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					   JAK BUILDERS, INC.
   1390 East Boone Industrial Drive
                         Suite 125
              Columbia, MO 65202
              573-442-2131 phone
              573-442-2132 fax




EMPLOYEE
HANDBOOK
                                                TABLE OF CONTENTS
DISCLAIMER .................................................................................................................... 3
EMPOYMENT-AT-WILL ................................................................................................. 3
EQUAL EMPLOYMENT OPPORTUNITY .................................................................... 4
POLICY STATEMENT ..................................................................................................... 4
COMMUNICATION PROGRAMS ................................................................................... 4
OPEN DOOR POLICY ...................................................................................................... 4
REIMBURSEMENTS POLICY ......................................................................................... 4
CLASSIFICATION OF EMPLOYMENT ......................................................................... 5
INTRODUCTORY PERIOD.............................................................................................. 6
AUTHORIZED TIME AWAY FROM WORK ................................................................. 6
BEREAVEMENT ............................................................................................................... 6
PERSONAL LEAVE OF ABSENCE ................................................................................ 6
MEDICAL LEAVE OF ABSENCE ................................................................................... 7
LEAVES OF ABSENCE & PREMIUM CONTINUATION ............................................. 7
CONTINUATION RIGHTS ............................................................................................... 8
WORKER’S COMPENSATION ....................................................................................... 8
VACATIONS ..................................................................................................................... 8
HOLIDAYS ........................................................................................................................ 8
EMPLOYEE CONDUCT ................................................................................................... 8
HARASSMENT POLICY .................................................................................................. 9
SEXUAL HARASSMENT ............................................................................................... 10
PROHIBITED BEHAVIORS ........................................................................................... 10
WORKPLACE VIOLENCE POLICY ............................................................................. 11
DISCIPLINARY ACTIONS ............................................................................................ 11
TERMINATION AND RESIGNATION ......................................................................... 12
COMPLAINT PROCEDURES ........................................................................................ 12
ATTENDANCE POLICY ................................................................................................ 13
ABSENCES ...................................................................................................................... 13
TARDINESS..................................................................................................................... 13
REPORTING ABSENCES AND TARDINESS .............................................................. 14
LACK OF NOTIFICATION ............................................................................................ 14
DISCIPLINARY ACTION ............................................................................................... 14
USE OF COMPANY ASSETS AND VEHICLES .......................................................... 14
DRESS CODE .................................................................................................................. 15
ADVANCES ..................................................................................................................... 15
CELL PHONES ................................................................................................................ 15
WORKER’S COMPENSATION ..................................................................................... 15
RESPONSIBILITIES OF ALL EMPLOYEES ................................................................ 16
CONFIDENTIALITY/INFORMATION SECURITY ..................................................... 19
SOFTWARE AND COPYRIGHT ................................................................................... 19
INTERNET, E-MAIL, AND PHONE USE ..................................................................... 19
MILITARY LEAVE ......................................................................................................... 20
VOTING TIME ................................................................................................................ 20
HUMAN RESOURCE RECORDS .................................................................................. 20
SEARCH OF COMPANY PROPERTY .......................................................................... 20


                                                                2
                                   DISCLAIMER
       The language and contents of this Employee Handbook are presented as guidelines for
each of our employees and are not intended to create or be construed to constitute a contract of
employment between JAK Builders, Inc. and any one to all of its employees.

       The contents of this handbook are presented as a matter of information only. While we
believe wholeheartedly in the plans, policies and procedures described here, management and
operation of the Company, including but not limited to the decisions to transfer, layoff or
terminate employees remain within absolute discretion of the Company.

        The Company reserves the right to modify, revoke, suspend, terminate, amend or change
any or all such plans, policies, or procedures, in whole or part, at any time and is it may deem
necessary with or without notice to our employees (see Policy Change Process).

        Due to constant change of federal and state law concerning employment, certain aspects
of this Handbook may become invalid over a period of time.

       We are not liable for any legal changes that may affect any policy in this Handbook.

      The Policy Change Process will allow for timely and continuous review of the
Handbook and is a standardized process for making appropriate changes to the
Handbook. As a part of this process, the following factors will be implemented:

1. Changes must be authorized in writing by Senior Management.
2. If the Handbook is available in electronic form, all changes will be made
   electronically and manually.
3. Employees will be informed of changes in a timely manner.

       Any revised pages or additions to the Handbook will be distributed to employees and
should be carefully read and then placed in the Handbook.

                            EMPOYMENT-AT-WILL
       We hope that each employee’s period of employment at JAK Builders, Inc. can be a
rewarding experience. However, we recognize that circumstances change with time and that
some employees may seek opportunities elsewhere or choose to leave the company for other
reasons.

       Other employees may not fulfill the operational needs of the company or changed
circumstances may reduce available employment opportunities that may result in involuntary
terminations.

      We sincerely hope that none of these situations occur, but realistically we have to
acknowledge that the possibility does exist. Therefore, the right of the employee or the company



                                            3
to terminate employment relationships at-will is recognized and affirmed as a condition of
employment.


                  EQUAL EMPLOYMENT OPPORTUNITY
                         POLICY STATEMENT
        It is the policy of JAK Builders, Inc. to maintain equal employment and advancement
opportunities are made available to all employees and applicants on the basis of individual
qualifications and without unlawful regard to race, color, religion, sex, national origin, age,
citizenship, and physical or mental disability.

      Members of management are accountable for ensuring equal employment opportunity.
All employees are expected to make every effort to carry out and share in this responsibility.

        Our Harassment Policy prohibits harassment based on not only gender, but on race,
religion, disabilities and any other basis protected by federal, state or local law in the jurisdiction
within which we are working.

        And employee who believes there has been a violation of the EEO Policy, including but
not limited to a violation of the “harassment standards”, whether that violation related to the
particular employee or some other employee, is expected to report such immediately as provided
in our Harassment Policy, detailed elsewhere in this Handbook. As is explained there,
employees are assured that there will be no retaliation against them because they reported a
workplace concern or participated in a company investigation.

                        COMMUNICATION PROGRAMS
       Employees are encouraged to engage in frequent discussions with their supervisor as the
primary means of understanding JAK Builders, Inc. policies and practices. The Employee
Handbook is a resource tool, and Management is also available for detailed discussions during
your employment with JAK Builders, Inc. The following programs are designed to increase
discussion with the company.

                                OPEN DOOR POLICY
       Employees with questions that cannot be answered by the Employee Handbook are
encouraged to express their feelings on business related subjects to their foreman or Management
during regular business hours.

                          REIMBURSEMENTS POLICY
      Looking out for the Companies best interest, on occasion, it may be necessary for an
employee to drive his or her personal vehicle or to purchase and item to complete a project.




                                               4
Reimbursements will be added to the next payroll period upon receipt of the item. A mileage log
will also be required to redeem your fuel and maintenance expense.


                   CLASSIFICATION OF EMPLOYMENT
        All employees shall be considered temporary at the time of hire. The employee’s status
will remain unchanged unless the employee’s supervisor requests a change in his or her
classification. Upon such a request, the employee’s classification will be reviewed, and will be
changed if it is approved by the sole discretion of Management. The employee will be notified
of their classification is changed. Other general classifications of employees include the
following:
At-Will Employment: The legal basis of employment. The Employee may terminate
the employment relationship at any time, with or without notice, with or without cause.
Similarly, the Company may terminate the employment relationship with any Employee
at any time, with or without notice, with or without cause.
Supervisor: The Employee to whom each Employee reports to and is supervised by. In
some instances, the Supervisor may also be the Department Manager or a member of
Senior Management.
Employee: An individual paid by the Company for which the Company has the
obligation to withhold and/or pay taxes such as FICA, federal and state income taxes and
similar requirements.
Full-time Employee: An Employee scheduled to work more than 30 hours per week.
Generally, Full-time Employees are eligible for the Company's benefits, subject to the
terms, conditions and limitations of each benefit.
Part-time Employee: An Employee normally scheduled to work less than the full-time
schedule (30 hours per week) but at least 20 hours per week. Generally, Part-time
Employees are eligible for some benefits sponsored by the Company, subject to the
terms, conditions and limitations of each benefit.
Exempt Employee: An Employee who is exempt from minimum wage and overtime
provisions of the Fair Labor Standards Act (FLSA). This means these Employees are not
eligible for overtime pay under the FLSA. Such designation is made by the Company
based upon the criteria in the Fair Labor Standards Act and its regulations.
Considerations include the nature of the duties, level of responsibility and salary level.
See Non-Exempt Employee.
Non-Exempt Employee: An Employee who is not exempt from the minimum wage and
overtime provisions of the Fair Labor Standards Act. This means that these Employees
are eligible for overtime under the Fair Labor Standards Act. See Exempt Employee.
Management: The Employees designated as Department Managers, middle management
or members of Senior Management.
Temporary Employee: A Temporary Employee is employed for a specific time-limited
function or for a maximum term of employment. Temporary positions may end at any
time at the discretion of the Management of the Company.




                                            5
                           INTRODUCTORY PERIOD
        All new employees work on an introductory period basis for their first ninety (90)
calendar days. The new employee should use this period of time to determine whether the new
position meets his or her expectations. JAK Builder, Inc. uses this period to evaluate employee
capabilities and work habits.

        Either the employee or the company may end the employment relationship at-will any
other time during or after the introductory period with or without advance notice.

        If the employee’s supervisor determines that the probationary period does not allow
sufficient time to thoroughly evaluate the employee, the employee’s supervisor may extend the
probationary period.

       At the completion of the introductory period, the employee’s supervisor will discuss with
the employee their work performance to date. At that time, it will be determined if the
probationary period should be extended or the employee will be considered a permanent full time
employee.
       In all cases, the Company affirms its status as an at will employer.


                AUTHORIZED TIME AWAY FROM WORK
        There may be times when an employee needs to be away from work for compelling
reasons. Please remember we are staffed to provide efficient and effective production as well as
quality service to our customer. Any absences can lower our ability to achieve the production
desired, and ultimately have an adverse affect on our business.

        Upon return from an authorized leave of absence, the company will look to see what it’s
personnel needs are, and the positions for which the individual is qualified at the end of the leave
period. However, if the employee does not report to work at the end of a defined leave of
absence, and notification has not been received, it will be considered a voluntary termination and
all benefits will cease. The termination date will be the date of expected return to work.


                                  BEREAVEMENT

       Employees are allowed time off for funerals but must contact the office for arrangements.


                      PERSONAL LEAVE OF ABSENCE
        An employee may request in writing, a leave of absence, without pay, for personal
reasons. The request must be in writing. The employee may be asked to provide more details
explaining the request. Requests for days of absence for personal reasons need to be approved by
the foreman and Management.


                                             6
       To qualify for a personal leave of absence, the employee must give five (5) days
advanced notice unless it is an emergency situation. Management must determine that the
absence will not impair the normal operation of the business.

       Employees on personal leave of absence are not guaranteed to return to his or her job or it
equivalent.

                       MEDICAL LEAVE OF ABSENCE

       A medical leave of absence is defined as an employee’s serous health condition, without
pay. Leaves of absence as referred to here do not include other absences from work such as
personal leaved of absence or an absence due to an incident which may be compensable under
worker’s compensation, which are specifically provided for in this employee handbook.

       A medical leave of absence may not be requested by an employee for the lesser of twelve
(12) weeks, or the period of the disability. The Company reserves the right, at its discretion, to
determine appropriate leaves of absence on a case basis.

        The Company policies and practices related to any medical leave of absence include, but
are not limited to the following guidelines:

              Appropriate certification from a licensed medical professional supporting the
               request for a medical leave and estimation the employee’s date of return to work
               must be provided to the company.
              The company reserves the right to obtain further clarification and documentation
               from a medical professional designated by the Company to support the medical
               leave request.
              Employees returning to work are required to provide additional ongoing medical
               certification, if requested, to support the employee’s continued ability to work.
              Employees returning to work are request to provide the Company with a
               professional medical certification, satisfactory to the Company, releasing the
               employee to return to work.
              In the event that any work restriction or limitation is noted in the medical release,
               the Company reserves the right to obtain further clarification from a medical
               professional designated by the Company.
              It is the responsibility of the employee on an approved medical leave of absence,
               to contact the Company office about the possibility of returning to work. If the
               employee fails to contact the Company Office about the possibility of returning to
               work or needs an extension of the leave, the employee will be deemed to have
               voluntarily quit. Employees on an approved medical leave of absence (including
               an approved worker’s compensation leave of absence) are not guaranteed to
               return to their previous job or its equivalent.

        LEAVES OF ABSENCE & PREMIUM CONTINUATION


                                             7
       Employees requesting a Leave O Absence should discuss their insurance premium
continuation with management.

        The employer reserve the right to review all leaves of absence and the benefits provided
during those leaves on a case by case basis.

                            CONTINUATION RIGHTS
      THE Consolidated Omnibus Budget Reconciliation Act (COBRA) applies to the
employers with twenty (20) or more employees. COBRA entitles you and your eligible
dependents to a continuation of coverage if coverage is lost due to a “qualifying event”.
Employees and/or eligible dependents should direct their question to the Company Office.

                           WORKER’S COMPENSATION
        An employee who suffers an injury arising out of and in the course of employment and
who is receiving worker’s compensation benefits will be given a leave of absence for the lesser
of the period until the employee has reached maximum medical improvement or the health care
professional providing treatment authorizes the employee consistent with any limitations
imposed by the health care professional.

                                    VACATIONS
        An employee is eligible for forty (40) hours of vacation benefits when he or she reaches
one (1) full year of service (2080 hours). Management and Salaried employees are eligible for
fifty (50) hours vacation benefit after 2600 hours of service. An eligible individual must give a
five (5) day advance notice. NOTE: Vacation days may not be used to fill lost time at work.

                                     HOLIDAYS
       JAK Builders, Inc. recognizes five (5) holidays. Those holidays are as follows:

                      1.   Thanksgiving Day
                      2.   Christmas Day
                      3.   New Years Day
                      4.   Birthday
                      5.   4th of July

       After one (1) full year or 2080, (2600 for Management and /or Salaried employees)
worked hours of service, regular full time employees are eligible for holiday pay, however, all
employees have to work the day before and the day after and cannot be on suspension for any
behavior or attendance issues to qualify for the paid holiday.



                             EMPLOYEE CONDUCT



                                             8
       JAK Builders, Inc. believes that certain rules and regulations regarding employee
behavior are for efficient business operation and for the benefit and safety of all employees.
Conduct that interferes with operations, discredits the company, or is offensive to customers or
coworkers will not be tolerated.

       Employees are expected at all times to conduct themselves in a positive manner in order
to promote the best interests to the Company. Appropriate conduct includes:

               Treating all customers, visitors, and coworkers in a courteous manner.
               Reporting for schedule work punctually, ready for work, and at the assigned
                starting time.
               Performing assigned tasks efficiently and in accordance with established quality
                standards.
               Complying with all Company safety regulations.
               Wearing clothing appropriate for the work being performed.
               Refraining from behavior or conduct that is illegal, immoral and /or indecent.
               Maintaining cleanliness and order on the jobsite and in office spaces.
               Reporting to management any suspicious, unethical or illegal conduct by
                coworkers, customers, or visitors.

     Refrain from behavior of conduct that is offensive, harassing, or which is contrary to the
Company’s best interest.

                              HARASSMENT POLICY
        Harassment, as in this policy, including sexual harassment is prohibited by federal and
state law. It will constitute a violation of the Company’s policy for any employee to engage in
any of the following acts or behaviors as defined below and such misconduct will be subject to
disciplinary action up to and including termination.

        Employees who feel they have been discriminated against on the basis of race, religion,
color, national origin, disability, age, sex, or any other classification protected by federal, state,
or local laws or have in any other manner been harassed, should immediately report such
incidents according to the Company’s procedure as outlined below.

        Furthermore this policy applies to all of the company’s employees and officers, as well as
non-employees, such as, but not limited to: vendors, contractors, trades people, customer,
visitors, etc.

                                             HARASSMENT
        Includes, but is not limited to:

Verbal or physical conduct that denigrates or shows hostility or aversion toward an individual
because his or her protected basis; e.g., race, religion, color, national origin, disability, age, and
sex and that


                                               9
              Has the purpose or effect of creating an intimidating, hostile, or offensive working
               environment
              Otherwise adversely affects an individuals employment opportunity.

                             SEXUAL HARASSMENT
       Includes but is not limited to:

Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a
sexual nature constitute sexual harassment when:

              Submission to such conduct is made either explicitly or implicitly a term or
               condition of an individual’s employment;
              Submission or rejection of such conduct by an individual is used as the basis for
               an adverse employment decision affecting the individual;
              Such conduct has the purpose of effect or substantially interfering with an
               individual’s work performance, advances, or creating, an intimidating, hostile, or
               an offensive work environment.


                           PROHIBITED BEHAVIORS
       The behaviors listed below are not intended to be all-inclusive but are merely illustrations
of prohibited conduct:

              Use of suggestive comments, sexual language, obscene gender related comments
               or jokes;
              Pressure for sexual behavior;
              Sexual remarks about a person’s body or sexual activities;
              Patting, pinching, kissing, or unnecessary body contact;
              Sexually suggestive non-verbal expressions;
              The display in the work place of sexually suggestive objects or pictures;
              Physical assault;
              Text messages

        There are other types of behavior that could be considered a violation of this policy and
that could result in discipline up to and including termination. The Company reserves the right
to exercise judgment in determining other types of prohibited behavior.

       Any prohibited behaviors directed towards a man, woman, or an individual of the same
gender is an indirect violation of this policy and could result in discipline up to and including
termination.

                                 REPORTING HARASSMENT



                                            10
        Harassment of any type should be reported immediately so that an investigation and
corrective action can be taken, if appropriate. If an employee has such a complaint, he or she
should contact management.

        An investigation will be promptly untaken and appropriate disciplinary actions and
corrective measures will be instituted if the conduct is determined to warrant such action.
Persons, who commit acts of intimidation or other harassing behavior of any type, will be
disciplined according to the severity of the case. Discipline may include actions up to and
including termination.

        Employees are assured that this policy has been established for their benefit and to allow
them the freedom of expressing their feelings and/or complaints. The Management of the
Company seeks to respect the privacy of individuals involved. No employee needs to fear that
he or she will be penalized for registering a harassment complaint or for participation in the
investigation of a complaint. The Management of the Company is dedicated to removing all
forms of illegal harassment and will strive to conduct a prompt and impartial investigation and
resolution of any complaint.



                     WORKPLACE VIOLENCE POLICY
        The Company will not tolerate, in any manner, any threats, acts, or intent to commit a
violent act that jeopardizes or appears to jeopardize the safety of employees, visiting guests, or
company property.

        Any person who makes threats, exhibits threatening behaviors, or engages in violent acts
on company property, company time, or company jobsites, including company occupied motels,
is subject to immediate removal from premises. Persons removed from the premises will remain
off the property, pending the outcome of an investigation of the incident.

        If an investigation substantiates that the violates of this policy have occurred, the
Company will initiate a decisive and appropriate response. This response may include, but is not
limited to:

              Suspension or termination of employment
              Suspension or termination of any business relationship
              Seeking the arrest and prosecution of all parties involved;

       You are responsible for reporting threats or threatening behavior to your Foreman
and/or Management.

                            DISCIPLINARY ACTIONS
      JAK Builders, Inc. has established policies/practices which are to be followed by all
employees. These policy/practices are intended to benefit and protect the Company and its


                                             11
employees. The Company may, at its sole discretion, choose to provide employees with notice
of behavioral or performance deficiencies and provide the opportunity to improve.

       Before disciplinary action is taken, the nature of this infraction(s) will be investigated or
reviewed. Depending upon the fats and circumstances involved in each situation, Management
may choose the appropriate disciplinary action including immediate termination of employment
without interim steps.

      In general, when an employee commits and offense for which he or she is not
immediately terminated, discipline may occur in one or a combination of the following:
             Oral warning;
             Written warning;
             Wage reduction; or
             Suspension without pay

       Furthermore, the Company retains the right to end employment relationship at-will, at
any time, for any reason.


        Written warnings are to be signed by the employee and a member of management, and
the employee will receive a copy of it. The disciplinary form used for warning(s) does not
require the employee to agree that he or she committed an offense warranting discipline, but the
employee must acknowledge having been given a warning. An employee refusing to sign the
written warning is subject to immediate termination.

       Written disciplinary warnings are documented and retained as an ongoing part of an
employee’s record. The Company may review previous warnings to evaluate recurring
performance/behavioral problems.

                    TERMINATION AND RESIGNATION
        Upon termination of employment for any reason, the employee will promptly surrender
Company property, unharmed and in good working order including any keys. Failure to comply
will result in charges being filed to the full extent of the law.

       Employees resigning from the company are requested to inform Management in advance.
This provides the Company with time to make arrangements for filling the employee’s position.

       Employee’s final pay will be processed at the next regularly scheduled pay period.
Employees will also be sent W-2 tax forms in accordance with federal and state regulations.
Therefore, it is important for all employees to provide the Company with their current mailing
address.

                          COMPLAINT PROCEDURES



                                             12
       JAK Builders, Inc. believes that employees should have the opportunity to present their
work related complaints to management at any time in an informal atmosphere of open
discussion and common understanding. Employees are encouraged to utilize this “open door”
policy with appropriate members of management.

        Employees should promptly bring the complaint to the attention of their Foreman during
regular business hours. If the complaint involves the Foreman, the employee should discuss the
issue with the next level of Management or with the President of the Company. Management
will investigate the complaint b conferring with the appropriate individuals and will discuss the
resolution with the employee within a reasonable time.

       Information gathered while investigating an employee complaint should remain
confidential, and only involve individuals who have a legitimate need to know.


                              ATTENDANCE POLICY
       The Company’s attendance expectation is to have employees who can contribute making
the business successful. Absences and/or tardiness by employees can be disruptive, expensive,
and can place an unfair burden on the Company as well as other employees. Therefore, regular
attendance is necessary in meeting those objectives. Employees are expected to meet their
assigned work schedules.

        Except in an emergency, appointments must be scheduled in advance and approved by
Management and should, if at all possible, be scheduled outside of work hours or if that is not
feasible, at the start or end of the work week, to minimize disruptions.

                                       ABSENCES
       If an employee is absent for more than four (4) hours, it will be treated as one full
absence. If an employee is absent for four (4) hours or less, it will be treated as a partial absence.

        If an employee is absent for more than two (2) or more consecutive (approved) days due
to illness (excluding approved leave of absence) or to provide care for a dependent spouse or
dependent child who is ill, the consecutive days will be counted as one (1) absence. A note from
the physician verifying the illness will be required. Illnesses lasting three (3) or more
consecutive days require a note from a physician verifying the illness before returning to work.

                                      TARDINESS
         An employee is considered tardy if he or she reports to work anytime after the scheduled
start of the day or following lunch break. Leaving the jobsite before the end of the day is also
considered a tardy.




                                             13
                REPORTING ABSENCES AND TARDINESS

       It is the employee’s responsibility to report all incidents of absence and tardiness to his or
her supervisor and the office unless he or she is physically unable to call due to and emergency,
in which case another person may notify the office as soon as possible.

                            LACK OF NOTIFICATION
        An employee who is absent three (3) consecutive days without providing any
notification, will be considered to have abandoned his or her employment.


                             DISCIPLINARY ACTION
       Incidents of absence, both full and partial days, are recorded as follows:
            Three (3) unexcused full absences will warrant a written warning
            Three (3) unexcused partial day absences will warrant a written warning
            Any safety violations, as outlined in Safety Section, will warrant in a written
              warning.

       Three (3) written warnings in a year will result in disciplinary action up to and including
termination of employment.

        The Company reserves the right to review the employee’s attendance, attitude, and
overall performance records at any time and take whatever corrective action deemed necessary.

               USE OF COMPANY ASSETS AND VEHICLES
      No employee may use any Company assets for personal purposes without the approval of
Management.

       Employees using any such equipment are responsible for any damages or destruction of
such assets. It is the policy of the Company that the Company vehicles are to be used for
business purposes only.

        All drivers must have safe, insurable driving records and a current valid driver’s license.
The driver’s license number must be on file with the Company’s insurance company. Always
use discretion when operating any vehicle, use it in a responsible manner, and obey all traffic
laws. Seat belts must be worn at all times.

       Consumption of alcoholic beverages or use of drugs and/or operation a company vehicle
or company machinery or equipment while under the influence of alcohol or drugs is prohibited
and will result in the loss of your privilege to drive any company vehicle and/or termination.




                                             14
       The personal use of a company vehicle is strictly forbidden. Any damage to company
vehicles or third party property and/or injury to another person(s) caused by an employee using
the company vehicle without authorization will be the employee’s responsibility.


        Only authorized JAK Builders, Inc. personnel are to drive or ride in the company
vehicles. Friends, relatives, or family members are not allowed to drive or rides as passengers in
the company vehicles. The Company’s vehicles are to be used only as a mean of transportation
to and from jobsites, the company office, or for other travel necessary to complete assigned
work.

       In all circumstances, use the correct fuel and oil in the vehicle and/or equipment. If you
do not know please call and ask.

      All gas credit card receipts must be turned in weekly to the office with the proper job
name on each receipt.

        Violations of policies concerning Company vehicles and assets will result in revocation
of use privileges and/or termination.

                                    DRESS CODE
       Field employees should dress appropriately for the nature of the position. Jeans are
acceptable as long as they are not torn nor have holes. Shirts must have at least ¾ inch sleeves
and are not to be torn or have holes. Hard hats and boots are mandatory at all times.
       Employees reporting to work in attire that is deemed to be inappropriate will be sent
home to change. Time away from work for this purpose will be unpaid.

                                     ADVANCES
        We do not extend credit or advances. If you have an unexpected bill and you request the
office to pay for it, the amount will be deducted from your next paycheck. NOTE: YOU MUST
HAVE HOURS DUE TO YOU PRIOR TO THE ADVANCE REQUEST.

                                   CELL PHONES
        The only cell phones allowed on the jobsite are the foreman’s. all others must remain in
the truck until the end of the day, or at lunch breaks. Company issued cell phones are to be only
used for company business. Employees will be charged for personal use of the company cell
phones.

                        WORKER’S COMPENSATION
       If an employee is injured on the job, the employee may be entitled to worker’s
compensation benefits. Employees must notify their Foreman of any injury immediately (no
matter how slight it may seem) so that an accident report can be filled out, including any witness’


                                            15
 statements. A post accident drug screen will be required at the time of treatment. Refusal to
 submit to the drug-screening will be subject to disciplinary action including possible termination.
 Worker’s Compensation, paid for by the company, provides for medical and compensation for
 lost time.


        The Company’s policy related to an employee who is injured on the job includes, but is
 not limited to the following:

                Employees must contact their foreman and file an accident report before the end
                 of the shift.
                Employees must request authorization from their foreman and a member of
                 management to visit a physician for treatment at a location designated by the
                 Company. The Company has the right to select the employees treating physician.
                 The company reserves the right to schedule future appointments and to
                 accompany the employee to the physician’s office.
                If the employee fails to report to a scheduled appointment, it will be considered a
                 failure to report to work and will be subject to the Company’s disciplinary policy.
                Employees not following the physicians plan of treatment or enforcing restrictions
                 will be subject to discipline up to and including termination.
                The Company’s goal is to have an effective Return to Work program. Every
                 effort will be made to modify employee’s former position to accommodate any
                 restrictions or to provide a light duty job with the understanding that the special
                 accommodations will be temporary.

        An employee that is on a worker’s compensation leave will be required to provide the
 Company with statements from the physicians concerning the employee’s ability to work.
 Employees will not be permitted to return to work without a release from the attending
 physician. The company reserves the right to obtain clarification from a physician designated by
 the Company. The Company may, at its discretion, require an employee who is involved in a
 workplace injury or accident to submit to a drug/alcohol test as the results may affect the
 workers’ compensation claim.

                  RESPONSIBILITIES OF ALL EMPLOYEES
         Perform all duties and efficiently in a safe manner at the time assigned, and to turn in all
required paperwork related to the specific job.

       Exercise reasonable and appropriate care to protect Company funds, property, parts, and
 equipment against loss, waste, misuse, or destruction through negligence or dishonesty.

         Ensure the quality of work and keep in contact with the job Superintendent about the
 current schedule. If unable to inform our customer due to poor cell phone serve, etc. contact the
 office with direction so as to avoid dissatisfied customers.




                                               16
       Remember; when talking to a customer or perspective customer in person or on the
phone, at all times you represent the Company and you should do so in a professional courteous
manner.




      Acknowledgment of Receipt in Understanding of the
              Company’s Employee Handbook
               I, _______________________________ have received my copy of JAK Builders,
       Inc. Employee Handbook. I know that I must read the handbook so that I understand my
       rights and responsibilities as an employee of this company.

               I understand that the handbook is not an employment contract but it is an
       explanation of the Company policies. The Company has not solicited my assent or
       agreement to the policies and procedures set forth in this handbook, and y employment is
       not in consideration of or in return for my being bound by this Handbook. I realize that
       the Company may interpret, clarify, revise, and/or deviate from the procedures set forth
       in this Handbook.

               I also realize the employment relationship between the Company and I, is
       terminable at-will by either party and that nothing in this Handbook crated additional
       right or provides a basis for me to believe my employment is not terminable at-will.

             I understand that if I have any questions, I am to talk with Amy Castonguay,
       Owner and President of JAK Builders, Inc.



                        ______________________________________
                                   Employee Signature


                        ______________________________________
                                 Employee Name Printed


                        ______________________________________
                                         Date

                EMPLOYEE KEEP THIS PAGE FOR THEIR RECORDS




                                           17
Acknowledgment of Receipt in Understanding of the
        Company’s Employee Handbook
        I, _______________________________ have received my copy of JAK Builders,
Inc. Employee Handbook. I know that I must read the handbook so that I understand my
rights and responsibilities as an employee of this company.

        I understand that the handbook is not an employment contract but it is an
explanation of the Company policies. The Company has not solicited my assent or
agreement to the policies and procedures set forth in this handbook, and y employment is
not in consideration of or in return for my being bound by this Handbook. I realize that
the Company may interpret, clarify, revise, and/or deviate from the procedures set forth
in this Handbook.

        I also realize the employment relationship between the Company and I, is
terminable at-will by either party and that nothing in this Handbook crated additional
right or provides a basis for me to believe my employment is not terminable at-will.

      I understand that if I have any questions, I am to talk with Amy Castonguay,
Owner and President of JAK Builders, Inc.



                 ______________________________________
                            Employee Signature


                 ______________________________________
                          Employee Name Printed


                 ______________________________________
                                  Date



              REMOVE THIS PAGE AND TURN INTO THE OFFICE




                                    18
                 CONFIDENTIALITY/INFORMATION SECURITY
        Employees and the Company have a high relationship of trust and confidence
with respect to confidential information, trade secrets and proprietary information owned
by the Company, its affiliates, customers and suppliers. Business information is
contained in all forms of the Company's information systems, including hardware,
software, applications, databases and communications. Employees generally have
unrestricted access to certain Company business information and documents. All
business information is one of the Company's principal assets and must be protected at all
times from unauthorized modification, destruction or disclosure. Similarly, business
information of the Company is not to be used for the personal advantage of any
Employee.
        In order to protect this information and its Employees, the Company reserves the
right to require all prospective and current Employees to sign an agreement regarding
confidential information, intellectual property and non-solicitation of Employees.

                          SOFTWARE AND COPYRIGHT
        It is unlawful to violate copyright provisions on written materials, videos,
computer software or any other medium. Copyright laws are designed to prevent copying
material without the permission of, or payment to, the holder of the copyright.
Any unauthorized use of Company purchased or created software or other copyrighted
materials for any purposes other than authorized backup, or removal of copyrighted
materials from Company premises without Company permission is strictly prohibited.
Violators may be subject to civil and criminal penalties and any resulting settlements and
judgments. Any deviation from this Policy, including any failure to report to such
deviation by another Employee, may result in disciplinary action up to and including
termination.


                       INTERNET, E-MAIL, AND PHONE USE
Internet and E-mail Use:
        All electronic communication systems and information transmitted by, received
from, or stored in these systems are the property of the Company. To ensure that the use
of electronic communications system and business equipment is consistent with the
Company’s legitimate business interests, the Company may inspect and monitor the use
of the internet and e-mail at any time. Therefore, employees should not assume that any
such information is confidential.
        The Company’s internet account, including e-mail, is company property and
should be used for company purposes only. Downloading and distribution of files and
information should be limited to those that directly relate to company business.
The Company prohibits the use of the internet in any way that may be disruptive or
offensive to others.      The Company prohibits the transmission, distribution or
downloading of sexually explicit images, messages and any other material that may be
construed as harassment or disparagement of others.
Distribution of company information via the internet is strictly prohibited unless
approved in advance by a member of management.




                                           19
        All internet pass codes must be available to Company management, which may be
accessed at any time. The use of unknown pass codes is prohibited.
The Company is able to identify sites visited by associates on the internet. The Company
may review the history sites visited at any time. Visiting inappropriate sites will not be
tolerated and doing so may result in disciplinary action up to and including termination.
Company Phone and Cell Phone Use:
        The Company’s telephone system has been provided to assist employees in
conducting business. Accordingly, the Company’s facilities should not be used for
personal telephone calls except in cases of emergency. Personal use of cellular
telephones while at working is prohibited. During lunch breaks and other breaks,
employees may use personal cell phones to make personal calls. Use of cellular
telephones will be permitted only if the use of such equipment is needed to perform the
employee’s job.

                                   MILITARY LEAVE
        In accordance with USERRA, leaves of absence without pay are granted to
Employees for military or reserve duty. Any Employee who is drafted, enlists, or is
recalled to extended military duty will be placed on extended military leave without pay.
Upon returning to the Company after separation from active military service, the
Employee will be eligible for re-employment in accordance with Federal law governing
veteran's employment reinstatement. While on active duty, an Employee's record of
continuous service will not be interrupted.
        Any Employee who is required to serve an annual two-week period of active duty
in any recognized military unit will be granted leave without pay.


                                     VOTING TIME
        The Company encourages Employees to exercise the right and privilege to vote.
The Company expects that Employees will exercise the voting privilege outside of
normal working hours, if the polls are open for at least three hours outside of working
hours. If the polls are not open for that long, the Employee will be excused to vote for a
period of no more than two working hours. Any exception to this policy is at the
discretion of Management.

                             HUMAN RESOURCE RECORDS
        The Company’s Human Resource records are extremely confidential. The
integrity of these files is important not only to the Company but is vital to the individual.
To maintain the integrity of this information, strict limits of access have been established.
Employees who want to see or make copies of any personnel records, including their
own, must have prior approval of the President or a member of Senior Management.
Copies may only be made of documents that the employee has previously signed.


                        SEARCH OF COMPANY PROPERTY
       The Company reserves the right to require Employees while on Company
property to agree to the inspections of their persons, personal possessions and property,



                                             20
personal vehicles parked on Company property, work areas, and Company-provided
electronic equipment (on or off the property). In addition to the above, the size of this
right of inspection includes, but is not limited to, desks, work areas, furniture, lockers,
files, disks, data files, e-mail, personal mail sent to the Company and any other areas on
Company property. Inspections may be conducted at the Company's discretion at any
time without advance notice.
         Searches will be confined to those instances where the Company has a business
interest in conducting the search or the Company has a suspicion of the existence of
inappropriate activity.




                                            21