R.N.A.

OF ANN ARBOR, INCORPORATED

EMPLOYEE HANDBOOK

January 1, 2018
 Table of Contents
Employee Acknowledgement Form 3
Introductory Statement 4
Customer Relations 5
Nature of Employment: Employment at Will Relationship 5
Employee Relations 5
Equal Employment Opportunity 5
Business Ethics and Conduct 6
Immigration Reform and Control Act of 1986 6
New Hire Act 6
Confidentiality and Non-Disclosure 6
Disability Accommodation 7
Personnel Data Changes 7
Jury Duty 8
Leaves of Absence 8
Timekeeping 8
Pay Periods 9
Pay Days 9
Hiring. Discipline, and Termination Practices 9
Probationary Period 9
False Information and Employment 9
Safety 9
Smoking 10
Meal and Rest Time 10
Overtime 10
Use of Equipment and Vehicles 10
Workplace Violence Prevention 11
Employee Conduct and Work Rules 10
Misconduct and Discipline 11
a. Disciplinary Action 12
b. Oral Warning 12
c. Written Warning 12
d. Suspension Without Pay 12
e. Agreement 12
f. Discharge from Employment 13
g. Misconduct Examples 13
Drug and Alcohol Use 14
Drug Testing 15
Sexual and Other Unlawful Harassment 15
Attendance and Punctuality 15
Return of Property 16
Proprietary Rights in Work-Related Social Media Accounts 16
E-mail and Technology Use 16
Authorization and Use 16
No Solicitation Rule 17

May 7, 2018 1
Searches of Employee Personal Property on Employer’s Premises 17
Cell Phone and Mobile Device Policy 18
Harassment Complaint Procedure 18
a. Remedial Actions 19
b. Non-Retaliation 19
Problem Resolution Procedure 19
Limitation of Actions 20
Arbitration 20
Employee Communications 20
Open Communication 20
Staff Meetings 20
Suggestions 21

May 7, 2018 2
 R.N.A. Of Ann Arbor, Incorporated
Employee Acknowledgement Form

I acknowledge I received the Employee Handbook. I also acknowledge that I am responsible to

abide by and follow the work rules and guidelines set forth in this Handbook and to ask for an
explanation of any part of the Handbook I do not fully understand.

Date

Signature

Social Security Number (Last 4 digits only)

Please detach and return this form to the

OFFICE

May 7, 2018 3
Introductory Statement

On behalf of our entire staff at R.N.A. Of Ann Arbor, Incorporated (RNA), we would like to
welcome you to our commercial janitorial team. We hope that our association will benefit both of
us - professionally, personally and financially. We believe that each employee contributes directly
to RNA's growth and success, and we hope you will take pride in being a member of our team.

Our goal is to recruit, hire and retain the very best employees - and to be rewarded by a
professionally produced work product delivered to our customer in a consistent, timely, manner.

RNA is interested in your comments. We desire your active input as to how we can mutually
benefit each other while maintaining or improving our construction company. This includes any
and all aspects of our work, especially safety issues. We have no desire to be just a place to work,
our relationship with employees is important to us.

This handbook was developed to describe some of the expectations of our employees and to outline
the policies, programs, and benefits available to eligible employees. Employees should familiarize
themselves with the contents of the employee handbook as soon as possible, for it will answer
many questions about employment with RNA.

No employee handbook can anticipate every circumstance or question about policy. As RNA
continues to grow, we will revise, supplement, or rescind any policies or portion of the handbook
from time to time as we deem appropriate, in our sole and absolute discretion.

We hope that your experience here will be challenging, enjoyable, and rewarding. Again,
welcome!

Sincerely,

R.N.A. Of Ann Arbor, Incorporated

Your Employer

May 7, 2018 4
Customer Relations

Customers are among our organization's most valuable assets. Every employee represents RNA
to our customers and the public. The way we do our jobs presents an image of our entire
organization. Customers judge all of us by how they are treated with each employee contact.
Therefore, one of our first business priorities is to assist any customer or potential customer.
Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you
give to customers.

The continued success of RNA is dependent upon our customers' trust and we are dedicated to
preserving that trust. Employees owe a duty to RNA, its customers, and shareholders to act in a
way that will merit the continued trust and confidence of the public.

Our personal contact with the public, our manners on the telephone, and the communications we
send to customers are a reflection not only of ourselves, but also of the professionalism of RNA.
Positive customer relations not only enhance the public's perception or image of RNA, but also
pay off in greater customer loyalty and increased sales and profit.

Nature of Employment: Employment At-Will Relationship

Both the Employee and the Employer acknowledge that their relationship is at will and that each
of them are free to terminate the employment relationship at will at any time for any reason and
without notice to the other. This employment relationship can only be changed or modified in any
way by a written notice or document signed by the President of the Employer. Employees must
understand that they may not rely upon anything that is told to them orally by anyone, if it is not
reduced to writing and signed by your Employer's President. It is not an employment contract and
is not intended to create contractual obligations of any kind.

Employee Relations

RNA believes that the work conditions and wages it offers to its employees are competitive with
those offered by other employers in this area and in this industry. If employees have concerns
about work conditions or compensation, they are strongly encouraged to voice these concerns
openly and directly to their supervisors.

Our experience has shown that when employees deal openly and directly with supervisors, the
work environment can be excellent, communications can be clear, and attitudes can be positive.
We believe that RNA amply demonstrates its commitment to employees by responding effectively
to employee concerns.

Equal Employment Opportunity

In order to provide equal employment and advancement opportunities to all individuals,

employment decisions at RNA will be based on merit, qualifications, and abilities. RNA does not
discriminate in employment opportunities or practices on the basis of race, color, religion, sex,
national origin, age, disability, or any other characteristic protected by law.

May 7, 2018 5
Any employees with questions or concerns about any type of discrimination in the workplace are
encouraged to bring these issues to the attention of their immediate supervisor. Employees can
raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type
of unlawful discrimination will be subject to disciplinary action, up to and including termination
of employment.

Business Ethics and Conduct

The successful business operation and reputation of RNA is built upon the principles of fair dealing
and ethical conduct of our employees. RNA will comply with all applicable laws and regulations
and expects its directors, officers, and employees to conduct business in accordance with the letter,
spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect
to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper
course of action, the matter should be discussed openly with your immediate supervisor and, if
necessary, with the Human Resources Department for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every RNA
employee. Disregarding or failing to comply with this standard of business ethics and conduct
could lead to disciplinary action, up to and including possible termination of employment.

Immigration Reform and Control Act of 1986

The Employer is committed to full compliance with the federal immigration laws and will not
knowingly hire or continue to employ anyone who does not have the legal right to work in the
United States.

As a condition of employment, you will be required to provide documentation verifying your

identity and legal authority to work in the United States, which includes the completion of Form
1-9, Employment Eligibility Verification.

New Hire Act

By federal law all employers are required to report newly hired employees to the designated state
agency in the state where the employees are hired within 20 days of the hire date. This requirement
is the result of legislation designed to improve child support enforcement by locating parents who
have neglected to pay support.

Confidentiality And Non-Disclosure

The protection of confidential business information and trade secrets is vital to the interests and
the success of RNA. Such confidential information includes, but is not limited to, the following
examples:

May 7, 2018 6
 * Computer programs and codes
* Customer lists and customer contact information and phone numbers
* Customer preferences
* Pending projects and proposals
* Technological and financial data
* Advertising and marketing information

All employees may be required to sign a confidentiality and non-disclosure agreement as a

condition of employment. Employees who improperly use or disclose proprietary, trade secrets
and/or confidential business information will be subject to disciplinary action, up to and including
termination of employment and legal action.

Disability Accommodation

RNA complies fully with the Americans With Disabilities Act, as well as state laws, which require
that the Employer make reasonable accommodations for disabled individuals in our workplace.
We are committed to treating physically or mentally disabled individuals without discrimination
in any area of work, including pre-employment, application, hiring, supervision and evaluation.

If the employee is disabled, he/she has the right to request that the Employer make reasonable
accommodations in order to help him/her overcome the limitations posed by his/her disability to
accomplish his/her work unless it would cause undue hardship on the Employer. To make this
request, the employee must contact the Office Manager and ask for the Accommodations Request
Form for Disabled Employees. Fill out this form and return it to the Office Manager. We will
evaluate the request in accordance with the provisions of the Americans With Disabilities Act.
The employee will be notified of the decision regarding his/her request within 30 days of its
submission to Office Manager.

The Employer’s policy, in accordance with the Michigan Handicapped Civil Rights Act, provides
that employees must inform the Employer of the need for an accommodation in writing within 182
days after the date the employee knew, or reasonably should have known, that an accommodation
was necessary.

The Employer shall, then, accommodate the employee’s handicap if the accommodation does not
impose an undue hardship on the Employer and if the accommodation would enable the employee
to perform the essential duties of the job.

Personnel Data Changes

It is the responsibility of each employee to promptly notify RNA of any changes in personnel data.
Personal mailing addresses, telephone numbers, number and names of dependents, individuals to
be contacted in the event of an emergency, educational accomplishments, and other such status
reports should be accurate and current at all times. If any personnel data has changed, notify the
Human Resources Office.

May 7, 2018 7
Jury Duty

RNA encourages employees to fulfill their civic responsibilities by serving jury duty when
required. Employees may request unpaid jury duty leave for the length of absence.

Employees must show the jury duty summons to their supervisor as soon as possible so that the
supervisor may make arrangements to accommodate their absence. Of course, employees are
expected to report for work whenever the court schedule permits.

Either RNA or the employee may request an excuse from jury duty if, in RNA's judgment, the
employee's absence would create serious operational difficulties.

Leaves of absence

The Employer makes leaves of absence without pay available to employees who have completed
at least one year of continuous service, for any length of time up to a maximum number of days
that is recommended by the Employer. Written requests must state the reason for the leave, as
well as the beginning and ending dates. Requests for leaves will be granted at the sole discretion
of the Employer, based on the facts and circumstances surrounding each individual request.
Employees who return to work at the end of a leave of absence may be returned to their former job
classification if an opening exists. If there is no such opening, they will be considered for a
comparable position if one is available. Leaves of absence are also granted where state and/or
federal law mandates. In particular, the Employer complies with leaves for jury duty and in
situations where the law requires. In any situation regarding leaves of absence, the employee
should notify the Office Manager at the earliest possible date to discuss the leave.

Timekeeping

Accurately recording time worked is the responsibility of every nonexempt employee. Federal
and state laws require RNA to keep an accurate record of time worked in order to calculate
employee pay and benefits. Time worked is all the time actually spent on the job performing
assigned duties.

Nonexempt employees should accurately record the time they begin and end their work, as well as
the beginning and ending time of each meal period. They should also record the beginning and
ending time of any split shift or departure from work for personal reasons. Any employee that
leaves the work premises for non-work related purposes must record this departure in the
timekeeping system. Overtime work must always be approved before it is performed.

Altering, falsifying, tampering with time records, or recording time on another employee's time
record may result in disciplinary action, up to and including termination of employment. It is the
employees' responsibility to sign their time records to certify the accuracy of all time recorded.
The supervisor will review and then initial the time record before submitting it for payroll
processing. In addition, if corrections or modifications are made to the time record, both the
employee and the supervisor must verify the accuracy of the changes by initialing the time record.
Violations of this policy may result in disciplinary action, up to and including possible termination.

May 7, 2018 8
Pay Periods

Employees shall be paid twice a month. The first pay period is from the 1 of the month to the 15
st th

of the month. The second pay period is from the 16 of the month to the end of the month. Hours
th

worked per week are determined beginning at 12:00 AM on Sunday morning and ending at 11:59
PM on Saturday night each week.

Pay Day
For the pay period for the first one-half of the month, employees will be paid on or about the 20 th

of each month. If the 20 falls on a weekend, the check will be paid to employees the following
th

Monday. For the second pay period, employees will be paid on or about the 6 of the following
th

month. If the 6 falls on a weekend, the check will be paid to employees the following Monday.
th

For new employees, all first paychecks will be mailed.

HIRING, DISCIPLINE AND TERMINATION PRACTICES

Probationary Period. The probationary period is intended to give new employees the opportunity
to demonstrate their ability to achieve a satisfactory level of performance and to determine whether
the new position meets their expectations. RNA uses this period to evaluate employee capabilities,
work habits, and overall performance. Either the employee or RNA may end the employment
relationship at will at any time during or after the probationary period, with or without cause or
advance notice.

All new and rehired employees work on a probationary basis for the first 90 calendar days after
their date of hire or re-hire. Any absence will automatically extend the probationary period by the
length of the absence. If RNA determines that the designated probationary period does not allow
sufficient time to thoroughly evaluate the employee's performance, the probationary period may
be extended for a specified period.

False Information and Employment. Applicants for employment with the RNA are required to
provide complete and accurate information regarding their background, employment history,
credentials and qualifications for employment. If, following employment, the Employer learns
that an employee provided false or misleading information, false answers, false statements or
omitted pertinent information regarding essential background, employment history, credentials or
qualifications for employment at any point during the employment process, however used to
advance employment or secure or maintain employment, the Employer may discipline the
employee, up to and including termination of employment, regardless of the time elapsed before
the discovery by the Employer.

The Employer may investigate an employee's background, employment history, credentials and
qualifications at any time during the employment relationship.

Safety. To assist in providing a safe and healthful work environment for employees, customers,
and visitors, RNA has established a workplace health and safety program. Each employee will be

May 7, 2018 9
provided with a Health and Safety program. This program is a top priority for RNA. Its success
depends on the alertness and personal commitment of all.

Each employee is expected to obey safety rules and to exercise caution in all work activities.
Employees must immediately report any unsafe condition to the appropriate supervisor.
Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail
to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up
to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear,
employees should immediately notify the appropriate supervisor. Such reports are necessary to
comply with laws and initiate insurance and workers' compensation benefits procedures.

Smoking. In keeping with RNA's intent to provide a safe and healthful work environment,
smoking on the job is prohibited except in those locations that have been specifically designated
as smoking areas.

Meal and Rest Time. The State of Michigan does not require employees 18 years of age or older
to have a break, meal or rest period. However, RNA does allow all employees to have a thirty (30)
minute meal and rest time. Clocking in and out is required for all non-working periods.

Overtime. When operating requirements or other needs cannot be met during regular working
hours, employees will be given the opportunity to volunteer for overtime work assignments. All
overtime work must receive the supervisor's prior authorization. Overtime assignments will be
distributed as equitably as practical to all employees qualified to perform the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal and state
wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave,
vacation leave, or any leave of absence will not be considered hours worked for purposes of
performing overtime calculations.

Use of Equipment and Vehicles. Equipment and vehicles essential in accomplishing job duties
are expensive and may be difficult to replace. When using property, employees are expected to
exercise care, perform required maintenance, and follow all operating instructions, safety
standards, and guidelines.

Notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged,
defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs
could prevent deterioration of equipment and possible injury to employees or others. The
supervisor can answer any questions about an employee's responsibility for maintenance and care
of equipment or vehicles used on the job. The improper, careless, negligent, destructive, or unsafe
use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking
violations, can result in disciplinary action, up to and including termination of employment.

Workplace Violence Prevention. RNA is committed to preventing workplace violence and to

maintaining a safe work environment. RNA has adopted the following guidelines to deal with

May 7, 2018 10
intimidation, harassment, or other threats of (or actual) violence that may occur during business
hours or on its premises:

All employees, including supervisors and temporary employees, should be treated with courtesy
and respect at all times. Employees are expected to refrain from fighting, "horseplay," or other
conduct that may be dangerous to others.

Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the
public at any time, including off-duty periods, will not be tolerated. This prohibition includes all
acts of harassment, including harassment that is based on an individual's sex, race, age, or any
characteristic protected by federal, state, or local law.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible
to your immediate supervisor or any other member of management. This includes threats by
employees, as well as threats by customers, vendors, solicitors, or other members of the public.
When reporting a threat of violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor.
Do not place yourself in peril. If you see or hear a commotion or disturbance near your
workstation, do not try to intercede or see what is happening.

RNA will promptly and thoroughly investigate all reports of threats of (or actual) violence and of
suspicious individuals or activities. The identity of the individual making a report will be protected
as much as is practical. In order to maintain workplace safety and the integrity of its investigation,
RNA may suspend employees, either with or without pay, pending investigation.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in
violation of these guidelines will be subject to prompt disciplinary action up to and including
termination of employment.

RNA encourages employees to bring their disputes or differences with other employees to the
attention of their supervisors or the Human Resources Office before the situation escalates into
potential violence. RNA is eager to assist in the resolution of employee disputes, and will not
discipline employees for raising such concerns.

Employee Conduct and Work Rules. To ensure orderly operations and provide the best possible
work environment, RNA expects employees to follow rules of conduct that will protect the
interests and safety of all employees and the Employer.

The Employer may discharge an employee for any reason, at any time, with or without notice.
Misconduct and Discipline. Occasionally, it becomes necessary for the Employer to take
disciplinary action against an employee. Discipline results when an employee's actions do not
conform with generally accepted standards of good behavior, when an employee violates work
rules, or when an employee's work performance is not satisfactory.

May 7, 2018 11
The severity of the disciplinary action depends on the nature and frequency of the offense.
Discipline may range from oral warning(s), to written warning(s), to temporary suspension from
work, to immediate discharge from employment.

Nothing in this policy or in this handbook is intended to limit in any way the Employer's right to
terminate employees from employment at any time, with or without cause, and with or without
notice.

a. Disciplinary Action. There is no effective method of pre-determining the seriousness

or effect of any one violation of the Employer’s policy or of making an exhaustive list of all
possible violations of policy.

Although some violations may be more severe than other violations, repeated violations, or a
combination of violations, may result in termination of employment.

The Employer reserves the right to take any disciplinary action, including suspension or
termination of employment, in all cases it deems appropriate.

Possible disciplinary actions include, but are not limited to:

b. Oral Warning. When an infraction of a work rule occurs, the Office Manager may visit
with the employee about the incident. An oral warning alerts the employee that the behavior in
question is unacceptable, and gives the employee an opportunity to show improvement. However,
the Employer may consider the infraction to be of such severity that immediate termination of
employment will occur.

c. Written Warning. A written warning may occur when management considers the
infraction too severe for an oral warning. A written warning may also occur when the employee
has already been warned orally for the offense, but has failed to show acceptable improvement.
However, the Employer may consider the infraction to be of such severity that immediate
termination of employment will occur.

d. Suspension Without Pay. In cases where an employee has already received one
warning or where a violation of a work rule is severe, the employee may be given a disciplinary
suspension, without pay, of from one day to one week. In instances where immediate action is
necessary to deal with a severe disciplinary problem (such as fighting, intoxication on the job, or
gross insubordination), the Office Manager may have the employee leave the premises for any
specified period of time. However, the Employer may consider the infraction to be of such severity
that immediate termination of employment will occur.

A written memo or report will be made by the Office Manager of all the facts. A copy of
this memo or report will be made and placed in the employee's personnel file.

e. Agreement. Following a written warning and/or suspension, the Employer may require
the employee to sign an agreement to correct his or her behavior or performance. This agreement
will include: A brief statement of the wrong behavior or cause of unsatisfactory performance, a

May 7, 2018 12
statement that clearly and specifically spells out the required correct behavior or performance, a
specific, limited time frame for the employee to comply or change, the consequences to the
employee if the correction does not occur, an acknowledgment that the employee understands, and
the employee’s signature and the date signed. However, the Employer may consider the infraction
to be of such severity that immediate termination of employment will occur.

f. Discharge From Employment. The Employer may discharge an employee for any
reason, at any time, with or without notice.

g. Misconduct Examples: THIS LIST IS NOT ALL-INCLUSIVE

1. Falsifying your employment application or other employment records such as time
sheets and/or expense reimbursement forms.
2. Excessive or habitual absenteeism or tardiness from work.
3. Using obscene, abusive or threatening language or gestures while on the
Employer’s premises.
4. Willfully breaking a known policy of the Employer.
5. Possession or use of any alcoholic beverage, illegal drugs or the illegal use of drugs
on or in the Employer's property.
6. Insubordination.
7. Carrying of any weapon, of any kind, whether concealed or visible, and whether
pursuant to a permit or not, while at work and/or in the course of your employment.
"WEAPON" for purposes of this policy includes but is not limited to firearms,
knives, or other related items.
8. Sleeping while on duty.
9. Willful disregard or violation of the Employer's safety rules or procedures.
10. Sexual, racial or general harassment of a fellow employee or other person.
11. Loitering or loafing during working hours.
12. Reporting for work under the influence of alcohol, illegal drugs or the illegal use
of drugs.
13. Taking more than the specified time for meals or break periods.
14. Filling in another employee's timecard/sheet, or permitting another employee to fill
in your timecard/sheet, or the alteration of your or another employee’s time
card/sheet.
15. Smoking or using tobacco while performing duties for or representing the
Employer.
16. Excessive use of the Employer's telephone for personal matters or making or
receiving personal telephone calls, other than during authorized breaks and lunch
periods and/or excessive use of the personal cellular telephone for personal matters
or making or receiving personal telephone calls or text messaging, other than during
authorized breaks and lunch periods.
17. Repeated failure to be at a workstation ready to begin work at the appointed starting
time.
18. Performing personal work during work hours.
19. Unauthorized possession of or removal of, or cooperation in the unauthorized
possession of or removal of property or possessions belonging to co-workers,

May 7, 2018 13
 customers, or the Employer, or applying to your own use, any property, record or
document of the Employer or of co-workers.
20. Gambling on Employer time or Employer premises.
21. Theft:
(a) From the Employer, or
(b) From another employee.
22. Intentional or malicious destruction of property:
(a) Belonging to the Employer, or
(b) Belonging to another employee.
23. The use of aggressive physical force against anyone while on duty or while on the
Employer's property.
24. The use of abusive, obscene or threatening language directed towards another
employee of the Employer.
25. Grossly immoral or indecent conduct.
26. Unauthorized use of the Employer’s equipment.
27. Falsification of any submitted medical statements and/or the Employer's records.
28. Disclosure, removal or intentional misuse of any Employer records without proper
authorization.
29. Absence of three (3) consecutive work days without properly notifying
management.
30. Leaving Employer’s premises during working hours without authorization. This
does not prohibit employees from leaving the Employer's premises for lunch or
breaks.
31. Failure of a drug/alcohol test.
32. Conviction of a serious misdemeanor.
33. Dishonesty.
34. Failure to establish good rapport with Office Manager.
35. Conviction of a felony.
36. Undermining harmonious working conditions.
37. Soliciting or accepting gifts (money or merchandise) in connection with an
Employer transaction of any kind is prohibited.
38. No smoking in restricted areas or on premises.
39. Inappropriate use of electronic resources and technology including mobile phones
40. Inappropriate use of social media; and/or making false or misleading claims or
statements about Employer’s products or services; or making statements to or on
social media without authorization from the Employer in writing.
41. Using Employer funds for any purposes not directly connected to Employer
business.
42. Competition with the Employer at any time during the course of your employment
with the Employer.
43. Gross dereliction of duties.

The above list does not include all possible actions that may be unacceptable. If an
employee engages in behavior, which the Employer considers detrimental to the interests of the
Employer, or threatens the well being of other employees or patrons, the Employer may terminate
the employee immediately.

May 7, 2018 14
Drug and Alcohol Use Under the Drug-Free Workplace Act, an employee who performs work
for a government contract or grant must notify RNA of a criminal conviction for drug-related
activity occurring in the workplace. The report must be made within five days of the conviction.
Employees with questions on this policy or issues related to drug or alcohol use in the workplace
should raise their concerns with their supervisor or the Human Resources Office without fear of
reprisal.

Drug Testing RNA is committed to providing a safe, efficient, and productive work environment
for all employees. Using or being under the influence of drugs on the job may pose serious safety
and health risks. To help ensure a safe and healthful working environment, employees may be
asked to provide body substance samples (such as urine and/or blood) to determine the illicit or
illegal use of drugs.

Copies of the drug testing policy will be provided to all employees. Employees will be asked to
sign an acknowledgement form indicating that they have received a copy of the drug testing policy.
Questions concerning this policy or its administration should be directed to the Human Resources
Manager.

Sexual and Other Unlawful Harassment. RNA prohibits employees from doing anything that
intimidates, insults, coerces or harasses another employee, a customer, or a member of the public.
This policy specifically prohibits an employee from engaging in any intimidating, insulting,
coercive or harassing behavior that is sexual in nature.

Examples of prohibited conduct include, but are not limited to:

• Spoken or written comments relating to a person's sex.

• Any unwelcome advance or contact of a sexual nature.
• Sexually oriented comments about a person's body or behavior.
• Showing or displaying pornographic or sexually explicit objects or illustrations in the
workplace or while performing duties for the Employer.
• Sexually offensive comments, jokes or innuendoes.

In addition, the Employer prohibits unwelcome sexual advances, requests for sexual favors, and
all other verbal or physical conduct of a sexual or otherwise offensive nature, when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of a

person's employment.
• Submission to or rejection of such conduct by a person is used as the basis for employment
decisions affecting the person.
• Such conduct has the purpose or effect of unreasonably interfering with the person's work
performance or creating an intimidating, hostile, or offensive working environment.

An employee who violates this policy is subject to discipline, up to and including termination from
employment.

May 7, 2018 15
Please refer to pages at the end of this Handbook for proper complaint procedures.

Attendance and Punctuality. To maintain a safe and productive work environment, RNA expects
employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and
tardiness place a burden on other employees and on RNA. In the rare instances when employees
cannot avoid being late to work or are unable to work as scheduled, they should notify their
supervisor as soon as possible in advance of the anticipated tardiness or absence. Poor attendance
and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including
termination of employment.

Return of Property. Employees are responsible for all RNA property, materials, or written
information issued to them or in their possession or control. All RNA property must be returned
by employees on or before their last day of work. This includes items such as clothing/hats, etc.
Where permitted by applicable laws, RNA may withhold from the employee's check or final
paycheck the cost of any items that are not returned when required. RNA may also take all action
deemed appropriate to recover or protect its property.

Proprietary Rights in Work-Related Social Media Accounts. All employees agree that any
social media accounts created or supported by the Employer and any social media accounts that
Employees have created or maintained for work-related purposes during my employment with the
Employer are the property of the Employer ("Employer Account'). Employees acknowledge and
agree that if Employees want to create or maintain their own personal social media accounts for
non-work-related reasons, Employees shall maintain their personal accounts separately from the
Employer Account. Employees further agree that when their employment with the Employer
terminates or expires, whether such termination or expiration is voluntary or involuntary, any
Employer Account remains the proprietary property of the Employer, and that the other terms of
this Employee Handbook shall apply to the Employer Account, including those terms related to
confidentiality, non-competition, non-solicitation, and return of property, where allowed by law.
Employees consequently agree to provide the Employer with access during and after employment,
for the account log-ins and passwords of any Employer Account.

E-mail and Technology Use. The Employer provides electronic and technology resources to
authorized persons to assist them in performing their responsibilities and duties for the Employer.
Anyone using the Employer’s electronic or technology resources must do so consistent with this
policy and in a manner that increases productivity, enhances the Employer’s public image, and is
respectful of others. Failure to follow the Employer’s policies regarding use of its electronic and
technology resources may lead to disciplinary measures, up to and including termination of
employment, as determined by the Employer.

Authorization and Use. Access to the Employer’s electronic and technology resources is within
the sole discretion of the Employer. Generally, employees and others are given access based on
their job functions and responsibilities to the Employer. Only those whose job performance and
duties will benefit from the use of the Employer’s electronic and technology resources will be
provided access. Access to the Internet and electronic mail is given to assist in conducting
Employer’s business. Use of the Internet or electronic mail during work hours, while on Employer
premises, or remotely through the use of the Employer’s computer equipment, must be done

May 7, 2018 16
responsibly and for work-related purposes. The Employer expects persons using its technology
and electronic resources to exercise discretion and good judgment when accessing the Internet or
sending or receiving electronic mail (and any attachments).

The Employer’s electronic and technology resources are to be used only to conduct Employer
business. They are business communication tools for the purpose of communicating business-
related information. Employees may, however, use the Employer’s electronic and technology
resources for the following incidental personal uses only if such use does not interfere with the
employee’s duties, is not done for pecuniary gain, does not conflict with the Employer’s business,
and does not violate any Employer policy:

(1) To send or receive necessary and occasional personal communications;

(2) To prepare and store incidental personal data (such as personal calendars, personal
address lists, and similar incidental personal data) in a reasonable manner;
(3) To use the telephone system for brief and necessary personal calls; and
(4) To access the Internet for brief personal searches and inquiries during meal times or
other breaks, or outside of work hours, so long as such use adheres to all other usage
limitations or other Employer policies.

The above incidental personal use of Employer technology resources is a privilege and the
Employer will determine in its sole discretion whether any personal use is reasonable, consistent
with Employer policy or otherwise permissible. The Employer assumes no liability for any loss,
destruction, alteration, disclosure, or misuse of any personal data or communications transmitted
over or stored on the Employer’s electronic and technology resources and is not responsible for
the loss or non-delivery of any personal electronic mail or voicemail communications or any
personal data stored on any Employer property. The Employer strongly discourages employees
from storing any personal data on any of the Employer’s electronic or technology resources.

No Solicitation Rule. Unauthorized circulation or distribution of written material of any type in

work areas or on work time as well as solicitation or any other activities which disturb employees
during working time is not permitted. "Working time" does not include rest periods, lunch periods,
and the time before and after work.

Employee contributions for gifts, flowers, parties, charities and civic agencies are personal matters,
but solicitations for these should be restricted to non-working time; i.e. rest periods, lunch periods,
and the time before and after work.

Advertisement of merchandise for sale by employees is not permitted on Employer premises.

Solicitation for and delivery of such merchandise should be made only on non-working time.

Written material is posted on official company boards only by the President or other employees
duly authorized by the President.

All employees shall, for the period of 12 months after employee terminates from employment, not
solicit or entice away or seek to entice away from the Employer any person who is and was at the
time of separation from RNA employed by the Company to work as an employee for another

May 7, 2018 17
employer.

Searches of Employee Personal Property on Employer's Premises. The Employer has an

obligation to protect its own property and the possessions of employees and visitors while on the
Employer's premises. In addition, the Employer has an obligation to maintain a workplace free of
illegal drugs, alcohol and illegally held goods.

Therefore, the Employer reserves the right to inspect all possessions of employees and visitors
including such items as lunchboxes, handbags, purses, packages and briefcases, carried into or
from the Employer's premises. The Employer may also search an employee's desk, files, or any
other area or employee possession on the Employer's premises. The Employer may conduct such
inspections at any time, at its discretion.

Visitors who refuse to cooperate in inspections under this policy will be refused entrance to our
premises. Employees who refuse to cooperate with inspections under this policy will be subject
to discipline up to and including termination from employment.

Cell Phone and Mobile Device Policy. The Employer retains the right to monitor employees for
excessive or inappropriate use of their cell phones. If it is discovered that an
employee's phone usage causes a decline in productivity or interferes with the smooth workflow
in the workplace, the Employer will ban that employee from using their cell phones and may
discipline that employee up to and including discharge from employment. In addition, the
Employer prohibits, absolutely, all cell phone usage while driving on company time and/or in a
company vehicle.

HARRASSMENT COMPLAINT PROCEDURE

Each of us is responsible for creating an atmosphere free of discrimination and harassment,

whether of a sexual nature or otherwise. Further, each of us is responsible for respecting the rights
of co-workers.

If you experience job-related harassment based on your sex, race, disability or any other factor, or
you believe you have been treated in an unlawful, discriminatory or harassing manner by anyone,
the Employer asks you to do this:

Immediately contact your Office Manager, acting Office Manager of the Employer. This person
will undertake an immediate fact-finding investigation.

All persons involved in the complaint and the investigation will keep all information related to the
complaint and the investigation confidential to the maximum extent possible. This means all
persons involved will share such information only with persons who have a need to know.

Should the Employer determine that an employee is responsible for harassing another employee
or a member of the public with whom the Employer does business, appropriate disciplinary action
will be taken against the offending employee, up to and including termination from employment.

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If after investigating a complaint of harassment or unlawful discrimination, the Employer
determines that the complaint is NOT bona fide or that an employee has provided false information
regarding the complaint, disciplinary action, up to and including termination from employment,
may be taken against the individual who filed the complaint or the individual who gave the false
information.

a. Remedial Actions. Remedial action will be taken when an investigation reveals that
sexual harassment, threats or intimidation has occurred. The precise action will depend upon the
facts of the particular case. Remedial action may take many forms up to and including termination
of employment.

Remedial action based on these charges may result in a contested legal proceeding. In that event,
the complainant’s full cooperation will be necessary.

In view of the serious nature of this issue and the possible adverse impact upon an individual
accused of this behavior, the same range of remedial action will apply to an individual who
knowingly makes a false charge.

b. Non-Retaliation. The Employer recognizes that the question of whether a particular

action or incident is of a solely personal, social nature with no bearing on the employment
relationship requires a determination based on all facts and the totality of the circumstances. Given
the nature of this type of discrimination, the Employer recognizes also that false allegations of
harassment can have serious effects on innocent men and women. The Employer trusts that all
employees of the Employer will continue to act responsibly to establish a working environment
free of discrimination. The Employer encourages any employee to raise questions he or she may
have regarding discrimination with the appropriate official of the Employer.

The Employer not only prohibits harassment but also strictly prohibits any retaliation against any
employee who, in good faith, has registered a complaint under this procedure. Any Office
Manager, agent, or employee of the Employer who, after investigation, has been determined to
have retaliated against any employee for utilizing the complaint procedure in this policy will be
subject to appropriate discipline up to and including immediate discharge at the sole discretion of
the Employer. If any employee believes he or she has been retaliated against for exercising his or
her rights under this policy, the employee should us the complaint procedure as set forth above.

PROBLEM RESOLUTION PROCEDURE

Any questions or problems regarding work should be discussed and resolved quickly, before
serious conflicts and misunderstandings develop.

The Employer encourages employees, when they have such problems and questions, to
immediately discuss them with the Office Manager. Or if they feel it more appropriate, or if they
would feel more comfortable doing so, they may discuss their problem or question with the
President.

May 7, 2018 19
In the event of a work-related problem, the employee may submit a written statement to his/her
Office Manager detailing the incident or conflict. The Office Manager will investigate the matter
the employee raises, and, will attempt to resolve the matter within ten working days after receiving
employee’s written statement. NOTE, also, that this Problem Resolution Procedure policy is
merely a guideline. Implementing this procedure does not in any way prevent, limit or delay the
Employer's right to take disciplinary action, including immediate termination from employment,
without prior warning or notice to an employee, when the Employer believes such action is
appropriate.

Good communications between co-workers and between employees and management personnel is
important in our workplace. Employees are encouraged to speak freely to their Office Manager
regarding matters affecting their job. The Employer welcomes employee’s ideas and suggestions.

Limitation of Actions. The Employer and the employee agree that six (6) months is an adequate
time to commence any action, whatsoever, against the Employer for any and all claims arising out
of and in the course of your employment. Actions or claims brought after the date of such incident
or occurrence giving rise to such claim are forever barred.

Arbitration. Any controversy arising from or in any way related to this Agreement shall be
submitted to binding arbitration with and according to the National Rules for the Resolution of
Employment Disputes of the American Arbitration Association (“AAA”) in effect at the time the
Request for Mediation/Arbitration is filed, and the Michigan Statutes and Court Rules. A
judgment in any circuit court having jurisdiction thereof may be rendered upon the award rendered
by the Arbitrator or Arbitrators which award shall be valid, enforceable, irrevocable, final and
binding. Such arbitration shall be held at the offices of the AAA in Southfield, Michigan. At any
arbitration proceeding under the terms hereof, the arbitrator shall have the power to award costs,
including reasonable actual attorney fees to the prevailing party or to otherwise award such costs
and fees in the exercise of his or her sole discretion. Any decision of the arbitrator hereunder shall
be in writing with copies provided to all parties. The Arbitrator or Arbitrators selected under the
provisions hereof shall have no power to vary or modify any of the provisions of this Agreement
and his or her jurisdiction is limited accordingly.

EMPLOYEE COMMUNICATIONS
Open Communication. RNA has an open-door policy with employees. Communication is
essential to our success, so employees are encouraged to talk with the Employer representative any
time they have a concern, idea, or problem in their relationship with another employee. We
encourage employees to discuss any issues they may have with a co-worker directly with that
person in a discreet, professional manner. If a resolution is not reached, both employees should
complete an Employee Concern Form and arrange a meeting with Management responsible for
handling employee concerns. Any information discussed in an Open Communication meeting is
considered important to allow the Employer to respond to the problem. Retaliation against any
employee for appropriate usage of Open Communication channels is unacceptable.

Staff Meetings. In order to keep the communication channels open, RNA may hold quarterly
company-wide staff meetings. All employees are required to attend, including those who are paid
May 7, 2018 20
hourly. Information given during staff meetings is vital to the growth and function of our business.
Appropriate notice will always be given. Employees will be paid for attendance.

Suggestions. RNA encourages all employees to bring forward their suggestions and good ideas
about making our business a better place to work and enhancing service to customers. Any
employee who sees an opportunity for improvement is encouraged to talk it over with an Employer
representative. The Employer representative can help bring ideas to the attention of the people in
the organization that will be responsible for possibly implementing them. All suggestions are
valued.

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