barfield, inc. employee handbook

Barfield, Inc. Employee Handbook (July 2021 Revision)

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BARFIELD, INC.

EMPLOYEE HANDBOOK


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TABLE OF CONTENTS

SECTION ONE INTRODUCTION PAGE

Receipt & Acknowledgement 4

Letter from Management to All Employees 5

Notice 6

Equal Employment Opportunity 7

What You Can Expect From Barfield Inc. 7-8

What Barfield Inc. Expects From You 8-9

Drug & Alcohol Free Workplace 9

Company Policy for Alcohol Misuse 10

Company Policy on Drug Misuse 10

FAA Antidrug and Alcohol Misuse Prevention Program 10-11

Pre-Employment Drug Screen & Medical Examinations 11

SECTION TWO EMPLOYMENT PAGE

Employee Administration – Your Employee File 12

Employment Classifications 12-13

Non-Exempt & Exempt Classification 13

Confidential Information 14

Conflict of Interest 14

Customer Relations 15

Hiring 15

Employment of Relatives – Nepotism Policy 15

Internal Job Posting Policy 15-16

Employee Referral Incentive Program 17

Introductory Period 17-18

Outside Employment 18

Standards of Appropriate Conduct 18-19

Complaint Procedure 19-20

Progressive Disciplinary Policy 20-21

Attendance Policy 21-22

Smoking, E-Cigarettes, Chewing Tobacco & Snuff 22

Solicitations & Distributions 23

Dating in the Workplace 23

Safety 23-24

Worker’s Compensation Insurance 25

Dress Code / Personal Appearance 25-26

Sexual Harassment and Discrimination Prohibited 26-27

Termination of Employment 27-28


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TABLE OF CONTENTS

SECTION THREE COMPENSATION PAGE

Wage & Salary Policies 28-29

Recording of Hours Worked 30

Overtime 30-31

Performance Reviews 31

Work Schedule 31

Absence or Lateness 31-32

Attendance 32

Closure after Starting Time 32

Lunch Period 32

No Pay Day 32

SECTION FOUR GROUP BENEFITS PAGE

Eligibility 32-33

Sick Leave 33-34

Vacation 34-35

Recognized Holidays 35

Medical, Dental 36

Life, AD&D Insurance 36

Short Term Disability Insurance 36-37

Long Term Disability Insurance 37

401 (K) Plan 37-38

Family Medical Leave Act 38-40

Military Family Leave Entitlement 40

Military Leave of Absence 40-41

Personal Leave of Absence 42

Medical Leave (Including Pregnancy) 42

Domestic Violence Leave 43

Bereavement Leave 44-45

Jury Duty 45

Education Assistance Program 45-46

Employee Services 46

SECTION FIVE SECURITY PAGE

Visitors in the Workplace 47

Workplace Search Policy 47

Workplace Violence 48

Whistleblower Procedure 49-50


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Receipt & Acknowledgment This Handbook is intended to help you become acquainted with Barfield, Inc. It will serve as a guide; it is

not the final word as specific circumstances may call for individual attention.

Because the general business atmosphere of Barfield Inc. and economic conditions that are always

changing, the contents of this Handbook may be changed at any time at the discretion of Barfield Inc.

1. I have received and will read the Barfield, Inc. Employee Handbook (2020 Revision). I understand

policies; rules and benefits described in this Employee Handbook are subject to change at the sole

discretion of Barfield Inc. I understand that this Handbook replaces (supersedes) all other previous

Handbooks for Barfield Inc.

2. I further understand that my employment with Barfield Inc. is terminable “AT WILL”, either

by myself or by Barfield Inc., regardless of the length of my employment.

3. I understand that no contract of employment other than "AT WILL" has been expressed or implied

in this Handbook or otherwise, and that no circumstances arising out of my employment will alter

my "AT WILL" employment relationship unless expressed in writing, with the understanding

specifically set forth and signed by the President or Chief Operating Officer of Barfield Inc. and

myself.

4. I am aware that during the course of my employment confidential information may be made

available to me, i.e., product designs, marketing strategies, customer lists, pricing policies and other

related information. I understand that this information is critical to the success of Barfield Inc. and

must not be given out or used outside of the premises of Barfield Inc. or with non-Barfield Inc.

Employees. In the event of my termination of employment, whether voluntary or involuntary, I

hereby agree not to utilize or exploit this information with any other individual or Barfield, Inc.

My signature indicates that I have read and understand the above statements and that I have received a copy

of the Barfield, Inc. Handbook.

_____________________________ ______________________________

Employee's Printed Name Employee’s Signature

_____________________________ ______________________________

H.R. Representative Signature Date


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TO: ALL EMPLOYEES

“People are the cornerstone of our business”. Barfield Inc.’s (hereinafter “Barfield” or “Company”)

continued success depends on our effective utilization of qualified individuals, regardless of race, color,

religion, sex, or national origin. It is our obligation to hire and develop the best people we can find basing

our judgment on their job- related qualifications. Any employment or personnel practice, which injures

some of our employees – however inadvertently, ultimately injures all of us.

We will continue to direct our employment personnel practices toward insuring truly equal opportunity of

everyone. To that end, all matters related to recruiting, hiring, training, compensation, benefits, promotions,

transfers, layoffs, and any Company-sponsored programs and all treatment on the job will be free of

discriminatory practices.

Opportunities for transfer, advancement, or promotion occur, periodic reviews and analyses of personnel

records will be made to ensure that all minority and women Employees continue to receive equal

consideration. Our Human Resources Department is responsible for the implementation of our Affirmative

Action Program at all of our facilities, and periodically conducts surveys to determine whether our program

is achieving its objectives.

We intend to measure ourselves against specific objectives, which will continue to move our total

employment posture toward full and equal participation of all Employees in the opportunities available at

Barfield Inc.

Barfield, Inc. Management


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NOTICE

The policies in this Handbook are to be considered as guidelines. Barfield, at its option, may change, delete,

suspend or discontinue any part or parts of the policies in this Handbook at any time without prior notice.

Any such action will be published and distributed to each Employee prior to the effective date of the change.

Employees may not accrue eligibility for monetary benefits that they have not earned through actual time

spent at work.

Employees shall not accrue eligibility for any benefits, rights, or privileges beyond the last day worked.

No statement or promise by an Officer, Manager, or Supervisor may be interpreted as a change in policy

nor will it constitute an agreement with an Employee.

SHOULD ANY PROVISION IN THIS HANDBOOK BE FOUND TO BE UNENFORCEABLE AND

INVALID, SUCH FINDING DOES NOT INVALIDATE THE ENTIRE HANDBOOK, BUT ONLY THE

SUBJECT PROVISION.

This Handbook replaces (supersedes) all other previous Handbooks for Barfield, Inc. effective

July 1, 2021.


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SECTION 1 - INTRODUCTION

EQUAL EMPLOYMENT OPPORTUNITY

Barfield has a long standing record on nondiscrimination in employment and opportunity because of race,

color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other

legally protected status. Our Chief Executive Officer has issued a separate Equal Employment Opportunity

Policy stating Barfield, Inc.'s views concerning this matter.

IT IS THE POLICY OF BARFIELD, INC. TO:

1. Strictly follow personnel procedures that will ensure equal opportunity for all people without regard

to race, color, religion, creed, national origin, sex, sexual orientation, transgender, age, disability,

or veteran or draft status, comply with all the relevant and applicable provisions of the Americans

with Disabilities Act (ADA).

2. Barfield will not discriminate against any qualified person or job applicant with respect to any

terms, privileges, or conditions of employment because of a person’s physical or mental disability.

3. Barfield will make reasonable accommodations wherever necessary for all Employees or applicants

with disabilities, provided that the individual is otherwise qualified to safely perform the duties and

provided that any accommodations made do not require significant difficulty or expense.

4. Barfield will communicate to all Employees and in the communities in which the Company

operates Barfield’s Equal Employment Opportunity Policy.

5. Barfield will thoroughly investigate instances of alleged discrimination and take corrective action

if warranted.

6. Barfield will be continually alert to identify and correct any practices by individuals that are at

variance with the intent of our Equal Employment Opportunity Policy.

We ask that you please check the various Bulletin Boards from time to time for all related Equal Opportunity

and Job announcements.

WHAT YOU CAN EXPECT FROM BARFIELD, INC.

Barfield's established Employee Relations Policy is to:

1. Select people on the basis of skill, training, ability, attitude and character without

discrimination with regard to age, sex, sexual orientation and transgender discrimination, color,

race, creed, national origin, religious persuasion, marital status, political belief or disability that

does not prohibit performance of essential job functions.

2. Pay all Employees according to their effort and contribution to our success.


8 3. Provide paid vacations and holidays to all eligible Employees.

4. Provide medical, dental, life and disability insurance to all eligible Employees.

5. Provide a 401K plan to all eligible Employees.

6. Develop competent people who have a positive attitude, who understand and meet

our objectives and who accept with open minds, ideas, suggestions and constructive

criticisms.

7. Assure Employees, who after talking with their Manager, an opportunity to discuss

any problem with an Officer of Barfield.

8. Make prompt and fair adjustment of any complaints, which may arise in the everyday

conduct of our business, to the extent that is practicable.

9. Respect individual rights and treat all Employees with courtesy and consideration.

10. Maintain mutual respect in our working relationship.

11. Provide buildings and offices that are clean, orderly and safe.

12. Make available opportunities to promote Employees on the basis of their ability and

merit.

13. Keep all Employees informed of the progress of Barfield as well as our overall

goals and objectives.

WHAT BARFIELD, INC. EXPECTS FROM YOU

1. Barfield expects all Employees to maintain a positive Attitude. You are responsible to

know your own duties and how to do them promptly, correctly and pleasantly. You are expected

to cooperate with Management and your fellow Employees as well as those whom Barfield serves.

How you accept direction can affect the success of your department. In turn, the performance of

one department can impact the entire service offered by Barfield. Consequently, whatever your

position, you have an important assignment:

2. Perform every task to the very best of your ability. The result will be better performance for

Barfield Inc. overall and personal satisfaction for you.

3. You are encouraged to grasp opportunities for personal development that are offered to you.

This Handbook offers insight on how you can positively perform to the best of your

ability to meet and exceed Barfield expectations.

We encourage open and direct communication. We are dedicated to making Barfield a Company where

you can approach your manager, or any member of management, to discuss any problem or question. We're

all human, so please communicate with each other and with management.


9 Remember, you help create the healthful, pleasant and safe working conditions that Barfield intends for

you. Your dignity and that of your fellow Employees, as well as that of our customers, is important.

Barfield needs your help in making each working day enjoyable and rewarding.

DRUG AND ALCOHOL FREE WORKPLACE

It is the policy of Barfield to maintain a DRUG-FREE-ALCOHOL-FREE workplace in accordance with

the DRUG-FREE WORKPLACE ACT.

In order to protect the health, safety and welfare of all Employees, Barfield Inc. prohibits the unlawful

manufacture, distribution, dispensation, possession or use of alcohol or controlled substances on or in any

Company property including job sites and automobiles. Controlled substances include, but are not limited

to amphetamines, barbiturates, cocaine, heroin, morphine, PCP, marijuana, hashish or any other controlled

substance listed in Section 202 of the Controlled Substance Act.

ANY VIOLATION OF BARFIELD DRUG-FREE-ALCOHOL-FREE WORKPLACE POLICY WILL

RESULT IN TERMINATION OF YOUR EMPLOYMENT.

Barfield. will strictly enforce its DRUG-FREE-ALCOHOL-FREE workplace policy and will periodically

inform Employees of the dangers of drug abuse and of the available public or private rehabilitation

programs within the geographical area of the Company.

As a condition of employment and pursuant to the DRUG-FREE-WORKPLACE ACT, any Employee who

is convicted of a criminal drug statue violation occurring in the workplace must notify Barfield of such in

writing no later than five (5) days after the conviction. ANY EMPLOYEE CONVICTED OF A

VIOLATION OF A CRIMINAL CHARGE STATUE OCCURRING ON OR IN BARFIELD PROPERTY,

WILL BE SUBJECT TO TERMINATION. As used above, the term conviction means a finding of guilty

(including a plea of nolo contendere) and imposition of a sentence or both, by any judicial body.

Barfield is obligated by the DRUG-FREE WORKPLACE ACT to notify the appropriate federal

contracting authorities within ten (10) days of receiving notification from an Employee’s conviction of a

criminal drug statue. DISCIPLINE FOR THE EMPLOYEE WILL BE TERMINATION OF

EMPLOYMENT, WITHIN THIRTY (30) DAYS OF RECEIVING NOTIFICATION OF THE

EMPLOYEE’S CONVICTION.

Barfield will make a good faith effort to maintain a DRUG-FREE workplace by fulfilling the requirements

of the DRUG-FREE WORKPLACE ACT.

COMPANY POLICY FOR ALCOHOL MISUSE

The policy of the Company as it relates to alcohol misuse by Employees performing safety-sensitive

functions is as follows (These policies are not governed by DOT/FAA regulations but are developed and

solely enforced by Barfield):

1. Any employee who registers an alcohol concentration of 0.02% or greater on any test administered

by or for Barfield or engages in other alcohol misuse will be terminated.


10 2. Any employee who refuses a FAA-mandated or Company policy alcohol test will be terminated.

3. Employees self-referring for an alcohol problem prior to being selected for testing will not be

terminated and may be sent to a substance abuse professional for evaluation at the Employee’s

expense.

COMPANY POLICY FOR DRUG MISUSE

The policy of the Company as it relates to drug misuse by Employees performing safety-sensitive functions

is as follows (These policies are not governed by DOT/FAA regulations but are developed and solely

enforced by Barfield):

1. Any employee who tests positive on a pre-employment drug test for Barfield will not be hired.

2. Any employee working for Barfield and tests positive for a drug test will be terminated.

3. Any employee refuses a drug test will be terminated.

4. Employees self-referring for a drug related problem prior to being selected or prior to being sent

for a reasonable suspicion drug test will not be terminated and may be sent to a substance abuse

professional for evaluation at the Employee’s expense.

FAA ANTIDRUG AND ALCOHOL MISUSE PREVENTION PROGRAM

Barfield, as a Federal Aviation Administration (FAA) Part 145 repair station certificate holder, has

implemented a Antidrug and Alcohol Misuse Prevention Program and certifies that it is in compliance with

the requirements of 14 CFR Part 120 and 49 CFR Part 40 of the FAA Regulations. Barfield must ensure

that all Employees performing covered functions are included in our Antidrug and Alcohol Misuse

Prevention Program. Covered functions include the following:

1. Any repair on a certified part or component that requires an airworthiness release.

2. Any Manager, Supervisor or Quality Control person who signs the airworthiness release.

3. Any person who signs off work performed.

4. Any person authorized to perform Repair, Overhaul or Re-work of engines, avionics, or aircraft

components.

5. Any person authorized to perform maintenance and/or repairs including the overhaul of

components.

Barfield Inc. Antidrug and Alcohol Misuse Prevention Program procedures are as follows:

1. Covered Employees will be required to submit to drug testing performed on urine

Specimens collected by our authorized Health Clinics in Miami, FL, Louisville, KY and

Tempe, AZ.

2. Each urine specimen will be tested by a certified laboratory to determine the presence of drugs.

3. Covered Employees will be randomly selected for the unannounced drug testing.

4. Covered Employees will be randomly selected based upon a random number table, computer

generated that is matched to the Personnel Tracker Computer Program.


11 Employees who are reasonably suspected of using a prohibited drug will be tested upon the

recommendation of their Supervisor.

1. Any Employee that is involved in an accident may be required to submit to drug and/or alcohol

tests.

2. Any Employee that is involved with damage to Company equipment may be required to submit

to drug and/or alcohol tests.

An Employee, whose test is confirmed as positive, will meet with the Medical Review Officer who will

provide the Employee with an opportunity to discuss the results. The Medical Review Officer may also

request that the Employee’s specimen be re-analyzed. The Medical Review Officer will advise the

Employee of various assistance programs that are available in the local community. AN EMPLOYEE

WHO HAS TESTED POSITIVE AND CONFIRMED AS POSITIVE WILL BE TERMINATED.

AN EMPLOYEE REFUSING TO TAKE THE URINALYSIS TEST WILL BE TREATED AS

INSUBORDINATION AND FAILURE TO OBEY A DIRECT ORDER AND WILL BE GROUNDS FOR

IMMEDIATE TERMINATION.

PRE-EMPLOYMENT DRUG SCREEN / MEDICAL EXAMINATIONS

DRUG SCREEN:

As part of the Barfield employment process, all applicants selected for employment are required to undergo

a pre-employment Drug Screen conducted by our Company designated physician. Any offer of

employment is contingent upon your satisfactory completion of the Drug Screen.

MEDICAL EXAMINATIONS:

Whenever an Employee is absent because of illness or injury Barfield reserves the right to take whatever

steps necessary to confirm the nature and extent of such illness or injury. Employees returning from an

illness, injury or disability will be required to provide a doctor’s release certifying their ability to perform

safely and satisfactorily their regular work. Barfield Inc. reserves the right to have any Employee returning

from an illness, injury or disability to be examined by our Company designated physicians. Employees

who are not satisfied with our Company designated physician’s determination may submit, at their own

expense, a report from a physician of their own choosing. In the event of conflicting opinions, Barfield’s

designated physician and the Employee’s physician may designate a third physician to examine the

Employee and that physician’s report shall be binding on both parties. Barfield and the Employee shall

share the third examination equally.

Company required medical examinations will be paid in full by Barfield.


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SECTION 2 -EMPLOYMENT

EMPLOYEE ADMINISTRATION:

The task of handling Employee records and related Employee administration functions at Barfield has been

assigned to our Human Resources Department.

YOUR EMPLOYEE FILE:

Keeping your Employee file up-to-date is very important to you with regard to pay, deductions, benefits

and other matters. If you have a change in any of the following please notify your Manager or the Human

Resources Department as soon as possible:

Legal name Marital Status

Home address Change of beneficiary

Telephone number Drivers record

Emergency contact Number of dependents

Insurance coverage or benefits that you and your family may receive under Barfield's benefits package

could be negatively affected if the information in your Employee file is incorrect.

Since Barfield refers to your Employee file it's to your benefit to be sure that your file includes information

about completion of educational or training courses.

If you wish, you may review your file by asking your Manager to make arrangements for you with the

Human Resources Department. Your Employee file is the property of Barfield and copies cannot be made.

EMPLOYMENT CLASSIFICATIONS:

At the time of your hire, you were classified full-time, part-time or temporary. Unless otherwise specified,

the benefits described in this Handbook apply only to full-time Employees.

FULL TIME

An Employee who has successfully completed the Introductory Period of ninety (90) days and who works

at least forty (40) hours per week is considered a full-time Employee. If you were a full-time Employee

and were laid off, you will be considered a full-time Employee should you be recalled, provided you were

not laid off for longer than six (6) months. If you were a full-time Employee and have been on an approved

leave of absence, upon return you will be considered a full-time Employee, provided you return to work as

agreed in the provisions of your leave.

PART TIME

An Employee who works thirty (30) hours per week or less shall be considered a part-time Employee. If

you are a part time Employee, please understand that you are not eligible for benefits described in this

Handbook.


13 TEMPORARY

From time to time Barfield may hire Employees for specific periods of time or for the completion of a

specific project. An Employee hired under these conditions will be considered temporary and as such

receive no benefits. Normally, a temporary position will not exceed six (6) months in duration. Summer

Employees are considered temporary Employees.

NON-EXEMPT and EXEMPT CLASSIFICATION

NON-EXEMPT

Non - Exempt Employees are required by law to be paid overtime at the rate of time and one half their

regular rate of pay for all hours worked in excess of forty hours (40) per work week. Non-Exempt

Employees are Technicians, Assemblers, Shipping & Receiving Clerks, General Office clerks, Building

Maintenance and others whose duties and responsibilities require them to be Non-Exempt.

EXEMPT

Exempt Employees are not required to be paid overtime for work performed beyond forty (40) hours in a

workweek. Exempt Employees are Executives, Managers, Professional Staff, Technical Staff, Outside

Sales Representatives, Officers, Directors, Owners and others whose duties and responsibilities allow them

to be "Exempt" from overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA)

and any applicable state laws.

You will be informed of your employment classification as an exempt or non-exempt Employee during

your orientation session. Should your position change during your employment you will be informed by

the Human Resources Department of any change in your classification.

CONFIDENTIAL INFORMATION

Our customers and suppliers entrust Barfield Inc. with important information relating to their businesses.

The nature of this relationship requires maintenance of confidentiality. In safeguarding the information

received, Barfield earns the respect and further trust of our customers and suppliers. Your employment with

Barfield Inc. assumes an obligation to maintain CONFIDENTIALITY, even after you leave our employ.

Any violation of confidentiality seriously injures Barfield's reputation as well as effectiveness. Therefore,

please do not discuss Barfield Inc. business with anyone who does not work for us, and never discuss

business transactions with anyone who does not have a direct association with the transaction. Remember

even casual remarks can be misinterpreted and repeated, so develop the personal discipline necessary to

maintain confidentiality.

Disclosure of information to our competitors or to other members of the public could significantly harm

Barfield Inc. As an Employee of Barfield you are forbidden to disclose any trade secrets or other

confidential information such as inventions, drawings, procedures, specifications, techniques, models,

diagrams, flow charts, production materials utilized, customer information, price lists, manufacturing costs,

financial information or other information learned in the course of your employment to individuals not


14 employed by Barfield.

NO ONE IS PERMITTED TO REMOVE OR MAKE COPIES OF ANY BARFIELD RECORDS,

REPORTS, CUSTOMER INFORMATION, PRICE LISTS, OR OTHER BARFIELD

DOCUMENTS WITHOUT PRIOR WRITTEN MANAGEMENT APPROVAL.

Employees who violate Barfield Inc.'s confidentiality policy will be subject to immediate discharge.

Barfield reserves the right to seek legal redress and remedies for breaches of its confidentiality policy.

CONFLICT OF INTEREST

Employees must avoid any interest, influence or relationship which might conflict or appear to conflict with

the best interests of Barfield. You must avoid any situation in which your loyalty may be divided and

promptly disclose any situation where an actual or potential conflict may exist.

Examples of potential conflict situations include:

1 Having a financial interest in any business transaction with Barfield.

2 Owning or having a significant financial interest in, or other relationship with a Barfield competitor,

customer or supplier, and

3 Accepting gifts, entertainment or other benefit of more than a nominal value from a Barfield

competitor, customer or supplier.

Anyone with a conflict of interest must disclose it to management and remove themselves from

negotiations, deliberations or votes involving the conflict. You may, however, state your position and

answer questions when your knowledge may be of assistance to Barfield.

CUSTOMER RELATIONS

The success of Barfield depends upon the quality of the relationships between Barfield Inc., our Employees,

our customers, our suppliers and the public. Our customer’s impression of Barfield and their interest and

willingness to send their work to us is greatly formed by the people who serve them. In a sense, regardless

of your position, you are Barfield’s ambassador. The more goodwill you promote, the more our customers

will respect and appreciate you, Barfield and our services.

The following are several things that you can do to give our customers a good impression of Barfield Inc.

1. Act competently and deal with customers in a courteous and respectful manner.

2. Communicate pleasantly and respectfully with other Employees at all times.

3. Follow up on orders and questions promptly. Provide businesslike replies to inquiries

and requests, and perform all duties in an orderly manner.

4. Take great pride in your work and enjoy doing your very best.

THE ABOVE ARE BUILDING BLOCKS FOR YOU AND BARFIELD’S CONTINUED

SUCCESS, WE THANK EVERY EMPLOYEE FOR THEIR CONTRIBUTION AND

SUPPORT.


15 HIRING

Barfield carefully selects our Employees through written application, personal interview and reference

checks. It is our policy to hire individuals who are qualified for employment as determined by our standards

of experience, attitude, education, aptitude and character.

All decisions regarding the recruitment, selection, and placement of Employees will be made solely on the

basis of job-related criteria. Our selection process helps Barfield to find and employ people who are

concerned with their own personal success and the success of Barfield, people who want to do a job well

and who can carry on their work with a positive attitude, with skill and ability; and people who are

comfortable with Barfield Inc. and who can work well with our team.

In no event shall your hiring be considered as creating a contractual relationship between Barfield Inc. and

you. This relationship is defined as “Employment at Will”; either party may dissolve the relationship at

any time.

EMPLOYMENT OF RELATIVES – NEPOTISM POLICY

It is the policy of Barfield not to hire relatives of current employees or relatives of persons employed by

competitors of the Company. Only in extraordinary circumstances, with senior management approval, may

a relative be hired for employment. Relatives cannot work in the same department, nor can one relative be

a supervisor or manager of another relative.

Relatives include a spouse, child or stepchild, parent, parent-in-law, son/daughter-in-law, brother, sister,

aunts, uncles first cousins, nephews, nieces, grandchildren, and their spouses. The term also includes any

other person who lives in the same household of current employees.

INTERNAL JOB POSTING POLICY

Purpose

The purpose of the Internal Job Posting policy at Barfield is: a) to encourage the personal growth of every

Employee by promoting from within; and b) to ensure that all Employees are made aware and have the

opportunity to apply for an open position either before or concurrent with the Company consideration of

external candidates for employment.

While it is Barfield’s philosophy to promote from within whenever possible, there are business conditions

that could cause a position to be filled without posting. The business conditions that could cause a decision

to bypass posting, include, but are not limited to organizational restructuring; position requirements that

include skills, education, and/or experience not known to match any existing Employee; critical operational

needs; and an identified successor according to the Talent/Succession Planning Program. In addition to

these business conditions, Managers may choose to not post a position when they have candidates within

the same department who are qualified and/or already trained for the position.

Eligibility:

- All Employees, including part-time and seasonal, may apply for internal posting;


16 - To apply for internal posted position an applicant must submit the internal application form and if

available, an updated resume;

- Have worked for Barfield for at least 12 months;

- Have been at their present job for at least 6 months;

- Meet the minimum requirements for the job and be able to perform the essential functions of the

position;

- Have received a rating no lower than “meets expectations” on most recent performance review;

- Must not be on a performance improvement plan;

- Employee must submit the Job Posting Application form fully signed by Employee, immediate

Supervisor and Vice President to HR by the closing date as stated in the posting.

Job Postings Steps

- Once an open position is approved for recruitment (an Employment Requisition form-E.R. must be

completed by the requesting Manager and approved by HR and the CEO), HR will generate job

announcements electronically (via email to all locations) and post the announcements in designated

areas within all Company facilities.

- The Job Posting form including the job description along with education, experience and special

skills requirements will be posted on the bulletin boards at every location for a period between 2-5

days. During that period all eligible Employees may apply. At the end of the period, no further

applications will be accepted. In some cases external recruiting may take place simultaneously to

expedite the process as business needs may require.

Your Manager plays an important role in supporting an Employee as they consider their next move.

Therefore, the Employee must notify their Manager before applying for the new position. In addition, any

Employee applying for a position with our parent company Air France KLM or any other affiliates of

Barfield shall notify their current Manager of their intent to do so.

- However, legitimate business reasons may exist for preventing or postponing an Employee’s move

to another position.

- HR will coordinate with the hiring Manager the schedule for the interviews. All internal applicants

will receive notice from HR as to whether and when they will be interviewed for the position.

- Upon final decision about the candidate selected, the hiring Manager will confirm the decision to

the selected Employee, and will contact the other Employees interviewed to thank them for

applying and explain why they were not selected.

The hiring Manager and current Manager should discuss and agree upon Employee’s timing and transition

into the new role. Typically, the transition period should last about two weeks, but due to legitimate reasons

it may take longer. Upon final agreement, the hiring Manager will advise HR all the details of the

agreement, such as promotion or lateral transfer; salary review; etc. by completing the Employee’s Status

Change Form (ESC) and forward it to HR for implementation.


17 EMPLOYEE REFERRAL INCENTIVE PROGRAM

Our Company is always looking for great people, and you can help. Research has shown, and our

own experience supports, that hires who come into our Company through employee referrals are

excellent contributors, stay with us longer and are more cost effective to recruit. If you know

someone who you think would be a great addition to our Company and they meet the qualifications

for an existing open requisition, it will be worth a $100.00 gift certificate if you refer them for

employment and they are hired.

Refer candidates who meet the qualifications to our HR department using the attached Candidate

Referral Form, also located on the intranet under HR Policies and Docs. If your candidate is hired

you will be awarded a $100.00 gift certificate after 90 days of their hire date.

The referral incentive program has the following few rules:

1. The hiring of a referred employee must occur within six months of the initial referral date.

2. Management (Directors and higher) and HR employees are excluded from receiving this

referral incentive.

3. The referral must represent the candidate's first contact with our Company. Only Full Time

employees will be eligible for this reward. Temporary contract, Interns, Summer Helpers

and former employees are not eligible candidates for referral.

4. To be eligible for an award, the referrals must first be submitted to Human Resources and

must include a resume and/or employment application and a Candidate Referral Form, both

of which are posted under HR/forms on the intranet, and company cafeteria bulletin boards.

5. Once a referral is hired and completes 90 calendar days of service, the employee responsible

for the referral will receive the referral incentive.

6. The first employee to refer a candidate will be the only referring employee eligible for

payment.

7. All candidates will be evaluated for employment consistent with our Company’s policies

and procedures, and all information regarding the hiring decision will remain strictly

confidential.

8. Will be eligible for an award under this program all referrals submitted to HR and hired by

the company since May 1, 2016

9. Any disputes or interpretations of this program will be handled through Human Resources.

INTRODUCTORY PERIOD

Your first ninety (90) days of employment at Barfield Inc. are considered an INTRODUCTORY PERIOD.

This Introductory Period will be a time for getting to know the tasks involved in your position, becoming

familiar with Barfield products and services as well as getting to know your fellow employees and your

Supervisor. Your Supervisor will work closely with you to help you understand the needs and processes of

your job.


18 This Introductory Period is a try-out time for both you, as an Employee, and Barfield as an employer.

During this Introductory Period, Barfield Inc. will evaluate your suitability for employment, and you can

evaluate Barfield as well. At any time during this first ninety (90) days, you may resign without any

detriment to your record. If, during this period, your attitude, work habits, attendance or performance do

not measure up to our standards, your employment will be terminated.

If you are absent in excess of five (5) working days during the Introductory Period you may be terminated.

If you are Tardy in excess of eight (8) working days during the Introductory Period your employment will

be terminated.

During the Introductory Period you will receive an evaluation at the end of forty-five (45) days and eighty-

five (85) days. During these evaluations your Supervisor will discuss your job performance with you.

During the course of the discussion, you are encouraged to give your comments and ideas as well.

Please understand that completion of the Introductory Period does not guarantee continued employment for

any specified period of time, nor does it require that an Employee be discharged only for "cause".

OUTSIDE EMPLOYMENT

What you do on your free time is your own business. However, if you are employed with Barfield in a full

time position, Barfield considers your position here as your primary employment. Any outside activity

must not interfere with your ability to properly perform your job duties at Barfield Inc.

STANDARDS OF APPROPRIATE CONDUCT

The following Standards of Appropriate Conduct reflect the importance that we place on the quality of our

Services and the quality of our day-to-day performance in delivering those services. Each Employee is

responsible for both the integrity and consequences of his or her own actions. Generally speaking, we

expect each Employee to act in a mature and responsible way at all times. You are expected to accept

certain responsibilities, adhere to acceptable business principles in matters of personal conduct and exhibit

a high degree of personal integrity at all times. This not only involves a sincere respect for the rights and

feelings of others, but also demands that you refrain from any behavior that might be harmful to you, your

co-workers and Barfield.

OCCURRENCES OF ANY OF THE FOLLOWING VIOLATIONS, BECAUSE OF THE

SERIOUSNESS, MAY RESULT IN YOUR IMMEDIATE DISMISSAL WITHOUT

WARNING:

1. Violation of any Company rule; any deliberate action that is extreme in nature and is

obviously detrimental to Barfield’s efforts to operate profitably.

2. Violation of security or safety rules or Barfield safety practices; failure to wear required safety

equipment.

3. Negligence or any careless action, which endangers the life or safety of another person.

4. Bringing or using alcoholic beverages or being under the influence of controlled substance


19 drugs while at work; use or possession or sale of controlled substance drugs in any

quantity while on Company premises or in a Company vehicle.

5. Possession of firearms, weapons or explosives on Company property or in a Company

vehicle.

6. Insubordination or refusing to obey instructions properly issued by your Supervisor

pertaining to your work; refusal to help on a special assignment.

7. Threatening, intimidating, or fighting fellow Employees at any time for any purpose.

8. Engaging in an act of sabotage causing the destruction or damage of Company

property, or the property of fellow Employees, customers, suppliers, or visitors.

9. Theft of Company property or the property of fellow Employees, unauthorized

possession or removal of any Company property, including documents, from the

premises; unauthorized use of Company equipment or property for personal reasons

10. Dishonesty; falsification or misrepresentation on your employment application or other

work records; lying about sick or personal leave.

11. Violation of the non-disclosure agreement; giving confidential or proprietary Barfield information

to competitors or other organizations or to unauthorized persons - Working for a competing

business while a Barfield Employee. A breach of confidentiality of personnel information.

12. Leaving work before the end of a workday without your Supervisor’s permission will be deemed

as a voluntary resignation.

13. Alteration of your own timecard, punching or altering another Employee's time card.

14. Immoral conduct or indecency on company property.

15. Excessive absenteeism or tardiness.

OCCURRENCES OF ANY OF THE FOLLOWING ACTIVITIES, AS WELL AS VIOLATIONS

OF ANY BARFIELD RULES OR POLICIES, WILL BE SUBJECT TO PROGRESSIVE

DISCIPLINARY ACTION, UP TO AND INCLUDING TERMINATION.

1. Unsatisfactory or careless work; failure to meet production or quality standards as

explained to you by your Supervisor; mistakes due to carelessness or failure to get

necessary instructions.

2. Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making racial or

ethnic slurs; display of nude pictures.

3. Sleeping on the job; Use of Company telephone for personal calls

4. Displaying a poor attitude; obscene or abusive language; indifference or rudeness

towards a customer or another Employee; antagonistic conduct.

5. Failure to report immediately an accident or damage to or involving Company

equipment.

6. Engaging in behavior designed to create discord and lack of harmony; including

malicious gossip and/or spreading rumors; interfering with other Employees on the job; willfully

restricting work output or encouraging others to do the same.

7. During working hours and/or in working areas; selling merchandise or collecting funds of any kind

for charities or others.

8. Failing to adhere to the Company’s Dating in the Workplace policy.

9. Improper use of the Company Credit Card.

10. Failure to wear a face mask inside Company facilities (except when an employee is in his or her

private office with the door closed, or eating or drinking more than 6 feet apart in break rooms)

pursuant to Center for Disease Control (CDC) guidelines to stop the spread of Covid-19. A Face


20 Shield alone is NOT acceptable. Gators are acceptable as long as the Gator is folded to make two

layers.

COMPLAINT PROCEDURE

It is the goal at Barfield to maintain a comfortable working environment for everybody. We do this in

several ways: By treating each as an individual and encouraging maximum development - By recognizing

that each of you is essential to our growth and success - By maintaining direct communications with all of

our Employees and ensuring that each and every one of you can speak directly and openly to any member

of our management team.

We believe that this type of communication is best for all concerned. Therefore, when you wish to express

your problems, opinions, or suggestions, you will always find an open door and an attentive ear. Whenever

you have a problem or complaint, we expect you to speak up and communicate directly with us. You can

take the following steps:

a. First, talk to your immediate Supervisor. Your Supervisor is most familiar with you and your

job and is, therefore, in the best position to assist you. Your Supervisor works closely with you and is

interested in seeing that you are treated fairly and properly.

b. Second, if your Supervisor cannot help you resolve the matter; tell your Supervisor that you are

not satisfied and that you wish to talk with a Human Resources representative.

Remember, we will not tolerate any form of retaliation against Employees availing themselves of this

procedure. The procedure should not be construed, however, as preventing, limiting or delaying Barfield

from taking disciplinary action against any individual, up to an including termination, in circumstances

where Barfield deems disciplinary action appropriate.

PROGRESSIVE DISCIPLINARY POLICY

BARFIELD INC. USES THE FOLLOWING FOUR STEP DISCIPLINARY POLICY:

STEP ONE:

Employee will be counseled in a positive manner, by his or her Supervisor, on exactly what improvements

are needed. This is an oral warning to the Employee that his or her conduct or work is unacceptable, and

that if continued, will lead to more severe penalties. The Supervisor will document the warning and have

it placed in the Employee’s file.

STEP TWO:

If the Employee’s performance does not improve within a one (1) month period, or if the Employee is again

in violation of Barfield practices, guidelines or standards of conduct; the Employee will be counseled in a

positive manner by his or her Supervisor. He or she will be told that Employee’s unacceptable behavior,

misconduct, poor attitude or performance deficiencies that were discussed in his or her first counseling

session has not improved and, if it continues without improvement, the Employee will be Suspended from

work without pay. (The length of suspension will vary based on the severity of the offense and Employee’s

performance and disciplinary record, from one (1) to five (5) days.) The Supervisor will document the

session, asks the Employee for his or her commitment to correct his or her problem and ask if he or she


21 fully understands the consequences of not correcting his or her problem. The Employee is then asked to

make any comments that he or she wishes to make and both persons will then sign the document. The

Employee is then to be given a copy, with the original being placed in the Employee’s file.

NOTE: Before proceeding with the following steps, the supervisor must review the situation with the

Human Resources Department.

STEP THREE:

The Supervisor advises the Employee that the unacceptable behavior, misconduct, poor attitude, or

performance has continued without improvement. The Employee is advised that he or she will be

suspended without pay for a period of (X) days. The Employee is then advised that upon the next

occurrence of unacceptable behavior, misconduct, poor attitude or performance, deficiencies, his or her

employment will be terminated.

STEP FOUR:

UPON THE NEXT OCCURRENCE THE EMPLOYEE’S EMPLOYMENT WITH BARFIELD INC.

WILL BE TERMINATED.

ATTENDANCE POLICY

The success of our Company is based on every Employee being at his or her work station ready to begin

work at the beginning of their scheduled shift, and at the end of their scheduled breaks and meal period.

• A TARDY OR ABSENCE IS CONSIDERED “EXCUSED” ONLY WHEN YOU CALL YOUR

SUPERVISOR AHEAD OF TIME AND THE TARDINESS OR ABSENCE IS FOR A

COMPELLING REASON.

• BARFIELD RESERVES THE RIGHT, AT ITS SOLE DISCRETION, TO DETERMINE WHAT

CONSTITUTES A COMPELLING REASON.

• A TARDY OR ABSENCE FOR A NON-COMPELLING REASON AND FAILING TO CALL

IN IS CONSIDERED “UNEXCUSED”. BARFIELD CONSIDERS “UNEXCUSED”

TARDINESS AND ABSENCE TO BE A SERIOUS PROBLEM.

• EMPLOYEES WHO ARE TARDY OR ABSENT EXCESSIVELY OR SHOW A CONSISTENT

PATTERN OF TARDINESS OR ABSENCE, WHETHER “EXCUSED” OR “UNEXCUSED”,

WILL BE SUBJECT TO DISCIPLINARY ACTION, UP TO AND INCLUDING

TERMINATION

NOTE: THIS DOES NOT INCLUDE PERSONS ON DOCUMENTED AND

APPROVED “FAMILY & MEDICAL LEAVE” (FMLA)

It is your responsibility to contact your Supervisor, if you are unable to report to work for any reason. All

absences and/or tardiness must be reported as soon as possible prior to the Employee’s scheduled time to

begin work.

1. When you do not notify the Company and do not report to work, this is termed a “NO CALL/NO

SHOW”. After the first “NO CALL - NO SHOW” you will receive a written warning. After the


22 second “NO CALL - NO SHOW” in a ninety (90) day period, your employment will be

automatically terminated.

2. LEAVING WORK BEFORE THE END OF THE WORKDAY WITHOUT YOUR

SUPERVISOR’S PERMISSION WILL BE DEEMED AS A VOLUNTARY RESIGNATION.

3. Absences of two (2) consecutive days without proper notification will result in AUTOMATIC

TERMINATION.

SHOULD THE EMPLOYEE VIOLATE THE ATTENDANCE POLICY THE FOLLOWING POSITIVE

DISCIPLINARY ACTION WILL TAKE PLACE:

STEP ONE: Employee will be counseled in a positive manner by their Supervisor and told that his or

her attendance (tardiness or absence) is unacceptable.

IT IS THE MAIN OBJECTIVE OF THIS CONVERSATION TO GAIN

EMPLOYEE’S AGREEMENT TO ELIMINATE HIS OR HER ATTENDANCE

PROBLEM AND TO ASK FOR HIS OR HER COMMITMENT TO CORRECT

THEIR PROBLEM. A Corrective review form will be completed and placed in

Employee’s file. Employee is to be advised that if it continues, he or she will be

suspended.

STEP TWO: Employee will be counseled again in a positive manner by his or her Supervisor and told

that their attendance, (tardiness or Absence) was discussed in his or her first

counseling session has not improved. The Employee is to be advised that he or she

will be SUSPENDED from work without pay. IT IS THE MAIN OBJECTIVE OF THIS CONVERSATION TO GAIN EMPLOYEE’S

AGREEMENT TO ELIMINATE HIS OR HER ATTENDANCE PROBLEM AND TO

MAKE SURE THE EMPLOYEE FULLY UNDERSTANDS THE CONSEQUENCES

SHOULD HE OR SHE FAIL TO CORRECT HIS OR HER ATTENDANCE PROBLEM.

A Corrective review form will be completed and placed in the Employee’s file.

STEP THREE: EMPLOYEE’S EMPLOYMENT IS TERMINATED.

SMOKING, E-CIGARETTES, CHEWING TOBACCO & SNUFF

Smoking and non-smoking tobacco are regarded as a poor health habits. We feel it is our responsibility to

provide a workplace free of exposure to hazardous substances and smoke from tobacco or e-cigarettes.

Therefore have established our facility and business as SMOKE-FREE and TOBACCO-FREE and. This

means that smoking cigarettes, e-cigarettes, cigars or chewing tobacco or snuff in Barfield offices, facilities

and vehicles is strictly prohibited. Violation of this policy is considered proper cause for appropriate

disciplinary action including termination.

IF YOU MUST SMOKE CIGARETTES, E-CIGARETTES, CIGARS OR CHEW TOBACCO OR SNUFF

DURING YOUR DAY YOU MAY DURING YOUR SCHEDULED BREAK TIMES OR LUNCH TIME

AT DESIGNATED AREAS OUTSIDE THE FACILITY.


23

SOLICITATIONS & DISTRIBUTIONS

In the interest of maintaining a proper business environment and preventing interference with work as well

as inconvenience to others, employees may not distribute non-work related literature or printed material of

any kind, sell merchandise, solicit financial contributions or solicit for any other cause during working

hours. Employees who are not on working time (e.g., those on lunch hours or breaks) may not solicit

Employees who are on working time for any cause or distribute non-work related literature of any kind to

them.

Barfield, Inc. prohibits the solicitation, distribution and posting of materials on or at Company property by

any employee or non-employee, except as may be permitted by this policy. The sole exceptions to this

policy are charitable and community activities supported by Human Resources; and Company sponsored

programs.

Employees may not solicit other employees during work times, except in connection with a Company

approved or sponsored event.

Employees may not distribute literature of any kind during work times, or in any work area at any time,

except in connection with a Company sponsored event. Violation of this policy should be reported to

Human Resources.

NON-EMPLOYEES ARE PROHIBITED FROM DISTRIBUTING MATERIALS OR

SOLICITING EMPLOYEES ON BARFIELD PREMISES AT ANY TIME.

DATING IN THE WORKPLACE

Supervisors and Employees under their supervision are strongly discouraged from forming romantic or

sexual relationships. Such relationships can create the impression of impropriety in terms and conditions of

employment and can interfere with productivity and the overall work environment.

If you are unsure of the appropriateness of an interaction with another employee of the Company, contact

the Vice President – Human Resources for guidance. If you are encouraged or pressured to become involved

with a customer or Employee in a way that makes you feel uncomfortable and is unwelcome, you should

also notify Vice President – Human Resources immediately. No customer or Employee of this Company

has the right to subject any employee to sexual or other unlawful harassment, including requests for sexual

favors, sexual advances, offensive touching, and any other unwanted verbal, graphic, conduct or

communications of a sexual nature.

You should also be aware of, and are expected to comply with, Barfield’s policy against sexual and other

forms of illegal harassment in the workplace.


24 SAFETY

Barfield recognizes our responsibility for ensuring that each job and work area is free, as possible, from

hazards. We also recognize that safety is everybody’s business. Safety is to be given primary importance

in every aspect of planning and in performing all Barfield activities. Our goal is to protect you from

industrial injury and illness, as well as minimize the potential loss of production.

1. Our Safety program includes but is not limited to the following:

a. Instructing Employees about good safety practices and general shop safety.

b. Training on the following:

Emergency Evacuation Procedures

The use of Personal Protective Equipment

Chemical Hazard Communication

OSHA’s Right to Know

Proper Lifting Techniques

General Safety Awareness

Good Housekeeping practices

Forklift I, II & Forklift Safety

Fire Extinguisher Training

Gas Welding Safety

Hazmat Training

Hand and Arm Protection Training

Radial Arm Saw Safety

Handling & Storage of Compressed Gases

Hand Soldering

c. Providing necessary personal protective equipment and instructions for its use and care.

d. Providing mechanical and physical safeguards as required throughout the Company.

e. Investigating every accident to find its cause and to correct and eliminate unsafe working

conditions and practices.

2. General Company safety guidelines are as follows:

a. All injuries, without exception, must be reported immediately to your Supervisor - Supervisors

must report the injury, in writing, to the Human Resources Department immediately.

b. All injured persons, regardless of the extent of the injury, must immediately go to the Company

doctor.

c. Running on Company property is strictly prohibited.

d. Use only Company authorized equipment. Check all tools and equipment before using.

Never use defective equipment or machinery - Report all defective tools or equipment to your

Supervisor.

e. Use a ladder when required. Do not climb on desks, chairs, machinery, storage shelves or other

substitutions for ladders.

f. All emergency equipment, such as fire extinguishers, fire alarms and exit doors must be kept

clear of obstacles.


25 g. Avoid overloading electrical outlets with too many appliances or machines.

h. Housekeeping is part of safety and every Employee is responsible for keeping their work area

clean and neat.

i. Safety glasses must be worn when working on the following: Cutting, shearing; punching and

metal stamping; pouring or working with harmful chemicals. Operating any machine that

could cause an eye injury; working on any job your Supervisor feels warrants eye protection.

Sanding machine, drill press, welding, chipping, or grinding

j. Protect your back from injury. Get assistance before lifting heavy objects, lift properly and

wear a back supporting belt.

k. Protective gloves must be worn when handling Hazardous Chemicals.

3. If an Employee requires medical attention while on Company property, follow this process:

IMMEDIATELY CALL 911

AFTER THE CALL HAS BEEN PLACED AND THE EMPLOYEE MADE

COMFORTABLE,

PLEASE CONTACT YOUR SUPERVISOR AND HUMAN RESOURCES

BARFIELD IS VITALLY CONCERNED ABOUT YOUR SAFETY AND HEALTH. FAILURE TO

ADHERE TO THE COMPANY SAFETY GUIDELINES WILL NOT BE TOLERATED AND

WILL RESULT IN DISCIPLINARY ACTIONS UP TO AND INCLUDING TERMINATION OF

YOUR EMPLOYMENT.

WORKER’S COMPENSATION INSURANCE

Barfield provides a comprehensive workers' compensation insurance program at no cost to employees. This

program covers any injury or illness sustained in the course of employment that requires medical, surgical,

or hospital treatment. Employees who sustain work-related injuries or illnesses must inform their

supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be

reported immediately.

DRESS CODE / PERSONAL APPEARANCE

Please understand that you are expected to dress in accordance with accepted business standards,

particularly if your job involves dealing with customers or visitors in person. Each Supervisor or

Department Manager is responsible to assure that the appropriate dress code is followed within each

department. If the Supervisor or Manager feels your attire is out of place, you will be asked to go home and

change into acceptable attire. You will not be paid for the time you are off the job for this purpose. Your

personal appearance is a concern of management, both from the standpoint of public image and the

standpoint of job safety and health. To that extent the following applies:


26 PUBLIC CONTACT EMPLOYEES: Employees meeting the public are required to present a favorable

personal appearance. For both women and men proper attire for Barfield employees is Business Casual

which means you can dress comfortably and still look professional. Men will have neatly trimmed hair of

moderate length and may have a neatly trimmed mustache and/or beard or goatee. You are considered a

Public Contact Employee if you work in Sales, Customer Service, Administration.

SHOP EMPLOYEES: Shop Employees are required to wear uniforms. Shirts must be tucked in. Men will

have neatly trimmed hair of moderate length and may have a neatly trimmed mustache and/or beard or

goatee. Shop Employees are required to wear protective shoes or clean sneakers. No sandals, open toe

shoes or high heels are allowed in the shops, in Logistics, or any area designated by management for safety

reasons.

OTHER EMPLOYEES: Because we are constantly taking our customers through our facilities, proper

attire for Barfield employees is Business Casual which means you can dress comfortably and still look

professional. Men will have neatly trimmed hair of moderate length and may have a neatly trimmed

mustache and/or beard or goatee. All Employees who frequently visit the shops or other restricted areas,

must wear protective shoes at all times for safety reasons; use common sense in your selection of shoes to

come to work.

ALL EMPLOYEES: Barfield will impose dress restrictions on all employees who operate machinery or

office equipment who wear loose-fitting clothing, long hair or dangling jewelry that might become

entangled. The following clothing items are specifically NOT allowed:

• Hats – Caps;

• Sweat Suits – Spandex Slacks – Low rise pants – Shorts;

• T-Shirts - Tank Tops - Low cut blouses – Belly shirts – Skimpy, Strappy Camisole Tops;

• Skort – Mini and Micro-mini skirts (not more than 2 inches above the knee);

• Flip-flops, sandals – old dirty sneakers – open toe shoes – house slippers;

• Jeans and Sneakers with NO holes in themare reserved for authorized departments – The Shops –

Stockroom – Shipping – Receiving – QC Inspectors;

• For all other departments Jeans with NO holes in them and Sneakers are only allowed on Fridays.

ALL EMPLOYEES: It is required that you keep your immediate work area clean and orderly!

SEXUAL HARASSMENT AND DISCRIMINATION PROHIBITED

Barfield strives to maintain an environment free from discrimination and harassment, where Employees

treat each other with respect, dignity and courtesy.

This Policy applies to all phases of employment, including but not limited to recruiting, testing, hiring,

promoting, demoting, transferring, laying off, terminating, paying, granting benefits and training.


27

Prohibited Behavior

Barfield does not and will not tolerate any type of harassment of our Employees, applicants for employment,

or our customers. Discriminatory conduct or conduct characterized as harassment as defined below is

prohibited.

The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct

relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation, transgender, national

origin, age, disability, marital status, military status or any other protected classification that unreasonably

interferes with a person’s work performance or creates an intimidating, hostile work environment.

Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests

for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature. Such conduct

may constitute sexual harassment when it:

1 is made an explicit or implicit condition of employment,

2 is used as the basis for employment decisions,

3 unreasonably interferes with an individual's work performance, or

4 creates an intimidating, hostile or offensive working environment.

The types of conduct covered by this policy include: demands or subtle pressure for sexual favors

accompanied by a promise of favorable job treatment or a threat concerning employment.

Specifically, it includes sexual behavior such as:

1 repeated sexual flirtations, advances or propositions

2 continued and repeated verbal abuse of a sexual nature,

3 sexually related comments and joking, graphic or

4 degrading comments about an employee’s appearance

5 or displaying sexually suggestive objects or pictures

6 including cartoons and vulgar email messages, and

7 any uninvited physical contact or touching, such as patting, pinching or repeated brushing against

another’s body.

Such conduct may constitute sexual harassment regardless of whether the conduct is between members of

management, between management and staff employees, between staff employees, or directed at

Employees by nonemployees conducting business with the Company, regardless of gender or sexual

orientation.

Harassment by Nonemployees

Barfield will also endeavor to protect Employees, to the extent possible, from reported harassment by

nonemployees in the workplace, including customers, clients and suppliers.


28 Complaint Procedure and Investigation

Any Employee who wishes to report a possible incident of sexual harassment or other unlawful harassment

or discrimination should promptly report the matter to the Vice President – Human Resources.

Barfield will conduct a prompt investigation as confidentially as possible under the circumstances.

Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the

same time Employees have an obligation to cooperate with Barfield in enforcing this policy and

investigating and remedying complaints.

Any Employee who becomes aware of possible sexual harassment or other illegal discrimination against

others should promptly advise the Vice President – Human Resources, or any other appropriate member of

management.

TERMINATION OF EMPLOYMENT

Although through our recruiting and interviewing process we select the best candidates sometimes things

do not work out as expected.

o Resignation – The Employee initiates voluntary employment termination

o Discharge – The Company initiates involuntary employment termination

o Layoff – The Company initiates involuntary termination based on Business needs

o Retirement – The Employee initiates voluntary employment termination after meeting certain

criteria

The coverage of Health Care Benefits will terminate on the last day of the month in which employment

terminates. The individual will be offered COBRA coverage; the letter will include the premium fee.

Group Life, Long Term Disability, AD&D terminate on the last day of employment. All earned and not

used vacation time will be paid in the last paycheck. If participating in the Barfield Inc. 401(k) plan will

receive a package from the Plan Administrator.

All uniforms must be returned prior to the date of termination or as soon as possible after termination.

Barfield will not write a recommendation letter for any Employee who leaves the Company.

All employment verification will need a signed document from the terminated employee. The

Company will only verify dates of employment and job title.

SECTION 3 – COMPENSATION

WAGE & SALARY POLICIES

It is the desire of Barfield to pay wages and salaries that are competitive with other employers in the market

place in a way that will be motivational, fair and equitable, variable with individual and Company

performance and in compliance with all applicable statutory requirements.


29

Jobs are compared with various external market data. Each job is assigned a range of pay, including a

minimum and a maximum. Periodically Barfield examines the market conditions to ensure ongoing

comparability. Changes in pay ranges will be made as needed and as Barfield can afford to maintain market

comparability.

As of your employment date you will be carried directly on the Barfield payroll. No person may be paid

directly out of petty cash or any other such fund for work performed. The only exception to this policy is

where a contract relationship exists with a bona fide independent contractor.

Barfield applies the same principles of fairness and external comparability to all Employees, regardless of

organizational level, sex, religion, national origin, age or race.

YOUR PAY IS INFLUENCED BY THE FOLLOWING FACTORS:

1. Your individual work performance in meeting your Departments overall objectives;

2. Your attitude towards your work, fellow workers and the Company;

3. Your attendance in accordance with Company policy;

4. The nature and scope of the job; and

5. Market place comparisons.

INDIVIDUAL PAY

An individual’s pay within a range depends on their sustained performance over time. Each year,

Employees will have a performance review conducted by their manager or supervisor. During that review,

significant performance events such as your overall job performance, conduct, attitude, demeanor,

attendance and tardiness that occurred throughout the year will be discussed. The overall performance

rating will influence your wage/salary adjustment. Performance reviews do not guarantee increases in

wages or salary.

CALL BACK PAY

Occasionally, you may be asked to return to work after you have left the premises for the day. If this occurs,

you will be guaranteed a minimum of two (2) hours pay. If you work longer than two (2) hours, you will

be paid for the time you actually worked.

MANDATORY DEDUCTIONS FROM YOUR PAYCHECK

Barfield is required by law to make certain deductions from your check. Among these are federal, state and

local income taxes and contribution to Social Security. These deductions will be itemized on your check

stub. The amount of the deductions may depend on your earnings and on the information you furnish on

your W-4 from regarding the number of dependents/exemptions. To ensure proper credit for tax purposes,

changes in name, marital status or number of exemptions must be reported to payroll immediately. Any


30 other mandatory deductions from your paycheck, such as court-ordered Attachments will be explained

whenever Barfield is ordered to make such deductions.

DIRECT PAYROLL DEPOSIT

Your payroll checks will be automatically deposited in your personal bank account. You will see a copy

of your statement of earnings in your personalized ADP Portal, showing information found on your check

stub, (gross wages, tax deductions and other deductions). Required deductions are automatically withheld

from your paycheck. Payroll makes every effort to avoid errors in your paycheck. If you believe an error

has been made, tell your manager/supervisor immediately. Necessary steps to research the problem and to

assure that corrections are made properly and promptly.

PAY DAY

Employees are paid bi-weekly; you will find a copy of your pay stub in your personalized ADP Portal. The

pay period is Sunday through Saturday. In certain particular situations the Employee might receive a

manual paycheck. Barfield is unable to take responsibility for lost or stolen paychecks and if we are unable

to stop payment on your check, you alone will be responsible for such loss.

ADMINISTRATIVE PAY CORRECTIONS

Barfield takes all reasonable steps to ensure that employees receive the correct amount of pay in each

paycheck and that employees are paid promptly on the scheduled payday. In the event of an error in the

amount of pay the employee should advise the manager about it. The manager will then address it with the

payroll department. Any adjustments will be made in the next payroll.

RECORDING OF HOURS WORKED

TO ENSURE THAT ACCURATE RECORDS ARE KEPT OF THE HOURS YOU ACTUALLY WORK

THE FOLLOWING GUIDELINES APPLY:

1. GENERAL INSTRUCTIONS:

All time is calculated from the beginning of the shift to the end of the shift.

Employees must not hand-punch in earlier than 10 minutes before the start of their shift.

Employees must not hand-punch out more than 10 minutes after their shift ends.

Your supervisor will explain all non-standard hand-punches on your time sheet.

If you forget hand-punch in or out, or scan at the wrong time you must see your manager. Very important:

If you forget to bring your ID Badge to work, you must retrieve it. You will not be paid for any time missed

while retrieving your card.

2. MAKE UP TIME:

Time can only be made up when there is supervision and must be made up within the same pay week.


31

Lost time of less than fifteen (15) minutes cannot be made up.

Lost time of less than one (1) hour must be made up in one segment.

EXAMPLE: THIRTY (30) MINUTES CANNOT BE MADE UP IN TWO

(2) SEGMENTS OF FIFTEEN (15) MINUTES EACH.

NOTE: UNDER NO CIRCUMSTANCES CAN LOST TIME BE MADE

UP DURING YOUR LUNCH BREAK

OVERTIME

From time to time, it may be necessary for you to work overtime. Your Supervisor must approve all

overtime in advance. There are two (2) types of overtime:

1. Scheduled Overtime: Scheduled overtime is mandatory overtime. It will be

announced in advance, generally with at least one (1) weeks’ notice. Since it is

mandatory, it becomes part of your required workweek. If you need to be

excused from performing scheduled overtime please submit your request in

writing to your Supervisor. Your request and the requirement of your department

will determine whether you may be excused from performing scheduled overtime.

SHOULD YOUR REQUEST BE DENIED, YOU WILL BE REQUIRED TO

WORK THE OVERTIME OR FACE TERMINATION OF YOUR EMPLOYMENT.

2. Incidental Overtime: Incidental overtime is not scheduled overtime. It becomes necessary in

response to extenuating circumstances. The opportunity to perform incidental overtime will be given

first to the Employee who normally performs the task.

GUIDELINES:

a. All overtime must be recorded by hand-punching in and out on the time clock.

b. Overtime will be paid at the rate of time and one-half times your regular hourly rate of pay for all

hours worked beyond the fortieth (40) hour worked in any given work week.

c. Should you be required to work more than three (3) hours overtime beyond your normal eight (8)

hours you must take thirty (30) minutes without pay for dinner.

d. You will be paid one and one-half times your regular hourly rate of pay for all hours worked on a

Saturday or Sunday providing you have met the forty (40) hour workweek requirement.

e. Employees who work on Company recognized holidays would be paid their regular rate of pay in

addition to their regular holiday pay.

f. Overtime will not be paid to any Employee while on Part Time status, except if the Employee works

more than 40 hours in a week.

PERFORMANCE REVIEWS

Your Supervisor is continuously evaluating your job performance. Day-to-Day interaction between you


32 and your Supervisor should give you a sense of how your Supervisor perceives your conduct, attitude,

attendance, tardiness and job performance. However, to avoid haphazard or incomplete evaluations, we

conduct a formal annual performance review or per management discretion, and at least one checkpoint

meeting during the year.

Depending on your performance, your Supervisor may request that you are given a special written

performance evaluation to advise you of the existence of below standard performance or disciplinary

problems; if it is determined that your performance is still unsatisfactory, after appropriate documented

counseling, reassignment or termination will occur.

Should any part of your review be unsatisfactory, you will be coached by your Supervisor and your

performance will be reviewed again in thirty (30) or sixty (60) days; if it is determined that your

performance is still unsatisfactory, after appropriate documented counseling, reassignment or termination

will occur.

Your progress through the various pay grade levels will depend upon your overall performance in

relation to your job responsibilities, attitude, conduct, attendance and tardiness.

WORK SCHEDULE

Our normal workweek consists of five (5) days, Monday through Friday, from 7:30am to 4:15pm. Your

Supervisor will give you your daily work hour’s schedule. You will be notified promptly whenever a change

is necessary.

ABSENCE or LATENESS

Barfield is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside

your work hours may arise. If you are unable to report to work, or if you know you are going to be late,

you must: Contact your immediate supervisor. Notifying the switchboard operator or a fellow Employee

is not sufficient. If your supervisor is not available when you call, you must then contact a member of the

Human Resources Department; and if you are not able to call in yourself because of an illness, emergency

or for some other reason, be sure to have someone call on your behalf.

Absence from work for two (2) consecutive days without notifying your supervisor or the Human Resources

Department will be considered a voluntary resignation. Leaving work without notifying your supervisor or

the Human Resource Department will be considered a voluntary resignation.

ATTENDANCE

You are expected to be at your work station and ready to work at the start of your assigned shift and you

are expected to remain in your work area until the end of your assigned shift, except for approved breaks

and your lunch break. If you leave your work area, you must notify your Supervisor where you are going

and how long you expect to be gone.

CLOSURE AFTER STARTING TIME

If severe weather or other conditions exist and Management decides to close the Company for the remainder

of the day, you will be notified as soon as possible by your Supervisor. If you are sent home before having


33 worked two (2) hours, you will be paid for two (2) hours of work. If you are sent home after having worked

two (2) hours, you will be paid for the time that you actually worked.

LUNCH PERIOD

Your lunch period is forty-five, (45) unpaid minutes, from 11:30am to 12:15pm. The Company expects

you to take your allotted time for lunch in full. You are not allowed to perform any work or make up time

during your lunch period. You must return to your work area on time at the end of your lunch period.

NO PAY DAY

If you run out of vacation days or floating holidays and you request a No Pay Day, it will be up to

management discretion to grant it or not. This will be considered an unexcused absence. See Excessive

Absences Policy.

SECTION 4 - GROUP BENEFITS

Barfield recognizes your contribution to our success by offering you a benefit program that helps provide

financial protection to you and your family. In a very real sense, you receive two kinds of paycheck, “one

you can count”, and “one that you can count on”. The latter comes in the form of your benefits that adds

“extra value” your regular pay. We have established a variety of employee benefit programs designed to

assist you and your eligible dependents in meeting the financial burdens that can result from illness

disability, death and to help you plan for your retirement.

This section of your handbook is meant to HIGHLIGHT some features of our benefit programs. Our group

health, life, long term disability insurance and short term disability programs are more fully described in

the Summary Plan Description booklets with which you were provided once you became eligible to

participate in these programs. In the event of any contradiction between the information appearing in this

handbook and our Summary Plan Description booklet the information that appears in the Master Contracts

or Master Plan Documents, shall govern in all cases.

The benefits program described in this Handbook represents a very large investment by the Company, and

therefore Barfield expects that you will avoid abusing any of the program’s benefits.

ELIGIBILITY

If you are a full time employee, you will enjoy all of the Benefits described in this Handbook as

soon as you meet the eligibility requirements for each particular Benefit. BARFIELD RESERVES THE RIGHT TO AMEND OR TERMINATE ANY OF THESE PROGRAMS OR

TO REQUIRE EMPLOYEE PREMIUM CONTRIBUTIONS TOWARDS ANY BENEFITS AT ITS

DISCRETION. THIS RIGHT MAY BE EXERCISED IN THE ABSENCE OF FINANCIAL NECESSITY.


34

SICK LEAVE

All Employees except those in Arizona

Barfield recognizes that your inability to work because of illness or injury could cause you economic

hardship. For this reason, after you have completed six (6) months of continuous employment with the

Company, all full-time Employees will be eligible for Sick Leave benefits. Starting in the seventh (7th)

month, you will be credited with 0.67 days sick leave for each month (8 sick days per year) of continuous

service up to a maximum accumulation of thirty (30) days. Any sick days taken in the first six (6) months

of employment with the Company are unpaid. In addition, you must have sick leave hours accrued in order

to take sick leave. You cannot take sick leave when you have a zero balance.

A doctor’s appointment is not considered a sick day. You should make your doctor’s appointment for early

in the morning or late in the afternoon if possible. For a medical tests appointment that might take an entire

day, you must use a vacation day or a floating holiday.

Accrued Sick Days are not paid upon termination or resignation from Barfield. Sick benefits will be paid

only for absences during normal working periods, at your regular base pay.

Any Employee using Sick Leave for casual time off or for any other purpose will be subject to

immediate termination.

If you are out sick the day preceding or the day following a holiday, you will not be paid for the holiday.

Employees out of work due to sickness for three (3) or more days must bring in a document from their

doctor certifying the dates of treatment and releasing them to return to work.

Arizona Employees Only

Barfield recognizes that your inability to work because of illness or injury could cause you economic

hardship. For this reason, after you have completed three (3) months of continuous employment with the

Company, all full-time Employees will be eligible for earned paid sick time. Starting with your date of

employment, you will be credited with one hour (1) earned paid sick time for every 30 hours worked up to

eight (8) sick days per year of continuous service up to a maximum accumulation of thirty (30) days. Any

sick time taken in the first three (3) months of employment with the Company are unpaid. In addition, you

must have sick leave hours accrued in order to take sick leave. You cannot take sick leave when you have

a zero balance.

Earned paid sick time may be used for the following purposes: (1) medical care or mental physical illness,

injury or health condition; or (2) a public health emergency; and (3) absence due to domestic violence,

sexual violence, abuse, or stalking. Employees may use earned paid sick time for themselves or for family

members.

Accrued earned paid sick time is not paid upon termination or resignation from Barfield. Earned sick time

will be paid only for absences during normal working periods, at your regular base pay.


35 Any Employee using earned paid sick time for any purpose other than what is allowed under The

Arizona Fair Wages and Healthy Families Act will be subject to immediate termination.

If you are out sick the day preceding or the day following a holiday you must bring in documentation from

a health care professional indicating that the use of earned sick time was necessary, otherwise you will not

be paid for the holiday. Employees out of work due to sickness for three (3) or more days must bring in a

document from their licensed health care professional certifying the dates of treatment and releasing them

to return to work.

VACATION

Your vacation is a time for you to rest, relax and pursue special interests. Barfield has provided paid

vacation as one of the many ways in which we can show our appreciation for your loyalty and continued

service. The amount of vacation to which you are entitled depends on your length of service.

Length of Service Days Per

Month

Total Possible

Days Per Year

4th full month of employment –

Up to 1 year .56 5

1 year up to 5 years .83 10

5 years up to 19 years 1.25 15

20 years and up

1.67

20

For employees hired prior to 12/31/2017:

After the first year, vacation days are given to you on your anniversary date. Any vacation time not

taken during your anniversary year will be lost.

For employees hired after to 1/1/2018:

Vacation time will be based on a calendar year. All vacation time must be taken within the calendar

year or will be lost.

Unearned vacation time policy: Barfield will deduct from an employee’s pay the cost of such vacation

time if they leave the Company prior to earning sufficient vacation time to eliminate the vacation

deficit. If this is the case, the amount of wages advanced as paid vacation time falls into the same

category as a bona fide loan or cash advance to which the employee has voluntarily agreed. As such,

the Company may deduct the amount advanced for the vacation hours from the employee’s final

paycheck, regardless of whether overtime hours were worked in the final week or whether the

deduction brings the employee’s pay below the applicable minimum wage.

You cannot take two (2) years vacation together e.g. taking vacation for the prior year the day before your

anniversary date and then taking a new vacation on your anniversary date.


36

EMPLOYEES’ SENIORITY WILL GOVERN VACATION PERIOD CHOICE. YOUR SUPERVISOR

WILL MAKE EVERY EFFORT TO GRANT YOU YOUR VACATION AT THE TIME YOU DESIRE.

HOWEVER VACATIONS CANNOT INTERFERE WITH YOUR DEPARTMENT’S OPERATION

AND THEREFORE MUST BE APROVED BY YOUR SUPERVISOR AT LEAST ONE (1) MONTH IN

ADVANCE. IF ANY CONFLICTS ARISE IN REQUESTS FOR VACATION TIME, PREFERENCE

WILL BE GIVEN TO THE EMPLOYEE WITH THE MOST SENIORITY.

RECOGNIZED HOLIDAYS

Barfield Inc. provides paid time off to all full time Employees on the following holidays, provided you have

completed your ninety (90) day introductory period:

New Year’s Day

Memorial Day Thanksgiving Day

Independence Day Friday, following Thanksgiving

Labor Day Christmas Eve

Floating Holidays (Two days) Christmas Day

The two Floating Holidays can be taken any time within anniversary dates. The two Floating Holidays can

be taken at any time within the year. Floating Holidays are not paid upon termination or resignation of

employment.

To observe your Religious Holiday or a Holiday not recognized by the Company, you might use your

floating holiday or a vacation day for this purpose, otherwise the time off will be without pay.

Holidays falling on a Saturday are normally observed on the preceding Friday. Holidays falling on a Sunday

are normally observed on the following Monday. You will be notified prior to the holiday of the actual

dates on which each of these holidays is observed. If you are required to work on a holiday you will be

paid at your regular rate of pay in addition to your regular holiday pay.

If you are on a Leave of Absence, you will not be paid for the holiday.

If you are a part time Employee you will receive pay equal to the amount of time worked on each day of

your normal work schedule.

IF YOU ARE ABSENT THE DAY BEFORE OR THE DAY AFTER A HOLIDAY, YOU WILL

NOT BE PAID FOR THE HOLIDAY.

MEDICAL, DENTAL

Barfield Group Medical and Group Dental, provide you with access to quality care as well as protection

from the high costs of services. The Human Resources Department is the Administrator of the Plan. Group

Medical and Group Dental insurance coverage are available to all full time Employees as of the first day of

the month following completion of the first THIRTY (30) calendar days of employment. Upon your first


37 day of employment you will receive your plan booklet. Please give careful attention to the provisions in

the booklet as they affect the way your benefits are paid.

THE COST TO PROVIDE GROUP MEDICAL AND GROUP DENTAL INSURANCE COVERAGE IS

SHARED BY THE COMPANY AND BY THE EMPLOYEE

Barfield helps you manage your health care costs by sharing in the cost of your MEDICAL and DENTAL

COVERAGE. This coverage is available to you at a reasonable cost. THIS COST IS SUBJECT TO

CHANGE AT THE DISCRETION OF THE COMPANY. You must enroll your Dependents at the time

of your Enrollment. If you do not enroll your Dependents at this time then you must wait until the annual

open enrollment period during the month of November of each year.

BARFIELD MAY MODIFY OR AMEND THIS PLAN FROM TIME TO TIME AT ITS SOLE

DISCRETION AND SUCH MODIFICATIONS OR AMENDMENTS WILL BE COMMUNICATED TO

ALL PLAN PARTICIPANTS IN WRITING AS SOON AS PRACTICABLE. BARFIELD INC. MAY

TERMINATE THE PLAN AT ITS SOLE DISCRETION AT ANY TIME.

LIFE and ACCIDENTAL DEATH and DISMEMBERMENT INSURANCE

Barfield Inc. understands that Life and Accidental Death and Dismemberment Insurance are an important

part of your financial planning. It provides valuable protection to you and your family in the event of an

accident or your death. All active, full-time Employees are eligible to participate in our Life Insurance

Program. Coverage for this Program begins as of the first day of the month following completion of the

first THIRTY (30) calendar days of employment. In your new hire package you will receive a booklet

containing a complete description and details of the Program. Under this program you are insured for

$50,000.00 payable to your beneficiary in the event of your death. Please give careful attention to the

provisions in this booklet, as they affect the way your benefits are paid.



ALL PLAN PARTICIPANTS IN WRITING AS SOON AS PRACTICABLE. BARFIELD MAY

TERMINATE THE PLAN AT ITS SOLE DISCRETION AT ANY TIME. LIFE INSURANCE

BENEFITS TERMINATE ON THE DATE YOUR EMPLOYMENT TERMINATES.

SHORT TERM DISABILITY

Your Barfield Inc. Short Term Disability Benefit helps protect you against a loss of income if you are ill or

injured and cannot work. This benefit is designed to provide you with income if you are absent from work

for longer than fifteen (15) calendar days due to an illness or injury. Coverage for this Benefit begins as

of the first day of the month following completion of the first THIRTY (30) calendar days of employment.

In your new hire package you will receive a Short Term Disability Income Plan booklet containing a

complete description and details of the Plan. Please give careful attention to the provisions in this booklet,

as they affect the way your benefits are paid.


38 BARFIELD MAY MODIFY OR AMEND THIS PLAN FROM TIME TO TIME AT ITS SOLE


THE PARTICIPANTS IN WRITING AS SOON AS PRACTICABLE. BARFIELD MAY TERMINATE

THE PLAN AT ITS SOLE DISCRETION ANY TIME.

SHORT- TERM DISABILITY INSURANCE TERMINATES ON THE DATE YOUR EMPLOYMENT

TERMINATES.

LONG TERM DISABILITY INSURANCE

Your Barfield Inc. Long Term Disability Benefit helps protect you against a loss of income if you are ill or

injured and cannot work. This benefit is designed to provide you with income if you are absent from work

for six consecutive months or longer due to an illness or injury. The Human Resources Department is the

Administrator of the Plan. The Benefit is available to all full time Employees as of the first day of the

month following completion of the first THIRTY (30) calendar days of employment. Upon your first day

of employment you will receive a Long Term Disability Income Plan booklet containing a complete

description and details of the plan. Please give careful attention to the provisions in this booklet, as they

affect the way your benefits are paid.




THE PLAN AT ITS SOLE DISCRETION ANY TIME.

LONG TERM DISABILITY INSURANCE TERMINATES ON THE DATE YOUR EMPLOYMENT

TERMINATES.

401 (K) PLAN

To help you prepare for the future, Barfield, Inc. sponsors a 401(k) plan as part of its benefits package. The

Barfield, Inc. 401(k) Savings Plan is one of the best ways to help you save for retirement. Of course, there

are many ways to save and invest for retirement. However, our 401(k) Plan offers you the following

benefits:

▪ Employer contributions that can help boost your savings: Effective July 1, 2021, Barfield will

match fifty percent (50%) of the first six percent (6%) of your pretax contribution.

▪ You pay less in federal taxes today: Your before-tax contributions will lower your current taxable

income.

▪ Compounding helps your money grow: You earn interest on both the money you invest and the

interest that money earns over time. Time is the most important ingredient in the compounding

process.

▪ Your money works harder for you: All of your before-tax contributions and any money your

contributions earn grow tax-deferred until you withdraw them.

▪ Saving is easy: Your contributions are automatically deducted from your paycheck – so you do not

have to worry about writing a check or finding the money to invest.

By participating in the plan, you can help ensure you will have the retirement income you need.


39 Under our plan, you may contribute any whole percentage from one percent (1%) to seventy-five percent

(75%) of your salary on a before tax basis. Before-tax savings come from your gross pay before taxes are

deducted; consequently your taxes are based on your reduced pay. This is formally called a 401(k) Plan.

All full-time employees will be enrolled on the first day of the month after your initial 30 days of

employment with Barfield. Barfield’s 401(k) company will mail your enrollment kit to you.

The vesting period for the Company match is 2 years for all employees hired prior to 12/31/2016.

For all new hires after 1/1/2017, the Company match vests after 5 years on a progressive schedule (after 1

year = 20%, 2 years = 40%, 3 years = 60%, 4 years = 80%, over 5 years = 100%)




THE 401 (K) PLAN AT ITS SOLE DISCRETION AT ANY TIME.

FAMILY MEDICAL LEAVE ACT (FMLA)

The Family Medical Leave Act requires covered employers to provide up to twelve (12) weeks of unpaid,

job-protected leave to “eligible employees” for certain family and medical reasons. Employees are eligible

for FMLA leave if they have been employed for at least one (1) year and for 1,250 hours over the previous

twelve months, and if there are at least fifty (50) employees within seventy-five miles (75) of the job

location.

Reasons for Leave

You are entitled to take up to 12 weeks unpaid leave for any of the following reasons:

▪ To care for the employee’s child after birth, or placement for adoption or foster care

▪ To care for the employee’s spouse (includes same sex marriage), son or daughter, or parent who

has a serious health condition

▪ For a serious health condition that makes the employee unable to perform the employee’s job

Types of Leave

Leave due to the birth or placement of a child in your home for adoption or foster care must be taken in one

continuous 12-week segment and must be taken within 12 months of the birth or placement of the child.

You may take leave due to your own or a family member’s serious health condition in:

• one continuous 12 week segment,

• an intermittent schedule, such as one day off each week, or

• a reduced schedule, such as beginning two hours late, twice a week.

A serious health condition means an illness, injury, impairment, or physical or mental condition during

which you are incapable of working that involves either:


40 • treatment requiring inpatient care in a hospital, hospice or residential care facility, or

• continuing treatment by a health care provider for a condition that lasts more than three consecutive

days, or for pregnancy or prenatal care or for a chronic health condition which continues over an

extended period of time, requires periodic visits to a health care provider and may involve

occasional episodes of incapacity, such as serious asthma or diabetes.

It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke and terminal

cancer. In addition, leave may be used to cover absences due to multiple treatments for restorative surgery

or for a condition which would likely make you incapable of working for more than three days if not treated,

such as chemotherapy or radiation treatments for cancer.

Notice of Leave

If your need for leave is foreseeable, you must give 30 days prior notice if possible. If you do not give such

notice, the leave may be delayed for up to 30 days.

If your need for leave is due to a planned medical treatment, make every attempt to schedule the treatment

so as not to unduly disrupt the work of your department. If your need for leave is not foreseeable, you must

request it as soon as practicable, no later than two (2) business days after the need for leave arises.

Medical Certification

If leave is requested due to your own or a family member's serious health condition, you must provide

medical certification from an appropriate health care provider, the medical certification must include the

date on which the condition began and its probable duration. You may be denied leave if you do not provide

satisfactory certification. Barfield may also require a second opinion or third opinion regarding certification

of a serious health condition, at our expense.

Substituting Paid Leave

During your FMLA leave you must use all your available Paid Time Off starting first with sick allowance

(optional for pregnancy), followed by vacation days and by floating holidays. Once all Paid Time Off is

exhausted and you need more time off; you will be placed on an unpaid Medical Leave of Absence not to

exceed the total of twelve weeks allowed by FMLA. If the FMLA is for a dependent (spouse (includes same

sex marriage), son, daughter, mother, father) you are allowed to use five (5) sick days from your own pool

of sick days. If you need more time than the five sick days then you will use your available Paid Time Off

(vacation days, followed by floating holidays) before you are placed on an unpaid Family Leave of Absence

not to exceed the total of twelve weeks allowed by FMLA. During any type of approved leave, the

Employee does not accrue sick time and does not earn vacation time.

Outside Employment

You may not work for outside employers while on family and medical leave with Barfield.


41 Returning to Work

If your leave is due to your own medical condition, you are required to provide medical certification that

you are able to resume work before returning. Both you and your health care provider must complete a

Return to Work Medical Certification.

Upon returning to work, you will ordinarily be entitled to be restored to your former position or to an

equivalent position with the same employment benefits and pay if possible. If you do not return to work at

the end of the leave and do not notify Barfield Inc. of your status, you may be terminated.

Benefits During Leave

Taking family and medical leave will not cause you to lose any employment benefits accrued prior to the

first day of leave. The leave period will be treated as continued service for purposes of determining vesting

and eligibility to participate in any retirement plan in effect. However, employees on FMLA leave normally

will not accrue any other additional benefits during the leave period.

Barfield will maintain your insurance benefits while you are on leave, although you may be required to pay

your portion of the premium. However, if you do not return to work after the leave, you may be asked to

reimburse us for the cost of maintaining insurance coverage during the leave. This provision will not apply

in cases where your inability to return is through no fault of your own -- for example, at the end of leave

you remain physically unable to return due to your serious health condition.

Misrepresenting Reasons for Leave

If you intentionally misrepresent the reasons for requesting family and medical leave, you may be

discharged.

MILITARY FAMILY LEAVE ENTITLEMENT

Eligible Employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the

National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement

to address certain qualifying exigencies. Please contact the Human Resources Department for more

information.

FMLA includes a special leave entitlement that permits eligible Employees to take up to 26 weeks of leave

to care for a covered service member, current member of the Armed forces, National Guard or Reserves

who has a serious health condition, during a single 12-month period. Please contact the Human Resource

Department for more information.

MILITARY LEAVE OF ABSENCE

An employee who is a member of the United States Army, Navy, Air Force, Marines, Coast Guard, National

Guard, Reserves or Public Health Service will be granted an unpaid leave of absence for military service,

training or related obligations in accordance with applicable law. Employees on military leave must

substitute their accrued paid time off for unpaid leave. At the conclusion of the leave, upon satisfaction of

certain conditions, an employee generally has the right to return to the same position he or she held prior to

the leave or to a position with like seniority, status and pay that the employee is qualified to perform.


42

Leave for Active or Reserve Duty: Upon receipt of orders for active or reserve duty, an

employee should notify his/her supervisor, as well as Human Resources, as soon as possible, and

submit a copy of military orders to his/her supervisor and Human Resources (unless he/she is

unable to do so because of military necessity or it is otherwise impossible or unreasonable).

Leave for Training and Other Related Obligations: (e.g. fitness for service examinations)

Employee will also be granted unpaid time off for military training (normally 14 days plus travel

time) and other related obligations, such as an examination to determine fitness to perform service.

Employees should advise their supervisor of the training schedule and/or other related obligations

as far in advance as possible.

Continuation of Health Benefits: During military leave of less than 31 days, an employee is entitled

to continued group health plan coverage under the same conditions as if the employee had

continued to work. Any portion of the insurance that was being paid by the employee must continue

to be paid by the employee. The employee’s amount will be given to the employee by Human

Resources prior to the start of the employee’s leave. The payment is due on or before each payroll

period and must be delivered to Human Resources.

For military leaves of more than 30 days, an employee may elect to continue his/her health coverage

for up to 18 months of uniformed service, but may be required to pay all or part of the premium for

the continuation coverage.

Return from Military Leave: Upon return from Military Service, an employee must provide notice

of or submit an application for reemployment in accordance with the following schedule:

1. An employee who served for less than 31 days or who reported for a fitness examination,

must provide notice of reemployment at the beginning of the first full scheduled work

period that starts at least 8 hours after the employee has returned from the location of

service.

2. An employee who served for more than 30 days, but less than 181 days, must submit an

application for reemployment no later than 14 days after the completing his or her period

of service, or, if this deadline is impossible or unreasonable through no fault of the

employee, then on the next calendar day when the submission becomes possible.

3. An employee who served for more than 180 days must submit an application for

reemployment no later than 90 days after the completion of the uniformed service.

4. An employee who has been hospitalized or is recovering from an injury or illness incurred

or aggravated while serving must report it to Human Resources (if the service was less than

31 days) or submit an application for reemployment (if the service was greater than 30

days), at the end of the necessary recovery period (but which may not exceed 2 years).

Required Documentation: An employee whose military service was for more than 30 days must

provide documentation within two weeks of his/her return (unless such documentation does not

yet exist or is not readily available) showing the following: (i) the application for reemployment is

timely (is. Submitted within the required time period); (ii) the period of service has not exceeded

five years; and (iii) the employee received an honorable or general discharge.


43

PERSONAL LEAVE OF ABSENCE

After you have completed one (1) year of continuous service you may be eligible for an UNPAID personal

leave of absence, for a period of up to thirty (30) days. You must request the leave by submitting in writing

on Form 2277-2, to your supervisor at least two (2) weeks prior to the time you wish your leave to

commence. If your leave is necessitated by an EMERGENCY and you are unable to call in, a member for

your immediate family must notify your Supervisor or a member of the Human Resources Department, as

soon as possible, followed with a written explanation.

Your leave of absence may be extended for justifiable reasons for additional periods not to exceed a total

of sixty, (60) calendar days. A leave of absence in excess of thirty (30) days will affect your anniversary

date for benefits related to length of service.

You will be responsible for your own insurance coverage while you are on a personal leave of absence.

MEDICAL LEAVE (INCLUDING PREGNANCY)

After you have completed ninety (90) days of continuous service you may be eligible for an UNPAID

MEDICAL (INCLUDING PREGNANCY) LEAVE OF ABSENCE FOR PERIODS UP TO THREE (3)

MONTHS. Your rights under the Family & Medical Leave Act (FMLA) will apply after you have

completed 1250 hours of work or have one year of service. Please refer to the FMLA section above for

further details.

If you expect to be absent for more than five (5) consecutive work days as a result of an illness, injury or

disability (including pregnancy), and you have successfully completed the probationary period you must

submit a written request for unpaid medical leave to your supervisor as soon as practicable. All medical

leave requests must be accompanied by appropriate medical certification from your physician, indicating

the condition necessitating your leave request and your projected date of return.

If your leave is granted, you are required to provide the Company with additional Physician statements at

least once every thirty days attesting to your continued disability and inability to work. THE COMPANY

RESERVES THE RIGHT TO HAVE YOU EXAMINED BY A PHYSICIAN DESIGNATED BY THE

COMPANY.

All Company benefits that operate on an accrual basis (e.g. medical, dental and life) will continue to be

covered. If you have dependent coverage you will continue to be covered as long as you continue to pay

the monthly premium.

Before you can return to work from medical leave, you are required to present the Company with a

statement from your physician indicating that you are capable of returning to work.

We will endeavor to place returning Employees in their former positions. However, we cannot guarantee

reinstatement to any position to any Employee returning from medical leave.


44

DOMESTIC VIOLENCE LEAVE POLICY

An active Employee employed with Barfield for at least three (3) months may be eligible to take three days

of unpaid Domestic Violence Leave in a twelve (12) month period. This leave is to undertake activities

resulting from acts of domestic violence. The Human Resources Department will determine the amount of

leave available on a "rolling" twelve (12) month calendar measured backwards from the date Domestic

Violence Leave commences

The purpose of the leave is to allow the Employee to engage in one of the following activities:

1. To seek an injunction for protection against domestic violence, repeat violence, dating violence

or sexual violence

2. To obtain medical care or mental health counseling for the Employee or a family or household

member to address physical or psychological injuries resulting from domestic violence

3. To obtain services from a victim-services organization, including, but not limited to, a domestic

violence shelter or rape crisis center, because of an act of domestic violence

4. To make the Employee's home more secure from the perpetrator of domestic violence or to seek

new housing to escape the perpetrator; or

5. To seek legal assistance or attend court-related proceedings in addressing issues arising out of

acts of domestic violence.

Except in acts of imminent danger, Employees must provide appropriate advance notice of the need for

Domestic Violence Leave. In addition, the Employee must certify the need for leave by providing a letter

signed by an authorized person who could be a health care provider, attorney of record, counselor, law

enforcement agency, clergy, domestic violence victim services organization.

The letter must be provided in advance of the leave, whenever the need for leave is foreseeable. When the

need for leave is not foreseeable, the letter must be provided no later than upon the employee's return to

work. It will be in the Vice President of Human Resource’s sole discretion, to accept appropriate

documentation (such as copies of police reports, notice of court hearings, petition for injunction, new

housing lease, etc.), where a letter is not feasible.

In order to be eligible for the Domestic Violence Leave, employees must first exhaust annual, vacation,

floating holidays, and sick leave if applicable.

During an approved Domestic Violence Leave, Barfield will maintain any health insurance coverage you

may have. You will not lose any employment benefits accrued prior to the date on which your Domestic

Violence Leave commenced. During the Domestic Violence Leave, however, you will not be entitled to

accrue other employment benefits. Barfield Inc. will not take any adverse action against the employee

because of taking leave under this section. Employees seeking Domestic Violence Leave, however, remain

subject to all of Barfield's rules and regulations and have no greater rights to employment than if they had

not taken leave under this section.

Upon timely return from Domestic Violence Leave, the employee will return to the position held prior to

the commencement of the Leave with no reduction in the level of pay.


45 All information relating to an employee's request for Domestic Violence Leave will remain confidential to

the extent permitted by law. All requests will be in a separate benefit file in the Human Resources

Department.

BEREAVEMENT LEAVE

If you are a regular full-time Employee and have completed your ninety (90) day introductory period, you

are entitled to take up to three (3) workdays with pay to attend the funeral and take care of personal matters

related to the death of a member of your immediate family.

Immediate family is defined as: SPOUSE, CHILD - EITHER FOSTER, STEP OR ADOPTED, SISTER,

BROTHER, FATHER, MOTHER, and EITHER NATURAL OR FOSTER.

Employees are allowed one (1) workday off in the event of the death of a mother-in-law, father-in-law,

grandmother, grandfather or grandchild.

If a holiday or part of your vacation occurs on any of the days of absence, you will not receive holiday or

vacation pay in addition to paid bereavement leave.

JURY DUTY

It is your civic duty as a citizen to report for jury duty whenever called. You will receive your regular

scheduled straight time hours lost due to such jury service, up to a maximum of eight hours per working

day. In order to be eligible for Company reimbursement you must do the following:

1. Submit to the Payroll Department a signed slip from the Clerk of the Court indicating the period of time

you have served.

2. Jury hours must occur during your regular scheduled working hours.

If you are excused or released from jury service you are expected to return to work promptly unless you are

released with less than one and one-half (1 ½) hours remaining before your regular quitting time.

EDUCATION ASSISTANCE PROGRAM

We feel an individual who possesses a desire to continue their education, in addition to performing their

full-time job, shows a commitment to improving themselves and their position within the Company. To

encourage and reward these individuals, Barfield Inc. offers an Education Assistance benefit.

Our Education Assistance benefit program is available to all full-time Employees who have been employed

with the Company for one (1) year. Courses must be designed to be job oriented and offered by an approved

educational institution.


46 All courses must be recommended in writing by your Supervisor and submitted to the Human Resources

Department for final approval. The Company has established incentive reimbursement program to reward

better than average performance.

The amount of course reimbursement is based on the final grade that you receive for the course, to a

maximum of $3,000.00 per year, as follows:

A = 100 %

B = 80 %

C = 60 %

< C = 0

Books will be reimbursed at 50% of their cost.

Should the Company require or request you to take a certain course of study, your tuition, fees and books

shall be paid 100%.

NOTE: SHOULD YOUR EMPLOYMENT WITH BARFIELD TERMINATE FOR ANY REASON

WITHIN TWO (2) YEARS AFTER COMPLETING THE COURSE, YOU MUST AGREE TO

REIMBURSE BARFIELD FOR THE AMOUNT OF BENEFIT THAT YOU RECEIVED.

EMPLOYEE SERVICES

DIRECT DEPOSIT

Barfield offers direct deposit of your payroll check to a bank of your choice. You will be limited to three

(3) various bank accounts and will be allowed to make only two (2) changes per year.

BULLETIN BOARDS

As an aid in keeping you informed of Company plans and information on items of general and specific

interest concerning you and your job, bulletin boards are maintained at certain central locations.

PARKING

Parking is provided in the designated general parking areas. Please observe the reserved zones in the

parking areas and do not park your car in such a way that more than a space is used or a fire zone, an aisle

or passageway is blocked.

NOTE: BARFIELD IS NOT RESPONSIBLE FOR STOLEN PROPERTY OR DAMAGE TO YOUR

CAR. PARKING IS AT YOUR OWN RISK.


47 FLOWERS

If you, your spouse, son or daughter, are hospitalized for two (2) days or more, the Company will send an

appropriate arrangement. In the event a person shall be discharged from the hospital before flowers can be

sent they will be sent to their home.

In the event of death of you or a member of your immediate family, (your spouse, your spouse’s parents,

your children, your grandparents, your brothers and sisters, your parents) the Company will send an

appropriate flower arrangement. If a contribution is requested in lieu of flowers, a contribution will be

made to the designated organization in the amount normally spent for flowers.

SECTION 5 – SECURITY

VISITORS IN THE WORKPLACE

To provide for the safety and security of employees and the facilities at Barfield, only authorized visitors

are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects

against theft, ensures security of equipment, protects confidential information, safeguards employee

welfare, and avoids potential distractions and disturbances.

Because of safety and security reasons, family and friends of employees are discouraged from visiting. In

cases of emergency, employees will be called to meet any visitor outside their work area.

All visitors should enter Barfield’s main entrance. Authorized visitors will receive directions or be escorted

to their destination. Employees are responsible for the conduct and safety of their visitors. If an unauthorized

individual is observed on Barfield’s premises, employees should immediately notify their supervisor or, if

necessary, direct the individual to the main entrance.

WORKPLACE SEARCH POLICY

Barfield wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives,

or other improper materials. To this end, Barfield prohibits the possession, transfer, sale, or use of such

materials on its premises. Barfield requires the cooperation of all employees in administering this policy.

While on Barfield premises, employees have no expectation of privacy in their belongings or in workplace

areas which include, but are not limited to, offices, cubicles, work locations, Company provided or

designated parking areas, desks, computers, lockers, rest or eating areas, or vehicles engaged in Company

operations, and any personal belongings on or in any of the above.

Desks, lockers, and other storage devices may be provided for the convenience of employees, but remain

the sole property of Barfield. Accordingly, they, as well as any articles found within them, can be inspected

by any agent or representative of Barfield at any time, either with or without prior notice.


48 Barfield likewise wishes to discourage theft or unauthorized possession of the property of employees,

Barfield visitors, and customers. To facilitate enforcement of this policy, Barfield or its representative may

inspect not only desks and lockers but also persons entering and/or leaving the premises and any packages

or other belongings. Any employee who wishes to avoid inspection of any articles or materials should not

bring such items onto Barfield premises.

WORKPLACE VIOLENCE

Barfield is committed to preventing workplace violence and to maintaining a safe work environment.

The best disciplinary measure is the one that does not have to be enforced and comes from good leadership

and fair supervision at all employment levels.

Barfield’s own best interest lies in ensuring fair treatment of all employees and in making certain that

disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to

correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.

Barfield has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or

actual) violence that may occur during business hours or on its premises:

• All employees, including supervisors and temporary employees, should be treated with courtesy

and respect at all times. Employees are expected to refrain from fighting, "horseplay," or other

conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous

devices or substances are prohibited from the premises of Barfield.

• Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the

public at any time, including off-duty periods, will not be tolerated. This prohibition includes all

acts of harassment, including harassment that is based on an individual’s race, color, religion, sex,

national origin, age, marital or family status or any characteristic protected by law.

• All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible

to your immediate supervisor or any other member of management. This includes threats by

employees, as well as threats by customers, vendors, solicitors, or other members of the public.

When reporting a threat of violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not

place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to

intercede or see what is happening.

Barfield will promptly and thoroughly investigate all reports of threats of (or actual) violence and of

suspicious individuals or activities. In order to maintain workplace safety and the integrity of its

investigation, Barfield may suspend employees, either with or without pay, pending investigation.


49 Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation

of these guidelines will be subject to prompt disciplinary action, up to and including termination of

employment.

Whistleblower Procedure

The reporting of violations is optional and no adverse employment action will be taken against you, the

employee.

This whistleblowing procedure seeks to put at your and all employees disposal, a tool ensuring your ability

to reveal some accounting and financial frauds, bribe event and anti-competition practices, as well as human

rights, health and security, which you become aware and which may harm the Company’s interest.

Under this whistleblowing procedure, you can report the following:

• Violations of AF KLM Anti-Bribery Manual or any bribe or influence peddling

• Violations of AF KLM Gift & Hospitality Policy

• Violations of the Foreign Corrupt Practices Act

• Violations of OSHA or other health and safety violations

• Financial Fraud

• Accounting Fraud

• Anti-competitive practices

• Violations of Federal, State or local environmental laws

• Any breaches of corporate (i.e. internal documents, trade secrets, etc.) or personal (i.e. Social

Security Numbers, driver’s license numbers, health information (HIPAA), etc.) data or information

from the Company’s IT System (including Microsoft Outlook and Quantum)

• Other illegal activities.

The report shall be sent confidentially by email to the Vice President – Legal Affairs at

[email protected]. If the employee does not have email, then the report can be delivered by hand

or by mail to Dino Noto, Vice President – Legal Affairs, Barfield Inc., 4101 NW 29th Street, Miami, FL

33142.

The confidentiality of your reporting of the facts and individuals concerned shall be strongly preserved by

the Vice President – Legal Affairs, including in case of disclosure to third parties to the extent it is required

for the investigation or handling of the violation reported.

Following its sending, you (the whistleblower) will receive an acknowledgement email message related to

the initial alert sent, then a second message shall come stating the lead-time needed for its examination, its

admissibility and the actions taken on its report.

mailto:[email protected]


50 The information reported through the whistleblowing procedure once being verified can be deleted and

destroyed within a two month period from the closure of the verification when a disciplinary or judicial

sanction doesn’t arise.

In accordance with the provisions of the applicable data protection law, the whistleblower has a right to ask

the Vice President – Legal Affairs to access, correction or deletion of his or her personal data. The personal

data is processed in compliance with applicable authority rules.