Employee Handbook

Employee Handbook

PoliciesandGuidelinesfor: Reid'sHeritageHomesLtd. hereinafterreferredtoas "OurCompany"

AbouttheTeamMember Handbook

This team member handbook is designed to acquaint you with "Our Company" so that we may continue to provide a work environment that is conducive to both personal and professionalgrowthforourmostvaluedassets,ourpeople

This guide will provide you with information concerning working conditions, organizational culture, responsibilities, perks/benefits, as well as key policies that will affect your employment

Wetrustthispolicymanualwillprovideanswerstomostofthequestionsyoumayhaveaboutcompanypoliciesandprocedures, our responsibilities to you and your responsibilities to the company You are responsible for reading and understanding the team memberhandbookandwewelcomeanysuggestionsyoumayhave

The company reserves the right to revise any policies and or procedures set out in this handbook, in its sole and exclusive discretion,andwillcommunicatethesechanges/revisionstoyoubyemailorwrittencommunication

If you have any questions, comments, or uncertainties in relation to this handbook, or otherwise require additional clarification on anypolicy/procedurecontainedherein,pleasespeaktoyoursupervisor/managerorcontactyourHRRepresentative

When you hand good people possibility they do great things. Biz stone

Compensation, Perks and Benefits

Progressive Disciplinary Process

WELCOME

"We don’t just build communities, we are one.”

Our History

"Our Company" has a rich tradition of family values Our dedication to our standards and beliefs has established us as an award-winning developer, built on a solid reputation of quality, integrity and service Reid’s Heritage Homes has been one of Ontario’s leading builders for over 40 years, proudly developing homes ranging from single detached homes,condos,executiveandbungalowtownhomes,tocustomestatesandactiveadult communities. Therootsofhomebuildingfor "OurCompany"canbetracedbackto1947, whenGeorgeReidandhispartnerstartedoutas"ReidandLaing".

OrinReid,founderoftheReid’s,workedwithhisfatherGeorgefromthetimehewasoldenoughtoholdabroom,andin 1978OrinandhiswifeJaneincorporatedReid'sHeritageHomesLtd,thefoundingcompanyoftheReid’sHeritageGroup Fromthesehumbleorigins"OurCompany"hasevolvedtoincludeanumberofcompaniescateringtoavarietyofhousing typesandmarkets"OurCompany"includeReid'sHeritageHomesLtd,SherwoodHomesLtd,NorrichWestInc,Cachet ReidHeritageHomesInc.,Reid’sHeritageConstructionLtd.,WestberryHomesInc.,Blevin’sManagementServicesInc., RHHRealtyLtd"OurCompany"collectivelyisrecognizedasoneofthelargesthomebuildinganddevelopmentoperations inSouthwesternOntario

Today,wearecomprisedofathird-generationhomebuildinganddevelopmentcorporationbuildinghundredsofhomes eachyearinawiderangeoffinecommunities,locatedinGuelph,Cambridge,Kitchener,Waterloo,London,Kincardine, PortElgin,OwenSound,theBrucePeninsula,Collingwood,Meaford,Thornbury,Brockville,Stratford,andFergusReid’s HeritageHomesoffersacompleterangeofhousingtypesincludingtownhomes,semi-detached,bungalows,twostorey homesandmulti-unithighdensityapartments Fromthefirst-timebuyertoexecutivehomes,andanadultlifestyle communityrecognizedasoneofthebestinCanada,"OurCompany"offerssomethingforeveryone

Ourleadershipteamplaysakeypartinoursuccesswhentheyactivelyportrayandsetanexampleofourbusinessculture

Our business culture is expressed in the appreciation that the team members are meant to experience consistency, equality,andrespectthroughouttheemploymentrelationship Itisimportanttobeawareofteammembersasindividuals and to give them undivided attention and support so that they can perform their jobs with enthusiasm At the same time, managersshouldactivelyguideteammembers,empowerthemtotakeownershipovertheirwork,andinspirethemtobe anactivepartofthesolution

Governing Principles

Themanagementprinciplesoutlinethebehaviorweshouldallstrivefor Theyaretheexpressionofourbasicattitude,and at the same time, provide orientation for the managers in dealing with their team members and the company on a daily basis We are confident that customer orientation, open and honest communication, taking initiative, fostering trust, personal and team development, flexibility, execution and professionalism are the essential prerequisites for a trustful cooperationbetweenalllevelsofteammembers,andwillbekeytoourcompany’ssuccess

Ron McMillan, President

Management Philosophy

WhatYouCanExpectFromUs

Respectful Workplace/Ethical Behaviour

Team members shall always conduct business activities in an ethical manner and shall comply with all applicable laws and regulations Creating a positive work environment is everyone ’ s responsibility, therefore being disrespectful of colleagues or management, undermines our company values and will not be tolerated All team members should treat each other with respect and conduct themselves in a friendly and professional manner We want to ensure a community of mutual respect Helping each other, embracing, and encouraging change, willingly going the extra mile, and happily accepting to provide varioustasks,areallwaysinwhichwecandemonstraterespect

Diversity and Inclusion

"Our Company" is an equal opportunity employer, focused heavily on diversity equity inclusion (DEI) initiatives The Company believes that ensuring diversity is not only fundamental to our future growth and progress but is an integral part of all business activities We believe that success happens when new ideas can flourish – in an environment that is rich in diversity, a place where people from variousbackgroundscanworkproductivelytogether

Weknowthatanenvironmentthatfostersdiversityisthekindofenvironmentwhichbringsouttheuntappedpotentialthatlies in our work force, stimulates innovation and company growth Our DEI objective is to continue to be a diversely rich company withthefollowinginherentandlastingcharacteristics:

Universalrecognitionbyeveryonewithwhomwedeal

Aworkforcethatfullyreflectstherequisiteskillsavailableintherelevantemploymentmarket

Apreferredemployerandvendorforallculturalgroupsinthepopulationbyvirtueofourreputationinthisfield

Anenvironmentwhereeveryteammemberunderstandsandvaluesdiversity

Anenvironmentwhereallteammemberscanreachtheirhighestpotential

Human Rights

"Our Company" is committed to providing equal rights and opportunities to all team members free from discrimination on any protected ground under the Ontario Human Rights Code The company takes all reasonable measures to ensure team members and job candidates are treated with dignity and respect, are free from discrimination in the workplace, and receive reasonableaccommodationwhereappropriate

Open Communication

We are committed to creating and maintaining a positive working environment in which the individual rights of the team members are protected, and management is responsive to the needs and concerns of its staff We believe that open lines of communication provide a means for team members to contribute toward achieving goals through feedback in the form of comments, questions, suggestions, and improvement opportunities This feedback can improve individual performance, job satisfaction and overall company success The opendoor policy promotes two-way channels of communication between team membersandmanagement Itensuresteammemberconcernsareresolvedfairly, efficiently and in a timely manner without fear of retaliation "Our Company" expects that each team member will be given fair and honest treatment in all aspectsoftheiremployment

When an issue arises, the company encourages team members to discuss it directly with that person If a resolution is not reached,teammembersshouldarrangeameetingwiththeirdirectsupervisor Iftheconcern,problem,orissueisnotproperly addressed, team members should contact their HR Rep Human Resources is available to provide support and guidance HumanResourceswillreviewtheissuespresentedbytheteammemberandmayconductfurtherreviewand/orinvestigation of the situation Human Resources will respond in a timely manner to the team member with reasonable resolution based on the review and/or investigation Any information discussed is considered confidential, to the extent possible that still allows management to respond to the concern, problem, or issue Retaliation against any team member for appropriate usage of opencommunicationchannelsisunacceptable

Parking

Suggestions

The company encourages all team members to bring forward their suggestions andgoodideasaboutmakingthecompanyabetterplacetoworkandenhancing servicetoourclients Anyteammemberwhoseesanopportunityforimprovement is encouraged to discuss it with management and or human resources Management can help bring ideas to the attention of the people in the organization that will be responsible for possibly implementing them All suggestions/recommendationsarevalued

Parking is available for all team members Please do not park in the spots designated for visitors or the reserved parking spaces Allotherparkingspacesarefirstcomefirstserveexceptforhandicapspotsasnoted

Scent Awareness

"Our Company" recognizes that exposures to various scents can pose serious discomfort and health issues to some individuals who are allergic or otherwise sensitive to scents/perfumes We ask that you please be considerate of these sensitivities and use fragrance-freeproductsorlimittheuseofscentedproductsbeforecomingintotheoffice

EmploymentofRelatives/HiringPractices

Thecompanyiscommittedtohiringthemostsuitableapplicantforallvacantpositionsandwelcomesteammembers’relatives tobeconsideredforemploymentTeammembers’relativeswillundergoourstandardrecruitmentandselectionprocess,which willbesolelybasedonthejobrequirements,positional/organizationalfit,skills,andoverallqualificationsoftheapplicantwithout prejudice "Our Company" endeavours to avoid situations that could create actual or perceived situations of favoritism, nepotism, or conflict of interest As such, recruitment, promotions, and other employment related decisions will not be influencedbyacandidate’sorteammember’srelationshiptoanyotherteammember,includingfamily,personalorromantic relationships Noteammemberengagedinaromanticrelationshiporotherwiseconsideredtobeafamilymemberofanother teammembercanworkinadirectreportingrelationshipofoneanother

All vacant, unrestricted positions are posted internally first with a 2 day lead time before being posted externally, except exceptionalcircumstancesinwhichthereisn’treasonablysomeoneinternallywhowouldbequalified/interestedinfulfillingthe jobrequirementsorwhenthereisaconfidentialhire/replacement

HR Records Administration

The task of handling personnel records and related administration functions at "Our Company" is assigned to Human Resources Personnel files will always be kept confidential Any change in a team member’s name, address, telephone number, marital status, dependents, or a change in the number of tax withholding exemptions, needs to be reported in writing to Human Resources immediately

Probationary Period

All team members are subject to a minimum 3-month probationary period where they, along with the company mutually assessthefitoftheindividualwiththepositionandcompany

Performance Review Management Program

"OurCompany"believesthaton-goingfeedbackandcoachingshould not be restricted to just an “annual” event While a formal review will be conducted annually, informal “check-ins” will take place as needed throughout the year between the team member and their supervisor/manager

Background Check/ Criminal Record Check

Priortomakinganoffer,orasaconditionofemployment,wewillconductajob-relatedbackgroundcheck Acomprehensive background check may consist of prior employment verification, professional reference checks, police/criminal record and or educationconfirmation

Temporary Layoffs

From time to time there may be the need for the company to temporarily layoff one or more of its team members The companyretainsthesolediscretiontodeterminewhichteammemberswillbesubjecttothetemporarylayoff Thecompany will give team members as much notice of a layoff as business conditions allow This expression of intent, however, does not createanobligationonthepartofthecompanytoprovideanypriornotificationofalayoff

Overtime

Hours of Work

Fulltimeofficeteammembersworkastandard40-hourworkweekandsitestaffa 44-hourworkweek,MondaytoFriday Standardofficehoursarebetween8:00am -4:30pm,startingandendingtimesmayvarybetweenteammembers Flexibility is offered in the workday with the expectation office staff are in the office for the core hours of 9 am - 3pm A 30-minute unpaid meal break is provided daily along with 2 paid fifteen (15) minute breaks Team members may choose to combine theirrestbreaksandlunchforafullhourlunchbreak

Over time and work schedule flexibility will be required when business conditions, client requirements, project deadlines or uncontrollableissuesarise Yourmanager,VPordesignatewillmakeeveryefforttoprovideadvancenoticeofanynecessary overtimeorchangesinworkschedule Allovertimehoursmustbeapprovedbyyourmanagerinadvancepriortoworkingto becountedforasovertime Thiswillbeauthorizedinwriting

For most team members, in Ontario, overtime pay begins once you have worked 44 hours per week regardless of status (full time, part time, student or casual team member) After the 44 hours, overtime will be paid at one and half times the team member’s normal hourly rate or banked at time and a half Managers, supervisors, practitioners of professional engineering andstudentsintrainingtobecomepractitionersdonotqualifyforovertimepay

Work From Home

While the company encourages working from within the office, without a formal work from home or hybrid offering, there are certain exceptions in which occasional work from home is permitted These include personal or dependent related illness; inhome service appointments or other exceptional circumstances in which you need to be at home for a partial or full day The expectation is that you are working your regular scheduled hours at home for these instances The team member is selfaccountabletomanagetheirworkobligationsinasimilarmannerasiftheywerepresentinofficethatday Ifyouneedtowork fromhomeafewhoursoradayhereandthereitisadvisabletonotifyyourdirectsupervisor/manager,sotheyareawareand knowhowbesttoreachyouifrequired

Disconnecting from Work Policy

The company understands that due to work-related pressures, the current landscape of work, “the working environment”, team members may feel obligated to perform their job duties outside their normal working hours Work-related pressure and feeling an inability to disconnect from the job can lead to stress and deterioration of mental and physical health This policy has been established to support team member wellness, minimize excessive sources of stress, and ensure that team membersfeeltheycandisconnectfromtheirworkoutsidetheirregularworkinghours

Definitions

Disconnecting from work: Not engaging in work-related communications, including e-mails, telephone calls, video calls, or the sending or reviewing of other messages, so as tobefreefromtheperformanceofwork.

Regular working hours: The agreed upon schedule, as outlined in your employment contract, the hours you are expected to be available to complete any work-related tasks

Disconnecting from Work

Guidelines

A team member’s time outside regular working hours is meantfortheteammembertorechargeandspendasthey wish and should not be used to complete work-related tasks; however, there may be a lack of separation between home and work that makes it difficult for team members to truly disconnect Team members may feel as though they are “always on ” or obligated to continue working or respond to communication, regardless of the time of day "OurCompany"seesthehealthandwell-beingofourteam as priorities while working and while away from work We are committed to increasing overall team member health and wellness and providing them with a positive work–life balance This policy is intended to promote that ideal by specifically detailing the company ’ s expectations related to disconnectingfromwork

Team Members are entitled to disconnect from work outside regular working hours without fear of reprisal All scheduled breaks should be taken and time off entitlements for non-work-related activities should be used each year Team Members are encouraged to set clear boundaries between work and their personal lives, regardless of their working arrangement, whetherthatbeonsite,flexwork,remotework,orhybridwork

Outsideregularworkinghoursandwhendisconnectingfromwork,teammembers:

Shouldstopperformingtheirjobdutiesandwork-relatedtasks; Are not expected or required to respond to work-related communication outside their regular working hours, whileonbreak,orduringanypaidorunpaidtimeoff; Willnotfacerepercussionorpunishmentfornotcommunicatingorforceasingwork;and Should respect co-workers’ time and should not expect them to respond, communicate, or complete work outsideofstandardworkinghours

Workload and Productivity

"OurCompany"understandsthatteammembersmaywantorneedtoworkoutsidetheirregularworkinghourstomeeta time-sensitive deadline or to attend to an urgent matter or emergency; however, team members should not regularly or frequentlyworkoutsidetheirscheduledhourstocompleteorcatchuponwork.Teammemberswhocannotmanagetheir workload during their regular working hours should meet with their direct manager to evaluate their workload, priorities, andduedates.

Managerswillworkwiththeirteamtocomeupwithasolutiontoensure:

Thecurrentworkloaddoesnotresultintheteammemberworkingexcesshoursanddoesnotcontributetoadditional stressorburnout;

Normaljobdutiescanbecompletedduringregularworkinghours;and Teammemberscanremainproductiveandmeetcompanygoalsandobjectives

Communication

Team members should not feel obligated to send or respond to work-related communication outside regular working hours "OurCompany"mayoccasionallysendgeneralcommunicationtotheteamwhentheyarenotworking,suchason a day off or scheduled vacation Team members are not expected to respond to any company communication when not atwork,apartfromunforeseencircumstances,suchasanemergency

Team members who do not reply to work-related communications outside regular working hours will not face negative effectsontheiremployment

Breaks and Time Off

BreaksareprovidedinaccordancewiththeEmploymentStandardsAct,2000(ESA)andareintendedtoprovideteam memberswithtimetorechargeandenablethemtoworkproductivelyduringregularworkinghours Teammembers shouldtakeanyscheduledorcompany-providedbreaksduringtheirworkdayandusethattimetodisconnectfromwork "OurCompany"understandstheimportanceforourteamtohavepersonaltimeoff Teammembersarerequiredtouse theiraccruedpaidvacationtimeinfulleveryyearandshouldtakethetimeforrest,relaxation,andpersonalpursuits

Teammemberswillneverbeobligatedtocompletework-relatedactivitiesduringscheduledtimeoff Knowingthat,time managementistheresponsibilityofteammembersandscheduledtimeoffshouldnotinterferewithdeadlines Managers willworkwiththeirteamstodelegatejob-specificdutiesthatmustbecompletedwhiletheteammemberisonvacationto maintainworkflowandproductivity Teammembersmustnotbereluctanttotakevacationduetoworkload,unlessthere arelimitationsorrestrictionsbecauseofaduedate,projectpriority,schedulingconflict,orunforeseencircumstancethat preventthemfromtakingavacationataspecifictime,inwhichcasemanagerswillassistindeterminingappropriate actionstobetakentomeetdeadlinesandaccommodatetimeoffrequestswheneverpossible

Excess Hours

At times, "Our Company" may have a business need that requires a team member to work overtime Overtime must alwaysbeapprovedandscheduledinadvance Itmayberequestedbytheteammemberorrequiredincertainsituations to ensure work is completed; however, team members should not work overtime unless directed and approved by their managerinadvance.PleaseseetheOvertime-LieuTimePolicyformoredetails

Compensation, Perks and Benefits

Pay Practices

All team members are paid bi-weekly Pay is provided via direct deposit Banking details are required from a team member upon hire in the form of a void cheque or bank statement Any changes to bank account or personal information (home address, phone number, etc) are to be provided to Payroll/ Human Resources in a timely manner to ensure no interruption to pay being processed or deposited. Statutory deductions for federal and provincial taxes,CanadaPensionPlanandEmploymentInsurance,all requiredbylaw,aredeductedfromteammemberearnings. These deductions may change, from time to time, as they are impacted by changes in the amount earned and by legislation

Annual Bonus

This is a discretionary bonus subject to company performance metrics along with individual performance within a given year The individual performance portion is based upon the most recent annual performance review results for each team member Team members must have completed their probationary period successfully to be eligible for the bonus and be actively employed at the time ofbonuspayouttobeeligible.Bonusesarenotguaranteed andatthesolediscretionofseniormanagement/CEO.

RRSP Program

Group Insurance Benefits

"Our Company" has provided a comprehensive group insurance program for eligible full-time and part-time permanentteammembersworkingaminimumof20hours per week, 12 months per year The benefits plan is comprised of medical and dental coverage along with life and accidental death & dismemberment insurance and long-term disability coverage Team members are eligible for these benefits after three months of employment The company covers 100% of the benefit premium cost as a benefit to its team members For more details on the benefit program in effect refer to your Plan Booklet The company may change, alter or revise the plan design or otherwisecancelthebenefitprogramatitsdiscretion Medical Claim Form Dental Claim Form

Salaried, full-time and part-time team members are eligible to participate in the company RRSP plan after completing three (3) consecutive months of their probationary employment Contract team members who have a contract of at least one year in length are also eligible to participate Summer students and independent contractors are ineligible The company will match at a ratio of 2:1 up to a maximum of 2% of your annual gross earnings The team member’s contribution will be deducted bi-weekly from their pay and remitted monthly directly to the provider Upon completion of the employment relationship all contributions made by both the team member and "Our Company" are the property of the team member The team member has the option to continue with the provider or they may transfer to a fund administrator of their choice Team members are welcome to contribute more; however, there will be no company matchingonadditionalcontributions

Wellness Spending Account/ Safety Boot Program

This program offers $35000 on an annual basis to each eligible team member to be used toward approved health andwellnessand/orCSA

approved work boot purchases Items purchased should be for the primary benefit of the individual team member’s health The Health & Wellness / Work Boot Reimbursement Form outlines the types of items that are covered through the program All full-time, part-time, seasonal or contract team members (minimum 12 months employment) are eligible for the Health and Wellness Program Summer students and independent contractors are ineligible New team members will be eligible after successfully completing their 3-month probationary period Receipt submission runs from January 1st to December 31st Final receipt submission for the previous yearmustbenolaterthanthefirstweekoftheNewYear If the allowance is not used during the current year, the balance will not be carried forward to the next year Team memberscansubmittheirreceipt(s)alongwiththeHealth & Wellness / Work Boot Reimbursement Form to payrollforreimbursement

Maternity Top Up

"Our Company" provides a maternity leave top-up program to expectant mothers employed on a full-time permanent basis. When the team member commences hermaternityleave,hersalarywillbetoppedupto80%for thefirst17weeksofherleave

Kindness In Action Days

As a community-minded company, each year "Our Company" offers eligible team members one day off with paytosupportanorganization/charityoftheirchoice

New Home Purchase Discount

Thinking of purchasing a new home in one of our award-winning communities? Team members are eligible for a 1% discount on the purchase of a new home.

Friends and Family Referral Program

Team members who refer a friend or family member who purchase a home from "Our Company" are entitled to a $500 referral reward Contact the sales representative in the designated community to obtain your Friends & Family BonusCertificate.

Talent Ambassador - Employee Referral Program

We think you ’ re pretty great and great people surround themselves with greatness, therefore there’s a good probability that you too have some solid connections within yourpersonalnetworkwhowouldmakeaniceadditiontoour fabulous team! This incentivizing program offers team members a financial reward of $1,500 for the referral of a qualified candidate who is successfully hired and pass their probationaryperiod

Given the nature of their position hiring managers, aka supervisors, middle management, executives- including directorsandvicepresidentsareineligibleandexcludedfrom this policy Management is encouraged to present forth qualified individuals within their personal/professional network for consideration of open job vacancies, however, are not entitled to financial reward For added clarity, this further includes any management level employee who refers a candidate for another department’s job vacancy, even when not directly involved in the hiring decision Due to the potential for a conflict of interest any time a team member whether management or otherwise is involved directly or indirectly in the hiring decision, they are ineligible for the referral of that particular candidate A Talent Ambassador Referral Form must accompany every candidate submission in order to be eligible In the event of a disparity Human Resources will make the final call on eligibility for a particular referral

Social Squad

We’re a team who values our time together, both inside and outside the office. We love to have a good time and know how to work hard and have fun Our Social Committee plans and oversees the various social activities hosted by "Our Company" each year The committee is funded by a $200 deduction taken from each team member’s pay "Our Company" generously matches team member contributions Themoneyisusedtosupportteammembersduringtimesof joy and sorrow, and for events Past events include attending OHL hockey games and a Blue Jays game in Toronto, as well as participating in “Lunch and Learn” sessions, potluck lunchesandthemedays

Learning and Professional Development

Jobservation - Job-Shadowing Program: Ever wonder what it is like to “walk in a colleagues’ shoes” for a day? Or perhaps you want to see if another role is for you A Jobservation experience can help team members better understand other divisions and roles within "Our Company" and add to their existing skills

HR Downloads (Online Tutorials): Is there a skill you would like to brush up on or a topic you want to learn more about, but you don’t have a lot of time to invest? Consider taking one of a wide range of online tutorials (30-minute average time commitment) on topics such as leadership, communications and time management

Continuing Education Opportunity (CEO) We recognize professional development is not only advantageous to you personally, butitalsobenefitstheorganization Whynottakeacourseofinterestor work towards a certificate/diploma/degree while continuing with your full-timecareer?Eachyear,"OurCompany"supportsteammembersby providingtrainingdevelopmentfundstosupporttuition/coursecoststo amaximumof$750-$2,500*/yr.

CEO can also be used towards resources such as a yearly subscription to LinkedIn Learning or other accredited inperson or online professional development related courses

1-5 years of service: $750/ year

6-10 years of service: $1,250/ year

11-15 years of service: $2,000/ year

16+ years of service: $2,500/ year

Professional Membership

If you are a member of a professional association and either are working toward or uphold a job-related designation, the Companywillcoveryourannualprofessionalmembershipduesuptoamaximumof$500peryear Thisisavailabletoanyfulltime permanent team member who has passed their probation Submit your receipt accompanying the expense form to accounting once your manager has approved Additional coverage for exams or coursework is at the discretion of senior leadership for authorization Team Members are responsible for paying for their professional fees personally (not a company creditcard)

Team Members are not eligible for retroactive payment of their professional designation fees if paid prior to their employment startdate Additionalcosts,suchaslaterenewalfees,examinationfees,orfeestoobtaintheinitialcertificationrequiredwillnot be reimbursed through this program If the team member is required to take courses/classes to maintain their designation, the costsmaybereimbursedthroughtheContinuingEducationProgram(CEO)program–seepolicyforfulldetails

The way to achieve your own success is to be willing to help somebody else get it first.

Iyanla Vanzant

Vacation

Team members will begin accruing vacation pay and time on their first day of employment Team members are entitled to takeaccruedvacationtimefollowingthecompletionofthree(3)monthsofemployment

Anyvacationtimetakenwithintheprobationaryperiodisconsideredunpaid Regardlessoflengthofemployment,vacation days annually that are used in advance of being accrued are considered borrowed and will be owed back to the company uponseparation

FullTime,SalariedTeammembers:

Vacationisaccruedbasedonthefollowingschedule:

*Teammembersaccrueanadditionaldayofvacationwitheachyearofservicestartinginyear6,uptoamaxof25days’vacationpercalendaryear *

Part-Time/Hourly Wage Team members:

Vacationpayispaidoutatarateofaminof4%ofgrossearnings,unlessotherwisestatedintheemploymentcontract.Parttimeteammembersareeligibletotakeunpaidvacationtimebasedonthemonthlyaccrualratenotedabove.

Team members covered by the ESA earn a minimum of two weeks of vacation with pay after each 12 months of employment This 12-month period is called the vacation entitlement year "Our Company" has an alternative vacation entitlement year running with the calendar year: January through December The team member is entitled to a pro-rated amount of vacation time for the stub period during the first year of employment that precedes the alternative vacation entitlementyear Itisboththeteammember’sandcompany’sresponsibilitytoensurethat,atminimum,theteammembers take their legislated vacation time annually To that end, the company retains the right to schedule a team member’s vacation on their behalf Carry over is not permitted, only in exceptional circumstances and up to a maximum of 5 days whichwillneedtobeusedbyMarch30ththefollowingyear

Vacationdaysmustbeusedatatimewhichisconvenienttoboththeteammemberandthecompany Vacationtimemust be taken in half or full day increments "Our Company" reserves the right to deny vacation requests at times of peak business activity or when sufficient coverage is not available Vacation requests should be sent to their HR Rep in writing, withasmuchnoticeaspossible Teammembersaretoensureproperbackupcoverageandworkupdatesareprovidedin advance of departure to ensure projects/tasks are completed and handed off to an alternate team member or their supervisor Additionally,teammembersaretoensuretheyactivatetheappropriateout-of-officenotificationintheirOutlook calendarandvoicemail

Vacation Request Form

“Vacations mean a change of pace, a gentleness with ourselves, a time of rest and renewal, and a time to stretch ourselves and encounter new people, new lands, new ways, and new options.”

Anne Wilson Schaef

Paid Time Off (PTO): Sick/Personal Days

Regular full-time, part-time and contract team members who have successfully completed their probationary period, are eligible to use up to six (6) paid personal time off credits (PTO) each calendar year, to be used for sick days, personal emergency, illness, medical or family obligations Part-time and contract team members are entitled to receive personal daysonapro-ratedbasis

Personal days will be granted on an as needed basis, and may be used for religious observances, personal matters, illness, medicalappointments,child-care/eldercaremattersandthealike PTOcreditscanbetakeninone-hourincrements

WhenateammemberhasusedalltheirPTO,theteammemberwillthenbeabletousefour(4)additionalpaidemergency days upon management approval Once exhausted, you may use vacation time if you require additional time off or alternatively, take the time off without pay Summer students are not entitled to personal/emergency days It is the team member’s responsibility to provide reasonable notification to their supervisor where possible, in advance of taking a personal day Personal days may not be carried over to the following calendar year, however the company will pay team membersforunusedpersonaldays PTOcreditsarenottobeusedas“additional”vacationdaysandonlyfornon-vacation related, unplanned absences Supplemental emergency days are there to be used as required and will not carry over or be paidoutifnotusedwithinthecalendaryear

StatutoryHolidays

Thecompanyprovidespaidstatutoryholidaystoalleligibleteammembersbasedontheirprovincialguidelines Mostteam memberswhoqualifyareentitledtotakethesedaysoffworkandbepaidpublicholidaypay Fromtimetotime,theremay be a requirement for some team members to work on a statutory holiday The company reserves the right to select a replacementdaytoobservethestatutoryholidaywherebusinessneedsdictatetherequirementtobeopenforbusiness

Shouldthisbethecase,teammemberswillbepaidasfollows:

Publicholidaypaypluspremiumpayforthehoursworkedonthepublicholiday;or Regularrateforhoursworkedontheholiday,plustheywillreceiveanotherdayoff(calleda"substitute"holiday) withpublicholidaypay

Full-time team members receive payment according to provincial legislation for a company paid holiday Part-time team members,whoqualify,receiveaproratedamountofstatutoryholidaypay Toreceivepayforapublicholiday,aneligible teammembermustbeina‘paid’statusboththedaybeforeandthedayaftertheholiday Paidstatusisdefinedasanormal workday,vacationdayorsickday(withDoctor’snote)

"Our Company" has adopted this policy to ensure that its team members receive authorized time off per applicable legislationwithoutfearofnegativeeffectontheiremploymentstatusoropportunitieswiththeorganization "OurCompany" iscommittedtoprovidingawork–lifebalanceforitsteammembersandunderstandsthatsituationscanandwillarisethat call for immediate emergency leave This policy covers instances where team members may need to take a leave of absenceinordertoattendtosituationsthatdirectlyaffectthemselves,theirfamilies,ortheirdependents

Statutory Holidays 2023

Protected Leaves Policy

"OurCompany"hasadoptedthispolicytoensurethatitsteammembersreceiveauthorizedtimeoffperapplicablelegislation without fear of negative effect on their employment status or opportunities with the organization "Our Company" is committed to providing a work–life balance for its team members and understands that situations can and will arise that call for immediate emergency leave This policy covers instances where team members may need to take a leave of absence in ordertoattendtosituationsthatdirectlyaffectthemselves,theirfamilies,ortheirdependents

Protected Leaves: Pregnancyleave; Parentalleave; Familymedicalleave; Sickleave; Familyresponsibilityleave; Bereavementleave; Emergencyleave:declaredemergenciesandinfectiousdiseaseemergencies; Reservistleave; Organdonorleave; Familycaregiverleave; Criticalillnessleave; Childdeathleave; Crime-relatedchilddisappearanceleave; Domesticorsexualviolenceleave;and Jurydutyleave

Whenever a team member concludes a leave of absence under this policy, they will be reinstated to the position they most recently held; if that position does not exist, they will be reinstated to a comparable position Upon reinstatement, the team member will be paid either the rate the team member most recently earned or the rate the team member would be earning had they worked throughout the leave, whichever is greater Every entitlement to a leave listed in this policy applies separately from and in addition to every other entitlement under applicable legislation and provided by "Our Company" unlessstatedotherwise

Whereapplicable,performanceobjectivesandgoalsfortheteammemberwillbeadjustedsothattheywillnotbepenalized for being absent during peak hours Team members are legally protected from dismissal, termination, selection for redundancy,oranyotherdetrimentorreprisalformakingappropriateandauthorizeduseofthispolicy

Pregnancy and Parental Leave

Pregnancy Leave

You are entitled to pregnancy leave if you are pregnant and have worked for the company for at least 13 weeks before the datethebabyisexpectedtobeborn(the“duedate”)

Pregnant team members have the right to take up to 17 consecutive weeks (or longer in certain circumstances) of jobprotected unpaid time off work. Usually, the earliest a pregnancy leave can begin is 17 weeks before the teammember’s due date. The latest a pregnancy leave can begin is on the baby’s due date, or on the date of the birth if the baby comes before theduedate.

To ensure that "Our Company" can make the necessary arrangements to accommodate a team member taking pregnancy leave, the team member must provide at least two weeks’ notice in writing before beginning their leave, and a medical certificate stating the due date if requested If a change is required to the start date of the pregnancy leave, the individual must provide new written notice at least two weeks before the new start date Team members returning from pregnancy leave must give at least four weeks’ written notice specifying their expected date of return or if they are choosing not to returnto"OurCompany"

Miscarriages and Stillbirths

A team member who has a miscarriage or stillbirth more than 17 weeks before their due date is not entitled to a pregnancy leave However, if a miscarriage or stillbirth happens within the 17-week period preceding the due date, you are eligible for pregnancyleave Thelatestdateforcommencingtheleaveinthatcaseisthedateofthemiscarriageorstillbirth

Thepregnancyleaveofateammemberwhohasamiscarriageorstillbirthendsonthedatethatisthelaterof:

17weeksaftertheleavebegan;or 12weeksafterthestillbirthormiscarriage

This means that the pregnancy leave for a stillbirth or miscarriage will be at least 17 weeks long In some cases, it may be longer

Parental Leave

Team members are entitled to parental leave if they have worked for the company for at least 13 weeks before starting the parentalleaveandareaparenttoanewbornornewlyadoptedchildwhohascomeintotheircustody,care,andcontrol Therighttoparentalleaveisindependentoftherighttopregnancyleave,andteammembersareeligibletotakebothleaves Team members who took pregnancy leave are entitled to up to 61 weeks’ leave and must begin parental leave immediately aftertheirpregnancyleaveends,unlessthechildhasnotyetcomeintotheircustody,care,andcontrolforthefirsttime Team members who do not take pregnancy leave are entitled to up to 63 weeks of parental leave Parental leave must begin their nolaterthan78weeksafterthedatetheirbabyisborn;orthedatetheirchildfirstcameintotheircare,custody,andcontrol

Thosewhowishtotaketheleavemustprovideatleasttwoweeks’noticeinwritingbeforebeginningtheirleave Ifachange is required to the start date of the parental leave, the team member must provide new written notice at least two weeks before the new start date If the child comes into the team member’s care, custody, and control earlier than expected, the team member’s leave can begin immediately, and they must provide written notice within two weeks after stopping work Any team member who chooses not to use the maximum amount of leave available will not have the option of taking any unusedleavetimelater Oncetheteammemberhasstartedpregnancyorparentalleave,theteammembermusttakeitallat onetimeandcannotsplititup

Use of Sick Leave Benefits, Vacation, or Family Medical Leave

After the pregnancy or parental leave has concluded, team members may use any accrued vacation time or available sick days Team members who choose to extend their leave with accrued vacation time must comply with the company vacationpolicyandprovidefourweeks’noticebeforetheexhaustionofthepregnancyorparentalleave

If a team member requires an extension of leave following a pregnancy leave, the team member may use their family medical leave up to a maximum of 28 weeks where medically substantiated, or family caregiver leave up to eight weeks where medically substantiated Team members who choose to extend their leave with family medical leave or family caregiver leave should provide the company with as much advance notice as possible before the exhaustion of pregnancy leave

Family Medical Leave

Familymedicalleaveisunpaid,job-protectedtimeoffworkforupto28weekswithinaspecified52-weekperiod Thisleave is meant to enable team members to care for an individual, as described in legislation, who has a serious risk of dying A certificate issued by a qualified health practitioner must be issued confirming the individual has a serious medical condition andriskofdeathwithinaperiodof26weeks

The 28 weeks of family medical leave do not have to be taken consecutively but must be taken in full-week increments withina52-weekperiod TheindividualmustinformtheHumanResourcesdepartmentinwritingoftheirintentiontotakea family medical leave, as soon as possible If two or more team members qualify to take the leave in order to provide care for thesameperson,theleavemustbedividedamongthosetakingtheleave

If the amount of leave taken in the initial leave period is less than 28 weeks, it is not necessary for a qualified health practitioner to issue an additional certificate in order for more leave (starting after the end of the initial leave period) to be taken

Ifateammembertakesfamilymedicalleaveandtheindividualdoesnotdiewithinthe52-weekperiodbeginningwhenthe medical certificate is issued, the team member may take another leave, in accordance with the ESA and if another medical certificateisprovided

Sick Leave

Sickleaveisjob-protectedtimeoffworkforuptothreeunpaiddayspercalendaryear Team members must have been employed with "Our Company" for at least two consecutive weeks to qualify for this leave This leave may be taken for personal illness, injury, or medical emergency The three days do not have to be taken all at once;however,anypartofadaytakenoffisconsideredafulldayofsickleave

For sick leave, the team member must inform their supervisor/manager and HR that they require a leave before it begins or as soon as possible after beginning the leave Sick leave taken under the company sick leave policy will count towards their use of sickleaveundertheESAifthereasonfortheleavealigns Situationsthatdonotmeet the required provisions will be determined on a case-by-case basis Team members mayneedtoprovidereasonableevidencetoentitlementoftheleave

Family Responsibility Leave

Family responsibility leave is job-protected time off work for up to three unpaid days per calendar year Team members may take family responsibility leave due to the illness, injury, medical emergency, or an urgent matter relating to a dependent or family member as defined by the ESA Team members must have been employed with "Our Company" for at least two consecutive weeks to qualify for this leave The three days do not have to be taken all at once; however, any part of a day takenoffisconsideredafulldayoffamilyresponsibilityleave

For family responsibility leave, the team member must inform HR that they require a leave before it begins or as soon as possibleafterbeginningtheleave Situationsthatdonotmeettherequiredprovisionswillbedeterminedonacase-by-case basis Teammembersmayneedtoprovidereasonableevidenceofentitlementtotheleave

Declared Emergencies

Declared emergency leave is a leave of absence without pay for individuals who cannot perform their job duties because of anemergencydeclaredundertheEmergencyManagementandCivilProtectionActandbecause:

OfanorderthatappliestothemmadeundertheEmergencyManagementandCivilProtectionActortheHealth ProtectionandPromotionAct;or

TheteammembermustprovidecareorassistancetoaspecifiedindividualoutlinedintheESA

Ateammemberisentitledtotakedeclaredemergencyleaveforaslongastheyarenotperformingthedutiesoftheirposition asdeterminedbytheprovisionsabove Entitlementwillendonthedaytheemergencyisterminatedordisallowed

Infectious Disease Emergencies

Infectious disease emergency leave (IDEL) is a job-protected leave without pay for team members who cannot perform their job duties for any of the following reasons:

The team member is under individual medical investigation, supervision, or treatment (including receiving a vaccination or recovering from any side effects) for the designated infectious disease;

The team member is acting in accordance with an order under the Health Protection and Promotion Act;

The team member is in quarantine, isolation, or subject to a control measure, such as self-isolation, as a result of information or directions issued to all or some of the public or one or more individuals, by an authority designated by the legislation;

The company directed the team member not to work in response to a concern that the team member may expose other individuals in the workplace to the designated infectious disease;

The team member is providing care or support to a specified individual because of a matter related to the designated infectious disease that concerns that individual, such as school or daycare closures;

The team member is directly affected by travel restrictions and, under the circumstances, cannot reasonably be expected to travel back to Ontario;

The team members hours of work are temporarily reduced or eliminated by the employer for reasons related to the designated infectious disease; or

An order made under the Emergency Management and Civil Protection Act that is continued under the Reopening Ontario (A Flexible Response to COVID-19) Act, 2020, concerning the designated infectious disease

An individual is entitled to take infectious disease emergency leave starting on the applicable date specified in the ESA, for as long as they are not performing the duties of their position as determined by the provisions above and while the infectious disease is designated by the regulations

Infectious disease emergency leaves with pay

During the applicable period, team members on infectious disease emergency leave may be entitled to receive up to three daysofpayattheirregularwagesuptoamaximumof$200aday Anypartofthesedaystakenoffisconsideredafulldayof IDELandteammembersarenotentitledtoovertimeorpremiumpayforthistimeoff

Conditions

An absence due to a declared emergency may be extended beyond the initial period of leave if an order made under the EmergencyManagementandCivilProtectionActisextended

Teammemberswhotakeemergencyleavemustadvise"OurCompany"thattheyplantodosoassoonaspossible Ifateam member must begin the leave before advising the company, they must communicate it as soon as possible Where a team memberiseligibleforbothpaidandunpaidleave,theyareentitledtousethepaiddaysfirst,unlesstheyadvisethecompany inwritingthattheychoosetotakethetimeasunpaid

The company may require a team member taking emergency leave to provide evidence reasonable in the circumstances thattheteammemberisentitledtotheleave However,ateammemberwhotakesinfectiousdiseaseemergencyleaveisnot requiredtoprovideacertificatefromaqualifiedhealthpractitionerasevidence

Reservist Leave

Those who are reservists and who are deployed to an international Canadian Forces operation, or to a Canadian Forces operation within Canada that provides or will provide assistance in dealing with an emergency or its aftermath (including search and rescue operations) are entitled under the ESA to unpaid leave for the time necessary to engage in that operation This time includes any pre-deployment or post-deployment activities that are required This leave can also be taken when attending Canadian Armed Forces skills training To be eligible for reservist leave, the team member must have worked for "Our Company" for at least three consecutive months

The company may require the team member provide evidence for their entitlement to the leave in line with the ESA requirements The company may postpone any reinstatement to work after a reservist leave in line with requirements under the ESA Seniority and length of service credits continue to accumulate during the leave "Our Company" is not required to continue any benefits plans during the team member’s leave; however, team members can provide payment in advance of the leave to cover the cost of the benefits so that they may continue while on the leave For reservist leave, the team member must provide reasonable notice in writing of their intention to take the leave or provide notice as soon as possible after beginning the leave This same process is required when returning from a reservist leave

Family Caregiver Leave

All team members, regardless of their length of service with "Our Company" are entitled to eight weeks of unpaid job-protected leave per calendar year, taken in entire weeks, and for each family member requiring care. He/she can take a family caregiver leave to care for or support a family member described in the ESA if a qualified health practitioner issues a certificate stating that the individual has a serious medical condition, which may include a condition that is chronic or episodic Team members must give notice in writing of their intention to take the leave to (insert appropriate authority) along with the medical certificate as soon as possible, and ideally before the start of the leave

Organ Donor Leave

Team members continuously employed by "Our Company" for 13 weeks are entitled to take unpaid jobprotected leave from work of up to 13 weeks to undergo surgery for organ donation Team members taking organ donor leave must provide "Our Company" with a minimum of two weeks’ notice of their intention to take the leave, if possible Team members must provide a medical certificate confirming the reasons for and the expected duration of the leave The organ donor leave must begin on the date of the surgery unless a medical practitioner specifies an earlier date in a written certificate In cases where the medical practitioner declares in writing that the team member cannot resume their work after the 13 weeks of organ donor leave have been taken, additional time will be granted The extension cannot exceed an additional 13 weeks If a team member on leave wishes to end the leave early, they must provide the company with written notice at least two weeks before their intended return date

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Child Death Leave

For the purpose of this leave, a child includes a child, stepchild, foster child, or child who is under the legal guardianship of the team member and is under 18 years of age “Crime” means an offence under the Criminal Code of Canada that is punishable by law

All team members employed with "Our Company" for at least six consecutive months are entitled to up to 104 weeks of unpaid job-protected leave if their child dies Team members may take their leave only in one continuous period within 105 weeks from the week the child dies

Please note that a team member is not entitled to this leave of absence if the team member is charged with a crime in relation to the death or if it is probable that the child was a party to a crime in relation to their death

Team members must give written notice to their manager or HR Representative of their intention to start the leave and must include a written plan that indicates the weeks when they will take the leave This notice should be provided by the team member as soon as possible The company may require the team member to provide evidence reasonable to the circumstances The team member may change the time of the leave indicated in the plan with written permission from the company or with at least four weeks’ written notice, and if the team member meets all other leave requirements

Domestic or Sexual Violence Leave

All team members employed with "Our Company" for at least 13 consecutive weeks are entitled to up to 10 days and up to 15 weeks of protected leave to seek medical attention or related professional services, to relocate, or to seek legal or law enforcement assistance if the team member or a child of the team member experiences domestic or sexual violence, or the threat of domestic or sexual violence

For the purpose of this leave, a child includes a child, stepchild, foster child, or child who is under the legal guardianship of the team member and is under 18 years of age Team members should give notice in writing to HR as soon as possible stating their intention to start a domestic or sexual violence leave The company may require the team member to provide reasonable evidence

If a team member takes any part of a day as leave, the company may consider one full day of leave to have been taken If a team member has taken part of a week as leave, the company may consider the team member to have taken one full week of leave

Under this leave, team members are entitled to be paid for the first five days of leave in each calendar year, paid at the team member’s regular wages Team members are not entitled to overtime or premium pay for this time off The balance of the team member’s entitlement are unpaid days "Our Company" will ensure mechanisms are in place to protect confidentiality of records given to or produced by the company that relate to a team member taking domestic or sexual violence leave and will only disclose information in situations where it is permissible by legislation Please note that an individual is not entitled to this leave of absence if the domestic or sexual violence is committed by the person.

Critical Illness Leave

All team members employed with "Our Company" for at least six consecutive months are entitled to up to 37 weeks of unpaid job-protected leave to provide care or support to a critically ill minor child A critically ill minor child refers to a child under the age of 18 whose baseline state of health has significantly changed and whose life is at risk as a result of an illness or injury

All team members employed with the company for at least six consecutive months are also entitled to up to 17 weeks of unpaid job-protected leave to provide care or support to a critically ill adult Team members must give notice in writing to (insert appropriate authority) before the start of a critical illness leave, or as soon as possible The team member must also provide a written plan that indicates the weeks in which they will take the leave Team members also must provide a medical certificate from a qualified health practitioner (could include a physician, registered nurse, or psychologist) in order to begin a critical illness, leave The medical certificate must state that the person is critically ill and requires the care or support of the team member; it must also set out the period during which the person requires the care or support of the team member

The leave is restricted to instances where the critically ill minor child or adult is a family member of the team member as defined by the ESA

The leave must end on the last day in the period specified in the medical certificate or if the qualified health practitioner sets out a period of 52 weeks or longer, the leave must end no later than the last day of the 52-week period. If a critically ill minor child or adult dies while an team member is on leave, the team member’s entitlement to be on leave ends on the last day of the week in which the minor child or adult dies

If a minor child or adult remains critically ill while the team member is on leave or after the team member returns to work, but before the 52-week period expires, the team member is entitled to take an extension of the leave or a new leave if they meet the proper requirements If the minor child or adult remains ill after the 52-week period expires, the team member is entitled to take another leave if the leave requirements are once again met

Crime-Related Child Disappearance Leave

All team members employed with "Our Company" for at least six consecutive months are entitled to up to 104 weeks of unpaid job-protected leave if their child disappears and it is probable considering the circumstances that the child disappeared as the result of a crime Team members may take their leave only in one continuous period within 105 weeks from the week the child disappears

Team members must give written notice to HR of their intention to start the leave and must include a written plan that indicates the weeks when they will take the leave This notice should be provided by the team member as soon as possible The team member may change the time of the leave indicated in the plan with written permission from the company or with at least four weeks’ written notice, and if the team member meets all other leave requirements The company may require the team member to provide evidence reasonable to the circumstances

If a team member’s child is found alive while the team member is on leave, they are entitled to stay on leave for an additional 14 days. If the child is found deceased, the entitlement to be on leave ends at the end of the week in which the child is found If it becomes probable considering the circumstances that the disappearance of the child is not the result of a crime; the leave must end on the day on which it no longer seems probable

Please note that a team member is not entitled to this leave of absence if the team member is charged with the crime or if it is probable that the child was party to the crime

Bereavement Leave

"Our Company" will provide four (4) paid bereavement days upon the death of an immediate family member spouse (marriage/common-law partner) or child Up to three (3) days paid time off will be offered for family members including mother, father, brother, sister, grandparent, or grandchild The company shall grant two (2) days leave of absence at the regular rate of pay to attend the funeral of other relatives, which shall include an aunt, uncle, niece, nephew, cousin steprelatives or in-laws One (1) day will be offered for a friend, client, or acquaintance We will provide any further leave provisions in accordance with provincial legislation An additional un-paid day may be offered for out of province or long-distance travel to attend the funeral or visitation service as approved by management

Jury Duty

"Our Company" recognizes and respects the need for team members to complete jury duty and will make accommodations for team members who have been selected to participate on a jury Team members must provide as much advance notice as possible of the start of their jury duty and are asked to include a copy of their summons.

Team members will be paid up to a maximum of 10 days while on jury duty leave This leave does not apply to an individual who must appear in a court of law as a plaintiff, defendant, or witness In these instances, the team member may use vacation time or request an unpaid leave of absence

What we Expect From You

Code of Conduct and Ethics

"Our Company's" aim is to foster a climate of honesty, truthfulness, and integrity in everything we do We set a high standard of conduct and as a result, our expectations for our team members are to:

Conduct yourself in a manner that protects Reid’s reputation

Be professional and courteous in dealing with all stakeholders Act as one team, show respect for others, embrace differences Communicate openly, be transparent

Put the customer first

Have the courage to take risks, learn, adjust and be accountable for your actions/decisions

Expect change and be ready to engage, evolve and transform

Be personally invested and take pride in what you do, expand your circle to do more than just your immediate job requirements

Personal Conduct Standards/ Business Behaviour

It is critical that all team members conduct themselves in an appropriate manner to ensure we foster a positive and professionalenvironmentandimage Whatdoesthismean? Herearesomeexamples:

Providingresponsive,professionalservicetoourclients

Reporting to work fit for duty Performing duties and operating equipment with care to protect your safety and the safetyofyourco-workersandthepublic

Carryingoutassigneddutiesandfollowinginstructionsfromamemberofmanagementordesignate

Usingandprotectingcompanypropertyorpropertyauthorizedforuseinanappropriatemannertoavoiddamage

Protecting proprietary information of the company, client and third-party proprietary information entrusted to "Our Company"

Althoughnotexhaustive,thefollowingexamplesdescribeconductthatisconsideredaviolationofthecompany’sstandards ofbusinessbehaviour:

Falsifying,changing,ormakingmaterialomissionsonanycompanydocument,formorrecord Theft,misuseorunauthorizeduseofanother’sor"OurCompany's"property Directorindirectrefusaltofollowinstructionsfromamemberofmanagement

The possession, purchase, distribution, sale, manufacture or use of illegal drugs or alcoholic beverages while on company premises or while operating a vehicle leased or owned by the company This includes reporting to work or beingundertheinfluenceofalcoholorillegaldrugswhileintheworkplaceoratacompany-sponsoredevent

All remarks, actions, or other behaviour that might reasonably be interpreted as actual or threatened violence, whether intheworkplace,surroundingpropertyoratoff-sitebusinessactivities

Offensiveverbalorundesirableconduct,language,pictures,electronicmedia,writtenmaterialoranyotherconductthat adverselyreflectsupon"OurCompany",thecompany’simage,nameorbestinterestisprohibited

Our commitment to providing a positive working environment for our team members and meeting the needs of our clients and business partners is important to us. Failure to comply with any of the company ’ s standards of business conduct may leadtodisciplinaryactionuptoandincludingtermination.

Confidentiality

"Our Company" team members may receive information which is confidential or proprietary to the organization, clients or other third parties engaged in business with us This confidential information can take the form of business plans, future growth/project opportunities, financial information or salary/performance information The expectation is that such information is treated with consideration and strict confidentiality If you are in doubt about the appropriateness of sharing information either internally or externally, speak with your manager, HR Rep, CFO or the President

Conflict of Interest

It is "Our Company" policy that all team members must avoid any situation which creates or may create a conflict between their personal interests and the interests of "Our Company" Team members are prohibited from engaging in financial participation, outside employment or any business undertaking that is competitive with or prejudicial to the best interests of "Our Company" during the employment relationship.

Gifts and Gratuities

At times clients, contractors, suppliers, etc , may offer gifts These may only be accepted on behalf of the organization in circumstances that will not unduly influence or appear to influence business decisions If it is not clear if you can accept a gift, please get approval from HR or your direct manager Gifts of cash from clients, contractors and suppliers are never acceptable

Punctuality

Consistent attendance and punctuality are considered imperative ingredients in the company ’ s business operations, and therefore an integral part of each team member's performance standards based on objective measurements Poor, uncertain, or irregular attendance produces disruptive results, lowers overall productivity, disrupts operations, and often is burdensome to other team members Team members are expected and required to be in attendance, prepared to commence work at the prescribed time and location Team members are also expected to remain at work for the entire work period, excluding meal periods Late arrival, early departure and other personal absences are disruptive and should be avoided

Absenteeism & Tardiness

Good attendance and punctuality are expected from all team members and are important factors for your continued success Absenteeism and tardiness place a burden on other team members, on our clients and on the company overall From time to time, however, it may be necessary for you to be late or to be absent from work We are aware that emergencies, illnesses, or pressing personal matters that cannot be scheduled outside your work hours may arise If you know in advance that you will need to be absent, you are required to request this time off directly from your supervisor at least one (1) day in advance

In the instances when you cannot avoid being late for work or are unable to work as scheduled, you should notify your supervisor at least thirty (30) minutes prior to the start of your shift or as soon as possible in advance of the anticipated late arrival or absence When you call in to inform the company of an unexpected absence or late arrival, you must contact your supervisor directly Do not inform another team member and have them relay the message to your supervisor If your supervisor is not available when you call, you may leave the information with HR If you are unable to call in yourself because of an illness, emergency or for some other reason, be sure to have someone call on your behalf and advise that person to contact your supervisor or member of the management team Where appropriate, you should call in each day that you are absent The company reserves the right to request a doctor’s note when required

Please note that attendance and absenteeism records will be considered as part of a team member's performance review. An excessive number of days absent, without reasonable cause, may lead to disciplinary action Team members displaying an inability to adhere to this policy will be subject to disciplinary actions, up to and including termination of employment for cause

Absence from work for three (3) consecutive days without contact/notification i e , failure to notify management or HR will be considered a voluntary resignation

Inclement Weather

In the event of extreme, inclement weather conditions we may elect to close operations for the day, and reopen when it is deemed safe to do so In the event of a closure due to weather conditions, team members will be contacted that the office will be closed, and team members who are equipped to do so are required to work from home Senior leadership will make the decision and notify the management team

Supervisors/managers will then be responsible for notifying their direct reports via text and or email to personal addresses immediately, and prior to 8 am if possible It is team members’ responsibility to check their email/messages prior to leaving for work or making a personal decision not to come to work For those team members who do not have access to email or cell phone, it is your responsibility to call their HR Rep, receptionist or check with another team member as to whether the office will be closed If team members choose to not work from home on an “inclement weather office closure” the absence will be deemed as either PTO or unpaid time In the event of a closure due to weather conditions, team members will be expected to arrive at work the following day, unless notified otherwise If road conditions, or weather conditions create a situation where a team member deems it unsafe to report to work for their regularly scheduled shift, the team member should use his/her own judgment.

Company Property

Preserving and safeguarding company property is the responsibility of each team member Equipment, materials, and supplies are the property of the company and must be used only for company business on company premises or on work sites All such equipment, materials and supplies must be protected from theft, misuse, or damage If it is determined that the loss or damage of company property is due to negligence of the team member, this negligence may result in disciplinary action up to and including termination of employment for cause No company property may be borrowed for personal use without the authorization of management

Theft of company property or of a fellow team member’s property, at any time, will result in termination of employment for cause and possible criminal charges All company owned offsite assets must be returned upon notification of termination or resignation

Client Relations

The company ’ s reputation has been built on exceptional service and the highest quality of work Maintaining this reputation requires the active participation of every team member Team members should always strive to ensure that the clients’ needs are met The opinions and attitudes that clients have toward the company may be influenced for a long period of time by the actions of one team member

Although it is, at times, easy to take a client for granted, we run the risk of losing not only that client, but his or her associates and acquaintances who may have been potential clients in the future Knowing when our clients have problems is fundamental to the company ’ s promise of exceptional client service If a team member receives an oral or written complaint from a client about our service, it is the team member’s responsibility to report it to the President or CFO immediately in a combined effort to work together to resolve the situation in a timely and prudent manner

Dress Code

Maintaining a professional, business-like appearance is very important to the success of "Our Company" as the appearance of our team members reflects our organization. For this reason, we expect all staff to dress appropriately for their given position in a tasteful manner Regardless of the team member’s interaction with clients, customers, suppliers, contractors, or volunteers, each team member projects the reputation of the organization Part of this impression depends on each team member’s choice of dress so using discretion is of key significance

It is management’s intent that work attire should complement an environment that reflects an efficient, orderly, and professionally operated organization This policy is intended to define appropriate business or business casual attire during normal business operations Office staff are to dress in clean, professional attire appropriate for client dealings and representing "Our Company" to the public

Appropriate Casual Business Attire for Office Staff include the following:

Slacks, jeans, dress pants, khakis, cords, dockers, leggings or capris

Polo, collared or golf shirts

Dress or button-down shirts

Sweaters, cardigans or blazers

T-shirts or long sleeves

Sport coats or blazers

Dress shoes, boots, any other suitable footwear

Skirts or dresses (of an appropriate length, not mini or short)

Dress shoes, dress boots, sandals, flats or any other suitable footwear

Unacceptable Attire:

Cutoffs or ripped, frayed or otherwise torn pants containing holes

T-shirts with offensive graphics or inappropriate logos

Athletic wear (i e , sweatpants)

Flip flops

Spandex or Lycra such as biker shorts

Tank tops, tube tops, halter tops with spaghetti straps

Underwear as outerwear

Beach wear

Midriff length tops

Provocative attire (too revealing or low cut)

Workout clothes/shoes

Anything else that may be deemed controversial, disparaging, offensive or overly revealing

Remember your dress and appearance represents not only you personally but the company overall regardless of position or rank - the way in which you dress matters When in doubt use discretion and always err on the side of being conservative if unsure what is appropriate in each work situation or company event you are invited to attend

Awards and Recognition

"THERE ARE TWO THINGS PEOPLE WANT MORE THAN MONEY: RECOGNITION AND PRAISE."

Internal Promotions

"Our Company" is committed to providing qualified team members with the opportunity to grow, develop and advance within the company Whenever possible, open positions will be posted internally and sent via email to facilitate career progression and movement in the organization To apply for an internal position, please complete the “Internal Application Form” and submit to Human Resources before the application closing date

Service Awards

"Our Company" values and recognizes its long-standing team members and honors seniority achievements amongst staff with a formal recognition and award program Recipients receive an award in conjunction with their length of service recognizing milestones at the 1year anniversary and every 5 years thereafter

Gold Stars

At our Town Hall team meetings, we like to recognize those team members who have gone above and beyond the call of duty Nominations are open to anyone, and you can nominate as many team members as you feel are worthy of recognition for this prestigious award Maybe someone is shining bright behind the scenes, and you want to take the opportunity to have them showcased in the spotlight to get the acknowledgement they deserve, this platform is designed to do just that!

What are some of the nomination criteria for recipients?

Ask yourself the following questions:

Have you noticed a team member who is going above and beyond?

Has someone helped you out and you would like to say a big “thank you”?

Has a colleague made a suggestion that can help benefit a team member or a customer?

Have you heard of any testimonials or received feedback from a someone that acknowledges the efforts of a team member you wish to formally showcase?

Progressive Disciplinary Process

It is our belief that the highest form of discipline is that which originates from within the individual. A professionally self-disciplined team is the company ’ s goal However, for those occasional instances where self-discipline and mutual co-operation do not prevail, we will take corrective action Corrective action may take any of the following forms, at management’s discretion One or more steps of the progressive discipline process may be eliminated in cases of a serious infraction

The following behaviour on the part of a team member will lead to disciplinary measures:

Verbal Warning

Management may verbally counsel a team member if his/her job performance, attendance, or tardiness record do not meet expectations, or he/she has acted contrary to the company's policies Management and the team member will find ways to resolve the problem, including setting objectives and deadlines for meeting those objectives Management will keep notes of the discussion to ensure the accuracy of points discussed These dated notes will be kept in the team member’s personnel file

Written Warning

Should the verbal warning corrective action be unsuccessful, the team member will meet again with management/HR to discuss next steps

The team member will be asked to sign a written warning as an acknowledgment A team member may submit a written response to the warning if he/she so wishes In some cases, a second written warning may be warranted, but in every case, the written warning will include notification that failure to improve or take corrective action may lead to termination of employment

Suspension

A team member who commits any serious violation of "Our Company's" policies at minimum will be suspended without pay pending an investigation of the situation. Following the investigation, the team member may be terminated without any previous disciplinary action having been taken

Performance Improvement Plant (PIP)

A PIP may be used in conjunction with the formalized performance management program to help foster an improvement towards more desirable team member behavior/outcomes through additional support and mentoring Return to Table

Recommendation for Dismissal

Corrective action at any one of the previous steps, including immediate dismissal without any previous warnings, may also occur if a particular situation calls for just cause dismissal Examples of conduct that may lead to corrective action include, but are not limited to, the following:

Incidents of violence, harassment or discriminatory behaviour towards a team member, colleague, supplier, or other visitor to the premises

Falsifying company records including application for employment, timecards, etc

Involvement in criminal activity

Using company equipment/materials, time, or information for unauthorized purposes

Abusing, destroying, or wasting company property or equipment

Immoral or indecent conduct (see AntiHarassment/Anti-Violence policy)

Working under the influence or bringing controlled substances into the workplace

Leaving the job or stopping work during working hours without permission

Negligence, carelessness, neglect of duty, inefficiency, incompetence

Insubordination, refusal, or failure to carry out reasonable/customary job duties or instructions

Chronic absenteeism or lateness including failure to communicate absences appropriately

Unacceptable performance of job duties (as outlined in applicable job description)

Severe or on-going violation of stipulated policies

Failure to report accidents or safety hazards at work to management; failure to remedy hazards such as improperly stored equipment, spills, etc immediately when noticed; or failure to comply with practice policies and procedures

Alcohol / Tobacco / Drug Policy

Smoke-Free Environment

In keeping with the company ’ s intent to provide a safe and healthy work environment, smoking is prohibited

throughout the workplace Smoking includes ecigarettes, vaping, and any other types of smoking cessation items that resemble a cigarette, pipe, or cigar To accomplish this, smoking is allowed only outside the building in the designated area and must not interfere with fulfilling any job responsibilities This policy applies equally to all team members Team members who take smoke breaks throughout the day are expected to do so on their designated break; otherwise, are expected to make up the time missed

Although not required by law, the company has provided a designated area for smoking tobacco at all its locations This is the only permitted smoking area, smoking/vaping is not permitted elsewhere on the property including parking lot, or main entrance

It is our goal to provide all team members with a drugfree and safe workplace To promote this goal, team members are required to report to work in appropriate mental and physical condition in order to perform their jobs in a satisfactory manner Violations of the Alcohol and Drug policy will lead to disciplinary action, up to and including immediate termination of employment for cause Such violations may also have legal consequences While on the premises of the company and while conducting business related activities off the premises, no team member may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs.

Please note that the only exception to this is if a team member is participating in a company social function or if a team member is conducting business in a social environment that is serving alcohol In those circumstances, only light alcohol consumption is permitted

perform the essential functions of the job effectively and in a safe manner that does not endanger the team member or other individuals in the workplace If a team member is required to take a prescription drug, including medical marijuana, that may cause impairment, such as excessive drowsiness, lack of alertness, or other side effects that might impair their ability to do their job safely, they have an obligation to inform the manager and/or HR and to request accommodation immediately Team members are also expected and obligated to use drugs as prescribed

Each circumstance and request for accommodation by a team member using prescription drugs will be addressed and reviewed by "Our Company" on a caseby-case basis. Depending upon such factors as the team member’s position, condition, potential risks and safety hazards and available work, alternate or modified work will be provided when possible and reasonable in order to ensure the safety of all Team members and those around them

Any team member reporting for work and found to be under the influence of alcohol, illegal drugs, or other controlled substances will be asked to leave the premises but, considering their condition, will be provided transportation in order that they arrive home safely Team members with drug or alcohol problems may be offered a rehabilitation or treatment program to help cope with their addiction as accommodation under the human rights code This unpaid leave may be granted if the team member agrees to participate fully in the rehabilitation program, and if the team member agrees to abide by all company policies, rules, and prohibitions relating to conduct in the workplace, and if granting the leave does not cause the company undue hardship

Consumption of Alcoholic Beverages at Company-Related Events Policy

The Company recognizes the detrimental effects that alcohol or other substances can have on the performance of team members and on the reputation of the company It is expected that occasionally and in certain circumstances team members will consume alcohol in moderation and use sound judgment while drinking in the presence of suppliers or clients, or when representing the company at a social work-related function

It must be recognized that team members often represent the company at times other than during working hours. If you believe that you or another team member might have an alcohol or drug-related problem, the company encourages you to speak, in complete confidentiality, with management to obtain advice on counseling It is the company ’ s practice to sponsor certain social or other events from time to time at which alcoholic beverages are available to team members It is the company ’ s policy, however, that in connection with all such events those that will be consuming alcohol must:

Leave their vehicles at home or at a parking facility; Arrange for an alternate driver to take you home (bus/taxi/Uber/driving service)

Ask for assistance in getting home from another team member who has not been drinking

Use of the Internet, Computers and Related Assets

Access to computers, computer equipment, the company computer environment, and the Internet are provided to team members to be used for company business purposes that support the goals and objectives of the organization Inappropriate, illegal conduct or offensive use of the Internet on company time is prohibited Any team member found to have violated the policy outlined herein may be subject to disciplinary action, from suspension of some or all computer services up to and including termination of employment

General Use and Ownership

Computer, network, and telephone systems are to be used for business purposes in serving the interests of the company and its stakeholders during normal operations Personal use of the company systems should be kept to a minimum If there is any uncertainty regarding usage issues, management should be consulted While the company wishes to provide a reasonable level of privacy, users should be aware that the data they create on company systems remain the property of the Company As such, any e mail, data files or other electronically stored information (like physically stored information) are subject to Freedom of Information requests from the public Also, because of the need to protect the company network, management cannot guarantee the privacy of information stored on any network device belonging to the company For security and network maintenance purposes, authorized individuals within the company may monitor equipment, systems and network traffic at any time The company reserves the right to audit networks and systems on a periodic basis to ensure compliance with this policy

Duplication of Software

The company does not condone the illegal duplication of software The copyright is clear, where the copyright holder is given certain exclusive rights, including the right to make and distribute copies Information contained on company systems should be treated as confidential as a rule Team members should take all necessary steps to prevent unauthorized access to this information Everyone is responsible for keeping software secure and not sharing accounts or password information Because information contained on computers and smart phone devices is especially vulnerable, special care should be exercised Passwords must be established and maintained

Electronic Mail

Team members must use extreme caution when opening e-mail attachments received from both known and unknown senders, which may contain viruses, email bombs, or Trojan horse code If there is any doubt as to the security of an e-mail attachment, do not open it and notify IT

Unacceptable Use

Under no circumstances are team members authorized to engage in any activity that is illegal under local, provincial, federal or international law while utilizing company owned resources The company will cooperate fully with appropriate authorities to provide information related to actual or suspected activity not consistent with the law The activities listed below are prohibited; the list below is by no means exhaustive, but attempts to provide a framework for activities which fall into the category of unacceptable use:

Using company computing asset to actively engage in procuring or transmitting material including pornography and hate mail and that is in violation of the workplace harassment policies outlined in the Team member Handbook

Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources, copyrighted music, and the installation of any copyrighted software for which the Company or the end user does not have an active license

Introduction of malicious programs into the network or server (e g , viruses, worms, e-mail bombs, etc )

Revealing your account password to others or allowing use of your account by others This includes family and other household members when work is being done at home

Making fraudulent offers of products, items, or services originating from any Company account. Effecting security breaches or disruptions of network communication

Providing information about, or lists of, the Company personnel to parties outside of the Company

Sending unsolicited email messages, including the sending of "junk mail" or other advertising material to individuals who did not specifically request such material (spam)

Creating or forwarding "chain letters", "Ponzi" or other "pyramid" schemes of any type

Exporting software, technical information, encryption software or technology, in violation of international or regional export control laws The Partners should be consulted prior to export of any material that is in question

Copying or distributing company files or data to outside parties, except for a legitimate company purpose and in the company ’ s best interest

Electronic Monitoring Policy

"Our Company" values trust, discretion, and transparency and believes team members deserve to know when and how their work is being monitored This policy is to be used in addition to current “Wireless and Email Guidelines” and “Company Laptop-Tablet Agreement” Policies and is intended to establish guidelines for company practices and procedures related to electronic monitoring of team members

DEFINITIONS

Electronic monitoring: Using technological, electronic, or digital means to track, observe, or monitor someone ’ s actions Personal information: Any factual or subjective information about an identifiable individual

Electronic Monitoring Practices

"Our Company" collects information through electronic monitoring for a variety of reasons, including protecting the company ’ s legal and business interests

The company will electronically monitor the following activities and procedures:

Web traffic is monitored for risk assessment by the company ’ s antivirus software on every computer Data is stored and can be viewed upon a Managers request

Web traffic is also monitored when connected through the VPN from home or using the Internet in the office through the company ’ s firewall The data is stored and can be viewed upon a Managers request

All company emails are monitored by antivirus software and stored in the cloud If a malicious message signals an alert IT will investigate the root cause including the message

In rare cases a Team Manager could request access to a Team Members mailbox but it’s unlikely to be given

Newstar usage, information on last login to Newstar is stored within the Newstar system and can be used to determine when the program was last accessed This information is used by Newstar to disable accounts after a set period of inactivity or upon a Managers request

Any information collected by electronic monitoring may be used during team member reviews or during consideration of disciplinary decisions, if applicable. To promote impartiality, and to ensure any information collected through electronic monitoring is handled appropriately,

"Our Company" will monitor these activities by: Requiring the “Access to Information” form to be completed

All requests for information will be logged in the ticketing system

President approval required

Privacy and Confidentiality

The company ’ s monitoring is aimed at collecting and protecting information related to its business However, some information collected by electronic monitoring may be considered personal information

When personal information is under "Our Company" control, it is the responsibility of the company to protect it All information collected through electronic monitoring will be securely stored and protected If any personal information is collected, its use and disclosure will be limited to achieve the stated purpose of its collection. The company will adhere to all privacy and confidentiality legislation that applies to the collection, use, and disclosure of personal information obtained by electronic monitoring

Media Relations / Crisis Communication Policy

Effective media relations are critical to the ongoing success of "Our Company" and the way that the company is perceived by our customers and the public at large "Our Company" will work to ensure that information regarding the organization is accurate, informative, and positive by managing information provided to media outlets, including traditional news media formats and online coverage

Guidelines

We will provide information regarding our products, services and performance to the media and the public at large as appropriate

We will appoint a designated media spokesperson to convey news to media outlets and respond to their inquiries

We will provide a consistent source of information when posting news to any media format

Our team members are prohibited from speaking on behalf of the organization, releasing confidential information, releasing news, or communicating as a representative of the organization without prior authorization to act as a designated company representative

Team members shall direct all media inquiries to the President Management and (designated media spokesperson) will be responsible for gathering all facts in a crisis

Public Statements

Public statements regarding or in reference to "Our Company" must use positive language, and shall not defame, and/or speak negatively of "Our Company" as an organization, our staff or departments

"Our Company" strictly prohibits the disclosure of confidential information regarding our processes, products, objectives, client information, financial information, or any other information protected as confidential under "Our Company" Confidentiality Policy

"Our Company" strictly prohibits the public communication of unverified information, i e , rumors or information gathered from a third party

"Our Company's" media releases must use appropriate trademark information

"Our Company's" media releases must be approved by the President prior to their release

Only a designated company spokesperson shall be allowed to make public statements

Crisis Communication

In the event of a crisis, "Our Company" will communicate with the public/media in a timely fashion and provide as much detail as is deemed necessary by the President and legal and confidential restraints When a crisis happens, it is important to gather all the facts of the situation and develop a clear message to transmit to the public/media

The message should include:

A concise, clear and appropriate explanation of the crisis and what caused it

An expression of care and concern for the crisis and its impact on stakeholders (team members, customers, the public, etc )

An honest and sincere apology, if warranted

An expression that "Our Company" takes responsibility for any mistakes it might have made

A commitment to identifying the underlying factors that caused the crisis and how "Our Company" will address/correct them

A positive conclusion that establishes confidence that the crisis will be resolved, and that "Our Company" will move forward in a positive/successful manner

Depending on the severity and type of crisis, the message may be written and delivered to the media or announced verbally by the President In most cases, a written message will suffice, but at times "Our Company" may want to make a formal public announcement or media interview

"Our Company's" leadership team should continue to monitor the media/public’s reaction to the crisis and provide a response to determine if further messages/announcements are necessary Monitoring public reaction can clarify what information might need to be transmitted in more detail and will help "Our Company" remain pro-active in their management of the crisis In any instant where the President is unable to deal with media matters of an urgent nature, then the most senior management person assumes responsibility Any team member who discloses confidential information, releases news, or communicates as a representative of the organization without prior authorization will be subject to disciplinary action This includes communications made to the media, public at large, friends, family members, etc through all forms of transmission including, but not limited to, verbal, written, and electronic (email, social media, blogs, etc )

Social Media Policy

The company strives to maintain a positive image in the community and has adopted this policy to ensure that our team members are aware of their responsibility to maintain a positive image as a representative of our company, both during and after work hours Team members who maintain personal social media pages (i e , Facebook, LinkedIn, Blogs, Twitter, Instagram, etc ) are expected to comply with the guidelines set out within this policy We would like to take this time to remind our team members that they continue to act as representatives of this organization outside of regular business hours, and team members should conduct themselves in a manner that is appropriate Be cognizant to the fact that nothing is private when posted online and it is accessible by a large audience, indefinitely

Something posted days, weeks, months or even years after the fact could still be retrieved at a later time and call your motives/ethics into question depending on what you post.

Team members who maintain personal social media pages or accounts are required to comply with the following guidelines as they relate to their association with the company Team members will be held accountable for what they write or post on social media or internet pages Defamatory comments, unprofessional remarks or disparaging remarks made about directly or indirectly about the organization, its team members, clients, vendors or competitors may result in disciplinary action, up to and including termination Team members are prohibited from using social media during regular working hours; and should limit its use to official breaks/lunch time The use of social media should not have a negative impact on user productivity or efficiency As internet access at the company is monitored, please be advised that excessive use of social media for personal reasons is a misappropriation of company time and resources and may be subject to disciplinary action

Company policies governing the use of copyright materials, corporate logos and other forms of branding and identity apply to electronic communications Team members are prohibited from using company protected materials (copyright material, branding and/or logo(s)) without prior express written permission Use of company owned computer resources is strictly prohibited for the use in the illegal download or upload of copyright materials without express written permission, and authorization from the copyright holder This policy is not intended to interfere with the private lives of our team members or impinge their right to freedom of speech This policy is designed to ensure that the company image and branding remain impugned Even if the company name is not mentioned in a post, it is possible a link can be made back which can negatively affect the company ’ s reputation Where a link can be made between a negative or defamatory post and the company, even if not named directly, the team member may be subject to disciplinary action.

Business Expenses Policy

Business Expenses

Reasonable and customary business purchases (with prior authorization/approval) accompanied by receipt will be eligible for reimbursement Expense reports should include as much detail as possible and be submitted to the accounting team monthly for processing Reimbursement for out-of-pocket business expenses including mileage for business use, must be submitted within 30 days to a maximum of 90 days. Any exceptions to these timelines will need special approval by your direct manager and or department head

Expense Report Submission Form

Mileage Reimbursement

At times employees may be required to use their personal vehicle for business purposes This policy applies to those who travel for work purposes and didn’t have access to a company vehicle and or vehicle allowance

Reimbursement for the operating expenses of the car will be calculated by multiplying the round-trip number of kilometers traveled by the currently approved Standard Mileage Rate ($0 68/km) in line with CRA guidelines The cost of commuting, i e , Mileage from an employee's home to the normal work location is not reimbursable The normal work location is the location to which an employee is regularly assigned

Mileage reimbursement is intended to cover a variety of expenses associated with owning and driving a car, such as:

Fuel costs

Vehicle maintenance

Vehicle depreciation

Insurance costs

Mileage Reimbursement Requirements:

The trip must be beneficial to the business and its operations

The trip must primarily have a business purpose, not personal

The driver must hold and maintain adequate liability insurance on their vehicle (minimum $2 million dollars of insurance coverage)

Eligible Travel: Meeting.

Site visits.

Classes/workshops/seminars/conferences. Work related errands

Going to visit with a client/customer or supplier Employees must document their travel on the Mileage Reimbursement Expense Form Mileage expense can be submitted monthly to the accounting department for reimbursement once it is approved by your supervisor/manager

Mileage Reimbursement Form

Out-Of-Town-Travel

Distant travel must be authorized or otherwise required Travelers should verify that planned travel is eligible for reimbursement before making arrangements Within 30 days of completion of a trip, the traveler must submit a reimbursement form and supporting documentation to obtain reimbursement of expenses

Out of town travel is defined as any work-related travel that exceeds 3 hours or 200 km’s one way, typically involving an overnight stay due to the excessive distance In such circumstances a per diem allowance will be offered for meals and accommodation as described below

Meals

Team members will receive a per diem allowance of up to a maximum of $75 per day to account for breakfast, lunch, and dinner meals inclusively, when travelling out-of-town requiring an overnight stay Daily travel will not permit any per diem meal allowance unless a specific mealtime is included within a four (4) hour window of time you are away from your standard work location/site

For added clarity this would include regional but excessive distant associated travel that takes you on the road for at least 50% of your workday In such case a $20 maximum per “meal” stipend will be provided for snacks, beverages, or a meal of choice Note: business or team related meetings are separately defined and thus excluded from this policy as they may allow for supplementary allowances. *This does not apply to those who travel daily as part of their normal scope of work

Lodging

The Company will cover the cost of accommodations either charged to a company credit card or reimbursed from personal out of pocket expense, for a midscale (3-4 star) hotel chain with reasonable and customary average nightly rates (i e , $179-299 + taxes) Some examples of acceptable median priced hotel chains would include Hilton, Marriott, Radisson, Double Tree, Best Western etc The expectation is the individual will be cost conscious to mitigate expenses whenever possible and refrain from obtaining the upmost luxury option by staying within these parameters, or the difference between a practical, available alternative versus the selected high-end preferred accommodation’s price variance will fall to the team member to cover out of pocket

Use of Company Credit Card

Team members may be granted the use of a company credit card based on their position or business requirements on approval from their manager, finance manager and the vice president Company Visas are to be used for business purposes only; any personal use of the card will require immediate reimbursement by the team member and may result in suspension of use of the card The credit card is provided to cover reasonable and customary business purchases All receipts must be submitted to finance on a monthly basis (along with the Visa statement and account codes) and approved by the team member’s direct manager

Non-Reimbursable Expenses

The following items will not be reimbursed If they are on an expense report, accounting/payroll will deduct the expense and return a note explaining what was removed:

Car operating expenses, such as repairs, maintenance, and gas (exception is company vehicles)

Speeding or parking tickets or fines

Mileage from home to your regular work location

Any charge that required prior authorization but failed to provide

Electronic Device Policy

APPLICATION:

For the purpose of this policy, “electronic devices” include but are not limited to cell phones or personal digital assistants (PDA’s) such as tablets, laptops, computers, monitors and any other such related technological device It is the expectation of the team member to always treat company IT products/devices with the same level of care and protection as you would your own personal devices by keeping any company property in your possession safe and secure It is the responsibility of the team member to reimburse the cost (via direct payment, cheque, or payroll deduction) of any lost, stolen damaged or compromised company device (including but not limited to company cell phone, laptop etc ) during the course of their employment to which they were assigned or otherwise responsible for the safekeeping thereof

PERMITTED USE*

Electronic devices may be used during working hours and in "Our Company" workplaces or premises for the following purposes: to conduct company related business for reasonable personal use during work breaks, as long as it does not cause distraction to their coworkers for emergencies

*Permitted use is subject to approval by managers and/or Site Supervisors, as the use of these devices may hinder the safety of team members at construction sites

PROHIBITED USE

Inappropriate and unacceptable use of electronic devices during working hours in a "Our Company" workplace or premises include, but are not limited to:

Using electronic devices for purposes such as harassment

Displaying or transmitting any material that may constitute sexual or other forms of harassment or be considered discriminatory, obscene, derogatory or excessively personal, whether intended to be serious or humorous i e , see Respect in the Workplace Policy

- Violence and Harassment

Use of any electronic device while driving Please refer to our Safe Driving policy that covers this prohibited use in more detail

In addition to the permitted and prohibited uses described above, team members must comply with the Site Supervisors specific safety rules while on a construction site, and with the following guidelines:

Electronic devices may not be used or cause distraction in an area where a trade partner, subcontractor or team member is working e g , working at height, on a roof, ladder, scaffold or near an open excavation, near or on a roadway

All electronic devices playing sound must be maintained at a reasonable volume allowing team members and other workers to hear and communicate with one another

Users of electronic devices must maintain awareness of their surroundings at all times during use (e.g., noise cancelling ear buds or headphones may be great for hearing music but are not appropriate on a construction project)

Electronic devices may not be used while operating any equipment that could cause bodily harm or property damage (e g , operating a backhoe, excavator, or a forklift)

Electronic Devices /Distracted Driving Policy

Driver inattention is a factor in many motor vehicle accidents Using electronic devices while driving is a major source of distraction to drivers and equipment operators "Our Company" shares a concern about our team member’s welfare, but we also need to be concerned about the welfare of others, who could be put in harm’s way by your distracted driving, equipment operation or inattention to your work

Use of any electronic device is not permitted while operating any equipment on a construction project and must be operated as required under 213/91 section 93(3).

Application: This Policy also applies whenever a team member is driving (whether or not during regular business hours), if:

the vehicle is provided by "Our Company" (via lease, own or rental), or a team member uses a personal vehicle in which usage costs are paid, reimbursed or subsidized by "Our Company", whether or not the vehicle is being used for personal purposes

the team member is using any electronic device provided by "Our Company" or if the costs are paid, reimbursed or subsidized by "Our Company", whether or not the team member is working at that time and whether or not the electronic device is being used for personal purposes

The team member is working or for purposes of dealing with any work-related or company-related business, communications or matters, when a personal vehicle or electronic device is being used

Mandatory Rules:

All team members must follow the mandatory rules listed below:

Several provinces and states, including Ontario and Quebec, have laws limiting and controlling the use of devices while driving Remember, at all times, you are required and responsible to comply with all applicable laws while driving

If a team member absolutely needs to make or receive calls, except for “911” situations, either: use Bluetooth or similar technology, hands-free operation and voice-activated dialing (where permitted by law) or first pull over and park in a safe and legal place, off the travelled part of the road (being stopped at a stop sign, red light or stuck in a traffic jam does not count as being parked!)

An exception applies when making a 911 call to police, fire or ambulance services, but even then, the team member should try to pull over safely and stop before making the call

PLEASE NOTE: Under no circumstances may team members take notes or review documents (in hard copy or on any screen), or send or read text messages, or similar messages, or e-mails while driving. Instead, pull over and park in a safe and legal place, off the travelled part of the road (being stopped at a stop sign, red light or stuck in a traffic jam does not count as being parked).

Recommended Guidelines:

As a driver the first responsibility is to pay attention to the road Team members are strongly encouraged to avoid using any electronic devices while driving, even where permitted by law to help reduce the chances of an accident Everyone is encouraged to follow these guidelines whenever practicable:

Allow voicemail to handle your calls while driving

Ask a passenger to make or take the call, email or text on your behalf

Inform regular callers of the best time to reach you based upon your driving/travel time or schedule

Return to Table of Contents

Policy Violations

As with all company policies, violations will result in disciplinary action up to and including, in appropriately serious circumstances, termination for cause Furthermore, independent of any consequences imposed by "Our Company", breaching applicable laws may leave team members liable to tickets or fines, demerit points, offence charges, orders to comply, and civil and/or criminal liability Please note that "Our Company" will not, under any circumstances, reimburse team members for, or be responsible for, any fines, penalties, damage awards or legal costs of any nature whatsoever that arise as a result of a team member’s breach of this policy or of any applicable laws. Be aware that you could face prosecution for failing to have proper control of your vehicle or for careless or reckless driving if use of a cellphone affects your driving

Workplace Anti-Harassment / AntiViolence Policy

"Our Company" recognizes the dignity and worth of every team member, and to that end believes in providing and maintaining a work environment in which all team members are free from workplace violence, harassment, and discrimination This policy applies to all team members and covers all forms of violence, harassment and all forms of discrimination prohibited under human rights legislation "Our Company" recognizes that individuals may find it difficult to come forward with a complaint due to concerns of privacy and or embarrassment Therefore, all complaints concerning harassment, violence or discrimination, as well as the names of parties involved, shall be treated with the utmost discretion "Our Company's" obligation to investigate the alleged complaint will limit disclosure to necessary facts and details

Definitions

“Workplace” means any place where business or work-related activities are conducted It includes, but is not limited to, the physical work premises, work-related social functions (social events, golf games, etc.), work assignments outside "Our Company's" office, workrelated travel, and work-related conferences or training sessions

“Violence” means:

The exercise of physical force by a person against a worker, in the workplace, that causes or could cause physical injury to the worker; An attempt to exercise physical force against a worker, in the workplace, that could cause physical injury to the worker; A statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in the workplace, that could cause physical injury to the worker.

“Discrimination” means the differential treatment of an individual on the basis of race, sex, colour, age, disability, marital status, gender, or any other factor that is legislatively protected within the province where the team member works (“Prohibited Grounds”)

“Harassment” means engaging in a course of vexatious comments or conduct that is known, or ought to reasonably be known, to be unwelcome It may include unwelcome, unwanted, offensive, or objectionable conduct that may have the effect of creating an intimidating, hostile or offensive work environment; interfering with an individual’s work performance; adversely affecting an individual’s employment relationship; and/or denying an individual’s dignity and respect Harassment may result from one incident or a series of incidents It may be directed at specific individuals or groups

Examples of harassment and discriminatory conduct include, but are not limited to:

Humiliating an team member in front of co-workers

Subjecting an individual to unwelcome remarks or jokes

Consistent subjection of an individual to practical jokes or ridicule;

The making of any work-related decision (including matters of hiring, promoting, compensating, work assignments, evaluations, training, or job security) not on the basis of merit, but on the basis of any of the Prohibited Grounds

Comments which are intended, or that ought reasonably to be known, to promote stereotyping on any of the prohibited grounds

Jokes or comments which draw attention, for example, to a person ’ s disability, age, ethnic, racial, or religious background or affiliation or which draw attention to a person ’ s gender or sexual orientation with the effect of undermining such person ’ s role in a professional or business environment or that by their nature are known or ought to reasonably be known to be embarrassing or offensive; and

Derogatory remarks, verbal abuse or threats directed towards members of one gender or regarding one ’ s sexual orientation or with respect to a person ’ s or group ’ s ethnic, racial, or religious background or affiliation

Harassment includes “Sexual Harassment” which includes any unsolicited conduct, comment, or physical contact of a sexual nature that is unwelcome by the recipient It includes, but is not limited to, any unwelcome sexual advance (oral, written, or physical); requests for sexual favours; unwelcome sexual or gender related comments, innuendoes, remarks, jokes or taunts; unnecessary physical contact such as patting, touching, pinching or hitting; displays of sexually degrading, offensive or derogatory material such as graffiti or pictures; physical or sexual assault.

All team members have a right to be free from an unwelcome sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the team member and from a reprisal or a threat of reprisal for the rejection of such an unwanted sexual solicitation or advance

Types of unwelcome conduct of a sexual nature which may constitute Sexual Harassment include but are not limited to:

Propositions of physical intimacy

Bragging about sexual prowess

Leering or inappropriate staring

Sexually degrading words or displays of suggestive pictures

Inquiries or comments about a person ’ s sex life or sexual behaviour; and

Sexual jokes or stories causing embarrassment or offence, that are told or carried out after the person telling the story or joke has been advised that they are embarrassing or offensive or that by their very nature are known or ought to reasonably be known to be embarrassing or offensive

Policy Statement

All team members in the workplace have a right to work in an environment free from violence, harassment, and discrimination To accomplish "Our Company's" goal of promoting a violence, harassment and discrimination free environment, the company hereby establishes the following guidelines:

The company will not tolerate violent, harassing, or discriminatory behavior from team members, contractors, visitors, guests, or any others that attend at the workplace; and

Every team member, contractor, or visitor conducting affairs at our workplace shall be made aware of this policy, and Reid’s shall make every attempt to communicate its commitment to a violence, harassment, and discrimination free workplace

Retaliation or reprisals are prohibited against any individual who has complained under this policy or has provided information regarding a complaint Any retaliation or reprisals are subject to immediate corrective action, up to and including termination for cause Alleged retaliation or reprisals are subject to the same complaint procedures and penalties as complaints of violence, discrimination, and harassment.

"Our Company" recognizes that individuals may find it difficult to come forward with a complaint under this policy because of concerns of confidentiality Therefore, all complaints concerning workplace violence, harassment, or discrimination, as well as the names of parties involved, shall be treated as confidential to the furthest extent possible in law "Our Company's" obligation to investigate the alleged complaint may require limited disclosure As it pertains to violence, where "Our Company" believes there to be imminent danger to a team member, it may divulge such confidential information as is reasonably necessary No record of the complaint will be maintained on the personnel file of the complainant At the conclusion of each complaint process, all related documentation will be maintained for safe keeping in a confidential manner by Human Resources in the related “Respect in The Workplace” file

Responsibilities

Every team member is responsible for creating and maintaining a violence-free, harassment-free and discrimination-free workplace All team members are requested to report promptly when they become aware of alleged actions or complaints of violence, discrimination, or harassment Managers much like the employer themselves are responsible for providing a workplace that is free from violence, harassment, and discrimination. This responsibility includes actively promoting a positive work environment and intervening when problems occur

Complaint Procedure

Step 1 – Self-help

Team members are encouraged to attempt to resolve their concerns by direct communication with the person(s) engaging in the unwelcome conduct Where team members feel comfortable in doing so, communicate disapproval in clear terms to the person(s) whose conduct or comments are offensive Keep a written record of the date, time, details of the conduct, and witnesses, if any

Step 2 – Management Support and Intervention

Team members who are not comfortable with step one (1) and who believe they are victims of violence, discrimination or harassment, or become aware of situations where such conduct may be occurring, are encouraged to seek advice from and report these matters to their HR Rep.

Step 3 – Formal Complaint

If informal attempts at resolving the issue are not appropriate, or proving to be ineffective, a formal complaint may be filed To file a formal complaint:

1

Provide a letter of complaint that contains a brief account of the offensive incident (i e when it occurred, the persons involved, names of witnesses, if any) The letter shall also include the remedy sought and be signed and dated by the person complaining

File the complaint with their HR Rep; and 2

3

Cooperate with those responsible for investigating the complaint

Formal complaints will be investigated The investigation process shall involve interviews of the complainant, the respondent and any witnesses named by either Generally, within fifteen (15) business days of the incident or notice thereof, the individual charged with the investigation shall investigate the incident and may prepare a written report of the investigation findings The report, if prepared, shall be provided along with recommendations, to the appropriate manager for action Disciplinary action for violations of this policy will take into consideration the nature and impact of the violations, and may include a written reprimand, a suspension (paid or unpaid), or termination of employment for cause

Similarly, deliberate false accusations are of equally serious nature and will also result in disciplinary action up to and including termination of employment Note, however, that an unproven allegation does not mean that the conduct did not occur or that there was a deliberate false allegation It may simply mean that there was an insufficient evidentiary basis to proceed

Complaints Against Third Parties

A team member who believes that he or she has been subjected to such conduct by a person who does not work for "Our Company" may seek the advice of HR who will take whatever action is appropriate in the circumstances

Accessibility of Ontarians with Disabilities Act (AODA)

"Our Company" is committed to the provision of goods and services to people with disabilities in a manner consistent with the principles of dignity, independence, integration, and equal opportunity Furthermore, such goods and services will be provided in accordance with the spirit and intent of all applicable legislation including the AODA, the Ontario Human Rights Code, the Occupational Health and Safety Act, and the Ontario Building Code Act

AODA Client Service Standards

"Our Company" always strives to provide its goods and services in a way that respects the dignity and independence of people with disabilities We are also committed to giving people with disabilities the same opportunity to access our goods and services and allowing them to benefit from the same services, in the same place and in a similar way as other clients We are committed to excellence in serving all clients including people with disabilities and we will carry out our functions and responsibilities in the following areas:

Assistive devices

We are committed to serving people who need assistive devices to obtain, use or benefit from our goodsandservices.

Communication

We will communicate with people with disabilities in waysthatconsidertheirdisability

Service animals

We are committed to welcoming people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public andotherthirdparties

Support persons

We are committed to welcoming people with disabilities who are accompanied by a support person No person with a disability who is accompanied by a support person will be denied access to "Our Company's" premises At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support personwhileonourpremises

Notice of temporary disruption

In the event of a planned or unexpected disruption to services or facilities or services usually used by people withdisabilities,

"Our Company" will notify any client who is scheduled to meet at the premises prior to such a disruption "Our Company" will ensure that an alternate, accessible meeting place is arranged

Training

"Our Company" will provide training to team members who deal with the public or other organizations on behalf of Reid’s and all those who are involved in the development and approval of client service policies, practices and procedures Training will include: An overview of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the client service standard

How to interact and communicate with people with various types of disabilities

How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person

What to do if a person with a disability is having difficulty in accessing "Our Company's" services

Feedback process

The ultimate goal of "Our Company" is to meet and surpass client expectations while serving clients with disabilities. Comments on our services regarding how well those expectations are being met are welcome and appreciated Clients who wish to provide feedback on the way "Our Company" provides goods and services to people with disabilities can email Laura Hansen directly at lhansen@heritagehomes com Clients can expect to hear back within 48 hours

Any policy of "Our Company" that does not respect and promote the principles of dignity, independence, integration, and equal opportunity for people with disabilities in accessing our good and services will be modified or removed This policy exists to achieve service excellence to clients with disabilities If anyone has questions about this policy kindly contact Human Resources at 519-658-6656 ext 285

Health & Safety

Health & Safety Policy Statement

"Our Company" believes that our team members are our most valued assets, thus we protect their interest at all costs We are committed to maintaining a safe and healthy work environment and this is the shared responsibility of all team members We recognize that the individual health practices of our team members impact our organization just as our organization impacts their health Therefore, we seek to enhance the health of our team members, create a positive work environment, and enable all team members to develop to their fullest potential This fosters a healthy workplace culture with improved morale, increased productivity, and enhanced wellbeing for everyone The company owners, directors and senior management of Reid’s are vitally interested in the health and safety of its workers Protection of workers from injury or occupational disease is a major continuing objective of utmost concern

"Our Company" will take every reasonable effort to provide a safe, healthy work environment for all staff, volunteers, contractors, and visitors to our premises All managers, supervisors and workers must be dedicated to the continuing objective of reducing risk of injury as this is a shared, collective effort amongst all team members "Our Company" as the employer, is ultimately responsible for worker health and safety foremost As CEO/Owner of "Our Company", I give you my personal commitment that I will comply with my duties under the Act, such as taking every reasonable precaution for the protection of workers in the workplace

Supervisors will be held accountable for the health and safety of workers under their supervision Supervisors are subject to various duties in the workplace,

including the duty to ensure that machinery and equipment are safe and that workers work in compliance with established safe work practices and procedures Every worker must protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established by the employer Workers will receive information, training, and competent supervision in their specific work tasks to protect their health and safety It is in the best interest of all parties to consider health and safety in every activity Commitment to health and safety must form an integral part of this organization, from the president to the workers Together we will strive to maintain a healthy, safe and productive work environment

Workplace Safety and Insurance Benefits (WSIB- Ontario, CA)

All team members of the company are covered by the provisions of The Workplace Safety and Insurance Act of Ontario in the event of an injury or industrial disease sustained while in the course of their employment

Internal Responsibility System

The goal of the internal responsibility system is to have all personnel working together to identify and control situations (hazards) that could cause harm The ultimate objective is to ensure everyone integrates health and safety into their work environment. This concept is the foundation of the Occupational Health and Safety Act

Providing a safe, secure workplace for all our team members is a top priority at "Our Company" As such we have recently implemented at our head office, a secure access system at our external and internal entrances along with security cameras This helps us ensure that our staff are safe while at work, and unwanted visitors cannot freely enter our facility All external visitors must always sign in with reception, prior to entry Visitors must further be always accompanied by a company representative during their visit and must sign out and return their visitor badge at reception at the end of their visit

The idea of due diligence is closely related to the concept of the internal responsibility system Due diligence means, anyone with responsibility for health and safety must “take every precaution reasonable in the circumstances to avoid a work-related injury or illness ” The Occupational Health and Safety legislation provides the right to expect a safe and healthy workplace Therefore, everyone is accountable as an individual for carrying out the responsibility of maintaining a safe and healthy workplace

Anti - Firearms/Concealed Weapons

To ensure a safe environment for team members and customers, our establishment, "Our Company" prohibits the wearing, transporting, storage, or presence of firearms or other dangerous weapons in our facilities or on our property including anywhere that company business is conducted, such as customer locations, client locations, trade shows, restaurants, company event venues, and so forth Any team member in possession of a firearm or other weapon while on our facilities/property or while otherwise fulfilling job responsibilities may face disciplinary action including termination. A client or visitor who violates this policy may be removed from the property and reported to police authorities

Definition

Firearms or other dangerous weapons mean:

any device from which a projectile may be fired by an explosive

any simulated firearm operated by gas or compressed air sling shot metal knuckles

any spring blade knife

any knife which opens or is ejected open by an outward, downward thrust or movement any instrument that can be used as a club and poses a reasonable risk of injury

Housekeeping

Effective housekeeping can eliminate some workplace hazards and help get a job done safely and properly Poor housekeeping can frequently contribute to accidents by hiding hazards that cause injuries If the sight of paper, debris, clutter and spills is accepted as normal, then other more serious health and safety hazards may be taken for granted Housekeeping is not just cleanliness Within the office it includes keeping work areas neat and orderly; maintaining halls and floors free of slip and trip hazards; and removing of waste materials (e g , paper, cardboard) and other fire hazards from work areas It also requires paying attention to important details such as the layout of the whole workplace, aisle marking, the adequacy of storage facilities, and maintenance Good housekeeping is also a basic part of accident and fire prevention

Poor housekeeping can be a cause of accidents, such as:

Tripping over loose objects on floors, stairs and platforms

Being hit by falling objects

Slipping on greasy, wet or dirty surfaces

Striking against projecting, poorly stacked items or misplaced material

Cutting, puncturing, or tearing the skin of hands or other parts of the body

To avoid these hazards, a workplace must "maintain" order throughout a workday Effective housekeeping involves a wide range of routine activities including: Keeping offices, workstations, shop areas and lunchroom free of clutter

Keeping aisles, exits and stairs free of clutter, tools and equipment, clearly marked and well-lit Controlling minor spills and responding to them quickly when they occur

Handling and disposing of waste in a timely manner

First Aid Procedures

A team member injured at work, no matter how slightly, must report the accident to management at the time of the injury NOTE: The first priority is administering first aid to the injured party, and then report the injury to management as soon as possible Team members must notify management immediately if they seek medical attention in relation to a workplace injury The first aid kit is in the First Aid room Please ensure if you take supplies from it that you document it on the sheet provided and notify HR so those items can be replaced

Emergency Response Plan

These steps apply to almost any emergency and should be followed in sequence

Stay calm

Your example can influence others and thereby aid the emergency response

Assess the situation

Determine what happened and what the emergency is Look at the big picture and identify what has happened to whom and what will continue to happen if no action is taken

Take command

The most senior person on the scene should take charge and call or delegate someone to call emergency services (911)

Provide protection

Eliminate further losses and safeguard the area Control the energy source causing the situation

Slips, Trips and Falls

The company will take all reasonable precautions in the prevention of workplace hazards that may cause slips, trips and falls

Avoid slip, trip, and fall hazards using the following workplace practices:

Keep floors, passageways, and stairways free of debris, boxes, clutter, waste and other trip hazards

Do no leave cupboards, doors, drawers, file cabinets etc ajar

Avoid the accumulation of clutter and waste, properly store material and equipment

Maintain floors in a clean and dry condition Clean up spills as soon as possible and use “Caution –Wet Floor” signs until dry

Avoid placing extension cords, conduits, cables, and hoses across walking surfaces Use a cord runner when such placement cannot be avoided

Secure loose and unsecured floor mats, carpets, and coverings

Report damaged or missing flooring materials to management

Keep working areas and walkways well lit, report areas with inadequate lighting to maintenance

Inspect ladders prior to using; only use those ladders that are in good condition.

Only use ladders for their intended purpose and never use another item (i.e. chair)

Report slippery, wet, icy or uneven walking surfaces

Be aware of surface changes such as carpet to tile or level to sloped

Be aware of surface protrusions or depressions such as thresholds, cover plates, and gratings

Wear appropriate footwear for the task and ensure they are properly fitted and tightly laced

Carry items in a manner that maintains clear sightlines

Take stairs at a safe pace and one at a time

Remember to always use the handrail

Do not lean or tilt back on chairs

Do not climb on wracking (warehouse shelving) under any circumstance

Use proper lift equipment and apply proper lifting techniques when picking up product

Only operate equipment to which you are certified or licensed to do so

Be cautious when in unfamiliar territory, always pay attention to your surroundings

Ask for assistance when you need it i e , when something is too heavy to lift individually

Ergonomics

Ergonomics is the science of fitting the work environment to the people who do the work It looks at the interaction between humans and other aspects of the work environment and strives to match the abilities and characteristics of people with the tasks they perform Ergonomic hazards can contribute to the development of musculoskeletal disorders (MSD's), which can develop as a result of overuse of body tissues through awkward, repetitive and/or forceful movements One of the goals of ergonomics is to design tasks to achieve optimum performance of a task while minimizing the risk of injury or discomfort No matter how well a workstation is designed, problems may arise if attention is not paid to the way the work is done Working at a computer often involves very few changes in body position This lack of movement can lead to muscle pain and strain

Minimizing the Risk

It is recommended that a person break for 5 minutes, by varying tasks, for every hour spent at a workstation Taking regular rest breaks will help to ease muscle aches, eye strain and stress Vary the work tasks; break up keyboarding tasks work by doing other job duties or tasks that involve moving around or changing body position Try to stand up and move around Look away from the screen occasionally and focus your eyes on an object far away. Relax your muscles, stretch and change position.

Early and Safe Return to Work Policy

A program that promotes Early and Safe Return to Work (ESRTW) for workers who have been injured is an important part of a comprehensive health and safety program Although it is clearly preferable to have no injuries and therefore no need for ESRTW, a program that maintains contact with injured workers, their health care provider(s) and the WSIB can provide several benefits to both the worker and the employer. Workplace injuries/incidents should be directed to the H&S Manager/Coordinator with a CC to the HR Manager and H&S Rep.

Key provisions of an effective ESRTW program include:

Maintaining contact with injured workers and their health care provider to determine when they may be able to return to work

Offering modified work that allows workers to stay employed

Using the WSIB’s Functional Abilities Form to assess the limitations workers may have and using that information to provide work that is within the worker’s capabilities

Maintaining contact and working with the WSIB account manager or claims adjudicator to bring injured workers back to work

Ensuring that workers are aware of "Our Company's" ESRTW program so that in the event that they are injured, they know that modified work is available

Communication is important Workers benefit when they know their employer is interested in their wellbeing Health care providers may not understand the work that is available, so it is important to advise them of the kinds of work that Reid’s has available for injured workers WSIB account managers and claims adjudicators can be helpful in dealing with many different aspects of disability management

If one of our team members is injured, management will work with the worker, their health care provider and the WSIB to see that the worker is returned to work as soon as is reasonably possible All workers will be advised at the time of hire that we will attempt to provide modified work that allows team members to safely remain at work until they are able to resume normal duties The work offered must be safe for the worker to perform with their injury

Where a team member is disabled and off work due to an injury, management will:

Contact them by telephone at least once every week to maintain contact and assess when they may be able to return to either modified work or regular duties

Write or phone the worker’s health care provider to advise them that modified work can be made available to the worker and to assess the kind of modification that the health care provider may recommend or require

In the case of disabilities lasting more than two (2) weeks, the health care provider will be sent a Functional Abilities Form when it is appropriate, given the nature of the injury and the worker’s response to treatment

The status of disability cases will be reviewed with the appropriate WSIB account manager/claims adjudicator at least monthly

Risk Assessment

Be aware of your surroundings at all times, be alert and focused on the task at hand A lot can change in a second on an active job site Recognize hazards as they may appear and notify the site supervisor and or the health & safety rep immediately Never let a hazard remain left uncontrolled or unidentified by the proper authorities

WHMIS/SDS

WHMIS 2015 is the collaboration of WHMIS, a Canada wide system, incorporated with the Global Harmonized Internationally consistent approach to classifying chemicals and communication through labels and safety data sheets WHMIS training is for your protection It is your right to know what you are working with and what you may be exposed to It describes the danger of materials you may use on the job and tells you how to best protect yourself from their hazards All controlled products will have a supplier label (and or workplace label) that identities the product, hazard statements, first aid instructions and MSDS referral

Accident Reporting

Injuries involving medical care outside of first aid must be reported to WSIB This can be done by notifying the Health & Safety Rep/H&S department or HR and completing a Form 6 Once you seek medical you will receive a form 8 from the treating physician A copy should be sent directly to the HR Manager and the H&S Manager The company (HR Manager) will submit a form 7 on your behalf to the WSIB as the employer’s report of injury At no point should an injured worker attempt to drive themselves to medical help They should always be escorted and not left alone All workplace accidents/illnesses/injuries, no matter how small (including near misses) need to be reported to the H&S department immediately and an incident report must be filled out and submitted accordingly

Modified Duties

"Our Company" will make every reasonable effort to provide accommodation to a team member who is temporarily or permanently inured The goal is to return team members as close as possible to their pre-accident earnings profile in meaningful and sustainable work The return-to-work plan for an individual will be based on that worker’s distinct circumstances/conditions relative to whether it is a minor or major injury

For this reason, the team member must notify the H&S manager and HR of any injury, minor or severe so that appropriate action can be taken, and accommodation offered. "Our Company" will offer modified duties as needed; in relation to the individual’s limitations and restrictions as defined by the functional abilities form requirements (FAF) The team member will receive full pay and group benefits while active in the return-to-work plan

Employee Acknowledgment

I, , certify that I have read the team member handbook and understand all company policies and procedures as described I have had a full and complete opportunity to ask questions and seek added clarification if needed

I agree to abide by the policies and procedures contained in this handbook In particular, I am aware of the company ’ s Progressive Disciplinary policy, Respect in the Workplace policy, Vacation policy, Alcohol/Drug Policy, Smoking Policy, Dress Code Policy and acknowledge that a failure to abide by these policies and procedures may result in disciplinary action and/or dismissal

Team Member’s Name Printed:

Date:

Signature:

Photo/Video Consent Agreement

During the course of employment, I hereby grant to "Our Company", its representatives, team members and agents the right to create, reproduce, use, exhibit, display, broadcast and distribute derivative works of the photographed and/or filmed images of my person or property, taken for use in connection with the activities of the organization for promoting, publicizing, or demonstrating its business undertakings I authorize "Our Company", its assigns and transferees to copyright, use and publish the same in print and/or electronically I agree that the company may use such images of me (with or without my name) without reparation and for any lawful purpose, including for example such purposes as publicity, illustration, advertising, and Web content

Team Member’s Signature Date