evergreen_outdoor_handbook_2015

COPYRIGHT 2015
EMPLOYEE HANDBOOK

Evergreen Outdoor Inc. Employee Handbook
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Table of Contents
FOREWORD ..........................................1
A Letter to Evergreen Outdoor Employees 1
Mission Statement  2
Build Trust and Credibility  2
Respect for the Individual  3
Create a Culture of Open and Honest Communication  3
Set Tone at the Top  3
DIVERSITY ............................................4
Equal Employment Opportunity Statement 4
Evergreen Outdoor Inc.’s Anti‐harassment Policy and
Complaint Procedure 4
Definitions of Harassment  5
Individuals and Conduct Covered  6
Complaint Process 6
Americans with Disabilities Act (ADA) and the ADA Amend‐
ments Act (ADAAA) 7
EMPLOYMENT .....................................8
Employment Relationship 8
Employee Classification Categories 8
Nonexempt and Exempt Employees  8
Reorganizations and Reductions in Force 9
Right to Privacy and Access to Files 10
Background and Reference Checks 10
Internal Transfers/Promotions 11
Progressive Discipline 12
Verbal Warnings 12
Written Warnings 12
Performance Improvement Plan 13
Separation of Employment 13
Non‐Competition 15

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WORKPLACE SAFETY ..........................15
Drug‐Free Workplace 15
Employee Assistance and Drug‐Free Awareness  15
Work Rules  16
Drug Testing  16
Consequences  17
Confidentiality  17
Inspections  18
Crimes Involving Drugs  18
Violence in the Workplace 18
Safety  19
WORKPLACE CONFIDENTIALITY .........20
Confidentiality 20
Conflicts of Interest 20
Outside Employment/Side Work 21
GENERAL WORKPLACE
EXPECTATIONS ..................................21
Work Schedule 21
Requesting Time Off/ Holidays 22
Clocking In/Out 22
Cell Phone Use 22
Internet Usage Policy 23
Parking 24
Vehicle Fueling 24
Shop Cleanup 25
Tool/Equipment Care 25
Vehicle Care/Driving Responsibilities 26
Conduct In the Field 26
Dress Code 26
Language 26
Smoking 27
Entering a Customer’s Home 27
Customer Questions/Complaints 27

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COMPENSATION ................................28
Performance and Salary Review 28
Payment of Wages 28
Overtime 29
Benefits 29
Time Reporting 29
Meal/Rest Periods 30
Mandatory Meal Period 30
Rest/Breaks 30
Impermissible Use Rest/Breaks 30
Conclusion 30
INDEX .................................................33
EMPLOYEE HANDBOOK ACKNOWLEDG‐
MENT AND RECEIPT ...........................35

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1
FOREWORD
A Letter to Evergreen Out‐
door Employees
When Evergreen Outdoor Inc. began installing underground
lawn irrigation it was two men starting a business together. Over
the next few years the number of employees was minimal, so man-
agement and communication was simple and direct. Now that
Evergreen Outdoor Inc. offers more services and employs an
increasing number of people, it is necessary to provide a clear
statement of what our vision is for our employees and what our
employees can expect from us. Having a clear code of conduct
will allow you to work in a safe and organized environment, limit-
ing everyone’s level of stress in the long term. This will be accom-
plished by understanding what is expected of you when working at
the shop and, most importantly, while in the field.
We consider the employees of Evergreen Outdoor Inc. to be its
most valuable resource. Whether you have just joined our staff or
have been at Evergreen Outdoor Inc. for a while, we are confident
that you will find our company a dynamic and rewarding place to
work, and we look forward to a productive and successful rela-
tionship. This handbook has been written to serve as the guide for
the employer/employee relationship.
There are several things to keep in mind about this handbook.
First, it contains only general information and guidelines. It is not
intended to be comprehensive or to address all the possible appli-
cations of, or exceptions to, the general policies and procedures
described. For that reason, if you have any questions concerning
eligibility for a particular benefit or the applicability of a policy or
practice to you, you should address your specific questions to the
main office. Neither this handbook nor any other company
document confers any contractual right, either express or
implied, to remain in the company's employ. Nor does it guar-
antee any fixed terms and conditions of your employment. Your
employment is not for any specific time and may be termi-
nated at will with or without cause and without prior notice by
the company, or you may resign for any reason at any time. No
supervisor or other representative of the company (except individ-
uals authorized by the company) has the authority to enter into any
agreement for employment for any specified period of time or to
make any agreement contrary to the above.
The procedures, practices, policies and benefits described here
may be unilaterally modified or discontinued from time to time by
us, without advance notice and without having to give cause, justi-
fication, or consideration to any employee. We will try to inform

2
you of any changes as they occur. Recognition of these rights and
prerogatives of Evergreen Outdoor Inc. is a term and condition of
employment and continued employment.
This handbook and the information in it should be treated as
confidential. No portion of this handbook should be disclosed to
others, except Evergreen Outdoor Inc. employees and others affili-
ated with Evergreen Outdoor Inc. whose knowledge of the infor-
mation is required in the normal course of business.
Some subjects, including benefits and internal policies,
described in this handbook are covered in detail in official policy
documents. Refer to these documents for specific information
because the handbook only briefly summarizes those guidelines
and benefits. Please note that the terms of the written insurance
policies are controlling and override any statements made in this
or other documents.
After you read this handbook, you will be asked to sign an
Acknowledgment Form indicating your acceptance of its contents
including the policies and procedures herein. Please be sure to ask
questions or get clarification about any information you do not
understand.
Mission Statement We are committed to providing quality and professional out-
door services for the highest customer satisfaction. Our goal is to
continuously shape a community reputation built on trust, respect,
and hard work.
Build Trust and Credibility The success of our business is dependent on the trust and confi-
dence we earn from our employees and customers. We gain credi-
bility by adhering to our commitments, displaying honesty and
integrity, and reaching company goals solely through ethical con-
duct and hard work. It is easy to say what we must do, but the
proof is in our actions. Ultimately, we will be judged on what we
do.
When considering any action, it is wise to ask: will this build
trust and credibility for Evergreen Outdoor Inc.? Will it help cre-
ate a working environment in which Evergreen Outdoor Inc. can
succeed over the long term? Is the commitment I am making one I
can follow through with? The only way we will maximize trust
and credibility is by answering “yes” to those questions and by
working every day to build our trust and credibility.

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Respect for the Individual We all deserve to work in an environment where we are treated
with dignity and respect. Evergreen Outdoor Inc. is committed to
creating such an environment because it brings out the full poten-
tial in each of us, which, in turn, contributes directly to our busi-
ness success. We cannot afford to let anyone’s talents go to waste.
Evergreen Outdoor Inc. is an equal employment employer and
is committed to providing a workplace that is free of discrimina-
tion of all types from abusive, offensive or harassing behavior.
Any employee who feels harassed or discriminated against should
report the incident.
Create a Culture of Open
and Honest Communica‐
tion
At Evergreen Outdoor Inc. everyone should feel comfortable to
speak his or her mind, particularly with respect to ethics concerns.
Managers have a responsibility to create an open and supportive
environment where employees feel comfortable raising such ques-
tions. We all benefit tremendously when employees exercise their
power to prevent mistakes or wrongdoing by asking the right
questions at the right times.
Evergreen Outdoor Inc. will investigate all reported instances
of questionable or unethical behavior. In every instance where
improper behavior is found to have occurred, the company will
take appropriate action. We will not tolerate retaliation against
employees who raise genuine ethics concerns in good faith.
Set Tone at the Top Management has the added responsibility of demonstrate,
through their actions, the importance of this Code. In any busi-
ness, ethical behavior does not simply happen; it is the product of
clear and direct communication of behavioral expectations, mod-
eled from the top and demonstrated by example. Again, ultimately,
our actions are what matters.
To make our Code work, managers must be responsible for
promptly addressing ethical questions or concerns raised by
employees and for taking the appropriate steps to deal with such
issues. Managers should not consider employees’ ethics concerns
as threats or challenges to their authority, but rather as another
encouraged form of business communication. At Evergreen Out-
door Inc., we want the ethics dialogue to become a natural part of
daily work.

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DIVERSITY
Equal Employment Oppor‐
tunity Statement
Evergreen Outdoor Inc. provides equal employment opportuni-
ties (EEO) to all employees and applicants for employment with-
out regard to race, color, religion, gender, sexual orientation,
gender identity, national origin, age, disability, marital status,
amnesty or status as a covered veteran in accordance with applica-
ble federal, state and local laws. Evergreen Outdoor Inc. complies
with applicable state and local laws governing nondiscrimination
in employment in every location in which the company has facili-
ties. This policy applies to all terms and conditions of employ-
ment, including hiring, placement, promotion, termination, layoff,
recall, transfer, leaves of absence, compensation and training.
Evergreen Outdoor Inc. expressly prohibits any form of unlaw-
ful employee harassment based on race, color, religion, gender,
sexual orientation, national origin, age, disability or veteran status.
Improper interference with the ability of Evergreen Outdoor Inc.
employees to perform their expected job duties is absolutely not
tolerated.
Evergreen Outdoor Inc.’s
Anti‐harassment Policy and
Complaint Procedure
Evergreen Outdoor Inc. is committed to a work environment in
which all individuals are treated with respect and dignity. Each
individual has the right to work in a professional atmosphere that
promotes equal employment opportunities and prohibits unlawful
discriminatory practices, including harassment. Therefore, Ever-
green Outdoor Inc. expects that all relationships among persons in
the office will be business-like and free of bias, prejudice and
harassment.
It is the policy of Evergreen Outdoor Inc. to ensure equal
employment opportunity without discrimination or harassment on
the basis of race, color, religion, gender, sexual orientation, gender
identity, national origin, age, disability, marital status, amnesty or
status as a covered veteran. Evergreen Outdoor Inc. prohibits any
such discrimination or harassment.
Evergreen Outdoor Inc. encourages reporting of all perceived
incidents of discrimination or harassment. It is the policy of Ever-
green Outdoor Inc. to promptly and thoroughly investigate such
reports. Evergreen Outdoor Inc. prohibits retaliation against any
individual who reports discrimination or harassment or who par-
ticipates in an investigation of such reports.

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Definitions of Harassment Sexual harassment constitutes discrimination and is illegal
under federal, state and local laws. For the purposes of this policy,
sexual harassment is defined, as in the Equal Employment Oppor-
tunity Commission Guidelines, as unwelcome sexual advances,
requests for sexual favors and other verbal or physical conduct of
a sexual nature when, for example a) submission to such conduct
is made either explicitly or implicitly a term or condition of an
individual's employment; b) submission to or rejection of such
conduct by an individual is used as the basis for employment deci-
sions affecting such individual; or c) such conduct has the purpose
or effect of unreasonably interfering with an individual's work per-
formance or creating an intimidating, hostile or offensive working
environment.
Sexual harassment may include a range of subtle and not-so-
subtle behaviors and may involve individuals of the same or dif-
ferent gender. Depending on the circumstances, these behaviors
may include unwanted sexual advances or requests for sexual
favors; sexual jokes and innuendo; verbal abuse of a sexual nature;
commentary about an individual's body, sexual prowess or sexual
deficiencies; leering, whistling or touching; insulting or obscene
comments or gestures; display in the workplace of sexually sug-
gestive objects or pictures; and other physical, verbal or visual
conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is
also strictly prohibited. Under this policy, harassment is verbal,
written or physical conduct that denigrates or shows hostility or
aversion toward an individual because of his/her race, color, reli-
gion, gender, sexual orientation, national origin, age, disability,
marital status, citizenship or any other characteristic protected by
law or that of his/her relatives, friends or associates, and that a)
has the purpose or effect of creating an intimidating, hostile or
offensive work environment; b) has the purpose or effect of unrea-
sonably interfering with an individual's work performance; or c)
otherwise adversely affects an individual's employment opportuni-
ties.
Harassing conduct includes epithets, slurs or negative stereo-
typing; threatening, intimidating or hostile acts; denigrating jokes;
and written or graphic material that denigrates or shows hostility
or aversion toward an individual or group and that is placed on
walls or elsewhere on the employer's premises or circulated in the
workplace, on company time or using company equipment via e-
mail, phone (including voice messages), text messages, tweets,
blogs, social networking sites or other means.

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Individuals and Conduct
Covered
These policies apply to all applicants and employees, whether
related to conduct engaged in by fellow employees or someone not
directly connected to Evergreen Outdoor Inc. (e.g., an outside ven-
dor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the
workplace and in any work-related setting outside the workplace,
such as during business trips, business meetings and business-
related social events.
Complaint Process Individuals who believe they have been the victims of conduct
prohibited by this policy statement or who believe they have wit-
nessed such conduct should discuss their concerns with their
immediate supervisor or any member of management.
When possible, Evergreen Outdoor Inc. encourages individu-
als who believe they are being subjected to such conduct to
promptly advise the offender that his or her behavior is unwel-
come and request that it be discontinued. Often this action alone
will resolve the problem. Evergreen Outdoor Inc. recognizes,
however, that an individual may prefer to pursue the matter
through complaint procedures.
Evergreen Outdoor Inc. encourages the prompt reporting of
complaints or concerns so that rapid and constructive action can
be taken before relationships become irreparably strained. There-
fore, although no fixed reporting period has been established,
early reporting and intervention have proven to be the most effec-
tive method of resolving actual or perceived incidents of harass-
ment.
Any reported allegations of harassment, discrimination or retal-
iation will be investigated promptly. The investigation may
include individual interviews with the parties involved and, where
necessary, with individuals who may have observed the alleged
conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory
process to the extent consistent with adequate investigation and
appropriate corrective action.
Retaliation against an individual for reporting harassment or
discrimination or for participating in an investigation of a claim of
harassment or discrimination is a serious violation of this policy
and, like harassment or discrimination itself, will be subject to dis-

7
ciplinary action. Acts of retaliation should be reported immedi-
ately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retalia-
tion will be dealt with appropriately.
False and malicious complaints of harassment, discrimination
or retaliation may be the subject of appropriate disciplinary action.
Americans with Disabilities
Act (ADA) and the ADA
Amendments Act (ADAAA)
The Americans with Disabilities Act (ADA) and the Americans
with Disabilities Amendments Act, known as the ADAAA, are
federal laws that prohibit employers with 15 or more employees
from discriminating against applicants and individuals with dis-
abilities and require employers, when needed, to provide reason-
able accommodations to applicants and employees who are
qualified for a job, with or without reasonable accommodations,
so that they may perform the essential job duties of the position.
It is the policy of Evergreen Outdoor Inc. to comply with all
federal and state laws concerning the employment of persons with
disabilities and to act in accordance with regulations and guidance
issued by the Equal Employment Opportunity Commission
(EEOC). Furthermore, it is our company policy not to discriminate
against qualified individuals with disabilities in regard to applica-
tion procedures, hiring, advancement, discharge, compensation,
training or other terms, conditions and privileges of employment.
The company will reasonably accommodate qualified individu-
als with a disability so that they can perform the essential func-
tions of a job unless doing so causes a direct threat to these
individuals or others in the workplace and the threat cannot be
eliminated by reasonable accommodation and/or if the accommo-
dation creates an undue hardship to Evergreen Outdoor Inc. Con-
tact the Human Resource department with any questions or
requests for accommodation.

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EMPLOYMENT
Employment Relationship All employees of Evergreen Outdoor Inc. are employed on an
at-will basis. Therefore, any employee who wishes to do so may
terminate his or her employment at any time, with or without
notice and with or without cause. Similarly, Evergreen Outdoor
Inc. may terminate the employment of any employee at any time,
also with or without notice and with or without cause. No
employee, supervisor, or representative of Evergreen Outdoor
Inc., other than an authorized officer of Evergreen Outdoor Inc.,
has the authority to enter into any employment agreement for any
specified period of time or to make any agreement contrary to
what had been stated above; any such agreement must be in writ-
ing, signed by the authorized officer, and directed to you person-
ally.
Employee Classification
Categories
All employees are designated as either “nonexempt” or
“exempt” under state and federal wage and hour laws. The follow-
ing is intended to help employees understand employment classifi-
cations and employees’ employment status and benefit eligibility.
These classifications do not guarantee employment for any speci-
fied period of time. The right to terminate the employment-at-will
relationship at any time is retained by both the employee and
Evergreen Outdoor Inc.
Nonexempt and Exempt
Employees
Employees whose jobs are governed by the FLSA are either
“exempt” or “nonexempt.” Nonexempt employees are entitled to
overtime pay. Exempt employees are not. Most employees cov-
ered by the FLSA are nonexempt. Some are not.
Some jobs are classified as exempt by definition. For example,
salaried employees are exempt (wage employees are nonexempt).
For most employees, however, whether they are exempt or nonex-
empt depends on (a) how much they are paid, (b) how they are
paid, and (c) what kind of work they do.
With few exceptions, to be exempt employee must (a) be paid
at least $23,600 per year ($455 per week), and (b) be paid on a sal-
ary basis, and also (c) perform exempt job duties. These require-
ments are outlined in the FLSA Regulations (promulgated by the
U.S. Department of Labor). Most employees must meet all three
“tests” to be exempt.

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Evergreen Outdoor Inc. has established the following catego-
ries for both nonexempt and exempt employees:
• Regular, full time: Employees who are not in a temporary
status and who are regularly scheduled to work the com-
pany’s full-time schedule of 30 hours per week. Generally,
these employees are eligible for the full benefits package,
subject to the terms, conditions and limitations of each ben-
efits program.
• Regular, part time: Employees who are not in a temporary
status and who are regularly scheduled to work less than 30
hours. Regular, part-time employees are eligible for some
of the benefits offered by the company if they work at least
20 hours; subject to the terms, conditions and limitations of
each benefits program.
• Temporary, full time: Employees who are hired as interim
replacements to temporarily supplement the workforce or
to assist in the completion of a specific project and who are
temporarily scheduled to work the company’s full-time
schedule for a limited duration. Employment beyond any
initially stated period does not in any way imply a change
in employment status.
• Temporary, part time: Employees who are hired as interim
replacements to temporarily supplement the workforce or
to assist in the completion of a specific project and who are
temporarily scheduled to work less than the company’s
full-time schedule for a limited duration. Employment
beyond any initially stated period does not in any way
imply a change in employment status.
Temporary workers are not eligible for company benefits
unless specifically stated otherwise in company policy or are
deemed eligible according to plan documents.
Reorganizations and Reduc‐
tions in Force
Various economic, seasonal, and operational contingencies may
require Evergreen Outdoor Inc. to reorganize and/or reduce its
workforce. During such periods Evergreen Outdoor Inc., in its sole
discretion, reserves the right to suspend regular employment poli-
cies and practices to take whatever actions it considers necessary
to accomplish the reorganization and/or reduction in force effi-
ciently and effectively, based on criteria it considers appropriate
under the circumstances, which may include, but are not limited
to, the following, notwithstanding any other provision contained
in this Handbook:

10
• discharge or lay off employees and eliminate job classifica-
tions and positions
• combine or revise job titles and/or job descriptions
• create new job titles and/or descriptions
• fill any position vacated or created by the reorganization or
reduction in force, using any criteria deemed appropriate by
Right to Privacy and Access
to Files
It is Evergreen Outdoor Inc.’s policy to collect only personal
employee information that is relevant and necessary to perform
essential business functions. For example, no records are to be
gathered or maintained concerning your associations, political
activities, personal publications, or communications or of your
nonemployment activities, unless it is submitted or authorized by
you in writing and required for a regular business purpose.
Access to personal employee information is restricted to those
with a legitimate need for such information in the performance of
their job. Also, information about you will not be released outside
Evergreen Outdoor Inc. without your consent, with the exception
of verification of your employment for credit approval purposes,
information on employment dates for employment reference
checks, and information which must be disclosed by law, court
order, or on the request of an appropriate governmental authority.
You may examine your personnel records by submitting a writ-
ten request to the Evergreen Outdoor Inc. authorized officer. If you
believe the records are not accurate, you may place a statement of
reasonable length in your file describing the facts as you see them.
You may also obtain copies of any document in your personnel
file.
Office furnishings and equipment, including computers and
other electronic equipment, are the property of Evergreen Outdoor
Inc.. Therefore, office and computer files, as well as electronic
mail and transmissions, may be monitored and/or accessed by the
Company as it deems necessary.
Background and Reference
Checks
It is our policy to conduct pre-employment background checks
on all applicants who accept an offer of employment to ensure that
individuals who join Evergreen Outdoor Inc. are well qualified
and to ensure that Evergreen Outdoor Inc. maintains a safe and

11
productive work environment. Background checks may include
verification of any information on the applicant’s resume or appli-
cation form.
All offers of employment are conditioned on receipt of a back-
ground check report that is acceptable to Evergreen Outdoor Inc.
All background checks are conducted in conformity with the Fed-
eral Fair Credit Reporting Act, the Americans with Disabilities
Act, and state and federal privacy and anti-discrimination laws.
Reports are kept confidential and are only viewed by individuals
involved in the hiring process.
If information obtained in a background check would lead
Evergreen Outdoor Inc. to deny employment, a copy of the report
will be provided to the applicant, and the applicant will have the
opportunity to dispute the report’s accuracy. Background checks
may include a criminal record check, although a criminal convic-
tion does not automatically bar an applicant from employment.
Additional checks such as a driving record or credit report may
be made on applicants for particular job categories if appropriate
and job related.
Evergreen Outdoor Inc. also reserves the right to conduct a
background check for current employees to determine eligibility
for promotion or reassignment in the same manner as described
above.
Internal Transfers/Promo‐
tions
Employees with more than twelve months of service may
request consideration to transfer to other jobs as vacancies become
available and will be considered along with other applicants. The
company may also initiate transfers of employees between depart-
ments and facilities to meet specified work requirements and reas-
signment of work requirements, or as the company otherwise sees
fit, in its sole discretion..
Evergreen Outdoor Inc. offers employees promotions to higher-
level positions when appropriate. Management prefers to promote
from within and may, but is not required to, first consider current
employees with the necessary qualifications and skills to fill
vacancies above the entry level.
To be considered, employees must have held their current posi-
tion for at least 12 months, have a satisfactory performance record
and have no disciplinary actions during the last 12 months. Man-
agement retains the discretion to make exceptions to the policy.

12
Progressive Discipline Every employee has the duty and the responsibility to be aware
of and abide by existing rules and policies. Each employee also
has the responsibility to perform his/her duties to the best of his/
her ability and to the standards as set forth in his/her job descrip-
tion or as otherwise established.
Evergreen Outdoor Inc. supports the use of progressive disci-
pline to address issues such as poor work performance or miscon-
duct. Our progressive discipline policy is designed to provide a
corrective action process to improve and prevent a recurrence of
undesirable behavior and/or performance issues. Our progressive
discipline policy has been designed consistent with our organiza-
tional values, HR best practices and employment laws.
Outlined below are the steps of our progressive discipline pol-
icy and procedure. Evergreen Outdoor Inc. reserves the right to
combine or skip steps in this process depending on the facts of
each situation and the nature of the offense. The level of disci-
plinary intervention may also vary. Some of the factors that will be
considered are whether the offense is repeated despite training; the
employee's work record; and the impact the conduct and perfor-
mance issues have on our company.
This policy does not in any way alter the at-will nature of your
employment relationship with Evergreen Outdoor Inc., or create
any other employment relationship with any employee. Evergreen
Outdoor Inc. may terminate the employment relationship with any
employee at any time.
The following outlines Evergreen Outdoor Inc.’s disciplinary
policy:
Verbal Warnings A manager or person of authority will take aside an employee
to counsel them in their misconduct or behavior which causes con-
cern. A written account of the meeting will be placed in the
employee’s file for future reference.
Written Warnings Violations of a more serious nature or a repeated offense will
result in a written warning or write up. Write ups serve as a means
to document employee misconduct. Three write ups will result in
immediate termination of employment unless otherwise unless
otherwise determined by Evergreen Outdoor Inc. in its discretion.
If an employee goes 90 days without a write up that employee will
start over with a clean record.

13
Violations resulting in a verbal or written warning include, but
are not limited to:
• Excessive tardiness
• Excessive or long breaks
• Violation of dress code
• Violation of cell phone policy
• Inappropriate language on job
• Misuse of tools/equipment
• Disrespecting customers or their property
Performance Improvement
Plan
Whenever an employee has been involved in a disciplinary sit-
uation that has not been readily resolved or when he/she has
demonstrated an inability to perform assigned work responsibili-
ties efficiently, the employee may be given a final warning or
placed on a Performance Improvement Plan. Your participation in
a performance improvement plan does not in any way change the
at-will nature of your employment relationship with us, and we
may terminate you for any reason or no reason at all at any time,
regardless of whether you are participating in a performance
improvement plan. Employees will exit the Performance Improve-
ment Plan after the proceeding Employee Evaluation.
Evergreen Outdoor Inc. reserves the right to determine the
appropriate level of discipline for any inappropriate conduct,
including verbal and written warnings, suspension with or without
pay, demotion and discharge.
Separation of EmploymentSeparation of employment within an organization can occur for
several different reasons.
• Resignation: Although we hope your employment with us
will be a mutually rewarding experience, we understand
that varying circumstances cause employees to voluntarily
resign employment. Resigning employees are encouraged
to provide two weeks’ notice, preferably in writing, to
facilitate a smooth transition out of the organization.
Among other things, this provides an opportunity for the
employees and Evergreen Outdoor Inc. to explore the rea-

14
son(s) for the resignation and whether corrective action is
appropriate and will influence the employee’s decision.
However, Evergreen Outdoor Inc. reserves the right to
accept or reject the offered two-week notice. The last day
the employee actually works will be considered the date of
termination. If an employee provides less notice than
requested, the Evergreen Outdoor Inc. cannot guarantee a
positive reference and may deem the individual to be ineli-
gible for rehire depending on the circumstances regarding
the notice given.
• Job abandonment: Employees who fail to report to work or
contact their supervisor for three (3) consecutive workdays
shall be considered to have abandoned the job without
notice, effective at the end of their normal shift on the third
day. The supervisor shall notify the Human Resource
department at the expiration of the third workday and initi-
ate the paperwork to terminate the employee. Employees
who are separated due to job abandonment are ineligible to
receive accrued benefits and are ineligible for rehire.
• Termination: Employees of Evergreen Outdoor Inc. are
employed on an at-will basis, and the company retains the
right to terminate an employee at any time.
At the discretion of Evergreen Outdoor Inc., certain actions
may result in bypassing the warning system and immediate termi-
nation of employment. Actions resulting in immediate termination
may include, but are not limited to:
• Theft of customer or company property
• Falsifying time cards
• Drug use or possession (this includes marijuana and pre-
scription drug abuse)
• Selling drugs
• Violence or assault of any kind
• Harassment of any kind
• Possession of a weapon or firearm
• Driving/Operating a vehicle without a proper license and
medical cards
• Operating machinery including vehicles while under the
influence of a controlled substance

15
Please note that some of these actions are illegal activities
and Evergreen Outdoor Inc. will pursue criminal charges.
Non‐CompetitionDue to the highly competitive nature of our business, all
employees, as a condition of their employment, are prohibited
from competing with or against Evergreen Outdoor Inc. in any
business or enterprise whatsoever, which includes, but is not lim-
ited to, owning, managing, or operating any business or enterprise
that may compete against any business or activity engaged in by
Evergreen Outdoor Inc. Such restrictions may also apply to certain
employees, because of the nature of their job assignments, follow-
ing their employment with Evergreen Outdoor Inc. Employees
affected by such post-employment restrictions will be contacted
by Evergreen Outdoor Inc. with more specific information, includ-
ing the duration and geographical limitations of such restrictions.
WORKPLACE SAFETY
Drug‐Free WorkplaceEvergreen Outdoor Inc. has a longstanding commitment to pro-
vide a safe and productive work environment. Alcohol and drug
abuse pose a threat to the health and safety of employees and to
the security of our equipment and facilities. For these reasons,
Evergreen Outdoor Inc. is committed to the elimination of drug
and/or alcohol use and abuse in the workplace.
This policy outlines the practice and procedure designed to cor-
rect instances of identified alcohol and/or drug use in the work-
place. This policy applies to all employees and all applicants for
employment of Evergreen Outdoor Inc.
Employee Assistance and
Drug‐Free Awareness
Evergreen Outdoor Inc. will assist and support employees who
voluntarily seek help for drug and alcohol related issues before
becoming subject to discipline and/or termination under this or
other policies. Such employees may be required to document that
they are successfully following prescribed treatment and to take
and pass follow-up tests if they hold jobs that are safety sensitive
or that require driving or if they have violated this policy previ-
ously.

16
Employees should report to work fit for duty and free of any
adverse effects of illegal drugs or alcohol. This policy does not
prohibit employees from the lawful use and possession of pre-
scribed medications. Employees must, however, consult with their
doctors about the medications’ effect on their fitness for duty and
ability to work safely and promptly disclose any work restrictions
to their supervisor. Employees should not, however, disclose
underlying medical conditions unless directed to do so.
Work Rules The following work rules apply to all employees:
• Whenever employees are working, are operating any com-
pany vehicle, are present on company premises, or are con-
ducting related work off-site, they are prohibited from:
* Using, possessing, buying, selling, manufacturing or
dispensing an illegal drug (to include possession of
drug paraphernalia).
* Being under the influence of alcohol or an illegal
drug as defined in this policy.
• The presence of any detectable amount of any illegal drug or
illegal controlled substance in an employee’s body while
performing company business or while in a company facil-
ity is prohibited.
* Evergreen Outdoor Inc. will not allow any employee
to perform their duties while taking prescribed drugs
that are adversely affecting the employee’s ability to
safely and effectively perform their job duties.
Employees taking a prescribed medication must carry
it in the container labeled by a licensed pharmacist or
be prepared to produce it if asked.
* Any illegal drugs or drug paraphernalia will be turned
over to an appropriate law enforcement agency and
may result in criminal prosecution.
Drug Testing The company retains the right to require the following tests:
• Pre-employment: All applicants may be required to pass a
drug test before beginning work or receiving an offer of
employment. Refusal to submit to testing will result in dis-
qualification of further employment consideration.

17
• Reasonable suspicion: Employees are subject to testing
based on observations by a supervisor of apparent work-
place use, possession or impairment.
• Post-accident: Employees are subject to testing when they
cause or contribute to accidents that seriously damage a
company vehicle, machinery, equipment or property and/or
result in an injury to themselves or another employee
requiring off-site medical attention. In any of these
instances, the investigation and subsequent testing must
take place within two (2) hours following the accident, if
not sooner.
• Follow-up: Employees who have tested positive, or other-
wise violated this policy, are subject to discipline up to and
including discharge. Depending on the circumstances and
the employee’s work history/record, Evergreen Outdoor
Inc. may offer an employee who violates this policy or tests
positive the opportunity to return to work on a last-chance
basis pursuant to mutually agreeable terms, which could
include follow-up drug testing. If the employee either does
not complete his/her rehabilitation program or tests positive
after completing the rehabilitation program, he/she will be
subject to immediate discharge from employment.
Consequences Applicants who refuse to cooperate in a drug test or who test
positive will not be hired.
Employees who refuse to cooperate in required tests or who
use, possess, buy, sell, manufacture or dispense an illegal drug in
violation of this policy will be terminated.
The first time an employee tests positive for alcohol or illegal
drug use under this policy, the result will be discipline up to and
including discharge.
Confidentiality Information and records relating to positive test results, drug
and alcohol dependencies and legitimate medical explanations
provided to Evergreen Outdoor Inc. shall be kept confidential to
the extent required by law and maintained in secure files separate
from normal personnel files.

18
Inspections Evergreen Outdoor Inc. reserves the right to inspect all portions
of its premises for drugs, alcohol or other contraband. All employ-
ees, contract employees and visitors may be asked to cooperate in
inspections of their persons, work areas and property that might
conceal a drug, alcohol or other contraband. Employees who pos-
sess such contraband or refuse to cooperate in such inspections are
subject to appropriate discipline up to and including discharge.
Crimes Involving Drugs Evergreen Outdoor Inc. prohibits all employees from manufac-
turing, distributing, dispensing, possessing or using an illegal drug
in or on company premises or while conducting company busi-
ness. Employees are also prohibited from misusing legally pre-
scribed or over-the-counter (OTC) drugs. Law enforcement
personnel shall be notified, as appropriate, when criminal activity
is suspected.
Violence in the Workplace All employees, customers, vendors and business associates
must be treated with courtesy and respect at all times. Employees
are expected to refrain from conduct that may be dangerous to oth-
ers.
Conduct that threatens, intimidates or coerces another
employee, customer, vendor business associate, or any other per-
son will not be tolerated. Evergreen Outdoor Inc. resources may
not be used to threaten, stalk or harass anyone at the workplace or
outside the workplace. Evergreen Outdoor Inc. treats threats com-
ing from an abusive personal relationship as it does other forms of
violence.
Indirect or direct threats of violence, incidents of actual vio-
lence and suspicious individuals or activities should be reported as
soon as possible to a supervisor, security personnel, or managers
of Evergreen Outdoor Inc. When reporting a threat or incident of
violence, the employee should be as specific and detailed as possi-
ble. Employees should not place themselves in peril, nor should
they attempt to intercede during an incident.
Employees are encouraged to report safety concerns with
regard to intimate partner violence. Evergreen Outdoor Inc. will
not retaliate against employees making good-faith reports.
Evergreen Outdoor Inc. will promptly and thoroughly investi-
gate all reports of threats of violence or incidents of actual vio-
lence and of suspicious individuals or activities. The identity of

19
the individual making a report will be protected as much as possi-
ble. Evergreen Outdoor Inc. will not retaliate against employees
making good-faith reports of violence, threats or suspicious indi-
viduals or activities. In order to maintain workplace safety and the
integrity of its investigation, Evergreen Outdoor Inc. may suspend
employees suspected of workplace violence or threats of violence,
either with or without pay, pending investigation.
Anyone found to be responsible for threats of or actual violence
or other conduct that is in violation of these guidelines will be sub-
ject to prompt disciplinary action up to and including termination
of employment.
Evergreen Outdoor Inc. encourages employees to bring their
disputes to the attention of their supervisors before the situation
escalates. Evergreen Outdoor Inc. will not discipline employees
for raising such concerns.
Safety It is the responsibility of each employee to conduct all tasks in a
safe and efficient manner complying with all local, state and fed-
eral safety and health regulations and program standards, and with
any special safety concerns for use in a particular area or with a
client.
Although most safety regulations are consistent throughout
each department and program, each employee has the responsibil-
ity to identify and familiarize her/himself with the emergency plan
for his/her working area.
It is the responsibility of the employee to complete an Accident
and Incident Report for each safety and health infraction that
occurs by an employee or that the employee witnesses. Failure to
report such an infraction may result in employee disciplinary
action, including termination.
Furthermore, management requires that every person in the
organization assumes the responsibility of individual and organi-
zational safety. Failure to follow company safety and health guide-
lines or engaging in conduct that places the employee, client or
company property at risk can lead to employee disciplinary action
and/or termination.

20
WORKPLACE CONFIDENTIALITY
Confidentiality Our clients and other parties with whom we do business entrust
the company with important information relating to their busi-
nesses. It is our policy that all information considered confidential
will not be disclosed to external parties or to employees without a
“need to know.” If an employee questions whether certain infor-
mation is considered confidential, he/she should first check with
his/her immediate supervisor.
This policy is intended to alert employees to the need for dis-
cretion at all times and is not intended to inhibit normal business
communications.
Conflicts of Interest Employees must avoid any relationship or activity that might
impair, or even appear to impair, their ability to make objective
and fair decisions when performing their jobs. At times, an
employee may be faced with situations in which business actions
taken on behalf of Evergreen Outdoor Inc. may conflict with the
employee’s own personal interests. Company property, informa-
tion or business opportunities may not be used for personal gain.
Conflicts of interest could arise in the following circumstances:
• Being employed by, or acting as a consultant to, a competitor
or potential competitor, supplier or contractor, regardless of
the nature of the employment, while employed with Ever-
green Outdoor Inc.
• Serving as a board member for an outside commercial com-
pany or organization.
• Owning or having a substantial interest in a competitor, sup-
plier or contractor.
• Accepting gifts, discounts, favors or services from a cus-
tomer/potential customer, competitor or supplier, unless
equally available to all company employees.
Employees with a conflict-of-interest question should seek
advice from management. Before engaging in any activity, trans-
action or relationship that might give rise to a conflict of interest,
employees must seek review and receive the written consent of
individuals authorized by the company to provide such consent.

21
Outside Employment/Side
Work
Employees are permitted to engage in outside work or to hold
other jobs, subject to certain restrictions as outlined below.
Activities and conduct away from the job must not compete
with, conflict with or compromise the company interests or
adversely affect job performance and the ability to fulfill all job
responsibilities. Employees are prohibited from performing any
services for customers on nonworking time that are normally per-
formed by Evergreen Outdoor Inc. without first notifying and
receiving written consent from individuals authorized by the com-
pany. This prohibition also extends to the unauthorized use of any
company tools or equipment and the unauthorized use or applica-
tion of any confidential information. In addition, employees are
not to solicit or conduct any outside business during paid working
time.
Employees are cautioned to carefully consider the demands that
additional work activity will create before accepting outside
employment. Outside employment will not be considered an
excuse for poor job performance, absenteeism, tardiness, leaving
early, refusal to travel or refusal to work overtime or different
hours. If Evergreen Outdoor Inc. determines that an employee’s
outside work interferes with performance, the employee may be
asked to terminate the outside employment.
GENERAL WORKPLACE EXPECTATIONS
Work ScheduleThe work day at Evergreen Outdoor Inc. begins at 7:00 a.m.
unless otherwise specified by management. If you are unsure
about what time you are supposed to arrive then be ready at
7:00a.m. If you are going to be late notify your manager as soon as
possible. If you do not call in or arrive within two hours of the
start time then it will be considered a No Call/No Show. Excessive
tardiness will warrant payment docking and/or termination of
employment.
Not reporting to work and not calling to report the absence is a
no-call/no-show and is a serious matter. The first instance of a no
call/no show will result in a final written warning. The second sep-
arate offense may result in termination of employment with no
additional disciplinary steps. A no call/no show lasting three

22
days may be considered job abandonment and may be deemed
an employee’s voluntary resignation of employment.
Lunch breaks are one half hour and the time will be deducted
from your time unless otherwise noted. Evergreen Outdoor Inc.
will grant one paid fifteen minute break in the afternoon. If
employees are found to be taking extended breaks then the time
will be deducted from their pay.
Requesting Time Off/ Holi‐
days
If you require time off for personal reasons, please request the
time needed at least two weeks in advance. Evergreen Outdoor
Inc. cannot guarantee you will be granted the time off but the ear-
lier you ask the better your chances. If you tell us Friday that you
are leaving Monday for a week then there will be major problems.
Most of the time there will be no problem when asking for time off
so ask as soon as possible. Emergencies will obviously be handled
as they present themselves.
Evergreen Outdoor Inc. will guarantee time off on three holi-
days during summer hours: Memorial Day, Independence Day,
and Labor Day. If the summer extends into late November the
Thanksgiving Day will also be included. We cannot guarantee the
days adjacent to the holidays to be given as time off but we always
do our best to accommodate for reasonable holiday time. Holiday
pay is not granted by Evergreen Outdoor Inc. at this time.
Clocking In/Out When you arrive at the shop the first thing you must do is clock
in which will begin your work day. Immediately begin with your
appointed tasks or ask what needs to be done. Standing around
while on the clock can warrant a docking of pay. If you are unsure
about what needs to be done then pick up a broom and begin
sweeping the shop. There is always something that needs to be
done and standing around while on the clock will not be tolerated.
One of the best ways to ensure upward mobility at Evergreen Out-
door Inc. is showing the initiative to find and complete tasks with-
out constant supervision.
Clock out as soon as your work day is finished. Standing
around in conversation while on the clock will also not be toler-
ated. Hang out for as long as you want, but do not do it while
clocked in.
Cell Phone Use The use of cell phones is prohibited while clocked in. This
includes for the use of music and texting. If you need to make an

23
emergency call during working hours then you must first receive
the permission of your manager first if possible. Personal calls,
texting, and other cell phone use will be done during your breaks.
Employees found violating this portion of the handbook will
receive a written warning. Repeated violations could result in ter-
mination.
Internet Usage PolicyCompany employees are expected to use the Internet responsi-
bly and productively. Internet access is limited to job-related activ-
ities only and personal use is not permitted.
Job-related activities include research and educational tasks
that may be found via the Internet that would help in an
employee's role.
All Internet data that is composed, transmitted and/or received
by Evergreen Outdoor Inc.’s computer systems is considered to
belong to Evergreen Outdoor Inc. and is recognized as part of its
official data. It is therefore subject to disclosure for legal reasons
or to other appropriate third parties.
The equipment, services and technology used to access the
Internet are the property of Evergreen Outdoor Inc. and the com-
pany reserves the right to monitor Internet traffic and monitor and
access data that is composed, sent or received through its on-line
connections.
Emails sent via the company email system should not contain
content that is deemed to be offensive. This includes, though is not
restricted to, the use of vulgar or harassing language/images
All sites and downloads may be monitored and/or blocked by
Evergreen Outdoor Inc. if they are deemed to be harmful and/or
not productive to business.
Unacceptable internet usage includes but is not limited to:
• Sending or posting discriminatory, harassing, or threatening
messages or images on the Internet or via Evergreen Out-
door Inc. email service.
• Using computers to perpetrate any form of fraud, and/or
software, film or music piracy.
• Stealing, using, or disclosing someone else's password with-
out authorization.
• Downloading, copying or pirating software and electronic
files that are copyrighted or without authorization.

24
• Sharing confidential material, trade secrets, or proprietary
information outside of the company.
• Hacking into unauthorized websites.
• Sending or posting information that is defamatory to the
company, its products/services, colleagues and/or custom-
ers.
• Introducing malicious software onto the company network
and/or jeopardizing the security of the organization's elec-
tronic communications systems.
• Sending or posting chain letters, solicitations, or advertise-
ments not related to business purposes or activities.
• Passing off personal views as representing those of the orga-
nization.
Parking Please park your personal vehicle in the areas designated for
employee parking. Park in an organized manner so that spaces
remain open for all employees. Evergreen Outdoor Inc. is not
responsible for your vehicle while it is parked at the shop so please
secure the vehicle to prevent theft of property. Report any break-
ins or vandalism immediately so we can notify the proper authori-
ties.
Please park the company vehicle in the manner that it was
found. Park the company vehicle only in our designated areas. Do
not park in a manner that will obstruct the adjacent businesses,
other vehicles, or the trash bin. Make sure all vehicles that are
parked outside the shop are locked before leaving overnight. Also
make sure to cover or put away any non-weather proof equipment
or material at the end of the day. All trailers should be dropped and
secured at the end of the day as well.
Vehicle Fueling Evergreen Outdoor Inc. provides on-site gas pumps. The man-
agers are the only ones with access to these pumps. If a vehicle
needs to be fueled, obtain a key from you immediate supervisor
and return it as soon as you have finished fueling. While fueling
you must fill out the necessary paperwork to log the fuel use. The
fuel tanks must be locked when not in use.
To avoid jamming the parking lot, all vehicle and equipment
fueling must be done at the end of the day upon return to the shop.

25
Any employee found using fuel for personal use will be termi-
nated immediately and charged with theft.
Shop CleanupThe shop is to be used for Evergreen Outdoor Inc. purposes
only. If you desire to use the shop for personal needs you must get
permission from management.
Always keep trash consolidated to designated areas. If you take
a tool set out put it back before you leave the area. If a tool bag/
box must be dumped in order to find a fitting or tool, clean the
area before you leave. The shop floor must be devoid of any trash
to avoid tripping, broken tools, or punctured tires. Make sure to
keep up with your scheduled housekeeping.
The bathroom facilities will be maintained by everyone. A
schedule will be kept and each department will be responsible for
its cleaning once per month. Absolutely nothing goes into the toi-
let except toilet paper. If you make a mess clean it up. The bath-
room is there for our convenience, not our leisure.
Tool/Equipment CareEvergreen Outdoor Inc. supplies all the tools and equipment
necessary for the work you do. Please care for the tools and equip-
ment as if it was your own. If you take something from the shop,
then put it back when you are finished with it. If you borrow
something from another truck, let the person whom you are bor-
rowing it from know and return it when finished.
Immediately report damaged or malfunctioning tools/equip-
ment. If a tool is not working properly report it immediately
before attempting to use it. Malfunctioning equipment is a major
cause of injury on the job. Normal wear is expected and unavoid-
able, but damage to equipment or tools due to negligence will not
be tolerated.
Make sure all the tools/equipment are put away before you
leave a job, and always do a walk-through to make sure nothing
was left behind. Store tools/equipment in an orderly fashion so
they can found when needed. Keep tools/equipment maintained
with proper grease, oil, lubricants, gas, tuning, at all times.
If you feel a specific tool would make your job easier please
offer your suggestion. Using the wrong tools/equipment for a job
is not only a waste of time but potentially dangerous.
All tools/equipment/vehicles/trailers must be signed out and
with permission for use. Equipment will not be granted for per-
sonal use.

26
Vehicle Care/Driving
Responsibilities
Make sure all the vehicles have proper fluids and tire pressure
at all times. Always stay up to date with the vehicle maintenance
schedule. Keep the vehicles reasonably clean. They are one of our
biggest advertisers so always make sure the company name and
number are visible on the vehicle. At the end of the day make sure
your vehicle is cleared of all trash and personal items.
Immediately report damaged or malfunctioning vehicles. If a
vehicle is not running properly report it immediately before
attempting to drive it. Malfunctioning vehicles are a major cause
of injury and death on the road.
Conduct In the Field Most of our work is done at the customer home. You are
required to act as if you are a guest at a stranger’s home. The way
we dress, speak, act, and communicate at the customer’s home all
directly affect the reputation of Evergreen Outdoor Inc. and com-
plete respect is expected at all times. Courtesy and respect for the
customer will appear as follows.
Dress Code All Evergreen Outdoor Inc. employees must wear their com-
pany shirts to work every day and company shirts must be worn at
all times while in the field. This will show uniformity and profes-
sionalism, as well as provide recognition to the customer. Keep
your shirts clean and DO NOT cut the sleeves off of them. Shirts
must be worn at all times.
It is recommended that you wear long pants to work but it is not
required. Holes are permitted in the knees but do not wear long
pants with holes in the crotch area, front or back. Since it gets hot
during the summer shorts are permitted (long pants may help pro-
tect against injuries in some tasks you perform) but please do not
wear gym shorts. Khaki, tan, or dark colored work/cargo shorts are
to be worn on the job. We are a professional company and would
like our employees to look like professionals.
Quality leather works boots must be worn at all times. Most of
our equipment is heavy or sharp and operating at foot level. Steel
toes, reinforced soles, and shock resistant boots are recommended.
Protect your feet.
Language Shouting obscenities will not be tolerated. Remember, we are
working as a guest in a stranger’s home. Any racist or sexually
explicit language will be considered harassment. This type of lan-
guage is not tolerated at Evergreen Outdoor Inc. and we do not
want our customers to hear it from our employees.

27
SmokingSmoking is permitted as long as you are outside. A garage does
not count as outside. Assume the customer hates smoking and do
not smoke near them. If a customer walks up to you when you are
already smoking, put the cigarette out. Most customers do not
care, but the ones who do will appreciate it.
Absolutely no cigarette butts are to be left on the property of
the customer. Put them in your pocket until you find a trash bin to
place them in.
Entering a Customer’s
Home
Always knock and wait to be invited in before entering a cus-
tomer’s home. Always remove your boots when entering the home
of a customer and make sure your feet are clear of any mud and
dirt. This rule does not apply in the garage. As soon as the cus-
tomer invites you in, begin removing your boots. Many customers
will permit you to wear boots in their home but assume they do
not.
When in a customer’s home do not touch anything. Go immedi-
ately to your work place. Do not wander around in the house under
any circumstances. If you need the homeowner and do not know
where they are, lightly tap on a wall, call them out by name, or go
back to the front door and ring the doorbell, in order to get their
attention.
When you are finished working in any part of the customer
home, including the garage, make sure your work place is cleaned
entirely of debris, dust, or garbage. Leave the place cleaner than
the way you found it. Replace anything that needed to be moved in
order to work.
Customer Questions/Com‐
plaints
If a customer comes to you with a complaint, apologize even if
it was not your fault and immediately direct them to management.
Do not attempt to provide an excuse and absolutely do not place
blame on anyone. Inform management of the complaint and if
possible let them handle the complaint.
If a customer has a question, do not attempt to answer the ques-
tion unless you are absolutely sure of the answer. Do not guess or
try to figure out an answer for them. Again, direct them to man-
agement.
If a customer is rude to you, or accuses you of something you
did not do, do not argue with them. Be polite and respectable to
the customer even if they are not and immediately notify manage-
ment. Under no circumstances are you to engage in an argument
with a customer no matter how wrong they may be.

28
COMPENSATION
Performance and Salary
Review
Performance reviews are conducted on an annual cycle. Perfor-
mance reviews, whenever given and for whatever reasons, are not
intended, and should not be construed, in any way whatsoever to
promote or instill an expectation of an employment relationship
other than at-will at all times. Employees will receive a perfor-
mance review on the established date each year. The performance
review will be discussed, and both the employee and manager will
sign the form to ensure that all strengths, areas for improvement
and job goals for the next review period have been clearly commu-
nicated. Performance evaluation forms will be retained in the
employee’s personnel file.
A performance review does not result in an automatic salary
increase. Performance reviews may be conducted to assist you in
improving your job performance or to provide a measure of your
contribution to Evergreen Outdoor Inc., as well as to assess your
readiness for advancement and other career development opportu-
nities.
Payment of Wages Payment for your work week will be on the following Friday.
Evergreen Outdoor Inc. does not grant early payment of your
weekly check.
It is the company's policy that employee paychecks will only be
given personally to that employee or mailed to his/her home
address.
If the normal payday falls on a company-recognized holiday,
paychecks will be distributed one workday before the aforemen-
tioned schedule.
Employees may be paid by check or through direct deposit of
funds to either a savings or checking account at the financial insti-
tution of their choice.
In the event of a lost paycheck, the office must be notified as
soon as possible and before a replacement check can be issued. In
the event the lost paycheck is recovered and the company identi-
fies the endorsement as that of the employee, the employee must
remit the amount of the replacement check to the company within
24 hours of the time it is demanded.

29
If an employee's marital status changes or the number of
exemptions previously claimed increases or decreases, a new
Form W-4 must be submitted to the Human Resource department.
OvertimeEvergreen Outdoor Inc. pays its employees time and a half
when forty hours are exceeded in the weekly pay period. During
the months of May and October, all employees are required to
work Saturdays unless otherwise specified, but Saturdays are not
considered overtime unless you are over 40 hours for the week.
This does not mean there will be no Saturdays the rest of the year;
it just means you must plan ahead to work Saturdays in those
months as the Spring and Fall are our most busy times.
The workweek begins at 12:00 a.m. on Sunday morning and
ends at 11:59 p.m. on Saturday night.
Employees who anticipate the need for overtime to complete
the week’s work must notify the supervisor in advance and obtain
approval before working hours that extend beyond their normal
schedule.
BenefitsEvergreen Outdoor Inc. offers a competitive benefits package
to its full-time employees. Since the laws surrounding health
insurance are constantly fluctuating we can not lay out our most
current package in the Employee Handbook. Please contact man-
agement about the benefits you are eligible for.
Time Reporting A work hour is any hour of the day that is worked and should
be recorded to the nearest tenth of an hour. The workday is defined
as the 24-hour period starting at 12:00 a.m. and ending at 11:59
p.m. The workweek covers seven consecutive days beginning on
Sunday and ending on Saturday. The usual workweek period is 40
hours.
Overtime is defined as hours worked by an hourly or nonex-
empt employee in excess of 40 hours in a workweek and should be
recorded to the nearest tenth of an hour. Overtime must be
approved in advance by the manager to whom the employee
reports.
Employees will submit their time cards weekly as directed by
their manager. Each employee is to maintain an accurate daily
record of his or her hours worked. All absences from work sched-
ules should be appropriately recorded.

30
Meal/Rest Periods The scheduling of meal periods at Evergreen Outdoor Inc. is set
by the employee’s immediate manager with the goal of providing
the least possible disruption to company operations.
Mandatory Meal Period Employee meal periods are important to company productivity
and employee health. Employees who work at least eight consecu-
tive hours will be provided a meal break not to exceed 30 minutes.
The meal period will not be included in the total hours of work per
day and is not compensable. Nonexempt employees are to be com-
pletely relieved of all job duties while on meal breaks and must
clock out for meal periods.
Rest/Breaks Employees are permitted a 15-minute rest break for each eight
hour work period. If the work day exceeds eight hours another 15-
minute rest break will be granted at the ninth hour. Employees on
rest breaks are not required to clock in and clock out because this
time is considered “time worked” and is compensable.
Impermissible Use Rest/
Breaks
Neither the lunch period nor the rest break(s) may be used to
account for an employee's late arrival or early departure or to
cover time off for other purposes—for example, rest breaks may
not be accumulated to extend a meal period, and rest breaks may
not be combined to allow one half-hour long break.
Conclusion This handbook is a general guide covering what Evergreen
Outdoor Inc. considers the most important aspects of Evergreen
Outdoor Inc.'s personnel policies and procedures. You are encour-
aged to contact your manager if you would like to have more
detailed information about how these policies and procedures may
apply to you.
The policies and procedures in this handbook do not modify the
at-will employment relationship between you and Evergreen Out-
door Inc. We hope that the content of this handbook represent the
basis for a satisfying and productive relationship with you. With
this in mind, we are interested in what you think of it. Please feel
free to provide feedback to management of Evergreen Outdoors
Inc.

31

32

33
Index
A
accident and incident report 19
at-will employee 8
B
background checks 10
breaks 22
bypassing warning system 14
C
cell phones 22
clock in 22
company vehicles 24
complaint procedures 6
confidentiality 20
confidentiality 6
conflicts of interest 20
customer complaint, 27
customer home 26
customer satisfaction 2
D
driving record 11
drug test 17
drug-free 15
E
employment classifications 8
equal employment opportunities (eeo) 4
exempt employee 8
F
fueling 24
H
harassment 4
holidays 22
I
inspections 18
internet usage 23
J
job abandonment 14
M
malfunctioning equipment 25
management 3
meal periods 30
N
no call/no show 21
nonexempt employees 9
O
obscenities 26
on-site gas pumps 24
overtime 29
P
pants 26
parking 24
payday 28
payment 28
performance improvement plan. 13
performance reviews 28
prescribed medications 16
privacy 10
progressive discipline 12
promotions 11
R
resignation 13
respect 3
rest break 30
retaliation 6
S
safety and health regulations 19
separation of employment 13
sexual harassment 5
shirts 26
shop cleanup 25

34
side work 21
smoking 27
T
termination 14
the americans with disabilities act (ada) 7
time cards 29
time off 22
tools and equipment 25
trust 2
V
vehicle maintenance 26
verbal warnings 12
violations 13
violence 18
W
work environment 4
workday 29
works boots 26
write ups 12
written warning 12

35
EMPLOYEE HANDBOOK ACKNOWLEDGMENT AND RECEIPT
The employee handbook describes important information about Evergreen Outdoor Inc., and I under-
stand that I should consult my manager regarding any questions not answered in the handbook. I have
entered into my employment relationship with Evergreen Outdoor Inc. voluntarily and acknowledge that
there is no specified length of employment. Accordingly, either I or Evergreen Outdoor Inc. can termi-
nate the relationship at will, with or without cause, at any time, so long as there is not a violation of
applicable federal or state law.
I understand and agree that, other than individuals authorized by the company, no manager,
supervisor or representative of Evergreen Outdoor Inc. has any authority to enter into any agree-
ment for employment other than at-will; only individuals authorized by the company have the
authority to make any such agreement and then only in writing signed by individuals authorized by
This handbook and the policies and procedures contained herein supersede any and all prior practices,
oral or written representations, or statements regarding the terms and conditions of my employment with
Evergreen Outdoor Inc. By distributing this handbook, the company expressly revokes any and all previ-
ous policies and procedures that are inconsistent with those contained herein.
I understand that, except for employment-at-will status, any and all policies and practices may be
changed at any time by Evergreen Outdoor Inc., and the company reserves the right to change my hours,
wages and working conditions at any time. All such changes will be communicated through official
notices, and I understand that revised information may supersede, modify or eliminate existing policies.
Only individuals authorized by Evergreen Outdoor Inc. have the ability to adopt any revisions to the poli-
cies in this handbook.
I understand and agree that nothing in the Employee Handbook creates, or is intended to create,
a promise or representation of continued employment and that employment at Evergreen Outdoor
Inc. is employment at will, which may be terminated at the will of either Evergreen Outdoor Inc. or
myself. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a
legal document. I understand and agree that employment and compensation may be terminated with or
without cause and with or without notice at any time by Evergreen Outdoor Inc. or myself.
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.
Print Name:
Signature:
Date:

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