Welcome to Frontier Environmental Services. Outstanding people are the key to our success and we are proud to have you as part of our team. We value our employees and work together to develop and maintain an environment that enables individuals to work to the best of their ability. Over the years Frontier has distinguished itself throughout our industries because of the pride and dedication of our employees and the work they do. You have an opportunity to be a part of a winning team — to learn, grow and, most importantly, help us enhance our world.

This Employee Handbook outlines our general policies, procedures and benefits. We expec ll employees to read, understand and comply with this handbook as part of their respective responsibilities. From time-to-time, changes will occur and we may need to make a decision that is not within the confines of this handbook. Please feel free to contact any member of the management team if you have any questions, concerns or wish to discuss a particular issue.

We have attempted to provide you with as much information as possible on our policies so that you may more effectively perform your duties. Please take the time to review this handbook and keep it to refer to as needed. Your direct Supervisor will assist you with information about the worksite and details concerning your work and answer any questions you may have. The entire senior management team is also accessible to you.

Thank you for choosing to join us. We wish you a long and rewarding career with Frontier Environmental Services!

Sincerely,
Nick Scigliano President & CEO

TABLE OF CONTENTS
MISSION AND CORE VALUES 4
1 | FAIR EMPLOYMENT PRACTICES
Affirmative Action/Equal Opportunity Employment 7
Americans with Disabilities Act Amendments Act (ADAAA) 7
Company Service 8
Employment-At-Will 8
Health Insurance Portability and Accountability Compliance (HIPAA) 9
Immigration Law Compliance 9
No Harassment Policy 9
No Retaliation Policy 11
Open Door Policy 11
Working with Relatives and Significant Others 12
2 | COMPENSATION AND PAY
Compensation 13
Deductions from Pay 13
Employment Categories 14
Paydays and Payroll 14
Overtime 15
Reporting Pay 15
Timekeeping 15
3 | EXPENSES
Business Expenses and Travel 16
Worksite Travel Allowance 17
Per Diem 17
Exclusions 18
4 | EMPLOYEE RECORDS
Access to Employee Records 18
Reporting Changes in Status 18
5 | HOURS OF WORK AND TIME REPORTING
Attendance and Punctuality 19
Teleworking and Flexible Work Arrangement 20
Emergency Closing 21
6 | GENERAL EMPLOYMENT POLICIES
Use of Company Property 21
Computer Usage and Information Technology 22
Electronic Messaging 23
Social Media 24
Media Relations 26
Workplace Appearance 26
Company Vehicles 27

Phones and Distracted Driving 28
Vehicle Accidents 29
Vehicle Telematics 29
7 | BENEFITS
Benefits Overview 29
Social Security 30
State Unemployment Insurance 30
Workers Compensation Insurance 30
8 | LEAVE AND TIME OFF
Bereavement 31
Breaks for Nursing Mothers 31
Holidays 32
Jury Duty 32
Leave of Absence - Family Medical Leave 32
Leave of Absence for Military Duty (USERRA) 36
Paid Time Off (PTO) 36
9 | CAREER DEVELOPMENT
Employment References 38
Job Descriptions 38
Training and Development 38
10 | PROFESSIONAL BEHAVIOR
Confidential Information 39
Conflict of Interest 39
Outside Employment 40
Rules of Behavior and Conduct 40
Discipline Procedures 42
11 | SAFETY AND HEALTH
Building Access and Security 43
Visitors in the Workplace 43
Drug and Alcohol Use 43
Fit to Work 46
No Tobacco Environment 46
Safety and Health 46
Workplace Violence 47
12 | SEPARATION
Consolidated Omnibus Budget Reconciliation Act (COBRA) 48
Final Pay 49
Return of Property 49
Termination of Employment 49
Unemployment Compensation 50
RECEIPT OF EMPLOYEE RESOURCE HANDBOOK 51

 

It takes a specialized team of dedicated people to provide quality construction services. Frontier has the expertise and vision to bring our clients’ ideas to life.
Our Mission statement defines our purpose and our goal. As we go about our work, we are mindful to be guardians of nature and the environment around us, restoring the site back to its natural state revitalizing the natural ecosystems and native habitats when our projects are complete.

Our Core Valuesdefine how we conduct our businessand the relationships we build with all our stakeholders. Our six Core Values support our reputation for excellence and speak to the types of behaviors that will help ensure our success for many years to come. While our business strategies may change over time to reflect the changing business landscape and needs of our clients, our values remain the same:

DepenDable
We do what we say regardless of any obstacles
Resilient
We work together to overcome difficult situations
innovative
We are early adopters of cutting-edge techniques, materials and technology which improve how we work and the project outcome
viRtuous
We built our culture on strong employee ethics and morals
empowering
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We trust employees to make the best decisions possible
nimble
We are resourceful and able to work smarter to quickly adapt to changing conditions

WHY AN EMPLOYEE HANDBOOK

This handbook has been prepared to help you understand our policies and expectations that are directly linked to your needs as an employee and to our growth and continued success. You should read, understand and comply with all provisions of the handbook. It describes many of your responsibilities as an employee at Frontier Environmental Services.

As a member of the Frontier team, please use this handbook as an information guide. This handbook is not a contract of employment nor a guarantee of any terms or conditions of employment.

There may be times that we will need to amend, modify, rescind or supplement information within this handbook and we may need to do so with or without notice. We will do our best to keep communications open, but there may be times that we will not be able to communicate the change, update or reprint the handbook.

Support documentation, forms, and additional policy information are available by contacting our Human Resources Department.

1
| FAIR EMPLOYMENT
Affirmative Action/Equal Employment Opportunity

Frontier Environmental Services is committed to a policy of non- discrimination that encompasses all our employment policies and practices. Our employment policies and practices treat everyone equally and provide equal opportunities to all employees and applicants. We attempt to hire and develop the best people available, based on job-related qualifications. We make no distinctions in rates of pay or
employment opportunities such as recruiting, hiring, Frontier-sponsored training, compensation, benefits, promotions, transfers, layoffs and recalls from layoff, education and Frontier-sponsored activities based on race, color, religion, sex, gender identity or expression, age, national origin, disability, veteran status or any other protected class. If you believe you have not been afforded fair treatment in accordance
with this policy, you may contact the Human Resources Department. All complaints will be taken seriously and appropriate action will be taken when required.

Americans with Disabilities Act Amendments Act (ADAAA)
Frontier is committed to complying with all federal, state and local laws dealing with non-discrimination in all aspects of employment including qualified individuals with disabilities. Frontier supports the intent of the ADAAA, which is to prevent discrimination against qualified individuals (applicants or employees) with disabilities or a known record or history of a disability, who can perform the essential functions of the job, either on his/her own or after reasonable accommodation by Frontier. These accommodations may also include a leave of absence and must not impose an undue hardship on the operations of the business.

We encourage you to communicate with your direct Supervisor regarding difficulties in continuing to meet your performance requirements of the job due to a physical or mental disability. Please communicate any work limitations and any suggested reasonable accommodations.

All information communicated to Frontier because of a disability will be kept confidential and will only be used to evaluate reasonable accommodation alternatives, to permit an individual to perform the essential functions of his or her job in a safe and efficient manner and

Americans with Disabilities Act Amendments Act (ADAAA) continued
for emergency medical treatment. A refusal to volunteer this information will not subject you to any adverse treatment or penalty; however, Frontier cannot accommodate a disability until, and unless, it has notice of the condition for actions regarding reasonable accommodation.

Company Service
Your company service is established with your anniversary date, which is your most recent date of hire with Frontier Environmental Services. This is important since your length of service determines many of your benefits with the company and the application of specific company standards and procedures.

The first ninety calendar days of an employee’s employment is considered an introductory period. This introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine if the position meets their expectations and the expectations of the company. The employee’s employment status remains at-will during and after the introductory period.

Employment-At-Will
Employment at Frontier is “at-will” with the continuation of employment being within the full discretion of Frontier. When you begin working with us, you are free to resign at-will, at any time, with or without cause.

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Similarly, Frontier may terminate the employment relationship at-will, at any time throughout your employment with Frontier with or without cause, so long as there is no violation of applicable federal, state or local law.

This handbook is not an expressed or implied contract or promise that the policies within will be applied in all cases. Neither receipt of, nor the existence of, this employee handbook constitutes a contract of employment and it (and any policy) is not to be construed as conferring contractual obligations, creating a tenure of employment or promising future employment. No other agreements supersede the terms and conditions of the at-will agreement unless specifically agreed to in writing and signed by the company President.

Health Insurance Portability and Accountability Act (HIPAA) Compliance
Frontier Environmental Services is not a covered entity as defined by HIPAA (requires compliance by health care plans, clearinghouses and providers who conduct certain financial and administrative transactions electronically); however, we do maintain health care and related plans that are subject to HIPAA requirements. We have made the decision that HIPAA privacy and security provisions will apply to all protected health information (PHI) maintained by Frontier. HIPAA regulations will be followed in administrative activities. We will consider any breaches in the privacy and confidentiality of handling of PHI to be serious, and disciplinary action will be taken in accordance with our code of conduct.
Questions regarding policy provisions should be addressed to the Human Resources Department.

Immigration Law Compliance
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if their previous I-9 is no longer retained or valid.

Proper authorization to work in the United States is necessary to commence and continue employment with Frontier Environmental Services. The Payroll Department is responsible for ensuring that applicable documentation is completed in compliance with these requirements. Frontier Environmental Services may choose to use
E-Verify (the Federal government I-9 process) for I-9 implementation.

No Harassment Policy
Our goal is a team-focused, supportive work environment. We will not allow harassment or disruptive activities to create a negative culture or work environment. No form of harassment will be tolerated. Everyone here is responsible for conducting themselves in a businesslike, professional manner that evidences respect for others. This policy also applies to all business and related interactions between employees,

No Harassment Policy continued
directors, partners, clients, vendors and visitors. Frontier is very serious about this and will not tolerate any form of harassment that violates federal, state or local law in the workplace, at social functions sponsored by Frontier or at business functions. This refers to harassment on the basis of, but not limited to, race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, citizenship or disability (or any other prohibited grounds of discrimination as defined by federal, state or local law).

The term harassment has several definitions. It may be verbal, physical, visual, written, electronic or sexual. Examples of harassment include, but are not limited to, offensive or suggestive slurs, remarks, jokes, teasing, cartoons, pictures, posters, e-mail messages, texts, social media statements, pranks and/or physical contact.

The Equal Employment Opportunity Commission (EEOC) defines sexual harassment (as one form of harassment) to be any unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when:
• submission to such conduct is an explicit or implicit condition of employment;
• submission to or rejection of such conduct is used as the basis for employment decisions; or
• such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

Race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, citizenship or disability harassment (or any type of harassment) is best described as conduct that has the purpose or effect of:
• Unreasonably interfering with an individual’s work performance; or
• Creating an intimidating, hostile or offensive work environment.

How to make a report:
Frontier is committed to a No Harassment workplace. You are encouraged to stop harassment (by requesting the individual to stop the harassing action, if appropriate, and with no harm to you) and/or to report harassment before it becomes severe or pervasive.

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If you believe that you are being harassed by anyone (within or external to Frontier), or you witness a harassing action, bring the incident to the immediate attention of your direct Supervisor and/or the Human Resources Department.

We understand the difficulty with reporting harassment and will take any and all actions to ensure that all allegations of discrimination and/or harassment will be investigated in as confidential a manner as possible. As a result of the investigation, and if warranted, appropriate corrective action will be taken. Anyone who violates our policy against harassment is subject to appropriate corrective action, up to and including termination, depending upon the severity of the offense. False accusations, frivolous and/or vindictive accusations will be equally investigated and can result in disciplinary action, up to and including termination, depending on the seriousness of the offense.

No Retaliation Policy
Frontier Environmental Services will not retaliate, or threaten to retaliate, against anyone or an applicant who complains or makes a good faith effort to report harassment or participates in the investigation of a harassment or discrimination complaint. Our goal is to stop harassment (including discrimination) and clearly communicate our intent to have and maintain a No Harassment workplace.

Open Door Policy
Frontier Environmental Services strives to create a working environment in which everyone can communicate freely. We encourage you to speak honestly and constructively to your Supervisors and Managers about your work-related concerns. The company will treat your questions,
concerns, and complaints seriously and address them in a timely manner. When you have a work-related question or concern, it is best to discuss the issue first with your immediate Supervisor. Your Supervisor is most familiar with your job and working environment and may be able to give you advice, help you to understand a difficult situation and advise you
on next steps. There may be situations, however, where you are not comfortable discussing the issue with your Supervisor or where you require further assistance. When those situations arise, we recommend that you contact the Human Resources Department.

Working with Relatives and Significant Others
Relatives may be employed at or work together at Frontier however Frontier is committed to hiring the most qualified personnel for every position. A relationship by family or marriage is neither an advantage nor a deterrent to hiring by Frontier. Managers and Supervisors are not permitted to employ or have a relative or significant other in a direct reporting relationship, a position where a relative is auditing another relative’s work, or a position that poses a possible conflict of interest.

“Relatives” are defined as spouse, mother, father, sister, brother, child, stepmother, stepfather, stepsister, stepbrother, stepchild, niece, nephew, cousin, uncle, aunt, grandparent, grandchild, and in-laws within these categories. It is the responsibility of the employee to disclose any such relationship to management.

Dating relationships at work have the potential to create an uncomfortable working environment and this is especially true for relationships between Supervisors and employees who either directly or indirectly report to them. Accordingly, Frontier prohibits intimate or romantic relationships between Managers/Supervisors and employees who either directly or indirectly report to them. If you are dating another Frontier employee, the company has the right to take steps to minimize
potential problems that could arise. Depending on the situation, transfer or resignation options may be offered to either or both employees. You must disclose the existence of any relationship that creates the appearance of a conflict to the Human Resources Department.

Employees who marry or who become related by marriage and are presently in a Supervisory/direct report situation may not continue in this reporting relationship. If an opening exists which is applicable and appropriate to the skills of the individual and the workforce needs of Frontier, there may be an opportunity for a change of position. If not, one of the employees must voluntarily resign. Married employees can decide which of them will leave. If a decision is not made within 30 calendar days, then management will decide.
2
| COMPENSATION AND PAY
Compensation
Frontier Environmental Service’s compensation and benefits package is designed to attract and retain top qualified talent. Your compensation is directly related to your credentials and experience, your job responsibility and performance, the performance of the company, the geographic area in which you work and other market factors.

Salary increases may be determined based on company performance, individual performance, changes in the level of responsibility or job requirements and other business considerations.

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There are no guaranteed salary increases. Please contact your direct Supervisor
if you have any questions or concerns regarding your compensation.

Deduction from Pay
All companies are required by law to withhold certain federal, state and local taxes from your earnings. The required amount for each deduction is determined by the information you supply on your signed withholding statement (Form W-4). This determined amount is subtracted from your earnings and forwarded to the state and federal revenue agencies.
Please notify our Payroll Department of any changes to your withholding statement.

Additional deductions required by law include social security and garnishments determined by court order and required in the settlement of certain legal matters. Employees with more than one garnishment for separate debts in any twelve-month period may be subject to discharge as permitted by law.

Additional deductions, if authorized by you, will be deducted directly from your paycheck (e.g., insurance premiums, retirement plan contributions, etc.). Check with our Payroll Department for additional information on deductions and any relevant forms.

Employment Categories
Each employee is categorized by work status. The categories (or classification) impact your employment status and benefits eligibility. We have three categories:
• Full-time employees: Full-time employees are generally hired to work a minimum of 30 hours per week and are eligible for all benefits if working a minimum of 30 hours per week.
• Part-time employees: Part-time employees are hired to work less than 30 hours per week and are not eligible for benefits other than those legally mandated benefit programs (such as Social Security and Workers’ Compensation insurance).
• Temporary: Temporary employees are hired to work for a pre- established period, usually during peak workloads or for vacation relief.

All employees are further classified into one of two employment categories as defined by the Fair Labor Standard Act (FLSA), a federal law governing compensation.
• Exempt employees: Exempt employees are paid on a salary basis and hold positions that are typical of a managerial, supervisory, technical, professional or administrative nature. According to the FLSA, exempt employees are not required to receive overtime compensation.
• Non-exempt employees: Non-exempt employees are paid on an hourly basis and hold positions that are typically not included in the exempt category. According to the FLSA, non-exempt employees are required to receive overtime compensation for any hours worked over a 40-hour workweek.

Paydays and Payroll
The work week begins on Sunday at midnight and ends on Saturday at 11:59 PM. Employees are paid on a bi-weekly basis that includes two work weeks. There are a total of 26 pay periods per year. Paychecks are generally distributed on the Friday following the end of the bi-weekly pay period.

Please review each paycheck and pay stub when you receive them to make sure your hours are recorded correctly, and your pay and any deductions taken are correct. Frontier works hard to ensure that all

employees are paid correctly, but mistakes may happen occasionally. If you believe an error has occurred, or if you have any questions about your paycheck or pay stub, please promptly report the matter to your Supervisor. When mistakes occur and are called to the company’s attention, the Payroll Department will review and make any corrections necessary. Pay adjustments will be made in the next pay period.

Overtime
Non-exempt employees who are authorized to work more than forty hours within the work week shall be compensated at one and one-half times their regular hourly rate for all hours worked beyond forty. Your Supervisor will provide you with your work schedule and must pre-authorize any overtime hours.

Reporting Pay
Due to the nature of our business, Frontier reserves the right to alter work schedules as needed. If you are scheduled for work, report as scheduled. If you are subsequently sent home due to lack of available work, you may receive up to two hours of reporting pay.

Timekeeping
Non-exempt employees are prohibited from working hours that are not authorized by their Supervisors. If you have any questions about when or how many hours you are expected to work, you should contact your Supervisor. Managers of non-exempt employees are responsible for ensuring that non-exempt employees are properly compensated for all hours worked, including for the time it takes to complete any mandatory training while an employee.

It is a violation of Frontier policy for any employee to work, or encourage others, to work “off the clock”, incorrectly report hours worked or alter another employee’s time records. Violations will result in disciplinary actions, up to and including termination.

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3 | EXPENSES
Business Expenses and Travel
We will reimburse you for legitimate business expenses, provided those expenses have been pre-approved by your direct Supervisor and you provide the appropriate itemized receipts as documentation. When seeking reimbursement, you must complete the appropriate expense reports and submit all reimbursable receipts to the Accounting Department within thirty days of the incurred expense or they may not be reimbursed.

Business, travel and entertainment arrangements should be cost- effective and reasonable. If there are questions about what is considered reasonable, check with your direct Supervisor.

Unsubstantiated expenses may be required to be reported as income (per IRS regulations) and Frontier reserves the right to recover these monies from you. Submitting fraudulent receipts, falsifying expense reports, diverting funds for personal or private use, intentional deception or negligence in reporting and properly substantiating business expenditures may result in disciplinary action, up to and including termination.

Mileage, when using your own vehicle for Frontier business with prior approval, is reimbursed at a rate not to exceed the IRS guideline rate in effect at the time of travel, provided that you are a licensed driver with an acceptable driving record and can provide proof of your own personal automobile insurance. With proper documentation, tolls, parking costs and other similar expenses for business travel will be reimbursed in addition to the mileage rate.

We will not reimburse for any tickets, traffic fines, citations or damages. Also, any unapproved repair costs, gas, maintenance, car washes or insurance deductibles (or any such related items) will not be covered. Employees who are involved in an accident while traveling on business must promptly report the incident to their direct Supervisor.

Work-Site Travel Allowance
Frontier may grant allowances for non-exempt employees for travel time to and from work-sites when it becomes a business necessity.

Frontier does not cover travel from a permanent residence to a company worksite or provide accommodations such as hotel or apartments.

This allowance is offered in appreciation and consideration of the distance to worksites that our employees choose to travel. It is not required by law and should not be confused with actual time worked. Worksite travel allowance may fluctuate from one assignment to another due to the changing locations.

To qualify and receive this allowance:
1. Employees must submit a written and signed request stating their departure point and arrival point to their Supervisor/Manager for review and approval.
2. Google Maps will be used to determine the shortest mileage distance for compensation purposes.

Allowances for travel that exceed seventy miles one way is as follows:
Miles Traveled Allowance
71 – 100 miles 0.5 Hour of Regular Hourly Wage
Every additional 0.5 Hour of Regular Hourly Wage 30 miles

It remains the employee’s responsibility to arrive at the worksite on time. Frontier does not guarantee transportation of its employees in company- owned vehicles to and from their home or company property.

Per Diem
When Frontier assigns an employee to a worksite that is beyond a reasonable distance for a daily commute and an overnight stay is required, the employee may receive a per diem for that work day.
The amount of the per diem may be adjusted by Frontier on a project by project basis. Factors used in determining the per diem include the lodging details, the cost of living for the region in which the project is located, and the limits imposed by law.

Exclusions
Reimbursement for travel time, travel expenses, lodging costs or per diems will not be paid when Prevailing Wage Rates are in effect. However, Frontier may provide these benefits and deduct the appropriate amounts from the fringe benefit portion of the wage in accordance with applicable law.

4 | EMPLOYEE RECORDS
Access to Employee Records
We maintain personnel records for you, applicants and past employees (when appropriate and for an appropriate time) in order to document employment-related decisions, evaluate and assess policies, and comply with government recordkeeping and reporting requirements.

Personnel files are the property of Frontier Environmental Services. If you would like to review your personnel file, please put a request in writing to the Human Resources Department in order to schedule a mutually convenient time to review the file. You can inspect your personnel records, and may make notes, but you may not copy, remove or alter documents in the file.

All the information contained in your employee record is kept confidential and is shared within Frontier only with those with a legitimate business or legal reason to view the information.

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Reporting Changes in Status
We need to keep certain records for each of us for insurance, tax and legal purposes. We all have a responsibility to keep our personnel records up to date. Changes should be reported, in writing, promptly to the Payroll Department. Changes in your status that may affect your employee records include, but are not limited to:
• Name changes
• Changes of mailing address, e-mail address and/or telephone number
• Marital status
• Tax exemptions
• Newborn and adopted children or other changes in dependent status
•
Changes of the beneficiary of benefits
• Changes in emergency contacts

In addition, if you have a change in the number of your dependents or marital status, please complete a new Form W-4 for income tax withholding purposes within ten (10) days of the change. Certain changes in status may permit you to revise your benefit elections.

 

5 | HOURS OF WORK AND TIME REPORTING
Attendance and Punctuality
Our core office hours are Monday through Friday, 8:00 a.m. to 5:00 p.m. with a 1-hour unpaid lunch break. Individual work schedules may vary throughout Frontier Environmental Services, based on positions.
Generally, field working hours are 7:00 a.m. to 3:30 p.m. with an unpaid 30-minute lunch break. Changes in work hours or schedules may vary by project.

If business necessitates, we may ask you to work additional hours and/or on the weekends. As much advance notice as possible will be provided. Your direct Supervisor will provide you with your work schedule and must pre-approve any overtime hours.

All employees of Frontier are important and contribute their unique talents to ensure that our clients receive quality service. Therefore, we consider attendance to be an essential function of each employee’s job. Employees are expected to report to work on time for each scheduled shift.

Regular attendance and punctuality are essential for the high-quality service we provide our clients and to our continued success. Absences and late arrivals seriously affect the costs and efficiency of operations as they create scheduling difficulties and place an additional burden on your co-workers. Frontier recognizes that you may become ill or have other emergencies or personal situations that prevent you from coming to work, however, habitual absenteeism or tardiness is not acceptable.
Absences (Scheduled): Scheduled absences must be requested as far in advance as possible, preferably with a minimum of three weeks and require your direct Supervisor’s approval.

Attendance and Punctuality continued
Absences (Unscheduled): If you are unable to come into the office or to the worksite, or will be arriving late, you are expected to notify your direct Supervisor. You must state the reason for your absence or tardiness and provide the expected time of your arrival. You should notify your direct Supervisor as soon as possible if you are unable to return at the time/ date that was specified.

For each day you are unable to report to work or expect a delay due to illness or personal reasons, you are expected to contact your direct Supervisor at least one hour before your scheduled start time. If your direct Supervisor is unavailable, leave a detailed voice mail message including the telephone number where you can be reached.

If you are absent for three consecutive days of work due to illness,
you may be required to furnish a physician’s statement in order to return to work.

Depending on the circumstances, your failure to report to work and not notify your Supervisor may result in disciplinary action, up to and including termination of employment, even for a first offense.

If you miss three consecutive days of work and do not contact your direct Supervisor, we will assume you have voluntarily resigned your job and you will be terminated.

Frontier keeps accurate attendance and tardiness records which are reviewed regularly and strictly enforces its attendance policies. Habitual tardiness or absenteeism, including unacceptable attendance patterns, will indicate a lack of interest on your part and will result in disciplinary action, up to and including termination.

Teleworking and Flexible Work Arrangement
Teleworking is the concept of working from home or another location while linked electronically to a central office or principal place of employment. You must be authorized by your direct Supervisor to undertake teleworking. Your direct Supervisor has the right to refuse teleworking on a per situation and/or employee basis.

Flexible work arrangements (FWA) may also be available on a case-by- case basis. At the discretion of your direct Supervisor, you may be permitted to adjust your work schedule so you either arrive and/or depart outside of regular office hours. Frontier may rescind an FWA at any time depending on the needs of the company, performance of the employee or any other condition.

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Emergency Closing
Frontier Environmental Services works during all types of weather conditions, but there are certain conditions under which work on field projects or at Frontier offices will cease until conditions improve.

In the event of a work delay, closing or cancellation due to inclement weather or other declared state of emergency, you will be informed either by phone, text, email message, or information on the company website or call-in number. If work is not delayed or suspended and you are expected at the Frontier office or worksite, we ask that you make every reasonable attempt to report to work. However, safety comes first! Contact your direct Supervisor or the Safety Department for additional guidance.

 

6 | GENERAL EMPLOYMENT POLICIES
Use of Company Property
Frontier provides you with the tools and materials you need to do your job. The company’s physical assets include items such as inventory, office and work equipment, vehicles, supplies, reports and records, computers, tablets, e-mail, telephones, cell phones and other mobile devices, voicemails, and any other tangible property that Frontier owns, rents or leases. Company assets may also be non-physical, for example, the company name, logo, trade secrets, strategies and client information.
Protecting Frontier assets against loss, theft or other misuse is the responsibility of every employee because it directly impacts our reputation and profitability.

All company assets are the sole property of Frontier Environmental Services. The company reserves the right to monitor, access and

Use of Company Property continued
search company assets, including computers, tablets, e-mails, phones, voicemails, and Internet usage and history at any time, without providing advance notice to you. You are prohibited from sharing or changing user access credentials (i.e., ID’s and passwords) with anyone. You are expected to conduct all Frontier business using company-issued equipment. Using personal computers, laptops, tablets, faxes, phones and email to conduct company business is prohibited.

Report damage, loss or theft as soon as possible to your direct Supervisor. If a laptop or tablet is damaged, lost or stolen, or Frontier’s information is compromised, and the above precautions were not followed, the person to whom the laptop or tablet was provided may be held responsible for assuming part or all of the cost of repairing or replacing the laptop or tablet, and/or remedying any damage created by the situation.

 

Computer Usage and Information Technology
As an employee with Frontier Environmental Services, you may have access to various multi-media and technology equipment. You may be provided with a computer or tablet along with a variety of properly licensed software for Frontier work. You are not permitted to install any software not properly licensed to Frontier on any Frontier equipment.
This restriction specifically includes unlicensed software, illegally acquired (pirated) software or personally-owned software. Frontier property may not be used for freelancing purposes. This policy outlines the responsibilities that you accept when issued equipment.

Most of our equipment has the convenience of portability, but this convenience exposes us to certain risks including theft or damage of property and exposure of sensitive information. When provided with a laptop or tablet, you accept responsibility for safeguarding the laptop or tablet itself as well as the data stored on the laptop or tablet. You are expected to exercise care and take the following precautions to reduce the risk of unauthorized access, loss of and damage to information during and outside normal working hours, or when areas are unattended:
• Portable devices should never be left unattended. Users should log off or lock their devices when they leave the room.
• Portable devices should be stored in a locked drawer, cabinet or safe, if available. Otherwise, they should be kept out of plain sight.
• Computers, laptops and tablets should not be left logged into when unattended and should be password protected.
• Computer screens should be angled away from the view of unauthorized persons.
• The Windows Security Lock should be set to activate when there is no activity for a short pre-determined period of time and password protected for reactivation.
• Portable devices should be kept in a protective case.

Electronic Messaging
The e-mail system, computer systems, cell phone applications, servers, and/or the Internet or any such device or system capable of sending, receiving or viewing information, should not be used for commercial ventures, religious or political causes, outside organizations or other non-job-related solicitations. Those systems owned by Frontier are expected to be used strictly for business purposes.

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We discourage the use of business devices and systems for personal use. All messages that are created, sent or received using the system remain the property of Frontier and are part of the corporate record. No employee should have any expectation of privacy while using Frontier equipment or platforms.

Frontier maintains its legal right to monitor and audit the use of electronic messaging by authorized users to assess compliance with this policy.
This will be done in accordance with the provisions of relevant legislation. Deletion of a message from an individual account does not necessarily mean that it has been permanently removed from Frontier’s IT systems and messages may still be subject to audit and review at any time.

The e-mail system or cell phone applications are not to be used to send messages containing material that:
• is defamatory, obscene, or which a recipient might otherwise reasonably consider inappropriate;
• discriminates or encourages discrimination on the grounds of race, gender, sexual orientation, marital status, disability, political or religious beliefs or any other protected class;
• is designed or likely to cause annoyance, inconvenience or needless anxiety to others;
• conveys abusive, threatening or bullying messages to others; and

Electronic Messaging continued
• contains any offensive, obscene or indecent images, data or other material, or any data capable of being resolved into obscene or indecent images or material.

You may not access websites that are considered offensive or disruptive. Among those that are considered offensive are any messages or websites that contain sexual implications, racial slurs or otherwise offensive messages.

Any employee who violates this policy or uses a computer for improper purposes shall be subject to discipline, up to and including termination.

Nothing in this policy (or handbook) is designed to interfere with, restrain or prevent employee communications regarding wages, hours or other terms and conditions of employment. You have the right to engage in or refrain from such activities as provided by Federal (and/or other) law.

Social Media
As the online landscape continues to evolve, the opportunities for Frontier employees to communicate with one another, customers, partners and the world at large are also growing. While social media is a newer way to communicate, it doesn’t change the values that Frontier promotes as a company, and that we ask each of you to exemplify in your daily work as a Frontier employee. To be sure that we are all using social media for Frontier in a consistent and appropriate manner, please follow this policy:
• When we say “social media,” we mean the use of web-based and mobile applications for social interaction and the exchange of user- generated content. Social media channels include (but are not limited to) Facebook, Twitter, LinkedIn, YouTube, Flickr, Snapchat, TikTok, Yelp, blogs, review sites, forums, online communities, location-based networks and any similar online platforms.
• We encourage you to be a champion on behalf of Frontier while keeping our values in mind. Consistent with the Frontier’s approach to interacting with the traditional news media, only designated Frontier employees are authorized to speak on behalf of Frontier in social media.
•
With social media, we need to be aware of certain rules of conduct:
— When you are at work, work comes first. Do not let social media affect your job performance or safety. Please refrain from online activities while on work time. Reserve using social media for break times.
— Everyone is to conduct themselves in a professional manner and respect the views and opinions of others. Posts that are harassing, threatening, bullying, defamatory, discriminatory, unlawful, offensive, pornographic, personal businesses, commercial ventures, religious or political causes, solicitations, etc. are completely prohibited.
— Disclose your identity when engaging in discussions or sharing content related to Frontier. If voicing an opinion on a controversial topic, it’s best to include a disclaimer stating that the opinions expressed are your own and not those of Frontier or other employees.
— Our work is confidential and owned by us and our clients. Do not disclose private or confidential information or share photos about Frontier, our employees, clients or suppliers on social networks. This includes non-public financial or operational information, strategies, forecasts and most anything with a dollar figure attached to it. If it’s not already public information, it’s not your job to make it so.
— Please respect trademarks, copyrights, intellectual property and proprietary information. No third-party content should be published without prior permission from the owner and/or Frontier.

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— Protect yourself. Be careful about what personal information you share online.
• Frontier respects each of you and our clients, and as such, our goal is to ensure that the proper respect and trust is provided whether in person, in any communications and/or on the Internet. The social media policy is not intended to interfere with certain federally protected rights to engage in communications with your fellow employees.
• Frontier has the right to monitor Frontier-related employee activity on social networks. Violation of this policy is grounds for discipline, up to and including termination.

Media Relations
The company will respond to media outreach through designated spokespersons. In order to enhance our corporate reputation, ensure the messaging of Frontier is not misinterpreted and protect the company’s confidential and proprietary information, we need to ensure that all media presented as endorsed by Frontier is reviewed and approved before it is delivered/presented.

Requests to the company for information or interviews from the news media are to be referred to the Human Resources Department. News media includes newspapers, television, radio, trade journals, websites, market research firms and the like.

Under no circumstances may an employee claim to speak on behalf of Frontier to a member of the news media without the approval of the Human Resources Department. If you are contacted by the news media about any issue pertaining to Frontier, we suggest you state: “I am not authorized to comment on behalf of the company. You will need to contact our Human Resources Department.” You should also notify your Supervisor about the media inquiry as soon as possible.

Additionally, news media personnel or commercial film crews/ photographers are not permitted to film or take photographs in any company location without prior approval of the Human Resources Department. Any camera crew, film crew or photographer attempting to film or photograph company locations must be refused and instructed to leave the premises until they obtain proper authorization.

Workplace Appearance
The public perception of the company is dependent upon its ability to consistently demonstrate a dedication to cleanliness, professionalism and sound judgment. When you dress for work, remember that you are part of the company image. There is a certain level of professionalism in personal and workplace appearance that we want to maintain. We expect everyone to be well groomed, hygienic and dressed appropriately when at work.

Clothing should be worn and fit in such a manner that it does not expose body parts such as the abdomen, chest or buttocks areas. Certain attire is deemed outside the definition of “appropriate” dress. Such attire

includes articles of clothing with vulgar, obscene, harassing, defamatory language or otherwise offensive language or graphics that would not be consistent with the anti-discrimination and no harassment policies noted in Frontier’s Employee Handbook.

Office employees are expected to maintain a business-casual dress code when at work and when representing Frontier.

Certain positions and conditions may require uniforms, fire retardant clothing, and other protective gear for eyes, face, head, feet, hands and hearing protection. Appropriate personal protective equipment (PPE) will be provided for all employees as required by Frontier. Those visiting in the field are subject to the same PPE requirements as those working in the field.

Company Vehicles
Employees who are required to operate or drive a company vehicle in the course of his or her job duties must hold a valid driver’s license and maintain a driving record satisfactory to Frontier and our insurance carrier. Frontier and its insurance carrier reserve the right to monitor, audit and request an employee’s driving record from the appropriate Department of Motor Vehicles at any time.

If your ability to operate or drive a vehicle is compromised in any way you must notify your Supervisor.
Company-owned or leased vehicles are only to be used for the execution of company business. Company-owned or leased vehicles will not be driven for private use unless written authorization has been granted in advance.

Modifications may seem like a fun way to personalize your car or truck, but they can also compromise safety in addition to being illegal in certain states. Accordingly, no modifications of any kind are to be made on
any company vehicle. Frontier may perform unannounced, periodic inspections of company vehicles for safety and compliance purposes.

When operating a company-owned or leased vehicle these rules must be followed:
• Only designated employees may drive company vehicles.
• Seatbelts are always required to be worn while operating or riding in company vehicles.

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Company Vehicles continued
• Only the driver assigned to the vehicle is authorized to purchase gasoline, oil, etc. on the account of the company. All receipts must include the name and address of the vendor, the date of purchase, items purchased and the amount of the purchase.
• Company drivers should never give rides to others unless directed to do so by your Supervisor.
• The posted speed limit for vehicles is to be observed at all times.
• Smoking or use of other tobacco-related products is prohibited in company vehicles.
• Firearms, weapons, or other objects that pose a potential for violence or threat are prohibited in company vehicles.
• The designated driver is responsible for ensuring the vehicle is kept clean, inside and out, at all times.
• Alcoholic beverages or illegal drugs or chemicals are not permitted in a company vehicle at any time.
• Anyone who is under the influence of alcohol, drugs or chemicals will not be permitted in a company vehicle.
• Unauthorized personal use of a company vehicle may result in loss of vehicle privileges or more serious discipline, up to and including termination.

Phones and Distracted Driving
If you use a cell phone for business purposes, use good judgment and restrict your use of the cell phone while operating a vehicle. Frontier discourages its employees from participating in any activity that could cause a distraction while driving including, but not limited to, accessing a cell phone.
Employees are strictly prohibited from texting, emailing or accessing the internet while driving a motor vehicle. A hands-free device must be used for any phone calls.

Employees are to abide by the safety and traffic laws of the state, which may be more restrictive than this policy.

Vehicle Accidents
In the unfortunate event you are involved in an accident while in a company-owned vehicle:
• Call for medical assistance if necessary.
• Call the police.
• Notify your Supervisor/Manager.
• Complete an accident report. Be sure to obtain names and addresses of witnesses, other drivers and other pertinent information. This report must be completed upon your return to the workplace and delivered to your Supervisor/Manager.

Any employee found to have been negligent or reckless in causing damage to a company vehicle, in violation of established rules regarding the use of a company vehicle, will be subject to disciplinary action up to and including termination of employment. Additionally, you may be held liable for the cost of necessary repairs to the involved vehicle(s).

Vehicle Telematics
Frontier reserves the right to equip its company vehicles with telematics. Telematics are not designed to be intrusive, rather they are tools to collect data such as location, speed and vehicle behaviors to include hard turns, stops and speeding, and ensure company vehicles are operated by authorized employees. Data collected will be used to improve employee performance and safety, driver training and fleet operations.

 

7 | BENEFITS AND RELATED
Benefits Overview
This section provides you with an overview of the benefits that may be provided. We continually explore ways to modify existing plans or to offer new plans that will provide more value for the changing needs of our business and employees. Accordingly, both the type of benefits Frontier provides and the extent of coverage may change at the company’s discretion.

Benefits Overview continued
In most situations, active, regular full-time employees are eligible for health and welfare benefits on the first day of the month after sixty calendar days. The company’s 401k plan and certain leave plans have a longer waiting period. See plan documents for specific eligibility requirements.

Benefits that are provided to eligible Frontier Employees include:
• Medical and Prescription Coverage • Employee Assistance Program
• Dental Coverage • Short Term Disability Insurance
• Vision Coverage • Life and Dependent Life
• Wellness Benefits Insurance
• 401(k) Retirement Plan

The specific details of any benefits are provided to employees upon hire and during open enrollment periods, including the details of when benefits apply (benefit eligibility period), how to enroll, actual dollar amounts and specific coverage. Additional information throughout the year is available by contacting the Human Resources Department.

Social Security
All employees are covered by Social Security in accordance with federal law, which requires that Frontier Environmental Services and you contribute to this program. The rate of contribution is established by law and your portion is paid through payroll deduction.

State Unemployment Insurance
Frontier Environmental Services pays taxes on your behalf for benefits for which you may become eligible under your State of Residence Unemployment Compensation laws.

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Workers’ Compensation Insurance
Frontier provides a comprehensive workers’ compensation insurance program at no cost to you. This program covers any injury or illness sustained during employment that requires medical, surgical or hospital treatment. Subject to applicable legal requirements, workers’ compensation

insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

If you have a work-related injury or illness, immediately notify your direct Supervisor and/or the Safety Department. No matter how minor an
on-the-job injury may appear, it is important that it be reported immediately. This will enable you to qualify for coverage as quickly as possible.

8 | LEAVE AND TIME OFF
Bereavement
In the event of a death in your immediate family, eligible full-time and part-time employees will be granted a paid leave of absence for up to three consecutive business days per occurrence. A business day is defined as any day the employee is expected to report and work. This includes weekends and holidays as applicable. Immediate family is defined as spouse, domestic partner, son, daughter, stepson, step- daughter, parent, step-parent, grandparent, grandchild, sister, brother, and in-laws of the same.

One day of paid leave of absence for bereavement is permitted for all other situations that involve close relationships (or as deemed appropriate by your direct Supervisor). If additional time is needed, paid time off (PTO) and/or unpaid time may be approved by the employee’s Supervisor/ Manager. Frontier may require proof of death, your relationship to the deceased and your attendance at the funeral or memorial service. Please notify your direct Supervisor that you will need bereavement time.

Breaks for Nursing Mothers
For up to one year after the child’s birth, any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for her baby. Frontier will designate a private area for this purpose. Employees who work offsite or in other locations will be accommodated with a private area as necessary. Breaks of more than 20 minutes in length will be unpaid, and the employee should indicate this break period on her time record if non-exempt.

Holidays
Frontier observes eight holidays each year:
• New Year’s Day • Thanksgiving Day
• Memorial Day (observed) • Christmas Eve
• Independence Day • Christmas Day
• Labor Day • New Year’s Eve

Individual work schedules and eligibility for paid holidays in a holiday week may vary based on project requirements. Only those hourly non- exempt employees who are scheduled to work on a company-observed holiday will be paid for their work at one and one-half their regular hourly rate of pay for each hour worked. All other hourly, non-exempt employees will not be paid if not scheduled to work on a company-observed holiday. Exempt employees are eligible for paid holiday time and their full weekly salary if they work any hours during the week in which the holiday falls.

Jury Duty
We encourage you to fulfill your civic duty by serving on a jury if selected. You will be paid your regular pay up to eight hours per day for up to five days of jury duty. After five days, jury duty leave will be granted on an unpaid basis.
If you are selected for jury duty, you should immediately notify your direct Supervisor. You must provide a copy of the subpoena, jury certificate or court order. During the term of jury duty, you should continue your Frontier work if the court does not require your presence during work hours or when excused with more than four hours remaining in the workday.

Leave of Absence - Family and Medical Leave
Your well-being is important to Frontier Environmental Services. The company recognizes that there may be times when you need to take time off from work to address personal or family illness or the birth or adoption of a child, perform military duty and for other reasons. The company is committed to providing all employees with all leave guaranteed by applicable federal, state and local laws, such as the Family and Medical Leave Act (FMLA). In addition, the company provides other leaves of absences for which an employee may be eligible depending on the type of leave sought and whether the employee meets the leave eligibility requirements.

Please check with the Human Resources Department for complete information on any leave considerations. These will be handled on a case-by-case basis.

An FMLA leave of absence is defined as an approved absence available to eligible employees under circumstances that are critical to the life of a family. The leave time may be taken continuously, or in increments of time. These include:
• Birth, adoption or foster care placement of a child.
• Care for a spouse, child or parent who has a serious health condition (as defined by law).

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• A serious health condition (illness, injury, impairment, or physical or mental condition) that makes the employee unable to perform his/ her job.
• Organ donations and reasonable accommodations under the Americans with Disabilities Act.

Definition of a Serious Health Condition:
A serious health condition is an illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider, or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or a chronic condition. Other conditions may meet the definition of continuing treatment.

Eligibility requirements:
Employees are eligible for leave after completing a minimum one full year of service and having worked at least 1,250 hours the previous 12-month period preceding the leave. The 12-month period is a rolling 12-month period measured backward from the date leave is to begin.

You are requested to give at least thirty days’ notice of the need for leave to your Supervisor/Manager for Frontier to evaluate your leave request. If approved, you will be required to use all accrued PTO to cover a portion of your leave.

Leave of Absence - Family and Medical Leave continued

Additional leave requirements:
If you are requesting leave due to your own health condition, or for the care of a covered family member, you will be required to provide medical certification from the presiding physician attesting to the nature of the illness within fifteen calendar days of your leave request. Information about the nature and length of treatment will be required.

Failure to provide requested medical certification may result in the delay and/or denial of the leave request. The company may contact the health care provider for purposes of clarification and authentication of the medical certification. If the leave is sought because of the employee’s own serious health condition, the company, at its expense, may require a second opinion examination/certification by a health care provider designated by the company, if it reasonably doubts the medical certification the employee provided. Frontier will inform employees requesting leave if they are eligible under FMLA.

Intermittent FMLA Leave:
FMLA leave can be taken intermittently (in separate blocks of time) or on a reduced leave schedule (reducing the usual number of hours an employee works per workweek or workday) when medically necessary.
If you are on an intermittent or reduced schedule leave you may be temporarily transferred to an alternative position that better accommodates your need for leave and that has equivalent pay and benefits.

Prior to using intermittent or reduced schedule FMLA leave, you are required to comply with the company’s usual and customary notice and procedural requirements for requesting leave, absent unusual circumstances. If approved for intermittent leave, you must make a reasonable effort to schedule all treatment so as not to unduly disrupt
Frontier’s operations, subject to the approval of the health care provider. Failure to follow the company’s procedural requirements, FMLA protected leave may be delayed or denied.

Leave to care for your child after birth, or placement for adoption or foster care may not be taken on an intermittent or reduced schedule, except as required by law.

During a leave approved and covered by these guidelines, both Frontier and you will continue payment of your respective shares of the cost of health care coverage, including any increases that may take effect. Once the leave is unpaid having exhausted available PTO, you are required to pay, via check, your portion of the monthly health care premiums. Should you fail to do so, loss of coverage will occur. Employees who make fraudulent claims for leave may be denied restoration and/or disciplined, up to and including termination.

Military Family Leave:
Eligible employees whose spouse, son, daughter or parent is on covered active duty or called to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include issues arising from the military member’s short notice deployment, military events and related activities, childcare and related activities, activities related to the care of a military member’s parent, financial and legal arrangements, counseling sessions, rest and recuperation and post-deployment activities.

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. Please check with the Human Resources Department for complete information on any leave considerations. These will be handled on a case-by-case basis.

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Return to Work:
If you receive approval to take a leave, you must contact your direct Supervisor at least one week prior to your return to finalize arrangements for your return to work. Failure to return per guidelines may be considered job abandonment. If the reason for your leave of absence is for your own health condition, you may be required to present a medical approval from your health care provider prior to returning to work. If circumstances change from those which were approved, please notify your direct Supervisor as soon as possible. Each situation will be managed individually.

Leave of Absence - Family and Medical Leave continued
Upon Return from Leave of Absence:
Our goal is to return you to your previous position. However, depending on the circumstances, Frontier may need to make changes to support the business and our clients. We will make you aware of any changes. Except where mandated by law, there is no guarantee that your position will not undergo changes.

Leave of Absence for Military Duty (USERRA)
Employees who leave Frontier for the purpose of performing military service or undergoing military training for a branch of the Armed Forces of the United States are eligible for full employment restoration provided they make proper application for re-employment and meet other eligibility criteria as established by state and federal statutes. Frontier will comply with all requirements of the Uniformed Services Employment and Reemployment Rights Act (USERRA) for a leave of absence for staff members involved in the military. Please see the Human Resources Department for a more detailed description of USERRA and our compliance if you have any questions.

Paid Time Off (PTO)
PTO is available for the purposes of employee wellness, rest, relaxation and personal pursuits. PTO is also meant to protect employees against the possible loss of income in case of illness or non-occupational injury and enables employees to care for immediate family members.
Immediate family, for purposes of this policy, is defined as your spouse, significant other, child or dependent parent.

All full-time employees who work at least 40 hours per week are eligible for time off under Frontier’s PTO program based on the following schedule:

Length of Continuous Service
Accrual Rate per Hour Worked
Amount of PTO Eligible to Accrue Per Calendar Year
First of the month following six months of continuous service
0.026924
Up to 56 hours (7 days), pro-rated based on a period from the date of eligibility through December 31
of the same calendar year
One year of service
0.026924
56 hours (7 Days)
Three years of service
0.038461
80 hours (10 Days)
Five years of service
0.053846
112 hours (14 Days)
Eight years of service
0.065384
136 hours (17 Days)
10 or more years of service
0.08077
168 hours (21 Days)
The PTO program operates on a calendar year basis, meaning that paid time off is allocated, accrued and eligible to be taken in the same calendar year at any time between January 1 (or the eligibility date for newly eligible employees) and December 31.

PTO is paid at your base rate of pay and is not included in the calculation of overtime. All PTO time is to be earned and taken in the same calendar year. All unused PTO at the end of the calendar year will be forfeited.
Carryover of PTO into the following year is not permitted.

You are requested to provide twenty-one days of notice to your Supervisor to schedule PTO unless the PTO is used for legitimate, unexpected illness or emergencies. In all instances, PTO requests must be approved by your Supervisor or the time off will be considered an unauthorized absence.

Frontier must always ensure sufficient staffing, therefore may limit the number of employees permitted off at any one time or limit the number of employees in the same department off at any one time. Time off is scheduled on a first-come, first serve basis, however, should a scheduling conflict arise, length of service with Frontier will be used to resolve the matter.

9 | CAREER DEVELOPMENT
Employment References
Frontier Environmental Service’s policy is to release employment information only upon receipt of a written authorization from the employee. It is our policy only to verify an employee’s position, dates of employment and current salary. Requests to verify employment related to mortgages and other credit-based purchases should be directed to the Human Resources Department. Frontier limits information released to prospective employers to confirmation of employment, dates employed and positions held only when a written request is received along with written authorization from the employee. Any reference made not in compliance with this policy, will be considered a personal reference and is not endorsed by Frontier.

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Job Descriptions

Job descriptions are prepared for each position to clarify responsibilities, expectations, employment criteria and salary range. Job descriptions may be revised and reclassified at Frontier’s discretion.

Training and Development
Frontier Environmental Services is committed to ensuring all employees have the knowledge and skills needed to effectively perform their job and achieve their fullest potential. Frontier begins the training process upon hire with orientation and onboarding meant to ensure that you understand Frontier, its services, your role and how employees work together to enhance individual, department and Frontier performance.

If training is requested by Frontier or your direct Supervisor to improve your job-related knowledge and skills, or if it is determined that training will benefit Frontier, Frontier will cover the cost for the training.
10
| PROFESSIONAL BEHAVIOR
Confidential Information
As a member of the Frontier team, you may have access to and/or acquire confidential information regarding the business of Frontier, its employees and current or potential clients. As a Frontier employee, you agree that you will not at any time or in any manner, either directly or indirectly, divulge, disclose or communicate any information to any third party without the prior written consent of Frontier or in accordance with the standard business practices of Frontier. You will protect Frontier information and treat it as strictly confidential. You agree and understand that the data contained within these records is, and shall remain, the sole property of Frontier both during the term of employment and after the said term has ended.

Confidential information includes, but is not limited to, proprietary information, client information and copyrighted information. Please respect trademarks, copyrights, intellectual property and proprietary information.

Depending upon your position, you may be required to sign a confidentiality, non-competition and non-solicitation agreement as a condition of employment. Failure to maintain confidentiality may result in disciplinary action, up to and including termination. Given the seriousness of this matter, a violation may justify legal and/or equitable relief.

Conflict of Interest
We expect everyone to avoid conflicts that could interfere with our business interests. Activities include, but are not limited to, any action that could harm or embarrass Frontier, violate any law, result in illegal, dishonest or unethical conduct and deprive Frontier of your unimpaired ability to do your job. A conflict of interest exists if your circumstances would lead a reasonable person to question whether your motivations are aligned with Frontier’s best interests.

There are many situations that may also create a potential for a conflict of interest or the appearance of a conflict of interest. It is up to you to be aware of the potential for a conflict of interest in your own situation and to resolve the issue in accordance with this policy. Please contact your

Conflict of Interest continued
direct Supervisor or the Human Resources Department with questions about situations or activities that conflict with our ethical standards or compromise our reputation and integrity. Violations of this policy may result in discipline, up to and including termination.

Outside Employment
You cannot be employed by another company or render services to another construction (or similar) firm, company or organization as an employee, director, partner, consultant or contractor without the written approval of the company’s President. You can hold outside employment that does not constitute a conflict of interest and does not interfere with your job performance and the availability for overtime (for non-exempt employees). Employment by a competitor or employment directly by a client or potential client of Frontier, where you are to perform duties similar to those you perform for Frontier, is prohibited. No one shall devote any time during normal business hours to an outside business or activity which deprives Frontier of your full services without a direct or indirect benefit to Frontier.

Rules of Behavior and Conduct
We all owe it to Frontier and our co-workers to conduct ourselves according to written and unwritten, common sense standards of behavior, ethics and conduct. The purpose of our rules is to have a pleasant and productive common working environment.

The following are specific types of improper conduct, which can result in discipline, up to and including termination. This is not intended to be a complete list, but it provides examples of impermissible conduct and may be amended or altered at any time. Committing any of the following offenses (these are examples only and not an all-inclusive list) may lead to verbal and/or written warning, suspension, reduction of pay and/or termination:
• Conduct contrary to any policy of Frontier Environmental Services.
• Refusal to follow the instructions of Frontier management or perform assigned work.
• Deliberate destruction of Frontier’s property, a client’s property or the property of a co-worker.
•
Fighting or provoking a fight on Frontier’s premises or those of its clients.
• Abusive language to a client, member of the public, Supervisor or co-worker.
• Threatening, intimidating, coercing or interfering with the performance of other employees, clients and vendors.
• Vandalism or willful or careless destruction of or damage to the company’s or another person’s physical property; Failing to report damage of property.
• Horseplay.
• Possessing, consuming, or working while under the influence of alcohol, intoxicants, narcotics or illegal drugs.
• Possession of weapons, ammunition, explosives, firearms while on Frontier premises or those of its clients.
• Dishonesty including cheating, theft or attempted theft, or removing another employee’s, client’s or Frontier’s property without permission.
• Falsifying, tampering or altering company records or documents (e.g., employment applications, personnel records, production-related records, time sheets or time cards).
• Failure to provide truthful and complete information when you file claims for any benefits including unemployment and worker’s compensation benefits.
• Unauthorized removal or alteration of Frontier’s records or release of confidential information.
• Conducting company business on personal computers, laptops, tablets and phones.
• Illegal, immoral or indecent conduct.
• Gross negligence.
• Excessive absenteeism, tardiness or extending break times.
• Sleeping on the job, taking excessive breaks, wasting time, neglecting assignments, etc.
• Failure to carry out work responsibilities in an efficient, responsible, satisfactory and acceptable manner.
• Unauthorized or excessive personal use of Frontier’s equipment, materials or property.
• Failure to report information regarding, or cooperating in, an investigation to which you have personal knowledge.
• Soliciting or distributing materials or literature during working time or at a time that interferes with the working time of another employee.

Rules of Behavior and Conduct continued
Frontier reserves the right to impose effective discipline based on its assessment of all the circumstances involved, regardless of whether the specific misconduct suggests corrective counseling. We will assess the seriousness of the offense, the frequency of violation and the individual’s overall performance record when making a determination.

Discipline Procedures
Frontier’s own best interest lies in ensuring fair treatment of everyone and in making certain that disciplinary actions are prompt, uniform and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence and prepare an individual for positive work performance in the future.

Progressive disciplinary action to be used in a particular situation will be solely at the discretion of management. An individual may be terminated without advance notice at any time, with or without any legal cause. In some circumstances, Frontier may elect to place an individual on unpaid leave while the determination of the appropriate disciplinary action is made, or a situation is investigated. Disciplinary action steps can and will be enforced by the direct Supervisor.

Disciplinary action may call for any of the four steps below depending on the severity of the problem or incident and the number of occurrences. There may be circumstances when one or more steps are bypassed, or additional steps are added.

In general, the discipline steps are: Step 1: Verbal warning
Step 2: Written warning Step 3: Suspension
Step 4: Dismissal

Any rule violation is serious, but the violation of some rules is more serious than the violation of others. Therefore, the type of discipline that results from a rule violation may vary depending upon its seriousness. In every case where disciplinary action is considered, you will be given an opportunity to explain your own point of view before a final decision is made.
11
| SAFETY AND HEALTH
Building Access and Security
Frontier takes practical steps to provide employees with a healthy and safe working environment and all employees share this responsibility. Only authorized personnel are allowed in Frontier buildings and/or work areas. To access these areas, you must be scheduled to work and performing duties which require your presence in these areas.

Frontier controls access to its buildings and worksites and to secure areas within the buildings with keys and/or access codes. They are issued, controlled and used only by authorized employees for Frontier business. If you are going to be at the Frontier office or worksite after normal office hours, or you are the last person to leave, ensure that all doors, gates, etc. are locked when you leave. If you choose to work alone after normal office hours, you are to keep all office doors locked.
Please be sure to safeguard any personal belongings brought to the office or worksite. We will not reimburse you for personal property that is lost, damaged or stolen.

Visitors in the Workplace
All visitors must check in with a Frontier employee upon entering any Frontier worksite and/or building and be escorted by a Frontier employee when seeking access to a Frontier location or facility.

Drug and Alcohol Use
Frontier has a longstanding commitment to providing a safe and productive work environment. We are confident that everyone is aware of the obvious dangers to themselves, their co-workers, others in the workplace, to Frontier and our community that could result from the use or abuse of drugs (including prescribed and over-the-counter medications) and alcohol. Therefore, Frontier is committed to the elimination of drug and/or alcohol use and abuse in the workplace. Frontier has adopted a policy that applies to everyone and addresses behavior, actions, responsibility and testing requirements.

Drug and Alcohol Use continued
It is your responsibility to voluntarily seek assistance for a substance abuse problem before the problem leads to termination or other disciplinary action. No one with a substance abuse problem will be disciplined for voluntarily requesting help to overcome his/her problem (note that this is for an initial problem). However, this assistance must be accessed prior to any disciplinary or termination action. Upon request, Frontier will provide information to you regarding rehabilitative substance abuse counseling services in the community. Employees may be allowed to use accrued paid time off, placed on a leave of absence or provide another type of accommodation while undergoing treatment.

The use, sale, transfer or possession of alcohol, illegal drugs, controlled substances, authorized or unauthorized medical prescriptions, drug paraphernalia or any combination of these items on any Frontier and/or client property may result in disciplinary action, up to and including termination, depending on Frontier’s assessment of the circumstances. Law enforcement will be contacted, and you may be criminally prosecuted for any illegal drugs or drug paraphernalia that is found and confiscated by Frontier.
While attending or participating in Frontier sponsored and/or business- related events that include alcohol, responsible behavior is expected, and any action otherwise may be cause for disciplinary action, up to and including termination, depending on Frontier’s assessment of the
circumstances. Frontier may inspect Frontier property and conduct lawful searches at any time with or without notice. The statement also applies to all contractors, others doing business for Frontier and/or visitors at Frontier. Any negative actions may be grounds for breach of contract and/or removal from Frontier property and may involve legal action.

The use of medical marijuana must follow the requirements of the Medical Marijuana Act and not interfere with an employee’s fitness to work. Employment-related decisions will not be made solely
on the basis of being certified to use medical marijuana. The use or possession of medical marijuana at work is strictly prohibited and not a required accommodation under the Medical Marijuana Act.

Testing
• Pre-Employment: Consistent with applicable law, applicants for positions to whom the company has extended a conditional offer of employment or promotion will be required to take a drug test to determine the presence or absence of illegal drugs. Before taking a drug test, applicants may submit documentation that may support a legitimate medical reason for their use of a specific drug. Applicants who refuse to submit to testing or those whose screen and confirming tests are positive will be ineligible for employment with the company.

• Reasonable Suspicion: Under certain circumstances, you may be required to submit to a test for the presence of alcohol or drugs when management has a reasonable suspicion that you are under the influence of alcohol or drugs or is otherwise in violation of the Frontier’s drug or alcohol rules. Refusal or failure to undergo such a test upon request is grounds for discipline, including termination of employment.

• Post-Accident: You are subject to testing if you cause or contribute to accidents involving company vehicles, machinery, equipment or property, or result in an injury to yourself or another employee requiring off-site medical attention.

• Follow-Up: If you have tested positive, or otherwise violated the Drug and Alcohol Use Policy, you are subject to discipline, up to and including termination. Depending on the circumstances, Frontier may offer you the opportunity to return to work on a last chance basis pursuant to mutually agreeable terms, which could include rehabilitation and random testing for a minimum of one year, but not more than four years. If offered this opportunity and you fail to complete the rehabilitation program or test positive after completing the rehabilitation program, you will be immediately discharged from employment.

• Department of Transportation: Drivers and workers subject to certain state and federal regulations will be tested in accordance with the Drug and Alcohol Use Policy for Commercial Motor Vehicle Drivers.

Fit to Work
“Fit to work” means that you must be able to perform your job duties in a safe, productive and effective manner throughout the entire time you are working at Frontier, or at client locations, business functions, etc. Being unfit to work can have many causes, including (but not limited to) personal illness or injury, reaction to legally prescribed or over-the- counter medications and use of unlawful drugs and/or alcohol. In accordance with this policy, if you, your direct Supervisor or Safety Director believes you are not fit to perform the essential functions of your job, you may be sent home, temporarily or permanently relieved of your duties, or transported to a medical provider/facility. If you are not fit to work, you may be eligible for benefits, such as PTO or an unpaid leave of absence, at the discretion of Frontier Environmental Services.

No Tobacco Environment
In keeping with our intent to provide a safe and healthy work environment, smoking and other tobacco use, including e-cigarettes, is prohibited at all times at Frontier offices, buildings, worksites and in company vehicles, except for specifically designated areas as determined by the building owner and/or any prevailing local ordinance. You are also asked to honor such policies when at client locations or representing Frontier at business and social events.
•
Know the location of emergency exits, electrical panels, fire alarm boxes and extinguishers. Always keep these areas unobstructed.
• Know the location of the nearest fire extinguisher. Never put a used fire extinguisher back in place.
• Promptly bring unsafe conditions to the attention of the direct Supervisor and/or the Frontier Safety Representative.
• Promptly report observed unsafe behavior of fellow employees to your direct Supervisor and/or the Frontier Safety Representative.
• Do not attempt to lift, push or pull objects that are too heavy for you. Utilize proper lifting techniques and body mechanics for all lifting, or use mechanical lifting equipment where permitted and appropriate.
• Never climb or stand on any make-shift devices such as barrels, chairs, boxes, etc. Use approved equipment only.
• Stack materials carefully so that they will not fall or collapse.
• Know the proper handling of chemicals, solvents, inflammables or other dangerous materials.
• Everyone must comply with all federal, state and local safety rules and regulations.

Immediately notify your Supervisor or Safety Leader if:
• You are injured or become ill as a result of your work.
• You are aware a coworker is injured or becomes ill as a result of his or her work.
• You become aware of any work hazards.

 

Safety and Health
We are committed to protecting the safety and health of our employees. Frontier makes every attempt to provide a safe work environment. You are responsible for understanding and complying with all safety and health standards, rules, guidelines and programs applicable to your specific job description. Consult the company’s Safety Manual. The following are some general safety guidelines:
• Learn and understand every aspect of your job.
• Keep your work area neat, orderly and free from hazards.
• Don’t engage in horseplay or distract other employees from their work.
• Check your equipment daily and promptly report any safety or repair issues.
• Read and obey all danger and warning signs and labels; observe “No Smoking” regulations.

Workplace Violence
Frontier Environmental Services is committed to preventing workplace violence and to maintaining a safe work environment. Firearms, weapons, knives and other dangerous or hazardous devices or substances are prohibited on or in any property owned, leased or controlled by Frontier, including vehicles and equipment. This includes anywhere that the company conducts business such as client locations, trade shows, restaurants, company event venues, etc.

Regardless of whether an employee possesses a concealed weapons permit or is allowed by law to possess a weapon, weapons are prohibited while at, in or on company property or at a company-related function.

Any conduct that threatens, intimidates, harasses or coerces another employee, client or member of the public at any time, including off-duty

Workplace Violence continued
periods, will not be tolerated. Any individual determined to have engaged in violent behavior or violate this policy in any way will be subject to disciplinary action, including termination and criminal penalties.

We must all work together to maintain a safe work environment. If you are subject to, witness, or have knowledge of violent behavior, report the incident(s) to your direct Supervisor and/or the Frontier Safety Representative. All incidents will be taken seriously, investigated and dealt with appropriately. No form of reprisal will apply to anyone who reports such an incident.

All suspicious individuals or activities should also be reported as soon as possible to your direct Supervisor and/or the Frontier Safety Representative.

Do not place yourself in a dangerous situation. If you see or hear a commotion or disturbance, do not try to intercede or see what is happening. Threats or assaults that require immediate attention should be reported to the police by dialing 911.

 

12 | SEPARATION
Consolidated Omnibus Budget Reconciliation Act (COBRA)
If you lose your eligibility for health care coverage due to termination of employment (or other legal reasons, whether voluntary or involuntary, except for gross misconduct), you will be offered continued “self- payment” health care coverage under the COBRA. Your dependents also have the option of continuing their health insurance coverage at their own expense upon the occurrence of certain qualifying events. These include:
• Termination of the employee (except in cases of gross misconduct)
• Death of the employee
• Divorce or legal separation
• Loss of dependent child status

In the case of divorce or legal separation, or cessation of dependent child coverage, you must notify Frontier for your spouse or dependents to exercise their option of continued coverage.

Contact our Human Resource Department administrator for more information.

Final Pay
If you terminate your relationship with Frontier or are terminated, you will receive your final paycheck for earnings through to your last day of work no later than the next scheduled payday after your last day employed by Frontier, subject to your return of any required documents or property.

Return of Property
At the time of separation, you are responsible for returning all Frontier property, materials or written information issued to you or in your possession or control. As a part of our exit process, a review of materials, documents, etc. may occur with your direct Supervisor.

Termination of Employment
We hope employment with Frontier Environmental Services is a long-term and mutually rewarding experience for all of us. If you wish to resign or are considering resigning, because of illness or for personal reasons, prior to such action, contact your direct Supervisor to explore other options.

Voluntary Resignation: Staff who elect to resign from Frontier are asked to give a minimum of two weeks’ or more notice prior to the last day
of employment. We also request that you submit a letter of resignation to your direct Supervisor. This notice period gives us an opportunity to transition assignments and address administrative details, including reconciling any outstanding accounts between you and Frontier and returning all Frontier property prior to receiving final pay.

Absence, Failure to Report: If you do not report for work without notice for three consecutive days or do not return to work on the designated date following an approved unpaid Leave of Absence, you will be considered as having voluntarily terminated your position.

Termination of Employment continued
Involuntary Termination: You may be terminated at will by Frontier, including, but not limited to, reasons of violation of Frontier policy or for poor performance, with or without notice. Unemployment benefits may not be available if you are dismissed for gross misconduct. Examples of grounds for immediate dismissal are provided within the Rules of Behavior and Conduct policy.

Regardless of length the of service, employment is not guaranteed for any specific time period. Depending on circumstances, Frontier may choose to end the relationship immediately.

Continuation of certain benefits may be available if you terminate voluntarily or involuntarily. Upon termination or notice of termination, you will receive instructions regarding termination details, including final pay and benefits continuation.

To help make Frontier a better place to work, upon departure, you may be interviewed regarding your experience about working for Frontier and your reasons for leaving. The information exchanged is kept as confidential as possible.

Unemployment Compensation
Frontier Environmental Services pays taxes on your behalf for benefits for which you may become eligible under your State of Residence Unemployment Compensation laws. You can apply at your local office or online for unemployment compensation benefits, if applicable.

If you apply for unemployment compensation benefits, Frontier will provide all requested information to your state of residence; however, the state will make the final determination regarding any compensation paid to you.

Receipt of Employee Handbook
I acknowledge that I have received a copy of the Frontier Environmental Services Employee Resource Handbook and understand that it sets forth the responsibilities and obligations of employment with Frontier Environmental Services. I understand and agree that it is my responsibility to read the Employee Handbook and to abide by the rules, policies and standards set forth within.

I agree to abide by Frontier Environmental Services policies as presented in this handbook. This handbook is not a contract of employment or a guarantee of any terms or conditions of employment. I understand and agree that Frontier Environmental Services reserves the right to amend and/or add to the employment policies throughout this handbook or other means, with or without prior notice to employees or by other communications, and that in all cases, the most recent version of the employee handbook (and/or any policy) shall govern if in conflict with this handbook. I understand and agree that any delay or failure by the company to enforce any work policy or rule will not constitute a waiver of the company’s right to do so in the future. I am also aware and understand that the Frontier Environmental Services Non-Compete Agreement would prevail in any conflicts, if applicable.

I understand and agree that my employment is “at-will” and can be terminated at any time for any reason, with or without cause, at the option of either Frontier Environmental Services or myself. No other agreements supersede the terms and conditions of the at-will agreement unless specifically agreed to in writing and signed by the President and CEO.

If I have any questions about any subject described in this handbook or any other workplace topic, I will raise the matter with my Supervisor or another appropriate company contact.

I understand that this handbook replaces and supersedes any previous verbal or written policies, understandings or agreements concerning the conditions of
my work at Frontier Environmental Services and my employment with Frontier Environmental Services. I understand that only an Officer of the Company has the authority to change any provisions contained in this handbook.

Please complete this page and return to the Human Resources Department.

 

(Signature) (Print Name)

(Date)

HR Department to Complete —>

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

On this page we will have a few ChatBots for various topics. i.e. HR / Onboarding or IT "stuff"

 

ENV Employee Manual (2019)

 

 

 

 

 

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