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Published by dshannon, 2016-12-20 13:10:08

HB-NATIONAL EWP Jan 2017_Neat

Employee Handbook | Personnel Policies
Effective January 1 2017

Contents

GOVERNING PRINCIPALS ........................................................................................................................................................ 5
Introduction ...................................................................................................................................5

Equal Employment Opportunity......................................................................................................5
Non-Harassment ............................................................................................................................5
Sexual Harassment .........................................................................................................................6

Drug Free and Alcohol-Free Workplace ...........................................................................................6
Workplace Violence ..................................................................................................................... 10

Pay Transparency Policy Statement .............................................................................................. 10
Your Personnel File ...................................................................................................................... 11
Anniversary Date.......................................................................................................................... 11

Business Hours ............................................................................................................................. 11
Open Door Policy ......................................................................................................................... 12

OPERATIONAL POLICIES ....................................................................................................................................................... 12
Employee Classifications............................................................................................................... 12

Introductory Period ...................................................................................................................... 12
Work Schedules ........................................................................................................................... 13

Meals and Rest Periods ................................................................................................................ 13
Lactation Breaks ........................................................................................................................... 13
Timekeeping Procedures .............................................................................................................. 13

Overtime ..................................................................................................................................... 14
Per Diem Policy ............................................................................................................................ 15

Payment of Wages ....................................................................................................................... 16
Safe Harbor Policy for Exempt Employees ..................................................................................... 16

Direct Deposit .............................................................................................................................. 17
Employee Online Self-Service Web Portal ..................................................................................... 17

Salary/Pay and PTO Advances ...................................................................................................... 17
Travel Time, Reimbursable Expenses, and Commuting in a Company Vehicle ................................. 18
Job Responsibilities-Task Assignment ........................................................................................... 20

Employment Records ................................................................................................................... 20
Performance Reviews ................................................................................................................... 20

Reductions in Force (RIF) .............................................................................................................. 20
Termination of Employment ......................................................................................................... 21
Severance Policy .......................................................................................................................... 21

Exit Interviews ............................................................................................................................. 22
Employment Verification and References ...................................................................................... 22


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BENEFITS ............................................................................................................................................................................... 22

Benefits Overview ........................................................................................................................ 22
Company-Observed Paid Holidays ................................................................................................ 23

PTO – Paid-Time-Off Program ....................................................................................................... 23
Worker’s Compensation ............................................................................................................... 24

401k Retirement Savings Plan ....................................................................................................... 24
Group Health Insurance ................................................................................................................ 25

Employer Paid Term Life/AD&D Insurance .................................................................................... 25
Supplemental Voluntary Life Insurance ......................................................................................... 25
Short Term / Long Term Disability Insurance ................................................................................. 25

Continuing Education ................................................................................................................... 26
Employee Assistance Program ...................................................................................................... 26

LEAVES OF ABSENCE ............................................................................................................................................................. 26
Personal Leave ............................................................................................................................. 26

Jury Duty...................................................................................................................................... 27
Bereavement Leave ...................................................................................................................... 27

Voting Time Off ............................................................................................................................ 27
Military Leave .............................................................................................................................. 27
Family Medical Leave ................................................................................................................... 28

GENERAL STANDARDS OF CONDUCT ................................................................................................................................... 33
Workplace Conduct ...................................................................................................................... 33

Punctuality and Attendance ......................................................................................................... 34
Use of Company Communications and Computer Systems ............................................................. 34
Use of Social Media & Technology ................................................................................................ 35

Personal and Company-Provided Communication Devices ............................................................. 38
Camera Phones/Recording Devices ............................................................................................... 39

Inspections................................................................................................................................... 40
Solicitation & Distribution ............................................................................................................ 40

Confidential Company Information ............................................................................................... 40
Customer/Client Service ............................................................................................................... 40

Interaction with Clients ................................................................................................................ 41
Conflict of Interest and Business Ethics ......................................................................................... 41
Public Relations / Statements to the Media .................................................................................. 42

HEALTH & SAFETY ................................................................................................................................................................. 42
Employees Who Are Requested to Drive ....................................................................................... 43

Ergonomics .................................................................................................................................. 43
Safety and Accidents .................................................................................................................... 43

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Fire and Disaster Programs ........................................................................................................... 44

Motor Vehicle Safety and Usage ................................................................................................... 44
Heat Illness .................................................................................................................................. 44

Workplace Violence ..................................................................................................................... 45
Security ........................................................................................................................................ 45

Inclement Weather/Natural Disasters ........................................................................................... 45
Recreational Activities and Programs ............................................................................................ 46

Smoking ....................................................................................................................................... 46
Off-Duty Personal Conduct ........................................................................................................... 46
Hiring Relatives/Employee Relationships ...................................................................................... 46

Operation of Vehicles ................................................................................................................... 47
Portable Communication Device Use While Driving ....................................................................... 47

Personal Visits and Telephone Calls .............................................................................................. 47
Employee Dress and Personal Appearance .................................................................................... 47

STATE SPECIFIC ADDENDUMS .............................................................................................................................................. 48
California Addendums .................................................................................................................. 48

CA-Equal Employment Opportunity .............................................................................................................................. 48
CA-Discrimination, Harassment and Retaliation Prevention ........................................................................................ 48
CA-Travel Time for Non-Exempt Employees ................................................................................................................. 50

CA-Working Hours and Schedule .................................................................................................................................. 50
CA-Overtime .................................................................................................................................................................. 51

CA-Witness Leave .......................................................................................................................................................... 51
CA-Paid Family Leave Benefits – PFL ............................................................................................................................. 52
CA-Statutory Short-Term Disability Benefits ................................................................................................................ 52

CA-Time off for Military Spouses .................................................................................................................................. 52
CA-Bone Marrow Donation Leave ................................................................................................................................ 53

CA-Organ Donation Leave ............................................................................................................................................. 53
CA-Family and Medical Leave (CFRA)............................................................................................................................ 53

CA-Pregnancy Disability Leave (PDL) ............................................................................................................................ 60
CA-Rehabilitation Leave ................................................................................................................................................ 61

CA-Literacy Assistance .................................................................................................................................................. 61
CA-Time Off for School Related Activities ..................................................................................................................... 61
CA-Victims of Domestic Violence, Sexual Assault or Stalking ....................................................................................... 62

CA-Time off for Crime Victims ....................................................................................................................................... 62
CA-Time Off for Volunteer Firefighters, Reserve Peace Officers & Emergency Response Personnel .......................... 63

Utah Addendums ......................................................................................................................... 63
UT-Equal Employment Opportunity ............................................................................................................................. 63

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CLOSING WORDS .................................................................................................................................................................. 63

HANDBOOK ACKNOWLEDGEMENT ..................................................................................................................................... 63




















































































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GOVERNING PRINCIPALS

Introduction

We prepared this handbook to help employees find the answers to the many questions that they may have regarding your
employment with National EWP. Please take the necessary time to read it.

We do not expect this handbook to answer all questions. Supervisors and Employee Services also serve as a major source
of information.
Neither this handbook nor any other verbal or written communication by a management representative is, nor should it
be considered, an agreement/contract of employment, express or implied, or a promise of treatment in any particular
manner in any given situation, nor does it confer any contractual rights whatsoever. National EWP adheres to the policy
of employment at will, which permits the company or the employee to end the employment relationship at any time, for
any reason, with or without cause or notice.

No Company representative other than CEO/President may modify at-will status and/or provide any special arrangement
concerning terms or conditions of employment in an individual case or generally and any such modification must be in
signed in writing by the CEO/President. Many matters covered by this handbook, such as benefit plan descriptions, are
also described in separate Company documents. These Company documents are always controlling over any statement
made in this handbook or by any member of management.

This handbook states only general Company guidelines. The Company may, at any time, in its sole discretion, modify or
vary from anything stated in this handbook, with or without notice, except for the rights of the parties to end employment
at will, which may only be modified by an express written agreement signed by the employee and CEO/President.

This handbook supersedes all prior handbooks.

Equal Employment Opportunity
National EWP is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed,
color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status,
veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable
federal, state or local laws. Our management team is dedicated to this policy with respect to recruitment, hiring,
placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during
employment.

The Company will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified
employees with disabilities unless the accommodation would impose an undue hardship on the operation of our business.
If you need assistance to perform your job duties because of a physical or mental condition, please let the Employee's
Supervisor know.

The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such
accommodation does not pose an undue hardship on the Company's operations. If you wish to request such an
accommodation, please speak to your immediate supervisor.

Any employee with questions or concerns about equal employment opportunities in the workplace are encouraged to
bring these issues to the attention of your immediate supervisor. The Company will not allow any form of retaliation
against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers,
violation of this policy will lead to discipline, up to and including discharge. All employees must cooperate with all
investigations.

Non-Harassment
It is National EWP's policy to prohibit intentional and unintentional harassment of any individual by another person on
the basis of any protected classification including, but not limited to, race, color, national origin, disability, religion, marital
status, veteran status, sexual orientation or age. The purpose of this policy is not to regulate our employees' personal
morality, but to ensure that in the workplace, no one harasses another individual.




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If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter
to any member of management. If you are unable for any reason to contact this person, or if you have not received a
satisfactory response within five (5) business days after reporting any incident of what you perceive to be harassment,
please contact the Employee Services Manager. If the person toward whom the complaint is directed is one of the
individuals indicated above, you should contact any higher-level manager in your reporting hierarchy. Every report of
perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this
policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent
possible, but confidentiality cannot be guaranteed.

In addition, the Company will not allow any form of retaliation against individuals who report unwelcome conduct to
management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make
complaints in bad faith may be subject to disciplinary action, up to and including discharge. All employees must cooperate
with all investigations.

Sexual Harassment
It is National EWP's policy to prohibit harassment of any employee by any Supervisor, employee, customer or vendor on
the basis of sex or gender. The purpose of this policy is not to regulate personal morality within the Company. It is to
ensure that at the Company all employees are free from sexual harassment. While it is not easy to define precisely what
types of conduct could constitute sexual harassment, examples of prohibited behavior include unwelcome sexual
advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters,
sending sexually explicit e-mails, text messages and other verbal or physical conduct of a sexual nature, such as uninvited
touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can
include sexual joking, vulgar or offensive conversation or jokes, commenting about an employee's physical appearance,
conversation about your own or someone else's sex life, or teasing or other conduct directed toward a person because of
his or her gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.

If the employee feels that he or she has been subjected to conduct which violates this policy, the employee should
immediately report the matter to any member of management. If unable for any reason to contact this person, or if the
employee has not received a satisfactory response within five (5) business days after reporting any incident of perceived
harassment, the employee should contact Employee Services Manager. If the person toward whom the complaint is
directed is one of the individuals indicated above, the employee should contact any higher-level manager in his or her
reporting hierarchy. Every report of perceived harassment will be fully investigated and corrective action will be taken
where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge.

All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the
Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who
cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad
faith may be subject to disciplinary action, up to and including discharge. All employees must cooperate with all
investigations.

Drug Free and Alcohol-Free Workplace
It is the intent of National EWP to promote a safe, healthy and productive work environment for all employees. The
Company recognizes that the illegal and/or excessive use of drugs and/or alcohol is not conducive to safe working
conditions. It is the objective of the Company to have a work force that is free from the influence of controlled substances
(illegal drugs) and alcohol during work hours and at all times on Company premises. The term "Company premises"
includes all property, facilities, land, buildings, structures, automobiles, trucks and all other vehicles, whether owned,
leased or used by the Company or its affiliates or subsidiaries.

Purpose of Policy
The purposes of this policy are:

• To establish and maintain a safe, healthy working environment for all employees;
• To ensure the sound reputation of the Company and its employees within the community and the industry;

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• To reduce the number of injuries to persons or property; and
• To reduce absenteeism and tardiness and to improve productivity.

Covered Individuals - Any individual who conducts business for the organization, is applying for a position or is conducting
business on the organization's property is covered by our drug-free workplace policy. Our policy includes, but is not limited
to managers, supervisors, full-time employees, part-time employees, off-site employees, volunteers, interns and
applicants.

Applicability - Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting
business for the organization. Therefore, this policy applies during all working hours, whenever conducting business or
representing the organization, while on call, paid standby and while on organization property.

Prohibited Behavior - It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale
alcohol, illegal drugs or intoxicants.

Notification of Convictions - Any employee who is convicted of a criminal drug violation in the workplace must notify the
organization in writing within five calendar days of the conviction. The organization will take appropriate action. Federal
contracting agencies will be notified when appropriate.

Searches - Entering the organization's property constitutes consent to searches and inspections. If an individual is
suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any
time. Searches can be conducted of pockets and clothing, lockers, wallets, purses, briefcases and lunchboxes, desks and
work stations and vehicles and equipment.

Consequences - One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help
with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious. If an
employee violates the policy, he or she will be terminated from employment.

Assistance - National EWP recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize
that early intervention and support improve the success of rehabilitation. To support our employees, our drug-free
workplace policy:

• Encourages employees to seek help if they are concerned that they or their family members may have a drug
and/or alcohol problem.
• Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness
of suspected drug or alcohol problems and identify appropriate sources of help.
• Offers all employees assistance with alcohol and drug problems through the Employee Assistance Program (EAP).
• Contact Employee Services for more information.
• Allows the use of accrued paid leave while seeking treatment for alcohol and other drug problems.
• Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan.
However, the ultimate financial responsibility for recommended treatment belongs to the employee.

Confidentiality - All information received by the company through the drug-free workplace program is confidential
communication. Access to this information is limited to those who have a legitimate need to know in compliance with
relevant laws and management policies.

Shared Responsibility - A safe and productive drug-free workplace is achieved through cooperation and shared
responsibility. Both employees and management have important roles to play. All employees are required to not report
to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or
other drugs.

In addition, employees are encouraged to:
• Be concerned about working in a safe environment.

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• Support fellow workers in seeking help.
• Report dangerous behavior to their supervisor.
• It is the supervisor's responsibility to:
• Observe employee performance.
• Investigate reports of dangerous practices.
• Document negative changes and problems in performance.
• Counsel employees as to expected performance improvement.
• Clearly state consequences of policy violations.

Communication - Communicating our drug-free workplace policy to both supervisors and employees is critical to our
success. To ensure all employees are aware of their role in supporting our drug-free workplace program, all employees
will be required to acknowledge receipt of this handbook policy through electronic signature acknowledgement
procedures.

The policy will be reviewed in orientation sessions with new employees.
The policy and assistance programs will be reviewed at safety meetings. Every supervisor will receive training to help
him/her recognize and manage employees with alcohol and other drug problems.

The unlawful possession, manufacturing, distribution, dispensation or use of any controlled substance is inconsistent with
the Company's objective of operating in a safe and efficient manner and is strictly prohibited.

Accordingly, no employee shall engage in the unlawful possession, manufacture, distribution, dispensation or use of any
controlled substance (illegal drug) during working hours or at any time on Company or client premises.

No employee shall report to work or continue to work while under the influence of any drug whose manufacture, sale,
dispensation, distribution, use or possession is unlawful.

No employee shall use or have in his or her possession on Company or client premises any prescription medication other
than medications currently prescribed by a physician for the employee. Employees taking physician-prescribed
medications that could potentially impair their job performance should immediately notify Safety and Employee Services
so that the company can engage in the Interactive Process to determine whether a reasonable accommodation can be
provided. Employees should not report to work under the influence of any drug, even prescription drugs, if their ability to
perform the job is impaired in any way.

Employees taking physician-prescribed medication that will not impair their job performance should present a statement
from the prescribing physician to the Employee's Supervisor indicating the duration of the prescription and stating that
the use of the prescription will not impair the employee's ability to perform his or her specific job duties. This Policy does
not require or request the prescribing physician or the employee to identify the prescription drug or the medical condition
for which it is prescribed.

The use of alcoholic beverages by employees engaged in the operation or maintenance of Company equipment and/or
facilities is inconsistent with the objective of operating in a safe and efficient manner. Accordingly, no employee shall use
or possess alcoholic beverages on Company or client premises or during shift/working hours.

No employee shall report to work or continue to work under the influence of alcoholic beverages. The use of alcohol at
Company approved functions (business meals, employee gatherings, celebration events, cocktail hours at conferences,
etc.) is acceptable if (1) The activity and/or an employee's involvement in an activity is pre-approved by the Company
management and (2) Such consumption is done in moderation so as to protect the safety of the employee, fellow
employees, clients and the public in general.

Lockers, desks, storage areas and Company vehicles are Company property and must be maintained according to Company
standards. All such areas must be kept clean and are to be used only for work-related purposes. The Company reserves


Page | 8

the right, at all times and without further notice, to have Company representatives conduct inspections of any or all
employee lockers and other Company property for the purpose of determining if this Policy has been violated.

All vehicles and containers, including bags, boxes, personal bags/purses, lunch pails, brought onto Company premises are
subject to Company inspection at any time a Company representative authorized by Company to make such a
determination has a reasonable suspicion that a Company rule, policy or regulation has been violated and such an
inspection is reasonably necessary in the investigation of such violation(s). Such inspections will be conducted, to the
extent reasonably possible, in a manner designed to preserve the dignity of the employee. Inspections will be done in a
private area, and will be conducted by a member of the same sex. An employee who refuses to consent to such an
inspection may be subject to disciplinary action up to and including termination.

As a condition of continued employment, employees must abide by this Policy. As a further condition of continued
employment, any employee who is convicted of a violation of any criminal drug statute related to the unlawful
manufacture, distribution, dispensation, possession or use of controlled substances in the workplace must inform the
Company no later than five (5) days after such conviction of the fact of the conviction. Any employee who is so convicted
shall be subject to disciplinary action, up to and including, but not limited to, termination of employment.

National EWP in its sole discretion may require an employee who is convicted of any offense set forth above to
satisfactorily participate and complete a drug use/abuse assistance or rehabilitation program as a condition of continued
employment.

During Employment - Reasonable Suspicion-Based Drug Testing
If National EWP has a reasonable suspicion that an employee is (1) intoxicated or under the influence of drugs or alcohol
or (2) has used drugs or alcohol on Company premises, jobsites, or during working time, the employee may be directed to
undergo an immediate drug and/or alcohol test at an independent licensed laboratory to determine his/her fitness for
duty.

A reasonable suspicion may be based upon the employee's appearance, conduct and/or behavior (including, but not
limited to, slurred speech, bloodshot eyes, unstable movement, inability to comprehend and respond to questions,
physical symptoms of alcohol or drug influence, lapses in performance, and/or the smell of alcohol on one's breath or
person) or upon other factors constituting reasonable suspicion. Failure to cooperate with the drug test will result in
immediate termination.

Reasonable suspicion-based testing may also be directed when an employee is involved in any accident. If the employee
works in a position where an accident may put the public, the employee, or a co-worker in danger of serious harm, then
the employee may be tested after any accident. An example of such a position may include but is not limited to a truck
driver.

If the employee is not employed in such a position, testing as a result of an accident will occur when the accident results
in any of the following: (1) the death of a person; (2) permanent or partial disability; or (3) a personal injury requiring
medical attention away from the scene of the accident; or (4) damage to Company property, unless National EWP has
determined that, without any dispute, the incident is totally the fault of others; or Any industrial injury where an employee
injures himself or herself on the job or causes injury to another person (employee or third party) shall constitute
reasonable suspicion and shall be a basis for requiring the employee to be tested for drugs and alcohol.

Any physical or verbal altercation with another employee or with a non-employee during working hours or at any time on
Company premises unless National EWP has determined that, without any dispute, the incident is totally the fault of
others.

Refusal to cooperate fully in these drug and/or alcohol testing procedures due to reasonable suspicion will result in
immediate termination. If the Company directs an employee to undergo drug or alcohol testing based upon a reasonable
suspicion, the employee will be placed on unpaid leave from the time of the initial testing until test results are received



Page | 9

and reviewed by National EWP. In the event drug and alcohol screen results are negative, the Company may convert the
unpaid leave to a paid leave at no charge to the employee's PTO balance.

During Employment - Random Testing
Based on the safety-sensitive nature of the work performed by field employees, on a periodic basis during the course of
employment, field employees will be randomly selected for alcohol and drug testing. The field employees selected for
testing will be notified and tested. Any field employee who refuses to be tested, adulterates a test, deliberately avoids
testing, or has a positive test result, will be terminated.

Workplace Violence
National EWP is strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of
personal injury to employees and damage to Company and personal property.
We do not expect employees to become experts in psychology or to physically subdue a threatening or violent individual.

Indeed, we specifically discourage employees from engaging in any physical confrontation with a violent or potentially
violent individual. However, we do expect and encourage employees to exercise reasonable judgment in identifying
potentially dangerous situations.

Experts in the mental health profession state that prior to engaging in acts of violence, troubled individuals often exhibit
one or more of the following behaviors or signs: over-resentment, anger and hostility; extreme agitation; making ominous
threats such as bad things will happen to a particular person, or a catastrophic event will occur; sudden and significant
decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior;
reacting to questions with an
antagonistic or overtly negative attitude; discussing weapons and their use, and/or brandishing weapons in the workplace;
overreacting or reacting harshly to changes in Company policies and procedures; personality conflicts with co-workers;
obsession or preoccupation with a co-worker or Supervisor; attempts to sabotage the work or equipment of a co-worker;
blaming others for mistakes and circumstances; or demonstrating a propensity to behave and react irrationally.

Prohibited Conduct - Threats, threatening language or any other acts of aggression or violence made toward or by any
Company employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical
harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons,
stalking or any other hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or
intimidation. To the extent permitted by law, employees and visitors are prohibited from carrying weapons onto Company
premises.

Procedures for Reporting a Threat - All potentially dangerous situations, including threats by co-workers, should be
reported immediately to any member of management with whom the employee feels comfortable. Reports of threats
may be maintained confidential to the extent maintaining confidentiality does not impede our ability to investigate and
respond to the complaints. All threats will be promptly investigated. All employees must cooperate with all investigations.
No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good
faith under this policy.

If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the
Company will take swift and appropriate corrective action. If an employee is the recipient of a threat made by an outside
party, that employee should follow the steps detailed in this section. It is important for us to be aware of any potential
danger in our offices. Indeed, we want to take effective measures to protect everyone from the threat of a violent act by
an employee or by anyone else.

Pay Transparency Policy Statement
Company will not discharge or in any other manner discriminate against employees or applicants because they have
inquired about, discussed or disclosed their own pay or the pay of another employee or applicant. However, employees
who have access to the compensation information of other employees or applicants as a part of their essential job


Page | 10

functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to
compensation information, unless the disclosure is: (a) in response to a formal complaint or charge; (b) in furtherance of
an investigation, proceeding, hearing or action, including an investigation conducted by the employer; or (c) consistent
with the contractor's legal duty to furnish information.

Your Personnel File
Keeping your personnel file up-to-date can be important to you with regard to pay, deductions, benefits and other matters.
If you have a change in any of the following items, please be sure to notify your supervisor as soon as possible:

• Legal name;
• Home address;
• Home and Mobile (cell) telephone numbers;
• Person to call in case of emergency;
• Number of eligible dependents;
• Marital status;
• Change of beneficiary;
• Driving record or status of driver's license, if you operate any vehicles on behalf of the Company (proof of
insurance will be required);
• Military or draft status;
• Exemptions on your W-4 tax form.

Coverage or benefits that you and your family may receive under the Company's benefits package could be negatively
affected if the information in your personnel file is incorrect. Company refers to information in the personnel file when
decisions are made in connection with promotions, transfers, layoffs and recalls; therefore, it is in your best interest to be
sure your personnel file includes information about completion of educational or training courses, outside civic activities,
and areas of interest and skills that may not be part of your current position. You may request to review of your personnel
file from the human resource representative; in addition, you may receive copies of any documents which may or may
not be at your cost.

The Company will make copies of the contents of personnel records upon request by the employee (or authorized
representative) at reasonable intervals and at reasonable times but no later than thirty (30) calendar days from the date
the employer receives a written request.

Anniversary Date
The first day you report to work is your "official" anniversary date. Your anniversary date is used to compute various
employment conditions and benefits described in this handbook.

Business Hours
Our regular administrative (Business Services Group and/or Field Offices) operating hours are 8:00am to 5:00pm Monday
through Friday. Because of our commitment in delivering excellent customer service, the Company retains the right to
increase the number of shifts to be worked and the hours of operation of those shifts. Any alternative work arrangements
must be approved by your supervisor and submitted in writing to senior management for final approval.

Non-exempt personnel must seek approval before performing any work remotely and if it is incurred, it must be
recorded in time keeping records.

Any employee who believes s/he has been treated unfairly regarding work hours should immediately bring this to the
attention to their supervisor or the Employee Services Manager of the Company for resolution.






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Open Door Policy

Suggestions for Company improvement are always welcome by senior management in an attempt to improve the
environment and work place. Your good-faith complaints, questions, and suggestions also are of concern to the Company.
We encourage you to first discuss your concerns with your supervisor. If your supervisor is not available, then by all means,
connect with another member of senior management

At some time, you may have a complaint, suggestion, or question about your job, your working conditions, or the
treatment you are receiving. We will attempt to use the following as a guideline for resolution to problematic issues:

Bring the situation to the attention of your immediate supervisor, or the human resources representative, who will then
investigate and provide a solution or explanation; and, if the problem persists, you may describe it in writing and present
it to a member of senior management of the Company who will investigate and provide a solution or explanation. We
encourage employees to bring the matters to the appropriate individuals as soon as possible after you believe that your
immediate supervisor has failed to resolve it.

This procedure, which we believe is important for both you and the Company, cannot guarantee that every problem will
be resolved to your satisfaction. However, Company values your observations and you should feel free to raise issues of
concern, in good faith, without the fear of retaliation.

OPERATIONAL POLICIES

Employee Classifications
For purposes of this handbook, all employees fall within one of the classifications below.

• Full-Time Employees - Employees who regularly work at least 30 hours per week who were not hired on a short-
term basis.
• Part-Time Employees - Employees who regularly work fewer than 30 hours per week who were not hired on a
short-term basis.
• Short-Term Employees - Employees who were hired for a specific short-term project, or on a short-term freelance,
per diem or temporary basis. Short-Term Employees generally are not eligible for Company benefits, but are
eligible to receive statutory benefits.

In addition to the above classifications, employees are categorized as either "exempt" or "non-exempt" for purposes of
federal and state wage and hour laws. Employees classified as exempt do not receive overtime pay; they generally receive
the same weekly salary regardless of hours worked. Non Exempt employee classification are hourly employees and paid
appropriate overtime after 8hrs in a day or 40 in a workweek depending on state location. Employees will be informed of
these classifications upon hire and informed of any subsequent changes to the classifications.

Introductory Period
The first 90 Days of employment is an introductory period. This is an opportunity for both the Company and employee to
evaluate cultural fit, performance and whether the employee is happy and engaged in the work and team environment.

Managers are encouraged to complete an employee's introductory performance review, they are, however, not required
to do so. Completion of the introductory period and whether or not a formal 90 day performance review is completed
does not alter the at-will status.

Although employees may accrue some of the employee benefits upon hire, they may not make a request nor receive paid
time off unless until they've completed a minimum of three (3) months of continuous, full-time employment-known as
your Introductory Period.

A former employee who has been rehired after a separation from Company of one (1) year or more will be considered a
new employee and there is generally no carryover of any benefits or seniority.


Page | 12

Work Schedules
National EWP’s workweek begins at 12:01a.m. Sunday and ends at 11:59pm on Saturday. Field offices and the business
services office are normally open from 8:00 am to 5:00 pm, Monday through Friday. Administrative and Yard personnel
will be assigned unique work schedules and will be expected to begin and end work according to assigned schedule. To
accommodate the needs of our business, at some point National may need to change individual work schedules on either
a short term or long-term basis. Employees will be provided meal and rest periods as required by law. A Supervisor will
provide further scheduling details.

Field operations personnel work schedules will vary depending on jobsite location requirement. Operations Managers and
Supervisors, or designees will assign individual and rig crews work schedules.

All hourly employees are expected to be clocked in at their assigned location or workstations at the start of scheduled
shifts, ready, willing, and able to perform work.

All exempt-salaried employees are expected to perform work according to job responsibilities and deliver performance
output criteria as required by their supervisors.

Meals and Rest Periods
All rest breaks and meal periods must be taken outside the work area. Employees should not visit or socialize with
employees who are working while they are taking a rest break or meal period. Employees may leave the premises during
meal periods.

Employees are required to immediately notify their supervisor, manager, or Employee Services if they believe they are
being pressured or coerced by any manager, supervisor, or other employee to not take any portion of a provided rest
break or meal period.

Lactation Breaks (Female employees only)
The Company will provide a reasonable amount of break time to accommodate an employee desiring to express breast
milk for the employee's infant child, in accordance with and to the extent required by applicable law. The break time, if
possible, must run concurrently with rest and meal periods already provided to the employee. If the break time cannot
run concurrently with rest and meal periods already provided to the employee, the break time will be unpaid, subject to
applicable law.

The Company will make reasonable efforts to provide employees with the use of a room or location other than a toilet
stall for the employee to express milk in private. This location may be the employee's private office, if applicable. The
Company may not be able to provide additional break time if doing so would seriously disrupt the Company's operations,
subject to applicable law.

Please consult a member of Employee Services if you have questions regarding this policy. Employees should advise
management if they need break time and an area for this purpose. Employees will not be discriminated against or
retaliated against for exercising their rights under this policy.

Timekeeping Procedures
Employees must record their actual time worked for payroll and benefit purposes. Non-exempt employees may not start
work until their scheduled starting time.

All Administrative Field Office and Yard Support Personnel (drivers, mechanics, fabricators) as non-exempt employees
must record the time work begins and ends, as well as the beginning and ending time of any departure from work for any
nonwork- related reason, either through paper forms or electronic systems as prescribed by management.




Page | 13

Altering, falsifying or tampering with time records is prohibited and subjects the employee to discipline, up to and
including discharge.

Rig crew member’s time will be entered daily onto a rig crew electronic time keeping system by a member of the
Operations Management Team. If a crew member has a question about the crew time sheet daily entry, s/he should
contact their immediate supervisor for review. Any errors in the time record should be reported immediately to a
Supervisor, who will attempt to correct and make necessary adjustments.

Overtime
Like most successful companies, we experience periods of extremely high activity. During these busy periods, additional
work is required from all of us. Supervisors are responsible for monitoring business activity and requesting overtime work
if it is necessary. Effort will be made to provide employees with adequate advance notice in such situations.

Any non-exempt employee who works overtime will be compensated at the rate of one and one-half times (1.5) his/her
regular rate of pay (RROP) for all time worked in excess of forty (40) hours each week, unless otherwise required by law.

Note: Administrative nonexempt employees may work overtime but only with prior management authorization.

IMPORTANT OVERTIME CALCULATION NOTICE (WAOT AND RROP)
Where an employee in a single workweek works at two or more different types of work for which different straight-time
rates have been established, the regular rate of pay for that week is the weighted average of such rates. That is, the
earnings from all such rates are added together and the total is then divided by the total number of hours worked at all
jobs for the entire workweek.

For purposes of calculating overtime for non-exempt employees, the workweek begins at 12:01am Sunday and end
11:59pm on Saturday. Unless the job being performed is under a prevailing wage determination that specifies overtime
rate requirements, when two or more hourly rates or types of earnings during the workweek comprise an employees total
wages (i.e., job rate, travel rate, fringe rate etc) the Company uses the WAOT (weighted average overtime) formula to
determine an employee’s RROP first before applying the applicable overtime multiplier (1.5x etc) to each hourly rate.

Both California and Federal Overtime Laws require that employees be paid overtime based on an employee’s given hourly
rate of pay, but is rather a computed rate based on all the compensation that a single employee has earned for the entire
workweek.

The basic rule for computing the regular rate of pay (RROP) is that it is computed by taking all the compensation that you
made during that week and dividing it by the total number of hours worked. Unfortunately, it is never quite that simple.
The Department of Labor (DOL) has issued regulations that control exactly how the regular rate of pay (RROP) is to be
computed. An example of how we will arrive at the RROP and WAOT (weighted average overtime) calculations are noted
below.

The first thing is thing we determine is the total compensation for the week is. The rule is that all payments of any kind,
either cash or non-cash, must be included in the regular rate of pay (RROP). Everything of value that the National pays its
hourly (nonexempt) employees must be included unless it meets one of the following exceptions:

1. Small occasional gifts, such as Christmas gifts that are not based on production or efficiency.
2. Vacation, Holiday, or sick pay.
3. Discretionary bonuses. The bonus must be 100% discretionary. That is, the amount and whether it will be paid
must not be tied to any type of performance measure.
4. Retirement or life-insurance contributions that are irrevocable.
5. Daily or other type of overtime pay (just means that overtime is not "double counted").
6. Extra pay for 6th, 7th day pay or holidays provided that the pay is 1.5 the employees normal rate. That is, if you
receive 1.5x for holiday work, you won't also get 1.5x if that work was also overtime.


Page | 14

Thus, unless it is listed above, all earnings for the workweek are used in computing an employee’s regular rate of pay
(RROP). Any type of production bonus, shift premiums, travel pay, or any other type of payment is also included.
Example of RROP using the federally mandated WAOT formula
Assume 60 hours total for the workweek includes regular hours, travel hours, and overtime rates. Employee’s assigned
hourly rate is $25hr and $10hr travel.

40 hrs regular = $1000 (40x25) straight time
10 hrs overtime = $ 250 (10x25) straight time
5 hrs reg travel @$10hr = $ 50 (5x10) straight time
5 hrs overtime travel = $ 50 (5x10) straight time
Total Gross Straight Time: = $1350

Step 1 Calculate the RROP
RROP = $22.50 (1350/60)
Overtime Multiplier = $11.25 (0.50 x 22.50)
Step 2 Calculate overtime premium based off of RROP
10hrs overtime = $112.50 ($11.25 x 10 overtime hours = $36.25hr rate)
5hr overtime travel = $56.25 ($11.25 x 5 overtime travel hours = $21.25hr rate)
Step 3 Gross Wages Paid
$1350 all straight time pay
112.50 10 hrs overtime
56.25 5 hrs travel overtime
$1,518.75 Total Gross Earnings for the workweek

For more information about the RROP and WAOT visit: https://www.dol.gov/whd/regs/compliance/whdfs23.Pdf

Per Diem Policy
Per Diem is paid to nonexempt employees through their weekly paychecks as a meal/lodging reimbursement in order to
help cover the cost of the employee's meals and lodging when their job assignment requires them to spend the night away
from home. This is treated as a tax-free lodging/meals/incidentals reimbursement and is not a part of your regular
earnings/wages.

Per Diem will be paid for each day to all non-exempt (hourly) employees that spend the night away from home. Per Diem
in any amount is not paid when there is not a requirement to spend the night away from home. No Per Diem is paid for
employees attending new hire training as all lodging and meals are provided for the employee by the Company.

Per Diem rates vary year to year as well as job location to location. Ask your supervisor for the per diem rate during a
specific assignment location. There is no official established split between the meal or lodging portion of the per diem
rate. Managers have the authority to adjust the whole rate or the split of (meals/lodging) the per diem as it suits the
contract and circumstance. The Employee is responsible for noting their per diem and the established amount on their
weekly time card in order to be paid their per diem and/or Supervisors of rig crews will add per diem to each crew member
as applicable per job assignment.

Examples on how per diem is paid:
• Employee works Monday through Friday, travels to the site on Sunday and travels home on Saturday. Established
Per Diem rate is paid Sunday through Friday
• Employee works Monday through Friday, travels to the site on Sunday and home on Friday after work. Per Diem
is paid Sunday through Thursday
• Employee works Monday through the following Wednesday (10 days), travels to the site on Sunday and home on
Thursday. Per Diem is paid Sunday through Wednesday
• Employee works Monday through Friday, travels to the site on Monday and home on Friday after work. Per Diem
is paid Monday through Thursday

Page | 15

Payment of Wages

• Non Exempt-Hourly classified employees will be paid weekly for all the time worked during the past pay period.
• Exempt-Salaried classified employees will be paid biweekly for all work performed during the past pay period.

Payroll stubs (wage statements) will itemize deductions made from gross earnings. By law, the Company is required to
make deductions for Social Security, federal income tax and any other appropriate taxes. These required deductions also
may include any court-ordered garnishments. Payroll stubs also will differentiate between regular pay received and
overtime pay received.

If there is an error in an employee's pay, the employee should bring the matter to the attention of the Field Office Manager
or their current supervisor immediately so the Company can resolve the matter quickly and amicably. Live paper paychecks
will be given only to the employee, unless he or she requests that they be mailed, or authorize in writing another person
to accept the check.

Safe Harbor Policy for Exempt Employees
It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and
federal laws. To ensure proper payment and that no improper deductions are made, employees must review pay stubs
promptly to identify and report all errors.

Employees classified as exempt salaried employees will receive a bi weekly salary which is intended to compensate them
for all hours they may work for National EWP. This salary will be established at the time of hire or classification as an
exempt employee. Annual exempt salary compensation is prorated and divided into 26 bi weekly payroll cycles. While it
may be subject to review and modification from time to time, such as during salary review times, the bi weekly salary will
be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work
performed. Under federal and state law, salary is subject to certain deductions. For example, unless state law requires
otherwise, salary can be reduced for the following reasons:

• Full-day absences for personal reasons.
• Full-day absences for sickness or disability.
• Full-day disciplinary suspensions for infractions of our written policies and procedures.
• Family and Medical Leave absences (either full- or partial-day absences).
• To offset amounts received as payment from the court for jury and witness fees or from the military as military
pay.
• The first or last week of employment in the event the employee works less than a full week.
• Any full work week in which the employee does not perform any work.
• Salary may also be reduced for certain types of deductions such as a portion of health, dental or life insurance
premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) or pension plan.

In any work week in which the employee performed any work, salary will not be reduced for any of the following reasons:

• Partial day absences for personal reasons, sickness or disability.
• An absence because the employer has decided to close a facility on a scheduled work day.
• Absences for jury duty, attendance as a witness, or military leave in any week in which the employee performed
any work (subject to any offsets as set forth above).
• Any other deductions prohibited by state or federal law.

However, unless state law provides otherwise, deductions may be made to accrued leave (PTO) for full- or partial-day
absences for personal reasons, sickness or disability.

If the employee believes he or she has been subject to any improper deductions, the employee should immediately report
the matter to a supervisor. If the supervisor is unavailable or if the employee believes it would be inappropriate to contact


Page | 16

that person (or if the employee has not received a prompt and fully acceptable reply), he or she should immediately
contact Employee Services Manager or any other supervisor in National EWP with whom the employee feels comfortable.

Direct Deposit
National EWP strongly encourages employees to use direct deposit. Direct Deposit is available for checking, savings, or a
prepaid money card deposit. You designate the routing number and account number for your week or bi weekly payroll
deposit. Direct Deposit takes effect immediately there is not pre noting--thus it's very important your routing and bank
account numbers are accurate when you designate your account.

You may designate more than one account to deposit a flat dollar amount into on and the remainder of your net pay into
another. You cannot designate a percentage of your net pay, you must designate flat dollar amounts when adding multiple
direct deposit accounts. Authorization for direct deposit can be completed online via the Company's employee service
portal or by requesting an electronic form by emailing Employee Services at [email protected].

NOTE: If you do not set up Direct Deposit, your weekly or bi weekly net pay will be prepared in the form of a paper check
and it will be mailed to the address we have on file on Friday for the previous week's hours processed. Pay date is every
Friday for nonexempt employees and every other Friday for exempt salaried employees. It is the responsibility of all
employees to keep mailing addresses up to date and current at all times. Failure to notify Employee Services or change
your contact information including your mailing address, could cause a delay in receiving your paper pay check and other
important company notices and announcements.

Employee Online Self-Service Web Portal
National EWP offers 24/7/365 online access to your pay, benefits, personal, and company-wide news and information.
Employees must register with our ADP Workforce Now Self-Service Portal to gain access to view pay stubs, print and
download W2s, change personal information, enroll and change benefits, view current PTO balance, and manage their
401k Retirement Account. From a single sing on, all employees can also enjoy special employee only discounts offered
through our ADP Workforce Now employee portal.

To register for ADP Employee Self Service go to: https://workforcenow.adp.com and follow these instructions:
1. Under "Welcome to ADP: Go to "First Time User" on the right and click "Register Here"
2. Under let’s get you started: Enter the registration code: NATBPYOLO-1234
3. Click YES to register with BlackPine/National EWP
4. Enter your SSN and your birth date
5. Follow the remaining steps to set up your security questions.

Once you've successfully logged in, you can then begin to manage your National EWP employee personnel, benefits, pay,
and 401k plan. Additionally, you can also download the smart phone app appropriate for your phone or tablet's operating
system. This app will only allow you to view your current information anywhere, any time.

VERY IMPORTANT!! To make changes to your personal information, you must use the ADP Workforce Now URL to log in
(noted above & below). At this time, you cannot modify your personal information using the ADP smartphone app. You
can make changes with your phone, but you must log into the ADP Workforce website outside of the smart phone app.

• ADP Workforce Now Web Portal Log In: https://workforcenow.adp.com
• ADP SmartPhone App: http://www.adp.com/our-products/adp-mobile-solutions/overview.aspx
*Please note that National EWP & ADP do not provide cell phone tech support for the Smartphone app--you're encouraged to contact your smartphone's
operating system helpdesk/tech support in the event of technical app issues.

Salary/Pay and PTO Advances
National EWP does not permit advances on salary/pay or against unearned PTO accrual.




Page | 17

Travel Time, Reimbursable Expenses, and Commuting in a Company Vehicle

Given the nature of the business at National EWP, and the various classes of employees, we cannot cover every possible
scenario for travel. To the extent you have questions or concerns, please address those to Employee Services. Under no
circumstances will an employee be reimbursed for Travel that is not addressed herein, without his/her Supervisor
approval. Where at all possible, any scenario not covered herein must be pre-authorized.

The Company follows all applicable state and federal law with respect to its Travel Policy. The Company reserves the right
to exercise discretion, according to applicable state law, and to modify this policy at any time. To the extent this Policy
conflicts with state or federal law, the remaining portions stay in effect.

At various times while traveling the employee could be paid his normal hourly wage. At other times employees will be
paid a travel rate that is typically lower than the employee's normal hourly wage but will meet state and federal minimum
wage requirements. See below for travel time and compensation scenarios. Rates are subject to applicable state, federal
and contract wage an hour requirements and will be adjusted in accordance with those if necessary.

• Commute time is defined as the traveling that occurs from your place of residence to the job site and vice versa.
Thus, job assignments that do not involve overnight stays are within the employee's "reasonable commuting"
distances are not compensable. Field employees are responsible for reporting to these job assignments and the
Company does not provide mileage reimbursement or travel coordination. Employees are not paid for the time
spent commuting to job sites that do not involve an overnight stay.
• Travel that takes place after the Employee has met with others to travel to a site is not compensable. This includes
travel time from the hotel to the job site.
• Travel that takes place during your normal work hours where you travel from one site to the other or run errands
for a job, including mobilization and demobilization is compensable at the employee's normal hourly wage and
the employee should record this time on their timesheets.
• An employee may also travel after hours on a work day in order to relocate to a new work location. Employees
will be paid the company travel rate for travel time to move to a new work location if they have already worked
on a jobsite that same day. Employees must record this travel time on their timesheets and must indicate the
amount of time spent traveling.
• Employees who transport materials where driving is part of their normal job description (truck drivers) will be paid
their normal hourly wage while they conduct their normal job duties.
• When overnight travel is required, the Company may pay for transportation on a common carrier i.e., plane, bus
or vehicle. Travel time associated with this type of overnight stay travel is compensated as follows:

California Residents or those required to work inside California state lines:
Per California state law - All travel time, after employee arrives at airport to fly out of town and/or travel time that is
associated with an overnight stay inside of California, is compensable and should be reported on timesheets for employees
who reside or work in California. The compensation rate for this type of travel is the company travel rate for travel time
associated with an overnight stay.

Non-California Residents or those working outside of California state lines:
Per Federal law - Travel time associated with an overnight stay where the company has paid for your transportation on a
common carrier, the travel time takes before or after the assigned work rotation and/or it takes place on non-working
days is not compensable.

There will be no wage paid for this type of travel time for Non-California residents or those working outside of California
and they should not report this travel time on their timesheets.

Regardless of residency or what state the employee is working in; the employee is responsible for providing transportation
between his/her legal place of residence and the airport and vice versa. Travel time from home to the airport and from
the airport to home is not compensable. This is considered the employee's normal commute. This time should not be
recorded on the employee's timesheet.

Page | 18

The company will provide transportation from the airport to the jobsite or hotel and will provide daily transportation from
the hotel to the jobsite.

Given the nature of the business at National EWP, and the various classes of employees, we cannot cover every possible
scenario for travel. To the extent you have questions or concerns, please address those to Employee Services.

Under no circumstances will an employee be reimbursed for Travel that is not addressed herein, without his/her
Supervisor approval. Where at all possible, any scenario not covered herein must be pre-authorized.

COMMUTING IN A COMPANY VEHICLE
An employee must obtain approval to drive a company vehicle between the job site and his/her legal place of residence.

Employees driving a company vehicle are not required to transport company tools, equipment, materials or co-workers,
but may provide transportation to fellow employees if they so choose.

Employees provided company vehicles recognize and agree that the vehicle is being provided for the employee's benefit
and convenience and the employee is not performing any work for employer while commuting in the vehicle. Employee
must also sign the Commuting Flexibility Agreement in order to maintain this privilege.

REIMBURSEABLE EXPENSES
While performing work, field employees may incur reimbursable business expenses. Requests for reimbursements of
business related expenses are submitted on an Expense Reimbursement form and legible receipts must be provided.

This form must be accompanied by supporting documentation and approved by the supervisor. These forms and the
accompanying receipts must be submitted to accounting in a timely manner, not to exceed thirty days after the expense
is incurred.

QUICK GUIDE TO TRAVEL & COMPENSATION
SITUATION NOT PD PAID RATE OF PAY
Home to office, hotel, airport or jobsite X
Hotel to Jobsite X


Airplane time when traveling to stay overnight or home from
rotation and you are not a CA resident and you are not X
working in CA state lines.


Airport to hotel travel time X
Jobsite or hotel to airport to fly home X

Jobsite to another jobsite during shift X Normal hourly wage


Transporting materials during your regularly scheduled shift X Normal hourly wage


Airplane time when traveling to stay overnight or home from
rotation and you are a CA resident and/or are working inside a X Travel rate
CA state lines


Jobsite to jobsite after hours to go to work on different jobsite X Travel rate
the next day during a scheduled rotation.



Page | 19

Job Responsibilities-Task Assignment
During your employment with Company your job responsibilities may change to best suit the business needs of the
Company. From time to time, you may be asked to work on special projects, or to assist with other work or operations
necessary or important to the operation of your department or the Company. Your cooperation and assistance in
performing such additional work is appreciated. To ensure success of the Company, we reserve the right, at any time, with
our without notice, to alter or change job responsibilities, reassign, or transfer job positions, or assign additional job duties.

Job Postings
National EWP is dedicated to assisting employees in managing their careers and reaching their professional goals through
promotion and transfer opportunities. This policy outlines the on-line job posting program which is in place for all
employees. To be eligible to apply for an open position, employees must meet several requirements:

• Should be a current, regular, full-time or part-time employee
• Been in a National EWP current position for at least six months
• Should not be on an employee conduct/performance-related probation or warning
• Must meet the job qualifications listed on the job posting
• Required to provide the employee's manager with notice prior to applying for the position

If the employee finds a position of interest on the job posting website and meet the eligibility requirements, an on-line
job posting application must be completed in order to be considered for the position. Not all positions are guaranteed to
be posted. The Company reserves the right to seek applicants solely from outside sources or to post positions internally
and externally simultaneously.

For more specific information about the job openings, please contact Employee Services.

Employment Records
In order to obtain their position, employees provided us with personal information, such as address and telephone
number. This information is contained in the employee's personnel file.

The employee should keep his or her personnel file up to date by informing Employee Services of any changes. The
employee also should inform Employee Services of any specialized training or skills he or she may acquire in the future, as
well as any changes to any required visas. Unreported changes of address, marital status, etc. can affect withholding tax
and benefit coverage. Further, an "out of date" emergency contact or an inability to reach the employee in a crisis could
cause a severe health or safety risk or other significant problem.

Performance Reviews
Depending on the employee's position and classification, National EWP endeavors to review performance as deemed
necessary. However, a positive performance evaluation does not guarantee an increase in salary, a promotion or
continued employment. Compensation increases and the terms and conditions of employment, including job assignments,
transfers, promotions, and demotions, are determined by and at the discretion of management.

In addition to these formal performance evaluations, the Company encourages employees and supervisors to discuss job
performance on a frequent and ongoing basis.

Reductions in Force (RIF)
Under some circumstances, the Company may need to restructure or reduce its workforce. If restructuring our operations
or reducing the number of employees becomes necessary, the Company will attempt to provide advance notice, if
possible, to help prepare affected individuals.




Page | 20

If and when possible, employees subject to layoff will be informed of the nature of the layoff and the foreseeable duration
of the layoff, whether short-term or indefinite. In determining which employees will be subject to layoff, the Company
will take into account, among other things, operation and requirements, the skill, productivity, ability, and past
performance of those involved, and also, when feasible, the employee's length of service.

Termination of Employment
Involuntary Termination (Employee is being released from employment by the Company)
Violation of the Company's policies and rules may warrant disciplinary action. The Company may use a system of
progressive discipline that includes verbal warnings, written warnings, and suspension. The system is not formal and the
Company may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances,
up to and including, termination of employment. The Company's policy of progressive discipline in no way limits of alters
the at-will employment relationship.

Voluntary Resignation (Employee voluntarily resigns from the Company)
Voluntary resignation results when an employee voluntarily quits his or her employment at the Company, or fails to report
to work for three consecutively schedule workdays without notice to, or approval by, his or her supervisor. All Company-
owned property, including vehicles, keys, uniforms, identification badges, fuel and/or credit cards, must be returned
immediately upon termination of employment.

All employees terminated by the Company or who terminate their employment with 72 hours' previous notice of their
intention to resign shall receive, at the time of termination, all wages due them.

Earned but unused PTO balance payout is based on manager discretion unless state law where the employee last
performed work stipulates otherwise.

Employees who voluntarily discontinue their employment without giving the Company advance notice of at least 72 hours
will be paid all wages along with state statutory wage requirements due to them in accordance with state law where the
employee was last performing work.

Employees are encouraged to provide as much advance notice of their decision to resign as possible under the
circumstances. Although employees have the same right as the Company to terminate the employment relationship at
will, at any time, the Company would appreciate at least ten (10) work days' notice of an intention to resign wherever it
is possible to do so, in order to schedule and train a replacement.

Employees should understand, however, that circumstances may exist where the Company may exercise its right to accept
a resignation immediately and to accelerate the final date of employment.

Employees who do not report to work or contact their direct supervisor for three (3) consecutive days will be considered
to have abandoned their position with the Company and will be acknowledged as an employee's desire to resign by job
abandonment. Final pay be processed in accordance with state law where the employee was last performing work.

All termination final wages due will either be paid via direct deposit as previously designated by an employee or by a live
payroll check depending on each termination process as appropriate.

Severance Policy
The Company does not maintain a severance pay policy or a pay-in-lieu-of-notice policy. Accordingly, if the Company
accelerates the employee's last day of active work to a date prior to that designated by the employee, the employee will
only receive compensation until and including the employee's last day of actual work or until and including the effective
date of resignation given by the employee, at the Company's discretion.

Company management reserves the right to make exceptions to this policy and provide compensation in excess of that
which it owes as it determines appropriate in its sole and absolute discretion.

Page | 21

Exit Interviews
The Company may schedule an exit interview with each employee who leaves the Company, regardless of the reason. At
the time of the interview, employees are expected to return all Company property in their possession, including keys,
vehicles, uniforms, credit cards, tools and other equipment. Arrangements for clearing any outstanding debts with the
Company and to receive final pay also are to be made at this time.

Employment Verification and References
National EWP will respond to reference requests through Employee Services, The Company will provide general
information concerning the employee such as date of hire, date of discharge, and positions held. Requests for reference
information must be in writing, and responses will be in writing.

Please refer all requests for references and verifications of employment be it current or present to the Employee Services
Manager. Only Employee Services may verify current or previous employment.

Employment reference/letter of recommendation requests are to be directed to Employee Services. Employment
reference/letter of recommendation requests are not guaranteed, however, may be provided on a case by case situation
as approved by management.


BENEFITS

Benefits Overview
In addition to good working conditions and competitive pay, it is National EWP's policy to provide a combination of
supplemental benefits to all eligible employees. In keeping with this goal, each benefit program has been carefully devised.
These benefits include time-off benefits, such as vacations and holidays, and insurance and other plan benefits. We are
constantly studying and evaluating our benefits programs and policies to better meet present and future requirements.
These policies have been developed over the years and continue to be refined to keep up with changing times and needs.

This handbook only contains a brief outline of the benefits programs the Company provides employees and their families.
Of course, the information presented here is intended to serve only as guidelines. The descriptions of the insurance and
other plan benefits merely highlight certain aspects of the applicable plans for general information only. The details of
those plans are spelled out in the official plan documents, which are available for review upon request from Employee
Services.

Additionally, the provisions of the plans, including eligibility and benefits provisions, are summarized in the summary plan
descriptions ("SPDs") for the plans (which may be revised from time to time). In the determination of benefits and all other
matters under each plan, the terms of the official plan documents shall govern over the language of any descriptions of
the plans, including the SPDs and this handbook.

Further, Company (including the officers and administrators who are responsible for administering the plans) retains full
discretionary authority to interpret the terms of the plans, as well as full discretionary authority with regard to
administrative matters arising in connection with the plans and all issues concerning benefit terms, eligibility and
entitlement.

While the Company intends to maintain these employee benefits, it reserves the absolute right to modify, amend or
terminate these benefits at any time and for any reason. If employees have any questions regarding benefits, they should
contact
Employee Services.






Page | 22

Company-Observed Paid Holidays

The Company observes the following paid holidays for regular full-time employees. Only Full-time employees will be paid
for the following observed six paid holidays:

• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day

When a holiday falls on a Saturday or Sunday, it is usually observed on the preceding Friday or the following Monday.
However, the Company may grant another day off in lieu of closing. Holiday observance will be announced in advance.

Holiday Pay Eligibility
All full time status employees (exempt and non-exempt) eligibility for holiday pay begins after completion of 30 days of
service. Non-exempt employees must be regularly scheduled to work on the day on which the holiday is observed and
must work your regularly scheduled working days immediately preceding and immediately following the holiday, unless
an absence on either day is approved in advance by your supervisor.

If a non-exempt employee is required to work on a paid scheduled holiday, s/he will receive regular pay that they would
normally earn for that work day (regular pay and overtime pay, if applicable) plus an additional eight (8) hours of holiday
pay (at straight-time pay).

Under special circumstances exempt-salaried employees may be required to perform work on the above referenced
holidays due to specific job requirements. On such occasions, another day will be granted off with pay or the employee
shall be paid the holiday pay at the discretion of the Company.

National EWP’s Business Services Group in California includes personnel within the Accounting/Finance, Employee Services, IT, and Administrative Support teams who
may have different holiday provision over year.

PTO – Paid-Time-Off Program
We know how hard employees work and recognize the importance of providing time for rest and relaxation. We fully
encourage employees to get this rest by taking paid time off. Time off under this policy includes extended time off, such
as for a vacation, and incidental time due to sickness, attend to personal or family medical needs, or to simply handle
personal affairs.

Only full-time status employees accrue paid time off (PTO). The Company recognizes the need for employees to have time
away from their normal work duties in order to maintain a work-life balance; therefore, the Company has established a
Paid-Time-Off (PTO) program where regular full-time employees earn PTO hours based upon their length of service. For
exempt employees, personal time off duration of one day or more will be considered PTO.
Eligible full-time employees accrue PTO as follows:


Weekly PTO Accrual Rate
Months of Continuous Service Award Annual YOS Award *Exempt-salaried employees accrue Maximum Carry
at a bi-weekly rate (multiply weekly Over Rate
rate by 2)

Date of Hire through first 30 days 0 0 hours 0 hours
2nd Month - 1st Yr of Service 40 0.77 60
2nd Yr - 5 Yrs of Service 80 1.54 120
6th - 7th Yrs of Service 120 2.31 180
8+ Yrs 160 3.08 240

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Annual Award & Carryover Balance Maximum
An eligible employee begins accruing PTO after having completed one month (no less than 30 days) of continuous
employment. Employees will be allowed to accrue PTO up to 1.5 times their annual entitlement. Unused PTO rolls over to
the next year. In no event will any employee be permitted to accrue more than 240 hours of PTO in total. The accrual of
PTO hours will stop once the employee reaches their annual accrual cap at any given time. Once the balance is reduced
by taking time off using PTO, accruals will be reinstated. PTO will not be counted as time worked for purposes of computing
overtime.

Advance Notice & Scheduling of PTO
Employees who qualify for PTO must provide management with as much advance notice as possible when scheduling PTO.
For single day use due to illness, employees must personally contact their supervisor each day they are absent. Employees
absent due to illness may be required to provide a signed medical provider statement verifying fit for duty/return to work
status before they will be allowed to resume their duties.

Generally, for time off in excess of 2 consecutive days, 3 weeks advance notice must be given and approved in writing. All
PTO requests are reviewed and approved or declined within the sole discretion of the Company's management.

Using & Cashing Out PTO
PTO shall be paid at the regular rate of pay in effect at the time the PTO is taken. PTO can only be used by taking paid time
off and cannot be cashed out in lieu of taking time off during active employment. Other than as required by each state's
wage and hour laws, paying out unused PTO balance at time of separation, is at the Company's discretion. The maximum
amount of PTO used is 8 hours per day and/or up to a maximum of 50 hours per week.

While the normal workweek is 40 hours, the Company will allow an employee to "cash out" an additional 10 hours if a full
week of PTO is being taken. This is a limited exception to the "no cash out of PTO rule" and the exception is being made
to allow employees to have spending money while on PTO.

No advance use of PTO is allowed meaning that employees cannot go negative in their PTO bank.

PTO is earned on a weekly basis when hours worked are processed. It is credited to an employee's PTO bank during each
payroll cycle (weekly or bi weekly). Eligibility to earn PTO is contingent on an employee having worked or used PTO each
week. PTO is not earned for the weeks/months when unpaid leave is taken, when no hours are turned for a specific
workweek, or when short or long term disability benefits are paid, or during layoff periods.

If an employee will be out of work due to illness or due any other emergency for which notice could not be provided, the
employee must call in and notify his or her supervisor as early as possible, but at least by the start of the employee's
workday. If an employee calls in sick for three (3) or more consecutive days, the employee may be required to provide
his or her supervisor with a doctor's note on the day the employee returns to work.

Worker’s Compensation
On-the-job injuries are covered by our Workers' Compensation Insurance Policy, which is provided at no cost. If employees
are injured on the job, no matter how slightly, they should report the incident immediately to their Supervisor. Failure to
follow Company procedures may affect the ability of the employee to receive Workers Compensation benefits. This is
solely a monetary benefit and not a leave of absence entitlement.

Employees who need to miss work due to a workplace injury must also request a formal leave of absence. See the Leave
of Absence sections of this handbook for more information.

401k Retirement Savings Plan
Eligible employees are able to participate in the Company's 401k retirement savings plan. Plan participants may make pre-
tax contributions to a 401k traditional or Roth retirement account. Upon becoming eligible to participate in this plan,
employees will receive an employee benefits booklet describing the plan and how to enroll online in greater detail.

Page | 24

Group Health Insurance

The Company provides a comprehensive medical, dental and vision insurance plan for regular fulltime employees
(scheduled to work 30 hours per work week or more) and their dependents. Coverage is effective the first of the month
following their date hire.

The company pays 100% of employee group health premium when an employee elects/enrolls in group health benefits
(med/den/vis). Dependent coverage is available and the employee is responsible for a portion of the dependent premium
collected via pre designated/authorized payroll deductions. Exact premiums vary year to year. In the event of an increase
in health insurance premium rates, all employees may be required to contribute to the cost of increased premiums to
retain coverage.

Details about medical, dental, vision insurance coverage and dependent cost premiums are available in separate
publications distributed by the Employee Services Team.

Employer Paid Term Life/AD&D Insurance
The Company provides employer paid life insurance in the amount of $50,000 for term life to include AD&D. Employer
paid Life/AD&D insurance is at no charge to employees, however, it is not portable at time of employment separation.
The plan terminates when employment terminates. Details about our term life insurance program are provided separately
in the supplemental employee benefits booklet provided by Employee Services.

Supplemental Voluntary Life Insurance
As do many employees, you may have a need for additional life insurance protection above and beyond the coverage we
provided. With this in mind, we offer you the opportunity to purchase additional life insurance coverage as outlined below.
Take advantage of the reduced group rates as well as the "no medical questions asked" for coverage up to the guarantee
issue amount.

Please note: if you do not apply for coverage when you first become eligible and/or would like to apply for coverage over
and above the guaranteed issue amounts, medical evaluations will be required and coverage may be denied. Voluntary
term Life/AD&D insurance purchased is paid by employees through a post-tax payroll deduction and is portable at time of
employment separation. Contact Employee Services for more information.

Short Term / Long Term Disability Insurance
For employees outside of California, we offer at no additional charge, short-term and long-term disability insurance for
regular full-time employees. Details about these coverages are available in separate publications distributed by the
Employee Services Team. California employees/residents STD/LTD is provided through the State of California Employment
Development Department known as CASDI. For more information about CASDI or National EWP's STD/LTD application
information, please contact Employee Services.

California Employees—National EWP withholds California employees CA SDI tax which a statutory short-term disability
program is provided by the Employment Development Department of California. This is solely a monetary benefit and not
a leave of absence. If you are a resident of work/live in California, to file an SDI claim, please go to:
http://www.edd.ca.gov/disability/SDI_Online.htm.

For all other out of state resident/employees contact Employee Services for more information on Short Term Disability
Claim information.

Any employee who will be out of work due to a disability, must also request a formal leave of absence. See the Leave of
Absence sections of this handbook for more information.






Page | 25

Continuing Education

Some employees may be required to attend training programs, seminars, conferences, lectures, meetings, or other
outside activities for the benefit of the Company. Attendance at such activities, whether required by the Company or
requested by individual employees, requires the written approval of your immediate supervisor. To obtain approval,
please submit a written request detailing relevant information, including date(s), duration, location, cost, expenses, and
the nature, purpose, and justification for attendance. All requests will be considered; however, decisions will be at the
Company's discretion and the Company has no obligation to grant such requests.

For attendance at events required or authorized by the Company, customary and reasonable expenses will be reimbursed
upon submission of proper receipts (i.e., registration fees and materials); any additional expenses will be considered for
reimbursement on a case-by-case basis. While the Company wants to encourage you to improve your knowledge, job
skills, and promotional qualifications, some outside activities may not qualify for reimbursement or compensation under
this policy without prior written approval.

Employee Assistance Program
At no charge to employees, National EWP provides an employee assistance program (EAP) for all its employees. This
program offers qualified counselors to help you cope with personal problems you may be facing such as life balance,
grief/loss, stress reduction, finances, growing a family, problematic alcohol or drug abuse, elder care, legal consultations
to name a few. If you or your family are in need of EAP, please contact Employee Services at 530-419-7340 for further
details.

LEAVES OF ABSENCE

Personal Leave
If employees are ineligible for any other Company leave of absence, National EWP, under certain circumstances, may grant
a personal leave of absence without pay. A written request for a personal leave should be presented to management at
least two (2) weeks before the anticipated start of the leave. If the leave is requested for medical reasons and employees
are not eligible for leave under the federal Family and Medical Leave Act (FMLA) or any state leave law, medical
certification also must be submitted.

The request will be considered on the basis of staffing requirements and the reasons for the requested leave, as well as
performance and attendance records. Normally, a leave of absence will be granted for a period of up to eight (8) weeks.

However a personal leave may be extended if, prior to the end of leave, employees submit a written request for an
extension to management and the request is granted. During the leave, employees will not earn PTO. The Company does
not continue to pay premiums for health insurance coverage for employees on personal (non statutory) leaves of absence.
However, you may self-pay the premiums under the provisions of COBRA of 1985. Contact the Employee Services
Department for additional information.

When the employee anticipates returning to work, he or she should notify management of the expected return date. This
notification should be made at least one week before the end of the leave. Upon completion of the personal leave of
absence, the Company will attempt to return employees to their original job or a similar position, subject to prevailing
business, considerations. Reinstatement, however, is not guaranteed.

Failure to advise management of availability to return to work, failure to return to work when notified or a continued
absence from work beyond the time approved by the Company will be considered a voluntary resignation of employment.

Personal leave will run concurrently with any Company-provided Short-Term Disability Leave of Absence.






Page | 26

Jury Duty

National EWP realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees
will be allowed time off to perform such civic service as required by law. Employees are expected, however, to provide
proper notice of a request to perform jury duty and verification of their service.

Employees also are expected to keep management informed of the expected length of jury duty service and to report to
work for the major portion of the day if excused by the court. If the required absence presents a serious conflict for
management, employees may be asked to try to postpone jury duty. In most cases hourly (nonexempt) employees will
not be paid for jury duty except where required by law.

Exempt (salaried) employees will be paid their full salary for any week in which time is missed due to jury duty if work is
performed for the Company during such week.

Bereavement Leave
We know the death of a family member is a time when employees wish to be with their families. If the employee is a full-
time employee and loses a close relative, he or she will be allowed paid time off of up to zero days to assist in attending
to his or her obligations and commitments.

For the purposes of this policy, a close relative includes a spouse, domestic partner, child, parent, sibling or any other
relation required by applicable law. Employees must inform their Supervisors prior to commencing bereavement leave. In
administering this policy, the Company may require verification of death.

The Company will grant up to three consecutive days of unpaid leave of absence to employees in the event of the death
of an employee's close relative as defined above. Exempt (salaried) employees will not be required to use PTO for the first
day of the leave.

An employee's supervisor may approve additional unpaid time off.

Voting Time Off
In the event an employee does not have sufficient time outside of working hours to vote in a statewide election, if required
by state law, the employee may take off enough working time to vote. Such time will be paid if required by state law. This
time should be taken at the beginning or end of the regular work schedule. Where possible, your Supervisor should be
notified at least two days prior to the voting day.

Military Leave
If employees are called into active military service or enlist in the uniformed services, they will be eligible to receive an
unpaid military leave of absence. To be eligible for military leave, employees must provide management with advance
notice of service obligations unless they are prevented from providing such notice by military necessity or it is otherwise
impossible or unreasonable to provide such notice. Provided the absence does not exceed applicable statutory limitations,
employees will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and
state laws.

Employees should ask management for further information about eligibility for Military Leave. If employees are required
to attend yearly Reserves or National Guard duty, they can apply for an unpaid temporary military leave of absence not
to exceed the number of days allowed by law (including travel). They should give management as much advance notice of
their need for military leave as possible so that we can maintain proper coverage while employees are away.








Page | 27

Family Medical Leave

The Leave Policy
Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides
employees information concerning FMLA entitlements and obligations employees may have during such leaves. If
employees have any questions concerning FMLA leave, they should contact Employee Services Manager 530-419-7336.

I. Eligibility
FMLA leave is available to "eligible employees." To be an "eligible employee," an employee must: 1) have been employed
by the Company for at least 12 months (which need not be consecutive); 2) have been employed by the Company for at
least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave; and 3)
be employed at a worksite where 50 or more employees are located within 75 miles of the worksite.

II. Entitlements
As described below, the FMLA provides eligible employees with a right to leave, health insurance benefits and, with some
limited exceptions, job restoration.

A. Basic FMLA Leave Entitlement:
The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during
a 12-month period. The 12-month period is determined based on a rolling 12-month period measured backward from the
date an employee uses his/her FMLA leave. Leave may be taken for any one, or for a combination, of the following reasons:

• To care for the employee's child after birth or placement for adoption or foster care;
• To care for the employee's spouse, son, daughter or parent (but not in-law) who has a serious health condition;
• For the employee's own serious health condition (including any period of incapacity due to pregnancy, prenatal
medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of
the employee's job; and/or
• Because of any qualifying exigency arising out of the fact that an employee's spouse, son, daughter or parent is a
military member on covered active duty or called to covered active duty status (or has been notified of an
impending call or order to covered active duty) in the Reserves component of the Armed Forces for deployment
to a foreign country in support of contingency operation or Regular Armed Forces for deployment to a foreign
country.

A serious health condition is an illness, injury, impairment or physical or mental condition that involves either an overnight
stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the
employee from performing the functions of the employee's job, or prevents the qualified family member from
participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3
consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of
continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet
the definition of continuing treatment.

Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on
covered active duty and attending post-deployment reintegration briefings.

B. Additional Military Family Leave Entitlement (Injured Servicemember Leave)
In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter,
parent or next of kin of a covered servicemember is entitled to take up 26 weeks of leave during a single 12-month period
to care for the servicemember with a serious injury or illness. Leave to care for a servicemember shall only be available
during a single-12 month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during
the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care
for the injured servicemember.

Page | 28

A "covered servicemember" is a current member of the Armed Forces, including a member of the National Guard or
Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status or is on the
temporary retired list, for a serious injury or illness. These individuals are referred to in this policy as "current members of
the Armed Forces." Covered servicemembers also include a veteran who is discharged or released from military services
under condition other than dishonorable at any time during the five years preceding the date the eligible employee takes
FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation or therapy for a
serious injury or illness. These individuals are referred to in this policy as "covered veterans."

The FMLA definitions of a "serious injury or illness" for current Armed Forces members and covered veterans are distinct
from the FMLA definition of "serious health condition" applicable to FMLA leave to care for a covered family member.

C. Intermittent Leave and Reduced Leave Schedules
FMLA leave usually will be taken for a period of consecutive days, weeks or months. However, employees also are entitled
to take FMLA leave intermittently or on a reduced leave schedule when medically necessary due to a serious health
condition of the employee or covered family member or the serious injury or illness of a covered servicemember.
Qualifying exigency leave also may be taken on an intermittent basis.

D. No Work While on Leave
The taking of another job while on family/medical leave or any other authorized leave of absence is grounds for immediate
discharge, to the extent permitted by law.

E. Protection of Group Health Insurance Benefits
During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same terms and
conditions as if they had continued to work.

F. Restoration of Employment and Benefits
At the end of FMLA leave, subject to some exceptions including situations where job restoration of "key employees" will
cause the Company substantial and grievous economic injury, employees generally have a right to return to the same or
equivalent positions with equivalent pay, benefits and other employment terms. The Company will notify employees if
they qualify as "key employees," if it intends to deny reinstatement, and of their rights in such instances. Use of FMLA
leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible employee's FMLA
leave.

G. Notice of Eligibility for, and Designation of, FMLA Leave
Employees requesting FMLA leave are entitled to receive written notice from the Company telling them whether they are
eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees
are entitled to receive written notice of: 1) their rights and responsibilities in connection with such leave; 2) Company's
designation of leave as FMLA-qualifying or non-qualifying, and if not FMLA-qualifying, the reasons why; and 3) the amount
of leave, if known, that will be counted against the employee's leave entitlement.

The Company may retroactively designate leave as FMLA leave with appropriate written notice to employees provided
the Company's failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the
employee. In all cases where leaves qualify for FMLA protection, the Company and employee can mutually agree that
leave be retroactively designated as FMLA leave.

III. Employee FMLA Leave Obligations

A. Provide Notice of the Need for Leave
Employees who take FMLA leave must timely notify the Company of their need for FMLA leave. The following describes
the content and timing of such employee notices.



Page | 29

1. Content of Employee Notice
To trigger FMLA leave protections, employees must inform Employee Services Manager of the need for FMLA-qualifying
leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA
leave specifically, or explaining the reasons for leave so as to allow the Company to determine that the leave is FMLA-
qualifying.

For example, employees might explain that:

• a medical condition renders them unable to perform the functions of their job;
• they are pregnant or have been hospitalized overnight;
• they or a covered family member are under the continuing care of a health care provider;
• the leave is due to a qualifying exigency caused by a military member being on covered active duty or called to
covered active duty status to a foreign country; or
• if the leave is for a family member, that the condition renders the family member unable to perform daily activities
or that the family member is a covered servicemember with a serious injury or illness.

Calling in "sick," without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA
leave under this policy. Employees must respond to the Company's questions to determine if absences are potentially
FMLA qualifying.

If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek leave due to
FMLA qualifying reasons for which the Company has previously provided FMLA-protected leave, they must specifically
reference the qualifying reason for the leave or the need for FMLA leave.

2. Timing of Employee Notice
Employees must provide 30 days' advance notice of the need to take FMLA leave when the need is foreseeable. When 30
days' notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide
the Company notice of the need for leave as soon as practicable under the facts and circumstances of the particular case.
Employees who fail to give 30 days' notice for foreseeable leave without a reasonable excuse for the delay, or otherwise
fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.

B. Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers to Alternative Positions)
and Intermittent Leave or Reduced Leave Schedules
When planning medical treatment, employees must consult with the Company and make a reasonable effort to schedule
treatment so as not to unduly disrupt the Company's operations, subject to the approval of an employee's health care
provider.

Employees must consult with the Company prior to the scheduling of treatment to work out a treatment schedule that
best suits the needs of both the Company and the employees, subject to the approval of an employee's health care
provider. If employees providing notice of the need to take FMLA leave on an intermittent basis for planned medical
treatment neglect to fulfill this obligation, the Company may require employees to attempt to make such arrangements,
subject to the approval of the employee's health care provider.

When employees take intermittent or reduced work schedule leave for foreseeable planned medical treatment for the
employee or a family member, including during a period of recovery from a serious health condition or to care for a
covered servicemember, the Company may temporarily transfer employees, during the period that the intermittent or
reduced leave schedules are required, to alternative positions with equivalent pay and benefits for which the employees
are qualified and which better accommodate recurring periods of leave.

When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical
treatment, upon request, employees must advise the Company of the reason why such leave is medically necessary. In
such instances, the Company and employee shall attempt to work out a leave schedule that meets the employee's needs
without unduly disrupting the Company's operations, subject to the approval of the employee's health care provider.

Page | 30

C. Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for Military Family Leave)
Depending on the nature of FMLA leave sought, employees may be required to submit medical certifications supporting
their need for FMLA-qualifying leave. As described below, there generally are three types of FMLA medical certifications:
an initial certification, a recertification and a return to work/fitness for duty certification.

It is the employee's responsibility to provide the Company with timely, complete and sufficient medical certifications.
Whenever the Company requests employees to provide FMLA medical certifications, employees must provide the
requested certifications within 15 calendar days after the Company's request, unless it is not practicable to do so despite
an employee's diligent, good faith efforts. The Company will inform employees if submitted medical certifications are
incomplete or insufficient and provide employees at least seven calendar days to cure deficiencies. The Company will deny
FMLA leave to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical
certifications.

With the employee's permission, the Company (through individuals other than an employee's direct supervisor) may
contact the employee's health care provider to authenticate or clarify completed and sufficient medical certifications. If
employees choose not to provide the Company with authorization allowing it to clarify or authenticate certifications with
health care providers, the Company may deny FMLA leave if certifications are unclear.

Whenever the Company deems it appropriate to do so, it may waive its right to receive timely, complete and/or sufficient
FMLA medical certifications.

1. Initial Medical Certifications
Employees requesting leave because of their own, or a covered relation's, serious health condition, or to care for a covered
servicemember, must supply medical certification supporting the need for such leave from their health care provider or,
if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days'
notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification
will be required on an annual basis for serious medical conditions lasting beyond a single leave year.

If the Company has reason to doubt initial medical certifications, it may require employees to obtain a second opinion at
the Company's expense. If the opinions of the initial and second health care providers differ, the Company may, at its
expense, require employees to obtain a third, final and binding certification from a health care provider designated or
approved jointly by the Company and the employee.

2. Medical Recertifications
Depending on the circumstances and duration of FMLA leave, the Company may require employees to provide
recertification of medical conditions giving rise to the need for leave. The Company will notify employees if recertification
is required and will give employees at least 15 calendar days to provide medical recertification.

3. Return to Work/Fitness for Duty Medical Certifications
Unless notified that providing such certifications is not necessary, employees returning to work from FMLA leaves that
were taken because of their own serious health conditions that made them unable to perform their jobs must provide the
Company with medical certification confirming they are able to return to work and the employees' ability to perform the
essential functions of the employees' position, with or without reasonable accommodation. The Company may delay
and/or deny job restoration until employees provide return to work/fitness for duty certifications.

D. Submit Certifications Supporting Need for Military Family Leave
Upon request, the first time employees seek leave due to qualifying exigencies arising out of the covered active duty or
call to covered active duty status of a military member, the Company may require employees to provide: 1) a copy of the
military member's active duty orders or other documentation issued by the military indicating the military member is on
covered active duty or call to covered active duty status and the dates of the military member's covered active duty
service; and 2) a certification from the employee setting forth information concerning the nature of the qualifying exigency
for which leave is requested. Employees shall provide a copy of new active duty orders or other documentation issued by

Page | 31

the military for leaves arising out of qualifying exigencies arising out of a different covered active duty or call to covered
active duty status of the same or a different military member.

When leave is taken to care for a covered servicemember with a serious injury or illness, the Company may require
employees to obtain certifications completed by an authorized health care provider of the covered servicemember. In
addition, and in accordance with the FMLA regulations, the Company may request that the certification submitted by
employees set forth additional information provided by the employee and/or the covered servicemember confirming
entitlement to such leave.

E. Substitute Paid Leave for Unpaid FMLA Leave
Employees must use any accrued paid time while taking unpaid FMLA leave.
The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leave and the paid time will
run concurrently with an employee's FMLA entitlement.

Leaves of absence taken in connection with a disability leave plan or workers' compensation injury/illness shall run
concurrently with any FMLA leave entitlement. Upon written request, the Company will allow employees to use accrued
paid time to supplement any paid disability benefits.

F. Pay Employee's Share of Health Insurance Premiums
During FMLA leave, employees are entitled to continued group health plan coverage under the same conditions as if they
had continued to work. Unless the Company notifies employees of other arrangements, whenever employees are
receiving pay from the Company during FMLA leave, the Company will deduct the employee portion of the group health
plan premium from the employee's paycheck in the same manner as if the employee was actively working.

If FMLA leave is unpaid, employees must pay their portion of the group health premium through a method determined by
the Company upon leave.

The Company's obligation to maintain health care coverage ceases if an employee's premium payment is more than 30
days late. If an employee's payment is more than 15 days late, the Company will send a letter notifying the employee that
coverage will be dropped on a specified date unless the co-payment is received before that date. If employees do not
return to work within 30 calendar days at the end of the leave period (unless employees cannot return to work because
of a serious health condition or other circumstances beyond their control), they will be required to reimburse the Company
for the cost of the premiums the Company paid for maintaining coverage during their unpaid FMLA leave.

IV. Exemption for Highly Compensated Employees
The Company may choose not to return highly compensated employees (highest paid 10% of employees at a worksite or
within 75 miles of that worksite) to their former or equivalent positions following a leave if restoration of employment
will cause substantial economic injury to the Organization. (This fact-specific determination will be made by the
Organization on a case-by case basis.)

The Organization will notify employees if they qualify as a "highly compensated," if the Organization intends to deny
reinstatement, and of an employee's rights in such instances.

V. Questions and/or Complaints about FMLA Leave
If you have questions regarding this FMLA policy, please contact Employee Services Manager. The Company is committed
to complying with the FMLA and, whenever necessary, shall interpret and apply this policy in a manner consistent with
the FMLA.

The FMLA makes it unlawful for employers to: 1) interfere with, restrain or deny the exercise of any right provided under
FMLA; or 2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement
in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should
contact Employee Services Manager immediately. The Company will investigate any FMLA complaints and take prompt



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and appropriate remedial action to address and/or remedy any FMLA violation. Employees also may file FMLA complaints
with the United States Department of Labor or may bring private lawsuits alleging FMLA violations.

VI. Coordination of FMLA Leave with Other Leave Policies
The FMLA does not affect any federal, state or local law prohibiting discrimination, or supersede any State or local law
that provides greater family or medical leave rights. For additional information concerning leave entitlements and
obligations that might arise when FMLA leave is either not available or exhausted, please consult the Company's other
leave policies in this handbook or contact Employee Services Manager at 530-419-7336.

GENERAL STANDARDS OF CONDUCT

Workplace Conduct
National EWP endeavors to maintain a positive work environment. Each employee plays a role in fostering this
environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense and fair play.

Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules
all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including discharge, in the
Company's sole discretion. The following are examples of some, but not all, conduct which can be considered
unacceptable:

1. Obtaining employment on the basis of false or misleading information.
2. Stealing, removing or defacing National EWP property or a co-worker's property, and/or disclosure of confidential
information.
3. Completing another employee's time records (other than supervisor’s crew time cards).
4. Violation of safety rules and policies.
5. Violation of National EWP's Drug and Alcohol-Free Workplace Policy.
6. Fighting, threatening or disrupting the work of others or other violations of National EWP's Workplace Violence
Policy.
7. Failure to follow lawful instructions of a supervisor.
8. Failure to perform assigned job duties.
9. Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance, habitual
lateness or unexcused absences.
10. Gambling on Company property.
11. Willful or careless destruction or damage to Company assets or to the equipment or possessions of another
employee.
12. Wasting work materials.
13. Performing work of a personal nature during working time.
14. Violation of the Solicitation and Distribution Policy.
15. Violation of National EWP's Harassment or Equal Employment Opportunity Policies.
16. Violation of the Communication and Computer Systems Policy.
17. Unsatisfactory job performance.
18. Any other violation of Company policy.

Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will, and National EWP
reserves the right to impose whatever discipline it chooses, or none at all, in a particular instance. The Company will deal
with each situation individually and nothing in this handbook should be construed as a promise of specific treatment in a
given situation.

The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.








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Punctuality and Attendance

Employees are hired to perform important functions at National EWP. As an employee of the Company, you are expected
to be punctual and regular in attendance. Any tardiness or absence causes problems for your fellow employees and your
supervisor.

When you are absent, your assigned work must be performed by others. As with any group effort, operating effectively
takes cooperation and commitment from everyone. Therefore, attendance and punctuality are very important.
Unnecessary absences and lateness are expensive, disruptive and place an unfair burden on fellow employees and
Supervisors. We expect excellent attendance from all employees. Excessive absenteeism or tardiness will result in
disciplinary action up to and including discharge.

We do recognize, however, there are times when absences and tardiness cannot be avoided. In such cases, employees
are expected to notify Supervisors as early as possible, but no later than the start of the work day.

Asking another employee, friend or relative to give this notice is improper and constitutes grounds for disciplinary action.

Employees are expected to call and speak with their immediate supervisor stating the nature of the illness and its expected
duration, for every day of absenteeism. Excessive absenteeism or tardiness, whether excused or not, will not be tolerated.

Unreported absences of three (3) consecutive work days generally will be considered a voluntary resignation of
employment with the Company.

Use of Company Communications and Computer Systems
National EWP's communication and computer systems are intended primarily for business purposes; however limited
personal usage is permitted if it does not hinder performance of job duties or violate any other Company policy. This
includes the voice mail, e-mail and Internet systems. Users have no legitimate expectation of privacy in regard to their use
of the National EWP systems.

National EWP may access the voice mail and e-mail systems and obtain the communications within the systems, including
past voice mail and e-mail messages, without notice to users of the system, in the ordinary course of business when the
Company deems it appropriate to do so. The reasons for which the Company may obtain such access include, but are not
limited to maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance
with software copyright laws; complying with legal and regulatory requests for information; and ensuring that Company
operations continue appropriately during an employee's absence.

Further, National EWP may review Internet usage to ensure that such use with Company property, or communications
sent via the Internet with Company property, are appropriate. The reasons for which the

Company may review employees' use of the Internet with Company property include, but are not limited to maintaining
the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software
copyright laws; complying with legal and regulatory requests for information; and ensuring that Company operations
continue appropriately during an employee's absence.
The Company may store electronic communications for a period of time after the communication is created. From time
to time, copies of communications may be deleted.

The Company's policies prohibiting harassment, in their entirety, apply to the use of Company's communication and
computer systems. No one may use any communication or computer system in a manner that may be construed by others
as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any
other characteristic protected by federal, state or local law.

Further, since the Company's communication and computer systems are intended for business use, all employees, upon
request, must inform management of any private access codes or passwords.


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Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.

No employee may access, or attempt to obtain access to, another employee's computer systems without appropriate
authorization. Violators of this policy may be subject to disciplinary action, up to and including discharge.

Use of Social Media & Technology
The Company recognizes the value of technology, computer hardware, and software. With the developments in Social
Media, the availability of information and the speed with which information can be passed from one party to another
often times we forget to stop and really think about how we are using our technology or what we are using it for. This
often results in unnecessary cost, hardware destruction, viruses that destroy critical data, damage to relationships or
breech of contracts.

For this reason we have implemented the following Social Media, Email, and Technology Policy. This policy is to be
followed by all employees.

For the purpose of this policy, social media includes any website or electronic forum that allows for open communication
on the Internet including, but not limited to:

• Social networking sites (LinkedIn, Facebook, etc.)
• Micro-blogging sites (Twitter)
• Blogs (including personal and company blogs)
• Online encyclopedias (Wikipedia)
• Video and photo-sharing sites (Instagram, YouTube, etc.)
• Phone texting (Apple text, Yammer, etc.)

Posting - Most online social platforms are open for all to see. Despite privacy policies, employees cannot always be sure
who will view, share or archive the information including photos and videos that are posted. Company employees should
remember that conduct, online or otherwise that negatively or adversely impacts the employee's ability to perform his/her
job , the ability of co-workers to perform his/her job or adversely affects clients, partners, or associates of the Company
or Company legitimate business interest, may result in disciplinary action, up to and including termination. For this reason
Company policy is that employees do not post any proprietary information, pictures of worksites, equipment or other
employees on any form of social media.

Using Social Media at Work - Unless required by his/her job duties or otherwise permitted by Company management,
employees are not to use social media during working hours whether in the office, while operating equipment, or
performing any other duties. Employees are not allowed to use Company email addresses for non-business purposes such
as to register on social networks, blogs or other websites for personal use.

Industry Specific Mandates - Posting pictures, videos and/or information for personal use that was captured while on
company property, traveling to/from client sites while on company time or in a company vehicle and/or at client job sites
is strictly prohibited. The majority of our contracts specifically prohibit non-authorized distribution of photography or
video. Any photography, videos or information collected on a jobsite for Company marketing or presentation usage must
be approved by the employee's direct supervisor and the Company's client. Such media collected by an employee is the
sole property of the Company including all rights of usage and copyright.

Employees are NOT Authorized to Speak on Behalf of the Company - Unless explicit permission is given, Company
employees should express only personal opinions online and employees must never represent himself or herself as a
spokesperson of the Company, its competitors, customers, colleagues or those associated with the Company. Employees
are not authorized to use any of the Company's logos or service marks on their personal website, blogs or other personal
social media sites. If an employee chooses to use a personal hardware device on personal time to post online content



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relating to National EWP, Inc., the employee must include a clearly visible disclaimer stating, "The posting on this website
represents my own views and does not necessarily reflect the views of National EWP."

Employees should not speak to the media on the Company's behalf without contacting their direct supervisor.

Business Related Social Media Accounts - All business related social media accounts and related postings maintained by
employees for marketing, sales, and/or networking purposes remain the property of National EWP. All information,
including the account, the login and password should be returned to the employee's direct supervisor and the Company's
IT Services department upon separation.

Be Accurate & Honest - When posting information online on behalf of the Company or about the Company (once
permission has been granted by an employee's direct supervisor), employees should always be accurate and honest in
posting any news or information. Prior to posting anything the posting should be proofed and approved by the
Administrative Services Team. Once posted; if a mistake is discovered, high priority status should be given to quickly
correct any mistakes or errors. Employees should never post any information which is known to be false about the
Company or any co-worker, client, customer, competitor, vendor, colleague or other individual working on behalf of or
with the Company. False posting can result in serious legal action by the affected party.

Respect Financial Disclosure Law - Employees should keep in mind that National EWP is a privately owned company.
Therefore, we are under no obligation to provide an annual report or make company financials public. Employees are
strictly prohibited from sharing any of National EWP’s financial information online or in any format.

Copyright and Intellectual Property Laws - Employees are to comply with all copyright, trademark and intellectual
property laws.

Retaliation Prohibited – National EWP prohibits negative action against any employee for reporting a possible violation
of this Social Media Policy or for cooperating in any investigation with respect to a potential Social Media Policy violation.
Any employee who retaliates against an employee for reporting a possible deviation from this policy or for cooperating in
any investigation will be subject to disciplinary action, up to and including termination.

Legal Liability - Company employees can be legally liable for what is written or posted online.

EMAIL
Email is a fast and efficient communication tool. It is important to use it legally, efficiently, appropriately and securely.
This document refers to the e-communications infrastructure, which is owned and controlled by National EWP. Through
this infrastructure, users are able to send and receive email communication from an individual account.

This policy applies to all the users of Company email system, whether through a PC, laptop, cell phone and/or any other
hardware device. It applies equally whether you are working from an office, at home, in the field or any other location.

Best Practices / Nationwide Policy - With the increase in the number of users of Company email system it is becoming
more and more difficult to maintain control of the inbox. For many people, even if they are just copied, reading
unnecessary emails is a waste of time. Overflowing inboxes can create stress for people. Email senders should be aware
of this prior to sending emails to large numbers of people or copying users into a message unnecessarily.

What kinds of emails should be sent/received?

1. Your email account is to be used for business purposes.
2. Emails sent and received using the Company's system should always be appropriate in nature. Emails used to
transfer illegal, threatening, offensive, obscene, pornographic or libelous content are strictly forbidden.
3. Emails that are obviously SPAM or of an adult nature should not be opened, but rather deleted immediately
without opening them. Do not participate in chain emails where you are asked to forward an email to multiple
people. Do not open an e-mail if you are not familiar with the sender.

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4. Sending an email is as binding as a signed letter. Therefore do not express personal views or information by email
as the company can be held vicariously liable for the opinions and views expressed. Do not use your Company
email address to post comments on public discussion boards. Email is 'discoverable', meaning it can be used in
legal disputes if there is a dispute with a client or supplier. Email records are often the first thing requested in legal
situations. Keep this in mind when putting something in writing. Email is not confidential and it lasts forever. Email
is not always secure therefore do not send highly personal, sensitive or confidential information over email.
5. The size of your email does matter. Generally speaking you will have difficulty delivering a message to certain
systems if your email is over 5MB. Therefore, it is prudent to limit the size of your email wherever possible. Keep
in mind that if you send an email that is 1MB to ten people you have just sent 10MB. This bogs any system down
so please be considerate with what you send.

When to send emails - Email should be used to communicate information that needs to be documented, where you would
like to start a history regarding a topic or if several people need the information in the same format at the same time.

One should consider not sending an email when a response is needed immediately. People structure their days and work
patterns differently. Some people may be able to answer their email immediately while others may spend large parts of
their day in the field or in meetings. If an immediate response is needed, a phone call may be a more efficient tool.

Do not send an email when you are upset. Wait until you have calmed down to ensure your response is more measured.

How to use email - Email is a very effective tool when used correctly. When users differ in how they use, respond and
structure their emails it can create frustrations. Following the below guidelines will help.

• Respond promptly. If you are not able to provide a full answer within a reasonable timeframe send an
acknowledgement email identifying when you will provide a full answer. The ball stays in your court to provide
the answer. An acknowledgement email is not a response to action requested. Utilize tools within Outlook to
"Flag" emails that still need to be addressed.
• Be clear and concise in your emails. Your message should be easy to read and understood using plain English. Do
not go into more detail than necessary.
• When attaching documents, refer to them in the body of the email, so as to draw attention to them. Name your
attachments so they are easily identified. Identify any action or response that is required by the recipient.
• The tone of your email should follow the tone of the email received. For example; if you receive a formal external
email from a client you should respond formally. However, an internal email from a colleague can be answered
more informally. Avoid sarcasm and jokes. Email does not provide any physical or verbal cues to the meaning of
words. Sarcasm and jokes can be easily misunderstood and misconstrued.
• Be thorough. If you are able to respond to the email and deal with the entire matter at that time, answer all the
questions. Proofread and spellcheck your email before sending it out. Your emails are a reflection on you and the
company. Correct spelling and grammar are important. If you need to correspond in writing and are struggling to
put a proper response together, the Administrative Services Team can help you write a response that is
grammatically and professionally toned.
• If several people were copied on the email assume they also need to hear the response and 'reply all'. Do not
break the information chain by simply hitting reply to the single sender. If you forget to respond to something do
not just send out a new email with the answer. Maintain the integrity of the history of the matter by replying to
the email chain again.
• Use the subject line to concisely describe what the email is about. Do not use the subject line as the body of your
email.
• Your company email account was set up with the appropriate signature block. Please do not edit your signature
block; National EWP maintains uniformity throughout the company this way.

Out of Office and Auto Reply - Out of Office and auto responses are acceptable if done properly and with the right attitude.
Out of office auto replies are appropriate if you provide the right information to the person emailing you. Your out of
office reply should contain the following:


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• The length of time you will be out of office
• Status of when you might be able to respond via email. Will your email response be delayed? If so by how long.

Are you completely disconnected and unable to respond at all? If so, give the email address and phone number of the
person who is supporting you while you are unavailable so the person trying to contact you has someone else to contact
and can keep moving forward on their end.

Your time away from the office should not keep others from performing their work.

Sample out of office reply - I will be out of the office from 11/5 - 11/10 with limited access to email. My response time to
you could be delayed. If you need immediate assistance please call John Smith at (123) 123-1234 or email at
[email protected]. If this is not an emergency, I will respond back at my earliest opportunity.

The attitude we need to have in setting up our out of office replies is that, although unavailable we do not want people to
be ignored. Before you go on vacation or even travel or attend a lengthy meeting or conference for the company you
should make sure that you have identified someone as your back up that has agreed to support you while you are
unavailable. You should meet with that person and hand off any critical projects or issues that could come up while you
are out. Remember bad planning on your part should not create emergencies for others. Please be considerate when you
are away from your office or computer and cover all your bases before leaving.

If you need to know how to create an out of office auto response; please contact the IT Helpdesk.

TECHNOLOGY
Company Phones - Company phones are issued to team members when requested by their Supervisor. Company phones
are for business only. Personal applications such as Facebook, Twitter, games and non-business photo retention and
storage are not allowed on your company phone and are not serviced by the Information Technology Team. Additionally,
using your hotspot function on your company phone to stream data (Netflix, Pandora) for personal use is not permitted.
Do not allow friends and family to use your device. Do not erase your phone or receive device support from any other
service provider without contacting someone from the IT Department first. If you are going to travel outside the country
notify the IT Team one week before you travel so they can adjust your cell coverage to international. Your phone is to be
kept in the issued case at all times.

Other Technology Hardware & Software - All company issued technology hardware should only be used for company
purposes. Those that have been deployed hardware should be respectful in how they treat it. Do not damage or deface
any of the hardware. Downloading software to your computer without consulting IT Services poses the threat of a virus
entering our system and is therefore prohibited. IT Services works diligently to prevent us from getting viruses that can
effect or wipe out our entire system and downloading software always poses the threat of a virus entering our system. If
you would like to request new software be considered for company use, please contact the IT Helpdesk for help.

Data Usage on Mobile Devices - Be mindful of your data usage as it is expensive. Do not stream music or videos.
Where/whenever possible use Wi-Fi instead of cellular data. When possible use your hard line connections in our offices
to the internet instead of a hotspot or mobile data cards.

SOCIAL MEDIA & TECHNOLOGY SUMMARY
In summary; email, computers, smartphones and all other hardware and software are tools that the Company provides to
its employees to aid them in doing their jobs effectively. Carefully follow this policy and consider how you use these tools
and take care of them. Disciplinary action up to and including termination can result due to misuse of email, software,
hardware or company assets.

Personal and Company-Provided Communication Devices
Company-provided portable communication devices (PCDs), including cell phones and personal digital assistants, should
be used primarily for business purposes. Employees have no reasonable expectation of privacy in regard to the use of such


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devices, and all use is subject to monitoring, to the maximum extent permitted by applicable law. This includes as
permitted the right to monitor personal communications as necessary.

Some employees may be authorized to use their own PCD for business purposes. These employees should work with the
IT department to configure their PCD for business use. Communications sent via a personal PCD also may subject to
monitoring if sent through the Company's networks and the PCD must be provided for inspection and review upon
request.

All conversations, text messages and e-mails must be professional. When sending a text message or using a PCD for
business purposes, whether it is a Company-provided or personal device, employees must comply with applicable
Company guidelines, including policies on sexual harassment, discrimination, conduct, confidentiality, equipment use and
operation of vehicles. Using a Company-issued PCD to send or receive personal text messages is prohibited at all times
and personal use during working hours should be limited to emergency situations.

If an employee who uses a personal PCD for business resigns or is discharged, the employee will be required to submit the
device to the IT department for resetting on or before his or her last day of work. At that time, the IT department will reset
and remove all information from the device, including but not limited to, Company information and personal data (such
as contacts, e-mails and photographs). The IT department will make efforts to provide employees with the personal data
in another form (e.g., on a disk) to the extent practicable; however, the employee may lose some or all personal data
saved on the device.

Employees may not use their personal PCD for business unless they agree to submit the device to the IT department on
or before their last day of work for resetting and removal of Company information. This is the only way currently possible
to ensure that all Company information is removed from the device at the time of termination. The removal of Company
information is crucial to ensure compliance with the Company's confidentiality and proprietary information policies and
objectives.

Please note that whether employees use their personal PCD or a Company-issued device, the Company's electronic
communications policies, including but not limited to, proper use of communications and computer systems, remain in
effect.

Portable Communication Device Use While Driving
Employees who drive on Company business must abide by all state or local laws prohibiting or limiting PCD (cell phone or
personal digital assistant) use while driving. Further, even if usage is permitted, employees may choose to refrain from
using any PCD while driving. "Use" includes, but is not limited to, talking or listening to another person or sending an
electronic or text message via the PCD.

Regardless of the circumstances, including slow or stopped traffic, if any use is permitted while driving, employees should
proceed to a safe location off the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call
is absolutely necessary while the employee is driving, and permitted by law, the employee must use a hands-free option
and advise the caller that he/she is unable to speak at that time and will return the call shortly. Under no circumstances
should employees feel that they need to place themselves at risk to fulfill business needs. Since this policy does not require
any employee to use a cell phone while driving, employees who are charged with traffic violations resulting from the use
of their PCDs while driving will be solely responsible for all liabilities that result from such actions.

Texting and e-mailing while driving is prohibited in all circumstances.

Camera Phones/Recording Devices
Due to the potential for issues such as invasion of privacy, sexual harassment and loss of productivity, as well as
inappropriate disclosure of confidential information, no employee may use a camera phone function on any phone on
company property or while performing work for the Company.



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The use of tape recorders, Dictaphones or other types of voice recording devices anywhere on Company property,
including to record conversations or activities of other employees or management, or while performing work for the
Company, is also strictly prohibited, unless the device was provided to you by the Company and is used solely for legitimate
business purposes.

Inspections
National EWP reserves the right to require employees while on Company property, or on client property, to agree to the
inspection of their persons, personal possessions and property, personal vehicles parked on Company or client property,
and work areas. This includes lockers, vehicles, desks, cabinets, work stations, packages, handbags, briefcases and other
personal possessions or places of concealment, as well as personal mail sent to the Company or to its clients. Employees
are expected to cooperate in the conduct of any search or inspection.

Solicitation & Distribution
To avoid distractions, solicitation by an employee of another employee is prohibited while either employee is on work
time. "Work time" is defined as the time an employee is engaged, or should be engaged, in performing his/her work tasks
for National EWP Solicitation of any kind by non-employees on Company premises is prohibited at all times.

Distribution of advertising material, handbills, printed or written literature of any kind in working areas of the Company is
prohibited at all times. Distribution of literature by non-employees on Company premises is prohibited at all times.

Confidential Company Information
Each employee is responsible for safeguarding the confidential information obtained during employment.
During the course of work, an employee may become aware of confidential information about National EWP's business,
including but not limited to information regarding Company finances, pricing, products and new product development,
software and computer programs, marketing strategies, suppliers and customers and potential customers.

An employee also may become aware of similar confidential information belonging to the Company's clients. It is
extremely important that all such information remain confidential, and particularly not be disclosed to our competitors.
Any employee who improperly copies, removes (whether physically or electronically), uses or discloses confidential
information to anyone outside of the Company may be subject to disciplinary action up to and including termination.

Employees may be required to sign an agreement reiterating these obligations. Any breach of this policy may also include
legal action taken by the Company.

Customer/Client Service
Employees are expected to be polite, courteous, prompt, and attentive to every customer. When an employee encounters
an uncomfortable situation that he or she does not feel capable of handling, the general manager should be called
immediately. Ours is a service business and all of us must remember that the customer always comes first. Our customers
ultimately pay all of our wages. Remember, while the customer is not always right, the customer is never wrong.

Customers are to be treated courteously and given proper attention at all times. Never regard a customer's question or
concern as an interruption or an annoyance. You must respond to inquiries from customers, whether in person or by
telephone, promptly and professionally.

Never place a telephone caller on hold for an extended period. Direct incoming calls to the appropriate person and make
sure the call is received. Through your conduct, show your desire to assist the customer in obtaining the help he or she
needs. If you are unable to help a customer, find someone who can. All correspondence and documents, whether to
customers or others, must be neatly prepared and error-free.






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Attention to accuracy and detail in all paperwork demonstrates your commitment to those with whom we do business.
Never argue with a customer. If a problem develops or if a customer remains dissatisfied, ask your supervisor or the
general manager to intervene.

Interaction with Clients
The opinions and attitudes our clients have toward our Company may be determined for a long period of time by the
actions of one employee. It is sometimes easy to take a client for granted, but if we do, we run the risk of losing not only
that client, but also his or her associates, friends, or family who may also be clients or prospective clients.

The nature of our Company requires that employees perform most of the work connected with a client's assignment at
the client's office. The importance of professional conduct when working in a client's location cannot be emphasized
enough. Professional conduct is a broad term that is open to many interpretations.

The following are guidelines for appropriate conduct when working at a client's location:

• Discussions with client employees should be limited to matters that concern their department and level of
responsibility.
• Long, personal discussions with client personnel are discouraged. Such disruptions of work will only offend client
executives and client employees.
• Internal affairs may not be discussed with client personnel.
• Comments or criticisms involving other competitors and their particular work or fees should be avoided.
• Refrain from discussing shortcomings or idiosyncrasies of client employees.
• Avoid conversation involving client matter in all public places.
• Avoid discussing procedural programs with management while client employees are present.
• Purchases from a client must be made at normal prices.
• Borrowing money from a client is not permitted unless the client's business involves lending money.
• Company employees may not solicit clients for charitable donations.
• Entertaining clients is allowed. However, you must first receive approval from your manager.
• Each employee must be sensitive to the importance of providing courteous treatment in all working relationships.

Conflict of Interest and Business Ethics
It is National EWP's policy that all employees avoid any conflict between their personal interests and those of the
Company. The purpose of this policy is to ensure that the Company's honesty and integrity, and therefore its reputation,
are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have,
personal interests or relationships that actually or potentially conflict with the best interests of the Company.

It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations
that would constitute a conflict in most cases include but are not limited to:

• Holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do,
business with the Company, by any employee who is in a position to directly or indirectly influence either the
Company's decision to do business, or the terms upon which business would be done with such organization;
• Holding any interest in an organization that competes with the Company;
• being employed by (including as a consultant) or serving on the board of any organization which does, or is seeking
to do, business with the Company or which competes with the Company;
• Profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from any
organization seeking to do business with the Company.

A conflict of interest would also exist when a member of an employee's immediate family is involved in situations such as
those above.



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All employees must avoid situations involving actual or potential conflict of interest. Personal or romantic involvement
with a competitor, supplier, or subordinate employee of the Company, which impairs an employee's ability to exercise
good judgment on behalf of the Company, creates an actual or potential conflict of interest. Supervisor-subordinate
romantic or personal relationships also can lead to supervisory problems, possible claims of sexual harassment, and
morale problems.

An employee involved in any of the types of relationships or situations described in this policy should immediately and
fully disclose the relevant circumstances to his or her immediate supervisor, or any other appropriate supervisor, for a
determination about whether a potential or actual conflict exists. If an actual or potential conflict is determined, the
Company may take whatever corrective action appears appropriate according to the circumstances. Failure to disclose
facts shall constitute grounds for disciplinary action.

This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual
business amenities, for example, occasional business-related meals or promotional items of nominal or minor value.

It is your responsibility to report any actual or potential conflict that may exist between you (and your immediate family)
and the
Company.

Use of Facilities, Equipment and Property including Intellectual Property
Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property,
employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety
standards and guidelines.

Employees should notify their Supervisor if any equipment, machines, or tools appear to be damaged, defective, or are in
need of repair. Prompt reporting of loss, damages, defects, and the need for repairs could prevent deterioration of
equipment and possible injury to employees or others. The Supervisor can answer any questions about an employee's
responsibility for maintenance and care of equipment used on the job.

Employees also are prohibited from any unauthorized use of the Company's intellectual property, such as audio and video
tapes, print materials and software. Improper, careless, negligent, destructive, or unsafe use or operation of equipment
can result in discipline, up to and including discharge.

Further, the Company is not responsible for any damage to employees' personal belongings unless the employee's
Supervisor provided advance approval for the employee to bring the personal property to work.

Public Relations / Statements to the Media
All media inquiries regarding the position of the Company as to any issues must be referred to CEO/President. Only
CEO/President is authorized to make or approve public statements on behalf of the Company. No employees, unless
specifically designated by CEO/President, are authorized to make those statements on behalf of Company. Any employee
wishing to write and/or publish an article, paper, or other publication on behalf of the Company must first obtain approval
from CEO/President.

HEALTH & SAFETY

The health and safety of employees and others on Company property are of critical concern to National EWP. The
Company intends to comply with all health and safety laws applicable to our business. To this end, we must rely upon
employees to ensure that work areas are kept safe and free of hazardous conditions.

Employees are required to be conscientious about workplace safety, including proper operating methods, and recognize
dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to management
immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the Company's



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premises, or in a product, facility, piece of equipment, process or business practice for which the Company is responsible
should be brought to the attention of management immediately.

Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company may also
issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should
familiarize themselves with these rules and guidelines, as strict compliance will be expected.

Any workplace injury, accident, or illness must be reported to the employee's Supervisor as soon as possible, regardless
of the severity of the injury or accident.

Employees Who Are Requested to Drive
Employees who are required to drive a Company vehicle or their own vehicles on Company business will be required to
show proof of current valid driving license and current effective insurance coverage before the first day of employment.
The Company participates in a system that regularly checks state Department of Motor Vehicles (DMV) records of all
employees who drive as part of their job.

The Company retains the right to transfer to an alternative position, suspend, or terminate an employee whose license is
revoked, or who fails to maintain personal automobile insurance coverage or who is uninsurable under the Company's
policy.

Employees who drive their own vehicles on Company business will be reimbursed at the IRS approved rate per mile.

Ergonomics
The Company is subject to Cal/OSHA ergonomics standards for minimizing workplace repetitive motion injuries. The
Company will make necessary adjustments to reduce exposure to ergonomic hazards through modifications to equipment
and processes and employee training. The Company encourages safe and proper work procedures and requires all
employees to follow safety instructions and guidelines. The Company believes that reduction of ergonomic risk is
instrumental in maintaining an environment of personal safety and well-being, and is essential to our business. We intend
to provide appropriate resources to create a risk-free environment. If you have any questions about ergonomics, please
contact your supervisor.

Safety and Accidents
Safety is the responsibility of every employee. Sound judgment and safe practices must be exercised in the work habits of
all employees. All employees must utilize safety equipment where applicable: this includes clothing, safeguards, safety
appliances, or devices furnished for protection. All employees must wear suitable clothing for the type of work being
performed. Employees must comply with all fire protection and prevention practices. All employees must comply with all
laws, rules, policies, guidelines and regulations regarding safety.

Employees who observe an unsafe condition, equipment or practice, should report them immediately to the employee's
supervisor. All on-the-job accidents or injuries to employees, no matter how small, should also be reported immediately
to the employee's supervisor. Employees must complete all required reports of injury regardless of how minor the injury
may appear to be. Any questions regarding safety should be directed to the employee's immediate supervisor or an
Employee Services or
Safety representative.

In compliance with California law, and to promote the concept of a safe workplace, the Company maintains an Injury and
Illness Prevention Program. The Injury and Illness Prevention Program is available for review by employees and/or
employee representatives in the general manager's office. In compliance with California's Proposition 65, the Company
will inform employees of any known exposure to a chemical known to cause cancer or reproductive toxicity.





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Fire and Disaster Programs

Employees should be familiar with fire and disaster plans detailing exit routes and the specific responsibilities of
employees in the event of fire or other disaster. Employees should report to management any blocked passageways or
doors and always properly store flammable materials. Any questions concerning the plans should be referred to the
employee's supervisor or an Employee Services representative.

Motor Vehicle Safety and Usage
Some of the Company's employees drive Company-owned or leased vehicles or personal vehicles on Company business.
Employees driving Company-owned or leased vehicles must use them for Company business only unless the subject
employee is designated "on call." The designated "on call" periods shall be considered Company business periods. All
employees driving Company or personal vehicles on Company business must exercise safe and defensive driving skills at
all times and obey all applicable motor vehicle laws and regulations. Any accidents or injuries must be reported to the
supervisor or an
Employee Services representative immediately.

Each driver must:
• Possess a valid driver's license for the state of residency and the type of motor vehicle driven and have an
acceptable driving record as determined by the Company.
• Be in a legally fit and safe condition while driving, including compliance with any applicable medical testing
requirements.
• Use, and require all occupants to use, seat belts and harnesses, air bags and other safety equipment provided with
the vehicle.
• Comply with Company drug and alcohol policy as well as all applicable laws.
• Never transport unauthorized passengers while on or off Company business.
• Observe and obey all parking ordinances, speed limits, traffic signals and other laws governing the operation of
motor vehicles.
• Inspect and maintain Company owned or leased vehicles in clean and safe working order and in compliance with
applicable laws and regulations.
• Meet insurability standards set by the Company's insurance carrier. Drivers who use their personal vehicles for
company business must maintain adequate insurance coverage as established by the Company and may be
required to provide proof of insurance upon request. The Company does not insure employees against claims for
damages resulting from the use of their personal vehicles in the course of employment. Any claims for damages
resulting from the operation of the employee's personal vehicle in the course of employment should be submitted
to his or her own automobile insurance carrier. See Proof of Insurance Policy for more details.
• All tickets or fines for parking and traffic violations are the responsibility of the employee, not the Company. The
employee must contest or pay all fines promptly, consistent with applicable law. Employees should report any
parking or traffic violations to their supervisor.

In the case of an accident while driving a Company owned or leased vehicle, the employee should promptly report the
matter to local authorities, his/her direct supervisor, and the Company's automobile insurance carrier. The employee is
expected to cooperate in completing any necessary accident report forms.

In the case of an accident while driving a Company owned or leased vehicle, the employee should promptly report the
matter to local authorities, his/her direct supervisor. The employee is expected to cooperate in completing any necessary
accident report forms.

Heat Illness
The Company is concerned with employee health and safety. Employees who work outside may be exposed to extreme
temperatures or adverse working conditions, particularly in the summer months. All supervisors are trained in the
prevention of heat illness. Please refer to the Company's Injury Illness and Prevention Program or talk to your supervisor,
a Safety Supervisor, or Safety Compliance Manager for details on how to ensure you are protected from heat illness
dangers.
Page | 44

Workplace Violence
The Company has adopted the following workplace violence policy to ensure a safe working environment for all
employees. The Company has zero tolerance for acts of violence and threats of violence. Without exception, acts and
threats of violence are not permitted. All such acts and threats, even those made in apparent jest, will be taken seriously,
and will lead to discipline up to and including termination.

Possession of non-work related weapons on Company premises and at Company-sponsored events shall constitute a
threat of violence.

It is every employee's responsibility to assist in establishing and maintaining a violence-free work environment. Therefore,
each employee is expected and encouraged to report any incident which may be threatening to you or your co-workers
or any event which you reasonably believe is threatening or violent. You may report an incident to any supervisor or
manager.

A threat includes, but is not limited to, any indication of intent to harm a person or damage Company property. Threats
may be direct or indirect, and they may be communicated verbally or nonverbally. The following are examples of threats
and acts that shall be considered violent - this list is in no way all-inclusive:

Examples of types of threats:
• Saying, "Do you want to see your next birthday?"
• Indirect
• Writing, "Employees who kill their supervisors have the right idea."
• Indirect
• Saying, "I'm going to punch your lights out."
• Direct
• Making a hitting motion or obscene gesture
• Nonverbal
• Displaying weapons
• Extreme
• Stalking or otherwise forcing undue attention on someone, whether romantic or hostile
• Extreme
• Taking actions likely to cause bodily harm or property damage
• Acts of violence

Security
The Company has developed guidelines to help maintain a secure workplace. Be aware of persons loitering for no apparent
reason in parking areas, walkways, entrances and exits, and service areas. Report any suspicious persons or activities to
security personnel. Secure your desk or office at the end of the day.

When called away from your work area for an extended length of time, do not leave valuable and/or personal articles in
or around your workstation that may be accessible. The security of facilities as well as the welfare of our employees
depends upon the alertness and sensitivity of every individual to potential security risks. You should immediately notify
your supervisor when unknown persons are acting in a suspicious manner in or around the facilities, or when keys, security
passes, or identification badges are missing.

Inclement Weather/Natural Disasters
In the event of severe weather or a natural disaster that prevents employees from safely traveling to and from work, the
following leave policies will apply:




Page | 45

Inclement weather: Conditions that excuse absence from work include but is not limited to snow, road closure, announced
avalanche danger, whiteout, heavy rain, or severe flooding. If weather conditions prevent you from safely traveling to
work, you must notify your supervisor by phone, if telephone service is functional, or by any other available means.

Natural disasters: In the event of a natural disaster such as earthquake, fire, or explosion the office will be closed if the
building is damaged or highways leading to the office are damaged. For instructions on reporting to another location,
contact the office immediately, if possible.

Recreational Activities and Programs
The Company or its insurer will not be liable for payment of workers' compensation benefits for any injury that arises out
of an employee's voluntary participation in any off-duty recreational, social, or athletic activity that is not part of the
employee's work-related duties.

Smoking
Smoking and tobacco use is only permitted in designated areas.

Off-Duty Personal Conduct
While the Company prefers not to interfere with off-duty and personal conduct of its employees, this may be necessary
for certain types of off-duty conduct where they may interfere with the Company's business interest. For this reason,
employees are asked to conduct their personal affairs in a manner that does not adversely affect the Company or their
own integrity, reputation or credibility. While employed by the Company, our employees will devote their energies to
their jobs and company business.

The following types of employment/contracted work during employment with the Company elsewhere are prohibited:

• Additional employment that may conflict with work schedules, duties, and/or responsibilities at the Company;
• Additional employment that creates a conflict of interest with the employee's position with the Company;
• Additional employment that results conducting any non-company activities on company property during the
employer's working hours, or using company facilities and/or equipment; and
• Additional employment that directly or indirectly competes with the business or the interests of the Company.

Employees who wish to engage in additional employment that may create a real or apparent conflict of interest must
submit a written request to their manager explaining the details of the additional employment. If the additional
employment is authorized, the Company assumes no responsibility for it. The Company shall not provide workers'
compensation coverage or any other benefit for injuries occurring from or arising out of additional employment.
Authorization to engage in additional employment can be revoked at any time.

Hiring Relatives/Employee Relationships
A familial relationship among employees can create an actual or at least a potential conflict of interest in the employment
setting, especially where one relative supervises another relative. To avoid this problem, National EWP may refuse to hire
or place a relative in a position where the potential for favoritism or conflict exists.

In other cases, such as personal relationships where a conflict or the potential for conflict arises, even if there is no
supervisory relationship involved, the parties may be separated by reassignment or discharged from employment, at the
discretion of the Company. Accordingly, all parties to any type of intimate personal relationship must inform management.

If two employees marry, become related, or enter into an intimate relationship, they may not remain in a reporting
relationship or in positions where one individual may affect the compensation or other terms or conditions of employment
of the other individual.




Page | 46

The Company generally will attempt to identify other available positions, but if no alternate position is available, the
Company retains the right to decide which employee will remain with the Company. For the purposes of this policy, a
relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of
persons who are related by blood or marriage.

Operation of Vehicles
All employees authorized to drive Company-owned or leased vehicles or personal vehicles in conducting Company
business must possess a current, valid driver's license and an acceptable driving record. Any change in license status or
driving record must be reported to management immediately.

An employee must have a valid driver's license in his or her possession while operating a vehicle off or on Company
property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or
regulations. Drivers must demonstrate safe driving habits at all times.
Company-owned or leased vehicles may be used only as authorized by management.

Portable Communication Device Use While Driving
Employees who drive on Company business must abide by all state or local laws prohibiting or limiting portable
communication device (PCD) use, including cell phones or personal digital assistants, while driving. Further, even if use is
permitted, employees may choose to refrain from using any PCD while driving. "Use" includes, but is not limited to, talking
or listening to another person or sending an electronic or text message via the PCD.

Regardless of the circumstances, including slow or stopped traffic, if any use is permitted while driving, employees should
proceed to a safe location off the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call
is absolutely necessary while the employee is driving, and permitted by law, the employee must use a hands-free option
and advise the caller that he/she is unable to speak at that time and will return the call shortly.

Under no circumstances should employees feel that they need to place themselves at risk to fulfill business needs. Since
this policy does not require any employee to use a PCD while driving, employees who are charged with traffic violations
resulting from the use of their PCDs while driving will be solely responsible for all liabilities that result from such actions.

Texting and e-mailing while driving is prohibited in all circumstances.

Personal Visits and Telephone Calls
Disruptions during work time can lead to errors and delays. Therefore, we ask that personal telephone calls be kept to a
minimum, and only be made or received after working time, or during lunch or break time.

For safety and security reasons, employees are prohibited from having personal guests visit or accompany them anywhere
in our facilities other than the reception areas.

Employee Dress and Personal Appearance
You are expected to report to work well groomed, clean, and dressed according to the requirements of your position.
Some employees may be required to wear uniforms or safety equipment/clothing. Please contact your Supervisor for
specific information regarding acceptable attire for your position. If you report to work dressed or groomed
inappropriately, you may be prevented from working until you return to work well-groomed and wearing the proper attire.











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STATE SPECIFIC ADDENDUMS


California Addendums

CA-Equal Employment Opportunity
National EWP is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color,
national origin, ancestry, sex, gender, gender identity, pregnancy, childbirth or related medical condition, religious creed,
physical disability, mental disability, age, medical condition (cancer), marital status, veteran status, sexual orientation,
genetic information, or any other characteristic protected by federal, state or local law. Our management team is
dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation,
benefits, employee activities and general treatment during employment.

The Company will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified
employees with disabilities unless the accommodation would impose an undue hardship on the operation of our business.
If you need assistance to perform your job duties because of a physical or mental condition, please let the Employee's
Supervisor know.

The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such
accommodation does not pose an undue hardship on the Company's operations. If you wish to request such an
accommodation, please speak to the Employee's Supervisor.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to
bring these issues to the attention of the Employee's Supervisor. The Company will not allow any form of retaliation
against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers,
violation of this policy will lead to discipline, up to and including discharge. All employees must cooperate with all
investigations.

CA-Discrimination, Harassment and Retaliation Prevention
National EWP does not tolerate and prohibits discrimination, harassment or retaliation of or against job applicants,
contractors, interns, volunteers or employees by another employee, supervisor, vendor, customer or any third party on
the basis of race, religious creed, color, age, sex, sexual orientation, gender, gender identity, gender expression, national
origin, ancestry, marital status, medical condition as defined by state law (cancer or genetic characteristics), disability,
military and veteran status, pregnancy, childbirth and related medical conditions, or any other characteristic protected by
applicable federal, state or local laws and ordinances. The Company is committed to a workplace free of discrimination,
harassment and retaliation.

Discrimination Defined
Discrimination under this policy means treating differently or denying or granting a benefit to an individual because of the
individual's protected characteristic.


Harassment Defined
Harassment is defined in this policy as unwelcome verbal, visual or physical conduct creating an intimidating, offensive or
hostile work environment that interferes with work performance. Harassment can be verbal (including slurs, jokes, insults,
epithets, gestures or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer displays or
emails) or physical conduct (including physically threatening another, blocking someone's way, etc.) that denigrates or
shows hostility or aversion towards an individual because of any protected characteristic. Such conduct violates this policy,
even if it is not unlawful.

Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a professional and
respectful manner.


Page | 48

Sexual Harassment Defined
Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or
unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal or
physical conduct of a sexual nature.

Examples of conduct that violates this policy include:

• Unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal
movement;
• Requests for sexual favors or demands for sexual favors in exchange for favorable treatment;
• Obscene or vulgar gestures, posters or comments;
• Sexual jokes or comments about a person's body, sexual prowess or sexual deficiencies;
• Propositions or suggestive or insulting comments of a sexual nature;
• Derogatory cartoons, posters and drawings;
• Sexually-explicit emails or voicemails;
• Uninvited touching of a sexual nature;
• Unwelcome sexually-related comments;
• Conversation about one's own or someone else's sex life;
• Conduct or comments consistently targeted at only one gender, even if the content is not sexual;
• Teasing or other conduct directed toward a person because of the person's gender.

Retaliation Defined
Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy,
opposed practices prohibited by this policy, or participated in the reporting and investigation process described below.
"Adverse conduct" includes but is not limited to:

1. Shunning and avoiding an individual who reports harassment, discrimination or retaliation;
2. Express or implied threats or intimidation intended to prevent an individual from reporting harassment,
discrimination or
3. Retaliation; and
4. Denying employment benefits because an applicant or employee reported harassment, discrimination or
retaliation, or
5. Participated in the reporting and investigation process described below.

All discrimination, harassment and retaliation is unacceptable in the workplace and in any work-related settings such
as business trips and business-related social functions, regardless of whether the conduct is engaged in by a supervisor,
co-worker, client, customer, vendor or other third party.

Reporting Procedures
The following steps have been put into place to ensure the work environment is respectful, professional, and free of
discrimination, harassment and retaliation. If an employee believes someone has violated this policy or the Equal
Employment Opportunity Policy, the employee should promptly bring the matter to the immediate attention of
Employee's Supervisor. (Phone numbers are available through the Company directory.) If this individual is the person
toward whom the complaint is directed the employee should contact any higher level manager in the reporting chain. If
the employee makes a complaint under this policy and has not received a satisfactory response within five (5) business
days, he or she should contact Employee Services Manager immediately.

Every supervisor who learns of any employee's concern about conduct in violation of this policy, whether in a formal
complaint or informally, must immediately report the issues raised to Employee Services Manager.

Investigation Procedures


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