Green Cab of Madison, Inc

Green Cab of Madison

June 26, 2020

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TABLE of CONTENTS

CORE POLICIES......................................................................................................................................................... 3
1.0 WELCOME........................................................................................................................................................ 3
1.1 Partnership with QTI Human Resources, Inc.....................................................................................................................3
1.2 Purpose of Employee Handbook........................................................................................................................................ 3
2.0 INTRODUCTORY LANGUAGE AND POLICIES............................................................................................... 3
2.1 Employment at Will............................................................................................................................................................. 3
2.2 Non-Discrimination Policy................................................................................................................................................... 4
2.3 Anti-Harassment................................................................................................................................................................. 4
2.4 Accommodation of Individuals with Disabilities..................................................................................................................5
2.5 Drug and Alcohol Policy..................................................................................................................................................... 5
2.6 Personal Information Related to Employment Records......................................................................................................6
3.0 WAGE AND HOUR POLICIES.......................................................................................................................... 6
3.1 Pay Practices...................................................................................................................................................................... 6
3.2 Direct Deposit..................................................................................................................................................................... 7
3.3 Working Hours and Location.............................................................................................................................................. 7
3.4 Exempt and Non-Exempt Status........................................................................................................................................ 7
3.5 Recording Time.................................................................................................................................................................. 7
3.6 Attendance and Advance Notice of Absences and Tardiness...........................................................................................8
4.0 GENERAL POLICIES........................................................................................................................................ 9
4.1 Shop-Office Equipment...................................................................................................................................................... 9
4.2 Office/Desk/Truck Inspection.............................................................................................................................................. 9
4.3 Storage Lots....................................................................................................................................................................... 9
4.4 Cash Handling.................................................................................................................................................................... 9
4.5 Incidents and Damage Reports.......................................................................................................................................... 9
4.6 Criminal Charges and Convictions..................................................................................................................................... 9
4.7 Personal Appearance/Dress Code................................................................................................................................... 10
4.8 Employee Health and Safety Program.............................................................................................................................10
4.9 Workers' Compensation................................................................................................................................................... 11
4.10 Return to Work Policy..................................................................................................................................................... 11
4.11 Theft............................................................................................................................................................................... 11
4.12 Phone and Mobile Device Usage................................................................................................................................... 11
4.13 Parking........................................................................................................................................................................... 12
4.14 Smoking Areas............................................................................................................................................................... 12
4.15 Vehicle Use.................................................................................................................................................................... 12
4.16 Company Ethics............................................................................................................................................................. 13
4.17 Respecting Proprietary and Insider Information.............................................................................................................15
4.18 Unacceptable Conduct................................................................................................................................................... 15
4.19 Workplace Violence and Prevention...............................................................................................................................16
4.20 Computers and Systems................................................................................................................................................ 16
4.21 Resignation..................................................................................................................................................................... 17
5.0 BENEFITS....................................................................................................................................................... 18
5.1 Leaves of Absence........................................................................................................................................................... 18
5.2 Benefits............................................................................................................................................................................. 20
5.3 Health Insurance.............................................................................................................................................................. 20
5.4 Dental Insurance.............................................................................................................................................................. 20
5.5 Vision Insurance............................................................................................................................................................... 20
5.6 Paid Holidays.................................................................................................................................................................... 20
5.7 Paid Time Off.................................................................................................................................................................... 21
5.8 Jury Duty.......................................................................................................................................................................... 21
5.9 Other Court Action............................................................................................................................................................ 21
5.10 Voting Leave................................................................................................................................................................... 22
5.11 401(k)............................................................................................................................................................................. 22
ACKNOWLEDGMENT OF RECEIPT AND REVIEW................................................................................................23

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 Core Policies

1.0 Welcome

1.1 Partnership with QTI Human Resources, Inc.

To allow Green Cab to focus on the core competencies of the business while providing for the
administration of employment practices, payroll and benefits in a professional, efficient manner, Green Cab
partners with QTI Human Resources, Inc. ("QTI HR") to provide comprehensive and integrated human
resources services to employees. QTI HR is a "Professional Employer Organization" that provides human
resources services including, but not limited to, employment compliance, payroll, and benefits
administration.

The employees of QTI HR are available to assist employees with employment, payroll and benefit
questions.

Throughout this Employee Handbook, Green Cab is referred to as the "Company."

1.2 Purpose of Employee Handbook

This Employee Handbook, created jointly by Green Cab and QTI HR, is intended to introduce employees to
workplace policies, practices, rules and regulations, to be understood and followed by Green Cab
employees.

To meet changing conditions and different situations, the Company may change or alter current policies,
practices and rules, and will try to inform employees of changes as they occur. The Company does not
intend this Employee Handbook to be comprehensive or to address all possible applications of or
exceptions to the policies or rules described. Such changes may be made even though the Employee
Handbook is not updated in writing and provided to employees. Only the Company has the authority to
amend this Employee Handbook.

The Company will consider any suggestions from employees on how to sustain and improve the workplace.
For any questions about these policies, practices or rules, ask a Green Cab supervisor or a member of QTI
HR. Employees should treat this Employee Handbook as confidential and not disclose its contents to others
without a "need to know". Final interpretation and implementation of any of the policies, practices and rules
in this Employee Handbook are vested solely with the Company.

The application for employment, this Employee Handbook, or any other policies or practices of the
Company do not create a contract of employment, express or implied, and none of the policies, practices
and rules described in this Employee Handbook are meant to imply the Company is guaranteeing
employment for anyone.

2.0 Introductory Language and Policies

2.1 Employment at Will

The Company hopes its employees find their employment to be satisfactory and enjoyable. Mutual respect
between all parties is essential to the success of all. It is the Company's goal to have employees enjoy fair
and reasonable treatment, a pleasant working environment and competitive compensation. Employees are
encouraged and expected to maintain a commitment to always do their best work.

It is the Company's policy to employ the most qualified team. Employees are hired and retained for no
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specific period and all employment is at-will. Either the employee or the Company has the right to
terminate the employment relationship at any time or for any reason or no reason at all. Continued
employment is subject to the Company's requirements and determination as to satisfactory employee
behavior and performance. Although in most instances employees will be advised prior to termination of
any performance or conduct that is not satisfactory, the Company retains the right to terminate employment
at any time without prior notice or reason.

No representative of the Company, other than the President, has the authority to enter into any agreement
for a specified period or make any agreement contrary to the foregoing. Any such agreement must be in
writing and signed by the President and the employee. No one has the authority to make any verbal
statements to an employee that alters the employee's employment-at-will status.

2.2 Non-Discrimination Policy

The Company is an equal opportunity employer and is committed to a policy of equal opportunity for all
employees and applicants. The Company is also committed to maintaining a work environment in which
everyone is treated with respect and dignity. It is the Company's policy to seek and employ the most
qualified people in all positions, to provide equal opportunity for advancement to all employees, including
with regard to recruitment, hiring, compensation, benefits, promotion, training, discipline and termination of
employment, and to administer these activities in a manner that will not discriminate against or give
preference to any person because of race, color, religion, age, sex, disability, ancestry, sexual orientation,
gender identity, marital status, arrest or conviction record, or any other discriminatory basis prohibited by
applicable local, state and federal law.

2.3 Anti-Harassment
It is the Company's policy to maintain a working environment free from all forms of workplace and/or sexual
harassment or intimidation. Workplace and/or sexual harassment of employees or applicants by the
Company, its agents, supervisors, employees, vendors, suppliers or clients is unacceptable and will not be
tolerated.

"Sexual harassment" includes, but is not limited to: unwelcome sexual advances, comments of a sexual
nature, physical contact or threats, sexual gestures, written materials of a sexual nature, or visual materials
where such conduct affects employment decisions, interferes with work performance, or creates a hostile or
offensive work environment. Submission to sexual advances or requests for sexual favors also cannot be
made an explicit or implicit term or condition of employment, or can the submission to, or rejection of, such
conduct be made the basis for an employment decision. "Workplace harassment" includes, but is not
limited to: verbal, written, visual or physical communications, acts or omissions based on any local, state or
federal protected class and which affects employment decisions, interferes with work performance or
creates a hostile or offensive work environment.

Any employee who feels they has been subject to workplace and/or sexual harassment or
intimidation should contact their supervisor or a member of QTI HR at (608) 258-5525, or via email at
hrissues@qtigroup.com (a confidential Human Resources-only mailbox). All complaints will be thoroughly
and promptly investigated. Complaints will be treated as confidential to the fullest extent possible. Unless
otherwise advised by the Company, any employee who participates in the investigation of a complaint must
keep the information disclosed, shared or learned during the investigation completely confidential. The
Company does not intend any investigation confidentiality rules to violate an employee's rights under the
National Labor Relations Act. If an investigation confirms a violation of this policy has occurred, the
Company will take immediate action, up to and including termination of employment.

The Company forbids retaliation against anyone for reporting harassment or for cooperating in the
investigation of a harassment complaint, and any such retaliation violates this policy. Complaints or
concerns of retaliation should be reported in the same manner as harassment complaints. Any questions
about this policy can be directed to a supervisor or a member of QTI HR.

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2.4 Accommodation of Individuals with Disabilities
The Company complies with all applicable federal, state and local fair employment practices laws and is
committed to providing equal employment opportunities to qualified individuals with disabilities. Consistent
with this commitment, the Company will provide a reasonable accommodation to applicants and employees
with disabilities if the reasonable accommodation would allow the individual to perform the essential
functions of the job, unless doing so would create an undue hardship.

If an employee believes they may need an accommodation because of a disability, the employee is
responsible for requesting the reasonable accommodation. The request should be made to the employee's
manager, supervisor or QTI HR. While the employee may make the request orally or in writing, the
Company encourages employees to make their request in writing and include relevant information, such as:

• A description of the accommodation being requested

• The reason an accommodation is needed

• How the requested accommodation will help the employee perform the essential functions of their job

After receiving the employee's request, the Company will engage in an interactive dialogue with the
employee to determine the precise limitations of the employee's disability and explore potential reasonable
accommodations that could overcome those limitations. The Company encourages employees to suggest
specific reasonable accommodations the employee believes would allow the employee to perform their
job. However, the Company is not required to make the specific accommodation requested by the
employee and may provide an alternative, effective accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If the employee's disability or need for accommodation is not obvious, the Company may ask the employee
to provide supporting documents showing the employee has a disability within the meaning of the
applicable federal, state or local laws, and the employee's disability necessitates a reasonable
accommodation. If the information provided in response to this request is insufficient, then the Company
may require that the employee see a health care professional of the Company's choosing, at the
Company's expense. In those cases, if the employee fails to provide the requested information or see the
designated health care professional, the request for a reasonable accommodation may be denied. The
Company will keep confidential any medical information that it obtains relating to the request for a
reasonable accommodation.

The Company makes determinations about reasonable accommodations on a case-by-case basis

considering various factors and based on an individualized assessment in each situation. The Company
strives to make determinations on reasonable accommodation requests expeditiously and will inform the
individual once a determination has been made. If an employee has any questions about a reasonable
accommodation request, they made, the employee should contact their immediate supervisor or QTI
Human Resources.

The Company expressly prohibits any form of discipline, reprisal, intimidation or retaliation against any
individual for requesting an accommodation in good faith. The Company is committed to enforcing this
policy and prohibiting retaliation against employees and applicants who request an accommodation in good
faith. However, the effectiveness of the Company efforts depends largely on individuals telling the
Company about inappropriate workplace conduct. If employees or applicants feel they or someone else
may have been subjected to conduct that violates this policy, it should be reported immediately to the
President or QTI Human Resources. If employees do not report retaliatory conduct, the Company may not
become aware of a possible violation of this policy and may not be able to take appropriate corrective
action.

2.5 Drug and Alcohol Policy

Illegal drugs and alcohol misuse are inconsistent with the Company's commitment to a safe and productive
work environment.
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Whenever employees are working, operating Company vehicles or present on Company premises, they are
prohibited from: (1) using, possessing, buying, selling, manufacturing or dispensing illegal drugs, (2) being
under the influence of alcohol or illegal drugs, and (3) possessing or consuming alcohol. "Under the
influence of alcohol" means a blood alcohol concentration level of .05 or more. "Under the influence of
illegal drugs" means a positive test result for illegal drug use. "Illegal drug" means any drug (a) not legally
obtainable; or (b) legally obtainable but not legally obtained or used. Therefore, the phrase "illegal drug"
includes prescription drugs obtained unlawfully and prescription drugs not being used for prescribed
purposes.

Employees may consume or possess alcohol at Company functions when permitted to do so and may
possess unopened containers of alcohol in vehicles parked on Company worksites. Employees may also
consume alcohol in moderation while entertaining clients, provided such entertainment is part of their
assigned job duties.

This policy does not prohibit employees from the lawful use and possession of prescribed medications.
Employees must, however, consult with their health care provider about any medication's effect on their
ability to work safely and promptly disclose any such effects to their supervisor. In such cases, employees
should not disclose their underlying medical condition unless later asked to do so. In addition, employees
should not disclose their use of a medication if such use does not affect their ability to work safely.

While the Company has no intention of intruding into the private lives of its employees, it requires them to
report to work in a condition in which they can perform their duties safely and at full efficiency. An
employee who is on the job under the influence of illegal drugs or alcohol is in violation of this policy.
Where there is reasonable cause to believe an employee is under the influence of illegal drugs or alcohol
while working on Company premises or operating Company vehicles, the employee may be required to
promptly submit to a drug/alcohol test.

If an employee is involved in an accident resulting in property damage or an injury requiring medical

treatment away from the scene of the accident, they may be required to take a drug/alcohol test.
Employees who refuse to cooperate in required tests, test positive for illegal drugs or otherwise violate this
policy will be disciplined, up to and including termination of employment. All information or records related
to testing under this policy will be maintained in compliance with applicable health privacy laws.

2.6 Personal Information Related to Employment Records

QTI HR maintains employment records for compensation, benefits and compliance purposes. If
information on an employee's paycheck is incorrect or if problems arise concerning payroll deductions or
other matters, the employee should contact QTI HR immediately.

To ensure all records are current, it is the employee's responsibility to notify QTI HR in writing within 10
days of any of the following changes: name, address, phone number, email address, marital status,
beneficiary changes or change in the number of dependents. Failure to notify QTI HR of these changes on
a timely basis could affect the benefits eligibility of the employee or the employee's dependents.

3.0 Wage and Hour Policies

3.1 Pay Practices

The pay period will be biweekly. When a payday falls on a holiday, paychecks will be issued the weekday
prior to the holiday. It is the Company's policy not to advance monies to employees. Each pay week begins
on a Sunday and ends on a Saturday.

Employees may view payroll related information on MyQTIHR via the Internet.

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3.2 Direct Deposit
Employees are encouraged to participate in the direct deposit of their paycheck into their bank
savings/checking account or a pay card.

If direct deposit is not used, then a "live" paycheck will be issued. Live checks are mailed to the employee's
address on file. Please note that checks are mailed on the check date and may be received after that date.

3.3 Working Hours and Location

Employees are encouraged to work with their supervisor to determine working hours and worksite location
that best meet the needs of the position, Company operations and employee availability. Once working
hours and location are set, the employee should not deviate from them without the consent of an immediate
supervisor.

3.4 Exempt and Non-Exempt Status

The Fair Labor Standards Act (FLSA) regulates minimum wage, overtime pay provisions, recordkeeping
and youth employment standards. Under wage and hour laws, employees are classified as being exempt
or non-exempt from overtime.

Exempt Status

Exempt employees are generally compensated on a salary basis and must receive a minimum salary.
Exempt status is generally determined by the level of responsibility, measure of discretion and independent
judgment utilized on matters of substantial importance to the management or operation of the business,
and other factors relating to the duties performed by the employee.

Exempt employees are not eligible for compensation for hours worked more than 40 per week. The
Company will not make any pay deductions from exempt employees that are not permitted by law. Exempt
employees will be promptly reimbursed for any improper deductions once recognized. Exempt employees
who have questions or concerns about any pay deductions should contact QTI HR.

Non-Exempt Status

Non-exempt employees are eligible for compensation of time and one-half for hours worked more than 40
per week. There may be times when it will be necessary for employees to work overtime. The employee's
supervisor will notify them as early as possible regarding scheduling needs. Employees must receive
approval from their supervisor prior to working any overtime.

Non-exempt employees are prohibited from working "off the clock." Examples of this type of work include:
1) starting work earlier or working beyond their regularly scheduled work hours, 2) working through unpaid
break periods, and 3) working off-site or remotely, including checking or responding to work emails and
texts, without recording the actual time worked. Supervisors and managers are prohibited from requiring a
non-exempt employee to work off the clock and/or not reporting hours for time spent working and may be
disciplined for such conduct. Employees may not work outside of their regularly scheduled work hours
unless approved in advance by their supervisor.

Only hours worked count toward the calculation of overtime. Hours paid as holiday, sick, vacation,
bereavement leave, jury duty, etc. do not count as hours worked when computing overtime eligibility.

Any questions about exempt or non-exempt status should be directed to the supervisor or QTI HR.

3.5 Recording Time

It is important employees keep accurate records of hours worked so paychecks will be correct.

Employees with any questions or concerns about any aspect of their paycheck, the amount of work they
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are credited for, compensation, exempt status or a similar issue, should discuss the matter with their
supervisor or a member of QTI HR.

3.6 Attendance and Advance Notice of Absences and Tardiness

The Company expects regular and punctual attendance. Frequent absence or tardiness places an extra
burden on co-workers and negatively affects the services the Company provides to clients. It is every
employee's responsibility to arrive on time each workday, fully able and ready to work at the beginning of
their scheduled time. Each employee's contribution is important to the efficient functioning of the Company.

Unexcused tardiness shall be defined as any late arrival by an employee of more than 5 minutes past their
scheduled shift without calling in to notify dispatch/manager. Unexcused tardiness of three or more
occurrences can lead to employee disciplinary actions including a written warning, suspension, time off
without pay and or termination.

Insufficient notice of tardiness or absence shall be defined as, an employee who has contacted, via a
phone call (not text message) a supervisor or manager 60 minutes, or less, prior to their scheduled shift
indicating their tardiness or absence. Only a manager or supervisor can excuse tardiness and absence.

Should management determine that an employee is abusing or has a high level of excused tardiness or
absences, a meeting and discussion will be scheduled. Discretion shall be up to the manager/supervisor to
determine if a warning to the employee is necessary and outline any further action up to and including:
additional warnings, a probation period, reduction in hours, and or dismissal is deemed necessary.

If the employee needs to leave work during the workday, they are expected to notify their supervisor prior to
leaving the premises. If no notification is provided, the employee may be considered to have voluntarily
resigned their employment with the Company.

Any employee who fails to report for work two consecutive work days without giving notice will be
considered to have voluntarily resigned their employment.

The Company may require employees to submit a release from a licensed health care provider prior to
returning to work after they have been absent for at least three consecutive days, or for each absence
when all available paid time off has been exhausted.

No Show Policy

Should an employee fail to show up for work, thus not meeting their scheduled shift, without notification and
approval to and from management, following actions would occur: A discussion and write up with the
employees from their manager/supervisor will be held to remind employees of company policy regarding
unexcused absence. The employee will be notified that such action in the future will be regarded by the
company that the employee has voluntarily forfeited their employment.

Lunches/ Dinner

Employee's may be asked to perform "on duty lunches/dinners" if working a minimum 8-hour shift. "On-duty
''shall mean an employee is unable to leave their work stations. If so, lunches/dinners will be paid.

When the employee is in a position where the business allows, you must punch out for a 30-minute
lunch/dinner. Extended lunches must be approved by your immediate supervisor/manager prior to taking
them.

Changes in Schedule

Only management/supervisors shall have the authority to make changes to the schedule. All requests are
subject to management or supervisors' approval and no request is guaranteed. It is the responsibility of the
employee requesting a change to notify proper management/supervisor within a reasonable time period (no
less than 48 hours) of requesting changes.
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4.0 General Policies

4.1 Shop-Office Equipment

The company shop, office buildings, lots, computers, mobile devices, software, internet, shop equipment,
trucks, truck equipment, cabs, cab equipment is for the sole purpose of work-related activity. Any and all-
personal use of the company's facilities, including offices, computers, software, shops, tools, trucks, power
washer, plows, cabs are prohibited unless instructed by a company owner.

4.2 Office/Desk/Truck Inspection

We respect your privacy, however should there have been instances where the company needs to search
work areas, desk drawers or computer directories, for example, to search for a missing file or to investigate
a possible work-related problem, we may do so. Business property and equipment, provided to you to do
your work, is not private. In addition, personal property that you choose to bring to the workplace, may be
subject to search, review, reporting, and or destruction. Materials, including weapons, explosives, alcohol,
illegal drugs or substances, and sexually suggestive materials are not acceptable in the workplace.
Employees, who, if requested, fail to cooperate in any inspection, will be subject to disciplinary action,
including termination. The Company is not responsible for any articles that are placed or left in an office or
desk that are lost, damaged, stolen or destroyed. While computers and other electronic devices are made
accessible to employees to assist them in performing their jobs and to promoting the company's interests,
all computers and electronic devices, must remain fully accessible to the company, and will remain the
property of the company.

Again, while we respect the privacy of your working environment, we retain the right to gain access to any
information obtained while on duty that is deemed pertinent to a work-related incident. This includes
information received by, transmitted by, or stored in any such electronic communication device, either with
or without an employee's knowledge, consent or approval.

4.3 Storage Lots

Employees are not allowed in company storage lots unless they are working and have a work-related
reason for being there.

4.4 Cash Handling

Certain roles within the company are responsible for handling cash and credit cards transactions. All
transactions must have accurate cash or credit card charges associated with the transaction and must be
turned in daily. There will be no "draws/borrows" from employee driver revenues or starting cash. Should
monies not be turned in, disciplinary action will occur up to and including termination.

4.5 Incidents and Damage Reports

The Company has an official "incident and damage report. Should damage occur on or to any company
property, or should there be employee confrontations, the employee must notify the manager as soon as
reasonably possible and complete the "Incident and Damage Report". A company form must be completed
before the end of the employee's current shift.

4.6 Criminal Charges and Convictions

All employees must notify their supervisor within 48 hours if they are charged with, or convicted of, a crime
during their employment. Employee drivers must notify their supervisor of moving traffic violation regardless
of jurisdiction. The Company will evaluate the information to determine if it is substantially related to the
employee's position.

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4.7 Personal Appearance/Dress Code
Appearance is very important in portraying a favorable image to employees, customers, business clientele
and the public. Dress and appearance must be in accordance with the job being performed. Employees
should consider each day's activities when determining appropriate clothing. Attire should always be neat,
clean and in good repair.

Should the company supply uniforms, employees will be required to wear them.

Should management determine that an employee's attire is deemed to be non-professional or presents a

safety hazard, management can request the employee to make a change to their attire. Repeated non-
conformity with the Personal Appearance/Dress Code policy may result in loss of employment.

Employees are expected to adhere to established hygiene requirements which ensure that employees are
presenting themselves appropriately and that the employer is being properly and professionally
represented as an organization. The following hygiene requirements are applicable to all employees:

 Maintain personal cleanliness by bathing regularly.

 Oral hygiene (brushing of teeth) required.
 Use deodorant/antiperspirant to minimize body odors.
 No heavily scented perfumes, colognes and lotions. These can cause allergic reactions, migraines
and respiratory difficulty for other employees and guests.
 Clean and trimmed fingernails (¼ inch long or less).

Violations of the policy can range from inappropriate clothing items to offensive perfumes and body odor. If
a staff member comes to work in inappropriate dress, he or she will be required to go home, change into
conforming attire or properly groom, and return to work.

If a staff member's poor hygiene or use of too much perfume/cologne is an issue, the supervisor should
discuss the problem with the staff member in private and should point out the specific areas to be
corrected. If the problem persists, supervisors should follow the normal corrective action process.

4.8 Employee Health and Safety Program

We care about the safety, health and well-being of all employees and try to design practices to create a
safe working environment. In addition to our efforts, it is important all employees practice safe work habits.
This program serves to outline the Company's commitment to this philosophy and provide guidance to all
employees on the standards the Company always expects them to adhere to.

Fires and Other Emergencies

Employees should know where emergency exits, fire alarms, and firefighting equipment are located. It is
everyone's responsibility to ensure electrical panels, aisles, fire lanes, fire exits, stairs, extinguishers and
sprinkler control valves are not blocked. Fire doors should never be blocked or tied open.

No smoking or open flames of any kind are allowed inside the building. Smoking is allowed outside the
building in designated areas only. Smoking materials should be disposed of safely in fireproof containers.

General Safety Rules

Employees perform a wide range of functions in various locations. Although some safety rules apply only
to specific positions, all employees are expected to comply with these rules:

• Use common sense in performing duties. Employees who notice a co-worker engaging in unsafe
practices should remind them of the safe practices or inform the appropriate supervisor. Violation of safety
rules puts others at risk and is considered unsatisfactory job performance that may lead to disciplinary
action.

• Report any work injury, illness, incident or property damage accident to the employee's supervisor, no
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matter how minor it may seem.

• Report unsafe conditions to the employee's supervisor; this includes machine malfunctions. Employees
should never attempt to repair machinery themselves. Report frayed electrical cords or equipment plugs.

• Be sure aisles, walkways and exits are kept clear. Do not let cords interfere with walkways and use hand
rails on stairs. Open and close doors cautiously and use extra caution at blind hallway intersections.

• Employees should keep their work area, the break room and all common areas neat and tidy. Sharp
objects should be properly stored when not in use. Spills should be immediately reported and/or cleaned
up. Employees should report all potential hazards observed inside or outside the building.

• Wear seat belts when operating any type of vehicle on Company business.

Summary

The safety of each employee is the Company's foremost concern, and safety begins with employees. At no
time, should an employee risk injury in carrying out their assigned work. Employees should contact their
supervisor with any safety questions or concerns.

4.9 Workers' Compensation

Employees are protected by a Workers' Compensation (WC) policy. WC coverage protects employees
against financial loss due to an injury or illness arising out of or during employment, as provided by state
law. Regardless of the severity, all work-related injuries and/or illnesses must be immediately reported to
the employee's supervisor.

4.10 Return to Work Policy

The Company is committed to utilizing its resources to provide a safe work environment for all employees.
If a work-related injury does occur, the Company is committed to returning any injured worker to productive
employment as soon as possible.

The Company will make every effort to provide transitional work assignments or project work until an
injured employee is able to resume their normal duties. All modified work is on a temporary basis and is
intended to facilitate a return to the employee's regular work duties when medically feasible. This program
will be managed and monitored to ensure the employee reaches their end of healing and is able to return to
their regular work assignment as quickly as possible.

The Return to Work Policy will be implemented and monitored in the same manner as any other Company
policy. Refusal to participate in the modified/restricted duties and/or failure to follow the Return to Work
Policy may result in Workers' Compensation benefits being limited and/or suspended.

4.11 Theft
Stealing is to take possession of property without permission and or to remain on company time, after or
prior their schedule time without supervisory consent or having a knowingly valid business reason for doing
so. Should an employee be suspected of stealing he/she may be, suspend during the investigation.
Personal items may be searched including; vehicles, backpacks, bags, purses, home, fuel receipts etc...
Upon a manager's decisions that an employee has stolen, they will be terminated immediately.

4.12 Phone and Mobile Device Usage

Good judgment should be exercised when utilizing any telephones or mobile devices. Employees should be
respectful, professional and aware of their surroundings while engaged in device usage.

Excessive personal calls, emails, texts, posts, tweets and the like during the workday, regardless of the

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phone used, can interfere with productivity and be distracting to others. Employees are expected to limit
their personal phone calls and use of mobile devices during work time. The Company will not be liable for
the loss of personal cell phones and other mobile devices brought into the workplace.

Company telephones and mobile devices are for meeting the needs of the business and clients. Personal
long-distance telephone calls should not be made from the work location, except in case of emergency.
Personal local calls should be kept to a minimum.

Phone and Mobile Device Usage While Driving

Employees whose job responsibilities include driving on work-related business are expected to refrain from
using their phone or mobile device while driving. This includes all functions of the cell phone or device
including, but not limited to, phone calls, text messaging/SMS, email, MMS, internet use and camera use.
Safety must come before all other concerns. While driving, allow incoming calls to go to voicemail. Once
stopped or pulled off the road safely, calls can be returned.

Passengers may make or take calls for the driver and the use of headsets or hands-free devices while
driving is permissible as long as the use of such device does not violate relevant traffic laws and set-up and
use, or adjustment of the device does not cause distraction. These alternate solutions to taking calls may
be used provided the conversation does not affect the driver's ability to drive safely. Refrain from
complicated or emotional discussions and keep eyes on the road. Special care should be taken in
situations where there is traffic, inclement weather or the driver is driving in an unfamiliar area.

Employees who are charged with traffic violations resulting from the use of their phone while driving will be
solely responsible for all liabilities that result from such actions.

4.13 Parking
It is recommended employees keep their cars locked while in the parking lot and/or garage. The Company
does not assume responsibility for any damage to or theft of any automobile or personal property left in any
automobile in the Company parking lot and/or garage.

4.14 Smoking Areas

Smoking, including e-cigarettes, hookah pens, e-hookahs or vaping pens, is permitted only in designated
areas and only when an employee is on break or lunch period. Smoking in other areas is strictly
prohibited.

4.15 Vehicle Use

All employees who drive on Company business must have a valid drivers' license and vehicle liability
insurance in the minimum amounts required by law. Vehicles without this coverage are not authorized for
Company use. A copy of the employee's license and proof of insurance may be requested by an
authorized representative before driving on Company business.

Any employee who has their drivers' license revoked or suspended must notify their supervisor within 24
hours of the revocation/suspension and immediately discontinue operation of any vehicle on Company
business. Employees who receive a traffic violation/ticket while driving a personal vehicle on Company
business are fully responsible for that expense and must report that infraction to their supervisor within 24
hours of the occurrence.

Driver Safety Rules

• Employees may not operate a vehicle on Company business when their ability to do so safely has been
impaired by illness, fatigue, and/or injury.

• All drivers and passengers must wear a seatbelt, even if the vehicle is equipped with air bags.

12
• All drivers and passengers are expected to obey all moving vehicle laws and regulations.

When using a personal vehicle for Company business, the employee assumes all liability for the vehicle.
The Company does not assume any liability for any damage or loss to the employee's vehicle. The
employee is wholly responsible for any damage that may occur to their personal property/vehicle or any
public or private property in the operation of their vehicle for Company business.

Any accident that occurs during an employee's job duties, regardless of how minor, must be reported to the
employee's supervisor and QTI HR within 24 hours of the accident.

4.16 Company Ethics

Employees must maintain the highest ethical standards when acting on behalf of the Company. The intent
of this policy is that each employee will conduct the Company's business with integrity and comply with all
applicable laws in a manner that excludes considerations of personal advantage or gain.

The following is a summary of the Company's policy with respect to: (1) gifts, favors, entertainment, and
payments given or received by employees, (2) potential conflicts of interest, and (3) certain other matters
as described below.

Gifts, Favors, and Payments Given by the Company

Gifts, favors and payments may be given to others at the Company's expense if they meet all the following
criteria:

• They are consistent with accepted business practices.

• They are of sufficiently limited value and in a form that will not be construed as a bribe or payoff.

• They are not in violation of applicable law and generally accepted ethical standards.

• Public disclosure of the facts will not embarrass the Company.

• They are approved by the employee's supervisor.

Gifts, Favors, Entertainment and Payments Received by Company Employees

Employees shall not seek or accept for themselves or others any gifts, favors, entertainment or payments
without a legitimate business purpose, nor shall they seek or accept personal loans (other than
conventional loans at market rates from lending institutions) from any persons or business organizations
that do or seek to do business with or are a competitor of the Company. Employees may, however, accept
for themselves and members of their family's common courtesies usually associated with customary
business practices. These include, but are not limited to:

• Lunch and/or dinner with customers or vendors, occasionally including spouses, if the invitation is
extended by the vendor. The receipt of alcoholic beverages is left to the discretion of the employee. Such
items should never be solicited.

• Gifts of small value from customers or vendors (e.g., calendars, pens, flowers, candy, or cookies, etc.).

• Tickets to events (such as sports, arts, etc.) are acceptable if offered by the customer or vendor. These
are not to be solicited by the employee.

• Day outings, such as golf, are acceptable with prior approval from management. The customer or vendor
must be in attendance.

• It is never permissible to accept a gift in cash or cash equivalent (such as stocks) or other forms of
marketable securities of any amount.

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• Members of management should not accept gifts of more than limited value from employees who report to
them.

Compliance with Applicable Laws and Regulations

Employees are expected to conduct their job duties and business affairs in full compliance with applicable
laws and regulations. Failure to follow this Ethics policy will result in discipline, up to and including
termination of employment.

The Company strongly encourages employees to talk to supervisors, managers or other appropriate
personnel when in doubt about the best course of action in a situation. Employees should report violations
of business or work-related laws, rules, regulations or the Company Ethics policy to a supervisor or QTI
HR. The Company strictly prohibits retaliation for the making of any such reports.

Improper Use or Theft of Company Property

Every employee must safeguard Company property from loss or theft and may not take such property for
personal use. Company property includes confidential information, software, computers, office equipment
and supplies.

Reporting Violations

Employee conduct can reinforce an ethical atmosphere and positively influence the conduct of fellow
employees. Employees should share their questions, concerns, suggestions or complaints with someone
who can address them properly. If an employee feels powerless to stop suspected misconduct or
discovers it after it has occurred, the employee should immediately report it to the appropriate level of
management. Supervisors and managers are required to report suspected or actual violations of the
Company ethics policy.

If an employee is still concerned after speaking with their manager or feels uncomfortable speaking with
them (for whatever reason), the employee must (anonymously, if so desired) send a detailed note, with
relevant documents to the Company's President.

The employee's calls, detailed notes and/or emails will be kept confidential to the extent possible,
consistent with the need to conduct an adequate investigation. All reports will be promptly investigated,
and appropriate action will be taken if warranted. Employees have the Company's commitment they will be
protected from retaliation.

Whistleblower Protection

The Company will not take any adverse action to retaliate against an employee who provides information to
any law enforcement officer or agency relating to the commission or possible commission of a federal or
state offense. The Company is also committed to maintaining mechanisms and procedures for thoroughly
and effectively investigating internal complaints, taking corrective action, and maintaining procedures for
preventing retaliation against those employees who make internal or external complaints of fraud, theft,
illegal or criminal activity.

Conclusion

Employees are the guardians of the Company's ethics. While there are few universal rules, when in doubt,
employees should ask themselves:

• Will my actions be ethical in every respect and fully comply with the law and with our Company policies?

• Will my actions have the appearance of impropriety?

• Will my actions be questioned by my supervisors, employees, customers, family and/or the public?

• Am I trying to fool anyone, including myself, as to the propriety of my actions?

14
If an employee is uncomfortable with their answer to any of the above, they should not take the
contemplated actions without first discussing them with their manager. If the employee is still
uncomfortable, they should follow the steps outlined above in the section on "Reporting Violations."

Although any employee who violates the Company's ethical standards may be subject to discipline, it is not
the consequence that should motivate the employee's decisions and actions. We hope employees share
the Company's belief that a dedicated commitment to ethical behavior is the right thing to do, is good
business, and is the best way to ensure the Company maintains a respectable reputation within the
community.

4.17 Respecting Proprietary and Insider Information

Proprietary Information

The Company regularly produces valuable, non-public ideas, strategies and other kinds of business
information. This information is called "proprietary information," which means the Company owns the
information, just as it does other kinds of property. Because it is the product of the Company's own hard
work, various laws allow the Company to protect this information from use by outsiders. Some examples of
company proprietary information are:

• Sales and marketing databases

• Marketing strategies and plans

• Research and technical data

• Proposals

• New product development

• Formulas

• Trade secrets of any sort

All employees must protect the confidentiality of the Company's proprietary information so they can reap
the benefits of their own hard work. Sometimes an employee may need to share proprietary information
with outside persons (e.g., so a commercial business partner the Company has selected to work with can
be an effective partner). However, even when there may seem to be a legitimate reason to share
proprietary information, employees should never disclose such information without management's prior
approval.

Employees are prohibited from using Company property or information, or their position within the
Company, for personal gain, such as profiting from business opportunities that they learn about through
their employment. Employees are also prohibited from competing with the Company, including engaging in
the same line of business or taking away opportunities for sales of products or services.

4.18 Unacceptable Conduct

When people work together, certain standards of reasonable conduct need to be established to maintain a
respectful, orderly and effective work environment. The following, although not exhaustive, lists examples
of types of conduct that are not acceptable in the workplace. Because it is impossible to list every
conceivable area of unacceptable conduct, these guidelines can be amended by the Company within its
total discretion.

• Allowing unauthorized persons to enter the premises, unless prior approval has been received by
management.

15
• Insubordination or the refusal to follow the direct order of a supervisor or member of management.

• Providing false or incomplete information on an employment application, employment records or other

employment information.

• Theft or misappropriation of property belonging to the Company or other employees.

• Any form of dishonesty.

• Fighting, threats, intimidation or harassment of any nature, or any violation of the Workplace Violence and
Prevention policy.

• Absenteeism or habitual tardiness.

• Misuse or unauthorized use of Company property.

• Engaging in conduct that creates an unsafe work environment.

• Discourteous treatment of customers or fellow employees.

The Company reserves the right to add to, modify or eliminate any rule when circumstances require a
change, or at its own discretion. Any discipline of Fair Labor Standards Act (FLSA) exempt employees will
comply with applicable FLSA rules and regulations.

4.19 Workplace Violence and Prevention

The Company is committed to maintaining a safe work environment and preventing workplace violence.
The Company has adopted the following policy to address intimidation, harassment, violence or threats of
violence that may occur during business hours, on the Company or customer premises, or at work-related
events, regardless of where or when the conduct occurs.

Concealed Carry prohibited

All employees should be treated with courtesy and respect always and treat others in the same manner.
Employees are expected to refrain from fighting, "horseplay," or other conduct that may be dangerous to
others. All firearms, weapons, and other dangerous or hazardous devices or substances are prohibited
from the Company or customer premises without prior written authorization from management (except as
may be allowed by applicable law in your own vehicle).

4.20 Computers and Systems

The Company uses the Internet and computer systems, including email to communicate and conduct
business in an efficient manner. The Company expects that each employee with access to the Internet and
computer systems will use them properly and in accordance with the following policy. Questions
concerning the policy should be directed to the employee's supervisor or QTI HR.

• The Internet and computer systems are a part of the Company's business equipment and technology
platform and are to be used only for Company purposes unless otherwise noted. Limited personal use is
permitted if such use does not interfere with job performance and is in accordance with this policy and any
other relevant Company policies.

• At no time should any subject matter of a sexual nature, or any other nature that would violate the
Company's Anti-Harassment Policy, be viewed.

• Information and messages that are sent or received via email are to be disclosed only to authorized
individuals.

• There should be no expectation of personal privacy in any matter created, received or sent using the

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Company's computer systems. The Company, in its discretion, reserves the right to monitor and access
any matter created, received or sent from the Internet or computer system at any time and with no prior
notice.

• Messages sent during working hours should be sent only with good business reason for doing so. Copies
should be forwarded only for good business reasons.

• Each employee is responsible for the messages that are sent from their accounts. Employees with email
passwords should not share their password with anyone. Employee accounts can be accessed by the
Network Administrator at any time for verification information being created, received or sent via the
Internet or computer systems are being created, received or sent for good business reasons, to check that
personal email is not being sent excessively during working hours, and to ensure that the information
contained within personal messages does not compromise, libel or slander the Company in any way.

• All email and other electronic communication must follow the Company policy regarding solicitation and
distribution. The Company takes chain letters, pyramid schemes and non-charitable solicitations very
seriously.

• No email that constitutes intimidating, hostile or offensive material based on sex, race, color, religion,
national origin, sexual orientation, gender identity or disability should be created, sent or received at any
time. The Company's policy against harassment applies fully to the Internet and computer systems.

• The Internet and computer systems are not a secure, one-way communication tool and information sent
over it may be intercepted and read by unauthorized individuals. Employees must take every precaution to
protect proprietary and confidential information about the Company and its clients/customers.

• Employees who become aware of misuse of the Internet or computer systems should promptly contact
their supervisor or QTI HR.

• Email attachments should not be opened unless they have a business purpose and are received from a
known source. Attachments should be sent only with good business reasons. Attachments received via
personal email may be forwarded only to a personal home email address. Personal or non-business-
related email should not be forwarded to other internal employees or the employees of another business,
organization or person with business relations with the Company.

• Employees should not copy or distribute copyrighted material (e.g., software, database files,
documentation, articles, graphics files, downloaded information) through the Internet or computer systems
or by any other means, unless they have confirmed in advance from appropriate sources the Company has
the right to copy or distribute the material. Failure to observe a copyright may result in disciplinary action
by the Company, as well as legal action by the copyright owner.

• Third party software must be properly licensed and the license agreements for such software may place
various restrictions on the disclosure and use of the software. Therefore, third party software may be
distributed and disclosed only to employees authorized to use it, and to customers in accordance with the
terms of any Company agreements. Third party software may not be copied without specific authorization
and may only be used to perform assigned responsibilities.

• Employees may not disable or circumvent any computer, network or systems security features, measures
or devices without prior approval.

• Employees who want to install software on a Company computer must contact their supervisor or the
Network Administrator and request to have the software installed. Employees are prohibited from installing
any software on any Company computer without receiving approval from their supervisor or the Network
Administrator.

4.21 Resignation
Employees who wish to end their employment with the Company are asked to provide a minimum of two-
week notice. Written notification should be provided to both the employee's supervisor and QTI HR. All
17
employees are employed "at-will" and either the employee or the Company can terminate employment at
any time, with or without notice.

Any employee who fails to report for work two consecutive work days without giving notice will be
considered to have voluntarily resigned their employment. If the employee leaves work during the workday
without notification, the employee may be considered to have voluntarily resigned their employment with
the Company.

The employee's final paycheck will be issued on the next regularly scheduled payday unless otherwise
required by applicable law. To assist in delivery of the final paycheck and W-2 continue to update QTI HR
with your current mailing address.

Payment of Vacation/Paid Time Off Balance

In the event of resignation, employees who provide a minimum of two-week notice and return all Company
property will be paid for any accrued but unused vacation time/earned time off.

Employees who fail to provide the requested amount of notice or fail to return all Company property forfeit
the payout of their accrued but unused vacation time/earned time off unless otherwise stated by applicable
law. "Return of Company property" includes, but is not limited to, immediately ending use of any Company
passwords, passcodes, account information assigned to the Company for any purposes and returning any
keys, mobile devices, credit cards, etc.

Should an employee have a negative balance in their vacation bank/earned time off bank, the amount of
vacation time/earned time off that was taken but not earned will be deducted from the employee's last
paycheck, unless otherwise required by applicable law. Vacation time/earned time off may not be used to
extend the termination date.

Employees whose employment has been involuntarily terminated must return all Company property to be
paid for any accrued but unused vacation time/earned time off unless otherwise stated by applicable law.

5.0 Benefits

5.1 Leaves of Absence

Personal Leave

Request for Leave

Requests for an unpaid leave of absence must be submitted in writing to the employee's supervisor and will
be considered on a case-by-case basis, for a period that will generally not exceed 30 days. Each request
must include the purpose and expected duration of the leave. Employees may not be otherwise employed
while on a personal leave of absence. Employees must exhaust all PTO first prior to taking unpaid leave.

Benefits

The Company will continue to pay its portion of the health and dental insurance premiums during the leave
of absence. In the event an employee fails to return to work following a personal leave, the employee's last
day of employment will be their last day of active employment (defined as the last day worked prior to the
start of the leave). In this situation, the Company reserves the right to recover from the employee 100% of
the health and dental insurance premiums paid on the employee's behalf during their leave.

Vacation and Sick time will cease to accrue while the employee is on leave. Employees will not be eligible
for holiday pay while on leave of absence.

Return from Leave

Upon the employee's return from a leave of absence, the Company will make every effort to return the
18
employee to their former position. Depending upon the needs of the Company; however, the employee's
position may have been filled during the employee's absence. In that event, the Company will attempt to
place the employee in an equivalent position with equivalent pay, benefits and other terms and conditions
of employment. Please note, the Company cannot guarantee the employee's original position, or a position
of equivalent status, will be available to the employee when they are ready to return to work.

Employees should notify their supervisor of their intent to return to work at least 2 business days prior to
returning to work. If the reason for the leave was due to the serious health condition of the employee,
before returning to work the employee must provide the Company with a release from their physician
indicating they can perform the essential functions of their position. If a release is not received, the
employee's return to work will be delayed until it is received.

Employees who do not return from an unpaid leave of absence will be considered to have resigned from
the Company. The termination date will then be the last day worked prior to the start of the leave.

Funeral Leave

Full-time employees with 60 days of employment will be given up to one day of paid time off to plan for
and/or attend the funeral of a child, spouse, parent, grandparent, brother or sister. This leave will not be
charged against the employee's PTO bank. Verification of the occurrence may be requested.

This benefit also extends to part-time benefits-eligible employees, should the need for funeral leave occur
on a day they are regularly scheduled to work. In such case, the part-time employee will receive pro-rated
funeral leave in accordance with the number of hours they are regularly scheduled to work on that day.
Part-time employees will not be granted funeral leave for days in which they are not regularly scheduled to
work.

Military Leave

These are absences required because an employee is a member of the U.S. Military, National Guard or
other defense service and is ordered to active duty or active duty for training. Employees first entering the
service also have certain statutory rights to reemployment different from the provisions relating to leave.
The Company will comply with all applicable statutes regarding military leave.

The employee's length of leave will be determined by their orders and the appropriate statute. During
active duty, the employee will not receive any pay from the Company. The employee may elect to utilize
accrued vacation or earned time off during the military leave. In that case, the employee will receive full
pay for the vacation or earned time off, in addition to the military pay.

Time spent on military leave will be considered continuous service if the employee returns to work within
the time set by law. The employee may elect to continue group life and medical insurance during the time
on military leave; however, full insurance premiums must be paid by the employee on a pre paid basis or
will be deducted from any salary payments from the Company during the leave. The employee will not be
entitled to short-term disability or long-term disability while on active military duty.

Procedure for Military Leaves

It is the employee's responsibility to inform their manager when orders for military duty have been received
and to provide a copy of the orders. The employee is responsible for returning to work according to
applicable federal and state law.

When an employee returns from a military leave, they will be assigned to a position as required by law.
Pursuant to applicable law, military leave time will usually be credited to the employee's length of service
and all benefits would apply as if the employee had never left their job. Under most circumstances and as
set forth by applicable law, the employee's salary will generally be equal to or greater than the salary at the
time the leave commenced. If automatic increases, cost of living increases or benefit changes would have
been granted during the employee's leave time, the employee will be given the increase and the benefits
when they return to work, as required by law. Eligibility for receipt of merit increases and promotional
increases will be determined by the supervisor upon the employee's return.

19
5.2 Benefits
The following information addresses the nature of the Company benefits and other policies. This
addendum is a supplement to the Employee Handbook. When provisions of the manual and this
addendum conflict, this addendum shall control. The provisions of this addendum may change from time to
time at the discretion of the Company.

The following summary of employee benefits is intended only to provide a brief description of some of the
benefits available to eligible employees. Summary Plan Descriptions, which explain these benefits and the
eligibility requirements for these benefit programs in greater detail, are available. The Company reserves
the exclusive right to change or terminate any benefits or related policy at any time in accordance with
applicable law.

"Full-time employees" are regular-status employees who are regularly scheduled to work 30 or more hours
per week. "Part-time employees" are regular-status employees who are regularly scheduled to work less
than 30 hours per week. "Benefits-eligible" employees are regular-status employees who are regularly
scheduled to work 30 or more hours per week. Employees who are regularly scheduled to work less than
30 hours per week or who are classified as being temporary, occasional status, contract, intern, or student
are not eligible for any benefits.

For benefits-eligible employees, the following insurance benefits are effective the first of the month
following date of hire: health insurance, dental insurance and vision insurance. Time off accruals generally
commence with the employee's first paycheck.

5.3 Health Insurance

Benefits-eligible employees may elect to enroll a health insurance plan sponsored by QTI HR. Domestic
partner benefits are available.

5.4 Dental Insurance

A group dental insurance plan is available to benefits-eligible employees.

5.5 Vision Insurance

A group vision insurance plan is available to benefits-eligible employees.

5.6 Paid Holidays

Full-time benefits-eligible employees are eligible for the following paid holidays:

 New Year's Day

 Memorial Day
 Independence Day
 Labor Day
 Thanksgiving Day
 Christmas Day

If an employee works on a holiday, they will be issued an 8-hour floating holiday to be used within 60 days.

Should a holiday fall on a day a part-time benefits-eligible employee is regularly scheduled to work, that
employee will receive pro-rated holiday pay in accordance with the number of hours they are regularly
scheduled to work on that day. Part-time benefits-eligible employees will not be compensated for holidays
that fall on a day in which they are not regularly scheduled to work.

Any unscheduled absence on a scheduled workday before, on, or after a holiday listed above will be unpaid
unless the employee provides documentation from a certified healthcare provider indicating the absence
was due to a work disabling illness or injury. Failure to verify illness/injury may cause denial of holiday pay.
20
5.7 Paid Time Off
Paid Time Off ("PTO") is a combination of vacation time, sick time and floating holidays. PTO is accrued
per payroll, based on the following schedule and length of service.

Full Months of Service Days Per Year Hours Per Year Hours Per Pay Period*
0 5 40 1.54
36 10 80 3.08
72 15 120 4.62

Part-time, benefits-eligible employees will receive a pro-rated amount of PTO based upon the number of
hours they are regularly scheduled to work.

PTO accrues on a per pay period basis and begins accruing as of the employee's date of hire. Generally,
PTO may not be taken during the first 3 months of employment; however, under certain circumstances and
at management's discretion, new employees may be allowed to take PTO before they have completed 3
months of employment by borrowing against their future PTO accrual.

Accrued PTO is to be taken for all scheduled and unscheduled absences, except for those absences
covered under the provisions of jury duty, funeral leave, Workers' Compensation absence or approved
leave of absence.

PTO requests are to be in writing preferably 14 days in advance. They will be approved whenever staffing
needs allow and may be based on seniority, within reason. All time off requires supervisor and/or
department manager approval. At times it may be necessary to limit the number of employees that may be
absent at one time or to limit the amount of PTO an employee may take at any one time.

Exempt employees may utilize PTO in 4-or 8-hour increments; hourly employees may utilize PTO in a
minimum of 1-hour increments. Vacation/PTO accruals will cease during any leave of absence, regardless
of whether it is a paid or unpaid leave.

Upon termination of employment, employees who give appropriate notice (see "Resignation/Termination")
and return all Company property will be paid for any accrued but unused PTO. Should an employee have a
negative balance in their PTO bank, the amount of PTO that was taken but not earned will be deducted
from the employee's last paycheck. Employees who terminate during their first 3 months of employment are
not entitled to receive any PTO pay.

Employees may carry over up to 5 days of PTO from one year to the next.

5.8 Jury Duty

Full-time employees with 60 days of employment who are called for jury duty will be paid their regular
salary for up to one week, less any government compensation received for serving. This benefit also
extends to part-time benefits-eligible employees, should they need to serve on jury duty on a day they are
regularly scheduled to work. In such case, the part-time employee will receive pro-rated jury duty pay in
accordance with the number of hours they are regularly scheduled to work on that day. Part-time
employees will not be granted jury duty pay for days in which they are not regularly scheduled to work.

Jury duty pay is subject to the normal federal, state and other payroll taxes. Employees must immediately
notify their supervisor upon receipt of notification for jury duty service so appropriate staffing arrangements
can be made. Upon completion of jury duty, employees must provide an earnings statement from the
court, along with their regular timesheet for that period.

5.9 Other Court Action

Employees subpoenaed to appear in a court action (as a witness, for example) will be excused, but unpaid
unless the court action is work-related or if otherwise required by state or local law. Employees have the
option of using PTO if they so desire.

21
Employees attending other court actions not under subpoena (such as a traffic violation) are unexcused
unless they have PTO.

5.10 Voting Leave

In the event an employee does not have enough time outside of working hours to vote in a statewide
election, the employee may take off enough working time to vote as required by state and local law. Such
time will be paid if required by state law. This time should be taken at the beginning or end of the regular
work schedule. Where possible, your Supervisor should be notified at least two (2) days prior to the voting
day.

5.11 401(k)
The Company currently does not offer a 401(k) plan. More information and updates will be forthcoming.

22
 Acknowledgment of Receipt and Review

By signing below, I acknowledge that I have received a copy of the Green Cab of Madison, Inc Employee
Handbook (handbook) and that I have read it, understand it, and agree to comply with it. I understand that
the Company has the maximum discretion permitted by law to interpret, administer, change, modify, or
delete the rules, regulations, procedures, and benefits contained in the handbook at any time with or
without notice. No statement or representation by a supervisor, manager, or any other employee, whether
oral or written, can supplement or modify this handbook. Changes can only be made if approved in writing
by the [[position or title]] of the Company. I also understand that any delay or failure by the Company to
enforce any rule, regulation, or procedure contained in the handbook does not constitute a waiver on behalf
of the Company or affect the right of the Company to enforce such rule, regulation, or procedure in the
future.

I understand that neither this handbook nor any other communication by a management representative or
other, whether oral or written, is intended in any way to create a contract of employment. I further
understand that, unless I have a written employment agreement signed by an authorized Company
representative, I am employed "at-will" (to the extent permitted by law) and this handbook does not modify
my "at-will" employment status.

If I am covered by a written employment agreement (signed by an authorized Company representative) or a

collective-bargaining agreement that conflicts with the terms of this handbook, I understand that the terms
of the employment agreement or collective-bargaining agreement will control.

This handbook is not intended to preclude or dissuade employees from engaging in legally protected
activities under the National Labor Relations Act (NLRA).

This handbook supersedes any previous handbook or policy statements, whether written or oral, issued by
Green Cab of Madison, Inc.

If I have any questions about the content or interpretation of this handbook, I will contact Human
Resources.

I understand that my worksite employer, Green Cab of Madison, Inc, has entered into an agreement with
[[PEO name or reference]] whereby [[PEO name or reference]] has agreed to perform services for Green
Cab of Madison, Inc in connection with the agreement. I understand that for certain purposes I may be a
co-employee of [[PEO name or reference]], and that this relationship may be terminated at-will at any time
by me, Green Cab of Madison, Inc, or [[PEO name or reference]] for any reason, with or without cause or
notice, unless otherwise prohibited by law.

[sig|req|signer1] [date|req|signer1]
_________________________ _________________________
Signature Date

[text|req|signer1]
_________________________
Print Name

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