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CA-Time Off for Volunteer Firefighters, Reserve Peace Officers & Emergency Response Personnel
An employee who is a volunteer firefighter, reserve peace officer or emergency rescue personnel is permitted unpaid time
off, not to exceed fourteen (14) days per calendar year, for the purpose of engaging in fire, law enforcement or emergency
rescue training. If an employee requests time off under the policy he or she must notify his or her direct supervisor
immediately after the need for the leave becomes known.

Utah Addendums

UT-Equal Employment Opportunity
National EWP is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color,
religion, national origin, citizenship status, age (40 and over), disability, sex, sexual orientation, genetic information,
pregnancy, childbirth, pregnancy-related condition, AIDS/HIV, 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 employees
need assistance to perform their 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 employees wish to request such an
accommodation, they should 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. If an employee feels he or she has been subjected
to any such retaliation, he or she should bring it to the attention of the Employee's Supervisor. To ensure our workplace
is free of artificial barriers, violation of this policy including any improper retaliatory conduct will lead to discipline, up to
and including discharge. All employees must cooperate with all investigations.

CLOSING WORDS
This handbook is intended to give employees a broad summary of things they should know about National EWP. The
information in this handbook is general in nature and, should questions arise, any member of management should be
consulted for complete details. While we intend to continue the policies, rules and benefits described in this handbook,
National EWP, in its sole discretion, may always amend, add to, delete from or modify the provisions of this handbook
and/or change its interpretation of any provision set forth in this handbook. Employees should not hesitate to speak to
management if they have any questions about the Company or its personnel policies and practices.

HANDBOOK ACKNOWLEDGEMENT
This employee handbook is an important document intended to help you become acquainted with the Company. This
document is intended to provide guidelines and general descriptions only; it is not the final word in all cases. Individual
circumstances may call for individual attention. Because the Company's operations may change, the contents of this
handbook may be changed at any time, with or without notice, in an individual case or generally, at the sole discretion of
management. By clicking below, I electronically acknowledge receipt of the Company's handbook and its policies.

Electronic employee handbook acknowledgement is required. Please click here. Or go copy/paste into a web browser:
https://form.jotform.com/62836865845169.

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