** IMPORTANT: Disclaimer of Contractual Obligation and Reservation of Rights **

• This Handbook does not (i) create a contract, express or implied, guaranteeing you employment at Citadel for any specific duration, (ii) constitute a promise on which you have the right to rely, or (iii) alter the at-will employment relationship between you and the Firm. Nor does this Handbook, in describing Citadel’s policies or procedures, commit the Firm to follow any particular procedure in the course of imposing discipline or terminating employment.
• Citadel expressly reserves the right, without prior notice, to change, modify or rescind any of the policies, procedures, and programs described in this Handbook or on the Intranet, in its sole and absolute discretion, with or without notice.
  
  
• In jurisdictions where employment is “at-will”, you or Citadel may terminate your employment at any time and for any reason, with or without cause or notice (subject to your contractual and/or applicable statutory notice obligations).  

 

 

 

Citadel is an equal opportunity employer. We provide all individuals consideration for employment and advancement opportunities without regard to race, religion, religious creed, color, sex (including pregnancy and related conditions), gender (including gender identity or gender expression), national origin, ancestry, age, disability, military or veteran status, sexual orientation, citizenship, medical condition, marital status, genetic information and any other classification protected by applicable federal, state, provincial (where applicable) and local laws (“Protected Status”). We interpret these protected statuses broadly to include both the actual status and also any perceptions and assumptions made regarding these statuses. Employee achievement at Citadel is measured by merit and accomplishment, including decisions regarding hiring, promotion and compensation.

As an organization, Citadel is committed to these ideals as they relate to employment, promotions, compensation, benefits, disciplinary actions, training opportunities and all other terms and conditions of employment. Any employee found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including separation from employment. For information on reporting complaints, raising concerns, or for questions, see the Policy Against Discrimination, Harassment and Retaliation below.

In keeping with these ideals, if you feel you have been discriminated against, you should report this complaint as soon as possible to your manager, Human Resources or the Chief Legal Officer so that Citadel can investigate your complaint and take appropriate action. If you have questions or concerns about discrimination in the workplace, please share these issues with your manager, Human Resources or any other member of management whom you feel can help. Your complaints and/or concerns will be kept confidential to the extent possible, in light of Citadel’s need to conduct a proper investigation.

Citadel prohibits discrimination against qualified individuals with disabilities in compliance with applicable federal, state and local laws. To that end, Citadel will consider requests for and, as appropriate, provide reasonable accommodations for such individuals in accordance with these laws.

If you feel you need an accommodation to perform your job, you should discuss the request with the Human Resources team, complete the necessary accommodation request paperwork, and provide supporting documentation, as appropriate. Upon receipt of the accommodation request, and supporting documentation, Citadel will work with you in seeking a reasonable accommodation that enables you to perform the essential functions of your job and does not pose an undue hardship to the Firm.

Employees who wish to make a complaint regarding a reasonable accommodation may use the reporting procedures outlined in the Policy Against Discrimination, Harassment and Retaliation, below.

Relatives of employees are eligible to work for Citadel if they meet our hiring standards. To avoid conflicts of interest and the perceived appearance of bias or favoritism, relatives may not work with one another in a manager/subordinate relationship, in the same managerial line, or in positions involving the review or auditing of each other’s work.

For purposes of this Policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. This Policy applies to all employees without regard to the gender or sexual orientation of the individuals involved.

Employees that have a relative at the Firm or otherwise become related with another employee of the Firm should notify Human Resources.

Citadel prohibits relationships between a manager and a member of the manager’s staff (an employee who reports directly or indirectly to that person) and between employees who are in positions involving the review or audit of each other’s work. Citadel also prohibits relationships where there may be a real or perceived conflict of interest, as determined in Citadel’s sole and absolute discretion. If such relationships exist, the parties need to be aware that Citadel may effect modifications, including, but not limited to, implementation of enhanced controls in respect of one or both roles, one or both employees may be moved to a different department, or other action may be necessary, up to and including separation from employment.

If any employee enters into (or is already in) a relationship, the parties must notify their Business Head and Human Resources. If there is any ambiguity or doubt as to whether a particular relationship creates a real or perceived conflict of interest, employees are expected to seek clarification with Human Resources.

 

A diverse team and an inclusive culture are foundational to Citadel’s mission of being the world’s most successful investment team and market maker. For three decades, Citadel has flourished by attracting extraordinary individuals of all backgrounds, upholding meritocracy and winning with integrity.

This policy sets out the elements of Citadel’s core values and strategies as they pertain to promoting a work environment that is diverse and inclusive.

Citadel believes a diverse team of individuals is a powerful source of strength. A broad array of viewpoints and experiences drives faster innovation and superior execution, creating a meaningful source of competitive advantage. We believe diversity of background, experience, beliefs and thought drives unique and greater outcomes. Citadel’s commitment to attracting and developing a diverse talent base reflects its culture of meritocracy.

Policy Against Discrimination, Harassment and Retaliation

Citadel is committed to maintaining a work environment that fosters appropriate conduct and respect for individuals, and therefore prohibits harassment, discrimination and retaliation on the basis of any legally protected status or activity. This policy also prohibits offensive conduct that does not rise to a violation of law, as explained below. Accordingly, Citadel has adopted this Policy in order to create a work environment free from discrimination or harassment, including unwelcome conduct based upon a Protected Status. We interpret these protected statuses broadly to include both the actual status and also any perceptions and assumptions made regarding these statuses. Citadel will not tolerate harassment or discrimination based on any legally protected status by or of any employee, non-employee, intern, vendor or workplace visitor, including coworkers, third parties (e.g., independent contractors, clients, members of the general public, etc.), managers, supervisors, and others with whom the employee comes into contact in the workplace.

All employees must review this policy and commit to maintaining a work environment free from harassment, discrimination, and retaliation. In addition, all employees must complete harassment prevention training on an annual basis.

Any employee violating this Policy shall be subject to appropriate remedial and/or disciplinary action, up to and including separation from employment.

Harassing conduct may include, but is not limited to, the following:

• Epithets, slurs, comments, jokes or questions reflecting stereotypes and threatening intimidation or hostile acts that relate to or are based on any protected status; or
• Display in the workplace of objects, pictures, posters, or cartoons which are offensive, degrading, or show hostility toward a person or group based on protected status.

Sexual harassment is a form of sex discrimination and is unlawful under federal, state, provincial, and local laws. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender (as defined above), and/or the being transgender.

According to the U.S. Equal Employment Opportunity Commission (“EEOC”), unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct based on sex constitute unlawful sexual harassment when: (i) submission to such conduct is made either implicitly or explicitly a condition of continued employment; (ii) submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual; or (iii) such conduct has the purpose or effect of creating an intimidating, hostile or offensive work environment, has the purpose or effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile or offensive working environment. Sexual harassment can also be in the form of sexual misconduct, which means any behavior of a sexual nature which also involves coercion, abuse of authority, or misuse of an individual’s employment position.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on circumstances, these behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors, including but not limited to requests for sexual favors accompanied by implied or overt threats concerning the target’s job performance evaluation, a promotion, or other job benefits or detriments; sexual jokes and innuendo; verbal abuse of a sexual nature, including but not limited to making sexist remarks or derogatory comments based on gender; inappropriate commentary about an individual’s body or clothing, sexual prowess or sexual deficiencies; leering, whistling, kissing, hugging, grabbing or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; gender stereotyping, which may occur when conduct or personality traits are considered inappropriate because they may not conform to ideas or perceptions about how individuals of a particular gender should act or look; hostile actions taken against an individual because of that individual’s gender, sexual orientation, gender identity, or the status of being transferred; and other physical, verbal or visual conduct of a sexual nature. Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment, or any other terms, conditions, or privileges of employment. This is also called “quid pro quo” harassment.

Citadel recognizes that people and their perceptions and sensibilities are different and can change. Comments, jokes or personal advances that you may perceive as innocent or funny may be offensive to a coworker. You should know that even innocent intentions do not excuse actions that are unwanted and that are reasonably perceived as threatening or offensive. Therefore, Citadel encourages you to avoid misunderstandings by acting professionally, treating others with respect, and avoiding conduct that others could misinterpret either as welcoming inappropriate conduct or as being inappropriate conduct.

We all have an interest in maintaining a safe and comfortable workplace that is free from harassment, discrimination, and retaliation. In keeping with Citadel’s commitment to having a workplace that is free from harassment, discrimination, and retaliation, if you have experienced or witnessed conduct that is inconsistent with this policy, you should immediately report the offending incident(s) or conduct to your manager, Human Resources, a member of Legal & Compliance, or your Business COO. The contact information for these individuals can be found in Citadel’s Intranet. This policy does not require reporting discrimination, harassment, or retaliation directly to an employee’s immediate manager, or to any individual who is creating the harassment, discrimination, or retaliation.

Reports of harassment, discrimination, or retaliation may be made verbally or in writing. A form for submission of a complaint is available on Citadel’s Intranet (“Complaint Form”). All individuals are encouraged to use this Complaint Form. If a complaint is verbal, the individual making the complaint is encouraged to complete the Complaint Form in writing. If the individual is unable or unwilling to do so, the person receiving the complaint should prepare a Complaint Form based on the verbal reporting.

Any manager or supervisor receiving a complaint of harassment, discrimination or retaliation must report the incident promptly to Human Resources. A supervisor’s or manager’s failure to report such conduct may result in disciplinary action, up to and including separation of employment. Supervisors and managers may also be subject to disciplinary action if they engage in, or in any other way condone harassing, discriminatory, or retaliatory conduct.

All complaints of conduct inconsistent with this policy will be investigated promptly and effectively. In doing so, Citadel will attempt to preserve confidentiality to the maximum extent possible, to the extent that the needs of the situation permit. Accordingly, absolute confidentiality cannot be guaranteed. While the investigation process may vary from case to case, upon receipt of a complaint, Citadel will conduct a review of the allegations and take any interim actions as deemed appropriate. Investigations will be fair, timely, thorough, impartial, conducted by qualified personnel, and documented and tracked for reasonable progress and timely closure. As applicable, Citadel will review relevant documents, including electronic communications and phone records, as well as interview necessary and relevant parties involved, including witnesses. Citadel will reach reasonable conclusions based on the evidence collected and reviewed. Citadel will take appropriate corrective action based on such conclusions, consistent with applicable laws and the goals of this Policy.

Citadel prohibits any form of retaliation against any employee who, in good faith, files a complaint under this Policy or assists in an investigation or other proceeding to address a complaint of harassment, discrimination or retaliation. However, if after investigating a complaint of unlawful harassment, discrimination or retaliation, Citadel determines that the complaint was not made in good faith or that an employee has knowingly provided false information regarding the complaint, disciplinary action may be taken against the individual who filed the complaint or who gave false information, up to and including separation from employment. At the same time, you may be subject to disciplinary action if you submit a report you know to be false, and reporting will not insulate you from employment action based on your own participation in any wrongful conduct or for other reasons besides your reporting pursuant to this section. 

Citadel is committed to providing a safe and healthy work environment for our employees and other visitors to our facilities. In this regard, Citadel complies with relevant occupational health and safety laws with the goal of minimizing exposure to health or safety risks. To help accomplish this, you are expected to work diligently to maintain safe and healthy working conditions and to adhere to practices and procedures designed to prevent injuries and illness.

Your responsibilities in this regard include:

Citadel reserves the right, as permitted by law, to request that you leave
the premises if, in our judgment, your injury or illness poses a direct threat
to the health and safety of yourself and/or others in the workplace.

Citadel is firmly committed to providing a workplace that is free from acts of violence or threats of violence. Accordingly, you are prohibited from any act or threat of violence against any person, including employees, customers, clients, vendors, service providers or other visitors, in or about Citadel’s facilities or while you are engaged in Citadel business. Citadel reserves the right to deal with behavior that suggests a propensity towards violence, even prior to any violent behavior occurring.

Further, you may not bring weapons of any type onto Citadel premises at any time, regardless of whether they are in your personal possession or whether they are properly licensed, unless you are authorized to do so as part of your job description (i.e., security officers, as approved). In addition to potential legal consequences, violations of this Policy may lead to disciplinary action, up to and including separation from employment, and may be treated as an act of gross misconduct. Citadel will take appropriate action where such conduct does occur, including notifying law enforcement officials.

If you become aware of any workplace security hazards or identify methods of increasing security in the workplace, you must immediately warn appropriate personnel – such as your manager, security personnel (312-395-4848), or dial x4848 from any Citadel phone, or Human Resources. If emergency assistance is needed, please call 911. Your reports in this regard will be held confidential to the extent possible and you will not suffer any retaliation for making a report in good faith under this Policy.

Employees who work while under the influence of alcohol, controlled substances, or illegal drugs pose a danger to themselves, their coworkers, the Firm and the general public. Accordingly, you are prohibited from using, possessing, distributing, selling, purchasing, manufacturing or being under the influence of illegal drugs, alcohol, or controlled substances while at work. In addition to potential legal consequences, violations of this Policy may lead to disciplinary action, up to and including separation from employment.

Employees must also be mindful of alcohol consumption at company sponsored events. We expect every member of our team to act with integrity and exercise sound judgement. At all times, however, employees are expected to act responsibly. The Company may withdraw privileges regarding alcohol consumption at Firm-sponsored events if they are abused by an employee or if an employee violates this policy. Accordingly, no Citadel sponsored events will serve alcohol past 11:00 pm local time.

This Policy does not apply to the lawful possession and use of prescription drugs under the supervision of a licensed health care professional within the limits of a valid prescription to the extent the usage does not impact your ability to do your job, or to possession or consumption of reasonable quantities of alcohol in the workplace when sanctioned by Citadel management.

As permitted by federal, state and provincial law, Citadel reserves the right to require you to undergo appropriate tests designed to detect the presence of alcohol, illegal drugs or other controlled substances when in Citadel’s sole judgment there is a reasonable basis to do so. Your refusal to submit to a requested test under this Policy may result in disciplinary action, up to and including separation from employment.

To maintain a safe and comfortable working environment, Citadel is pleased to provide you with a work environment that is smoke-free. As such, Citadel prohibits smoking or vaping in 100% of our office space, including corridors, lunchrooms and utility areas. Smoking is permitted outside the building, in designated areas only.

To safeguard the property of our employees, investors, customers, clients and Citadel, and to help prevent the possession, sale and use of illegal drugs on Citadel’s premises, Citadel reserves the right to question all persons entering and leaving our premises and to inspect any packages, parcels, purses, handbags, briefcases, lunch boxes or any other possessions or articles carried to and from Citadel’s facilities. In addition, Citadel reserves the right to inspect the contents of your office, desk, files, locker, or any other area. It should be noted that all offices, desks, files, lockers and so forth, are the property of Citadel and are issued for your use only during your employment with Citadel. Inspections may be conducted at any time in Citadel’s sole discretion and prohibited items found in your possession will be confiscated.

Persons seeking to enter the premises who refuse to cooperate in an inspection conducted pursuant to this Policy may not be permitted to enter the premises. A refusal to permit an inspection requested by Management will be subject to disciplinary action, up to and including separation from employment.

Citadel maintains personnel records for each employee in a personnel file. These files may contain documentation regarding most aspects of your employment, including, but not limited to, performance evaluations, compensation letters, disciplinary warnings and other notices. Information obtained from physicians or other healthcare professionals in relation to any medical-related issue is maintained and kept in a separate file that is confidential. Citadel seeks to maintain up-to-date, accurate and complete personnel files at all times. It is your responsibility to manage updated telephone number(s), home address, emergency contact information or legal or preferred name in the Company’s Human Resources system. It is your responsibility to maintain and update changes in number of dependents, or beneficiary designations on the respective employee benefit system. You have the right to review your personnel file and payroll records consistent with applicable state or provincial law.

Citadel respects the privacy of its employees, customers, clients and candidates and complies with all applicable laws governing the use, disclosure, retention and destruction of Personally Identifiable Information (as defined below), including biometric identifiers.

Citadel may collect, obtain, store, retain, create, and use certain personally identifiable information of employees that applicable law may define as, or consider to be, a biometric identifier or biometric information (together “Biometric Data”). 

• “Personally Identifiable Information (PII)” refers to unique and personally identifiable information, such as individual social security numbers, telephone numbers, addresses, and driver’s license numbers.
• “Biometric identifier” means a fingerprint; voiceprint; retina, iris, or hand scan; or facial recognition or scan of face geometry. “Biometric identifier” does not include other information, including writing samples, written signatures, photographs, human biological samples used for valid scientific testing or screening, demographic data, tattoo descriptions, or physical descriptions such as height, weight, hair color, or eye color.
• “Biometric information” means any information, regardless of how it is captured, converted, stored, or shared, based on an individual’s biometric identifier used to identify an individual.

Citadel collects PII from employees and candidates to fulfill its compliance and reporting obligations, including background checks, verification of employment eligibility, new-hire reporting and benefits plan enrollment. Citadel does not sell, lease or trade PII, and any disclosures outside of Citadel will be made in accordance with a good faith effort to comply with applicable federal, state, provincial and local laws.

Citadel collects most of this personal information directly from you, including through email, interviews, forms or other materials you complete during the onboarding process, and from your other interactions with us throughout the course of your working relationship with us, such as your use of our IT systems and premises or from internal Citadel sources, such as your managers. 

We also may collect certain personal information about you from third parties, during the hiring process or during your employment when we check references, conduct a background check, medical examination, or drug screens. 

We may also automatically collect certain information about you as you use our IT systems or access any of our Citadel sites (e.g., Citadel websites, onboarding portal, public facing marketing channels, etc.).  

For example, we may collect the following information about you that you either provide to us directly, that we receive from third parties, or that we collect automatically about you: 
   

Current Employees:

Citadel Alumni:
 

Citadel respects your privacy. Citadel may use the personal information it collects from you primarily for the following business-related purposes: 
 

Citadel does not sell your personal information for commercial purposes.

We only share your personal information on a need-to-know basis with our affiliates, trusted third parties, or in other instances as further explained below:
 

  
•    as required by law or regulation;
•    to ensure the physical security of Citadel, such as to verify employee identity for access to Citadel-controlled locations; 
•    to document who is present on premises, including for emergency management purposes; and
•    to protect the security and integrity of Citadel’s network.

In connection with the purposes listed above, Citadel may disclose Biometric Data to third parties.

Citadel does not sell, lease, trade, or otherwise profit from Biometric Data. 

Except as otherwise described in this Policy, Citadel does not disclose, re-disclose, or disseminate Biometric Data unless the disclosure:  

Citadel is committed to collecting and processing Biometric Data responsibly and in accordance with applicable law. To that end, Citadel stores, transmits, and protects from disclosure Biometric Data using a standard of care that is reasonable and meets or exceeds the standard of care Citadel uses when dealing with similarly confidential and sensitive information, such as medical records, financial account numbers, driver’s license numbers, and social security numbers.

Citadel may retain an individual’s Biometric Data until the first of the following occurs:

• the initial purpose for the collection has been satisfied; or
• six months have passed since the individual’s last interaction with Citadel.

Unless otherwise required by law or legal process, when this retention schedule no longer authorizes Citadel to retain any Biometric Data, Citadel securely and permanently destroys it.

Citadel endeavors to conduct an annual performance evaluation of each employee’s performance. Your manager should schedule a meeting to discuss your evaluation within the timeframe established by Human Resources; however, if you find that such a meeting has not been scheduled during this timeframe, you should bring it to the attention of Human Resources. This will help ensure that evaluations are provided in a timely manner.

All performance evaluations will be based on your manager’s view of your overall performance in relation to your job responsibilities, achievement of goals and expectations and will also take into account your manager’s view of your conduct, demeanor and attendance. Citadel strives to provide balanced feedback in performance evaluations, including both strengths and areas of improvement. 

Your regular attendance and punctuality are vital to operations and performance. You are responsible for ensuring your regular attendance and punctuality. If you are unable to work because of injury or illness or will be tardy for any reason, you must notify your manager. In the absence of mitigating circumstances, you are expected to notify your manager of your absence or tardiness prior to the start of your scheduled workday. 

Your failure to properly notify your manager of an absence will result in an unexcused absence. Excessive unexcused absences or tardiness may result in disciplinary action, up to and including separation from employment. Citadel reserves the right to determine what constitutes excessive in its sole judgment and to take appropriate action based on the circumstances. If you are absent for 3 consecutive days without notifying your manager, Citadel may consider you to have voluntarily resigned your job, subject to legally-protected exceptions.

Consistent with applicable laws, Citadel reserves the right to grant or refuse your request to be absent for any period or portion of a workday, to investigate any absence, and to require that you furnish documents necessary to substantiate the absence. Such documents or other proof may be requested before the absence, during the absence, and/or after you return to work. Citadel also reserves the right to have you leave the workplace if, in Citadel’s discretion, your presence may endanger the health or safety of others in the workplace. An absence requested by Citadel will not count against your annual sick days. 

Citadel’s dress code is business-casual. We believe that an informal style of dress contributes to efficient operations. You are, however, required to dress in appropriate attire and to conduct yourself in a professional manner at all times. Should you, in the judgment of your manager or Human Resources, appear for work not properly dressed, you may be asked to leave the workplace and directed to return in proper attire. 

You are also expected to keep your work environment clean and orderly. To this end, please make an effort to organize and clear all materials from work surfaces, especially materials of a sensitive or confidential nature, prior to leaving at the end of each day. 

As an employee of Citadel, you are expected to devote your full business time and attention to the performance of your duties. You must comply with the Outside Business Interests Policy, available on the Intranet, and receive written approval prior to engaging in any outside business activities. Written approval must be obtained via the Outside Business Activity Disclosure Form, which is available on the Compliance Intranet page.  

Employees are not to solicit financial contributions or solicit for other causes (including charitable causes and activities) during working time and working areas, except as approved by Legal & Compliance. Non-employees and other workplace visitors are prohibited from distributing material or soliciting employees on Citadel premises at any time.

For purposes of this Policy, “Solicitation” is approaching another individual for the purpose of getting them to act on behalf or agree with a third-party cause that is not directly related to the actual work you are performing. “Working time” is all time during which an employee’s duties require the employee to be engaged in work tasks, but does not include meal periods, scheduled break periods, or time before or after an employee’s shift. “Working areas” include all areas of the Company’s property where production or administrative operations are performed, but do not include the lunchroom, designated break rooms or outside parking lots.

Citadel maintains public areas as a means for promoting communication among our growing population. These areas are located throughout our facilities in places frequently visited to allow constant access to posted information. Information in such areas is updated by Human Resources and is used to post information about your rights as an employee, to highlight important policy and operational information, and to announce special events. You may not use these public areas to post printed or written materials, photographs or notices of any kind. 

You may not make unauthorized or improper use of Citadel personnel or property, and should refrain from making any request of any coworker that is not consistent with Citadel business operations. More information regarding appropriate use of Citadel’s computer and other IT systems is outlined in the IT Systems Use Policy.  

Citadel’s exercise facilities may be used before and after business hours, in addition to during business hours if your schedule and workload permit it, provided you have completed all paperwork necessary to access the facilities. This section does not apply to Canadian employees. 

At separation from your employment, Citadel will inventory all desks, drawers, work areas, computer files or other Citadel property. All Company property will be retained by Citadel, and every effort will be made to return all personal items to you. 

Citadel expects every employee to use common sense and good judgment, to perform their job in a careful, conscientious and satisfactory manner, to comply with all policies, and to conduct themselves professionally in a way that will foster good relationships with the employee’s managers, co-workers, investors, vendors and other persons with whom Citadel does business. Failure to meet any of these expectations will be grounds for appropriate disciplinary action, up to and including separation of employment. While this Handbook lists some of the ways in which Citadel expects its employees to act, it is not exhaustive and Citadel in no way restricts its legal discretion to discipline employees or terminate the employment relationship at will. Nothing in this policy or Handbook should be construed to limit employees’ rights to discuss their wages, hours or working conditions, or otherwise engage in protected concerted activity under Section 7 of the National Labor Relations Act. 

From time to time, and in its sole discretion, Citadel may authorize or conduct an investigation into possible violations of company policies or work rules. Citadel may also be obligated to conduct, or participate in, an investigation at the behest of a regulator or in connection with a legal matter. In such a case, you are expected to fully cooperate with a request to participate in such an investigation and may be subject to discipline, up to and including termination of employment, as stated in the Code of Ethics (Citadel) and Code of Conduct (Citadel Securities). You will not be subject to retaliation or disciplinary action as a result of good faith participation in an investigation, but may be disciplined in connection with any wrongdoing that is revealed by the investigation. 

Citadel recognizes that misunderstandings or conflicts can arise in any organization. Your role in resolving such matters is crucial and you are expected to be direct with coworkers in trying to prevent and resolve problems before they become serious. 

However, if a situation persists that you believe is detrimental to either you or to Citadel, including a potentially illegal, unethical, or unsafe situation, you must immediately report the situation to your manager, Human Resources, Legal & Compliance, or your Business COO. All conversations will be treated in a confidential manner to the extent possible, subject to Citadel’s obligation to conduct a proper investigation and/or resolve the issue. You will not suffer any reprisal for matters raised in good faith. Reporting will not insulate you from employment action based on your own participation in any wrongful conduct or for other reasons besides your reporting pursuant to this section. 

As a Citadel employee, you will have continuous access to confidential business information about Citadel’s business. You are responsible for maintaining this information in strict confidence as set forth in greater detail in the Non-Disclosure Agreement or similar agreement that you have signed. Thus, the provisions of your Non-Disclosure Agreement or similar agreement shall control your compliance. You are also responsible for complying with Citadel’s Confidential Information and Material Nonpublic Information Policy and other policies related to confidential information such as Citadel’s Information Barrier Policy and the IT Systems Use Policy, which is available on the Intranet. However, nothing in Citadel’s policies or in your Non-Disclosure Agreement or similar agreement is intended to or should be construed as limiting non-managerial employees’ rights to discuss the terms and conditions of employment with other non-managerial employees, or otherwise limiting any rights provided to employees by the National Labor Relations Act or any provincial laws in the Canadian provinces where Citadel employees are located. 

As Citadel grows, the Firm attracts increasing levels of attention from the public, including media, industry groups, and online forums. Every employee should be conscious of how we represent our organization to the public. 

When in doubt, consult with your manager or Corporate Communications. Below are guidelines and expectations for the most common situations.

Press Inquiries

All media inquiries about Citadel should be referred to Corporate Communications. Employees may only speak to the press on Citadel’s behalf with proper authorization from Corporate Communications. 

If you believe you have said something to a reporter unknowingly or mistakenly, or you need guidance on a press query you’ve received that is not related to Citadel, contact Corporate Communications. 

Social Media

Social media consist of blogs, online social networks and other similar public communication venues. Participation in online forums is permitted when it is personal; however, employees are not authorized to act as a representative or spokesperson for the Firm, or to disclose information that pertains to Citadel’s Confidential Information, and must comply with Citadel’s Social Media Policy, which is available on the Intranet. Unauthorized disclosure will constitute a violation of your Non-Disclosure Agreement or similar agreement. 

Public Speaking and Publications

From time to time employees are invited to speak on topics pertaining to our industry. These programs are often valuable to our business and to our reputation as a market leader. 

Because these programs require a considerable time commitment from employees, it is important to manage this investment wisely. We pursue opportunities that are relevant, reach audiences who are important to Citadel and provide value to the organization. 

You must complete the Public Speaking / External Publication Request form on the Intranet and receive approval prior to participating in any outside speaking event or authoring any publication. 

Public Decorum

As a member of Citadel, you are viewed by others as a representative of the Firm. Be sensitive to how you and the Company may be perceived by others through your words and actions. When in public – including business trips, industry events and Company functions – exercise common sense. 

You, and anyone accompanying you, must not make any recordings (whether on your own device or on our device) of any meeting or conversation without the express consent of the person or people being recorded. This consent must be obtained in advance of making any recording. Covert recording is prohibited.  

You may not request reimbursement from Citadel for the purchase of goods and services intended for your personal use. Citadel may provide you with a credit card for your use in the performance of services for Citadel. Your use of this credit card is governed by the terms of the Global Travel and Expense Policy, available on the Intranet. Violations of the Global Travel and Expense Policy may lead to disciplinary action, up to and including separation from employment, and may be treated as an act of gross misconduct. Citadel may take appropriate action where such conduct does occur. 

Gross misconduct means:

a) The conviction or indictment of an employee (including conviction that results from any plea or plea agreement) of any crime involving moral turpitude or of any felony;

b) Any  knowing act or omission that materially violates any material law or regulation respecting the business of Citadel or its affiliates or breaches any fiduciary duty;

c) The knowing material theft, or the knowing embezzlement or fraud by an employee or their involvement, either alone or in concert with others, in any scheme or conspiracy to knowingly divert assets from Citadel or its affiliates or any Citadel Client, as that term is used in your employment agreement;

d) Any material failure(s) to comply with Citadel’s policies or procedures, if (i) such pattern of behavior cannot be cured or (ii) such pattern of behavior is not cured within thirty (30) days after Citadel sends written notice specifying the nature of such failure(s); 

e) Any persistent failure(s), even if individual failures are immaterial, to comply with Citadel’s policies or procedures, if (i) such pattern of behavior cannot be cured or (ii) such pattern of behavior is not cured within thirty (30) days after Citadel sends written notice specifying the nature of such failure(s); 

f) Any knowing or reckless act of an employee that demonstrates a material lack of integrity or materially injures, tarnishes, damages or otherwise negatively affects Citadel’s or its affiliate’s reputation or goodwill;

g) Any knowing or reckless act of material dishonesty by an employee in connection with the performance of their duties; or

h) The knowing or reckless breach by an employee of their material contractual obligations to Citadel or its affiliates.

While nothing in this section is intended to change the at-will nature of employment in jurisdictions where employment is "at-will," if, without limitation, Citadel determines that an employee engages in gross misconduct, disciplinary action may be taken against the employee, up to and including immediate separation from employment.  

Citadel’s typical workweek is Monday through Friday. Your manager will set your scheduled hours and may authorize variations from this schedule. At its sole discretion, Citadel may modify your normal schedule from time to time to meet varying business conditions. Schedules for part-time employees and employees who work European or Asian hours will be arranged by appropriate manager(s). 

For purposes of salary administration and eligibility for overtime payments and employee benefits, Citadel classifies its employees according to their work status and pay status, as described below: 

Work Status
 

Full-time and part-time employees are referred to as “regular” employees throughout this Handbook, and may be eligible to participate in the various benefits and other programs as described in this Handbook and on the Intranet.

• Temporary Employees – These Citadel employees may work on either a full-time or part-time schedule and are on Citadel’s payroll, but do not work on a permanent basis and thus are not “regular” employees. You may be a temporary employee if you are an intern, summer clerk, or participating in a work-study educational program.
  

Citadel complies with applicable laws that require records to be maintained of the hours our employees work. Non-exempt employees are required to provide Citadel with accurate and complete records of all time worked, regardless of the circumstances and without exception. Non-exempt employees must accurately record when they commence work, when they leave work, and when they take meal periods. These obligations are not optional.

If you are a non-exempt employee, you must complete a bi-weekly online time sheet and submit it to your manager at the end of each pay period. If you will not be in the office on the day when time sheets are due, it remains your responsibility to ensure that your completed time sheet is available to your manager for review and submission for timely processing. After reviewing the form and resolving any discrepancies, your manager will approve the form and forward it for processing. Managers are only authorized to change an employee’s time sheet to accurately reflect an employee’s actual hours worked. Managers making revisions or corrections to an employee’s time sheet must provide the employee with a copy of the revised time sheet and an explanation of the changes. If you believe that a manager has modified a time record to incorrectly reflect your or another employee’s work hours, you must immediately inform Human Resources of the alleged discrepancy. 

Exempt employees are not required to record their working time. 

Meal and rest breaks will be provided in accordance with applicable state law. Please consult any applicable state Addendum and contact Human Resources with questions. 

Non-exempt employees are prohibited from “working off the clock” (working without recording and submitting the time for compensation), even if you are working at home or away from your ordinary work location or outside your regularly scheduled hours.

Citadel provides some non-exempt employees with 1 or more electronic communications devices that enable employees to perform their job duties from home or away from the employees’ ordinary work locations. All time spent by non-exempt employees using electronic communications devices for work purposes will be considered hours worked, is compensable, and will count toward overtime eligibility as required by law. As with other types of authorized work, record any time spent performing your job duties outside your regularly scheduled work hours using your electronic communications device. This includes reviewing or responding to work-related emails and making or receiving work-related telephone calls. Time spent using your electronic communications device for personal reasons is not compensable and should not be recorded. 

Citadel also prohibits anyone (including managers) from asking or pressuring a non-exempt employee to work off the clock or to inaccurately record working hours. Such conduct is a serious violation of this policy and will result in discipline. If you are subjected to such conduct, or if you know someone else who is subjected to such conduct, you are required to immediately report the conduct to Human Resources, and your report is subject to the Prohibition Against Retaliation. 

Generally, employees are paid one week in arrears every other Friday for a total of 26 paydays each year. A pay period consists of 2 workweeks and starts on a Monday and ends on a Sunday. Payday is the Friday following the end of the pay period, assuming that any applicable time sheets have been properly submitted in the manner described in the “Timekeeping Policies.” 

Citadel strives for accuracy in payroll processing; however, in the event that there is an error in the amount of your pay, or if you believe there has been an improper deduction, you should promptly bring the discrepancy to the attention of Payroll or Human Resources, so that any necessary corrections can be made as quickly as possible. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made.  

It is your responsibility to maintain current name and address information
in order for Citadel to comply with payroll reporting requirements.  
If your name or address changes, please notify People Operations. 

If you are classified as a non-exempt employee, you are expected to work overtime hours as needed or as scheduled by your manager. Such overtime may include Saturday and Sunday work. For non-exempt employees, depending upon your work location, you are entitled to overtime pay generally at 1.5 times your regular rate of pay for all hours worked over 40 in a workweek, or as otherwise required by applicable law. 

In addition, for non-exempt employees, if you are directed by your manager to work during a Citadel-observed holiday, you may be advised in advance that you will receive an additional day of paid vacation for having worked on a holiday. Unless otherwise entitled to overtime, nonexempt employees who are awarded an additional day of paid vacation will be paid their regular rate of pay for all hours worked on the holiday. Unless otherwise entitled to overtime, non-exempt employees who are directed by their manager to work during a Citadel-observed holiday but who are not awarded an additional day of paid vacation will be paid 1.5 times their regular rate of pay for all hours worked on the holiday. However, you will not receive time-worked credit, for overtime purposes, for time you are on work leave, whether paid or unpaid, including, but not limited to, sick, vacation, jury duty or personal time off. With appropriate documentation as set forth in Timekeeping Policies, you will generally receive your overtime pay in the pay period following that in which the overtime is worked, just as you would your pay for normal work hours.

To attract and retain quality employees, Citadel endeavors to be competitive with the compensation paid by other employers in our industry. Total compensation at Citadel consists not only of base salary and eligibility for a discretionary bonus, but also encompasses the various benefits described in other sections of this Handbook.

Questions regarding compensation administration or individual salaries 
should be directed to your manager or Human Resources.

Bonuses/Incentive Awards

Citadel retains the option, in its sole and absolute discretion, to pay bonuses to employees on a periodic basis, in recognition of past achievements and as incentive for future exemplary performance. Decisions as to whether to award a bonus, the amount of such bonus, and who receives a bonus rest entirely with Citadel and you will be notified in writing whether you will receive a bonus. Eligibility for incentive awards, deferred awards, equity awards and other bonuses or special payments is also conditioned on the employee meeting all terms, conditions and/or obligations of the applicable award documents (including any partnership agreements, program documents, and award letters). 

Citadel recognizes that employees may need to request time off from work for a variety of reasons. Citadel will grant employee leave requests in accordance with its policies and applicable federal, state, provincial and local laws. Certain benefits may be prorated for part-time employees. 

Eligible employees are permitted to take up to 12 weeks of medical leave during a rolling 12-month period, in accordance with the Family and Medical Leave Act (FMLA). An employee may take a combined total of up to 26 workweeks in a 12-month period to care for a covered servicemember as defined under the FMLA. Leave may be taken for the following reasons: 

• A serious health condition that makes you unable to perform the functions of your job;
• To care for your spouse, domestic partner, child or parent, or the person who is a party to a civil union with you under applicable state law, with a serious health condition;
• For the birth of a child and to care for the newborn child;
• For the placement of a child with you for adoption or foster care;
• For a qualifying exigency arising out of the fact that a spouse, domestic partner, person who is a party to a civil union with you under applicable state law, child, or parent is on covered active duty or has been notified of an impending call or order to covered active duty in the Armed Forces in support of a contingency operation; or
• To care for a covered servicemember or covered veteran with a serious illness or injury, who is an eligible employee’s spouse, domestic partner, child, parent, or next of kin, or the person who is a party to a civil union with the eligible employee under applicable state law

The leave period does not have to be taken consecutively if used for your serious health condition, to care for a covered servicemember, for a qualifying exigency, or to care for your spouse, your domestic partner, your child, your parent, the person who is a party to a civil union with you under applicable state law, or a servicemember with a serious health condition. Where medically necessary, leave due to a serious health condition, as defined in the Policy, may be taken intermittently or on a reduced leave schedule that reduces the employee’s usual number of hours worked per week or per day. 

Eligibility

To be eligible for an FMLA leave of absence, you must be employed for at least 12 months, have worked at least 1,250 hours during the 12-month period immediately prior to the leave and require time off for eligible family or medical reasons. Citadel currently extends FMLA rights to employees in all U.S. office locations, regardless of the number of employees working in a particular office, but reserves the right to change this Policy in the future.

Leave Entitlement

Depending on the situation, Citadel may require you to use paid time off, such as vacation, sick or personal time during the FMLA leave period, as permitted by law. Once such paid benefits are exhausted, the balance of the FMLA leave, up to 12 weeks, will be without pay. However, you should refer to Citadel’s Short-Term Disability, Adoption Leave, Maternity Leave and Parental Leave policies, as well as state and local law, to determine whether you may be eligible for full or partial pay during your leave. 

If your spouse is employed by Citadel, you are limited to a combined total of 12 weeks of leave in a calendar year for the birth of a newborn or to care for a newborn, for the placement of a child with the employee for adoption or foster care, or to care for the child after placement or to care for a parent with a serious health condition. Entitlement to a leave for the birth or adoption of a child or foster child expires 1 year after the birth or adoption. Any FMLA leave must be concluded within this 1-year period. 

If you take FMLA leave due to your own serious health condition, you must submit a Physician’s Written Release to Return to Work upon returning to work and as a condition of your return. If you return to work prior to or upon the expiration of the approved leave period, you will be returned to the same or equivalent position (exceptions may apply for key personnel as defined by and permitted under applicable law). If you fail to return to work promptly at the expiration of the approved leave period, you may be treated as having voluntarily resigned. 

Notice Required

You must provide your manager with 30 days advance notice before the leave is to begin if the need for the leave is foreseeable due to an expected birth, placement for adoption or foster care, or planned medical treatment for your serious health condition or that of a family member. If you are unable to provide 30 days’ notice, you should provide as much notice as possible, generally within 72 hours after learning of the need for the leave. 

Some states, as well as the Canadian provinces where Citadel employees are located, maintain their own leave protections, similar to the FMLA. To the extent your worksite is located in a state or province that affords protections greater than the scope of the FMLA, Citadel will ensure that you receive such protections. 

For complete details regarding your rights under the FMLA, please refer to  
Citadel’s Family and Medical Leave of Absence Policy available on the Intranet.  
To request an FMLA leave of absence, contact Human Resources for applicable forms.

In addition to the types of leaves explained above, Citadel may, as required by state law, provide other leaves of absence based upon your personal circumstances or as necessary to allow you to perform civic duties. The leaves listed below are intended to illustrate some specific circumstances where leave may be available: 

Eligibility for leave may be conditioned upon providing certification or other documentation. In some cases, the state where you work may not require Citadel to provide that type of leave, in which case the leave will be handled on a case-by-case basis and granted or denied at the sole discretion of Citadel. Please contact Human Resources if you have any questions regarding leaves or leave-related issues. 

Citadel’s Vacation Policy is designed to provide you with an opportunity for rest, recreation and personal activities. If you are a regular employee, you will accrue vacation time each calendar month during your employment, subject to the Policy stated below. 

Employees who have more than two years of full-time work experience (either at Citadel or at another organization) will receive four weeks (20 days) of annual vacation.

Employees who have less than two years of full-time work experience will receive three weeks (15 days) of annual vacation. A fourth week (5 days) will begin to accrue on January 1 in the year following achievement of their two-year work experience milestone. 

To maximize the opportunity for our colleagues to get a meaningful break from the office to relax and recharge, we require each employee to take off 5 consecutive business days or one calendar week, at least once during the year. 

Regular part-time employees are eligible for vacation time at a prorated adjustment. 

Subject to provincial or state laws to the contrary, you will not accrue vacation time during any Notice Period in which you are not performing services.

If you have been re-hired, and were away from the Company less than 12 months, your years of service will include the time you were away from Citadel. If you were away for more than 12 months, your years of service will include the time you spent at Citadel prior to leaving, but will not include the time you were away. 

Scheduling Vacations

Citadel requires your cooperation in scheduling vacation to ensure that your vacations do not disrupt operations or unnecessarily burden another employee. You must generally have your time-off requests approved by your manager through the Time-off Tracking System (available on the Intranet) at least 2 weeks prior to the scheduled vacation date(s). Your requested vacation may not be permitted during particularly busy periods of the year and in some situations, your manager may have to rescind previously approved vacation time. If this decision makes it impossible for you to use scheduled vacation days during the calendar year, upon approval and at the discretion of your manager and Human Resources, you may carry over accrued vacation days into the coming year or you may be paid for the remaining vacation days that had been scheduled, as allowed by applicable state or provincial law. 

Vacation days may be taken in half-day increments. You may use vacation days before they have accrued by obtaining your manager’s approval. Absent extraordinary circumstances, as determined at Citadel’s discretion, you will not be allowed to use more vacation days in a calendar year than you can accrue in that calendar year, plus those that you have actually carried over from the prior year. 

Unused Vacation Time

You should take your vacation during the year in which it accrues. You will not receive payment for your unused vacation days, except as required by state or provincial law, or at the time of separation from employment where required by law or, in some cases, where Citadel prevents you from taking a scheduled vacation. However, if you have accrued vacation time, but not used it by the end of a year, you will automatically carry over up to 5 unused vacation days from that calendar year to the next. Any amount of accrued but unused vacation days over 5 will be forfeited at the end of each calendar year unless otherwise prohibited by provincial or state law. 

Vacation Time Pay upon Separation

Except where prohibited by provincial or state law, (a) accrued but unused vacation time will be applied to any days during your Notice Period that you are not required to work by Citadel, and (b) any remaining accrued but unused vacation time will be forfeited upon your separation of employment. For the avoidance of doubt, unused vacation time will not be paid in New York, New Jersey and other states where it is not required by law.  

Citadel’s Sick Leave Policy is designed to provide eligible employees paid time away from work due to your own illness, injury, medical care, treatment or diagnosis, or those of your immediate family members that require your care. Employee sick leave rights may vary depending on state or local law. For more information on sick leave please refer to the Citadel Intranet or contact Human Resources. 

Please refer to the Citadel Intranet for additional descriptions and details regarding Citadel’s scheduled holidays.

Please refer to the Citadel Intranet for additional descriptions and details regarding Citadel’s policies on Personal Time, Funeral Leave, and Voluntary Leave. 

Regular full-time employees are eligible for Citadel’s welfare and retirement benefits. For details regarding benefits available to regular part-time employees, contact Human Resource Benefits. Temporary employees and contractors are not eligible to participate in these programs, unless otherwise required by federal, state, provincial or local law. 

Please refer to the Citadel Intranet for additional descriptions and details regarding Citadel’s current employee benefit programs. Citadel’s employee benefit programs are governed by the relevant summary plan descriptions (SPDs) and other plan documents. You should refer to each SPD for detailed information about the plans, which are located on the Intranet. 

Note that any references to “paid” leave in this Handbook, any employment-related Citadel documents, or on the Intranet refer to base salary only (except as required by provincial/state law). No employee will be entitled to any award of Incentive Awards or payment of any incentive compensation during any period of leave. However, Citadel may, in its discretion, award incentive compensation for the period of leave for certain types of leave. 

Citadel reserves the right at any time, with or without advance notice, to modify, revise, amend or terminate any benefit program or plan or to require employee premium contributions toward any benefit. 

Citadel has established this plan to supplement its paid Sick Leave Policy. Citadel currently pays the entire cost of STD coverage. Under this plan, if you have completed at least 3 months of continuous employment, you may be eligible for STD benefits during an absence from work due to pregnancy, illness or injury that extends beyond 5 consecutive work days. These 5 days are considered the “waiting period.” You are not eligible to receive STD benefits during the waiting period; however, you may use available sick or vacation time to receive pay during this period. Employees will not accrue vacation time while on STD. 

Receipt of benefits under this plan is not to be construed as a guarantee of employment for any specific duration. 

Please visit the Intranet for additional information regarding STD benefits. 

Canada, California, and New York Employees:  
You may be eligible to receive additional disability benefits in accordance with federal, provincial, and state law.  Contact Human Resources for information. 

Parental leave may be taken by employees who, at the time the leave begins: have given birth to a child, are the parent of a newborn child, or have adopted a child or received a child for foster care.

Individuals considered contractors or interns are not eligible for benefits under this policy. 

Citadel offers three forms of paid parental leave. For more details regarding parental leave, please review the policy posted on the company Intranet. If you would like to apply for parental leave or request further information, please contact Human Resource Benefits.   

Citadel supports the legal right and necessity of employees who choose to express milk in the workplace, and prohibits discrimination, retaliation, and harassment against an employee who requests or chooses to express milk in the workplace. For more details regarding lactation accommodations, please review the policy posted on the company Intranet.  

Citadel recognizes the important role you have in creating and maintaining our learning organization. 

Our Learning and Development Team provides professional development opportunities that enhance the performance of our individuals and teams, including various onsite training, online training and self-study resources, offsite continuing education and training, and individual and team coaching. For full detail regarding our education and training programs, including eligibility requirements, program restrictions, and the application/reimbursement process, please visit the Intranet. 

We hope your employment with Citadel will be a mutually rewarding experience. However, we also understand that varying circumstances may cause employees to voluntarily resign their employment. Unless otherwise stated in your contractual notice obligations, Citadel requests that employees provide the Company with written notice of their intent to resign at least 2 weeks in advance of their anticipated last day of work. This enables Citadel to ensure that all matters relating to your employment are addressed prior to your final workday. Employees are expected to cooperate in facilitating a smooth transition of their job responsibilities to designated individuals within the Company. The Company reserves the right to change your final workday to an earlier date, including the same date notice is given. Such election by Citadel will not affect your right to receive your regular pay for up to the full 2-week notice period. 

If you have a specified notice period in your offer of employment or any other document, Citadel reserves the right to enforce your full notice period. At its discretion, Citadel may waive a notice period in full or in part. The Company reserves the right to change your final workday to an earlier date during the notice period, including the same date notice is given. 

Prior to your last day of employment, including before and during your notice period, you may not disclose your resignation internally or externally (other than to your immediate family, legal or tax advisors, or a future employer on a confidential basis in connection with the acceptance of an offer of employment) except with your manager’s prior written approval.  Doing so would be a breach of your Non-Disclosure Agreement or similar agreement. The ability of Citadel to maintain the confidentiality of employee resignations before and during the notice period is necessary to protect Citadel’s business interests and ensure a smooth transition.

Citadel may require that you refrain from performing any duties and/or not be present on Citadel’s premises while you are under notice of termination of your employment, known as a “garden leave.” You will continue to receive base salary and benefits (or a payment in lieu of the value of such benefits) during your garden leave. The exercise of this option is at Citadel’s sole discretion. You may not work for any employer other than Citadel (including self-employment) during a garden leave. If you have an executed Non-Compete Agreement as part of your employment obligations, the Restricted Period shall be reduced by one day for each day during the Notice Period prior to the end of my employment during which, at Citadel’s direction, you are not required to carry out any duties, but, for the avoidance of doubt, such reduction shall not apply in circumstances where you are on garden leave but still required to carry out some duties (including from home). If no Notice Period is set forth in your offer letter, any compensation letter, or otherwise, the two-week Notice Period set forth in this Employee Handbook shall apply. Furthermore, you shall not deal with any counterparties, brokers, etc. or employees of either Citadel or its affiliates in relation to business issues during this time. If you breach this requirement, Citadel will no longer be required to continue the payment of your base salary and benefits for the remainder of any such period. 

During any period of notice described immediately above, your contractual and fiduciary obligations to Citadel will remain in full force, including any non-competition and/or non-solicitation obligations. 

Human Resources will generally conduct an exit interview with all employees who voluntarily terminate their employment. The purpose of the exit interview is to discuss benefit continuation and conversion and pay logistics, to ensure that all necessary forms are completed, to collect all remaining Citadel property that may be in your possession and to provide you with an opportunity to discuss your job-related experiences. 

Separated employees are not entitled to pay for unused vacation, personal time, sick time or floating holidays, unless required by applicable state, provincial or local law. 

At the cessation of your employment, you are required to return all Citadel property to Human Resources. Such property may include, but is not limited to, keys or access cards, credit or phone cards, Company files, cellular phones, computers or laptops, books or other resource materials, documents, storage devices, and any other items you received as a result of your employment regardless of where they are located. To help effectuate this Policy, prior to leaving the premises on your last workday, separating employees shall identify and, when possible, return such property to their manager or Human Resources. 

We provide multiple resources for employees to obtain employment and/or income verification letters. Please refer to the Employee Resources section on the Company’s Intranet for more information on available options. Under no circumstances should an employee outside of Human Resources provide any information related to an employment reference or verification without prior approval from Human Resources and the Legal Department. In general, responses to an inquiry will be limited to confirming dates of employment and positions held.