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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.

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