ITU AbsorbTech Employee Handbook

Updated 1/1/2019 Employee Handbook

Welcome to ITU AbsorbTech This handbook is designed to acquaint you with ITU AbsorbTech and

Policies and procedures outlined in this handbook are subject to change or modification at the Company’s discretion at any time. ITU AbsorbTech reserves the right to change, modify, or eliminate any policy or procedure in this handbook at any time and to hire, transfer, promote, discipline, terminate, and otherwise manage its employees as it deems appropriate. You are responsible to read, understand and comply with the provisions of this handbook. Our objective is to provide you with a work environment that is constructive to both personal and professional growth. If you have a question at any time, do not hesitate to contact your supervisor, department manager, or any member of Human Resources (HR).

provide you with general information about working conditions, benefits and references some of the most important Company policies affecting your employment. The information contained in this handbook applies to all employees of ITU AbsorbTech. Following the policies detailed or referenced within the handbook is considered a condition of employment. The contents of this handbook shall not constitute nor be construed as a promise of employment, or as a contract between ITU AbsorbTech and any of its employees. The handbook is a summary of our policies, which are presented here only as a matter of information. Current copies of policies can be accessed on our Company intranet website or by requesting copies from Human Resources.

TABLE OF CONTENTS HERE

This Handbook supersedes all previous versions.

We think your future is bright.

© October 2018

An Introduction

Our Vision All locations within ITU AbsorbTech make up one business enterprise. We are combined in pursuit of common objectives under one philosophy of business and are included when referring to “the Company.” measure improvement in the satisfaction of customers through on-going product and service development. • Recruit and develop individuals who take responsibility for personal safety, job performance, and personal skills development who actively participate in perpetually-improving customer satisfaction profitably; and who work well in a supportive team environment. We recognize and honor those who excel in achieving this vision. • Operate with defined and measured goals, product standards, systems, personal performance expectations and feedback, and career development plans for our leaders. • Expand to additional geographic U.S. market areas with profitable revenue growth in our “environmental products” and other industrial laundry products and services; in a variety of service formats. Commitment to Safety ITU AbsorbTech believes that Accidents Are Unacceptable, and is committed to the goal of having no one injured while on the job. ITU AbsorbTech will: • Operate with methods designed to

“Accidents Are Unacceptable” means: • The belief that preservation of each employee’s well-being is an employee’s obligation to themselves and their peers, and the Company’s obligation to its employees. • Accepting safety leadership and safe work practices as your primary job responsibility to support a culture where accidents must be prevented. • Applying that leadership by holding others responsible to the highest standards of safe work practices. • Immediately correcting unsafe conditions and applying the solutions to identical or similar processes and functions throughout the Company. • Communicating with employees and coworkers daily to assure the culture and high expectations are spread throughout the organization. • Responding to injuries or accidents with the thought process that they cannot and will not happen again. • Believing that all workplace injuries are preventable through eliminating hazards and modifying unsafe behaviors – not only are workplace injuries preventable, these injuries are unacceptable. • Embracing the philosophy that our safety culture begins with EACH employee and includes ALL employees helping each other. Using Team Play principles to support our attainment of our safety • performance objectives. We expect clear communication; both positive and negative, regarding safety opportunities from all employees. We will maintain a safe work environment through all employees by: • Requiring all employees take responsibility for their personal safety. • Not tolerating circumstances or actions that endanger others. • Ensuring proper and consistent training in

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employee is encouraged and expected to ask questions concerning their job responsibilities and to determine if s/he is satisfied with the position. Open Door Policy In order to foster an environment where employees and management feel comfortable communicating with and voicing concerns to one another, the Company uses an Open Door Policy. This policy means that all of the managers’ doors are open to all of the employees and employees are free to talk with management at any time. Please consider the following in regard to this policy: • You are responsible for addressing concerns with a manager, from complaints to suggestions and observations. Addressing these concerns allows the Company to improve and explain practices, processes and decisions. • We recommend that you first discuss concerns with your immediate Manager, but the Open Door Policy also gives you the option of discussing them with higher management and/or Human Resources. All of these parties are willing to listen to the issue and assist in a resolution. When you have a concern, Company policy allows for the following procedure to get you resolution as quickly as possible. • See your immediate supervisor and inform him or her that you have a concern; present your facts, concerns, etc. as clearly as possible. Feel free to discuss the matter openly and ask questions as needed. If your issue is unresolved, s/he will follow-up or refer you to another his or

pricing and contract terms. • Maintain a well-trained, professional staff that understands the importance of prompt customer service. • Open our facilities to customer visits at any time. • Continually measure customer satisfaction and apply what we learn to improve our business. • Apply improvements in process efficiency and technology that allow us to provide maximum customer service at the lowest possible cost. • Maintain the flexibility necessary to provide customized service. Modify existing services or create new ones to better meet our customers’ requirements. • Convey important and accurate cost, usage and regulatory information to our customers. Onboarding Period Over- view All employees hired by ITU AbsorbTech undergo a 60-day Onboarding Period. Some positions have an extended Onboarding Period that, if applicable, is defined in your employment offer letter. The Onboarding Period is both for you to observe the Company and for us to more closely observe you and how well you fit into our organization. During the Onboarding Period, the employee will undergo Company orientation and job training as directed by the employee’s manager. The employee’s manager will also monitor the employee’s performance. The

safe work practices. • Applying safe methods and using proper Personal Protective Equipment (PPE). • Reducing the potential for injury by reporting all ‘near misses,’ thoroughly investigating all incidents and implementing effective corrective actions. • Adopting safe practices on and off the job in order to create a positive attitude of safety awareness and injury prevention. Commitment to Quality We believe that the long-term success of our organization depends on continuously seeking and implementing improvement in all our functions. By adhering to constantly updated written standards and procedures, ITU AbsorbTech strives to meet or exceed customer expectations. We are committed to providing the best value to our customers through: • The use of superior-quality products; • The highest consideration for and responsiveness to customer needs; • Hiring and retaining skilled people who act, look, speak, and think as professionals; and • Consistently meeting our standards with uncompromising honesty and integrity. Commitment to Employ- ees

ITU AbsorbTech provides an environment to support your professional growth and job satisfaction. We are strong believers in Team Play. We believe in working as a team, where each team member knows what is expected and is given consistent, useful feedback on their own work performance. We expect every person associated with ITU AbsorbTech to behave honestly, ethically and with respect and consideration for others. development. Our team members are encouraged to develop their skills and to advance into positions of greater responsibility. Team members are expected to take responsibility for expanding their knowledge through AbsorbUSM, educational programs, coaching, and constructive performance feedback. team performance. They are expected to use all tools and resources available to them to improve customer satisfaction, safety practices, Company growth and profitability. Commitment to Custom- ers ITU AbsorbTech is committed to exceeding customer expectations. We will: • Deliver Genuine Service Excellence throughout our customer base. • Maintain our customer partnerships so that both parties benefit. Specify responsibilities and clearly state billing, We foster an atmosphere that is friendly to the pursuit of personal and professional We expect all team members to continuously pursue improvements in both personal and

her immediate supervisor. • When it is not possible to present your concern to your immediate supervisor, or when your supervisor is unable to resolve your concern, you may then present the issue to your supervisor’s manager. Inform your supervisor that you plan to speak with a higher level of authority. S/ he can arrange a meeting for you upon request. ITU AbsorbTech wants to find a mutually satisfactory resolution. You may not always get the answer you want, but you should get a response that addresses your concern directly. If speaking to the next level does not resolve your concern, or in cases of termination, put the concern in writing - briefly state the facts and who you have seen and give the statement to a Human Resources Director for next-level review. HR will schedule a meeting with you to discuss the matter. In the case of termination of employment, further reviews may be requested at higher levels, up-to the President.

Employee Policies

201 Agreement barring unfair activities The nature of your position with ITU AbsorbTech may require you to sign an Agreement Barring Unfair Activities as a condition of your employment. Employees whose positions require this agreement will be notified on-or-before the first day of employment. Refusal to sign this agreement when required will result in your conditional offer of employment being rescinded. 202 Agreement for Confidentiality & Non-Dis- closure Employees are required to sign a Confidentiality and Non-Disclosure Agreement that acknowledges the proprietary and confidential information of ITU AbsorbTech; and explains employee responsibilities and consequences pertaining to the agreement. Refusal to sign this agreement when required will result in your conditional offer of employment being rescinded. 203 The Americans with Disabilities Act (ADA) The Company is committed to providing reasonable accommodations to all job applicants, part-time, full-time, and probationary employees with disabilities, including those accommodations related to pregnancy, childbirth, or common conditions related to pregnancy or childbirth.

This may include providing a reasonable accommodation where appropriate in order for an otherwise qualified individual to perform the essential functions of his or her job. It is your responsibility to notify Human Resources of your need for a reasonable accommodation. In response to a request for an accommodation, Human Resources may ask the requesting employee to provide documentation from the employee’s healthcare provider regarding the justification for the requested accommodation; the description of the reasonable accommodation medically advisable; and the probable duration of the reasonable accommodation. Once the information is received, Human Resources, the employee’s supervisor and the employee will engage in a timely, good faith, and meaningful exchange to determine if an effective reasonable accommodation is available. Reasonable accommodations might include, but are not limited to more frequent or longer breaks, assistance with manual labor, light duty assignments, temporary transfer to a less strenuous or hazardous position, the provision of an accessible worksite, acquisition or modification of equipment, job restructuring, a part-time or modified work schedule, and/or reassignment to a vacant position. The Company can offer a different accommodation as an alternative to the one that has been requested if the alternative is effective in meeting the employee’s needs. Please understand that an accommodation is not considered reasonable if it imposes an undue hardship or burden on the ordinary operation of the Company. If an employee has any questions about their reasonable advisable; the date the reasonable accommodation became medically

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decisions such as hiring, promotion, pay, or termination; or • The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

None of the information provided in our policies signifies a contractual agreement or should be interpreted to conflict with, eliminate or modify in any way your employment-at-will status with the Company. No written or oral statements made to the employee are to be interpreted to alter the at-will relationship between the employee and the Company. No individual (except for Jim Leef, the President of ITU AbsorbTech) can approve any kind of contractual agreement. Should a contractual agreement be signed by Jim Leef, it must also be notarized in order to be applicable. 206 Equal Opportunity Employer (EEO) Poli- cy Statement ITU AbsorbTech is committed to equal employment opportunity for employees and candidates for employment. We support and will cooperate in the implementation of applicable equal opportunity laws and executive orders in all of our employment policies, practices and decisions. ITU AbsorbTech does not discriminate against anyone based on race, color, ethnicity, religion, gender, sexual orientation, disability status or any other trait that is protected under local, state or federal law. In addition, we do not allow discrimination of any kind in the workplace. We are an equal opportunity employer and also take affirmative measures against discrimination in all aspects of employment and Company business. This policy applies not only to personnel decisions, but to all aspects of business.

accommodation rights, please see Human Resources. 204 Anti-Harassment Policy The Company condemns and prohibits harassment of an individual for reasons including, without limitation, that individual’s race, religion, color, creed, national origin, age, sex, ancestry, marital status, sexual orientation, disability, veteran status, or any other category protected by applicable federal, state, local law or ordinance. It is the policy of the Company and the law that all employees should be able to enjoy a work environment free from all forms of discrimination, including sexual harassment. Acts of discrimination by supervisors or co-workers, including sexual harassment, are strictly prohibited and may result in disciplinary action, up to and including termination. Sexual harassment is a form of misconduct that undermines the integrity of the employment relationship. No employee, either male or female should be subjected to unsolicited and unwelcome sexual overtures or conduct. Sexual harassment refers to behavior that is not welcome, that is personally offensive, that lowers morale and that, therefore, interferes with our work effectiveness. Sexual harassment is defined by the following criteria: • Submission to the conduct is made explicitly or implicitly a term or condition of employment; • Submission to or rejection of the conduct by the individual is used or threatened to be used as the basis for employment

policy may also be personally liable in any legal action brought against him or her.

Bullying in the Workplace. Bullying is a form of harassment, and is defined as “unwelcome or unreasonable behavior that demeans, intimidates or humiliates an individual or a group of individuals.” Bullying can be verbal or physical; occur as an isolated incident or as persistent incidents; and can be carried out directly or indirectly by a group or by an individual. Some examples of bullying include: • Abusive language • Unreasonable insults or criticism (especially in public) • Teasing and/or spreading rumors • Trivializing of work or achievements • Exclusion or isolation Bullying can have devastating results. If you witness bullying or suspect bullying is taking place, report it to your Manager and/or to Human Resources immediately. All suspected incidents of bullying are thoroughly investigated and disciplinary measures are taken accordingly. 205 At-Will Employment Statement While we hope to have a long relationship with you, your employment with ITU AbsorbTech (the Company) is voluntary and is subject to termination by you or the Company at will, with or without cause, and with or without notice, at any time. While the Company has a disciplinary system in place, this system does not have to be used—the Company may make the decision to terminate you without first taking any disciplinary steps.

Each employee is responsible for maintaining a discrimination free environment.

Harassment includes, but is not limited to: offensive and unwelcome sexual flirtations, advances, or propositions; repeated verbal abuse of a sexual nature; graphic or degrading comments about an individual or his/her appearance; the display of sexually suggestive objects or pictures; or any offensive or abusive physical contact. If an employee believes that he/she is the victim of violence or harassment, that employee should immediately report the incident to his/her immediate supervisor. If the immediate supervisor is involved in the reported conduct, or, if for some reason the employee feels uncomfortable about making a report to that supervisor, the report should be made to the next management level. All reports will be handled confidentially. The Company will investigate any such report and will take whatever corrective action is deemed necessary, including disciplining or discharging any individual who is believed to have violated this prohibition against harassment. Persons complaining of harassment will be protected from retaliation. The Company does not tolerate harassment of any kind and will take appropriate disciplinary action whenever such harassment is demonstrated, including immediate termination. Any individual who engages in such conduct contrary to this

Our commitment is to fully comply with the equal opportunity laws and principles. We

be used for legitimate business reasons and will not be disclosed to anyone who does not have a specific need to know. Employees’ addresses and phone numbers are not released by the Company except in very limited circumstances, such as legal requests. Forward any requests for employee information to Human Resources (HR); who will determine if the information can be released. is not discussed or repeated to anyone unless there is a specific business-related reason to do so. The employee is free to disclose his or her own condition if s/he wants, but Company representatives may not disclose medical information without the specific written authorization of the employee. Similarly, medical information about an employee that may be known to a manager Example: An employee tells their manager they need time off due to a medical condition. The manager must relay all the information to HR and payroll so a proper determination can be made for applying leave policies and procedures. People who work with the employee should only be told that the employee is out on medical leave, with no reference to the condition the employee has. Protected Health Information (PHI) Complaint Procedure. The term “Protected Health Information” (PHI) includes individually identifiable health information transmitted or maintained by a Company- sponsored health plan (insurance company, claims administrator or the plan sponsor), regardless of form (oral, written, and electronic). PHI does not include worker’s compensation information, First Aid logs, pre-hire physicals, or Family and Medical

ask that you respect those around you—co- workers, customers and management alike.

Any reports of discrimination are investigated and disciplinary measures are taken. Please communicate any questions or concerns that you have to Human Resources. 207 Immigration Reform & Control Act of 1986 (IRCA) The Immigration Reform and Control Act is an Act of Congress which reformed United States immigration law. The Act made it illegal to knowingly hire or recruit undocumented workers (immigrants who do not possess lawful work authorization), required employers to attest to their employees’ immigration status, and granted amnesty to undocumented workers who entered the United States before January 1, 1982 and had resided there continuously. Complying with IRCA requires all new hires to complete the I-9 Form and provide originals of the documents proving their eligibility for legal employment. The form and the documentation must be received in good order by the third day of employment. Any new hire failing to complete the I-9 Form within three days is terminated. 208 Privacy Policy At ITU AbsorbTech, we respect and safeguard the privacy of our employees and their personal information. Any personal information held by the Company will only

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We sustain a culture where accidents are unacceptable. Employee safety and well- being is our highest priority. We hire exceptional people and invest heavily in their success. The business succeeds as a result. Team Play is working together with co- workers, customers and suppliers to accomplish exceptional results.

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Our Business Tenets

We think your future is bright.

employees. • If you leave the Company in good standing, you may be considered for re- employment. • Except as required by law or by separate agreement, employee salary and benefits will end on the date of termination. • Upon resigning from ITU AbsorbTech, please continue to provide us with an accurate mailing address for at least one (1) calendar year for tax purposes. 210 Accidents Are Unacceptable employee’s well-being is an employee’s obligation to themselves and their peers, and the Company’s obligation to its employees. • Accepting safety leadership and safe work practices as your primary job responsibility to support a culture where accidents must be prevented. • Applying that leadership by holding others responsible to the highest standards of safe work practices. • Immediately correcting unsafe conditions and applying the solutions to identical or similar processes and functions throughout the Company. • Communicating with employees and coworkers daily to assure the culture and high expectations are spread throughout the organization. • Responding to injuries or accidents with the thought process that they cannot and will not happen again. • Believing that all workplace injuries are preventable through eliminating hazards and modifying unsafe behaviors – not only are workplace injuries preventable, “Accidents Are Unacceptable” means: • The belief that preservation of each

files. These files are secure and kept strictly confidential.

Leave Act forms.

weeks in advance. Of course, as much notice as possible is appreciated by ITU AbsorbTech and your co-workers. This notice should be in the form of a written statement. • When you plan to retire, we ask that you notify your manager of your anticipated departure date at least three-to-six months in advance. This notice should be in the form of a written statement. • If you fail to report to work for three (3) consecutive days without informing management of the absences, we assume that you have voluntarily resigned and your employment is terminated. • In the case of termination of employment or resignation with a minimum two-week notice, any unused vacation pay is paid out where Company policy provides. Unused sick days and personal days are not paid out upon termination or resignation. Any vacation, personal or sick time used in excess of accrued time will be deducted from your final paycheck given your prior written permission, as allowed by state law. • Any outstanding financial obligations owed to ITU AbsorbTech will also be deducted from your final check given your prior written permission, and as allowed by state law. If your final check does not sufficiently cover the money owed to the Company, you remain liable for that amount. • A meeting between you and your immediate manager may occur prior to your last day of work. Office keys, Company equipment, training materials, and building passes must be returned at this time, along with all other Company property and confidential information. • A health insurance extension of benefits under COBRA regulations is available and is offered via mail to eligible

PHI relates to your past, present or future physical or mental health or conditions; and the provision of healthcare to you or to the past, present or future payment for the provision of your healthcare. The Plan and its business associates will use PHI without your consent, authorization or opportunity to agree or object to carry out treatment, payment and healthcare operations as allowed under federal law. The Plan will not use your PHI for purposes not specifically allowed by the law without your consent. If you believe your medical privacy rights have been violated, you have the right to file a complaint with Human Resources or with the Office for Civil Rights. Retaliation or intimidation against you for making a complaint is strictly prohibited. Your complaint will be investigated and you will be informed of any remedial or disciplinary actions that are taken as a result of the investigation. Violators of this Privacy Policy are subject to appropriate disciplinary actions, up to and including termination of employment. If you think your PHI has been improperly disclosed without your consent, you have the right to file a complaint. Your complaint must be in writing and may be filed with our Human Resources department or with the health plan’s insurance carrier or claims administrator. All claims are investigated and any findings, determinations, and mitigating or disciplinary actions that result from the investigation are disclosed to you, the complainant. Any medical information kept on individual employees (pre-employment physical results, drug tests, working incidents, etc.) is stored separately from the personnel

You have the right to inspect and copy your medical information, to request corrections to your medical information, and to obtain a record of disclosures of your medical information. You also have the right to request that additional restrictions or limitations be placed on the use or disclosure of your medical information, or that communications about your medical information be made in different ways or at different locations. 209 Termination of Employment Policy Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are the most common circumstances (and definitions) under which employment is terminated: Resignation—voluntary employment termination initiated by an employee; typically with 2-3 weeks’ notice given to the Company with a resignation letter; Retirement – voluntary employment termination initiated by an employee, typically with 3-6 months’ notice given to the Company with a retirement notice letter. Job Abandonment – voluntary employment termination initiated by an employee caused by three days’ consecutive unexcused absences with no notice to management; Termination—involuntary employment termination initiated by ITU AbsorbTech. • If you wish to resign, we ask that you notify your manager of your anticipated departure date at least two-to-three

Workplace conduct & safety policies

301 Accident and Injury Reporting

All Power Industrial Truck, Fire, Spill, Property Damage incidents 302 Alcohol & Controlled Substance Abuse Policy ITU AbsorbTech is committed to maintaining a safe, healthy, and efficient working environment. The use, sale, possession, purchase, or transfer of drugs or the use of alcohol in the workplace poses unacceptable risks to safe and efficient operations. Employees are expected and required to report to work on time and in appropriate mental and physical condition. The unlawful use, possession, manufacture, distribution, or dispensation of illegal, and/ or prescription drugs on Company premises or while conducting Company business off premises is strictly prohibited. The Company conducts, as standard testing procedures, the following; pre-employment, post- employment and post-accident drug and alcohol testing. Employees whose physicians have prescribed medications that might adversely affect their ability to safely perform their work must provide a written statement from their doctors. The undisclosed use of legal drugs that could adversely affect their ability safely to perform their work is prohibited. The use of illegal substances and/or the improper use or abuse of prescription drugs is prohibited. This policy prohibiting workplace substance abuse is designed to ensure employee safety, reduce absenteeism and tardiness, improve productivity, and protect the Company’s status and reputation.

The Company expects employees to report near misses and first aid incidents to prevent injuries and support our Safety First culture. If an employee suffers an injury or accident of any kind on Company premises, or any place while on business for the Company, the employee must notify his/her manager at once. You MUST follow the proper reporting procedures and, if the situation requires it under our policy, submit to a drug or alcohol test if you are involved in an incident, injury, or accident while on the job. New employees are required to sign a copy of the Incident Reporting Instructions during their Safety Orientation. You may review Incident Reporting Work Instructions on the Company intranet. Report as Required - Notify your Supervisor / Manager of ALL incidents immediately. First Aid incidents - Managers: Follow First Aid Reporting - Supervisor and Manager in the Appendix A04 • Notify Human Resources immediately if there is a fatality or if an employee is admitted to a hospital. Managers must speak directly with a Corporate contact. • Contact medical facility to request drug and alcohol testing if hospitalization is not required. Vehicle incidents - Call police anytime there are injuries, other vehicles involved, or significant damage to vehicles or property (over $500) Injuries requiring medical attention - Managers:

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required.

safe work practices for tasks in their areas. Managers are responsible for creating and maintaining written job methods that detail the proper way to perform job tasks. Employees must receive appropriate, documented training on how to perform their tasks and operate equipment. Equipment must be kept in good working order, with all safeguards intact. Employees must report unsafe conditions and management must work to quickly correct and/or modify the circumstances to avert or minimize any risk of injury. Periodic retraining and testing are conducted to maintain and document understanding and skill levels. Employees are accountable for using PPE, safe work practices, and following written job methods to protect themselves, co workers and others. Employees who are uncertain of the proper procedures or who are expecting to perform a task that is new to them cannot begin the task until they receive Manager or peer task training and/or review and sign off on the written job method, if one exists. All employees are strongly encouraged to contribute suggestions for improving our work environment or methods. Employees are expected to promptly identify and/ or correct any safety hazards when encountered. Employees are strongly encouraged to remind those who work around them to use safe practices and follow all PPE requirements. Equally, we should be safety-aware both at work and home. 304 Corrective Disciplinary Progression

The policy applies to all ITU AbsorbTech employees (including contracted employees) and all job applicants. Violation of this policy will result in disciplinary action; up-to and including termination, as well as possible criminal consequences. Employees needing assistance to resolve substance abuse problems are encouraged to use our Employee Assistance Program (EAP). Information about current providers is available through HR. Conscientious efforts to seek and use such help will not jeopardize employees’ jobs and are not made a part of personnel records. Records of absences to seek treatment or insurance claims for covered treatment are maintained; however, although the reasons for the absences or claims are kept confidential and disclosed only on a need-to-know basis. 303 Corporate Health and Safety Policy At ITU AbsorbTech, safety and accident prevention is a top priority. We have already covered our philosophy that Accidents Are Unacceptable. We care about our employees and we want a workplace where safety is designed into job functions, is taught to new employees, and is conscientiously practiced by employees at all levels of the organization. As a team, we will make every effort to provide a safe and healthy work environment through awareness and training. Our goal is to provide detailed, written job methods where practical and prudent. When an incident does occur, we will review the circumstances to determine ways to prevent similar incidents in the future.

in every circumstance. The Company may make the decision to terminate your employment at-will; with or without cause. When used for progressive corrective discipline, the normal progression is:

District Managers, Route Managers, and Route Service and Sales Representatives: • ITU AbsorbTech furnishes clean work uniforms to you. The uniforms are worn at all times while you are on duty. These uniforms remain the property of the Company and must be returned if you leave the Company. You should wear a clean uniform every day. • Uniform shirts are designed to be tucked in. ITU AbsorbTech provides belts to our RSSRs and these are expected to be worn with the uniform pants. Pants that hang low or expose underwear and/or skin are unacceptable. • Approved, job-specific footwear must be worn. Footwear should be polished and clean. For route, brown or black shoes are acceptable. Hats must be ITU AbsorbTech issued. • Job-specific Personal Protective Equipment (PPE) must be worn, as required. • Business causal attire is appropriate for DMs and RMs when not on route. Clothing items purchased through the Safety Bucks program are acceptable except when on route. “On route” is defined as; when running a route or on a ride along. General, Account Executives and Office: • Business casual attire is appropriate in the office. Listed below is a general overview of some of the more common items that are not appropriate for the office. This list is not all-inclusive. • Slacks: Inappropriate items include jeans, sweatpants, wind suits, shorts, Bermuda shorts, bib overalls, spandex and pants with holes, frays, etc. Pants that hang low or expose underwear and/

• Verbal Warning • Written Warning • Three Day Layoff • Discharge

In the case of serious infractions, the normal progression may be bypassed and disciplinary action up-to and including discharge invoked, at the sole discretion of the Company. 305 Dress Code & Appearance Policy Every employee is expected to present a professional appearance. For specific dress code concerns, please see your immediate supervisor. Production, Maintenance, and Fleet Personnel: • ITU AbsorbTech furnishes clean work uniforms to you. The uniform is worn at all times while you are on duty. These uniforms remain the property of the Company and must be returned if you leave the Company. You should wear a clean uniform every day. • Clothing items purchased through the Safety Bucks program (i.e. t-shirts, tank tops, etc.) are acceptable to wear during hot weather as determined by management. • Approved, job-specific footwear must be worn when required. • Job-specific Personal Protective Equipment (PPE) must be worn, as

While the Company has a disciplinary system in place, this system is not used

All employees are responsible for using

confine all incoming and outgoing phone calls to their lunch and/or break time(s). Cell phones may not be used in Company restrooms or locker rooms. 308 Personal Protective Equipment (PPE) Reimbursement Policy ITU AbsorbTech has determined that certain job sites require personal protective equipment to guard against hazardous conditions. Personal protective equipment (PPE) is required whenever necessary by reason of hazards of processes, environment, chemicals, radiological hazards or mechanical irritants which are capable of causing injury or impairment through absorption, inhalation or physical contact. Personal protective equipment in use at ITU AbsorbTech, for which training in the proper use is required, includes, but is not limited to: hardhats, safety glasses, safety shoes, gloves, goggles, face shields, respirators, aprons, fall protection systems and confined space entry equipment. It is the employee’s responsibility to maintain all PPE equipment in a clean, sanitary, and functional manner. The cost of personal PPE equipment (i.e. safety glasses and shoes) may be shared by ITU AbsorbTech and the employee through our PPE Reimbursement Process, which may be accessed on the Company intranet. Managers are responsible to verify employees’ job assignments and PPE requirement(s); then forward the dated receipt(s) with employee name to payroll. Payroll is responsible to verify hire date,

or skin are unacceptable. • Shirts: Unacceptable items include sweatshirts, shirts with inappropriate slogans, pictures, tank tops, halter-tops and t-shirts. • Footwear: flip-flops and slippers are not acceptable. 306 Property Policies Personal Property - We expect our employees to be honest and ethical; however, ITU AbsorbTech is not responsible for the personal property of employees. Please use discretion in bringing valuables to work and in how you store them. Report any incident of dishonesty or theft to your manager. Company Property - An employee is expected to exercise due care in his or her use of ITU AbsorbTech property and to utilize such property only for authorized purposes. Replacement or repair charges may be imposed if there is misuse or negligence on the part of an employee using assigned property, as permitted by state law. Negligence in the care and use of Company property may also be cause for disciplinary action, up-to and including discharge. 307 Personal Phone Calls Phone calls during working hours are discouraged. ITU AbsorbTech will make every effort to immediately deliver messages of an emergency nature to employees. Except in emergencies, employees should

4 We support our local communities. Community involvement and charitable support creates strong bonds. 5 We are committed to environmental stewardship. Going above and beyond compliance helps to assure the future of our business and the environment.

6 Conservative financial decisions are the key to a strong business.

ITU AbsorbTech Business Tenets

We think your future is bright.

business operations or directing others to do so. • Use of offensive, profane or abusive language directed toward another individual while on Company premises, or while conducting company business. • Violations of Company policies on absences or tardiness, including gross abuse of paid time. • Lying and/or failure to cooperate during the course of an investigation. • Violating Company policies on discrimination and/or harassment on Company premises or when conducting Company business off premises. • Failure to observe Company rules, regulations, or generally accepted standards of conduct. • Disclosing confidential Company information. • Wearing improper attire or other violations of Company policy on dress and appearance. • Any illegal conduct on Company premises. Violation of the following work rules will subject an employee to progressive discipline under normal circumstances: 1. Employees must be at their workstation at starting time prepared to work, and shall remain working (except for regular duties conducted away from the workstation area connected with employee’s job) until the scheduled quitting or break time, unless excused by their supervisor. 2. Violating Company policies or practices. Engaging in any conduct, which creates a safety hazard. 3. Restricting production or interfering with others in the performance of their jobs. Engaging in disruptive behavior. 4. If an employee is unable to report for work due to illness or other justifiable

Employees are expected to conduct themselves in a positive manner in order to promote the best interests of the Company. Appropriate employee conduct includes, but is not limited to, the following examples: • Prompt and regular attendance. • Complete attention and efforts to work matters during work time. • Compliance with and support of Company safety and housekeeping rules. • Acceptable standards of work quality and quantity. • Individual integrity (i.e. employees will not falsify records, including time worked or misrepresenting reasons for absence, tardiness or eligibility for benefits.). • Conduct must be in a manner consistent with the rules of society and good, courteous business practices. • Compliance with and support of Company policies and procedures on discrimination and harassment. • Observe and comply with all laws. The orderly and efficient operation of our business requires employees to maintain discipline and proper standards of conduct at all times. This is to protect the health and safety of all employees, ensure uninterrupted progress at the jobsites and to protect the Company, its operations and property. The Company has the following Rules and Regulations, for your information, to minimize the likelihood of becoming subject to disciplinary action. Employees failing to maintain proper standards of conduct, or who violate any of the following rules and regulations are subject to disciplinary action. • Any act that endangers the health, safety, or the lives of others. Violation of safety, health and personal protection

determine reimbursement eligibility, and process reimbursement payment(s). 309 Physical Examinations ITU AbsorbTech may require a mandatory, job-related medical examination when there is a need to determine if an employee can perform the essential functions of his or her position. This exam will identify physical limitations or restrictions. In the case of post-accident and/or reasonable suspicion protocols, employees are required to submit to a drug and alcohol screening along with the above-mentioned job-related medical examination before being reinstated to work. Mandatory medical examinations and drug/alcohol screenings are paid by the Company; and the records from these medical examinations are kept confidential. 310 Standards of Conduct, Rules and Regula- tions ITU AbsorbTech employees are expected to conduct themselves in a professional, ethical manner. We expect dealing with customers and employees at any level to be straight-forward and done with respect for the other parties. We expect our employees to treat co-workers and customers like the valuable assets they are. Workplace behavior that is unprofessional or unethical will not be tolerated.

rules. • Engaging in any workplace violence, threats of violence, fighting, horseplay, malicious pranks, profanity or conduct. • The use or possession of illegal firearms, ammunition, weapons of any kind, fireworks or any type of explosive device. • The use, possession, being under the influence, or having a detectable level of intoxicating beverages, narcotics, or any illegal substance on Company premises or while performing any company business. • Reporting or being a party to a report of a false fire alarm or bomb threat on any Company premises. • Falsifying or asking another employee to falsify any Company records or reports, including but not limited to personnel, • False statements or material omissions in the application for employment and/or curriculum vitae. • Insubordinate conduct or failure/refusal to follow a supervisor’s order. Refusing to follow management’s direction or instruction. • Theft, misuse, destruction, deliberate damage or unauthorized removal from the premises of Company property or the property of others including company vehicles. • Horseplay involving physical assaults or injury. • Inappropriate sexual behavior, or conduct of a sexual nature. • Threatening, intimidating, harassing, or otherwise interfering with the rights of co-workers. • Engaging or participating in any intentional slowdown or stoppage of work. • Intentionally causing waste or producing defective work and/or interfering with payroll, environmental, legal, sales, customer or other business records.

Appropriate Employee Conduct.

is a general guideline for acceptable and unacceptable conduct, but is by no means exhaustive. ITU AbsorbTech reserves the right to add and/or modify these rules, as situations require. Violation of any safety rule could result in following the progressive discipline process. However, the nature and severity of the behavior, as well as the circumstances involved in each case will affect the corrective disciplinary action taken and where it begins. 1. Safety glasses are mandatory as indicated in shop areas and must be worn at all times. Other personal protective equipment (i.e. respiratory protection, hearing protection, etc.) is required on a job-by-job basis as specified by the Safety Manager and/ or department supervisor, and required by the guidelines of the OSHA Personal Protective Equipment (PPE) standard. 2. An employee must report for and remain at work at all times in fit physical and mental condition. 3. Employees may not smoke within the confines of the ITU AbsorbTech facilities. Employees may smoke in outdoor designated areas only. 4. Only trained and certified employees may operate ITU/AbsorbTech material handling equipment. Operators must have valid certification at all times. The Pedestrians have the right of way at all times. However, pedestrians must be on the lookout for moving equipment at all times. 5. Riding on forks, buckets or in the back of pick-up trucks is prohibited. 6. Horseplay of any kind (i.e. wrestling, operator is the only person allowed on the equipment during operation, with exception of the platform lifts.

and substantiated reason, the employee must report the expected absence to his/her immediate supervisor prior to the employee’s scheduled starting time. To receive an excused absence the reason must be valid, justifiable, and/or substantive. If the absence will be longer than one shift, the employee must report the absence daily, unless excused from doing so by his/her supervisor. 5. An employee shall not use Company telephones for personal calls or conduct permission is received from the Human Resource Department. Cell phones can be used during lunches and breaks only. 6. Employees are responsible to care properly for all Company tools, equipment, and property assigned to, or otherwise in their custody and care. 7. An employee shall not enter the building or customer site or remain on the premises unless on duty or scheduled to work, or permission has been granted by the supervisor. 8. The Company recognizes that employees have interests in events and organizations outside the Company. However, employees may not solicit concerning these activities during working time or distribute literature concerning these activities during working time or in work areas. (Working time does not include lunch periods, breaks, or time before or after work. Work areas do not include the break/ lunch room.) 9. Posting any notice on the plant premises without receiving permission from the Human Resource Director or his/her designee. 10.Use of profane language. personal business on the Company premises or job sites unless prior

7 Lean principles reduce operating costs and are the foundation for our continuous improvement efforts. 8 Blue Ocean products and services are the cornerstone for continued growth and profitability. Innovation is essential. 9 Growing the Business Our Way means working with customers who share similar philosophies. Inherently, this means we always compete on value and never on price.

ITU AbsorbTech Business Tenets

We think your future is bright.

General Safety Rules. The following list

disciplinary action and referral for prosecution.

To protect the health of all our employees, smoking and vaping is not permitted in our buildings or in Company-provided vehicles. Designated areas have been established outside the building for those who choose to smoke or vape. Failure to restrict smoking and vaping to the designated areas is cause for disciplinary action. 313 Workplace Violence and Weapons ITU AbsorbTech forbids any physical violence or fighting with anyone. ITU AbsorbTech (the Company) maintains a zero tolerance standard of violence in the workplace. The purpose of this policy is to provide Company employees guidance that will maintain an environment at and within Company property and events that is free of violence and the threat of violence. Violent behavior of any kind or threats of violence; either implied or direct, is prohibited at any ITU AbsorbTech property and at Company sponsored events. Such conduct by a Company employee will not be tolerated. An employee who exhibits violent behavior may be subject to criminal prosecution and shall be subject to disciplinary action, up to and including immediate termination. The Company will investigate all complaints filed and will also investigate any possible violation of this policy of which we are made aware. Retaliation against a person who makes a complaint regarding violent behavior or threats of violence made to him/ her is also prohibited. Any occurrences of this type are dealt with through severe disciplinary action, up-to and including termination.

fighting, physical assaults, throwing objects, or intentionally preventing other employees from performing their work) is prohibited. 7. Compressed air used for cleaning must be reduced to 30 p.s.i. Never use compressed air to dust off your clothes. Never aim it at yourself or others. Careless use can lead to serious injury or death. 8. Employees must pull back long hair to keep it out of the way when operating powered hand tools, rotating machinery, or any time there is exposure to moving equipment (i.e. fans, conveyors, pumps, spinning shafts, drill presses, grinding wheels, etc.). 9. Hoops, dangling jewelry, rings and ornamental or decorative attire on clothing or exposed areas of the body may not to be worn at any time while working within the maintenance, production or distribution operations areas. Within these areas, open-toe shoes are also prohibited. 10.Employees must use proper lifting techniques when carrying out their job responsibilities. Employees are required to seek the assistance of another employee or mechanical device when lifting objects greater than 35 pounds. Training on proper lifting techniques are contained in the work instructions for each position or through your immediate supervisor. 11.An employee must immediately report any work-related injury, accident, illness, discomfort and/or pain to his/ her supervisor, no matter how minor it may appear. Early reporting is strongly encouraged to prevent incidents that are more serious. 12.Falsely stating or making claims of injury or illness is a violation of state workers’ compensation law and will result in

If the Company is going to close for the day due to inclement weather; all employees are contacted by a third-party notification system via phone call or text message utilizing their current telephone contact information on-file with Human Resources. If the Company is going to be open during severe weather and if you are a non-exempt employee and you arrive at work after the scheduled opening time, that time is charged to you as either: (1) personal/sick time, or (2) vacation time, or (3) unpaid time, in that order. If the Company is going to be open during severe weather, if you are an exempt employee and you arrive at work after the scheduled opening time, you will be required to make up the missed time during that workweek. Employees are notified if Flex Time may be used. You should always use your discretion in getting to work. ITU AbsorbTech attempts to accommodate individual situations by allowing the use of personal/sick time and vacation time when applied to situations of severe weather. 312 Smoking Policy ITU AbsorbTech is strongly committed to maintaining and improving the health and well-being of all employees. It is therefore our Company policy that employees have a working environment free of the hazards of tobacco smoke, chewing tobacco and vaping. We encourage all employees who do smoke or chew to quit, since smoking has been proven to be detrimental to good health.

These examples of misconduct and rules and regulations are not all-inclusive with respect to proper standards of conduct for all ITU AbsorbTech employees. They serve as guidelines to ensure the safe and continuous operation of all ITU AbsorbTech facilities and equipment, and most importantly, protect the interest of our most valuable asset our employees. Incidents not specified will be adjudicated on a case- by-case basis with appropriate disciplinary action administered. Department. Employees are expected to make themselves aware of this policy. Each supervisor and manager is responsible that employees under their supervision know, understand and comply with the policy. The supervisor or manager is the key person in communicating changes, modification and/or additions to the handbook to their employees. The Human Resources Department is responsible for communicating these changes to the organization in a timely and effective manner. 311 Severe Weather Policy Unless you are informed otherwise, always assume that ITU AbsorbTech is open for business during normal hours. Use common sense and your best judgment, however, when traveling to work in severe weather. Some types of severe weather include blizzards, hurricanes, and tornadoes. Direct specific questions regarding this policy to the Human Resources