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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.

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