Willkomm Companies Associate Handbook

Associate Handbook Updated 10/17/2011 Willkomm Companies Associate Handbook

Table of Contents

Welcome to Willkomm Companies...... 2 Willkomm Companies History...... 3 Mission Statement...... 4

Section 1 On Your First Day… Employment Info...... 5 Personnel Records...... 5 Employment at Will...... 5 Equal Opportunity...... 6 Immigration Law Compliance...... 6 Time Clock...... 7 Breaks...... 7 Professional Conduct Policy...... 8-9 Professional Ethics...... 10 Our Customers...... 11 Standards of Grooming & Dress...... 12 Food, Drink, & Electronic Devices...... 13 Payroll ...... 14 Attendance ...... 15 No Call, No Show...... 15 Jury Duty...... 15 Inclement Weather...... 16 Funeral Leave...... 16 Probation Period ...... 17 How to Reach People ...... 18 Parking ...... 18

Section 2 Employment Information Problem Solving Procedure...... 19 Performance Appraisals ...... 20 Theft...... 21 Disciplinary Action...... 21 Associate Warnings ...... 22 Associate Meetings ...... 23 Controlled Substance Abuse Policy...... 24-26 Sexual Harassment Policy ...... 27-28 Security, Safety, and Fire Prevention...... 29-30 Slip and Fall Procedure ...... 31 What to do When an Injury Occurs...... 32 Resignation/Termination...... 33

Section 3 Benefits Holiday Pay ...... 34 Vacation Policy ...... 35-36 Family and Medical Leave Policy...... 37-38 Disability Leave...... 39 General Leave...... 40 Military Leave...... 41-42 Associate Referral Policy ...... 43 401(k) Savings Plan ...... 44 Health Insurance...... 45 AFLAC Insurance...... 46

Willkomm Companies Associate Handbook

Welcome to

We are a family owned & operated, financially sound company that is owned by the Willkomm family. Jerry Willkomm headed the companies as President until December 2010. His two sons, Michael and Jim, are now co-owners and manage the companies. Our companies focus on offering Quality products, providing outstanding Service, and doing everything with Pride! There are twelve (12) different divisions within the Willkomm Companies:

PETRO Stopping Center—Racine, I-94 & Hwy 20 Shari Erskine, Leader Iron Skillet— Racine, I-94 & Hwy 20 Myron Tucker, Leader PETRO Lube—Racine, I-94 & Hwy 20 Matt Albrecht, Leader Maintenance Division Kevin Hintz, Leader Environmental Specialist Division Myron Tucker, Leader Washington Ave Mobil – Racine Kaye Panyk, Leader Burger King—Washington Ave Mobil Val Secor, Leader Sports Plaza Mobil— Kenosha - Hwy 158 & Hwy 31 Barb Capps, Leader Southport Mobil – Kenosha – Hwy 50 Jane Harlan, Leader Oak Creek Oasis Mobil – Ryan Rd & 27th St Jane Harlan, Leader The Dish – Ryan Rd & 27th St Val Secor, Leader JWI Mobil Distribution Plant—Somers, WI - I-94 & Hwy E Erik Dober, Leader

We are proud of the brands we represent! Their high standards and uncompromising ethics provided the perfect fit. Our mission is to make continuous improvements in our business so that we can provide our customers the best buying experience in the industry. No matter what division you work in or what your position is, you are an important part of our team and we’re glad you’re here!

History

In 1946, Clarence “Shorty” Willkomm started with Mobil Oil Company, driving on wholesale gasoline and fuel oil route. In 1972, son Jerry Willkomm came on board to help Shorty, who was dealing with health issues at the time. In 1979, Jerry Willkomm Inc. was formed as a Mobil Oil Distributor. As the company first ventured into retail, both Michael and Jim Willkomm became the third generation to work in petroleum distribution.

Jerry & Cathy Willkomm opened the Washington Avenue Mobil Mart, Express Lube, and Car Wash in July 1989. It was the first Mobil location to have a free standing Express Lube and Car Wash in the country. The Willkomm family expanded to Kenosha in November of 1990 with the opening of Sports Plaza Mobil Mart. They opened Highland’s Mobil Travel Plaza in December 1993.

The Willkomms decided to franchise their travel center with PETRO – the leader in the truck stop industry. Highlands PETRO opened in March of 2000. The conversion included building a new PETRO Lube, ten acre parking lot, Iron Skillet Restaurant and remodeled travel store.

Washington Ave. Mobil was rebuilt in 2006. In addition to a NEW On the Run convenience store and full serve Burger King, this new monster includes: a state-of-the-art car wash, a drive- thru on both the Burger King AND the On the Run convenience store, a self-serve pet wash, dynamic, digital signage and a trend-setting rest room voted #1 public bathroom by Racine Journal Times poll (Oct. 2007). Washington Ave Mobil changed from On the Run to Willkomm’s own brand in 2011.

In 2008, the Willkomms took ownership of Southport Mobil on Hwy 50 in Kenosha. The Willkomms then converted the Mobil Mart to an On the Run Convenience store with car wash, pet wash, drive thru and their trademark bathrooms.

In 2011, the Willkomms took ownership of a gas station in Oak Creek. The lot contained two buildings: the convenience store and a large empty facility. We did a complete remodel of the second building to create the perfect atmosphere for our new restaurant, The Dish.

Over the years, the Willkomm Companies have grown and expanded, but the formula has remained the same – offer Quality products, provide outstanding Service and do everything with Pride! We call it the Willkomm’s QSP Factor!

Welcome to our team! We hope you find your role with us both challenging and rewarding.

Mission Statement

To make continuous improvements in our business so that we can provide our customers the best buying experience in the industry.

Employment Information

Willkomm Companies relies on the accuracy of information contained in the employment application, as well as the accuracy of other data presented by associates throughout the hiring process and employment.

Any misrepresentations, falsifications, or material omissions in any of the information or data provided by an individual may result in management’s exclusion of that person from further consideration for employment or, if the person has already been hired, it may result in disciplinary measures up to and including discharge.

Personnel Records

It is the responsibility of each associate in the event of all changes of address, phone number, marital status, insurance beneficiary, and number of dependents to promptly notify the Human Resources Department in writing. This will ensure that appropriate personnel are kept informed and all necessary information is available for completion of tax and insurance forms.

Personnel records are the property of the Company and access to the information contained therein is restricted to the associate’s supervisors and managers on a “need to know” basis. Information will be released to third parties only with the written consent of the associate or former associate except as may be required or permitted under applicable law.

Employment at Will

Employment with Willkomm Companies is “at will”. This means that either the associate or the Company can terminate employment at any time, without cause. No associate or representative of the Company, other than the President, has the authority to alter this “at work” relationship and any such alteration must be in writing or it is not binding upon the Company.

Equal Employment Opportunity Policy

Willkomm Companies will not discriminate against any individual because of race, color, creed, religion, sex, age, national origin or ancestry, sexual preference, citizenship, veterans’ status, or disability.

That policy means there will not be discrimination against an associate or prospective associate because of race, color, creed, religion, sex, age, national origin or ancestry, sexual preference, citizenship, veterans’ status, or disability in hiring, promotions demotions, training, transfers, layoffs, termination, rates of pay, and other forms of compensation. Opportunity is provided to all associates and applicants based upon their qualifications and requirements of the job.

Immigration Law Compliance

Willkomm Companies is committed to complying with the Immigration Reform and Control Act of 1986 (IRCA) by employing only United States citizens or persons otherwise authorized to work in the United States.

As a condition of employment, each new associate must provide proper documentation complete, sign and date the first section of the Immigration and Naturalization Service Form (I-9) at the time of hire.

Time Clock

Policy: All hourly associates are required to have a time card. The first thing you do upon arrival to work is punch in. The last thing you do is punch out. Associates are required to punch out for all breaks. An associate may not punch in or out for another associate at any time.

Any division addendums added to this policy supersedes the above.

Breaks

Willkomm Companies allows hourly associates to take 2 ten minute breaks when working 4 or more hours. After 8 hours worked, an hourly associate is also allowed a 30 minute lunch in addition to their 2 ten minute breaks.

Associates should check with their division leader to find out where the acceptable break areas are at in their location. Associates are not permitted to leave the premise during their 10 minute breaks.

During breaks, associates at Highlands are not allowed in the driver parking lot or any of the driver amenity areas (ie: showers, laundry, movie theater, arcade, salon, internet room, etc.)

Professional Conduct Policy

The orderly and efficient operation of Company business requires associates to maintain proper personal conduct at all times when they are on Company premises. Maintenance of such standards is necessary to protect the health and ensure safety, avoid interruptions of work, and safeguard the job security of all associates.

The rules that follow are not intended to be all-inclusive, or to define all necessary standards of conduct for associates, or to address all governmental laws and regulations. The Company reserves the right to discipline or discharge associates for other offenses not specified on the list below. By providing this list, Willkomm Companies does not restrict its legal right to terminate the employment relationship at will.

The Company expects these rules to be read carefully and observed by all associates. When appropriate, the Company will attempt matters of discipline by counseling those associates who have difficulty understanding or following established guidelines. Any violation of these rules will be subject to a verbal warning, written warning, suspension, or discharge, as the Company deems appropriate under the circumstances. Written documentation of corrective discipline becomes a part of an associate’s personal file.

Serious acts of misconduct which include, but are not limited to, violation of the drug, anti-harassment or sexual harassment policies, theft of Company property, no call/no show, or gross insubordination may result in immediate discharge, whether or not any prior warning has been given.

Violations of the following rules that prohibit the indicated behavior will, in the discretion of Willkomm Companies (WC), result in disciplinary action up to and including termination.

Poor Work Performance 1. Failure of the associate to perform his/her tasks and duties at an acceptable level. 2. Insubordination – the act of willfully disobeying an authority. Includes: criticizing or challenging a leader’s directive, interfering with management, or showing a leader disrespect by using abusive language or ignoring instructions. Exceptions include instructions or directions that are illegal, immoral or unethical. 3. Restricting or interfering with work or attempting to encourage others to do so. 4. Sleeping while on company time. 5. Failure to ring up merchandise. 6. Personal conduct that is obnoxious to other associates including gossip, rumors, and statements of a defamatory nature. 7. Friends and family are welcome as customers, but should not be “visiting” you. 8. Unauthorized use of WC telephones. 9. Failure to check identification of customers under the age of 35 attempting to buy alcohol or cigarettes. 10. Selling alcohol or cigarettes to a customer under the legal age will result in immediate termination.

Professional Conduct Policy (continued)

Falsification/Misrepresentation 1. Falsification of the application for employment or any other legal or official company document, whenever discovered may result in immediate termination of employment. 2. Falsification of personnel or other records. 3. Improper recording of time worked or having other associates complete your time card. 4. Misrepresentation by omission of information on company reports.

Safety 1. Causing hazardous or unsafe working conditions. 2. Damage to, destruction of, or misuse of property or equipment belonging to WC or its associates. 3. Loitering in the parking lot is not permitted at any time. 4. During the course of their employment, associates are prohibited from carrying any concealed weapons on WC property, regardless of their permit status.

During employment, the commission of any felony or act of dishonesty may result in immediate discharge.

Failure to follow Company policy and procedures may result in immediate termination of employment.

Professional Ethics

This Company’s reputation of honesty and integrity is vital to the success of its business. Willkomm Companies is committed to keeping the customer and fellow associates’ information private. We will use integrity in all business communication and contacts. To protect this reputation and to assure uniformity in standards of conduct, the Company has established a Professional Ethics policy. The following reaffirms and clarifies the Company’s basic policy, which states that conflicts of interest must always be resolved in keeping with the rules of the Company. This policy covers many, but not all, of the possible conflicts that may arise and addresses methods to avoid these potential conflicts.

 Associates must not act for the Company in any transaction involving persons or firms with whom the associates, their family, or dependents have any significant connection or financial interest.

 Associates are not authorized to respond to inquiries concerning other associates (i.e. employment verification, phone numbers, address, credit checks, references, etc.), or release confidential information concerning the Company or its customers. All such inquiries should be referred to a supervisor or manager.

 Associates in the PETRO:Lube must not accept cash or gifts. Associates in the other divisions must not accept cash or gifts over the amount of $25 or lavish entertainment from customers and suppliers, either for themselves or for their family or dependents. Supervisors should be consulted about any gifts received by the associate in order to determine the appropriateness of keeping the gift. Examples of acceptable gifts would be an occasional lunch, food baskets, flowers, etc.

 Associates must not accept personal fees or commissions in connection with business transactions.

 Associates must award orders, contacts, and commitments to suppliers without favoritism Company business of this nature must be conducted strictly on the basis of merit.

 All associates regarding the Company’s plans, programs, or achievements involving purchasing, sales, marketing, research, and other area of the business must maintain confidentiality. No information should be discussed internally, or externally, except as required by the business. No financial information should be discussed with unauthorized personnel without prior approval from the President.

 Associates should not engage in or conduct any business, or have any outside employment, if such business or employment interferes with the associate’s work performance or poses any real or potential conflict with the Company’s operations.

Our Customers

The most critical part of your role with Willkomm Companies is how well you deal with people. Through our own surveys (and a little common sense) we have determined what customers like and dislike when stopping at our locations.

Dislikes

 Rude manners, not receiving a greeting or hearing the words, “Thank you.”

 Sloppy appearance of sales associate.

 Waiting for sales associate to finish conversation with co-worker before acknowledging their presence.

 A sales associate answering the phone when the customer is being helped.

 Not being recognized after they become a “regular” customer.

 Not feeling appreciated.

 Being greeted BEFORE they reach the front counter (If no other customers are in line).

 The transaction to go quickly and smoothly.

 Eye contact.

 To hear their name.

 A clean, uncluttered transaction area.

 To know you appreciate their business.

Customers provide the ONLY income to our locations. Their dollars pay for the cost of our products. Those same dollars also must pay for all the expenses of operating the location (i.e. utilities, taxes, insurance, loan payments and PAYROLL).

The customer is the ultimate judge of our performance. If we continue to provide a better buying experience than our competition, the customers will continue to come back!

Standards of Grooming & Dress

It is essential to the success of Willkomm Companies that customers receive an impression of professionalism from each Company Associate. When associates relate to a customer, they ARE the Company in the customer’s eyes. Therefore, each associate is expected to pay close attention to personal grooming, following the guidelines below.

1. Please bathe daily and use an effective deodorant. If perfume or cologne is used, it must be of a mild fragrance. 2. Makeup should be simple, not overdone. 3. Jewelry should be kept to a minimum, as it can distract or interfere with job performance. No facial rings (nose, lip, eyebrow, etc.) are to be worn beyond earrings (no more than 2 per ear). 4. Males are not permitted to wear earrings. 5. Socks, hosiery and appropriate undergarments should be worn at all times. 6. Clean work clothing is required. 7. Wear black shoes, with non-slip bottom, no open toes, and no heels. For example, black gym shoes. 8. Nametags must be worn at all times. Nametags should not be altered from original form. 9. Hair must be kept clean, neat and in accordance with food handling, health and/or safety requirement, and the rules of the Company division in which one works. Extreme styles or colors are not allowed. Beards and mustaches are permitted if kept short, clean, and well trimmed. Otherwise, male associates must be freshly shaved daily. 10. Facial tattoos or tattoos on the head; offensive tattoos – including profanity words, nudity, racial symbols, gang signs, violence, etc.; or tattoos that cover more than half of any visible body part are prohibited.

NOTE: These grooming and dress standards are supplemented by the division in which an associate works. Associates should consult their manager for the rest of the uniform policy.

Food & Drink

Willkomm Companies associates are given breaks and lunches based on the length of their shift. During breaks and lunches, associates are allowed to use their time as they see fit (as long as they are abiding all other company policies). Breaks and lunches are the most opportune time to eat a meal or snack. While behind a register or on the sales floor, the associate should not have any food with them. It is unsightly and unsanitary. Associates may keep a drink with them while working as long as it has a cap or top and can be closed up and kept out of sight of the customers. Associates must be very careful not to spill around the company equipment. If accidents with drinks become an issue and/or associates do not clean up after themselves, the division leader has the authority to revoke drinking privileges from their division. The division leaders may also impose their own stipulations on where associates may have their drinks behind the counter. It may be necessary to prohibit drinks from certain areas to protect expensive and/or highly important equipment. Any food or drink purchased by an associate must have a receipt visibly attached. Associates may not under any circumstance perform their own transactions. Associates must buy all items from another associate.

Electronic Devices

Willkomm Companies associates are expected to shut off or put away any and all personal electronic devices while they are working. Phones, iPods, mp3 players, etc. may all be used during breaks and lunches, but are not permitted behind the registers or on the sales floor. Associates may give their division phone number to family members and/or necessary individuals in the case of an emergency. The division leaders can instruct associates where to keep personal belongings while on duty. Willkomm Companies does not accept any responsibility or fault for missing, stolen, or broken property. If associates are not comfortable with leaving their electronic devices in the designated areas, then they should leave those items locked up in their car or not bring them to work at all.

Payroll

Willkomm Companies operates on a two-week payroll cycle. Checks are distributed at the location every other Friday. Example – work done from Mon. the 1st through Sun. the 14th would be paid on Friday the 19th. Each associate is responsible to pick up his/her check from the manager as soon as possible. Associates’ paychecks will be given to them personally or to a person authorized by the associates in writing only. Upon your authorization, your check may be mailed to you if you are unable to pick it up due to vacation, leave termination, etc. In the event that a regularly scheduled payday falls on a holiday, associates will receive their paychecks on the last workday prior to the regularly scheduled payday. Otherwise, checks will not be issued in advance of the scheduled payday.

Paycheck Deductions

The usual deductions for social security and withholding taxes will be made from associate’s gross pay. The amount of withholding tax deducted will be in accordance with the number of exemptions claimed on the associate’s W-4 form. Additional deduction for medical coverage, 401(k) savings plan, etc. as well as any other associate authorized deduction.

Garnishments

The Company must honor wage garnishments as they represent an order from the court to withhold and pay to the court a specified amount of the associate’s earning. If an associate’s wages are garnished by court order, the associate will be notified immediately, and he/she must secure a prompt release of the court order to prevent the deductions.

Overtime

As business needs dictate, associates may be required to work overtime. Hourly associates who work more than 40 hours per week, will be paid on the basis of 1 ½ the regular hourly rate. Vacation, holiday pay and other time off, whether paid or not, do not count as time worked toward the forty (40) hour requirement when calculating overtime.

Quitting Without Notice

If an associate terminates employment without notice or fails to show up for three (3) consecutive scheduled shifts their wage on their final paycheck will be reduced to minimum wage for the entire pay period. The associate will not be able to re-apply to any Willkomm Companies’ positions. The associate will not receive any accrued vacation or bonuses.

Attendance

Policy: Associates are expected to work all their scheduled shifts. If you become ill or an emergency arises and you are unable to report to work, you are expected to notify your supervisor a minimum of four hours in advance, or as soon as possible so they may replace your shift. Excessive absences and/or tardiness will result in discipline, up to and including termination.

Salaried employees will be allotted up to 3 days of paid sick leave each calendar year. Hourly employees will not be compensated for their sick absences. If you feel you will require an extended leave of absence, contact your division leader immediately.

No Call, No Show

Failure to call in to a leader for an absence will result in an automatic written warning. Three (3) consecutive no call, no shows will be considered voluntary termination.

Jury Duty

Policy: Full-time associates required to serve on jury duty will be paid for those days. Part-time associates will not be paid.

Process:

1. “Full-time” is defined as being regularly scheduled to work a minimum of 35 hours per week over the previous ninety (90) days.

2. Please notify your supervisor as soon as possible regarding any work days you will miss due to jury duty.

3. Any reimbursement received by full-time associates from the court or other should be signed over to Willkomm Companies.

4. If you are excused from jury duty before the last four hours of your shift have expired, please report back to work.

5. Hours paid for jury duty are not counted as hours worked.

Inclement Weather

Due to the nature of our business, Willkomm Companies does not close due to inclement weather. In the event of extreme weather that makes transportation highly dangerous or near impossible, associates may not be capable of reporting to work. If you find that you will not be able to work your scheduled shift because of the weather, you are expected to notify your supervisor as soon as possible. If you are an hourly associate, you will not be compensated for your day(s) off. If you are a salaried associate, you are allotted up to 2 days compensation per calendar year. Your division leader reserves the right to determine whether or not conditions were extreme enough to constitute a snow day.

Funeral

Policy: In the event of the death of an immediate family member, Willkomm Companies provides time away from work.

Process:

1. Full-time associates who experience the death of a spouse, parent, child, brother, or sister are given two (2) paid days funeral leave. In cases of a mother-in –law, father-in-law, or grandparent, one (1) paid day is provided.

2. Part-time associates are given the same number of days off in the event of a death of an immediate family member. However, these days will be unpaid.

3. In the event of a death in your immediate family, notify your supervisor immediately concerning the time off desired so that your schedule can be covered.

4. Documentation is required for funeral leave pay.

Probation Period

Policy: The first ninety (90) days of your employment are considered a getting acquainted and orientation period. During this period, you will become familiar with your job responsibilities, your department, your co-workers, your supervisor, and Willkomm Companies. You will perform your job and have the opportunity to decide if you are satisfied with the position.

Your supervisor will also have the opportunity to determine whether you are able to perform your job in a satisfactory manner. If at any time during your probation period you should not meet our expectations, your employment may be terminated without advance notice. If it is necessary to further evaluate your suitability for continued employment, your probation period may be extended. Successful completion of the probation period is not graduation to any form of permanent employment.

How to Reach People

Policy: Phone numbers of associates are posted at each location. Cell phone numbers are also posted. These numbers are not to be given out to the public. They are for the use of Willkomm Companies associates only.

Process:

When you need to reach your manager, call the first phone number listed (note: this may be the manager/supervisor’s cell phone). If you don’t get through and the phone number has an answering machine, leave a message. If you don’t get a response within fifteen (15) minutes, call the next phone number on the list. If you still cannot get through, call the next supervisor in line.

Parking

Associate vehicles should be parked in the associate’s designated area, to ensure adequate parking for customers. Associates should check with their supervisor for the proper parking area for their shift.

Problem Solving

Policy: We want to maintain and preserve the positive working environment we have developed at Willkomm Companies. Of course, there will be times when problems and concerns arise. The important thing is that these issues be discussed so they can be fairly and quickly resolved.

No member of management is too busy to hear problems of concerns of any associate. Most problems can be solved informally. If they are not discussed, they usually become more serious. It is particularly important, therefore, that problems be dealt with at the earliest possible moment. Please contact your supervisor or another appropriate individual if the problem is with your supervisor.

It is our practice that all associates concerns shall be given full consideration. There will be no discrimination or retaliation against any associate because he/she presents a complaint or problem.

Performance Appraisals

Human resources represent the chief asset of Willkomm Companies. Our success depends on our customers’ buying experiences. The biggest factor in that process is the associate. A true commitment will be made to provide every opportunity for associates to grow to their fullest potential. To recognize this commitment, the following objectives have been established:

- Performance appraisals are tools to help associates achieve excellence, to foster communication related to job performance, and to improve the location’s performance.

- Managers monitor performance throughout the year and complete annual performance appraisals to share and discuss with the associate. Each appraisal will communicate the level of performance, individual strengths, areas for improvement, and opportunities for career development.

- Performance appraisals provide a written history of performance and progress over the course of an associate’s career. Appraisal results assist in accurately matching performance and job skills to future opportunities.

- Performance appraisal results are the most accurate and fair method of determining appropriate compensation adjustments.

**** If more than one year has passed since your last appraisal, please contact your supervisor and advise him/her of this fact.

In our effort to assist our associates in safeguarding their personal property while at work, associates are advised not to carry unnecessary amounts of cash or other valuables when they come to work. Valuable personal items, such as purses, wallets and jewelry should never be left unattended or in plain view. Willkomm Companies does not assume responsibility for the loss or theft of personal belongings.

Articles of personal property found on the premised should be returned to the supervisor or turned into Security. Inquiries regarding lost property should be directed to the supervisor or Security.

Theft of customer, associate, or Company property, regardless of how small the value of the property, misuse of Company or customer funds, and falsification of Company or customer records is strictly prohibited and will result in disciplinary action, up to and including termination of employment. Periodic reviews/audits of each area within the Company are made to safeguard against such incidents.

Anyone who knows of another individual who is participating in any of the aforementioned criminal conduct must report it immediately. An associate who fails to do so will be disciplined, up to and including termination of employment.

Disciplinary Action

The purpose of this policy is to state Willkomm Companies’ position in administering effective action to address unsatisfactory conduct or job performance in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels. Poor job performance can be addressed by means of a progressive disciplinary action process. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the associate for satisfactory service in the future.

Although employment with the Company is based on mutual consent and both the associate and the Company have the right to terminate employment-at-will, with or without cause or advance notice, the Company may use progressive discipline at its discretion.

Progressive discipline will be utilized with respect to most job performance and discipline issues. There may be circumstances when one or more steps are bypassed. The following steps will be a guide to be utilized: a first incident may call for verbal warning; a second offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment. Associates who have been disciplined may be placed on probation and be subject to further discipline up to and including discharge if the unacceptable performance is repeated or uncorrected. There are certain types of associate issues that justify either a suspension or termination of employment, without going through the usual progressive discipline steps.

Associate Warnings

An associate warning may be issued to an associate who has violated a company policy or has a behavior that needs adjustment. After the report is written, the associate will be given the opportunity to make a statement on the report. If an associate violates the same policy within a six-month period, he/she may be terminated. If an associate accumulates three warning reports in a ninety (90) day period, he/she may be terminated. In some cases of misconduct or violation of company policy, a warning report may not precede an associate termination.

Associate Meetings

Willkomm Companies encourages open communication between all associates. Division meetings are intended to give everyone an opportunity to voice opinions and present ideas. Associates are encouraged to attend and participate. All associates are paid for time spent at meetings.

Controlled Substance Abuse Policy

All Willkomm Companies (WC) locations are Drug Free Zones. It is the policy of WC to provide a workplace free of alcohol and illegal drugs and to take reasonable measures to ensure that associate alcohol and drug use does not jeopardize the safety and health of Company associates, the public, or the success of WC’s operation, or otherwise adversely affect the Company or its customers.

The dangers of alcohol or drug abuse in the workplace are far reaching. Such abuse can affect not only the abusing associate, but fellow associates, and members of the public as well. WC associates work closely together and rely upon one another to a great extent. The safe performance of the work in which associates undertake demands each associate’s full attention and clear thinking. As a result, the Company and each associate have a right to expect that all associates are drug and alcohol free and prepared to do their jobs in as safe a manner as possible at all times. This drug and alcohol free requirement is based on the fact that any measurable amount of an illegal drug or alcohol in a person’s body can have an influence on that person, even if the impairment is not readily noticeable to other people. WC sees no reason to accept even a small risk that on-the-job or off-the-job drug or alcohol use by associates might cause or contribute to accidents or other job performance problems. This policy applies to all associates and may be modified by the Company at its discretion. This policy is not a contract of employment, express, implied or otherwise, and does not change in any way the at-will employment relationship between the Company and it associates. Associates must comply with this policy as a condition of employment.

Rules of Conduct

The following rules apply to all associates. Violation of these rules will subject associates to severe disciplinary action, up to and including discharge. 1. The use, sale, attempted sale, manufacture, purchase, attempted purchase, possession or transfer of alcohol or illegal drugs while on Company property, on Company business or in a company vehicle, is prohibited. 2. Being subject to the effects of alcohol or illegal drugs while on Company property, on Company business or in a Company vehicle is prohibited. 3. Conviction under any criminal drug statute occurring in or out of the workplace, on or off company time must be reported to Personnel within five (5) days of the conviction. 4. The use, sale, dispensing, or possession, at any time, of illegal controlled substances including drugs and narcotics may result in immediate discharge. This applies whether the associate is on or off the job and whether the associate is on or off Company property. 5. Any associate currently taking medication of any kind, either over-the-counter or by prescription, which may affect his/her ability to perform the job in any way, or which may present a safety risk, must immediately report such medication to their supervisor/manager.

Alcohol and Drug Testing

Associates and/or applicants may be required to undergo a blood test, urinalysis, hair, nail or other illegal drug and/or alcohol screening test under any of the following circumstances: 1. Pre-employment. Upon a conditional offer of employment, applicants are required to undergo a screening for illegal drugs within 48 hours. 2. At the time of medical treatment from an on-the-job injury; or within 48 hours of any of the following: an on-the-job injury, an on-the-job accident or when an on-the-job injury or accident is barely avoided. 3. The Company will request a screen whenever there is reasonable suspicion that an associate is subject to the influence of alcohol or illegal drugs while at work. Reasonable suspicion exists when the associate exhibits unusual behavior including, but not limited to, alcohol on the breath, and/or any indication of physical or mental impairment, such as lack of balance, slurred speech, emotional outbursts, confused or illogical thought processes, incoherence, extreme forgetfulness, enlarged or reduced pupils, flushed skin and tremors or convulsions. Policy definition of unacceptable blood alcohol level: .08 or above as defined in the Wisconsin Vehicle Code.

Implementation and administration of this policy will be in accordance with any applicable local, state and federal laws.

When this policy is distributed, each associate must read the Policy, then sign, date and turn the acknowledgement form in to their Manager. Associates asked to undergo a drug and/or alcohol test may be required to read, sign and date a consent form in the presence of a witness by the Company and/or the testing facility. It is the responsibility of the associate to alert either the Company or the testing facility of any prescribed medications that may be detected by such a test. Proof of such medication may be requested as well.

Inspection for Alcohol and/or Drugs

The Company reserves the right to inspect all parts and aspects of its premises for illegal drugs, alcohol or other contraband. All associates and visitors may be asked to cooperate in inspections of their persons, work areas and property (such as purses, tool boxes, lunchboxes, briefcases, desks, lockers or cars) that might conceal illegal drugs, alcohol or other contraband. Associates who possess illegal drugs, alcohol or other contraband or refuse to cooperate in inspections will be subject to appropriate disciplinary action up to and including termination of employment.

Consequences 1. Applicants who refuse to submit to a drug screen or who test positive for illegal drugs will not be hired by the Company. 2. Associates who refuse to cooperate in tests required by this policy may be subject to discipline up to and including termination. 3. Associates who test positive for illegal drugs or unacceptable level of alcohol (.08 or above) or otherwise violate this policy will be subject to appropriate action up to and including termination of employment. Company reserves the right to adjust disciplinary measure to each situation.

Confidentiality of Drug and Alcohol Testing

Information and records relating to positive test results, drug and alcohol dependencies, medical restrictions, and legitimate medical explanations provided to the Company shall be kept confidential and maintained in files separate from associates’ personnel files. Such records and information my be disclosed to and among Company’s supervisors and managers on a need to know basis and may be disclosed where relevant to a grievance, charge, claim, lawsuit or other legal proceeding initiated by or on behalf of an applicant or an associate. Any testing facility used by the Company shall have a similar requirement of confidentiality with regard to release of results and information.

Sexual Harassment Policy

Willkomm Companies’ position is that sexual harassment is a form of serious misconduct that undermines the integrity of the employment relationship. Sexual harassment is specifically prohibited as unlawful and as a violation of Company policy. All associates have the right to work in an environment free from all forms of unlawful discrimination and conduct which can be considered harassing, coercive or disruptive, including sexual harassment. Anyone engaging in harassing conduct will be subject to discipline up to and possible including termination.

What is sexual harassment? Sexual harassment is defined as any unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually oriented conduct which is offensive or objectionable to the recipient, including, but not limited to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters, cartoons, pictures or drawings.

When is conduct unwelcome or harassing? Unwelcome sexual advances (either verbal or physical), requests for favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

 Submission to such conduct is either an explicit or implicit term or condition of employment (e.g. promotion, training, timekeeping or overtime assignments) or  Submission to or rejection of the conduct is used as a basis for making employment decisions (hiring, promotion, termination) or  The conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment

What is not sexual harassment? Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and that, therefore, interferes with work effectiveness.

What should you do if you are sexually harassed? An individual who feels that he or she is being harassed should inform the offending party that they object to that conduct. If the individual is uncomfortable doing so, or if the offending party continues, report it immediately to your Division Manger. If you are uncomfortable reporting to the Division Manager or the Division Manager is the offending party, you should report it to the Personnel Manager or Vice President. It is preferable to make a complaint in writing, but you can accompany or follow up your written complaint with a verbal complaint. All reports will be held in the utmost confidence, but will be investigated and dealt with expeditiously. Possible witnesses as well as the person named in the complaint will be interviewed. The complaint and the investigative steps and findings will be documented as thoroughly as possible. The associate filing the complaint will be contacted about the status of the complaint and whether action is being taken once the investigation is complete. Willkomm Companies will not retaliate or discipline any associate for making a sexual harassment complaint, or for being a witness in an investigation of a sexual harassment complaint.

Sexual Harassment Policy (Continued)

Most sexual harassment complaints can be avoided by concentrating on work in the workplace, by common politeness, and by keeping sexual matters out of the workplace. Associates should be aware that, even if particular conduct is not illegal “sexual harassment,” it may still violate other standards of conduct, such as not working while on duty, rudeness to other associates, customers and vendors and excessive socializing. Such violations may lead to discipline, up to and including discharge.

Security, Safety and Fire Prevention

The establishment and maintenance of a secure and safe work environment is the shared responsibility of management and associates from all levels of the Company. Management will attempt to do everything within its control to assure a safe environment and compliance with federal, state, and local safety regulations. It is important for you to familiarize yourself with the safety rules of your job. The following is part of the Company’s safety program. Your supervisor may provide further safety related information. Failure to follow applicable safety rules and procedures will result in discipline, up to and including discharge.

For everyone’s safety, the Company requires associates to follow these safety guidelines:  Do not run on the premises. Walk with a short stride. Watch for slippery spots and tripping hazards. Avoid shortcuts; use walkways.  Report loose carpeting or damaged flooring to Management.  Do not attempt to lift obviously heavy objects alone. Ask for help. Use a hand truck or other equipment to make the work easier.  Keep aisles free of clutter (empty boxes, etc.)  Flammable materials, such as papers, cardboard, oil or paint-saturated rags must never be left lying around and should be stored or disposed of properly.  Know where fire exits and fire extinguishers are located and where emergency numbers are posted.  Immediately report any condition or practice considered unsafe or unhealthy to your supervisor before an accident occurs.  Wear safe shoes. High heels, open toes, or open heel shoes are dangerous. Loose or worn soles and heels on shoes can cause a trip or slip.  Clean spills immediately. Debris or out of place articles on the floor should be picked up before someone falls.  Suitable clothing and footwear must be worn at all times. Personal protection equipment (hard hats, gloves, eye protection, back belts) will be worn whenever needed as described in the PETRO Safety Manual or as required by your supervisor.  Horseplay is prohibited.  Work shall be well-planned and supervised to avoid injuries in the handling of heavy materials and using equipment.  Injuries/accidents should be reported to the supervisor immediately.  Should an accident occur involving a customer (such as a fall); the manager must be notified promptly. It is vital to ensure prompt assistance for the customers and to document the incident.  Restaurant and other personnel that work around and with food must always wash their hands before work, during work, and after smoking, eating, drinking, or using the restroom.

Security, Safety and Fire Prevention (Continued)

 Associates in food handling positions must, by state law, report to work free of communicable or infectious diseases. If you work in this type of position, you may not work while you are infected with a communicable disease. Please report any symptoms to your supervisor that indicate that you may be ill with a disease that is transmissible through food. Such symptoms may include: diarrhea, fever, vomiting, jaundice, sore throat with fever, lesions containing pus on the hand, wrist or an exposed body part, etc.  Cloths and sponges used for cleaning counters and tables in the restaurant should be moist, frequently sanitized and used for no other purpose.  Use handrails while going up or down stairs. Do not carry anything which blocks your vision.  Keep drawers and cabinet doors closed.  No associate shall be permitted to work while their ability or alertness is impaired by fatigue, illness, prescription medicine, over-the-counter cold remedies, or other causes that might expose the associate or other to injury.  Associates should be alert to see that all guards and other protective devices are in the proper places and in good working order. Deficiencies must be reported to the manager immediately.  Associates shall not handle or tamper with any electrical equipment, machinery, or air or water lines in a manner not within the scope of their duties, unless they have received specific instructions.  Do not throw articles, especially materials and equipment. Dispose of all waste properly and carefully.  Should you be involved in a robbery, DO NOT resist under any circumstance. Money and valuable can be replaced, but your life cannot. Try to notice any characteristics and dress of the person(s) involved in order to give information to the authorities. See your supervisor for more information.

Slip and Fall Procedure

Prevention

Policy: Associates should take precautions and help protect customers from possible slip and falls.

Process

1. Use “Wet Floor” signs whenever extra caution is required.

2. Keep aisles clear, use care when restocking shelves.

3. Remove ice and snow accumulation repeatedly each day, use deicing material generously.

4. Clean up oil and gas spills as soon as possible.

In case of a slip and fall

Policy: Accidents do happen so in the case of a slip and fall, certain steps need to be taken to protect Willkomm Companies. These procedures should be done regardless of how small or insignificant they seem to be.

Process

1. Ask the customer if they are O.K. and if they need medical assistance.

2. Make the customer as comfortable as possible. (i.e. coffee or soda, calm them down, find them a place to sit, etc.)

3. Associates should stay completely impartial to admitting no fault of WC. (i.e. DO NOT say comments such as, “People slip there all the time.”)

4. Fill out an incident report completely. (Name, address, telephone number, incident, etc.)

5. Photograph the area or hazard as soon as possible after the accident has occurred. Make sure the picture is taken while the customer is still there.

6. These procedures can be done as quickly or as slowly as the customer chooses, but they must all be done completely and tactfully.

What to do When an Injury Occurs Checklist

Immediately 1. Administer first aid. 2. Accompany the injured worker to a selected medical provider, if necessary. 3. Notify the injured person’s family. 4. Report the injury within the company. Contact Jim at bulk plant via email/phone ASAP. Fill out the incident report and copy to Jim.

Where to go When an Injury Occurs

Racine

If minor injury and between the hours of 8 am – 5 pm M-F, use Concentra.

Concentra Medical Center 262.886.3997 1147 Warwick Way Racine, WI 53406

If major injury or if injury occurs after Concentra hours or on weekend, go to Racine St. Mary’s Hospital.

St. Mary’s 262.687.4011 3801 Spring St Racine, WI 53405

Kenosha

If minor injury and between the hours of 8 am – 5 pm M-F, use Concentra.

Concentra Medical Center 262.886.3997 1147 Warwick Way Racine, WI 53406

If major injury or if injury occurs after Concentra hours or on weekend, go to Kenosha Aurora Hospital.

Aurora Hospital 262.948.5600 10400 75th St Kenosha, WI 53142

Resignation/Termination

Associates resigning from the Company are requested to give two (2) weeks written notice of intent to resign to their supervisor. This written notice should include the reason for resignation and effective termination date.

Associates who leave the Company, either through resignation or any other type of termination, must return any Company property in their possession, such as office keys, safety equipment, uniforms, tools, and supplies to their immediate supervisor.

Associates, who have given at least two weeks notice to the Company and have not terminated for reasons of gross misconduct, will be paid for all earned vacation at the time of termination. However, if an associate’s last day is before bonuses are calculated and paid out, then they will not receive that payment. Failure to give two week notice will result in your wages being paid at minimum wage for the last pay period that you worked with no vacation or bonus payout.

Holiday Pay Policy

Policy: Any associate of Willkomm Companies who is required to work on a WC paid holiday is eligible for holiday pay. Salaried associates are eligible for compensatory time off from work.

Process:

1. The list below illustrates the holidays for which an associate is eligible for holiday pay or compensatory time off.

Christmas Eve 5:00 p.m. – Midnight Christmas Day New Year’s Eve 5:00 – Midnight New Year’s Day Easter Memorial Day Independence Day Labor Day Thanksgiving Day

2. WC associates who are paid hourly will receive pay equal to 1.5 times their regular rate for hours worked during a WC paid holiday. Ex: Susie earns $8.00/hr. She works on Christmas Eve from 5-10:30pm. Susie is eligible for holiday pay and will earn $12.00/hr for 5 ½ hours. Ex: Joey earns $7.50/hr. He works on New Year’s Eve from 9-4:30pm. Joey is not eligible for holiday pay because he is gone before 5pm. Ex: Cameron earns $8.75/hr. He does not work on Christmas Day. Cameron is not eligible for holiday pay because he did not work the holiday. Ex: Emily earns $9.00/hr. She works on Christmas Eve from noon-8pm. Emily is eligible for 3 hours of holiday at $13.50/hr. Hours noon-5pm will be paid straight time.

3. WC associates who are paid a salary will receive compensatory time off for WC paid holidays. Ex: Gary is a salaried employee. He is not required to work on Christmas day because he is eligible for compensatory time off.

4. Full time JWI drivers will receive $100.00 holiday pay for any holiday that salaried JWI associates would receive compensatory time off. If a full time driver works a WC paid holiday that falls on a weekend, they will receive $25.00 for every load. Part-time JWI drivers will receive $25.00 per load no matter which WC paid holiday they work.

Vacation Policy

Full-time associates of Willkomm Companies are eligible for paid vacation time after one year of service. Full-time and salaried associates are eligible for paid vacation time based upon the number of hours worked in the previous calendar year up to a maximum of 40 hours per week. “Full-time” is defined as averaging 35 hours per week. It is required that an associate work at least 90 days in their first calendar year to qualify for vacation in their second calendar year of employment. Vacation pay earned is as follows: Years of Service Paid Vacation Time Less Than One Year See Schedule Below One Year 1 Week Three-Nine Years 2 Weeks Ten- + Years 3 Weeks An associate must hit their “#” year anniversary before qualifying for their paid vacation time. Therefore, when an associate has their 3 year anniversary, they will be eligible for 2 weeks paid vacation the following calendar year. Likewise, when an associate has their 10 year anniversary, they will be eligible for 3 weeks paid vacation the following calendar year. Ex: Maria began her employment on February 14, 2007. On February 14, 2010 she will have her 3 year anniversary. Maria will be eligible for 2 weeks paid vacation January 1, 2011. Vacation is paid at your regular rate of pay for your home job code at the time vacation is taken. Compensation in lieu of time off is permitted after 2 weeks of paid vacation time is earned (maximum of 40 hours may be converted to compensation, at the discretion of your manager). Your scheduled vacation must be approved in advance by your manager and taken prior to the end of the current calendar year. Vacation is not carried over from one calendar year to the next.

During your first year of service associates must work no less than 455 hours to be eligible for vacation (also meeting the full-time requirements as stated above) at the beginning of the next calendar year. Hours worked in year one Hours of vacation eligible in year two 0—454 0 hours 455—734 7 hours 735—1014 14 hours 1015—1294 21 hours 1295—1574 28 hours 1575—and up 35 hours

Ex: Lilia begins her employment with WC January 12, 2010 and worked 1750 hrs as a full-time employee her first year. On January 1, 2011, Lilia will be eligible for 35 hours of vacation because she falls into the 1575 and up bucket. Ex: Jose begins his employment with WC June 30, 2010 and worked 910 hrs as a full-time employee his first year. On January 1, 2011, Jose will be eligible for 14 hours of vacation because he falls into the 735-1014 bucket. Ex: Kaitlin begins her employment with WC November 1, 2010 and worked 280 hrs as a full- time employee in her first year. On January 1, 2011, Kaitlin will not yet be eligible for vacation because she had not worked at least 455 hours her first year of employment. Kaitlin will become eligible for vacation January 1, 2012 based on the hours she works in 2011.

Vacation pay does not accrue. It is earned after each calendar year of service completed. If you are a part time associate, and your status changes to full time, you become eligible much the same as a new full-time hire. Hours will be earned based on the table above. If you do not earn at least 455 hours in the first year of your new status, you will not be eligible to take paid vacation the next calendar year.

If associate is terminated or leaves company without giving two week notice, no vacation benefit will be paid out.

Leaves of Absence Willkomm Companies provides four types of Leaves of Absence: Family and Medical, Disability, General and Military Leave. All associates are encouraged to contact their supervisor to request any of the leaves available or for clarification of eligibility. The following is general information regarding each type of leave:

FAMILY AND MEDICAL LEAVE ACT (FMLA)

Eligible associates will be provided up to twelve weeks per year of unpaid leave in a twelve month period for specified medical reasons. Under this policy a year is defined as a rolling twelve month period. In certain cases, this leave may be taken on an intermittent basis rather than all at once. When leave is requested, the previous twelve month period will be reviewed for the amount of Family and Medical Leave hours used to determine the amount of leave time available. An associate who takes Family and Medical Leave hours used to determine the amount of leave time available. An associate who takes Family and Medical Leave may return to the same job or a job with equivalent status and pay. Exception: If the associate requesting FMLA leave is a salaried associate, is among the highest paid ten percent of Company associates employed within a seventy-five mile radius, or if the situation arises where the Company could sustain substantial economic injury, then the Company can deny an equivalent position or salary. In this situation, the associate may be given an opportunity to return to work for the Company but not necessarily to a position of the same status or pay. If an associate does not return to work at the end of the twelve weeks, he/she will be considered to have voluntarily resigned from employment with the Company.

Associate Eligibility To be eligible for FMLA benefits, an associate must: 1. Work for a covered employer, 2. Have worked for the employer for a total of twelve months; and 3. Have worked at least 1,250 hours over the previous twelve months.

Reasons for Leave: An associate may be entitled to FMLA for the following reasons:  For the birth ad care of newborn child of the associate;  For placement with the associate of a son or a daughter for adoption or foster care;  To care for his/her own serious health condition, including work-related injuries/illness, which would otherwise qualify as a serious health condition.  To care for an immediate family member (spouse, child or parent) with a serious health condition.

Notice of Leave: Associates must provide the following: When the need for leave is foreseeable, such as a birth or adoption of a child, or planned medical treatment, the associate must provide at least 30 days’ notice before the leave is to begin by completing a Request for Leave of Absence form and, if possible, an associate should schedule the leave so it does not disrupt the Company’s operations. In a case of personal illness or injury, the associate is required to periodically report his/her leave status and intention to return to work. Associates will not be required to provide period reports and medical certification more than once per month. All requests for family and medical leaves of absence due to illness must include a Certification of Physician or Practitioner form, attached to a completed Request for Leave of Absence form. The Company may request a second or third medical opinion (at the Company’s expense) and periodic recertification. If an associate is absent for more than three consecutive work days, a Request for Leave of Absence form must be completed and submitted to the associate’s supervisor. The request will be reviewed and a determination made as to whether the absence qualifies under the FMLA.

Scope The provisions of this policy shall apply to all family and medical leaves of absence except to the extent that such leaves are covered under other paid employment benefit plans or policies for any part of the twelve weeks of leave to which the associate may be entitled under this policy. In other words, if an associate is entitled to paid leave under another benefit plan, such as sick leave and vacation, the associate must take the paid leave first as part of the twelve weeks allowed for family and medical leave. Exception: Associates who are receiving workers’ compensation or other disability benefits while on leave are not required nor may they elect to use any form of paid leave provided by the employer during any portion of the absence covered by the workers’ compensation payments. However, the workers’ compensation leave will be counted towards FMLA leave.

Status of Associate Benefits During Leave of Absence: 1. Any associate who is enrolled in the group health insurance plan, and is granted an approved leave of absence under this policy, must continue to pay his or her share of the group health premiums while on unpaid leave in order to retain his or her coverage. Associates should make arrangements with Willkomm Companies Benefit Department to make these payments. 2. In the event that an associate elects not to return to work upon completion of an approved leave of absence, the Company may recover from the associate the cost of any payments made to maintain the associate’s benefit coverage, unless the failure to return to work was for reasons beyond the associate’s control. Benefit entitlements based upon length of service will be calculated as of the last paid workday prior to the start of the unpaid leave of absence.

Disability Leave

This policy is designed to provide disability leave to associates who do not qualify under the Family and Medial Leave Act (FMLA) and are medically not able to work, or are not able to return to work after the twelve weeks of FMLA leave. Procedure: A Request for Leave of Absence form must be completed by the associate and submitted to the associate’s manager for approval with a Certification of Physician or Practitioner form stating they are unable to work due to personal or family medical reasons. Duration of Leave: The maximum duration of the leave will be one year for all associates regardless of the medical reason. If an associate takes more than one year of disability leave their employment with the Company will be terminated at the end of the one year period. After this time, if an associate’s released to return to work by their doctor, they will need to reapply for employment and will be considered as any other outside applicant. Should an associate accept other employment while on leave status, this action shall be considered voluntary resignation. Reinstatement: There is no guarantee that an associate’s job will be available upon completion of their disability leave. An associate is required to notify the Company when they are able to return to work and must provide a release to return to work from their doctor. An associate who returns from disability leave and was performing in a satisfactory manner prior to the commencement of the leave may be given preferential consideration for future job openings for which they are qualified, for a period of ninety (90) days after the doctor’s release is provided to the Company. If no job openings for which the associate is qualified for occur within the ninety (90) day period, he/she must re-apply for employment and will be considered as any other outside applicant. If, during the ninety (90) day period, and associate is offered a position for which they qualify and do not accept, he/she will be considered to have voluntarily resigned and must re- apply for employment as any other outside applicant. Benefits: Vacation Leave-Associates will be required to use any available vacation time towards the disability leave, unless they are receiving worker’s compensation benefits. Once this paid time is exhausted, the balance of the leave will be without pay. Associates on disability leave will not accrue additional vacation for the duration of the leave. Insurance-All group health benefits will cease at the commencement of the leave. An associate may elect to continue their current group insurance coverage through COBRA for the duration of the leave by paying 100% of the premium. These benefits will be reinstated upon return from the leave in accordance with contract provisions. Holiday Pay-No holiday pay will be received while on unpaid disability leave. Benefit Entitlements-Associates who are reinstated at the end of leave will receive benefits entitlements based upon length of service calculated as of the last paid work day prior to the start of the leave.

General Leave

Certain conditions arise such as government service, educational opportunities and personal circumstances which may justify granting leaves of absence without pay to regular full-time associates. An authorized absence from work not covered under Military Leave, Disability Leave, and Family and Medical Leave shall be considered a General Leave of Absence.

Eligibility: To be eligible for General Leave, associates must have at least one year’s continuous service with the Company, and the leave must be approved by the appropriate supervisor. The maximum duration of a General Leave will be 12 weeks. Should an associate accept other employment while on leave status this action will be considered voluntary termination. Procedures: A request for Leave of Absence form must be completed by the associate and submitted to their manager for approval. Reinstatement: There is no guarantee that associates on General Leave will return to the same position held at the start of the leave. However, the Company will endeavor to assign them to the highest level position for which they may be qualified. Associates must notify a manager in writing 30 days before the expiration of the leave indicating their desire to return to full-time work at the end of the leave. An associate who takes general leave and was performing in a satisfactory manner prior to the commencement of the leave may be given preferential consideration for reinstatement for future job openings for which he/she is qualified, for ninety (90) days after the associate has notified the Company of his/her desire to return to work. If no job openings occur for which the associate is qualified within the ninety (90) day period, he/she will be automatically discharged and he/she must re-apply for employment and will be considered as any other outside applicant. If, during the ninety (90) day period, an associate is offered and does not accept a position for which he/she qualifies, he/she will be considered to have voluntarily resigned and must re-apply for employment as any other outside applicant. Upon returning to the Company, the associate’s salary will be determined by the position available. Benefits: In so far as benefits are concerned, coverage under group life, medical, and accident are suspended until the associate returns to full-time employment. However, the individual may continue the medical coverage through COBRA for the duration of the leave. Associates are responsible for the entire premium amount in accordance with the contract provisions. These benefits will be reinstated upon return from leave in accordance with the contract provisions. Associates on General Leave accrue no additional vacation time since leave time is not counted in determining length of service. At the beginning of leave, associates will be paid for any unused vacation leave to which they may be entitled.

Military Leave

Reservists and Members of the Guard: Associates serving in the Reserve or National Guard will be granted unpaid military leave to enable them to attend training as Reservists or Guard members. Associates who will require leave are expected to show their orders to their supervisor as soon as they receive the orders.

REINSTATEMENT: At the end of active duty, associates are required to report for work within the applicable time period, depending on the length of leave, and will be able to return to their former job equal in status and pay.

BENEFITS: Vacation Leave-Associates called to active duty in the Reserve or National Guard will be granted unpaid leave. Reservists or Guard members may elect to use accrued annual leave for this purpose if requested in writing. Holiday Pay-Holidays will be paid to Reservists or Guard members on this type of military leave if: 1. The holiday falls during the leave of absence, and 2. The leave time does not exceed 31 days.

Insurance-A Reservist or Guard members’ health insurance will continue at the regular associate premium for up to 31 days. If the period of training is more than 31 days, the health insurance benefits will cease and eligible associates may elect to continue their current coverage through COBRA for the duration of the leave (maximum of 18 months) by paying 100% of the premium. Upon reemployment the associate and covered dependents will not have any exclusion or waiting period. Reservists or Guard members who return to work or apply for reinstatement, within the applicable time period, will be entitled to all seniority and benefits that accrued as of the time training began plus any seniority and benefits that would have accrued had they been continuously employed.

Military Service in the Armed Forces: Associates who leave regular jobs to enter the armed forces, whether voluntarily or because of a draft, will be entitled to return to their previous position or a comparable position in status and pay when they are discharged from the service.

ELIGIBILITY FOR REINSTATEMENT:

The returning associate must: 1. Be honorably discharged or rejected for enlistment; 2. Serve no more than five years; and 3. Reapply within the applicable time period, depending on length of leave (unless delayed for medical reasons).

BENEFITS:

Vacation Leave-Eligible associates will receive all accrued vacation leave available at the time the leave begins. Upon return from military leave, associates shall be entitled to the amount of vacation leave for which their seniority qualifies them, counting their time served in the armed forces.

Holiday Pay-No holiday pay will be received while on this type of military leave unless the leave time is for 31 days or less.

Insurance-Health insurance will continue at the regular associate premium for up to 31 days. If the period of service required is more than 31 days, the health insurance benefits will cease, and eligible associates may elect to continue their current coverage through COBRA for the duration of the leave (maximum 18 months) by paying 100% of the premium. Upon reemployment, the associate and covered dependents will not have any exclusion or waiting period.

Associate Referral Policy

Policy: An associate who refers a person for employment with Willkomm Companies may receive a $100 bonus.

Process:

A $100 bonus will be granted to the associate if the referred associate is still employed after 180 days.

401(k) Savings Plan

Willkomm Companies has a 401(k) Savings Plan available to all eligible associates. Associates may elect to have up to 15% of their gross earnings deducted from their pay period to be deposited into the 401(k) Savings Plan. The 401(k) Savings Plan is a tax- deferred plan, meaning associates do not pay Federal or State Income Tax on the income until it is withdrawn by an associate or after retirement. To be eligible, associates must be 21 years of age and must have been employed for a minimum of one year of continuous employment, in which they have worked 1,000 hours or more. The Company will match an associate’s contribution at the following contribution % schedule.

Associate % Company % Contribution Contribution 1 1 2 2 3 3 4 3.5 5 4 6 4 (max)

Health Insurance

Policy: Our health insurance benefit is a combination of two plans: Humana Health Insurance Plan and a Health Reimbursement Account (HRA). Health insurance is available to JWInc employees, Division Leaders, Assistant Division Leaders, shift leaders, office managers, mechanics, and PETRO:Lube Service Advisor. Any eligible dependent of the previously mentioned are also eligible for coverage. All eligible employees must be full- time associates of Willkomm Companies.

Process:

1. “Full-time” is defined as working a minimum of 35 hours per week.

2. There is a ninety (90) day qualifying period before coverage becomes available. An employee must enroll when first qualified or they will not be able to enroll again until August 1st.

3. If an employee changes job positions, they are still required a ninety day qualifying period before their coverage becomes available. The ninety day qualifying period begins the first day of active duty in their new position.

4. The employee pays an HRA deductible of $300 ($600 for employee+1/family) out of a $5,000 ($10,000 if employee+1/family) Humana deductible. For the remaining $4,700 (or $9,400 for employee+1/family) the HRA will pay 80% (or 65% for employee+1/family) leaving the employee responsible for 20% (or 65% if employee+1/family).

5. After the deductible is met, the employee is responsible for 20% of the next $10,000 ($20,000 if employee+1/family).

6. The maximum out of pocket costs to the employee in network, including the deductible, is $3,240 for singles and $7,890 for employee+1/family.

7. The employee will be charged $30 co-pay for office visits and $50 for specialist visits.

8. Preventive care services are covered 100%.

9. The employee will be charged $150 co-pay for any emergency care services.

10. For more information, please contact Christine in Human Resources.

AFLAC Insurance

Willkomm Companies offers AFLAC to all employees and their dependents. If you are eligible for our primary insurance with Humana, AFLAC will act as a secondary insurance plan if you choose to enroll. Through AFLAC, you will be offered a choice of accident, personal sickness, and specified disease insurance plans.

 AFLAC insurance plans are 100% employee paid and there is no obligation to enroll.

 All plans through AFLAC provide a direct cash payout to the policy holder, to be used at their discretion.

 There is a 90 day qualifying period before coverage becomes available to new hires.

 Employees must enroll when first qualified or they will not be able to enroll again until open enrollment on June 1st.

For more information on AFLAC insurance, please contact Christine in Human Resources.