ITU AbsorbTech Employee Handbook

503 Company-Paid Holidays

504 Flex Scheduled Hours

hours. • Three (3) tardy incidents of under 15 minutes in any one calendar month period. • An unexcused absence results in two (2) occurrences. Attendance Policy – Disciplinary Progression Disciplinary action for attendance policy violations will follow a normal progression: • Verbal Warning • Written Warning • Three Day Layoff – 1 Day Suspension, 2 Days Working • Discharge 502 Breaks Policy The starting and quitting times for your job are established by your manager. You must have approval for any changes in your working hours. Note: Starting and quitting times may vary for different people within the department based on business needs. Each employee is allowed one (1) fifteen- minute paid break period for every 4-hours of continuous work. These break times are scheduled and assigned by your manager so as not to interfere with the work flow. Whenever possible, you are given a set time for an unpaid lunch. Thirty (30) minutes per day are deducted from your total accrued working time for the unpaid lunch period, and you are to perform no work during the unpaid lunch period. Lunch is paid only if you are required to be on call, on-site during your lunch period. If this occurs, this will be specifically discussed with you by your manager.

Employees who are absent from work for three (3) consecutive days without being excused or giving proper notice (“no call, no show”) are considered as having voluntarily resigned (job abandonment) and their employment will be terminated. Hourly and all other non-exempt employees may be permitted to work any period of time before or after scheduled starting or quitting times for the purpose of making up lost time due to tardiness, unauthorized absence, or any other reason with management approval in-advance. All employees must be aware that failure to meet these responsibilities may result in disciplinary action, up to and including termination. Chronic or excessive absenteeism or tardiness, even those that have been properly reported and excused, are cause for disciplinary action, up to and including termination of employment. Attendance Policy – Disciplinary Guidelines Two (2) occurrences in any one calendar month will subject an employee to the corrective discipline process. Each occurrence will remain on the record for twelve (12) calendar months, and is subject to the corrective discipline process. Occurrences more than twelve months old are disregarded. For each ninety (90) calendar-day period without an occurrence, the employee moves one step back in the disciplinary process. Occurrence Accruals – An “Occurrence” is accrued for: • Any full-day absence that is not an excused absence; • Any tardiness of 15 minutes or more; or leaving work 15 minutes or more early; with the exception of pre-approved flex

The following days are Company-paid holidays and employees are not required to work, except in the case of business emergency: • New Years’ Day • Memorial Day • Independence Day (4th of July) • Labor Day • Thanksgiving Holiday (2 Days: Thanksgiving Day and the Day After Thanksgiving) • Christmas Holiday (2 Days: Christmas Eve Day and Christmas Day) When a holiday falls on a weekend, the actual day(s) the Company is closed is determined by management, based on business needs. Employees who have completed sixty (60) days of employment will receive their regular daily rate of pay for a holiday; provided they have worked the days immediately preceding and following the holiday date. Good Friday. Operations are generally closed on Good Friday, but it is not considered a Company paid holiday. However, certain production and distribution personnel may be scheduled for work to meet customer requirements. If an employee is not scheduled to work that day, they may choose to use a vacation day or a personal day. Employees may also choose to take Good Friday as an unpaid day. Please schedule this through the time and attendance system. Managers and exempt personnel, while not expected to work a full day, should use this time for catch-up work.

Missed hours can be made up within the same week if the time off in question was scheduled in advance and a flexible “flex” schedule was approved by management. The total hours missed must be made up within the same payroll period as approved by management. 505 Leave of Absence / FMLA ITU AbsorbTech realizes that employees sometime need time away from work for personal or medical reasons. Employees will be considered for a leave according to the provisions of the specific leave policy. Whenever possible, requests should be made at least thirty (30) days prior to the leave. For specific questions or forms required for leave, please contact Human Resources. Leaves of absence will be considered for: (which is defined as spouse, children, brother, sister, parents, step-parents, parents of spouse, and step-parents of a spouse) s/he may request paid time off not to exceed 3 working days. In the event of the death of a grandparent of the employee, s/he may request paid time off not to exceed 2 working days. Pay is the employee’s regular hourly rate multiplied by the hours they are regularly scheduled to work. Route reps are paid at their paid-day rate. • Bereavement/Funeral. In the event of a death in an employee’s immediate family