Bone Dry Roofing, Inc.Employee Handbook09/2016

Welcome to Bone Dry Roofing!Starting a new career is exciting, but at times can be overwhelming. This Employee Handbookhas been developed to help employees become acquainted with our company and answer manyinitial questions.As an employee of Bone Dry Roofing, Inc., the importance of an employee’s contribution cannotbe overstated. Our goal is to provide the finest quality services to our customers and to do somore efficiently and economically than our competitors. By satisfying our customers’ needs,they will continue to do business with us and will recommend us to others.All employees are an important part of this process because their work directly influences ourcompany’s reputation.We are glad you have joined us, and we hope you will find your work to be both challenging andrewarding.Sincerely,Gene JuddPresident

Table of ContentsSection 1: DiversityA word about this handbookContinual Quality ImprovementImmigration Reform and Control ActEqual Employment OpportunityAmericans with Disabilities ActNon-HarassmentSexual HarassmentNew Employee OrientationCategories of EmploymentAnniversary DateTransfers between Divisions/DepartmentsStandards of ConductIf you must leave usCommission after TerminationSection 2: Safety in the WorkplaceEach Employee’s ResponsibilityWorkplace ViolenceWorkplace SearchesSmoking in the WorkplaceHazard CommunicationSubstance AbuseIn an emergencySection 3: Workplace ExpectationsA word about our employee relations philosophyGood Ambassador PolicyConfidentialityConflict of Interest/Code of EthicsDriver’s license/Driving recordOutside employmentAttendance and PunctualityDress CodeBusiness HoursElectronic Mail MonitoringVoicemail monitoringInternet 3131314,15151515161617

Cellular TelephonesSocial Networking PolicyContact with the MediaRecording devices in the workplaceCell phone ban for Bone Dry driversAccess to Personnel FilesCustomer and Public RelationsSolicitation and DistributionCare of Equipment17181818,191919202020Section 4: CompensationPerformance ReviewsPaydayPaycheck DeductionsGarnishmentsDirect DepositRecording your timeMeal timeBreaksOvertimeExpense reimbursement policyPersonal use of company credit cardsCompany vehiclesVehicle RestrictionsDues of Professional or Technical OrganizationsTraining, Conferences, and SeminarsDonations or 7Section 5: Time Off/ Leaves of AbsenceHolidaysVacationVacation PolicyPersonal/Sick DaysFMLAMedical Certification for Serious Health ConditionTracking your leaveReturning to workNo work while on leaveState and Local FMLA lawsLeave of AbsenceBereavement leave27,2828293030,31,3232323333333334

Jury DutyVoting LeaveMilitary LeaveMilitary Family Leave ActWitness Leave34343535,3636Section 6: BenefitsEmployee benefitsMedical, Dental, Vision and Life InsuranceSection 125 PlansHealth Savings AccountCOBRA401(K) Qualified Retirement PlanWorker’s CompensationEmployee ReferralsSuggestions and IdeasTalk to UsHuman Resources DepartmentOrganizational Chart3636,373737,383838383939394041

A Word about this HandbookThis Employee Handbook contains information about the employment policies and practices ofBone Dry Roofing, Inc. We expect each employee to read this Employee Handbook carefully, asit is a valuable reference for understanding your job and the company. The policies outlined inthis Employee Handbook should be regarded as management guidelines only, which in adeveloping business will require changes from time to time. Bone Dry Roofing retains the rightto make decisions that are beneficial to the employees and the company. This EmployeeHandbook supersedes and replaces any and all prior Employee Handbooks and inconsistentverbal or written policy statements. Except for the policy of at-will employment, which only thecompany has the right to revise, delete, and add to the provisions of this Employee Handbook.All such must be signed by the president of Bone Dry Roofing. No oral statements orrepresentations can change the provisions of this Employee Handbook.The provisions of this Employee Handbook are not intended to create contractual obligationswith respect intended to create a contract guaranteeing that each employee will be employed forany specific time period.OUR COMPANY IS AN AT-WILL EMPLOYER. THIS MEANS THAT REGARDLESSOF ANY PROVISION IN THIS EMPLOYEE HANDBOOK, EITHER YOU OR THECOMPANY MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANYTIME, FOR ANY REASON, WITH OR WITHOUT CAUSE OR NOTICE. NOTHING INTHIS EMPLOYEE HANDBOOK OR IN ANY DOCUMENT OR STATEMENT,WRITTEN OR ORAL, SHALL LIMIT THE RIGHT TO TERMINATE EMPLOYMENTAT-WILL. NO OFFICER, EMPLOYEE OR REPRESENTATIVE OF THE COMPANYIS AUTHORIZED TO ENTER INTO AN EMPLOYMENT AGREEMENT OTHERTHAN AT-WILL.This Employee Handbook refers to current benefit plans maintained by the company. Refer tothe actual plan documents and summary plan descriptions if specific questions arise regardingthe benefit plan. Those documents are controlling.1

Bone Dry Roofing’s Mission Statement:TO ENSURE PEACE OF MIND FOR EACH CUSTOMER THROUGH EXCEPTIONALSERVICE.Continual Quality ImprovementBone Dry Roofing, Inc. is committed to Continual Quality Improvement (CQI). Not only doBone Dry Roofing customers benefit from this effort but so do the employees. All employeesare expected to participate in CQI.The employee is encouraged to offer ideas and/or constructive criticism directly to supervisors ormanagers. The company also encourages taking part in CQI projects or CQI problem-solvingand cost reduction projects. Employee participation in continuous improvement is essential tothe success of the company.DiversityImmigration Reform and Control ActIn compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), asamended, Bone Dry Roofing is committed to employing only individuals who are authorized towork in the United States.Each new employee, as a condition of employment, must complete the Employment EligibilityVerification Form I-9 and present documentation establishing identity and employmenteligibility.If an employee is authorized to work in this country for a limited time period, the individual willbe required to submit proof of renewed employment eligibility prior to expiration of that periodto remain employed by the company.Equal Employment OpportunityBone Dry Roofing is committed to equal employment opportunity. The company will notdiscriminate against employees or applicants for employment on any legally recognized basisincluding, but not limited to: veteran status, uniform service member status, race, color, religion,sex (including pregnancy, childbirth, and related medical condition) national origin/ancestry, age(40 and older), citizenship status, genetic information, and disability: physical or mental), AIDSand/or HIV; Occupational pneumoconiosis with no respiratory impairment resulting fromexposure to coal dust, and off-duty tobacco use. (Please review state specifics)2

Americans with Disabilities Act (ADA)Bone Dry Roofing is committed to providing equal employment opportunities to otherwisequalified individuals with disabilities, which may include providing reasonable accommodationwhere appropriate. In general, it is the employee’s responsibility to notify Human Resources ofthe need for accommodation. Upon doing so, Human Resources may ask for input, the type ofaccommodation necessary, or the functional limitations caused by the employee’s disability.Also, when appropriate, Bone Dry Roofing may need permission to obtain additionalinformation from the employee’s physician or other medical rehabilitation professionals.Non-HarassmentWe prohibit harassment of one employee to another employee, supervisor or third party for anyreason (“protected class”) including, but not limited to: veteran status, uniform service memberstatus, race, color, religion, sex, national origin, age (40 and older), physical or mental disabilityor any other protected class under federal, state or local law. Harassment of third parties byemployees is also prohibited. (Please review state specifics)Sexual HarassmentAny type of sexual harassment is against Bone Dry Roofing policy and may be unlawful.Bone Dry Roofing firmly prohibits sexual harassment of any employee by another employee,supervisor or third party. Harassment of third parties by our employees is also prohibited. Thepurpose of this policy is not to regulate the morality of employees. It is to ensure that in theworkplace, no employee is subject to sexual harassment. While it is not easy to define preciselywhat sexual harassment is, it may include: unwelcome sexual advances, requests for sexualfavors, and/or verbal or physical conduct of a sexual nature including, but not limited to,sexually-related drawings, pictures, jokes, teasing, uninvited touching or other sexually-relatedcomments.Sexual harassment of an employee will not be tolerated. Violations of this policy may result indisciplinary action, up to and including termination. There will be no adverse action takenagainst employees who report violations of this policy in good faith or participate in theinvestigation of such violations.Any employee who feels that (s) he is a victim of sexual harassment should immediately reportsuch actions in accordance with the following procedure. All complaints will be promptly andthoroughly investigated as confidentially as possible.3

1. Any employee who believes that (s) he is a victim of sexual harassment or has beenretaliated against for complaining of sexual harassment, should report the situationimmediately to one of the following members of management who have been designatedto receive such complaints: Human Resources, at 317-873-7052, Gene Judd, 317-8736005, or Todd Keiser, 317-873-6005. If an employee makes a report to any of thesemembers of management and the manager either does not respond within 48 hours, theemployee is required to report the situation to one of the other members of managementdesignated in this policy to receive complaints.2. Bone Dry Roofing will investigate every reported incident immediately. Any employee,supervisor, or agent of the company who has been found to have violated this policy maybe subject to disciplinary action, up to and including immediate termination.3. Bone Dry Roofing will conduct all investigations in a discreet manner. Bone DryRoofing recognizes that every investigation requires a determination based on all thefacts in the matter. Bone Dry Roofing recognizes the serious impact false accusationscan have. We trust that all employees will continue to act responsibly.4. The reporting employee and any employee participating in any investigation under thispolicy have the company’s assurance that no reprisals will be taken as a result of a sexualharassment complaint. It is our policy to encourage discussion of the matter, to helpprotect others from being subjected to similar inappropriate behavior.EmploymentNew Employee OrientationUpon joining Bone Dry Roofing, employees are made aware of the existence of the employeehandbook which is available online via the company’s website. Instructions on how to retrievethe employee handbook on the website, including the security password for access to thehandbook. After reading the employee handbook please sign the receipt page which wasprovided to you at the time of hire. Employees will complete new hire documents electronically.If employees lose this information regarding the employee handbook please notify HumanResources as soon as possible to obtain the information on how to access the handbook.Supervisors are responsible for the operations of their department. Employee supervisors are agood source of information about the company and your job.Categories of EmploymentINTRODUCTORY PERIOD: Full-time employees are on a probationary period during thefirst 90 days of employment. During this time, the employee will be able to determine if the newjob is suitable for him/her and the supervisor will have an opportunity to evaluate the employeeswork performance. However, the completion of the probationary period does not guaranteeemployment for any period of time thereafter. An unsatisfactory rating at any time during theprobationary period may result in termination of employment either immediately or at the end ofthe orientation period.4

FULL-TIME: Employment in an established position requiring 30 hours or more of work perweek.PART-TIME: Employment in an established position requiring less than 30 hours per week.Normally part-time schedule, such as portions of days or weeks, will be established.EXEMPT EMPLOYEES: Those employees who are employed in an executive, administrative,or professional capacity and who are paid on a salaried basis in excess of the threshold annualsalary specified in the Fair Labor Standards Act. These employees are not covered by the federalminimum wage and hours laws and are not eligible for overtime wages.NON-EXEMPT: Those employees who are not employed in an executive, administrative, orprofessional capacity and who are covered by the federal minimum wage and maximum hour’slaw.Anniversary DateThe first day an employee reports to work will be recorded in Bone Dry Roofing records as theemployee anniversary date. This date may be used to calculate Bone Dry Roofing benefits. Ifemployees have any questions regarding their anniversary date, please see Human Resources.Transfers between divisions/departmentsAn employee may transfer to another division, department or location after completing onecomplete year in the initial department in which they were hired-unless business demands dictateotherwise. At this point, Bone Dry Roofing management will initiate and be instrumental in thetransfer.In order for an employee to initiate a transfer after the one year mark; the employee must speakwith the current supervisor/manager to start the transfer process. Management has the right todeny any transfer request.Standards of ConductEach employee has an obligation to observe and follow the company’s policies and to maintainproper standards of conduct at all times. If an individual’s behavior interferes with the orderlyand efficient operation of a department, corrective disciplinary measures will be taken.5

Disciplinary action may include a verbal warning, written warning, suspension with or withoutpay, and/or discharge. The appropriate disciplinary action imposed will be determined by thecompany. Bone Dry Roofing does not guarantee that one form of action will necessarily precedeanother. The company reserves the right to discipline any employee for violating rules andpolicies and can take disciplinary action up to and including employment termination for anyviolation. The following may result in disciplinary action, up to and including termination:violation of Bone Dry Roofing policies or safety rules; insubordination; unauthorized or illegalpossession, use or sale of alcohol or controlled substances on work premises or during workinghours, while engaged in Bone Dry Roofing activities or in Company vehicles; unauthorizedpossession, use or sale of weapons, firearms or explosives on work premises; theft or dishonesty;physical harassment; sexual harassment; disrespect toward fellow employees, visitors or othermembers of the public; performing outside work or use of company property, equipment orfacilities in connection with outside work while on Bone Dry Roofing time; poor attendance orpoor performance. These examples are not all inclusive. We emphasize that terminationdecisions will be based on an assessment of all relevant factors.If You Must Leave UsShould an employee decide to leave Bone Dry Roofing, we ask employees to provide their directsupervisor with at least a two weeks’ advance notice. Employee thoughtfulness is appreciatedand will be noted favorably should an employee ever wish to reapply for employment.Employees, who are rehired following a break in service, other than an approved leave ofabsence, must serve a new initial introductory period whether or not such a period waspreviously completed. Such employees are considered new employees from the effective date oftheir reemployment for all purposes, excluding the purposes of measuring benefits.Bone Dry Roofing does not provide a “letter of reference” to former employees. Generally, wewill confirm upon request via fax our employees’ dates of employment and job title.Additionally, all resigning employees should complete a brief exit interview prior to leaving. AllBone Dry Roofing property, including the employee handbook, must be returned upontermination. Otherwise, action may be taken to recoup any replacement through appropriatelegal recourse.Employees should notify Human Resources of an address changes during the calendar year inwhich termination occurs so that tax information will be sent to the proper address.6

Commission after TerminationIt is company policy that commissions are earned only upon completion of all activitiesnecessary to close a sale, including collection of money from the customer. Accordingly, theemployee will not be entitled to receive any sums, including commissions or bonuses, related toamounts collected following the employee’s termination, whether voluntary or involuntary.Bone Dry Roofing, in its sole discretion, may determine that the terminated employee completedall work-related activities necessary to close the sale and close to pay related commissions orbonuses, but such determination shall have no precedential effect and employees should notexpect such determinations to be made on a regular basis.Safety in the WorkplaceEach Employee’s ResponsibilitySafety can only be achieved through teamwork at Bone Dry Roofing. Each employee,supervisor, and manager must practice safety situations and reporting unsafe conditionsimmediately.Please observe the following precautions:1. Notify Human Resources of any emergency situation. If an employee is injured orbecomes sick at work, no matter how slightly, employees must inform Human Resourcesimmediately.2. The use of alcoholic beverages or illegal substances during working hours will not betolerated. The possession of alcoholic beverages or illegal substances on companyproperty is forbidden.3. Use, adjust and repair machines and equipment only if employees are trained andqualified.4. Know the proper lifting procedures. Get help when lifting or pushing heavy objects.5. Understand the job fully and follow instructions. If an employee is not sure of the safeprocedure, don’t guess; ask Human Resources, Safety Manager, or the direct supervisor.6. Know the location, contents and use of first aid and firefighting equipment.7. Wear personal protective equipment in accordance with the job being performed.8. Comply with OSHA standards and/or applicable state job safety and health standards aswritten in the safety procedures manual.A violation of a safety precaution is in itself an unsafe act. A violation may lead to disciplinaryaction, up to and including termination.7

Workplace ViolenceViolence by an employee or anyone else against an employee, supervisor or member ofmanagement will not be tolerated. The purpose of this policy is to minimize the potential risk ofpersonal injuries to employees at work and to reduce the possibility of damage to Bone DryRoofing property in the event someone, for whatever reason, may be unhappy with a Bone DryRoofing decision or action by an employee or member of management.If employees receive or overhear any threatening communications from an employee or outsidethird party, report it to Human Resources at once. Do not engage in either physical or verbalconfrontation with a potentially violent individual. If an employee encounters an individual whois threatening immediate harm to an employee or visitor to our premises, contact an emergencyagency (such as 911) immediately.All reports of work-related threats will be kept confidential to the extent possible, investigatedand documented. Employees are expected to report and participate in an investigation of anysuspected or actual cases of workplace violence. Violations of this policy, including failure toreport or fully cooperate in the Bone Dry Roofing’s investigation, may result in disciplinaryaction, up to and including termination.Workplace SearchesTo protect the property and to ensure the safety of all employees, customers and the company,Bone Dry Roofing reserves the right to conduct personal searches consistent with state law, andto inspect any packages, parcels, purses, handbags, brief cases, lunch boxes or any otherpossessions or articles carried to and from Bone Dry Roofing’s property. In addition, thecompany reserves the right to search any employee’s office, desk, files, locker, equipment or anyother area or article on our premises. In this regard, it should be noted that all offices, desks,files, lockers, equipment, etc. are the property of Bone Dry Roofing, and are reissued for the useof employees only during their employment. Inspection may be conducted at any time at thediscretion of Bone Dry Roofing.Persons entering the premises who refuse to cooperate in an inspection conducted pursuant tothis policy may not be permitted to enter the premises. Employees working on or entering orleaving the premises who refuse to cooperate in an inspection, as well as employees who afterthe inspection are believed to be in possession of stolen property or illegal substances, will besubject to disciplinary action, up to and including discharge, if upon investigation they are foundto be in violation of Bone Dry Roofing’s security procedures or any other rules and regulations.Smoke-Free WorkplaceBone Dry Roofing is committed to providing a safe and healthy environment for employees andvisitors. Therefore, we strictly adhere to a No Smoking policy within all company buildings.Smoking is permitted in designated smoking areas outside of buildings.8

Hazard CommunicationBone Dry Roofing may use some chemicals (e.g., cleaning compounds, inks, etc.) in some of itsoperations. Employees should receive training and be familiar with the handling, use, storageand control measures relating to these substances if an employee will use or likely be exposed tothem. Safety Data Sheets (SDS) are available for inspections in work areas. Employees mustfollow all labeling requirements.Please consult with the designated safety coordinator prior to purchasing chemicals for Bone DryRoofing or bringing them on premises. For additional information, please refer to our writtenHazard Communication Program. If there are any questions, ask Human Resources or the safetycoordinator.Substance abuseBone Dry Roofing has vital interests in ensuring a safe, healthy and efficient workingenvironment for employees, their co-workers and the customers we serve. The unlawful orimproper presence or use of controlled substances or alcohol in the workplace presents a dangerto everyone. For these reasons, we have established as a condition of employment and continuedemployment with Bone Dry Roofing the following substance abuse policy.The company reserves the right to order a pre-employment drug test (s) for any position withinthe company. Employment may be determined by the outcome of such drug testing results.Bone Dry Roofing complies with the DOT drug abuse regulations that require drug testing ofemployees in safety sensitive positions and drug abuse awareness education for supervisors andemployees.Bone Dry Roofing will conduct post-accident drug and alcohol testing of employees after awork-related accident where the employee seeks medical treatment that is beyond first aid; andof employees who are involved in motor vehicle accidents where the employee is at fault or faultis not determined that damages vehicles or personal property, or where any individual seeksmedical treatment beyond first aid. If there is any question whether an accident fits theaforementioned description, the Human Resources Manager shall decide whether a drug test isrequired.Bone Dry Roofing further reserves the right to conduct random drug testing for all employees.Continued employment of employees whose drug test is positive for any illegal substance will bebased upon results of subsequent drug testing. Until further notice, the employee isautomatically suspended upon company receipt of non-negative test results.9

When Bone Dry Roofing receives notification of non-negative drug results- unpaid suspension iseffective immediately for the employee. The employee will be asked to remove himself/herselffrom the job site immediately. The employee is to contact Human Resources to sign suspensionnotification papers. Employee may retest within 24 hours, at his/her own expense. Re-testingmust be coordinated through the human resource department. If a negative test for illegalsubstances is achieved, employee may return to work when result of negative test is received bycompany.In an EmergencyA supervisor should be notified immediately when an emergency occurs. Emergencies includeall accidents, medical situations, bomb threats, other threats of violence, and the smell of smoke.If a supervisor is unavailable, contact the nearest company official.Should an emergency result in the need to communicate information to an employee outside ofbusiness hours, the supervisor will make contact with the employee. Therefore, it is importantthat employees keep their personal emergency contact information up to date. Notify yoursupervisor when this information changes.When events warrant an evacuation of the building, employees should follow the instructions oftheir supervisor or any other member of management. Employees should leave the building in aquick and orderly manner. Employees should assemble at the pre-determined location ascommunicated to employees by supervisors to await further instructions or information.Please direct any questions regarding the emergency procedures to a supervisor.Workplace ExpectationsA Word about Our Employee Relations PhilosophyBone Dry Roofing is committed to providing the best possible climate for maximumdevelopment and goal achievement for all employees. Our practice is to treat each employee asan individual. We seek to develop a spirit of teamwork; individuals working together to attain acommon goal.In order to maintain an atmosphere where these goals can be accomplished, we provide acomfortable and progressive workplace. Most importantly, Bone Dry Roofing has a workplacewhere communication is open and problems can be discussed and resolved in a mutuallyrespectful atmosphere. We take into account individual circumstances and the individualemployee.We firmly believe that with direct communication, we can continue to resolve any difficultiesthat may arise and develop a mutually beneficial relationship.10

On The JobGOOD AMBASSADOR POLICYBone Dry Employees are ambassadors of the company. An employee’s attitude, behavior, andspeech are perceived as representation of our company and reflect directly upon all of us. Theimpression a customer or potential customer has of an employee is often the same impressionthey will have of our entire Company. This effect is magnified if the employee is driving acompany vehicle, wearing a company shirt, or identifying himself or herself as a Bone DryRoofing Representative.Bone Dry Roofing employees are called to be aware of this fact and conscious of the effect theirattitude, behavior, and speech will have on customers and potential customers. Bone DryEmployees will act at all times in a courteous, respectful manner and as a positive example of theideals our company promotes. Employees should pay special attention when:1. Driving Company Vehicles. Employees should not only obey the laws of the road, butalso be a courteous driver. “Road Rage” will not be tolerated.2. Wearing Company Attire. Employees are perceived as a representative of the Companyand customers expect that employees speak on behalf of the Company. Be sure to treatcustomers and potential customers with respect and honesty.3. Posting on Social Media. When an Employee identifies himself or herself as anemployee of the Company on Facebook, Twitter, or other social media, the publicperceives our Company through the statements made by that Employee. Consider whomight be offended and how the Company might be perceived as a result of an employeeposts. If an employee plan to post divisive, objectionable, or unpleasant material,consider not identifying as a Bone Dry Employee in your profile.If, at any time, a Bone Dry Roofing employee is not conducting himself or herself as a goodambassador of our Company, we will ask that the Employee correct the behavior. This mightinclude deleting offensive social media posts, delivering an apology to offended persons, orissuing a statement to clarify the position of the Employee who persists in his/her failure to be agood ambassador of the Company, or any Employee who is regularly identified by customersand/or superiors as a poor ambassador for our Company will be subject to additional discipline.We have all worked hard to give Bone Dry Roofing the best reputation in the industry forcustomer service and attention to detail. We should all take a personal stake in preserving thatreputation and being good ambassadors of our company.11

ConfidentialityProtecting Bone Dry Roofing’s information is the responsibility of every employee, and we allshare a common interest in making sure information is not improperly or accidentally disclosed.Do not discuss the company’s confidential business with anyone who does not work for us.Employees will be required to sign a non-compete agreement as a condition of employment, inaccordance with state and federal law.All telephone calls regarding a current or former employee’s position/compensation with ourcompany must be forwarded

2. Bone Dry Roofing will investigate every reported incident immediately. Any employee, supervisor, or agent of the company who has been found to have violated this policy may be subject to disciplinary action, up to and including immediate termination. 3. Bone Dry Roofing will conduct all investigations in a discreet manner. Bone Dry