INFORMATION HANDBOOK FOR EMPLOYEES Of N.C. …training, promotion, demotion, discipline, rates of...

INFORMATIONHANDBOOK

EMPLOYEES

N.C.STURGEON,LP

P.O.BOX607082800WINDECKER

MIDLAND,TEXAS79711

DevelopedbyJerryR.Hopper&Associates

P.O.Box2375ChapelHill,NorthCarolina27515-2375

(919)929-2634

NOTHINGCONTAINEDINTHISHANDBOOKISINTENDEDTOCREATE(NORSHALLBECONSTRUEDASCREATING)ACONTRACTOFEMPLOYMENT(EXPRESSORIMPLIED)ORGUARANTEEEMPLOYMENTFORANTYTERMORFORANYSPECIFICPROCEDURES.THEREISNOCONTRACTOFEMPLOYMENTBETWEENN.C.STURGEON,LPANDANYONEORALLOFITSEMPLOYEES.EMPLOYMENTSECURITYCANNOTBEGUARANTEEDFORORBYANYEMPLOYEE.

_______________________________________________TableofContents

TableofContents……………………………………………………………………………………………………..i

Foreword…………………………………………………………………………………………………………………ii

ManagementPhilosophy…………………………………………………………………………………………iii

Section1:Employment………………………………………………………………………………….Page01

Section2:WorkingHoursandPay…………………………………………………………………Page10

Section3:Benefits…………………………………………………………………………………………Page17

Section4:TransferofEmployees,SeparationFromEmployment AndLeaveofAbsence……………………………………………………………………Page29

Section5:WorkPoliciesandRegulations……………………………………………………….Page32

Section6:ConflictsofInterest……………………………………………………………………….Page38

Section7:RulesToHelpUsAll………………………………………………………………………Page40

Section8:Safety……………………………………………………………………………………………Page42

Section9:TransportationandTravelExpenses……………………………………………..Page46

Section10:EmployeeConcerns…………………………………………………………………….Page48

AcknowledgmentofReceipt/UnderstandingofHandbook……………………………Page49

AcknowledgmentofReceipt/UnderstandingDrug-FreeWorkplace……..……….Page55

“FitofDuty”TestingAfterAnInjuryorIllness……………………………………..………..Page56

ReturntoWorkAfterAnInjuryorIllness……………………………………………………….Page57

______________________________________________________________Foreword

Webelieveinkeepingemployeesfullyinformedaboutourpolicies,procedures,practices,benefits,whatemployeescanexpectfromthecompany,andtheobligationsassumedasanemployeeforN.C.Sturgeon,LP.Thispracticeisdesignedtoprovidefairtreatmentofemployees.Allemployeesareexpectedtobecomefamiliarwiththepolicies,procedures,practices,andbenefitsofN.C.STURGEON,LP.Thishandbookisintendedtoprovideemployeeswithbasicinformation.ThepoliciesandpracticesdescribedinthishandbookreflectagreatdealofconcernforthepeoplewhomakeitpossibleforN.C.STURGEON,LPtoexist….itsemployees.Nothingcontainedinthishandbookisintendedtocreateacontract(expressorimplied),orotherwisetocreatelegallyenforceableobligationsonthepartofN.C.STURGEON,LPoritsemployees. BecauseN.C.STURGEON,LPisgrowingchangingorganization,itreservesfulldiscretiontoaddto,modify,ordeleteprovisionsofthisofthishandbookatanytimewithoutadvancenotice.Forthisreason,employeesshouldcheckwithChuckSturgeon,President(orhissuccessor),TheGeneralSuperintendent,orTheBookkeepertoobtaincurrentinformationregardingthestatusofanyparticularpolicy,procedureorpractice.NoindividualotherthanthePresidentofN.C.STURGEON,LPhastheauthoritytoenterintoanemploymentagreementoranyagreementthatmodifiescompanypolicy.AnysuchmodificationmustbeinwritingandmustbesignedbythePresidentofN.C.STURGEON,LP. AllemploymentatN.C.STURGEON,LPisatwill.AtwillmeansthatbothemployeesandN.C.STURGEON,LPhavetherighttoterminateemploymentatanytime,withorwithoutadvancenotice,andwithorwithoutcause.NooneotherthanthePresidentofN.C.STURGEON,LPhastheauthoritytoalterthisagreement,toenterintoanagreementforemploymentforaspecifiedperiodoftime,ortomakeanyagreementcontrarytothispolicy,andanysuchagreementmustbeinwritingandmustbesignedbythePresidentofN.C.STURGEON,LP. Descriptionsofvariousfringebenefits(suchasgroupinsurance)aresummariesonly.Shouldthedescriptionsinthishandbookdifferwithanyformalagreementordocumentinvolved,theformalagreementordocumentshallbeconsideredcorrect.Thepolicies,practicesanditsdescribedreplaceallearlierwrittenandunwrittenones.

_________________________________________ManagementPhilosophy

N.C.STURGEON,LPpledgestoitsemployeesthataslongastheaffairsofthiscompanyareinourhands,thefollowingprincipleswillgovernouractionswithemployees.

N.C.STURGEON,LPemployeesandtheirwelfareareveryimportanttothesuccessofourcompany.Ourlongrangeobjectiveisthecontinuousdevelopmentofagrowingandprosperingbusinessthroughwhichboththeemployeesandthecompanywillbenefit.Everyemployeeisconsideredamemberofourcompanyteam.Oursuccessasacompanyisbuiltontherecognitionoftheskillsandeffortsmadebyeachemployee.Itisourpolicytoworkwithallmembersofourteaminafairandfriendlymannerandtotreateachteammemberwithdignityandrespect.

ThemanagementofN.C.STURGEON,LPwillworkcontinuallyforthebenefitofourpresentandprospectivecustomersaswellasouremployeestoimprovethecompetitivepositionofourcompany.Thiswillenableustoprovideexcellentjobsforourteammembers.

Generalconditionssuchassafety,cleanliness,andemployeeaccommodationswillbeevaluatedperiodicallyforpossibleimprovementandwillalwayscomparefavorablywithgoodindustrypractice.Wewillbepleasedtomeetworkingconditions.

WewilldevoteourbestefforttoconductinganexpandingbusinesswithinwhichwillprevailsanatmosphereofharmonywithopportunityforallemployeesofN.C.STURGEON,LP.

ChuckSturgeon,PresidentN.C.Sturgeon,LP

SECTION1 EMPLOYMENTAPPLICATIONFOREMPLOYMENT

AllcandidatesforemploymentwithN.C.Sturgeon,LPmustfullycomplete,dateandsignthecompany’sstandardemploymentapplicationform.(Aresumewillnotbeacceptedinlieuofacompletedemploymentapplication.)Theapplicationformshouldbecompletedindetailandsignedbytheapplicanttoverifytheaccuracyandcompletenessofpreviousemploymentandpersonalinformation.

Thecompanymayinvestigateanyportionoftherequestedinformationandmaydenyorlaterterminatetheemploymentofanyonegivingfalse,misleading,orincompleteinformation.

Thecompletedemploymentapplicationformwillbemadepartofthepersonnelfileofthoseapplicantsacceptedforemployment. Anemploymentapplicationformcompletedbyanapplicantnotselectedforavailableopeningswillbemaintainedinanactivefileforaminimumoftwelve(12)monthsandreviewedassuitableopeningsoccur.

CONFIRMATIONOFPREVIOUSEMPLOYMENT

ItisthepolicyofN.C.Sturgeon,LPtorequestinformationfromaprospectiveemployee’spreviousemployer(s)inordertoobtaintheprospectiveemployee’sworkrecordasitpertainstohis/herapplicationforemployment.

COMPLIANCEINFORMATION

Inorderforthecompanytocomplywithfederalgovernmentregulationsregardingitspracticetoemploypeoplewithoutdiscrimination,itisnecessaryforthecompanytocompileandmaintaindetailedinformationoneachformalcandidateforemploymentandthosewhoarehired.

Thisinformationwillincludethecandidate’soremployee’ssex,race,andveteran’sstatusincludingserviceintheVietnamera.

IMMIGRATIONLAWCOMPLIANCE N.C.Sturgeon,LPiscommittedtoemployingU.S.citizensandalienswhoareauthorizedtoworkintheUnitedStatesandwillnotunlawfullydiscriminateonthebasisofcitizenshipornationalorigin.

AsaconditionofemploymentandincompliancewiththefederalImmigrationandReformControlAct(IRCA)of1986,eachnewemployeemustcompleteanEmploymentEligibilityVerificationform(FormI-9)andpresentdocumentsthatestablishidentityandemploymenteligibility.

Identitycanbeestablishedbyprovidingdocumentationsuchasacurrentstate-issueddriver’slicense,astateissuedidentificationcard,orsimilardocumentsuchasaschoolI.D.withphotograph,voter’sregistrationcard,ormilitaryservicerecord.

AnemploymenteligibilitydocumentisaSocialSecuritycard,abirthcertificate,oranimmigrationdocument.

Ifproperidentityandemploymenteligibilitydocumentsarenotprovided,anemployeewillnotbeallowedtocontinueemployment.

MEDICALEXAMINATION Tohelpensurethatemployeesareabletoperformtheirdutiessafely,medicalexaminationsmayberequired.

Forcertainpositionsorundercertaincircumstancesandafteranofferofemployment,amedicalexaminationmayberequired.Whenamedicalexaminationisrequested,themedicalexaminationwillbeconductedbyacompanyappointedphysicianatthecompany’sexpense.Employmentandassignmentwillbeconditionalpendingthereceiptofasatisfactoryphysician’sreport.

Currentemployeesmayalsoberequiredtoundergomedicalexaminations.Whennecessary,theseexamswillevaluateanemployee’sabilitytoperformtheessentialfunctionsofthepositionorneedforpossibleaccommodation.Suchexaminationswillbeconductedforallemployeesinthesamejobcategoryandwillbescheduledatreasonabletimesandintervals.Theexamswillbeconductedattheemployer’sexpense.

Anemployeewillnotbeallowedtocontinueemploymentwithoutprovidingproperidentificationdocuments.

DRUGTESTING

N.C.Sturgeon,LPiscommittedtoprovidingasafe,efficient,andproductiveenvironmentforallemployees;therefore,jobapplicantsandcurrentemployeesmaybeaskedtoprovidebodysubstancesamples(suchasurineand/orblood)todetermineillegaluseofdrugsoralcohol.Anyapplicantwhofailsthedrugtestwillnotbeacceptedforemployment.Anyemployeewhorefusestosubmittodrugtestingissubjecttodisciplinaryactionuptoandincludingterminationofemployment.

QuestionsconcerningthispolicyshouldbedirectedtoChuckSturgeon(orhissuccessor).

MOTORVEHICLERECORD(MVR)INQUIRY

Employeesmaybeexpectedtodrivecompanyvehiclesandmustprovidethecompanywithcurrentandacceptablemotorvehicledrivinginformation.Employmentand/orassignmentwillbeconditionalpendingthereceiptofasatisfactoryreportfromtheDepartmentofPublicSafety.

EQUALEMPLOYMENTOPPORTUNITYPOLICY

N.C.Sturgeon,LPwasbuiltuponteamworkandequalopportunity.Wewillcontinuetobesuccessfulwhenpeoplearetreatedfairlyandallowedtoadvanceandachievetheirfullpotential.Weareproudofthefactthatweextendequalemploymentopportunitiestoallqualifiedemployeesandapplicantsforemploymentwithoutregardtorace,color,religion,sex,age,nationalorigin,ordisability,whichifneedingaccommodation,maybereasonablyaccommodatedasrequiredbylaw.

Allphasesofemploymentincluding,butnotlimitedto,recruiting,hiring,selectionortraining,promotion,demotion,discipline,ratesofpayorothercompensation,transfer,layoff,termination,recalluseofallfacilities,andparticipationinallcompany-sponsoredactivities,willbeadministeredsoastofurthertheprincipleofequalemploymentopportunity.

AFFIRMATIVEACTIONPLAN

N.C.Sturgeon,LPshallcontinuetobasedecisionsonemploymentsoastofurthertheprinciplesofequalemploymentopportunitybyhiringandemployingqualified,reliable,productiveemployeeswithoutregardtorace,color,religion,sex,age,nationalorigin,veteran’sstatus,andmentalorphysicaldisability.Inordertoimplementthispolicy,thecompanyhasadoptedanaffirmativeactionprogram.

N.C.Sturgeon,LPwillcooperatewithfederal,state,orlocalgovernmentagenciesthathavetheresponsibilityofobservingouractualcompliancewithvariouslawsrelatingtoemployment.Thecompanywillfurnishsuchreports,records,andothermattersasrequestedinordertofostertheprogramofequalopportunityforallpersonsregardlessofrace,color,religion,sex,agenationalorigin,disabledorVietnamEraveteranstatus,orphysicalormentaldisability.

ThecompanyhasdesignatedPattiAres(orhersuccessor)asitsEqualEmploymentOpportunityOfficer.TheEqualEmploymentOpportunityOfficerisresponsibleforcoordinatingallaspectsoftheEqualOpportunityprocesstoassureofnon-discriminationandcompliancewithallapplicableordersandguidelines.Questionsand/orcomplaintsconcerningequalemploymentopportunityshouldbedirectedtothecompany’sEqualEmploymentOpportunityOfficer.

EMPLOYMENTPROVISIONSOFTHEAMERICANSWITHDISABILITIESACT(ADA)

TitleIoftheAmericanswithDisabilitiesActprohibitsdiscriminationinanytermsorconditionsofemploymentforqualifiedindividualswithadisability.

TheAmericanswithDisabilitiesActrequiresthatemploymentdecisionsbebasedontheabilityofapersontoperformtheessentialfunctionsofajobandnottheperson’sdisabilityorlimitations.

Further,itrequiresmanagementtoreasonablyaccommodateindividualswithdisabilitieswhennecessary.

TocomplywiththeemploymentprovisionsoftheAmericanswithDisabilitiesAct,N.C.Sturgeon,LPwill:

• Identifytheessentialfunctionsofajob• Determinewhetherapersonwithadisability,withorwithoutaccommodation,isqualifiedto

performtheduties• Determinewhetherareasonableaccommodationcanbemadeforaqualifiedindividual.

CATEGORIESOFEMPLOYEES

Employeesaredesignatedaseithernon-exemptorexemptfromfederalandstatewageandhourlaws.Non-exemptemployeesareentitlestoovertimepayunderspecificprovisionsoffederalandstatelaws.Exemptemployeesareexcludedfromspecificprovisionsoffederalandstatewageandhourlawsanddonotreceiveovertimepay.

Inadditiontothenon-exemptorexemptclassification,employeesaredividedintothefollowingcategoriesforthepurposeofcompensationandbenefiteligibility.Companypoliciesapplytoallcategoriesofemployees

FULL-TIMEEmployeeshiredfulltime(40hoursormore)onafullworkweekbasisforacontinuousandindefiniteperiodoftimeareconsideredfull-timeemployeesforallcompensationandbenefitpurposes.PART-TIMEEmployeeswhoseworkscheduleislessthanfull-time(lessthan40hours)onafullworkweekbasisforacontinuousandindefiniteperiodareconsideredpart-timeemployeesforallcompensationandbenefitpurposes.Part-timeemployeesareeligibleforsomebenefitsbyspecificreferenceonly.TEMPORARYEmployeeshiredastemporaryreplacementforfull-timeorpart-timeemployees,orforshortperiodsofemploymentsuchassummermonths,peakperiods,andvacationsareconsideredtemporaryemployees.Temporaryemployeesarenoteligibleforbenefitsregardlessofthenumberofhoursorweeksworked.

BENEFITELIGIBILITY

Theterm“eligibleemployee(s)”usedinSection3Benefitsofthishandbookreferstofull-timeemployee(s)unlessotherwisedesignated.Eachemployeewillbeadvisedofthestatusofhis/herpositionwhenhe/sheishired.

• Full-timeemployeesareentitledtothebenefitsstatedinthishandbookprovidedtheyqualifyforeachindividualbenefit.

• Part-timeemployeesareentitledtothoseemployeebenefitsspecificallydesignated.• Temporaryemployeesarenoteligibleforbenefits.

ORIENTATION Followingtheacceptanceofemployment,theSupervisorwilldiscussjobdutiesandareasofresponsibilitywithanewemployee.Companypoliciesandprocedureswillalsobereviewed.AcopyoftheInformationHandbookforEmployeeswillbeavailableforthenewemployeetoreadandreview.

Afterreviewingthehandbook,theemployeemustsignastatementacknowledginghis/herunderstandingoftheinformationcontainedintheInformationHandbookforEmployees.ThisstatementmustbewitnessedbyanysalaryemployeeofN.C.SturgeonandmustbereturnedtotheHomeOfficewithinseven(7)daysofcommencementofemployment.Thissigned/witnessedcopyofthestatementwillbecomepartoftheemployee’spersonnelfile.

AcopyoftheInformationHandbookforEmployeeswillbeavailableforfuturereferenceforallemployees.

EVALUATIONPERIOD

Duringthefirstthirty(30)daysofemployment,N.C.Sturgeon,LPandeachnewemployeearegivenanopportunitytoevaluatewhethertheemploymentrelationshipshouldcontinue.

Beforetheendofthisthirty(30)dayperiod,theemployee’sperformancewillbeevaluated.Anemployeewhosatisfactorilycompletestheevaluationperiodwillbenotifiedbyhis/hersupervisorofhis/heremploymentstatus.

Duringtheevaluationperiod,anemployeemayvoluntarilyterminateemploymentwithoutnotice,oriftheperformanceoftheemployeeisnotsatisfactoryasdeterminedbyN.C.Sturgeon,LP,theemployeemaybereleasedwithorwithoutnotice.

Thecompletionoftheevaluationperiodshouldnotbeconsideredasaguaranteeofpermanentemployment.N.C.Sturgeon,LPevaluatesemployeesonacontinuingbasisandreservestherighttoterminateanemployeeatanytimeduringoraftertheevaluationperiod.

PAYROLLINFORMATION

Followingtheacceptanceofemployment,eachnewemployeewillbegivenfederalandstatetaxforms(alongwithinsuranceforms)tocomplete.Thecompletedforms,theemploymentapplicationform,andinformationregardingstartingpay,startingdateandanyotherpayorbenefitinformationwillbeforwardedtotheHomeOffice.

CONTINUOUSSERVICEDATE

Sothatthecompanycanmaintainarecordofthebenefitsforeachemployee,acontinuousservicedatewillbeestablishedforeachfull-timeemployee.Thecontinuousservicedatewillbetheemployee’sfirstdayofemploymentandwillcontinueuninterruptedaslongashe/sheremainsafull-timeemployeeofN.C.Sturgeon,LP.

IDENTIFICATION

Someprojectsrequirespecialidentificationbadgesand/orcardsforN.C.Sturgeon,LPemployees.Employeeswillbeprovidedwithidentificationbadgesand/orcardswhentheyarenecessary.

EMPLOYMENTOFRELATIVES

Thecompanydiscouragestheemploymentofcloserelativesbecauseitisnotconsideredsoundbusinesspractice.However,undercertainconditions,managementmaywaivethispolicyinfavorofemployingcloserelativeswithintheorganization.

Forthepurposeofthispolicy,arelativeisanypersonwhoisrelatedbybloodormarriageorwhoserelationshipwiththeemployeeissimilartothatofpersonswhoarerelatedbybloodormarriage.

EMPLOYMENTOFMINORS

Thefollowingprovisionsapplywithrespecttothecompany’semploymentagerequirements:

• ThecompanywillfullycomplywiththeChildLaborprovisionsoftheFairLaborStandardsActandapplicablestatestatutes,whichgoverntheemploymentofminors.

• Forpurposeofinsurancerisk,itisthecompany’spolicytodiscouragetheemploymentofindividualsyoungerthanage18inanypositionwiththecompany.Inanycaseinvolvingthehireofapersonundertheageof18,awrittenreleasemustbesecuredfromaparent/guardianinadvanceoftheperson’sstartdate.

• Shouldthecompanyhaveanyreasontoquestionwhetheranindividualapplicantisunderage18;theapplicantmayberequiredtofurnishproofofbirthdate.

EMPLOYEEINFORMATION

Employeesareaskedtohelpkeepthecompanyinformedaboutanymajorchangethatmayaffecttheiremploymentstatus.Eachemployeeisresponsibleforpromptlynotifyingthecompanyofimportantchangesinpersonneldata.Personneldatashouldbecurrentandaccurateatalltimesandanychangeofthefollowingshouldbereportedtoyoursupervisor.

• Name• Address• Hometelephonenumber• Maritalstatus• Numberofdependents• Emergencytelephonenumbersandwhomtonotifyincaseofemergency• Changeofbeneficiary• Drivingrecord• Authorizedpayrolldeductions• Additionaleducationandspecialtrainingcourses

PERSONNELFILES

N.C.Sturgeon,LPwillmaintainafileoneachemployee.Anemployee’spersonnelfilebeginswithhis/hercompletedemploymentapplicationform.Fromtimetotimevariousinformationwillbeaddedtothispersonnelfileregardinganindividual’semploymentstatuswiththecompany.PersonnelfilesarethepropertyofN.C.Sturgeon,LPandwillbetreatedthesameasanyotherconfidentialcompanyinformation.

• Thefollowingprovisionsapplywithrespecttothecompany’sstandardsforestablishing,maintaining,andhandlingemployeepersonnelfiles.

• AllofficialrecordsconcerninganemployeewillbekeptuptodateinsofaraspossibleandallemployeesshallpromptlyreportallpertinentpersonalinformationanddatachangestotheHomeOffice

• Employeeswillbepermittedtoreviewtheirpersonnelfilesaspermittedbyapplicablelaws.• Informationregardingthemedicalconditionorhistoryofanemployeewillbekeptinaseparate

filewithrestrictedaccess.• Thepersonnelfileofanemployeeterminatingemploymentwillbemaintainedinaccordance

withapplicablestateandfederallaws.

CONTENTSOFPERSONNELFILES

Employeepersonnelfilesmayincludethefollowing:

a) Originalemploymentapplicationb) EmploymentEligibilityVerification(FormI-9)c) Performingappraisalreportsd) Disciplinaryactionnoticese) SpecialCommendationinformationf) Educationalachievementrecordsg) Statuschangesaffectingemployee’sworkandsalaryhistoryh) Employee’sresume(ifsubmitted)i) Signed/WitnessedcopyoftheAcknowledgementofReceiptandUnderstandingj) OtherrelevantdocumentsasdeterminedbythePersonnelDepartment

EMPLOYEE’SREQUESTFORREVIEWOFPERSONNELFILE

Thefollowingprovisionsapplywithrespecttoanemployee’srequesttoreviewhis/herpersonnelfile:

• ThePersonnelDepartmentwillhavetheresponsibilityofcoordinatingthereviewofanemployee’spersonnelfilewiththeemployee’simmediatesupervisor.

• AmemberofthePersonneldepartmentstaffmustbepresentwhiletheemployeereviewshis/herpersonnelfile.

• Theemployeemaytakenotes,butmaynotremove,deface,orotherwisemakenotationsonthedocumentsinhis/herpersonnelfile.

• Uponrequestfromtheemployee,thecompanymayprovideacopyofanyitem(s)intheemployee’spersonnelfile.

MANAGEMENT’SREVIEWOFPERSONNELFILES

Allinformationinemployeepersonnelfilesisconsideredconfidential.ThisinformationwillonlybeavailabletothePersonnelDepartment,theemployee,seniormanagementpersonnel,andsupervisorsormanagerswhoareresponsiblefortheemployee.Anyviolationofthispolicyisconsideredaveryseriousoffense.

Oneexceptionwillbeinatransfersituationwherethesupervisorofthedepartmenttowhichanemployeemaybetransferredwillbeallowedtoreviewtheemployee’sfilewithapprovalofthePersonnelDepartmentandtheemployee’simmediatesupervisor.

SECTION2 WORKINGHOURSANDPAYWORKINGHOURS

Thecompany’snormalworkweekbeginsat8:00a.m.Mondayandendsat5:00p.m.Friday;(however,regularworkinghoursmayvarydependingontheparticularjob,department,shift,orworkingconditions).Regularworkinghoursareasfollows:

Office 8:00a.m.to5:00p.m.daily (Monday–Friday) Witha1hourlunchbreak Field 7:30a.m.to4:00p.m.daily (Monday-Friday) Witha½hourlunchbreak Other _________a.m.to___________p.m.daily (__________-______________) Witha_____hourlunch/break Eachemployeeisexpectedtocompleteanormalworkdayandworkweekandworkwhateverreasonableadditionalhoursarerequiredtomeetcompanyneeds.

Supervisorswillinformemployeesofscheduledbreakand/orlunchperiods.Employeesareexpectedbackattheirworkstationreadytostartworkattheendofeachscheduledbreakand/orlunchperiod.Ifovertimeisrequired,employeeswillbeexpectedtoworkanyadditionaltimenecessary.

OVERTIME

Employeesmaybescheduledtoworkovertimewhenoperatingrequirementsorotherneedscannotbemetduringregularworkinghours.Wheneverpossible,advancenotificationwillbeprovided.Ifdeterminednecessary,overtimeworkwillbeauthorizedbymanagementbeyondanemployee’sstandardworkweek.Non-exempthourly-paidemployeeswillbepaidovertimecompensationinaccordancewithfederalandstatewageandhourprovisions.Overtimepayisbasedonactualhoursworked.Timeoffforvacationleave,sickleave,acompany-observedholidayoranyleaveofabsencewillnotbeconsideredashoursworkedwhencomputingovertime.

Anyemployeewhofailstoworkscheduledovertimeorworksovertimewithoutpriorauthorizationfrommanagementwillbesubjecttodisciplinaryactionuptoandincludingterminationofemployment.

PREMIUMTIME

Hourlyemployeesrequiredtoworkontheirregularlyscheduledday(s)offwillbepaidoneandonehalf(1½)theirregularrateofpayregardlessofthenumberofhoursworkedintheworkweek.Premiumtimemustbeapprovedbyprojectsuperintendentpriortocommencementofpremiumtime.Allpremiumtimemustbeverifiedby“clockingin”ontimeclock.

REPORT-INPAY

Intheeventanemployeeistoldtoreportforworkandweatherorothercircumstancespreventsworkthatday,theemployeewillbepaidforone-hourshorttime.

PAYPERIODANDPAYMENT

Thepayperiodis: HourlyEmployees-------------------Weekly SalaryEmployees--------------------Semi-Monthly

1. HourlypersonnelarenormallypaidonThursdayforworkperformedMondaythroughSundayofthepreviousweek.

2. Salarypersonnelarenormallypaidonthe15thofthemonthforworkperformedthe1stthroughthe15thofthecurrentmonthandonthelastforworkperformedthe16ththroughthelastdayofthecurrentmonth.

PAYRATESCHEDULE(NON-EXEMPT)

Thecompanyhasestablishedcertainpayrateschedulesfornon-exemptemployeesbasedupontheworkclassifications.Thelengthoftimeinaclassificationisageneralguidelineonlyandbeingemployedbythecompanyforanyparticularperiodoftimedoesnotnecessarilymeanautomaticpromotion.

WORKCLASSIFICATIONS

A. AsagreedinInterviewThecompanyalsousesgeneralguidelinesforlevelsofqualification.Therateschedulewillbeexplainedtoanewemployeeatthetimeofhiring.

RECORDINGTIMEWORKED

Governmentregulationsrequirethatthecompanykeepanaccuraterecordoftimeworkedbyemployeesinordertocalculatepaybenefits.

Non-exemptemployeesarerequiredtopunchinwhentheyreporttoworkandpunchoutwhentheyfinish.Theymustalsopunchinandpunchoutatlunchtime.

TimecardswillbemaintainedbySupervisorsforthoseemployeesunderhis/herresponsibility.

Itistheemployee’sresponsibilitytosignhis/hertimerecordtocertifytheaccuracyofalltimerecordedbeforesubmittingitforprocessing.Inaddition,ifcorrectionsormodificationsaremadetothetimerecord,boththeemployeeandSupervisorsmustverifytheaccuracyofthechangebyinitialingthetimerecord.

Itisaviolationofcompanypolicyforoneemployeetopunchanotheremployee’stimecard,toalteranotheremployee’stimecardoralterhis/herowntimecardwithoutpermission.

Ifanemployeehasaquestionconcerninghis/hertimecard,he/sheshoulddiscussthematterwithhis/herSupervisor.

Premiumtimewillnotbeconsideredunlessverifiedbytimeclock(filledoutbyhandbyemployeewillbedenied).

ATTENDANCE

Regularandon-timeattendanceisexpectedforefficientoperationsatN.C.Sturgeon,LP.Excessiveabsenteeismandtardinessisnotonlyinconvenientbutalsocausescostlyproblems.Whileitisrecognizedthatanoccasionalillnessorextenuatingpersonalreasonmaycauseunavoidableabsencefromworkortardiness,regularon-timeattendanceisrequiredforcontinuedemployment.

Employeesareexpectedtopersonallymaketheefforttonotifythecompanyofanyabsenceortardiness.Employeesshouldcontacthis/hersupervisordirectlytoreportanyabsenceorlatenesspriortotheirstartingtimesothatarrangementsmaybemadetoalterthedistributionofworkifnecessary.

IftheSupervisorisnotavailable,thentheemployeeshouldnotifyhis/herForemanoftheabsenceorlateness.

Anyemployeewhofailstomaintainanacceptableattendancerecordwillbesubjecttodisciplinaryaction.Unexcusedabsenceortardinesswillaffectfuturepromotionsand/orraises.

Ifanyemployeeisabsentfromworkfortwo(2)consecutivedayswithoutinforminghis/herSupervisor,itwillbeassumedthattheemployeeresignedandemploymentwillbeterminatedasofthelastdayworkedbytheemployee.

UNEXCUSEDABSENCE

TheFollowingaredescriptionsofdisciplinaryactionsthatwillresultfromunexcusedabsence:

1stOffense-------------------------Verbalreprimandswithwrittennoticetoemployeefile 2ndOffense------------------------Writtennotice(copytoemployee’spersonnelfile) 3rdOffense-------------------------Termination

TARDINESS

Tardinessappliestoreturningfromlunchand/orbreakperiodsaswellasthebeginningoftheworkday.Thefollowingdescribesthedisciplinaryactionsthatwillresultfromtardiness.

1stOffense-----------------------Verbalreprimandswithwrittennoticetoemployeefile 2ndOffense----------------------Verbalreprimandswithwrittennoticetoemployeefile 3rdOffense-----------------------Suspensionforupto5workingdayswithoutpay 4thOffense-----------------------Suspensionfor10workingdayswithoutpayuptotermination

FAMILYEMERGENCY

IntheeventthePersonnelDepartmentorHomeOfficereceiveswordofanemergencyrelatedtoamemberofanemployee’sfamily,theemployeewillbenotifiedassoonaspossible.Shouldtheemployeebeatalocationawayfromhis/hernormalworkplace,arrangementswillbemadetocontacttheemployee,andifnecessary,arrangefortheemployeetoreturnhomeimmediately.

SEVEREWEATHERCONDITIONS

Occasionallysevereweatheroremergencysituations(suchasfires,powerfailure,floodingorearthquakes)candisruptcompanyoperationsandcircumstancesmaynecessitateearlyclosing,lateopening,orcancellationofwork.Adeterminationonopeningorclosingwillbemadeatthediscretionofseniormanagement.Intheeventanemergencyoccursduringnon-workinghours,localradioand/ortelevisionstationswillbeaskedtobroadcastnotificationoftheclosingorlateopening.

Unlessotherwisenotified,employeesareexpectedtobeatworkontime.Ifanemployeearriveslate,leavesearly,orotherwisealtershis/hernormalworkschedulewithoutpriorapprovalfrommanagement,he/shewillbeexpectedtomakeupthistime.

PERFORMANCEEVALUATIONS

Performanceofemployeeswillbeevaluatedperiodicallybymanagement.Theevaluationconsistsofapersonalinterviewduringwhichanemployee’sstrengthsandweaknessesarediscussedandevaluatedandrecommendationsforimprovementsaremade.Theseinterviewsalsoidentifytheshortandlong-rangegoalsofemployeesanddeterminehowtheyinterrelatewiththecompany’spurposeandobjective.

Anyrecommendationsforpromotion,achangeofduties,oranincreaseinpaymustbeapprovedbythePersonnelDepartmentbeforeanychangetakeeffect.Aperformanceevaluationdoesnotnecessarilymeanachangeinpayorduties.

ADVANCEMENT

N.C.Sturgeon,LPbelievesinpromotingfromwithinthecompany.Wewantemployeestohavetheopportunityforpromotiontohigherpayingpositionswithinthecompany.Apromotionwillbebasedonsuchfactorsasqualityandquantityofwork,priorjobperformance,experience,educationalbackground,attendancerecord,safetyrecord,andtheabilitytoworkwellwithothers.

Wereservetherighttolookoutsidetheorganizationifwefeelthatanemployeewiththebestqualificationscannotbefoundwithintheorganization.

PAYROLLDEDUCTIONSFROMGROSSPAY

Thecompanywillmakearrangementsforpayrolldeductionsforthefollowing:

• Federal,State,andLocalincometax• SocialSecuritytaxes• Pastduetaxes• Garnishments(includingchildsupport)orothercourtorderedwagedeductions• Employee’sportionofgroupinsurancepremiums• Employee’sportionofgroupinsurancepremiumsforcoverageoneligibledependents• Uniforms-ifapplicable• Loss,damage,ordestructionofcompanyproperty• 401(K)RetirementSavingsPlancontributions• Charitablecontributions

Anydeductions(otherthanstatutorydeductions)mustbeauthorizedbytheemployee.Nootherdeductionswillbemadeunlessspecificallyauthorizedinwritingbytheemployee.Alldeductionswillbeitemizedontheemployee’spaycheckstub.Questionsregardingpayrolldeductionsshouldbedirectedtohis/hersupervisor.

ERRORINPAY

Thecompanytakesprecautionstoensurethatemployeesarepaidcorrectly;however,ifanerrordoesoccur,theemployeeshouldnotifythePayrollClerk.Thecompanywillmakeeveryattempttoadjusttheerrornolaterthantheemployee’snextregularpayperiod.

GARNISHMENTOFEMPLOYEEWAGES

Garnishmentsarecourtordersrequiringanemployertowithholdspecifiedamountsfromanemployee’swagesforpaymentofadebtownedbytheemployeetoathirdparty.Statelawrequiresthecompanytohonorgarnishmentsofemployeewages(includingchildsupport)asacourtorotherlegaljudgmentmayinstruct.Thelawalsoprovidesforanadministrativefeetobechargedwhenagarnishmentoccurs.

SEVERANCEPAY

ItisthepolicyofN.C.Sturgeon,LPtoprovideseverancepaytofull-timeemployeeswhoseemploymentisterminatedforreasonsthatarenotunfavorabletoN.C.Sturgeon,LPasdeterminedbythecompanyinitssolediscretion.

Specificallyexcludedfrombenefitsunderthisprovisionwouldbeanemployeewhowashiredasatemporaryemployeeforaspecifiedperiodoftimeoronewhowasofferedbutrefusedtoacceptanothersuitablepositionwiththecompany.

ADVANCESANDLOANS

Itisacknowledgedthatemergencysituationscanarisethatnecessitateemployeerequestsforpayadvancesorloans.Anyemployeerequestingsuchassistanceshouldsubmitawrittenrequesttohis/herSupervisorindicatingthenatureoftheemergencyinvolved.Therequestwillbeevaluatedandadeterminationwillbemadeastowhetheranadvanceorloancanbegranted.Noloanwillbegrantedifapreviousloanwasmadewithin12months.Interestwillbechargedonallloans.

SECTION3 BENEFITS

Thecompanyprovidesawell-balancedprogramofbenefitsdesignedtomeettheneedsofemployeesandprovideprotectionfromfinancialhardship.Thesebenefitswillbereviewedperiodicallytoassurethattheykeeppacewithareapractice.

Theinformationcontainedinthishandbookregardingemployeebenefitsisnotacontracttoprovidethesebenefitstoanyemployee.Theeligibilityrequirementsofthesebenefitsaredescribedinthesummaryplan,documentsand/orbenefitbooklets.Full-timeemployeesareeligibleforbenefitsprovidedbythecompanyiftheymeetspecificrequirements.

VACATIONELGIBILITY(SALARY)

Thecompanyrecognizesthatemployeesneedascheduledtimeawayfromnormalworkdutiesfortheirpersonalwell-being.Thecompanygrantsannualvacationwithpaytosalariedemployeeswhomeettherequirements.Inadditiontothefollowingschedule,eachemployeeshallreceiveone(1)shoppingdayineitherNovemberorDecemberasadditionalvacationday.

LengthofContinuousService EligibleVacation1year………………………………………………………………………………………………….5days2years………………………………………………………………………………………………10days3years………………………………………………………………………………………………11days4years………………………………………………………………………………………………12days5years………………………………………………………………………………………………13days6years………………………………………………………………………………………………14days7-10years…………………………………………………………………………………………15days20yearsormore………………………………………………………………………………20days

Thetermsofthebenefitplansdescribedaresubjecttochangeatanytimebytheinsurer(s)orN.C.Sturgeon,LP.

(HOURLY) Hourlyemployeesareentitledtoworkandbecompensatedforovertimeatarateof1.5time’sregularpay.Salariedemployeesdonothavethisprivilege.Therefore,full-timehourlyworkersareentitledtoatotaloffive(5)daysofpaidvacationafteronefullyearoffull-timeemployment.Yearsofserviceafterthefirstyeardonotincreasetheamountofvacationtimeforhourlyworkers.Otherthantheabove,allvacationbenefitsarethesameforhourlyworkersasforsalaryworkers.

VACATIONSCHEDULES

Vacationrequestsmustbemadeatleasttwoweekspriortothedesiredvacationtime.Vacationmaybetakenatanytimeduringtheyearaftereligibilitywiththefollowingprovisions:

• Employeesareexpectedtotaketheirpaidvacationtimeasameansofrestanddiversionforthemselvesandtheirfamilies.

• VacationmustbeapprovedinadvancebySupervisororForeman.• Unusedvacationtimemaynotbecarriedoverintothenextvacationyear.• Ifvacationsarenottakenbyanniversarydateeachyear,theyareforfeited.• Vacationtimemustbetakeninminimumincrementsofoneday.• Aholidayobservedbythecompanythatfallsduringthevacationperiodwouldbeconsideredas

apaidholidayandnotvacationtime.Thisdayofvacationmaybetakenatanothertimeasapproved.

• Anemployeemustworktheregularlyscheduledworkdaysbeforeandafterthepaidvacationperiodinordertobeeligibletoreceivevacationpay.

• Jobrequirementswillalwayshaveprecedenceovervacationschedule.• Lengthofservicewillbeconsideredintheeventaconflictofvacationschedulearises.

VACATIONPAY

Thefollowingprovisionsapplywithregardtovacationpay:

• Payforvacationtimewillbeattheemployee’sregularrateofpay.• Paidvacationtimewillnotbeconsideredastimeworkedforthepurposeofcomputing

overtime.• Payinlieuofunusedvacationwillnotbeallowed.

OBSERVEDHOLIDAYS

Thecompanynormallyrecognizedthefollowingpaid(MeaningSalariedWorkers)holidays;however,thecompanymaydecidetoworkonaholidaydependinguponjobrequirements.

NewYear’sDayGoodFridayMemorialDay

IndependenceDayThanksgivingDay

DayafterThanksgivingDayChristmasDay

Thefollowingprovisionsapplywithregardtoholidaysobservedthecompany:

• ArecognizedholidaythatfallsonaSaturdaywillbeobservedontheproceedingFriday.ArecognizedholidaythatfallsonaSundaywillbeobservedonthefollowingMonday.

• WhenarecognizedholidayfallsonaSaturdayorSunday,itsobservancewillbeatmanagement’sdiscretion.

• Anemployeemustalsoworktheregularlyscheduledworkdaysbeforeandafteraholidaytobeeligibleforholidaypay.

• Paidholidaytimewillnotbeconsideredastimeworkedforthepurposeofcomputingovertime.

GROUPHEALTHINSURANCE

Grouphealthinsuranceisavailabletoallfull-timeemployees.Coveragewillbecomeeffectiveonthefirstofthemonthfollowing30daysofcontinuousemployment.

Atthepresenttime,thecompanypays50%towardsthecostofpremiumsorclaimsinthecaseofasemi-selfinsuredpolicyforcoverageonemployeesand0.0%towardsthecostofcoverageontheireligibledependents.Employeeswhowanttoincludecoverageontheireligibledependentsmaydosobyindicatingthischoiceonthegrouphealthinsuranceenrollmentform.

Ashealthcarecostscontinuetorise,thecompanywillattempttoprovidesuitablehealthcoveragetoitsemployees.However,whennecessary,thecompanyreservestherighttochangetheportionpaidbyemployeesforhealthinsurancepremiumsortodiscontinuethehealthinsuranceprogramforaraiseofequalvalue.

Ifanemployeepreviouslycoveredbythecompany’sgrouphealthinsuranceplanislaidoffbecauseoftemporarylackofworkorillnessandisrehiredwithin(3)monthsofthelayoff,theemployeewillbecomeeligibletoparticipateinthecompany’sgrouphealthinsurancecarrier.

Theinsurancecarrierwillprovideeligibleemployeeswithadetailedsummaryoftheinsurancecoverageprovided.

CONTINUATIONOFGROUPHEALTHINSURANCE(COBRA)

N.C.Sturgeon,LPwillcomplywithfederalregulationsrelatingtotheConsolidatedOmnibusBudgetReconciliationActof1985(COBRA),whichisdesignedtoprovideemployeesandeligibledependentswiththeopportunitytocontinuehealthinsurancecoverageatgroupratesincertaininstancesinwhichcoveragewouldotherwisecease.Thepremiumforthiscoverageisthesoleresponsibilityoftheemployeeordependent.FurtherinformationmaybeobtainedfromPattiAres(orherSuccessor).

GROUPLIFEINSURANCE

Grouplifeinsuranceisavailabletoallfull-timeemployees.Theemployeepayspremiumsforgrouplifeinsurance.Thiscoveragebecomeseffectiveatthesametimeasthegrouphealthinsurance.Informationwillbeprovidedtogetherwiththegrouphealthinsurancebooklet.QuestionsregardinggrouplifeinsuranceshouldbedirectedtothePattiAres(orhersuccessor).

401(K)RETIREMENTSAVINGSPLAN

Thisprogramenablesemployeestosaveforretirementonapre-taxbasis.Employeesmayelecttodeferfrom2%to12%oftheirpay.Employeesareeligibletoparticipateinthe401(K)RetirementSavingsPlanfollowingoneyearofcontinuousserviceandmayenterthePlanineitherJanuaryorJune.

Thecompanymatchesemployeecontributionsinthefirstyearofemployment50%upto$1,000.Aftercompletingoneyearofservice(atleast1900hoursworked)andbeginningonthefirstmonthfollowingtheiremploymentanniversarydate,employeesareeligibleformatchingcompanycontributions.

Employeecontributionsare100%vestedimmediately.Allmatchingcompanycontributionsaddedtoanemployee’s401(K)accountsarevestedaccordingtothefollowingschedule:

YearsofParticipationinthePlan VestingSchedule Lessthan0-1year……………………………………………………………………………0% Atleast2years………………………………………………………………………………20% Atleast3years………………………………………………………………………………40% Atleast4years………………………………………………………………………………60% Atleast5years………………………………………………………………………………80% 6ormoreyears…………………………………………………………………………….100%

EDUCATIONALASSISTANCE

Thecompanyencouragesallfull-timeemployeestobemoreeffectiveonthejobandtoincreasetheircareerpotentialwithinthecompanybyvoluntaryparticipationinjob-relatedclasses,continuingeducationprogramsand/orprofessionalseminarsoutsideregularworkinghours.Thecompanyfeelsemployeedevelopmentisadvantageoustoboththecompanyandtheemployee.

Withpriorapprovalfrommanagement,thecompanywillreimburseapercentagetoeligibleemployeeswithoneormoreyearsofcontinuousserviceforthecostofjobrelatedclasses/seminars(upto$300.00inacalendaryear)uponsuccessfulcompletionaccordingtothefollowingschedule:

FinalGrade EligibleReimbursement A………………………………………………………………………..100% B…………………………………………………………………………80% C…………………………………………………………………………60% D…………………………………………………………………………40% F………………………………………………………………………….0% Ifanemployeeattendsajob-relatedclass/seminarthatrequiresanovernightstay,reimbursementforlodgingand/ormealexpenseswillbemadeaccordingtopreviouslyestablishedguidelines.ReceiptsalongwithaproperlycompletedExpenseReportarerequiredatthetimethereimbursementisrequested.

Anycosttoattendaseminarwillbepaiddirectlybythecompanybeforetheemployeeattends.Iftheemployeefailstoattendaseminar,thecosttoattendtheseminaroranycancellationfeeincurredwillbeattheexpenseoftheemployee.

Employeesrequestingeducationalassistantmustcomplywiththefollowingconditions:

• TheemployeemustsubmitawrittenrequestforeducationalassistancetothePresidentlistingthenameoftheschool,adescriptionofthecourse,tuitioncost,scheduledtime,andwhetherornottheemployeeisworkingtowardadegree.

• Theemployeemustbeemployedfulltimebythecompanyatthetimethereimbursementispaid.

• Uponsuccessfulcompletionofthecourse,theemployeemustsubmitallreceiptsforbooks,tuition,studentfees,etc.,alongwithacopyofthefinalgradereceivedtoPersonnelforreviewbeforereimbursementispaid.

• Reimbursementforeducationalassistancewillnotbemadeifthecourseisdropped,failed,orinanywaynotcompleted,oriftheemployeeceasestobeemployedbythecompanyforanyreason.

• Reimbursementwillnotbemadebythecompanyiftheemployeeisreceivingpaymentforcourse(s)grantorscholarshipfromothersources,forexample,theG.I.bill.

• FinalapprovalforalleducationalassistancewillbegivenbyChuckSturgeon(orhissuccessor).

• AnyspecialcasesorsituationsnotlistedabovewillbeatthediscretionofChuckSturgeon(orhissuccessor).

JURY/WITNESSDUTY

Whenanemployeeisrequiredtoserveasajurororissubpoenaedtoserveasawitness(oncompanybusiness),timeoffuptofivedayswithpaywillbegrantedasfollows:

• TheemployeemustnotifythePersonnelDepartmentuponreceiptofasummonsorsubpoenasothatarrangementscanbemadetoaccommodatetheemployee’sabsence.

• Adocumentfromthecourt,whichshowsthetimespentbytheemployeeandtheamountpaidtotheemployee,mustbesubmittedtothePersonnelDepartment.

• Thecompanywillpaythedifferencebetweenwhatthecourtpaystheemployeeandtheemployee’sregularrateofpay.

• Verificationofanemployeebeingseatedonajury,beingdetainedinajurypool,orsubpoenaedasawitnessisrequired.

• Anemployeewhoissubpoenaedtoserve,asawitnessforreasonsnotrelatedtocompanybusinessmustuseearnedvacationtime.

• Ifthecourtdismissesthejuryearly,theemployeeisexpectedtoreturntoworkassoonaspossible(andcompletearegularworkdaycomprisedofcivictimeandtimeonthejob).

• Shouldtheemployee’sworkdutieswiththecompanybevitaltoitsoperation,thecompanymayaskthecourttoexcusetheemployeefromjuryduty.

VOTING

Thecompanyencouragesitsemployeestovoteineveryelectionanduptoonehourwithpaywillbeprovidedforvoting.EmployeesshouldrequesttimeofftovotefromPersonnelatleastfive(5)workingdayspriortotheElectionDay.Advancenoticeisrequiredsothatarrangementscanbemadetoalterthedistributionofworkifnecessary.

FUNERALLEAVE

Intheeventofadeathinanemployee’simmediatefamily,theemployeewillbealloweduptofivedaysoffwithoutpayinordertoassistwitharrangementsortoattendthefuneralaccordingtothefollowingschedule.Specialconsiderationwillalsobegivenintheeventofadeathofanyotherpersonwhoseassociationwiththeemployeewassimilarasclosefamilyfriend,afosterchild,orsignificantother.

FamilyMember TimeOffAllowed Spouse………………………………………………………………………………………….5days Parent/Stepparent……………………………………………………………………….5days Child/Stepchild……………………………………………………………………………..5days Brother/Stepbrother/Sister/Stepsister…………………………………………5days Grandparent…………………………………………………………………………………2days Grandchild…………………………………………………………………………………….2days Mother-in-Law/Father-in-Law………………………………………………………1day Son-in-Law/Daughter-in-Law………………………………………………………..1day Brother-in-Law/Sister-in-Law………………………………………………………..1day Ifadditionaltimeisnecessary,vacationtimemaybeusedprovidedtheemployeeiseligibleforvacationtime.

EmployeeswhomusttaketimeoffduetothedeathofanimmediatefamilymembershouldnotifythePersonnelDepartmentimmediately.Ifpropernotificationisnotgiventheemployeewillnotbepaidforthefuneralleave.

Paymentwillnotbemadeunderthispolicywhenadeathoccursduringanemployee’svacation,leaveofabsence,andlayofforatatimewhenanemployeereceivesholidaypay.

Thecompanyreservestherighttorequestsubstantiationofanydeathinanemployee’simmediatefamilyand/orconfirmationofanemployee’sattendanceatafuneral.

SICKLEAVE

Thecompanyallowsemployeesfivedaysunpaidsickleaveperyear.Thefollowingprovisionsapply:

• Uponcompletionofoneyearofcontinuousemployment,eligibleemployeescanrequestuseofsickleave.

• Sickleavebenefitsarecalculatedonthebasisofabenefityear(thetwelve(12)monthperiodthatbeginswhentheemployeestartstoearnsickleavebenefits).

• Eligibleemployeeswillaccruesickleaveattherateoffive(5)daysperyear.• Sickleavewillbecalculatedbasedontheemployee’sbaserateofpayatthetimeofthe

absenceandwillnotincludeanyspecialformsofcompensationsuchasincentives,commissions,bonuses,orshiftdifferentials.

• Sickleavedaysmaynotbeallowedtoaccumulate.• Sickleavemayonlybeusedforanabsenceduetotheeligibleemployee’sownillnessor

injury.• Sickleavebenefitsareintendedtoprovideincomeintheeventofillnessorinjuryand

maynotbeusedforanyotherabsence.• Paidsicktimewillnotbeconsideredastimeworkedforthepurposeofcomputing

overtime.• Unusedsickleavewillnotbepaidtoemployeeswhiletheyareemployedorupon

terminationofemployment.• Theemployeemustcontacthis/herSupervisorwhenhe/shecannotreporttowork

beforethestartofhis/herscheduledworkday.Untilmedicalcertificationisreceived,thisshouldbedoneeverydaypriortotheemployee’snormalstarttimesothatnecessaryarrangementsmaybemadetoredistributework.

• Thecompanyreservestherighttorequestanexplanatorynotefromtheemployee’sphysicianshouldanabsenceextendbeyondthree(3)consecutiveworkingdaysduetoanib-job-relatedillnessorinjury.

MEDICALABSENCES

Thecompanyreservestherighttorequestanexplanatorynotefromtheemployee’sphysicianshouldanabsenceextendsbeyondthree(30)consecutiveworkingdaysduetoanon-job-relatedillnessorinjury.

Whenanemployeeisabsentfromworkformorethanthree(3)consecutiveworkingdays,managementwillreviewthesituationtodetermineifthereisaneedtofillthepositionintheindividualsabsence.

Absenceduetopregnancy,childbirth,andrelatedmedicalconditionswillbetreatedthesameasanyothernon-job-relatedillnessordisability.

Medicalabsencesforperiodsinexcessofweeks(threeworkingdays)areatthediscretionofmanagementandmaybedenied,approvedonconditionswhicharenecessarytothecompany’sinterest.

Thestatusofanemployee’spositionandbenefitsduringandattheconclusionofanysuchextendedmedicalabsencewillbedeterminedbymanagementandcommunicatedtotheemployeebeforeoratthetimetheabsenceisgranted.

MATERNITYLEAVE

ItisthepolicyofN.C.Sturgeon,LPtoallowmaternityleave-without-payuptotwoweekswiththefollowingprovisions:

• Thedeterminationofthebeginningandclosingdatesoftheemployee’sabsencewillbeajointdecisionbetweentheemployees;theemployee’sattendingphysicianandtheemployee’ssupervisor.

• Beforecommencingmaternityleave-without-pay,theemployeemustuseallallowablesickleaveandallearnedannualleave.

• Theemployeemayreturntoworkwithinaspecifiedperiodoftime(upto21days)aftercommencementofmaternityleave-without-payprovidingthattheemployeehasmedicalapproval.Thisperiodoftimecanbeextendeduponmedicalrecommendationifapprovedbythecompanyandatitsdiscretion.

• Iftheemployeereturnstoworkwithinthespecifiedtimeperiodorassoonasmedicallyapprovedthereafter,theemployeewillbereinstatedtothepositionheldpriortotheleaveorapositionofequivalentstatusandpay.

• Amedicalreleasefromtheemployee’sattendingphysicianisrequireduponreturntowork.

• Iftheemployeedoesnotreturntoworkwithinthespecifiednumberofdaysorassoonasmedicallyapprovedthereafter,thepoliciesgoverningleaveofabsencewithoutpaywillapply.

FAMILY/MEDICALLEAVE

Ingeneralanemployeewhohascompletedatleasttwelve(12)monthsofcontinuousservicewithN.C.Sturgeon,LPandperformedatleast1,250hoursofserviceintheprior12monthperiodiseligibletoreceiveanunpaidfamily/medicalleaveinaccordancewiththeFamilyandMedicalLeaveActof1993(FMLA).Thefollowingprovisionsapplywithregardtothefamily/medicalleavepolicyforemployeesofN.C.Sturgeon,LP:

• Family/medicalleavemaybetakenonlyifitismadenecessaryduetooneofthefollowingreasons.

1. Withintwelve(12)monthsofthebirthofachildoftheemployeeinordertotakecareofthechild.

2. Withintwelve(12)monthsoftheplacementofachildwiththeemployeeinconnectionwithadoptionorfostercareinordertocareforthechild.

3. Aserioushealthconditionoftheemployee’schild,parent,orspouse.4. Aserioushealthconditionoftheemployeewhichpreventshim/herfromperforming

theessentialfunctionsofhis/herjob.• Innoinstancedoesthefederallawrequirethecompanytograntmorethanatotaloftwelve

(12)weeksofunpaidleaveinanyconsecutivetwelve(12)monthperiod.• Ifanyemployeeandhis/herspousebothworkforN.C.Sturgeon,LP,theywouldbeeligiblefora

singletwelve(12)weekperiodwhichtheycansplitbetweenthem.However,iftheneedforleaveisfortheirownserioushealthconditionorthatoftheirspouseorchild,eachwouldbeeligibleforatotaloftwelve(12)weeks.

• Anyleavegrantedtoaneligibleemployeeunderthislawbecauseofserioushealthconditionofafamilymembermaybetakenconsecutivelyorintermittentlydependingonthelegitimateneedsoftheemployee.

• Theemployeemustmakeareasonableefforttoschedulesuchleavesoasnottodisruptthecompany’sbusinessoperations.

• Anyleavegrantedduetothebirthoradoptionofachildmustbetakenconsecutivelyunlessotherwiseagreedtobythecompanyandmustbecompletedwithinon(1)yearoftheadoptionorbirth.

• Duringtheleave,theemployerwillmaintaintheemployee’shealthcarecoverageunderthesameconditionsascoveragewouldbeprovidediftheemployeewerecontinuouslyemployedduringtheentireleaveperiod.Boththeemployerandtheemployeewillberesponsibleforpaymentoftheirshareofthepremiumduringtheleaveperiod.

• Eligibleemployeesmustprovidereasonablepriornoticetothecompanywhenrequestingaleaveofabsenceunderthelaw.Thecompanymayrequireanemployeetoprovidecertificationissuedbyalicensedhealthcareproviderinordertoensurethattheemployeemeetstheeligibilityrequirements.

• ThecompanyisnotrequiredtocomplywiththeFMLAtotheextentanemployeeisamongthehighestpaid10%ofemployeesofthecompanywithina75mileradiusofanyworksiteifthecompanycanshowthatgrantingtheleavewouldcausesubstantialandgrievouseconomicinjurytoitsoperations.

Formoreinformationaboutfamily/medicalleavecontactthePersonnelDepartment.

MILITARYLEAVE

ItiscompanypolicytograntaleaveofabsencewithoutpaytoemployeeswhoparticipateinU.S.ArmedForcesReserveorNationalGuardtrainingprogramsinaccordancewiththeprovisionsoftheUniversalMilitaryTrainingandServiceAct.

SOCIALSECURITY

SocialSecurityprovidesbenefitsforemployeesandtheirfamiliesasspecifiedbylawintheeventofretirement,hospitalizationafterage65(Medicare),totalandpermanentdisabilitybeforeage65,anddeathatanytime.

ThecompanymatchestheamountofSocialSecuritytaxespaidbyeachemployee.ContactthelocalSocialSecurityOfficefordetails.

WORKERS’COMPENSATION

EmployeesofN.C.Sturgeon,LParecoveredbyWorkers’Compensationinsurancethatispurchasedbythecompanyinthestateinwhichitoperates.Thisinsuranceprovidescompensationtoanemployeeforlostwagescausedbyillness,accidentalinjury,ordeathsufferedinthecourseoforasaresultofhis/heremploymentwiththecompanyinaccordancewiththelawsofthestateofTexas.

EligibilityEligibilityforbenefitsunderWorkers’Compensationinsuranceisautomaticandiseffectiveondateofhire.ReportingAreportmustbefiledwithin4hoursoftheonsetofillnessorinjury.BenefitsWorkers’Compensationbenefitsprovideweeklypaymentsbaseduponastatutorilyspecifiedamountoftheemployee’sregularearningsaswellaspaymentsformedicalandhospitalexpensesarisingoutofanoccupationalillnessorinjury.

UNEMPLOYMENTCOMPENSATION

UnemploymentcompensationisanotherformofinsurancethatispaidforentirelybyN.C.Sturgeon,LP.Unemploymentcompensationhelpsemployeesmeetalossofincomeresultingfromunemploymentbeyondtheircontrolbypayingcertainbenefitswhiletheyareoutofwork.Thisformofprotectionisinadditiontogroupinsurance,SocialSecurity,andWorkers’Compensation.

SECTION4 TRANSFEROFEMPLOYEESSEPARATIONFROMEMPLOYMENTANDLEAVEOFABSENCE

TRANSFEROFEMPLOYEES

Transferofemployeesfromonedepartmenttoanotherorfromonelocationtoanotherforcompany’sconveniencemaybemadetomeetcompanyrequirements.ArequestfortransfershouldbemadeinwritingandsubmittedtothePersonnelDepartmentforconsideration.Atransfermaybemadeifmanagementdeterminesitisinthebestinterestofthecompanyandtheemployee.

SEPARATIONFROMEMPLOYMENT

Anemployeemaybeseparatedfromemploymentvoluntarilyorinvoluntarilybyretirement,voluntaryresignation,lackofwork,ortermination.Usually,beforeanemployeeisterminated,he/shewillbetoldthereason(s)andwillbecounseledbyhis/hersupervisor.However,ifanymisconductwarrantingdisciplinesevereenough,theSupervisorhastheauthoritytodischargetheemployeeimmediately.

TheSupervisorwilladvisethePersonnelDepartmentimmediatelyofthedateandthereasonforterminatinganemployee.

Allcompanypropertyintheemployee’spossessionmustbereturnedtothePersonnelDepartmentuponseparationfromemploymentbeforethefinalpaycheckisreleased.

VOLUNTARYRESIGNATION

Anyemployeewhovoluntarilyresignshis/herpositionwithN.C.Sturgeon,LPisexpectedtoprovidethecompanywithadvancewrittennoticeofatleasttwoweeks.

Iftheemployeedoesnotprovideadvancenoticeasrequested,theemployeewillnotbeeligibleforrehire.

EXITINTERVIEW Anemployeeplanningtoleavethecompanymaybeaskedtoparticipateinanexitinterview.Inadditiontodiscussinghis/herdecisiontoleavethecompanywithhis/herimmediatesupervisor,amemberofthePersonnelDepartmentwillmeetwiththeemployeepriortothetermination.Discussionsconcerningthereasonsforleavingwillassistthecompanyinevaluatingtheeffectivenessofitspersonnelpoliciesandpractices.Atthetimeoftheexitinterviewmattersrelatingtofinalpayandanyotherpersonalconsiderationswillbearranged.

PAYATTIMEOFSEPARATIONFROMEMPLOYMENT Thecompanywilldetermineiftheterminatingemployeehasanyoutstandingdebtowedtothecompanyandwhethertheindividualhasinhis/herpossessionanycompanycreditcards,uniforms,tools,keys,safetyequipmentmanuals,vehicles,IDcards/badges,orothercompanyproperty.

Uponcompletionofafullaccountingoftheemployee’sandthecompany’saccounts(asdeterminedbythecompany),afinalpaycheckfortimeworked(lessdeductions)willbeissuedtotheemployeeonthenextregularpaydayinaccordancewithapplicablefederalandstatelaw.

Thecompanywillissueacheckdesignatedasthefinalpaymentforallservicesrendered.Thefinalcheckwillnotreflectanytimenotactuallyworkedexceptforanemployeeseparatedfromemploymentwiththecompanyforanyreasonbeforehe/shehastakenpartorallofhis/herearnedvacation.Theemployeewillreceivepayforhis/herearned(unused)vacationtimeatthetimeofseparationfromemployment.

Uponresignationortermination,theemployeeshouldcontactthePersonnelDepartmentforpossibleconversionofgroupinsuranceandtoaddressanyfinancialissues.

Anyemployeeterminatingemploymentisexpectedtoreturnanypropertyinhis/herpossession.

LEAVEOFABSENCE Anemployeewithatleast12monthsofservicemayaskforaleaveofabsencewithoutpayfromthecompany;however,noemployeeisguaranteedaleaveofabsence.

Anyrequestforaleaveofabsencemustbemadeinwritingstatingadefinitiveperiodoftimeandmustbeapproved(inadvance)byChuckSturgeon(orhissuccessor).Ifthetimeperiodrequestedislongerthanthepositioncanbeheldopen,thentheemployeewillbeadvisedatthattimethejobmaynotbeavailableupontheemployee’sreturntowork.

Managementmayrecommendeitherapprovalordenialofaleaveofabsencerequestbaseduponbusinessconsiderationsand/orcircumstancesoftherequest,(e.g.staffingneeds,employeedisability,militaryobligations,familycrisis,unusualcircumstances,etc.).

Duetolackofwork,thecompanymayrequireanemployeetotakeanunpaidleaveofabsence.Thelengthofthecompany-initiatedleaveofabsencemayvary.

Duringanyapprovedleaveofabsencethefollowingprovisionsapply:

• Theemployeeisresponsibleforthepaymentofallinsurancepremiumsforhis/herindividualcoverageanddependenthealthinsurancecoverage(ifapplicable).ThismoneyshouldbepaidtoN.C.Sturgeon,LPbythefirstdayofeachmonththattheemployeeisonanapprovedleaveofabsence.

• Theemployeewillretainhis/heroriginalemploymentdate(continuousservicedate)showingnointerruptioninservice.

• Theemployeewillretainhis/hermembershipinthecompany’s401(K)RetirementSavingsPlanuptotheamountoftimeallowedintheplan.

• Creditforpaidvacationleavecannotbeaccruedduringanapprovedleaveofabsence.• Ifanemployeeacceptsotheremployment,allofhis/herbenefitswiththecompanywill

beterminated.• Anyleaveofabsenceiswithoutpay.

REDUCTIONOFWORKFORCE

Intheeventthatareductioninthecompany’sworkforcebecomesnecessary,employeesoverandabovethenumberdeterminedbythecompanyasneededtoperformtheavailableworkwillbeterminated.Indeterminingthoseemployeestoberetained,aconsiderationwillbegiventothequalityofeachemployee’spastperformance,theneedforthepositionheldbytheemployeeand,withallotherfactorsbeingequal,thelengthofserviceofeachemployee.

Iffeasible,butnotasavestedright,employeessubjecttoterminationwillbegivenanoticepriortotheanticipatedtermination.Uponsuchtermination,allaccrued(unused)vacationleavewillbepaidinfullandanyinsurancebenefitsrequiredtobeofferedwillbebroughttotheemployee’sattention.

SECTION5WORKPOLICIESANDREGULATIONS

CAREOFEQUIPMENTANDFACILITIES

Employeesshouldbeconcernedwiththecareandsafeuseofcompany-ownedequipmentandfacilities.Employeesareexpectedtofollowalloperatinginstructions,safetystandardsandguidelines.Goodhousekeepingisexpectedofeveryemployee.

Ifanyequipment,machine,tools,vehicles,etc.appeartobedamaged,defective,orinneedofrepair,notifyyourSupervisororDwayneAdcock(orhissuccessor).Promptreportingofdamages,defects,andtheneedforrepairscouldpreventdeteriorationofequipmentandpossibleinjurytoemployeesorothers.

Unsafe,destructive,careless,negligent,orimproperuseoroperationofequipmentmayresultindisciplinaryactionuptoandincludingterminationofemployment.

PERSONALAPPEARANCE/CLOTHING

Personalappearance,properhygieneandappropriateattireareimportanttoourworkpractices.Ourcustomersgaugethequalityofourcompanybytheattentionweshowtopersonalappearanceandattire.

Eachemployeepersonallyrepresentsthecompanyandisrequiredtodressinanappropriatemanner.EveryemployeeofN.C.Sturgeon,LPcontributestothecompany’soverallpublicimageduringworkhours.Appropriateattireenhancesanemployee’seffectivenessinprovidingsuperiorservice.

Employeesareexpectedtoreporttoworkwearingcleanclothing.Aneat,well-groomedappearanceisimportanttotheemployee,theirfellowworkersandtoourcustomers.

Thecompanydoesnotobjecttoemployeeshavingreasonablylonghairifitisgroomed.Nor,doesitobjecttomustachesand/orbeardsiftheyarekepttrimmedanddonothindertheemployee’sperformanceorsafetyonthejob.

SMOKINGPOLICY

N.C.Sturgeon,LPisdedicatedtoprovidingahealthy,comfortable,productiveworkenvironmentforouremployeesaswellashealthy,comfortable,environmentforourcustomers.Thisgoalcanonlybeachievedthroughongoingeffortstoprotectnon-smokersandtohelpemployeesadjusttorestrictionsonsmoking.Therefore,smokingisprohibitedthroughoutcompanyfacilitiesexceptindesignatedsmokingareas.

DESIGNATEDSMOKINGAREAS:• OutsideLimitofContractsatJobsite• OutsideBuildingAreaatOffice

Thesuccessofthispolicywilldependuponthethoughtfulness,considerationandcooperationofsmokersandnon-smokers.Allemployeesshareintheresponsibilityofadheringtoandenforcingthispolicy.Anyconflictshouldbebroughttotheattentionoftheappropriatesupervisorypersonnel.

PERSONALBELONGINGS

N.C.Sturgeon,LPrecognizesanemployee’sdesiretodisplaymementospertainingtohis/herfamilyorotherpersonalitems.WhileN.C.Sturgeon,LPcantakenoresponsibilityforthesafekeepingoftheseitems,itwelcomesitsemployeestopersonalizetheirworkareasforaddedcomfortorpleasantness.However,severalguidelinesmustbeobserved.Theyareasfollows:

• SafetyComesFirst-Noobjectcaninterferewithjobsafetyasviewedbycompanymanagement.

• Nothingcanbedisplayedthat(intheopinionofmanagement)isderogatorytoanypersonorsystemofbeliefs.

• Objectsthat(intheopinionofmanagement)areinappropriateorhinderworkeffortswillnotbeallowedandmustberemoveduponrequest.

SAFETYEQUIPMENT

Employeeswillbeprovidedwithsafetyequipmentifitisarequirementforaparticularjob.Thisequipmentwillbesignedforbytheemployeeandreplacedattheemployee’sexpenseiftheequipmentislost,damaged,orstolen.Replacementwillbeprovidediftheequipmentisshowntobedefective.

PERSONALTOOLS

Employeeswhoworkincertaintradepositionsarerequiredtoprovidetheirowntoolstoperformjobassignments.TheSupervisorwilladviseemployeesofthetoolsrequiredandwillmakesurethateachemployeeobtainstherequiredtools.Thecompanydiscouragesemployeesfromlendingorborrowingtools.

COMPANYTOOLSANDEQUIPMENT

Thecompanywillfurnishallnecessarytoolsandequipmenttocompletejobassignments.EachemployeeisremindedthatallitemspurchasedbythecompanyarethepropertyofN.C.Sturgeon,LPandrepresentsaveryvaluableassetofthecompany.Itistheresponsibilityoftheemployeetowhomtoolsandequipmentareassignedtomaintainandsafeguardtheseassetsasiftheywerehis/herpersonalproperty.

Aninventoryoftoolsandequipmentwillbemadeperiodically.Ifitisdeterminedthatanemployeeisnegligentintheproperstorageoftools,material,orsuppliesortheyaremisplacedorstolen,theemployeewillbeaskedtoreplacesameatfairmarketvalueorthecostoftheitemwillbedeductedfromtheemployee’spaycheck.

Whenleavingaworkarea,itisrequiredthatalltoolsbeplacedbackindesignatedstorageareasorremovedfromtheworkareaandsecuredinlockedstoragewhereavailable.

ENERGYPRESERVATIONANDWASTEPREVENTION

Wasteofenergyandmaterialsiscostlytothecompanyandultimatelyresultsinlosseswhichmustbepaidforbyothercostreductionactions.Employeesareexpectedto:

• Conserveenergyateveryopportunitybykeepingthermostatsinmoderateranges;i.e.,73degreesinsummerand73degreesinwinter.

• Changefiltersregularly.• Drivewithinpostedspeedlimits.• Participateinthecompany’srecyclingprogram.

SOLICITATIONAND/ORDISTRIBUTION

Topreventdisruptionofbusinessactivities,tominimizedistractionsforallemployees,andtopreservecompanysecurity,solicitationand/ordistributionofliterature,materials,goods,contestpromotions,requestsfordonations,oranyothersolicitationand/ordistributionisprohibitedduringworkingtimeorinworkareas.

SECURITY

Alldoors,files,desks,gates,andanyotherequipmentwithlocksmustbekeptlockedsecurelywhennotindirectuseandattheendofeachday.Locksshouldbecheckedregularly.Companyvehiclesshouldbekeptlockedatalltimeswhennotinuse.LostkeysmustbereportedtotheOfficeimmediately.AnyconcernsaboutsecurityshouldbedirectedtothePersonnelDepartment.

BULLETINBOARD

Thecompanymaintainsabulletinboardtokeepemployeesinformedofcurrentitemsofgeneralinterest.Employeesshouldcheckthebulletinboardregularly.Postingand/orremovalofnoticesmusthavetheapprovalofJobSuperintendent.

OUTSIDEEMPLOYMENT

N.C.Sturgeon,LPmakeseveryefforttokeepitsemployeesasfullyemployedaspossibleandatagoodrateofpay.Whenanemployeeisonthejob,thismeansthat100%ofhis/hereffortisrequired.Ifanemployeechoosestoworkoutsideofhis/herjobandtheoutsideemploymentcompeteswithwhatisexpectedofhim/herasanemployeeofN.C.Sturgeon,LP,andopportunitiesforpromotionandadvancementwithN.C.Sturgeon,LPmaybelimitedbyhis/herdecision.

Ifmanagementfeelsthatoutsideemploymentpreventsanemployeefromfulfillinghis/herobligationstothecompany,theemployeewillbeaskedtoresignfromN.C.Sturgeon,LPortoleavehis/heroutsideemployment.

Allmanagementandsupervisorypersonnelareexpectedtoenforcethispolicyand,byexample,refrainfromconflictingoutsideemployment.

USINGTHETELEPHONE

Eachtimeanemployeemakesorreceivesatelephonecallhe/sherepresentsN.C.Sturgeon,LP.ThemannerinwhichacallishandleddetermineshowN.C.Sturgeon,LPisjudgedbyourclientsandvendors.WehavealimitednumberoftelephonelinesatthecompanyanditisessentialthatwekeepthoselinesopenforcallpertainingtoN.C.Sturgeon,LPbusiness.

PERSONALMAILATTHEWORKPLACE

Themailsystemisreservedforbusinesspurposesonly.Employeeswillnotbeallowedtosendorreceivepersonalmailattheworkplace.

TWO-WAYRADIOS

Employeesmustuseproperprocedureandappropriatelanguagewhenusingcompanytwo-wayradios.

ALCOHOLANDDRUGS

Consumptionof,possessionof,orbeingundertheinfluenceofalcoholicbeveragesorillegaldrugsoncompanyproperty,intheoffice,orinanyvehicleusedforcompanybusinessisstrictlyprohibited.Anyemployeewhoviolatesthispolicywillbesubjecttodisciplinaryactionincludingimmediateterminationofemployment.Anyemployeewhoreportsforworkorwhoisatworkissubjecttochemicalscreeningand/orblood/alcoholtestingtodeterminethepresenceofunauthorizeddrugsoralcoholinthebody.

ALCOHOL

Consumptionof,possessionof,orbeingundertheinfluenceofalcoholicbeveragesoncompanyproperty,intheofficeorinanyvehicleusedforcompanybusinessisstrictlyprohibited.Anyemployeewhoviolatesthispolicywillbesubjecttodisciplinaryactionincludingimmediateterminationofemployment.Anyemployeewhoreportsforworkorwhoisatworkissubjecttoblood/alcoholtestingtodeterminethepresenceofalcoholinthebody.

Thecompanyhastoplaceasubstanceabusepolicy,whichincorporatestheprovisionsoftheDrug-FreeWorkplaceActof1988.AllemployeesmustabidebyallthetermsandconditionsofthispolicywhileemployedbyN.C.Sturgeon,LP.Inthisregard,employeesarerequiredtoreadthepolicyandsignastatementacknowledgingtheirunderstandingofthepolicyandintenttofollowthepolicy.Anyemployeewhoreportsforworkorwhoisatworkissubjecttochemicalscreeningand/orblood/alcoholtestingtodeterminethepresenceofunauthorizeddrugsintheirbody.

• TheDrug-FreeWorkplacePolicyisfullydescribedinSection6.• TheDrug-FreeWorkplacePolicyisfullydescribedinaseparatehandbookprovidedtoeach

employee.

POLICYONHARASSMENT

Consistentwithourpolicyofequalemploymentopportunity,harassmentintheworkplacebasedonaperson’srace,sex,religion,nationalorigin,age,height,weight,maritalstatus,ordisabilitywillnotbetoleratedconcerningemployeesorapplicantsforemployment.

Oneaspectofourpolicyrequiringsomeclarificationistheprohibitionofanyformofsexualharassmentintheworkplace.Thefollowingdescribesthetypeofconductthatisprohibitedaswellasthecomplaintprovisionstoinvestigateandremedyanyproblemsthatmayarise.

Sexualharassmentincludesunwelcomesexualadvances,requestsforsexualfavors,andotherverbal,visualorphysicalconductofasexualnature.Noemployeeshallthreatenorinsinuate,eitherexplicitlyorimplicitly,thatanotheremployee’sorapplicant’srefusaltosubmittosexualadvanceswilladverselyaffectthatperson’semployment,workstatusevaluation,wages,advancement,assignedduties,oranyotherconditionofemploymentorcareerdevelopment.Similarly,noemployeeshallpromise,implyorgrantanypreferentialtreatmentinconnectionwithanotheremployeeorapplicantengaginginsexualconduct.

SexualHarassmentalsoincludesunwelcomesexualflirtations,advancesorpropositions,verbalabuseofasexualnature,subtlepressureorrequestsforsexualactivities,unnecessarytouchingofanindividual,graphicorverbalcommentariesaboutanindividual’sbody,sexuallydegradingwordsusedtodescribeanindividual,adisplayofsexuallysuggestiveobjectsorpicturesintheworkplace,sexuallyexplicitoroffensivejokes,orphysicalassault.

Anyemployeewhofeelsthathe/sheisavictimofsexualharassment,includingbutnotlimitedto,anyoftheconductlistedpreviously,byanysupervisor,managementofficial,otheremployee,customer,clientoranyotherpersoninconnectionwithemploymentatN.C.Sturgeon,LPshouldbringthemattertotheimmediateattentionoftheirSupervisororChuckSturgeon(orhissuccessor).

Ifthatwouldprovetobeuncomfortable,anemployeemaydirectlycontactanyothermemberofmanagement.Everyeffortwillbemadetopromptlyinvestigateallallegationsofharassmentinasconfidentialamanneraspossibleandappropriatecorrectiveactiontakenifwarranted.

Afteraninvestigation,anyemployeedeterminedtohaveengagedinsexualharassmentinviolationofthispolicywillbesubjecttoappropriatedisciplinaryactionuptoandincludingterminationofemployment.

SECTION6CONFLICTOFINTEREST

Employeesshallavoidoutsideemployment,activities,investments,andotherintereststhatinvolveobligationswhichmaycompetewithorbeinconflictwiththeinterestofthecompany.AconflictofinterestcanariseindealingswithanyonethatN.C.Sturgeon,LPtransactsbusiness;i.e.,customers,clients,owners,buyers,suppliers,banks,insurancecompanies,andpeopleinotherorganizationswithwhomwecontactandmakearrangements.

Conflictsofinterestshouldbeavoidedandmayincludethefollowingexamples:

• Workingforanygroupmentionedaboveforpersonalgain.• Engaginginapart-timeactivityforprofitorgaininanyfieldinwhichthe

companyisengaged.• Borrowingfrom,orlendingmoneyto,individualsrepresentingorganizations

withwhichbusinessdealingsareconducted.PERSONALCONDUCT

Thecompanyexpectsthatallofitsemployeeswillconductthemselveswiththeprideandrespectassociatedwiththeirpositions,fellowemployees,customersandthecompany.Employeesshouldalwaysusegoodjudgmentanddiscretionincarryingoutthecompany’sbusiness.ThehigheststandardsofethicalconductshouldalwaysbeusedbyemployeesofN.C.Sturgeon,LP.

Improperconductbyandbetweenemployeesand/orbyandbetweenemployeesandbusinessassociatesonthecompany’spremisesoradverselyaffectingcompanyworkwillnotbetolerated.Anyemployeedemonstratingimproperconductwillbesubjecttodisciplinaryactionincludingterminationofemployment.

CONFIDENTIALITY

N.C.Sturgeon,LPisengagedinabusiness,whichrequiresthatastrictcodeofconfidentialityofinformationbemaintained.Noemployeewillstoreinformationoutsideofthecompany(eitherinwrittenorelectronicform)aboutanymatterpertainingtotheconductofthecompany’sbusinesswhichmaycompromiseacustomerorthecompanytooutsiders.Anyemployeewhocompromisesinformationmaybesubjecttoterminationofemployment.

BRIBES,KICK-BACKSANDOTHERILLEGALPAYMENTS

Bribes,kick-backsandotherillegalpaymentstoorfromanyindividualwithwhichweconductbusiness(inanyformandforanypurpose)areprohibited.

Certaintypesofrebatestothecompanyfromsuppliers(butnottoorfromanindividualemployee)arelegitimatetocorrectcommercialinequityifdonewithingovernmenttraderegulations.

ACCEPTINGGIFTS

Normallyagifttoanindividualfromanoutsidesourceisconsideredthepropertyofthecompanyunlessmanagementmakesanexception.ItisthepolicyofN.C.Sturgeon,LPthatnoemployeeshallreceiveanygift,excessiveorunusualentertainment,loan,orotherfavor(valuedinexcessof$25.00)fromanyoutsidesource(includingcustomersandsuppliers)withoutapprovalfrommanagement.Anyemployeewhofailstoabidebythispolicywillbesubjecttodisciplinaryactionincludingimmediateterminationofemployment.

SECTION7 RULESTOHELPUSALL

ItisthepolicyofN.C.Sturgeon,LPtoexpectallemployeestoabidebycertainworkrulesofgeneralconductandperformanceatalltimes.Theregulationsgoverningemployeeconductandresponsibilitieshavebeenestablishedinthebestinterestofthecompany,itsemployees,anditsclientsandvendors.

Accordingly,aviolationoftheseregulationsconstitutesmisconductonthepartoftheemployeeandappropriatedisciplinaryactionwillbeinitiated.Theserulesareguidelinesonlyandarenotall-inclusive.Disciplinaryactionmayinclude,butisnotlimitedto,verbalreprimand,writtennotice,suspensionfromworkwithoutpay,andimmediateterminationofemployment.Managementreservestherighttoterminateordisciplineanyemployeeasthecompany,initsdiscretion,considersnecessaryinindividualcircumstances.

Intheeventanemployeeissuspendedfromworkfordisciplinaryreasons,benefitswillnotaccruenorwillbenefitsberecoverableduringthesuspensionperiod.

EXAMPLESOFMISCONDUCT

Thefollowingareonlyexamplesofmisconductforwhichanemployeemaybesubjecttodisciplineandtheseexamplesdonotconstituteacompletelistofthecircumstancesforwhichdisciplinewillbewarranted.

• Falsificationofanyrecordsorreportspertainingtoabsencefromwork,claimspertainingtoinjuriesoccurringoncompanypremises,claimsforanybenefitsprovidedbythecompany,communicationsorrecordsincludingpersonnelandproductionrecords.

• Disclosingconfidentialinformationtooutsiders.• Gamblingorrightingonjobsitesorcompanyproperty.• Unethicalconductorseriousconflictsofinterest.• Concealingdefectivework.• Stealingthecompany’sproperty,acustomer’spropertyorthepropertyofany

employee;hiding,concealingormisappropriationofcompanypropertyorthepropertyofotheremployeesorcustomers;sabotageorwillfuldamagetocompanyproperty,orthepropertyofotheremployeesorcustomers.

• Unauthorizeduseorsaleofanycompany-ownedproperty,salvagematerialorequipment.

• Reportingtoworkundertheinfluenceofalcoholorillegaldrugs;possession,saleoruseofmarijuanaorillegaldrugsorchemicalsorconsumptionofalcoholwhileworkingonjobsites,intheofficeorincompanyvehicles.

• Grossnegligenceorwillfulactsintheperformanceofdutiesresultingindamagetocompanyproperty.

• Grossinsubordination-awillfulanddeliberaterefusaltofollowreasonableordersbyamemberofmanagement.

• Willfullymisusingcom9panyproperty.• Violationofthecompany’sequalopportunityorsexualharassmentpolicies.• Serioussafetyviolationresultingininjury.• Notfollowingareasonableorderorfailuretoperformworkassignedortocomplywith

workandsafetyrules.• Violationofcompanypolicies.• Misuseofcompanyequipment.• Gainingunauthorizedaccesstocompanyrecords.• Speedingorrecklessdrivingorunauthorizeduseofcompanyvehicles.• Useofthreatening,profaneorabusivelanguage.• Demonstrationoflackofcourtesytowardsotheremployees,customersorvendors.• Notcompletingassignmentuptothequalityrequiredbythecompany.• Failuretoreportpersonalinjuryresultingfromanon-the-jobworksituation.

SECTION8 SAFETY

N.C.Sturgeon,LPiscommittedtothesafetyofitsemployeesanditspropertyandequipment.Tothisend,wewillutilizeasafetyprograminourdailyactivities.Itisnecessarythatthecompanyestablishsafetyrulesandregulationstobeobservedbyallemployeesatalltimes.

Anyemployeewhodisregardsanycompanysafetyruleand/orregulationissubjecttodisciplinaryactionincludingterminationofemployment.

Withregardtotheserules,thefollowingwillbeconsideredstandardprocedureforallemployees:

• Shouldasafetyregulationbemodifiedsothatanemployee’ssafetyissomethinglessthanitshouldbe,theemployeeshouldinformChuckSturgeon(orhissuccessor).

• Allquestionsconcerningthereasonfordoingsomethinginacertainmannermaybeaskedofanymemberofmanagementatthistime.

• Employees’decisionsshouldalwaysbeguidedbythecompany’scommitmenttosafety.• Shouldahazardoussituationorconditionexistandadecisionhastobemadeonsafety

orproduction,safetyconcernsshouldalwaystakeprecedenceoverproduction.Itismanagement’sresponsibilitytoseethateveryemployeeatN.C.Sturgeon,LPis

providedwithsafeworkingconditions,allsafetyregulationsareobservedandemployeesusegoodcommonsensetoprotectthemselvesaswellasothers.Managementwillperiodicallyinspectworkingconditionsandmaysuspendallworkactivityuntilanunsafeconditioniscorrected.

ThemostimportantpartofsafetyisYOU.Itisyourresponsibilitytoabidebythesafetyrules-theserulesaremadeforyourprotection.ReportanypersonalinjuryIMMEDIATELY,howeverminor.ReportalldangerousconditionsandpracticestoyourSupervisor.

SAFETYRULES

Thefollowingisnotacompletelistofsafetyrulesandtheserulesarenotintendedasasubstituteforcommonsenseandgoodjudgment.

• Hardhatswillbewornonthejobwhenworkingunderheavyobjectswhichmaybedroppedorfallaccidentally.

• Hard-toedshoeswillbewornwhenworkingonjobswhereheavyobjectsmayfall.• Firstaidkitsareprovidedoneachjob.ItistheresponsibilityoftheSuperintendentto

seethatthekitsareonthejobandremainwellstocked.• Allgasolineshallbestoredinapprovedsafetycans.Neverusegasolineforcleaning.• Knowwherethefireextinguishersarelocatedandknowhowtousethem.• Extensioncordsusedwithportableelectrictoolsandappliancesshallbeofthethree-

wiretype.Defectivecordsshallbereplacedontheday,whichtheybecomedefective.• Allditches5’deepmustbeshoredorslantedtotheangleofrepose.Dirtandmaterials

mustbeatleast3’backfromtheditch.• DefectivematerialsortoolsmustbeturnedintotheSupervisorandnotremainonthe

job.• ReadallMaterialSafetyDatasheetssuppliedwithhazardousmaterialsandabidebythe

instructions.DirectanyquestionstotheSuperintendent.• EmployeesshouldcheckwiththeSuperintendentregardinganypotentiallyhazardous

material.• Keepoxygenandgascylindersinanuprightpositionandsecured.Capsshouldbekept

ontanksnotinuse.Keeptanksfreefromoilandgrease.• Thecompanywillprovidesafetygogglesorglassesandhearingprotectionwhen

necessary.Theseprotectivedeviceswillbeusedwhenbreakingoutconcreteorasphalt,grinding,usingacuttingtorch,welding,sanding,usingchisels,chippingslag,breakingrock,handlinghazardousmaterialsandoperatingloudpowertoolsandmachinery.

• Wearclothessuitedforthejob.Thismeanshard-soledworkshoes,shirtsandlongpants.Removealljewelrybeforereportingtothejob.

• Practicegoodhousekeeping.Keepworkareaneat,cleanandfreefromstumblinghazards,grease,etc.

• Learntoliftthecorrectway.Bendknees,keepbackerect,gethelpfromheavyloads.• Noscuffingorhorseplayonthejob.• Donotrun.Keepfirmfootingandproperbalanceatalltimes• Keepmaterialsoutofwalk-ways.Benddownandremoveprotrudingnails.• Donotthrowanythingfromaheightbeforecheckingtomakesurethatnooneisbelow.• Keepguardsandprotectivedevicesinplaceatalltimes.Whenguardsareremovedfor

repairs,replaceinproperorderbeforestartingup.• Usetoolsonlyfortheirintendedpurposes.Donotusebrokenordangerouslydulltools.• Donotattempttooperatespecialmachineryorequipmentwithoutpermissionand

instructions.• Donotrepairoradjustmachinerywhileitisinoperation.Neveroilmovingpartsexcept

onequipmentfittedwithsafeguardsforthispurpose.

• Neverworkundervehiclesthataresupportedbyjacksorchainhoistswithoutprotectiveblockingincaseofhoistorjackfailures.

• Donotdisconnectairhosesandcompressorsuntilhoselinehasbeenbled.• Fieldpersonnelarerequiredtoattendallscheduledtoolboxmeetings.Employeesmust

signtheirnameacknowledgingparticipationatthemeeting.• Specialcustomerrequirementsforsafety,includingthegovernments,mayapplyto

projectsonwhichthecompanyisworking.Employeeswillbeadvisedofthesesituationsandexpectedtofollowthesepoliciesandprocedures.

• AllemployeesarerequiredtoreadandlearnN.C.SturgeonSafetyManual.• Allemployeesarerequiredtoattendsafetyclasses.

HAZARDOUSWASTES

TheEnvironmentalProtectionAgencyhasgroupedcertainchemicalsandchemicalgroupsintocategorieswhichhavebeendefinedastoxic.Thismeansthatinconcentratedformsorbyaccumulatingandcombiningwithotherchemicals(eventheair)thesechemicalscanbehazardoustohumanhealthifexposureoccurs.

Fromtimetotimeinthenormalcourseoftheirjobs,employeesmayhandlematerialswhichhavebeenclassifiedashazardousbythestandardsoftheOccupationalSafetyandHealthAct(OSHA)regulations.

HazardousmaterialsthatarereceivedfromoursuppliersshouldhaveMaterialSafetyDataSheets(MSDS)orlabelswhichstatethechemicalingredientsofthecontents,precautionstotake,andwhattodoifexposureoccurs.

Employeeswillbeinstructedonhowtocontrolhazardouswastesandwhattodoiftheyareexposedtohazardouswastes.

Ifanyemployeesuspectsthatthematerialsorwasteshe/shemayencounterasanemployeearehazardous(whetherornottheyarebeingcreatedorusedbythecompany),he/sheshouldinformtheirSupervisorimmediately. Asacompany,wearecommittedtonotcreatingordisposingofhazardouswasteswhichwillcontaminatetheenvironment.Wheneverpossible,wewillchoosematerialswhichhavebeenjudgesasnon-hazardousandwillproperlydisposeofhazardousmaterialsifused.Also,wewillnotknowinglydumpanywastesintotheenvironmentatanytime.

REPORTINGINJURIESANDACCIDENTS

Whenanyaccident,injury,orillnessoccurswhileanemployeeisatwork,itmustbereportedtoJobSuperintendentorSupervisorassoonaspossibleregardlessofthenatureorseverity.

Thecompanywillprovidetheproperformsforreportingjob-relatedaccidents,injuriesandillnesses.Anyemployeefailingtoreportsuchoccurrenceswillbesubjecttodisciplinaryaction.

Intheeventofavehicularaccidentinvolvingacompany-owned/leasedvehicleorwhileoncompanybusiness,theemployeemustreportallinformationimmediatelytoJobSupervisorand/ortheOffice.Innoinstanceshouldresponsibilityforanaccidentbeexpressedtoanyone,untiltheproperpersoninthecompanyhasbeennotifiedandpermissionhasbeenobtainedtomakestatement.

SECTION9 TRANSPORTATIONANDTRAVEL EXPENSESCOMPANY-OWNED/LEASEDVEHICLES

AlltravelincompanyvehiclesonotherthancompanybusinessmustbeauthorizedinadvancebyChuckSturgeon(orhisSuccessor).Thisincludesvehiclesthatmaybeleasedbythecompanyaswellasthosevehiclesthatareownedbythecompany.

Thefollowingarespecificpoliciesrelatedtocompany-owned/leasedvehicles.• Dailyrecordsmustbekeptforallmileagedriven.• Company-owned/leasedvehicleswillbedrivenonlyasneededforjobsduringwork

hours.• Company-owned/leasedvehicleswillbedrivenonlyfortransportationtoandfrom

destinationsasspecified.• Company-owned/leasedvehicleswillnotbedrivenforprivateuseunlessspecific

arrangementshavebeenmadeinadvance.• Onlythedriverassignedtothevehicleisauthorizedtosignforgasoline,oil,etc.• Allchargereceiptsmustincludethenameandaddressofthevendor,thedateof

purchase,thenumberofgallonspurchased,theamountpaid,thevehicleIDnumber,thelicensetagnumber,thelicenseplatenumber,andthemileageontheodometer.

• Alcoholicbeveragesorillegaldrugsorchemicalswillnotbeallowedinacompanyvehicleatanytime.

• Nodriverwhohasbeendrinkingalcoholicbeveragesorisundertheinfluenceofdrugsorchemicalswillbeallowedtodriveacompany-ownedvehicleatanytime.

• Noone,otherthananauthorizedcompanyemployee,ispermittedtooperateorrideinacompany-owned/leasedvehicle.

• Vehiclesmustbekeptclean(interiorandexterior)atalltimesandthoroughlywashedonaregularbasis.

• Vehiclesmustbeproperlymaintainedaccordingtothemanufacturer’sschedule.• Anyemployeewhomisusesacompany-owned/leasedvehiclewillbesubjectto

dismissal.• Anydamagetoacompany-owned/leasedvehiclecausedbyemployee’scarelessnessor

misjudgmentistheresponsibilityoftheemployee.Thisincludesinsurancedeductibles.

PERSONALVEHICLES

EmployeesmayusetheirpersonalvehiclesonofficialcompanybusinessprovidedpriorapprovalhasbeenobtainedfromBobPerry(orhissuccessor).AmileageratebasedonacceptableandcurrentInternalRevenueServiceregulationswillbepaidtoanemployeewhousehis/herpersonalvehicleonofficialcompanybusiness.Minimuminsurancerequirementsasspecifiedbythecompany’sinsurancecarriermustbeineffectatthetimetheemployee’spersonalvehicleisusedandtheemployeemayberequiredtoprovidetheappropriateproofofinsurance.SeeCompanyorJobSpecificPolicy(s).

TRAVELEXPENSES

Thecompanywillreimburseanemployeeforsomeexpensesincurredwhenhe/sheisonassignmentawayfromthenormalworklocation.Thecompanywillreimbursetheemployeeforthecostoftravel,lodging,meals,orotherexpensesdirectlyrelatedtoaccomplishingtheassignment.Employeesareexpectedtolimitexpensestoreasonableamounts.

AllbusinesstravelmustbeapprovedinadvancebyChuckSturgeon,BobPerryorJobSuperintendent.

Traveland/orbusinessexpensessubmittedforreimbursementmustbeaccompaniedbyreceiptsshowingname(s),date(s),businessdiscussed,amount(s),andtheaccounttobecharged.

Questionsconcerningtheproperprocedureformakingtravelarrangementsorreservations,thetypesandamountsofexpensesthatwillbereimbursed,personaltravelandtravelingwithcompanions,useofcreditcards,orthecompletionofexpensereportsshouldbedirectedtothePersonnelDepartment.

EXPENSERECORDS

Allexpenserecords(includinggasolinecreditcardreceipts)mustbeturnedinbiweekly.AnExpenseReportformmustbeproperlycompletedandsubmitted.Documentationforallexpensesisrequired.Anyitemthatisnotaccompaniedbyareceiptwillnotbeapproved.

TRAVELADVANCES

Anadvancetocoverreasonableanticipatedexpensesfor(out-of-state)travelmaybeprovidedtoanemployeeaftertravelhasbeenapproved.TheemployeeshouldsubmitawrittenrequesttoChuckSturgeon(orhisSuccessor)whenanadvanceisnecessary.

SECTION10 EMPLOYEECONCERNS N.C.Sturgeon,LPbelievesinopencommunication.Ifanyemployeehasasuggestionorconcern,managementwantstoknowaboutit.Inmostcases,anemployeewillgetsatisfactionbydiscussingthematterwithhis/herSupervisor.However,thecompanyrecognizesthatnotallcomplaintswillbesatisfactorilyresolvedbetweenanemployeeandhis/herSupervisor.

Forcomplaints,whichcannotberesolvedinformallybetweenanemployeeandhis/herSupervisor;thefollowingprocedurehasbeenestablishedtoensureafairandimpartialreview.Allcomplaintswillbegivenpromptandobjectiveconsiderationinanatmosphereofmutualassistance.

Timeperiodsspecifiedmaybeextendedatthediscretionofthemanagementpersonreviewingaparticularcomplaintifextenuatingcircumstancesjustifyalongerperiod.

ThiscomplaintreportingproceduredoesnotapplydirectlytocomplaintsofharassmentwhicharemorespecificallydiscussedinSection5-WorkPoliciesandRegulations.

Step1 Theemployeemustpresenthis/hercomplainttoBobPerry(orhisSuccessor)whowillmakeathoroughinquiryintothefactsandcircumstancesofthecomplaintandwillmakeeveryefforttoresolvethematterpromptlyandfairly(within10workingdaysofreceivingthecomplaint).

Step2 IfanemployeeisdissatisfiedwiththedecisionofBobPerry(orhisSuccessor),theemployeemaysubmitawrittenreporttothenextmanagementlevelwithin10workingdaysofreceivingthedecisionofBobPerry(orhisSuccessor).

Iffurtherreviewisrequired,thehighermanagementlevelwillconduct

theappropriateinvestigationsandhearingsandadvisetheemployee(inwriting)ofthefindingsandofanychangeintheearlierdecision.

Regardlessofthetimelimitsestablished,thefilingofacomplaintwill

notbeacceptedafteranemployeehasbeenterminatedfromemployment.

Step3 Atanytimewithin5workingdaysfollowingreceiptofthedecisionreachedinStep2orwithin5workingdaysaftertheemployee’sterminationdate,theemployeemaysubmitawrittenrequestforfurtherreviewofhis/hercomplainttothePresidentofN.C.Sturgeon,LP.Thepersonnelactionstakenpreviouslywillbereviewedandafinaldecisionwillbemade.

Acknowledgementof(Receiptand)UnderstandingReadandSignImmediately

Iunderstandand/oragreethat;

• ThestatementscontainedintheInformationHandbookforEmployeesofN.C.Sturgeon,LPareintendedtoserveasgeneralinformationconcerningN.C.Sturgeon,LPanditsexistingpolicies,procedures,practicesofemployment,andemployeebenefits.

• NothingcontainedintheInformationHandbookforEmployeesofN.C.Sturgeon,LPisintendedtocreate(norshallbeconstruedascreating)acontractofemployment(expressorimplied)orguaranteeemploymentforadefiniteorindefiniteterm.

• FromtimetotimeN.C.Sturgeon,LPmayneedtoclarify,amendand/orsupplementtheinformationcontainedintheInformationHandbookforEmployeesofN.C.Sturgeon,LPandthatthecompanywillinformmewhenchangesoccur.

• Ihave(received)(reviewed)acopyoftheInformationHandbookforEmployeesofN.C.Sturgeon,LP,havereadandunderstandtheinformationoutlinedinthehandbook,haveaskedanyquestionsImayhaveconcerningitscontentsandwillcomplywithallpoliciesandprocedurestothebestofmyability.

Employee’sSignature______________________________________________Date__________________________________________________Location_______________________________________________AuthorizedWitness_______________________________________________

_________________________________________Drug-FreeWorkplacePolicy___

INTRODUCTION

Inresponsetofederalrequirementsfordrug-freeworkplaces,andinkeepingwithN.C.Sturgeon,Inc.’sconcernforthehealthandsafetyofitsworkforce,thefollowingDrug-FreeWorkplacePolicyhasbeeninstituted.

Thispolicycertifiesthecompany’sintenttomaintainadrug-freeworkplace.Thefirstsectiondescribestheprohibitionsofthispolicysuchasthemanufacture,distribution,sale,possessionoruseofacontrolledsubstanceintheworkplace.

Inaddition,thispolicycreatesaDrugAwarenessProgramthatprovidesinformationonthedangersofworkplacedrugusetoallemployeesaswellasinformationaboutavailableprivateandcommunitytreatmentfacilities.ThelastsectionofthispolicyliststhedisciplinaryactionsthatemployeeswillfaceforanyviolationofN.C.Sturgeon,Inc.Drug-FreeWorkplacePolicy.Finally,anemployeeacknowledgementmustbesignedanddatedbyeachemployeewhoreceivesacopyofthispolicy.

ThefederalDrug-FreeWorkplaceActrequiresemployerswithgovernmentprocurementcontracts,purchaseorders,orgrantsof$25,000ormoretocertifythattheirworkplacesaredrug-free.Inaddition,anumberofstateshavelawsrequiringcertainemployerstomaintainadrug-freeworkplace.

However,someemployersvoluntarilyestablishandpromotesubstanceabusepoliciesanddrug-freeawarenessprogramsevenwhennotrequiredtodosobylaw.Adrugandalcoholabusepolicyeffectivelycommunicatedtoallemployeescanhelptoreducetheharmfuleffectofsubstanceabuseintheworkplace.

Thefollowingisasamplepolicyonly.Therefore,toensurecompliancewiththevariousfederalandstatelawsaffectingsubstanceabuse,consultationwithlegalcounselisrecommendedregardingtheimplementationofadrugandalcoholabusepolicy.

TheDrug-FreeWorkplaceActspecificallyrequiresN.C.Sturgeon,Inc.tonotifyeachemployeethat,asaconditionofemployment,eachemployeemust:

• Complywiththecompany’sDrug-FreeWorkplacePolicy;and• NotifyN.C.Sturgeon,Inc.ofanyconvictionforadrug-relatedoffensecommittedinthe

workplacewithinfive(5)daysoftheconviction.

Anyemployeewhoviolatesthiscompanypolicywillbesubjecttodisciplinaryactionuptoandincludingterminationofemployment.

PROHIBITIONS

N.C.Sturgeon,Inc.’sDrug-FreeWorkplacePolicyprohibitsemployeesfromengaginginanyofthefollowingactivities:

1. Use,possession,manufacture,distribution,dispensationorsaleofillegaldrugsoncompanypremisesorcompanybusiness,incompanysuppliedvehicles,orduringworkhours.

2. Unauthorizeduseorpossession,oranymanufacture,distribution,dispensationorsaleofacontrolledsubstanceoncompanypremisesorwhileoncompanybusinessorwhileincompanysuppliedvehicles.

3. Storinginalocker,desk,automobileorotherrepositoryoncompanypremisesanycontrolledsubstancewhoseuseisunauthorized.

4. Beingundertheinfluenceofacontrolledsubstanceoncompanypremisesorwhileoncompanybusiness,orwhileincompanysuppliedvehicles.

5. Anypossession,use,manufacture,distribution,dispensationorsaleofillegaldrugsoffcompanypremisesthatadverselyaffectstheindividual’sworkperformance,theirownorthesafetyofothersatwork,orthecompany’sregardorreputationinthecommunity.

6. Failuretoadheretotherequirementsofanydrugtreatmentorcounselingprograminwhichtheemployeeisenrolled.

7. FailuretonotifyN.C.Sturgeon,Inc.ofanyconvictionundercriminaldrugstatutesforaworkplaceoffensewithinfive(5)daysoftheconviction.

8. RefusaltosignastatementtoabidebyN.C.Sturgeon’sDrug-FreeWorkplacePolicy.

AUTHORIZEDUSEOFPRESCRIPTIONMEDICINE

Anemployeeundergoingprescribedmedicaltreatmentwithanydrugwhichmayaltertheirphysicalormentalabilitymustreportthistreatmenttohis/herSupervisor,atthetimetheprescriptionisorderedtodeterminewhetheratemporarychangeintheemployee’sjobassignmentiswarrantedduringtheperiodoftreatment.

DRUGAWARENESSPROGRAM

Toassistemployeesandtheirfamiliestounderstandandavoidtheperilsofdrugabuse,N.C.Sturgeon,Inc.hasdevelopedacomprehensiveDrugAwarenessProgram.Thecompanyusesthisprograminaneducationalefforttopreventandeliminatedrugabusethatmayaffecttheworkplace.

TheDrugAwarenessProgramwillinformemployeesabout:

• Dangersofdrugabuseintheworkplace.• N.C.Sturgeon,Inc.’sDrug-FreeWorkplacePolicy• Availabilityoftreatmentandcounselingforemployeeswhovoluntarilyseeksuch

assistance,and• DisciplinaryactionsforviolationsofN.C.Sturgeon,Inc.’sDrug-FreeWorkplacePolicy.

EmployeesofN.C.Sturgeon,Inc.areourmostvaluableresourceand,forthatreason,theirhealthandsafetyisournumberoneconcern.Anydrugusewhichimperilsthehealthandwellbeingofouremployeesorthreatensourbusinesswillnotbetolerated.Theuseofillegaldrugsandabuseofothercontrolledsubstancesonoroffdutyisinconsistentwiththelawabidingbehaviorexpectedofcitizens.Employeeswhouseillegaldrugsorabuseothercontrolledsubstancesonoroffdutytendtobelessproductive,lessreliable,andpronetogreaterabsenteeism.This,inturn,canresultinincreasedcosts,delaysandriskstoN.C.Sturgeon,Inc.’sbusiness.

Druguseintheworkplaceputsthehealthandsafetyoftheabuserandallotherworkersaroundthematincreasedrisk.Employeeshavetherighttoworkinadrug-freeenvironment.Inaddition,drugabuseinflictsaterribletollonthenation’sproductiveresourcesandthehealthandwell-beingofAmericanworkers.

Earlyrecognitionandtreatmentofdrugabuseisimportantforsuccessfulrehabilitation.Wheneverfeasible,N.C.Sturgeon,Inc.willassistemployeesinovercomingdrugabusebyprovidinginformationontreatmentopportunitiesandprograms.However,thedecisiontoseekdiagnosisandaccepttreatmentfordrugabuseisprimarilytheindividualemployee’sresponsibility.

Employeeswithdrugabuseproblemsshouldrequestassistancefrommanagement.N.C.Sturgeon,Inc.willtreatallsuchrequestsconfidentiallyandwillrefertheemployeetotheappropriatetreatmentandcounselingservices.Employees,whovoluntarilyrequestN.C.Sturgeon,Inc’sassistanceindealingwithadrugabuseproblemmaydosowithoutjeopardizingtheircontinuedemployment,providedtheystrictlyadheretothetermsoftheirtreatmentandcounselingprogram.Ataminimum,thesetermsincludetheimmediatecessationofanyuseofdrugs,andparticipation,whererequiredbyaprogram,inperiodicunannouncedtestingforatwenty-four(24)monthperiodfollowingenrollmentintheprogram.

Voluntaryrequestsforassistancefromemployeeswillnot,however,preventdisciplinaryactionforviolationofN.C.SturgeonInc.’sDrug-FreeWorkplacePolicy.

N.C.Sturgeon,Inc.hasinstitutedazerotolerancelevelprogram.N.C.Sturgeon,Inc.iscommittedtomaintainingasafeworkplacefreefromtheinfluenceofdrugs.AllemployeesareherebynotifiedthatN.C.Sturgeon,Inc.willcomplywiththerequirementsoftheDrug-FreeWorkplaceActof1988,andallapplicableregulationsissuedthereunder,aswellas,whenapplicable,anymorestringentrulescreatedbyotherfederalagencies.

N.C.Sturgeon,Inc.’sDrugAwarenessProgramdoesnotcreateanemploymentcontractbetweentheemployerandemployee.Furthermore,N.C.Sturgeon,Inc.hasthesolerighttomodifythepolicyandprogramatanytime.

DISCIPLINARYACTIONS

1. AviolationofN.C.Sturgeon,Inc’sDrug-FreeWorkplacePolicyissubjecttodisciplinaryaction,uptoandincludingterminationofemployment,atthecompany’ssolediscretion.

2. Asaminimum,anyemployeetestingpositivefordrugswillbeplacedon10daysuspensionandmustshowverificationofcompletionofdrugrehabilitation.Aftersuccessfulcompletionofdrugrehabilitationattheemployeesexpense.ItshallbetheCompany’sdecisionastoreemployment.

3. N.C.Sturgeon,Inc.willpromptlyterminateanyemployeewhotestspositivefordrugswhileundergoingtreatmentandcounselingfordrugabuse.

NOTICETOALLPERSONNELOFDISCIPLINARYPOLICY

ThisisaformalnoticeofN.C.Sturgeon,Inc.’sintenttotakedisciplinaryaction,uptoandincludingterminationofemployment,againstanyemployeewhoviolatesN.C.Sturgeon,Inc.’sDrug-FreeWorkplacePolicy.

N.C.Sturgeon,Inc.’sDrug-FreeWorkplacePolicyprohibitstheuse,sale,distribution,manufactureorpossessionofallcontrolledsubstancesaslistedinSchedulesIthroughVofSection202oftheControlledSubstanceAct(21U.S.C.812).

Companypolicyalsoprohibitstheperformanceofworkorpresenceatanycompanybuilding,facility,equipmentorworkarea/sitewhileundertheinfluenceofacontrolledsubstance.

DISCIPLINARYACTION

1stOffense Suspensionfor10workingdayswithoutpaytoimmediateterminationandverificationofcompletionofDrugRehabilitation.

2ndOffense Immediatetermination.

N.C.STURGEON,INC.

Drug-FreeWorkplacePolicyEmployeeAcknowledgement

_______________________________________________________________

______________________ReadandSignImmediately__________________

Iacknowledge,understand,and/oragreethat:

• IhavereceivedacopyoftheDrug-FreeWorkplacePolicyforEmployeesofN.C.Sturgeon,Inc.

• IhavecarefullyandthoroughlyreadtheDrug-FreeWorkplacePolicyforEmployeesofN.C.Sturgeon,Inc.

• IunderstandtherequirementsoftheDrug-FreeWorkplacePolicyforEmployeesofN.C.Sturgeon,Inc.andagree,withoutreservation,tofollowthispolicy.

Employee’sNamePrinted__________________________________________________

Location/Department______________________________________________________

Employee’sSignature______________________________________________________

AuthorizedWitness________________________________________________________

NOTICETOALLEMPLOYEES“POSTINJURYFITFORDUTY”TESTINGEffectiveJanuary1,2001,itisthepolicyofN.C.Sturgeon,LPhereinaftertoas“Company”thatanyofficeroremployeeofthe“Company”whohasanon-workorworkrelatedinjuryorillnessthatreasonablymayaffecttheabilitytoperformtheirusualjob,willberequiredtoundergoWorkSTEPSFitforDutyEmploymenttestingassoonastheirconditionisstableand/orattheprofessionaldiscretionofthedoctororlicensedtherapistperformingsuchtesting.ThedoctorortherapistperformingthetestisanindependentcontractorandisnotownedoroperatedbyWorkSTEPS.

“FitforDuty”testingisauthorizedbyFederalLawunderthe“AmericansWithDisabilitiesAct”(ADA),asreferencedintheTechnicalAssistanceManualunderSectionVI-13&14whichstates:

UndertheADA,medicalinformationormedicalexaminationmayberequiredwhenanemployeesuffersaninjuryonthejob.Suchanexaminationorinjuryalsomayberequiredwhenanemployeewishestoreturntoworkafteraninjuryorillness,ifitisjob-relatedandconsistentwithbusinessnecessity:

• todetermineiftheindividualmeetstheADAdefinitionof“individualwithadisability,”ifanaccommodationhasbeenrequested.

• todetermineifthepersoncanperformessentialfunctionsofthejobcurrentlyheld,(orheldbeforetheinjuryorillness),withorwithoutreasonableaccommodation,andwithoutposing“directthreat”tohealthorsafetythatcannotbereducedoreliminatedbyreasonableaccommodation.

• toidentifyaneffectiveaccommodationthatwouldenablethepersontoperformessentialjobfunctionsinthecurrent(previous)job,orinvacantjobforwhichthepersonisqualified(withorwithoutaccommodation).

WorkSTEPSPostInjuryFitforDutyEmploymentTestingmustbeaccomplishedwithinthree(3)workingdaysfromthedateofreleasetoworkinanycapacitybyaphysicianornotificationviacertifiedmailby“Company”.“FitforDuty”informationwillbekeptinaconfidentialfileseparatefrompersonalrecords.FailuretoreturntoworkasscheduledviaphysicianreleasewillresultinimmediateterminationandfailuretoperformWorkSTEPSFitforDutyEmploymenttestingwithinthree(3)workingdaysofcertifiednotificationwillresultinterminationofemploymentby“Company”.

________EmployeeInitials

NOTICETOALLEMPLOYEESRe:RETURNTOWORKAFTERANINJURYORILLNESS

EffectiveJanuary1,2003,itisthepolicyofN.C.Sturgeon,LPhereinafterreferredtoasthe“Company”,thatsaid“Company”reservestherighttofilllightormodifieddutypositions,ifanyarecurrentlyavailable,withtemporarilyinjuredorillemployeesuntiltheyreasonablyabletotransitiontotheirpreviouspositionortransfertoapermanentpositionwiththe“Company”thatdoesnotexceedtheircapabilitieswithinthetimeperiodsdescribedbelow.

Anyemployeewhohasastablenon-workrelatedinjuryorillnesswillberequiredtoreturntoworkfulldutywithin60dayspostinjuryorbesubjecttoterminationunlesssignificantprogresshasbeendocumentsbytheattendingphysician,bythetransitionalworkprogram,orbythephysicianortherapistperformingWorkSTEPSFitforDutyEmploymentTestingnomorethanever30daysasstatuschangesaftertheinjuryorillness.Employeeswhocontinuetoshowsignificantprogressupto60days,butstillcan’tperform“fullduty”,mayhavea30dayextensiontothispolicyasdeterminedbytheattendingphysician,bythetransitionalworkprogram,orbythephysicianortherapistperformingWorkSTEPSFitforDutyEmploymentTesting.Furthermore,employeeswhohavereachedmaximummedicalimprovement(MMI)asdeterminedbytheirphysicianandhavenotdemonstratedadequatecapabilitytoperformtheessentialfunctionsofthejobheldpriortotheinjuryorillnesswithorwithoutaccommodationwillbeterminatedunlesstherearevacantpermanentpositionstheemployeeisqualifiedforoutsideoflight,ormodifieddutythatdonotexceedtheirphysicalcapabilities.FederalDistrictCourthasheldthata“returntoworkprogramdoesnotviolatetheAmericanwithDisabilityAct(ADA)whenitpermitstheemployertoplaceonmedicallayoffinjuredemployeeswhoreachMMI.”(Hendricks-Robinsonvs.ExcelCorporation).Itisourpolicythatmodifiedorlightdutypositionsareavailableforrecentlyinjuredemployeesneedingtransitionalreturntowork.

CONFIDENTIALITYNOTICE:

Themedicalinformationcollectedduring“FitforDuty”examinationsorreceivedorreceivedregardingfunctionaltestsandMMIdeterminationswillbekeptinaseparatefilefromthepersonnelfileoftheemployeewhohassufferedtheinjuryorillness.

_____________

EmployeeInitials

INFORMATION HANDBOOK FOR EMPLOYEES Of N.C. …training, promotion, demotion, discipline, rates of...

Documents

Transcript of INFORMATION HANDBOOK FOR EMPLOYEES Of N.C. …training, promotion, demotion, discipline, rates of...

Job Demotion , Separation

The Layoff Case Analysis Final

Charlie Wilson’s Demotion Party

Affirmative Action Plan · 2018-06-27 · promotion, demotion, transfer, recruitment or recruitment advertising, layoff, disciplinary action, termination, rates of pay or other forms

Promotion, Transfer and Demotion

THE TRAINING LAYOFF SCHEME

2009 Demotion Presentation Text Format

Perceptions of Demotion Decisions: A Social Capital ...

Overview Administrative vs Punitive Demotions Types of Admin Demotion Demotion Policy Demotion Authority Demotion Process.

Promotion and Demotion

Layoff Information for State Classified Employees · Section 1(General 17.1-17.4) Section 2 (Layoff Avoidance Measures 17.5-17.10) Section 3 (Agency Layoff Plans 17.11-17.21) Section

ramotshere.gov.za · Procedures prior to Demotion Rules Applying to Demotion Misconduct Re- organization ... Promotion Process Promotion Committee General Provisions Transfer Process

COOK COUNTY BUREAU OF HUMAN RESOURCES DEMOTION …

Transfer & Demotion

Layoff Information and Resources

Involuntary and voluntary demotion: employee reactions and ...

Layoff Information Guide - Human Resources

Overview Demotion Policy Demotion Authority Reasons for Demotion Demotion Process.

2Gb D-die NAND Flash - mt-system.ru · R/B1 RE CE1 N.C N.C Vcc Vss N.C N.C CLE ALE WE WP N.C N.C N.C N.C N.C N.C N.C N.C N.C I/O7 I/O6 I/O5 I/O4 N.C N.C ... The CLE …

TEACHER LAYOFF LIST BY SCHOOL