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					                     EMPLOYEE
                   INFORMATION
                     HANDBOOK




            McLaurin Parking Company


(Revised effective January 1, 2011)
MCLAURIN PARKING COMPANY

       MISSION STATEMENT
The mission of McLaurin Parking Company
shall be:

    to provide exemplary customer service
   through superior performance.

    to provide an environment that rewards
   performance and is mutually beneficial for
   both management and employees.

    to advance the profile of the company as
   a leader in civic and community affairs.




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                              Employee
                             Information
                              Handbook
                                 Your Guide to:
                               Employee Benefits
                               Company Policies
                               & Procedures and
                              Rules and Regulations

                                       DISCLAIMER

       This revised handbook for employees is effective January 1, 2011 and wholly supersedes
and replaces any and all prior employee handbooks, policy statements, oral representations, etc.

       This handbook, and the policies contained herein, do not constitute in any way, and
should not be construed as, a contract of employment between McLaurin Parking Company, and
the employee, or a promise of employment.

        This employee handbook includes general rules of conduct, safety regulations, and
discipline rules. Nothing in the handbook, or in any verbal statement, should be construed as
creating any type of employment contract, either express or implied. None of the policies,
procedures or other statements contained in this handbook are to be considered a part of any
employee’s contract with the Company. No officer or employee of the Company is authorized to
waive, alter or modify the at-will nature of every employee’s employment with the Company.
Also, nothing contained in the handbook is intended to restrict management’s right to unilaterally
change the policies and procedures described herein.

       You are employed with McLaurin Parking Company at will and nothing contained in this
booklet is intended to promise or guarantee you employment for any specific period of time.
Regardless of the date of payment of wages and salary, you may be terminated at any time
without any notice, either with or without cause.

       The pronoun “he” will be used to designate male and female employees.




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                                 Welcome
                                                             McLaurin Parking Company, Inc.
                                                                         Post Office Box 781
                                                               Raleigh, North Carolina 27602
                                                                      Phone: (919) 833-7522




WELCOME . . .

“I am pleased to welcome you to McLaurin Parking Company. I hope our association will be
long and mutually satisfying. Our employees are an important element of our growth and
success. In order to continue to grow and prosper we will need the support of each employee. In
return, we will support each employee through clear concise policies, a good working
environment, and a fine benefit package.”

Kristy McLaurin Dixon
President




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OUR HISTORY

McLaurin Parking Company, a North Carolina Corporation, was founded in 1946 by William L.
McLaurin, Sr. The Company is involved in the study, planning, development, and management
of parking facilities for a variety of clients.

The early years of McLaurin Parking Company were devoted primarily to the development and
management of parking in support of retail businesses in downtown locations. Parking facilities
were developed and operated for banks, department stores, office buildings, and many other
central business district clients with attention given for the need of both long term and short term
parking. Through these planning and operational endeavors, McLaurin Parking Company gained
much experience and acquired a reputation of flexibility and integrity. The success of the
Company can be somewhat comprehended by realizing that a single employee in Raleigh, North
Carolina in 1946 has grown into over 500 employees in four states. Certainly this growth could
not have been attained without being aware of downtown and institutional parking needs and
being dedicated to addressing these needs.

As the Company grew in the parking industry, operational experience was expanded. Now
managing over 25,000 parking spaces on a daily basis, the Company network of computer
programs allows McLaurin Parking Company to closely monitor and therefore effectively
manage all of its facilities. The revenue control system at each location is site specific and the
resulting audit trails are the finest in the business community.

With the growth in the daily parking operations of McLaurin Parking Company came a demand
from other institutions and municipalities for assistance. These inquires gave birth to the
Consulting Services of McLaurin Parking. Using Company tested experience, consulting
services have been provided in the areas of demand forecasting, operational analysis, equipment
specifications and purchasing, and other related services. As McLaurin Parking Company
continues to provide consulting services, the Company is well prepared to offer diverse
operational and management guidance to prospective clients. This experience has proven to be a
tremendous benefit to a number of institutions and municipalities. McLaurin Parking Company
knows that each parking project possesses a different set of problems and can offer specific
planning solutions.




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                                                                      INDEX

I. PERSONNEL POLICIES .......................................................................................................... 8
EMPLOYMENT-AT-WILL ................................................................................................. 8
APPLICATION ........................................................................................................................ 9
VERIFICATION...................................................................................................................... 9
NEPOTISM ............................................................................................................................... 9
PHYSICAL EXAMINATIONS ............................................................................................ 9
SELECTION AND CLASSIFICATION OF EMPLOYEES ........................................ 9
BACKGROUND RECORD POLICY ……………………………………………10
FAIR TREATMENT .......................................................................................................... 111
PAYROLL INFORMATION............................................................................................ 111
     Deductions:...............................................................................................................................11
     Garnishments:.........................................................................................................................11
     Change of Employee Status: .............................................................................................11
     Company Files: .......................................................................................................................12
DATE OF HIRE AND REHIRE ........................................................................................ 12
OPEN DOOR POLICY ........................................................................................................ 12
THE WORKWEEK .............................................................................................................. 13
PERSONAL APPEARANCE.............................................................................................. 13
UNIFORMS............................................................................................................................. 14
CUSTOMERS......................................................................................................................... 14
INFORMATION .................................................................................................................... 15
REFERENCES .................................................................................................................................. 15
GRIEVANCE PROCEDURE ............................................................................................. 15
EMPLOYEE SUGGESTIONS ........................................................................................... 16
PERFORMANCE EVALUATIONS ................................................................................. 16
II.COMPENSATION ...................................................................................................................... 16
PAYDAY .................................................................................................................................. 16
PAYROLL DEDUCTIONS ................................................................................................. 16
TIME RECORDS .................................................................................................................. 16
REPORT TIME ..................................................................................................................... 17
OVERTIME ............................................................................................................................ 17
     Scheduled Overtime: ............................................................................................................17
     Incidental Overtime: ............................................................................................................17
HOW YOUR SALARY IS DETERMINED .................................................................... 17
ERRORS IN PAY .................................................................................................................. 18
ADVANCES AND LOANS ................................................................................................. 18
SEPARATION FROM THE COMPANY ....................................................................... 18
WEATHER CONDITIONS ................................................................................................ 19
II.EMPLOYEE BENEFITS ......................................................................................................... 19
OVERVIEW............................................................................................................................ 19
VACATION TIME ................................................................................................................ 19
     Eligibility: ..................................................................................................................... 19
     Accrual and Use of Vacation: .................................................................................. 19


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HOLIDAYS ............................................................................................................................. 20
                                                  INDEX (continued)

PERSONAL LEAVE ............................................................................................................ 20
FAMILY AND MEDICAL LEAVE .................................................................................. 21
LEAVE OF ABSENCE ........................................................................................................ 21
EDUCATION/TRAINING (ATENDING SEMINARS/TRAINING SESSIONS) . 22
MILITARY RESERVES/NATIONAL GUARD DUTY OR TRAINING................ 22
HEALTH INSURANCE....................................................................................................... 22
UNEMPLOYMENT COMPENSATION ......................................................................... 22
SOCIAL SECURITY ...................................................................................................................... 22
WORKER’S COMPENSATION ....................................................................................... 22
IV.RULES & REGULATIONS .................................................................................................. 24
SAFETY IN THE WORKPLACE ..................................................................................... 24
CUSTOMERS INJURED ON OUR PREMISES........................................................... 25
SEXUAL AND OTHER FORMS OF HARASSMENT................................................ 25
TARDINESS AND ABSENTEEISM ................................................................................ 26
CASHIER BOOTHS ............................................................................................................. 27
SECURITY .............................................................................................................................. 27
EQUIPMENT AND TOOLS ........................................................................................................ 27
SUBSTANCE ABUSE ..................................................................................................................... 27
USE OF COMPUTER SYSTEMS AND INTERNET .................................................. 36
WORK AREAS ...................................................................................................................... 38
SMOKING ............................................................................................................................... 38
MOONLIGHTING ................................................................................................................ 38
CONFLICT OF INTEREST ............................................................................................... 39
BRIBES AND KICK-BACKS ............................................................................................. 39
PROFESSIONALISM .......................................................................................................... 39
CONFIDENTIALITY AND THE PROTECTION OF CUSTOMER INFORMATION .. 39
SOLICITATION .................................................................................................................... 40
VISITORS ............................................................................................................................... 40
PARKING ................................................................................................................................ 40
TELEPHONE ABUSE ......................................................................................................... 40
CELL PHONE USE .............................................................................................................. 40
QUITTING EARLY AND LEAVING YOUR JOB ...................................................... 40
WASTE PREVENTION ...................................................................................................... 41
REMOVING COMPANY PROPERTY FROM THE PREMISES ........................... 41
HANDLING COMPANY MONEY ................................................................................... 41
LOYALTY............................................................................................................................... 41
COMPANY CONFIDENTIALITY ................................................................................... 41
ON-THE-JOB CONDUCT AND BEHAVIOR ............................................................... 41
PROHIBITED CONDUCT: ................................................................................................ 41
RULES AND REGULATIONS RELATING TO COMPANY VEHICLES ........... 44
SUMMARY ......................................................................................................................................... 45




                                                                             7
                               I.     PERSONNEL POLICIES

It is the policy of McLaurin Parking Company to recruit and hire the best qualified personnel
without regard to race, creed, color, religion, sex, national origin, age, or disability. McLaurin
Parking Company must comply with all industry, federal, state, or local government regulations
regarding the practices of employing people without discrimination. All documentation shall be
maintained on each candidate for employment and those who are hired.

EMPLOYMENT-AT-WILL

It is the policy of the Company that all employees are employed at the will of the Company for an
indefinite period.

Employees are employed at the will of the Company and are subject to termination at any time,
for any reason, with or without cause or notice. At the same time, such employees may terminate
their employment at any time and for any reason, with or without cause or notice.

No Company representative is authorized to modify this policy for any employee or to enter into
any agreement, oral or written, contrary to this policy. Supervisory and management personnel
are not authorized to and are prohibited from making any representations to employees or
applicants concerning the terms or conditions of employment with the Company which are not
consistent with Company policies.

No statements made in pre-hire interviews or discussions, or in Company materials of any kind,
are to alter the at-will nature of employment or imply that discharge will occur only for cause.

This policy may not be modified by any statements contained in this Handbook or any other
employee handbooks, employment applications, Company recruiting materials, Company
memorandums, written pay plans or compensation agreements, or other materials provided to
applicants and employees in connection with their employment. None of these documents,
whether singly or combined, are to create an express or implied contract concerning any terms or
conditions of employment. Similarly, Company policies and practices with respect to any matter
are not to be considered as creating in any way contractual obligation on the Company's part or as
stating in any way that termination will occur only for "just cause". Statements of specific
grounds for termination set forth in this Handbook or in any other Company documents are
examples only, not all-inclusive lists, and are not intended to restrict the Company's rights to
terminate at-will.

Some employees are compensated on a commission basis and may be given a written agreement
memorializing the terms of the compensation package. Nothing contained in such agreements
shall be deemed to alter the employment- at-will nature of such employees' employment with the
Company, as described above.




                                                8
Completion of the initial review period does not change an employee's status as an employee-
at-will nor does it in any way restrict the Company's right to terminate such an employee or
change the terms or conditions of such employee’s employment with the Company.

APPLICATION
All potential employees must complete, date, and sign the Company employment application
form.

VERIFICATION
The Company may verify any information from a previous employer relating to your work record
and any information obtained from the application or resume, as required by law.

NEPOTISM
Hiring the best-qualified applicants available for all openings is the Company’s primary policy.
Hiring relatives of present employees may be permissible in some cases but only with the express
permission of the Human Resource Manager. The Company does not permit an employee to be
supervised by a family member.

PHYSICAL EXAMINATIONS
To the extent allowable by law, there may be times when it is necessary to screen and test
employees to determine what risks the Company may assume with the employment of an
individual. There may also be times of screening and testing, for security reasons, when drug and
laboratory tests will be performed under the direction of a certified professional and according to
the law.

SELECTION AND CLASSIFICATION OF EMPLOYEES
The success and security of McLaurin Parking Company and each employee depends on careful
and thorough selection and screening of potential employees.

The objective of this process is to find and employ a person who will do the job well, prove their
ability and find themselves at home in the places we work.

You were selected to become a valued employee of McLaurin Parking Company. We have
confidence in your ability to contribute to our continuing growth and profitability.

Each employee is classified in one of the following categories, based on the conditions under
which he or she is employed:

       1.      Regular

       A regular employee is one who is performing the duties of a full-time job (at least 30
       hours per week) in the Company and who is not temporary. During the first 90 days of a
       regular employee’s employment, the employee will be considered in an initial review
       period. During this initial review period you will be getting acquainted with your job and
       your supervisor will have the opportunity to evaluate your progress with the Company.


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        2.       Part-time

        An employee who is hired for work which requires part of a day, part of a week, or part of
        a year, on a regular or irregular schedule is considered part-time. Scheduled working
        hours are less than 30 hours per week.

        3.       Temporary

        Anyone employed for a specific period or for a specific purpose (such as replacing a sick
        employee) is considered temporary.


Background Record Policy
McLaurin Parking Company (MPC) requires a criminal check for all full-time and part-time employees
upon hire once a conditional offer of employment has been extended by the hiring manager. All
temporary employees have screenings conducted by their employer as well.

Although a disqualification is possible, in accordance with federal and state laws, a previous conviction
does not automatically disqualify an applicant from consideration for employment with MPC. Depending
on a variety of factors (for example, the nature of the position, the nature of the conviction, age of the
candidate when the illegal activity occurred), the candidate may still be eligible for employment with
MPC.

The applicant will be given an opportunity to review the criminal background check results and submit
an explanation. If any applicant is found to have falsified any information regarding conviction history,
the applicant will not be considered for employment. If an employee seeking a transfer or promotion to a
position requiring a criminal history record check is found to have falsified any information regarding
conviction history, the employee may be immediately discharged.

A seven year criminal history will be reviewed. Within the seven year history:

       No more than three (3) misdemeanors.

       No felonies

       No assault convictions.

Any violent acts such as assault may be considered longer than seven years.

All positions with driving responsibilities will also have a driver’s license screening and new hire drug
screening. All drivers must have a driver’s license for the state in which they drive for MPC. Screenings
will be conducted periodically on driver’s license. Employment will be contingent on all drivers
participating in the scheduled random drug screenings as requested.

                For the DMV screenings:
                 No more than three (3) points currently on the record.
                 No DWI convictions within the past three (3) years.




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               For drug screenings:
                Applicants testing positive for illegal substances will be not hired.
                Existing employees testing positive for illegal substances or alcohol consumption must
                undergo assessment and rehabilitation before returning to a driving position. (HR will
                consult the individual on this).

Results for all screenings will be reviewed by the HR Department and will remain confidential. The
applicant/employee will be notified of the outcome and be given information on disputing the results.

FAIR TREATMENT
We realize that success and future growth depend on the contributions made by each employee of
McLaurin Parking Company. Job satisfaction and happiness in the work place are a direct result
of providing the best possible working conditions, benefit programs, retirement, good pay, fair
treatment and an equal opportunity for all employees.

No employee of this Company has to pay dues, fines, initiation fees or participate in a strike in
order to get fair treatment.

McLaurin Parking Company will always make every moral and legal effort to maintain our good
employer-employee relations without a third party interfering in that relationship.

PAYROLL INFORMATION
On your first day of work you will be expected to complete all the necessary tax and insurance
forms, and any other information including I-9 forms (you will be required to provide a valid
driver’s license and a birth certificate or Social Security card), regarding your employment status.
Your immediate supervisor will discuss the Company’s policies and procedures with you. Read
this booklet carefully and address any questions you have to your supervisor. You will also sign
an acknowledgment of receipt for this booklet stating you have read and understand the policies,
procedures, and rules of McLaurin Parking Company.

       Deductions: The Company will deduct from your gross pay, federal and state taxes,
Social Security, and any back taxes. You, the employee, must approve any other deductibles.
All deductions shall be itemized on your check stub.

         Garnishments: The Wage Garnishment Law limits the amount of an individual’s
income that may be legally garnished and prohibits the firing of an employee whose pay is
garnished for payment of a single debt. The Company will honor garnishments of employee
wages as a court or other legal judgment may instruct, including child support. The law provides
an administrative fee to be charged when garnishments occur. Should you require too many
garnishments of wages, the Company may consider this a reflection of your character, and may
result in your separation.

        Change of Employee Status: The Company, as required by law and essential for
efficient operations, will maintain the Employee’s personnel record.

Please notify the Human Resource Department whenever changes occur in the following areas:


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       1.     Change of your name, home address, or telephone number.

       2.     Your marital status or in the number or identity of your dependents.

       3.     Birth or death in your immediate family.

       4.     Formal education, courses completed or other training or acquired skills.

       5.     Change in your citizenship status.

       6.     Beneficiary change.

       7.     Change in your selective service status

       8.     Change in person you want notified in the event of an emergency.

       9.     Change in your major medical coverage.

       Company Files: Information contained in your personnel file is absolutely confidential.
No information other than your position and employment dates contained in your personal file
will be released to anyone outside the Company during your employment without your written
permission, except for information which the Company is required by law to release to a
governmental agency or other persons or entity. All files are the property of McLaurin Parking
Company.

DATE OF HIRE AND REHIRE
In order to record employee benefits, a continuous service date shall be maintained. Your
continuous service date begins on your first day or work and continues as long as you are a
regular employee of McLaurin Parking Company, with uninterrupted service. If an employee is
rehired after resignation (voluntary termination), the rehire date will be considered your new
continuous service date. Granted leaves of absence, illness or injury from work shall not affect
seniority. Any employee may lose his right to seniority for the following reasons:

       1. If an employee quits/resigns.

       2. If an employee is discharged.

       3. If, for any reason, an employee is absent from work for a period of three days without
          notifying his immediate supervisor, except for prolonged illness, verified by a medical
          doctor’s certificate, if requested by the Company.

OPEN DOOR POLICY
While questions or differences of opinion may occur from time to time, the Company has an
OPEN DOOR POLICY at all levels of management and encourages any employee to take


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questions, suggestions or problems to his supervisor. Our success is based on our ability to
communicate. “LET’S TALK.”

THE WORKWEEK
Office hours are from 8:30 a.m. to 5:00 p.m. daily, Monday through Friday. Due to the nature of
our work, our workweek and workdays have flexible hours in accordance to our clients’ needs.
In many instances, we are open twenty-four hours, seven days a week. Your immediate
supervisor will give you your weekly schedule.

PERSONAL APPEARANCE
It is important that a business convey to the general public and to other business associates the
best image possible. The dress and appearance of employees or the Company play a significant
role in establishing this image. It is the intent of this dress code to establish a reasonable and fair
dress and grooming code, which meets the reasonable requirements of each employee’s sex, race,
color, religion, disabilities, and national origin:

       1.      Care must be given to matter of personal cleanliness and appearance. Every detail
               is important.

       2.      Moderation and good taste in slacks and skirts are also required, particularly for
               those who have public contact.

       3.      Clothing should be clean upon coming to work, well fitting, coordinated, and
               appropriate to your particular job.

       4.      Halters, tank tops, and so forth are not acceptable.

       5.      Shorts must be neat and approved for the job site.

       6.      All shirts must have a collar (unless approved by your supervisor).

       7.      Those employees required to wear neckties should do so at all times.

       8.      Flip-flop footwear is not permissible.

       9.      The employee’s nameplate shall be in proper position while on duty.

       10.     All mustaches and beards must be trimmed and neat.

       11.     Offensive body odor must be controlled.

       12.     Earrings in the ear lobes are acceptable for women. Other body piercing is
               unacceptable for both men and women.

       13.     No nudity or visible tattoos are permitted.


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       14.    Hair in whatever style must be neat and clean and comply with all necessary
              safety and health regulations. The specific standards set forth below for male and
              female hairstyles shall be enforced uniformly. Reasonable accommodations will
              be made for legitimate requirements of employees because of their race, color,
              religion, disabilities or national origin. Requirements for male and female hair
              styles are as follows:

              A.     Male Employees.

                     (i)     No hair may exist below the ear lobe, except for a neatly trimmed
                             mustache, which does not droop or hang over the upper lip.

              (ii)   Haircuts must not be long or ragged. Avoid off-beat or extreme hair
                     styles, especially the following: obviously dyed hair, unnatural colors
                     (green, blue, etc.), and ragged hair styles.

              B.     Female Employees.

                     (i)     Whatever the style, hair should be kept neat and clean.

                     (ii)    Avoid off-beat or extreme hair styles, especially the following:
                             obviously dyed hair, unnatural colors (green, blue, etc.), and ragged
                             hair styles.

       15.    An employee’s supervisor may require that the employee change his or her dress
              or other aspects related to the employee’s appearance if the supervisor determines
              the employee’s dress or appearance to be inappropriate.

UNIFORMS
To aid customers in identifying some Company personnel during the performance of their duties,
the Company shall contribute 50% of the fee for uniforms in specific departments. Employees
may use payroll deduction, with written authorization, in order to pay for their uniforms. Some
employees must be fitted for uniforms within thirty days after their hire date. Employees are
responsible for cleaning their uniforms. Employees are responsible for compensating the
Company for lost, stolen, or damaged uniforms. In its discretion, the Company may require that
certain employees provide a security deposit to insure the return of all uniforms and other
Company property in good condition upon the employee’s separation from the Company. The
Company may further require that an employee sign an authorization for the Company to deduct
funds from the employee’s compensation in order for a reasonable security deposit to be
collected.

CUSTOMERS




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The continuing success of our business depends on the number of satisfied customers we have.
We must remember that the person we really work for is the customer. Here are a few tips to
remember in dealing with our customers:

       1.      Greet them promptly and courteously.

       2.      Smile.

       3.      Call customer by name (Mr., Mrs., or Miss)

       4.      Be frank and honest.

       5.      Be friendly but not too familiar.

       6.      Don’t argue or lose your temper.

       7.      Keep promises.

       8.      Show your appreciation.

       9.      Maintain a professional appearance.

       10.     Be tactful.

       11.     If you feel you are losing control of the situation, seek the help of your supervisor.

INFORMATION
Your best source of information about your job is your supervisor. When you have a question
about any job duties do not hesitate to ask your supervisor for the answer. He will generally give
it to you at once. If he cannot do so, he will get the information for you. It is part of his job and
he will cooperate with you at all times.

REFERENCES
Company policy in respect to providing job references for former employees is we confirm
beginning and ending employment dates. We do not use the terms “fired” or “terminated” with
respect to the ending date of employment. If asked, we will confirm the position held by an
employee. We do not give pay scales. This information is provided for both the employee and
for all supervisors. The employee will know upon termination what type of information will be
provided to prospective employers. All supervisors will know the limits of information that may
be provided to individuals who call requesting information on a former employee.

GRIEVANCE PROCEDURE
A grievance is any problem of an employee or group of employees resulting from work
requirements or the conditions under which work is performed. Our goal is to find equitable




                                                   15
solutions at the lowest possible level.     These proceedings will be kept as informal and
confidential as possible.

All grievances will go first to an employee’s immediate supervisor for resolution. If the problem
cannot be resolved at this level, the employee may go to another level of management within the
organization. Records must be kept of all grievances (except for minor grievances settled with
the immediate supervisor). Records will be kept within the division in which the individual
works and within the division in which the problems occur. Copies of all records will be sent to
the Vice President of Human Resources, and maintained in the employee’s personnel file within
Human Resources.

EMPLOYEE SUGGESTIONS
All employees are encouraged to make constructive suggestions. Your ideas are welcome and
may improve our operation. Please feel free to make your suggestion to your supervisor;
however, your suggestion may be made to any manager and may be placed in the Company
mailbox. You do not have to sign your suggestion.

PERFORMANCE EVALUATIONS
New employees will be evaluated after 90 days and thereafter on an annual basis. Consult your
supervisor for actual scheduling of evaluations. Evaluation time is considered an opportunity to
set new performance goals as well as improve on current performance.


                      II.    COMPENSATION

PAYDAY
McLaurin Parking Company payroll period is a two-week period from Monday at 12:01 a.m.
through Sunday (14 days later) at 11:59 p.m. All personnel are paid on Friday for the previous
two weeks worked. No action will be taken before Tuesday for late mail delivery.

If you are unable to pick up your paycheck, you must give the Company written permission in to
have another person claim your paycheck for you.

If your paycheck is not picked up by the end of the business day on Friday, or other arrangements
have been made, we will mail your check to your home address. It is your responsibility to notify
personnel of any address changes.

If any employee has a question concerning his paycheck or pay period, he should advise his
supervisor, who will contact the payroll department for clarification and/or correction.

PAYROLL DEDUCTIONS
Any payroll deductions other than those required by law and agreed to by management shall be
authorized by the employee in writing and kept on file.

TIME RECORDS


                                               16
The Company is required by federal and state law to keep precise and accurate records of hours
worked by each employee considered to be nonexempt under the Fair Labor Standards Act
(“FLSA”). Each employee who is required to use the time clock must punch in each day when
he or she arrives and punch out when the day is completed. The employee must also punch out
for lunch and punch back in upon return from lunch. It is a violation to punch another
employee’s time card, and no employee shall write in his own times on the time card as this may
be cause for immediate dismissal. If you leave for personal business, you much punch out on the
time clock and punch back in if you return to work the same day. However, such time off is only
allowed if first authorized by your supervisor. Make sure to note on the time card the reason for
your personal business. Please make sure your time cards are complete and accurate before you
turn them in each day. If any clockings are missed on the time cards, you must enter them by
hand and initial the entry.

REPORT TIME
All cashiers and parking attendants must punch in to work five (5) minutes before their
scheduled shift. There is no excuse for being late without notifying the supervisor.

OVERTIME
Certain employees subject to overtime compensation provisions of state or federal law shall be
paid one and one-half (1 ½) times their current rate of pay (for that location), for any time
worked over 40 hours in a week. Pay for holiday and vacation time not actually worked is not
calculated into overtime pay. All overtime must be approved in advance by your supervisor.
There are two types of overtime work:

       1.      Scheduled Overtime: Scheduled overtime work is announced in advance and
               generally will involve an entire department or operation. This type of overtime
               becomes part of the required work week of the people who are members of the
               department or operation. If you need to be excused from performing scheduled
               overtime, please speak with your employer. He or she will consider your situation
               and the requirements of the department or operation in deciding whether you may
               be excused from performing the scheduled overtime.

       2.      Incidental Overtime: Incidental overtime is not scheduled; it becomes necessary in
               response to extenuating circumstances. It is extra time needed to complete work
               normally completed during regular hours. Incidental overtime may become
               necessary when an illness or emergency keeps co-workers from being at work as
               anticipated. It may require you to return to the workplace for emergency work.
               The opportunity to perform incidental overtime will be given first to the employee
               who normally performs the task. If that employee cannot perform the, overtime,
               the Company will offer the overtime to a suitably qualified person who is
               available to perform the overtime work.

HOW YOUR SALARY IS DETERMINED
It is the policy of our Company to maintain salaries which are in line with or above those paid for
similar work in comparable companies. Periodic salary surveys are made to see that this policy is
observed.


                                                17
Your salary is based upon two factors, the value of your job to the Company, and the manner in
which you perform the job.

Your job is re-evaluated at least once a year to decide the worth of your position with the
Company.

We raise these questions in determining who is qualified for a salary increase.

       1.      Is the performance of his or her present job satisfactory?

       2.      How efficiently does the employee perform his or her job responsibilities?

       3.      Does the employee do his or her share willingly?

       4.      Is his or her attendance regular?

       5.      How much supervision does he or she require?

       6.      Does he or she have initiative?

       7.      Is he or she loyal to the Company?

Any discussions regarding your compensation should be held with your supervisor in privacy!

ERRORS IN PAY
Every precaution is taken to avoid errors in your paycheck. If you think an error has been made,
bring this matter to your immediate supervisor. He will obtain the correct information for you. If
an error is found, the adjustment will be made in the next pay period.

ADVANCES AND LOANS
The Company discourages salary advances and loans to any employee against future wages.

SEPARATION FROM THE COMPANY
Any employee who separates from the Company, whether such separation is voluntary or
involuntary, will forfeit any special bonuses or other privileges for which he may have been
eligible at a later date. In general, the Company does not pay separating employees severance
compensation in any form regardless whether the separation is voluntary or involuntary.
However, the Company reserves the right to provide severance compensation to a separating
employee if the Company, in its sole discretion, believes it to be warranted. If you leave
McLaurin Parking Company your supervisor may schedule a final meeting with you to discuss
matters relating to the winding up of your affairs at the Company (e.g. the return of the Employee
Handbook, uniforms and other Company property, the transfer to your new employer or
disbursement to you of your retirement account, etc.). Your final paycheck will be distributed at
the normal payroll date.


                                                   18
WEATHER CONDITIONS
It is the Company’s policy to continue operations despite weather emergencies unless the
emergency threatens to cause employee transportation to or from work impossible. Your
immediate supervisor will notify you of the Company’s status when these weather conditions
occur. However, if you have not heard from your supervisor, call him at home and/or at the
office on the hour until someone answers the telephone. We may make arrangements to pick you
up at home. Employees will not be paid for the time the Company closes for business due to
snow or ice, other inclement weather, or any other set of facts or circumstances which prevents
the Company from conducting its normal operations at its clients’ facilities. Time missed due to
the employee’s inability to get to work is the employee’s responsibility. However, under some
circumstances, if approved in advance by management, time lost due to inclement weather may
be made up.

                         III.    EMPLOYEE BENEFITS

OVERVIEW
The Company is currently offering group medical insurance and other benefits as discussed
below. The Company reserves the right in its sole and absolute discretion to cancel, modify, or
amend any such benefits at any time without notice. With these limitations and considerations in
mind, regular, full-time employees are entitled to the Company benefits described below. Unless
otherwise noted below or required by law, part-time and temporary employees are generally not
entitled to the benefits described below.

VACATION TIME

        Eligibility: We believe that an employee should have a time of rest and relaxation each
and every year. Vacation with pay is one of the ways we show our appreciation to you for your
length of service and a job well done. Regular full-time employees who have completed six (6)
months of continuous service and who average at least thirty (30) hours per week are considered
eligible to receive time off with pay for vacation according to their length of service with the
Company, as follows:

        Accrual and Use of Vacation: For eligible new employees, no vacation is accrued or
may be taken until the employee has completed six (6) months of continuous service with the
Company. Upon completion of six (6) months of continuous service, an eligible new employee
is deemed to have accrued and is credited one (1) week (5 days) of vacation with pay, which
must be taken prior to March 31 of the following calendar year. Regular full-time employees
with between six months and one year of continuous service are deemed to accrue and are
credited an additional one (1) week (5 days) of vacation with pay upon completion of the
employee’s first full year of employment with the Company, that must be taken by December 31
of the current calendar year. However, employees may carry over up to one (1) week (5 days) of
accrued vacation until March 31 of the following calendar year. After an eligible employee has


                                              19
worked for the Company a full year, vacation begins to accrue monthly on a pro rata calendar
year basis beginning the following January 1. Eligible employees who have completed between
two (2) and five (5) years of continuous service receive two (2) weeks (10 days) of vacation with
pay each year. Eligible employees who have completed between six (6) and ten (10) years of
continuous service receive three (3) weeks (15 days) of vacation with pay each year. Eligible
employees who have completed eleven (11) or more years of continuous years of service receive
four (4) weeks of vacation with pay each year. Your supervisor will initiate a vacation request
calendar. Vacation may be taken at any time during the year after accrual and need not be
continuous, with the following provisions:

       1.     Vacations are to be scheduled so that only one unit member will be absent at one
              time.

       2.     Employees are expected to take their vacations as a means of rest and diversion
              for themselves and their families.

       3.     A paid Company holiday that falls during the vacation period will be considered
              as a paid holiday and not vacation time. This day of vacation may be taken at
              another time as approved.

       4.     One week of vacation may be carried over for three (3) months (until March 31).
              All eligible employees must take one week of vacation time away from the job
              site each year. Other accrued weeks may be paid in lieu of time away from the
              Company.

       5.     Pay for vacation time will be based on an average of weekly earnings over the
              previous six-month period of the employee’s employment with the Company.
              Paid vacation time may not be considered for overtime purposes.

HOLIDAYS
The Company recognizes and observes six (6) paid holidays, as follows:

       New Year’s Day                Memorial Day          Christmas Day
       Independence Day              Thanksgiving Day      Labor Day

Regular full-time employees will receive straight time pay for each holiday. The nature of the
Company’s business requires that at least some of the Company’s employees work on the above
holidays, and the Company reserves the right to require any employee to work on one or more of
these holidays as the Company perceives the need arises. Employees who are scheduled to work
on holidays will receive double time pay, but cannot reschedule holiday time off. Employees
who are scheduled to work the day before and the day after a holiday must do so in order to
receive the holiday pay.

PERSONAL LEAVE




                                               20
Full time employees are eligible for personal leave. Four hours will be accrued each month for a
total of 48.00 hours a year. These hours can be used for personal illness, a family member’s illness,
doctor’s appointment, bereavement, jury duty, etc. The unused leave is not “paid out” at the end of
the year or at termination; however, it will carry over into the next year. The maximum hours that
can be accrued into the “personal leave” bank are 48 hours.

FAMILY AND MEDICAL LEAVE
During 1993, Congress enacted the Family and Medical Leave Act (FMLA). Employees who
have been employed with the Company for at least twelve (12) months and have worked at least
1,250 hours during the 12-month period proceeding the commencement date for which leave is
sought, may have the right to take up to 12 weeks of unpaid leave within a 12-month period
under the following circumstances:
     for the birth and care of a newborn child of the employee;
     for placement with the employee of a son or daughter for adoption or foster care;
     to care for a spouse, son, daughter, or parent with a serious health condition;
     to take medical leave when the employee is unable to work because of a serious health
       condition; or
     for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter,
       or parent is on active duty or call to active duty status as a member of the National Guard
       or Reserves in support of a contingency operation.

Employees are required to provide thirty (30) days advance notice of their intention to take leave
under the Act or such reasonable prior notice as is practicable under the circumstances.
Employees returning from leave from FMLA will be reinstated to the same position or to an
equivalent position with equivalent benefits, pay and all other conditions and terms of
employment. Consistent with the Act, the Company will require that a request for leave due to a
serious health condition be supported by a certification from the employee’s health care provider
or a physician employed by the Company to give a second opinion. It is the Company’s policy
that a covered employee’s leave entitlement is measured by a “rolling” 12-month period
measured backward from the date an employee uses any FMLA leave. To the extent permissible
under FMLA, leave taken by an employee under the Act will run concurrently with vacation as
provided above. The Company may require that an employee who seeks leave under FMLA first
exhaust all paid leave (e.g. vacation).

Employees who are contemplating taking leave under FMLA are strongly encouraged to contact
the Company’s Human Resource office as much in advance of the anticipated leave as possible
in order to verify the employee’s eligibility to take the desired leave.

LEAVE OF ABSENCE
At the sole discretion and based upon prior approval in writing of the Company’s executive
management, leaves of absence may be granted from time to time for good cause. Vacation time
will not accrue during a leave of absence. Any employee on leave will not be entitled to holiday
pay. Unless otherwise specified by the Company when granted, a leave of absence is without
pay.


                                               21
Employees on a leave of absence must pay all hospitalization and life insurance costs during the
leave.

EDUCATION/TRAINING (ATTENDING SEMINARS/TRAINING SESSIONS)
From time to time, the Company may arrange to have both formal and informal training
programs to enable you to progress in your technical knowledge of our business. The Company
requires specific training programs for various employees to aid job performance. Several times
a year, employees are selected to attend workshops or training programs.

If you become aware of a particular seminar or training program that you believe is appropriate
for enhancing your skills (and/or those of other employees), please bring it to the attention of
your department manager. Since these seminars and training program are usually offered only at
specified times in a geographical area, please be sure to notify your supervisor as far in advance
as possible. This way, he or she can attempt to schedule workloads to accommodate your (and/or
other employees’) desire to attend the seminar or training program. Often tuition and/or travel
expenses are assumed by the Company to provide employee training.

MILITARY RESERVES/NATIONAL GUARD DUTY OR TRAINING
Employees in the reserve of one of the military services will be given leave without pay for
active duty in accordance with the law. Your supervisor should be given the dates of your
military leave as far in advance as possible.

HEALTH INSURANCE
Group health insurance is currently available to all regular full-time employees. You should
know about the insurance we have and what is available to you as an employee of the Company.
This is real protection that we are happy to provide for you as a health benefit. Employees are
required to take the initiative and sign up for the health insurance coverage that is available, so
employees should be sure to ask their supervisor about the Company’s policy. They should
request, complete and return the necessary forms.

UNEMPLOYMENT COMPENSATION
Unemployment compensation is for the benefit of person unemployed through no fault of their
own. As required by law, the Company pays the entire cost of this protection.

SOCIAL SECURITY
The cost of participation under the Social Security Act is shared by you and your Company, as
required by law. Under current law, you are entitled to an income when you retire at the age
provided by the Social Security Act, as well as to disability benefits prior to retirement age in
some instances.

WORKER’S COMPENSATION
You are protected by the State Worker’s Compensation Act. This insurance provides specified
statutory benefits to the employee whom under certain conditions, is injured or sustains
occupational illness while on the job. As required by law, McLaurin Parking Company pays the


                                                22
full cost of this protection. The Company requires that any accident that occurs on the job be
reported to a supervisor or manager immediately.




                                              23
                             IV.    RULES & REGULATIONS

SAFETY IN THE WORKPLACE
Your safety and that of your fellow employee is of great concern to McLaurin Parking Company.

Ultimately, safety is a matter of judgment, thoughtfulness, and concern on the part of every
employee. You can help to insure a safe workplace by being aware of and concerned for the
safety of all employees. There are two primary causes of accident: unsafe working conditions
and unsafe actions. We do our best to eliminate unsafe working conditions. It is your
responsibility to work safely, and do all you can to prevent accidents or injury to yourself and
others. You are expected to think before you act, and consciously take care to avoid unnecessary
risks.

All personnel must adhere to all OSHA regulations and these rules:

       1.     Report any unsafe working conditions in writing to your supervisor.

       2.     Report all injuries to your supervisor or personnel immediately, no matter how
              minor they may seem at the time. If you are injured on the job, you are covered
              under our state Worker’s Compensation Act. Reports will be made to the
              insurance company and medical attention will be arranged promptly.

       3.     Wear clothes suited for our job – no dangling or loose clothing or jewelry around
              moving machinery.

       4.     Common sense is the most important safety rule of all and is to be followed at all
              times.

       5.     Employees are to be careful with their hands when operating any machinery and
              to see that others do not harm themselves on their machines.

       6.     Employees must turn off machinery before cleaning, clearing jams, or making
              repairs. Machines must be unplugged before work is undertaken on any electrical
              parts.

       7.     If an operation calls for more than one person, the required persons must be
              present before starting that operation.

       8.     Operating shortcuts are not to be taken.

       9.     Personal protective equipment is provided for your use. All employees are
              required to use safety equipment on jobs that require it. Your supervisor will
              instruct employees when to wear this equipment.




                                               24
       10.     Shirts and long pants shall be worn at all times. Shorts are allowed only with the
               express permission of the supervisor.

       11.     All employees shall wear appropriate work shoes. Sandals and flip flops are not
               permitted.

       12.     Help new employees learn safe job habits.

       13.     Use safe methods to pass tools and materials to other employees.

       14.     Avoid taking chances.

       15.     Keep “electric cords” out of traffic.

       16.     Never hesitate to warn an employee who is in danger.

       17.     All ticket receipts must be turned in at the end of each day.

       18.     You work for a Company, which deals with motor vehicles.             Vehicles are
               constantly being moved. Use care as a driver or pedestrian.

Assaultive behavior in the workplace is prohibited. This behavior includes but is not limited to
unwanted touching, obscene language, arguing, and pushing. McLaurin Parking Company has a
“zero tolerance” policy for this type of behavior.

CUSTOMERS INJURED ON OUR PREMISES
If a customer incurs a minor injury on our premises, a supervisor or department manager should
take him to the doctor/hospital of his choice. If the customer appears to be seriously injured, do
not attempt to move him. Call an ambulance to take the customer to a medical facility. Any
employee who witnesses the accident should immediately report it to the supervisor. The
supervisor will report all details to the corporate office. The supervisor should make a written
record of the incident at that time.

SEXUAL AND OTHER FORMS OF HARASSMENT
It is the policy of the Company to maintain a working atmosphere free of discrimination in any
form based on age, race, sex, color, religion, disability, or national origin. Under this policy,
sexual and all other forms of harassment of employees in the work place are illegal and
forbidden.

The Company affirms its commitment to the guidelines regarding sexual harassment. We will
not tolerate sexual harassment of, or by, our employees. Sexual harassment is defined as:
unwelcome sexual advances, requests for sexual favors and other verbal and physical conduct of
a sexual nature when:




                                                 25
       1.      Submission to such conduct is, either implicitly or explicitly, made a condition of
               employment.

       2.      Submission or rejection of such conduct is used as the basis for employment
               decisions affecting the persons who did the submitting or rejecting.

       3.      The conduct has the effect of substantially interfering with the employee’s work
               performance or creates a hostile, offensive, or intimating work environment.

Some examples of prohibited conduct include lewd or sexually suggestive comments; off-color
language or jokes of a sexual nature; slurs and other verbal, graphic or physical conduct relating
to an individual’s gender; or any display of sexually explicit pictures, greeting cards, articles,
books, magazines, photos, or cartoons.

Any employee who has a complaint of sexual or any other form of harassment at work by
anyone, including supervisors, co-workers, customers, or visitors, is urged to bring the matter to
the attention of their supervisor, the human resource manager, or go directly to senior
management so that we may investigate and deal with the problem. If the complaint involves
someone in the employee’s direct line of command, or if the employee is uncomfortable
discussing the matter with his or her direct supervisor, the employee is urged to go to another
supervisor with the complaint or to one of the other Company officers listed in this statement.

The Company will investigate all complaints and will attempt to handle these matters efficiently
and in a professional manner to resolve any violations of this policy while protecting the privacy
of everyone to the extent possible.

The Company’s policy prohibits retaliation against any individual who in good faith files a
complaint of harassment.

Violation of this policy is grounds for discipline up to and including discharge.

TARDINESS AND ABSENTEEISM
Employees are expected to report for work on time, on a regular basis. Unnecessary tardiness
and absenteeism are expensive and disruptive, and they place an unfair burden on the Company,
including other employees and supervisors. Unsatisfactory attendance will result in disciplinary
action, including suspension and termination. It will also have an adverse effect on any
promotional considerations. If an employee is going to be late or absent for any reason, he must
telephone his supervisor as far in advance of his starting time as possible. The employee must
explain the reason for the absence and when he expects to return to work. It is the employee’s
responsibility to insure that proper notification is given. Asking another employee, friend, or
relative to give this notification is not considered proper, except under emergency conditions.
Any employee who fails to give such notification will be charged with an unexcused absence. If
an employee is absent for three consecutive days, without notifying the Company, this action will
be considered and recorded as a voluntary resignation. If notice is given and the Company does
not think it justifies the absence, it will be considered unexcused.


                                                 26
CASHIER BOOTHS
All attendants and cashiers are to be responsible in the booths. All booths are to be kept clean
and windows must be cleaned daily. Attendants are to be courteous and helpful to the customer
at all times. Any unusual problems with customers shall be reported to the supervisor or the
office, by telephone and by a written incident report. It is the employee’s responsibility to insure
each monetary transaction is correct and that proper change is given to each customer. If there is
a discrepancy, the employee will be notified with an explanation and expected to repay any debt
owed to the Company. Radios are allowed, if they are played at a low volume. Televisions are
not permitted. Visitors are not allowed inside the booth. Suspicious individuals should be
reported to the supervisor or to security. Alcoholic beverages or other intoxicating substances
are strictly forbidden.

SECURITY
All Company equipment, boxes, doors, desks, gates, and other equipment with locks are to be
kept locked securely when not in direct use and at the end of each day. Company vehicles should
be kept locked at all times. Personal tools are not the Company’s responsibility if lost or stolen.
Employees’ personal property including, but not limited to, tools, handbags, cash, etc., is not the
Company’s responsibility if damaged, lost or stolen. The Company’s insurance does not cover
any item not belonging to the Company, including but not limited to loss due to fire, theft, or
displacement. It is absolutely necessary for employees to have insurance on their personal
belongings or be prepared to suffer whatever loss might occur.

EQUIPMENT AND TOOLS
You will be supplied with the materials and equipment needed to do your job. The Company has
a large investment in facilities, materials, and the equipment designed to help employees work
more productively. Cooperation in the care and use of this equipment is essential to maintain it
in good operating order. If a problem with the equipment comes to your attention, please report
it to our supervisor immediately. A permanent record is kept of all Company tools and
equipment. The use of Company owned vehicles, tools, equipment or supplies for an employee’s
personal purpose, or the removal of such vehicles, tools, equipment, records or supplies from the
work place, is strictly prohibited.

SUBSTANCE ABUSE

I. Purpose

The Company is concerned about the detrimental effects which illegal drugs and alcohol abuse
have upon the health and safety of its employees. We recognize that alcoholism and the illegal
use of drugs lead to increased accidents and medical claims, and often destroy an employee’s
health and family life. Simply stated, employees who abuse drugs and alcohol are a danger to
themselves, their fellow employees and their families. In addition, employees with drug or
alcohol problems have much higher medical costs than other employees, and their decreased
productivity because of absenteeism and turnover adversely affects our ability to compete
effectively.


                                                27
In light of these concerns, and in compliance with applicable state and federal laws and
regulations, the Company intends to maintain a workplace free of the problems associated with
the illegal use of drugs and the abuse of alcohol. Our policy is to help employees with problems
associated with the abuse of drugs and alcohol and to encourage their rehabilitation. However,
no part of this Substance Abuse Policy (the “Policy”), nor any of its procedures, is intended to
affect the Company’s right to manage its workplace or to discipline its employees. Nor is it a
guarantee of employment, continued employment or, except as specifically provided in the
Policy, of terms or conditions of employment. The Policy is intended to help provide a better
and safer work environment.

II. Scope and Application

This Policy covers all employees of the Company including regular, part time, and temporary. It
applies to all Company property which, for purposes of this Policy, includes grounds and parking
lots, leased space, Company vehicles, and personal vehicles used for Company purposes. The
Policy applies to any employee on Company time at any location. This Policy supersedes all
previous policies with respect to substance abuse to the extent they are inconsistent.

Refusing to take an alcohol or drug test requested under this policy, or substituting, altering,
tampering with the specimen or otherwise engaging in conduct intended to subvert the testing
process is a violation of Company policy and will result in disciplinary action up to and including
termination.

III. Definition of Substance Abuse

Substance abuse is defined as: (1) reporting to work or working with illegal drugs present in the
body or while affected by alcohol, (2) chemical dependency on alcohol or other drugs where job
performance or employee safety is adversely affected, or (3) the use of illegal drugs. The term
“illegal drugs” as used in the Policy includes, but is not limited to, marijuana, cocaine, heroin,
opiates, amphetamines and similar drugs whose possession and use are prohibited under state or
federal law in this country, as well as prescription drugs unless validly prescribed by the
employee’s physician and used in the prescribed manner. So called “designer drugs”, “look
alikes”, synthetic drugs and similar substances are also considered illegal drugs for purposes of
this Policy, even if they are not specifically prohibited by state or federal law. This Policy is also
designed to cover other substances which may be abused, whether available legally over-the-
counter (such as cough syrup or drugs obtained with a valid prescription), or substances which
are not intended for human consumption (such as glue).

IV. Applicants

       A.   Scope and Application of Section IV

This Section IV of the Policy applies only to all applicants for employment with the Company,
unless otherwise stated. For purposes of this Policy, an “applicant” is defined as any person



                                                 28
seeking employment with the Company to whom an offer of employment has been made. All
offers of employment are subject to the terms and conditions of this Policy.

       B.   Applicant Drug Testing

All applicants that will be driving motor vehicles must undergo a pre-employment drug screening
test (if appropriate, as part of their pre-employment physical examination. Failure to cooperate in
such a test (or examination) will be considered a withdrawal of the Company’s offer of
employment.

       C.   Contingent Employment

Any offer or acceptance of employment is contingent upon the applicant successfully completing
his or her drug screening test. No applicant shall be required to submit to a drug test until after
the applicant has been offered a job. Employment will be denied when the test results are
positive for illegal drugs or for the presence of prescription drugs (such as barbiturates,
amphetamines, opiates, etc.) unless the applicant has a current prescription, a valid medical
reason for using such drugs, and is using such drugs in the prescribed manner. No one shall be
permitted to begin work until the results of the test have been obtained.

Any applicant who tampers with or alternates a sample shall be ineligible for hire.

V. Employees

       A.   Scope and Application of Section V

This section V of this Policy applies only to actual employees of the Company. Its policies and
procedures are effective immediately for all current employees, and for all former applicants once
they have successfully complete the drug screening test of Section IV and started employment
with the Company.

       B.   Voluntary Referral for Counseling and/or Rehabilitation

       1.   Policy - The Company recognizes and accepts that early treatment is the key to
            rehabilitation for substance abusers. Therefore, employees are encouraged to
            voluntarily request help. No employee will have job security jeopardized by such a
            good-faith request.

       2.   Procedure for Volunteering for Assistance - An employee may volunteer for
            assistance either by requesting help for the Human Resources Director or a
            supervisor. If an employee contacts a supervisor concerning a substance abuse
            problem, the supervisor shall assist the employee in setting up an appointment with
            the Human Resources Director or a recommended counseling or rehabilitation
            service, but should not attempt to diagnose the problem or counsel the employee.



                                                 29
         C.   Prohibitions for All Employees

         1.   Except as provided in paragraph 3 below, the possession, use, distribution, transfer,
              manufacture or sale of alcohol, illegal drugs, or legal drugs without a valid
              prescription on Company property, in a Company vehicle, or on Company time is
              specifically prohibited. An employee who violates this prohibition is subject to
              disciplinary action up to and including termination of employment.              Any
              circumstances that indicate the violation of state, federal or local laws may be
              reported to appropriate law enforcement officials, and the Company will cooperate in
              any criminal prosecutions.

         2.   Reporting for duty or working with drugs present in the body or while affected by
              drugs or alcohol1 is prohibited and will be handled under disciplinary procedures or
              referral for counseling and/or rehabilitation, as management determines. This
              prohibition includes prescription drugs, unless the employee has a current legal
              prescription, a valid medical reason for using such prescription drug and is using such
              drug in the prescribed manner.

         3.   Employees are encouraged not to consume alcohol in business settings, such a
              business meals and functions attended by executives and sales personnel, especially
              when guests or customers of the Company are present. Employees are strongly
              discouraged from operating motor vehicles after consuming even a moderate amount
              of alcohol. Employees who violate the provisions of this paragraph are subject to
              disciplinary action depending upon considerations such as the nature of the offense,
              their present job assignments, their records with the Company and the possible
              adverse consequences upon the Company from their violations.

         4.   In order to ensure that employees can safely perform their jobs, the Company is also
              concerned with prescription or over-the-counter drugs which might have an impact on
              job performance. Employees using such drugs should notify their supervisors or
              department heads immediately upon reporting to work. Failure to do so may be
              considered a violation of this Policy and is cause for disciplinary action. The
              Company will not use this information in a manner that would violate the federal
              Americans with Disabilities Act.

         E.   Drug Screening Criteria

The Company reserves the right to have employees tested, screened, and searched on Company
property for drug and alcohol use as it deems necessary, as long as these procedures do not
violate any existing laws. To the extent permitted by existing law, acceptance of continuing

1
 “Drugs present in the body” means that the level of a drug found in an employee’s blood, urine or other body fluid
exceeds those levels determined by the Company and its testing laboratory as a cut-off level for a positive test.
“Affected” is not limited to obvious impairment of physical or mental ability, such as slurred speech or difficulty in
maintaining balance, but may be established by a professional opinion, a scientifically valid test or by a lay person’s
observation.


                                                          30
employment by any employee of the Company is deemed to constitute permission by such
employee for the Company to, at any reasonable time or times selected by the Company while the
employee is on duty and at the Company's sole expense, require that the employee provide blood,
hair and/or urine samples and otherwise facilitate testing. Employees, their possessions, and
Company issued equipment and containers under their control are subject to search and
surveillance at all times while on Company premises or while conducting Company business.
The Company may test employees by any legal means. The Company intends to protect the
public and the safety, health and property of its employees and customers. The Company will
consider an employee for a drug screening test under the following circumstances:

       1. Accident or Incident

       If an employee is involved in an accident or incident which caused or reasonably could
       have caused personal injury or property damage, that employee will be considered for
       testing. Every incident or injury may not necessarily result in a test. The action or
       inaction of the employee must have contributed to the incident or accident. In addition,
       the factors which would be grounds for testing for evidence of substance abuse under
       Paragraph 3 below may be considered.

       2.   Safety Sensitive Areas

       The Company may, in its sole discretion, classify certain jobs or work areas as “safety
       sensitive” and at any time administer drug testing to employees who work in such jobs or
       areas. “Safety sensitive” means those jobs and positions which involve a high degree of
       risk for injury to the employee or others, or property damage, if an accident occurs.

       Drug tests of employees in safety sensitive jobs or areas may be conducted at any time by
       management, at its discretion. However, the method for selecting individual employees
       for testing shall be based upon neutral criteria, such as random selection.

       3.   Evidence of Substance Abuse

       The Company may also test employees on the basis of reasonable cause or suspicion that
       they are substance abusers or violating this Policy.

       While it is impossible to list every factor which might lead to a decision to test an
       employee, typical factors which may be considered include:

           excessive absenteeism or tardiness;

           unexplained significant deterioration in job performance;

           significant change in personality (repeated abusive behavior, insolence,
            insubordination, etc.);



                                                  31
    reliable reports from other employees;

    unexplained absences from normal worksites;

    unusual behavior which cannot be readily explained;

    changes in appearance and demeanor;

    excessive cravings for water or sweets;

    reddened eyes or dilated pupils;

    odor of alcohol or drugs;

    slurred speech;

    evidence that an employee has tampered with a prior drug test;

    difficulty in motor coordination.

    violation of Company safety policies or failure to follow safe work practices.

4.   Testing After Referral for Assistance

An employee with a positive drug screening test who has been referred by the Company
for counseling and/or rehabilitation under this Policy may be tested without cause and at
any time for a period of two years after referral. Employees who volunteer that they have
a drug abuse problem and seek counseling and/or rehabilitation under this Policy may
also be tested without cause and at any time for a period of two years after referral or self-
referral.

5.   Employee Requests

The Company may test an employee who specifically asks to take a test. The Company
should consider the employee’s motivation for requesting a test, as well as the test’s
potential impact on other employees.

6.   Random Testing

At such time or times as the Company may decide, the Company may conduct a drug
screening test of employees selected at random. The Company may or may not give
advance notice of the date of any such test. Random alcohol testing of CDL drivers will
be performed in a manner consistent with DOT regulations.



                                          32
       In selecting employees for random testing, the Company first will determine the number
       of employees from the Company or business entity to be tested. The Company or its
       designee will then draw names of employees to be tested from a pool consisting of all
       employees employed at that the Company or business entity. The drawing of names shall
       be in a manner such that the identity of any employee selected for testing is not known
       until the full number of employees to be tested has been drawn.

       Any employee who refuses to participate in a test, or who fails to participate in a test
       without an explanation satisfactory to management, is subject to disciplinary action, up to
       an including termination. Any employee who fails to participate in a test due to illness,
       vacation, excused absence, or some other reason satisfactory to management, shall be
       tested as soon thereafter as reasonably possible, and shall be subject to such further
       testing as the Company may decide, in the Company’s sole discretion.

       7.   Universal Testing

       At such time or times as the Company may decide, the Company may require all
       employees to be drug and/or alcohol tested. The Company may or may not give advance
       notice of the date of any such tests. Any employee who refuses to participate in a test, or
       who fails to participate in a test without an explanation satisfactory to management, is
       subject to disciplinary action, up to an including termination. Any employee who fails to
       participate in a test due to illness, vacation, excused absence, or some other reason
       satisfactory to management, shall be tested as soon thereafter as reasonably possible, and
       shall be subject to such further testing as the Company may decide, in the Company’s
       sole discretion.

       F.   Alcohol Use Prohibitions

It is against Company policy to report to work or be on duty under the influence of alcohol. An
employee will be considered under the influence when, in judgment of employee’s supervisor or
other management, the employee has alcohol on his or her breath, the employee’s appearance or
motor coordination is affected, or the employee’s ability to perform the job safely and effectively
is affected by the use of alcohol. An alcohol test by breathalyzer, blood test, or other
scientifically acceptable method may be performed. An alcohol test will be considered positive
based on the established driving under the influence standards of the state where the employee
works. Refusing to take an alcohol or drug test requested under this policy, or substituting,
altering, tampering with the specimen or otherwise engaging in conduct intended to subvert the
testing process is a violation of Company policy and will result in disciplinary action up to and
including termination.

The Company will consider an employee for an alcohol screening test under the following
circumstances and in the same manner as further described in Paragraph E above (Drug
Screening Criteria):

       1.   Accident or Incident


                                                33
       2.   Evidence of Substance Abuse

       3.   Employee Request

       4.   Alcohol Exceptions: Only the President of the Company may approve exceptions to
            consumption, possession, purchase, or transport of alcohol at Company sponsored
            events. The Company stresses the importance of responsible use of alcohol at these
            events.

       G.   Failure of an Employee to Cooperate

Employee compliance with the Company’s Substance Abuse Policy is mandatory. The failure or
refusal of any employee to fully cooperate and participate in the program, sign any required
document or submit to a drug or alcohol screening test will be grounds for termination of
employment, unless a compelling, satisfactory reason is provided. Employees who continue
employment while undergoing counseling or rehabilitation will be required to meet all
established standards of conduct and job performance. Employees who have been referred for
counseling or rehabilitation under this Policy shall be required to fully cooperate and participate
in their rehabilitation and the recommendations of the program administrators. This may include
the requirement for regular attendance at therapy sessions. Employees who have been referred to
counseling or rehabilitation may be required to undergo drug screening tests at any time for a
period of up to two years. If the Company determines that an employee has failed to cooperate
under the terms of this Substance Abuse Policy, the employee may be suspended without pay and
be subject to further disciplinary action, up to and including termination.

       H.   Time Off for Counseling/Rehabilitation and Return to Work

Work time lost will be paid according to applicable benefit plans of the Company to the extent
available to the employee. Beyond such benefits, work time lost for counseling and
rehabilitation will be without pay. An employee may return to work only after (i) he or she has
been certified by the treatment facility as being free of substance abuse and fit to return to duty;
and (ii) he or she has produced a clean urine sample which generates a negative test result. If an
employee completes a rehabilitation program after having a positive drug test, the employee will
receive unannounced “surprise” drug tests on a monthly basis for a year and, to remain employed
by the Company, must produce a clean urine sample which generates a negative test result for the
entire year’s worth of surprise tests.

Work time lost will be paid according to applicable benefit plans, if any.

       I.   Medical Benefits for Counseling and/or Rehabilitation

Benefits are available as provided in the Company’s medical insurance plan, depending on the
medical diagnosis by the employee’s physician in conjunction with the Company’s benefit plans.




                                                34
       J.   Effect of a Positive Test after Referral

After an employee has been referred for counseling or rehabilitation under this Substance Abuse
Policy, the employee must promise to remain drug free. A subsequent positive drug test will
result in termination of employment.

VI. Severability and Effect

If any part of this Substance Abuse Policy is determined to be void or unenforceable under state
or federal law, the remainder of the Policy will remain in full force and effect to the extent
possible.

VII. Reservations

No part of this Substance Abuse Policy, or any of its procedures, is intended to affect the
Company’s right to manage its workplace or to discipline its employees. Nor is it a guarantee of
employment, continued employment, or of any terms or conditions of employment except as
specifically provided herein. This Policy does not create an express or implied contract between
the Company and any employee. Because it is impossible to anticipate every situation which
may arise under this Policy, the Human Resources Director or Company President should be
contacted to resolve any situation not addressed herein. This contact should be made before
action is initiated, if at all practicable. The Human Resources Director is responsible for the
overall implementation of this Policy.

The Company reserves the right to interpret, change, modify, amend, or rescind this Policy in
whole or in part. Exceptions to this Policy may be granted in unusual or extenuating
circumstances, but only with the concurrence of the Company President.

VIII. Confidentiality

All information involving drug or alcohol tests, medical examinations, counseling, rehabilitation
or treatment of an individual employee or applicant shall be treated as confidential. All such
information will be accessible only to those Company officials and designated medical or
professional persons as have been approved on a valid need to know basis. It will not be
provided to any other party without the employee’s written consent, except pursuant to
administrative or legal procedure or process. Any employee who willfully discloses such
information in violation of Company policy will be subject to disciplinary action, up to and
including termination.




                                                  35
USE OF COMPUTER SYSTEMS AND INTERNET

    1.      Purpose and Need

    The Company provides computer and Internet access to selected employees to assist and
     facilitate business communications and productivity. It is provided for legitimate
     business use and needs in the course of your assigned duties only. Inappropriate use may
     result in loss of access privileges and/or disciplinary action, up to and including
     termination.

    In the course of their duties, the Company’s management may monitor use of the Internet
    system or review the contents of stored Internet records.

    2.      Acceptable Use Policy

    All users of Company-provided Internet services, including electronic mail, must comply
    with the following standards of acceptable use:

            A.     The Company’s computer resources, including the hardware, the software,
                   and all the computer files, are Company property. Additionally, all
                   messages composed, sent, or received on the electronic mail system are
                   and remain the property of the Company. They are not the private
                   property of any employee. The Company reserves and intends to exercise
                   the right to review, audit, intercept, access and disclose all messages
                   created, received or sent over the electronic mail system for any purpose.
                   The contents of electronic mail properly obtained for legitimate business
                   purposes may be disclosed within the Company without the permission of
                   the employee.

            B.     Users of the Company’s computers shall not damage or alter the hardware,
                   software, or other components, or install unauthorized software or
                   hardware peripherals.

            C.     Only those employees who have been specifically authorized by the
                   Company’s management to use the Company’s Internet services, including
                   electric mail, may do so.

            D.     Users must abide by the copyright law, contract law, and other local, state,
                   and federal laws, as well as Company policies and regulations.

            E.     Extensive use of network, Internet, and computer resources for personal
                   use is prohibited.




                                            36
F.   Intentional use of Internet resources to access, process, view, store,
     download or forward pornographic or obscene images, text, graphic files,
     or other material is prohibited.

G.   Transmitting or forwarding electronic mail that is obscene, racist,
     harassing, intimidating, or otherwise offensive is prohibited. Among those
     which are considered offensive, are any messages which contain sexual
     implications, racial slurs, gender-specific comments, or any other
     comment that offensively addresses someone’s age, appearance,
     personality, sexual orientation, religious or political beliefs, national
     origin, or disability.

H.   Users are prohibited from engaging in any form of hacking, including, but
     not limited to: attempting to gain access to restricted resources inside or
     outside the Company’s network; impersonating another user; and
     damaging or deleting the files of another user.

I.   Downloading, installing, or using unlicensed or unauthorized software is
     prohibited.

J.   Intentionally disrupting network resources or system use by others, either
     by introducing worms or viruses into the network, Internet, or computer
     systems, or by any other means, is prohibited.

K.   Users shall not use network, Internet, or computer resources to disclose
     Company confidential or proprietary information, including business and
     marketing plans, pricing data, factory communications, supplier
     information, and financial materials.

L.   Using electronic mail or Internet web pages to promote enterprises
     unrelated to the Company’s legitimate business purposes and activities is
     prohibited. The electronic mail system may not be used to solicit or
     proselytize for commercial ventures, religious or political causes, outside
     organizations, or other non-job-related solicitation.

M.   Any other illegal or unethical activity regarding Internet or computer use
     which could adversely affect the Company is prohibited.


N.   The confidentiality of any message should not be assumed. Even when a
     message is erased, it is still possible to retrieve and read that message.
     Further, the use of passwords for security does not guarantee
     confidentiality. All passwords must be disclosed to the Company’s
     management or they are invalid and cannot be used.




                              37
              O.      Notwithstanding the Company’s right to retrieve and read any electronic
                      mail messages, such messages should be treated as confidential by other
                      employees and accessed only by the intended recipient. Employees are not
                      authorized to retrieve or read any e-mail messages that are not sent to
                      them. Any exception to this policy must receive prior approval by the
                      Company’s management.


              P.      Employees shall not use a code, access a file, or retrieve any stored
                      information, unless authorized to do so. Employees should not attempt to
                      gain access to another employee’s messages without the latter’s
                      permission. All computer pass codes must be provided to the business
                      manager. No pass code may be used that is unknown to the Company’s
                      management.


              Q.      Any employee who discovers a violation of this policy shall notify their
                      immediate supervisor, the department head, the Human Resources
                      Director, or the Company’s President.

WORK AREAS
Good housekeeping and cleanliness are important factors in safety, fire prevention, product
quality, cost and efficient operations. All aisles and doorways shall be kept clear of any
obstruction at all times. Work areas and equipment shall be maintained in a clean and safe
manner. All trash must be place in proper containers. No liquids of any kind will be allowed to
remain on the floor. Equipment, tools, or material not being used will be properly stored. All
job areas will be cleaned and polished before leaving the premises. Your supervisor will provide
cleaning materials. All cashier booth windows shall be cleaned daily. There shall be no paper or
other clutter, which may impair vision displayed on cashier booth windows. This is essential to
safety and to our customers. All types of liquid must be kept away from the cash register
keyboard.

SMOKING
Smoking is not permitted in the work areas. Employees are only permitted to smoke in the
designated smoking areas.

MOONLIGHTING
Employees are prohibited from taking a job outside the Company without first obtaining their
supervisor’s prior permission. For the protection of the Company’s business, permission will not
be granted for employees to obtain outside jobs with companies that are in the same business as
this Company or which are in any way in competition with this Company. If an employee is
granted permission to take outside employment, that person must report to the supervisor when
starting work at the outside Company. If an employee is unable to keep work performance up to
a high standard as a result of moonlighting at an outside job, the permission to work at the
outside job may be rescinded, or the employee may be subject to termination. The Company will


                                              38
not pay medical benefits for injuries or sickness resulting from employment at an outside
company.

CONFLICT OF INTEREST
All employees are strictly prohibited from engaging in any conduct or activities which conflict
with the Company’s legitimate business interests. It is possible for such a conflict of interest to
arise between an employee and any person or entity with whom the Company transacts business.
Examples of such a conflict or interest include, but are not limited to: working with the
Company’s customers for personal gain, engaging in a part-time activity for profit or gain while
on Company time, and borrowing from or lending money to fellow employees, customers, or
other individuals with whom the Company conducts business. Conduct, which evidences
conflict of interest with the Company’s business, constitutes grounds for immediate discipline,
up to and including termination.

BRIBES AND KICK-BACKS
The giving or acceptance of bribes, kick-backs, and all other forms illegal, unethical or otherwise
improper payments or favors is strictly prohibited. Employees involved in these activities are
subject to immediate discipline, including termination.

PROFESSIONALISM
The Company expects all employees to conduct themselves in a professional manner in all
departments at all times. Respect all customers and fellow employees. Use good judgment and
discretion when carrying out Company business. Also, use the highest standard of ethical
conduct.

CONFIDENTIALITY AND THE PROTECTION OF CUSTOMER INFORMATION
The very nature of our business is public trust. The Company has been entrusted with business
affairs of its customers.

The Company is required by law to protect non-public information about the Company’s
customers. As part of the Company’s Information Security Program, all employees are required
to protect against unauthorized access to or use of customer information that could result in harm
or inconvenience to any customer. Employees are not permitted to access customer information
unless the information is necessary for the employee to carry out a job function in the normal
course of employment. Inquiries about customers’ records should be referred to someone
authorized to release such information. Do not divulge Company or customer information to
outsiders, including the media or government representatives without the approval of
management. Certain government representatives such as OSHA, EEOC and law enforcement
personnel are privileged to speak to employees. Employee salaries are also considered
confidential. If you have questions regarding your salary, contact your supervisor. Employees
will be disciplined for any violations of this policy, up to and including termination of
employment.

Employees are strictly prohibited from having personal visitors in areas where work of a
confidential nature to the Company or others is performed. It is the duty of each employee to


                                                39
determine which areas are deemed by the Company to constitute areas where such confidential
work is performed prior to permitting personal visitors in such areas, and if an employee has any
question in this regard, he should contact his supervisor.

SOLICITATION
Unauthorized solicitations of employees on the premises are strictly prohibited, with the
exception of solicitations for gifts for employees for special events such as: resignations,
retirements, weddings, births, deaths, and so forth. This prohibition applies both to employees
on working time and to outsiders. If you observe any solicitation, contact your immediate
supervisor.

VISITORS
No visitors or vendors are allowed on the premises without permission from management. This
policy applies to former employees as well as to strangers. Each supervisor is responsible for
referring unauthorized visitors or vendors to the office.

PARKING
Parking facilities are provided on or near Company property for convenience of employees, but
the Company in providing such facilities, assumes no responsibility for damages to or losses of
automobiles/trucks or other personal property. Payment for parking at some locations may be
through payroll deduction, with written authorization by the employee.

TELEPHONE ABUSE
Telephone courtesy is essential. An employee answering the phone is to state, “McLaurin
Parking”, and then his own name. Much of the Company’s business is conducted over the
telephone, and the lines cannot be tied up with personal phone calls. Employees are allowed to
receive and make telephone calls in cases of real emergency. Non-emergency calls, incoming or
outgoing, will not be permitted, and may be cause for disciplinary action, including termination.
All long distance telephone calls are prohibited, except when calling the central office.

CELL PHONE USE
While the common availability and use of personal cellular telephones allows individuals the
opportunity to maintain closer ties with family and friends, the widespread use of cell phones in
the workplace presents several significant problems to employers. Employees who carry cell
phones in the Company are required to either turn off the ringer or set it to the “vibrate” setting
so that the ringing of the phone will not disturb or distract customers or other employees. Other
than instances of bona fide emergencies, personal cell phone use by employees is limited to lunch
and other breaks, and must take place outside or in areas of the office where customers and other
employees may not overhear or be disturbed or distracted by cell phone conversation. Abuse of
this policy by any employee may result in the suspension of the employee’s cell phone use in the
office and/or discipline of the employee up to and including termination.

QUITTING EARLY AND LEAVING YOUR JOB
If an emergency, personal business or pressing personal circumstances, which cannot be attended
to outside of working hours, require you to leave your job at any time other than lunch, you may


                                                40
request permission from your supervisor. He or she will consider the urgency of your request
and the time when you can best be spared. You should punch out when leaving for personal
errands and punch in when you return.

WASTE PREVENTION
Waste of time and materials is costly to our Company and to you. You help make our Company
successful by the amount of materials you save as well as the amount and quality of work you
contribute. Please make every effort to eliminate waste.

REMOVING COMPANY PROPERTY FROM THE PREMISES
We do not permit anyone to take any of the Company’s records, equipment, tools, or other
property off of the premises at any time or for any reason.

HANDLING COMPANY MONEY
Any money paid to employees for services, parts, materials, or automobiles, including deposits,
is to be turned in to the cashier immediately and a receipt will be written for the customer.

LOYALTY
A high degree of loyalty has been an essential element in our Company’s culture since our
original organization started. We must insist that this harmonious spirit be maintained and that a
healthy respect for other persons and their property continue to be the general rule. Honesty is a
must.

COMPANY CONFIDENTIALITY
Do not divulge Company or customer information to outsiders, including the media or
government representatives without the approval of management. Certain government
representatives such as OSHA, EEOC, and law enforcement personnel are privileged to speak to
employees.

ON-THE-JOB CONDUCT AND BEHAVIOR
The Company depends on its employees to maintain and promote its integrity and excellent
reputation at all times on the job. Each employee represents the Company. The things you say
and do make a statement about the Company and we want that statement to be a positive one.
There are certain types of conduct, which are considered inexcusable by the Company and call
for disciplinary action. Depending on the circumstances involved, the penalty may range from a
verbal warning to immediate discharge. Following is just a partial list of the behavior standards,
which are required of all employees while at work.

PROHIBITED CONDUCT:
    1.   Reporting to work under the influence of alcohol or controlled substances for
         which the employee does not have a currently valid prescription from a licensed
         physician; testing positive for or having any such substances in your possession
         while on Company property or while operating a customer or Company-owned
         automobile; or failing to promptly and properly submit blood, hair and/or urine




                                               41
      specimens to the Company or its agents or contractees when requested by the
      Company to do so.

2.    Fighting or inflicting bodily harm toward another person, engaging in “horseplay”
      or using foul language. Any willful or negligent act causing harm or injury to
      another person.

3.    Stealing money, records or any other property from the Company, a customer or
      another employee.

4.    Threatening, intimidating, harassing or coercing a Company, a customer or
      another employee.

5.    Sexual and all other forms of harassment.

6.    Falsifying information on one’s own time card or the time card of another
      employee.

7.    Falsifying financial information for any reason.

8.    Falsifying tickets or receipt information.

9.    Providing any false, inaccurate, misleading or incomplete information on the
      application for employment or with respect to other data requested by the
      Company.

10.   Use of obscene, profane, abusive, or disrespectful language or indecent conduct
      on Company premises.

11.   Failing to contact your supervisor in advance of absence or tardiness.

12.   Excessive unexcused absenteeism or tardiness.

13.   Providing anyone outside the Company with confidential Company or customer
      information.

14.   Any willful or negligent act which results in damage to Company property or
      another employee’s property. Each employee is expected to respect other
      employee’s property and the Company’s property.

15.   Possession or use of firearms or weapons of any type on Company property.

16.   Taking a second job that interferes with our performance with the Company.




                                        42
17.   Withholding information or failure to communicate information about another
      employee who has stolen money or property from the Company or another person,
      who has reported to work under the influence of alcohol or a controlled substance,
      or who has engaged in sexual or other harassment while on Company premises.

18.   Failure to comply with reasonable instructions or requests of the employee’s
      supervisor or other management personnel within the Company.

19.   Making any personal long-distance telephone calls at the Company’s expense or
      using Company telephones for an employee’s personal business or other matters
      of a non-emergent nature.

20.   Conviction of any misdemeanor or felony evidencing moral turpitude, deceit,
      fraud, embezzlement, dishonesty in financial matters, or the propensity to engage
      in violent conduct.

21.   Failure to comply with the safety rules contained in this handbook, negligent or
      willful neglect or mishandling of a machine or other equipment, or any other
      unsafe conduct or behavior.

22.   Violation of the Company’s policy regarding smoking on the Company’s premises
      or on the premises of any of the Company’s clients.

23.   Leaving the premises during working hours without permission from supervisor.

24.   Exhibiting a bad attitude toward work, the spreading of rumors or malicious
      gossip, or making any negative disparaging or unflattering statements to anyone
      (other than the communication of a bona fide grievance) about the Company, the
      Company’s management or any other Company employee.

25.   Overstaying a leave of absence.

26.   Failure to immediately report damage to a customer’s or Company’s property or
      equipment to your supervisor or to Company management.

27.   With respect to an employee whose job responsibilities include the operation of
      motor vehicles, the suspension or revocation of the employee’s driver’s license or
      the conviction on one or more driving related offenses which result in either the
      inability of the Company to obtain insurance coverage at previous or customary
      rates, or an increase in any insurance premiums which the Company was required
      to pay.

28.   Engaging in gambling, lottery, or any other game of chance on Company
      premises.




                                        43
     29.    Using Company owned vehicles or equipment for personal use.

     30.    Failing to be ready to work at starting time, stopping work before time specified,
            loitering, or loafing during work hours, or leaving one’s own department during
            working hours without permission of supervisor, except for the use of the
            bathroom.

     31.    Creating or contributing to unsanitary conditions.

     32.    Violating any of the other policies or provisions contained in this handbook.

RULES AND REGULATIONS RELATING TO COMPANY VEHICLES
For employees who operate Company or customer vehicles:

     *Authorization is required for any employee to drive a Company or customer owned
     vehicle.

     *All employee driving Company or customer cars will have driving records         reviewed
     prior to employment.

     *For insurance reasons, a copy of the employee’s valid driver’s license must be on file.

     *Our insurance carrier will periodically investigate the driving record of all employees
     authorized to drive Company owned vehicles. Some employees may be prohibited from
     driving Company owned vehicles or customer’s vehicles, or may even be reassigned to
     other duties or locations or terminated as a result of this investigation.

     *Obey all traffic laws.

     *Maintain Company vehicle competently.

     *Report all accidents immediately to your supervisor.

     *Possess a valid N.C. driver’s license at all times.

     *Do NOT carry unauthorized passengers.

     *Company cars and trucks are provided strictly for use as business vehicles. Do NOT use
     Company or customer vehicles to run personal errands or for other personal purposes.

     *When an employee has an accident, he/she is responsible for the deductible under the
     terms of our collision insurance policy.

     *All employees driving either Company owned vehicles or customer vehicles must wear
     seat belts.


                                               44
       *Any and all traffic violation fines shall be paid entirely by the person responsible for the
       violation. This includes all speed limits, parking regulations, traffic rules, and the use of
       seat belts. Failure to abide by these traffic regulations may result in the revocation of
       Company vehicle privileges, and/or termination.

                                      II.     SUMMARY

Our reputation has been based on many years of dedicated community service. The public
confidence and respect we have earned has been accomplished through the combined effort of all
of our employees. Customer confidence gives our Company an advantage over competitors and
it is up to each of us to strive to continue to build this customer confidence and respect. We will
strive to maintain our forward progress and to secure the future of our entire organization by
continuing to create the very best possible business image and working climate, which will
attract personnel and the public to our Company.




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