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					EMPLOYEE HANDBOOK

Welcome to ACS inc.

This handbook has been developed as a resource for information regarding the company’s employment benefits and policies. You should familiarize yourself with these policies as they are intended to help you understand the corporation’s culture and philosophies and guide you in interpreting your benefit choices. These policies are not, however, intended to be constructed in any manner as the terms and conditions of an employment contract. This handbook and the policies contained herein are subject to change by management at any time, particularly as a result of continuous improvement efforts. You will be notified of any such changes when they occur. You should also be aware that North Carolina is an “employment at will” state. This means that absent a written agreement to the contrary, either you or ACS inc. is free to discontinue your employment at any time for any reason or no reason. Should you have questions, comments or suggestions about anything contained in this handbook please feel free to contact a member of the Corporate Planning Team.

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Mission and Philosophy ACS’s mission is to be the premier building products distributor in the Triangle. ACS is a customer-focused, regional distributing business with broad construction and aftermarket capabilities. We constantly strive for 100% customer satisfaction by delivering value added construction services. ACS strives through the use of proven practices with a heavy emphasis on safety and quality control. To attract the best people and maintain extraordinary results and performance from our employees, it is our core belief that our employees must realize a high level of job satisfaction. We accomplish this by providing our employees with:      Training Opportunity for growth Rewards and recognition Caring family atmosphere Challenging work

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Organization 3.1 Staff Organization ACS is divided into three divisions that carry out activities in the following categories:  Multifamily Division: The Multi-family division sells windows, doors, fireplaces, and heating and air applications on large projects.  Fireplace Division: The Fireplace division sells and installs fireplaces, gas logs, marble, granite and mantles. This division focuses on builder customers but is also heavily involved with the homeowner.  Mechanical Division: The Mechanical division sells and installs heating and cooling solutions for builder and homeowner customers. This division is also involved with service contracts and warranties. Each division head is responsible planning, budgeting and operational activities with all activities subject to approval by the Corporate Planning Team and adherence to ACS’s mission and philosophy. 3.2 Staff Communications In order for all staff members in the organization to properly and efficiently carry out their responsibilities to one another, all parties need to be informed fully as to what is going on and why. You should be kept informed of procedures and policies, and you should also make every effort to seek out information when you need it. If you have any problems connected with your job, every effort will be made to resolve them properly and fairly. In addition, your division leaders and fellow members want to know what is on your mind so they can benefit from your ideas and experiences and properly and fairly react to

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Any problems that may arise. Filling these needs requires free and open two-way communication. To facilitate communication, ACS provides a variety of techniques. For instance, staff meetings (all staff or various division meetings) give you a chance to hear and discuss new policies, status reports, business plan updates, etc. In addition, various tools such as e-mail, voice mail, memos and bulletin board announcements provided so that important news can reach all employees. 3.3 Orientation Process During the first few days of employment, all new staff members are provided a general orientation session by a member of the personnel staff. The personnel staff will explain ACS’s employment benefits and general operating policies, and will provide instructions for enrollment in the various benefits plans. Orientation regarding an employee’s product and service work and procedures is typically provided later by the employee’s direct supervisor or division leader.

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Employment Policies 4.1 Equal Employment Opportunity It is the policy of ACS to provide equal opportunity to all qualified persons without regard to race, creed, color, religion, sex, national origin, age, citizenship or disability. This policy covers all activities of employment, including but not limited to, recruiting, hiring, placement, upgrading, promotion, demotion or transfer, layoff, recall and termination, rates of pay and participation in all company sponsored activities. To ensure that employment and promotional decisions are made in accordance with equal employment opportunity. This policy shall be periodically brought to the attention of the full staff and shall be administered with a positive attitude by those with the responsibility to carry out the above activities. It is also the responsibility of each employee to ensure affirmative implementation of this policy in order to avoid any discrimination in employment. All employees are expected to recognize this policy and cooperate with its implementation. Violation of this policy is a disciplinable offense. Any employee who feels that he or she has been the subject of discrimination or has knowledge of such discrimination in the company should, without fear of recrimination, make his or her concern known to a member of the Corporate Planning Team as soon as possible. ACS is committed to the thorough and prompt investigation of all claims of discrimination raised by its staff.

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4.2 Grievance Policy It is ACS’s policy to provide fair and open communication between management and employees, one in which employees can feel completely free to voice their opinions without fear of retribution. As such, employees should know that they are welcome to make any concerns or problems known to a member of the Corporate Planning Team or your direct supervisor. However, in the interest of fair dealing, employees should always make an attempt first to resolve any conflicts or concerns directly with the individuals or staff members involved. Realizing that there may be times when that may be impractical, employees should then take issue to the Corporate Planning Board for consideration. The Corporate Planning Team and/or personnel staff will conduct any necessary fact finding studies in order to fully understand the nature of the concern and identify any obstacles to resolving the issues. CPT will make the final decision regarding any action or inaction to be taken based solely on the facts involved. Should any employee feel that the decision rendered by CPT is incorrect, he or she may appeal in writing and request a review of the issue by the owners of the company. Because, however, there are always at least two sides to any issue among two or more people, the company cannot respond to anonymous complaints. ACS must be able to investigate fully any concern or complaint by an employee and cannot do so if the initiating party remains unknown.

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4.3 Disciplinary Policy ACS’s disciplinary policy is based on several factors. First, there exists a supervisor responsibility for dealing with the initial unsatisfactory performance or behavior of an employee. Second, company management has the responsibility of clearly communicating the link between an offending employee’s actions and their consequences. Finally, except in certain aggravated circumstances, a basic “three strikes” policy of progressive disciplinary actions will be employed. In all instances, however, it is up to the offending employee to take responsibility for improvements in his or her own performance or behavior. Discussions: If at any time an employee’s work or conduct is considered unsatisfactory, a verbal complaint and suggestion for improvement should be registered directly with the offending employee. Offending employees are then expected to respond to the complaint to their supervisor with a commitment and plan to improve the work or conduct. Written Acknowledgments: A repeated complaint regarding unsatisfactory work or conduct will be documented in writing. Both the nature and history of the complaints and subsequent responses received from the offending employee will be kept on file. The offending employee will be asked to sign this written warning acknowledging receipt and may respond in writing to such documents placed in his or her file. Formal Action: Should unsatisfactory work or conduct continue to occur, your supervisor will inform you in writing the recommendation regarding suspension, demotion, reassignment or termination. The owners will make the final decision regarding any formal actions to be taken, up to and including termination.

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Exceptions: In certain instances, the behavior or conduct of an offending employee may be so serious as to warrant a suspension without pay. During this time, the Corporate Planning Team will fully investigate the nature and circumstances of the incident and determine the appropriate next step which may include any action ranging from reinstatement to termination. However, certain blatant violations of either corporate or public policy including, without limitation, violent assaults, weapons violations, dishonesty, ethics violations, etc., may result in immediate termination of an employee by corporate management and possible notification of police authorities. In all cases, ACS will look to the nature of the incidents or performance deficiencies and take into consideration past disciplinary actions taken for similar offenses in order to ensure the consistent and fair disciplinary treatment of all employees. 4.4 Sexual Harassment ACS forbids sexual harassment involving any of its employees in the employment relationship. It is the company’s firm policy that all employees are entitled to a work environment free of discriminatory harassment, including that based on sex. Sexual harassment is defined broadly as such conduct as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, including without being limited to sexual jokes, teasing, touching or language. Disciplinary action, up to and including termination, will be taken against any employee who engages in the following behavior:

EMPLOYEE HANDBOOK  Suggesting or stipulating that submission to such sexual conduct is explicitly or implicitly a term or condition of an individual’s employment.  Suggesting or stipulating that submission to or rejection of such sexual conduct is a basis for employment decisions.  Perpetuating conduct that has the purpose or effect of substantially interfering with an individual’s work performance or creates an intimidating, hostile or offensive work environment. Employees, without fear of reprisal, have the responsibility to bring any pattern of conduct that may constitute unlawful sexual harassment to the attention to any member of the Corporate Planning Team. Upon such knowledge, the corporation will conduct a prompt and, to the extent possible, confidential investigation into the circumstances of any person who believes that he or she is the object of or has been subjected to sexual harassment and will review the results of the investigation with that person. The corporation will move promptly to resolve any sexual harassment problems that it identifies or that are brought to its attention. 4.5 Drug Free Work Place Policy ACS is committed to providing a drug free workplace. The unlawful manufacture, purchase, sale, distribution, dispensing, possession, or use of drugs, alcohol or any controlled substance in the workplaces of ACS is prohibited. The illegal use of drugs off duty or off company premises is also prohibited since impairment can occur subsequently at the workplace. Drug and/or alcohol abuse in the workplace is a threat to the safety and health of all employees. It jeopardizes the efficiency of our operations and the quality of our work.

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Compliance with this drug free work place policy is specifically made a condition of employment, regular or temporary. Any employee who violates this specific policy will be subject to disciplinary action, up to and including termination, and/or will be required to participate satisfactorily in a drug abuse assistance or rehabilitation program approved by an appropriate health or law enforcement agency. Employees must notify the Corporate Planning Committee of any criminal drug statute conviction for a violation occurring on or off the premises of the company no later than five days after the conviction. Further, employees who drive company vehicles must notify the Corporate Planning Committee of any traffic ticket for driving under the influence no later than five days after the occurrence. Employees who believe they may have a drug and/or alcohol problem are urged to make use of counseling and rehabilitative services on their own or by contacting a member of the Corporate Planning Team. 4.6 Weapons/Work Place Violence Policy Weapons: Despite the passage of a concealed handgun law in North Carolina, ACS strictly forbids employees, customers, vendors, and anyone else from carrying a weapon onto company property. A violation of this policy will result in immediate dismissal and escort from the premises. A weapon is broadly defined as a handgun, shotgun, rifle, switch blade, explosives or any other such weapon or device designed to inflict bodily harm. Exceptions to this definition include pocket knives used primarily for utilitarian purposes and self defense items such as mace or pepper spray. It is the responsibility of employees who become aware of individuals violating this

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policy to relay this information to a member of the Corporate Planning Team immediately. Work Place Violence: ACS recognizes that a place of employment safe from the fear of violence is fundamental to the health and well-being of both employees and customers alike. Accordingly, the corporation affirms its policy that its employees should work in environments that are free from any form of violence or intimidation including physical attack, threats and harassing behaviors. ACS strictly and explicitly forbids the display or conduct of any form of violence by its employees. A violation of this policy will result in immediate discipline up to and including termination. Violence is defined in this policy as:  Property Damage: acts or behavior that contribute to the destruction or damage of private property.  Harassment: communication or behavior that is designed or intended to intimidate, menace or frighten another person.  Threats: the expression of a present or future intent to cause physical or mental harm. An expression constitutes a threat without regard to whether the party communicating the threat has the present ability to do harm and without regard to whether the expression is contingent, conditional or future.  Physical Attack: unwanted or hostile physical contact such as hitting, fighting, pushing, shoving or the throwing of objects.

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Further, the definition of violence shall include any act which is abusive and could cause physical harm and/or disrupts the work of other employees. It is the responsibility of any employee who experiences or witnesses such acts, conduct or behavior to immediately contact a member of the Corporate Planning Team. Upon being informed of such act, the company will promptly investigate the matter. Upon the conclusion of its investigation, the company will determine how to respond and will notify the employee of the outcome of the investigation and any corrective or preventative action taken. Appropriate disciplinary action, up to and including termination will be taken in cases of employee misconduct according to this policy. Further, employees who know of violent acts or threats or harassment but do not act consistent with this procedure will also be subject to disciplinary action up to and including termination. No employee will be retaliated against for reporting violence, threats or harassment. 4.7 Smoking Policy For the safety and comfort of others, the company does not allow smoking anywhere in the offices. All smoking must be done in the back of the building. Smoking is not allowed in front of the showroom. 4.8 Releasing Job References When responding to another employer’s reference check on your employment with ACS, the company will only verify the facts and information regarding your employment. It is the company’s general policy not to release information regarding your work performance to a prospective employer or salary information to a financial institution unless that request is received in writing and has been signed by you.

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4.9 Personnel File A Confidential company owned personnel file will be kept for each employee. This will be maintained in a secure place by the personnel staff. This file will contain:  Personal information obtained at initial employment.  Enrollment forms for employee benefits  Letters or notices of commendation, promotion, salary actions or discipline. The only persons with access to information in a personnel file are persons with a legitimate reason to know and the employees themselves. Employees may have reasonable access to their files during normal business hours. 4.10 Safety Policy We believe that our employees are our most valuable asset. As such, the safety of our employees is of utmost importance. Therefore, the prevention of accidents is everyone’s primary responsibility. To the greatest extent possible, we will make every effort to maintain a safe and hazard free work environment. Additionally, ACS will make accommodations as necessary to satisfy personal protective equipment. You should be aware of safety requirements on a daily basis. Employees with reason to visit work sites are provided with hard hats that should be worn at all times during the work site visit. Employees are expected to wear acceptable shoes or boots, and will be expected to observe OSHA safety guidelines at all times. Further safety guidelines are available to field personnel through a variety of methods which may be explained more thoroughly by your supervisor or designated safety officer.

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4.11 Employee Business Expense Reporting ACS’s business travel and expense reimbursement policy is guided by both internal policies and regulations stipulated by the IRS. In order to maintain the tax free status of the reimbursements employees can receive for business expenses, ACS must maintain what the IRS calls an “accountable plan.” An accountable plan has three rules:  Expenses incurred by employees must have a business connection.  Employees must account for the time, place, amount and business purpose of each expense.  Employees must return any unspent advance amounts. Any expense which remains unaccounted for beyond sixty days from receipt of the advance must be included in the employee’s income as taxable income and taxes withheld from the employee’s regular pay. The company strongly encourages employees to turn in expense reports at least once per month. All expense reports must be turned in within sixty days of the date the expense was incurred. 4.12 Garnishments By law, the corporation is required to honor certain legal garnishments of employees’ wages or salaries. The personnel staff will give an employee written notification of any such garnishments. 4.13 Licenses Certifications and Organizations ACS supports the participation of employees in appropriate professional organizations. Employees will be reimbursed for membership fees in one professional organization. ACS may require some employees to attend such functions.

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4.14 Exit Interviews Employees who are leaving the company will be asked to participate in an exit interview with a member of the personnel staff. This exit interview is important because the law requires ACS to inform departing employees of their rights under COBRA and provide them with information regarding their options for their retirement account. Employees will be expected to return any company property they have had in their possession and return all keys and access information at or prior to this interview. Employees will also be reminded of the terms and conditions of any confidentiality agreements they signed during the course of their employment with ACS.

EMPLOYEE HANBOOK Hours and Compensation 5.1 Employment Status Full Time Employees: Full time employees are expected to work a minimum of 40 hours per week. Full time employees are eligible to receive all company benefits. Part-Time Employees: Employees who are authorized to work fewer than 40 hours per are considered part time employees. Part time employees who work a minimum of 30 hours per week remain eligible for the same benefits as full time employees. However, the amount of corporate contribution to the premiums for insurance, as well as vacation and sick pay, will be reduced to the proportionate level of time an employee works. Part time employees who work less than 1500 hours per calendar year are not eligible for company benefits. 5.2 Hours of Work Company office hours are from 7:30 am to 5:00 pm, Monday through Friday. Field personnel may be required to meet at various locations outside of the office at 7:30 am. An average of forty hours a week is expected for each full time employee. 5.3 Time Sheets, Pay Periods and Paydays In order to have a standard means of accounting for staff time charged to ACS, you must complete and sign a pay sheet for each pay period. Hourly employees are expected to punch in and out to record their time at work. Salaried employees are expected to turn in signed time sheets. Pay checks will be issued every other Friday. These checks cover all work through the previous Friday. Overtime rates are calculated across the entire pay period, not on a weekly basis. Direct deposit is available free of charge to any employee requesting this service.

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5.4 Overtime Hourly employees are paid time and a half their regular hourly rate for all hours worked over 80 hours in a single pay period. Employees may be asked to cease work during a pay period if its continuance would incur overtime payment. Salaried employees do not receive overtime pay.

5.5 Compensation During Travel Travel time connected with ACS approved travel will be considered hours worked as follows:  One day travel out of town or as part of the day’s activities will be counted as hours worked, excluding the employee’s usual meal periods.  Overnight travel out of town will be counted as hours worked only for those hours in which the employee is engaged in direct travel to and from the destination, and the hours during actual work. 5.6 Severe Inclement Weather Conditions In rare instances, weather conditions may cause the offices and worksites of ACS to close. Should inclement weather be imminent, employees should call the main number at ACS after 7:00 am on a workday and the message will advise of any changes of work schedules. Hourly employees are not paid for these days, salaried personnel should mark “snow day” on their time sheets. This time will be deducted from your accrued personal days.

EMPLOYEE HANDBOOK Employment Benefits 6.1 Vacation Policy ACS’s vacation policy is designed to both provide a respite from the demands of work and reward long-term employees for their years of service. Vacation plans should be made in writing at least 30 days in advance. In general, employees accrue vacation time based on their years of service. No paid vacation time is granted your first year of service. Employees accrue vacation time at a rate of 5 days their second year, 10 days their third year, and 15 days after 5 years of service. The maximum carryover of excess vacation time at the end of the year is 40 hours. For those employees who have more than 40 hours of vacation time at the end of any calendar year, the excess amount of vacation over the 40 hours will be forfeited. Employees who terminate their employment with ACS will not be paid for any unused vacation days. You must work the day before and the day after your vacation to qualify for vacation pay. 6.2 Holidays Salaried employees will receive designated paid holidays during the calendar year. Hourly employees will receive ½ their rate of pay for these holidays. Part time employees will receive a percentage of paid holiday money based upon the hours normally worked. ACS is on holiday:  New Years Day  Memorial Day  4th of July  Labor Day  Thanksgiving Day  Christmas Day Hourly employees working on these days will receive their overtime pay rate.

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6.3 Sick Leave/Personal Leave For your own convenience and flexibility, salaried employees are allowed to take up to 5 days of sick/personal leave annually. This time should be listed as sick or personal leave on your time sheet. From time to time inclement weather conditions or other circumstances could cause you to lose sick and personal days. Sick leave should be used for short-term personal illness, medical treatment, or the illness or medical treatment of a member of your immediate family. Should you need to use sick leave, you must communicate this as soon as possible to the receptionist so that you may be marked “out” for the time period. You should also notify any other persons for whom your absence will create changes to their work flow. Employees are strongly encouraged to change their outgoing voice mail messages (remotely if necessary) to reflect any unexpected absences and direct callers to appropriate personnel as available. 6.4 Maternity Leave If, as a result of pregnancy, you are expected to be unable to work for a period of up to one month, a paid maternity leave of up to 10 working days may be granted. You will continue to accrue all regular benefits during this time. 6.5 Paternity Leave At the time of his child’s birth, a salaried male employee may take up to three days of paternity leave with full pay.

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6.6 Funeral Leave In the event of the death of an immediate family member, employees will be excused from work with pay for a period not to exceed two days. If more days are needed they can be taken with personal leave or taken unpaid. 6.7 Military Leave Appropriate military leaves of absence will be granted by the company to full-time or part-time employees for the following types of military duties:  Full-time active duty  Active duty in Reserves or National Guard  Weekend drills or summer training duty Employees are not required to use vacation time for their military training; however, they will not be paid for this additional time off except for training duty, in which case the company will pay the difference between your military pay and your regular pay for up to two weeks a year. 6.8 Jury Duty/Subpoenaed Leave An employee serving as a juror or as a witness under subpoena before any court or governmental body will be excused from work without loss of pay or benefits. A maximum of 3 days pay will be granted. 6.9 Leave of Absence Without Pay An employee may request a leave of absence without pay. Approval by the Corporate Planning Team is required. Any such absence must be at the convenience of the company. Vacation time or any other benefits do not accrue during this time off. The full cost of any medical and dental insurance premiums must be paid monthly by the employee during this time.

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6.10 Health Benefits ACS seeks to maintain an employees’ insurance benefits program that is competitive in terms of attracting qualified personnel, cost effective for both employees and the company, and meet as many of the family health care needs of its employees as possible. Due to the ever changing climate of the health care environment, which includes state and federal legislation, advances in medical technology and insurance industry economics, the organization realizes the need to review its insurance program annually. Employees are eligible for insurance after they have worked for 90 days. ACS pays for 70% of the health care plan for the employee. The employee is responsible for 30% of their health coverage and 100% of any family members covered under the plan. For information regarding our current insurance package please see a member of the personnel staff. 6.11 Health Club Membership ACS recognizes that regular physical conditioning leads to a better outlook on life, is good preventative medicine, and results in increased productivity. To support and encourage this, ACS will pay $15.00 per month on your Pulse Athletic Club membership. This is only offered at Pulse Athletic. 6.12 Tuition Reimbursement ACS encourages the professional development of its employees through participation in educational activities directly related to assigned responsibilities. Employees desiring to be reimbursed for educational expenses associated with courses sponsored by business or technical schools, other professional organizations should obtain approval of their written request from a member of the Corporate Planning Team and maintain a C or better.

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6.13 Retirement Plan ACS maintains a qualified retirement plan known as a simple IRA. [This is somewhat similar to a 401(k) plan.] Because or plan includes both employee and employer contributions it is subject to a vast array of rules and regulations. You will receive addition information on the retirement plan when you are eligible. Employees are eligible for the simple IRA after one year of service. ACS matches your contributions up to 1% of your yearly salary your first year in the plan. ACS will match 2% your second year in the program and 3% your third year and beyond. Maximum match in the company is 3% of your annual salary per year. It is important to note that, although ACS will secure an IRS qualified investment company to receive employees’ contributions. The company makes no guarantees of investment performance nor will it provide any investment advice to employees. 6.14 Workman’s Compensation Workman’s compensation insurance is a state mandated program, the cost of which is paid by ACS to a third party insurance carrier. It covers all employees for job related sickness or injuries. There are three types of coverage:  Medical and hospital payments for treatment of a job related sickness or injury.  Partial or total disability payments in the event an employee is prevented from working  Death benefits provided to surviving dependents Employees are strongly encouraged to report and seek treatment for any work related injuries or illness, no matter how minor they appear.

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6.15 Social Security Social Security is a federally sponsored program that pays for several kind of benefits to employees who have made regular contributions to the program during their working years. These benefits include death, disability and retirement payments. Many people forget that the cost of Social Security is shared: employees pay half and employers pay half. Employees are encouraged to send for a Personal Earnings and Benefits Statement. (PEBES) which is provided free of charge by the Social Security Administration. A PEBES will help employees make sure that all the earnings and taxes they have paid in over the years have been properly credited to their account and will show the estimated amount an employee cam expect to receive at retirement. 6.16 Unemployment Insurance Unemployment compensation insurance is a benefit paid entirely by ACS, inc. through a payroll related state tax. Should an employee become unemployed through no fault of his or her own, he or she is eligible to receive an unemployment check from the state for a limited period of time. Any continued eligibility to receive unemployment compensation is determined by state rules and regulations.

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6.17 COBRA COBRA (the Consolidated Omnibus Budget Reconciliation Act) provides that employees who terminate their employment or who are terminated for reasons other than gross misconduct may continue to receive group medical benefits from their previous employer while paying the full cost of such benefits ( plus an optional 2% administrative fee) directly to ACS. Normally employees may continue group coverage for up to 18 months or until they become eligible to receive other group benefits through their next employer. In certain instances, such as the death of the employee, their dependents may continue the same group medical insurance for up to 36 months thereafter. The company is required to provide notice of COBRA eligibility to all departing employees as soon as possible but before the employee leaves the company. Employees then have 60 days to make a decision regarding continuance of the medical insurance through COBRA. Should the employee take up to 60 days to decide to continue COBRA coverage, then reinstatement of the policy will be retroactive to the date of termination from ACS, inc. as soon as the personnel staff at ACS, inc. receives payment of the full premium. Personnel staff will provide departing employees with a full notice of their rights and responsibilities under COBRA.

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You, ACS, and the Public 7.1 Business Gifts The company prohibits employees from accepting gifts or gratuities valued over $25.00 from individuals and firms with which the company does business. Acceptance of such gifts is unprofessional and can place employees in compromising positions which are not in the best interest of the company or its employees. 7.2 Client Confidentiality ACS often performs work for or participates collaboratively with outside companies that will need to divulge proprietary information or trade secrets to us to achieve results. At such times employees may be required to sign confidentiality agreements concerning the receipt, distribution and use of such proprietary information, with such agreements written to survive the employment relationship. ACS expects all employees to adhere to the conditions of such agreements. 7.3 Code of Ethics ACS expects all employees to conduct their work in an honest and ethical manner at all times. Stealing, dishonesty, and other forms of unethical behavior will be cause for discipline, up to and including termination. Employees are also strongly encouraged to report any incidents of such unethical behavior as they only serve to the detriment of all employees. 7.4 Good Citizenship We believe that ACS and its employees should work together to promote good citizenship. You are encouraged to participate in civic affairs and vote for the candidates of your choice in elections for various public office.

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7.5 Company Resource Policy While ACS encourages the use of communications tools and other company resources to facilitate business, it must set guidelines to prevent abuse. Therefore the following rules have been established regarding the use of company resources. All communications tools (e-mail, voice mail, telephones, cell phones, fax, internet access, etc.) are to be used primarily for business purposes. Personal use of these tools is allowed only if it:  Is incidental in nature  Does not interfere with ACS’s business  Does not affect productivity, quality or customer service in any way  Does not create a conflict of interest  Does not contribute to personal financial gain  Does not cost ACS any money ACS explicitly prohibits the display or transmission of sexually explicit images, messages or cartoons as well as the use of ethnic slurs, racial epithets or anything that may be constructed as harassment. ACS reserves the right to enter employees’ e-mail, voice mail, and office drawers and files. Such purposes may include ensuring various policies are being followed, in addition to accessing information when the employee is not available. Employees should know that the company reserves the right to examine at any time. Employees should know that they have no personal privacy rights in any e-mail, internet transmission, voice mail, etc., created, received by or sent from the companies system.


				
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