Employee handbook - Petroleum Carrierspetroleumcarriers.com/wp-content/uploads/2015/06/Employee-Handb… · Section: Introduction Welcome Revised: 03/04/2015 | Effective: 03/04/2015

Employeehandbook

TableofContents

1. Introduction2. EmploymentPolicies&Procedures3. HoursofWorkandPay4. MandatoryEmployeeBenefits5. OptionalEmployeeBenefits6. EmployeeConduct/Responsibilities7. AdditionalPolicies8. Acknowledgement

Section:Introduction

WelcomeRevised:03/04/2015|Effective:03/04/2015

WebelievethateveryemployeehelpstomakePetroleumCarrierssuccessful.Wehopethatyouwillbeproudtobeamemberofourteam.

Thishandbookdescribesmanyofourpoliciesandoutlinestheprogramsandbenefitsavailabletoeligibleemployees.

ThehandbookwillanswermanyquestionsyoumayhaveaboutyouremploymentatPetroleumCarriers.Wesuggestthatyoubecomefamiliarwiththehandbookassoonaspossible.

Wehopethatyourexperienceherewillbechallenging,enjoyable,andrewarding.Again,welcome!

Sincerely,

LloydB.BradleySr.

IntroductoryStatementRevised:03/03/2015|Effective:03/03/2015

Thishandbookhasbeenpreparedtoprovideouremployeeswithageneralunderstandingofourpersonnelpolicies,workrulesandbenefits.Allemployeesareresponsibleforbecomingfamiliarwithourpoliciesandprocedures.Ifyouhaveanyquestionsregardingthematerialinthehandbook,pleasecontactyoursupervisororanyothermemberofmanagementforclarification.

Thehandbookshouldnotbeconstruedasanemploymentcontractoragreementforemploymentforanyspecifiedperiodoftime.Wereservetherighttomakechangestothesepoliciesatanytime.Whenchangesarenecessary,wewillprovideyouwithamendedpagesforyourhandbook.

CustomerRelationsRevised:03/03/2015|Effective:03/03/2015

Ourcustomersarevitaltothesuccessofourbusiness.EveryemployeerepresentsPetroleumCarrierstocustomersandthepublic.OneofthehighestprioritiesatPetroleumCarriersistohelpourcustomersorpotentialcustomers.Nothingismoreimportantthanbeingcourteous,friendly,prompt,andhelpfultocustomers.

Ifacustomerwantstomakeaspecificcommentoracomplaint,youshoulddirectthepersontotheOwnerforappropriateaction.Yourcontactswiththepublic,yourtelephonemanners,andanycommunicationsyousendtocustomersreflectnotonlyonyoubutalsoontheprofessionalismofourcompany.

Goodcustomerrelationsbuildcustomerloyalty.

Section:EmploymentPolicies&Procedures

RighttoWorkRevised:02/20/2015|Effective:02/20/2015

The"RighttoWork"meansthatanemployeecannotbecompelledtojoinorpaytheequivalentofduestoaunion,norcantheemployeebefiredifheorshejoinstheunion.Inotherwords,theemployeehastherighttowork,regardlessofwhetherheorsheisamemberorfinancialcontributortosuchaunion.

Webelievethattheworkconditions,wages,andbenefitsweoffertoPetroleumCarriersemployeesarecompetitivewiththoseofferedbyotheremployersinthisareaandinthisindustry.Ifyouhaveconcernsaboutworkconditionsorcompensation,westronglyencourageyoutoexpresstheseconcernsopenlyanddirectlytoyoursupervisor.

Ourexperiencehasshownthatwhenemployeesdealopenlyanddirectlywithmanagement,theworkenvironmentcanbeexcellent,communicationscanbeclear,andattitudescanbepositive.WebelievethatPetroleumCarriersfullydemonstratesitscommitmenttoemployeesbyrespondingeffectivelytoemployeeconcerns.

SpecifictoemployeesinNorthCarolinaYouareprotectedbythestate'sRighttoWorklawandcannotberequiredtojoinorpayduesorfeestoaunion.ThereareafewexceptionstotherulethatindividualswhoworkinRighttoWorkstatescannotberequiredtopaytojoinorpayduesorfeestoaunion.Employeesofairlinesandrailroads,andemployeesworkingonpropertysubjecttoexclusivefederaljurisdiction,cannotberequiredtojoinaunion,butmayberequiredtopayunionfees.

ADAAccommodationRevised:02/20/2015|Effective:02/20/2015

Reasonableaccommodationisavailabletoanemployeewithadisabilitywhenthedisabilityaffectstheperformanceofjobfunctions.Wemakeouremploymentdecisionsbasedonthemeritsofthesituationinaccordancewithdefinedcriteria,notthedisabilityoftheindividual.

Qualifiedindividualswithdisabilitiesareentitledtoequalpayandotherformsofcompensation(orchangesincompensation)aswellasjobassignments,classifications,organizationalstructures,positiondescriptions,linesofprogression,andsenioritylists.

Wemakealltypesofleavesofabsenceavailabletoallemployeesonanequalbasis.PetroleumCarriersisalsocommittedtonotdiscriminatingagainstanyqualifiedemployeeorapplicantbecausethepersonisrelatedtoorassociatedwithapersonwithadisability.

PetroleumCarrierswillfollowanystateorlocallawthatgivesmoreprotectiontoapersonwithadisabilitythantheADAgives.PetroleumCarriersiscommittedtotakingallotheractionsthatarenecessarytoensureequalemploymentopportunityforpersonswithdisabilitiesinaccordancewiththeADAandanyotherapplicablefederal,state,andlocallaws.

SpecifictoemployeesinNorthCarolinaNorthCarolinalawprohibitingdiscriminationundertheAmericanswithDisabilitiesActappliestoemployerswith15ormorefull-timeemployees.

Employment-At-WillRevised:02/20/2015|Effective:02/20/2015

Thishandbookisnotacontractofemployment.Anyindividualmayvoluntarilyleavetheemploymentofthecompanyuponpropernoticeormaybeterminatedatanytimeandforanyreasonaslongasthereisnotviolationoffederal,stateorlocallaw.Thehandbookisanoverviewofourpoliciesandbenefits.Itscontentissubjecttochangeatanytimeatthecompany'sdiscretion.

EqualEmploymentOpportunityRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersadherestoallfederal,stateandlocallawsregardingequalemploymentopportunity.Weprovideequalopportunitiesforallemployeesandapplicantsforemploymentwithoutregardtosex,age,race,religion,nationalorigin,citizenshipstatus,physicalormentaldisability,oranyservice,past,present,orfuture,intheuniformedservicesoftheUnitedStates.Itistheresponsibilityofeveryoneinmanagementtoensurethatequalconsiderationbegiventoallapplicantsandemployeesinpersonnelactions,whichincluderecruitingandhiring,selectionfortraining,promotion,demotion,discipline,ratesofpayorothercompensation,transfer,layoff,recalls,andterminations.

Harassment(Anti-Harassment)-ShortVersionRevised:02/20/2015|Effective:02/20/2015

WeexpecteverypersonatPetroleumCarrierstobetreatedwithfairness,respect,anddignity.Thisincludescustomersandvendorsaswellasemployees.Accordingly,anyformofharassmentbasedonanindividual'srace,color,sex,religion,nationalorigin,ageordisabilityisaviolationofthispolicyandwillbetreatedasadisciplinarymatter.

Thetermharassmentincludesslursandanyotheroffensiveremarks,jokes,graphicmaterial,orotheroffensiveverbal,written,orphysicalconduct.Unwelcomesexualadvances,requestsforsexualfavors,andanyotherunwelcome,unbecomingverbalorphysicalconductwillnotbetoleratedandisnotaconditionofemployment.

Thecompanyiscommittedtomaintainingasafeandhealthyworkenvironmentandtakesallappropriatehealthandsafetyprecautionsconsistentwithcurrentmedicalknowledge.Employeesmaynotrefusetoworkwithorcooperatewith,withholdservicesfromorotherwiseharass,intimidate,degradeorisolateacoworkerbecauseofaknownorsuspecteddisabilityordisease,orbecauseofacoworker'sassociationwithapersonwithadisabilityordisease.

Anyemployeewhobelievesthatheorshehasbeensubjectofharassmentshallimmediatelyreporttheconducttoamemberofmanagement.Thecompanywillpromptlyinvestigateallcomplaintsandwillendeavortohandlethesemattersexpeditiously,confidentially,andinaprofessionalmannersoastoprotecttheoffendedindividualandotherindividualsprovidingrelevantinformation.

Uponcompletionofathoroughinvestigationbymanagement,promptandappropriateactionwillbetaken.Therewillbenoretaliationagainstanyoneforsteppingforwardwithaconcernregardinganytypeofharassment.Allemployeesaretocooperatewithanyinvestigationintoaharassmentcomplaint.Falseaccusationsofharassmentcauseharmtoinnocentpeopleandsuchconductwillnotbetolerated.Thecompanywilltakeallstepsnecessarytopreventanyformofharassmentfromoccurring.Allsupervisorsandmanagersareinformedofthispolicyandhavebeeninstructedastowhatconstitutesproperandimproperbehavior.Wearepreparedtopromptlytakestepsnecessarytoenforcethispolicy.

Violationsofthecompany'sharassmentpolicywillresultindisciplinaryaction,uptoandincludingdischarge.

EmploymentApplicationsRevised:03/04/2015|Effective:02/20/2015

Werelyontheaccuracyoftheinformationyouputonyouremploymentapplication.Weexpectthatyouandyourreferenceswillgiveaccurateandtrueinformationduringthehiringprocessandemployment.Ifwefindthatanyinformationismisleading,false,orwasleftoutonpurpose,wemayrejectanapplicantfromfurtherconsideration.Ifthepersonhasalreadybeenhired,itcouldresultinterminationofemployment.

Background/ReferenceChecksRevised:03/04/2015|Effective:02/20/2015

ToensurethatindividualswhojoinPetroleumCarriersmeetthecompanyqualificationsandhaveastrongpotentialtobeproductiveandsuccessful,itisthepolicyofPetroleumCarrierstochecktheemploymentreferencesofallapplicants.

Inadditiontocheckingreferencesofapplicants,PetroleumCarrierswillrespondinwritingonlytothosereferencecheckinquiriesthataresubmittedinwritingonformeremployees.ResponsestosuchinquirieswillbelimitedtofactualinformationthatcanbesubstantiatedbyPetroleumCarriers'srecords.Noemploymentdatawillbereleasedwithoutawrittenauthorizationandreleasesignedbytheindividualwhoisthesubjectoftheinquiry.

Whenacriminalhistoryrecordcheckisrequired,theinternalorexternalapplicantforthepositionmustauthorizeinwritingthisbackgroundinvestigation.Thecompanywillinquireonlyaboutconvictionsandprobationstatus,ifany,andnotaboutarrestsunlessrequiredbyapplicablelaws.

Thefollowingfactorswillbeconsideredforthoseapplicantswithacriminalhistoryindeterminingwhethertohiretheexternalapplicantortransferorpromotetheinternalapplicant:thenatureofthecrimeanditsrelationshiptotheposition;thetimesincetheconviction;thenumber(ifmorethanone)ofconvictions;andwhetherhiring,transferringorpromotingtheapplicantwouldposeanunreasonablerisktothebusiness.Theapplicantwillbegivenanopportunitytoreviewthecriminalbackgroundcheckresultsandsubmitanexplanation.Ifanyapplicantisfoundtohavefalsifiedanyinformationregardingconvictionhistory,theapplicantwillnotbeconsideredforemployment.Ifanemployeeseekingatransferorpromotiontoapositionrequiringacriminalhistoryrecordcheckisfoundtohavefalsifiedanyinformationregardingconvictionhistory,theemployeemaybeimmediatelydischarged.

Note:TheU.S.EqualEmploymentOpportunityCommissionapprovedguidanceonemployeruseofcriminalbackgroundchecks.TheEEOCguidancedoesnotprohibitemployersfromconsideringcriminalinformationduringthehiringprocess.However,itdoesrequireemployerstotakenewstepstopreventdiscriminationunderTitleVIIoftheCivilRightsActof1964.

SpecifictoemployeesinNorthCarolina

Backgroundchecksarerequiredforpositionsinlicensedchildcareproviders;nursinghomes;homecareagencies;adultcarehomes;areaauthoritiesincludingmentalhealth,developmentaldisability,substanceabuseservices,andcontractagenciesofthosefacilitiesorauthorities.Therequirementdoesn'tapplytopositionsthatrequireoccupationallicensesbecausesuchpositionsgenerallyinvolvebackgroundinvestigationsaspartofthelicensureprocess.Backgroundchecksalsoarerequiredforapplicantsofprivateprotectiveservices.

ImmigrationReformandControlActRevised:02/20/2015|Effective:02/20/2015

Itisthecompany'spolicytofullycomplywiththeregulationsoftheImmigrationReformandControlActof1986(asamended)enforcedbytheDepartmentofHomelandSecurity.WewillhireonlyAmericancitizensandalienswhoareauthorizedtoworkintheUnitedStates.

Thelawrequiresourcompanytodofivethings:

1.AllnewemployeesmustcompleteSection1oftheI-9formwithinthreebusinessdaysofhire.

2.Checkdocumentsestablishingemployees'identityandeligibilitytowork.(Note:Youarenotallowedtotelltheemployeewhichdocumentstopresentandcannotaskformorethanisrequired.)

3.ThepersonexaminingthedocumentsmustcompleteSection2oftheI-9FormandtheCertificationSection.

4.Retaintheformforatleastthreeyears.(Ifthecompanyemploysthepersonformorethanthreeyears,thecompanymustretaintheformuntiloneyearafterthepersonleavesouremployment.)

5.PresenttheformforinspectiontotheDepartmentofHomelandSecurityorDepartmentofLaborofficeruponrequest.(Atleastthreedaysadvancenoticewillbegiven.)

Ifanemployeeishiredforlessthanthreedays,thecompanymustcompleteFormI-9beforetheendoftheemployee'sfirstworkingday.TheI-9Formcontainsinstructionsforcompletion.Theemployeeassignedtothistaskmustfollowthoseinstructionscompletely.

I-9Formsaretobekeptseparatefromallotherpersonnelrecords.

MedicalExaminationsRevised:02/20/2015|Effective:02/20/2015

AtPetroleumCarrierswemayrequirethatsomeemployeeshaveamedicalexamination.Theexamistodetermineifyouareabletoperformyourjobduties.Thecompanywillchoosethehealthcareprofessionalandpayfortheexamination.

Anyjobofferiscontingentuponsuccessfulcompletionofthemedicalexam.

Pleasenotethatthecompanywillkeepallmedicalinformationseparatefromyourotherpersonnelinformationtoprotectyourprivacy.Onlyauthorizedpersonnelwhohavealegitimatebusinessneedtoknowmayreviewthemedicalinformation.

IntroductoryPeriodRevised:03/04/2015|Effective:02/20/2015

Thefirst90daysofemploymentareconsideredtobetheintroductoryperiod.Duringthistimeyouwillbeevaluatedbyyoursupervisoronyourjobperformance,personaltraitsandgeneralfitnessforthejob.

Employeesintheirintroductoryperiodarenoteligibleforcompanybenefits,withtheexceptionofpaidholidays.

Aftercompletingtheintroductoryperiod,yourcontinuedemploymentwillbedeterminedbyyourjobperformanceandadherencetothecompany'spoliciesandcodeofconduct.

JobDescriptionsRevised:03/04/2015|Effective:02/20/2015

WestrivetohaveaccuratejobdescriptionsforalljobsatPetroleumCarriers.Ajobdescriptionincludesthefollowingsections:

Jobinformation;Jobsummary(givesageneraloverviewofthejob'spurpose;Essentialdutiesandresponsibilities;Supervisoryresponsibilities;Qualifications(includeseducationand/orexperience,languageskills,mathematicalskills,reasoningability,andanycertificationrequired;Physicaldemands;andWorkenvironment.

Weusejobdescriptionstoidentifytherequirementsofajob,setupthehiringcriteria,setstandardsforemployeeperformanceevaluations,andestablishabasisformakingreasonableaccommodationsforindividualswithdisabilities.

TheHRManagerwillprepareajobdescriptionwhenanewjobiscreated.Wereviewexistingjobdescriptionsandupdatethemwhenajobchanges.

Yourjobdescriptiondoesnotnecessarilycovereverytaskordutythatyoumightbeassigned.Youmaybeassignedadditionalresponsibilitiesasnecessary.Ifyouhavequestionsorconcernsaboutyourjobdescription,contactyourimmediatesupervisor.

YoumustsignforandreceiveacopyofourJobDescriptionandLoading/Unloadinginstructionsbooklet.

PerformanceAppraisalProgramRevised:02/20/2015|Effective:02/20/2015

Itisthecompany'spolicytorevieweachemployee'sperformanceonanon-goingbasistoensurethatyouareperformingyourjobtothebestofyourabilitiesaswelltosuggestareasforimprovementanddevelopment.

Theinitialperformancereviewisconductedaftertheemployee'sintroductoryperiodwhichis90days.Thereafter,performancereviewsareconductedonasemi-annualandannualbasis.Intheeventyouarepromotedortransferredtoanotherposition,youwillreceiveaperformancereviewafter6months.

Yourreviewwillbebasedonsuchfactorsasqualityandquantityofwork,knowledgeofyourjob,initiative,attendance,personalconductrecordandyourattitudetowardyourjobandtheotheremployees.Thereviewpresentsanopportunitytodiscussyourperformanceaswellastodeterminetheareasforimprovementordevelopment.

TrainingandDevelopmentRevised:02/20/2015|Effective:02/20/2015

Itisthecompany'spolicytoensurethatemployeesareknowledgeableabouttheirjobanditsrequirements.Managementshouldensurethattrainingisavailabletoallemployeesperiodicallyinvariousfashions,suchason-the-jobtraining,alibraryofvideocassettes,trainingmeetings,externalseminarsand/orworkshopsaswellaspersonalconsultation.Managersandsupervisorsshouldalsochecktheonlinewebcaststhatareavailableforavarietyofskillstraining.

Managers/supervisorswilldeterminewhattrainingemployeesarerequiredtohaveandwhattrainingcoursestheyshouldattend.Intheeventthatanemployeehasidentifiedsometrainingavailabletohim/herjob,theemployeeshouldcontacthis/hersupervisortodiscussthefeasibilityofcompanyparticipationintheexpenseofthetraining.

Managersareauthorizedtosendemployeestospecialtrainingprogramsifthecostiswithinthebudgetandthemanager'sestablishedspendingauthority.Otherwise,themanagermustreceiveauthorizationfromthePresidenttoincurthecostofemployeetraining.

Managersshoulddocumentanyspecialtraininganemployeereceivesandshouldensurethatthisdocumentationisplacedintheemployee'spersonnelfile.

Normally,trainingoccursonthejobandthecompanyabsorbsallexpensesassociatedwiththetraining.Ifanhourlyemployeeisrequiredtoattendatrainingsession,theemployeewillbecompensatedforthetimeinvolvedinthetraining.Anemployeewhoincursanyexpensesassociatedwithtrainingmustcompleteanexpensereportattachingtheappropriatereceiptsandsubmitittohis/herimmediatemanagerforauthorization.Themanagerwillforwarditthroughproperchannelstosecurereimbursementsuchasvehiclemileage,meals,etc.,shouldcomplywiththestandardcompanypolicies.

HiringofRelativesRevised:02/20/2015|Effective:02/20/2015

Theemploymentofrelativesispermittedwiththefollowingrestrictions:

1.Therelativesmaynotworkinthesamedepartment2.Arelativeisnotpermittedtosuperviseanotherrelative3.Confidentialpositions,suchashumanresources,payrolloradministrativeassistantsarenotopentorelativesofanyemployee.

Relativeisdefinedas:spousebrothersisterparentchild(ren)step-child(ren)grandparentgrandchild(ren)uncleauntnephewnieceson/daughter-in-lawbrother/sister-in-lawspousesbrother/sister-in-lawmother-in-lawfather-in-law

Re-EmploymentPolicyRevised:02/20/2015|Effective:02/20/2015

Employeeswholeavethecompanyingoodstandingwillbeconsideredforopenpositionsalongwithotherapplicants.Employeeswholeavewithoutgivingpropernoticeorwhoweredischargedforcausewillnotbeeligibleforre-hire.

ResignationRevised:02/20/2015|Effective:02/20/2015

Employeeswhochoosetoleavethecompanyareaskedtogiveatleasttwoweeks'notice.Employeeswhodonotgiveanappropriatenoticewillnotbeeligibleforrehire.

Allterminatingemployeeswillhaveanexitinterview.Thepurposeoftheinterviewistobecertainthereasonsfortheemployee'sterminationarenotfoundedonamisunderstandingorerroneoussituation.Theinterviewwillalsocoverwhatcompensationtheemployeehascomingandwhenterminationofbenefitswilloccur.

Employeesareexpectedtoturninallcompanypropertyatthetimeoftermination.

TerminationRevised:02/20/2015|Effective:02/20/2015

Dischargemaybecomenecessaryduetotheemployee'slackofabilityorfailuretofulfilltherequirementsofthejob.Dischargesarealwaysunpleasantandcostly,andthecompanydoesnottakethedecisiontodischargelightly.Advancenoticemayormaynotbegivendependingonthecircumstancessurroundingthetermination.

Allterminatingemployeeswillhaveanexitinterview.Thepurposeoftheinterviewistobecertainthereasonsfortheemployee'sterminationarenotfoundedonamisunderstandingorerroneoussituationandtosolicitinformationonwhattheemployeeunderstandsofthecompanyandthecompanybenefits.Theinterviewwillalsocoverwhatcompensationtheemployeehascomingandwhenterminationofbenefitswilloccur.

Employeesareexpectedtoturninallcompanypropertyatthetimeoftermination.

EEOPolicyRevised:03/03/2015|Effective:03/03/2015

Wefollowstateandfederallawsprohibitingdiscriminationinhiringandemployment.Wedonotdiscriminateagainstemployeesinviolationoftheselaws.

Harassment(Anti-Harassment)-LongVersionRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersprovidesequalemploymentopportunitytoallemployeesandapplicants.Thismeansthatallemploymentdecisions,includinghiring,placement,discipline,promotion,leaveofabsence,jobassignment,compensation,transfer,layoff,recall,andterminationandaccesstobenefitsandtraining,aremadewithoutregardtorace,color,creed,religion,sex,sexualorientation,alienage,citizenshipstatus,maritalstatus,statusasaVietnameraveteran,nationalorigin,age,handicap,disability,oranyothercharacteristicprotectedbyfederal,state,and/orlocallaw.

EqualemploymentopportunityalsoencompassesPetroleumCarriers'scommitmenttomaintainingaworkenvironmentthatisfreeofunlawfuldiscriminationandharassment.Infurtheranceofthiscommitment,employeesarenottodisplayorelectronicallysendpictures,cartoons,posters,e-mail,orjokesthatmayreasonablybedeemedoffensivebecauseofrace,color,religion,sex,sexualorientation,alienage,citizenshipstatus,maritalstatus,statusasaVietnameraveteran,nationalorigin,age,handicap,disabilityoranyothercharacteristicprotectedbyfederal,state,and/orlocallaw.Similarly,employeesarenottomakecomments,jokes,epithets,pranks,innuendos,gestures,touchings,nortoengageinanyotherformofconduct,thatmayreasonablybedeemedoffensivebecauseofrace,color,religion,sex,sexualorientation,alienage,citizenshipstatus,maritalstatus,statusasaVietnameraveteran,nationalorigin,age,handicap,disabilityoranyothercharacteristicprotectedbyfederal,state,and/orlocallaw.

Sexualharassmentisaformofunlawfulharassmentthatisbasedonanindividual’ssexorisofasexualnature.Itincludes,butisnotlimitedto,thetypesofprohibitedharassmentidentifiedabove,aswellasunwelcomesexualadvances,requestsforsexualfavors,and/orotherverbalorphysicalconduct.Suchconductconstitutessexualharassmentwhenanyofthefollowingoccurorarepresent:(1)submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermorconditionofemployment;(2)submittingtoorrejectionofsuchconductisusedasthebasisforemploymentdecisions;and/or(3)suchconducthasthepurposeoreffectofunreasonablyinterferingwithanindividual’sworkperformanceorcreatesanintimidating,hostileoroffensiveworkingenvironment.Allunlawfulharassment,includingsexualharassment,isstrictlyprohibited.

Theprohibitionsaboveincludediscriminationandharassmentinanyworkplacecontext,includingconferences,meetings,socialevents,andwork-relatedactivitiesandtrips.Theseprohibitionsincludeunlawfulharassmentanddiscriminationfromortowardsmanagers,co-workersandotheremployeesaswellasnon-employeeswithwhomPetroleumCarriershasabusinessorprofessionalrelationship,includingbutnotlimitedtovendors,visitors,customers,clients,etc..

Ifyoubelievethatyouhavebeensubjectedtoorwitnessedoffensive,hostileoranyotherconductinviolationofthispolicy,orifyoubelievethatyouhavebeensubjectedtounlawfuldiscriminationinthetermsorconditionsofyouremployment,youmustimmediatelyreportthematterasfollows:

ReportingComplaintsofdiscriminationorharassment

PetroleumCarriersencouragesandexpectseveryemployeetoreportincidentsofdiscriminationorharassment,whethertheyaredirectlyinvolvedoraremerelyawitness.Ifanyemployeebelievesthatheorsheisbeingdiscriminatedagainstorharassedorhasbeensubjectedtodiscriminationorharassmentbyacoworker,supervisor,managerorotherindividualattheworkplace,orbelievesthathisorheremploymentisbeingorhasbeenadverselyaffectedbysuchconduct,orbelievesthatheorshehaswitnessedsuchconduct,theemployeeshouldreporttheconcerns(orallyorinwriting)IMMEDIATELYtohisorhersupervisor,manager,nextlevelmanager,anothermanager,ortheHumanResourcesdepartment.

Oncethematterhasbeenreported,apromptinvestigationwillbeconductedand,totheextentthatitdoesnotcompromisetheintegrityoftheinvestigation,confidentialitywillbemaintainedconcerningtheallegations.ShouldtheinvestigationestablishthatanindividualhasengagedinconductprohibitedunderthisPolicy,disciplinaryactionwarrantedbytheresultsoftheinvestigationwillbetakenagainsttheoffendingemployee(s).Tobeclear,anyemployeefoundtobeengaginginconductprohibitedunderthisPolicywillbesubjecttodiscipline.

Employeeswhofailtocooperatewithaninvestigation,orwhoknowinglyprovidefalseinformationinconnectionwithacomplaintoraninvestigation,willbesubjecttodisciplineaswell.

ProhibitionAgainstRetaliation

PetroleumCarriersprohibitsandwillnottolerateanyformofretaliationagainstanemployeewhohasfiledacomplaintingoodfaithoranemployeewho,ingoodfaith,hascooperatedorparticipatedinaninvestigationofacomplaint.Ifyouhavefiledacomplaint,orhaveparticipatedinaninvestigation,andbelievethatyouarebeing

orhavebeenretaliatedagainst,youMUSTimmediatelyreportthismattertooneofthepersonsmentionedaboveinthesub-sectiontitled“ReportingComplaintsofDiscriminationorHarassment.”

Ifyoubelievethatyouhavebeensubjectedtodiscriminationbecauseofyourrace,color,religion,sex,sexualorientation,alienage,citizenshipstatus,maritalstatus,statusasaVietnameraveteran,nationalorigin,age,handicap,disability,oranyothercharacteristicprotectedbyfederal,stateand/orlocallaw,orifyoubelievethatyouhavebeenretaliatedagainstforcomplainingaboutdiscriminationorparticipatinginaninvestigation,itisyourresponsibilityasanemployeetoutilizethecomplaintprocedureestablishedinthisPolicyforthepurposesofpreventingandcorrectingthisunacceptableworkplacebehavior.

CriminalHistoryCheckPolicyRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersrequiresacriminalcheckforallfull-timeandpart-timeinternalemployeesuponhireonceaconditionalofferofemploymenthasbeenextendedbythehiringmanager.

Althoughadisqualificationispossible,inaccordancewithfederalandstatelaws,apreviousconvictiondoesnotautomaticallydisqualifyanapplicantfromconsiderationforemploymentwithPetroleumCarriers.Dependingonavarietyoffactors(forexample,thenatureoftheposition,thenatureoftheconviction,ageofthecandidatewhentheillegalactivityoccurred),thecandidatemaystillbeeligibleforemploymentwithPetroleumCarriers.

However,ifanapplicantattemptstowithholdinformationorfalsifyinformationpertainingtopreviousconvictions,theemployeewillbedisqualifiedfromfurtheremploymentconsiderationinanypositionwiththecompanyduetofalsificationofanapplication.

Anofferofemploymentmaybeextendedtoanapplicantpriortothecompletionofthecriminalconvictioncheck.However,theapplicant'sfirstdayofworkinthepositionmustnotbepriortothesatisfactorycompletionofthecriminalconvictioncheck.

Note:TheU.S.EqualEmploymentOpportunityCommissionapprovedguidanceonemployeruseofcriminalbackgroundchecks.TheEEOCguidancedoesnotprohibitemployersfromconsideringcriminalinformationduringthehiringprocess.However,itdoesrequireemployerstotakenewstepstopreventdiscriminationunderTitleVIIoftheCivilRightsActof1964.

AffirmativeActionRevised:02/20/2015|Effective:02/20/2015

Aspartofthecompany'sequalemploymentopportunitypolicy,theCompanywilltakeaffirmativeactionascalledforbyapplicablelawsandExecutiveOrderstoensurethatminoritygroupindividuals,females,disabledveterans,recentlyseparatedveterans,otherprotectedveterans,ArmedForcesservicemedalveterans,andqualifieddisabledpersonsareintroducedintoourworkforceandconsideredforpromotionalopportunities.

Employeesandapplicantsshallnotbesubjectedtoharassment,intimidationoranytypeofretaliationbecausetheyhave(1)filedacomplaint;(2)assistedorparticipatedinaninvestigation,compliancereview,hearingoranyotheractivityrelatedtotheadministrationofanyfederal,stateorlocallawrequiringequalemploymentopportunity;(3)opposedanyactorpracticemadeunlawfulbyanyfederal,stateorlocallawrequiringequalopportunity;or(4)exercisedanyotherlegalrightprotectedbyfederal,stateorlocallawrequiringequalopportunity.

Theabove-mentionedpoliciesshallbeperiodicallybroughttotheattentionofsupervisorsandshallbeappropriatelyadministered.Itistheresponsibilityofeachsupervisorofthecompanytoensureaffirmativeimplementationofthesepoliciestoavoidanydiscriminationinemployment.Allemployeesareexpectedtorecognizethesepoliciesandcooperatewiththeirimplementation.Violationofthesepolicieswillnotbetolerated.

AnAffirmativeActionOfficerhasbeenassignedtodirecttheestablishmentandmonitortheimplementationofpersonnelprocedurestoguideouraffirmativeactionprogramthroughoutourCompany.


§128-15.Employmentpreferenceforveteransandtheirspousesorsurvivingspouses.(a)ItshallbethepolicyoftheStateofNorthCarolinathat,inappreciationfortheirservicetothisStateandthiscountryduringaperiodofwar,andinrecognitionofthetimeandadvantagelosttowardthepursuitofaciviliancareer,veteransshallbegrantedpreferenceinemploymentwitheveryStatedepartment,agency,andinstitution.(b)Asusedinthissection:(1)"Aperiodofwar"includesWorldWarI(April16,1917,throughNovember11,1918),WorldWarII(December7,1941,throughDecember31,1946),theKoreanConflict(June27,1950,throughJanuary31,1955),theperiodoftimebetweenJanuary31,1955,andtheendofthehostilitiesinVietnam(May7,1975),oranyothercampaign,expedition,orengagementforwhichacampaignbadgeormedalisauthorizedbytheUnitedStatesDepartmentofDefense.(2)"Veteran"meansapersonwhoservedintheArmedForcesoftheUnitedStatesonactiveduty,forreasonsotherthantraining,andhasbeendischargedunderotherthandishonorableconditions.(3)"Eligibleveteran"means:a.Aveteranwhoservedduringaperiodofwar;orb.Thespouseofadisabledveteran;orc.Thesurvivingspouseordependentofaveteranwhodiesonactivedutyduringaperiodofwareitherdirectlyorindirectlyastheresultofsuchservice;ord.Aveteranwhosufferedadisablinginjuryforservice-relatedreasonsduringpeacetime;ore.Thespouseofaveterandescribedinsubdivisiond.ofthissubsection;orf.ThesurvivingspouseordependentofapersonwhoservedintheArmedForcesoftheUnitedStatesonactiveduty,forreasonsotherthantraining,whodiesforservice-relatedreasonsduringpeacetime.(c)Hereafter,inallevaluationsofapplicantsforpositionswiththisStateoranyofitsdepartments,institutionsoragencies,apreferenceshallbeawardedtoalleligibleveteranswhoarecitizensoftheStateandwhoservedtheStateortheUnitedStateshonorablyinthemilitaryforcesofthisStateoroftheUnitedStatesduringaperiodofwar.ThispreferenceappliestoinitialemploymentwiththeStateandextendstootheremploymenteventsincludingsubsequenthirings,promotions,reassignments,andhorizontaltransfers.(d)TheprovisionsofthissectionshallbesubjecttotheprovisionsofArticle1ofChapter165oftheGeneralStatutes,andParts13and19ofArticle9ofChapter143BoftheGeneralStatutes.(1939,c.8;1953,c.1332;1967,c.536;1987(Reg.Sess.,1988),c.1064,s.2;2007-286,s.1;2011-183,s.96.)

BackgroundChecks-Arrests/ConvictionsRevised:03/04/2015|Effective:02/20/2015

ToensurethatindividualswhojointheCompanyarewellqualifiedandtoensurethatPetroleumCarriersmaintainsasafeandproductiveworkenvironment,itisourpolicytoconductpre-employmentbackgroundchecksonallapplicantswhoacceptanofferofemployment.Backgroundchecksmayincludeverificationofanyinformationontheapplicant'sresumeorapplicationform.

AlloffersofemploymentareconditionedonreceiptofabackgroundcheckreportthatisacceptabletoPetroleumCarriers.AllbackgroundchecksareconductedinconformitywiththeFederalFairCreditReportingAct,theAmericanswithDisabilitiesAct,andstateandfederalprivacyandantidiscriminationlaws.Reportsarekeptconfidentialandareonlyviewedbyindividualsinvolvedinthehiringprocess.

IfinformationobtainedinabackgroundcheckwouldleadtheCompanytodenyemployment,acopyofthereportwillbeprovidedtotheapplicant,andtheapplicantwillhavetheopportunitytodisputethereport'saccuracy.Backgroundchecksmayincludeacriminalrecordcheck,althoughacriminalconvictiondoesnotautomaticallybaranapplicantfromemployment.

Additionalcheckssuchasadrivingrecordorcreditreportmaybemadeonapplicantsforparticularjobcategoriesifappropriateandjobrelated.

PetroleumCarriersalsoreservestherighttoconductabackgroundcheckforcurrentemployeestodetermineeligibilityforpromotionorreassignmentinthesamemannerasdescribedabove.

Wealsoconductapre-employmentRoadTesttodeterminetheabilityofapplicanttosafelyandprofessionallydriveourequipment.


Arrests:Norestrictions

Convictions:Norestrictions

WorkPlaceBullyingRevised:02/20/2015|Effective:02/20/2015

Thepurposeofthispolicyistocommunicatetoallemployees,includingsupervisors,managersandexecutives,thatPetroleumCarrierswillnotinanyinstancetoleratebullyingbehavior.Employeesfoundinviolationofthispolicywillbedisciplined,uptoandincludingtermination.

PetroleumCarriersdefinesbullyingasrepeatedinappropriatebehavior,eitherdirectorindirect,whetherverbal,physicalorotherwise,conductedbyoneormorepersonsagainstanotherorothers,attheplaceofworkand/orinthecourseofemployment.SuchbehaviorviolatestheCompany’sCodeofEthics,whichclearlystatesthatallemployeeswillbetreatedwithdignityandrespect.

Bullyingmaybeintentionalorunintentional.However,itmustbenotedthatwhenanallegationofbullyingismade,theintentionoftheallegedbullyisirrelevant,andwillnotbegivenconsiderationwhenmetingoutdiscipline.Asinsexualharassment,itistheeffectofthebehaviorontheindividualthatisimportant.TheCompanyconsidersthefollowingtypesofbehaviorexamplesofbullying:

Verbalbullying:Slandering,ridiculingormaligningapersonorhisorherfamily;persistentnamecallingthatishurtful,insultingorhumiliating;usingapersonasbuttofjokes;abusiveandoffensiveremarks.

Physicalbullying:Pushing,shoving,kicking,poking,tripping,assaultorthreatofphysicalassault,damagetoaperson’sworkareaorproperty

Gesturebullying:Nonverbalthreateninggestures;glancesthatcanconveythreateningmessages.

Exclusion:Sociallyorphysicallyexcludingordisregardingapersoninwork-relatedactivities.

Inaddition,thefollowingexamplesmayconstituteorcontributetoevidenceofbullyingintheworkplace:

Persistentsinglingoutofoneperson.Shoutingorraisingvoiceatanindividualinpublicorinprivate.Usingverbalorobscenegestures.Notallowingthepersontospeakorexpresshimselfofherself(i.e.,ignoringorinterrupting).Personalinsultsanduseofoffensivenicknames.Publichumiliationinanyform.Constantcriticismonmattersunrelatedorminimallyrelatedtotheperson’sjobperformanceordescription.Ignoringorinterruptinganindividualatmeetings.Publicreprimands.Repeatedlyaccusingsomeoneoferrorsthatcannotbedocumented.Deliberatelyinterferingwithmailandothercommunications.Spreadingrumorsandgossipregardingindividuals.Encouragingotherstodisregardasupervisor’sinstructions.Manipulatingtheabilityofsomeonetodohisorherwork(e.g.,overloading,underloading,withholdinginformation,assigningmeaninglesstasks,settingdeadlinesthatcannotbemet,givingdeliberatelyambiguousinstructions).Inflictingmenialtasksnotinkeepingwiththenormalresponsibilitiesofthejob.Takingcreditforanotherperson’sideas.Refusingreasonablerequestsforleaveintheabsenceofwork-relatedreasonsnottograntleave.Deliberatelyexcludinganindividualorisolatinghimorherfromwork-relatedactivities,suchasmeetings.Unwantedphysicalcontact,physicalabuseorthreatsofabusetoanindividualoranindividual’sproperty(defacingormarkingupproperty).

Section:HoursofWorkandPay

HoursofWorkRevised:05/29/2015|Effective:02/20/2015

Thecompanywillmaintainworkhoursforitsemployeesinaccordancewithfederalandstateregulations,productionneeds,andthemaintenanceofanefficientandeffectivescheduleofwork.

TheFairLaborStandardsActrequiresemployerstomaintainanaccuraterecordofhoursworkedandtopayoneandone-halftimestheregularhourlyrateofpaytoeverynonexemptemployeewhoworksovertime.Overtimewillbedefinedasallhoursworkedoverfortyinaworkweek.TheFairLaborStandardsActpermitsexemptionofcertainprofessional,administrative,andexecutivepositionsandcertainsalespositions,asdefinedinthestatues,fromcompliancewiththeact.

Theofficialworkweekforallemployeesbeginsat12:01a.m.onMondayandendsat12:00midnightthefollowingSunday.

Theregularbusinessdayisfromasneededtowhenallloadsarerun

TrainingTime---Anymeetings,lectures,andtrainingprogramsthatanemployeeisrequiredtoattendwillbeconsideredcompensabletime.

Ifforanyreasonanemployeeisunabletocompletetheirassignedworkweek,weexpectthattheywillworkanadditionaldaytomeetourcommitmentstoourvaluablecustomers;thistimeshouldbeconsecutivetoanymissedworkday.Anyunusualorunexpecteddaysoffwillbepaidvacationtime(ifvacationtimeisaccrued)ineithercasewedoexpecteachemployeetoworkareplacementday.

TimeKeepingRevised:02/20/2015|Effective:02/20/2015

Accuratelyrecordingtimeworkedistheresponsibilityofeveryemployee.FederalandstatelawsrequirePetroleumCarrierstokeepanaccuraterecordoftimeworkedinordertocalculateemployeepayandbenefits.Timeworkedisallthetimeactuallyspentonthejobperformingassignedduties.

Nonexemptemployeesshouldaccuratelyrecordthetimetheybeginandendtheirwork,aswellasthebeginningandendingtimeofeachmealperiod.Theyshouldalsorecordthebeginningandendingtimeofanysplitshiftordeparturefromworkforpersonalreasons.Overtimeworkmustalwaysbeapprovedbeforeitisperformed.

Altering,falsifying,tamperingwithtimerecords,orrecordingtimeonanotheremployee'stimerecordmayresultindisciplinaryaction,uptoandincludingterminationofemployment.

Ifcorrectionsormodificationsaremadetothetimerecord,boththeemployeeandthesupervisormustverifytheaccuracyofthechangesbyinitialingthetimerecord.

Nonexemptemployeesareresponsibleforaccuratelyrecordingthehourstheywork.ThisinformationalsohelpsPetroleumCarrierscomplywiththelawsthatrequireustokeepaccuraterecordsof"timeworked"inordertocorrectlycalculateemployeepayandbenefits."Timeworked"isdefinedasallthetimenonexemptstaffspendperformingassignedduties.

Ifyouareanonexemptemployee,youmustaccuratelyrecordthetimeyoubeginandendyourwork,aswellasthebeginningandendingtimeofanymealperiods,splitshifts,orifyouleavetheworkplaceforpersonalreasons.Also,youalwaysneedtoreceiveadvanceapprovalbeforeworkinganyovertimehours.

Weconsiderattemptstofalsifytimekeepingrecordsaveryseriousmatter.Therefore,anyofthefollowingactionsmayresultindisciplinaryaction,uptoandincludingtermination:altering,falsifying,tamperingwithtimerecords,orrecordinganotheremployee'stimerecord.

Youarealsoresponsibleforsigningyourtimerecordstocertifytheiraccuracy.Yourdispatcherwillthenreviewandinitialthetimerecordsbeforesubmittingforpayrollprocessing.Inaddition,ifcorrectionsorrevisionsaremadetothetimerecord,boththeemployeeandsupervisormustinitialthechangesonthetimerecordasbeingaccurate.

PaydaysRevised:02/20/2015|Effective:02/20/2015

HourlyemployeesarepaideveryotherweekonFriday.Ifaholidayfallsonaregularscheduledpayday,paydaywillbeonFriday.

SalariedemployeeswillbepaidBi-Monthly.Ifaholidayfallsonaregularscheduledpayday,paydaywillbeonFriday.

Directdepositisavailableandemployeesareencouragedtoutilizethisservice.

LunchPeriodRevised:02/20/2015|Effective:02/20/2015

Thelunchperiodisatimefortheemployeetotakecareofpersonalissuesandtorelaxandcatchtheirbreathfromthetoilsofthebusiness.Employeesarenotpermittedtoforgothelunchperiodtoshortentheworkdaywithoutthepermissionoftheirsupervisor.

PetroleumCarriersprovidesa60minutelunchperiod.Employeesneedingextratimeontheirlunchperiodmustreceivepriorapprovalfromtheirsupervisor.

ChildSupport/NewHireLawRevised:02/20/2015|Effective:02/20/2015

PetroleumCarrierscomplieswiththelawofthelandregardingNewHire/ChildSupportLaw.Ifyouaresubjecttoachildsupportorder,monieswillbewithheldfromyourpaycheckinaccordancewithourstate'sregulations.

Childsupportisthecourt-orderedpaymentbythenon-custodialparenttothecustodialparentforthecareandwelfareofthechild.

DirectDepositRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersencouragesdirectdepositofyourpaychecktoyourbankaccount(s).Youcanchoosetohaveyourcheckdepositedinmorethanoneaccount.Forexample,youmayelecttohavesomemoneyputintocheckingaswellasasavingsaccount.

Pleasesubmitavoidedcheckorbankdepositslipwiththebank'sroutingnumbertoHRManagertoinitiatedirectdeposit.Itmaytakeoneortwopayperiodsbeforethetransactioncanbecompleted.Inthemeantime,youwillreceiveamanualcheck.

Remembertonotifypayrollbeforeyouchangethefinancialinstitutionswhereyourchecksarebeingsent.Ittakesaweekortwotoretrieveacheckthathasbeensentviaelectronicmail!

SpecifictoemployeesinNorthCarolinaMandatorydirectdepositisallowedinNorthCarolina.

GarnishmentsRevised:02/20/2015|Effective:02/20/2015

Acourt-orderedlegalclaimagainstthewagesofanemployeebyacreditorfornonpaymentofadebtandservedbytheconstitutedlegalauthorityiscalledagarnishment,anditmustberecognizedandexecutedbythecompany.

Whenagarnishmentisreceivedbythecompany,wewilladvisetheemployeethatagarnishmenthasbeenservedonthecompany.Theemployeewillbecounseledtoseekassistanceinworkingouthis/herfinancialproblems.

FinalPaycheckRevised:02/20/2015|Effective:02/20/2015

Thecompanyfollowsthestateregulationsregardingdeadlinesforemployeestoreceivetheirfinalpaycheck.

SpecifictoemployeesinNorthCarolinaThecompanywillpayallwagesonorbeforethenextpaydayimmediatelyfollowingtermination.Wagesbasedonbonusesorcommissionswillbepaidonthefirstregularpaydayaftertheamountbecomescalculable.

Section:MandatoryEmployeeBenefits

SocialSecurityRevised:02/20/2015|Effective:02/20/2015

ThepaymentofSocialSecurityandMedicalBenefitsismadebyyouandthecompany.ThecompanymatchesyourcontributiontoSocialSecurityandMedicareandtherebypaysone-halfofthecostofyourRetirementandMedicareBenefitsundertheSocialSecurityAct.

SocialSecurityprovidesavarietyofbenefits,includingretirementincome,deathbenefits,disabilitybenefitsandmonthlyincomeforcertaindependentsurvivorsofcoveredemployees.

ForadditionalinformationregardingSocialSecurityeligibilityandbenefits,gotowww.socialsecurity.gov.

UnemploymentInsuranceRevised:02/20/2015|Effective:02/20/2015

Thecompanypaystheentirecostofunemploymentinsurance.Thisinsuranceprovidesaweeklyincomeforthosewhomaybelaidofforwhomayhavelosttheirjobthroughnofaultoftheirown.

Theamountofthisincomevarieswiththeindividualandstateinwhichhe/sheresidesbecauseitisbasedonaverageearnings.Eligibilityrequirementsandtheamountofbenefitsthatyoumayreceivearespecifiedbystatelaw.

Workers'CompensationInsuranceRevised:02/20/2015|Effective:02/20/2015

EmployeesareprovidedWorkers'Compensationcoveragefromthedaytheybeginwork.Thecompanypaystheentirecostofthiscoverage.EmployeesarecoveredbyWorkers'Compensationiftheyareincapacitatedbyinjuryorillnessarisingoutoftheiremployment.

Employeesmustreportallaccidentstotheirsupervisorimmediately,regardlessofhowminor.Ifawork-relatedinjuryrequiresmedicalattentionbyaphysicianoranyothermedicalfacilitythatproducesabill,aclaimmustbemadeoutthesamedaybytheemployee'ssupervisor.Iftheinjurycausesthepersontobeawayfromworkbeyondthreedays,thisinjurymustbereportedtothestateWorkers'CompensationDivision.

Theemployee'ssupervisorisresponsibleforsubmittingacopyoftheoriginalclaimtothestateoffice.Additionally,acopyofthisclaimmustbeforwardedtotheHRManager,whowillforwardittotheinsurancecompany.

Employeesarenotauthorizedtogotoaphysicianwithoutfirstadvisingtheirsupervisorormanager.EmployeeswillnotbeeligibleforregularcompensationorvacationorholidaypayinadditiontoanyWorkers'Compensationreceived.

FamilyMedicalLeaveActRevised:02/20/2015|Effective:02/20/2015

OurCompanywillcomplywiththeFamilyandMedicalLeaveActimplementingRegulationsasrevisedeffectiveFebruary2013.ThecompanypoststhemandatoryFMLANoticeanduponhireprovidesallnewemployeeswithnoticesrequiredbytheU.S.DepartmentofLabor(DOL)onEmployeeRightsandResponsibilitiesundertheFamilyandMedicalLeaveAct.

ThefunctionofthispolicyistoprovideemployeeswithageneraldescriptionoftheirFMLArights.Intheeventofanyconflictbetweenthispolicyandtheapplicablelaw,employeeswillbeaffordedallrightsrequiredbylaw.

Ifyouhaveanyquestions,concerns,ordisputeswiththispolicy,youmustcontactyourimmediatesupervisorortheHRDepartmentinwriting.

A.GeneralProvisions

Underthispolicy,theCompanywillgrantupto12weeks(orupto26weeksofmilitarycaregiverleavetocareforacoveredservicememberwithaseriousinjuryorillness)duringa12-monthperiodtoeligibleemployees.Theleavemaybepaid,unpaidoracombinationofpaidandunpaidleave,dependingonthecircumstancesoftheleaveandasspecifiedinthispolicy.

B.Eligibility

Toqualifytotakefamilyormedicalleaveunderthispolicy,theemployeemustmeetallofthefollowingconditions:

1)Theemployeemusthaveworkedforthecompanyfor12monthsor52weeks.The12monthsor52weeksneednothavebeenconsecutive.Separateperiodsofemploymentwillbecounted,providedthatthebreakinservicedoesnotexceedsevenyears.SeparateperiodsofemploymentwillbecountedifthebreakinserviceexceedssevenyearsduetoNationalGuardorReservemilitaryserviceobligationsorwhenthereisawrittenagreement,includingacollectivebargainingagreement,statingtheemployer’sintentiontorehiretheemployeeaftertheservicebreak.Foreligibilitypurposes,anemployeewillbeconsideredtohavebeenemployedforanentireweekeveniftheemployeewasonthepayrollforonlypartofaweekoriftheemployeeisonleaveduringtheweek.

2)Theemployeemusthaveworkedatleast1,250hoursduringthe12-monthperiodimmediatelybeforethedatewhentheleaveisrequestedtocommence.TheprinciplesestablishedundertheFairLaborStandardsAct(FLSA)determinethenumberofhoursworkedbyanemployee.TheFLSAdoesnotincludetimespentonpaidorunpaidleaveashoursworked.Consequently,thesehoursofleaveshouldnotbecountedindeterminingthe1,250hourseligibilitytestforanemployeeunderFMLA.

3)Theemployeemustworkinaworksitewhere50ormoreemployeesareemployedbythecompanywithin75milesofthatofficeorworksite.Thedistanceistobecalculatedbyusingavailabletransportationbythemostdirectroute.

C.TypeofLeaveCovered

ToqualifyasFMLAleaveunderthispolicy,theemployeemustbetakingleaveforoneofthereasonslistedbelow:

1)Thebirthofachildandinordertocareforthatchild.

2)Theplacementofachildforadoptionorfostercareandtocareforthenewlyplacedchild.

3)Tocareforaspouse,childorparentwithaserioushealthcondition(describedbelow).

4)Theserioushealthcondition(describedbelow)oftheemployee.

Anemployeemaytakeleavebecauseofaserioushealthconditionthatmakesthe

employeeunabletoperformthefunctionsoftheemployee'sposition.

Aserioushealthconditionisdefinedasaconditionthatrequiresinpatientcareatahospital,hospiceorresidentialmedicalcarefacility,includinganyperiodofincapacityoranysubsequenttreatmentinconnectionwithsuchinpatientcareoraconditionthatrequirescontinuingcarebyalicensedhealthcareprovider.

Thispolicycoversillnessesofaseriousandlong-termnature,resultinginrecurringorlengthyabsences.Generally,achronicorlong-termhealthconditionthatwouldresultinaperiodofthreeconsecutivedaysofincapacitywiththefirstvisittothehealthcareproviderwithinsevendaysoftheonsetoftheincapacityandasecondvisitwithin30daysoftheincapacitywouldbeconsideredaserioushealthcondition.Forchronicconditionsrequiringperiodichealthcarevisitsfortreatment,suchvisitsmusttakeplaceatleasttwiceayear.

EmployeeswithquestionsaboutwhatillnessesarecoveredunderthisFMLApolicyorunderthecompany'ssickleavepolicyareencouragedtoconsultwiththeHumanResourceManager.

Ifanemployeetakespaidsickleaveforaconditionthatprogressesintoaserioushealthconditionandtheemployeerequestsunpaidleaveasprovidedunderthispolicy,thecompanymaydesignateallorsomeportionofrelatedleavetakenasleaveunderthispolicy,totheextentthattheearlierleavemeetsthenecessaryqualifications.

4)QualifyingexigencyleaveforfamiliesofmembersoftheNationalGuardorReservesorofaregularcomponentoftheArmedForceswhenthecoveredmilitarymemberisoncoveredactivedutyorcalledtocoveredactiveduty.

Anemployeewhosespouse,son,daughterorparenteitherhasbeennotifiedofanimpendingcallorordertocoveredactivemilitarydutyorwhoisalreadyoncoveredactivedutymaytakeupto12weeksofleaveforreasonsrelatedtooraffectedbythefamilymember’scall-uporservice.Thequalifyingexigencymustbeoneofthefollowing:

(1)short-noticedeployment;(2)militaryeventsandactivities;3)childcareandschoolactivities;(4)financialandlegalarrangements;5)counseling;6)restandrecuperation;(7)post-deploymentactivities;and8)additionalactivitiesthatariseoutofactiveduty,providedthattheemployerandemployeeagree,includingagreementontiminganddurationoftheleave.

(a)EligibleemployeesareentitledtoFMLAleavetocareforacurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,oramemberoftheArmedForces,theNationalGuardorReserveswhoisonthetemporarydisabilityretiredlist,whohasaseriousinjuryorillnessincurredinthelineofdutyonactivedutyforwhichheorsheisundergoingmedicaltreatment,recuperation,ortherapy;orotherwiseinoutpatientstatus;orotherwiseonthetemporarydisabilityretiredlist.EligibleemployeesmaynottakeleaveunderthisprovisiontocareforformermembersoftheArmedForces,formermembersoftheNationalGuardandReserves,andmembersonthepermanentdisabilityretiredlist.

(b)Inordertocareforacoveredservicemember,aneligibleemployeemustbethespouse,son,daughter,orparent,ornextofkinofacoveredservicemember.

(1)A"sonordaughterofacoveredservicemember"meansthecoveredservicemember'sbiological,adopted,orfosterchild,stepchild,legalward,orachildforwhomthecoveredservicememberstoodinlocoparentis,andwhoisofanyage.

(2)A"parentofacoveredservicemember"meansacoveredservicemember'sbiological,adoptive,steporfosterfatherormother,oranyotherindividualwhostoodinlocoparentistothecoveredservicemember.Thistermdoesnotincludeparents"inlaw".

(3)UndertheFMLA,a"spouse"meansahusbandorwifeasdefinedunderthelawinthestatewheretheemployeeresides.[Note:Employersinstatesallowinggaymarriageorcivilunionsshouldbeparticularlycognizantoftheinterplaybetweenfederalandstatelawinthisevolvingareaoflaw.OnJune26,2013,theU.S.SupremeCourt,inUnitedStatesv.Windsor,foundunconstitutionalSection3ofthefederalDefenseofMarriageAct(DOMA),whichhadprohibitedthefederalgovernmentfromacknowledgingmarriagesbetweensame-sexcouples.Same-sexmarriageswererecognizedaslegalby12statesandtheDistrictofColumbiaatthetimeoftheruling.

Nowthatsame-sexspousesare'spouses'underfederallawiftheyare'spouses'understatelaw,allfederallawsandregulationsthatincludespousesincludethebroadersame-sexdefinitioninthosestateswheresame-sexmarriageislegal.FMLAreferstostatelawforthedefinitionof'spouse.'Thus,forFMLA,anemployeecantakeleaveforaseriousmedicalcondition,"includingmilitary-familyleave,ofthesame-sexspouseiftheemployeelivesinastatethatallowssame-sexmarriage".However,sincethecourtdidnotconsiderSection2ofDOMA,statesstillhavetherightnottorecognizesame-sexmarriagesoriginatinginotherstatesorterritories,Therefore,inthe13statesthatrecognizegaymarriage—California,Connecticut,Delaware,Iowa,Maine,Maryland,Massachusetts,Minnesota,NewHampshire,NewYork,RhodeIsland,VermontandWashington,plustheDistrictofColumbia—applicabilityoftheFMLAwoulddependonthestatedefinitionofmarriage.Additionally,childrenofsame-sexmeaninganemployeeisentitledtotakeFMLAleavefortheircare,aswell.]

(5)The"nextofkinofacoveredservicemember"isthenearestbloodrelative,otherthanthecoveredservicemember'sspouse,parent,son,ordaughter,inthefollowingorderofpriority:bloodrelativeswhohavebeengrantedlegalcustodyoftheservicememberbycourtdecreeorstatutoryprovisions,brothersandsisters,grandparents,auntsanduncles,andfirstcousins,unlessthecoveredservicememberhasspecificallydesignatedinwritinganotherbloodrelativeashisorhernearestbloodrelativeforpurposesofmilitarycaregiverleaveundertheFMLA.Whennosuchdesignationismade,andtherearemultiplefamilymemberswiththesamelevelofrelationshiptothecoveredservicemember,allsuchfamilymembersshallbeconsideredthecoveredservicemember'snextofkinandmaytakeFMLAleavetoprovidecaretothecoveredservicemember,eitherconsecutivelyorsimultaneously.Whensuchdesignationhasbeenmade,thedesignatedindividualshallbedeemedtobethecoveredservicemember'sonlynextofkin.Forexample,ifacoveredservicememberhasthreesiblingsandhasnotdesignatedabloodrelativetoprovidecare,allthreesiblingswouldbeconsideredthecoveredservicemember'snextofkin.Alternatively,whereacoveredservicememberhasasibling(s)anddesignatesacousinashisorhernextofkinforFMLApurposes,thenonlythedesignatedcousiniseligibleasthecoveredservicemember'snextofkin.Anemployerispermittedtorequireanemployeetoprovideconfirmationofcoveredfamilyrelationshiptothecoveredservicemember.

"Coveredactiveduty"means:

(a)"Coveredactiveduty"formembersofaregularcomponentoftheArmedForcesmeansdutyduringdeploymentofthememberwiththeArmedForcestoaforeigncountry.

(b)"Coveredactiveduty"formembersofthereservecomponentsoftheArmedForces

(membersoftheU.S.NationalGuardandReserves)meansdutyduringdeploymentofthememberwiththeArmedForcestoaforeigncountryunderacallorordertoactivedutyinacontingencyoperation.(c)inthecaseofamemberofaregularcomponentoftheArmedForces,dutyduringthedeploymentofthememberwiththeArmedForcestoaforeigncountry;and

Theleavemaycommenceassoonastheindividualreceivesthecall-upnotice.(SonordaughterforthistypeofFMLAleaveisdefinedthesameasforchildforothertypesofFMLAleaveexceptthatthepersondoesnothavetobeaminor.)Thistypeofleavewouldbecountedtowardtheemployee's12-weekmaximumofFMLAleaveina12-monthperiod.

(6)Militarycaregiverleave(alsoknownascoveredservicememberleave)tocareforaninjuredorillservicememberorveteran.

Anemployeewhoseson,daughter,parentornextofkinisacoveredservicemembermaytakeupto26weeksinasingle12-monthperiodtotakecareofleavetocareforthatservicemember.

Nextofkinisdefinedastheclosestbloodrelativeoftheinjuredorrecoveringservicemember.

Theterm"coveredservicemember”"means:

(a)amemberoftheArmedForces(includingamemberoftheNationalGuardorReserves)whoisundergoingmedicaltreatment,recuperation,ortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillness;or

(b)aveteranwhoisundergoingmedicaltreatment,recuperation,ortherapy,foraseriousinjuryorillnessandwhowasamemberoftheArmedForces(includingamemberoftheNationalGuardorReserves)atanytimeduringtheperiodof5yearsprecedingthedateonwhichtheveteranundergoesthatmedicaltreatment,recuperation,ortherapy.

Theterm"seriousinjuryorillness"means:

(a)inthecaseofamemberoftheArmedForces(includingamemberoftheNationalGuardorReserves),meansaninjuryorillnessthatwasincurredbythememberinlineofdutyonactivedutyintheArmedForces(orexistedbeforethebeginningofthemember’sactivedutyandwasaggravatedbyserviceinlineofdutyonactivedutyintheArmedForces)andthatmayrenderthemembermedicallyunfittoperformthedutiesofthemember'soffice,grade,rank,orrating;and

(b)inthecaseofaveteranwhowasamemberoftheArmedForces(includingamemberoftheNationalGuardorReserves)atanytimeduringaperiodwhenthepersonwasacoveredservicemember,meansaqualifying(asdefinedbytheSecretaryofLabor)injuryorillnessincurredbyacoveredservicememberinthelineofdutyonactivedutythatmayrendertheservicemembermedicallyunfittoperformthedutiesofhisorheroffice,grade,rankorrating.

(c)Outpatientstatus,withrespecttoacoveredservicemember,meansthestatusofamemberoftheArmedForcesassignedtoeitheramilitarymedicaltreatmentfacilityasanoutpatient;oraunitestablishedforthepurposeofprovidingcommandandcontrolofmembersoftheArmedForcesreceivingmedicalcareasoutpatients.

D.AmountofLeave

Aneligibleemployeecantakeupto12weeksfortheFMLAcircumstances(1)through(5)aboveunderthispolicyduringany12-monthperiod.Thecompanywillmeasurethe12-monthperiodasarolling12-monthperiodmeasuredbackwardfromthedateanemployeeusesanyleaveunderthispolicy.Eachtimeanemployeetakesleave,thecompanywillcomputetheamountofleavetheemployeehastakenunderthispolicyinthelast12monthsandsubtractitfromthe12weeksofavailableleave,andthebalanceremainingistheamounttheemployeeisentitledtotakeatthattime.

Aneligibleemployeecantakeupto26weeksfortheFMLAcircumstance(6)above(militarycaregiverleave)duringasingle12-monthperiod.Forthismilitarycaregiverleave,thecompanywillmeasurethe12-monthperiodasarolling12-monthperiodmeasuredforward.FMLAleavealreadytakenforotherFMLAcircumstanceswillbedeductedfromthetotalof26weeksavailable.

Ifahusbandandwifebothworkforthecompanyandeachwishestotakeleaveforthebirthofachild,adoptionorplacementofachildinfostercare,ortocareforaparent(butnotaparent"in-law")withaserioushealthcondition,thehusbandandwifemayonlytakeacombinedtotalof12weeksofleave.Ifahusbandandwifebothworkforthecompanyandeachwishestotakeleavetocareforacoveredinjuredorillservicemember,thehusbandandwifemayonlytakeacombinedtotalof26weeksofleave.

E.EmployeeStatusandBenefitsDuringLeave

Whileanemployeeisonleave,thecompanywillcontinuetheemployee'shealthbenefitsduringtheleaveperiodatthesamelevelandunderthesameconditionsasiftheemployeehadcontinuedtowork.

Iftheemployeechoosesnottoreturntoworkforreasonsotherthanacontinuedserioushealthconditionoftheemployeeortheemployee'sfamilymemberoracircumstancebeyondtheemployee'scontrol,thecompanywillrequiretheemployeetoreimbursethecompanytheamountitpaidfortheemployee'shealthinsurancepremiumduringtheleaveperiod.

Undercurrentcompanypolicy,theemployeepaysaportionofthehealthcarepremium.Whileonpaidleave,theemployerwillcontinuetomakepayrolldeductionstocollecttheemployee'sshareofthepremium.Whileonunpaidleave,theemployeemustcontinuetomakethispayment,eitherinpersonorbymail.ThepaymentmustbereceivedintheAccountingDepartmentbythedayofeachmonth.Ifthepaymentismorethan30dayslate,theemployee'shealthcarecoveragemaybedroppedforthedurationoftheleave.Theemployerwillprovide15days'notificationpriortotheemployee'slossofcoverage.

Iftheemployeecontributestoalifeinsuranceordisabilityplan,theemployerwillcontinuemakingpayrolldeductionswhiletheemployeeisonpaidleave.Whiletheemployeeisonunpaidleave,theemployeemayrequestcontinuationofsuchbenefitsandpayhisorherportionofthepremiums,ortheemployermayelecttomaintainsuchbenefitsduringtheleaveandpaytheemployee'sshareofthepremiumpayments.Iftheemployeedoesnotcontinuethesepayments,theemployermaydiscontinuecoverageduringtheleave.Iftheemployermaintainscoverage,theemployermayrecoverthecostsincurredforpayingtheemployee'sshareofanypremiums,whetherornottheemployeereturnstowork.

F.EmployeeStatusAfterLeave

Anemployeewhotakesleaveunderthispolicymaybeaskedtoprovideafitnessforduty(FFD)clearancefromthehealthcareprovider.Thisrequirementwillbeincludedintheemployer’sresponsetotheFMLArequest.Generally,anemployeewhotakesFMLAleavewillbeabletoreturntothesamepositionorapositionwithequivalentstatus,pay,benefitsandotheremploymentterms.Thepositionwillbethesameoronewhichisvirtuallyidenticalintermsofpay,benefitsandworkingconditions.Thecompanymaychoosetoexemptcertainkeyemployeesfromthisrequirementandnotreturnthemtothesameorsimilarposition.

G.UseofPaidandUnpaidLeave

AnemployeewhoistakingFMLAleavebecauseoftheemployee'sownserioushealthconditionortheserioushealthconditionofafamilymembermustuseallpaidvacation,personalorsickleavepriortobeingeligibleforunpaidleave.SickleavemayberunconcurrentlywithFMLAleaveifthereasonfortheFMLAleaveiscoveredbytheestablishedsickleavepolicy.

Disabilityleaveforthebirthofthechildandforanemployee'sserioushealthcondition,includingworkers'compensationleave(totheextentthatitqualifies),willbedesignatedasFMLAleaveandwillrunconcurrentlywithFMLA.Forexample,ifanemployerprovidessixweeksofpregnancydisabilityleave,thesixweekswillbedesignatedasFMLAleaveandcountedtowardtheemployee's12-weekentitlement.Theemployeemaythenberequiredtosubstituteaccrued(orearned)paidleaveasappropriatebeforebeingeligibleforunpaidleaveforwhatremainsofthe12-weekentitlement.Anemployeewhoistakingleavefortheadoptionorfostercareofachildmustuseallpaidvacation,personalorfamilyleavepriortobeingeligibleforunpaidleave.

AnemployeewhoisusingmilitaryFMLAleaveforaqualifyingexigencymustuseallpaidvacationandpersonalleavepriortobeingeligibleforunpaidleave.AnemployeeusingFMLAmilitarycaregiverleavemustalsouseallpaidvacation,personalleaveorsickleave(aslongasthereasonfortheabsenceiscoveredbythecompany’ssickleavepolicy)priortobeingeligibleforunpaidleave.

H.IntermittentLeaveoraReducedWorkSchedule

TheemployeemaytakeFMLAleavein12consecutiveweeks,mayusetheleaveintermittently(takeadayperiodicallywhenneededovertheyear)or,undercertaincircumstances,mayusetheleavetoreducetheworkweekorworkday,resultinginareducedhourschedule.Inallcases,theleavemaynotexceedatotalof12workweeks(or26workweekstocareforaninjuredorillservicememberovera12-monthperiod).

Thecompanymaytemporarilytransferanemployeetoanavailablealternativepositionwithequivalentpayandbenefitsifthealternativepositionwouldbetteraccommodatetheintermittentorreducedschedule,ininstancesofwhenleavefortheemployeeoremployee'sfamilymemberisforeseeableandforplannedmedicaltreatment,includingrecoveryfromaserioushealthconditionortocareforachildafterbirth,orplacementforadoptionorfostercare.

Forthebirth,adoptionorfostercareofachild,thecompanyandtheemployeemustmutuallyagreetotheschedulebeforetheemployeemaytaketheleaveintermittentlyorworkareducedhourschedule.Leaveforbirth,adoptionorfostercareofachildmustbetakenwithinoneyearofthebirthorplacementofthechild.

Iftheemployeeistakingleaveforaserioushealthconditionorbecauseoftheserioushealthconditionofafamilymember,theemployeeshouldtrytoreachagreementwith

thecompanybeforetakingintermittentleaveorworkingareducedhourschedule.Ifthisisnotpossible,thentheemployeemustprovethattheuseoftheleaveismedicallynecessary.

I.CertificationfortheEmployee'sSeriousHealthCondition

Thecompanywillrequirecertificationfortheemployee'sserioushealthcondition.Theemployeemustrespondtosucharequestwithin15daysoftherequestorprovideareasonableexplanationforthedelay.Failuretoprovidecertificationmayresultinadenialofcontinuationofleave.MedicalcertificationwillbeprovidedusingtheDOLCertificationofHealthCareProviderforEmployee’sSeriousHealthCondition(http://www.dol.gov/esa/whd/forms/WH-380-E.pdf).

Thecompanymaydirectlycontacttheemployee'shealthcareproviderforverificationorclarificationpurposesusingahealthcareprofessional,anHRprofessional,leaveadministratorormanagementofficial.Thecompanywillnotusetheemployee'sdirectsupervisorforthiscontact.Beforethecompanymakesthisdirectcontactwiththehealthcareprovider,theemployeewillbeagivenanopportunitytoresolveanydeficienciesinthemedicalcertification.IncompliancewithHIPAAMedicalPrivacyRules,thecompanywillobtaintheemployee'spermissionforclarificationofindividuallyidentifiablehealthinformation.

Thecompanyhastherighttoaskforasecondopinionifithasreasontodoubtthecertification.Thecompanywillpayfortheemployeetogetacertificationfromaseconddoctor,whichthecompanywillselect.ThecompanymaydenyFMLAleavetoanemployeewhorefusestoreleaserelevantmedicalrecordstothehealthcareproviderdesignatedtoprovideasecondorthirdopinion.Ifnecessarytoresolveaconflictbetweentheoriginalcertificationandthesecondopinion,thecompanywillrequiretheopinionofathirddoctor.Thecompanyandtheemployeewillmutuallyselectthethirddoctor,andthecompanywillpayfortheopinion.Thisthirdopinionwillbeconsideredfinal.TheemployeewillbeprovisionallyentitledtoleaveandbenefitsundertheFMLApendingthesecondand/orthirdopinion.

J.CertificationfortheFamilyMember'sSeriousHealthCondition

Thecompanywillrequirecertificationforthefamilymember'sserioushealthcondition.Theemployeemustrespondtosucharequestwithin15daysoftherequestorprovideareasonableexplanationforthedelay.Failuretoprovidecertificationmayresultinadenialofcontinuationofleave.MedicalcertificationwillbeprovidedusingtheDOLCertificationofHealthCareProviderforFamilyMember'sSeriousHealthCondition(http://www.dol.gov/esa/whd/forms/WH-380-F.pdf).

Thecompanymaydirectlycontacttheemployee'sfamilymember'shealthcareproviderforverificationorclarificationpurposesusingahealthcareprofessional,anHRprofessional,leaveadministratorormanagementofficial.Thecompanywillnotusetheemployee'sdirectsupervisorforthiscontact.Beforethecompanymakesthisdirectcontactwiththehealthcareprovider,theemployeewillbeagivenanopportunitytoresolveanydeficienciesinthemedicalcertification.IncompliancewithHIPAAMedicalPrivacyRules,thecompanywillobtaintheemployee’sfamilymember'spermissionforclarificationofindividuallyidentifiablehealthinformation.

Thecompanyhastherighttoaskforasecondopinionifithasreasontodoubtthecertification.Thecompanywillpayfortheemployee'sfamilymembertogetacertificationfromaseconddoctor,whichthecompanywillselect.ThecompanymaydenyFMLAleavetoanemployeewhosefamilymemberrefusestoreleaserelevant

medicalrecordstothehealthcareproviderdesignatedtoprovideasecondorthirdopinion.Ifnecessarytoresolveaconflictbetweentheoriginalcertificationandthesecondopinion,thecompanywillrequiretheopinionofathirddoctor.Thecompanyandtheemployeewillmutuallyselectthethirddoctor,andthecompanywillpayfortheopinion.Thisthirdopinionwillbeconsideredfinal.TheemployeewillbeprovisionallyentitledtoleaveandbenefitsundertheFMLApendingthesecondand/orthirdopinion.

K.CertificationofQualifyingExigencyforMilitaryFamilyLeave

Thecompanywillrequirecertificationofthequalifyingexigencyformilitaryfamilyleave.Theemployeemustrespondtosucharequestwithin15daysoftherequestorprovideareasonableexplanationforthedelay.Failuretoprovidecertificationmayresultinadenialofcontinuationofleave.ThiscertificationwillbeprovidedusingtheDOLCertificationofQualifyingExigencyforMilitaryFamilyLeave(http://www.dol.gov/esa/whd/forms/WH-384.pdf).

L.CertificationforSeriousInjuryorIllnessofCoveredServicememberforMilitaryFamilyLeave

Thecompanywillrequirecertificationfortheseriousinjuryorillnessofthecoveredservicemember.Theemployeemustrespondtosucharequestwithin15daysoftherequestorprovideareasonableexplanationforthedelay.Failuretoprovidecertificationmayresultinadenialofcontinuationofleave.ThiscertificationwillbeprovidedusingtheDOLCertificationforSeriousInjuryorIllnessofCoveredServicemember(http://www.dol.gov/esa/whd/forms/WH-385.pdf).

M.Recertification

Thecompanymayrequestrecertificationfortheserioushealthconditionoftheemployeeortheemployee'sfamilymembernomorefrequentlythanevery30daysandonlywhencircumstanceshavechangedsignificantly,oriftheemployerreceivesinformationcastingdoubtonthereasongivenfortheabsence,oriftheemployeeseeksanextensionofhisorherleave.Otherwise,thecompanymayrequestrecertificationfortheserioushealthconditionoftheemployeeortheemployee'sfamilymembereverysixmonthsinconnectionwithanFMLAabsence.Thecompanymayprovidetheemployee'shealthcareproviderwiththeemployee’sattendancerecordsandaskwhetherneedforleaveisconsistentwiththeemployee'sserioushealthcondition.

N.ProcedureforRequestingFMLALeave

AllemployeesrequestingFMLAleavemustprovideverbalorwrittennoticeoftheneedfortheleavetotheHRManager.Withinfivebusinessdaysaftertheemployeehasprovidedthisnotice,theHRManagerwillcompleteandprovidetheemployeewiththeDOLNoticeofEligibilityandRights(http://www.dol.gov/esa/whd/fmla/finalrule/WH381.pdf).

Whentheneedfortheleaveisforeseeable,theemployeemustprovidetheemployerwithatleast30days'notice.WhenanemployeebecomesawareofaneedforFMLAleavelessthan30daysinadvance,theemployeemustprovidenoticeoftheneedfortheleaveeitherthesamedayorthenextbusinessday.WhentheneedforFMLAleaveisnotforeseeable,theemployeemustcomplywiththecompany’susualandcustomarynoticeandproceduralrequirementsforrequestingleave,absentunusualcircumstances.

O.DesignationofFMLALeave

Withinfivebusinessdaysaftertheemployeehassubmittedtheappropriatecertification

form,theHRManagerwillcompleteandprovidetheemployeewithawrittenresponsetotheemployee'srequestforFMLAleaveusingtheDOLDesignationNotice(http://www.dol.gov/esa/whd/forms/WH-382.pdf).

P.IntenttoReturntoWorkFromFMLALeave

OnabasisthatdoesnotdiscriminateagainstemployeesonFMLAleave,thecompanymayrequireanemployeeonFMLAleavetoreportperiodicallyontheemployee’sstatusandintenttoreturntowork.

SpecifictoemployeesinNorthCarolinaNorthCarolinaprovidesallstateemployeeswithpregnancydisabilityleavewhentemporarilydisabledbypregnancy,childbirth,orrelatedmedicalconditions.

PregnancyLeaveRevised:02/20/2015|Effective:02/20/2015

Ifapregnantemployeeistemporarilyunabletoperformherjobbecauseofpregnancyshewillbetreatedthesameasanyothertemporarilydisabledemployee.

Pregnantemployeesarepermittedtoworkaslongastheyareabletoperformtheirjobs.Ifanemployeehasbeenabsentfromworkasaresultofapregnancy-relatedconditionandrecovers,shewillbeabletoreturntowork.

Wewillholdthepositionopenforapregnancy-relatedabsencethesamelengthoftimejobsareheldopenforemployeesonsickordisabilityleave.

MilitaryLeaveRevised:03/24/2015|Effective:02/20/2015

PetroleumCarrierswillgrantamilitaryleaveofabsenceifyouareabsentfromworkbecauseyouareservingintheU.S.uniformedservicesinaccordancewiththeUniformedServicesEmploymentandReemploymentRightsAct(USERRA).YoumustgiveyourHRManageradvancenoticeofupcomingmilitaryservice,unlessmilitarynecessitypreventsadvancenoticeoritisotherwiseimpossibleorunreasonable.

Youwillnotbepaidformilitaryleave.However,youmayuseanyavailableaccruedpaidtimeoff,suchasvacationorsickleave,tohelppayfortheleave.

ContinuationofhealthinsurancebenefitsisavailableasrequiredbyUSERRAbasedonthelengthoftheleaveandsubjecttotheterms,conditionsandlimitationsoftheapplicableplansforwhichyouareotherwiseeligible.

Yourbenefits,suchasvacation,sickleave,orholidaybenefits,willnotaccrueduringamilitaryleave.Whenyoureturnfromleave,thebenefitswillstartaccruingagain.

Ifyouareonmilitaryleaveforupto30days,youmustreturntoworkonthefirstregularlyscheduledworkperiodafteryourserviceends(allowingforreasonabletraveltime).Ifyouareonmilitaryleaveformorethan30days,youmustapplyforreinstatementinaccordancewithUSERRAandapplicablestatelaws.

Whenyoureturnfrommilitaryleave(dependingonthelengthofyourmilitaryserviceinaccordancewithUSERRA),youwillbeplacedeitherinthepositionyouwouldhaveattainedifyouhadstayedcontinuouslyemployedorinacomparableposition.Forthepurposeofdeterminingbenefitsthatarebasedonlengthofservice,youwillbetreatedasifyouhadbeencontinuouslyemployed.

Ifyouhavequestionsaboutmilitaryleave,contactyourHRManagerformoreinformation.

BenefitContinuation-COBRARevised:02/20/2015|Effective:02/20/2015

ThefederalConsolidatedOmnibusBudgetReconciliationAct(COBRA)wasenactedtoensurethatemployeesandtheirdependentscancontinuetheirhealthinsuranceoncetheyarenolongereligibleunderourhealthplan.

TherearestrictrulesaboutwhenyouareeligibleforCOBRAbenefits.COBRAallowsaneligibleemployeeand/ordependentstochoosetocontinuetheirhealthinsurancewhena"qualifyingevent"happens.Qualifyingeventsincludetheemployee'sresignation,termination,leaveofabsence,shorterworkhours,divorce,legalseparation,ordeath.Anotherqualifyingeventiswhenadependentchildstopsbeingeligibleforcoverageunderyourhealthinsurance.

IfyoucontinueyourinsuranceunderCOBRA,youwillpaythefullcostoftheinsuranceatPetroleumCarriersgroupratesplusanadministrationfee.Whenyouareeligibleforourhealthinsuranceplan,youwillreceiveawrittennoticedescribingyourCOBRArights.ThisnoticecontainsimportantinformationaboutyourrightsandwhattodoifyouneedCOBRAsoitisimportantthatyoureaditcarefullyandmaintainitwithyourinsurancedocuments.

IfyouhaveanyquestionsregardingCOBRA,pleasecontactyourHRManager.

SpecifictoemployeesinNorthCarolinaNorthCarolinaoffersplanswith2-19employeestheabilitytoqualifyfor18months.

MilitaryFamilyLeave

Revised:03/24/2015|Effective:02/20/2015

OurcompanycomplieswiththeMilitaryFamilyLeaveentitlementsundertheFamilyandMedicalLeaveAct(FMLA).EligibilityrequirementsareidenticaltothoserequiredunderFMLA:

Employeemusthavecompletedtwelvemonthsofemployment.Employmentneednotbeconsecutive;howeveremploymentpriortoacontinuousbreakinserviceof7yearsofmorewillnotbecountedunlessthebreakisdueofemployee'sfulfillmentofmilitaryobligations;Employeemusthaveworkedfor1,250hoursovertheprevious12months;Employermusthave50employeeswithin75miles.

ExigencyLeave

Eligibleemployeeswithaspouse,son,daughter,orparentonactivedutyorcalltodutystatusintheNationalGuardorReservesinsupportofacontingencyoperationmayusetheir12-weekleaveentitlementtoaddresscertainqualifyingexigencies.EmployeesmaynottakeleaveifthefamilymemberisintheregularArmedForces.Thecalltodutymustbefederal,notstate.

Qualifyingexigenciesincludeanyoneormoreofthefollowingnon-medical,non-routineactivities:

1. Short-termnoticedeploymentactivities2. Militaryeventsandrelatedactivities3. Childcareandschoolactivities4. Financialandlegalarrangements5. Counselingactivities6. Restandrecuperationactivities7. Post-deploymentactivities,and/or8. Additionalactivitiesasmutuallyagreeduponbetweenemployeeandthecompany.

MilitaryCaregiverLeave

TheMilitaryCaregiverLeavepermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12-monthperiod.AcoveredservicememberisacurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,whohasaseriousinjuryorillnessincurredinthelineofdutyonactivedutythatmayrendertheservicemembermedicallyunfittoperformhisorherdutiesforwhichtheservicememberisundergoingmedicaltreatment,recuperation,ortherapy,orisinoutpatientstatus,orisonthetemporarydisabilityretiredlist.Caregivermaybeaspouse,son,daughter,parentornextofkinofthecoveredservicemember.

EmployeeNotice

Employeesmustprovide30daysadvancenoticeoftheneedtotakeMilitaryCaregiverLeave.Ifleaveisforeseeablebut30days'noticeisnotpossible,theemployeemustprovidenoticeassoonaspossible–generally,eitherthesameornextbusinessday.Theemployeemustprovidenoticeoftheneedforforeseeableduetoaqualifyingexigencyassoonasfeasible.

Certification

ThesametimingrequirementsforcertificationapplytoallrequestsforFMLALeave,includingthoseformilitaryleave.

Spousesemployedbythesameemployerarelimitedtoacombinedtotalof26workweeksinasingle12-monthperiodiftheleaveistocareforacoveredservicememberwithaseriousinjuryorillness,andforthebirthandcareofanewbornchild,forplacementofachildforadoptionorfostercare,ortocareforaparentwhohasaserioushealthcondition.

FMLALeavemaybetakenintermittentlywhenevermedicallynecessarytocareforacoveredservicemember.FMLAmayalsobetakenintermittentlyforaqualifyingexigencyarisingoutoftheactivedutystatusorcalltoactivedutyofacoveredmilitarymember.Whenleaveisneededforplannedmedicaltreatment,theemployeemustmakeareasonableefforttoscheduletreatmentsoasnottoundulydisrupttheemployer'soperations.

MilitaryCaregiverLeaveRevised:02/20/2015|Effective:02/20/2015

TheMilitaryCaregiverLeavepermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12monthperiod.AcoveredservicememberisacurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,whohasaseriousinjuryorillnessincurredinthelineofdutyonactivedutythatmayrendertheservicemembermedicallyunfittoperformhisorherdutiesforwhichtheservicememberisundergoingmedicaltreatment,recuperation,ortherapy,orisinoutpatientstatus,orisonthetemporarydisabilityretiredlist.

Caregivermaybeaspouse,son,daughter,parentornextofkinofthecoveredservicemember.ThesametimingrequirementsforcertificationapplytoallrequestsforFMLALeave,includingthoseformilitaryleave.

EmployeeNotice

Employeesmustprovide30days'advancenoticeoftheneedtotakeMilitaryCaregiverLeave.Ifleaveisforeseeablebut30daysnoticeisnotpossible,theemployeemustprovidenoticeassoonaspossible-generally,eitherthesameornextbusinessday.Theemployeemustprovidenoticeoftheneedforforeseeableduetoaqualifyingexigencyassoonasfeasible.

Certification

ThesametimingrequirementsforcertificationapplytoallrequestsforFMLALeave,includingthoseformilitaryleave.

Spousesemployedbythesameemployerarelimitedtoacombinedtotalof26workweeksinasingle12-monthperiodiftheleaveistocareforacoveredservicememberwithaseriousinjuryorillness,andforthebirthandcareofanewbornchild,forplacementofachildforadoptionorfostercare,ortocareforaparentwhohasaserioushealthcondition.

FMLALeavemaybetakenintermittentlywhenevermedicallynecessarytocareforacoveredservicemember.FMLAmayalsobetakenintermittentlyforaqualifyingexigencyarisingoutoftheactivedutystatusorcalltoactivedutyofacoveredmilitarymember.Whenleaveisneededforplannedmedicaltreatment,theemployeemustmakeareasonableefforttoscheduletreatmentsoasnottoundulydisrupttheemployer'soperations.

Section:OptionalEmployeeBenefits

EmployeeBenefitsRevised:02/20/2015|Effective:02/20/2015

EligibleemployeesatPetroleumCarriersreceivemanybenefits.Somebenefitsarerequiredbylawandcoverallemployees.ThelegallyrequiredbenefitsincludeSocialSecurity,workers'compensation,andunemploymentinsurance.

Thereareseveralfactorsthatdecideifyouareeligibleforabenefit.Oneimportantfactorisyouremploymentclassification.SeeyourHRManagertofindoutforwhichbenefitprogramsyouareeligible.

Thisemployeehandbookcontainspoliciesdescribingsomeofthebenefitprograms,oryoumayfindmoreinformationsomewhereelse,suchastheSummaryPlanDocument.

TheCompanyprovidesthefollowingbenefitprogramstoeligibleemployees:401(k)SavingsPlanBereavementLeaveDrugorAlcoholRehabilitationProgramHealthInsuranceHolidaysLifeInsuranceLongTermDisabilityMajorMedicalInsuranceMedicalInsuranceMedicalLeaveMilitaryLeaveProfitSharingSickLeaveBenefitUniformandUniformMaintenanceVacationBenefits

Somebenefitsareprovidedtotheemployeeandsomearevoluntaryorco-pay.Thecompanywillprovideyouwithinformationonbothtypesofbenefits.

VacationRevised:05/29/2015|Effective:02/20/2015

Paidvacationisoneofthewaysthecompanyrecognizeslengthofserviceandperformanceandtoshowourappreciationbyprovidingtimeoffwithpay.

ELIGIBILITY;Full-timeemployeesreularlyscheduled30hoursperweek

Eligibleemployeesearnapaidvacationbasedonlengthofcontinuousservice.

Regular,full-timeemployeesareeligibletoearnapaidvacationbasedonthefollowingrequirements:

Completionoftherequirednumberofyearsofcontinuousservice.

1. AfterTwelvemonthsofservicefull-timeemployeesreceive5days(40hours)2. Aftertwentyfourmonthsofservicefull-timeemployeesreceive10days(80hours)

Accrual:Aftercompletingtwelvemonthsofservicefull-timeemployeesarecredited1/12oftheirvacationatthebeginningofeachmonth.Aftertimeisaccumulatedvacationmaybeusedonedayatatime.

Vacationperiodsshouldbescheduledasfarinadvanceaspossible.Vacationperiodsshouldbescheduledandapprovedbyemployee'ssupervisoratleasttwo(2)weekspriortothedaterequested.Preferenceinselectionofdateswillbegrantedbasedonlengthofservice

Eachsupervisorwillmaintainavacationscheduleforhis/hergroupandarecordofthevacationtimetakenbyeachemployee.

Awrittenauthorizationshouldbesubmittedinallinstanceswheretheemployeeisgrantedavacationday(s).Scheduledvacationmustbecancelednolaterthantheendoftheworkshiftonthelastworkdaypriortothescheduledvacationtime.

Anymissedworkdayswillbeapaidvacationdayordaysiftimeisaccrued.

Vacationdayscannotbeborrowedfromfutureyears.

Employeesonleaveofabsenceorlayoffontheiranniversarydatewillbeeligibletoreceiveearnedvacationpayprovidedtheyhaveworkedtheminimum1,250hoursintheprecedingtwelve(12)monthperiod.

TERMINATION:Employeeswithlessthanone(1)yearofcontinuousservicewillnotbeentitledtovacation.Employeeswithmorethanone(1)yearofcontinuousservicewillbepaidanyearnedunusedvacationforthepreviousyearplusanyproratedvacationforthecurrentyearprovidedtheemployeehasmettheminimumhoursrequirement.Vacationwillbeproratedbasedoncompletedyearsofservice.


Thecompanyhasprovidedadvancewrittennoticeinourvacationpolicyandhastherightandobligationtodecideiftheemployeewillbepaidornotpaidinaccordancetocompanypolicy.

HolidaysRevised:02/20/2015|Effective:02/20/2015

Thecompanyprovidesthefollowingholidaystoalleligibleemployees:

RegularFullTimeEmployees

Thecompanyobservesthefollowingholidays:

NewYear'sDayMemorialDayIndependenceDayLaborDayThanksgivingDayChristmasDay

WhenaholidayfallsonSunday,thefollowingMondayshallbeobserved.WhenaholidayfallsonSaturday,theprecedingFridaywillbeobserved.Certainholidays,suchasChristmasEve,shallbeobservedonthedayonwhichitfalls.

Nonexemptemployeesworkingonadesignatedholidaywillbepaidfortheholidayregularhourrateforthosehoursworked.Exemptemployeeswillbeallowedadifferentdayoffwithpay.

Part-timeandtemporaryemployeesarenoteligibleforholidaypay.

SickLeaveRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersprovidespaidsickleavebenefitstoeligibleemployeeswhoaretemporarilyabsentduetoillnessorinjury.Employeesinthefollowingemploymentclassificationsareeligibleforsickleave:

FullTimeEmployees

Ifyouareeligible,youwillaccruesickleavebenefitsattherateofthree@2hoursforevery30daysdaysperyear.Sickleavebenefitsarecalculatedonthebasisofa"benefityear."A"benefityear"isthe12-monthperiodthatbeginswhenyoustartearningsickleave.

Youmaynottakelessthanonedaysickleavedays.Youmayusesickleavebenefitstobeabsentbecauseyouareillorinjured.Youcanalsousesickleavetobeabsentbecauseoftheillnessorinjuryofyourchild,parent,orspouse.

Ifyoucannotreporttoworkbecauseofanillnessorinjury,youshouldnotifyyoursupervisorbeforethescheduledstartofyourworkday,ifpossible.Yoursupervisormustalsobecontactedoneachadditionaldayofabsence.Beforeyoucanreturntoworkafterasickleaveabsenceof3calendardaysormore,youmustgiveusadoctor'sstatementthatyoumaysafelyreturntowork.

Yoursickleavebenefitswillbecalculatedbasedonyourbasepayrateatthetimeofyourabsence.Sickleavebenefitsdonotincludeanyspecialformsofcompensation,suchasincentives,commissions,bonuses,orshiftdifferentials.

Ifyouareonsickleaveforanextendedabsencebecauseofanillnessorinjury,youalsomustapplyforanyotheravailablecompensationandbenefits,suchasworkers'compensation.Yoursickleavebenefitswillbeusedtosupplementanypaymentsthatyouareeligibleforfromstatedisabilityinsurance,workers'compensation,orPetroleumCarriers-provideddisabilityinsuranceprograms.Thecombinationofthesedisabilitypaymentsandyoursickleavemaynotbemorethanyournormalweeklypay.

Unusedsickleavebenefitswillnotbeallowedtoaccumulateindefinitely.

Sickleavebenefitsaremeanttoprovideincomeprotectioninthecaseyouareillorinjured.Theymaynotbeusedforanyotherabsence.


Thecompanyhasprovidedadvancewrittennoticeinoursickleavepolicyandthereforehastherighttodecidewhetherornottopayupontermination.

BereavementRevised:02/20/2015|Effective:02/20/2015

Intheeventofthedeathofanemployee'sFatherMotherBrotherSisterSpouseChildStep-childGrandparent,paidtimeoffwillbegivenuptoamaximumof2days.

Ifmorethan2daysareneeded,theemployeeispermittedtotakepersonaldays,vacationdays,orleavewithoutpay,withtheapprovalofyourimmediatesupervisor.

Part-timeandtemporaryemployeesmaytakeleavewithoutpayuponthedeathofamemberoftheimmediatefamily.

PersonalLeaveRevised:02/20/2015|Effective:02/20/2015

PetroleumCarrierswillconsiderarequestfromaneligibleemployeetotakeanunpaidpersonalleaveofabsencetofulfillpersonalobligations.Employeesinthefollowingemploymentclassificationsareeligibletorequestapersonalleave:

FullTimeEmployees

Eligibleemployeesmayrequestapersonalleaveonlyaftercompleting90calendardaysofservice.Inorderforustogiveyourleaverequestadequateconsideration,weaskthatyousubmittherequestinwritingtoyoursupervisorasfarinadvanceaspossible.

Aneligibleemployeemaynottakemorethan10calendardaysofpersonalleaveeveryoneyear.Wewillalsoconsiderawrittenrequestforasingleextensionofnomorethancalendardays.Withsupervisoryapproval,youmayincludeavailableaccruedpaidtimeoff,suchasvacation,aspartofyourpersonalleaveperiod.

Wewillgiveeachrequestindividualconsideration.Thedecisiontoapproveapersonalleavewillbebasedonanumberofbusinessfactorssuchasanticipatedworkloadneedsandstaffingconsiderationsduringtheproposedabsence.

Subjecttotheterms,conditions,andlimitationsoftheapplicableplans,PetroleumCarrierswillnotprovidehealthinsurancebenefitsuntiltheendofthemonthinwhichanapprovedpersonalleavebegins.Atthattime,youwillbecomeresponsibleforthefullcostofthosebenefitsinorderforcoveragetocontinue.Whenyoureturnfrompersonalleave,thecompanywillresumeprovidingthosebenefitsaccordingtotheapplicableplans.

Benefitaccruals,suchasvacation,sickleave,orholidaybenefits,willbesuspendedduringapersonalleave.

Whenapersonalleaveends,wewillmakeeveryreasonableefforttoreturnyoutothesamepositionifitisavailableortoanavailablesimilarpositionforwhichyouarequalified.However,PetroleumCarrierscannotguaranteereinstatementinallcases.

Ifyoudonotreporttoworkpromptlyattheendofapersonalleave,wewillassumethatyouhaveresigned.

MedicalRevised:02/20/2015|Effective:02/20/2015

ThemedicalinsuranceplanatPetroleumCarriersoffersaccesstomedicalcareinsurancebenefits.Employeesinthefollowingemploymentclassificationsareeligibletoparticipateinthemedicalinsuranceplan:

*RegularFullTime

EligibleemployeesmayparticipateinthemedicalinsuranceplansubjecttothetermsandconditionsoftheagreementbetweenPetroleumCarriersandtheinsurancecarrier.

YouwillfinddetailsofthemedicalinsuranceplanintheSummaryPlanDescription(SPD).Whenyoubecomeeligible,youwillreceivetheSPDandrateinformationpriortotheenrollmentdate.Forquestionsaboutmedicalinsurance,contacttheHRforadditionalinformation.

Dental-EmployeePaysRevised:03/10/2015|Effective:02/20/2015

PetroleumCarriersoffersdentalcoveragewhichisemployeepaid.PetroleumCarriersdoesnotcontributetothiscoverage.ItisanoptionalprogramofferedtotheemployeesofPetroleumCarriers.

VisionRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersoffersvisioncoveragewhichisemployeepaid.PetroleumCarriersdoesnotcontributetothiscoverage.ItisanoptionalprogramofferedtotheemployeesofPetroleumCarriers.

LifeInsuranceRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersoffersabasiclifeinsuranceplanforeligibleemployees.Eligibleemployeesmayalsopurchasesupplementallifeinsuranceforthemselves.

ThebasiclifeinsuranceplanincludesAccidentalDeathandDismemberment(AD&D)insurance.AD&Dprovidesbenefitsincaseanaccidentcausesaseriousinjuryordeath.

Employeesinthefollowingemploymentclassificationsareeligibletoenrollinthelifeinsuranceplan:

RegularFullTime

TheeligibleemployeesmayparticipateinthelifeinsuranceplansubjecttothetermsandconditionsoftheagreementbetweenPetroleumCarriersanditsinsurancecarrier.

TherearemoredetailsaboutourbasiclifeinsuranceplanintheSummaryPlanDescription.Ifyouhavequestionsaboutourlifeinsuranceplan,contactthehrformoreinformation.

Short-termDisabilityRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriershasashort-termdisability(STD)benefitsprogramforeligibleemployees.STDbenefitsarepaidtoeligibleemployeeswhocannotworkbecauseofqualifyingdisabilityconditionscausedbyaninjuryorillness.

EmployeesinthefollowingemploymentclassificationsareeligiblefortheSTDplan:


EligibleemployeesmayparticipateintheSTDplansubjecttothetermsandconditionsoftheagreementbetweenPetroleumCarriersanditsinsurancecarrier.Ifthedisabilitycomesfrombeingpregnantorapregnancy-relatedillness,itwillbetreatedthesameasanyotherillnessthatpreventsanemployeefromworking.

Ifthedisabilityiscoveredbyworkers'compensation,itisnotcoveredbytheSTDplan.

TherearemoredetailsintheSTDSummaryPlanDescriptionincludinghowmuchcanbepaidandwhen,thelimits,therestrictions,andwhatisnotcovered.IfyouhavequestionsaboutSTDbenefits,contacttheformoreinformation.

Long-termDisabilityRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriersprovideslong-termdisability(LTD)benefitstoeligibleemployeeswhohaveanillnessorinjurythatresultinalong-termabsence.OurLTDplanisdesignedtoensureacontinuingincomeintheeventaneligibleemployeebecomesdisabledandunabletowork.

EmployeesinthefollowingemploymentclassificationsareeligibletoparticipateintheLTDplan:


EligibleemployeesmayparticipateintheLTDplansubjecttothetermsandconditionsoftheagreementbetweenPetroleumCarriersanditsinsurancecarrier.Ifyouareeligible,youmaybeginLTDcoverageafteryouhavecompleted90calendardaysofservice.

TheLTDbenefitswillbeoffsetbyanyamountsyoureceiveunderSocialSecurityorworkers'compensationforthesametimeperiod.

YouwillfinddetailsabouttheLTDbenefitsplanincludingbenefitamounts,limitations,andrestrictionsintheSummaryPlanDescription.Andifyouhavequestions,thehrcanprovidemoreinformation.

401(k)SavingsPlanRevised:03/04/2015|Effective:02/20/2015

PetroleumCarriershasestablisheda401(k)savingsplantoprovideemployeeswiththepotentialforfinancialsecurityintheirretirement.

Tobeeligibletojoinour401(k)savingsplan,youmustcomplete12monthsofservice,hasworkatleast1,000hours,andbe21yearsofageorolder.Youmayjointheplanonlyduringopenenrollmentperiods.Eligibleemployeesmayparticipateinthe401(k)plansubjecttoalltermsandconditionsoftheplan.

The401(k)savingsplanallowsyoutoelecthowmuchsalaryyouwanttocontributeanddirecttheinvestmentofyourplanaccount,soyoucantailoryourownretirementpackagetomeetyourindividualneeds.

PetroleumCarriersmayalsocontributeanadditionalamount(tobedeterminedeachyear)toeachemployee's401(k)contribution.

Becauseyourcontributiontoa401(k)planisautomaticallydeductedfromyourpaybeforefederalandstatetaxwithholdingsarecalculated,yousavetaxdollarsnowbyhavingyourcurrenttaxableamountreduced.Whiletheamountsdeductedgenerallywillbetaxedwhentheyarefinallydistributed,favorabletaxrulestypicallyapplyto401(k)distributions.

Completedetailsofthe401(k)savingsplanaredescribedintheSummaryPlanDescription.Youcancontactyourhrformoreinformationaboutthe401(k)plan.

DentalPlanRevised:03/10/2015|Effective:03/10/2015

PetroleumCarriersoffersdentalcoveragetoouremployees.PetroleumCarriersoffersdentalcoveragewhichispaid%byPetroleumCarriersforemployees.PetroleumCarriersdoesnotcontributetothiscoveragefordependents.

Section:EmployeeConduct/Responsibilities

Attendance/PunctualityRevised:02/20/2015|Effective:02/20/2015

WeexpectPetroleumCarriersemployeestobereliableandpunctual.Youshouldreportforworkontimeandasscheduled.Ifyoucannotcometoworkoryouwillbelateforanyreason,youmustnotifyyourimmediatesupervisorassoonaspossible.

Unplannedabsencescandisruptwork,inconvenienceotheremployees,andaffectproductivity.Ifyouhaveapoorattendancerecordorexcessivelateness,youmaybesubjecttodisciplinaryaction,uptoandincludingterminationofemployment.

StandardofConductRevised:03/04/2015|Effective:02/20/2015

ThepurposeofthispolicyistooutlinewhatPetroleumCarriersexpectsfromitsemployeesintermsofappropriatebehavior.Employeeswhoviolatetheworkrulesaresubjecttodisciplinaryaction,uptoandincludingtermination.

Infractionsofthefollowingworkrulesaredeemedtobeunacceptableandmayresultinterminationuponthefirstoffense.

UnacceptableViolations

1.Theftofcompanypropertyorpersonalpropertyofanotheremployee.2.Punchinganotheremployee'stimecardorpermittingsomeonetopunchyourtimecard.3.Falsificationofanapplicationorcompanyrecord.4.Sleepingwhileonduty.5.Unauthorizeddisclosureofconfidentialinformation.6.Seriousviolationofharassmentpolicy.7.Fighting,threatening,orattemptingbodilyinjurytoanotherpersononthecompanyproperty.8.Deliberatelydamagingcompanyproperty,propertybelongingtoaco-workerortoavendor.9.Failuretowearsafetyequipmentwhererequired.10.Unauthorizeduseofcompanytime,materials,tools,etc.forpersonalgain.11.Unauthorizedalterationofcompanymachineryorequipment.12.Violationofsafetyruleswhichcouldresultinseriousinjurytoselforothers.13.Reportingtoworkundertheinfluenceofdrugsand/oralcohol.14.Possessionofguns,knives,weapons,explosives,etc.oncompanypropertyorinanyofcompanyvehicles.15.Testingpositivefordrugsonacompany-administereddrugtest.16.Refusaltocooperatewiththeinvestigationofawork-relatedmatter.17.Insubordination.18.Indecentorimmoralbehavioroncompanyproperty.19.Convictionofafelony.

GeneralViolations

Thefollowingviolationsdonotgenerallyposeamajorthreattotheoperationofthebusinessortothesafetyandwell-beingoftheindividualorotheremployees.

1.Horseplay2.Contributingtounsanitaryconditions3.Leaveworkareawithoutpermission4.Failuretoprovideanacceptablequalityofwork5.Repeatedtardinessorabsence;failuretoreporttoworkwithoutsatisfactoryreason6.Smokinginrestrictedareas7.Unauthorizedsolicitationsorpostingofmaterialsoncompanybulletinboard8.Improperoperationofanyvehicleoncompanyproperty9.Unauthorizeduseofcompanytelephonesorcomputers

Theabovelistsarenotall-inclusiveandthecompanyreservestherighttotakecorrectiveactionforanybehavioritdeemsinappropriatefortheefficientoperationofthebusiness.

ManagersandsupervisorswillfollowtheprogressivedisciplinepolicyforviolationsoftheCodeofConduct.

ProgressiveDisciplineRevised:02/20/2015|Effective:02/20/2015

PetroleumCarriers'sprogressivedisciplinepolicyandproceduresaredesignedtoprovideastructuredcorrectiveactionprocesstoimproveandpreventarecurrenceofundesirableemployeebehaviorand

performanceissues.IthasbeendesignedconsistentwithPetroleumCarriersorganizationalvalues,humanresource(HR)bestpracticesandemploymentlaws.

Outlinedbelowarethestepsofourprogressivedisciplinepolicyandprocedure.TheCompanyreservestherighttocombineorskipstepsdependingonthefactsofeachsituationandthenatureoftheoffense.Thelevelofdisciplinaryinterventionmayalsovary.Someofthefactorsthatwillbeconsideredarewhethertheoffenseisrepeateddespitecoaching,counselingortraining,theemployee'sworkrecord,andtheimpacttheconductandperformanceissueshaveontheorganization.

Procedure

Step1:Counselingandverbalwarning

Step1createsanopportunityfortheimmediatesupervisortoscheduleameetingwithanemployeetobringattentiontotheexistingperformance,conductorattendanceissue.Thesupervisorshoulddiscusswiththeemployeethenatureoftheproblemortheviolationofcompanypoliciesandprocedures.Thesupervisorisexpectedtoclearlydescribeexpectationsandstepstheemployeemusttaketoimproveperformanceorresolvetheproblem.

Withinfivebusinessdaysofthismeeting,thesupervisorwillpreparewrittendocumentationofaStep1meeting.Theemployeewillbeaskedtosignthisdocumenttodemonstratehisorherunderstandingoftheissuesandthecorrectiveaction.

Step2:Writtenwarning

Althoughitishopedthattheemployeewillpromptlycorrectanyperformance,conductorattendanceissuesthatwereidentifiedinStep1,theCompanyrecognizesthatthismaynotalwaysoccur.TheStep2writtenwarninginvolvesmoreformaldocumentationoftheperformance,conductorattendanceissuesandconsequences.

DuringStep2,theimmediatesupervisorandmanagerordirectorwillmeetwiththeemployeetoreviewanyadditionalincidentsorinformationabouttheperformance,conductorattendanceissuesaswellasanypriorrelevantcorrectiveactionplans.Managementwilloutlinetheconsequencesfortheemployeeofhisorhercontinuedfailuretomeetperformanceorconductexpectations.

Aformalperformanceimprovementplan(PIP)requiringtheemployee'simmediateandsustainedcorrectiveactionmaybeissuedwithinfivebusinessdaysofaStep2meeting.Awarningoutliningthattheemployeemaybesubjecttoadditionaldisciplineuptoandincludingterminationifimmediateandsustainedcorrectiveactionisnottakenmayalsobeincludedinthewrittenwarning.

Step3:Suspensionandfinalwrittenwarning

Theremaybeperformance,conductorsafetyincidentssoproblematicandharmfulthatthemosteffectiveactionmaybethetemporaryremovaloftheemployeefromtheworkplace.Whenimmediateactionisnecessarytoensurethesafetyoftheemployeeorothers,theimmediatesupervisormaysuspendtheemployeependingtheresultsofaninvestigation.

Suspensionsthatarerecommendedaspartofthenormalprogressionofthisprogressivedisciplinepolicyandprocedurearesubjecttoapprovalfromanext-levelmanagerandHR.

Dependingontheseriousnessoftheinfraction,theemployeemaybesuspendedwithoutpayinfull-dayincrementsconsistentwithfederal,stateandlocalwage-and-houremploymentlaws.Nonexempt/hourlyemployeesmaynotsubstituteoruseanaccruedpaidvacationorsickdayinlieuoftheunpaidsuspension.DuetoFairLaborStandardsAct(FLSA)complianceissues,unpaidsuspensionofsalaried/exemptemployeesisreservedforseriousworkplacesafetyorconductissues.HRwillprovideguidancesothatthedisciplineisadministeredwithoutjeopardizingtheFLSAexemptionstatus.

Paymayberestoredtotheemployeeifaninvestigationoftheincidentorinfractionabsolvestheemployee.

Step4:Recommendationforterminationofemployment

Thelastandmostseriousstepintheprogressivedisciplineprocedureisarecommendationtoterminateemployment.Generally,theCompanywilltrytoexercisetheprogressivenatureofthispolicybyfirstprovidingwarnings,afinalwrittenwarningorsuspensionfromtheworkplacebeforeproceedingtoarecommendationtoterminateemployment.However,PetroleumCarriersreservestherighttocombineand

skipstepsdependingonthecircumstancesofeachsituationandthenatureoftheoffense.Furthermore,employeesmaybeterminatedwithoutpriornoticeordisciplinaryaction.

Management’srecommendationtoterminateemploymentmustbeapprovedbyHRandthedivisiondirectorordesignate.FinalapprovalmayberequiredfromtheCEOordesignate.

AppealProcess

Employeeswillhavetheopportunitytopresentinformationthatmaychallengeinformationmanagementhasusedtoissuedisciplinaryaction.Thepurposeofthisprocessistoprovideinsightintoextenuatingcircumstancesthatmayhavecontributedtotheemployee’sperformanceorconductissueswhileallowingforanequitablesolution.

Iftheemployeedoesnotpresentthisinformationduringanyofthestepmeetings,heorshewillhavefivebusinessdaysafterthatmeetingtopresentsuchinformation.

PerformanceandConductIssuesNotSubjecttoProgressiveDiscipline

Behaviorthatisillegalisnotsubjecttoprogressivediscipline,andsuchbehaviormaybereportedtolocallawenforcementauthorities.

Similarly,theft,substanceabuse,intoxication,fightingandotheractsofviolenceatworkarealsonotsubjecttoprogressivedisciplineandmaybegroundsforimmediatetermination.

Documentation

Theemployeewillbeprovidedcopiesofallprogressivedisciplinedocumentation,includingallPIPs.Theemployeewillbeaskedtosigncopiesofthisdocumentationattestingtohisorherreceiptandunderstandingofthecorrectiveactionoutlinedinthesedocuments.

Copiesofthesedocumentswillbeplacedintheemployee'sofficialpersonnelfile.

Importantnote:Nothinginthispolicyprovidesanycontractualrightsregardingemployeedisciplineorcounseling,norshouldanythinginthispolicybereadorconstruedasmodifyingoralteringtheemployment-at-willrelationshipbetweenPetroleumCarriersanditsemployees.

CellPhoneUsageRevised:03/04/2015|Effective:02/20/2015

Weprovidecellphonestosomeemployeesforbusinessuse.Employeeswithcellphonesareallowedtousethemforshortpersonalcallswithinreasonablelimits.Sometimeswemaycheckcellphonebillstomakesurethispolicyisbeingfollowed.

PetroleumCarriersprohibitsemployeesusingcellphonesforbusinesswhiletheyaredriving.Ifyouaredrivingandneedtouseacellphone,youshouldpullofftheroadandstopbeforeyouplaceacallortalkonthephone.

Useofpersonalcellphonesisdiscouraged,asitisdisruptivetotheworkflowoftheoffice.Personalcellphonesshouldbeturnedoffwhileatwork.Useofyourpersonalcellphoneispermittedduringyourlunchbreak.

SpecifictoemployeesinNorthCarolinaNorthCarolinaprohibitsdriversyoungerthan18andschoolbusdriversfromanycellphoneusewhiledrivingandbanstextingforalldrivers.

DrugFreeWorkplaceRevised:03/04/2015|Effective:02/20/2015

PetroleumCarriersiscommittedtobeingadrug-freeandsafeworkplace.Ouremployeesmustbephysicallyandmentallyfittoperformtheirdutiesinasafeandefficientmanner.Therefore,noemployeeshallworkorreporttoworkwhileundertheinfluenceofalcohol,illegaldrugs,oranysubstancethatwouldaffecthis/herabilitytoperformthejobinasafeandefficientmanner.

Noemployeeshallconsume,display,orhaveinhis/herpossession,includingtheworkplaceorincompanyvehicles,alcoholicbeveragesorillegaldrugsatanytimeduringtheworkday,includingduringlunch,breaks,andon-callhours.Todosocouldjeopardizethesafetyofotheremployees,companyequipment,andthecompany'srelationswiththepublic,andisaprimecausefordisciplinaryaction,uptoandincludingdischarge.TheexceptiontothisruleiswhentheNooneatcompanyfunctionsorotherbusinessactivities,authorizesconsumptionofalcoholicbeverages.

Whenemployeesarerequiredtotakeanykindofprescriptionornonprescriptionmedicationthatmaypotentiallyaffecttheirjobperformance,theyarerequiredtoreportthistotheirimmediatesupervisor,whowilldetermineifitisnecessarytotemporarilyplacethemonanotherassignmentortakeotherappropriateaction.

Toprotectthebestinterestsofemployeesandthepublic,thecompanywilltakewhatevermeasuresarenecessarytodetermineifalcoholorillegaldrugsarelocatedonorarebeingusedoncompanyproperty.Measuresthatmaybeusedwillincludebutnotbelimitedtosearchesofpeopleandofpersonalpropertylocatedoncompanypremises,whichmaybeconductedbylawenforcementauthoritiesorbymanagement,aswellasdrugand/oralcoholteststobeconductedwhenthereisreasonablesuspicionofsubstanceabuse.

Whenurinalysisand/orbloodtestsarerequestedornecessary,sampleswillbetakenunderthesupervisionofanappropriatehealth-careprofessional.Theabove-mentionedsearchesanddrugtestswillnotbeconductedifanindividualrefusestosubmit;however,refusaltosubmitwillresultinimmediateremovalfromserviceandmayresultintermination.

Employeesexperiencingproblemswithalcoholorotherdrugsareurgedtovoluntarilyseekassistancetoresolvesuchproblemsbeforetheybecomeseriousenoughtorequiremanagementreferralordisciplinaryaction.Ifyouhavequestionsregardingthispolicyorissuesrelatedtodrugoralcoholuseatwork,youcanraiseyourconcernswithyourimmediatesupervisorortheLloydBradleySrwithoutfearofreprisal.

UndertheDrugFreeWorkplaceAct,ifyouperformworkforagovernmentcontractorgrant,youmustnotifyPetroleumCarriersifyouhaveacriminalconvictionfordrug-relatedactivitythathappenedatwork.Youmustmakethereportwithinfive(5)daysoftheconviction.

AllemployeesmustcomplywithcompanyinstructionsonDrugandAlcoholtestingthataregiventomeetDOTregulations.

WorkplaceSafetyRevised:02/20/2015|Effective:02/20/2015

TheOccupationalSafetyandHealthAct(OSHA)requireallemployerstoprovideasafeandhealthfulworkplacefortheiremployees.Inthisregard,itisimportantthatadequatepoliciesandproceduresbedevelopedandadheredtoinordertoensuresafe,efficientoperatingconditions,therebysafeguardingemployeesandfacilities.

Ourcompanywillnotknowinglypermitunsafeconditionstoexist,norwillitpermitemployeestoindulgeinunsafeacts.Violationsofcompanyrulesandregulationswillresultindisciplinaryaction.Thecompanybelievesthatthesafetyofemployeesandphysicalpropertycanbestbeensuredbyameaningfulprogram.

Employee---Sincetheemployeeonthejobisfrequentlymoreawareofunsafeconditionsthananyoneelse,employeesareencouragedtomakerecommendationsand/orsuggestionsregardingunsafeconditionstotheirimmediatesupervisorsothattheymaybecorrected.

Supervisors---Supervisorsareresponsiblefortheworkingconditionswithintheirdepartment.Asupervisorshouldremainalertatalltimestodangerousandunsafeconditions,sothathe/shemayrecommendcorrectiveaction,disciplineemployeeswhohabituallycreateorindulgeinunsafepractices,assessneworchangedsituationsforinherentdangers,andfollowuponemployeesuggestionsforcorrectiveactionsothatunsafeconditionsarenotinstitutedorpermittedtocontinue.

Non-SmokingPolicyRevised:03/03/2015|Effective:03/03/2015

PetroleumCarriersisasmoke-freeworkplaceinordertomaintainthehighestpossiblesafetyconditionsandbecauseweareconcernedaboutouremployees'health.Wealsoencouragesmokerstoquitsmoking.

AnyquestionsregardingourNon-Smokingpolicy,pleasecontacttheDaveHouseholder.

ReportingWorkRelatedInjuriesRevised:02/20/2015|Effective:02/20/2015

PetroleumCarrierspays100%ofthepremiumoninsuranceprovidedbyourWorkers'CompensationundertheWCAct.Thislawwasdesignedtoprovideyouwithbenefitsforanyinjurywhichyoureceivearisingoutofyouremploymentwiththecompany.

Undertheprovisionsofthelaw,ifyouareinjuredwhileatworkforthecompany,thisinjurymustbereportedimmediatelytoyoursupervisor,nomatterhowslightitmightseem.FailuretodosocouldresultinyourclaimforWorkers'Compensationbenefitstobedeniedbytheinsurer.

Forfurtherinformation,pleaserefertoourWorkers'Compensationpolicy.

ConfidentialityRevised:03/04/2015|Effective:03/04/2015

Informationregardedasconfidential,includingpayroll,financialstatements,customerlists,pricelistsandotherinformation,shouldbehandledcarefully.Managersshouldinstructtheirstaffcomingincontactwiththisinformationastowhatisconfidentialandshouldrequirethatstaffwrite"PERSONALANDCONFIDENTIAL"onsuchmaterialsontheoutsideofanyenvelopesandcorrespondence.

EmployeesshouldbeinstructedthatuponreceiptofmaterialsmarkedPersonalandConfidential,thesematerialsshouldbeleftsealed,tobeopenedbytheindividualtowhomtheyareaddressed.

Confidentialinformationregardingthecompanyorthecustomersweserveshouldinnowaybedivulgedverbally,inwrittencorrespondenceore-mail.Failuretoabidebythispolicywillresultindisciplinaryaction,uptoandincludingdischarge.

WorkplaceViolenceRevised:02/20/2015|Effective:02/20/2015

Thecompanywillnottolerateworkplaceviolence.Anyemployeewhocommitsanactofviolenceatworkagainstapersonorpropertywillfacedisciplinaryactionuptoandincludingdischarge.Ifcircumstanceswarrant,thematterwillbereferredtolegalauthoritiesforprosecution.Workplaceviolenceisviolenceagainstemployeesandiscommittedbypersonswhoeitherhaveanemployment-relatedconnectionwiththecompanyorareoutsiders,andinvolves:

1.Physicalactsagainstpersonsoremployerproperty2.Verbalthreats,orviciousstatementsthataremeanttoharmorcauseahostileenvironment3.Writtenthreats,viciouscartoonsornotes,andotherwrittenmaterialthatismeanttothreatenorcreateahostileenvironment4.Visualactsthatarethreateningorintendedtoconveyinjuryorhostility.

Allemployeesareexpectedtoreportanyactofviolence.Employeesshouldbringtheirconcerndirectlytotheattentionoftheirimmediatesupervisor.Allsuchreportsshallbefullyinvestigated.Anyemployeewhotakesanyadverseactionagainstapersonwhoreportsanyactofviolenceorasuspicionofviolenceshallbesubjecttoimmediatediscipline,uptoandincludingdischarge.

Section:AdditionalPolicies

DispatchRevised:05/29/2015|Effective:03/04/2015

Driverswillbedispatchedonalocal,regional,andlonghaulbasisprovidingtherareenoughhoursofservicetocompletetherun.

Therewillbenoexcusesforrefusalofdispatchunlessthereisanhoursofserviceproblemorpersonalemergecy.

AlldriversmustmakecallinstoDispatchasrequestedbythedispatcher.

DriversmustloadthequanityoffuelasgivenbytheDispatcher.Anyincreaseordecreaseinproductmustbeapprovedbythedispatcher.Allloadswillbepaidonthedispatchedquanity.Anyoverloadviolationsasaresultofloadingotherthanthedispatchedamountwillbepaidforbythedriver.

InclementWeatherRevised:03/04/2015|Effective:03/04/2015

Intheeventofinclementweather,resultinginthelossofdeliveriesorpickups,weexpectourdriversandotheremployeestoworkadditionaldaystomeetourobligationstoourvaluedcustomers.

Loading&UnloadingdirectionsRevised:03/04/2015|Effective:03/03/2015

LoadingandunloadinginstructionsareincludedinourJobDescriptionandLoading/Unloadingbookletwhichyoumustsignthatyouhavereceivedacopyoftheseprocedures.

Section:Acknowledgement

AcknowledgementofReceiptofCompanyHandbookRevised:03/24/2015|Effective:02/20/2015

Thishandbookhasbeenpreparedtoprovideyouwithageneralunderstandingofourpersonnelpolicies,workrulesandbenefits.Allemployeesareresponsibleforbecomingfamiliarwithourpoliciesandprocedures.Ifyouhaveanyquestionsregardingthematerialinthehandbook,pleasecontactyoursupervisororanyothermemberofmanagementforclarification.Thehandbookshouldnotbeconstruedasanemploymentcontractoragreementforemploymentforanyspecifiedperiodoftime.Wereservetherighttomakechangestothesepoliciesatanytime.Whenchangesarenecessary,wewillinformyouofthechangestobereadonthewebpage.

Iacknowledgethatthehandbookislocatedonthecompanywebpageatwww.petroleumcarriers.comandIhavereadorwillreadatmyconvenience.ThereareprintedcopiesavailableintheSafetymanagersofficeforreadingandImayreceiveaprintedcopyifIdesire.IhavealsoreceivedacopyoftheJobDescriptionandLoading/Unloadingbooklet.

EmployeeName

(PleasePrint)___________________________________________

EmployeeSignature______________________________

Date:_________________

Documents

Employee handbook - Petroleum Carrierspetroleumcarriers.com/wp-content/uploads/2015/06/Employee-Handb… · Section: Introduction Welcome Revised: 03/04/2015 | Effective: 03/04/2015