Attendance Policy

Each employee has been selected for work because he/she is needed and valued. The presence of every employee is necessary to conduct business. Absenteeism disrupts the flow of work, burdens co-workers, lowers moral, and affects the quality of production and desired services to customers. Therefore, our attendance policy is simply that all employees are to report to work on time every workday. Absenteeism and tardiness during overtime periods shall be treated in the same manner as during regularly scheduled hours.

Our attendance program is designed to be fair and allow employees flexibility to the conscientious employee while establishing a clear and fair procedure for handling excessive absenteeism issues.

Orientation Period

During the first 90 days of employment attendance is vital for supervisors to accurately determine how well the newly hired employee is doing. This orientation period gives both then employee and the company a chance to decide if this is the right person for the job. Good attendance is a condition of employment. Tardiness, absences, or leaving early during the orientation period will be reviewed by management and a determination of employment status will be made.

Definitions

Pre-Approved

These absences represent approved time off from work and are not part of the point procedure; provided all reporting requirements are made. For attendance purposes all absences are recorded regardless of whether they are approved or not.

• Holidays
• Jury duty and Court ordered appearances.
• Job related injury or illness covered by worker’s compensation.
• Approved leave of absence.
• Reasonable accommodations for qualified individuals with disabilities.
• Absences for extreme weather conditions or other unique situations (ie: power failure at the plant, flood damage, etc.)
• Bereavement – an absence granted when the employee experiences a death in their immediate family. (Mother, father, grandparent, brother, sister, child, or grandchild).

Tardy

An employee who does not report within 15 minutes of the scheduled time for the start of his/her shift of after a scheduled lunch period is considered tardy. An employee who leaves work before the end of his/her scheduled workday is considered tardy. An employee who is supposed to be scheduled working during a specified time, at a specified place and is found not working or in that place may also be issued a tardy.

Reported Absence

An absence is considered “REPORTED” when an individual calls in within 60 minutes of their shift starting.

• Employees should personally notify and speak directly to their supervisor whenever they are unable to report to work, know they will be late, or must leave early. If unable to contact their supervisor, they should leave a message on the company line.
• Employees should place this call unless physically unable. Once they are able, they must contact their supervisor in person.
• If the absence extends beyond one day, the employee should call the supervisor every day of the absence before the beginning of the workday, unless their supervisor instructs otherwise.

Unreported Absence

Any absence without prior notification where the employee does not contact the supervisor within 60 minutes of their normal starting time.

Voluntary Quit

An employee will be considered to have voluntarily quit his/her employment without notice if he/she fails to call in and report their absence for two consecutive workdays.

Consecutive Absence

Absences that occur over concurrent scheduled workdays will be counted as one occurrence if the employee calls the supervisor every day of the absence before the beginning of the workday, unless their supervisor instructs otherwise. Management may require additional medical documentation deemed appropriate.

Point System

Absences for employees will be tracked on a 9-point scale. This will enable both the employee and the company to have a clear record of employee attendance. In determining the number of accumulated points within a 12-month period. All points accumulated within that period shall be counted even if they were figured in previous disciplinary action. Each time of absence will amount to a specific number of points:

Absentee Points

Tardy = 1/2 point
Reported Absence = 1 point
Unreported Absence = 2 points

Disciplinary Procedure

Disciplinary action will be applied when an employee’s absence and/or tardiness becomes habitual, excessive, or shows a pattern of abuse. An employee may be terminated without following any particular series of steps when management determines that such action should occur.

The guiding principles in applying discipline is to bring the problem to the attention of the employee and to determine what can be done to correct the problem. Therefore, in the absentee point procedure there are several steps, which allow time for the employee to correct his/her attendance problems.

Verbal Warning                                                      2 POINTS
Written Warning                                                     3 POINTS
SUSPENSION                                                          6 POINTS
Loss of Bonus/Loss of Possible Promotions/Possible Termination      9 POINTS

The points will be calculated on a 12-month rolling calendar. If an employee chooses to use vacation time for absences, he/she must notify their supervisor, in writing, before the end of the pay week period. The vacation hours will be calculated at the following rate:

2 vacation hours for tardy less than 2 hours
4 vacation hours for any tardy over 2 hours
8 vacation hours for any other absence

If anyone reaches 8 points and any other absences occur any remaining accumulated vacation hours for that calendar year will automatically be used at the following rate:

2 vacation hours for tardy less than 2 hours
4 vacation hours for any tardy over 2 hours
8 vacation hours for any other absence

Vacation pay will only be used for those employed more than 1 year and only to the equivalent of vacation hours earned per calendar year.

8THE COMPANY RESERVES THE RIGHT TO MODIFY, AMEND, CHANGE DELETE and/or ADD TO THIS POLICE AS NECESSARY.

Drug and Alcohol Policy

Policy Statment

In compliance with the Drug-Free Workplace Act of 1988, IBX Lumber, LLC has a longstanding commitment to provide a safe, quality-oriented and productive work environment consistent with the standards of the community in which the company operates. Alcohol and drug abuse pose a threat to the health and safety of IBX Lumber, LLC employees and to the security of the company’s equipment and facilities. For these reasons, IBX Lumber, LLC is committed to the elimination of drug and alcohol use and abuse in the workplace.

Workplace Rules

1. Whenever employees are working, are operating any IBX Lumber, LLC vehicle, are present on IBX Lumber, LLC premises or are conducting company-related work offsite, they are prohibited from:
   • Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia).
   • Being under the influence of alcohol or an illegal drug as defined in this policy.
   • Possessing or consuming alcohol.

2. The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body system, while performing company business or while in a company facility, is prohibited.
3. IBX Lumber, LLC will also not allow employees to perform their duties while taking prescribed drugs that are adversely affecting their ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked.
4. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.

Pre-Employment

IBX Lumber, LLC reserves the right to request a drug test before making an offer of employment. Refusal to submit to testing will result in disqualification of further employment consideration.

Random

IBX Lumber, LLC reserves the right to randomly test employees for compliance with its drug-free workplace policy. As used in this policy, “random testing” means a method of selection of employees for testing, performed by an outside third party. The selection will result in an equal probability that any employee from a group of employees will be tested. Furthermore, IBX Lumber, LLC has no discretion to waive the selection of an employee by this random selection method.

Scheduled Periodic Testing

IBX Lumber, LLC reserves the right to conduct periodic testing on a regular basis for employees in designated departments, classifications or workgroups.

Reasonable Suspicion

Employees are subject to testing based on (but not limited to) observations by the supervision of apparent workplace use, possession or impairment. The plant manager or the director of operations should be consulted before sending an employee for testing. All levels of supervision making this decision must use the Observation Checklist to document specific observations and behaviors that create a reasonable suspicion that the person is under the influence of illegal drugs or alcohol. If the results of the Observation Checklist indicate further action is justified, the manager or supervisor should confront the employee with the documentation and with another member of management. Under no circumstances will the employee be allowed to drive himself or herself to the testing facility.

Post-Accident

Employees may be subject to testing if it is determined they cause or contribute to accidents that seriously damage any of IBX Lumber, LLC’s vehicles, machinery, equipment or property or result in an injury to themselves or another employee requiring medical attention. A circumstance that constitutes probable belief will be presumed to arise in any instance involving a work-related accident or injury in which an employee who was operating a motorized vehicle (including any IBX Lumber, LLC forklift, pickup truck, overhead crane and aerial/man-lifts) is found to be responsible for causing the accident. In any of these instances, the investigation and subsequent testing may take place within two hours following the accident, if not sooner. Under no circumstances will the employee be allowed to drive himself or herself to the testing facility.

Follow-Up

Employees who have tested positive, or otherwise violated this policy, are subject to discipline, up to and including termination. Depending on the circumstances and the employee’s work history/record, IBX Lumber, LLC may offer an employee who violates this policy or tests positive the opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times and frequencies determined by IBX Lumber, LLC for a minimum of 6 months but not more than two years as well as a waiver of the right to contest any termination resulting from a subsequent positive test. If the employee either does not complete the rehabilitation program or tests positive after completing the rehabilitation program, the employee will be subject to immediate termination of employment.

Collection and Testing Procedure

Employees subject to alcohol testing should be driven to an IBX Lumber, LLC designated facility and directed to provide breath specimens. Breath specimens should be tested by trained technicians using federally approved breath alcohol testing devices capable of producing printed results that identify the employee. If an employee’s breath alcohol concentration is .04 or more, a second breath specimen should be tested approximately 20 minutes later. The results of the second test should be determinative. Alcohol tests may, however, be a breath, blood or saliva test, at the company’s discretion. For purposes of this policy, test results generated by law enforcement or medical providers may be considered by the company as work rule violations.

Applicants and employees subject to drug testing will be tested on-site by either a saliva or urine test. That test will be conducted either on-site by trained company personnel or by a third-party provider off-site. Individuals who take an instant saliva test and the test reveals a positive result, will be tested again via saliva and/or urinalysis and those results will be sent to a federally certified laboratory and tested for evidence of marijuana, cocaine, opiates, amphetamines, PCP, benzodiazepines, methadone, methaqualone and propoxyphene use. In some circumstances the lab may test for other illegal substances. The laboratory will confirm all positive screens. The lab may also have an MRO (Medical Review Officer) review and/or conduct an interview with any employee in question to validate any prescriptions. The employee may be asked to bring in a copy of any prescriptions necessary in order to complete the testing and final outcome.

Consequences

Applicants who refuse to cooperate in a drug test or who test positive will not be hired and will not be allowed to reapply/retest in the future.

Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated.

If the employee refuses to be tested, yet the company believes he or she is impaired, under no circumstances will the employee be allowed to drive himself or herself home.

The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including termination.

Confidentiality

Information and records relating to positive test results, drug and alcohol dependencies, and legitimate medical explanations should be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files. Such records and information may be disclosed among managers and supervisors on a need-to-know basis and may also be disclosed when relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an employee or applicant.

Inspections

IBX Lumber, LLC reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline, up to and including termination.

Crimes Involving Drugs

IBX Lumber, LLC prohibits all employees, including employees performing work under government contracts, from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on company premises or while conducting company business. IBX Lumber, LLC employees are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel should be notified, as appropriate, when criminal activity is suspected.

IBX Lumber, LLC does not desire to intrude into the private lives of its employees but recognizes that employees’ off-the-job involvement with drugs and alcohol may have an impact on the workplace. Therefore, IBX Lumber, LLC reserves the right to take appropriate disciplinary action for drug use, sale or distribution while off company premises. All employees who are convicted of, plead guilty to or are sentenced for a crime involving an illegal drug are required to report the conviction, plea or sentence to a production supervisor within five days. Failure to comply may result in immediate termination. Cooperation in complying may result in suspension without pay to allow management to review the nature of the charges and the employee’s past record with IBX Lumber, LLC.

Reasonable Suspicion and Post-Accident Testing Protocol

1. The employee will be advised that IBX Lumber, LLC believes that there is reasonable suspicion to believe that he or she is affected by illegal drugs or alcohol (or due to the nature of the accident the policy mandates this) and that this test is being offered to confirm or deny this suspicion.
2. The employee will submit to an on-site instant saliva test, an on-site saliva test to be sent off to a lab, an on-site urinalysis to be sent to a lab, or a designated member of the staff or attendant will drive the employee to an off-site collection agency to have any of the above mentioned test performed.
3. Prior to leaving for the testing facility, supervision/management will contact the testing facility to inform it that a staff member from IBX Lumber, LLC will be arriving and will need a drug or alcohol test completed.
4. The employee should be provided water to drink prior to leaving the company premises if so desired.
5. The employee should be given reasonable time—not to exceed 15 minutes—to secure photo ID in the company of an IBX Lumber, LLC representative.
6. The employee to be tested must present a photo ID (i.e., a driver’s license or state ID card) to the testing facility staff before the specimen can be obtained. Ensure that the employee brings the photo ID with him or her when leaving IBX Lumber, LLC premises.
7. The employee to be tested must sign a consent form provided by the testing facility. Refusal to sign is addressed under the “Consequences” section of this document.

Personal Policy for Employees

Pro-Employee Policy: The Key to Our Seccess

We are committed to high standards of individual treatment and respect for our employees and we know that each employee has particular interests and needs. We believe in open and direct communication which permits consideration of employee problems and suggestions in an atmosphere of mutual trust.

You are a member of our team. How well we succeed depends on how well we work together with respect and care for every coworker. We encourage teamwork and open communication and are proud to have open communication between every employee.

Equal Employment Opportunity

We promote and encourage personal development and achievement. We are an equal opportunity employer and do not discriminate on the basis of age, race, creed, color, national origin, sex, religion, or any other characteristic prohibited by law. Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring, selection for training, promotion, transfer, rates of pay or other forms of compensation and general treatment during employment.

Word About Unions: Proud to be Union Free!

We are proud to say that our facilities are union free. We prefer to deal directly with our employees rather than through a union. Our policies and programs are designed to meet the needs of the employees, providing a positive environment for open communication, conflict resolution and job satisfaction. We work hard to avoid the need for a union.

Harassment is Prohibited

We prohibit harassment of one employee by another employee or supervisor on the basis of age, race, color, national origin, religion, disability, sex, sexual origin or other characteristic protected by law. While it is not easy to define precisely what harassment is, it includes slurs, epithets, threats, derogatory comments and unwelcome jokes, sexual advances, requests for sexual favors and other verbal or physical conduct such as uninvited touching or sexually related comments.

The purpose of this policy is not to regulate our employee's personal morality. It is to assure that in the workplace each employee is able to accomplish his or her job free from harassment.

Any employee who feels that he/she has been subjected to harassment should immediately report the matter to any member of management with whom he/she feels comfortable. The greatest discretion will be utilized in investigation and where appropriate, remedying improper conduct. There will be no retaliation against any employee who, in good faith, seeks resolution under this policy. Any violation of this policy will result in discipline up to and including termination.

Orientation Period

All new employees begin on a 90-day orientation period. During the orientation period, an employee can be terminated for any reason at the sole discretion of the supervisor.

Hours of Work

Each employee must have their own means of transportation.

The scheduled workdays are Monday - Thursday 7:00A.M. -5:00P.M. and Friday 7:00A.M. - 12:00P.M. There is a 15-minute break from 10:00AM - 10:15AM, lunch hour from 12:00PM - 1:00 PM, and a final 15- minute break from 3:00PM -3:15PM. For employees paid by the hour, the two 15 -minute breaks are company paid breaks while the hour lunch break is a nonpaid hour.

The nature of our business requires that our employees work overtime with or without prior notice. All overtime is paid in accordance to federal and state guidelines. Pay periods run on a calendar week from Sunday at 12:00 AM through Saturday at 11:59 PM. All overtime must be authorized by your supervisor. If an employee works beyond scheduled time without a supervisor's authorization, he may be subject to disciplinary actions.

To make sure you are paid correctly, a time clock is provided at the manufacturing facility. You are responsible for punching your own time. You must punch in before your designated time and out after your time has ended, as well as out and then back in for lunch hour. If for any reason you leave the property during work hours, you must punch out. If you leave your workstation during work hours you must punch out. Should you forget to punch in or out, report it to your supervisor so they can record and authorize your time. Clocking in other than for yourself or having someone else clock in for you will result in disciplinary action up to and including termination.

Payday

Pay checks are distributed Friday at noon. Pay periods run on a calendar week from Sunday at 12:00 AM through Saturday at 11:59 PM with payment for services being made on the following Friday. For your protection, no checks will be given to anyone except the employee whose name appears on the check. If you wish for someone else to pick up your check, you must give the accounting department written authorization. If there is ever an error in your pay, report it to the accounting department or to your supervisor immediately for correction.

Only deductions required by state and federal laws and those authorized by yourself will be deducted from your pay. All deductions are listed on your paycheck stub. If you have any questions about your deductions, contact the accounting department or your supervisor.

Paid Holidays

After one year of full-time service with IBX Lumber, LLC. you will be eligible for holidays with pay. IBX Lumber observes the 5 following paid holidays: Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. When one of the holidays falls on a Saturday or Sunday, the following Monday will be observed as the holiday. Holiday pay equals an 8-hour paid day at straight time.

Should you be required to work on a paid holiday, you may have the choice of taking another day off that is prearranged with your supervisor or receiving your holiday pay without taking off.

Paid Vacation

Everyone looks forward to vacation as an opportunity to enjoy some paid time off to rest and relax. Vacation pay will be added on a weekly basis and available after 52 weeks of continuous service. Vacation time will not be accrued on weeks you are absent. Our company grants vacation with pay based on the length of continuous service:

Vacation pay will be paid at the employee’s regular straight-time rate.

You will want to plan your vacation as far in advance as possible. You may obtain a vacation request from your supervisor.

Vacation days must be taken each year since the unused vacation time will not carry forward to another year.

An employee who resigns and gives adequate notice (Five (5) working days) will be paid for any unused vacation for which he/she is entitled.

An employee who is terminated or who resigns without giving adequate notice forfeits all vacation pay benefits.

Safety

We recognize that achieving high standards of safety are an integral part of business performance. Your personal safety is extremely important to us.

Safety is EVERYONE'S responsibility. By observing the proper safety precautions and staying aware of procedures, IBX Lumber and its employees can prevent most accidents. All employees are expected to co-operate with safety measures and to ensure that their own work, so far as is reasonably practicable, is carried out with minimum risk to themselves and others. The following safety apparel is also a condition of employment: Heavy leather shoes, and when and where required, hearing protection and glasses and/ or goggles. The previous items are a partial list of the protective devices to be used to ensure your safety. The company will provide, at no expense to the employee basic safety glasses and hearing protection for employees working in specific areas. Specialized safety equipment is also supplied at no cost for certain situations. Each employee is responsible for the equipment checked out to them. If it is lost or damaged through misuse or neglect, you will be responsible for the replacement cost. It is VITAL that ALL employees report any situation they consider hazardous to your Supervisor or another supervisor immediately. Please refer to the safety policy for any questions regarding safety procedures.

Work Injuries

If you have an injury at work REGARDLESS OF SEVERITY, you must report it to your Supervisor or another supervisor immediately. Failure to report an accident in a timely manner can cause unnecessary delay in processing and possible denial of your claim. First aid materials are available to you in the first aid kit in the hall. If the injury is more severe, you will be taken to the most appropriate medical provider. We require your cooperation in all accident investigations in order to prevent similar accidents in the future. Failure to comply with safety policies and procedures will result in disciplinary action up to and including termination.

Employee Disciplinary Procedures

The purpose of disciplinary actions is to counsel the employee on IBX Lumber's expectations and to rectify undesirable, inappropriate or harmful behaviors and actions.

The following guidelines apply to ALL employees. These guidelines are not intended to be all-inclusive but are representative of some types of unacceptable behavior requiring disciplinary action. The company reserves the right to skip, add or delete steps, in its discretion and judgment if circumstances so dictate.

Verbal Warning: A verbal warning is generally given for a first offense and is given anytime an employee is deemed by their supervisor or manager to be negligent or careless in the performance of their work. A verbal warning may also be given for violation of company policy or procedure. A verbal warning may be given for disruptive or inappropriate behavior. Any verbal warning will be noted in the employee's personnel folder.

Written Warning: A formal written warning is generally given after the repetition of an infraction where a verbal warning has been previously given. However, a written warning may be given without a prior verbal warning for a severe offense. All employees receiving a written warning should be aware that any repeat offense could lead to further discipline, including termination.

Suspension: A suspension can be utilized during any phase of the disciplinary process. It is used so that the proper investigation can be conducted or as the disciplinary action itself. The terms of the suspension are determined on a case­ by-case basis. The terms will depend upon the reason for the suspension as well as the severity of the offense.

Termination: Generally, an employee will be terminated for repeating an offense or condition where the first two steps in the disciplinary procedure process have been exhausted. However, an employee may be discharged immediately without prior warnings for serious offenses.

Actions that may result in immediate discharge, even for a first offense:

1. Falsification of employment application, time records, or other company documents.
2. Insubordination or the refusal to work or preform a reasonable assignment.
3. Abusive, threatening, profane, coercive, or harassing language/conduct to or in the presence of a supervisor, co-worker, customer, or visitor.
4. Engaging in sexual, religious, racial, age. Or other unlawful discrimination or harassment.
5. Taking, selling, distributing, or having possession of drugs/narcotics or alcoholic beverages while on company property at any time or being under the influence of such substances while in the performance of one’s duties, or while operating company owned vehicles or equipment.
6. eliberate damage/abuse/destruction of company property or customer’s property, or the property of another employee. (i.e. equipment, tools, inventory, and/or materials.)
7. Fighting or threatening violence on company property or while on company business.
8. Willful violation or disregard of IBX Lumber, LLC’s policies or procedures.
9. Willful violation or disregard of safety procedures.
10. Unauthorized removal of company property or the property of another employee.

Safety Policy

1. All accidents, no matter how slight, must be reported to your supervisor IMMEDIATELY.
2. An accident investigation report must be completed following an injury. Please make sure all injuries are reported to your Supervisor or Management and this report is completed by the office personnel.
3. Any employee injured on the job or requiring medical treatment must first report the injury to her/his supervisor. A drug and/or alcohol test must be performed. If you go to the Emergency Room or to a physician on your own, you may be responsible for expenses incurred. The company has the right to refuse payment when the company has approved a medical provider for treatment, and you elect to use the services of another physician without obtaining consent from the company.
4. Personnel protective equipment (i.e., hard hats, cut resistant leg protection, eye protection, ear protection, gloves, etc.) will be provided by the employer and must be worn in designated areas at all times.

   Designated areas where personal protective equipment is required are as follows:

   All Production Areas

5. All workers must wear adequate and proper fitting closed-toed footwear. Tennis shoes, platform shoes, sandals, etc. are not acceptable.
6. Use of alcohol and/or illegal drugs on the job or the debilitating effects of their prior use shall not be permitted and shall be grounds for immediate termination of employment.
7. HORSEPLAY and running shall not be permitted on the premises, to include all work areas in/outside the buildings and parking lots.
8. If you are unfamiliar with an operation or machine, you must first check with your supervisor prior to proceeding.
9. Any unsafe condition noted must be reported to your supervisor, who is responsible for having the conditions corrected prior to proceeding.
10. Machine and equipment operators must ensure that all guards and shields are in place and in proper working condition prior to beginning and during operations.
11. Equipment shall be LOCKED AND/OR TAGGED OUT prior to performing maintenance adjustments or removing debris. Allow coast down time for all parts to completely stop moving before starting work. Make sure the equipment is at a "zero energy" state.
12. Machine guards and/or protective shields, barricades, safety devices, etc. shall not be removed except by authorized personnel such as mechanics, maintenance personnel, etc. and shall be reinstalled as soon as maintenance activities are completed.
13. Three points of contact rule must be used at all times when entering and/or exiting equipment or vehicles.
14. When mobile equipment i.e., forklifts, dozers, front-end loaders, skid steer achines etc., are not in operation or parked, forks, buckets, blades, etc. shall be lowered to ground level.
15. Employees must wear seat belts when mobile equipment, tractor-trailers, or other vehicles are being operated or when riding as a passenger in a company vehicle.
16. Hitching a ride on any mobile equipment, i.e., forklifts, dozers, front-end loaders, skid steer machines, etc., is not allowed.
17. Employees shall not talk, signal, or distract in any manner another employee while they or you are operating and/or moving mobile equipment, i.e., chain saws, forklifts, loaders, ect.
18. Chain saw operators must wear cut-resistant leg protection, hard hat, eye and ear protection.
19. All chain saws must be equipped with properly functioning chain brakes.
20. Chain saw operators must grip the saw firmly with both hands, using a thumb wrap grip on the upper handle to control the saw. Never cut with the kickback section of the guide bar.
21. Aisles, door, electrical panels, and fire extinguishers must be kept clear of material, trash AND equipment at all times.
22. Do not wear any type of loose clothing or hair around moving equipment and/or machines. Loose sleeves shall be buttoned, and hair shall be netted or covered in a sufficient manner.
23. All lumber handlers shall be required to wear gloves made of a material other than cotton.
24. Employee shall not attempt to remove jammed boards, slabs, or clogged chipper feeds with their hands or a metal rod or pipe. A wooden push stick shall be provided.
25. Workers are not permitted in unauthorized or restricted areas unless authorized by the supervisor.
26. Pressurized air hoses can cause serious injuries. Never point the air nozzle towards yourself or other employees.
27. Employees shall be required to wear eye protection while: using power driven nail/staple guns; using strapping or other banding material, saw filing or grinding; chipper area; and any other designated area where eye injuries are likely to occur.
28. Employees must cross conveyors only at appropriate crossovers.
29. Employees must not enter areas with overhead hazards or go under or around chains or barriers.
30. All truck drivers must be a safe distance from the truck and trailer during loading or unloading operations.
31. Housekeeping shall be performed in assigned work areas on a daily basis.
32. Employees shall not talk, signal, or distract in any manner another employee while they or you are operating powered equipment, i.e., nail guns, saws, presses, drills, equipment, etc.
33. Physical violence will not be tolerated; violations will include disciplinary action up to and including termination of employment.
34. Each employee will be trained in, and required to use, proper lifting techniques and body mechanics. When confronted with lifting and/or moving any object for which the employee must exert more force than that required in the performance of his routine duties, he is to either seek the assistance of an adequate number of employees to lift and/or move the object in a safe manner, or lift and/or move it by mechanical means.

NOTE: These safety rules have been developed for the protection of your safety and health. Abiding by these rules will make our operation more efficient and successful; however, repeated violation of these safety rules will be grounds for termination of employment. In some states, violating safety rules that causes an injury can result in the denial of the claim. The following actions may be taken for repeated violations:

First Offense:        Verbal Warning to possible termination
Second Offense:        Written Warning to possible termination
Third Offense:        Suspension to possible termination

Social Media Communications Policy

Introduction

Precision Pallet, LLC. understands the importance of social computing, networking and social media in today's world. Social media takes many forms including (Facebook, LinkedIn, MySpace, Twitter, etc.), blogs, wikis, file sharing sites, forums, discussion groups and chat rooms. Social Media can be an extremely effective way of marketing our company and expanding our interactions with employees, vendors and customers. While embracing new technologies, we also want to make sure that the Company and our employees engage in social networking in a responsible manner.

This policy provides guidance on how to engage in social networking in a way to protect yourself and the interests of the Company, its employees, vendors and customers. These guidelines supplement current Company policies.

Guidelines

1. Social Networking Sites Should Not Be Considered Private. Generally, information posted on social networking sites is public and you should expect that even with your use of certain privacy settings what you post on social networking sites will be seen by others and should not be considered private. Social media sites should not be used during work times unless for business- related activities.
2. Be Respectful. Always be fair and courteous to fellow employees, customers, suppliers or other people who work on behalf of Precision Pallet, LLC. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your supervisor or fellow co-workers than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparages customers, employees, or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment based on race, sex, disability, religion or any other status protected by law or company policy.
3. Use Common Sense/Think before you Post. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees, or otherwise adversely affects owners, customers, suppliers, people who work on behalf of Precision Pallet, LLC. or our legitimate business interests may result in disciplinary action up to and including termination.
4. Protect confidential business information. Respect the privacy of customers, venders and employees. Do not share or disclose confidential or proprietary information of Precision Pallet, LLC., or its customers, venders, and employees on social media sites. Nothing in this Social Media policy is intended to prohibit employees from communicating about their wages, hours, or other terms and conditions of employment.
5. No phony identities; be clear about who you are. Only authorized employees may communicate information on behalf of the Company. Without permission you are not authorized to make statements, comments or press releases on behalf of the Company. Be clear and write in first person. You should make clear that you are speaking for yourself and not on behalf of the Company. In some instances, it may be appropriate to add in this language: "The views expressed on this 'site' are my own and do not reflect the views and opinions of Precision Pallet, LLC."
6. Use your own email. Always use your personal email address (not your Precision Pallet, LLC. email) as your primary means of identification.
7. Respect copyrights and fair use. Remember to respect the copyrighted materials owned by others and reference the sources you use. Never distribute copyrighted materials (such as videos, photos, books, etc.) online as copyright infringement and plagiarism laws apply to posts on the Internet.
8. Stay Productive. Social media participation can be productive and beneficial both personally and professionally. However, ensure that such personal activities do not interfere with your work activities.
9. Use social networking safely. Understand which social networking sites you would benefit from most, how each works and what features each offers. Always review the applicable privacy and security settings so that you understand how much or little information you are comfortable sharing.

None of these guidelines are intended or will be applied in a manner to limit employee complaints or discourse which is protected by law.

Uniform Policy

IBX Lumber, LLC. will pay for the initial set up cost for attaining uniforms (up to 13 shirts, 13 jeans, and 1 jacket) after you have been employed full-time for 1 year. If you wish to acquire them prior to this date or more then the designated quantity, you may do so at your own expense.

Each employee is responsible for any cost incurred for lost items.

If employment for IBX Lumber, LLC. is terminated, the cost of any missing/unreturned items may be deducted from your final paycheck.