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Sigma Corporation, 700 Goldman Drive, Cream Ridge, NJ 08514

SIGMAEmployeeManual

(January 2009)

Prepared by: Dave Press Reviewed by: Siddharth Bhattacharji

Date: 1/4/2009 Revision 2


ATTENTION

THE POLICIES, PRACTICES AND PROCEDURES PUBLISHED BY SIGMA AS CONTAINED IN THIS MANUAL ARE NOT IN ANY WAY TO BE INTERPRETED AS AN EMPLOYMENT CONTRACT BETWEEN SIGMA AND ANY OF OUR EMPLOYEES. THERE IS NO PROMISE OF ANY KIND BY SIGMA CONTAINED IN THIS MANUAL, AND REGARDLESS OF WHAT THE MANUAL SAYS OR PROVIDES, SIGMA PROMISES NOTHING AND REMAINS FREE TO CHANGE WAGES AND ALL OTHER WORKING CONDITIONS WITHOUT HAVING TO CONSULT WITH ANYONE AND WITHOUT ANYONE’S AGREEMENT.

SIGMA CONTINUES TO HAVE THE ABSOLUTE POWER TO FIRE ANYONE AT ANY TIME, WITH OR WITHOUT CAUSE, AND WITH OR WITHOUT PRIOR NOTICE. THIS MANUAL SUPERSEDES AND REPLACES ALL PRIOR OR EXISTING MANUALS, WRITTEN POLICIES, ORAL POLICIES, OR PRACTICES IN EFFECT PRIOR TO THE EFFECTIVE DATE OF THIS MANUAL.

No individual other than the President has the authority to enter into any employment or other agreement that modifies SIGMA policy. Any such modification must be in writing.

PURPOSE OF THIS MANUAL

This Employee Manual is intended to provide you with general information and guidelines for the exercise of management discretion in the personnel area. It contains general statements of policy and it should not be read as including the fine details of each policy, nor as forming an express or implied contract or promise that the policies discussed in it will be applied to all cases.

This manual is the property of SIGMA, and it is intended solely for use by SIGMA’s supervisors and employees. Circulation of the manual outside of SIGMA requires the prior written approval of the Human Resources Manager.

Should any provision of this Employee Manual be found to be invalid, such finding does not invalidate the entire Employee Manual.




Table Of Contents

Purpose Of This Manual 2Personnel Administration 4Your Personnel File 4Employment Policies 4 Introductory Period 5Summary Of Benefits 5At Will Employment 5Business Hours 5Confidential Information 6Customer Relations 6Equal Employment Opportunity 6Harassment 6Health Examinations 7Non-Compete Agreement 7Proof Of U.S. Citizenship And/Or Right To Work 7We Need Your Ideas 8Disciplinary Actions 8Dismissal 8Repayment of Loan/Advance 8 Docking From Wages 9Error In Pay 9Overtime Pay 9Pay Period & Hours 9Pay Cycle 9Paycheck Distribution Procedures 9Inclement Weather 9Wage & Salary Policies 10Paycheck Deductions (Mandatory) 10Deductions (Other)/Direct Deposit 10Time Cards / Records 10Wage Assignments (Garnishments) 11Performance Reviews 11Work Schedule 11Absence Or Lateness 12Attendance 12Closure After Starting Time 12Lunch Period 12Lunch Room Facility 13Record Of Absence Or Lateness 13Paid Leaves Of Absence 13

Holidays 13Recognized Holidays 13Holiday Policies 14Paid Vacation 14Vacation Policies 15Payment In Lieu Of Vacation 15Other Paid Leaves 15Funeral (Bereavement) Leave 15Jury Duty 15Personal Leave/Sick Leave 15Unpaid Leaves Of Absence 16Family and Medical Leave 16Personal Leave 17Salary Continuation During Leave 18Outside Employment DuringUnpaid Leave 18Workers' Compensation 18Unemployment Compensation 19Social Security 19Bulletin Boards 19Communications 19SIGMA Meetings 20Dress Code / Personal Appearance 20Exit Interviews 20Neutral References 20Expense Reimbursement 20Internet and Web Access 20Grievances & Suggestions 21Housekeeping 21Payroll Advances 21Personal Phone Calls 22Return Of SIGMA Property 22Uniforms 22Safety Rules 22Smoking 23Alcohol & Controlled SubstancesPolicy 23Substance Abuse 24Violations Of Policies 24Receipt & Acknowledgement 25Employee Acknowledgement 26




Personnel Administration

The task of handling personnel records and related personnel administration functions at SIGMA has been assigned to the Human Resources Department. Questions regarding insurance, wages, and interpretation of policies may be directed to the Manager of Human Resources.

Your Personnel File

Keeping your personnel file up-to-date can be important to you with regard to pay, deductions, benefits and other matters. If you have a change in any of the following items, please be sure to notify your supervisor and Human Resources in writing as soon as possible:

1. Legal name2. Home address3. Home telephone number4. Person to call in case of emergency5. Number of dependents6. Marital status7. Change of beneficiary8. Military or draft status9. Exemptions on your W-4 tax form10. Immigration Status

Coverage or benefits that you and your family may receive under SIGMA's benefits package could be negatively affected if the information in your personnel file is incorrect.

Since SIGMA refers to your personnel file when we need to make decisions in connection with promotions, transfers, layoffs and recalls, it's to your benefit to be sure your personnel file includes information about completion of educational or training courses, outside civic activities, and areas of interest and skills that may not be part of your current position here.

You may see information that is kept in your own personnel file if you wish, and you may request and receive copies of all documents you have signed. Please ask your supervisor to make arrangements for you with Human Resources.

Employment Policies

Whether you are a new hire or a former employee returning to SIGMA, you may feel a little strange in your new surroundings. Your fellow employees, especially your supervisor, want to help you get off to a good start. Feel free to ask them for help concerning anything you don't understand.

One of the first things you should do is carefully read this Manual. It is designed to answer many of your questions about the practices and policies of SIGMA, what you can expect from SIGMA, and what SIGMA expects from you.




Summary of Benefits for Regular Full-Time Employees

SIGMA is committed to a creating the right conditions for a highly motivated family of employees. It recognizes that productivity can be expected when the employees have a high morale and our benefits package is tailored to attract and retain the best employees. Our benefits package includes:

Health Insurance (Medical/Dental/Prescription) for Employee and Family with a nominal employee contributionVision PlanPaid Annual Holidays Paid VacationPersonal / Sick Days401(K) Retirement Account with Matching Contribution from SIGMA Flexible Spending AccountCompany Paid Life Insurance (1x salary with a $50,000 maximum)

Introductory Period

SIGMA attempts to hire the best employees for the job. To ensure this, SIGMA provides for an initial period of employment for the employee to assess Sigma and the job content, and for SIGMA to determine whether the employee shall become eligible for company benefits. All new employees must complete to SIGMA’s satisfaction an introductory period (thirty (30) days for salaried employees and ninety (90) days for hourly employees) beginning with the date of initial employment. The employee’s supervisor will conduct a performance review before the introductory period is completed. At SIGMA’s discretion, an employee’s introductory period may be extended one or more times.

Employees are not eligible for and do not earn benefits during the introductory period. Upon successful completion of the introductory period, an employee will become a regular employee. Completion of the introductory period does not, however, guarantee employment for any specific duration or change the at-will status of regular employment.

At Will Employment

All employment at SIGMA is "at will". This means that both employees and SIGMA have the right to terminate employment at any time, with or without cause. No one other than the President has the authority to alter this arrangement, to enter into an agreement for employment for a specific period of time, or to make any agreement contrary to this policy, and any such agreement must be in writing and must be signed by the President.

Business Hours

Our regular operating hours are 8 A.M. to 5 P.M. (local time) Monday through Friday for all facilities. Certain employees may be assigned an earlier or later starting time based on business needs. Most employees are assigned to work a forty (40) hour workweek. Your particular hours of work and the scheduling of your lunch period will be determined and assigned by your supervisor.




Confidential Information

Your employment with SIGMA assumes an obligation to maintain confidentiality, even after you leave our employ. Any violation of confidentiality seriously injures SIGMA's reputation and effectiveness.

No one is permitted to remove, transmit or make copies of any SIGMA records, reports or documents without management’s prior written approval.

Because of its seriousness, disclosure of confidential information could lead to dismissal.

Customer Relations

The success of SIGMA depends upon the quality of the relationships between SIGMA, our employees, our customers, our suppliers and the general public. Our customers' impression of SIGMA and their interest and willingness to purchase from us is greatly formed by the people who serve them. In a sense, regardless of your position, you are SIGMA's ambassador. The more goodwill you promote, the more our customers will respect and appreciate you, SIGMA and SIGMA's products and services.

Equal Employment Opportunity

SIGMA provides equal employment opportunity providing for the treatment of all employees and applicants for employment without unlawful discrimination as to race, creed, color, national origin, religion, sex, age, disability, marital status, sexual orientation, citizenship status or any other basis prohibited by law. In addition, laws regarding veterans' status are observed. This is reflected in all SIGMA practices and employment decisions including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfers, lay-off and termination, and all other terms of employment.

It is the responsibility of any employee who feels that he has been harassed or discriminated against, or who witnesses an act of harassment or discrimination, to report that act in conformity with the complaint procedure detailed below under the heading “Harassment”.

Note: Throughout this Employee Manual, masculine pronouns such as he, his, or him shall be construed so as to include both sexes.

HarassmentSIGMA intends to provide a work environment that is pleasant, healthy, comfortable, and free from intimidation, hostility or other offenses that might interfere with work performance. Harassment of any sort verbal, physical and/or visual will not be tolerated.

Sexual harassment may include unwelcome sexual advances, requests for sexual favors, sending of unwelcome messages by electronic mail, fax or written notes, other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment, prevents an individual from




effectively performing the duties of their position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly.

As a SIGMA employee, you are responsible for keeping our work environment free of harassment. Any employee, who becomes aware of an incident of harassment, whether by witnessing the incident or being told of it, must report it to your immediate supervisor, Human Resources or any officer of SIGMA. When SIGMA becomes aware that harassment might exist, it is obligated by law to take prompt and appropriate action, whether or not the victim wants SIGMA to do so.If you feel that you have experienced harassment, report the incident immediately to your immediate supervisor, Human Resources or any officer of SIGMA. Appropriate investigation and disciplinary action, if warranted, will be taken. All reports will be promptly investigated with due regard for the privacy of everyone involved. Any employee found to have harassed a fellow employee or subordinate will be subject to severe disciplinary action or possible discharge. SIGMA will also take any additional action necessary to appropriately correct the situation. SIGMA will not retaliate against any employee who makes a good faith report of alleged harassment, even if the employee was in error.

SIGMA accepts no liability for harassment of one employee by another employee. The individual who makes unwelcome advances, threatens or in any way harasses another employee can be personally liable for such actions and their consequences. SIGMA will reserve its right to refuse to provide legal, financial or any other assistance to an individual accused of harassment if a legal complaint is filed.

Health Examinations

Your employment with SIGMA may be contingent on passing a physical / health examination at SIGMA's expense. Also, at any point during your employment, you may be asked to undergo a health examination on SIGMA time and at SIGMA's expense, to ensure that you are physically capable of handling the tasks involved in your job position safely and without possible harm to others.

Non-Compete Agreement

Certain new employees, such as outside/field salespeople and others, may be required to sign a Non-Compete Agreement as a condition of employment.

Proof Of U.S. Citizenship And/Or Right To Work

Federal regulations require that 1) before becoming employed, all applicants must complete and sign a Federal Form I-9, Employment Eligibility Verification Form; and 2) all applicants who are hired need to present documents of identity and eligibility to work in the U. S.

We Need Your Ideas

SIGMA believes the person doing a job is in the best position to think of ways of doing it more easily, more efficiently, and more effectively. If you think of a better way of doing your job or the




job of a fellow employee, discuss it with your supervisor, who will welcome your suggestions and ideas. Please give us the benefit of your unique experience and thoughts.

Disciplinary Actions

Unacceptable behavior that does not lead to immediate dismissal may be dealt with in the following manner, subject to the sole discretion of SIGMA:

Verbal WarningFirst Written WarningSecond Written WarningThird Written WarningDismissal

Written warnings may include the reasons for the supervisor's dissatisfaction and any supporting evidence. Disciplinary actions may also include suspensions or other measures deemed appropriate to the circumstances.

Nothing in this policy alters “at will” employment, nor requires SIGMA to issue warnings prior to an employee’s dismissal.

Dismissal

Employment and compensation with SIGMA is "at will" in that you can be terminated with or without cause, and with or without notice, at any time, at the option of either SIGMA or yourself, except as otherwise provided by law.

If your performance is unsatisfactory due to lack of ability, failure to abide by SIGMA rules or failure to fulfill the requirements of your job, you will be notified of the problem. If satisfactory change does not occur, you may be dismissed. Some incidents may result in immediate dismissal without notice of the problem and SIGMA retains the right to terminate employees without prior notification or warning.

Docking From Wages

The wages of any "non-exempt" employee who is tardy for work will be "docked" for the time not worked. A record of all lateness and absenteeism for all employees will be maintained. An “Exempt” employee will also be “docked” for time missed beyond their permissable time off.

Error In Pay

Every effort is made to avoid errors in your paycheck. If you believe an error has been made, tell your supervisor immediately. SIGMA reserves the right to seek reimbursement for monies paid in error or above and beyond what an employee is entitled to.




Overtime Pay

From time to time, it may be necessary for you to perform overtime work in order to complete a job on time. SIGMA abides by federal and state laws governing minimum wage and overtime pay requirements. All overtime must be approved in advance by your supervisor and will be compensated at time and a half the employee’s regular hourly rate of pay for all hours in excess of forty hours during the week (with the exception of California workers who will receive time and a half of their regular hourly pay for hours in excess of eight per day in accordance with state law). When it is necessary to work overtime, you’re cooperation is anticipated. Executive, administrative, professional and outside sales employees, who are treated as “Exempt” for wage and hour purposes, are not entitled to overtime pay.

Pay Period & Hours

Our payroll workweek begins on Sunday at 12:01 a.m. and ends on Saturday at 12:00 midnight.

Pay Cycle

Calendar Pay Period / Semi-Monthly: (24 pay periods per year). Payday is normally on the 15th and the 31st of every month for services performed for the period ending the 15th of the month and the end of the calendar month respectively. It is SIGMA’s policy to distribute payroll on the last working day before the regular payday when that day falls on a holiday or a week-end.

Paycheck Distribution Procedures

Paychecks are distributed at the end of the workday on payday. SIGMA encourages the use of direct deposit to have your pay deposited directly to your bank account.

Inclement Weather & "Acts Of God"

In the event that inclement weather, power/utility failure, fire, flood or some other "Act of God" keeps us from operating, you will receive your regular pay, provided SIGMA officially declares that it is closed for that time. Such a closure will be confirmed on the day of closure, and if that is not possible, by explanation the first day SIGMA returns for business. The decision will be made by the President, Vice President, or the appropriate Regional Manager.

Wage & Salary Policies

SIGMA has developed policies to insure wages and salaries comparable to those of other employees with similar jobs, experience and performance at SIGMA or in our industry. Our wage and salary policy is designed to attract and retain the best-qualified people available.

You are employed by SIGMA and will be carried directly on our 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 contractor.




Deductions From Paycheck (Mandatory)

SIGMA is required by law to make certain deductions from your paycheck each time one is prepared. Among these are your federal, state and local income taxes and your contribution to Social Security as required by law. 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 form regarding the number of dependents/exemptions you claim. Any change in name, address, telephone number, marital status or number of exemptions must be reported to your supervisor and Human Resources immediately, to ensure proper credit for tax purposes. The W-2 form you receive for each year indicates precisely how much of your earnings were deducted for these purposes.

Any other mandatory deductions to be made from your paycheck, such as court-ordered attachments, will be explained whenever SIGMA is ordered to make such deductions. Some states may require other payroll deductions.

Deductions (Other) / Direct Deposit

It is possible for you to authorize SIGMA to make additional deductions from your paycheck, such as pension loan payments, payroll savings plans, etc., or to deposit your paycheck directly into your savings or checking account at a participating bank. Contact Human Resources for details and the necessary authorization forms.

Time Cards / Records

By law, we are obligated to keep accurate records of the time worked by all employees. This is done by either time clock cards or other written documentation.

These records are the only way the payroll department knows how many hours you worked and how much to pay you. Hourly employees are to punch in and out for lunch and for brief absences like a doctor or dentist's appointment. All employees are required to keep their supervisor advised of their departures from and returns to the premises during the work day.

You are responsible for your time card or record. Remember to record your time. If you forget to punch in or make an error on your card, your supervisor must make the correction and you and your manager must initial the correction. No one may record hours worked on another's card. Tampering with another's time card is cause for disciplinary action, including possible dismissal, of both employees. Do not alter another person's record, or influence anyone else to alter your record for you. In the event of an error in recording your time, report the matter to your supervisor immediately.

Wage Assignments (Garnishments)

Whenever court-ordered deductions are to be taken from your paycheck, you will be notified.




Performance Reviews

Your manager is continuously evaluating your job performance. Day-to-day interaction between you and your supervisor should give you a sense of how your supervisor perceives your performance. In addition, you will also receive at least 1 written performance reviews during the year.

The primary reason for performance reviews is to identify your strengths and weaknesses in order to reinforce your good habits and develop ways to improve in your weaker areas. This review also serves to make you aware of and to document how your job performance compares to the goals and description of your job. This is a good time to discuss your interests and future goals. Your supervisor is interested in helping you to progress and grow in order to achieve personal as well as work-related goals.

In addition to individual job performance reviews, SIGMA periodically conducts a review of job descriptions to ensure that we are fully aware of any changes in the duties and responsibilities of each position. Please keep your supervisor informed of any changes in your job responsibilities.

Work Schedule

The normal workweek consists of five (5) days, eight (8) hours long, Monday through Friday. Your schedule of daily work hours will be given to you by your supervisor. You will be notified promptly whenever a change is necessary. Should you have any questions concerning your work schedule, please ask your supervisor. Please refer to “Business Hours” for more details concerning work hours.

All employees are expected to report to their place of business each scheduled workday unless they are authorized to work from a different location. Managers and above can work from home at the discretion of their supervisor. For all other employees, request to work at home will be considered on an as needed basis. Only request where there is a business need will be approved. The request must be in writing, authorized by a manager within the department, and a copy provided to Human Resources in advance of the time scheduled to work from home. The employee must also provide their Manager with a detailed list of worked performed at home upon their return to the office.

Absence Or Lateness

From time to time, it may be necessary for you to be absent from work. SIGMA is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside your work hours may arise. Sick days, personal days, and paid vacation have been provided for this purpose. You are required to obtain approval from your supervisor in advance for the use of personal days or paid vacation. Please advise the office by group e-mail (if access is available) of the dates of your leave once approval is granted and again the day before your leave begins.

If you are unable to report to work, or if you will arrive late, please contact your supervisor as soon as possible, but no later then your scheduled reporting time.




When you call in to inform SIGMA of an unexpected absence or late arrival, ask for your supervisor directly. For late arrivals, please indicate when you expect to arrive for work. Notifying the switchboard operator or a fellow-employee is not sufficient. If you are unable to call in yourself because of an illness, emergency or for some other reason, be sure to have someone call on your behalf. If your supervisor is not available when you call, you may leave the information with another supervisor. Your supervisor will send a group e-mail advising of your absence.

Absence from work for two (2) consecutive days without notifying your supervisor or Human Resources will be considered a voluntary resignation.

Attendance

You are expected to be at work at the beginning of your assigned daily work hours, and you are expected to remain until the end of your assigned work hours, except for approved breaks and lunch.

Be aware that "excessive" time off could lead to disciplinary action, including possible dismissal.

Closure After Starting Time

If severe weather conditions exist and the President, Vice President, or appropriate Regional Manager decides to close SIGMA for the remainder of the day, you will be notified as soon as possible by your supervisor.

Lunch Period

If you work longer than four (4) hours, you will be given a lunch period. The time when lunch periods are scheduled varies among departments, depending on the needs of each department. Your manager will give you your lunch period schedule. All hourly employees must punch in and out for their lunch period.

You are expected to take your full allotted time for lunch. You are requested not to perform any work during your regularly scheduled lunch period, unless specifically requested to do so by your manager. In that event, your lunch will be rescheduled. Please understand that you may not "work through lunch" in order to arrive late or to leave early or to work extra time.

You may leave the premises during your lunch period; however, it is important to return to work on time at the end of your lunch period.

Lunch Room Facility

For your convenience and comfort, SIGMA provides a lunch room equipped with ample seating, microwave ovens and a refrigerator for employees who want to bring their lunch from home. This area is for everyone's use. It is your responsibility to do your share in keeping this facility clean and sanitary. Please clean up after yourself.




Record Of Absence Or Lateness

If you are absent because of illness for three (3) or more successive days, your supervisor may request that you submit written documentation from your doctor. If you are absent five (5) or more days because of illness, you may be required to provide written documentation from a doctor that you are able to resume normal work duties before you will be allowed to return to work. You will be responsible for any charges made by your doctor for this documentation.

Your supervisor will send an e-mail noting any absence or lateness, and the reason to Human Resources for inclusion in your personnel file. Your attendance record will be considered when evaluating requests for promotions, transfers, leaves of absence, and approved time off, as well as scheduling layoffs, etc.

Paid Leaves Of Absence

Holidays

Only regular, full-time employees are eligible for holiday pay. Full time employees during their Introductory Period, part-time employees and temporary employees are not eligible to receive holiday pay.

Recognized Holidays

The following holidays are recognized by SIGMA as paid holidays so long as the holiday in question falls during the normal Monday through Friday work week. No holiday pay (or extra pay) is granted for holidays which fall on a weekend, unless they are observed by SIGMA on a regularly scheduled workday:

New Year's DayMemorial DayIndependence DayLabor DayThanksgiving DayThe Friday following Thanksgiving DayChristmas Day

Holiday Policies

Due to the multi-national make-up of our workforce, SIGMA allows one (1) “floating” holiday per year. You may use this floating holiday for any religious, national, or personal holiday you please. You must schedule this holiday in advance with your supervisor. For the Alexander City Alabama facilities, the floating holiday for all employees will be Christmas Eve. If Christmas Eve is a non working day for all of SIGMA, employees in these facilities can then chose another day as their floating holiday.




We schedule all national holidays on the day designated by common business practice. The holiday schedule is posted on the SIGMA intranet site.

If a holiday occurs during your scheduled vacation, you are permitted to take an extra day of vacation.

In order to qualify for holiday pay, you must work the scheduled workday immediately before and after the holiday. Only excused absences will be considered exceptions to this policy.

You are not eligible to receive holiday pay when you are on a leave of absence.

Paid Vacation

Vacation is a time for you to rest and pursue special interests. SIGMA has provided paid vacation as one of the many ways in which we show our appreciation for your loyalty and continued service. It is our policy to encourage you to take your paid vacation since it is important to your health and you and your family’s well being. Only regular, full time employees are eligible for paid vacation.

Once a regular full-time employee has completed his/her introductory period, he/she will begin to accrue paid vacation at the rate of .83 days per month for his/her first 60 months (5 years) of continuous employment. Please note that a new employee is not eligible to take a paid vacation during his/her first six months of continuous employment. At 61 months, the employee will begin to accrue vacation at the rate of 1 day per month until he/she reaches 120 months (10 years) of continuous employment. At 121 months and beyond, the employee will accrue vacation at the rate of 1.25 days per month. Non OEM Warehouse employees in Alexander City are not eligible for vacation pay. These employees will continue to receive attendance bonuses instead. In no case can an employee accumulate an accrued paid vacation total greater than what they would earn for a period of 24 months of service at their current accrual rate. Also, paid vacation does not accrue during unpaid leaves of absence.

An employee may request to use paid vacation in advance of actually accruing the time. The request cannot be for more time then the employee would accrue by the end of the calendar year in which the request is made. The granting of this request is at the discretion of the employee’s supervisor. Please note that if employment is terminated for any reason before the employee has accrued the number of days of paid vacation taken in advance, SIGMA reserves the right to adjust against wages due for the paid vacation that the terminated employee was not entitled to.

Vacation Policies

Every effort will be made to grant you your vacation at the time you desire. However, vacations cannot interfere with your department's operation and therefore must be approved by your supervisor in writing.




Payment In Lieu Of Vacation

The purpose of a vacation is to provide you with a time to rest and relax; therefore, no additional wages or salary will be paid to you in lieu of a vacation.

Other Paid Leaves

Funeral (Bereavement) Leave

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. (A parent, spouse, spouse's parent, child, spouse's child by a former marriage, brother or sister.) One (1) day of paid funeral leave will be granted in the case of the death of a grandparent, your spouse's grandparent or sibling, or any member of your extended family living in your home. Only regular full-time employees are eligible for paid funeral leave.

With your manager's approval, you may take up to one full day without pay to attend funerals of other relatives. If you prefer, unused personal leave or a day of earned vacation may be used for this purpose.

Jury Duty

If you are called for jury duty, we will permit you to take the necessary time off and we wish to help you avoid any financial loss because of such service. If you have completed your Introductory Period, SIGMA will reimburse you for the difference between your jury pay and your regular pay, not to exceed eight (8) hours per day, for a maximum of three (3) business days (May vary by region. Local laws will dictate).

On any day or half-day you are not required to serve, you will be expected to return to work. In order to receive jury duty pay, you must present a statement of jury service and pay to Human Resources. This document is issued by the court.

Personal/Sick Leave

As a full-time employee, after completion of your introductory period, you are eligible to take five (5) days of paid personal or sick leave during each calendar year. Personal leave time is intended to be used to accomplish personal business that cannot be accomplished during time other than your normal working hours or for sickness. You are required to request personal leave time from your manager in advance and obtain his or her approval and when ill, to provide as much notice as possible, but no later then your reporting time. During your first calendar year of employment, the earned personal/sick leave time is pro-rated after completion of the Introductory Period.

Personal leave/sick time may not be carried over and accumulated from year to year. Personal leave/sick time not used during a calendar year will be cancelled out and not paid for.




Unpaid Leaves Of Absence

FAMILY AND MEDICAL LEAVE POLICY

You may be eligible to take family and/or medical leave under the federal Family and Medical Leave Act (FMLA). The purpose of this Policy is to summarize your rights and obligations under this law.

This Policy is only a summary of your rights. Many of the terms used in this policy have specific definitions under applicable law. Whether you are eligible for family and/or medical leave will be determined on an individual basis in accordance with all applicable laws. If there are any differences between the applicable laws and the summary below, the applicable laws will govern. If you have any questions about your family and/or medical leave rights, please contact the Human Resources Department. You may also be entitled to additional leave under applicable state law in the state where you live. Please consult with Human Resources on this issue and/or look for postings in your workplace. Information applicable to employees in California, Minnesota, and New Jersey is attached as Appendices A through C at the back of this manual.

A. Medical Leave Entitlement

Employees who have been employed for at least 12 months, and have worked at least 1,250 hours in the 12 month period immediately preceding the first day of leave, are eligible for up to 12 weeks of unpaid leave during a 12 month period due to their own serious health condition.

A “serious health condition” is generally defined as an illness, injury, impairment, or physical or mental condition that involves either in-patient care (i.e., an overnight stay) in a medical facility or continuing treatment by a health care provider for a condition that prevents the employee from performing the functions of his/her job. (This is an abbreviated definition only. Please contact the Human Resources Department for a complete definition.)

B. Basic Family Leave Entitlements

Employees who have been employed for at least 12 months, and have worked at least 1,250 hours in the 12 month period immediately preceding the first day of requested leave, are eligible for up to 12 weeks of unpaid leave during a 12 month period for the following reasons:

1. The birth of a child, and to care for the child;

2. The placement of a child with the employee for adoption or foster care, and to care for the child; or

3. To care for a family member with a serious health condition.

Leave taken due to the birth of a child or the placement of a child for adoption or foster care must be completed within 12 months from the date of birth or placement.




A “family member” is defined as an employee’s spouse, child, or parent. (This is an abbreviated definition only. Please contact the Human Resources Department for a complete definition.)

A “serious health condition” is generally defined as an illness, injury, impairment, or physical or mental condition that involves either in-patient care (i.e., an overnight stay) in a medical facility or continuing treatment by a health care provider for a condition that prevents the family member from participating in school or other daily activities. (This is an abbreviated definition only. Please contact the Human Resources Department for a complete definition.)

C. Military Family Leave Entitlements

Employees who have been employed for at least 12 months, and have worked at least 1,250 hours in the 12 month period immediately preceding the first day of requested leave, are eligible for:

1. Active Duty Leave

An employee is eligible for up to 12 weeks of unpaid leave during a 12 month period because of a “qualifying exigency” arising out of the fact that the employee’s spouse, child, or parent is a member of the National Guard or Reserves on active duty or called to active duty in support of a contingency operation.

A “qualifying exigency” may include but is not limited to: addressing any issues that arise from a short notice deployment; attending certain military events; arranging for alternative childcare; making financial and legal arrangements; spending time with a service member on short term rest leave; and attending certain post-deployment activities. (This is an abbreviated definition only. Please contact the Human Resources Department for a complete definition.)

2. Caregiver Leave

An employee who is the spouse, child, parent, or next of kin of a member of the Armed Forces (including a member of the National Guard or Reserves) who suffers a serious injury or illness in the line of duty while on active duty is eligible for up to 26 weeks of unpaid leave during a single 12 month period to care for the service member.

A “serious illness or injury” is one that may render the service member medically unfit to perform the duties of his/her office, rank or rating. Further, the service member must be undergoing medical treatment, recuperation, or therapy; or otherwise in outpatient status; or otherwise on the temporary disability retired list. (This is an abbreviated definition only. Please contact the Human Resources Department for a complete definition.)

D. Calculating Annual Leave Entitlements

Eligible employees are generally entitled to a total of 12 weeks of all types of family and medical leave combined during a 12 month period. This 12 month period is generally a rolling 12 month period measured backward from the date the employee uses any leave. In other words, the amount




of leave available to an eligible employee at any time is determined and limited by the amount of leave the employee has already taken in the preceding 12 month period.

An exception to these general rules applies with respect to Caregiver Leave. An eligible employee is entitled to 26 weeks (not 12 weeks) of Caregiver Leave in single 12 month period. A “single 12 month period” for purposes of Caregiver Leave begins on the first day an employee takes Caregiver Leave and ends 12 months after that date.

Once commenced, if an employee does not use all of his/her 26 weeks of Caregiver Leave in this single 12 month period, the remaining balance of his/her Caregiver Leave is forfeited.

An employee is entitled to a combined total of 26 weeks of all types of FMLA covered leave, including Caregiver Leave, during a single 12 month period. Any other FMLA qualifying leave taken during this single 12 month period will reduce the employee’s 26 weeks of Caregiver Leave.

If you have any questions about the total amount of leave for which you are eligible in a given situation, please contact the Human Resources Department.

E. Intermittent/Reduced Schedule Leave

Family and medical leave may be taken on a continuous basis and, under certain circumstances, on an intermittent or reduced work schedule basis.

An employee is entitled to take leave due to his/her own serious health condition, a family member’s serious health condition, or Caregiver Leave on an intermittent or reduced work schedule basis when certified as medically necessary by a health care provider. When leave is for the planned medical treatment of a serious health condition, the employee and the Company shall attempt to work out a schedule for such leave that meets the employee’s needs and the Company’s needs without unduly disrupting the operations of the Company, subject to approval of the health care provider.

An employee is entitled to take leave in connection with the birth or placement of a child through adoption or foster care on an intermittent or reduced work schedule basis only with the approval of the Company. Requests for intermittent/reduced work schedule leave in such cases will be considered at the discretion of the Company based on the Company’s needs in the department or job which would be affected by such a request.

An employee is entitled to take Active Duty leave on an intermittent or reduced work schedule basis when necessary.

F. Requesting and Scheduling Leave

If the need for leave is foreseeable – based upon an expected birth, placement for adoption or foster care, planned medical treatment for an employee’s or family member’s serious health condition, Caregiver Leave or Active Duty Leave – an employee must give notice at least 30 days before the




leave is to begin. If 30 days notice is not practicable, for example due to a lack of knowledge of approximately when the leave will be required to begin or a change in circumstances, an employee must give notice as soon as possible and practical under the circumstances.

If the need for leave is unforeseeable, such as in the case of a medical emergency, an employee must give notice as soon as possible and practical under the circumstances.

Employees requesting family or medical leave must complete a written Leave Request form, which is available from the Human Resources Department. If circumstances prevent the employee from providing written notice initially, such as when the need for leave is unforeseeable due to a medical emergency, employees must provide verbal notice as soon as possible and practical, to be followed by written notice.

Even in the absence of a request for family or medical leave, the Company will designate leave taken for reasons that qualify as family or medical leave (including workers compensation leave) as approved FMLA leave and charge the leave taken against the employee’s leave entitlement.

An employee requesting a leave for planned medical treatment for a serious health condition of the employee or a family member, or planned medical treatment for a serious injury or illness of a covered servicemember, must consult with the Company and make a reasonable effort to schedule the treatment so as not to disrupt unduly the operations of the Company, subject to approval of the health care provider. (See also Section E, Intermittent/Reduced Schedule Leave).

G. Required Certifications

Requests for family and medical leave must be supported by an appropriate Certification, as follows:

A request for leave due to the employee’s own serious health condition or a family member’s serious health condition must be supported by the Certification of Health Care Provider form.

A request for Caregiver Leave must be supported by the Certification for Serious Injury or Illness of Covered Servicemember form, as well as any necessary supporting documentation.

A request for Active Duty Leave must be supported by the Certification of Qualifying Exigency for Military Family Leave form, as well as appropriate documentation, including the covered military member’s active duty orders.

At the time an employee requests family or medical leave, he/she will be requested to submit the appropriate Certification (in some cases the Company’s Certification request may be made after the employee’s leave request is made, such as in the case of unforeseen leave). Blank Certification forms are available from the Human Resources Department.

An employee must return the required Certification to the Human Resources Department within 15 days after the employee requests leave, unless it is not practicable under the circumstances to do so. In such cases, the employee must return the completed Certification as soon as possible and




practical. If an employee fails to provide timely Certification after being requested to do so, the employee’s leave request may be denied until the Certification is provided.

If the Certification submitted by the employee is incomplete or insufficient, the employee will be given written notification of the information needed and will have seven (7) days after receiving such written notice to provide the necessary information, unless it is not practicable under the circumstances to do so. If an employee fails to cure the deficiencies after being requested to do so, the employee’s leave request may be denied.

In cases where the Company does not agree with the assessment of the employee’s or employee’s family member’s health care provider, the Company may require a second opinion at the Company’s expense by another health care provider. In the case of a conflict between the first two opinions, the Company may require, and must pay for, a third opinion by a health care provider jointly designated by the Company and the employee. The third opinion will be binding.

H. Requests for Recertifications

Employees absent on leave due to their own serious health condition may be required to submit a Recertification of their medical condition every 30 days, except as follows:

The Company may request Recertification in less than 30 days if the employee requests an extension of leave, or the circumstances described in the original Certification have changed significantly, or the Company receives information that casts doubt on the employee’s stated reason for the absence or the continuing validity of the Certification.

The Company may not request Recertification every 30 days if the employee’s original Certification indicates that the minimum duration of the employee’s leave is more than 30 days. In such cases the employee may be required to submit a Recertification after the specified minimum duration. Regardless of the specified minimum duration, however, an employee may be required to submit a Recertification of medical condition every six months.

Whenever the Company does request a Recertification, the employee must submit the Recertification to the Human Resources Department within 15 days after the Company’s request, unless it is not practicable under the circumstances to do so. If an employee fails to provide timely Recertification after being requested to do so, the Company may deny continuation of leave until the Recertification is provided.

The Company may also require an employee on leave to report periodically on his/her status and intent to return to work.

Employees absent on leave due to their own serious health condition will be required to submit a Certification at the conclusion of their leave verifying their fitness for duty. If an employee fails to provide a fitness for duty Certification after being requested to do so, the Company may deny restoration until the Certification is provided.




I. Job Restoration

An employee is entitled upon the conclusion of his/her leave to be reinstated to his/her previous position of employment, or to an equivalent position with equivalent pay, benefits and other terms and conditions of employment. There are certain exceptions to this requirement, including in the case of lay offs that occur during leave affecting the employee’s position and in the case of “key employees.”

J. Substitution of Paid Leave

Family and medical leave is generally unpaid time off. However, employees are required to use all accrued paid vacation, personal, and sick leave while absent on an approved family or medical leave. After exhaustion of all accrued paid leave, the leave will be unpaid.

K. Benefits During Leave

The Company will continue an employee’s group health care coverage during the period of an approved family or medical leave on the same terms and conditions as if the employee had continued to work. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. During any period of time that an employee is substituting accrued paid leave, the employee’s contributions will be made through normal payroll deductions.

If an employee fails to return after the leave, the Company may recover its share of the health insurance premiums from the employee, except if the basis for the failure to return is beyond the employee’s control. This would include a continuation of the employee’s or family member’s serious health condition beyond the expiration of the leave. The recovery process will be considered on an individual basis and will be up to the discretion of the Company.

RIGHTS UNDER FAMILY/MEDICAL LEAVE –If an employee fails to return to work upon the scheduled expiration of the leave of absence for any reason other than a documented serious health condition, SIGMA will exercise its rights to recover from the employee the premium cost which the Company paid for the employee’s health insurance coverage during the length of the leave, and will treat the employee’s action as a voluntary resignation without notice. Employees seeking an extension of an approved leave must submit their requests to your supervisor or directly to Human Resources at least one (1) week prior to expiration of the approved potion of the leave. Employees who fail to return to work by the scheduled expiration of the leave may forego any rights to continued employment with SIGMA.

PERSONAL LEAVE – Eligible employees who seek time off for reasons which do not qualify for either family or medical leave may request a minimum of thirty days and a maximum of 6 months of unpaid personal leave. All requests must be in writing and submitted to your supervisor or directly to Human Resources no less than thirty (30) days prior to the anticipated start date of the leave. SIGMA retains the right to grant or deny an employee’s request for personal leave, at its sole discretion.




Rights Under Personal Leave – An employee taking an approved personal leave of absence may be eligible to return to his/her former position or to a substantially equivalent position only if there is a position available, for which the employee is qualified, upon timely return from an approved leave of absence. Throughout an approved personal leave of absence, employees may continue their health insurance coverage, provided the employee prepays the difference between the single and family premium (after adjusting for the monthly contribution as a single) in advance of taking the personal leave.

If an employee fails to return to work upon the scheduled expiration of the leave of absence, SIGMA will treat the employee’s action as a voluntary resignation without notice. Employees who fail to return to work by the scheduled expiration of the leave may forego any rights to continued employment with SIGMA.

Salary Continuation During Family, Medical or Personal Leave

The family, medical and personal leaves described in this policy generally are unpaid. In an effort to allow employees to continue to receive full pay for some or all of an approved leave of absence, the Company will apply accrued time off benefits to the employee until the employee’s benefits are exhausted of the employee returns to work. Thus:

Employees taking an approved family leave, medical leave or personal leave must first exhaust all unused vacation time and personal days. Once your paid leave is exhausted, the remainder of the leave will be unpaid.

Employees will not earn or accrue any time off benefits (e.g., vacation, holiday or personal time) during any unpaid leave of absence.

Outside Employment During Leave

Employees out on a leave of absence may not seek, accept or perform full time employment elsewhere nor start new part time employment. Employees who violate this requirement may be subject to discharge.

If you would like to request a family, medical or personal leave of absence, or have any questions regarding leaves, please contact you supervisor or Human Resources.

Workers' Compensation

The Workers' Compensation Law is a no-fault insurance plan that is supervised by the state and one hundred percent (100%) paid for by SIGMA. This law was designed to provide you with benefits for any injury that you may suffer in connection with your employment. Under the provisions of the law, if you are injured while at work, you are eligible to apply for Workers' Compensation.

Any injury is covered if it's caused by your job, not just serious accidents, but even first-aid type injuries. Illnesses may also be covered, if they're related to your job. The main question is if the injury or illness is the result of the performance of your job. Coverage begins the first minute you're on the job and continues anytime you're working for SIGMA. You don't have to work a




certain length of time, and there's no need to earn any minimum amount of wages before you're protected.

Prompt reporting is the key. Benefits are automatic, but nothing can happen until your employer knows about the injury. Insure your right to benefits by reporting every injury, no matter how slight.

Employees returning to work, after being absent due to an injury, must report to their supervisor prior to beginning work and must bring a doctor's clearance for returning to duty.

Unemployment Compensation

SIGMA pays a percentage of its payroll to the Unemployment Compensation Fund according to SIGMA's employment history. If you become unemployed, you may be eligible for unemployment compensation, under certain conditions, for a limited period of time. Unemployment compensation provides temporary income for workers who have lost their jobs.

Social Security

The United States Government operates a system of contributory insurance known as Social Security. As a wage earner, you are required by law to contribute a set amount of your weekly wages to the trust fund from which benefits are paid. As your employer, SIGMA is required to deduct this amount from each paycheck you receive. In addition, SIGMA matches your contribution dollar for dollar, thereby paying one-half of the cost of your Social Security benefits.

Other Information

Bulletin Boards

Bulletins, bulletin board(s), and SIGMA’s intranet are our "official" way of keeping everyone informed about new policies, changes in procedures and special events. Information of general interest is posted regularly on the bulletin board(s). Please review the bulletin board(s) and SIGMA’s intranet regularly so that you will be familiar with the information posted on it.

Only authorized personnel are permitted to post, remove or alter any notice on the bulletin board(s). If you want to have notices posted on SIGMA bulletin board(s), see your supervisor for instructions.

Communications

Successful working conditions and relationships depend upon successful communication. Not only do you need to stay aware of changes in procedures, policies and general information, you also need to communicate your ideas, suggestions, personal goals or problems as they affect your work.




You may receive letters or memos from SIGMA. There is no regular schedule for distribution of this information. The function of each letter is to provide you and your family with interesting news and helpful information that will keep you up-to-date on the events here at SIGMA.

SIGMA Meetings

On occasion, we may request that you attend a SIGMA sponsored meeting. If this is scheduled during your regular working hours, your attendance is required.

Dress Code / Personal Appearance

Please understand that you are expected to dress and groom yourself in accordance with accepted social and business standards. Each Regional Manager or department head is responsible for establishing a reasonable and safe dress code appropriate to the job you perform. However, sun dresses with bare backs and/or shoulders, men's undershirts, and shorts, for men or women, are not appropriate.

Exit Interviews

In instances where an employee voluntarily leaves our employ, SIGMA management would like to discuss your reasons for leaving and any other impressions that you may have about SIGMA. If you decide to leave, you will be asked to grant us the privilege of an exit interview. During the exit interview, you can express yourself freely. It is hoped that this exit interview will help us part friends, as well as provide insights into possible improvements. All information will be kept strictly confidential and will in no way affect any reference information that SIGMA management will provide another employer about you.

Neutral References

It is the policy of SIGMA to provide neutral job references to prospective employers, confirming only the job title and dates of employment. No further information will be provided without a signed written authorization signed by you on a form issued by SIGMA.

Expense Reimbursement

Please refer to the SIGMA Travel and Expense Guidelines Manual (TEG) concerning expense reimbursement.

Internet and Web Access

While SIGMA realizes that the internet can be an important tool, it is to be viewed as a tool. Casual surfing during work hours (except individual lunch periods) is not acceptable. Employees are prohibited from using the internet for any illegal activities; on-line gambling, the researching and/or downloading of pornographic materials, or illegal file sharing or file swapping. Internet usage will be monitored on a random basis that will include random checks of e-mail as well as internet sites visited and the duration of usage during the workday. Employees are not expected to




use company e-mail for personal correspondence or sending attachments of a personal nature irregardless of their legal nature. Abuse of internet access will be a cause for disciplinary action including possible termination.

Grievances & Suggestions

An efficient, successful operation and satisfied employees go hand in hand. Employee grievances/suggestions are of concern to SIGMA, regardless of whether the problems or ideas are large or small.

In order to provide for prompt and efficient evaluation of and response to grievances/suggestions, SIGMA has established a formal Grievance/Suggestion Procedure for all employees.

Talking things over usually helps. When you have a grievance or other problem, the person you report to is the person to see first. If this is not possible or does not resolve the matter, you are entitled to go to his or her immediate supervisor to see what may be done.

The Grievance/Suggestion Procedure is as follows:

1. See your supervisor first, if possible.

2. Put it in writing.

3. Grievance/Suggestion Conference.

Your supervisor's immediate supervisor will review the grievance/suggestion and call you in for a scheduled conference. At this conference, you should feel free to openly discuss your complaint and substantiate your reasons for feeling the way you do; the senior management member will consider your input and render a decision. In most cases, the matter will usually be resolved at this stage.

Housekeeping

Neatness and good housekeeping are signs of efficiency. You are expected to keep your work area neat and orderly at all times, it is a required safety precaution. Please report anything that needs repairing or replacing to your supervisor immediately.

Payroll Advances

SIGMA rarely advances or loans money to employees. In the event you must borrow against your paycheck, you must first discuss your situation with your supervisor. If he or she feels that your request is justified, a Promissory Note will be provided for you to complete and sign, which will authorize SIGMA to deduct the amounts owed from future paychecks. Each region will set their own policy concerning amounts and the length of time for repayment but no loan will exceed the value of one paycheck for the amount and 4 payments for the repayment of the loan. Please note,




you are entitled to borrow from your 401(k) account. SIGMA expects you to fully exhaust this and any other potential sources before requesting an advance. Funds you owe to SIGMA may be deducted from current wages according to the terms and conditions agreed upon at the time of your advance or loan from SIGMA.

Personal Phone Calls

Please keep personal phone calls to a minimum; they must not interfere with your work. You are permitted to make limited local area calls on SIGMA telephones for essential personal business during lunch or "break" periods only. Please do not abuse this privilege. Emergency calls regarding illness or injury to family members, changed family plans, or calls for similar reasons may be made at any time. Incoming urgent calls will be directed to you. The use of cellular phones for personal reasons during working hours is prohibited.

Return Of SIGMA Property

Any SIGMA property issued to you, such as office equipment, computers, product samples, tools or uniforms, must be returned to SIGMA at the time of your dismissal or resignation, or whenever it is requested by your supervisor or a member of management. You are responsible to pay for any lost or damaged items. SIGMA retains the right to adjust the value of the lost or damaged items against unpaid wages.

Uniforms

We provide uniforms that certain employees must wear while at work. Upon termination of employment, the uniforms must be returned. SIGMA retains the right to adjust the cost of uniforms not returned against unpaid wages.

Safety Rules

Safety is everybody's business. Safety is to be given primary importance in every aspect of planning and performing all SIGMA activities. We want to protect you against industrial injury and illness, as well as minimize the potential loss of production.

Please report all injuries (no matter how slight) to your supervisor immediately, as well as anything that needs repair or is a safety hazard. Please familiarize yourself with the SIGMA Safety Manual which is available on the SIGMA intranet.

You will be reimbursed by SIGMA for a portion of the price of steel toe shoes purchased from an outside source, after completion of an expense report (with receipt attached).

Mandatory personal protective equipment that has been purposely destroyed or lost must be replaced by the employee and may be purchased at cost. You may purchase personal protective equipment that is not mandatory through SIGMA at a reduced cost.




We will continue to provide a clean, safe and healthy place to work and we will provide the best equipment possible. You are expected to work safely, to observe all safety rules and to keep the premises clean and neat. Violation of safety rules may lead to disciplinary action, including possible dismissal.

Smoking

All SIGMA offices are smoke free areas. Smoking is permitted only outside the building. Please do not smoke in restricted areas.

Alcohol and Controlled Substances Policy

The company has adopted an alcohol and controlled substances policy to ensure the safety and well being of all employees. Company policy forbids the possession or consumption of alcoholic beverages and the possession or use of any controlled substance on the premises, or while on company business.

The definition of a “controlled substance” is any drug, narcotic, inhalant, hallucinogen, barbiturate, amphetamine, mixture, or compound not prescribed by a licensed physician for the legitimate treatment of a specific employee’s medical condition.

Employees taking prescription drugs for an illness or other legitimate medical need must notify their direct supervisor in writing of the possible effects of the medication which may impair the individual’s physical or mental capabilities, and/or impair their ability to perform their job functions. The notification should also include the length of time expected to take the medication.

Users of controlled substances or alcoholic beverages present a serious danger, not only to themselves, but also to all other employees with whom they work or come in contact. Lack of mental alertness, slow reactions, and other effects of alcohol and drugs lead to poor judgment and errors that place our workers and facility in grave danger. Management cannot and will not allow the safety of our workers and facility to be compromised.

Violation of any of the following rules may subject an employee to disciplinary action, including immediate termination:

1. No alcoholic beverages may be brought onto or consumed on company property, or consumed while on company business or while operating a company vehicle, or consumed during breaks in the workday.

2. No controlled substance may be brought onto or consumed on company property, or consumed while on company business or while operating a company vehicle, or consumed during breaks in the workday.

3. Employees taking drugs prescribed by a physician must advise their direct supervisor in writing of the possible effects of such medication which may impair their physical or mental capabilities and/or impair their ability to perform job functions. This notification




must include the length of time the employee is expected to take the medication. This written information must be given to the direct supervisor before the employee starts work. All medical information will be kept confidential, and any breach of privacy and confidentiality will be punished.

4. No employee may give, sell, or otherwise transfer any controlled substance or prescription drug to any other employee. To do so is in violation of federal law, and the employees involved will be reported to law enforcement authorities immediately

SIGMA is committed to providing its employees with a safe workplace and an atmosphere which allows them to protect inventory and other assets placed in their care; SIGMA employees should not be subject to any safety threats from fellow workers. You are expected to be in suitable mental and physical condition while at work, allowing you to perform your job effectively and safely.

Whenever use or abuse of any mood altering substance (such as alcohol or other drugs) interferes with a safe workplace, appropriate action must be taken. SIGMA has no desire to intrude into its employees' personal lives. However, both on-the-job and off-the-job involvement with any mood altering substances can have an impact on our workplace and on SIGMA's ability to achieve its objectives of safety and security. Therefore, you are expected to report to the workplace with no mood altering substances in your body. While you may make your own lifestyle choices, SIGMA cannot accept the risk in the workplace which substance use or abuse may create. The possession, sale or use of mood altering substances at the workplace, or coming to work under the influence of such substances shall be a violation of safe work practices and will be subject to disciplinary action, including possible dismissal.

Signing a drug and alcohol testing consent form and cooperating with such testing is a condition of continued employment. SIGMA reserves the right to drug test parties involved in a work related accident that results in injury or property damage as well as randomly test those individuals in “safety sensitive” positions. Naturally, the results of any and all testing will be held in strictest confidence. The complete Substance Abuse Policy can be found beginning on page 31 of this manual.

Tuition Reimbursement Program

The purpose of this program is to provide reimbursement to eligible employees who incur educational expenses related to their job function or skills. SIGMA will reimburse employees for 50% of tuition and eligible regularly required student fees for up to 24 credits per calendar year. Reimbursement will only be given once the employee completes the course and receives a grade of C or higher. Only fulltime employees are eligible for this program.

To receive reimbursement, the program (undergraduate or graduate) or course that you are taking must be job related. This means that the education is necessary for you to maintain or improve your job skills as defined by your manager or is imposed as a condition for you to keep your present position. While undergraduate programs may include more general studies, advanced degree programs must be directly related to your current position. Individual courses not leading to a degree must be highly job related and taken at an accredited school, college, or university, or be




offered by a member of a continuing education association. Management and Human Resources have the right to determine if a program or course is job related. This program does not provide reimbursement of non-course related fees, entrance exams, preparatory courses, or credits over 24 per calendar year. Please contact Human Resources for further details concerning this program.

Violations Of Policies

You are expected to abide by the policies in this Manual. Failure to do so will lead to appropriate disciplinary action. Known policy violations may be maintained in each individual's personnel file.




Receipt & Acknowledgement Of SIGMA Employee Manual

This Employee Manual is an important document intended to help you become acquainted with SIGMA. This Manual will serve as a guide; it is not the final word in all cases. Individual circumstances may call for individual attention.

NEITHER THIS HANDBOOK NOR ANY PROVISIONS OF THIS HANDBOOK IS AN EMPLOYMENT CONTRACT OR ANY OTHER TYPE OF CONTRACT. IT DOES NOT CONTAIN PROMISES OF ANY KIND BY SIGMA.

Please read the following statements and sign below to indicate your receipt and acknowledgement of the SIGMA Employee Manual.

I UNDERSTAND AND AGREE THAT SIGMA MAY CHANGE OR MODIFY THE EMPLOYEE MANUAL AND ANY OTHER POLICIES OR PROCEDURES RELATING TO WAGES AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT WITHOUT NOTICE TO ME. I UNDERSTAND AND AGREE THESE POLICIES OR PROCEDURES ARE TO BE INTERPRETED AND APPLIED BY SIGMA IN ITS SOLE DISCRETION, WHOSE DECISION IN THIS REGARD WILL BE FINAL. I UNDERSTAND THAT THE MANUAL SUPERSEDES AND REPLACES ALL PRIOR OR EXISTING MANUALS, WRITTEN POLICIES, ORAL POLICIES OR PRACTICES IN EFFECT PRIOR TO THE EFFECTIVE DATE OF THE MANUAL.

I have read the information regarding SIGMA’s Drug Testing program. I understand this policy, the conditions for testing and the consequences for a positive drug test or my refusal to take a drug test.

I UNDERSTAND THAT MY EMPLOYMENT WILL BE FOR NO DEFINITE TERM, SUCH THAT I WILL ENJOY THE RIGHT TO TERMINATE MY EMPLOYMENT AT ANY TIME, AT MY CONVENIENCE, WITH OR WITHOUT CAUSE, REASON OR PRIOR NOTICE. I FURTHER UNDERSTAND THAT SIGMA WILL HAVE THE SAME RIGHT. THIS STATUS CAN ONLY BE MODIFIED IF SUCH MODIFICATION IS IN WRITING AND SIGNED BY BOTH MYSELF AND THE PRESIDENT OF SIGMA.

I understand and have the right and it is my responsibility to raise questions I have concerning the personnel rules in effect during my employment with SIGMA.

I am aware that during the course of my employment confidential information will be made available to me, i.e., customer lists, pricing policies and other related information. I understand that this information is critical to the success of SIGMA and must not be disseminated or used outside of SIGMA's premises or without the express consent of management. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to disclose, publish, utilize or exploit this information.

I understand that, should the content of this Employee Manual be changed in any way, SIGMA may require an additional signature from me to indicate that I am aware of and understand any new policies. It is my responsibility to be aware of later revisions of the Sigma Employee Manual which is posted on the Sigma intranet site. A printed copy is available from Human Resources.

I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the SIGMA Employee Manual.

___________________________ ___________________________Employee's Printed Name Position

___________________________ ____________Employee's Signature Date

___________________________ ____________Supervisor's Signature Date

The signed original copy of this acknowledgement should be returned to your supervisor to be filed in your personnel file.




SUBSTANCE ABUSE POLICY

1. PURPOSE

1.1 To establish and maintain a safe, healthy, and productive working environment for all

employees;

1.2 To assist both the Company and its employees to ensure public safety;

1.3 To reduce the occurrence of job-related injuries to employees and/or accidental injury to

people or property; and

1.4 To reduce absenteeism, tardiness, and improve productivity.

2. STATEMENT OF POLICY

2.1 To ensure a safe and productive work environment, while on working time or while on

Company property or in Company vehicles, applicants and employees are prohibited from:

A. unlawfully manufacturing, distributing, dispensing, possessing, or using alcohol or

controlled substances or misusing or abusing prescribed or over-the-counter drugs;

B. having present in their bodies, during working hours, detectable levels of illegal

drugs or alcohol; and

C. violating any federal or state law relating to drugs or alcohol.

The exceptions to this policy are the authorized possession or use of drugs as prescribed by

a physician and used according to prescription instructions.

Requirements of Employees

2.2 As a condition of continued employment, each employee must:

A. abide by this Substance Abuse Policy;




B. notify the Company of any criminal drug statute conviction for a violation of federal

or state law relating to drug or alcohol abuse or possession while on or using

Company property no later than five (5) days after such conviction; and

C. agree to accept, at the Company's discretion, transportation to a location where the

test will be conducted and to their residence when required to submit to testing

under paragraph 5.2 below.

Penalties

2.3 Any employee who violates this Substance Abuse Policy or who is convicted as set forth in

paragraph 2.2 above shall be subject to discipline up to and including termination. This

provision does not limit or modify the Company's right to discipline employees for any

other reason or pursuant to any other rule, regulation, or practice of the Company. To the

extent permitted by law, the Company has the right to change this Substance Abuse Policy

at any time without notice. Nothing in this policy changes the at-will employment

relationship and employees may be terminated at any time with or without cause or notice.

Substance Abuse Awareness

2.4 The Company has a policy of maintaining a drug-free workplace. Printed materials which

describe the dangers of drug and alcohol abuse in the workplace are available in the office.

Also available in the office is printed information regarding drug and alcohol counseling

and rehabilitation programs.

3. DEFINITIONS

3.1 Alcohol or Alcoholic Beverages: "Alcohol" means beer, wine, and all forms of distilled

liquor containing ethyl alcohol. References to use or possession of alcohol include use or

possession of any beverage, mixture, or preparation containing ethyl alcohol.




3.2 Drug: Any substance (other than alcohol) that has a known mind or function altering effect

on a person, including psychoactive substances prohibited or controlled by state and federal

controlled substance laws.

3.3 Company: This term refers solely to SIGMA Corporation and no other entity.

3.4 Prescribed Drug: Any substance prescribed by a licensed medical practitioner to the

individual consuming it.

3.5 Under the Influence: Being unable to perform work in a safe and productive manner, or

being in a physical or mental condition which creates a risk to the safety and well-being of

the individual, other employees, the public, or Company property. The symptoms of

influence and/or impairment are not confined to those consistent with misbehavior or to

obvious impairment of physical or mental ability such as slurred speech or difficulty in

maintaining balance.

3.6 Positive Test Result: A positive test result for illegal drugs will constitute a finding by the

testing agency of a reportable amount of an illegal substance present in a sample, in

accordance with that agency’s policies. A positive test result for alcohol will constitute a

finding by the testing agency of an amount of alcohol present in a sample and behavior

indicating impairment. An employee is irrebuttably presumed to be impaired if his/her

blood-alcohol level is .08 percent. An employee may also be found to be impaired if his/her

blood-alcohol level is less than .08 percent depending upon the employee’s behavior.

4. INSPECTIONS AND SEARCHES

4.1 Company lockers, desks, filing cabinets, files, vehicles, etc. remain the property of the

Company and may be subject to Company-initiated searches at any time and without notice.




4.2 Employees and their possessions, including their vehicles located on Company property, are

subject to Company-initiated searches at any time and without notice if management has

reason to suspect that any employee(s) may be in violation of the terms of this policy.

5. EMPLOYEE SUBSTANCE ABUSE TEST PROCEDURES

5.1 In order to assure compliance with the Company's prohibition concerning alcohol and drug

use and as a condition of continued employment, employees are required to cooperate in

drug and/or alcohol substance abuse testing procedures.

5.2 Urine, blood, hair, or other methods of testing employees may be conducted in accordance

with the following:

A. Pre-Employment Testing:

1. Each applicant for a position with the Company will be subject to the

Company's Substance Abuse Policy. All offers of employment to applicants

will be contingent upon the applicant submitting to drug testing in

accordance with the Company's policy.

B. Reasonable Suspicion Testing:

1. When the Company has a reasonable suspicion that an employee is

intoxicated, or under the influence or drugs and/or alcohol, or otherwise

violating the Company’s Substance Abuse Policy, a test may be conducted

immediately. The following are examples of reasonable suspicion: (These

examples are not intended to be all inclusive)

a. Reliable reports of drug or alcohol use are received from police,

customers, other employees, or other individuals.




b. Observation of an employee that suggests doubt as to his/her fitness

for duty.

c. Rule violations that create a dangerous situation.

d. Observation by a supervisor of an employee who is apparently under

the influence or impaired by drugs or alcohol; i.e., slurred speech,

alcohol on breath, glassy eyes, unsteady gait, unexplained change in

personality, etc. The symptoms of influence and/or impairment are

not confined to those consistent with misbehavior or to obvious

impairment of physical or mental abilities such as set out above.

C. Random Testing:

1. The Company has instituted a policy of random drug and alcohol testing of

all existing employees who are employed in safety sensitive positions as

determined by the Company. Employees notified of their selection for

random testing will submit to an immediate hair and/or urine and/or blood

test. The selection of employees for random testing is performed in a non-

discriminatory and impartial manner.

a. The Company has taken measures to ensure that the random selection

of employees is done through fair and neutral procedures.

b. An employee selected for random drug testing may obtain a deferral

of testing if:

1. the employee is on leave status; or




2. the employee is away from his or her work site on official

business and will not be back in time to submit to a test that

day.

An employee whose random test is deferred will be subject to an

unannounced test within the next sixty (60) days.

D. Post-Accident Testing:

1. An employee who is involved in an accident at work, or while in a company

vehicle or while on company time, which damages property or requires

professional medical attention will be required to submit to blood and/or

urine testing. Any other employees involved will also be required to submit

to testing.

2. The Company will assist the employee in obtaining medical care, if required.

3. An employee who is seriously injured and cannot provide the required

specimen immediately after the accident must provide the necessary

authorization for obtaining hospital records or other documents that would

indicate whether there were any drugs or alcohol in his or her system.

5.3 An employee required to submit a specimen for testing shall be informed in writing by a

designated Company representative of the reason why he/she is being requested to submit a

specimen.

5.4 An applicant or employee required to submit a specimen for testing shall execute a Consent

to Testing form when advised that testing will be conducted. Sample forms are attached.

5.5 A supervisor or designated representative of the Company may escort the employee to the

collection location and then back to work or to the employee's residence.




5.6 All specimens will be obtained from the applicant or employee by an authorized individual.

The specimen will be taken in a manner that assures the individual appropriate privacy

without compromising the integrity of the collection process. The specimen obtained will

be identified and tested by a competent laboratory. The results will be reviewed by a

qualified Medical Review Officer.

5.7 Tests shall be accomplished through analysis of a blood, urine, or hair sample and/or any

other testing method as may from time to time be deemed appropriate by the Company.

6. RESULTS OF TESTING/COOPERATION

6.1 Any applicant or employee who refuses to promptly cooperate in any aspect of the drug and

alcohol testing process described in this policy will be immediately rejected from

consideration and/or terminated from employment, as applicable.

6.2 Any applicant or employee who attempts to adulterate or contaminate a specimen or who

otherwise attempts to interfere with the collection or testing of a specimen will be

immediately rejected from consideration and/or terminated from employment, as applicable.

6.3 All applicants and employees who submit to testing will be notified of the test results in

writing promptly upon receipt of the results by the Company.

6.4 Applicants: In the event of a positive test result for any substance, the applicant will not be

hired. To the extent the applicant has already commenced employment for the Company

the applicant will be terminated.

6.5 Employees: In the event of a positive test result for any substance, the employee will be

terminated.

6.6 Employees who test positive as a result of post accident testing will be denied worker's

compensation benefits to the extent permitted by law.




6.7 Every employee required to submit to testing pursuant to this policy, except for pre-

employment and random testing, will be suspended pending investigation. If the results of

the test are negative for drugs and alcohol, the employee may receive pay for the period of

the suspension.

7. CONFIDENTIALITY

7.1 The Human Resources Manager of the Company will receive all test results. Other

employees will be notified of test results strictly on a need-to-know basis.

7.2 No laboratory results or test results shall appear in a personnel folder. Information of this

nature will be included in a separate medical file. A notation will appear on the inside cover

of the personnel folder to show that medical information is contained elsewhere.

8. USE OF RESULTS

8.1 The Company may, in its sole discretion, impose discipline other than termination if the

employee agrees in writing to undergo rehabilitation and to submit to unannounced testing

for drugs and alcohol with or without reasonable suspicion by the Company for a period of

six (6) months after the positive test result or after completion of rehabilitation, whichever

is later.

8.2 An employee who has tested positive for drugs or alcohol and who subsequently tests

positive on a future test will be provided an opportunity to explain in writing the presence of

the identified substance. In the absence of an acceptable explanation, the employee will be

terminated.

9. USE OF PRESCRIPTION AND/OR OVER-THE-COUNTER DRUGS

9.1 In the event an employee holding a safety sensitive position is under the care of a physician

and taking prescribed medication or over-the-counter drugs which might impair his or her




ability to perform the job safely, the employee must notify his or her supervisor in advance.

It is at the discretion of the Company as to whether the employee may continue to perform

his or her normal assigned duties.




DRUG TESTING CONSENT FORM – APPLICANTS

I, _______________________________, understand that as part of the pre-employment process with ___________________, I will be required to undergo drug testing in accordance with the terms of the Company’s Substance Abuse Policy.

I understand that if I refuse to undergo testing, I will be rejected for employment.

I understand that if I produce a positive test result for illegal drugs, I will be rejected for employment.

I have read and understand the information contained on this Drug Testing Consent Form. I agree to undergo drug testing as part of the pre-employment process.

____________________________ ______________________________Signature of Applicant Signature of Witness

Date ________________________ Date __________________________




DRUG/ALCOHOL TESTING CONSENT FORM – EMPLOYEES

I, _______________________________, understand that as a condition of my continued employment with ___________________________, I am required to undergo drug and/or alcohol testing in accordance with the terms of the Company’s Substance Abuse Policy.

I understand that if I refuse to undergo testing when requested, I will be terminated.

I understand that if I produce a positive test result for illegal drugs and/or alcohol, I will be terminated.

I have read and understand the information contained on this Drug/Alcohol Testing Consent Form. I agree to undergo testing in accordance with the terms of the Company’s Substance Abuse Policy when requested to do so.

____________________________ ______________________________Signature of Applicant Signature of Witness

Date ________________________ Date __________________________



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