Employee Handbook- Jacksonville Rev 2

Clorox Healthcare LLC
3611 St. John Bluff Rd. S
Suite 1
Jacksonville, Fl 32224

Table of Contents

History and Culture

HealthLink History
Company History
Code of Conduct
Safety Commitment
Quality Commitment
Union Free Statement

Policy Statements

Equal Opportunity
Anti-Harassment
Substance Abuse
Smoking / Tobacco
Internet Use
Computing Assets Appropriate Use

Employment Guidelines

Starting Your Job
General Plant Rules
Working Schedules Production Employees
Working Schedules Non Production Employees

Attendance
Leaving Premises
Complaint Procedure
Job Performance Improvement Program
Disqualification Procedure
Employment Record
Leaves of Absence
Family Medical Leave Act (FMLA)

Facilities

Automobile Parking
Lunchroom
Dispensary
Light Duty Policy
Purchase of Company Product
Employee Activities

Plant Safety Guidelines

Guard Yourself
Job Safety Analysis (JSA) and Training
Machine Safety
Equipment Pad Lockout / Tagout
Safety Training Observation Program (STOP)
Personal Protective Equipment (PPE)
Safety Shoes
Eye Safety
Hearing Conservation Program
Ring Policy
Hair Safety
Dress Code
Knives
Proper Lifting Techniques
Pedestrian Safety Awareness Program
Horseplay
Report Unsafe Conditions

Safety Committees
Use of Compressed Air
Lubrication
Tools
Housekeeping
Fire Protection
Environmental Affairs
Hazcom
Toxic Substance Control Act

Pay Policies

General Wage
Wage Rate and Progression Schedule (we have to change this part)
Shift Premiums
Paychecks
Overtime Payment
Call-In-Pay
Jury Duty
Bereavement Leave Pay
Sick and Personal Time Off

Employment Benefit Plans

General Policy
Company Service Credit
Holiday and Holiday Pay
Vacation
Vacation Purchase Program
Vacation Guidelines
COBRA Medical, Dental and Vision
Clorox Scholarships Programs
Education Assistance

Miscellaneous

Temporary Shutdown Procedure

I have received the Employee Handbook of HealthLink
Company, Jacksonville Plant. It is my responsibility to read and
become familiar with its contents and understand the policies,
procedures and benefits pertaining to my employment.I also
understand that Handbook summarizes the policies and
practices of the Jacksonville Plant. It is not intended to cover
everything, nor is it a contract of employment. I also realize from
time to time changes may be needed,and the Clorox Products
Manufacturing Company reserves the right to make such
changes and update the Handbook as necessary. Should I
leave the employment of The Clorox Products Manufacturing
Company’s Jacksonville Plant, I understand that my handbook
must be returnedto Human Resources.

Print Name:______________________

Signature:________________________
Date:____________________________

Welcome To Clorox Healthcare LLC

We are pleased that you have chosen to work at the HealthLink Manufacturing
Company in Jacksonville FL. Every effort will be made to ensure that your
employment here is a safe and rewarding experience. You are the most important
part of the facility.

To help you get acquainted with us, we have prepared this handbook as a guide
to the policies and procedures under which we work, and to the benefits and
privileges we enjoy. If you have any questions on any portion of this handbook,
your Department Manager, or I will be HealthLinkto discuss it with you. This
handbook, however, is not intended to and indeed does not offer any additional
rights to employment or employment benefits to Clorox Healthcare LLC
employees. From time to time, the programs and provisions of the Employee
Handbook may be modified as needed. Should such changes take place, you will
be notified as soon as possible. This Handbook supersedes all previous
Handbooks.

We are proud of our policies, which promote good communications. If you have
any problem that is in any way connected with your work, please do not hesitate to
seek help. We welcome the opportunity to assist you. Be assured that all such
matters will receive careful, thorough consideration at all times and will, of course,
be kept under the strictest confidence. Our policy of being available to employees
has been a tradition within our Company and we want each new employee to
know that we are available as needed for discussion of your problems.

Our Company has always been a leader in its field, mainly because we all work
together in a spirit of cooperation, friendliness and fair play. In maintaining this
relationship, it is important that you, your team members and support staff work
together toward resolving any problem that may arise in connection with your work
here and discuss any matter in which you desire information. Any suggestions
you may care to make will be greatly appreciated.

Sincerely,
Chris Timmons

History and Culture

HealthLink History

Located in Jacksonville, Florida, HealthLink products are considered some of
the finest produced in the Medical Industry. HealthLink was founded in 1993
with a very simple premise - Give The Customer What They Want. With this
vision HealthLink's flagship item, AloeGuard®, was born. Through a survey of
40 different sites in the Southeast, HealthLink asked one question - What would
you like to see in a soap? From this simple premise, we now carry over 2,200
items.

The HealthLink Family of Medical Products now covers a wide range - Medical
Lamps & Batteries, Infection Control, Stains & Reagents, Culture Media,
Biological Indicators, Environmental & Industrial Media and more.

The company, started by Bill Riddell in 1993, was purchased by the Clorox
Company in January 2012 and is now titled Clorox Healthcare LLC.

Clorox Company History

In 1913, a group of Oakland, California businessmen founded the
Electro-Alkaline Company, forerunner of The Clorox Products Manufacturing
Company. The Company originally produced industrial strength liquid bleach
sold in five-gallon crockery jugs to industrial customers in the San Francisco Bay
Area. At that time, Clorox bleach was manufactured at the Company's first
plant, which was in Oakland.

Clorox was an one-product company for its first 56 years, including the 11 years
from 1957 through 1968, when it was operated as a division of The Procter &
Gamble Company. Since its divestiture by Procter & Gamble in 1969, the
Company has broadened and diversified its product line and expanded
geographically. Today, Clorox manufactures a wide range of products that are

marketed to consumers in the U.S. and internationally and also is a supplier of
products to food service and institutional customers.

Over the years, The Clorox Products Manufacturing Company's name has
changed three times; in 1922 it became Clorox Chemical Corporation; in 1928 it
was renamed Clorox Chemical Company; in 1957, when Clorox was acquired by
Procter & Gamble, the name was changed to The Clorox Products Manufacturing
Company (an Ohio corporation); and in 1973, it became The Clorox Products
Manufacturing Company (a California corporation). The Company was
reincorporated in Delaware in October 1986 as The Clorox Company.

Facility History

This building was constructed in 1998 and we occupy 32,500 square feet of
warehouse, office and production spaces. The facility is both a manufacturing
facility and a distribution center.

Business Ethics

Professional and working relationships within the Company and with customers
and suppliers should be founded on mutual trust. Adherence to the highest
standards of personal integrity and professional ethics will allow you to establish
and maintain this trust. In your contact with customers and suppliers, you must
be truthful and honest, accept responsibility for actions and refuse to offer or
accept gifts or favors of a nature or value that might be construed as influencing
your professional activities. The basic virtues of kindness, courtesy and integrity
are the key elements that provide the framework for a pleasant working
environment.

Within the Company, honesty is required in relationships and transactions,
including the reporting of production results, attendance records, time and pay
records, reason for absence and property protection, etc. As a HealthLink

employee, responsibilities go far beyond the specific situations described in these
statements and are reflected in everything you do, both on and off the job.

The hours spent at work are more satisfying and rewarding when you
demonstrate respect for each other, regardless of race, color, religion, sex, age,
national origin, veteran status, handicap, background or responsibility in the
organization. As such, rumors and gossip about other HealthLink employees and
their personal lives or unfounded accusations of wrongdoing have no place in our
work environment.

Compliance with this policy is the responsibility of each HealthLink employee.
Employees with knowledge of irregularities that may represent questionable
ethics should report the matter to their Production Team Leader, Department
Manager or the Human Resource Department.

Safety Commitment

Safety in the workplace is a top priority at HeathLink Company as we strive for
zero injuries. HeathLink Company takes pride in making this a safe place to work
and protect you against injuries and health hazards. We do this by providing
personal protective equipment necessary to work safely and safety related
training to perform your job. In addition, safety devices have been installed
throughout the facility while safety and health practices are continually reviewed.
In order for these preventive safety measures to be effective, you must take the
responsibility to use these devices and to follow safe practices.

Quality Commitment

“HEALTHLINK, CLOROX HEALTHCARE LLC will meet or exceed customer expectations by providing
exceptional products and customer service. We will demonstrate a commitment to continually
improve product quality and reliability through effective Quality Management Systems and
compliance with all applicable Regulatory requirements.”

It is our policy to maintain a reputation as a responsible supplier in the eyes of our
customers. It is vital to our Company's continued success and long-term growth
that we guard zealously the image of top quality products readily available at
competitive prices. Our goal is to have products with a balance of characteristics
that meet the needs of the customer better than other products available in the
marketplace, yet are produced and offered at a price the customer is willing to
pay.

We believe that quality must be built into a product. Quality cannot be inspected
into the product after it is made. We therefore ask that you, in your assignment,
help to make our product meet the published quality standards.

Policy Statements

Equal Employment Opportunity

The HeathLink Company's Equal Employment Opportunity Policy is a firm com-
mitment that, when we make employment decisions involving applicants or
employees, we will not discriminate on the basis of race, color, national origin,
sex, sexual orientation, marital status, citizenship status, religion, age, physical or
mental disability, ancestry, or veteran status.

In addition, all employees or applicants may be assured that any complaints or
questions concerning Affirmative Action or Equal Employment Opportunity may
be registered without fear of coercion, retribution, or intimidation.

Substance Abuse

The HeathLink Company is committed to the protection of employees from
identified occupational risks. Drug and/or alcohol abuse is a safety, health and
security concern in the workplace. For this reason, the attainment of an alcohol
and drug-free workforce is one of the HeathLink Company’s primary goals.

The HeathLink Company policy includes pre-employment drug testing, post
accident testing, random drug testing and testing for cause. This policy complies
with all federal, state, and local laws. The Company will protect the confidentiality
of all employees’ medical information relating to any drug testing and only
disclose such results on a "need to know" basis. As stated in our substance
abuse policy, any employee caught on Company property or in a Company
vehicle in the act of dealing, storing, transferring, selling, purchasing, using
alcohol, illegal drugs or legal drugs not used in the manner prescribed is subject
to termination.

Smoking/Tobacco Policy

The HealthLinkManufacturing Company has an obligation to provide all
employees with a safe and healthy place of employment. Disease risk due to the
inhalation of tobacco smoke is not limited to the individual who is smoking.
Second-hand smoke is more hazardous to the nonsmoker and can actually
contain concentrations of noxious compounds several times higher than that of
mainstream smoke. This combination of scientific findings and legislation has
resulted in a NO SMOKING/TOBACCO POLICY at all the Clorox Healthcare
facilities.

Computer and Internet Use Policy

It is the policy of The Clorox Company and Clorox Healthcare that the security,
privacy and integrity of our business information and our customer’s information
be protected by all employees. The security, privacy and integrity of the

Company’s information is a basic employee responsibility. The company
reserves the right to suspend an individual’s access to information systems such
as computers and voicemail at any time, or whenever there is a concern of
security or inappropriate use.

It is the policy of The Clorox Company and Clorox Healthcare that Internet users
must not make any statements or access any websites that would be libelous,
embarrasing or harmful to the reputation or image of the Company. When using
Clorox network or computing services to access the Internet, you are acting as a
representative of the Company. Your electronic mail identity (e.g.
[email protected]) can be traced to Clorox through the Internet software you
are using. Clorox’s email systems are intended for the transmission of business-
related information. Company email may be monitored to determine if its content
is appropriate.

For further information or questions regarding the acceptability of any specific use
or operation of the corporate network, Internet usage or email usage, contact
your manager or Information Service Security.

Employment Guidelines

Starting Your Job

After your initial orientation, you will be given additional training prior to beginning
your job, such as safety, process/technical and quality training. Once your initial
training is complete, you will then be introduced to your team members and your
job will be further explained. Feel free to ask any questions that will help you
acquaint yourself with your new job and your fellow team members. As you
become acquainted with your job, you may have suggestions for improvement of
our product, methods or working conditions. Feel free to discuss them with your
team members and/or departmental support staff. Likewise, do not hesitate to
discuss with them any problems you may have.

General Plant Rules

For many people to work together requires a commitment to certain standards of
conduct. We trust and expect that you will accept and observe the guidelines
outlined below; these are but a few examples of our standards:

1. You will be expected to conduct yourself in a manner that will reflect favorably
upon yourself, your team and upon Clorox Healthcare as a whole.

2. All the property in this plant is essential for the proper manufacture of the
product and for the comfort of the employees. We ask that none of the property
be abused or misused in order that all employees may have full benefit of working
in pleasant surroundings.

3. Soliciting (selling items such as tickets, collecting money, etc.) on business
other than for the Company, or transacting any personal business is not permitted
during working hours, unless authorized by Human Resources.

4. Plant telephones are for business use. Personal phone calls during work
hours interfere with operations. Normally, employees will not be called to the
telephone to receive incoming personal calls except in case of emergency.

5. Due to the distraction resulting from using cellular phones and pagers while on
the production floor, the use of such devices is permitted only while on break in
the lunchroom or surrounding area. Cellular phones and pagers are not to be
carried out into production or distribution areas. There may be exceptions made
to this policy based on special need. If you feel that you have a special need that
warrants using a cellular phone or pager while in the plant, contact your
Department Manager for approval/authorization.

6. All safety and traffic rules and regulations must be carefully observed. General
safety rules are included in the following sections of this handbook. Additional
rules and regulations governing safety will be furnished by your team's safety
coordinator, or by support staff.

7. Firearms, alcohol, and drugs will not be permitted in the plant or on plant
property.

Working Schedules

For 4-day employees (Monday thru Thursday), ten (10) hours shall constitute the
standard workday and forty (40) hours, the standard workweek. The workweek
begins at 6:30 a.m. Monday and ends at 5:00 pm. Thursday.

For 5-day employees (Monday thru Friday) eight (8) hours shall constitute the
standard workday and forty (40) shall constitute a standard work week.
Working shifts and hours may vary depending upon the work requirements and
business conditions. Your working hours will be explained to you during your
orientation. If subsequent changes are required, they will be explained to you.

Lunch periods and breaks are scheduled in accordance with your shift. The
standard break and lunch schedule for the 10-hour shift it is one lunch (30
minutes). For the 8-hour fixed shift schedule, it is one lunch (30 minutes). Your
team members will inform you of the lunch and break schedules.

Due to safety and health considerations, the maximum allowable number of
consecutive days that any team member can work without a twenty-four hour
break is seven. Department Managers, however, can authorize working more
than seven consecutive days where the situation is warranted and appropriate.

Attendance

There will be occasions when employees will not be able to report for work. If it is
necessary to be absent from work for any reason, please notify your department
or your support staff as far in advance as possible prior to the start of the shift. If
such advance notice cannot be given, notify the working team, departmental
support staff or the Human Resources Department promptly by telephone. Since
it is the employee's responsibility to provide notification of absence, please make
sure that the information is communicated correctly.

Employees absent from work without reporting their absence for three (3)
consecutive days will be released by the Company. This must not be construed
as relieving any employee of the duty to report and explain absences of less than
three (3) days.

Complaint Procedure

In the interest of good employee relations, it is extremely important for you to feel
free to discuss any problem, complaint, or matter of dissatisfaction that may arise.
We cannot help you unless you tell us about them.

If you have a problem or question:

1. Talk it over with your team. If the concern centers around the work
atmosphere or duties, they should be able to help. If necessary, address the
problem during a team meeting. You and your team members must analyze the
facts and make a decision that is fair and appropriate for the whole of the team
and plant. If you feel that your problem has not been thoroughly and fairly
considered, take the next step.

2. Discuss it with your Production Team Leader and/or Department Manager.
Your Department Manager has the overall knowledge of your department's
functions and is in a position to consider your problem on a wider scope. If you
are not satisfied, proceed to Step 3.

3. A meeting will be scheduled with the Plant Manager who with the aid of
others, if necessary, will attempt to find a mutually satisfactory solution to your
problem.

4. If your problem has not been solved to your satisfication you may Clorox
Human Resources at 800 UR CLOROX.

If your problem is unusually complicated, the Director of Manufacturing or other
officials of the Company will take a personal interest in the matter, because they

realize that it is only in working together in this way that we can maintain good
employee relations building on a spirit of friendliness, cooperation and fair play.

Job Performance Improvement Program

It is the Clorox Healthcare policy to place as few restraints on personal conduct
as possible. We are justifiably proud of our employees and the manner in which
they conduct themselves. We rely on individual good judgment and sense of
responsibility. Each employee is expected to conduct himself, or herself in an
appropriate manner. However, for the protection of property, business interests
and other employees, the Company has established certain rules of conduct,
which are consistent with standard industrial practice.

Failure to observe established rules and practices can lead to corrective action
including counseling, formal warnings, and if necessary, termination. The
process is intended to be corrective in nature. Its primary objective is to help
identify problems and deficiencies and provide the knowledge and ability to
improve performance. The specific developmental action will normally be based
on an assessment and the seriousness of the offense, the circumstances and the
individual's employment record. If in the judgment of the Company, the
employee's performance cannot come up to standard or conduct cannot be
corrected, or it seriously threatens the well being of the employee, or other
employees of Clorox Healthcare, the Company reserves the right to take
whatever corrective measures it feels are appropriate, including termination.

Disqualification Procedure

Experience has shown that instances may arise where a team and support staff
find it appropriate to disqualify an individual from a job classification due to
unsatisfactory performance rather than terminate their employment. This
disqualification procedure may be appropriate in situations where all of the
following conditions exist:

 Where the employee cannot perform the technical requirements of the job
(either on-the-job technical application, or unsuccessful in completing the TPC
books).

 Performance in all other job related areas must be good. (Examples are
interpersonal/communication skills, attitude, team skills, attendance, etc.)

 A vacancy must exist in a lower job classification in which the disqualified
employee has the necessary qualifications and ability.

 It must be in the best interest of the HeathLink Plant to continue the
employee’s employment in a lower job classification.

If all the above conditions exist, the disqualified employee will be assigned to a
vacancy in the highest job classification available, but below the one in which
he/she is being disqualified. If there are no vacancies in the lower job
classifications, then termination of employment would result. The terminated
employee would be subject to rehire into the entry level job classification once an
opening became available. The only time that this employee may be rehired into a
job classification higher than the entry-level job, but lower than the job classification
to which he/she was disqualified, would be if the job could not be filled internally.

Employment Record

It is the employee's responsibility to keep the Human Resources Department
informed of any change in marital status, the number of dependents, telephone
number and address so that Employment Records will be up to date at all times.
Employees are encouraged to update their personal information by going into MY
Workplace on the Clorox Web.

Leaves of Absence

Leaves of absence without pay may be granted for personal business, family
medical problems or military obligations. Each request for a leave must be
discussed in advance with Department Management and will be considered
based on eligibility, performance, workload requirements, existing vacation
schedules, availability of others to fill in and state and federal laws.

Facilities

Automobile Parking

Parking facilities are conveniently situated on the Plant site. Extreme care should
be exercised in the parking area. Automobiles should be parked in an orderly
manner so that the maximum capacity of the parking lot will be available. .
Employees should not park in the designated “handicap” parking locations unless
they have a handicap-parking permit. The Company cannot assume
responsibility for damage to cars, or articles stolen from cars while in the parking
area. Please observe posted traffic control and safety signs.

Lunchroom

Lunchroom facilities are provided for the convenience of all employees.
Employees may bring their lunch or purchase food and beverage from the
vending machines located in the lunchroom. In the interest of sanitation and
good housekeeping, we ask that all employees store and eat their lunch in the
lunchroom or outside patio area and not take food items onto the production floor.

Incident Reporting Requirements

Employees are responsible to report every injury immediately, no matter how
slight it may be. Prompt medical attention may prevent aggravation of the injury
and serious complications.

Injuries must be reported within 24 hours of occurrence in order to assure proper
coverage by our worker’s compensation insurance.

Employees who feel ill while at work should notify their Team Safety Coordinator
and First Responder. The Safety Coordinator and First Responder will then make
a determination as to what medical attention should be provided.

First aid supplies will be provided on an as needed basis. Employees are
encouraged to provide their own basic medications such as aspirin.
Employees who are absent from work as a result of illness or injury, and are
under a doctor's care, must report to the Human Resources Department before
returning to work and provide a doctor's release in order to obtain clearance to
return to work.

When employees are ready to return to work following an absence due to illness
or disability of more than 24 work hours (two or three consecutive days,
depending on schedule), they must obtain clearance through the dispensary
before returning to work.

If employees are required to take any prescribed medications, please report
these to Human Resources; some medications may alter level of alertness that
may be hazardous around machinery.

If a work related injury requires care other than that available in our own
dispensary, employees will be taken to a nearby clinic or hospital for treatment.

A complete investigation of every accident is made by qualified persons. This is
done, not to place blame, but to find the cause and to take steps to prevent future
accidents. Employees are expected to participate in these investigations so that
future accidents can be prevented.

Light Duty Policy

When it is deemed necessary for an employee to be placed on light duty for
either an on-the-job or off-the-job injury or an on-the-job or off-the-job illness,

documentation will be required from the treating physician supporting this
request.

Light duty will be handled according to the following guidelines for the specific
type of Injury / Illness:

On-the-job Injuries and Illnesses:
Accommodation for modified work will be made for any occupational injury or
illness resulting from the course of employment with HeathLink Company. When
light duty accommodations are required, all efforts should be made to keep the
employee on their regular shift and regular team. If the employee has permanent
restrictions and receives a maximum improvement rating from the physician,
available positions within the plant will be evaluated to determine if the employee
is qualified for the job and also if the job is within the restrictions noted by the
physician.

Off-the-job Injuries:
Accommodations can be made for any employee who is injured off the job and
requires light duty work. When light duty accommodations are required, all efforts
should be made to keep the employee on their regular shift and their regular
team. Day shift accommodations can be made if necessary for a period of time
up to 60 calendar days. An off-the-job injury is classified as any injury an
employee sustains away from work that occurs on a specific date and time (i.e.
automobile accidents, sports related, accidents around the house, etc.).

Bulletin Boards

Bulletin boards are located in the lunchroom. The Bulletin Board is the primary
means of official communication. It is extremely important that you keep aware of
its contents at all times. Items of a political, religious or controversial nature will
not be posted on the bulletin boards. The Company may remove items that have
not been previously approved.

Postings will include:

 Plant news
 Plant directives and procedures
 Corporate notices
 State and Federal notices
 Employee activities
 Current events
 Business updates and information
 Job Postings and related information

Purchase of Company Products

Company products are sold to employees for their own personal use (their
immediate family) only through the Employee Store, which will be open at various
times. Please see the Bulletin Board for Employee Store hours.

Plant Safety Guidelines

The HeathLink Company makes every effort to make this a safe place in which to
work. There is a well-organized safety program that involves the total Amherst
Team. The program includes safety committees, plant safety audits, Job Safety
Analysis (JSA), STOP program, safety training, and individual participation.
Employees are responsible for their own safety as well as the safety of their
fellow team members. To prevent accidents and injuries:

 Learn all safety rules.

 Follow all safety rules.

 Keep safety in mind at all times.

 Keep away from all equipment that you are not authorized to operate.

 Consult your team or Department Manager when in doubt.

 Report all injuries immediately, no matter how slight.

 Be Accountable for both your own and your team member's safety.

Guard Yourself

Before starting any equipment, ensure that all safety guards are in place. Never
remove a guard or tamper with it in any way. Never adjust or clean a machine in
motion. Do not reach into moving equipment.

Job Safety Analysis (JSA) and Training

A study of each job from a safety standpoint can be both a valuable training aid
as well as a continuous means of increasing awareness to the potential hazards
connected with day-to-day responsibilities. The JSA for your job will be carefully
reviewed during the employee orientation process. In addition, a periodic review
will be conducted every six months to serve as a reminder of the hazards and
increase overall safety awareness.

Machine Safety

Be sure before operating any machine that you understand the machine and how
to operate it safely. The safe way is the only right way. When in doubt, ask first.
Always be certain to read and understand the Job Safety Analysis for the
equipment that you are operating.

Prior to machine adjustment or repair, the machine in question must be turned off
and properly locked out before such work begins. Violation of the "Lock-Out"
policy could result in termination.

Equipment Pad Lockout/Tongout

The HealthLinkManufacturing Company's Pad Lockout/Tongout Policy is intended
to eliminate serious injuries and fatalities that could result from the unexpected
start-up or energization of equipment during repair, installation, alteration,
adjustment, cleaning, jam-clearing, inspection, maintenance, servicing, etc. The
policy addresses general situations where a Pad Lockout/Tongout/Tagout is to be
used. The policy also adresses the safe removal of a Lockout device when an
employee who installed the device has left the plant. Please refer to the Amhest
Pad Lockout/Tongout Policy for specific requirements and definitions regarding
this policy.

This policy is in concurrence with OSHA standard 1910.147, The Control of
Hazardous Energy Sources.

A complete and thorough review of the HealthLinkManufacturing Company’s Pad
Lockout/Tongout Policy will be completed prior to beginning your job. Violation of
the Pad Lockout/Tongout Policy will subject an employee to disciplinary action up
to and including termination.

Safety Training Observation Program

BBS training is based on the principle that safety is everyone's responsibility. Its
objective is to prevent injuries by training all employees to recognize and
eliminate unsafe acts and unsafe conditions from their work areas and work
activities. It focuses on developing safety awareness and self-auditing skills that
are vital to good safety performance.

All employees will receive BBS training as part of their initial and on-going safety
training.

Personal Protective Equipment (PPE)

If the duties of your job require that some type of personal protective equipment
be used, such as a face shield, gloves, such personal protective equipment will
be identified in the Job Safety Analysis (JSA) and will be provided by the
Company.

Safety Shoes

Employees are required to wear steel-toed safety or ANSI approved shoes while
at work on the production floor. No sandals, high heels, slippers o open toe
shoes. The Company will reimburse up to a set amount to assist employees in
their purchase of steel-toed safety shoes on an annual basis. The Human
Resources Department can provide more information.

Eye Safety

Safety glasses or other eye protection are required while performing certain tasks
and must be worn at all times while in designated areas of the plant.

Employees who wear prescription glasses must wear safety prescription glasses.
The HeathLink Company will pay for the part o the cost of specified safety
glasses. If more costly frames are desired, employees must pay the additional
cost.

Replacement of safety glasses because of prescription changes or accidental
damage to the glasses on the job are included in the program.

Jewelry Policy

Due to the potential for injury resulting from wearing rings, bracelets etc. in a
production environment, jewelry is not allowed to be worn while in the plant
production and distribution areas. All rings must be removed once you enter the
production area from the main hallway or enter into the distribution area from
outside the plant. This includes walking from the front office area to the
production offices, or while coming in off-shift for training, picking up paychecks,
etc.

Hair Safety

Long hair must be restrained so that it does not reach below a normal T-shirt
collar. Ponytails need to be tied so that they are not free swinging and do not
reach below a normal collar.

Dress Code

Our dress code is designed with employee safety as the governing guideline. It is
intended to set standards that will maximize protection and minimize hazards
without sacrificing comfort and individual taste. More specific dress code
requirements are listed in the plant’s Job Safety Analysis (JSA).

We hope that our employees’ appearance will conform to the generally accepted
standard for industrial facilities. Attire that may be unsafe, distracting or offensive
will not be allowed. See-through garments, bare midriff, and loose fitting clothing
and jewelry are examples of attires that are unacceptable.

Knives

Years of experience, some of it very painful, have taught us that knives can be
dangerous. We have, therefore, prohibited the use of personal knives and allow
only Company issued safety knives to be used for specific tasks. Refer to the
Job Safety Analysis and Plant Knife Policy to review the procedures and personal
protective equipment to be worn when using knives and performing certain tasks.

Unauthorized use of any type of knive other than what the Plant Policy will be deemed in
the violation of plant safety policy. Any employee found in violation of the knife plant
policy shall be subjected to the plants standard disciplinary process.

Proper Lifting Techniques

When lifting heavy objects, bend your knees, keep your back straight and lift
with your legs.

Pedestrian Safety Awareness Program

Walk, never run! It is very important, when walking through the plant, to follow
the guidelines as specified in our Pedestrian Safety Awareness Program.
Pedestrian aisle ways and passageways are clearly marked. We insist that

employees do not use those doorways designated for fork truck traffic and that
employees stay within the pedestrian aisle ways. When traveling through the
plant in areas where there are no pedestrian aisle ways or passageways, walk in
the center of the fork truck aisle to increase visibility. Treat all intersections with
extreme caution and stop, look and listen whenever entering an intersection.
Running within the confines of the plant building and property is a safety violation
and will be treated as such. Don't take unnecessary chances, and remember,
walk, don't run!

Horseplay

Horseplay will not be tolerated. Innocent pranks can cause serious injuries. Any
employee(s) involved in horseplay would be subject to disciplinary action, which
could include termination.

Report Unsafe Conditions

Be sure to correct and report any unsafe conditions. It's extremely important to
take the initiative to correct the unsafe condition and report the observation and
corrective action through the BBS Program.

When a Near Miss Occurs

When a near miss occurs, fill out the Near-Miss/Frist-Air Report. Tun into Safety
Pillar Owner within 24 hours.

Safety Committees

Safety Committees have an important role in our accident prevention program.
Employees may be asked to serve on various committees from time to time.
Employee participation has a direct effect on the success of the safety program.

The Safety Steering Committee which involves support staff members and Team
Safety Coordinators, has the responsibility for reviewing and directing the entire
safety program.

Use of Compressed Air

Never use compressed air to dust off clothes or bring a jet of air in contact with
yourself or any other employee. Serious injuries can result from carelessness
with compressed air. Goggles must be worn whenever compressed air is used
for cleaning.

Lubrication

Do not grease or lubricate any equipment while it is running, and does not
change parts unless the power is both shut off and locked out.

Certain equipment however, does provide outside grease fittings specifically
designed for lubricating while the equipment is running. This is the only
exception and the equipment is identified in your JSA.

Tools

Inspect all tools prior to starting a job to be sure that the tool is appropriate and in
a safe condition to use. Defective or inappropriate tools could result in serious
injuries.

Housekeeping

Good housekeeping throughout the plant is essential to maintaining safety,
efficiency and satisfactory working conditions. Every reasonable effort must be
made to provide a high standard of neatness and cleanliness. Your full and
energetic support is required to keep our plant up to standard.

There are specified practices for the disposal of waste, alignment of containers,
cleaning of equipment and floors and disposition of tools and other accessories

when not in use. Please readily suggest ideas for improvement of housekeeping,
for these will always be gladly received and carefully considered.

To help maintain a neat and clean appearance and to reduce the potential for
injury resulting from congested work areas, always practice the "CLEAN AS YOU
GO" philosophy that we have adopted at our plant.

The Company emphasizes quality of product, upon which preservation of its
business, and therefore your own job, depends. Good workmanship, high quality
and maximum production can be obtained only when general orderliness prevails.

Fire Protection

Each employee has a personal stake in doing everything possible to prevent fires.
A serious fire may result not only in temporary loss of work and earnings, but also
might result in personal injury or loss of life.

All employees must report fire hazards (such as accumulation of oily rags, bare
wires, loose electrical connections, etc.).

Various types of fire extinguishers are strategically located throughout the Plant.
All employees will be trained in the proper use of various types of fire
extinguishers.

The following precautions should be observed at all times:

All extra clothing should be kept in lockers.
All refuse should be placed in waste cans.

Fire doors must not be blocked or locked. They must be kept clear.

All aisle ways, passageways and accesses to fire extinguishers and hoses
must be kept free of obstruction.

Environmental Affairs

Dumping oil, solvents or other such material into the sewers or drains or onto the
ground is prohibited by State and Federal Laws and Corporate policy. Waste
process materials must be disposed of properly. Willful violation of environmental
policies is a serious offense, and will be treated accordingly.

HAZCOM

The Hazard Communication Program establishes requirements to assure that
hazards of all chemicals imported into, produced or used in the workplace are
evaluated and that the resultant hazard information and associated protective
measures are communicated to affected employers and potentially exposed
employees.

Initial and periodic training will be provided to ensure that all employees know
about chemical hazards so they can participate in and support the protective
measures in place in their department as well as in the plant.

Toxic Substance Control Act

Employees are required under Section 8(e) of the Toxic Substance Control Act to
report to either their Department Manager or Human Resources information
which they have that indicates there is a reasonable probability that a chemical
processed, used or sold by this plant presents a substantial risk of injury to health
or environment.

Pay Policies

Wage Rates and Progression Schedule

All new employees are hired at the starting rate according to the specific job in
which they begin employment with the Clorox Healthcare. As employees
progress through training they will be taught skills to improve their abilities in the
manufacturing process, perform mechanical repairs and to work in a team
environment and be self-managed.

The pay system is a pay-for-skills concept. As an employee successfully
completes training, academic home study/testing, and satisfactory job
performance, they advance in skill level, wage rate and ability to contribute to the
team and the plant. There are minimum/maximum time limits at each level
throughout the progression, for each job in the plant and every employee must
advance to the required level of their respective job within those prescribed time
limits. Movement through the wage progression, depending on job, is based on
the following factors:

1. Successful completion of the Pay for Skills program requirements
2. Thorough understanding and application of all technical and process job

requirements
3. Ability to work in a team environment and be self-managed
4. Satisfy the minimum time requirements

Paychecks

Lost paychecks should be reported to your Department Manager or the Payroll
department at once. The Company can immediately stop payment of the check.

Employees are encouraged to use Direct Deposit. This allows your net pay to be
directly deposited into the bank (or other financial institutions) accounts of your
choice with deposits made automatically each Friday. Otherwise your check will
be mailed to your home address.

Overtime Distribution

Overtime work opportunity is divided as fairly as practical among the employees
in a department who regularly perform the same type of work and who are
available and qualified to perform such work.

See the written OT policy for specific details.

Overtime Payment Policy

Employees regularly scheduled to work eight (8) hours in a day will receive pay at
the rate of time and one-half for all hours worked in excess of forty (40) in a
regularly established work week, provided these hours of work have not
otherwise been paid for at overtime rate. Employees regularly scheduled to work
ten (10) hours in a day will receive pay at the rate of time and one-half for all
hours worked in excess of in a regularly established work week or thirty-six (36)
when regularly scheduled for thirty-six (36) hours in a week provided he/she work
or satisfy all thirty-six (36) hours as scheduled and that these hours have not
otherwise been paid for at the overtime rate.

Holiday pay does not count toward hours worked when computing overtime.
However, when taking the 11th Personal Holiday or when a holiday falls on a
scheduled workday and the plant shuts down in observance of the holiday, the
holiday counts toward satisfying your regular schedule. This means all hours
worked outside of your regular schedule will be paid at time and one-half,
provided you work or satisfy all other hours in your regular schedule. If the Plant
is running (in operation) on a holiday; any employee who was scheduled to work
and chooses not to work will be considered as not having satisfied his/her regular
schedule. As a result, overtime rates will not be paid until he/she actually works
over forty (40) hours in that week.

Vacation pay and funeral pay also do not count toward hours worked when
computing overtime. However, both vacation and funeral pay will count toward
satisfying your regular schedule so that any hours worked outside of your regular
schedule will be paid at time and one-half provided you work or satisfy all other
hours in your regular schedule.

It is not the policy of the Company to require an employee who works overtime to
take off to offset such overtime, nor to take time off to avoid what otherwise would
require payment of overtime.

Call-In Pay

There may be situations where an operational problem occurs at the work facility,
and an employee will be asked to resolve the problem either by telephone or in
person.

By Phone:

 If a non-exempt production employee is summoned by telephone to fix a
minor problem, he/she will be paid a minimum of 30 minutes at his/her
regular rate of pay for the job called in.

 If more than one telephone call is needed to resolve the problem,
cumulative time spent will count towards the 30 minute limit. Any cumulative
time over 30 minutes will be paid on actual time spent to resolve the
problem.

 If the problem is determined to be more complicated than a telephone call
to fix it, the employee may need to report into work.

In Person:

 If a non-exempt production employee is called back to work after having
punched out at the end of the shift and left the plant premises or after
having been sent home early, a minimum of 4 hours of pay will be granted.

 If the solution takes longer than 4 hours to resolve, the employee will
receive payment based on actual hours worked over 4 hours.

 Pay will be based on the rate of the job for which the employee was called
in. Overtime premiums will be paid as provided for under “Overtime” in this
policy.

Procedures for Recording Time Worked

 Non-exempt production employees should follow the procedures referenced
in their local plant’s handbook as to the recording of time.

 Managing workers should follow their local time keeping procedures as
specified in their plant’s handbook as to the recording of the time.

 For the purposes of overtime, time worked will include all actual time that
the non-exempt production employee works within the work week. In
addition, any scheduled vacation time, company-paid holidays, personal
floating holidays, and military leave occurring in the work week will be
considered time worked for the calculation of overtime.

Jury Duty Plan

Refer to Corporate policy on Clorox Website.

Please submit documentation from the Clerk or Bailiff of the Court to the Payroll
department to receive compensation.

Employee Benefit Plans

It has long been the policy of the Clorox Healthcare to provide good working
conditions and to promote the welfare of employees. In line with this policy, the
Company offers numerous Benefit Plans to meet the needs of our employees.

The primary purpose of these plans is to afford a measure of security for all of us.
Some allow us to lead fuller lives through time off without loss of pay. Others
assist us financially in saving for the future, while others provide for a reasonable
amount of protection against unforeseen circumstances.

It is the policy of the Company to review and update these plans from time to time
as business conditions permit and circumstances warrant.

These plans are available for all employees at our plant upon attainment of
eligibility requirements.

For more specific information regarding our Benefit Plans and Programs, please
refer to the Clorox Employee Benefits Handbook, the Clorox Employee Disability

Pay Plan booklet, contact the Human Resources Department, or the HR Service
Center at the General Offices (GO) in Oakland, CA at 1(800) 709-7095.

Holidays and Holiday Pay Plan

The HealthLink Plant will observe eleven (11) Company paid holidays each year.

Ten of these holidays are designated and one day will be a Personal Holiday.
The 11th Personal Holiday is for employees to use on another Federally

recognized holiday that is not one of our ten designated holidays. This allows

everyone the opportunity to celebrate an additional holiday (or other special day

of significance) as they choose. There will be no restrictions or limitations

regarding the number of people that can be off on any of the other Federally
recognized holidays. However, if you choose to utilize this 11th Personal Holiday

on any other day, you will have to schedule it based on departmental guidelines.

The following holidays are to be observed:

New Year's Day Thanksgiving Day
Martin Luther King Day Friday after Thanksgiving
Good Friday Christmas Eve
Memorial Day Christmas Day
Labor Day
Independence Day

For all day shift personnel working five (5) days/week, holidays occurring on
Sunday will be observed on the following Monday and all holidays occurring on
Saturday will be observed on the preceding Friday. For 10-hour shift personnel,
the holiday will be observed on the calendar day on which it falls.

Holiday pay is determined based on each employee’s original work schedule. For
8-hour fixed shift employees the holiday pay will be eight (8) hours at the straight
time rate. 10-hour rotating shift employees will be paid either eight (8) or twelve

(10) hours of holiday pay at the straight time rate depending on their original
schedule as shown on the yearly shift calendar. If scheduled, twelve (10) hours
of holiday pay will be paid. If not scheduled to work the holiday the employee will
be paid eight (8) hours of holiday pay. Even in a situation where a 10-hour shift
employee works on a holiday he/she will receive eight (8) hours of holiday pay if
originally not scheduled to work based on the yearly shift calendar.

In a situation where the company determines that the plant will be closed
(employees instructed not to report to work) in observance of a holiday,
employees who were scheduled to work will be paid holiday pay (originally
scheduled hours multiplied by the straight time hourly rate).

All work performed on holidays recognized by the Company or the day observed
as the holiday shall be paid for at the premium rate of time and one-half for all
hours worked plus holiday pay.

To be eligible for such pay for holidays not worked, an employee must work the
last scheduled or planned day prior to the holiday (if within 72 hours of the
holiday) and the first scheduled or planned day following the holiday (if within 72
hours of the holiday). Only scheduled or planned days on either 72 hours before
or after the holiday will be considered in satisfying the requirement of working the
day before or day after the holiday.

The following rules are to be used in determining whether or not an employee
satisfied the requirement of working the last scheduled or planned workday prior
to the holiday or the first scheduled or planned workday following the holiday.

1. It shall be considered a "day worked" if the Company is satisfied that the failure
of the employee to work full time is due solely to one or more of the following
conditions:

A.) Illness / Injury: To be eligible for holiday pay as a result of an absence
due to illness or injury, the employee must provide supporting
documentation from the treating physician.

B.) Serious misfortune or circumstances completely beyond the employee’s
control

C.) Failure of the Company to provide work
D.) Prior Support Staff permission to be excused
E.) Lateness or leaving early, not to exceed one hour, will be excused.

2. Employees shall not, as a result of temporary suspension from work due to an
emergency situation, be denied pay for holidays to which they are entitled under
the foregoing provisions.
3. An employee who has committed to work on the holiday and fails to satisfy
that commitment shall receive no pay for the holiday unless excused by the
Company.

4. In the event a holiday occurs during an employee’s paid vacation the
employee shall be granted an additional day of vacation with pay to
accommodate for the holiday.

Re-employment

In case an employee is re-employed by the Company after having been paid a
layoff allowance, Company Service Credit for any subsequent layoff allowance
consideration will start from the date of such re-employment.

Temporary Shutdown Procedure

At times it may become necessary to temporarily reduce the number of
employees on an operation or to stop operations completely. For example, a
planned shutdown for necessary maintenance or rearrangement of facilities, or
emergency situations, such as a fire, lack of public service, equipment
breakdowns, shortage of materials, etc. In such cases, the following procedure
will apply, unless there is reasonable expectation that the shutdown will be of
considerable duration.

1. If it is necessary to shut down after employees have reported for work, those
employees working on the job at the time may be shifted to other work in the
plant that may be available. If no work is available, employees affected may be
sent home without pay for the remainder of the shift.

2. If the shut down continues into the next shift or succeeding days, and work is
not available, employees whose jobs are not operating will be advised not to
report for work.
3. If the emergency shutdown is expected to be of short duration, the Company
reserves the right to temporarily use the work force in such a manner as to insure
the greatest benefit to all.

Safety Recognition Plan

The purpose of the Safety Recognition Plan is to encourage participation of all
Employee in the area of safety awareness and procedure. This program will
recognize those individuals who strive to make HealthLink plant safer for all
Employee. Information concerning incentive plans will be provided as part of he
orientation.
Annual Safety Recognition Event
We will recognize the plant for completing milestones event without a recordable
incident. The safety Pillar team will conduct the event. The event is undefined so
the Team can be as creative and spontaneous as they wish, so long as budget is
established with the plant manager.
Eligibility

To be eligible for any safety recognition, the employee cannot have any safe
incident.
Safety Employee of the month

Safety Employee of the Quarter

Safety Employee of the Year