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Standard Operating Procedures

Re: 09/08/2022

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Table of Contents

Chain of Command/Code of Ethics 3

Code of Conduct 5

Term/General Employment Principles 8

Probationary Period 11

Maintaining S88 Records 11

Leave Policies 12

Rules and Regulations 14

Uniform Policy 20

Officer Policies 21

State of Ohio Officer Licensing 24

Equipment Policies 25

Personal Vehicle & Property Use Indemnification 26 Handbook Receipt 29

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Executive Summary

SIGNAL Security was founded to revolutionize and establish a higher standard of professionalism in the security industry. It is through Signal’s Core Values that enable SIGNALto do so. Signal Security core values:

Passion: We drive with passion in everything because passion connects people to purpose. Honesty & Integrity: We live in integrity and honesty because without it our Company and our brand are hollow.

Relationships: We build relationships because healthy success can only be created with mutual respect for others.

Serving: We serve our communities without hesitation because serving is the active ingredient in service.

Learning: We learn something every day by holding an open-minded approach to everything we do. Signal 88 Security was founded in 2003 in Omaha, NE by a law enforcement professional. In Nebraska police code, Signal 88 means “situation secure”. We offer law enforcement and community-based security personnel, incorporating state-of-the-art technology to provide customized security services to the business community.

In 2022, Signal 88 Security re-branded our organization tp provide a “brighter, better SIGNAL”; hence, we are Signal of Canton-Youngstown #289.

From its Omaha roots, Signal has quickly grown to providing services in over 35 states with more than 150 franchises serving nearly 300 territories across the country – with more offices opening every month. We are equipped to handle any size property, event, or business with a customized security solution.

Our managerial capabilities enable us to offer unrivaled services, which encompass recruiting higher quality personnel and training them in dealing with the most crucial security issues facing our customers today. Implementation of technologically advanced tools has allowed us to streamline the logistics of managing our personnel and assists us in holding them accountable. Our security programs are successful because we fully understand the nature of the businesses we secure, the properties and personnel we protect, and the deterrent effect we promote. Chain of Command

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The Chain of Command is the continuous chain of authority that links the most junior officer to the President and vice versa. This is a system whereby authority passes down from the top, through a series of executive positions, which each is accountable to only one direct superior. This Chain of Command is written in order to promote efficiency and effectiveness in delegating authority and issuing orders; thus, providing the highest level of customer service and support. Following this process is necessary and mandatory for all employees and employee/contractors of SIGNAL.

This Chain of Command defines the organization’s channels for delegating authority, issuing orders, approving reports, and receiving and reviewing internal and external communications. This process will reduce confusion in the field, improve operations, and ultimately provide better service for customers.

SiGNAL of Canton and Greater Youngstown 330-***-**** After 6 p.m. EDT, the Security Operations Center, operates (Sunday-Saturday from 6 p.m. EDT to 6.am. EDT) to address emergency calls for service to help address issues of importance or calls for service.

Paul Alekna, Owner/President 330-***-**** 330-***-**** Barbara Collier, Executive Director 330-***-**** 330-***-**** Rupe Whisman, Business Development/Sales 330-***-**** Elve Brown, Director 330-***-****

Seth Dumm, Coordinator 814-***-****

Code of Ethics

In recognition of the significant contribution of private security to crime prevention and reduction, as an employee of the Company I pledge:

• To accept the responsibilities and fulfill the obligations of my role: protecting life and property, preventing and reducing crimes against my contractors’ business, or other organizations and institutions to which I am assigned; upholding the law and respecting the constitutional rights of all persons.

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• To conduct myself with honesty and integrity and to adhere to the highest moral principles in the performance of my security duties.

• To be faithful, diligent, and dependable in discharging my duties and to uphold at all times the laws, policies, and procedures that protect the rights of others.

• To observe the precepts of truth, accuracy, and prudence without allowing personal feelings, prejudices, animosities, or friendships to influence my judgment.

• To report to my superiors, without hesitation, any violation of the law or of my employer/client’s regulations.

• To respect and protect the confidential and privileged information of my employer or client beyond the term of my employment, except where their interests are contrary to law or to this Code of Ethics.

• To cooperate with all recognized and responsible law enforcement and government agencies in matters within their jurisdiction.

• To accept no compensation, commission, or gratuity without the knowledge and consent of my employer.

• To conduct myself professionally at all times and to perform my duties in a manner that reflects credit upon my employer, private security or myself.

• To strive continually to improve my performance by seeking training and educational opportunities that will better prepare me for my private security duties. Code of Conduct

This Code of Conduct stresses the importance of efficiency and quality of work, an awareness of the rights of others, an appreciation for the authority of management, and a respectful attitude towards the work place.

As an employee of our Company you are expected to perform many duties for our clients and our Company. You may not agree with some duties or instructions, however, as long as the duty or order is lawful, you will be expected to carry it out to the best of your ability. To facilitate understanding of the importance of certain aspects of your relationship with the Company, we have itemized a partial list of violations of the Code of Conduct. This is not intended to be an all-inclusive list. Actions that are considered to be in violation of this code include, but are not limited to:

• Abandoning/”Ghosting”/Leaving a posted duty prior to being properly relieved.

• Making a false statement on the employee application, new hire packet, or any form. 6

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• Three occasions of being tardy or three unexcused absences within any 30-day period.

• Absence without notifying a designated Manager 4 hours prior to the start of scheduled work.

• Absence from any assigned post without permission or justification.

• Failure to wear a clean, complete and approved uniform. No adornments are permitted to be added to any uniform.

• Bringing liquor or controlled substance not legally prescribed by a licensed physician onto any Company or client property including vehicles; consuming liquor or using controlled substances not legally prescribed by a licensed physician on Company or client property including vehicles, or reporting for duty under the influence of liquor or a controlled substance. For employees who use a Company vehicle in the course of their job, this rule prohibits the operation of any vehicle if the employee is visibly impaired.

• Any act which might endanger the safety or lives of others.

• Deliberately abusing, destroying, damaging, or defacing Company or client property.

• Participating in gambling or any illegal activities while on duty.

• Wearing any portion of the security uniform while not going to, coming from, or on an assignment for the Company.

• Playing cards, unauthorized watching TV, video gaming, reading, lounging, or reclining on duty, taking a break and eating in open view of any client unless otherwise approved.

• Sleeping, dozing, or napping while on duty.

• Accepting gifts, money, or favor from anyone in attempt to alter proper security response to a given situation or as a loan.

• Immoral or indecent behavior.

• Stealing any item of value or failing to report to your immediate Field Supervisor any employee of the Company stealing any item.

• Being accompanied by any person while performing a tour of duty as a security officer other than another employee assigned to that tour of duty.

• Using disrespectful, obscene, or profane language to another while on duty. Lying, gossiping, or making disparaging/defamatory remarks about a client, client employee, the Company or a Company employee.

• Any unauthorized disclosure of Company or client proprietary information, i.e. Company handbooks, on-going surveillance operations, etc.

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• Failure to report being arrested/charged with and/or awaiting trial or being convicted of a criminal offense involving matters prejudicial to the reputation of the Company and/or jeopardizes the Officers’ ability to be licensed by the state of Ohio Private Investigator Security Guard Service (PISGS).

• Improper use of Company equipment including the patrol vehicle.

• Making or receiving any unauthorized personal telephone calls on any Company phone during the tour of duty.

• Failure to report to the Company your current address or telephone number or prompt reporting of the same.

• Performing work as a security officer for anyone other than the Company while acting as an employee of the Company unless authorized by the Company.

• Failure to submit accurate time sheets as required by Company policy.

• Insubordination or refusal to obey instruction or perform work assigned.

• Fighting or engaging in horseplay while on duty.

• Using a personal vehicle or any private vehicle during a tour of duty unless authorized to do so.

• Use of any vehicle to pursue or ram fleeing suspects, to create a roadblock, or driving the vehicle in a reckless or unsafe manner. Driving off or away from your designated post.

• Failure to wear a seatbelt while driving any vehicle owned, leased, or used by the Company.

• Failure to properly report accidents or damage to phones, radios, pagers, vehicles or other equipment owned or leased by the Company.

• Bringing any animals or pets to a client site or on patrol duty unless otherwise authorized to do so.

• Bringing any type of firearm and/or ammunition or other weapons on duty unless otherwise authorized to do so.

• Possession of any nightstick, taser, handcuffs or baton while on duty unless previously authorized by the Company.

• Failure to provide written permission to return to work from a medical doctor after an absence due to medical reasons as stated in Company policy. A third consecutive day of absence or illness REQUIRES a “Return to Work” signed by a validated authority.

• Failure to return to work on expiration of vacation or leave of absence without first notifying the Company.

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• Gaining and possessing without the knowledge and consent of the Company a key to any property or client of the Company.

• Damaging any vehicle or safety equipment (including seatbelts), or failure to use safety equipment required for the assignment.

• Ignorance of any of the aforementioned Code of Conduct violations, or failure to notify the designated supervisor of any violation of the Code of Conduct by an employee of the Company.

Term of Employment

This document does not constitute an express or implied contract for a term of employment, and employment shall at all times be terminable at will by either party, with or without cause, unless an employee has a written agreement signed by the owner of the Company indicating otherwise. Furthermore, this relationship and terms of the relationship are solely between the Company and employee and implies no relationship between Signal, LLC nor any of its members. The Company reserves the sole right to change, add or repeal any policy, assignment, position, work schedule, or any other working condition at any time except that any such modification shall not alter your right, or the right of the Company, to terminate said contract agreement at any time with or without cause or notice. These rights may not be altered or changed except by written agreement signed by a corporate officer of the Company. General Employment Principles

Equal Employment Opportunity

The Company’s policy is to provide equal employment opportunities to all individuals. Employment decisions will be based on job-related qualifications and ability to perform the job, and will be made without regard to a person’s age, gender, race, color, religion, national origin, disability, status as a covered veteran, as well as any other legally protected basis. The Company will continue the principle of equal employment opportunity in the areas of recruitment, hiring, training, promotion, compensation, and benefits.

Workplace Discrimination and Harassment

The Company is committed to providing a work environment that is free of discrimination and unlawful harassment. In keeping with this commitment, the Company will not tolerate discrimination or harassment of its employees by anyone.

Harassment consists of unwelcome conduct, whether verbal, written or physical, that is based upon a person’s age, gender, race, color, religion, national origin, disability, status as a covered veteran, as well as any other legally protected basis. The Company will not tolerate discriminatory or harassing conduct that affects tangible job benefits, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment. Unwelcome sexual advances, requests for sexual favors and other physical, written or verbal conduct based on sex, constitutes sexual harassment when: (1) submission to the conduct is an explicit or 9

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implicit term or condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment may include explicit sexual propositions, sexual innuendo, suggestive comments, jokes, obscene language or gestures, displays of obscene material and physical conduct.

All employees are responsible for reporting incidents of discrimination or unlawful harassment. 1. If an employee believes that he or she has experienced or witnessed such conduct in the workplace, the employee should immediately report the matter to the employee’s manager, department head or Human Resources. If the employee does not feel comfortable reporting the matter to any of these persons, he or she should contact any member of senior management of the Company, up to and including the owner. All reports will be handled in a timely and confidential manner. 2. Upon receiving a complaint of discrimination or unlawful harassment, a prompt, thorough, and impartial investigation will be conducted. To the greatest extent practicable, the Company will keep the complaint and the terms of resolution confidential. 3. Upon conclusion of the investigation, the Company will take prompt and effective remedial action if it determines that discrimination or unlawful harassment has occurred. Any employee found to have engaged in discrimination or unlawful harassment will be subject to appropriate disciplinary action, up to and including immediate discharge.

No Retaliation

Employees who in good faith report discrimination or unlawful harassment or participate in the investigation will not be subject to retaliation or reprisals as a result of reporting the matter or providing testimony. It is the Company’s policy to encourage discussion of the matter and to help protect others from being subjected to similar inappropriate behavior. Disability Accommodation

The Company is committed to complying fully with federal and state laws protecting qualified individuals with disabilities. We will make reasonable accommodation for qualified individuals with known disabilities unless making the reasonable accommodation would result in an undue hardship to the business. It is the employee’s responsibility to notify his or her supervisor and/or Human Resources of the need for an accommodation. Upon doing so, the Company may ask for the employee’s input on the type of accommodation that may be necessary based on the functional limitations caused by the disability. Also, when appropriate, the employee may need to provide permission to obtain additional information from his or her physician. The Company will not seek genetic information in connection with the request for accommodation and all medical information shall be treated as confidential. Management will levy any final decisions on an employee’s continued employee status if arreested or convicted of any crime it deems detrimental to the reputation of Signal Security. The Company reserves the right to evaluate each situation on a case-by-case basis. The state of Ohio Private Investigator Security Guard Service (PISGS) has set forth a disqualifying list of offenses that excludes a potential candidate of being able to be a licensed Security Officer as required in the state.

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Probationary Period

The Company has incorporated a 90-day probationary period for all new hires. During this probationary period, if any employee is not able to function at a level the Company deems as acceptable, he or she may be terminated as an employee without any advance warning or without due cause. The Company’s EEO Policy prohibits any terminations during this period, or anytime during employment, for discriminatory reasons. Employees who are deactivated during the probationary period are subject to fees outlines in the Employee Agreement, explained in New Hire Orientation. All new hires are given a conditional offer of employment pending the successful completion of a drug test and background check. If any result does not reflect the standards of the Company, the employee will not be given a full hire offer.

Employment shall at all times, whether during the 90-day probationary period or after the probationary period, be terminable at will by either party, with or without cause, unless an employee has a written agreement signed by the owner of the Company indicating otherwise. Furthermore, this relationship and terms of the relationship are solely between the Company and employee and implies no relationship between Signal 88, LLC or any of its members. Maintaining SIGNAL Records

All personnel are required to know where to obtain copies of all information issued from the Company management personnel. The information can be maintained as either paper copies or knowledge of the location. The information will come in the following form: General orders, Information orders, Post orders and Pass-on information Employees are expected to maintain up-to-date organized documentation of all aforementioned documents at all times while working on any Signal 88 site. Employees should know how to access site specific documents or have a three-ring binder to contain all copies of pertinent information about the site. Officers are required to keep updated information on their dedicated sites.

Failure to maintain updated records of all pertinent information, or failure to locate information for inspection will result in disciplinary action.

Leave Policies Revised 09/01/2021

Vacation/Paid Time-off

Accumulating time toward paid time-off (PTO) begins from the hire date to the anniversary date, and continues into subsequent years.

Officers, on their work anniversary date, that have completed (1) year of full-time employment service and averaged (32) hours worked per week, will be eligible for (1) equivalent week of paid time-off, either 11

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to be used as a week of paid days off, or scattered through the course of the anniversary year not to exceed the average number hours worked, maximum 40 hours. Officers, on their work anniversary date, that have completed 4 years (start of year 5 thru end of 9 years) of full-time employment service and averaged (36) hours worked per week, will be eligible for

(2) equivalent weeks of paid time-off, either to be used as a week of paid days off, or scattered through the course of the anniversary year not to exceed 40 hours Officers will not be compensated at time and one-half if a client paid holiday occurs during the period of time off-duty.

Officers that “”call-off” their duty shift before or after a paid holiday will NOT be entitled to Holiday pay.

No (2) Officers from the same site will be approved for the same week of paid time-off vacation. Hire date will be the deciding factor if (2) Officers desire the same time-off period. Officers must provide a minimum of (2) weeks written notice for approval. Officers that are eligible for paid time-off may utilize such time, in increments of 4 or 8 hours only, and where properly relieved from duty, may substitute for “sick time” with proper notification to Signal Canton-Youngstown.

Accumulated time-off may not be carried forward to the next anniversary year. “Use it, or lose it”. Accumulated time may be paid out in dire emergency circumstances as determined by management. Jury Duty Leave

Employees shall be entitled to paid leave less any compensation, other than expenses, paid by the court for purposes of jury duty. Employees are to notify their supervisors promptly upon receipt of a jury summons and subsequent notice of selection to serve as a juror. Military Leave

Employees who enter active military duty in a branch of the U.S. Armed Forces shall be provided all rights to which they are entitled under the provisions of the Uniformed Services Employment and Reemployment Rights Act (USERRA). Such employee will be eligible for reemployment to the same or equivalent position held prior to the leave, provided the employee applies to the Company for reemployment into the former position pursuant to the time frames and requirements imposed by USERRA. If reemployed to a former position held, returning employees will be entitled to the same seniority, status, and pay they would have received had they not entered military service. 12

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Inclement Weather Policy

Patrol Tour Division

Spring & Summer Season

Tornado Warning

Supervision will need to suspend patrol officers from their tours for the duration of the warning. Patrol officers are responsible for any damage caused to the patrol vehicle and are encouraged to err on the side of caution.

Severe Thunderstorm Warning (high winds, hail and lightning) Supervision will need to suspend patrol officers from their tours for whatever time frame deemed necessary. The suspension windows will be determined by Supervision. Patrol officers are responsible for any damage caused to the patrol vehicle and are encouraged to err on the side of caution. Fall & Winter Season

Blizzard Conditions

Prior to a shift, officers will more than likely have their patrol shift canceled by SIGNAL Administration sometime during the day, as Administration will be monitoring severe weather on the news. However, in the event a storm rolls in during a touring shift, Supervision will confer to determine the need to make a decision whether or not to send patrol officers home early to avoid the storm. In the event ALL patrol tours are terminated during the day for the evening hours, the Supervisor will remain on-duty and will need to be available via phone in the event of an emergency. Heavy Snow & Icy Conditions

A Supervisor will need to suspend patrol officers from their tours for whatever time frame deemed necessary. Suspension time frame could entail enough time necessary for city trucks to salt and clear streets, or it could be for an entire shift. The suspension time frame will be determined by the MOD. Patrol officers must remain vigilant at all times and be prepared to move to the next assigned site. Reporting must include an explanation in the client report as to how long and why they were parked on their property during the storm. Patrol officers are responsible for any damage caused to the patrol vehicle and are encouraged to err on the side of caution. Light Snow & Sleet

A Supervisor will need to make all officers aware of the current road conditions and shall advise them to remain aware and report any areas of special concern. The ultimate goal for every Supervisor is to make sure each patrol officer gets home safely and all Signal 88 equipment is damage free. Awareness of road conditions is the key to avoiding car accidents in inclement weather.

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Rules & Regulations

Infractions

As an employee of the Company you are expected to perform many duties for our clients. You may not agree with some duties or instructions, however, as long as the duty or order is lawful you will be expected to carry it out to the best of your ability. So you may understand the importance of certain aspects of your job, we have itemized a partial list of rules and regulations with the likely disciplinary action related to each rule. This is not intended to be an all-inclusive list. There may be other situations of serious enough nature to mandate disciplinary action. In addition to our own work rules, we must always adhere to the client’s site-specific instructions. IMPROPER UNIFORM: Written Warning to Discharge

The proper uniform will be obtained by the officer as described during the new hire orientation. It must be worn in a strict military manner; clean, complete and neat at all times – NO EXCEPTIONS. Wearing any portion of the security uniform while not going to, coming from, or on assignment for the Company is strictly prohibited.

UNAUTHORIZED WEAPONS Written warning to discharge

Carrying an unauthorized weapon is strictly prohibited while on-site or on duty. Weapons such as batons, clubs, knives, guns, handcuffs or mace (OC spray) are prohibited. SLEEPING ON DUTY Written warning to immediate discharge Sleeping on duty, or the appearance of being asleep, is prohibited at all times. Officers found napping, dozing, or sleeping while on duty will be subject to written disciplinary action or immediate termination. DESERTING POST Immediate discharge

Leaving a post duty prior to being properly relieved or leaving your post unattended without permission from management is prohibited. You are expected to stay at your post and perform your duties until properly relieved. Client personnel or employees cannot cover your site for you. If the officer needs to use the restroom and the particular site does not have one, the officer may leave after being properly relieved by another officer or MOD. Simply call the MOD to have arrangements made. UNDER THE INFLUENCE Immediate discharge

Bringing liquor or a controlled substance not legally prescribed by a licensed physician onto any Company or client property including vehicles is prohibited. Consuming liquor or using a controlled substance not legally prescribed by a licensed physician on Company or client property including vehicles or reporting for duty under the influence of liquor or a controlled substance is prohibited. UNFIT RELIEF Written warning to discharge

You may not turn your post over to any officer who is unfit, or not in condition to conduct proper duties. This includes a relief who is or has been drinking, under the influence of drugs or alcohol, out of uniform, ill or any other reason that you feel will render the relief incapable of performing duties as required. If you believe your relief is unfit, your obligation is to notify your supervisor and stay on post until you are properly relieved.

DIVULGING INFORMATION Written warning to discharge 14

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Company business secrets, confidential financial data, or other confidential proprietary or sensitive Company information must never be released to any “unauthorized persons”. This would include, but is not limited to the media such as reporters (newspaper, TV or radio), clients’ customers, non- management employees of the client, the general public or any other unknown persons. Inform any media inquiries for official company response to contact Signal, LLC corporate management. Report all inquiries or attempts to gather information requiring official company response to your supervisor or directly to the office of Signal 88, LLC.

INSUBORDINATION Written warning or discharge

If you are given a lawful order by proper authority you should do your best to carry out those directions. If you question the order, follow the chain of command at your specific work site. Do not disobey the order; it shall stand as given unless changed by the issuing supervisor or a higher-ranking supervisor. Arguing with your supervisor or failure to follow orders and/or instructions can result in an immediate discharge from duty. In addition, any behavior directed toward your supervisor that is deemed as

“disrespectful” will result in immediate disciplinary action, possible resulting in an immediate discharge from duty.

FAILURE TO PERFORM DUTIES Written warning to discharge If the duties assigned are within your capability, you will be expected to perform them. At several of our accounts it is our responsibility to check all access points to each structure being patrolled. It is also necessary to record an accurate account of all observed and/or reported activity that has

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