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Buckeye Exterminating, Inc. is committed to providing quality pest control products and services at a fair and competitive price.

Buckeye Exterminating, Inc. is committed to maintaining a safe working environment which includes providing all essential items

(i.e.: training, equipment, resources) to make the job safer.

Buckeye Exterminating, Inc. will provide hands on training for all jobs/tasks and will not allow an associate to continue without proper training

and or supervision.

Remember that safety is everyone’s responsibility.

THINK SAFE – ACT SAFE – WORK SAFE

BE SAFE

Effective January 1st 2020

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Table of Contents COMPENSATION ...................................................................................................................... 3

SALES COMMISSION .............................................................................................................................. 3

(RESIDENTIAL TECHS ONLY) .......................................................................................... 3

(COMMERCIAL TECHS ONLY) .......................................................................................... 4

COMMERCIAL ASSOCIATE PERFORMANCE CHECKLIST .................................................................. 5

HANDHELD SCANNERS & PORTABLE PRINTERS .............................................................................. 6

CONDUCT BONUS .................................................................................................................................. 6

BENEFITS ................................................................................................................................. 8

PERSONAL DAYS .................................................................................................................................... 8

ADDITIONAL EARNED PERSONAL DAY ............................................................................................... 9

HOLIDAY PAY .......................................................................................................................................... 9

POWDER POST BEETLE TREATMENT BONUS ................................................................................... 9

TRAINING / SEMINAR PAY ................................................................................................................... 10

CELL PHONE POLICIES ........................................................................................................................ 10

WORK BOOT PROGRAM ...................................................................................................................... 10

HEALTH INSURANCE ............................................................................................................................ 10

AFLAC INSURANCE .............................................................................................................................. 10

RETIREMENT PLAN .............................................................................................................................. 10

PROFIT SHARING BONUS .................................................................................................................... 11

COMPANY POLICIES ..............................................................................................................11

VEHICLE SAFETY POLICY.................................................................................................................... 11

LEAVE POLICY ...................................................................................................................................... 11

FUNERAL LEAVE POLICY..................................................................................................................... 12

JURY DUTY POLICY .............................................................................................................................. 12

CONFIDENTIALITY ................................................................................................................................ 12

HARASSMENT & WORKPLACE VIOLENCE ........................................................................................ 13

CREDIT CARD POLICY ......................................................................................................................... 14

ACCIDENT or INJURY POLICY ............................................................................................................. 14

DRUG FREE WORKPLACE PROGRAM ............................................................................................... 14

ASSOCIATE EMPLOYMENT AGREEMENT ......................................................................................... 15

ASSOCIATE EVALUATION .................................................................................................................... 15

COMPANY MEETING POLICY .............................................................................................................. 15

GENERAL COMPANY POLICIES .......................................................................................................... 15

FRIENDS AND FAMILY SERVICE POLICY ........................................................................................... 17

ELECTRONIC DEVICES AND SERVICES POLICY .............................................................................. 17

SUGGESTIONS / GRIEVANCES ........................................................................................................... 19

EMERGENCY ACTION PLAN ................................................................................................................ 19

LEVEL 3 SNOW EMERGENCY ............................................................................................................. 19

DISCIPLINARY PROCEDURES ............................................................................................................. 20

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The nature of the pest control business, being what it is, can go from busy in the spring and

summer (possibly 40-55 hours per week with some Saturday work), to moderately busy in the fall and slow down considerably in the winter.

All Residential and Office Associates will be paid an hourly rate for each hour worked up to forty

(40) hours in one (1) week. For each hour worked over and above the forty (40) hours per week, for “night work” which is normally any work that begins between 8:00 p.m. and 1:00 a.m., and hours worked on a Saturday, the Associate will be compensated at a rate of 1½ times their hourly rate. Office Associates are not compensated at 1½ times their hourly rate unless exceeding forty (40) hours in one (1) week. For all hours required to work on either a holiday or Sunday, all Associates will be compensated at double their hourly rate. All associates are paid bi-weekly (1 week behind) starting on a Thursday through Wednesday pay period. All associates will be paid through direct deposit.

All Commercial Associates will be paid a straight commission of all gross receipts turned in for

work completed. This includes regular route work as well as additional jobs performed. This commission rate will be 32% plus a 3% performance bonus.

(The Associate will be compensated per the Associate’s Employment Agreement.)

(RESIDENTIAL TECHS ONLY)

The Associate’s sales commission is typically based on the following criteria:

10% Commission

Gross sales of all goods and merchandise sold to customers without a lead from the office.

Any job called in and scheduled by the Associate without a lead from the office.

Any new commercial monthly service accounts set-up without a lead from the office. (This applies for 1 year provided the account maintains service for at least 1 year.)

For treatment of a customer not treated at least annually by an Associate in addition to their regularly scheduled work day. It is the Associate’s responsibility to remove that customer from the schedule if they were scheduled at a later date. Failure to do so will result in forfeiting the 10% commission.

5% Commission

Delivery of all goods and merchandise sold to customers without a lead from the office.

Any new commercial monthly service accounts. (Selling up – even with a lead from the office.)

For any job sold but not scheduled by the Associate, without a lead from the office.

For any leads which make specific sales possible.

No Commission

For products delivered and services performed which were called in or ordered by the customer.

For scheduling treatments for customers who are treated at least annually.

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(COMMERCIAL TECHS ONLY)

The Associate’s sales commission is typically based on the following criteria:

Normal Service Commission – 32%

Monthly service jobs performed as the Associate’s routine work.

Any job that is sold and/or serviced and completed on the Associate’s time (ie: Ants, General Pest Control, German Roaches, etc.).

Any Residential Work.

Additional Sales Commission – 10%

Gross sales of all goods and merchandise sold to customers with or without a lead from the office.

Any jobs called in without a lead from the office.

Any new monthly service accounts sold without a lead from the office. Total for the entire years’ service. (This applies for 1 year provided the account maintains service for at least 1 year.)

Additional Sales & Delivery Commission – 5%

Delivery and/or installation of all goods and merchandise sold to customers.

For any new commercial monthly service accounts sold with a lead from the office. (This applies for 1 year provided the account maintains service for at least 1 year.)

For any leads which make specific sales possible.

No Commission

For products delivered and services performed at the Associate’s accounts which are not delivered by or performed by the Associate.

For scheduling treatments for customers who normally are treated at least annually. If customer has not been treated for a period of 3 years, 10% commission is paid.

Commercial Associate Performance Bonus

In an effort to promote accountability, the Commercial Associate Performance Checklist will be used as a way to keep all Commercial Associates accountable for performing the duties they must provide to maintain excellent customer service. The associate may earn an additional Performance Bonus of 3% of all gross receipts submitted for work completed. Failure to perform such duties as described in the Performance Checklist will result in a demerit mark on the Commercial Associate Performance Checklist. Associate will forfeit the performance bonus if unearned in any pay period, as indicated by demerit marks on the associate performance checklist, for that period.

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(1) 1 mark lose 3% Tech 1 Tech 2 Tech 3 Tech 4

(1) Failure to complete your work as scheduled, for the month, or failure to request help when needed

(1) Loss of a customer due to negligence, attitude, capability or refusal to take on new work in your service area.

(1) Failure to perform your job duties as explained in your job description

(1) Damage to handheld scanner and/or other issued devices, printers that exceed normal wear and tear. Tampering with vehicle GPS device.

(1) Not being available to work when scheduled "Open" and you have NO Personal Days

(1) Failure of a customer audit due to negligence or a poor score

(1) Written warnings due to violations of ODA and/or Company policies

(2) 2 marks lose 3%

(2) Missing or being late on meeting day without prior approval or being consistently late.

(2) Failure to have paperwork turned in weekly/monthly on assigned due date (i.e. money envelopes, gas envelopes)

(2) Failure to notify office of any changes to your posted schedule.

(2) Paperwork errors (if not being fixed after being notified by office) Missing areas, targets, lot #’s, tech notes.

(2) Customer complaints or negative comments

(2) Failure to keep customer maps current and accurate

(2) Failure to contact customer regarding "Emergency Service" same day

(2) Failure to keep info on route cards & scanner up-to-date (prices, contacts, service times, devices, account notes)

(2) Failure to maintain pest control devices at customer locations in a professional manner and consistent with their requirements.

(2) Maintaining rodenticide in non-tamper proof stations where tamper proof stations are required (including snap traps)

(3) 3 marks lose 3%

(3) Traffic violations or complaints about your driving (3) Professional appearance - clean shaven (must be able to have a proper seal when wearing a respirator), Buckeye hat only (if you wear hats)

(3) Failure to put things away in shop, especially on Co. Meeting day and/or doing inventory

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All Commercial and Residential Associates are issued a handheld device, portable printer, and other necessary accessories. It is the responsibility of each Associate to maintain this equipment so it’s clean and operational. Any lost, stolen or broken equipment beyond normal wear and tear will be charged to the Associate for reimbursement at the rate of 25% of cost for the first offense and full price for any subsequent negligent loss.

Full-time active Residential ASSOCIATES will be eligible to earn a $50 weekly conduct bonus.

The intent of this bonus is to reward those Associates that dependably report to work on time, day in and day out and conducts one’s self with professionalism & minimal supervision.

THE ASSOCIATE WILL FORFEIT ALL THE BONUS ($50) for:

A day of work is missed for any reason including but not limited to:

SICK DAYS/Call in Off PERSONAL DAYS (Unapproved and/or Unavailable) DEATH IN FAMILY MEDICAL LEAVE OR ABSENCE OF ANY KIND

THE ASSOCIATE WILL FORFEIT HALF THE BONUS ($25) FOR ANY CONDUCT INFRACTION, AND WILL LOSE THE REMAINING BONUS ($25) FOR ANY ADDITIONAL INFRACTION DURING THE SAME WEEKLY PERIOD. (THURS.-WED.)

An Associate will lose ½ of conduct bonus if Management approves an unavailable, unpaid day off.

They arrive late for their first morning appointment. It is the Associate’s responsibility to check the schedule and report in early if needed to get to their first appointment on time.

They arrive for work after 7:30 a.m. during spring and summer months.

They arrive for work after 8:00 a.m. during winter months. (It will be announced at the Company Meeting anytime starting hours change.)

They forget to clock in or out.

They forget to call the office and inform them of starting and stopping times when leaving from home or going directly home after the job. This is only allowed with Management’s prior approval.

They must leave work for any reason prior to 4:00 p.m. Monday through Friday and 12:30 p.m. on Saturday. (Associate must work a minimum of 7 hours each day, Monday- Friday, or the Associate will lose all of the conduct bonus.) The only exception to this rule is if the Associate requests to leave work prior to 4:00 p.m. with Management’s approval and a “Request for Time Off” slip filled out during the slow season (November 1st – March 31st). If the Associate requests to leave prior to 2:00 p.m., the Associate will be charged ½ of a personal day. If the Associate is instructed by Management to leave prior to 4:00 p.m., Associate will not forfeit Conduct Bonus as long as time card is initialed by Management.

When the Associate’s actions or decisions are detrimental to associate morale or cause undue expense or concern to the Company.

The Associate is on the clock without their cell phone or their cell phone is not turned on.

For using Company issued credit card for personal use.

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If credit card receipts are not turned in within 3 working days of monthly company meeting.

For driving Company vehicle under the influence of drugs or alcohol.

For punching another Associate’s time card.

For cashing another Associate’s paycheck or discussing wages.

For continuous messy, unprofessional looking paperwork & reoccurring paperwork errors. Including but not Limited to: -unreadable handwriting -missing chemical info -missing time in/out or dates -incomplete tech notes -missing/incomplete forms that go with service orders (i.e.: TI forms, Bat Surveys, Trapping Forms, Estimates)

For smoking on customer’s property.

For losing or damaging Company issued cell phone or any company issued device.

For losing or damaging Company tools.

For not wearing Company issued clothes (i.e.: uniforms, hats, jackets, sweatshirts)

For wearing inappropriate footwear (i.e.: sandals, tennis shoes etc.)

For using Company issued cell phone for excessive personal use, texting, ring tones, games, etc.

For not notifying Proper management when you are “On Call” for the weekend.

For failure to return phone calls placed to you while it is your “On Call” weekend.

For failure to call in before 7:00 a.m. if Associate is going to be absent or late.

If fly van is not prepared and ready for next Associate.

If properly completed paperwork is not turned in on a daily basis.

For using Company vehicle for personal use without management preapproval.

For excessive and/or continued abuse to vehicles including driving complaints, violations and GPS alerts. (GPS is checked regularly)

For not washing Company vehicle weekly (weather permitting).

For punching time card out of uniform.

For growing a beard or not clean shaven.

For violating jewelry policy.

For smoking inside any Company facilities.

For failing to have the appropriate handheld device with you that is needed to properly complete the service.

For excessive use of tablets for Personal use.

ANY VIOLATIONS OF ATTENDANCE AND/OR CONDUCT WILL RESULT IN A LOSS OF CONDUCT BONUS AND MAY INCLUDE A VERBAL OR WRITTEN WARNING.

(Associate will NOT lose the conduct bonus if Management specifically instructs Associate to come in late or leave early for any approved reason and/or for Preapproved AVAILABLE paid Personal Days off.)

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Full-time active associates may earn paid Personal Days off per the following schedule, at full

pay. (Full pay is based on the Associate’s hourly wage for an 8-hour day.) Personal day eligibility is based on the employment anniversary date of the Associate.

After 120-day introductory period - 5 Days After 1 Full year of service - 5 Days After 2 full years of service - 6 Days After 3 full years of service - 7 Days After 4 full years of service - 8 Days After 5 full years of service - 10 Days After 6 full years of service - 11 Days After 7 full years of service - 12 Days After 8 full years of service - 13 Days After 9 full years of service - 14 Days After 10 full years of service - 15 Days After 11 full years of service - 16 Days After 12 full years of service - 16 Days After 13 full years of service - 16 Days After 14 full years of service - 16 Days After 15 full years of service - 17 Days After 16 full years of service - 17 Days After 17 full years of service - 17 Days After 18 full years of service - 17 Days After 19 full years of service - 17 Days After 20 full years of service - 18 Days After 21 full years of service - 18 Days After 22 full years of service - 18 Days After 23 full years of service - 18 Days After 24 full years of service - 18 Days After 25 full years of service - 19 Days After 26 full years of service - 19 Days After 27 full years of service - 19 Days After 28 full years of service - 19 Days After 29 full years of service - 19 Days After 30 full years of service - 20 Days

(Due to the nature of this business, no personal time should be requested during the months of May or June.)

ALL PERSONAL DAYS MUST BE PRE-APPROVED BY MANAGEMENT IN WRITING ON THE

“REQUEST FOR TIME OFF” FORM. Management must be given as much notice as possible to avoid scheduling conflicts. It is possible that the Associate’s request may be turned down for various reasons.

All accrued personal days must be used prior to having any “unpaid” days off approved. (As

referenced in the Leave Policy). This includes the slow season (November 1st – March 31st). The only exception would be the grievance time off for a death in the family.

Any Associate that calls in sick will be charged a personal day. If you do not have any personal

days left the Associate will also lose their Conduct Bonus. The Associate may not carry over personal days from one year to the next. Any unused personal

days at the end of the Associate’s fiscal year (from date of hire) will be paid to the Associate at their normal hourly wage.

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Routine commercial service is your duty as a Commercial Associate. It is your responsibility that all scheduled jobs for that month be completed. If a technician needs help at any time during that month, servicing their regular customers a personal day will be assessed.

Any Associate who does not give fourteen (14) days’ notice may forfeit some or all of their

unused personal day pay.

Full-time active Residential ASSOCIATES may earn 1 additional paid personal day per Quarter if

the following Conduct Infractions does NOT occur during that Quarter. (Maximum 4 Personal Days per Year).

SICK DAYS/Call in Off PERSONAL DAYS (Unapproved and/or Unavailable) DEATH IN FAMILY MEDICAL LEAVE OR ABSENCE OF ANY KIND

A PreApproved Paid Personal Day will not be considered an infraction to this benefit.

The Associate is typically eligible for the following holidays off with full pay. (Full pay is based on the Associate’s hourly wage.)

New Year’s Day Labor Day Memorial Day Thanksgiving Day Independence Day Christmas Day

The Associate is not eligible for holiday pay if the Associate misses the last scheduled day of work before a holiday or the first scheduled day of work after a holiday. The only exception to this rule is Management approved time off during the slow season (November 1st – March 31st), pre-approved personal days or grievance days. Commercial technicians should mark their office calendar as “Open” if they do not have a scheduled route planned for that day. By marking “Open” the technician acknowledges that they are available to immediately address any emergency calls from their regular customers. If the schedule in the office is marked off with an “X” the technician will be charged a personal day, must complete a “Request for Time Off” form and will not be required to address emergencies until their next available working day.

Associates may earn an additional $20 per hour on top of their regular wages for any of the

following:

- Performing a complete Powder Post Beetle treatment in a crawlspace (must be at least 75% crawlspace to qualify).

- Removing or installing insulation in a crawlspace. This additional pay is for each technician who performs the treatment or work in the crawlspace.

This bonus is not paid for partial or spot treatments and treatments in barns, garages or basements or for technicians who are aiding the primary technician and are not primarily in the crawlspace.

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For training and meetings at off-site locations, the Associate will be compensated at their normal

hourly rate for an 8-hour day, plus driving time both directions based on Google Maps.

All Residential and Commercial Service Associates must have a cell phone. The cell phones can

be the Associate’s personal cell phone (Associate is reimbursed $20 per month from Company) or the Company will issue one. The cell phone is needed to maintain communication with the office, customers and fellow associates. It is the responsibility of the Associate to maintain the cell phone (ie: charge battery, turn on during working hours, etc.) If the Associate should lose the Company issued cell phone, Associate will be responsible for replacing it. If the Associate damages the Company issued cell phone due to negligence, Associate is responsible for repairing or replacing it. Personal calls are to be limited during working hours. If these personal calls are excessive, and accrue charges, the Associate will be responsible for reimbursing the cost to the Company. Associates are not permitted to text while driving, either on personal or company issued phones.

In an effort to ensure all technicians have appropriate and acceptable footwear for work each day,

Buckeye Exterminating will, once a year, have the Red Wing Boot truck out at a company meeting day. Each Full-time active associate will be given a $100 credit toward the purchase of work boots from the Red Wing truck. Any amount of purchase over $100 will be deducted from the associates next 2 paychecks, half from each check. If the ASSOCIATES employment is terminated or they leave the company for any reason before the end of the calendar year, the credit will be deducted from the associate’s final paycheck.

Subject to the terms and conditions of the Company’s contract for health insurance, Full-time active associates will become eligible for health insurance after 90 days of employment. The Company pays 70% of the Associate’s cost of a hospital, surgical and medical benefit plan, as adopted by the Company. The Company reserves the right to unilaterally change health insurance benefits, with or without notice, based upon market conditions, legal mandates and carrier terms and conditions. (See Office Manager for current details.)

After successful completion of the 120 day Introductory Period, Full-time active associates can choose to have ALFAC Insurance withheld from their paycheck. This is strictly a voluntary program and is withheld from the Associate’s paycheck on a pre-taxed basis. Thereafter, changes to the Associate’s AFLAC Insurance can only be changed on the anniversary renewal date of the Company. An AFLAC representative will review each Associate’s account prior to the Company’s anniversary renewal date. The Company does not contribute to or reimburse the Associate for this insurance in any way.

After completing 2 years of employment (earning a minimum of $5000 in gross wages per calendar year), Full-time active associates may contribute to their Simple IRA Retirement Plan set up through Edward D. Jones. This tax-free contribution can be made as a set amount or percentage of the

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Associate's gross wages for each pay period. In addition, the Company will match up to 3% of the Associate's wages, if contributed by the Associate into the Associate's account in February of the following year. (See Office Manager for more details)

As of January 1st, each full-time active associate who has completed 2 full years of employment becomes eligible to receive a Profit-Sharing Bonus per employer’s discretion based on the Company’s financial status. At year end, the Associate may receive a bonus check calculated by their years of service to the company, job performance and attendance over the past year. A certain percentage of the Company profit is distributed among the eligible Associates in this manner. (See Office Manager for more details.)

All associates should complete a pre-trip inspection before each trip and the vehicle is not to leave the shop unless it is in safe working order. If the vehicle is determined to be unsafe, it is to be tagged with a Do Not Use sticker and left at the shop for repair. It is everyone’s responsibility to keep the vehicles we drive clean and safe. Keeping the windshield and the inside of the vehicle clean is the driver’s responsibility. All trash and personal items should be removed from the vehicle when it is returned to the shop at the end of each day. When it becomes apparent that dirt and mud are building up in the cab, then it is expected that the driver will take the time to clean it out. The condition of the vehicle interior has an impact upon the safety of the driver and passengers. All company vehicles will be operated within the laws of the state. Observe all posted speed limits, traffic signs, and traffic lights. Remember that all fines are paid by the associate. We expect that when you are in a company vehicle, you are to wear your seat belt at all times. Driving under the influence of drugs or alcohol in a company vehicle is prohibited. Vehicles are not to be used for personal use. GPS devices are installed in each vehicle and may be used to determine driving speeds, location, after hours driving, and hazardous operation of the vehicles.

The following policy is intended to cover Medical, Personal, Maternity, and Military leave. All leave is subject to the approval of Management, and can only be requested after exhausting all Personal days. This does not apply to jury duty. Management asks that all requests for leave be submitted at least 30 days prior to start date, if time and circumstances allow, in writing and with the proper documentation. (Physicians Notice, etc.) Associates may be granted up to 8 weeks of unpaid leave in a 12-month period, per Management approval. This leave may be consecutive weeks or intermittent. During the time of leave, all benefits are suspended. If the Associate takes less than 2 weeks off for the month, they will be granted the insurance reimbursement. If more than 2 weeks off during that month, insurance benefits will be suspended for that month. If after 8 weeks of leave the associate needs more time off, they may request it, but it will be reviewed on a case-by-case basis, and may be denied. If the leave request is approved, over the duration of the leave, all benefits for the Associate will still be suspended. If Associate is eligible to receive his/her vacation during his leave, his/her vacation may not be granted until they return to work for a minimum of 90 days.

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FUNERAL LEAVE: A full-time active Associate who is absent from work (Monday-Friday) to attend the funeral of a relative will be given unpaid days off per the following schedule:

5 Days Current Spouse, Child or Step-Child * 3 Days Mother or Father, Step-Mother or Step-Father

(*Associate may request up to two Vacation days depending on schedule and time of year.)

3 Days Brother or Sister, Mother or Father of Current Spouse, Grandparents, Grandchildren, Son-in-Law or Daughter- In-Law

1 Day Spouses Grandparents, Spouses Step-Mother or Step-Father, Brother-In-Law or Sister-In- Law, Step-Brother or Step Sister, Step Grandchild

Each person is different as is their grieving. However, statistically it has been proven that the sooner one can get back to a normal productive life it speeds up the healing process.

Should a funeral leave occur during an Associate’s personal days, the Associate may choose to use those days as unpaid and move their personal days to another time. The Company must be notified of the Associate’s intentions prior to taking leave.

If questioned by the Company, the Associate must provide proof of such relationship.

Buckeye Exterminating Inc. recognizes that Jury Duty is a civic duty of citizenship. No Associates will be charged personal days when selected to serve on jury duty as long as that Associate can furnish proof from the court of jury duty.

I. Purpose. The purpose of this Confidentiality Agreement is to protect the identity and privacy of our clients. Associates of Buckeye Exterminating Inc. encounter personal and sensitive information about clients. Therefore, Associates must not disclose any information to third parties about our clients. II. Confidential Information. Confidential client information should never be discussed in the presence of third parties, except under the Terms outlined below. Any files and/or documents containing confidential information should never be shared or released to third parties, except under the Terms outlined below. Confidential information includes, but is not limited to, the following:

1. Pest control situations currently being addressed.

2. Previous treatment & consultation history.

3. Plans for future treatment and consultation.

III. Terms. By signing the Handbook Receipt, the Associate agrees to the highest ethical standards and to abide by the following provisions:

1. All communications between Buckeye Exterminating Inc., their Associates and clients are confidential.

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2. Buckeye Exterminating Inc. or Associates shall not disclose confidential information to a third party without the client’s express consent to release such information. 3. Buckeye Exterminating Inc. Associates shall not disclose confidential information to a third party without Buckeye Exterminating Inc. knowledge and consent. 4. I understand that as an Associate of Buckeye Exterminating Inc., I have a duty to keep client information confidential throughout my term as an associate of Buckeye Exterminating Inc. as well as after my employment or involvement ends. 5. I understand that my failure to abide by the terms of this Confidentiality Agreement may result in the termination of my employment with Buckeye Exterminating Inc.

The Company is committed to maintaining a work environment that is free of harassment, violence and discrimination. In keeping with this commitment, the Company will not tolerate harassment or violence toward associates by anyone, including any supervisor, co-worker, vendor, client, or customer. What Is Harassment?

Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status, such as sex, color, racial ancestry, religion, national origin, age, disability, medical condition, genetic information, marital status, veteran status, citizenship, or other status protected by law. The Company will not tolerate harassing or discriminatory conduct that affects tangible job benefits, that interferes unreasonably with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment.

Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitutes sexual harassment when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment may include explicit sexual propositions, sexual innuendo, suggestive comments, sexually oriented “kidding” or “teasing”, “practical jokes”, jokes about gender-specific traits, foul or obscene language or gestures, displays of foul or obscene printed or visual material, and physical contact, such as patting, pinching, or brushing against another’s body.

Even if the individual to whom the comment/actions were made is not offended, it is still considered harassment if someone else takes offense to what they hear or see. If it affects anyone in a negative manner it can be considered harassment. What is workplace violence? Workplace violence is the exercise or the attempt of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker. It can also be a statement or behavior that it is reasonable for a worker to interpret as a threat to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker. Responsibility

All Associates and Managers have a responsibility for keeping our work environment free of harassment, violence, and discrimination. Any Associate who becomes aware of an incident, whether by witnessing the incident or being told of it, must report it to their immediate manager or any management representative with whom they feel comfortable. When Management becomes aware that harassment or violence may exist, they are obligated to take prompt and appropriate action, whether or not the victim wants the Company to do so. Reporting

All incidents of harassment or violence must be immediately reported to a Manager or other Management representative. All reports will be promptly investigated by the HR Administrator or another company representative with due regard for the privacy of everyone involved, to the extent possible. Any

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Associate found to have harassed a fellow associate or subordinate will be subject to severe disciplinary action or possible discharge. The Company will also take any additional action necessary to appropriately remedy the situation. Retaliation of any sort is prohibited. No adverse employment action will be taken against any Associate who makes a good faith report of alleged harassment.

All credit cards received into our office will be collected & processed as followed: Credit Cards may be taken either over the phone, at the retail counter, or in the field by a technician. All credit cards processed in the office will be done either by using a credit card reader or by logging into a credit card processing system. The credit card system that we use keeps some credit card and customer information on file. All credit cards taken out in the field will be handled by technician running the card through a supplied credit card reader. No numbers will be written down by the technician or office staff. Any credentials used to log into any system that processes credit card information will be kept confidential and should be changed regularly. Any violation to this procedure will fall under our disciplinary procedure plan and termination may occur.

In the event of a workplace accident or injury, Associate must report the injury to the Company or

General Manager and file an incident report with the Company within 24 hours of the event, unless prohibited by need for medical attention only. If it is a work-related injury, it should be reported through Workers’ Comp.

In the event of work-related injury or illness we ensure our associates receive appropriate medical treatment and assessment as quickly as possible. The General Manager is responsible for establishing and maintaining early contact with all injured or ill associates, regardless of whether it is a work-related injury or not.

If they require medical assistance beyond first aid, the associate must see a doctor or physician to determine the severity of the injury and to receive a diagnosis. The associate is responsible to present management with any documentation and/or forms related the injury from the physician.

Alternative duties (modified duty) may be allocated until the injured associate is fit to return to their normal duties. Modified duty options should be discussed by the company, the associate, MCO case manager and medical provider as required and/or necessary.

All injuries and illnesses are recorded on our company OSHA logs if applicable. These OSHA logs are maintained by the General Manager. OSHA Summary form 300A is posted from February 1st to April 30th of each year for the previous year’s records on the bulletin board at the front counter. (See Health and Safety Manual)

The Company has adopted a Drug Free Workplace Policy to provide a work environment that is both safe and healthy for the Associate. (See Drug Free Workplace Program.)

At no time will an Associate that has been tested for reasonable suspicion or post-accident tested be allowed to return to work without the test results being known. Potentially, this means an Associate might be off work for 1 or more days. Time off will be compensated for 8 hours of regular pay for each day off unless the test is positive. If the test is positive, no compensation will be given.

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Every Associate will typically sign an Employment Agreement at the start of their employment

with the Company and periodically thereafter whenever changes warrant it.

All Associates are hired for an initial 120-day introductory period during which time they may be subject to written warnings and/or dismissal for any reasons deemed necessary, except as prohibited by applicable laws.

Every Associate will typically be evaluated on their job performance a minimum of once per year.

This is beneficial to both the Associate and the Company. It gives guidance on weak areas, areas to improve, highlights strong areas and gives a written confirmation of these discussions. While this evaluation is of benefit to both parties and a goal of the company, it is not required by law or included in the scope of the Employment Agreement.

The second-to-last workday of each month or other day designated by the Company will be

Company Meeting Day for all Residential Associates. The last workday of each month or other day designated by the Company will be Company

Meeting Day for all Commercial Associates. In the months of January and December, the Company Meeting will be held for all Associates on

the last working day of the month. Associate should make every effort possible to be in attendance to their meeting day. Habitual

absence, leaving early or coming in late will not be tolerated.

Discretion in style of dress and behavior is essential in dealing efficiently and effectively with

customers. A customer’s first impression of the Associate is usually how they perceive the Company. Keeping this in mind, Associates must always act in a friendly, courteous, professional manner when dealing with customers, potential customers and fellow Associates. Associate should always appear neat, clean (as possible) and wear their Company issued clothes so the customer can identify the Associate as a Company representative.

1. If Associate has facial hair (i.e.: goatee, mustaches), it should be clean and neatly trimmed. NO BEARDS, otherwise the face should be clean shaven.

2. No garments are to be worn that have suggestive or vulgar sayings. No “logo” garments are

to be worn.

3. Associate must wear Company issued clothing at all times while on the clock. No jeans. If the pants have a belt loop, a belt must be worn. Only exceptions are the days when Associate is on a fly route and may wear shorts and t-shirt. Tyvek coveralls must be worn during the application, mixing and handling of chemicals. During winter months, Associate may wear whatever is needed to keep warm.

4. Associate must wear appropriate footwear (no sandals, tennis shoes, loafers, etc.) -See Red Wing Boot Program

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5. No earrings, visible body jewelry, bracelets, chains or gaudy jewelry may be worn by

Associate on the job. (Office Associates are exempt.)

6. Associate must wear a shirt at all times.

7. Associate must punch in and out on the time clock when dressed in proper uniform. The Company will not pay for the time it takes for Associate to dress or undress. The only exception to this rule is when the Associate is on a fly route. The Associate may shower and dress on Company time on those days upon completing their fly route.

8. Associates will be issued a Company uniform. The uniforms are the responsibility of the

associate. Uniforms are to be laundered regularly and kept clean and neat in appearance.

9. Associate is responsible for tools, equipment and service vehicle. It is the Associate’s responsibility to wash their service vehicle once a week (weather permitting). Any continued abuse to vehicles or constant loss of tools will force the Company to exercise disciplinary measures. (See Vehicle Safety Policy)

10. Under no circumstance is the Associate to use the Company issued credit card for personal

use.

11. When a tenant agrees to pay for a job, cash or some form of payment must be collected when the work is performed. (Especially cockroach, bedbugs, mice and flea jobs.)

12. If a landlord is paying for a job, they must order it personally or sign the work order. 13. If a monthly cash account cancels or closes and has an outstanding balance, the Associate is

responsible for payment of the unpaid account.

14. If an account for which the Associate is responsible adds on or remodels its present facility which entails additional work, management must be informed so a price adjustment can be made.

15. If an Associate comes up short in the amount of money collected in a day, the shortage must

be made up by the Associate. If the Associate comes up with too much money, the Associate must report this to the Office Manager.

16. An Associate may punch no other time card except their own.

17. No driving under the influence of drugs or alcohol in a Company vehicle is permitted.

18. No Associate may cash another Associate’s paycheck. 19. Any Associate reporting to work under the influence of drugs or alcohol will not be tolerated.

Testing may be conducted per the Drug Free Workplace Program.

20. Associate must call in before 7:00 a.m. if going to be late or absent. Associate may leave a message on the answering machine or call their manager if the machine isn’t working.

21. Under certain circumstances an Associate may be off work due to unforeseen problems or

situations (i.e.: pregnancy, family emergency, injury, etc.). It is the Associate’s responsibility to keep the Company informed, on a daily basis if at all possible, of their intentions and/or availability to return to work. With the Company not knowing the facts, the Associate is not to assume that the Company knows their intentions or thoughts.

22. No smoking inside any Company buildings. Smoking is only permitted outside as allowed by

law. Absolutely no smoking on a customer’s property. Keep smoking in Company vehicles to an absolute minimum. Windows must be down if smoking inside Company vehicles.

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23. Any early time off, days off without pay, doctor or dentist appointments, vacations, etc. must be requested in writing on the “Request for Time Off” form. After Management approval, these days or times will be put into the Associate’s daily schedule.

24. Personal protective equipment is supplied by the company for all work. It is the Associates

responsibility to keep it clean and functional and to use it when required by the label.

Associates may be asked to do work by friends and family. This may be done on your own time as long as it is reasonably close to your home. The cost for any and all materials used during the treatment must

be turned into the office along with the name, address, and a description of the services completed. Management must be notified prior to any treatment and the work must be preapproved. Any abuse or

disregard for this policy will result in disciplinary action.

STATEMENT Associates may have access to one or more forms of electronic devices and services (Including, but not limited to: computers, PDAs, tablets, cellular devices, e-mail, telephones, voice-mail, fax machines,

external websites, bulletin boards, wire services, on-line services, and the Internet).

Use of this media, associated services and devices make communication more efficient and effective, and

are valuable sources of information. However, electronic media, services, and devices provided by the company are company property, and their purpose is to facilitate company business.

Due to the rapidly changing nature of technology, this policy cannot lay down rules to cover every possible situation. Instead, it expresses the company's philosophy and sets forth general principles to be

applied to use of electronic devices and services.

The following procedures apply to all electronic devices and services, which are: a. Accessed on or from company premises

b. Accessed using company equipment, or via company-paid communication methods

c. Used in a manner which identifies the individual with the company.

PROCEDURES Electronic devices may not be used for knowingly transmitting, retrieving or storage of any communications of a discriminatory or harassing nature, or which are derogatory to any individual or

group, or which are obscene or X-rated communications, or are of a defamatory or threatening nature, or

for "chain letters," or for any other purpose which is illegal or against company policy or contrary to the company's interest.

Electronic devices and services are provided primarily for company business use. Limited, occasional or

incidental use of electronic devices (sending or receiving) for personal, non-business purposes is understandable and acceptable. However, associates need to demonstrate a sense of responsibility and

may not abuse this.

The company will audit usage patterns for both voice and data communications (e.g., number called or

site accessed). Reasons include cost analysis/allocation and the management of our gateway to the Internet and to determine the correct data plans.

The company also reserves the right, in its discretion, to review any associate's electronic files and messages and usage to the extent necessary to ensure that electronic media and services are being used

in compliance with the law and with this and other company policies. Associates should therefore not

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assume electronic communications are totally private and confidential and should transmit highly sensitive information in other ways.

Associates must respect the confidentiality of other people's electronic communications and may not

attempt to read, "hack" into other systems or other people's logins, or "crack" passwords, or breach

computer or network security measures, or monitor electronic files or communications of other associates or third parties except by explicit direction of company management.

Each associate who uses any security measures on a company-supplied equipment must provide

management with all of his/her passwords and encryption keys (if any) for company use if requested. Example: there may be a need for the company to access an associate's system or files when s/he is

away from the office or to troubleshoot a problem.

No e-mail or other electronic communications may be sent which attempts to hide the identity of the

sender, or represent the sender as someone else or from another company.

Electronic devices and services should not be used in a manner that is likely to cause network congestion

or significantly hamper the ability of other people to access and use the network.

Anyone obtaining electronic access to other companies' or individuals' materials must respect all copyrights and may not copy, retrieve, modify or forward copyrighted materials except as permitted by

the copyright owner or a single copy for reference use only.

Any messages or information sent by an associate to one or more individuals via an electronic network

(e.g., bulletin board, on-line service, text message, social networking, or Internet) are statements identifiable and attributable to our company. While some users include personal "disclaimers" in

electronic messages, it should be noted that there would still be a connection with the company, and the statement might still be legally imputed to the company. All communications sent by associates must

comply with this and other company policies, and may not disclose any confidential or proprietary

company information.

Network services and World Wide Web sites can and do monitor access and usage and can identify at least which company -- and often which specific individual -- is accessing their services. Thus, accessing a

particular bulletin board or Website can leave company-identifiable electronic "tracks" even if the

associate merely reviews or downloads the material and does not post any message.

Any associate found to be abusing the privilege of company-facilitated access to electronic devices or services will be subject to corrective action and/or risk having the access removed. Willful destruction or

damage due to abuse or neglect is subject to disciplinary action up to and including termination. In addition, associates may be held monetarily responsible for any loss or damage caused by negligence

concerning assigned electronic devices.

All vendors, contractors, consultants and temporary associates are required to abide by the

aforementioned policy items when conducting business on company property, or using company equipment. When you are remotely connected to company systems, you are considered to be both on

company property and using company equipment.

During the course of your normal work, pictures may need to be taken to supplement the service and/or

other paperwork. This is acceptable in any location/worksite that does not prohibit the taking of such pictures without previous consent. These pictures are the property of Buckeye Exterminating and are not

to be shared with anyone outside of the company without manager approval.

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Associates are encouraged to make suggestions that impact their jobs and/or the Company. In

some rare instances where the Associate feels they have been wronged, Associate may file a grievance that will be studied, facts ascertained, investigated and then a decision will be made by the Company. (Forms are available from the Office Manager.)

This plan is intended to provide guidance to associates and to assist them in dealing with workplace emergencies that may pose a threat of injury or property damage.

- The severe weather shelter is located in the men’s restroom near the associate time clock.

- Alarm system will consist of an airhorn to notify associates to evacuate or shelter in place.

- All exits are lighted and marked. - The General Manager is the Emergency Coordinator - Each manager is responsible for accounting for all assigned associates - The Buckeye Exterminating sign in the front of the building is the designated

meeting point in the event of an evacuation. - SDS’s are located in the Office Manager’s office and on the company

website. (www.buckeye1.com) - First Aid kits are available in the safety cabinet next to the associate time

clock. - Fire extinguishers are located throughout the office and shops in the

following locations o Front counter o Walkthrough door to the conference room o Walkthrough door next to shop managers desk o Shop exterior walkthrough door on the East side of the building o Shop exterior walkthrough door on the North side of the building o Storage building walkthrough door on the South West side of the

building o Storage building walkthrough door on the South East side of the

building o In each service vehicle

Training will be covered in periodic safety meetings and during orientation of new associates.

Associates will not be required to report to work in the case of a level 3 snow emergency in the county in which the Associate resides, or the county where the Associate is scheduled to work. This would not affect the Associate’s weekly attendance bonus.

http://www.buckeye1.com/

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Violations of Company policies, procedures, practices and calls from unhappy customers can

result in disciplinary action up to and including discharge.

The Company has adopted a verbal/written warning policy for disciplining Associates.

1st Step – Verbal/Written Warning (Documented in the Associate’s file)

2nd Step - Written Warning & Meeting (Documented in the Associate’s file)

3rd Step - Written Warning & Meeting (Documented in the Associate’s file) The Company may skip one or more of the disciplinary steps above depending on the number of warnings, severity of warnings and Associate’s overall attitude of respecting and complying with Company policies. Each discipline will be handled on a case by case basis. **If an Associate will not sign a written warning, a Management witness will sign that Associate was present. A signed copy by Management and Associate/witness will be filed in Associate’s personal file.