FRQNTIER-KEMPERCONSTBUCTORS, INC,A TUkrti*rW Conyln/

New Hire Forms and InformationAcknowledgement (Non-CA)

Employee Name:

Hire Date:

I have received, completed and returned:

Employment Paperwork:PRO-1 UN formEqual Employment Opportunity Data (voluntary)Form W-4State Withholding Form (if applicable)Form 1-9

Emergency Contact InformationWork Opportunity Tax Credit (WOTC)

Required Pamphlets and Notices:TPC HIPAA Privacy NoticeEmployee Rights and Responsibilities under the Family

and Medical Leave Act

Employee- You should know your Rights andResponsibilities Under E-Verify

Marketplace Exchange Notice

Pregnancy and Employment Rights (NYC)

Job/Location:

Frontier-Kemper Constructors, Inc. Policies:EEO Policy StatementAlcohol and Drug Free Workplace & Testing PolicyPolicy Against HarassmentCode of Business Conduct and Ethics policyEthics and Audit Alert Line policyRelated Party Transaction policy

Other Helpful Information (if applicable):Timesheet

Required Acknowledgments:

Alcohol and Drug Free Workplace & Testing

Consent Release FormPolicy Against Harassment Acknowledgement

Code of Business Conduct and Ethics Acknowledgement

Ethics and Audit Alert Line AcknowledgementRelated Party Transaction AcknowledgementNevada Workplace Safety: Your Rights & Responsibilities

Acknowledgement (NV)New York Wage & Payday Notice (NY)Seattle Wage Notice to Employees (SEA)

Commercial Driver's Information:

Do you have a Commercial Driver's License (CDL)? Yes D No H

If yes: # _ Exp Date:Will you be operating a commercial vehicle on this project? Yes 0 No C~l

If you marked "Yes" you will be subject to the applicable State DOT and Company's CDL Program & Policyas a condition of your employment. Your signature on the attached "DOT New Driver ApprovalProcedures" form acknowledges your receipt and consent to the Company's CDL Program & Policy.

I confirm that I have read, understand and acknowledge receipt of the above New Hire documents asof my first day of employment. I understand that any additional questions about the topics coveredor not covered in this package should be directed to my supervisor.

Employee's Signature Date

Witness Signature Date

Rev9.30.15

EMPLOYEE BATA SHEET Employee # _ Project ^

NAME: Please provide the exact name shown on your social security card.

Last Fu:st Middle

DATE OF BIRTH SOCIAL SECURITY NUMBER

PERMANENT ADDRESS (For computer files-where you'll want your W-2 form sent.)

Street Addres City State Zip Code

CURRBNT ADDRESS (If different from above)

Street Address City State Zip Code

LOCAL TELEPHONE NUMBBR WHERE YOU CAN BEREACHED REGARDING CHANGES IN WORK, SCHEDULE, ETC.

Area Code Phone Number

WHO TO NOTIFY IN CASE OF EMERGENCY

Name - Relationship Area Code Phone Number

Street Address City State Zip Code

CIVIL STATUS (Please clieck one)

Married_ Single (Never Married.)_ Widowed_ Divorced_ Legally Separated_

IF MAIUUED, NAME OF SPOUSE _ ;. SPOUSE'S SS#

The above information is necessary for various tax reporting and insurance purposes. It. is your responsibility to notify the

office promptly when thereare changes in any of the above items.\

Signature Date

Protected B when completed

TD1BC2018 British Columbia Personal Tax Credits Return

Read page 2 before filling out this form. Your employer or payer will use this form to determine the amount of provincial tax deductions.

Fill out this form based on the best estimate of your circumstances.

Last name First name and initial(s) Date of birth (YYYY/MM/DD) Employee number

Address Postal code For non-residents only –Country of permanent residence

Social insurance number

1. Basic personal amount – Every person employed in British Columbia and every pensioner residing in British Columbia can claim this amount. If you will have more than one employer or payer at the same time in 2018, see "More than one employer or payer at the same time" on page 2.

2. Age amount – If you will be 65 or older on December 31, 2018, and your net income from all sources will be $34,757 or less, enter $4,669. If your net income for the year will be between $34,757 and $65,884 and you want to calculate a partial claim, get Form TD1BC-WS, Worksheet for the 2018 British Columbia Personal Tax Credits Return, and fill in the appropriate section.

3. Pension income amount – If you will receive regular pension payments from a pension plan or fund (excluding Canada Pension Plan, Quebec Pension Plan, Old Age Security, or Guaranteed Income Supplement payments), enter $1,000, or your estimated annual pension income, whichever is less.

4. Tuition and education amounts (full time and part time) – If you are a student enrolled at a university, college, or educational institution certified by Employment and Social Development Canada, and you will pay more than $100 per institution in tuition fees, complete this section. If you are enrolled full time, or if you have a mental or physical disability and are enrolled part time, enter the total of the tuition fees you will pay, plus $200 for each month that you will be enrolled. If you are enrolled part time and do not have a mental or physical disability, enter the total of the tuition fees you will pay, plus $60 for each month that you will be enrolled part time.

5. Disability amount – If you will claim the disability amount on your income tax return by using Form T2201, Disability Tax Credit Certificate, enter $7,809.

6. Spouse or common-law partner amount – If you are supporting your spouse or common-law partner who lives with you and whose net income for the year will be $892 or less, enter $8,915. If his or her net income for the year will be between $892 and $9,807, and you want to calculate a partial claim, get Form TD1BC-WS and fill in the appropriate section.

7. Amount for an eligible dependant – If you do not have a spouse or common-law partner and you support a dependent relative who lives with you and whose net income for the year will be $892 or less, enter $8,915. If his or her net income for the year will be between $892 and $9,807, and you want to calculate a partial claim, get Form TD1BC-WS and fill in the appropriate section.

8. Caregiver amount – If you are taking care of a dependant who lives with you, whose net income for the year will be $15,419 or less, and who is either your or your spouse's or common-law partner's: • parent or grandparent (aged 65 or older); or• relative (aged 18 or older) who is dependent on you because of an infirmity, enter $4,556.

If the dependant's net income for the year will be between $15,419 and $19,975 and you want to calculate a partial claim, get Form TD1BC-WS and fill in the appropriate section.

9. Amount for infirm dependants age 18 or older – If you are supporting an infirm dependant aged 18 or older who is your or your spouse's or common-law partner's relative, who lives in Canada, and whose net income for the year will be $7,257 or less, enter $4,556. You cannot claim an amount for a dependant you claimed on line 8. If the dependant's net income for the year will be between $7,257 and $11,813 and you want to calculate a partial claim, get Form TD1BC-WS and fill in the appropriate section.

10. Amounts transferred from your spouse or common-law partner – If your spouse or common-law partner will not use all ofhis or her age amount, pension income amount, tuition and education amounts, or disability amount on his or her income tax return, enter the unused amount.

11. Amounts transferred from a dependant – If your dependant will not use all of his or her disability amount on his or herincome tax return, enter the unused amount. If your or your spouse's or common-law partner's dependent child or grandchild will not use all of his or her tuition and education amounts on his or her income tax return, enter the unused amount.

12. TOTAL CLAIM AMOUNT – Add lines 1 to 11. Your employer or payer will use this amount to determine the amount of your provincial tax deductions.

TD1BC E (18) (Ce formulaire est disponible en français.) Page 1 of 2

10,412

Protected B when completed

Filling out Form TD1BC Fill out this form only if you are an employee working in British Columbia or a pensioner residing in British Columbia and any of the following apply:

• you have a new employer or payer and you will receive salary, wages, commissions, pensions, employment insurance benefits, or any other remuneration;

• you want to change amounts you previously claimed (for example, the number of your eligible dependants has changed); or• you want to increase the amount of tax deducted at source.

Sign and date it, and give it to your employer or payer.

If you do not fill out Form TD1BC, your employer or payer will deduct taxes after allowing the basic personal amount only.

More than one employer or payer at the same time

If you have more than one employer or payer at the same time and you have already claimed personal tax credit amounts on another Form TD1BC for 2018, you cannot claim them again. If your total income from all sources will be more than the personal tax credits you claimed on another Form TD1BC, check this box, enter "0" on line 12 and do not fill in lines 2 to 11.

Total income less than total claim amountCheck this box if your total income for the year from all employers and payers will be less than your total claim amount on line 12. Your employer or payer will not deduct tax from your earnings.

Additional tax to be deductedIf you wish to have more tax deducted, fill in "Additional tax to be deducted" on the federal Form TD1.

Reduction in tax deductions

You can ask to have less tax deducted on your income tax return if you are eligible for deductions or non-refundable tax credits that are not listed on this form (for example, periodic contributions to a registered retirement savings plan (RRSP), child care or employment expenses, charitable donations, and tuition and education amounts carried forward from the previous year). To make this request, fill out Form T1213, Request to Reduce Tax Deductions at Source, to get a letter of authority from your tax services office. Give the letter of authority to your employer or payer. You do not need a letter of authority if your employer deducts RRSP contributions from your salary.

Forms and publicationsTo get our forms and publications, go to canada.ca/cra-forms-publications or call 1-800-959-5525.

Personal information is collected under the Income Tax Act to administer tax, benefits, and related programs. It may also be used for any purpose related to the administration or enforcement of the Act such as audit, compliance and the payment of debts owed to the Crown. It may be shared or verified with other federal, provincial/territorial government institutions to the extent authorized by law. Failure to provide this information may result in interest payable, penalties or other actions. Under the Privacy Act, individuals have the right to access their personal information and request correction if there are errors or omissions. Refer to Info Source at canada.ca/cra-info-source, Personal Information Bank CRA PPU 120.

Certification

I certify that the information given on this form is correct and complete.

SignatureIt is a serious offence to make a false return.

Date

Page 2 of 2

Protected B when completed

TD12018 Personal Tax Credits Return

Read page 2 before filling out this form. Your employer or payer will use this form to determine the amount of your tax deductions.

Fill out this form based on the best estimate of your circumstances.

Last name First name and initial(s) Date of birth (YYYY/MM/DD) Employee number

Address Postal code For non-residents only –Country of permanent residence

Social insurance number

1. Basic personal amount – Every resident of Canada can claim this amount. If you will have more than one employer or payer at the same time in 2018, see "More than one employer or payer at the same time" on page 2. If you are a non-resident, see "Non-residents" on page 2.

2. Canada caregiver amount for infirm children under age 18 – Either parent (but not both), may claim $2,182 for each infirm child born in 2001 or later, that resides with both parents throughout the year. If the child does not reside with both parents throughout the year, the parent who is entitled to claim the “Amount for an eligible dependant” on line 8 may also claim the Canada caregiver amount for that same child who is under age 18.

3. Age amount – If you will be 65 or older on December 31, 2018, and your net income for the year from all sources will be $36,976or less, enter $7,333. If your net income for the year will be between $36,976 and $85,863 and you want to calculate a partial claim, get Form TD1-WS, Worksheet for the 2018 Personal Tax Credits Return, and fill in the appropriate section.

4. Pension income amount – If you will receive regular pension payments from a pension plan or fund (excluding Canada Pension Plan, Quebec Pension Plan, Old Age Security, or Guaranteed Income Supplement payments), enter $2,000 or your estimatedannual pension income, whichever is less.

5. Tuition (full time and part time) – If you are a student enrolled at a university or college, or an educational institution certified by Employment and Social Development Canada, and you will pay more than $100 per institution in tuition fees, fill in this section. If you are enrolled full time or part time, enter the total of the tuition fees you will pay.

6. Disability amount – If you will claim the disability amount on your income tax return by using Form T2201, Disability Tax Credit Certificate, enter $8,235.

7. Spouse or common-law partner amount – If you are supporting your spouse or common-law partner who lives with you and whose net income for the year will be less than $11,809 ($13,991 if he or she is infirm), enter the difference between this amountand his or her estimated net income for the year. If his or her net income for the year will be $11,809 or more ($13,991 or more if he or she is infirm), you cannot claim this amount. In all cases, if his or her net income for the year will be $23,391 or less and he or she is infirm, go to line 9.

8. Amount for an eligible dependant – If you do not have a spouse or common-law partner and you support a dependent relative who lives with you and whose net income for the year will be less than $11,809 ($13,991 if he or she is infirm and you cannot claim the Canada caregiver amount for children under age 18 for this dependant), enter the difference between this amount and his or her estimated net income. If his or her net income for the year will be $11,809 or more ($13,991 or more if he or she is infirm), you cannot claim this amount. In all cases, if his or her net income for the year will be $23,391 or less and he or she is infirm and is age 18 or older, go to line 9.

9. Canada caregiver amount for eligible dependant or spouse or common-law partner – If, at any time in the year, you support an infirm eligible dependant (aged 18 or older) or an infirm spouse or common-law partner whose net income for the year will be $23,391 or less, get Form TD1-WS and fill in the appropriate section.

10. Canada caregiver amount for dependant(s) age 18 or older – If, at any time in the year, you support an infirm dependant age 18 or older (other than the spouse or common-law partner or eligible dependant you claimed an amount for on line 9, or could have claimed an amount for if his or her net income were under $13,991) whose net income for the year will be $16,405 or less, enter $6,986. If his or her net income for the year will be between $16,405 and $23,391 and you want to calculate a partial claim, get Form TD1-WS and fill in the appropriate section. You can claim this amount for more than one infirm dependant age 18 or older. If you are sharing this amount with another caregiver who supports the same dependant, get the Form TD1-WS and fill in the appropriate section.

11. Amounts transferred from your spouse or common-law partner – If your spouse or common-law partner will not use all ofhis or her age amount, pension income amount, tuition amount, or disability amount on his or her income tax return, enter the unused amount.

12. Amounts transferred from a dependant – If your dependant will not use all of his or her disability amount on his or herincome tax return, enter the unused amount. If your or your spouse's or common-law partner's dependent child or grandchild will not use all of his or her tuition amount on his or her income tax return, enter the unused amount.

13. TOTAL CLAIM AMOUNT – Add lines 1 to 12.Your employer or payer will use this amount to determine the amount of your tax deductions.

TD1 E (18) (Ce formulaire est disponible en français.) Page 1 of 2

11,809

Protected B when completed

Filling out Form TD1 Fill out this form only if:

• you have a new employer or payer and you will receive salary, wages, commissions, pensions, employment insurance benefits, or any other remuneration;

• you want to change amounts you previously claimed (for example, the number of your eligible dependants has changed);

• you want to claim the deduction for living in a prescribed zone; or• you want to increase the amount of tax deducted at source.

Sign and date it, and give it to your employer or payer.

If you do not fill out Form TD1, your employer or payer will deduct taxes after allowing the basic personal amount only.

More than one employer or payer at the same timeIf you have more than one employer or payer at the same time and you have already claimed personal tax credit amounts on another Form TD1 for 2018, you cannot claim them again. If your total income from all sources will be more than the personal tax credits you claimed on another Form TD1, check this box, enter "0" on line 13 and do not fill in lines 2 to 12.

Total income less than total claim amount

Check this box if your total income for the year from all employers and payers will be less than your total claim amount on line 13. Your employer or payer will not deduct tax from your earnings.

Non-residents (Only fill in if you are a non-resident of Canada.)

As a non-resident of Canada, will 90% or more of your world income be included in determining your taxable income earned in Canada in 2018?

Yes (Fill out the previous page.)

No (Enter "0" on line 13, and do not fill in lines 2 to 12 as you are not entitled to the personal tax credits.)

If you are unsure of your residency status, call the international tax and non-resident enquiries line at 1-800-959-8281.

Provincial or territorial personal tax credits returnIf your claim amount on line 13 is more than $11,809, you also have to fill out a provincial or territorial TD1 form. If you are an employee, use the Form TD1 for your province or territory of employment. If you are a pensioner, use the Form TD1 for your province or territory of residence. Your employer or payer will use both this federal form and your most recent provincial or territorial Form TD1 to determine the amount of your tax deductions.

If you are claiming the basic personal amount only (your claim amount on line 13 is $11,809), your employer or payer will deduct provincial or territorial taxes after allowing the provincial or territorial basic personal amount.

Note: If you are a Saskatchewan resident supporting children under 18 at any time during 2018, you may be able to claim the child amount on Form TD1SK, 2018 Saskatchewan Personal Tax Credits Return. Therefore, you may want to fill out Form TD1SK even if you are only claiming the basic personal amount on this form.

Deduction for living in a prescribed zoneIf you live in the Northwest Territories, Nunavut, Yukon, or another prescribed northern zone for more than six months in a row beginning or ending in 2018, you can claim:

• $11.00 for each day that you live in the prescribed northern zone; or

• $22.00 for each day that you live in the prescribed northern zone if, during that time, you live in a dwelling that you maintain, and you are the only person living in that dwelling who is claiming this deduction.

$Employees living in a prescribed intermediate zone can claim 50% of the total of the above amounts.For more information, go to canada.ca/taxes-northern-residents.

Additional tax to be deductedYou may want to have more tax deducted from each payment, especially if you receive other income, including non-employment income such as CPP or QPP benefits, or old age security pension. By doing this, you may not have to pay as much tax when you file your income tax return. To choose this option, state the amount of additional tax you want to have deducted from each payment. To change this deduction later, fill out a new Form TD1.

$

Reduction in tax deductionsYou can ask to have less tax deducted on your income tax return if you are eligible for deductions or non-refundable tax credits that are not listed on this form (for example, periodic contributions to a registered retirement savings plan (RRSP), child care or employment expenses, charitable donations, and tuition and education amounts carried forward from the previous year). To make this request, fill out Form T1213, Request to Reduce Tax Deductions at Source, to get a letter of authority from your tax services office. Give the letter of authority to your employer or payer. You do not need a letter of authority if your employer deducts RRSP contributions from your salary.

Personal information is collected under the Income Tax Act to administer tax, benefits, and related programs. It may also be used for any purpose related to the administration or enforcement of the Act such as audit, compliance and the payment of debts owed to the Crown. It may be shared or verified with other federal, provincial/territorial government institutions to the extent authorized by law. Failure to provide this information may result in interest payable, penalties or other actions. Under the Privacy Act, individuals have the right to access their personal information and request correction if there are errors or omissions. Refer to Info Source at canada.ca/arc-info-source, Personal Information Bank CRAPPU 120.

Certification

I certify that the information given on this form is correct and complete.

SignatureIt is a serious offence to make a false return.

DateYYYY/MM/DD

Page 2 of 2

DIRECT DEP08BTi AORBBWT FO^ DIRECT DEPOSIT OF

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f (We) hereby authorise. FROMT?KE?E^ GONCTWTO^ ULG.. ths COMPANY. B-Nt^te Direct Deposit ofPayroll credit entries and necessary debit er?s and acijustmsnts to correct errors to my (our) bank accountIncifcated beiow at the ©AMK named below. This authorizgilon Is b remain In full foE'ce and &ffeoS until COM£3AMY?ias received written nofffioatlon from me (or either of us) of Its termination in such time and in such inannQr as toafford COWAW gncf BANK a rQasonabte opportunity to aot on it

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SUBSTANCE ABUSE SCREEN AUTHORIZATION

I understand that my initial or continued employment with Frontier-KemperConstructors ULC is contingent on satisfactorily completing a pre-employment substance abuse screen to confirm the absence in my body ofcertain illegal drugs and/orthe illegal use of prescription drugs. I understandthat the results of the screening test will be released to Frontier-KemperConstructors, ULC. I further understand that the presence of one or more ofsuch illegal drugs, will result in my application being dismissed.

Consistent with the Drug and Alcohol Policy of Frontier-Kemper ConstructorsULC, i understand that there are a number of situations requiring me tosubmit to a substance abuse screen including, but not limited to, Pre-employment, Post-accident, Return to duty, and/or Reasonable cause, inaddition to any situation where substance abuse screening is required by law,contract, or the Company. I hereby agree to submit to such screening andacknowledge that my failure to do so will, without good cause, result indisciplinary action up to and including termination.

I hereby authorize Frontier-Kemper Constructors ULC to conduct a substanceabuse screen through its designated collection site. I agree to forever releaseand hold harmless Frontier-Kemper Constructors ULC, its directors,employees, and agents, and the administrator of this detection examinationand any of its employees and agents, from any liability, claims, or otherrecourse as a result of this detection examination.

Witness Name (Printed)

Signature

Date

Date of Birth

Tel. Number

5600-02 Substance Abuse Screen Auth.orization Form June 2005

^ONTBER4<EMPER CONSTRUCT<E

itViPLOYEE PRIVACY

At Frontier-Kemper, protecting personally identifiable information about employees is important to us. We strive to protect thepersonal information under our control and take certain precautions to help maintain the security and integrity of this data.

Frontier-Kemper collects personal information from our employees for the purposes of establishing, managing or terminatingthe employment relationship. We coilect, use and disclose personal information that is necessary for the purposes ofadministering the employment relationship. This may include the following types of information (not an all inclusive list):

> Contact information and other identifiers such as name, address, phone number, email address, social insurance number

or bank account numbers;

> Demographic information such as date of birth, gender and marital status;

> Employment information such as date of hire, employment status, pay history, tax withholding information, performancerecords disciplinary records driver's abstracts and date of termination; and

> Benefit program participation and coverage information such as benefit elections, beneficiary and dependent information,claims information, medical information, health plan information, accrued benefits and retirement.

In administering the employment relationship, we will use this information to do such things as provide benefits, pay wagesand generally manage the workplace. Through this process, your personal employee information will be disclosed to thefollowing third parties:

> Our Benefit Providers and Brokers> Any entity we are legally required to release information to> CLAC, if applicable> Frontier-Kemper periodicaily secures to assist us administering the employment relationship

Our personal employee information is safeguarded to prevent unauthorized access, use and disclosure. Partjcuiarly sensitiveinformation such detailed medical information is stored separately and is only accessed by those with a need to do so.

It is important to keep our personal employee information as up to date as possible. Please notify us as soon as possible ofany changes in personal information such as marital status, contact information, dependent/beneficiary information, etc.

Employees may access their personal employee information by making a request to Human Resources. Any concerns aboutthe collection, use or disclosure of employee personal information can be addressed to Frontier-Kemper Business Manager

or Project Manager.

As the nature of this information is required in order to establish and maintain an employment relationship, your consent tothis collection, use and disdosure is a condition of employment.

Please sign below to indicate your consent for Frontier-Kemper to coiled, use and disclose your personal information asdescribed above.

Name (please print) Signature Date

PLEASE RETURN SIGNED FOREW TO: Office IVianager: Fronfier-Kemper Constructors, ULC

1

Harassment, Discrimination and Retaliation Prevention Policy

We are committed to providing a work environment free of unlawful harassment, intimidation,

discrimination and retaliation based on age (40 and above), ancestry, color, race, sex (including

pregnancy, childbirth, breastfeeding or related medical conditions), registered domestic partner

status, military and veteran status, sexual orientation, gender (including gender identity and

expression), genetic information, marital status, medical condition (genetic characteristics, cancer

or a record) or history of cancer), disability (physical and mental including HIV and AIDS),

religion (including religious dress and grooming practices), national origin (including language

use restrictions and possession of a driver’s license issued under any federal, state, or local law),

or any other consideration made by federal, state, local law, ordinance or regulation. The Company

also prohibits unlawful harassment, discrimination, intimidation, and retaliation based on the

perception that anyone has any of those characteristics, or is associated with a person who has or

is perceived as having any of those characteristics.

In addition, the Company prohibits retaliation against individuals who raise complaints of unlawful

harassment or discrimination or participate in workplace investigations.

All such conduct violates Company policy.

Harassment Prevention

The Company’s policy prohibiting unlawful harassment applies to all persons involved in the

operation of the Company. The Company prohibits unlawful harassment by any employee of the

Company including supervisors, managers and co-workers. The Company’s anti-harassment

policy also applies to vendors, customers, independent contractors, unpaid interns, volunteers, the

public, persons involving services pursuant to a contract and other persons with whom you come

in contact while working.

Sexual Harassment

Sexual harassment can take a variety of forms, ranging from subtle pressure to engage in sexual

activity to verbal abuse to physical assault. Sexual harassment may involve a male harassing a

female, a female harassing a male or a situation in which the harasser and victim are of the same

sex.

Sexual harassment by a supervisor or manager may involve an explicit or implicit threat that

submitting to sexual advances, requests for sexual favors or other verbal or physical conduct of a

sexual nature is an expected part of the job or required to keep or obtain a job, promotion, or other

employment benefit. It may also include a tangible adverse job action, such as a significant change

in employment status or benefits.

2

More generally, sexual harassment occurs whenever unsolicited and unwanted conduct of a sexual

nature creates a hostile or offensive work environment, unreasonably interferes with the person’s

work performance or otherwise adversely affects the person’s employment opportunities. The

following are examples of behaviors that may be considered sexual harassment. These examples

are not all inclusive. None of these behaviors will be tolerated by the Company.

Unwanted physical contact or touching of a sexual nature, including “accidental” brushing

against someone Unwanted flirtations, persistent requests for dates, sexual advances, requests for sexual

favors or propositions

Derogatory and/or sexually oriented gestures or verbal abuse, including offensive jokes,

sexual innuendoes or degrading language Repeated unwanted compliments about appearance or dress

Sexually suggestive photographs, drawings, graffiti and computer-related visual materials,

including screen savers and internet graphics Sexually offensive letters, voice mail messages, calls, memoranda or e-mails

Describing sexual exploits or questioning others about their sexual life or activities

Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this

policy. For example, hostile acts toward an employee because of his/her gender can result in

sexual harassment, regardless of whether or not the treatment is motivated by sexual desire.

Prohibited harassment is not just sexual harassment, but harassment based on any protected

category.

Other Types of Harassment

Harassment, other than sexual harassment, generally involves a demonstration of hostility or

aversion towards an individual because of his or her age (40 and above), ancestry, color, race, sex

(including pregnancy, childbirth, breastfeeding or related medical conditions), registered domestic partner

status, military and veteran status, sexual orientation, gender (including gender identity and expression),

genetic information, marital status, medical condition (genetic characteristics, cancer or a record) or history

of cancer), disability (physical and mental including HIV and AIDS), religion (including religious dress

and grooming practices), national origin (including language use restrictions and possession of a driver’s

license issued under any federal, state or federal law), or any other consideration made by federal, state,

local law, ordinance or regulation that (1) creates a hostile or offensive work environment, (2)

unreasonably interferes with the person’s work performance, or (3) otherwise adversely affects the

person’s employment opportunities. As mentioned previously, when unlawful harassment involves a

manager or supervisor, it may also include a tangible adverse job action, such as a significant change in

employment status or benefits.

The following are examples of behaviors that may be considered unlawful harassment. These

examples are not all inclusive. None of these behaviors will be tolerated by the Company.

Epithets, derogatory and/or disparaging remarks or comments, slurs, demeaning

stereotyping or “jokes”

3

Hostile or intimidating acts or threats, such as stalking, blocking someone’s path or hostile

gestures Mocking, teasing or taunting (e.g. someone’s accent, stutter, or religious beliefs) Persistently excluding someone from normal work-related activities, informal

communication channels, daily assistance and support, or team assignments Pranks (e.g. hiding someone’s crutches) Deliberate degradation of someone’s possessions (e.g. breaking someone’s rosary) Displays of cartoons, calendars, computer software, pictures, etc. which are degrading to

or reflect negatively upon any protected group

Retaliation for reporting or threatening to report unlawful harassment Communication via electronic media of any type that includes any conduct that is

prohibited by state and/or federal law or by Company policy.

Creating a Harassment Free Environment

The Company expects employees to interact with each other and anyone conducting business with

the Company in a professional and respectful manner whether on or off work premises. Regardless

of specific legal definitions of sexual harassment and harassment, if an employee’s conduct could

reasonably be interpreted to be offensive to another, then the conduct is not appropriate to a work

relationship. When an employee discusses a matter that is personal to them, such as religious

beliefs, the employee is expected to be sensitive of others.

Non-Discrimination

The Company is committed to compliance with all applicable laws providing equal employment

opportunities. This commitment applies to all persons involved in Company operations. The

Company prohibits unlawful discrimination against any job applicant, employee, unpaid intern or

a volunteer by any employee of the Company, including supervisors and co-workers.

Pay discrimination between employees of the opposite sex performing substantially similar work,

as defined by the California Fair Pay Act and federal law, is prohibited. Pay differentials may be

valid in certain situations defined by law. Employees will not be retaliated against for inquiring

about or discussing wages. However, the Company is not obligated to disclose the wages of other

employees.

Anti-Retaliation

Harassment, intimidation, threats, coercion, discrimination or retaliation in any other form is

strictly prohibited against anyone for: (i) making a good faith internal complaint of conduct

violating this policy, (ii) filing a complaint allowed by an Equal Employment Opportunity Law

or regulation (“EEO Law”), (iii) participating in an investigation or any other activity undertaken

by the Company or any governmental agency related to compliance with police or any EEO Law;

(iv) opposing in good faith any act or practice that violates any EEO Law; or (v) exercising any

right under any EEO Law.

4

The Company will not retaliate against you for filing a complaint or participating in any workplace

investigation and will not tolerate or permit retaliation by management, employees or co-workers.

Reporting a Complaint

The Company encourages an employee who believes they are being, or may have been, the subject

of unlawful harassment, discrimination or retaliation to communicate clearly to the offending party

that the conduct is offensive, intimidating or embarrassing, to explain how the behavior affects the

employee’s work, and to ask that the conduct stop. If the employee is uncomfortable with taking

such a direct approach to the offending party or has done so, but the perceived prohibited behavior

has not stopped, then the employee should report the behavior immediately to their supervisor. If

the supervisor is not available or the employee does not feel comfortable talking to the supervisor,

the employee should report the situation to his or her department manager. If the department

manager is not available or the employee does not feel comfortable talking to the department

manager, the employee should contact their local Director of Human Resources, or report the

matter directly to the Corporate Vice President of Human Resources, the Corporate EEO Officer,

or to the Corporate Compliance Officer.

Deborah Redmond Dale Reiss

Corporate Vice President, Human Resources Chair – Audit Committee

15901 Olden Street c/o Tutor Perini Corporation

Sylmar, CA 91342 Sylmar, CA 91342

818.362.8391 800.489.8689 -confidential reporting line

dredmond@perini.com dreiss@brockcapital.com

Gary Smalley

Corporate Compliance Officer

Executive Vice President, CFO

15901 Olden Street

Sylmar, CA 91342

818.362.8391

gary.smalley@tutorperini.com

Please provide all known details of the incident or incidents, names of the individuals involved

and the names of any witnesses. It would be best to communicate your complaint in writing, but

this is not mandatory.

The Company encourages all individuals to report any incidents of unlawful harassment,

discrimination or intimidation or retaliation immediately so that complaints can be quickly and

fairly investigated and resolved.

Supervisors and managers are required to immediately report all unlawful harassment,

discrimination, or retaliation reports they receive to their local Human Resources Director or to

the Corporate Vice President of Human Resources, including formal and informal complaints, as

well as complaints made by employees other than the target of the conduct.

5

Employees may also report claims of unlawful harassment, discrimination or retaliation to the

Federal Equal Employment Opportunity Commission (EEOC), and the California Department of

Fair Employment and Housing (DFEH), or any other local or state agency. The nearest office can

be found in your local phone book or by visiting the agency websites at www.eeoc.gov.

Investigation Process

The Company will make every effort to resolve all complaints as expeditiously as possible. Upon

receiving an allegation of misconduct, the appropriate Company personnel will promptly conduct

a fair, timely, thorough and objective investigation protecting the confidential nature of the

complaint and all parties involved in the investigation to the extent possible. However, the

Company cannot promise complete confidentiality. The Company’s duty to investigate and take

corrective action may require the disclosure of information to individuals with a need to know.

Complaints will be:

Responded to in a timely manner

Kept confidential to the extent possible

Investigated impartially by qualified personnel in a timely manner

Documented and tracked for reasonable progress

Given appropriate options for remedial action and resolution

Closed in a timely manner

If the Company determines that unlawful harassment, discrimination or retaliation has occurred,

appropriate and effective remedial action will be taken in accordance with the circumstances

involved. The Company will also take appropriate action to deter future misconduct.

Any employee determined by the Company to be responsible for unlawful harassment,

discrimination or retaliation will be subject to appropriate disciplinary action, up to and including

termination. Employees should also know that if they engage in unlawful conduct, they can be

held personally liable for the misconduct.

If the matter is not resolved to the employee’s satisfaction, the employee should contact the

Corporate Vice President of Human Resources or the Corporate Compliance Officer.

6

.

Acknowledgement of Receipt and Understanding of the Company’s

Harassment, Discrimination and Retaliation Prevention Policy

I have carefully read the Company’s Harassment, Discrimination and Retaliation Prevention

Policy and understand its provisions.

I further understand that any violation of the responsibilities described in the policy can lead to

disciplinary action, up to and including termination from the Company, and criminal

prosecution.

My signature certifies that I understand that I must conform to and abide by the rules and requirements

described in this policy

Date signed: _______________________________________

Employee’s Signature: _______________________________________

Employee’s Name: _______________________________________

(Print Name)

Title: _______________________________________

Organization: _______________________________________

Acknowledgment received

Date: ________________________________

Company Authorized Signature: ________________________________

Company Authorized Name: ________________________________

(Print Name) 040118

FRONTIER-KEMPER CONSTRUCTORS, ULC 850 Harbourside Drive, Suite 404 North Vancouver, BC V7P 0A3 TEL: 778.807.4961 FAX: 778.716.7723 www.frontierkemper.com

EMPLOYMENT EQUITY CENSUS QUESTIONNAIRE

Frontier Kemper ULC is committed to equity and diversity in employment. All staff and employees are asked to complete this questionnaire to help create an accurate picture of our workforce makeup. While completion of the questionnaire is voluntary return of a signed questionnaire is required in order to ensure that you have received a copy of the questionnaire. The survey only takes a few minutes to complete. You may self-identify in more than one category. You may decline to answer any questions. All responses are confidential and are used for reporting purposes only. Participation in this survey will not adversely affect you. If you do not wish to participate in this census, please mark here, , and return the signed survey form. Print Name Signature Date

EMPLOYMENT EQUITY CENSUS QUESTIONNAIRE SUPPLEMENT PAGE

Race / Ethnicity: The Canadian Census identifies the following categories. Please indicate how you self-identify. If you are of mixed decent, you may choose more than one category. Aboriginal Arab Black Chinese Filipino Japanese Korean Latin American (non-white person from Central/South America) South Asian (Vietnamese, Cambodian, Malaysian, Laotian, etc.) West Asian (Iranian, Afghan, etc.) White Other, please specify Are you a member of any other identifiable group that you feel has been disadvantaged in the workplace based on factors such as religion, age, ancestry, place of origin, family or marital status, etc.? Yes No If yes, please specify _

CITIZENSHIP STATUS Canadian Citizen Lawful Permanent Resident of Canada US Citizen, authorized to work Dual Citizen, Canada and US Other, please specify

EMPLOYMENT EQUITY CENSUS QUESTIONNAIRE

1. SEX: For the purpose of employment equity, women are a designated group Do you self-identify as a

Woman Man

2. ABORIGINAL PERSON: For the purpose of employment equity, an "aboriginal person"

is a North American Indian (status, non-status, treaty or non-treaty) Metis or Inuit. Based on this definition, do you self-identify as an Aboriginal Person? · Yes No

3. VISIBLE MINORITIES: According to the Employment Equity Act, members of "visible

minorities" are a designated group. Visible minorities are defined as persons other than Aboriginal Persons, who self-identify as "people of color." This includes ·persons who were born in Canada or other counties. Examples include: Black, Arabic, Asian, Latin American and persons of mixed origin.· Based on this definition, do you self-identify as a Visible Minority? Yes No

(see supplemental page)

4. PERSONS WITH DISABILITIES: For the purpose of employment equity, "persons with disabilities" means persons with long-term or recurring physical, mental, sensory,

psychiatric, or learning impairment and (A) who consider themselves to be disadvantaged In employment by reasons of that impairment, or (B) who believe that an employer is likely to consider them to be disadvantaged in employment by reason of that impairment.

This includes persons whose functional limitations owing tb their impairment have been accommodated in their current job or workplace.

Examples include: Coordination I Dexterity impairment (e.g. arthritis, MS, CF, MD) Deaf I Hard of hearing Developmental I Learning impairment Mental Illness (e.g. Schizophrenia, chronic depression) Non-Visible impairment (e.g. hemophilia, epilepsy, diabetes) Speech impairment Mobility Impairment (e.g. amputation, paraplegia) Blindness I visual impairment (not corrected/correctable by glasses or contacts) Based on this definition, do you self-identify as a person with a disability? Yes No

6

ACKNOWLEDGMENT OF RECEIPT AND UNDERSTANDING OF TUTOR PERINI CORPORATION RELATED PARTY TRANSACTIONS – SUPPLEMENT TO CODE OF

BUSINESS CONDUCT AND ETHICS – CONFLICT OF INTEREST POLICY

I have carefully read the above noted Corporate policy and understand its provisions.

I further understand that any violation of the responsibilities described in the policy can lead to disciplinary action, up to and including dismissal from the Company.

Date Signed: _________________________________

Employee’s Signature: ___________________________________

Employee’s Name: ________________________________

(Printed) Title: ____________________________________

Organization: ____________________________________

ACKNOWLEDGMENT RECEIVED

Date: ________________

Company Authorized Signature: _Company Authorized Name: _____________________________________

(Printed)

Revised 121916

ATTACHMENT B

COMPLIANCE CERTIFICATION WITH TUTOR PERINI CORPORATION

CODE OF BUSINESS CONDUCT AND ETHICS POLICY Since my last certification, or date of hire, I have carefully read, understand and complied with the provisions of Tutor Perini Corporation’s Code of Business Conduct and Ethics Policy. I further understand that any violation of the responsibilities described in the policy can lead to disciplinary action, up to and including dismissal from the Company. In addition, the following statement is provided in conjunction with any personal interests, which may represent a conflict of interest under the policy. [Check One]

1. To my knowledge and belief I have no (_____) reportable interests.

2. To my knowledge and belief the following disclosure (_____)

statement sets forth all of my reportable interests DISCLOSURE STATEMENT The following is a complete list and brief description of all managerial or beneficial economic interest that I or members of my immediate family have in enterprises external to Tutor Perini Corporation, its subsidiaries and joint ventures which may constitute a conflict of interest in accordance with this policy. [Interest Description] [Approximate Value]

Date Signed: _________________

Employee's Signature: _____________________________________

Employee's Name: _____________________________________ (Print)

Title: _____________________________________

Company: _____________________________________ ACKNOWLEDGMENT RECEIVED

Date: _________________

Company Authorized Signature: _____________________________ Company Authorized Name: _____________________________    

Acknowledgement of Receipt and Understanding Of the Ethics and Audit Alert Line Employee Reporting Procedures

I have carefully read the above noted Corporate policy and understand its provisions.

Date signed: ______________________ Employee’s Signature: _______________________________________ Employee’s Name: _______________________________________ (Print) Title: _______________________________________ Company: _______________________________________

Acknowledgment received Date: ____________________________ Company Authorized Signature: ____________________________ Company Authorized Name: ____________________________ (Print)