Welcome to BAN Electric Service!

We are excited to have you be part of our team. We hope that your experience here will be challenging, enjoyable, and rewarding. Employees should familiarize themselves with the contents of the Employee Handbook as soon as possible, for it will answer many questions about employment with BAN Electric Services.

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

All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence. If BAN Electric Services determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period.

Upon satisfactory completion of the introductory period, employees enter the “regular” employment classification.

Your relationship with BAN Electric is that of an employee-at-will. Your job status does not guarantee employment for any specific length of time. Your employment with BAN Electric is entered voluntarily and both you and BAN Electric are free to end the employment relationship at any time, for any reason, with or without cause, or advance notice.

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at BAN Electric will be based on merit, qualifications, and abilities. BAN Electric is an equal employment opportunity employer and do not discriminate against any person because of race, color, creed, religion, sex, national origin, disability, legal working age or any other characteristic protected by law (referred to as “protected status” This nondiscrimination policy extends to all terms, conditions and privileges of employment as well as the use of all company facilities, participation in all company-sponsored activities, and all employment actions such as promotions, compensation, benefits and termination of employment.

The successful business operation and reputation of BAN Electric is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and let of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of BAN Electric is dependent upon our customers’ trust and we are dedicated to preserving that trust. Employees owe a duty to BAN Electric customers to act in a way that will merit the continued trust and confidence of the public.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework with which BAN Electric wished the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Transactions with outside firms must be conducted within a framework established and controlled by the executive level of BAN Electric.

Business dealings with outside firms should not result in unusual games for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit either the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive level approval.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of BAN Electric’s business dealings. For the purpose of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

No “presumption of guilt” is created by the more existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of BAN Electric as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which BAN Electric does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving BAN Electric.

Employees may hold outside jobs as long as they meet the performance standards of their job with BAN Electric. All employees will be judged by the same performance standards and will be subject to BAN Electric’s scheduling demands, regardless of any existing outside work requirements.

If BAN Electric determines that an employee’s outside work interferes with performance or the ability to meet the requirements of BAN Electric as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with BAN Electric.

Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside BAN Electric for materials produced or services rendered while performing their jobs.

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

• Customer Lists
• Customer Preferences
• Financial Information
• Labor Relations Strategies
• Marketing Strategies
• New Materials Research
• Non-Compete Clause 5 Years after Leaving BAN Electric
• Pending Projects and Proposals
• Proprietary Production Processes
• Research and Development Strategies
• Scientific Data
• Scientific Formulae
• Scientific Prototypes
• Technological Data
• Technological Prototypes

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. A formal written performance evaluation will be conducted at the end of the 90 day of employment. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

Performance evaluations are performed 90 days after an employee is hired. Additionally, a second performance evaluation will be held annually coinciding generally with the anniversary of the employee’s original date of hire.

Merit-based pay adjustments may be awarded by BAN Electric Services in an effort to recognize truly superior employee performance. The decision to award such an adjustment is dependent upon numerous factors, including the information documented by this formal performance evaluation process.

Eligible employees at BAN Electric Services are provided several benefits. A number of the programs (such as Social Security, workers’ compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.

The following benefits programs are available to eligible employees:

• Medical, Dental, Vision Insurance
• Direct Deposit
• Vacation Time
• Uniforms

BAN Electric Services will grant holiday time off to all active “regular” employees on the holidays listed below:

• New Year’s Day (January 1)
• Memorial Day (last Monday in May)
• Independence Day (July 4)
• Labor Day (first Monday in September)
• Thanksgiving (fourth Thursday in November)
• Christmas (December 25)

BAN Electric will grant paid holiday time off to all eligible employees who have completed 90 calendar days of service in an eligible employment classification. Holiday pay will be calculated based on the employee’s straight-time pay rate (as of the date of the holiday) times the 6

number of hours the employee would otherwise have worked on that day. Eligible employee classification(s):

If a recognized holiday falls during an eligible employee’s paid absence (e.g., vacation, sick leave), the employee will be ineligible for holiday pay.

If eligible nonexempt employees work on a recognized holiday, they will receive holiday pay plus wages at their straight-time rate for the hours worked on the holiday.

Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.

Paid Time Off (PTO) with pay is available to eligible employees to provide opportunities for rest, relaxation, and personal pursuits. Employees in the following employment classification(s) are eligible to earn and use paid time off as described in this policy:

• Regular full-time employees, after 90 days of employment.

The amount of PTO employees receive each year increases with the length of their active employment as shown in the following schedule:

• Upon initial eligibility, the employee is entitled to 5 PTO days each year, accrued weekly at the rate of .77 hours (:46
• After 2 years of eligible service the employee is entitled to 10 PTO days each year, accrued weekly at the rate of 1.54 hours (1:32
• After 5 years of eligible service the employee is entitled to 15 PTO days each years, accrued weekly at the rate of 2.31 hours (2:18

Once employees enter an eligible employment classification, they begin to earn PTO according to the schedule. However, before PTO can be used, a waiting period of 90 calendar days must be completed. After that time, employees can request use of earned PTO.

Upon termination of employment, employees will be paid for unused PTO that has been earned through the last day of work. However, if BAN Electric Services, in its sole discretion, terminates employment for cause, forfeiture of unused PTO may result.

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

Overtime work must always be approved before it is performed.

Time is to be submitted on an official BAN Electric Service weekly time sheet. Complete all areas requested and sign your time sheet.

Time sheets are due to BAN Electric Services office by the end of business Mondays.

If time sheets are to be submitted earlier due to an upcoming holiday, then employees will be notified prior to the due date.

BAN Electric Services does not provide pay advances on unearned wages to employees.

BAN Electric Services offers health insurance coverage for you and your dependents after 60 days of employment. BAN Electric Services offers two plans to choose from and will pay for 50% of the monthly premium for the employee. All added dependents are at 100% cost to the employee. The monthly premium will be deducted from each weekly paycheck.

All overtime work must receive supervisor’s prior authorization.

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

All employees are paid weekly every Friday. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

In the event that a regularly scheduled payday falls on a day off such as a holiday, employees will receive pay on the last day of work before the regularly scheduled payday.

Employees will receive pay directly deposited into their bank accounts. Employees will receive an itemized statement of wages via email.

BAN Electric Services takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.

In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the BAN Electric Services office personnel. 8

To maintain a safe and productive work environment, BAN Electric Services expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on BAN Electric Services. In the rare instances when employee cannot avoid being late to work or are unable to work as scheduled, they should notify via phone call (not by text) to the following as soon as possible in advance of the anticipated tardiness or absence.

• BAN Electric main office line: 303-424-1964 (leave message if no one answers)
• Field foreman you have been working with

If you do not inform your supervisor/Foreman and the main office line, your tardiness or absence will be considered an unapproved, unscheduled absence. If you fail to notify your supervisor, you will be considered to have abandoned your job. These rules will be enforced uniformly on a non-discriminatory basis. Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

To assist in providing a safe and healthful work environment for employees, customers, and visitors BAN Electric provides information to employees about workplace safety and health issues through regular internal communication.

Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must comply with all occupational safety and health standards and regulations

In the event of an on-the-job-injury, please consult with your foreman Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report to, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including suspension and/or termination of employment.

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

Please notify your supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need 9

for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee’s responsibility for maintenance and care of equipment or vehicles used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment.

Company vehicles are prohibited for personal use and/or outside of work hours.

Employees are responsible for items issued to them by BAN Electric Services or in their possession or control, such as the following:

• Credit Cards
• Electronics
• Equipment
• Keys
• Manuals
• Security Passes
• Tools
• Vehicles
• Written Materials
• Uniforms

Employees must return all BAN Electric Services property immediately upon request or upon termination of employment. Where permitted by applicable laws, BAN Electric Services may withhold from the employee’s check or final paycheck the cost of any items that are not returned when required. BAN Electric Services may also take all action deemed appropriate to recover or protect its property.

It is the responsibility of each employee to follow city parking rules. In the event an employee receives a parking violation it is the employee’s responsibility to pay that parking violation before the due date listed on the violation. If the parking violation is not paid by the due date and BAN Electric Services receives a notice and late fee, then the fee will be deducted out of the employee’s paycheck.

To provide for the safety and security of employees and the facilities of BAN Electric Service job sites, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects 10

confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

To ensure orderly operations and provide the best possible work environment, BAN Electric Services expect employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

• Supplying false or misleading information when applying for employment or during employment
• Personal use of company gas or credit cards
• Personal use of company vehicles
• Theft or inappropriate removal of possession of property
• Falsification of timekeeping records
• Working under the influence of alcohol or illegal drugs
• Possession, distribution, sale, transfer, or use

It is BAN Electric Services desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a safe and satisfactory manner.

While on BAN Electric Services premises and while conducting business-related activities off BAN Electric premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.

If BAN Electric Services has a Drug Free Workplace Program, or if you are in a position requiring drug testing under state or federal law, you will be subject to drug testing under certain circumstances, in accordance with applicable laws. In this event, you will either have the opportunity to review or will receive a copy of the Drug Free Workplace policy.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment. Such violations may also have legal consequences.

Under the Drug-Free Workplace Act, an employee who performs work for a government contract or grant must notify BAN Electric Services of a criminal conviction for drug-related activity occurring in the workplace. The report must be made within five days of the conviction. 11

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image BAN Electric Services present to customers and visitors.

If your supervisor feels your personal appearance is inappropriate, you may be asked to leave the workplace until you are properly dressed or groomed. Under such circumstance, you will not be compensated for the time away from work.

The following personal appearance guidelines should be followed:

• Company provided shirts must be worn at customer workplace.
• Shoes must provide safe, secure footing, and offer protection against hazards.
• Mustaches and beards must be clean, well trimmed, and neat.
• Offensive body odor and poor personal hygiene is not professionally acceptable.
• Jewelry should not be functionally restrictive, dangerous to job performance, or excessive.
• Clothing must be clean/laundered daily

Resignation is a voluntary act initiated by the employee to terminate employment with BAN Electric Services. Although advance notice is not required, BAN Electric Services requests at least 2 weeks’ written resignation notice from all employees.

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:

• Resignation – voluntary employment termination initiated by the employee.
• Discharge - involuntary employment termination initiated by the organization.
• Layoff – involuntary employment termination initiated by the organization for non disciplinary reasons.

Since employment with BAN Electric is based on mutual consent, both the employee and BAN Electric Services have the right to terminate employment at will, with our without cause, at any time.

BAN Electric is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:

• Unwanted sexual advances.
• Offering employment benefits in exchange for sexual favors.
• Making or threatening reprisals after a negative response to sexual advances.
• Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters.
• Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
• Verbal sexual advances or propositions.

For good consideration and as an inducement for BAN Electric Services to employ employee), the undersigned employee hereby agrees not to directly or indirectly compete with the business of the Company and its successors and assigns during the period of employment and for a period of 5 years following termination of employment and not withstand the cause or reason for termination.

The term “not compete” as used herein shall mean that the Employee shall not own, manager, operate, consul, or to be employed in business substantially similar to, or competitive with, the present business of the company or such other business activity in which the company may substantially engage during the term of employment.

The employee acknowledges that the company shall or may in reliance of this agreement provided employee access to trade secrets, customers, and other confidential data and good will. Employee agrees to retain said information as confidential and not to use said information on his or her own behalf or disclose same to any third party.

This non-compete agreement shall extend only for a radius of 50 miles from the present location of the company and shall be in full force and effect for five years, commencing with the date of employment termination.

This agreement shall be binding upon and inure to the benefit of the parties, their successors, assigns, and personal representatives.

The employee handbook describes important information about my employment with BAN Electric Services and I understand that I should consult with my supervisor or call the main office regarding any questions not answered in these policies. I have entered into my employment relationship with BAN Electric Services voluntarily and acknowledge that there is no specified length of employment. Accordingly, either BAN Electric Services or I can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are subject to change, I acknowledge that revisions to the handbook may occur, except to the policy employment at will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies.

Only BAN Electric Services has the ability to adopt any revisions to the policies in this handbook.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.