Associate Handbook FY2026_FINAL

Associate Handbook FY 2026

FOREWORD

Perfection Group, Inc. believes that it is important to keep you fully informed about its policies, procedures, practices and benefits, and the obligations you assume as an associate. We urge you to become familiar with them and if you have any questions on any matter pertaining to your employment, please contact your supervisor or the Associate Experience Team [aka: Human Resources]

This Associate Handbook (“Handbook”) is intended to provide associates of Perfection Group, Inc. with basic information. Your employment relationship with Perfection Group, Inc. is “at-will” meaning both you and Perfection Group, Inc. may end the employment relationship with or without reason, cause, or notice. This means that you have the right to leave at any time for any reason or for no reason at all, and we have the right to terminate employment at any time for any reason that does not violate any wrongful discharge laws.

The policies and practices which are included in this Handbook reflect a great deal of care and concern for the people who make it possible for Perfection Group, Inc. to exist – ITS ASSOCIATES! These policies may change with time, or they may need to be clarified, amended, supplemented, or revoked. This company maintains the responsibility and the right to make these changes or to deviate from these policies at any time and will advise you when this happens. The CEO of Perfection Group, Inc. has authority to establish other policies, procedures, rules, and benefits, which are deemed necessary to implement management decisions. Even so, please understand that no one in the company has the authority to enter any agreement with you for employment for any specified period or to make any promises or commitments regarding your employment, other than an agreement in writing signed by the CEO.

The descriptions of various fringe benefits such as group insurance are summaries only. Should the description in this Handbook differ with formal agreements or documents involved, the formal and complete plans are to be considered correct. As noted above, these benefits and policies and practices are subject to change. Additionally, a separate Policy & Procedures manual exists to accompany this summary for the detail and execution of the policies and procedures herein.

Please consult with your supervisor or a member of the Associate Experience Team if you have questions related to any of the information supplied in this Handbook. The information in this Handbook replaces any previously issued.

PERFECTION GROUP, INC. BRAND STATEMENTS

Our Purpose Statement

We believe a well-managed facility can transform our world.

Mission

We design, build, and improve facility comfort, efficiency, and health.

Vision

Building a better future one facility at a time.

Our Core Values

Work Together Do What’s Right Be Transparent Build Loyalty

COMPANY POLICIES

“AT-WILL” EMPLOYMENT STATEMENT

Nothing contained in this Handbook or in any other materials or information distributed by the company creates a contract of employment between an associate and Perfection Group, Inc. Employment is on an at-will basis. This means that associates are free to resign their employment at any time, for any or no reason, with or without notice; and Perfection Group, Inc. Inc., retains the same right. No statements to the contrary, written, or oral, made either before or during an individual’s employment can change this. No individual supervisor, manager or other officer can make a contrary agreement, except the CEO, and even then, such an agreement must be set forth in a written employment contract with the associate, signed by the CEO.

The statements in this Handbook are intended for all associates of Perfection Group, Inc., its divisions, and subsidiaries. The company can and will revise, change, or terminate any provision in this Handbook or the policies and procedures they represent at any time, with or without notice.

FORCED OR INVOLUNTARY LABOR

Associates shall not be subject to any form of forced, compulsory, bonded, indentured, or prison labor. All work is voluntary, and Associates have the freedom to terminate their employment at any time without penalty, given notice of reasonable length.

OPEN COMMUNICATION/DISPUTE RESOLUTION

We believe that communication is the heart of good associate relations at Perfection Group, Inc. Associates should share their concerns, seek information, provide input, and

resolve work-related issues by discussing them with their supervisors until they are fully resolved. It may not be possible to achieve the results an associate wants, but the supervisor needs to attempt to explain in each case why a certain course of action is preferred. If an issue cannot be resolved at that level, the associate is welcome to discuss the issue with the manager of his/her department. The supervisor should set up a time for both parties to meet with the manager. If the associate’s concern cannot be resolved by the manager, the associate may discuss it with an officer of the company. The manager should schedule that meeting for the associate.

Regardless of the situation, associates should be able to openly discuss any work-related problems and concerns without fear of retaliation. Managers and supervisors are expected to listen to associate concerns, encourage their input, and seek resolution to the issues and concerns. Often this will require arranging a meeting in the near future. Managers and/or supervisors are to set up these meetings as quickly as possible, and associates are expected to understand that issues may not always be addressed at the moment they arise. Discussing these issues and concerns with management will help to find a mutually acceptable solution for nearly every situation.

If an associate has a concern about discrimination and/or harassment, Perfection Group, Inc., has set up special procedures to report and address those issues. The proper reporting procedures are set forth in the company’s Harassment and Discrimination Policy.

EQUAL EMPLOYMENT OPPORTUNITY

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Perfection Group, Inc. will be based on merit, qualifications, and abilities. Equal employment opportunity is not only good practice-it is the law and applies to all areas of employment, including recruitment, selection, hiring, training, transfer, promotion and demotion, layoff and recall, termination, compensation, and benefits.

As an equal opportunity employer, Perfection Group, Inc. does not discriminate in its employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status or any other basis that would be in violation of any applicable federal, state, or local law.

Any associate with questions or concerns about any type of discrimination in the workplace should bring these issues to the attention of their immediate supervisor or a member of the Associate Experience Team. Associates can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA) are federal laws that require employers with 15 or more employees to not discriminate against applicants and individuals with disabilities and, when needed, to provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position unless doing so would result in an undue hardship. Please contact a member of the Associate Experience Team to request reasonable accommodation.

UNLAWFUL HARASSMENT AND/OR DISCRIMINATION

Perfection Group, Inc. strives to maintain a workplace that fosters mutual associate respect and promotes harmonious, productive working relationships. It is the policy of Perfection Group, Inc. Inc., to provide a workplace free of unlawful discrimination, harassment, or bullying of, or by, our associates. Unlawful discrimination, harassment, or bullying is considered an act of serious misconduct and will subject an individual to disciplinary action, including, in an appropriate case, termination of employment.

Unlawful discrimination is defined as taking an adverse job action against an associate that is based upon a person’s protected status, such as race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status or other legally protected group status.

Unlawful harassment is defined as unwelcome or unsolicited verbal, physical or sexual conduct that is based upon a person’s protected status, such as race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status or other legally protected group status. Harassment occurs where submission to such conduct is an explicit or implicit condition of employment, where submission to or rejection of such conduct is used as the basis for making employment decisions or which has the purpose or effect of substantially interfering with an associate’s job performance or which creates an intimidating, hostile or offensive working environment. Unlawful harassment may, in certain circumstances, include conduct of a customer or supplier of goods or services to Perfection Group, Inc. Harassment may also include conduct that demeans or shows hostility or aversion toward an individual because of his or her protected status or that of his or her relatives, friends, or associates.

Some examples of what may be considered unlawful harassment, depending on the facts and circumstances, are the following:

• Verbal harassment, e.g., derogatory, or vulgar comments or jokes regarding race, sex, religion, national origin ancestry, age, or disability; threats of physical harm; or distribution of written or graphic material having such effects.

• Physical harassment, e.g., hitting, pushing, touching or other physical contact, or threats to take such action.

• Sexual harassment, e.g., unwelcome, or unsolicited sexual advances, sexually oriented or obscene conversation or gestures, demands for sexual favors, touching or other verbal or physical conduct of a sexual nature.

While such conduct often can be unlawful harassment only if it is both unwelcome and either severe or pervasive, the Company nonetheless discourages any such conduct in the workplace, regardless of the circumstances and regardless of whether it is unlawful.

Perfection Group, Inc. expects that everyone will act responsibly to establish a pleasant and friendly work environment. However, if an associate feels he/she has been subjected to any form of unlawful harassment, discrimination, or bullying, the associate should firmly and clearly tell the person engaging in the harassing and/or discriminating conduct that it is unwelcome, offensive and should stop at once. Any associate who witnesses or experiences any discrimination and/or unlawful harassment must immediately report that incident to his/her

immediate supervisor, department head, or a member of the Associate Experience Team That person will take the necessary steps to initiate an investigation of the discrimination and/or unlawful harassment claim.

Perfection Group, Inc. will investigate in as confidential a manner as possible. A timely resolution of each complaint will be reached and communicated to the associate and the other parties involved. Appropriate disciplinary action, up to and including termination, will be taken promptly against any associate engaging in discrimination, unlawful harassment, or bullying. Retaliation against any associate for filing a complaint or participating in an investigation is strictly prohibited. However, any associate that knowingly makes a false claim of unlawful harassment and/or discrimination will be subject to disciplinary action up to and including termination.

Occasionally, talking with a supervisor, department leader, or someone on the Associate Experience Team about this conduct is not an option. If an associate feels that his/her complaint has not been or cannot be properly managed, he/she may forward the complaint to the CEO or COO of the company.

DRUG FREE WORKPLACE AND SUBSTANCE ABUSE

The use and/or abuse of drugs, alcohol, or prescription pharmaceuticals account for tremendous losses in efficiency, attendance, and costs of company-provided health care. These abuses may also impact the safety of all associates and visitors, damage the reputation of Perfection Group, Inc. Inc., and violate state and federal laws. In addition, the use and/or abuse of drugs and alcohol can have severe health consequences and lead to the destruction of family unity. For these reasons, Perfection Group, Inc. has adopted a Drug Free Workplace Policy With this policy, it is the intention of the company to use every lawful means to establish and maintain a drug and alcohol-free workplace.

For the purposes of this handbook, a summary is provided. Please see the Drug-Free Workplace Policy for full details.

This policy prohibits the use, sale, manufacture, distribution or possession of alcohol or drugs, drug paraphernalia, or any combination thereof, on any company premises or at any location where the associate is performing his/her job duties. This includes company vehicles on or off company premises. Violation of this policy will subject the associate to disciplinary action up to and including immediate discharge and may have legal consequences.

Perfection Group, Inc. shall have the right to require any associate to submit to drug and/or alcohol testing under the following circumstances:

• Pre-Hire - As part of our pre-hire screening procedures.

• Post-Accident – Where the associate was involved in an accident

• Reasonable Suspicion – When observable behavior or physical signs create reasonable suspicion that the associate may be impaired while at work Random Screening- All associates are subject to random urine screening. Associates must complete the drug screening as promptly as possible. It will be considered a refusal to submit if the screening is not completed in the allotted time frame.

• Post-Leave – As a matter of standard practice when the associate has been absent from

the workplace on any form of leave for 60 or more days.

This list is not meant to limit the circumstances under which a drug or alcohol test may be required. Perfection Group, Inc. can require testing for the presence of alcohol or drugs for other lawful purposes.

All associates must, as a condition of employment, abide by the terms of this policy and must report any convictions under a criminal drug statute for violations occurring on or off company premises. This report must be made within five days of a conviction and is mandated by the Drug Free Workplace Act of 1988.

This policy is not meant to prohibit the consumption of alcohol when and where management as part of a company function specifically authorizes it. This policy does not limit the right of the company to invoke disciplinary action for any unauthorized activity not enumerated above.

WEAPONS

Despite some state laws that allow people to carry firearms in public, Perfection Group, Inc. prohibits anyone from possessing or carrying weapons of any kind on company property, in company vehicles or while on company time. This prohibition against weapons includes:

• Any form of weapon or explosive device.

• All firearms; and

• All illegal knives or knives with blades that are more than six (6) inches in length.

If an associate is unsure whether an item is covered by this policy, please contact a member of the Associate Experience Team. Associates are responsible for making sure that any item they possess is not prohibited by this policy.

While the company has a policy prohibiting weapons, nothing in this statement shall be construed as creating any duty or obligation on the part of Perfection Group, Inc. to take any action beyond those required of an employer by existing law.

VIOLENCE IN THE WORKPLACE

The safety and security of all associates is of primary importance at Perfection Group, Inc. Threats, threatening and abusive behavior, or acts of violence against associates, visitors, customers, or other individuals by anyone on Perfection Group, Inc. property will not be tolerated. Violations of this policy will lead to accelerated disciplinary action, not corrective action, up to and including termination and/or referral to appropriate law enforcement agencies for arrest and prosecution. Perfection Group, Inc. can and will take any necessary legal action to protect its associates, customers, and property.

Any person who makes threats, exhibits threatening behavior, or engages in violent acts on company premises shall be removed from the premises as quickly as safety permits and shall remain off company premises pending the outcome of the investigation. Following investigation, the company will initiate an immediate and appropriate response. This response may include, but is not limited to, suspension and/or termination of any business relationship, reassignment of job duties, suspension, or termination of employment and/or

criminal prosecution of the person or persons involved.

All associates are responsible for notifying management of any threats that they witness or receive or that they are told another person witnessed or received. Even without a specific threat, all associates should report any behavior that they have witnessed that they regard as potentially threatening or violent or which could endanger the health or safety of an associate when the behavior has been carried out on a company-controlled site or is connected to company employment or company business. Associates are responsible for making this report regardless of the relationship between the individual who initiated the threatening behavior and the person or persons being threatened. The company understands the sensitivity of the information requested and has developed confidentiality procedures that recognize and respect the privacy of the reporting associate.

RIGHT TO SEARCH/NO PRIVACY EXPECTATIONS

Access to Perfection Group, Inc. premises is conditioned upon its right to inspect or search the person, vehicle or personal effects of any associate or visitor. This may include any associate’s office, desk, computer & related equipment, file cabinet, closet, locker, lunchbox, vehicle, clothing, or similar place. Associates should have no expectation of privacy in connection with any of these listed places. Because even a routine inspection or search might result in the viewing of an associate’s personal possessions, associates are encouraged not to bring any item of personal property to the workplace that they do not want revealed to others in the company.

Any prohibited materials (or materials that may be found to be prohibited) that are found in an associate’s possession during an inspection or search will be collected and retained by management and placed in a sealed container or envelope. The associate’s name, date, circumstances under which the materials were collected, and by whom they were collected will be recorded and attached to the container or written upon the envelope. If after further investigation, the collected materials prove not to be prohibited, they will be returned to the associate, and the associate must sign a receipt for the contents. If the prohibited materials prove to be illegal and/or dangerous, they will not be returned to the associate but may be turned over to the appropriate authorities.

From time to time, and without prior announcement, inspections or searches may be made of anyone entering, leaving, or on the premises or property of the company (including alcohol and/or drug screens or another testing). Refusal to cooperate in such an inspection or search (including alcohol and/or drug screens) shall be grounds for disciplinary action, up to and including termination.

CONFIDENTIAL AND PROPRIETARY INFORMATION

Associates of Perfection Group, Inc. will receive and have access to information that is confidential in nature to the company, its customers, and vendors. Associates are not to disclose any such confidential information to (a) any other person in the company unless there is a legitimate business reason for doing so; or (b) any person outside the company unless management has expressly stated that the information can be disclosed to that person. This obligation exists after the associate leaves the company

Perfection Group, Inc. has developed certain proprietary products and processes that are

unique to the company. Keeping such information from competitors plays an important part in our success. All inventions, discoveries, concepts, improvements, formulas, processes, devices, methods, innovations, designs, computer programs, ideas, and product developments, conceived or developed by an associate at any time during the term of their employment shall be the exclusive property of Perfection Group, Inc. The associate hereby assigns, transfers, and conveys to Perfection Group, Inc. all rights, titles, and interest in and to all such stated developments.

Associates also acknowledge that all customers and prospective customers of Perfection Group, Inc., whether obtained or retained through the efforts of the associate, shall be and remain solely the customers of Perfection Group, Inc. and shall not be or become customers of the associate. During the associate’s employment with Perfection Group, Inc. and for a period of two (2) years after termination of his employment with Perfection Group, Inc. for any reason, neither associate, nor any person, firm, corporation, or other entity with which associate is associated or in which associate has an interest, shall directly or indirectly, (i) induce or encourage any customers of Perfection Group, Inc.to cease to do business with or cease to use the services or products of Perfection Group, Inc.; (ii) induce or encourage any customers to do business with or to use the services or products of any person, firm, or entity in competition with Perfection Group, Inc..; or (iii) accept any business from, engage in business with, provide services, or sell products to any customers in connection with any business which is in competition with the business of the Perfection Group, Inc.

COMPANY PROPERTY – INVENTIONS, DESIGNS AND PRODUCT DEVELOPMENTS

All inventions, discoveries, concepts, improvements, formulas, processes, devices, methods, innovations, designs, computer programs, ideas and product developments (collectively, the "Developments"), developed or conceived by Associate, solely or jointly with others, whether or not patentable or copyrightable, at any time during the term of Associate's employment with the Company, which relate to the actual or planned business activities of the Company, and all of the Associate's right, title and interest therein, shall be the exclusive property of the Company.

The Associate hereby assigns, transfers, and conveys to the Company all rights, title, and interest in and to all such Developments. Associate shall disclose fully, as soon as practicable and in writing, all Developments to the Company. At any time and from time-to time, upon the request of the Company, the Associate shall execute and deliver to the Company any and all instruments, documents and papers, give evidence, and do any and all other acts which, in the opinion of counsel for the Company, are or may be necessary or desirable to document such transfer or to enable the Company to file and prosecute applications for and to acquire, maintain and enforce any and all patents, trademark registrations or copyrights under United States or foreign law with respect to any such Developments, or to obtain any extension, validation, reissue, continuance or renewal of any such patent, trademark or copyright. ETHICS

AND CONFLICTS OF INTEREST

Associates are expected to use good judgment, adhere to high ethical standards, and avoid situations that create an actual or perceived conflict between their personal interests and those of the company Perfection Group, Inc. requires that the transactions associates participate in are ethical and within the law, both in letter and in spirit.

Perfection Group, Inc. recognizes that different companies have different codes of ethics. However, just because a certain action may be acceptable by others outside of Perfection Group, Inc.as “standard practice,” that is by no means sufficient reason to assume that such practice is acceptable at our company. There is no way to develop a comprehensive, detailed set of rules to cover every business situation. The tenets of this policy outline some basic guidelines for ethical behavior at Perfection Group, Inc. whenever associates are in doubt, they should consult their manager.

Conflicts of interests or unethical behavior may take many forms including, but not limited to, the giving or acceptance of gifts to/from competitors, vendors, potential vendors, or customers of the company. Gifts may only be given or accepted if they are of nominal value and only on appropriate occasions (for example, a holiday gift). Associates are cautioned not to accept any form of remuneration or non-business-related entertainment, nor may associates sell to third parties any information, products or materials acquired from the company. Associates may engage in outside business activities, provided such activities do not adversely affect the company or the associate’s job performance and the associate does not work for a competitor, vendor, or customer. Associates are prohibited from engaging in financial participation, outside employment or any other business undertaking that is competitive with, or prejudicial to, the best interests of Perfection Group, Inc. Associates may not use proprietary and/or confidential information for personal gain or to the company’s detriment, nor may they use assets or labor for personal use.

If an associate or someone with whom the associate has a close personal relationship has a financial or employment relationship with a competitor, vendor, potential vendor or customer of the company, the associate must disclose this fact in writing to a member of the Associate Experience Team. The company will determine what course of action must be taken to resolve any conflict it believes may exist. If the conflict is severe enough, Perfection Group, Inc. may be forced to ask the associate to tender his/her resignation. Perfection Group, Inc., has sole discretion to determine whether such a conflict of interest exists.

Should any associate become aware of what he or she believes to be unethical or illegal action with any connection to the company or its business associates, that associate has the duty and responsibility to immediately report that information to management for investigation. Failure to do so will subject the associate to discipline up to and including termination. All associates should realize that any wrongdoing is counter to our mission and vision and will therefore not be tolerated. Associates are encouraged to seek assistance from their managers with any legal or ethical concerns. However, Perfection Group, Inc. realizes this may not always be possible. Thus, associates may contact a member of the Associate Experience Team to report anything that they cannot discuss with their manager.

CONDUCT RULES

Perfection Group, Inc. expects all associates to observe certain standards of behavior while at work and at company-sponsored events. Associates shall be responsible for ensuring that the conduct of any of their guests at a company-sponsored function is appropriate and not offensive to anyone in attendance. These standards are not intended to restrict associates but to ensure a consistent application of the policies and procedures for all associates.

These standards include, but are not limited to:

• Living our Core Values: Work Together, Do What’s Right, Be Transparent, Build Loyalty

• Maintaining satisfactory attendance and punctuality.

• Carrying out assigned duties and following reasonable instructions or requests from supervisors and/or management.

• Completing all documents and records accurately.

• Performing duties and operating equipment with care to protect the safety of the associate, co-workers, and others.

• Posting literature, handbills, petitions, posters, or other materials on the premises without the prior approval of Human Resources is prohibited.

• Possessing weapons on the premises is prohibited.

• Any manner or form of discrimination and/or unlawful harassment, regardless of whether it is sexual, racial, religious, or related to another’s gender, age, sexual orientation, disability, or veteran status is prohibited.

• Using company property or that of another associate in an appropriate manner is prohibited.

• Obtaining authorization to remove company property or another associate’s property from its location is prohibited.

• Misuse, appropriation, or destruction of company time and/or property or another associate’s property is prohibited.

• Reporting for work fit for duty and not impaired by alcohol and/or drugs and refraining from using, selling, or possessing illegal drugs on company premises or while on company business. While working, associates should only possess and take drugs that are medically authorized, approved and determined by the associate, the associate’s physician, and the company not to impair job performance or cause a safety hazard. Associates are responsible for notifying their supervisors that they are taking prescription medication if it could affect their performance on the job.

• Passing a mandatory drug and/or alcohol test is required.

• Physical violence, threatening violence, intimidating, or coercing fellow associates during working hours or at company-sponsored functions is prohibited.

• Use of foul or inappropriate language is prohibited.

• Disclosing or using confidential or proprietary information without proper authorization is prohibited; and

• Using company telephones for company purposes only and not for personal business other than emergency local calls is prohibited.

Failure to observe the above standards will lead to disciplinary action, up to and including termination.

PROFESSIONAL APPEARANCE

Perfection Group, Inc. values a professional, respectful, and safe working environment. The way we present ourselves reflects our company, our customers, and the nature of our work. All associates are expected to maintain good hygiene and a neat, well-groomed appearance while working or representing the company. Where Perfection Group provides uniforms, those should be worn during the workday.

Safety Requirements

Because many of our roles involve construction, mechanical, and shop environments, proper attire is required for safety:

• Clothing and jewelry must not present a safety hazard.

• Shoes worn in shops, warehouses, mechanical rooms, and construction sites must be closed-toed with hard soles and firm uppers. Soft-soled sandals, open-toed shoes, and athletic slide-style footwear are not permitted in these areas.

• Jewelry that could get caught in tools, machinery, or work materials must be removed.

Grooming & Personal Presentation

• Facial hair is permitted and should be clean, neat, and trimmed to ensure professional appearance and compliance with safety equipment (e.g., respirators).

• Tattoos and body piercings are acceptable. However:

o Tattoos containing offensive, discriminatory, or inappropriate images or wording must be covered while working.

o Body piercings must not interfere with personal safety. Visible piercings that create a snag risk or prevent proper use of safety equipment may need to be removed or covered during work activities.

o Decisions may vary based on job assignment, customer requirements, or sitespecific rules. Supervisors and HR will review concerns on a case-by-case basis.

Clothing

Clothing must be clean (within reasonable job-related conditions), fit appropriately, and be in good repair. Clothing must not be distracting, excessively revealing, or contain offensive graphics or language.

Jeans & Business Casual

• Clean, neat jeans without holes or excessive wear are acceptable.

• Sales and office teams must wear business casual attire during customer, vendor, or external meetings or events.

Not permitted at any time:

• Provocative attire, halter tops, strapless tops, spaghetti straps, tank tops, or cropped tops

• Sheer clothing or clothing with excessive tears, holes, or damage

• Clothing with offensive, discriminatory, or unapproved graphics or messaging

Company Discretion

Perfection Group, Inc. reserves the right to determine whether attire or appearance meets professional and safety standards. Associates may be asked to change clothing or adjust appearance if it does not align with this policy. If an associate is required to leave work to change attire, time away will be unpaid unless required by law.

If you are unsure whether something is appropriate, please consult your supervisor or a

member of the Associate Experience Team for a visual “What to Wear / What Not to Wear” guide for reference.

SOLICITATION/DISTRIBUTION

Solicitation by a Perfection Group, Inc. associate of another associate is prohibited during the working time of either person. Working time is defined as time when an associate’s duties require that he/she be engaged in work tasks. Distribution of printed material or literature of any nature shall be limited to non-work areas at non-work times. No literature shall be posted anywhere on the premises without the authorization of a member of the Associate Experience Team. Solicitation and/or distribution of material on company property by people not employed by Perfection Group, Inc. are always prohibited

BULLETIN BOARDS

The company uses bulletin boards to communicate important business information such as safety rules, job postings, statutory and legal notices, company policies, and management memos. Each associate has the responsibility to read the information that is posted. Your manager or supervisor can give you the location of the bulletin board nearest your work area. Associates may not post material on bulletin boards without the approval of a member of the Associate Experience Team

SMOKING

Perfection Group, Inc.’s workplace is a smoke free environment. Associates may only smoke in designated smoking areas when on company premises and may not smoke in company vehicles. This requirement applies regardless of whether it is during working hours and regardless of whether any other associates or customers are present. All areas of each office, including restrooms, lunchrooms, and the front entrance area, are designated non-smoking areas. Perfection associates are not permitted to use any tobacco product in any company vehicle, office, or customer site. This is not limited to cigarettes, smoke free tobacco as well as vapor cigarettes Should an associate return a vehicle with tobacco residue and need additional cleaning, those fees will be deducted from the associate’s final pay.

EMPLOYMENT POLICIES

EMPLOYMENT APPLICATIONS

Perfection Group, Inc. does accept applications and/or resumes for positions that may be open in the near future. All applications and/or resumes must designate the position being applied for or they will be disposed of. Perfection Group, Inc. does not consider the status of applications and/or resumes as active beyond one year of receipt. Individuals interested in applying for more than one position may do so through the company application collection site.

If the candidate has submitted a resume in order to apply for an open position, he/she may use the resume to satisfy the Employment and Education Sections of the application, but all other sections must be filled out and the application signed.

BACKGROUND CHECKS

The position an individual applies for and the information he/she gives during the interview process will determine which contingencies may apply to an offer of employment. All candidates applying for any position with Perfection Group, Inc. will be subject to reference checks from their former employer and/or managers. Unless required by law, reference checks will not be shared with the potential candidate. Individuals who claim to possess certain educational credentials, either in writing or in an interview, are subject to verification.

Any potential associates who may be driving a company vehicle or driving their personal vehicles on company business will be subject to an inspection of their Motor Vehicle Records. Depending on job requirements, some associates may have to comply with the Department of Transportation requirements for a commercial Driver’s License. All associates will be subject to a criminal background check prior to employment. Only individuals in Human Resources, who are authorized to do so, may initiate, or receive a criminal background check.

Certain projects and maintenance customers may require an updated background check through their certified vendor to maintain compliance during our business relationship.

Information gained from any of the above background checks will be held in confidence and shared with management individuals only on a need-to-know basis.

EMPLOYMENT ELIGIBILITY DOCUMENTS

Perfection Group, Inc. is an equal opportunity employer and is committed to employing persons legally entitled to work in the United States without regard to citizenship, ethnic background, or place of national origin.

Federal regulations require Perfection Group, Inc.to comply with the Immigration Reform and Control Act of 1986. All new associates must complete an I-9 form and provide proof of their identity and ability to work in this country. The Human Resource Department and/or Manager is responsible for obtaining the completed I-9 form and verifying the eligibility to work in the United States. Associates will be expected to complete the I-9 form during their first three (3) days of work. If a new associate is unable to provide the necessary documentation

within three (3) working days from the date of hire, he or she must provide proof that he or she has applied for the required documents. If this proof is not provided, the associate will be terminated. All associates will be authenticated using the E-Verify system to validate identity.

Additionally, any associate younger than eighteen (18) years of age will be required to present proof of age and certification required by state or federal law.

EMPLOYMENT CLASSIFICATIONS

It is the intent of Perfection Group, Inc. to clarify the definitions of employment classifications so that associates understand their compensation and benefit eligibility. These classifications do not guarantee employment for any specified period. Accordingly, the right to terminate the relationship “At-Will” at any time, for any or no reason or cause with or without notice is retained and granted to both the associate and the company

Each associate is designated as either “Exempt” or “Non-Exempt” per federal and state wage and hour laws. “Exempt associates” are not subject to the minimum wage and overtime requirements of state and federal law. “Non-Exempt associates” are subject to the state and/or federal wage and hour laws and are paid at least the minimum wage and a premium for all overtime work. In addition to the above categories, each associate will belong to one other employment category:

• FULL-TIME Associates are those who are not temporary and who are regularly scheduled to work at least thirty (30) hours (not including unpaid meal periods) per week.

• PART-TIME Associates are those who are not temporary and who regularly work less than thirty (30) hours (not including unpaid mealtimes) per week.

• ACTIVE Associates are those who are not on any type of disability or leave of absence.

• TEMPORARY, CASUAL OR SEASONAL Associates are those who are temporary and who do not regularly work longer than nine (9) months of the year. Such associates may be either full-time or part-time. Not eligible for Paid Time Off or Benefits.

• CO-OP/INTERN Associates are those who have alternating school and work periods. Not eligible for Paid Time Off or Benefits.

NEW ASSOCIATE ORIENTATION

To ensure a smooth transition into Perfection Group, Inc., all newly hired associates will participate in an orientation. Orientation is the joint responsibility of the new associate’s immediate supervisor and a member of the Associate Experience Team. The Associate Experience Team will onboard new associates to provide:

• A history of the company,

• A general explanation of the operations of the company,

• An overview of the company’s policies, procedures, and benefits,

• Technology training, and

• Safety orientation.

All new associates must attend an orientation session. Perfection Group, Inc. utilizes SharePoint and its electronic HRIS [payroll system, currently Paycor] to house employment documentation needed throughout employment. Electronic [digital] signature and acknowledgement occur using the Company HRIS.

The new associate’s supervisor is responsible for ensuring that each associate attends an orientation session. In addition, supervisors are responsible for all job training. Supervisors should ensure that they talk often with new associates during the first few weeks of their employment.

INTRODUCTORY PERIOD

While the 90-day introductory period is intended to give new associates and the Company the opportunity to evaluate their satisfaction and to determine whether the new position meets their expectations, Perfection Group, Inc. is an “at-will” employer and either the associate or Perfection Group, Inc. may end the employment relationship “at will” at any time during or after the introductory period, with or without reason, cause, or notice.

HOURS OF WORK

The standard work week is forty (40) hours. The standard workday is eight (8) hours for nonexempt [hourly] employees. Workday lengths for exempt [salary] associates are determined primarily by the hours required to accomplish their current workloads. General business hours are from 7:30 a.m. to 4:30 p.m. daily. As starting and ending times vary within departments and office locations, the manager of each department will determine the schedule for his or her department. The workweek begins on Sunday at 12:01 a.m. and ends the following Saturday evening at Midnight.

An unpaid meal period is provided to any associate who works a minimum of five (5) hours per day The normal meal period should occur approximately halfway through the workday. However, certain departments may require alternate meal periods. The length of the meal period may vary from thirty (30) minutes to one (1) hour per the needs of the department.

Non-exempt associates receive one ten-minute paid break period for each full workday, approximately a quarter of the way into the workday. Associates are not to leave the work premises during this paid break period. Perfection Group, Inc. can and will modify an associate’s starting and quitting time as well as the number of hours worked to accommodate business needs.

ATTENDANCE AND PUNCTUALITY

We recognize an associate’s need to be absent from work due to illness or to take care of personal business during the normal workday. We instituted Paid Time Off (PTO) to provide for these needs as they arise. Accrued/earned PTO must be used prior to any unpaid leave being granted. Supervisors may not approve of PTO in the case of an associate who has a negative balance. Negative balances are paid back to the Company upon separation.

Associates may also qualify for a leave of absence for their own major illness, the major illness

of a family member, the birth or adoption of a child, a workers’ compensation injury or military and/or guard duty. It is important to remember that excessive absenteeism, tardiness and/or leaving early causes other associates within the company to have to bear the burden of filling in for the absent associate.

Associates who are not on an approved leave of absence and are absent from work without sufficient paid leave to cover that absence may be disciplined, up to and including separation of employment, for excessive absenteeism. Because attendance is an essential function of every position, there are limits to when absences become an undue hardship for the company.

OTHER EMPLOYMENT

While Perfection Group, Inc. does not prohibit associates from having a second job, secondary employment must not affect the associate’s work hours, interfere, or conflict with the associate’s regular duties, raise any ethical concerns, or necessitate long hours that may impact the associate’s working effectiveness.

RETURNING TO PERFECTION GROUP, INC. [BOOMERANG]

Perfection Group, Inc. understands that an associate may elect to leave the company for other employment. However, associates who leave in good standing and wish to return to Perfection Group, Inc. may be rehired based upon business needs and their availability. When an associate returns, they are considered a “Boomerang.” If returning within five (5) years of separation, t hese associates will not lose tenure for the years worked with Perfection Group, Inc. However, boomerang associates are subject to the same new hire onboarding and requirements.

USE OF E-MAIL AND VOICE MAIL

Electronic mail and telephone voice mail are efficient and valuable business tools. They are also the property of the company. In short, neither of these systems is confidential, nor should they be used to meet an associate’s own personal needs. If an associate receives a message that is not addressed to him/her, he/she is not authorized to read or use information contained in that message.

Perfection Group, Inc. may access and read all information contained in computers, computer files, e-mail messages, or voice mail messages. Associates should have no expectation of privacy regarding these communications and will be in violation of the company ’s discrimination and harassment policy if they send, receive, or access discriminatory, harassing or otherwise inappropriate e-mails or voice mails.

USE OF TELEPHONES AND CELLULAR TELEPHONES

Cellular phones are integral to our business operations, and all associates are expected to use them responsibly and professionally while performing their duties. Personal use of cellular phones should be limited during work hours, ensuring that it does not interfere with work responsibilities. Excessive use of personal cellular phones during work hours may result in disciplinary action.

Company-Issued Cellular Phones

Certain associates are provided with company-issued cellular phones to perform their job duties. Associates must sign a cellular phone agreement outlining the terms and conditions of use. These phones should be used primarily for business purposes, and personal use should be kept to a minimum. Associates who exceed the allotted monthly airtime and/or data may be personally responsible for any overage charges. Company-issued phones must be treated like any other company property or work tool and maintained in good working condition. Associates breaking, damaging, losing any company property or work tools may be subject to repair or replacement fees withheld from their paycheck

Safe Use of Cellular Phones

Perfection Group, Inc. emphasizes safety in the use of cellular phones while conducting business. Associates should not use their phones while driving unless they are using a handsfree device, such as Bluetooth. It is the associate’s responsibility to ensure that business calls are kept brief and to pull over to a safe location whenever possible. Texting while driving, or using a phone without a hands-free device, is strictly prohibited in all company vehicles or when conducting company business.

For further details on safe driving practices, refer to the No Phone Zone Policy.

Personal Cellular Phones

Associates are welcome to bring personal cellular phones to the workplace but must ensure that personal use does not interfere with work. Perfection Group, Inc.is not liable for the loss, theft, or damage of personal cellular phones in the workplace.

SOCIAL MEDIA

For purposes of this policy, the term “Social Media” refers to any online technology tool that enables the social communication between associates (including, but not limited to, Facebook, Twitter, LinkedIn, YouTube, Snap Chat, TikTok, all other social platforms, and any blogging websites.)

Perfection Group, Inc. takes no position on your decision to start or maintain a blog or participate in social media. It is the right and duty of Perfection Group, Inc.to protect itself from unauthorized disclosure of information. Unless specifically instructed, associates are not authorized to speak on behalf of Perfection Group, Inc. Associates are expected to protect confidential information about Perfection Group, Inc., its associates, and its clients and are prohibited from disclosing confidential information of Perfection Group, Inc. policies.

Associates may not use blogs or social media to make discriminatory, harassing, or threatening statements to Perfection Group, Inc. Inc., its associates, clients, or anyone associated with or doing business with Perfection Group, Inc.in violation of Perfection Group, Inc. harassment policy.

Associates are personally responsible for their electronically posted commentary. Associates may be held personally liable for commentary that is considered defamatory, obscene,

proprietary, or libelous by any offended party, not just Perfection Group, Inc.

If you identify yourself as a Perfection Group, Inc. associate, some readers may view you as a spokesperson of Perfection Group, Inc. Because of this, we ask that you state that the views expressed in your blog or other social media outlet are your own and not those of Perfection Group, Inc., any client, or of any person or company affiliated with or doing business with Perfection Group, Inc.

The use of blogs, social media, and other online services is permitted during working hours for business related purposes only. Limited use of Perfection Group, Inc., Inc’s electronic equipment for personal reasons is permitted if it does not interfere with your work or productivity and does not otherwise violate Perfection Group, Inc. policy. Other uses or violations of this social media policy may lead to discipline, up to and including discharge.

VIDEO OR AUDIO RECORDING DEVICES

The use of camera phones, audio or video recording capable devices within the company may constitute not only an invasion of associates’ personal privacy but may breach confidentiality of company trade secrets or other protected information. Therefore, the use of a camera or other video-capable recording devices on company premises is prohibited without the express prior written permission of senior management and of the person(s) present at the time. This prohibition is specifically applicable to restrooms and includes the kitchen.

USE OF THE INTERNET

The Internet is a source of information and entertainment. The company expects that any use of the Internet will be for business purposes only. Associates should see their supervisor to discuss any questions.

In addition to e-mail, voice mail, IM and internet use, Perfection Group, Inc. may access and review associate blogs or social media sites to make sure those associates are not posting things that are potentially harmful to the company

Examples of things that you should not say or post include, but are not limited to:

• Anything that potentially injures the company’s reputation,

• Anything that is not in the best interests of the company,

• Anything that is embarrassing to the company,

• Anything that disparages the company’s products, management, or customers,

• Anything that interferes with associates’ job duties or creates an undesirable work environment,

• Anything of the company or others that are copyrighted, confidential or proprietary information, including working methods and procedures, financial and marketing strategies or plans and other sensitive business or financial information, or

• Any comments that could constitute discriminatory or harassing behavior under any policy of the company.

USING ARTIFICIAL INTELIGENCE (AI)

It is crucial that we remain transparent about our use of AI. This includes acknowledging when

AI has been used to create or modify content. This can be through a blanket statement on our website or integrated into contracts with clients.

We may use AI to assist in some content development at our company. To ensure transparency, accountability, quality, and privacy, we adhere to internal AI usage standards. These standards secure and guard against biases, maintain data security, and uphold our commitment to ethical business practices. One of these standards is that AI should be used to assist in content creation, not fully automate it. We ensure that every piece of content we develop is shaped and reviewed by people who understand our audience and AI’s limitations.

Consult with your supervisor or manager for a list of approved AI tools and resources, which apply to your role and responsibilities, as well as proper use. Associates are ultimately responsible for the actions of using AI. AI is to be used as an assistant, not a replacement for good judgment. Company policy is that we should not publish or send something that has been entirely written by AI without review to ensure quality and accuracy of statements or assessments. More details about this policy may be located in the Artificial Intelligence (AI) procedure document.

TELEPHONE MONITORING

Associates need to be customer service oriented, treating customers in a courteous and respectful manner always. A positive telephone contact with a customer can enhance goodwill while a negative experience can destroy a valuable relationship.

To measure and evaluate customer service, Perfection Group, Inc. may monitor associates’ telephone conversations made in the normal course of business. The monitoring of telephone conversations will be random and periodic. Advanced notice will not be given prior to monitoring telephone conversations.

Monitoring will be limited to business-related objectives. Monitoring will be discontinued if it becomes apparent that the associate is engaged in discussing personal matters.

PERSONAL PROPERTY

Personal belongings brought onto company premises are the associate’s responsibility. The company cannot be held responsible for the loss of or theft of personal belongings. If associates find property missing or damaged, they should report it to their supervisor immediately.

VEHICLE POLICY

The purpose of this policy is to ensure the safety of those individuals who drive company vehicles or use their personal vehicles for company business. Vehicle accidents are costly to our company, but more importantly, they may result in injury to you or others. It is the driver’s responsibility to operate the vehicle in a safe manner and to drive defensively to prevent injuries and property damage. As such, the company endorses all applicable state motor vehicle regulations relating to driver responsibility. The company expects each driver to drive in a safe and courteous manner. If you are driving a company vehicle or using your personal vehicle for company related business, please see the Perfection Fleet Policy for detailed information. You will be required to abide by additional requirements with insurance, annual

Motor Vehicle Records reports, and the like. Vehicle cleaning, repair, or deductibles may be withheld from the associate’s paycheck.

TOOLS

Each field associate is required to provide their own hand tools respective to their trade. Tools broken or worn while in proper use while on the job will be repaired or replaced by Perfection Group, Inc. In all cases, the broken or worn tool must be turned in to receive the replacement tool.

If you lose a tool, it is your responsibility to purchase a replacement tool. Company owned tools issued to each associate become the responsibility of that associate for proper care and use. It is the associate's responsibility to provide Perfection Group, Inc. with a list of personal and company tools that have been issued to them. Tools must be submitted annually for insurance purposes.

At the time of resignation or termination, the associate will be required to return all company tools issued during his/her employment. If a tool is lost or missing, it is your responsibility to purchase a replacement tool, or the cost will be deducted from your last paycheck. Company property not returned may be reported as stolen to local authorities and may be pursued to the extent of the law.

EMPLOYMENT RECORDS

Perfection Group, Inc.is required to keep accurate, up-to-date employment records on all associates to ensure compliance with state and federal regulations, to keep benefits information current and to make certain that important mailings reach all associates. The company considers the information in employment records to be confidential.

Associates must inform Perfection Group, Inc. of any necessary updates to their personnel file information such as change of address, changed telephone numbers, emergency contact, marital status, number of dependents, or names of covered beneficiaries. These changes can be made in the Company HRIS [Paycor] system. Associates should also inform their supervisor or a member of the Associate Experience Team of any outside training, professional certifications, education, or any other change in status. Perfection Group, Inc. also maintains a separate medical file for each associate, with extremely limited access and knowledge on a strict need-to know-only basis.

In accordance with the Health Insurance Portability and Accountability Act the HR department will maintain the privacy and confidentiality of medical records and other Protected Health Information (PHI). All associates have access to their individual medical file; they can contest any information contained in their personal medical file. The medical information that you will find in this file will include return to work notices, results from any drug test that you have taken for Perfection Group, Inc. short term disability/long term disability information, and Family Medical Leave paperwork. We are required to keep this information separate from any other personnel file. All medical information is maintained in the Human Resource Department in Cincinnati, Ohio. All current associates will be permitted to review their personnel files at reasonable times after reasonable notice of wishing to review.

Perfection Group, Inc. will only verify dates of employment and job titles to outside agencies inquiring by telephone about an associate. No other information will be given about an associate without written authorization from the associate, except what is required to comply with the law.

PERFORMANCE REVIEWS

To ensure that all associates receive regular feedback on their performance, supervisors should evaluate the job performance of every associate who works for them on a regular basis. Performance reviews establish a performance history with the company and are used in performance, promotion, transfer, and merit increase decisions. All original Performance Reviews are maintained in the associate’s personnel file in the Human Resources Department or digitally in the HRIS [Paycor].

Supervisors should conduct regular, timely performance reviews. Non-exempt associates should be reviewed annually. Exempt associates and non-exempt working in an office environment should be reviewed at least annually in conjunction with the standard review period. These reviews should take place regardless of whether the associate is eligible for an increase. A performance evaluation is not necessarily linked with a salary increase. Supervisors may review performance more often than is required by the performance review policy.

Supervisors should use a coaching approach to help an associate grow in his/her position. Part of this process involves regular reviews to evaluate performance. Some factors considered are dependability, quality and quantity of work, interpersonal skills, and judgment. The purpose of this evaluation is to guide an associate’s progress in his/her current position, to discuss ways in which their performance can be improved, and when appropriate, to explore his/her potential for advancement. These formal performance reviews are in addition to the informal meetings supervisors should have with associates throughout the review period.

Goals and objectives should be reviewed with the associate at the beginning of the review period to ensure that he/she understands and agrees with all performance criteria. All new associates should be given goals and objectives within 90 days of beginning employment. The associate’s performance should be reviewed periodically with feedback and direction regarding all performance criteria.

All Performance Reviews should be reviewed with the supervisor’s manager before the performance review conference takes place with the associate. When the Performance Review has been reviewed with the associate, the associate and the associate’s supervisors need to sign it digitally in the HRIS. An associate’s signature on his/her performance evaluation only acknowledges that it has been reviewed with the associate. Associates should be encouraged to attach any written comments they wish to their performance reviews. The Performance Review with any associate comments will become a part of the associate’s personnel file. The completed review is kept digitally in the HRIS system.

When the associate has been away from work due to a leave of absence greater than sixty (60) days and any part of the leave includes or occurs within the sixty (60) days immediately preceding the review date, the associate’s review may be postponed. The

performance reviews may take place sixty (60) days after the associate returns to work. Any salary increase due as a result of the review will be applied at the start of the next pay period.

CORRECTIVE ACTION

The purpose of this statement is to share with the associate Perfection Group, Inc.’s position on administering consistent corrective action for unsatisfactory conduct or performance, or violations of Perfection Group, Inc ’s policies, procedures, rules, and regulations.

Perfection Group, Inc ’s own best interest lies in ensuring equitable treatment of all associates and in making certain that actions, whether corrective or otherwise, are prompt, uniform and impartial. The major purpose of any corrective action is to correct the problem, prevent recurrence and prepare the associate for satisfactory service in the future.

The Associate Personal Conduct Rules listed elsewhere in this Handbook includes some examples of conduct that may result in disciplinary action that results in immediate suspension or termination of employment due to the seriousness of the infraction. Violation of other policies or procedures, whether set forth in this Handbook or elsewhere, may lead to corrective action with verbal, written and/or final warnings before termination of employment results. It is within Perfection Group, Inc.’s sole discretion to determine the appropriate action, corrective or otherwise, in any given situation.

It is our hope that most associate problems can be corrected at an early stage, benefiting both the associate and the company

LEAVING THE ORGANIZATION

Although not required, an associate resigning is requested to give at least two (2) weeks’ notice before voluntarily terminating employment so that a smooth transition may occur in filling the vacated position. Associates are required to return all company property on, or before, their last day of work. An associate not returning company property will not be considered for re-hire. Company property not returned may be reported as stolen to local authorities and may be pursued to the extent of the law.

Associates working their two-weeks’ notice will be paid any unused and accrued/earned PTO. Associates quitting without notice or involuntarily terminated will not be paid PTO. Because of Perfection Group, Inc.’s generous ‘use in advance’ policy of PTO, associates who have used more PTO than earned at the time of termination will pay back the amount due in their final paycheck.

When associates leave Perfection Group, Inc., they may be asked to participate in an exit interview. The primary purpose of the exit interview is to ask for valuable feedback about associates’ work experiences at Perfection Group, Inc. Participation in such exit interviews is strictly voluntary.

PAY AND

PAYDAY

Associates are paid bi-weekly on Friday. New associates should be advised by their managers when they can expect their first payroll check. Due to payroll processing time, all hours worked by non-exempt and exempt associates through the Saturday one week prior to the payroll date will be included on that payroll check.

DIRECT DEPOSIT

For the sake of convenience and efficiency for both the associate and the company, associates must have their payroll checks processed through direct deposit. Associates provide Direct Deposit information during onboarding through the HRIS [Paycor] system. This information may be changed by associates throughout the year by using this system.

CORRECTIONS IN PAY

While Perfection Group, Inc. strives to pay associates correctly, sometimes mistakes can occur. If a mistake has been made, Perfection Group, Inc., once notified, will promptly make the necessary corrections Therefore, if you have questions or concerns about your compensation or deductions, immediately contact a member of the Associate Experience Team Reports of alleged improper compensation or deductions will be promptly investigated. If it is determined that improper compensation or deductions took place, you will be promptly reimbursed. Additionally, disciplinary action, up to and including termination, will be taken as the result of any associate who violates this policy.

OVERTIME

When business conditions require, associates may be needed to work overtime. When this occurs, associates’ supervisors will make every effort to provide timely notice. Such a need for overtime, when called for, is considered mandatory and associates are expected to fulfill overtime as required. Associates’ supervisors must approve all overtime prior to an associate working overtime. Hours for which an associate is paid but for which he or she does not actually work (such as holidays, sick leave, vacation, etc.) are not counted as hours worked for computing overtime payments. In general:

MECHANICAL/DESIGN BUILD ASSOCIATES

All non-exempt associates will be paid one and one-half times their regular rate for all hours worked, more than forty ( 40) in one work week. Associates receive double-time for working on observed holidays (Friday or Monday if the Holiday falls on Saturday or Sunday)

SERVICE BUSINESS ASSOCIATES

All non-exempt associates will be paid one and one-half times their regular rate for all hours worked more than 8 hours per day. Associates receive double time for working observed holidays (Friday or Monday if the Holiday falls on Saturday or Sunday) and between the hours of 12:00 am and 6:00 am

In some circumstances, a flexible work schedule may be granted. For example, a four-day work week at 10 hours per day. In this case, hours worked over eight (8) in a day are not paid as overtime. This could be based upon the position or an ongoing basis.

OFFICE ASSOCIATES

All non-exempt associates will be paid one and one-half times their regular rate for all hours worked, more than forty ( 40) in one work week. Associates receive double-time for working observed holidays (Friday or Monday if the Holiday falls on Saturday or Sunday).

EXEMPT ASSOCIATES

Overtime may be paid based upon the position. Exceptions can be made for prearranged circumstances and special jobs.

SHIFT WORK

Associates assigned to projects that are installed during nonworking or irregular hours may be required to work a secondary time shift. The company will pay a premium of 10% of each associate hourly wage for hours worked on shift time. To receive premium pay, your supervisor must approve shift work in advance.

NIGHT SERVICE

All qualified service technicians are required to take their turn on night service, if needed. To recognize years of service, individuals could be removed from this. All the following conditions apply.

 To be removed from night service, Service personnel must have been employed by Perfection Group, Inc. for 15 years with a minimum of five (5) years in the Service Department.

 Service associates eligible for removal from night service may continue to run it if they choose. They must wait until the next calendar year to be eligible to choose again.

 There MUST be at least 75% of the total qualified service technicians available for the night service rotation always. If a service technician is needed to be put back into rotation, this would be done by seniority (the lowest years of service would be called back first).

When the service technician is on call, they will be paid 7 hours of straight time pay. If the service technician is called out to perform service work after hours, they will be paid as follows:

 After 4:30 PM – Midnight = 1 ½ your hourly rate

 Midnight – 6:00 AM = Double your hourly rate

 6:00 AM – 8:00 AM – 1 ½ your hourly rate

Management reserves the right to revise this benefit as needed to continue to provide the quality of service our customers deserve.

SERVICE TRAVEL PAY

Travel that is “all in a day’s work” is compensable as part of hours worked and is included in time reported in the time database. This is defined as the travel time occurring between the time you arrive at the first worksite of the day to the time you leave the last worksite of the day.

Travel to your first worksite of the day or other workplace from your home and from the last worksite of the day or other workplace to your home is not compensable since it is not considered all in a day’s work but rather travel to and from work. Additionally, due to highvolume traffic or populated areas, it may take longer to travel the same distance than in lesser populated areas.

Perfection Group, Inc. Service Technicians serve client locations in areas surrounding the office to which they report to and in the division in which they are hired. A normal part of your job duties and requirements for service technicians is to travel throughout the geographic area serviced by the office/ division in which they are based. The distances driven by associates may vary from day to day, and the duties and function of the Technicians require them to drive to assigned location in need of service, based upon the geographic area serviced by the office in which they are based and division in which they work. Additionally, if an associate is required to stop at the office or a supply house to begin their day, then the workday begins at that time and further travel from that location is compensable.

As a benefit to our associates, it is the policy of Perfection Group, Inc. to pay for that portion of travel time to and from worksites and home in excess of one-half hour each direction. This is considered “Home to Work Travel” and is not considered work time, nor is compensable. The first half hour of travel each day from home to the worksite, as well as the last half hour of the day returning home from the worksite, is driving to and from work time that will not be compensated. However, Service Technicians may submit travel time in excess of the one-half hour in each direction, which is paid as straight time. The travel time which Perfection agrees to pay per this policy is not counted for purposes of calculating overtime, since wages for travel to your workplace from your home and from your workplace to your home are not wages required to be paid by law or counted for overtime Perfection Group, Inc. provides this additional benefit out of appreciation for our associates for travel that may be necessary to service all client sites.

On occasion, Perfection Group, Inc. may ask an associate to work in a different office area or division than the associate’s home operation. In these cases, Travel Pay may be managed differently. Please confirm with your supervisor how this should be managed in our time tracking system so that pay is processed appropriately and the Drive and DriveOT codes are properly tracked.

MECHANICAL ZONE REIMBURSEMENT PAY

All transportation to jobs within a fifteen (15) mile radius (as indicated by the Zone Map) shall occur at the associate's expense. Any job falling within the sixteen (16) to twenty (20) mile radius will be paid one zone at the current zone rate. Each succeeding five (5) mile radius thereafter will pay an additional zone per day at the current zone rate, not to exceed a fifty (50) mile radius. This does not apply to associates with a company vehicle or allowance or in a company provided vehicle.

When an associate is required to move from one job to another during the working day, using their own personal vehicle, they shall receive a per mile reimbursement that is established at the beginning of each fiscal year for each mile traveled. This only applies when the mileage is incurred during service to Perfection Group, Inc. Bridge fares, parking fees and

telephone charges shall be reimbursed by Perfection Group, Inc. when incurred for business use.

MECHANICAL OUT OF TOWN PAY

If the job site is outside the above-mentioned zone pay and is deemed out-of-town based on the estimation of the job, the following compensation guidelines will be used:

 Drive time is not considered hours worked (unless otherwise required by law). Extra compensation for travel will be calculated by multiplying your normal rate times the number of hours for travel per chart below.

One-way travel X X X

Two-way travel X

Three-night hotel accommodations X X X

Four-night hotel accommodations X

 Carpooling to out-of-town work is permissible with the following understanding: Participation is completely voluntary, and associate(s) are free to accept or reject the carpooling arrangements.

 The associate – driver is chosen by the participating associates.

 The pick-up times and route are established by participating associates.

 Perfection Group, Inc. has virtually no control over the arrangement.

 Prior to arriving at the assigned job site no work should be performed by driver and/or passenger(s) unless authorized by immediate supervisor. (Example: loading of truck or picking up equipment)

 Where possible, the Manager will arrange for the hours worked on the job to be at four (4) tenhour days.

 Each associate will be eligible for a designated Per Diem per night spent out of town, for meal expenses. Please check with your supervisor for the current Per Diem allowance.

 If possible, Perfection Group, Inc. Inc., will arrange for the motel charges to be billed directly to the office. If this is not possible, the associate will use their credit card to pay the expense. Upon presenting the bill to the manager, the associate will be reimbursed for reasonable motel expenses. Motel rooms will be for single occupancy when more than one associate is needed as long as the duration of the job is longer than two consecutive weeks or ten (10) consecutive working days.

ELIGIBILITY FOR BENEFITS

An associate’s eligibility to participate in the benefits programs is determined by the following classifications:

• Full-time associates who are regularly scheduled to work 30 hours per week are eligible for full company benefits. Associates working at least 30 hours per week are eligible to enroll in

medical benefits.

• Part time, temporary, seasonal full-time or part-time, and co-op associates are not eligible for benefits unless they meet the eligibility requirements.

• Perfection Group, Inc. pays a significant portion of the costs of these benefits for associates. Associate contributions will be deducted from their paychecks.

HOLIDAYS

Perfection Group, Inc. recognizes the following days as paid holidays:

New Year’s Day

Memorial Day

Fourth of July

Labor Day

Thanksgiving Day

Day After Thanksgiving

Christmas Day

Floating Holiday

All full-time associates are eligible for eight (8) hours of holiday pay immediately upon active employment. Part-time associates will be paid prorated holiday pay dependent upon the normal scheduled hours worked.

To be paid for a holiday, associates must work their last scheduled workday before and after the holiday. Holidays occurring during the associate’s scheduled paid time off (PTO) are treated as holidays (H) and are not counted as paid time off (PTO) days.

For example, I have 40 hours of PTO scheduled over Labor Day week. I will receive 8 Holiday hours and 32 hours from my PTO bank.

If a Holiday falls on a Saturday/Sunday (most commonly July 4, Christmas, and New Year’s)associates receive 8 hours of Holiday pay (H) for the Observed day, either Friday or Monday. Then, if the non-exempt associate also works on the Observed Holiday (Friday or Monday), they receive double the hours worked.

For example, I work on an observed Holiday, (Monday or Friday), for 6 hours, I get paid 12 hours of work (double time) AND receive my 8 hours of pay for the Holiday for "Friday or Monday Observed Day."

The Observed Holiday Date is the “official” holiday for applying double time to hours worked on a Holiday. Additional weekend work will follow weekend or other overtime rules defined in this handbook.

Floating Holidays may not be used as part of a 2-week notice period at the end of employment.

PAID TIME OFF – USE IT OR LOSE IT

Perfection Group, Inc. values its associates and knows that a work-life balance is important to keep. Paid time off [PTO] is available to eligible associates to provide opportunities for rest, relaxation, and personal pursuits. It can be used for vacation time, sick time, or for personal days PTO must be used prior to any unpaid time off requests. Your PTO bank of hours is

provided at the beginning of each calendar year once the pay from the previous calendar year has been processed

Many of our associates take the weeks off of Christmas and New Year and often that time falls in the first pay of the new pay calendar year impacting your PTO for the new calendar year Perfection Group, Inc. prefers to provide your new calendar year of PTO after that pay date so that you receive full benefit from your PTO bank of hours. PTO vests throughout the calendar year and is a ‘Use it or Lose it’ policy.

Eligible associates begin to vest paid time off benefits from their first day of employment; however, may begin to take paid time off AFTER completing their Introductory period of thirty (30) days has ended

YEARS OF EMPLOYMENT HOURS VESTED PER PAY PERIOD PTO HOURS PER YEAR

0-3 Years

3-5 Years

/ 12 days

Associates working a reduced or pro-rated full-time schedule will earn PTO at the same reduced or pro-rated rate. For example, an associate works a 32-hour workweek. That workweek is 80% of the full (100%) workweek of 40 hours. The associate earning 96 hours per year would earn 80% of that rate. If the workweek fluctuates each week, the PTO hours will fluctuate in earnings based upon the hours worked per pay period.

Requesting time off should be done as follows:

 Associate should put the request in HRIS Time and Attendance system.

 The manager will get an email stating that a vacation request is pending.

Upon termination of employment, associates will be paid for all unused PTO that has been earned and vested through the last day of work, if the termination was voluntary (resignation or retirement) and two weeks’ notice was given.

PTO will not be paid out in the case of involuntary termination. If more PTO was taken than earned/vested, the amount will be deducted from the final pay.

For example, an associate receives 96 hours in January. Those hours vest at a rate of 8 hours each month. If the Associate terminates employment from Perfection Group, Inc. voluntarily and in good standing in June, they will have 48 hours vested at the end of June.

Contact the Associate Experience Team with questions regarding PTO.

Associates are eligible for eight (8) hours of floating holiday paid time. Floating holiday time may be used as the associate chooses by requesting the time off using the HRIS (Paycor) system. Part time associates receive floating holiday time based upon average hours worked per day. Floating holiday must be used in a full-day increment and should not be split up.

WELLNESS TIME OFF

Full-time benefits eligible associates may schedule up to eight (8) hours of Wellness Time Off, which may be used in four (4) hour increments to attend YOUR preventive screening appointments only. This time is provided so you can take care of getting your annual checkup and it is not to be used for any other purposes. Our goal is to help you prevent and/or manage your health and well-being. Associates working less than 30 hours per week are eligible to participate and will earn Wellness Time Off based upon average daily hours within a week.

PAID PARENTAL LEAVE

Perfection Group, Inc. will provide up to 12 weeks of paid parental leave to associates following the birth or adoption of an associate’s child for the birthing parent or primary caregiver or up to 2-weeks for the non-birthing parent or secondary caregiver. The purpose of paid parental leave is to enable the associate to care for and bond with a newborn or newly adopted child. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable. Please contact a member of the Associate Experience Team and see the Paid Parental Leave for eligibility information and full details. Please contact a member of the Associate Experience Team to access this benefit.

NURSING MOTHERS

Perfection Group, Inc. has designated private space at each office location for its associates who are breastfeeding to express breast milk for up to one year after the child’s birth along with reasonable time to do so. Breaks of more than 20 minutes in length will be unpaid and recorded on timesheets where appropriate. Associates who work offsite or in other locations will be accommodated in a private area as necessary. Any breast milk stored in the refrigerator must be labeled with the name of the employee and the date of expressing the breast milk. Any nonconforming products stored in the refrigerator may be disposed of. Associates storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering.

HEALTH AND WELFARE BENEFITS

Once associates have met the appropriate eligibility requirements, they may be eligible to participate in the plans described below. This is merely a summary. More detailed information about the health and welfare plans can be obtained from the Human Resources Department.

Medical, Dental, Vision, Ancillary After 30 days of continuous employment

401(k) & Roth Plan

Long- & Short-Term Disability

Paid Parental Leave

First of the Month following 30 days of employment

After 180 days of continuous employment

After 180 days of continuous employment

SHORT TERM & LONG-TERM DISABILITY

Eligible Associates are automatically enrolled in Short- and Long-Term Disability after being employed with Perfection Group, Inc. for 6 months of employment. For an Associate to access this leave, they must contact a member of the Associate Experience Team. The first two weeks are unpaid, or the associate may take PTO if available. Short term disability is paid via the regular payroll cycle, and all benefits are deducted from the associate’s paycheck. Please refer to the Short- and Long-term Disability Policy for more information. Long-term disability is paid at the same rate monthly, but it is paid via the insurance provider. Once again, the first two weeks are unpaid and then paid until such time that the associate is eligible for social security disability. Please contact Human Resources to access this benefit.

If the associate is not able to return to work after short-term disability their employment will be terminated, and COBRA coverage will be offered. When the associate can return to work, they may apply for any open position for which they feel qualified.

401(K) RETIREMENT SAVINGS PLAN

Perfection Group, Inc. provides each eligible associate with the opportunity to participate in a 401(k) retirement plan administered by a registered third-party administrator. A 401(k) plan allows associates to make contributions to their own retirement account. Associate contributions are not subject to federal and state taxes and may grow tax deferred until paid out, when they will be taxable as ordinary income. All associate contributions are 100% vested. Associates can contribute a percentage of their gross pay through payroll deduction up to the annual maximum. The deduction and annual maximum figures are based on federal regulations.

All associates of Perfection Group, Inc. will be eligible and automatically enrolled in the 401k Plan on the first of the month after 30 days of employment at 5%. Detailed information concerning the plan is available from Human Resources. Perfection Group, Inc. will provide periodic briefings with a representative of the third-party administrator.

TUITION REIMBURSEMENT

Any associate who wishes to further their education with job related studies is highly encouraged to do so. Perfection Group, Inc. will pay up to $2,000 per calendar year toward an accredited school or university for special courses. The classes must be pre-approved by your supervisor A grade of “C” or better must be achieved to be reimbursed. The degree or course of study must be job-related. No tuition will be paid if the course is failed or not completed.

Upon course completion and reimbursement, the associate must remain employed with Perfection Group, Inc. for a minimum of one year. If separation is prior to the one-year anniversary of reimbursement the associate will be responsible for repayment of the tuition Please contact a member of the Associate Experience Team to access this benefit.

ASSOCIATE REFERRAL PROGRAM

Perfection Group, Inc. associates (other than management) who refer or recommend someone to their supervisor or Human Resources Department before the first interview may be eligible for a referral bonus. The bonus is paid out in two separate payments, $1,000.00,

after the new associate is employed for 30 days. Then, the second payment of $1,000.00 after the new associate completes an additional 90 days, for a total of $2,000.00 during a period of 120 days. The Associate Referral Program Form MUST be signed by the supervisor and submitted to payroll for processing.

This program may change at any time. Please check with a member of the Associate Experience Team or your Manager for the most current Referral Program.

FAMILY AND MEDICAL LEAVE ACT

Perfection Group, Inc. recognizes that there will be occasions where associates need to take leave for reasons covered by the Family and Medical Leave Act of 1993 (FMLA).

Associates working in offices of more than fifty (50) employees within a 75-mile radius are eligible for FMLA. Those offices with less than fifty (50) employees within a 75-mile radius should contact a member of the Associate Experience Team for other available leave. Eligible associates may use a maximum of twelve (12) workweeks of FMLA leave in a "rolling" twelve (12) month period (i.e., during the twelve months immediately preceding the beginning of the leave). FMLA leave generally is unpaid. Any FMLA leave taken will reduce an associate's remaining available leave entitlement Please contact a member of the Associate Experience Team to initiate the FMLA requirements and medical certification.

MILITARY LEAVE

A military leave of absence will be granted by Perfection Group, Inc.to associates who are absent from work because of service in the United States uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Notice of military service is required, unless military necessity prevents such notice, or it is otherwise impossible or unreasonable.

Requests must be in writing. Associates should contact a member of the Associate Experience team to obtain the appropriate documentation.

Continuation of health insurance benefits is available as required by USERRA based on the length of the leave and subject to the terms, conditions, and limitations of the applicable plans for which the associate is otherwise eligible.

Associates on military leave for up to 30 days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time. Associates on longer Military leave must apply for reinstatement in accordance with USERRA and all applicable state laws.

Associates returning from military leave will be placed in the position they would have attained had they remained continually employed or a comparable one depending on the length of military service in accordance with USERRA. They will be treated as though they were continuously employed for the purpose of determining benefits based on length of service. Contact a member of the Associate Experience Team for more information or questions about military leave.

BEREAVEMENT LEAVE

Perfection Group, Inc. recognizes the need for time away from work for funeral preparation and funeral attendance in instances of deaths in the immediate family. Perfection Group, Inc. can request all pertinent information including the deceased relative’s name, the name and address of the funeral home, and the date of the funeral. Associates should provide these details or an obituary to a member of the Associate Experience Team

Should a death occur in the immediate family of any regular, full-time associate, he or she will be granted three (3) days off with pay at their regular rate of eight (8) hours if the associate attends the funeral and/or participates in funeral preparation.

Immediate family shall be defined as spouse/domestic partner, father, mother, child, brother, sister, grandparents, grandchild, or parents-in-law, including stepfamily members/domestic family members.

Extended family such as aunts, uncles, cousins will be eligible for one (1) off with pay at their regular rate of eight (8) hours if the associate attends the funeral and/or participates in funeral preparation.

Time off without pay or PTO may be granted to attend the funerals of others upon approval of the associate’s supervisor.

JURY DUTY/WITNESS SERVICE

Full-time, part-time, or temporary associates called to serve on a jury or to testify as a voluntary witness at the request of Perfection Group, Inc. Inc., by subpoena or otherwise, will be paid for the day or days in which the court requires attendance. If associates are subpoenaed to appear in court as witnesses, but not at the request of the company, they will be excused from work to comply with the subpoena but will not be paid for the time.

Associates must present any summons to their supervisor on the first working day after receiving the notice. If an associate is not required to serve on a day he/she is normally scheduled to work, or if the associate is excused before serving three (3) hours of jury duty, he/she is expected to report to work.

Associates may keep any compensation they are paid for jury duty or witness service. They will be paid their straight time base rate of pay for all hours missed due to jury duty or witness service on behalf of the company in addition to any compensation received from the court.

VOTING LEAVE

Perfection Group, Inc. believes that it is the responsibility and duty of associates to exercise the privilege of voting in elections. In accordance with this philosophy, the company will grant its employees approved time off to vote if necessary, due to work schedules and for periods of service as an election official.

PERSONAL LEAVE OF ABSENCE

There may be a rare occasion when an associate is faced with an emergency or special circumstance and needs to take an unpaid personal leave of absence. The associate’s supervisor, in conjunction with a member of the Associate Experience Team, may grant a

personal leave of absence without pay. Each request for a leave of absence will be evaluated on an individual basis, taking into consideration length of service, work record, staffing needs and reason and length of the leave. Please contact your supervisor and a member of the Associate Experience Team to determine your eligibility.

CONTINUATION OF HEALTH PLAN COVERAGE (COBRA)

Under the Consolidated Omnibus Budget Reconciliation Act, better known as COBRA, an associate who terminates employment with Perfection Group, Inc. or has a reduction in hours (that brings them below the minimum requirement for health insurance) and who has participated in the company’s group health plan is entitled to continue participating in the group health plan for a prescribed period, usually 18 months. COBRA coverage is not extended to associates terminated for gross misconduct. If a former associate chooses to continue group benefits under COBRA, he/she must pay the total applicable premium plus a 2% administrative fee as allowed by law. Please contact a member of the Associate Experience Team for more information regarding COBRA.

SAFETY AND HEALTH

Perfection Group, Inc. promotes a safe and healthy environment for associates, customers, and visitors. The management of the company provides information to associates about workplace safety and health issues through memos and other written communication. Each associate is expected to work safely in all work activities and use safety equipment provided by Perfection Group, Inc., always. Associates must immediately report any unsafe condition to the appropriate supervisor. Associates who violate safety standards, who cause hazardous or dangerous situations or who fail to report or remedy such situations shall be subject to disciplinary action, up to and including termination.

In the case of accidents that result in injury or illness, regardless of how insignificant or minor it may seem, associates should immediately call Human Resources [(513) 354-2813], the Safety Director [Bill Lippert, O: 513-354-2827, Cell 513-675-4701], and the appropriate supervisor. Injuries can also be reported instantly using the Perfection Group, Inc. app and completing the digital form. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefits procedures. Please see the Health and Safety Policy for more information and full details.

INJURY/ILLNESS ON THE JOB

Any associate reporting an on-the-job injury or illness will receive immediate and appropriate medical treatment. All applicable federal, state, and local laws or regulations pertaining to occupational injuries or illnesses will be followed and complied with always.

It is the responsibility of all associates to report any injury immediately, and no later than 24 hours from the time of injury. To report an injury, you may use the Perfection Group, Inc. Associates App or simply contact a member of the Associate Experience Team immediately. Failure to report an injury or illness as required by company policy could result in loss of compensation benefits and possibly lead to disciplinary action, up to and including termination.

When associates sustain an injury or illness that requires outside medical treatment, the

associates will also be subject to completing a screening by a registered provider for the presence of drugs and/or alcohol in their system. When associates are involved in a vehicle accident or mobile equipment accident, the associate will be subject to completing a screening for the presence of drugs and/or alcohol in their system. When a post-accident drug or alcohol test is performed, and a positive test result is received or if an associate refuses to submit to a post-accident drug or alcohol test this may affect the associate’s eligibility for worker’s compensation benefits.

In the event the injury is of the nature that requires outside medical treatment, associates will be paid for their entire shift. If subsequent medical visits are necessary, associates should schedule those during non-work hours if possible. Associates will not be paid if the appointment is during their regular work shift.

WORKERS’ COMPENSATION

Workers' compensation is a no-fault system designed to provide benefits to all employees for work-related injuries. Workers' compensation insurance coverage is paid for by employers and governed by state law. The workers' compensation system provides coverage of medical treatment and expenses, occupational disability leaves, and rehabilitation services, as well as payment for lost wages due to work related injuries. If you are injured on the job while working at Perfection Group, Inc., no matter how slightly, you are to report the incident immediately to your manager. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim for benefits.

If your injury is the result of an on-the-job accident, you must fill out an accident report through the Perfection Group, Inc. app and complete a post-accident drug test. You will be required to submit a medical release before you can return to work.

CHANGES TO THIS HANDBOOK

This Handbook describes important information about Perfection Group, Inc. You, as an associate, are responsible for reading the Handbook, familiarizing yourself with its contents and adhering to all the policies and procedures of Perfection Group, Inc., whether set forth in this Handbook or elsewhere. You may consult the Associate Experience Team (HR) regarding any questions you may have about such policies or procedures.

Since the information, policies and benefits described here are necessarily subject to change, revisions to the Handbook may occur. All such changes will be communicated via company email and will be posted on SharePoint and/or HRIS (Paycor) and revised information may supersede, modify, or eliminate existing policies regardless of sign off by the associate.

This Handbook is not a contract of employment. Your employment relationship is at-will, meaning it can be terminated by you or Perfection Group, Inc. at any time, with or without cause or reason. After receiving the Handbook, it is your responsibility to read and comply with the policies contained in this Handbook and any revisions made to it. You are required to insert and replace any revised or new policies, rules or regulations as implemented by Perfection Group, Inc. and to comply with them as they are implemented.

ACKNOWLEDGEMENT OF RECEIPT

I have received a copy of Perfection Group, Inc.’s Associate Handbook which outlines the employment policies and benefits of the company I will familiarize myself with the information in this handbook and understand that my employment will be governed by these policies. I also understand that the information and policies contained in the handbook are necessarily subject to change and may be revised or deleted by the company at any time.

In consideration of my employment with Perfection Group, Inc., I agree that any dispute I may have with the company will be resolved exclusively by binding arbitration instead of litigating in court before a judge or jury. Therefore, I agree that any claim or dispute that I have with Perfection Group, Inc. or against any agent or associate of the company, whether related to the employment relationship or otherwise, including those created by practice, common law, court decision, or statute, now existing or created later, including any related to allegations of violations of state or federal statutes related to discrimination, and all disputes about the validity of this arbitration clause, shall be resolved by binding arbitration by the National Arbitration Forum, under the Code of Procedure in effect

I understand and agree that in the event I damage or fail to return any company property, wares, tools, or machinery, or that I owe the company any amounts advanced, that the company has my permission to deduct the cost of the property or damage, or any amounts advanced from my wages.

I also understand that the handbook contains general statements of employment policy and is not to be construed as an agreement or contract of employment. I understand that my employment is “at will,” which means that Perfection Group, Inc. may terminate my employment for any reason at any time, with or without notice or just cause. I also understand that my “at will” employment cannot be modified by any oral or written statement or action made by anyone at the company, unless in writing and signed by the CEO.

This Handbook and related documents entered into in connection with this Handbook are signed when a party’s signature is delivered electronically, and these signatures must be treated in all respects as having the same force and effect as original signatures.