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Pritchard Industries

Employee Handbook

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Contents

CONTENTS 2 WELCOME 5 A WORD ABOUT THIS HANDBOOK 6 INTRODUCTION 7 NATURE OF EMPLOYMENT 7 EQUAL EMPLOYMENT OPPORTUNITY 7 AMERICANS WITH DISABILITIES ACT 7 ANTI-HARASSMENT/DISCRIMINATION/RETALIATION POLICY 8 POLICY AGAINST IMMIGRATION THREATS, HARASSMENT AND/OR RETALIATION 10 COMMUNICATIONS 12 BUILDING FOR THE FUTURE ERROR! BOOKMARK NOT DEFINED. EMPLOYEE SUGGESTIONS 12 NO SOLICITATION/NO DISTRIBUTION 12 EMPLOYMENT 13 EMPLOYEE CLASSIFICATION CATEGORIES 13 INTERNAL TRANSFERS/PROMOTIONS 13 REFERRAL PROGRAM 13 EMPLOYMENT OF RELATIVES/PERSONAL RELATIONSHIPS 14 DISCIPLINE 14 SEPARATION OF EMPLOYMENT 17 Return of Company Property 17 Rehire 17 WORKPLACE SAFETY 18 DRUG-FREE WORKPLACE 18 VIOLENCE IN THE WORKPLACE 20 SAFETY 21 Access to Facilities and Building Pass Usage 21 Cell Phone/Instant/Text Messaging 22 Vehicle Policy 23 Driver’s License and Motor Vehicle Record Inquiry 23 Driving Safety 23 Certification, Licensing and Other Requirements 24 Security and Workplace Inspections 24 Personal Property 24 Use of Company Equipment and Property 24 Responsibility for Property Damage 25 Uniforms and Other Property 25 Parking 25 Smoke-Free Workplace 25 WORKPLACE EXPECTATION 28 Page 3 of 54

CONFIDENTIALITY 28 CONFLICTS OF INTEREST 28 ATTENDANCE AND PUNCTUALITY 29 EMERGENCY CLOSING 29 INCLEMENT WEATHER 29 ATTIRE AND GROOMING 30 ELECTRONIC COMMUNICATION AND INTERNET USE 32 ELECTRONIC RECORDING DEVICES AND RECORDING OF OTHERS 32 SOCIAL MEDIA – ACCEPTABLE USE 33 MEDIA / PUBLIC INQUIRIES 34 COMPENSATION 35 PERFORMANCE AND SALARY REVIEWS 35 PAYMENT OF WAGES 35 TIME REPORTING 35 Regular Hours of Operation and Scheduling 35 Timesheet Policy 35 MEAL/REST PERIODS 36 SAFE HARBOR POLICY FOR EXEMPT EMPLOYEES 38 WAGE THEFT PREVENTION 39 TRAVEL AND EXPENSE REIMBURSEMENT 37 TIME OFF / LEAVES OF ABSENCE 41 HOLIDAY PAY 41 VACATION 41 PERSONAL DAYS 42 PAID SICK LEAVE 42 PREGNANCY DISABILITY LEAVE/ACCOMMODATION 42 FEDERAL - FAMILY AND MEDICAL LEAVE (FMLA) 42 PERSONAL LEAVE OF ABSENCE 47 RELIGIOUS LEAVE 48 ORGAN DONOR AND BONE MARROW DONATION LEAVE OF ABSENCE 48 LEAVE FOR VICTIMS OF FELONY CRIMES 48 LEAVE/ACCOMMODATIONS FOR VICTIMS OF DOMESTIC VIOLENCE & SEXUAL ASSAULT AND STALKING 48 LEAVE FOR VOLUNTEER/TRAINING 48 BEREAVEMENT LEAVE 48 MILITARY LEAVE OF ABSENCE (NON-FMLA) 49 CIVIC DUTIES 51 Jury Duty 51 Voting 51 UNPAID SCHOOL ACTIVITIES / MEETING LEAVE 51 BREAK TIME FOR NURSING MOTHERS 51 BENEFITS 53 YOUR HIDDEN PAYCHECK 53 PAID FAMILY LEAVE 53 Page 4 of 54

MEDICAL AND DENTAL INSURANCE 53 SECTION 125 PLAN 54 DOMESTIC PARTNERS 54 FLEXIBLE SPENDING ACCOUNT 54 401(K) PLAN 55 WORKERS’ COMPENSATION BENEFITS 55 EMPLOYEE ASSISTANCE PROGRAM (EAP) 55 CONTINUATION OF GROUP HEALTH COVERAGE (COBRA) 55 EMPLOYEE HANDBOOK ACKNOWLEDGMENT AND RECEIPT 57 Appendix – State Policies

Please see the Appendix for State-specific policies. Interaction of State and Federal Leave Policies

Leave taken pursuant to state leave laws will run concurrently with leave taken under other applicable state and federal leave laws, including without limitation, FMLA, when the leave is for a qualified reason under those laws.

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Welcome

To my fellow Pritchard employees,

I am pleased to provide my introductory remarks to the Pritchard Industries, Inc. Employee Handbook. For employees who are commencing employment with us, we extend a warm and sincere welcome. For employees who have been with us, thank you for your past and continued services.

This Employee Handbook is a tool for all of us to use as we work together to provide the best services possible to our clients in alignment with our Company mission and values. Our mission to deliver the highest quality facility services powered by a dedicated, well-trained workforce, led by professional management, and committed to developing strong client partnerships. Our values are to sell and serve with passion, set goals which we act upon and win, consider our front line employees first, and to always display integrity and respect. While it is not an all-inclusive document, we hope that it covers the majority of topics that may arise during your workday. Please recognize that as things change, either within our organization or in the world around us, some of the policies may change. We will keep you posted as our policies and practices are amended.

This Employee handbook describes our policies and practices which will allow us all to work together in an accountable and productive work environment. It will help to ensure equitable and fair treatment of our employees, which we realize is paramount to maintaining a positive working environment.

Please review all the topics covered in the Employee handbook and use it as a reference guide. You should also feel free to ask your manager or your local HR resource for clarification about these or any other topics that may arise.

Thank you all for your attention and contributions to making Pritchard Industries, Inc. the best it can be. With all of us working towards our mission with the same understanding of our shared responsibilities and rights, we can achieve great things together! Sincerely,

CEO Pritchard Industries LLC.

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A Word About This Handbook

We prepared this handbook to help employees find the answers to many questions that they may have regarding their employment with Pritchard Industries, LLC. and its affiliated companies. We refer to Pritchard Industries, LLC., and its affiliated companies as “Pritchard Industries,”

“the Company,” “our,” “we” or “us” throughout this Handbook. We do not expect this handbook to answer all questions. Your managers and local HR resources also serve as a major source of information. Neither this handbook nor any other verbal or written communication by a member of Pritchard Industries management is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation, nor does it confer any contractual rights whatsoever. Pritchard Industries adheres to the policy of employment at will, which permits us or the employee to end the employment relationship at any time, for any reason, with or without cause or notice. No Pritchard Industries representative other than an authorized corporate officer may modify at- will status and/or provide any special arrangement concerning terms or conditions of employment in an individual case or generally and any such modification must be in a signed writing.

Many matters covered by this Employee Handbook, are also described in separate documents such as summary plan descriptions. The summary plan description documents are always controlling over any statement made in this Employee Handbook or by any member of Pritchard Industries management.

This handbook states only general Pritchard Industries guidelines. We may, at any time, in our sole discretion, modify or vary from anything stated in this Employee Handbook, with or without notice, except for the rights of the parties to end employment at-will, which may only be modified by an express written agreement signed by the employee and an authorized corporate officer. This handbook supersedes all prior handbooks or policy statements. Employees must return the acknowledgment form to their local HR resource within 5 days of initial employment or upon request. The signed acknowledgment form will be placed in the employee’s personnel file.

Finally, it is our intent to be at all times in compliance with applicable federal, state and local laws. Therefore, please understand that to the extent any portion of this handbook is in conflict with such applicable law, it shall be deemed modified so as to conform to such law. Page 7 of 54

Introduction

Nature of Employment

The nature of our employment relationship is “at will.” This means either the Company or the employee may terminate the employment relationship at any time, for any legal reason, with or without notice or cause. Neither this Handbook nor any other Company document confers any contractual right; either express or implied, to remain in the company’s employ, nor guarantees any fixed terms or conditions of your employment. Your employment is not for any specific time and may be terminated at will, with or without cause and without prior notice by the Company, or you may resign for any reason at any time.

No manager or other representative of the Company (except for the President, in writing signed by the President) has the authority to enter into any agreement with you for employment for any specified period of time, or to make any agreement contrary to the above. Equal Employment Opportunity

We are committed to providing equal opportunity in all of our employment practices, including selection, hiring, promotion, transfer, and compensation, to all qualified applicants and employees without regard to race, religion, religious dress/grooming, color, ethnicity, sex (including sex stereotyping), sexual orientation, gender identity or gender expression, national origin, ancestry, citizenship status, creed, uniform service member status, military or veteran status, marital status, pregnancy, breast-feeding and/or pregnancy-related conditions, age, protected medical condition, leave status, physical or mental disability, genetic characteristics, or any other legally-protected status in accordance with the requirements of all federal, state and local laws. Our Equal Employment Opportunity Policy also applies to interns and volunteers. If you have any questions or concerns about equal employment opportunities in the workplace, you are encouraged to bring these issues to the attention of the local HR resource or your manager. We will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If you feel that you have been subjected to any such retaliation, please contact the local HR resource or your manager. To ensure our workplace is free of artificial barriers, violations of this policy including any improper retaliatory conduct, will lead to discipline, up to and including discharge. Americans with Disabilities Act

The Company is committed to complying fully with the Americans with Disabilities Act (ADA) and related state and local laws and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.

We review our hiring procedures and aim to provide persons with disabilities meaningful employment opportunities. Pre-employment inquiries are made only regarding an applicant's ability to perform the duties of the position.

Reasonable accommodations are available to all disabled employees where their disability affects the performance of job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Page 8 of 54

Qualified individuals with disabilities are entitled to equal pay and other forms of compensation

(or changes in compensation), as well as in job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. Leave of all types will be available to all employees on an equal basis.

If you require an accommodation to perform the essential functions of your job, please notify the local HR resource or the General Manager. The request may be made verbally or by written request and no specific words are required to be used when making a request. Once we are made aware of the need or a request for an accommodation, we will engage in an interactive process to identify possible accommodations that will enable the employee to perform the essential functions of the job. If we identify a possible reasonable accommodation, it will be offered to the employee.

We are also committed to not discriminating against qualified employees or applicants because they are related to or associated with a person with a disability. We intent to follow any state or local law that provides individuals with disabilities greater protection than the ADA. This policy is neither exhaustive nor exclusive. We are committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws. Anti-Harassment/Discrimination/Retaliation Policy

Pritchard Industries does not tolerate unlawful harassment, discrimination or retaliation of any of our employees, clients, vendors, suppliers, or independent contractors. Any form of harassment, discrimination or retaliation that violates federal, state or local law, including but not limited to, harassment related to an individual's race, religion, religious dress/grooming, color, ethnicity, sex

(including sex stereotyping), sexual orientation, gender identity or gender expression, national origin, ancestry, citizenship status, creed, uniform service member status, military or veteran status, marital status, pregnancy, breast-feeding and/or pregnancy-related conditions, age, protected medical condition, leave status, physical or mental disability, genetic characteristics, or any other protected status or other conduct pursuant to federal, state and local laws is a violation of this policy and will be treated as a disciplinary matter. The term "unlawful harassment" includes slurs and any other offensive remarks, jokes, other verbal, graphic, or physical conduct that disparages or causes humiliation, offense, embarrassment, intimidation or physical harm to another person, either on a first-time basis or as a continuous series of incidents, concerning a person’s race, color, religion, national origin, age or other protected characteristic. Unlawful harassment includes sexual harassment, defined below. Harassment may occur unintentionally, but any person who persists in such behavior that you know, or should know, is unwelcome may be committing unlawful harassment.

"Sexual harassment" includes a broad spectrum of conduct including harassment based on gender (including sex stereotyping), gender identity, gender expression and sexual orientation and need not be conduct of a sexual nature. By way of illustration only, and not limitation, examples of unacceptable behavior include:

• unwanted sexual advances;

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• offering an employment benefit (such as a raise or promotion or assistance with one's career) in exchange for sexual favors, or threatening an employment detriment (such as termination, demotion, or disciplinary action) for your failure to engage in sexual activity;

• visual conduct, such as leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, or posters;

• verbal sexual advances, propositions, or requests;

• verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations;

• physical conduct, such as touching, assault, impeding or blocking movements;

• horseplay (e.g., arm-wrestling, wrestling, kicking, slapping, pinching, strength contests, piggy-backing another person, etc.), practical jokes or arguments;

• Making or threatening reprisal after a negative response to sexual advances;

• Sending or forwarding email messages and/or text messages of a sexual nature;

• physical or verbal abuse concerning an individual’s actual sex or the actor’s perception of the individual’s sex, even if the conduct is not of a sexual nature; and

• verbal abuse concerning a person’s characteristics such as vocal pitch, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine, or a woman is too masculine.

If you have any questions about what constitutes harassing behavior, you should ask your local HR resource or your manager.

Violation of this policy will subject an employee to disciplinary action, up to and including immediate discharge.

If you feel that you are being harassed by another employee, you should immediately notify your manager. If you do not feel that the matter can be discussed with your manager, you should contact the local HR resource or any other manager to discuss your complaint. You may be assured that you will not be penalized in any way for reporting a harassment problem. All complaints of harassment which are reported to management will be investigated as promptly as possible and corrective action will be taken where warranted. We prohibit employees from hindering our own internal investigations and our internal complaint procedure. All complaints of harassment which are reported to management will be treated with as much confidentiality as possible, consistent with the need to conduct an adequate investigation. Harassment of employees in connection with their work by non-employees may also be a violation of this policy. If you experience harassment by a non-employee, or your observe harassment of an employee by a non-employee, you should report such harassment to the local HR resource or your manager. We will take appropriate action for violations of this policy by any non-employee. Harassment of our clients or employees, vendors, or suppliers of our clients by our employees is also strictly prohibited. Such harassment includes the conduct described above, sexual advances, verbal or physical conduct of a sexual nature, sexual comments and gender-based insults. Any Page 10 of 54

such harassment will subject an employee to disciplinary action, up to and including immediate discharge.

Notifying us of any concerns of harassment that you may have is essential to us. You may be assured that you will not be penalized in any way for reporting a harassment problem. It is unlawful for an employer to retaliate against employees who bring forward a complaint of harassment, file a harassment complaint, or otherwise participate in an investigation, proceeding, or hearing conducted by us or a federal or state agency. Similarly, the Company prohibits employees from hindering our own internal investigations and our internal complaint procedure. If we determine that an employee has violated our Company harassment, discrimination and retaliation policies, appropriate corrective action will be taken. This harassment policy does not prevent you from discussing the terms and conditions of your employment with your coworkers, or discussing issues related to union organizing in the workplace, provided, however, that such discussions occur consistent with our Non-Solicitation Policy.

Policy Against Immigration Threats, Harassment and/or Retaliation In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility within three (3) days of beginning employment. Failure to present the required documents may lead to dismissal. Falsifying documentation required by the immigration laws will result in immediate termination. Former employees who are rehired must also complete the form if they have not completed a I-9 with the Company within the past three years, or if their previous I-9 is no longer retained or valid. If the employee, at any time, cannot verify their right to work in the United States, the Company may be obligated to terminate that employee’s employment. We do not tolerate immigration-based threats, harassment, discrimination and/or retaliation of any of our employees or their families. No manager, agent or employee of the Company is authorized or permitted to: (1) Request additional immigration-related documents other than those required to complete the Form I-9; (2) Refuse to honor documents presented as part of the I-9 process (as long as the documents appear to be genuine on their face); (3) Use the federal E-Verify system to check the employee’s authorization status except as part of the normal pre-hire process; Threaten to file or file a false police report based on someone’s immigration status; (5) Threaten to contact or contact immigration authorities; (6) Threaten to report immigration status to law enforcement; and/or (7) Take adverse employment action for updating personal information in any manner (i.e., updating work status) unless permitted to do so by law. Your notification to us of any of these actions is essential. We cannot help to prevent these actions unless we know about it. Therefore, it is your responsibility to bring these kinds of problems to our attention so that we can take whatever steps are necessary to address the actions. If any manager or employee violates this policy, appropriate disciplinary action will be taken, up to and including termination. Our Policy Against Immigration Threats, Harassment and/or Retaliation applies equally to interns and volunteers.

If you have questions or need more information on immigration law issues, you are encouraged to contact your local HR resources or your manager. You may raise questions or complaints about immigration law compliance without fear of reprisal. Page 11 of 54

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Communications

Employee Anonymous Hotline

Pritchard Industries has a hotline that employees may call with any type of concern about working at the Company. You may use the hotline for any concern or raising a complaint, including those relating to harassment, sexual harassment, discrimination, retaliation, safety, OSHA violations, etc. The telephone number is 855-***-****. The Company ID number is 120*******. This is an anonymous line and reports are taken by a third-party company who will send these cases to the HR Department, which will fully investigate. Your participation in continuous improvement is essential to the success of the Company and this hotline is an important tool in keeping us informed of employees’ concerns and issues.

No Solicitation/No Distribution

In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others, employees may not distribute literature or printed materials of any kind, sell merchandise, or solicit financial contributions during working time and in working areas. Employees who are not on working time (for example, those on unpaid breaks and mealtimes) may not solicit employees who are on working time for any reason or distribute literature of any kind to them. Employees in non-work areas, such as break rooms, and not on working time are allowed to engage in solicitation or distribution of literature. This policy also prohibits such solicitation via the Company’s email, phone, and other electronic n systems. Violation of this policy will result in disciplinary action. Nothing in this policy, however, prohibits employees from discussing with one another their terms and conditions of employment, or otherwise engaging in legally-protected conduct.

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Employment

Employee Classification Categories

Full-Time Employees - regularly scheduled to work thirty (30) or more hours each work week. Part-time Employees - regularly scheduled to work less than thirty (30) hours each work week. Temporary Employees - work full-time or part-time on a temporary basis for a specific period of time for special projects or assignments, but for no more than 120 days in a year. An employee in this class is not eligible for Company-paid benefits. If, for any reason, a person is reclassified from a temporary employee to a different category that is eligible for benefits, that employee will not be retroactively eligible for benefits. Instead, benefits eligibility will begin prospectively on the first day of the month following re-classification rather than the reclassification date. In addition, employees are also categorized as "exempt" or "non-exempt." Non-Exempt Employees - are entitled to overtime pay as required by applicable federal and state law. All overtime must be approved in advance by your manager. Unauthorized overtime is not permitted and may result in disciplinary action, up to and including termination of employment. Only hours actually worked count toward overtime.

Exempt Employees - are not entitled to overtime pay. Internal Transfers/Promotions

We offer a Job Posting Program to ensure that all employees are given an opportunity to apply for open transfers and promotions. Applicants will be considered in addition to current employees for posted vacancies. On occasion, we may transfer or reassign employees to meet our business needs and work requirements. Open jobs will be posted on the bulletin boards of all Company locations. A list of open positions may also be obtained, upon request, from the HR Department. We prefer to promote from within when appropriate, understanding it may be in the Company’s best interest to recruit external candidates with the necessary qualifications and skills. To be eligible to apply for a posted position, you must:

• Meet the minimum hiring specifications for the position,

• Be capable of performing the essential functions of the job

• Be an employee in good standing in terms of overall work record

• Have held your position for a minimum of six (6) months It is in the discretion of management to make exceptions to this policy. Referral Program

The Company offers employees the opportunity to receive a cash award for referring candidates who are hired for a position with the Company.

All active employees are eligible to participate in the program except for Director level and above, employees of the HR Department and managers with referrals in their own hiring chain of command. Temporary or contract employees are not eligible to participate. Any candidate may be referred to the Company, provided you is not a former employee, or you have not been referred through any other sources, for example, a staffing agency, job posting, etc. Page 14 of 54

Referrals are valid for a period of 90 days from the date of initial referral. Referrals are considered valid when dated and signed by a representative of the HR Department after all the appropriate paperwork is attached, which includes the completed referral form, application, and candidate resume. The referring employee and the referral candidate must be active on the payroll at the time the award is made in the first payroll run after the referred employee successfully completes their 90-day introductory period.

The cash awards are as follows:

$50 for Hourly level positions

$1000 for Professional or Manager level positions

$2000 for Vice President level and above positions To refer a candidate, you will need to complete the referral application form and attach a copy of the candidate’s resume and application and submitted to your local HR resource. Employment of Relatives/Personal Relationships

The Company permits the employment of qualified relatives of employees as long as there is not a direct reporting relationship. For purposes of this policy, "relative" is a spouse, domestic partner, child, parent, sibling, grandparent, grandchild, aunt, uncle, first cousin, or corresponding in-law or

"step" relation. We will follow sound business judgment in the placement of relative employees in accordance with the following guidelines:

• Individuals who are related by blood or marriage are permitted to work in the same location, provided no direct reporting or managerial relationship exists. This means that no employee may work within the "chain of command" of a relative such that one relative's work responsibilities, salary, or career process could be influenced by the other relative.

• No relatives are permitted to work in the same department or in any other positions where we believe an inherent conflict of interest may exist.

• Employees who marry while employed will be treated in accordance with these guidelines. This means that if we believe that a conflict or an apparent conflict arises as a result of the marriage, one of the employees will be transferred as soon as practicable. In addition, we recognize that at times, employees and their close friends or significant others may be assigned to positions that create a coworkeror manager-subordinate relationship. We will exercise sound judgment in these situations to avoid the creation of a conflict or the appearance of a conflict of interest, avoid favoritism or the appearance of favoritism, and reduce potential sexual harassment in the workplace.

This policy applies to all categories of employment at the Company, including regular, temporary, and part-time classifications.

Workplace Conduct

Pritchard Industries believes in fair employee relations policies, and we endeavor to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense, and good judgment.

Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules that all can follow. Unacceptable conduct may subject the offender to Page 15 of 54

disciplinary action, up to and including termination, in our sole discretion. The following are examples of some, but not all, types of conduct which may be considered unacceptable and will normally result in the initiation of corrective action. 1. Failing to attend required meetings or training as assigned. 2. Stopping work before time specified.

3. Loitering or loafing during working time.

4. Making and receiving excessive non-emergency personal telephone calls, texts, visits, etc. during working time.

5. Failing to follow manager's directions or established Company procedures. 6. Presenting an inappropriate

Contact this candidate