EMPLOYEE HANDBOOK EMPLOYEE HANDBOOK INTRODUCTION

Intertek recognizes that its employees are our with the strength of our collective leadership, greatest asset and the energy, enthusiasm, ensures that our people remain motivated to and creativity that employees bring into the deliver a world class service. workplace are key drivers to the Company’s success. Intertek feels that equitable and competitive benefits and clear communication Intertek’s Mission Statement of policies and procedures will allow employees Our commitment to supporting and adding to focus on the important business of providing value for our customers drives everything excellent service to our customers. we do. We deliver innovative solutions to facilitate our customers’ success in the global marketplace and, most importantly, we provide This handbook summarizes the principal our customers with confidence. benefits, obligations, procedures and policies and also provides guidance and information. If you have questions, need further information, By leveraging our local service and global or are in doubt as to how these policies and network, we enable our customers to dedicate procedures apply to you, please contact your their primary energies to their core business manager or the Human Resource Department. activities. We offer comprehensive programmes We provide services to a wide range of and services which draw on our industry industries including, Aerospace & Automotive, specific knowledge and technical expertise. As an Intertek employee, you are expected Building Products, Chemicals, Consumer Goods to adhere to the policies presented in this & Retailers, Electrical & Electronic, Energy, handbook; however these policies and At Intertek, and as individuals, we: Food & Agricultural, Industrial, IT & Telecoms, procedures do not comprise an exhaustive list Medical & Pharmaceutical, Minerals, Petroleum, of all conditions of employment. They do not Toys, Games & Hardlines and Textiles Apparel & • Value trust and personal responsibility; constitute or imply a contract of employment, Footwear. We concentrate on industry sectors • Act with integrity, honesty and respect; nor should they be taken as an agreement in which we have the critical size to provide for continued employment. Intertek is an “at- • Deliver excellent services which add value our customers with global world-class services will” employer which means that either the to our customer’s business; which are based on a deep understanding of employee or the Company may terminate the • Focus on continual growth and their current and future needs and challenges. employment relationship at any time, for any outstanding performance; Our operations are organized into divisions reason not otherwise prohibited by applicable which focus on delivering solutions and • Strive to create a safe work environment; law, with or without notice. Intertek reserves services to specific market sectors. • Value each employee’s contribution the right to modify, revoke, suspend, terminate, toward achieving our business objectives; or change any and all such plans, policies, or procedures, in whole or in part, at any time, Our reputation for quality and our close • Promote a culture where motivated without notice. relationships with our customers have enabled customer-oriented employees can us to develop outsourcing partnerships with flourish, experience professional many globally-renowned companies. They are fulfillment and reach their highest We look forward to a mutually rewarding confident in the knowledge that Intertek will potential; and and productive employment relationship. manage and operate their in-house testing • Respect diverse perspectives, experiences Please take the time to learn more about our facilities or quality processes along the entire and traditions as essential. organization by thoroughly reviewing this supply chain, while reducing their overhead handbook and again, welcome to Intertek. costs. Our commitment to delivering outstanding Our mission to support and add value to our results through sound and thorough financial customers is delivered through 30,000 people practices, superior profitability, stable growth About Intertek across Intertek worldwide. Intertek offers a and good citizenship will enable us to fulfill Intertek can trace its history back over 126 wealth of career opportunities and challenges. Intertek’s mission while increasing sustainable years. The Company has grown over the past As a truly global company, Intertek enables shareholder value. 100 years through developing new services you to share your skills and knowledge across and expanding its operations to meet the geographical, cultural and technical borders. increased global demand for quality and safety We have a strong emphasis on training and of products and services. professional development and this, together EMPLOYEE HANDBOOK INTRODUCTION

Nature of Employment Code of Employee-Employer Relations Subject to the law applicable in the place of Intertek is firmly committed to the fundamental • To give a productive day’s work to the employment, each employee is an employee- principles and mutual rights and obligations best of their abilities and skills; at-will. As such, and unless otherwise defined that make up the employment relationship • To arrive at the workplace and begin work by applicable law, any employment relationship between the Company and its employees. In on time; with Intertek is of an at-will nature, which a continuing effort to implement reasonable means that an employee may resign at any and effective personnel policies and practices, • To demonstrate a considerate, friendly time and Intertek may terminate an employee Intertek pledges: and constructive attitude towards fellow at any time with or without cause. It is further employees, clients, and the public; and, understood that this at-will employment • To adhere to the policies adopted by • To employ individuals on the basis of their relationship may not be changed by any written Intertek. qualifications with assurance of equal document, oral statements or representations, opportunity and treatment regardless of • To respect the privacy of others and, or by conduct, unless such change is race, religion, creed, color, age, sex, sexual except under circumstances protected specifically acknowledged in writing by an orientation, marital status, national origin, under federal or state labor laws, not authorized officer of Intertek. mental or physical disability, genetic discuss personnel matters or Company makeup or veteran’s status or any other or client confidential information and/or Cooperation & Communication basis protected by federal, state, territorial, activities. Intertek values teamwork. Cooperation or local law. is essential both within and between • To compensate employees based on merit While acting in the best interest of the departments, and employees are encouraged and to provide employee benefits which employees and the business, Intertek maintains to assist their co-workers with the same are compatible with the industry. the right to make managerial decisions energy and enthusiasm as their external clients. • To establish and maintain safe and including, but not limited to, the following: Willingness to work together as part of a team healthy working conditions. is a key contributor to job satisfaction and business success. • To welcome reasonable, constructive • To determine the goals, programs, and suggestions which relate to methods, direction of the Company; procedures, working conditions and the • To determine and change methods by Communication is also essential in nature of the work performed. which operations are to be carried out; accomplishing personal and business goals. • To establish open channels of Intertek promotes an open-door policy in • To establish, change, or discontinue its communication with supervisors, which employees are encouraged to discuss policies, practices, rules and regulations; managers, and Human Resources. any issues or concerns with their managers. • To determine and change the size and Managers are responsible for addressing • To permit each employee discretion and qualifications of the work force; responsibility consistent with a well- concerns and bringing timely resolution to • To assign duties to employees in coordinated and effective operation. employee issues. If an employee is dissatisfied accordance with Company needs and with the timeliness or appropriateness of a requirements; manager’s response, the employee should The Company asks that employees bring • To transfer employees within discuss these concerns or issues with the next energy, enthusiasm and a willingness to departments or into other departments level of management or the Human Resource cooperate to work each day and expects and other employee classifications; Department. employees: • To determine and change hours of work; • To provide performance reviews and criteria in order to evaluate employee performance; • To reassign, supervise, discipline or dismiss employees; and, • To carry out any other activities as required by the needs of the business. EMPLOYEE HANDBOOK EMPLOYMENT

Equal Employment Opportunity and Intertek promotes changing workforce Immigration Affirmative Action Statement demographics and we believe that our ability Intertek complies with U.S. Immigration laws Intertek is committed to providing equal to respect and manage employee differences and hires only those legally authorized to work employment opportunity to all applicants and is essential to building diverse, high-performing in the United States. Individuals must have employees without regard to race, creed, color, work teams which enhance Intertek’s valid work authorization to be employed by sex, sexual orientation, age, religion, marital competitive advantage in the marketplace. Intertek. status, national origin, mental or physical disability, veteran’s status or any other status, Reasonable Accommodations In compliance with the Immigration Reform classification, or activity protected by law Intertek complies with federal and state laws and Control Act of 1986, Immigration Act with respect to recruitment, hiring, upgrades, concerning the employment of persons with of 1990, the Illegal Immigration Reform and training, promotion and other terms and disabilities, and does not discriminate against Immigrant Responsibility Act of 1996, and conditions of employment. Intertek takes qualified individuals with disabilities in regard other related laws, each new employee, as a affirmative action in support of this policy to to application procedures, hiring, advancement, condition of employment, must complete the employ and advance individuals over 40 years discharge, compensation, training, or Employment Eligibility Verification Form I-9 and of age, minorities, women, the disabled and other terms, conditions, and privileges of present documentation establishing identity Vietnam era veterans. employment. These laws protect employees and employment eligibility. The form must be who have physical or mental impairments completed within three (3) business days of the Intertek does not condone or tolerate that qualify, under either federal or applicable date employment begins. Failure to do so will discrimination against or the harassment of state, territorial, or local law, as disabilities. affect continued employment with Intertek. any employee, including those placed through Intertek is committed to providing reasonable affirmative actions efforts. It is a violation of accommodations to qualified employees with When an employee’s work authorization company policy for any employee to engage disabilities. The goal of such accommodation expires, or when an employee is rehired, in activities that could be deemed as sexual is to assist the employee in performing the Intertek must re-verify employment eligibility harassment or any other form of harassment. essential functions of the job. and the employee must present valid updated Intertek intends that all matters related to or new employment authorization for recruitment, hiring, training, compensation, Any employee who believes that he or she continued employment. benefits, promotions, upgrades, transfers and requires a reasonable accommodation should separations, as well as Company-sponsored contact the Human Resource Department. social and recreational programs, be free of Intertek also participates in the E-Verify All inquiries will be kept in confidence to the unlawful discriminatory practices. program which requires the Company greatest extent possible and released only on to validate employee identification and a narrow, need-to-know basis. Intertek will employment eligibility with the Social Security While equal employment opportunity and engage individuals in an interactive process Administration (SSA) and the Department of affirmative action are everyone’s responsibility, to understand the employee’s request, their Homeland Security (DHS) databases, based the Human Resource Department will have limitations or restrictions, and whether the on the information new employees provide overall responsibility for the Company’s Equal accommodation would cause an undue when they complete the Form I-9. If, after Opportunity and Affirmative Action Programs. hardship to the Company. Intertek reserves completing the E-Verify validation process, the Employees with questions or concerns about the right to verify the medical condition and Government cannot confirm that an employee discrimination in the workplace are encouraged limitations or restrictions through medical is authorized to work and issues a Final Non- to bring these issues to the attention of documentation and/or a second opinion and Confirmation to Intertek, or if an employee fails management or the Human Resource determine alternative accommodations. to take action to resolve any verification issues Department. Employees can raise honest within the applicable deadlines, employment concerns and make reports without fear of will be terminated. retaliation.

Diversity In recognition of the broad diversity of cultures represented across our global client base, Intertek upholds workforce diversity as an essential part of the company’s ability to maintain long-term growth and success. EMPLOYEE HANDBOOK EMPLOYMENT

Nepotism • Immediate family members will not to disclose any such directorships or similar It is the policy of Intertek not to discriminate be placed in positions in which they management or policy-making roles to their in its employment and actions with respect work with or have access to sensitive Manager as soon as is practical. to its employees and applicants on the basis confidential information regarding other of marital or familial status. In keeping with immediate family members, or if there is Intertek will, at all times, honor and comply good employee management procedures and conflict of interest for the Company. with any applicable law that recognizes any to guarantee equal employment opportunities • If employees become related or fall employee’s right to engage in specific activities to all, employment decisions (including under the definition of immediate family off Intertek premises and outside of work areas. hire, promotion, merit, reassignment, hours, members after employment, reasonable scheduling, etc.) that impact immediate family time may be provided to resolve any members must be approved by the Senior Vice conflicting situation. If resolution is Pre-Employment Screening President for the Division and Division Human not possible, the Company may require Only under circumstances, to the extent, and Resources. the transfer of one or both the related in the manner permitted or mandated by employees as a condition of continued applicable state, territorial, and federal law, offers of employment will be contingent upon Immediate family for purposes of this policy employment. Transfer is conditioned upon successful completion of a pre-employment applies to individuals who are related by blood, availability. drug/alcohol screen and a background check marriage or adoption and is defined as: spouse, which may include verification of education, mother, father, step-parent, son, daughter, Notwithstanding this policy, the Senior Vice employment history, job qualifications, credit step-children, brother, sister, half-siblings, President for the Division and Division Human history, conviction record, and motor vehicle mother-in-law, father-in-law, son-in-law, Resources retain the right to refuse to appoint history. A conviction record is not an automatic daughter-in-law, brother-in-law, sister-in-law, a person to a position in the same department, bar to employment. grandparent, grandchild, aunt, uncle, niece, division or facility, wherein his/her relationship nephew, and legal guardian or other person to another employee has the potential for who stands in place of a parent. For purposes creating adverse impact on supervision, safety, In addition to pre-employment screens, and of this policy, “spouse” means those employees security or morale, or involves a potential again only under circumstance, to the extent having a legal marital, civil union, or other similar conflict of interest. and in the manner permitted or mandated by relationship, as well as employees involved in a applicable law, drug and/or alcohol screens may relationship which, in the Company’s judgment, be required due to the following reasons: at is characterized by the permanence, duration Intertek strives to avoid a conflict of interest, random, for just cause, due to client request, and stability normally associated with marriage. or appearance of a conflict of interest, as a condition to return to work, and post- For purposes of this policy, it is lawful to although all parties should recognize that accident. ask an applicant to state whether he or she easy accommodation of the situation may not has a relative as defined in this policy who is always be possible. presently employed by the Company, but such All screens will be administered in accordance with Federal and State laws, and employees (or information may not be used as a basis for an Outside Employment employment decision except as stated herein. post-offer “applicants”) adversely affected by Outside employment is permissible if it does any screen shall be afforded all rights provided not interfere, compete or conflict with Intertek by applicable law. Additional details regarding The following guidelines will be used: interests, and provided it does not hinder the drug and/or alcohol screens and background employee’s ability to meet the responsibilities checks can be found under the Drug Free and demands of his or her Company-required Workplace Policy and the Employment Records • Immediate family members may only work. Employees are required to notify their section respectively within this Employee be hired by the Company after securing Manager of any outside employment as soon Handbook. approval from the Vice President for the as is practical. Division and Division Human Resources. • Immediate family members will not be With respect to any drug or alcohol screening, Intertek encourages outside involvement in hired into a department into which they Intertek will comply with all applicable state and community, industry and charitable activities, will directly or indirectly supervise or be federal law concerning the confidentiality of including directorships in non-profit community supervised by another family member, such screening, and its results. organizations, as long as they do not cause or into a position where they will be conflicts of interest or create demands that responsible for approving work, time, or interfere with the job. Employees are required compensation for the family member. EMPLOYEE HANDBOOK EMPLOYMENT

Anti-Harassment pervasive as defined by a reasonable person. any of our employees. In addition, Intertek will Intertek is committed to maintaining a Examples of sexual harassment include, but are not tolerate harassment of or by any person workplace that is free of harassment. not limited to the following: who is not an employee, such as a customer, Harassment of any form, including sexual independent contractor, vendor or visitor, to harassment, will not be tolerated. Harassment the extent that it affects any of our employees • An employee who is told by a supervisor can occur in the workplace or in other settings while they are at work. Harassment will not that refusing to submit to advances or where employees find themselves in the be tolerated at any of Intertek’s work locations engage in sexual activity will result in course and scope of employment with the or in any other work-related settings such as termination; Company. business trips or social events. Employees • An employee who is terminated or have the responsibility to conduct themselves demoted from employment as a result of in an appropriate manner and are encouraged HARASSMENT DEFINED refusing to submit to a supervisor’s sexual to promptly report all information regarding Harassment is any physical or verbal abuse of advances; harassment by following the process outlined a person because of his/her race, religion, age, • An employee who is promoted or given in the following sections. gender, marital status, national origin, disability a raise, as a result of submitting to a or any other classification, status, or activity supervisor’s sexual advances; or, protected by federal or applicable state law. REPORTING HARASSMENT Harassment in the workplace can further be • An employee who is teased, harassed and/ In circumstances or situations in which a victim clarified as conduct that creates significant or made fun of by one or more employees of perceived harassment feels comfortable anguish to another person, with the intent to because of gender or other characteristics, doing so, he or she should firmly, clearly and bother, scare or emotionally abuse him/her. so much so that it creates an intimidating directly tell the harasser to stop and that Federal and state harassment laws further and hostile work environment. the behavior in question is inappropriate and outline what does and does not constitute unwanted. This is often enough to stop the harassment in various situations. Harassment Examples of other actions that may rise to the harassment. However, while such a direct can be sexual or non-sexual in nature. Below level of harassment are: statement of the unwelcome nature of the are some additional definitions and examples. speech or conduct may resolve the problem, Intertek recognizes that the facts of any • Creating an intimidating work environment particular situation may make such a statement Sexual harassment is further defined as or demonstrating favoritism. unrealistic or undesirable. In any event, unwelcome sexual advances, requests for however – regardless of whether the person sexual favors, and other verbal or physical • Religious harassment stemming from who feels victimized has expressed such conduct of a sexual nature when: jokes, teasing or coercion about religious beliefs, practices or clothing. feelings to the perceived harasser -- anyone who believes that he/she has been harassed, • Gender harassment involving conduct, or anyone who is aware of or believes he or she • Submission to such conduct is made, behaviors and conversations that demean has witnessed an act of harassment, should either explicitly or implicitly, a term or someone because of gender. condition of an individual’s employment; promptly report such harassment to any one of • Age harassment involving negative the following: • Submission to, or rejection of, such treatment on the basis of age, including conduct by an individual is used as the exclusion, restrictions or coercing basis for employment decisions affecting someone to retire. • The employee’s direct supervisor or said individual; or, manager; • Racial harassment involving offensive • Such conduct has the purpose or effect stereotyping through words, jokes and • The manager of the location where the of creating an intimidating, hostile, or gestures. employee works; and/or, offensive work environment. • Harassment stemming from bias against • The Human Resource Department; and/ one’s national origin, such as when a or, Sexual harassment does not refer to behavior person’s gestures, comments, symbols, • The AlertLine – 1-800-93-Alert or Web or occasional compliments of a socially customs, or accent are under attack. Alert – acceptable nature. It refers to behavior that is https://www.compliance-helpline.com/ unwelcome, that is personally offensive, and Intertek.jsp that lowers morale and therefore interferes THOSE COVERED BY THIS POLICY with work effectiveness. To be considered This policy covers employees of the company. sexual harassment, a behavior must be Intertek will not tolerate harassment of or by unwelcome, based on sex, and severe or EMPLOYEE HANDBOOK EMPLOYMENT

The employee or Manager must immediately Retaliation is Prohibited notify the Human Resource Department of any It is unlawful to retaliate against an employee SPECIAL NOTE FOR EMPLOYEES complaints regarding harassment. for filing a complaint of, or cooperating in, an IN THE U.S. VIRGIN ISLANDS investigation of harassment. Intertek has a no- – REGARDING COMPLAINTS retaliation policy. Therefore, individuals who OF DISCRIMINATION AND/OR Upon a report of alleged harassment, Intertek file a complaint or cooperate in an investigation HARASSMENT: will conduct an investigation of the allegations, in good faith will not be subjected to corrective including interviews of appropriate individuals action or to any other adverse treatment (e.g., the person complaining, the alleged Employees who believe that their for their participation in the investigation. harasser, possible witnesses). All complaints complaints have not been ade- Retaliation or attempted retaliation is a and information regarding harassment will quately resolved within INTERTEK violation of this policy and anyone who be taken seriously and will be investigated may file claims with the Virgin engages in such actions will be subject promptly and thoroughly. Intertek requires Islands Department of Labor on St. to disciplinary action, up to and including that employees fully cooperate during Croix at 2203 Church Street, Chris- termination. investigations, including answering questions tiansted, St. Croix, 00820 -4612 ; and/or providing a witness statement upon Tel:(340) 773-1994 ; Fax No.: (340) 773-1858; the Virgin request. Upon completion of an investigation, Intertek will make every reasonable effort Islands Department of Labor on St. Intertek will take corrective action, if to conduct investigations into harassment Thomas at 54A-B Kronprindsens appropriate, consistent with the results of the complaints in a confidential manner. To the Gade, St. Thomas, Virgin Islands investigation. Corrective action may include extent that the nature of the complaint and the 00802 – Tel: (340)776-3700; Fax any of the following: investigation permits, only those involved in No.: (340) 774-5908; the Virgin the investigation process, including the alleged Islands Civil Rights Commission harasser or any witnesses, will be informed of • Verbal warning; at (340) 774-5666; or the United the alleged victim’s identity or the nature of the States Equal Employment Oppor- • Written warning; complaint. However, in certain circumstances, tunity Commission at 525 F.D. • Mandatory sensitivity and harassment the Company may need to disclose identifying Roosevelt Ave.; Plaza Las Americas, training; information concerning individuals involved in Suite 1202; San Juan, Puerto Rico complaint allegations to ensure that a thorough • Other disciplinary action; and/or, 00918-8001; (787) 771-1464; Fax investigation is conducted. • Termination (787) 771-1485.

The name, address and phone number of Intertek may impose any one or more of the Federal and State agencies responsible for corrective actions set forth above, or any handling complaints of harassment are posted extension of the selection process, and Intertek alternative response as the Company deems at each Intertek branch per state and federal uses this period to observe an employee’s appropriate, at any time if it is determined regulations, or are available from the Human work habits and capabilities. Throughout this that harassment has occurred. Corrective Resource Department. period, the employee may receive feedback on action will not necessarily be administered job performance and adherence to work rules progressively as the Company reserves the either verbally or in a written performance right to administer any disciplinary action, or Introductory Period review. combination of disciplinary actions, at any Beginning a new position is both exciting time, regardless of whether the offending and demanding. It is important that every party has previously been disciplined. Please employee make sure the new position meets Any significant absence during the initial 90 note that while this policy sets forth our expectations and that the Company is days will automatically extend the Introductory goals of promoting a workplace that is free confident that the new employee is going to be Period by the length of the absence. If the of harassment, the policy is not designed successful in their new role. Company determines that the designated or intended to limit Intertek’s authority to Introductory Period does not allow sufficient discipline or take remedial action for workplace time to thoroughly evaluate the employee’s conduct which is deemed unacceptable, In order to allow time to ensure mutual performance and provide the necessary regardless of whether that conduct satisfies expectations are realized, every new or rehired feedback, the Introductory Period may be the definition of harassment. employee is afforded an Introductory Period extended for a specified period of time. of 90 days following the date of hire. This Introductory Period constitutes an integral EMPLOYEE HANDBOOK EMPLOYMENT

Subject to the law applicable at the place of will be asked to comment on the review and • REGULAR FULL-TIME EMPLOYEES employment, the Introductory Period does acknowledge it by signing the form. The are employees not in a temporary status not alter the at-will relationship between employee will be given a copy of the review and that are regularly scheduled to work an an employee and Intertek. The 90 day a copy will be placed in their employment file. average of 40 or more hours per week. Introductory Period does not guarantee 90 Regular Full-Time Employees are eligible days of employment and employment may for Intertek’s employee benefits package, be terminated at-will at any time, subject to subject to the terms, conditions and applicable law. All employees, even those who Employment Categories limitations of each benefit plan. In order to help you fully understand your successfully complete the Introductory Period, • REGULAR PART-TIME EMPLOYEES benefits options and legal employment status, remain at-will employees and their employment are employees not in temporary status Intertek has defined the following employment may be terminated at any time for any reason that are regularly scheduled to work 30 categories. If you are unclear about your by either the employee or Intertek, subject to or more hours per week. Regular Part- specific category, please ask your manager or applicable law. Time Employees are eligible for Intertek’s the Human Resource Department. employee benefits package, subject to the terms, conditions and limitations of Performance Reviews Each employee is designated as Non-Exempt each benefit plan. In addition, they will Intertek’s goal is to develop employees and or Exempt based upon specific provisions be eligible for 75% pro-rated PTO or promote individual as well as team excellence. of federal and state wage and hour laws, Vacation/Sick, and Holiday pay. This is accomplished by setting objectives, as well as those applicable to employees in • CASUAL PART-TIME EMPLOYEES are reviewing progress, acknowledging results, and the Virgin Islands and Puerto Rico. While the employees not in a temporary status that providing informal and formal feedback on an provisions below describe Intertek’s generally are regularly scheduled to work less than ongoing basis. applicable policies and procedures, Intertek 30 hours per week. Casual Part-Time will, at all times, comply with the laws of each Employees are not eligible for Intertek’s individual workplace jurisdiction with respect to employee benefits package, with the Supervisors are expected to conduct formal employees in such workplaces. exception of the 401(k) Plan which allows performance reviews every year for their participation to all employees who work employees. The performance review should Exempt or Non-Exempt classification may 1000 hours or more within a calendar address job expectations, desired achievements year. and behavioral competencies, and criteria for be changed upon written notification by the measuring results. The review is an opportunity Human Resource Department. • TEMPORARY EMPLOYEES are to link individual employee performance with employees hired to perform temporary work assignments. Temporary employees organizational performance goals and to • NON-EXEMPT EMPLOYEES are entitled are not eligible for the employee benefits facilitate communication between employees to overtime pay under the overtime package. If a temporary employee is then and management. Throughout the year, provisions of federal and state wage and hired into a Regular Full-Time or Regular employees and supervisors discuss and review hour laws. progress. At the end of each performance Part-Time position, he or she will become • EXEMPT EMPLOYEES are excluded from eligible for Intertek’s employee benefits review period supervisors formally evaluate and overtime provisions of federal and state document performance results and determine package on the date the employment wage and hour laws, and are not eligible category changed and will endure the an overall performance rating. Further, to receive overtime pay. supervisors should undertake periodic job appropriate waiting periods according to performance reviews to evaluate and formally each benefit plan. discuss an employee’s past performance, In addition to the legal statuses above, each discuss career development and consider salary employee is assigned to one of the following Other staffing classifications or arrangements increases. categories: may be added by the Human Resource Department in an effort to remain flexible as A performance review is a joint process business needs dictate. The status of a full- in which supervisors and employees are time or part-time employee will not be affected encouraged to meet on a regular basis to set by a change in scheduled hours which are of a goals and discuss performance. Employees temporary or intermittent nature. are encouraged to participate in this process and communicate their needs. The employee EMPLOYEE HANDBOOK EMPLOYMENT

Time & Attendance assignments. An unscheduled absence of three (3) unscheduled absences in a rolling Employees are expected to be punctual three (3) or more days without notice (no call, three (3) month period. Employees who exhibit and maintain consistent attendance. The no show) may be treated as a resignation (i.e. chronic, patterned or excessive absences Company has established work hours and job abandonment) by the employee, unless within a three (3) month period will be subject time-off options which meet the needs of both otherwise subject to protection by state or to corrective action, up to and including employees and customers. federal law. termination.

HOURS OF WORK If an employee’s unscheduled absence from MEDICAL & PERSONAL APPOINTMENTS Intertek will comply with all applicable state work exceeds three (3) working days, written Medical and/or personal appointments should laws related to hours of work. Subject to such documentation signed by the employee’s be scheduled if practical outside normal laws, however, the number of hours worked doctor or health care provider must be provided working hours. Otherwise, they should be in a work week will generally differ depending to the Human Resource Department on the scheduled if possible either first thing in the on Employment Category. Work schedules day of return. This documentation must morning or late in the afternoon for minimal may vary based on applicable state law and confirm the necessity for such absence and interruption of the work day. local business requirements. With reference to must state that the employee is able to return these criteria, local management will determine to work. For chronic or ‘patterned absence’, Time off that is approved by the employee’s the schedule(s) for their location. an employee may also be required to submit such documentation. A patterned absence supervisor at least two (2) weeks prior to the is defined as an unscheduled absence that time off is considered a scheduled absence and BREAKS consistently occurs on Mondays and/or Fridays; will be recorded accordingly. Time off that is Scheduled work and meal breaks are before and/or after an employee’s day off; not pre-approved is considered an unscheduled determined by local management and will before and/or after a holiday; or, on the same absence. In certain defined situations, medical vary by location, subject to all applicable state, day(s) each week, or taken on a day when a appointments may meet the requirements for territorial, and federal laws. vacation request was denied. leave under the Family and Medical Leave Act (FMLA). Refer to the FMLA policy for additional information. Intertek will comply with PUNCTUALITY Employees may be considered excessively applicable law in each state or other jurisdiction. Intertek operates in a highly competitive service absent from work if they have greater than industry. Much of the Company’s success depends on the cooperation, teamwork, and availability of its employees. The tardiness of one employee can affect the entire team, becoming a burden in even the shortest durations. Therefore employees are expected to arrive to work on time. Employees who are late for work or who leave early may be subject to corrective action up to and including termination.

ABSENTEEISM Employees who take an unscheduled absence for any reason must notify their direct supervisor of the absence no later than one hour prior to the start of their shift. For unscheduled absences that continue beyond one (1) day, the employee must notify their supervisor each day of the absence no later than one (1) hour before the shift starts. Early notification allows the supervisor to make alternative arrangements to cover work EMPLOYEE HANDBOOK COMPENSATION

Compensation Philosophy Variable Compensation Rest Periods and Meal Breaks Intertek’s compensation philosophy provides The Company may, at its discretion, choose Intertek will fully comply with the law of any competitive compensation opportunities to sponsor a bonus plan or provide a bonus as state or other jurisdiction with respect to any and various rewards based on performance. part of an employee’s variable compensation mandatory rest periods or meal breaks. Employees may be rewarded for their work package. There are limitations on which through base pay and/or variable compensation positions may or may not be eligible to receive Payroll “Deductions” programs. Pay increases ensure that a bonus. Except as may otherwise be required Deductions from the gross amount earned by compensation remains competitive, while under applicable state or territorial law, any an employee will be made only as required or variable pay provides incentives that vary due employee on a bonus or incentive plan must permitted by federal or state law, including, to the nature of the position held with Intertek be actively employed with the Company at where permitted, for amounts to which in an effort to align rewards with performance. the time of the bonus payout to be eligible to the employee has consented in writing. In For details regarding compensation, contact the receive payment. keeping with Federal guidelines requiring Human Resource Department. that employers notify employees of any Pay Periods payroll deductions, the list below is provided Intertek’s compensation structure is based Employees are paid bi-weekly for a total of for reference. Earnings and deductions are on competitive market data. Market data is twenty-six (26) pay periods per year. Payment detailed on your paycheck statement. gathered from reputable published sources and is made for all hours one week in arrears. is based on wage information of competitors The standard work week is Sunday through • Federal Income Tax and companies that are competing for the Saturday. Paydays are scheduled every other same talent. Base pay may be adjusted based Friday in accordance with a bi-weekly schedule. • FICA (Federal Income Contributions Act): on the performance of Intertek and individual Social Security, Medicare performance, market conditions and change in • State Income Tax, where applicable Time Reporting duties and responsibilities of the employee’s • Local taxes, where applicable job. Employees must submit their hours worked in a timely manner per business unit guidelines. • Any other deductions or wage Time is reported for the standard work week garnishments mandated by applicable A documented performance review will be of Sunday through Saturday. Company state or federal law (e.g., Child Support used as the basis for formally recognizing designated holidays, PTO, vacation, sick leave; Orders, IRS) and rewarding performance and identifying leaves of absence, etc. must be recorded to the development areas. Depending on proper pay code. Failure to submit time by the Examples of other deductions that may be performance and/or market conditions, pre-established deadline may result in delays taken, if authorized by the employee in writing employees may be considered for an in payment for that time period, as allowed and permitted by the law applicable in the state adjustment to base pay. Performance reviews by law, and/or corrective action for failure to in which he/she is employed, are: are generally conducted annually and base follow instructions and company procedures. pay increases may be based on the following All hours worked must be reported and paid. considerations: Altering, falsifying, or tampering with time • Health, Dental, and Vision Insurance records will result in corrective action, up to and • Long-Term Disability Insurance • Individual employee performance and including termination of employment. • Supplemental Life Insurance performance rating • Flexible Spending Account Plans • Employee’s current pay level Intertek takes all reasonable steps to ensure • Retirement Savings Plan 401(k) that employees receive the correct amount of • Pay increase guidelines • Repayment of debt owed to the employer pay in each paycheck and that employees are • Competitive factors paid promptly on the scheduled payday. In the event that there is an error in the amount of pay or problems with payroll or direct deposit, the employee should promptly bring the discrepancy to the attention of the Payroll Department so that corrections can be made as quickly as possible. Employees are responsible for reviewing their paycheck statements and/or their direct deposits to ensure that their pay is correct and to report issues as they arise. EMPLOYEE HANDBOOK COMPENSATION

Exempt employees are paid on a salaried basis Reports of improper deductions will be To comply with the IRS guidelines on travel, and are expected to work as many hours as promptly investigated. If it is determined that entertainment and other expenses, the needed to perform the work required. Because an improper deduction has occurred, you will following procedures must be followed: of this expectation, an exempt employee’s be promptly reimbursed for any improper salary is not subject to reduction because of deduction made. • Original receipts must accompany variations in the quality or quantity of the work expense reports to support all expenses, performed. Intertek prohibits deductions from with the exception of mileage and tolls; the weekly pay of exempt employees, except Overtime Compensation under the following circumstances, on the Intertek compensates most non-exempt • If a corporate American Express card is condition that each such circumstance must employees at 1.5 times their base rate of pay used, the American Express statement provide a permissible ground for deduction for hours worked over 40 in one work week, must be submitted with all expense according to the limitations and restrictions on unless otherwise mandated by applicable state reports. law. Intertek will comply with the applicable any such deductions under applicable state or • Expense reports must be signed and law in the workplace jurisdiction governing federal law: dated by the submitting employee. its various employees. Subject to such laws, overtime compensation is generally paid • Expense reports must be submitted via an Deductions from pay, based on work when hours actually worked in a week by a approved format. performed on fewer than the otherwise- non-exempt employee exceed 40. Company • Hotel bills must be detailed and separated scheduled number of days in a full work week, paid holidays are counted towards hours into the appropriate expense categories. may be made in the initial or final weeks of worked in a given work week for purposes of Hotel charges may not be submitted as employment. calculating overtime, with the exception of “one expense” i.e. (hotel, transportation, the Commodities Division employees. Unless meals, tolls, tips, etc). Credit card receipt otherwise mandated by applicable state law, only, will not be reimbursed. Original hotel Deductions from pay may be made when an all other paid time off is not counted as hours bill must be included. exempt employee is absent from work for one worked for purposes of calculating overtime. or more full days for personal reasons, other • Expense reports must be submitted in than sickness or disability. a timely manner in accordance with the All overtime must be approved or authorized business guidelines. in advance. While supervisors may not deduct • Receipts for lodging, transportation Deductions from pay may be made for overtime pay from an employee’s timesheet or and any other individual items should absences of one or more full days caused by paycheck for time actually worked, employees be attached to the expense report. sickness or disability (including work-related who work overtime without prior authorization Any expenses submitted that appear accidents) pursuant to Company FMLA, sick, may be subject to disciplinary action, up to and extravagant will be reimbursed only disability, and/or workers’ compensation including termination of employment. for what is considered to a reasonable policies. amount for that item. • Expense reports must be submitted to Subject to and consistent with applicable Shift Differential Hourly/non-exempt employees may be eligible the employee’s supervisor for approval. state law, deductions from pay of exempt In no circumstance may someone who employees may be made for unpaid disciplinary for a shift differential in addition to their base pay rate. To determine eligibility, consult with participated in the expenditure make suspensions of one or more full days imposed approval. For example, if an employee and for violations of company workplace conduct your direct supervisor or with the Human Resources Department. their supervisor discuss company business rules or for penalties imposed in good faith for over a meal, the supervisor must pay for infractions of safety rules of major significance. the meal and request reimbursement by Business Expense Reimbursement submitting an expense report to his/her What to Do If You Believe An Improper Intertek will reimburse eligible employees for manager for approval. Deduction Has Been Made reasonable travel expenses, including the • Expense reports must explain the cost of transportation, meals, and lodging If you are an exempt employee and believe reason or purpose for incurring reported provided such expenses are authorized and that an improper deduction has been made expenses. in compliance with the reimbursement policy. to your salary, you should immediately report • Cash advances and/or per diem must be All business travel must be booked through this information to your direct supervisor, annotated on the expense report relating Intertek’s approved travel service. or to the Human Resources Department. to the trip taken. EMPLOYEE HANDBOOK COMPENSATION

Although clearly defined rules cannot be The Business Expense Reimbursement Policy • Damage or accidents must be verbally established for every circumstance, it is the is available on Intertek’s intranet or from the reported immediately to the Company’s responsibility of each employee to exercise Finance Department. Failure to comply with Risk and Health & Safety Department, good judgment in all situations and to keep this policy, including the failure to submit and a written report must be submitted the company’s best interest in mind. By signing expenses in a timely manner, or fraudulent within 24 hours. Failure to report damage a submitted expense report, the employee submittal of expenses, may result in non- or accidents within 24 hours must be certifies that the report is accurate and that reimbursement of expenses and/or corrective explained. reimbursement is for justifiable business action up to and including termination of • Driving under the influence of drugs and/ expenses in accordance with company policies. employment. or alcohol or while utilizing medication that may impair driving ability is strictly It is the responsibility of the approving manager Company Vehicles prohibited. to control expenses in a manner that is suitable Only approved Intertek employees may drive • Employees must follow state and local for both employee and the company, and to be a company vehicle. A Company vehicle is to laws regarding automobiles which include, in compliance with Federal and State laws. In be used for daily work purposes. Employees but are not limited to, parking, speed limits, addition, approving managers are responsible in possession of a company leased vehicle are use of seat belts, and use of cell phones. for insuring compliance to this policy and responsible for maintaining it in a mechanically should not approve any expenses that do not sound and neat and clean condition. Any Intertek reserves the right to remove company comply. defective parts or conditions should be vehicle driving privileges and/or issue corrective reported immediately for the Division Health action at its discretion or if any of the above & Safety Director. If an accident should occur Employees may receive either the Auto conditions are not met. In addition, the while on personal time or personal business, Allowance or Mileage Reimbursement provided Company may remove this privilege and/or the employee is responsible for paying the the following conditions are met: issue corrective action if an employee has an $1,000 insurance deductible. accident and/or receives a citation for a traffic violation that was the cause or partial cause of The employee’s personal vehicle must be in The following conditions must be adhered an accident. good running order and be covered by statutory to in order to retain the privilege of driving a insurance. If the vehicle malfunctions, company vehicle. employee must provide alternative transportation at their own cost. • Employees must possess a valid driver’s license for the state in which they reside. The employee must possess a valid driver’s license for the state where they reside. The • Current Certificates of Insurance must be employee must notify the Company if their present in the vehicle at all times. driver’s license is suspended or revoked, or if • Seat belts must be worn at all times. they lose insurance coverage. • Employees must not e-mail, “text,” or use any other function of a cell phone or PDA Auto Allowance requiring hand usage, while the car is in A monthly auto allowance may be provided operation. to employees who are required to use their • Employees will not place or install personal personal vehicle for business use. The auto items or equipment that will deface the allowance is subject to applicable taxes and vehicle at the time of installation or upon withholdings. removal. • If an accident occurs, the process and Mileage conditions identified on the Certificate of Employees should consult their personal Insurance must be followed. accountant or tax advisor regarding opportunities to claim mileage driven for business on their federal and/or state tax return. Refer to the Business Expense Reimbursement Policy for the current mileage reimbursement rate. EMPLOYEE HANDBOOK EMPLOYEE BENEFITS

Intertek is pleased to provide a comprehensive Coverage will cease if the COBRA participant In general employees will receive Holiday and competitive benefits package. While the fails to make premium payments as scheduled, pay based on the number of hours they are intent is to continue all current benefits and becomes covered by another group plan that regularly scheduled to work. See guidelines policies, the Company reserves the right to add, does not exclude pre-existing conditions or below for Regular Full-Time and eligible change, or terminate at any time, any benefit, becomes eligible for Medicare. Regular Part-Time Non-Exempt employees: plan, or policy presently in effect. Holiday Time • If a non-exempt employee is regularly The following plans are included in Intertek’s Regular Full-Time and Regular Part-Time scheduled to work eight (8) hours on the benefits package: employees who are in an active status are day a holiday is observed, they will receive eligible for paid holidays. Regular Part-Time eight (8) hours of holiday pay. employees are eligible at a proration of 75%. • Medical & Prescription Drugs Benefits • If a non-exempt employee is regularly scheduled to work ten (10) hours on the • Dental Benefits (NOTE: Some employees are not eligible for day a holiday is observed, they will receive • Vision Benefits Holiday Pay. Please reference the applicable ten (10) hours of holiday pay. • Short and Long Term Disability Benefits division supplement for details). • If a non-exempt employee is regularly • Basic (company-paid) and Supplemental scheduled to work twelve (12) hours on (employee-paid) Life and AD&D insurance We observe ten (10) paid holidays per year: the day a holiday is observed, they will • 401k Retirement Savings Plan with receive twelve (12) hours of holiday pay. company matching • New Year’s Day • If a non-exempt employee is scheduled to work or is called in to work on a company • Memorial Day designated holiday, they will receive Further plan details are contained within the • Independence Day holiday pay equal to the number of hours Summary Plan Descriptions which are available • Labor Day they are regularly scheduled to work plus at the time of hire, or by request at any time by actual hours worked on the observed contacting the Intertek Employee Network. • Thanksgiving Day (2 days) holiday. • Christmas Eve • If a company designated holiday falls on a Insurance Continuation of Coverage • Christmas Day day that the employee was not scheduled (COBRA) • Two (2) Company Designated Holidays* to work (i.e. those on shifts 3 days on, 4 In compliance with the Consolidated Omnibus days off) they will receive holiday pay for Budget Reconciliation Act of 1985 (COBRA), Company-designated holidays are determined that day in the amount of 8 hours. an employee and his or her dependents have each year by Division Executives based on the right to elect to continue coverage under holidays observed locally or regionally, or to be Intertek’s group health, Rx, dental, and/or vision consistent with customer schedules. insurance plans at their own expense for up to 18 months following a qualifying event. A qualifying event includes, but is not limited to, a *NOTE: You may be granted “Floating Holidays” reduction of employment hours or termination instead of Company Designated Holidays of employment for any reason other than gross dependent upon the specific Holiday Schedule for misconduct. In some instances, continuation of the Division by which you are employed. Floating Holidays may not be carried over from year to coverage may be longer than 18 months. year, nor will they be paid out at the time of termination or at the end of the calendar year if Specific details of qualifying events and COBRA not used, unless otherwise specified by law. benefits are provided at the time of hire and in the Summary Plan Description which may be obtained from the Intertek Employee Network. Employees should review this information carefully in order to be familiar with the rights provided under the law. Upon separation from employment an employee will be notified by mail of his or her COBRA rights and options and given the appropriate forms to elect/refuse coverage. EMPLOYEE HANDBOOK EMPLOYEE BENEFITS

Paid Leave Time away from work that is approved by an Employees are not assessed PTO or Vacation Paid leave refers to compensable time off employee’s supervisor/manager at least 24 time for Company-paid holidays which fall which may include PTO, Vacation, and Sick hours in advance of the absence is considered during scheduled paid time off. Leave. Paid leave benefits are provided to give either “Vacation” or “Scheduled PTO”, depending employees a chance to rest, relax, and obtain a upon the Paid Leave Policy that applies to your If at the end of the calendar year an employee break from daily demands. Intertek encourages division. has used more PTO or Vacation time than employees to use their allotted time off each they were allotted, and if permitted under year. Regular Full-time Employees and Regular Time away from work that is not approved by applicable state law, this overused time will be Part-Time Employees are eligible to receive paid an employee’s supervisor/manager at least 24 deducted from the next calendar year’s PTO or leave as detailed below. hours in advance of the absence is considered Vacation allotment. In addition, over usage may either “Sick” or “Unscheduled PTO”, depending result in corrective action up to and including Paid Time-Off (PTO) and Vacation & upon the Paid Leave Policy that applies to termination of employment. Sick Leave your division. Excessive, chronic, or patterned unapproved absences may result in corrective Eligible employees in the Commercial & Employees will be paid for accrued but action based on the guidelines of the Intertek Electrical (“CE”) and Consumer Goods (“CG”) unused PTO or Vacation time at the time of Absenteeism Policy and Corrective Action divisions and in the cross-divisional Shared employment separation, unless otherwise Procedures. Service Center (“SSC”) support groups will have prohibited by law. The calculation of payment Paid Time-Off (“PTO”). The Business Assurance will be based on full calendar months of group within the IA Division will also have PTO. When an employee submits a request for time employment completed. For example, if an off for a period of five (5) days or more, every employee departs on June 15 then they will Eligible employees in the Commodities (“CM”), effort will be made to include the weekend be paid for any time accrued but not used Chemicals & Pharmaceuticals (“CP”), and prior and after; however this scheduling during January through May. If an employee Industry & Assurance (“IA”) divisions will have decision is left to management discretion in separates employment and has used more PTO Vacation & Sick Leave. order to meet business needs and eliminate or Vacation time than accrued at the time of any scheduling conflicts. If time off of less their termination, the overused balance will than five (5) days is requested, any consecutive be deducted from their final paycheck unless To determine the amount of earned time off weekend days are not automatically included. otherwise prohibited by law. Unused Sick that you are eligible for and the specific plan In instances of Unscheduled PTO or Vacation Leave is not paid out upon separation unless details, refer to the Paid Time-Off (PTO) Policy & Sick Leave, the employee must notify his/ otherwise specified under state or territorial or Vacation & Sick Leave Policy Supplement for her immediate supervisor of the absence as law. your Division. far in advance of the shift as possible (at least one hour prior to the start of the shift) and Unused PTO or Vacation & Sick Leave at Regular Full-time Employees are eligible for at the beginning of each subsequent day of Year-End PTO or Vacation & Sick Leave as defined above. unscheduled absence. Please reference the Unless prohibited by state law, PTO or Vacation Regular Part-Time Employees are eligible for Absenteeism Policy for additional details. & Sick Leave cannot be carried over from one PTO or Vacation & Sick Leave at a proration year to the next, unless special circumstances of 75%. Employees may utilize paid leave in For non-exempt employees, PTO or Vacation exist and prior written approval is obtained the same calendar year that it is accrued. Paid & Sick Leave may be taken in minimum from the Vice President and the Human leave allotment begins in January of each year. increments of 15 minutes and maximum Resource Department. increments that align with the employee’s regular schedule or shift. For example, if an Requesting and Recording PTO or Employees with accrued but unused PTO or employee is scheduled to work a twelve (12) Vacation & Sick Leave Sick Leave at the end of a calendar year may hour shift, a maximum daily increment of Requests for paid leave must be submitted bank 100% of this time for use to supplement twelve (12) hours of PTO or Vacation & Sick to management in accordance with the local their pay as described below under “Banked Leave may be used. request and approval process. Requests are PTO and/or Sick Leave”. approved at management’s discretion. Intertek will strive to be equitable in considering each For exempt employees, PTO or Vacation & Sick For additional details please see the paid leave employee’s request. It is the responsibility of Leave may only be taken in full day increments. the employee to know their PTO or Vacation & policy supplement for your Division. Sick Leave balance throughout the year. EMPLOYEE HANDBOOK EMPLOYEE BENEFITS

Banked PTO and/or Sick Leave with the company may not donate PTO/Sick VACATION & SICK LEAVE POLICY As a benefit to Regular Full-Time and Regular Leave. Donations must be approved by the EXAMPLE: An employee and her spouse have Part-Time employees, unused PTO/Sick Leave Vice President for the Region and the Human just had a baby. The employee is eligible for can be banked up to a maximum of 240 hours, Resource Department. FMLA-protected leave and for STD benefits. unless applicable state or territorial law requires She may use her New Parent Leave, Sick Leave, otherwise. Once you reach the maximum Vacation, then Banked Sick Leave to make up Re-Employment you’re allowed to bank, PTO/Sick Leave hours any shortfall between her disability benefits If you leave Intertek and are re-hired, and the will stop accruing. PTO/Sick Leave hours will and her full normal salary. gap/break in your employment was more resume accruing when the amount in your bank than one (1) year, you will not maintain your falls below the maximum allowed. You will not seniority from your previous service. If the gap/ PTO POLICY EXAMPLE: An employee and receive PTO/Sick Leave hours retroactive to break in service is one (1) year or less, your prior his spouse are adopting a child. He is eligible when they stopped accruing. Banked PTO/Sick years of service will be used in calculating your for FMLA-protected leave but does not qualify Leave may be used only to supplement Short- PTO or Vacation & Sick Leave allotment. for Short Term Disability benefits. He may Term Disability (“STD”) or leave protected by the use New Parent Leave, PTO, and then Banked Family and Medical Leave Act (“FMLA Leave”) or PTO to maintain his current salary while out on similar state statute. Unpaid Time FMLA-protected leave. Once those balances Employees cannot choose to take unpaid reach zero, any remaining FMLA-protected Banked PTO/Sick Leave can only be used time off if they still have paid leave available. leave will be unpaid. to supplement pay during disability leave After paid leave is exhausted, employees may and FMLA Leave after 75% of the current request unpaid time off with management Other Leave year’s annualized PTO/Sick Leave has been approval, and as consistent with applicable Intertek affords employees leave under other exhausted. Please refer to the Company’s state, territorial, or federal law. circumstances, as mandated and protected by Disability and Family Medical Leave policies for applicable state law. additional details. Banked PTO/Sick Leave is New Parent Leave not paid out upon termination unless otherwise The new parent leave explained below is mandated under state law. afforded to qualified employees at all Intertek Break Times for Nursing Mothers locations, subject to and compliant with other In accordance with the Patient Protection and Employees hired prior to January 2010 who or different leave rights that may be provided Affordable Care Act (“PPACA”), an amendment have banked PTO/Sick Leave in excess of 240 by state or local law. to Section 7 of the Fair Labor Standards Act, hours will maintain their current balance but Intertek provides reasonable break times for an employee to express breast milk for her nursing cannot add to it. If their banked leave balance Regular Full-Time employees who experience subsequently falls below 240 hours, their child for one year after the child’s birth – or the birth or adoption of a new child may receive for any longer period mandated by applicable maximum bank eligibility will revert to the up to 24 hours of paid New Parent Leave in current policy. state law – each time such employee has need addition to any paid or unpaid leave benefits to express milk. Intertek will provide a private for which they may be eligible. location with a locking door, other than a Donating Banked PTO/Sick Leave bathroom, for the employee to express breast Intertek offers an opportunity for employees To be eligible for New Parent Leave, the milk. This location should be dedicated to the to help their co-workers in times of need. employee must complete a minimum of one nursing mother’s use if at all possible. If not Employees may donate up to a maximum of (1) year of service and submit their request possible to have a dedicated space, it must be 40 hours of their banked leave to employees for FMLA-protected leave along with required available whenever needed for this purpose. who are facing their own catastrophic medical supporting documentation. The federal requirements shall not preempt condition or a catastrophic medical condition of a state or territorial law that provides greater an immediate family member (spouse, child, or protections to employees. parent). New Parent Leave is used first as a supplement to STD and/or FMLA-protected leave. After New Parent Leave is exhausted, Sick Leave, In order to donate Banked PTO/Sick Leave, the banked PTO/Sick Leave, and PTO/Vacation may donating employee must be employed at the be used to maintain the employee’s current time the donated time is used. An employee salary while out on leave. receiving donated leave must be on an approved leave of absence and have used all of their own paid leave before receiving donated leave. Individuals who are no longer employed EMPLOYEE HANDBOOK EMPLOYEE BENEFITS

Employee Referral Program The following restrictions apply to the Service Awards Intertek believes that current employees who Employee Referral Program: The Service Award Program was created to are successful in their jobs can be a great recognize employees who are celebrating source to refer new employees of the same milestone anniversaries with Intertek. • Supervisors and Managers are not eligible caliber. In accordance with this belief, current Employees will receive a Service Award at for a referral bonus for staff hired in their employees are encouraged to refer individuals their five year anniversary with Intertek and at own department/branch. to fill positions throughout the company. Refer five year intervals thereafter. Service Awards to the online Intertek Career website or contact • Human Resource staff and employees at consist of a recognition plague, a letter from the Human Resource Department for open the Director level and above are ineligible. the Division Executive Vice President, and a gift positions listings. • Referral of a customer, former employee, which may be selected by the employee. The temporary employee, contract or contract gifts vary depending on the employee’s years service employee does not qualify. of service. As years of service increase, so does Employees who successfully refer applicants the value of the gift. to the Company will receive a bonus (subject to tax withholding) when: Once the eligibility criteria have been validated, Human Resources will complete a Personnel Recognition Awards Change Form (PCF) and submit to payroll for Intertek encourages supervisors to reward • The referral indicated the employee as processing. exceptional performance with incentive awards their referral source on their Intertek that recognize individual achievements. These Employment Application; and awards may be granted for a variety of reasons Employee Recognition Program • The referral is hired as a Regular Full-Time including but not limited to; encouraging “best At Intertek, we recognize that the key employee; and practices” at work, process improvements ingredient of our success is our employees. • The referral who is hired completes ninety and demonstrating behaviors that reinforce That’s why we have created different and (90) days of successful active service; and, Intertek’s core values. Additionally, supervisors unique award programs to celebrate your may provide informal recognition and nominal • The employee making the referral is on contributions to the Company. The goal of awards such as group or team recognition the active payroll as a regular employee these award programs is to show appreciation awards at events or staff meetings. at the time of referral and at the time all for your achievements and motivate you to other payment conditions are satisfied. continue excellence in performance for our customers and dedication to Intertek. EMPLOYEE HANDBOOK LEAVES OF ABSCENCE

FAMILY & MEDICAL LEAVE period immediately before the date when This policy covers illnesses of a serious the leave is requested to commence. and long-term nature resulting in recurring Intertek complies with the Federal Family and The principles established under the Fair or lengthy absences. Generally, a chronic Medical Leave Act of 1993 implementing Labor Standards Act (FLSA) determine the or long-term health condition that would Regulations as revised effective January 16, number of hours worked by an employee. result in a period of three (3) consecutive 2009, and all applicable state or territorial The FLSA does not include time spent days of incapacity with the first visit to statutes mandating protected leave in on paid or unpaid leave as hours worked. the health care provider within seven individual states, Puerto Rico, or the Virgin Consequently these hours of leave should (7) days of the onset of the incapacity Islands. The function of this policy is to provide not be counted in determining the 1,250 and a second visit within 30 days of the employees with a general description of their hours eligibility test for an employee incapacity would be considered a serious rights under the FMLA. In the event of any under FML. health condition. Chronic conditions conflict between this policy and the applicable requiring periodic health care visits for law of the state or territory in which Intertek • The FMLA regulations provide that an treatment must take place at least twice maintains any workplace, employees in such employee must work at a site where 50 or per year. state(s) or territory will be afforded all rights more employees are employed by Intertek required by law. If you have any questions, within 75 miles of the office or worksite. If an employee takes paid sick leave concerns or disputes with this policy, you must The distance is to be calculated by using for a condition that progresses into a contact the Human Resource Department in available transportation by the most direct serious health condition and requests writing. route. Intertek has elected to treat all employees as having met this eligibility unpaid leave as provided under this policy, requirement, regardless of the size or Intertek may designate all or some portion Intertek will grant up to 12 weeks (or up to 26 location of their office or worksite. of related leave taken as leave under this weeks of military caregiver leave to care for a policy to the extent that the earlier leave covered service member with a serious injury meets the necessary qualifications. or illness) during a 12-month period to eligible Type of Leave Covered by FMLA employees. The leave may be paid, unpaid In order to qualify for leave under this policy, an For questions about this FMLA policy, or a combination of paid and unpaid leave, employee must be taking the leave for one of please consult with the Human Resource depending on the circumstances of the leave the reasons listed below: Department. and as specified in this policy. • The birth of a child and in order to care for Eligibility that child. Employees must meet all of the following • The placement of a child for adoption or conditions: foster care, with the employee, and to • An employee must have worked for care for the newly placed child. Intertek for at least 12 months or 52 • To care for an employee’s spouse, child or weeks. These need not be consecutive. parent who has a serious health condition Separate periods of employment will be (described below). counted provided that the break in service • To care for a serious health condition does not exceed seven years. Separate (described below) for the employee periods of employment will be counted if himself or herself. the break in service exceeds seven years • An employee may take leave because of due to National Guard or Reserve military a serious health condition that makes him service obligations or when there is a or her unable to perform the functions written agreement stating the employer’s of his or her position. A serious health intention to rehire the employee after the condition is defined as a condition that service break. For eligibility purposes, an requires inpatient care in a hospital, employee will be considered to have been hospice or residential medical care facility, employed for an entire week even if the including any period of incapacity or any employee was on the payroll for only part subsequent treatment in connection with of a week or if the employee is on leave such inpatient care, or a condition that during the week. requires continuing care by a licensed • An employee must have worked at least health-care provider. 1,250 hours during the twelve-month EMPLOYEE HANDBOOK LEAVES OF ABSCENCE

Qualifying exigency leave for families in the line of duty on active duty. Next If the employee chooses not to return to of members of the National Guard and of kin is defined as the closest blood work for reasons other than a continued Reserves when the covered military relative of the injured or recovering service serious health condition of themselves or member is on covered active duty (as member. family members or a circumstance beyond defined by applicable law) or called to the employee’s control, Intertek will require such covered active duty in support of a the employee to reimburse the Company the contingency operation. Amount of Leave amount that was paid for health insurance An employee may take up to 12 weeks for premiums during the leave period. If an employee’s spouse, son, daughter eligible circumstances (1) through (5) above or parent either has been notified of an under this policy during any 12-month period. Under current Company policy, the employee impending call or order to active military Intertek will measure the 12-month period as pays a portion of the medical, dental and duty or is already on active duty, the a rolling 12-month period measured backward vision insurance premiums. While on paid employee may take up to 12 weeks of from the date the employee used any leave leave, other than long-term disability leave leave for reasons related to or affected under this policy. Each time an employee takes or while receiving Worker’s Compensation by the family member’s call-up or service. leave Intertek will compute the amount of leave benefits, Intertek will continue to make The qualifying exigency must be one of taken under this policy in the last 12 months payroll deductions to collect the employee’s the following and subtract it from the 12 weeks of available leave. The balance remaining is the amount the share of the premium. While on unpaid leave, employee is entitled to take at that time. the employee must continue to make these A. Short-notice deployment payments via personal check. Payments must B. Military events and activities be received by the Intertek Employee Network If eligible, an employee may take up to 26 C. Child care and school activities by the 10th day of each month. If the payment weeks for the eligible circumstance (6) above is more than 30 days late, the employee’s D. Financial and legal arrangements (military caregiver leave) during a single insurance coverage will be dropped for the E. Counseling 12-month period. For this military caregiver duration of the leave. Intertek will provide 15 leave, Intertek will measure the 12-month F. Rest and recuperation days’ notification prior to loss of coverage. period as a rolling 12-month period measured G. Post-deployment activities forward. FMLA-protected leave already H. Additional activities that arise taken for other eligible circumstances will be Your Status After Leave out of active duty provided that deducted from the total of 26 weeks available. If the employee takes a leave under this policy the employer and employee he or she may be asked to provide a Return agree, including agreement on To Work (RTW) clearance from the health care If a husband and wife both work for the timing and duration of the leave. provider. This requirement will be included company and each wishes to take leave for in Intertek’s response to requests for FMLA- the birth of a child, adoption or placement of a protected leave. Generally an employee who The leave may commence as soon as the child in foster care, or to care for a parent (but takes FMLA-protected leave will be able to individual receives the call-up notice. (Son not a parent “in-law”) with a serious health return to the same position or a position or daughter for this type of leave under condition, the husband and wife may only take with equivalent status, pay, benefits, or the FMLA is defined the same as for child a combined total of 12 weeks of leave. If a other employment terms. The position will for other types of leave under the FMLA husband and wife both work for the company be the same or one that entails substantially except that the person does not have to and each wishes to take leave to care for equivalent skills, effort, responsibility and be a minor). This type of leave would be a covered injured or ill service member, the authority. Intertek may choose to exempt counted toward the employee’s 12-week husband and wife may only take a combined certain key employees from this requirement maximum of FMLA-protected leave in a total of 26 weeks of leave. 12-month period. and not return them to the same or similar position. • Military caregiver leave (also known as Your Status and Benefits During Leave covered service member leave) to care for While an employee is on leave, Intertek will an ill or injured service member. continue health benefits during the leave period at the same level and under the same This leave may extend up to 26 weeks in conditions as if the employee had continued a single 12-month period for an employee to work. to care for a spouse, son, daughter, parent or next of kin covered service member with a serious illness or injury incurred EMPLOYEE HANDBOOK LEAVES OF ABSCENCE

Use of Paid and Unpaid Leave the certification. Intertek will select a second Certification of Qualifying Exigency for If an employee takes FMLA-protected leave doctor and pay for the employee’s examination. Military Family Leave the employee will be required to use paid leave Intertek may deny FMLA-protected leave to Intertek will require certification of the concurrently with unpaid FML. Paid leave for the employee if he or she refuses to release qualifying exigency for military family leave. FMLA-protected leave is used in the following relevant medical records to the health care The employee must respond to such a request order: provider designated to provide a second or third within 15 days of the request or provide a opinion. If it’s necessary to resolve a conflict reasonable explanation for the delay. Failure between the original certification and the to provide certification may result in a denial of 1. For those employees on the PTO Policy second opinion, Intertek will require the opinion continuation leave you will use at least 75% of your PTO time of a third doctor. Both the employee and and then use Banked PTO. Intertek will mutually select the third doctor, 2. For those employees on the Vacation & and the Company will pay for the opinion. Certification for Serious Injury or Illness Sick Leave Policy, you will use all available This third opinion will be considered final. The of Covered Service Member for Military Sick Leave then at least 75% of your employee will be provisionally entitled to leave Family Leave Vacation, time and then use Banked Sick and benefits under the FMLA pending the Intertek will require certification for the serious Leave. second and/or third opinion. injury or illness of the covered service member. The employee must respond to such a request within 15 days of the request or provide a Once paid leave is exhausted, the remainder of Certification for a Family Member’s reasonable explanation for the delay. Failure the leave period will consist of unpaid leave. Serious Health Condition to provide certification may result in a denial of Intertek will require certification for a family continuation leave. Holiday pay will not be paid for holidays that member’s serious health condition. The occur during a paid or unpaid leave. employee must respond to such a request within 15 days of the request or provide a Recertification reasonable explanation for the delay. Failure Intertek may request recertification for the Intermittent Leave or a Reduced Work to provide certification may result in a delay serious health condition of an employee or his Schedule or a denial of continuation of leave. Medical or her family member no more frequently than An employee may take FMLA-protected certification will be provided using the DOL every 30 days and only when circumstances leave in 12 consecutive weeks, use the leave Certification of Health Care Provider for Family have changed significantly, or if the Company intermittently (take a day or a portion of a day Member’s Serious Health Condition form, which receives information casting doubt on the periodically when needed over the year), or may be obtained from the Intertek Employee reason given for the absence, or if the under certain circumstances, use the leave to Network. employee seeks an extension of leave. reduce the workweek or workday, resulting in a Otherwise, Intertek may request recertification reduced work schedule. In all cases, the leave for the serious health condition of the may not exceed a total of 12 workweeks (or 26 Intertek has the right to ask for a second employee or his or her family member every workweeks to care for an injured or ill service opinion if there is reason to doubt the six (6) months in connection with a FMLA- member over a 12-month period). certification. The Company will select a second protected leave absence. Intertek may provide doctor and pay for the employee’s family the employee’s health care provider with his or member’s examination. Intertek may deny her attendance records and ask whether need Certification for The Employee’s FMLA-protected leave to the employee if his or for leave is consistent with the employee’s Serious Health Condition her family member refuses to release relevant serious health condition. Intertek requires medical certification to medical records to the health care provider support a Request for Leave because of a designated to provide a second or third opinion. serious health condition. The employee must If it’s necessary to resolve a conflict between respond to the Request for Leave within 15 the original certification and the second days of receiving it or provide a reasonable opinion, Intertek will require the opinion of a explanation for the delay. Failure to provide third doctor. Both the employee and Intertek certification within this time period may result will mutually select the third doctor, and the in a denial of continuation of leave. Please Company will pay for the opinion. This third contact the Intertek Employee Network for the opinion will be considered final. The employee appropriate certification forms. will be provisionally entitled to leave and benefits under the FMLA pending the second and/or third opinion. Intertek has the right to ask for a second opinion if the Company has reason to doubt EMPLOYEE HANDBOOK LEAVES OF ABSCENCE

Procedure for Requesting FMLA- return to work and if any restrictions exist • The employee must have completed the protected Leave and the duration of the restrictions. Failure to 90-day introductory period without any The employee must provide verbal or written submit this certification will result in the delay disciplinary action; notice of the need for FMLA-protected leave to or denial of reinstatement. • The employee must be considered in the Intertek Employee Network. good-standing with the Company at the Failure to Return from Leave time the leave is requested; When the need for leave is foreseeable, the If the employee fails to return to work after • The employee must fill out a Leave of employee must provide Intertek with at least the expiration of the leave, their employment Absence Request Form and submit it to 30 days notice. When an employee becomes may be subject to termination. In addition, the their supervisor at least ten (10) days aware of a need for leave which may be eligible employee will be required to reimburse Intertek prior to the start date of the leave when for protection under FMLA with less than 30 for health insurance premiums paid during the feasible. The request must include the days notice, he or she must provide notice of leave in accordance with the provisions of the reason for the leave request, the specific the need for leave either the same day or the FMLA. days off needed, and the date the next business day. When the need for leave employee will return to work; and, which may be eligible for protection under State Leave Laws • The leave cannot be used to work for the FMLA is not foreseeable, the employee another employer. This policy will not supersede any state or local must comply with Intertek’s usual and law which provides greater family, medical, or customary notice and procedural requirements other leave rights, and all rights provided under for requesting leave, absent unusual Leave requests will be evaluated under all the such laws will be recognized and afforded circumstances. circumstances, including the business needs, where applicable. Generally federal and state length of the request, and the utilization and/or leaves run simultaneously. exhaustion of other leave prior to the request. Designation of FML After the employee has submitted justification Additional Information for FMLA-protected leave, the Intertek Benefits During Leave Contact the Human Resource Department for Employee Network will provide the employee For the duration of the leave, Intertek will specific information regarding forms, deadlines, with a written response to the request. The maintain the employee’s health, life, disability and definitions of the terms in the FMLA policy FMLA-protected leave will commence from the and dental coverage under the Company’s summarized above. first date of absence for the covered situation, group health plan. Employees must pay their regardless of when the formal request for leave regular insurance contribution for the duration takes place. PERSONAL LEAVE OF of the leave. ABSENCE Intent to Return to Work from FMLA- Occasionally, an employee faces a compelling Reinstatement from Personal Leave personal situation and is ineligible for Federal or protected Leave Although it is the Company’s intention to State Leaves. To allow for personal time during reinstate the employee at the conclusion of a On a basis that does not discriminate against the qualified situations, Intertek may offer personal leave, return to employment cannot any employee on FMLA-protected leave, an unpaid leave of absence up to a maximum be guaranteed. At all times, however, Intertek Intertek may require the employee to report of 30 days. The decision to grant an unpaid will comply will all applicable state and territorial periodically on their status and intent to return personal leave will be based on company laws with respect to reinstatement issues. to work. If the employee is able to return to business conditions, the nature of the request, work prior to the scheduled date, he or she employee’s performance and length of service. must notify their supervisor at least five (5) The employee must use 100% of available PTO working days prior to the planned return. during any personal leave. An unpaid personal Employees are expected to return to work SPECIAL NOTE FOR NEW JERSEY leave may be granted provided the following when released by their health care provider, AND MAINE EMPLOYEES: conditions are met: or when the family member is released. If an Please see the addended appli- employee is out on medical FMLA-protected cable, respectively, to New Jersey leave for their own condition, they will be and Maine employees concerning required to provide a Return To Work (RTW) various leave requirements, pro- note from their health care provider. The signed tections, and conditions in those note must include the date the employee can states. EMPLOYEE HANDBOOK LEAVES OF ABSCENCE

Bereavement Leave law, such employees must present a voter’s Duty policy. PTO/Vacation must be utilized for In the event of the death of an immediate registration to their supervisor upon return to these instances, unless paid time off has been family member, it is important to be able to work after voting. exhausted in which case unpaid time may be focus on family. In this situation, Intertek requested, or, again, unless applicable state law offers full-time employees a maximum of 24 provides otherwise. Jury and Witness Duty regularly scheduled work hours of leave with Intertek recognizes every employee’s civic pay. For purposes of this policy, and except as obligation to serve on a jury or, where Military Leave any broader definition may be mandated by applicable under state or territorial law, to Intertek does not discriminate against a person applicable state or territorial law, an “immediate participate in any criminal justice or civil who: (1) is a member of or applies to be a family member” is defined as: spouse, child, proceeding as may be required by such law. member of the uniformed services; (2) performs parent, sibling, grandparent, grandchild, or in- Accordingly, absences caused by an employee’s or has performed in the uniform services; law of the same category. serving on a jury or participating as mandated (3) applies to perform active duty; (4) has an or subpoenaed in any such criminal or civil obligation to perform service in a uniformed Eligibility of this benefit may vary by Division. proceeding will be excused, and the Company service. In general, these individuals may not Typically, Regular Full-Time and Regular Part- generally will not support requests for deferral. be denied (1) employment; (2) reemployment; Time employees are eligible for this benefit. The receipt of a subpoena, jury notice, or (3) retention employment; (4) promotion; (5) Compensation for Regular Full-Time employees other notice to participate in a criminal justice any employee benefit. This policy applies to all will be at the regular rate of pay, exclusive of proceeding must be reported immediately to employees. shift differential and overtime pay. Regular an employee’s supervisor, who will forward the Part-Time employees are eligible at a proration request to the Human Resource Department. Military leave will be granted to employees of 75%. Bereavement Leave may be taken in An employee on leave due to Jury Duty for absences to perform any duty, whether hourly increments with a minimum of four (4) must provide a written record from the court voluntary or involuntary, for “service in the hours and a maximum of twelve (12) hours per identifying each date served. uniformed services”. “Service in the uniformed day. The increments taken are determined by services” means the performance of duty on the number of hours the employee is ordinarily An employee will be paid based on their a voluntary or involuntary basis in a uniformed scheduled to work. For example, if an employee regular work schedule for Jury Duty subject to service and includes active duty, active is scheduled to work a ten (10) hour shift, a applicable state law. Compensation for full- training duty, National Guard duty and time maximum daily increment of ten (10) hours of time employees will be at the regular rate of for an examination to determine the fitness bereavement leave may be used. pay, exclusive of shift differential and overtime to perform any such duty. The “uniformed pay, not to exceed twelve (12) hours. The services” include: If additional time is needed, paid time off or maximum amount of paid leave is determined unpaid time off may be requested and taken by the number of hours the employee is • Full-time and reserve components of the with supervisory approval. Requests will be ordinarily scheduled to work. For example, if an Army, Navy, Marine Corps, Air Force and handled on a case-by-case basis. employee is scheduled to work a ten (10) hour Coast Guard shift, a maximum daily increment of ten (10) hours of jury duty leave may be used. Intertek • The Army National Guard and Time Off to Vote provides a maximum of three (3) weeks of International Guard Regular Full-Time employees who lack paid leave due to Jury Duty. Time off for Jury • The commissioned corps of the Public sufficient time outside normal work hours Duty will not be considered “time worked” for Health Service to vote in local, state, territorial, and national purposes of calculating overtime. elections may take up to two (2) hours of work • Any other category of persons designated with pay for this purpose, unless the state in as a “uniformed service” by the President which they work provides for additional time Employees are expected to return to work in time of war or national emergency off. If so, such additional time shall be without for the remainder of the day that they are • Any other category of persons designated pay, unless that state or territory mandates not required to serve, unless applicable state as “uniformed services” or otherwise otherwise. Likewise, unless the state or or territorial law provides otherwise. Except protected by applicable state law territory in which they work requires a shorter where applicable state law otherwise requires period for advance notification, employees that the employer afford paid leave, employees requiring time off must notify their supervisor appearing as a plaintiff, defendant or for two (2) days before voting day and, where non-subpoenaed court appearance are not not prohibited by applicable state or territorial eligible to receive paid leave under the Jury EMPLOYEE HANDBOOK LEAVES OF ABSCENCE

Leave for non-federally funded activities of state National Guard members, such as parades or work • Service required beyond five years to during national disasters, are not covered by the Military Leave Policy. If an employee wishes to complete an initial period of obligated take time off for these activities PTO/Vacation time may be used and pre-authorization from the service. employee’s supervisor is required. • Active duty service (other than for training) performed because of a war or Notice national emergency or in support of a The employee or an appropriate officer of the branch of the uniformed service in which the critical or operational mission. employee will be serving must give advanced written or oral notice of their military service to the • Any kind of service other than active duty Human Resource Department and their supervisor as soon as practically possible. service if reemployment was initiated before December 12, 1994. If the employee would like to return to work upon completion of military service, notice of intent • Active duty for training performed by must be given. Except in any instance in which applicable state or territorial law may provide a a National Guard member up through greater period of time within which notice to return to work must be issued, the following notices December 11, 1994. Duty performed to return to work are required with respect to the indicated period of service. after this date will be counted.

Based on Uniformed Services Employment TIME REQUIRED FOR PERIOD OF SERVICE RETURN TO WORK NOTICE and Reemployment Rights Act (USERRA) provisions, Intertek may not reemploy an Less than 30 days First full regularly scheduled work period individual when: following completion of the service (with an 8-hour period for safe transportation). • The Company’s circumstances have so changed as to make such reemployment More than 30 days 14 days after the completion of service (or if impossible or unreasonable. impossible or unreasonable through no fault • The employee is no longer qualified for of your own, the next first full calendar day the prior position as a result of a disability when application becomes possible). and reemployment imposes an undue hardship on the Company. More than 180 days Not later than 90 days after the completion • The employment from which the of service. employee left to serve in the uniformed services is a temporary job and there is no You are hospitalized or convalescing, but for less At the end of the period that is necessary reasonable expectation that the job will than 181 days for you to recover continue indefinitely or for a significant period. • There was a reduction in force in which Reemployment/Reinstatement the position was affected. Eligible employees will be reinstated to their former position without reduction in seniority, status or pay. To be reinstated, the employee must receive a favorable discharge from the military service Eligible employees may not waive – or such alternative certificate of completion as may be permitted under applicable state law – and reemployment rights until after completing apply for reinstatement within the time frame of the above schedule. military service. If it is the employee’s intent not to continue employment with Intertek An employee does not retain reemployment rights with Intertek if their total military absences at that time, a written notice of intent not exceed five years. All types of military service will be counted in computation of the five-year to return to work must be submitted within period except the following: 15 days of release from military service. All benefits will be forfeited from the date the employee was released from military service. • Required training for reservists and National Guard members, including two-week annual training sessions and monthly weekend drills. • Service from which an employee, due to no fault of the employee, is unable to obtain a release before the expiration of the five-year period EMPLOYEE HANDBOOK LEAVES OF ABSCENCE

Compensation 401(k) – 401(k) contributions will continue as The Company will make up the difference long as the employee continues to receive a between any compensation received from paycheck. During the leave, years of service the U.S. Government and the wages normally will continue to accumulate for vesting received under an employee’s regular work purposes. The employee may make up missed schedule for up to three (3) weeks per contributions for up to three times the length continuous military service per year. Any leave of his or her absence, to a maximum of five beyond three (3) weeks is unpaid leave. years.

PTO/Vacation/Sick Leave – Except as may be Benefits otherwise required under applicable state or Medical and Dental Insurance – Medical, dental territorial law, PTO/Vacation/Sick Leave accrual and vision insurance benefits will continue stops during military leave and resumes upon while the employee is on military leave for reemployment with no loss of seniority. For 30 days or less. Premiums will continue to be example, if the employee was reinstated deducted from the employee’s paycheck as following two (2) years of service, he or she long as one is received. If a paycheck is not would earn paid leave according to the accrual received during that time or for any part of that schedules stated in the paid leave policies. time, payment arrangements must be made with the Intertek Employee Network. Holiday – Except where otherwise mandated by applicable state or territorial law, employees If military service exceeds 30 days, the on military leave are not eligible for Holiday pay. employee may continue medical, dental and Eligibility will resume upon reemployment to vision insurance benefits through COBRA at his Intertek. or her own expense for a period of 24 months. If the employee chooses not to continue insurance, his or her dependents may elect For questions or more information regarding to continue insurance through COBRA. The this policy, please contact the Human Resource 24-month period will begin on the 31st day Department. after the employee’s military leave began. The employee must notify the Intertek Employee Network of their decision regarding election of COBRA continuation coverage. SPECIAL NOTE FOR EMPLOYEES IN MAINE: Upon completion of military service, the Please see the addenda to this employee’s medical, dental and vision insurance handbook - applicable, respectively benefits will be reinstated through Intertek and to employees in Maine - which will be effective on the first day of the month contains information specifically 30 days from the date the employee returns for such employees. to work.

Life, AD&D, STD, and LTD Insurance - Life, AD&D, STD, and LTD insurance benefits will continue while the employee is on military leave for 30 days or less. Upon completion of military service, the employee’s life insurance benefits will be reinstated through Intertek and will be effective on the first day of the month 30 days from the date the employee returns to work. EMPLOYEE HANDBOOK EDUCATION, TRAINING & PROFESSIONAL DEVELOPMENT

Training Policy Intertek believes that it is important to provide opportunities for employees to pursue additional education, training and professional development. All education, training and professional development must be conducted in accordance with the direction of local management and must not conflict with regular business activity. Intertek offers the following opportunities for education, training and professional development.

Company Sponsored Training Intertek is committed to promoting participation in external and internal workshops and seminars. These opportunities may cover a wide range of topics including, but not limited • Employee must be a Regular Full-Time • The employee must earn a “C” or better to, technical, general management, human employee in good standing who has grade for undergraduate courses and a “B” resources, communication and interpersonal completed at least one (1) year of service or better grade for graduate courses to be training. with Intertek. Recent corrective action reimbursed for pre-approved courses. may affect employee eligibility. • An employee may be considered for • The Company determines at its sole reimbursement up to six (6) credit hours Company sponsored training is accessible to discretion whether a course is job related. per school period. all employees. In some cases, attendance “Job-related” is defined as being pertinent may be required, or may be prescribed by • If an employee is receiving financial aid to an employee’s current position or one management as part of the performance from any other source, the employee within their logical career path. Individual review or professional development. Training needs to notify Human Resources so that courses which are job-related may opportunities will be communicated as tuition reimbursement may be adjusted considered for reimbursement. applicable. accordingly. “Financial Aid” is defined as • Courses must be taken at a recognized financial assistance which may include accredited institution. grants, scholarships and student loans or Education Reimbursement Policy • Class attendance and completion of other sources of monies designated by Intertek provides 100% reimbursement for study assignments must be accomplished the institution. tuition fees and textbooks for pre-approved outside of employee’s regular work hours. • If an employee leaves the Company during college level courses related to an employee’s Unsatisfactory job performance during the course period, the employee will not job. Annual reimbursement maximums are enrollment may result in forfeiture of be reimbursed for costs. $8,000 per year for undergraduate level reimbursement. courses and $12,000 per year for graduate • Miscellaneous fees and charges other level coursework. For seminars or workshops, • Career counseling with the employee’s than the actual course tuition or see Company Sponsored Training above. Per manager and Human Resources is textbooks will not be reimbursed. IRS regulation, tuition assistance may be required prior to approval. This will include • Employees will be required to sign a a taxable benefit. Additional information a discussion of the reimbursement repayment agreement setting forth these regarding taxation may be requested from the process, school/degree choices, and career repayment obligations before receiving Payroll Department. progression at Intertek. reimbursement under this program. • Approval from the employee’s manager, • If an employee voluntarily leaves Intertek Vice President, and Human Resources The following conditions must be met for after being reimbursed for tuition, must be obtained prior to enrolling in the tuition reimbursement eligibility: the employee must repay the tuition course. Final notification of approval will reimbursement as defined below: be provided by Human Resources. • Local budget constraints may affect decisions regarding tuition reimbursement. EMPLOYEE HANDBOOK EDUCATION, TRAINING & PROFESSIONAL DEVELOPMENT

LENGTH OF TIME BETWEEN COURSE AMOUNT TO BE REPAID TO COMPANY COMPLETION AND LEAVING COMPANY

0-12 months 75% of Total Reimbursed Expenses

13-24 months 50% of Total Reimbursed Expenses

25-36 months 25% of Total Reimbursed Expenses

36+ months 0% of Total Reimbursed Expenses e-Learning Intertek offers online training to all employees through the Learning Management System (LMS). The LMS provides employees with “anytime, anywhere” access to a variety of online courses, including supervisory courses and courses in effective communication, stress management, time management and more! You can enhance your knowledge and skills at your own pace and when your busy schedule permits it. For additional details, contact the Human Resource Department.

Advancement & Transfer Intertek firmly believes in promoting employees from within whenever suitable to fill open positions. We encourage our employees to discuss their career aspirations with their managers often. An employee’s knowledge, skills and ability, individual merit and effort are the factors considered in making the decision to promote or transfer a current employee to a more responsible or different position. An employee must remain in a position or department for a minimum of twelve (12) months before becoming eligible for a transfer. In addition, the employee must also be considered in good standing with the company and not be on any type of performance improvement plan.

Job Posting The online Intertek Careers site has a listing of current open positions. Most positions are posted for 5 calendar days and employees are encouraged to periodically check these listings. If interested in a position, the employee must discuss the open position with their manager prior to inquiring about the opportunity. To apply for a current opening, employees must apply online and complete an Internal Application Form which can be found on the Company intranet. EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

Codes of Conduct • Violation of Intertek Compliance Code. Intertek prides itself on the quality of its work • Insubordination, which includes but is force and firmly believes that the strong ethics not limited to the refusal by an employee and professionalism of all employees relate to follow management’s instructions directly to their well-being and the Company’s concerning job or safety related matters, success. It is the policy of Intertek that certain refusal by an employee to participate rules and regulations regarding employee in internal investigation or audits, a behavior are necessary for the efficient negative attitude, or an employee being operation of the Company and for the benefit disrespectful to managers or other and protection of the rights and safety of employees. all. Conduct that interferes with operations, • Assault on a fellow employee, vendor brings discredit to the Company, or is offensive or customer. This includes wrestling, to customers or fellow employees will not be fighting, dangerous practical jokes or tolerated. throwing objects, or any act of violence. • Theft, misuse, or destruction of Company The Company reserves the right to discipline property or of other employee’s property. employees for any conduct which it deems • Gambling on Company property. unacceptable. This policy does not imply a contract, and is not all-inclusive. It is intended • The violation of Intertek policies. to provide guidance to managers, as well as to • Falsification of any Company record it to the company may be subject to corrective employees Employment is on an at-will basis or report, including but not limited to: action up to and including termination of at Intertek. application for employment; business or employment. travel reimbursement request or expense report; time sheet; shipping and receiving The offenses listed below are not all-inclusive records, electronic records, or any company Corrective Action Policy but are representative of unacceptable conduct records related to business affairs. It is the responsibility of all employees to for Intertek employees. Violations of these observe Company policies and procedures. • Absenteeism, including unexcused or and other offenses may lead to corrective Managers and supervisors are responsible for patterned absences, tardiness or leaving action, up to and including termination. The enforcing these, in conjunction with the Human work early without permission. Company’s treatment of any such violation Resource Department. will be undertaken consistent with applicable • Incarceration which prevents the federal or state law. performance of job duties. Depending on the severity of the employee’s • Posting, removing, defacing company behavior, any of the actions explained below property, bulletin boards, etc. To report any of the following behaviors, may be utilized, not necessarily in order. For contact your manager or the Human Resource • Gross negligence and/or carelessness in example, if the employee’s behavior caused Department. performing job duties harm to another employee, the corrective • Sleeping, loafing, or not performing work action may be termination of employment • The use of alcohol and/or the illegal use during work hours. Sleeping on work without first issuing a verbal or written of drugs on Company property or while premises is not permitted on meal breaks warning. This policy does not imply a contract, performing work for the Company; or or break times in any working area or any and is not all-inclusive. It is intended to the sale or distribution of illegal drugs on non-working area that may be visible to provide guidance to managers, as well as to all Company property. the public and/or customers. employees Employment is on an at-will basis at Intertek. • The use of profanity or abusive language, • Dishonesty, which creates a lack of trust including significantly raised voice, yelling and credibility. at others, etc. The offenses listed are not all-inclusive but • The possession of firearms or other All employees have an ethical responsibility, are representative of unacceptable conduct weapons on Company property (except and in some cases legal responsibility, to make for Intertek employees. Violations of these where such possession is protected Intertek aware of this type of conduct when it and other offenses may lead to disciplinary by state law, and then only if in full is observed. Employees who have knowledge action, up to and including termination. The compliance with such law). of such behavior or activity, and fail to report Company’s treatment of any such violation will be undertaken consistent with applicable federal or state law. EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

SOCIAL MEDIA USE AT profile and related content is consistent with Refrain from posting items that could reflect how you wish to present yourself to Intertek’s negatively on or embarrass Intertek, including INTERTEK stakeholders, customers, your business comments about drug or alcohol abuse, Overview contacts, and your colleagues and peers. In profanity, off-color or sexual humor, and other Intertek recognizes that social networking the interests of all parties, any breach of these inappropriate conduct. through the use of Internet-based and other principles will be considered under company electronic social media tools is a valued and disciplinary procedures. Do not use ethnic slurs, personal insults, integral part of everyday life for many. Use of obscenity, or things that would not be Facebook, LinkedIn, blogging, wikis and other acceptable in the Intertek workplace. online social media is commonplace and is Guidelines changing the way Intertek people work and Maintain Intertek confidentiality. Do not reveal any information that breaches engage with each other, our clients and our Show proper respect for people’s privacy and Intertek’s obligations of confidentiality to its partners. Social computing is an important for topics that may be considered objectionable stakeholders, confidential company information arena for organizational and individual or inflammatory, like politics and religion. development, so in the interest of protecting or which contradicts Intertek Group’s public both Intertek and its employees, we have positions or policies. For example: Post meaningful, respectful comments - in produced the following guidelines. These other words, no spam or remarks that may be guidelines provide helpful, practical advice Do not discuss customer details or share interpreted by others as offensive. on the acceptable use of social media to all anything that is proprietary or confidential to Intertek staff, whether accessing or using Intertek or any content that requires a non- Intertek or personally-owned systems or disclosure agreement or is part of a confidential Respect the law, including those laws equipment. management or internal discussion governing defamation, discrimination, harassment, copyright and fair use. Always appropriately credit sources of information Key Guiding Principles Do not express opinions about colleagues obtained from others. Where you choose to use social media, it should not affect your work. Present yourself and Intertek truthfully and Ensure that your online activities do not Stick to your area of expertise and do feel free objectively. Never represent yourself or Intertek interfere with, or detract from, your job to provide unique, individual perspectives on in a false or misleading way. All statements performance or productivity. The lines non-confidential activities at Intertek. must be true and not misleading; all claims between work and personal life can become must be substantiated. blurred. In general, what you do in your own When disagreeing with others’ opinions, keep time is a personal decision. However, activities it appropriate and polite. If you find yourself in in or outside of work that affect your job Be transparent and state that you work at a situation online that looks as if it’s becoming performance, the performance or reputation Intertek. Honesty is noted in the Social Media antagonistic, do not get overly defensive of others, or Intertek business interests are environment. If you are writing about Intertek, and do not disengage from the conversation within the scope of, and impact upon your use your real name, identify that you work abruptly. Disengage from the dialogue in a fair employment agreement with Intertek. for Intertek, and be clear about your role. If and polite manner that reflects well on Intertek. you have a vested interest in what you are Your social networking conduct should be discussing, be the first to say so. Make it clear consistent with the Intertek Code of Ethics and that you are expressing your own opinion should not put Intertek’s reputation, employees and not necessarily the opinion of Intertek, or our business at risk. especially when making recommendations or referrals of products or individuals.

Each member of Intertek is personally responsible for the content he or she publishes Respect copyright and specify quotes and on any form of social media. Be thoughtful image sources. about how you present yourself and what you say in online social networks. You may have identified yourself as a member of Intertek Avoid subjects that are inflammatory or have or Intertek as your employer, either directly negative public associations. or as part of a user profile. If so, ensure your EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

Our work for customers is also governed by in a manner that is truthful, not deceptive organization doing or seeking business confidentiality clauses in our contracts with or misleading or likely to mislead, and be with the Company, without full disclosure. them and in your terms of employment. Our consistent with applicable laws. Intertek is a Personal benefit means a gift, gratuity, clients, customers and partners are valuable member of the International Federation of favor, service, compensation in any form, assets that can be damaged through a Inspection Agencies (IFIA). The IFIA Compliance discount, special treatment, or anything of thoughtless comment. Even a positive Code aims to enhance the status of the monetary value exceeding $25. reference can be picked up by a competitor and profession by ensuring that each IFIA Member • If an employee, spouse, or a member of an turned to Intertek’s disadvantage. You must not abides by high standards of professional employee’s immediate family is engaged reference any clients, customers or partners conduct throughout its organization to assure in a business similar in nature to the without first obtaining their express permission its ethical behavior and the integrity of its Company’s, it must be disclosed in writing to do so. Remember that information relating to services. Intertek employees and those dealing to the Human Resource Department. your job with Intertek remains the intellectual with Intertek have access to the confidential property of the Company and employees’ Compliance Hotline, which is the appropriate confidentiality obligations continue indefinitely, channel to raise any alleged breach of the Failure to adhere to the above may result even after employment with the company has Intertek Code of Ethics. in corrective action up to and including ended. termination of employment. Preservation of Employee Rights Never comment on anything related to legal The Social Media Use policy will not and should Gifts, Gratuities, Entertainment and matters, litigation, or any party Intertek may be not be construed, and it will not be applied, in Ethics in litigation with, or on high profile or business- any way to interfere with employee exercise Decline any gift if acceptance would raise the sensitive topics that may be considered a crisis of Section 7 rights under the National Labor slightest suggestion of improper influence situation. Relations Act. or conflict of interest. As a rule, no gifts of significant value from clients or suppliers should be accepted. In addition, no cash or What you publish is widely accessible and Conflict of Interest cash equivalents should be accepted. Some traceable and will be around for a long time, Intertek recognizes the right of employees to situations may constitute exceptions. For so consider the content carefully. Additionally, be involved or engaged in activities outside of example: there are many security risks to social networks their employment and off hours, which are of a so you should consider the potential threat of private nature and unrelated to the Company’s hacking or leaks and be prudent in what you business. However, these activities must not • Unsolicited gifts of nominal value (not in write or post. Even anonymous comments adversely impact the Company or become a excess of $25) given during the Holidays; may be traced back to your or Intertek’s IP conflict of interest. • Unsolicited lunch or dinner meetings address and may be used in evaluations of your properly chargeable as a business performance. As a company, we periodically expense; or, monitor use and traffic on social networking • Employees must adhere to the following • Unsolicited promotional material (pens, linked to our Company and via our networks. to avoid a conflict of interest or the perception of a conflict of interest: coffee mugs, etc.) value not exceeding $25. • No outside work may be done during Do not use the Intertek logo or branded images, regular work hours. Company facilities, unless specifically authorized to do so by your equipment, labor, or supplies may be not Multiple gifts within the guidelines may be manager. used for personal activities. construed as a circumvention of the rules. • Employees engaged in outside work are If in doubt, contact the Human Resources Ask for approval before you reference Intertek obligated to advise their clients that the Department or the Compliance Department staff, members, partners or vendors. work that they perform for those clients to declare the item(s) and request proper is outside of their employment scope guidance. Ensure that your social networking conduct with Intertek, and therefore they are not is consistent with all of Intertek’s employee representing Intertek while performing Be aware of the Federal Acquisition policies, for example, workplace discrimination. such work. Regulations (FAR) and the Office of • Employees are not permitted to solicit, Government Ethics Standard (OGE), which set obtain, accept, or retain personal benefit forth rules applying to business courtesies with References to competitors, competitors’ from any other employee, supplier, federal employees. services or third parties should be made vendor, customer, or any individual or EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

Professional Appearance All equipment provided by Intertek is solely (spam) or chain letters, visiting Internet Dress should be appropriate to the job function owned by Intertek, unless otherwise advised in sites that contain obscene, hateful, or and work environment. A professional business writing by a senior manager. Intertek systems objectionable materials, and downloading appearance is expected of all employees must not be removed from Intertek premises or viewing any sexually explicit images whether dressed in business attire or business without the express permission of a senior from the Internet casual attire. Radical departures from manager or the IT Department. The software • Downloading images or programs from conventional dress or personal grooming, torn used by Intertek has been licensed to Intertek the Internet, unless such download is or unkempt clothing, and unkempt personal from the manufacturers. Use of improperly required to perform a valid business hygiene are not permitted regardless of the licensed software is strictly prohibited. Further, objective and the employee has received nature of the job. Appropriate attire when unauthorized loading of software, shareware, approval from their manager visiting customers or other business contacts freeware, games, or any illegal software onto • Downloading stream video and/or music shall be dictated by their standard of dress and/ any Intertek system is prohibited. Intertek from the Internet or the situation. In such cases, proper business regularly audits all computers and servers by attire shall be worn, unless not required by the the use of specialized software. • Connecting personal computing devices customer. For further clarification, contact your to Intertek networks Manager or the Human Resource Department. • Deploying personal Internet websites on To ensure that the use of electronic and Company systems telephonic communication systems and Electronic & Other Telephonic business equipment is consistent with • Downloading or playing games Communications Intertek’s business interests, authorized All Intertek electronic and telephonic Company representatives may monitor the use At the time of hire as a condition of communication systems and all of such systems from time to time. This may employment and continuing employment, communications and information transmitted include listening to stored voicemail messages employees will be required to sign the Intertek by, received from, or stored in Intertek systems and monitoring incoming, outgoing and stored IT Acceptable Use Policy. Employees who are the property of Intertek and as such are emails. Users should have no expectation violate this policy are subject to corrective to be used for the purpose of the employee’s of privacy in the use of any information action, up to and including termination. work duties. transmitted by, received from or stored in Intertek systems. Cellular Telephones Intertek systems are defined as including but Intertek may provide cellular telephones not limited to: desktop and laptop computers, Employees are not permitted to use a code, to employees as needed in the Company’s servers, terminals, software, printers, modems, access a file, or retrieve any communication judgment. The Company provides these hubs, network cards, tape drives, diskette stored on Intertek systems unless permission phones to employees as a tool to increase drives, photocopiers, scanners, Internet has been granted by an authorized Company service both internally and externally to our access, facsimiles, telephone systems, and representative. All pass codes are the property clients and vendors. company provided cellular phones. The use of Intertek. No employee may use a pass of any software and business equipment code/password or voice mail access code that for personal reasons is permissible provided has not been issued to him or her or that is All cellular phones issued by Intertek are the such use is minimal and does not interfere unknown to Intertek. Improper use of Intertek property of the Company and subject to with the employee’s work or with Company systems will not be tolerated. Examples of general rules regarding Company property business. Employees using Company electronic improper use include, but are not limited to: and reimbursement for expenses. Intertek and telephonic communications systems for reserves the right to monitor cellular telephone communications to the extent necessary personal purposes should have no expectations • Spreading materials that are offensive, of privacy in such use and are responsible for for investigation of situations of alleged obscene, defamatory, political, or religious misconduct and abuse. Employees who utilize the costs of such use (e.g. phone charges, fax in nature, or which is intended to annoy, charges). company-issued cellular phones consent to this harass, or intimidate another person monitoring by virtue of utilizing the phones. • Solicitations for personal gain The Company reserves the right to monitor, • Representing personal opinions as those limit or discontinue personal use of electronic of the Company and/or telephonic communication systems • Registration of Intertek email addresses at its discretion or if it determines that an for personal use employee has abused this policy. • Forwarding or storing unsolicited email EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

Employees must follow all state and local laws regarding cellular telephone use. When using the Company’s cellular telephones, employees are to maintain safety as a first priority. Utilization of Company cellular telephones should not endanger the employee, passengers of the employee or other third parties. Whenever possible, employees should use hands-free models or attachments. Cell phone use while driving is dangerous. Intertek prohibits employee use of Company or personal cellular phones or similar devices while driving for business purposes.

Intertek recognizes that a cellular phone is a convenient device in cases of personal emergencies. The Company allows personal telephone calls on its Company cellular phones in emergency situations and in non-emergency situations as long as such use is minimal and does not interfere with an employee’s work. The Company also reserves the right to charge employees for personal calls before the allotted plan minutes are exceeded to the extent that such calls exceed the minimal use standard.

Solicitation To ensure the efficient operation of our business and to prevent annoyance to employees, it is necessary to control solicitations. Employees may not distribute literature or printed materials of any kind, sell merchandise, solicit financial contributions, or solicit for any other cause during working hours.

Visitors All persons entering an Intertek site/office other than employees must follow the site visitor policy and report to the receptionist who will notify the person being visited. This applies to family members (e.g., spouse, child) as well. The employee being visited has the sole responsibility for the person or persons visiting.

The receptionist will maintain a log of visitors which can be used to contact visitors in the event of incoming calls during their presence in the office. This control will provide a safer work environment with fewer interruptions. EMPLOYEE HANDBOOK COMPLIANCE

Intertek Compliance Code 5. No misrepresentation of financial data ANTI-BRIBERY As an independent testing and inspection will be made. All financial reports will 11. No reward, gift, or favor in return for, or company, it is very important to our continued reflect accurately the current position dependent on, the outcome of any work success that all work is carried out in an and performance of the Company in will be accepted and any offer will be independent and impartial manner. The accordance with Company Policy and legal reported. Intertek Compliance Code is covered in requirements. 12. Intertek prohibits (a) the offer, giving, general by the following three policies: Code 6. All work shall be performed in compliance or acceptance of a bribe in any form, of Ethics, Confidentiality & Innovation, and with applicable laws and Company including kickbacks, on any portion of Zero Tolerance Policies. To assure a clear Policies. No employee is authorized, a contract payment, or (b) the use of understanding between each employee intentionally or by disregard of procedure, other routes or channels for provision and the Company concerning the Code of to violate any legal, environmental, health, of improper benefits to, or receipt of Ethics, Confidentiality & Innovation, and Zero or safety requirement. improper benefits from, customers, Tolerance policies, each employee is required 7. All employees are required to inform agents, contractors, suppliers or to review and certify their acceptance and management of any condition that employees of any such party or understanding of the policies at their time of creates a danger to the environment, government officials. hire and on a periodic basis as the Company poses health and safety hazards, or may requires as a condition of employment. 13. While the Company is Customer Focused be a violation of law or ethical conduct. in providing its service, it will not tolerate The Company provides facilities to enable any breach of Ethics, Law, or Company Any infraction of these policies will subject confidential reporting of such conditions. Policy in order to satisfy Customer the employee to disciplinary action, up to and 8. All work is subject to periodic audit by requirements, whether stated or implied. including termination of employment. trained personnel against applicable laws, Any attempt to subvert this policy is to be regulatory requirements and Company reported to management either through Code of Ethics Policies and Procedures. Corrective action normal channels or the confidential Intertek Group plc employees and all its will be taken in a timely and effective facility. subsidiary company employees (referred to as manner and will be monitored, tracked and reviewed by Company Management. Intertek from here on) shall strictly abide by this FAIR MARKETING “Code of Ethics” and associated Compliance 14. All employees shall (a) conduct marketing Principles as published in manuals, procedures, CONFIDENTIALITY (including comparisons with, or references and contracts of employment. 9. Intertek shall treat all information to, competitors, competitors’ services or received in the course of the provision of third parties) in a manner that is truthful, The Code of Ethics under which Intertek its services as business confidential to not deceptive or misleading or likely to operates includes the following: the extent that such information is not mislead, and is consistent with applicable already published, generally available to laws; and (b) present itself in a fair third parties or otherwise in the public manner; and (c) ensure presentational INTEGRITY domain. information, including descriptions 1. Intertek’s work shall be carried out in a of Intertek’s network and affiliations, professional, independent and impartial resources employed and services provided, CONFLICT OF INTEREST manner. is accurate and unambiguous. 2. Intertek’s work shall be carried out 10. All employees shall be free from any honestly, with no influence tolerated conflict of interest. Conflicts of interest in respect to any deviation from either can include, but are not limited to, approved methods and procedures or the ownership or involvement in outside reporting of accurate results. interests that could influence or adversely affect the employee’s performance or the 3. Data, test results and other material facts Company’s reputation. shall be reported by Intertek in good faith and will not be improperly changed. 4. All reports and certificates issued by Intertek shall correctly present the actual findings, professional opinions or results obtained. EMPLOYEE HANDBOOK COMPLIANCE

Employee Confidentiality and Innovation Policy COMPANY CONFIDENTIAL INFORMATION. documents, records, including records stored on It is the policy of the Company to make every The employee will not, either during or computer files or discs, notebooks, analyses, effort to preserve the confidentiality of all following any termination of my employment, summaries, notes or other materials containing matters relating to its clients and customers disclose to any person or entity (unless with Confidential Information, whether prepared by and to maintain the confidentiality of its the Company’s consent): (i) information with me or not. own trade secrets and confidential business reference to matters belonging to the Company , (ii) proprietary information and trade secrets information. The Company also wishes to INNOVATIONS AND DEVELOPMENTS. protect its ownership of all innovations of the Company, (iii) any information about the • All innovations, developments, discoveries, and inventions developed by its employees Company or its business not publicly known, designs, data, inventions (including during the course of their employment by the including financial information, customer lists, improvements), software, products and Company. Accordingly, the Company requires and information related to the Company’s processes, whether or not patentable that all employees enter into this Employee processes, methods, formulas, and techniques or copyrightable, resulting directly or Confidentiality Agreement. (collectively, the “Confidential Information”). indirectly from employment by Intertek (including, without limitation, those AGREEMENT: NON-SOLICITATION AND CONFLICT OF conceived by employee during the hours INTEREST. of employee’s employment or with the In consideration for employment and The employee represents and warrants that use of the Company’s facilities, materials continuing employment by Intertek, and he or she is under no contractual or other or personnel) shall belong wholly to the in consideration of access to confidential restrictions or obligations that will limit his Company. information and other good and valuable or her activities on behalf of the Company • The employee will promptly communicate consideration that employees receive from the and agree he or she will not engage in any to his/her immediate supervisor or to an Company, employees agree that: conduct or activity which would conflict with officer of the Company all matters within the business of the Company. The employee the scope of this paragraph. recognizes that the Company requires that • Upon request and without royalty or other CLIENT INFORMATION. its personnel remain free from any undue compensation, the employee will from At all times during or following termination commercial, financial and other pressures time to time execute such documents of employment for any reason, the employee that may adversely affect the quality of the and papers as may be appropriate to the will hold in strict confidence all non-public employment with the Company, or solicit or transfer to the Company, or to confirm its information relating to clients and customers accept any personal benefit from any person ownership of, all matters within the scope of the Company, including, but not limited to, or organization, which may cause any actual of the paragraph. trade secrets and other confidential business or perceived conflict of interest. Furthermore, information, and he or she will not disclose or if he or she is asked to evaluate, audit or test • Upon request, the employee will from time use any such information relating to clients a product, service or system of a client of the to time at the Company’s expense and and customers of the Company, except when Company for which he or she has been an without royalty or other compensation (i) he or she is acting within the scope of my employee during the past 36 months, for which execute papers for use in applying for and employment and at the direction and for the he or she has provided design or consultative obtaining letters patent or copyrights in benefit of the Company and its clients and services, or for which he or she holds any the country in which he or she is employed customers. financial interest, including the holding of and elsewhere, (ii) execute assignments stock unless in a mutual fund or in a corporate to the Company or its nominees of all retirement savings plan, the employee shall copyright, patents and applications NON-SOLICITATION OF EMPLOYEES. immediately bring such potential conflict to the therefore covered by this paragraph in The employee agrees that for a period of attention of the Company’s management so which he or she has an interest, and (iii) one (1) year following his or her resignation my work schedule can be revised as deemed assist the Company in every lawful way or the termination of his or her employment necessary. to obtain and defend such patents and by the Company for any reason, he or she will copyrights. not solicit or attempt to solicit any current employee of the Company to leave his or her WRITTEN OR STORED CONFIDENTIAL employment and/or to become employed by INFORMATION. Upon termination for any any corporation, partnership, or other entity reason, the emplo by which he or she is at that time employed, in yee agrees that he or she shall not remove or which he or she hold an interest or with which copy any Confidential Information, and he or he or she is associated in any other capacity. she will promptly return to the Company all EMPLOYEE HANDBOOK COMPLIANCE

• Upon the Company’s request following the assignment by any employee of any • Have you gathered and reviewed all any termination of my employment invention are subject to the Illinois Employee relevant facts and information? the employee will, subject to (i) his or Patent Act. In accordance with such Act, the • Have you reviewed applicable company her responsibilities to a subsequent obligation to assign as provided in this policy policies and professional standards? employer and (ii) payment by the Company does not apply to an invention for which no • Is the course of action legal? If “no”, do of reasonable compensation and equipment, supplies, facility or trade secret not proceed. reimbursement of my expenses, render information of Intertek was used and which services and assistance with reference was developed entirely on the employee’s • If legal, does it meet company standards to obtaining or defending any patents or own time, unless (a) the invention relates (i) of ethics? copyrights with which he or she was in to the business of Intertek, or (ii) to Intertek’s • Consider the following: any way concerned as an employee of the actual or demonstrably anticipated research • Does it feel right? Company. or development, or (b) the invention results • Will you be embarrassed if it appears in from any work performed by the employee for the newspaper? Intertek. With respect to any employee employed in • Will it reflect negatively on you or the California, all provisions of this agreement Company? relating to the assignment by the employee of The employee recognizes that the Company • How will it impact others, such as co- any invention or innovation are subject to the will suffer serious harm if he or she violates any workers and clients? provisions of California Labor Code Sections of his or her obligations under this agreement. 2870, 2871 and 2872. In accordance with Accordingly, the employee agrees that the • Is there an alternative action that does Section 2870 of the California Labor Code, Company will be entitled to an immediate not create an ethical conflict? the obligation to assign as provided in this injunction against any violation, monetary agreement does not apply to an invention damages, and all other available remedies and If in doubt, consult colleagues, your supervisor, or innovation that the employee developed relief. another manager or a mentor. If still unsure, entirely on his or her own time without using contact the Compliance Department for the Company’s equipment, supplies, facilities, The employee recognizes and agrees that his guidance. or trade secrets except for those inventions or her obligations under this agreement will that either: (i) relate to either (A) the business continue even after his or her employment is of the Company or any of its subsidiaries at Some common rationalizations and excuses: terminated for any reason. the time of conception or reduction to practice • “Everybody does it,” or “We’ve always of the invention, or (B) actual or demonstrably done it this way.” - Ethics is about the anticipated research or development of the Zero Tolerance Policy way things should be, not about the way Company or any of its subsidiaries; or (ii) result Intertek has zero tolerance for conduct that things are or have been in the past. from any work performed by the employee for breaches the Compliance Principles summarized • “If I don’t do it, competitors will.” - This is the Company or any of its subsidiaries. in the Code of Ethics. Any contravention of the collective driver of excuses, served the Code of Ethics will subject the offending up by those who would disparage your With respect to any employee employed in employee to disciplinary action, which may character for their own profit. Your Washington, this agreement also constitutes include a reprimand, demotion, suspension or competitors don’t want to do it either, but written notice to an employee under Revised dismissal. “Acting under instructions” from have been told the same thing. Break the Code of Washington 49.44.140 that this another employee will not be accepted as a chain. defense to a contravention. Agreement does not apply to an invention • “Who am I to judge?” - You must judge for which no equipment, supplies, facility, or when conduct violates ethical values. trade secret information of Intertek was used Any employee engaging in work- related • “I’m not so bad as long as others are and which was developed entirely on the criminal activity will be terminated and may be worse.” - Moral obligations are a matter of employee’s own time, unless (a) the invention reported to the appropriate authorities. personal integrity and character. If you lie relates (i) directly to the business of Intertek, to a liar, you’re still a liar. or (ii) to Intertek’s actual or demonstrably anticipated research or development, or (b) the Any cost of defense will be borne by the • “It’s a stupid rule.” - Maybe, but should invention results from any work performed by employee. everyone (children, employees, police, the employee for Intertek. politicians, food manufacturers) decide for themselves what rules to follow and Ethics and Decision Making those to break? With respect to any employee employed When in doubt as to a proposed course of in Illinois, all provisions herein relating to action, carefully consider the following: EMPLOYEE HANDBOOK COMPLIANCE

• “It’s too important,” or “It’s necessary.” procedures. Corporate funds may not be used and any other proprietary or confidential - If the stakes are that high, then your for any unlawful or unethical purpose. No information. Discussion of these subjects with character is truly being tested. Look out undisclosed or unrecorded corporate account competitors is illegal. If a competitor raises for the false necessity trap. It is hardly may be established for any purpose. any of these subjects, even lightly or with ever an absolute necessity. apparent innocence, employees should object, • “It’s not my job.” - Yes it is. As Edmund stop the conversation immediately, and tell the Accuracy of Books, Records, and competitor firmly that under no circumstances Burke said, “All that is necessary for evil to Representations triumph is for good people to do nothing.” can you discuss these matters. Record material information regarding areas • “Nobody gets hurt.” - The people who play of responsibility in an accurate and truthful by the rules are always hurt by those who manner. Immediately report any incident associated don’t. with a prohibited subject to the Intertek • “It’s not important.” - Then why give up Compliance Department. Time sheets must be completed in an accurate your claim to character and virtue? and timely manner. Signatures on time sheets • “The end justifies the means.” - Maybe, are considered verification that the entries are Disparagement of Competitors but that’s what they all say. Is it clearly accurate and may be relied upon. It is Intertek policy to emphasize the quality necessary or are you simply cloaking self- of our services and to abstain from making interest in moral excuse? disparaging comments or casting doubt on Expense reimbursement is appropriate when • “I’m only human,” “I’m not perfect,” “I’m competitors. If statements, oral or written, are consistent with Company policies. To submit an basically honest,” “I hardly ever lie,” or made concerning a competitor or its services expense account for any expense not incurred “Just this once.” - How many times do you or products, they must be fair, factual, and is illegal and against Company policy. get to lie before you are a liar? You are complete. accountable for every choice you make. Remember, we like to judge ourselves by Proper Use of Company Assets Protecting Proprietary, Confidential, our best acts and intentions, but we will Company or client property may not be used and Classified Information be judged by others on our last or worst for personal benefit. Unauthorized removal Information developed at work is Company act. of Company property is treated as theft. property. It remains the Company’s property Company property includes, but is not limited • “Ethics is a luxury I can’t afford right now.” and therefore, may not be disclosed to a new to, client lists, files, reference materials, reports, - It doesn’t get any easier. The ethical employer or others. Proprietary information supplies, computer software, data processing problems change, but they get bigger not must be protected as unauthorized disclosure systems, and databases. smaller as the stakes get higher. could destroy its value to Intertek and give unfair advantage to others. Bribes, Kickbacks, and Other Unlawful Property entrusted by clients must be protected against misuse or loss. Likewise, Payments Proprietary information regarding Intertek when we acquire property that is subject to Bribes and kickbacks violate the Code of Ethics, clients or assignments can be released only limitations, such as license restrictions, we and constitute criminal activity. Those involved upon approval from the client. in bribes or kickbacks are subject to immediate must comply. For example, it is not permissible discipline, up to and including termination. to install unlicensed copies of computer software. Relations with Vendors Suppliers are an important resource and should Do not become involved in improper payments be treated with courtesy and fairness. Those Compliance with Unfair Competition or promises. No payments may be made dealing with suppliers must use common sense, that (a) violate the laws of the Untied States Laws good judgment, and the highest standards of or a foreign jurisdiction; or, (b) are designed Unfair competition laws, including antitrust integrity. to circumvent the prohibitions of the U.S. laws, are enforced vigorously, and violations Foreign Corrupt Practices Act (FCPA), the of these laws can subject a violator (whether United Kingdom Bribery Act, the Organization the Company or an individual) to fines and for Economic Cooperation and Development imprisonment. It is illegal for Intertek to Convention, or similar laws. have an agreement or arrangement with a competitor on prices. In all contacts with competitors, avoid discussing pricing, terms and Payments must be authorized, recorded, conditions, costs, marketing plans, marketing and processed according to financial control surveys and studies, service capabilities, EMPLOYEE HANDBOOK COMPLIANCE

Relations with Government result in a fine of up to $25,000 per day of • OECD Convention on Combating Bribery Representatives and Agencies violation and/or up to one (1) year in prison. of Foreign Public Officials in International Requests by government representatives “Knowing” violations can result in a fine of up to Business Transactions signed in Paris, must be referred to the responsible Compliance $50,000 per day per violation and /or three (3) France on December 17, 1997 (OECD Department, except for requests that (a) are years in prison. And, “knowing endangerment” Convention). directly related to a contract for the requesting can result in fines of up to $250,000 and • U.K. Bribery Act (Bribery Act) agency, (b) are part of normal financial 15 years in prison for individuals or up to $1 audits associated with the performance million for corporations. Fine and prison term of a government contract, or (c) that seek maximums double for second violations. EMBARGO NATIONS assistance with respect to non-proprietary U.S. law forbids U.S. controlled companies or U.S. persons to transact business with certain technical, operational, or scientific issues of It is important to note that law enforcers will nations or Specially Designated Nationals a general nature. Similarly, if the employee’s supplement specific charges with more generic (SDN). The embargoes are enforced by the responsibilities do not include contact with criminal laws. The most common “add-ons” Office of Foreign Asset Control (OFAC). The regulatory agencies, he or she is not, to contact are false statement, mail fraud, and conspiracy. present list of restricted nations includes Cuba, or respond to inquiries from such agencies on These add fines of up to $10,000 and/or North Korea, Iran, Burma (Myanmar), Sudan and behalf of the Company without first consulting prison terms of up to five (5) years. their supervisor or the Compliance Department. Syria.

The standard for proving criminal violations WHO MUST COMPLY Intertek will cooperate fully with all authorized under federal statutes has become easier. For regulatory inspections, investigations, and example, courts have interpreted “knowing” to All U.S. corporations, citizens and resident examinations. In the event of contact by simply mean that the defendant was conscious aliens wherever located must comply. Failure a government official with respect to such of the activity. The defendant need not know to comply with OFAC regulations will result in matters, identification should be requested that the conduct is illegal or potentially harmful criminal and civil penalties. and full name, agency and telephone number to be held criminally liable for a “knowing” obtained. Then the responsible Intertek violation. Compliance Department and/or management PENALTIES must be contacted for guidance. A violation of OFAC trade sanctions is Furthermore, criminal liability may extend to a punishable by civil penalties (fines, prohibition manager who is responsible in the corporate on U.S. government procurement) and It is possible that government representatives management scheme for the conduct in criminal penalties (fines, imprisonment). For may call on individuals at home, outside of question where there is at least circumstantial example, criminal penalties for violation of normal working hours. On these occasions, the evidence that the manager knew of the trade sanctions against Iran can range up to choice to enter into discussion rests with the criminal behavior or would have known through $1,000,000 per violation, with imprisonment individual and is not required by law. Should exercise of reasonable diligence. of natural persons for up to 20 years, and civil the individual wish to decline an immediate penalties may be as high as $250,000 per interview, it is acceptable to arrange for a violation. meeting in normal business hours, at the place U.S. Foreign Corrupt Practices Act, of work and in the presence of counsel. To Organization for Economic Cooperation • OFAC: U.S. Code provides for five (5) years imprisonment and $10,000 fine for make these arrangements, contact should and Development Convention, and the be made with management and the Intertek knowingly making false statements or to United Kingdom Bribery Act falsify or conceal facts when dealing with Compliance Department as soon as possible. The Company prohibits anyone acting on OFAC. behalf of the Company from offering, making, • Trading with the Enemy Act: Ten (10) Whenever contact is initiated with federal, or paying a bribe in a foreign country, even if years imprisonment; $100,000 fine for state, or local government representatives, the the bribe would be permissibly under the laws individuals; $1 million fine for corporations. Company expects the individual to be truthful of such foreign country. There are two laws of and accurate in all statements made or reports primary importance to United States companies • Cuban Democracy Act: Ten (10) years submitted. doing business in foreign countries and a third imprisonment; $100,000 fine for law that applies across Intertek because we are individuals; $1 million fine for corporations. a British based business: • Cuban Liberty and Democratic Society: Criminal Penalties Ten (10) years imprisonment; $100,000 Virtually every federal law provides for some • U.S. Foreign Corrupt Practices Act (FCPA); fine for individuals; $1 million fine for form of criminal liability. For example, under corporations. EPA regulations, “negligent” violations can and, EMPLOYEE HANDBOOK COMPLIANCE

Civil Penalties petroleum and petrochemical imports/ Terminology Each set of regulations provides for civil exports, including shipping and associated • Specially designated nationals and penalties. Over the past several years, OFAC services. blocked persons; Individuals and entities has imposed millions of dollars in civil penalties • Burma [Myanmar] (31 C.F.R. Part 537): No owned or controlled by, or acting for on both corporations and individuals. new investments; most trade in goods, on behalf of, the Government of target services, and technology is exempt. countries. These individuals and entities are listed on the Treasure Department’s • Sudan (31 C.F.R Part 598): No exports Embargo Nations Specially Designated and Blocked Persons or re-exports of goods, services, or It should be noted that OFAC regulations Register. change. Current information can be found at: technology to Sudan; no imports of goods http://www.treasury.gov/resource-center/ or services from Sudan; no dealing in • GENERAL LICENSE: A provision sanctions/Programs/Pages/Programs.aspx Sudanese origin goods; no brokering of authorizing transactions without filing application with OFAC. • Cuba (31 C.F.R. Part 515): No exports or Sudanese contracts. re-exports of goods or services, except • Syria (31 C.F.R. Part 598): No receipt of • SPECIFIC LICENSE: A permit issued by for food and agricultural commodities, un-licensed donations from government OFAC on a “case by case” basis allowing licensed by U.S. Commerce; no imports of by U.S. person; no financial transaction an activity otherwise prohibited. OFAC goods or services from Cuba; no dealing in in which a U.S. person knows or has specific licenses are always issued on Cuban origin goods; no brokering of Cuban reasonable cause to believe there is a risk Treasure Department stationery. Each trade contracts; no use of Cuban owned of furthering terrorist acts in the United license or letter of authorization bears vessels. States. a control number that can be verified at OFAC Licensing, (202)622-2480. • North Korea (31 C.F.R. Part 500): No • Weapons of Mass Destruction (31 exports or re-exports of goods, services, C.F.R. Part 539): No imports of goods, • PROPERTY: Anything of value including: or technology to North Korea; no imports technology, or services produced or money, checks, drafts, debts, obligations, of goods or services from North Korea; no provided by foreign persons designated notes, warehouse receipts, bills of sale, dealing in North Korean origin goods; no by Secretary of State who promote evidence of title, negotiable instruments, brokering of North Korean trade contracts; proliferation of weapons of mass trace acceptance, contracts, goods, no use of North Korean owned vessels. destruction. wares, merchandise, chattels, stocks on hand, ships, goods on ships, and anything • Iran (31 C.F.R. Parts 560 and 535): No else real, personal, or mixed, tangible or exports or re-exports of goods, services, As a matter of corporate policy Intertek Group intangible or “interest or interests therein, or technology to Iran; no imports of will not engage in business involving Cuba, present, future, or contingent.” Likewise, goods or services from Iran; no brokering North Korea, Iran, Sudan and Syria unless a “property interest” is defined as any of Iranian origin goods. Recent action specific license or humanitarian purpose is interest whatsoever, direct or indirect. prohibits any involvement with Iranian involved, and then only with the approval of Group Compliance. EMPLOYEE HANDBOOK HEALTH & SAFETY

Safety Policy Safety rules and work practices are viewed WC insurance is designed to replace a Safety is a top priority at Intertek. A safe as Intertek work rules. If an employee percentage of lost wage earnings, provide and healthy work environment is important violates accident prevention or occupational for medical treatment, and when necessary, for employees, clients and visitors alike. health work practices, they may be subject vocational and physical rehabilitation. Whether The success of the Safety Policy depends to corrective action, up to and including the employee qualifies for WC benefits, and the on individual and team commitment to termination. Employees are expected to amount of any such benefits, is determined by the guidelines established both within the report all injuries or environmental accidents state law and the WC insurance carrier, not by departments and throughout each Intertek or other incidents, no matter how slight, to Intertek. location. Employees must: your supervisor and the safety department immediately. • Be aware of and adhere to the safety Employees who experience a job related injury practices and policies at all times; or illness must report the incident immediately • Obey safety rules posted throughout the Employees are responsible for their safety and to their supervisor. A formal injury/injury workplace or any designated job site; the safety of their co-workers. Each employee investigation must be completed within 24 • Use any protective equipment required/ has the right to: hours. Failure to do so will delay the receipt of provided for the job; • Review copies of appropriate health, possible WC benefits. Employees who sustain a job-related injury and/or illness are allowed • Exercise caution at all times throughout safety, and environmental standards, rules, to seek off site medical treatment. In some the work day; regulations, and requirements; states, the WC law allows Intertek to direct the • Review copies of all internal health, safety, • IMMEDIATELY report any unsafe injured employee to a specific pre-selected and environmental polices and procedures; conditions, injuries and/or incidents to the medical provider. In other states, the employee appropriate manager; • Receive appropriate on-the-job training; is allowed to choose the medical provider. • Be conscious of the fact that ALL • Request information on safety and health Questions should be directed to the Health & treatment of injuries must ONLY be hazards in the workplace, precautions Safety Director or the local Safety Coordinator. performed by qualified first aid and/or that should be taken, and procedures to medical personnel; and, follow if injured or exposed to a harmful The WC insurance carrier has the right to substance; • Use common sense. investigate all reported claims including • Understand the tasks you are performing • Have access to relevant exposure and speaking with the injured employee and any risks and consequences of failing medical records; and any witnesses identified during the to abide by safe and healthful practices. • Request an agency inspection to investigative process. If the injury s found investigate hazardous conditions and/or to be compensable, the WC insurance carrier violations of established standards; and will administer and direct the claim handling • Observe any monitoring or measuring process. of chemical and/or physical hazards and review resulting data. If the medical provider determines that the employee is unable to work as a result of the Each employee also has the right to refuse to on-the-job injury and/or illness, the employee perform a job if confronted with an imminently is allowed to use a maximum of 40 hours of dangerous situation. Consult with your PTO or Sick Leave, if available, to cover the Supervisor before undertaking a task which “waiting period” before WC lost wage benefits you perceive to present a new or previously are provided. The “waiting period”” is the unknown hazard. No employee is expected to time between when an injury and/or illness undertake any imminently dangerous task or occurs and when the WC insurance carrier expose themselves to an environment which is starts paying lost wage benefits. The “waiting immediately dangerous to life and health. period” varies state-to-state.

Workers’ Compensation If the injury or illness is found not to be in the A major objective at Intertek is to provide course and scope of the job, the claim will be employees an injury- and illness-free work denied and the medical costs will be forwarded environment. In the event that a job related to the employee’s elected health care insurance injury occurs, Workers’ Compensation (WC) provider. insurance coverage is provided and paid for by Intertek. EMPLOYEE HANDBOOK HEALTH & SAFETY

Following any work related incident or injury or client premises. or concealing weapons of any kind while on the employee is required to submit all Work • Remain alert. Employees must report any the premises of the Company (before, after, Status Reports provided by the medical suspicious persons, vehicles or activities or during work hours), while engaged in the provider following each visit to the provider to their immediate supervisor. business of the Company or while at Company directly to the Health & Safety Director. related functions or activities. These Work Status Reports provide valuable information regarding work restrictions, Personal Property This policy does not apply to law enforcement if any, and allow Intertek the opportunity Intertek is not responsible for the security personnel or, if permitted by state or local law, to accommodate the work related injury of employees’ personal property; rather the to safely and legally concealed weapons in an restrictions by providing modified duty to the burden falls to the employee. Therefore, it is employee’s locked vehicle in the Company’s injured employee when possible. This benefit the employees’ responsibility to secure and parking lot. allows the injured employee to remain at work protect all personal property that they bring to with restored compensation while recovering the workplace. from the injury. Once the treating physician An employee who witnesses a violation of this has released the employee to full duty and/ Violence in the Workplace policy or a verbal or physical assault involving or has determined that the employee has another employee should report it immediately All employees including managers and reached Maximum Medical Improvement (MMI), to local management and the Human Resource supervisors are responsible for using safe work the employee must provide a return to work Department. If the employee believes that his practices, for following all directives, policies release and/or a note with a list of ongoing or her safety or the safety of another employee and procedures, and for assisting in maintaining restrictions from their medical provider so that may be threatened, he or she should call “911” a safe and secure work environment. Intertek a determination can be made by the Company to obtain assistance from law enforcement has adopted a zero tolerance policy for regarding fitness for duty or reasonable personnel. workplace violence. We do not tolerate accommodation. In some cases a return to violence in the workplace and will make duty drug test may also be required. every effort to prevent violent incidents from To the extent that this policy may conflict with occurring. federal, state, or local law, the Company will Building Security abide by the applicable federal, state, or local law. It is the policy of Intertek to ensure a This policy requires that all employees, reasonable level of building security so that including supervisors and managers, adhere the safety of employees is protected and to work practices that are designed to make the confidentiality of all matters relating to the workplace more secure, and not engage in clients, customers, Intertek’s trade secrets and verbal threats or physical actions that create a business information is maintained. security hazard for others in the workplace. All violent incidents, whether or not physical injury All employees are asked to be aware of the has occurred, must be reported promptly and following: accurately to local management, the Human • That at all locations, all guests including Resources Department, and the Director of visiting Intertek employees, vendors, Health & Safety. Managers and supervisors applicants, clients and potential clients are expected to enforce the rules fairly and must sign-in and out at the designated uniformly. Intertek will not discriminate against area (i.e. reception desk). victims who report workplace violence. • That at all locations, all visitors including clients must be accompanied by an For additional information regarding Violence employee to the area they are visiting. in the Workplace, please refer to the Safety • That at all locations, deliveries require the Manual which may be obtained on the individual making the delivery to sign in Company intranet. and state their name and the company for which they work. No Weapons Policy • That in some locations, badges are Unless state or local law provides otherwise, all required and must be worn at all times. applicants, prospective employees, employees, • That photographic, audio or other contractors, subcontractors, clients and recordings are not permitted on Company guests are prohibited from using, possessing EMPLOYEE HANDBOOK HEALTH & SAFETY

Drug-Free Workplace Policy • Transporting, distributing or attempting to assistance for an alcohol or drug-related GENERAL OVERVIEW distribute, manufacture, sell or dispense problem does not bar the employee from Intertek recognizes that employees who abuse illegal drugs; job and performance-related corrective drugs and/or alcohol are less productive, less • Abusing prescription drugs which includes action or termination of employment. dependable, and a critical threat to the safety, exceeding the recommended prescribed • security and welfare of employees, customers, dosage or using others’ prescribed Substance Abuse Testing Guidelines vendors and the general public. medications; Random - Where random substance abuse • Switching, tampering with or adulterating testing is not prohibited by applicable state It is the policy of Intertek to maintain a any specimen or sample collected under law, the election process is managed by a third- workplace free from the use and abuse of this policy, or attempting to do so; party vendor. drugs and alcohol. Intertek will require all • Refusing to cooperate with the terms Reasonable Suspicion - Reasonable suspicion employees and applicants to consent and of this policy, which includes submitting or just cause testing is based on observing comply with the terms of the drug and to questioning, drug testing, medical or characteristics, actions, or behavior exhibited substance abuse policy as a condition of physical tests or examinations, when by the employee that increase the manager’s employment. If questions arise regarding requested or conducted by the Company concern that a controlled substance may have this policy, contact the Human Resource or its designee. A refusal to test includes caused or contributed an incident. All just Department. conduct obstructing testing, such as cause drug and substance testing is under the failing to sign necessary paperwork, failing control of the Human Resources Department to report to the collection site at the or the local manager with approval from the After a conditional offer of employment has appointed time, or failing to be reasonably Human Resource Department. been made, applicants are required to consent available for testing; to and take a pre-employment drug screen. Return to Work - Intertek reserves the • Failing to consent to, participate in and right to have an employee tested before abide by the terms and recommendations returning to work after an illness or injury. Intertek reserves the right to inspect company of any EAP program to which Intertek The purpose for this testing is to determine vehicles, premises, property (including offices, makes a referral, including but not limited whether a controlled substance is present in desks, lockers and other repositories) and to, failing to follow recommendations, if the employee’s system and if the substance personal effects (such as lunch boxes/bags, any, regarding behavior modification and increases the risk of injury to the employee. purses, gym bags, backpacks, handbags, abstinence. These failures are a violation Pre-Employment - After a conditional offer of briefcases, packages or coats) with or without of this policy, as is any failure to be employment is made and before beginning notice. available for any prescribed continuing or employment, the candidate will submit to a follow-up sessions; drug and substance test. Policy Prohibitions • Failing to advise a supervisor or manager Post-Accident - A drug and substance test may Employees are strictly prohibited from of the use of a prescription or over- be conducted when an accident occurs in the engaging in the following conduct on Company the-counter drug which may alter the workplace. or customer property before, during or after employee’s ability to perform the essential work hours: functions of his or her job; • Failing to notify his or her supervisor before going to work if he or she believes • Using, consuming, being under the that he or she is under the influence of influence of, testing positive for, or drugs; or, otherwise having in one’s system, illegal drugs; • Failing to notify a supervisor or the Human Resource Department of a • Bringing and/or storing illegal drugs, conviction or plea of guilty relative to drug paraphernalia or contraband (e.g. any criminal drug offense in writing no firearms, ammunition, explosives, or later than five (5) calendar days after the weapons), except where expressly event, unless such conviction or plea of authorized by state law, and then only if guilty has been expunged; in full compliance with any such law. This includes desks, lockers, company vehicles, • Employees who violate this policy shall personal vehicles and other repositories. be subject to corrective action, up to and including termination of employment. An employee’s decision to seek professional EMPLOYEE HANDBOOK HEALTH & SAFETY

Smoke-Free Workplace Policy To help provide for a healthy work environment for employees, clients and visitors, smoking is prohibited inside any building / area of all Intertek facilities. This includes but is not limited to offices, laboratories, file storage areas, general storage locations, hallways, sample retain, and staging and general storage areas.

Smoking is permitted only outside the building in designated areas. These designated areas have approved containers to hold smoked cigarettes to reduce the risk of fire caused by the tossing of a lit cigarette. The use of receptacles will also preserve the outside appearance of the building.

Violation of this policy may result in corrective action, up to and including termination of employment. EMPLOYEE HANDBOOK EMPLOYMENT RECORDS

Employment and Medical Files process background checks for applicants and Intertek reserves the right to refuse resignation Employment files are the property of Intertek employees. Any false information or omission notice in situations where job or business and will remain with the Company if and when of information will jeopardize an employee’s needs warrant such action. If an employee the employee terminates employment. The position with respect to employment, up to and provides notice exceeding two weeks, the Human Resource Department is responsible for including rescinding an offer of employment, manager will evaluate whether the additional maintenance of these files. All information in or termination of employment. For detailed notice is necessary for effective business the employment files are confidential and made information on this process contact the Human operations and will notify the employee to available to authorized employees only on a Resources Department. confirm the final date of employment. “need-to-know” basis. All reference requests and/or inquiries from Exit Interview Medical records are confidential and maintained other employers for current or former Intertek When an employee resigns or is discharged separately from employment records, with employees must be referred to the Human from Intertek, an exit interview may be access only afforded to authorized employees Resource Department. Personal or professional scheduled with local management or the in accordance with the confidentiality references may not be given by anyone other Human Resource Department. Topics such requirements of applicable federal and state than the Human Resource Department. as health insurance continuation (COBRA), life laws. and disability insurance conversion, 401(k), references, settlement of any outstanding The Company has a neutral-reference policy. credit card or travel balances, and return An employee is entitled to review their own Responses to telephone inquiries will confirm of Company property including keys and employment and/or medical files. To do so, a only dates of employment and most recent job equipment can be discussed at that time. written request must be made to the Human title. In addition, responses to written inquiries Resource Department. Within ten (10) working will include salary information if accompanied days of the request (or within any lesser period by a written authorization from the employee. Unemployment Compensation mandated by state or territorial law), the files An employee who separates from Intertek will be made available to the employee to view Changes in Personal Information may be eligible for unemployment benefits. or copies of documents in the file that are not Unemployment benefits are determined by If an employee has a change in personal data, company-confidential may be mailed to the the state agency and individuals are urged such as address, telephone number or number employee’s home address on file. to contact their local state unemployment of dependents, that will affect benefits and/or office to register for work and to research payroll, it is his or her responsibility to promptly unemployment benefits options. An employee Employment Applications and Resumes notify the Human Resources Department. who is terminated for attendance violations or Intertek relies upon the accuracy of information Separation from Employment absenteeism may be disqualified from receiving contained in the employment application While we hope that an employee’s career with unemployment benefits in accordance with and resume, as well as the accuracy of other Intertek is long and rewarding, there will be applicable state law. data presented throughout the hiring process times when the Company and employee will and employment. Any misrepresentations, part ways. Below Intertek makes every effort falsifications, or material omissions in any of to anticipate the questions that may arise from this information or data may result in Intertek’s such a separation. exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment. Resignation Resignation is a voluntary act initiated by the employee to terminate employment. An Background and Reference Checks employee who resigns should do so in writing Intertek reserves the right to process and identify the last date they will work. To background checks both as a condition of remain in good standing and be considered pre-employment and at any time during the eligible for rehire, Intertek appreciates two course of employment, and will do so only in weeks notice. The supervisor should forward compliance with applicable state and federal the resignation notice to the Human Resource law. In order to comply with the Fair Credit Department. Reporting Act (FCRA), Intertek has put in place strict procedures and guidelines to