Thermal Mechanic, Inc. Taycon TMI, LLC March 26, 2014

Thermal Mechanics, Inc / Taycon TMI/TTMI, LLC

EMPLOYEE HANDBOOK

Thermal Mechanic, Inc. Taycon TMI, LLC March 26, 2014

TABLE OF CONTENTS

Page

SECTION I INTRODUCTION A. Welcome 1 B. History 1 C. Introductory Statement 1

SECTION II EMPLOYMENT A. Equal Opportunity Employment 4 B. Accommodating Disabilities 4 C. No Harassment Policy 4 D. Nature of Employment 5 E. Open Door Policy 6 F. Employment of Relatives 6 G. Employee Status 6

SECTION III BENEFITS A. Group Benefits 9 B. Holidays 9 C. PTO 10 D. Short-term Absences 11

1. Bereavement 11 2. Military Leave 11 3. Jury Duty 11

E. Leaves of Absence 12 1. Family and Medical Leave of Absence Policy 12 2. Personal Leave of Absence 16 F. Genetic Information Nondiscrimination Act 17

SECTION IV GENERAL POLICIES A. New Employee Introduction Period 19 B. Outside Employment 19 C. Confidential Nature of Work 19 D. Personal Appearance 20 E. No Smoking 20 F. Solicitation and Distribution 20 G. Visitors 20 H. Severe Weather and Natural Disasters 20

Thermal Mechanic, Inc. Taycon TMI, LLC March 26, 2014

SECTION V TIMEKEEPING/PAYROLL

A. Hours of Work 22 B. Overtime 22 C. Pay Procedures 22 D. Personnel Records 23 E. Termination 24

SECTION VI EMPLOYEE DEVELOPMENT A. Performance Appraisals 27 B. Merit Reviews 27

C. Employee Development/Educational Assistance 27 D. Promotions 27

SECTION VII EMPLOYEE CONDUCT A. Attendance and Punctuality 29 B. Conduct and Work Rules 29 C. Concealed Weapons 30 D. Business Code of Conduct 31 E. Problem Resolution Process 31

F. Drugs and Alcohol 31 G. Internet, E-mail, & Other Company Communications Systems 32 H. Blogging and Social Media 33 I. Use of Company Property and Time 36 J. Cellular Phones and Mobile Communication Devices 36 K. Employee Safety and Report of Injury 37 L. Violence Prevention 38

SECTION VIII ACKNOWLEDGEMENT FORMS A. Receipt of Handbook 41 B. No Harassment Policy 42 C. Company Property Receipt 44

D. Internet and E-mail Systems 45 E. Blogging and Social Media 46

Thermal Mechanic, Inc. Taycon TMI, LLC March 26, 2014

I. INTRODUCTION

• Welcome

• History/Mission

• Introductory Statement

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A. WELCOME Welcome to Thermal Mechanics, Inc (TMI)and Taycon TMI, LLC (TTMI). We are a medium size company that depends on each other for our success. We strive to provide our employees an environment where creativity is encouraged, working hard is expected, and open, honest, and candid communication is thriving. As an employee of TMI/TTMI, you are expected to carry out your job functions in a professional manner being mindful that service is a major part of our business and that our customers are our top priority. We want our employees to enjoy their work and share the company’s financial rewards. TMI/TTMI’s goal is to continue to be a prominent force within the Missouri, Kansas and Illinois commercial HVAC industry. We will accomplish this goal by dedicating ourselves to serving our customers’ needs. It continues by fostering a close team spirit within our company and strengthening our relationships with our vendors, consulting engineers and contractors. It reaches fruition by being a company known for its integrity. The trust of our employees and the confidence of our customers is a privilege we must work hard to maintain. Our employee handbook has been prepared to serve as a guide for the employer/employee relationship, to help you understand some of the general policies, working rules, benefits and compensation. These benefits and policies are designed to make our company a great place in which to work. Please read the entire manual carefully. It will be a valuable reference resource during your employment. If you have questions regarding the benefits or policies outlined in this handbook, the Human Resources Assistant will be happy to assist you. B. HISTORY TMI/TTMI is a progressive, service-oriented company, founded in 1984. TMI/TTMI has worked to build valued partnerships while engineering optimal HVAC solutions for architects, mechanical contractors, general contractors, consulting and industry engineers, facility personnel and building owners. C. INTRODUCTION This handbook contains information about Thermal Mechanics, Inc. and Taycon TMI, LLC, also referenced as “TMI/TTMI” or “company”, and summarizes general human resources policies and employee benefits. The primary objective of the outlined benefits and policies is to provide a work environment that is conducive to both personal and professional growth. Employee understanding and compliance with the outlined provisions will help ensure an optimal experience with our company. You are encouraged to check with your manager or the Human Resources Assistant with any questions you might have. A few important points to remember while reading this handbook:

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•••• The material provided to you in this handbook is a basic summary of the benefits provided by the company’s benefit plans. In case of any conflict between this general description and the actual plan document, the plan document will govern.

•••• This handbook is provided for informational purposes. The policies stated are not conditions of employment and are not intended to create, nor should you ever interpret them to create, any contractual rights or to limit the company’s discretion.

•••• In the event that an employee’s terms of employment are for a specific period of time or include agreements that are different than those outlined in this handbook, such terms must be in writing and signed by both the employee and the President of TMI/TTMI to be enforceable. No other manager or representative can sign on behalf of the President of TMI/TTMI.

•••• The company reserves the right at any time to change, revoke, suspend, or terminate any or all policies (whether or not described in this handbook), with or without notice, prospectively or retroactively. The company and its managers have the responsibility to interpret and apply the policies and practices discussed in this handbook in their good faith judgment. However, if any policy/practice or its application conflicts with the laws of the state or locale where you work, the law will supersede company policy if applicable to your situation.

•••• This handbook replaces any previous handbook or personnel policies, practices and guidelines. Questions, feedback and ideas concerning employee benefits are welcome and may be submitted to any member of management or to the Human Resources Assistant.

TMI/TTMI requires all employees to sign the following statements. Documents for your signature are included in Section VIII at the end of this handbook.

Employee Acknowledgment Form – indicates you have read and understand the employee handbook and agrees to abide with the included policies. No Harassment Policy – indicates you agree to abide with the company’s strict policies regarding sexual harassment.

Company Property Receipt – indicates you acknowledge and agree to abide by the terms of the agreement.

Employee Internet and E-mail Policy – indicates you agree to abide with the company’s policy regarding acceptable use of the Internet and E-mail system.

Blogging and Social Media Policy – indicates you agree to comply with the company’s blogging and social media rules and guidelines for acceptable use.

We wish all employees success in their positions with TMI/TTMI, and hope that our company will provide a rewarding experience for all employees.

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II. Employment

• Equal Opportunity Employment

• Accommodating Disabilities

• No Harassment

• Nature of Employment

• Open Door

• Employment of Relatives

• Employee Status

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A. EQUAL EMPLOYMENT OPPORTUNITY In order to provide equal employment and advancement opportunities to all individuals, employment decisions at TMI/TTMI will be based on merit, qualifications and abilities. TMI/TTMI does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, genetic information or any other characteristic protected by law. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their manager or the Chief Financial Officer. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. B. ACCOMMODATING DISABILITIES It is the policy of TMI/TTMI to abide by all provisions of the Americans with Disabilities Act. We will not discriminate against qualified individuals with disabilities with regard to any aspect of employment. TMI/TTMI recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you may meet with your manager or the Chief Financial Officer to discuss reasonable accommodations that may enable you to perform the essential functions of your job. C. NO HARASSMENT POLICY TMI/TTMI is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, TMI/TTMI expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment. Harassment of any kind is prohibited and will not be tolerated. This policy applies to all employees. A violation of this policy will subject an employee to disciplinary action, up to and including termination of employment.

Harassment is defined as verbal or physical conduct which:

1. Denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, national origin, age, disability, genetic information or any other characteristic protected by law.

2. Has the purpose or effect of creating an intimidating, hostile or offensive working environment;

3. Has the purpose or effect of unreasonably interfering with an individual’s work performance; or

4. Otherwise adversely affects an individual’s employment opportunities. Prohibited harassing conduct includes, but is not limited to, epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to race, color, religion, sex, national origin, age, disability, genetic information or any other characteristic

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protected by law. Prohibited harassing conduct also includes written or graphic material that is placed on walls, bulletin boards or elsewhere on the premises or that is circulated in the workplace. This policy also prohibits sexual harassment. Sexual harassment is defined as:

1. Unwelcome sexual advances; 2. Requests for sexual favors and all other verbal or physical conduct of a sexual or

otherwise offensive nature, particularly where: a. submission to such conduct is made explicitly or implicitly a term or

condition of employment; b. submission to or rejection of such conduct is used as a basis for decisions

affecting an individual’s employment; or c. such conduct has the purpose or effect of creating an intimidating, hostile

or offensive working environment; 3. Sexually offensive jokes, innuendoes and other sexually oriented statements or

behavior. If you experience or observe any prohibited harassment, promptly report the incident to your manager. This includes not only management/subordinate actions, but also actions among coworkers, vendors, customers or other non-employees. If you believe it would be inappropriate to discuss the matter with your manager, you may bypass him/her and report it directly to the next level of supervision, the President or the Chief Financial Officer. Your complaint will be investigated and kept confidential to the extent possible. Individuals who make complaints have an obligation to assist and cooperate with the company’s investigation. All managers who become aware of potential incidents of sexual harassment are required to report this information even if those incidents involve upper-level managers or individuals not in their chain of command. If the company determines that an employee has harassed another employee, appropriate remedial action will be taken against the offender, up to and including termination. The company prohibits any form of retaliation against an employee for lodging a complaint under this policy or for assisting the investigation of a claim of harassment. D. NATURE OF EMPLOYMENT Employment at TMI/TTMI is on an at-will basis, meaning that you can resign at any time, and that similarly, TMI/TTMI may terminate the employment relationship at will at any time, with or without notice or cause or reason. Only the President of TMI/TTMI has the authority to enter into any agreement for employment for a specific period of time, and any such agreement will not be enforceable unless it is in writing and signed by the President and the employee. This handbook does not create a contract as to the policies or benefits contained in, or referred to in this handbook. The policies and benefits stated herein may be amended or deleted at any time at the company’s sole discretion. These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the President of TMI/TTMI.

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E. OPEN DOOR POLICY TMI/TTMI maintains an open door policy that encourages employees to bring to the attention of company management any ideas, suggestions, recommendations, concerns or other issues that they feel are important to improve the company and its services. We realize that we do not have all the answers and that in any organization, there is always room for improvement. If you have a problem or complaint that is related to your employment, do not assume that your manager or the company is aware of the situation. We are committed to listening and responding to our employees’ ideas and suggestions for making improvements in our operations. If you continue to have concerns or questions, you may contact another member of management, the Chief Financial Officer or the President. It is the company’s belief that anyone having a problem or complaint must have an opportunity to be heard and to have the matter resolved without fear of recrimination or penalty. You can expect and will receive fair and courteous consideration and a prompt reply. All information regarding an issue is to be treated as confidential by employees, and management, to be divulged only to persons who have a business need to know as part of resolving the concern. F. EMPLOYMENT OF RELATIVES In some instances, TMI/TTMI may hire relatives of present employees if the individuals concerned will not work in a direct supervisory relationship and the employment will not create any difficulties for supervision, security, safety or morale. Pre-approval by the Company President must be secured prior to an offer of employment being made. “Relatives” are defined as spouses, children, sisters, brothers, parents, and persons related by marriage or whose relationship with the employee is similar to that of persons who are related by blood or marriage. Present employees who marry or become related by marriage may continue employment with TMI/TTMI if they do not work in a direct supervisory relationship with one another or pose problems for supervision, security, safety or morale. If employees who marry or become related by marriage work in a direct supervisory relationship with one another, TMI/TTMI will attempt to reassign one of the employees to another position for which he or she is qualified, if such a position is available. If no such position is available, then one of the employees will be required to leave TMI/TTMI. The decision as to which employee will leave is left solely to the employees. G. EMPLOYEE STATUS Throughout this handbook, employees are classified in various ways. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and the company. These classifications are described below:

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Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are those who are eligible to be paid for overtime work in accordance with the provisions of applicable wage and hour laws. All non-exempt employees (those employees subject to the minimum wage and overtime provisions of the Fair Labor Standards Act) are required to complete an individual time record showing the daily hours worked. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. Exempt employees are those who are not eligible for overtime pay. Personnel employed in exempt capacities are not required to fill out time records and are not eligible to receive overtime compensation. Under federal wage and hour law it is illegal to make certain deductions from an employee’s pay if his or her job is classified as exempt. TMI/TTMI’s policy complies with all laws, both state and federal, regarding pay practices. In the event of an inadvertent or improper pay deduction, affected employees are requested to bring the situation to the attention of the Human Resources Assistant immediately. TMI/TTMI will review the situation thoroughly and make any corrections deemed necessary to an employee’s pay. Questions or concerns about TMI/TTMI policy should also be addressed to your manager or to the Human Resources Assistant. The manager will record attendance records of time off due to PTOs, holidays and/or other absences. REGULAR FULL-TIME employees are those who have a regular work schedule of at least 40 hours a week. Generally, they are eligible for TMI/TTMI’s benefit package, subject to the terms, conditions and limitations of each benefit program. PART-TIME employees regularly scheduled to work less than 40 hours per week will receive all legally mandated benefits such as Social Security, workers’ compensation and possibly 401(k). TEMPORARY/SEASONAL employees are hired to work on special assignment with the specific understanding that their work is on a temporary basis. Employment beyond any initially stated period does not imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as workers’ compensation insurance and Social Security), they are ineligible for all other benefit programs.

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III. BENEFITS

• Group Benefits

• Holidays

• PTO

• Short-term Absences

− Bereavement

− Military Leave

− Jury Duty

• Leaves of Absence

− FMLA

− Personal Leave

• GINA - Genetic Information Nondiscrimination Act

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A. GROUP BENEFIT PLANS Eligible employees at TMI/TTMI are provided a wide range of benefits including social security, worker’s compensation, and unemployment insurance in the manner prescribed by law. Eligibility for other company benefits is dependent upon a variety of factors, including employee classification. The following is a list of benefit plans that may currently be in effect and in which you may wish to participate. The details concerning eligibility, plan terms and definitions, coverage and benefits are determined by the legal plan documents. Some of these plans require employees to elect to participate and make a contribution toward the cost of the plan. For further information, you may contact the Human Resources Assistant.

Medical Insurance Voluntary Dental Insurance Voluntary Vision

Long-Term Disability (LTD) Short-Term Disability (STD)

Life Insurance/AD&D Flexible Benefit Plans

− Pretax Premiums

− Health Savings Arrangements (HAS)

401(k) Employer Contribution Employee Assistance Program

B. HOLIDAYS All full-time employees are eligible to receive pay for the following holidays:

NEW YEAR’S DAY MEMORIAL DAY INDEPENDENCE DAY LABOR DAY

THANKSGIVING DAY THE DAY AFTER THANKSGIVING DAY

CHRISTMAS DAY

In order to receive holiday pay employees must work the regularly scheduled day before and after the holiday. Should a holiday fall on Saturday or Sunday, observance will be on the day established by national or local practice. For observance of other personal or

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religious holidays, employees may elect to use any PTO days available by scheduling them with their manager as long as the request does not interfere with the normal course of business. In the event a paid holiday falls within an employee’s PTO period, the employee will receive holiday pay in lieu of using a PTO day. C. PAID TIME OFF (PTO) We feel that a PTO serves both the best interests of the employee and the company. Full-time employees are eligible for compensated PTO time based on the employee’s length of service. PTO can be used as vacation time, for personal or family illness, as well as for personal matters. Employees are required to take their PTO time during the current calendar year every year. Unused PTO days will be forfeited at the end of the calendar year. Employees will not receive PTO pay in lieu of taking PTO days, except during certain instances as noted in the TERMINATION policy.

1. Scheduling PTO

Please submit PTO requests in writing as soon as possible to your manager. In most cases, you are free to take PTO at any time of the year, as long as your manager approves your request in advance. Scheduling of PTO is done in order to accommodate your department’s workload. Conflicts in PTO scheduling are resolved by your manager, usually on the basis of tenure within the company.

2. PTO Allotment

The following schedule governs the amount of PTO time granted based on length of service. 15 Days – To employees who have less than 10 years of continuous employment as of December 31st of the current calendar year. 20 Days – To employees with 10 or more years of continuous employment as of December 31st of the current calendar year.

3. PTO Allotment for Newly Hired Employees

To employees who have less than 1 year of continuous employment, PTO is granted as explained in the table below.

Quarter Hired 1st Quarter

DOH: Jan- March 2nd Quarter

DOH: April-June 3rd Quarter

DOH: July-Sept 4th Quarter

DOH: Oct-Dec

PTO after 90 days

Seven (7) Days

Five (5) Days

Three (3) Days

Zero (0) Days

PTO avail Jan 1 of the following calendar year.

15 15 15 12

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D. SHORT TERM ABSENCES To help employees maintain their income during authorized absences, TMI/TTMI will provide compensation for such absences according to the guidelines below. This noncontributory short-term absence program is available to all full-time employees. An authorized short-term absence may include any of the following:

1. Bereavement

Bereavement benefits are separate from an employee’s accrued PTO time and will not be deducted from these balances. Time off for bereavement for the death of an immediate family member of the employee or the employee’s spouse (defined as parents, children, siblings and grandparents) will be paid for up to 3 days of leave for regularly scheduled hours of work. In general, any absences beyond those 3 days will not be compensated unless the employee chooses to use PTO days for the time lost. Bereavement pay is calculated based on the base pay rate at the time of the absence.

2. Military Duty

A military leave of absence will be granted to employees to attend training or if called to serve active duty with the U.S. armed services. Employees granted a military leave under this provision will be eligible to receive their base rate of pay less any pay received from military service for up to a maximum of ten (10) working days per year. Should the employee’s military obligations exceed ten (10) working days, or the remainder of the leave will be without pay. PTO time and holiday benefits will continue to accrue during the first 12 weeks of a military leave of absence. Employees should provide their manager with a copy of their orders in advance of the leave with as much notice as possible.

3. Jury Duty

Employees are encouraged to fulfill their civic responsibilities by serving on jury duty or appearing as a witness, if required by summons or subpoena. Non-exempt employees may request up to 1 week (5 days) of paid jury duty leave per rolling 12-month period less any pay received for the period of such service. Jury duty absence will not be deducted from an employee’s accrued PTO days or hours. However, an employee may choose to use accumulated PTO days in conjunction with a jury duty absence if the absence extends beyond the 1-week limit of this policy.

You must show the jury duty summons to your manager as soon as possible so that he or she may arrange to accommodate your absence. You are expected to report for work whenever the court schedule permits. If you are required to call in to the court on a day-to-day basis, keep your manager informed of your court schedule and when you will be available to work.

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E. LEAVES OF ABSENCES

TMI/TTMI understands the importance of family issues to its employees. Therefore, the company provides two separate leave of absences for employees, Family and Medical Leave (FMLA) and Personal Leave of Absence. Details on employee eligibility and specific provisions of the leaves are detailed below.

1. Family and Medical Leave of Absence

The company recognizes that a leave of absence from active employment may be necessary for family or medical reasons. The following leave of absence policy complies with the provisions of the Family and Medical Leave Act of 1993 (“FMLA”).

a. Eligible Employees

Employees eligible for family and medical leave are those who: (1) have worked for the company for at least twelve months. (The 12 months or 52 weeks need not have been consecutive); (2) have worked at least 1,250 hours during the previous twelve-month period; and (3) the employee must work in an office or work site where 50 or more employees are employed by the company within 75 miles of that office or work site.

An eligible employee may take unpaid leave for the following reasons:

(1) the birth of the employee’s child; (2) the placement of a child with the employee for adoption or foster care; (3) the care of a child, spouse or parent (“family member”) who has a

serious health condition; (4) the serious health condition of the employee; (5) a qualifying exigency arising from covered family member’s active

duty or call to active duty in the Armed Forces if a Career Service Member or as a member of the National Guard or Reserves who are deployed to a foreign country; or

(6) to care for an injured or ill service member or veteran who is the spouse, son, daughter, parent or next-of-kin (defined as the closest blood relative of the injured or recovering service member/veteran) suffering from a service-related injury or illness.

Note: Eligibility for leave of a veteran’s family member applies if the veteran is

suffering from a service-related injury or illness and the veteran was an active member of the Armed Forces within five years of requiring care. Additionally, eligibility for leave also includes care for members of the Armed Forces who have an existing or preexisting serious injury or illness incurred in the line of duty that is aggravated by active duty.

b. Length of Leave

An eligible employee may be entitled to up to 12 weeks of unpaid leave within a 12-month period or up to 26 weeks in a 12-month period for an employee whose need for leave is the result of caring for a service

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member or veteran suffering from a service-related illness or injury without loss of seniority or benefits. The amount of leave available to an employee at any given time will be calculated by looking backward at the amount of leave taken within the twelve-month period immediately preceding each day of the requested leave.

Note: If both spouses are employed by the Company, the combined leave for the birth, care and/or placement of a child, or care for the employee’s parent with a serious health condition shall not exceed 12 weeks. The combined leave for spouses working for the Company is limited to 26 weeks when leave is to care for an injured or ill servicemember/veteran, or such leave is taken in combination with leave for birth, care and/or placement of a child, or care for the employee’s parent. An employee who fails to return to work immediately following expiration of the authorized leave period will be considered to have voluntarily resigned. All leave taken under this policy and leave for any other reason which would qualify under FMLA, namely, workers’ compensation leave, will be counted against the employee’s leave entitlement under FMLA.

c. Substitution of Paid Leave

During a family, medical, or servicemember related leave provided under this policy, an employee shall first exhaust all accrued and unused PTO time before continuing such leave on an unpaid basis. During a leave related to the employee’s serious health condition, the employee shall also exhaust any available short-term disability pay before continuing such leave on an unpaid basis.

d. Certification

If an employee takes a leave of absence because of the serious health condition of the employee or the employee’s family member, the employee must submit to the Human Resources Assistant written medical certification of the serious health condition from a health care provider. Failure to provide such certification upon request may result in a denial or delay of leave. The company reserves the right to require that the employee receive a second (and possibly a third) opinion from another health care provider (at the company’s expense) certifying the serious health condition of the employee or the employee’s family member. The company reserves the right to require that an employee provide a re-certification of the medical condition for which leave is taken.

If an employee takes a leave of absence due to a qualifying exigency arising out of a covered family member’s active duty or call to active duty in the Armed Forces the employee requesting this type of FMLA leave must provide proof of the qualifying family member’s call-up or active military service before leave is granted.

Employees taking leave to care for an injured or ill service member/veteran must provide certification of the family member or next-

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of-kin’s injury, recovery or need for care. This certification is not tied to a serious health condition as for other types of FMLA leave. This is the only type of FMLA leave that may extend an employee’s leave entitlement beyond 12 weeks to 26 weeks. Other types of FMLA leave are included with this type of leave totaling the 26 weeks.

Before being returned to work, an employee who is on leave of absence as a result of his or her own serious health condition must submit a health care provider’s written certification that the employee is able to return to work. Failure to provide such certification may result in the delay or denial of job restoration. During the employee’s leave, the company may also periodically inquire as to the employee’s intent to return to work.

e. Intermittent or Reduced Leave

Leave taken because of the employee’s or family member’s serious health condition may be taken on an intermittent or reduced schedule basis when medically necessary. If an employee seeks leave on an intermittent or reduced schedule basis, the employee must submit medical certification, as discussed above, and additional certification from the health care provider that the intermittent or reduced schedule leave is medically necessary. The company may require an employee taking intermittent or reduced schedule leave to transfer temporarily to an alternative available position for which the employee is qualified with equivalent pay and benefits or may modify the employee’s current position to better accommodate the employee’s recurring periods of leave.

Note: Leave taken for Qualifying Exigency Leave or Military Caregiver Leave may be taken on an intermittent or reduced schedule basis. Employees requesting intermittent leave, or leave on a reduced schedule, for military caregiver related leaves may be temporarily transferred to an alternate position with equivalent pay and benefits for which the employee is qualified or may modify the employee’s current position to better accommodate the employee’s recurring periods of leave.

f. Insurance Premiums

During the employee’s FMLA leave of absence, the company will continue to provide group health insurance coverage for the employee; however, the employee will remain personally responsible for paying the employee’s portion of the insurance premium. During any paid portion of the employee’s leave (i.e. while using paid PTO, and/or short or long-term disability) the employee’s share of the premiums will be paid through normal payroll deduction. Failure to pay premiums in a timely manner may result in lapse of coverage. If the leave of absence extends beyond 12 weeks, or if it becomes known that the employee is not returning to work, the employee will be eligible for COBRA continuation and will be responsible for paying the insurance at the COBRA premium rates.

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Note: An employee may choose not to retain group health coverage during

FMLA leave. Payments for all other benefits must be paid in full by the employee

during the period of leave, except as outlined below. If the employee chooses not to make such payments, the employee will nevertheless be restored to the plan with no break in service upon return from leave. An employee who does not return may be required to repay any insurance premiums paid by the company during leave.

g. Flexible Spending Account (FSA) Coverage

An employee taking an unpaid FMLA leave of absence may stop participating in a health FSA for the duration of the leave or at least stop payments for that coverage. For employees electing to stop participation during an unpaid FMLA leave who return from the leave in the same plan year, coverage will be reinstated. If the employee chooses to terminate FSA coverage during the leave of absence, the employee is not eligible to be reimbursed for claims incurred during the leave. When coverage is reinstated, the employee has a choice of either (a) resuming pre-leave FSA coverage levels and making up the missed payments, or (b) resuming coverage at a level prorated to account for the period of leave and paying premium amounts at the level in effect before the FMLA leave.

Note: If an employee fails to qualify for FMLA under the definition of “Eligible

Employee”, or if the leave of absence extends beyond the employee’s available FMLA leave entitlement all insurance coverage will terminate after 30 days of approved leave and coincident with the health plan’s eligibility provisions. Coverage terminates subject to the employee’s right to elect continuing coverage at his/her own expense under COBRA or state law. COBRA will be offered for continuation of medical coverage. Separate arrangements must be made for continuation of other coverages.

h. Length of Service and Benefit Continuation

An employee’s length of continuous service will not be broken during an approved leave of absence. In addition, PTO time will continue without interruption during the first 12 weeks of approved personal leave of absence. Contributions to the 401(k) may continue during the period of leave where the employee is receiving compensation. If the employee is not receiving compensation, contributions to the 401(k) will be suspended in accordance with the plan provisions.

i. Job Restoration

Upon return from FMLA leave in accordance with this policy, the employee will be returned to the same or an equivalent position with no loss in benefits, which accrued prior to the leave of absence. An employee who does not return to work at the end of an authorized leave

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will be considered to have voluntarily resigned. As a condition of restoration under this policy, employees may be required to provide a certification from the employee’s health care provider stating that the employee is able to resume work and is fit for duty.

Certain “key employees” may not be eligible to be restored to the same or

an equivalent job at the conclusion of their leave. The company will notify such employees of their “key employee” status and the conditions under which job restoration may be denied, if applicable.

j. Employee Notification

An employee who expects or anticipates taking a family or medical leave is required to notify the Human Resources Assistant of the date of commencement and the expected duration of the leave at least 30 days in advance of the leave, or, if the need for the leave is not foreseeable, as soon as practicable. In cases where the need for leave is foreseeable, an employee’s failure to provide 30 days’ notice prior to taking leave may result in denial or delay of leave. An employee requesting leave under this policy should submit a completed application for leave form to the Chief Financial Officer.

k. Contact Human Resources

If you anticipate the possibility of taking family or medical leave, or if you have any questions about the application of this policy to your particular situation, contact the Human Resources Assistant.

2. Personal Leave of Absence

Full-time employees, with at least 90 days of service, may be granted a personal leave of absence to attend to personal matters in cases in which TMI/TTMI determines that an extended period of time away from the job will be in the best interests of both the employee and TMI/TTMI.

a. Request for Personal Leave of Absence Requests for personal leaves of absence must be made in writing to the

Human Resources Assistant indicating the reason for leave, date of commencement of leave and the expected duration of the leave. Requests for personal leaves should be submitted 30 days prior to the commencement of the leave whenever possible. Personal leaves may be granted for a period not to exceed 3 months.

b. Compensation and Benefit Continuation

Employees are required to use all PTO time, when applicable, during a personal leave. Any remaining time off will be unpaid. Employees will be

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responsible for the employee portion of the insurance premium. Failure to pay premiums in a timely manner may result in a lapse of coverage. If the personal leave extends beyond 30 days, or if it becomes known the employee is not returning to work, the employee will be eligible for COBRA continuation, coincident with the health plan’s eligibility provisions and will be responsible for paying the insurance at the COBRA premium rates. COBRA will be offered for continuation of medical coverage. Separate arrangements must be made for continuation of other coverages.

c. Length of Service and Benefit Continuation An employee’s length of continuous service will not be broken during an approved leave of absence. In addition, PTO time will continue without interruption during the first 12 weeks of approved personal leave of absence. Contributions to the 401(k) may continue during the period of leave where the employee is receiving compensation. If the employee is not receiving compensation, contributions to the 401(k) will be suspended in accordance with the plan provisions.

d. Return to Work

An employee returning from a personal leave of absence has no guarantee of being returned to their same or similar position. If the vacated position is no longer available, every effort will be made to place the employee in a similar position. After offering appropriate positions that are available, should the employee reject such offers, the employee will be considered to have resigned. If an employee fails to return to work at the conclusion of an approved leave, the employee will be considered to have resigned.

F. GENETIC INFORMATION NONDISCRIMINATION ACT (GINA) For employees who are requesting or currently on an FMLA or medical personal leave of absence, please be aware of the following important information pertaining to the Genetic Information Nondiscrimination Act (GINA):

The Genetic Information and Nondiscrimination Act of 2008 (GINA)

prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to this request for medical information. “Genetic information” as defined by GINA, includes an individual’s family medical history, the results of an individual’s or individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.

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IV. GENERAL POLICIES

• New Employee Introduction Period

• Outside Employment

• Confidential Nature of Work

• Personal Appearance

• No Smoking

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A. NEW EMPLOYEE INTRODUCTION PERIOD Employment begins with an introductory period of 90 days, which is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. During this time TMI/TTMI evaluates an employee’s capabilities, work habits and overall performance. Any significant absence may automatically extend an introductory period by the length of the absence. Either the employee or TMI/TTMI may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice.

Generally an introductory review will be given indicating satisfactory completion. If TMI/TTMI determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee's performance; the introductory period may be extended for a specified period. During the introductory period, new employees are eligible for those benefits that are required by law, such as workers' compensation insurance and Social Security. They may also be eligible for other benefits, subject to the terms and conditions of each benefit program. Employees should read the information for each specific benefit program for the details on eligibility requirements. B. OUTSIDE EMPLOYMENT

An employee may hold a job with another organization as long as the employee satisfactorily performs his or her job responsibilities with TMI/TTMI. All employees will be judged by the same performance measures and will be subject to TMI/TTMI’s scheduling demands, regardless of any existing outside work requirements. If TMI/TTMI determines that an employee’s outside work interferes with performance or the ability to meet the requirements of the company as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain employed with TMI/TTMI. Outside employment or “moonlighting” with any competing company or performing similar work for another person or entity on the side is strictly prohibited and may result in immediate termination of employment. C. CONFIDENTIAL NATURE OF WORK All TMI/TTMI records and information relating to TMI or its customers are confidential and employees must, therefore, treat all matters accordingly. No TMI/TTMI or TMI/TTMI -related information, including without limitation, documents, notes, files, records, oral information, computer files or similar materials (except in the ordinary course of performing duties on behalf of TMI/TTMI) may be removed from TMI/TTMI’s premises without permission from TMI/TTMI. All data, forms, manuals, and other records and written material prepared or compiled by the employees or furnished to employees while employed at TMI/TTMI are the sole and exclusive property of TMI/TTMI. Additionally, the contents of TMI/TTMI’s records or information otherwise obtained in regard to business may not be disclosed to anyone, except where required for a business purpose. Employees must not disclose any confidential information, purposefully or inadvertently through casual conversation, to any unauthorized person inside or outside

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the company. Employees who are unsure about the confidential nature of specific information must ask their manager for clarification. Employees will be subject to appropriate disciplinary action, up to and including termination, for knowingly or unknowingly revealing information of a confidential nature. D. PERSONAL APPEARANCE While the company has no standard dress code, personal appearance is important. Dress, grooming and personal cleanliness standards contribute to the morale of all employees and affect the business image TMI/TTMI presents to customers and visitors. During business hours, employees are expected to present a clean and neat appearance and to dress in appropriate business attire or casual business attire. Appropriate dress may vary with the amount of public contact, the nature of the job and the location in which you work. Employees who do not follow appropriate dress guidelines may be asked to return home to change clothes. Repeat violations of the dress code policy may lead to disciplinary action. Please consult your manager if you have any questions about appropriate business or business casual attire. Final determination of appropriate attire rests with the President (or his designate) of TMI/TTMI. E. NO SMOKING In keeping with TMI/TTMI’s desire to provide a safe and healthy work environment, smoking is prohibited throughout the workplace, except in designated smoking areas.

This policy applies equally to all employees, customers and visitors. F. SOLICITATION AND DISTRIBUTION Solicitation by an employee is prohibited in working areas and/or working times including distribution of literature and sale of products or services to other employees, customers, vendors, or subcontractors. Trespassing, soliciting or distribution of literature by non-employees on company premises is prohibited at all times. G. VISITORS If you are expecting a visitor, please notify the receptionist. All visitors must first check in at the reception area. Visitors are not allowed in any area of the building without being accompanied by an authorized employee. H. SEVERE WEATHER AND NATURAL DISASTERS Time taken off due to severe weather conditions and natural disasters while the business remains open is to be used as PTO or is unpaid.

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V. TIMEKEEPING/PAYROLL

• Hours of Work

• Overtime

• Pay Procedures

• Personnel Records

• Termination

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A. HOURS OF WORK The normal workweek for full-time employees is Monday through Friday, from 8:00am to 5:00pm. The normal workday will consist of 8 hours of work and an hour unpaid meal period. Breaks are considered as time worked. The department to which each is assigned will determine the schedule of hours for employees. B. OVERTIME Employees may be required to work overtime whenever it is deemed necessary by their manager. Non-exempt employees are not permitted to work overtime without the prior approval of their manager. For the purpose of consideration for overtime compensation (defined as pay at one and one half times the regular rate and/or two times the regular rate), only hours worked in excess of forty during a workweek will be counted. Overtime pay is based on actual hours worked. Time off for PTO, or any leave of absence will not be considered hours worked for purposes of calculating overtime. C. PAY PROCEDURES All employees are paid for work performed during the previously completed two weeks. A workweek runs from Sunday thru the following Saturday. You will be paid biweekly on Friday. All employees are paid via direct deposit. If the pay date should fall on a weekend or a holiday, paychecks and direct deposit vouchers are distributed on the last working day prior to the weekend or holiday. Employees are required to take advantage of direct deposit of their pay, unless state law dictates otherwise. This allows immediate access to their pay on paydays and may save employees a trip to the bank. Please visit with the payroll administrator to set up this method of payment. Requests for issuance of pay at any time outside of the regular schedule are discouraged.

1. Standard Deductions From Your Pay

The law requires that TMI/TTMI make certain deductions from every employee's compensation including applicable federal, state and local income taxes. TMI/TTMI must also deduct Social Security taxes on each employee's earnings up to a specified limit that is called the "Social Security Wage Base". TMI/TTMI matches the amount of Social Security taxes paid by each employee. You may also arrange for special tax treatment programs for which you qualify, such as Earned Income Credit, and add additional deducted amounts for your tax payments.

Employees must fill out appropriate tax reporting forms indicating their withholding status and should update those forms as necessary. Your manager can assist you with questions concerning deductions from your pay or how they were calculated.

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2. Timesheets

All non-exempt employees are required to submit timesheets to their manager. It is the responsibility of both the employee and the manager to certify that the information recorded on the timesheet is accurate and complete, and to ensure that payroll receives the information by the due date indicated. It is the employee’s responsibility to sign the time record to certify the accuracy of all time recorded and the manager’s responsibility to review and initial the record.

Non-exempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved before it is performed.

If corrections or modifications are made to the time record, both the employee and the manager must verify the accuracy of the changes by initialing the time record. Employees who submit incomplete, inaccurate or late timesheets risk delaying payment of overtime adjustments. Payroll will not cut manual checks for overtime adjustments if timesheets are delinquent. Exempt employees are required to report PTO time on their departmental employee leave record.

D. PERSONNEL RECORDS The company maintains personnel records and information for each applicant, employee and past employees in accordance with Federal and State regulations. TMI/TTMI strives to balance each individual’s right to privacy with the company’s need to obtain, use and retain employment information. Employees have a responsibility to keep their personnel records up to date. Please notify your manager or the Human Resources Assistant of any changes to the following: 1. Name, address or phone number 2. Marital status or number of dependents 3. Addresses and telephone numbers of dependents and spouse or former spouse (for insurance purposes only) 4. Beneficiary designations for any of the company’s insurance, disability, pension and profit sharing plans

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5. Persons to be notified in case of an emergency Failure to report any of these changes within 30 days of the change may affect your medical and/or life coverage and other benefits. In addition, employees who have a change in the number of dependents or marital status must complete a new Form W-4 for income tax withholding purposes within 10 days of the change. The information in your personnel file is considered confidential, not subject to reproduction or sharing with anyone but authorized individuals on a need-to-know basis, unless state or local law otherwise specifies. You may review your personnel file by scheduling an appointment during regular business hours with the Human Resources Assistant. Employees are to refer all requests from outside the company for personnel information concerning applicants, employees and past employees to the Human Resources Assistant. Human Resources will verify employment dates, position held and location of job site. Wage and salary information will be verified through written request only. E. TERMINATION 1. Separation from Employment

The employment relationship of an employee will be considered terminated for all purposes in the event of; (1) voluntary resignation or retirement; (2) discharge for any reason; or (3) failure to perform work for TMI/TTMI for any reason for a period of 12 continuous months.

2. Notice of Termination

Employees who voluntarily terminate employment with the company are requested to submit a written resignation to their manager at least 2 weeks prior to the last day worked.

3. Payment for Unused PTO Days

Employees who are discharged for any reason (excluding layoff) and employees who resign without proper notice will receive no PTO pay upon separation unless state law dictates otherwise. Employees who resign with proper notice (2 weeks) will receive PTO pay for any unused PTO at the time of termination.

4. Letters of Reference

Providing letters of reference on behalf of TMI/TTMI is not permitted. No manager should comment or provide written evaluation on any current or former employee. Please refer all requests for such references to Human Resources.

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5. Exit Interview

At the point at which you leave the company, you may be asked to participate in an exit interview. The purpose of the interview is to give you an opportunity to communicate your views regarding your work with TMI/TTMI. This can include job duties, training, supervision and benefits. You will receive information on the status of your benefits upon separation from employment at TMI/TTMI. You will be asked at the interview to return any company-furnished property, such as ID cards, keys, credit cards, documents, handbooks and equipment. Where permitted by applicable laws, TMI/TTMI may withhold from the employee's check or final paycheck the cost of any items that are not returned when required. TMI/TTMI may also take all action deemed appropriate to recover or protect its property.

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VI. EMPLOYEE PERFORMANCE

• Performance Appraisals

• Merit Reviews

• Employee Development /Educational Assistance

• Promotions

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A. PERFORMANCE APPRAISALS Managers and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Generally an introductory period review will be conducted at the end of an employee's initial 90 day introductory period. Additional formal performance evaluations will be conducted periodically, generally annually at the end of the year, to provide both you and your manager the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss positive, purposeful approaches for meeting goals. Additional evaluations may be conducted as appropriate. B. MERIT REVIEWS Without demonstrated progress in performance on the job, an employee should not expect to receive a merit increase. Merit increases are not automatic or annual, nor does time on the job itself qualify an employee for a merit increase. An employee’s failure or inability to perform assigned duties for reasons such as lack of necessary experience, education, skill, integrity, diligence or other job related factors may result in the company’s decision to release an employee from employment. C. EMPLOYEE DEVELOPMENT/EDUCATIONAL ASSISTANCE TMI/TTMI encourages employees in their efforts to improve proficiency in their present jobs and prepare for advancement. To that end, the company may from time to time arrange for employees to attend courses or seminars that will improve the employee’s abilities. Requests for consideration are to be made to the employee’s manager. D. PROMOTIONS

It is the policy of TMI/TTMI to provide promotion and transfer opportunities to qualified employees. This policy is designed to support employee development and career progression, and to enhance the ability of managers to hire candidates with proven abilities.

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VII. EMPLOYEE CONDUCT

• Attendance and Punctuality

• Conduct and Work Rules

• Concealed Weapons

• Business Code of Conduct

• Problem Resolution Process

• Drugs and Alcohol

• Internet, E-mail, & Other Company Communication Systems

• Blogging and Social Media

• Use of Company Property and Time

• Cellular Phones and Mobile Communication Devices

• Employee Safety and Report of Injury

• Violence Prevention

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A. ATTENDANCE AND PUNCTUALITY

TMI/TTMI‘s work schedules and hours are based on many factors, including customer service requirements, production flow and departmental workload. As a condition of employment, all employees are expected to adhere to attendance and punctuality requirements as established by their department.

Employees should notify their manager as far in advance as possible and prior to their start time, whenever they are unable to report for work, know they will be late or must leave early. Such notification should include a reason for the absence and an indication of when the employee can be expected to report for work. If the manager is unavailable, the manager’s designee should be contacted and given the same information. Employees must report to their manager after being late or absent and certify that they are fit to return to work. A doctor’s statement concerning an employee’s absence may be requested upon return to work. Poor attendance and excessive tardiness may lead to disciplinary action up to and including termination of employment. Any employee who is absent and does not report to his/her manager will be subject to discipline, up to and including discharge. Employees who are absent from work for two (2) consecutive days without giving proper notice to the company will be considered to have voluntarily resigned. At that time, the company will formally note the separation and advise the employee of the action by certified mail. B. CONDUCT AND WORK RULES TMI/TTMI employees are expected to observe certain standards of job performance and good conduct to ensure orderly operations and to protect the safety of all employees. The guidelines set forth in this policy are intended to provide employees with fair notice of what is unacceptable conduct. Such rules, however, cannot identify every type of unacceptable conduct and performance. Therefore, employees should be aware that conduct not specifically listed below but which adversely affects or is otherwise detrimental to the interests or property of TMI/TTMI, other employees or customers, may also result in disciplinary action. Employees may be disciplined for misconduct, including but not limited to: 1. Insubordination. 2. Dishonesty. 3. Theft from the company, employees or clients or inappropriate removal or

possession of company property. 4. Discourtesy. 5. Excessive absenteeism or any absence without notice. 6. Misusing or destroying TMI/TTMI’s property or the property of another on

TMI/TTMI’s premises. Negligence or improper conduct leading to damage of employer’s or another’s property.

7. Violating conflict of interest rules. 8. Disclosing or using confidential or proprietary information without authorization.

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9. Falsifying or altering TMI/TTMI’s records, business forms, timesheets, employment applications or expense claim forms.

10. Interfering with the work performance of others. Altercations, fighting, threatening violence and boisterous or disruptive activity in the workplace. 11. Harassing, including sexually harassing, employees or customers. 12. Being under the influence or possessing, distributing, selling, transferring or

using alcohol, and/or illegal or controlled substances while on TMI/TTMI’s property, while conducting TMI/TTMI business, while on duty or while operating employer-owned vehicles or equipment.

13. Gambling on TMI/TTMI’s premises or while conducting TMI/TTMI business. 14. Sleeping on the job or leaving the job without authorization. 15. Smoking in prohibited areas. 16. Possession of dangerous or unauthorized materials, such as explosives or

firearms, or other concealed weapons on TMI/TTMI‘s property or while conducting company business.

17. Being convicted of a crime that indicates unfitness for the job or raises a threat to the safety or well-being of the company, its employees, customers or property.

18. Failing to report to the company within five days any violation or conviction occurring in the workplace under any criminal drug statute.

19. Unauthorized use of telephones, mail system or other employer- owned equipment. 20. Violation of personnel policies. 21. Unsatisfactory performance or conduct. 22. Failure to comply with any rule or regulation. Nothing in this guideline is intended to alter the “at-will” status of employment with TMI/TTMI. Employment with TMI/TTMI is based on mutual consent and both the employee and TMI/TTMI have the right to terminate employment at will for any reason or no reason, with or without cause or advanced notice.

In addition to the general rules listed above, disciplinary action up to and including termination may be taken for failure to adhere to company policies or departmental standards as set forth by management. C. CONCEALED WEAPONS Employees may not, at any time while on any property owned, leased or controlled by TMI/TTMI, including company parking lots and anywhere that business of the company is conducted, such as client locations, restaurants, company event venues, and so forth, possess or use any weapon. Weapons include, but are not limited to, guns, knives with blades over four inches in length, explosives, and any chemical whose purpose is to cause harm to another person. Regardless of whether an employee possesses a concealed weapons permit or is allowed by law to possess a weapon, weapons are prohibited on any company property or in any location in which the employee represents the company for business purposes, including those listed above. Employees who violate this policy will be subject to disciplinary actions, up to and including employment termination.

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D. BUSINESS CODE OF CONDUCT TMI/TTMI and its employees must, at all times, comply with all applicable laws and regulations. TMI/TTMI will not condone the activities of employees who achieve results through violation of the law or unethical business dealings. This includes any payments for illegal acts, indirect contributions, rebates, and bribery. TMI/TTMI does not permit any activity that fails to stand the closest possible public scrutiny. All business conduct should be well above the minimum standards required by law. Accordingly, employees must ensure that their actions cannot be interpreted as being, in any way, in contravention of the laws and regulations governing TMI/TTMI operations. Employees uncertain about the application or interpretation of any legal requirements should refer the matter to their manager, who, if necessary, should seek appropriate legal advice. E. PROBLEM RESOLUTION PROCESS

TMI/TTMI has an “open door policy” that encourages employees to participate in decisions affecting them and their job responsibilities. We also encourage you to discuss job-related concerns or complaints with your manager or other management representative with whom you feel comfortable. TMI/TTMI believes that employee concerns are best addressed through this type of informal and open communication. No employee will be disciplined or otherwise penalized for raising a good-faith concern. This policy, however, should not be construed to prevent, limit or delay TMI/TTMI from taking disciplinary action when the company deems it appropriate. You are encouraged to contact your direct manager, the next level of supervision, the President or the Chief Financial Officer with your concerns as soon as possible after the event that has caused you concern. TMI/TTMI will attempt to keep all such expressions of concern, their investigation and the terms of their resolution confidential. However, in the course of investigating and resolving the concern, some dissemination of information to others may be appropriate. F. DRUGS AND ALCOHOL TMI/TTMI is committed to maintaining a drug and alcohol free workplace in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. The use of controlled substances is inconsistent with the behavior expected of employees, subjects all employees and visitors to our facilities to unacceptable safety risks, and undermines TMI/TTMI’s ability to operate effectively and efficiently. This policy is designed to ensure employee safety, reduce absenteeism and tardiness, improve productivity, and protect the company’s status and reputation.

Employees are expected and required to report to work on time and in appropriate mental and physical condition. The unlawful use, possession, manufacture, distribution, or dispensation of drugs on company premises or while conducting company business off premises is strictly prohibited. Violation of this policy will result in disciplinary action, up to and including termination, as well as possible criminal consequences. Possession or use of alcohol on company premises, except in connection with company-authorized events is prohibited. Furthermore, reporting to work, or being under the influence of, or after having used or consumed, alcohol or illegal drugs, is also strictly

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prohibited and grounds for immediate disciplinary action up to and including termination. Employees whose absenteeism or tardiness results from off-duty use of alcohol or drugs will be instructed to seek rehabilitation or face termination. Employees needing help in dealing with substance abuse problems are encouraged to seek help through TMI/TTMI’s medical insurance carrier or other counseling options. Conscientious efforts to seek and use such help will not jeopardize an employees’ job and will not be part of any personnel record. However, records of absences to seek treatment or insurance claims for covered treatment will be maintained, although reasons for the absences or claims will be kept confidential and disclosed only on a need-to-know basis. To ensure our continued success and for your safety, TMI/TTMI has established a drug and alcohol testing program as follows. Post-Accident Testing: Anyone involved in an accident at work which results in property damage or injury requiring medical treatment will be required to undergo drug and alcohol testing. Reasonable Suspicion Testing: The Company will request an employee to be tested where there is reasonable suspicion that the employee has used, or is under the influence of alcohol or an illegal drug. Random Testing: The Company may request an employee undergo drug and alcohol testing any time while the employee is at work or on duty. Failure to submit to a required test, any unreasonable delay in submitting to a test, or failure to cooperate in the testing process, will result in dismissal. The company encourages employees to report violations of this policy to management on a confidential basis. G. INTERNET, E-MAIL, & OTHER COMPANY COMMUNICATIONS SYSTEMS Electronic communications, including the contents of TMI/TTMI owned computers and telephones are the property of TMI/TTMI. This policy is meant to set forth guidelines regarding access to and disclosure of information/messages sent or received by TMI/TTMI employees using the system. The Internet, electronic mail, phone mail, or any other communication or information system of TMI/TTMI is not to be used in any way that may be disruptive, offensive to others, or harmful to morale. Generally: TMI/TTMI electronic communication systems, including computers and telephones (including all hardware and software) are the exclusive property of TMI/TTMI. All contents of TMI/TTMI electronic communication systems are the exclusive property of TMI/TTMI. TMI/TTMI treats all computer files, including electronic mail (e-mail) sent or received, as business information. TMI/TTMI has the capability to access, review, copy, and/or delete any computer files, including e-mail sent or received. If employees make incidental use of the computer system for personal files or e-mail, employees should not expect personal files or e-mail to be protected from review by other employees. Accordingly,

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employees should not use computer systems to create or transmit any information they wish to keep private. Confidential Information: Employees must exercise extreme caution when creating or transmitting TMI/TTMI confidential information. Confidential information should not be transmitted to any individual not authorized to receive such information. E-mail: When transmitting messages via e-mail, employees should consider that e-mail messages can be read by persons other than the addressee and that the message may be later disclosed to outside parties or a court in connection with litigation. Because of these concerns, TMI/TTMI employees are required to maintain the highest standards of courtesy and professionalism when transmitting e-mail. Incidental personal use of e-mail and Internet access is permitted only if it does not violate any of the restrictions or guidelines of this policy. Excessive personal use of e-mail or the Internet, as determined by the company, is not appropriate. Use of the computer system to engage in any communications that are in violation of this or any TMI/TTMI policy is strictly prohibited. TMI/TTMI prohibits the display or transmission of sexually explicit images, messages, cartoons, or any transmission or use of communications that contain profane or offensive language, ethnic slurs, racial epithets, or anything that may be construed as harassment or disparagement of others based on their race, color, national origin, gender, age, disability, religion or other characteristics protected by law.

TMI/TTMI computer systems should not be used to solicit or proselytize for commercial ventures, religious or political causes, or outside organizations that are not authorized by TMI/TTMI. Internet: TMI/TTMI provides employees with access to the Internet for business-related purposes. TMI/TTMI has the capability to review web-site access. Employees should not have any expectation of privacy regarding the web-sites accessed through the TMI/TTMI computer system. Computer systems may “leave tracks” at web-sites visited. Because of the nature of TMI/TTMI business, any incidental use of the Internet for personal use must be conducted with the highest levels of professionalism. Software: TMI/TTMI prohibits the unauthorized use of software. TMI/TTMI expects its employees to conduct themselves responsibly in this regard. Employees should refrain from making or using unauthorized copies of software programs. Violators of this policy are subject to disciplinary action, up to and including discharge, for any violation reasonably believed to have been committed. H. BLOGGING AND SOCIAL MEDIA

With the rise of new media and next generation communications tools, the way in which TMI/TTMI employees can communicate internally and externally continues to evolve. While this creates new opportunities for communication and collaboration, it also creates new responsibilities for TMI/TTMI employees. TMI/TTMI takes no position on your decision to start or maintain a blog. However, it is the right and duty of the TMI/TTMI to protect itself from unauthorized disclosure of information. TMI/TTMI’s blogging and

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social media policy includes rules and guidelines for company-authorized blogging and personal blogging and applies to all employees.

1. General Provisions

Unless specifically authorized by the company to do so as part of an employee’s position, employees are not permitted to blog or use other forms of social media or technology on the Internet during working hours or at any time on company computers or other company-supplied devices. Blogging or other forms of social media or technology include but are not limited to video or wiki postings, chat rooms, personal blogs or other similar forms of online journals, diaries or personal newsletters not affiliated with TMI/TTMI.

Unless specifically instructed, employees are not authorized and therefore restricted to speak on behalf of the company. Employees may not publicly discuss clients, products, employees or any work-related matters, whether confidential or not, outside company-authorized communications. Employees are expected to protect the privacy of the company and its employees and clients and are prohibited from disclosing personal employee and non-employee information and any other proprietary and nonpublic information to which employees have access. Such information includes but is not limited to customer information, trade secrets, financial information and strategic business plans.

2. Employer Monitoring

Employees are cautioned that they should have no expectation of privacy while using the Internet, company equipment or facilities for any purpose, including authorized blogging. Your postings can be reviewed by anyone, including TMI/TTMI.

TMI/TTMI reserves the right to monitor comments or discussions about TMI/TTMI, its employees and clients and the industry, including products and competitors, posted by anyone, including employees and non-employees, on the Internet. TMI/TTMI may use blog-search tools and software to monitor forums such as blogs and other types of personal journals, diaries and personal and business discussion forums.

TMI/TTMI reserves the right to use content management tools to monitor, review or block content on company blogs that violate TMI/TTMI blogging rules and guidelines.

3. Reporting Violations

TMI/TTMI requests and strongly urges employees to report any violations or possible or perceived violations to managers or to the Human Resources Assistant. Violations include discussions of TMI/TTMI and its employees and clients, any discussion of proprietary information and any unlawful activity related to blogging.

4. Discipline for Violations

TMI/TTMI investigates and responds to all reports of violations of the blogging and social media rules and guidelines and other related policies. Violation of TMI/TTMI’s blogging and social media policy will result in disciplinary action up to and including termination. TMI/TTMI reserves the right to take legal action where necessary against employees who engage in prohibited or unlawful conduct.

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5. Authorized Blogging The goal of authorized blogging is to become a part of the industry conversation and promote web-based sharing of ideas and exchange of information. Authorized blogging is used to convey information about company products and services, promote and raise awareness of TMI/TTMI’s brand, search for potential new markets, communicate with employees and customers to brainstorm, issue or respond to breaking news or negative publicity, and discuss corporate, business-unit and department-specific activities and events. When blogging or using other forms of web-based forums, TMI/TTMI must ensure that use of these communications maintains our brand identity, integrity and reputation while minimizing actual or potential legal risks, whether used inside or outside the workplace. If you are authorized to blog on behalf of TMI/TTMI you will be issued rules and guidelines.

6. Personal Blogs

TMI/TTMI respects the right of employees to use blogs as a medium of self-expression and public conversation and does not discriminate against employees who use these mediums for personal interests and affiliations or other lawful purposes.

Bloggers are personally responsible for their commentary. Bloggers can be held personally liable for commentary that is considered defamatory, obscene, proprietary or libelous by any offended party, not just TMI/TTMI.

Employees cannot use employer-owned equipment, including computers, company-licensed software or other electronic equipment, nor facilities or company time, to conduct personal blogging.

Employees cannot use blogs to harass, threaten, discriminate or disparage against employees or anyone associated with or doing business with TMI/TTMI.

If you choose to identify yourself as a TMI/TTMI employee, please understand that some readers may view you as a spokesperson for TMI/TTMI. Because of this possibility, we ask that you state that your views expressed in your blog are your own and not those of the company, or of any person or organization affiliated or doing business with the company.

Employees cannot post on personal blogs the name, trademark or logo of the company or any business with a connection to TMI/TTMI. Employees cannot post company-privileged information, including copyrighted information or company-issued documents.

Employees cannot post on personal blogs photographs of other employees, clients, vendors or suppliers, nor can employees post photographs of persons engaged in TMI/TTMI business, at company events and of company products.

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Employees cannot post on personal blogs any advertisements of company products nor sell company products and services.

Employees cannot link from a personal blog to TMI/TTMI’s internal or external web site.

If contacted by the media or press about your post that relates to TMI/TTMI business, employees are required to speak with their manager before responding.

If you have any questions relating to this policy or your personal blog, consult your manager for assistance.

I. USE OF COMPANY TIME AND PROPERTY TMI/TTMI provides employees with the appropriate equipment as needed to fulfill the duties of their jobs. This equipment is the property of TMI/TTMI and the expected use of this equipment is for business purposes. In this connection, it should be noted that all offices, desks, files, lockers and so forth are the property of TMI/TTMI and are issued for the use of employees only during their employment with TMI/TTMI. Inspections may be conducted at any time at the sole discretion of TMI/TTMI. Personal use of company property and business equipment, including, but not limited to telephone systems, computers, copy machines, and facsimiles should be reasonable and kept to a minimum. Employees who violate this policy are subject to discipline up to and including termination from employment. Company equipment essential in accomplishing job duties can be expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards and guidelines. Please notify your manager if any equipment, appears to be damaged, defective or in need of repair. Prompt reporting of damages, defects and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. Your manager can answer any questions about an employee's responsibility for maintenance and care of equipment used on the job. J. CELLULAR PHONES AND MOBILE COMMUNICATION DEVICES TMI/TTMI recognizes that employees will occasionally need to place and receive personal calls during the work day. While at work employees are expected to exercise the same discretion in personal cellular phones as is expected for the use of company phones. Excessive personal calls during the work day, regardless of the phone used, can interfere with employee productivity and be distracting to others. Therefore cellular phones may not be used at one’s workstation and all personal cell phones and other communication devices are required to be kept in silent mode while employees are on duty. As a reasonable standard the company encourages employees to limit cellular

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phone calls during work time. Employees are asked to make personal calls during breaks and lunch periods. All conversations are to be held so as to not disrupt others. Employees are also to ensure that friends and family members are aware of the company’s policy. In addition, many employees drive as part of their duties for TMI/TTMI and may find themselves receiving phone calls, emails, and text messages during their drive time. If the driver must use a cell phone for any activity while driving on company business, the employee must stop safely, secure the vehicle and then make or take the call or respond to an electronic message. Employees should not use handheld devices for business purposes while driving for any reason, including but not limited to making/receiving a call, sending/receiving text messages, sending/receiving e-mails, sending/receiving pictures, or using a GPS system. Hands free phones are an exception to this policy for conversation purposes. However, employees must adhere to all federal, state, and local rules and regulations governing the use of cell phones and mobile communication devices. Employees found violating any portion of this policy will be subject to disciplinary action up to and including termination.

K. EMPLOYEE SAFETY AND REPORTING OF INJURY In the event of a serious medical illness or injury, the immediate welfare of the employee is paramount. All injuries, no matter how minor, must be reported to your manager immediately and when necessary should be attended to by a physician as soon as possible. Contact Human Resources for referral to a medical facility. Generally, for less serious illness or injury, employees are required to arrange their own transportation. In the case when no other alternative is available, a member of management should provide transportation to the medical facility. TMI/TTMI carries workers’ compensation insurance, which covers all employees. The manager should contact the Human Resources Assistant within 24 hours of the illness or injury, even if medical treatment was not required and no time was lost from work. A worker’s compensation injury report will be sent to the manager to complete and must be returned to the Human Resources Assistant within two calendar days of the incident. Once returned, the Human Resources Assistant will process the form in accordance with applicable federal and state law. Federal and state laws and regulations prohibit certain retaliatory actions against individuals filing claims under workers’ compensation or OSHA. Safety in the workplace is a top priority of TMI/TTMI. We strive to provide work environments that are safe for all employees and to maintain procedures designed to prevent occupational injuries. The safety of our employees depends upon the personal commitment of all employees to these procedures. Most injuries occurring in the workplace can be prevented by common sense safety practices. Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their manager, or with another member of management. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal.

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Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe conditions to their manager. Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report or remedy (when appropriate) such situation may be subject to disciplinary action, up to and including termination of employment.

L. VIOLENCE PREVENTION TMI/TTMI is committed to maintaining a workplace that is free from violence or threat of violence. All employees, including temporary employees, customers/clients, and visitors should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, “horseplay”, or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of TMI/TTMI, or the premises of any client, or potential client of TMI/TTMI without proper authorizations from management. Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual’s sex, race, age, religion, national origin, disability, genetic information, or any other characteristic protected by law. This policy includes, but is not limited to:

• Threatening acts or abusive language that leads to tension within the work environment.

• Violent or threatening physical contact (including fights, pushing, and physical intimidation).

• Direct or indirect threats. • Threatening, abusive or harassing phone calls. • Possession of a weapon on company property. • Destructive or sabotaging actions against company or employees’ personal

property. • Stalking. • Violation of a restraining order.

Any person who makes substantial threats, exhibits threatening behavior, or engages in violent acts on company property shall be removed from the premises as quickly as safety permits, and shall remain off company premises pending the outcome of an investigation. All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to a member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. All suspicious individuals or activities should also be reported as soon as possible. Do not place yourself in peril. If you see or hear a commotion or disturbance near your work area, do not try to intercede. TMI/TTMI will promptly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practicable. In order to maintain workplace safety and the

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integrity of the investigation, TMI/TTMI may suspend employees, either with or without pay, pending investigation. All employees who obtain a protective restraining order, which lists TMI/TTMI’s premises as being a protected area, must provide to their manager a copy of any temporary or permanent protective or restraining order. TMI/TTMI understands the sensitivity of the information requested and will respect the privacy of the employee(s) to the extent possible.

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VIII. ACKNOWLEDGEMENT FORMS

• Receipt of Handbook

• No Harassment Policy

• Company Property Receipt

• Internet and E-mail Systems

• Blogging and Social Media

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RECEIPT OF HANDBOOK ACKNOWLEDGEMENT

I acknowledge that I have received, read, and understand the policies outlined in the TMI/TTMI Handbook and that I have had the opportunity to ask my manager any questions I have about the policies. I agree to conform to the rules and regulations of TMI/TTMI as described in the handbook, which is intended as a guide to human resource policies and procedures. I understand that the company has the right to change the handbook without notice. It is understood that future changes in policies and procedures will supersede or eliminate those found in this book, and that employees may be notified of such changes through normal communication channels. I also understand and agree that the information contained in these materials does not constitute an employment contract between TMI/TTMI and me, and that either I or TMI/TTMI may terminate our employment relationship at any time, with or without cause. I understand that no manager or representative of TMI/TTMI, other than the President of the company, has any authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the foregoing. SIGNATURE

PRINT NAME: DATE:

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NO HARASSMENT POLICY

ACKNOWLEDGEMENT

TMI/TTMI is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, TMI/TTMI expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment. Harassment of any kind is prohibited and will not be tolerated. This policy applies to all employees. A violation of this policy will subject the individual to disciplinary action, up to and including termination of employment. Harassment is defined as verbal or physical conduct which:

1. Denigrates or shows hostility or aversion toward an individual because of his/her

race, color, religion, sex, sexual orientation, national origin, age, disability, genetic information or any other characteristic protected by law.

2. Has the purpose or effect of creating an intimidating, hostile or offensive working environment;

3. Has the purpose or effect of unreasonably interfering with an individual’s work performance; or

4. Otherwise adversely affects an individual’s employment opportunities. Prohibited harassing conduct includes, but is not limited to, epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to race, color, religion, sex, sexual orientation, national origin, age, disability, genetic information or any other characteristic protected by law. Prohibited harassing conduct includes written or graphic material that is placed on walls, bulletin boards or elsewhere on the premises or that is circulated in the workplace. This policy also prohibits sexual harassment. Sexual harassment is defined as:

1. Unwelcome sexual advances; 2. Requests for sexual favors; and all other verbal or physical conduct of a sexual

or otherwise offensive nature, particularly where: a. submission to such conduct is made explicitly or implicitly a term or

condition of employment; b. submission to or rejection of such conduct is used as a basis for decisions

affecting an individual’s employment; or c. such conduct has the purpose or effect of creating an intimidating, hostile

or offensive working environment; 3. Sexually offensive jokes, innuendoes and other sexually oriented statements or

behavior. If you experience or observe any prohibited harassment, promptly report the incident to your manager. This includes not only management/subordinate actions, but also actions between coworkers, vendors, customers or other non-employees. If you believe it would be inappropriate to discuss the matter with your manager, you may bypass him/her and report it directly to supervision, the President, or the Human Resources Assistant.

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Your complaint will be investigated and kept confidential to the extent possible. Individuals who make complaints have an obligation to assist and cooperate with the company’s investigation. All managers who become aware of potential incidents of sexual harassment are required to report this information even if those incidents involve upper-level managers or individuals not in their chain of command. TMI/TTMI determines that an employee has harassed another employee, appropriate remedial action will be taken against the offender, up to and including termination. TMI/TTMI prohibits any form of retaliation against an employee for lodging a complaint under this policy or for assisting the investigation of a claim of harassment.

I have read and understand the policy on No Harassment.

SIGNATURE

PRINT NAME: DATE:

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COMPANY PROPERTY RECEIPT

Employee Name: I have received the following items: Item Number Issued Value Uniform Cellular Phone Laptop Tools Other At the time my employment terminates for any reason, I will return all items listed above in good condition, normal wear and tear expected or I will pay TMI/TTMI for such items not returned or returned in damaged condition. If I do not pay TMI/TTMI in full and payment is due in accordance with the provisions hereof, I hereby voluntarily authorize the company to deduct from any sums due to me (whether in the form of wages, PTO pay or otherwise) the total amount due to the company hereunder unless state or federal law dictates otherwise. SIGNATURE

PRINT NAME: DATE: WITNESS SIGNATURE: PRINT NAME: _______ DATE:

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INTERNET AND E-MAIL SYSTEMS ACKNOWLEDGEMENT

Only those persons who have received permission from the system administrator are authorized users of TMI/TTMI Internet and E-mail systems. Employees who are given Internet and/or E-mail access privileges will be asked to review and sign the following statement before access is granted. Using the Internet and E-mail systems includes (a) that the user has read and understood the Internet, E-mail, & Other Company Communication Systems Policy, and (b) acknowledgement that usage, which does not comply with the policy may result in sanctions as defined within the policy. Because of the nature and technology of electronic communication, the company can assure neither the privacy of the person’s use of TMI/TTMI Internet and/or E-mail systems nor the confidentiality of particular messages that may be created, transmitted, received or stored thereby. Security is a high priority on computer networks. If you identify a security problem or any misuse of the Internet or E-mail systems, you must notify the system administrator immediately. Certification: I certify that I have read the TMI/TTMI Internet, E-mail, & Other Company Communication Systems Policy. I understand and agree to follow its terms and conditions. I understand any violation of the Policy may result in other disciplinary action; and may constitute a criminal offense. I use the Internet and E-mail systems entirely at my own risk and I hereby release TMI/TTMI from any claims arising from my use of the Internet or E-mail systems. Note: This disclosure statement will be placed in the user’s personnel file.

SIGNATURE

PRINT NAME: DATE:

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BLOGGING AND SOCIAL MEDIA

ACKNOWLEDGEMENT I acknowledge that I have read and understand the Blogging and Social Media policy outlined in the TMI/TTMI Handbook and that I have had the opportunity to ask my manager any questions I have about the policy. I agree to abide by the rules and regulations of TMI/TTMI set forth in this policy as described in the employee handbook. I understand that the company has the right to change the handbook without notice. It is understood that future changes in policy will supersede or eliminate those found in this book, and that employees may be notified of such changes through normal communication channels. SIGNATURE

PRINT NAME: DATE: