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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.

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