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EMPLOYEE HANDBOOK EMPLOYEE HANDBOOK TABLE OF CONTENTS

INTRODUCTION...... 4 ABOUT ...... 5 OUR CORE PURPOSE, VISION, MISSION, CUSTOMER PROMISE AND VALUES...... 5 NATURE OF EMPLOYMENT...... 6 COOPERATION & COMMUNICATION...... 6 CODE OF EMPLOYEE-EMPLOYER RELATIONS...... 6 EMPLOYMENT...... 7 EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION...... 7 DIVERSITY...... 7 REASONABLE ACCOMMODATIONS...... 7 IMMIGRATION...... 8 NEPOTISM...... 8 WORKPLACE RELATIONSHIPS...... 8 NO CHILD LABOR...... 9 OUTSIDE EMPLOYMENT AND OTHER ACTIVITIES...... 9 PRE-EMPLOYMENT SCREENING...... 9 ANTI-HARASSMENT...... 9 INTRODUCTORY PERIOD...... 10 PERFORMANCE APPRAISALS...... 11 EMPLOYMENT CLASSIFICATION...... 11 TIME AND ATTENDANCE...... 12 COMPENSATION...... 13 COMPENSATION PHILOSOPHY...... 13 VARIABLE COMPENSATION...... 13 PAY NON-DISCRIMINATION PROVISION...... 13 PAY PERIODS...... 13 TIME REPORTING...... 13 REST PERIODS AND MEAL BREAKS...... 13 PAYROLL DEDUCTIONS...... 13 OVERTIME COMPENSATION...... 14 SHIFT DIFFERENTIAL...... 14 BUSINESS EXPENSE REIMBURSEMENT...... 14 COMPANY VEHICLES...... 15 EMPLOYEE BENEFITS...... 16 HEALTH AND WELFARE BENEFITS...... 16 INSURANCE CONTINUATION OF COVERAGE (COBRA)...... 16 HOLIDAY TIME...... 16 PAID LEAVE...... 17 NEW PARENT LEAVE...... 18 BREAK TIMES FOR NURSING MOTHERS...... 18 BEREAVEMENT...... 18 TIME OFF TO VOTE...... 18 JURY AND WITNESS DUTY...... 18 EMPLOYEE REFERRAL PROGRAM...... 19 EMPLOYEE RECOGNITION PROGRAM...... 19 EMPLOYEE HANDBOOK TABLE OF CONTENTS

LEAVES OF ABSENCE...... 20 FAMILY AND MEDICAL LEAVE...... 20 LEAVE DUE TO EMPLOYEE ILLNESS OR INJURY (NON-FMLA)...... 23 PERSONAL LEAVE OF ABSENCE...... 23 BENEFITS DURING NON-MILITARY LEAVES OF ABSENCE...... 23 MILITARY LEAVE...... 23 EDUCATION, TRAINING & PROFESSIONAL DEVELOPMENT...... 26 TRAINING POLICY...... 26 COMPANY SPONSORED TRAINING...... 26 EDUCATION REIMBURSEMENT POLICY...... 26 E-LEARNING...... 27 ADVANCEMENT & TRANSFER...... 27 EMPLOYEE ...... 28 CODES OF CONDUCT...... 28 EMPLOYEE CONFIDENTIALITY & INNOVATION POLICY...... 28 CORRECTIVE ACTION POLICY...... 28 COMPLAINT HANDLING...... 29 SOCIAL MEDIA USE AT INTERTEK...... 29 CONFLICT OF INTEREST...... 31 GIFTS, GRATUITIES, ENTERTAINMENT AND ...... 31 PROFESSIONAL APPEARANCE...... 31 ELECTRONIC COMMUNICATIONS...... 31 CELLULAR AND SATELLITE TELEPHONES...... 32 SOLICITATION AND DISTRIBUTION...... 33 VISITORS...... 33 INTERTEK CODE OF ETHICS...... 34 CODE OF ETHICS...... 34 INTERTEK HOTLINE...... 34 ADDITIONAL CODE OF ETHICS GUIDANCE...... 34 INTERACTIONS WITH GOVERNMENT REPRESENTATIVES AND AGENCIES...... 36 HEALTH & SAFETY...... 37 SAFETY POLICY...... 37 WORKERS’ COMPENSATION...... 37 SITE SECURITY AND WORKPLACE VIOLENCE...... 38 DRUG-FREE WORKPLACE POLICY...... 38 TOBACCO-FREE WORKPLACE POLICY...... 40 PERSONAL PROPERTY...... 40 INCLEMENT WEATHER...... 40 EMPLOYMENT RECORDS...... 41 EMPLOYMENT AND MEDICAL FILES...... 41 EMPLOYMENT APPLICATIONS AND RESUMES...... 41 BACKGROUND AND REFERENCE CHECKS...... 41 CHANGES IN PERSONAL INFORMATION...... 41 SEPARATION FROM EMPLOYMENT...... 41 UNEMPLOYMENT COMPENSATION...... 41 EMPLOYEE HANDBOOK INTRODUCTION

Introduction Intertek recognizes that its employees are its greatest asset. The energy, enthusiasm, and creativity that employees bring into the workplace are key drivers to the Company’s success. Intertek feels that equitable and competitive benefits and clear communication of policies and procedures will allow employees to focus on the important business of providing excellent service to our customers.

This handbook summarizes the principal Intertek benefits, obligations, procedures and policies and also provides guidance and information. If you have questions, need further information, or are in doubt as to how these policies and procedures apply to you, please contact your manager or the Human Resource Department.

As an Intertek employee, you are expected to adhere to the policies presented in this handbook. However, these policies and procedures do not comprise an exhaustive list of all conditions of employment. They do not constitute or imply a contract of employment, nor should they be taken as a promise of continued employment. Intertek is an “at-will” employer which means that either the employee or the Company may terminate the employment relationship at any time, for any reason not otherwise prohibited by applicable , with or without notice. Intertek reserves the right to modify, revoke, suspend, terminate, or change any and all such benefits, obligations, policies, or procedures, in whole or in part, at any time, without notice.

We look forward to a mutually rewarding and productive employment relationship. Please take the time to learn more about our by thoroughly reviewing this handbook and again, welcome to Intertek.

Introduction to the Employee Our employee handbook summarizes the they be taken as an agreement for continued Handbook Company procedures and policies that are employment. Intertek reserves the right to We are pleased to introduce you to the core important to you while working at Intertek modify, revoke, suspend, terminate, or change benefits, policies, and procedures that you will and provides guidance and information to any and all such plans, policies, or procedures, in experience as an Intertek employee! management and staff. It is impossible for whole or in part, at any time, without notice. any summary to detail every situation that Our company recognizes that people are our may be encountered. Therefore, if you need Please take the time to learn more about your greatest asset and the energy, enthusiasm, and further information, or are in doubt as to how organization by thoroughly reviewing this creativity that people bring into the workplace any of the policies and procedures applies to handbook and again, welcome to Intertek! are key elements to the Company’s success. you, please contact your supervisor or Human We feel that equitable and competitive Resources. * Union agreement may supersede benefits, policies, and procedures and their certain policies, benefits and procedures. clear communication will allow employees to While Intertek thoroughly believes in the Unionized employees are to refer to the focus on the important business of providing importance of adhering to the points presented current Union agreement for details. excellent service to our customers! in this handbook, these policies and procedures are not necessarily the sole conditions of employment nor do they constitute or imply a contract of employment. Neither should EMPLOYEE HANDBOOK INTRODUCTION

About Intertek Our mission to support and add value to our Our Customer Promise Intertek can trace its history back over 130 customers is delivered through over 40,000 “Our Innovative, Assurance, Testing, Inspection years. The Company has grown over the past people across Intertek worldwide. Intertek and Certification solutions delivered 24/7 with 100 years through developing new services offers a wealth of career opportunities and precision, pace and passion, enabling you to and expanding its operations to meet the challenges. As a truly global company, Intertek power ahead safely.”network, we enable our increased global demand for quality and safety enables you to share your skills and knowledge customers to dedicate their primary energies of products and services. across geographical, cultural and technical to their core business activities. We offer borders. We have a strong emphasis on training comprehensive programs and services which We provide services to a wide range of and professional development and this, draw on our industry specific knowledge and industries including, Aerospace & Automotive, together with the strength of our collective technical expertise. “ Building Products, Chemicals, Consumer Goods leadership, ensures that our people remain & Retailers, Electrical & Electronic, Energy, motivated to deliver a world class service. Our Values Food & Agricultural, Industrial, IT & Telecoms, We are a global family that values diversity. Medical & Pharmaceutical, Minerals, Petroleum, Our Core Purpose Toys, Games & Hardlines and Textiles Apparel & “To bring quality and safety to life” We always do the right thing. With precision, Footwear. We concentrate on industry sectors pace and passion. We trust each other and have in which we have the critical size to provide Our Vision fun winning together. our customers with global world-class services “To become the world’s most trusted partner which are based on a deep understanding of for Quality Assurance” We own and shape our future. their current and future needs and challenges. Our Mission We create sustainable growth. For all. Our reputation for quality and our close “Our mission is to exceed our customer’s relationships with our customers have enabled expectations with innovative and bespoke us to develop outsourcing with Assurance, Testing, and Certification services many globally-renowned companies. They are for their operations and supply chain. Globally. confident in the knowledge that Intertek will 24/7.” manage and operate their in-house testing facilities or quality processes along the entire supply chain, while reducing their overhead costs.

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Nature of Employment Code of Employee-Employer Relations • To not discuss Company confidential or Each employee of Intertek USA or Intertek Intertek is firmly committed to the fundamental customer confidential information and/or USA’s Affiliated, parent or subsidiary companies, principles and mutual rights and obligations activities; is an employee-at-will, which means that that make up the employment relationship • To comply with all applicable and an employee may resign at any time and between the Company and its employees. In ; Intertek may terminate an employee at any a continuing effort to implement reasonable time with or without cause. This at-will and effective personnel policies and practices, • To not engage in behavior while working employment relationship may not be changed Intertek pledges: or while attending a Company-sponsored by any written document, oral statements or event that could compromise the integrity representations, or by conduct, unless such • To employ individuals on the basis of their or damage the reputation of the Company change is specifically acknowledged in writing qualifications with assurance of equal While acting in the best interest of the by an authorized officer of Intertek. The term opportunity and treatment regardless employees and the business, Intertek maintains “Affiliate” means Intertek USA and any other of race, religion, creed, citizenship status, the right to make managerial decisions entity that, directly or indirectly through one or color, age, sex, sexual orientation, marital including, but not limited to, the following: more intermediaries, controls, is controlled by, status, national origin, mental or physical or us under common control with Intertek USA. disability, genetic makeup or veteran’s • To determine the goals, programs, and Without limiting the above, Affiliates of Intertek status or any other basis protected by direction of the Company; USA include all companies owned directly or federal, state, territorial, or local law. indirectly by Intertek Group plc. • To determine and change methods by • To compensate employees based on merit which operations are to be carried out; and to provide employee benefits which Cooperation & Communication are compatible with the industry. • To establish, change, or discontinue its Intertek values teamwork. Cooperation policies, practices, rules and regulations; is essential both within and between • To establish and maintain safe and departments, locations, and business lines and healthy working conditions. • To determine and change the size and employees are encouraged to assist their co- qualifications of the work force; • To welcome reasonable, constructive workers with the same energy and enthusiasm suggestions which relate to methods, • To assign duties to employees in as their external customers. Willingness to work procedures, working conditions and the accordance with Company needs and together as part of a team is a key contributor nature of the work performed. requirements; to job satisfaction and business success. • To establish open channels of • To transfer employees within Communication is also essential in communication with supervisors, departments or into other departments accomplishing personal and business goals. managers, and Human Resources. and other employee classifications; Intertek promotes an open-door policy in • To permit each employee discretion and • To determine and change hours of work; which employees are encouraged to discuss responsibility consistent with a well- any issues or concerns with their managers. • To provide performance reviews and coordinated and effective operation. Managers are responsible for addressing criteria in order to evaluate employee concerns and bringing timely resolution to The Company asks that employees bring performance; employee issues. If an employee is dissatisfied energy, enthusiasm and a willingness to • To reassign, supervise, discipline or dismiss with the timeliness or appropriateness of a cooperate and collaborate to work each day and employees; and, manager’s response, the employee should expects employees: discuss these concerns or issues with the next • To carry out any other activities as level of management or the Human Resource • To give a productive day’s work to the required by the needs of the business. Department. best of their abilities and skills; • To arrive at the workplace and begin work on time; • To demonstrate a considerate, friendly and constructive attitude towards fellow employees, customers, and the public; • To adhere to the policies adopted by Intertek;

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Equal Employment Opportunity and Reasonable Accommodations Intertek will make reasonable accommodations Affirmative Action INDIVIDUALS WITH DISABILITIES available for female employees affected Intertek is committed to providing equal Intertek complies with federal and state laws by pregnancy (which is defined to include employment opportunity to all applicants concerning the employment of persons with pregnancy, childbirth or medical conditions and employees without regard to ancestry, disabilities, and does not discriminate against related to pregnancy or childbirth) when such age (40 and above), creed, color, citizenship qualified individuals with disabilities in regard employees request an accommodation based status, disability (physical and mental, to application procedures, hiring, advancement, on the advice of their physician, even if the including HIV and AIDS), genetic information, discharge, compensation, training, or employee’s pregnancy is “normal, “ so long gender, gender identity or gender expression, other terms, conditions, and privileges of as the requested accommodation does not marital status, medical condition (genetic employment. These laws protect applicants impose an undue hardship on the business characteristics, cancer or a record or history or employees who have physical or mental operations of the Company. Employees can of cancer), military or veteran status, national impairments that qualify, under either federal submit a request form to their manager or origin, race, religion, sex (includes pregnancy, or applicable state, territorial, or local law, as HR to commence the interactive process. The childbirth, breastfeeding and/or related medical disabilities. Intertek is committed to providing request form can be found on the General conditions), sexual orientation or any other reasonable accommodations to qualified Employee Resources page of the intranet. status, classification, or activity protected employees with disabilities. The goal of such by law with respect to recruitment, hiring, accommodation is to assist the employee in ACCOMMODATION OF RELIGIOUS BELIEFS upgrades, training, promotion and other terms performing the essential functions of the job. Intertek complies with federal and state laws and conditions of employment. prohibiting discrimination in employment based Any employee who believes that he or she on the religious beliefs of employees and Intertek will also take affirmative action as requires a reasonable accommodation should applicants, and does not discriminate based on called for by applicable laws and Executive contact the Human Resources Department. religious beliefs in any aspect of employment. Orders to ensure that minority group All inquiries will be kept in confidence to the Intertek takes seriously its obligation to provide individuals, women, protected veterans and greatest extent possible and information reasonable accommodations to the sincerely disabled persons are introduced into our regarding a disability will be released only on held religious beliefs of its employees, including workforce and considered for promotional a narrow, need-to-know basis, as necessary the obligation to accommodate religious opportunities. Furthermore, written Affirmative to provide a reasonable accommodation. observances and religious dress, unless doing Action programs are established to aid in Intertek will engage in an interactive process so creates an undue hardship or a safety achieving representation in the workforce with the employee to identify a reasonable hazard. Generally, requests for accommodations of all groups as they are represented among accommodation that does not create undue for time off for religious observances will be similarly qualified members of the labor force hardship for the Company. Intertek reserves addressed through use of paid time off. Any from which employees are selected. The results the right to verify the impairment or medical employee who believes he or she requires a of the Affirmative Action programs shall be condition and limitations or restrictions reasonable accommodation should contact reviewed at least annually and the programs through medical documentation and/or a the Human Resources Department. Intertek modified as may be necessary to achieve second opinion and determine alternative will engage individuals in an interactive process stated objectives. accommodations. Employees can submit with the employee and management to a request form to their manager or HR to identify a reasonable accommodation that does Diversity commence the interactive process. The request not create undue hardship to the Company. In recognition of the broad diversity of cultures form can be found on the General Employee Employees can submit a request form to their represented across our global customer Resources page of the intranet. manager or HR to commence the interactive base, Intertek upholds workforce diversity process. The request form can be found on as an essential part of the company’s ability PREGNANCY ACCOMMODATIONS the General Employee Resources page of the to maintain long-term growth and success. Intertek will not discriminate against employees intranet. Intertek promotes changing workforce because of pregnancy based on gender and demographics and we believe that our ability pregnancy- related disabilities, with respect to to respect and manage employee differences terms and conditions of employment, refuse is essential to building diverse, high-performing to hire an applicant because of pregnancy or work teams which enhance Intertek’s discharge an employee because of pregnancy. competitive advantage in the marketplace. Additionally, Intertek will not treat a female employee whom we know, or should know, is affected by pregnancy in a manner less favorable than the way we treat non-pregnant employees with similar work abilities or inabilities.

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Immigration Nepotism • If employees become related or fall Intertek complies with U.S. Immigration laws In keeping with good business practice and to under the definition of immediate family and hires only those legally authorized to work guarantee equal employment opportunities to members after employment, reasonable in the United States. Individuals must have valid all, employment decisions made by a manager time will be provided to find a solution work authorization to be employed by Intertek. (including hire, promotion, merit, reassignment, for any potential conflicts of interest. If hours, scheduling, etc.) that impact the a solution is not possible, the Company In compliance with the Immigration and manager’s immediate family members must may require the transfer of one or both Nationality Act, Immigration Reform and be approved by the Vice President for the the related employees as a condition Control Act of 1986, Immigration Act of 1990, manager’s business unit and by the Human of continued employment. Transfer is the Illegal Immigration Reform and Immigrant Resources Executive. conditioned upon availability of open Responsibility Act of 1996, and positions for which an individual is Immediate family for purposes of this policy qualified. other related laws, each new employee, as a applies to individuals who are related by blood, Notwithstanding this policy, the Vice President condition of employment, must complete the marriage or adoption and is defined as: spouse, for the Business Line and the Human Employment Eligibility Verification Form I-9 and mother, father, step-parent, son, daughter, step- Resources Executive retain the right to refuse present documentation establishing identity children, brother, sister, half-siblings, mother-in- to appoint a person to a position in the same and employment eligibility. The form must be law, father-in-law, son-in-law, daughter-in-law, department, business line or facility, where completed within three (3) business days of the brother-in-law, sister-in- law, grandparent, his/her relationship to another employee has date employment begins. Failure to do so will grandchild, aunt, uncle, niece, nephew, and legal the potential for creating adverse impact affect continued employment with Intertek. guardian or other person who stands in place on supervision, safety, security or morale, or of a parent. For purposes of this policy, “spouse” involves a potential conflict of interest. When an employee’s work authorization expires means those employees having a legal marital, or an immigrant/non-immigrant status changes, civil union, or other similar relationship, as well Intertek strives to avoid a conflict of interest, the employee must inform HR and present valid as employees involved in a relationship which, or appearance of a conflict of interest, updated or new employment authorization for in the Company’s judgment, is characterized by although all parties should recognize that continued employment. When an employee the permanence, duration and stability normally easy accommodation of the situation may not is rehired, Intertek will re-verify employment associated with marriage. For purposes of this always be possible. eligibility. policy, it is lawful to ask an applicant to state whether he or she has a relative as defined in Workplace Relationships Intertek also participates in the E-Verify this policy who is presently employed by the Intertek does not generally prohibit romantic program which requires the Company Company, but such information may not be relationships between Intertek employees. to validate employee identification and used as a basis for an employment decision However, in certain circumstances such employment eligibility with the Social Security except as stated herein. relationships can create the of: conflict Administration (SSA) and the Department of of interest; jeopardizing equal employment Homeland Security (DHS) databases, based The following guidelines will be used: opportunity; improper influence with respect on the information new employees provide to employment decisions; and harassment when they complete the Form I-9. If, after • Immediate family members may only claims. For these and other reasons, a romantic completing the E-Verify validation process, the be hired by the Company after securing relationship between an employee and his/her Government cannot confirm that an employee approval from the Vice President for the direct or indirect supervisor is strictly prohibited. is authorized to work and issues a Final Non- Business Line and the Human Resources Confirmation to Intertek, or if an employee fails Executive. A managerial employee and non-managerial to take action to resolve any verification issues • Immediate family members will not be employee who are involved in a relationship, within the applicable deadlines, employment hired into a department into which they but who do not work in the same department will be terminated. will directly or indirectly supervise or be or reporting line, are required to disclose supervised by another family member, the relationship to the Human Resources or into a position where they will be Department to permit monitoring of any responsible for approving work, time, or current or future, potential or actual conflicts of compensation for a family member. interest. In addition, the two employees may be required to sign a relationship agreement. • Immediate family members will not be placed in positions in which they Employees who are not in a direct or indirect work with or have access to sensitive reporting line who become involved in confidential information regarding other a romantic relationship should disclose immediate family members.

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the relationship to the Human Resources Intertek will, at all times, honor and comply history of cancer), military or veteran status, Department. Intertek will then evaluate the with any applicable law that recognizes national origin, race, religion, sex (includes situation, whether one or both employees any employee’s right to engage in specific pregnancy, childbirth, breastfeeding and/or should be transferred, and any other option for activities off Intertek premises and outside of related medical conditions), sexual orientation eliminating a potential conflict of interest while work areas. or any other classification, status, or activity maintaining operational integrity. In addition, protected by federal or applicable state law. the two employees involved may be required to Pre-Employment Screening Harassment based on gender can be sexual or sign a relationship agreement. Offers of employment will be contingent upon non-sexual in nature. successful completion of a pre-employment If during any of these situations a conflict of drug/alcohol screen and a background check, Examples of actions that may rise to the level interest exists which cannot be eliminated, one to the extent, and in the manner permitted or of harassment are: or both of the employees may be separated mandated by applicable state, territorial, and from employment. federal law. Background checks may include • An employee who is teased, harassed and/ verification of education, employment history, or made fun of by one or more employees No Child Labor job qualifications, credit history, conviction because of gender or other characteristics, The Department of Labor administers and record, and motor vehicle history. A conviction so much so that it creates an intimidating enforces the federal child labor law; many record is not an automatic bar to employment. and hostile work environment. states also have laws regarding child labor. • Creating an intimidating work environment Generally speaking, federal law sets the All screens will be administered in accordance or demonstrating favoritism. minimum age for employment, restricts the with federal and state laws, and employees (or hours employees under 18 may work, and post-offer “applicants”) adversely affected by • Religious harassment stemming from prohibits youth under the age of 18 from being any screen shall be afforded all rights provided jokes, teasing or coercion about religious employed in hazardous occupations. These by applicable law. Additional details regarding beliefs, practices or clothing. laws are designed to protect the educational drug and/or alcohol screens and background • Gender harassment involving conduct, opportunities of youth and prohibit their checks can be found under the Drug Free behaviors and conversations that demean employment in jobs that are detrimental to Workplace Policy and the Employment Records someone because of gender. their health and safety. section respectively within this Employee Handbook. • Age harassment involving negative Therefore, Intertek’s policy is to not employ any treatment on the basis of age, including person under the age of 18. In addition, with respect to any drug or exclusion, restrictions or coercing alcohol screening, Intertek will comply with all someone to retire. applicable state and federal law concerning Outside Employment and Activities • Racial harassment involving offensive the confidentiality of such screening, and its Additional employment outside of Intertek is stereotyping through words, jokes and results. permissible if it does not interfere, compete or gestures. conflict with Intertek interests, and provided it does not hinder the employee’s ability to Anti-Harassment • Harassment stemming from against meet the responsibilities and demands of his Intertek is committed to maintaining a one’s national origin, such as when a or her required work for Intertek. Employees workplace that is free of harassment. person’s gestures, comments, symbols, are required to obtain approval in advance from Harassment of any form, including sexual customs, or accent are under attack. the employee’s manager before engaging in harassment, will not be tolerated. Harassment SEXUAL HARASSMENT outside employment. can occur in the workplace or in other settings Sexual harassment is unwelcome sexual which are part of the scope of employment advances, requests for sexual favors, and other Intertek encourages outside involvement in with the Company. verbal or physical conduct of a sexual nature community, industry and charitable activities, when: including directorships in non-profit community HARASSMENT DEFINED , as long as they do not cause Harassment is any physical or verbal conduct • Submission to such conduct is made, conflicts of interest or create demands that directed at a person because of his/her either explicitly or implicitly, a term or interfere with the job. Employees are required ancestry, age (40 and above), creed, color, condition of an individual’s employment; to disclose any such directorships or similar citizenship status, disability (physical and management or policy-making roles to their mental, including HIV and AIDS), genetic • Submission to, or rejection of, such Manager in advance of accepting the role. information, gender, gender identity or gender conduct by an individual is used as the expression, marital status, medical condition basis for employment decisions affecting (genetic characteristics, cancer or a record or said individual; or,

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• Such conduct has the purpose or effect or human resources representative. Policy After receiving a complaint involving a of creating an intimidating, hostile, or violations may also be reported by calling the violation of the Intertek’s equal opportunity offensive work environment. Intertek Hotline at 1-800-461-9330 or online or affirmative action policy, the Company at www.IntertekHotline.com. Any supervisor, will investigate and take corrective action, as • Sexual harassment is behavior that manager or human resources representative appropriate. Complaints and investigations will occurs because of the victim’s sex, and who is aware of a complaint must notify be kept confidential to the maximum extent is unwelcome, personally offensive, Human Resources to ensure that it is promptly possible. No one, regardless of position or offensive to a reasonable person, and reported, thoroughly and fairly investigated length of service, is exempt from these policies. severe or pervasive, such that it alters the and treated as confidentially as possible. All In the event any violation of this policy is terms and conditions of employment and employees and all levels of management are confirmed, appropriate l action of discipline will so creates a hostile work environment. expected to provide assistance and support be issued, up to and including termination. Examples of sexual harassment include, for this policy to assure complete compliance. but are not limited to the following: Failure to cooperate will result in discipline up The name, address and phone number of • An employee who is told by a supervisor to and including termination of employment. Federal and State agencies responsible for that refusing to submit to advances or As noted above, retaliatory treatment of any handling complaints of harassment are posted engage in sexual activity will result in employee reporting discrimination, harassment, at each Intertek branch per state and federal termination; or other prohibited behavior is strictly prohibited regulations, or are available from the Human and should be reported immediately to his/ Resource Department. • An employee who is terminated or her supervisor, manager or human resources demoted from employment as a result of representative, or the Intertek Hotline. SPECIAL NOTE FOR EMPLOYEES IN THE U.S. refusing to submit to a supervisor’s sexual VIRGIN ISLANDS – REGARDING COMPLAINTS advances; Employees in California can complain OF DISCRIMINATION AND/OR HARASSMENT: • An employee who is promoted or given of harassment or discrimination to the Employees who believe that their complaints a raise, as a result of submitting to a Department of Fair Housing and Employment have not been adequately resolved within supervisor’s sexual advances; or, at www.dfeh.ca.gov, 800-884-1684 or by Intertek may file claims with the Virgin Islands email at [email protected]. Department of Labor on St. Croix at 2203 • An employee is subjected repeatedly to Church Street, Christiansted, St. Croix, 00820 sexual advances, jokes or comments. Intertek may impose any corrective action -4612 ; Tel:(340) 773-1994 ; Fax No.: (340) THOSE COVERED BY THIS POLICY as the Company deems appropriate, at any 773-1858; the Virgin Islands Department of This policy covers all U.S. employees of the time, if it is determined that harassment has Labor on St. Thomas at 54A-B Kronprindsens company. Intertek will not tolerate harassment occurred. While this policy is designed to Gade, St. Thomas, Virgin Islands 00802 – Tel: of employees or third parties by any of its address harassment, the policy is not intended (340)776- 3700; Fax No.: (340) 774-5908; employees. In addition, Intertek will not tolerate to limit Intertek’s authority to discipline or take the Virgin Islands Civil Rights Commission at harassment at work of its employees by any remedial action for any workplace conduct (340) 774-5666; or the United States Equal person who is not an employee, such as a which is deemed unacceptable, regardless of Employment Opportunity Commission at 525 customer, independent contractor, vendor whether that conduct satisfies the definition F.D. Roosevelt Ave.; Plaza Las Americas, Suite or visitor. Harassment will not be tolerated of harassment. 1202; San Juan, Puerto Rico 00918-8001; at any of Intertek’s work locations or in any (787) 771-1464; Fax (787) 771-1485. other work-related settings such as business ZERO TOLERANCE FOR RETALIATION trips or social events. Employees have the Every employee is encouraged to come forward Introductory Period responsibility to conduct themselves in an without fear of reprisal, as Intertek’s equal Beginning a new position is both exciting appropriate manner and are encouraged to employment opportunity and affirmative action and demanding. It is important that every promptly report all information regarding policies prohibit any and all forms of retaliation employee make sure the new position meets harassment by following the process outlined against anyone who in good faith complains expectations and that the Company is in the following sections. that these policies are not being followed, or confident that the new employee is going to be who otherwise participates in a Company or successful in his or her new role. REPORTING agency investigation into such complaints, Any employee who believes that he or even if sufficient evidence is not found to In order to allow time to ensure mutual she has been subjected to discrimination, substantiate the complaint. If you believe that expectations are realized, every new or rehired harassment, or other prohibited behavior by his/ you have been subjected to retaliation, your employee is afforded an introductory period her supervisor, any member of management, complaint should be directed to one of the of 90 days following the date of hire. This co-worker, third-party vendors or in the individuals identified below. introductory period constitutes an integral course of conducting the Company’s business, extension of the selection process, and Intertek should contact his/her supervisor or manager

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uses this period to observe an employee’s strengths, opportunities, progress and growth • Casual Employees are employees that work habits and capabilities. Throughout this plans. Employees are encouraged to actively are not regularly scheduled for work and period, the employee may receive feedback on participate in this process and communicate are not in a temporary status. Casual job performance and adherence to work rules their needs and career aspirations. The employees generally work on a project by either verbally or in a written performance employee will be asked to comment on the project basis, or in an “on-call” capacity. review. appraisal and acknowledge it by signing a • Temporary Employees are employees form. The employee will be given a copy of hired to perform temporary work Any significant absence during the initial 90 the appraisal and a copy will be placed in their assignments, typically for less than a six days will automatically extend the introductory employment file. month period of time. period by the length of the absence. If the Company determines that the designated Employment Classification • Interns are employees who are hired to introductory period does not allow sufficient In order to help you fully understand your perform temporary work assignments, and time to thoroughly evaluate the employee’s employment status, Intertek has defined the who are also enrolled in a post-secondary performance and provide the necessary following employment classifications. If you educational institution at the time of the feedback, the introductory period may be are unclear about your specific classification, assignment. Intern work assignments extended for a specified period of time. please ask your manager or the Human are typically for a semester, trimester, Resource Department. or summer between semesters. These The introductory period does not alter the assignments are also normally less than at-will relationship between an employee and Each employee is designated as Non-Exempt six months. Intertek. The 90 day introductory period does or Exempt based upon specific provisions Other staffing classifications or arrangements not guarantee 90 days of employment and of federal and state wage and hour laws, as may be added by the Human Resource employment may be terminated at-will at any well as those applicable to employees in the Department in an effort to remain flexible as time, subject to applicable law. All employees, Virgin Islands and Puerto Rico. Intertek will business needs dictate. The classification of even those who successfully complete the at all times comply with the laws of each an employee will not be affected by a change introductory period, remain at-will employees individual workplace jurisdiction with respect to in scheduled hours which are of a temporary or and their employment may be terminated at employees in such workplaces. Exempt or Non- intermittent nature. any time for any reason by either the employee Exempt classification may be changed upon or Intertek, subject to applicable law. written notification by the Human Resource Eligibility for various benefit programs can be Department. found throughout the Employment Handbook. Performance Appraisals – My 10X Journey • Non-Exempt Employees are entitled Intertek’s goal is to develop employees and to overtime pay under the overtime promote individual as well as team excellence. provisions of federal and state wage and This is accomplished by setting objectives, hour laws. reviewing progress, acknowledging results, and • Exempt Employees are excluded from providing informal and formal feedback on an overtime provisions of federal and state ongoing basis. wage and hour laws, and are not eligible to receive overtime pay. Supervisors are expected to conduct formal performance appraisals every year for their In addition to the legal classifications above, employees. The performance appraisal should each employee is assigned to one of the address job expectations, desired achievements following: and objectives, and development planning. The review is an opportunity to link individual • Regular Full-Time Employees are employee performance with organizational employees that are regularly scheduled to performance goals and to facilitate work an average of 40 or more hours per communication between employees and week and are not in a temporary status. management. Throughout the year, employees • Regular Part-Time Employees are and supervisors should meet to discuss employees that are regularly scheduled to progress towards achievement of objectives work less than 40 hours per week and are and the employee’s development plan. At the not in temporary status. end of each performance appraisal period supervisors and employees formally meet to have a meaningful discussion on results,

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Time and Attendance unscheduled absences that continue beyond defined situations, medical appointments may Employees are expected to be punctual and one (1) day, the employee must notify their meet the requirements for leave under the maintain consistent attendance. supervisor each day of the absence no later Family and Medical Leave Act (FMLA). Refer The Company has established work hours and than one (1) hour before the shift starts. to the FMLA policy for additional information. time-off options which meet the needs of both Early notification allows the supervisor to Intertek will comply with applicable law in each employees and customers. make alternative arrangements to cover work state or other jurisdiction. assignments. An unscheduled absence of HOURS OF WORK three (3) or more days without notice (no call, Intertek will comply with all applicable state no show) may be treated as a resignation (i.e. laws related to hours of work. Subject to such job abandonment) by the employee, unless laws, however, the number of hours worked otherwise subject to protection by state or in a work week will generally differ depending federal law. on Employment Category. Work schedules may vary based on applicable state law and If an employee’s unscheduled absence from local business requirements. With reference to work exceeds three (3) working days, written these criteria, local management will determine documentation signed by the employee’s the schedule(s) for their location. doctor or health care provider must be provided to the Human Resource Department on TIME ENTRY the day of return. This documentation must All employees are required to accurately and confirm the necessity for such absence and timely submit their timesheets in order to be must state that the employee is able to return paid in the regular payroll cycle. Employees to work. For chronic or ‘patterned absence’, an who fail to submit their time as instructed by employee may also be required to submit such management and/or the Payroll Department documentation. A patterned absence is defined will be subject to discipline, up to and including as an unscheduled absence that consistently termination for repeat occurrences. occurs on Mondays and/or Fridays; before and/ or after an employee’s day off; before and/ BREAKS or after a holiday; or, on the same day(s) each Scheduled work and meal breaks are week, or taken on a day when a vacation determined by local management and will request was denied. vary by location, subject to all applicable state, territorial, and federal laws. All non-exempt Employees may be considered excessively employees are required to keep track and record absent from work if they have greater than hours worked and breaks taken in accordance three (3) unscheduled absences in a rolling with applicable state laws. three (3) month period. Employees who exhibit chronic, patterned or excessive absences PUNCTUALITY within a three (3) month period will be subject Intertek operates in a highly competitive service to corrective action, up to and including industry. Much of the Company’s success termination. depends on the cooperation, teamwork, and availability of its employees. The tardiness MEDICAL AND PERSONAL APPOINTMENTS of one employee can affect the entire team, Medical and/or personal appointments should becoming a burden in even the shortest be scheduled if practical outside normal durations. Therefore employees are expected working hours. Otherwise, they should be to arrive to work on time. Employees who scheduled if possible either first thing in the are late for work or who leave early may be morning or late in the afternoon for minimal subject to corrective action up to and including interruption of the work day. termination. Time off that is approved by the employee’s ABSENTEEISM supervisor at least twenty-four (24) hours Employees who take an unscheduled prior to the requested time off is considered absence for any reason must notify their a scheduled absence and will be recorded direct supervisor of the absence no later than accordingly. Time off that is not pre-approved is one hour prior to the start of their shift. For considered an unscheduled absence. In certain

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Compensation Philosophy or the pay of another employee or applicant. Non-Exempt employees must record their Intertek’s compensation philosophy provides However, employees who have access to the starting time and ending time for each day, competitive compensation opportunities compensation information of other employees including any unpaid breaks throughout the and various rewards based on performance. or applicants as a part of their essential job day. Exempt employees must record any Employees may be rewarded for their work functions may not disclose the pay of other exception time, such as holidays, PTO, vacation, through base pay and/or variable compensation employees or applicants to individuals who do bereavement, etc. Managers must review and programs. Pay increases ensure that not otherwise have access to compensation approve their employees’ time records at the compensation remains competitive, while information, unless the disclosure is (a) in end of each pay period. variable pay provides incentives that vary due response to a formal complaint or charge, (b) to the nature of the position held with Intertek in furtherance of an investigation, proceeding, Rest Periods and Meal Breaks in an effort to align rewards with performance. hearing, or action, including an investigation Intertek will fully comply with the law of any For details regarding compensation, contact the conducted by the Company, or (c) consistent state or other jurisdiction with respect to any Human Resource Department. with Intertek’s legal duty to furnish information. mandatory rest periods or meal breaks. Non- exempt employees are required to accurately Intertek’s compensation structure is based Pay Periods report meal and rest breaks in accordance with on competitive market data. Market data is Employees are paid bi-weekly for a total of state law. gathered from reputable published sources and twenty-six (26) pay periods per year. Payment is based on wage information of competitors is made for all time worked, one week in arrears. Payroll “Deductions” and companies that are competing for the Paydays are scheduled every other Friday in Deductions from the gross amount earned by same talent. An employee’s compensation accordance with a bi- weekly schedule. an employee will be made only as required or is typically reviewed annually, and may be permitted by federal or state law, including, adjusted based on the performance of Intertek Time Reporting where permitted, for amounts to which and individual performance, competitive factors Employees must submit their hours worked in the employee has consented in writing. In such as market conditions, and/or change in a timely manner per Company-issued deadlines keeping with Federal guidelines requiring that duties and responsibilities of the employee’s and using Company-approved systems. Time employers notify employees of any payroll job. is reported for the standard work week. deductions, the list below is provided for Company designated holidays, paid time-off reference. Earnings and deductions are detailed Variable Compensation (PTO), vacation, sick leave, leaves of absence, on your paycheck statement. The Company may, at its discretion, choose etc. must be recorded using the proper pay to sponsor a bonus plan or provide a bonus as codes. Failure to submit time on the approved • Federal Income part of an employee’s variable compensation system and by the deadline may result in delays • FICA (Federal Income Contributions Act): package. There are limitations on which in payment for that time period, as allowed Social Security, Medicare positions may or may not be eligible to receive by law, and/or corrective action for failure to a bonus. Except as may otherwise be required follow instructions and company procedures. • State Income Tax, where applicable under applicable state or territorial law, or by All hours worked must be reported and paid. • Local , where applicable written agreement with the employee, any Altering, falsifying, or tampering with time employee on a bonus or incentive plan must be records will result in corrective action, up to and • Any other deductions or wage actively employed with the Company through including termination of employment. garnishments mandated by applicable the end of the calendar year and at the time state or federal law (e.g., Child Support of the bonus payout to be eligible to receive Intertek takes all reasonable steps to ensure Orders, IRS) payment. that employees receive the correct amount of Examples of other deductions that may be pay in each paycheck and that employees are taken, if authorized by the employee in writing For employees who receive commissions as paid promptly on the scheduled payday. In the and permitted by the law applicable in the state part of their compensation packages, such event that there is an error in the amount of in which he/she is employed, are: commission payments are governed by the pay or problems with payroll or direct deposit, terms of the written commission agreement. the employee should promptly bring the discrepancy to the attention of the Employee • Health, Dental, and Vision Insurance Pay Transparency Non-Discrimination Service Center so that corrections can be • Long-Term Disability Insurance Provision made. Employees are responsible for entering • Supplemental Life Insurance Intertek will not discharge or in any other their hours worked accurately and within the manner discriminate against employees published payroll deadlines, reviewing their • Flexible Spending Account Plans or applicants because they have inquired paycheck statements and/or their direct • Retirement Savings Plan 401(k) about, discussed, or disclosed their own pay deposits to ensure that their pay is correct, and to report issues as they arise.

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• Repayment of owed to the employer, WHAT TO DO IF YOU BELIEVE AN IMPROPER Although clearly defined rules cannot be including over-utilization of paid time off, DEDUCTION HAS BEEN MADE established for every circumstance, it is the and overpayment of wages If you are an exempt employee and believe responsibility of each employee to exercise that an improper deduction has been made to good judgment in all situations and to keep the Exempt employees are paid on a salaried basis your salary, you should immediately report this company’s best interest in mind. By signing and and are expected to work as many hours as information to your direct supervisor, or to the submitting an expense report, the employee needed to perform the work required, which Employee Service Center. Reports of improper certifies that the report is accurate and that may include checking emails and taking deductions will be promptly investigated. If it reimbursement is for justifiable business phone calls when they are on vacation or is determined that an improper deduction has expenses in accordance with company policies. paid leave. Because of this expectation, an occurred, you will be promptly reimbursed for exempt employee’s salary is not subject to any improper deduction made. It is the responsibility of the approving manager reduction because of variations in the quality to control expenses in a manner that is suitable or quantity of the work performed. Intertek Overtime Compensation for both the employee and the company, and to prohibits deductions from the weekly pay Intertek compensates non-exempt employees be in compliance with Federal and State laws. of exempt employees, except under the at 1.5 times their base rate of pay for hours In addition, approving managers are responsible following circumstances, on the condition worked over 40 in one work week, unless for ensuring compliance to this policy and that each such circumstance must provide a otherwise mandated by applicable state law. should not approve any expenses that do not permissible ground for deduction according to Intertek will comply with the applicable law in comply. the limitations and restrictions on any such the workplace jurisdiction governing its various deductions under applicable state or federal employees. Subject to such laws, overtime The Business Expense Reimbursement Policy law: compensation is generally paid when hours is available on Intertek’s intranet or from the actually worked in a week by a non-exempt Department. Failure to comply with • Deductions from pay, based on work employee exceed 40. Unless otherwise this policy, including the failure to submit performed on fewer than the otherwise- mandated by applicable state law or stated expenses in a timely manner, or fraudulent scheduled number of days in a full work within a specific policy, paid time-off is not submittal of expenses, may result in non- week, may be made in the initial or final counted as hours worked for purposes of reimbursement of expenses and/or corrective weeks of employment. calculating overtime. action up to and including termination of • Deductions from pay may be made when employment. an exempt employee is absent from work All overtime must be approved or authorized in for one or more full days for personal advance by the supervisor. While the Company Company Vehicles reasons, other than sickness or disability. will not deduct unauthorized overtime from Only approved Intertek employees may drive an employee’s time worked, employees who • Deductions from pay may be made for a company vehicle. A Company vehicle is to work overtime without prior authorization absences of one or more full days caused be used for daily work purposes. Employees may be subject to disciplinary action, up to and by sickness or disability (including work- in possession of a company leased vehicle are including termination of employment. related accidents) pursuant to Company responsible for maintaining it in a mechanically FMLA, sick, disability, and/or workers’ sound and neat and clean condition. Any Shift Differential compensation policies. defective parts or conditions should be Non-exempt employees may be eligible for a reported immediately to the Procurement • Subject to and consistent with applicable shift differential in addition to their base pay Department. state law, deductions from pay of rate. To determine eligibility, consult with your exempt employees may be made for direct supervisor or with the Human Resources The following conditions must be adhered unpaid disciplinary suspensions of one Department. to in order to retain the privilege of driving a or more full days imposed for violations company vehicle. of company workplace conduct rules Business Expense Reimbursement or for penalties imposed in good faith Intertek will reimburse eligible employees for for infractions of safety rules of major reasonable travel expenses, including the significance. cost of transportation, meals, and lodging, provided such expenses are authorized and in compliance with the reimbursement policy.

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• Employees must possess a valid driver’s license for the state in which they reside. • Current Certificates of Insurance must be present in the vehicle at all times. • Seat belts must be worn at all times. • Employees must not e-mail, “text,” or use any other keying function of a cell phone or hand-held electronic device, while the car is in operation, and must follow the Cellular and Satellite Telephone policy in this Handbook with respect to making telephone calls. Certain business units may have more restrictive policies. Employees in those business units are required to follow the more restrictive policy. • Employees will not place or install personal items or equipment that will deface the vehicle at the time of installation or upon removal. • If an accident occurs, the process and conditions identified on the Certificate of Insurance must be followed. • Damage or accidents must be verbally reported immediately to the Company’s and Health & Safety Department, and a written report must be submitted within 24 hours. Failure to report damage or accidents within 24 hours must be explained. • Driving under the influence of drugs and/ or alcohol or while utilizing medication that may impair driving ability is strictly prohibited. • Employees must follow state and local laws regarding automobiles which include, but are not limited to, parking, speed limits, use of seat belts, and use of cell phones. Intertek reserves the right to remove company vehicle driving privileges and/or issue corrective action at its discretion or if any of the above conditions are not met. In addition, the Company may remove this privilege and/ or issue corrective action, up to an including termination of employment, if an employee has an accident and/or receives a citation for a traffic violation that was the cause or partial cause of an accident.

15 EMPLOYEE HANDBOOK EMPLOYEE BENEFITS

Health & Welfare Benefits Employees should review this information In general, Exempt and Non-Exempt employees Intertek is pleased to provide a comprehensive carefully in order to be familiar with the rights will receive eight (8) hours of holiday pay for and competitive benefits package. While the provided under the law. Upon separation from a company designated holiday or a floating intent is to continue all current benefits and employment an employee will be notified by holiday. policies, the Company reserves the right to add, mail of his or her COBRA rights and options and change, or terminate at any time, any benefit, given the appropriate forms to elect/refuse Non-Exempt employees who work a regularly plan, or policy presently in effect. coverage. scheduled shift of more than eight (8) hours will receive holiday pay based on the number of The following plans are included in Intertek’s Coverage will cease if the COBRA participant hours they are regularly scheduled to work. For benefits package: fails to make premium payments as scheduled, example: becomes covered by another group plan that • Medical & Prescription Drugs Benefits does not exclude pre-existing conditions or • If a non-exempt employee is regularly becomes eligible for Medicare. scheduled to work ten (10) hours on the • Dental Benefits day a holiday is observed, they will receive • Vision Benefits Holiday Time ten (10) hours of holiday pay. Regular Full-Time employees who are in an • and Long Term Disability Benefits • If a non-exempt employee is regularly active employment status are eligible for paid scheduled to work twelve (12) hours on • Basic (company-paid) and Supplemental holidays. Regular Part-Time employees, who the day a holiday is observed, they will (employee-paid) Life and AD&D insurance work at least 30 hours per week, are eligible receive twelve (12) hours of holiday pay. for paid holidays at a proration of 75%. Holiday • Flexible Spending Accounts (FSA) Time is effective immediately upon hire. • If a company-designated holiday falls on a • Employee Assistance Program (EAP) Intertek observes ten (10) paid holidays per day that the employee was not scheduled year. to work (i.e. those on shifts 3 days on, 4 • 401(k) Retirement Savings Plan, with days off) they will receive holiday pay for company matching Below are the typical holidays of observance, that day in the amount of eight (8) hours. however, the actual days may be modified from Further plan details, including eligibility criteria, In addition, if a non-exempt employee is year to year depending on the calendar and are contained within the Administrative and scheduled to work, or is called in to work on a the business needs. A Holiday Schedule will Eligibility Summary Plan Document which is company designated holiday, they will receive be determined and published by the Human available on the ADP Payroll and Benefit portal, holiday pay equal to the number of hours they Resources Department each year. or by request at any time by contacting are regularly scheduled to work plus actual [email protected]. Additionally, new hours worked on the observed holiday. If employees are provided an Enrollment Guide • New Year’s Day business needs dictate, an employee may work detailing plan eligibility and how to enroll. • Memorial Day on the holiday and take an alternate day off, with pre-approval from the manager. Insurance Continuation of Coverage • Independence Day (COBRA) • Labor Day Intertek does not consider holiday time to In compliance with the Consolidated Omnibus be “hours worked,” therefore holiday time is Budget Reconciliation Act of 1985 (COBRA), • Thanksgiving Day typically paid as straight-time. However, some an employee and his or her dependents have • Friday after Thanksgiving Day business lines continue a “grandfathered” the right to elect to continue coverage under practice of including holiday time in the total Intertek’s group health, Rx, dental, and/or vision • Christmas Eve weekly hours worked for purposes of overtime insurance plans at their own expense for up • Christmas Day calculation. Please contact your Regional HR to 18 months following a qualifying event. A Manager with any questions. qualifying event includes, but is not limited to, a In addition to the eight (8) designated holidays, reduction of employment hours or termination you will be granted two (2) “Floating Holidays”. NOTE: Some employees in designated business of employment for any reason other than gross Floating Holidays may not be carried over lines are not eligible for Holiday Pay due to misconduct. In some instances, continuation of from year to year, nor will they be paid out at the nature of their on- call or project-based coverage may be longer than 18 months. the time of termination or at the end of the work schedule. Please reference the applicable calendar year if not used, unless otherwise Employee Handbook Supplement for details. Specific details of qualifying events and COBRA 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.

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Paid Leave the employee to know their PTO or Vacation & Leave, and this time is still recordable as PTO or Paid leave refers to compensable time off which Sick Leave balance throughout the year. Vacation or Sick Leave. may include PTO, Vacation, or Sick Leave. Paid leave benefits are provided to give employees Employees shall not use more PTO, Vacation Employees do not have to use PTO or Vacation a chance to rest, relax, and obtain a break from or Sick Leave than they are allotted for the time for Company-paid holidays which occur daily demands. Intertek encourages employees calendar year. If employees use more time during scheduled paid time off. to use their allotted paid time off each year. than allotted, it may result in deduction of the time from the next year’s balance, or corrective UNUSED PTO OR VACATION & SICK LEAVE AT Regular Full-Time Employees are eligible for action, up to and including termination of EMPLOYMENT SEPARATION paid leave as detailed below. Regular Part- employment. Employees will be paid for accrued, unused PTO Time Employees who work at least 30 hours or Vacation time at the time of employment per week are eligible to receive paid leave as When an employee submits a request for time separation. The calculation of payment will be detailed below, at 75% proration. off for a period of five (5) days or more, every based on full bi-weekly pay cycles of completed effort will be made to include the weekend employment. For example, if an employee Employees at Intertek are eligible for either prior and after; however this scheduling leaves the Company on June 29 and the bi- a PTO program or a Vacation & Sick Leave decision is left to management discretion in weekly pay cycle is June 25 through July 8, program, dependent upon their business line. order to meet business needs and eliminate then he/she will be paid for any time accrued Refer to your employment offer letter to any scheduling conflicts. If time off of less than but not used through June 24. If an employee determine the program for which you are a five (5) days is requested, any consecutive leaves the Company and has used more PTO participant. To determine the amount of time weekend days are not automatically included. or Vacation time than he/she accrued at the off for which you are eligible and the specific time of separation, the overused balance may time off plan details, refer to the applicable Paid Time away from work that is not approved by be deducted from their final paycheck, unless Time-Off (PTO) Policy or Vacation & Sick Leave an employee’s supervisor/manager at least 24 otherwise prohibited by law. Unused Sick Leave Policy. These documents are available on the hours in advance of the absence is considered is not paid out upon separation of employment USA Human Resources page of the Company an unscheduled absence. Chronic, patterned unless otherwise required under state or local intranet. or excessive absences may result in corrective law. action based on the guidelines of the Intertek Paid leave is allotted for the calendar year, Time & Attendance and Corrective Action UNUSED PTO OR VACATION & SICK LEAVE AT January 1 through December 31 annually (with Policies. YEAR-END the exception of Intertek-PSI employees). Unless prohibited by state or local law, PTO or Employees must utilize paid leave in the same In instances of unscheduled PTO or Vacation Vacation & Sick Leave cannot be carried over calendar year that it is accrued. & Sick Leave, the employee must notify his/ from one year to the next. her immediate supervisor of the absence as BANKED PTO AND/OR SICK LEAVE Paid leave begins accruing during the first far in advance of the shift as possible (at least Effective upon issue of this Employee full bi-weekly pay cycle following an eligible one hour prior to the start of the shift) and Handbook, the Company will no longer allow employee’s hire date. For example, if an at the beginning of each subsequent day of accrual of Banked PTO and/or Sick Leave. employee is hired on Wednesday, June 21 and unscheduled absence. Please reference the Employees who previously banked PTO and/ the next bi-weekly pay cycle will be June 25 Time & Attendance Policy for additional details. or Sick Leave under the prior policy will have through July 8, their time off accrual begins on a right to use their existing banks, but only to June 25. For Exempt employees, the annual For non-exempt employees, PTO or Vacation supplement the employee’s income during an PTO or Vacation accrual may result in a partial & Sick Leave may be taken in minimum approved and otherwise unpaid leave protected day of PTO or Vacation depending upon increments of 15 minutes, and maximum by the Family and Medical Leave Act (“FMLA partial years of employment or anniversary increments that align with the employee’s Leave”) or similar state . An example of milestones. In those cases, the partial day of regular schedule or shift. For example, if an this may be an FMLA Leave to care for a family PTO or Vacation will be forfeited. employee is regularly scheduled to work member with a serious medical condition. a twelve (12) hour shift, a maximum daily REQUESTING AND RECORDING PTO OR increment of twelve (12) hours of PTO or Banked PTO/Sick Leave can only be used to VACATION & SICK LEAVE Vacation & Sick Leave may be used. For exempt supplement pay during an approved FMLA Requests for paid leave must be submitted employees, PTO or Vacation & Sick Leave Leave after 100% of the current year’s to management in accordance with the local may only be taken in full day increments. For annualized PTO or Vacation/Sick Leave has request and approval process. Requests are purposes of time reporting, a full day entry been exhausted. Please refer to the Company’s approved at management’s discretion. Intertek will be considered 8 hours. Exempt employees Family Medical Leave policy for additional strives to be equitable in considering each may periodically check emails and take phone details. Banked PTO/Sick Leave is not paid employee’s request. It is the responsibility of calls when they are on PTO or Vacation or Sick

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out upon separation of employment unless Vacation & Sick Leave Example: An For Non-Exempt employees, compensation for otherwise mandated under state or local law. employee and her spouse have just had a baby. bereavement time will be at the regular rate of The employee is eligible for FMLA-protected pay, excluding shift differential and overtime UNPAID TIME OFF leave and for STD benefits. She may use her pay. Bereavement time should be determined Employees cannot choose to take unpaid New Parent Leave, Sick Leave, Vacation, then by the number of hours the employee is time off if they still have paid leave available. Banked Sick Leave to make up any shortfall ordinarily scheduled to work. For example, if an After paid leave is exhausted, employees between her disability benefits and her full employee is scheduled to work a ten (10) hour may request unpaid time off. Requests will normal salary. shift, a maximum daily increment of ten (10) be reviewed based on specific circumstances hours of bereavement time may be used. For and will require approval by the Manager and PTO Example: An employee and his spouse Exempt employees, Bereavement time may be Human Resources, and as consistent with are adopting a child. He is eligible for FMLA- taken in full- day, 8-hour increments. applicable state, local, or federal law. protected leave but does not qualify for Short Term Disability benefits. He may use New If additional time is needed, paid time off or PAID TIME OFF FOR RE-EMPLOYMENT Parent Leave, PTO, and then Banked PTO to unpaid time off may be requested and taken If you leave Intertek and are then re-hired, and maintain his current salary while out on FMLA- with supervisor approval. Requests will be the gap/break in your employment was more protected leave. Once those balances reach approved on a case-by-case basis. than one (1) year, you will not maintain your zero, any remaining FMLA-protected leave will seniority from your previous service. If the gap/ be unpaid. Time Off to Vote break in service is less than one (1) year, your Regular Full-Time employees who lack prior years of service will be used in calculating Break Times for Nursing Mothers sufficient time outside normal work hours your PTO or Vacation & Sick Leave allotment. In accordance with the Patient Protection and to vote in local, state, territorial, and national Affordable Care Act (“PPACA”), an amendment elections may take up to two (2) hours of work New Parent Leave to Section 7 of the Fair Labor Standards Act, with pay for this purpose, unless the state in New Parent Leave is provided to qualified Intertek provides reasonable break times for which they work provides for additional time employees at all Intertek locations, subject to an employee to express breast milk for her off. If so, such additional time shall be without and compliant with other or different leave nursing child for one year after the child’s pay, unless that state or territory mandates rights that may be provided by state or local birth – or for any longer period mandated by otherwise. Likewise, unless the state or law. applicable state law – each time such employee territory in which they work requires a shorter has need to express milk. Intertek will provide period for advance notification, employees Regular Full-Time employees who experience a private location with a locking door, other requiring time off must notify their supervisor the birth or adoption of a new child may than a bathroom, for the employee to express two (2) days before voting day and, where receive up to 24 hours of paid New Parent breast milk. This location should be dedicated not prohibited by applicable state or territorial Leave in addition to any paid or unpaid leave to the nursing mother’s use if at all possible. If law, such employees must present a voter’s benefits for which they may be eligible. To be not possible to have a dedicated space, it must registration to their supervisor upon return to eligible for New Parent Leave, the employee be available whenever needed for this purpose. work after voting. must complete a minimum of one (1) year of The federal requirements shall not preempt service and, if applicable, submit their request a state or territorial law that provides greater Jury and Witness Duty for FMLA-protected leave along with required protections to employees. Intertek recognizes every employee’s civic supporting documentation. obligation to serve on a jury or, where Bereavement applicable under state or territorial law, to New Parent Leave is used first as a supplement In the event of the death of an immediate participate in any criminal justice or civil to STD and/or FMLA-protected leave. After family member, it is important to be able to proceeding as may be required by such law. New Parent Leave is exhausted, Sick Leave, focus on family. Regular Full-Time Employees, Accordingly, absences caused by an employee’s banked PTO/Sick Leave, and PTO/Vacation may and Regular Part-Time Employees who work serving on a jury or participating as mandated be used to maintain the employee’s current at least 30 hours per week, are eligible for this or subpoenaed in any such criminal or civil salary while out on leave. benefit. Eligible employees may use a maximum proceeding will be excused, and the Company of three (3) regularly scheduled work days of generally will not support requests for deferral. leave with pay. For purposes of this policy, and The receipt of a subpoena, jury notice, or except as may be mandated by applicable state other notice to participate in a criminal justice or local law, an “immediate family member” proceeding must be reported immediately to is defined as: spouse, child, parent, sibling, an employee’s supervisor, who will forward the grandparent, grandchild, or in-law of the same request to the Human Resource Department. category. An employee on leave due to Jury Duty

18 EMPLOYEE HANDBOOK EMPLOYEE BENEFITS

must provide a written record from the court • The referral who is hired completes ninety practices” at work, process improvements identifying each date served. (90) days of successful active service; and, and demonstrating behaviors that reinforce Intertek’s core values. Additionally, supervisors • The employee making the referral is on An employee will be paid based on their may provide informal recognition and nominal the active payroll as a regular employee regular work schedule for Jury Duty subject to awards such as group or team recognition at the time of referral and at the time all applicable state law. Compensation for full-time awards at events or staff meetings. other payment conditions are satisfied. employees will be at the regular rate of pay, exclusive of shift differential and overtime pay, The following restrictions apply to the not to exceed twelve (12) hours. The maximum Employee Referral Program: amount of paid leave is determined by the number of hours the employee is ordinarily • Supervisors and Managers are not eligible scheduled to work. For example, if an employee for a referral bonus for staff hired in their is scheduled to work a ten (10) hour shift, a own department/branch. maximum daily increment of ten (10) hours of • Human Resource staff and employees at jury duty leave may be used. Intertek provides the Director level and above are ineligible. a maximum of three (3) weeks of paid leave due to Jury Duty. Time off for Jury Duty will not • Referral of a customer, former employee, be considered “time worked” for purposes of temporary employee, contract or contract calculating overtime. service employee does not qualify. Once the eligibility criteria have been validated, Employees are expected to return to work Human Resources will submit to payroll for for the remainder of the day that they are processing. not required to serve, unless applicable state or territorial law provides otherwise. Except where applicable state law otherwise requires Employee Recognition Program that the employer afford paid leave, employees At Intertek, we recognize that the key appearing as a plaintiff, defendant or for ingredient of our success is our employees. non-subpoenaed court appearance are not That is why we have created different and eligible to receive paid leave under the Jury unique award programs to celebrate your Duty policy. PTO/Vacation must be utilized for contributions to the Company. The goal of these instances, unless paid time off has been these award programs is to show appreciation exhausted in which case unpaid time may be for your achievements and motivate you to requested, or, again, unless applicable state law continue excellence in performance for our provides otherwise. customers and dedication to Intertek.

SERVICE AWARDS Employee Referral Program The Service Award Program is intended to Intertek believes that current employees who recognize employees who are celebrating are successful in their jobs can be a great milestone anniversaries with the Company. source to refer new employees. In accordance Employees will receive a Service Award at their with this belief, employees are encouraged to five year anniversary with Intertek, and at refer individuals to fill positions throughout the five year intervals thereafter. Service Awards company. Refer to the online Intertek Career consist of a recognition plaque, a letter from site for open positions. the Country Manager, and a gift which may be selected by the employee. The gift selections Employees who successfully refer applicants vary depending on the employee’s years of to the Company will receive a bonus (subject to service. tax withholding) when: RECOGNITION AWARDS • The referral indicated the employee as Intertek encourages supervisors to reward their referral source on their Intertek exceptional performance with incentive awards Employment Application; and that recognize individual achievements. These • The referral is hired as a Regular Full-Time awards may be granted for a variety of reasons employee; and including but not limited to; encouraging “best

19 EMPLOYEE HANDBOOK LEAVES OF ABSENCE

Family and Medical Leave (FML) worked by an employee. The FLSA incapacity with the first visit to the health Intertek complies with the Federal Family and does not include time spent on paid care provider within seven (7) days of the Medical Leave Act of 1993 (FMLA) and its or unpaid leave as hours worked. onset of the incapacity and a second visit implementing Regulations, and all applicable Consequently these hours of leave within 30 days of the incapacity would be state or territorial mandating should not be counted in determining considered a serious health condition. Chronic protected leave in individual states, Puerto the 1,250 hours eligibility test for an conditions requiring periodic health care visits Rico, or the Virgin Islands. The function of this employee under FML. for treatment must take place at least twice policy is to provide employees with a general per year. 3. The FMLA regulations provide that an description of their rights under the FMLA. In employee must work at a site where the event of any conflict between this policy If an employee takes paid sick leave for a 50 or more employees are employed and applicable federal, state, local or territorial condition that progresses into a serious by Intertek within 75 miles of the law, that law is controlling over the provisions health condition and requests unpaid leave office or worksite. The distance is of this policy. If you have any questions or as provided under this policy, Intertek may to be calculated by using available concerns about this policy, you must contact designate all or some portion of related leave transportation by the most direct the Human Resource Department. taken as leave under this policy to the extent route. Intertek has elected to treat all that the earlier leave meets the necessary employees as having met this eligibility The law allows up to 12 weeks (or up to 26 qualifications. requirement, regardless of the size or weeks of military caregiver leave to care for a location of their office or worksite. covered service member with a serious injury For questions about this FMLA policy, please or illness) during a 12-month period to eligible B. Type of Leave Covered by FMLA. In consult with the Human Resource Department. employees. The leave may be paid, unpaid order to qualify for leave under this policy, or a combination of paid and unpaid leave, an employee must be taking the leave for 5. Qualifying exigency leave for families depending on the circumstances of the leave one of the reasons listed below: of members of the National Guard and and as specified in this policy. Reserves when the covered military 1. The birth of a child and in order to care member is on covered active duty (as for that child. A. Eligibility. Employees must meet all of defined by applicable law) or called to the following conditions: 2. The placement of a child for adoption such covered active duty in support of or foster care, with the employee, and a contingency operation. 1. An employee must have worked for to care for the newly placed child. Intertek for at least 12 months or 52 If an employee’s spouse, son, daughter or weeks. These need not be consecutive. 3. To care for an employee’s spouse, child parent either has been notified of an impending Separate periods of employment will or parent who has a serious health call or order to active military duty or is already be counted provided that the break in condition (described below). on active duty, the employee may take up to service does not exceed seven years. 12 weeks of leave for reasons related to or 4. 4. To care for a serious health condition Separate periods of employment will be affected by the family member’s call-up or (described below) for the employee counted if the break in service exceeds service. The qualifying exigency must be one of himself or herself. seven years due to National Guard or the following: Reserve military service obligations An employee may take leave because of a or when there is a written agreement serious health condition that makes him or her A. Short-notice deployment stating the employer’s intention to unable to perform the functions of his or her B. Military events and activities rehire the employee after the service position. A serious health condition is defined break. For eligibility purposes, an as a condition that requires inpatient care in C. Child care and school activities employee will be considered to have a hospital, hospice or residential medical care D. Financial and legal arrangements been employed for an entire week even facility, including any period of incapacity or if the employee was on the payroll for any subsequent treatment in connection with E. Counseling only part of a week or if the employee such inpatient care, or a condition that requires F. Rest and recuperation is on leave during the week. continuing care by a licensed health-care provider. G. Post-deployment activities 2. An employee must have worked at

least 1,250 hours during the twelve- H. Additional activities that arise out of This policy covers illnesses of a serious and month period immediately before the active duty provided that the employer long-term nature resulting in recurring or date when the leave is requested to and employee agree, including agreement lengthy absences. Generally, a chronic or commence. The principles established on timing and duration of the leave. long-term health condition that would result under the Fair Labor Standards Act in a period of three (3) consecutive days of (FLSA) determine the number of hours

20 EMPLOYEE HANDBOOK LEAVES OF ABSENCE

The leave may commence as soon as the or to care for a parent (but not a parent pay with short term disability and state individual receives the call-up notice. (Son “in-law”) with a serious health condition, disability combined. or daughter for this type of leave under the the husband and wife may only take a G. Intermittent Leave or a Reduced FMLA is defined the same as for child for combined total of 12 weeks of leave. If Work Schedule. An employee may take other types of leave under the FMLA except a husband and wife both work for the FMLA-protected leave in 12 consecutive that the person does not have to be a minor). company and each wishes to take leave weeks, use the leave intermittently (take This type of leave would be counted toward to care for a covered injured or ill service a day or a portion of a day periodically the employee’s 12-week maximum of FMLA- member, the husband and wife may only when needed over the year), or under protected leave in a 12-month period. take a combined total of 26 weeks of certain circumstances, use the leave leave. to reduce the workweek or workday, 6. Military caregiver leave (also known as D. Your Status During Leave. While you resulting in a reduced work schedule. In all covered service member leave) to care are on approved FML, you are considered cases, the leave may not exceed a total for an ill or injured service member. an inactive employee. During this time of 12 workweeks (or 26 workweeks to This leave may extend up to 26 weeks in a you should not be accessing Intertek care for an injured or ill service member single 12-month period for an employee to systems and you are not required to over a 12-month period). You must report care for a spouse, son, daughter, parent or or expected to perform any work for intermittent leave to your supervisor and next of kin covered service member with a Intertek. to the leave administrator every time serious illness or injury incurred in the line of you take leave. Leave can be taken in E. Your Status After Leave. If the duty on active duty. Next of kin is defined increments as small as 15 minutes. employee takes a leave under this policy as the closest blood relative of the injured or he or she may be asked to provide a H. Certification for The Employee’s recovering service member. Return To Work (RTW) clearance from the Serious Health Condition. Intertek health care provider. This requirement requires medical certification to support C. Amount of Leave. An employee will be included in Intertek’s response a Request for Leave because of a may take up to 12 weeks for eligible to requests for FMLA-protected leave. serious health condition. The employee circumstances (1) through (5) above Generally an employee who takes FMLA- must respond to the Request for Leave under this policy during any 12-month protected leave will be able to return within 15 days of receiving it or provide period. Intertek will measure the to the same position or a position with a reasonable explanation for the delay. 12-month period as a rolling 12-month equivalent status, pay, benefits, or other Failure to provide certification within period measured backward from the date employment terms. The position will be this time period may result in a denial the employee used any leave under this the same or one that entails substantially of continuation of leave. Please contact policy. Each time an employee takes leave equivalent skills, effort, responsibility the leave administrator to complete the Intertek will compute the amount of and authority. Intertek may choose to appropriate certification process. leave taken under this policy in the last exempt certain key employees from this 12 months and subtract it from the 12 requirement and not return them to the Intertek has the right to designate weeks of available leave. The balance same or similar position. employee absences as FMLA-covered remaining is the amount the employee is where it has a reasonable basis to entitled to take at that time. F. Use of Paid and Unpaid Leave. If conclude the employee was absent due an employee takes FMLA-protected to an FMLA-qualifying event, even if the If eligible, an employee may take up to 26 leave the employee will be required to employee fails to provide the required weeks for the eligible circumstance (6) use paid leave concurrently with unpaid certification. above (military caregiver leave) during a FML. You must exhaust all PTO and/or

single 12-month period. For this military Vacation & Sick Leave while on leave that Intertek has the right to ask for a second caregiver leave, Intertek will measure the is not eligible for STD. Once paid leave is opinion if the Company has reason to 12-month period as a rolling 12-month exhausted, the remainder of the leave doubt the certification. Intertek will period measured forward. FMLA- period will consist of unpaid leave. select a second doctor and pay for the protected leave already taken for other employee’s examination. Intertek may eligible circumstances will be deducted Holiday pay will not be paid for holidays deny FMLA-protected leave to the from the total of 26 weeks available. that occur during a paid or unpaid leave. employee if he or she refuses to release

relevant medical records to the health If a husband and wife both work for In states which offer state-provided care provider designated to provide a the company and each wishes to take disability benefits, you must apply for second or third opinion. If it’s necessary leave for the birth of a child, adoption benefits with the state. You will not be to resolve a conflict between the original or placement of a child in foster care, paid for more than 100% of your regular

21 EMPLOYEE HANDBOOK LEAVES OF ABSENCE

certification and the second opinion, Failure to provide certification may result must comply with Intertek’s usual Intertek will require the opinion of a third in a denial of continuation leave and customary notice and procedural doctor. Both the employee and Intertek requirements for requesting leave, absent K. Certification for Serious Injury or will mutually select the third doctor, and unusual circumstances. Illness of Covered Service Member the Company will pay for the opinion. This for Military Family Leave. Intertek will N. Designation of FML. After the third opinion will be considered final. The require certification for the serious injury employee has submitted all necessary employee will be provisionally entitled or illness of the covered service member. information to the leave administrator, to leave and benefits under the FMLA The employee must respond to such a the leave administrator will provide the pending the second and/or third opinion. request within 15 days of the request or employee with a written response to the I. Certification for a Family Member’s provide a reasonable explanation for the request and with additional information Serious Health Condition. Intertek delay. Failure to provide certification may regarding approval or denial of the leave. will require certification for a family result in a denial of continuation leave. The FMLA-protected leave will commence member’s serious health condition. The from the first date of absence for the L. Recertification. Intertek may request employee must respond to such a request covered situation, regardless of when recertification for the serious health within 15 days of the request or provide the formal request for leave takes place. condition of an employee or his or her a reasonable explanation for the delay. Intertek has the right to designate certain family member no more frequently Failure to provide certification may result absences as FML qualifying absences than every 30 days and only when in a delay or a denial of continuation even if the employee does not make a circumstances have changed significantly, of leave. Medical certification will be request to have the absence treated as or if the Company receives information provided using the DOL Certification of an FML-covered absence. casting doubt on the reason given for Health Care Provider for Family Member’s the absence, or if the employee seeks O. Intent to Return to Work from Serious Health Condition form, which may an extension of leave. Otherwise, FMLA-protected Leave. On a basis be obtained from the leave administrator. Intertek may request recertification that does not discriminate against any

for the serious health condition of the employee on FMLA-protected leave, Intertek has the right to ask for a second employee or his or her family member Intertek may require the employee to opinion if there is reason to doubt the every six (6) months in connection with a report periodically on their status and certification. The Company will select a FMLA- protected leave absence. Intertek intent to return to work. If the employee second doctor and pay for the employee’s may provide the employee’s health care is able to return to work prior to the family member’s examination. Intertek provider with his or her attendance scheduled return date, the employee may deny FMLA-protected leave to the records and ask whether need for leave must notify the employee’s supervisor employee if his or her family member is consistent with the employee’s serious and the leave administrator at least five refuses to release relevant medical health condition. (5) working days prior to the planned records to the health care provider return. Employees are expected to return designated to provide a second or third M. Procedure for Requesting FMLA- to work when released by their health opinion. If it’s necessary to resolve a protected Leave. The employee care provider, or when the family member conflict between the original certification must provide verbal or written notice is released. If an employee is out on and the second opinion, Intertek will of the need for FMLA-protected leave medical FMLA-protected leave for the require the opinion of a third doctor. Both to the leave administrator. The leave employee’s own serious health condition, the employee and Intertek will mutually administrator is Liberty Mutual and may the employee will be required to provide select the third doctor, and the Company be contacted at 1-800-713-7384 or the leave administrator with a Return To will pay for the opinion. This third opinion online at www.MyLibertyConnection.com. Work (RTW) note from the employee’s will be considered final. The employee health care provider. The note must be will be provisionally entitled to leave and When the need for leave is foreseeable, signed, include the date the employee benefits under the FMLA pending the the employee must provide at least 30 can return to work and state whether second and/or third opinion. days’ notice. When an employee becomes any restrictions exist and the duration aware of a need for leave which may be J. Certification of Qualifying Exigency of the restrictions. Failure to provide this eligible for protection under FMLA with for Military Family Leave. Intertek information will result in the delay or less than 30 days’ notice, he or she must will require certification of the qualifying denial of reinstatement. provide notice of the need for leave exigency for military family leave. The either the same day or the next business P. Failure to Return from Leave. If the employee must respond to such a request day. When the need for leave which employee fails to return to work after the within 15 days of the request or provide may be eligible for protection under the expiration of the leave, their employment a reasonable explanation for the delay. FMLA is not foreseeable, the employee may be subject to termination.

22 EMPLOYEE HANDBOOK LEAVES OF ABSENCE

Q. State Leave Laws. This policy will not Personal Leave of Absence and vision benefit programs, the employee supersede any state or local law which Occasionally, an employee may have a and the Company each pay a portion of the provides greater family, medical or other compelling personal situation and may not insurance premiums, if the employee has leave rights, and all rights provided under qualify for any other type of leave. Under these elected to participate in those programs. While such laws will be recognized and afforded circumstances, an employee may request a an employee is on FML leave, disability leave where applicable. Generally federal and personal leave of absence up to a maximum (including leave covered by short term disability state leaves run simultaneously. of 30 days. A request for a personal leave of benefits or workers compensation benefits), absence should be made to the employee’s or personal leave, the employee may continue R. Appeals. Denial of any leave will be supervisor and must be approved by the to participate in such plans for at least the eligible for an appeals process. Contact Human Resources Department. Leave requests remainder of the calendar year. However, the the leave administrator to initiate the will be evaluated under all the circumstances, employee must continue to pay the employee appeals process. including business needs, length of the request, share of the premiums. If an employee is S. Additional Information. Contact the the employee’s performance and length of receiving pay during the leave, either by using Human Resource Department and/ service, and the utilization and/or exhaustion paid time off (PTO or vacation/sick time) or by or the leave administrator for specific of other leave prior to the request. In addition, receiving short term disability benefits, the information regarding forms, deadlines, personal leave will not be granted unless the employee premium share will continue to be and definitions of the terms in the FMLA following conditions are met: paid through payroll deduction. During any policy summarized above. period of the leave when the employee is not receiving any form of pay from Intertek, for SPECIAL NOTE FOR CALIFORNIA, • The employee must have completed the MASSACHUSETTS, NEW JERSEY AND MAINE 90-day introductory period without any example, during personal leave or worker’s EMPLOYEES: PLEASE SEE THE APPLICABLE disciplinary action; compensation leave, the employee premiums will accrue and will be deducted from the next ADDENDA TO NEW JERSEY AND MAINE • The employee must be considered in EMPLOYEES CONCERNING VARIOUS LEAVE paycheck(s) that the employee receives upon good-standing with the Company at the REQUIREMENTS, PROTECTIONS, AND returning from leave of absence. CONDITIONS IN THOSE STATES. time the leave is requested; • The employee must fill out a Leave of Once an employee the employee is no longer Leave Due to Employee Illness or Injury Absence Request Form and submit it to eligible to participate in the benefit programs, (Non-FMLA) their supervisor at least ten (10) days the employee will be provided with a notice An employee who requires leave for the prior to the start date of the leave when of his or her right to continue coverage at the employees own serious health condition or feasible. The request must include the employee’s own expense under COBRA. disability should first apply for FML leave. If an reason for the leave request, the specific employee either does not qualify for FML leave, days off needed, and the date the For additional information regarding eligibility or has used all FML leave, the employee may be employee will return to work; and, of benefits during a non-military leave of considered for additional leave to recover from absence, please reference Intertek’s Section • The leave cannot be used to work for an illness or an injury. This includes employees 125 Cafeteria Plan Document for the health another employer. who are receiving short term disability benefits, and welfare plans, and the Intertek Retirement long term disability benefits or workers’ The employee must use 100% of available Plan document for the 401(k) plan. compensation. The decision to grant leave and paid time, such as PTO or Vacation/Sick time, for how long leave will be granted will be made during any personal leave. After paid leave is Military Leave considering all the circumstances, consistent exhausted, the remainder of time off will be Intertek does not discriminate against a person with the Company’s obligations to provide unpaid. who: (1) is a member of or applies to be a leave when it is a reasonable accommodation member of the uniformed services; (2) performs under the Americans with Disabilities Act and Reinstatement from Personal Leave or has performed in the uniform services; similar state laws, and will include use of the Although it is the Company’s intention to (3) applies to perform active duty; (4) has an interactive process to determine reasonable reinstate the employee at the conclusion of a obligation to perform service in a uniformed accommodation. Requests for leave should personal leave, return to employment cannot service. In general, these individuals may not be be made to your Regional Human Resources be guaranteed. At all times, however, Intertek denied (1) employment; (2) reemployment; (3) Manager. Failure to request additional leave will comply will all applicable state and local retention employment; (4) promotion; (5) when an employee’s FML leave has expired, laws with respect to reinstatement. any employee benefit. This policy applies to all or when an employee is not eligible for FML employees. leave, may result in administrative separation of Benefits During Non-Military Leaves of employment. Absence Military leave will be granted to employees Under current Company medical, dental for absences to perform any duty, whether

23 EMPLOYEE HANDBOOK LEAVES OF ABSENCE

voluntary or involuntary, for “service in the TIME REQUIRED FOR PERIOD OF SERVICE • Active duty service (other than for uniformed services”. “Service in the uniformed RETURN TO WORK NOTICE training) performed because of a war or services” means the performance of duty on Less than 30 days First full regularly national emergency or in support of a a voluntary or involuntary basis in a uniformed scheduled work period following completion critical or operational mission. service and includes active duty, active of the service (with an 8-hour period for safe • Any kind of service other than active duty training duty, National Guard duty and time transportation). service if reemployment was initiated for an examination to determine the fitness before December 12, 1994. to perform any such duty. The “uniformed More than 30 days 14 days after the services” include: completion of service (or if impossible or • Active duty for training performed by unreasonable through no fault of your own, the a National Guard member up through • Full-time and reserve components of the next first full calendar day when application December 11, 1994. Duty performed Army, Navy, Marine Corps, Air Force and becomes possible). after this date will be counted. Coast Guard More than 180 days Not later than 90 days Based on Uniformed Services Employment • The Army National Guard and after the completion of service. and Reemployment Rights Act (USERRA) International Guard provisions, Intertek may not reemploy an individual when: • The commissioned corps of the Public You are hospitalized or convalescing, but Health Service for less than 181 days At the end of the period that is necessary for you to recover • The Company’s circumstances have so • Any other category of persons designated changed as to make such reemployment as a “uniformed service” by the President REEMPLOYMENT/REINSTATEMENT impossible or unreasonable. in time of war or national emergency Eligible employees will be reinstated to • The employee is no longer qualified for • Any other category of persons designated their former position without reduction in the prior position as a result of a disability as “uniformed services” or otherwise seniority, status or pay. To be reinstated, the and reemployment imposes an undue protected by applicable state law employee must receive a favorable discharge hardship on the Company. from the military service – or such alternative Leave for non-federally funded activities certificate of completion as may be permitted • The employment from which the of state National Guard members, such as under applicable state law – and apply for employee left to serve in the uniformed parades or work during national disasters, are reinstatement within the time frame of the services is a temporary job and there is no not covered by the Military Leave Policy. If an above schedule. reasonable expectation that the job will employee wishes to take time off for these continue indefinitely or for a significant activities, PTO/Vacation time may be used An employee does not retain reemployment period. and pre-authorization from the employee’s rights with Intertek if their total military • There was a reduction in force in which supervisor is required. absences exceed five years. All types of military the position was affected. service will be counted in computation of the NOTICE five-year period except the following: Eligible employees may not waive The employee or an appropriate officer of the reemployment rights until after completing branch of the uniformed service in which the • Required training for reservists and military service. If it is the employee’s intent not employee will be serving must give advanced National Guard members, including to continue employment with Intertek at that written or oral notice of their military service two-week annual training sessions and time, a written notice of intent not to return to the Human Resource Department and their monthly weekend drills. to work must be submitted within 15 days of supervisor as soon as practically possible. release from military service. All benefits will • Service from which an employee, due to be forfeited from the date the employee was If the employee would like to return to work no fault of the employee, is unable to released from military service. upon completion of military service, notice of obtain a release before the expiration of intent must be given. Except in any instance the five-year period COMPENSATION in which applicable state or territorial law may The Company provides paid military leave for up • Service required beyond five years to provide a greater period of time within which to two (2) weeks per calendar year. Any military complete an initial period of obligated notice to return to work must be issued, the leave beyond two (2) weeks is unpaid leave, service. following notices to return to work are required unless the employee voluntarily chooses to with respect to the indicated period of service. utilize PTO or Vacation.

24 EMPLOYEE HANDBOOK LEAVES OF ABSENCE

BENEFITS DURING MILITARY LEAVE Medical, Dental, Vision, Life, AD&D, STD and LTD Insurance will continue while the employee is on military leave for 30 days or less. If the employee is on military leave for more than 30 days, these benefits will end at midnight on the 30th day of military leave. Effective the 31st day of military leave, the employee maybe elect COBRA. Effective the 31st day of military leave, the employee may to continue coverage under USERRA or COBRA.

Upon completion of military service, the employee’s Medical, Dental, Vision, Life, AD&D, STD and LTD Insurance will be reinstated through Intertek and will be effective immediately upon the employee’s return to work, provided the employee completes enrollment within 30 days of their return to work.

401(k) – Refer to the Intertek 401(k) Retirement Savings Plan document for information regarding contributions while on Military leave.

PTO/Vacation/Sick Leave – Except as may be otherwise required under applicable state or territorial law, PTO/Vacation/Sick Leave accrual stops if your military leave crosses over into a new calendar year. The accrual resumes upon reemployment in the new calendar year, with no loss of seniority. For example, if the employee was reinstated following two (2) years of service, he or she would earn paid leave according to the accrual schedules stated in the paid leave policies.

Holiday – Except where otherwise mandated by applicable state or territorial law, employees on military leave are not eligible for Holiday pay. Eligibility will resume upon reemployment to Intertek.

For questions or more information regarding this policy, please contact the Human Resource Department.

SPECIAL NOTE FOR EMPLOYEES IN MAINE:PLEASE SEE THE ADDENDA TO THIS HANDBOOK – APPLICABLE, RESPECTIVELY, TO EMPLOYEES IN MAINE – WHICH CONTAINS INFORMATION SPECIFICALLY FOR SUCH EMPLOYEES

25 EMPLOYEE HANDBOOK EDUCATION, TRAINING & PROFESSIONAL DEVELOPMENT

Training Policy • The Company determines at its sole and can result in denial of reimbursement. Intertek believes that it is important to provide discretion whether a course is job related. Whether corrective action will result opportunities for employees to pursue “Job- related” is defined as being pertinent in disqualification from eligibility to additional education, training and professional to an employee’s current position or one participate or denial of reimbursement development. All education, training and within their logical career path. Individual will be determined is the sole discretion of professional development must be conducted courses which are job-related may management. Corrective action is defined in accordance with the direction of local considered for reimbursement. as any form of written discipline. management and must not conflict with • Courses must be taken at a recognized • If an employee leaves the Company regular business activity. Intertek offers the accredited institution. during the course period, the employee following opportunities for education, training will not be reimbursed for costs. and professional development. • Class attendance and completion of study assignments must be accomplished • Miscellaneous fees and charges other Company Sponsored Training outside of employee’s regular work hours. than the actual course tuition or Intertek is committed to promoting Unsatisfactory job performance during textbooks will not be reimbursed. enrollment may result in forfeiture of participation in external and internal workshops • Employees will be required to sign a reimbursement. and seminars. These opportunities may cover a repayment agreement setting forth these wide range of topics including, but not limited • Career counseling with the employee’s repayment obligations before receiving to, technical, general management, human manager and Human Resources is reimbursement under this program. resources, communication and interpersonal required prior to approval. This will include • If an employee voluntarily leaves Intertek training. a discussion of the reimbursement after being reimbursed for tuition, process, school/degree choices, and career the employee must repay the tuition Company sponsored training is accessible progression at Intertek. to all employees. In some cases, attendance reimbursement as defined below: may be required, or may be prescribed by • Approval from the employee’s manager, management as part of the performance Vice President, and Human Resources Length of time Amount to be review or professional development. Training must be obtained prior to enrolling in the between Course Repaid to the opportunities will be communicated as course. Final notification of approval will Completion and Company applicable. be provided by Human Resources. leaving Company • Local budget constraints may affect 0-12 months 75% of Total Education Reimbursement Policy decisions regarding tuition reimbursement. Reimbursed Intertek provides 100% reimbursement for Expenses • The employee must earn a “C” or better tuition fees and textbooks for pre-approved 13-24 months 50% of Total college level courses related to an employee’s grade for undergraduate courses and a “B” or better grade for graduate courses to be Reimbursed job. Annual reimbursement maximums are Expenses $8,000 per year for undergraduate level reimbursed for pre-approved courses. 25-36 months 25% of Total courses and $12,000 per year for graduate • An employee may be considered for Reimbursed level coursework. For seminars or workshops, reimbursement up to six (6) credit hours Expenses see Company Sponsored Training above. per school period. Per IRS , tuition assistance may 36+ months 0% of Total be a taxable benefit. Additional information • If an employee is receiving financial aid Reimbursed regarding taxation may be requested from the from any other source, the employee Expenses Payroll Department. needs to notify Human Resources so that tuition reimbursement may be adjusted The following conditions must be met for accordingly. “Financial Aid” is defined as tuition reimbursement eligibility: financial assistance which may include grants, scholarships and student or • Employee must be a Regular Full-Time other sources of monies designated by employee in good standing who has the institution. completed at least one (1) year of service • Corrective action issued at any time prior with Intertek. to the course being started or completed can result in immediately disqualification from eligibility to participate in the plan

26 EMPLOYEE HANDBOOK EDUCATION, TRAINING & PROFESSIONAL DEVELOPMENT

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 and 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 internally and externally, for at least 5 calendar days, therefore employees are encouraged to frequently check these listings. If interested in a position, the employee must discuss the open position with their manager prior to applying for the opportunity. To apply for a current opening, employees must submit an online application through the Careers site.

27 EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

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

28 EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

LEVELS OF CORRECTIVE ACTION Suspension of Employment Intertek believes that a successful workplace The three (3) levels of the corrective discipline If an event or events compel a manager to is one that enables and encourages employees procedure are stated below. Managers are take immediate action, the employee may be to perform at their best. In any organization, required to engage the Human Resource immediately suspended for a specific period knowledge of any potential business risks Department prior to delivering corrective action after consultation with Human Resources. is critical to ensuring that they are resolved to ensure consistency and fairness. The manager should weigh the severity of before they can have an adverse impact upon the violation(s) in determining the suspension. our business or our employees. These risks Verbal Warning: The employee is reminded This suspension allows management the time may include theft, , disregard for company verbally that specific behavior or performance to investigate and evaluate the situation and policies, harassment, time reporting abuse, is unacceptable. The action necessary to decide what further action, if any, is warranted. or anything that threatens the security of correct the problem is determined. Depending The Human Resources Department must be the company, its employees or its customers. on the seriousness of the behavior, a reminder contacted prior to suspending an employee. We encourage you to speak freely to your may be given before a written warning is If an employee is to be placed on suspension management or Human Resources staff. issued. Verbal warnings may be written the Human Resources Department will assist However, recognizing that some employees or documented by the supervisor. In some in determining if the suspension will be paid or are reluctant to report incidents, Intertek has situations, a manager may deem it appropriate unpaid time away from work, depending on the contracted with an independent agency so to move to a written warning or to immediate circumstances surrounding the event, any other that employees can report incidents of concern termination without any prior verbal or written mitigating factors, and applicable state, local, when they are not comfortable using internal warning. and federal law. channels.

Written Warning: A written warning will Complaint Handling This agency acts as an unbiased third party include a specific statement of the problem, a Intertek provides a process for employees which processes complaints, either by phone statement of how it must be resolved, and the to discuss complaints or problems with or web, in a manner which provides assured period of time allotted for resolution. Copies of management and to receive careful anonymity for the caller. In turn, the concerns the written warning will be distributed to the consideration and prompt resolution. are reported anonymously to Intertek so that employee, supervisor and the Human Resource Employees are encouraged to first seek the Company may investigate and address Department. Generally, written warnings assistance from their immediate supervisors. If the issues raised. Based on this investigation, follow verbal warnings for repeated problems. the complaint is not settled satisfactorily, the responses are then reported back to GCS so However, written warnings may be used as employee may appeal to the next higher level the employee who made a report can check the first level of disciplinary procedure for of management. A complaint may be appealed back to obtain information on the Company’s serious violation of Company policy or serious through succeeding levels of management resolution. Below are the details to report an performance or behavior problems. up to the Vice President. The Vice President anonymous complaint: will render a final decision after appropriate Termination of Employment: Management investigation. Intertek Hotline – 1-800-461-9330; or Online reserves the right to bypass verbal and/or at www.IntertekHotline.com written warnings and proceed to termination If an employee’s complaint involves his or her of employment depending on the severity of direct supervisor, the employee is encouraged Social Media Use at Intertek any particular infraction or on its assessment to discuss it with the next higher level of OVERVIEW of any accumulation of various infractions over management. If resolution is not achieved, Intertek recognizes that social networking time. The Human Resource Department must the employee may discuss the complaint with through the use of Internet-based and other approve this action in advance. Human Resources. Employees may ask Human electronic social media tools is a valued and Resources or another manager to be present at integral part of everyday life for many. Use of Management need not exhaust all levels of the a complaint discussion. Facebook, LinkedIn, blogging, wikis and other process if the violation is deemed to be of such online social media is commonplace and is a nature as to warrant immediate termination Confidentiality will be maintained during and changing the way Intertek people work and or the skipping of one or more steps in the after complaint investigation to the extent engage with each other, our customers and corrective action framework. In addition, these possible. Intertek requires that employees our partners. Social computing is an important levels of discipline may be combined with fully cooperate during investigations, including arena for organizational and individual other corrective actions, such as required answering questions and/or providing a development, so in the interest of protecting training, performance improvement plans, or witness statement upon request. both Intertek and its employees, we have suspensions.

29 EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

produced the following guidelines. These or confidential to Intertek or any 11. Stick to your area of expertise and do guidelines provide helpful, practical advice content that requires a non-disclosure feel free to provide unique, individual on the acceptable use of social media to all agreement or is part of a confidential perspectives on non-confidential Intertek staff, whether accessing or using management or internal discussion activities at Intertek. Intertek or personally-owned systems or 2. Present yourself and Intertek truthfully 12. When disagreeing with others’ equipment. and objectively. Never represent opinions, keep it appropriate and polite. yourself or Intertek in a false or If you find yourself in a situation KEY GUIDING PRINCIPLES misleading way. All statements must online that looks as if it’s becoming 1. Where you choose to use social media, be true and not misleading; all claims antagonistic, do not get overly it should not affect your work must be substantiated. defensive and do not disengage from

the conversation abruptly. Disengage Ensure that your online activities do 3. Be transparent and state that you work from the dialogue in a fair and polite not interfere with, or detract from, at Intertek. Honesty is important in manner that reflects well on Intertek. your job performance or productivity. the Social Media environment. If you The lines between work and personal are writing about Intertek, use your 13. Our work for customers is also life can become blurred. In general, real name, identify that you work for governed by confidentiality clauses what you do in your own time is a Intertek, and be clear about your role. If in our contracts with them and in personal decision. However, activities you have a vested interest in what you your terms of employment. Our in or outside of work that affect your are discussing, be the first to say so. clients, customers and partners are job performance, the performance of Make it clear that you are expressing valuable assets that can be damaged others, or Intertek business interests your own opinion and not necessarily through a thoughtless comment. are within the scope of, and impact the opinion of Intertek, especially when Even a positive reference can be your employment with Intertek. making recommendations or referrals picked up by a competitor and turned of products or individuals. to Intertek’s disadvantage. You must 2. Your social networking conduct should not reference any clients, customers be consistent with the Intertek Code 4. Respect copyright and specify quotes or partners without first obtaining of Ethics. and image sources. their express permission to do so. Each member of Intertek is personally 5. Consider carefully the subject you Remember that information relating responsible for the content he or she publishes write about. to your job with Intertek remains the on any form of social media. Be thoughtful of the Company 6. Refrain from posting about drug or about how you present yourself and what you and employees’ confidentiality alcohol abuse, profanity, off-color or say in online obligations continue indefinitely, even sexual humor, and other inappropriate after employment with the company conduct. social networks. You may have identified has ended. yourself as a member of Intertek or Intertek 7. Do not use ethnic slurs, personal 14. Never comment on anything related to as your employer, either directly or as part of insults, obscenity, or things that would litigation to which Intertek is a party, or a user profile. If so, ensure your profile and not be acceptable in the Intertek any party Intertek may be in litigation related content is consistent with how you wish workplace. with, or on high profile or business- to present yourself to Intertek’s stakeholders, sensitive topics that may be considered customers, your business contacts, and your 8. Show proper respect for people’s a crisis situation. colleagues and peers privacy and for topics that may be considered objectionable or 15. What you publish is widely accessible inflammatory, like politics and religion. GUIDELINES and traceable and will be around for 1. Maintain Intertek confidentiality. 9. Post meaningful, respectful comments a long time, so consider the content Do not reveal any information that - in other words, no spam or remarks carefully. Additionally, there are many breaches Intertek’s obligations of that may be interpreted by others as security risks to social networks so confidentiality to its stakeholders, or offensive. you should consider the potential confidential company information. For threat of hacking or leaks and be 10. Respect the law, including those laws example: prudent in what you write or post. Even governing defamation, discrimination, anonymous comments may be traced harassment, copyright and fair use. Do not discuss customer details or back to your or Intertek’s IP address Always appropriately credit sources of share anything that is proprietary and may be used in of information obtained from others.

30 EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

your performance. As a company, we business. However, these activities must not • Unsolicited gifts of nominal value (not in periodically monitor use and traffic adversely impact the Company or become a excess of $25) given during the Holidays; on social networking linked to our conflict of interest. • Unsolicited lunch or dinner meetings Company and via our networks. properly chargeable as a business Employees must adhere to the following to 16. Do not intentionally use the Intertek expense; or, avoid a conflict of interest or the perception of logo or branded images, unless a conflict of interest: • Unsolicited promotional material (pens, specifically authorized to do so by your coffee mugs, etc.) value not exceeding manager. • No outside work may be done during $25. 17. Ask for approval before you reference regular work hours. Company facilities, Multiple gifts within the guidelines may be Intertek partners or vendors. equipment, labor, or supplies may be not construed as a circumvention of the rules. used for personal activities. 18. Ensure that your social networking If in doubt, contact the Human Resources conduct is consistent with all of • Employees engaged in outside work are Department or the Regional Compliance Officer Intertek’s employee policies, for obligated to advise their customers that to declare the item(s) and request proper example, workplace discrimination. the work that they perform for those guidance. customers is outside of their employment 19. References to competitors, scope with Intertek, and therefore they Be aware of the Federal Acquisition competitors’ services or third parties are not representing Intertek while Regulations (FAR) and the Office of should be made in a manner that is performing such work. Government Ethics Standard (OGE), which set truthful, not deceptive or misleading or forth rules applying to business courtesies with likely to mislead, and be consistent with • Employees are not permitted to solicit, federal employees. applicable laws. Intertek is a member obtain, accept, or retain personal benefit of the International Federation of from any other employee, supplier, Inspection Agencies (IFIA). The IFIA vendor, customer, or any individual or Professional Appearance Compliance Code aims to enhance the organization doing or seeking business Dress should be appropriate to the job function status of the profession by ensuring with the Company, without full disclosure. and work environment. A professional business that each IFIA Member abides by high Personal benefit means a gift, gratuity, appearance is expected of all employees standards of professional conduct favor, service, compensation in any form, whether dressed in business attire or business throughout its organization to assure discount, special treatment, or anything of casual attire. Radical departures from its ethical behavior and the integrity monetary value exceeding $25. conventional dress or personal grooming, torn of its services. Intertek employees or unkempt clothing, and unkempt personal • If an employee, spouse, or a member of an and those dealing with Intertek have hygiene are not permitted regardless of the employee’s immediate family is engaged access to the confidential Intertek nature of the job. Appropriate attire when in a business similar in nature to the Hotline, which is the appropriate visiting customers or other business contacts Company’s, it must be disclosed in writing channel to raise any alleged breach of shall be dictated by their standard of dress and/ to the Human Resource Department. the Intertek Code of Ethics. or the situation. In such cases, proper business attire shall be worn, unless not required by the Failure to adhere to the above may result customer. For further clarification, contact your PRESERVATION OF EMPLOYEE RIGHTS in corrective action up to and including Manager or the Human Resource Department. The Social Media Use policy will not and should termination of employment. not be construed, and it will not be applied, in any way to interfere with employee exercise Gifts, Gratuities, Entertainment and Electronic Communications All Intertek electronic and telephonic of Section 7 rights under the National Labor Ethics communication systems and all Relations Act. This policy does not prohibit Decline any gift if acceptance would raise the communications and information transmitted you from engaging in communication with co- slightest suggestion of improper influence by, received from, or stored in Intertek systems workers regarding or related to the terms and or conflict of interest. As a rule, no gifts of are the property of Intertek and as such are conditions of your employment with Intertek. significant value from customers or suppliers to be used generally for the purpose of the should be accepted. In addition, no cash or employee’s work duties. Conflict of Interest cash equivalents should be accepted. Some Intertek recognizes the right of employees to situations may constitute exceptions. For be involved or engaged in activities outside of example: their employment and off hours, which are of a private nature and unrelated to the Company’s

31 EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

Intertek systems are defined as including but incoming, outgoing and stored emails, text • Downloading stream video and/or music not limited to: desktop and laptop computers, messages and text message logs, including from the Internet servers, terminals, software, printers, modems, voicemails, emails and text messages located • Connecting personal computing devices hubs, network cards, tape drives, diskette on cloud-based storage set up with or linked to Intertek networks drives, photocopiers, scanners, Internet access, to an Intertek system. Users should have facsimiles, telephone systems, and company- no expectation of privacy in the use of any • Deploying personal Internet websites on provided cellular phones. Intertek systems information transmitted by, received from or Company systems also include cloud-based storage set up by stored in Intertek systems, including cloud- • Downloading or playing games employees using Intertek systems or linked based storage set up with or linked to an to Intertek systems. The use of any software Intertek system. At the time of hire as a condition of and business equipment for personal reasons employment and continuing employment, is permissible, provided such use is minimal, Employees are not permitted to use a code, employees will be required to sign the Intertek occurs during non-work time, does not interfere access a file, or retrieve any communication IT Acceptable Use Policy and Intertek Cell with the employee’s work or with Company stored on Intertek systems unless permission Phone Policy. Employees who violate this policy business, and does not otherwise violate this has been granted by an authorized Company are subject to corrective action, up to and policy. Employees using Company electronic representative. All pass codes, including pass including termination. and telephonic communications systems for codes for cloud-based storage set up with or personal purposes should have no expectations linked to an Intertek system are the property Cellular and Satellite Telephones of privacy in such use and are responsible for of Intertek. By using an Intertek system, you Intertek may provide cellular or satellite the costs of such use (e.g. phone charges, fax consent to Intertek changing the password for telephones (“mobile phones”) to employees charges). that system and for any storage linked to an as needed in the Company’s judgment. The Intertek system. No employee may use a pass Company provides these phones to employees The Company reserves the right to monitor, code/password or voice mail access code that as a tool to increase service both internally and limit or discontinue personal use of electronic has not been issued to him or her or that is externally to our customers and vendors. and/or telephonic communication systems, unknown to Intertek. Improper use of Intertek including cloud-based storage linked to Intertek systems will not be tolerated. Examples of All mobile phones issued by Intertek are the systems at its discretion or if it determines that improper use include, but are not limited to: property of the Company and subject to an employee has abused this policy. general rules regarding Company property • Spreading materials that are offensive, and reimbursement for expenses. Intertek All equipment provided by Intertek is solely obscene, defamatory, discriminatory, reserves the right to monitor mobile phone owned by Intertek, unless otherwise advised in political, or religious in nature, or which is communications. Including voicemails, call and writing by a senior manager. Intertek systems intended to annoy, harass, or intimidate text logs, text messages, emails and any cloud- must not be removed from Intertek premises another person based storage set up with or linked to a mobile without the express permission of a senior • Solicitations for personal gain phone. Employees who utilize company-issued manager or the IT Department. The software mobile phones consent to this monitoring by used by Intertek has been licensed to Intertek • Representing personal opinions as those virtue of utilizing the phones. from the manufacturers. Use of improperly of the Company licensed software is strictly prohibited. Further, • Registration of Intertek email addresses Employees must follow all state and local laws unauthorized loading of software, shareware, for personal use regarding mobile phones use. When using the freeware, games, or any illegal software onto Company’s mobile phones, employees are to any Intertek system is prohibited. Intertek • Forwarding or storing unsolicited email maintain safety as a first priority. Utilization of regularly audits all computers and servers by (spam) or chain letters, visiting Internet Company mobile phone should not endanger the use of specialized software. sites that contain obscene, hateful, or the employee, passengers of the employee or objectionable materials, and downloading other third parties. To ensure that the use of electronic and or viewing any sexually explicit images telephonic communication systems and from the Internet Whenever possible, employees should use business equipment is consistent with • Downloading images or programs from hands-free models or attachments. Intertek Intertek’s business interests, authorized the Internet, unless such download is prohibits non- hands-free employee use of Company representatives may monitor the required to perform a valid business Company or personal mobile phones or similar use of such systems at any time. This may objective and the employee has received devices while driving for business purposes. include listening to stored voicemail messages, approval from their manager Certain business units may have more reviewing call logs, and monitoring and viewing restrictive policies and employees in those

32 EMPLOYEE HANDBOOK EMPLOYEE CODE OF CONDUCT

business units are required to follow the more restrictive policy.

Intertek recognizes that a mobile 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 and Distribution To ensure the efficient operation of our business and to prevent annoyance to employees, it is necessary to control solicitations and distribution of non-work- related material. Employees are prohibited from distributing literature or printed materials of any kind in work areas at all times, and in non-work areas when either the employee doing the distribution or the employee receiving the distribution is supposed to be working. Employees may not solicit other employees to buy merchandise, provide financial contributions or for any other cause not sponsored by the Company during any time when either the employee doing the soliciting or the employee being solicited is supposed to be working.

Visitors Non-authorized persons are not permitted on Intertek property and will be denied access.

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 front desk staff 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.

33 EMPLOYEE HANDBOOK INTERTEK CODE OF ETHICS

Intertek Code of Ethics Intertek Hotline of Foreign Public Officials in International Intertek’s Mission and Values statement Intertek is committed to maintain a culture Business Transactions signed in Paris, France declares that we act with integrity, honesty where issues of integrity and professional on December 17, 1997; and, United Kingdom and respect. One of our primary can be raised and discussed openly. (U.K.) Act. It is important that Intertek’s objectives is to help our customers meet This is why we provide hotline facilities employees, contractors, agents, joint venture quality standards for virtually any market in for all employees, contractors, and others partners and distributors as well as those third the world and protect them against risk by representing Intertek, to enable confidential parties conducting business with Intertek, ensuring compliance with local, national and reporting of suspected misconduct or breaches fully understand Intertek’s zero tolerance of international laws. The accuracy and validity of the Code of Ethics: . of reports and certificates that we provide to our customers and maintaining the trust and Intertek Hotline: www.IntertekHotline.com or Intertek’s Anti-Bribery Guidance, including Gifts, confidence of our customers, their customers +1 (800) 461-9330 Hospitality and Entertaining Policy, is available and others impacted by our work, are therefore from your manager, Regional Compliance important factors which contribute to our Independently operated by Convercent, a third- Officer, or at www.intertek.com/investors/ success. party service provider, reported concerns will corporate-governance. be kept secure and confidential. Our reputation Intertek’s Code of Ethics sets out the principles is built on the integrity and know-how of What Intertek expects of you: and rules that govern our business conduct. our people, so we do not tolerate unethical It helps anyone representing the Company behavior by our employees, contractors, agents • Carry out all work in an independent and to understand what is expected of them and or anyone acting on our behalf. impartial manner, in accordance with local ensures that we always act responsibly and and international laws. with integrity. The principles of the Code of Additional Code of Ethics Guidance • Never falsify or misrepresent your own Ethics, which is incorporated by reference into The following is not intended to cover all qualifications, manipulate reports or test this Employee Handbook, can be found in potential situations, rather it is to provide results, or misrepresent financial data its entirety at: www.intertek.com/investors/ general guidance regarding situations you or records in the course of conducting corporate-governance. Each employee is may encounter. Intertek expects employees to Intertek business. required to review and certify their acceptance report any breaches or suspected breaches of and understanding of the Code of Ethics at the the Intertek Code of Ethics to their manager, • Do not offer money, gifts or hospitality time of hire on a periodic basis as the Company Regional Compliance Officer, or the Intertek indirectly or directly to influence (or which requires as a condition of employment. It is Hotline (www.IntertekHotline.com). may appear to influence) a business the responsibility of each Intertek employee decision. to understand and apply the Intertek Code of OUR COMMITMENT TO INTEGRITY • Do not offer payments, gifts or hospitality Ethics in their own job role, their part of the Our responsibility is to conduct all business to government officials without the business and location. For questions regarding according to the highest professional and express approval of Intertek’s Group Head the Code of Ethics, please contact your ethical standards and practices. Intertek’s work of Legal. manager or Regional Compliance Officer. shall be carried out in an independent and impartial manner, using appropriate methods • Ensure any gift or hospitality complies Failure to comply with the Code of Ethics may and procedures and in accordance with local with Intertek’s Gifts, Hospitality and expose Intertek, its employees, customers or and international laws. Entertaining Policy, never exceeds the others to serious harm and may also damage prescribe value limit and is property the business and reputation we have all Intertek does not tolerate corruption and documented. worked hard to earn. We could also be exposed bribery. Intertek prohibits anyone acting on • Do not use third parties to pay bribes to to financial penalties and even imprisonment behalf of the Company from offering, making, win business. of individuals in serious cases of misconduct. or paying a bribe, even if the bribe would be Any infraction of these policies will subject permissible under the laws of the country. • You should not be involved in business the employee to disciplinary action, up to and There are two United States (U.S.) laws for U.S. decisions where you have (or might be including termination of employment. “Acting companies doing business in foreign countries perceived to have) a conflict of interest. under instructions” from another employee will and a third law that applies across Intertek • You should not be involved in decisions not be accepted as a defense. Any employee because our parent company, Intertek Group involving the recruiting, managing or engaging in work-related criminal activity will plc, is subject to British regulations: U.S. Foreign appraising of a friend or relative without be terminated and may be reported to the Corrupt Practices Act (FCPA); Organization prior approval from your manager or appropriate authorities. Any cost of defense for Economic Cooperation and Development Regional Compliance Officer. will be borne by the employee. (OECD) Convention on Combating Bribery

34 EMPLOYEE HANDBOOK INTERTEK CODE OF ETHICS

• You should not, on behalf of Intertek, marketing surveys and studies, service • Do not misuse somebody else’s personal contract with businesses in which your capabilities, and any other proprietary or confidential information or intellectual friends or family are involved, without or confidential information, even lightly property. obtaining the prior approval of your or with apparent innocence, you should • Protect Intertek’s confidential or sensitive manager and Regional Compliance Officer. object, stop the conversation immediately, information, assets and resources. and tell the competitor firmly that under • Do not make a donation to a political Unauthorized removal of Company no circumstances can you discuss these or religious organization on behalf of property is treated as theft. Company matters. Immediately report any incident Intertek. property includes, but is not limited to, associated with a prohibited subject to client lists, files, reference materials, • Always seek the necessary approvals your Regional Compliance Officer. reports, supplies, computer software, data as set out in the Code of Ethics before • Do not use improper means to acquire processing systems, and databases. making a charitable contribution. a competitor’s trade secrets or other • Do comply with local data protection and • Do not make a charitable contribution confidential information. privacy laws. because you are seeking to win or retain • Do not use confidential information business. obtained from your previous employment • You should not use confidential for the benefit of Intertek. information you have obtained through • Be aware of, and comply with, all your employment with Intertek for applicable export/import and customs personal gain. laws. • Do not buy or sell shares in Intertek or in • Be aware of boycotts or sanctions any other company if you have non-public concerning countries where Intertek or confidential information about those operates. U.S. law forbids U.S.-controlled shares. companies or U.S. persons to transact OUR RELATIONSHIP WITH CUSTOMERS, business with certain nations or PARTNERS AND THE MARKETPLACE Specially Designated Nationals (SDN). What Intertek expects of you: The embargoes are enforced by the Office of Foreign Asset Control (OFAC). • Property entrusted by customers must For information regarding sanctioned be protected against misuse or loss. countries and SDNs, please refer to the Proprietary information regarding Intertek Intertek intranet (https://intranet.intertek. clients or work performed is considered com/Functions/Compliance/Intertek- client confidential and only can be Group- Policy---Countries-Subject-to- released upon approval from the client International-Sanctions/) and the U.S. or in response to a proper court order or OFAC website (https://www.treasury.gov/ process. resource-center/sanctions/Pages/default. • Do not reach agreements either formally aspx). or informally with competitors over OUR OBLIGATION TO PROTECT OUR matters such as pricing or elements of ASSETS, CONFIDENTIAL INFORMATION, pricing (such as discounts or rebates), bid SHAREHOLDERS AND REPUTATION processes, whether to compete in certain What Intertek expects of you: markets or pitch for certain customer’s business. • Do not speak to the media, financial community or the public on behalf of • Do not discuss confidential or Intertek unless you have permission to commercially sensitive information with do so. competitors. • Any authorized communications made on • If a competitor raises pricing, terms behalf of Intertek must be true, accurate and conditions, costs, marketing plans, and not misleading.

35 EMPLOYEE HANDBOOK INTERTEK CODE OF ETHICS

Interactions with Government Representatives and Agencies Requests by government representatives must be referred to the Regional Compliance Officer, except for requests that (a) are directly related to a contract for the requesting agency, (b) are part of normal financial audits associated with the performance of a government contract, or (c) that seek assistance with respect to non-proprietary technical, operational, or scientific issues of a general nature. Similarly, if an employee’s responsibilities do not include contact with regulatory agencies, she or he is not to contact or respond to inquiries from such agencies on behalf of the Company without first consulting their manager or Regional Compliance Officer.

Intertek will cooperate fully with all authorized regulatory inspections, investigations, and examinations. In the event of contact by a government official with respect to such matters, identification should be requested and full name, agency and telephone number obtained. Then the manager and Regional Compliance Officer must be contacted for guidance.

Government representatives may call on employees at home, outside of normal working hours. If this occurs, the choice to enter into a discussion with the government representative rests with the individual and is not required by law. Should the individual wish to decline an immediate interview, it is acceptable to arrange for a meeting in normal business hours, at the place of work and in the presence of counsel. To make these arrangements, contact management and the Regional Compliance Officer as soon as possible.

Whenever contact is initiated with federal, state, or local government representatives, Intertek expects employees to be truthful and accurate in all statements made or reports submitted.

36 EMPLOYEE HANDBOOK HEALTH & SAFETY

Safety Policy • Review copies of all internal health, per SOP requirements. Failure to do so may Safety is a top priority at Intertek. A safe safety, and environmental policies and result in a delay or denial of WC benefits. In and healthy work environment is important procedures; some instances, a drug test may be required for employees, clients and visitors alike. following a work-related injury. Employees • Receive appropriate on-the-job training; The success of the Safety Policy depends who sustain a job-related injury and/or illness on individual and team commitment to • Request information on safety and health are allowed to seek off site medical treatment. the guidelines established both within the hazards in the workplace, precautions In some states, the WC law allows Intertek to departments and throughout each Intertek that should be taken, and procedures to direct the injured employee to a specific pre- location. Employees must: follow if injured or exposed to a harmful selected medical provider. In other states, the substance; employee is allowed to choose the medical • Be aware of and adhere to the safety provider. Questions should be directed to the • Have access to relevant exposure and practices and policies at all times; Workers’ Compensation Manager. medical records; • Obey safety rules posted throughout the • Request an agency inspection to The WC insurance carrier has the right to workplace or any designated job site; investigate hazardous conditions and/or investigate all reported claims by speaking • Use any protective equipment required/ violations of established standards; and with the injured employee and any witnesses provided for the job; identified during the investigative process. If • Observe any monitoring or measuring the injury is found to be work-related, the WC • Exercise caution at all times throughout of chemical and/or physical hazards and insurance carrier will administer and direct the the work day; review resulting data. claim handling process. • IMMEDIATELY report any unsafe Each employee also has the right to stop work conditions, injuries and/or incidents to the if confronted with an imminently dangerous If the medical provider determines that the appropriate manager; situation. Consult with your Supervisor before employee is unable to work as a result of the undertaking a task which you perceive to work-related injury and/or illness, the employee • Be conscious of the fact that ALL present a new or previously unknown hazard. is allowed to use a maximum of 40 hours of treatment of injuries must ONLY be No employee is expected to undertake accrued PTO or Sick Leave, if available, to cover performed by qualified first aid and/or any imminently dangerous task or expose the “waiting period” before WC lost wage medical personnel; and, themselves to an environment which is benefits are provided. The statutory “waiting • Use common sense. immediately dangerous to life and health. period”” is the time between the first day of disability and the first day wage loss benefits • Understand the tasks you are performing Workers’ Compensation begin. The “waiting period” varies from state- and any risks and consequences of failing A major objective at Intertek is to provide to-state. to abide by safe and healthful practices. employees with an injury- and illness-free work Safety procedures and work practices are environment. In the event that a work-related If the injury or illness is found not to be viewed as Intertek work rules. If an employee injury occurs, Workers’ Compensation (WC) work-related, the claim will be denied. In such violates accident prevention or occupational insurance coverage is provided and paid for by cases, the medical bills will be forwarded to health work practices, they may be subject Intertek. the employee’s elected health care insurance to corrective action, up to and including provider. During the course of an accepted WC termination. Employees are expected to WC insurance is designed to replace a claim, the employee will be required to submit report all injuries or environmental accidents percentage of lost wages, provide for medical medical documentation reporting on his or her or other incidents, no matter how slight, to treatment, and when necessary, vocational status, in the form of Work Status Reports. your supervisor and the safety department and physical rehabilitation. Our WC carrier These reports are to be submitted to the immediately. (or designated claims administrator), and employee’s manager any time there is a change not Intertek, will determine the employee’s in the employee’s disability status (i.e. lost time Employees are responsible for their safety and entitlement to WC benefits. The applicable WC from work or a return-to-work). In the event the safety of their co-workers. Each employee act determines the nature and extent of WC the medical provider presents work restrictions, has the right to: benefits to be provided. the employee will work with his or her manager and with the Human Resources Manager to • Review copies of appropriate health, Employees who experience a work-related determine if light/modified duty is available, safety, and environmental standards, injury or illness must report the incident in accordance with the work restrictions. A regulations, and requirements; immediately to their supervisor. A formal return to work on light/modified duty allows injury/injury investigation will be completed the employee to continue working while at the same time recovering from the effects of his or her injury. The employee’s manager will forward

37 EMPLOYEE HANDBOOK HEALTH & SAFETY

the Work Status Reports to the employee’s • At all locations, all visitors including clients REPORTING AND RESPONDING TO INCIDENTS Supervisor and Human Resources. In some must be accompanied by an employee to OF WORKPLACE VIOLENCE instances, a return-to-work drug test may be the area they are visiting. If an employee believes there is an imminent required. threat of physical harm to him or her, or to • At all locations, all individuals making another employee, he or she should call “911” deliveries are required to sign in, provide Site Security and Workplace Violence to obtain assistance from law enforcement their name and the company for which personnel, immediately report the situation to Intertek is committed to ensuring that it they work, and proof of identification, makes all reasonable efforts to protect its local management, and remove him or herself unless there is separate shipping and from immediate danger, if possible. employees from workplace violence. All Intertek receiving department at the facility. employees are expected to maintain a working environment free from violence, threats of • In locations where Company identification An employee who witnesses a violation violence, intimidation and coercion, and to badges are required, badges must be worn of this policy or a threatened or actual take steps necessary to minimize the risk of at all times. verbal or physical assault in the workplace workplace violence. All employees including or at a Company-function should report it • Photographic, audio or other recordings managers and supervisors are responsible immediately to local management, the Human are not permitted on Company or client for using safe work practices, for following Resource Department, or the Health, Safety premises, unless as required as part of the all directives, policies and procedures, and for & Environmental Manager. An employee may job function or test protocol. Unauthorized assisting in maintaining a safe and secure also call the Intertek Hotline at 1-800-461- taking of photographs (using camera, work environment. Intertek has adopted a zero 9330; or online at www.IntertekHotline.com cell phone, computer or other device) is tolerance policy for workplace violence. Intertek The Intertek Hotline should not be used in prohibited. does not tolerate violence in the workplace an emergency situation. Employees who use and will make every effort to prevent violent • Remain alert. Employees must report any it should ensure that they provide enough incidents from occurring. suspicious persons, vehicles or activities information to enable a timely and reasonable to their immediate supervisor. response to the complaint. All employees, including supervisors and NO WEAPONS POLICY All reports of actual or threatened workplace managers, are required to adhere to work Another essential component of Intertek’s violence will be promptly and thoroughly practices that are designed to make the Workplace Violence Policy is the prohibition on investigated. Intertek will not retaliate against workplace more secure, and not engage in possession of weapons on Company property, employees who, in good faith, report workplace verbal threats or physical actions that create a at Company events, or on Company business. violence. security hazard for others in the workplace. All Unless state or local law provides otherwise, all employees should review Intertek’s complete applicants, prospective employees, employees, DISCIPLINE FOR VIOLATION OF POLICY Workplace Violence Policy, which may be contractors, subcontractors, clients and obtained on the Company intranet. Employees who violate this policy will be guests are prohibited from using, possessing subject to discipline, up to an including or concealing weapons of any kind while on termination of employment. BUILDING SECURITY the premises of the Company (before, after, An important component of reducing the or during work hours), while engaged in the risk of workplace violence is following rules FEDERAL, STATE, OR LOCAL LAWS business of the Company or while at Company To the extent that this policy may conflict with for building security. Intertek’s building related functions or activities. The policy does security rules are also designed to protect federal, state, or local law, the Company will apply to weapons in an employee’s locked abide by the applicable federal, state, or local the confidentiality of client and customer vehicle in the Company’s parking lot. information, and Intertek’s trade secrets and law. business information. This policy does not apply to law enforcement Drug-Free Workplace Policy personnel or, if possession of a weapon on GENERAL OVERVIEW All employees are required to know and follow Company property, at a Company function, or the site security rules below: Intertek recognizes that when employees while on Company business is permitted by abuse drugs and/or alcohol they are less state or local law, which prohibits enforcement productive, less dependable, and a critical • Unauthorized persons are not permitted of this policy. on Intertek property without a valid threat to the safety, security and welfare of business purpose. At all locations, employees, customers, vendors and the general all guests including visiting Intertek public. employees, vendors, applicants, clients and potential clients must sign-in and out at the designated area (i.e. reception desk).

38 EMPLOYEE HANDBOOK HEALTH & SAFETY

It is the policy of Intertek to maintain a influence of prescription medication which illegal drugs or alcohol, or prescription workplace free from the use and abuse adversely affects the employee’s ability medication that impairs the ability to of drugs and alcohol. Intertek requires all to perform the employee’s duties during perform the employee’s duties; or, employees and applicants to consent and work hours; • Failing to notify a supervisor or the comply with the terms of the drug, alcohol • Bringing and/or storing illegal drugs, Human Resource Department of a and substance abuse policy as a condition alcohol, or drug in the workplace. This conviction or plea of guilty relative to any of employment. If questions arise regarding includes desks, lockers, company vehicles, criminal drug or alcohol-related offense in this policy, contact the Human Resource personal vehicles and other repositories. writing no later than five (5) calendar days Department. After a conditional offer of after the event, unless such conviction or employment has been made, applicants • Transporting, distributing or attempting to plea of guilty has been expunged. are required to consent to and take a pre- distribute, manufacture, sell or dispense employment drug screen. illegal drugs; Employees who violate this policy shall be • Abusing prescription drugs which includes subject to corrective action, up to and including Intertek reserves the right to inspect company exceeding the recommended prescribed termination of employment. An employee’s vehicles, premises, property (including offices, dosage or using others’ prescribed decision to seek professional assistance for desks, lockers and other repositories) and medications; an alcohol or drug-related problem does not personal effects (such as lunch boxes/bags, bar the employee from job and performance- purses, gym bags, backpacks, handbags, • Switching, tampering with or adulterating related corrective action or termination of briefcases, packages or coats) with or without any specimen or sample collected under employment. notice. this policy, or attempting to do so; • Refusing to cooperate with the terms of SUBSTANCE ABUSE TESTING GUIDELINES LEGALIZATION OF MARIJUANA FOR MEDICAL/ RECREATIONAL USE IN CERTAIN STATES this policy, which includes submitting to • Random - Where random substance Several states have legalized the use of questioning, drug testing, alcohol testing, abuse testing is not prohibited by marijuana for medical and/or recreational use. medical or physical tests or examinations, applicable federal, state, territorial or local However, Intertek legally maintains a drug-free when requested or conducted by the law, the selection process is managed by workplace policy and conducts drug testing in Company or its designee. A refusal to test a third-party vendor. includes conduct obstructing testing, such all states, even where recreational marijuana • Reasonable Suspicion - Reasonable as failing to sign necessary paperwork, use is legal. In those states where marijuana suspicion testing may be conducted failing to report to the collection site use is legal, an employee who tests positive where the Company has a reasonable at the appointed time, submitting an for marijuana may not face criminal charges, basis to believe the employee is working adulterated or diluted sample, or failing to but can still be terminated from employment, under the influence of illegal drugs or be reasonably available for testing; or an applicant may have an employment offer alcohol or prescription drugs that impair rescinded. • Failing to consent to, participate in and the employee’s ability to perform the abide by the terms and recommendations employee’s job duties. That reasonable It remains the policy of Intertek to maintain of any EAP program to which Intertek basis may be based on evidence provided a workplace free from the use and abuse of makes a referral, including but not limited by third parties, and/or on observing drugs and alcohol. Employees who violate this to, failing to follow recommendations, if characteristics, actions, or behavior policy shall be subject to corrective action, up to any, regarding behavior modification and exhibited by the. All reasonable suspicion and including termination of employment. abstinence. These failures are a violation testing is under the control of the Human of this policy, as is any failure to be Resources Department or the local POLICY PROHIBITIONS available for any prescribed continuing or manager with approval from the Human Employees are strictly prohibited from follow-up sessions; Resource Department. engaging in the following conduct: • Failing to advise a supervisor or manager • Return to Work - Intertek reserves • Using, consuming, being under the of the use of a prescription or over- the right to have an employee tested influence of, testing positive for, or the-counter drug which may alter the before returning to work after an illness otherwise having in one’s system, illegal employee’s ability to perform the essential or injury. The purpose for this testing drugs; functions of his or her job; is to determine whether a controlled substance is present in the employee’s • Using, possessing, or being under the • Failing to notify his or her supervisor system and if the substance increases the influence of illegal drugs or alcohol before going to work if he or she believes risk of injury to the employee. during work hours, or being under the that he or she is under the influence of

39 EMPLOYEE HANDBOOK HEALTH & SAFETY

• Pre-Employment - After a conditional and a message will be provided if the facility is offer of employment is made and before officially closed. When this occurs, employees beginning employment, the candidate will may be asked to work from home, if they are submit to a drug and substance test. able. Employees should code their hours as regular hours. • Post-Accident - A drug test may be conducted when an accident occurs in the If an employee is not able to work from home, workplace. and does not have PTO or Vacation available, Non- Exempt employees will not record any Tobacco-Free Workplace Policy time worked (i.e. unpaid time), and Exempt To help provide a healthy work environment employees should contact your Manager or for employees, clients and visitors, tobacco Human Resources for guidance. use is prohibited inside any building or area of all Intertek facilities. Tobacco use is defined as If a facility remains officially open on an use of cigarettes, other tobacco products such inclement weather day, and an employee as e-cigarettes, and other smokeless tobacco elects not to report to work, the employee may products. This includes but is not limited to request approval from their supervisor to work offices, laboratories, file storage areas, general from home, use PTO or Vacation time, or if they storage locations, hallways, sample retain, and do not have any PTO or Vacation available, staging and general storage areas. they will not record any time worked (i.e. unpaid time). Tobacco use is permitted only outside the building in designated areas. These designated Regardless of whether or not the facility areas have approved containers to hold smoked remains open or closed on an inclement cigarettes to reduce the risk of fire caused weather day, it is each employee’s decision by the tossing of a lit cigarette. The use of to determine if they can safely arrive at the receptacles will also preserve the outside workplace under the conditions present. If an appearance of the building. Violation of this employee elects not to work on a given day, policy may result in corrective action, up to and the Company requires employees to contact including termination of employment. their supervisor advising of their status for the day, at least one hour prior to the start of their Personal Property shift. Intertek is not responsible for the security of employees’ personal property; rather the burden falls to the employee. Therefore, it is the employees’ responsibility to secure and protect all personal property that they bring to the workplace.

Inclement Weather It is the policy of Intertek to remain open during most periods of inclement weather; however, where extraordinary circumstances warrant, due to weather or other unforeseen business interruption, the Company may determine to close the facility. In the event that the Company decides to close a facility, or if a facility is located in an area declared to be in a “state of emergency,” to ensure the safety of our employees the following guidelines should be followed.

Employees should call the local office number

40 EMPLOYEE HANDBOOK EMPLOYMENT RECORDS

Employment and Medical Files position with respect to employment, up to and Employees are not permitted to utilize PTO or Employment files are the property of Intertek including rescinding an offer of employment, Vacation/Sick time as part of the notice period. and will remain with the Company if and when or termination of employment. For detailed Unused PTO or Vacation time will be paid out at the employee terminates employment. The information on this process contact the Human the time of employment separation as per the Human Resource Department is responsible for Resources Department. Paid Time-Off Policy. maintenance of these files. All information in the employment files are confidential and made All reference requests and/or inquiries from EXIT INTERVIEW available to authorized employees only on a other employers for current or former Intertek When an employee resigns or is separated from “need-to-know” basis. employees must be referred to the Human Intertek, an exit interview may be scheduled Resource Department. Personal or professional with the Human Resource Department. Topics Medical records are confidential and maintained references may not be given by anyone other such as health insurance continuation (COBRA), separately from employment records, with than the Human Resource Department. life and disability insurance conversion, 401(k), access only afforded to authorized employees references, settlement of any outstanding in accordance with the privacy requirements of The Company has a neutral-reference policy. credit card or travel balances, and return applicable federal and state laws. Responses to telephone inquiries will confirm of Company property including keys and only dates of employment and most recent job equipment can be discussed at that time. An employee is entitled to review the title. In addition, responses to written inquiries employee’s own employment and/or medical will include salary information if accompanied Unemployment Compensation files. To do so, a written request must be by a written authorization from the employee. An employee who separates from Intertek made to the Human Resource Department. may be eligible for unemployment benefits. Within ten (10) working days of the request Changes in Personal Information Unemployment benefits are determined by (or within any lesser period mandated by If an employee has a change in personal data, the state agency and individuals are urged state or territorial law), the files will be made such as address, telephone number or number to contact their local state unemployment available to the employee to view or copies of of dependents, that will affect benefits and/or office to register for work and to research documents in the file that are not company- payroll, it is his or her responsibility to promptly unemployment benefits options. An employee confidential may be mailed to the employee’s update their information by contacting the who is terminated for misconduct, attendance home address on file. Employee Service Center. violations or absenteeism may be disqualified from receiving unemployment benefits in Employment Applications and Resumes Separation from Employment accordance with applicable state law. Intertek relies upon the accuracy of information While we hope that an employee’s career with contained in the employment application Intertek is long and rewarding, there will be and resume, as well as the accuracy of other times when the Company and employee will data presented throughout the hiring process part ways. Below Intertek makes every effort and employment. Any misrepresentations, to anticipate the questions that may arise from falsifications, or material omissions in any of such a separation. this information or data may result in Intertek’s exclusion of the individual from further RESIGNATION consideration for employment or, if the person Resignation is a voluntary act initiated by has been hired, termination of employment. the employee to terminate employment. An employee who resigns should do so in writing Background and Reference Checks and identify the last date he or she will work. Intertek reserves the right to process To remain in good standing and be considered background checks both as a condition of eligible for rehire, Intertek requires two weeks’ pre-employment and at any time during the notice. The supervisor should forward the course of employment, and will do so only in resignation notice to the Human Resource compliance with applicable state and federal Department. law. In order to comply with the Fair Credit Reporting Act (FCRA), Intertek has put in Intertek reserves the right to accept a place strict procedures and guidelines to resignation immediately, or at any time prior to process background checks for applicants and expiration of the notice period, and to separate employees. Any false information or omission the employee from employment without of information will jeopardize an employee’s permitting the employee to work through the notice period.

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