Company Policies and Practices

MarineMax has developed general Company policies and practices on various issues to help our Company run smoothly. This Section provides a review of these policies and practices – information that’s vital to know.

Please Act Professionally

People who work together have an impact on each other’s performance, productivity and personal satisfaction in their jobs. In addition, how our Team Members act toward customers and vendors will influence whether those relationships are successful for our Company. Because your conduct affects many more people than just yourself, we expect you to act in a professional manner whenever you are on Company property, conducting Company business, or representing the Company at business or social functions.

Although it is impossible to give an exhaustive list of everything that professional conduct means, it does, at a minimum, include the following: Following all the rules in this Guide that apply to you Refraining from rude, offensive, or outrageous behavior Refraining from ridicule and hostile jokes Treating coworkers, customers and vendors with patience, respect and consideration Being courteous and helpful to others, and Communicating openly with supervisors, managers and coworkers Individuals who act unprofessionally will face discipline, up to and including termination.

Rules of Unacceptable Conduct

All MarineMax Team Members are required to comply with the MarineMax rules and policies regarding conduct, both on and off the job. In order to provide guidance to Team Members about what is and what is not acceptable behavior, MarineMax has adopted Rules of Unacceptable Conduct, which sets forth the types of behaviors that are deemed unacceptable by MarineMax. Any Team Member found to be in violation of any of MarineMax’s Rules of Unacceptable Conduct is subject to appropriate disciplinary action, up to and including termination of employment. Disciplinary action will depend upon the seriousness of the violation, the surrounding circumstances, and the Team Member’s prior performance, attitude and work history. The following is by no means an exhaustive list and MarineMax reserves the right to amend or deem behavior/action outside of this list as unacceptable.

MarineMax prohibits the following conduct:

• Dishonesty of any kind. Violation of MarineMax’s Drug-Free Workplace Policy. The refusal or reluctance to comply with the instructions of a person in charge. Entering or altering the start and/or finish time of another Team Member, or having another Team Member enter time under your name. Falsifying personnel or other Company records, or any other information furnished to MarineMax.

Obtaining employment on the basis of false or misleading information, or a material omission of information. Creating, encouraging, or participating in disorder or violence, fighting or threatening bodily harm. Theft, willful damage or unauthorized removal or use of Company, Team Member, or customer property, equipment, records or information. Personal or unauthorized use of Company material, time, or equipment. Unauthorized disclosure or misuse of the Company’s confidential information, including, but not limited to customer lists, trade secrets or other proprietary information. Bringing weapons of any kind onto Company property. Disorderly or immoral conduct that may reflect negatively on the good name and reputation of MarineMax - on or off the job. The drinking of alcoholic beverages while on the job, or reporting to work showing evidence of consumption of alcohol. Wasting time during working hours (loafing, talking, sleeping, etc.). Horseplay. Any violation of established safety practices, or any other conduct which is unsafe under the circumstances. Unauthorized duplication or use of keys that lock or secure Company or customer premises or property. Failure to report an accident by the end of a work shift. Excessive tardiness or absenteeism. Unexcused absences. Gambling during working hours or on MarineMax property. Damage to merchandise, equipment and/or property of MarineMax or other Team Members. Failure to cooperate with a request to search Company or customer property. The intimidation, interference, disturbance or harassment of any Team Member, including but not limited to, sexual harassment. Inefficiency or neglect of work or responsibilities. Improprieties or violation of MarineMax policy in handling cash, other tenders, merchandise, or other property belonging to others (overages and shortages). Improper or inappropriate treatment of customers, vendors or fellow Team Members. Performing work at unauthorized times. All time worked must be properly recorded. Performing or allowing unauthorized work (such as minors operating hazardous equipment or offering to perform work for customers for personal gain.) Violations of MarineMax’s policy on solicitation and distribution. Failure to comply with the rules which have been established by individual stores or departments. Examples include: parking rules, rules on appearance or dress, rules on purchasing merchandise, etc. Violation of MarineMax’s Equal Employment Opportunity Policy or MarineMax’s Anti- Discrimination and Anti-Harassment Policy, including Sexual Harassment Policy.

Threatening, Abusive or Vulgar Language

We expect our Team Members to treat everyone they meet through their jobs with courtesy and respect. Threatening, abusive, or vulgar language has no place in our workplace. It destroys morale and relationships, and it impedes the effective and efficient operation of our business.

As a result, we will not tolerate threatening, abusive or vulgar language from Team Members while they are on the worksite, conducting Company business, or attending Company-related business or social functions. Team Members who violate this policy will face disciplinary action, up to and including termination.

Freedom from Harassment

No MarineMax Team Member will be asked to work in an environment where they feel subject to verbal or physical harassment, which includes any harassment based on race, color, religion, age, sex, national origin, disability, citizenship, marital, military or veteran status, or any other status protected by federal, state or local laws.

Discrimination or harassment is considered a form of Team Member misconduct. Examples of quid pro quo and hostile work environment harassment may include, but are not limited to: A request or demand for sexual favors accompanied by a threat concerning an individual’s employment status or a promise of preferential treatment; Unnecessary and unwelcome touching of an individual, for example, patting, pinching, hugging or repeatedly brushing against another individual’s body; or Offensive jokes, comments, slurs, e-mail, memos, faxes, cartoons or gestures.

Disciplinary action, up to and including termination, will be taken against a Team Member engaging in this type of behavior. Any manager who has knowledge of such behavior, yet fails to take appropriate action, is also subject to said discipline.

Reporting Complaints

Any Team Member who believes he/she is being discriminated against or harassed or has knowledge of discrimination or harassment in our workplace should report it immediately to their Store Manager, Regional President, Director of Human Resources, the Team Support Human Resources department, Legal Department or to any manager in the company. The Company will investigate the complaint, make a written determination of its conclusion and when appropriate, prepare a plan of action to correct the problem and prevent reoccurrence. The Company shall inform the complaining Team Member of its determination.

Non-Retaliation

Under no circumstance will a Team Member be penalized for reporting what the Team Member believes in good faith to be harassment under this policy. If you believe that you are being retaliated against for bringing a complaint of harassment or discrimination, you should report such conduct immediately to your direct manager, Regional Human Resources

Manager, Legal Department, or to the Team Support Human Resources Manager at 1-727-531-1700. Any manager who retaliates against a Team Member for making a complaint shall be subject to disciplinary action up to and including termination. If you have questions about this policy, please contact your manager, Regional Human Resources Manager or the Human Resources Manager. The success of our policy depends, in significant part, upon the understanding and cooperation of all our Team Members.

No Call / No Show

If you do not come to work and fail to contact your manager for two consecutive workdays, MarineMax will accept that action as a voluntary resignation of your employment; regardless of the reason for the no call no show. All benefits will be terminated in accordance with the terms of their respective plan documents.

Punctuality and Attendance

Regular and punctual attendance is an essential function of your job. Unless you are unable to provide advance notice, you must notify your manager of absences as soon as possible. Failure to do so is cause for disciplinary action and may be cause for denial of absence pay. When you call to inform MarineMax of an unexpected absence or late arrival, ask for your manager directly. Notifying the receptionist or another Team Member is not sufficient. Excessive absences and tardiness will lead to discipline, up to and including termination. An absence is defined as failure to report for or remain at work as scheduled.

Adverse Weather Policy

It is the policy of MarineMax to remain open during most periods of inclement weather; however, where extraordinary circumstances warrant, the company reserves the right to close the facility. Thus, Team Members are encouraged to contact their manager during periods of adverse weather to find out if the facility is open or closed on a given day. Additionally, Team Members should listen to local weather broadcasts for special alerts, warnings, road closures, etc.

Facility Closed

If the facility is announced to be closed on a given day, Team Members will receive an amount equivalent to eight hours of base pay for the day.

Facility Open

If the facility remains open on an adverse weather day, Team Members who report to work will receive their normal pay for the day. If a Team Member elects not to report to work on a facility open day, the Team Member can elect 1) to use any paid time off (PTO) for the missed day or 2) the Team Member will not be paid for the day if no PTO is available. If a Team Member elects not to work on a given day due to adverse weather conditions, a phone call to his/her manager advising his/her status for the day is required.

Team Member Fraternization

MarineMax prohibits managers from dating any Team Member that reports to or through them. In the event such a relationship is created, MarineMax will request that one person leave that department. Refusal to voluntarily do so will result in the termination or transfer of the manager, the subordinate or both. Should such a relationship be created but not reported, it will result in discipline of the manager up to and including termination of employment.

Married Team Members and immediate family members, i.e. siblings, parent/child, are also prohibited from working in a manager/subordinate capacity.

Performance Counseling

Failure to meet performance requirements or comply with the MarineMax Policies and Procedures will result in disciplinary action, which can include, but is not limited to, an oral or written warning, suspension or termination, in the sole and absolute discretion of the Company.

Activism in the Workplace

Political & Social Activism

The Company has established guidelines to ensure that you are not subjected to unwelcome disruption at the workplace.

You are free to work for any cause or political party you choose to away from the workplace. However, any such activity or speech which occurs at or on work premises is strictly prohibited. No solicitations of any kind, including solicitations for memberships or subscriptions or any other purpose, will be permitted during the time a Team Member is working or supposed to be working or in such a way as to interfere with the work of any other Team Member.

Persons not employed by MarineMax are not permitted to solicit for any purpose or distribute any form of literature or other matter at any time.

Confidentiality / Non-Solicitation Agreement

A Confidentiality/Non-Solicitation Agreement must be signed by all Team Members. This Agreement will be placed in your personnel file.

After-Hours Work

MarineMax Team Members are expected to adhere to the following policies, in addition to complying with the Confidentiality/Non-Solicitation Agreement: No work on MarineMax customer boats is to be performed outside of the workplace or during non- working hours for personal financial gain. This includes, but is not limited to repair, maintenance, paint, captain duties and detailing.

Company tools may not be used outside of the workplace or during non-working hours. Work on personal vehicles or vessels, or personal vehicles or vessels of non-customers on Companyproperty, is strictly prohibited.

Echo Boards

MarineMax provides Enhanced Communications through the Home Office (ECHO) bulletin boards in all stores for information sharing purposes. It is Company policy to use ECHO Boards as a supplementary form of communication, providing quick dissemination of information to all Team Members. Company notices that affect Team Members will be posted on the ECHO Boards. The use of the ECHO Board will generally be confined to notices regarding Company information or activities.

Acceptance of Gifts

Advance approval from management is required before you may accept a gift of any kind from a customer, supplier or vendor representative. Politely refuse by saying “Thank you; I’m just doing my job”.

Personnel Records

MarineMax maintains a personnel file on each Team Member. The personnel file includes such information as the Team Member’s job application, resume, records of training, documentation of performance appraisals, salary information, disciplinary actions and other employment records.

Personnel files are the property of MarineMax and access to the information they contain is restricted. Only managers and management personnel of MarineMax who have a legitimate reason to review information in a file are allowed to do so*.

Team Members who wish to review their own file should contact their Regional Human Resources Manager. With reasonable advance notice, Team Members may review their own personnel file in MarineMax’s offices and in the presence of the individual appointed by MarineMax to maintain the files.

Generally, Team Members may not copy items in their personnel file, unless it is otherwise permitted via the state law of the location.

*Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information. This decision will be made at the discretion of the Human Resource Department in response to the request, a legal subpoena, or court order.

Anti-Theft Policy

MarineMax is committed to maintaining a workplace that is free from theft of MarineMax property and the property of other persons located on MarineMax premises. The theft or misappropriation of such property has a serious, adverse effect on the productivity and morale of our Team Members.

Team Members may not, without the prior approval of the Team Member’s immediate manager, remove or attempt to remove MarineMax property from the MarineMax premises. The theft, misappropriation or removal of MarineMax property or property of other persons from MarineMax premises is a violation of MarineMax policy. Team Members who perform or assist in the performance of such theft, misappropriation or removal, will be subject to disciplinary action, up to and including discharge from employment, and prosecution for all unlawful activities.

MarineMax is not responsible for lost or stolen articles of our Team Members or customers.

Return of Property

Team Members are responsible for items issued to them by MarineMax or in their possession or control, such as the following: client lists, credit cards, lap tops or other computer hardware or software, equipment, keys, manuals, protective equipment, tools, uniforms, and written materials. Team Members must return all MarineMax property immediately upon request or upon termination of employment.

Where permitted by applicable laws, MarineMax may withhold from the Team Member’s check or final paycheck the cost of any items that are not returned when required. MarineMax may also take all action deemed appropriate to recover or protect its property.

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Reference Checks

It is MarineMax policy to provide honest and accurate references to legitimate companies and parties who so request. The MarineMax Human Resources Department will only verify salary information if approval by the current or former Team Member is received in writing.

Vehicel Use Policy

MarineMax is committed to safe, accident-free driving. Each team member who drives a vehicle as part of their employment is responsible for its safe operation and condition. A team member is considered to be at work while driving their personal vehicle if they are carrying out a task authorized by MarineMax and recording their mileage for expense reimbursement. All drivers must practice defensive driving and take every possible precaution to avoid accidents. To ensure that no one is injured because of a mechanical defect, Store/Service Managers are responsible for maintaining MarineMax vehicles in a mechanically safe condition. For personal vehicles authorized for company use, the owner/driver is responsible for maintenance.

MarineMax Responsibility

• Each manager is responsible for the safety performance of team members reporting to them. Conduct a Motor Vehicle check prior to allowing a team member to operate a company vehicle or their personal vehicle for company purposes. Ensure that all company vehicles are properly maintained and are in safe condition. Maintain records of maintenance and repairs on all vehicles. Personally inspect the safety equipment semi-annually. Maintain insurance coverage on all vehicles; current insurance information should be kept in the vehicles at all times. Properly discipline team members who violate this policy.

Team Member/Driver Responsibility

• Ensure they are in possession of a valid driver’s license and a safe driving record. Insurance coverage will not be extended to team members using a company owned vehicle without authorization for personal business Drivers operating their personal vehicles for company use are responsible for maintaining appropriate insurance, proof must be provided to MarineMax. Drivers who operate vehicles on company business are representing MarineMax and are responsible for driving in a safe and legal manner. All local, state and federal regulations must be adhered to. Consideration must be shown to pedestrians, cyclists and other drivers. No driver may operate a vehicle while impaired by the influence of alcohol, drugs, medications, excessive fatigue or extreme stress. The team member must notify their manager if they feel their driving may be impaired. All drivers must immediately report and document accidents, damage, problems or concerns to their manager. Each driver must wear a seat belt/shoulder belt while operating a vehicle. The driver is responsible for ensuring that seat belts are worn by all who are passengers in the vehicle. No team member shall ride in the back of a truck or in any vehicle that does not have a seat belt. The vehicle must have enough seat belts to accommodate all passengers. Drivers must not exceed the posted speed limit. Speed should be adjusted depending upon adverse road and/ or weather conditions to ensure that control of the vehicle is maintained, and that the vehicle can be safely stopped. Materials that are dangerous will not be transported in MarineMax vehicles unless properly packaged, marked, labeled and secured in accordance with the DOT. Headlights must be on at all times when vehicle is in operation. Vehicles must be shut off during loading and unloading.

Accident Reporting and Investigation

When an accident occurs, a thorough investigation is necessary to determine the cause and prevent future accidents.

MarineMax Responsibilities

• When an accident occurs with a company owned vehicle, the manager will notify the legal department; when an accident occurs with a personal vehicle authorized for company use, the driver/owner will notify the insurance company. Complete appropriate documents to provide to the legal department and the insurance carrier. The accident report and accompanying documents will be reviewed by the manager/HR Manager for the determination of: ◊ Recommendation for training/retraining ◊ Review/revision of current policies and procedures ◊ Disciplinary action, if appropriate; if an accident is determined to have been preventable (an accident in which the driver failed to exercise every reasonable precaution), based upon charges or after reviewed by accident investigators, the team member may be subject to disciplinary action.

Team Member/Driver Responsibilities

• At the scene, stop immediately and determine injuries and damages. possible. Avoid obstructing traffic whenever

Turn on emergency flashers (hazards). Notify the police and call for an ambulance, if necessary. Be polite, professional and cooperative at all times during the investigation. Provide the requested information to law enforcement or the other party. Ensure that you receive complete information from the other party, if present. In cases involving the police department, ask for a report number. Notify your manager immediately, complete all documents requested by your manager. Be available to answer questions regarding the accident from MarineMax, the police or the insurance company.

Safety Equipment

• First Aid kit Flashlight Ice scraper/snow brush if climate requires

Other Policy Issues

• Team members who have been convicted of DUI (Driving under the Influence) or BUI (Boating under the Influence) will not be permitted to drive a company vehicle or their own vehicle for company purposes for a period of 5 years from the date of the conviction.

Team members are prohibited from talking on hand-held cellular phones, text messaging or using any other electronic communication devices while driving. Team members will be responsible for any parking or speeding tickets. Any team member determined to be driving under the influence of drugs or alcohol while in a company vehicle will be subject to immediate termination. Smoking is not permitted in company vehicles. Family members of team members are not permitted to drive company vehicles.

Company Use of Personal Vehicles

MarineMax provides Company vehicles for qualified Team Members to use when conducting Company business approved by your Manager. As such, we strongly discourage the use of personal vehicles for Company business. If you decide to use your personal vehicle for Company business, you should understand the potential risks associated with that decision.

Specifically, the Company’s commercial auto insurance policy cannot be primary if you are using your personal vehicle for Company business. Therefore, your personal auto policy will be the primary policy against which a claim will be filed, in the unfortunate event of an accident. Please confer with your Manager prior to any use of your personal vehicle for Company business.

Cellular Phone Usage While Driving

MarineMax encourages the safe use of cellular telephones by Team Members who use such devices to conduct business for MarineMax. Team Members must adhere to all federal, state or local rules and regulations regarding the use of cell phones while driving. Accordingly, Team Members must not use cell phones if law, regulation or other ordinance prohibits such usage. Team Members who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions. If you are not sure whether the use of a cell phone while driving is prohibited in a particular area, please check with your Regional Human Resources Manager.

Proper User of Hand-held Phones

Team Members who use hand-held cellular phones while on Company business are prohibited from making or receiving business calls while driving. If a Team Member needs to make or receive a business phone call while driving, it is MarineMax policy that the Team Member should make sure the vehicle is stopped and that he or she is parked in a proper parking area for the call.

Proper User of Hands-free Phones

Team Members who use hands-free telephones must keep business conversations brief while driving, and must stop the vehicle and park in a proper parking area if the conversation becomes involved, traffic is heavy, or road conditions are poor.

General Use of Cell Phones at Work

Excessive personal calls during the workday can interfere with productivity and be distracting to other Team Members. While it is understood that there will be an occasional emergency situation that cannot be avoided, generally Team Members should take/place their personal calls during their breaks or lunch time. Team Members not required to use their cell phones for work purposes should place the phones on silent. Additionally, Team Members are not permitted to use cell phones while operating MarineMax equipment such as boats, forklifts, or golf carts.

Safety is the First Priority

A Team Member’s first responsibility is the safety of themselves, other drivers, pedestrians and the passengers in their car. Team Members should wear safety belts, follow all posted signs and speed limits, not eat while driving, and take sufficient breaks when driving for extended periods of time.

Social Media and Online Communications

We recognize that some of our Team Members actively participate in social media applications such as blogging, social networking, and video sharing. This policy is designed to provide clear guidelines detailing what is and what is not acceptable use of social media both in and outside the workplace. The guidelines are intended to help protect the reputation and credibility of MarineMax, our Team Members, our customers, our vendors and contractors. This policy pertains to all sites considered social media including, but not limited to Facebook, LinkedIn, Twitter, Yammer, YouTube, Instagram, SnapChat, Pinterest and MySpace.

Nothing in this policy is intended to or should be deemed to interfere with your rights under the National Labor Relations Act or any other law, rule, or regulation existing under federal, state, or local law.

As with the Email and Internet Policy, social media sites are to be used solely for business purposes. Team Members should have no expectation of privacy when using the company’s electronic communication systems, equipment and networks. MarineMax reserves the right to monitor, audit, and search Team Member communications and system usage without notice These guidelines apply to professional use of social media on behalf of our Company. You are accountable for your actions and what you write and post at all times.

Acceptable Use and Conduct:

• Use common sense and good judgment - your statements could have an impact on our Company’s reputation. Remember that what you post or publish may be public information for a long time. Respect others in your posts and discussions. Social media networks and online communications shouldn’t be used to attack, harass, criticize or insult MarineMax, fellow Team Members, customers, vendors, contractors, suppliers, competitors or others.

Be transparent. If you’re writing about MarineMax or our industry, use your real name (not a pseudonym), identify that you work for MarineMax, and be clear about your role. If you have a vested interest in what you’re discussing, be the first to openly say so. If you disclose your affiliation as a Team Member of the Company on social media, then you must include a disclaimer that your views are your personal opinions and do not represent those of MarineMax. If you endorse the Company’s products or services on social media, you must disclose your connection to and role at the Company and, unless authorized to speak on behalf of the Company, be sure to reiterate that your views are your personal opinions and do not represent those of the company. Be sensible. Don’t make posts or comments that may be considered defamatory, obscene, libelous, threatening, harassing or embarrassing to others. Disagree with another’s opinion? Keep it appropriate and polite. If you find yourself in a situation that threatens to become antagonistic, refrain from becoming overly defensive and do not disengage from the conversation abruptly. Disengage from the dialogue in a polite manner and seek the advice of the MarineMax legal department. If you’re uncertain about whether to post or discuss something that’s related to MarineMax, seek the advice of your manager or the MarineMax legal department. If you know of a violation of this Policy, you have a duty to report such violations to your manager or MarineMax legal department.

Unacceptable Use and Conduct:

• Don’t disclose any confidential, proprietary or sensitive information regarding MarineMax, our Team Members, customers, vendors, contractors, suppliers, competitors or others. Often, internal communications shouldn’t be forwarded outside of our Company. If you’re uncertain whether information is meant to be private or internal to MarineMax, seek the advice of your manager or the MarineMax legal department. Don’t comment on our legal matters, stock price, financial performance, competitors, strategy or rumors unless you’re specifically authorized to do so. Because MarineMax is a publicly-traded Company, it’s critical that you avoid these topics unless you’re an authorized Company spokesperson. Don’t make defamatory statements, discriminatory statements or sexual innuendos regarding the Company, fellow Team Members, management, customers, competitors, or vendors. Such statements will not be tolerated and will subject the individual to discipline, up to and including termination. Team Members are not to use social media sites for any reason or in any way that may be seen as insulting, disruptive, or offensive by other persons. When using social media sites for business purposes, all Team Members must abide by the terms of the company’s Anti- Harassment and Code of Conduct Policies. Do not host personal blogs, websites or other types of online content on property owned or leased by MarineMax.

Seek Further Advice When:

Refer media and press inquiries to the MarineMax legal department Social media networks, blogs and other types of online content sometimes generate press and media attention. If members of the media, including journalists or bloggers, contact you about a statement that you made that might be considered sensitive to MarineMax or our business, please refer them to the MarineMax legal department.

Obtain permissions if needed. Get appropriate permission before you refer to or post images of current or former Team Members, customers, vendors or suppliers by name. Additionally, get appropriate permission to use a third party’s copyrights, copyrighted material, trademarks, service marks or other intellectual property. Minimize security risks. Social media sites and accounts can attract hackers and can present risks to corporate networks as well as your personal computer or mobile device. A compromised account can also cause disclosure concerns for our Company. To minimize these risks, use a password for social media accounts that isn’t easy to guess. Monitor your social media accounts periodically if you don’t actively use them. Also, be mindful that social media sites sometimes are used to distribute malicious software or code, or “malware.” If you think a link sent to you might be malware, don’t click on it, as it could result in software or code being downloaded or installed on your own computer and/or our Company networks.

Violations of Social Media Policy

If you violate these guidelines, we may require you to correct, edit or remove a post or statement. In addition, violations of these guidelines by Team Members can result in disciplinary action, up to and including termination of employment.

Use of Photographs or Video

As part of your employment with a recreational boat dealership company, you may have the opportunity from time to time to attend various company and customer functions at which photographs of you and your guests may be taken and used for Company purposes. By attending such events, you agree that the Company may use the photographs or videos including the names of you and any minor children and guests, for all purposes, in any and all media, without limitation, including advertising, solicitation, or trade, without the need for prior approval or inspection.

Internet (WEB) Access

MarineMax is committed to providing our Team Members the tools they need to perform their roles efficiently. For those whose job requires accessing information from outside the Company, you may be given access to the vast resources and endless possibilities of the Internet. However, keep in mind that this resource is meant for business use only.

Team Members should not use the Company’s Internet access to visit Websites for personal reasons, or to access sexually explicit Websites or any other Websites deemed inappropriate in the workplace. You should not use any of the Company’s electronic communications for outside commercial purposes. Violations of any of these policies are subject to discipline, up to and including termination.

Intranet and E-mail

For those with e-mail access, the MarineMax E-mail system is provided to give our Team Members an efficient means of communicating with fellow Team Members. Also included in the E-mail system is all of the information contained in this document, various personnel forms, and benefit plan documents.

Team Members will have access to the Company Intranet and/or partner sites and are prohibited from making changes or modifications to any of these sites. It is also against Company policy to alter any document located on the Intranet within the Human Resources Homepage Department Link or any other links without proper authorization.

It is important that you use the E-mail system only for appropriate business purposes. Do not send messages to unintended persons. You should never, except when approved by your manager, send messages to all mail recipients in a location or region. Remember that what you send may be preserved forever.

Additionally, our Company is diligent about complying with all laws as they apply to the solicitation of customers, including “Do Not Call” and email opt-out laws. Accordingly, any email campaign (sent to mass groups or generically addressed to advertise or solicit business) must be handled by our marketing/operations departments and Team Members must refrain from engaging in any such communications.

Printing and distributing Company documents located within our Company Intranet to unauthorized persons is prohibited.

Solicitation for any legally permissible reason using the Company’s E-mail may not occur by a Team Member when the Team Member is working or supposed to be working. Team Members may not use Company electronic communications in any way that may be seen as insulting, disruptive, or offensive by other persons, or harmful to morale. Examples of forbidden transactions include sexually explicit messages, cartoons, jokes, or messages with vulgar or obscene content, unwelcome propositions or love letters, ethnic or racial slurs, or any other message that can be construed to be harassment or disparagement of others based upon sex, race, sexual orientation, marital status, age, national origin, or religious or political beliefs.

Internet / Intranet Monitoring

MarineMax’s Intranet and Internet connections are maintained for business purposes only and all E-mail and related documents are the property of the Company. These systems are expensive and inappropriate use will not be tolerated. MarineMax reserves the right to access and review at our discretion Internet usage and the content of your E-mail messages. Team Members who use our Internet, Intranet or E-mail resources for inappropriate purposes will be subject to disciplinary action, up to and including possible termination.

As a final reminder – do not download files from uncontrolled, non-business Websites or retrieve files attached to messages from people you do not know. Viruses are often sent via E-mail messages and can be contained on Web sites.

Voice and Recording Devices

Voice and video recording devices in the workplace are strictly forbidden, other than those used by Company managers in the usual and ordinary course of their jobs, or by Team Members at the discretion of management. No Team Member may use a voice recorder or video recording device, including video/audio phones, in the workplace without the express written approval of the Team Support Human Resources Department.

The Workplace

Hours of Work

Our business is retail in nature and seasonal which means we must be open during the hours necessary to accommodate the needs of our customers. Your manager will let you know what your work schedule is.

Timesaver

Team Members are not allowed to clock in/out for another Team Member. Failure to comply with this policy will be subject to appropriate disciplinary action, up to and including termination of employment. When leaving Company property, Team Members are required at all times to clock out unless it relates to Company business.

Overtime

It may be necessary from time to time for your department to require that overtime hours be worked in order to meet operational requirements. If this practice is in place, your manager will describe how you are notified that mandatory overtime will be observed and what procedures are used to determine who will be required to work the extra hours.

All overtime must be pre-approved by your manager.

If your position is “non-exempt” under the Fair Labor Standards Act, you will be paid overtime for all hours worked in excess of 40 during a workweek or in accordance with applicable state laws. Paid Time Off or any other time away from work is not included in the calculation of hours worked for determining overtime.

Smoking and the Workplace

In our facilities that permit Team Members to smoke on premises, a designated outside smoking area is made available. Smoking at work, except in these places, is strictly forbidden. The use of chewing tobacco or any other tobacco product is strictly prohibited on MarineMax property. There is no smoking permitted in any MarineMax buildings or in any Company vehicles.

If you do smoke, you are not permitted to take “smoke breaks” in excess of the time and frequency of the break periods provided for other Team Members, which are typically two 15- minute breaks during an 8-hour shift.

Personal Appearance Policy

Dress, grooming, and personal hygiene standards contribute to the morale of all Team Members and affect the business image MarineMax presents to customers and visitors.

During business hours or when representing MarineMax, you are expected to present a clean, neat, and professional appearance. You should dress and groom yourself according to the requirements of your position and accepted social standards. This is particularly relevant if your job involves dealing with customers or visitors in person.

Your manager or department head is responsible for establishing a reasonable dress code appropriate to the job you perform. If your manager feels your personal appearance is inappropriate, you may be asked to leave the workplace until you are properly dressed or groomed. Under such circumstance, you will not be compensated for the time away from work. Consult your manager if you have questions as to what constitutes appropriate appearance.

Without unduly restricting individual tastes, the following personal appearance guidelines will be followed: All clothing must be clean, neat and free from excessive wear, rips, etc. Tank tops, tube tops, crop or halter-tops, or cut-offs may not be worn under any circumstances. Where temperature conditions or business conditions allow, shorts are permissible (with the approval of your manager) if they are worn at an appropriate length. Clothing that is too tight or revealing is also inappropriate for the workplace. Hairstyles are expected to be in good taste. A Team Member’s hair length must not present a safety hazard to himself, herself or others. Unnaturally colored hair and extreme hairstyles, such as spiked hair, do not present an appropriate professional appearance. Excessive makeup is not permitted. Offensive body odor and poor personal hygiene is not professionally acceptable. Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during business hours.

The final decision as to what constitutes appropriate professional appearance is the responsibility of management. Repeated violations of this policy could be cause for disciplinary action, up to and including termination.

MarineMax Drug-Free Workplace Policy

Stateme of Purpose

MarineMax, Inc., along with its subsidiaries (hereinafter collectively referred to as “MarineMax”) is firmly committed to ensuring a safe, healthy, productive and efficient work environment for our Team Members, our customers, and the public in general. MarineMax has a vital interest in ensuring a safe, healthy and efficient working environment and in preventing accidents and injuries resulting from the misuse of alcohol or drugs. The unlawful or improper presence or use of drugs or alcohol in the workplace presents a danger to everyone. For these reasons, MarineMax has established this Drug-Free Workplace Policy. As provided below, drug and alcohol testing is an integral part of our substance abuse policy. Compliance with the policy is required as a condition of continued employment with the MarineMax.

This policy applies to all MarineMax Team Members, including those in managerial or supervisory positions. Questions regarding the meaning or application of this policy should be directed to the Human Resources Department.

This policy is not a contract of employment. All MarineMax Team Members are Team Members at-will. This means that employment can be terminated at any time either by the Team Member or MarineMax with or without cause and with or without notice.

Zero Tolerance

MarineMax prohibits team members from reporting for work with an illegal drug in his or her system. MarineMax enforces this policy consistently with respect to all drugs, including medical marijuana, as the law permits the company to do.

Prohibited Conduct

Prohibited Conduct Concerning Alcohol And Drugs: The following conduct by Team Members is prohibited: Reporting for work or remaining on duty after the Team Member has consumed alcohol of any amount that adversely affects the Team Member’s job performance; Engaging in any illegal or unauthorized use of drugs at any time while on duty or reporting for work or remaining on duty after the Team Member has engaged in any such use that affect the Team member’s job performance; Failing to stay in contact with MarineMax or its medical review officer while awaiting the results of a drug test; Engaging in the unlawful or unauthorized manufacture, distribution, dispensation, solicitation, sale, purchase, transfer or possession of drugs or alcohol while on MarineMax-paid time, on MarineMax premises, in MarineMax vehicles, or while otherwise engaged in activities for or on behalf of MarineMax. The refusal to submit to any drug or alcohol test that is required under the MarineMax’s policy will result in the

Team Member’s immediate termination of employment. This includes tests which Team Members agree to take in conjunction with rehabilitation. For details concerning what conduct will constitute a refusal to submit to a test, refer to the below section entitled “Refusal to Submit to a Test”.

Refusal to Submit to a Test:

A Team Member who engages in any of the following conduct will be considered to have refused to submit to a test: Refusing or failing to appear for any substance abuse test within a specified time, as determined by MarineMax, after being directed to do so by MarineMax; Failing to sign an authorization form permitting the release of the drug test result to MarineMax; Failing to remain at the testing site until the testing process is complete; Failing to provide or failing to attempt to provide a specimen for testing; Failing or declining to take a second drug or alcohol test that MarineMax or collector has directed to be taken; Failing to undergo a medical examination or evaluation, as directed by the MRO as part of the verification process; Adulterating or substituting a specimen, or attempting to adulterate or substitute a specimen; Refusing or failing to notify MarineMax promptly that the Team Member was involved in a work-related accident, without a valid excuse; or, Failing to cooperate with any part of the testing process such as by delaying the collection, testing or verification process or otherwise engaging in conduct that clearly obstructs or manipulates, or attempts to obstruct or manipulate, the testing process.

Reporting Use of Prescription or Non-Prescription Medications

Before reporting to work, if a Team Member is using drug medication legally prescribed in accordance with the prescription, the Team Member should inquire whether the drug manufacturer or doctor warns against driving, operating machinery or performing other work related safety sensitive tasks. If so, the Team Member must inform their supervisor of any such warnings but should not identify the medication being used or the reason for its use.

After being tested, a Team Member or job candidate will be able to confidentially report the use of prescription or non-prescription medications to the Medical Review Officer, as presence of those medications in the body may affect the outcome of the test. A list of common medications by brand name, common name and by chemical name that may alter or affect a drug test is attached.

Required Tests

Except as otherwise provided in this policy and to the extent consistent with applicable federal, state and local laws, Team Members are required to submit to testing under the circumstances described below. Except where conditions otherwise require, all tests will normally be conducted either during or immediately after the regular work period, which includes any period when a Team Member is working overtime.

Job Candidate Testing: All candidates to whom the MarineMax has given a conditional offer of employment are required to submit to a pre-employment drug test. The refusal to submit to the test or a positive confirmed test result will be used as a basis to withdraw the conditional offer of employment at that time.

Random Testing: A Team Member may be asked to submit to a drug and/or alcohol test as part of the MarineMax’s random testing requirement, as state or local law may permit. Team Members are selected at random within each region and must complete the drug and/or alcohol test immediately upon being notified.

Reasonable Suspicion Testing: A Team Member may be required to submit to a drug and/or alcohol test when MarineMax has, in accordance with the applicable state law, a reasonable suspicion that a Team Member is using or has used drugs or alcohol in violation of the MarineMax’s policy.

Routine Fitness for Duty Testing: A Team Member may be asked to submit to a drug test as part of a routinely scheduled fitness for duty medical examination that is either part of MarineMax’ s established policy or that is scheduled routinely for all members of an employment classification or group.

The MarineMax has initially established two (2) employment classifications that require routine fitness for duty testing. Those classifications are (1) operators of hazardous equipment or machinery, and (2) MarineMax drivers. All Team Members so classified may be required to submit to annual testing.

Consequences for Policy Violations

Team Members who violate the MarineMax’s policy are subject to the following consequences:

Consequences of Testing Positive or Refusal to Allow Test

Job Candidates: If a candidate to whom a conditional job offer has been made refuses to take a pre- employment drug test, the job offer will be withdrawn. If a candidate to whom a conditional job offer has been made receives a confirmed positive test, on a pre-employment drug test, the job offer will be withdrawn. The individual may reapply to MarineMax after six months have passed and will be required to successfully take another pre-employment test. Following a negative re- test, if hired and to the extent permitted under applicable federal, state and local laws, the individual will be required to undergo random quarterly testing for a period of one year prior to being placed in the “random” pool for testing. A positive test at any time will result in termination with no eligibility for rehire.

An individual who has previously been employed by MarineMax and was terminated as a result of a violation of the Drug Free Workplace Policy may reapply to MarineMax after one year has passed provided he/she shows proof of successful completion of rehabilitative treatment. If re- hired and to the extent permitted under applicable federal, state and local laws, the individual will be required to undergo random quarterly testing for a period of one year prior to being placed in the “random” pool for testing. A positive test at any time will result in termination of employment with no eligibility for rehire.

A Team Member is Selected at Random and Refuses to Test, Tests Positive, or Admits to Drug Use After Being Selected for Random Testing: Should the Team Member refuse to submit to testing, the Team Member’s employment will be terminated immediately. If the Team Member tests positive, the Team Member will be suspended without pay for a full work week, during which time the Team Member may decide if he/she wants to continue employment with the MarineMax. MarineMax will send the Team Member a letter within five (5) days of the receipt of notification from the Medical Review Officer notifying MarineMax of the Team Member’s positive test result. The letter will outline the Team Member’s rights and the manner in which to challenge a positive test result. The Team Member is responsible for any costs associated with the challenge. Prior to returning to work, the Team Member must voluntarily seek rehabilitative treatment and/or counseling at Team Member’s own expense and he/she must authorize release of information to the MarineMax his/her treatment progress. The Team Member must comply with random quarterly testing for a period of one year. In the following states the random quarterly rule applies for two (2) years: Alabama, Georgia, Florida, Tennessee, Minnesota and Oklahoma. After successful completion of treatment and the quarterly random testing, the Team Member goes back into the “random” pool for testing. Refusal to participate in the program, failure to successfully complete the program, or a second positive confirmed test result after completion of the program, will result in termination

Reasonable Suspicion following an Incident or Accident:: In the event that a Team Member is involved in, caused or contributed to an accident while at work, either on or off MarineMax premises, resulting in injury or property damage or loss of work time, two supervisors or managers (if available) will interview the individual(s) to ascertain whether there is reasonable suspicion that the Team Member has or may have used drugs or alcohol in violation of MarineMax policy. An incident report documenting their observations and the results of the Team Member interview will be prepared. In the event that the two supervisors/managers (if available) determine that there is reasonable suspicion that the Team Member has or may have used drugs or alcohol in violation of MarineMax policy, the Team Member will immediately be escorted for testing. Pending the results of the drug test the Team Member will be suspended without pay until the results are received. If the test comes back with a negative result, the suspension will be paid and the Team Member is cleared to return to work. f the Team Member refuses to submit to a drug and/or alcohol test or is tested positive and confirmed positive, his/her employment will be terminated immediately.

Reasonable Suspicion: If a Team Member is at work and MarineMax has, in accordance with the applicable state law, reason to suspect the Team Member has or may have used drugs or alcohol in violation of MarineMax policy, categorized by direct observation of abnormal conduct or erratic behavior, at least two supervisors/managers, if available, will interview the Team Member and complete an incident report documenting their observations and the results of the Team Member interview. Following the interview, the Team Member will be immediately escorted for testing. Should the Team Member refuse to submit to testing, the Team Member’s employment will be terminated immediately. Pending the results of the drug test, the Team Member will be suspended without pay until the results are received. If the test comes back with a negative result, the suspension will be paid and the Team Member is cleared to return to work. Should the Team Member produce a confirmed positive test result, the Team Member will be suspended without pay for a full work week, during which time the Team Member may decide if he/she wants to continue employment with the MarineMax. Prior to returning to work, the Team Member must voluntarily seek rehabilitative treatment and/or counseling at Team Member’s own expense and he/she must authorize release of information to MarineMax concerning his/ her treatment progress. The Team Member must comply with random quarterly testing for a period of one year. Team Members in Alabama, Georgia, Florida, Tennessee, Minnesota and Oklahoma will be subject to follow up testing for two (2) years. After successful completion of treatment and the quarterly random testing, the Team Member goes back into the “random” pool for testing. Refusal to participate in the program, failure to successfully complete the program, or a second positive confirmed test result after completion of the program, will result in termination.

Consequences After a Second Confirmed Positive Test Result

After following the procedures outlined above, if a Team Member has a second verified positive test result, the Team Member will be subject to termination.

Consequences of a Negative but Diluted Result

A diluted specimen will require a retest. Before retesting takes place a Regional Human Resources Manager will provide specific instruction to the Team Member on fluid intake prior to retesting to prevent another diluted specimen. The collection for another test must be done immediately or the following morning of the workday after the Team Member has been notified unless there are extenuating circumstances communicated and approved by the Human Resources Department.

A second diluted test carries the same consequences as testing positive unless a medical evaluation validates a legitimate medical explanation for the diluted test.

Self-Identification of Substance Abuse Problem

Before a Positive Drug Test Result

MarineMax shall not discharge, discipline, or discriminate against a Team Member solely upon the Team Member’s voluntarily seeking treatment while under the employment of MarineMax for a drug-related problem if the Team Member has not previously tested positive for drug use, entered an Employee Assistance Program for drug-related problems, or entered an alcohol and drug rehabilitation program. We encourage Team Members to seek assistance before their drug and/or alcohol use renders them unable to perform their essential job functions or jeopardizes the health and safety of themselves or others. If the Team Member is participating in a medical insurance plan, treatment and/or counseling may be covered by insurance, or the Team Member can select an Employee Assistance Program. The cost of the evaluation and any counseling, treatment or rehabilitation is the Team Member’s responsibility. (For further details concerning the Team Member’s payment obligations, Team Members should refer to their individual medical insurance plan.) In either case, the information will be kept strictly confidential.

If a Team Member voluntarily comes forward and seeks help prior to being required to submit to a drug or alcohol test, no disciplinary action will be taken against the Team Member. The Team Member must voluntarily agree to seek, obtain and complete rehabilitative treatment and/or counseling at Team Member’s own expense and he/she must authorize release of information to the MarineMax concerning his/her treatment progress. The Team Member will be expected to perform his/her job and report for work unless the treatment program counselor requires the Team Member to miss work. Enrollment in a treatment program or attending counseling will not grant a Team Member a license to violate any MarineMax policies or shield the Team Member from disciplinary actions for such violations. MarineMax reserves the right, under certain circumstances including, but not limited to safety and security, to reassign the Team Member to another position.

This request must be made before the Team Member is asked to submit to a drug or alcohol test required by this policy. Team Members may not use this self-identification provision to avoid taking a test when required under this policy or to avoid being disciplined for receiving a positive test result or for refusing to submit to a test.

After returning to work, follow-up testing for drugs and/or alcohol will be conducted on a random basis pursuant to recommendations of the substance abuse professional and applicable state law. After successful completion of treatment and the appropriate random testing, the Team Member goes back into the “random” pool for testing.

If a Team Member tests positive for drugs or alcohol following the completion of the primary phase of a treatment program, his or her employment will be terminated. If the Team Member does not complete the drug or alcohol treatment program or does not comply with the terms of the treatment program, his or her employment will be terminated. A positive test at any time will result in termination.

Challenges to Test Results, Confidentiality, Testing Expenses

Challenges to Test Results

Team Members have the right to challenge any confirmed positive result. All challenges must be filed in writing within five (5) working days of receiving notification of such results. The first stage requires the Team Member to explain or contest the result in writing to his or her Regional Human Resources Manager. If the explanation is unsatisfactory, the Team Member will be notified of such in writing within fifteen (15) days of the date the challenge was received. The Team Member will be provided with a copy of the positive test result and the name and address of the laboratory. If the Team Member decides to challenge the test results, it is his or her responsibility to notify the laboratory that he or she is challenging the test result. The Team Member will be responsible for all costs associated with such a challenge. Within 180 days after written notification of a positive test result, the candidate/Team Member shall be permitted by MarineMax to have a portion of the specimen re-tested, at the expense of the candidate/Team Member. If the candidate/Team Member desires to have the specimen tested at another laboratory, have the first laboratory transfer the specimen to the second laboratory. MarineMax will not make the transfer.

Cost of Testing

MarineMax shall pay the cost of the initial and confirmation drug and/or alcohol tests that it requires of its Team Members. A Team Member shall pay the cost of any drug and/or alcohol tests not required by the MarineMax.

Confidentiality

All information, interviews, reports, statements, memoranda, and drug and alcohol test results, written or otherwise received by MarineMax through this Policy are confidential communications and will be maintained in a separate file. MarineMax, any laboratory, Employee Assistance Program, drug or alcohol treatment program or their agents who receive or have access to this information concerning drug and/or alcohol test results shall keep it confidential. Release of such information under any other circumstances shall be solely pursuant to a signed written informed consent form, unless such release is compelled by a hearing officer or court of competent jurisdiction or if deemed appropriate by a professional or occupational licensing board in a related disciplinary proceeding. Additionally, MarineMax, its agent, the laboratory or treatment program shall not be prohibited from releasing this information when consulting legal counsel.

Convictions

If you are convicted of any drug-related crime (sale, use or possession), including, but not limited to DUI or BUI conviction, you must notify your Regional Human Resources Manager within five (5) days of your conviction. Failure to notify them of such conviction is grounds for termination.

This policy supersedes all previous drug-free workplace policies. MarineMax reserves the right to amend, change or alter the Policy without the consent of its Team Members.

Definitions

The definitions used in this Drug-Free Workplace Policy are:

Alcohol: means ethyl alcohol (ethanol). References to use of alcohol include use of any beverage, mixture or preparation containing ethyl alcohol or other low molecular weight alcohols including methyl or isopropyl alcohol.

Alcohol Use: means the consumption of any beverage, mixture or preparation, including any medication containing alcohol.

Confirmation Test: Confirmed or Confirmed Drug Test means a second analytical procedure run on a sample that was positive on the initial screening test. The confirmation test must be different in scientific principle from that of the initial test procedure. The confirmation method must be capable of providing requisite specificity, sensitivity and quantitative accuracy. The confirmation test for alcohol will be gas chromatography and the confirmation test for all drugs will be gas chromatography/mass spectrometry.

Controlled Substance: means marijuana, cocaine, opiates, amphetamines and phencyclidine (PCP) and their metabolites and any other substance included in Schedules I through V, of the Controlled Substances Act, 21 U.S.C. § 812. The terms “controlled substances” include legal substances obtained illegally and/or used in an unauthorized manner, but does not refer to the proper use of substances authorized by law which do not affect job safety or performance.

Drug: means alcohol, including distilled spirits, wine, malt beverages and intoxicating liquors, amphetamines, cannabinoids, cocaine, phencyclidine (PCP), hallucinogens, methaqualone, opiates, barbiturates, benzodiazepines, synthetic narcotics, designer drugs, or a metabolite of any substance listed herein.

Drug Test: means any chemical, biological or physical instrumental analysis administered by a laboratory certified by the United States Department of Health and Human Services or licensed by the Agency for Health Care Administration for the purpose of determining the presence/absence of a drug or its metabolites.

Employee Assistance Program: means an established program capable of providing expert assessment of employee personal concerns; confidential and timely identification services with regard to employee drug abuse; referrals of employees for appropriate diagnosis, treatment and assistance; and follow-up services for employees who participate in the program and require monitoring after returning to work. If, in addition to the above activities, an Employee Assistance Program provides diagnostic and treatment services, these services shall, in all cases, be provided by service providers.

Illegal Substances: means any substance that is not legally obtainable or which is legally obtainable, but has not been legally obtained.

This includes the following drugs: amphetamines, barbiturates, benzodiazepines, cannabinoids (marijuana), cocaine, methaqualone, methadone, opiates, propoxyphene and PCP that are used unlawfully or abused. Unlawful usage refers to the illegal obtaining, possessing and/or using of a drug as defined by the Controlled Substances Act or state or local regulations. This term also includes prescribed drugs not legally obtained, prescribed drugs not being used for prescribed purposes, and over-the-counter drugs not being used according to the manufacturer’s directions.

Impairment: This policy is primarily concerned with the effects of alcohol/drug use in performance, regardless of when the substances were ingested. This concern, therefore, considers impairment as not only being under the influence of a substance, but also the after-effects of usage, e.g. hangover, withdrawal symptoms, fatigue, etc.

Initial Drug Test: means a sensitive, rapid and reliable procedure to identify negative and presumptive positive specimens. All initial tests shall use an immunoassay procedure or an equivalent, or shall use a more accurate scientifically accepted method approved by the Agency for Health Care Administration as such more accurate technology becomes available in a cost-effective form.

Job Candidate: means a person who has applied for a position with an employer and has been offered employment conditioned upon successfully passing a drug and/or alcohol test.

Laboratory: means a facility licensed by the Agency for Health Care Administration or in certain cases, a facility certified by the National Institute of Drug Abuse (NIDA) to analyze specimens for detection of drugs.

Legal Substance: includes any prescribed substances or over-the-counter medication that has been legally obtained and is used for the purpose for which it was prescribed or manufactured. Team Members who lawfully use over-the-counter or prescribed medications are responsible for understanding how their job performance may be affected and are responsible for reporting to their supervisor any potential impairment in their ability to perform their duties.

Medical Review Officer (MRO): means a licensed physician, employed with or contracted by an employer, who is responsible for receiving and reviewing all confirmation results from the laboratory. The MRO is responsible for contacting all positively tested individuals to inquire about possible prescriptive or over-the-counter medications that could have caused a positive test result. The MRO must have knowledge of substance abuse disorders and have the appropriate medical training to interpret and evaluate a positive test result with prescriptive or other relevant information.

Non-Prescription Controlled Substances: means amphetamines, cannabinoids, cocaine, phencyclidine (PCP), hallucinogens, methaqualone, opiates, barbiturates, benzodiazepines, synthetic narcotics, and designer drugs obtained without a prescription.

Non-Prescription Medication: means medication that is authorized pursuant to state and federal law for general distribution and use without a prescription in the treatment of human disease, ailments or injuries.

Positive Screening Result: is a screening result from a urinalysis, blood test or other controlled substance or alcohol test indicating that controlled substances or alcohol are present in the Team Member/candidate’s system.

Post-Incident / Post-Accident Testingt: If you caused, could have caused, or contributed to the cause of an injury or an accident which results in injury or property damage, or loss of work time you will be required to submit to a drug and alcohol test if two managers (if available) determine that there is reasonable suspicion that that you have or may have used drugs or alcohol in violation of MarineMax policy.

Prescription Medication: means a drug or medication obtained pursuant to a prescription.

Random Drug Testing: As permitted by applicable state and local law, Team Members who will be subject to random testing will be put into one or more random selection pools and will be selected for testing by MarineMax using a scientifically-valid random selection process that ensures that each Team Member in the selection pool has an equal chance of being selected each time a selection is conducted. Appropriate safeguards will be used to ensure that the identity of individual Team Members who could be selected cannot be determined until after a Team Member is actually selected.

Reasonable Suspicion or Reason to Suspect: means an articulable belief that a Team Member possesses or uses drugs or alcohol at the workplace, in violation of the MarineMax’s policy, as demonstrated by the direct observation of drug use or physical symptoms including but not limited to intoxication, impairment, abnormal conduct or erratic behavior which adversely affects or could adversely affect his or her job performance.

Safety-Sensitive Position: includes, but is not limited to, any position or job task designated as such by the employer, in which a drug or alcohol impairment could threaten the safety of the Team Member, co-workers or other Team Members, customers or members of the public.

Specimen: means a tissue or product of the human body capable of revealing the presence of alcohol and/or drugs or their metabolites.

Substance Abuse Professional (SAP): is a person who evaluates Team Members who have violated this policy and makes recommendations concerning education, treatment, follow-up testing, and aftercare. A SAP may be a licensed physician (medical doctor or doctor of osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional, or an addiction counselor. A SAP must have knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substances-related disorders.

Threshold Detection Level: means the level at which the presence of a drug or alcohol can be reasonably expected to be detected by an initial and a confirmatory test performed by a laboratory that meets standards established herein. The threshold detection level indicates the level at which valid conclusions can be drawn that the drug or alcohol is present in the Team Member’s sample.

Under the Influence: means that the Team Member is affected by drugs and alcohol, or the combination of drugs and alcohol, in a detectable manner. A determination of such influence can be established by a professional opinion, a scientifically valid test, or in some cases, by a layperson’s opinion.

Over-the-Counter and Prescription Drugs that Could Alter the Outcome of a Drug Test

Alcohol: All liquid medications containing ethyl alcohol (ethanol). Read the label for alcohol content.

Amphetamines: Obetrol, Biphetamine, Desoxyn, Dexedrine, Didrex

Cannabinoids (Marijuana): Marinol (Dronabinol, THC)

Cocaine: Cocaine HCI topical solution (Roxanne)

Opiate: Paregoric, Parepectolin, Donnagel, PG, Tylenol with Codeine, Empirin with Codeine, Robitussin AC, Guiatuss AC, Novahistine DH, Novahistine Expectorant, Dilaudid (hydromorphone), MS Contin and Roxanol (Morphine), Sulfate, Percodan, Vicodin, etc.

Barbiturates: mhenobarbital, Tuinal, Amytal, Nembutal, Seconal, Lotusate, Fiorinal, Esgic, Butisol, Mebaral, Butabarbital, Phrenilin, Triad etc.

Benzodiazepines: Ativan, Azene, Clonopin, Dalmane, Diazepam, Librium, Zanax, Serax, Tranxene, Valium, Verstran, Halcion, Poxipam, Restoril, Centrax.

Methodane: Dolophine, Methadose

Propoxyphene: Darvocet, Darvon, Dolene etc.

If you are given this list as preparation for a drug or alcohol test, it is imperative for you to bring a picture ID with you to the collection site, a Release of Confidential Information form, and to report to the testing technician any prescribed or over-the-counter medications you have taken during the past thirty (30) days.