Turner Supply Handbook with Links and Media

Employee Handbook

INTRODUCTION TO TURNER SUPPLY ............................................................................................................ 6
Message from President ........................................................................................................................... 6
History....................................................................................................................................................... 7
Core Values ............................................................................................................................................... 8
Diversity, Equity, and Inclusion................................................................................................................. 9
Confidentiality......................................................................................................................................... 10
Employment at Will ................................................................................................................................ 10
Open Door............................................................................................................................................... 10
Lawful Behavior....................................................................................................................................... 10

COMMITMENT TO CORPORATE SOCIAL RESPONSIBILITY .......................................................................... 11
Environmental Protection....................................................................................................................... 11
Volunteerism........................................................................................................................................... 11

EMPLOYMENT POLICIES AND PRACTICES ................................................................................................... 11
Harassment and Discrimination Prevention ........................................................................................... 11
Drug and Alcohol Use.............................................................................................................................. 12
Tobacco ................................................................................................................................................... 12
Travel and Expenses................................................................................................................................ 13
Employee Code of Conduct..................................................................................................................... 13
Conflicts of Interest................................................................................................................................. 14
Gifts, Entertainment, and Payments....................................................................................................... 14
Media Inquiries ....................................................................................................................................... 14
Outside Work (Moonlighting) ................................................................................................................. 15
Attendance.............................................................................................................................................. 15
Dress and Appearance Standards ........................................................................................................... 15

SAFETY......................................................................................................................................................... 16
Accident and Incident Reporting ............................................................................................................ 16
Emergency Evacuation............................................................................................................................ 17
Inclement Weather ................................................................................................................................. 17
WORKPLACE VIOLENCE AND SECURITY .................................................................................................. 17
Firearms in Company Facilities ............................................................................................................... 18
Firearms in Vehicles ................................................................................................................................ 18
Visitors and Guests ................................................................................................................................. 18

Facility Security ....................................................................................................................................... 18
PAY PRACTICES............................................................................................................................................ 19

Employee Classifications......................................................................................................................... 19
Workweek Payday .................................................................................................................................. 19
Hours Worked ......................................................................................................................................... 19
Meal and Rest Periods ............................................................................................................................ 19
Deductions .............................................................................................................................................. 20
Direct Deposit ......................................................................................................................................... 20
Timekeeping - Clocking In ....................................................................................................................... 20
LEAVE OF ABSENCES ................................................................................................................................... 20
The Family and Medical Leave Act.......................................................................................................... 21
Non FMLA Leave ..................................................................................................................................... 22
No Guarantee of Reinstatement Rights for Non-FMLA Leaves .............................................................. 22
Bereavement........................................................................................................................................... 22
Jury Duty ................................................................................................................................................. 22
Court Summons ...................................................................................................................................... 23
Voting...................................................................................................................................................... 23
PERFORMANCE MANAGEMENT ................................................................................................................. 23
Work Performance Standards................................................................................................................. 23
Annual Performance Reviews ................................................................................................................. 23
Progressive Discipline ............................................................................................................................. 23
Commitment to Continuous Improvement ............................................................................................ 24
Separation from Employment................................................................................................................. 24
References .............................................................................................................................................. 24
Return of Property .................................................................................................................................. 24
BENEFITS ..................................................................................................................................................... 25
COBRA Benefits ....................................................................................................................................... 25
Paid Time Off........................................................................................................................................... 26
PTO During the First Year........................................................................................................................ 26
PTO in Later Years ................................................................................................................................... 26
Termination of Employment................................................................................................................... 27
Waiting Period ........................................................................................................................................ 27
Requesting Time Off and Using PTO ....................................................................................................... 27

Minimum Increment of PTO Time .......................................................................................................... 27
PTO Due to Illness ................................................................................................................................... 27
Holidays................................................................................................................................................... 28
COMPUTER, ELECTRONIC COMMUNICATIONS, AND SOCIAL MEDIA......................................................... 29
System Privacy and Monitoring .............................................................................................................. 29
Intellectual Property ............................................................................................................................... 29
User Accounts ......................................................................................................................................... 30
Passwords ............................................................................................................................................... 30
Screen Protection.................................................................................................................................... 30
PC Computer Hardware .......................................................................................................................... 30
Unauthorized Use of Company Systems and Equipment ....................................................................... 31
Internet ................................................................................................................................................... 31
Social Media ............................................................................................................................................ 32
Cell Phones.............................................................................................................................................. 32
APPENDIX .................................................................................................................................................... 32
ANTI-HARASSMENT & DISCRIMINATION POLICY........................................................................................... i
Hostile Work Environment......................................................................................................................... i
SEXUAL HARASSMENT .................................................................................................................................. ii
COMPLAINT/REPORTING PROCESS.......................................................................................................... iv
NON-RETALIATION ................................................................................................................................... iv
HARASSMENT BY NON-EMPLOYEES. ........................................................................................................... iv
Family and Medical Leave (FMLA) Policy and Procedure ............................................................................. v
Eligibility .................................................................................................................................................... v
Conditions Triggering Leave...................................................................................................................... v
Notice....................................................................................................................................................... vi
Documentation ........................................................................................................................................ vi
Compensation During Leave .................................................................................................................... vi
Benefits .................................................................................................................................................... vi
Intermittent or Reduced Schedule .......................................................................................................... vi
Job Restoration ....................................................................................................................................... vii
Miscellaneous ......................................................................................................................................... vii
MILITARY FAMILY LEAVE ......................................................................................................................... vii
Military Caregiver.................................................................................................................................... vii

Qualifying Exigency Leave...................................................................................................................... viii
Military Caregiver Leave .......................................................................................................................... ix
Documentation ........................................................................................................................................ ix
Miscellaneous .......................................................................................................................................... ix

INTRODUCTION TO TURNER SUPPLY

Message from President

Welcome to Turner Supply Company. We are in the business of providing the very best quality products
and services to industrial businesses and are dedicated to maintaining the highest standards of integrity
as we conduct our business.

What follows in this handbook are guidelines that establish how all staff is expected to perform in their
job. The skills that you will learn and experience that you will develop are transferable and can carry over
into your life outside work. Our core values serve as a “beacon” to attract the most talented people to
our industry.

These core values are as follows:

• Our customers’ experiences and best interests should motivate our actions first and foremost
• We seek creative solutions as we challenge ourselves to be the best in class of our industry
• A culture of continuous improvement is at the bedrock of our organization; this means

approaching mistakes as an opportunity for growth and winning and losing together as a team
• Teamwork across all departments such that everyone recognizes the value of their co-workers

and necessity that we all trust and support one another
• Embracing innovation to leverage technology as our company grows into the future
• Serving as servant-leaders both within our company and industry but also in our communities

and organizations outside of the workplace

Turner Supply Company is recognized throughout the Southeast and within our industry nationally for
dedicated management, talented staff, innovative resources, and financial stability. However, it is how
our customers feel after each interaction with us that is the true measurement of success in the long term.
In return for your commitment, hard work, and positive attitude, we hope to provide you with an
aspirational working environment, competitive wages and benefits, and the opportunity to be part of a
winning team. With this in mind, we are happy to welcome you to Turner Supply Company.

All the best,

Chip Schramm

History

Turner Supply Company was founded in 1905 by W. Marshall Turner. The purpose of the business was to
carry a stock of products that were required in the operation of sawmills, railways, machine shops, and
the general industry. Mr. Turner insisted on carrying only premium quality products of the leading
manufacturers of the day.

The vast amount of road building in the early ’20s made it profitable
for the company to begin handling contractors’ supplies and
equipment. During the First and Second World Wars, the company
was outstanding in supplying the needs of the various shipbuilding
and other war-time industries in the area.
Upon the untimely death of Mr. Turner in 1929, his nephew,
Howard M. Schramm, Sr., succeeded him as president. Mr.
Schramm had begun his employment with the Company in 1909 as a stock clerk in the warehouse. Despite
beginning his tenure as president during the Great Depression, Turner Supply flourished under his
leadership.

In the late ’20s and early ’30s, there was a decided change in the
development of the economy in the area. The pulp and paper
industry had expanded greatly and the influx of chemical and fiber
producing plants became an important part of the economy.
Turner Supply responded by adding products to serve these
industries. In the ’50s, there was an increased demand for
industrial rubber products, resulting in the expansion of Turner
Supply's belt shop capability to include slitting, repair, fabrication,
and field splicing of a rubber conveyor belt.

In 1975, Howard M. Schramm, Jr. succeeded his father as president and CEO. Mr. Schramm, Sr. remained
Chairman of the Board until his death in 1983.

Turner Supply started its geographic expansion in the ’70s with the opening of additional locations
throughout the central gulf coast in Alabama, Mississippi, and Florida. Through multiple acquisitions in
the 1990s and 2000s Turner’s growth continued. This led to new markets throughout the rest of Alabama,
Tennessee, and Georgia.

In addition to its branch operations, Turner Supply is a
recognized leader in integrated supply throughout the region.
Turner has had contracts to work on-site at a number of large
customers, including those outside of its historical geography.
These integrated supply operations employ direct Turner
personnel that are given the same access to resources and
support as traditional Turner branches

Turner has also excelled by investing in technology and competing on the cutting edge of the industry.
From eCommerce to industrial vending, and customized apps on mobile devices, Turner thrives on
innovation to make it competitive and to create a modern work environment for its employees. Over 50%
of Turner’s business with customers is conducted using eCommerce and digital transactions.

Turner Supply currently has 125 employees in 9 locations throughout Alabama, Mississippi, Tennessee,
Texas, and Georgia.

Core Values

Our core values of Empowerment, Development, Execution, Teamwork, Innovation and Leadership, serve
as a compass for our actions, ensuring that we actively embrace our culture to better serve our customers.
They represent who we are, what we believe in and what we stand for.

Empowerment
We trust, empower, and provide our team with the tools needed for success
• Find creative solutions
• Put customer experience first
• Approach mistakes as opportunities for growth

Development
We respect, inspire, and challenge others to be their best
• Respect others in every way
• Inspire innovation and continuous improvement
• Challenge others to be excellent

Execution
We approach opportunities, problems, and tasks with courage,
care, and urgency
• Act with urgency
• Approach with care
• Have the courage to speak up and change course when needed
• Keep the customer’s best interest in mind treating them the way you wish to be treated

Teamwork
We find success through collaboration
• Build trust
• Communicate openly
• Win and lose as a team

Innovation
We deliver customer value through technology and innovation
• Be open minded

• Embrace change
• Leverage our ability to adopt new technologies
• Innovate to improve the customer experience

Leadership
We strive to be servant leaders for co-workers, customers, and the community
• Have uncompromising integrity, being open, honest, and direct
• Be a positive role model, influencing other for the better
• Improve the world around you

Diversity, Equity, and Inclusion

Turner Supply Company is committed to fostering, cultivating, and preserving a culture of diversity, equity,
and inclusion.

Our human capital is our most valuable asset. The collective sum of the individual differences, life
experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that
our employees invest in their work represents a significant part of not only our culture, but our reputation
and company’s achievement as well.

Along with embracing the protected characteristics reflected in our Equal Employment Policy, we
celebrate any and all characteristics that make our team members unique. We recognize that diversity in
recruiting is the first step, but inclusion is a larger endeavor that we are committed to as an organization.

Turner Supply Company’s diversity initiatives are applicable, but not limited, to our practices and policies
on recruitment and selection; compensation and benefits; professional development and training;
promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing
development of a work environment built on the premise of diversity equity that encourages and
enforces:

• Respectful communication and cooperation between all employees
• Teamwork and employee participation, permitting the representation of all groups and

employee perspectives
• Work/life balance through flexible work schedules to accommodate employees’ varying

needs
• Employer and employee contributions to the communities we serve to promote a greater

understanding and respect for the diversity

All employees of Turner Supply Company have a responsibility to always treat others with dignity and
respect. All employees are expected to exhibit conduct that reflects inclusion during work, at work
functions on or off the work site, and at all other company-sponsored and participative events.

Confidentiality

Employees are expected to exercise care in the use of Company information. Information gained while
employed is not to be misused or distributed to anyone except where it is necessary for legitimate
business purposes. Unauthorized copying, release or tampering with Company data including employee,
customer, and/or financial records, or proprietary knowledge, is prohibited.
Employee and customer information frequently contains confidential information such as social security
numbers and should be handled only by those authorized to do so and carefully maintained in a
confidential and secure location.

Employment at Will

Unless an employee has a written employment agreement with Turner Supply, which provides differently,
all employment at Turner Supply is “at-will.” That means that employees may be terminated from
employment with the Company with or without cause, and employees are free to leave the employment
of Company with or without cause.

Open Door

The Company’s management team operates with an open-door policy. Employees are encouraged to
address concerns regarding Company policies or other matters with their manager, as most concerns can
be addressed swiftly. If the employee feels their concern is not addressed, the employee may take their
concern to the HR Manager. If for any reason that is not possible or if an employee is not comfortable
raising the issue with his/her manager or the HR Manager, the employee may take his/her concern to any
other member of the Executive Management team.
Employees are encouraged to share their constructive and valuable suggestions with Company
management.

Lawful Behavior

The Company’s commitment to integrity begins with complying with laws, rules, and regulations where
we do business. Further, each of us must understand the company policies, laws, rules, and regulations
that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law or
Company policy, we should seek the advice from the resource expert. Everyone is responsible for
preventing violations of law and for speaking up when we see possible violations.

COMMITMENT TO CORPORATE SOCIAL RESPONSIBILITY

Turner Supply recognizes that our Company is part of a bigger system of people, values and organizations
that make up the global community. The Company’s commitment to Corporate Social Responsibility
acknowledges Turner Supply’s responsibility to give back to the world. The company strives to be a
responsible business that meets the highest standards of ethics and professionalism.

Environmental Protection

Turner Supply Company recognizes the need to protect the natural environment. Keeping our
environment clean and unpolluted is a benefit to all. Turner Supply will always follow best practices when
disposing garbage and using chemical substances.
More detailed information regarding Turner Supply’s commitment to the environment is outlined in our
Environmental Sustainability Policy .

Volunteerism

Turner Supply Company encourages employees to volunteer
either by supporting internal, company sponsored activities or by
externally seeking charitable activities that fits their interests and
talents. Opportunities to volunteer are offered when Turner
Supply sponsors community events organized by local non-profits.

EMPLOYMENT POLICIES AND PRACTICES

Harassment and Discrimination Prevention

Turner Supply is committed to providing work environments that are supportive and free of harassment
and discrimination. We do not tolerate harassment of our employees, customers, or vendors.
Harassment can occur when someone is subjected to offensive conduct or comments based on race, color,
religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran
status, genetic testing or information or any other classification protected by law.

Some conduct or comments might not be offensive to the participants but still may offend others. To
ensure that the work environment is pleasant for everyone, the Company’s anti-harassment policy
prohibits any conduct or comments based on the protected classifications noted above, even when the
conduct or comments might not be illegal harassment under the law.

Sexual harassment is only one type of prohibited harassment, but it is worthy of specific mention. Sexual
harassment may occur when someone is subjected to sexual or gender-related comments or conduct. To
protect our employees from sexual harassment, the Company prohibits repeated expressions of sexual or
romantic interests, advances, requests for sexual favors, and any other verbal or physical conduct that is
sexual in nature or directed at a person because of his or her gender.

Each of us shares the responsibility of making sure that prohibited conduct does not occur in the
workplace. If you believe that you or someone else has been or is being subjected to harassment, you
must immediately contact your manager, or another member of management, or Human Resources.
We will investigate all reports of improper conduct and will take appropriate action. No adverse action
will be taken against anyone who, in good faith, reports such conduct, and all forms of retaliation are
prohibited.

For your convenience, the Company’s entire Anti-Harassment and Discrimination Policy is included in the
Appendix to this handbook.

Drug and Alcohol Use

We are committed to providing a safe workplace for all employees. Our commitment is demonstrated in
part through our drug and alcohol policy. Turner Supply recognizes that it is important for its employees
to understand the effects that the abuse of controlled substances and alcohol may have on the health and
safety of its customers, its employees, and the public.

Turner Supply recognizes that employees’ substance abuse, on or off duty, leads to increased accidents,
injuries, and illnesses. Decreased productivity and employee morale and increased absenteeism and
turnover can adversely affect Turner Supply’s ability to provide prompt, efficient, and comprehensive
services to its customers. In light of these concerns, Turner Supply’s goal is to maintain a safe, healthy
and productive workplace free of substance abuse.

Turner Supply’s policy is to create and maintain a safe, drug-free working environment for all employees
by specifically prohibiting the use of illegal drugs at any time and prohibits the purchase, manufacture,
transportation, distribution, possession, use or sale of alcohol or illegal drugs by anyone while on
Company premises or engaged in Company business.

Tobacco

To promote an efficient work environment, the Company prohibits smoking, vaping and the use of
smokeless tobacco or electronic cigarettes on Company property. Management may designate smoking
areas as approved areas to smoke at each facility.

Travel and Expenses

For employees who travel, the company will cover all reasonable expenses. For guidance regarding
business travel and expenses, please see your manager.

Employee Code of Conduct

Turner Supply wishes to maintain a workplace where all
employees are safe and enjoy coming to work, while at the
same time providing a high level of service to our customers
in a competitive and efficient manner. To accomplish this,
cooperation is required by everyone, and the following
guidelines are adopted. Engaging in conduct the Company
deems inappropriate may result in disciplinary action, up to
and including immediate termination.

The following is a partial list of actions that merely illustrates certain types of conduct Turner Supply
deems unacceptable, and which may result in disciplinary action up to and including termination, with or
without any written warnings.

• Conduct in violation of the Company’s Anti-Harassment and Discrimination Policy.
• Taking or threatening adverse action against employees who exercise rights under Company

policies or employment laws.
• Willful or negligent destruction of company and/or client property.
• Carrying or possession of firearms, or use of, or the distribution of firearms on company

and/or client property or premises.
• Removal of company/client/or employee material or property, tools, or equipment from

company and/or client premises without proper authorization.
• Dishonesty regarding any aspect of your employment or Company business, including

falsification or unauthorized alteration of any employment related record or document or
making misrepresentations to the Company (including the omission of relevant information)
such as employment applications, personnel records, and time records.
• Insubordination such as refusal to perform any reasonable job or work assignment given by
an employee's supervisor or by management.
• Use of vulgar profanity or harassing or abusive language or conduct.
• Sleeping or napping on the job.
• Violation of any safety rule or practice or engaging in conduct which tends to create a safety
hazard. This includes fighting, threatening, disorderly conduct, horseplay, throwing objects or
otherwise endangering any employee, customer, vendor or other individual.
• Failure to promptly report all work-related personal accidents and/or injuries to yourself or
others. This also includes damage of property or equipment.

• Leaving your work area during work time without a job assignment or a job-related task
without management’s authorization.

• Failure/improper accounting or representation of hours worked.
• Clocking in or out for another employee.
• Excessive time spent working on personal projects while on company time.
• Working unauthorized overtime.
• Using Company property or equipment in a careless or unsafe manner or without proper

authorization.

Conflicts of Interest

Employees have an obligation to conduct business on competitive terms and not based on personal
relationships. Employees commit to acting in the interest of Turner Supply Company and avoiding any
activities or relationships that would lead to a potential or actual conflict of interest, or the appearance
of a conflict of interest.

Gifts, Entertainment, and Payments

Employees must use caution in receiving business amenities, gifts, entertainment and/or payments as it
may create the appearance that business decisions are made on factors other than the terms and
conditions of a contract and could violate laws related to bribery and corruption. Business amenities are
anything of value or anything that provides value. Gifts include anything of tangible or intangible value,
including cash, discounts, and promotional items. Entertainment includes meals, event tickets or passes.
Company practices regarding prior authorization prevent possible misunderstanding.

Employees will exercise extreme caution when making any offers of business amenities to government
officials and public sector employees. Employees commit to comply with federal, state, and local laws
with respect to off-duty political activities, including canvassing, fundraising, and campaigning.

Media Inquiries

Turner Supply Company is a high-profile company in our
community, and from time to time, employees may be
approached by reporters and other members of the media.
To ensure that we speak with one voice and provide accurate
information about the company, we should direct all media
inquiries to Executive Management.

Outside Work (Moonlighting)

We encourage our employees to dedicate their full energies to Turner Supply. Employment by Turner
Supply must be treated as the primary employment and any additional employment must not interfere,
involve the use of company property, or be in any way a conflict of interest. To further clarify:

• Work requirements, including overtime, weekend work, and after-hours requirements, will
have precedence over any additional employment

• The employee must be able to maintain their work performance standard safely and
effectively at the Company. For example, employees who demonstrate signs of undue
fatigue, stress, reduced attention span, etc. will not be allowed to continue with moonlighting.

• Employees cannot work for any business that is in direct competition with the Company
• Due to increased concern regarding cyber-security, employees cannot use company

resources, especially computers or cell phones, to conduct outside work.

Attendance

Every employee is needed and an important part of the daily business operations. The Company and your
co-workers depend upon all employees to be at work on time for all scheduled workdays. Attendance is
a key factor in your job performance. Punctuality and regular attendance are expected of all employees.
Management recognizes that occasionally circumstances beyond an employee’s control may cause
him/her to be absent from work for all or a portion of the workday. However, excessive absences
(whether excused or unexcused), tardiness or leaving early is unacceptable and may result in disciplinary
action. Therefore, the Company requires habits of good attendance on the part of all employees.

Employees are required to notify their supervisor at least 15 minutes before the start of their shift. It is
not acceptable to rely on friends, relatives, or co-workers to notify the supervisor of the absence. Failure
to notify the supervisor for three (3) consecutive workdays will be considered a No Call/No Show and will
result in immediate termination.

A physician’s documentation may be required as proof of the need for any illness-related absence
regardless of the length of the absence.

Excessive is defined as more than three (3) occurrences within 60 days.

Dress and Appearance Standards

All Turner Supply employees are expected to present a professional, businesslike image to clients, visitors,
customers, and the public. In general, our standard of dress can best be described as “business casual”.
Employees are asked to use their best judgement in selecting clothing for the activities of a particular

workday. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing
requirement of employment with Turner Supply.

At the discretion of management, in special circumstances, such as during unusually hot or cold weather
or during special occasions, employees may be permitted to dress in a more casual fashion than is
normally required. On these occasions, employees are still expected to present a neat appearance.

Ripped, frayed, wrinkled, soiled, overly tight clothing, t-shirts, or clothing that violates the Anti-
Harassment and Discrimination Policy, are not appropriate for work. Employees are asked to be mindful
of co-worker’s sensitivity to fragrances and use of colognes, perfumes, etc., are discouraged in the
workplace.

If a uniform or PPE is required, it is supplied by the company and employees are responsible for cleaning
and maintaining. Any questions about the department’s guidelines for attire should be discussed with
the employee’s supervisor.

SAFETY

Turner Supply Company is committed to providing and
maintaining a safe work environment for all employees.
Our commitment to safety is to protect ALL our
employees, and to ensure compliance with federal, state,
and local regulations and client rules.

Safety is the most important operating rule in our industry. Services delivered in an unsafe manner do
not support our vision and do not meet our customer’s needs. Regard for the safety of the public, our
own employees, our customers, and their employees are the responsibility of all employees throughout
our organization.

Comprehensive information regarding Turner Supply’s Safety Program can be found in the Company’s
Safety Manual.

Accident and Incident Reporting

The elimination of accidents and losses is a responsibility we all share. The safety of each employee is a
matter of great concern that demands continuous attention of every employee. All accidents, safety
incidents and near misses must be reported immediately to the supervisor. Call 911 first if necessary.

Emergency Evacuation

In an emergency evacuation situation, employees are to quickly leave the building using the designated
exit for your work area. Once outside of the building, congregate at your department’s meeting spot. To
ensure an accurate headcount is communicated to first responders, employees must not leave until
released by your supervisor.

Evacuation routes and meeting places are posted throughout each Turner Supply facilities. Employees
are responsible for knowing their designated exit and meeting place and evacuation procedures will be
periodically reviewed with site employees.

Inclement Weather

If inclement weather creates a potentially dangerous situation for employees in Turner Supply facilities or
on the road traveling to work, management may close that facility. Employees will be notified by via a
phone tree system. Facilities will roll all calls to a designated office.

In the event of catastrophic weather that causes damage to employee homes and/or a Turner Supply
facility, or in instances where streets, roads and highways are impassable, employees are to remain safely
at home. Employees are to contact their supervisor as soon as circumstances permits them to report their
situation and receive updates. Employees are expected to return to work as soon as safely possible based
on road conditions. Communication with your supervisor in this situation is key. All employees are
expected to follow any government mandated curfews or travel restrictions. Compensation during
catastrophic weather events will be addressed on a case-by-case basis.

WORKPLACE VIOLENCE AND SECURITY

Turner Supply is committed to common sense policies and procedures to keep our facilities secure and
violence free. It is everyone’s job to secure the workplace. While it is impossible to predict instances of
workplace violence, Turner Supply expects all employees to actively take measures to reduce risk.

The Company has a zero-tolerance policy concerning threats, intimidation, and violence of any kind in the
workplace either committed by or directed to employees. Employees who engage in such conduct will be
disciplined, up to and including termination of employment.

If an employee feels he or she has been subjected to threats or threatening conduct by a co-worker,
vendor, or customer, the employee must notify a supervisor, security personnel, human resources (HR)
or any member of Executive Management immediately so that proper corrective and/or protective action
can be taken. Turner Supply encourages employees to voice concerns before the situation escalates.
Employees should not place themselves in peril, nor should they attempt to intercede during an incident.

Additional detailed and relevant information can be found in the Open-Door and/or Anti-Harassment and
Discrimination Policy.

Firearms in Company Facilities

This policy is written and implemented consistent with the applicable state and local laws. Firearms are
prohibited in all Company facilities. Any employee who is suspected of possessing a firearm inside
Company facilities may be subject to a search at the Company’s discretion. Searches may include, but are
not limited to, the employee’s personal effects, desk, handbags/purses/backpacks, and workspace.

To the extent a vendor or customer has a more restrictive firearms policy, employees that work in
vendors/customer facilities will follow that vendor/customer’s policy regarding firearms and weapons.
Any exceptions to this policy must be pre-approved by someone in Executive Management.

Firearms in Vehicles

In accordance with state and local laws, employees must keep firearms in a locked vehicle, out of sight
and/or secured with a safety gun lock.

Any exceptions to this policy must be pre-approved by someone in Executive Management.

Visitors and Guests

One of the most important ways to secure the facility is by following these guidelines:

• All visitors and guest should enter at each facility’s designated entrance.
• Visitors will sign in and wait for the appropriate Turner Supply employee to escort them to

the appropriate designation inside the facility.
• All employees should approach anyone they do not recognize as an employee and is

unaccompanied by an employee and politely ask if they can help them find their way. Escort
them to the front to sign in with the receptionist.

Facility Security

Enter and exit the facility through the designated doors for your facility and position. Doors and shipping
bays are opened to conduct business such as deliveries and loading and should be secured immediately
thereafter.

PAY PRACTICES

Employee Classifications

The Company assigns positions, determines wages and
compensates employees for overtime in accordance with state
and local laws and the Fair Labor Standards Act.

• Exempt employees are those that are excluded from
the overtime pay requirements of the Fair Labor Standards Act. Exempt employees are paid
a salary and are expected to work beyond their normal work hours whenever necessary to
accomplish the work of the company. Exempt employees are not eligible to receive overtime
compensation.

• Non-exempt employees are those eligible for overtime pay of 1.5 times the regular hourly
rate of pay for all hours worked over 40 per work week. All overtime must be approved in
advance.

• Part-time or temporary status depends on the number of hours per week an employee works.
Typically, this is less than 30 hours per week. Part-time employees are not eligible for
employee benefits as described in this handbook. From time to time the Company may hire
employees for specific projects or periods of time. Temporary employees are not eligible for
employment benefits.

Workweek Payday

The Company work week is Sunday through Saturday. Pay day is bi-weekly for hourly non-exempt
employees. Salaried exempt employees are paid on the last day of the month that is not a holiday or a
weekend.

Hours Worked

The Company abides by all applicable wage and hour laws including the payment of overtime in excess of
40 hours per work week for hourly employees.

Overtime hours should be rare, determined by business needs, and pre-approved by managers.

Meal and Rest Periods

It is important for safety, productivity, and quality of work like that all employees take appropriate breaks
during the day to eat, take care of any personal calls or matters that require attention, and to recharge.

Employees are provided with rest periods and meal breaks during the workday. In general, non-exempt
employees are required to take a 60-minute. The meal period should be uninterrupted, and no work for
the Company should be performed during that time.

Deductions

Employee pay is subject to several kinds of deductions as permitted or required by federal, state, or local
law. Some, such as federal, state, and local taxes, Social Security, Medicare, and garnishments are
mandated by law and must be deducted. Voluntary deductions are those requested by an employee, such
as 401(k) contributions or health benefits deductions. If you have questions about your paycheck or
deductions, contact your supervisor.

Direct Deposit

Employees will receive pay through direct deposit and must provide banking information. Pay is not
through physical check or any other method.

Timekeeping - Clocking In

Work hours are Monday through Friday 7:30am to 4:30pm unless noted otherwise by management.
Hourly employees should clock in at the beginning of their workday and out at the end of their shift. No
one may clock in or out for you, notify your manager if you fail to clock in or out. Clocking in or out for
another employee will lead to discipline up to and including termination.

Hourly employees are required to report all hours worked by either clocking in or informing their manager
of additional time worked. Working “off the clock” is prohibited.

LEAVE OF ABSENCES

All leave of absence requests will be considered and granted in accordance with applicable state and
federal leave laws. Specifically, the Mobile facility complies with the Family Medical Leave Act (FMLA)
and all Turner Supply locations comply with federal Military Leave laws. For additional, detailed,
information, see the Company’s full Family and Medical Leave Act policy in the appendix.

The Family and Medical Leave Act

The Family and Medical Leave Act (FMLA) provides eligible employees with up to twelve (12) weeks of
unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during
the leave provided, however, the employee continues to pay their portion of the premium necessary to
maintain such benefits.

FMLA is designed to help employees balance their work and family responsibilities by allowing them to
take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the
legitimate interests of employers and promote equal employment opportunity for men and women.

Turner Supply will make available to an eligible employee up to twelve (12) weeks of unpaid leave each
year for any of the following reasons:

• For the birth and care of the newborn child of an employee.
• for placement with the employee of a child for adoption or foster care.
• to care for an immediate family member (spouse, child, or parent) with a serious health condition.
• to take medical leave when the employee is unable to work because of a serious health condition.

Employees at our Mobile facility are eligible for leave if they have worked for Turner Supply at least twelve
(12) months and worked at least 1,250 hours over the past twelve (12) months. Whether an employee
has worked the minimum 1,250 hours of service is determined according to FLSA principles for
determining compensable hours or work.
Requests for a leave of absence or any extension of a leave ordinarily should be submitted in writing to
the employee’s department head at least thirty (30) days before the start of the leave or extension period.
When the need for leave or an extension is not foreseeable, employees should give as much notice as is
possible. The department head will forward the request to the Human Resources Manager,
recommending approval or denial. The final decision concerning the request will be made by the Human
Resources Manager. All employees on approved leave are expected to report to the Human Resources
Manager any change of state in their need for a leave or in the intention to return to work.

Employees who need leave for their own or a family member’s serious health condition must provide
medical certification from a health care provider of the condition. Turner Supply also may require a
second, and if necessary, a third opinion, periodic recertification of the serious health condition and, when
the leave is a result of the employee’s own serious health condition, a fitness for duty report to return to
work.

Employees must use accrued paid leave PTO while taking FMLA leave. To use paid leave for FMLA leave,
employees must comply with Turner Supply’s normal paid leave policies.

Non FMLA Leave

If employee requests leave for a medical or personal reason, and that employee is not eligible for FMLA
leave or has exceeded the FMLA entitlement, such leave may be granted on a case-by-case basis if the
employee has a return date, and the duration of the leave can be reasonably accommodated based on
business needs.

No Guarantee of Reinstatement Rights for Non-FMLA Leaves

The Company will try to reinstate an employee to his/her prior position upon returning from leave under
this policy. Reinstatement is not guaranteed. The Company reserves the right to fill the position at any
time based on business, staffing or other operational needs. If an employee’s position is filled during a
non-FMLA leave, the employee will receive first consideration in filling any other existing and open
position for which the employee is qualified upon their return from leave. It is the responsibility of the
employee to maintain regular contact with their manager throughout the leave period.

Bereavement

The Company understands that time will be needed off when a loved one passes away. For this difficult
time, the company grants two days off, without loss of pay, for a death in the immediate family.
Immediate family is defined as: spouse, child (or spouses’ child), sibling, parent, spouse’s parent, (includes
stepparents) grandparent, spouse grandparent and grandchild. If additional time is needed, the employee
may request it as time off without pay or use vacation time.

Jury Duty

Turner Supply respects your civic duty when you are called for jury duty. Full time employees are paid
their usual compensation during this period. Any monies received from the court for your participation
may be retained by you. Any employee on jury duty is expected to return to work whenever released
early in the day from the jury duty schedule.

The jury summons is required to be presented to your supervisor as soon as you receive it. Your supervisor
will present this documentation to payroll.

Court Summons

Employees who are subpoenaed to appear in court (outside of Jury Duty) are asked to communicate this
immediately to their supervisor who will make plans for their absence. The time away from work to
appear in court is an excused absence and employees may choose to take it as unpaid or use PTO time.

Voting

The company encourages all employees to vote in local, state, and federal elections. Polls open before
and after work so that citizens can vote. The company understands that during elections with higher-
than-normal turnout, the need to be flexible regarding employee arrival time (either in the morning or
coming back from lunch) or time leaving for the day. Communication is key and employees are asked to
discuss their voting plans with their supervisor and co-workers to meet business needs. The company will
compensate employees for a reasonable amount of time missed to vote and provided that the employee
has properly communicated with their supervisors and co-workers, time to vote will not be counted as a
late arrival/early dismissal.

PERFORMANCE MANAGEMENT

Work Performance Standards

Work performance standards describe the accepted level
of performance by an employee on the job. They are based
on the position, not the individual. Standards are based on
the “GWC” model- Get it; Want it; Capacity to do it.

Annual Performance Reviews

Performance reviews will be completed annually. Wage or salary increases will be determined based on
performance, adherence to Company policies and procedures, ability to meet or exceed duties per job
description, achieve performance goals, essential nature of position held. Increases are solely at the
Company’s discretion and may or may not be given each year.

Progressive Discipline

Violations of any of the Company’s policies or procedures will render the employee subject to disciplinary
actions. The progression of discipline will generally follow this path: verbal warning, first written warning,

final warning, and termination. However, the seriousness of the violation will determine the level of
discipline and steps may be skipped. Depending on the severity of the violation, in some instances,
discipline may be accelerated to termination.

Commitment to Continuous Improvement

Turner Supply actively invests in training and information sharing. In living our Core Values, we encourage
creative problem solving and innovation with all our employees throughout the Company. Leadership is
committed to readily act to promote our identity as a socially aware and responsible business and to
learning and sharing best practices in all matters.

Separation from Employment

The Company is committed to making your employment a mutually beneficial relationship for both you
and the Company. However, we do recognize that there may come a time when an employee or the
Company may wish to end an employment relationship, therefore employees and the Company each have
the right to terminate employment at any time, with or without cause or notice.

When an employee resigns, the Company typically requests two weeks’ advance notice so that we can fill
the opening with minimum disruption. Upon termination, the employee will receive final pay in
accordance with applicable state law. All accrued, vested benefits that are due and payable upon
termination also will be paid at this time. Other accrued benefits, such as retirement will be distributed
under the terms of those plans. Employees leaving the company should provide a current forwarding
address so that the Company can send needed information about any outstanding matters such as W-2
forms.

References

All requests for employment references are to be immediately directed to Human Resources. Information
provided for references will be verification of dates of employment and last position held.

Return of Property

Terminated employees must promptly return to the Company all confidential documents and other
materials that you have. You are not permitted to retain copies of any documents or materials.
In addition, keys, sales lists, software, equipment including Company computers, printers, cell phones,
and all other tools an employee would use should be returned.

BENEFITS

Turner Supply Company is committed to providing competitive health, welfare, and retirement benefits
for employees such as:

• Medical
• Dental
• Vision
• LTD
• STD
• Life Insurance
• Spouse or dependent life insurance
• 401(k) Retirement and Savings Plan
• Health Reimbursement Account

All benefits except for the 401(k) Retirement and Savings Plan begin on the first of the month following
date of hire. Complete details about benefit plans and eligibility requirements are in the legal plan
documents that govern plan operation and administration. Turner Supply Company reserves the right to
terminate, suspend, withdraw, amend, or modify the program at any time without advance notice.
Eligibility to join the 401(k) Retirement and Savings Plan is the first calendar quarter after 90 days of
employment. Turner Supply Company’s 401(k) Retirement and Savings Plan is a savings and investment
plan designed to provide eligible employees with a unique opportunity to save money and defer taxes.

COBRA Benefits

The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified
beneficiaries the opportunity to continue health insurance coverage under the Company’s health plan
when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events
are resignation; termination of employment; death of an employee; a reduction in an employee’s hours;
leave of absence; divorce or legal separation; and a dependent child no longer meeting eligibility
requirements.

Under COBRA, the employee or beneficiary pays the full cost of coverage after a qualifying event at the
Company’s group rates plus an administration fee for continuation coverage. The Company provides each
eligible employee with a written notice describing rights granted under COBRA when a qualifying event
occurs. The notice contains important information about the rights and obligations of the employee
and/or beneficiary(ies). Failure to timely comply with the notice may result in a loss of insurance coverage.
It is imperative that each employee keep the Company apprised of the status of his/her family life and age
of dependents.

Paid Time Off

The company provides PTO for employees so they can take time away from work to relax and enjoy their
personal interests. The Company understands that employees may occasionally need to be absent from
work due to illness, illness of a family member, or to attend to other personal business. The company will
provide each FT employee with PTO that can be used at their discretion. This allows the employee the
flexibility to use time off in a manner most effective for them. Rather than two separate banks of vacation
and sick, there is one shared source to use based on his/her needs.

PTO During the First Year

PTO is calculated on calendar year. The year in which an employee is hired is considered his/her first
calendar year of employment. During the first year of employment the employee may earn PTO based on
the month they were hired.

Month of Hire First Full Month of Month Eligible to PTO Hours Earned
January
Employment Take PTO First Calendar Year

February March 73.7

February March April 67
March April May 60.3
April May June 53.6
May June July 46.9
June July August 40.2
July August September 33.5
August September October 26.8
September October November 13.4
October November December 6.7
November December January 0
December November February 0

*Due to the nature of our “use it or lose it” policy, employees hired in November-December will not earn
PTO for that calendar year but will receive the usual second (2nd) calendar year bank of ten (10) days in
January. However, they must still wait until they complete their first full month of service to take PTO.

PTO in Later Years

1 – 2 years of service = ten (10) days (80 hours)
3 – 6 years of service = fifteen (15) days (120 hours)
7 – 15 years of service = twenty (20) days (160 hours)

After the fifteenth (15th) calendar year (Jan. 1 of the 16th calendar year) of service employees are
awarded an additional day for each (calendar) year of service. For example, 21 days at 16 years, 22 days
at 17 years to a maximum of 25 days of PTO.

Employees may take PTO throughout the year based on their annual allowance. They may not borrow
PTO time from the following year.

PTO is “use it or lose it” and there is no carry over of PTO hours to the next calendar year. (See Extended
Illness Bank for information regarding the only exception to this)

Termination of Employment

There is no payout of unused PTO if an employee terminates employment (for any reason).

Waiting Period

Hourly employees are not eligible to take PTO until they have worked a full calendar month (see table).

Requesting Time Off and Using PTO

To ensure that our operations run effectively, our employees are required to provide management with
at least two (2) weeks’ notice of a requested vacation period.

Minimum Increment of PTO Time

Salaried employees are encouraged to take PTO in no less than four (4) hour increments. Hourly
employees can take PTO in no less than one (1) hour increments.
PTO time is not considered time worked for the purpose of calculating overtime.

PTO Due to Illness

Under this policy, PTO can be taken for any reason if it is requested and approved (based on business
needs) in advance. The policy below only applies to unexpected illness or injury.
Turner Supply reserves the right to request a doctor’s certificate for any PTO days requested for
unexpected illness (for surgery, or any absence that is planned and approved in advance, this would not
apply) and it is standard practice to require doctor’s certification for any (unexpected) absence of two
days or more. Failure to produce this documentation when requested may result in the absence
considered as unexcused and may be unpaid. For extended periods of illness (illness exceeding seven (7)
calendar days), the employee will need to adhere to the company’s Leave of Absence policy.

As workplace safety and health is our top priority, a doctor’s certificate documenting your fitness to return
to work, without restrictions, may be required. Failure to provide requested documentation may be
considered abuse of this benefit and result in disciplinary action.

Other than for doctor appointments, PTO must be used in half-day increments. For hourly employees, the
rate of pay will be based upon the employee’s regular hourly rate., for salaried employees the rate of pay
will be based upon the annual base salary divided by 2,080 hours. Salaried employees will be paid their
regular rate.

Time off for doctor appointments should be made in advance with the employee’s supervisor and for
hourly employees’ PTO can be used in 1-hour increments.
Abuse or misuse of sick leave benefits may be grounds for disciplinary actions, up to and including
termination.

The Company’s policy is “use it or lose it”, however, the one exception is carryover to establish an
extended illness bank to pay an employee if an illness or injury that lasts beyond seven (7) working days.
This is a completely optional program and employees may choose to use all their PTO during a given year
and not establish this bank. This bank has specific parameters:

• This bank can only be used for illness (or injury) of the employee, not a family member (see
Leave of Absence Policy for information regarding the unpaid leave policy).

• An employee can roll over up to 24 hours (one week) of unused PTO in a calendar year to
deposit in this special bank.

• This time will “kick in” and can be used after taking seven (7) days of regular (that calendar
year’s) PTO.

• The bank does not expire, but the maximum amount is forty (40) hours. Example: at the end
of the calendar year, employee deposits 16 hours in the Extended Illness Bank (EIB). He/she
does not use it in the next calendar year, but then deposits an additional twenty-four (24)
hours in the bank. The EIB is now at its maximum and will remain unless (hopefully not
needed!) the employee takes it for an extended illness.

• Since this bank is intended for a specific, narrow purpose, it is not paid out on termination of
employment.

Holidays

Full time employees who have been employed for 90 days are eligible for paid holiday benefits. At the
discretion of the Company, and based on business needs, the Company traditionally observes the
following holidays.

The amount of time off will be determined on a year-to-year basis depending on when the holiday falls
within the work week. Annually, the Company will post the holiday schedule.

• New Year’s Day
• Mardi Gras Day*
• Good Friday
• Memorial Day

• 4th of July
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve (1/2 day)
• Christmas Day

*For Mobile Facility; 1st Qtr. floating holiday for all other locations

COMPUTER, ELECTRONIC COMMUNICATIONS,
AND SOCIAL MEDIA

The computer and communication systems, and all digital assets
of Turner Supply are critical to the operation of our business. This
document outlines some of the overarching policies and practices
related to computer usage. Employees are responsible for
reading and understanding Turner Supply’s

Turner Supply’s policies and procedures are implemented to ensure the protection of Company systems.
“Systems” are defined as hardware, software, and data critical to business operations. Employees in
various roles have access to sensitive customer, employee, and financial data. Additionally, the Company
has proprietary information and intellectual property stored electronically that employees have access to.

This policy is designed to outline appropriate uses and security measures required of all Turner Supply
employees. Further, this policy outlines the Company’s expectation regarding internet and social media
use.

System Privacy and Monitoring

In administering this critical policy, the Company regularly monitors employees’ emails, files, and internet
browsing history. Employees should not expect privacy when using Company systems.

Intellectual Property

All work product produced by employees of Turner Supply in the execution of their duties is the property
of Turner Supply and cannot be copied or shared without express approval by company senior
management.

User Accounts

For all Company system access, each employee with access to the computer system is required to use
their own account and password. Users are not permitted to share passwords or allow another employee
to use their account to access systems.

Security features are defined within each account, which determines the specific access granted that
employee. Managers will determine the level of access, and software/hardware needed by an employee
to complete his/her job.

Passwords

System users are required to change their passwords on a schedule determined by management.

Screen Protection

Users must log off a system, or password protect their screen when away from their computer for any
length of time.

PC Computer Hardware

All desktop computers and hardware (i.e., printers, monitors, cables, keyboards, etc.) should always
remain on premises. Employees assigned laptop computers may remove them for the Company work as
appropriate and required by their position.

Systems should be handled with care. Specifically:

• Food and beverages should be kept away from computers and hardware as they can spill and
damage the hardware.

• No rough handling of equipment such as pounding on keyboards, leaning on monitors,
banging of mouse, slamming of paper trays on printers, yanking of power cords and
connecting cables.

• Do not block the vents on any piece of hardware with memos or anything else.
• All hardware is to be plugged into a surge protector.
• Cords, cables, and surge protectors should be housed where they cannot be tripped over or

accidently pulled out of the wall.
• Exit all software before turning off the computer.
• The use of any external storage device (flash drives) with Company systems requires prior

authorization from senior management.

• Only authorized and trained employees should perform repairs, modifications, upgrades,
relocations, and software installations.

• Never download software unless approved by senior management.
• All software installed on Company systems must never violate copyright laws.
• Employees should be aware of “phishing scams” and take care when opening any email.
• Only download a file received from a verified source known to you.
• If any employee suspects that systems data has been compromised by a virus, hacking, or

other malicious attack, they are to immediately notify a member of the senior management
team.
• Users should comply with local, state, federal, and international regulations, and statutes,
including copyright and trademark law.
• Users should abide by the terms of software licensing agreements and contracts.

Unauthorized Use of Company Systems and Equipment

• Personally, owned computer software is not to be installed on any Company system unless
specifically authorized by Senior Management.

• Computer games are not to be installed or played on any Company computer system.
• Company systems cannot be used for viewing, obtaining, reproducing, authoring, or storing

materials prohibited by our Anti-Harassment and Discrimination Policy.
• Unauthorized use of Company computers for personal use is prohibited, i.e. personal

correspondence, work conducted for organizations such as clubs not associated with the
Company or on behalf of the Company, work being done for personal clients (see Employee
Handbook for more information on “moonlighting”.)
• Use of Company systems for any illegal purpose is strictly forbidden.
• Unauthorized duplication and distribution of any Company information or data is prohibited
• Downloading personal email, files, attachments, or other data from personal accounts is
strictly prohibited.

Internet

Use of the internet has legitimate business purposes but it can also expose our systems to cyber-attacks
and data breaches. Therefore, accessing the internet using any Company computer is limited to activities
with a specific business purpose unless permission is specifically granted by management. Shopping,
accessing social media, reading news stories not related to work, even while on a break or lunch, is
generally not allowed on company systems due to concerns related to data security.

Social Media

Social media should never be accessed on company systems except by personnel specifically authorized
to do so. Hiring managers are prohibited from using social media to screen or familiarize themselves with
a candidate for an open position.

All postings on social media must be consistent with the Company’s Anti-Harassment and Discrimination
Policy. Employees are prohibited from sharing proprietary Company information regarding customers,
work processes, policies and other information learned in the execution of his or her work duties.

Cell Phones

The company recognizes that there may occasionally be times when personal calls must be made or
received during business hours. Such calls should be held to a minimum and must not interfere with the
employee’s work.

Cell phones usage during work can, at times, have legitimate business purposes. However, the Company
recognizes that cell phones create a distraction to work, limits productivity, and leads to mistakes.
Therefore, cell phone use during the workday is limited to those employees who regularly conduct
Company business with their cell phone. For all other employees, it should be limited during the business
day and used during break/lunch times unless needed for an emergency. Consistent with our policy of
confidentiality, photography, video, and recording in company facilities is prohibited without permission
from management.

Cell phones, or any other handheld computer device, should not be used while operating a motor vehicle
during the workday or traveling for Company business. To the extent allowed by law, answering/placing
calls, texting, or accessing the internet, are examples of tasks that should only be undertaken in a
“handsfree” mode, or when the vehicle is safely parked. Use of cell phones while operating a forklift or
other machinery is prohibited.

APPENDIX

• Anti-Harassment and Discrimination Policy
• FMLA

ANTI-HARASSMENT & DISCRIMINATION POLICY

A fundamental policy of Turner Supply is that the workplace is for work. Our goal is to provide a workplace
free from tensions involving matters that do not relate to the Company’s business. Turner Supply is
committed to providing a work environment that is free of discrimination and unlawful harassment,
including sexual harassment. Turner Supply will not tolerate any form of harassment or unlawful
discrimination against our employees by anyone, including supervisors, other employee’s, vendors,
clients, or customers. All employees are expected to avoid any behavior or conduct that could reasonably
be interpreted as unlawful harassment of employees or persons who do business with Turner Supply.

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964,
the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of
1990, (ADA). Discrimination or harassment on the basis of any protected characteristic is strictly
prohibited. Under this policy, discrimination or harassment is defined as verbal, written or physical
conduct that disparages or shows hostility or aversion toward an individual because of his/her on
race/color, religion, sexual orientation(including sexual orientation, gender identity, or pregnancy) ,
gender identity, national origin, age, disability, marital status, citizenship, older age (beginning at age 40),
disability, or genetic information (including family medical history), or any other characteristic protected
by law, and that: (1) has the purpose or effect of creating an intimidating, hostile or offensive work
environment; (2) has the purpose or effect of unreasonably interfering with an individual's work
performance; or (3) otherwise adversely affects an individual's employment opportunities.

All members of Turner Supply’s management team are responsible for the enforcement of this policy and
for setting an example with respect to proper conduct. Violation of this policy can lead to termination of
employment, liability for Turner Supply as well as civil and/or criminal liability for the harassing employee.
Each employee is responsible for creating an atmosphere free of discrimination and harassment, sexual
or otherwise. Further, employees are responsible for respecting the rights of co-workers.

Hostile Work Environment

Harassment is unwelcome conduct that is based on race/color, religion, sexual orientation (including
sexual orientation, gender identity, or pregnancy), gender identity, national origin, age, disability, marital
status, citizenship, older age (beginning at age 40), disability, or genetic information (including family
medical history). Harassing conduct includes but is not limited to slurs or negative stereotyping;
threatening, intimidating or hostile acts; disparaging jokes; and written or graphic material that disparages
or shows hostility or aversion toward an individual or group on the employer's premises or circulated in
the workplace. by email, phone (including voice messages), text messages, instant messaging, social
networking sites, etc. This includes inappropriate comments made in social media venues outside of
work that may contribute to a hostile environment. This policy prohibits harassment of any kind, and the
company will take appropriate action swiftly to address any violations of this policy.

Examples of harassment are:

Verbal: Comments that are not flattering or are unwelcome regarding a person's national origin,
race/color, religion, gender, identification, sexual orientation, age, physical/mental disability or
appearance, slurs, or negative stereotyping.

Nonverbal: Distribution, display, or discussion of any written or graphic material that ridicules, disparages,
insults, belittles, or shows hostility or aversion toward an individual or group because of national origin,
race/color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, gender identity,
marital or other protected status.

Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of
continued employment, or 2) the conduct is severe or pervasive enough to create a work environment
that a reasonable person would consider intimidating, hostile, or abusive.

Offensive conduct may include, but is not limited to:

• Offensive jokes
• Slurs
• Epithets or name calling
• Physical assaults or threats
• Intimidation
• Ridicule or mockery
• Insults or put-downs
• Offensive objects or pictures
• Interference with work performance.

Harassment can occur in a variety of circumstances, including, but not limited to, the following:

• The harasser can be the victim's supervisor
• A supervisor in another area
• An agent of the employer
• A co-worker
• A non-employee

The victim does not have to be the person harassed but can be anyone affected by the offensive conduct.
Unlawful harassment may occur without economic injury to, or discharge of, the victim.

SEXUAL HARASSMENT

Sexual harassment is unique relative to other harassment in several respects. Traditionally, sexual
harassment claims have been based on the premise that individuals with power over an employee’s
employment required sexual favors in return for job rewards. However, the legal definition of sexual
harassment is much broader. For example, sexual harassment may exist where an employer tolerates an

atmosphere allowing unwelcome flirtations or sexual advances even if this conduct was initially welcomed
by the employee, or even initiated by the employee.

To promote a work environment free of harassment, including sexual harassment, and to avoid the risk
of creating harm to the reputation and resources of Turner Supply, all employees should refrain from any
workplace behavior or conduct which could be viewed as sexual harassment, including but not limited to:

• Unwelcome flirtations or sexual advances or propositions even if this conduct was initially
welcomed by the employee, or even if initiated by the employee

• Offensive, abusive, unwarranted, or uninvited touching, fondling, bodily contact, or any
sexually motivated physical contact

• Continued or repeated verbal abuse of a sexual nature
• Use of vulgar or obscene language or jokes, or otherwise making graphic, degrading,

disparaging, or demeaning comments or remarks about any individual or his/her appearance
• The implications or threat to an applicant or employee that cooperation of a sexual nature (or

refusal thereof) will have any effect on that individual’s employment, assignment,
compensation, advancement, career development, or any other term or condition of
employment
• The display of sexually suggestive objects or pictures.

This list of examples is not all-inclusive.

There are basically two types of sexual harassment:

• "Quid pro quo" harassment, where submission to harassment is used as the basis for
employment decisions. Employee benefits such as raises, promotions, better working hours,
etc., are directly linked to compliance with sexual advances. Therefore, someone in a
supervisory capacity (with the authority to grant such benefits) or another type of position of
control (lead, manager, etc.) can engage in quid pro quo harassment. Example: A supervisor
promising an employee a raise if she goes on a date with him; a manager telling an employee
she will fire him if he does not have sex with her.

• "Hostile work environment," where the harassment creates an offensive and unpleasant
working environment. Hostile work environment can be created by anyone in the work
environment, such as supervisors, employees, contractors, or customers. Hostile
environment harassment consists of verbiage of a sexual nature, unwelcome sexual materials,
or unwelcome physical contact as a regular part of the work environment. Texts, emails,
cartoons, memes or posters of a sexual nature, vulgar or lewd comments or jokes, or
unwanted touching or fondling all fall into this category.

COMPLAINT/REPORTING PROCESS

Turner Supply will not tolerate sexual or other unlawful harassment and will do its best to keep itself free
of any conduct that creates an intimidating, hostile, or offensive work environment for its employees. All
reported incidents of harassment will be investigated in a timely manner. The investigation and the result
of any investigation will be handled and maintained in a confidential manner (to the extent possible).
Anyone engaging in these activities will be subject to appropriate disciplinary action, up to and including
immediate termination of employment.

Any employee who is the subject of harassing behavior should promptly report the same to his or her
supervisor. If the employee’s supervisor is unavailable or the employee would be uncomfortable
discussing the matter with his or her supervisor, or the supervisor is thought to be involved in the
harassment, the employee should immediately contact the Human Resources Manager or other Senior
Management representative of the Company.

NON-RETALIATION

Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a
discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit
under these laws; or opposing employment practices that they reasonably believe discriminate against
individuals, in violation of these laws.
Turner Supply will not take adverse action against an individual who makes a good faith report of
harassment or discrimination, or who participates in a review of such conduct. The Company does not
permit employees to engage in retaliation. Retaliation is a serious violation of this policy and should be
reported immediately. Any person found to have retaliated against another individual for reporting
harassment will be subject to serious disciplinary action, including, in certain circumstances, termination
of employment.

HARASSMENT BY NON-EMPLOYEES.

In addition, Turner Supply will take all reasonable steps to prevent or eliminate harassment by non-
employees, including customers, relatives, and suppliers, who are likely to have workplace contact with
our employees.

FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE

Turner Supply provides eligible employees working at their Mobile Alabama facility with time off from
work in compliance with the Family and Medical Leave Act.

Leaves under this policy are intended to run concurrently with all state leave laws to the full extent
permitted by those laws.

Eligibility

To be eligible for Family and Medical Leave, the employee must:

• Have been employed by Turner Supply for at least 12 months
• Have worked at least 1,250 hours in the previous 12-month period
• Work at a location with at least 50 employees within a 75-mile radius (Mobile facility)

Conditions Triggering Leave

Eligible employees will be allowed to take up to 12 weeks of leave in a rolling 12-month period for the
following reasons:

• To care for the employee’s child during the first 12 months following the birth
• To care for a child during the first 12 months following placement with the employee for

adoption or foster care
• To care for a spouse, child, or parent with a serious health condition
• For incapacity due to pregnancy, prenatal medical care, or childbirth
• Because of the employee’s own serious health condition that makes the employee unable to

perform one or more of the essential functions of his or her job.

The 12- month period is measured on a “rolling” basis looking backward from the date you take the FMLA
leave. In cases where a married couple is employed by the Company, the two spouses may take a
combined total of 12 weeks’ leave during the 12-month period for the birth of a child, the adoption or
foster care of a child or the care of a spouse, child, or parent with a serious health condition.

Notice

If an eligible employee’s need for leave is foreseeable, the employee must give notice of the need to
Human Resources at least 30 days prior to the start of the leave. If 30 days prior notice is not possible,
employees should provide notice to Human Resources as soon as practicable.

Documentation

Employees may be required to document the need for leave. Documentation must be in the form of a
medical certification and must include information about the medical condition and how long the
condition is expected to last. Medical Certification Forms are available from Human Resources. In addition,
employees who take Family and Medical Leave for their own serious health condition will be required to
submit a fitness for duty statement signed by a doctor before they may return to work.

Compensation During Leave

Employees who are eligible for leave under this policy must use accrued paid leave, if available, while on
family and medical leave. After all paid leave has been used (concurrently), the remainder of the total 12-
week leave will be unpaid. However, if an employee’s FMLA leave is the result of an on- the-job injury or
illness and the employee receives workers’ compensation benefits, he/she will not be required to use
applicable paid leave.

Benefits

During FMLA leaves of absence, the Company will continue to pay its portion of the group health plan
insurance premiums. Where appropriate, you must make arrangements to pay your share of the group
health plan premiums while on leave.

Intermittent or Reduced Schedule

Intermittent or reduced schedule leave is available when medically necessary for planned and/or
unanticipated medical treatment of a related serious health condition by or under the supervision of a

health care provider, or for recovery from treatment or recovery from a serious health condition.
Intermittent leave is not permitted for birth of a child, to care for a newly born child, or placement of a
child for adoption or foster care. Intermittent leave may be taken in increments as small as one hour.

Job Restoration

Upon returning from a family and medical leave, you will normally be restored to your original job, or to
an equivalent job with equivalent pay, benefits, and other employment terms and conditions. In addition,
your use of family and medical leave will not result in the loss of any employment benefit that you earned
or were entitled to before using family and medical leave.

Miscellaneous

Absences covered by this Family and Medical Leave policy will not be counted against an employee’s
absenteeism record under any Company attendance policy. However, employees will be subject to
discipline up to and including discharge if, during their leave, they engage in activities inconsistent with
the stated purpose for the leave. For example, employees are prohibited from engaging in other
employment during Family and Medical Leave.
Misrepresentations or any act of dishonesty related to Family and Medical Leave will also be grounds for
discipline up to and including discharge.

MILITARY FAMILY LEAVE

The Organization is committed to supporting its employees who are called to or volunteer for the
uniformed services of the United States. Eligible employees are provided with time off from work in
compliance with the federal Military Family Leave law. There are two types of Military Family leave
available; Military Caregiver Leave and Qualifying Exigency Leave.

Military Caregiver

Military caregiver leave allows an eligible employee who is the spouse, son, daughter, parent, or next of
kin of a covered servicemember with a serious injury or illness to take up to a total of 26 workweeks of

unpaid leave during a “single 12-month period” to provide care for the servicemember. A covered service
member may be either a current service member or a veteran of the Armed Forces, provided the discharge
was anything other than dishonorable and occurred within the past five years.

A covered servicemember is a current member of the Armed Forces who is receiving medical treatment,
recuperation, or therapy, or is in outpatient status, or is on the temporary disability retired list for a serious
injury or illness. A serious injury or illness is one that is incurred by a servicemember in the line of duty on
active duty that may cause the servicemember to be medically unfit to perform the duties of his or her
office, grade, rank, or rating. A serious injury or illness also includes injuries or illnesses that existed before
the servicemember’s active duty and that were aggravated by service in the line of duty on active duty.

Qualifying Exigency Leave

Qualifying exigencies may arise when the employee’s spouse, son, daughter, or parent who is a member
of the Armed Forces and who is on covered active duty or has been notified of an impending call or order
to covered active duty. For purposes of qualifying exigency leave, an employee’s child covered active duty
refers to a child of any age.

Employees meeting the same FMLA eligibility requirements described above may be entitled to use up to
12 weeks of their basic FMLA leave entitlement to address certain qualifying exigencies. Qualifying
exigencies may include:

• Short-notice deployment: Leave to address issues arising from a covered military member’s
short notice deployment (i.e., deployment on seven or less days of notice) for a period of
seven days form the date of notification.

• Military events and related activities: Leave to attend any military ceremony, program, or
event related to the active duty or call to active-duty status or to attend certain family support
or assistance programs and informational briefings.

• Child and school activities: Leave to arrange or provide for childcare or school-related
activities arising from the active duty or call to active-duty status of a covered military
member.

• Financial and legal arrangements: Leave to make or update various financial or legal
arrangements to address the covered military member’s absence.

• Counseling: Leave to attend counseling (by someone other than a health care provider) when
necessary, because of the active duty or call to active-duty status.

• Rest and recuperation: Up to five days leave to spend time with a covered military member
who is on short- term, temporary, rest and recuperation leave during the period of
deployment.

• Post-deployment activities: Leave to attend arrival ceremonies (including funeral or memorial
services), reintegration briefings and events, and any other official ceremony or program
sponsored by the military for a period of 90 days following the termination of the covered
military member’s active-duty status.

• Additional activities: Leave to address other events arising from military duty agreed upon
between employer and employee.

• Parental Care: Leave to arrange for alternative care for a parent of the military member when
the parent is incapable of self-care; to provide care for a parent of the military member on an
urgent, immediate need basis; to admit to or transfer to a care facility; or to attend meetings
with staff at a care facility, when such care or arrangements are necessitated by the covered
active duty or call to covered active-duty status of the military member.

Military Caregiver Leave

Documentation

Employees requesting leave because of a covered service member’s serious health condition must be
supported by a certification by the health care provider of the covered military member. Certification for
a qualifying exigency also must be provided along with a copy of the covered military member’s active-
duty orders or other documentation issued by the military which indicates that the covered military
member is on active or call to active-duty status, and the dates of covered military member’s active-duty
services.

Miscellaneous

All leave of absence requests will be considered and granted in accordance with applicable state and
federal leave laws, including but not limited to the Family Medical Leave Act (FMLA).

Employees failing to return in a timely manner from leave of absence may be considered to have
abandoned his/her position with the separation being processed as a voluntary resignation.