REM Pipeline, Services, Inc. (RPS) This employee handbook has been prepared for your information and understanding of the policies,

philosophies and practices and benefits of RPS. Please read it carefully. Upon completion of your

review of this handbook, sign the statement below, and return it to your supervisor by the due date. A

copy of this acknowledgment appears at the back of the handbook for your records.

I, ______________________________, have received and read a copy of the RPS Employee

Handbook which outlines the goals. policies, benefits and expectations of RPS, as well as my

responsibilities as an employee. I understand that this handbook's policies are intended only as

guidelines, not as a contract of employment. I understand that my employment is on "at-will" terms

and therefore subject to termination, with or without notice or obvious reason, by myself or the

Company. Changes to my "at-will" status may only take the form of a written agreement signed

by an authorized member of the Company as well as myself. This agreement supersedes all

prior/contemporaneous inconsistent agreements.

I have familiarized myself with the contents of this handbook. By my signature below, I acknowledge,

understand, accept and agree to comply with the information contained in the Employee Handbook

provided to me by RPS. I understand this handbook is not intended to cover every

situation which may arise during my employment, but is simply a general guide to the goals, policies,

practices, benefits and expectations of RPS.

I understand that the RPS Employee Handbook is not a contract of employment and

should not be deemed as such.

______________________________________ ________________________Employee Signature Date

Please return by: ______________________(put date here) Welcome to RPS!

REM Pipeline Services, Inc.

Employee Handbook & Orientation

July, 2016

Revision 0

RPS Employee Handbook

We are excited to have you as part of our team. You were hired because we believe you can contribute to the success of our business, and share our commitment to achieving our goals as stated in our mission statement.

RPS is committed to quality and unparalleled customer service in all aspects of our business. As part of the team, we hope you will discover that the pursuit of excellence is a rewarding aspect of your career here.

This employee handbook contains the key policies, goals, benefits, and expectations of RPS, and other information you will need.

RPS Mission StatementAt RPS, we pledge to provide distinctive quality and unparalleled customer service as we strive to gain the respect and trust of our customers, suppliers and partner vendors.

The success of RPS is determined by our success in operating as a unified team. We have to earn the trust and respect of our customers every day in order that the customer make the decision to choose our services. We sell service and service is provided by people. There are no magic formulas.

Our success is built by creative, productive employees who are encouraged to make suggestions while thinking "outside the box”. Your job, every job, is essential to fulfilling our mission every day to the people who trust and respect us. The primary goal of RPS, and yours, as one of its employees, is to live our mission statement and continue to be an industry leader. We achieve this through dedicated hard work and commitment from every employee. It is the desire of RPS to have every employee succeed in their job, and be part of achieving our goals.

You should use this handbook as a ready reference as you pursue your career with RPS. Additionally, the handbook assures good management and fair treatment of all employees. At RPS, we want to recognize the contributions of all employees.

Welcome aboard! I look forward to working with you.

Sincerely,

Kurtis M. Colgrove President

The purpose of this handbook is to familiarize you - the employee - with the policies, rules and

other key aspects of REM Pipeline Services, Inc. (“RPS” or the "Company"). The information in this

handbook supersedes all rules and policies that may previously have been expressed or implied, in both

written and oral format. Compliance with this handbook is compulsory for all employees. The

Company reserves the right to interpret this handbook's content as it sees fit, and to deviate from

policy when it deems necessary.

RPS reserves the right to change this handbook's content, at any time and at our

sole discretion. Its provisions may not be altered by any other means, oral or written. You will

receive written notice of any changes we make to the employee handbook, and are responsible

for understanding and complying with all up-to-date policies. If you are confused about any

information defined herein, please contact the Human Resources Manager.

Our History

RPS started in 2004. We are a specialty pipeline installation contractor primarily performing Horizontal

Directional Drilling (HDD), Direct Pipe and road bore installations for major pipeline owners and

contractors. We also install sheet and pipe piling. The headquarters of RPS is located in Boligee, AL. We

work in dozens of states but primarily our work is in the South and Southeast United States.

RPS employees, partners in our success, make our mission statement come alive in the way they work

with every customer. Our customers have responded tremendously. Their support has enabled RPS to

show impressive growth over the years. With the entire staff of RPS participating in making our vision of

distinctive quality and unparalleled customer service real, we are headed for even greater success.

Goals, Values and Beliefs

Our goal at RPS is simple -- extraordinary customer service as we meet our customer's needs in the

specialty pipeline installation business. We accomplish this by providing creative and reliable

installations performed in an extremely safe manner. We often partner with our clients to come up with

novel and practical solutions to difficult installations.

Our goals are accomplished by the commitment of every employee.

Our values and beliefs require that we:

Treat each employee with respect and listen to their input on how to continually improve our practices, safety and service goals.

Treat each employee fairly. RPS does not tolerate discrimination of any kind and encourages all supervisors to involve employees in problem solving creativity. When problems arise, the facts are analyzed to determine ways to avoid similar problems in the future.

Provide the most effective and efficient corrective action in resolving employment issues.

Have an open door policy which encourages interaction, discussions and the exchange of ideas to improve the work environment, and increase our productivity.

Deliver competitive, outstanding service to our customers and, where required, partner our customers with vendors who share our vision.

Make "Do It Right The First Time" our commitment as a team.

Equal Opportunity

RPS is an Equal Opportunity Employer. The Company provides equal employment opportunities to all

applicants, without regard to unlawful considerations of or discrimination against race, religion, creed,

color, nationality, sex, sexual orientation, gender identity, age, ancestry, physical or mental disability,

medical condition or characteristics, marital status, or any other classification prohibited by applicable

local, state or federal laws. This policy is applicable to hiring, termination and promotion; compensation;

schedules and job assignments; discipline; training; working conditions, and all other aspects of

employment. As an employee, you are expected to honor this policy and to take an active role in

keeping harassment and discrimination out of the workplace.

Religion & Politics

REM Directional, Inc. is respectful of all employees' religious affiliations and political views. We

ask that if you choose to participate in a political action, you do not associate the Company in any

way. We are happy to work with employees to accommodate political and religious obligations,

provided accommodations are requested from a manager in advance.

Private Information

Employee information is considered to be private and only accessed on a need-to-know basis.

Your healthcare information is completely confidential unless you choose to share it. In some

cases, employees and management may receive guidelines ensuring adherence to the Health

Insurance Portability and Accountability Act (HIPAA).

Personnel files and payroll records are confidential and may only be accessed for legitimate

reason. If you wish to view your files, you must set up an appointment in advance. A Company-

appointed record keeper must be present during the viewing. You may only make photocopies of

documents bearing your signature, and written authorization is needed to remove a file from Company

premises. You may not alter your files, although you may add comments to items of dispute.

Certain information, such as dates of employment and rehiring eligibility, are available by request

only. We will not release information regarding your compensation without your written permission.

Employment Forms

All new employees are required to complete and submit the following forms.

At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook

Employment Eligibility Form I-9On the day of hire, each new employee is legally obligated to complete the Employment Eligibility Verification Form I-9 and submit documents establishing identity and eligibility within the next three business days. The same policy applies to re-hired employees whose I-9's are over three years old or otherwise invalid.

Non-Disclosure AgreementThis agreement prohibits the unauthorized disclosure of confidential Company information, via any means of communication, including, but not limited to, face-to-face, over the phone and via the Internet.

Employee Information Sheet

Employment Application

Employee Federal and state Form W-4’s

General Work and Safety Rules

General Safety Orientation

PTC DOT History Release and Safety History release, as applicable

“At Will” Employment

RPS typically employs about 25 regular and temporary employees on an "at-will" basis.

This section defines the term "at-will" employment. Definition of "At-Will" Employment: The job of an

"at-will" employee is not guaranteed. It may be ended, at any time and with or without notice, by the

employee or, for a lawful reason, by the Company. The Company also reserves the right to alter an "at-

will" employee's benefits, pay rate, and assignments as it sees fit. The "at-will" terms of an employee's

employment may only be changed by the President.

Personnel Records

It is important that the personnel records of RPS be accurate at all times. In order to avoid issues or

compromising your benefit eligibility or having W2's returned, RPS requests employees to promptly

notify the appropriate personnel representative of any change in name, home address, telephone

number, marital status, number of dependents, or any other pertinent information which may change.

Attendance

Employees are expected to arrive at work before they are scheduled to start and be at their work station

productively engaged in RPS business by the scheduled start time. All time off must be requested in

advance and submitted in writing, as outlined in the appropriate categories with the exception of sick

leave. RPS views attendance as an important facet of your job performance review. All unapproved

absences will be noted in the employee's personnel file. Excessive absences, including for Sick Leave, will

result in disciplinary action, up to and including termination.

Leaves of Absence

Employees requiring time off from work may apply for a leave of absence. The Company

complies with the Family and Medical Leave Act which allows eligible employees up to 12

workweeks of unpaid leave a year. All leaves must be approved by management. For planned leaves,

employees must submit requests at least 3 days in advance. Emergency leaves must be requested as

soon as possible. Accepting/performing another job or applying for unemployment benefits during

leave will be considered voluntary resignation.

We consider all requests in terms of effect on the Company and reserve the right to approve or

deny requests at will, except when otherwise directed by law. Any request for a leave of absence

due to disability will be subject to an interactive review. A medical leave request must be

supported in a timely manner by a certification from the employee's health care provider.

Extension of leave must be requested and approved before the current leave ends. No employee

is guaranteed reinstatement upon returning from leave, unless the law states otherwise. However,

the Company will try to reinstate each returning employee in his or her old position, or one that is

comparable.

Payroll

Payment Schedule - Employees are paid weekly, generally on Friday. In cases where the regular payday

falls on a holiday, Employees will receive payment on the last business day before said holiday.

Wages - Wages vary from employee to employee and are based on job title and the local Union wage

rates in effect at the time. Employees who feel entitled to higher pay may contact their Supervisor to

discuss. In additional to regular pay, employees may have the option of earning overtime pay.

Overtime - A non-exempt employee may work overtime on the terms defined by the Union contract in

effect for the job, pending prior authorization by his or her manager.

Deductions & Garnishment - Federal and state law requires that we deduct the following from every paycheck:

Social Security

Income tax (federal and state)

Medicare

State Disability Insurance & Family Temporary Disability Insurance

Other deductions required by law , Union contract or requested by the employee

A Wage and Tax Statement (W-2) recording the previous year's wages and deductions will be

provided at the beginning of each calendar year. If at any time you wish to adjust your income tax

withholding, please fill out the designated form and submit it.

Wage Garnishment - Sometimes, the Company receives legal papers that compel us to garnish an

employee's paycheck - that is, submit a portion of said paycheck in payment of an outstanding debt of

the Employee. We must, by law, abide by this either until ordered otherwise by the court or until the

debt is repaid in full from withheld payments.

Employment Benefits

The following is an overview of the Company's benefits package. It does not contain all

relevant information. Please contact Payroll Admin to obtain all details.

Workers' Compensation

Workers' Compensation laws compensate for accidental injuries, death and occupational

disabilities suffered in the course of employment. RPS provides Workers' Compensation

Insurance for all employees. Generally, this includes lost wages, disability payments and

hospital, medical and surgical expenses (paid directly to hospital/physician) and

assistance in injured employees in returning to suitable employment.

Social Security Benefits (FICA)

Both employees and the Company contribute funds to the federal Social Security Program,

which provides retirees with benefit payments and medical coverage.

Use of Company Property

RPS will provide you with the necessary equipment to do your job. None of this equipment should be

used for personal use, nor removed from the physical confines of RPS - unless it is approved and your

job specifically requires use of company equipment outside the physical facility of RPS.

Computer equipment, including laptops, may not be used for personal use - this includes word

processing and computing functions. It is forbidden to install any other programs to a company

computer without the written permission of your supervisor. These forbidden programs include, but are

not limited to, unlicensed software, pirated music, and pornography. The copying of programs installed

on the company computers is not allowed unless you are specifically directed to do so in writing by your

supervisor. The telephone lines at RPS must remain open for business calls to service our customers.

Employees are requested to limit personal calls - incoming and outgoing - with the exception of

emergency calls.

Confidentiality

RPS requires all employees to sign a confidentiality agreement as a condition of employment, due to

the possibility of being privy to information which is confidential and/or intended for the company use

only. All employees are required to maintain such information in strict confidence. This policy benefits

you, as an employee, by protecting the interests of RPS in the safeguard of confidential, unique and

valuable information that is part of our competitive advantage in the marketplace. Should an occasion

arise in which you are unsure of your obligations under this policy, it is your responsibility to consult

with your supervisor. Failure to comply with this policy could result in disciplinary action, up to and

including termination.

Dress Code

As an employee of RPS, we expect you to present a clean and professional appearance when you

represent us, whether that is in, or outside of the office. Supervisors and those employees who

come in contact with the public and/or our customers are expected to dress in common and accepted

construction clothing.

It is just as essential that you act in a professional manner and extend the highest courtesy to co-

workers, visitors, customers, vendors and clients. A cheerful and positive attitude is essential to our

commitment to extraordinary customer service and impeccable quality.

Safety and Accident Rules

Safety is everyone's job at RPS. RPS provides a clean, hazard free, healthy, safe environment in

which to work in accordance with the Occupational Safety and Health Act of 1970. As an employee, you

are expected to take an active part in maintaining this environment. You should observe all posted

safety rules, adhere to all safety instructions provided by your supervisor and use safety equipment

where required. Your workspace should be kept neat, clean and orderly.

It is your responsibility to know the location of all safety and emergency equipment, as well as the

appropriate safety contact phone numbers. A copy of the Emergency Procedures will be posted in each

work area.

All safety equipment will be provided by RPS. Employees will be responsible for reasonable upkeep of

this equipment. Any problems with or defects in, equipment should be reported immediately.

As an employee, you have a duty to comply with the safety rules of RPS, to assist in maintaining a

hazard-free environment, to report any accidents or injuries, and to report any unsafe equipment,

working condition, process or procedure, immediately to a supervisor.

Employees may report safety violations or injuries anonymously if they are not the injured or violating

party. No employee will be punished or reprimanded for reporting safety violations or hazards.

However, any deliberate or ongoing safety violation, or creation of hazard, by an employee will be dealt

with through disciplinary action by RPS, up to and including termination.

All work related accidents are covered by Worker's Compensation Insurance pursuant to the law.

Disciplinary Action

The Company takes disciplinary matters very seriously, and will exact discipline as it sees fit for

any unacceptable action or behavior. These may include:

Excessive lateness and/or absence Improper or indecent conduct Poor communication Uncooperative attitude Abuse, perfunctory or unauthorized use, or unauthorized possession of Company property Unauthorized use or disclosure of Company information Possession and/or use of illegal drugs, weapons or explosives Illegal harassment and/or discrimination - of any kind Violation of Company policy

Disciplinary action may consist of anything from verbal/written warnings and counselling to

demotion, transfer, suspension or termination. Rather than follow rote procedures, the Company

will handle each matter individually to ensure fairness to all involved. Please review and

internalize the list of "Don'ts" above, and make an effort to use good judgments at all time.

Substance Abuse

RPS takes seriously the problem of drug and alcohol abuse, and is committed to providing a substance

free work place for its employees. This policy applies to all employees of RPS, without exception,

including part-time and temporary employees.

No employee is allowed to consume, possess, sell or purchase any alcoholic beverage on any property

owned by or leased on behalf of RPS, or in any vehicle owned or leased on behalf of RPS. No

employee may use, possess, sell, transfer or purchase any drug or other controlled substance which may

alter an individual's mental or physical capacity. The exceptions are OTC based products and legal drugs

which have been prescribed to that employee, and which are being used in the manner prescribed.

RPS will not tolerate employees who report for duty while impaired by use of alcohol or drugs.

All employees should report evidence of alcohol or drug abuse to a supervisor or a supervisor

immediately. In cases where the use of alcohol or drugs pose an imminent threat to the safety of

persons or property, an employee must report the violation. Failure to do so could result in

disciplinary action for the non-reporting employee.

Employees who violate the Substance Abuse Policy will be subject to disciplinary action, including

termination. It is our policy at RPS to assist employees and family members who suffer from drug or

alcohol abuse. You may be eligible for a medical leave of absence. We encourage any employee with a

problem to contact your personnel representative for details.

As a part of our policy to ensure a substance free workplace, RPS employees may be asked to submit

to a medical examination and/or be clinically tested for the presence of alcohol and/or drugs. Within the

limits of federal and state laws, we reserve the right, at our discretion, to examine and test for drugs and

alcohol. Some such situations may include, but not be limited, to the following:

All employees who are offered employment with RPS

Where there are reasonable grounds to believe somebody is under the influence of alcohol or drugs

As part of an investigation of any accident in the workplace in which it is required or there are reasonable grounds to suspect alcohol and/or drugs contributed to the accident

On a random basis, where allowed by statue

As a follow-up to a rehabilitation program, where allowed by statute

As necessary for the safety of employees, customers, clients or the public at large, where allowed by statute

When an employee returns to duty after an absence other than from accrued time off, such as vacation or sick leave

This is only a summary of RPS' Substance Abuse Policy. You have been provided, and are required to

be aware of, the full policy. The full policy goes into greater detail and includes such subjects as

definitions, testing methods, consequences of testing refusal, confidentiality, rights of employees and

RPS, appeal procedures, notice of applicable statutes, and voluntary assistance. You will be required

to sign a consent form agreeing to RPS' Substance Abuse Policy. It is a condition of your continued

employment with RPS that you comply with the Substance Abuse Policy. Nothing in the Substance

Abuse Policy shall be construed to alter or amend the employment relationship between RPS and its

employees.

Workplace Inspections

At REM Directional, Inc. we have a responsibility to protect our employees and our property.

For this reason, we reserve the right to inspect the following, at any time, with or without notice:

Offices Computers and other equipment Company vehicles Any personal possessions brought onto Company premises, such as handbags, briefcases, and

vehicles.

All inspections are compulsory. Those who resist inspection may be denied access to Company

premises.

REM Pipeline Services, Inc. (RPS) This employee handbook has been prepared for your information and understanding of the policies,

philosophies and practices and benefits of RPS. Please read it carefully. Upon completion of your

review of this handbook, sign the statement below, and return it to your supervisor by the due date. A

copy of this acknowledgment appears at the back of the handbook for your records.

I, ______________________________, have received and read a copy of the RPS Employee

Handbook which outlines the goals. policies, benefits and expectations of RPS, as well as my

responsibilities as an employee. I understand that this handbook's policies are intended only as

guidelines, not as a contract of employment. I understand that my employment is on "at-will" terms

and therefore subject to termination, with or without notice or obvious reason, by myself or the

Company. Changes to my "at-will" status may only take the form of a written agreement signed

by an authorized member of the Company as well as myself. This agreement supersedes all

prior/contemporaneous inconsistent agreements.

I have familiarized myself with the contents of this handbook. By my signature below, I acknowledge,

understand, accept and agree to comply with the information contained in the Employee Handbook

provided to me by RPS. I understand this handbook is not intended to cover every

situation which may arise during my employment, but is simply a general guide to the goals, policies,

practices. benefits and expectations of RPS.

I understand that the RPS Employee Handbook is not a contract of employment and

should not be deemed as such.

______________________________________ ________________________Employee Signature Date

Please return by: ______________________(put date here) Welcome to RPS!