This document is an employee handbook for Griffin Dewatering Corporation that outlines company policies and benefits. It covers topics such as equal employment, drug and alcohol policy, outside employment, conflicts of interest, hiring of relatives, time off policies, and conduct expectations. The purpose is to familiarize employees with Griffin's guidelines and answer questions about working there.

1. Employee
Handbook
Griffin Dewatering Corporation
and Affiliated Companies

2. 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 Singleton
President/CEO

3. TABLE OF CONTENTS
1.0......................... INTRODUCTORY STATEMENT
2.0......................... ABOUT THE COMPANY
3.0......................... EEOC
4.0......................... EMPLOYMENT REFERENCE CHECKS
5.0......................... DRUG AND ALCOHOL POLICY / DRUG TESTING
6.0......................... COMPANY CULTURE
7.0......................... IMMIGRATION LAW COMPLIANCE (FEDERAL COMPLIANCE)
8.0......................... WORKERS COMPENSATION (STATE COMPLIANCE)
9.0......................... CONFLICTS OF INTEREST RULES
10.0....................... OUTSIDE EMPLOYMENT
11.0....................... NON-DISCLOSURE AGREEMENT
12.0....................... HIRING OF RELATIVES
13.0....................... EMPLOYMENT CATEGORIES
14.0....................... PAYDAYS
15.0....................... COMPANY BENEFITS
16.0....................... RETIREMENT PLAN (401k)
17.0....................... EDUCATIONAL ASSISTANCE
18.0....................... HOLIDAYS
19.0....................... VACATION/PTO
20.0....................... FMLA/ FAMILY MEDICAL LEAVE ACT
21.0....................... PERSONAL LEAVE
22.0....................... MILITARY LEAVE
23.0....................... JURY DUTY
24.0....................... WORK SCHEDULES
25.0....................... EMERGENCY CLOSINGS
26.0....................... ATTENDANCE AND PUNCTUALITY
27.0....................... TERMINATION DUE TO ABSENCE
28.0....................... PERSONAL APPEARANCE/ DRESS CODE
29.0....................... TIMEKEEPING
30.0....................... PAY DEDUCTIONS AND OFFSETS
31.0....................... ADMINISTRATIVE PAY CORRECTIONS
32.0....................... EMPLOYEE DATA CHANGES
33.0....................... ACCESS TO EMPLOYEE FILE
34.0....................... USE OF PHONE SYSTEMS
35.0....................... USE OF EMAIL AND VOICE MAIL
36.0....................... COMPUTER EQUIPMENT AND PROVISION
37.0....................... USE OF EQUIPMENT AND COMPANY VEHICLE
38.0....................... SMOKING
39.0....................... BUSINESS AND TRAVEL EXPENSES
40.0....................... VISITORS IN THE WORK PLACE
41.0....................... SAFETY
42.0....................... SECURITY INSPECTIONS
43.0....................... CONCEALED WEAPONS
44.0....................... EMPLOYEE CONDUCT AND WORK RULES
45.0....................... UNLAWFUL HARASSMENT
46.0....................... HARASSMENT & WORKPLACE VIOLENCE POLICY
47.0....................... FRATERNIZATION
48.0....................... EMPLOYMENT TERMINATION
49.0....................... BENEFIT CONTINUATION
50.0....................... RETURN OF PROPERTY
51.0....................... AUDIO AND VIDEO TAPING

4. 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.

5. Core Values
Integrity
• We know and do what is right. We follow rules and
procedures, are honest, keep our commitments, and
continually give our best effort, while treating each
other and our clients with
dignity and respect.
Empowered
• We are diligent leaders who
encourage people to reach their
potential. We attract, develop and
retain 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.

6. 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.

7. 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. 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 business
within a framework that prohibits actual or potential
conflicts of interest. Griffin employees should conduct
Griffin business to avoid conflicts of interest and the
appearance of conflicts of interest. This policy establishes
only 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.

9. 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 and
trade secrets is vital to the interests and the success of
Griffin. Such confidential information includes, but is
not 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.

10. 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.

11. 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 EDUCATIONALASSISTANCE- 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.

12. 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.

13. 19.0 VACATION / PTO NON-UNION
PURPOSE
Griffin Dewatering Corporation recognizes the need of
employees to be absent from their scheduled position for
various reasons. Therefore, Griffin provides paid annual
leave benefits to all eligible employees for periods of illness,
disability, personal business, or vacation.
ELIGIBILITY
Only 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 POLICY
Vacation 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 Service
9 – 16 Years of Service
17 - up Years of Service
Completed Continuous Uninterrupted Service
1.54 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 Rate
Employee Tenure Accrual Rate:
CARRY-OVER OF VACATION/ PTO BENEFITS

14. VACATION TIME AND TERMINATION
Except 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 to
eligible employees who are temporarily unable to work due to
a serious health condition or disability. For purposes of this
policy, serious health conditions or disabilities include inpatient
care in a hospital, hospice, or residential medical care facility;
continuing treatment by a health care provider; and temporary
disabilities associated with pregnancy, childbirth, and other
medical conditions.
Employees in the following employment classifications are eligible to
request 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

15. 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

16. 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 expiration
of the approved leave period, Griffin will assume the employee has
resigned and will be terminated accordingly.

17. 23.0 JURY DUTY
Griffin encourages employees to fulfill their civic
responsibilities 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 jury
duty 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, can
disrupt company operations. In extreme
cases, these circumstances may require the
closing of a work facility.
When operations are officially closed due
to emergency conditions, the time off from
scheduled work will be paid. Please refer to
the INCLEMENT WEATHER POLICY for
detailed information on Company closing
procedure.
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.

18. 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 be
automatically terminated, unless the leave is a reasonable
accommodation required under state or federal law.
This termination will occur after notice at the sixth (6th)
month anniversary of the commencement of the leave.

19. 28.0 PERSONALAPPEARANCE- 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 you
have questions as to what constitutes
appropriate attire.
29.0 TIMEKEEPING
Accurately recording time worked is the
responsibility of every nonexempt
employee. Federal and state laws require
Griffin to keep an accurate record of time
worked in order to calculate employee pay
and benefits. Time worked is all the time
actually spent on the job performing
assigned duties.
Nonexempt (Hourly) employees must clock
in upon arrival to branch/shop locations.
They should also record the beginning and
ending time of any split shift or departure
from work for personal reasons.
Overtime work must always be approved before
it is performed.
Altering, falsifying, tampering with time records,
or recording time on another employee’s time
record may result in disciplinary action, up to and
including termination of employment.
Nonexempt employees should report to work no
more than 15 minutes prior to their scheduled
starting time nor stay more than 15 minutes after
their scheduled stop time without expressed, prior
authorization from their supervisor.
It is the employees’ responsibility to review their

20. 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 notify
Griffin of any changes in personal data. Personal mailing
addresses, telephone numbers, number and names of
dependents, individuals to be contacted in the event of
an emergency, educational accomplishments, and other
such status reports should be accurate and current at all
times.
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.

21. 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 and
radios are reserved for business purposes. Any personal use
of these instruments should be limited and not interfere with
business operations, or the employee’s assigned duties.
Employees may be required to reimburse Griffin for any charges
resulting from their personal use of the telephone cellphones, and/or radios.
35.0 USE OF E-MAILAND 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.

22. 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 accomplishing
job duties are expensive and may be difficult to
replace. When using Griffin property, employees
are expected to exercise care, perform required
maintenance, 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

23. 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 are
subject to search at any time.
38.0 SMOKING
In keeping with Griffin’s intent to provide a
safe and healthful work environment,
smoking in the workplace is prohibited.
The workplace includes all job sites and
company 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.

24. 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.

25. 41.0 SAFETY
A separate section of this employee binder is devoted to
safety exclusively. Every employee must read that section prior
to starting work for Griffin and review it throughout their
employment with Griffin.
To assist in providing a safe and healthful work environment for
employees, customers, and visitors, Griffin has established a
workplace safety program. This program is a top priority for
Griffin. The Safety Manager has responsibility for
implementing, 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 INSPECTIONS
Griffin 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.

26. 43.0 CONCEALED WEAPONS
The Company does not permit any employee, agent or
representative to carry or maintain a concealed handgun or
weapon on the Company’s premises, which includes the
building in which the Company resides or any portion of
the building, and any public or private driveway, street,
sidewalk parking lot, parking garage or other parking area
adjacent 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.

27. • 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 alcohol
or illegal drugs
• Possession, distribution, sale, transfer,
or use of alcohol or illegal drugs in the
workplace, while on duty, or while
operating employer-owned vehicles or
quipment
• Fighting or threatening violence in the
workplace Boisterous or disruptive activity
in 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:

28. 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.

29. 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.

30. 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 to
reassignment or disciplinary action up to and including
termination at the Company’s sole discretion.
Employees should not consider this prohibiting social
gatherings. Employees are encouraged to use their
good judgment and avoid interaction with their fellow
employees 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.

31. Griffin will generally schedule exit interviews at the time of employment
termination. The exit interview will afford an opportunity to discuss such issues
as employee benefits, conversion privileges, repayment of outstanding debts to
Griffin, or return of Griffin-owned property. Suggestions, complaints, and questions
can also be voiced.
Since employment with Griffin is based on mutual consent, and is “at will”, both
the employee and Griffin have the right to terminate employment at will, with or
without cause, at any time. Employees will receive their final pay in accordance
with applicable state law.
Employee benefits will be affected by employment termination in the following
manner. All accrued, vested benefits that are due and payable at termination will be
paid. Some benefits may be continued at the employee’s expense if the employee
so chooses. The employee will be notified in writing of the benefits 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 qualified beneficiaries the opportunity to continue health insurance
coverage under Griffin’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 beneficiary pays the full cost of coverage as
determined by the insurance provider under law. Griffin provides each eligible
employee with a written notice describing rights granted under COBRA when the
employee becomes eligible for coverage under Griffin’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 Griffin

32. 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.

33. 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):