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Use of the Internet must not disrupt opera on of The Company computer network and must notinterfere with an employee’s produc vity. Employees are responsible for using the Internet in amanner that is ethical and lawful. You should not assume the confiden ality of any message. Evendeleted or erased messages are s ll retrievable. Viola on of these policies may result in disciplinaryac on up to and including termina on of employment.You are expected to exercise honesty, high ethical standards, and good judgment in all businessdealings. You must avoid any ac ons that might create a conflict of interest or even an appearanceof such a conflict that might reflect unfavorably on The Company. The following, although not acomplete list, are examples of ac vi es that might create a conflict of interest and must beavoided: Ownership, directly or indirectly, by an employee of a substan al financial interest in anyoutside concern that: Is a compe tor of The Company; Conducts business or seeks to do business with The Company, or furnishes, orseeks to furnish, its services or supplies or materials; and The employee has the authority or ability to make any decisions orrecommenda ons or otherwise could have any influence. Performing compe ve work on the side for our clients. Engaging in any ac vity that conflicts with the business interests of The Company. Accep ng gi s, bonuses, or anything of value (except small items offered as a normalbusiness courtesy) from any recognized poten al client or any consultant, supplier,contractor, compe tor or customer of The Company. (Also see the “Confiden ality” and“Moonligh ng” policies.)As employees, you may be aware of company private informa on that if known to compe torscould be harmful to The Company. This informa on should be kept confiden al and not sharedwith anyone outside The Company. Viola on of this policy may result in disciplinary ac on up toand including termina on of employment.Some employees may also be entrusted with proprietary informa on that is considered ownedproperty and is for the exclusive use of The Company. Such informa on may include pricingformulas, corporate strategies, financial informa on, employee informa on, contractual documents,and customer lists. Those employees may be required to sign a confiden ality agreement, legallyrestric ng the disclosure of this informa on. (Also see the “Conflict of Interest” and “Moonligh ng”policies.)There are specific laws requiring us to deduct certain money, such as taxes and Social Security,from your pay each week. In addi on, there may be other deduc ons made, such as mandatedchild care payments or court‐ordered deduc ons.Elite Lawn Care Employee Handbook9

There may be other reasons for such deduc ons like purchases made from or through TheCompany or breakage or loss of company property if determined by The Company to be neglector inten onal abuse. In most cases, you will enter into a signed agreement with The Company,agreeing to the indebtedness and the pay deduc ons. We do not provide loans or pay advances.The Company, reserves the right to monitor all of its premises and property, including the office,shop, parking lot, storage areas, computer equipment, tablets, cell phones, hardware, so ware,internet usage, files, tools, equipment, and vehicles etc. The Company reserves the right to accessand monitor all property owned by The Company at any me. You should assume neither privacynor ownership of any informa on stored or processed on any equipment. You should also assumethat all you say and do could be viewed by others at any me. In addi on, you should assume thatpersonal property stored on or in company property, could be subject to searches when there isreasonable cause or suspicion to do so.Moonligh ng, as defined for our purposes, occurs when an employee is doing other work outsideof their employment with The Company while employed by us. These acts are acceptable only inthat they: Occur on your own me. Do not interfere with your employment with us. Do not compete with The Company in any way (example – working for anotherLandscaping Company in our immediate service area). Do not include the use of company equipment, materials, tools, or expense. Do not take any client or business away from The Company. Are not conducted, managed, or administered during company me.Any client asking for work to be done should be referred to us.Ownership or partnership in a company or enterprise that is compe ve with The Company is notethical and is not allowed. (See also the “Conflict of Interest” and “Moonligh ng” policies.)For all hours worked from Sunday through the following Saturday, employees will be paid on thefollowing Friday normally by 2pm. Employees will be required to sign for their own paycheck.Please note that all employees must pick up their own Paycheck before Close of Business onPaydays. If the paycheck is not picked up by Close of Business on Payday, it will remain locked atThe Company Office un l the next business day. The Company provides no pay advances or loans.Personnel records will be kept on all employees and are the property of The Company. Onlyjob‐related informa on is kept in personnel files. It is important that all the informa on in your filebe accurate and up to date. Please no fy us of any change in your personal informa on, such as;address, phone number, educa on, training, cer fica ons, etc. You may have access to yourpersonnel record up to two mes per calendar year and within 7 days of the request being made.Elite Lawn Care Employee Handbook10

Your work with us is important. When you are not here it makes a difference. Absenteeism andtardiness prevent us from servicing our clients in a business‐like and professional manner. Theyalso impose a burden on other employees.Our work day begins at different mes depending upon the Season. at the shop. Start mes andstart loca on may be adjusted at the discre on of your supervisor. We expect you to be on meevery day.Any absenteeism is a problem. Necessary and understandable absenteeism with properno fica on we can work with. But habitual absenteeism and tardiness will be addressed and canlead to disciplinary ac ons including termina on of employment. No‐Call‐ No‐Show absenteeism iseven more serious and will not be tolerated. Any such cases can also lead to disciplinary ac onincluding termina on.Three (3) days of No‐Call No‐Show or without an unacceptable cause is considered jobabandonment and will be considered a resigna on.No fica on of AbsenceYou must no fy the office at (224‐678‐0088), as soon as you know you are not going to be atwork on a day for which you are scheduled. You should make that no fica on call no later than6:00 am or one (1) hour before your shi is to start, and this call must be made by you. Do nothave rela ves or friends make this call for you. When you call the office number you will bedirected to leave a message for your Supervisor. You will receive a call back and will be expected tospeak to the Caller. If you are absent for more than one day, you will need to provide a MedicalNote.You are also required to call in on each day of absence, unless the full length of absence can bedetermined and agreed on in advance. This enables your supervisor to plan work schedules anddetermine whether a replacement is required.If you must be absent because of a necessary appointment, we ask that you give us at least one (1)week’s no ce if possible. Emergency situa ons will be honored on a case‐by‐case basis and at thesole discre on of The Company. A single day off or less requires 1 weeks’ no ce. Anything morethan that will require 3 weeks’ no ce and must be approved by your supervisor ahead of me.Please see vaca on policy for more informa on.Any absenteeism is a problem. Necessary and understandable absenteeism with properno fica on we can work with. But habitual absenteeism and tardiness will be addressed and canlead to disciplinary ac ons including termina on of employment. No‐Call‐ No‐Show absenteeism iseven more serious and will not be tolerated. Any such cases can also lead to disciplinary ac onincluding termina on.Three (3) days of No‐Call No‐Show without an unacceptable cause is considered job abandonmentand will be considered a resigna on.Elite Lawn Care Employee Handbook11

Cell phones are provided to some employees as necessary for work‐related communica ons.Employees are expected to use them to conduct their daily job ac vi es. Cell phones, whetherthey be company‐owned or your personal cell phone, are not to be used to conduct personalbusiness during work hours, except during lunch or breaks, or in cases of emergency. Please adviseyour friends and family to refrain from calling you except in those cases. As a guide, whether youare using your cell phone or ours, such personal use should never exceed five (5) minutes a day.Any personal use of company cell phones will be charged back to the user. Accessing YouTube,Music Streaming Services, or other non‐work‐related sites on cell phones are prohibited.Company‐issued cell phones are the property of The Company, and employees are required toreimburse The Company for lost or damaged cell phones. You should assume neither privacy norownership of any informa on stored or processed on this equipment.Safety is a primary concern, thus cell phone use while driving a company vehicle is forbidden,unless you are using a hands‐free device. Employees are prohibited from taking notes while drivinga company vehicle or from using any headset device that restricts normal hearing. Employeesshould refrain from engaging in stressful or emo onal conversa ons while driving.Anyone who drives a company vehicle must maintain a valid driver’s license and be insurable byThe Company’s insurance carrier. Both driver and passenger(s) must have the seat belts in full usewhenever a company vehicle is used. No use of music, radio, or entertainment headset electronicsthat may impede your hearing ability is allowed by any vehicle driver.Please note that all electronics may be monitored by The Company including GPS Surveillance ofthe Vehicle. The shortest route possible to the job site should be the way routes are configured.Company Vehicles should not be driven off route or driven out of their way to make unauthorizedstops.It is the employee’s responsibility to make sure that the company vehicle is in good working orderand clean of trash, debris, etc. at the end of each work day. All employees should do a onceoverand a check before driving the vehicle to inspect the vehicle for any issues or maintenanceconcerns. A check should be performed a er using the vehicle at the end of the day as well.Failure to do so, could result in disciplinary ac on.You must no fy us in the event that you receive a cita on for a moving viola on, driving under theinfluence (DUI), or any restric on or loss of your driving privileges. You will be held responsible forall moving and parking viola ons. You are responsible for and must pay any fines issued for suchviola ons. If a cket is incurred due to a malfunc on of the company vehicle which wasunforeseen (for example a tail light goes out during driving) then The Company will pay for the costof the cket. However, all ckets incurred for malfunc ons of the company vehicle which shouldhave been no ced during a morning maintenance check and were not brought to the a en on ofthe crew leaders or management will not be paid by the Company.Elite Lawn Care Employee Handbook12

No one under 18 years of age may drive any company vehicle or use company equipment, exceptin case of emergency. Be courteous to other drivers, and drive with cau on. You have a companyimage to protect!Only employees of The Company are allowed to ride in company vehicles. No nonemployeepassengers are allowed in or on company vehicles.There may be a rare occasion where an employee is requested to use his/her personal vehicle forcompany business. In such cases, The Company will reimburse the employee at the current IRSmileage allowance. If due to the opera onal cost of your personal vehicle being greater than anormal vehicle, and in which you have prior approval from Management, you may be paid anincreased Mileage allowance. You must keep a daily log of miles driven, odometer readings, anddes na ons. Reimbursement is on a monthly basis and will be considered a reimbursement forbusiness expenses. The Company is not responsible for any damage to the vehicle, or costsincurred for the running of the vehicle for company use including insurance. The IRS mileageallowance should be considered to help with the costs incurred for insurance, maintenance, etc.You will be assuming risk using your own vehicle.You must no fy us in the event that you receive a cita on for a moving viola on, driving under theinfluence (DUI), or any restric on or loss of your driving privileges. You will be held responsible forall moving and parking viola ons while using your vehicle for Company use. You are responsible forand must pay any fines issued for such viola ons.In order to be reimbursed, you must have signed approval from the owner(s) to be paid forcompany use of your personal vehicle.Our clients see you as the face of The Company. Always treat them with respect. Foul languagewill not be tolerated on the job or in our offices. Be prompt and courteous, smile when you meetthem, use proper language, and be helpful.If the client changes the scope of work or alters the job in any way, you must check with yoursupervisor or the department manager before proceeding. Do so in a courteous, professionalmanner to assure that the customer has no ill feelings.What Our Customers Expect: A rac ve, clean, and manicured property Properly installed plant material and related items Easily iden fiable, pleasant, and neatly‐dressed staff Expert help when need Value for their money Personal a en on and concern for their needs Respect and apprecia on from staff Efficient, courteous service Swi and fair resolu on of complaints Fulfilled promisesElite Lawn Care Employee Handbook13

Eight Rules for Good Customer Service:1. Always greet the customer pleasantly.2. Know the customer's name and use it.3. Smile.4. Never argue with a customer. If you find yourself unable to speak courteouslywith a customer, call your supervisor.5. Always say thank you.6. Know your job. If you're not sure of the answer, get the answer from anotherstaff person.7. Maintain professionalism at all mes.8. Remember that our customers are your first priority. Please treat them with respect.Job‐Site E que e:1. Radios — Personal radios will be allowed with an appropriate volume level and lyrics.2. Appearance — A shirt must be worn at all mes.3. Clean up — At the end of each workday, the job site should be cleaned up and le free oftrash, food containers, and other debris.In a commitment to safeguard the health of our employees and to provide a safe workingenvironment for everyone, we have established this drug‐free workplace policy. Under this policy,it is a condi on of employment for team members to refrain from repor ng to work or workingwith the presence of drugs or alcohol in their body. The Company has no tolerance for anysubstance abuse in any form.The Essen al Parts of This PolicyThe Company prohibits the illegal use, possession, sale, manufacture, or distribu on, of drugs,alcohol, or other controlled substances on its property. It is also against this policy to report towork or to work under the influence of drugs or alcohol. Any employee who is taking anyprescrip on drug that might impair safety, performance, or any motor func ons must advise his orher supervisor of this fact before repor ng to work under the influence of such medica on.Drug and Alcohol Tes ngThe Company uses the following drug‐screening methods as part of our drug‐free workplacepolicy: Reasonable Cause Tes ng: An employee will be tested when there is reasonable suspicionthat he/she is using or has been using illegal drugs or alcohol or if we suspect that there isdrugs or drug paraphernalia, or alcohol in company vehicles assigned for employee’s use oron the person of said employee. Incident Tes ng: In the event of an accident or incident wherein injury or property damageoccurs, all involved par es will be tested for drugs and/or alcohol. Follow‐up Tes ng: An employee who has been determined to have used drugs or alcoholand is permi ed by The Company to return to work will be subject to unannouncedfollow‐up drug tests. Random Tes ng: Employees who drive for The Company are subject to random drugtes ng.Any employee who refuses to submit to tes ng or fails such tes ng will be subject to immediatetermina on of employment.Elite Lawn Care Employee Handbook14

In the event of an on‐the‐job injury, act immediately to assure that you are safe then follow theseprocedures.1. In a life‐threatening emergency, call 911 as soon as possible.2. In a non‐life‐threatening emergency, contact your supervisor. Your supervisor willdetermin

Naval Reserves while connually running the business. In 2009, he was deployed to Iraq. Aer the birth of a child, he returned and connued to grow and expand the business. In 2010, Mike purchased a competor's business and Elite Lawn Care further benefited from its stellar reputaon with its customers.