A-200-001-A Employee Handbook - Humanic Design Employee... · A-200-001-A Employee Handbook Rev...

A-200-001-A Employee Handbook

Rev Date: 05 Oct 15 of 31

WELCOME TO M1 SUPPORT SERVICES, LP

We are excited to have you as part of our team. You were hired because we believe you can contribute to the success of our business and share our commitment to achieving our goals as stated in our mission statement: To be the preferred provider of Professional Management, Technical Support and Information Technology services to Government agencies, commercial entities and large business partners, through innovation and efficient mission support, responsive customer service, superior performance, and proven business development expertise.

M1 is committed to quality and unparalleled customer service in all aspects of our business. As part of the team, we hope you will discover that the pursuit of excellence is a rewarding aspect of your career here. Our success is built on our employees. Your job, every job, is essential to fulfilling our mission to the people who trust and respect us. It is the desire of M1 to have every employee succeed in his or her job and be part of achieving our Company’s goals. At M1, we want to recognize the contributions of all employees. Welcome aboard! We look forward to working with you. THE COMPANY M1 is a service disabled veteran-owned, woman-owned small business with a wide range of capabilities in aviation support services, logistics, information technology, engineering, training services, supply chain management, acquisition and facilities and equipment maintenance. We provide responsive, high quality technical solutions to a wide range of Federal Government customers. MISSION To be the preferred provider of Professional Management, Technical Support and Information Technology services to Government agencies, commercial entities and large Business partners, through innovation and efficient mission support, responsive customer service, superior performance, and proven business development expertise. APPROACH Select highly qualified personnel to solve customer challenges, provide them with training, management tools, and procedures to ensure success and create an environment that promotes personal and professional satisfaction to those who share our passion for excellence. COMPANY LOCATION M1’s Home Office is located in Denton, Texas. Address: 300 N. Elm Street, Suite 101, Denton, TX 76201 Phone: (940) 323-1119, Fax: (940) 323-1120 Email: [email protected] [email protected]



EMPLOYEE HANDBOOK DISCLAIMERS These guidelines do not create an employment contract, either expressed or implied. Employment with M1 is considered employment ‘At-Will’. M1 or the employee can terminate employment at any time, with or without cause and with or without notice. Employment is not guaranteed for any definite period of time. The ‘At-Will’ relationship exists regardless of any other written statements contained in these guidelines. The Employee Handbook is intended to orient employees with M1. The Employee Handbook is not a set of hard & fast rules. M1 reserves the right to deviate from any information written in these guidelines. The Employee Handbook is not all inclusive. It would be impractical and nearly impossible to set forth all of the actions that could be considered illegal or contrary to good business practices or good employee relations. NOTE: Specific information may be found in Company Manuals/Plans, Quality Operating Procedures (QOPs), Standard Operating Procedures (SOPs), Attachments and Forms that are available on the company’s ESS site. Regardless of hire date, all employees are required to be aware of and to understand any amendments, deletions, or changes to the Employee Handbook. The Employee Handbook supersedes any previous handbook and can be changed by M1 at any time. All employees will be notified if changes occur and will be responsible for reading and understanding the changes. HR policies and procedures and benefit information are available to employees as separate documents. Employees represented by a union should refer to their applicable Collective Bargaining Agreement (CBA) for additional details regarding information not outlined in the Employee Handbook. If information in the Employee Handbook is found to be in conflict or in contradiction of information in the employee’s CBA, the CBA will take precedence.



Table of Contents WELCOME TO M1 SUPPORT SERVICES, LP ............................................................. 1

THE COMPANY ....................................................................................................................... 1

MISSION .................................................................................................................................... 1

APPROACH .............................................................................................................................. 1

COMPANY LOCATION ........................................................................................................... 1

EMPLOYEE HANDBOOK DISCLAIMERS .......................................................................... 2

EQUAL EMPLOYMENT OPPORTUNITY ............................................................................ 5

CONDITIONS OF EMPLOYMENT ........................................................................................ 6

SECURITY ............................................................................................................................... 11

COMPENSATION AND BENEFITS .................................................................................... 12

TIME OFF ................................................................................................................................ 15

AAP FOR SPECIAL DISABLED VETERANS, VETERANS OF THE VIETNAM ERA, NEWLY SEPARATED VETERANS, AND PERSONS WITH DISABILITIES .............. 17

POLICY STATEMENT ........................................................................................................... 17

CODE OF ETHICS & BUSINESS CONDUCT ....................................................................... 18

SAFETY AND HEALTH ....................................................................................................... 24

SAFETY ORIENTATION ....................................................................................................... 24

GENERAL SAFETY RULES ................................................................................................ 24

HOUSEKEEPING ................................................................................................................... 25

WORKING ALONE ................................................................................................................ 25

LOCKOUT/TAGOUT ............................................................................................................. 25

CONFINED SPACE ENTRY ................................................................................................. 26

COMPRESSED AIR ............................................................................................................... 26

COMPRESSED GAS CYLINDERS ..................................................................................... 26

ELECTRICAL SAFETY ......................................................................................................... 26

HAND AND PORTABLE TOOLS ........................................................................................ 26

LADDERS AND WORK STANDS ....................................................................................... 26

MATERIALS HANDLING ...................................................................................................... 27

CRANES AND HOISTS ........................................................................................................ 27

IONIZING RADIATION .......................................................................................................... 27

NON-IONIZING RADIATION ................................................................................................ 27

WELDING ................................................................................................................................ 27

BATTERY OPERATIONS ..................................................................................................... 28



PERSONAL PROTECTIVE EQUIPMENT (PPE) .............................................................. 28

EYE PROTECTION ............................................................................................................ 28

SAFETY SHOES ................................................................................................................ 28

RESPIRATORS .................................................................................................................. 28

HEARING CONVERSATION PROTECTION ................................................................ 28

MISCELLANEOUS SAFETY EQUIPMENT ................................................................... 28

ACCIDENTS ............................................................................................................................ 29

FIRE PREVENTION ............................................................................................................... 29

HAZARD COMMUNICATION PROGRAM ........................................................................ 30

MOTOR VEHICLE OPERATIONS ...................................................................................... 30

EMPLOYEE ACKNOWLEDGMENT FORM: ......................................................................... 31



EQUAL EMPLOYMENT OPPORTUNITY M1 is an equal opportunity employer which means that we conduct employment activities including hiring, promotion, disciplinary action, development opportunities, pay, benefits, and terminations without regard of race, color, national origin, religion, sexual orientation, gender, transgender, age, veteran status, disability, or any other classification (s) protected by federal, state or local laws. All employees, regardless of protected status, are expected to acceptably perform the essential functions of their position, with or without accommodation.

Discrimination M1 does not permit discrimination or the unfair or prejudicial treatment of any employee, particularly those employees belonging to any of the protected classes listed above.

Harassment M1 will not tolerate harassment based on protected class, including insulting, bullying, degrading or humiliating behaviors.

Sexual Harassment is defined as… … requiring submission to sexual advances in order to get ahead or keep a job (Quid Pro

Quo or this for that). … any unwelcome sexual advances, requests for sexual favors or verbal or physical

conduct of a sexual nature. … creating an intimidating, hostile or offensive working environment with verbal or physical

conduct. In addition, M1 does not tolerate discrimination or harassment of or by its applicants, customers, visitors or contractual/government partners. M1 encourages healthy friendships among its employees and work partners. However, management employees in particular should be sensitive to employee conduct that could be considered offensive. Management is expected to intervene in inappropriate conduct as necessary and keep from engaging in it themselves. Any employee found to have engaged in discrimination or harassment will be subject to immediate disciplinary action up to an including termination.

Reporting Procedures M1 is dedicated to having a work environment that is free of discrimination and harassment. To that end, every employee is responsible to report discrimination or harassment to management or human resources. This includes both discrimination and harassment that the employee witnesses or that the employee suffers themselves. It is only if all employees report these behaviors that M1 can have the kind of working environment we all want. When an employee reports discrimination and harassment to management or to HR, the report will be promptly and thoroughly investigated. All reasonable efforts will be made to maintain the confidentiality of the investigation. However in order to thoroughly investigate the complaint, it may be necessary to interview the complainant, the accused, members of management, and other witnesses. Employees who are asked to participate in an investigation are asked to maintain confidentiality about the complaint, the identity of the complainant, the accused or other witnesses, or any other information pertaining to the



investigation. Management involved in the investigation will maintain confidentiality unless some disclosure is necessary to investigate the complaint. Any employee who discloses information about the complaint or the investigation to others without a ‘need to know’ will be subject to disciplinary action. At the conclusion of the investigation, if the complaint appears to be valid, immediate and appropriate disciplinary action will be taken. M1 prohibits retaliation against anyone who makes a complaint in good faith regarding discrimination or harassment or participates in an investigation. If an employee feels they are being retaliated against or that their complaint is not being handled properly, they should contact the home office human resources or any other company official. Employees should report incidents of discrimination or harassment against themselves or others to their direct supervisor, any member of management or human resources. Calls may be made anonymously, however M1 encourages callers to identify themselves. Anonymity can hinder the investigation.

CONDITIONS OF EMPLOYMENT

Probationary Period The M1 hiring process includes the completion of an initial probationary period, generally three months, for all employees with the exception of employees in bargaining units. During this period, formal and informal evaluations of employees’ knowledge, skills, abilities, behaviors and interests may be made. If management determines that a satisfactory performance level cannot not be achieved through a reasonable amount of training and coaching, the employee is subject to release from employment. All employees are required to meet M1 performance and behavioral standards, regardless of their tenure with the company.

Employment Service Dates Continuous employment with M1 is the basis for certain employee benefits, such as paid time off. An employee may have more than one type of service date:

1. Current Hire Date 2. Original Hire Date- for previous M1 employees who are rehired 3. Seniority Date- applies to union employees 4. Leave Eligibility Date- the date used to calculate vacation accruals

An SCA (Service Contract Act) employee’s Leave Eligibility Date may include the whole span of continuous employment with M1 plus time with any preceding contractor at the same facility performing the same kind of work.



The following rules apply to service date calculations for employees returning to M1:

Attendance Employees are expected to be at work, on time, for their scheduled shifts. Consistent and punctual attendance based on established work schedules is necessary for the operation of M1’s mission- giving our customers the services they have contracted with us for. Tardiness, absenteeism, and leaving early also puts an unfair burden on co-workers. If you are going to be late or absent, you are expected to call your supervisor and advise of the reason at least one hour prior to the start of your shift. Most supervisors require a phone call, not an email or a text message. They usually want to be able to speak to you about your call in. It is your responsibility to find out your supervisor’s specific requirements for calling in.

Job abandonment is defined as ‘three consecutive work days- no call, no show’. When an employee chooses to abandon their job, it is considered an immediate voluntary resignation and the employee is ineligible for rehire.

Job Vacancies

M1 wants to provide advancement opportunity to current employees when possible. Depending on the position, vacancies may be posted internally first, before being offered to outside applicants.

All current employees who have passed their probationary period are eligible to bid on any internal posting. Both internal and external applicants will be considered based on factors such as ability, skill, dependability, efficiency, and qualifications to perform the job duties required. Internal and external job postings may run concurrently due to time restrictions for filling a job vacancy.

Labor Unions

No company policy or procedure is intended to override provisions outlined and agreed to in a Collective Bargaining Agreement (CBA).

Rehired within 31 days of

termination date

Retain original hire date

Rehired between 32 days and one year of termination date

Leave eligibility date adjusted by length of time away from M1

employ

Rehired after one year of

termination date

New hire start date (no

adjustment )



Employee Records It is M1’s policy to maintain all personnel files and payroll records with maximum efficiency while exercising regard for the privacy of each employee.

Each employee will have a Personnel History File (PHF) that contains original or copies of all required employment documents, including Employee Change Notices (ECN), performance evaluations, counseling/disciplinary letters, commendation letters, company property agreements, Child Support Orders and other employment documentation. PHF files may be accessed to HR employees, M1 executives, the employee, the employee’s direct supervisor/transferring supervisor, and outside agencies possessing a legal document which requires the release of specific information.

Each employee also has an Auxiliary File that contains benefit enrollment documents, results of drug tests, hearing tests or required physicals, LOA, Short-term-Disability (STD) and Workers’ Compensations applications, claims and information, beneficiary information, employment verification, and Medical Child Support Orders. M1 will avoid disclosure of any employee information to any unauthorized persons. Appropriate security measures with be taken with regard to all employee records and information and both safeguarding and disposal of information will be handled accordingly.

Active employees may access their personnel records by submitting a written request to the Human Resources Manager. Personnel records are not available to employees who have terminated employment with M1.

Workplace Injuries Safety is a critical aspect of everyone’s job at M1. Besides our mission to the customer, our attention to working safely and keeping our work environment safe is M1’s top priority.

Besides M1’s legal reporting requirements about workplace injuries and accidents, investigating and improving our ability to work safely helps make working at M1 better for everyone. M1 requires that employees who sustain an injury, no matter how small, must report that injury to their supervisor immediately.

Management must complete a Report of Injury, regardless of whether the injury involves medical treatment or lost time. This Report of Injury can then be investigated to help keep the injury from happening again, if possible.

Employees who do seek medical attention must provide a release to return to work from the attending physician, before they will be permitted to return to work. A release to return to work may contain restrictions or accommodations, which will be reviewed on a case-by-case basis to determine if light duty work is available.

Drug- Free Workplace M1 is committed to providing a substance free workplace for employees. Our policy is as follows:

No M1 employee may consume, possess, sell, or purchase any alcoholic beverage on any property owned by, leased on behalf of, or provided to M1, or in any vehicle owned, leased or operated on behalf of M1. No employee may use, possess, sell, transfer or purchase any drug, alcohol or other controlled substance which could alter an employee’s mental or physical capacity while performing work and/or on company property. This



policy applies to all employees without exception, including part-time and temporary employees. As a condition of employment on a federal contract, every employee must:

Abide by the terms of this policy statement. Notify management within five (5) calendar days if they are convicted of a felony

drug violation.

Employees working in safety-sensitive positions have a responsibility to notify management if they are taking prescription medication that may affect their ability to safely conduct their normal job functions. In no case will the employee be required to divulge the medical condition for which the medication is being taken. Management will evaluate the risk associated with working while taking the medication and if necessary, reassign the employee to a non-safety sensitive position if one exists or relieve the employee until they can safely perform job duties without risk to personnel or property.

In accordance with the Drug-Free Workplace Act of 1988 and within the limits of federal/state laws and/or Collective Bargaining Agreements, M1 employees may be asked to submit to a medical examination and/or be clinically tested for alcohol and/or drugs. Additionally, if there is a reasonable suspicion that an employee is working while under the influence of alcohol or drugs, or if the employee is involved in an on-the-job accident, that employee, at the discretion of M1, may be required to submit to immediate testing for drugs and/or alcohol. Refusal to submit to this testing will be cause for disciplinary action up to and including termination.

M1 conducts alcohol/ drug testing at pre-employment, and may conduct testing under any of the other following conditions:

M1 will make every effort to keep drug testing results confidential, with disclosure only on a need-to-know basis. However test results can be used in hearing and court cases which may arise because M1 is required by law to provide employees negative test results to federal and/ or law enforcement agencies.

Disciplinary Action M1 wants every employee to be successful. Staying in compliance with the company’s policies and practices will help you in the quest for success. A new hire/rehire is on probation for their first 90 days of employment and it is important that they follow M1’s policies and practices immediately. Unacceptable behavior or performance may result in corrective action or discipline, up to and including termination of employment, at the discretion of management. Discipline will be conducted in accordance with the provisions of the company policy and/or a Collective Bargaining Agreement, if applicable. Generally, an established progression of discipline is followed, which may include corrective instruction, one or more verbal warnings and a written warning prior to determining if adverse employment action is needed.

Post‐ Accident

Reasonable Suspicion

Random

Pre‐Employment



Notwithstanding management’s right to exercise judgment in each incident, the following are specific examples of serious issues that, at the discretion of M1, could result in immediate termination:

Insubordination, or willful and defiant violation of an established policy or rule Falsification of Company records, including timecards or expense reports Gross negligence Disrespectful or discourteous behavior toward the customer, other employees,

vendors and/or partner contractors Breach of trust or dishonesty Conviction of a felony Deliberate non-performance of work and/or restriction of work; including sleeping

on the job, taking extended breaks and/or not working in the assigned work area as directed

Possession of dangerous weapons on any work premises Threatening another individual with harm Fighting, violent behavior, or serious breach of acceptable behavior Theft or misuse of company funds or company issued credit card Violation of the substance abuse policy Abuse or damage to company, customer or government property Excessive absenteeism or tardiness, absence without proper notification, or failure

to return from approved leave Disciplinary Action will be administered progressively through the use of Counseling Actions (CAs), and/or Disciplinary Actions (DAs), depending on the situation. However, M1 reserves the right to skip progressive discipline where the employee’s unsatisfactory behavior or violation of policy is determined to be egregiousness in nature.

If an employee works under a CBA, they usually have the right to file a grievance if they are not in agreement with a disciplinary action. For SCA and non-union employees, M1 encourages use of an Open Door process for employee concerns. Next level management and HR are always available to review counseling actions that employees do not agree with.

Dress Code All M1 employees are expected to conduct themselves, in appearance and behavior, with professionalism. Proper business attire is businesslike in appearance; neat, conservative and avoids extremes. M1 employees should maintain standards equal to or slightly higher than the industry norms for their position. Company uniforms, where provided, should be kept clean and in good repair.

Termination of Employment On the employee’s last work day, they will receive their Out-Processing Packet. The packet contains an Out-Processing Checklist, Quick Reference Pay and Benefit Guide, Life and AD&D conversion packages (if applicable), an Exit Interview, and a CIGNA Life Assistance Brochure.



Employees should bring all company or government property in their possession with them to their out-processing meeting; this includes uniforms, badges, entry/scan cards, keys, credit cards, parking decals, phones or other equipment.

Resigning employees are asked to provide a resignation letter, which can be typed or hand written. The letter should contain the final date of employment and reason for leaving. Employees who give less than a two week notice will not be eligible for rehire.

Health benefits remain in effect until the last day of the month in which the employee terminates. Other benefits, including Life and AD&D insurance, end on the final date of employment. Approximately 1 week after termination, employees who had health insurance with M1 will receive information in the mail on how to extend their health insurance coverage through COBRA. This information will come from Optum Health/ UHC.

Final pay date requirements vary from state to state. Check with your manager or payroll for details. Your final pay check will include deductions for insurance premiums due for the remainder of the month and a final 401(k) deduction (if applicable). The employee’s remaining vacation balance will be paid to them in the final pay check. After termination, employees can still go in to ESS to print pay statements and/or W-2 forms.

Remember to keep your address current with M1 so your year-end W-2 will reach you at your correct address.

Employment references will be provided when requests are sent to the attention of HR at the Home Office. HR will only release dates of employment and job title to answer a reference request, unless the request is accompanied by a waiver form signed by the employee which gives permission to release salary or other information.

SECURITY Clearances Employees must be able to meet any government required clearances or government requirements for access to a military installation. Certain positions may require an employee to obtain and maintain a security clearance and /or undergo a National Agency Check Investigation (NACI). Existing employees may be required by the government to obtain new clearances. The employee’s ability to obtain and maintain these clearances is a condition of employment.

An employees’ failure meet to meet these guidelines or have their authorization to a military installation removed and/or revoked will be terminated.

Personal Use of Company / Government Property Company and/or government property is provided to employees solely for conducting company business. Personal use is not permitted.

Some of the property provided to employees includes computers and computer peripherals, computer programs and software, email, copiers, facsimile machines, cell phones, desk phones, phone lines, long distance service, internet service, office supplies, postal supplies and other property. None of these may be used for personal reasons.



Employees should not expect privacy while using company or government property. M1 reserves the right to review phone records and examine internet usage and email sent using company equipment.

Installation/use of software or other programs on company or government computers must have the written approval of management. Likewise, pirating company software or programs for personal use is prohibited. It is also against policy to utilize downloads or other programs to work around company or government firewalls.

Pornography, pirated music, or unlicensed software are not permitted on company or government computers.

Social Media Social Media includes all means of communicating or posting content on the internet, including to your own or someone else’s web, blog, journal, diary, personal web site, social networking or affinity web site, web bulletin board or chat room.

Ultimately, you are solely responsible for what you post online. Inappropriate postings about M1 or its employees, including discriminatory remarks, harassment, threats of violence or similar inappropriate or unlawful postings may be cause for disciplinary action up to and including termination.

If you decide to post complaints or criticism about M1 or its employees, consider avoiding the use of statements, photographs, audio or video that could reasonably be viewed as malicious, obscene, threatening or intimidating, that disparage M1’s customers or suppliers, or that might constitute harassment or bullying. One example might include offensive posts meant to intentionally harm someone’s reputation.

Refrain from posting confidential M1 information including internal reports, policies, procedures or other internal confidential business communications. Never represent yourself as a spokesperson for M1. If you do post content on line related to work, it is best to include a disclaimer such as, “The opinions on this site are my own and do not necessarily reflect the views of M1.”

Do not use social media while on work time or utilizing equipment or internet access that is provided by M1 or the government provides. Do not use your M1 email address to register on social networks, blogs or other online areas that are for personal use.

COMPENSATION AND BENEFITS

Payroll Deductions, & Garnishments As required by law, M1 makes all statutory deductions for Social Security, Medicare and Federal & State (if applicable) Income Tax from your paycheck each pay period. Insurance premiums are also deducted each pay period, once the employee completes their new hire enrollment process.



M1 will also comply with all legal garnishments and/or medical support orders received. Employees will receive a copy of the document and the amount and start date of any garnishment received. Time Reporting Every employee is responsible for accurately reporting their time worked each day and submitting their timecard to their supervisor for approval at the end of each workweek. Each employee is to record his/her own time worked through the e-timecard system. Approved timecards are due to Payroll by 10 a.m. (CST) the workday following the completion of the workweek. If a timecard is not submitted by the due date, the employee’s pay for that period will be delayed an additional day for which the timecard is not submitted. For example, if a timecard is due on Monday at 10 a.m. but is submitted on Tuesday and payday is normally Friday, that employee will be paid on Monday. It is incumbent and imperative that timecards are submitted in a timely and accurate manner. All time worked each day, in hours and tenths should be recorded daily, along with overtime, leave and leave of absence hours. Overtime worked and recorded must have advance supervisory approval. Timecards are not to be submitted for approval in advance of the end of a workweek unless an employee is scheduled to be on vacation or holiday for the remainder of the workweek. If an employee is unavailable to submit their timecards at the end of the pay period, the supervisor should submit a timecard for that employee. Employees are responsible for recording their time to the appropriate account codes and pay types on their timecards. Time worked on certain special activities must be charged to the job number that describes the work being performed. Amended or corrected timecards shall be submitted as soon as it is determined that an error was found or entered on a timecard. Amended timecards must be submitted to the employee’s supervisor for approval and will be required to contain an explanation of the correction. Workweek The company’s normal workweek begins at 12:00 a.m. Saturday and ends at 11:59 p.m. on the following Friday. The normal workweek may vary depending on union agreements and/or site requirements. Direct Deposit M1 requires the direct deposit of all payroll and expense report reimbursements. At the employee’s option, each paycheck will be automatically deposited to either the employee’s checking or savings account- or funds can be allocated to two (2) accounts. Funds can also be allocated to a company-issued Payroll Card. Employees can view and print their pay statements by accessing ESS. Business Expenses All travel expenses must be approved in advance by senior site management or by the Home Office. Approved expenses should be submitted on the company’s expense report, along with original receipts. Expense reports are due no later than seven (7) days after the expense is incurred or after the completion of travel. If an expense report is not submitted in the timeframe outlined above, M1 may deduct any advance pay given to the employee until the employee fully accounts for all travel-related expenses. Original



receipts should be submitted to the Home Office- Accounting. Receipts smaller than 8 ½” by 11” should be taped to a piece of paper that is 8 ½” by 11”. All contract travel will be in accordance with the Joint Travel Regulations (JTR) or as dictated by government requirements. Employment Status Definitions

Full-Time Status- a non-exempt employee who is regularly scheduled to work 30+ hours per week.

Part-Time Status- a non-exempt employee who is regularly scheduled to work less than 30 hours per week.

Exempt Status- a salaried employee as defined by the Fair Labor Standards Act (FLSA). FLSA provisions such as minimum wage, overtime, and child labor provisions do not apply to exempt employees.

Non-exempt Status- an hourly employee who is protected by FLSA provisions and must be paid in accordance applicable minimum wage laws, overtime, and child labor provisions.

Benefits & Employee Programs M1 offers benefit packages to all employees, based on contract requirements. Everyone has the option to enroll in M1 benefits a new hire / rehire or during Open Enrollment. M1’s benefit year begins on 10/1 and ends on 9/30. Open Enrollment is typically held in September for an October 1st effective date.

New hires receive a benefit email containing all the details on their benefit choices on or about their start date. Benefits are effective from the first day of employment. It is important that new hires enroll within 5 days of their start date. Failure to enroll by the deadline date can result in the forfeiture of your benefit enrollment opportunity.

M1 offers medical plans through Aetna and IAM Benefit Trust for several bargaining units. Our overseas employees receive coverage from Aetna International. Dental plans are available from Delta Dental and vision coverage through VSP. M1 also offers Life, AD&D, Short term and Long term disability insurance through CIGNA and Retirement Savings Plans sponsored by Fidelity Investments. Employee benefits costs vary by contract.

Employees can change or cancel benefits during the plan year if they have a life/ qualifying event. This includes a birth, death, marriage, divorce or spouse’s loss/gain of employment. Employees should contact HR within 31 days of the event in order to be eligible.

Employee Assistance Programs M1 offers its employees Employee Assistance Programs to help employees and their families deal with all kinds of life issues which arise- from serious situations, such as mental health, grief, alcohol or drug problems, or other counseling, to informational services, such as referrals for legal consultation, elder care and even pet care. Help is available 24/7.

U.S. based employees can call CIGNA at 1-800-538-3543 or go to www.cignabehavioral.com/CGI.



Internationally-based employees can call Aetna International toll-free at 1-800-231-7729 or go to www.aetnainternational.com. TIME OFF

Holidays M1 provides employees with nine (9) standard holidays:

New Year’s Day Martin Luther King, Jr. Day President’s Day Memorial Day Independence Day Labor Day Veteran’s Day Thanksgiving Day Christmas Day

M1 employees under Collective Bargaining Agreements (CBA), follow guidelines for holidays as defined by the CBA.

Bereavement In the case of the death of a member of the employee’s immediate family, the employee receives a maximum of three (3) scheduled workdays off with pay to attend the funeral and tend to administrative details. Members of the immediate family include spouse; child or step child; parent, step-parent or parent-in-law; brother or sister. Pay for all such time is at the employee’s base rate of pay. Employees belonging to a union should reference their CBA.

Jury Duty Employees ordered to Jury Duty receive scheduled workdays off with pay to attend. Employees must provide any notice of scheduled days or date/time released to their immediate supervisor. The employee should also send a copy of their pay stub from the court to the Accounting department, Home Office, should they receive any stipend to attend jury duty. Other required court appearances should be approved by the employee’s immediate supervisor. These absences are not paid for by M1, but can be covered by an employees accrued vacation leave.

Vacation Vacation time for M1 employees is defined by the contract. Employees should review the vacation policy for their contract with their supervisor or manager. Employees belonging to a union may reference their CBA. Accrued vacation time is paid out to employees upon termination at the employee’s base rate of pay. Sick Time and/or Personal Paid Time Sick time and/or Personal Paid Time for M1 employees is defined by the contract at their work location. Employees should review the sick time and/or personal paid time policies for their contract with their supervisor or manager. Employees, who work location is represented by a union, should reference their CBA. M1 provides employees sick or personal time as dictated by State or Local Sick Time Laws.



Leaves of Absence M1 offers leaves of absence for military, short term and long term disability, worker’s compensation, Family & Medical Leave (FMLA), personal, and for compliance with state and local disability leave laws. M1’s Leave of Absence Guidelines provides comprehensive details.



AAP FOR SPECIAL DISABLED VETERANS, VETERANS OF THE VIETNAM ERA, NEWLY SEPARATED VETERANS, AND PERSONS WITH DISABILITIES

POLICY STATEMENT

It is the policy of M1 Support Services (M1) and my personal commitment to not discriminate against any employee or applicant for employment because he or she is an individual with a disability, a disabled veteran, a newly separated veteran, a campaign veteran, or an armed forces service medal veteran (i.e., qualified protected veterans). It is also the policy of M1 to take affirmative action to employ and to advance in employment all qualified persons regardless of their status as individuals with disabilities or protected veterans. Decisions related to personnel policies and practices shall be made on the basis of an individual's capacity to perform a particular job and the feasibility of any necessary job accommodation. M1 Support will make every effort to provide reasonable accommodations to any physical and mental limitations of individuals with disabilities and to special disabled veterans. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment. Employees of and applicants to M1 will not be subject to harassment, intimidation, threats, coercion, or discrimination because they have engaged or may engage seeking to obtain their legal rights related to any law regarding EEO for qualified individuals with disabilities or qualified protected veterans. As President of M1, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the company, I have selected the Managing Director as the Equal Employment Opportunity (EEO) Director for M1, who is assisted in implementation by the corporate Human Resources Manager. One of the Human Resources Manager’s duties will be to establish and maintain an internal audit and reporting system to allow for effective measurement of M1 programs. In furtherance of M1’s policy regarding Affirmative Action and Equal Employment Opportunity, M1 has developed a written Affirmative Action Program which sets forth the policies, practices and procedures which M1 is committed to applying in order to ensure that its policy of non-discrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. This Affirmative Action Program is available for inspection by any employee or applicant for employment upon request, during normal business hours, in the home office. Interested persons should contact the Human Resources Manager at 940-323-1119 for assistance. William Shelt, President



CODE OF ETHICS & BUSINESS CONDUCT

Introduction M1 SUPPORT SERVICES, LP is committed to maintaining the highest standards of business conduct and ethics. This Code of Ethics and Business Conduct reflects the business practices that support this commitment: It shall be the firm policy of M1 SUPPORT SERVICES, LP and its divisions to conduct all business operations in accordance with good business ethics. In addition to compliance with all applicable laws and regulations, ethical business conduct shall include fair and reasonable dealings with customers, suppliers, and competitors and the avoidance of practices, even though within the permissible limits of the law, that would create a reasonable appearance of impropriety. All employees of the Company, at any level, shall be responsible for their own conduct while performing the Company’s business, within the limitations of all applicable federal, state, and local laws and regulations and shall be responsible for consulting with the Company's Compliance Officer as necessary to obtain necessary information or clarification concerning such laws and regulations. Officers, Directors, Managers and Supervisors are expected to develop a sense of commitment to the Code in our employees. Also they are expected to ensure that all employees conform to Code standards when working for or on behalf of M1 SUPPORT SERVICES, LP. The Company's policy regarding business ethics and compliance shall be communicated by written Code of Ethics and Business Conduct that will be distributed to current and future employees, subcontractors, and consultants of the Company. The Code provides guidance on our expectations for all employees, contract labor, and consultants when representing or acting on behalf of M1 SUPPORT SERVICES, LP. This document does not contain all the answers to every question that may arise. If you observe misconduct or have questions, contact your Director, Manager, Supervisor, or Human Resources to assist you. All consultants to the Company shall be required to read and acknowledge in writing that they have received, read, understood and will comply with the Company’s Code of Ethics and Business Conduct to the extent applicable to non-employees. No Tolerance for Discrimination & Harassment M1 SUPPORT SERVICES, LP believes that it is critical to our success to treat all employees with fairness and respect. We are committed to providing a safe and respectful environment that is free from discrimination and harassment. M1 SUPPORT SERVICES, LP is an equal opportunity employer. We have a “no tolerance” policy for discrimination against applicants or employees based on race, color, religion, national origin, age, sexual orientation, trans-gender, gender, military service or status, veteran status, disability or any other characteristic protected by federal, state, or local law. It is strictly prohibited to discriminate in decisions concerning recruitment, hiring, compensation, benefits, training, termination, promotions, or any other condition of employment or career development. We will not tolerate the use of discriminatory language, unwelcome unsolicited sexual advances, bullying, harassment, or any other remarks, jokes or conduct that creates or



fosters an offensive or hostile work environment. Employees at all levels of the organization must act with respect and civility toward coworkers, customers and outside agencies. M1 SUPPORT SERVICES, LP supports and fully complies with the Uniform Services Employment and Reemployment Rights Act (USERRA). Compliance with Laws & Regulations Obeying the law, both in letter and in spirit, is the foundation of the Code. Our success depends upon each employee’s operating within legal guidelines and cooperating with local, national and international authorities. You are expected to perform all of your duties in compliance with all laws, regulations, and company policies. Violation of domestic or foreign laws, rules and regulations may subject an individual, as well as M1 SUPPORT SERVICES, LP, to civil and/or criminal penalties. Be aware that all records, including emails, are subject to internal and external audits, and to discovery by third parties in the event of a government investigation or civil litigation. It is in everyone’s best interests to know and comply with our legal and ethical obligations. Managers and supervisors must be particularly careful with their words and conduct to avoid placing, seeming to place, or pressure on subordinates that could cause them to perform in a way that is contrary to the ethical standards set forth in the Code and Company policies. Healthy Work Environment All employees are responsible for complying with environmental, health and safety laws and regulations. Violation of environmental laws can be a criminal offense and can involve monetary fines and imprisonment for both an employee and the Company. We expect employees to comply with all posted warnings, regulations and applicable environmental laws. Our intent has been, and continues to be, to conduct our business in an environmentally responsible manner that minimizes environmental impacts. M1 SUPPORT SERVICES, LP is committed to a drug-free workplace. Employees are required to pass a pre-employment drug test and may be subject to random drug testing during their employment. The use, sale, or purchase of illegal drugs or the abuse of prescription or over-the-counter medications, alcohol, or other substances will not be tolerated. Employees are required to notify the Home Office Human Resources Director if they take any medication that affects their ability to perform their jobs safely. Employees are prohibited from possessing, serving, being under the influence, or consuming alcohol while on Company property or while conducting Company business. Sensitive Information Employees of M1 SUPPORT SERVICES, LP who come into possession of non-public information concerning M1 SUPPORT SERVICES, LP must safeguard the information and not intentionally or inadvertently communicate it to any person, including family members and friends. All non-public information about M1 SUPPORT SERVICES, LP or about companies with which we do business is considered proprietary and/or confidential information. Customers and suppliers trust us to protect all confidential information. You may only



disclose sensitive information if you have the proper authorization to do so. Even the appearance of an improper transaction should be avoided. M1 SUPPORT SERVICES’ employees, agents, consultants, customers, and business partners entrust us with personal or sensitive information and we must protect and use only for its intended and authorized purposes. If you have access to personal or confidential information, which may include business and marketing plans, financial information, databases, configuration of our computer systems, customer lists, pricing strategies, marketing materials, personnel data, personally identifiable information pertaining to our employees (e.g., salary, bonus or performance-appraisal data), customers or other individuals (e.g., names, addresses, telephone numbers, social security numbers, and medical data), and similar types of information provided to us by our customers, suppliers and business partners, it may not be disclosed without the proper authorization. If you collect or access personal or confidential information on behalf of M1 SUPPORT SERVICES, LP, you are responsible for knowing and complying with all applicable laws and policies that govern such activities. If you become aware or believe that personal or confidential information has been accessed by an unauthorized person, disclosed inappropriately, or gathered in violation of company policy or the law, you must immediately bring this to the attention of your Director, Manager, Supervisor, or Human Resources Director. Care & Use of Company & Customer Assets You have a special responsibility to protect M1 SUPPORT SERVICES, LP and customer resources and assets. It is the responsibility of all employees to use company and customer property, electronic communications systems, information resources, material, facilities, and equipment with the proper use and care. You must seek guidance and permission before using any company or customer asset for personal use. You may not use the company or customer’s resources to support a personal business or for an illegal act or purpose. When terminating your employment, you are required to return all Company property in your possession, including records, electronic data, computers, equipment, tools, and keys. Use of a Company credit card for personal use is strictly prohibited. International M1 employees are expected to comply with the applicable laws in all countries to which they travel, in which they operate and where we otherwise do business. These include laws prohibiting bribery, violations of export and import laws, laws undermining democracy, and laws involving corruption or conduct business with specified individuals, companies or countries. These U.S. laws, rules and regulations, which extend to all our activities outside the U.S., include;



• The Foreign Corrupt Practices Act (FCPA), which prohibits bribery, directly or indirectly, of foreign government officials or political parties to obtain improper business advantage;

• Export Controls, which restrict travel to designated countries or prohibit or restrict

the export of certain goods, services, technical data, equipment and technology to designated countries. Export licensing and controls are very complex and care should be taken not to inadvertently violate the laws;

• Anti-boycott Compliance, which prohibits U.S. companies from taking any action

that, has the effect of furthering or supporting a restrictive trade practice or boycott that is fostered or imposed by a foreign country against a country friendly to the U.S. or against any U.S. person.

If you have a question as to whether an activity is restricted or prohibited, seek assistance from the Compliance Officer or a Director of M1 SUPPORT SERVICES, LP. Conflicts of Interest A conflict of interest exists when you have divided loyalties. You may have a direct or indirect personal interest in a transaction or matter that might reasonably appear to affect the judgment that you exercise on behalf of M1 SUPPORT SERVICES, LP. It may influence your actions, or lead you to neglect M1 SUPPORT SERVICES, LP business interests. You are expected to avoid financial, business, or other transactions or situations in which your personal interest might conflict with, or appear to conflict with the interest of M1 SUPPORT SERVICES, LP. This extends to all activities that may create even an appearance of a conflict of interest, which can often times be just as damaging as an actual conflict. The following are examples of situations that may involve Conflicts of Interests, depending on the facts and circumstances:

• Employment by a competitor, customer or potential competitor. • Owning, directly or indirectly, a significant financial interest in any entity that

does business, seeks to do business or competes with M1. • Soliciting or accepting gifts, payments, loans, services or preferential treatment

from those seeking to do business with M1 SUPPORT SERVICES, LP. • Conducting business transactions with your family member or a business in which

you have a significant financial interest. • Employing or discussing employment with former government employees, or using

them as consultants or subcontractors in violation of applicable laws or regulations. • Having a personal interest or potential for personal gain in any company

transaction.



Competing Fairly M1 SUPPORT SERVICES, LP success depends on our integrity and ability to outperform our competition fairly and honestly. Acquiring proprietary information from others through improper means, possessing trade secret information that was improperly obtained, or inducing improper disclosure of confidential information from past or present employees of other companies is prohibited. You are expected to deal fairly with our customers, suppliers, employees and anyone else with whom you have contact in the performance of your job. If you are involved in procurement, bid preparations, or contract negotiations you have a special responsibility to adhere to principles of fair competition and be certain that all statements, communications, and representations are accurate and truthful. Training & Certification As an employee, you may be asked to participate in periodic training and certification concerning the company’s Code of Ethics & Business Conduct. Reporting M1 fosters compliance with the Code and we have established the position of Compliance Officer to oversee this program. We have designated Kevin Denny, Vice President of Contracts as our Compliance Officer who can be reached as follows:

300 N. Elm Street, Suite 101 Denton, TX 76201

(940) 323-1119, (940) 323-1120(fax) Email: [email protected]

In addition to reporting violations, you are encouraged to contact the Compliance Officer to discuss any ethics question or concern. You can expect the following when you contact M1 SUPPORT SERVICES, LP:

• Your concern or report will be treated fairly and seriously;

• You will be treated with dignity and respect; • The Company, consistent with our obligations under the law and government

disclosure requirements, will endeavor to protect the confidence and anonymity of employees reporting information hereunder to the extent possible, if requested;

• Due to privacy requirements, you will not likely be informed of the details of any

discipline that results from an investigation, and; • That the appropriate actions in response to violations of the Code will be taken

even if they are not always visible to you. M1 SUPPORT SERVICES, LP will not tolerate retaliation against employees who raise concerns in good faith.



Managers and Supervisors must promptly report any complaints or observations of Code violations to the Compliance Officer. If you believe your supervisor has not taken appropriate action, you should contact the Compliance Officer directly. All employees are required to cooperate in internal investigations. Do not destroy or alter any documents or records, lie to or mislead an investigator, or obstruct the collection of information relating to an investigations or any legal action.



SAFETY AND HEALTH M1 Support Services maintains policies and programs that conform to the 1970 Williams Steiger Act, also known as the Occupational Safety and Health Act (OSHA). The Company requires each operating unit to provide a workplace that is free of recognized hazards that might cause serious injury. Each employee has the duty to comply with the following safety and health standards:

Observing company safety rules Using required safety equipment Practicing safe work habits that protect all employees from injury Reporting unsafe practices and unsafe conditions Practicing good housekeeping Prompt reporting of any job-related injuries to your supervisor when incurred

M1 Support Services Safety Policy and Objectives can be viewed on your site Safety Board and also on the ESS website: https://asp1.humanic.com/pls/m1ss/hess_login.auth SAFETY ORIENTATION Each employee will be given a safety orientation when first hired IAW the requirements outlined in the Home Office Safety Manual/Plan (AM-570) and Quality Operating Procedure (QOP) Qualification and Training of Personnel and Sub-Contractors (AP-622). The company uses a formal written accident prevention program as described in AM-570 Safety Manual. There are also basic safety rules that all employees must follow. They include:

Never do anything that is unsafe in order to get the job done. If a job is unsafe, report it to your supervisor.

Do not remove or disable any safety device! Keep guards in place at all times on operating machinery.

Use personal protective equipment whenever it is required. Obey all safety warning signs. Working under the influence of alcohol or illegal drugs or using them at work is

prohibited. Horseplay, running and fighting are prohibited

GENERAL SAFETY RULES It is important that all employees be aware of and understand their safety responsibilities. The following common safety rules must be observed on a daily basis:

Good housekeeping, maintenance of safe working conditions, and safe work practices are the responsibilities of each individual.

Safety equipment is provided for your protection when performing jobs that require such equipment. It is your responsibility to use all safety equipment that is provided for your job.

Smoking is not permitted in areas of chemical usage or storage and other areas designated as No Smoking.



Employees should wear clothing that cannot become entangled in machinery, affords adequate skin protection, and does not reduce vision or hearing.

Wearing rings, bracelets, necklaces, and watches is prohibited when working with machines and equipment. They can easily get caught in machinery or equipment which could cause serious injury.

All accidents resulting in injury and/or property damage or near-miss accidents must be reported immediately to your supervisor.

Fire alarms and extinguishing equipment are located throughout your work area. It should be easily accessible and not blocked by stored equipment or material.

Do not operate any equipment until you understand the potential hazards associated with its use and have been trained to use it properly.

Do not stand on stools, boxes, or chairs to reach high shelves or equipment beyond your normal grasp. Use ladders or stepladders.

Do not store glass, liquids, or heavy equipment on the top shelves. Always use care when handling hazardous materials such as solvents, chemicals,

or similar materials. A Hazardous Material Identification System (HMIS) has been developed to provide information about material hazards. Ask you supervisor for details.

Eating lunch and/or consuming liquids are not permitted in work areas where potential health hazards may exist. These areas include assembly, machine shops, laboratory areas, painting operations, or other areas that have chemicals or debris present.

HOUSEKEEPING Good housekeeping is one of the most basic and important elements for a safe working environment. Orderliness, safe operations, and quality work go hand in hand. Follow these general housekeeping rules:

Keep aisles, passageways, and fire lanes clear of obstruction Store materials and tools in their appropriate places Keep floors clean and free of debris Place trash and waste materials in the appropriate container Keep clear all areas around sprinkler control valves, fuse boxes and electrical

switch panels (minimum 36 inches), fire extinguishers, and other emergency equipment.

WORKING ALONE Working alone is defined as an individual occupying a work area that is isolated from contact with co-workers or from which emergency egress may be difficult. Supervision will provide the appropriate training for working alone based on the type of risk associated with the job. Consult your supervisor if you have any concerns about working alone. LOCKOUT/TAGOUT Lockout/tagout procedures are established to protect you from unexpected startup of power equipment (punch presses, lathes, grinders, etc.) during maintenance, inspection, or modification. An “authorized” employee required to work on power equipment must turn off the power and lock the switch in the OFF position. Locks are to be removed only by the person who placed the lock on the switch.



CONFINED SPACE ENTRY A confined space is a work area that is not intended to be occupied on a regular basis, does not receive fresh air, restricts body movement, or is difficult to get into or out of in an emergency. The atmosphere in confined space areas may differ from the atmosphere outside the area. Special training will be provided for employees required to work in confined space areas. Appropriate personal protection equipment must always be worn when entering a confined space. Consult with your supervisor before entering a work area that you think is hazardous. COMPRESSED AIR The flow rate of compressed air used in work areas is regulated and special air nozzles are provided. Air pressure must never be tested by touching the nozzle to the skin. Always wear eye protection when using compressed air. COMPRESSED GAS CYLINDERS Compressed gas cylinders should always be handled with care. Cylinders should be stored in the upright position and away from extreme temperatures and flammable materials and secured with a strap or chain to prevent accidental tipping. Cylinder valves should always be covered by a safety cap when the cylinder is not in use. ELECTRICAL SAFETY Only specially trained maintenance and test personnel are assigned to work on electrical equipment. If a piece of electrical equipment is not functioning properly, do not attempt to correct or repair the equipment. Do not continue to operate the equipment. Notify your supervisor so that the equipment can be inspected and repaired. HAND AND PORTABLE TOOLS Hand tools are capable of performing many jobs when used properly and safely. Accidents involving hand tools are usually the result of improper tool selection or misuse. When using hand tools, follow these rules:

Select the proper tool Use the tool properly and as instructed Store tools properly when not in use Use non-sparking tools in areas where an ignition source may cause a fire or

explosion Always wear eye protection when using power and hand tools Avoid running power cords on the floor where they present a tripping hazard Ensure power tools are properly grounded Never remove any safety devices or guards on power tools

LADDERS AND WORK STANDS Proper use and care of ladders and work stands is required to prevent accidents. Falls are responsible for the greatest number of accidental deaths each year. Before using a ladder or work stand, always inspect it to ensure it is in good condition. Ladders should be placed in a position in which both foot rails have a secure footing and contact the floor evenly. Do not place ladders in front of a doorway unless the door is locked or blocked open and appropriate warnings are posted. When not in use, store ladders in appropriate spaces. Do not stand on the top step or first step down from the top step on stepladders.



Before using work stands, check/inspect lockdown devices to ensure that they are in good working condition and operational. Work stand wheels must be locked down before climbing the stepladder or before performing work form the platform. Suspected safety problems should be reported to your supervisor. Guard rails and toe boards must be used. Work stands must not be moved while employees or materials are on them. MATERIALS HANDLING Materials handling covers all movement of raw materials and finished goods throughout the facility. The three main concerns with material handling are the safety of employees who move the materials, the safety of others near the activity, and damage to the materials. When handling materials, follow these guidelines:

Use proper lifting techniques Never pull the load to be moved – always push (besides, it takes less energy to

push) Keep the material you are moving under control Do not block isles, passageways, or fire lanes Stack materials in a safe manner If an object is too heavy, get someone to help you Wear personal protective equipment when handling hazardous materials or

materials with sharp edges Do not be a spectator – stay clear of areas of activity

CRANES AND HOISTS Special training is required to operate cranes and hoists, and only authorized personnel will be permitted to do so. Do not walk or stand under loaded or empty cranes and hoists. IONIZING RADIATION X-ray equipment is used for quality control purposes. The use of radiation equipment is tightly controlled and in compliance with federal and state regulations. Personnel who are assigned to work with the radiation producing equipment or in the area where radiation exposure may exist must wear film badges. Suspected exposure to ionizing radiation must be reported to Safety immediately. NON-IONIZING RADIATION Special training is required to operate laser equipment, and only authorized personnel will be permitted to do so. Specific rules and procedures have been established for laser operations. Questions concerning laser safety should be referred to Safety. Personnel required to work with energized lasers will be examined annually by the optometrist. All persons with monocular vision are not permitted to work in or around laser areas. WELDING Welding and cutting operations can cause potential health, safety, and fire hazards. Proper safety precautions are necessary in order to avoid injury; these precautions include the following:

Always discuss the welding operation with your supervisor before beginning; the job may require special safety precautions

Never look directly at a welding arc with the naked eye Always wear appropriate eye or face protection when exposed to hazards Wear non-oily clothing when performing welding operations



Ensure adequate fire protection is present at all welding operations Never weld near flammable materials Secure cylinders in an upright position at all times

Before any welding operation outside the welding shop can begin, a welding Hot Work permit must be obtained. Only authorized personnel will be permitted to perform welding operations. BATTERY OPERATIONS Employees must wear the personal protection equipment provided (rubber gloves, aprons, face shields, or goggles) when handling acids. Employees must not wear rings, watches, or wrist chains. Appropriate lifting devices will be provided for safe material handling. Smoking is Strictly Forbidden in the Battery Charging Areas! Always Pour Acid into Water – Never Pour Water into Acid! PERSONAL PROTECTIVE EQUIPMENT (PPE) Some operations may be hazardous if they are not performed properly or if proper personal protective equipment is not used. Appropriate PPE will be issued and training will be provided for its use, storage, and care. EYE PROTECTION Eye protection is provided for protection against injury from flying particles or chemical splashes. Employees are required to wear ANSI approved eye protection when entering a designated eye protection area or other areas containing potential eye hazards. Eye protection must also be worn when operating stationary power equipment or hand-held power equipment and when mixing/pouring chemicals. Other jobs may also require eye or face protection. Always consult your supervisor about eye protection requirements before beginning a job that involves powered equipment or chemicals. SAFETY SHOES Employees assigned to designated safety shoe areas must wear ANSI/ASTM approved safety shoes. RESPIRATORS A respirator protection program has been established to protect employees from potential respiratory hazards. Training, medical evaluation, and fit testing is required prior to being assigned to tasks requiring the use of respirators. Respirators must be inspected and checked for a proper seal every time they are used, and they must be cleaned after each use. The type of respirators issued depends on the type of potential respiratory hazard. Dust masks will be issued if the potential hazard is in the form of a dust or mist. HEARING CONVERSATION PROTECTION A hearing conservation program has been established to monitor employees who are exposed to noisy operations (> 85 dB). Affected employees will be evaluated annually. Ear plugs and other hearing protection are available in the workplace. MISCELLANEOUS SAFETY EQUIPMENT Protective equipment such as splash shields, gloves, and aprons must be worn when mixing, pouring chemicals, or when handling objects with sharp edges. Protective



equipment such as safety belts, lifelines, and other related equipment must be used when working on elevated surfaces where there is danger of a fall. ACCIDENTS An accident is an unplanned, undesired event resulting in the unscheduled interruption of work and possibly the injury of a person. Accidents cost money, and they are preventable. There are two conditions attributable to accidents; unsafe conditions and unsafe acts. Unsafe conditions result when individuals do not report problems with equipment, tools, or the general working environment. Reporting these problems is important because, very often, corrective action can be scheduled and completed before the unsafe conditions result in an accident. Allowing the existence of unsafe conditions in your work area can result in the unnecessary exposure to injuries to you and your coworkers. Unsafe conditions must be reported to your supervisor immediately. Unsafe conditions usually cause accidents when equipment fails or malfunctions. These failures sometimes occur when equipment becomes old and is not kept in repair or when it has been abused. Some examples of unsafe conditions include the following:

Improperly grounded equipment Power equipment without guards Defective hand tools Improper ventilation Improper storage of hazardous materials

Unsafe acts occur because employees do not “take the time” to perform assigned work in a safe manner. This means that established safety procedures are not followed or proper protective equipment is not used. Unsafe acts can also include misuse or unauthorized use of equipment. Some examples of unsafe acts are as follows:

Failure to use protective equipment Improper lifting Operating equipment unsafely Horseplay or distracting or teasing fellow employees Making safety devices inoperative Taking shortcuts

Your work attitude and safety concern may have a major impact on your livelihood as well as the livelihood of other employees. FIRE PREVENTION Fire prevention is the responsibility of every employee. Should you detect a potential fire hazard, report it to your supervisor. For the safety of yourself and others, learn the fire hazards common to your work area. Also, be aware of the best ways to prevent and extinguish fire:

Keep aisles and passageways clear Keep your work area clear of trash and other combustible materials Do not smoke in areas where flammable liquids are used or stored Use appropriate containers for flammable liquids; never store flammables in glass

containers Dispose of rags in the appropriate waste containers Keep areas in front of fire extinguishers, fire hoses, and fire doors clear at all times



Be aware of proper extinguisher use by reading the annual training brochure HAZARD COMMUNICATION PROGRAM The Hazard Communication Program provides information about hazardous materials used in the workplace. Specifically, it outlines the Company’s procedure for compliance with the Federal Hazard Communication Standard. The intent is to provide information about hazardous materials training to ensure safe handling and establish an identification system for hazardous materials. Training will be provided through new hire hazard communication training. The sessions will cover GHS, HMIS and MSDS/SDSs. MOTOR VEHICLE OPERATIONS All employees are expected to exercise safe driving practices and observe all posted traffic signs. The following rules may be enforced at your location:

No texting and driving is allowed at any time When communicating by cellular device, only hands free devices shall be used Follow all other vehicular rules and regulations

Vehicle drivers must comply with state, local, and Department of Transportation requirements. All drivers must have a valid operator’s or commercial operator’s permit as required. Forklift drivers are required to complete operational training and receive safety instructions. No uncertified personnel may operate these units.



EMPLOYEE ACKNOWLEDGMENT FORM: By signing below on I am acknowledging that I have received a copy of the M1 Employee Handbook, which contains the Code of Ethics and Business Conduct & Safety and Health Guidelines. I understand that the M1 Employee Handbook contains information regarding my employment status, general work rules and expectations for performance, substance abuse policy, business expenses, timekeeping, and business ethics. I understand that I am required to read and acknowledge, in writing, that I have received, read, and understand the Company's Standards of Conduct and that this acknowledgment shall be retained as a part of my employee personnel file. Subsequent to the effective date of the Code of Ethics and Business Conduct, it will be a condition of employment or continued employment by the Company that each current or prospective employee implements the foregoing acknowledgment. At the discretion of the Company's Compliance Officer, reaffirmation, by way of written acknowledgment of the Code of Ethics and Business Conduct, may be requested periodically from employees.

Signature Date NEW EMPLOYEE

Print Name CURRENT EMPLOYEE

Location Employee #

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