White Arrow Employee Handbook

WHITE ARROWWHITE ARROW G.P.S. Guidelines, Policies, and Support Helping employees navigate their way at White Arrow www.whitearrow.com

About White Arrow THE HISTORY OF WHITE ARROW Everybody asks me how we came up with this name for the Company. There is no better starting place for the story: Back in 1985, Constantin, my father, entered the trucking business and bought his first truck, a blue, used, white striped Freightliner, which looked like an arrow - you should check out the picture from my office. Sometimes I like to think that the whole idea of an arrow, which not only represents speed but also direction, pointed me to think always forward and focus on the future, thinking strategic while working in present on the details and issues. White Arrow started as a small family business, handled from our family home in Modesto, CA and grew constantly, which lead us to move to the LA area and then in the summer of 2000 we moved into a rented warehouse in Redlands, CA. That move allowed us to handle more business and do it efficiently. By that time we had about 7 over the road trucks and trailers and 2 local trucks supported by a small office team of 5 people, serving our own fleet and also a small brokerage operation. Seeing the potential, in the spring of 2003, we moved into a bigger warehouse in Ontario, CA and started handling more business. The vision, the quality of our service, our hard work and the dedication of our employees generated rapid growth – in 2006 we started our operation in New Jersey, which shaped and gave us more leverage in handling the business. Shortly after that, we opened one Terminal in Stockton, CA, extended operations in Seattle, WA and Chicago to support and increase our business. In January 2010 we moved strategically from Ontario to Montebello, CA where we’ve seen rapid growth even through the recession that hit the US economy. From our humble beginnings to present time, our growth cannot be measured by the number of terminals, trailers, trucks, employees and awards received throughout the years. We strive to grow our knowledge and expertise within the industry. Every day, we focus on innovative ways to efficiently utilize our resources and advanced technology, all with one purpose in mind - the continuous improvement of our customer experience. Our core values: Dedication, hard work, and vision of our team – all embedded into our customer service, along with the use of state of the art technology in all our processes makes us who we are today. We are looking confident to the future of White Arrow, and that’s not wishful thinking but based on our past experience, our knowledge, our strong team and our continuous success. MANAGEMENT PHILOSOPHY MISSION STATEMENT White Arrow’s management philosophy is based on responsibility and Our mission is to be recognized as one of the business mutual respect. People who join White Arrow want to work here because we leaders in the transportation industry. We will achieve have created an environment that encourages creativity and achievement. this goal by maximizing our potential, continuing to grow White Arrow aims to become one of the leaders in the transportation of our customer base and continuing to provide world class both refrigerated freight and dry freight coast to coast. The mainstay of our customer service. Our commitment to using state of the strategy is to offer a level of client focus that is superior to that offered by our art technology combined with highly efficient industry competitors. practices and striving for excellence in the services we provide will set us apart from our competition. Our To help achieve this objective, White Arrow seeks to attract highly motivated mission is to lead by example through a commitment that individuals that want to work as a team and share in the commitment, empowers the organization at every level to strive for the responsibility, risk taking and discipline required to achieve our vision. Part highest levels of delivery services, customer care and of attracting these special individuals will be to build a culture that promotes employee commitment. both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, White Arrow will also be aggressive in reaching its objectives. This success will in turn enable White Arrow to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the marketplace.2

SERVICES PROVIDED CUSTOMER RELATIONS About White ArrowWhite Arrow provides transportation services to a variety of Customers are among our organization’s most valuableindustries throughout the United States. It has intentionally assets. Every employee represents White Arrow to ourplaced terminals in Montebello California, Stockton California, customers and the public. The way we do our job presentsChicago Illinois, Portland Oregon and Secaucus New an image of the entire organization. Customers judgeJersey to facilitate intermodal transportation. The company’s all of us by how they are treated with each employeeservice areas include California, Arizona, Nevada, Oregon, contact. Therefore, one of our first business priorities isWashington, New Jersey, New York, Pennsylvania, Maryland, to assist any customer or potential customer. Nothing isDelaware, Connecticut, Rhode Island, Massachusetts, New more important than being courteous, friendly, helpful,Hampshire, Vermont, and Maine. and prompt in the attention you give to customers.White Arrow’s transportation services include: White Arrow will provide customer relations and services training to all employees with extensive customer contact.FTL (Full-truckload) – Four (4) business days transit time Customers who wish to express specific comments or complaints should be directed to Customer Service/LTL (Less-than-truckload) – Five (5) business days transit Sales Supervisor, Sales Manager or Human Resourcetime Manager for appropriate action. Our personal contact with the public, our manners on the telephone, and theTemperature Controlled Trailers (Reefers) – Monitored communications we send to customers are a reflectionelectronically not only of ourselves, but also of the professionalism of White Arrow. Positive customer relations not onlyWarehousing – Four terminals utilized for consolidating or enhance the public’s perception or image of White Arrow,warehousing freight but also pay off in greater customer loyalty and increased sales and profit.Lift Gates – Facilitating deliveries and pick-ups OUR CULTUREFreight Consolidation – Consolidating freight to increasecost savings Our core values are: vision, dedication, innovation and hard work.Customized Freight Solutions – Friendly customer servicealways assisting with solutions These values are woven together with the state-of-the-art technology creating the fabric that makes White Arrow anOn-Line Servicing – Customer on-line access to track emerging leader in our industry.shipments and review shipping documentsYou will find more information about our services by readingthe White Arrow Corporate Brochures available on-line.OUR TEAMYou will find more information about our services by reading the White Arrow Corporate Brochures available on-line. We consider ouremployees to be White Arrow’s greatest asset. Our team is a diverse group of passionate, dedicated and knowledgeable professionals,who come to work every day because they love what they do. They challenge the status quo, and find solutions for your futuretransportation needs and ultimately we grow, learn and adapt together. 3

Compliance EQUAL EMPLOYMENT OPPORTUNITY DISABILITY ACCOMMODATION White Arrow is an Equal Opportunity Employer. Employment White Arrow ensures equal opportunity in employment for opportunities at White Arrow Inc. are based upon one’s qualified persons with disabilities. All employment practices qualifications and capabilities to perform the essential and activities are conducted on a non-discriminatory basis. functions of a particular job and free from discrimination because of race, color, religion, sex, national origin, age, Hiring procedures have been reviewed and provide persons veteran status, disability, genetic information, or any other with disabilities meaningful employment opportunities. characteristic protected by law. Upon request, job applications are available in alternative, accessible formats, as is assistance in completing the This Equal Employment Opportunity policy governs all application. Pre-employment inquiries are made only aspects of employment, including, but not limited to, regarding an applicant’s ability to perform the duties of the selection, job assignment, compensation, discipline, position. termination, and access to benefits and training. Reasonable accommodation is available to all disabled White Arrow strongly urges the reporting of all instances employees, where their disability affects the performance of discrimination and prohibits retaliation against any of job functions. All employment decisions are based on the individual who makes a good faith report of discrimination merits of the situation in accordance with defined criteria, or who truthfully participates in an investigation of such not the disability of the individual. report. Appropriate disciplinary action, up to and including immediate termination, will be taken against any employee Qualified individuals with disabilities are entitled to equal who violates this policy. pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, NATURE OF EMPLOYMENT organizational structures, position descriptions, lines of progression and length of service lists. Leave of all types Employment with White Arrow is “at-will.” This means will be available to all employees on an equal basis. employees are free to resign at any time, with or without cause, and White Arrow may terminate the employment White Arrow is also committed to not discriminating against relationship at any time, with or without cause or advance any qualified employees or applicants because they are notice. As an at-will employee, it is not guaranteed, in any related to or associated with a person with a disability. White manner, that you will be employed with White Arrow for any Arrow will follow any provincial or local law that provides set period of time. individuals with disabilities greater protection. The policies set forth in this employee handbook are the This policy is neither exhaustive nor exclusive. White Arrow policies that are in effect at the time of publication. They is committed to taking all other actions necessary to ensure may be amended, modified, or terminated at any time by equal employment opportunity for persons with disabilities White Arrow except for the policy on at-will employment, in accordance with all applicable federal, provincial, and which may be modified only by a signed, written agreement local laws. between Human Resources and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between White Arrow and any of its employees. EMPLOYEE RELATIONS White Arrow believes that the work conditions, wages, and benefits 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 White Arrow amply demonstrates its commitment to employees by responding effectively to employee concerns. In an effort to protect and maintain direct employer/employee communications, we will do anything we can to protect the right of employees to speak for themselves.4

IMMIGRATION REFORM COMPLIANCE BUSINESS ETHICS AND CONDUCT Compliance White Arrow is committed to The successful business operation and reputation of employing only United States White Arrow is built upon the principles of fair dealing citizens and aliens who are and ethical conduct of our employees. Our reputation forauthorized to work in the United States. integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations,In compliance with the Immigration Reform and Control Act as well as a scrupulous regard for the highest standardsof 1986, as amended, each new employee, as a condition of conduct and personal integrity.of employment, must complete the Employment EligibilityVerification Form I-9 on day of employment and present The continued success of White Arrow is dependent upondocumentation establishing identity and employment eligibility our customers’ trust and we are dedicated to preservingwithin 48 hours. that trust. Employees owe a duty to White Arrow, and its customers to act in a way that will merit the continuedFormer employees who are rehired must also complete the trust and confidence of the public.form if they have not completed an I-9 with White Arrowwithin the past three years, or if their previous I-9 is no longerretained or valid.Employees with questions or seeking more information onimmigration law issues are encouraged to contact the HumanResources Department. Employees may raise questions orcomplaints about immigration law compliance without fear ofreprisal.As an employer who participates in the federal E-Verifyprogram, White Arrow will provide the Social SecurityAdministration (SSA) and, if necessary, the Departmentof Homeland Security (DHS), with information from eachemployee’s Form I-9 to confirm work authorization. If theGovernment cannot confirm that you are authorized to work,White Arrow is required to provide you written instructions andan opportunity to contact SSA and/or DHS, so that you canresolve any discrepancies directly with the federal agency .CONFLICTS OF INTERESTWhat is a conflict of interest? An actual or potential conflict of An actual or potential conflict of interest occurs when an employeeinterest is when you are in a position to influence a decision or is in a position to influence a decision that may result in a personalhave business dealings on behalf of White Arrow that might result gain for that employee or for a relative because of White Arrowin a personal gain for you or for one of your relatives. business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationshipEmployees have an obligation to conduct business within with the employee is similar to that of persons who are related byguidelines that prohibit actual or potential conflicts of interest. This blood or marriage.policy establishes only the framework within which White Arrowwishes the business to operate. The purpose of these guidelines No “presumption of guilt” is created by the mere existence of ais to provide general direction so that employees can seek relationship with outside firms. However, if employees have anyfurther clarification on issues related to the subject of acceptable influence on transactions involving purchases, contracts, orstandards of operation. Contact the President for more information leases, it is imperative that they disclose to an officer of Whiteor questions about conflicts of interest. Arrow as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protectTransactions with outside firms must be conducted within a all parties.framework established and controlled by the executive level ofWhite Arrow. Business dealings with outside firms should not result Personal gain may result not only in cases where an employee orin unusual gains for those firms. Unusual gain refers to bribes, relative has a significant ownership in a firm with which White Arrowproduct bonuses, special fringe benefits, unusual price breaks, does business, but also when an employee or relative receivesand other windfalls designed to ultimately benefit the employer, any kickback, bribe, substantial gift, or special consideration asthe employee, or both. Promotional plans that could be interpreted a result of any transaction or business dealings involving Whiteto involve unusual gain require specific executive-level approval. Arrow. 5

Employment JOB POSTING AND EMPLOYEE REFERRALS White Arrow provides employees an opportunity to indicate To apply for an open position, employees should submit a their interest in open positions and advance within the job posting application to the Human Resource Department organization according to their skills and experience. In listing job-related skills and accomplishments. It should also general, notices of all regular, full-time job openings are describe how their current experience with White Arrow and posted, although White Arrow reserves its discretionary right prior work experience and/or education qualifies them for the to not post a particular opening. position. Job openings will be posted through our Company website. White Arrow recognizes the benefit of developmental Each job posting notice will include the dates of the posting experiences and encourages employees to talk with their period, job title, department, location, job summary, essential supervisors about their career plans. Supervisors are duties, and qualifications (required skills and abilities). encouraged to support employees’ efforts to gain experience and advance within the organization. To be eligible to apply for a posted job, employees must have performed competently for at least 90 calendar days in their White Arrow also encourages employees to identify friends current position. Employees who have a written warning on or acquaintances that are interested in employment file within 12 months, or are on probation or suspension are opportunities and refer qualified outside applicants for posted not eligible to apply for posted jobs. Eligible employees can jobs. Employees should obtain permission from the individual only apply for those posted jobs for which they possess the before making a referral, share their knowledge of the required skills, competencies, and qualifications. organization, and not make commitments or oral promises of employment. EMPLOYMENT APPLICATIONS ACCESS TO PERSONNEL FILES White Arrow relies upon the accuracy of information White Arrow maintains a personnel file on each employee. The contained in the employment application, as well as the personnel file includes such information as the employee’s accuracy of other data presented throughout the hiring job application, resume, records of training, documentation process and employment. Any misrepresentations, of performance appraisals, salary increases, and other falsifications, or material omissions in any of this employment records. information or data may result in the exclusion of the individual from further consideration for employment or, Personnel files are the property of White Arrow, and access if the person has been hired, termination of employment. to the information they contain is restricted. Generally, only supervisors and management personnel of White Arrow who OUTSIDE EMPLOYMENT have a legitimate reason to review information in a file are allowed to do so. Employees may hold outside jobs as long as they meet the performance standards of their job with White PERSONNEL DATA CHANGES Arrow and disclose the outside employment to their supervisors. All employees will be judged by the same It is the responsibility of each employee to promptly notify performance standards and will be subject to White White Arrow of any changes in personnel data. Personal Arrow scheduling demands, regardless of any existing mailing addresses, telephone numbers, number and names outside work requirements. of dependents, individuals to be contacted in the event of emergency, educational accomplishments, and other such If White Arrow determines that an employee’s outside status reports should be accurate and current at all times. If work interferes with performance or the ability to meet the any personnel data has changed, notify the Human Resources requirements of White Arrow as they are modified from Department. time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain PERFORMANCE EVALUATION with White Arrow. Supervisors and employees are strongly encouraged to discuss Outside employment that constitutes a conflict of job performance and goals on an informal, day-to-day basis. interest is prohibited. Employees may not receive any Additional formal performance evaluations are conducted to income or material gain from individuals outside White provide both supervisors and employees the opportunity to Arrow for materials produced or services rendered while discuss job tasks, identify and correct weaknesses, encourage performing their jobs. and recognize strengths, and discuss positive, purposeful approaches for meeting goals.6

EMPLOYMENT CLASSIFICATIONS EmploymentFor purposes of salary administration and eligibility for regularly scheduled to work less than 30 hours per week.overtime payments and employee benefits, White Arrow While they do receive all legally mandated benefits (suchclassifies employees as either exempt or non-exempt. Non- as Social Security and unemployment insurance), they areexempt employees are entitled to overtime pay in accordance ineligible for all of White Arrow other benefit programs.with federal and state overtime provisions. Exempt employeesare exempt from federal and state overtime laws and, but for PROBATION employees are those whose performance isa few narrow exceptions, are generally paid a fixed amount of being evaluated to determine whether further employmentpay for each workweek in which work is performed. in a specific position or with White Arrow is appropriate. All new hire and rehire employees work on a probation periodIf you change positions during your employment with White for the first 90 days. Employees who satisfactorily completeArrow or if your job responsibilities change, you will be the probation period will be notified of their new employmentinformed by the Human Resources of any change in your classification. An employee’s completion of the probationexempt status. period in no way alters the at-will- nature of the employment relationship with White Arrow. While they do receive allIn addition to your designation as either exempt or non- legally mandated benefits (such as Social Security andexempt, you also belong to one of the following employment unemployment insurance), they are ineligible for all of Whitecategories: Arrow other benefit programs.REGULAR FULL-TIME employees are those who are not TEMPORARY employees include those hired for a limitedin a temporary or probation status and who are regularly time to assist in a specific function or in the completion ofscheduled to work White Arrow full-time schedule. Generally, a specific project. Employment beyond any initially statedthey are eligible for White Arrow benefit package, subject to period does not in any way imply a change in employmentthe terms, conditions, and limitations of each benefit program. status or classification. Temporary employees retain temporary status unless and until they are notified, by WhiteREGULAR PART-TIME employees are those who are not Arrow Management, of a change. They are not eligible forassigned to a temporary or probation status and who are any of White Arrow Inc.’s benefit programs.JOB DESCRIPTIONSWhite Arrow makes every effort to create and maintain accurate job descriptions for all positions within the organization.Each description includes job title, department, job code, job grade, position overview, job functions, essential duties andresponsibilities, supervisory responsibilities, a qualifications section (including education and/or experience, language skills,mathematical skills, reasoning ability, and any certification required), a physical demands section, and a work environmentsection.White Arrow maintains job descriptions to aid in orienting new employees to their jobs, identifying the requirements of eachposition, establishing hiring criteria, setting standards for employee performance evaluations, and establishing a basis formaking reasonable accommodations for individuals with disabilities.The Human Resource Department and the hiring manager prepare job descriptions when new positions are created. Existingjob descriptions are also reviewed and revised in order to ensure that they are up to date. Job descriptions may also berewritten periodically to reflect any changes in the position’s duties and responsibilities. All employees will be expected to helpensure that their job descriptions are accurate and current, reflecting the work being done.Employees should remember that job descriptions do not necessarily cover every task or duty that might be assigned, and thatadditional responsibilities may be assigned as necessary. Contact the Human Resource Department if you have any questionsor concerns about your job description. 7

Employment SALARY ADMINISTRATION EMPLOYMENT TERMINATION The salary administration program at White Termination of employment is an inevitable part of personnel activity Arrow was created to achieve consistent pay within any organization, and many of the reasons for termination practices, comply with federal and provincial are routine. Common circumstances under which employment is laws, mirror our commitment to equal terminated include the following: employment opportunity, and offer competitive salaries within our labor market. Because RESIGNATION - Voluntary employment termination initiated by an recruiting and retaining talented employees is employee. critical to our success, White Arrow is committed to paying its employees equitable wages that TERMINATION - Involuntary employment termination initiated by White reflect the requirements and responsibilities of Arrow. In most cases, White Arrow will use progressive disciplinary their positions and are comparable to the pay actions before dismissing an employee. However, certain actions received by similarly situated employees in warrant immediate termination. other organizations in the area. It is recommended that employees who intend to resign employment Compensation for every position is determined with White Arrow provide White Arrow with at least two (2) weeks by several factors, including job analysis written notice. Such notice is intended to allow the company time to and evaluation, the essential duties and adjust to the employee’s departure without placing undue burden on responsibilities of the job, and salary survey those employees who may be required to fill in before a replacement data on pay practices of other employers. These can be found. variables are analyzed to design job grades. White Arrow periodically reviews its salary RESIGNATION administration program and restructures it as necessary. Merit-based pay adjustments may be Resignation is a voluntary act initiated by the employee to terminate awarded in conjunction with superior employee employment with White Arrow. Although advance notice is not required; performance documented by the performance White Arrow requests at least 2 weeks’ written notice of resignation evaluation process. Incentive bonuses may be from employees. awarded depending on the overall profitability of White Arrow and based on each employee’s Prior to an employee’s departure, an exit interview may be scheduled individual contributions to the organization. to discuss the reasons for resignation and the effect of the resignation on benefits.8

PAID TIME OFF (PTO) POLICY HOLIDAYS BenefitsThe Company provides Paid Time Off (PTO) for all full-time White Arrow will observe and grant paid time off to alland part-time employees who work over 30 hours a week. The employees on the holidays listed below:purpose of PTO is to provide employees with flexible paid time offfrom work that can be used for such needs as vacation, personal • New Year’s Dayor family illness, doctor appointments, school, volunteerism, and • Memorial Dayother activities of the employee’s choice. All employees are eligible • Independence Dayto earn and use PTO time as described in this policy: • Labor Day • Thanksgiving Day• PTO hours are accrued per pay period and increases with the • Christmas Day length of employment. White Arrow will grant paid holiday time off to all• Employees will begin accruing PTO time on the date of hire. eligible employees immediately upon assignment to an eligible employment classification. Holiday pay• Employees may not use accrued PTO until passing 90 day will be calculated based on the employee’s straight- probationary/introduction period. time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise• The maximum accrual for PTO is 200 hours for full time and have worked on that day. part time employees. Once maximums are reached PTO will not continue to accrue. To be eligible for holiday pay, employees must have worked a minimum of 30 days, work the last• PTO may be used in one hour increments. scheduled day immediately preceding and the first scheduled day immediately following the holiday.• Employees will not be allowed to carry a negative balance. A holiday that falls on a Saturday will be observed• After one year of service, employees may cash in up to a on the preceding Friday or in the case it falls on a maximum of 80 hours of their unused PTO balance as long as Sunday will be observed on the following Monday. they maintain a minimum of a 40-hour balance. If a holiday falls during an eligible employee’s paid• PTO used in a pay period will not be used when calculating absence, holiday pay will be provided instead of eligibility for overtime. the paid time off benefit that would otherwise have applied.• Employees must use available PTO when taking off a normally If eligible non-exempt employees are required to scheduled day. work on a recognized holiday, they will receive holiday pay plus straight-time rate for the hours• Employees who work less than their regularly scheduled hours worked on the holiday. must apply PTO to make up the difference, with the exception of a company required absence due to low workload. If eligible exempt employees are required to work on a recognized holiday, they will receive the option• Employees may not use PTO to cover “no call/no show” or of receiving a floating holiday within the same pay disciplinary suspension. period or an additional paid day.• Employees must comply with Company or departmental call-in Paid time off for holidays will not be counted as hours procedures. If PTO is available it must be used for unscheduled worked for the purposes of determining overtime. time off or call-ins for personal illness, family illness, transportation problems, etc. Except as prohibited by law while on an approved FMLA leave.• Employees who take frequent unscheduled PTO will be subject to progressive discipline in accordance with Company’s attendance policy.• PTO will be paid out at time of termination for those employees who leave in good standing, have completed their probationary/ introduction period and have fulfilled their two-week written notice.PAID TIME OFF ACCRUALS<1 Year Non Driver DriverYear 1-3 80 hours 80 hoursYear 4-6 120 hours 80 hoursYear >7 160 hours 120 hours 200 hours 160 hours 9

Benefits LIFE INSURANCE Life insurance offers you and your family important financial protection. White Arrow provides a basic life and .Accidental Death and Dismemberment (AD&D) insurance in cases of serious injury or death resulting from an accident. Life and AD&D insurance coverage is provided as part of the basic benefits plan .for eligible employees; Regular, full-time employees. BEREAVEMENT LEAVE JURY DUTY Employees who require taking time off from scheduled work due to the death of an White Arrow recognizes that jury duty is a civic immediate family member should notify their supervisor immediately. responsibility for our employees. An employee must provide a copy of the jury duty summons to Paid bereavement leave will be provided to employees having worked 90 calendar Human Resources and his/her manager within days for White Arrow: one day of receiving the summons. Five (5) working days in the case of the death of an employee’s spouse, child or the Occasionally, the summons to jury duty will employee’s spouse’s child. occur at a time of the year when the employee or the employer might experience a significant Three (3) working days in the case of the death of an employee’s father, mother, impact on customers or staffing from the loss of sister or brother. the employee to jury duty. In these instances, the employer may write a letter to the court One (1) working day in the case of the death of an employee’s grandfather, requesting the postponement of the employee’s grandmother, uncle, aunt, nephew, niece, son-in-law, daughter-in-law, father-in-law, jury duty. mother-in-law, brother-in-law, sister-in-law, grandson, grand-daughter (except the uncle, the aunt, the brother-in-law, the sister-in-law, the grandfather, the grandmother, White Arrow provides paid leave when an the nephew and the niece of the spouse). employee must serve on a jury. You will be paid your normal salary or hourly compensation while Bereavement pay is calculated based on the base pay rate at the time of absence you are on jury duty for up to 5 days (40 hours) and will not include any special forms of compensation, such as incentives, in a calendar year. No overtime payments are commissions, bonuses, or shift differentials. Bereavement pay will not be available made during the time that you serve on a jury. to employees off work on an approved leave, or otherwise not scheduled to work during the relevant time period. In no case will your employment be affected if you perform jury duty. You will not be harassed, Bereavement leave will normally be granted unless there are unusual business threatened, or persuaded into getting out of jury needs or staffing requirements. Employees may, with their supervisors’ approval, duty and your same job will be available upon use any available paid leave for additional time off as necessary. your return.10

HEALTH INSURANCE Benefits White Arrow health insurance plan provides employees and their dependents access to medical insurance benefits. Employees in the following employment classifications are eligible to participate in the health insurance plan: Regular full- time employees Eligible employees may participate in the health insurance plan subject to all terms and conditions of the agreement between White Arrow and the insurance carrier, as that agreement is changed from time-to-time. The basic medical insurance employer contribution is 75% of the applicable individual’s premium. Employee’s not electing or refusing a plan within 30 days ofemployment will be enrolled in the applicable employer plan and deducted premium from payroll.Information on cost of coverage will be provided in advance of enrollment to eligible employees. Contact the Human ResourcesDepartment for more information about health insurance benefits.COBRAThe federal Consolidated Omnibus Budget Reconciliation Act(COBRA) was enacted to ensure that employees and theirdependents can continue their health insurance once they areno longer eligible under our health plan.There are strict rules about when you are eligible forCOBRA benefits. COBRA allows an eligible employee and/or dependents to choose to continue their health insurancewhen a “qualifying event” happens. Qualifying events includethe employee’s resignation, termination, leave of absence,shorter work hours, divorce, legal separation, or death.Another qualifying event is when a dependent child stopsbeing eligible for coverage under your health insurance.If you continue your insurance under COBRA, you will paythe full cost of the insurance at White Arrow group rates plusan administration fee. When you are eligible for our healthinsurance plan, you will receive a written notice describingyour COBRA rights. This notice contains important informationabout your rights and what to do if you need COBRA so it isimportant that you read it carefully and maintain it with yourinsurance documents. 11

Timekeeping WORK SCHEDULES BREAK PERIODS The standard workweek is 40 hours and is considered to All employees are provided with one break period of begin on Sunday 12:00 am through Saturday 11:59 pm. 10 consecutive minutes for each four hour work period. Supervisors will schedule break periods to accommodate Supervisors will advise employees of their scheduled operating requirements. shift, including start and end times. Business needs may necessitate a variation in start and end times as well as in MEAL PERIODS total hours you may be scheduled to work each day and each week. Refusal of work without supervisor approval In accordance with state and local laws, non-exempt may result in disciplinary action, up to and including possible employees will be provided with meal and rest periods. termination of employment. All hourly employees working a minimum of 5.5 hours will be required to take a meal/rest period of no less than 30 Alternative Shift Schedule minutes before the 6th hour. This meal period will be treated as unpaid time and must be taken within the third and fifth All White Arrow employees will be considered for alternative hour of work. Every employee must punch in and out for their work scheduling on a case-by-case basis, where creative meal/rest period and must be completely relieved of all work work schedules have been shown to accomplish both work duties. NO EXCEPTIONS. and personal goals, to provide coverage for individual department operations and to serve the Company as a In the event an employees’ day exceeds 12 hours, a second whole with increased productivity at no expense to quality meal/rest period of no less than 30 minutes is to be taken by output. the employee. Failure to comply with this Policy could and will result in progressive disciplinary action. Shift Differential Pay Policy If for any reason a non-exempt employee does not take the White Arrow offers shift differential pay to nonexempt applicable meal and rest period that they are provided, the employees who are scheduled to work an evening or night employee must notify his or her supervisor immediately. shift. Supervisors will schedule meal and rest periods in order to Nonexempt or Driver employees with a start time of 3:00PM accommodate company operating requirements. or later are eligible for shift differential pay. OVERTIME TIMEKEEPING When operating requirements or other needs cannot It is the Company’s policy to comply with applicable laws that require be met during regular working hours, employees may records to be maintained of the hours worked by our employees. Every be given overtime work assignments. All overtime employee is responsible for accurately recording time worked. work must receive the supervisor’s prior authorization. Overtime assignments will be distributed as equitably Non-exempt employees must record hours worked using electronic time as practical to all employees qualified to perform the clock system. Under no circumstances may any employee possess or use required work. time clock code which does not belong to him or her. Overtime compensation is paid to all non-exempt In addition to recording arrival and departure time, non-exempt employees employees in accordance with federal and state wage are required to accurately record the start and end of each meal period as and hour restrictions. Overtime pay is based on actual well as any departure for non-work related reasons. hours worked. Paid time off or any leave of absence will not be considered hours worked for purposes Altering, falsifying, tampering with time records, or recording time on of performing overtime calculations. Failure to work another employee’s time record may result in disciplinary action up to and scheduled overtime or overtime worked without including termination of employment. prior authorization from the supervisor may result in disciplinary action, up to and including possible Time records are archived in the White Arrow server and maintained in termination of employment. compliance with federal and state laws.12

MAKE-UP TIME POLICY PERSONAL LEAVE TimekeepingWhite Arrow provides employees with the opportunity Employees who require time off in addition to PTO mayto make up work time that is missed due to personal request a personal leave of absence without pay for up to aobligations. maximum of 30 days. An extension may be approved in limited circumstances.Nonexempt employees are eligible for make-up time ifthey obtain prior approval from their supervisors of a All regular employees employed for a minimum of 90 days arewritten request for make-up time. The Company reserves eligible to apply for an unpaid personal leave of absence. Jobthe right, in its sole discretion, to deny a request for make- performance, absenteeism and departmental requirements willup time based on the business needs of the Company. all be taken into consideration before a request is approved. The decision whether to grant a personal leave of absence willEmployees’ use of make-up time under this policy is be made by the Company in its sole discretion.completely voluntary. The Company does not encourage,solicit or require employees to request or use make-up The employee must return to work on the scheduled returntime. date or be considered to have voluntarily resigned from his or her employment. Extensions of leave will only be consideredEMERGENCY CLOSING on a case-by-case basis.At times, emergencies such as severe weather, fires FAMILY MEDICAL LEAVE ACT (FMLA)or power failures, can disrupt company operations. Inextreme cases, these circumstances may require the White Arrow will provide Family and Medical Leave to itsclosing of a work facility. eligible employees. The company posts the mandatory FMLA Notice and upon hire provides all new employees with noticesWhen operations are officially closed due to emergency required by the U.S. Department of Labor (DOL) on Employeeconditions, the time off from scheduled work will be Rights and Responsibilities under the Family and Medicalunpaid. However, with supervisory approval, employees Leave Act in employee common areas.may use available paid leave time, such as unused PTObenefits. The function of this policy is to provide employees with a general description of their FMLA rights. In the event of anyIn cases where an emergency closing is not authorized, conflict between this policy and the applicable law, employeesemployees who fail to report for work will not be paid for will be afforded all rights required by law.the time off. Employees in essential operations may beasked to work on a day when operations are officially If you have any questions, concerns, or disputes with thisclosed. In these circumstances, employees who work will policy, you must contact Human Resources in writing.receive regular pay.WORKERS’ COMPENSATIONEmployees who are injured on the job at White Arroware eligible for Workers’ Compensation benefits. Suchbenefits are provided at no cost to employees and coverany injury or illness sustained in the course of employmentthat requires medical treatment.Employees who sustain work-related injuries or illnessesmust notify their supervisor immediately so that WhiteArrow can notify the workers’ compensation insurancecarrier as soon as possible.Lost time or medical expenses incurred as a result ofan accident or injury which occurred while an employeewas on the job will be compensated for in accordancewith workers’ compensation laws. This protection is paidfor in full by White Arrow. No premium is charged for thiscoverage and no individual enrollment is required. WhiteArrow will provide medical care and a portion of lostwages through our insurance carrier. 13

Payroll PAYDAYS CHILD SUPPORT This policy provides employees with information regarding White Arrow complies with the law of the land regarding White Arrow’s payday schedule. New Hire/Child Support Law. If you are subject to a child support order, monies will be withheld from your paycheck The Company distributes paychecks on a biweekly basis, in accordance with our state’s regulations. every other Friday. In the event that a regularly scheduled payday falls on a holiday, employees will be paid on the Child support is the court-ordered payment by the non- day preceding the holiday, unless otherwise required by custodial parent to the custodial parent for the care and state law. welfare of the child. Paychecks will not, under any circumstances, be given HARDSHIP ADVANCE POLICY to any person other than the employee without written authorization. Paychecks may also be mailed to the White Arrow restrains from advancing pay not yet earned employee’s listed address or, upon advance written or earned but paid out before scheduled pay date, the authorization, deposited directly into an employee’s bank only exception will require a Hardship Advance given account or ADP A-Line debit card. Employees who elect in extraordinary emergency situations related to a death payment through direct deposit will receive an itemized within an employee’s immediate family or emergency. A statement of wages when the Company makes direct hardship advance will result in an employee receiving a deposits. portion of his/her compensation before it has been earned and before it is due and owing. In the event of termination of employment, the employee will receive his/her accrued pay in accordance with applicable Hardship Advance will be eligible to full time employees federal, state and local laws. who have been with the company for a minimum of 12 months. Employees will be limited to two pay advances per PAYROLL DEDUCTIONS year. White Arrow makes deductions from employee pay only in BUSINESS TRAVEL EXPENSES circumstances permitted by applicable law. This includes, but is not limited to, mandatory deductions for income tax White Arrow will reimburse employees for reasonable withholding and Social Security and Medicare contributions business travel expenses incurred while on assignments as well as voluntary deductions for health insurance away from the normal work location. All business travel premiums and other related contributions. must be approved in advance by the immediate supervisor. If you believe that an improper deduction has been made Personal entertainment and personal care items are not from your pay, raise the issue with the Payroll Department reimbursed. immediately. White Arrow will promptly investigate. If the investigation reveals that you were subjected to an improper Employees may refer White Arrow’s Travel Guide or contact deduction from pay, you will be reimbursed promptly. their supervisor for guidance and assistance on procedures related to travel arrangements, travel advances, expense reports, reimbursement for specific expenses, or any other business travel issues. Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.14

SAFETY AND TRAINING USE OF PHONE AND MAIL Policies SYSTEMSWhite Arrow is committed to providing a clean, safe, and healthfulwork environment for its employees. Maintaining a safe work White Arrow telephones are intended for the soleenvironment, however, requires the continuous cooperation of use of conducting Company business. Personal useall employees. White Arrow and all employees must comply with of Company telephones during business hours isall occupational safety and health standards and regulations prohibited except in emergencies. In addition, longestablished by the Occupational Safety and Health Act and state distance phone calls which are not strictly business-and local regulations. In addition, all employees are expected to related are expressly prohibited. Employees shouldobey safety rules and exercise caution and common sense in all practice discretion when making local personal callswork activities. and may be required to reimburse White Arrow for any charges resulting from their personal use of the• Training sessions telephone.• Team meetings• Bulletin board postings The use of White Arrow paid postage for personal• Memorandums correspondence is not permitted.• Miscellaneous written communication To ensure effective telephone communications,Employees must immediately report any unsafe conditions to employees should always use an approved greetingtheir supervisor. Employees who violate safety standards; cause and speak in a courteous and professional manner.hazardous or dangerous situations; or fail to report or, where Please confirm information received from the caller,appropriate, remedy such situations may be subject to disciplinary and hang up only after the caller has done so.action, up to and including termination of employment. USE OF EQUIPMENTIn the case of an accident that results in injury, regardless of howseemingly insignificant the injury may appear, employees must Equipment essential in accomplishing job dutiesnotify their supervisor. is often expensive and may be difficult to replace. When using property, employees are expected toSMOKING exercise care, perform required maintenance, and follow all operating instructions, safety standards,Smoking is prohibited in all of the enclosed areas within the White and guidelines.Arrow worksites without exception. This includes common workareas, warehouse, conference and meeting rooms, private offices, Please notify the supervisor if any equipment,hallways, lunchrooms, stairs, restrooms, employer owned or leased machines, or tools appear to be damaged, defective,vehicles, and all other enclosed facilities. or in need of repair. Prompt reporting of damages, defects, and the need for repairs could preventWhite Arrow requests smoking to be done in designated areas., deterioration of equipment and possible injury tomakes these areas available to smokers and in no way has any employees or others. The supervisor can answerlegal responsibility to do so. Employees who choose to use these any questions about an employee’s responsibility forsmoking areas do so at their own risk. No additional breaks are maintenance and care of equipment used on the job.allowed to any employee who smokes. Finally, smokers and usersof tobacco products must dispose of the remains in the proper The improper, careless, negligent, destructive, orcontainers. This helps to keep a neat and clean environment for unsafe use or operation of equipment can result inall employees and our visiting partners and customers. This policy disciplinary action, up to and including terminationapplies equally to all employees, customers, and visitors. of employment.WORKPLACE MONITORINGWorkplace monitoring may be conducted by White Arrow to ensure Warehouse and Company Vehicles are equipped with camerasquality control, employee safety, security, and customer satisfaction. utilized for safety and security purposes only.Employees who regularly communicate with customers may have Employees can request access to information gathered throughtheir telephone conversations monitored or recorded. Telephone workplace monitoring that may impact employment decisions.monitoring is used to identify and correct performance problems Access will be granted unless there is a legitimate business reasonthrough targeted training. Improved job performance enhances our to protect confidentiality or an ongoing investigation.customers’ image of White Arrow as well as their satisfaction withour service. You should have no expectation of privacy while using Because White Arrow is sensitive to the legitimate privacy rights ofWhite Arrow’s Company-owned telephones. employees, every effort will be made to guarantee that workplace monitoring is done in an ethical and respectful manner.Computers furnished to employees are the property of White ArrowAs such, computer usage and files may be monitored or accessed. 15

Policies COMPUTER, EMAIL & INTERNET USAGE Abuse of this policy may result in disciplinary action, up to and including termination of employment. The following White Arrow computer systems allow us to be more productive. behaviors are examples of previously stated or additional Computer, e-mail, and internet are tools that create great actions and activities that are prohibited and can result in value, but can cause problems if used improperly. It is disciplinary action: extremely important that all employees use good business judgment when using the computer systems. • Sending or posting discriminatory, harassing, or threatening messages or images Computer hardware, software, electronic mail, internet connections, and all other computer or electronic • Stealing, using, or disclosing someone else’s code or communication or data storage systems used by White Arrow password without authorization are the property of White Arrow and are intended for business use. Employees have no right of personal privacy in their use • Copying, pirating, or downloading software and electronic of White Arrow’s computer and electronic communication files without permission systems. To ensure compliance with this policy, computer, email and internet usage may be monitored, including but • Sending or posting confidential material, trade secrets, or not limited to, reviewing documents created and stored on proprietary information outside of the organization White Arrow’s computer and electronic communication systems, monitoring sites visited by employees on the • Violating copyright law internet, reviewing materials downloaded or uploaded by employees from or to the internet, and reviewing e-mails sent • Failing to observe licensing agreements and received by employees. You should have no exception of privacy when using these Company-owned resources. • Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted Internet White Arrow strives to maintain a workplace free of services and transmissions harassment and sensitive to the diversity of its employees. Therefore, White Arrow prohibits the use of computers and • Sending or posting messages or material that could the email system in ways that are disruptive, offensive to damage the organization’s image or reputation others, or harmful to morale. • Participating in the viewing or exchange of pornography Computer, email and internet may not be used to solicit others or obscene materials for commercial ventures, religious or political causes, outside organizations, or other nonbusiness matters. • Sending or posting messages that defame or slander other individuals White Arrow purchases and licenses the use of various computer software for business purposes and does not own • Attempting to break into the computer system of another the copyright to this software or its related documentation. organization or person Unless authorized by the software developer, White Arrow does not have the right to reproduce such software for use on • Refusing to cooperate with a security investigation more than one computer. Employees may only use software according to the software license agreement. White Arrow • Sending or posting chain letters, solicitations, or prohibits the illegal duplication of software and its related advertisements not related to business purposes or documentation. activities The unauthorized use, installation, copying, or distribution of • Using the Internet for political causes or activities, copyrighted, trademarked, or patented material on the Internet religious activities, or any sort of gambling is expressly prohibited. As a general rule, if an employee did not create material, does not own the rights to it, or has not • Sending or posting messages that disparage another gotten authorization for its use, it should not be put on the organization’s products or services Internet. Employees are also responsible for ensuring that the person sending any material over the Internet has the • Passing off personal views as representing those of the appropriate distribution rights. organization • Engaging in any other illegal activities • Employees should notify their immediate supervisor or any member of management upon learning of violations of this policy.16

SOCIAL MEDIA POLICY PoliciesThis policy provides guidance for employee use of socialmedia, which should be broadly understood for purposesof this policy to include blogs, wikis, microblogs, messageboards, chat rooms, electronic newsletters, online forums,social networking sites, and other sites and servicesthat permit users to share information with others in acontemporaneous manner.The following principles apply to professional use of socialmedia on behalf of White Arrow as well as personal use ofsocial media when referencing White Arrow.• Employees need to know and adhere to the Employee refer to or post images of current or former employees, Handbook, and other Company policies when using social members, vendors or suppliers. Additionally, employees media in reference to White Arrow. should get appropriate permission to use a third party’s copyrights, copyrighted material, trademarks, service• Employees should be aware of the effect their actions may marks or other intellectual property. have on their images, as well as White Arrow’s image. The information that employees post or publish may be public • Social media use shouldn’t interfere with employee’s information for a long time. responsibilities at White Arrow. White Arrow’s computer systems are to be used for business purposes only. When• Employees should be aware that the Company may using White Arrow’s computer systems, use of social observe content and information made available by media for business purposes is allowed (ex: Facebook, employees through social media. Employees should use Twitter, White Arrow blogs and LinkedIn), but personal use their best judgment in posting material that is neither of social media networks or personal blogging of online inappropriate nor harmful to White Arrow, its employees, content is discouraged and could result in disciplinary or customers. action.• ·Although not an exclusive list, some specific examples • Subject to applicable law, after‐hours online activity that of prohibited social media conduct include posting violates the Company’s policies may subject an employee commentary, content, or images that are defamatory, to disciplinary action or termination. pornographic, proprietary, harassing, libelous, or that can create a hostile work environment. • If employees publish content after‐hours that involves work or subjects associated with White Arrow, a disclaimer• Employees are not to publish, post or release any should be used, such as this: “The postings on this site are information that is considered confidential or not public. If my own and may not represent White Arrow’s] positions, there are questions about what is considered confidential, strategies or opinions.” employees should check with the Human Resources Department and/or supervisor. • It is highly recommended that employees keep White Arrow related social media accounts separate from personal• Social media networks, blogs and other types of online accounts, if practical. content sometimes generate press and• media attention or legal questions. Employees should refer these inquiries to authorized White Arrow’s spokespersons.• If employees find encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor.• Employees should get appropriate permission before youRETURN OF PROPERTYEmployees are responsible for all White Arrow property, materials, or written information issued to them or in their possession or control.Employees must return all White Arrow property immediately upon request or upon termination of employment. Where permitted byapplicable laws, White Arrow may withhold from the employee’s check or final paycheck the cost of any items that are not returnedwhen required. White Arrow may also take all action deemed appropriate to recover or protect its property. 17

Policies VISITORS IN THE WORKPLACE To provide for the safety and security of employees and the facilities at White Arrow only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances. All visitors should enter White Arrow at the reception area, sign in. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors. If an unauthorized individual is observed on White Arrow premises, employees should immediately notify their supervisor or, if necessary, direct the individual to the reception area. PERSONAL APPEARANCE The purpose of White Arrow’s personal appearance policy is Pants and shorts must be worn at the natural waistline. They to ensure safe and sanitary working conditions and that all may not be worn in the “baggy” fashion. Belts should be worn employees present a professional image. During business with pants or shorts having belt loops. hours or when representing White Arrow, employees are expected to dress and groom themselves according to Safety shoes are required to be worn at all times while on business casual guidelines. All employees must wear duty. Sandals, platform, open-toed, or open-back shoes are appropriate clothing, be well groomed, and observe high not permitted. After 90 day review, White Arrow will reimburse standards of personal hygiene. up to $75 for safety shoes with a copy of store receipt. Your supervisor or department head is responsible for Baseball style hats may be worn with bill facing forward only establishing a reasonable dress code appropriate to the job and in the following colors: Black/Blue/Gray. you perform. Consult your supervisor if you have questions as to what constitutes appropriate appearance. Where Business Casual Dress Code - Office Personnel necessary, reasonable accommodation may be made to a person with a disability, without unduly restricting individual While performing daily duties, staff shall project a professional, tastes, the following personal appearance guidelines should clean, and neat appearance while in view of the public. be followed: • Slacks Uniform Dress Code - Warehouse/Driver/Mechanic • Shirts with collar Employees • Dress Shoes • Skirts/Dresses not shorter than 4” above knee White Arrow employees with assigned uniforms are to wear • Sleeveless tops may be worn if 4” wide straps uniform at all times while on a scheduled work assignment. • Dress Shoes/Sandal Shoes with a strap Uniforms shall not be taken home. Clean shirts will be stored in lockers that are provided by White Arrow. In the event of Casual Days – On designated casual days employees may termination, shirts are to be returned during the exit process. dress in less formal manner COST & MAINTENENCE • Denim • Polo Shirts White Arrow shall provide shirts, jackets and sweatshirts at • Tennis Shoes no cost to employees as well as maintain and clean shirts at its expense. It is never appropriate to wear stained, wrinkled, frayed, or revealing clothing to the workplace, or to have poor personal Employees shall provide their own pants. Pants shall be hygiene. solid in color (Black/Blue/Gray) and free from holes or tears. Clothing logos should be small and discrete. Employees are urged to use their discretion when determining what is appropriate to wear to work. Hemmed shorts may be worn providing they are not hemmed shorter than mid-thigh and not longer than the top of the knee. Shorts shall be solid in color (Black/Blue/Gray) and be free from holes or tears. Clothing logos should be small and discrete.18

STANDARDS OF CONDUCT EtiquetteWhite Arrow’s rules and standards of conduct are essential • Gossiping or spreading rumors about co-workersto our productive work environment. All employees mustfamiliarize themselves with company rules and standards; all • Boisterous or disruptive activity in the workplaceemployees will be held to them. Any employee who disregardsor deviates from company rules or standards may be subject • Negligence or improper conduct leading to damage ofto disciplinary action, up to and including termination of company-owned or customer-owned propertyemployment. • Insubordination or other disrespectful conductWhile not intended to be an all-inclusive list, the examplesbelow represent behavior that is considered unacceptable • Violation of safety or health rulesin the workplace. Behaviors such as these, as well as otherforms of misconduct, may result in disciplinary action, up to • Smoking in the workplaceand including termination of employment: • Sexual or other unlawful or unwelcome harassment• Theft or inappropriate removal/possession of property • Excessive absenteeism or any absence without notice• Falsification of timekeeping records • Unauthorized use of telephones, computers, or other• Possession, distribution, sale, transfer, or use of alcohol or company-owned equipment illicit drugs in the workplace • Unauthorized disclosure of any confidential information• Fighting or threatening violence in the workplace This list is not exhaustive. Other forms of misconduct not listed above may also result in disciplinary action, up to and including termination of employment. If you have questions regarding White Arrow’s standards of conduct, please direct them to your supervisor.WORKPLACE ETIQUETTEWhite Arrow strives to maintain a positive work environment • Return copy machine and printer settings to their defaultwhere employees treat each other with respect and courtesy. settings after changing them.Sometimes issues arise when employees are unaware thattheir behavior in the workplace may be disruptive or annoying • Replace paper in the copy machine and printer paper traysto others. Many of these day-to-day issues can be addressed by when they are empty.politely talking with a co-worker to bring the perceived problem tohis or her attention. In most cas-es, common sense will dictate an • Keep the area around the copy machine and printers orderlyappropriate resolution. White Arrow encourages all employees to and picked up.keep an open mind and gra-ciously accept constructive feedbackor a request to change be-havior that may be affecting another • Be careful not to take or discard others’ print jobs or faxes whenemployee’s ability to concen-trate and be productive. collecting your own.The following workplace etiquette guidelines are not necessarily • Avoid public accusations or criticisms of other employees.intended to be hard and fast work rules with disciplinary conse- Address such issues privately with those involved or yourquences. They are simply suggestions for appropriate workplace supervisor.behavior to help everyone be more conscientious and considerateof co-workers and the work environment. Please contact the Hu- • Try to minimize unscheduled interruptions of other employ-eesman Resources Department if you have comments, concerns, or while they are working.suggestions regarding these workplace etiquette guidelines. • Communicate by email or phone whenever possible, instead of walking unexpectedly into someone’s office or workspace. • Be conscious of how your voice travels, and try to lower the volume of your voice when talking on the phone or to others in open areas. • Keep socializing to a minimum, and try to conduct conversa- tions in areas where the noise will not be distracting to oth-ers. • Minimize talking between workspaces or over cubicle walls. Instead, conduct conversations with others in their work-space. • Try not to block walkways while carrying on conversations. • Refrain from using inappropriate language (swearing) that others may overhear. • Monitor the volume when listening to music, voice mail, or a speakerphone that others can hear. • Clean up after yourself and do not leave behind waste or discarded papers. 19

Etiquette DRUG FREE WORKPLACE WORKPLACE VIOLENCE PREVENTION White Arrow is committed to being a drug-free and safe White Arrow is committed to preventing workplace workplace. Our employees must be physically and mentally violence and to maintaining a safe work environment. fit to perform their duties in a safe and efficient manner. White Arrow has adopted the following guidelines to deal Therefore, no employee shall work or report to work with intimidation, harassment or other threats of or actual while under the influence of alcohol, illegal drugs, or any violence that may occur onsite or offsite during work-related substance that would affect his/her ability to perform the job activities. in a safe and efficient manner. All full- and part-time, active employees, customers, No employee shall consume, display, or have in his/her vendors and business associates should be treated with possession, including the workplace or in Company vehicles, courtesy and respect at all times. Employees are expected alcoholic beverages or illegal drugs at any time during the to refrain from fighting, “horseplay” or other conduct that workday, including during lunch, breaks, and on-call hours. may be dangerous to others. Conduct that threatens To do so could jeopardize the safety of other employees, intimidates or coerces another employee, customer, vendor Company equipment, and the Company’s relations with the or business associate will not be tolerated. White Arrow public, and is a prime cause for disciplinary action, up to and resources may not be used to threaten, stalk or harass including discharge. The exception to this rule is when the anyone at or outside the workplace. White Arrow treats Safety Manager at Company functions or other business threats coming from an abusive personal relationship as it activities, authorizes consumption of alcoholic beverages. does other forms of violence. To protect the best interests of employees and the public, Indirect or direct threats of violence, incidents of actual the Company will take whatever measures are necessary violence and suspicious individuals or activities should to determine if alcohol or illegal drugs are located on or are be reported as soon as possible to a supervisor, security being used on Company property. Measures that may be personnel, human resources (HR), member of the White used will include but not be limited to searches of people Arrow safety team or any member of senior management. and of personal property located on Company premises, When reporting a threat or incident of violence, the which may be conducted by law enforcement authorities employee should be as specific and detailed as possible. or by management, as well as drug and /or alcohol tests Employees should not place themselves in peril, nor should to be conducted when there is reasonable suspicion of they attempt to intercede during an incident. substance abuse. Investigations and Enforcement When urinalysis and/or blood tests are requested or necessary, samples will be taken under the supervision White Arrow will promptly and thoroughly investigate all of an appropriate health-care professional. The above- reports of threats of violence or incidents of actual violence mentioned searches and drug tests will not be conducted if and of suspicious individuals or activities. The identity of an individual refuses to submit; however, refusal to submit the individual making a report will be protected as much as will result in immediate removal from service and may result possible. White Arrow will not retaliate against employees in termination. making good-faith reports of violence, threats or suspicious individuals or activities. To maintain workplace safety and Under the Drug Free Workplace Act, if you perform work the integrity of its investigation, White Arrow may suspend for a government contract or grant, you must notify White employees suspected of workplace violence or threats of Arrow if you have a criminal conviction for drug-related violence, either with or without pay, pending investigation. activity that happened at work. You must make the report within five (5) days of the conviction. Anyone found 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. SECURITY INSPECTIONS White Arrow wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, White Arrow prohibits the possession, transfer, sale, or use of such materials on its premises. White Arrow requires the cooperation of all employees in administering this policy. Desks, lockers, and other storage devices may be provided for the convenience of employees but remains the sole property of White Arrow. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of White Arrow at any time, either with or without prior notice. You should have no expectation of privacy when using the Company property.20

SEXUAL AND OTHER UNLAWFUL HARASSMENT EtiquetteWhite Arrow is committed to a work environment in which all • Suggestive or sexually explicit posters, calendars,individuals are treated with respect. White Arrow expressly photographs, graffiti, or cartoonsprohibits discrimination and all forms of employee harassmentbased on race, color, religion, sex, national origin, age, • Making or threatening reprisals after a negative responsedisability, military or veteran status, or status in any group to sexual advances.protected by state or local law. • Visual conduct that includes leering, making sexualSexual harassment is a form of discrimination and is prohibited gestures, or displaying of sexually suggestive objects orby law. For purposes of this policy sexual harassment is pictures, cartoons or posters.defined as unwelcome sexual advances, requests for sexualfavors, and other verbal or physical conduct of a sexual nature • Verbal sexual advances or propositions.when this conduct explicitly or implicitly affects an individual’semployment, unreasonably interferes with an individual’s • Physical conduct that includes touching, assaulting, orwork performance, or creates an intimidating, hostile, or impeding or blocking movementsoffensive work environment. Unwelcome sexual advances(either verbal or physical), requests for sexual favors, and • Any other visual, verbal, or physical conduct or behaviorother verbal or physical conduct of a sexual nature constitute deemed inappropriate by the companysexual harassment when: (1) submission to such conductis made either explicitly or implicitly a term or condition of Harassment on the basis of any other protected characteristicemployment; (2) submission or rejection of the conduct is is also strictly prohibited. The Company prohibits harassmentused as a basis for making employment decisions; or, (3) based on race, color, religion, national origin, age, or disability.the conduct has the purpose or effect of interfering with work Such harassment may include, but is not necessarily limitedperformance or creating an intimidating, hostile, or offensive to, derogatory remarks, jokes, and comments based on thesework environment. characteristics. It may also include physical intimidating behavior. Retaliation Prohibited:• Sexual harassment may include a range of behaviors and White Arrow expressly prohibits retaliation against any may involve individuals of the same or different gender. individual who reports discrimination or harassment, These behaviors include, but are not limited to: or assists in investigating such charges. Any alleged incidents of retaliation should be immediately reported• Unwanted sexual advances or requests for sexual favors. using the complaint procedure described above. Any form of retaliation is considered a direct violation of this policy• Sexual or derogatory jokes, comments, or innuendo and, like discrimination or harassment itself, will be subject to disciplinary action, up to and including termination of• Unwelcomed/physical interaction employment.• Insulting or obscene comments or gestures• Offensive email, voicemail, or text messagesWORKPLACE RELATIONSHIPSWorkplace relationships are permitted only under the following circumstances:• Both parties must mutually consent to the relationship• Both parties may not work in the same department• The relationship may not affect work performance (of those involved and of co-workers)• The relationship does not negatively impact the work environment• Involved parties must act professionally while on• White Arrow premises. Behavior that is construed as offensive, obscene, threatening, uncomfortable, or disruptive to other employees is prohibited.If it is found that a workplace relationship results in decreased productivity among involved parties or thatthe relationship has negatively impacted the work environment, one or both parties may be transferred,asked to resign, and subject to disciplinary action, up to and including termination of employment.Romantic relationships involving supervisors and subordinates are not permitted. Due to issues relating tothe use of one’s power to coerce or intimidate the other, or the increased possibility of favoritism and bias,even if consensual, supervisor-subordinate relationships are prohibited.If you are in a romantic relationship with a fellow employee, we ask that you disclose the relationship toyour supervisor or Human Resources. 21

Etiquette PROGRESSIVE DISCIPLINE The purpose of this policy is to state White Arrow’s position Progressive discipline means that, with respect to most on administering equitable and consistent discipline for disciplinary problems, these steps will normally be followed: a unsatisfactory conduct in the workplace. The best disciplinary first offense may call for a verbal warning; a next offense may measure is the one that does not have to be enforced and be followed by a written warning; another offense may lead comes from good leadership and fair supervision at all to a suspension; and, still another offense may then lead to employment levels. termination of employment. However, this complaint process will not be handled in all cases. White Arrow’s own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary White Arrow recognizes that there are certain types of actions are prompt, uniform, and impartial. The major purpose employee problems that are serious enough to justify an of any disciplinary action is to correct the problem, prevent immediate written warning, suspension, or, termination of recurrence, and prepare the employee for satisfactory service employment, without going through the usual progressive in the future. discipline steps. Although employment with White Arrow is based on mutual While it is impossible to list every type of behavior that may consent and both the employee and White Arrow have the be deemed a serious offense, the Employee Conduct and right to terminate employment at will, with or without cause or Work Rules policy includes examples of problems that may advance notice, White Arrow may use progressive discipline result in immediate suspension or termination of employment. at its discretion. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that Disciplinary action may call for any of four steps – verbal will trigger progressive discipline. warning, written warning, suspension with or without pay, or By using progressive discipline, we hope that most employee termination of employment – depending on the severity of problems can be corrected at an early stage, benefiting both the problem and the number of occurrences. There may be the employee and White Arrow. circumstances when one or more steps are bypassed.22

EtiquettePROBLEM RESOLUTIONWhite Arrow is committed to providing the best possible working present problem to Human Resource Department or any otherconditions for its employees. Part of this commitment is encouraging member of management.an open and frank atmosphere in which any problem, complaint,suggestion, or question receives a timely response from White 2. Supervisor responds to problem during discussion or afterArrow supervisors and management. consulting with appropriate management, when necessary. Supervisor documents discussion.White Arrow strives to ensure fair and honest treatment of allemployees. Supervisors, managers, and employees are expected 3. Employee presents problem to Human Resource Department ifto treat each other with mutual respect. Employees are encouraged problem is unresolved.to offer positive and constructive criticism. 4. Human Resource Department counsels and advises employee,If employees disagree with established rules of conduct, policies, assists in putting problem in writing and visits with employee’sor practices, they can express their concern through the problem manager if necessary.resolution procedure. No employee will be penalized, formally orinformally, for voicing a complaint with White Arrow in a reasonable, 5. Employee presents problem to the President in writing.business-like manner, or for using the problem resolution procedure. 6. The President reviews and considers problem. The PresidentIf a situation occurs when employees believe that a condition of informs employee of decision and forwards copy of writtenemployment or a decision affecting them is unjust or inequitable, response to Human Resource Department employee’s file. Thethey are encouraged to make use of the following steps. The President has full authority to make any adjustment deemedemployee may discontinue the procedure at any step. appropriate to resolve the problem.1. Employee presents problem to immediate supervisor after Not every problem can be resolved to everyone’s total satisfaction, incident occurs. If supervisor is unavailable or employee believes but only through understanding and discussion of mutual problems it would be inappropriate to contact that person, employee may can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone’s job security. 23

FACILITIES AND LOCATIONSCorporate Office Montebello CA, Terminal Secaucus NJ, Terminal500 Citadel Drive 824 S. Vail Ave 630 New County RoadSuite 200, Los Angeles, CA 90040 Montebello, CA 90640 Secaucus, NJ 07094Phone: 800-501-5589 Portland OR, Rail Yard Stockton CA, TerminalForest View IL, Terminal 5949 N. Basin Ave. 2402 South California Street5502 West 47th Street Portland, OR 97208 Stockton, CA 95206Chicago, IL 60638