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TITAN ARMORED CAR AND COURIER, INC. OFFICE POLICY & PROCEDURES MANUAL

TABLE OF CONTENTS

ALCOHOL AND DRUG POLICY ................................................................................................................................................ 8

ABSENTEEISM ......................................................................................................................................................................................... 3

APPEAL PROCESS ............................................................................................................................................................................16

ARMORED CAR PROCEDURES..................................................................................................................................... 21, 22

BENEFITS....................................................................................................................................................................................................10

BEREAVEMENT LEAVE ....................................................................................................................................................................7

BREAKS .........................................................................................................................................................................................................11

CELL PHONE ........................................................................................................................................................................................... 21

CIVILIAN ATTIRE .................................................................................................................................................................................. 12

COMPANY PROPERTY .................................................................................................................................................................. 20

COMPENSATION ..................................................................................................................................................................................10

COMPUTER USAGE .......................................................................................................................................................................... 21

CONSENT TO SEARCH .................................................................................................................................................................... 3

CORRECTIVE ACTION ....................................................................................................................................................................... 14

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DAY OFF REQUEST.............................................................................................................................................................................5

DIABILITY INSURANCE ..................................................................................................................................................................10

DISCIPLINARY CATEGORIES .................................................................................................................................................. 14

DISCHARGE APPEAL CONFERENCE..............................................................................................................................16

DISPATCH ....................................................................................................................................................................................................11

DRIVER SAFETY RULES...............................................................................................................................................................19

DRUG TESTING ....................................................................................................................................................................................... 8

EMERGENCIES ......................................................................................................................................................................................27

EMERGENCY CLOSINGS ...............................................................................................................................................................9

EMPLOYEE COMPLAINT PROCEDURE .........................................................................................................................16

EMPLOYMENT OF RELATIVES ................................................................................................................................................ 8

EMPLOYEE LOCKERS...................................................................................................................................................................... 8

EQUAL EMPLOYMENT OPPORTUNITY............................................................................................................................ 2

FACILITIES ...................................................................................................................................................................................................9

FIREARMS ..................................................................................................................................................................................24, 25, 26

HAND TRUCKS.......................................................................................................................................................................................18

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HARRASSMENT ...................................................................................................................................................................................... 2

HEALTH BENEFITS ............................................................................................................................................................................10

HIJACKING.................................................................................................................................................................................................27

HOLIDAYS..................................................................................................................................................................................................... 4

ILLEGAL DRUGS AND/OR CONTROLLED SUBSTANCES ............................................................................. 8

INJURIES......................................................................................................................................................................................................18

JOB ABANDONMENT......................................................................................................................................................................... 4

JURY DUTY ..................................................................................................................................................................................................5

JUSTIFICATION..................................................................................................................................................................................... 26

MANAGERS CONDUCT..................................................................................................................................................................31

MATERNITY LEAVE POLICY and FMLA............................................................................................................................7

MEDICAL RELEASE STATEMENT .........................................................................................................................................6

MILITARY AND RESERVE DUTY LEAVE .........................................................................................................................6

NONSOLICITATION AND CANVASSING ..........................................................................................................................9

PARKING........................................................................................................................................................................................................9

PERFORMANCE REVIEWS..........................................................................................................................................................17

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PERSCRIPTION DRUGS ...................................................................................................................................................................7

PERSONNEL RECORDS ................................................................................................................................................................17

PERSONAL VISITS AND TELEPHONE CALLS........................................................................................................... 8

PRE-EMPLOYMENT FEES ............................................................................................................................................................. 3

REIMBURSTMENT OF EMPOYEE�S EXPENSES...................................................................................................... 4

RELEASING INFORMATION ..................................................................................................................................................... 29

REPORTING STRUCTURE.......................................................................................................................................................1, 31

RESIGNATION.........................................................................................................................................................................................16

ROBBERIES ...................................................................................................................................................................................... 27, 28

ROUTE SUPERVISORS .................................................................................................................................................................. 12

SAFETY REGULATIONS.................................................................................................................................................................17

SICK OR PERSONAL LEAVE DAYS .....................................................................................................................................6

SIGNING IN AND OUT FOR WORK.......................................................................................................................................11

SMOKING POLICY.................................................................................................................................................................................9

SOLICITING EMPLOYMENT.........................................................................................................................................................9

STANDARD OF CONDUCT..........................................................................................................................................................13

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STATUS CHANGE.................................................................................................................................................................................. 3

SUSPENSION FROM WORK......................................................................................................................................................16

SUSPICIOUS VEHICLE OR PERSONS............................................................................................................................ 28

TARDINESS ................................................................................................................................................................................................. 4

TERMINATION .........................................................................................................................................................................................15

TICKETS...............................................................................................................................................................................................29, 30

TIME OFF TO SERVE AS WITNESS ......................................................................................................................................6

TRUCK CREWS..................................................................................................................................................................................... 23

UNIFORMS.................................................................................................................................................................................................. 12

VACATION - scheduling and during a holiday...........................................................................................................5

VOTING LEAVE ........................................................................................................................................................................................6

WORKMEN'S COMPENSATION.........................................................................................................................................10

401K ................................................................................................................................................................................................................... 4

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MANAGERS REPORTING STRUCTURE

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Tim Peloso Owner and President

Company Terminal Manager Director of Operations

Robert Martino

Currency & Coin Manager Albany Terminal Manager

Mike Jacobie

Accounts Payable Administrative Assistant

Audra Hinchliffe

Dispatch

Al Pennino

Vault Clerk Supervisor

Route Supervisors

(N. West, South West, Mid West)

(Orange, O/W, Sullivan)

(S. Dut, N. Dut, night schuttle)

(Fed, Rockland, Ulster)

Money Room Supervisor Carol Bien

Order Prep and Verify,

Deposit Processing

Operations Manager

Ellen Roger

Bank Balance Accounting Administrative Assistant to Operations

Danisha Rivera

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Welcome to TITAN ARMORED CAR AND COURIER, INC. Below are the facts about your position and Company policies. You will find information regarding your employment and benefits in the Employee Handbook. Please read the Handbook and refer to it whenever you have a question concerning your employment or contact your Human Resources representative. . EQUAL EMPLOYMENT OPPORTUNITY

The Company provides Equal Opportunity Employment to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, creed, handicap or military status in accordance with Federal, State and Local laws. In addition, the Company complies with Federal, State and Local laws governing discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, leaves of absence, compensation and training, and will be made without regard to any protected category. HARASSMENT Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). Harassment is unwelcome conduct that is based on race, color, sex, religion, national origin, disability, and/or age. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws. Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people. Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following: The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee. The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct. Unlawful harassment may occur without economic injury to, or discharge of, the victim. Prevention is the best tool to eliminate harassment in the workplace. The Company will take appropriate steps to prevent and correct unlawful harassment. Unwelcome harassing conduct will not be tolerated. If an employee(s) complains, TITAN will conduct an investigation and take immediate and appropriate action. Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should report harassment to management at an early stage to prevent its escalation.

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HARASSMENT (Continued) SEXUAL HARASSMENT IS A FORM OF SEX DISCRIMINATION THAT VIOLATES: TITLE VII OF THE CIVIL RIGHTS ACT OF 1964. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment. Sexual harassment can occur in a variety of circumstances, including but not limited to the following: The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser's conduct must be unwelcome. It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop. CONSENT TO SEARCH In accepting employment at Titan Armored Car all personnel are subject to search at anytime during employment. All purses, lunch boxes, containers and personal vehicles are also subject to search for any reason. STATUS CHANGE If employees choose to go from full time status to part time. Days off are to be at the discretion of management. The same will apply for status change from part time to full time. ABSENTEEISM The Company's ability to meet its schedules and to make secure all employees' positions depends upon each employee�s regular attendance. If an employee finds it necessary to be absent, he/she

must notify his/her supervisor 2 hours in advance. In cases of emergency, where notification in advance is impossible, the employee is expected to notify his/her supervisor by telephone as early as possible on the first day of absence, giving the cause for such absence and the length of time the employee is likely to be absent. EXCESSIVE ABSENTEEISM Is defined as 2 or more occurrences within 30 days or 4 within 120 days. An occurrence is one or more days out in a row. Supporting documentation may be required. Excessive ABSENTEEISM DURING 6 MONTH PROBATION Excessive absenteeism during an employee�s probationary 6 months can lead to immediate discharge. PRE-EMPLOYMENT FEES All personnel who voluntarily severs employment or is terminated due to failure to meet the requirements of their probation with TITAN ARMORED CAR INC must repay the company the following (if applicable): · Expense for Drug Testing --- ($50.00) · Expense for Criminal back ground check--- ($20.00 & up) · 47 hour firearms training--- ($500.00 & up) · Armored Car Guard License--($50.00) · L1 Finger Printing Services--- ($85.75)

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JOB ABANDONMENT If an employee fails to notify his/her supervisor or the office after two working days in regard to the reason for his absence, it will be deemed as job abandonment and is cause for immediate termination, with the exceptions of emergencies. TARDINESS Tardiness is arriving seven minute after the assigned starting time, which is contingent upon your employment with the company. Tardiness is a behavior that will not be tolerated by the Company, and will be subject to corrective action and, if continued, termination. If an employee has been late to work in excess of 3 times (unexcused) and has been previously given corrective action, Titan will deduct four hours of vacation, sick, or personal time for each 15 minutes of lateness. For part time employees you may be suspended for a day at management�s discretion. If tardiness continues you can be terminated.

Unexcused � Arriving to work late without prior notification to the Company Excused � Prior notification to the Company, whether it be that day or prior to

the day requested. (i.e. - Court as a witness or victim of a crime ) Emergency Excusals � Not held against employee for corrective action. (i.e. -

injury or illness to immediate family) REIMBURSEMENT OF EMPLOYEES� EXPENSES The Company will reimburse employees for all pre-approved necessary business expenses that are incurred for the benefit of the Company and spent by the employee. In order to qualify, the employee must first receive written authorization by the Employer prior to incurring the expense. Failure to obtain the employer's authorization may result in the loss of reimbursement for the expenditure. 401K PLANS The Company may offer additional benefits, such as 401K plans, profit sharing and/or life insurance. Management will provide details of each of these benefits to the eligible employees. See your Supervisor for details. HOLIDAYS The Company grants the following days as paid holidays for full-time employees after one year of service: New Year's Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day To be eligible for holiday pay, an employee must work the last regularly scheduled workday preceding the holiday and the first regularly scheduled workday following the holiday, unless the supervisor approves the absence. Any other religious or special days must be taken as personal leave or without pay after approval. If your scheduled days include working holidays it is based on seniority.

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VACATION The amount of vacation to which an employee is entitled is based on the length of service as of the employee�s anniversary date. Exempt & Non-Exempt Employees (hourly) 1 year through 3 years- 5 vacation days (8 hours per day) Accrued at a rate of .77 per week. 4 years and over- 10 vacation days Accrued at a rate of 1.54 per week. Vacation must be taken during the calendar year in which it is accrued. Employees may not accumulate vacation from year to year. At the end of your calendar year you will be paid for unused vacation time PAY INSTEAD OF VACATION Employees may choose to forego their vacation and elect to receive additional pay instead of the time off, at the Company's discretion. SCHEDULING OF VACATIONS Vacations may be scheduled throughout the year at the discretion of the Operations Manager, who will consider adequate staffing levels. If two or more employees request the same vacation time that presents a conflict with scheduled work demands, the Operations Manager will consider length of service to correct the conflict. Seniority does not supersede new employees request if tenured employee missed posting dead line for vacations. HOLIDAYS DURING VACATION If a paid holiday occurs during an employee's vacation, the employee may extend that vacation by another day or agree to take the day at another time mutually agreeable by the supervisor and the employee. ILLNESS DURING VACATION Illness during a vacation will not extend the scheduled period or convert the absence to sick leave. VACATION LIMITATIONS Vacations will not being scheduled during the week of Thanksgiving Day through January 2nd. Any illness during that time will require a doctor�s note to return to work. Failure to provide a doctor�s

note could result in suspension and or termination at employers discretion. DAY OFF REQUEST Day off request must be in writing at least one week before the date you are requesting. If you have requested a personal day off and were denied and call in sick you will be required to bring in a doctor�s note. Your day off must be requested as soon as you are aware you need off. Requests

are only to be given to Ellen, she and Tim will approve or disapprove. Do not ask anyone else for days off. Failure to follow these procedures could result in termination JURY DUTY In the case of jury duty where the Company employs more than 10 employees and the juror does not receive their wages by their employ, must pay the juror (employee) at least $40.00 of their daily wages during the first three days of the jury service; and in the event their employers bear this obligation, jurors shall not receive juror per diems for the first three days of jury service.

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TIME OFF TO SERVE AS WITNESS An employee who is subpoenaed to serve as a witness on the Company's behalf will be paid for lost work time. Employees who are subpoenaed to serve as a witness in a matter unrelated to the Company may be allowed paid time off, subject to their supervisor's approval. VOTING LEAVE If an employee is a registered voter and, due to the hours of employment, does not have sufficient time within which to vote at any election, the employee will be given time off to vote, without loss of pay. The maximum time off is 2 hours. Request for leave to vote must be given to the Company at least 10 days prior to the election. The employee shall be deemed to have sufficient time to vote if the polls are open 4 hours before the employee's shift begins or 4 hours after the employee's shift ends. MILITARY AND RESERVE DUTY LEAVE If an employee enters the military service of the United States, the employee is eligible for an unpaid military leave of absence. The employee should present their Manager with a copy of their service papers as soon as the employee receives them. During the employee�s absence, the employee�s

length of service accumulates. Upon application within ninety (90) days from the date of discharge from military service or from hospitalization continuing after discharge for not more than one year, the employee will be reinstated, unless the Company's circumstances make it impossible to do so, and will receive the then current rate of pay and other benefits which have improved during the employee�s absence, provided the employee furnishes the Company with proof that the employee

satisfactorily completed their military service. If an employee is called to attend Reserve or National Guard duty, the employee will be granted a temporary military leave of absence. The employee may use any accrued paid vacation time during such duty. The employee should give their Manager as much advance notice as possible so the Company will have proper coverage while the employee is away. SICK OR PERSONAL LEAVE DAYS The Company provides full-time employees with 2-paid personal leave days and 2-paid sick days after 12 months of continuous employment. Accrued rate of .62 per week. After 3 years of continuous employment, full-time employees will receive 3 paid personal leave days and 3 sick days. Accrued rate of .93 per week. Part-time employees and temporary employees are not eligible for sick or personal leave. The paid personal leave days shall be used if you are absent due to illness, injury, hospitalization, religious matters, or if a personal matter can only be scheduled during business hours. Personal leave days should be requested as far in advance as possible, so as not to disrupt the ordinary course of the Company's business. Failure to obtain approval, in all but exceptional circumstances, will result in the employee not being paid for the day(s) absence. Unused sick or personal leave days may not be carried over into the following twelve-month period. Sick leave is not earned while an employee is on a leave of absence. MEDICAL RELEASE STATEMENT Medical Release Statement must be submitted to the employee's manager for review before the employee returns to work in the following situations:

Two or more consecutive workdays of absence due to illness or injury; When returning from medical or maternity leaves of absence; In all cases of work-related injury when the employee has been unable to work

after the time he/she is medically cleared to return to work.

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MEDICAL RELEASE STATEMENT (continued) In the case of a work-related accident or injury, the company will only compensate an employee for any hours worked on the date of the accident, which are lost as a result of that accident or injury. The employee's sick leave can be used for this purpose. The employee must then use accumulated sick leave in conjunction with worker's compensation or other disability income to achieve full pay for as long as possible. However, at no time can the combination of these exceed normal earnings. PERSCRIPTION DRUGS Any employee who is taking prescription medication that may impair their ability to perform their job must notify management immediately and their situation will be addressed on a case by case basis. Failure to notify management can result in immediate termination. BEREAVEMENT LEAVE In the event of a death in an employee's immediate family (husband, wife, child, stepchild, brother, sister, adopted child, step-sibling, father, mother, father-in-law, mother-in-law, sister-in-law, brother-in-law, grandparent), a 2-day paid leave will be granted. This will not count against any vacation or personal leave days an employee has available. Bereavement pay will only be paid if a work day or days are missed. Employee with one or more years of service will receive bereavement pay. MATERNITY LEAVE POLICY AND FMLA THE FAMILY AND MEDICAL LEAVE ACT AS AMENDED ON JANUARY 28, 2008 The FMLA provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period for the following reasons:

Birth and care of the employee's child, or placement for adoption or foster care of a child with the employee;

Care of an immediate family member (spouse, child, and parent) who has a serious health condition;

Care of the employee's own serious health condition.

If an employee was receiving group health benefits when the leave began, an employer must maintain them at the same level and in the same manner during periods of FMLA leave as if the employee had continued to work. Usually, an employee may elect (or the employer may require) the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. Employees may take FMLA leave in blocks of time less than the full 12 weeks on an intermittent or reduced leave basis when medically necessary. Taking intermittent leave for the placement, adoption, or foster care of a child is subject to the employer's approval. Intermittent leave taken for the birth and care of a child is also subject to the employer's approval except for pregnancy-related leave that would be leave for a serious health condition. When the need for leave is foreseeable, an employee must give the employer at least 30 days notice, or as much notice as is practicable. When the leave is not foreseeable, the employee must provide such notice as soon as possible. An employer may require medical certification of a serious health condition from the employee's health care provider. An employer may also require periodic reports during the period of leave of the employee's status and intent to return to work, as well as "fitness-for-duty" certification upon return to work in appropriate situations.

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FMLA (continued) An employee who returns from FMLA leave is entitled to be restored to the same or an equivalent job (defined as one with equivalent pay, benefits, responsibilities, etc.). The employee is not entitled to accrue benefits during periods of unpaid FMLA leave, but the employer must return him or her to employment with the same benefits at the same levels as existed when leave began. EMPLOYEE LOCKERS The Company provides lockers for office, money room and coin employees during work. Such lockers are viewed as Company property. The Company reserves the right to inspect lockers assigned to employees at any time. Audio and video surveillance are used extensively through out the facility as well as our fleet. Do not leave valuables or cash in your locker. The Company will not assume responsibility for items missing from your locker. The lockers are designed to hold only personal clothing items, and should not be used to store items, which belong to the Company. PERSONAL VISITS AND TELEPHONE CALLS Due to the nature of our business, personal visits during work hours are prohibited. Calls will be accepted for you only in cases of emergency. Personal calls will be made during your lunch and rest breaks only. Vault Room phone will not be used for these calls. Please make friends and relatives aware of our policy. Personnel cell phones are barred in Titan�s money room. EMPLOYMENT OF RELATIVES Individuals who are related by blood or marriage are permitted to work in the same Company facility provided no direct reporting or supervisory or management relationship exists. DRUG TESTING All employees are subject to pre-employment, random, reasonable suspicion or post accident drug and alcohol testing. Refusal will result in immediate termination. ALCOHOL AND DRUG POLICY Any employee, who is found to be under the influence of, in possession of or drinking alcoholic beverages on Company premises or equipment, or at any time while on duty, will be terminated from employment. Employees who utilize machinery at work shall not consume alcoholic beverages during his/her lunch break, nor shall any employee park a Company vehicle at an establishment that serves alcoholic beverages. Employees are prohibited from wearing their uniforms after working hours at any establishment, which serves alcoholic beverages. ILLEGAL DRUGS AND/OR CONTROLLED SUBSTANCES The unauthorized possession and/or sale of illegal drugs and/or controlled substances are against the law and violate Company policy. The use of such a drug or substance by an employee not only adversely affects his/her performance, but also makes him/her potentially dangerous to other employees and to themselves. Accordingly, it is the policy of the Company that the use, sale and/or possession of illegal drugs and/or controlled substances, not under prescription, by an employee on Company's premises or equipment, or any time while on duty, may result in immediate termination. Any employee reporting to work or who is at work under the influence of illegal drugs and/or controlled substances, unless prescribed by his/her doctor, may also result in immediate termination. Employees who are under a doctor's orders to use prescription drugs that might affect their work performance are required to notify management of the situation prior to arriving at the workplace.

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SMOKING POLICY No smoking will be allowed within the building at any time including the conference rooms, hallways and restrooms. This policy is for the health and safety of all employees. The only approved terminal location for employee smoking is the terminal yard. Allowing for the Dispatcher in the turret to monitor compliance in the absence of a Dispatcher a manager must be notified for documentation. Smoking breaks will be conducted during the employee�s two 15 minute paid breaks or their 30 minute unpaid breaks. NONSOLICITATION AND CANVASSING Employees, individuals, groups or organizations are prohibited from selling any goods or services, or to solicit funds, signatures, or other forms of support; or to distribute materials anywhere on Company premises unless authorized by Company management. Employees may not use their positions or Company facilities, letterheads, communications media or other resources for purposes of political or other canvassing, or for other purposes that are not accepted parts of Company functions. Employees may not distribute leaflets, demonstrate, and solicit signatures or other forms of support during their scheduled work time or at any time in work areas. Such activity may not be carried on anywhere on Company premises during Company time. SOLICITING EMPLOYMENT It is prohibited for all Titan Armored employees to solicit employment from any of Titan Armored clients. If an employee gives two weeks notice to the company and one year has passed from the end of the employment legal action will not be taken against the former employee. EMERGENCY CLOSINGS If the Company is closed for any part of a day or for the entire day because of catastrophe, fire, acts of God, or other emergencies, the time the business is closed will not be considered paid time off. However, even though employees will not be paid for the lost work time because of the business closing, the Company may provide opportunities for employees to make up the lost work time. Information for closings will be on extention 11 on Titan�s phone system and our web site.

The information will be available at 5 am to give time for getting into work. FACILITIES The Company takes pride in the appearance of its facilities. It asks each employee to keep the area neat and orderly. The Company's kitchen/break room is furnished as a convenience to all the employees. Each employee is responsible for the general clean up, including washing of personal dishes and utensils. All trash must be disposed of. This is not just a matter of policy, but of consideration for your fellow employees. PARKING Recognizing the needs of our customers, suppliers and visitors to have easy access to TITAN ARMORED CAR AND COURIER, INC.'s facilities, employees may park their vehicles in spaces reserved for employee parking. Under no circumstances should an employee park in areas reserved for customer parking, or park in such a manner as to block access to company facilities. The Company assumes no liability or responsibility for employee vehicles. HOWEVER IF YOU ARE BLOCKING ANOTHER EMPLOYEE�S CAR OTHER THAN YOUR PARTNER YOU MUST LEAVE YOUR KEYS IN THE ROUTE BIN.

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COMPENSATION AND BENEFITS The Company offers different types of benefits, the specifics of which are provided to the eligible employees. Some benefits include: DISABILITY INSURANCE New York State disability insurance coverage is paid for up to 26 weeks for those qualifying at approximately fifty percent of your weekly salary. Specific benefits are paid pursuant to New York State law. WORKER�S COMPENSATION INSURANCE When an employee suffers a work-related injury, disease, or illness the employee will receive benefits from the Workers' Compensation policy, paid for entirely by the Company. This program provides for coverage of medical expenses and weekly compensation payments, as regulated by New York State Law. The employee must notify their Supervisor immediately about any injury occurring during and as a result of employment, no matter how slight. The Company contributes, at no cost to its employees, to an unemployment insurance fund to provide income to employees who are out of work due to circumstances beyond their control. The Company reserves the right to pay medical bills for employees who receive minor injuries instead of submitting these claims to the workmen�s compensation. These matters are handled on a case-by-case basis. HEALTH BENEFITS All full-time regular employees are eligible to participate in the Company's group health benefits program. The Company's contribution towards the payment of health coverage is determined by the Company's health plan policy. The qualifications and extent of coverage are set forth in the health plan's summary plan description or insurance company's booklets, which are provided to all eligible employees. These benefits are subject to change, based on management's decisions to amend or discontinue the health plan coverage. Health Insurance is available 90 days after your hire date. If you choose not to take coverage then you can only sign up in September with an October 1st start date. You cannot drop coverage once you start until open enrollment. COMPENSATION All Company employees are paid by check on a weekly basis. If the scheduled payday falls on a Company-observed holiday, the employee will be paid on the day preceding the holiday. If the employee is not working on Friday he or she may receive the paycheck on Thursday after 5:00pm.

All required deductions, such as federal, state and local taxes and authorized voluntary deductions such as health insurance contributions, would be automatically withheld from the employee�s paycheck.

Employees should review their paycheck for errors. If a mistake has been made, the

employee should report it to payroll immediately. The payroll clerk will assist the employee in taking the steps necessary to correct the error.

In the event the employee�s paycheck is lost or stolen, the employee must notify the

bookkeeping department immediately who will attempt to put a stop payment notice on the check. If the book keeping departments is able to stop payment on the check, the employee will be issued another check. However, when the Company is unable to stop payment for the lost or stolen paycheck. If it is unable to stop payment on that check, the employee will be responsible for such loss.

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COMPENSATION - continued Employees who do not work on the last day of the week, their paycheck will be available at

5:00 p.m. on the preceding day.

An employee's first paycheck will be available at the completion of the second week from the day the employee began work for the Company.

Salaries or rates of pay are confidential between the employee and the Company. Any

breach of this confidentiality will subject an employee to disciplinary action at the discretion of the Company.

The Company offers semi direct deposit to bank accounts at Hudson Valley Federal Credit Union. Any employee can take advantage of this benefit by contacting Payroll Department of the Company. Every employee is required to pick up his/her own paycheck unless he/she provides a signed "paycheck disposition instructions" form to the person he/she wishes to have pick up his/her check. The designated person will have to present picture identification. The necessary form can be obtained from any officer of the Company. The Company is required by law to make deductions from the employee�s paycheck. These deductions include federal income tax, state income tax,

social security payments (F.I.C.A.), New York State disability insurance, and any other deductions required by law or the courts. BREAKS Management is not required to sign in or out during breaks. Couriers are required to sign in or out of terminal when not on the road. However, they must document it on their route sheet when on the road. Vault Clerks, coin personnel, currency processors and clerical/administrative personnel are required to punch in and out during breaks. Corresponding supervisors must manage their subordinate�s breaks. Each employee must enter all break times. FAILURE TO REPORT BREAKS CONSTITUTES THEFT OF SERVICE AND IS PUNISHABLE BY IMMEDIATE TERMINATION OF EMPLOYMENT. If an employee forgets to sign out, the employee must advise their Supervisor immediately, so that a proper entry can be made on their record. Employees many not write the time in the red book without prior knowledge by a manager. Errors or failure to make an entry may delay processing of your paycheck. If handwritten entries are found to be fraudulent, termination will result. SIGNING IN AND OUT FOR WORK Employee�s time must be recorded daily. No one is ever to sign another employee out in the red

book. Entries are acceptable if the job takes the employee out during break time or away from the facility, with the approval of the employee's manager. Employees should not sign in any earlier than 7 minutes before the start of the scheduled workday and must not sign out any later than 7 minutes after the end of the scheduled workday. DISPATCH Dispatcher will assist opening Supervisor with vault in preparation for out going trucks. Ensure accuracy of coin and signature of receiving courier, monitor security and inventory of coin in outer cage and sign the inventory clipboard. Answer incoming phone calls and call crews to check on their where about and safety. In the event that the dispatcher is on the road he must still complete his duties prior to leaving the terminal if unable to complete his responsibilities he must notify a manager as to the reason his functions were not completed.

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ROUTE SUPERVISORS Route Supervisors are prohibited from riding in tandem. They are assigned routes to supervise; this includes uniform inspections, partnering with subordinates twice a week to observe route efficiency, correct any deficiencies in any area of work. It�s the responsibility of the Route Supervisors to

inform Assistant Operations Director of what days are chosen to observe subordinates. Route supervisors are required to start at their appropriate scheduled times, depending on whether they open or close the terminal. This schedule is determined by the Operations Managers. UNIFORMS In order to present a more professional appearance both to our clients and general public, all uniformed personnel are required to conform to the following policy without deviation. This includes members of management who have prior knowledge that they will be on the road on specific days. ID Card: is to be worn at all times on outermost garment. Uniforms Pants: consisting of black BDU pants or black BDU shorts. Pants or shorts are to be worn with a black belt fitted at the waist. Shorts are only to be worn May 1 thru October 1. Uniform Shirts: consisting of black TAC polo shirt long sleeves or short sleeves. Shirts are to be tucked in trousers at all times. Foot Attire: Black shoes or black boots must be shined prior to start of the shift. Outer wear: Black Titan Armored Car & Courier, Inc. Jacket. (Any other outer wear is unauthorized). Headwear: Only authorized Titan Armored Car & Courier, Inc. baseball style hat is approved. Jewelry: Only wedding and engagement rings and a watch to be worn, no earrings. Unauthorized articles: Batons, nun chuck, armored piercing bullets, handcuffs, jeans of any color, sneakers (unless authorized by Manager), shoulder holsters, swat leg holsters, (unless worn properly), pepper spray or any chemical agents and tasers. TATOOS: All head and neck tattoos should remain covered at all times. Hygiene: All supervisors and uniform personnel must maintain their physical hygiene. If not clean shaven, beards must be maintained neatly to the chin. (No neck hair) Mustaches clean, not over grown and neatly trimmed above the lip. Haircuts must be maintained and groomed to length above shoulders. Women must keep hair in a bun or under TAC authorized headwear. Supervisors are reminded that daily enforcement of this policy is mandated and will be strictly enforced both for Courier�s and Route Supervisor�s. UNIFORMS AND PAPER WORK � upon separation All uniforms are to be washed before they are turned in. This includes hats, jackets, pants and shirts. Any Titan property such as keys, tools, vehicles, and paper work must be returned as well. CIVILIAN ATTIRE Vault, coin and currency personal must wear crew cut style tee-shirt or blouses, shorts or slacks Tank tops, spaghetti straps or any physicaly revealing clothing will not be tolerated by the company. Capri pants or shorts must be worn at an aceptable business style. Shoes, sneakers and boots are acceptable foot wear. Flip flops, sandles and open toe shoes are prohibited. Supervisors are reminded that daily enforcement of this policy is mandated and will be strictly enforced.

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STANDARD OF CONDUCT Employees have certain responsibilities to TITAN ARMORED CAR AND COURIER, INC., their supervisor, and their fellow co-workers. Employees are expected to observe certain standards of conduct such as the following: a) ID cards are issued to all armored employees. Managers are issued proximity cards and keys. If an employee's ID card or manager�s card or keys are lost or stolen it must be reported to the office immediately. If it is not reported, the employee or supervisor will be subject to disciplinary action or termination. b) Employees are to report to work according to the established schedule of their employment. If an employee is going to be absent or late, the employee is required to notify Tim Peloso, President at 845-496-5948(home) or 845-518-7800(cell) and call the terminal in advance or as soon as possible thereafter. Unauthorized absences, chronic absenteeism, and chronic tardiness are all cause for termination of employment. All anticipated absences must be approved in advance, such as dentist, medical, jury, etc. These appointments must be relayed to management on the first business day after the appointment is scheduled. All employees must call out for themselves. c) Employees must be aware of their own personal safety and the safety of others, and observe all safety rules and regulations. Report any injuries or unsafe conditions to your supervisor immediately. d) All employees must be on Company time, while on Company property and performing Company business or activities. e) Employees may not misuse confidential information. Company and Client information is not to be disseminated to anyone. f) While TITAN ARMORED CAR AND COURIER, INC. has an open door policy and recognizes your right to a personal opinion, as a company, we are not obligated to explain how we conduct our business to our employees. The Company expects every employee to abide by Company policies and refrain from public statements that would damage or misrepresent the integrity of TITAN ARMORED CAR AND COURIER INC. Instead, employees should seek a resolution to the disagreement through the appropriate internal channels. g) All employees must show concern and care for all Company and co-worker property. Reporting for work under the influence of alcohol, illegal drugs or abuse of prescription drug(s) on the job is cause for immediate termination. Failing to notify the Company of the use of prescribed medication that may influence, impair or cause drowsiness is cause for action or termination. h) Employee conduct in the presence of clients Titan Armored Inc. will not tolerate unprofessional behavior by our guards during route stops. Professional and personal issues must not be reflective of your conduct. Nonprofessional behavior will lead to corrective action and up to termination depending on the severity of the offense.

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CORRECTIVE ACTION The purpose of corrective action is to serve notice upon the employee the severity of their actions. When an employee fails to comply with Titan Armored Cars & Courier, Inc. policies, the employee will be subject to disciplinary action. Any disciplinary action may have an adverse effect on their annual review or consideration for promotions. Corrective action on file prior to its twelve-month anniversary date will further the severity of any additional corrective action. Any three corrective actions during a twelve-month period will result in unpaid suspension and a fourth will lead to termination. First offense � verbal/ written warning & corrective action & timeline Second offense - written warning & corrective action & timeline Third offense - written reprimand and unpaid suspension Fourth offense � termination DISCIPLINARY CATEGORIES (LEVEL OF OFFENSES) The Company has rules of conduct that apply to all employees. These are necessary to assure a safe, efficient business operation, to assure compliance with the law, and to protect the well, being and rights of all employees. Three corrective actions within a twelve-month period will result it termination. Unacceptable behavior will result in disciplinary action, up to and including termination. The following list, which is not all-inclusive, outlines acts and behaviors that are not acceptable. Management is responsible for evaluating each case based on the individual facts. FIRST LEVEL OFFENSES

1. Unauthorized or excessive absence, tardiness, or early quitting; 2. Failure to notify management promptly of completion of assigned work; 3. Failure to meet established quality standards, or housekeeping responsibilities; 4. Obscene, abusive, or disruptive language or behavior; 5. Failure to meet production requirements; 6. Leaving the building without punching in and out; 7. Failures to wear prescribed safety equipment, take necessary safety precautions, or adhere

to dress code; 8. Lack of attention to job responsibilities; 9. Failure to follow prescribed work procedures; 10. Smoking in the no smoking areas; 11. Soliciting or collecting contributions for any purpose on Company time; 12. Loafing or other abuse of time during assigned working hours; 13. Failure to notify supervisor of pending absences. 14. Poor personal hygiene complaint made by co-workers or cutomers.

SECOND LEVEL OFFENSES These include behavior that may result in both a warning notice and disciplinary time off without pay. Repetition of these types of offenses will result in termination.

1. Failure to follow supervisor's instructions; 2. Violating safety rules; 3. Performing unauthorized personal work on Company time; 4. Unauthorized use of materials or equipment; 5. Removal of notices or company signs. Writing on company property without approval. 6. Failure to correct personal hygiene level one offence.

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THIRD LEVEL OFFENSES These include behavior that a first occurrence may result in discharge.

1. Using alcohol, narcotics, drugs or any controlled substances, or bringing them onto Company property;

2. Falsifying any records, such as vouchers or reports, including insurance claims, personal absence, illness, time, or production records;

3. Misusing company records or property; 4. Insubordination; 5. Theft, misappropriation, unauthorized possession or removal of Company or another's

property; 6. Signing in an absent employee, or arranging for any other person to sin you in. 7. Disclosure of confidential information to unauthorized persons; 8. Leaving Company premises during working hours without permission of the supervisor; 9. Engaging in any commercial or personal activity that conflicts with or gives the appearance

of conflicting with the interests of the Company without having first received written authorization from supervisor;

10. Gambling at work; 11. Acts of physical violence; 12. Failure to report work breaks; 13. Immoral or indecent conduct; 14. Sleeping during working hours; 15. Failure to report lost ID card; 16. Any unsafe handling of a weapon; 17. Unauthorized possession of explosives, firearms, or other dangerous weapons on Company

property (including the parking lot); 18. Failure to report an absence for a 1-day period without a satisfactory explanation; 19. Threatening, intimidating, coercing, or interfering with employees or supervisors; 20. Sexual, verbal, physical or visual forms of harassment directed at any person associated

with the Company or customer, or discriminatory conduct toward employees or applicants for reasons of race, color, religion, national origin, sex, age, disability or any other protected status;

21. Failure to report thefts, shortages to customers' or Company; 22. Failure to report lost or stolen access cards immediately; 23. Reporting to work when intoxicated or when ability is impaired by use of alcohol or drugs. 24. Uncorrected personal hygiene after write ups for level one and two hygiene problems. 25. Unauthorized use of company vehicles 26. Unauthorized use of company credit cards.

TERMINATION Upon termination of employment, whether with or without cause, the employee will not, on his/her own behalf or on behalf of anyone else engaged in a similar line of business, directly or indirectly solicit business from any customer sold or serviced by him while in Titan's employ. Any breach of this provision shall entitle Titan to apply to any court of competent jurisdiction to enjoin any violation of this provision, threatened or actual. It is the employee�s responsibility to see that all Company

property assigned to them, such as vehicles, tools, uniforms, keys and any other items are turned in within a week of termination. In the case of termination all accrued sick, vacation and personal time will be forfeited.

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APPEAL PROCESS An employee has 24 hours to notify the company of their intent to appeal the issuance of corrective action, suspension or termination DISCHARGE APPEAL CONFERENCE If an employee is discharged, or suspended pending discharge, the employee may request an informal conference with the Personnel Director in order to discuss the reasons for their discharge. This conference is not automatic, and will be scheduled only if the employee makes a request in writing to the Personnel Director within 24 hours of the time that the employee is notified of discharge. The Personnel Director, upon such request, will promptly schedule a discharge conference. In addition to the Personnel Director or his designee and the employee�s immediate supervisor, other management personnel whose presence is deemed appropriate by the Personnel Director may be present. The employee will not receive a final decision on their discharge appeal at the conference. However, the Personnel Director will promptly contact the employee with the Company's determination of their employment status. RESIGNATION Employees are free to discontinue employment with TITAN ARMORED CAR AND COURIER, INC. However, the employee should notify their supervisor in writing at least two weeks before their final day of work. The Company requests this advance notice in order to assist us in maintaining adequate staffing. It is the employee�s responsibility to see that all Company property assigned to them, such as vehicles, tools, uniforms, keys and any other items are turned in before their last day of work. Upon resignation of employment, whether with or without cause, the employee will not, on his/her own behalf or on behalf of anyone else engage in a similar line of business, directly or indirectly solicit business from any customer sold or serviced by him while in Titan's employ. Any breach of this provision shall entitle Titan to apply to any court of competent jurisdiction to enjoin any violation of this provision, threatened or actual. SUSPENSION FROM WORK When an employee is suspended from work for an indefinite time for violations of company policies, the employee is not allowed to use personal leave or vacation time to subsidize their suspension. They are instructed to return employee I.D. card EMPLOYEE COMPLAINT PROCEDURE Differences of opinion occasionally arise between individuals in an organization. It is in the best interests of the Company that such conflicts be resolved expeditiously. Only complaints or replies to complaints, which are of extreme significance, need be in writing. Open discussion is encouraged, so that employee grievances and complaints may be resolved to the satisfaction of all concerned. Employees who submit a complaint or grievance under this procedure will not be harassed nor will any reprisals be taken. However, employees are not to disrupt or in any manner interfere with the work of another employee. Any employee having a grievance or complaint relating to his or her status or condition of employment with the Company should first discuss it with the employee's supervisor. If, after preliminary discussion, the employee feels nothing has been resolved, or the employee believes that discussion with the supervisor would be embarrassing, the employee is encouraged to discuss the situation with someone at a higher level of management. This individual will consider the complaint, and will inform the employee of his or her conclusions without delay. If

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EMPLOYEE COMPLAINT PROCEDURE - continued the employee still feels that no satisfactory conclusion has been offered, the employee may request an appointment with the President of the Company, giving the employee's reasons for the disagreement. In the event the President concludes that a meeting is to be held, the employee and others concerned may be asked to attend to discuss the employee's complaint, in order to make a fair and final determination. PERFORMANCE REVIEWS To ensure that employee�s perform their job description to the best of their abilities, it is important

that employees be recognized for good performance and that employees receive appropriate suggestions for improvement when necessary. Consistent with this goal, the employee�s

performance will be evaluated by their supervisor on an on-going basis. Employees will also receive periodic written evaluations of their performance. Such evaluations will normally occur after the employee has been employed for 12 months, on the employee�s first anniversary date and annually

thereafter. In addition, if the employee is promoted or transferred to a new position, their performance will normally be evaluated in writing after the employee has been in their position for 12 months. The Company endeavors to conduct written performance reviews for each employee's performance annually. All written performance reviews will be based on the employee�s overall

performance in relation to their job responsibilities, and will also take into account their conduct, demeanor, and record of attendance and tardiness. In addition to the regular performance evaluations described herein, the management at any time to advise the employee of performance or disciplinary problems may conduct performance evaluations. The successful completion of this period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard. Employees� salaries will be

reviewed at the same time as their performance. Employees may receive a salary increase, if their performance merits it. PERSONNEL RECORDS It is the employee's responsibility to keep his/her records up to date. An employee must notify the office of any change of home address or telephone number. If and employee does not have a telephone, the employee must provide a number through which they may be reached in case of an emergency. In addition, each employee should be conscious of his/her tax status and file a new W-4 form with the Company, should that employee desire to change his/her filing exemptions. Any misinformation within a file may cause problems with an employee's taxes, fringe benefits, work notification or other important matters. Employee personnel records are property of the company. Anyone found to have taken any documents from the employee records would be charged with larceny and prosecuted. SAFETY REGULATIONS The nature of the Company's business requires it to own, use and expose its employees to inherently dangerous equipment, tools and materials. Every employee is required to become familiar with the proper and safe use and dangers of the equipment before using it. Any questions concerning safety precautions and proper use are to be directed to the employee's supervisor. The Company requires each employee to comply with all safety standards and precautions of OSHA and Environmental Protection laws and other regulations to ensure that the work site will be a safe place for all employees. The Company is sincere in its desire to conduct all of its operations in the safest manner possible. Compliance with the general safety rules listed below will assist in achieving this objective. These rules are minimum guidelines for working safely. Each employee's

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SAFETY REGULATIONS - continued continued awareness and cooperation in loss control is a vital part of his/her job. It is every employee's duty to apply these and all appropriate safety and health standards.

Report every accident, NO EXCEPTIONS. Each employee should seek first aid promptly; Report to management any condition or practice that might cause injury to people or

damage to property; If an employee feels a piece of equipment is not safe, he/she should not operate it and

should report it to his/her supervisor; Approved lifting techniques should be used at all times (bend your knees, grasp the load

firmly, then raise load, keeping your back straight). If the load is heavy, get help; Follow all Company rules, government regulations, signs, markings and instructions.

Further, an employee should be familiar with those rules, regulations and instructions that directly apply to the particular employee's position;

Inquire about material safety data sheets on any product employee�s are unfamiliar with; Any unsafe weapon handling will be grounds for immediate termination; Employees should be aware of all postings on designated Company bulletin boards. As

practices and procedures change to meet the needs of the Company and its employees, the Company shall post notices and guidelines on these bulletin boards;

Compliance with these and other Company rules, as well as federal and state requirements, are a condition of continued employment.

HAND TRUCKS The hand trucks that we use are rated for 600 pounds. Under no circumstances will they be over loaded with any liability, including coin or currency. Below are maximum loads for coin in terms of boxes or bags. I have also included the weight for each demonization for bags or boxes. These loads will be strictly followed. If it is determined that someone is loading a hand truck with excessive and an unsafe load, that employee will receive disciplinary action, which may include suspension or termination Weight of Individual Box or Bag Maximum Bags or Boxes per load One Box weight per denomination Quarters � 25 pounds Quarters � 24 Boxes Dimes � 13 pounds Dimes � 48 Boxes Nickels � 22 pounds Nickels � 26 Boxes Pennies � 15 pounds Pennies � 40 Boxes One Bag weight per denomination Quarters � 50 pounds Quarters � 12 Bags Dimes � 50 pounds Dimes � 12 Bags Nickels � 44 pounds Nickels � 13 Bags Pennies � 30 pounds Pennies � 20 Bags INJURIES Must be reported to a supervisor immediately after incident. A report is to be completed as soon as possible no matter how minor the injury may seem.

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DRIVER SAFETY RULES

The Company endorses all applicable state and federal laws relating to drivers' responsibilities.

Only company authorized drivers may operate company vehicles.

All accidents must be reported immediately and all proper forms must be completed.

No unauthorized riders, hitchhikers, etc., are allowed to ride in company vehicles.

Drivers must report all citations for moving violations received during the operation of any

vehicle. Drivers will not be permitted to have moving violation points on their driving record, either work or personal.

Any driver who has their license revoked or suspended shall immediately notify their

supervisor of such, either in person or by telephone. A driver whose license has been revoked or suspended will no longer be eligible for employment.

Each driver is responsible for insuring that his or her vehicle is in safe operating condition

by inspecting it before the first trip of the day and after the last trip of the day. Adverse conditions and/or damage found must be documented and reported to their supervisor.

Drivers will not be allowed or required to operate a motor vehicle that has defective

steering, brakes or other defective systems or accessories that are required for safe operation during current and foreseeable road, weather and light conditions.

Seatbelts are to be used at all times by all employees.

Drivers must honor posted speed limits. In the event of adverse driving conditions, the

driver is responsible for reducing their speed to a safe operating speed that is consistent with the adverse road, weather, and light and/or traffic conditions.

Drivers are required to maintain safe following distances at all times. The recommended

following distance between vehicles should be at least one vehicle length for every 10 miles per hour of vehicle speed. During slippery road conditions, the following distance should be increased.

All employees are expected to obtain the proper license required to operate heavy-duty

vehicles (i.e. CDL B with air brake endorsement). If requested to do so by management. Drivers are required to yield the right of way at all traffic controls, signals and signs

requiring them to do so. The driver should also be prepared to yield, and do so, whenever the other vehicle, being so required, does not. Pedestrians and bicycles in the roadway always have the right of way.

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DRIVER SAFETY RULES - continued

Drivers are required to stay to the right at all times except when passing in legal passing

zones or preparing for a left hand turn.

Passing on a two lane roadway is very dangerous and should only be attempted if the vehicle the driver is following is more than 10 mph below the speed limit, and then only after insuring that the driver is in a legal passing zone, the road ahead is clear, and the driver has alerted the driver ahead that the driver intends to pass. Multiple vehicle passes are prohibited.

Drivers are required to check behind their vehicles before backing to ensure that there is

proper clearance on all sides, behind and above the vehicle.

Drivers are required to operate their turn signals prior to all lane changes and turns. Four-way flashers should be used whenever the vehicle is stopped in the roadway because of breakdown or other emergency, or whenever vehicle speed is such that the driver is required to do so.

Under no conditions are drivers allowed to drive any company vehicle while under the influence of alcohol or drugs.

While in a vehicle containing coin or currency employees are not permitted to have

conversations with persons while the vehicle door is open.

Drivers are required to maintain safe operation of vehicle. Armored trucks are top heavy and do not do well in avoidance maneuvers. Example: If a deer or other animal enters the roadway and the vehicles cannot be slowed enough to avoid the collision run it over. It does not make since to risk human lives to avoid an animal strike.

COMPANY PROPERTY Each employee is responsible for all equipment, which he/she uses. Any adjustments or repairs should be reported as soon as possible. Equipment should be kept clean and in good working order. All repairs must be authorized by the management of the Company, prior to repair. The records and/or files for Company equipment should be kept in or with the equipment. No records or files may be taken from the Company's office without permission from an officer of the company. Any employee authorized to use a Company vehicle must do so in a proper and legal manner at all times. Every employee is responsible for making sure the vehicle is in good working order and must report any problems and necessary repairs to management. Drivers are required to be fully familiar with applicable Department of Transportation and Vehicle and Traffic laws and regulations and obey them to the fullest extent of the law. The Company has copies of the relevant documents and employees are free to request to review the documents. The Company vehicles are never to be used for personal business unless approved by management.

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CELL PHONE The Company furnishes employees with a phone and the employee is expected to restrict its use solely to business use, unless there is an emergency. The Company requests that all calls be limited in time to cover essential issues, and each employee should avoid unnecessary charges. No unauthorized use of the company's cellular phones will be tolerated. All cell telephone calls are restricted to calling TITAN ARMORED CAR AND COURIER, INC.'s home office/answering service and 911. Violation of these rules will result in disciplinary action. There are no personal cell phones allowed in the secure area unless approved by Management. COMPUTER USAGE There is no personal use on work related computers, except with approval by Tim or upper management. ARMORED CAR PROCEDURES DRIVER�S VEHICLE INSPECTION REPORT (dvir) All drivers must conduct a pre-trip inspection of their assigned truck (oil, coolant, brake fluids levels and tires, ECT) these checks need not be documented, but must be acted upon if defects are found. DVIR must be completed by the driver at the end of the shift. The truck log must remain with the assigned truck not a route. The top white copy must be treated as your keys, radio, and camera and must be signed in by the vault attendant. The vault attendant will then place the DVIR form in the designated bin. There will be two reporting bins. One labeled �A� for priority (mechanical or safety issues). The second bin labeled �B� will be for none priority issues if there are no issues to report. Both the yellow and white copies remain in the DVIR. Any driver not assigned to their usual truck must read that trucks log from the previous day, if the log is reporting a mechanical or safety issue the driver must notify a supervisor to obtain clearance from the mechanic. Otherwise the vehicle may not leave the facility. The DVIR must be filled out entirely and signed by the driver. Failure to comply will result in corrective action and up to termination. LOCKING DOORS Whenever the armored car is stopped for a pickup or delivery, all doors must be properly closed. OPENING OF DOOR

It is absolutely forbidden for any member of the crew to open the doors except to permit a crewmember to enter or leave. Under no circumstances are the doors to be held open for the purposes of conversation with the general public, customers, and fellow crewmembers.

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BEING A GOOD SAMARITAN CAN BE FATAL All TITAN ARMORED CAR AND COURIER, INC., employees are instructed not to stop at any accident that does not directly involve them. Employees may, however, contact the dispatcher to notify authorities. Accidents can be extremely dangerous. If you are involved in an accident, do not immediately leave the truck. First, assess the situation and notify the police, if possible. The guard may exit the vehicle ONLY after giving his keys for the vehicle to the driver. This protects the driver and the cargo. IDENTIFICATION Always make sure, by sight, that it is a crewmember at the door. The person's face must be seen before the door is opened. LIGHTS All internal lights in the vehicle must be turned off before the door is opened for either entering or exiting. LOCK OUTS If a crew is locked out of any armored car on the street, the crew should not attempt to open the Door by fishing through the gun ports or the ventilators. The crew should always call the office for a spare key. UNAUTHORIZED TRANSFERS Employees shall not transfer any package or parcel from an armored car directly to a privately owned vehicle. Lunch boxes or any other personal item on board the armored car must be carried into the office, and is subject to inspection before leaving the premises. DUTIES The guard's first duty is to remain alert and prepared at all times. The guard must not only protect the crew or premises, but must watch for the accidental mishandling of packages that might result in a loss. The guard will carry or assist in carrying consignments to or from service locations when so directed by his manager. CASUAL CONVERSATION Guards must never become involved in casual conversation while conducting armored car transactions. The guard must keep their continuous attention on the personnel and the valuables they are protecting and are not to conduct conversations with any vehicle door open.

REST ROOM BREAKS All guards are reminded of the dangers of stopping for a rest room break while conducting a pick

up. Especially where the rest room is open to the public and multiple people are capable of entering. Private client rest rooms present a safer environment. It is strictly prohibited to enter the rest room while in possession of any form of liability. Utilize the rest rooms prior to pick up or after you have secured the liability within the truck.

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TRUCK CREWS TWO PERSON CREW When arriving outside a stop, the crew should take a few seconds to observe their surroundings and take notice of any suspicious people, (stationary, walking or sitting in cars.) Next, notice what is on the street (vans, many people in cars, etc.). Next, the crew should take notice inside the stop and should check if everything is as it should be. Is everyone moving about normally? The crew may walk into a hold-up in progress if they are not observant. Once the crew is satisfied that all is secure, the crew chief exits and walks around behind the truck. When the driver is satisfied that all is safe, the driver will signal the crew chief to open the door and remove all cargo for that stop. The driver remains in the vehicle at all times, keeping a constant focus on the crew chief and the surroundings. At no time does he/she allow his/her attention to be drawn away from guarding the crew chief. Having removed the cargo, the crew chief proceeds to enter the stop. The driver shall be watching for the crew chief at the door of the stop. When the crew chief wishes to exit the stop, he/she first establishes eye contact with the driver. In the event suspicious persons are in the immediate area, the driver shall turn on the warning lights to signal the crew chief to remain in the stop. If all is secure, the crew chief will proceed from the stop to the vehicle. The crew chief will place all cargo in the truck, making sure to do apiece count as it is loaded. The crew chief then secures the door and returns to the front of the truck. The crew chief will proceed to the rear or side door, open the door and place the cargo. At no time should any cargo be placed within three (3) feet of the rear or side door. Once the rear or side door is locked, the crew chief then goes to his door and gets in the truck.

WE CANNOT STRESS ENOUGH THE IMPORTANCE OF ONE PERSON REMAINING IN THE VEHICLE'S DRIVER'S SEAT AT ALL TIMES. IF THIS PROCEDURE IS VIOLATED, IT WILL RESULT IN IMMEDIATE TERMINATION. THE ONLY EXCEPTION IS WHEN THERE IS NO CARGO ON THE VEHICLE THEN, AND ONLY THEN, MAY TWO PEOPLE EXIT THE VEHICLE. THREE PERSON CREW The three-person truck in many ways works the same way as a two-person truck. The main difference occurs when the crew chief is opening the rear or side door. At this point, the guard, who is stationed in the rear of the truck, will have the cargo ready by the door that it is being delivered. Because the cargo is ready to be removed and within easy access of the crew chief, the guard can look out the door and see what is happening behind the crew chief or around the truck. Exiting the stop is the same as for the two-person crew. Special attention should be given to see that at no time are two or more doors of the truck open at the same time.

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FIREARMS CARRY PERMIT If the proper authorities refuse to grant you or withdraw any required pistol permits or licenses, the employee may be immediately terminated or suspended. All employees are responsible for their individual pistol permit. They must have the proper endorsements to allow them to carry a firearm while employed at Titan. A target or hunting permit is not acceptable. All armored employees must only carry the weapon or weapons on which they qualified with and is on your valid permit. AMMUNITION Employees are not permitted to carry the following ammunition that is; hand loaded, reloaded, armor piercing or ammunition containing an explosive head. Crews entering New Jersey must note it is illegal to carry hollow point rounds in that state. SAFETY All weapons will remain holstered while on company premises, except in some instances when entering or exiting the building:

Consider every firearm to be loaded until it is proven otherwise. Never permit an unauthorized person to handle your weapon. Never point or aim an unloaded weapon in dry firing practice in a location where an

accidental discharge of a loaded weapon could do some damage or harm. Practice dry firing only after a rigid inspection of the weapon and empty chambers. Never engage in conversation with another individual while handling a weapon. Your

attention must be completely on what you are doing. Never pull back the hammer into a cocked position. Never place the weapon in the holster or in storage with the hammer cocked. Never ask if a weapon is loaded or unloaded. Examine it yourself. Never accept a weapon from another person if the cylinder is not open or the slide is not

locked to the rear and magazine is out of the weapon. Never place your finger on the trigger unless you intend to fire the weapon. Never (in any non-action, non-combat situation) hand your weapon to another person in a

loaded condition. Never store or position a weapon where someone else may gain ready access to it.

FIREARMS TRAINING All armed employees are required to pass a New York State mandated 47-hour Armed Security Guard/Armored Car Guard firearms course, and an 8-hour recertification course annually thereafter. TITAN ARMORED CAR AND COURIER, INC. will provide the instructors as well as the ammunition to meet the minimum requirements for the employee to pass this course. If an employee does not pass the course, he/she will be given one additional opportunity to pass the course. Any expenses incurred for additional training to pass either the 47-hour or 8-hour course will be the employee�s responsibility. This includes class time, range time, and ammunition in excess of the minimum requirements necessary to pass either course. If an employee does not pass either course, he/she will be terminated.

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SAFE HANDLING AND SAFEGUARDING OF WEAPONS There have been many mishaps that have occurred while either drawing the weapon from or returning it to its holster. Regardless of the type of holster used by the uniformed guard and approved by the office, it should be securely engaged on a separate holster belt and not affixed to the same belt serving to hold the trousers in place. Approved holsters are:

Open holster with a spring clip that secures the weapon.

Open holster with a leather strap passing over the hammer and the buttoning down of the outside surface of the holster.

Danger is always present when the guard is careless in drawing or returning his weapon to the holster. Most types of holsters for the uniformed guards are designed with the two following thoughts in mind:

Will the weapon remain secure in the holster and be secure from the possibility that a person may readily tug it out and use it against the guard.

Will it afford the guard quick and ready access to the weapon in the event of need.

These are the three basic rules to follow when securing the weapon in the holster or drawing it from the holster:

(a) Keep a firm grip on the pistol grip, web of your hand on the yoke;

(b) Keep the finger off the trigger;

(c) Keep the fingers outside the trigger guard. With these recommendations in mind, we must agree that there is no one holster being distributed today that can be rated as excellent for all types of uniform clothing that may be worn in all kinds of weather and under all kinds of circumstances. An example to this point is the spring lock type holster that affords better means of protection against a person attempting to pulling your weapon free from its secured position. FIRING YOUR WEAPON We could not at any one time tell you when to shoot or not. Common sense must prevail at that critical time, but we can give you some guidelines to guide you. Guards are not permitted to fire at a felon when lesser force can be used or fire at a fleeing felon. The requirement of using lesser force, when possible, is a legal rule. To risk the life of an innocent person for the purpose of apprehending a felon cannot be justified. Remember an errant unobstructed round can travel in excess of a mile and still impact a human life causing serious physical injury or death.

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DEADLY WEAPON means any loaded weapon from which a shot, is readily capable of producing death or other serious physical injury when discharged. The DEADLY WEAPON will include, but not limited to, a firearm, switchblade knife, gravity knife, Pilum ballistic knife, metal knuckle knife, dagger, Billy, blackjack, or metal knuckles. DANGEROUS INSTRUMENT means any instrument, article or substance, including a "vehicle" as that term is defined. Which, under the circumstances in which it is used, attempted to be used or threatened to be used, is readily capable of causing death or other serious physical injury. PHYSICAL FORCE exhibited by a person upon another person when and to the extent he reasonably believes such to be necessary to defend himself or a third person from what he reasonably believes to be the use or imminent use of unlawful physical force by such other person. SERIOUS PHYSICAL FORCE means physical injury which creates a substantial risk of death, or which causes death or serious and protracted disfigurement, protracted impairment of health or protracted loss or impairment of the function of any bodily organ. DEADLY PHYSICAL FORCE means physical force which, under the circumstances in which it is used, is readily capable of causing death or other serious physical injury. WARNING SHOTS - Guards should never use a warning shot for any purpose. Warning shots endanger the lives of bystanders and, in addition, may prompt a suspect to return fire. Further, guards should never fire from a moving vehicle. JUSTIFICATION The justified use of force in defense of oneself or another requires a reasonable belief that force is necessary for the defense of oneself or another from what is reasonably believed to be imminent use of physical force by another person. The degree of justifiable force is geared to the degree reasonably viewed to be necessary to defend oneself through the use of deadly physical force, and specifically requires a reasonable belief that the assailant is using or about to use such force. An important limitation on the use of deadly physical force upon a person whom the guard reasonably believes is using or about to use deadly physical force is that such force may not be used if the guard knows that he or she can retreat in "complete safety".

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EMERGENCIES Hijacking An attempted robbery on the armored car is most likely under the following conditions:

When one person occupies the truck while the rest of the crew is making a pick-up or delivery.

By causing a deliberate accident and then attempting to get part or all of the crew to leave the armored car. Every accident, even if minor, must be suspect.

By imposters in uniforms of law enforcement agencies. It is even possible that they might have a vehicle simulating a police vehicle. If you are stopped by a police officer, one crewmember should leave the truck from the side not covered by the officer. The remaining crewmembers should immediately deadbolt themselves inside of the vehicle. If there is more than one officer, all the crew should remain in the vehicle with the doors bolted. The officer should be informed, by conversing through a gun-port that for safety reasons you are going to contact his reporting agency before disembarking the vehicle.

Hijacking; if involved in this kind of situation and your courier is taken hostage while out side the truck. Note the description of all involved and drive away. This action will take away the main incentive for a robbery then immediately contact 911.

Robberies While no one can forecast how any holdup will occur, the primary precaution is to be prepared and to expect an attack at any time or any place. At every location that an employee serves, the employee should try to visualize how a Felon would attack the crew, and then take every possible precaution. The most dangerous spots are:

Between the truck and the building, particularly just outside or inside the building entrance or on loading docks.;

In corridors or stairways, especially where blind corners washrooms or unoccupied offices will permit someone to suddenly confront you;

Upon entering or exiting an elevator;

Upon entering a building, office, or store where the felons may already control the customer's employees;

Within an office or room where a felon can suddenly enter and take the crew by surprise;

At the moment of unlocking a key controlled safe, particularly if the safe is exposed to the general public;

At any time or in any place where you think it cannot happen.

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PROCEDURES IMMEDIATELY FOLLOWING AN (ATTEMPTED) ROBBERY

Tend to any wounds or injuries and, if possible, send someone to call for help.

Contact the police by first calling 911 and then the state agency.

Call an ambulance or have the police call for medical help.

Secure any valuables in the truck.

Try to remember anything about the holdup and write it down immediately: (1) How many people were involved? (2) Height, weight, color, clothing of assailants (3) Make, Model, color, plate number and year of vehicle (4) Weapon used (5) Call the main office and give all of the information you have. (6) Return to the truck and wait for help. (7) Talk to the police ONLY. (8) Give no statements to police as to amount of customer property.

Thoughts for life We all have the right to live our lives to their fullest. Each of us must search within ourselves and determine what we are truly capable off. Both physically and mentally, when a felon has the advantage position on us we must conform to the felon demands. When the incident is over we need to walk away, for today is over and tomorrow starts a new day. Suspicious Vehicles or Persons

When a suspicious person(s) or vehicle(s) is in the vicinity of a pick up or delivery point, the office should be notified immediately by radio or telephone. Do not disembark the vehicle until you are satisfied that it is safe to do so.

If any crewmember should approach the truck with a suspicious person following him, do

not open the door of the vehicle. If the crewmember should elect to bring anyone other than an employee of the truck, he should request that he or she stand a reasonable distance away from the vehicle while the crew members speak through the gun port.

All employees provide terminal security. Crews are expected to guard the facility and

vehicles during working hours. One crewmember should always be posted, guarding the gate during ingress and egress to terminal. If terminal overhead door is open remain vigilant when other crews enter or leave the terminal.

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Releasing Information to the Public In the event of a holdup, shooting, serious accident or any other situation where the press is present, under no circumstance is any employee of TITAN ARMORED CAR AND COURIER, INC., to make any statement or release any information about the incident. Politely refer the reporters to the main office for a statement. Armored pick up and delivery tickets We must stress the importance of properly filled out ticket on many levels. It identifies WHO is SHIPPING and RECEIVING currency. The numeric break down of the currency, date picked up and date of delivery is of great importance. Tickets must have the signatures of the person accepting currency or shipping out currency. The courier must PRINT his name and his crewmembers name on the ticket. ABSOLUTELY NO INITIALS ARE TO BE USED ON ANY TITAN DOCUMENTATION!

The clarity of the information on the ticket or any document for that matter will be instrumental in protecting the client, courier and the company. And most importantly clarity creates ease in billing which in return pays our salaries. On the following page you will find a ticket that gives a detailed breakdown of how a Titan Ticket is to be CORRECTLY filled out.

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MANAGER CONDUCT As managers in a corporate environment, management must be aware of their conduct. It is imperative that, as a management team, management police their own actions, not only management�s own actions with each other, but the manner in which management communicates with

the staff. Personal problems must be left in its appropriate place - at home. There is absolutely no room for this kind of behavior within the work place environment. Personal interaction with the employees outside of the office can result in the inability of management to lead due to the employees� misconceived interpretations of such interaction. REPORTING STRUCTURE The use of a chain of command is instrumental in the working order and efficiency of any successful company. Managers must to perform within the reporting structure (see reporting structure on page one). In the absence of the highest position in the company, the next highest position in the company must be sought for instructions or guidance. To remain competitive in the industry, the company must continue to operate at its highest level and the use of the chain of command allows the business to continue its operations. Business does not wait until the return of any one individual, time lost is profitability lost. We are hired as a management team to lead and the ability to use the most vital asset needed for the company�s growth our ability to think; not only as an individual but also as a team. COMMUNICATION Management must conduct itself in a respectful and professional manner at all times while communicating with each other and the employees. It is crucial as a management team that we present ourselves as united and confident team. Never reprimand a supervisor or employee in sight of their peers, it should be conducted in an office environment, this behavior is characteristic of small company�s. Actions such as out of work activities, such as drinking, sharing thoughts about others employees or of other members of the management team lessen our ability to lead. When an employee is instructed to perform a function they do not like, they will resist or fail to complete their assignments due to a miss-conceived notion of friendship. This will cause animosity between the employee and yourself. (i.e. Familiarity breeds contempt) MANAGERS CROSSOVER As part of an effective managerial group we must cross train with our peers. This will allow for ease in transition in the absence of any member of the management team. MANAGER TERMINATION OR RESIGNATION Manager resignation requires written and four weeks notification. Failure to do so will cause forfeiture of accrued sick, vacation and personal time. Manager termination will cause loss of accrued sick, vacation time and personal time. �EGO�S HAVE NO PLACE IN BUSINESS�