Welcome to our Employee Handbook!

Whether you are a new employee getting acclimated with Johnson, Mirmiran & Thompson, Inc.
(hereinafter referred to as “JMT” or “the Company”) or a current employee seeking information
on our Company policies, procedures, programs or benefits, this Employee Handbook was
designed with you, our employee owners, in mind.

JMT strives to provide an employee-friendly environment and prides ourselves in the

relationship we maintain with our employees. The Employee Handbook will establish policies,
procedures, benefits, and working conditions which are an integral part of maintaining a
successful business operation.

Employees should familiarize themselves with the contents of this employee handbook as soon
as possible, for it will answer many questions about employment with JMT.

JMT values the talents and abilities of our employees and seeks to foster an open, cooperative,
and dynamic environment in which employees and the Company alike can thrive. JMT provides
an “Open Door” atmosphere in which employees are encouraged to take problems to the next
level of management if they are unable to resolve a situation with their direct supervisor.

We believe that each employee contributes directly to JMT’s growth and success. We wish you
a long, successful career at JMT and hope your experience here will be challenging, enjoyable
and rewarding.

Human Resources

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TABLE OF CONTENTS

ABOUT THIS HANDBOOK ....................................................................................................... 5

EMPLOYMENT.......................................................................................................................... 6
EQUAL EMPLOYMENT OPPORTUNITY ............................................................................... 6
EMPLOYMENT RELATIONSHIPS ......................................................................................... 6
ORIENTATION PERIOD ........................................................................................................ 7
SEPARATION OF EMPLOYMENT ......................................................................................... 7
EMPLOYMENT RECORDS .................................................................................................... 7
EMPLOYEE COMPENSATION & LEAVE ................................................................................. 8
EMPLOYMENT STATUS ....................................................................................................... 8
OVERTIME COMPENSATION ............................................................................................... 8
WORK HOURS ...................................................................................................................... 9
MEAL PERIOD ....................................................................................................................... 9
INCLEMENT WEATHER ........................................................................................................ 9
ABSENCE OR LATENESS ...................................................................................................10
PAY PERIODS AND PAY DAYS ..........................................................................................10
TIME SHEETS ......................................................................................................................10
TRAVEL, MEAL & MISCELLANEOUS EXPENSES ..............................................................12
PAID TIME OFF (PTO) ..........................................................................................................17
PTO CARRYOVER ...............................................................................................................18
PTO ADVANCE .....................................................................................................................18
PTO CASH IN .......................................................................................................................19
BEREAVEMENT LEAVE .......................................................................................................19
JURY DUTY ..........................................................................................................................19
HOLIDAYS ............................................................................................................................20
FAMILY & MEDICAL LEAVE ACT (FMLA) ............................................................................21
MILITARY LEAVE .................................................................................................................26
ACCOMODATION FOR DISABILITY DUE TO PREGNANCY ...............................................27
UNPAID PERSONAL LEAVE OF ABSENCE ........................................................................28
EMPLOYEE REIMBURSEMENT AGREEMENT ...................................................................28
POLICIES & PROCEDURES ....................................................................................................29
DISCRIMINATION AND HARASSMENT ...............................................................................29
DRESS CODE.......................................................................................................................31

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 CORPORATE COMMUNICATION ........................................................................................32
CHARITABLE CONTRIBUTIONS..........................................................................................33
ALCOHOLIC BEVERAGES AT COMPANY EVENTS ...........................................................33
TOBACCO & DRUG-FREE WORKPLACE ............................................................................34
WORKPLACE VIOLENCE.....................................................................................................36
SERVICE MILESTONE DATE ...............................................................................................37
REFERENCE REQUESTS ....................................................................................................37
CONFIDENTIAL NATURE OF COMPANY BUSINESS .........................................................38
BUSINESS ETHICS POLICY ................................................................................................38
PERSONAL & PROFESSIONAL CONDUCT ........................................................................39
PROJECT COMMUNICATION ..............................................................................................39
TELECOMMUTING ...............................................................................................................40
OUTSIDE EMPLOYMENT.....................................................................................................41
NEPOTISM ...........................................................................................................................41
UNAUTHORIZED AUDIO/IMAGE/VIDEO RECORDING POLICY .........................................42
RECRUITMENT RECOMMENDATION .................................................................................43
PERFORMANCE EVALUATION ...........................................................................................44
GRIEVANCE PROCEDURES ...............................................................................................44
EMPLOYEE WORK RULES ..................................................................................................45
HEALTH & SAFETY .................................................................................................................48
AUTOMATIC EXTERNAL DEFIBRILLATOR (AED) ..............................................................48
EMPLOYEE IDENTIFICATION..............................................................................................48
COMPANY PROPERTY ........................................................................................................49
FLEET SAFETY PROGRAM .................................................................................................50
LEARNING & DEVELOPMENT ................................................................................................50
REQUESTS FOR TRAINING ................................................................................................50
EMPLOYEE TUITION REIMBURSEMENT PROGRAM ........................................................50
PROFESSIONAL LICENSE COURSE AND EXAM FEE .......................................................51
PROFESSIONAL ASSOCIATION MEMBERSHIP .................................................................51
INFORMATION TECHNOLOGY ...............................................................................................52
EMAIL DISCLAIMER .............................................................................................................52
EMAIL SIGNATURE ..............................................................................................................53
COMPUTER SOFTWARE .....................................................................................................53

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ELECTRONIC COMMUNICATIONS USAGE ........................................................................54
INFORMATION MOVEMENT ................................................................................................54
INFORMATION PROTECTION .............................................................................................55
FILE STORAGE ....................................................................................................................55
EXPECTATION OF PRIVACY ...............................................................................................56
SOCIAL NETWORKS, PERSONAL WEBSITES & BLOGS ...................................................57
ACCESS CONTROL .............................................................................................................58
REPORTING SECURITY PROBLEMS..................................................................................58
INTERNET USAGE ...............................................................................................................59
MOBILE DEVICE ALLOWANCE ...........................................................................................60
MOBILE DEVICE ACCESS AND USE ..................................................................................63

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ABOUT THIS HANDBOOK
JMT is an equal opportunity employer. The Company provides for fair treatment of employees
based on merit and complies with all applicable federal, state, and local labor laws.
Employment at JMT is on an “at will” basis, which means that the employee, or JMT, may
terminate the employment relationship at any time, for any reason not prohibited by law, with or
without notice and with or without cause.

This Employee Handbook is not a contract of employment nor is it intended to create

contractual obligations for the Company of any kind. Nothing in this Employee Handbook, and
no oral representation by any employee, official, or supervisor of the Company, shall be
construed as a contract of employment for any specified period of time, unless a written contract
of employment is signed by you and a company official.

The policies and procedures outlined in this handbook will be applied at the discretion of the
Company. JMT reserves the right to deviate from the policies, procedures, benefits, and
working conditions described in this handbook. Furthermore, the Company reserves the right to
withdraw or change the policies, procedures, benefits, and working conditions described in this
handbook at any time, for any reason, and without prior notice. The Company will endeavor to
notify employees when an official change in policy or procedure has been made, but employees
are responsible for their own up-to-date knowledge about Company policies, procedures,
benefits, and working conditions.

This Employee Handbook supersedes any and all past handbooks, policies, procedures,
understandings, and standards, written or verbal, express or implied. Please review the
Employee Handbook in its entirety. Employees will be asked to affirm that you have read,
understand, agree to abide by, and acknowledge your receipt of this employee handbook.

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EMPLOYMENT
EQUAL EMPLOYMENT OPPORTUNITY
This Equal Employment Opportunity Policy (“EEO Policy”) reaffirms our commitment to provide
equal employment opportunities for all employees and job applicants.

JMT will recruit, hire, train, and promote persons in all job titles without regard to race, color,
religion, national origin or ancestry, sex, age, marital status, sexual orientation, gender identity,
genetic information, disability, veteran status, or any other legally protected status under local,
state, or federal law. The Company will make employment decisions that further the principle of
equal employment opportunity. The Company will ensure that promotion decisions are in accord
with principles of equal employment opportunity by imposing only valid and nondiscriminatory
requirements for promotional opportunities. The Company also will ensure that all personnel
decisions and actions, including but not limited to compensation, benefits, transfers, promotions,
layoffs, returns from layoff, discipline, terminations, Company-sponsored training, education,
and social and recreation programs, will be administered without regard to race, color, religion,
national origin or ancestry, sex, age, marital status, sexual orientation, genetic information,
disability, veteran status, or any other legally protected status under local, state, or federal law.

Pay Transparency Nondiscrimination Provision (Required for federally funded projects)

The contractor will not discharge or in any other manner discriminate against employees or
applicants because they have inquired about, discussed, or disclosed their own pay or the pay
of another employee or applicant. However, employees who have access to the compensation
information of other employees or applicants as a part of their essential job functions cannot
disclose the pay of other employees or applicants to individuals who do not otherwise have
access to compensation information, unless the disclosure is (a) in response to a formal
complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action,
including an investigation conducted by the employer, or (c) consistent with the contractor’s
legal duty to furnish information. 41 CFR 60-1.35(c)

All employees are expected to comply with this EEO Policy. Managers and supervisors who are
responsible for meeting business objectives are expected to cooperate fully in meeting our
equal employment opportunity objectives.

EMPLOYMENT RELATIONSHIPS
Because fluctuations in work are common, it is important for you to recognize that the Employer-
Employee relationship is a business relationship based on mutual trust and benefiting both
parties. If either you or JMT decide to end this relationship, common courtesy should be
followed.

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ORIENTATION PERIOD
You are employed on an orientation basis until you have completed the first 90 days of
employment. This 90-day period is a trial period designed to determine whether you are suited
to the job and are capable of satisfactorily performing the work assigned.

Your supervisor will evaluate you two times during the orientation period; at 45- and 90- days.
An unsatisfactory rating at any time during this orientation period may result in your immediate
termination.

SEPARATION OF EMPLOYMENT
If you choose to terminate your employment with JMT, it is anticipated that you will give your
supervisor as much notice as possible – preferably a minimum of two weeks. When giving your
two-weeks’ notice, paid time off should not be used in lieu of notice. If you do not give two-
week’s notice of your intent to leave, the Company will not pay out any accrued but unused paid
time off.

If your decision to terminate is based on a situation that could be corrected, you are encouraged
to discuss it with your supervisor or Human Resources before making a final decision.

At the time of your employment termination, a representative of the Human Resources

department will meet with you to conduct an exit interview. At that time, the details of your
leaving will be discussed, arrangements for your final paycheck will be made, and information
regarding your insurance coverage and other information relative to your employment will be
explained to you.

You must return all Company property, including identification cards, keys, etc. to your
supervisor or a Human Resources Representative on or before your last day of work.

EMPLOYMENT RECORDS
The Human Resources department maintains a confidential personnel file on each staff
member. It is important that your employment records are kept up to date. Please be sure to
immediately notify Human Resources if there is a change in your personal information, for
example:

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EMPLOYEE COMPENSATION & LEAVE
EMPLOYMENT STATUS
JMT maintains standard definitions of employment and classifies employees in accordance with
these definitions:

• FULL-TIME
Employment in an established position requiring 40 hours or more of work per week,
typically from 8am-5pm.

• PART-TIME OVER 20 HOURS

Employment in an established position requiring 20-39 hours of work per week.

• PART-TIME
Employment in an established position normally working less than 20 hours per week.
Normally a part-time schedule, such as portions of days or weeks, will be established.

• TEMPORARY / INTERNSHIP
Employment in an established position anticipated for a temporary period of time.

All employees, regardless of employment status, are subject to all Company rules and
procedures. You will be notified of your employment status upon being hired, or as your
employment status changes.

• Your Name • Beneficiary Information

• Address • Emergency Contact Information
• Telephone Number • Educational and Professional
• Marital Status Accomplishments
• Number of Dependents • Licensure

OVERTIME COMPENSATION
Due to fluctuating workloads, you may be expected to work overtime. The work week is defined
as Sunday through Saturday. Overtime is defined as hours worked in excess of 40 hours in any
work week. Holidays and leave hours taken will be considered hours worked. Your classification
as an Exempt or Non-exempt employee is determined according to The Fair Labor Standards
Act of 1938 and overtime worked is compensated as follows:

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 1. Hourly Non-Exempt personnel will be compensated at 1½ times their regular hourly
rate for any hours worked over 40 hours in a work week.

Make-up hours cannot be worked if these hours would result in overtime for any given
work week; therefore, make-up hours may be worked only during a given work week to
compensate for time taken off without pay during that same work week.

2. Salary Exempt personnel, although exempt from statutory overtime, will nevertheless
be compensated at their regular hourly rate for any hours worked over 40 hours in a
work week. Exempt personnel must meet the minimum number of required hours in a
pay period. Any time missed should be made up within the same pay period or covered
through the use of paid time off.

3. Salary with Bonus Exempt personnel, including Officers, Office Managers, and other
designated individuals, are not eligible for overtime compensation. These individuals are
eligible for an annual bonus.

WORK HOURS
Normal office hours are 8:00am to 5:00pm Monday through Friday. Flexible starting times are
allowable with concurrence of your supervisor. Certain personnel generally begin work earlier
depending upon project requirements as dictated by your supervisor.

MEAL PERIOD
The Company provides you with up to one hour for lunch for each day worked. Such time is
subtracted from the total number of hours worked each day. You are required to take a
minimum of 30 minutes per day for each day worked.

Nursing mothers are provided with a reasonable break time and private location to express
breast milk, for up to one year following the birth of a child. Please consult with your supervisor
to discuss appropriate break times for this purpose.

INCLEMENT WEATHER
Our clients depend on us to be available to service their needs even under difficult weather
conditions. It is our intent to continue business as usual in order to support our clients.

Office Staff:
This policy is meant again to be fair to both you and the Company due to lost production. It is
your responsibility to determine if the office is operational. You can do this by calling the office,
and if you receive voicemail, the building has power. If inclement weather makes coming to

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work hazardous, call your supervisor. Should office employees miss time due to inclement
weather, paid time off may be used or, if eligible, you can make-up time according to the
Overtime Compensation section of this Employee Handbook. If the time cannot be made up
and/or you do not have the available paid time off, then at the discretion and approval of your
supervisor, paid time off may be advanced.

Survey/SUE Crews:
The objective of this policy is to be fair to both you and the Company because of a loss of
production. This policy is for any given calendar week (Sunday - Saturday).

1. The first eight hours of an inclement weather event will be paid by the Company.
2. The second eight hours will be made up by working Saturdays. If you prefer not to work
on Saturday you may take leave.
3. You will be paid for half of any hours lost to inclement weather in excess of the initial 16
hours referred to above.
4. For any time paid by the Company, field crews may be assigned other work as
determined by the supervisor.
5. The supervisor for each office will determine when weather is inclement.

ABSENCE OR LATENESS
If you know you will be absent or late to work in advance, please notify your supervisor. We
realize that sometimes lateness cannot be avoided. However, unless otherwise stated by your
supervisor, the following notification procedures must be followed:

• If the absence is due to illness or other unforeseen circumstances, you must telephone
your supervisor as early as possible on the first day of not being able to report for work. In
such circumstances, please advise your supervisor of the anticipated length of absence.

If you do not contact your supervisor for three consecutive workdays, JMT will terminate your
employment. An unsatisfactory attendance report, frequent lateness and/or long lunch breaks
may be cause for disciplinary action according to the Work Rules as outlined in the Policies and
Procedures section of this Employee Handbook.

PAY PERIODS AND PAY DAYS

Employees are paid on a bi-weekly basis resulting in 26 pay days per year.

TIME SHEETS
It is your responsibility to ensure your time is not only recorded daily, but accurately. You
should consult your supervisor or Project Managers for information on project related codes.

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For other assistance on how to charge your time accurately, such as night differential, business
travel or company affairs, please contact your supervisor or the Accounting department. The
nature of the work being performed determines the proper recording of time, not availability of
funding, type of contract, or other factors. Accordingly, direct labor hours must be assigned to
the project that causes the hours to be incurred, regardless of whether the hours are billable to
the client. Hours worked on projects that are not billable labor hours many not be charged or
later reassigned, to other billable projects or to overhead unless properly documented.
Furthermore, the importance of submitting timesheets on time to Accounting cannot be
overemphasized. Timesheets must be completed accurately, to ensure your pay, project costs
and client invoicing are recorded properly. No one other than you is allowed to complete your
timesheet, unless you are absent for a prolonged period of time. If this case arises, please
coordinate to have your supervisor complete your timesheet. However, upon your return, you
must review the submitted timesheet.

If for any reason, an adjustment needs to be made to the timesheet after the initial submission,
you are responsible for all changes. If it is not feasible for you to make the adjustment in a
timely fashion, the Accounting department will make the adjustment for you along with a
documented reason for the adjustment. You are to review the revised timesheet and either
agree with the revision and reason for the revision or edit the timesheet or reason for
adjustment as you deem appropriate. All adjusted timesheets must also be reviewed by your
supervisor.

Office Staff – You are to complete an electronic timesheet on a daily basis. You can access
your timesheet through the JMT Intranet. Timesheets will be submitted electronically and
approved electronically by your supervisor.

Field Staff – Individuals that do not have access to the timesheet system should consult with
their supervisor for instructions on how to properly complete a timesheet. When appropriate,
physical timesheets will be completed and physical signatures from you and your supervisor will
be required. Any revisions to these timesheets will also be done in paper format and resigning
of the timesheet by you and your supervisor will be required.

Here are some hints on how to complete your timesheet:

1. Record only hours worked and paid time off hours for which compensation is entitled.
2. Do not record lunch breaks as hours worked on a timesheet.
3. Submit timesheet before leaving on Friday unless working on Saturday.

If your timesheet is not received timely, payroll will be processed with its omission as to not
conflict will several other deadlines. Failure to timely submit your timesheet may result in
disciplinary action and delay in receipt of pay in accordance with applicable law. Furthermore,
falsification of timesheets will not be tolerated and is considered a violation of our Work Rules

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as outlined in the Policies and Procedures section of this Employee Handbook.

TRAVEL, MEAL & MISCELLANEOUS EXPENSES

These policies and procedures are designed to act as a guideline for business travel, meal, and
miscellaneous expense reimbursements. While these policies do contain suggested expense
limits, we challenge you to use professional judgment when incurring expenses on behalf of the
Company. JMT recognizes that, in some isolated cases, business related expenses might need
to be reviewed on a case-by-case basis; however, this primarily applies if the expense in
question was not discussed in this policy.

Responsibility
You are responsible for complying with JMT Expense Policies and obtaining proper approval for
expenses prior to incurring them. The supervisor who approves and signs expense reports is
responsible for accurately reviewing expense reports for compliance with this policy. Both you
and your supervisor have the responsibility of verifying billability for all charges. JMT will
reimburse you for all reasonable and necessary expenses while traveling on authorized
company business. JMT assumes no obligation to reimburse you for expenses that are not in
compliance with this Policy. Disregard for company policy or altering of receipts can result in
disciplinary action up to and including termination.

Reporting Guidelines
You must file expense reports no later than sixty days following the completion of the trip or
incurring the expense. Expense reports are reimbursed twice a month (on the 15th and the last
day of each month). If those dates fall on a weekend, reimbursement will be the Friday prior.
Please allow up to two weeks to be reimbursed from the date of submission. Please refer to
mileage rate memo on the intranet for the current mileage rate.

Documentation Requirements
You must provide the following information, if applicable, in order to be reimbursed for all
expenses (excluding non-billable per diems):

• Number of individuals present and company name

• Itemized Receipts for all expenditures (this includes detailed meal receipts showing what
was purchased), except when per diem is requested.
• Name and location of where the meal or event took place
• Exact amount and date of the expense
• Business Purpose/Reason for the expense

Please note: Expense reports containing entries that cannot easily be supported by receipts will
be returned to the person submitting the expense report. When a receipt is not available, a full

12
explanation of the expense and the reason for the missing receipt is required. The following
receipts are acceptable:

• Original receipt completed by the vendor

• Customer’s copy of credit card slip (only if it shows details of what was purchased)
• Credit card billing statement, only in the unusual case where it is not possible to obtain
the actual receipt

Completing Your Expense Reports

Expense reports should be completed through company expense reporting system.

Approval /Authorization Process

All expense reports must be approved by the appropriate party as listed on the expense report
form. The approver is responsible for verifying:

• Business purpose
• Correct totals
• Supporting documentation and receipts
• Compliance with this Policy

General expense category rules to follow when completing your expense report:

For a Training Approved event use the Training Expense projects.

For a Business Development related event use the Business Development projects.

The following are reimbursable expenses while on pre-approved business travel.

Air/Rail Travel
Air travel reservations should be made in such a manner as to secure the best available fare.
ALL AIR TRAVEL MUST BE IN COACH CLASS.

When traveling by air:

• You are expected to use the lowest logical airfare available.
• You are expected to reserve 7-day advance notice purchases when possible.
• You will need to provide proof that the flight booked was the cheapest at the time of
purchase for the itinerary. This can be accomplished by including a print out from one of
the travel websites, such as Expedia, Kayak, Orbitz, etc. showing your travel (flight)
needs and the competitors’ costs.

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Upgrades for Air Travel
Upgrades for air travel are not reimbursable. If you wish to upgrade, it is done at your own
expense.

Cancellations for Air Travel

When a trip is cancelled after the ticket has been issued, you should inquire about using the
same ticket for future travel.

Airport and Train Station Parking

When parking at an airport or train station is part of business travel long term parking lots
should be considered.

General Parking and Toll Charges

These types of expenses will be reimbursed with appropriate receipts.

Auto Travel
All Company and Rental vehicle usage will be reimbursed only if you have complied with the
JMT Safe Driving Program.

JMT Pool Vehicles

You should first consider the use of a company vehicle when making travel arrangements. To
check availability of a company vehicle, please contact your office administrative assistant for
proper procedures. You must be an approved driver to utilize a company pool vehicle.

Rental Cars
You may rent a car at your destination when it is less expensive than other transportation
modes such as taxis, airport limousines and airport shuttles or when entertaining customers.
Whenever multiple employees are traveling together, every effort to rideshare or carpool must
be made. Please see your office administration staff for the JMT Rental Car account
information.

• You must reserve a car in the compact or mid-size rental car category.
• At the time of rental, inspect the car and be sure that any damage found is noted on the
contract before the vehicle is accepted.
• If you have rented the car through JMT’s account, you should not accept the collision
insurance offered by rental agencies.
• If you have not rented the car through JMT’s account, your personal insurance would be
responsible, and JMT will not reimburse for any insurance purchased from the Rental
Agency.
• Whenever possible, the prepaid gas option should be declined.

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Rental vehicles may also be used for non-overnight business travel when the total expense of
the rental and fuel costs are less than the reimbursable rate for personal vehicle use and a
company vehicle is unavailable.

Rental Car Fuel

Gasoline for use in rental cars is reimbursable with proper documentation.

Personal Vehicle
You may use your personal vehicle for business related purposes and for overnight travel
purposes. The Company will not be responsible for any property, personal or other damages
whatsoever. Mileage is reimbursed at the rate established by the JMT Board of Directors. This
mileage allowance is in lieu of actual expenses for gasoline, oil, repairs, tags, insurance, and
depreciation. Therefore, actual expenses for those items will not be reimbursed when your
personal vehicle is used for business. To be reimbursed for the use of your personal vehicle for
business, you must list on the expense report:

• Date and purpose of the trip

• Locations traveled to and from
• Mileage total (in excess of your normal commute to and from work)

Lodging / Hotel
Hotel reservations should be made in such a manner as to secure the best available rate.
• You will be held responsible and will not be reimbursed for "no-show" charges unless
there is sufficient proof that the billing is in error or circumstances were beyond the
traveler’s control.
• You should request and record the cancellation number in case of billing disputes.
• You should note that cancellation deadlines are based on the local time of the property.

Meals

Non-Billable Personal Travel Meals

Non-Billable Personal travel meals are defined as meal expenses incurred by the employee
when traveling on an overnight business trip. Meal expenses will be reimbursed on a per diem
rate, per the Federal Travel Regulation (FTR) guideline amounts, with a total allowable amount
of $56.00/full travel day and 75% on the first and last day of travel, which is $42.00. If the first
or last day of travel exceeds a normal work day, it is up to the manager’s discretion regarding
the reimburse rate which is not to exceed the $56.00/full travel day rate. Receipts for per diem
meals will not be required. Qualifying trips include but are not limited to training, seminars,
conferences, exhibition shows, and visiting other JMT offices. JMT reserves the right to adjust
these rates at any time.

$9/day for breakfast

$13/day for lunch
15
 $29/day for dinner
$5/day Incidental Expenses

Billable Personal Travel Meals

Meal expense amounts and requirements will be reimbursed at the client’s directive which may
include submitting receipts. It is the responsibility of both you and your supervisor to confirm
billability and contract requirements.

If receipts are not required and if per diem rates are allowed by client, travel meals are defined
as meal expenses incurred by the employee when traveling on an overnight business trip. Meal
expenses will be reimbursed on a per diem rate, per the Federal Travel Regulation (FTR)
guideline amounts, with a total allowable amount of $56.00/full travel day and 75% on the first
and last day of travel, which is $42.00. If the first or last day of travel exceeds a normal work
day, it is up to the manager’s discretion regarding the reimburse rate which is not to exceed the
$56.00/full travel day rate. Receipts for per diem meals will not be required. JMT reserves the
right to adjust these rates at any time.

$9/day for breakfast

$13/day for lunch
$29/day for dinner
$5/day Incidental Expenses

Business Travel Meals

Business travel meals are defined as a meal expense incurred while conducting business on an
overnight business trip. You will be reimbursed for business travel meals only in the following
circumstances:

• A client must be present and involve substantive business discussions

• For recruiting and/or marketing efforts

Itemized receipts are required.

Company Travel Meals

Company travel meals (staff only) are defined as a meal expense incurred while conducting
business on an overnight trip. You will be reimbursed for travel meals only in the following
circumstances:

• Two or more JMT employees must be present and involve substantive business
discussions.

Itemized receipts are required.

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PAID TIME OFF (PTO)
JMT provides its employees with Paid Time Off (PTO) benefits intended to allow you paid time
off from work for reasons such as vacation, personal illness, family illness, medical
appointments, religious or ethnic holidays, or personal or family business. PTO may be taken
by eligible employees, as defined below, with prior supervisory approval. You are encouraged to
provide at least one week of notice for any planned use of PTO and at least one month of notice
to your supervisor for any planned vacation or extended time off. In some cases, notification to
the Client is required by your supervisor.

If you are absent from work for any reason, you are required to take your accrued but unused
PTO in excess of 40 hours before unpaid time off will be approved. Exceptions to this policy
include: Short Term Disability and Worker’s Compensation.

Full-Time employees will accrue PTO hours in accordance with the schedule below, based upon
JMT Years of Service. You will accrue hours per pay period as they are earned. You will begin
accruing PTO hours after working one full pay period.

Full-Time Employee PTO Schedule (In Hours)

JMT Accrual Total Accrued
Years of Rate per PTO per Year
Service Pay Period = of JMT Service
1 4.62 120
2 4.92 128
3 5.23 136
4 5.54 144
5 5.85 152
6 6.15 160
7 6.46 168
8+ 6.77 176

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Part-Time employees working 20-39 hours per week are eligible to accrue PTO hours in
accordance with the schedule below, based upon JMT Years of Service. You will accrue hours
per pay period as they are earned. You will begin accruing PTO hours after working one full pay
period.

Part-Time Employee (20-39 hrs. per week) PTO Schedule (In Hours)
JMT Accrual Total Accrued
Years of Rate per PTO per Year
Service Pay Period = of JMT Service
1 2.31 60
2 2.46 64
3 2.62 68
4 2.77 72
5 2.92 76
6 3.08 80
7 3.23 84
8+ 3.38 88

With the exception of Salary with Bonus Exempt personnel, you will be paid any accrued but
unused PTO balances in your final paycheck. In the event that you voluntarily resign your
employment, you must provide at least two weeks’ advance notice of your resignation in order
to be paid for your unused PTO balance. In the event that you have a negative PTO balance at
the time of your separation, you will be responsible for reimbursing the Company upon your last
day of employment.

PTO CARRYOVER
You will have until March 31st of any given year to use PTO hours in excess of the carryover
maximum of 120 hours. If you do not use your PTO hours over 120 by March 31st, you will forfeit
those hours.

PTO ADVANCE
In certain situations, you can request a PTO advance if you do not have sufficient PTO
available. PTO advances are left to supervisor discretion; however, you may not take more than
a 40-hour PTO advance. Written requests must be submitted and approved by your supervisor.

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PTO CASH IN
You may also request to cash in a portion of your available PTO. All requests must be approved
by the supervisor, and then be submitted to Human Resources. All requests are subject to the
following:

1. No more than half of your accumulated PTO balance will be paid.

2. No more than 40 hours will be paid per calendar year.
3. Salary with Bonus Exempt personnel, including Officers, Office Managers, Section
Heads and other designated individuals who are salaried and eligible for an annual
bonus may not cash in PTO.

BEREAVEMENT LEAVE
In the unfortunate event of a death in your immediate family, up to three days with pay will be
granted to Full Time and Part Time Over 20 Hour employees. These three days are to be taken
consecutively within a reasonable time of the day of the death or day of the funeral.

For this purpose, immediate family is defined as:

• Spouse • Sister In-laws • Step-parents

• Child • Brother In-laws • Step-siblings
• Step-children • Grandchildren • Siblings
• Parents (Including in-laws) • Grandparents (including in-laws)

You must notify your supervisor of the situation and the need to take Bereavement Leave
including the anticipated length of your absence. Upon returning to work, you must record the
absence as Bereavement Leave on your timesheet. Proof of death and relationship to the
deceased may be required.

JURY DUTY
If you receive a summons from a County, State or Federal Court to serve as a juror on a Trial or
a Grand Jury and are selected for jury service you shall notify your supervisor without delay.
You will be compensated at your hourly rate for up to five days per calendar year. You must be
in a Full-Time or Part-Time Over 20 Hour status to receive this benefit.

JMT encourages you to request a postponement of jury service if your absence would seriously
interrupt company operations.

If you are released before noon from jury service, you are required to report back to work for the
remainder of the day.

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Depending on your current workload, JMT expects that you will work with your supervisor to
make up time missed so as not to greatly affect job deadlines. Make-up hours will be handled
based on your employment status as outlined in the Overtime Compensation Section of this
Employee Handbook.

HOLIDAYS
The following holidays will be observed:

• New Year's Day • Thanksgiving

• Memorial Day • Day after Thanksgiving
• Independence Day • Christmas Eve Afternoon (½ day)
• Labor Day • Christmas Day
• One Floating Holiday

Eligibility for Holiday Pay

• Full-Time employees will receive eight hours of pay for each holiday with the exception
of Christmas Eve, in which they will receive four hours of pay.
• Part-time Over 20 Hour employees will receive four hours of pay for each holiday, with
the exception of Christmas Eve, in which they will receive two hours of pay. If you are in
this employment status, you will receive holiday pay regardless of whether or not the
holiday falls on a day you are regularly scheduled to work.
• Part-time, temporary and employees on an approved unpaid leave of absence or FMLA
are not eligible to receive holiday pay.
• If you are terminating and your actual last day worked is prior to a holiday, you will not
receive holiday pay (i.e. an employee cannot book PTO to carry themselves through the
holiday).

Floating Holiday Policy

• The Company recognizes that you may wish to observe certain days that are not
included in our holiday schedule. To allow some flexibility, you will have a floating
holiday, eight hours of holiday pay, to use at your discretion within the calendar year.
You will not be allowed to carry over unused floating holiday time from year to year. It is
a use it or lose it benefit each calendar year.
• You must notify your supervisor prior to taking a Floating Holiday.
• Hours must be recorded as Floating Holiday on your timesheet.
• Floating Holiday hours must be used in full increments of eight hours for Full-Time
employees or four hours for Part-Time Over 20 Hour employees.
• Floating Holiday hours will not be paid out upon separation of employment

Holidays that fall on Sunday will be observed the following Monday. Holidays that fall on
Saturday will be observed the preceding Friday. Christmas Eve will be observed on the last
working day before Christmas.
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FAMILY & MEDICAL LEAVE ACT (FMLA)
The Family and Medical Leave Act (FMLA) requires covered employers to provide up to 12
weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical
reasons. Additionally, employees on FMLA will not be compensated for any holiday(s) that may
occur during said leave. This 12-week period of FMLA leave is calculated on a rolling 12-month
period which begins on the first day of your first approved FMLA leave. For example, if you
have taken eight weeks of FMLA leave during the 12 months preceding your request for
additional FMLA leave, you are entitled to take up to four more weeks of FMLA leave.

Eligibility
An “eligible” employee is an employee who:
1. Has been employed by JMT for at least 12 months. This 12-month period need not be
consecutive months and is subject to certain provisions in Sec. 825.110 of the Act.
2. Has been employed for at least 1,250 hours of service during the 12-month period
immediately preceding the commencement of the FMLA leave, and

If you become eligible while on Non-FMLA Leave, (i.e.: meets the one year service requirement
while on non-FMLA leave) you will become FMLA eligible as long as all other requirements are
met. Leave prior to their one year service date will be treated as non-FMLA leave and leave on
or after the satisfaction of the one year service date will be treated as FMLA eligible.

Reasons for Leave

1. For birth of a child, and to care for that newborn child;
2. For placement with the employee of a child for adoption or foster care;
3. To care for your spouse, son, daughter or parent with a serious health condition;
4. Because of a serious health condition that makes you unable to perform the functions of
your job;
5. Because of any qualifying exigency arising out of the fact that the your spouse, son,
daughter, or parent is a military member (including National Guard, Reserves, and
Regular Armed Forces) on covered active duty (or has been notified of an impending call
or order to active duty) and requires deployment to a foreign country in support of a
contingency operation; A “qualifying exigency” includes things such as short-notice
deployment, issues related to childcare, financial and legal arrangements, counseling,
military “send off” and “welcome home” events, rest and recuperation and similar issues
arising out of a Service member’s absence. A “qualified exigency” can also be used for
parental care for a military member’s parent who is incapable of self-care when the care
is necessitated by the member’s covered active duty. Care includes: arranging for
alternative care, providing care on an immediate need basis, admitting or transferring the
parent to a care facility, or attending meetings with staff at a care facility
6. To care for a covered family Servicemember (spouse, son, daughter, parent or next of
kin) who has incurred an injury or illness or aggravated a previous condition in the line of
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 duty while on active duty in the Armed Forces, including National Guard and Reserve
members, or otherwise in outpatient status provided that such injury or illness may
render the family member medically unfit to perform duties of the member’s office,
grade, rank or rating. You are also eligible for this type of FMLA when the family
Servicemember is receiving medical treatment, recuperation or therapy, even if the
Servicemember is on the temporary disability retired list.

A covered Servicemember could also include covered veterans who are undergoing
medical treatment, recuperation, or therapy for a serious injury or illness. A covered
veteran is an individual who was discharged or released under conditions other than
dishonorable at any time during the five-year period prior to the first date the eligible
employee takes FMLA leave to care for the covered veteran.

When FMLA leave is taken to care for an injured or ill Servicemember, an eligible
employee may take up to 26 workweeks of leave during a single 12-month period to care
for the Servicemember. Leave to care for an injured or ill Servicemember, when
combined with other FMLA-qualifying leave, may not exceed 26 weeks in a single 12-
month period. Spouses who are both employed by JMT may only take a combined total
of 26 weeks of FMLA leave during any rolling 12-month period to care for a covered
injured or ill Servicemember. In addition, spouses who are both employed by JMT may
only take a combined total of 12 weeks of FMLA leave during any rolling 12-month
period.

Notice of Leave – Employee Responsibilities

You must provide 30 days’ advance notice of the need to take FMLA leave when the need is
foreseeable. When 30 days’ advance notice is not possible, you must provide notice as soon as
practicable and generally must comply with JMT’s normal call-in procedures, except in
extraordinary circumstances.

You must provide sufficient information for JMT to determine if the leave may qualify for FMLA
protection and the anticipated timing and duration of the leave. This information must include
certification that is necessary to confirm and approve the need for FMLA leave. You must also
inform JMT if the requested FMLA leave is for a reason for which FMLA leave was previously
taken or certified. JMT will provide you with a notice of rights and obligations at the time of your
FMLA leave request.

Certification and Reporting

Certification is required to support your request for FMLA leave. In the case of a serious health
condition of the your own or family member’s serious health condition, injury or illness, a
medical certification from a Health Care Provider will be required before FMLA leave can be
granted. Failure to provide medical certification within the designated timeframe may result in
the denial of FMLA leave. If the medical certification initially provided is in question, JMT may

22
require a second or third opinion, at JMT’s expense. You may also be required to submit
medical recertification during the period of FMLA leave. It is your responsibility to contact
Human Resources regarding your intention to return to work within two weeks of your return.

Employee’s requesting Qualified Exigency Leave must provide proof of the qualifying family
member’s call-up or active military service before FMLA leave is granted. This documentation
may be a copy of the military orders or other official Armed Forces communication. Also
acceptable are Military Member’s Rest and Recuperation leave orders.

Employees requesting Servicemember Caregiver FMLA leave must provide certification of the
family member or next-of-kin’s injury, recovery or need for care.

Fitness for Duty Certification

Employees taking FMLA leave for their own serious health condition will be required to provide
a fitness for duty certification from the treating physician releasing them to perform their regular
job duties with no restrictions within 15 days of their return to work. If you fail to provide the
fitness for duty certification, or the Company feels you are not fit to return to work and could
endanger the safety of yourself or your co-workers, you may not be permitted to resume work
until sufficient certification is provided to Human Resources.

Intermittent and Reduced Schedule Leave

You may request FMLA leave for your own or your family member’s serious health condition on
an intermittent basis (taking leave in several blocks of time) or on a reduced work schedule
(reducing the usual number of hours worked per workweek or workday) only if medically
necessary. If leave is unpaid, your salary will be reduced based on the amount of time worked.
In addition, employees on an intermittent or reduced schedule FMLA leave may be temporarily
transferred to an alternative position which better accommodates their recurring leave and
which has equivalent pay and benefits. Intermittent or reduced hour leave taken because of the
birth or adoption of a child or the placement of a child with you for foster care may be granted on
a case by case basis once management evaluates workload and available resources.

Use of Accrued Paid Leave during FMLA

FMLA leave is unpaid. However, you have the option to use accrued leave hours at your
discretion during the FMLA period. Additionally, JMT will require you to use your accrued PTO
in excess of 40 hours, if your condition does not qualify for Short Term Disability Benefits. If
your condition does qualify for Short Term Disability Benefits, but you are out of work beyond
the covered disability period, you will be required to use your accrued PTO in excess of 40
hours. FMLA leave and paid leave run concurrently and will count toward your 12 weeks of
FMLA time. Additionally, when taking FMLA leave because of your own serious health
condition, you may be eligible for Short-Term Disability (STD) benefits. STD benefits also run

23
concurrently with FMLA leave, but may not be elected concurrently with PTO. Please contact
Human Resources for more details.

Company Benefits
For the duration of FMLA leave, your benefits will remain unchanged. You will be responsible
for remitting the employee portion of all monthly employee health premiums. Failure to submit
these employee premiums timely may result in benefits being terminated.

If you elect not to return to work at the end of the FMLA period, you may be required to
reimburse the company for the total cost of any premiums paid by JMT on your behalf.

Job Protection
Upon return from FMLA leave, employees not identified as “key employees” as described in
Section 825.217 of the FMLA regulations will be restored to their original or equivalent positions
with equivalent pay, benefits and other employment terms. The use of FMLA leave will not
result in the loss of any employment benefit that accrued prior to the start of your FMLA leave.

Definitions: For the purpose of this policy, the following definitions apply:

Spouse - means a husband or wife as defined or recognized under State law for purposes of
marriage in the State where the employee resides, including common law marriage in States
where it is recognized.

Parent – means biological, adoptive, step or foster father or mother, or any other individual who
stood in loco parentis to the employee. This term does not include parents “in law”.
Son or Daughter – means a biological, adopted, or foster child, a stepchild, a legal ward, or a
child of a person standing in loco parentis, who is either under age 18 or age 18 or older and
“incapable of self-care because of a mental or physical disability” at the time FMLA leave is to
commence. (Please refer to Act for further explanation of incapable of self-care and physical
and mental disability definitions)

Next of Kin of a covered service member – means the nearest blood relative other than the
covered service member’s spouse, parent, son, or daughter, in the following order of priority:
Blood relatives who have been granted legal custody of the covered Servicemember by court
decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first
cousins, unless the covered Servicemember has specially designated in writing other blood
relatives as his or her nearest blood relative for purposes of military caregiver leave under the
FMLA.

24
Health Care Provider - licensed MD's and OD's, podiatrists, dentists, clinical psychologists,
optometrists, chiropractors authorized to practice in the State, nurse practitioners and nurse-
midwives authorized under State law, clinical social workers and Christian Science practitioners.

Incapacity – means inability to work, attend school or perform other regular daily activities due
to the serious health condition, treatment therefore, or recovery.

Serious Health Condition - means an illness, injury, impairment, or physical or mental

condition that involves: 1) inpatient care in a hospital, hospice, or residential medical care
facility; or 2) continuing treatment by a health care provider (see definition of inpatient care
and continuing treatment below).

Inpatient Care – means an overnight stay in a hospital, hospice, or residential medical

care facility, including any period of incapacity as defined in the Act, or any subsequent
treatment in connection with such inpatient care

Continuing Treatment – a serious health condition involving continuing treatment by a

health care provider includes any one or more of the following:

Incapacity and Treatment - A period of incapacity of more than three consecutive full calendar
days and; any subsequent treatment or period of incapacity relating to the same condition, that
also involves:

1. Treatment two or more times, within 30 days of the first day of incapacity, unless
extenuating circumstances exist, by a health care provider, by a nurse under direct
supervision of a health care provider, or by a provider of health care services (ie.
Physical therapist) under order of, or on referral by, a health care provider; or
2. Treatment by a health care provider on at least one occasion, which results in a regimen
of continuing treatment under the supervision of a health care provider.

The requirement in number one and two of this definition for treatment by a health care
provider means an in-person visit to a health care provider. The first (or only) in-person
treatment visit must take place within seven days of the first day of incapacity.

Pregnancy or Prenatal Care – Any period of incapacity due to pregnancy, or for prenatal care.

Chronic Conditions – Any period of incapacity or treatment for such incapacity due to a
chronic serious health condition. A chronic serious health condition is one which:
1. Requires periodic visits (defined as at least twice a year) for treatment by a health care
provider, or by a nurse under direct supervision of a health care provider;
2. Continues over an extended period of time (including recurring episodes of a single
underlying condition); and
25
 3. May cause episodic rather than a continuing period of incapacity (i.e., asthma, diabetes,
epilepsy, etc.)

Permanent or Long-Term Conditions – A period of incapacity which is permanent or long-

term due to a condition for which treatment may not be effective. You or your family member
must be under the continuing supervision of, but need not be receiving active treatment by, a
health care provider. Examples include Alzheimer's, a severe stroke, or the terminal stages of a
disease.

Conditions Requiring Multiple Treatments – Any period of absence to receive multiple

treatments (including any period of recovery) by a health care provider or by a provider of health
care services under orders of, or on referral by, a health care provider for:
1. Restorative surgery after an accident or other injury; or
2. A condition that would likely result in a period of incapacity of more than three
consecutive, full calendar days in the absence of medical intervention or treatment, such
as cancer (chemotherapy, radiation, etc.) severe arthritis (physical therapy), or kidney
disease (dialysis).

Please note that, ordinarily unless complications arise, ailments such as the common cold, the flu, ear
aches, upset stomach, minor ulcers, headaches other than migraines, routine dental or orthodontia
problems, and periodontal disease, etc. are examples of conditions that do not meet the definition of a
serious health condition and do not qualify for FMLA leave.

Additionally, a regimen of continuing treatment that includes the taking of over-the-counter medications
such as aspirin, antihistamines, salves, bed-rest, drinking fluids, exercise and other similar activities that
can be initiated without a visit to a health care provider, is not, by itself, sufficient to constitute a regimen
of continuing treatment for purposes of FMLA leave

In any instance where you will be away from work, you must notify Human Resources
before FMLA time is taken

MILITARY LEAVE
Military leaves are governed by federal law, and will be treated in accordance with applicable
regulations. You are eligible for military leave if called to Active Duty or to Reserve or National
Guard training, or if you volunteer for such duty or training. As required by federal laws, copies
of military orders must be submitted to Human Resources in order to qualify for military leave.
When reasonably possible, you must give notice, to both your supervisor and Human
Resources.

If you leave for purposes of performing military service or undergoing military training for a
branch of the United States Armed Forces you are eligible for full employment restoration
provided you make proper application for re-employment and meet other eligibility criteria as
established by federal laws. You will be paid the difference between your regular pay and
26
military pay while attending military training for up to five days.

If you have coverage under a JMT health plan you may elect to continue such coverage. The
maximum period of coverage of the employee and the employee’s dependents shall be the
lesser of 1) the 24-month period beginning on the date on which your absence begins, or 2) the
day after the date on which you fail to apply for or return to a position of employment within the
specified timeframes required by the statute.

If you who elect to continue health-plan coverage, and will be on more than 30 days’ leave, you
will be required to pay no more than 102 percent of the full premium under the plan. A person
whose health plan was terminated by reason of service in the uniformed services may not be
required to complete a waiting period for reinstatement of coverage following reemployment.
Please see the JMT Summary Plan Description for more information on how Military Leave may
affect your JMT health plan.

ACCOMODATION FOR DISABILITY DUE TO PREGNANCY

In accordance with the Maryland’s Reasonable Accommodations for Disabilities Due to
Pregnancy Act, if you incur a disability as a result of or contributed to by pregnancy you have
the right to request a reasonable accommodation that may include:
• changing your job duties;
• changing your work hours;
• relocating your work area;
• providing mechanical or electrical aids;
• transferring you to a less strenuous or less hazardous position; or
• providing leave; and
• does not impose an undue hardship upon the Company.

You may be required to provide medical certification of the need for reasonable accommodation
to the same extent a certification is required for other temporary disabilities. Such certification
shall include:
• the date the reasonable accommodation became medically advisable;
• the probable duration of the reasonable accommodation; and
• an explanatory statement as to the medical advisability of the reasonable
accommodation.

Company policies and practices regarding the availability of paid time off, the accrual of
seniority and other benefits and privileges, reinstatement, and payment under any health or
disability insurance plan, shall be applied to disability due to pregnancy or childbirth on the
same terms and conditions as they are applied to other temporary disabilities.
27
UNPAID PERSONAL LEAVE OF ABSENCE
An unpaid leave of absence may be obtained for a variety of employee-requested reasons. If
you are absent from work for any reason you are required to take any accrued but unused PTO
in excess of 40 hours before taking unpaid time off. If you are on an unpaid leave of absence
you will not be compensated for any holiday(s) that may occur during said leave of absence. If
you need to be away from work for some time and have no leave hours available, an unpaid
leave of absence may be a good option. It is the Company’s discretion as to whether your
request for a leave of absence is granted or not.

JMT cannot guarantee reinstatement to employees returning from personal leave (unless such
reinstatement is required by the Family and Medical Leave Act, the Uniformed Services
Employment and Reemployment Right Act, or another federal, state, or local law), but will make
every effort to reinstate you to your former position if business requirements permit.

An unpaid leave of absence can affect your benefits coverage in certain circumstances. Please
contact Human Resources for an explanation of your options. If your coverage lapses due to an
unpaid leave of absence, you will have the option to re-enroll upon returning to work. However,
you will have to re-satisfy the eligibility requirements according to the JMT Summary Plan
Description.

EMPLOYEE REIMBURSEMENT AGREEMENT

Note: You received a copy of this agreement at the time of your hire. The original with your signature has been
placed in your confidential personnel file.

I agree that upon demand I will satisfy all my debts to JMT which are due and owing at the time
demand is made. I understand that this Agreement encompasses any and all debts, including
but not limited to those representing any amounts which may be due JMT as a result of
overpayment of wages or any other amounts which I may lawfully owe JMT, any travel and
Company business advances made to me by JMT, to the extent that they exceed amounts that I
expend for business travel and other business purposes, any monies I may owe JMT pertaining
to our Tuition Reimbursement policy, and employer paid health coverage premiums made while
I was on FMLA leave (if any) if I fail to return to work for at least thirty days following the
conclusion of my leave, unless the failure to return to work is for a qualifying reason as defined
in 29 C.F.R. §§ 825.213(a), 825.219(c).

I further agree that if, at the time my employment relationship with JMT is severed, I have taken
leave time which exceeds the leave time I have accrued, I will compensate JMT for the excess
time at a rate equal to the salary paid to me for the unearned leave time.

28
I also agree that I will exercise care and sound judgement to protect, and assume responsibility
for any company property or equipment given to me for use in the job and that all such company
property or equipment will be returned to JMT at the end of my employment. I will compensate
JMT for the value, as determined by JMT, of any company property or equipment that is
damaged or not returned.

In the event that I owe any sums to JMT, including but not limited to those listed in the above
paragraphs, I authorize JMT to deduct the applicable sums from any monies, including wages,
bonus, commission, severance pay, or salary, due to me from JMT, to the extent permitted by
federal and state laws and regulations. I understand and agree that this Agreement is an
express writing by me authorizing a deduction from my wages, as permitted by § 3-503 of the
Maryland Code.

POLICIES & PROCEDURES

DISCRIMINATION AND HARASSMENT
JMT is committed to a policy of equal employment opportunity. It is our policy to recruit, hire,
train, promote and administer any and all personnel actions without regard to race, color, sex,
age, national origin, religion, citizenship, marital status, sexual orientation, ancestry, veteran
status, physical or mental disability, genetic information or any other basis prohibited by
Federal, State or Local law. Our Company will not tolerate any unlawful discrimination and any
such conduct is prohibited.

JMT expects you to perform your work in a business-like manner with a concern for the well-
being of your co-workers. Any employee found, after appropriate investigation, to have
engaged in sexual or other unlawful harassment will be subject to appropriate disciplinary action
depending on the circumstances, from a warning, up to and including termination.

Specifically forbidden is harassment of any nature that violates Federal, State or Local law
(“workplace harassment”), such as harassment of a sexual, racial, ethnic or religious nature.
Workplace harassment includes, but is not limited to, unsolicited remarks, racial slurs, threats or
intimidation or any similar verbal or physical conduct, gestures or physical contact; display or
circulation of written materials or pictures derogatory to either gender or to racial, ethnic or
religious groups; or basing personnel decisions on an employee's response to sexually oriented
requests. Any employee who believes they have experienced conduct of this sort should
immediately contact his or her supervisor and/or Human Resources.

Sexual harassment includes any unwelcome or unwanted conduct of a sexual nature (verbal or
physical) when: 1) submission to such conduct is a term or condition of a person's employment;
29
2) submission to or rejection of this conduct by an individual is used as a factor in decisions
affecting hiring, evaluation, promotion or other aspects of employment; or 3) this conduct
substantially interferes with an individual's employment or creates an intimidating, hostile or
offensive work environment.

Examples of unacceptable conduct include, but are not limited to: unwanted sexual advances;
demands for sexual favors in exchange for favorable treatment or continued employment;
sexual jokes, flirtations, advances or propositions; verbal abuse of a sexual nature; graphic,
verbal commentary about an individual's body, sexual prowess or sexual deficiencies; leering,
whistling, touching, pinching, assaulting, coercive sexual acts or suggestive insults, obscene
comments or gestures; and display of sexually suggestive objects or pictures. This type of
behavior is unacceptable at the Company's offices, in other work settings, such as business
trips, and at business-related social events. All Company employees, and particularly
supervisors, have a responsibility for keeping the environment free of harassment.

The Company encourages individuals who believe that they are being harassed or otherwise
discriminated against to report the conduct to the Company. One should report any harassment
by another employee as well as any harassment from customers or from other individuals with
whom one has contact in the course of his or her employment with the Company. Employees
also should firmly and promptly notify the offender that his or her behavior is unwelcome. We
recognize that power and status disparities between an alleged harasser and a target may
make such a confrontation difficult. Accordingly, anyone who believes that he or she has been
subject to harassment or to other discrimination may bypass the normal line of supervision and
report the harassment or other discrimination directly to any Executive Vice President, the
President, or Human Resources.

If an employee makes the Company aware of a workplace harassment complaint, the Company
is obligated by law to investigate and, if appropriate, take prompt remedial action. For this
reason, if a sexual harassment complaint is brought to the Company's attention, the Company
will investigate, even if the victim does not want the Company to do so. Human Resources is to
be notified immediately upon learning of such a complaint.

The Company will not retaliate against any individual who makes a good faith report of
discrimination nor will it permit any other employee to do so. Retaliation is a serious violation of
the Company's Equal Employment Opportunity policy and any suspected retaliation should be
reported immediately. Any person found to have retaliated against another individual for
reporting discrimination will be subject to disciplinary action, up to and including termination.

Any allegation of harassment or other discrimination brought to the attention of the Company
will be promptly investigated and confidentiality will be maintained to the extent practical and
appropriate under the circumstances. Individuals found to have engaged in harassment or in
other discrimination will be subject to appropriate disciplinary action, up to and including

30
termination of employment with the Company.

DRESS CODE
The image of JMT is the responsibility of every employee. Your personal appearance and
hygiene are important both to the Employees and the Company. Therefore, it is important that
you create a favorable impression within the Company and in the public. You are expected to
maintain a good personal appearance and to give consideration to neatness and cleanliness.
You should always dress in a manner befitting the job, with due consideration to the needs of
the Company, other employees, and safety. Accordingly, the Company reserves the right to
determine appropriateness of dress.

Traditional “business casual” attire is appropriate for a typical day in the office. “Business” attire
is required for client interactions. Appearance should always reflect the highest standard of
professionalism.
Suggested attire
Men: Collared shirts, dress pants and dress shoe of appropriate style
Women: Blouse or sweater, dress pants, skirt of appropriate length or dress and appropriate
seasonal footwear

The following are considered inappropriate dress for the workplace because they do not present
a professional appearance:
• Suggestive attire, no bare mid-drifts or low-cut tops
• Jeans/denim (with the exception of Friday)
• Shorts, including Bermuda style shorts, short skirts, skorts, and gauchos that fall above
the knee
• Similar items of casual attire, i.e., stirrups, stretch pants, etc.
• Sweatshirts, t-shirts, halter tops, tube tops, tank tops with less than a one inch (1”) strap
• Hats

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 • Jogging suits
• Athletic shoes, flip-flops, athletic sandals (Athletic shoes may be worn on Friday)
• Garments displaying pictures, graphics or slogans of a lewd, ludicrous or disrespectful
nature
• Athletic team jerseys (with the exception of Company designated “Jersey Days”)

The following are guidelines also to be followed:

• Appropriate leg wear/footwear such as stockings and socks as needed

• Hair should be clean and combed
• Shoes must be worn at all times

While in the office for any portion of the day, please abide by the above-mentioned dress policy.
Those working in the field can dress appropriately for fieldwork while maintaining an
appropriate, professional appearance. If needed, JMT apparel is available for purchase. This
will not only provide identity in the field, but will give a consistent image while representing JMT
in the field. All employees working in the field should reference the Supplement to the Health &
Safety Plan: Personal Protective Equipment Program for recommended field attire and
protective gear.

All JMT supervisors have been directed to enforce this policy. At the discretion of the individual
supervisors, any employee in violation of the dress code will be sent home to change. You will
not be paid for time lost to go change into more appropriate attire, but will be given the
opportunity to make up the lost time.

CORPORATE COMMUNICATION
JMT maintains bulletin boards, lobby TV’s and an intranet site to promote efficient
communication of both Company and personal news and events. Postings to these mediums
may go through an approval process prior to being communicated and/or posted.

Any item which you would like to display on a bulletin board requires approval from your Office
Manager or Human Resources. All employee bulletin board postings should contain the
following information: name of the posting employee, dates of the posting and the authorizing
signature.

While we encourage you to utilize these means of communication for items such as association
meetings, raffles, fundraisers, volunteer opportunities, community news, and various events, we
ask that you use common sense and discretion when requesting information to be posted.

You are expected to adhere to the terms of the Equal Employment Opportunity and
Discrimination & Harassment Policies contained in this Employee Handbook. Any information
32
requested to be posted which violates these policies will not be posted. The Company reserves
the right, in its sole discretion, to remove any information which management deems to possibly
be inappropriate or offensive.

CHARITABLE CONTRIBUTIONS
Giving back to our communities is fundamental to our corporate philosophy and mission. Our
Corporate Social Responsibility Committee’s purpose is to support the philanthropic efforts of
our employees as evidenced through their volunteer time and personal financial commitment.
The CSR Committee serves to review and approve the various requests that come to the
company from employees or organizations for support of charitable endeavors. Employees who
wish to request JMT’s support of a charitable organization should first be sure the organization
is a qualified 501c3 (non-profit) organization. The Company offers two ways to give back, a
Community Involvement Match or a Corporate Charitable Donation.

The Community Involvement Match program is designed to match contributions made by

employees, up to $1000 per employee per year, provided that the organization(s) is qualified as
a 501(c)3 nonprofit organization. Corporate Charitable Donations are evaluated based on the
overall mission of the organization and the employee’s level of engagement with the
organization.

To make a request, simply complete the Charitable Donation Request Form found on the JMT
Intranet. All requests will be reviewed on a monthly basis by the Committee. Additionally, we
encourage you to volunteer your time to organizations in need.

ALCOHOLIC BEVERAGES AT COMPANY EVENTS

There may be occasions when JMT will offer alcoholic beverages at Company sponsored
events. On such occasions, we expect all of our employees and their guests to behave
responsibly. In particular, we expect that:

• Employees and guests will not drink to the point of becoming intoxicated;
• Employees and guests will behave in a professional, businesslike manner, at all times;
and
• Employees and guests will not provide alcohol to anyone under the age of 21.

At any Company sponsored event, JMT management or a contracted service provider reserves
the right to refuse to serve alcohol to you or your guest. Additionally, in our discretion or by
request, it may be decided that it is not safe for you and/or your guest to operate a motor
vehicle, in which case we will arrange for alternative transportation home and/or overnight
accommodations for you and/or your guest. You will also be held accountable to act responsibly
and inform Management of the need for alternative transportation if you feel that it may be
unsafe to operate a motor vehicle or otherwise transport yourself home safely.
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All JMT employees must exercise moderation and good judgment when attending company-
sponsored functions and business-related functions where alcohol is served. In addition, you
are required to adhere to Federal, State, and local laws regarding drinking and driving when
traveling to or from work or work-related functions.

Any violation of this policy or unwillingness to cooperate with alternative transportation

accommodations will be considered to be a violation of JMT’s Drug-Free Workplace Policy. The
Company reserves the right to bring disciplinary action against employees who fail to adhere to
the standards of this policy.

If you feel uncomfortable attending functions where alcohol is served, you need not attend, and
no adverse action will be taken against you.

TOBACCO & DRUG-FREE WORKPLACE

JMT is dedicated to a safe and healthy work environment for its employees, clients and the
public at large. Alcohol and drug abuse pose a threat to the health and safety of our employees
and to the security of our equipment and facilities. The establishment of a Drug-Free Workplace
Policy is consistent with our culture and is in the best interest of our company.

Reporting
It is your responsibility to immediately notify Management if you become aware of any illegal
drug-and/or alcohol related activity occurring while an employee is conducting Company related
business or driving a Company vehicle which may put others at risk, or which violates this
policy. Additionally, you must notify Human Resources and your supervisor within 24 hours of
any drug or alcohol related offense occurring on or off Company premises. Should you have a
court date scheduled, you must notify Human Resources and your supervisor of this date and
provide the final disposition of charges to Human Resources within 24 hours of the court date.
The failure to report such activity will be considered a major offense which, in the Company’s
judgment, may result in probation, suspension, or termination.

Examinations and Searches for Drugs and Alcohol

JMT reserves the right, in its discretion, to the extent permitted by law, to require any employee
to submit to physical examinations or tests by a person or agency designated by JMT. Such
examinations can include but are not necessarily limited to supervised blood, urine, breath or
any other test for evidence of the presence of alcohol, drugs, and prescription-altering or other
substances in the body. JMT also reserves the right to search your packages, vehicles, lockers,
handbags and similar items while on Company property or while conducting company business.
In particular, JMT reserves the right, in its discretion and within the limits of federal and state
laws, to examine and test for the presence of drugs and alcohol in situations such as, but not
limited to, the following:
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Job Related: In certain circumstances, our clients may require a drug and/or alcohol test in
order to gain access or work at a particular job site. Certain employees that possess DOT
Medical Cards or CDL licenses require a drug and/or alcohol test to be performed including
post-accident testing.

Reasonable Suspicion: You may be asked to submit to a drug and/or alcohol test if, in the
opinion of Management, reasonable cause exists to suggest that your health, safety, or ability to
perform expected job duties is currently impaired.

Return-to-Duty: If you have tested positive and have been removed from your job duties you
must submit to and furnish a negative drug and/or alcohol test prior to returning to your job
duties.

Follow-Up: If you have been removed from your job duties on the basis of a verified positive
drug test you will be subject to future unannounced random drug testing. The testing can
continue until the company is satisfied that a problem no longer exists.

If you refuse to consent and submit to a test when requested or test positive for drugs and/or
alcohol you may be subject to disciplinary action up to and including termination. Additionally,
testing positive may cause ineligibility for workers' compensation, COBRA benefit extension and
unemployment compensation benefits.

Collection and Testing Procedures

All results will be kept confidential. In accordance with Federal, State, and local laws, it is JMT’s
policy:

1. To use only state certified laboratories for its job-related drug testing;
2. To inform the person tested of the location and procedure for specimen testing;
3. To provide, upon written request by you, a copy of your test results within 30 days of the
date that the test was performed and if applicable, a copy of the provisions of the law
permitting you to request independent testing of the same sample for verification of the
test result.

Work-Life Resources: An Employee Assistance Program

The Company offers Work-Life Resources: An Employee Assistance Program (EAP) for you
and your household members. If you need confidential help with a drug or alcohol problem,
contact the company sponsored EAP. If eligible, you will be granted a medical leave of absence
for rehabilitation. If you are enrolled in a Company health plan, your health care benefits may
pay a portion of your rehabilitation costs. It is your responsibility to seek assistance before drug
or alcohol abuse leads to disciplinary action. Your decision to seek prior assistance from the

35
EAP will not be used as the basis for disciplinary action. Contacting the EAP will not be a
defense to avoid disciplinary action where the facts proving a violation of this policy or giving
rise to other disciplinary action are obtained outside of the consultation.

Tobacco, Drug and Alcohol Prohibitions

"Illegal Drug" means: any drug 1) that is not legally obtainable, or 2) that is legally obtainable but
has not been legally obtained, or 3) that is a controlled substance. The term includes
prescribed drugs not legally obtained, prescribed drugs not being used for prescribed purposes,
or prescribed drugs exceeding the recommended prescribed dosage.

If you are engaged in any of the activities listed below you are in violation of Company policy
and subject to disciplinary action, up to and including termination:
1. Bringing illegal drugs onto Company premises or property, including Company owned or
leased vehicles, or a client’s premises;
2. Using tobacco products such as chewing tobacco, cigarettes, cigars, hookahs, and/or
similar devices or unregulated nicotine products (i.e. “e-cigarettes”) in Company facilities
or vehicles;
3. Operating a company vehicle, rental vehicle, or personal vehicle used for company
purposes under the influence of illegal drugs and/or alcohol at any time;
4. Being under the influence of, or having in one’s system illegal drugs or alcohol in excess
of legal limits, during or immediately prior to the start of the workday; including abuse of
prescription drugs. (See “Illegal Drugs” previously mentioned.);
5. Transporting, distributing or attempting to distribute, manufacture or dispense illegal
drugs;
6. Switching, tampering with, altering or adulterating, or attempting to do so, any specimen
or sample collected under this policy.

Additionally, if you are taking legally prescribed drugs that may impair your ability to drive or
operate equipment, you should notify your supervisor of any limitations that may be imposed by
the usage of the drug. When discussing the drug use with management, you need not disclose
the medical condition for which the drug is being taken.

WORKPLACE VIOLENCE
JMT has a “zero-tolerance” policy towards workplace violence. Any act or threat of violence
with is sufficiently severe to make a reasonable person fear for their safety is grounds for
discipline, up to an including termination. Examples of workplace violence include, but are not
limited to, the following:
• Hitting or shoving an individual;
• Threatening an individual or his/her family, friends, associates, or property with harm;
• The intentional destruction or threat of destruction of JMT property
• Harassing or threatening telephone calls, text messages, email, or social media posts;
36
 • Harassing surveillance or stalking; and
• The suggestion or intimation that violence is appropriate.

Additionally, to ensure that JMT maintains a workplace safe and free of violence for all
employees, the company prohibits the possession and use of dangerous weapons on company
property. A license to carry a weapon does not supersede Company policy. Any employee in
violation of this policy will be subject to prompt disciplinary action, up to and including
termination. All company employees are subject to this provision, including contract and
temporary employees, visitors and customers on company property.

“Company property” is defined as all company-owned or leased buildings and surrounding

areas such as sidewalks, walkways, driveways and parking lots under the company’s ownership
or control. This policy applies to all company-owned or leased vehicles and all vehicles that
come onto company property. “Dangerous weapons” include, but are not limited to, firearms,
explosives, knives and other weapons that might be considered dangerous or that could cause
harm. You are responsible for making sure that any item you possess is not prohibited by this
policy.

JMT reserves the right at any time and at its discretion to search all company-owned or leased
vehicles and all packages, containers, briefcases, purses, lockers, desks, enclosures and
persons entering its property, for the purpose of determining whether any weapon has been
brought onto its property or premises in violation of this policy. Employees who fail or refuse to
promptly permit a search under this policy will be subject to discipline up to and including
termination.

SERVICE MILESTONE DATE

Your Service Milestone Date is used to calculate years of service with JMT and the date on
which you will be recognized for any Service Award. In most cases Service Milestone date is
your original date of hire. However, certain circumstances can cause JMT to recalculate your
dates.

REFERENCE REQUESTS
All requests for references must be directed to Human Resources. No other employee, or
supervisor, is authorized to release references for current or former employees of JMT. The
Company’s policy as to references for employees who have left the Company is to disclose only
dates of employment and most recent job title. No further information will be disclosed to third
parties without an executed release from the employee or former employee in question, holding
the Company and the third party harmless for such disclosure and its use.

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CONFIDENTIAL NATURE OF COMPANY BUSINESS
JMT company business should not be discussed with anyone outside the organization except
when required in the normal course of business. Information concerning activities or operations
should be regarded as trade secrets, the disclosure of which to unauthorized persons would be
harmful to the Company's business. Employees entrusted with confidential information are
responsible for its security. Extreme care should be exercised to ensure that it is safeguarded to
protect JMT, its employees, suppliers and clients. Non-compliance with this policy is considered
a violation of our Work Rules as outlined in the Policies and Procedures section of this
Employee Handbook.

All employees must sign the following declaration, which is included in the Acknowledgment of
Employee Handbook Receipt and Confidential Information.

I agree and understand that all work I may perform during my tenure at JMT, including, but not
limited to, design, plans, specifications, estimates, reports, proposals (technical and price),
financial information, existing software and/or research and development of new software, and
any other related materials, including any other proprietary items of JMT, is the sole property of
JMT, and I shall not copy or remove such materials from the Company, or use for any other
benefit, personal or otherwise. I agree that such action may cause my immediate dismissal and
result in possible litigation by the Company against me.

BUSINESS ETHICS POLICY

JMT conducts its business fairly, impartially, in an ethical and proper manner, and in compliance
with all laws and regulations.

JMT is committed to conducting its business with integrity underlying all relationships, including
those with citizens, clients, contractors and communities, and among employees. The highest
standards of ethical business conduct are required of JMT employees in performance of their
responsibilities. You will not engage in conduct or activity that may raise questions as to the
company’s honesty, impartiality or reputation or otherwise cause embarrassment to the
company. You will avoid any action, whether or not specifically prohibited in the personnel
policies, which might result in or reasonably be expected to create an appearance of:

• Giving preferential treatment to any person or entity

• Losing impartiality
• Adversely affecting the confidence of the public in the integrity of the company
• Using public office or public position for private gain

Every employee has the responsibility to ask questions, seek guidance, report suspected
violations and express concerns regarding compliance with this policy. Retaliation against

38
employees who use these reporting mechanisms to raise genuine concerns will not be
tolerated.

Our Chief Financial Officer is responsible for providing policy guidance to assist you in
complying with JMT’s expectations of ethical business conduct and uncompromising values. All
Managers are responsible for supporting this policy and monitoring compliance.

PERSONAL & PROFESSIONAL CONDUCT

You are to conduct yourself in a responsible, professional and ethical manner. You are
encouraged to report unethical or dishonest behavior to your immediate supervisor. Reported
activities will be investigated by appropriate JMT management team members. Human
Resources and Management will determine the appropriate means for proper resolution. If you
are found to be conducting yourself in an irresponsible, unprofessional or unethical manner you
will be disciplined accordingly up to an including immediate termination.
JMT respects your privacy and recognizes your right to conduct your personal life free from
interference from the Company. Nonetheless, you should keep in mind that, even while off-duty,
you represent the Company to the public and should strive to preserve the Company’s
reputation. For example, you should not advocate for or against a project that JMT is working
on. In addition, certain types of off-duty conduct may reflect poorly upon your character and
judgment and thereby influence your standing as a JMT employee.

Should you engage in unprofessional or criminal conduct or other serious misconduct off-duty
you may be subject to disciplinary action by the Company, up to and including termination of
employment, if such conduct is determined by management to be harmful to our corporate
image, to be inconsistent with expectations of our employees, or to otherwise adversely affect
our legitimate business interests. Additionally, no later than five days after disposition, you are
required to notify Human Resources of any conviction or verdict received, while on or off work
time, other than not guilty (including probation before judgment, misdemeanor and minor traffic
violations) in any criminal investigation or proceeding.

PROJECT COMMUNICATION
All email or written communications with clients, consultants, sub consultants, contractors,
suppliers and government agencies (external communications) must have the prior approval of
the Project Manager of the lead section or discipline. The lead Project Manager may delegate to
other trusted team member’s approval authority but will be ultimately responsible for all
communication. Violation of this policy will result in loss of email privileges, plus disciplinary
actions up to and including termination.

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TELECOMMUTING
JMT considers telecommuting to be a viable alternative work arrangement in cases where
individual, job and supervisor characteristics are best suited to such an arrangement.
Telecommuting allows you to work at home, on the road, or in a satellite location for all or part of
your regular workweek. Telecommuting is a voluntary work alternative that may be appropriate
for some employees and some jobs, and is left to the discretion of the supervisor. It is not an
entitlement; it is not a company-wide benefit; and it in no way changes the terms and conditions
of employment with the Company. You and your supervisor will agree on the number of days of
telecommuting allowed each week, the work schedule you will customarily maintain, and the
manner and frequency of communication. You agree to be accessible by phone or modem
within a reasonable time period during the agreed upon work schedule.

1. You will establish an appropriate work environment within your home for work purposes.
JMT will not be responsible for costs associated with initial setup of the employee's
home office such as remodeling, furniture or lighting, nor for repairs or modifications to
the home office space.
2. Consistent with the organization's expectations of information asset security for
employees working at the office full-time, telecommuting employees will be expected to
ensure the protection of proprietary company and customer information accessible from
their home office. Steps include, but are not limited to, use of locked file cabinets, disk
boxes and desks, regular password maintenance, and any other steps appropriate for
the job and the environment.
3. Telecommuting is NOT designed to be a replacement for appropriate child care.
Although your schedule may be modified to accommodate child care needs, the focus of
the arrangement must remain on job performance and meeting business demands.
Prospective telecommuters are encouraged to discuss expectations of telecommuting
with family members prior to entering into a telecommuting arrangement.
4. Employees entering into a telecommuting arrangement may be required to forfeit use of
a personal office or workstation in favor of a shared arrangement to maximize the
Company’s office space needs.
5. The availability of telecommuting as a flexible work arrangement for employees of JMT
can be discontinued at any time at the discretion of the Company. Every effort will be
made to provide 30 days’ notice of such a change to accommodate commuting, child
care and other problems that may arise from such a change. There may be instances,
however, where advance notice is not possible.

Be aware that JMT is not responsible for insuring your equipment in your home. If you are using
your own equipment and it breaks while performing work for JMT, the Company is not liable.
Before granting permission for short-term work at home arrangements supervisors should know
the specific work to be performed and the projected amount of time expected. If the work at
home will cause a non-exempt employee to work enough hours per day or week to become
40
eligible for overtime under federal and state law then the supervisor should consult the overtime
policy before granting permission.

Under no circumstances are you permitted to work at home without prior permission. Any
attempt to do so, with or without reporting such time, will result in disciplinary action up to and
including termination.

OUTSIDE EMPLOYMENT
In general, outside employment (moonlighting) is not allowed by the Company. However, in some
cases it may be permitted. Requests for permission to accept outside employment, including self-
employment, should be submitted in writing to the Office Manager. Upon review and
recommendation by the Office Manager, the request will be forwarded to the President for final
action. The request should state the name and address of the outside employer, the nature of the
job, and the hours of employment.

NEPOTISM
Employment of relatives in the same area of an organization can cause serious conflicts of
interest and negatively impact employee morale. In these circumstances, all parties, including
supervisors, leave themselves open to charges of favoritism in decisions concerning work
assignments, transfer opportunities, performance evaluations, promotions, demotions,
disciplinary actions, and discharge. In addition to claims of favoritism, personal conflicts from
outside the work environment can be carried into day-to-day working relationships.

For these reasons, it is JMT’s policy that relatives of persons currently employed by JMT may
be hired only if they will not be reporting directly to or supervising a relative. If already
employed, they cannot be transferred into such a reporting or supervisory relationship.

If the relative relationship is established after employment, JMT will require that one of the
individuals transfer to a different position, upon assignment and approval from JMT
Management, or if no transfer opportunity is available, terminate employment. For example, an
employee working in the Water Resources Section and having a spouse working in
Construction Management Section would typically not be considered a problem.

Definitions
“Immediate Family” is defined as a person's smallest family unit, consisting of:
1. a spouse or an individual living in a committed relationship;
2. a parent or step parent;
3. a sibling or step sibling;
4. a child, step child, foster child, or ward;
5. a mother–in–law or father–in–law;

41
 6. a son–in–law or daughter–in–law;
7. a grandparent or a grandchild.

“Relative” is defined to include spouse, children (whether dependent or independent), parents,

grandparents, siblings, aunts, uncles, in-laws, step-children, step-parents, step-grandparents,
step-siblings, step-aunts, step-uncles, and other persons related by blood or marriage who may
reside in the same household. This policy also applies to individuals who are not legally related
but who reside with or are in a committed relationship with another employee.

“Supervision” means the ability or power to take any of the following actions, or to effectively
recommend such actions: hire, transfer, suspend, layoff, recall, promote, discharge, assign work,
reward, discipline, or settle disciplinary grievances/appeals, or make compensation decisions.

UNAUTHORIZED AUDIO/IMAGE/VIDEO RECORDING

POLICY
JMT prohibits employees from recording conversations in the workplace using any type of
recording device (including but not limited to tape recorder, cell phones, cameras, or other
discrete recording devices) without first disclosing the fact that the conversation is being
recorded, and obtaining the consent of all parties to the conversation. Recording, videotaping
and taking photographs of any company meetings, conversations, confidential, proprietary or
personal information is also prohibited without obtaining prior consent and the approval from a
member of upper-level management. Any violation of this policy may result in disciplinary
action, up to and including termination.

Purpose: The purpose of this policy is to protect against unauthorized disclosure of confidential
or sensitive information and to further protect JMT, its employees, customers and clients against
deceptive, unethical practices, and potential security threats.

Rationale: Workplace communications often include confidential or privileged information

which, if recorded, could be inadvertently disclosed or potentially violate JMT’s contractual or
legal obligations. Additionally, confidential employee information (such as health or financial
information) could be disclosed to outsiders, thereby violating employee privacy
rights. Unauthorized records of workplace communications could be construed as business
records or evidence subject to subpoena, legal hold or disclosure in litigation, when the
participants to the conversation or JMT management are not even aware they
exist. Additionally, JMT wishes to foster an environment where employees, clients, contractors,
vendors, and other persons in the workplace feel free to exchange information and ideas
without fear of recording or disclosure.

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Application: This policy applies to all JMT employees and locations. While JMT recognizes
that certain states permit recording by or with consent of at least one party, other states prohibit
recording without consent of all parties. JMT operates a multi-jurisdictional business and
services clients across the United States, and in several other countries. Accordingly, JMT
expects employees to conduct themselves in an honest, ethical manner consistent with this
policy, at all times, regardless of location.

This policy restricts surreptitious audio/video recording by employees. It is not intended to

dissuade open and obvious recording (such as video-conferencing) or to prohibit the authorized
recording of JMT’s facilities or company events for security, training, marketing and promotional,
or other legitimate business purposes; nor does it limit any other JMT policy or statement
pertaining to the use of JMT-owned property or equipment. This policy is not intended to restrict
employees from engaging in lawful concerted activities that are protected by the National Labor
Relations Act or any similar employment statute.

Employees with any questions regarding this policy should contact Human Resources.

RECRUITMENT RECOMMENDATION
At JMT, we are always looking for the best and brightest in the industry to join our team. Your
referrals are one of the best ways to find and attract top talent.

This is how our Recruitment Recommendation Program works:

• Point your referral to the careers page on the JMT website and encourage them to submit
their resume directly to the position of interest. There, they can list your name as their
“source” when submitting their resume.
• If your referral is offered a position with JMT, you will need to complete the Recruitment
Recommendation form. The form must be signed by the hiring manager, and then you
must submit the form to a recruiter within the Human Resources department.

As a huge thank you, you will receive a $2,000 bonus. This will be paid by regular payroll, less all
lawful deductions, after the candidate has completed 90 days of employment with JMT. You must
be an active employee at the time the bonus is paid out in order to be eligible.

In addition, your name will be entered into a drawing for the chance to win a Cruise for 2. This
drawing is done at the annual Awards Banquet.

All employees are encouraged to submit referrals for open positions, however, those instances
listed below deny eligibility for the bonus pay out:

• All employees with the Vice President title or above

• Managers responsible for the hiring decision of the position at hand
• Intern hires or Interns moving into full time positions with JMT
• Returning employees that previously worked for JMT at some point
43
 • Employees who know the new hire but did not inform them of the job opportunity

If you have any questions reading this policy, please do not hesitate to contact Human
Resources.

PERFORMANCE EVALUATION
JMT feels that it is important to the success of the individual, and the Company, to evaluate the
past performance and communicate future goals of each employee frequently. The job
performance of each employee will be evaluated annually. In addition to informal conversations
throughout the year, the evaluation is an excellent time for you and your supervisor to discuss
your previous twelve months' job performance. It is an opportunity for both parties to address any
concerns as well as develop an appropriate plan of action to attain short-term and long-term goals
for career development. Salary increases, if applicable, also are discussed and evaluations are
included in your personnel file.

New employees are given evaluations at 45and 90 days past their initial date of hire. This assists
in the acclamation of the new employee to the company as well as communicates the
expectations of the supervisor.

GRIEVANCE PROCEDURES
The Company has set up a problem-solving or grievance procedure as a way of allowing you to
discuss and resolve work-related problems.

A grievance is a complaint or a problem that you may have about your hours of work, rights under
personnel policies, wages, seemingly unfair or unequal treatment, discipline, harassment, or other
problems related to your work. If you have a grievance or problem, JMT encourages you to take
the following actions.

1. Discuss the problem with your supervisor and try to settle the problem immediately. The
Company's goal is to find solutions at the supervisory level whenever possible. If the
problem or complaint is unresolved after you have talked with your immediate supervisor.
2. You should put your grievance in writing and request your supervisor arrange a meeting
between you and the Office Manager to review the matter. During this meeting, you may
present your position and any other information pertinent to the issue. After the meeting,
the Office Manager will make a decision to try to resolve the matter.

3. If you are not satisfied with that decision, you have the right to request a review by the
President of JMT. The President or a designee will review the information previously
presented, allow you to present additional information and make a final decision.

Human Resources is available for consultation and advice throughout the grievance process.
44
If the above problem-solving procedure is used, the proceedings will be kept as informal and as
confidential as possible. You should be assured that all complaints will be investigated and there
will be no retaliation for filing a complaint.

Not all problems or complaints will be resolved in your favor. This procedure, however, provides
an opportunity for you to learn the reasons behind certain actions and then for you to discuss your
position with JMT.

EMPLOYEE WORK RULES

Policies and work rules are needed to operate any company. We all believe that it is important for
employees to treat each other with consideration and respect. We want JMT to continue to be a
great place to work for all.

So that there may be no misunderstanding about satisfactory conduct, we have implemented the
following rules and disciplinary actions for violations.

Other forms of conduct may occur that interfere with work efficiency or with the safety and welfare
of employees. In such instances, even if the violation may not be specifically covered by one of
the following rules, there will be grounds for appropriate disciplinary action.

Although the Company intends to apply these rules and regulations in the manner set forth below,
the Company reserves the right to assess a different penalty if it determines it is appropriate to
do so. In no instance do these work rules create contractual rights of, or incident to, employment
or will they modify the at-will employment relationship. Employment at JMT remains “at will” and
is terminable, by either you or by the Company, at any time for any reason or no reason at all.

The Work Rules can be divided into classes with stated penalties for each:

Class I - OFFENSE Up to and including Termination

(First Violation)

Class II - OFFENSE
First Violation Written Warning
Second Violation Three Days Suspension
Third Violation Termination

Class III - OFFENSE

First Violation Verbal Warning
Second Violation Written Warning
Third Violation Three Days Suspension

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 Fourth Violation Termination

CLASS I – OFFENSES
1. Insubordination, including refusal to carry out orders or instructions. Threatening,
intimidating, coercing, interfering, endangering or using profane, obscene or abusive
language to anyone at any time.

2. Reporting for work under the influence of alcoholic beverages, illegal drugs, or abuse of
prescribed drugs, or the use, sale, dispensing or possession of such on JMT property or
while off company premises, but during working hours. Unauthorized consumption of
alcoholic beverages and illegal drugs are not permitted at any time on company premises
or in company property. For further information see JMT's Drug-Free Workplace Policy.

3. Leaving the work area during working hours without prior permission from your supervisor.

4. Deliberately restricting or encouraging the restriction of production or engaging in an

unauthorized work stoppage.

5. Theft of Company property or the property of another employee.

6. Deliberate damage or displacement of Company property or the property of others.

7. Removing from the office or revealing confidential information, including ePHI and HIPAA
protected information, to an unauthorized person.

8. Falsification of Company records and documents, such as employment records,

production records, time sheets, expense reports, etc.

9. Unauthorized possession or use of dangerous weapons including firearms, explosives,

etc. on Company property or in Company vehicles.

10. Physically fighting or assaulting any person on Company or client premises at any time.

11. Immoral or indecent conduct, including language or behavior that may be embarrassing
to visitors or to fellow workers.

12. Discrimination or harassment of any kind.

13. Improper use of computer equipment or software or any other violation of the policies
and procedures set forth in the Information Technology Section of this handbook.

14. Failure to observe safety rules and practices, including use of safety equipment and
Company property and/or supplies.
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15. Unsatisfactory job performance, such as below-standard production or poor-quality work
because of carelessness or incompetence.

16. Failure to consent to employer requested drug or alcohol test.

17. Failure to properly notify the Company of any convictions, verdicts of guilty, or probation
before judgment you may receive.

CLASS II - OFFENSES
1. Failure to notify the Company when absent or late.

2. Loafing, loitering or wasting time during work hours.

3. Gambling on Company property.

4. Sleeping or inattentiveness on the job.

5. Failure to report work related injuries or accidents.

6. Selling or soliciting on Company property without prior authorization or violating the

Corporate Communication Policy

7. Excessive absenteeism and/or excessive lateness. (If we do not hear from you for three
consecutive workdays, you will be terminated)

CLASS III - OFFENSES

1. Violation of JMT Dress Code Policy

2. Discontinuing work before lunch time or designated quitting time or reporting back late
from lunch.

3. Failure to timely submit your completed timesheet.

IMPORTANT
The steps outlined for disciplinary actions are generally followed as a reasonable, consistent
procedure; however, the seriousness of the violation in each case determines whether
disciplinary steps are skipped or other actions are taken. The ultimate penalty, discharge, will be
invoked only after proper review by Human Resources. Furthermore, any violation or instance of
non-compliance of a policy or procedure set forth in this handbook that is not specifically
covered in the above section will result in disciplinary action up to and including termination at
the sole discretion of the Company.

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HEALTH & SAFETY
It is a policy of JMT to strive for the highest safety standards on all our projects. Safety does not
occur by chance. It is the result of careful attention to all company operations by those who are
directly and indirectly involved. Employees at all levels must work diligently to implement the
company’s policy of maintaining safety and occupational health. Our goal is to have zero
accidents so that all employees go home safe each and every day. If everyone views safety as
our number one core value, we will be in a better position not only to reduce accidents, but also
to improve the total performance of our company. It is therefore of utmost importance that all
aspects of our safety program be strictly adhered to.

For simplicity, this Employee Handbook merely brings your attention to Health and Safety at
JMT. You must read and abide by the Health and Safety Plan, along with applicable
Supplemental Programs found on the JMT Intranet or by contacting Human Resources or the
Corporate Safety Coordinator.

If, in spite of our efforts to ensure safe working conditions, an employee has an accident or
becomes ill on the job, it should be reported immediately to your supervisor, Human Resources
and/or the Health and Safety Coordinator.

Failure to follow JMT’s Health and Safety Plan may lead to disciplinary action up to and
including termination.

Any recommendations to improve our safety program are welcomed. Remember, SAFETY IS
EVERYBODY’S RESPONSIBILITY!

AUTOMATIC EXTERNAL DEFIBRILLATOR (AED)

JMT has installed an Automatic External Defibrillator (AED) in select offices. This device is
designed to restore normal heart rhythms in a person experiencing sudden cardiac arrest. A list
of trained staff can be found next to each machine. If, in the event someone from this list is not
available at the time of an emergency, Good Samaritan Laws will give legal protection to people
who willingly give emergency care to an ill or injured person without accepting anything in
return. These laws, which differ from state to state, usually protect citizens who act the same
way that a “reasonable and prudent person” would if that person were in the same situation.

EMPLOYEE IDENTIFICATION
Building Security – Access Badges
This security measure will reduce the potential risk of theft and provide a safer working
environment for everyone. Some JMT offices issue access badges with photo identification.
48
This badge will be used as a security key card to gain access to the building and certain suites
within the company. Badges MUST be worn and displayed at all times while inside the building.

Unauthorized visitors must be escorted to the front desk of each office to sign in. You are
responsible for ensuring that badges are secured at all times.

Off Site Badges

Often, in order to work at a client job site, you will be required to comply and receive security
access badges. This may include a criminal background check, drug or alcohol test and/or
employment authorization. You are asked to comply with any security badge request.

Also, you are responsible for your offsite badge, including completing the necessary paperwork
on your own, knowing the expiration data and ensuring the badge is renewed timely. You must
also notify the proper authority immediately upon discovering that your badge has been lost or
stolen. Any fines imposed on JMT for non-return of the offsite badge to the proper authority will
be passed on to you to pay.

Upon separation of employment, all badges issued must be returned to your Office Manager
and/or Human Resources immediately upon your last day of employment.

COMPANY PROPERTY
Company property or equipment, which may be essential to utilize in accomplishing one’s job
duties, is expensive and may contain proprietary Company information. If you utilize Company
property or equipment you are responsible for those items while in your possession or control.
When using such property or equipment, you are expected to exercise care and sound
judgment in the company property or equipment’s location and use.
Furthermore, all portable equipment, (i.e. Laptop, cell phone, projectors, etc.) must be secured
in a locked office, desk or cabinet when not in use and during non-working hours. Under no
circumstances should this equipment be stored in plain view.

Company property is defined as anything that is provided to you by JMT, for business use or to
perform the essential functions of your job duties (i.e. laptop, digital camera, cell phone, credit
cards, vehicle, keys, badges, projector, nuclear gage equipment, GPS and total station
equipment, top lights, etc.). In the event that company property is lost, stolen or damaged, you
must notify Human Resources and the issuing department (IT, Surveys, Accounting, CM, Fleet
Manager, etc.) immediately. JMT reserves the right to take the necessary action based on the
situation, including requiring you to reimburse JMT for the replacement cost of the company
property or equipment as determined by JMT.

Upon separation of employment, you are required to return all company property issued by the
last day of employment. If Company property is not returned in a timely manner, or in the event
49
that Company property is lost, stolen or damaged, the Company reserves the right to take the
necessary action based on the situation, including requiring you to reimburse the Company for
the replacement cost of the property as determined by JMT.

FLEET SAFETY PROGRAM

JMT is committed to having safe drivers who use a high degree of care, common sense,
courtesy, and defensive driving procedures to protect themselves, the public and their co-
workers from accidents and injuries. For more information on our Fleet Safety Program,
please visit the Health and Safety Plan Supplemental Programs section on the JMT Intranet
or by contacting the Corporate Safety Coordinator.

Company vehicle use is limited to company business only, unless otherwise approved by
your Office Manager. Only JMT employees may drive company vehicles. Allowing family
members to drive a JMT vehicle is strictly prohibited.

LEARNING & DEVELOPMENT

JMT has always realized the importance of investing in the professional development of its
people. The Company encourages you to continue your education and may, at its discretion,
fund courses that are mutually beneficial and successfully completed. Our programs are
designed to provide you with opportunities to gain the necessary knowledge and skills to
perform your jobs more effectively. We provide guidance, help to assess unique talents and
interests, and determine how these strengths can best be developed to fit the needs and goals
of the Company.

REQUESTS FOR TRAINING

The process for submitting a request to attend seminars, workshops, conferences, etc. can be
found on the JMT Intranet “Professional/Business Development Request”. All requests MUST
be submitted and approved via the appropriate reviewers prior to being reimbursed by the
Company.

EMPLOYEE TUITION REIMBURSEMENT PROGRAM

The Employee Tuition Reimbursement Program allows you to earn academic degrees and
professional certificates in an approved career development field. The program supports
employee professional development by providing reimbursement for tuition costs, including
books, supplies, and materials necessary to meet the requirements of undergraduate, graduate,
and certificate programs.

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Eligibility: Full-Time Employees

A formal application must be submitted with the support of the employee’s supervisor/Section
Head and Office Manager prior to submission. Employees are required to submit supporting
program details as outlined below at least eight weeks prior to the beginning of class to receive
final approval from the Professional Development Committee.

Program Approval and Reimbursement Process

1. Refer to the Employee Tuition Reimbursement Program Guidelines found on the JMT
Intranet Learning and Development page.
2. Complete & submit the Manager Endorsement of Educational Program Request including
all justifications and required attachments.
3. Application will be reviewed by the Committee.
4. Upon approval of your program, you must submit a report of grades and original receipts
showing proof of payment for each course taken, each semester.
5. Receive reimbursement in accordance with reimbursement guidelines below.

Reimbursement
You are reimbursed based upon the grade you received at the conclusion of the course.
Reimbursable costs include tuition, required academic fees (not late fees) and course textbooks.
Reimbursement requests must include an official report of grades and original receipts for tuition,
fees and books. For reimbursement amounts please visit the Learning and Development page on
the intranet.

Financial Commitment
Should you terminate within two years of the completion of a reimbursed course you will be
responsible for repayment to JMT for the full cost of the tuition reimbursement received
immediately upon your last day of employment.

PROFESSIONAL LICENSE COURSE AND EXAM FEE

JMT encourages you to obtain a professional license in your respective discipline. JMT will
provide reimbursement for preparatory classes or materials and a onetime fill reimbursement for
the cost of the exam as well as the recurring license fee. You will be compensated for the time
to take the exam, if taking the exam during work hours.

PROFESSIONAL ASSOCIATION MEMBERSHIP

Membership in associations can broaden personnel and enhance their contribution to JMT.
Potential benefits include client contacts, professional and technological development and
marketing strategy. Thus, we encourage and financially support your interest to join and

51
become actively involved in professional associations.

1. Eligibility. All employees are eligible provided membership and meeting attendance
directly relates to enhancing their ability to contribute to JMT in their current position and
field of expertise. Requests should be made to the supervisor, who will determine
relevancy and recommend accordingly to the Office Manager.

2. Participation Requirements. For professional associations, attendance at a minimum

of one-half of the local meetings on an annual basis will be required. If attendance
requirements are not met, financial support will be withdrawn the following year. Your
supervisor will monitor participation.

3. Financial Support. For those who have been approved, JMT will reimburse employees
for annual memberships and the cost of meetings. Reimbursement for transportation,
parking, lodging, meals and other ancillary costs will vary.
4. Your Time. For meetings or other association commitments that occur during the normal
eight-hour workday, your time will be charged to overhead. If meetings or association
commitments occur during evening or weekend hours, you will generally not be
reimbursed for time, unless previously approved by your supervisor.

5. Annual Conferences. Attendance at an annual conference must be approved by your

supervisor, Office Manager and Senior Management.

6. Involvement of Junior Employees. Supervisors are responsible for encouraging

younger personnel to become familiar with associations by arranging for their
attendance, educating them as to the association's purpose, and introducing them to
other members.

INFORMATION TECHNOLOGY
EMAIL DISCLAIMER
JMT has a disclaimer policy for email transactions. The disclaimer message will protect the
confidentiality of the data transmitted via email.

The following disclaimer will automatically appear below your email signature on all outgoing
messages. This disclaimer will also appear on the JMT fax cover sheets. Any variation of the
disclaimer below is prohibited.

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 This message is intended for the use of the individual or entity to which it is addressed
and may contain information that is confidential, privileged and exempt from disclosure
under applicable law. If the reader of this message is not the intended recipient or the
employee or agent of the intended recipient, you are hereby notified that any
dissemination, distribution, or copying of this communication is strictly prohibited. If you
have received this communication in error, please contact the sender immediately and
delete it from your system.
Thank You.

EMAIL SIGNATURE
JMT has created standard email signature formats for all email users to follow. These standard
formats will create formality and consistency within all JMT email communication. Email
account users will be prohibited from using anything other than the standard format outlined
below, including colored text, background stationery, logos, quotations, jokes and all other non-
business content. Please see the Intranet, Templates Section for an example of each standard
email signature format.

COMPUTER SOFTWARE
1. JMT licenses the use of computer software from a variety of outside companies. JMT
does not own this software or its related documentation and, unless authorized by the
software developer, does not have the right to reproduce it except for backup purposes.
You shall not copy computer software. Any employee found copying software will be
subject to disciplinary action up to and including termination from the Company. This
includes copying software for personal use or for use by outside third parties, including
clients.

2. You shall not download or upload software over the Internet without the prior approval of
the Information Systems (IS) Manager.

3. If you want to use software licensed by yourself on a JMT workstation, you must consult
with the IS Manager in writing to have IT personally load the software. Shareware,
freeware and beta software may be loaded on a JMT workstation with the written
permission of the IS Manager. Only IT personnel are authorized to load software on a
JMT workstation.

4. A detailed inventory of the software loaded on each JMT workstation will be kept by the
IT department. Regular audits will be performed to ensure adherence to this policy.

5. JMT employees, learning of any misuse of software or related documentation within the
Company, shall notify the IS Manager immediately.

53
ELECTRONIC COMMUNICATIONS USAGE
The resources, services, and interconnectivity available via the Internet and other means of
electronic communication all introduce opportunities as well as risks. In response to these risks,
the following describes JMT's policy regarding electronic communications security. It applies to
all users (i.e. employees, contractors, temporaries, etc.) who use JMT computing or networking
resources, as well as those who represent themselves as being connected--in one way or
another--with JMT. As a productivity enhancement tool, JMT encourages the business use of
electronic communications (notably telephone, voice mail, electronic mail, Internet, and fax).
Electronic communications systems and all messages generated on or handled by electronic
communications systems, including back-up copies, are considered to be the property of JMT,
and are not the property of users of the electronic communications services. All users are
expected to be familiar with and comply with these policies. Questions should be directed to the
IS Manager. Violations of these policies can lead to revocation of system privileges and/or
disciplinary action including termination.

INFORMATION MOVEMENT
All files and software downloaded from non-JMT sources via the Internet must be screened with
virus detection software prior to being invoked. Users shall never use a computer without anti-
virus protection software enabled. It is strictly forbidden to disable the anti-virus protection
software on your computer. Users shall not download or upload software over the Internet
without the prior approval of the IS Manager. Whenever the provider of the software is not
trusted, downloaded software must be tested on a stand-alone non-production computer. If this
software contains a virus, worm, or Trojan horse, then the damage will be restricted to that
computer. If you receive an e-mail with an attached file from a source you do not know, you
must notify personnel in the IT department immediately to inspect the file for potential viruses.

Users must not place JMT material (software, project documentation, internal memos, etc.) on
any publicly accessible Internet computer which supports anonymous FTP (File Transfer
Protocol) or similar services, unless the posting of these materials has first been approved by
their Office Manager. In more general terms, JMT internal information should not be placed in
any location, on machines connected to JMT internal networks or on the Internet, unless the
persons who have access to that location have a legitimate need-to-know.

All publicly writeable directories on JMT Internet-connected computers will be reviewed and
cleared on a regular basis. This process is necessary to prevent the anonymous exchange of
information inconsistent with JMT's business. Examples include pirated software, purloined
passwords, stolen credit card numbers, and inappropriate written or graphic material (i.e.,
erotica). Users are prohibited from being involved in any way with the exchange of the material
described in the previous sentence.

54
INFORMATION PROTECTION
Company credit card numbers, telephone calling card numbers, log-in passwords, and other
parameters that can be used to gain access to goods or services, must not be sent over the
Internet in readable form. Appropriate encryption algorithm must be used to protect these
parameters as they traverse the Internet.

In keeping with JMT's personnel policies and procedures as evidenced in the Employee
Handbook, JMT's software, documentation, and all other types of internal information must not
be sold or otherwise transferred to any non-JMT party for any purposes other than business
purposes expressly authorized by management. Exchanges of software and/or data between
JMT and any third party may not proceed unless a written agreement has first been signed.
Such an agreement must specify the terms of the exchange, as well as the ways in which the
software and/or data is to be handled and protected. Regular business practices--such as
submission of project information/drawings to clients according to the contracts--need not
involve such a specific agreement since the terms are implied.

JMT strongly supports strict adherence to software vendors' license agreements. When at work,
or when JMT's computing or networking resources are employed, copying of software in a
manner that is not consistent with the vendor's license is strictly forbidden. Likewise, off-hours
participation in pirate software bulletin boards and similar activities represent a conflict of
interest with JMT work, and are therefore prohibited. Similarly, reproduction of words posted or
otherwise available over the Internet must be done only with the permission of the author/owner.

FILE STORAGE
The File Storage Policy requires that all organization data be stored and accessed only on
authorized organization-provided computers and devices. All staff, contractors, consultants, and
suppliers are bound by the terms of this policy. If you have a Contractor, sub consultant, or non-
JMT employee working onsite at JMT, the manager must complete a request for Contractor
Access form. The File Storage Policy ensures that all organization information is accessed and
stored only on authorized systems. By ensuring that organization information is accessed and
stored exclusively on authorized systems, the organization can ensure that its data files and
client, supplier, and other business information is properly secured and protected from
unauthorized use.

If organization data is accessed from or stored on unauthorized systems, subsequent theft or

loss of those systems places the organization's information, as well as that of its clients,
suppliers, employees, and others, at risk of significant loss. Further, unauthorized systems and
devices must not be used to access or store organization data at any time, as the improper
disposal of those systems and devices may result in substantial loss and damages. Subsequent

55
fines and reparation costs could result, as well as civil and criminal penalties both for the
organization and the organization representative responsible for the breach, whether intention
or unintentional.

All organization executives, directors, managers, assistants, and employees, as well as all
organization suppliers, consultants, contractors, interns, volunteers, and other agents, are
bound by the terms of this File Storage Policy.

Acceptable Use
No organization representative shall access or store organization data of any kind in any format
using an unauthorized server, workstation, laptop, netbook, cellular telephone, or tablet
computer. Neither shall any organization representative access or store organization data of any
kind in any format using an unauthorized flash memory card, thumb drive, USB key, portable
hard disk, third-party Web- or cloud-based storage service or facility or MP3 or other music,
audio, or electronic device.

The organization has implemented specific systems and carefully managed controls to protect
organization data accessed from and stored on authorized organization computers and devices.
Any organization files should be accessed directly from the organization’s servers, when
appropriate. Any personal information -- including music, photographs, email, documents,
spreadsheets, presentations, databases -- stored on an organization-provided computer’s
Windows Desktops or My Documents folders is not backed up and it is your responsibility. Upon
the organization representative's separation from the organization, all music, photographs,
email, documents, spreadsheets, presentations, databases, and other files stored by the user
on organization-provided computers remains the property of the organization. Approval of the
Office Manager is required to release files stored by user upon separation.

Violations and Penalties

All organization representatives must immediately notify the IS Manager upon learning of any
File Storage Policy violation. Although File Storage Policy violations may result in disciplinary
action leading up to and including termination of employment and civil and/or criminal
prosecution under local, state, and federal laws, the policy’s purpose is not to punish offenders
but to prevent data breaches and properly manage violations that might occur.

EXPECTATION OF PRIVACY
JMT is committed to respecting the rights of its workers, including their reasonable expectation
of privacy. JMT also is responsible for servicing and protecting its electronic communications
networks. Workers using JMT information systems and/or the Internet should realize that their
communications are not automatically protected from viewing by third parties. Unless encryption
is used, workers should not send information over the Internet if they consider it to be private.
56
At any time and without prior notice, JMT management reserves the right to examine e-mail,
personal file directories, workers' internet usage and other information stored on JMT computers
without your consent. This examination assures compliance with internal policies and assists
with the management of JMT information systems.

SOCIAL NETWORKS, PERSONAL WEBSITES & BLOGS

JMT’s social networking policy includes rules and guidelines for company-authorized social
networking and personal social networking and applies to all executive officers, board members,
management and staff. JMT takes no position on your decision to participate in social
networking activities. However, it is the right and duty of the company to protect itself from
unauthorized disclosure of information.

The following guidelines apply to your use of “electronic social media” regardless of where
and/or how the sites are accessed. For the purposes of this policy, “electronic social media”
includes, but is not limited to, Internet-based, software-based and other electronic
communications platforms that allow content to be generated and sent or posted. Such activity
may include use or participation in blogs or microblogs (such as Twitter), personal websites or
webpages; listservs or mailing lists; social networking sites (such as Facebook and LinkedIn);
audio, photo or video-sharing websites (such as YouTube); internal intranets or networks; text-
messaging or instant-messaging; and participation in virtual worlds (such as Second Life). This
policy applies to electronic social media or user-generated content that is currently available, as
well as similar media that may become available after the publication of this policy.

1. Electronic social media activities must not interfere with your job performance.
2. You should limit the personal use of social networking media while at work and access
social networking websites, if at all, only during work breaks such as the lunch hour.
3. You are expected to comply with the Terms of Service of each site they use.
4. All Company policies (e.g., harassment, discrimination, and workplace violence) will
apply to your use of electronic social media.
5. Supervisors should refrain from "friending" employees under their supervision.
6. You are encouraged to use professionalism in social media posts and profile photos.
7. All confidentiality and proprietary information agreements are in effect and enforceable
when using electronic social media. This means that employees may not disclose any
proprietary or trade secret information, as those terms are defined in the Company’s
policy on confidential information.
8. You may not create the impression that they are speaking on behalf of the Company
when using electronic social media, unless they have been specifically authorized to
do so by the Corporate Communications Coordinator. If questionable, provide a clear
statement as part of your profile, post, or website that the views expressed do not
necessarily represent the views of the Company.
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 9. The Company’s logo may not be used without written consent from the Corporate
Communications Coordinator at Corpcomm@jmt.com.
10. Be respectful of the Company, its employees, customers, and associated
organizations. Do not make comments intended to harm the Company’s business
relationships or to injure the Company’s employees.
11. Do not conduct Company business on social networking sites unless specifically
authorized to do so by the Corporate Communications Coordinator.
12. You have no expectation of privacy when using electronic social media through the
Company’s computers, servers, or other technology. The Company reserves the right
to monitor use of electronic social media on its equipment.
13. Questions about appropriate activity should be raised with Human Resources.

Reporting Violations
JMT requests and strongly urges you to report any violations or possible perceived violations to
the Human Resources department. Violations include discussions about JMT, its employees
and/or clients that contain discussion of proprietary information and/or any unlawful activity
related to blogging or social networking.

Discipline for Violations

JMT investigates and responds to all reports of violations of the social networking policy and
other related policies. Violation of the company’s social networking policy will result in
disciplinary action up to and including immediate termination. Discipline or termination will be
determined based on the circumstances. JMT reserves the right to take legal action where
necessary against employees who engage in prohibited or unlawful conduct.

ACCESS CONTROL
Unless the prior approval of the IS Manager has been obtained, you may not establish Internet
or other external network connections that could allow non-JMT users to gain access to JMT
systems and information.

REPORTING SECURITY PROBLEMS

If sensitive JMT information is lost, disclosed to unauthorized parties, or suspected of being lost
or disclosed to unauthorized parties, the IS Manager must be notified immediately. If any
unauthorized use of JMT's information systems has taken place, or is suspected of taking place,
the IS Manager must likewise be notified immediately. Similarly, whenever passwords or other
system access control mechanisms are lost, stolen, or disclosed, or are suspected of being lost,
stolen, or disclosed, the IS Manager must be notified immediately. Because it may indicate a
computer virus infection or similar security problem, all unusual systems behavior, such as
missing files, frequent system crashes, misrouted messages, and the like must also be
immediately reported. The specifics of security problems should not be discussed widely but

58
should instead be shared on a need-to-know basis.

INTERNET USAGE
The goals of this policy are to outline appropriate and inappropriate use of JMT’s Internet
resources, including the World Wide Web, electronic mail, the intranet, and FTP (file transfer
protocol). Your account provides you with access to networks around the world through these
services and usage of these services is subject to the following conditions.

Appropriate Use
Individuals at JMT are encouraged to use the Internet to further the goals and objectives of
JMT. The types of activities that are encouraged include:
1. Communicating with fellow employees, business partners of JMT, and clients within the
context of an individual’s assigned responsibilities;
2. Acquiring or sharing information necessary or related to the performance of an
individual’s assigned responsibilities;
3. Participating in educational or professional development activities.

Inappropriate Use
Individual Internet use cannot interfere with others’ use of the Internet. JMT users will not
violate the network policies and security of any network accessed through their account. Internet
use at JMT must comply with all Federal and State laws, all JMT policies and all JMT contracts.
This includes, but is not limited to, the following:

1. The Internet may not be used for illegal or unlawful purposes, including, but not limited
to, copyright infringement, obscenity, libel, slander, fraud, defamation, plagiarism,
harassment, intimidation, forgery, impersonation, illegal gambling, soliciting for illegal
pyramid schemes, and computer tampering (e.g. spreading computer viruses).
2. The Internet may not be used in any way that violates JMT’s policies, rules, or
administrative orders including, but not limited to any applicable code of conduct
policies, etc. Use of the Internet in a manner that is not consistent with the mission of
JMT, misrepresents JMT, or violates any JMT policy is prohibited.
3. Individuals should limit their personal use of the Internet. JMT allows limited personal
use for communication with family and friends, independent learning, and public service.
JMT prohibits use for mass unsolicited mailings, access for non-employees to JMT
resources or network facilities, competitive commercial activity, personal business
ventures, and the dissemination of chain letters.
4. Individuals may not view, copy, alter, or destroy data, software, documentation, or data
communications belonging to JMT or another individual without authorized permission.
5. In the interest of maintaining network performance, users should not send unreasonably
large electronic mail attachments, download music, video and photo unrelated to JMT
business activities.
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 6. Individuals may not download any software or software patches without obtaining
approval of JMT’s IT department.

Security
For security purposes, users may not share account or password information with another
person. Internet accounts are to be used only by the assigned user of the account for
authorized purposes. Attempting to obtain another user’s account password is strictly prohibited.
Users are required to obtain a new password if they have reason to believe that any
unauthorized person has learned their password. Users are required to take all necessary
precautions to prevent unauthorized access to Internet services. One specific precaution is
everyone should lock their workstation when physically stepping away from their machine. This
is the case whether working in the office or at a client’s location or at home.

Failure to Comply
Violations of this policy will be dealt with according to JMT’s established Work Rules. Sanctions
for inappropriate use of the Internet may include, but are not limited to, one or more of the
following:
1. Temporary or permanent revocation of access to some or all computing and networking
resources and facilities;
2. Disciplinary action according to applicable JMT work rules;
3. Legal action.

Monitoring and Filtering

JMT may monitor any Internet activity occurring on JMT equipment or accounts without prior
notice or consent. JMT currently utilizes filtering software to limit access to sites on the Internet.
If JMT discovers activities which it believes may violate applicable law or company policy the
Company will take action to investigate and, if necessary, implement remedial measures.
Disclaimer
JMT assumes no liability for any direct or indirect damages arising from the user’s connection to
the Internet. JMT is not responsible for the accuracy of information found on the Internet and
only facilitates the accessing and dissemination of information through its systems. Users are
solely responsible for any material that they access and disseminate through the Internet.
We encourage you to use your Internet access responsibly.

MOBILE DEVICE ALLOWANCE

The purpose of this policy is to specify the devices and voice/data plans that qualify for an
allowance by JMT, and to outline the implementation and limits of the organization’s allowance
program. This policy is complementary to any previously implemented policies dealing with data
access, data storage, data movement, and connectivity of devices to any element of the
enterprise network.

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Applicability
This policy applies to JMT employees who have obtained appropriate approval for participation
in the Mobile Device Allowance. It is the policy of JMT to consider enrollment in the Mobile
Device Allowance program when the responsibilities of an employee require:

• The employee to be reachable immediately

• The employee to be “on call” outside of normal business hours
• The employee is not normally present at a fixed workstation and timely communication is
difficult to transact

Furthermore, enrollment in the allowance program does not automatically guarantee the initial
or ongoing ability to use these devices to gain access to corporate networks and information.
The allowance applies to devices that fit the following classifications:

• You are responsible for selecting an appropriate device. Any device that enables you to
be accessible and perform your job responsibilities is permissible, contingent on the IT
Department approving the specific device.
• Approved devices include those that have an Apple IOS, Microsoft Windows or Android
OS operating system.

The allowance applies to mobile devices connected to mobile carrier voice and data plans. To
be eligible for the allowance, you must select plans that support the capacity, reliability and
compatibility needs of the organization and one’s job responsibilities. The list of carriers that are
known to meet these criteria include:

AT&T
Verizon Wireless
Exceptions
If you wish to use a carrier not on the list above, exceptions may be granted by your Regional
Manager. Legitimate reasons for exceptions may include geographic location, client
requirements or service availability.

Device Allowance Amount - Voice & Data Plan Allowances

JMT will provide an allowance to employees for the ongoing cost of using mobile devices, such
as telephone service and mobile Internet access. Allowances are based on industry standards
of what is fair and reasonable. The amount is reviewed yearly and adjusted as determined by
industry standard average carrier rates.

The standard JMT allowance amounts are:

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 Smartphones 2GB Data
Unlimited Text $85
Unlimited Voice
Basic Cell Phone
Unlimited Talk
$45
Unlimited Text

Employees may elect to sign up for plans that exceed the criteria above, but the employee will
only be given standard JMT allowances. Any remaining balance due is the employee’s
responsibility.

Plans must satisfy the criteria outlined in the Applicability section above. Employees must
negotiate and pay for carrier costs themselves. After submitting a Mobile Device Allowance
Enrollment Form and providing proof of the plan subscription, the allowance will be given to
employees every month.

You must submit a new enrollment form if any aspect of your plan changes.
If more than one device is necessary for the job, the above allowance cannot be claimed for
plans on each device.

Equipment Costs and Insurance

Employees are responsible for the purchase and upgrade of their mobile device hardware.
Which specific mobile device an employee chooses is a personal decision.
It is up to the employee if they elect to purchase insurance to repair or replace their equipment
in the event it is lost, stolen or damaged. Insurance for device replacement can be obtained
through the carrier. Insurance is recommended to minimize risk of lost, stolen or damaged
devices. In the event you elect to not take advantage of insurance for device, JMT will not
reimburse for lost, stolen or damaged devices.

Overage Charges & Other Expenses

JMT will not reimburse additional costs that go beyond regular monthly costs.
In the event overage charges are directly attributed to work duties, you may submit an expense
report approved by your manager for reimbursement. Additional charges could include, but are
not limited to:
• Additional text, picture, or video messaging.
• Personal roaming charges.
• Personal long-distance charges.
• Additional data usage.
• Additional voice usage.
• Charges for tethering or other premium data usage.

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 • International Voice/Data Charges

Termination of Ongoing Allowance

Failure to comply with JMT’s Mobile Device Access and Use Policy, at the full discretion of the
JMT leadership, may result in the termination of the allowance, suspension of any or all
technology use and connectivity privileges, and disciplinary action up to and including
termination of employment.

Individuals who separate from employment with JMT will no longer receive a Mobile Device
Allowance. JMT will not be responsible for paying costs associated with terminating voice or
data plans, such as early cancellation fees.

Remote Wipe of Device

JMT has the right to remote wipe your personal device clean of all JMT information if you have
been granted access to Company information through MS Exchange or other sources. The
overriding goal is to protect the integrity of the Company’s data by removing all potential Company
data on a personal device by wiping the device clean in certain situations which include, but is
not limited to:

• Termination of employment
• Theft of the device
• Loss of the device

This only applies to employees with voice and data devices with Active Sync.

Remote Wipe
When a remote wipe is initiated by the IT Department the user’s mobile device will be wiped of all
JMT data. It is the employee’s responsibility to backup personal information on a periodic basis.
JMT is not responsible for personal data of devices.

MOBILE DEVICE ACCESS AND USE

This policy defines standards, procedures, and restrictions for JMT employees to use mobile
devices to connect to corporate resources and data. This mobile device policy applies to, but is
not limited to, all devices and accompanying media that fit the following device classifications:

• Laptop/notebook/netbook/tablet computers
• Mobile/cellular phones

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 • Any mobile device capable of storing corporate data. (i.e. external hard drives, flash
[thumb] drives, memory cards for cameras, MP3 players)

The policy applies to any hardware and related software that could be used to access corporate
resources, including equipment not issued, owned, or supplied by JMT. All JMT supplied
devices, and personal devices connecting to company resources and/or containing company
data, are subject to regular audit and monitoring.

You are responsible to be aware that mobile devices that have authorized connectivity to
corporate resources (such as company email, contacts, etc.) contain JMT data. By
acknowledging you have read and agree to abide by the policies set forth in this Employee
Handbook, you are acknowledging your awareness and responsibilities for protecting JMT data.

You MUST take responsibility and appropriate actions to protect your device from being lost,
stolen or accessed by anyone other than you. You are not authorized to change any security
device settings without express approval from the IT department. If a JMT owned or employee
owned mobile device which has been granted access to JMT Company resources is lost or
stolen, you MUST contact the IT department at 410-316-2290 or x5555 (internal extension)
immediately once you have determined the mobile device is missing and out of your control.
Lost devices may be accessed remotely to delete all data on the device to prevent loss of JMT
data.

If a JMT owned or employee owned Mobile device which has been granted access to JMT
Company Resources is to be Traded/Sold to any other entity then the JMT employee MUST
contact the JMT IT department at 410-316-2290 or X5555 (internal Extension) prior to the
transaction being made. Traded/sold devices must be accessed either physically or remotely by
a JMT IT employee to delete all data on the device to prevent loss of JMT data.

Only devices currently purchased and issued by JMT and assigned to JMT employees are
supported by JMT. The permission to connect equipment that is not issued, owned, or supplied
by JMT must be requested through the JMT IT department. All devices not issued, owned, or
supplied by JMT are subject to be scanned by JMT before being connected to JMT corporate
resources.

The overriding goal of this policy is to protect the integrity of the private and confidential client
and business data that resides within JMT’s technology infrastructure. This policy intends to
prevent this data from being deliberately or inadvertently stored insecurely on a mobile device.
A breach of this type could result in loss of information, damage to critical applications, loss of
revenue, and damage to the company’s public image. Therefore, all JMT employees using an
authorized mobile device connected to JMT corporate data of any type must adhere to this
policy for doing so.

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Applicability
This policy applies to all JMT employees, including full and part-time staff, contractors,
freelancers, and other agents who utilize either company-owned or personally-owned mobile
devices to access, store, back up, relocate or access any organization or client-specific data.
Such access to this confidential data is a privilege, not a right, and forms the basis of the trust
JMT has built with its clients and other constituents. Consequently, employment at JMT does
not automatically guarantee the initial and ongoing ability to use these devices to gain access to
corporate networks and information.

This Policy addresses a range of threats related to the use of mobile devices accessing
enterprise data:

Threat Description
Loss Devices used to transfer or transport work files could be lost or
stolen.
Theft Sensitive corporate data is deliberately stolen and sold by an
employee.
Copyright Software copied onto a mobile device could violate licensing.
Malware Viruses, Trojans, Worms, Spyware and other threats could be
introduced via a mobile device.
Compliance Loss or theft of financial and/or personal and confidential data
could expose the enterprise to the risk of non-compliance with
various identity theft and privacy laws.
Sold or traded in Devices sold back or traded in to any and all device retailers
to a 3rd party
retailer

Requests for the addition of new hardware, software, and/or related components to provide
mobile device connectivity to JMT corporate resources will be managed at the sole discretion of
JMT’s IT department. Unapproved use of mobile devices to back up, store, and otherwise
access any enterprise-related data is strictly forbidden.

This policy is complementary to any previously implemented policies dealing specifically with
computer usage, data access, data storage, data movement, and connectivity of mobile devices
to any element of the enterprise network.

Connectivity of all mobile devices will be centrally managed by JMT’s IT department and will
utilize authentication and strong encryption measures. Although JMT is not able to directly
manage external devices, such as flash drives, which may require connectivity to the corporate
network, end users are expected to adhere to the same security protocols when connected to

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non-corporate equipment. Failure to do so could result in immediate suspension of all network
access privileges so as to protect the company’s infrastructure.

It is the responsibility of any employee of JMT who uses a mobile device to access corporate
resources to ensure that all security protocols normally used in the management of data are
also applied here. It is imperative that any mobile device that is used to conduct JMT business
be utilized appropriately, responsibly, and ethically. Failure to do so could result in immediate
suspension of your user account. Based on this, the following rules must be observed:

Access Control
1. JMT reserves the right to refuse, by physical and non-physical means, the ability to
connect mobile devices to corporate and corporate-connected infrastructure. JMT will
engage in such action if it feels such equipment is being used in such a way that puts
the company’s systems, data, users, and clients at risk.
2. Prior to initial use on the corporate network or related infrastructure, all mobile devices
must be registered with the JMT IT department.
3. Enterprise data access will not to be granted on any hardware that fails to meet JMT’s
established enterprise IT security standards.
4. All mobile devices attempting to connect to the corporate network through an
unmanaged network (i.e. the Internet) will be inspected using technology centrally
managed by JMT’s IT department. Devices that have not been previously approved by
the IT department, are not in compliance with JMT security policies, or represent any
threat to the corporate network or data will not be allowed to connect.
5. You are responsible for backing up data and technical support for personal devices.
6. Employees receiving a Mobile Device Allowance are subject to allowance forfeiture in
the event access has been removed due to failure to adhere to this Mobile Device
Access and Use Policy.

Device Locking and Protection

1. This policy applies to all mobile devices connected to the JMT data network.
2. Mobile devices (cell phones, smartphones, tablets, etc.) are required to set up a simple
password consisting of at least four alphanumeric characters (numbers and letters).
3. Mobile devices are required to lock after a maximum of ten minutes of inactivity. To
access the device again, you will be required to enter your password to access secure
data.

Personal Electronic Equipment

You are responsible for exercising good judgment regarding the reasonableness of personal
use of equipment issued, owned, and supplied by JMT.

Security
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 1. You agree to never disclose your passwords to anyone, including family members if
business work is conducted from home.
2. All users of mobile devices must employ reasonable physical security measures. You
are expected to secure all such devices whether or not they are actually in use and/or
being carried. This includes, but is not limited to, passwords, encryption, and physical
control of such devices whenever they contain enterprise data.
3. Any non-corporate computers or devices used to synchronize with these mobile devices
must have installed anti-virus and anti-malware software deemed adequate by JMT.
Anti-virus protection files on these non-JMT computers must be kept up to date.
4. Passwords and other confidential data as defined by JMT are not to be stored
unencrypted on mobile devices.
5. Any mobile device that is being used to store Company data must adhere to the
authentication requirements of JMT. In addition, all hardware security configurations
(personal or company-owned) must be pre-approved by JMT before any enterprise data-
carrying device can be connected to it.
6. JMT will manage security policies, network, application, and data access centrally using
whatever technology solutions it deems suitable. Any attempt to contravene or bypass
said security implementation will be deemed an intrusion attempt and will be dealt with in
accordance with JMT’s overarching security policy.
7. In the event of a lost or stolen mobile device it is incumbent on the user to report this to
the JMT IT department immediately. IT contact information is posted on JMT’s Intranet
including cell phone numbers for after normal business hours. Once the IT department
is notified, the corporate access will be terminated. Additionally, JMT will attempt to
remotely wipe the device of all data and lock the device to prevent access by anyone
other than JMT. If the device is recovered it can be re-provisioned to its original state.

Help and Support

1. JMT will support approved hardware and software, but is not accountable for conflicts or
problems caused by the use of unapproved media, hardware, software or personal
devices.
2. Employees, contractors, and temporary staff will make no modifications of any kind to
company owned and installed hardware or software without the express approval of
JMT’s IT department. This includes, but is not limited to, any reconfiguration of mobile
devices.
3. JMT reserves the right, through policy enforcement and any other means it deems
necessary, to limit the ability of end users to transfer data to and from specific resources
on the enterprise network.

Organizational Protocol
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 1. JMT can and will establish audit trails and these will be accessed, published and used
without notice. Such trails will be able to track the attachment of an external device to a
PC, and the resulting reports may be used for investigation of possible breaches and/or
misuse. You agree to and accept that your access and/or connection to JMT’s networks
may be monitored to record dates, times, duration of access, etc., in order to identify
unusual usage patterns or other suspicious activity. This is done in order to identify
accounts/computers that may have been compromised by external parties. In all cases,
data protection remains JMT’s highest priority.
2. You agree to immediately report to your supervisor and JMT’s IT department any
incident or suspected incidents of unauthorized data access, data loss, and/or
disclosure of company resources, databases, networks, etc.

Any questions relating to this policy should be directed to the JMT IT department at 410-316-
2290 or x5555 (internal extension) or jmthelpdesk@jmt.com.

Policy Non-Compliance
Failure to comply with the Mobile Device Access and Use Policy may, at the full discretion of the
organization, result in disciplinary actions including the suspension of any or all technology use
and connectivity privileges, and possibly termination of employment.

The appropriate members of JMT Management including your immediate supervisor will be
advised of any breaches of this policy and will be responsible for appropriate disciplinary action,
up to and including termination of employment.

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 ACKNOWLEDGMENT OF EMPLOYEE HANDBOOK
RECEIPT AND CONFIDENTIAL INFORMATION
I agree and understand that all work I may perform during my tenure at JMT, including, but not
limited to, design, plans specifications, estimates, reports, proposals (technical and price),
financial information, existing software and/or research and development of new software, and
any other related materials, including any other proprietary items of JMT, is the sole property of
JMT, and I shall not copy or remove such materials from the Company, or use for any other
benefit--personal or otherwise. I agree that such action may cause my immediate dismissal and
possible litigation by the Company against me.

I hereby certify that on the date indicated below, I received a copy of the JMT Employee Handbook
outlining the Company's policies, procedures, rules and general information. I understand that
nothing contained in the Employee Handbook is intended to create, nor shall be construed as
creating, an expressed or implied contract or guarantee of employment for a definite or indefinite
term. I understand that as an at-will employee, I have the right to terminate my employment at
any time and the Company has the right to terminate my employment at any time for any reason
or for no reason at all. I further understand that from time to time JMT may need, and has the right
to alter, amend, delete, supplement and/or deviate from the procedures outlined herein if it
chooses to do so.

In the case of any changes to this handbook, changes become effective upon their adoption,
notwithstanding any distribution, although the Company will endeavor to distribute the applicable
changes to the current employees and post an announcement on the Company's intranet. Any
previous policies in effect prior to the issuance of this Handbook and not incorporated herein are
hereby revoked.

Print Name: __________________________________

Signature: ___________________________________

Date: ____________

Employee Number: _____________

A copy of this signed policy is kept in your personnel file with Human Resources.

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 POLICY REGARDING DISCRIMINATION AND
HARASSMENT EMPLOYEE ACKNOWLEDGMENT

I hereby acknowledge that I have received, read, and understand the foregoing Policy Regarding
Discrimination and Harassment, and I agree to comply with the Policy in all respects.

Print Name: __________________________________

Signature: ___________________________________

Date: ____________

Employee Number: _____________

A copy of this signed policy is kept in your personnel file with Human Resources.

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