Hand book

Kingston International Development

Services LLC

Kingston International Development services

LLC

January 11, 2019

TABLE of CONTENTS


Core Policies.........................................................................................................................			5
1.0	Welcome ..................................................................................................................		5
1.1		A Welcome Policy .....................................................................................	5
1.2		At-Will Employment ...................................................................................	6
2.0	Introductory Language and Policies ..........................................................................		7
2.1		Ethics Code ...............................................................................................	7
3.0	Hiring and Orientation Policies ..................................................................................		8
3.1		Conflicts of Interest ....................................................................................	8
3.2		Job Descriptions ........................................................................................	8
3.3		New Hires and Introductory Periods ..........................................................	8
3.4		Employment Authorization Verification ......................................................	8
4.0	Wage and Hour Policies .........................................................................................		10
4.1		Attendance Policy ....................................................................................	10
4.2		Direct Deposit ..........................................................................................	10
4.3		Introduction to Wage and Hour Policies ...................................................	10
4.4		Job Abandonment ...................................................................................	10
4.5		Paycheck Deductions ..............................................................................	10
5.0	Performance, Discipline, Layoff, and Termination....................................................		12
5.1		Exit Interview ...........................................................................................	12
5.2		Outside Employment ...............................................................................	12
5.3		Problem Solving Procedures ...................................................................	12
5.4		Standards of Conduct ..............................................................................	12
6.0	General Policies .....................................................................................................		15
6.1		Nonsolicitation/Nondistribution Policy ......................................................	15
6.2		Open Door Policy ....................................................................................	15
6.3		Personal Appearance ..............................................................................	16
6.4		Personal Data Changes ..........................................................................	16
6.5		Security ...................................................................................................	16
6.6		Social Media Policy .................................................................................	17
6.7		Telephone Use ........................................................................................	18
6.8		Workplace Privacy and Right to Inspect ..................................................	19
7.0	Benefits ..................................................................................................................		20
7.1		401(k) Plan ..............................................................................................	20

7.2		Exempt Personnel ...................................................................................	20
7.3		Regular Full-Time Personnel ...................................................................	20
7.4		Regular Part-Time Personnel ..................................................................	20
7.5		Sick Pay ..................................................................................................	20
7.6	Unemployment Compensation Insurance Policy ......................................		21
7.7	Workers' Compensation Insurance Policy ................................................		21
7.8		Military Leave (USERRA) ........................................................................	21
8.0 Safety and Loss Prevention ....................................................................................			23
8.1		General Safety Policy ..............................................................................	23
8.2	Policy Against Workplace Violence ..........................................................		23
9.0 Trade Secrets and Inventions .................................................................................			25
9.1	Confidentiality and Nondisclosure of Trade Secrets .................................		25
10.0	Customer Relations ..............................................................................................		26
10.1		Customer, Client, and Visitor Relations .................................................	26
10.2		Products and Services Knowledge ........................................................	26
Maryland Policies ................................................................................................................			27
11.0 Introductory Language and Policies ......................................................................			27
11.1		Revisions to Handbook ..........................................................................	27
12.0 Hiring and Orientation Policies ..............................................................................			28
12.1		Disability Accommodation ......................................................................	28
12.2		EEO Statement and Nonharassment Policy ..........................................	28
12.3		Religious Accommodation .....................................................................	31
13.0 Wage and Hour Policies........................................................................................			32
13.1		Overtime ................................................................................................	32
14.0 Performance, Discipline, Layoff, and Termination..................................................			33
14.1		Criminal Activity/Arrests .........................................................................	33
14.2		Disciplinary Process ..............................................................................	33
15.0	General Policies ...................................................................................................		34
15.1		Personnel and Medical Records ............................................................	34
15.2		Voicemail, Email, and Internet Policy .....................................................	34
16.0	Benefits ................................................................................................................		36
16.1		Court Attendance and Witness Leave ....................................................	36
16.2		Crime Victim Leave Policy .....................................................................	36
16.3		Flexible Leave Policy .............................................................................	36
16.4		Jury Duty Leave ....................................................................................	37
16.5		Sick Leave (Accrual Method).................................................................	37


16.6		Sick Leave (Frontloading Method) .........................................................	39
16.7		Voting Leave .........................................................................................	40
17.0	Safety and Loss Prevention ..................................................................................		42
17.1		Drug and Alcohol Policy ........................................................................	42
17.2		Nonsmoking Policy ................................................................................	42
Pennsylvania Policies..........................................................................................................			43
18.0	Introductory Language and Policies ......................................................................		43
18.1		Revisions to Handbook ..........................................................................	43
19.0	Hiring and Orientation Policies ..............................................................................		44
19.1		Disability Accommodation ......................................................................	44
19.2		EEO Statement and Nonharassment Policy ..........................................	44
19.3		Religious Accommodation .....................................................................	47
20.0	Wage and Hour Policies........................................................................................		48
20.1		Overtime ................................................................................................	48
21.0	Performance, Discipline, Layoff, and Termination..................................................		49
21.1		Criminal Activity/Arrests .........................................................................	49
21.2		Disciplinary Process ..............................................................................	49
22.0	General Policies ...................................................................................................		50
22.1		Personnel and Medical Records ............................................................	50
22.2		Voicemail, Email, and Internet Policy .....................................................	50
23.0	Benefits ................................................................................................................		52
23.1		Crime Victim and Witness Leave Policy .................................................	52
23.2		Jury Duty Leave ....................................................................................	52
23.3		Voting Leave .........................................................................................	53
24.0	Safety and Loss Prevention ..................................................................................		54
24.1		Drug and Alcohol Policy ........................................................................	54
24.2		Nonsmoking Policy ................................................................................	54
Closing Statement...............................................................................................................			55
Acknowledgment of Receipt and Review .............................................................................			56

Core Policies

1.0Welcome

1.1A Welcome Policy

Welcome! You have just joined a dedicated organization. We hope that your employment with Kingston International Development Services LLC will be rewarding and challenging. We take pride in our team members as well as in the products and services we provide.

Kingston International Development Services LLC complies with all federal and state employment laws, and this handbook generally reflects those laws. The LLC also complies with any applicable local laws, although there may not be an express written policy regarding those laws contained in the handbook.

The employment policies and/or benefits summaries in this handbook are written for all team members. When questions arise concerning the interpretation of these policies as they relate to team members who are covered by a collective-bargaining agreement, the answers will be determined by reference to the actual union contract, rather than the summaries contained in this handbook.

Please take the time now to read this handbook carefully. Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment. This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein. The LLC reserves the right to interpret, modify, or supplement the provisions of this handbook at any time. Neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. Please understand that no employee handbook can address every situation in the work place.

If you have questions about your employment or any provisions in this handbook, contact the Operations Manager.

We wish you success in your employment here at Kingston International Development Services LLC!

All the best,

Deon White, Operations Manager

Kingston International Development Services LLC

1.2At-Will Employment

Your employment with Kingston International Development Services LLC is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the LLC at any time, with or without notice and with or without cause.

Nothing in this handbook or any other LLC document should be understood as creating a contract, guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of continued benefits or employment.

Only the Operations Manager has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the Operations Manager.

If a written contract between you and the LLC is inconsistent with this handbook, the written contract is controlling.

Nothing in this handbook will be interpreted, applied, or enforced to interfere with, restrain, or coerce employees in the exercise of their rights under Section 7 of the National Labor Relations Act.

This policy may not be appropriate in its entirety for team members working in Montana.

2.0Introductory Language and Policies

2.1Ethics Code

Kingston International Development Services LLC will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and team members are expected to adhere to high standards of business and personal integrity as a representation of our business practices, at all times consistent with their duty of loyalty to the Kingston International Development Services LLC.

We expect that officers, directors, and team members will not knowingly misrepresent the LLC and will not speak on behalf of the LLC unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about the LLC or operations, or that of our customers or partners, is to be treated with discretion and only disseminated on a need-to-know basis (see policies relating to privacy).

Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.

3.0Hiring and Orientation Policies

3.1Conflicts of Interest

Kingston International Development Services LLC is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. If there is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or contractor to the LLC, you must disclose it to your Operations Manager. If an actual or potential conflict of interest is determined to exist, the LLC will take such steps as it deems necessary to reduce or eliminate this conflict.

3.2Job Descriptions

Kingston International Development Services LLC attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from your Operations Manager.

Job descriptions prepared by the LLC serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the LLC may have to revise, add to, or delete from your job duties per business needs. On occasion, the LLC may need to revise job descriptions with or without advance notice to team members.

If you have any questions regarding your job description or the scope of your duties, please speak with your Operations Manager.

3.3New Hires and Introductory Periods

The first [[insert #]] days of your employment is considered an introductory period. During this period, you will become familiar with Kingston International Development Services LLC and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Your introductory period with the LLC can be shortened or lengthened as deemed appropriate by management and Human Resources. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the [["at-will"]] employment relationship.

3.4Employment Authorization Verification

New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with Kingston International Development Services LLC. If you are currently employed and have not complied with this requirement or if your status

has changed, inform your Operations Manager.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the LLC.

4.0Wage and Hour Policies

4.1Attendance Policy

If you know ahead of time that you will be absent or late, provide reasonable advance notice to your Operations Manager. You may be required to provide documentation of any medical or other excuse for being absent or late where permitted by applicable law.

Kingston International Development Services LLC reserves the right to apply unused vacation, sick time, or other paid time off to unauthorized absences. Absences resulting from approved leave, vacation, or legal requirements are exceptions to the policy.

4.2Direct Deposit

Kingston International Development Services LLC encourages all team members to enroll in direct deposit. If you would like to take advantage of direct deposit, ask [[the Payroll Supervisor or Human Resources Director]] for an application form. Typically, the bank will begin the direct deposit of your payroll within 30 calendar days after you submit your completed application.

If you have selected the direct deposit payroll service, a written explanation of your deductions will be given to you on paydays described in the preceding sections in lieu of a check.

4.3Introduction to Wage and Hour Policies

At Kingston International Development Services LLC, pay depends on a wide range of factors, including pay scale surveys, individual effort, profits, and market forces. If you have any questions about your compensation, including matters such as paid time off, commissions, overtime, benefits, or paycheck deductions, speak with your Operations Manager.

4.4Job Abandonment

If you fail to show up for work or call in with an acceptable reason for the absence for a period of three consecutive days, you will be considered to have abandoned your job and voluntarily resigned from Kingston International Development Services LLC.

4.5Paycheck Deductions

Kingston International Development Services LLC is required by law to make certain deductions from your pay each pay period. This includes income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions (Social Security and Medicare), and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will

depend on your earnings and the number of exemptions you list on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary deductions from your paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services. Your deductions will be reflected in your wage statement.

The LLC will not make deductions to your pay that are prohibited by federal, state, or local law. If you have any questions about deductions from your pay, contact your Operations Manager. You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an immediate adjustment, which will be paid no later than your next regular payday.

5.0Performance, Discipline, Layoff, and Termination

5.1Exit Interview

You may be asked to participate in an exit interview when you leave Kingston International Development Services LLC. The purpose of the exit interview is to provide management with greater insight into your decision to leave employment; identify any trends requiring attention or opportunities for improvement; and to assist the LLC in developing effective recruitment and retention strategies. Your cooperation in the exit interview process is appreciated.

5.2Outside Employment

Outside employment that creates a conflict of interest or that affects the quality or value of your work performance or availability at Kingston International Development Services LLC is prohibited. The LLC recognizes that you may seek additional employment during off hours, but in all cases expects that any outside employment will not affect job performance, work hours, or scheduling, or otherwise adversely affect your ability to effectively perform your duties. Any conflicts should be reported to your Operations Manager. Failure to adhere to this policy may result in discipline up to and including termination.

5.3Problem Solving Procedures

Kingston International Development Services LLC strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the work place to the attention of your Operations Manager and, if necessary, to Human Resources or upper level management. To help manage conflict resolution we have instituted the following problem solving procedure:

If you believe there is inappropriate conduct or activity on the part of the LLC, management, its team members, vendors, customers, or any other persons or entities related to the LLC, bring your concerns to the attention of your Operations Manager at a time and place that will allow the person to properly listen to your concern. Most problems can be resolved informally through dialogue between you and your immediate Operations Manager. If you have already brought this matter to the attention of your Operations Manager before and do not believe you have received a sufficient response, or if you believe that person is the source of the problem, present your concerns to Human Resources or upper level management. Describe the problem, those persons involved in the problem, efforts you have made to resolve the problem, and any suggested solution you may have.

5.4Standards of Conduct

Kingston International Development Services LLC wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and

value for all our team members, clients, customers, and other stakeholders. We all share in the responsibility of improving the quality of our work environment. By deciding to work here, you agree to follow our rules.

While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge team members for any reason permitted by law.

Examples of inappropriate conduct include:

∙Violation of the policies and procedures set forth in this handbook.

∙Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances.

∙Being under the influence of alcohol during working hours on LLC property (including in LLC vehicles), or on LLC business.

∙Inaccurate reporting of the hours worked by you or any other team members.

∙Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of the LLC or in the preparation of any employment-related documents including, but not limited to, job applications, personnel files, employment review documents, intra- company communications, or expense records.

∙Taking or destroying LLC property.

∙Possession of potentially hazardous or dangerous property (where not permitted) such as firearms, weapons, chemicals, etc., without prior authorization.

∙Fighting with, or harassment of (as defined in our EEO policy), any fellow employee, vendor, or customer.

∙Disclosure of LLC trade secrets and proprietary and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development information, customer lists, patents, trademarks, etc.) of the LLC or its customers, contractors, suppliers, or vendors.

∙Refusal or failure to follow directions or to perform a requested or required job task.

∙Refusal or failure to follow safety rules and procedures.

∙Excessive tardiness or absences.

∙Smoking in nondesignated areas.

∙Working unauthorized overtime.

∙Solicitation of fellow employees on LLC premises during working hours.

∙Failure to dress according to LLC policy.

∙Use of obscene or harassing (as defined by our EEO policy) language in the workplace.

∙Engaging in outside employment that interferes with your ability to perform your job at this LLC.

∙Gambling on LLC premises.

∙Lending keys or keycards to LLC property to unauthorized persons.

Nothing in this policy is intended to limit your rights under the National Labor Relations Act, or to modify the at-will employment status where at-will is not prohibited by state law.

6.0General Policies

6.1Nonsolicitation/Nondistribution Policy

To avoid disruption of business operations or disturbance of team members, visitors, and others, Kingston International Development Services LLC has implemented a Nonsolicitation/Nondistribution Policy. For purposes of this policy, "solicitation" includes, but is not limited to, selling items or services, requesting contributions, and soliciting or seeking to obtain membership in or support for any organization. Solicitation performed through verbal, written, or electronic means is covered by the Nonsolicitation/Nondistribution Policy.

You are prohibited from soliciting other team members during your assigned working time. For this purpose, working time means time during which either you or the team members who are the object of the solicitation are expected to be actively engaged with assigned work. You may conduct solicitations during your lunch period, coffee breaks, or other authorized nonworking time, so long as you do so when the other team members are also on nonworking time.

To avoid inappropriate litter, clutter, and safety risks, you may not distribute literature or other items that are not work related in working areas at any time. Working areas do not include break/rest areas, lunch rooms, or parking lots. Electronic distribution of materials is prohibited during work time. Literature that violates the company's equal employment opportunity (EEO) and nonharassment policies (including threats of violence), or is knowingly and recklessly false, is never permitted. Non-employees are not permitted to distribute materials on company premises at any time.

This policy is not intended to restrict the statutory rights of team members, including the right to discuss terms and conditions of employment.

Violations of this policy should be reported to Operations Manager.

6.2Open Door Policy

At Kingston International Development Services LLC, we welcome suggestions for continued improvement and welcome your ideas for better ways to do your job, produce or sell the products or services of our LLC, or meet customer and client needs. Discuss your ideas with your Operations Manager or another member of the management team.

We also encourage you to offer any suggestions derived from seminars, magazines, or other outside sources of information you believe would add value to the LLC.

Understand that any suggestions, innovations, inventions, or other matter created by you on work time or with LLC tools or property are considered to be the property of the LLC.

6.3Personal Appearance

Your personal appearance reflects on the reputation, integrity, and public image of Kingston International Development Services LLC. All team members are required to report to work neatly groomed and dressed. You are expected to maintain personal hygiene habits that are generally accepted in the community, including clean clothing, good grooming and personal hygiene, and appropriate attire for the workplace and the work being performed. This may include wearing uniforms or protective safety clothing and equipment, depending upon the job. Use common sense and good judgment in determining what to wear to work.

Fragrant products, including but not limited to perfumes, colognes, and scented body lotions or hair products, should be used in moderation out of concern for others with sensitivities or allergies.

The LLC, in accordance with applicable law, will reasonably accommodate team members with disabilities or religious beliefs that make it difficult for them to comply fully with the personal appearance policy unless doing so would impose an undue hardship on the LLC. Contact your Operations Manager to request a reasonable accommodation.

Failure to comply with the personal appearance standards may result in being sent home to groom or change clothes. Frequent violations may result in disciplinary action, up to and including termination of employment.

6.4Personal Data Changes

It is your obligation to provide Kingston International Development Services LLC with your current contact information, including current mailing address and telephone number. Inform the LLC of any changes to your marital or tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings. To make changes to this information, contact [[Human Resources or appropriate department or person]].

6.5Security

All team members are responsible for helping to make Kingston International Development Services LLC a secure work environment. Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or similar devices to your Operations Manager immediately. Refrain from discussing specifics regarding LLC security systems, alarms, passwords, etc. with those outside of the LLC.

Immediately advise your Operations Manager of any known or potential security risks and/or suspicious conduct of team members, customers, or guests of the LLC. Safety and security is the responsibility of all team members and we rely on you to help us keep our premises secure.

6.6Social Media Policy

At Kingston International Development Services LLC, we recognize the Internet provides unique opportunities to participate in interactive discussions and share information using a wide variety of social media. However, use of social media also presents certain risks and carries with it certain responsibilities. To minimize risks to the LLC, you are expected to follow our guidelines for appropriate use of social media.

This policy applies to all team members who work for the LLC.

Guidelines

For purposes of this policy, social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else's web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether associated or affiliated with the LLC, as well as any other form of electronic communication.

LLC principles, guidelines, and policies apply to online activities just as they apply to other areas of work. Ultimately, you are solely responsible for what you communicate in social media. You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any customer, manager, owner, or team members of the LLC.

Know and Follow the Rules

Ensure your postings are consistent with these guidelines. Postings that include unlawful discriminatory remarks, harassment, and threats of violence or other unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be Respectful

The LLC cannot force or mandate respectful and courteous activity by team members on social media during nonworking time. If you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment. Examples of such conduct might include defamatory or slanderous posts meant to harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, national origin, religion, veteran status, or any other status or class protected by law or LLC policy. Your personal posts and social media activity should not reflect upon or refer to the LLC.

Maintain Accuracy and Confidentiality

When posting information:

∙Maintain the confidentiality of trade secrets, intellectual property, and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the LLC.

∙Do not create a link from your personal blog, website, or other social networking site to a LLC website that identifies you as speaking on behalf of the LLC.

∙Never represent yourself as a spokesperson for the LLC. If the LLC is a subject of the content you are creating, do not represent yourself as speaking on behalf of the LLC. Make it clear in your social media activity that you are speaking on your own behalf.

∙Respect copyright, trademark, third-party rights, and similar laws and use such protected information in compliance with applicable legal standards.

Using Social Media at Work

Do not use social media while on your work time, unless it is work related as authorized by your manager or consistent with policies that cover equipment owned by the LLC.

Media Contacts

If you are not authorized to speak on behalf of the LLC, do not speak to the media on behalf of the LLC. Direct all media inquiries for official LLC responses to Human Resources.

Retaliation and Your Rights

Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief, reports a possible deviation from this policy or cooperates in an investigation. Those who retaliate against others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Nothing in this policy is designed to interfere with, restrain, or prevent team members from communications regarding wages, hours, or other terms and conditions of employment, or to restrain team members in exercising any other right protected by law. All team members have the right to engage in or refrain from such activities.

6.7Telephone Use

Kingston International Development Services LLC phones are principally for work-related communications. Unless there is an emergency, limit long distance telephone calls to business purposes only. Limit personal use of LLC telephones to brief communications during rest periods where possible. Casual conversation with friends and relatives during working hours is strongly discouraged. Telephone use is subject to the Voicemail/Email/Internet Usage Policy.

6.8Workplace Privacy and Right to Inspect

Kingston International Development Services LLC property, including but not limited to lockers, phones, computers, tablets, desks, work place areas, vehicles, or machinery, remains under the control of the LLC and is subject to inspection at any time, without notice to any team members, and without their presence.

You should have no expectation of privacy in any of these areas. We assume no responsibility for the loss of, or damage to, your property maintained on LLC premises including that kept in lockers and desks.

7.0Benefits

7.1401(k) Plan

All regular full-time team members who have completed at least [[90 days]] of employment at Kingston International Development Services LLC are eligible to participate in the 401(k) plan. The LLC provides matching funds of [[$]] for each dollar you contribute up to a maximum LLC contribution of [[$]] per year. As with your insurance benefits, refer to your Summary Plan Description (SPD) provided by the benefits administrator for specifics. If you have further questions about pension or profit sharing rights, consult with the benefits administrator. This benefit, as well as other benefits, may be canceled or changed at the discretion of the LLC, unless otherwise required by law.

7.2Exempt Personnel

If you are classified as exempt at the time of your hiring, you are not eligible for overtime pay as otherwise required by federal, state, or local laws. If you have a question regarding whether you are exempt or nonexempt, contact your Operations Manager for clarification.

7.3Regular Full-Time Personnel

Regular full-time team members are those who have completed their introductory period and are regularly scheduled to work more than [[30]] hours per week. Unless stated otherwise or specifically permitted by law, all the benefits provided to team members at Kingston International Development Services LLC are for regular full-time team members only. This includes vacation, holiday pay, health insurance, and other benefits coverage.

7.4Regular Part-Time Personnel

All team members who work fewer than [[#]] hours per week are considered part time. Part-time team members are not eligible for Kingston International Development Services LLC benefits unless specified otherwise in this handbook, in the benefit plan summaries, or specifically permitted by law.

7.5Sick Pay

Kingston International Development Services LLC allows its regular full-time team members who have completed their introductory period [[#]] sick days per calendar year. Notify your Operations Manager as far in advance as possible if you are going to take sick time off. There may be occasions, such as sudden illness, when you cannot notify your Operations Manager in advance. In those situations, provide notification of your circumstances as soon as possible. You may also be requested to provide a certificate of illness to your Operations Manager.

You may use sick leave benefits for dental or doctor visits or to care for immediate family members who are sick. There may also be state mandated use of sick time. Unused sick days may not be converted to a cash payment. You may be required to use available sick leave during family and medical leave, disability leave, or other leave.

[[Sick time accumulation will be capped at a total of [#] days per year.]]

7.6Unemployment Compensation Insurance Policy

Unemployment compensation insurance is paid for by Kingston International Development Services LLC and provides temporary income for team members who have lost their job under certain circumstances. Your eligibility for unemployment compensation will, in part, be determined by the reasons for your separation from the LLC.

7.7Workers' Compensation Insurance Policy

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

To receive workers' compensation benefits, notify your Operations Manager immediately of your claim. If your injury is the result of an on-the-job accident, you must fill out an accident report. You will be required to submit a medical release before you can return to work.

7.8Military Leave (USERRA)

Kingston International Development Services LLC complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to [[Human Resources or appropriate department]]. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify your Operations Manager of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact [[Human Resources or appropriate department]].

8.0Safety and Loss Prevention

8.1General Safety Policy

It is the responsibility of all Kingston International Development Services LLC team members to maintain a healthy and safe work environment. Report all safety hazards and occupational illnesses or injuries to your Operations Manager as soon as reasonably possible and complete an occupational illness or injury form as needed. Failure to follow the LLC health and safety rules may result in disciplinary action, up to and including termination of employment.

[[CALIFORNIA EMPLOYERS: Refer to our Injury and Illness Prevention Program (IIPP) for further information regarding safety at work.]]

8.2Policy Against Workplace Violence

As the safety and security of our team members, vendors, contractors, and the general public is in the best interests of Kingston International Development Services LLC, we are committed to working with our team members to provide a work environment free from violence, intimidation, and other disruptive behavior.

Zero Tolerance Policy

The LLC has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in the workplace or other areas. This applies to management, co-workers, team members, and non- employees such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.

Prohibited Conduct

Prohibited conduct includes, but is not limited to:

∙Physically injuring another person.

∙Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means.

∙Taking any action to place a person in reasonable fear of imminent harm or offensive contact.

∙Possessing, brandishing, or using a firearm on LLC property or while performing LLC business except as permitted by state law.

∙Violating a restraining order, order of protection, injunction against harassment, or other court order.

Reporting Incidents of Violence

Report to your Operations Manager [[or appropriate department]], in accordance with this policy, any behavior that compromises our ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in any investigation of workplace violence.

Violations

Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.

Retaliation

Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to [[appropriate department]].

9.0Trade Secrets and Inventions

9.1Confidentiality and Nondisclosure of Trade Secrets

As a condition of employment, Kingston International Development Services LLC team members are required to protect the confidentiality of LLC trade secrets, proprietary information, and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the LLC. Access to this information should be limited to a "need to know" basis and should not be used for personal benefit, disclosed, or released without prior authorization from management. If you have information that leads you to suspect that team members or competitors are obtaining such information, you are required to inform your Operations Manager or [[Human Resources or appropriate department]].

Violation of this policy may result in discipline or termination, and may subject the violator to civil liability.

10.0Customer Relations

10.1Customer, Client, and Visitor Relations

Kingston International Development Services LLC strives to provide the best products and services possible to our customers and clients. Our customers and clients support this business and generate your wages. You are expected to treat every customer, client, or visitor with the utmost respect and courtesy during your working time. You should never argue or act in a disrespectful manner towards a visitor or customer during your working time. If you are having problems with a customer, client, or visitor, notify your Operations Manager immediately. If a customer, client, or visitor voices a suggestion, complaint, or concern regarding our products or services, inform your Operations Manager or a member of management. Lastly, make every effort to be prompt in following up on customer, client, or visitor orders or questions. Positive customer, client, and visitor relations will go a long way to establishing our LLC as a leader in its field.

10.2Products and Services Knowledge

As a representative of Kingston International Development Services LLC, you are expected to be familiar with the products and services we offer. Take every opportunity to learn the interrelationship between your department or division and the others of the LLC. We consider our team members to be the best reflection of our business brand and company success.

Maryland Policies

11.0Introductory Language and Policies

11.1Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment, including Kingston International Development Services LLC policies and procedures. The handbook is not a contract. The LLC reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook or in a posting on company bulletin boards.

12.0Hiring and Orientation Policies

12.1Disability Accommodation

Kingston International Development Services LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the LLC will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, it is your responsibility to notify your Operations Manager. You may be asked to include relevant information such as:

∙A description of the proposed accommodation.

∙The reason you need an accommodation.

∙How the accommodation will help you perform the essential functions of your job.

After receiving your request, the LLC will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by the LLC in connection with a request for accommodation will be treated as confidential.

The LLC encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, the LLC is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the LLC.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The LLC will not discriminate or retaliate against team members for requesting an accommodation.

12.2EEO Statement and Nonharassment Policy

Equal Opportunity Statement

Kingston International Development Services LLC is committed to the principles of equal employment. We are committed to complying with all federal, state,

and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation because of age, race, color, national origin, ancestry, religion, sex, gender identity, pregnancy (including childbirth, lactation, and related medical conditions), marital status, sexual orientation, gender identity, credit history, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. The LLC is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.

The LLC will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The LLC will take appropriate corrective action, if and where warranted. The LLC prohibits retaliation against team members who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your Operations Manager or any other designated member of management.

Policy Against Workplace Harassment

Kingston International Development Services LLC has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's age, race, color, national origin, ancestry, religion, sex, gender identity, pregnancy (including childbirth, lactation, and related medical conditions), marital status, sexual orientation, gender identity, credit history, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. All forms of harassment of, or by, team members, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:

∙Unwelcome requests for sexual favors;

∙Lewd or derogatory comments or jokes;

∙Comments regarding sexual behavior or the body of another;

∙Sexual innuendo and other vocal activity such as catcalls or whistles;

∙Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature;

∙Repeated requests for dates after being informed that interest is unwelcome;

∙Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the LLC or any government agency;

∙Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and

∙Any unwanted physical touching or assaults, or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion towards an individual because of the individual's age, race, color, national origin, ancestry, religion, sex, gender identity, pregnancy (including childbirth, lactation, and related medical conditions), marital status, sexual orientation, gender identity, credit history, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:

∙The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;

∙Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and

∙A display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify [[name, title, phone number,

email]] or any member of management.

The LLC prohibits retaliation against team members who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the LLC determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the LLC may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the LLC will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.

12.3Religious Accommodation

Kingston International Development Services LLC is dedicated to treating its team members equally and with respect and recognizes the diversity of their religious beliefs. All team members may request an accommodation when their religious beliefs cause a deviation from the LLC dress code or the individual's schedule, basic job duties, or other aspects of employment. The LLC will consider the request, but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are cost, the effect that an accommodation will have on current established policies, and the burden on operations — including other team members — when determining a reasonable accommodation. At no time will the LLC question the validity of a person's belief.

If you require a religious accommodation, speak with your Operations Manager [[or appropriate department]].

13.0Wage and Hour Policies

13.1Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your Operations Manager.

At certain times Kingston International Development Services LLC may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one- half times your regular rate of pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.

14.0Performance, Discipline, Layoff, and Termination

14.1Criminal Activity/Arrests

Involvement in criminal activity during employment, whether on or off Kingston International Development Services LLC property, may result in disciplinary action including suspension or termination of employment. Disciplinary action depends upon a review of all factors involved, including whether or not the action was work-related, the nature of the act, or circumstances that adversely affect attendance or performance. Any disciplinary action is not dependent upon the disposition of any case in court.

You are expected to be on the job, ready to work, when scheduled. Inability to report to work as scheduled as a result of an arrest may lead to disciplinary action, up to and including termination of employment, for violation of an attendance policy or job abandonment.

Any disciplinary action taken will be based on information reasonably available. This information may come from witnesses, police, or any other source as long as management has reason to view the source as credible.

14.2Disciplinary Process

Violation of Kingston International Development Services LLC policies or procedures may result in disciplinary action including demotion, transfer, leave without pay, or termination of employment. The LLC encourages a system of progressive discipline depending on the type of prohibited conduct. However, the LLC is not required to engage in progressive discipline and may discipline or terminate team members who violate the rules of conduct, or where the quality or value of their work fails to meet expectations at any time. Again, any attempt at progressive discipline does not imply that your employment is anything other than on an "at-will" basis.

In appropriate circumstances, management will first provide you with a verbal warning, then with one or more written warnings, and if the conduct is not sufficiently altered, eventual demotion, transfer, forced leave, or termination of employment. Your Operations Manager will make every effort possible to allow you to respond to any disciplinary action taken. Understand that while the LLC is concerned with consistent enforcement of our policies, we are not obligated to follow any disciplinary or grievance procedure and that depending on the circumstances, you may be disciplined or terminated without any prior warning or procedure.

15.0General Policies

15.1Personnel and Medical Records

Kingston International Development Services LLC maintains a personnel and medical file for all team members. Medical records will be kept in a separate folder. Every effort will be made to keep your personnel and medical records confidential. Access is on a "need-to-know" basis only. This includes, but is not limited to, supervisors and others in management reviewing the file for possible promotion, transfer, or layoff.

If you wish to review your personnel or medical file, you must give the LLC reasonable notice. Inspection must occur in the presence of a LLC representative. All requests by an outside party for information contained in your personnel file will be directed to the Human Resources department, which is the only department authorized to give out such information.

15.2Voicemail, Email, and Internet Policy

This Voicemail/Email/Internet Policy is intended to provide Kingston International Development Services LLC team members with the guidelines associated with the use of the voicemail/email/Internet system (the system). This policy applies to all team members and any others accessing and/or using the system through onsite or remote terminals.

General Provisions

∙The system, and all data transmitted or received through the system, is the exclusive property of the LLC. You should not have any expectation of privacy in any communication over this system. If you are permitted to have access to the system, you will be given a voicemail, email, and/or Internet address and/or access code and will have use of the system consistent with this policy.

∙The LLC reserves the right to monitor, intercept, and/or review all data transmitted, received, or downloaded over the system. Any individual who is given access to the system is hereby given notice that the LLC will exercise this right periodically, without prior notice and without the prior consent.

∙The interests of the LLC in monitoring and intercepting data include, but are not limited to: protection of LLC trade secrets, proprietary, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.); managing the use of the computer system; and/or assisting team members in the management of electronic data during periods of absence.

∙You should not interpret the use of password protection as creating a right or expectation of privacy. To protect everyone involved, no one can have a right or expectation of privacy regarding the receipt, transmission, or storage of data on the LLC voicemail/email/Internet system.

Any team members who violate this policy will be subject to corrective action, up to and including termination of employment. If necessary, the LLC will also advise law enforcement officials of any illegal conduct.

16.0Benefits

16.1Court Attendance and Witness Leave

Kingston International Development Services LLC realizes that, on occasion, team members may be subpoenaed to testify as a witness in court. In such cases, you will be provided unpaid leave to attend. Notify your Operations Manager as soon as possible to make scheduling arrangements. You may opt to use [[PTO/vacation]] in place of unpaid leave.

The LLC reserves the right to require team members to provide proof of the need for leave to the extent authorized by law.

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

16.2Crime Victim Leave Policy

If you are the victim of a crime, or have a special relationship to a victim of a crime, you may take time off from work to attend any proceeding relating to the crime, provided you have the right to appear. You are eligible for leave under this policy if you are:

∙The victim of the crime or juvenile delinquent act at issue in the proceeding;

∙The victim's next of kin or guardian when the victim is deceased or disabled; or

∙The victim's representative.

Representative means a person who is designated by:

∙The next of kin or guardian of a victim who is deceased or disabled; or

∙The court in a dispute over who will be the representative.

Notify your Operations Manager of your need to take leave as soon as possible to make scheduling arrangements.

Time off under this policy will be without pay; however, exempt team members will not incur any reduction in pay for a partial week's absence for leave under this policy. You may opt to use [[PTO/vacation]] in place of unpaid leave.

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

16.3Flexible Leave Policy

You may use available accrued paid leave to take time off to care for an immediate family member who is sick.

For purposes of this policy:

∙Immediate family means a child, spouse, or parent.

∙A child is an adopted, biological, or foster child, a stepchild, or a legal ward who is either:

o Under age 18.

o At least age 18 and incapable of self care due to a mental or physical disability.

∙A parent is an adoptive, biological, or foster parent, a stepparent, a legal guardian, or a person standing in loco parentis.

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

16.4Jury Duty Leave

Kingston International Development Services LLC encourages team members to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your Operations Manager as soon as possible to make scheduling arrangements.

If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty. You may opt to use [[PTO/vacation]] in place of unpaid leave.

The LLC reserves the right to require team members to provide proof of jury duty service to the extent authorized by law.

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

16.5Sick Leave (Accrual Method)

Kingston International Development Services LLC provides unpaid sick leave to eligible team members in accordance with Maryland's Healthy Working Families Act. If eligible, you may use sick leave for the following reasons:

∙To care for your own mental or physical illness, injury, or condition, including the need to obtain preventive medical care.

∙To care for a family member with a mental or physical illness, injury, or condition, including the need to obtain preventive care.

∙For maternity or paternity leave.

∙If your absence from work is necessary due to domestic violence, sexual assault, or stalking committed against you or your family member and the leave is being used:

o To obtain medical or health attention;

o To obtain services from a victim services organization; o For legal services or proceedings; or

oBecause you have temporarily relocated as a result of the domestic violence, sexual assault, or stalking.

Eligibility

All team members that regularly work more than 12 hours per week are eligible for sick leave. For more information regarding your eligibility for sick leave, contact your Operations Manager.

Accrual and Usage

Eligible team members accrue one hour of sick leave for every 30 hours of work up to a maximum of 40 hours per year. Existing team members begin accruing sick leave as of February 11, 2018. New team members begin accruing sick leave on their first day of employment. For this calculation, team members exempt from overtime under the Fair Labor Standards Act will be assumed to work 40 hours each workweek.

For purposes of this policy, the leave year begins on [[date]] and ends on [[date]]. [[Note: These dates may be any consecutive 12-month period.]]

You are not entitled to earn sick leave during:

∙A two-week pay period in which you worked fewer than 24 hours total;

∙A one-week pay period if you worked fewer than a combined total of 24 hours in the current and preceding pay period; or

∙A pay period in which you were paid twice per month and you worked fewer than 26 hours in the pay period.

Sick leave will not accrue while using vacation, paid time off (PTO), or sick leave.

You may carry over up to 40 hours of accrued unused sick leave to the following year.

However, you may not:

∙Accrue more than 40 hours of sick leave in a year;

∙Accrue more than 64 total hours of sick leave at any time; or

∙Use more than 64 hours of sick leave in a year.

You may not use sick leave during the first 106 calendar days of employment. To use sick leave between the 107th through the 120th calendar days after beginning employment, you must have agreed at the time of hire to provide verification that the use of leave was appropriate.

The LLC may obtain verification of the appropriate use of leave if the leave:

∙Was used for more than two consecutive scheduled shifts; or

∙Was used between the 107th and 120th calendar days of employment and you agreed to provide verification at the time of hire.

Notice

If the need for sick leave is foreseeable, provide notice to your Operations Manager at least [[not more than seven]] days before the first day sick leave is used. If the need for sick leave is unforeseeable, contact your Operations Manager as soon as practicable. If possible, notification should include the expected duration of the absence.

If circumstances allow, provide notice as soon as you learn of the need for sick leave.

You may be denied leave if you fail to provide notice and your absence will cause a disruption to the LLC.

Payment Upon Termination

You will not be paid for any unused sick leave when your employment ends.

Reinstatement of Sick Leave Upon Rehire

The LLC will reinstate previously accrued, unused sick leave if you separate and are rehired within 37 weeks.

Retaliation

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

16.6Sick Leave (Frontloading Method)

∙To care for your own mental or physical illness, injury, or condition, including the need to obtain preventive medical care.

∙To care for a family member with a mental or physical illness, injury, or condition, including the need to obtain preventive care.

∙For maternity or paternity leave.

∙If your absence from work is necessary due to domestic violence, sexual assault, or stalking committed against you or your family member and the leave is being used:

o To obtain medical or health attention;

o To obtain services from a victim services organization; o For legal services or proceedings; or

o Because you have temporarily relocated as a result of the domestic violence, sexual assault, or stalking.

Eligibility

All team members that regularly work more than 12 hours per week are eligible for sick leave. For more information regarding your eligibility for sick leave, contact your Operations Manager.

Frontloading of Leave and Usage

On the first day of employment, and at the beginning of each subsequent leave year, the LLC will credit eligible team members with 40 hours of sick leave. For this policy, the leave year begins on [[date]] and ends on [[date]]. [[Note: These dates may be any consecutive 12-month period.]] You will not be allowed to carry over any unused leave to the next leave year.

The LLC may obtain verification of the appropriate use of leave if the leave:

∙Was used for more than two consecutive scheduled shifts; or

∙Was used between the 107th and 120th calendar days of employment and you agreed to provide verification at the time of hire.

Notice

If circumstances allow, provide notice as soon as you learn of the need for sick leave.

You may be denied leave if you fail to provide notice and your absence will cause a disruption to the LLC.

Payment Upon Termination

You will not be paid for any unused sick leave when your employment ends.

Reinstatement of Sick Leave Upon Rehire

The LLC will reinstate previously accrued, unused sick leave if you separate and are rehired within 37 weeks.

Retaliation

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

16.7Voting Leave

If your work schedule prevents you from voting on Election Day, Kingston International Development Services LLC will allow you a reasonable time off to

vote. The time when you can go to vote will be at the discretion of your Operations Manager, consistent with applicable legal requirements. The time will be paid if it otherwise would have been work time.

17.0Safety and Loss Prevention

17.1Drug and Alcohol Policy

Kingston International Development Services LLC considers drug and alcohol abuse a serious matter that will not be tolerated. The LLC absolutely prohibits team members from using, selling, possessing, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job, on LLC property, or while on work time.

Therefore, it is LLC policy that:

1.You may not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.

2.You may not possess or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized while on company property or on company business.

We also caution against use of prescribed or over-the-counter medication, which can affect your ability to perform your job safely, or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. You must have a valid prescription for any prescription medication used while working for the LLC. Inform your Operations Manager prior to working under the influence of a prescribed or over-the- counter medication that may affect your ability to perform your job safely. If the LLC determines that the prescribed or over-the-counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.

A violation of this policy will result in disciplinary action, up to and including termination of employment.

[[Optional provision: The LLC may assist you in seeking treatment or rehabilitation for drug or alcohol dependency. In such cases, the LLC may consider your continued employment as long as concerns regarding safety, health, production, communication, or other work-related matters are adequately addressed. The LLC may also require you to obtain a medical clearance, and agree to random testing and a "one-strike" rule as a condition of continued employment.]]

17.2Nonsmoking Policy

Kingston International Development Services LLC is concerned about the effect that smoking and secondhand smoke inhalation can have on its team members and clients. Smoking in the office, client areas, and restrooms is prohibited.

Pennsylvania Policies

18.0Introductory Language and Policies

18.1Revisions to Handbook

19.0Hiring and Orientation Policies

19.1Disability Accommodation

If you require an accommodation because of your disability, it is your responsibility to notify your Operations Manager. You may be asked to include relevant information such as:

∙A description of the proposed accommodation.

∙The reason you need an accommodation.

∙How the accommodation will help you perform the essential functions of your job.

The LLC will not discriminate or retaliate against team members for requesting an accommodation.

19.2EEO Statement and Nonharassment Policy

Equal Opportunity Statement

Kingston International Development Services LLC is committed to the principles of equal employment. We are committed to complying with all federal, state,

and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation because of age (40 and older), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. The LLC is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your Operations Manager or any other designated member of management.

Policy Against Workplace Harassment

Kingston International Development Services LLC has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's age (40 and older), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. All forms of harassment of, or by, team members, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:

∙Unwelcome requests for sexual favors;

∙Lewd or derogatory comments or jokes;

∙Comments regarding sexual behavior or the body of another;

∙Sexual innuendo and other vocal activity such as catcalls or whistles;

∙Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature;

∙Repeated requests for dates after being informed that interest is unwelcome;

∙Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the LLC or any government agency;

∙Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and

∙Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward an individual because of the individual's age (40 and older), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws.

∙The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;

∙Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and

∙A display of symbols, slogans, or items that are associated with hate or intolerance toward any select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify [[name, title, phone number, email]] or any member of management.

The LLC prohibits retaliation against team members who, based on a reasonable belief, provide information about, complain, or assist in the

investigation of any complaint of harassment or discrimination.

19.3Religious Accommodation

If you require a religious accommodation, speak with your Operations Manager [[or appropriate department]].

20.0Wage and Hour Policies

20.1Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your Operations Manager.

21.0Performance, Discipline, Layoff, and Termination

21.1Criminal Activity/Arrests

21.2Disciplinary Process

22.0General Policies

22.1Personnel and Medical Records

22.2Voicemail, Email, and Internet Policy

General Provisions

23.0Benefits

23.1Crime Victim and Witness Leave Policy

Kingston International Development Services LLC realizes that, on occasion, you may have an obligation to participate in criminal legal proceedings either as a witness or because you, or a close family member, was victimized by a criminal act. The LLC provides unpaid leave to attend those proceedings under circumstances described below.

If you are required to attend a criminal proceeding, including a grand jury or juvenile proceeding, either as a witness or as a crime victim (or a close family member or representative of a crime victim), inform your Operations Manager as soon as possible to make arrangements for a leave of absence.

The LLC reserves the right to require team members to provide proof of the need to attend the criminal proceedings to the extent authorized by law.

Leave under this policy is unpaid. You may opt to use [[PTO/vacation]] in place of unpaid leave.

Any information related to your leave will be kept confidential by the LLC to the extent possible.

This policy does not apply to team members seeking leave because they have committed or are alleged to have committed a criminal act.

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

23.2Jury Duty Leave

The LLC reserves the right to require team members to provide proof of jury duty service to the extent authorized by law.

The LLC will not retaliate against team members who request or take leave in accordance with this policy.

23.3Voting Leave

If your work schedule prevents you from voting on Election Day, Kingston International Development Services LLC will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Operations Manager, consistent with applicable legal requirements.

24.0Safety and Loss Prevention

24.1Drug and Alcohol Policy

Therefore, it is LLC policy that:

1.You may not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.

2.You may not possess or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized while on company property or on company business.

A violation of this policy will result in disciplinary action, up to and including termination of employment.

24.2Nonsmoking Policy

Dress Code and Conduct Code

Violation of any of these codes are means for immediate dismissal

T shirt, jeans and sneakers
No sagging pants
No ear phones
No using of phone while on the job
No brakes
No smoking
No fraternizing with store staff
No shopping while on the job
You must clock in and out each day
You must have daily checklist signed by manager or supervisor each day
You must report to manager or supervisor before leaving
All personal appointments must be made after work hours
If found stealing you lose your pay to cover all charges the company had to pay
If you don't turn up for work and the company did not get a 48 hour notice all expenses that the company occured to get another cleaner will be deducted from your pay
K.I.D.S llc requires you to continue providing services at your location through out the termination and or resignation date.If you do not show up or terminate prior to termination and or resignation date then K.I.D.S llc may with hold monies necessary to find a replacement crew and any other money deemed necessary due to breach of contract.
K.I.D.S requires 14 days notice for resignation. K.I.D.S requires you to continue providing services at your location through out the resignation date.If you do not show up or terminate prior to resignation date then K.I.D.S may with hold monies necessary to find a replacement crew and any other money deemed necessary due to breach of contract.
K.I.D.S requires 48 hours notice prior to requesting a day off. If you do not show up for work with out giving us notice K.I.D.S may with hold monies necessary to find replacement crew.
During the first 90 days of employment you are not expected to stop from work. In case of an emergency you will be asked to provide proof of such emergency.
If you walk off the job without with out giving notice K.I.D.S may with hold monies deemed necessary to find a replacement crew and any other money deemed necessary due to breach of contract.
If you receive over payment or cab fare K.I.D.S will recover monies from next pay check earned.
If found stealing from any of our clients you will forfeit your last pay.

Closing Statement

Thank you for reading our handbook. We hope it has provided you with an understanding of our mission, history, and structure as well as our current policies and guidelines. We look forward to working with you to create a successful LLC and a safe, productive, and pleasant workplace.

Deon White, Operations Manager

Kingston International Development Services LLC