ALL4 Onboarding Guidebook

Onboarding Guidebook TREATMENT INFORMATION Was the employee treated on company premises? ___ Yes ___ No If yes, describe treatment: Did the employee return to work? ___ Yes ___ No If yes, describe modifications to his or her duties: Was the employee sent home? ___Yes ___ No Return-to-work date: Was the employee sent to the hospital/doctor? ___Yes ___ No Return-to-work date: If yes, name of hospital/doctor: Describe treatment employee received at hospital: ________________________________ ____________________________ ____________ Prepared by (print) Signature Date

Onboarding Guidebook ONSITE HEALTH AND SAFETY The purpose of this policy is to make every effort to maintain a safe environment for ALL4 employees working onsite at facilities. POLICY ALL4 is committed to providing the safest work environment for employees. It’s the responsibility of ALL4 Project Managers to see that this procedure is followed and applied to all applicable onsite project work. DEFINITIONS Onsite work means ALL4 project work at client or subcontractor industrial or commercial facilities, except for when ALL4 employee presence is limited to office areas or informational tours conducted under the supervision of client or subcontractor personnel. PROCESS ALL4 Project Managers will develop a customized Onsite Health & Safety Plan (HS Plan) for project work that requires onsite work by ALL4 employees, as defined above. The HS Plan will be developed using the ALL4 Site Health and Safety Plan Form, and completion of this form is the process for Hazard Assessment. The Project Manager will have the HS Plan reviewed and approved by the ALL4 Safety Officer. Following approval, the Project Manager will review the HS Plan with all project participants and have them sign their acknowledgement. The Project Manager will provide a copy of the approved and acknowledged HS Plan to the ALL4 Safety Officer, who will maintain in company records. The ALL4 Site Health and Safety Form can be found on the network at: C:\\BoxDrive\\Box\\Technical Services\\RegTech\\Technical Resources\\Safety\\Forms and Templates An example of a completed form is included for information purposes as Attachment A.

Onboarding Guidebook PERSONAL PROTECTIVE EQUIPMENT ALL4 employees working onsite must properly use the following personal protective equipment (PPE): • Hard hat (required for all onsite work). • Safety glasses with side shields (required for all onsite work). • ASTM safety-toed shoes (required for all onsite work). • Long pants (required for all onsite work). • Long-sleeve shirts (recommended at all times; required when in the vicinity of hot surfaces or molten metal). • Other Site Specific PPE per HS Plan (e.g,. NOMEX coveralls) FIRST AID AND MEDICAL FACILITIES Prior to going onsite and as part of the Hazard Assessment process, employees working onsite should ensure the first aid kit is appropriately stocked and accompanies them to the site. In the absence of any such provisions, ALL4 requires a person with valid first aid training to be available at the work site to render first aid. In addition, as part of the Onsite Health and Safety Plan, local medical facilities must be identified and contact information provided for any medical emergencies. This may be the presence of the 911 service and also includes the name and address of the local hospital. Employees must confirm that emergency care (e.g., ambulance service) is readily available and able to get to the work site. If work site location, weather, or other conditions prohibit this availability, consult directly with the ALL4 Safety Officer for resolution. Contact information for emergencies, police, local hospitals, and fire should be completed as indicated on the onsite health and safety plan template. SITE OWNER/OPERATOR HEALTH & SAFETY PROGRAMS Many site owner/operators require visitors and contractors to comply with requirements of their own health and safety programs. Prior to going onsite, request information on any such requirements and assure compliance when onsite. If any requirements of the site health and safety program conflict with this document, consult with the ALL4 Safety Officer for resolution.

Onboarding Guidebook REPORTING INJURIES AND ACCIDENTS If you sustain a job-related injury, or suspect an injury or illness from the job, you must report it to your coordinator immediately. Your coordinator can help you get the appropriate medical assistance, if necessary. You and your coordinator must complete an ALL4 Injury Report Form and submit it to the ALL4 Safety Officer within 24 hours of sustaining the injury. The ALL4 Injury Report Form can be found on the network at: C:\\BoxDrive\\Box\\Technical Services\\RegTech\\Technical Resources\\Safety\\Forms and Templates The ALL4 Safety Officer will work in tandem with the employee and coordinator to report any sustained or suspected injury as indicated on the ALL4 Injury Report Form to HR and the Corporate Safety Team. This Team will then take all information, produce the official report of injury, direct the employee to a place of treatment (if not done already), and begin the investigation of any injury claim. The HR department can provide assistance and guidance around possible Workers’ Compensation claims and processes. ALL4 will follow suggested investigative steps as outlined in the OSHA Incident/Accident Guide for employers. The investigation will determine the root causes of accidents, on-the-job injuries, and close calls in order to prevent them from occurring again. The accident investigation process involves the following steps: • First priority is to provide first aid and medical care to anyone injured and prevent further injuries or damage. • Report the accident occurrence to a designated person within the organization immediately. • Investigate the accident. • Identify the causes. • Report the findings and what corrective actions will prevent recurrences. • Ensure follow-up on completion of corrective actions. • The ALL4 Safety Office is responsible for overseeing the investigation and implementing any corrective measures as soon as possible.

Onboarding Guidebook SAFETY VIOLATIONS AND NON-COMPLIANCE As with all company policies, employees should familiarize themselves with our company safety program and procedures. Violation of this safety policy or failure of employees to comply with the practices and procedures indicated in this document will lead to discipline, up to and including termination. All employees must cooperate with all investigations.

Onboarding Guidebook TRAINING PROGRAM GENERAL PROGRAM OVERVIEW OVERVIEW & APPROACH ALL4 is committed to providing training at all levels of the organization with the goal of developing expert consultants. An expert consultant at ALL4 possesses a wide variety of attributes ranging from technical expertise and regulatory knowledge to sales and relationship building. ALL4’s Training Program (“Program”) is designed to provide the structure for everyone in the company, from entry-level to senior- level consultant, to develop the complete package of skills necessary to be a successful consultant. The Program mixes internal training programs with approved external training courses. The Program consists of three primary types of training: 1. Internal Training 2. External Training 3. Advanced-Degree Continuing Education This document summarizes the procedures and responsibilities for the major components of the Training Program. The Program is structured based on the concept that each employee is responsible for working with their coordinator to identify training needs consistent with their stage of professional development within the applicable career matrix. Note: Whether the training is offered internally or externally, it’s the employee’s responsibility to identify appropriate training to expand their skill sets. EMPLOYEE RESPONSIBILITIES 1. Review ALL4’s Internal Training Schedule, Pre-Approved External Training Courses list, and other courses for potential training options that meet your identified training needs. 2. Draft a personal training plan for the year. Finalize this plan as part of your annual “Create the Year” meeting with your Coordinator. 3. Meet quarterly with your coordinator to follow up on training attended, discuss feedback received, and review/revise your personal training plan for the upcoming quarter, as needed. 4. Register for internal and/or external training, following procedures outlined in this document. a. For external training, employees are encouraged to use the Pre-Approved External Training Courses list to select applicable courses and must submit the External Training Request Form to have the training approved prior to registering. 5. Attend the training and complete any follow-up actions, as outlined in this SOP.

Onboarding Guidebook a. For external training, employees must complete an External Training Debrief Form. Employees may also be asked to conduct an internal presentation of the training or to use the training to train other ALL4 employees. This decision will be made after the training. COORDINATOR RESPONSIBILITIES 1. Aid the employee in identifying appropriate training needs by providing an honest evaluation of where an employee is with respect to their professional development within the applicable level’s Career Matrix. 2. Guide the employee in finalizing their personal training plan as part of the employee’s annual “Create the Year” meeting. 3. Meet quarterly with the employee to follow up on training attended, discuss feedback received, and review/revise their personal training plan for the upcoming quarter, as needed. 4. Review requests for external training, according to the procedures in this SOP. a. For external training, review and approve/decline External Training Request Forms. Forward these forms to the Training Lead for final approval and processing. 5. Review internal training attendance on a quarterly basis. a. For internal training, review the Training Calendar Spreadsheet and the monthly technical newsletter for upcoming trainings being offered. TRAINING LEAD ROLE AND RESPONSIBILITIES 1. Develop, maintain, and update all Training Program procedures. 2. Approve new external training courses. 3. Develop and manage annual training budget for external training. Present budget to ALL4 HR during the calendar year preceding the training year. 4. Approve employees’ external training requests. 5. Develop Annual Training Program schedule and approve any adjustments or changes throughout the year. 6. Communicate schedule and training program expectations with trainers. 7. Recruit new trainers. 8. Meet routinely with Staff Coordinators to identify new training areas of focus. 9. Propose new internal training courses and present new courses to HR and the RegTech team for approval. 10. Ensure that the catalog of ALL4 pre-approved external training courses is up-to-date, and complete and circulate it to the company on a quarterly basis. 11. Identify potential new training providers and communicate list of providers to the company.

Onboarding Guidebook INTERNAL TRAINING INTERNAL TRAINING SCHEDULE The Training Lead is responsible for coordinating the development of the Annual Internal Training Schedule. This Schedule includes information such as the course name, number, trainer, dates, and the appropriate level at which an employee should participate in the training. The Training Lead should manage any adjustments or changes as needed. MANDATORY TRAINING BY LEVEL The various Career Matrices specify the competencies one must achieve to be successful at a particular level, as well as those competencies necessary for promotion to the next level. ALL4 has designed the Training Program so that internal training courses are aligned with these specific levels. The Internal Training Schedule indicates the appropriate level at which an employee should participate in a training session. It’s realistic for employees to spend more than one year at any given level, so employees should not feel compelled to rush through the available training courses. Most training courses are offered on an annual basis, and ALL4 urges employees to take a phased approach to training, at a pace consistent with their stage of development within the applicable level. APPROVAL TO REGISTER FOR INTERNAL TRAINING An employee is expected to review their training plan with their Coordinator on a quarterly basis and prior to registering for internal training. Employees should seek approval from their Coordinator and the training lead prior to attending an internal training. OBSERVATION VERSUS PARTICIPATION An employee may choose to attend an internal training session prior to reaching the applicable level for the training (or prior to reaching the proper stage of development within the applicable level). This type of early attendance is encouraged and allowed, as the employee may gain useful information from the training. However, the employee will not receive credit for the course, as the employee is not yet in a position in which they are able to use the newly acquired knowledge or skill set on the job. For this reason, early attendance will be recorded as “observation” rather than “participation.” An employee who chooses to “observe” a training course will be required to later “participate” in the training course when they have reached the appropriate level for the training, unless their Coordinator signs off on an exception.

Onboarding Guidebook REGISTRATION PROCESS FOR INTERNAL TRAINING After reviewing the Training Program Schedule for available internal training sessions, working with their Coordinator to identify appropriate training needs, and finalizing their training plan, the employee is responsible for registering for internal training sessions. To register, employees should reach out to HR or access the links via the Technical Newsletter. EXTERNAL TRAINING EXTERNAL TRAINING PLAN AND BUDGET The Training Lead is responsible for developing and managing the annual training budget for external training. This budget is intended to cover training registration fees as well as any other expenses related to the training (i.e., mileage, meals, hotel, etc). As Coordinators approve external training requests, the Training Lead tracks approvals against the training plan and budget. The Training Lead provides quarterly updates to the HR prior to the quarterly financial plan completion. THE PRE-APPROVED EXTERNAL TRAINING COURSES LIST There are numerous external training providers and many more external training courses currently available, offered both in-person and via webinar/audio conference. ALL4 strives to maintain a continually updated list of pre-approved courses predicated on the feedback of employees who have participated in those courses. The Training Lead manages this list. Should an identified training need not be met internally, the employee should review the Pre-Approved External Training Courses list for applicable options. • If the list includes an applicable course, the employee should review the provider’s website or catalog to learn when and where the course is offered. • If the list does not include an applicable course, the employee should review websites or catalogs of the external training providers on the list, as well as those of other external training providers, to find a course that fits their need. Once the employee has selected an external training course, the employee must complete an External Training Request Form in order to obtain approval to register.

Onboarding Guidebook EXTERNAL TRAINING REQUEST FORM An employee who wishes to attend external training must request approval by completing an External Training Request Form and submitting it to their Coordinator. This form will be used to determine the return on investment and viability of the training course as it pertains to value for the company and employee. APPROVAL TO REGISTER FOR EXTERNAL TRAINING The approval process for confirming or denying requests for external training is as follows: 1. External Training Request Forms are submitted by the employee to the Staff Coordinator. 2. If approved, the Staff Coordinator forwards the form to the Training Lead. a. If the total value of the training doesn’t exceed $500 and the total time out of office doesn’t exceed a half day, the Training Lead has the authority to provide final approval of the training based on the status of the external training plan and budget. b. If the total value of the training exceeds $500 or the total time out of office exceeds a half day, the Training Lead must forward the request to the HR Director for final approval. 3. The Training Lead notifies the employee and Staff Coordinator of the status of the request. If final approval is granted, the employee may now register for the external training course. REGISTRATION PROCESS FOR EXTERNAL TRAINING Once notified that final approval has been granted, the employee may register for the external training course. After registering, the employee is expected to forward a copy of the registration confirmation and payment receipt to the Training Lead. EXTERNAL TRAINING DEBRIEF FORM Following the successful completion of the external training course, the Training Lead will request that the employee complete an External Training Debrief Form. This form is used to quantify the overall value of the course versus ALL4’s investment and whether or not the course should be added to the Pre- Approved External Training Courses list. ADDITIONS TO THE EXTERNAL TRAINING COURSES LIST The External Training Debrief Form is a tool that both the Training Lead and Chief Operating Officer use to determine possible incorporation of the training course for future training needs. If the course is

Onboarding Guidebook determined to be a viable option, the Training Lead will add the external training course to the list of Pre- Approved External Training Courses. ADVANCED-DEGREE CONTINUING EDUCATION CONTINUING EDUCATION (I.E., CLASSES TOWARD A DEGREE AT AN ACCREDITED UNIVERSITY OR COLLEGE) ALL4’s Training Program includes Advanced-Degree Continuing Education. This could involve participation in graduate/undergraduate classes or specialized training at an accredited university or college. Employees who take such classes may qualify for tuition reimbursement. (Please refer to the Tuition Reimbursement policy of ALL4’s Employee Handbook for specific details.) An employee who intends to participate in continuing education may do so at any point in their career. The employee doesn’t have to request approval from ALL4, unless attendance will overlap our core work hours or the employee wishes to be reimbursed by ALL4 according to the Tuition Reimbursement Policy. TUITION REIMBURSEMENT REQUEST An employee who intends to receive reimbursement for continuing education must request advance approval by reaching out to their coordinator and HR. APPROVING TUITION REIMBURSEMENT REQUESTS FOR CONTINUING EDUCATION The approval process for confirming or denying requests for tuition reimbursement is as follows: 1. The employee submits Tuition Reimbursement requests to the Staff Coordinator. 2. If approved, the Staff Coordinator forwards the request to the Training Lead. 3. The Training Lead confirms employee’s currently available tuition reimbursement amount and obtains final approval from the HR Director. 4. The Training Lead notifies the employee and Staff Coordinator of the status of the request. TUITION REIMBURSEMENT PAYMENTS Tuition Reimbursement Payments are made upon submittal of final grades, assuming all conditions of the Tuition Reimbursement Policy have been met. The general process is as follows: 1. Upon completion of the course, the employee submits their final grade to the Training Lead.

Onboarding Guidebook a. If all conditions of the Policy have been met, the Training Lead submits the tuition reimbursement payment for the upcoming payroll period and notifies the employee and their Coordinator. b. If all conditions of the Policy haven’t been met, the Training Lead notifies the employee and their Coordinator. *All forms (as well as the Schedule and this SOP) can be found in the training folder for the current year at: \"C:\\BoxDrive\\Box\\Departments Public\\Human Resources\\Training\\Training Program\\20xx Training Program\"

Onboarding Guidebook BEST-IN-CLASS PROGRAM INTRODUCTION: DEFINING WHAT IT TAKES TO BE BEST-IN-CLASS ALL4’s founders deliberately created four core values that serve as the organization’s foundation. These core values – Ownership, Accountability, Authenticity, and Culture – are also known throughout ALL4 as the “Core4.” These values are the foundation for our employee engagement program and act as the building blocks to ALL4’s Best-in-Class program. Our staff embodies the Core4 values and is the key to the company’s continued success and growth. ALL4’s mix of environmental professionals strikes an effective balance of technical, ecological, and environmental policy savvy that is unique for an environmental consulting firm of our size. Our divergent professional work experience is another factor that differentiates ALL4. ALL4 is built on a culture of accomplishment, respect, accountability, and teamwork. While our work ethic is formal as we strive to make one another better both professionally and personally by setting high standards and holding ourselves accountable to these standards, we’re also committed to having a lot of fun at ALL4! EMPLOYEE ENGAGEMENT: BUILDING BLOCKS FOR CREATING A BEST-IN-CLASS ORGANIZATION There isn’t just one checkbox that comprises employment engagement, there are in fact many, and they cover a broad spectrum of factors. ALL4 recognizes this and continually challenges itself both inside and outside of our four walls to educate ourselves on what makes employees thrive. One thing we’ve learned is that a Best-in-Class organization is not built using just one source as its foundation but rather by using an array of building blocks. Some of the key components in our foundation include: • Benefits Package: ALL4 offers employees a robust and comprehensive benefits package that includes a choice of medical plans, dental, vision, short-term disability, long-term disability, and life insurance coverage. • Monthly Communications Stipend: Employees receive this to defray the cost of being available to clients and emails outside of the office.

Onboarding Guidebook • Continuing Education: ALL4 offers reimbursement for continuing education for both tuition and professional registrations. • Celebrate the Year: One of ALL4’s most highly anticipated events is the celebration to reflect on the year. This annual retreat allows employees to gather for fun and recognition. • Cornerstone Events: Each office hosts a few key events that have become annual traditions for employees and their families to enjoy. While the venues in which the Cornerstone Events are hosted vary, the theme is consistent – celebrating the employees that are the core to ALL4’s Core4! Cornerstone celebrations at some of the offices include: -PHL: PHL and PCC hold an annual Crab Fest picnic held each summer. It’s an event filled with camaraderie, catered food, and recreational activities. The PHL office has also enjoyed supporting Philadelphia’s professional sports teams by attending baseball, basketball, and hockey events. -WDC: With the office’s anniversary date falling on Cinco de Mayo, an annual celebration is held, sometimes at a local Mexican restaurant, to recognize this special occasion. Other events have included employees and their families attending a fall festival at a local apple orchard. -HOU: To honor their anniversary, employees and significant others attend a formal dinner at a local restaurant, such as Armando’s Restaurant, in downtown Houston. The office also enjoys attending professional sporting events, such as Rockets and Astros games. -ATL: The office hosts a picnic for employees and their families to enjoy celebrating their office’s anniversary…think moon bounce, dunk tank, and lobster! They also attend an Atlanta Braves baseball game annually and have hosted ALL4 tailgates at Georgia Tech football games. • Recess Activities: You might be asking yourself, W hat ex actly are recess activities? Each ALL4 office hosts a variety of events throughout the year so employees can relax and have some fun with their colleagues! Sometimes these events are during the workday, i.e., during the lunch hour, and sometimes these events are held after work. Recess activities can take on a variety of shapes and sizes and are integral to our company culture. Below is a list of a few examples of activities hosted at the various offices: o Cornhole Competitions o March Madness Hoops Shootout o On-Site Massages o Beer Club o Cinco de Mayo o Apple Picking o Happy Hours o Darts o Cookouts

Onboarding Guidebook o Pumpkin-Carving Contest o Bowling o Ping Pong Competitions o Escape Room o Go-Karting o Tailgates RECOGNITION: MAKING TIME TO SAY “THANK YOU!” Another component to the Best-in-Class program is employee recognition. At ALL4 we like to recognize excellence and do so in a variety of ways, big and small, such as: • “High Fives”/\"Celebrations\": During weekly meetings, time is set aside for peers to give “High Fives” and say “Thank you” to coworkers who have gone above and beyond. “Celebrations” for non-work related accomplishments, family highlights, and other milestones are also shared. • ALL4 Accolades: This monthly recognition program allows employees to nominate a coworker who has shown excellence in his or her work. At the end of the month, the winner is announced at a staff meeting and receives a commendation and monetary award. • On-the-Spot Bonuses: These bonuses are given to employees going above and beyond the call of duty. These bonuses can be in the form of a monetary reward, a gift card, a dinner on the company, or free event tickets. • Annual End-of-Year Celebration/Employee Recognition: At the “Celebrate the Year” event, the Principals also award top-performing employees with monetary and gift card rewards for a variety of categories. • ALL4 Gear: Employees are awarded a stipend at the start of the new year that they can use to shop for items to be embroidered with the ALL4 logo. COMMUNITY SERVICE: WE’RE ALL4 GIVING BACK! Giving back to the community is a reflection of ALL4's core values and philanthropic legacy. There are a number of ways we demonstrate that We’re ALL4 community!: • ALL4 Service Day: Annually, some of our offices independently volunteer at a charitable organization located in their region.

Onboarding Guidebook • One Charity Work Day/Year: In lieu of a normal work day, ALL4 sponsors each employee to volunteer for an organization of their choice. • Sack the Snacks: During the month of December, each office forgoes purchasing supplies for their snack closets and instead donates the money to a community outreach initiative. Past initiatives have included food pantries, shelters, and youth organizations. • Corporate Sponsorship for the United Way: Employees are able to make payroll deductions and participate in volunteer efforts for the United Way campaign. ALL4 also matches dollar for dollar any donation made by an employee to a United Way charity of the employee's choice. ROLES: HOW CAN I BE A CONTRIBUTOR TO ALL4’S BEST-IN-CLASS PROGRAM? In order for employee engagement to be successful, we need facilitators! How can you get involved and contribute? There are many roles, both big and small, that you can serve to help foster ALL4’s Best-in- Class environment. A few include: • Each regional office location has a Recess Coordinator role. This individual develops a list of recess activities for their office for the calendar year and establishes a budget for each event. • A Recess Captain volunteers to coordinate and take the lead for one (or more) of the individual recess activities hosted throughout the year. This can be a planned event already on the calendar or something new. • Who do I contact? Your mentor is available to answer any questions, but also feel free to contact Anne Vitale, the Best-in-Class Coordinator (email: [email protected]) with questions, feedback, suggestions, or to get involved with one of the roles mentioned above. • Remember…We always welcome and value fresh ideas for ALL4’s Best-in-Class program!

Onboarding Guidebook ALL4 WELLNESS FUND Our employees’ wellness is important to our organization and impacts not only individuals but also the organization’s overall cost of doing business. Effective January 1, 2022, ALL4 is proud to announce that we have expanded our Fitness Fund Program, renamed ALL4 Wellness Fund, to include not only fitness equipment, gym memberships, health monitors, and fitness classes but also activities that improve your overall sense of physical, spiritual, and mental well-being. You now have more options of where to direct your funds. The following parameters are in place: Employees may seek reimbursement (up to a maximum of $150 annually) for fitness- related and well-being expenses. • Examples of approved fitness-related expenses include items such as:  gym memberships  fitness classes  race entry fees  fitness monitors (Fitbit, Apple watch, etc.) • Examples of approved well-being related expenses include, but are not limited to:  counseling sessions  massages  manicures  a park membership  a therapy light  nutrition classes • Fitness equipment is also a covered expense (e.g., rowing machines, tennis balls, running shoes, bicycles). Fitness attire, such as shirts, shorts, socks, etc., isn’t eligible. Employees seeking reimbursement for an expense falling outside of the approved items above will need to contact Human Resources for evaluation prior to submittal. Approval of the expense will be at the discretion of Human Resources. • Any employee wishing to use this benefit must provide a valid receipt and submit an expense report detailing the purchase in order to receive reimbursement. Employees should NOT use their company credit card for purchases under this benefit and should act in good faith with regard to attendance and usage of the chosen fitness program. • Requests for reimbursement must be made during the calendar year of purchase. ALL4 reserves the right to modify the ALL4 Wellness Fund at its discretion.

Onboarding Guidebook COMPLETING AND CREATING THE YEAR INSTRUCTIONS FOR COMPLETING THE YEAR Below you will find a list of five questions, which are part of the exercise of “Completing the Year” (CTY). This provides the opportunity to reflect on the past year in order to clearly set up the year ahead. Take time to reflect, and work to be thorough in your responses. You’ll review this in detail with your coordinator either before or after the company-wide CTY event. Be mindful of our core values: Take Action. Grow Your Business. Act with Integrity. Invest in Others. Pursue Excellence. Embrace Change. Enjoy the Journey. Practice Authenticity. 1. What were your goals, intentions, and aspirations in the past year and what were the outcomes? [take action, grow your business, pursue excellence] 2. What are you most proud of? [act with integrity, practice authenticity, pursue excellence, take action, enjoy the journey] 3. What are your acknowledgements and appreciations? [invest in others, practice authenticity] 4. Where did you fail and what did you learn? [practice authenticity] 5. What behaviors have you adopted or changed and what was the feedback that contributed to this? [embrace change, take action]

Onboarding Guidebook INSTRUCTIONS FOR CREATING THE YEAR Below you will find a list of five questions, which are part of the exercise of “Creating the Year” (CTY). This provides the opportunity to create and design the year ahead. Take time to reflect, and work to be thorough in your responses. You’ll review this in detail with your coordinator either before or after the company-wide CTY event. Be mindful of our core values: Take Action. Grow Your Business. Act with Integrity. Invest in Others. Pursue Excellence. Embrace Change. Enjoy the Journey. Practice Authenticity. 1. What is your individual purpose at ALL4? (Think about why you do what you do here.) 2. What are your goals, intentions, and aspirations for the coming year?* [take action, grow your business, pursue excellence] *You may complete this question in any format that works for your role. Some find a chart like this one helpful. Goal & Measure of Goal Predictable Breakthrough 3. Declare the ONE THING that you are most focused on in the coming year and how will that impact the organization? [take action, grow your business, pursue excellence] 4. What behaviors do you want to adopt or change? [practice authenticity, act with integrity, take action] 5. What breakdowns and barriers do you anticipate that could prevent you from producing results? [take action, practice authenticity]

Onboarding Guidebook 4WARD FUND The 4WARD FUND is a program designed to encourage technical and entrepreneurial innovation. It allows ALL4 employees that identify opportunities in emerging technical, service, or process-related areas to be granted time and/or budgetary allotments to implement a business case within the identified opportunity. The program will work as follows: • An employee identifies an emerging contaminant, regulation/policy, stakeholder group, service area, ALL4 process efficiency improvement, or other technical issue that represents an opportunity to increase revenue and/or optimize our internal processes that increases profitability. • The employee schedules a meeting or conference call with the Chief Technical Officer to preliminarily outline the opportunity and to generally discuss its potential candidacy for the 4WARD FUND. • After the CTO and employee have identified the area of focus as a potential candidate for the 4WARD FUND, the employee evaluates and summarizes a business case pertaining to the area of focus. Opportunities could either be internally facing (process improvements, efficiencies, etc.) or externally facing (business drivers, stakeholders’ groups, new services, etc.). ALL4’s CTO and Business Development Team are available for discussion in advance of preparing the business case to guide the ALL4 employee through the process. o All business cases (both internally and externally facing) could include the following components:  The technical expertise/learning that will be required to capitalize on the opportunity (i.e., time spent researching, partnerships, conference attendance, etc.)  The time that will be required to accomplish the objectives of the opportunity (could include technical research, legwork, time at events, etc.)  The necessary ALL4 staff members that would need to contribute to the opportunity  The overall benefit to ALL4 and ALL4 staff in terms of technical knowledge, capability, or efficiency gained  The financial impact of the investment o Business cases that are externally facing could also include the following components:  The prospective market for the emerging service and the size (annual revenue) of that market that would be associated with the area of focus  Marketing and business development steps that must be taken to capitalize on the area of focus with the prospective market  An estimate for time and dollars to be invested in the area of focus  Projected annual revenue realized in the following three years as a result of the efforts • The employee presents the business case to the Executive Leadership Team (ELT). • The ELT reviews the business case and, if approved, outlines an allotment of billable hours and/or dollars available to implement the opportunity.

Onboarding Guidebook POTENTIAL EXAMPLES: • PFAS research and service area development • Programming or app development that could improve service to our clients and increase project team efficiency • Membership and involvement in a new stakeholder group that will drive new business

Onboarding Guidebook ALL4 CALCULATION GUIDE INTRODUCTION This calculation guide has been created in conjunction with RegTech to be used as a reference for ALL4 employees. It will be given to new employees as part of their new employee package. It is intended to be a useful tool that contains the calculations most often performed by air quality consultants. It has been set up in an easy-to-use form that any employee can add calculations to as necessary. The form includes seven different fields as described below: (1) Author – Individual completing the form. (2) Date – Date that the form is completed. (3) Calculation Type – A brief description of the calculation, highlighted for use as a quick reference to aid in locating calculations. (4) Description – A detailed description of the calculation being performed (5) Equation – A detailed description of the equation used in the calculation. (6) Sample Problem – A demonstration of the calculation using a “real-world” example. (7) Notes/Tips – Additional information that may be useful in remembering or performing a QA of the calculation. Dan Dix will be the primary point of contact for maintaining the calculation guide and adding content. The calculation guide has been split into five sections as outlined below. • Section 1 - Definitions • Section 2 - Conversions o Temperature o Grains to lbs o Standard to actual o O2 o Enthalpy o Cl2 Equivalent o VOC to carbon o PPM to lb/hr o PPM to lb/MMBtu o Control Efficiency • Section 3 - Combustion Calculations o F Factor o Excess Air o Lb/MMBtu to S% • Section 4 - Process Calculations o Coating Calculations

Onboarding Guidebook o Roadways o Process Weight o Lb Pollutant/1000 lb Exhaust • Section 5 - Background Info SECTION 1 - DEFINITIONS The definitions section includes abbreviations for all the units of measurement being used in the calculations. As more calculations are added, the abbreviations will need to be updated. In addition, definitions of units or equations that are not straightforward can be added as needed. Abbreviations m – Meter ft – Feet Lb – Pounds ppm – Parts Per Million ACFM – Actual Cubic Feet per Minute SCFM – Standard Cubic Feet per Minute DSCFM – Dry Standard Cubic Feet per Minute F – Fahrenheit C – Celsius K – Kelvin R – Rankin M – 1,000 MM – 1,000,000 Btu – British Thermal Unit Hr – Hour gr – grains

Onboarding Guidebook DEFINITIONS Enthalpy – a quotient or description of thermodynamic potential of a system, which can be used to calculate the useful work obtainable from a closed thermodynamic system under constant pressure. SECTION 2 - CONVERSIONS The conversions section of the calculations guide includes calculations that convert from one standard unit of measurement to another standard unit of measurement.

Onboarding Guidebook Author: Dan Dix Date: 2/25/08 Calculation Type: ACFM to SCFM Description: Convert an exhaust flowrate from actual to standard conditions Equation: SCFM = ACFM * (Standard Temperature + Absolute Temperature) / (Actual Temperature + Absolute Temperature) ACFM* (Ts + Tabs) / (Tact + Tabs) Sample Problem: Convert 30,000 ACFM to standard conditions from 160°F 30,000 ACFM*(68°F+460°F)/(160°F+460°F)=25,548 SCFM Notes/Tips: Absolute Temperature equal to 460°F Standard Temperature equal to 68°F Standard Temperature can change from state to state English Standard Conditions = 68°F, 1 atmosphere Metric Standard Conditions = 20°C, 1 atmosphere

Onboarding Guidebook Author: Dan Dix Date: 2/25/08 Calculation Type: SCFM to DSCFM Description: Convert a flowrate from standard conditions to dry standard conditions Equation: DSCFM = SCFM * (1 - Moisture % by volume) Sample Problem: Convert 25,548 SCFM from 30.2% moisture by volume to DSCFM. 25,548 SCFM*(1-0.302)=17,832 DSCFM Notes/Tips: When correcting a flowrate to a dry basis, flow should decrease, and correcting a dry flowrate to a wet basis, flowrate should increase.

Onboarding Guidebook Author: Dan Dix Description: Correct a flowrate or concentration to a desired percent oxygen, by volume Equation: (Amount of Oxygen in Atmosphere – Actual Percent Oxygen) / (Amount of Oxygen in Atmosphere – Desired Percent) Flow 20.9 - actual O2  = Corrected Flow 20.9 − new O2 ppm 20.9 - new O2  = Corrected Concentration 20.9 − actual O2 Sample Problem 1: Convert 17,832 DSCFM @ 8% O2 to 6% O2 17,832 DSCF*(20.9%-8%)/(20.9%-6%)=15,438 DSCFM @ 6% O2 Sample Problem 2: Convert 100PPM of CO @ 10% O2 to 8% O2 100PPM*(20.9%-8%)/(20.9%-10%) = 118.3 PPM @ 8% O2

Onboarding Guidebook Notes/Tips: All O2% above are expressed as volume percent. When correcting to a higher %O2, the concentration (ppm) should decrease and the flowrate should increase (adding more O2 “dilutes” the original concentration and adding more O2 increases the volume of air). When correcting to a lower %O2, the concentration (ppm) should increase and the flowrate should decrease (removing O2 means there are more parts in “less” millions resulting in a greater ppm, and reducing O2 lowers the volume of air). Author: Dan Dix Date: 2/26/08 Calculation Type: PPM to lb/hr Description: Convert a concentration to a mass emission rate Equation: {PPM}*{Molecular Weight}*{Exhaust Flow Rate}*{Conversion Factors}={Short Term Emission Rate} ppm * lb pollutant* SCF * 1 * 60 min * lb * mol = lb pollutant 1 lb * mol min 1,000,000 hr 385.35SCF hr Sample Problem 1: Convert 84PPMVD CO @15,483 DSCFM to Mass Emission Rate 84 ppmvd * 28lb CO* 15,483DSCF * 1 * 60 min * lb * mol = 5.67 lb CO 1 lb * mol min 1,000,000 hr 385.35SCF hr

Onboarding Guidebook Notes/Tips: 385.35 SCF/lb*mol for an ideal gas at standard conditions (68°F, 1 atmosphere). Commonly Used Pollutants molecular weights: CO = 28 lb/lb/-mole NOX = 46 lb/lb-mole SO2 = 64 lb/lb-mole VOC = 12 lb/lb-mole HCl = 36 lb/lb-mole Cl2 = 70 lb/lb-mole Author: Dan Dix Date: 2/26/08 Calculation Type: gr/dscf to lb/hr Description: Convert gr/dscf to lb/hr Equation: {Exit Grain Loading}*{Exhaust Flow Rate}*{Conversion Factors}={Emission Rate} gr pollutant * DSCF (flow) * lb * 60 min = lb pollutant DSCF min 7,000gr hr hr

Onboarding Guidebook Sample Problem 1: Convert 0.01 gr/dscf PM @ 15,483 DSCFM to lb/hr 0.01gr pollutant* 15,483 DSCF (flow) * lb * 60 min = 1.33 lb PM DSCF min 7,000gr hr hr Notes/Tips: Author: Dan Dix Date: 2/26/08 Calculation Type: Temperature Conversions Description: Converting Standard Units of Temperature

Onboarding Guidebook Equation: Celsius→Fahrenheit: Fahrenheit =  9  * Celsius + 32  5  Fahrenheit→Celsius: Celsius =  5  * (Fahrenheit - 32)  9  Celsius→Kelvin: Kelvin = Celsius + 273.15 Fahrenheit→Rankine: Rankine = Fahrenheit + 460 Sample Problem 1: Celsius→Fahrenheit:  9  * 68°C + 32 = 154.4°F  5  Fahrenheit→Celsius:  5  * (154.4°F - 32) =68°C 9 Celsius→Kelvin: 68°C + 273.15 = 341.15°K Fahrenheit→Rankine: 154.4 °F + 460 = 614.4°R

Onboarding Guidebook Notes/Tips: When converting an absolute temperature from one scale to the other, the process is straightforward. However, when you consider converting a temperature difference in one scale to another, the conversion becomes slightly more complicated, especially when the differences are between the Fahrenheit and centigrade scales. In order to make the correct conversion of a temperature difference, you should maintain the temperature difference in its original scale and then convert the base temperature to the scale for the temperature difference. Base temperature of 500 degrees F Temperature difference of ± 20 degrees C. 1.) Convert 500 degrees F to centigrade (500-32)x(5/9) = 260 degrees C 2.) 260 degrees C ± 20 degrees C equals 240 to 280 degrees C. The reason that the temperature difference for centigrade and Fahrenheit must be treated as described is based on the nonlinear difference in the two temperature scales. Centigrade and Fahrenheit match at -40 degrees and diverge as temperature increases and decreases. Mathematically, the process is not distributive (i.e., a(b+c) = ab + ac) since the “a” term or function includes an addition or subtraction term (i.e., +32 pr -32) and a multiplication term.

Onboarding Guidebook Author: Dan Dix Date: 2/26/08 Calculation Type: Control Efficiency Description: Convert uncontrolled emission rate to a controlled emission rate using the control efficiency of the control device Equation: {Emission Rate}*(1-Control Efficiency}={Controlled Emission Rate} ton Pollutant*(1-Control Efficiency)= ton pollutant yr yr Sample Problem 1: Convert 155 ton/yr uncontrolled SO2 to a controlled emission rate using a control efficiency of 95%. 155 ton SO2*(1-95%)=7.75 ton SO2 yr yr Notes/Tips:

Onboarding Guidebook Author: Dan Dix Date: 2/26/08 Calculation Type: VOC Conversions Description: Convert VOC as propane/methane/carbon to VOC as propane/methane/carbon Equation: ppm Compound X = ppm Compound Y x  No. carbon atoms in Cmpd Y   No. carbon atoms in Cmpd X  Mass Rate Compound X = Mass Rate CompoundY x mw X x No.carbon atoms inY  mwY No.carbon atoms in X Sample Problem 1: Convert 30ppm VOC as Propane to VOC as carbon and convert 30lb/hr VOC as propane to VOC as methane =ppm carbon 3=0 ppm propane x  13  90 ppm carbon VOCas propane = 30 lb. / hr VOCas methane x 44  x 1  = 27.5 lb / hr  16   3  Notes/Tips: When using a concentration, only the number of carbon atoms is necessary. When using a mass emission rate, the molecular weight is also necessary. Methane # of Carbons MW Ethane 1 16 Propane 2 30 Carbon 3 44 1 12

Onboarding Guidebook Methanol 1 32 Author: Dan Dix Date: 2/26/08 Calculation Type: Enthalpy Description: Determine the exit temperature of a stack that has 3 separate input streams. Equation1: Interpolating Enthalpy from Enthalpy Table Equation 2: Equation of line of Enthalpy(air) vs. Temperature y = 0.0186x-1.131

Onboarding Guidebook Sample Problem 1: Input Stream 1 is 390ºF @ 253,440 DSCFM, Input Stream 2 is 160 ºF @ 23,845.2 DSFM, and Stream 3 is 180ºF @ 20,212.5 DSCFM; calculate the exit temperature Enthalpy Individual Streams 4.42+[(390-300)/(400-300)]*(6.29-4.42) = 6.103 Btu/SCF 0.74+[(160-100)/(200-100)]*(2.58-0.74) = 1.844 Btu/SCF 0.74+[(180-100)/(200-100)]*(2.58-0.74) = 2.212 Btu/SCF Factions of Outlet Gas 253,440 DSCFM /279497.7 DSCFM = 0.852 23,845 DSCFM /279497.7 DSCFM = 0.0801 20,212 DSCFM /279497.7 DSCFM = 0.0679 Enthalpy of Combined Streams (0.852*6.103 Btu/SCF) + (0.0801* 1.844Btu/SCF) + (0.0679*2.212 Btu/SCF) = 5.497 Temperature of Outlet Gas (5.497 BTU/SCF + 1.131)/0.0186 = 356.5 ºF Notes/Tips: Enthalpy Table and graph attached to Section 5 background information.

Onboarding Guidebook Author: Dan Dix Date: 5/28/10 Calculation Type: Conc - lb/MMBtu Description: Calculate a lb/MMBtu emissions factor from a concentration Equation: Convert concentration of pollutant to lb/MMBtu emission factor using an F-factor [Concentration PPM] x [MW] x [Density of Air] x [O2 Concentration] x [F-factor] = Emission Factor Sample Problem 1: Convert 6.5ppmvd SO2 @ 7% O2 to lb/MMBtu [6.5 lb-Mol SO2/MM lb-mol] x [MM lb-mol/MM] x [64 lb SO2/lb-Mol] x [lb-mol/385.35scf] x [(20.9)/(20.9- 7)] x [9,835 dscf/MMBtu] = 0.016 lb SO2/MMBtu Notes/Tips: F factors from EPA Method 19, Table 19-2 Fd,c = Volumes of combustion components per unit of heat content. Must correct to standard oxygen or standard carbon dioxide conditions. Fd Fc Wood 9240 dscf/MMBtu 1830 scf/MMBtu Bark 9600 dscf/MMBtu 1920 scf/MMBtu Natural Gas 8710 dscf/MMBtu 1040 scf/MMBtu Fuel Oil 9190 dscf/MMBtu 1420 scf/MMBtu Coal 9780 dscf/MMBtu 1800 scf/MMBtu

Onboarding Guidebook Basis Oxygen Carbon Dioxide

Onboarding Guidebook SECTION 3: COMBUSTION CALCULATIONS The combustions section of the calculation guide includes all calculations that are related to processes that include the combustion of fossil fuels. Author: Dan Dix Date: 3/2/08 Calculation Type: F Factor Description: Calculate the Heat Input of a Boiler using an F Factor Equation: Flowrate (DSCFM) x F Factor (MMBtu/DSCFM) x 60min/hr Sample Problem 1: A wood-fired boiler @ 50,516 DSCFM with stack gas containing 11.1% O2 and 9.8% CO2  50,516 dscf x MMBtu x 60 min x (20.95 −11.1)   min 9240 dscf hour  20.95  =154MMBtu/hr Notes/Tips: F factors from EPA Method 19, Table 19-2 Fd,c = Volumes of combustion components per unit of heat content. Must correct to standard oxygen or standard carbon dioxide conditions. Fd Fc Wood 9240 dscf/MMBtu 1830 scf/MMBtu Bark 9600 dscf/MMBtu 1920 scf/MMBtu

Onboarding Guidebook Natural Gas 8710 dscf/MMBtu 1040 scf/MMBtu Fuel Oil 9190 dscf/MMBtu 1420 scf/MMBtu Coal 9780 dscf/MMBtu 1800 scf/MMBtu Basis Oxygen Carbon Dioxide Author: Dan Dix Date: 3/2/08 Calculation Type: Excess Air Description: Calculate Percent Excess Air Equation: EA=[(% O2 -0.5*(% CO)]/[0.264 % N2- % O2+0.5*%CO]*100 Where: 0.264 = Ratio of O2 to N2 in air Sample Problem 1: What is the percent excess air of a coal-fired boiler that has the 8% O2, 81.95% N2, and 0.05% CO in its exhaust gas? EA = [8% O2 -0.5*(0.05% CO)]/[0.264*81.95% N2-8% O2+0.5(*0.05% CO)] = 58.4% Excess Air

Onboarding Guidebook Notes/Tips: Author: Dan Dix Date: 5/28/10 Calculation Type: Percent Sulfur In Fuel Description: Calculate the Percent Sulfur in a Fuel from an SO2 emission factor Equation: (lb SO2/MMBtu) x (lb-Mol SO2/64 lb SO2) x (lb-Mol S/lb-Mol SO2) x (32 lb S/lb-Mol S) x (Fuel Btu/lb) * 100 = Percent Sulfur Sample Problem 1: What is the percent sulfur of 11,000 Btu/lb coal, where 11.2 lb SO2/MMBtu is the emission factor? (11.2 lb SO2/MMBtu) x (lb-Mol SO2/64 lb SO2) x (lb-Mol S/lb-Mol SO2) x (32 lb S/lb-Mol S) x (11,000 Btu/lb) * 100 = 6.16% Sulfur

Onboarding Guidebook Notes/Tips:

Onboarding Guidebook SECTION 4: PROCESS CALCULATIONS The process calculations section of the calculation guide includes examples of emission calculations for processing units using a throughput-based emission factor. This section also includes fugitive emission calculations and any other calculations that don’t fit into the conversions or combustion calculation section of the calculation guide. Author: Dan Dix Date: 2/26/08 Calculation Type: VOC Calculation Description: Calculate VOC emission from a lb/lb material emission factor Equation: {Emission Factor}*{Amount of Material}*{Annual Operating Hours}={Short-Term Emission Rate} lb pollutant* lb material* yr = lb pollutant lb yr 8,760hr hr Sample Problem 1: Calculate emission from 2,956,000 lb of Nylon6 with an emission factor of 1.39 lb VOC/lb Nylon6 1.39 lb VOC * 2,956,000 lb Nylon6 * yr = .47 lb VOC 1,000 lb Nylon6 yr 8,760hr hr

Onboarding Guidebook Notes/Tips: A lb per lb emission factor can be converted to kg per kg or even part per part. For example, 1 lb per 1,000 lbs will result in the same emissions as 1 kg per 1,000 kg or 1 part per thousand parts (by weight). Author: Dan Dix Date: 2/26/08 Calculation Type: Roadway Emissions Description: Calculate PM emission from Paved Roadway Traffic (AP-42) Equation: E = k(sL/2)0.65*(W/3)1.5 [1-(P/(4(N)))] Where: E = particulate emission factor k = particle size multiplier kPM10 = 0.016 lb/VMT kPM2.5 = 0.0024 lb/VMT kPM = 0.082 lb/VMT W = average weight (tons) of the vehicles traveling the road sL = road surface silt loading P = number of “wet” days with at least 0.01 inches of precipitation during the averaging period N = number of days in the averaging period

Onboarding Guidebook Sample Problem 1: Calculate PM10 emissions from a 12-ton empty truck and a 27-ton full truck traveling 1 mile on a paved road 365 days a year with a silt loading of 7.4 in an area that receives 120 days a year of 0.01 inches of rain or more. E = 0.016(7.4/2)0.65*(25/3)1.5*[1-(120/(4*365))] = .82lb PM10/VMT .82 lb/VMT *365*1 = 299.3lb PM10/year Notes/Tips: Calculation information for roadways found in AP-42 Chapter 13.2.1 for paved roads and 13.2.2 for unpaved roads (always check for updates). The silt loading value selected can vary the emissions greatly. Author: Dan Dix Date: 2/26/08 Calculation Type: VOC Coating Calculation Description: Calculate VOC emission from a paint coating Equation: lb VOC* gallons = lb VOC gallon yr yr

Onboarding Guidebook Sample Problem 1: Calculate the VOC emission from a paint coating that has 4.18 lb/gallon of VOC and using 1,900 gallons in a year. 4.18 lb VOC* 1,900 gallons = 7,942 lb VOC gallon yr yr Notes/Tips:

Onboarding Guidebook Author: Dan Dix Date: 5/28/08 Calculation Type: Coating Calculation Description: Calculate lb of HAP/gallon coating solids from a coating and solvent mixture Equation:   gal lb  × [% by weight HAP]×  gallons   +   lb  × [9.08% by weight HAP]×  gallons    lb HAP   coating   year coating   gal solvent   year solvent   gallon coating         =  [% Solids]×  gallons   +  [% Volume Solids]  gallons   solids  year coating   year coating      Sample Problem 1: Calculate lb of HAP/gallon coating solids from a coating with a 14.18 lb/gal density, 2% solids by volume, 95.26% by weight HAP, and 1900 gal/yr usage mixed with a solvent with a 6.87 lb/gal density, 0% solids, 9.08% by weight HAP, and 195 gal/yr usage.   14.18 lb  × [95.26% by weight HAP]× 1,900 gallons  +   6.87 lb  × [9.08% by weight HAP]×  390 gallons    678.5 lb HAP   gal coating   year coating  gal solvent   year solvent   gallon coating solids  =    [2.0% 1,900 gallons    [0%  195 gallons   Solids]×   + Volume Solids]  year coating   year coating    Notes/Tips:

Author: Dan Dix Date: 5/28/08 Onboarding Guidebook Calculation Type: Coating Calculation Description: Calculate lb of HAP/gallon coating solids Equation:   lb  × [% by weight HAP] ×  gallons    lb HAP   gal coating   year coating   coating     =   [% Solids] ×  gallons   gallon solids  year coating    Sample Problem 1: Calculate lb of HAP/gallon coating solids from a coating with a 14.18 lb/gal density, 2% solids by volume, 95.26% by weight HAP, and 1900 gal/yr.   14.18 lb  × [95.26% by weight HAP] × 1,900 gallons    gal coating       year coating  =  675.3 lb HAP  [2.0% Solids] × 1,900 gallons   gallon coating solids       year coating  Notes/Tips:

Author: Dan Dix Date: 5/28/08 Onboarding Guidebook Calculation Type: Coating Calculation Description: Calculate % by weight of VOC Equation:   lb VOC   = [Weight%VOC]  gal    gal lb    coating    Sample Problem 1: Calculate weight % VOC of a coating with a density of 14.18 lb/gal with 2 lb/gal   2.0 lb VOC by=w14e.i1g%ht VOC  gal    14.18 lb    gal coating    Notes/Tips:

Onboarding Guidebook Author: Dan Dix Date: 3/4/2008 Calculation Type: lb/1000 lb Exhaust Description: Calculate emission as lb pollutant per 1000 lb dry scf exhaust Equation: (lb /hr)x(hr/min)x(min/ft3)x(ft3 exhaust @ 20C/0.0752 lb)x(1,000/1,000) Sample Problem 1: A boiler is emitting 5 lb/hr PM with an exhaust flowrate of 56,000 DSCFM. Calculate the emission rate as lb PM/1000 lb exhaust. (5lb PM/hr)x(1hr/60min)x(min/56,000ft3)x(ft3 @ 20ºC/0.0752 lb)x(1,000/1,000) 0.0198 lb PM/1000 lb exhaust Notes/Tips: (1) 0.0752 lb air per cubic foot a dry standard conditions at 20ºC. (2) 0.0807 lb air per cubic foot at dry standard conditions at 0ºC. • Conversion typically used for particulate emissions only. • 50% excess air is often included in the lb pollutant / 1,000 lb exhaust gas. (3) Michigan is the only state that we know of that expresses emissions limits in units of lb/1000 lb exhaust.