ZAMP Employee Handbook

 EQUAL EMPLOYMENT OPPORTUNITY

EQUAL EMPLOYMENT

It is the policy of the Company to provide equal employment opportunities to all qualified individuals and to administer

all aspects and conditions of employment without regard to race, religion, color, national origin, sex, age, gender, gender

identity, sexual orientation, pregnancy, military or veteran status, genetic information, including family medical history,

physical or mental disability, AIDS/HIV, arrest record, citizenship and/or immigration status, child or spousal support

withholding, breastfeeding or related medical condition, any other protected class, in accordance with applicable

federal, state, and local laws

REASONABLE ACCOMMODATIONS

The company also protects qualified individuals with disabilities, as well as religious beliefs and observances. The

Company will provide a reasonable accommodation for any known physical or mental disability of a qualified individual

with a disability and/or religious beliefs and observances to the extent required by law, provided the requested

accommodation does not create an undue hardship on the Company, and/or pose a direct threat to the health and

safety of other in the workplace or to the individual. If you require an accommodation, you must make one with our HR

Contact or SR. Leader. If the Company does not address your request completely or timely, you should contact Zamp HR.

There will then be an interactive process to identify potential accommodations.

Equal employment opportunity extends to all our employment practices including but not limited to, recruiting, hiring,

discipline, firing, promoting, transferring, compensation, benefits, training, leave of absence, and other terms and

conditions of employment.

CONDUCT AND BEHAVIOR

UNLAWFUL HARASSMENT, DISCRIMINATION, AND RETALIATION

The Company is committed to providing a work environment free of unlawful harassment, discrimination, and retaliation

in any form. Additionally, the Company prohibits all forms of unlawful discrimination and harassment including but not

limited to, inappropriate and disrespectful behavior, intimidation, bullying, and any other unwelcome or harmful conduct

on the basis of race, color, religion, sex, national origin, age disability, genetic information, or any other category

protected by applicable state or federal law.

The Company’s policy against unlawful harassment, discrimination, and retaliation applies to all employees, including

supervisors, managers, interns, and volunteers. This policy extends to company vendors, customers, suppliers, guests,

independent contractors, and others doing business with the Company. The Company also prohibits its’ vendors,

customers, suppliers, guests, independent contractors, clients, and others from harassing, discriminating, or retaliating

against its’ employees. Any harassment, discrimination, or retaliation will be subject to disciplinary action up to and

including termination.

Retaliation

Any form of retaliation against an employee who has expressed concern about any form of harassment, discrimination,

refused to partake in harassing behavior, made a harassment complaint, or cooperated in a harassment investigation,

is strictly prohibited. The Company is committed to prohibiting retaliation against an employee, or employees’ family

members, who report, oppose, or participate in an active investigation of harassment, discrimination, or wrongdoing in

the workplace. A complaint made in good faith will under no circumstances be grounds for disciplinary action. Individuals

who make complaints that they know to be false may be subject to disciplinary action, up to and including termination.

Addressing Issues Informally

Employees who witness offensive behavior in the workplace - whether directed at them or another employee - are

encouraged, though not required, to immediately address it with the employee whose behavior they found offensive.

An employee who is informed that their behavior is or was offensive should stop immediately and refrain from that

behavior in the future, regardless of whether they agree that the behavior could have been offensive.

Harassment Complaint Procedure

Employees are encouraged to use the Complaint Procedure to report behavior that they feel is harassing, even if that

behavior is directed at them. The Complaint Procedure provides for immediate, thorough, and objective investigation

of claims of harassment. Appropriate disciplinary action will be taken against those who are determined to have engaged

in harassing behavior.

ABUSIVE CONDUCT

Abusive conduct means malicious conduct in the workplace that a reasonable person would find hostile or offensive

and unrelated to an employer’s legitimate business interests. Abusive conduct may include repeated infliction of verbal

abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person

would find threatening, intimidating, or humiliating, or the sabotage or undermining of a person’s work performance. A

single act will generally not constitute abusive conduct, unless especially severe.

The Company considers abusive conduct in the workplace unacceptable and will not tolerate it under any circumstances.

Employees should report abusive conduct to a manager the Company Human Resources contact, or a SR. Leader.

Managers are responsible for ensuring that employees are not subjected to abusive conduct. All reports will be treated

seriously and investigated when appropriate. Employees who are found to have engaged in abusive conduct will be

subject to discipline, up to and including termination. Retaliation against an employee who reports abusive conduct or

verifies that it took place is strictly prohibited.

COMPLAINT PROCEDURE

The Company has established a procedure for a fair review of complaints related to any workplace controversy, conflict,

or harassment. Employees are encouraged to take their complaint to their direct supervisor first. If the complaint is

related to their supervisor or manager or if the employee feels the supervisor or manager would not provide an impartial

resolution to the problem, employees should take the complaint to the Company HR Manager or Sr. Leader. If the

supervisor, HR Manager, or SR. Leader does not address the complaint in a timely manner, contact Zamp HR.

Supervisors who receive any complaint of harassment, discrimination, or retaliation must report the complaint to the

Company HR Contact.

The Company cannot resolve a problem unless it is reported. That is why it is essential that any employee notify their

supervisor, HR Contact, or SR. Leader immediately with any concerns. The Company takes all complaints of unlawful

harassment, discrimination, and retaliation very seriously and will act as quickly as possible to resolve the problem

consistent with the Company’s need to conduct an adequate investigation when warranted.

GENERAL EMPLOYMENT

AT-WILL NOTICE

The employment relationship between the Company and employee is at-will. This means that employees are not hired

for any specified period and their employment may be terminated at any time, with or without cause, with or without

notice, by either the Company or the employee. Company policy requires that all employees be at-will; any implied, oral,

or written agreements or promises to the contrary are void and unenforceable, unless approved by the CEO. There is no

implied employment contract created by this Handbook or any other Company document or written or verbal statement

or policy.

IMMIGRATION LAW COMPLIANCE

All employees are required to complete Section 1 of Form I-9 and within three business days, provide acceptable proof

of their identity and eligibility to work in the United States. Failure to produce the proper identifying documents within

three days will result in termination.

INTRODUCTORY PERIOD

Every new employee and rehired employees, first 90 days of employment with the Company are considered an

introductory period. During this 90-day period, your attendance, performance, interest, and attitude toward the job will

be observed. Employees who do not meet standards may be terminated at any time during the introductory period.

Completion of the introductory period does not guarantee continued employment for any specified period, nor does it

require that an employee be discharged only for cause. Completion of the introductory period also does not imply that

employees now have a contract of employment with the Company, other than at-will. Successful completion of the

introductory period does not alter the at-will employment relationship.

EMPLOYMENT CLASSIFICATIONS

The Company has established the following employee classifications for compensation and benefit purposes only. An

employee's supervisor or manager will inform the employee of their classification, status, and responsibilities at the time

of hire, re-hire, promotion or at any time a change in status occurs. These classifications do not alter the employment

at-will status.

Regular Full-Time Employee

Employees who are normally scheduled to work at least thirty (30) hours per week, as determined by the Company at

its’ sole discretion.

Regular Part-Time Employee

Employees who are normally scheduled to work fewer than thirty (30) hours per week, as determined by the Company

at its’ sole discretion.

Temporary Employee

An employee who is scheduled to work on a specific need of the Company for short periods of time. These positions are

not intended to be part of continuing operations and may not receive an extension of employment more than originally

planned. The employee will not receive any benefits unless specifically authorized in writing.

Exempt

Employees whose positions meet specific tests established by the Fair Labor Standards Act (FLSA) and applicable state

law and who are exempt from overtime pay requirements.

Non-Exempt

Employees whose positions do not meet FLSA and state exemption tests and who are paid a multiple of their regular

rate of pay for overtime hours worked. Unless notified otherwise in writing by management, all employees of the

Company are non-exempt.

For questions or concerns about classifications or benefits, please contact the Company HR Contact.

CONDUCT GUIDELINES

Professionalism is expected, as is respect for the safety and security of other people and property. Failure to meet these

expectations may be grounds for discipline, up to and including termination.

CORRECTIVE ACTION

A high level of job performance, professionalism, conduct, and actions are expected from each employee. If an

employee’s job performance does not meet the standards established for the position, they violate company policies or

procedures, or their behavior is otherwise unacceptable, corrective action may ensue. Corrective action may include,

but is not limited to coaching, oral or written warnings, performance improvement plans, paid or unpaid suspension,

demotion, and termination. The type and order of actions taken will be at management's sole discretion and the

Company is not required to take any disciplinary action before making an adverse employment decision, including

termination.

As a business practice, the Company will attempt to follow a progressive disciplinary process. Coaching, verbal warning,

written warning, final warning, then termination. However, steps may be added or skipped depending on the severity

of the situation being careful to follow consistency practices.

PERSONNEL RECORDS

The Company maintains various employment files while an individual remains an employee of the Company. Such files

may include employee personnel files, attendance files, I-9 files, and files for medical purposes. Employees are required

to notify their manager should any of their personal information change (e.g., address, phone number, last name) so the

appropriate updates can be made to the files. The Company will take all reasonable precautions to protect employee files

and employees' personally identifiable information in its records.

Employee files are restricted based on who reasonably needs access to all or parts of the files. Active employees may

review their own personnel file by making a written request to their manager or Human Resources. The written request

will become a part of the employee's personnel file. Review of files must take place in the presence of the employee's

manager or Human Resources.

COMPENSATION

YOUR PAY

If any date of paycheck distribution falls on a weekend or holiday, employees will generally be paid on the preceding

scheduled workday. For questions or concerns about the number of hours worked, amount, or deductions, please

contact the Company HR Contact. If those questions and concerns are not addressed, please reach out to Zamp HR.

As an option, employees may receive direct deposit and may change the deposit selections at any time. Paper pay stubs

will not be provide, however, employees are encouraged to log into the Employee Self Service Portal at any time to

access pay stubs, change direct deposit options, update a W4, etc.

TIMEKEEPING

All non-exempt employees are required to use the timekeeping system to record their hours worked. For this policy, all

forms of timekeeping will be referred to as clocking in or out.

Employees are required to clock in and out for their designated lunch periods. The length of the lunch period will be

designated by the employee’s manager. Alteration or wavier of the lunch period requires manager preapproval. Lunch

periods are unpaid time when employees are relieved of all duties. Waiver of the lunch period requires prior approval

of the employee’s manager. Under no circumstance may the waiver of the lunch period result in overtime work.

Accurate timekeeping is a federal and state wage and hour requirement, and employees are required to comply. Failing

to enter time into the timekeeping system in an accurate and timely manner is unacceptable job performance. Should

an employee miss an entry into the timekeeping system, they must notify their manager as soon possible for correction.

Non-exempt employees are not permitted to work unscheduled time without prior authorization from their manager.

This includes clocking in early, clocking out late, working through scheduled break or lunch periods, or working overtime.

MEAL PERIODS & REST BREAKS

The Company provides meal periods and rest breaks according to applicable state and federal law. Minors will be given

meal periods and rest breaks according to applicable state and federal law.

LACTATION BREAK

The Company will provide a reasonable amount of time to accommodate a female employee’s need to express breast

milk for their child. This time should be taken concurrent with regular break times. Non-exempt employees should clock

out for lactation time taken that falls outside the regular break times. The Company will also make a reasonable effort

to provide a room or other location near the employee’s work area to express milk in private.

Employees must notify their supervisor or HR Contact to request time to express milk under this policy. If the Company

does not completely and timely address the request, please reach out to Zamp HR. The Company does reserve the right

to deny requests should the request seriously disrupt operations.

OVERTIME

The Company complies with all applicable federal and state laws regarding payment of overtime work.

Employees are required to work overtime when assigned. Any overtime worked must be authorized by a supervisor or

manager, in advance. Working unauthorized overtime or the refusal or unavailability to work overtime is not acceptable

work performance and is subject to disciplinary action up to and including termination.

PAYROLL DEDUCTIONS

The Company complies with the salary basis requirements of the Fair Labor Standards Act (FLSA) and does not make

improper deductions from the salaries of exempt employees.

If an employee believes that an improper deduction has been made, they should immediately report this to their

manager or the person responsible for payroll processing. Reports will be promptly investigated and if it is determined

that an improper deduction has occurred, the employee will be promptly reimbursed.

COMPANY BENEFITS

The Company provides eligible employees the following listed benefits. We reserve the right to terminate or modify

these policies at any time, for any reason, with or without notice to employees.

INSURANCE & RETIREMENT BENEFITS

Either Zamp HR or the Company may offer insurance and retirement benefits to eligible employees. Please speak with

the Company HR Contact for more information.

STATE MANDATED INSURANCE BENEFIT PROGRAMS

The Company complies with all applicable federal and state laws regarding disability insurance benefits.

WORKERS’ COMPENSATION INSURANCE

Workers’ Compensation insurance provides benefits to employees who are sick or injured in connection with

employment. Benefit entitlements are governed by law, but it is essential that employees report all work-related

accidents, injuries, and illnesses immediately to their supervisor or to the Company HR Contact. To be eligible, the injury

or illness must be a direct result of the job performed.

DISCRETIONARY MEDICAL LEAVE OF ABSENCE

Employees who have completed at least ninety (90) days of employment may be eligible for up to four (4) weeks of

unpaid leave of absence for medical reasons. Subject to Company approval. Prior to the start of a leave, the employee

must submit their request in writing to the Company HR Contact along with a form from the employee’s health care

provider indicating that the employee is unable to perform his or her job with an anticipated return to work date. In the

event the employee exceeds the anticipated return date, the employee must provide verification from a health care

provider indicating they are unable to work along with a revised anticipated return to work date. Employees must

provide as much notice as practicable and may be subject to additional verification by the Company.

Upon returning to work, if employees qualify, they will be reinstated to their former position or one that is substantially

the same, depending upon the availability of any position at that time. If the employee does not return to work within

this 30-day period, or does not provide additional verification for an extension, the employee will be terminated. Medical

insurance may be continued during the leave in accordance with the applicable plan document and COBRA.

Leave under this policy will be unpaid unless the employee has or must use any available paid sick leave concurrently

and may choose to use other accrued paid time off concurrently once their sick leave has been exhausted.

You must speak directly with our HR Contact prior to taking leave. If the company does not completely address your

request for leave in a timely manner, you should contact Zamp HR. Failure to comply with this policy may affect your

ability to return to work.

PREGNANCY DISABILITY LEAVE OF ABSENCE

The Company provides employees who are pregnant with an unpaid leave of absence for disabilities relating to

pregnancy, childbirth, or related medical conditions. Employees who are granted leaves for pregnancy will be returned

to their same or similar position to the extent required by applicable law. Employees may be entitled to a reasonable

accommodation for conditions related to pregnancy, childbirth, or related medical conditions. Should employees need

a reasonable accommodation or pregnancy disability leave, they should contact the Company HR Contact and provide

a medical certification from a health care provide requesting the accommodation or leave. Additional documentation

may be required by the Company.

If leave exceeds the anticipated return to work date, employees are required to speak with the Company HR Contact and

provide medical certification from a health care provide requesting the accommodation or leave extension. Pending

eligibility, medical insurance may be continued during leave according to plan documents, COBRA or provisions of federal

and state laws relating to unpaid medical leave.

MILITARY LEAVE

If employees are on an extended military leave of absence, they are entitled to be restored to their previously held

position or similar position, if available, without loss of any rights, privileges or benefits provided the employee meets

the requirements specified in the Uniformed Services Employment and Reemployment Rights Act (USERRA).

An employee who is a member of the reserve corps of the armed forces of the United States or of the National Guard

or the Naval Militia will be granted temporary leave of absence without pay while engaged in military duty as required

by state employment law. A letter from the employee’s commanding officer is required to establish the dates of duty.

If the company does not completely address the request for military leave in a timely manner, contact Zamp HR.

JURY SERVICE LEAVE

Employees must submit a copy of the original summons to their manager as soon as it is received. Employees should

report for work on any day, or partial day, not actually spent attending jury duty. Unless otherwise required by state or

federal law, jury duty leave is unpaid, though employees will be allowed to use accrued paid time off, if any is available.

WITNESS LEAVE

Employees must submit a subpoena to appear in court to their manager as soon as it is received. Employees should

report for work on any day, or partial day, not actually spent in court. Witness leave is unpaid, though employees will

be allowed to use accrued paid time off, if any is available.

VOTING LEAVE

The company follows all applicable state and federal laws for paid/unpaid voting leave.

PAID SICK LEAVE

The Company provides paid sick leave according to applicable state and local laws.

ADDITIONAL LEAVES

To the extent required by applicable laws, the company provides the following additional unpaid leaves:

• Leave for Emergency Rescue Personnel

• Leave for Victims of Felony Crimes

• Leave for Victims of Domestic Violence, Sexual Assault, or Stalking

Employees must notify their supervisors as soon as possible when needing time off for any leave type. Additional

documentation may be required by the Company to approve leave. For leaves that are unpaid, employees will be allowed

to use accrued paid time off, if any is available.

HEALTH, SAFETY, AND SECURITY

All employees are required to comply with safety standards. Employees who pose a direct threat to the health or safety

of themselves or others in the workplace may be temporarily moved into another position or placed on leave until it is

determined if a reasonable accommodation will effectively mitigate the risk.

BACKGROUND CHECKS

The Company may conduct a background check on any applicant or employee with their signed consent. All offers of

employment and continued employment are contingent upon a satisfactory background check. Refusal to consent to a

background check may result in disciplinary action, up to or including termination.

SMOKING

Smoking is prohibited in all company buildings and vehicles. Employees needing to smoke should do so during their break

times, in designated areas, and in accordance with local ordinances.

DRUG AND ALCOHOL

The Company is dedicated to providing employees with a workplace that is free of drugs and alcohol. While on Company

premises, whether during work time or non-work time, employees are prohibited from being under the influence of

drugs or alcohol. There are limited exceptions for the use of prescription drugs, as long as they do not create safety

issues or impair an employee's ability to do their job.

Employees are strictly prohibited from possessing, distributing, or dispensing illegal drugs or excessive quantities of

prescription or over-the-counter drugs while on Company premises, performing Company-related duties, or operating

any Company equipment. Any drugs confiscated that are suspected of being illegal will be turned over to the appropriate

law enforcement agency.

Employees taking medication should consult a medical professional to determine whether the drug may affect their

personal safety or ability to perform their job and should advise their manager of any resulting job limitations. Once

notified, the Company will make reasonable efforts to accommodate the limitation.

The Company reserves the right to test any employee for the use of illegal drugs or alcohol in accordance with applicable

law. Employees in safety-sensitive positions may be subject to regular or random drug testing. Drug or alcohol tests may

also be conducted after an accident in which drugs or alcohol could reasonably be involved, or when behavior or

impairment on the job creates reasonable suspicion of use. Refusal to be tested for drugs or alcohol will be treated the

same as a positive test result. Positive test results are subject to disciplinary action up to and including termination.

Violation of this policy may result in discipline, up to and including termination.

To the extent that any federal, state, or local law or regulation limits or prohibits the application of any provision of this

policy, then that particular provision will be ineffective in that jurisdiction only, while the remainder of the policy remains

in effect.

INJURY AND ACCIDENT RESPONSE AND REPORTING

If an employee is injured or witnesses an injury at work, it must immediately be reported to the nearest available

manager.

WORKPLACE VIOLENCE AND SECURITY

The Company expects all employees to conduct themselves in a non-threatening, non-abusive manner at all times.

Weapons of any kind are strictly prohibited and not permitted on Company premises. No direct, conditional, or veiled

threat of harm to any employee, customer, business partner, or Company property will be acceptable. Acts of violence

or intimidation of others will not be tolerated. Any employee who commits, or threatens to commit, a violent act against

any person while on Company premises, will be subject to disciplinary action, up to immediate termination.

Any employee who is subjected to or threatened with violence, or who is aware of another individual who has been

subjected to or threatened with violence, should immediately report this information to a manager. Threats will be

investigated, and appropriate remedial or disciplinary action will be taken.

INCLEMENT WEATHER AND OUTAGES

This policy establishes guidelines for Company operations during periods of extreme weather and similar emergencies.

The Company will remain open in all but the most extreme circumstances. Unless an emergency closing is announced

via a Company officer or a government official, all employees are expected to report to work. However, the Company

does not advise employees to take unwarranted risks when traveling to work in the event of inclement weather or other

emergencies. Each employee should exercise their best judgment regarding road conditions and other safety concerns

and inform their supervisor if unable to come to work due to weather.

WORKPLACE GUIDELINES

HOURS OF WORK

Employees are expected to be at their work area and ready to work at their scheduled time. Employees will be given

their work hours upon hire and at the time of any change in position. If the normal work hours are changed or if the

Company changes its operating hours, employees will be given notice.

OFF-THE-CLOCK WORK

Non-exempt employees must accurately record all time worked, regardless of when and where the work is performed.

Off-the-clock work (work that is not reported in the timekeeping system) is prohibited. No member of management may

request, require, or authorize non-exempt employees to perform work without compensation. Violations should be

reported promptly to a member of management.

ATTENDANCE AND TARDINESS

Employees are expected to be at work and ready to go when their scheduled shift begins or resumes. If an employee is

unable to be at work on time, or at all, they must notify their manager or another member of management as far in

advance as possible.

When an employee calls in absent, they should provide their expected time or date of return. The Company reserves

the right to require proof of the need for absence, if allowed by law.

If an employee becomes ill during their scheduled workday and feels they may need to leave before the end of their

shift, they should notify their manager immediately. If an employee is unable to perform their job at an acceptable level,

they may be sent home until they are well enough to work.

Absences should be arranged as far in advance as possible. When an employee needs to be absent during the workday,

they should attempt to schedule their outside appointment or obligation so that their absence has the smallest impact

possible on business operations.

An employee may be terminated for failing to report to work without contacting the Company. If an employee fails to

report to work or call in three (3) consecutive calendar days in a row, the employee will be considered to have abandoned

their job and may be subject to disciplinary action up to and including termination.

PERSONAL APPEARANCE AND HYGIENE

Employees are expected to present a professional image, both through behavior and appearance. Accordingly,

employees must wear work-appropriate attire and/or PPE during the workday or any time they are representing the

company. Clothing should be clean and neat in appearance.

All employees are expected to maintain appropriate oral and bodily hygiene. Accessories should not interfere with an

employee's work. The excessive use of perfume or cologne is unacceptable, as are odors that are disruptive or offensive

to others or may exacerbate allergies.

Reasonable accommodation will be made for employees sincerely held religious beliefs and disabilities when such

accommodations do not cause an undue burden. To request an accommodation or have other questions about this

policy, please contact a supervisor or the Company HR contact.

CONFIDENTIALITY

Employees may not disclose any confidential information or trade secrets to anyone outside the Company without the

appropriate authorization. Confidential information may include but is not limited to internal reports, financials, client

lists, methods of production, or other internal business-related communications. Trade secrets may include information

regarding the development of systems, processes, products, design, instrument, formulas, and technology. Confidential

information may only be disclosed or discussed with those who need the information. Conversation of a confidential

nature should not be held within earshot of the public or clients.

SOLICITATION AND DISTRIBUTION

Solicitation during work time and in work areas is prohibited. Solicitation is defined as the act of asking for something,

selling something, urging someone to do something, petitioning, or distributing persuasive materials. This could include,

but is not limited to, asking for donations for a child's school (including through sales of a product), attempting to convert

someone to or from a religion, distributing political materials, or collecting signatures.

This policy does not prevent employees from using their approved breaks and rest periods to solicit outside of working

areas and is not intended to infringe an employee's Section 7 rights. Those not employed by the Company are also

prohibited from solicitation on company property.

CONFLICT OF INTEREST

A conflict of interest arises when an employee is engaged in activity that could be detrimental to the company. This

includes when an employee improperly uses their position with the company for personal gain or the gain of someone

with whom they have a relationship. Improper use includes behavior that is illegal, as well as behavior that is unethical

or questionable to a reasonable person. These are some examples of a conflict of interest:

• An employee requesting or requiring gifts or discounts in exchange for starting or continuing a business

relationship with a client or vendor

• An employee selecting a relative's company as a supplier when they have not produced the best proposal

• An employee taking a second job working for a competitor and sharing confidential company information

with the competitor

• An employee taking a second job that interferes with their ability to do their work for the Company at

their full potential, whether due to scheduling, exhaustion, or some other factor

REPORTING IRREGULARITIES

Employees should immediately report any actual or suspected theft, fraud, embezzlement, or misuse of Company funds

or property, as well as suspicious behavior. An employee who is aware of such activity but does not report it will be

considered part of the problem and disciplined accordingly.

INSPECTIONS AND SEARCHES

Any items brought to or taken off Company premises, whether property of the employee, the Company, or a third party,

are subject to inspection or search unless prohibited by state law. Desks, lockers, workstations, work areas, computers,

USB drives, files, e-mails, voice mails, etc. are also subject to inspection or search, as are all other assets owned or

controlled by the Company. Any inspection or search conducted by the Company may occur at any time, with or without

notice. Failure to submit to a search will be grounds for discipline.

PERSONAL PROPERTY

The Company is not liable for lost, misplaced, or stolen property. Employees should take all precautions necessary to

safeguard their personal possessions. Employees should not have their personal mail sent to the Company, as it may be

automatically opened, and should check with their manager before having larger items delivered to the workplace.

PARKING

All parking is at an employee’s own risk. Employees and visitors should lock their vehicles and take appropriate

safeguards to protect their valuables, including removing them from the vehicle if appropriate under the circumstances.

Employees are not to park in areas reserved for visitors.

TECHNOLOGY AND INFORMATION

HARDWARE AND SOFTWARE USE

The following guidelines have been established for using the Internet and email in an ethical and professional manner.

For the purpose of this policy, Company Internet includes productivity software, instant messaging applications, the

Company cloud and networks, the intranet, and any other tool or program provided by or through the Company or its

internet connection.

All company-issued hardware and software, as well as the email system and Internet connection, are Company-owned.

Therefore, all Company policies are always in effect when they are in use. Access to the internet through the Company's

network is a privilege of employment that may be limited or revoked at any time.

SOCIAL MEDIA

Below are some guidelines for the use of social media. These guidelines are not intended to infringe on an employee’s

Section 7 rights and any adverse action taken in accordance with this policy will evaluate whether employees were

engaged in protected concerted activity.

The Guiding Rule

Conduct that negatively affects an employee’s job performance, the job performance of fellow employees, or the

Company’s legitimate business interests—including its reputation and ability to make a profit—may result in disciplinary

action up to and including termination.

While Using Social Media:

• Avoid Harassment

• Avoid Defamation

• Maintain Company confidentiality

• Employees are not a Company spokesperson

• Employees must use Company accounts, not

personal accounts

PERSONAL CELL PHONE USE

The use of personal cell phones, or work cell phones for personal matters, should not interfere with an employee's

productivity or the productivity of their coworkers. Reasonableness will be determined by management.

EMPLOYMENT SEPARATION

RESIGNATION

The Company requests that employees provide at least two weeks’ written notice of their intent to resign. This notice

should be submitted to an employee's manager. Dependent upon the circumstances, an employee may be asked to not

work any or all of their notice period, in which case they will be allowed to use up to two weeks of accrued paid time

off, if available, from the time notice is given. An exit interview may be requested.

TERMINATION

All employment with the Company is “at-will." This means that either the Company or the employee can terminate the

employment relationship at any time, with or without notice, and for any reason allowed by law or for no reason at all.

An employee’s at-will status can only be changed by written contract, signed by both the employee and the President

or CEO.

PERSONAL POSSESSIONS AND RETURN OF COMPANY PROPERTY

All Company property, such as computer equipment, keys, tools, parking passes, or Company credit cards, must be

returned immediately at the time of termination. Employees may be responsible for any lost or damaged items. When

leaving, employees should ensure that they take all their personal belongings with them.

CHANGES IN PERSONNEL RECORDS

Employees must notify the Company HR Contact to update personal information to ensure that the Company has

updated contact information. This could include, name, address, phone number, dependents, etc.

OUTSIDE INQUIRIES CONCERNING EMPLOYEES

All inquiries about employees from outside the Company, must be directed to the Company HR Contact. No information

about employees should be given to anyone by employees or managers.

EXIT INTERVIEW

The Company may conduct an exit interview with outgoing employees for feedback about the company.

SUMMARY

NOTES

Except for the at-will employment policy, this handbook may be modified at any time. Violation of any policy in

this handbook, or any policy included as an addendum, may be grounds for disciplinary action, up to and including

termination. This handbook does not include every process, policy, and expectation applicable to employees, or

positions specifically. Employees may be counseled, disciplined, or terminated for poor behavior or performance

even if the behavior or performance issue is not specifically addressed in the handbook.

We wish all employees great success, safety, and experiences with us here at the Company.