposes. Keep accurate and complete records of funds spent. Use corporate charge cards only for business purposes. Make sure Company and client assets (including passwords and other methods used to access or transmit data) and the information they contain are protected against unauthorized access, use, modification, destruction, theft, loss or disclosure. Use Cibers trademarks and service marks in accordance with Company instructions. Use telephones, e-mail and the Internet only for legitimate business purposes. While some incidental personal use may be permitted, these means of communication must never be excessive or used for illegal purposes, or in a manner inconsistent with Cibers policies and this Code. Plan travel well in advance and book appropriately to get best travel rates. Company funds may not be used for personal purposes. If you are issued a corporate credit card, it may only be used for business purposes. The Company may recover unauthorized expenses from you that are inappropriately classified as business. If you submit unauthorized expenses, corrective action could be taken against you up to and including termination. Actual or suspected loss, damage, misuse, theft, embezzlement, or destruction of Company funds or Company or client property should be reported immediately to the Chief Financial Officer. The following activities are strictly prohibited, with no exceptions: Violations of the rights of any person or company protected by copyright, trade secret, patent or other intellectual property, or similar laws or regulations, including, but not limited to, the installation or distribution of pirated or other software products that are not appropriately licensed for use by Ciber. Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources,
Revision 04/2013
copyrighted music or video, and the installation of any copyrighted software for which Ciber or the end user does not have an active license is strictly prohibited. Introduction of malicious programs into the network (e.g., viruses, works, Trojan horses, e-mail bombs, etc.). Executing any form of network monitoring which will intercept data not intended for the employees host, unless this activity is part of your normal authorized job function. Circumventing user authentication or security of any host, network or account. Under no circumstances are you, as in an employee of Ciber, authorized to engage in any activity that is illegal under local, state, federal or international law while utilizing Ciber or client owned resources.
Compliance with Laws/Trading in Securities

Employees and Ciber must comply with all federal, state and local laws, rules and regulations applicable to Ciber and its business operations. Many of the policies in this Code facilitate compliance with those laws, rules and regulations. Because the common stock of Ciber, Inc. is traded publicly on the New York Stock Exchange (NYSE) under the symbol CBR, the securities laws place certain restrictions on Ciber employees in the buying and selling of Ciber stock or publicly traded options to buy or sell Ciber stock. Accordingly, you have material, non-public information relating to Ciber or any of its subsidiaries, you may not buy or sell securities of the Company or engage in any other action to take advantage of, or pass on to others, that information. Transactions that may be necessary or justifiable for independent reasons (such as the need to raise money for an emergency expenditure) are no exception. In addition, if you have material, non-public information relating to any proposed acquisition of, or business combination with, any public company or any other financial or other material information regarding any other public company arising out of your position with the Company, you may not buy or sell securities of that company or engage in any other action to take advantage of, or pass on to others, that information.
Material Information
Material information is any information that a reasonable investor would consider important in a decision to buy, hold or sell stock (i.e., any information that could affect the price of the stock). Examples of material information include news of current earnings or losses, projections of future earnings or losses, news of a pending or proposed merger, acquisition or tender offer, changes in dividend policies, the declaration of a stock split, the offering of additional securities, changes in management, and financial liquidity matters. Either positive or negative information may be considered material. If you have material information about Ciber, you must not pass the information on to others who may use the information to buy or sell Ciber stock for their own accounts.
Transactions by Family Members

The same restrictions apply to your family members and others living in the household. You are responsible for the compliance by your immediate family and personal household members.
Open Door Policy/ Ethics Compliance

Every employee has a responsibility to maintain and advance the business ethics reputation of the Company and its employees. It is managements obligation to establish and maintain processes to prevent, detect, report, and correct violations; and to make all appropriate disclosures to others with an interest in the ethical performance of the Company. All employees have parallel responsibilities to
act in compliance with the Code and, to maintain high business ethics standards and a work environment of trust and respect. Ciber believes that open communication is essential to a successful, ethical work environment and you should feel free to raise issues of concern without fear of reprisal. You have an open door to any level of management including the President of the Company. Differing opinions and expressions of concern are welcome. While we may disagree with one another, we know that healthy debate is important. We keep the communications channels open. When communication takes the form of a concern or complaint, you can take that concern or complaint to your Ciber manager. If the complaint is regarding your supervisor, or if the supervisor cannot solve the issue, you may take the matter to higher management or other appropriate persons without fear of reprisal or retaliation. Although Ciber cannot guarantee that every concern or complaint will be resolved to your satisfaction, all complaints will be investigated thoroughly, promptly and consistently, without bias or judgment, regardless of the manner in which they are reported or the individuals involved. To the extent possible, the Company will keep complaints and their resolution confidential. You are expected to cooperate in Company investigations and answer questions truthfully to the best of their ability. You should not undertake investigations on your own. If you believe a potential violation of a policy or the law occurred, please contact either the General Counsel in the Law Department or the Vice President of Employee Services. Where an audit or investigation reveals the need to take corrective measures, you have an obligation to cooperate in implementing changes in the systems, practices or procedures to avoid future ethics problems. However, it is a management obligation to determine, based on the facts and circumstances of each case, whether an ethical infraction warrants disciplinary action. Such action may involve penalties up to and including termination of employment. Disciplinary action, or lack thereof, does not preclude criminal or civil action by government agencies or law enforcement authorities for suspected ethics violations that may also breach applicable laws. At sites performing work under certain government contracts, ethics violations may also result in a withdrawal or denial of an individuals security access by the issuing authority, which may or may not impact continued employment.
Accurate Books and Records/ Public Disclosure of Company Information

It is extremely important that financial and other disclosure provided in Cibers reports and documents filed with or submitted to the United States Securities and Exchange Commission (SEC) and in other public communications made by Ciber be full, fair, accurate, timely and understandable. While the Companys Chief Executive Officer, Chief Financial Officer, Chief Accounting Officer, Controller and other Company employees performing similar functions are primarily responsible for compliance with these disclosure requirements, all Company employees are accountable within the scope of their duties for ensuring that Cibers accounting, financial and other systems provide accurate and timely reporting of transactions involving Company assets so that, among other things, the SEC reports and other public communications about the Company represent the Companys financial and non-financial information in a full, fair, accurate, timely and understandable manner. Every accounting or financial record, as well as the underlying support data, must accurately describe transactions without omission, concealment, or falsification of information, and must comply with applicable accounting standards. Books are defined as documents (including electronic files) containing accounting, inventory, financial, securities and corporate information. Records are defined as all information recorded for the Company, such as:
Employee time reports and payroll records (i.e. overtime, Personal Time Off or other exception time) Sales transactions and billing records Purchasing transactions, including bills and invoices Permits and licenses Government reports Expense account records
Questions about requirements for financial reporting may be directed to the Chief Accounting Officer or Chief Financial Officer. In addition, Cibers Audit Committee has established a complaint procedure for the receipt, retention, and treatment of complaints received by Ciber regarding accounting, internal controls or auditing matters. This procedure allows for the confidential, anonymous submission by employees of Ciber of concerns regarding questionable accounting or auditing matters and can be found on the Companys website at www.ciber.com, under Investors, Corporate Governance.
Document Management and Retention

You are responsible for protecting, maintaining and destroying records appropriately. Records include information in paper documents and electronic files found on computer hard drives, file servers, e-mail, disks, CDs, microfilm, DVDs, databases (including PMRx or Ciber records on customer databases) or any other media. You must manage records in a consistent manner to provide an accurate audit trail of the Companys business transactions. The length of time a record must be kept is determined by business and legal requirements. When records are no longer needed, they must be destroyed according to the retention schedule outlined in the Companys Document Retention Policy accessible on Ciberspace unless such records are subject to legal hold issued by the Companys Law Department. Such records can only be destroyed according to the retention schedule when the Law department has released the legal hold. Timely destruction reduces the cost of space, equipment and personnel necessary to store, organize and handle the high volume of records. It also helps the Company meet legal requirements established by federal, state and/or local laws, regulations and statutes. You should review their records on an annual basis, if not more often. See the Document Retention Policy on Ciberspace for more information.
Doing Business with the Government

Special care must be taken when dealing with federal, state and local government clients. Activities that might be appropriate when working with private sector clients may be improper and even unlawful when dealing with government employees. For example, under the federal Procurement Integrity Act, it is generally unlawful for Ciber employees to discuss employment or business opportunities with any government official involved in a pending procurement; to solicit or obtain certain types of information from the government employee; work or consult on a proposal for a contract where that employee was involved in the procurement as a government employee during the preceding year. The law also strictly prohibits offering or giving anything of value to a government employee involved in a pending procurement. Ciber policy strictly forbids the offering or giving of anything of value to government employees who work in government agencies that may be involved in decisions to purchase services or products from Ciber. This Ciber policy applies to state, local and foreign government employees involved in procurement decisions as well as federal government employees.
Federal law prohibits offering, soliciting or accepting any kickback, as well as including any kickback amount, in a contract with the United States. The prohibition on kickbacks applies to both government and contractor employees. You may not solicit, accept, offer, or give anything of value, including money, fees, tickets, commissions, credit, gifts, gratuities, property, or compensation of any kind, for the purpose of obtaining or rewarding favorable treatment in connection with a Ciber contract or subcontract. The provision of anything of value can result in Ciber being disqualified from bidding for government procurement contracts. As you interact professionally and socially with government employees, you must avoid even the inference that any act was intended to obtain favorable treatment under our contract. A gesture intended to promote good will may have the opposite effect by making the recipient uncomfortable about having to turn down (and possibly report) the offer. There is no minimum standard of value under the law anything of value, no matter how small, may give rise to a violation. In addition, federal criminal and civil laws and regulations prohibit or restrict employment discussions with certain current government employees. They also prohibit permanently, or limit for certain periods of time, the type of work that may be performed by a former government employee. Because these laws and regulations change periodically, the Law Department should be consulted before responding to or initiating any contact with a government employee concerning present or future employment opportunities. Any questions regarding application of this policy to state and local government officials should be directed to the General Counsel, Ciber Law Department. Actual or possible violations of certain laws may need to be reported to the government; therefore, actual or suspected violations shall be reported to the General Counsel. The Law Department will ensure that the reporting requirements of these laws are accomplished.
Export Control
In order to protect U.S. national security and preserve scarce resources, the United States government restricts the export of certain technology and products, including certain computer software and technical goods and data. You must observe restrictions applicable to our business placed on the export and re-export of a U.S. product or component of a product, good, service, or technical data. These laws apply to more than just Ciber operations in the U.S. The U.S. asserts jurisdiction over the export of U.S. products and technical data, and any re-export from one country to another. Other countries may impose similar restrictions on the export of their products. Export laws cover more than just physical shipments. They also cover electronic transfers of technical data, software or technology, or the provision of services over the Internet, an extranet or an intranet; application development and delivery; e-business and e-services activities; providing technical specifications and performance requirements to suppliers for procurement from non-U.S. sources; and providing technical assistance abroad, providing technical data within the U.S. to a non-U.S. citizen - all involve activities that are subject to U.S. and other country export laws. It is against the law to engage in export activities without authorization or to facilitate the unauthorized transfers of Ciber technology. Penalties for failure to comply with export laws are severe and can result in fines, loss of export privileges and imprisonment. If you have questions on export-related issues, talk with your manager or the Law Department.
Anti-boycott
Ciber and you are prohibited from complying with or supporting a foreign countrys boycott of a country unless a qualifying exception is allowed. Ciber is also required to report promptly to the U.S.
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Government any request to support a boycott or to furnish information concerning a boycott. You should advise the Law Department of any such request.
Deemed Exports
Certain actions that you might not regard as an export in other contexts do constitute an export subject to the Export Administration Regulations. For example, the release of technology to a foreign nation in the United States through such means as demonstration or oral briefing is deemed an export. Contact the Law Department if you have any questions.
Anti-Bribery and Anti-Corruption

Ciber and its subsidiaries and affiliates must be good citizens in every country where we conduct business. Accordingly you are required to comply with laws regarding anti-bribery and anticorruption. The U.S. Foreign Corrupt Practices Act (FCPA) was passed in 1977 and the UK Bribery Act (the Bribery Act) became effective July 1, 2011. Because of its extensive extra-territorial application, many international companies like Ciber fall within the scope of the similarly broad extra-territorial application and is widely considered to be more far reaching that the FCPA in a number of respects. Because of the extra-territorial reach of both Acts, Ciber will fall with the scope of both the FCPA and the Bribery Act. The Bribery Act applies to bribery both domestically and with foreign elements. The FCPA only applies to bribery involving foreign officials although domestic bribery is covered by other laws.
Foreign Corrupt Practices Act

The Foreign Corrupt Practices Act (FCPA) prohibits you from offering, paying, promising to pay money or give anything of value, directly or indirectly, to officials of any foreign government, to employees of companies owned by a foreign government, candidates for foreign political office, or foreign political parties or party officials (collectively Foreign Officials) knowing that the money or gift will be offered or given for the purpose of: Influencing a government officials decision, including a decision to fail to perform his or her lawful duty; Causing the government official to use his or her influence with the government to gain any improper advantage; or Assisting a company in obtaining or retaining business. The FCPA requires companies to keep accurate books and records so that payments are honestly described and not used for unlawful purposes. These accounting standards are designed to prevent off-the-book transactions, including kickback, bribes, and slush funds. They require Ciber to keep books, records and accounts so that they accurately reflect all business transactions. The UK Bribery Act prohibits Ciber, its subsidiaries and its employees from committing carious acts associated with bribery anywhere in the world. Bribery means giving or received or agreeing to give or received and undue reward, whether financial or non-financial, to influence the behavior of someone in government or business to obtain commercial advantage. In particular, The Bribery Act prohibits: Giving, promising or offering a bribe Requesting, agreeing to received or accepting a bribe Bribing a foreign official or Failing to prevent bribery
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The Bribery Act applies to both individuals and companies who are: UK citizens or residents (including citizens living out the UK) Non-UK citizens and residents where the bribe occurs in the UK UK headquartered companies Companies that operate in the UK whose employees or agents (regardless of nationality) commit bribery. Both the FCPA and the Bribery Act can subject the company and then individuals involved to unlimited fines and penalties. In additional corruption-related allegations can result in timeconsuming regulatory investigations, disrupted business operations and significant damage to the Companys brand and reputation. Under the FCPA, there is an exception relating to certain facilitating payments to foreign Government employees. Ciber discourages these payments, and a payment may be made only in these limited circumstances: You obtain approval from the Law Department. It is legal in the country in question. It is necessary to obtain or expedite the performance of routine, non-discretionary, legitimate, customary duties, such as mail delivery, scheduling inspections or customs clearance. It is requested by the Government employee. The payment is small (below $250 on an annual basis) and is fully and accurately recorded on the companys books. It does not involve a decision to award business to, or to continue doing business with, the company. In some countries all such payments are considered illegal and therefore should never be made. Payments may never be made to any U.S. Government employee.
Political Contributions and Activities/Lobbying

Ciber complies fully with all federal, state, local and foreign laws governing the contribution of funds or assets to candidates for political office or to political parties. Under federal law, Ciber may not contribute corporate funds or make in-kind corporate contributions to candidates for federal office and no employee or agent may approve such contributions on behalf of the Company. In those states that prohibit contributions to state political candidates, Cibers policy is the same as that for federal candidates. Any request for or interest in Ciber making a contribution to a political candidate or party must be forwarded to and handled by Cibers General Counsel. Any questions regarding this policy should be directed to the Law Department. Because lobbying and lobbyists are regulated by the law, you may not engage in lobbying on behalf of the Company or engage others to do so unless specifically requested to do so by an elected officer of the Company in consultation with the Law Department. In addition, federal law prohibits the recipient of a federal contract, grant, loan, or cooperative agreement from using appropriated funds to pay anyone for influencing or attempting to influence government or congressional personnel in the awarding or modifying of any federal contract, grant, loan, or cooperative agreement. The law also requires the recipient to furnish a declaration consisting of a certification and a disclosure during the procurement process. Extreme care should be exercised to ensure appropriated funds are not used for any prohibited lobbying activities. Any
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suspected violations should be reported to the Chief Financial Officer, Chief Accounting Officer or the General Counsel.
Relationships with Suppliers

We strive to build good working relationships with our suppliers including, specifically, our independent contractors and subcontractors. They are instrumental in helping us achieve the highest standards of quality in satisfying our clients. Ciber considers multiple factors when selecting suppliers. These factors include, among other things, price, quality, delivery capacity, reputation for service and integrity, and the suppliers status as a client of Ciber services. The Company has negotiated certain contracts with vendors for discounts on high-volume purchases such as travel, office supplies, and cellular and long distance services in order to help lower operating expenses. You must justify to your supervisor the selection of alternative vendors before purchasing products and services from them. You may not request gifts or entertainment that may influence your judgment in favor of a particular supplier or client over others. A supplier is any company or person (such as a consulting company, contractor or subcontractor) who sells services or products to the Company and is not an employee. You and your immediate family members and other individuals living in your home may accept gifts or entertainment or have a meal or drinks or attend an event that includes lodging and transportation with a vendor or client, or accept a free or discounted product, service, gift or other favor from a vendor or client only if the gift or entertainment is: unsolicited; provided to others in the normal course of doing business; for a legitimate business purpose; such that it does not cause employee to favor a particular supplier or client over others; not improper, offensive or otherwise in conflict with corporate policies; and not in violation of a law.
You may provide gifts and entertainment to a supplier or client as long as you meet the above conditions and do not influence a business decision. Promptly return unacceptable gifts to the supplier. If return is impractical (such as perishable fruit, etc.), donate the gift to charity in the suppliers name. Send the supplier a thank you letter but explain the disposition of the gift and Cibers policy regarding gifts.
Client Relationship
Ciber recognizes that integrity and client satisfaction go hand in hand. In todays fiercely competitive marketplace, we can only succeed by meeting the high expectations of our clients with our products and services.
You should compete vigorously, but fairly. Ciber does not misrepresent its services and products, even if it means losing a sale. Where silence about a fact could mislead a client, employees shall disclose the information, subject to appropriate safeguards where the information is confidential to Ciber. Ciber communicates clearly and precisely so that our clients understand the terms of our contracts, including performance criteria, schedules, prices, and responsibilities.
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Competition
Laws governing competition exist in most of the industrialized countries in which Ciber does business. The purpose of competition law is to prevent interference with the functioning of a competitive market system. While the purpose of such laws is primarily economic, their effect is often seen as going beyond consumer welfare to protecting other values of society, including individual freedoms. Under these laws, companies may not enter into agreements with other companies, including their distributors and remarketers, however informally, that unreasonably restrict the functioning of the competitive system, such as price fixing or dividing clients or territories. Cibers policy is to comply fully with competition laws throughout the world. You can help by adhering to all of Cibers business conduct guidelines, by being sensitive to legal concerns under competition laws, and by raising any such concerns with the Ciber Law Department.
Gathering Competitive Information

Gathering information about competitors, when done legally and ethically, is a legitimate business activity. It enhances our knowledge of the marketplaces in which we sell and helps us understand and meet client needs. However, competitive information should never be obtained directly or indirectly by improper means such as misappropriation of proprietary information, bribing a competitors employee, or misrepresenting the fact that one is a Ciber employee, or hiring a consulting company to engage in any of this conduct. There are also other ways competitive information could come to your attention, such as when they are attending trade shows, trade association gatherings, or other types of meetings with competitors. In such cases, you may not participate in discussions with competitors about pricing, profit margins or costs, bids, terms or conditions of sale, sales territories, market share, distribution practices, or other competitive information. Not only do these types of conversations pose the risk of you obtaining proprietary information through inappropriate means, they also can create the appearance or form the basis of a price fixing conspiracy among competitors. Such activities generally are illegal under the antitrust laws. If you find yourself involved in this type of discussion, excuse yourself and immediately report the incident to the Law Department.
Intellectual Property
All work done at Ciber or Cibers clients shall be work done for hire. Cibers work is predominantly for the benefit and ownership of our clients. Any and all inventions, discoveries, concepts, improvements, processes, methods, tools, utilities, etc., whether or not subject to patents, copyrights, trademarks, or service mark protections, and whether or not conceived, developed or created by you while working for Ciber or its clients that relate to or result from the actual or anticipated business, work, research, or investigation, shall be the sole and exclusive property of Ciber or its clients, not your, and no you shall assert any patent or copyright for such work. You agree to assign to Ciber, or its designee, any rights they may acquire in such inventions as they are created, throughout the world, in perpetuity. You will assist Ciber and its clients in the enforcement of such matters, including signing further documentation, if and as requested, to assure all produced or in-process work belongs to Ciber or its clients. You shall turn over to Ciber or its clients immediately upon request one hundred percent of all confidential materials, software and other tangible and intangible property related to work performed for Ciber or its clients, whether on a client site or elsewhere.
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Communications with the Financial Community and Media

The Company has designated certain spokespersons as the only employees who can discuss certain information with the news media and financial community.
Communications with the Financial Community

You must not discuss with anyone in the financial community (i.e., stockbrokers, analysts, etc.) business conditions of Ciber. If you receive a call from a stockbroker or analyst, you must not offer any comment about the business condition or clients of Ciber. Instead, you should respond by saying that it is our Companys policy for these matters to be handled by the Vice President of Investor Relations who may be contacted at Cibers corporate office.
Communications with the Media

If you receive a call from an editor/reporter representing local newspapers, TV/radio stations or other business/financial publications, you should refer the caller to the Vice President of Investor Relations or the Vice President of Marketing at the corporate office. These individuals can then arrange for interviews with the appropriate person. However, appropriate management personnel may handle routine calls from the trade press that do not involve discussions of business/finance.
Social Media
Ciber encourages the responsible use of social networks for business related and professional networking purposes. Any employee of Ciber, by virtue of identifying themselves as such within a social network, is creating perceptions about themselves by their colleagues and managers; in addition they are creating perceptions about their expertise and about Ciber by our shareholders, customers and general public. It is important that you are aware of the implications of engaging in forms of social media and online conversations that reference Ciber and or your relationship with Ciber and Ciber products and services, and that you recognize that Ciber may be held responsible for your content posted on social network sites. You are required to comply with Cibers Social Media Policy, accessible on Ciberspace, and social media should never be used in a way that violates any other Ciber policy or employee obligation. You should not initiate or respond to comments related to the trading of Ciber stock, Company operating results, non-public information (i.e., new client contracts or any other client-specific information), or any form of communication that could be construed as insider information about the Company, whether negative or positive.
Other Requests for Information

Other releases of information relating to the Company (except normal material given to suppliers or clients) should be coordinated with Company management and the Law Department as appropriate. Releases of information relating to employees, suppliers, or clients must be coordinated with the Law Department to ensure compliance with applicable laws protecting the privacy and property rights of those parties.
Contract Authorizations
Ciber's board of directors has delegated to certain individuals the authority to sign contracts and other agreements and to legally bind the Company to those contracts and agreements. Unless you are one of those individuals to whom such authority has been delegated, you should not sign any contracts or agreements. Ciber's policy on Contract Approval identifies who may sign contracts and at what dollar levels.
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Harassment and Non-Discrimination

In accordance with applicable law, Ciber prohibits sexual harassment as well as any harassment because of race, color, sex, religion, age, national origin or ancestry, disability, veteran status, marital status, as well as any other category protected by federal, state, or local laws. All such harassment is unlawful and will not be tolerated.
Harassment Defined
Sexual harassment is defined by applicable state and federal laws as unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: (1) submission to the conduct is made as a term or condition of employment, or (2) submission to or rejection of the conduct is used as a basis for employment decisions affecting the individual, or (3) the conduct has the purpose or effect of unreasonably interfering with the employees work performance or creating an intimidating, hostile or offensive working environment. This definition includes many forms of offensive behavior. The following is a partial list of harassing behaviors: Unwanted sexual advances or propositions of any nature Offering employment benefits in exchange for sexual favors Making or threatening reprisals after a negative response to sexual advances Visual conduct such as leering, making sexual gestures or displaying sexually suggestive objects, pictures, cartoons or posters Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually explicit jokes or degrading comments Verbal abuse of a sexual nature or suggestive or obscene letters, notes or invitations.
Harassment on the basis of race, color, sex, religion, age, national origin or ancestry, disability, veteran status, marital status, as well as any other category protected by federal, state, or local laws includes behavior similar to sexual harassment: Verbal conduct such as threats, epithets, derogatory comments or slurs Visual conduct such as derogatory posters, photographs, cartoons, drawings or gestures Physical conduct such as assault, unwanted touching or blocking normal movement Retaliation for reporting harassment or threatening to report harassment.
Prohibition of Harassment
An employee of Ciber, whether a coworker or manager, who is found to have engaged in prohibited harassment is subject to disciplinary action, up to and including termination of employment. Any manager or supervisor who knew about harassment and took no action to stop it or failed to report the harassment to management may also be subject to discipline, up to and including termination. Ciber 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 ones duties. Accordingly, to the extent permitted by law, Ciber reserves the right not to provide a defense or pay damages assessed against employees for conduct in violation of this policy.
Complaint Procedure
Cibers complaint procedure provides for an immediate, thorough, and objective investigation of any claim in violation of this policy and appropriate disciplinary action against one found to have engaged in harassment. If you believe you have been harassed on the job, or if you are aware of the harassment of others, you should provide a written or verbal complaint to your manager or to any other Ciber manager or to the Senior Vice President of Human Resources or the Vice President of Employee Services as soon as possible. The complaint should be as detailed as possible, including the names of
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individuals involved, the names of any witnesses, direct quotations when language is relevant, and any documentary evidence (notes, pictures, cartoons, etc.). All incidents of harassment that are reported will be investigated. Ciber will immediately undertake or direct a thorough and objective investigation of the harassment allegations. In conducting an investigation Ciber will endeavor to communicate information only to those in a need to know capacity, however Ciber cannot guarantee confidentiality. The investigation will be completed and a determination regarding the reported harassment will be made. If it is determined that harassment has occurred, Ciber will take remedial action commensurate with the circumstances, up to and including termination. Appropriate action will also be taken to deter any future harassment. Applicable law also prohibits retaliation against any employee by another employee or by Ciber for using this complaint procedure or for filing, testifying, assisting, or participating in any manner in any investigation, proceeding, or hearing conducted by a governmental enforcement agency. Additionally, Ciber will not knowingly permit any retaliation against any employee who complains of prohibited harassment or who participates in an investigation.
Audit Committee Procedures for Complaints Regarding Financial, Accounting, and Audit Matters
Ciber is committed to fair, accurate and transparent accounting of the financial matters of the Company and expects all employees, officers, director and agents to act in accordance with the highest ethical standards in the performance of their responsibilities for the Company. Ciber requires full compliance with all applicable securities laws and regulations, accounting standards, accounting controls and audit practices and prohibits violations of applicable securities and other laws related to fraud against shareholders. Ciber relies on all employees, officers, directors and agents of the Company to conduct themselves in accordance with the requirements and spirit of this policy and to report any suspected violations of this policy and other questionable financial, accounting or audit matters without fear of retaliation. Any person who has a complaint or concern about the Companys accounting, internal accounting controls or auditing matters, or who becomes aware of questionable accounting or auditing matters, is strongly encouraged to report such matters to the Audit Committee of the Company. To raise complaints or concerns about or report a questionable accounting or auditing matter to the Audit Committee, you should document the complaint or concern and provide the information by one of the following options: Via mail to: Ciber, Inc. 6363 South Fiddlers Green Circle, Ste. 1400, Greenwood Village, CO 80111 Attention: Audit Committee Chairman Via email to: auditcommitteechair@ciber.com Via the hotline at: 303-267-3830
Workplace Safety
The health and safety of employees and others on Company property or assigned to client sites are of critical concern to Ciber. We strive to attain the highest possible level of safety in all activities and operations. Ciber also intends to comply with all health and safety laws applicable to our business.
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To this end, Ciber must rely upon you to ensure that work areas are kept safe and free of hazardous conditions. Safety is your responsibility and you are expected to exercise maximum care, and good judgment at all times to prevent accidents and injuries. You should inform your supervisor about any potential hazards, unsafe conditions, equipment or practices, and do everything reasonable to keep Ciber a safe place to work. If you are working at client sites, you are expected to familiarize yourself with and follow all safety related policies associated with working on that client site. Work-related injuries should be reported in accordance with the Workers Compensation policy described in the Employee Benefits section of the Employee Handbook and on Ciberspace.
Compliance with this Code

Ciber believes strongly in ethical behavior and encourages compliance with this Code by all employees. People who work together for a common purpose benefit from being aware of the guidelines pertaining to their conduct and relationships. Violations of the Code should be promptly reported to the Ciber Law Department. The following list is based on the requirements of this Code and includes some, but not all, inappropriate employee conduct that could result in disciplinary action. Insubordination or refusal to comply with instructions or failure to perform appropriately assigned duties Falsification of company records Theft, fraud, carrying weapons, explosives or violation of criminal laws on company premises Threatening, intimidating, coercing, using abusive language or otherwise interfering with the performance of fellow employees Conduct which may endanger the well being of any employee or company operations Use of company materials, time or equipment for unauthorized purposes Taking advantage of business opportunities that reasonably should be Cibers Misuse of Company or client confidential information Engaging in practices that are inconsistent with ordinary and reasonable rules of conduct necessary for the welfare of the Company and its employees Willful or repeated violation of Company rules Violation of client policies
Employees who do not comply with provisions of this Code or other Ciber or client policies or procedures will be subject to corrective action that could include a broad range of disciplinary action, from informal counseling, up to and including, termination of employment. Disciplinary action may also include legal action and/or referral to a government agency. Disciplinary action will be structured on a case-by-case basis.
Questions and Resources

There are a number of resources available to you. It is important to contact one of the following when there is a question or concern: Employees immediate supervisor A more senior manager in employees business unit Cibers Senior Vice President of Human Resources at Cibers Corporate office- 800-2423799 Cibers Vice President of Employee Services at Cibers Corporate office- 800-242-3799 Cibers General Counsel at Cibers Corporate office- 800-242-3799
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Drug and Alcohol Policy

Introduction
Ciber is committed to providing a safe work environment and to promoting and protecting the health, safety, and wellbeing of our employees. This commitment is jeopardized when any Ciber employee engages in the use, possession, sale, conveyance, distribution or manufacture of illegal drugs, intoxicants, controlled substances or abuses prescription drugs or alcohol. Substance abuse is a significant public health problem, which has a detrimental effect on the business community in terms of productivity, absenteeism, accidents, medical costs, theft, and Workers Compensation costs. Therefore, Ciber has established the following policy. Ciber realizes that drug and alcohol abuse can have serious consequences and create dangers in the workplace. Studies have shown that substances abusers are significantly more accident-prone then non-abusers and that they function at a significantly less than their potential mental and physical capacity. Ciber is a drug-free workplace that follows United States Federal laws regarding drugs and alcohol regardless of state or provincial law. The purpose of this policy is to ensure the safety of all employees and to promote productivity. It is Cibers policy that the unauthorized use, possession, manufacture, distribution, sale, dispensation, cultivation or storage of alcohol, synthetic drugs, illegal drugs, illegally used drug (prescription drugs), or drug paraphernalia by any full time, part time, temporary, or sub-contractor while on duty, reporting to duty, on Ciber or Ciber client premises, operating a company vehicle, client vehicle, or personal vehicle while on company business is prohibited. All employees must abide by this policy as a condition of employment. An employee who violates this policy will be subject to disciplinary action which may include termination. Ciber reserves the right to inspect our premises for these substances. Company premises include our buildings, grounds, parking lots, and company provided vehicles including rental vehicles used for Ciber business. You are under the influence if any substance: (substance includes but is not limited to alcohol, illegal drugs, inhalants, synthetic drugs, prescription and over-the-counter drugs) Impairs your behavior or your ability to work safely and productively; Results in a physical or mental condition that creates a risk to your own safety, the safety of others, or company property; or Is shown to be present in your body, by laboratory evidence, in more than an identifiable trace.
An illegal drug includes but is not limited to any substance that is illegal to use, possess, sell, or transfer, under federal and state laws. Drug paraphernalia includes but is not limited to any items used or intended for use in making, packaging, concealing, injecting, inhaling, or consuming illegal drugs or inhalants. A prescription drug includes is but not limited to any substance prescribed for an individual by a licensed health care provider. An inhalant includes but is not limited to any substance that produces mind-altering effects when inhaled.
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Ciber may consult with a doctor to determine if a prescription or over-the-counter drug may create a risk if you use it on the job. Ciber may change your work duties or restrict you from working while you are using a prescription or over the-counter-drug that creates such a risk. Ciber reserves the right to conduct alcohol and drug tests at any time, except where prohibited by law. You must cooperate with any investigation into substance abuse. An investigation may include tests to detect the use of alcohol, drugs, or inhalants. Testing may include urine, blood, hair or breathalyzer tests. These tests will be conducted by medical facilities designated by Ciber at Cibers expense. Testing may also be performed upon an employees return from a leave of absence or after an accident or injury. Ciber may require a drug test for any Workers Comp claim submitted. Before testing, you will have the chance to explain the use of any drugs. Cibers drug free workplace policy is intended to comply with all state and provincial laws governing drug and alcohol testing and is designed to safeguard employee privacy rights to the fullest extent of the law. Employees may be placed on paid or unpaid leave during the course of an investigation. Ciber may terminate your employment if you violate this policy, refuse to be tested, or provide false information. Furthermore, as a part of this policy, any employee convicted of violating any criminal drug statute must report that conviction to Ciber management within five days after the conviction. In addition, employees and prospective employees may be subject to any substance abuse policies, rules or requirement of Cibers clients to which they are assigned, including but not limited to drug and alcohol testing or other searches. Prospective employees that are required to submit to drug and/or alcohol testing as part of their employment and refuses to take the test, or has positive test results will preclude further processing of the application. Employees and applicants will sign consent forms before being tested. When drugs are being screened, a positive initial screen will be followed by a confirmatory test. Individuals who test positive for controlled substance use or whose metabolites are confirmed positive will be deemed to be in violation of this policy. A Blood Alcohol Content (BAC) test result of more than 0.04, or the client specified standard, whichever is less, will be deemed positive, and the individual will be considered in violation of this policy. Participation in a random drug testing program may be required in order to be eligible to work on certain Ciber client contracts. From time to time, alcoholic beverages may be provided at Ciber sponsored events, or may be provided at client sponsored events that Ciber employees are invited to. It is expected that all employees, spouses, and/or guests that choose to drink, will drink responsibly and in moderation during these events. All precautions should be taken to ensure the safety of all individuals that attend, during and following these events. Service of alcohol to underage individuals is strictly prohibited.
Anti-Violence Policy
Introduction
Ciber will not tolerate acts or threats of physical violence, including intimidation, harassment, and/or coercion, that involve or affect Ciber or that occur on company property or in the conduct of company business off Ciber property. This prohibition against threats and acts of violence applies to all persons involved in company operations, including, but not limited to, Ciber personnel, contract workers, and anyone else on company property or conducting company business off Ciber property. Violations of this policy, by any individual, will lead to disciplinary and/or legal action as appropriate.
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This policy does not create any obligations beyond those required by existing law.
Definitions
Workplace violence is considered to be intentional conduct that is sufficiently severe, offensive, or intimidating to cause an individual to reasonably fear for his or her personal safety or the safety of his/her family, friends, and/or property such that employment conditions are altered or a hostile, abusive, or intimidating work environment is created for one or more Ciber employees. Workplace violence may involve any threats or acts of violence occurring on or off company premises that involve employees, agents or individuals acting as representatives of Ciber whether as victims of or active participants in the conduct. Specific examples of conduct that may constitute threats or acts of violence under this policy include, but are not limited to the following: Threats or acts of physical or aggressive contact directed toward another individual Threats or acts of physical harm directed toward an individual or his/her family, friends, associates, or property The intentional destruction or threat of destruction of company property or another employees property Harassing or threatening phone calls or communication of any kind Surveillance Stalking Veiled threats of physical harm or similar intimidation Any conduct resulting in the conviction under any criminal code provision relating to violence or threats of violence that adversely affect Cibers legitimate business interests
Workplace violence does not refer to occasional comments of a socially acceptable nature. These comments may include references to legitimate sporting activities, popular entertainment, or current events. Rather, it refers to behavior that is personally offensive, threatening, or intimidating.
Enforcement
Any person who engages in a threat or violent action on Cibers or a clients property may be removed from the premises as quickly as safety permits and may be required, at Cibers discretion, to remain off Cibers or a clients premises pending the outcome of an investigation of the incident. When threats are made or acts of violence are committed by an employee(s), a judgment will be made by Ciber as to what actions are appropriate, including possible medical evaluation and/or possible disciplinary action, including employment termination. Once a threat has been substantiated, a decisive and appropriate response will be taken by Ciber. Under this policy, decisions may be made to prevent a threat from being carried out, a violent act from occurring, or a life-threatening situation from developing. No existing policy or procedure of Ciber should be interpreted in a manner that prevents making these necessary decisions. Ciber will make the sole determination of whether, and to what extent, a perception exists that threats or acts of violence will be acted upon. In making this determination, Ciber may undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to believe that workplace violence has occurred. No provision of this policy shall alter the at-will nature of employment at Ciber.
Possession of Weapons and Other Dangerous Items

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It is against Ciber policy for any Ciber employee to carry a weapon onto any client or company site. A weapon includes any type of firearm, knife, explosive device or any other instrument or equipment that could potentially be used to injure other persons. Violation of this policy may result in immediate termination.
Employee-Manager Relationship
The essential element of two-way communication within Ciber is the employee-manager relationship. While an employees Ciber manager will conduct a performance appraisal session periodically, employees always have the opportunity to talk to their Ciber manager at regular intervals during their employment. In these sessions, employees should be as open and honest as possible with their questions and share their concerns and ideas for improving Ciber. An employees Ciber manager is responsible for passing along ideas that will help Ciber and employees. If employees have a question that cannot be answered immediately, the employees Ciber manager will get the answer for them.
Performance Appraisals
Performance appraisals are generally conducted annually. A performance appraisal is not necessarily accompanied by a salary review. It may be used as the basis of a salary review but is not a guarantee of a salary increase. Performance appraisals are conducted to: assess and document an employees accomplishments and performance in a consistent manner; establish and track an employees goals and objectives; determine whether training requirements are needed for an employee; and provide a forum for two-way communication between an employee and their reviewing manager. An employee or their manager may initiate discussions at any time about the employees performance and how they are meeting expectations. Employees of Ciber North America should review the C N A Performance Evaluation policy on Ciberspace. All other U.S. employees should refer to the Performance Evaluation policy on Ciberspace.
Personnel Records and Personnel Information

It is Ciber's practice to: Collect only the personal information which is required for business or legal reasons. Limit internal availability of personal information to those with a business-related need to know. Release personal information outside the company only with employee approval, or to satisfy contractual or legal requirements. Provide only neutral references verifying dates of employment.
Protected Health Information - HIPAA

In order to provide employees with insurance coverage and benefits, Ciber, Inc. needs personal information, which can include Protected Health Information (PHI), about employees. Protected Health Information (PHI) means individually identifiable health information created, maintained or transmitted by Ciber or a qualifying health plan which relates to a persons physical or mental health, to the provision of healthcare to that person, or to the payment for that persons health care. Ciber obtains that information from many different sources particularly employees, other insurers, Third Party Administrators, and health care providers. Ciber, Inc. considers PHI to be confidential. We protect the privacy of that information in accordance with federal and state privacy laws, as well as our own company privacy policies. We are committed to maintaining the security and confidentiality of the PHI we receive from our employees and about
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our employees. For more information, please refer to Cibers HIPAA Notice of Privacy Practices available on Ciberspace.
Outside Employment
Ciber prohibits outside employment (including self-employment) that conflicts with employment at Ciber, impacts the employees work performance or schedule, and/or affects the business interests of Ciber. Employees should consult with Ciber management before committing to any outside employment.
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COMPUTER SECURITY
Internet Use
Ciber expects and encourages employees to use the public Internet for the good of our clients and our company. As with the use of all information technology resources at Ciber, Internet usage should focus first and foremost on the following: benefiting clients improving operating efficiencies developing future business opportunities for Ciber enhancing employee professional performance
Ciber recognizes that employees may have need at times to make personal use of Internet resources. Such use is permitted during non-working hours, with the understanding that such use cannot conflict or interfere with business usage, or violate any Ciber policies outlined in this Employee Handbook or defined elsewhere by the company. Employees using the Internet should conduct themselves honestly and appropriately, respecting copyrights, software licensing rules, property rights, and the privacy of others. As stated above, all existing company policies apply to personal conduct on the Internet. Special care must be taken to maintain clarity, consistency, and integrity of the companys corporate image during any Internet communications, even if: such communications are conducted during non-working hours. Employees with a need to transmit sensitive data to outside parties should contact their computer support staff for assistance in determining the most appropriate and efficient mechanism for that transmittal.
Social Media Use

Ciber recognizes the benefits of participating in social media networks and online communities for business-related and professional networking purposes and provides guidelines for the use of social media networks and communities in the Social Media Policy available on Ciberspace.
Privacy and Proprietary Issues

Ciber has the ability to monitor and record all Internet usage. Our network staff members periodically review Internet activity and analyze usage patterns to assure that all usage complies with the policies set forth by the company. Any Internet usage from company sites or using company equipment, whether business related or personal, is not considered to be private and may be viewed by the company at any time. The company may also block access to what it determines to be inappropriate or non business-oriented sites. Any software or files downloaded via the Internet onto the companys network or computers become the property of the company. Any such files or software may be used only in ways that are consistent with their licenses or copyrights. Unauthorized copying and use of copyrighted materials is prohibited. It is a violation of Ciber policy for employees to put unauthorized copies of copyrighted material on computers, networks, or media owned by Ciber. The company retains the copyright to any material posted to the Internet by any employee in the course of his or her duties. Employees are reminded that chats and newsgroups are public forums where it is inappropriate to reveal confidential information, client data, trade secrets, and other
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material described in these policies. Employees releasing protected information via a newsgroup or chat can be subject to disciplinary action.
Abuses
The following Internet uses from Ciber locations will not be tolerated: Usage related to outside, for-profit activities. Accessing sites containing material with content that violates any company policy or code of conduct, i.e., sexually explicit, hate-oriented, or otherwise offensive materials. Likewise, no such materials shall be archived, stored, distributed, edited or recorded using Ciber resources. Violation of this policy is grounds for immediate termination. Enabling unauthorized personnel or outside individuals access to the Ciber network. Such unauthorized access is also prohibited from the personal computer sites of Ciber employees. Any illegal usage. Accessing broadcast sites that continually stream music, video, breaking news and information, thus potentially clogging Cibers electronic system. Any actions intended to disable or overload any computer system or network, or to circumvent any system intended to protect the privacy or security of another user. Any actions involving misuse of company assets or resources.
This list is illustrative and not considered to be exhaustive.
Use of the Internet while on Client Sites

The Internet is not to be accessed for personal use while on a client site. Any improper use of the Internet while on a client site may be grounds for disciplinary action including termination of employment.
Use of Communication Systems

Ciber communication systems include the following: Paper Mail: interdepartmental envelopes, envelopes with the Ciber logo, and envelopes sent at company expense Electronically Transmitted Documents, including Electronic Mail (e-mail, fax) Telephone communication, including Voice Mail
Ciber communication systems are available for use by Ciber employees conducting company business. Personal use is permitted, but is limited to non-Ciber work hours, and cannot affect company operations. Personal use cannot include outside for-profit activities. Communication systems usage is not considered private and the systems should not be used with the expectation of confidentiality. The company reserves the right to examine all messages using Ciber systems. The communication systems are not to be used for mass distribution of messages to broad audiences whose membership includes staff who do not have a valid need or desire to receive such information. When in doubt about the distribution of a message, consult with a supervisor or the project manager of the group affected by the message. Like Internet usage, usage of e-mail from company sites or on company equipment is not considered private. Use of communication systems instead of direct personal contact for sensitive matters can result in misunderstandings. To avoid communication problems, follow these guidelines:
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Employ courtesy and tact. Never write things that one would not say in person. Use good judgment and common sense. Do not use communication systems to send messages that should be delivered through direct personal contact (i.e. reprimands). Review address and copy distribution lists for appropriateness, and to avoid overdistribution of a message. Avoid arguing technical issues in e-mail messages sent to large audiences. As our e-mail system is limited in its ability to efficiently handle the transmission of very large attachments, please consider sending large files by using a zip program.
Software Licensing
All employees are expected to comply with the restrictions contained in the licensing agreements between Ciber and our IT vendors. Employees must not use any unlicensed software or software copied in violation of copyright restrictions on Cibers computers. Contact the corporate IT group for specific information.
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TRAVEL
Travel
Ciber's policy is to reimburse employees for reasonable expenditures incurred while conducting company business. Cibers Travel Policy located on Ciberspace provides comprehensive guidelines associated with Ciber business travel including information on how to make travel arrangements and the reimbursement of travel expenses.
Vehicle Use While on Company Business

Cibers rental car policy can be found in the Ciber Travel Policy on Ciberspace. The following is expected of Ciber employees operating vehicles while conducting Ciber business.
Guidelines for Operating a Vehicle while on Company Business

1. Every employee is expected to exercise safe conduct and common courtesy toward the general public, motorists and pedestrians, in the operation of all vehicles. 2. Employees are prohibited to operate vehicles after consumption of alcohol to the extent that would be in violation of state motor vehicle laws. 3. Employees must obey all traffic regulations. Any violations of traffic laws and fines resulting from citations are the responsibility of the individual receiving the citation. Employees receiving citations for moving violations or involved in an accident while conducting company business are required to report the incident to their Human Resource Representative no later than the next business day. Failure to report such citations or accidents may result in disciplinary action up to and including termination of employment. 4. Do not operate a vehicle that is in unsafe condition 5. Employees and passengers must use vehicle-equipped restraining devices (any/all seat belts and shoulder straps). Employees observed driving on company business without wearing a seatbelt are subject to disciplinary action up to and including termination of employment. 6. No employee is allowed to operate a vehicle in the course of work unless properly licensed to do so. Operating a vehicle with an expired or revoked driver's license is grounds for termination of employment. 7. Drive defensively. Careful driving habits will reduce the chances of an accident more than any other factor. The driver of a vehicle during the course of work has full responsibility for any traffic or parking violations arising out of use of the vehicle. 8. If cell phone use is necessary while driving for business only hands free cell phone use should be used. Handheld cell phone use and texting are prohibited while driving a vehicle on company business. 9. Do not let non-Ciber employees drive a rental vehicle. 10. Drivers are to report all accidents or incidents involving a rental vehicle as outlined in the Travel Policy within 24 hours of occurrence. 11. Ciber may require that Motor Vehicle Records (MVRs) be obtained for any employee renting a vehicle. Records showing any of the following will result in termination of the employee's privilege to drive a rental car for business. Suspension, revocation or expiration of ones driver's license. Two or more moving violations and chargeable accidents over a 24month period. Driving while intoxicated (DWI), reckless driving, leaving the scene of an accident, hit and run, vehicular homicide or assault, participating in an unlawful speed contest, or eluding or attempting to elude a police officer.
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PAYROLL PRACTICES
Employment Classifications
Introduction
Employees are classified as Full-Time Full Benefit Eligible Employee, Part-Time Employee, or NonBenefit Eligible Employee.
Full-Time Full Benefit Eligible Employees

Full-Time Full Benefit Eligible Employees are regularly scheduled to work 32-40 hours per week. They are eligible to participate in all available benefits. Full-Time Full Benefit Eligible Employees that are regularly scheduled to work less than 40 hours per week are eligible for a reduced level of Paid Time Off and holiday pay.
Full-Time Choice Plus Benefit Eligible Employees

Full-Time Choice Plus Benefit Eligible Employees are regularly scheduled to work 32-40 hours per week. They are eligible to participate in certain available benefits. Full-Time Choice Plus Benefit Eligible Employees that are regularly scheduled to work less than 40 hours per week are eligible for a reduced level of Paid Time Off and holiday pay.
Part-Time Employees
Part-Time Employees are regularly scheduled to work less than 32 hours per week. Part-Time Employees are eligible for reduced benefits described in this handbook, or to the extent required by provision of state and federal laws.
Non-Benefit Eligible Employees

Non-Benefit Eligible Employees are ineligible to participate in any benefit plan offered by Ciber.
Change in Employment Classification

During employment with Ciber, the employment classification of an employee may change (e.g., from Full-Time Full Benefit to Non-Benefit or vice versa). For most benefits, the eligibility date is calculated based on the effective date of the change in employment classification, not the employees original date of hire. In addition, the waiting period for eligibility on some benefits also starts with the effective date of the change in employment classification, and is not based on the employees original hire date. Eligibility dates for the following benefits will change as a result of a change in employment classification: Medical, Dental and Vision Insurance Long and Short Term Disability Group Life Insurance Paid Time Off (PTO)/Holidays Flexible Spending Accounts
Payroll
Ciber operates on a bi-weekly payroll schedule. Payrolls are processed so that paychecks are distributed on alternate Fridays, with a one week delay, following the completed time period for which employees are being paid. Ciber provides direct deposit of an employees paycheck into any
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financial institution. Pay statements including a statement of earnings and deductions for the pay period just ended and for the year-to-date period are available electronically. Ciber is required by law to make certain deductions from employees salary for various taxes. In addition, employees may request that deductions be made for other approved purposes such as the Ciber, Inc. 401(k) Savings Plan.
Time and Expense Reporting

Introduction
The standard work week is forty (40) hours divided into five (5) consecutive days of eight (8) hours each. Working time may vary, however, depending upon Ciber or client requirements. Ciber's standard workweek runs from 12:01 a.m. Saturday through midnight on Friday. Hours and expenses are to be recorded on a daily basis and submitted once per week, in accordance with the time and expense policies and procedures outlined on Ciberspace. Submitting time and expense reports in a punctual fashion facilitates invoicing and is a condition of being paid. Notification of hours to be paid and/or billed and expenses to be reimbursed and/or billed must be submitted by 1:00 p.m. each Friday. Submission of hours and expenses are conditions of being paid and reimbursed.
Client Requirements for Billable Employees

If a client requires a client-approved timesheet with their invoice, it is an employees responsibility to secure the client approval on the time report. Similarly, if the client requires a client-approved expense report with their invoice, it is an employees responsibility to secure the client approval signature on the expense report.
Unassigned Billable Employees

At times, client assignments will be completed before the scheduled start date of a new assignment. In the case of a new employee, a time lapse between the date employed and the initial start date of the client assignment may take place. Any employee not on an assignment is subject to the following requirements: Tasks may be assigned by management for work on projects related to the conduct of Ciber's business; or training and education may be assigned as deemed appropriate by management. Employees must remain available during normal Ciber office hours for interviews, training, or project assignment.
Attendance at Business Meetings

Business meetings may be held outside normal working hours and may require attendance by specific individuals. Employees who are exempt from the overtime provisions of the Fair Labor Standards Act may be required to attend without payment or additional compensation. Attendance at business meetings or internal education sessions that require the attendance of non-exempt employees will be accounted for on the weekly Time Report.
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EMPLOYEE BENEFITS
Benefit Eligibility by Employment Classification
Full-Time Full Benefit Eligible* Medical Dental Vision PTO/Holidays Life/AD&D STD LTD Employee Assistance Program (EAP) Dep. Care Flex Healthcare Flex. Transportation Flex 401(k) ESPP Internal Education (Ciber U) College Assistance Computer Assistance Referral Bonus Adoption Assistance Supplemental Benefits (Opt. Life, LTC) Discount Programs X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X Full-Time Choice Plus Benefit Eligible* Full-Time Non Benefit Eligible Part-Time
*Full-Time Benefit Eligible- Employees in this classification regularly scheduled to work 32-39 hours/week qualify for 80% PTO/Holiday time.
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Time Off Plans

Introduction
Ciber, Inc. sponsors time off programs which fall into two categories: Paid time away from work Unpaid time away from work
Paid time away from work and unpaid time away from work may be covered under the Family and Medical Leave Act (FMLA), Workers Compensation, or Disability Leave if an employee meets the provisions of those leave programs. This section of the benefits program describes how Cibers time-off programs work. If employees are absent from work for three consecutive work days without notifying Ciber of the reason for the absence, employment may be terminated. Employees with questions about PTO should contact their HR Representative.
Highlights Summary
Paid Time Away From Work: Unpaid Time Away From Work:
Paid Time Off (PTO) Authorized Unpaid Leave Vacation Military Duty Personal Sick Floating Holidays Bereavement Client Closings Weather Holidays Short-Term Disability (STD), including Maternity Related Disability Long-Term Disability (LTD) Jury Duty Family and Medical Leave Act (FMLA) of 1993 Workers Compensation
How The Time Off Programs Work Eligibility

Full-Time Full Benefit Employees
Paid Time Away From Work

Ciber provides several paid time off benefits as indicated in the Highlights Summary chart above, depending on employment classification. For eligible employees, the use of PTO or Short-Term Disability may also be covered under the Family and Medical Leave Act (FMLA) if the requirements listed in the FMLA policy are met.
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Paid Time Off (PTO) General Information

Cibers PTO program includes vacation, personal time and floating holidays. For employees convenience, all categories of leave are combined on the PTO account record and are commonly referred to as PTO. This program recognizes the varying needs of employees to receive time off based on individual preferences and circumstances by allowing employees the greatest possible flexibility in determining when and how PTO benefits are used. The program provides employees with control over their own time, promotes a high degree of mutual trust and accountability, reinforces the importance of planning and scheduling, and simplifies the administration of PTO benefits. Ciber expects all employees to manage their time effectively and to utilize their available PTO each year. Except for unexpected use of PTO (i.e., personal, bereavement, weather), Ciber management approval is required as far in advance as possible for planned time off. A longer period of advance notice may be required for PTO requests of longer durations. PTO will be scheduled so as to provide adequate coverage of job and project requirements. Ciber Managers are responsible for considering and making the final determination on approvals of PTO requests. PTO may not be used to increase the amount of paid hours in a week to a sum of over 40 hours. During a week in which the sum of reported PTO, Holiday, and worked hours combine to equal over 40 hours, PTO may only be used in an amount to equal, not exceed, 40 hours. Unscheduled paid time off may be taken only for an employees or their familys illness or injury, or an emergency. In this case, employees should notify their Ciber manager as soon as possible so he or she can notify the client and adjust client schedules. Certification by employees health care provider is required for absences due to an illness or injury of five or more consecutive workdays or for intermittent absences due to the same reason. A health care providers written authorization may also be required before reinstatement after an illness or injury. A health care providers written authorization may also be required in other circumstances. It is an employees responsibility to apply for any disability benefits for which they may be eligible as a result of illness or disability, including state disability insurance, workers compensation insurance, and/or any Short-Term Disability insurance benefits for which they qualify. PTO is tracked in hours. An employee is expected to use only time that has been accrued in their PTO account; however, with management approval and in emergency circumstances, an employee may be allowed to take PTO they have not accrued, up to a maximum of 40 hours. PTO accrual stops when an employee is on Short-Term Disability, Long-Term Disability, or any unpaid leave. Employees are required to use any available PTO balance before taking authorized unpaid leave. When employees reach their five-year employment anniversary during any calendar year, their PTO account will be adjusted at that time to reflect the higher accrual rate. Employees are eligible to use an additional five days per year (3.33 hours of combined PTO per month) once they reach these employment anniversary milestones. For example, if an employee is a Full-Time Full Benefit Employee with four years of service and in July they will reach their five year employment anniversary date, the combined PTO account will reflect an additional 3.33 hours per month starting in July.
PTO Cap
Once an employee has reached his/her PTO cap for the applicable PTO category no additional PTO will be earned until PTO is used. Employees are encouraged to use their PTO before their PTO
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reaches the PTO hours cap. Employees are not given retroactive credit for any period of time in which they did not receive PTO hours because they were at the maximum. Detailed information on PTO plans, monthly accruals, caps and PTO payout at the time of termination can be found in Cibers PTO policies available on Ciberspace
Full-Time Full Benefit Employee working 32-39 hours per week

Full-Time Full Benefit Employees regularly scheduled to work between 32-39 hours per week are eligible to receive 80% of the Standard PTO Schedule above.
SG&A Employees
All levels of Full-Time Full-Benefit SG&A employees (administrative staff, recruiters, salespeople, etc.) and Director level direct employees who participate in Cibers PTO program must use all PTO by the end of each calendar year. Unused PTO is not available for carryover into the following calendar year. Negative balances are allowed per the PTO policy. An employee with a negative balance on December 31 will have that balance carried over into the subsequent years PTO.
Executive Management
Executive management employees do not participate in the PTO program. Time-off arrangements are arranged on a case-by-case basis with their manager on an as needed basis to provide work life balance. There is no accrual of time, and no pay out of any time in the event of termination of employment. Executive management positions for the purposes of this policy are defined as: Executive Vice President, Senior Vice President, Vice President, and Senior Director.
PTO for New Hires

Eligible employees joining Ciber will begin accruing time off at the completion of their first full month of employment. For example, an employee that starts on July 5th will accrue their first PTO credit at the completion of August. Employees that begin employment on the first working day of a month and complete a full month of employment will accrue PTO at the end of that month.
PTO Cash Out

Full-Time Full Benefit and Choice Benefit billable (Direct) employees of Ciber may request PTO Cash Out of accrued but unused PTO at 100% of their base pay rate. An employee not on a billable assignment may not cash out PTO. Employees may not cash out PTO which will leave a balance of less than 40 hours. Eligible employees may not cash out more than 80 hours in any 12 month period. A PTO Cash Out is only permissible upon the approval of the Practice Manager. PTO Cash Out will be taxed at the IRS supplemental tax rate. If an employee resigns within 60 days following receipt of a PTO Cash Out, the non-vacation portion of the PTO balance included in the PTO Cash Out is required to be repaid to Ciber through final payroll deduction.
Employees Leaving the Company

At the time an employee leaves Ciber, the employee receives the cash value of the vacation portion (a specific percentage based on years of service and PTO plan) of their PTO balance credited through the last complete month of employment (less any PTO used in that last month) at their current base rate of pay. An employee may not use or cash out PTO during their resignation period. A PTO payout will be taxed at the IRS supplemental tax rate. If an employee has a negative PTO balance at the time of their termination of employment, the value will be deducted from their last paycheck at their current rate of pay. Use of PTO to extend the termination date is not allowed without Ciber management approval.
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Employee Classification Changes

If an employee transitions from a Full-Time Full Benefit classification to a non-benefited employment classification that is not eligible to participate in the PTO program, the vacation portion of their PTO balance will be paid out to the employee.
Employees On Leave
While employees are on PTO, holiday, or jury duty, they will continue to earn PTO. If employees are on Short-Term Disability, Long-Term Disability, or any unpaid leave for more than 5 business days in any calendar month they will not accrue PTO for that month. If employees go on Short-Term or Long-Term Disability, they may supplement their STD/LTD benefits with any accrued unused PTO.
Holidays Introduction
Ciber observes fixed holidays for which eligible employees are paid. The Ciber Holiday schedule for each upcoming year is available in November and posted on Ciberspace. Ciber observes the following holidays: New Years Day Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving Christmas Day
If a scheduled holiday falls on a weekend, Ciber will designate either the previous Friday or the following Monday as the day for which Ciber will recognize the holiday. If the client an employee works for is closed for a holiday that is not a Ciber scheduled holiday, the employee must report that day as PTO. When necessary Ciber management will determine work schedules on client holidays not observed by Ciber. If an hourly non-exempt employee is required to work on a Ciber scheduled holiday, they should contact their Ciber manager regarding options for reporting that day. Options include either being paid double time for time worked on the Ciber scheduled holiday, or taking an alternative day as their paid holiday within the same pay period as the worked holiday. Salaried exempt employees may be provided with the option of taking an alternative day as their paid holiday. The alternative day should be used within the same pay period as the worked holiday. In situations in which client project completion demands do not allow an alternative day to be taken during the same pay period, the use of the alternative day may be extended with Practice Leader approval, with the expectation that the use of the day should be scheduled as soon as project completion demands allow. Holidays not taken during the calendar year are not accrued, not paid upon termination, and are not carried over to the next calendar year.
Full-Time Full Benefit and Choice Plus Benefit Employees

Full-Time Full Benefit and Choice Plus Employees regularly scheduled to work 40 hours per week will receive eight hours of holiday pay on each fixed holiday.
Full-Time Full Benefit and Choice Plus Employees working 32-39 hours per week
Full-Time Full Benefit and Choice Plus Benefit Employees regularly scheduled to work 32-39 hours per week will receive six hours of holiday pay on each fixed holiday.
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Jury Duty Eligibility

Full-Time Full Benefit and Full-Time Choice Plus Benefit Employees Full-Time Full Benefit and Choice Plus Benefit Employees are granted up to two weeks time off with pay for jury duty or testifying as a witness in a judicial proceeding. For periods longer than two weeks employees may choose to supplement with PTO or request unpaid leave. Employees are expected to work partial days or full days while not required in court. Proof of court summons or subpoena is required. No more than 8 hours of pay may be paid on any day on which jury duty occurs. Part-Time Employees will receive pay at the same rate they would earn for a normally scheduled week for up to two weeks. For example, if a Part-Time Employee was regularly scheduled to work 4 hours on a day on which they performed jury duty, they would qualify for 4 hours of pay.
Short-Term Disability (STD) Eligibility

Full-Time Full Benefit Employees with a minimum of six months of service
Benefits
Ciber provides a Short-Term Disability (STD) benefit if a non-occupational related illness or injury, including maternity related disability, prevents an employee from performing the essential functions of their job. The policy provides different levels of benefit to qualifying employees based on continuous active service with Ciber. The policy includes specific application, qualification, and exclusion information. Please refer to the current policy on Ciberspace for more detailed information.
Long-Term Disability (LTD) Eligibility

Benefits
If an employee is unable to return to work on the 180th day of disability, the employee may be eligible to receive benefits through Cibers Long-Term Disability Insurance plan. Long-Term Disability begins after 180 calendar days of absence due to a physicians certified disability. This benefit is integrated with all other forms of income such as Social Security or Workers Compensation and is reduced accordingly. An employee does not accrue PTO while on Long-Term Disability, and may be paid out any accrued PTO. The specific language of the Group Insurance Plan document controls coverage under this plan. Please refer to the Summary Plan Description on Ciberspace for more detailed information.
Unpaid Time Away From Work (Non-FMLA) Introduction

Employees may request an authorized unpaid leave of absence for reasons other than FMLA. Management approval is required prior to unpaid leave being taken. Requests for unpaid leave are handled on an individual basis and require a sound, justifiable reason for such a request. Unpaid leaves of absences, which do not qualify as FMLA, may or may not be granted, however if granted there is no guarantee of continued employment or that employee will be returned to their former job
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upon return from the unpaid leave of absence. Advance notice of at least 30 days is required if the need for leave is foreseeable so that work coverage can be planned. Cibers complete Unpaid Leave of Absence Policy can be found on Ciberspace.
Military Duty Leave Eligibility

Full-Time Full Benefit and Full-Time Choice Plus Benefit Employees Ciber appreciates the efforts and sacrifices that the members of our armed services make and Ciber is committed to complying with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Please refer to the Military Leave Policy on Ciberspace for more information.
Family and Medical Leave Act (FMLA)

Ciber will grant family and medical leave in accordance with the requirement of applicable state and federal laws in effect at the time the leave is granted. No greater or lesser leave benefits will be granted than those set forth in the relevant federal, state or local laws. In certain situations, the federal law requires that provisions of state law apply. In any case, employees will be eligible for the most generous benefits available under either law. Cibers complete FMLA policy may be accessed on Ciberspace.
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EDUCATIONAL BENEFITS
Internal Education
Eligibility
Full-Time Full Benefit, Full-Time Choice Plus, and Part-Time Employees
General Information
It is the policy of Ciber to provide employees with opportunities for appropriate training and education to improve their job related skills. Ciber endeavors to expand and enhance the skills of our professional employees by offering seminars, programmed instruction, and other training. Ciber provides Computer-Based Training (CBT) classes, known as Ciber University, on the most current industry applications through the Internet. CBT Courses are available at no cost to the employee. These training materials are updated annually, as new courses become available, allowing employees to keep current with industry trends. Visit Ciber University on Ciberspace for course listings and to participate in a course.
College Assistance Plan

Eligibility
Full-Time Full Benefit Employees with a minimum of two years of continuous service
General Information
Eligible employees may apply for financial assistance for their childrens college education annually when academic conditions are met. Employees do not need to demonstrate a need for financial assistance. Applications for College Assistance for the upcoming school year are due on July 1 st. Please see the College Assistance policy on Ciberspace for details regarding eligibility and qualification requirements.
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INSURANCE AND RETIREMENT PLANS

Group Insurance Plans
Introduction
Ciber is committed to providing competitive, high quality benefit plans. Our group insurance plans are under constant review for upgrades and revisions to ensure that the finest coverage exists for Ciber employees. The Group Insurance Plans provide eligible employees and their eligible dependents with comprehensive quality insurance protection. The Plans consist of: Medical, including prescription Dental Vision Life and Accidental Death and Dismemberment Insurance Long Term Disability
Medical/Dental/Vision insurance coverage, if elected, and Life and Accidental Death & Dismemberment insurance are effective on the first day of the month coinciding with or following the date of hire. If an employee begins work on the first business day of the month, insurance begins on that day. All insurance coverage terminates on an employee's last day of employment with Ciber. Ciber reserves the right to change or terminate its group insurance plans at any time.
Qualified Status Change

During the year, employees may only change coverage they pay for on a pre-tax basis if they experience one of the following qualified changes in status: Marriage Divorce or legal separation Loss or gain of an eligible dependent (including student status) Change in employee or your spouses employment status that results in a loss of eligibility, for example, from Part-Time to Full-Time or vice versa for employee or your spouse Gain or involuntary loss of employees spouses medical coverage Change of home address out of the medical plan service area in which employee is enrolled Any election change employees make must be consistent with their life event change and must occur within 30 days of the qualifying event. Please see the Change in Family Status form on Ciberspace for more information.
Medical, Dental and Vision Insurance Eligibility

Full-Time Full Benefit Employees (if elected)
General Information
Ciber offers a comprehensive medical plan including prescription, dental and vision coverage for employees and their eligible dependents. Employees must enroll within 30 days of their hire date to be guaranteed coverage. Full-Time Full Benefit Employee contributions are paid through a biweekly payroll deduction on a pre-tax basis. Details of the plans are described in the Summary Plan Descriptions. More information is available on Ciberspace and from your HR Specialist .
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Life and AD&D Insurance Plan Eligibility

Life Insurance
Life insurance is an important part of the income protection package provided for eligible employees and their family. Full-Time Full Benefit Employees are covered under a Ciber paid life insurance policy as a part of the benefit plan. Coverage begins on the first day of the month following or coinciding with an employees hire date. Please see the Life Insurance Summary Plan Description on Ciberspace for more detailed information, including coverage amounts.
Accidental Death & Dismemberment Insurance

Accidental Death & Dismemberment (AD&D) insurance is additional security that covers employees if they die or are seriously injured as the result of an accident. AD&D insurance is paid in addition to the life insurance benefit. If an employees death is due to an accident, their beneficiary will receive the life insurance benefit plus the AD&D benefit. If an employee suffers injuries as the result of an accident, such as the loss of a limb, a portion of the benefit is paid. Details of the plans are described in the Summary Plan Descriptions available on Ciberspace.
401(k)
Eligibility
Full-Time Full Benefit, Full-Time Choice Plus and Part-Time Employees
General Information
The Ciber, Inc. 401(k) Savings Plan offers employees an opportunity to save a portion of their gross income in order to provide a retirement income. Employees are eligible immediately for participation in Cibers 401(k) Plan. There is no waiting period for participation. Ciber complements this investment by matching a percentage of savings for eligible employees, based upon their years of service. The Ciber, Inc. 401(k) Savings Plan is set forth in a formal document adopted by the company. Contributions by participants, as well as the company contributions, are invested through a Trust Agreement, which forms a part of the Plan. The following information is intended to summarize some of the more important provisions of the Plan. Ciber reserves the right to modify or terminate the Plan. Please refer to the Summary Plan Description for more details. If there is a discrepancy between the Summary Plan Description and this summary, the provisions of the Summary Plan Description will prevail.
Contributions to Accounts
Employees choose the level of contribution to their account. Contributions may not exceed the plan or IRS regulated maximums.
Catch-Up Contributions
Participants who reach the age of 50 on or before December 31 of a year and contribute the maximum allowable amount under the 401(k) plan, or have reached the annual maximum deferral
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limit may make a catch-up deferral contribution for that year. The maximum allowable Catch-Up contribution is set by the IRS each year.
Vesting of Employee Contributions

Employee compensation is reduced by the amount of contributions made to the plan. Contributions to the plan are made on a pre-tax basis. Employees are 100% vested in their contributions at all times.
Company Matching Contribution

The company will make a matching contribution to eligible employee accounts only during those payroll periods in which an employee makes their own contribution. The company matching contribution is based on years of service and the matching contribution percentage. The current company matching formula and the company matching vesting schedule can be found on Ciberspace.
Rollovers
Cibers 401(k) Plan accepts rollovers from other qualified 401(k) plans. It does not accept rollovers from IRAs, including conduit IRAs. 401(k) Rollover Contribution Request forms are required and are available on Ciberspace.
Withdrawals
Employees balance may be withdrawn only under one of the following circumstances: Termination of service Attainment of normal retirement age (65) Financial hardship Total and permanent disability Death
Upon termination of service from Ciber, an employee may request a distribution of their account balance by contacting the Ciber Plan record keeper. The amount distributed will be employee contributions and earnings, and any vested portion of company matching contributions. If a withdrawal is due to financial hardship, employees may only withdraw their own contributions and not earnings, nor company matching contributions. The IRS requires that funds withdrawn under hardship conditions must be used for (1) purchase or preservation of a primary residence, (2) higher education, or (3) un-reimbursed medical expenses. Employees must exhaust all 401(k) loans available before becoming eligible for a Hardship Distribution. The IRS precludes participation in 401(k) plans for twelve months after such withdrawal. The distribution will be taxed as ordinary income and will be subject to an excise tax.
Loans
The Plan allows employees to borrow against their 401(k) account. Up to 50% of their contributions and earnings (not including company match) are eligible for a loan, subject to a $1,000 minimum and $50,000 maximum. Please refer to the 401(k) Savings Plan Loan Policy on Ciberspace for more information.
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OTHER EMPLOYEE BENEFITS

Employee Stock Purchase Plan
Eligibility
General Information
The Ciber, Inc. Employee Stock Purchase Plan allows employees the opportunity to conveniently purchase Ciber common stock at a discount, without commission, through biweekly payroll deductions. Employees are eligible to participate in this plan on the 1st day of each quarter after they begin employment with Ciber. Employees may elect to contribute a percentage of their compensation to this Plan. Stock is purchased at the completion of each quarter and purchased shares are deposited into an account set up for the participant. Employees will be able to view accounts after shares are purchased. Participants whose employment terminates will receive a cash refund of any payroll deductions not yet used to purchase shares in the month following termination. Refer to the Employee Stock Purchase Plan description for detailed information on the plan.
Dependent Care Flexible Spending Plan

Eligibility
Full-Time Full Benefit and Full-Time Choice Plus Employees
General Information
The Dependent Care Flexible Spending Plan allows Ciber employees to use pre-tax dollarsto pay for dependent care expenses. An annual limit does apply and can be found in the Flexible Spending Account Summary Plan Description located on Ciberspace under Benefits & Employee Services. Generally, expenses that would normally be applied toward the dependent care tax credit of federal income tax filings would qualify for reimbursement from the dependent care account. Open enrollment is held each fall for the next plan year, effective January 1. Employees must re-enroll each plan year. New employees are eligible to enroll upon hire. Please see the Flexible Spending Account Summary Plan Description for more information.
Health Care Flexible Spending Plan

Eligibility
General Information
The Medical Flexible Spending Plan allows Ciber employees to use pre-tax dollars to pay for eligible medical, dental and vision expenses not covered by insurance, such as deductibles and co pays. An annual limit does apply and can be found in the Flexible Spending Account Summary Plan Description located on Ciberspace under Benefits & Employee Services. Open enrollment is held each fall for the next plan year, effective January 1. Employees must re-enroll each plan year. New employees are eligible to enroll upon hire. Please see the Flexible Spending Account Summary Plan Description for more information.
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Commuter Benefits
Eligibility
General Information
The Commuter Benefit Plan allows Ciber employees to use pre-tax dollars to pay eligible mass transit and parking expenses for work related transportation costs. Enrollment or changes are available any time during the year. The maximum monthly contribution amounts are set each year.
Other Supplemental Benefits

Eligibility
General Information
Ciber makes certain Supplemental Benefits available for voluntary purchase (exampleSupplemental Life Insurance). The availability of supplemental benefits offered may vary from time to time and by state. Please refer to Ciberspace for more information on any other supplemental benefits currently being offered.
Computer Assistance Plan

Eligibility
Full-Time Full Benefit Employees with a minimum six months of continuous service
General Information
Ciber believes that it is of great value for employees to have personal computers in their homes, primarily for educational opportunities. In order to support this belief, Ciber makes available interest free loans of up to $1,000 for the purchase of a personal computer or package that includes a personal computer and software/peripherals. Loans are paid back through payroll deductions over a maximum period of one year. Please see the Computer Assistance Plan Policy for more information on the plan and details on requesting a loan.
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Employee Referral Bonus Program

Eligibility
General Information
Ciber is a very dynamic company which has opportunities for new qualified employees from time to time. Finding new employees remains one of Cibers biggest challenges, and we use many different resources and tools in our employee search. Current employee referral of new candidates has provided the company with dependable, capable, ethical and proven new talent to add to our ranks. To enhance and continue this excellent resource, we offer employee referral bonus awards to recognize our current employee recruitment efforts. Please refer to the Employee Referral Program Policy on Ciberspace for more information.
Adoption Assistance
Eligibility
Full-Time Full Benefit Employees with a minimum one year of continuous service
General Information
This benefit provides financial assistance toward expenses incurred in adoption of minor children. Ciber will reimburse up to the maximum amount listed in the current policy, per child per year for charges that employees are required to pay in association with a successful adoption. Eligible charges include, but are not limited to, legal fees, agency fees, home study fees and maternity expenses for the natural mother. While adoption does not qualify employees for maternity leave benefits employees may use PTO, if available. The employee may also be eligible for unpaid leave under the Family and Medical Leave Act. Certain types of adoption are not eligible for reimbursement, including adoption of stepchildren and other current family members. Please see the Adoption Assistance Policy on Ciberspace for more information.
Discount Programs
Eligibility
All Employees
General Information
Ciber employees are eligible for discounts on various products and services, including computers and software from participating manufacturers and retailers, personal cell phone service, automobiles, home and car insurance, clothing and more. Please refer to Ciberspace for more details on current discount program availability.
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DRESS GUIDELINES
Guidelines for Determining Appropriate Attire
Ciber has adopted Business Casual as the everyday dress standard in our offices. The dress standard at the client site varies per client location. The following guidelines shall be used in determining appropriate attire.
Attire at Client Sites

Initial meetings with clients require professional business attire unless the client dress code dictates otherwise. If after the first meeting with a client the client requests that the employee wear casual clothing, a level of dress that is one level more professional than the standard of the client is appropriate (e.g., if the client wears jeans, khakis are appropriate).
Attire for Recruiting Events

Business casual attire will be deemed appropriate for off-site recruiting events as well as recruiting activities held in a Ciber office unless otherwise advised.`
Business Attire in Ciber Offices

It is important to note that, although Ciber has adopted Business Casual as the everyday dress standard in our offices, professional business attire will be required for some internal activities and meetings. These internal activities include, but are not limited to, meetings with prospective clients, business partners, or third party vendors. An exception to this standard will be allowed for meetings with business partners or vendors whose standard attire is business casual and with whom there is a long standing, established relationship.
Business Casual Attire in Ciber Offices

Business Casual means clean, neat, wrinkle-free professional clothing that fits correctly. Employees overall appearance should be professional and conservative in nature and should never be a distraction to others. Items that are frayed, faded, torn, stained, or wrinkled are inappropriate. Clothing that fits either too tightly or too loosely is also considered inappropriate.
Slacks
Well-tailored and pressed khakis or dress pants are acceptable and should be worn with a belt. Womens ankle/cropped or capri pants should be no higher than mid-calf in length, and must be professional in appearance and well-tailored. No loud patterns or colors. Inappropriate items include sweatpants, shorts, overalls, spandex, or any form fitting pants. Denim of any kind or color is also considered inappropriate.
Shirts
Mens shirts must have a collar. Women may wear professional blouses, or shirts with collars. Rugby, fleece or flannel shirts will be considered inappropriate. Dress sweaters and vests are acceptable. For men, dress sweaters should be worn with a collared shirt. Mock turtlenecks or soft collar, three button style polo or golf shirts are acceptable for men. For men, ties and sport coats are optional, but encouraged. Bulky ski-styled sweaters are inappropriate. T-shirts, sweatshirts, tank tops, halter tops, shirts with large lettering or large logos and mid-riff tops are inappropriate.
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Dresses and Skirts

Dresses and skirts are acceptable and may not be shorter than two inches above the knee. Miniskirts and spaghetti-strap dresses should not be worn in the office. Skorts are not suitable business casual attire. All denim material will be considered inappropriate.
Footwear
Leather business casual or dress shoes are expected. Hiking boots, tennis shoes, Birkenstocks, crocs, flip flops and sandals are considered inappropriate. Conservative professional open toe dress shoes are acceptable for female employees. Socks or hose/tights are recommended to be worn by all employees to project a professional image.
Other
Hats should not be worn at any time. Any visible body piercing jewelry, other than earrings, is inappropriate. The guidelines stated above were designed to help employees determine the appropriateness of their business casual attire. It is by no means an exhaustive list. It is important that our workplace be enjoyable and productive. Keep in mind, however, that employees should always project a professional image and compliance with client dress expectations is necessary for employees on client sites. If employees are not sure if something is acceptable, choose something else or inquire first.
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CIBER, INC. EMPLOYEE HANDBOOK RECEIPT

I understand that the contents of this handbook are presented as a matter of information only. The company reserves the right to modify, revoke, suspend, terminate or change any or all such plans, policies or procedures, in whole or in part, at any time, with or without notice. The language used in this handbook is not intended to create, nor is it to be construed to constitute a contract between the company and any one or all of its employees. Employment with Ciber, Inc. may be terminated at any time at the will of either the company or the employee, for any reason or no reason, with or without cause or notice. No representative of Ciber, Inc. other than the CEO has the authority to make any agreement or representation to the contrary and any such agreement or representation must be in writing and signed by the CEO to be effective. This handbook replaces and supersedes any and all previously issued handbooks. If I have any questions, I understand that I should talk to my supervisor.
(initial) I have received a copy of Ciber, Inc. North America Employee HandbookRevision 04/01/2013 and understand that it is my responsibility to read and familiarize myself with the policies herein.
Receipt of the handbook and my signing this acknowledgment does not in any way constitute any form of an employment agreement.
Date:
Employee Name (Please Print):
Employee Signature:
Ciber Representative:
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Employee Handbook 2013

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About The Employee Handbook

Ciber, Inc. Employee Handbook

EMPLOYEE RIGHTS AND RESPONSIBILITIES

Ciber's Code of Business Conduct and Ethics

Ciber, Inc. Employee Handbook

Protection and Use of Company and Client Assets

Ciber, Inc. Employee Handbook

Compliance with Laws/Trading in Securities

Transactions by Family Members

Open Door Policy/ Ethics Compliance

Accurate Books and Records/ Public Disclosure of Company Information

Document Management and Retention

Doing Business with the Government

Anti-Bribery and Anti-Corruption

Foreign Corrupt Practices Act

Political Contributions and Activities/Lobbying

Relationships with Suppliers

Gathering Competitive Information

Ciber, Inc. Employee Handbook

Communications with the Financial Community and Media

Communications with the Financial Community

Communications with the Media

Other Requests for Information

Ciber, Inc. Employee Handbook

Harassment and Non-Discrimination

Compliance with this Code

Questions and Resources

Ciber, Inc. Employee Handbook

Drug and Alcohol Policy

Ciber, Inc. Employee Handbook

Possession of Weapons and Other Dangerous Items

Personnel Records and Personnel Information

Protected Health Information - HIPAA

Ciber, Inc. Employee Handbook

Social Media Use

Privacy and Proprietary Issues

This list is illustrative and not considered to be exhaustive.

Use of the Internet while on Client Sites

Use of Communication Systems

Ciber, Inc. Employee Handbook

Vehicle Use While on Company Business

Guidelines for Operating a Vehicle while on Company Business

Ciber, Inc. Employee Handbook

Full-Time Full Benefit Eligible Employees

Full-Time Choice Plus Benefit Eligible Employees

Non-Benefit Eligible Employees

Change in Employment Classification

Time and Expense Reporting

Client Requirements for Billable Employees

Unassigned Billable Employees

Attendance at Business Meetings

Ciber, Inc. Employee Handbook

Ciber, Inc. Employee Handbook

Time Off Plans

How The Time Off Programs Work Eligibility

Paid Time Away From Work

Ciber, Inc. Employee Handbook

Paid Time Off (PTO) General Information

Full-Time Full Benefit Employee working 32-39 hours per week

PTO for New Hires

PTO Cash Out

Employees Leaving the Company

Ciber, Inc. Employee Handbook