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TECHNICAL FACILITY MANAGEMENT, INC (TFM)

EMPLOYEE HANDBOOK

Technical Facility Management, Inc.

Employee Handbook

Updated: 11/30/1995

President’s Letter

Technical Facility Management, Inc pledges to its employees that as long as the affairs of this company are in our hands, the following principles will govern our actions with employees. Technical Facility Management, Inc employees and their welfare are very important to the success of our company. Our long-range objective is the continuous development of a growing and prospering business through which both the employees and the company will benefit. Every employee is considered a member of our company team. Our success as a company is built on the recognition of the skills and efforts made by each employee. It is our policy to work with all members of our team in a fair and friendly manner and to treat each team member with dignity and respect. The management of Technical Facility Management, Inc will work continually for the benefit of our present and prospective customers as well as our employees to improve the competitive position of our company. This will enable us to provide excellent careers for our team members. General conditions such as safety, cleanliness, and employee accommodations will be evaluated periodically for possible improvement and will always compare favorably with good industry practice. We will be pleased to meet with any employee to discuss suggested improvements on working conditions. We will devote our best effort to conducting an expanding business within which will promote an atmosphere of harmony with opportunity for all employees of Technical Facility Management, Inc.

Michael R. McCormick

Technical Facility Management, Inc


Employee Handbook

Updated: 11/30/1995

Forward We believe in keeping employees fully informed about our policies, procedures, practices, benefits, what employees can expect from the company, and the obligations assumed as an employee of Technical Facility Management, Inc. This practice is designed to provide fair treatment of employees. All employees are expected to become familiar with the policies, procedures, practices, and benefits of Technical Facility Management, Inc. This handbook is intended to provide employees with basic information. The policies and practices described in this handbook reflect a great deal of concern for the people who make it possible for Technical Facility Management, Inc to exist . . . its employees. Technical Facility Management, Inc is a growing, changing organization, and it reserves full discretion to add to, modify, or delete provisions of this handbook at any time without advance notice. For this reason, employees should check with the Office Manager / Human Resources representative to obtain current information regarding the status of any particular policy, procedure or practice. No individual other than the owners of Technical Facility Management, Inc has the authority to enter into an employment agreement or any agreement that modifies company policy. Any such modification must be in writing and must be signed by the President of Technical Facility Management, Inc. All employment at Technical Facility Management, Inc is ”at will”. At will employment means that both employees and Technical Facility Management, Inc have the right to terminate employment at any time, with or without advance notice, and with or without cause. No one other than the President of Technical Facility Management, Inc has the authority to alter this agreement, to enter into an agreement for employment for a specified period of time, or to make any agreement contrary to this policy, and any such agreement must be in writing and must be signed by the President of Technical Facility Management, Inc. Nothing contained in this handbook is intended to create (or be construed as creating) a contract of employment (express or implied), nor guarantee employment for any term, or to otherwise to create legally enforceable obligations on the part of Technical Facility Management, Inc or its employees. Descriptions of various fringe benefits (such as group insurance) are summaries only. Should the descriptions in this handbook differ with any formal agreement or document involved, the formal agreement or document shall be considered correct. The policies, procedures, practices and benefits described in this employee manual supersede all previous company employee manuals and policies.


Employee Handbook

Updated: 11/30/1995

Table of Contents 1.0 Personnel Responsibilities ........................................................................................................... 1

1.1 Purpose of this Handbook................................................................................................... 1

1.2 Code of Employer-Employee Relations .............................................................................. 2

1.3 Employment at Will ............................................................................................................. 3

1.4 Dress, Personal Appearance, and Conduct........................................................................ 3

1.5 Work Area ........................................................................................................................... 4

1.6 Use of Company Property................................................................................................... 5

1.7 Employee Information ......................................................................................................... 8

1.8 Employee Fitness for Duty ................................................................................................ 10

1.9 Business Ethics................................................................................................................. 10

2.0 Employee and Compensation..................................................................................................... 13

2.1 Equal Employment Opportunity......................................................................................... 13

2.2 Safe Work Environment / Harassment ............................................................................. 13

2.3 Introductory Period ............................................................................................................ 15

2.4 Employment Classification and Salary Administration ...................................................... 15

2.5 Employment Intake and Orientation Practices .................................................................. 16

2.6 Hours of Work, Timekeeping and Pay Practices .............................................................. 16

2.7 Attendance ........................................................................................................................ 18

2.8 Performance Appraisals.................................................................................................... 19

2.9 Reimbursement of Employee Business Expenses ........................................................... 19

3.0 Employee Benefits ....................................................................................................................... 22

3.1 Medical Insurance ............................................................................................................. 22

3.2 Family Medical Leave........................................................................................................ 23

3.3 Profit Sharing Plan and Trust ............................................................................................ 24

3.4 Paid Time Off .................................................................................................................... 25

3.5 Holidays .......................................................................................................................... 27

3.6 Workers Compensation .................................................................................................... 28

3.7 Leaves of Absence............................................................................................................ 29

4.0 Additional Workplace Issues ...................................................................................................... 31

4.1 Safety .......................................................................................................................... 31

4.2 Advancement and Work Assignments.............................................................................. 32

4.3 Outside Employment......................................................................................................... 32

4.4 Termination of Employment .............................................................................................. 33

4.5 Performance Issues .......................................................................................................... 35

4.6 Employee Concerns.......................................................................................................... 36


EMPLOYEE HANDBOOK

Updated: 11/30/1995 Policy Section 1.0 / Page 1

1.0 Personnel Responsibilities

1.1 Purpose of this Handbook

Policy

It is the policy of the Company that this Handbook be used as an outline of the basic personnel policies, practices, and procedures for the organization. The Handbook, however, is not intended to alter the employment-at-will relationship in any way.

Comments

1. This Handbook contains general statements of Company policy and should not be read as including the fine details of each policy, or as forming an express or implied contract or legally enforceable obligation on the part of the Company. The Company may add to the policies in the Handbook or revoke or modify them from time to time. The Handbook will likely be revised from time to time, but there may be times when policies will change before the Handbook is revised. Changes will be communicated to employees in writing.

This Handbook does not constitute a contract or guarantee of employment (express or implied). In the absence of an agreement of employment, each employee is an employee-at-will, which means that either the employee or Technical Facility Management, Inc can terminate the employment relationship at any time, with or without cause, and with or without notice.

2. All Handbooks are Company property and are assigned to the job position and not to the individual. All Handbooks must be returned to the Office Manager / Human Resources representative upon termination of employment.

3. Words used in this Handbook:

a) The words “the Company” and “Technical Facility Management, Inc” should be interpreted as “Technical Facility Management, Inc”;

b) The words “shall” or “will” should be interpreted as mandatory and the word “may” as permissive;

c) The masculine gender should be interpreted to include the feminine gender;

d) “Manager” or “Supervisor” means an individual with the authority to assign, direct, and review the work of one or more subordinates;

e) Descriptions of various fringe benefits, such as group insurance are summaries only. Should the descriptions in this handbook differ with any formal agreement or document involved, the formal agreement or document shall be considered correct.

f) The policies, procedures, practices and benefits described herein replace all earlier written and unwritten ones.


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1.2 Code of Employer-Employee Relations

Policy

It is the policy of the Company to employ the best individual for each position based upon their skill, knowledge, education, ability to fulfill the requirements of the job description and other lawful factors deemed relevant by the Company from time to time, and it is our objective to implement and utilize fair and effective personnel policies and practices and to require all employees to support the organization’s best interests.

Upon application for employment, certain information as required and authorized by government regulations may be requested from each prospective employee. This information may be used to ascertain a potential employee’s qualifications and eligibility for employment. The Company reserves the right to obtain a background check, to verify any and all information provided, and to contact previous employers and references as necessary. The Company retains the right to deny employment or later terminate the employment of anyone giving false, misleading, or incomplete information.

For certain positions or under certain circumstances and to ensure that applicants are able to perform their duties safely, a medical examination including drug testing may be required. This request will be made after an offer of employment, and will be conducted by a company-appointed physician at the company's expense. Employment will be conditional pending the receipt of a satisfactory physician's report. Current employees may also be required to undergo medical examinations. When necessary, these exams will evaluate an employee's ability to perform the essential functions of the position or need for possible accommodation. Such examinations may be conducted for all employees in the same job category and will be scheduled at reasonable times and intervals. The exams will be conducted at the employer's expense. Employees, who are expected to drive company vehicles as an essential function of their job or those who are authorized to drive their own vehicles on company business, must provide the company with current and acceptable motor vehicle driving information. All new hires will be given a Waiver for Driver’s Record Check to sign. This waiver authorizes Technical Facility Management, Inc to investigate your driving record at any time during the course of employment. This information will be kept strictly confidential, but employment and/or assignment will be conditional pending the receipt of a satisfactory report from the Department of Motor Vehicles.

The company expects all employees to:

Demonstrate a considerate, cooperative and constructive attitude toward fellow employees,

• Deal with customers, suppliers and other external partners in a professional manner,

• Be productive, perform assigned tasks in an efficient manner, be punctual and maintain a good attendance record,


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• Maintain current skills and be receptive to opportunities to develop new ones,

• Work in a safe manner at all times,

• Adhere to the policies adopted by the Company

1.3 Employment at Will

Policy

In the absence of an employment contract, all individuals who are hired as employees are considered to be employed “at will” for an unspecified period of time and will be classified as either exempt or non-exempt status in a Full time or Part time capacity as defined by the Company’s needs and the requirements for their position. No Company representative other than the President has authority to enter into an employment agreement, which must be set forth in writing. Other supervisory and management personnel have no authority to make any representations to employees or applicants concerning the terms or conditions of employment with the Company which are not consistent with Company policies. No statements made in pre-hire interviews or discussion, or in recruiting materials of any kind, are to alter the at-will nature of employment or imply that discharge will occur only for cause. Completion of an introductory period, eligibility for employee benefits or conferral of regular status does not change an employee’s status as an employee-at-will or in any way restrict the Company’s right to terminate such an employee or change the terms or conditions of employment.

1.4 Dress, Personal Appearance, and Conduct

Policy

The appearance and conduct of our employees is a direct reflection on Technical Facility Management, Inc and is therefore extremely important to our image. Employees who are professional in attitude and appearance convey a positive impression to our customers. The appearance and demeanor of our employees must be professional at all times, on or off site. Personal appearance, proper hygiene and appropriate attire are important to our work practices. Office staff is expected to dress in appropriate business casual attire. Clothing that is torn, overly casual, displays graphic messages or is otherwise unsuitable for a business setting, as determined by management, is prohibited.


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Personnel who require uniforms will be provided with uniforms, which are only to be worn at work. Each employee is responsible for the cleaning and maintenance of their uniforms. The cost of the uniforms is paid by the company Some projects and clients require that employees from Technical Facility Management, Inc who are assigned to that job wear special identification badges. All new employees will be provided with identification badges which should be worn and visible at all times. Most projects require that employees assigned to that job wear appropriate clothing and use appropriate personal protective equipment. Please refer to Policy 4.1 and the General Safety Manual. Length of hair and facial hair are personal choices. The company expects that long hair will be restrained so it does not pose a safety hazard or hinder performance and those mustaches and/or beards are trimmed. Technical Facility Management, Inc expects the highest standards of ethical conduct and a high level of customer service from our employees. Employees should always use good judgment and discretion in carrying out the company's business and are expected to conduct themselves in a polite and courteous manner with clients, potential clients, vendors, subcontractors and coworkers at all times.

1.5 Work Area

Policy

Orderliness adds to the efficiency of your work, assures safety and portrays a favorable image to our clients. All employees are expected to participate in maintaining a clean and neat appearance in the offices, the shop, at your personal work area and on the work site, as well as in the common areas of our business. Trash cans should be utilized and the kitchen area should be clear of dishes and wiped down immediately after use.

Employees may display their mementos and photos of his/her family or other items, to personalize their work areas for added comfort or pleasantness, within certain guidelines.

• Safety Comes First - No object can interfere with safety at the worksite, as determined by company management and Safety requirements.

• Nothing can be displayed that, in the opinion of management, is inappropriate, sexually suggestive or in any way derogatory to any person or system of beliefs.

• Objects that, in the opinion of management are distracting or hinder work efforts will not be allowed and must be removed upon request.

• Technical Facility Management, Inc takes no responsibility for the safekeeping of personal items brought on premises


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Technical Facility Management, Inc observes the Virginia legal requirements that mandate a smoke-free environment. Smoking is prohibited everywhere inside the building and warehouse and outside within twenty-five feet of any entrance or air intake. Employees who wish to smoke may do so in designated areas, and must dispose of debris appropriately.

1.6 Use of Company Property

Policy

The Company will furnish certain vehicles, equipment, materials and supplies for use by employees exclusively related to Technical Facility Management, Inc business and this property should not be used for personal reasons or removed from the office, shop or workbox without prior authorization. Use of tools, office supplies, computers, the internet, and company phones for personal reasons away from the job is prohibited. 1.61 Vehicles: Company vehicles, whether owned or leased by the company must only be used for company business. Employees authorized to operate company vehicles must maintain a current VA driver’s license with all required classifications, free of violations. All authorized personnel will be required to review and sign the Vehicle Fleet Safety Policy each year. Failure to meet the requirements of this policy will result in Termination and or Restricted from driving company vehicles. The Company will conduct annual driver’s license reviews. The following are specific policies related to company-owned/leased vehicles:

• Daily records must be kept for all mileage driven related to business

• Company vehicles will be driven only as needed for transportation to and from work related meetings and job destinations during working hours as specified.

• Company-owned/leased vehicles will not be driven for private use unless specific arrangements have been made in advance.

• Only the driver assigned to the vehicle is authorized to sign for gasoline, pre-scheduled repairs and maintenance. All vehicle maintenance and repairs are to be coordinated through the Fleet Manager prior to performing any work.

• If a company gas card is not used, all charge receipts must include the name and address of the vendor, the date of purchase, number of gallons purchased, the amount paid, the vehicle ID number, license plate number, and the mileage on the odometer.

• No Alcoholic beverages or illegal substances are ever permitted in a company vehicle at any time.

• No driver who has been drinking alcoholic beverages or is under the influence of drugs or chemicals is permitted to operate a company vehicle. Driving while taking certain prescription drugs may be restricted.


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•••• Only authorized company employees are permitted to operate or ride in a company vehicle.

• Vehicles must be kept clean (interior and exterior) at all times and thoroughly washed on a regular basis.

• Vehicles must be properly maintained according to the manufacturer's schedule. The assigned Driver is responsible to inform Fleet control of needed inspections and maintenance issues for their vehicle.

• Any employee who misuses a company-owned/leased vehicle will be subject to termination

• Any damage to a company-owned/leased vehicle caused by employee carelessness or poor judgment is the responsibility of the employee. This includes insurance deductibles.

• Moving violations or tickets for operator infractions are the responsibility of the Driver.

Employees may use their personal vehicles on official company business provided prior approval has been obtained from your supervisor. A mileage rate based on the current union agreement for union workers, or based on the acceptable and current Internal Revenue Service regulations for non-union staff will be paid to an employee who uses his/her personal vehicle on official company business. Employees are responsible for maintaining required vehicle insurance. Employees authorized to operate their personal vehicles on company business must maintain a current VA driver’s license, free of violations. The Company will conduct annual driver’s license reviews. Any damage to an employee’s personal vehicle during business use, as a result of employee carelessness or poor judgment is the responsibility of the employee. This includes insurance deductibles. Moving violations or tickets for operator infractions are the responsibility of the employee. Please also refer to the Policy 2.9 Reimbursement of Employee Business Expenses. 1.62 Tools and Equipment: The Company will furnish all necessary tools and equipment to complete job assignments as per union agreements. All items purchased by the Company are the property of Technical Facility Management, Inc and represent a valuable asset of the company. It is the responsibility of the employee to whom tools and equipment are assigned to maintain and safeguard these assets as if they were his/her personal property. Employees are expected to follow all operating instructions, safety standards and guidelines when using equipment and tools. If any Company equipment, machines, tools, vehicles, etc. appear to be damaged, defective, or in need of repair, notify your Department Manager. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. An inventory of tools and equipment will occur periodically at the job site. If it is determined that an employee is negligent in the proper storage of tools, materials, or supplies and they are misplaced or stolen, the employee will be asked to replace same at fair market value or the cost of the item will be deducted from the employee's pay check.


EMPLOYEE HANDBOOK


Employees should take precautions when leaving a work area, to place all tools back in designated storage areas or secured them in locked storage where available. Abuse of tools will not be tolerated. Employees who work in certain trade positions are expected to provide their own personal hand tools to perform job assignments, per union guidelines. The company discourages employees from leaving personal hand tools on site, unsecured and also discourages lending or borrowing tools and the Company will not be responsible for damage to personal property. Personal hand tools lost or stolen from secure company enclosures during the course of work will be replaced by the Company as per union guidelines. 1.63 Communication Devices: The Company will assign a mobile phone or a land based phone, a computer and/or other communication devices to employees based on the work requirements of their position. Use of Company phones for personal calls should be limited to brief or emergency calls; long distance personal calls are prohibited. Internet use, on Company time, is authorized to conduct Company business only. Internet use brings the possibility of breaches to the security of confidential Company information. Internet use also creates the possibility of contamination to our system via viruses or spyware.

Voice mail, email, and Internet usage assigned to an employee's computer or telephone extensions are solely for the purpose of conducting Company business. Some job responsibilities at the Company require access to the Internet and the use of software in addition to the Microsoft Office suite of products. Only people appropriately authorized, for Company purposes, may use the Internet or access additional software. 1.64 Software Access Procedure: Software needed, in addition to the Microsoft Office suite of products, must be authorized by your supervisor and downloaded by the IT department. If you need access to software, not currently on the Company network, talk with your supervisor and consult with the IT department. 1.65 Internet Usage: Internet use, on Company time, is authorized to conduct Company business only. Internet use brings the possibility of breaches to the security of confidential Company information. Internet use also creates the possibility of contamination to our system via viruses or spyware. Spyware allows unauthorized people, outside the Company, potential access to Company passwords and other confidential information. Removing such programs from the Company network requires IT staff to invest time and attention that is better devoted to progress. For this reason, and to assure the use of work time appropriately for work, we ask staff members to limit Internet use. Additionally, under no circumstances may Company computers or other electronic equipment be used to obtain, view, or reach any pornographic, or otherwise immoral, unethical, or non-business-related Internet sites. Doing so can lead to disciplinary action up to and including termination of employment. 1.66 Email Usage at Company: Email is also to be used for Company business only. Company confidential information must not be shared outside of the Company, without


EMPLOYEE HANDBOOK


authorization, at any time. You are also not to conduct personal business using the Company computer or email. Please keep this in mind, also, as you consider forwarding non-business emails to representatives, family or friends, non-business related emails waste company time and attention. Viewing pornography, or sending pornographic jokes or stories via email, is considered sexual harassment and will be addressed according to our sexual harassment policy. 1.67 Emails That Discriminate: Any emails that discriminate against employees by virtue of any protected classification including race, gender, nationality, religion, and so forth, will be dealt with according to the harassment policy. These emails are prohibited at the Company. Sending or forwarding non-business emails will result in disciplinary action that may lead to employment termination. 1.68 Company Owns Employee Email: Keep in mind that the Company owns any communication sent via email or that is stored on company equipment. Management and other authorized staff have the right to access any material in your email or on your computer at any time. Please do not consider your electronic communication, storage or access to be private if it is created or stored at work or on company owned computers used remotely. In order to enforce these policies, computer, Internet and e-mail usage may be monitored by the company, including retrieving and reading e-mail messages and other computer files, and monitoring of Internet traffic. Therefore, e-mail messages and other use of the company's computers is not confidential, and even though you may be issued a private password or other private access code to log in to the computer, you should have no expectation of privacy with regard to your use of the system. Employees should immediately notify their supervisor or manager of any violations of this policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.

1.7 Employee Information

Policy

Technical Facility Management, Inc will maintain a confidential personnel file on each employee. From time to time when necessary, a variety of information will be added to this personnel file regarding an individual's employment with the company. Personnel files are the property of Technical Facility Management, Inc and will be treated the same as any other confidential company information. This information will only be available to the Employee, Senior Management personnel, the Manager who is responsible for the employee and the Office Manager / HR representative. Any violation of this policy is considered a very serious offense.


EMPLOYEE HANDBOOK


The following provisions apply with respect to the company's standards for creating, maintaining, and handling personnel files:

• Official personnel records will be kept up to date insofar as possible and employees should promptly report all changes in pertinent personal information and data

• Employees will be permitted to review their personnel files as per applicable laws.

• Information regarding the medical condition or history of an employee will be kept in a separate file by the Office Manager / HR representative with restricted access.

• The personnel files of employees who have terminated their employment will be maintained in accordance with applicable state and federal laws.

Contents of the Employee file may include the following:

1. Employee’s Application for Employment and Employee resume (if submitted).

2. Government Required Documents such as Employment Eligibility Verification (Form I-9), Employee Tax Withholding authorizations and others as may be required by law.

3. Performance Appraisal Reviews

4. Special Commendations and Disciplinary Action Notices

5. Educational achievement records

6. Documents for Changes in Work Status and Salary History

7. Signed/Witnessed copy of the Acknowledgment of Receipt and Understanding Employee Information should be current and accurate at all times. Any change in the following information should be reported to your Department Manager:

1. Name / Address / Home telephone number

2. Emergency Contact Name(s) and telephone number(s) for notification

3. Driving Record

4. Authorized Payroll Deductions

5. Family Information if it will affect your Benefits, such as Marital status / Number of dependents / Change of beneficiary

6. Additional education and special training courses

An employee may review his/her own Technical Facility Management, Inc personnel file. A request is made to the employee’s immediate supervisor, who will notify the Human Resources representative. The Human Resources representative is responsible to coordinate the review, during work time on premises, and will sit in with the employee and the employee’s supervisor. The employee may take notes, but may not remove, deface or otherwise make notations on the documents in his/her personnel file.


EMPLOYEE HANDBOOK


1.8 Employee Fitness for Duty

Policy

Technical Facility Management, Inc is committed to providing a safe, efficient, and productive environment for all employees and likewise expects that employees will be fit and able to perform their duties when they report for work. Consumption of, possession of, or being under the influence of alcohol or drugs while on company property, in the office, at the work site or in any vehicle used for company business is strictly prohibited.

The company has in place a substance abuse policy which incorporates the provisions of the Drug-Free Workplace Act of 1988.

All employees must abide by all of the terms and conditions of this policy while employed. In this regard, employees are required to read the policy and sign a statement acknowledging their understanding of the policy and intent to follow the policy.

Any employee who reports for work or who is at work is subject to blood/alcohol testing to determine the presence of alcohol or drugs in their system. Current employees may be asked to provide body substance samples (such as urine and/or blood) to determine illegal use of drugs or alcohol. Any employee who refuses to submit to drug testing is subject to disciplinary action up to and including termination of employment. Any employee who is found to be unfit for duty has violated this policy will be subject to disciplinary action, including immediate termination of employment.

In the case of prescription drugs, employees are expected to know and follow the guidelines regarding the restrictions and side effects of the medications they use and to exercise appropriate precautions while on duty. Note: The Drug-Free Workplace Policy is more fully described in a separate handbook provided to each employee.

1.9 Business Ethics

Policy

Technical Facility Management, Inc is engaged in a competitive business which requires a strict code of confidentiality regarding the control of company information. No employee will store information outside of the company (either in written or electronic form) about any matter pertaining to the conduct of the company's business which may compromise a customer or the company to outsiders. Employees will be expected to sign and abide by a Confidentiality Agreement. Any employee who violates this agreement may be subject to disciplinary action including termination of employment. It is the expectation of the company that all employees will avoid any conflict of interest or appearance of a conflict of interest which is likely to arise while doing business on behalf of Technical Facility Management, Inc. All Employees who work in a management capacity or


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in the office (including Union employees) will be required to review and sign the policy relative to Statement of Conflict of Interest and abiding by this policy.

Bribes, kick-backs and other illegal payments to or from any individual or business with which we conduct business (in any form and for any purpose) are prohibited. On occasion, customers or other outside sources may offer gifts to employees. It is the position of the company that these gifts are considered the property of Technical Facility Management, Inc. Any gift, services, entertainment or other favor received from any outside source (including customers and suppliers) should be reported and turned in to the Office Manager / Human Resources representative. At the discretion of the company, these gifts will be shared with the employees.

Any employee who fails to abide by this policy will be subject to disciplinary action including termination of employment.


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Updated 11/30/2009 Policy Section 2.0 / Page 13

2.0 Employee and Compensation

2.1 Equal Employment Opportunity

Policy

When positions are available, it is the policy of the Company to provide equal opportunity in employment to all employees and applicants for employment. No person will be discriminated against because of race, religion, color, sex, age, national origin, disability, military status or any other protected characteristics. It is the intent of the Company to employ the most qualified individual for each position based upon their skill, knowledge, education, and/or ability to fulfill the requirements of the job description and other lawful considerations that the Company deems to be relevant from time to time. This policy applies to all terms, conditions, and privileges of employment, including hiring, introductory period, training, orientation, placement, and employee development, promotion, transfer, compensation, benefits, layoff and recall, employee facilities, termination, and retirement.

2.2 Safe Work Environment / Harassment

Policy

It is the policy of the Company to promote a safe and productive work environment. Only authorized individuals engaged in Company business are permitted on Company premises and at the Company worksite. The Company has zero tolerance for workplace violence. Verbal or physical conduct by any individual that harasses, disrupts, or interferes with another’s work performance or which creates an intimidating, offensive, or hostile environment is prohibited. Weapons of any type are prohibited on the premises and at the worksite. Violations will be dealt with uniformly and certain actions may be grounds for immediate dismissal.

Comments

1. Employees are expected to act in a positive and cooperative manner with one another and to maintain a work environment that is free from harassing or disruptive activity. No form of harassment or intimidation is tolerated and special attention is called to the prohibition of sexual harassment.

2. Each person in a supervisory position has the responsibility to maintain the work place free of any form of sexual harassment. No supervisor is to threaten or insinuate, either explicitly or implicitly, that an employee’s refusal or willingness to submit to sexual advances will affect the employee’s terms or conditions of employment.

3. Other sexually harassing or offensive conduct in the work place, whether committed by supervisors, non-supervisory employees, or non-employees, is also prohibited. Such conduct includes:


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a) Sexual flirtation, touching, advances, or propositions, revealing or provocative clothing;

b) Verbal abuse of a sexual nature;

c) Graphic or suggestive comments about an individual’s dress or body;

d) Sexually degrading words to describe an individual; and

e) The display in the work place of sexually suggestive objects or pictures, including nude photographs.

4. Any employee who believes that a supervisor’s, another employee’s, or a non-employee’s actions or words constitute unwelcome harassment of any nature has a responsibility to report the situation as soon as possible. Such reports should be made to the employee’s supervisor. If the report concerns a supervisor, the employee may file a report with the Human Resources representative who will escalate it to the President.

5. All reports of harassment are to be investigated promptly by the President or designee, the HR representative in a confidential manner. A timely resolution of each complaint is to be reached and communicated to the parties involved. Retaliation against any employee for filing a report or participating in an investigation is strictly prohibited. Any employee, supervisor or manager who is found to have engaged in harassment of another employee will be subject to appropriate disciplinary action, depending on the circumstances, up to and including termination.

6. It is possible that two employees could choose to develop a voluntary personal relationship. If this occurs, the parties are asked to advise management in a reasonable time frame that the relationship exists and is voluntary and consensual to each.

a) The employees are to refrain from public displays of affection in the workplace or while representing the company at a client’s location.

b) Employees who are dating, married or legally related may be prohibited from working together in the same department, and especially in a supervisor / subordinate work relationship. Management reserves the option of reassigning one of the employees as appropriate and when positions are available.

c) To the degree that it is appropriate, employees should advise the Human Resources representative when their relationship changes, particularly if they have concerns about safety for themselves or others in the workplace.

7. The Company reserves the right to take necessary action to protect other employees, if there is a threat of violence by another employee or other individual on premises.


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2.3 Introductory Period

Policy

From time to time, the Company may find it appropriate to characterize an initial period of employment as a trial or probationary period to provide further insight into an individual’s suitability for a position. This may extend for up to 90 days after initial employment, or longer if extended at the discretion of the Company. Continued employment beyond any such period will not alter the at will nature of employment.

2.4 Employment Classification and Salary Administration

Policy

Technical Facility Management, Inc may hire employees in two (2) categories: Exempt or non-exempt and may employ them as full time or part time status as required. Additionally certain positions are classified as Union status, when warranted by the work.

Comments

Classification - Exempt employees receive a set annual salary and may be eligible for company benefits. They are expected to be available to work a flexible schedule that averages 2080 hours annually and they are not eligible for overtime pay.

Non-exempt hourly employees receive a regular paycheck based on hours worked. Non union staff may be eligible for company benefits. The Company’s workweek is forty (40) hours. When overtime work is required, it will be compensated. For non union staff, overtime hours may be paid as extra time or Management may also provide compensatory time off in the same week in lieu of overtime pay as described in the policy on Pay Practices. For Union employees, overtime is paid as described in the current applicable union contract.

Non union employees are paid biweekly as described in the policy on Pay Practices. Union employees are paid weekly as described in the current contract.

Status - In addition to the non-exempt or exempt classification, employees are divided into the following categories for the purpose of compensation and benefit eligibility. Company policies apply to all categories of employees. Full-Time - Employees who are hired to work 40 Hours in a work week for a continuous and indefinite period of time are considered full-time employees for all compensation and benefit purposes.

Part-Time - Employees whose work schedule is 39 hours or less in a work week for a continuous and indefinite period are considered part-time employees for all compensation and benefit purposes.


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2.5 Employment Intake and Orientation Practices

Policy

Upon acceptance of employment, the first day of work will be determined. The Employee’s first actual day of work will be considered the employee start date. On the first day, each new employee will be given a New Hire Packet that includes federal tax forms and other required government forms, along with appropriate company and insurance forms to complete. During your first week, your Manager or direct supervisor will discuss job duties, areas of responsibility and expectations for performance, and Company policies and procedures will also be reviewed. A copy of this Information Handbook for Employees will be given to each employee to read and review. Two copies of an Acknowledgment of Receipt and Understanding are located at the end of the handbook. After reviewing the handbook, each employee must sign the two copies of the statement acknowledging his/her receipt of and his/her understanding of the information contained in the Information Handbook for Employees. One signed/ witnessed copy of the Acknowledgment of Receipt and Understanding will remain in the employee's handbook. The other signed/witnessed copy of the statement must be returned to the Office Manager / HR representative, along with federal and state tax and insurance forms within 3 days of commencement of employment. This signed/witnessed copy of the statement will become part of the employee's personnel file. NOTE: The Information Handbook for Employees is the property of Technical Facility Management, Inc and must be returned upon separation from employment.

2.6 Hours of Work, Timekeeping and Pay Practices

Policy

Hours of Work: The Company normal business week is Monday through Friday and hours of operation for the business may run from 7:00 A.M. to 5:00 P.M. The Company normal work week begins at 12:01 a.m. Monday and ends at 12:00 midnight on Friday for most staff, unless specified otherwise by union contract. Regular working hours are as follows: All Office Personnel: Work an eight (8) hour day with flexible start and end times between 7:00 A.M. to 4:30 P.M. daily Monday through Friday with a thirty (30 ) minute unpaid lunch break. Specific shift times are determined by the manager and business needs of the department. Each employee is expected to complete a normal work day and work to meet company needs. The primary objective of the Company is to serve its clients. To meet this goal, occasional extra time and overtime may be needed. An employee is not to work overtime hours without the prior approval of a supervisor. Every effort will be made to pre-plan to avoid this and to keep overtime to a minimum, but when such additional work is necessary; cooperation from the staff is expected.


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Timekeeping & Pay: The Company has established a payroll schedule for all employees, based on their union affiliation. An employee’s pay will be based on the time sheet that is submitted by each individual and approved by Management. The timesheet is the property of the company. The Company will deduct and remit all required federal and state and local employment taxes for each employee, and will deduct and remit any union contributions from those employees, as required by the current contract. For Union personnel, the pay period is weekly. Union personnel are normally paid on Wednesday for work performed Monday of the previous week through Sunday of the current week. For Non-Union personnel, the pay period is biweekly and there are twenty-six (26) pay periods each year. Non union personnel are normally paid every other Wednesday for work performed Monday through Sunday of the previous two (2) weeks.

Comments Exempt staff will document their days of work, unpaid time off and Paid Time-Off (PTO) on their timesheet for each period and submit it to the Manager on their last day of work in the pay period. The time sheet should accurately reflect the days worked, days off without pay and any requested paid time off that was used in the period. Non-exempt Non-union hourly staff will write in their hours of work, unpaid time off and Paid Time-Off (PTO) on their timesheet for each period and submit it to the Manager on their last day of work in the pay period. The time sheet should accurately reflect the hours worked, including any approved extra time or compensatory time off, and any late starts or early quits that reduce the total work day, and any requested paid time off used in the period.

Non-exempt personnel that are required to work extra hours will be compensated. At the discretion of Management, the employee will be paid at one and one half times their regular rate for extra time worked in excess of forty (40) hours in the work week or they may be given compensatory time off in the same week when possible.

Example 1: Non-exempt employee works 10 hours on Monday and Tuesday to complete a presentation (20 hours), then works 8 hours on Wednesday, Thursday and Friday (24 hours) = 44 total hours. Management authorizes payment of 4 hours at 1.5 X base rate added to employee’s next paycheck.

Example 2: Non-exempt employee works 10 hours on Monday and Tuesday to complete a presentation (20 hours), then works 8 hours on Wednesday and Thursday (16 hours), then Management authorizes employee to leave after 4 hours on Friday = 40 total hours.

Hours of work for union personnel will be reported on a weekly job time sheet or weekly service report form and approved by their Job Superintendant. Staff will be paid for actual hours worked according to union contract. Employees will be docked for tardiness and unscheduled absence and poor attendance will not be tolerated.

The Company will make arrangements for payroll deductions as prescribed for the following:

• Government Required: Federal and State income taxes, Social Security taxes, State unemployment taxes, local taxes and past due taxes at rates stipulated.


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• Garnishments: Court Orders requiring an employer to withhold specified amounts from an employee's wages for payment of a debt owed by the employee to a third party. State law requires the company to honor garnishments of employee wages (including child support) as a court or other legal judgment may instruct.

• Employee Authorized: Employee portion of insurance premiums for self and eligible dependents; 401(K) Retirement Savings Plan contributions; Union deductions; reimbursements for loss, damage, or destruction of company property.

No other deductions will be made unless specifically authorized in writing by the employee. All deductions will be itemized on the employee's pay check stub. Questions regarding payroll deductions should be directed to the Controller/CFO.

The Company takes precautions to ensure that employees are paid correctly. However, if an employee believes an error has occurred, the employee should notify the Accounting Department immediately. The company will make every attempt to correct the error by the end of the next business day, but no later than the employee's next regular pay period.

If an employee is absent on pay day and would like their check released to another party, the employee must provide a written and signed note, authorizing the Company to do so, or the check will not be released. The person picking up the pay check must show proper photo identification and will be asked to sign for the check. This policy protects both the employee and the company.

Technical Facility Management, Inc will not advance money to employees against hours to be worked or future wages nor will the company make loans to employees.

2.6 Attendance

Policy

Regular and on-time attendance is expected for efficient operations at Technical Facility Management, Inc. We need our staff to be healthy and functioning at full capacity while at work. The company advises any staff member who is personally ill to remain at home, seek medical attention as necessary and regain your health before returning to work. We ask that you avoid spreading the illness to others.

The company realizes that an occasional illness or extenuating personal reason may cause unavoidable unplanned absence from work or tardiness, however excessive unscheduled absence negatively affects the business operations of the company and cannot be tolerated. Regular on-time attendance is required for continued employment. Employees are expected to personally make the effort to notify the company of any unscheduled absence or tardiness. Please contact your immediate supervisor as soon as you know you will not be in and or by the start time of your work shift for each day you will absent. If any employee is absent from work for three (3) consecutive days without informing their


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supervisor, the Company will consider that the employee has resigned and employment with the Company will be terminated as of the last day worked by the employee.

The company reserves the right to request an explanatory note/release from the employee's physician if a reported absence extends beyond five (5) consecutive working days due to a non-job-related illness or injury.

Disciplinary action will result when an employee engages in unscheduled absences; tardiness or an apparent pattern of unscheduled absence, such as call offs in conjunction with weekends, vacations, and holidays.

To avoid any impression of attendance issues, Employees are to pre-schedule time off in advance per the PTO policy.

2.8 Performance Appraisals

Policy

The job performance of an employee may be periodically reviewed and discussed with the employee’s supervisor. Performance will be evaluated against the requirements of the job description, adherence to policies and how the employee supports and promotes the company mission and values. The employee's strengths and weaknesses will be discussed and evaluated and recommendations for improvements are made. These interviews also identify the short and long-range goals of employees and determine how they interrelate with the company's purpose and objectives. A performance evaluation does not necessarily mean a change in pay or duties. At the recommendation of the manager and with the approval of the President, employees who have demonstrated good performance may receive a salary adjustment or commissions or bonuses according to their position and the company’s financial situation.

2.9 Reimbursement of Employee Business Expenses

Policy

It is the policy of the Company to reimburse employees for certain expenses incurred in the course of company business in pre-approved circumstances. All Expense Report Forms and records (including gasoline credit card receipts) must be turned in weekly. The form must be completed in full and be accompanied by the receipts or other documentation, including client name(s), date(s), business discussed, amount(s) and the account to be charged. Documentation for all expenses is required and any item that is not accompanied by a receipt will not be approved.

Expense Reimbursement checks are issued as a separate check twice a month.


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Comment

1. Cell Phones: Employees will be issued a cell phone based on the requirements of their position and are allotted a maximum number of minutes for usage each month. Additional costs for overages may be the responsibility of the employee.

2. Vehicles: Based on their position and requirements of their position, the Company may provide an employee automobile allowance or reimbursement for mileage or expenses for employee use of their personal vehicle or may provide a company vehicle to employees whose work requires this. See Policy 1.6 for further information and requirements.

a) If authorized, an allowance is included in the employees total compensation package, and may be considered taxable income.

b) In some cases the Company may provide reimbursement to certain staff for automobile usage, gas, tolls and parking expenses related to business travel. Mileage logs and receipts for these business expenses should accompany the reimbursement request, as described above.

c) If a company vehicle is provided for the employee, it is to be used exclusively for company business. Unauthorized use and/or transport of unauthorized passengers is prohibited.

d) Prior to employment, a MVR check may be conducted to verify status. Employees who drive on business are expected to have a current license and observe all traffic rules. Drivers are required to maintain a safe driving record free of violations, and to promptly report any citations or change in license status to management.

3. Travel and Business Entertainment: For pre-approved business meetings conducted off premises, the company will reimburse the employee for reasonable costs of travel, lodging, meals, or other expenses directly related to accomplishing the assignment. Employees are expected to limit expenses to reasonable amounts and are required to provide receipts and a full accounting of activities with the reimbursement request.

If an expense is anticipated to be greater than customary expenses for travel or incidental customer entertainment, employees are strongly recommended to obtain pre-approval before incurring such expenses.

Questions concerning the proper procedure for making travel arrangements or reservations, the types and amounts of expenses that will be reimbursed, personal travel and traveling with companions, use of credit cards, or the completion of expense reports should be directed to your immediate supervisor for approval prior to submitting to the Accounting Department.


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3.0 Employee Benefits

Policy

Technical Facility Management, Inc in cooperation and agreement with the various trade unions administers the employee payroll deductions and forwards them to the Local Unions for their various benefit programs. In addition, the company provides benefits for the non union full-time office staff. These benefits are reviewed periodically to assure that they keep pace with area practice. The information contained in this handbook regarding employee benefits is not a contract to provide these benefits to any employee. The eligibility requirements for these benefits are described in the specific policy, summary plan documents and/or benefits booklets. Employees are eligible for benefits as provided by the Company if they meet specific established requirements.

Questions concerning benefit eligibility, and/or insurance claim information should be directed to the Office Manager / Human Resources representative. The benefits provided and the terms of the benefit plans described are subject to change at any time by the insurer(s) or Technical Facility Management, Inc.

3.1 Medical Insurance

Policy

The Company offers the opportunity for all full-time non union employees to be covered under the Company Group Health Insurance Plan. The Company reserves the right as necessary, to change the portion paid by employees for health insurance premiums. The providers of such coverage and the coverage itself may change from time to time or be eliminated entirely. Specific details of health insurance coverage will be provided to eligible employees by the Office Manager / Human Resources representative. Benefits will take effect on the first day of the following month from your employment start date. For Union employees Technical Facility Management, Inc will make the required company contributions as determined by the current union contract. 1. Medical Health / Eye Coverage – The Company will contribute 100% of the cost for the

employee and family coverage (if required) of the medical health and eye insurance subscribed in the Company Group Plan.

2. Dental - program is provided for the employee to purchase additional coverage 3. Short Term Disability – Is available for the employee to purchase coverage


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4. Technical Facility Management, Inc will comply with federal regulations relating to the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), which is designed to provide employees and eligible dependents with the opportunity to continue health insurance coverage at group rates in certain instances when coverage would otherwise cease. The premium for this coverage may be the responsibility of the employee or dependent, according to current legislative mandates. See the Office Manager / Human Resources representative for more information.

5. Technical Facility Management, Inc will comply with the Health Insurance Portability and

Accountability Act of 1996. Provisions of this Act limit exclusions for preexisting conditions; prohibit discrimination again employees and dependents based on their health status; guarantee renewability and availability of health coverage to certain employers and individuals; and protect many workers who lose health coverage by providing better access to individual health insurance. Your Insurance Carrier will manage the rules and regulations regarding this. See the Office Manager / Human Resources representative who will contact the Plan Administrator for more details.

3.2 Family Medical Leave

Policy

In general, an employee who has completed at least twelve (12) months of continuous service with Technical Facility Management, Inc and performed at least 1,250 hours of service in the prior 12-month period is eligible to receive an unpaid family/medical leave in accordance with the Family and Medical Leave Act of 1993 (FMLA). The following provisions apply with regard to the family/medical leave policy for employees of Technical Facility Management, Inc:

• Family/medical leave may be taken only if it is made necessary due to one of the following reasons:

1) within twelve (12) months of the birth of a child of the employee in order to care for the child;

2) within twelve (12) months of the placement of a child with the employee in connection with adoption or foster care in order to care for the child;

3) a serious health condition of the employee's child, parent, or spouse;

4) a serious health condition of the employee which prevents him/her from performing the essential functions of his/her job.

• In no instance does the federal law require the company to grant more than a total of twelve (12) weeks of unpaid leave in any consecutive twelve (12) month period.

• If an employee and his/her spouse both work for Technical Facility Management, Inc, they would be eligible for a single twelve (12) week period which they can split between them; however, if the leave is needed for their own serious health condition or that of their spouse or child, each would be eligible for a total of twelve (12) weeks.


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• Any leave granted to an eligible employee under this law because of a serious health condition of a family member may be taken consecutively or intermittently depending on the legitimate needs of the employee. The employee must make a reasonable effort to schedule such leave so as not to disrupt the company's business operations.

• Any leave granted due to the birth or adoption of a child must be taken consecutively unless otherwise agreed to by the company and must be completed within one (1) year of the adoption or birth.

• During the leave, the employer will maintain the employee's health care coverage under the same conditions as coverage would be provided if the employee were continuously employed during the entire leave period. Both the employer and the employee will be responsible for payment of their share of the premium during the leave period.

• Eligible employees must provide reasonable prior notice to the company when requesting a leave of absence under the law. The company may require an employee to provide certification issued by a licensed health care provider in order to ensure that the employee meets the eligibility requirements.

• The company is not required to comply with the FMLA to the extent an employee is among the highest paid 10% of employees of the company within a 75 mile radius of any worksite if the company can show that granting the leave would cause substantial and grievous economic injury to its operations.

For more information about family/medical leave, contact the Office Manager / Human Resources representative.

3.3 Profit Sharing Plan and Trust

Policy

Technical Facility Management, Inc has established a 401(K) Retirement Savings program to enable non-union employees to save for retirement on a pre-tax basis.

Each non-union employee has the ability to defer money up to 100% of their pay, into the plan as a pre-tax contribution, within the guidelines and maximums determined by the U.S. government annually.

1. Employees are eligible to participate in the 401(K) Retirement Savings Plan following 1 hour of service and may enter the Plan on either January 1

st or July 1

st.

2. All monies deferred to the plan by the employee are the sole property of the employee.


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3. The Company will make a Safe Harbor match for employee deferral contributions as follows:

• Employee deferral of 3% of pay = 100% Company match.

• Additional 2% of pay deferred by Employee = 50% Company match.

• For any Plan Year in which we do make a Matching Contribution, you will be notified of the amount allocated to your Matching Contribution Account. Once contributed, these monies are the sole property of the employee.

4. The Vested Interest in your Account is the percentage of an Account to which you are

entitled at any point in time. You will at all times have a 100% Vested Interest in your Elective Deferral Account. You will at all times have a 100% Vested Interest in your Matching Contribution account.

5. The Company reserves the right to discontinue or modify the 401(K) plan or the Company’s contributions thereto at any time in accordance with applicable law.

6. The Company provides no financial advice and assumes no responsibility or liability for

the investment decisions made by employees with these deposited funds.

For complete details, contact the company Controller/CFO.

3.4 Paid Time Off

Policy

It is the policy of the Company to grant Paid Time Off (PTO) to be used for vacations, sickness and personal time to full-time, non-union employees in accordance with the guidelines below. The Company reserves the right to award additional Paid Time Off at its discretion. The company reserves the right to manage the schedule for PTO based on the business needs of the organization.

Comments

1. There is no distinction between a sick day, a personal day or a vacation day when used. All time is considered ‘paid time off’ (PTO). The accrual factor for PTO is determined by employment status and tenure.

2. Paid Time Off (PTO) follows the calendar year January 1st through December 31

st. PTO

will not be paid for in lieu of time off.

3. Employees may not take PTO until they have actually earned the time. New employees begin to accrue PTO on their first day of employment and will be eligible to receive pay for time off, as accrued after successfully completing their introductory period.


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4. The company grants annual time off with pay to eligible full-time employees as defined below:

Length of Continuous Service - Accrual = Available PTO

• Less than 1 year - accrue at 4.67hrs/month = 7 days (56 hours) prorated

• More than 1 yr less than 5 yrs – accrue 8.67hrs/month= 13 days (104 hours)

• More than 5 yrs less than 15 yrs – accrue 10.0hrs/month = 15 days (120 hours)

• Greater than 15 yrs – accrue at 12hrs/month = 18 days (144 hours) maximum

• 5 days maximum per year can be carried over into the following year balance, but the total available cannot exceed base accrual plus five days.

5. PTO will consist of the employee’s regular rate of pay for the PTO time period and

generally will be paid on the next regularly scheduled payday.

6. Each employee must take at least one full week of consecutive PTO annually. No exceptions will be granted. To assure for adequate operational coverage, employees are to pre-schedule their full week of PTO (Refer to Scheduling Notice). PTO scheduling conflicts will be based on submitted dates.

7. The courtesy of pre-planning for PTO is expected when illness is not involved. Employees are asked to pre-schedule their use of individual PTO, by requesting time off at least two days in advance whenever possible. (Refer to Scheduling Notice). A schedule of PTO days will be maintained by the Office Manager for the purpose of coordinating time schedules among all departments.

8. When an employee is sick and potentially contagious, we ask that he/she stay home until well, so that you do not risk infecting others. Please call in each day to report off for this unscheduled absence prior to start of your regular shift. You will be paid for these days with any available PTO you have accumulated.

9. PTO may be used in half day (4 hour) increments.

10. When employment is terminated by the Company any unused accrued PTO that remains at the time of termination will be forfeited.

11. The Company will abide by union contracts regarding deductions for vacation/savings pay and Union employees are expected to follow Company policy regarding scheduling time off and attendance.

12. If any employee is absent from work without notice to their supervisor for three (3)

consecutive work days, it will be assumed that the employee resigned and employment will be terminated as of the last day worked by the employee.

Scheduling Notice:

A written request for your mandatory one full week of PTO should be submitted to your manager as soon as you know of your plans, but no less than two weeks in advance of the


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desired time. Requests will be approved based on seniority and the need to maintain business operations in each department. If an employee does not request their week in turn of seniority, they may only take open time. They will not be permitted to bump another less senior employee once that person’s time is approved.

Regular and on-time attendance is expected for efficient operations at Technical Facility Management, Inc. Excessive unscheduled absence and tardiness is not only inconvenient but also negatively impacts operations and can cause costly problems. While it is recognized that an occasional illness or extenuating personal reason may cause unavoidable absence from work or tardiness, regular on-time attendance is required for continued employment.

The Company understands that employees may have personal situations arise unexpectedly and they may be unable to work. An employee who is unable to report for duty must contact his/her manager before the start of his/her scheduled work day to call off. This should be done each day prior to the employee's normal start time so that necessary arrangements may be made to redistribute work. Failure to pre-schedule time off, failure to report for duty without notice and patterns of unscheduled use of PTO such as before or after weekends, holidays and vacation may be grounds for non-payment and / or disciplinary action, as described in that policy.

3.5 Holidays

Policy

It is the policy of the Company to designate and observe certain days each year as holidays. Eligible employees will be given a day off with pay for each holiday observed. The business will be closed.

Comments

The schedule of holidays the Company will observe during each calendar year will be as follows: New Year’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving Day and Christmas Day.

1. Full-time non-union employees are eligible to receive their regular rate of pay for each observed holiday when other conditions are met, as follows.

2. To receive holiday pay, an eligible employee must be at work or taking an approved absence on the workdays immediately preceding and immediately following the day on which the holiday is observed. An approved absence is a day of pre-scheduled PTO. If an employee is absent on one or both of these days because of an illness or injury, the Company reserves the right to verify the reason for the absence before approving holiday pay.


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3. A holiday that occurs on a Saturday or Sunday generally may be observed by the Company on either the preceding Friday or following Monday at the discretion of management.

a. In the event that a union agreement differs from the above stated Company holidays, the Company will abide by the specific union contract regarding pay for work time or time off on holidays as specified for union staff.

3.6 Workers Compensation

Policy

Employees of Technical Facility Management, Inc are covered by Workers' Compensation insurance, which is purchased by the company in the state in which it operates. This insurance provides compensation to an employee for lost wages caused by illness, accidental injury, or death suffered in the course of or as a result of his/her employment with the company in accordance with the laws of the Commonwealth of Virginia. Eligibility for benefits under Workers' Compensation insurance is automatic and is effective on date of hire. Reporting: Within 24 hours of the onset of a work related illness or injury an employee must complete an Accident Report and submit it to the Safety Director. An Accident Report form is included with your New Hire package along with the outline for Medical Treatment for your Work Injury or Occupational Illness. This form provides information about your RIGHTS and DUTIES if you are injured or suffer from an occupational illness. Work Related Accident Treatment: Technical Facility Management, Inc has selected Concentra Medical Centers to be its primary medical care provider. Non life threatening injuries can be treated at any of the four Concentra offices. Any person who suffers a life threatening work related injury should be taken to the nearest emergency room. Upon arrival, notify personnel that it is a Workman’s Compensation injury. Effect on Continuous Service Date: Any time lost by an employee due to an occupational illness or injury covered by Workers' Compensation insurance will be credited as active service for all company benefits. The company will comply with all state and federal laws pertaining to Workers' Occupational Diseases and Workers' Compensation.


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3.7 Leaves of Absence

Policy

It is the policy of Technical Facility Management, Inc to grant eligible employees extended leaves of absence from the Company under certain circumstances. Except as stated below, employees will not receive compensation during a leave of absence:

Civic Duty: The Company encourages its employees to meet their civic duties. Voting is a privilege and obligation and employees are encouraged to vote prior to or following normal work hours. Time off is not provided for voting with or without pay. If you are called to serve on a jury or are subpoenaed to serve as a witness concerning company business, the company will allow you the necessary time off to meet this civil obligation.

1. The employee must notify their manager upon receipt of the summons or subpoena so that arrangements can be made to accommodate the absence. The employee must provide a copy of this document to their manager before your first day of service.

2. Technical Facility Management, Inc will pay for the difference between what the Court pays and the amount of the employees’ regular pay for up to three (3) days of absence. A document from the court which shows the time spent by the employee and the amount paid to the employee must be submitted to the Accounting Department.

3. If the Court dismisses the jury from service after 4 hours or less the employee is expected to report for work and finish the balance of the regular workday.

4. Court required appearances as a witness for a non-company related trial will not be compensable time.

Funeral Leave: In the event of the death of a family member, the employee will be allowed, upon proper request, time off with pay to assist with arrangements and attend the funeral. For “Immediate family”, identified as the employee’s current spouse, child, parent, brother, sister and step-child up to three (3) days off with pay will be given. For members of the employee’s extended family, including, parents-in-law, daughters-in-law, sons-in-law, grandparents and grandchildren, the employee will be given off and paid for the one (1) day of the funeral. At the discretion of the Company, special consideration may be given for paid time off when specific circumstances of the death warrant. If additional bereavement time off is needed, the Company may at its discretion, permit employees to utilize some of their accrued PTO. Employees who must take time off due to the death of an immediate family member should notify their immediate Supervisor as soon the need is known. If proper notification is not given, the employee may not be paid for the funeral leave.

Military Leave: If an employee is a voluntary or conscripted member of the armed forces and is called to duty, the Company will, upon receipt of a copy of the military orders or verbal notice from the activating office, act in the following manner:.


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1. Honor an employee’s request for payment of their accrued PTO for the duration of their leave, up to the accrued amount, as available.

2. If medical benefits are the provided to the employee, continue such coverage during the duration of a short-term military leave (less than or equal to 30 calendar days). For a longer-term leave, the medical coverage will be suspended after 30 days.

3. In all other matters, the Company shall honor all legal requirements relating to the employee’s military leave.


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4.0 Additional Workplace Issues

4.1 Safety

Policy

Our workplace safety program is a top priority at Technical Facility Management, Inc and we are fully committed to the safety of our employees. We will abide by all industry standards and regulatory requirements and will educate staff on proper Safety practices to be used in daily activities. A successful safety program depends on everyone being alert and committed to safety. We regularly communicate in various ways with all employees about workplace safety and health issues. These communications may include supervisor-employee meetings, superintendant-trades job site meetings, bulletin board postings, memos, a company Safety Manual and other written communications. The company expects every employee to follow safety rules and regulations and work carefully at all times. You must immediately report any unsafe condition to the appropriate supervisor. Any employee who disregards any company safety rule and/or regulation is subject to disciplinary action, up to and including termination of employment. Violations include causing a hazardous or dangerous situation, not reporting a hazardous or dangerous situation, and not correcting a problem even though you could have corrected it. As an employee of Technical Facility Management, Inc you have certain rights regarding the use of hazardous materials in the workplace. Technical Facility Management, Inc will provide you with the Material Safety Data Sheets for materials identified as hazardous in the workplace. These should be reviewed to learn what chemicals are used, where they are located, the physical and health hazards representatived with the chemicals, the protective measures that must be taken while using these to prevent exposure and what to do in case of exposure to the chemicals. Please refer to the separate Technical Facility Management, Inc General Safety Manual for additional information or specific job site requirements and at anytime, questions may be directed to your Manager or the Safety Officer of the company.

Reporting Incidents: When any accident, injury, or illness occurs while an employee is at work, it must be reported to your immediate Supervisor, Safety Manager and Office Manager IMMEDIATELY, regardless of the nature or severity. The company will provide the proper forms for reporting job-related accidents, injuries and illnesses. The supervisor will assist you to complete an Injury Report. This must be completed and given to the Safety Manager as soon as possible after an injury occurs. Refer to the General Safety Manual for specific details. Any employee failing to report such occurrences will be subject to disciplinary action.


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In the event of a vehicular accident involving a company vehicle or while on company business, please call the Office Manager immediately before leaving the scene. You will be asked to report all information to your immediate supervisor (Manager, Foreman or Superintendent) as well as to the Safety Manager and Fleet Manager, and complete all required paperwork. Refrain from discussing the incident until the proper company representative has been notified and permission has been obtained to make statements. Seek medical attention as needed, utilizing the Company sponsored provider or the nearest hospital if injuries are severe. Please refer to policy 3.6 Workers Compensation for additional information.

4.2 Advancement and Work Assignments

Policy

Technical Facility Management, Inc believes in promoting from within the company whenever possible. We want employees to have the opportunity for promotion to higher paying positions within the company. Promotions are based on how well the Employee can meet the requirements of the new position. Such factors as experience, educational preparation, prior job performance, quality and quantity of work, attendance record, safety record, and the ability to work well with others will be considered. If the employee wishes to apply for a new position, they should advise their Manager and submit a letter of interest with a current resume to the Office Manager / Human Resources representative. Consideration will be given based on current opportunities. The Company reserves the right to look outside the organization if we feel that an employee with the best qualifications cannot be found within the organization.

Employees may be reassigned from one department to another or from one work location to another, permanently or for a short term to meet the business needs of the company. Employee initiated requests for reassignment may be made in writing and submitted to Management for consideration. A reassignment may be made if management determines it is in the best interest of the company and the employee.

4.3 Outside Employment

Policy

Technical Facility Management, Inc makes every effort to keep its employees as fully employed as possible. Employees who are full time on the Technical Facility Management, Inc payroll are not permitted to work for any company that would be considered to be the same business as Technical Facility Management, Inc, concurrently while they are employed by Technical Facility Management, Inc. Working for a competitor at the same time as employed by Technical Facility Management, Inc may be grounds for dismissal.


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If an employee chooses to work another position during off hours to supplement their income, and the outside employment competes with what is expected of him/her as an employee of Technical Facility Management, Inc, opportunities for promotion and advancement with Technical Facility Management, Inc will be limited by this decision. Employees are not permitted to use Technical Facility Management, Inc property for personal use or to engage in outside work to supplement their income. This will be grounds for dismissal.

If Management feels that outside employment prevents an employee from fulfilling his/her obligations to the company, the employee will be asked to resign from Technical Facility Management, Inc or to leave his/her outside employment. All management and supervisory personnel are expected to enforce this policy and, by example, refrain from engaging in conflicting outside employment.

4.4 Termination of Employment

Policy

An employee may terminate their employment with the Company at any time and for any reason by resignation from their position. The Company may terminate an employee from employment at any time and for any reason not prohibited by law. Termination may be voluntarily or involuntarily due to retirement, voluntary resignation, lack of work and reduction in work force or termination. When possible an employee will be told the reason(s), however, if in the judgment of the Company the misconduct warranting discipline is severe enough, the company has the authority to discharge the employee immediately.

Comments

1. An employee who voluntarily resigns his/her position with Technical Facility Management, Inc is expected to provide the company with advance written notice. Failure to give written notice may result in forfeiture of non vested Company benefits and the employee would not be eligible for re-employment. The following professional guidelines are suggested:

a) Management and Supervisory employees are requested to voluntarily provide and work a three (3) week notice;

b) Non-Exempt union and non-union office employees are requested to voluntarily provide and work at least two (2) weeks’ notice; and

c) The company reserves the right at its discretion to accept an Employees notice of resignation and to terminate employment immediately.

2. An employee who provides written notice of voluntary resignation and works out the notice may be eligible for severance pay at the discretion of the Company.


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3. An employee who is discharged by the company for cause shall not be given severance pay. Any employee whose employment is terminated for reasons that are not unfavorable to Technical Facility Management, Inc may be given severance pay at the Company’s sole discretion.

4. Employees who are absent from work for three consecutive days without being excused or giving proper notice will be considered as having voluntarily quit.

5. Letters of recommendation for departing employees are not a matter of right. Requests for such letters should be made to the President. Company policy is only to verify dates of employment.

Final Pay - The Department Manager will advise the Office Manager / Human Resources representative immediately of the date and reason for termination. The Office Manager / Human Resources representative in conjunction with the Manager will determine if the terminating employee has any outstanding debt owed to the company and whether the individual has in his/her possession any company credit cards, uniforms, tools, keys, safety equipment, manuals, vehicles, phones, computers, ID cards/badges or other company property. All company property in the employee's possession must be returned to the Office Manager / Human Resources representative upon separation from employment before the final pay check is released. Upon completion of a full accounting of the employee's and the Company's accounts (as determined by the company), a final pay check for time worked (less deductions) will be issued to the employee on the next regular pay day in accordance with applicable federal and state law. Union employees will receive their paycheck at the end of their last full day of work. The Company will issue a check designated as the final payment for all services rendered. The final check will reflect only the time actually worked. In the case of an employee who voluntarily resigned their employment and worked out their notice, the employee will receive pay for his/her earned (unused) PTO. Upon resignation or termination, the employee should contact the Human Resources representative for possible conversion of group insurance and to address any financial issues. An employee who has resigned their position may be asked to participate in an exit interview. In addition to discussing his/her decision to leave the company with his/her immediate supervisor, a member of Management or the Human Resources representative may also meet with the employee prior to the termination. Discussions concerning the reasons for leaving will assist the company in evaluating the effectiveness of its personnel policies and practices. At the time of the exit interview matters relating to final pay and any other personal considerations will be arranged.


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4.5 Performance Issues

Policy

Technical Facility Management, Inc expects all employees to abide by established policies and rules of general conduct and performance at all times. The regulations governing employee conduct and responsibilities have been established in the best interest of the company, its employees, and its customers. Violations constitute misconduct on the part of the employee and appropriate disciplinary action will be initiated. Disciplinary action may include, but is not limited to verbal reprimand, written notice, suspension from work without pay, and termination of employment. Management reserves the right to apply or escalate the discipline process to termination as the company, in its discretion, considers necessary in the individual circumstances. In the event an employee is suspended from work for disciplinary reasons, benefits will not accrue nor will benefits be recoverable during the suspension period. The following are some examples of misconduct for which an employee may be subject to discipline, and these examples do not constitute a complete list of the circumstances for which discipline may be warranted.

• Unethical conduct including inappropriately accessing records, or disclosing confidential or proprietary company or personnel information to outsiders, or collusion with others that results in benefits of any nature to the individual employee and detriment to the company

• Falsification of employee timesheets, records or reports pertaining to absence from work, claims pertaining to injuries occurring on company premises, claims for any benefits provided by the company, communications or records including personnel and production records

• Violation of the policy on Workplace Violence and Harassment of any type, including physical or verbal intimidation or use of profanity or abusive language

• Concealing defective work

• Theft of company's property, a customer's property or the property of any employee; hiding, concealing or misappropriation of company property or the property of other employees or customers; sabotage or willful damage to company property, or the property of other employees or customers

• Unauthorized use or sale of any company-owned property, salvage material or equipment

• Reporting to work in an unfit state, including under the influence of alcohol or drugs; possession, sale or use of illegal substances or consumption of alcohol while working on job sites, in the Office or in company vehicles.


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• Failure to follow Safety Policies and safe practice requirements. Negligence or willful acts in the performance of duties or misusing company property; actions resulting in damage to company property or injury to self or others

• Insubordination through willfully ignoring or deliberately refusing to follow reasonable requests or orders from a member of management

• Inadequate work performance, such as failure to meet deadlines, failure to complete assignments, poor quality of work, low productivity, inability to utilize required technology, inability to complete the essential functions in the scope of the position

• Unsafe Driving, receipt of moving violations or unauthorized use of company vehicle

• Demonstrated lack of courtesy towards other employees, customers or vendors; failure to cooperate to achieve company goals

• Failure to report personal injury resulting from an on-the-job work situation

• Violation of other Company policies

4.6 Employee Concerns

Policy

Technical Facility Management, Inc believes in open communication. If an employee has a suggestion, concern or complaint, management wants to know about it.

Suggestions: Technical Facility Management, Inc welcomes employee suggestions that could improve on work process, increase revenues, save on expenses or improve the work environment and employee morale

Concerns and Complaints - In most cases, an issue or problem can be resolved through open discussion with the direct supervisor. For issues which cannot be resolved informally between an employee and supervisor, the following procedure has been established to ensure a fair and impartial review.

All complaints will be given timely and objective consideration in an atmosphere of mutual assistance. Time periods specified may be extended at the discretion of the management person reviewing a particular complaint if extenuating circumstances justify a longer period.

This complaint procedure does not apply directly to complaints of harassment which are more specifically discussed in Section 5 - Work Policies and Regulations.

Step 1: The employee must present his/her complaint verbally or in writing to their supervisor. The Supervisor will make a thorough inquiry into the circumstances and facts of the complaint and will make every effort to resolve the matter promptly and fairly within two weeks. The resolution will be communicated to the employee who initiated the


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concern and will be copied to the Office Manager / Human Resource representative for the employee file.

Step 2: If the employee is dissatisfied with the resolution, the employee may submit a written report to the Office Manager / Human Resource representative who will discuss it with the next management level, and this should occur within one week. The Office Manager / Human Resource representative will make a thorough inquiry into the circumstances and facts of the complaint and will make every effort to resolve the matter promptly and fairly within two weeks. The resolution will be communicated to the employee who initiated the concern and will be copied to the employee file.

The filing of a complaint will not be accepted after an employee has been terminated from employment.


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Updated 11/30/2009 Policy Section 4.0 / Acknowledgment Form

Acknowledgment of Receipt and Understanding

Read and Sign Immediately

I understand and acknowledge that:

• The statements contained in the Information Handbook for Employees of Technical Facility Management, Inc are intended to serve as general information concerning Technical Facility Management, Inc and its existing policies, procedures, practices of employment and employee benefits.

• Nothing contained in the Information Handbook for Employees of Technical Facility Management, Inc is intended to create (nor shall be construed as creating) a contract of employment (express or implied) or guarantee employment for a definite or indefinite term, or in any way alter the ‘at-will’ nature of my employment.

• From time to time Technical Facility Management, Inc may need to clarify, amend and/or supplement the information contained in the Information Handbook for Employees of Technical Facility Management, Inc and that the company will inform me when changes occur.

• I have received a copy of the Information Handbook for Employees of Technical Facility Management, Inc, have read and understand the information outlined in the handbook, have asked any questions I may have concerning its contents and will comply with all policies and procedures to the best of my ability.

Employee Signature ________________________________________________________ Date ____________________________________________________________ Location _________________________________________________________ Authorized Witness _________________________________________________________ Employee Copy Keep this signed form with your Employee Manual.