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Employee Handbook Table of Contents

Introduction...... 4

Employee Handbook...... 4

G&D Integrated Vision Statement...... 4

Equal Employment Opportunity Policy Statement...... 5

Company Position on Third Parties...... 5

Americans with Disabilities Act Policy Statement (Reasonable Accommodation)...... 6

Confidential Information...... 6

Conflict of Interest...... 6

Fleet Safety Compliance...... 7

Human Resources Department...... 7

Name, Address, and Telephone Number Change...... 8

At-Will Employment...... 9

Evaluation Period...... 9

Employee Categories...... 10

Internal Job Posting Program...... 10

Compensation Policy...... 12

Performance Management...... 12

Payroll Policy...... 12

Hours of work...... 12

Breaks and Lunch...... 13

Overtime...... 13

Payday...... 13 Time Records...... 14

Employee Time Card Badge...... 14

Earned Time Benefit Plan – Nonexempt Employees...... 15

Paid-Time-Off Benefit Plan – Exempt Employees...... 17

Holidays...... 18

Bereavement Leave...... 19

Family & Medical Leave Act (FMLA) Policy...... 20

Unpaid Leave of Absence Policy...... 26

Jury Duty...... 26

Time Off to Vote...... 27

Military Leave...... 27

School Visitation Leave Policy...... 28

Employee Benefits Overview...... 29

Health and Dental Insurance...... 29

HIPPA Privacy Policy...... 30

COBRA Benefits...... 30

Group Life Insurance...... 31

Retirement Plan 401(K)...... 31

Employee Assistance Plan...... 31

Tuition Assistance Plan...... 32

Workers’ Compensation Benefits...... 33

Service Award Program...... 34

Acceptance of Company Property...... 35

Attendance and Punctuality...... 35

2 General Rules and Disciplinary Procedure Policy...... 37

Personal Appearance...... 39

Injuries and Accidents...... 40

Site Security...... 41

Company Automobile Use Policy...... 42

Workplace Violence...... 42

Electronic Communication Policy...... 43

Employment of Relatives Policy...... 46

Non-Harassment Policy...... 47

Religious Accommodation Policy...... 48

Solicitation, Distribution, and Use of Company Bulletin Boards Policy...... 48

Internal Investigation and Search Policy...... 49

Substance Abuse Policy...... 49

Smoking Policy...... 51

Separation Policy...... 52

Employee Handbook and At Will Employee Status Acknowledgement...... 54

3 Introduction

Employee Handbook This employee handbook is your guideline for the policies and procedures followed by G&D Integrated. Please note that G&D Integrated reserves the right to make changes and/or modifications to this handbook at any time, with or without notice. Policy revisions made after the printing of this material supersede policies contained in the Handbook.

Be advised that at any time when a given federal or state law conflicts with policies herein, G&D Integrated will abide by such federal or state law.

G&D Integrated Vision Statement This Company will remain faithful to the following principles in conducting all business activities:  Determination: We resolve to engage all of our business activity with a single- minded and relentless drive to provide quality logistics service bundles, improve our current service levels, and search for methods to continuously deliver added value to our customers.  People: We endeavor to provide our employees with a candid, open-minded, equitable work environment, with competitive wages and benefits. We believe in promotions from within, to create opportunities for our employees to improve their professional skills, to make this enterprise a place in which our employees will take a great deal of pride.  Respect: We believe in a work environment characterized by civility, integrity, understanding, and mutual consideration. These characteristics are representative of our internal team interactions as well as our relationships with customers and partners.  Honesty: Our core belief in honesty displays itself by our conduct of forthright truthfulness in all of our internal and external interactions. We encourage the free expression of thoughts and ideas and consider it fundamental that our organization remain willing to openly acknowledge its’ mistakes and errors.  Excellence: We believe in the pursuit of exceptional service quality in all of our business activities through the continuous pursuit of greater knowledge and experience, employee development, and the promotion of innovation as a cultural value. We shall always strive to exceed the expectations of our customers and partners.  Safety: We have designed our safety standards and practices to ensure a safe work environment, to prevent work-related accidents and injuries. We shall promote the health and well being of our employees, so that they can prosper and pursue personal and professional growth.

4 Equal Employment Opportunity Policy Statement Equal Employment Opportunity has been, and will continue to be, a fundamental principle at G&D Integrated, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, disability, or any other protected characteristic as established by law.

This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment.

The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Employees' questions or concerns should be referred to the Human Resources Department. Appropriate disciplinary action may be taken against any employee willfully violating this policy.

Company Position on Third Parties G&D feels strongly that the work environment is most productive and overall harmony can best be accomplished when employees deal directly with the company, as individuals, rather than through a third party. We know that employees may need to express their concerns, suggestions and comments to us so we can know and understand each other better. We encourage you to bring your problems to your supervisor or anyone else in management you feel can help you. We intend to listen and give the best possible response that we can. We want to keep our organization free from artificially created tensions that can be brought on by the intervention of outsiders, such as a union. We feel that a union would be of no advantage to any of us and could hurt the business on which we all depend for our livelihood. It is not necessary for you to pay union dues in order for your views and work problems to be heard and considered by G&D. Each of you is an individual; you can and should speak for yourself.

Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that G&D amply demonstrates its commitment to employees by responding effectively to employee concerns.

If you are ever approached by someone and asked to sign a union authorization card (at work or outside of work), you have the right to refuse. You also have the right to be free from intimidation, coercion or peer pressure from anyone who wants you to sign. Understand that if you sign a union authorization card, you may be obligating yourself to be bound by a union’s by-laws and constitution, which may contain rules for your behavior and “fines” for violations of those rules. You may also be committing yourself to support of a union without a chance to revoke that authorization for an extended period of time. Rather than signing union authorization cards, we encourage our employees to discuss issues of concern directly with management so that issues can be addressed and discussed with complete and accurate information.

5 Americans with Disabilities Act Policy Statement (Reasonable Accommodation) G&D Integrated is committed to complying with all applicable provisions of the Americans with Disabilities Act ("ADA"). It is the Company's policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual's disability so long as the employee can perform the essential functions of the job, with or without reasonable accommodation. Consistent with this policy of nondiscrimination, the Company will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made the Company aware of his/her disability, provided that such accommodation does not constitute an undue hardship on the Company.

Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact the Human Resources Department. G&D Integrated encourages individuals with disabilities to come forward and request reasonable accommodation.

An employee or job applicant who has questions regarding this policy or believes that he or she has been discriminated against based on a disability should notify the Human Resources Director or the Human Resources Manager. All such inquiries or complaints will be treated as confidential to the extent permissible by law and practical consistent with the Company’s legal obligations.

Confidential Information In the course of your employment with G&D Integrated, you may have access to confidential information relating to the operation of the Company, a fellow employee or a customer. Employees who are unsure about the confidential nature of specific information must ask their supervisor for clarification.

Knowledge of confidential information is a trust to be honored. Divulging confidential information to an individual not involved with the situation is grounds for termination. We will make every effort to ensure that your personal and confidential information remains secured.

Conflict of Interest The Company expects our employees to conduct business according to the highest ethical standards of conduct. Employees are expected to devote their best efforts to the interests of the Company. Business dealings that appear to create a conflict between the interests of the Company and an employee are unacceptable. The Company recognizes the desire of employees to engage in activities outside of their employment which are of a private nature and unrelated to our business. However, the employee must disclose any possible conflicts so that the Company may assess and prevent potential conflicts of interest from arising. A potential or actual conflict of interest occurs whenever an employee is in a position to influence a decision that may result in a personal gain for the employee or an immediate family member (i.e., spouse or significant other, children, parents, siblings) as a result of the Company's business dealings.

6 If an employee has a question whether an action or proposed course of conduct would create a conflict of interest, he or she should immediately contact the Human Resources Department to obtain advice on the issue. The purpose of this policy is to protect employees from any conflict of interest that might arise.

A violation of this policy will result in appropriate disciplinary action, up to and including termination.

Fleet Safety Compliance The US Department of Transportation Fleet Safety Compliance Manual preempts specific policies in this handbook. Drivers and those employees to whom the Compliance Manual applies are given copies of the relevant portions of the Compliance Manual upon employment. This information can be found in the G&D Integrated Operations Manual.

Human Resources Department The Human Resources Department (HR) provides assistance to employees in many areas including the following services:  Employee Files: Employee files are securely maintained at our corporate office in Morton, IL. These files include medical insurance, retirement plan, personnel matters, time and attendance records, and outside correspondence information.  Employee Questions/Concerns: HR Generalist(s) are on staff in the HR Department to answer questions and concerns from all employees. Employment issues are also resolved by the HR staff.  Recruiting: The initial hiring process begins in the HR Department. New Hire Orientation is conducted by HR.  Employee Benefits: Employee benefits are administered by the HR Department. Questions regarding benefits should be directed to the provider or to HR rather than the employee’s supervisor.  Safety: DOT Qualification files, OSHA Logs, Accident and Injury Reports and Driver Logs are maintained by the HR Department. HR is also involved in providing a comprehensive safety program that provides a safe working environment.  Workers Compensation: Employees who are injured on-the-job will work directly with a member of the HR Department to organize a leave of absence, light duty work, etc. as appropriate.

The employees in the HR Department are here to provide assistance to employees. If you have any questions, please call 1-888-658-7667.

7 Name, Address, and Telephone Number Change Any change of name needs to be reported to your Supervisor and the Human Resources Department.

The Company requires employees to report an address change to their Supervisor immediately. The change form will be forwarded to the Human Resources Department. It is the employee’s responsibility to see that the necessary forms are filled out and submitted.

It is the employee’s responsibility to provide a valid phone number for immediate contact. Home phone number and/or cell phone numbers should be on file with the Human Resources Department. All changes to these numbers needed to be submitted to the employee’s Supervisor.

8 Employment

At-Will Employment This handbook is not intended to be a contract between the Company and its employees. It should not be construed as a contract and no contractual rights arise from the terms of this Employee Handbook. Employees are specifically cautioned not to read the terms of this Handbook as an offer of employment, a guarantee of employment for a definite period of time, or employment subject to any definite conditions. Employees should not rely on the terms of this Employee Handbook in considering whether to accept employment or continue employment with the Company.

The Company reserves the right to revise, revoke, rescind, amend or deviate from the provisions of the Employee Handbook at any time and for any reason with or without notice to employees. While the Company believes that whenever possible, employees should be counseled concerning performance and conduct issues, this is not always possible and/or practical. Thus, employment with G&D Integrated is “at-will” which means employment is subject to termination with or without notice and for cause or for no cause.

Certain sections of this Employee Handbook contain suggested, progressive disciplinary procedures. All such procedures remain entirely at the discretion of the Company, which reserves the right to treat your employment as “at-will.” The disciplinary action taken by the Company will depend upon the severity of the offense and the corrective action deemed necessary by the Company. For more information on progressive discipline, see the General Rules and Disciplinary Procedure Policy.

NOTE: Employment with G&D Integrated is at will. After you have read this policy, sign the Acknowledgement located in the Appendix.

Evaluation Period Every new employee goes through an initial period of adjustment in order to learn about the Company and his/her job. The evaluation period gives the employee and the employee's supervisor a reasonable period of time to evaluate the work relationship. The initial employment period is 90 days.

During this time, the new employee will be provided with training and guidance concerning his/her duties and job performance. The employee may be discharged at any time during this period; without consideration of possible progressive discipline or counseling, if it is determined that he/she is not progressing or performing satisfactorily. Under appropriate circumstances, the initial employment may be extended. Additionally, as is true at all times during an employee's employment with the Company, employment is “at-will” and may be terminated at will, with or without cause and with or without prior notice.

9 Employee Categories The Employee Handbook will refer to “exempt/salaried” and “nonexempt/hourly” employees. Following are the definitions:  An exempt employee is exempt from the provisions of the Fair Labor Standards Act (FLSA) and corresponding state laws entitling an employee to overtime payments. Exempt employees are paid on a salary basis and include administrative, executive, and professional employees.  A nonexempt employee generally is subject to the minimum wage and overtime provisions of the FLSA and corresponding state laws and is paid hourly.

Employee Classifications  Regular Full-time Employees – an employee who works 30 hours or more each week for four (4) consecutive weeks on a regularly scheduled basis. Full-time employees are eligible for all Company benefits as outlined in the benefits section of this handbook.  Regular Part-time Employee – an employee who works less than 30 hours per week for four (4) consecutive weeks. Part-time employees are not eligible for Company benefits as outlined in the benefits section of this handbook.  Temporary Employee- temporary employees are hired for a specific period of time and/or a specific assignment. Temporary employees are not eligible for Company benefits as outlined in the benefits section of this handbook.

Internal Job Posting Program PURPOSE: To provide a means for current G&D Integrated employees to express an interest in an opening for a salaried or non-entry level hourly position. In the majority of situations, the Job Posting process will only consider applicants that live in reasonable proximity to the location where the opening exists. If the role is at the level where it would be reasonable for an individual to physically relocate his/her residence, all applicants will be considered, regardless of their location.

JOBS TO BE POSTED: The expectation is for all jobs identified above to be posted with the exception of:  Senior Manager roles.  Jobs for which an existing employee has been developed and which represents a logical career step for that individual.  Positions that require specialized skills or abilities.

MANAGER/SUPERVISOR RESPONSIBILITY: Submit approved requisition for vacancy to the Recruiting & Staffing Department. It is also the responsibility of the Manager/Supervisor to ensure an updated “Job Description” in on file.

METHOD: Jobs will be posted on the Intranet for a period of five days. A simultaneous “Hard Copy” will be posted at appropriate locations as described under the “Purpose” section. Such postings will be placed in an area where normal Company communications are displayed, in order to provide notice to employees that do not have computer access.

10 SELECTION PROCESS: After notifying their Supervisor of their interest in pursuing the posted opportunity, employees must submit (electronically or hard copy) an “Internal Application” form to Recruiting & Staffing within the prescribed time limit. All respondents will receive an acknowledgement from HR verifying receipt of application. However, after a review of individual personnel files and a review of application by the requesting Manger/Supervisor, only those individuals who most closely fit the job requirements will be selected for an interview. All applicants will be notified regarding their final status.

POST SELECTION PROCESS: If a position is filled with an internal candidate, the previous Supervisor has the option of holding the successful candidate in his/her current role for a reasonable period of time before the person moves into his/her new position.

11 COMPENSATION

Compensation Policy It is our objective to assure that individuals are fairly compensated on the basis of their own performance. It is our intention to use a compensation system that will determine the current market value of a position based on the skills, knowledge, accountabilities, and behaviors required.

Performance Management In order to attract and retain a highly qualified and competent work force, the Company has instituted a performance management program to compensate employees in a fair and equitable manner based upon demonstrated job performance, and in accordance with its Equal Employment Opportunity policy.

Through this program employees will receive constructive work reviews designed to address performance and skill developmental needs and interests.

The Performance Management Schedule is as follows:  Salaried Employees  Annual performance review due each year between January 1 and March 31.  Annual salary review based on anniversary of start date  Hourly Employees  Annual performance and salary review, based on anniversary of start date

Under usual circumstances, employees should receive a performance review annually. If an employee's job responsibilities change substantially at any time after the annual work review, another may be performed before the next annual review, after the new assignment has begun.

Payroll Policy Hours of work  The workweek begins on Sunday at 12:01a.m. and ends on Saturday at 12:00 midnight.  In order to be properly paid, it is each employee’s responsibility to accurately record his/her work hours using the assigned electronic time card recording device or completing the proper paperwork and turning it into the proper person on a timely basis.

12 Breaks and Lunch  Supervisors will set break-times. Break times are normally ten (10) minutes in duration and may be granted, provided the work situation allows. Smoking breaks are considered as part of the employee’s break period.  All employees will receive a 20 to 30 minute meal period depending on facility policy.  Facilities will work either an 8 hour shift including a paid meal period or an 8 ½ hour shift with an unpaid meal period.  Facilities that provide paid meal periods will receive a total break time, not to exceed 40 minutes during a normal shift. Additionally, employee’s on paid meal/break periods are not allowed to leave the property during this time.

Overtime  Our Company abides by the US Department of Labor and state law standards regarding overtime guidelines. Eligible nonexempt employees will receive overtime pay at a rate of one and one-half times their regular pay for all time worked in excess of 40 hours per week.  Nonexempt employees may be required to work overtime. Supervisors will advise employees, when practical, at least 24 hours in advance. If an emergency or other condition creates a problem with the employee reporting for an overtime assignment, the employee should contact their supervisor. Failure to work scheduled overtime can be grounds for disciplinary action up to and including termination.  Nonexempt employees must gain approval from their supervisor before working overtime. Under no circumstance, should an employee work overtime without gaining approval from their direct supervisor or a member of management.  Approved paid absences, including but not limited to; earned time pay, holiday pay and funeral leave are not counted as time worked for the purposes of computing overtime.  Due to the essential functions of the driver job position, drivers are required to follow Department of Transportation guidelines regarding hours worked.

Payday Payroll is processed weekly and (a) electronically direct deposited into a checking or savings account or (b) provided via debit card. Payday is on Fridays, excluding holidays.

All new employees must supply an account number for direct deposit to a checking/ savings/ debit account. All pay receipts will either be mailed to the employee’s home address or will be made available electronically.

Garnishments, Tax Liens, and Bankruptcy Proceedings The Company considers an employee’s financial affairs to be personal business. However, garnishments, tax liens, bankruptcy proceedings, and child support notices are legal actions by creditors to collect on a debt. The Company is required by law to withhold any amount as specified by any court order.

13 Time Records Employee Time Card Badge  Most non-exempt employees will be assigned a time card badge. Badges should be placed in the badge rack alongside the time clock. If an employee has been issued a photo ID badge, it must be with the employee at all times. Employees must only punch the badge they’ve been assigned. Punching a badge for another employee (or asking an employee to punch your badge) is considered time theft and is grounds for disciplinary action up to and including termination.  Punch-in: Employees must not clock in any earlier than 5 minutes before the regularly scheduled start time, unless authorized by a Supervisor or instructed otherwise. Employees must begin working at their designated start time and immediately following break and lunch periods. All employees must report missed punches to their Supervisor, immediately.  An employee who punches in after their scheduled start time is considered tardy, and may be subject to disciplinary action up to and including termination.  Punch-out: Hours worked will be calculated in quarter hour increments with a minimum of seven (7) minutes to equal one-quarter hour. Example: 7:38 am will be paid as 7:45 am  Any falsification of badge usage (falsification of punching badge) will be grounds for disciplinary action up to and including termination. Any questions regarding this policy should be directed to the employee’s supervisor or Human Resources.  Replacement ID card fee is $10.00 for lost, stolen, or misused ID badges. ID badge must be surrendered to Company officials if employment is terminated for any reason. ID badges are the property of the Company and may be invalidated, revoked, canceled or recalled with or without notice.

Missed Punches Any employee who is required to punch a time clock and fails to do so may be subject to disciplinary action up to and including termination. The employee must report any time clock errors or discrepancies to his/her supervisor immediately.

14 TIME OFF

Earned Time Benefit Plan – Nonexempt Employees The Earned Time Benefit Program (ET) allows employees more flexibility when utilizing personal time.

For Earned Time, hours accrue by pay period worked and are to be used as paid time when modification of an employee’s regular work schedule is needed. Hours will accrue during any pay period in which an employee receives payment (for hours worked). For calculation of accrual, see chart below.  Eligibility: Employees who are regular full-time or part-time and have completed the 90-day evaluation period are eligible for Earned Time. (For further clarification, see the Employee Categories Policy)  Ineligibility: Any employee not receiving earnings in a pay period will not accrue earned time for the given pay period. Any employee who is classified as a temporary employee will not be eligible for Earned Time.  Accrual Explanation: Earned time will accrue according to the number of years of service with G&D Integrated. The accrual factor is based on any amount of time worked in a one week pay period.

After an employee has completed his/her evaluation period, the accrued earned time for the preceding 90 days is placed in his/her “bank” of hours.

Earned Time Benefits Accrual for Full-Time Employees Who Are Eligible:

Hours of Earned Employee’s Years Approximate Total Days per Time Accrued per of Service Total Hours per Anniversary Week Anniversary

1.38 0 to 2nd Anniversary 72.00 9

2.00 2nd to 7th Anniversary 104.00 13

2.77 7th to 14th Anniversary 144.00 18

3.69 14th + Anniversary 192.00 24

Earned Time Benefits Accrual for Part-Time Employees Who Are Eligible: Part-time employee’s earned time will be paid at their normal base rate of pay. Part-time employees will accrue earned time at one half the full time rate based on years of service.

15 Earned Time Calculation An hourly rate of pay will be established by the following calculation:  Previous calendar year gross earnings divided by 2,080 hours will equal an hourly rate of pay.  Example: Employee who made $30,000 in the previous calendar year would average $14.42 per hour. ($30,000 / 2080 = $14.42)  If an employee has not completed his/her first calendar year, the employee’s hourly Earned Time rate would be based on his/her current hourly wage.

Earned time is intended for the following uses:  Vacation  Personal Days  Sick Days  Personal Appointments  Voting time  School Visitation  Additional Bereavement Leave *  Jury Duty (at the discretion of the employee)  Military Leave (at the discretion of the employee)  Witness Duty (at the discretion of the employee)

Earned time must be used in conjunction with any approved modification in a work schedule, including but not limited to, a 30 Day Leave of Absence, Family Medical Leave Act Absence, and Domestic Violence Leave Absence. Note: Earned time will continue to accrue during all other earned time usage (i.e., approved vacation, sick days, appointments, etc.)

* Bereavement Leave is a separately paid leave benefit. For additional information, see the Bereavement Leave Policy.

Earned Time Donation In the spirit of good will, employees are allowed to donate unused earned time to another employee. The Supervisor and Human Resources must approve use of donated earned time as well as the donation itself. Questions regarding this policy should be directed to the employee’s supervisor or the Human Resources Department.

The intention of this policy is to assist employees who are going through a difficult time. It is not to be used for purposes of buying and selling earned time.

Requesting Earned Time Scheduled Earned Time should be scheduled 30-days in advance and a Time-Off Request Form should be submitted to the employee’s supervisor.

Hourly employees may have Earned Time paid out instead of days off. A request must be submitted in writing to the employee’s supervisor. This will ensure the payout is the exact hours requested. Upon request, a separate (live) check will be cut for a minimum of 24 hours of Earned Time. Requests made for less than 24 hours of Earned Time will be included in the employee’s regular check.

16 Earned time will normally be paid for any alteration of work schedule that an employee requests. However, on an exception basis, if there is no impact on an operation, a supervisor may alter an employee’s schedule, either at the beginning or the end of a schedule shift.

Scheduling of earned time is subject to department/operational requirements and, in rare instances; previously approved use of earned time may have to be re-scheduled to meet our customer’s needs.

Earned time may be used on an hourly basis. An employee, upon approval from the Supervisor, may take a minimum of one hour for an appointment.

Employees are allowed to carry a maximum of 40 hours earned time in addition to their normal accrued rate at any given time.

When an employee uses all earned time in his/her bank or misses work without properly scheduling the time off, the absence will be considered an unpaid absence and will count toward the excessive absences. For further information, see the Attendance and Punctuality Policy.

In the event the employee terminates employment, Earned Time will be paid at 100% of the employee’s earned time bank of hours at time of separation.

Paid-Time-Off Benefit Plan – Exempt Employees Employees under “exempt” status according to the Department of Labor Job Classifications are not subject to the hourly earned time criteria. Exempt employees’ earned time usage must be used for a full day off work. Exempt employees receive the number of days of paid time off according to the schedule below. Exempt employees are required to complete a Time-Off Request Form for a full day absence.

Employee’s Years of Service Total Days per Anniversary

0 to 2nd Anniversary 9

2nd to 7th Anniversary 13 7th to 14th Anniversary 18

14th + Anniversary 24

Rather than accruing earned time, exempt employees receive their total paid time off days upon the completion of their first 90 days of employment and on the anniversary of their hire date thereafter.

17 Exempt employees are allowed to roll-over a maximum of one-week of earned time from the preceding calendar year in addition to the total amount granted in any given year. Human Resources reserves the right to set the limit allowed in an earned time bank of hours carried forward for any given year. Exempt employees may not carry over, from one year to the next, more than one (1) week of vacation time in addition to their total days of anniversary for the given year. Requests to carry over days must be approved by the employee’s supervisor.

In the event the employee terminates employment, Earned Time will be paid at 100% of the employee’s earned time bank of hours at time of separation.

Holidays Full-time employees who have worked more than ninety (90) days shall be eligible for Holiday Pay. Holidays falling on Saturday are normally observed on the preceding Friday. Holidays falling on Sunday are normally observed the following Monday. Under normal circumstances, employees must work their entire scheduled shift the last scheduled day of work before and after the Holiday in order to qualify for Holiday pay. Under unusual circumstances and for a compelling reason an employee may receive Holiday pay if they fail to work their entire shift on the last scheduled day of work before or after the Holiday. However, it is important to note that in order to receive Holiday Pay, an employee must work at least one complete shift on either the last workday before or after the Holiday and work at least a partial shift on the other day.

Should an employee miss a portion of their scheduled shift on his/her last day of scheduled work before or after the Holiday for what they believe is a “legitimate and compelling reason”, they should provide specific detail for the partial absence to their Supervisor. The Supervisor will provide this detail to the Facility Manager who will consider the reasons for the partial absence before deciding if an exception will be made to grant Holiday Pay to the affected employee. The following factors will be considered by the Facility Manger when he/she reviews such a request; specific reason for the partial absence, timing of the absence, length of time missed, verifiability of the reason and the overall attendance record of the employee.

The Company recognizes there may be alternative set shifts different than the 8 hour day (i.e. 10 hours, 12 hours), however, all holidays are paid at 8 hour days.

The Company reserves the right to alter any work schedules to meet the needs of our customers. If an employee must work on an observed Holiday, the employee will be paid the Holiday Pay in conjunction with the time worked unless the employee requests the Holiday Pay to be transferred to the Earned Time Plan or Paid-Time-Off Plan. Employees must request the Holiday transfer and it must be authorized by the employee’s Supervisor.

18 The following are observed Holidays:

New Year’s Day Day after Thanksgiving Memorial Day Christmas Eve Independence Day Christmas Day Labor Day New Year’s Eve Thanksgiving Day

Question regarding paid Holiday time should be directed to the Employee’s Supervisor or the Human Resources Department

Bereavement Leave Funeral leave is provided in order to allow employees to attend the funeral of an immediate family member and to handle personal affairs without disrupting income. Only regular full- time employees are eligible for bereavement leave benefits. Eligibility for this benefit begins after ninety (90) days of continuous full-time employment.

The following days are allowed to be used as Bereavement Days: day before the funeral, day of the funeral, day after the funeral.

Employees are given three (3) paid days off for the following immediate family members: Father Mother Spouse Son Daughter Sister Brother Stepfather Stepmother Stepson Stepdaughter

Employees are given two (2) paid days off for the following family members: Father-in-law Mother-in-law Grandfather Grandmother

Bereavement pay will be figured at the employee’s regular rate of pay and will not include any overtime.

The Company may require the employee to submit proof of relationship and proof of attendance to qualify for this benefit. No bereavement allowance will be granted if the employee does not attend the funeral.

In the case an employee requires additional time, has not worked for the Company for 90 days or the deceased family member does not meet one of the defined relationships above, an employee can request Earned Time be paid out or request an unpaid leave.

Bereavement leave may be extended with the approval of the employee’s supervisor. Employees have the option to request earned time and/or an unpaid leave of absence (not to exceed 30 days). Each day off will be counted as an approved absence without pay. See Unpaid Leave of Absence Policy for more information.

19 Family & Medical Leave Act (FMLA) Policy The Family and Medical Leave Act (FMLA) provides eligible employees with up to twelve (12) weeks of unpaid leave for certain family and medical reasons (or up to twenty six (26) weeks of unpaid leave in certain military-related situations) during a given 12 month period. This policy describes the circumstances and conditions under which employees may exercise their FMLA rights. It is the intent of G&D to comply with all applicable laws in administering this policy. If you have questions about the application or interpretation of this policy, please contact Human Resources.

For purposes of this policy, an FMLA leave of absence is an approved absence available to eligible employees under the circumstances described in this policy for consecutive or intermittent periods of up to twelve work weeks in any rolling 12-month period or, in certain military-related situations, up to twenty-six work weeks in any single 12-month period.

Eligibility An individual employee’s eligibility for FMLA leave will be determined in accordance with all applicable law. Generally, to qualify for leave under this Policy, an employee (including a part-time employee) (1) must have been employed by the Company for at least twelve months, (2) must have worked at least 1250 hours during the 12-month period immediately prior to commencing leave, and (3) must be employed at a worksite where 50 or more employees are employed by the Company within 75 miles of that worksite. Please check with Human Resources to determine if you are eligible.

Events Which May Entitle an Employee to FMLA Leave FMLA leave may be taken for any one, or a combination, of the following reasons:  The birth of the employee’s child or to care for a newborn child;  The placement of a child with the employee for adoption or foster care or to care for the newly placed child;  To care for the employee’s spouse, child or parent (but not in-laws) with a serious health condition;  The employee’s own serious health condition that renders the employee unable to perform one or more of the essential functions of the employee’s job;  Qualifying exigency arising out of the fact that the employee’s spouse, child, or parent (but not in-laws) is a National Guard, Reserve, or retired military member on active duty or called to active duty by the federal government; and/or  To care for the employee’s spouse, child, parent (but not in-laws), or next-of-kin who is a covered servicemember with a serious illness or injury incurred in the line of duty.

Definition of “Serious Health Condition” A “serious health condition” is an illness, injury, impairment, or physical or mental condition involving either in-patient care or continuing treatment. It also includes conditions or illnesses that result in any of the following:

20 • A period of incapacity of more than three (3) consecutive calendar days, or any subsequent treatment or period of incapacity relating to the same condition, which involves: • Two or more instances of treatment by a health care provider (the first treatment must occur within 7 days of the first day of incapacity; the second treatment must occur within 30 days of the first day of incapacity); or • At least one treatment by a health care provider, within seven days of the first day of incapacity, that results in a regimen of continuing treatment.

• A period of incapacity related to pregnancy or prenatal care or a chronic serious health condition that: • Requires periodic visits (at least twice per year) for treatment by a health care provider; or • Continues over an extended period of time; and • Might cause episodic, rather than a continuing period of, incapacity – for example, a condition such as asthma or epilepsy.

• A period of permanent or long-term incapacity caused by a condition for which treatment might not be effective – for example, conditions related to Alzheimer’s disease or a severe stroke.

• A period of absence required to receive multiple treatments by a health care provider for: • Restorative surgery after an accident; or • A condition that would likely result in a period of incapacity in the absence of medical treatment, such as cancer or severe arthritis.

Definition of “Qualifying Exigency” The following constitute qualifying exigencies arising out of the fact that the employee’s spouse, child, or parent is a National Guard, Reserve, or retired military member on active duty or called to active duty by the federal government: (1) short-notice deployment; (2) military events and related activities; (3) childcare and school activities; (4) financial and legal arrangements; (5) counseling; (6) rest and recuperation; (7) post-deployment activities; and (8) additional activities agreed to by the employee and the Company.

Amount of Leave Except as noted below with regard to FMLA leave needed to care for the serious illness or injury of a covered servicemember, eligible employees may take up to 12 weeks of FMLA leave within a given, rolling twelve month period. The 12 week period will be calculated from the date the leave starts, rolling back 52 weeks to determine the applicable twelve month period. Spouses who both work for the Company are limited to a combined total of twelve weeks of leave for the birth or placement of a child.

For FMLA leave needed to care for the employee’s spouse, child, parent, or next of kin who is a covered servicemember with a serious illness or injury incurred in the line of duty, eligible employees may take up to 26 weeks of unpaid FMLA leave within a single 12-month period. The 26 weeks of leave are not in addition to 12 weeks of other FMLA leave. For example, if an employee took 12 weeks of other FMLA leave, he or she would be entitled

21 only to 14 additional weeks to care for a covered servicemember’s serious illness or injury. Spouses who both work for the Company are limited to a combined total of 26 weeks of leave during the single 12-month period.

Employee Requests for Leave Employees requesting FMLA leave must submit a written request for the leave to Human Resources in advance of the leave period. The Company may request additional information in order to determine if the request for time off qualifies for FMLA leave. In order to activate FMLA rights, an employee should inform Human Resources of the need for the leave, the reason for the leave request, and complete the necessary leave request forms.

• Employees must provide at least thirty (30) days notice of the need for the leave, if the need can be anticipated that far in advance. • If the need cannot be anticipated at least thirty days in advance, the employee must provide notice as soon as practical, usually at least two full workdays in advance. • Employees must provide medical certification where the leave is for the employee’s or a close family member’s serious health condition, or for the serious illness or injury of a covered servicemember. (See Requirements for Leave—Medical Certification, below). • Employees must report weekly to Human Resources, or such other frequency as directed, as to the status of the employee’s leave and the employee’s intent to return to work.

Use of Paid Leave Required If an employee is entitled to paid leave or paid time off under another policy, the employee must take all of that time off prior to going unpaid under this Policy. When an employee has taken all available accrued paid leave, any additional leave taken under this Policy will be unpaid. If an employee is on leave due to a “personal serious health condition,” the employee may request an unpaid leave rather than exhausting accrued paid leave. FMLA leave will run concurrent with time off due to an on-the-job injury if the injury qualifies as a serious health condition under the Family and Medical Leave Act.

Requirements for Leave -- Medical Certification The Company requires medical certification if an employee requests leave due to a serious health condition, to care for a seriously ill family member, or to care for a covered servicemember who is seriously ill or injured. If it is the employee’s own health condition, the medical certification must include a statement from the treating physician that the employee is unable to perform the functions of his or her position. If leave is requested to care for a family member with a serious health condition, or to care for a covered servicemember with a serious illness or injury, the medical certification must include an estimate of the amount of time the employee will be needed to care for the family member or servicemember and a certification that the employee is needed for such care. Medical certification forms, which explain in detail what information is needed from the health care provider, are available from Human Resources.

Under certain circumstances the Company may require a second medical opinion, for which the Company will pay. If the first and second opinions differ, the Company may require that a third opinion be obtained, which will also be paid for by the Company.

22 During extended periods of leave related to either the employee’s or a family member’s serious health condition, the employee will be required to submit periodic recertifications of the medical condition from a physician or other health care provider. Recertifications may be required at least every 6 months. Likewise, any time an employee is unable to return from such a leave as previously documented by the employee’s health care provider, a recertification of the serious health condition will be required and approval must be obtained prior to the additional leave being taken.

Intermittent Leaves Eligible employees may request FMLA leave on an intermittent basis, where appropriate and necessary. The request must be documented and will only be approved for qualifying exigencies or for serious health conditions (i.e., not for birth or placement of a child) where intermittent leave is medically necessary. G&D may request that medical-related leave be periodically recertified by a health care provider.

If an employee is granted leave on an intermittent or reduced work schedule basis, the employee must, when requested, attempt to schedule the leave so as not to unduly disrupt G&D’s operations. When an employee is granted an intermittent or reduced work schedule leave for foreseeable planned medical treatment, G&D may temporarily transfer the employee to an alternate position with equivalent pay and benefits for which the employee is qualified and which may better accommodate recurring periods of leave.

Benefits During Leave of Absence Employees taking FMLA leave under this policy are eligible to continue coverage under the Company’s existing group health plan for the duration of the leave under normal conditions and subject to normal requirements. Employees on leave are responsible for their share of group health insurance premiums they would normally pay. If an employee does not return to work after the completion of approved leave, the employee may be required to reimburse the Company for premiums paid to maintain the employee’s group health coverage, unless the failure to return to work was for reasons beyond the employee’s control. Employees on FMLA leave shall not earn or accrue any benefits, including vacation or paid holidays, while they are on unpaid leave. If the employee is a participant in the Company’s 401(k) Plan, contributions will be stopped while the employee is on leave, unless the employee has made other arrangements.

Return to Active Employment Upon return from approved FMLA leave, an employee will normally be returned to his or her previous position; or to an equivalent position if the previous position is no longer available. Placement on FMLA does not protect an employee if they would have otherwise been laid off or terminated for a reduction in workforce during such leave. Employees are required to provide a fitness for duty certification from their physician prior to returning to employment after a period of leave resulting from their own serious health condition.

The Company may, at its discretion or as required by law, require alcohol/drug testing of the employee before he/she is permitted to return to work.

23 Under certain circumstances, reinstatement to employment may be denied to a “key employee” as that term is defined by applicable law. When determination is made that reinstatement will be denied, the key employee will be notified of his/her status as a “key” employee. The employee will also be notified of the Company’s decision to deny job restoration. At this time, the employee will be given a reasonable opportunity to return to work from FMLA leave.

Failure to Return from Leave The failure of an employee to return to work upon the expiration of an FMLA leave of absence will be viewed as a resignation and will thus result in immediate termination, unless an extension is granted and approved by the Human Resources Director. Any extension must be requested, whenever possible, two weeks in advance of the employee’s scheduled return date, but in any event prior to the expiration of the approved leave. The Company reserves the right to grant or deny such an extension in whole or in part in accordance with applicable state and federal law and its policies.

Victims’ Economic Security and Safety Act An employee who is a victim of domestic or sexual violence, or has a family member/ household member who is a victim and whose interests are not adverse to the employee as it relates to the domestic or sexual violence, may take an unpaid leave of absence from work to address the violence if needed to: • Seek medical attention for, or recover from, physical or psychological injuries to the employee or the employee’s family or household member; • Obtain services from a victim services organization; • Obtain counseling; • Plan for the safety and security of the victim (including relocation); or • Seek legal assistance.

An eligible employee requesting such leave must provide as much notice of the intention to take such leave as practical, or at least 48 hours notice, except where providing such notice is not practical. Any such requests/notice shall be provided to Human Resources.

This policy does not create a right for employees to take unpaid leave that exceeds, or is in addition to, the amount of unpaid leave time permitted by the FMLA and the Company’s FMLA Policy.

24 25 Unpaid Leave of Absence Policy The Company may grant an unpaid leave of absence at its discretion if the leave does not fall under the Family Medical Leave Act (FMLA) or any other required by law. Any employee who is within their first 90 days of employment may be eligible for a maximum of two (2) weeks leave of absence. Any employee who has completed their 90-day evaluation period may be eligible for a maximum 30-day leave of absence without loss of benefits. The employee must provide a written request in advance to his/her supervisor. Approval is subject to company approval and must be obtained from the Human Resources Department. The Company recognizes all other state law required leaves.

An employee may not obtain other gainful employment or collect unemployment compensation while on a leave of absence. If the employee obtains other gainful employment or collects unemployment compensation while on a leave of absence, employment will be terminated.

The employee is required to check in with the Human Resources department periodically.

Benefit premiums (at the normal employee contribution rate) are the responsibility of the employee while on leave. Premiums must be submitted to the Benefits Manager on a timely basis. Failure to do so may result in loss of benefits. Service time will continue to accrue during the leave of absence; however Earned Time will not accrue.

Before returning to work, the employee must check in with the Human Resources Department to inform them of the date of return. If the employee’s job is not available at the time he/she returns, the Company reserves the right to place the employee in a similar job position at the same rate of pay and status as the employee was earning prior to the leave. In the event a similar position is not available, the Company reserves the right to offer the employee open job positions of the Company’s choice. If the employee chooses not to accept the position offered, it will be considered a voluntary termination, effective immediately. Placement on a Leave of Absence does not protect an employee’s job if they would have otherwise been laid off or terminated due to a reduction of workforce during such leave.

Jury Duty The Company recognizes the need to serve on a jury as part of your civic duty. The Company will allow time off for this service. The Company does not pay for this time off; however, earned time may be used if the employee wishes. All service time benefits will continue to accrue while an employee is serving jury duty.

Employees must provide their supervisor and Human Resources with a copy of the summons as soon as it is received. The time allowed for jury duty will be only as long as necessary to carry out the service. Employees are expected to report to work when not serving jury duty and/or when jury duty is complete.

26 Time Off to Vote It is the policy of the Company to provide employees with time off to vote where work schedules won’t otherwise accommodate voting time. The employee must submit an advance written request to his/her direct supervisor at least one (1) business day prior to the election.

Time off to vote will be treated as an approved absence during which earned time must be used. Time off to vote should be taken before coming into work or at the end of the workday.

This policy applies to federal, state, and local elections.

Military Leave G&D Integrated will grant military leaves of absence as required by law. Any full-time employee who is called to active military duty will be granted a military leave of absence. The duration of the leave will be the term of the enlistment plus any additional time that may be required by the government, up to a maximum of five (5) years. It will include a reasonable allowance of time for travel and adjustment.

Employees directed to participate in extended military duties in the U.S. Armed Forces will be placed on an unpaid military leave of absence for a period as long as five (5) years and will be entitled to the rights and benefits described below, subject to the procedures outlined below, or as may be required by law.

Procedures for Applying for Military Leave The employee will provide his or her immediate supervisor with notice that the employee will be engaging in military service, including, where feasible, a copy of the orders directing the military duty, unless the employee is prevented from doing so by military necessity. Employees are requested to provide such notice within 30 days of active military service. Failure to provide adequate notice may render the employee ineligible for the rights and benefits described in this policy. Employees on temporary or extended military leave may, at their option, use any or all accrued earned time or paid time off during their absence.

Continuation of Health Benefits During a military leave of less than 12 weeks, an employee is entitled to continued group health plan coverage under the same conditions as if the employee had continued to work. The employee (or a representative designated by the employee) is responsible for submitting premium payments in a timely manner to Human Resources. For military leaves of more than 12 weeks, an employee may elect to continue his/her health coverage for up to 24 months of uniformed service through COBRA. The employee will be required to pay all or part of the premium for the continuation coverage. See the COBRA section of this handbook for more information or contact Human Resources.

27 Reinstatement Upon return from a military leave of absence, an employee, who remains qualified, will be reinstated as required by law, subject to these conditions:  The employee must apply for reinstatement within the time required by law;  If the employee’s former job is not available, the Company may provide a job of similar status and pay. Adjustments and exceptions to the policy may be made, as circumstances require.

An employee who has engaged in military service must, in order to be entitled to the reemployment rights, submit an application for reemployment according to applicable law.

At the time of reinstatement, the employee must present the Human Resources Department with verification of a discharge from duty.

An employee’s benefits will be reinstated as of the date the employee returns to work. No waiting periods will apply to individuals returning to work from military service.

The Company reserves the right, at its discretion, to require alcohol/drug testing before the employee can return to work.

It is the Company’s policy not to discriminate in any way against employees who are members of the military. The employee’s job will not be in jeopardy if a military leave of absence is requested or taken. G&D Integrated abides by Uniformed Service Employment and Re-Employment Right Act (USERRA) and corresponding state laws.

School Visitation Leave Policy The intent of this policy is to permit employed parents and guardians who are unable to meet with educators because of a work conflict the right to an allotment of time during the school year to attend necessary educational or behavioral conferences at the school their children attend. For the purpose of this policy, a “child” is considered the biological, adopted or foster child, a stepchild or a legal ward of an employee.

An employee may take up to a total of eight (8) hours during any school year (up to four (4) hours of which may be taken on any given day) to attend school conferences or classroom activities related to the employee’s child, if the conference/activity cannot be scheduled during non-working hours.

Nonexempt employees must use accrued earned time. If the employee does not have any accrued time, the time off may be taken without compensation.

The employee shall provide a written request for leave at least seven (7) days in advance of the time the employee chooses to use the visitation right. In emergency situations, a 24-hour notice is required. The employee must consult with his/her supervisor to schedule the leave so as not to unduly disrupt the operations of the department.

28 Policy may be different in states other than Illinois. See your designated local Human Resources Generalist for details. EMPLOYEE BENEFITS

Employee Benefits Overview The Company has established a variety of employee benefit programs designed to assist employees and their eligible dependents in meeting the financial burdens that can result from illness and disability, and to help plan for retirement. This portion of the Employee Handbook contains very general descriptions of the benefits to which employees may be entitled. This employee handbook does not change or otherwise interpret the terms of the official Benefit Plan Documents. To the extent that any of the information contained in this employee handbook is inconsistent with the official Benefit Plan Documents, the provisions of the official documents will govern in all cases.

The Company reserves the right, in its sole and absolute discretion, to amend, modify or terminate, in whole or in part, any or all of the provisions of the benefit plans described herein. Further, the Company reserves the exclusive right, power and authority, in its sole and absolute discretion, to administer, apply and interpret the benefit plans described herein, and to decide all matters arising in connection with the operation or administration of such plans.

For more complete information regarding any of the benefit programs, please refer to the Benefit Plan Documents or Benefit Highlight Descriptions. If those documents were lost or misplaced, another copy can be obtained from the Human Resources Department.

Health and Dental Insurance The Company currently offers regular full-time employees who have been employed by G&D Integrated for 90 days, health and dental coverage. Employees have the option to choose between a standard PPO medical plan and a high deductible/ health savings account option.

An employee has 90 days from the date of employment to make a medical plan election. Once made, this election is generally fixed for the remainder of the plan (calendar) year. However, if an employee undergoes a change in family status (as defined in the plan document), he/she may make a mid-year change in coverage (i.e., change coverage from individual to family or from family to individual, add or delete dependents, or revoke coverage), provided this is done within 30 days from the date of the change in family status. Please contact the Human Resources Department to determine if a family status change qualifies under the Benefit Plan Document and IRS regulations.

29 At the end of each calendar year, during open enrollment employees are free to change their medical elections (including choice of plans) for the following calendar year, whether or not there is a change in family status.

HIPPA Privacy Policy As required by the Health Insurance Portability and Accountability Act (HIPAA), the Company has adopted a policy that protects the privacy and confidentiality of protected health information (PHI) whenever it is used by Company representatives. The private and confidential use of such information will be the responsibility of all individuals with job duties requiring access to PHI in the course of their jobs.

The Company has designated the Benefits Manager as the HIPAA Compliance Officer (HCO). Any questions or issues regarding PHI should be presented to the HCO for resolution.

Annually or as necessary, the Company performs enrollment, changes in enrollment and payroll deductions, and provides assistance in claims problem resolution and explanation of benefits. Some or all of these activities may require the use or transmission of PHI. Thus, all information related to these processes will be maintained in confidence according to the Company’s Privacy Policy. The complete Privacy Policy is available from the Human Resources Department.

General rules of the Privacy Policy follow:  Disclosures that do not qualify as PHI-protected disclosures include: disclosure of PHI to the individual to whom the PHI belongs, requests by providers for treatment and/or payment, disclosures requested to be made to authorized parties by the individual PHI holder, disclosures to government agencies for reporting or enforcement purposes, disclosures to workers’ compensation providers and those authorized by the workers’ compensation providers.  Information regarding whether an individual is covered by a plan for claims processing purposes may be disclosed.  Information external to the health plan is not considered PHI if the information is being furnished for claims processing purposes involving workers’ compensation and/or short- or long-term disability and medical information received to verify ADA or FMLA status.

Disclosures of PHI will be maintained for a period of six years as required by federal law, unless a state law requires a longer retention period. Records that have been maintained for the maximum interval will be destroyed in a manner to ensure that such data is not compromised.

COBRA Benefits Under the Consolidated Omnibus Budget Reconciliation Act of 1985, better known as COBRA, if an employee terminates employment with the Company or has any other qualifying event, the employee is entitled to continue participating in the Company’s group health plan for a prescribed period of time, usually 18 months. In certain circumstances, such

30 as employee’s divorce or death, the length of coverage period may be longer for qualified dependents. COBRA coverage may not be extended to employees terminated for gross misconduct.

If a former employee chooses to continue group benefits under COBRA, he/she must pay the total applicable premium plus a two (2) percent administrative fee. Coverage will cease if the former employee fails to make premium payments as scheduled, becomes covered by another group plan that does not exclude pre-existing conditions, or becomes eligible for Medicare.

For detailed information or questions on COBRA, employees should check with the Human Resources Department.

Group Life Insurance The Company offers regular full-time employees who have been employed for 90 days an employer-paid basic group term life policy along with an accidental death and dismemberment policy. Employees should refer to the Benefit Plan Document for specific details including the amount of coverage.

Retirement Plan 401(K) The Company provides a 401(k) Retirement Savings Plan to help employees accumulate financial resources for retirement. The Plan allows employees to elect how much of their salary they want to contribute to the Plan and to direct the investment of their funds into professionally managed investment funds.

The Company may, but is not required under the Plan, to make a matching contribution to employees’ contributions. After an individual has been employed for six (6) years, he/she is fully vested in the company’s matching contributions. An employee is fully vested in his/her own contributions regardless of the length of employment.

To be eligible to join the 401(k) Plan, an employee must complete six (6) months of continuous service and be 21 years of age or older. The employee may join the plan anytime after meeting the above requirements. Shortly prior to eligibility, the employee will be given the Summary Plan Description for review and all necessary forms to complete to participate in the Plan.

As with other benefits provided by the Company, this policy is not a binding agreement. The Summary Plan Description and the plan itself govern.

Employee Assistance Plan Through an outside vendor, the Company will provide confidential and voluntary assistance to all employees and their qualifying dependents that may be faced with challenges of financial concerns, certain legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc.

31 Employees and family members can refer themselves to the EAP. The program may be reached 24 hours a day, 7 days a week. EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, agency, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in urgent need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their qualifying dependents to use the services of the EAP. The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee's health insurance coverage as well as his/her ability to pay.

When an employee's job performance or attendance is unsatisfactory or there appears to be signs of other problems during the work day, the supervisor should counsel the employee in consultation with the Human Resources Department with an eye toward resolving the situation. If the employee appears to be unable or unwilling to correct the situation, he/she may be referred to the EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment with G&D Integrated may be contingent upon the employee calling the EAP for assistance and complying with the prescribed course of action. Participation in the Company’s EAP Program does not jeopardize job security or promotional opportunities.

REMINDER: All contact between an employee (or employee’s dependent) and the EAP is held strictly confidential. In cases where an employee's continued employment is contingent upon calling the EAP, the EAP counselor will only verify whether or not the employee has contacted the EAP and, if ongoing treatment is necessary, that the employee is following through on the treatment.

Tuition Assistance Plan Regular, full-time employees, who have worked for the Company at least one (1) year, may be eligible to participate in the Company's tuition reimbursement program. In the event that the Company agrees to support an employee's academic efforts, and believes that the employee's general job performance warrants such action, the Company will reimburse the employee for tuition for certain courses that it believes are job-related. Eligible courses must be directly and substantially related to an employee's improving productivity, improves job knowledge in his/her current job, or prepares an employee for a job that, in the opinion of management, the employee can reasonably aspire to. The amount an employee receives will not exceed an annual reimbursement of $2,000 based on a calendar year.

To receive tuition reimbursement, an employee must apply and be approved before the course begins. The process to request tuition assistance follows:  The employee should complete a Tuition Assistance Form.  If management approves the request, the form is forwarded to Human Resources for approval. Management approval is discretionary and requires the support of the employee’s direct supervisor as well as Senior Management.

32  Once approval has been obtained, the employee should enroll in the class. The employee will pay the initial course fees.  Upon completion of the course, the employee should remit the tuition bill and the final grade report and send them to Human Resources.  Within thirty (30) days, the employee will receive a reimbursement for the course. Please note- the employee must receive a passing grade in order to be reimbursed. A passing grade is defined as a 70% or higher.  Prior to receiving tuition reimbursement, all other options to pay tuition must be exhausted. (i.e. Grants, scholarships).  The employee must repay any reimbursed tuition assistance if the employee resigns within twelve (12) months of the receipt of the tuition assistance.

If an employee resigns or is terminated before completing the course, the employee will not be reimbursed for tuition expenses.

Workers’ Compensation Benefits Workers’ Compensation covers all employees against job-related injuries. Any employee involved in an injury that requires medical attention must submit to a drug screen and breath- alcohol test.

If an injury results in the employee missing work for an extended period of time due to a serious health condition, the Company may designate the leave as a qualifying FMLA leave. The FMLA leave will run concurrently with workers’ compensation. See the FMLA Policy for further clarification.

Any employee involved in an accident or who is injured on the job must report the accident/injury to his/her Supervisor immediately; same shift, same day. The Supervisor and the employee must complete the Injury/Accident Report and Prevention Report forms. The Supervisor will then forward it to the Human Resources Department. Failure to report the accident/injury immediately may result in disciplinary actions.

Any medical bills incurred must be turned in to the Human Resources Department for submission to the Workers’ Compensation carrier. These bills are NOT to be sent to the employee’s group health insurance company.

If time will be missed from work a physician must complete an “Off Work Authorization Form” for the employee stating the exact or anticipated time the employee will be off work. This form must be turned into the employee’s supervisor within 24 hours of receipt. Absences not covered by “Off Work” will be subject to the Attendance Policy.

A physician must complete a “Return to Work Authorization Form” before the employee will be allowed to return to work. Employees are required to submit this form on or before the return date to their supervisor before returning to work. The Company reserves the right to require drug/alcohol testing before the employee returns to work.

33 Any employee on worker’s compensation leave must report to the Human Resources Department no less than once a week after the date of injury.

Employees must report to Human Resources upon receipt or notification of medical status, including but not limited to, the following:  Additional leave required by your physician  Additional physical therapy  Restriction changes  Any other changes deemed necessary

The Company reserves the right to place an employee in the same job or similar job position of the Company’s choice upon release to full duty. The Company also reserves the right and discretion to determine an employee’s qualification and ability to perform a given job.

It is the employee’s responsibility to maintain benefit premiums while off on workers’ compensation at the employee’s regular contribution rate.

Failure to comply with the Workers’ Compensation Policy may result in disciplinary action up to and including termination.

Service Award Program The purpose of this program is to recognize “milestone” anniversary service dates of all employees. At the following anniversary milestones, the employee’s supervisor will present the employee with a G&D Integrated Years of Service Certificate signed by the President of the Company along with a debit card in the following amount:

05 years - $50 10 years - $100 15 years - $150 20 years - $200

G&D recognizes that our employees are our most valuable asset and wishes to show appreciation by recognizing employees on these milestone anniversaries.

34 ON-THE-JOB

Acceptance of Company Property To assist employees in their specific jobs, it may be determined that Company property be issued to them. When this occurs, a “Company Property Agreement Form” will need to be completed indicating the type of property, date of receipt, and specific uses of equipment.

When an employee is separated from employment, all company property must be returned. Company property will be inspected by a supervisor or other authorized company representative. If the property is found to be damaged from abuse by the employee, the employee will be asked to reimburse the Company through deduction from his/her final paycheck.

In the event that company property is not returned, the replacement cost of the item(s) will be deducted from the final paycheck.

Attendance and Punctuality Effective January 1, 2007 the Company has adopted a “No Fault” Attendance and Punctuality Policy for nonexempt employees as a way to equitably control absenteeism in the workplace. Under this policy, the Company will no longer “excuse” an absence for any reason other than for which a Policy clearly exists that allows an employee to take excused time off (Jury Duty, Bereavement, etc.). G&D joins many organizations in the use of a “No Fault” Policy as the method to control excessive absenteeism in the workplace. Under this Policy, the Company will only allow scheduled time off to be taken when it is communicated to and approved by an employee’s Supervisor at least 24 hours in advance of the absence. Additionally, employees wishing to schedule an absence must have enough Earned Time available to cover their time off.

The primary reason for the adoption of this Policy is to help ensure equitable treatment of employees by acknowledging that all employees are being provided enough leeway to occasionally miss work with little advance notice for compelling reasons as the Company acknowledges that this will happen. This type of Attendance Policy does not attempt to judge the validity of the reason for the absence as a “point” is assessed for all absences that are not approved and scheduled in advance. Additionally, this Policy utilizes progressive discipline that will advise an employee of their level of absenteeism so he/she can take corrective action prior to receiving severe disciplinary action.

For the purposes of this Policy, absences, tardiness, and early outs will be calculated together for the employee’s total rate of absence on a point system. .5 point = missing less than 2 hours of a scheduled shift 1 point = any unscheduled absence greater than 2 hours in a scheduled shift

35 Excessive Absenteeism Excessive Absenteeism is considered an Absence Rate that exceeds more than ten and one- half (10.5) total points in any twelve (12) month period.

Scheduled Absence In order for an employee to take schedule earned time off, the employee must submit and have approved an earned time request at least 24 hours in advance. Whenever possible, earned time should be scheduled as far in advance as possible. Earned time request will be approved in the order they are received.

Unscheduled Absence An unscheduled absence is considered any alteration by an employee of his/her work schedule that is not approved by the Supervisor at least 24 hours before it occurs. If an employee knows that he/she is going to be absent or tardy, he/she must report it to his/her Supervisor no later than the prior day in order for it to be considered scheduled, providing the Supervisor approves the absence and the employee has enough Earned Time available to cover the time off. Giving less than 24 hours notice of an absence will be considered an unscheduled absence under this no-fault policy and the employee will be charged .5 point or 1 point for the absence as detailed above. Any absence for which an employee does not have accumulated Earned Time to cover will be counted as an unscheduled absence under this policy and .5 point or 1 point will be charged to the employee as appropriate.

Consecutive partial or complete days of absence will only count as a total of 1 point as long as the absences are for the same reason. For this to apply, the days of absence must be for either personal or immediate family illness or other “compelling” personal reason. Under this policy a compelling personal reason is an event that a reasonable person would recognize as a proper and legitimate reason for an employee to miss work that is not related to an illness. An example of such a compelling reason would be an employee who loses his or her residence due to fire or natural disaster. Incarceration is an example of a reason that is not considered a proper and legitimate reason for counting consecutive absences as one point under this policy. Documentation may be required of the employee to substantiate the reason for a consecutive multiple day absence in order for it to count as one point.

Job Abandonment Two unreported absences (consecutive or nonconsecutive) are considered job abandonment. Job Abandonment and/or walking off the job are considered an immediate employment resignation.

Progressive Discipline Excessive amounts of absence/tardy/early out events are subject to disciplinary steps, up to and including termination. The following guidelines will be followed for progressive discipline purposes: 4th point = Verbal Warning 7th point = Written Warning 10th point = Final Written Warning 11th point = Termination

36 Earned Time Use Any absence/time off, other than an event that meets the criteria of an Act of Nature, will require Earned Time to be used to the extent that it is available. An employee will not be allowed to take unpaid time off if Earned Time is available. In addition, unpaid time off will not be granted to an employee other than for an approved leave of absence that is granted under the Leave of Absence Policy.

Proper Absenteeism Notification Employees who know they will be absent from work must notify their supervisor as soon as possible, but no later than one hour before their scheduled start time.

Act of Nature Any absence that is the result of a natural cause that prohibits 20% of a given facility’s workforce from coming to work, on a given shift, will not be disciplined under this policy. Examples include snow/ice storms and tornados. Employees may choose whether or not to use Earned Time.

Abuse of Policy In addition to the above progressive discipline, any employee who continues to abuse this attendance policy will be subject to disciplinary action, up to and including termination. This includes an employee who continuously misses work when one “point” falls off the schedule.

General Rules and Disciplinary Procedure Policy G&D Integrated supports the use of progressive discipline to address conduct issues such as poor work performance or misconduct and to encourage employees to become more productive and conform their behavior to Company standards and expectations.

Generally, a supervisor gives a warning to an employee to explain behavior that the supervisor has found unacceptable. There are three types of warnings; verbal, written and final written. A verbal warning is when a supervisor verbally counsels an employee about an issue of concern. A written record of the discussion, noting the date, event and recommended action, is usually placed in the employee's file for future reference. Final written warnings are used for behavior or violations for which a supervisor considers severe or where a verbal and/or a written warning have not helped to change unacceptable behavior. A final written warning is usually the last warning an employee receives before termination of employment.

Written warnings are used for behavior or violations which a supervisor considers serious or where a verbal warning has not helped to change unacceptable behavior. An employee should recognize the serious nature of the written warning.

Whenever an employee has been involved in a disciplinary situation that has not been readily resolved or when he/she has demonstrated an inability to perform assigned work responsibilities efficiently, the supervisor, in consultation with the Human Resources Department, may take further disciplinary action. That disciplinary action could include probation, demotion, suspension, or termination.

37 The Company reserves the right to administer appropriate disciplinary action for all forms of disruptive and/or inappropriate behavior. Each situation will be dealt with on an individual basis.

G&D Integrated has established general guidelines to govern the conduct of its employees. No list of rules can include all instances of conduct that can result in discipline and these examples below are not exhaustive. Further, these examples do not replace sound judgment or common sense behavior.

Behavior Expected of G&D Integrated Employees  Report to work punctually as scheduled. Ready for work at the assigned start time  Provide proper advance notice when unable to report to work on time  Comply with all G&D safety and security guidelines  Smoke only at designated times and in places permitted by the facility, company, or local ordinances  Dress appropriately for the work being performed  Eat meals only during meal periods and only in designated eating areas  Maintain a neat and orderly work area  Treat all customers, visitors, and coworkers in a courteous manner  Refrain from behavior or conduct deemed offensive/undesirable or which is contrary to the best interests of the Company  Perform assigned tasks efficiently and in accord with established quality standards  Report any suspicious, unethical, or illegal conduct to management  Cooperate in harassment investigations  Uphold a “positive approach” to employment including refraining from gossip  Return all company property upon termination with the Company  Contact the Human Resources Department when unable to resolve an employment issue

Behavior/Conduct Prohibited by G&D Integrated Employees  Reporting to work under the influence of alcohol, illegal drugs, and narcotics. The selling, dispensing, or possessing alcohol and/or illegal drugs and narcotics is strictly prohibited.  Possessing firearms, explosive devices, or other weapons on company/customer property  Fighting or assaulting (including verbally) fellow employees, customers, or supervisors/managers  Theft, destruction/defacement, or misuse of company equipment or any other property  Falsifying hours of work records including missed time clock punches, incorrect/unauthorized time clock punching, incorrect/unauthorized pay sheet entry, or misuse of company time.  Falsifying or altering any company record or report including an application for employment or job transfer, production report, a time record, an expense report, an absentee report, or a run sheet.  Smoking in unauthorized areas or at unauthorized times.

38  Threatening or intimidating management, supervisors, security guards, suppliers, co- workers, or customers.  Demonstrating disruptive behavior which causes negativity in the workplace, interruption of operations, effects workplace morale, productivity, or any other work related issues.  Sleeping on the job  Failing to abide by safety rules and policies  Dressing inappropriately or failure to follow dress code/appearance guidelines (includes not maintaining acceptable personal hygiene)  Engaging in any type of harassment including sexual harassment  Disclosing trade secrets or confidential information  Failing to meet normal work requirements  Abusing electronic communication privileges including telephone calls, emails, internet abuse, etc.  Distributing unauthorized literature and/or material on company property and/or on company time.  Misuse of work time (includes but not limited to, excessive phone use, social interaction)  Breech of confidentiality  Utilizing a leave of absence for any reason other than that which the leave was intended  Dishonesty  Insubordination

Personal Appearance The Company considers it very important you are well groomed, neat, and dress appropriately for your job function and, while we trust each employee’s common sense and good judgment, a dress code must be followed that is appropriate to the work environment. The Company has adopted a casual dress code but emphasizes some positions may call for more formal attire. Appropriate dress and hygiene are important in promoting a positive company image to our customers, both internally and externally.

Office Environment While the Company observes a casual dress environment, there may be situations requiring more formal attire. If you are conducting or attending meetings, seminars, roundtables, etc. where you come in contact with other business professionals, you are expected to represent the Company in a professional manner and dress appropriately for conducting such business. Know your audience, remember what you represent and dress accordingly.

Production Environment While the Company does not require uniforms in the workplace, a standard of dress is required to promote a safe and productive working environment. Employees must wear all safety equipment as dictated by their facility. This may include safety glasses, steel-toed shoes, and ear plugs.

39 General Guidelines for Everyone The Company wishes to provide a work environment that is free of safety hazards, offensive behavior and harassment of any kind. Therefore, the following clothing is NOT ACCEPTABLE: spandex; bare feet; shower shoes; pants, shorts, or skirts worn below the waistline; sexually provocative clothing; clothing with profanity, nude or semi-nude pictures; sexually suggestive slogans, cartoons, or drawings; the observable lack of undergarments and exposed undergarments. Earrings must be small and conservative. In the interest of Safety, hoops worn in any manner other than small earrings will not be permitted. Tongue studs in an office environment adversely affect speech, and in a production environment present a choking hazard as well as an infection risk and will not be allowed. Tattoos displayed openly representing any offensive subjects are not allowed. Clothing with racial and/or ethnic offensive messages is not allowed.

Any employee who does not meet the standards of this policy will be required to take corrective action. Corrective action may include leaving the premise. Any work time missed because of failure to comply with this policy will not be compensated. Disciplinary action, up to and including termination, may occur if the employee does not take corrective action.

Injuries and Accidents It is an employee’s duty to report work-related injuries and/or accidents to their supervisor immediately. The supervisor will assist the employee with completion of an “Injury Report,” "Accident Report," and/or “Prevention Report.” These reports must be forwarded to Human Resources within 24 hours. For the purpose of this policy, the designated person to whom the employee is required to report an incident or accident, whether supervisor, manager, dispatcher, or safety representative, is referred to as “supervisor.”

Injuries and accidents include:  Accident, on Company/Customer property, while driving or maintaining Company equipment and vehicles;

 Injury of any kind or type (regardless of whether medical treatment, including first aid, is sought); It is not up to the employee to decide whether it should be reported to his/her supervisor and Human Resources/Safety.

 A “near miss” where an employee was behaving in an unsafe or inappropriate way.

All injuries, incidents and accidents must be reported immediately. This will ensure that the employee receives proper medical care and will not jeopardize worker’s compensation benefits. In the event of a serious injury or accident, emergency medical care will be summoned. If the employee fails to comply with his/her obligation to report an accident and/or injury immediately, disciplinary action may be taken up to and including termination.

The Company reserves the right, at its discretion, to require drug and/or alcohol testing.

40 Site Security All employees are expected to understand and adhere to the following Site Security Policy and Corporate Suspicious Activity Reporting Procedures. This policy is intended for all employees to follow in the event any unusual or suspicious activity that poses a threat to the safety of our employees and the security of our equipment, facilities, or hazardous materials cargo, is observed.

Company property removed from the site without prior management approval may be regarded as theft. Additionally, no pictures can be taken of the premises without prior written consent from the Facility Manager.

Employer Responsibility Statement The Company will provide a work environment that is reasonably free of hazards and threats of violence that may cause damage to property or harm to people. It is also our policy to establish an effective and continuous safety and security program that incorporates educational and monitoring procedures. All supervisors and managers are responsible for ensuring that their employees are trained in appropriate security and suspicious activity reporting procedures.

Employee Responsibility Statement All employees have a responsibility to themselves and to the Company to observe and report any suspicious or unusual activity that threatens safety or security.

Reporting Procedures Employees are expected to use common sense and good judgment when assessing the threat potential of any suspicious activity. Depending on the given situation, employees will be expected to report any observed suspicious activity to their immediate supervisor, next level manager, Corporate Human Resources/Safety Department, or the local law enforcement official or fire department.

The Company defines suspicious activity to include (but not limited to) any of the following situations:  Unidentified person(s) attempting to gain access to property, equipment, or facilities.  Unidentified person(s) in any area of the Company, office, yard, or parking lot.  An employee, unescorted vendor, or supplier visiting a part of the office for no known reason.  Any unescorted or unaccompanied visitor anywhere in the building or wandering around the yard or parking lot.  Any person (employee or otherwise) who appears to be hiding something or is acting nervous, anxious, or secretive.  Any employee or visitor making unusual or repeated requests for sensitive or important company documents or information.  Any person asking an employee to make any unauthorized movement (pick-up and delivery) for cash (motor carrier specific).  Any person or group loitering outside a company facility or premises.  Any person claiming to be a representative of a utility (gas, water, electric) but cannot produce valid company identification.

41  Any person carrying a weapon such as a gun or knife.  After hours, any vehicle driving by a company facility with the lights off.  Any occupied vehicle parked outside a company facility - especially if the vehicle has been sitting for a long period or after normal work hours.  An unfamiliar vehicle that appears to be abandoned near a company building or parking lot.

The above list is not all-inclusive. It is meant to provide possible examples of suspicious activities. Once, and if, a suspicious activity is identified, the next step is to act. Employees not only need to be able to identify suspicious activity, they also need to know what to do about it and react appropriately to such activity.

Company Automobile Use Policy G&D Integrated maintains a pool of company vehicles for authorized employees to use for business purposes. Drivers of company pool cars assume the duty of obeying all motor vehicle laws, maintaining the vehicle properly at all times, and following the procedures outlined in the Company Vehicle Fleet Policy. A copy of this policy can be obtained from the Human Resources/Safety Department.

Company vehicles are provided to support business activities and are to be used only by qualified and authorized persons. In all cases, these vehicles are to be operated in strict compliance with motor vehicle laws of the jurisdiction in which they are driven and with the utmost regard for their care and cost efficient use.

To obtain authorization to operate a company vehicle, an employee or the employee’s supervisor must contact a representative in the Human Resources/Safety Department for approval. At that time, the appropriate background and motor vehicle reports will be run.

While operating a company vehicle, the employee is responsible for any fines for parking or moving violations. The Company will not condone traffic citations that result in a court summons being directed to the Company as owner of the vehicle. Each driver is required to report all moving violations to the Human Resources/Safety Department within 24 hours. This requirement applies to violations involving the use of any vehicle (company, personal or other) while on company business. Failure to report violations may result in appropriate disciplinary action, up to and including termination.

Workplace Violence The Company provides a safe workplace for all employees. To ensure a safe workplace and to reduce the risk of violence, all employees should review and understand all provisions of this workplace violence policy.

The Company does not tolerate any type of workplace violence committed by or against employees. Employees are prohibited from making threats or engaging in violent activities. The following list of behaviors, while not inclusive, provides examples of conduct that is prohibited.

42  Causing physical injury to another person;  Making threatening remarks;  Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress;  Intentionally damaging employer property or property of another employee;  Possession of a weapon while on company property or while on company business;  Committing acts motivated by, or related to, sexual harassment or domestic violence.

Any potentially dangerous situations must be reported immediately to a supervisor or the Human Resources Department. Reports can be made anonymously and all reported incidents will be investigated. Reports or incidents warranting confidentiality will be handled appropriately and information will be disclosed to others only on a need-to-know basis. All parties involved in a situation will be counseled and the results of investigations will be discussed with them as appropriate. The Company will actively intervene at any indication of a possibly hostile or violent situation.

While we do not expect employees to be skilled at identifying potentially dangerous persons, employees are expected to exercise good judgment and to inform their supervisor/manager or the Human Resource Department if any employee exhibits behavior which could be a sign of a potentially dangerous situation. Such behavior includes:  Discussing weapons or bringing them to the workplace  Displaying overt signs of extreme stress, resentment, hostility, or anger  Making threatening remarks  Displaying irrational or inappropriate behavior

Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated. Any employee determined to have committed such acts will be subject to disciplinary action, up to and including termination. Non-employees engaged in violent acts on the employer’s premises will be reported to the proper authorities and fully prosecuted.

In a situation where an employee has a restraining order taken out on someone that may affect the workplace, he/she must contact the Human Resources Department and his/her supervisor. This is required for the protection of the employee and others.

Electronic Communication Policy The purpose of the G&D Integrated Electronic Communications Policy is the regulation of the overall usage of our computer network and electronic communication resources. The computer network and all computer and phone related devices that utilize the network for electronic communications are the property of G&D Integrated and are intended for business use only. The G&D Integrated Electronic Communications Policy applies to all individuals using company-owned computer and network systems including employees, subcontractors, and consultants. The overall computer network and all equipment that utilizes said network is managed by the Technology Services Department.

43 General Information Use of electronic communications to engage in any communication or action that is threatening, discriminatory (based on language that can be viewed as targeting others based on race, creed, color, age, sex, physical, handicap, sexual orientation, or otherwise), defamatory, slanderous, obscene, or harassing is strictly prohibited.

The destruction or alteration of electronic communications with the intent to cause harm or injury to the Company or an employee of the Company or to cover up violations of this policy is strictly prohibited.

Electronic communications shall not be used for any illegal purposes or violate the intellectual property rights of others.

Intellectual Property and Licensing The ease of copying through various electronic communications systems poses a serious risk of intellectual properly infringement. Each user must be aware and respect the rights of others.

Users may not install software that was not originally or explicitly licensed to the Company.

Any documentation, drawing, or other electronic file created on company computers is considered intellectual property owned by the Company.

Internet Usage The Internet is a worldwide network of computers that contains millions of pages of information and has become a critical resource that G&D Integrated employees rely on to perform their daily job functions. Uploading, downloading, and sharing document files and other work products over the Internet are now everyday activities. Access to Internet resources will be determined by the employee’s supervisor on an individual or departmental basis.

Monitoring When authorized employees perform Internet tasks, they expose the Company to potential security risks. These security risks typically result from inappropriate usage of Internet access such as visiting restricted or inappropriate web sites that may include offensive, sexually explicit, and unlawful material. These web sites often contain files that may be harmful to company computers (i.e. viruses and malware).

For this reason, all web traffic is monitored and logged by the Technology Services department. Sites that are deemed inappropriate by the Company are prevented from being accessed. Supervisors and managers have the ability to request, with the guidance of the Human Resources department, a detailed report of any employee’s Internet activity/usage.

What is not Allowed Employees may not use the Company Internet connection to download or install any software without explicit permission from the Technology Services Department. Other activities not permitted are playing online games, engaging in online chat

44 groups, uploading or downloading large files, accessing streaming audio and/or video files, or otherwise creating unnecessary loads on network traffic associated with non- business-related uses of the Internet.

Other Internet Risks Internet risks have also evolved into more complex and dangerous threats in the form of web sites that falsely appear to be legitimate business sites (i.e. sites that have been hijacked or contain malicious code). The Technology Services department uses a variety of hardware and software tools to protect against such threats (i.e. firewall, intrusion protection, web monitoring, antivirus, Windows updates, and other domain policies).

Email Email is provided as a professional resource to assist employees in fulfilling the business functions of G&D Integrated. Incidental personal use is permitted as long as it does not have negative effects on any other email account, jeopardize the email system, detract from the fulfillment of company business, or violate the law or any other provision of policies or guidelines established by G&D Integrated. Each employee is responsible for using the email system in a professional, ethical, and lawful manner. Material that is fraudulent, harassing, profane, obscene, intimidating, defamatory, or otherwise unlawful or inappropriate may not be sent via email or any other form of electronic communications. The Company reserves the right to revoke email and related privileges from any individual violating these policies.

Passwords Users are responsible for safeguarding their passwords. Passwords should not be printed, stored online, or shared with others. If a user must temporarily share his or her password with a Technology Service Representative to troubleshoot a problem, the user should change his or her password as soon as possible afterward. We recommend, but do not require, that users change their email passwords on a regular basis to maximize the protection to their accounts.

Privacy and Monitoring Persons with email accounts have a reasonable expectation of privacy. The expectation of privacy, however, is not absolute. There may be situations in which supervisors need to gain access to a user’s email for the purpose of working with the group or department. Requests to gain access to email information for the purpose of monitoring a suspected violation of policies or guidelines will be directed to the Human Resources Department.

The Technology Services department is committed to maintaining the privacy of email and makes no attempt to regularly monitor the content of emails. Users should not expect the same expectation of privacy with regards to mail messages sent through the Internet (sent to another company or individual outside of the organization). Users should be aware that emails are transmitted as clear text through the Internet and can be intercepted at any time by any server through which they are relayed. Email can also be forwarded by the intended recipient to any number of unintended recipients without the knowledge of the originator.

45 Virus Every email message that is received by G&D Integrated from the Internet is checked with antivirus and anti-spam defense utilities. However, viruses that are not defined and/or detected may pass through to the intended recipient. Users should not open attachments in email from senders unknown to the user. Attachments can contain dangerous computer viruses which are frequently spread via email. Anyone suspecting that they have a computer virus should call the Technology Services Helpdesk for assistance.

Telephone Office phones issued by the Company are to be used for calls that are primarily company business. Calls of an infrequent or emergency use is permitted however personal use is not a permitted practice unless it is made from a dedicated employee phone restricted to local, toll- free, and calling card only.

When using your phone for business purposes, do understand that there is a charge for calls to directory assistance. Therefore, directory assistance calls should only be used if all other means have been exhausted first (e-mail, Internet search, phone book lookup, etc.)

The Technology Services department is responsible for monitoring the use of office telephones. While conversations themselves are not recorded, statistics regarding inbound and outbound calls are tracked in real time (i.e. date, time, number dialed, call duration, etc.). Supervisors and managers have the ability to request, with the guidance of Human Resources, a detailed report of an employee’s Telephone activity/usage.

Personal Cell Phones The use of a personal cell phone in the work place will not be allowed except in emergency situations. Employees may use personal cell phones during break and lunch periods. Usage of personal cell phone includes but is not limited to telephone calls, text messaging, and games.

Violation of this Policy may be grounds for disciplinary action up to and including termination.

Employment of Relatives Policy Members of an employee's immediate family may be considered for employment on the basis of their qualifications. Immediate family may not be hired, however, if employment would:  Have the potential for creating an adverse impact on work performance; or  Create either an actual conflict of interest or the appearance of a conflict of interest.

Employees who become immediate family members or establish a romantic relationship may continue employment as long as it does not involve either of the above. If one of the conditions outlined should occur, attempts will be made to find a suitable position within the Company to which one of the employees will transfer. If employees become immediate family members or establish a romantic relationship, the Company will make reasonable efforts to assign job duties so as to minimize problems of supervision, safety, security or

46 morale. If accommodations of this nature are not feasible, the employees will be permitted to determine which of them will resign. If the employees cannot make a decision, the Company will decide in its sole discretion who will remain employed.

Non-Harassment Policy The Company is committed to a workplace free of discrimination and harassment based on race, color, religion, age, sex, national origin, disability, status as a veteran, or any other protected status. Offensive or harassing behavior will not be tolerated against any employee. This policy applies to all employees. It covers harassment by employees of the Company (including supervisor and management), customers, vendors, or other third parties with whom the Company has business dealings. Supervisory or managerial personnel are responsible for taking proper action to end such behavior in the workplace.

In an effort to prevent sexual and other forms of harassment from occurring, this policy against harassment will be communicated to each employee. No employee of this Company is exempt from this policy.

Offensive conduct or harassment of a sexual nature, or based on race, color, religion, age, sex, national origin, disability, status as a veteran or any protected status is prohibited. This may include but is not limited to:  Offensive physical actions, written or spoken, and graphic communication (for example, obscene hand or finger gestures or sexually explicit drawings)  Any type of physical contact when the action is unwelcome by the recipient (for example, brushing up against someone in an offensive manner)  Expectations, requests, demands or pressure for sexual favors  Slurs, jokes, posters, cartoons, and gestures that are offensive

Any such offensive conduct will be considered a prohibited form of harassment when any of the following are true:  There is a promise or implied promise of preferential treatment or negative consequence regarding employment decisions or status.  Such conduct has the effect of creating an intimidating, hostile or offensive work environment, or unreasonably interferes with a person's work performance.  A third party is offended by the sexual conduct or communication of others.

Harassment is considered a form of employee misconduct. Disciplinary action, up to and including termination, will be taken against any employee engaging in this type of behavior. Any supervisor or manager who has knowledge of such behavior yet takes no action to end it is also subject to disciplinary action.

Anyone who believes he or she is being discriminated against as a result of harassing behavior is encouraged to report it. Complaints should be made to the appropriate HR Generalist, Human Resources Manager, the Human Resources Director, or a member of Senior Management. All complaints will remain as confidential as possible. Complaints made in good faith will in no way be held against an employee.

47 Religious Accommodation Policy G&D Integrated has developed a Religious Accommodation Policy in order to accommodate its employees’ religious needs. Through this Policy, G&D Integrated establishes a system of open communication between employees and the Company to specifically discuss and take action to reasonably accommodate employees’ religious beliefs.

Should an employee feel his/her sincerely held religious beliefs or practices create a conflict with his/her work schedule or other work-related matter, the employee must promptly raise that potential conflict with Human Resources. A meeting will be scheduled at the earliest possible convenience to make a determination of the conflict.

After the meeting with the employee, Human Resources will assess reasonable religious accommodations in light of the sincerity of the employee regarding his/her religious needs, the impact of the religious accommodation on other employees, and any potential undue hardship to Company business. Depending on the nature of the request and Company policies, reasonable accommodations will be considered.

If any potential undue hardship to the Company or any negative impact on other employees is determined, the Human Resources Director will be contacted for further evaluation and accommodation resolution. If no hardship is identified, a reasonable religious accommodation may be implemented for the employee.

Solicitation, Distribution, and Use of Company Bulletin Boards Policy Employees may not solicit any other employee during working time, nor may employees distribute literature in work areas at any time. Under no circumstances may an employee disturb the work of others to solicit or distribute literature to them during their working time.

Persons not employed by G&D Integrated may not solicit G&D employees for any purposes on Company premises.

Bulletin Boards Bulletin boards maintained by G&D Integrated are to be used only for posting or distributing material of the following nature:  Notices containing matters directly concerning Company business;  Announcements of a business nature which are applicable and of interest to employees.  After receiving approval by the Facility Manager, announcements pertaining to charitable non-profit organizations, or personal items for sale.  Announcements pertaining to an outside business may not be posted.

All posted material must have authorization from the Facility Manager. All employees are expected to check these bulletin boards periodically for new and/or updated information and to follow the rules set forth in all posted notices. Employees are not to remove or deface material from the bulletin boards.

48 Internal Investigation and Search Policy The Company is dedicated to protecting the property and safety of our employees, customers, and business; and to prevent the use and possession of illegal drugs and/or alcohol at the workplace. G&D Integrated reserves the right to conduct a search of any employee’s work area, equipment, and personal items brought onto company property (including vehicles).

Substance Abuse Policy Manufacture, distribution, dispensation, possession, or use of any illegal drug, alcohol, or controlled substance while on Company premises is strictly prohibited. These activities constitute serious violations of Company rules, jeopardize the Company and can create situations that are unsafe or that substantially interfere with job performance. The Company has a zero tolerance for any positive drug or alcohol test result and will immediately terminate employment upon receiving a positive test confirmation. The Company will administer this policy according to State Employment Guidelines.

The Company forbids the following:  Employees may not possess, distribute, sell, trade, or offer for sale illegal drugs or otherwise engage in the usage of illegal drugs on the job. Same restrictions apply to legal drugs. Use may only be by the person to whom they were prescribed at prescribed usage levels.  Employees may not use prescription medication so as to affect the safe and efficient performance of work.  Employees may not use alcohol during work hours or on company property.  Employees may not report to work while under the influence of any controlled substance, alcohol or any unauthorized prescription medication that may alter judgment or prevent safe work performance. Drug and Alcohol Testing The purpose of this program is to improve workplace safety. This program is designed solely for the benefit of the employees to provide reasonable safety on the job and protection from offending individuals. Drug and/or alcohol tests will be administered for the following conditions: Reasonable Suspicion Testing An employee will be subject to a reasonable suspicion drug test for the following circumstances:  Employee is observed using drugs or alcohol during work hours, on company property, or on a customer’s premise;  Employee is showing apparent physical impairment;  Employee is in an incoherent mental state;  Employee has noticeable changes in personal behavior that are otherwise unexplainable;  Employee’s work performance is deteriorating and is otherwise unexplainable;

49  Employee is involved in an incident that provides reasonable cause to believe the employee is under the influence of drugs and/or alcohol. Any employee, who meets the above conditions, must submit to the required testing when notified. When possible, the supervisor (or other member of management) will seek the opinion of another supervisor or management employee. The aforementioned members of management will consult privately with the employee to determine the cause of the observation, including whether alcohol or substance abuse has occurred. If, in the opinion of the supervisor, the employee is reasonably suspected of being under the influence of drugs and/or alcohol, the employee will be transported to and from a medical facility for testing. The employee will be allowed to call to make arrangements for transportation to home residence or lodging. Should an employee insist on driving personal vehicle following the testing, the local law enforcement will be contacted. Post Accident and/or Injury Testing Any employee causing a job-related accident is subject to drug and or alcohol testing. The test must be taken immediately following the accident. An employee involved in a job related accident, whose inappropriate behavior contributed to the accident, is subject to a drug and alcohol test. An investigation will be done at the time of incident, and the employee will be notified, as soon as practical, of his/her requirement to submit to a drug and/or alcohol testing. An employee who was an innocent bystander and was injured through no fault of their own will not be subject to a drug and alcohol test. DOT Testing Guidelines In circumstances, where applicable, G&D abides by the Department of Transportation regulations for drug and alcohol testing including pre-employment, random, and post- accident testing. For more information on these guidelines, refer to the G&D Integrated Operations Manual.

Employees who refuse to submit to drug and/or alcohol testing will be terminated. Should an employee insist on driving a personal vehicle following refusal to submit to the testing, the local law enforcement will be contacted.

Test Result Confirmation Once an employee has been sent for drug and/or alcohol testing, they will be placed on administrative suspension until test results have been confirmed. In the event that a negative test result is received, the employee will be contacted by telephone or letter to report back to work. If a positive test result has been confirmed, the employee will be terminated immediately.

A positive drug test consists of a notice from a Medical Review Officer (MRO) confirming the presence of a controlled substance (marijuana, cocaine, opiates, etc) or a prescription medication that an employee does not have a current prescription for. A positive Breathe Alcohol test consists of a notice from a certified medical provider performing a test with a calibrated breathalyzer unit registering a test result greater than 0.00 (Zero).

50 Smoking Policy For the health, safety, and comfort of all employees, customers, and visitors, who are non- smokers, smoking or the use of any tobacco products by employees, customers and visitors is prohibited in company offices and facilities, except in specifically designated “Smoking Areas.”

This tobacco free policy will be enforced in the same manner as any other Company policy. All employees are responsible for courteously reminding individuals of this policy. This should be done tactfully and with compassion. Supervisors, through the Disciplinary Procedure Policy, will address non-adherence to this policy by employees.

Smoking breaks are considered as part of the employee’s meal and break time.

If you have any questions, please contact your Supervisor or Human Resources Department. Your Supervisor will provide information regarding designated smoking areas.

All local, state and federal laws supersede this policy.

51 LEAVING G&D INTEGRATED

Separation Policy It is hoped that the relationship between employees and G&D Integrated will be rewarding and long-term. It is recognized, however, that at some point, the employment relationship will come to an end. Any employee whose employment is terminated with G&D Integrated will retain their original hire date should they be reemployed by the Company within 90 days from their termination date. Additionally, any employee who terminates employment and who is reemployed by the company within a 90 day period will be eligible for group benefits, including medical and dental coverage, immediately upon rehire. Any individual who is terminated for longer than 90 days and is subsequently hired by the company will be issued a new hire date upon reemployment and will be required to go through a normal waiting period for group benefit eligibility. The following points will provide employees with information on resignation and/or the separation process.

Resignation Resignation is an important decision that deserves consideration of many factors. Employees are invited and encouraged to discuss such a decision with their immediate supervisor.

Company Property When an employee separates employment with G&D Integrated (voluntarily or involuntary), company property must be returned. In the event that company property is not returned, the replacement cost of the item(s) will be deducted from the employee’s final paycheck.

Final Pay An employee’s final paycheck will be mailed to the last address on file. A separate check for any unused earned time will be issued separately, if it was unable to be included in the final paycheck.

Medical/Dental Benefit Coverage An employee’s health coverage will terminate as of the last day of employment. An employee, unless dismissed for gross misconduct, has the option to continue Medical/Dental Benefits in accordance with the Consolidated Omnibus Budget Reconciliation Act ("COBRA") regulations. Upon termination, all necessary COBRA enrollment information will be mailed to the former employee. For more information on COBRA, please see the COBRA policy.

401 (k) In order to receive a disbursement of any amounts from the Retirement Plan, the employee is required to complete and sign a distribution form and submit it to the Human Resources Department. Employees must submit a request to the 401(k) plan administrator for a distribution to be made.

52 Exit Interviews Each former employee will receive a confidential Exit Interview Survey. Completion of the form is entirely confidential. If a former employee would like to request a personal meeting, he/she is encouraged to contact the Human Resources Department.

Temporary Layoff Provision If the company judges that a temporary reduction in staffing is necessary and that the period of time for such temporary reduction is not expected to exceed 30 days, the company in it’s sole discretion may place an impacted employee(s) on Temporary Layoff. Employees placed on Temporary Layoff will be informed of this decision at the time of such layoff and will be allowed to retain current group medical and dental benefits during their period of layoff up to 30 days as long as they accept responsibility for payment of normal weekly contributions for such coverage upon return to active employment. All other employee benefits will be discontinued during the Temporary Layoff. Employees placed on Temporary Layoff status who are not recalled to active employment within this 30 day period will have their employment terminated.

53 Employee Handbook and At Will Employee Status Acknowledgement

The undersigned employee hereby acknowledges that he/she has received and reviewed a copy of the G&D Integrated Employee Handbook.

The Undersigned further understands and agrees that:

1. The Company may implement additional information and policies, or modify existing information or policies, from time to time.

2. The Employee Handbook is not an employment agreement or guarantee of employment.

3. The employee is an “at-will” employee, which means either the employee or the Company may terminate the employment relationship for any reason or for no reason.

4. The employee’s status as an “at-will” employee can only be changed through a written agreement duly authorized and executed by the President.

5. There have been no statements, agreements, promises, representations or understandings made by any officer, employee or agent of the Company inconsistent with this Acknowledgement form, which fully represents content contained within the Employee Handbook.

I agree that I have read, reviewed and received my Employee Handbook.

Signature of Employee: ______

Printed Name of Employee: ______

Date: ______

54 Policy Support Document for Non-Harassment Policy

G&D Integrated strives to assure our workplace is free from all forms of prohibited conduct. Since we are strongly opposed to sexual harassment, as well as harassment on the basis of race, color, religion, age, sex, national origin, disability, status as a veteran, or any other protected status, this Policy, in some respects, exceeds the requirements of applicable law.

It is the Policy of the Company that all employees are responsible for assuring that the workplace is free from all forms of harassment. Because of the Company’s strong disapproval of offensive or inappropriate sexual behavior at work, all employees must avoid any action or conduct which could be viewed as sexual harassment, including:

1. Unwelcome sexual advances 2. Requests for sexual acts or favors 3. Other verbal or physical conduct of a sexual nature

Any employee who believes he or she has been subjected to sexual or other forms of harassment at work should bring the problem to the immediate attention of responsible officials of the Company. Employees may voice a complaint to their immediate Supervisor, Human Resources Manager, Human Resources Director, or any member of Senior Management.

All complaints will be handled promptly, and the privacy of each employee will be carefully protected to the extent possible. No retaliation will be taken against any person reporting such harassment.

If harassment is found to exist, appropriate action will be taken. Those employees who are found to have engaged in sexual or other forms of harassment will be subject to discipline, up to and including discharge.

I acknowledge that I have received, read and understood the Non-Harassment Policy.

Signed: ______

Print Name: ______

Dated: ______

55 Index

A Acceptance of Company Property 35 Americans with Disabilities Act 6 Attendance and Punctuality 35 At-Will Employment 9

B Bereavement Leave 19 Breaks and Lunch 13

C COBRA Benefits 30 Company Automobile Use Policy 42 Compensation Policy 12 Confidential Information 6 Conflict of Interest 6

E Earned Time Benefit Plan- Nonexempt Employees 15 Electronic Communication Policy 43 Employee Assistance Plan 31 Employee Benefits Overview 29 Employee Categories 10 Employee Time Card Badge 14 Employment of Relatives Policy 46 Equal Employment Opportunity Policy Statement 5 Evaluation Period 9

F Family Medical Leave Act (FMLA) Policy 20 Fleet Safety Compliance 7

G General Rules and Disciplinary Procedure Policy 37 Group Life Insurance 31

H Health and Dental Insurance 29 HIPPA Privacy Policy 30 Holidays 18 Hours of work 12 Human Resources Department 7

I

56 Injuries and Accidents 40 Internal Investigation and Search Policy 49 Internal Job Posting Program 10 Introduction 4

J Jury Duty 26

M Military Leave 27

N Name, Address, and Telephone Number Change 8 Non-Harassment Policy 47

O Overtime 13

P Paid-time Off Benefit Plan- Exempt Employees 17 Payday 13 Payroll Policy 12 Performance Management 12 Personal Appearance 39

R Religious Accommodation Policy 48 Retirement Plan 401(K) 31

S School Visitation Leave Policy 28 Separation Policy 52 Service Award Program 34 Site Security 41 Smoking Policy 51 Solicitation, Distribution, and Use of Company Bulletin Boards 48 Substance Abuse Policy 49

T Time Off to Vote 27 Time Records 14 Tuition Assistance Plan 32

U Unpaid Leave of Absence Policy 26

57 V Vision Statement 4

W Workers’ Compensation Benefits 33 Workplace Violence 42

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