MODERN TRANSPORTATION EMPLOYEE POLICY MANUAL

(Revised, December 2018)

TABLE OF CONTENTS

MISSION & VALUES WELCOME

Page

2 Purpose and Scope 3 Equal Opportunity 4 Harassment and Workplace Violence 4 Customer Relations 4 Charitable Gift-Matching 5 Communications 5 Honesty 5

HUMAN RESOURCES POLICIES & PROCEDURES Solicitation and Distribution

6 Standards for Personal Conduct & Corrective Action 6 Change in Personal Information 7 Confidentiality 7 Probationary Period 7 Pay Periods 7 Evaluations 7 Personnel Records 7 Holidays 8 Paid Time Off (PTO) 8 Jury Duty 10 Absenteeism and Tardiness 10 Workers Compensation 11 Family Medical Leave Act/Military Entitlements 11 Military Leave of Absence 12 Funeral Leave of Absence 12 401K Policy 12 Alcohol and Drug Abuse 13 Electronics Usage 14 If You Leave Your Employment 16 Employee Rehire Policy 16 Acknowledgement of Receipt 17

2

WELCOME!

It is a pleasure to welcome you and extend best wishes for your success in your position with Modern Transportation. Our organization has a rich history of growth, and offers equal opportunities for advancement.

Mission Statement: The mission of Modern Transportation is to provide superior transportation solutions to our valued clients and customers in the most prompt, safest, professional and efficient manner and at reasonable prices. This has and will continue to be the key to our success. We expect each and every team member to be courteous and service minded in dealing with our clients and customers. Without them, your opportunity for employment would not exist.

As a team member (employee), you may have some questions about Modern Transportation and its policies. This policy manual has been issued to you to provide assistance. It is not intended to cover every condition or situation which may arise during your employment, and none of the information contained in this policy manual should be interpreted as an implied contract. This information is subject to change at any time deemed appropriate by Modern, and Modern reserves the right to make the final interpretation of all current and/or future policies.

Modern Transportation maintains an Employment-at-Will relationship with all its associates. This means that an employee may terminate his or her employment at any time for any reason; likewise, Modern Transportation reserves this same employment-at-will relationship with its employees.

This policy manual covers a great deal of information and you may have some questions that remain unanswered after you finish reviewing the policy manual. Please feel free to discuss your questions with your immediate supervisor or contact us at the Modern Transportation Corporate Office listed below.

Sincerely,

Patrick Cozzens President

CORPORATE OFFICE

Modern Transportation, LLC 2605 Nicolson Road, Suite 2301 Sewickley, Pa 15143 412.489.4800 Phone 412.200.5050 Fax

3

PURPOSE AND SCOPE

This policy manual is offered by Modern Transportation.

The purpose of this policy manual is to establish the foundation for the relationship between the employees and the Company. The Policy Manual was created to provide the employee with general information about the work environment, some of the benefits, and the rules and policies under which the Company operates. From time to time you may receive updated information concerning changes in policy and benefits. The Company reserves the right to make changes to this policy manual at any time. Please contact the Human Resources Department with any questions.

This policy manual is not a contract as the Company practices at-will employment meaning that the Company or the employee may terminate the employment relationship at any time without cause or notice.

These policies apply to employees, contractors, consultants, temporary workers, and other workers at the Company, including all personnel affiliated with third parties.

4

VALUES EQUAL OPPORTUNITY The Company is an Equal Opportunity Employer and as such, all decisions are and will be made without regard to race, color, creed, ancestry, religion, sex, age, national origin, handicap, disability or any other legally protected status or basis prohibited by law.

The Company is committed to maintaining a work environment free of discrimination. Any employee who believes there has been a denial of equal opportunity in the workplace must bring such matters immediately to the attention of his or her manager. If the associate is uncomfortable bringing such matters to the attention of his or her immediate manager, the Company has an “open-door” policy which invites comments and/or complaints to the next level of management.

HARASSMENT AND WORKPLACE VIOLENCE Unlawful harassment or workplace violence will not be tolerated by anyone whether verbal, physical or visual. This prohibition would include, but is not limited to, sexual, racial, verbal harassment and/or workplace violence or based upon any other legally protected status. Prohibited conduct would include employment conditions, terms or benefits being conditioned upon exchange of sexual favors, subjecting an associate to unwelcome physical or verbal behavior, including that of a sexually or racially derogatory, offensive or stereotypical nature, or subjecting an associate to an unwelcome, hostile work environment because of, but not limited to the employee’s sex, race or the like. This conduct is forbidden for co- workers, supervisors, and others in contact with our employees. Harassment and workplace violence is prohibited. Any employee who believes he or she is being harassed or is a victim of workplace violence in violation of this policy or has knowledge of such harassment has a duty to and is encouraged to bring such matters immediately to the attention of the supervisor.

Employees are expected to cooperate in the investigation of any complaints of harassment and/or workplace violence. All complaints and reports will be handled in confidence. There will be no retaliation or adverse action based on the making of a complaint or reporting of harassment or workplace violence. Employees are prohibited from taking any action, which will discourage complaints or reports. Likewise, there will be no retaliation against anyone who participates in a complaint or an investigation. All complaints or reports will be investigated.

The Company has a zero-tolerance policy towards unlawful discrimination, harassment and workplace violence. Employees engaging in such prohibited activities will be subject to corrective action, up to and including termination without further notice.

CUSTOMER RELATIONS The Company is committed to providing its customers and clients with the best possible service. As an employee of the Company, you are expected to be courteous and respectful at all times. Remember, "The customer comes first".

5

CHARITABLE GIFT-MATCHING As a corporate citizen, we support a number of non-profit organizations. The Company is pleased to present this Gift Matching Program: the Company may, at its discretion, match an active, full-time employee’s gift of up to $250 in cash to an eligible charitable or community non -profit organization. Due to participation levels, the Company reserves the right to limit its annual donations.

COMMUNICATIONS We understand that from time to time you may have questions or concerns. Please discuss these concerns with your immediate supervisor. If you do not receive a satisfactory response from your supervisor, please contact the next level management.

HONESTY Honesty is expected at all times, from all employees. This applies to all areas of our business, from honesty in the handling of freight to honesty in reporting of hours worked. We expect that the employees who work with us are of honest and moral character and will conduct themselves accordingly. Violation of this policy may result in termination and/or criminal prosecution.

6

HUMAN RESOURCES POLICIES & PROCEDURES SOLICITATION AND DISTRIBUTION Solicitation or distribution of any kind by non-employees is prohibited on Company or our client’s premises at any time. Distribution of literature in non-working areas is prohibited during scheduled work time and at any time in work areas. No form of solicitation of any customer will be permitted in any area at any time. For purposes of this policy, working time does not include break periods, lunch periods, or any other specified period during the day when employees are not engaged in the performance of their assigned duties. Only employees who are on duty or who are scheduled for work will be allowed on the premises.

The Company bulletin boards play a major role in maintaining communications between management and employees. These bulletin boards are used to communicate business related information and to post notices required by law. No employee will be allowed to post personal notices of any kind and the defacing of any Federal or State employment posters will result in the appropriate corrective action.

STANDARDS FOR PERSONAL CONDUCT & CORRECTIVE ACTION Whenever a group of people work together, rules are necessary to create an orderly, safe and happy working environment. We all work best when we are working together and following the same standards of conduct. To prevent any misunderstanding as to what standard of conduct is expected, the rules set forth in the Policy Manual and in any other policies and procedures manuals published by the Company have been established. These rules are designed to protect and benefit everyone equally and to ensure the orderly operation of our business. Whenever a rule is violated, appropriate corrective action will be taken in an attempt to correct the problem.

The Company expects its employees to perform to the best of their abilities at all times. To accomplish this goal, the Company’s corrective action policy is aimed toward helping employees to improve their performance and/or behavior according to Company policies and procedures. Therefore, the Company’s corrective action procedure may include verbal instruction, written warning, suspension and/or termination.

The Company’s management reserves the right to evaluate each offense on a case to case basis, depending on the nature, severity and circumstances of the incident(s). Managers must document all corrective actions, whether written or verbal.

Critical infractions may result in immediate termination (including but not limited to)

• Drug and/or alcohol policy violations • Fraud (falsification of official documents, stealing from company) • Insubordination • Violation of the Company’s anti-harassment and workplace violence policy

• Unauthorized absence(s)

• Driver infractions (See Driver Policies and Procedures Manual)

7

CHANGE IN PERSONAL INFORMATION Employees are required to notify the Company whenever there is a change in personal status information. Personnel Change Authorization forms are available at your work locations. Supervisors will then forward the updated information to the Human Resources Department. The following is a list of items that must be kept current:

Name Address Telephone number E-mail address (if applicable) Withholding exemption information Status in medical qualification Marital status and dependents (For benefit and tax withholding purposes only) Insurance beneficiary Driver's license status Emergency Contact

CONFIDENTIALITY During your employment with the Company, you may be exposed to confidential and privileged information regarding our business, fellow associates, clients and their customers. The nature of our business is highly competitive and the release of this type of information could be damaging to the profitability and stability of the Company or its customers. Therefore any unauthorized release of information could be grounds for termination and/or criminal prosecution.

PROBATIONARY PERIOD All employees are hired on a ninety (90) day probationary period, regardless of full-time or part-time status. This probationary period will afford you and the Company an opportunity to appraise each other. During the probationary period, employees will be ineligible to participate in certain Company benefits including, but not limited to: paid time off.

PAY PERIODS Pay checks are issued on Friday of each week. Newly hired employees will have a 14-18 day delay in their paychecks depending on where the hire date falls during the pay period. This delay will continue for the remainder of your employment with the Company. All questions/concerns regarding pay should be directed to the employee’s immediate supervisor.

EVALUATIONS While evaluation of performance is a continuous process, employees may be formally evaluated once each year or more often if deemed necessary by the supervisor.

PERSONNEL RECORDS The Company maintains personnel records and information for each employee. The Company balances each individual's right to privacy with the Company's need to obtain, use and retain employment information. Your personnel file is kept in the strictest confidence. All files are maintained at the Company’s corporate office.

8

HOLIDAYS The following national legal holidays will be recognized for pay purposes only:

New Year’s Day - Memorial Day – Independence Day – Labor Day – Thanksgiving Day –Christmas Day

Full-time employees will be paid at the applicable rate of pay. Holiday pay rates are subject to change at any time. Please see your immediate supervisor for information regarding current rates. Part-time employees will not receive holiday pay compensation. In order to receive holiday pay, you must report for work on your last scheduled shift immediately before the holiday as well as your first regularly scheduled shift immediately following the holiday.

All holidays will be scheduled in accordance with our customer needs. No employee will be permitted to extend his/her scheduled PTO by a day should a holiday fall within that period without the consent of her/his supervisor. The Company reserves the right to limit the number of employees taking time off during a given time to ensure that our ability to provide timely service to our customers is not jeopardized.

PAID TIME OFF POLICY (PTO) Paid Time Off (PTO) combines traditional vacation days and paid sick days into a single bank of hours for employees to create a healthy work-life balance. Each year full time employees will accumulate a specified amount of time each week, and the employee will determine how he or she will use it. PTO should be used to cover personal appointments, unforeseen emergencies, occasional illness suffered by the employee or employee’s family, and vacations. Whenever possible, this time should be scheduled in advance to make sure that we have the right level of coverage for our customers – externally and internally – who rely on the employee for support. Supervisor approval is required for planned absences. PTO must be taken in increments of eight (8) hours.

The PTO Policy does not replace the Company holiday schedule; we will continue to have compensated

holidays each year.

Hire date anniversaries mark the beginning of a new year, and in some cases, eligibility for new PTO accrual rates. For example, if an employee begins in March of 2012, the second year would begin in March of 2013. Employees are credited PTO at the end of each week. Employees are eligible for PTO based on length of service according to the following schedule:

ACCRUAL SCHEDULE FOR FULL TIME EMPLOYEES

Years of Service

Hours Accrued per Week

Annual Accrual Hours

Annual Accrual Days

0-1 Years Start date to 1 year anniversary

.7693 40 5

2-5 Years First year anniversary to completion of year 5

1.5385 80 10

6+ Year Start of the sixth year and all preceding years

2.3077 120 15

9

PTO PROCEDURES Employees may choose their paid time off period pending their supervisor’s approval and workload requirements. Employees begin accruing PTO during their first week of employment, but are not able to use any earned PTO until after their probationary period (first 90 days of employment) has passed. Any time off requested during the probationary period will be subject to manager approval and will be unpaid. Following the probationary period, employees in their first year may take PTO as it is earned.

The Company requires at least seven (7) days’ notice to the supervisor and Human Resources Department unless the PTO is used for legitimate, unexpected illness or emergencies. The Paid Time Off form should be used to request PTO. In all instances, PTO must be approved by the employee's supervisor. The Company appreciates as much notice as possible when employees expect to miss work for a scheduled absence.

Employees will not accrue PTO during leave of absence, disability leave, or layoffs. PTO accrual will begin as detailed above upon the first day the employee returns to work from leave. Employees on leave or extended layoff may not take PTO until they return to work. Employees are expected to take their PTO during the applicable year (beginning and ending on anniversary date). Employees may carry over five (5) days of unused PTO into the following year. Any unused PTO in excess of 5 days at the end of the anniversay year will expire and no monetary payment will be made. If management requires an employee to forego his/her PTO due to customer or Company demands, the excess PTO may be carried over to the next year. If PTO is exhausted, time off will be unpaid and listed as excused or unexcused based on the circumstances.

BORROWING PTO Though employees are encouraged to take PTO after it has been earned, employees are permitted to borrow some PTO before it is earned. All borrowing of PTO is at the discretion of the manager and subject to business needs. Employees cannot borrow more PTO than they will earn during the following six (6) months.

Any employee allowed to borrow PTO must first sign the PTO request form. This form allows the Company to deduct hours from an employee’s future PTO accruals until the total hours of borrowed PTO have been reimbursed. For example, if an employee borrows two (2) days of PTO before it has been earned, the PTO the employee earns following the vacation will be put toward the debt until it is repaid. The request form also authorizes the Company, upon an employee’s termination, to deduct from the employee’s final paycheck any remaining PTO advance that has not been repaid to the Company. Employees in their first year of employment with the Company are not permitted to borrow PTO.

PTO & TERMINATIONS PTO may not be taken between the notice of termination and the termination date and may not be taken to extend time of service. Accrued PTO at the time of termination or resignation will be paid to the employee.

PTO EXCEPTIONS PTO accrued prior to the start of a requested and approved unpaid leave of absence must be used to cover hours missed before the start of the unpaid leave. This includes unpaid leave under the Family and Medical Leave Act (FMLA).

10

JURY DUTY Employees are encouraged to fulfill their civic responsibilities and rights of citizenship to serve as a juror when called upon. If you are called for jury duty, you must immediately inform your supervisor so that the weekly work schedule can be adjusted for the days you are scheduled to serve. You must provide evidence of your jury duty service. Exempt employees will receive their normal salary for up to 5 days. Nonexempt employees will be given a flat rate of $100 per day for up to five (5) days.

ABSENTEEISM AND TARDINESS Punctual and regular attendance is an essential responsibility of each employee. Any tardiness or absence causes problems for fellow employees and supervisors. When an employee is absent, others must perform the work, which diminishes the smooth functioning of the Company.

Employees are expected to report to work as scheduled, on time and prepared to start work. Employees also are expected to remain at work for their entire work schedule. Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided. The purpose of this policy is to promote the efficient operation of the Company and minimize unscheduled absences.

Absence is defined as the failure of an employee to report for work when the employee is scheduled to work. Authorized absences include approved short term leaves of absence due to injury or illness, jury duty, funeral leave, vacations, and authorized leave under the Family and Medical Leave Act of 1993. Prearranged absences must be approved by your immediate supervisor. In order for your supervisor to make the necessary shift schedule changes, all requests must be submitted for approval two (2) days prior to the requested day(s) off. Upon returning to work you may be required to present verification to substantiate your absence.

Unexcused absences are defined as absences not approved by your immediate supervisor. In the event of an emergency, employees are expected to notify their immediate supervisor before their scheduled shift. Failure to notify your supervisor will result in an unexcused absence or tardiness.

Any employee who fails to report to work for two (2) consecutive days or fails to notify his/her immediate supervisor in advance may be considered a voluntary abandonment of employment. The Company reserves the right to follow state laws when determining voluntary job abandonment status. Employees in violation of these laws will receive corrective action up to and including termination.

11

WORKERS COMPENSATION Should you be injured while in the course and scope of your employment, you may be eligible for workers compensation benefits. If you are injured, you must report your injuries immediately to your supervisor who will arrange for medical treatment to be provided for you. At that time, you will be asked to complete a report outlining the details of the incident. Your failure to notify your supervisor or complete the necessary forms may result in delay or non-certification of benefits. If applicable a mandatory drug and or alcohol test may be required under State law and policy. Refusal to test will be considered the same as a positive result and all claims will be contested.

Company provided health related insurance will be available to you for up to 30 days or longer if the injured individual qualifies for FMLA. Throughout your workers compensation leave, you will be responsible for your share of weekly contributions for continued health related insurance. The Company has the right and will recover premiums paid on your behalf to maintain health insurance if you fail to return to work from workers compensation leave, unless the law provides otherwise.

LEAVES OF ABSENCES

FAMILY MEDICAL LEAVE ACT Employees who have been employed at least twelve (12) months, have worked at least 1,250 hours during the preceding twelve (12) month period, and work at a location with 50 or more employees at one or more worksites within 75 miles, shall be granted a Family/Personal Leave of Absence for the birth, adoption or foster care placement of a child or to care for an immediate family member who has a serious health condition. In order to receive a family/personal leave of absence, you must first exhaust all available paid leave. Immediate family member shall include an associate's spouse, parent or child, including foster, step or adopted children. A Family/Personal Leave of Absence shall be unpaid and shall not exceed twelve (12) work weeks in a rolling twelve (12) month period. A Family/Personal Leave for the birth, adoption or foster care placement of a child must be requested and completed within twelve (12) months after the birth or placement of the child.

If you have any questions regarding your rights under the Family and Medical Leave (FMLA) Act of 1993, are considering leave under this act, or feel that you have been discriminated against for taking FMLA, please contact the Human Resources Department at our Corporate office immediately to discuss your concerns.

MILITARY FAMILY LEAVE ENTITLEMENTS Eligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the

12

eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.

MILITARY LEAVE OF ABSENCE Employees who have successfully completed their probationary period (90 days) and are enlisted in the armed forces and are called upon for active duty, including active duty for training in the Reserves or National Guard, will be granted a military leave of absence without wage compensation. Upon completion of service or honorable discharge from active military service or training, employees who apply for re- employment will be afforded such re-employment rights as he or she shall be entitled to under then- existing federal and state laws. Employees should notify their supervisor and the Human Resources Department as soon as they receive notice of being called into active duty so arrangements can be made to recruit and train a suitable replacement, if necessary.

FUNERAL LEAVE OF ABSENCE In the event of the death of a family member, Probationary and full-time employees will be provided unpaid time off. Approved funeral leave absences will not count against an employee’s attendance record.

In the case of the death of a member of the employee’s immediate family, the Company will grant up to three (3) days of unpaid funeral leave. Additional unpaid leave may be administered at the immediate supervisor’s discretion. In situations where a death occurs to a member of the employee’s extended family, the Company will provide one (1) day of unpaid funeral leave.

In the event of a death of a family member, the employee should immediately notify his or her supervisor of the need to take funeral leave. The employee will indicate the name of the deceased, relationship and the dates required to be off of work. Reasonable proof of death may be required before returning to work. Funeral days are to be taken as consecutive days off.

401(K) PLAN The Company offers a voluntary pre-tax salary reduction plan in which employee’s eligible employees

may elect to participate beginning with the first day of the month following the hire date. It is the

Company’s intent to provide a 100% match up to the first 3% of contributions and 50% match for the next 2% of contributions. Eligibility for these benefits is subject to the requirements of the applicable benefit plans.

The Company has the right to amend the 401(k) Plan at any time. Further details about the Plan may be obtained from the Human Resources Department and the Summary Plan document.

13

ALCOHOL AND DRUG ABUSE (Drivers – See also Driver Policies and Procedures Manual)

We are concerned for the safety of all employees and the efficient operation of our client’s facilities. Being on the job while under the influence of drugs and/or alcohol poses a serious risk to the safety and health of the employee while on the job. This situation can also cause serious damage to our business relationships with our clients, customers, and the communities within which we operate. For these reasons, all employees who are not subject to Federal Department of Transportation regulations will be subjected to the following rules which govern the testing and use of drugs or alcohol.

1. While on duty or on Company premises, employees are prohibited from being under the influence

of drugs or alcohol. No employee shall use, possess, sell, solicit, receive or distribute alcohol or controlled substances, whether illegal or by prescription. Any employee who violates this policy will be subject to disciplinary action up to and including termination.

2. All employees will be subjected to unannounced random drug / alcohol testing under our Drug- Free Workplace policy and including any of the following circumstances:

a. If there is a good faith belief by a supervisor or management personnel that an employee has used alcohol or drugs while working, or has arrived for work under the influence of alcohol or a controlled substance, or an employee’s ability to perform his or her assigned duties has been impaired because of alcohol or chemical substance abuse, that employee will be subjected to a reasonable cause test. This good faith belief shall be drawn from objective findings and observations of the employee’s behavior, appearance, speech, body odor, and/or personal motor-skills;

b. Following an incident in which policy rules or regulations have been violated and where a supervisor has reasonable suspicion, through observation and/or investigation, that the employee has used or may be under the influence of alcohol or a controlled substance;

c. Following an on-the-job accident and/or injury. If an employee tests positive for either alcohol or a controlled substance, all workers compensation and unemployment claims will be contested by the Company if applicable under State law.

d. When a prohibited substance or related paraphernalia is found on or near an employee or in an area controlled by an employee.

3. All medical testing shall be conducted by a reputable laboratory selected by the Company and shall be done as soon as practicable after the request for the test is made. No test shall be administered without the written consent of the employee. All dilute negative specimens will be retested immediately.

4. If an employee refuses to submit to the requested test, the refusal to consent will be treated the same as a positive test, and the employee may be terminated immediately.

5. If the medical testing shows the presence of a controlled substance and/or alcohol, the employee’s employment may be terminated immediately.

6. If the medical testing shows the presence of controlled substances and/or alcohol, and the employee challenges the accuracy of the test results, the employee may request that the tested specimen be forwarded to, and re-tested by, another reputable testing laboratory of the employee’s choosing, and at the employee’s expense. The results from the second test will be taken into consideration when deciding the nature of disciplinary action.

7. In the event that the employee should decide to voluntary enroll in an accredited treatment recovery facility at the individual’s own expense, consideration will be given (but not guaranteed) to provide medical leave pursuant to an appropriate back to work agreement requiring, at a minimum, that the following conditions be satisfied:

14

a. Submission of evidence that the employee has enrolled in and successfully completed a rehabilitation program by an approved treatment recovery clinic;

b. A negative test result from a pre-employment drug and/or alcohol test; c. Proof of attendance in an after-care program; d. Agreement by the terminated employee to submit to an additional six (6) random drug

and/or alcohol tests (at the employee’s expense) for one year following their re-hire date. All costs associated with in-house or out-patient treatment, room and board, prescription, and recovery or after care will be borne by the employee.

8. Prior to any violation of this policy, if any employee recognizes that he/she has a drug or alcohol abuse problem and seeks assistance to correct the problem, the employee will not be disciplined for seeking assistance or for disclosing his or her drug and/or alcohol problem. However, a violation of this drug and alcohol policy will not be excused or condoned because an employee has sought assistance or has informed the Company of the related problem.

ELECTRONICS USAGE POLICY GENERAL USE AND OWNERSHIP While the Company’s IT department desires to provide a reasonable level of privacy, users should be aware that the data they create on the corporate systems remains the property of the Company. Because of the need to protect the Company’s network, management cannot guarantee the confidentiality of information stored on any network device belonging to the Company.

Using a minimal amount of the Company’s resources for personal use is acceptable. Any non-work related email shall be saved in a separate folder from work related email. Sending chain letters, political or joke oriented emails from the Company’s email account is strictly prohibited. Virus or other malware warnings and mass mailings from the Company shall be approved by the Company’s IT Department before sending. These restrictions also apply to the forwarding of mail received by a Company employee.

Employees are responsible for exercising good judgment regarding the reasonableness of personal use. If there is any uncertainty in regard to the policy, employees should consult their supervisor or manager.

The Company reserves the right to audit individual computers, Company phones, networks and systems on a periodic basis to ensure compliance with this policy.

PROHIBITED USE

1. Any activity that is illegal under local, state, federal or international law while utilizing company- owned resources.

2. Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan horses, e-mail bombs, etc.)

3. Violations of the rights of any person or company protected by copyright, trade secret, patent or other intellectual property, or similar laws or regulations, including, but not limited to, the installation or distribution of "pirated" or other software products that are not appropriately licensed for use by the Company.

4. Revealing your account password to others or allowing use of your account by others. This includes family and other household members when work is being done at home.

5. Using a Company computing asset to actively engage in procuring or transmitting material that is in violation of sexual harassment or hostile workplace laws in the user's local jurisdiction.

15

6. Making fraudulent offers of products, items, or services originating from any Company account. 7. Making statements about warranty, expressly or implied, unless it is a part of normal job duties. 8. Effecting security breaches or disruptions of network communication. Security breaches include,

but are not limited to, accessing data of which the employee is not an intended recipient or logging into a server or account that the employee is not expressly authorized to access, unless these duties are within the scope of regular duties. For purposes of this section, "disruption" includes, but is not limited to, network sniffing, pinged floods, packet spoofing, denial of service, and forged routing information for malicious purposes.

EMAIL SYSTEM PROHIBITED USE

1. Utilizing the Company email system for the creation or distribution of any disruptive or offensive messages, including offensive comments about race, gender, physical attributes, disabilities, age, sexual orientation, pornography, religious beliefs and practice, political beliefs, or national origin. Employees who receive any emails with this content from any company employee should report the matter to their supervisor immediately.

2. Sending unsolicited email messages, including the sending of "junk mail" or other advertising material to individuals who did not specifically request such material (email spam).

3. Any form of harassment via email, telephone or text messaging, whether through language, frequency, or size of messages.

4. Creating or forwarding "chain letters", "Ponzi" or other "pyramid" schemes of any type. INTERNET

ACCEPTABLE USES OF THE INTERNET Use of Company provided internet access is intended to be primarily for business related purposes. Internet access is monitored, and actual web-site connections are recorded. Employees accessing the Internet are representing the Company. All communications should be for professional reasons. Employees are responsible for seeing that the Internet is used in an effective, ethical and lawful manner. Internet Relay Chat channels may be used to conduct official Company business, or to gain technical or analytical advice. Databases may be accessed for information as needed. E-mail may be used for business contacts. Minimal personal use is acceptable.

UNACCEPTABLE USES OF THE INTERNET The Internet should not be used for personal gain or advancement of individual views. Solicitation of non-company business, or any use of the Internet for personal gain or entertainment is strictly prohibited. Use of the Internet must not disrupt the operation of the Company network or the networks of other users. It must not interfere with your productivity. Excessive personal use is unacceptable and may result in loss of access privileges or discipline.

TELEPHONE USAGE In order to maintain open telephone lines for necessary business calls, employees are requested to keep their personal calls to emergency use only. Should an employee find it necessary to use either the work telephone or personal cell phone for personal business, it must be done during lunch breaks or other suitable times outside of normal work hours. Cell phones should be kept on silent mode during work hours as a courtesy to other employees.

16

ELECTRONIC USAGE MONITORING Company employees shall have no expectation of privacy in anything they store, send or receive on the Company’s email system, computer network, or Company provided cell phones. The Company may monitor web activity and email messages without prior notice. The Company is not obliged to monitor web activity or email messages.

Any employee found to have violated the electronics usage policy will be subject to corrective action, up to and including termination of employment.

IF YOU LEAVE EMPLOYMENT In the event that an employee finds it necessary to submit notice of voluntary resignation, we ask that a minimum two (2) weeks notice in writing be given. The two (2) weeks notice gives us the opportunity to recruit and train a replacement. The Company reserves the right to implement an employee’s immediate departure once a notice is given. It is the employee’s responsibility to notify the Company of any address change made after separation from the Company, so Federal W-2s and other tax documents may be sent to the correct address.

Upon termination, the employee must return all Company and client property. This includes, but is not limited to: Keys, Locks, Tools, Fuel Cards, Phone Cards, Safety Equipment and Company and/or Customer Manuals such as Employee policy manuals. If any property is not returned, the cost associated with replacing the equipment may be deducted from the employee’s final pay.

EMPLOYEE RE-HIRE POLICY The Company will consider re-hiring former employees depending on individual circumstances. Former employees requesting reinstatement consideration are subject to the Company’s normal qualification process.

In order to be considered for re-hire, a former employee must have been in good standing at the time he or she left the Company, must have left in a professional manner, and the decision to re-hire must be approved by the former employee’s immediate supervisor.

Employees separated from the Company for less than 30 days that meet the requirements listed above may be reinstated without having to undergo the hiring process. The employee will retain any seniority status accrued prior to separation from the Company, which may include PTO standing and benefits eligibility.

If the employee has been separated from the Company for a period of more than 30 days, the employee will be required to go through the Company’s hiring process, which may involve compl eting an application, interviewing, and taking a pre-employment drug test. The need for a pre-employment physical will be addressed on a case-by-case basis.

The date of hire for Paid Time Off and Seniority purposes for re-hired drivers shall be the date or reinstatement except for situations involving resignations for active military duty, lay-offs, or re-hire after termination in accordance with the Company’s Family and Medical Leave Policy.

17

EMPLOYEE POLICY MANUAL ACKNOWLEDGEMENT OF RECEIPT

The policies and procedures in this policy manual will be adhered to by all Company employees. Management has the right, at its discretion, to add/change any policy or procedure within this policy manual at any time.

I have received a copy of the Employee Policy Manual. It is further understood that this policy manual replaces all other policy manuals or the like (not including the Driver Policies and Procedures Manual) that may have been distributed earlier. I have read and familiarized myself with the information contained in this Policy Manual. I have also had the opportunity to discuss any and all policies and procedures contained in this Policy Manual that pertain to my employment and position with a representative of Company management.

I understand that the policy manual is presented for the expressed purpose of information only. I also understand that this policy manual does not constitute a contract, expressed or implied, between myself and my employer, nor shall it be construed to create such a contract. I understand that I have the right to end my employment relationship with the Company, with or without advanced notice or cause and acknowledge that the Company reserves the same right. I also authorize the Company or its related entities to deduct any monies to cover the cost of any property/equipment or borrowed PTO time I may owe the Company from my final paycheck upon termination of my employment.

EMPLOYEE’S NAME (Print):

EMPLOYEE’S SIGNATURE: DATE RECEIVED: / /