BDS Empoyee Handbook V5

B BDS Contract Door &DS Contract Door & Hardware Co.Hardware Co. BDS Contract Door &BDS Contract Door & Hardware Co.Hardware Co. Employee Handbookmployee Handbook E Employee HandbookEmployee Handbook DBA: Bowman’s Door Solutions, Bowman’s Safe & Lock ShopBA: Bowman’s Door Solutions, Bowman’s Safe & Lock Shop D DBA: Bowman’s Door Solutions, Bowman’s Safe & Lock ShopDBA: Bowman’s Door Solutions, Bowman’s Safe & Lock Shop There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to management or HR. Neither this handbook nor any other company document confers any contractual right; either expressed or implied, to remain in the company's employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will with or without cause and without prior notice by the company, or you may resign for any reason at any time. No supervisor or other representative of the company (except the president) has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the above. The procedures, practices, policies and benefits described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur. This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others, except BDS employees and others affiliated with BDS whose knowledge of the information is required in the normal course of business. E Equal Employment Opportunity StatementEqual Employment Opportunity Statement Equal Employment Opportunity Statementqual Employment Opportunity Statement BDS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. BDS complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfers, leave of absence, compensation, and training. BDS expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability of BDS employees to perform their expected job duties is absolutely not tolerated. BDS AntiBDS Anti--Harassment PolicyHarassment Policy BDS AntiBDS Anti--Harassment PolicyHarassment Policy BDS is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. SB 12/6/2016 1

Therefore, BDS expects that all relationships among persons in the office will be business-like and free of bias, prejudice, and harassment. It is the policy of BDS to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. BDS prohibits any such discrimination or harassment. BDS encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of BDS to promptly and thoroughly investigate such reports. BDS prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports. Background and Reference ChecksBackground and Reference Checks B Background and Reference Checksackground and Reference Checks To ensure that individuals who join BDS are well qualified and to ensure that BDS maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume or application form. All offers of employment are conditioned on receipt of a background check report that is acceptable to BDS. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and anti-discrimination laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process. If information obtained in a background check would lead BDS to deny employment, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s accuracy. Background checks may include a criminal record check, although a criminal conviction does not automatically bar an applicant from employment. Additional checks such as a driving record or credit report may be made on applicants for particular job categories if appropriate and job related. BDS also reserves the right to conduct a background check for current employees to determine eligibility for promotion or reassignment in the same manner as described above. Progressive Disciplinerogressive Discipline P Progressive DisciplineProgressive Discipline Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established. BDS supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive SB 12/6/2016 2

discipline policy has been designed consistent with our organizational values, HR best practices and employment laws. Outlined below are the steps of our progressive discipline policy and procedure. BDS reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the employee's work record; and the impact the conduct and performance issues have on our organization. The following outlines BDS progressive discipline process: · Verbal warning:Verbal warning: A supervisor verbally counsels an employee about an issue of concern, and a Verbal warning:Verbal warning: written record of the discussion is placed in the employee's file for future reference. Written warning:Written warning: · Written warning:Written warning: Written warnings are used for behavior or violations that a supervisor considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in an employee’s personnel file. Employees should recognize the grave nature of the written warning. Excessive instances of written warnings or coaching may result in loss of employment. BDS reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion, or discharge. R Return of Company Propertyeturn of Company Property Return of Company PropertyReturn of Company Property The separating employee must return all company property at the time of separation, including uniforms, cell phones, keys, PCs and identification cards. Failure to return some items may result in deductions from the final paycheck. An employee will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final paycheck. Any “Major Tools” as specified in the Technician tool list that become, lost, stolen, or otherwise missing will be the sole responsibility of the employee to replace out of pocket. Any uniforms required after yearly uniform allowance is expensed will be at the sole responsibility of the employee to replace out of pocket. Vacation leave will be paid in the last paycheck on a pro-rated basis, unless the employee resigned and did not give and work a full two weeks’ notice. Drugrug--Free WorkplaceFree Workplace D DrugDrug--Free WorkplaceFree Workplace BDS has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug abuse poses a threat to the health and safety of employees and to the security of our equipment and facilities. For these reasons, BDS is committed to the elimination of drug and/or alcohol use and abuse in the workplace. SB 12/6/2016 3

S Safetyafety SafetySafety It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations and program standards, and with any special safety concerns for use in a particular area or with a client. Although most safety regulations are consistent throughout each department and program, each employee has the responsibility to identify and familiarize her/himself with the emergency plan for his/her working area. Each facility shall have posted an emergency plan detailing procedures in handling emergencies such as fire, weather-related events and medical crises. Furthermore, management requires that every person in the organization assumes the responsibility of individual and organizational safety. Failure to follow company safety and health guidelines or engaging in conduct that places the employee, client or company property at risk can lead to employee disciplinary action and/or termination. Confidentialityonfidentiality C ConfidentialityConfidentiality Our clients and other parties with whom we do business entrust the company with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to employees without a “need to know.” If an employee questions whether certain information is considered confidential, he/she should first check with his/her immediate supervisor. This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications. All inquiries from the media must be referred to management. Conflicts of InterestConflicts of Interest Conflicts of Interestonflicts of Interest C Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which business actions taken on behalf of BDS may conflict with the employee’s own personal interests. Company property, information or business opportunities may not be used for personal gain. Upon completion of “training” or “probationary” or “introductory” periods of employment, employee will be required to enter a covenant not-to-compete in order to protect BDS’ investment of time & money into employee, as well as all other employees of BDS. All employment positions require that the covenant not-to-compete be signed at time of full employment (as just compensation) unless otherwise decided at the President’s sole discretion. A Attendance and PunctualityAttendance and Punctuality Attendance and Punctualityttendance and Punctuality SB 12/6/2016 4

Vacation and days off that exceed 1 work day must be scheduled at least 2 weeks in advance. Sick leave may be used in the case of emergency or sudden illness without prior scheduling. Patterns of absenteeism or tardiness may result in discipline even if the employee has not yet exhausted available paid time off. Not reporting to work and not calling to report the absence is a no-call/no-show and is a A no call/no show lasting three days may be considered job abandonment and may be A no call/no show lasting three days may be considered job abandonment and may be serious matter. A no call/no show lasting three days may be considered job abandonment and may be A no call/no show lasting three days may be considered job abandonment and may be d deemed an employee’s voluntary resignation of employment.deemed an employee’s voluntary resignation of employment. deemed an employee’s voluntary resignation of employment.eemed an employee’s voluntary resignation of employment. Time ReportingTime Reporting Time Reportingime Reporting T A work hour is any hour of the day that is worked and should be recorded to the nearest tenth of an hour. The workday is defined as the 24-hour period starting at 12:00 A.M. and ending at 11:59 P.M. The workweek covers seven consecutive days beginning on Monday and ending on Sunday. The usual workweek period is 40 hours. Each employee is to maintain an accurate daily record of his or her hours Each employee is to maintain an accurate daily record of his or her hours Each employee is to maintain an accurate daily record of his or her hours Each employee is to maintain an accurate daily record of his or her hours worked via the Time Clock app/website. If an employee fails to clock in/out they should immediately worked via the Time Clock app/website. If an employee fails to clock in/out they should immediately w worked via the Time Clock app/website. If an employee fails to clock in/out they should immediately orked via the Time Clock app/website. If an employee fails to clock in/out they should immediately contact HR, or fill out a time correction ontact HR, or fill out a time correction sheet which must be turned in not later than the morning after sheet which must be turned in not later than the morning after contact HR, or fill out a time correction contact HR, or fill out a time correction sheet which must be turned in not later than the morning after sheet which must be turned in not later than the morning after c t the end of the pay period. Any time clock errors not reported, and without a time correction sheet he end of the pay period. Any time clock errors not reported, and without a time correction sheet the end of the pay period. Any time clock errors not reported, and without a time correction sheet the end of the pay period. Any time clock errors not reported, and without a time correction sheet s submitted by the deadline will be paid their normal scheduled hours (unless prior OT approvedsubmitted by the deadline will be paid their normal scheduled hours (unless prior OT approved) on the ) on the submitted by the deadline will be paid their normal scheduled hours (unless prior OT approvedubmitted by the deadline will be paid their normal scheduled hours (unless prior OT approved) on the ) on the next pay period. All absences from work schedules should be appropriately recorded.next pay period. All absences from work schedules should be appropriately recorded. next pay period. All absences from work schedules should be appropriately recorded.ext pay period. All absences from work schedules should be appropriately recorded. n Overtime is defined as hours worked by an hourly or nonexempt employee in excess of 40 hours in a workweek and should be recorded to the nearest tenth of an hour. Single day overtime must be Single day overtime must be Single day overtime must be Single day overtime must be a approved in advance.approved in advance. approved in advance.pproved in advance. Payment of WagesPayment of Wages P Payment of Wagesayment of Wages Paydays are on Wednesday and biweekly. Payroll is processed the Monday prior, all requests should be submitted by 9:00AM on the Monday following a pay period in order to be included in aforementioned pay period. Overtime payment, which is included with the nonexempt employee's base salary payment, is also paid biweekly with such payment covering hours worked in the prior pay period. It is the company's policy that employee paychecks will only be given personally to that employee (e.g. employee desk/locker) or mailed to his/her home address. If the normal payday falls on a company-recognized holiday, paychecks will be distributed one workday before the aforementioned schedule, or as posted at such time of a Holiday. Employees are paid through direct deposit of funds to either a savings or checking account at the financial institution of their choice. If an employee's marital status changes or the number of exemptions previously claimed increases or decreases, a new Form W-4 must be submitted. Failure to supply BDS with any or ample notice of resignation will result in loss of PTO & other benefits SB 12/6/2016 5

at BDS sole discretion. Except for extreme emergencies at management discretion, no salary advances will be made. O Overtime pay (nonexempt employees)vertime pay (nonexempt employees) Overtime pay (nonexempt employees)Overtime pay (nonexempt employees) Nonexempt employees who exceed 40 hours of work time in a workweek will be paid time and one half. Paid leave, such as holiday, sick or vacation pay, does not apply toward work time. The workweek begins at 12:00 A.M. on Monday morning and ends at 11:59 P.M. on Sunday night. Techs are required to obtain approval from managers prior to the echs are required to obtain approval from managers prior to the use of overtime.use of overtime. Techs are required to obtain approval from managers prior to the Techs are required to obtain approval from managers prior to the use of overtime.use of overtime. T Employees who anticipate the need for overtime to complete the week’s work must notify management mployees who anticipate the need for overtime to complete the week’s work must notify management Employees who anticipate the need for overtime to complete the week’s work must notify management Employees who anticipate the need for overtime to complete the week’s work must notify management E in advance and obtain approval before working hours that extend beyond their normal schedule.n advance and obtain approval before working hours that extend beyond their normal schedule. i in advance and obtain approval before working hours that extend beyond their normal schedule.in advance and obtain approval before working hours that extend beyond their normal schedule. During busy periods employees’ may be required to work extended hours. PTO (Paid Time Off)PTO (Paid Time Off) PTO (Paid Time Off)TO (Paid Time Off) P All full-time and part-time employees are eligible for vacation leave benefits. To schedule vacation leave time, employees should submit a completed leave form to the supervisor at least ten days before the requested leave time if exceeding 1 day of leave time, or 24 hours prior to a single day’s leave time. Employees must ensure that they have sufficient accrued leave available to cover the dates requested. Requests will be approved based on a number of factors, including seniority, and department operating & staffing requirements. PTO will be accrued at a rate of the employee’s annual PTO allowance divided by employees FTE, and multiplied by hours worked each pay period. New employees will be pro-rated at BDS’ discretion, and mutually agreed terms upon employment. Employees will be allowed to roll over a maximum 24.00 hours of PTO from one year to the next, any other hours not used in the previous year will be forfeited. No more than 3 BDS Employees may be scheduled off at one time; No more than 1 estimator may be scheduled off at one time; No more than 2 technician personnel may be scheduled off at one time; No more than 1 shop personnel may be scheduled off at one time, unless expressed otherwise by management. Major vacation days (PTO exceeding 3 consecutive days) for the calendar year must be th submitted by January 15 ; these requests are approved based first by seniority, and secondly by open availability for time off on requested day(s). SB 12/6/2016 6

Vacation will be paid at the employee’s base rate at the time the leave is taken. Vacation pay is not included in overtime calculation and does not include any special forms of compensation such as incentives, commissions, bonuses or shift differentials. If a holiday falls during the employee’s vacation, the day will be charged to holiday pay rather than to vacation pay. Leave taken beyond an employee’s available vacation balance will be taken as unpaid. If employment is terminated, either by the employer or employee, remaining unused vacation will be forfeited. Bereavement LeaveBereavement Leave Bereavement Leaveereavement Leave B An employee who wishes to take time off due to the death of an immediate family member should notify their supervisor immediately. Bereavement leave will be granted unless there are unusual business needs or staffing requirements. Paid bereavement leave may be granted and is at the sole discretion of the company. Jury Dutyury Duty J Jury DutyJury Duty Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, employees must notify their supervisor and provide him/her with a copy of the jury summons. 4 401(k) Plan01(k) Plan 401(k) Plan401(k) Plan The company offers a voluntary pre-tax salary reduction plan in which regular full-time employees may elect to participate beginning with the first payroll period administratively feasible after 1 year of employment. Employees are considered “vested” at 3 years of employment at which time BDS (employer) will match contributions up to a certain percentage specified at such time. Further details about the Plan may be obtained from Human Resources. W Workers’ Compensation BenefitsWorkers’ Compensation Benefits Workers’ Compensation Benefitsorkers’ Compensation Benefits The company is covered under statutory state workers' compensation laws. Employees who sustain work-related injuries must immediately notify their department supervisor and human resources. SB 12/6/2016 7