EmployeeHandbook

Griffin Dewatering Corporation and Affiliated Companies

Welcome new employee!On behalf of your colleagues, I welcome you to Griffin and wish you every success here.

I believe that each employee contributes directly to Griffin’s growth and success, and I hope you will take pride in being a member of our team. A key goal at Griffin is to have every employee at Griffin think like a business person.

At Griffin, we have a dynamic, performance-driven work culture that rewards hard work, collaboration and values. Our core values guide our behavior and decision-making. We measure ourselves against them and aspire to live by them every day.

This handbook was developed to describe some of the expectations of you and to outline the policies, programs, and benefits available to you. There are separate sections for safety and benefits, which follows this handbook. Employees should familiarize themselves with the contents of the employee handbook as it will answer many questions about employment with Griffin.

Throughout this handbook there are references to the appropriate person to contact to report problems or if you have questions. However, feel free to ask your questions or make any problems known first to your immediate supervisor, or manager, corporation vice-presidents, or myself.

I hope that your experience here at Griffin will be challenging, enjoyable, and rewarding.

Again, welcome!

Sincerely,

David SingletonPresident/CEO

TABLE OF CONTENTS

1.0 ........................ INTRODUCTORY STATEMENT2.0 ........................ ABOUT THE COMPANY3.0 ........................ EEOC4.0 ........................ EMPLOYMENT REFERENCE CHECKS5.0 ........................ DRUG AND ALCOHOL POLICY / DRUG TESTING6.0 ........................ COMPANY CULTURE7.0 ........................ IMMIGRATION LAW COMPLIANCE (FEDERAL COMPLIANCE)8.0 ........................ WORKERS COMPENSATION (STATE COMPLIANCE)9.0 ........................ CONFLICTS OF INTEREST RULES10.0 ...................... OUTSIDE EMPLOYMENT11.0 ...................... NON-DISCLOSURE AGREEMENT12.0 ...................... HIRING OF RELATIVES13.0 ...................... EMPLOYMENT CATEGORIES14.0 ...................... PAYDAYS15.0 ...................... COMPANY BENEFITS16.0 ...................... RETIREMENT PLAN (401k)17.0 ...................... EDUCATIONAL ASSISTANCE18.0 ...................... HOLIDAYS19.0 ...................... VACATION/PTO20.0 ...................... FMLA/ FAMILY MEDICAL LEAVE ACT21.0 ...................... PERSONAL LEAVE22.0 ...................... MILITARY LEAVE23.0 ...................... JURY DUTY24.0 ...................... WORK SCHEDULES25.0 ...................... EMERGENCY CLOSINGS26.0 ...................... ATTENDANCE AND PUNCTUALITY27.0 ...................... TERMINATION DUE TO ABSENCE28.0 ...................... PERSONAL APPEARANCE/ DRESS CODE29.0 ...................... TIMEKEEPING30.0 ...................... PAY DEDUCTIONS AND OFFSETS31.0 ...................... ADMINISTRATIVE PAY CORRECTIONS32.0 ...................... EMPLOYEE DATA CHANGES33.0 ...................... ACCESS TO EMPLOYEE FILE34.0 ...................... USE OF PHONE SYSTEMS35.0 ...................... USE OF EMAIL AND VOICE MAIL36.0 ...................... COMPUTER EQUIPMENT AND PROVISION37.0 ...................... USE OF EQUIPMENT AND COMPANY VEHICLE38.0 ...................... SMOKING39.0 ...................... BUSINESS AND TRAVEL EXPENSES40.0 ...................... VISITORS IN THE WORK PLACE41.0 ...................... SAFETY42.0 ...................... SECURITY INSPECTIONS43.0 ...................... CONCEALED WEAPONS44.0 ...................... EMPLOYEE CONDUCT AND WORK RULES45.0 ...................... UNLAWFUL HARASSMENT46.0 ...................... HARASSMENT & WORKPLACE VIOLENCE POLICY47.0 ...................... FRATERNIZATION48.0 ...................... EMPLOYMENT TERMINATION49.0 ...................... BENEFIT CONTINUATION50.0 ...................... RETURN OF PROPERTY51.0 ...................... AUDIO AND VIDEO TAPING

1.0 INTRODUCTORY STATEMENT

This handbook is designed to acquaint you with Griffin and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee, and outlines the programs developed by Griffin to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. We wish to especially draw your attention to Griffin’s policies on non-discrimination and non-harassment contained in this handbook.

No employee handbook can anticipate every circumstance or question about policy. As Griffin continues to grow, the need may arise, and Griffin reserves the right, to revise, supplement, or rescind any policies or portions of the handbook from time to time as it deems appropriate, in its sole and absolute discretion.

Employees will, of course, be notified of changes to the handbook as they occur.

This handbook is intended to provide a guideline to both employer, employee, and employee interaction and does not create a contract governing the employer employee relationship while you are employed at Griffin.

2.0 ABOUT THE COMPANY

Mission Statement

Founded in 1934, Griffin Dewatering is the leader in dewatering and groundwater control. We are guided by an unwavering commitment to our core values and we aim to lead the dewatering and groundwater control industry through a continual improvement process, leading to our profitable growth.

We diligently cultivate relationships with clients to help determine their dewatering, groundwater control and pumping related needs, tailor an engineered cost–effective, first–class solution to meet the needs and deliver the solution in a safe, timely, courteous and professional manner. We recognize that our past and future success heavily relies on the efforts of our empowered, knowledgeable, experienced, dedicated and valued employees.

We constantly strive to build lasting relationships with our clients and stakeholders through integrity, respect and performance providing a solid foundation for all of our projects.

Core Values

Integrity

• We know and do what is right. We follow rules andprocedures, are honest, keep our commitments, andcontinually give our best effort, while treating eachother and our clients withdignity and respect.

Empowered

• We are diligent leaders whoencourage people to reach theirpotential. We attract, develop andretain the best talent for our business. We create exciting opportunities for ourselves and our clients by growing intellectually.

Safety

• We strive to be accident free. We will not compromise our health and safety. We will provide a safe work environment through proactive training, focus, and recognition. Our health and welfare is critical to our success. We look out for ourselves and others.

Accountability

• We take responsibility for our own actions and measure our success by our clients’ success. We promote accountability through honest, open and professional communication, resulting in great relationships and teamwork.

Quality

• We provide outstanding products and unsurpassed service that, together, deliver premium value to our customers. Our actions and personal standards reflect our mission of being the best dewatering and groundwater control company. We focus on delivering desired results within established time frames.

3.0 EQUAL EMPLOYMENT OPPORTUNITY

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Griffin will be based on merit, qualifications, and abilities. Griffin does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other classification protected by law.

Griffin will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship, for the Company. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

In addition to a commitment to provide equal employment opportunities to all qualified individuals, Griffin has established an affirmative action program to promote opportunities for individuals in certain protected classes throughout the organization. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of HR Department or their immediate supervisor, manager and President. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

4.0 PRE-EMPLOYMENT REFERENCE CHECKS

To ensure that individuals who join Griffin are well qualified and have a strong potential to be productive and successful, it is the policy of Griffin to check the employment references of all applicants. The information received from the references provided to Griffin or from previous employers shall be treated as confidential.

After termination of employment Griffin will respond in writing only to those reference check inquiries that are submitted in writing. Responses to such inquiries will confirm only dates of employment, wage rates, and positions held, except where other responses are required by law. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry. This release must release Griffin from all liability for the accuracy, completeness, and content of the information provided, except as required by law.

5.0 DRUG AND ALCOHOL POLICY DRUG TESTING

lt is Griffin’s desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.As a condition of your employment you have agreed to drug screening.Griffin is committed to providing a safe, efficient, and productive work environment for all employees. Using or being under the influence of drugs or alcohol on the job may pose serious safety and health risks. To help ensure a safe and healthful working environment, job applicants and employees will be asked to submit to a drug test at the company’s expense.

Employees who appear to be under the influence of alcohol or unknown substance during work hours will be escorted to a drug testing facility. Refusal to submit to drug testing may result in disciplinary action, up to and including termination of employment. Employees who cause an accident during work hours will be escorted to a drug testing facility.Griffin’s policy on Drug and Alcohol use is included as a separate attachment. Each employee is required to acknowledge that they have read and understand the policy.

While on Griffin premises and while conducting business-related activities off Griffin premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program.

Under the Drug-Free Workplace Act, an employee who performs work for a federal government contract or grant must notify Griffin of a criminal conviction for drug-related activity occurring in the workplace. The report must be made within five days of the conviction.

Employees with questions on this policy or issues related to drug or alcohol use in the workplace should raise their concerns with their supervisor, manager, or a Corporate Vice-President without fear of reprisal

6.0 COMPANY CULTURE

Griffin believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns directly to their perspective Manager or Human Resources.

Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent. Both Griffin and employee communication need to be clear, and attitudes positive. We believe that Griffin amply demonstrates its commitment to employees by responding effectively to employee concerns.

7.0 IMMIGRATION LAW COMPLIANCE

Griffin is committed to employing individuals who are authorized to work in the United States. Griffin reaffirms that it does not discriminate on the basis of citizenship or national origin, but complies with law as applicable.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.

8.0 WORKERS’ COMPENSATION INSURANCE

Griffin provides a comprehensive workers’ compensation insurance program to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

Employees who sustain work-related injuries or illnesses must inform their supervisor immediately. No matter how minor an on the job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.

Neither Griffin nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Griffin.

9.0 CONFLICTS OF INTEREST RULES

Employees have an obligation to conduct Griffin businesswithin a framework that prohibits actual or potentialconflicts of interest. Griffin employees should conductGriffin business to avoid conflicts of interest and theappearance of conflicts of interest. This policy establishesonly the framework within which Griffin wishes the business to operate. The purpose of these guidelines is to provide general direction. Employees are encouraged to seek further clarification on issues related to the subject of acceptable standards of operation if they have any questions, contact HR for more information.

Business dealings with outside firms should not result in unusual gains for those firms, or unusual or undisclosed gains for the individuals, or Griffin employees in any way associated with those transactions. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and/or other windfalls designed to ultimately benefit either the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive level approval.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Griffin’s business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to Griffin as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which Griffin does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Griffin.

10.0 OUTSIDE EMPLOYMENT

All outside employment must be disclosed in writing to your immediate supervisor. Outside employment, either compensated or not, with an organization which directly competes with any Griffin affiliated company is prohibited.

Employees may hold outside jobs as long as they meet the performance standards of their job with Griffin. All employees will be judged by the same performance standards and will be subject to Griffin’s scheduling demands, regardless of any existing outside work requirements.

If Griffin determines that an employee’s outside work interferes with performance or the ability to meet the requirements of Griffin as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Griffin.

Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside Griffin for materials produced or services rendered while performing their jobs.

11.0 NON-DISCLOSURE AGREEMENT

The protection of confidential business information andtrade secrets is vital to the interests and the success ofGriffin. Such confidential information includes, but isnot limited to, the following examples:

• Compensation data Customer lists Customer preferences Financial information• Labor relations strategies Marketing strategies• New materials research• Pending projects and proposals • Proprietary production processes • Research and development strategies Technological data• Technological prototypes

All employees may be required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

12.0 HIRING OF RELATIVES- Nepotism Policy

The employment of relatives in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried into day-to-day working relationships.

Relatives of persons currently employed by Griffin may be hired only if they will not be working directly for, or supervising a relative. Griffin employees cannot be transferred into such a reporting relationship.

For the purposes of this policy, a relative is any person who is related to the second degree or closer by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

13.0 EMPLOYMENT CATEGORIES

It is the intent of Griffin to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Griffin.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s EXEMPT or NONEXEMPT classification may be changed only upon written notification by Griffin management, as an employee’s duties change.

In addition to the above categories, each employee will belong to one other employment category:

REGULAR FULL-TIME employees are those who are not in a temporary or introductory status, and who are regularly scheduled to work a full-time schedule. Generally, these employees are eligible for Griffin’s benefit package, subject to the terms, conditions, and limitations of each benefit program.

TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as workers’ compensation insurance and Social Security), they are ineligible for all of Griffin’s other benefit programs.

14.0 PAYDAYS

All employees are paid weekly. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

In the event that a regularly scheduled payday falls on a day off such as a holiday, employees will receive pay on the first day of work after the regularly scheduled payday.

If a regular payday falls during an employee’s annual leave, the employee’s paycheck will be available upon the return from annual leave.

15.0 COMPANY BENEFITS – Health Coverage

In accordance with the Affordable Care Act, Griffin offers Medical Coverage at an optional cost to employee. In addition to medical insurance, company offers Dental and Vision coverages. Benefits are at competitive market costs to employees and deductions taken from weekly payroll. Please review complete summary for detailed information.

16.0 RETIREMENT BENEFITS – 401K

All regular full time employees are eligible to participate in Griffin’s 401K Program after 90 days. Please refer to benefit summary for more information.

17.0 EDUCATIONAL ASSISTANCE- Tuition Reimbursement

Griffin recognizes that the skills and knowledge of its employees are critical to the success of the organization. The educational assistance program encourages personal development through formal education so that employees can maintain and improve job-related skills or enhance their ability to compete for reasonably attainable jobs within Griffin.

Griffin will provide educational assistance to all eligible employees who have completed one year of uninterrupted service in an eligible employment classification. To maintain eligibility employees must remain on the active payroll and be performing their job satisfactorily through completion of each course. Only regular full time employees are eligible for educational assistance:

Individual courses or courses that are part of a degree, licensing, or certification program must be related to the employee’s current job duties or a foreseeable-future position in the organization, and graduate, or post graduate level in order to be eligible for educational assistance. Griffin has the sole discretion to determine whether a course relates to an employee’s current job duties or a foreseeable-future position. Employees should contact Human Resources Dept. for more information or questions about educational assistance.

Educational assistance payments from Griffin shall be limited to a maximum of $3,000.00 per calendar year. The employee is responsible for taxes of whatever nature which are assessed against the educational assistance payment. The employee, if applicable, must complete the course for which reimbursement is sought with a passing grade.

While educational assistance is expected to enhance employees’ performance and professional abilities, Griffin cannot guarantee that participation in formal education will entitle the employee to automatic advancement, a different job assignment, or pay increases.

Griffin invests in educational assistance to employees with the expectation that the investment be returned through enhanced job performance. However, if an employee voluntarily separates from Griffin’s employment within one year of the last educational assistance payment, the amount of the payment will be considered only a loan. Accordingly, the employee will be required to repay 50 percent of the original educational assistance payment.

Employees requesting educational assistance must have the classes or other course work approved in advance to be eligible for payment by Griffin.

18.0 HOLIDAYS

Griffin will grant holiday time off to all regular full-time employees on the holidays listed below.

• New Year’s Day • Good Friday (Friday before Easter) • Memorial Day (last Monday in May)• Independence Day (observed normally July 4th) • Labor Day (first Monday in September) • Thanksgiving (fourth Thursday in November) • Day after Thanksgiving • Christmas Holidays (normally December 24, and 25th• Personal Holiday (1 day at employees discretion unless otherwise indicated by Business needs)

Griffin will issue a list of holidays for the year prior to January 1 of each year for the upcoming year.

Griffin will grant paid holiday time off to all eligible employees. Holiday pay will be calculated based on the employee’s straight-time pay rate by 8 hours (as of the date of the holiday). Eligible employee classifications for holiday pay are: Regular full-time employees

If eligible nonexempt employees are required to work on a recognized holiday, they will receive 8 hours of holiday pay plus wages at their straight-time rate for the hours worked on the holiday.

Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.

19.0 VACATION / PTO NON-UNION

PURPOSEGriffin Dewatering Corporation recognizes the need ofemployees to be absent from their scheduled position forvarious reasons. Therefore, Griffin provides paid annualleave benefits to all eligible employees for periods of illness,disability, personal business, or vacation.

ELIGIBILITYOnly regular, full-time employees are eligible for paid annual leave benefits, subject to the conditions set forth below. For purposes of this policy, “regular, full-time employees” are those employees who are routinely scheduled to work thirty-five (35) hours or more each work week. The annual leave benefit year is the calendar year beginning January 1, and ending December 31.

Employees requesting use of annual leave for purposes other than illness must do so in writing and obtain the approval of a manager or supervisor at least two (2) weeks in advance.

VACATION ACCRUAL POLICYVacation also known as Paid Time Off is based on an accrual rate per weekly payroll period.All full-time employees are eligible for vacation pay.Full time new-hire employees will earn a weekly accrual rate of 1.54 hours per weekly payroll. Maximum in Calendar Year is 10 days.

1 – 8 Years of Service9 – 16 Years of Service 17 - up Years of Service

Completed Continuous Uninterrupted Service1.54 hours per weekly payroll (10days)2.30 hours per weekly payroll (15 days)3.08 hours per weekly payroll (20 days)

Griffin urges employees to utilize all of their allotted leave time during the current calendar year. However, if business needs throughout prior calendar year do not allow employee to take time off, employees my carry over a maximum of 1 week. Any excess of 1 week is forfeited by employee unless otherwise required by state law. Personal Holiday does not carry over.

CALIFORNIA EMPLOYEES: In California, regular, full-time employees may carry over unused accrued annual leave time from the preceding benefit year. However, in the next calendar year, employees may only earn the difference between the amount of unused leave carried over from the preceding calendar year and the employee’s current leave entitlement as set forth in the table above. For example, if a regular, full-time employee with two (2) years of service carries over two (2) days of unused leave time from the preceding calendar year into the current calendar year, the employee is only entitled to an additional nine (8) days of leave time in the current calendar year, as the leave entitlement is capped at eleven (10) days for that length of service, including use of carried-over leave time.

Accrual RateEmployee Tenure Accrual Rate:

CARRY-OVER OF VACATION/ PTO BENEFITS

VACATION TIME AND TERMINATIONExcept as otherwise required by applicable state law, upon retirement or resignation, an eligible employee will be paid for all unused annual leave, provided that the employee gives a two-week written notice of his/her retirement or resignation. Employees who are involuntarily terminated or fail to provide written notice will forfeit their accrued leave.

20.0 FMLA: Family Medical Leave Act

Griffin provides medical leave of absence without pay toeligible employees who are temporarily unable to work due toa serious health condition or disability. For purposes of thispolicy, serious health conditions or disabilities include inpatientcare in a hospital, hospice, or residential medical care facility;continuing treatment by a health care provider; and temporarydisabilities associated with pregnancy, childbirth, and othermedical conditions.

Employees in the following employment classifications are eligible torequest medical leave as described in this policy: Regular full-time employees.

Eligible employees may request FMLA only after having completed one year of continuous service. Exceptions to the service requirement will be considered to accommodate disabilities.

Eligible employees should make requests for medical leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

A health care provider’s statement must be submitted verifying the need for medical leave and its beginning and expected ending dates. Any changes in this information should be promptly reported to Griffin. Employees returning from medical leave must submit a health care provider’s verification that they are fit to return to work and resume their duties.

Eligible employees are normally granted leave for the period of the disability, up to a maximum of three months within any 12 month period. Any combination of medical leave and other leave may not exceed this maximum limit. Employees will be required to first use any accrued paid leave time before taking unpaid medical leave.

Employees who sustain work-related injuries are eligible for a medical leave of absence for the period of disability in accordance with all applicable laws covering occupational disabilities. Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Griffin until the end of the month in which the medical leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns

from medical leave, benefits will again be provided by Griffin according to the applicable plans.

Benefit accruals, such as annual leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.

So that an employee’s return to work can be properly scheduled, an employee on medical leave is requested to provide Griffin with at least two weeks advance notice of the date the employee intends to return to work. When a medical leave ends, and the employee has provided a physician’s release to resume their former duties, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.

If an employee fails to report to work promptly at the end of the medical leave, Griffin will assume that the employee has resigned.Please see HR Department for further information and form completion process when requesting FMLA.21.0 PERSONAL LEAVE

Griffin provides leave of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. Regular full time employees are eligible to request personal leave as described in this policy.

Eligible employees may request personal leave only after having completed one year of continuous service. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from HR if not an emergency at least 2 weeks in advance if possible.

Personal leave may be granted for a period of up to 30 calendar days every calendar year. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. With approval, an employee may take any available annual leave as part of the approved period of leave.

Requests for personal leave will be evaluated based on a number of factors, including anticipated work load requirements and staffing considerations during the proposed period of absence, and are granted at the sole discretion of the employer.

Subject to the terms, conditions, and limitations of the applicable plans, Griffin will continue to provide health insurance benefits to the end of the month that the personal leave began. At that time the employee will be responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns from personal leave benefits will again be provided by Griffin according to the applicable plans.

Annual leave and holiday benefits accrual will be suspended during the approved

22.0 MILITARY LEAVE

A military leave of absence will be granted to employees, except those occupying temporary positions, to attend scheduled drills or training or if called to active duty with the U. S. armed services.

The leave will be unpaid. However employees may elect to use any available Annual Leave for the absence.

Subject to the terms , conditions and limitations of the applicable plans for which the employee is otherwise eligible, health insurance benefits will be provided by Griffin until the end of the month in which the military leave begins (benefits may not be available to the employee under the terms of the policy during their service with the U. S. Armed services). At the end of the month, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee re turns from military leave, benefits will again be provided by Griffin according the applicable plans.

Benefit accruals, such as annual leave, or holiday leave will be suspended during the leave and will resume upon the employee’s return to active employment.

Employees on two-week active duty training assignments or inactive duty training drills are required to return to work for the first regularly scheduled shift after the end of training, allowing reasonable travel time. Employees on longer military leave must apply of reinstatement in accordance with all applicable state and federal laws.

Every reasonable effort will be made to return eligible employees to their previous position or a comparable one. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service, such as annual leave rate, and job seniority rights.

personal leave period. Accrual will resume on the return from leave.

When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Griffin cannot guarantee reinstatement in all cases.

If an employee fails to report to work promptly at the expirationof the approved leave period, Griffin will assume the employee hasresigned and will be terminated accordingly.

23.0 JURY DUTY

Griffin encourages employees to fulfill their civicresponsibilities by serving jury duty when required. Employees may request paid jury duty leave for the length of absence. Griffin will consider the employee as due for their regular per day schedule of hours worked, for calculation of pay and benefit accruals during juryduty absences.

Employees must show the jury duty summons to HR as soon as possible so that the supervisor may make arrangements to accommodate their absence. Employees are expected to report for work upon release from jury duty.

24.0 WORK SCHEDULES

Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as variations in the total hours that may be scheduled each day and week.

25.0 EMERGENCY CLOSINGS

At times, emergencies such as severe weather,fires, power failures, or earthquakes, candisrupt company operations. In extremecases, these circumstances may require theclosing of a work facility.

When operations are officially closed dueto emergency conditions, the time off fromscheduled work will be paid. Please refer tothe INCLEMENT WEATHER POLICY fordetailed information on Company closingprocedure.

26.0 ATTENDANCE AND PUNCTUALITY

To maintain a safe and productive work environment, Griffin expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on Griffin. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

GUIDELINES

Regular attendance is essential to the Company’s efficient operation and is a necessary condition of employment. When employees are absent, schedule and customer commitments fall behind, and other employees must assume added workloads.Employees are expected to report to work as scheduled and on time. If it is impossible to report for work as scheduled, employees must call their Manager before their starting time.

If your Manager is unavailable, a voice message, text or email should be left. If the absence is to continue beyond the first day, the employee must notify their manager on a daily basis unless otherwise arranged. Calling is the responsibility of every employee who is absent. Absence for three consecutive work days without notifying the Manager is considered a voluntary termination. (Job abandonment).

27.0 TERMINATION DUE TO ABSENCE

In order to insure that corporate operations are orderly if an employee is on extended leave either personal or medical and if the employee is unable or unwilling to return to work after a period of six (6) months on leave,even if that leave was approved, that employee will beautomatically terminated, unless the leave is a reasonableaccommodation required under state or federal law.This termination will occur after notice at the sixth (6th)month anniversary of the commencement of the leave.

28.0 PERSONAL APPEARANCE- Dress Code

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image Griffin presents to customers and visitors.

During business hours, employees should dress conservatively, in good taste and according to the requirements of the position and applicable safety standards. Employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions, or to satisfy jobsite requirements.

Consult your supervisor or manager if youhave questions as to what constitutesappropriate attire.

29.0 TIMEKEEPING

Accurately recording time worked is theresponsibility of every nonexemptemployee. Federal and state laws requireGriffin to keep an accurate record of timeworked in order to calculate employee payand benefits. Time worked is all the timeactually spent on the job performingassigned duties.

Nonexempt (Hourly) employees must clockin upon arrival to branch/shop locations.They should also record the beginning andending time of any split shift or departurefrom work for personal reasons.

Overtime work must always be approved beforeit is performed.

Altering, falsifying, tampering with time records,or recording time on another employee’s time record may result in disciplinary action, up to andincluding termination of employment.

Nonexempt employees should report to work nomore than 15 minutes prior to their scheduledstarting time nor stay more than 15 minutes aftertheir scheduled stop time without expressed, priorauthorization from their supervisor.

It is the employees’ responsibility to review their

31.0 ADMINISTRATIVE PAY CORRECTIONS

Griffin takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of Payroll Administrator so that corrections can be made as quickly as possible.

32.0 PERSONNEL DATA CHANGES

It is the responsibility of each employee to promptly notifyGriffin of any changes in personal data. Personal mailingaddresses, telephone numbers, number and names ofdependents, individuals to be contacted in the event ofan emergency, educational accomplishments, and othersuch status reports should be accurate and current at alltimes.

33.0 ACCESS TO PERSONNEL FILES

Griffin maintains a personnel file on each employee. The personnel file includes such information as the employee’s job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records.

Personnel files are the property of Griffin, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Griffin who have a legitimate reason to review information in a file are allowed to do so.

With reasonable advance notice, employees may review their own personnel files in

time records to certify the the accuracy of all time recorded. The supervisor will review and then initial the time record before submitting it for payroll processing.

30.0 PAY DEDUCTIONS

The law requires that Griffin make certain deductions from every employee’s compensation. Among these are applicable federal, state, and local income taxes.

Griffin offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their pay checks to cover the costs of participation in these programs.

If you have questions concerning why deductions were made from your pay check, or how they were calculated, your supervisor can assist in having your questions answered.

Griffin’s offices and in the presence of an individual appointed by Griffin to maintain the files.

34.0 USE OF PHONE SYSTEMS

The telephones, Company supplied cellular telephones andradios are reserved for business purposes. Any personal useof these instruments should be limited and not interfere withbusiness operations, or the employee’s assigned duties.Employees may be required to reimburse Griffin for any chargesresulting from their personal use of the telephone cellphones, and/or radios.

35.0 USE OF E-MAIL AND VOICEMAIL

The E-Mail and Voice Mail systems are Company property and are to be used for business purposes only. Employees should not place any messages on the E-Mail or Voice Mail systems that, if disclosed, will be embarrassing to the employee or the receiver. Use of E-Mail or Voice Mail systems for forwarding personal messages, under circumstances likely to embarrass the sender, for harassment of other employees or outside persons, or which are obscene, derogatory, inflammatory, or discriminatory, for unlawful activity, for copyright violation, or for emotional response to business correspondence or work situations. Participating or initiating activities of the foregoing nature is prohibited and may result in serious discipline up to and including termination. Using the E-Mail or Voice Mail systems for such purposes as soliciting or proselytizing for commercial ventures, religious or personal causes or outside organizations or other similar, non-job related solicitations is a violation of Company rules and may result in serious discipline up to and including termination.

The E-Mail and Voice Mail systems belong to the Company. The Company may override individual passwords and access E-Mail and Voice Mail systems at any time. You should not assume that messages on the E-Mail or Voice Mail systems are private or confidential. Deletion of Voice Mail and E-Mail messages by individuals does not necessarily remove such messages from the system and, in some cases, deleted messages may still be accessed after deletion by an individual user as well as the Company. Accordingly, as with all business communications, Voice Mail and E-Mail messages should be prudent and professional.

Employees may not engage in the unauthorized use of the E-Mail or Voice Mail systems. Use other employee’s passwords or access the electronic mail of other employees without Company authorization is prohibited.

36.0 COMPUTER EQUIPMENT AND PROVISION AND USE

The computer equipment including all laptops and software are provided for your use for business purposes only. Employees are not allowed to modify the hardware or, load any software on to this equipment without express permission. Employees should not use this equipment for any personal business, including the loading and using of any games or other entertainment software. Employees should not violate copyright laws in loading materials onto the computers, using software not company provided, or transmitting materials on company provided systems.

Employees should not store material on computer equipment that is defamatory, discriminatory, or harassing in nature, or obscene or offensive.

Unauthorized use of the system may degrade the operation of the system. Unauthorized use of the system may result in serious discipline up to and including termination.

All computer use, electronic storage, internet use, are subject to Company monitoring on company provided equipment including laptops, company cell phones and other equipment. The Company reserves the right to inspect this equipment or any other company provided devices at any time.

37.0 USE OF EQUIPMENT AND VEHICLES

Equipment and vehicles essential in accomplishingjob duties are expensive and may be difficult toreplace. When using Griffin property, employeesare expected to exercise care, perform requiredmaintenance, and follow all operating instructions, safety standards, and guidelines. All employees must be qualified to operate that piece of equipment prior to their undertaking to operate that equipment.

Please notify the supervisor if any equipment, machines, tools, or vehicles which appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee’s responsibility for maintenance and care of equipment or vehicles used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, or use of equipment or company vehicle while under the influence of alcohol and/or drugs as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment. Each employee prior to operating any equipment must thoroughly familiarize themselves

with the equipment prior to operating it.

Griffin is not responsible for fines or other penalties the employee may receive for traffic violations while employees are operating company vehicles or operating their personal vehicles for company business purposes. All drivers or operators while doing company business are expected to fully comply with all laws and regulations concerning their driving or operation of vehicles.

No Griffin employee is authorized to operate any equipment on a jobsite which is not provided by Griffin either as owned or leased equipment, or Company authorized use of the employees’ vehicle. In no case are Griffin employees to operate equipment owned by other contractors on a jobsite, without either manager, Corporate Vice President, or Project Manager Approval in advance.

All company vehicles or equipment aresubject to search at any time.

38.0 SMOKING

In keeping with Griffin’s intent to provide asafe and healthful work environment,smoking in the workplace is prohibited.The workplace includes all job sites andcompany provided vehicles.

39.0 BUSINESS TRAVEL EXPENSES

Griffin will reimburse employees for reasonable business travel expenses incurred while on assignments away from the normal work location, or these expenses will be paid directly by Griffin. All business travel must be approved in advance by the immediate supervisor.

When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives will be reimbursed by Griffin. Employees are expected to limit expenses to reasonable amounts.

Expenses that generally will be reimbursed include the following:

Airfare or train fare for travel in coach or economy class or the lowest available fare. Car rental fees, only for compact or mid-sized cars.Fares for shuttle or airport bus service, where available; costs of public transportation for other ground travel.Taxi fares, only when there is no less expensive alternative.Mileage costs for use of personal cars, only when less expensive transportation is not available.

Cost of standard accommodations in low to mid-priced hotels, motels, or similar lodgings. Cost of meals, no more lavish than would be eaten at the employee’s own expense. Tips not exceeding 20 % of the total cost of a meal. Charges for telephone calls, fax, and similar services required for business purposes.

Employees who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by Griffin may not be used for personal use without prior approval.

With prior approval, employees on business travel may be accompanied by a family member or friend, when the presence of a companion will not interfere with successful completion of business objectives. Generally, employees are also permitted to combine personal travel with business travel, as long as time away from work is approved. Additional expenses arising from such nonbusiness travel and companion’s expenses are the responsibility of the employee.

When travel is completed, employees should submit completed travel expense reports within 30 days. Reports should be accompanied by receipts for all individual expenses as required under IRS reporting rules.

Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, expense reports, reimbursement for specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.

40.0 VISITORS IN THE WORKPLACE

To provide for the safety and security of employees and the facilities at Griffin, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

Because of safety and security reasons, family and friends of employees are discouraged from visiting. In cases of emergency, employees will be called to meet any visitor outside their work area.

All visitors should enter Griffin at the reception area. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors.

41.0 SAFETY

A separate section of this employee binder is devoted tosafety exclusively. Every employee must read that section priorto starting work for Griffin and review it throughout theiremployment with Griffin.

To assist in providing a safe and healthful work environment foremployees, customers, and visitors, Griffin has established aworkplace safety program. This program is a top priority forGriffin. The Safety Manager has responsibility forimplementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all.

Griffin provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications.

Some of the best safety improvement ideas come from employees. Those employees with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their Safety Manager, or with their supervisor or manager. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, and/or remedy such situations, may be subject to disciplinary action, up to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the Safety Manager, or the appropriate supervisor. Such reports are necessary to comply with laws, and initiate insurance and workers’ compensation benefits procedures.

42.0 SECURITY INSPECTIONSGriffin wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Griffin prohibits the possession, transfer, sale, or use of such materials on its premises. Premises for this policy includes all company maintained property and vehicles and any job site. Griffin requires the cooperation of all employees in administering this policy.

If an unauthorized individual is observed on Griffin’s premises, employees should immediately notify their supervisor or, if necessary, direct the individual to the reception area.

43.0 CONCEALED WEAPONS

The Company does not permit any employee, agent orrepresentative to carry or maintain a concealed handgun orweapon on the Company’s premises, which includes thebuilding in which the Company resides or any portion ofthe building, and any public or private driveway, street,sidewalk parking lot, parking garage or other parking areaadjacent to or used in connection with the business of the Company. It is also the policy of the Company to prohibit the carriage of a concealed handgun or weapon on your person or property while you are performing any services or attending any function relating to your employment with the Company or conducting business on its behalf.

This prohibition includes the carriage or maintenance of a concealed handgun or weapon in any vehicle used in connection with your employment or brought on to the premises of the Company.

If at any time, the Company has a reasonable suspicion that a weapon including, concealed weapon, or handgun has been carried , maintained, or stored in violation of this policy, the Company reserves the right to conduct a reasonable search of the person or property which it suspects possess or contains a concealed handgun or weapon. The violation of this policy or your refusal to consent to a search conducted according to this policy may lead to disciplinary action, suspension, or termination of employment. This policy is also a term and condition of your continued employment with the Company.

44.0 EMPLOYEE CONDUCT AND WORK RULES

To ensure orderly operations and provide the best possible work environment, Griffin expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

All warnings for conduct violations and disciplinary action will be documented, with copies retained in the employee personnel file. An excessive number of violation and /or the nature of violation could result in additional disciplinary action up to and including termination for cause.

It is not possible to list all the forms of behavior that are considered unacceptable in

Desks, lockers, other storage, and vehicle’s devices may be provided for the convenience of employees but remain the sole property of Griffin. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Griffin at any time, either with or without prior notice.

• Failure to follow Safety procedures

• Sleeping during scheduled working hours

• Theft or inappropriate removal or possession of property

• Falsification of timekeeping records

• Working under the influence of alcoholor illegal drugs

• Possession, distribution, sale, transfer,or use of alcohol or illegal drugs in theworkplace, while on duty, or whileoperating employer-owned vehicles or quipment

• Fighting or threatening violence in theworkplace Boisterous or disruptive activityin the workplace

• Negligence or improper conduct leading to damage of employer-owned or customer-owned property

• Insubordination or other disrespectful conduct

• Violation of safety or health rules

• Smoking in prohibited areas

• Sexual or other unlawful or unwelcome harassment

• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace

• Excessive absenteeism or any absence without notice

• Unauthorized absence from work station during the workday

• Unauthorized use of telephones, mail system, or other employer-owned equipment Unauthorized disclosure of business “secrets” or confidential information

• Violation of personnel policies

• Unsatisfactory performance or conduct

the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

45.0 UNLAWFUL HARASSMENT

Griffin is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. As an example, sexual harassment (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.

If any employee believes that they are being treated unfairly by anyone they should report all incidents of sexual or other unlawful harassment promptly to their supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the Corporate Vice President, or any other member of management.

Employees can raise concerns and make reports without fear of reprisal. The Company will not tolerate retaliation against a complainant for making a complaint of discrimination or harassment.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment should promptly advise their Supervisor/Manager, Human Resources or any member of management who will handle the matter in a timely and confidential manner.

Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

Once a complaint has been made the company will interview the complainant and alleged harasser. After the interviews the seriousness of the allegations will be weighed by the company and depending on circumstances, the alleged harasser may be suspended with or without pay pending the completion of the investigation.

46.0 NOTICE TO ALL EMPLOYEES RE WORKPLACE HARRASSMENT & WORKPLACE VIOLENCE POLICY

Harassment or violence of any kind in the workplace is unacceptable conduct that will not be tolerated. The Company will investigate any alleged violations of this policy that are brought to its attention.

Harassment or violence of any kind has the effect of:

Harassment may include:

• Creating an intimidating, hostile, or offensive psychological or emotional climate for work; and /or

• Undermining work performance; and/or

• Preventing or impairing full and equal enjoyment of employment services, benefits, and/or opportunities.

• The display or distribution of offensive material such as pictures, cartoons, emails and graffiti;

• Unwanted and or/ physical contact;

• Unwelcome remarks, whether direct or implied, jokes, or other gestures of a sexual or offensive nature;

• Unwelcome sexual innuendo, sexual advances, inappropriate body contact, requests for sexual favors and/ or the display of exploitive material.

Harassment does not include:

• Conduct which both parties find acceptable such as an occasional compliment;

• An occasional or appropriate comment which a reasonable person, in her/her circumstances, would not take to have an unwelcome connotation;

• Relationships between consenting adults that are totally voluntary, however, when such relationships ends, continued unwanted attention may constitute sexual harassment.

Employees who have witnessed violence in the workplace or who believe that they or someone they work with are being harassed should bring their concerns to the attention of their Supervisor/Manager, Human Resources Manager or any member of Management. All information regarding any complaint will be handled promptly, thoroughly and in a professional and in a confidential manner to the extent possible. Any employee found to be violating this policy will be subject to discipline, and up to including termination for cause.

47.0 FRATERNIZATION

Dating among employees may lead to serious conflicts in addition to claims of partiality and favoritism and other problems with employee morale. Persons who are currently employed by Griffin may not date or otherwise fraternize with other current Griffin employees without affecting their current employment status or duty assignment. Violation of this policy may lead toreassignment or disciplinary action up to and includingtermination at the Company’s sole discretion.

Employees should not consider this prohibiting socialgatherings. Employees are encouraged to use theirgood judgment and avoid interaction with their fellowemployees that goes beyond social interaction.

48.0 EMPLOYMENT TERMINATION

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:

Resignation is a voluntary act initiated by the employee to terminate employment with Griffin. Although advance notice is not required, Griffin requests at least two week’s written resignation notice from all employees.

Prior to an employee’s departure, an exit interview will be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits.

DISCHARGE - involuntary employment termination initiated by the organization.

LAYOFF - involuntary employment termination initiated by the organization for Non-disciplinary reasons.

RETIREMENT - voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization.

Griffi n will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefi ts, conversion privileges, repayment of outstanding debts to Griffi n, or return of Griffi n-owned property. Suggestions, complaints, and questions can also be voiced.

Since employment with Griffi n is based on mutual consent, and is “at will”, both the employee and Griffi n have the right to terminate employment at will, with or without cause, at any time. Employees will receive their fi nal pay in accordance with applicable state law.

Employee benefi ts will be affected by employment termination in the following manner. All accrued, vested benefi ts that are due and payable at termination will be paid. Some benefi ts may be continued at the employee’s expense if the employee so chooses. The employee will be notifi ed in writing of the benefi ts that may be continued and of the terms, conditions, and limitations of such continuance.

49.0 BENEFITS CONTINUATION (COBRA)

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualifi ed benefi ciaries the opportunity to continue health insurance coverage under Griffi n’s health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are: resignation, termination of employment, death of an employee; a reduction in an employee’s hours, a leave of absence; an employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or benefi ciary pays the full cost of coverage as determined by the insurance provider under law. Griffi n provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under Griffi n’s health insurance plan. The notice contains important information about the employee’s rights and obligations.

50.0 RETURN OF PROPERTY

Employees are responsible for all property, materials, or written information issued to them or in their possession or control. Employees must return all Griffi n

property immediately upon request or upon termination of employment. Where permitted by applicable laws, Griffin may withhold from the employee’s check or final paycheck the cost of any items that are not returned when required. Griffin may also take all legal action deemed appropriate to recover or protect its property.

51.0 AUDIO AND VIDEO TAPING

Griffin is committed to provide a safe environment free of intimidation. Using audio or video taping equipment to record employee or supervisor discussions or actions without that person’s prior written consent may result in disciplinary action up to and including termination of employment. This policy does not prohibit Griffin or its designees making recordings for instructional or safety purposes.

EMPLOYEE ACKNOWLEDGMENT FORM

The employee handbook describes important information about Griffin, and I understand that I should consult with my manager or Human Resources regarding any questions not answered in the handbook. I have entered into my employment relationship with Griffin voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Griffin can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except Griffin’s policy of all such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies.

All employment at the Company is at will. This means that either the employee or the company have the right to terminate employment at any time, with or without advance notice, and with or without cause. Employees also may be demoted or disciplined and the terms and conditions of their employment may be altered at any time, with or without cause at the discretion of the Company. No one except the President of the Company has the authority to alter the employment arrangements, to enter into an agreement for employment for a specified period of time, or to make any agreement contrary to the policy of employment at will, and such agreement must be in writing and must be signed by the President and the employee.

Furthermore, I acknowledge that this handbook is neither a contract of employment, express or implied, nor a legal document. I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it especially polices of Griffin on non-harassment, equal employment opportunity, and non-discrimination.

I acknowledge that I have read and understand all the information in this handbook.

EMPLOYEE SIGNATURE:

DATE:

EMPLOYEE’S NAME (PRINTED):