This document is an employee handbook for RCW Construction & Consulting, LLC that outlines the company's policies and procedures. It includes sections on employment policies, wages and compensation, employee benefits, safety policies, personal conduct, employee communications, and an acknowledgement of receipt. The handbook provides new employees with information about the company's standards and expectations.

1. RCWRCW
CONSTRUCTION & CONSULTING, LLCCONSTRUCTION & CONSULTING, LLC
PersonalizedServiceintheConstructionIndustry
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2. 1
R C W C O N S T R U C T I O N & C O N S U L T I N G , L L C
Welcome
We would like to welcome you to RCW CONSTRUCTION & CONSULTING, LLC, herein known as “RCWCC”.
We hope your new job will be rewarding and live up to your expectations. Early in your employment with us,
you will realize that we have set very high standards for you.
This handbook outlines some of the policies and practices in effect here at RCWCC. These policies and practices
are necessary to allow each of us to be safe, productive, and, prosperous.
Effective Date: 10/1/2007

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Table of ContentsTable of Contents
Employment PoliciesEmployment Policies __
Employment Relationships ------------------------------------------------------------------------------------------- 4
Changes in Policy ------------------------------------------------------------------------------------------------------ 4
Definitions ------------------------------------------------------------------------------------------------------------- 4
Equal Opportunity Employer ---------------------------------------------------------------------------------------- 5
Orientation Period ----------------------------------------------------------------------------------------------------- 5
Hours of Work --------------------------------------------------------------------------------------------------------- 5
Rest Periods ------------------------------------------------------------------------------------------------------------ 5
Time Records ----------------------------------------------------------------------------------------------------------- 5
Personnel Records ----------------------------------------------------------------------------------------------------- 5
Employment of Relatives --------------------------------------------------------------------------------------------- 6
Employment of Minors ----------------------------------------------------------------------------------------------- 6
Performance Appraisals ---------------------------------------------------------------------------------------------- 6
Promotions ------------------------------------------------------------------------------------------------------------- 6
Termination of Employment ----------------------------------------------------------------------------------------- 6
Severance Pay ---------------------------------------------------------------------------------------------------------- 6
Employee Expense Report -------------------------------------------------------------------------------------------- 6
Entertainment Reimbursement ------------------------------------------------------------------------------------- 6
Purchasing -------------------------------------------------------------------------------------------------------------- 7
Wages, Salary, Pay, and CompensationWages, Salary, Pay, and Compensation
Overtime Pay ----------------------------------------------------------------------------------------------------------- 8
Pay Day------------------------------------------------------------------------------------------------------------------ 8
Payroll Deductions ----------------------------------------------------------------------------------------------------- 8
Payroll Advances ------------------------------------------------------------------------------------------------------- 8
Wage and Salary Increases ------------------------------------------------------------------------------------------- 8
Employee BenefitsEmployee Benefits
Cobra -------------------------------------------------------------------------------------------------------------------- 9
Social Security---------------------------------------------------------------------------------------------------------- 9
Unemployment Insurance -------------------------------------------------------------------------------------------- 9
Workers Compensation----------------------------------------------------------------------------------------------- 9
Vacations --------------------------------------------------------------------------------------------------------------- 9
Holidays ---------------------------------------------------------------------------------------------------------------- 10
Paid Time Off ---------------------------------------------------------------------------------------------------------- 10
The Uniformed Services Employment and Reemployment Rights Act ------------------------------------------ 10
Job Abandonment ----------------------------------------------------------------------------------------------------- 10
Sick and Bereavement ------------------------------------------------------------------------------------------------ 10
Use of Company Vehicle ---------------------------------------------------------------------------------------------- 10
Use of Company Gasoline --------------------------------------------------------------------------------------------- 10
Group Insurance ------------------------------------------------------------------------------------------------------- 11
Retirement Plan -------------------------------------------------------------------------------------------------------- 11
Safety & Health PolicySafety & Health Policy
Commitment Statement ---------------------------------------------------------------------------------------------- 12
Requirement to Read and Understand Safety Handbook --------------------------------------------------------- 12
Accident Reporting ---------------------------------------------------------------------------------------------------- 12
Return to Work -------------------------------------------------------------------------------------------------------- 12
Housekeeping ---------------------------------------------------------------------------------------------------------- 12
Smoking ----------------------------------------------------------------------------------------------------------------- 12
Seat Belts --------------------------------------------------------------------------------------------------------------- 12
Safety Equipment ------------------------------------------------------------------------------------------------------ 12

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Personal Conduct and Corrective ActionPersonal Conduct and Corrective Action
Alcohol and Drugs ----------------------------------------------------------------------------------------------------- 13
Sexual Harassment ---------------------------------------------------------------------------------------------------- 14
Employee Theft, Fraud, & Embezzlement -------------------------------------------------------------------------- 14
Conflict of Interest ----------------------------------------------------------------------------------------------------- 14
Confidentiality --------------------------------------------------------------------------------------------------------- 14
Kickbacks and Gratuities --------------------------------------------------------------------------------------------- 15
Falsifying Company Documents and Records ---------------------------------------------------------------------- 15
Firearms, Fireworks, Explosives, and Weapons Policy ------------------------------------------------------------ 15
Fighting or Abusive Behavior ---------------------------------------------------------------------------------------- 15
Insubordination ------------------------------------------------------------------------------------------------------- 15
Unauthorized use of Company Property or Equipment ----------------------------------------------------------- 15
Absence without Notice ----------------------------------------------------------------------------------------------- 15
Telephone Use --------------------------------------------------------------------------------------------------------- 15
Computer & Internet Use --------------------------------------------------------------------------------------------- 15
Violations of Company Policy and Procedures --------------------------------------------------------------------- 15
Absence With Out Notice --------------------------------------------------------------------------------------------- 16
Punctuality ------------------------------------------------------------------------------------------------------------- 16
Harassment ------------------------------------------------------------------------------------------------------------ 16
Personal Appearance and Hygiene ---------------------------------------------------------------------------------- 16
Employee CommunicationsEmployee Communications
Commitment Statement ---------------------------------------------------------------------------------------------- 17
Requirement to Read and Understand Safety Handbook --------------------------------------------------------- 17
Handbooks -------------------------------------------------------------------------------------------------------------- 17
Web Site ---------------------------------------------------------------------------------------------------------------- 17
Intranet ------------------------------------------------------------------------------------------------------------------ 17
Grievances -------------------------------------------------------------------------------------------------------------- 17
AcknowledgementAcknowledgement
Employee Handbook Acknowledgement of Receipt --------------------------------------------------------------- 18
Workers Compensation Procedure Acknowledgement --------------------------------------------------------- 19

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Employment PolicyEmployment Policy
Overview
This policy handbook will help introduce you to RCWCC and applies to all employees of the Company. These
policies are presented as a matter of information only and its contents should not be interpreted as a contract
between the company and its employees.
This handbook is not the complete policy and procedure manual for the Company. Most of the Company
polices and procedures are detailed in the various Company handbooks and are available via the Company’s
intranet or the Company Web site. If you are uncertain about any policy or procedure, please ask your
supervisor.
Employment Relationship
Your employment with the Company is entered into voluntarily. You are free to resign at any time, with or
without notice, and for any reason. The company is free to conclude the employment relationship at any time,
with or without notice, and with or without cause.
This handbook is not intended to modify or alter the employment at will relationship in any way.
Changes in Policy
The Company expressly reserves the right to change any of its policies at any time. You may not rely on any
polices that have been superseded. Changes will become effective on dates determined by the Company. We
will notify you of changes by memorandum, posting them on our web site, intranet, bulletin board, updating or
related manuals. It is your responsibility to take note of these changes.
Please read this handbook carefully, it will acquaint you with many of the more important, rules, policies,
benefits, and practices that apply to all employees of RCWCC.
Definitions
Exempt
Employees who are exempt from overtime pay. These positions meet specific tests of the Fair
Labor Standards Act.
Non-exempt
Employees who are paid a multiple of their regular rate for hours worked in excess of forty
hours in a week and twelve hours in a day. These positions do not meet exemption tests of the
Fair Labor Standards Act.
Management
Employees designated by corporate officers that provide supervision and make the decisions
necessary to meet the objectives of the shareholders.

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Regular Full Time
Employees who work year round and are scheduled to work 40 or more hours per week.
Seasonal
Employees who only work during the construction season and may or may not be scheduled to
work 40 or more hours per week.
Orientation Period
The first 90 days of employment in which all new employees are evaluated.
Relative
Relatives include husband,wife,parent,child,brother,sister, in-laws(brother,sister,father,mother,son,
daughter),and any significantother.
Equal Opportunity Employment
It is the policy of the Company not to discriminate against any employee or job applicant. No aspect of your
employment with the Company will be influenced by age, sex, color, race, national origin, religion, disability,
marital status, veteran status or any other basis prohibited by law.
All equal opportunity matters from any source shall be referred to the Company President or Vice President.
Orientation Period
The first ninety days of your employment is your orientation period. During this period, as during your regular
employment, you and the company each have the right to terminate your employment with or without cause or
notice. Upon satisfactory completion of your orientation period you will become a regular employee.
Hours of Work
Our normal workweek is Monday through Friday, 7 A.M. to 4 P.M., with 1 hour for lunch. Your required work
hours may include overtime and Saturdays and can vary from week to week. Your supervisor will provide your
schedule.
Lunch and Rest Periods
See your supervisor for your lunch and break schedule.
Time Records
Each day all non-exempt employees are required to properly fill in their time card with all required information
including start and end times rounded to the nearest ¼ hour. You and your supervisor must initial any
changes on your time card. Each day you are required to sign your time card and turn it to your supervisor.
Your time card is the property of the Company and the legal record of the hours you work.
Personnel Records
Your personnel file contains information regarding your employment. Information in this file may include your
employment application, resume, commendations, change of status records, corrective action warnings,
performance reviews, etc.

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This file also contains information you must provide. You are required to notify the payroll administrator of
changes in telephone numbers, address, tax status and family status that may impact your employee benefits.
Employment of Relatives
A managing member will evaluate any case involving employment of relatives. The Company does not allow
the employment of relatives when:
1. There is an actual or apparent conflict of interest.
2. Where one relative would exercise direct or indirect supervisory authority over another.
3. If a relative would have access to sensitive information regarding another that may be
inappropriate.
All employees are required to inform the payroll administrator of any relatives working for the company and of
any changes in relatedness of an employee.
Employment of Minors
Regular employees must be 18 years of age or older. Occasionally the Company may hire student interns who
are 16 or 17 years old.
Performance Appraisals
Generally, performance appraisals are given once per year. Performance appraisals may or may not include
pay increases.
Promotions
We recruit and hire the most qualified individual for any particular job opening. At the same time, the
Company promotes from within whenever practicable.
Termination of Employment
The Company terminates employment because either the employee or the Company no longer wishes to
continue the employment relationship.
Severance Pay
The Company does not normally make severance payments. Any severance pay is given at the sole discretion of
management.
Employee Expense Reimbursement
All reimbursement requests shall be submitted on the Company Employee Expense Report form. Expense
reports must be signed by the employees’ supervisor in order to be processed. Expense report checks are issued
on approximately the 5th and 20th of each month. Employee expense reimbursement will be delivered
internally to the appropriate department.
If additional paperwork is necessary to process the reimbursement request (receipts, logs, etc.) the expense
report will be returned to the appropriate department. Partial payments for incomplete expense reports will
not be issued.
Entertainment Reimbursement

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All entertainment reimbursement requests will be screened for compliance with the Travel and Entertainment
Policy. Entertainment expenses shall be submitted on an Employee Expense Report. All entertainment
expenses that comply with the Travel and Entertainment Policy will be processed for payment.
Purchasing
Only supervisory personnel are permitted to make purchases on the company behalf.

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Wage & Salary PoliciesWage & Salary Policies
Overview
The Company attempts to pay competitive wages and salaries with those businesses in our community and
industry. Wages and salaries are classified by position based on experience, responsibility, and physical and
mental demands. Management reviews salary ranges once per year and makes any adjustment deemed
necessary. Ask your manager or supervisor if you would like to know the ranges for your position.
Overtime Pay
For non-salaried employees, all overtime must be authorized and directed by a supervisor. Non-exempt
employees are paid time and on half for authorized hours in excess of 12 hours in one day and 40 hours in one
week.
Payday
Payroll is on 1st and 15th of each month.
Pay Advances
Pay advances are not generally given.
Payroll Deductions
Payroll deductions are made from each paycheck to comply with federal and state laws and certain benefits.
Deductions will be made for:
Federal and State Income Tax
FICA (Social Security)
Garnishments and Wage Assignments required by law or court order
Other items designated by the employee
At the beginning of each year you will be supplied with a W-2 which summarizes your income and deductions
for the previous year.
Wage or Salary Increases
Your rate of compensation will typically be reviewed periodically. Pay increases, if any, will be base on your
performance and attitude, not your length of service.

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Employee BenefitsEmployee Benefits
Overview
This section provides an overview of the Company employee benefits programs. The complete description and
official details of our benefit programs are in the Company Benefit Handbook see the office manager or plan
administrator to obtain a copy of the handbook.
The existence of these employee benefit plans does not mean that you will be employed for the necessary time
to qualify for the benefits or that your position qualifies for the plans and benefits.
Cobra
Federal Law describes certain circumstances in which you may continue group health insurance coverage if you
leave the company. Refer to http://www.dol.gov/dol/topic/health-plans/cobra.htm for more information. You
will receive notice of these privileges upon termination of your employment with the Company if the company
is required to comply with these regulations.
Social Security
The Social Security Act covers all employees. A required percentage of your pay is deducted from your
paycheck to pay your portion of this benefit and the Company matches your deduction dollar for dollar up to
certain limits as established by law. You can learn more about your Social Security benefits at
http://www.ssa.gov.
State Unemployment Insurance
Is paid by the company fully and is payable based upon claims.
Workers’ Compensation
Under State laws, Workers’ Compensation benefits generally provide compensation for Associates who are
injured while in the course and scope of employment. These benefits may include payment of reasonable and
necessary medical expenses relating to the injury, as well as some compensation for lost wages under qualifying
circumstances, if absence from work is required.
Employees injured on the job are required to notify their supervisor immediately regardless of the extent of the
injury. A state authorized injury notification form must be completed by the Employee and or his/her
supervisor immediately and submitted to the proper authorities.
Workers’ Compensation is a statutory right to which every employee is entitled. However Workers’
Compensation is also a benefit for which the employer carries the total burden of cost. If any employee
suspects anyone of abusing the Workers’ Compensation program, please contact your supervisor or
administrator.
Vacations
RCWCC offers a generous vacation policy. Employees are eligible for vacation accruals the first day of the
month following ninety (90) days of employment (“Eligibility Date”). The purpose of offering the benefit of
paid time off is to allow an individual to regroup and relax. Therefore it is the company’s policy to not allow
vacation days not used to accrue once 15 days have been earned as this defeats the purpose of the benefit.
Additionally, RCWCC is closed from December 24-January 1 each year. This is an additional week of paid time
off period for salaried employees only. Due to the nature of the construction business, employees understand
that in exchange for this family time off over the holidays, there may be circumstances that will require one to

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work on an otherwise non-working holiday. Saturday or Sunday and only in the purpose of emergencies or due
to severe delays on the job.
Vacation Days Earned
Completed Years of Service Vacation Earned
0-Eligibility Date 0
Eligibility Date -1 year 5
One Year-less than 5 10
5 years but less than 10 15
Holidays
A holiday schedule will be posted each year in January
Paid Time Off
The company is closed for various holidays and from Dec. 24-Jan 1 each year.
The Uniformed Services Employment and Reemployment Rights Act
(USSERRA) provides certain rights to persons who perform duty, voluntarily or involuntarily, in the uniformed
services and meet certain tests. See 38 USC 4301 through 4333 or visit the US Department of Labor web site at
www.dol.gov/asp/programs/handbook/usserra.htm for more information.
Job Abandonment
If you fail to notify your supervisor after two days of consecutive absence, the company may consider that you
have resigned.
Sick Days & Bereavement
To accommodate the periodic need for time off due to illness, hospitalization, and doctor appointments the
Company grants each employee (3) sick days per calendar year. The sick days may also be used for the
purposes due to the loss of a loved one provided. These sick days do not roll over and are not paid out to an
employee upon termination. Employees must complete a time off report for any sick or bereavement days
taken.
Use of a Company Vehicle
If your position with the Company includes the use of a company vehicle, this vehicle is for the sole purpose
company business. Company vehicles may not be used to transport family members, friends, or hitchhikers.
Company vehicles shall never be parked at drinking (alcohol) establishments.
Use of Company Gasoline

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Company gasoline and gasoline purchased with Company purchasing cards is Company property and is for the
sole purpose of Company business. Personal use of Company gasoline is considered theft of Company property
and is grounds for termination.
Group Insurance
RCWCC has a Health Reimbursement Arrangement (HRA) that reimburses eligible employees for premiums
paid for individual health insurance, dental, life, vision, and long term care premiums. To be eligible, you must
have been employed in Full-Time employment for 35 or more hours per week or in Part-Time Employment for
30, but less than 35 hours per week, for a period of 90 days prior to enrollment.
SIMPLE Retirement Plan
RCWCC offers a company SIMPLE Retirement Plan to each of its employees who meet certain requirements.
The company shall provide a company match of up to 3% of the employee’s salary provided the employee
contributes to the plan. The company’s contribution will match the employee’s contribution. Participants are
automatically vested and are eligible if they received at least $5000.00 in compensation from RCWCC in the
previous year and expect to receive at least $5000.00 in the plan year. The plan is renewable yearly from
October to December for the start date of January 1 of the next year.
Privacy Policy
Types of Nonpublic Personal Information Collected
RCW Construction & Consulting, LLC, herein known as “RCWCC” collects nonpublic personal information
about its employees that is provided by its employees or obtained by this office with its employees' consent.
This information includes, but is not limited to, names, addresses, phone numbers, legal descriptions, health
information, and financial information.
Parties to Whom We Disclose Information
RCWCC does not disclose any nonpublic personal information about past or present employees except as
required or permitted by law. Permitted disclosures include, but are not limited to, disclosure to the employees
of this office, disclosure to third parties who need to know this information to assist in providing services to
that client, and disclosure permitted or required by law.
Protecting the Information
RCWCC retains records relating to its employees and is not a covered entity under HIPPA regulations, however
RCWCC honors your right to privacy. This office maintains physical, electronic and procedural safeguards that
comply with law to guard the company employee records from unnecessary intrusion. In the event that your
private information is requested that does not meet with the above requirements, you will be notified and asked
to sign an authorization to release the information to the requester. If you do not release the information it will
not be released from the company.

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Safety & Health PolicySafety & Health Policy
Purpose
Safety is the responsibility of all employees and all employees are expected to keep the Company a safe place to
work. The Company observes all applicable safety laws and no one will knowingly be required to work in any
unsafe manner.
Workplace Safety Rules are detailed in the Company Safety Handbook. You are responsible to become familiar
with and obey these rules at all times. You can also learn more about safety on the OSHA website
http://www.osha.gov .
Accidents
All accidents must be reported to your supervisor or the safety department immediately.
Return to Work
If you are on a medical disability leave of absence, you must return to work when your or a Company appointed
physician determines you are able to resume normal duties. The Company requires a physicians release prior
to your reinstatement on the active payroll.
Smoking
Smoking is allowed in designated areas only and in accordance with state and local laws. Smoking is prohibited
around flammable materials.
Housekeeping
All work locations shall be kept orderly and clean.
Seat Belts
All employees shall use seat belts when operating or riding in machines or vehicles while on Company business.
Safety Equipment
All employees shall utilize safety equipment as specified in the Company Safety Handbook and Workplace
Safety Rules.

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Personal Conduct & Corrective ActionPersonal Conduct & Corrective Action
Purpose
This policy identifies standards of conduct expected of all employees and explains corrective action measures
that may be taken by the Company. You should also read the Company Ethics policy for additional information
regarding Codes of Conduct expected of all employees.
Discussion
This discussion is intended to be general and representative of the type of behavior, which may result in corrective or
disciplinary action. The discussion is not intended to be comprehensive and does not alter the employment at will
relationship between the employee and the Company. The Company reserves the right to terminate any employee for
any reason, at any time, and with or without cause or notice.
Violation of Company standards will result in one of the following corrective actions:
Termination of Employment
Suspension
Oral Warning
Written Warning
The following may be considered in arriving at a decision for corrective action:
The seriousness of the violation
The employees’ past record
The circumstances surrounding the violation
A partial list of violations includes:
Alcohol and Drugs
The Company operates as an Alcohol and Drug Free Workplace. This means that the Company prohibits the
use or possession at any of its premises, worksites, or jobsites, any of the following:
Alcoholic Beverages
Narcotics including marijuana
Illegal Drugs
Drug Paraphernalia
No employee shall report to work, or work, under the influence of any intoxicant or drug (including
prescription drugs) that will adversely affect their performance or the safety of others.
Employees at work and suspected to be under the influence of an intoxicating substance, involved in an
accident, or injured, may be requested to provide a breath, blood, or urine sample for testing.
Legally prescribed drugs are permitted on company property and worksites provided they are legally prescribed
to the patient in possession of the drug and are in the originally prescribed container. Employees in dangerous
or safety sensitive positions must register prescription drugs with the safety office.

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Sexual Harassment
The Company prohibits and will not tolerate sexual harassment. Sexual harassment is harassment that violates
Title VII of the Civil Rights Act of 1964. Sexual harassment is defined as unwelcome sexual advances, request
for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of
this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an
individual’s work performance or creates an intimidating, hostile or offensive work environment.
Examples of sexual harassment also include, but are not limited to:
Sexually suggestive comments or jokes
Verbal, graphic or physical conduct relating to sex
Any of the following may be true in sexual harassment:
The victim can be either a woman or a man.
The victim does not have to be of the opposite sex.
The harasser can be a supervisor, coworker, or a non-employee.
The victim can be anyone affected by the by the offensive conduct.
The victim does not need to be discharged or suffer economic injury.
It is helpful for the victim of sexual harassment to directly inform the harasser that the conduct is unwelcome
and must stop.
Any employee that has a complaint of sexual harassment should immediately bring the complaint to the
attention of the President or Vice President. All complaints will be free from retaliation or reprisal. All
complaints will confidential and be promptly and thoroughly investigated. Management’s investigation will
include interviews with the complainant(s), accused, and any witnesses.
Management will review its findings with the complainant when the investigation is finished. If the complaint
appears valid, immediate and appropriate corrective action will be taken to stop the harassment and prevent its
reoccurrence; this may include termination of the accused. If the complaint cannot be validated all parties to
the complaint will be reacquainted with this policy to prevent sexual harassment from occurring in the future.
You can learn more about sexual harassment by visiting the EEOC website at
http://www.eeoc.gov.
Theft, Fraud, or Embezzlement
No employee shall be involved in theft, fraud, or embezzlement. If you know or suspect an employee is
involved in theft, fraud, or embezzlement it is your duty to report the wrongdoing to the Company President or
Vice President. Theft is the unlawful taking of another’s property with intent of depriving the lawful owner of
its use. Fraud is the intentional deception of another. Elements of fraud include material misrepresentation,
concealment, no-disclosure of material facts, and omissions. Embezzlement is the misappropriation of
property legally in one’s possession.
Conflict of Interest
No employee shall be, potentially be, or appear to be, engaged in any activity that is not in the best interest of
the Company.
Confidentiality

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At no time is any employee to divulge information that would compromise the position of the company or act
as an inside trader. Any breech of confidence is immediate grounds for dismissal.
Kickbacks and Gratuities
The Company considers it to be unethical and illegal for any employee to accept or offer payment, gift, gratuity,
or employment to or from vendors, contractors, or government officials as an inducement for preferential
treatment. All offers for kickback and gratuity shall be reported to the managing members of the company.
The Company does not consider the giving or acceptance of a ball cap, tee shirt, jacket, an occasional lunch,
game of golf, or the like with non government officials to be a kickback, gift or gratuity for the purpose of this
policy.
Falsifying Company Documents or Records
Behaviors including forgery, inaccurate employment documents, inaccurate time cards, and inaccurate expense
reports are considered falsifying documents or records.
Firearms, Fireworks, Explosives and Weapons Policy
Under no circumstances shall firearms, fireworks, explosives, or weapons be brought to any company office,
jobsite, or function. For the purpose of this policy tools used in the normal course of business are excluded.
Fighting or Abusive Behavior
These behaviors include horseplay, practical jokes, abusive and foul or vulgar language, damaging property,
threatening or intimidating behavior.
Insubordination
The refusal or failure to perform reasonable instructions or assigned duties is considered insubordination.
Unauthorized use of Company Property or Equipment
Unauthorized use includes using equipment without performing the Daily Check, using equipment for other
than its designed use, and using equipment for which you have not been trained.
Telephone Use
Company telephones, including company cellular phones, are provided for business purposes. Occasionally,
personal calls may be necessary and should be kept brief. Personal long distance calls are prohibited unless
paid for by the employee.
Computer Use
Company computers including laptops are provide for the use on business only. Personal use of the computers is
strictly prohibited and may be tracked. Therefore the use of any company computer will not guarantee your privacy.
Violation of Company Polices and Procedures
The Company has established policies and procedures to assist in the achievement of its objectives, safeguard
its assets, protect its employees, and ensure the orderly operation of its business.

17. 16
Absence without Notice
Leaving work before the end of the day is considered absence without notice. If you fail to notify your
supervisor after two days of consecutive absence, the Company may consider that you have resigned.
Punctuality
All employees are expected to arrive prior to their assigned starting time.
Harassment
All words or actions that may constitute illegal harassment including sexual, racial, or other legally prohibited
harassment shall not be tolerated. Any victim of harassment shall immediately report the matter to their
supervisor.
Personal Appearance and Hygiene
Employee appearance during work portrays an image of the Company to the public. Employees are to maintain
an appearance that is safe, neat, clean, and non-offensive to others.
In general, apparel should not be torn, tattered, revealing, or provocative.
Certain protective clothing is required and certain un-protective clothing (shorts, sandals, short sleeves, etc.) is
prohibited by government regulation.
Good personal hygiene habits must be maintained.
Safety requirements may prohibit long hair and facial hair.

18. 17
Employee CommunicationsEmployee Communications
Purpose
The Company communicates with its employees through supervisory channels, intranets, and notes with or on
your paycheck. It is your responsibility to read and take note of these communications.
Company Handbooks
The Company has the following handbooks located in the office:
Office Manual
Benefit Handbook
Web Site
The address for the Company web site is rcwconstruction.net
Intranet
The Company Intranet can be accessed by entering into the address bar:
http://partnerpage.google.com/rcwconstruction
Complaints and Grievances
Your first channel to discuss a complaint or grievance should be with your supervisor. If you are unable to
equitably solve the issue to your mutual satisfaction or your concern is not responded to within a reasonable
amount of time, you may send a written synopsis of your grievance to:
RCW Construction & Consulting, LLC
Attn: CEO
4374 Juniper Terrace
Boynton Beach, FL 33436
The CEO or a representative of the CEO will submit a response to you. The decision of the CEO is final.
Anonymous Complaints
The Company respects that you may prefer to submit a complaint anonymously. If you want to make a
anonymous complaint, the following channels are available:
Name to Contact: Robert or Christina Wrieden
Telephone: 561-374-9990
Email: chris@rcwconstruction.net
No employee will be subject to retaliation, discrimination, or other adverse treatment for reporting known or
suspected violations of Company policies, procedures, or the law.
If you would like to send your suggestions via mail, please send them to:
RCW Construction & Consulting, LLC
Attn: Robert or Christina Wrieden
4374 Juniper Terrace; Boynton Beach, FL 33436

19. 18
Employee Handbook Acknowledgement of ReceiptEmployee Handbook Acknowledgement of Receipt
I acknowledge that I have received a copy of the COMPANY NAME Employee Handbook.
I understand this handbook is a general guide.
I understand that the provisions of this handbook do not constitute an employment agreement, contract, or
guarantee of my continued employment.
I understand the Company may change the provisions of this handbook at any time and without prior notice.
I understand that it is my responsibility to keep informed and obtain the most current handbook, policies, and
procedures.
I understand that I have an Employment-at-Will relationship with the Company and that either the Company
or I may terminate my employment at any time, with or without cause or notice.
I understand that, contrary to the foregoing; only the Company President by written instrument may make any
agreements for employment for any specified period of time.
I understand that only the Company President by written instrument may make any changes to this handbook.
I acknowledge that I have received a copy of this document.
RECEIVED BY: ___________________________________________________
Print Employee Name
Employee Signature: _______________________________________________
Date: _____________________________
Witness: _________________________________________________________

20. 19
Workers Compensation Procedure AcknowledgementWorkers Compensation Procedure Acknowledgement
I acknowledge that I have been notified by COMPANY NAME of the procedure to follow in the event that I
incur a work related injury or illness.
I understand that I must notify my supervisor immediately if I have a work related injury or illness.
I understand that the Company has designated MEDICAL FACILITY NAME as the primary provider for all
Company work related injuries and illnesses.
I understand that if I seek treatment for a work related injury or illness at a facility other than listed above I
may be held financially responsible for that care.
I understand the Company may require I provide blood, breath, or urine samples for testing should I have a
work related injury or illness.
I understand that written authorization from the Company is required before I access medical care for non-
emergency work related injury or illness.
Print Employee Name: ______________________________________________
Employee Signature: _______________________________________________
Date: _______________________________