Employee Handbook

EMPLOYEE HANDBOOK

________ (Company)

Effective Date: ________

TABLE OF CONTENTS

SECTION 1: INTRODUCTION
1.1. Basic Company Information
1.2. Scope and Purpose
1.3. Policy Changes
1.4. No Guarantees and Interpretation

SECTION 2: EMPLOYMENT POLICIES
2.1. Employment Classification
2.2. Confidentiality
2.3. Conflicts of Interest
2.4. Employment of Minors
2.5. Probationary Period
2.6. Privacy Policy
2.7. Immigration Issues
2.8. Political Neutrality

SECTION 3: PAYROLL PRACTICES
3.1. References and Records
3.2. Payment Information
3.3. Overtime
3.4. Deductions
3.5. Logistics
3.6. Breaks and Meals
3.7. Garnishment of Wages

SECTION 4: EMPLOYEE PERFORMANCE
4.1. Performance Reviews
4.2. Pay Increases
4.3. Attendance
4.4. Dress Code
4.5. Safety

SECTION 5: STANDARDS OF CONDUCT
5.1. Equal Employment Opportunity
5.2. Discipline
5.3. Anti-Discrimination, Harassment and Reprisals
5.4. Complaint Procedure
5.5. Substance Abuse
5.6. Respect of Privacy

SECTION 6: HARDWARE AND INTERNET POLICIES
6.1. Computer, Internet and Email Use
6.2. Social Media Policy
6.3. Handheld Electronics (all mobile devices)

SECTION 7: EMPLOYEE BENEFITS AND SERVICES
7.1. General
7.2. Group Health Insurance
7.3. Group Life Insurance
7.4. Unemployment Insurance
7.5. Profit-Sharing Plan
7.6. Pension Plan
7.7. Commuter Benefits
7.8. Workers' Compensation

SECTION 8: EMPLOYMENT TIME OFF AND LEAVES OF ABSENCE
8.1. General
8.2. Paid Time Off Days
8.3. Observed Holidays
8.4. Pregnancy and Parental Leave
8.5. Family Responsibility Leave
8.6. Compassionate Care Leave (Family Medical Leave)
8.7. Critical Illness Leave
8.8. Child Death and Crime-Related Disappearance Leave
8.9. Sick Leave
8.10. Bereavement Leave
8.11. Reservist Leave
8.12. Jury Duty

We are delighted to have you with us, whether you are a new, seasoned or a long-term employee. We are convinced that your success is our success. For this reason, we have developed this Employee Handbook to help you understand our policies and procedures and to guide you throughout your relationship with us.

This Employee Handbook is not a promise or an employment contract, but a tool to help you understand the rules and expectations of your employment with us. As an employee of ________, we inform you that this Employee Handbook and all its contents must remain completely confidential.

We would like to express the following:

________.

Please take the time to read and review this Employee Handbook as thoroughly as possible. Particularly those sections that relate to the type of work assigned to you or the particular employment relationship you have with us. If you have any questions, please contact your immediate supervisor.

Welcome.

SECTION 1: INTRODUCTION

1.1. Basic Company Information

The company for which you have been hired is listed at the beginning of this Employee Handbook (the "Handbook"). The name of the company is: ________ (the "Company"). The principal business address of the Company is as follows:

________

The Company's main contact number is as follows:

________

1.2. Scope and Purpose

This Handbook describes, summarizes and explains the Company's policies, procedures, benefits (if applicable) and expectations regarding employees and their employment. This Handbook covers the rules relating to employment. Compliance with all provisions of this Handbook is a requirement.

While this Handbook attempts to provide as much information as possible about the company practices, there may be situations that it does not cover. Please do not consider this Handbook a complete and exhaustive document.

If there are any specific questions about anything contained in this Handbook, the employee should consult the appropriate person or department within the Company.

This Handbook is also subject to other official Company benefit documents (including insurance plan documents if applicable).

This Handbook replaces and supersedes all previous employee handbooks, rules, practices or other policies, written or oral, express or implied, unless otherwise concurrently enforced by the Company with other rules and policies that aren't inconsistent with the protocols herein. Individual employment agreements between an employee and the Company may, however, affect the terms of this Handbook.

1.3. Policy Changes

The Company may, at various times, and at its sole and exclusive discretion, modify the terms of this Handbook. In other words, ________ has the express right to change, revise, revoke, modify, amend, add to, or otherwise vary the terms of this Handbook and any other Company paperwork, documentation, or information. The terms can only be changed in writing and updated in this Handbook, no terms will be changed orally. If the Company changes the terms of this Handbook, ________ will send written notice to all employees.

Policy changes brought to the attention of all employees must be signed and acknowledged again. If there are any questions or issues arising from this Handbook or related contents, employees should contact their immediate supervisor or the Company human resources department.

1.4. No Guarantees and Interpretation

The Company's interpretation of anything contained in this Handbook shall be conclusive and absolute. Further, nothing contained in this Handbook shall be construed to guarantee any kind of employment, any terms of employment, any continued employment or any specific relationship between any current employee and the Company. Only a written and signed employment agreement can alter the terms of this Handbook.

SECTION 2: EMPLOYMENT POLICIES

2.1. Employment Classification

Employees are categorized by the Company into classifications, as described below.

a) Regular Full-Time Employees: Regular full-time employees are those who are not temporary employees, consultants, or independent contractors and are those employees who are regularly scheduled to work the following number of hours per week: ________.

b) Regular Part-Time Employees: Regular part-time employees are those who are not temporary employees, consultants, or independent contractors and are those employees who are regularly scheduled to work less than or equal to the following number of hours per week: ________.

a)Temporary Employees: Temporary employees are those who do not have regular employment with the Company, but that have been hired by the Company for the work of a limited temporal duration, generally as follows: ________. Temporary employees may have their work duration extended, but such extension must be in a written agreement signed by an authorized executive of the Company. Temporary employees may not be eligible for Company benefits unless otherwise expressly stated in a written agreement. Even if the work duration of a temporary employee is changed, they will remain with their temporary classification unless otherwise notified.

If employees are unaware of their classification or have not been notified, they should inquire with their immediate supervisor or a human resources department.

Independent contractors and consultants are not considered employees of the Company in any way. Rather, they are self-employed. Independent contractors and consultants are not eligible to receive Company benefits and will be subject to the specific terms of the written agreement between themselves and the Company. Further, independent contractors shall be solely responsible for their income tax obligations and statutory remittances.

2.2. Confidentiality

In the course of employment with the Company, employees may have access to certain non-public Confidential Information (as hereinafter defined). Confidential Information refers to any information which is confidential and commercially valuable to the Company. The Confidential Information may be in the form of documents, techniques, methods, practices, tools, specifications, inventions, patents, trademarks, copyrights, equipment, algorithms, models, samples, software, drawings, sketches, plans, programs or other oral or written knowledge and/or secrets and may pertain to, but is not limited to, the fields of research and development, forecasting, marketing, personnel, customers, suppliers, intellectual property and/or finance or any other information which is confidential and commercially valuable to the Company.

As an employee of ________, the employee hereby agrees that the Confidential Information is secret and valuable to the Company and that the Company desires to maintain the secret and private nature of the Confidential Information.

Confidential Information may or may not be disclosed as such, through labelling, but shall be treated as Confidential Information under the circumstances through which it was disclosed.

"Confidential Information" shall not mean any information which:

a) is known or available to the public at the time of disclosure or became known or available after disclosure through no fault of your own;

b) is already known, through legal means, to the employee;

c) is given by the Company to third parties, other than the employee, without any restrictions;

d) is given to the employee by any third party who legally had Confidential Information and the right to disclose it; or

e) is developed independently by the employee who can prove such independent development.

As consideration for continued employment, the employee agrees:

a) Not to disclose the Confidential Information via any unauthorized means to any third parties throughout the duration of his/her employment;

b) Not to discuss the Confidential Information in any public places;

c) Not to remove hard copies of the Confidential Information from the physical premises of the Company without authorization;

d) Not to use the Confidential Information for any purpose except those contemplated and authorized by the Company.

Employees may be required to sign a Non-Disclosure Agreement prior to beginning work with the Company.

2.3. Conflicts of Interest

Employees working for the Company must, at all times, avoid any clear or potential conflicts of interest. In other words, employees must not engage in any relationships, activities, businesses, or other situations which may conflict with the best interests of the Company. Because of this policy, employees must take care to avoid any situation which may even appear to be a conflict of interest. Employees must disclose any conflicts, including those which may just be potential conflicts, to the appropriate authority at the Company. Conflicts of interest include, but are not limited to, situations where the employee is involved in a business directly or indirectly competing with the Company or situations where the employee uses confidential or other secret information of the Company for his/her own benefit.

2.4. Employment of Minors

The employment of minors will vary depending on the operations of the Company and depending on the jurisdiction within which the Company conducts such operations.

The Company shall adhere to all legal requirements involving the hiring of youth and adolescence. Consultation with the human resources department is imperative prior to hiring any candidates deemed a minor based on the relevant statutes. Depending on the job function, the hiring of a minor may be prohibited.

2.5. Probationary Period

For all new hires, the following period is considered an introductory or probationary period: ________, which should also be stipulated directly in an employment agreement. In the event that such period exceeds the statutory threshold of termination without notice, the Company shall ensure that the employee is given written notice of termination consistent with such statute. During the probation period, Management will monitor the new employee's progress and performance. Employees are also expected to ascertain their fit with the Company during this time, including learning specific job duties and getting to know other employees. After the probationary period ends, there will be a performance review for the employee completed by their immediate manager or supervisor. If the Company determines that the employee has satisfactorily performed and opts to continue employment beyond the probationary period, the employee will be given additional details, including information on improvements needed.

2.6. Privacy Policy

The Company takes employee privacy very seriously. Employee personal information (including demographics) will only be disclosed as required for business operations, which may be consistent with a more detailed Policy. All health care benefits information is separately stored from other human resources documents. Claims and health care information related to Workers' Compensation is not considered protected health-related data and information will only be released on a need-to-know basis.

If needed, the Company will establish the protocol employees and management are to follow that will maintain compliance with the requirements of provincial and federal laws. In the event an employee volunteers confidential health care information, this information will be kept confidential.

2.7. Immigration Issues

The Company is responsible for:

a) Making sure that temporary workers have their work permit;

b) Making sure that temporary workers follow the conditions and time limits outlined in their work permit;

c) Meeting the commitments to the temporary workers regarding wages, working conditions and the occupation that was listed in the Offer of employment or Labour Market Impact Assessment;

d) Complying with provincial, territorial or federal employment laws, and other applicable laws;

e) Ensuring that the Company business remains active during the period of the work permit validity;

f) Making reasonable efforts to provide a workplace free of abuse; and

g) Helping the temporary workers obtain the correct documents (for example, social insurance number and medical documents).

2.8. Political Neutrality

Under no circumstances will the Company discriminate against any employee based on their support or participation in any political activity, so long as such activity is within the bounds of the law. The Company will not take any punitive action nor discriminate against an employee based on their lawful political engagement outside of the workplace. If an employee engages in any political activity, the employee must clearly state that such activity and related statements in no way represent the views of the Company. Additionally, all Company employees are entitled to their own personal political positions.

SECTION 3: PAYROLL PRACTICES

3.1. References and Records

As required by law, the Company keeps a personnel file and all payroll records for each employee. All employee files and payroll data are the sole property of the Company. Such records may not be removed without written consent. Only specific individuals may have access to these records.

The Company will cooperate with requests regarding these records from law enforcement, governmental agencies, or as otherwise legally required. Access to personnel files and payroll records will be limited and granted on a case-by-case basis, subject to applicable law.

Under the Personal Information Protection and Electronic Documents Act (S.C. 2000, c. 5), the Company may grant employees access to the information kept on file in order to verify the information and to challenge its accuracy and completeness, should the need arise. However, only information that is necessary for purposes related to the collection of the information in the first place shall be changed.

Personal information maintained is kept accurate, up-to-date, and complete. Employees should notify the Company of any changes to personal information.

By appointment only and with reasonable advance notice, employees may review their personnel file and/or payroll records with a Human Resources representative. All employee reviews of personnel files and/or payroll records must be reviewed at the Company's offices during operating hours and in the presence of a Human Resources representative. Only documents previously signed by the employee may be reproduced; no copies are permitted for all other documents. An employee may submit comments to address any disputed information contained in his or her personnel file.

It is Company policy to only provide employment dates and position(s) held at the Company to current and former employees. Current and former employee compensation data will only be disclosed with the written authorization of the employee.

3.2. Payment Information

Company employees are paid as follows:

________

If the date of pay falls on a Saturday or Sunday or on a Company-observed holiday, all employees will receive paychecks on the business day immediately preceding the holiday and/or weekend.

3.3. Overtime

Employees that wish to work overtime will be paid overtime as per the laws set forth in both federal and provincial statutes.

Prior approval to work overtime and only actual time worked will be used to calculate overtime pay.

In other words, if employees wish to work overtime, Company authorization is first required and the Company shall adhere to statutory overtime pay requirements. Employees working unauthorized overtime shall be disciplined accordingly. Overtime may be averaged depending on the employment agreement between the Company and the employee.

3.4. Deductions

To comply with federal and provincial tax laws, several deductions are made from an employee's pay, including all required statutory source deductions including, but not limited to, all required withholdings pursuant to the Income Tax Act, R.S.C. 1985 (5th Supp.), c. 1, such as Canada Pension Plan, Employment Insurance, Income Tax, and any other items which may be elected by the employee or required by law (i.e. court-ordered deductions such as wage garnishments

3.5. Logistic

Employees must keep detailed and accurate attendance records as well as keep track of the number of hours worked, depending on workplace structure. Under no circumstances is it permissible for an employee of the Company to falsify timekeeping forms when such is used.

Employees are permitted to receive their pay via direct deposit. Employees do not have to use direct deposit, but the Company prefers all Employees do so.

3.6. Breaks and Meals

All rest and meal periods shall be in accordance with applicable statute.

3.7. Garnishment of Wages

A wage garnishment or attachment is a court order that requires the Company to deduct a specified amount of an employee's pay and remit the deducted funds to a third party for the purpose of debt settlement. The Company is obligated to comply with all court-ordered garnishments. Deductions to the employee's pay will continue until the amount specified is paid in full or until the Company receives notice from the court that the garnishment should cease. If the employee has satisfied the debt, the garnishment activity cannot be stopped until the Company receives an order from the court to stop the garnishment.

SECTION 4: EMPLOYEE PERFORMANCE

4.1. Performance Reviews

Employees are subject to performance reviews at the following periods: ________. During these performance reviews, employees will have the opportunity to discuss any questions or concerns with their immediate supervisor and will be critiqued based on their job performance.

Please note: positive performance reviews does not mean that the employee will receive any increase in pay.

4.2. Pay Increases

Employees may, from time to time, receive increases in their pay or bonuses, at the Company's sole and exclusive discretion. The Company does not guarantee any increase in pay or bonus to any employee.

4.3. Attendance

All employees are expected to be punctual with regular attendance. In the circumstance that an employee is unable to report to work (or will report to work after their scheduled start time) for any reason, the employee must notify his or her supervisor prior to his or her set starting time. If an employee needs to leave work for any reason prior to the end of their scheduled workday, they must notify their immediate supervisor in advance.

Employees who engage in a pattern of frequent or excessive absenteeism or tardiness may result in disciplinary action, up to and including termination.

4.4. Dress Code

The Company's specific dress code policy is as follows:

________.

4.5. Safety

All employees are responsible for maintaining safe workplaces and generally promoting workplace safety. If an employee discovers, observes, or is involved in any workplace accident, injury, hazard, the condition must be immediately reported.

SECTION 5: STANDARDS OF CONDUCT

5.1. Equal Employment Opportunity

The policy of the Company is to provide equal employment opportunities in each of our Company practices and to all employees and employee applicants, which may be consistent with the Company's more detailed Hiring Policy. Such equal employment opportunities exist for all, without regard to race, gender, gender identity, religion, creed, color, sexual orientation, age, marital status, pregnancy, military status, ancestry, physical or mental disability, or any other category or classification protected by territory, provincial, or federal law. This policy applies to those associated with or perceived to be within a protected class, regardless of whether the individual is actually within the protected class.

This policy applies to each and every aspect of employment and the employment process, specifically including, but not limited to, applications, recruiting, hiring, training, compensation, benefits, promotion, assignments, placement, working conditions, discipline, terminations, layoffs, or leaves of absence.

Within the Company, the employee is expected to act in accordance with and to support this policy and to ensure, to the highest extent possible, a discrimination-free and harassment-free workplace. The employee is also expected to make, and support the Company in making, all reasonable accommodations for others as required by law. Such accommodations include, but are not limited to, the observance of religious holidays, as long as it does not pose any undue hardship on the Company.

The Company also provides all reasonable accommodations to those with disabilities in compliance with the law. The Company has a duty to accommodate to the point of undue hardship. Undue Hardship may be considered excessive in cases where the accommodation creates:

a) an expense that is difficult for the Company to absorb;

b) an undue hindrance to the proper functioning of the Company;

c) a significant impairment of the safety or rights of others.

Consequently, if the Company or service provider is able to objectively demonstrate that the only accommodation within its reach would result in one of these consequences, it may refuse the request for reasonable accommodation.

Medical documentation of the disability and the request of accommodations may be needed. It is the employee's responsibility to bring to the Company's attention any needs related to any disability so that the Company can support the employee properly.

Any violations of this policy are taken very seriously. Employees have an obligation to immediately report any violation of this policy. If a violation of this provision is reported to a company manager, whether it is an instance of discrimination or harassment or any other violation, the Company's policy is to promptly investigate such a report. Retaliation against those employees who may report is strictly prohibited.

5.2. Discipline

The Company may impose discipline for workplace infractions in its sole and exclusive discretion. Disciplinary action may include, but is not limited to, verbal or written warnings, demotion, or reassignment. Lastly, employees may be terminated if the seriousness of their actions requires it.

The Company wishes to provide rules for employee behaviour. Although it may be impossible or very difficult to outline standards of conduct for every possible situation, the Company has established a set of broad rules for unacceptable employee behaviour. The following list is not meant to be exhaustive and the Company may discipline any employee for any action which is deemed unacceptable. The following list of unacceptable conduct applies to all employees whenever they are conducting Company business both on and off Company premises:

a) Unsatisfactory job performance or lack of professionalism;

b) Abusing, threatening violence, or engaging in violence with another employee or Company staff member;

c) General disorderly or dangerous conduct unbecoming of a workplace, such as using abusive language, practical jokes, or horseplay;

d) Fraud in any behaviour;

e) Deceit;

f) Stealing or other unauthorized possession of property;

g) The use or possession of illegal drugs or weapons;

h) Failure to do assigned tasks or comply with Company rules;

i) Excessive tardiness or absences;

j) Sexual harassment;

k) Misusing confidential Company information; or

l) Any other violation of any Company rule or policy.

5.3. Anti-Discrimination, Harassment and Reprisals

The Company is committed to a safe, respectful, lawful workplace which is free of any form of unlawful discrimination, harassment or reprisals. The following is prohibited by law and against Company policy: harassment or unlawful discrimination against individuals on the basis of sex, race, colour, religion, creed, sexual orientation, age, pregnancy, identity, ancestry, disability, marital status, or any other classification protected by applicable law.

The Company does not permit any instance of discrimination, harassment or reprisals by or towards anyone. Any employee in violation of this policy will be subject to immediate and severe disciplinary action, up to and including, termination.

Specifically, unlawful discrimination or harassment is defined as conduct, whether verbal, visual, or physical, based on a legally protected class such as sex, race, age, or disability if:

a) The Conduct is made a condition of initial employment, continued employment or, for contractors, continued engagement with the company, either explicit or implicit;

b) Whether or not the employee submits to the conduct is used as a basis for decisions concerning that employee status with the Company; or

c) The conduct is directly attributable to a hostile or adversarial workplace.

Behaviour classified as harassment includes, but is not limited to, speech or behaviour that may be offensive or vulgar or unwanted and unwelcome sexual advances. Examples of offensive behaviour include inappropriate jokes, inappropriate visuals, and any unwelcome touching or unsolicited physical contact. In addition, unlawful harassment or discrimination may include racial slurs, epithets, and/or derogatory remarks, stereotypes, jokes, offensive visuals based on race, age, disability, marital status or other legally protected classifications.

Please note: behaviour that violates this policy may include in-person interactions or those that occur on any existing social media or networks.

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5.6. Respect of Privacy

Employees retain a diminished, but reasonable expectation of privacy with respect to Company property (such as computers, desks, file cabinets, lockers, etc. belonging to the Company or Company facilities) and/or items stored on or within Company property. The hardware owned by the Company is subject to audits and investigations in order to ensure cybersecurity, on-premises safety and manage processes. Employees should therefore caution personal use on company-issued hardware as audits and investigations may reveal such personal uses.

Private internet browsing and sending communications should be done using personal hardware using personal data and not Company networks.

Employees may also be subject to search when entering or exiting Company property, or generally as the Company reasonably deems fit for safety purposes. The Company may search an employee upon the employee's consent, or if the Company has reasonable grounds to believe that the employee has contravened or is about to contravene a rule of the Company.

SECTION 6: HARDWARE & INTERNET POLICIES

6.1. Computer, Internet, and Email Use

A wide selection of communication methods may be used in the Company. At a minimum, they include SMS/text messaging, email, media, voicemail and instant messaging, and are on and through electronic devices such as telephones, computers, Internet and mobile devices (cell phones, tablets, etc.). These, as well as their contents, such as physical and digital files, data, and software, will be further referred to as "e-correspondence." All forms of e-correspondence are strictly for professional use as they are the exclusive property of the Company.

The following list and standards regarding e-correspondence is not exhaustive as the Company has the right to adjust the rules if necessary. All forms of e-correspondence that: (1) can identify the Company; (2) can be accessed on the Company's property; and (3) can be accessed by using company funds or on equipment provided by the Company will adhere to the following rules:

a) Employees may not, under any circumstances, install personal software on any Company-owned computer system. Employees may not use e-correspondence for any activity such as patent, copyright, or trademark infringement, libel, slander, or unauthorized sharing of trade secrets. E-correspondence shall not be used against the Company's best interest or be an activity that can be considered illegal. E-correspondence shall adhere to Company policy and shall not constitute harassment, use of obscene or discriminatory language. Any such activity will be subject to discipline, up to and including, termination.

b) Employees must make all e-correspondence as accessible as possible within the Company. Employees do not own any e-correspondence, be it confidential or password protected. Personal passwords used on company devices are considered Company property and may be overridden at any time, if necessary. The Company may keep all passwords, codes, etc. on record. The Company maintains the rights to all information created by an employee on the property or transmitted to the premises.

c) The Company may ensure violations of Company policy and applicable law do not occur by monitoring the employee and their activity while balancing the employee's right to privacy.

d) Employees may not encrypt programs or install encryption software with any email communications. Employees may not use any form of anonymous correspondence. Employees shall not have access to any e-correspondence of third parties or other employees under any circumstances.

e) All devices for receiving and recording information such as computers, telephones of any kind and fax machines or scanners may not be used for transmitting sensitive information or sharing Company secrets. These devices must be used only in accordance with the provisions of this Employee Handbook.

f) Use of Company-funded communication services, websites and the Internet is permissible for Company-related business only. Prior approval must be requested before any information about the Company, its products, or services can appear in the electronic media to be accessed by others.

6.2. Social Media Policy

The Company is dedicated to enhancing its reputation and public profile through social media and, by supporting a positive environment for client feedback, building a loyal customer base to increase revenue. While adhering to the Company's policies, employees are encouraged to use their social networking platforms to support our activities.

The following definition will be used for social media and networking in the context of this section: mobile and web-based applications for user-generated content, communication and social interaction. This definition may include, but is not limited to the following social media platforms:

a) blogs;

b) online communities;

c) discussion forums;

d) review sites;

e) Twitter;

f) Facebook;

g) LinkedIn;

h) Instagram;

i) Snapchat;

j) YouTube;

k) Google; and

l) any other related or similar websites.

The Company and its employees will respect the perspectives and opinions of others and conduct themselves professionally in accordance with the best social networking method at all times. Employees will listen and respond to customer feedback courteously, committing themselves to being responsible citizens and upstanding members of the community. Social media is for business use only during Company time. Damaging behaviour and content considered harassing, dishonest or offensive will not be tolerated and social media for personal use during Company time is strictly prohibited.

The Company reserves the right to any "friends," "followers," or social media contacts that are gained through e-correspondence (email addresses, social networks, blogs, etc. as mentioned in earlier sections) developed on behalf of the Company.

Employees will respect the confidentiality of the clients, suppliers, other employees and the Company as a whole by not disclosing private information on social networks. Prior express permission from the owner must be obtained before any third-party content is published. All company copyrights, proprietary information, trademarks and intellectual property will be respected and maintained with the utmost confidentiality.

Company-related employee social networking activity can and will be monitored. Violation of Company policy is subject to employee discipline, up to and including termination.

Employees using social media outside of the workplace shall adhere to company policy on social media use. Specifically, employees using social media applications outside of work that are web-based, discussion groups, chat rooms, content sharing sites, and other social sites, including any of the foregoing, or other platforms on which users may write content or captions are prohibited from disclosing any proprietary, confidential, trade secrets, and personal information of the Company. Posting with the use of pseudonyms can also pose problems for the Company, therefore, such activities are not permitted.

An employee who identifies themselves as working for the Company, and posts content on social media that discusses the business, or its customers, should add a disclaimer stating that the employee's views are their own and they do not constitute the opinion or position of the Company.

Employees using social media applications shall not make any violent, discriminating, derogatory or harassing comments towards colleagues and fellow employees, clients and customers, or management at the Company, whether or not pseudonyms or misleading names are being used. Employees shall further ensure not to engage in defamatory conduct that may impact the reputation of the Company; and shall remain true to their implied duty of good faith and loyalty. Any form of damaging material towards the Company is expressly prohibited.

Employees should mention any suspicions of a breach of this Policy or unauthorized use of social media to their supervisor or higher management as soon as possible. This may be done anonymously.

6.3. Handheld Electronics (all mobile devices)

Personal cell phone use can be disruptive to others and limit employee productivity. As such, use outside of designated breaks and meal times while at work is discouraged. Conversations should not be held where employees are working or in common areas. Mobile devices brought to work must be kept on silent or vibrate mode in the office. Personal cell phone privileges at work may be taken away if device use is found to be disruptive or productivity decreases below a satisfactory level.

Employees in certain positions may be provided with cell phone allowance to improve productivity and efficiency. Full compliance with all Company policies (including workplace conduct, discrimination, and harassment policies as previously mentioned) is required when conducting Company business via any mobile device. Cell phone use in public places should be regulated for the consideration of confidential information regarding the Company or the client.

Please note: cell phones should be set on vibrate mode, silent mode or completely powered off during work meetings as a courtesy to others.

SECTION 7: EMPLOYEE BENEFITS & SERVICES

7.1. General

The Company offers additional benefits for the following category of employees: full-time employees. Subject to applicable law, the Company reserves the right to make changes such as adding or deleting benefits from a given package. Such benefits may only take effect months after the employee's start date, which is based on their employment agreement. Employees will receive notice of such changes.

This Handbook provides a general overview and explanation of Company policies. Employees should contact the Human Resources Department or Benefits Administrator for further information regarding employee benefits and services as this Handbook does not contain the complete terms and/or conditions of any of the Company's current benefit plans.

7.2. Group Health Insurance

Group health insurance for eligible employees is offered by the Company. The following organization offers the Company's group health insurance plan: ________. Refer to the Company's benefits booklet for complete details and benefits for more information on group health insurance benefits and options.

7.3. Group Life Insurance

A group life insurance plan for eligible employees is offered by the Company, including coverage of accidental death and dismemberment. The following Company offers the Company's group life insurance plan: ________. Refer to the Company benefits booklet for complete details and benefits for more information on group life insurance benefits and options.

7.4. Unemployment Insurance

Under the federal Employment Insurance Act (S.C. 1996, c. 23), the Company and the employee each pay employment insurance premiums to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of their own or due to circumstances as defined by law or in the event of leaves of absence.

7.5. Profit-Sharing Plan

The Company offers a profit-sharing plan for eligible employees. Employees should contact the Benefits Administrator for information regarding employee benefits and services.

7.6. Pension Plan

The Company Pension Plan is a registered plan that provides the employee with a source of income during the employee retirement. Under these plans, the employee and the Company (or just the Company) regularly contribute money to the plan. When the employee retires, the employee will receive an income from the plan.

In addition, under the federal Canada Pension Plan (R.S.C., 1985, c. C-8), the Company deducts Canada Pension Plan (CPP) contributions from employees and remits the same to the Canada Revenue Agency (CRA). When qualifying employees retire, they can collect CPP and permanent disability.

Please note: the employee needs to speak with the human resources adviser or pension plan manager to find out how the Company-sponsored Pension Plan works.

7.7. Commuter Benefits

The Company has set up a commuter benefit program for employees who wish to take advantage of this provision. This plan allows employees to withhold a portion of their salary on a pre-tax basis to cover the cost of commuting to work via public transportation (bus, train, ferry or registered vanpool) or qualified parking for employees.

7.8. Workers' Compensation

Workers' Compensation laws are designed to provide protection to workers suffering occupational disabilities through accidents arising out of, and in the course of, employment. Each province and territory has Workers' Compensation laws whose purpose is to promote the general welfare of people by providing compensation for accidental injuries or death suffered during the course of employment. Where required by law, the Company carries Workers' Compensation Insurance for all employees and pays such premiums. Workers' Compensation benefits also include assistance to help qualified injured employees return to suitable employment. Certain health care costs may be covered under the regime, and loss of earnings.

SECTION 8: EMPLOYEE TIME OFF & LEAVES OF ABSENCE

8.1. General

Regular attendance is vital to maintaining business operations. However, the Company understands that employees may need time off from work and the Company offers several different types of leaves of absence for a variety of reasons. Some leave types are governed by law while others are granted on a case-by-case basis. Subject to applicable law, all leave requests must be approved by Company management which reserves the right to approve or deny any requests. Employees must submit a leave request, in writing, consistent with applicable law. If no such stipulation is made, for planned leaves, notice of the following number of days must be given in advance: ________, provided such is consistent with statutory law. In case of emergency, an employee should submit the request as soon as they become aware of the need for leave, such as child disappearance leave, critical illness leave, etc.

Subject to employees statutory minimum rights of leaves of absence, all leave of absence requests will be considered as they relate to the Company and its work requirements, as determined by Company management. For disability-related leave requests, the Company will engage in an interactive process with the employee to determine if a leave of absence is an appropriate accommodation based on the employee's circumstances and legal rights. Recommendation for a medical leave of absence requires an employee to provide certification from his or her health care provider to the Company. Leave requests may be delayed or denied in the event that the certification cannot be provided to the Company in a timely manner. An extension of leave must be approved before the expiration of the leave currently approved.

Medical Certification: When leave is requested for medical reasons, the employee must submit a medical certificate from the health care provider that establishes the employee is eligible for family and medical leave, including critical illness leave, compassionate care leave, and so forth. The certificate must be provided as soon as is reasonably practicable, and not later than the date leave commences or within the number of days that is legally required. When the leave is requested due to the employee's own serious health condition, the certificate must include: (1) the date the serious health condition began; (2) the estimated duration of serious health condition; and, (3) a statement that, due to the serious health condition, the employee is unable to work and/or needs medical treatment.

When leave is requested to care for a family member who is ill or injured, the certificate must contain: (1) verification the family member has a serious health condition or serious injury or illness, as defined above, and the date such condition began; (2) the estimated duration of the condition; (3) an estimate of the amount of time the health care provider believes the employee will be needed to care for the family member or covered service members; and, (4) a statement that the condition warrants the participation of the employee to provide care.

At the conclusion of a leave due to an employee's serious health condition and prior to an employee's return to work, the employee must provide a certificate from his or her health care provider regarding the employee's fitness for duty and eligibility to return to work. The employee must provide the required medical certificate to the Company in a timely manner to avoid a delay or denial of leave, subject to the employee's statutory minimum rights.

Upon returning from such a leave the employee will normally be reinstated to his or her original or an equivalent position and will receive pay and benefits equivalent to those employees received prior to the leave, as required by law. Depending on the specific type of leave of absence, the Company may postpone an employee's return to work.

Where applicable, during a leave of absence, employees shall continue to participate in benefits plans. The employees wages shall not be altered by reason of a leave of absence.

8.2. Paid Time Off Days

Employees are entitled to vacation pay pursuant to applicable law and the employment agreement signed with the Company.

8.3. Observed Holidays

The Company observes the following paid holidays:

a) New Year's Day

b) Good Friday

c) Victoria Day

d) Canada Day

e) Labour Day

f) Thanksgiving Day

g) Remembrance Day

h) Christmas Day, and

i) Boxing Day

All eligible employees will receive paid holiday time off from the Company. The calculation for holiday pay for regular full-time employees is calculated based on the employee's base pay rate (as of the date of the holiday) multiplied by the number of hours the employee would otherwise have worked on that day, subject to an employee contract and applicable law. Regular part-time employees will be paid on a prorated basis.

If an eligible employee works on a recognized holiday with Company approval, he or she will receive holiday premium pay in addition to wages at his or her straight-time rate for the hours worked on the holiday.

8.4. Pregnancy and Parental Leave

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and needs to take pregnancy or parental leave, they are entitled to at least 17 weeks for pregnancy leave and 63 weeks for parental leave. Where applicable, the non-birth parent will be allowed more time for their parental leave than the birth-giving parent in light of their allotted time for pregnancy leave. The employer may agree to a longer maternity leave if the employee requests it.

An employee may be absent from work, without pay, as often as necessary for routine examinations related to her pregnancy. However, the employee must notify her employer.

The employee also has the option of taking a special leave, without pay, when there is an imminent risk of termination of pregnancy or danger to the health of the mother or unborn child caused by the pregnancy. The employee must provide a medical certificate attesting to the danger and indicating the duration of the leave and the expected date of delivery.

8.5. Family Responsibility Leave

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and needs to tend to the needs of an ill or injured family member, they are entitled to at least five (5) days of family responsibility leave, and the Company may allot more time as they may decide in their unfettered discretion.

Family members include any of the following:

(1) Parents or step-parents, spouse, children, or siblings of the employee;

(2) Spouse's parents or children;

(3) Children-in-law, grandchildren, grandparents;

(4) Dependents of the employee.

The Company may require reasonable proof to take such leave. An employee requesting to take this leave shall advise the Company within a reasonable timeframe.

8.6. Compassionate Care Leave (Family Medical Leave)

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and must care and support a family member, provided a certificate from a healthcare practitioner is issued to the Company, they are entitled to a minimum of twenty-eight (28) weeks of compassionate care leave (family medical leave), and the Company may allot more time as they may decide in their unfettered discretion. The health care certificate must include a statement that the family member's health condition is serious.

Family members include any of the following:

(1) Parents or step-parents, spouse, children, siblings or step-siblings of the employee;

(2) Spouse's parents or children;

(3) Children-in-law, grandchildren, grandparents, step-grandparent, grandchild or step-grandchild of the employee or the employee's spouse;

(4) Uncle, aunt, niece, or nephew of the employee or the employee's spouse;

(5) Dependents of the employee.

8.7. Critical Illness Leave

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and must provide care and support to a critically ill family member, they are entitled to a minimum of 37 weeks for a child or 17 weeks for an adult family member.

Family members include any of the following:

(1) Parents or step-parents, spouse, children, siblings or step-siblings of the employee;

(2) Spouse's parents or children;

(3) Children-in-law, grandchildren, grandparents, step-grandparent, grandchild or step-grandchild of the employee or the employee's spouse;

(4) Uncle, aunt, niece, or nephew of the employee or the employee's spouse;

(5) Dependents of the employee.

To prove the employee's entitlement under this leave, the employee shall provide the Company with a health practitioner's certificate upon request.

8.8. Child Death and Crime-Related Disappearance Leave

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and whose child has died or disappeared because of a crime, they are entitled to 104 weeks for a child death or crime-related disappearance.

The Company may require reasonable proof to take such leave.

8.9. Sick Leave

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and needs to take sick leave, they are entitled to at least five (5) days per year.

The Company may require reasonable proof to take such leave.

8.10. Bereavement Leave

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and has to cope with the death a family member, they are entitled to at least ten (10) days per year.

Family members include any of the following:

(1) Parents or step-parents, spouse, children, or siblings of the employee;

(2) Spouse's parents or children;

(3) Children-in-law, grandchildren, grandparents;

(4) Dependents of the employee.

The Company may require reasonable proof to take such leave. An employee requesting to take this leave shall advise the Company within a reasonable timeframe.

8.11. Reservist Leave

Consistent with statutory law (as may be amended from time to time), if an employee meets the requirements and has to be deployed in order to engage in a Canadian Forces operation, in training, or otherwise, they are entitled to at least 24 months in any 60-month period.

The Company may require reasonable proof to take such leave, which may include a certificate from the reserve force or a document approved by the Chief of Defence Staff.

8.12. Jury Duty

Canadian citizens have a civic obligation to provide jury duty service when summoned. Employees are entitled up to the following number of days off, with pay, at their regular straight-time or base salary for jury duty: ________. The employee must bring in the jury duty notice as soon as it is received so that appropriate arrangements can be made to cover his or her duties. Employees are required to notify the Company or report for work on those days or parts of days when their presence in court is not required.

Acknowledgment of Receipt of Employee Handbook

Employee Name: _______________________

I acknowledge that I have been provided with a copy of the Company Employee Handbook, which contains important information on the Company's policies, procedures and benefits, including the policies on Anti-Discrimination, Harassment and Reprisals, Substance Use and Abuse and Confidentiality. I understand that I am responsible for familiarizing myself with the policies of this Handbook and agree to comply with all rules applicable to me. I have read and agree to abide by the policies and procedures contained in the Handbook.

I understand and agree that the policies described in the Handbook are not intended as a substitute to a contract of employment.

I have received and reviewed the foregoing and understand my obligations contained herein. Failure to comply may result in disciplinary action, up to and including termination. I further understand that the Company reserves the unilateral right to make changes, future amendments, and modifications as they see fit.

Employee Signature:__________________________________________

Date:_____________________________