Section 9 Work Policies and Regulations General (Revised Spring 2017)

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1 Section 9 Work Policies and Regulations General (Revised Spring 2017) CARE OF EQUIPMENT AND FACILITIES All employees are responsible for the care and safe use of Company-owned equipment and facilities. Good housekeeping is expected from everyone. A clean work-place is essential for smooth and productive operations. The following rules for cleaning the workplace apply: Office: Employees working in offices are responsible for keeping the office area in a neat and clean condition at all times. Plant/Warehouse: Employees will be given adequate time to keep their immediate work area in a neat, clean and in safe condition. Recyclable items should be disposed of in recycle bins, when provided. PARKING TOBACCO FREE POLICY Tobacco use of any form, including smokeless or chewing tobacco and e-cigarettes or vapor smoke, is prohibited in all Goodman facilities, parking lots, and grounds unless specifically designated or marked for its use. Smoking, including all forms of tobacco products and e-cigarettes is allowed during normal break periods and during designated lunch periods only in designated smoking areas. PERSONAL BELONGINGS The Company recognizes an employee's desire to display mementos pertaining to their family or other personal items. While the Company can take no responsibility for the safekeeping of these items, it welcomes its employees to personalize their work areas for added comfort or pleasantness. However, several guidelines must be observed: A parking area is provided for employees at most facilities. Employees may park in any space not designated as reserved, and must not block any gates, driveways or docks of the shipping or receiving areas. Parking is enforced by the facility s security. Bicycles must be secured outside by the owner only in areas designated for this type of transportation. Nothing can be displayed that is derogatory to any person or system of beliefs. Objects that are inappropriate or hinder work efforts will not be allowed and must be removed upon request. Safety comes first No object can interfere with job safety as viewed by the Company management. The Company assumes no responsibility for employee's vehicles or their contents while on Company property. Violations of the parking policy/procedure may result in the towing of a vehicle at the owner s expense and/or disciplinary action SCRAP MATERIALS AND PARTS All scrap materials and parts remain the property of the Company. COMPANY EQUIPMENT All items purchased or supplied by the Company and issued to employees, remain the property of the Company. Equipment is to remain on Company property and in a secured area that is Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 1

2 accessible to both the employee and leadership, unless otherwise approved by site leadership. It is the responsibility of the employee to whom equipment is assigned to maintain and safeguard these assets. When leaving a work area, it is recommended that all tools not secured in locked storage be removed from the work area. The employee is responsible for equipment that is lost, stolen, or damaged through negligence. A periodic inventory of equipment and tools may be made. Handmade tools are strictly prohibited. All equipment must be returned when leaving the employment of the Company. BREAK AREA The Company provides a break area for the convenience of the employees. Employees are encouraged to use the break areas for their scheduled break and lunch period. Employees are responsible for keeping the break area neat and clean. ENERGY PRESERVATION AND WASTE PREVENTION Waste of energy and materials is costly to the Company. In keeping with Company s People- Centered Management efforts, employees are encouraged to be actively involved in energy conservation wherever practical. BULLETIN BOARD The Company maintains a bulletin board to keep employees informed of Company-related items of general interest. Employees should check the bulletin board regularly. Posting and removal of notices must have the approval of a Human Resources representative. ALCOHOL AND DRUGS The Company prohibits the use of alcohol and illegal drugs at any time, as well as the possession, distribution or sale of illegal drugs, equipment and paraphernalia relating to illegal drugs. Also prohibited are prescription drugs in the possession of anyone other than the person for whom they were prescribed by a licensed physician. Alcohol or inhalants used by any employee during working hours, while on Company property, or while operating or riding in Company vehicles or equipment is prohibited. The possession, distribution, manufacturing and/or transportation of illegal drugs on Company property are also prohibited. Employees must consider their personal safety, the safety of others, as well as the Company s reputation in all situations where alcohol and drugs may be involved. The Company reserves the right to require a urinalysis or other drug or alcohol test of any employee, at any time, under any of the following circumstances: SOLICITATION AND/OR DISTRIBUTION Pre-employment (drug test only). Solicitation and distribution of literature on the Company's premises will be limited as follows: No non-employee may come on the premises at any time to solicit employees for any cause, or distribute to employees material or consumable item of any kind, for any purpose. Employees may not engage in solicitation for any purposes during their working time, nor may they engage in solicitation of other employees during their working time. Employees may not engage in the distribution of literature for any purposes at any time in working areas of the Company. Where reasonable suspicion exists that the employee is using or is under the influence of an illegal drug or alcohol. Where, in the opinion of the Company, circumstances or conditions justify such testing. On a random basis. In connection with a physical examination. As required by the Department of Transportation (DOT). See section on progressive discipline for additional information on disciplinary actions taken for infractions. Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 2

3 WEAPONS The Company has a Zero Tolerance Policy for workplace violence and weapons. The Company prohibits all persons who enter a Company facility from carrying a handgun, firearm or prohibited weapon of any kind. In states where permitted by law, an employee may leave a weapon locked in his or her vehicle in a Company parking lot. Otherwise, no handgun, firearm or prohibited weapon of any kind may be brought onto Company property regardless of whether the person is licensed to carry the weapon. This policy applies to all Company employees, contract and temporary employees, visitors on the Company property, and customers and contractors on the Company property. The only exceptions to this policy are police officers, security guards or other persons who have been authorized by prior written consent of the Company to carry a weapon on the property. In addition, all Company employees are prohibited from carrying a weapon while performing any task on behalf of the Company. This policy also prohibits weapons at any Company-sponsored functions such as parties or picnics. Violations of this policy by any individual on Company property, by any individual acting as a representative of the Company while off Company property or by any individual acting off of Company property when their actions affect the Company s business interests will be subject to the Company s progressive discipline policy. No provision of this policy shall alter the at-will nature of the employment relationship with the Company. WORKPLACE VIOLENCE POLICY Goodman Manufacturing is committed to providing a safe workplace and to reduce the risk of violence for all employees. The company has a zero tolerance for any type of workplace violence. All employees should familiarize themselves with all the provisions of this workplace violence policy. The Company does not tolerate any type of workplace violence committed by or against employees. Although the Company does not expect employees to be skilled at identifying potentially dangerous persons, employees are expected to exercise good judgment and to inform their supervisor or safety representative if any employee or non-employee on company property exhibits behavior that could be a sign of a potentially dangerous situation. Examples of workplace violence include, but are not limited to: Causing physical injury to another person Hitting or shoving an individual Threatening an individual, his/her family, friends, associates or property with harm Displaying aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress Intentionally damaging or destruction of employer property or property of another employee or threat of destruction of property Harassing or threatening phone calls, texts or other media Harassing surveillance or stalking Possessing a weapon while on company property or while on company business Committing acts motivated by, or related to, sexual harassment or domestic violence The suggestion or intimation that violence is appropriate Displaying overt signs of extreme stress, resentment, hostility or anger Employees are prohibited from engaging in any type of workplace violence. Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated. Any employee determined to have committed such acts will be subject to disciplinary action, up to and including termination. Non-employees engaged in violent acts on the employer s premises will be reported to the proper Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 3

4 authorities and prosecuted to the fullest extent of the law. Any potentially dangerous situations must be reported immediately to a supervisor or the safety representative. Reports can be made anonymously to the Goodman Daikin Hotline at , and all reported incidents will be investigated. Reports or incidents warranting confidentiality will be handled appropriately, and information will be disclosed to others only on a need-to-know basis. All parties involved in a situation will be counseled, and the results of investigations will be discussed with them. The Company will actively intervene at any indication of a possibly hostile or violent situation. Managers and Supervisors are responsible for implementing this policy. Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. BRIBES / POLITICAL CONTRIBUTIONS Receipt of gifts and entertainment are discouraged, and should never compromise an employee s ability to make objective and fair business decisions. All employees who come into contact with government officials domestic and foreign must maintain the highest professional standards. Employees must never offer anything of value to such officials to obtain a particular result for the Company. Bribery of government officials, which is clearly a violation of laws and is prohibited conduct, can lead to criminal penalties in addition to disciplinary action. Funds or assets of the Company may be used for federal, state, or local political campaign contributions only if in compliance with legal guidelines. These prohibitions cover not only direct contributions but also indirect assistance or support of candidates or political parties through purchase of tickets to special lunches or dinners or other fund raising events or the furnishing of any other goods, services or equipment to candidates, political parties or committees. INTEGRITY OF RECORDS AND ACCOUNTING PRACTICES Accuracy and reliability in the preparation of all business records are mandated by law and are of critical importance to the corporate decision making process and to the proper discharge of the Company s financial, legal, and reporting obligations. All Company business transactions must be properly authorized and be completely and accurately recorded on the Company s books and records in accordance with generally accepted accounting principles and established Company financial policy. Compliance with accounting procedures and internal control procedures is required at all times. Company employees should never participate in the misstatement of the Company s accounts. No circumstances ever exist to justify the maintenance of off-the-books accounts to facilitate questionable or illegal payments or transactions. No withdrawal shall be made from any disbursement account except by check or other acceptable means of transfer customarily used by major banks and then only by authorized personnel. No check shall be made payable to cash or other unidentified payee. No false or artificial entries shall be made in the books and/or records for any reason and no employee shall engage in any arrangement that results in any such entry. The policy of accurate and fair recording also applies to an employee s maintenance of time reports, expense accounts and other Company records. CANDOR Senior management must be informed at all times of matters that might be relevant to the preservation of the Company s reputation for honesty and integrity. Concealment of matters that might violate the Code of Business Conduct and Ethics may be considered a signal that this Code can be ignored. Such conduct cannot be tolerated. Accordingly, there shall be full and open communication with senior management even when it appears that less candor may be desirable to protect the Company or member of management. Likewise, there shall be no concealment of information from the Company s internal auditors, independent auditors or legal counsel. CONFIDENTIALITY OF INFORMATION Company employees must at all times during the period of their employment and thereafter Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 4

5 keep in confidence all confidential information of or about the Company. Confidential information refers to information of a confidential, proprietary or secret nature related to the Company or its business. Confidential information includes, for example, trade secrets, processes, data, knowhow, improvements, techniques, business forecasts, plans and strategies and information concerning customers and vendors. The Company s confidential information must not be disclosed to anyone outside the Company except when disclosure is authorized (such as to the Company s lawyers or accountants) or legally mandated. Even within the Company, you should disclose confidential information only to those employees who need to know the information. From time to time, the Company evaluates, among other things, the possibility of acquiring assets from others, making investments in other businesses and entering into joint venture agreements. Under no circumstances should these matters be discussed informally. Such discussions materially enhance the likelihood that the Company s strategic plans will become known to others prior to the time that the Company is prepared to execute them. Premature disclosure materially restricts the Company s planning flexibility and may make it impossible to conclude the proposed project. Much time and effort are expended in developing the Company s strategic plans. Some of these strategies are complex and require the element of surprise. The success of the Company is largely dependent upon the strict adherence by all employees to the Company s policy of nondisclosure of confidential information. The sharing of such information with others may (a) result in penalties under state and federal securities laws; (b) constitute the theft of trade secrets, which is a crime; (c) generate criticism and embarrassment to the employee and the Company; and (d) compromise the Company s ability to achieve its strategic objectives. In practice, each employee should refrain from discussing confidential aspects of the Company s business and operations with anyone inside the Company who is not otherwise familiar with the confidential information and everyone outside the Company. COMPLIANCE WITH APPLICABLE LAWS While the Company is involved in highly competitive business activities and hence must compete vigorously for market share and the maximization of profits, the Company must at the same time do so in strict compliance with all laws and regulations applicable to its activities. It is the responsibility of the President and CEO to ensure that the business operations are at all times in compliance with applicable law. However, each employee is expected to understand and comply with all laws, rules and regulations that apply to his/her job position. If there is any question as to the Company s compliance with applicable law, the Executive Vice President-Legal should be consulted. No employee shall at any time take any action on behalf of the Company that they know or have reason to suspect violates any applicable law or regulation. INVENTION AND COPYRIGHTS Any inventions, designs, improvements and discoveries made by any employee during the term of the employment, solely or jointly with others, which are made with the Company s equipment, supplies, facilities, trade secrets, or time or which relate to the business of the Company or the Company s actual or anticipated research or development, or which result from any work performed by the employee for the Company, shall be the exclusive property of the Company. Each employee shall promptly and fully inform and disclose to the Company all such inventions, designs, improvements and discoveries and each employee shall assign such inventions to the Company. Each employee also agrees that the Company shall have the right to keep such inventions as trade secrets if the Company chooses. Employees shall assist the Company in obtaining patents in the United States and in all foreign countries on all inventions, designs, improvements and discoveries deemed patentable by the Company and shall execute all documents and do all things necessary to obtain letters of patent, to vest the Company with full and extensive titles to the patents and to protect the patents against infringement by others. For purposes of this paragraph, an invention is deemed to have been made during the period of the employee s employment, if, during such period, the invention was conceived or first actually reduced to practice. The employee agrees that any patent application filed by the Company within one year after termination of the employment shall be Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 5

6 conclusively presumed to relate to an invention made during the term of the employee s employment, unless the employee provides clear and convincing evidence to the contrary. Each employee acknowledges that all works of authorship, including without limitation, software programs produced in the course of work or employment for the Company, are works produced for hire and the property of the Company, including without limitation, any copyrights on those works. Each employee agrees to assign to the Company the copyright in any modifications, enhancements or new software programs or other works of authorship developed by the employee during the term of employment with the Company which relate to the business of the Company. This is true whether or not the employee utilized Company s resources, facilities or time and whether or not development was at the Company s direction. Each employee also agrees to assign to the Company the copyright in any documentation prepared to support the use or operation of the software programs. Each employee agrees to assist the Company at any time during or after employment is terminated in the preparation, execution and delivery of papers within the scope and intent required to obtain copyrights in this or in other countries. Assistance may be required in connection with such other proceedings as may be necessary to vest title in such work of authorship in the Company and to protect the copyrights against infringement by others. Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 6