Maine Drilling & Blasting Employee Handbook

Table of Contents

Section I. – Introduction Page Number

 Welcome Message from the President & CEO. . . . . . . . . . . . . 5
 Handbook Purpose & Preview . . . . . . . . . . . . . . . . . . . . . . . . 6
 Who is Maine Drilling & Blasting? ................ 6
 Mission Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
 Vision Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
 Statement of Goals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
 Trusted Breed Core Values / One Culture . . . . . . . . . . . . . . . . 7-8
 Nature of Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
 Employment Standards Policy . . . . . . . . . . . . . . . . . . . . . . . . 9
 Equal Opportunity Employment . . . . . . . . . . . . . . . . . . . . . . . 9
 Policy Regarding Individuals with Disabilities . . . . . . . . . . . . 9-10
 Affirmative Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10-11
 Harassment Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11-13
Section II. – Your Employment
 Orientation…………………….. . . . . . . . . . . . . . . . . . . . . . 14
 Employment Classifications . . . . . . . . . . . . . . . . . . . . . . . . 14
 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
 Wage & Salary Garnishments . . . . . . . . . . . . . . . . . . . . . . . . 15
 General Pay Practices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
 Non-Exempt Hourly Pay Practice . . . . . . . . . . . . . . . . . . . . . 15-16
 Exempt Salary Pay Practice . . . . . . . . . . . . . . . . . . . . . . . . . 16
 Performance Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
 Salary Increase Considerations . . . . . . . . . . . . . . . . . . . . . . . 17
 Discretionary Bonus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
 Confidentiality Policy & Compliance Statement . . . . . . . . . 17
 Company Shut Down. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
 Inclement / Adverse Weather . . . . . . . . . . . . . . . . . . . . . . . . 17-18
 Termination Procedures. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
 Short Term Layoffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
 Recall from Layoff . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
 Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Section III. – Your Responsibilities
 Employee Code of Conduct. . . . . . . . . . . . . . . . . . . . . . . . . . 20
 Harmony & Respect . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20-21
 Confidential Information & Intellectual Property . . . . . . . . . 21
 Accurate Personnel Records . . . . . . . . . . . . . . . . . . . . . . . . . 21
 Attendance and Punctuality . . . . . . . . . . . . . . . . . . . . . . . . . 21

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Section III. – Your Responsibilities

 Personal Appearance, Office Attire & Proper Worksite
Clothing, and Field Employee Clothing …………………... 22
 Uniforms . . . . . . . . . . . . . . . . . . . . . . . . . . ………………... 23
 Neatness of Work Area. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
 Conflicts of Interest. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
 Personal Mail and Property . . . . . . . . . . . . . . . . . ……... ... 23-24
 Use of Company Property, Equipment, Tools & Telephones . 24
 Workplace Monitoring & Searches . . . . . . . . . . . . . . . . . . . . 24-25
 Personal Cell Phone Use . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
 Media Contacts………... . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
 Posting of Literature, Solicitation or Distribution Policy ….. 26
 Smoking Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
 Drug/Alcohol Policies & Drug Testing . . . . . . . . .. . . . . . . . 26-28
 Commercial Driver Policy/Seat Belt Policy/Vehicle Care. . . . 28
 Violence & Weapons Policy. . . . . . . . . . . . . . . . . . . . . . . . . 28-29
 Mandatory Meeting Attendance. . . . . . . . . . . . . . . . . . . .. . . 29
 Idling Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . . . . 29-30
 Safety Policy & Accident Reporting . . . . . . . . . . . . . . . . . . . 30
 Employment References . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
 Employee Suggestions & Ideas . . . . . . . . . . . . . . . . . . . . . . . 31
 Company Non-Compliance Policy . . . . . . . . . . . . . . . . . . . . . . 31
 Verbal Warning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
 Non-Compliance Warning . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
 Suspension . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31-32
 Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
 Resignation of Employment . . . . . . . . . . . . . . . . . . . . . . . . 33
Section IV. – Your Benefits
 Overview of Benefits Program . . . . . . . . . . . . . . . . . . . . . . . 34
 Insurance Benefits (Health/Dental) & COBRA . . . . . . . . . . 34
 Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
 Disability Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
 Worker’s Compensation Insurance. . . . . . . . . . . . . . . . . . . . 35
 401(k) Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35-36
 Employee Stock Ownership Plan (ESOP) . . . . . . . . . . . . . . 36-37
 Vacation Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37-38
 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38-39
 Bereavement Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
 Salaried Employees Sick Time/ MA Sick Time. . . . . . . . . . . 39-40

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Section IV. – Your Benefits

 Status Change from Hourly to Salary……………………… 40

 Leave of Absence Policies . . . . . . . . . . . . . . . . . . . . . . . . . . 40
 Family Medical Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
 General FMLA Information. . . . . . . . . . . . . . . . . . . . . . . . . . 40-41
 Military Caregiver Leave . . . . . . . . . . . . . . . . . . . . . . . . . 41-42
 Qualifying Exigency Leave . . . . . . . . . . . . . . . . . . . . . . . . . 42
 Military Leave and / or Separation . . . . . . . . . . . . . . . . . . . . 42
 Jury Duty Leave Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
 Court Subpoena . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
 Reimbursement Policies. . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
 Personal Vehicle Use & Truck Days . . . . . . . . . . . . . . . . . . 43
 Vehicle Allowance Policy. . . . . . . . . . . . . ………………. . 43
 Overnight Reimbursement Policy .............. 43
 Renewal of Blasting License and Hazmat Endorsement . . . 44
 Safety Equipment Reimbursement Policy . . . . . . . . . . . . . . 44
 Employee Referral Bonus Program . . . . . . . . . . . . . . . . . . . 44
 Education & Training Policies . . . . . . . . . . . . . . . . . . . . . . . 45-46
 Company Workplace Giving …………………………… 46
 Volunteer Time Off Program. . . . . . . . . . . . . . . . . . . . . . . . 47-48
 Employee Discount Programs –O’Connor/GM/Just
Tires/Verizon ………………………………………………. 49-54

Section V. – Appendix – ………………………………………………. 55-59

 Cell Phone Reimbursement Policy

 Electronic Communication Policy
 Social Media Policy

Section VI. – Employee Acknowledgement Form ………………….. 60

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SECTION I. – INTRODUCTION

Welcome!

Welcome to Maine Drilling & Blasting, where an interesting and challenging experience awaits you.
Whether you have just joined us or have been with us for a while, we want you to know that we are
pleased to have you as a member of our team. We recognize that we cannot reach our goals and
objectives without a competent and dedicated staff. In fact, we believe our employees are our most
valuable resource.

To better acquaint you with the organization, we have prepared this employee handbook as a way of
communicating our policies, procedures, and practices. This handbook is not intended to constitute a
contract of employment. Please read this handbook thoroughly, as it may answer many of the
questions you have about your working environment. Any unanswered questions should be directed
to your Supervisor. Also, retain the employee handbook for future reference, filing any subsequently
issued updates.

The handbook is designed solely to communicate the personnel policies, benefits, and procedures of
the organization. Maine Drilling & Blasting reserves the right to expand, change, or withdraw any
of the policies and matters contained in the handbook at any time and at the organization’s sole
discretion, without notice.

We wish you the best of luck and success in your position and hope that your employment with Maine
Drilling & Blasting will be a rewarding experience.

Sincerely,

Daniel M. Werner, Jr.

President & CEO

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Handbook Purpose & Preview

This employee handbook has been prepared for all employees, but especially to help familiarize new
employees with some of Maine Drilling & Blasting guidelines, policies, and procedures. It also
outlines many of the benefits and services provided to you as an employee. This handbook does not
include all Maine Drilling & Blasting guidelines, policies, and procedures. For a copy of the most
recent handbook version, please go to the employee section of the Company website. Should you have
any questions, please discuss these with a Human Resources Representative.

Maine Drilling & Blasting reserves the right to revise its policies, programs, and benefit plans at any
time, without advance notice. Maine Drilling & Blasting also reserves the right to make individual
exceptions to these policies and procedures. Any exception granted by Maine Drilling & Blasting is
not intended to prevent and does not restrict its right to insist on adherence to the policy or practice in
the future. Violation of any of Maine Drilling & Blasting policies and/or procedures may result in
disciplinary action up to and including termination.

Who is Maine Drilling & Blasting?

Maine Drilling & Blasting has been setting earth-shattering standards since 1966. We have earned
our reputation as one of the safest, most experienced drilling & blasting companies in the Northeast.
During the past 50 plus years, we’ve performed over two million controlled blasts for highways, site
development, quarries, house lots, utilities, and marine work.

Maine Drilling & Blasting has drilled some of the most aesthetic pre-split faces, helped plan and
develop over 140 quarries, installed rock bolts over water, under stadium seating and 50 feet above
highways, and mechanically broken hundreds of thousands of cubic yards of rock with our hoe rams.
We have extensive experience in projects from hydro-electric to ski-slope development, and in
demolition work. As well as being recognized as an industry leader in drilling & blasting services for
the construction and quarry markets, we also offer a variety of specialty services throughout the
Northeastern United States:

 Rock Anchoring  Public Relations

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 Hoe Ramming  Pre-Blast Surveys o
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 Engineering  Packaged and Bulk Explosive Distribution
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i an
Maine Drilling & Blasting strives to be the leader in industry technology. In 2002, we established
Engineering Department, which has since enabled our blasters and drillers to rely on then most
advanced topographical information, computerized simulations, laser profiling of rock faces, u and
bore-tracking. Fully staffed, this Department also provides project and customer support in the e form
of defining scopes and site volume surveys. d
In 2004, we become the first contractor in the country to construct and operate its own bulk explosives
blending and loading plant.

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This allows us to maintain excellent quality control, customize blends for various climates and jobs,
and offer our customers the best product at the best price. In 2006, we took our bulk program modular,
improving the Company’s commitment to local market areas and quality to customer service.
Maine Drilling & Blasting’s Equipment Services Group provides industry-leading service,
knowledge, and technology to our fleet of drills and hoe rams and their operators. Our equipment is
state-of-the-art and maintained with precision.
We are driven by safety-consciousness and the demands of being a good neighbor; Maine Drilling &
Blasting has increased its investments in state-of-the-art technologies, public relations programs, and
community outreach. Key technical managers on staff train in-house personnel, as well as educate
front-line responders, local officials, our customers, and the general public.
Maine Drilling & Blasting not only strives to be the Drilling and Blasting Company of Choice but the
Employer of Choice.
Mission Statement

Maine Drilling & Blasting, Inc. dedicates itself to setting new and always higher standards for safety
and service in the drilling and blasting industry. Motivated by pride in ourselves and our work, we
are guided by the precepts of professionalism, planning, and proficiency. We pledge to provide our
customers with the respect and responsiveness they deserve and devote to them our hard work and
our good common sense.
Vision Statement
Maine Drilling & Blasting, Inc. will be the organization of choice within the northeastern region as
seen through its employees, customers, and suppliers. Our quality drilling and blasting principals will
be measured by safety, desirability, integrity, and profitability.
Statement of Goals

 Accident free work environment

 A leader in the Northeastern Region
 Comply 100% with regulatory agencies
 100 % profitable work
 Improve financial flexibility and diversity
 Increase desirability
 Customer growth and retention
 Increase differentiation
 Improve employee effectiveness

Trusted Breed Core Values/One Culture

Maine Drilling & Blasting is represented by the cultural brand statement of “A Trusted Breed”. The
success of our business is dependent on the trust and confidence we earn from our employees and
customers. We gain credibility by adhering to our cultural brand statement through honorable
conduct. It is easy for us to say what we must do, but the real proof is in our actions. Ultimately we
will be judged on what we do.

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In support of a Trusted Breed culture, the Company desires to maintain this culture through the
expectations of the following Core Values:

Respect To show consideration and treat with courtesy

Fairness To be just, unbiased, and equitable
Honesty To be trustworthy, honorable, and free of deceit
Responsibility To be dependable and accountable for one’s actions

We set expectations and ground rules that support these Core Values reaffirming our Company's
foundations of "Honesty and Hard Work," and guiding how we conduct ourselves and our business.

Maine Drilling & Blasting maintains A Trusted Breed program for employees and management alike.
Internally the program is intended to break down barriers between peers and between staff and
management, to create more effective communication across the diverse geographies of our service
areas throughout the Northeast. This supports our desire to build "One Culture" in all aspects of our
operations and internal functions. Whenever an individual needs to be "herd," or has a concern or
belief that the Core Values are being violated in any interaction, our Core Values card is presented as
a trigger to begin the process of quality communication to bring the issue under advisement and back
on track.

Externally with a customer, supplier, regulatory agency, or with the general public, it is our intent to
use this "One Culture" to raise the bar in every aspect of what we do from the honest work of stemming
holes to the boardroom. It helps sustain a Safe, Quality, and Productive environment that allows us,
as a Company, to be "A Breed Apart" ... A Trusted Breed.

Nature of Employment

The policies and procedures presented in this handbook are in no way to be interpreted or construed
as a contract of employment or guarantees of continued employment for any specific period of time.
No verbal communication or written document will provide such a contract, assurance, or guarantee
unless specified in writing and signed by a Maine Drilling & Blasting official who is authorized to
enter into such an agreement.

Your compensation, hours of employment, and all other terms and conditions of employment are
subject to modification by Maine Drilling & Blasting at its discretion.

We recognize that you have voluntarily joined Maine Drilling & Blasting, that your employment is
“at-will”, and that you are free to discontinue your employment at any time, for any reason. Maine
Drilling & Blasting has similar rights. Therefore, both you and Maine Drilling & Blasting have the
right to terminate your employment at any time, with or without advance notice, and with or without
cause.

An employee who provides false, incomplete or misleading information on an employment

application or at any time in the employment process may be subject to immediate dismissal.

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Employment Standards Policy

It is the policy of Maine Drilling & Blasting, Inc. to employ and retain only those persons who are
legally eligible for employment and who satisfy the following requirements.

Eligibility for employment:

 Applicants must be at least 18 years of age or have a valid work permit to be considered
for employment.
 Applicants must be legally entitled to work in the U.S.
 Field Applicants must pass a pre-employment physical.
 Applicants must pass a pre-employment drug screen and criminal background check.
 Applicants must meet all ATF requirements.
 Applicants must meet minimum job requirements for each specific job.

Equal Opportunity Employment

Maine Drilling & Blasting recognizes the dignity of the individual employee and the right of all
employees to work in an environment where people are treated fairly and allowed to grow and achieve
their potential. Federal and state laws and Company policy require all employees or potential
employees to be considered, hired, and/or promoted without regard to race, color, religion, physical
or mental disability, Vietnam Era veteran status, gender, age, ancestry or national origin, sexual
orientation, whistleblower activity, previous assertion of a claim or right under worker’s
compensation, or marital status, unless bona fide occupational qualifications exist.

The Company has this policy to ensure that all individuals are given equal opportunities and
consideration concerning all personnel actions, including recruitment and hiring, testing, selection
for training, promotion, demotion, discipline, rates of pay or other compensation, transfer, layoffs,
termination, recalls, job assignments, and social and recreational programs. Reasonable
accommodations will be made for applicants and employees on the basis of disability or religion.

Every manager, supervisor, and all human resources personnel are required to follow equal
opportunity employment practices at all times.

Any violations of these equal opportunity policies by any manager, supervisor or other employee must
be reported immediately to the Director of Human Resources.

Policy Regarding Individuals With Disabilities

The Americans with Disabilities Act (ADA), The Americans with Disabilities Amendment Act
(ADAA), The Genetic Information Non-Discrimination Act (GINA), the Maine Human Rights Act
(MHRA), and other similar state acts require employers to reasonably accommodate qualified
individuals with disabilities. It is the policy of Maine Drilling & Blasting (Company) to comply with
all federal and state laws concerning the employment of persons with disabilities.

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The Company will reasonably accommodate qualified individuals with a long-term disability so that
they can perform the essential functions of a job. It is the Company’s policy not to discriminate
against qualified individuals with disabilities in regard to application procedures, hiring,
advancement, discharge, compensation, training or other terms, conditions, and privileges of
employment. Furthermore, the Company will not tolerate any retaliation regarding an employee’s
disabilities, their seeking reasonable accommodations, the filing of any complaints regarding possible
disabilities, or any employee’s assistance in this regard.

All employees are required to comply with safety standards. Applicants who pose a direct threat to
the health or safety of other individuals in the workplace, which threat cannot be eliminated by
reasonable accommodation, will not be considered for employment. Current employees who pose a
direct threat to the health or safety of other individuals in the workplace will be placed on appropriate
leave until an organizational decision has been made in regard to the employee’s immediate
employment situation.

The Human Resources Department is responsible for implementing this policy, including resolution
of reasonable accommodation, safety and undue hardship, or undue burden issues.

Affirmative Action
Maine Drilling & Blasting, Inc. hires and employs qualified, reliable, and productive employees
without regard to race, creed, religion, color, sex, sexual orientation, national origin, and age, veteran’s
status, and mental or physical handicap, unless a lawful and stated bona fide occupational
disqualification exists. To achieve this goal, the Company has adopted the following affirmative
actions.

Maine Drilling & Blasting will:

 Advertise for employment opportunities as an EEO employer. All employment

advertisements will encourage women and minority applicants to apply. All selection
requirements will be validated to ensure that there is no adverse impact on women or
minorities.

 Maintain contact with community resources for applicant referral purposes.

 Provide OJT training and allow for in-house advancement for employees without regard to
race, creed, religion, color, sex, age, national origin, disabled or Vietnam Era veteran status,
physical or mental handicap, or sexual orientation.

 Cooperate with federal, state, or local government agencies that have the responsibility to
observe our actual compliance with various laws relating to employment.

 Maintain and furnish such reports, records, etc. as required to document and promote a
program of equal opportunity for all persons regardless of race, creed, religion, color, age,
sex, national origin, disabled Vietnam Era veteran status, physical or mental handicap, or
sexual orientation.

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 Appoint a Corporate EEO officer who will be responsible for overseeing the Company’s
compliance.
 Post the EEO policy and the identity of the Corporate EEO officer on Company bulletin
boards, and also in newsletters and policy manuals.
 Provide EEO training for Officers, Managers, and Supervisors who have the overall
responsibility of carrying out Company Equal Employment Opportunity policies in their
respective work areas.
 Provide training on an annual basis for employees with regard to EEO and Sexual
Harassment Policies and maintain records of attendees.

Harassment Policy
The Company recognizes the rights of all employees to work in an environment which is free of
sexual intimidation and harassment. Such intimidation or harassment violates federal and state
laws and Company policy. It is the intent of the Company through this policy to provide a working
environment that is professional, respectful, and free of sexual harassment and discriminatory
practices.

This policy is written and intended to protect employees from sexual harassment by supervisors
and/or co-workers. Sexual harassment by non-employees is also covered under this policy when
employees are required to be in contact with non-employees.

The EEOC Guidelines define sexual harassment as follows:

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

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an

individual’s employment.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such individual.
3. Such conduct has the purpose or effect of substantially interfering with an individual’s work
performance or creating an intimidating, hostile, or offensive work environment.”

Sexual harassment charges may come from any of the following actions:

1. Threats
2. Basing employment decisions or practices on submission to requests for sexual favors.
3. Unwelcome sexual advances, gestures, comments, or contact.
4. Offensive or demeaning jokes.
5. Subjecting employees to ridicule, slurs, or derogatory actions.
6. Subjecting employees to sexual pictures, photos, cartoons, etc.
7. Comments about a person’s anatomy.

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Sexual harassment can take place between members of the same sex as well as members of the
opposite sex.

Sexual harassment is unacceptable conduct and will not be condoned or tolerated by the Company. It
undermines the integrity of the employment relationship, destroys morale, interferes with
performance, and demeans its victims. Sexual harassment is considered grounds for disciplinary
action which may include suspension or termination of employment. Each new employee will receive
formal sexual harassment training annually, current employees and all supervisors will receive this
training to comply with state regulations and Company best practices.

The Company also prohibits employees from engaging in verbal or physical conduct that shows
hostility or aversion to an individual because of his/her sexual orientation, race, national origin,
citizenship, veteran status, disability, age, religion, or other protected status that has the purpose or
effect of creating an intimidating, hostile, or offensive working environment, has the purpose or effect
of unreasonably interfering with the individual’s work, or otherwise adversely affects an individual’s
employment opportunities.

If you believe that you have witnessed or experienced sexual harassment, or any other discriminatory
harassment, you must promptly follow this procedure:

1. You should immediately tell the individual to stop the offensive or intimidating behavior or seek
a Company Officer or the Director of Human Resources to see that this message is delivered.

2. Report the complaint immediately to your direct supervisor. Your supervisor must immediately
report the complaint to the Director of Human Resources.

3. If the individual who is the subject of the complaint is the employee’s direct supervisor, the
employee may report the complaint to the next level of management or the Director of Human
Resources.

4. If the employee is uncomfortable reporting the complaint to their direct supervisor, the employee
may report the complaint to another member of management or the Director of Human Resources.

Upon receipt of a complaint, the Director of Human Resources will initiate an immediate and full
investigation of the matter and take all appropriate actions. Your complaint will be kept confidential
to the greatest extent possible. You are expected to report harassment immediately, as you are not
expected to tolerate it.

If the Company determines that an employee is harassing another employee, prompt and appropriate
corrective action will be taken against the offending employee, up to and including termination of
employment.

The Company prohibits any form of retaliation against any employee for filing a complaint under this
policy or for assisting in a complaint investigation. If it is determined that any retaliation has occurred,
immediate corrective action will be taken against the offending employee, up to and including
termination of employment.

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In addition to reporting the complaint to the Company, employees should be aware that the Human
Rights Commission in each state is the agency charged with the responsibility of enforcing anti-
discrimination laws.

The commission investigates complaints of unlawful discrimination in employment, including claims

involving sexual harassment.

The Commission will attempt to resolve complaints to the mutual satisfaction of those involved.
However, the Human Rights Commission Act authorizes the Commissions to pursue remedies to
unlawful discrimination in court when conciliation fails. The Human Rights Commissions can be
contacted at the following addresses and numbers:

Maine Human Rights Commission (207) 624-6050

State House Station 51, Augusta, ME 04333

New Hampshire Commission for Human Rights (603) 271-2767

2 Chenell Drive, #2, Concord, NH 03301-8501

Vermont Human Rights Commission (802) 828-2480

135 State Street, Montpellier, VT 05602

Rhode Island Commission for Human Rights (401) 222-2661

180 Westminster Street, 3rd Floor, Providence, RI 02903

State of Connecticut Human Rights & Opportunities Commission (860) 541-3400

21 Grand Street, Hartford, CT 06106

New York City Human Rights Commission (212) 306-7500

20 Rector Street, #9, New York, NY 10006

Massachusetts Commission Against Discrimination (617) 994-6000

One Ashburton Place, 6th Floor Room 601, Boston, MA 02108

Pennsylvania Human Rights Commission (717) 783-8274

301 Chestnut Street, Suite 300, Harrisburg, PA 17101-2515

New Jersey Human Rights Commission (201) 547-5611

121 Newark Avenue, Jersey City, NJ 07302-2811

Maryland Human Rights Commission (410) 767-8600

6 Saint Paul Street, Suite 900, Baltimore, Maryland 21202

Delaware Human Rights Commission (302) 577-5050

Carvel State Office Building, 820 North French Street, 4th Floor
Wilmington, Delaware 19803

Virginia Division of Human Rights (804) 225-2292

202 North Ninth Street, Richmond, Virginia 23219

West Virginia Human Rights Commission (304) 558-2616

1321 Plaza East, Charleston, West Virginia 25301
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 Maine Drilling & Blasting Employee Handbook

SECTION II. – YOUR EMPLOYMENT

Orientation

New and re-hired employees will be required to provide documentation of identity and employment
eligibility in accordance with federal law. The I-9 form and E-Verify process will be used for this purpose.

All new field employees will be required to complete initial MSHA online training prior to Day One of
Orientation. Experienced miners will be issued an MSHA Certificate from this training. A new miner
will require an additional 17 hours of training over the next several weeks to obtain an MSHA Certificate.
New employees will receive a copy of the employee handbook on their first day of employment. They
are to be given the opportunity to read the entire handbook and once completed, sign the
acknowledgement of understanding form. The signed acknowledgement of understanding form will be
placed in their personnel folder.

Employment Classifications

Maine Drilling & Blasting categorizes all employees with respect to position and federal/state
regulations. Summary definitions are:
 Exempt Employee – any salaried executive, administrative, or professional position, as
defined by the Fair Labor Standards Act (FLSA). These employees are exempt from both
the minimum wage and overtime provisions of FLSA.
 Non-exempt Employee – any salaried or hourly employee who is not exempt from the
minimum wage or overtime provisions of FLSA.
 Salaried Employee – An employee whose wages are computed on a weekly basis.
 Hourly Employee – An employee whose wages are computed on an hourly basis.
Employees are also classified as one of the following:
 Full-time – any employee who is regularly scheduled to work 40 or more hours per week.
Full-time employees are eligible for all standard Maine Drilling & Blasting benefits.
 Part-time – any employee who is regularly scheduled to work fewer than 30 hours per
week. Part-time employees may be eligible for some of Maine Drilling & Blasting
benefits, but not all, and some benefits may be pro-rated.
 Seasonal – any employee who is regularly scheduled to work 40 or more hours per
week for a period of six months or less. Seasonal employees may include summer
help or summer college students and these employees may be eligible for some
benefits.
 Temporary – any employee scheduled or called in to fill an open job assignment due to
sickness, vacation, workload, etc. that has a predetermined beginning and ending date.
Temporary employees are not eligible for Maine Drilling & Blasting benefits.

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 Maine Drilling & Blasting Employee Handbook

Hours of Work
The Division/Department Manager shall establish work schedules, rest breaks, and lunch breaks to meets
its Division/Department requirements. Their schedule shall be in conformance with federal, state, and
local laws.
Work Week

 The workweek consists of seven consecutive days beginning Sunday at 12:00 am.
 Most office and field employees shall be regularly scheduled for five (5) consecutive days
of work starting Monday and ending Friday.
 Employees may be scheduled to work an irregular workweek with assigned days off other
than Saturday and Sunday when required by Company operations. Employees assigned to
work on the 2nd shift shall normally be scheduled to work Sunday afternoon through
Thursday afternoon.
Drillers’ and Laborers’ Work Hours
 Hours worked start when the driller/laborer arrives at the work site. A 30-minute unpaid
lunch period must be taken each day. Hours worked ends when the driller/laborer leaves
the site. Travel time is acceptable as work time only when mobilizing from one site to
another during the same day.
Wage and Salary Garnishments

It is the policy of Maine Drilling & Blasting not to assist any creditor, private party, or outside agency
in the collection of any employee personal debt or other financial obligation, unless collection is
mandatory under court order or legal garnishment proceedings.

Funds due an employee that are withheld through court order or legal garnishment action shall be in
accordance with requirements of the Federal Wage Garnishment Law and/or state law.

General Pay Practice

The objective of Maine Drilling and Blasting’s pay practices is to compensate each employee fairly
and consistently.
The rates Maine Drilling and Blasting pays may vary by geographic region and are typically
competitive with other construction companies in that area performing similar types of work.

Non-Exempt Hourly Pay Practice

Non-exempt hourly employees are those employees performing jobs and tasks which are not bona
fide executive, administrative, or professional positions as defined by the Fair Labor Standards Act.
All hourly employees will be paid overtime compensation in accordance with the prescribed state and
federal laws applicable to each location and to each contract.

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Overtime hours shall be assigned as equitably as possible and practical among employees within a
departmental section, classification, and shift. Hourly employees should not access job-related emails
or conduct other business outside of work hours without permission from a supervisor.

Vacation, sick, bereavement, and holiday hours paid within a given workweek shall not count as time
worked for the purpose of computing overtime pay for that week.
Exempt Salary Pay Practice
Exempt salary employees are those employees performing jobs and tasks which are considered bona
fide executive, administrative, or professional positions as defined by the Fair Labor Standards Act.
Exempt salaried employees shall be paid on a weekly basis. It is expected that a salaried employee
will be requested to work an average of 45 to 55 hours per week or as required. This average may
vary significantly, based upon the position and responsibilities.
Salaried employees may be eligible for incidental time off with approval of the employee’s immediate
supervisor. Incidental time off is defined as occasional or short periods of time off from work for
personal reasons, such as dental or doctor’s appointments, to attend parent/teacher conferences, or to
take care of legal matters.

Salaried employees who work a partial week and/or do not work a full day or more for personal
reasons (not FMLA or disability), will be required to utilize their earned time off to fill the time off
taken to make 40 hours.

Salaried field employees may be eligible for additional compensation or vacation time when they are
required to work six or seven days a week or on a Company observed holiday. This compensation
will be provided on a case by case basis when the demands of a particular project consistently require
longer work weeks. Divisional or Departmental managers must gain authorization through a
Divisional Executive.
Division and Department Managers, Salaried employees performing sales functions, and other
salaried positions specifically designated by the Director of Human Resources with the concurrence
of the Maine Drilling & Blasting’s President & CEO are not eligible for extended work week
compensation. Salaried employees are not eligible for payment of “in week” overtime.
Performance Reviews
Supervisors and/or managers will be responsible for employee performance reviews annually.
Performance reviews evaluate an employee’s job performance, job-related strengths, and job-related
weaknesses. The review is used to develop a plan for improvement, if needed. Performance reviews
may also be used to determine changes in job status and/or salary level.
The annual performance review is generally conducted with each employee during the months of
January through April of each year. During these reviews, the employee and the supervisor will
outline the employee’s performance strengths and areas requiring improvement. Each review will
establish:
o Results desired by management
o Action management will take to help the employee obtain these results
o Actions the employee will take to develop and improve knowledge and skills
o A completion date for correcting deficiencies or a timetable for reaching goals
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Salary Increases
Salary increases must be approved by both the Division or Department Manager and the Director of
Human Resources. It is typical for salary increases to coincide with the Company’s annual
performance review process during the month of April or after an employee receives a promotion to
a higher level job. The employee may need to prove ability in a new job prior to receiving a salary
increase.
Discretionary Bonus
When conditions warrant, Maine Drilling & Blasting may set aside part of the current year’s net profit
to pay discretionary bonuses to eligible employees on the basis of individual performance,
contribution towards the success of the Company, Company profitability, and for the employee’s
expected future performance. All employees with three months or more of service may be eligible
for a bonus. However, employees who have terminated from the Company or provided notice or
resignation to the Company, may not be eligible.

Confidentiality Policy & Compliance Statement

Maine Drilling & Blasting takes seriously its obligations and legal requirements to maintain
confidentiality relative to certain employee information. The Human Resources Department, as
primary custodian, generally provides personal employee information only to the employee.
Employees are permitted to view and copy any information contained within his/her personnel file.
The Human Resources Department does not release personal information to service providers,
vendors, agencies, or other interested parties without the express written consent or informed
knowledge of the employee.

Maine Drilling & Blasting, through the Human Resources Department, complies with the provisions
of the federal Health Insurance Portability and Accountability Act (HIPPA) of 1996 and related state
and federal regulations by maintaining separate medical records files. The contents of those files may
only be viewed by authorized Human Resources personnel, the employee, or a duly-authorized legal
representative of the employee.

Company Shut Down

Periodically the Company will shut down for a day or more. These periods most often occur during
the holiday season. During this time, it is typical for some employees to be required to work. If you
are not required to work, this time shall not be paid.
Employees may use vacation time, floating holidays, or unemployment to cover lost earnings during
these periods. The Company shall provide advanced notice of shut down times.

Inclement / Adverse Weather

The Company expects each employee to make every effort to report to work in inclement weather
situations. However, all employees are urged to use their judgment in deciding whether they can
commute to work safely. If weather or traveling conditions delay or prevent an employee’s
reporting to work, the immediate supervisor should be notified as soon as possible.

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An employee who is unable to report to work when the Company is remaining open, may use
accrued vacation or float time, or take the day off without pay.

In the event that severe storm conditions are such that the Company closes its operations early,
employees who report to work will be paid for their regularly scheduled hours.

When circumstances make it necessary to close an office location early due to severe storm
conditions, the decision to close early requires the approval of either the President or another
Executive.

Termination Procedures

Employment with Maine Drilling & Blasting is on an at-will basis. Employees are free to terminate
their employment at any time, with or without cause. In addition, Maine Drilling & Blasting may
terminate the employment relationship at any time, with or without cause.

On or before the last day of work, or at Maine Drilling & Blasting’s request, employees are required
to return all Maine Drilling & Blasting tools, equipment, vehicles, keys, credit cards, memoranda,
training materials, drawings, manuals, computers, computer files, and/or other documents, including
all copies of such items, which in any way relate to the business or affairs of Maine Drilling & Blasting
or any of its employees, customers, consultants, or agents.

Any employee leaving Maine Drilling & Blasting, regardless of the reason or method of separation,
will generally be given the option to participate in an exit interview with his/her Division/Department
Manager or the Director of Human Resources.

During this exit interview, the employee will be given the opportunity to ask questions and/or make
comments regarding his/her job. Other issues that may be discussed include the following:

 Reason for termination

 Status of insurance and other benefits
 Final pay
 Return of keys and other Maine Drilling & Blasting property
 Correct forwarding address

Terminated employees will receive their final pay on the next regularly scheduled payday or sooner if
dictated by state/federal laws.

Employees who terminate voluntarily or involuntarily prior to completion of three (3) months of
service are not entitled to accrued vacation or floating holiday time. Once 3 months of service has
been completed, all accrued time becomes earned time to the employee. Only vacation time accrued
is paid out at termination. An employee terminating with a negative balance in vacation, sick, or float
time and/or any outstanding funds or A/R owed to the Company at termination may have this deducted
from their final paycheck.

Full-time employees terminating within the week in which a holiday falls shall receive Holiday pay,
providing they gave proper notice, and their termination was in good standing.

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Short-Term Layoffs

Short-term layoffs are those layoffs where the Company anticipates that the employee will return to
work within 6 months. Short-term layoffs are typical during the winter period.

The Division/Department Manager must approve all layoffs for their areas of responsibility.

When a layoff is necessary, temporary employees and seasonal employees in the selected departments
shall be laid off, and then regular employees shall be laid off on the basis of skill and abilities. Some
consideration may be given to maintaining employee continuity on existing projects.

Should a layoff be necessary, consideration shall be given to voluntary layoffs prior to involuntary.
The Division/Department Manager will consider each volunteer, while keeping in mind required
operational needs.
It is important for each employee who goes out on layoff, to check with the Human Resources
Department to verify what will happen to any insurance or disability programs in which the employee
may be enrolled. In addition, please note that other accrued benefits such as vacation and floating
holidays do not accrue during periods of inactivity.

Employees who have been laid off are eligible to continue their health and dental insurances under
COBRA. Each year the Company will decide whether it will assist employees with the cost of health
and dental insurances during a lay off. Employees are supplied with information about COBRA when
they are hired and again when they are laid off or terminated. Employees that allow their insurance
coverage to drop during a layoff must reapply for coverage immediately upon return.

Recall From Layoff

When it is necessary to increase the work force, employees on layoff who had acceptable performance
records may be recalled for reinstatement prior to hiring new employees.
If the original layoff was by Division/Department location, then the recall shall be by
Division/Department location. Typically, Divisions/Departments do not recall employees assigned
to other Divisions/Departments.
Employees who are recalled from layoff must report for work within three (3) working days after a
recall notice has been communicated. Service shall be accumulated during a short-term layoff period
but is terminated if the employee is not recalled within 180 days from the temporary layoff date.

Retirement
Retirement is a voluntary action on the part of the employee. Employees who retire are eligible to
receive all earned vacation time. Retirement benefits such as 401(k) and ESOP have eligibility criteria
and each summary plan may provide you with these details.

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 Maine Drilling & Blasting Employee Handbook

SECTION III. – YOUR RESPONSIBILITIES

Employee Code of Conduct
Employees need look no further than our Mission Statement for the guiding principles to acceptable
behavior at Maine Drilling & Blasting. “Maine Drilling & Blasting dedicates itself to setting new and
always higher standards for safety and service in the drilling & blasting industry. Motivated by pride in
ourselves and our work we are guided by the precepts of professionalism, planning, & proficiency. We
pledge to provide our customers and co-workers with the respect and the responsiveness they deserve and
devote to them our hard work and our good common sense. Maine Drilling & Blasting will be the
organization of choice within the northeastern region as seen through its employees, customers, and
suppliers. Our quality drilling and blasting principles will be measured by safety, desirability, integrity, and
profitability.” Remember, with our Employee Stock Ownership Plan, you are an employee owner and you
are the Company. Represent the Company professionally and share in the Company’s value.
Unprofessional behavior resulting in a loss of business will be a loss for you and all employees.

Motivated by pride Professional language is required at all times. Four letter words are not
in ourselves acceptable. One who has mastered the use of them is not typically viewed
with respect and dignity. Instead, take pride in your ability to
communicate with good manners.

The precepts Maintain a professional attitude and appearance. Always be honest and
of professionalism up-front. Strive to be business-like, positive, pleasant, and patient. Never
lose your temper.

Respect and We are not always right. Resolve conflicts with professional tact, never
responsiveness hesitating to involve your supervisor. Listen to expectations and feelings.
Then respond with empathy, and focus on working out a solution.

As seen through its Nineteen out of twenty customers that become dissatisfied never complain
employees, or become difficult. However, those nineteen will relate their negative
customers and experiences to many others. Your behavior can make the difference
suppliers between long-term relationships and a bad reputation. You directly
impact the success of Maine Drilling & Blasting.

Harmony & Respect

Maine Drilling & Blasting is committed to workplace harmony and respect.

Maine Drilling & Blasting promotes and supports an environment where all employees can work and
customers are served in an atmosphere free of abusive, demeaning, and/or disrespectful behaviors and
treatment. All employees have a right to work in a professional atmosphere and are expected to respect
the individual qualities, characteristics, and differences of others. Customers of Maine Drilling &
Blasting have the right to courteous, honest, and respectful service.

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 Maine Drilling & Blasting Employee Handbook

Behaviors, actions, practices, words, or activities that are disrespectful, offensive, divisive,
demeaning, or discourteous are not tolerated. Each employee is expected to practice, encourage, and
foster workplace harmony and respect. Employees who violate these principles shall be subject to
counseling, discipline, and/or dismissal as warranted.

Confidential Information & Intellectual Property

It is the policy of Maine Drilling & Blasting that its employees will safeguard all Company
confidential information and intellectual property, including all systems, software, procedures,
technology, inventions, discoveries, and ideas. These are to be shared only with those at Maine
Drilling & Blasting having a legitimate business need to know.

Confidential information obtained or intellectual property conceived as a result of employment with

Maine Drilling & Blasting is not to be used for personal gain. Unauthorized use or disclosure of
confidential information or intellectual property can result in civil and/or criminal penalties, for both
the employee and Maine Drilling & Blasting.

All inquiries regarding current or former employees require the disclosure of confidential Company
information, and therefore must be referred to Human Resources. See Section on Employment
References.

Accurate Personnel Records

The information contained in personnel files is considered confidential information. No information
will be placed in an employee’s personnel file unless there is a clear business reason to do so.

Due to the confidential nature of personnel files, the Director of Human Resources is responsible for
controlling access to them. Personnel files are not to be copied (except with the employee’s
permission). It is the sole responsibility of each employee to inform Maine Drilling & Blasting of any
changes in personal status that may alter his/her payroll or benefits status.
Such information includes, but is not limited to:

 Last Name  Marital Status  Beneficiaries

 Address  Telephone Number  W-4 Deductions
 Emergency Contact  Gain/Loss
of Dependents
Attendance and Punctuality
Employees are expected to be at work on time as scheduled. Employees must personally notify their
Supervisor when they will be absent from or late to work. In the event of an unexpected emergency,
management should be notified as early as possible.
Absences of 3 or more days no-show, no call will be grounds for termination. Calls from individuals
other than the employee will not be accepted as appropriate notice unless approved by management.

For absences of more than 3 days due to illness or injury, employees must provide Human Resources
with a written return to work release from a physician.

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 Maine Drilling & Blasting Employee Handbook

Personal Appearance, Office Attire, & Proper Worksite Clothing

Maine Drilling & Blasting recognizes and respects the diversity of personal expression which is
reflected, in part, by personal attire. Because an employee represents Maine Drilling & Blasting, the
Company has standards of personal appearance and attire, appropriate to individual work situations.
The purpose of these standards is to promote a responsible and professional image and public
confidence in the competence of Maine Drilling & Blasting employees. The standards for office staff
are as follows:
 Employees are expected to present a clean and neat appearance that reflects the work
situation, their position, and the work environment.
 Clothing should reflect generally accepted standards in a comparable business setting.
 All clothing should be in serviceable condition, free of rips, holes, excessive fraying, or other
defects rendering them unfit for wear in a business setting.
 All clothing, footwear, and accessories should allow employees to work safely.
If you have questions concerning appropriate attire, contact your manager or Human Resources.

The Company is committed to the protection, safety, and health of its employees, and in keeping with
this commitment, the Company provides certain equipment and requires that employees use certain
protective equipment devices.

Personal protective equipment and proper worksite clothing must be worn to protect employees from
heat exhaustion, sunburn, and other harmful worksite conditions.

Field Employee Clothing

 The Company will issue each field employee a hard hat, safety vest, ear protection, and safety
glasses upon hire. In addition, employees will be provided with Company florescent shirts
each year. Employees are responsible for all personal protective equipment issued.
 Employees must wear a shirt and long pants at every jobsite. Shorts are not allowed on the
jobsite. Shirts must have, at a minimum, short sleeves attached. Employees should not wear
baggy shirts or pants that could be potentially caught in heavy equipment, rotating drill steel,
or cause trips and falls.
 Employees must wear safety boots at every jobsite. Safety boots can be either steel-toed,
composite (plastic), or aluminum. Safety footwear must meet ANSI minimum standards
(Z41.1-1991). Failure to wear OSHA-approved safety boots on the jobsite will result in a non-
compliance violation.
 Prescription safety glasses must be ANSI (Z87.1 -1989) approved with attached side shields.

All receipts for safety equipment should be attached to a standard expense report, approved by the
Division Manager, and submitted to the Payroll Administrator at the Corporate Office.

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 Maine Drilling & Blasting Employee Handbook

Uniforms
Mechanics will be allowed to participate with a Company-sponsored 50% cost benefit and payroll
deduction to cover the mechanic’s half of the uniform service cost. Each mechanic will be required
to sign a payroll deduction authorization form in order to participate in this program.
Payroll deduction for uniform services will not be allowed for non-mechanics.
Non-mechanics that want a uniform service must make a direct agreement with the uniform service,
be responsible for all liabilities, and make direct payment.

Neatness of Work Area

It is Maine Drilling & Blasting’s policy to keep all areas of the business neat, clean, and professional
in appearance.
Each employee is responsible for keeping his/her personal work area clean and uncluttered.
No inappropriate or distasteful pictures, posters, or calendars are permitted on Maine Drilling &
Blasting’s property.

Conflicts of Interest and Outside Employment

A conflict of interest exists when an employee engages in any activity that may compromise the
interests of Maine Drilling & Blasting, its employees, customers, or vendors. Potential conflicts of
interest with a customer, vendor, or competitor may include, but are not limited to, soliciting business
for personal gain, accepting gifts other than those of nominal value, and/or requesting favors,
discounts, or services for personal use.
Employees are required to disclose any potential conflicts of interest to their immediate supervisor.
Failure to disclose a potential conflict of interest or engaging in a practice determined to be a conflict
of interest may result in disciplinary action up to and including termination.

Accepting employment with any employer that competes with any activity of Maine Drilling &
Blasting is prohibited.
Performing services for customers during non-working time that are normally performed by Maine
Drilling & Blasting personnel during work hours is strictly prohibited.
Employees are not to conduct any outside business during paid working time.

Personal Mail & Property

Employees should not use Maine Drilling & Blasting’s address for personal business including the
delivery of personal mail.

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 Maine Drilling & Blasting Employee Handbook

Maine Drilling & Blasting stationary should not be used for personal correspondence. Any
communication sent out on Maine Drilling & Blasting stationary must be for official Maine Drilling
& Blasting business.

Maine Drilling & Blasting assumes no liability for personal property including electronic equipment,
tools, toolboxes, etc. brought into Maine Drilling & Blasting premises or parking lots.

Use of Company Property, Equipment, Tools, & Telephones

All desks, file cabinets, computers, furniture, etc. are the property of Maine Drilling & Blasting and
must be accessible to management at all times. The use of personal locks on Maine Drilling & Blasting
offices, furniture, file cabinets, or other property is not permitted.
Fax machines, copiers, computers, and other office equipment are for Maine Drilling & Blasting
business use only and should not be removed from the premises without the expressed consent of
Maine Drilling & Blasting.

Maine Drilling & Blasting provides specialized tools and equipment to employees to be used in the
day-to-day course of business. This equipment may include, field data capture devices, including
laptops and smart phones, seismographs, video equipment, survey tools, and GPS systems.

Employees in possession of Company equipment are expected to protect the equipment from loss,
damage, or theft. Employees should follow all maintenance instructions regarding equipment issued
to them and should promptly report any equipment malfunctions that they are not able to resolve.

All property and equipment provided to employees is for business use only and unauthorized use is
prohibited. Should an employee knowingly misuse or abuse Company tools or equipment, disciplinary
action may be taken up to and including termination of employment. Upon resignation or termination
of employment, or at any time upon request, the employee may be asked to produce the equipment
for return or inspection.

We must maintain communications with our customers and business associates. Since the telephone
is our primary method of communication, it is necessary to limit its use to Maine Drilling & Blasting
business only. Accordingly, the telephones should not be used for personal telephone calls except in
the case of an emergency.

Employees are asked to discourage friends and relatives from calling them at work. Personal phone
calls should be limited to the greatest extent possible and be made during lunch or break periods.

Workplace Monitoring & Searches

Employees regularly use Maine Drilling & Blasting’s property, including but not limited to, trucks,
tools, toolboxes, desks, lockers, computers, files, and email. Maine Drilling and Blasting’s property
is to be used for business purposes only.

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Maine Drilling and Blasting retains the right to monitor and search its property at any time and to
search any locked or secured areas on its property. Computer pass codes must be available to Maine
Drilling & Blasting at all times. Reasons for monitoring and/or searching may include, but are not
limited to, theft investigation, improper disclosure of confidential or proprietary information, personal
abuse, or monitoring workflow and productivity. A search of Maine Drilling & Blasting property is
not an allegation or accusation of criminal conduct.

Any attempt to gain access to restricted files by the use of unauthorized codes or passwords is
prohibited and will subject the employee to disciplinary action, up to and including termination.
Employees are expected to cooperate when searches are conducted.

Personal Cell Phone Use

Maine Drilling & Blasting is committed to best practices for both safe driving habits and job site
safety. It is the Company’s belief that the use of cell phones and texting devices while driving or
working may present additional safety risks to both you and co-workers. Both activities may be very
distracting to the point where proper focus is not given to the job or driving task at hand. Texting or
talking on a cell phone while driving without use of a hands-free device are prohibited by law in all
the states where we work, and we expect all employees to comply with these regulations. The
following safety practices apply to all employees while driving either Company or personal vehicles:
 The use of a text message device while driving is not allowed.

 The use of a cell phone for verbal discussions is allowed but only to the extent that
hands-free accessories are utilized.

 Drivers without hands-free accessories must pull over and stop to accept or to make
calls.

The use of personal cell phones to either make or receive calls and/or text messages while working at
a job site may present a distraction hazard for you and others. This distraction may compromise the
safety level of your performance and of our job site operations.

During work hours, unless otherwise authorized, employees may only use personal cell phones at a
job site in emergency situations, or as a means to perform required functions relative to the site
operations.
Employees that do not recognize the importance of the above may be subjected to disciplinary action.

For more on Cell Phones, see the Cell Phone Reimbursement Policy – in the Appendix – page 56

Media Contacts

Employees should not speak to the media on Maine Drilling & Blasting’s behalf without contacting
the Marketing Director or an Executive of the Company.

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Posting of Literature, Solicitation, or Distribution Policy

The Company prohibits employees from collecting funds or soliciting during working time for any
purpose, or from distributing literature in working areas at any time for any purpose, or in non-working
areas during working time unless expressly authorized by the Director of Human Resources,
Division/Department Manager, or the Company President.
Collection of funds or solicitation and/or distribution or posting of literature by non-employees on
Company property is prohibited at any time for any purpose.
Posting of literature or materials in any area on Company property is prohibited unless expressly
authorized by the Director of Human Resources, Division/Department Manager, or the Company
President.

Smoking Policy

Maine Drilling & Blasting strives to provide a healthful, safe, and comfortable working environment
for all employees and visitors. Smoking by employees and visitors is therefore prohibited throughout
all buildings. Each facility has established a designated smoking area and these are the only locations
where smoking may take place. Smoking outside of these designated areas is a violation against our
established policy and may result in disciplinary action.

Employees are permitted to leave the building to smoke only during scheduled break times.
To further support our position with state and federal regulations, there shall be no smoking anytime
in a designated magazine site or within 100 feet of trucks loaded with explosives or around other
flammable materials.
There shall be no smoking in any Company vehicle in which there are multiple passengers without
the expressed consent of everyone in the vehicle. Common sense will prevail.
If you smoke, Maine Drilling & Blasting would like to encourage you to quit. If you are not able to
quit, you will need to follow all established Company policies.

Drug & Alcohol Policies & Testing

Our Company is committed to providing a safe working environment for all employees, sub-
contractors, customers, and the general public, and to fostering the well-being and health of all
individuals.

Maine Drilling & Blasting earnestly solicits the cooperation of all employees in its commitment to
maintain a Drug Free and Alcohol Free Workplace. Our goal is to demonstrate that our Company
supports a Drug Free and Alcohol Free Workplace and to send a clear message that the use of alcohol,
illegal drugs, or misuse of prescription drugs is incompatible with employment at our Company.

No employee shall use or be under the influence of any alcohol at a worksite/jobsite or report for duty
within 4 hours after using alcohol. No employee shall use any alcohol-based substance (whether over
the counter or prescription) at a worksite/jobsite or report for duty within 4 hours after using such
substance, unless the employee immediately notifies his/her supervisor.
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No employee will report for duty or drive while impaired by the use of any alcohol, alcohol-based
substance, drug, or prescription drug incompatible with employment at our Company.
If a positive result is determined at pre-employment screening, the candidate for hire or re-hire will
be ineligible for hire for at least 30 days. If a second positive test result is determined, there will be a
wait of 6 months for a candidate to re-apply.

No employee at any work site will possess any quantity of any alcohol, alcohol-based substance, drug,
or prescription drug that impairs judgment or performance.
If an employee is provided a new prescription which may impair job performance or compromise the
safety of themselves or others, the employee has an obligation to notify their immediate supervisor or
the Director of Human Resources of this change.

No employee shall sell or transfer, or attempt to sell or transfer, to any other person any alcohol, drug,
or prescription drug that impairs judgment or performance.

An employee operating a Company vehicle while under the influence of or in possession of drugs,
alcohol, or other controlled substance on Company time or personal time will be subject to disciplinary
action up to and including immediate termination.

Any violation of Maine Drilling & Blasting’s drug or alcohol policies may result in immediate
termination. Maine Drilling & Blasting conducts random drug and alcohol tests of employees who
possess DOT commercial licenses.

The following serious consequences may apply to an employee who receives a positive test result:

DOT 1st time positive drug or alcohol result:

 Employee will not be allowed to operate a commercial vehicle until:
a) Assessed by Substance Abuse Professional (SAP) b) Substance Abuse Professional
makes a recommendation for Return to Duty of safety sensitive function c) Employee
provides a “negative” “return to duty” test, and d) Employee remains compliant to any and
all SAP-recommended treatment plans.
 Company will issue a non-compliance notice which will affect annual bonus.
 Employee may be terminated, or may be suspended without pay for a determined period,
depending on the circumstances of the positive test result. If the employee is allowed to
return to work before he/she is allowed to drive commercial vehicles, then the employee’s
pay will be reduced by 10% until employee is cleared to drive a commercial vehicle.

 Employee must obtain required DOT counseling and any recommended treatment plan
will be sought on employee’s own time.

 Should necessary counseling or treatment conflict with normal work hours, the employee
will take an unpaid day or may use vacation time to cover lost hours.

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 The employee must pay all costs of a SAP assessment and treatment, return to duty testing,
and follow-up testing.
 If employee returns to work, he/she will be placed on probationary status for 1 year.
DOT 2nd time positive drug or alcohol result:
 Consequences listed above may apply.
 Employee shall be suspended without pay for at least 1 week.
 Employee shall be given last and final warning notice.
 Alternatively, the employee may be terminated.
Commercial Driver Policy

Maine Drilling & Blasting has established a complete Commercial Driver Policy in compliance with
DOT, ATF, EOP, federal, and state regulations. The Commercial Driver Program contains policies
on Hours of Service regulations, Random Drug and Alcohol Testing, Driver vehicle inspections, and
Driver’s Daily logs, among others. Drivers will be given a copy of this policy at orientation and can
obtain new copies from their Supervisors, Operations Manager, or the Human Resources Department.

Seat Belt Policy

Seat belt use is mandatory for all operators and passengers of company vehicles. It is the
responsibility of the driver to communicate this policy to any passenger that may not be aware and
not allow a passenger to ride in a company vehicle who is not willing to wear a seat belt. Failure to
use seat belts and to recognize this requirement may subject the driver and passenger to disciplinary
action (non-compliance safety violation notice)

Assigned Vehicle Care Agreement

Each employee that drives an assigned Company Vehicle agrees to perform the following standards:
 Exercise safe driving habits and practices
 Properly care for the vehicle, including a daily walk around inspection
 Maintaining company vehicle cleanliness standards (inside and out)
 Maintaining preventative and periodic vehicle maintenance schedules
 Keep vehicle current with licensing and registration
 Personally accept responsibility for damage to the vehicle due to misuse or negligence.

Violence & Weapons

Maine Drilling & Blasting promotes a safe environment for its employees. The Company is committed
to working with its employees to maintain a work environment free from violence, threats of violence,
harassment, intimidation, and other disruptive behavior.
Violence, threats, fighting, harassment, intimidation, and other disruptive behavior in our workplace
will not be tolerated; all reports of incidents will be taken seriously and will be handled appropriately.

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Such behavior can include oral or written statements, and gestures or expressions that communicate a
direct or indirect threat of physical harm. Individuals, including employees, visitors, and others who
commit such acts may be removed from the premises and may be subject to disciplinary action,
criminal penalties, or both.

The Company needs the cooperation of all employees in order to implement this policy effectively
and maintain a safe working environment. Please do not ignore violent, threatening, harassing,
intimidating, or other disruptive behavior. If an employee observes or experiences such behavior by
anyone on Company premises, whether the person is an employee or not, report it immediately to
your Supervisor, Division Manager, or the Human Resources Department.
Managers who receive such reports should seek advice from the Human Resources Department
regarding investigating the incident and initiating appropriate action. (PLEASE NOTE: Threats or
assaults that require immediate action should be reported immediately to police at 911.)

Any and all acts or threats of violence by or against any Maine Drilling & Blasting employee,
customer, vendor, or other visitor to our facilities are strictly prohibited. This policy applies to all
employees whether on or off our property.

All employees of Maine Drilling & Blasting are strictly prohibited from handling or possessing any
weapons while on Company property or while conducting off-site business on behalf of Maine
Drilling & Blasting. Company property includes any vehicles, equipment, building, structure, facility,
including property adjacent to or used in connection with such building or facility, including any
public or employee parking area. A violation of this policy may lead to disciplinary action up to and
including termination.

For purposes of this policy, weapon shall mean a firearm or any other device designed as a weapon
and capable of producing death or serious bodily injury.

Mandatory Meeting Attendance

Employees are required to attend periodic employee or crew meetings. These meetings are held to
discuss safety, team performance, policies, procedures, work schedules, Company events, etc. Every
employee is expected to attend unless prior arrangements are made and confirmed with Management.

Idling Policy

The Company has a Vehicle and Equipment Idling Policy which places a limitation on engine idling.
The policy applies to the entire fleet of vehicles and equipment in use by Maine Drilling & Blasting.

The purpose of this policy is to reduce unnecessary vehicle/equipment idling, engine wear, fuel
consumption, and emission pollution. Each vehicle/equipment operator will be responsible for the
idling operation of their vehicle/equipment. Management personnel in each division will be
responsible for the adherence and enforcement of the idling policy through the non-compliance
process.

Gas engines will be limited to idle periods of no longer than 1 minute. Diesel engine warm-up periods
will not exceed five minutes unless airbrake pressure, hydraulic pressures, and/or other critical settings
have not been reached. Diesel engines will be shut off whenever idling time is expected to exceed five
minutes.
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The following situations will serve as exceptions to this policy and will allow idling, as needed:
1. Engine is required to power auxiliary equipment and or accessories such as lighting or
beacons, etc., for the safety of the project.
2. Inclement cold weather operations where longer warm-up time is needed and where crews
need to be periodically warmed up.
3. Hot weather conditions may require additional engine cool-down time.
We encourage all drivers of personal vehicles to reduce vehicle idling time in order to help reduce
emission pollution, engine wear, and to conserve energy.
This idling policy also applies to personal vehicles that are fueled at the expense of the Company.

Safety Policy & Accident Reporting

Great care has been taken to provide a safe workplace, including monitoring and complying with both
federal and state laws and regulations.
Specific safety and health rules will be posted. All employees are required to be familiar with Maine
Drilling & Blasting’s safety rules and/or policies. Each employee is responsible for remaining aware
of and following safe work practices/procedures. Failure to follow safety and health rules may result
in disciplinary action up to and including termination.

A brief review of these guidelines:

 Immediately report any unsafe conditions or practices observed to your supervisor;
 Immediately report all personal injuries to your supervisor, no matter how minor;
 Alert your supervisor if you become sick while at work;
 Employees are required to keep their work area clean and free from hazard;
 Never remove guards or safety devices from equipment. Immediately report any broken or
missing devices;
 Refrain from any and all unsafe practices;
 Use and properly maintain all safety equipment and protective gear provided;
 Smoking is prohibited except in designated areas;
 Immediately report all accidents or incidents involving damage to personal property,
equipment, or tools to your foreman or supervisor, no matter how minor the incident seems;
 If you are returning to work from an injury or illness with certain restrictions that affects your
ability to work to full capacity, submit a signed statement from your physician detailing those
restrictions to your supervisor;
 If you normally drive Company vehicles or operate equipment and are using a medication that
bears a warning against the operation of motor vehicles or equipment, you must inform your
foreman or supervisor of this upon reporting to work.

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Employment References
Information concerning former or current employees is considered confidential. All mail, email, and
telephone inquiries are to be directed to the Human Resources Department. Employees are strictly
prohibited from providing any information regarding former or current employees.
Information released by Human Resources will include dates of employment and position(s) held
only. Unless required by court order or subpoena, the employee must provide a signed release to the
Human Resources Department before additional information will be disclosed.

Employee Suggestions & Ideas

Employee suggestions and ideas are always welcome! One of your fundamental responsibilities as
an employee is to voice your personal suggestions for the constructive change of policies and
procedures as situations within the Company and its surroundings change. Recommendations for
change should be made to your supervisor or to the Director of Human Resources.
Company Non-Compliance Policy
Maine Drilling & Blasting is committed to the health and safety of all team members and there is an
equivalent concern for other job site workers and the general public.
Maine Drilling & Blasting is a “Trusted Breed” believing in the core values of Respect, Fairness,
Honesty, and Responsibility. It is through these core values that our best working relationships are
established and sustained.
It is expected that each employee will come to work every day, on time, with a good attitude and
willingness to work, and continue to learn safe and productive work standards that meet the high
quality standards of Maine Drilling and Blasting. It is also expected that supervisors of employees
who fail to meet these standards will provide honest feedback and administer a progressive practice
of corrective action or discipline in one of the following forms:
Verbal Warning Written note to employee file. Employee signature not required.
 It is typical for an employee to receive informal verbal directions or communications regarding
requested improvements in performance or behavior.
 A written note will be placed in the employee’s file. The employee’s signature is not required.

Non-Compliance Warning
 A documented non-compliance warning is issued for all performance and behavior-related
items that are considered more than minor.
 Non-compliances will be taken into consideration when establishing and making decisions
regarding discretionary raises and bonuses.
 A written note will be placed in the employee’s file. The employee’s signature is required.
Suspension
 In some circumstances the Company may suspend an employee without pay. The purpose of
this type of suspension is to reinforce the seriousness of the poor performance or behavior and
to assure that the employee understands the magnitude of concerns.

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 In other cases, a suspension may be required to allow management and supervisors the
opportunity to investigate an incident or concern. This suspension may be paid or unpaid, in
management’s discretion, based on the findings of the investigation.

 A status notice will be placed in the employee’s file with the manager’s signature.

Termination
 The Company reserves the right to terminate employees when necessary, after taking into
account all aspects of each individual case and circumstances.
Please be advised that termination may be the first and only action taken in cases of serious
violations or offenses.
 A status notice will be placed in the employee’s file with the manager’s signature.
 A non-compliance notice will be placed in the employee’s file with the manager’s signature.
The following are examples of violations that may require disciplinary action up to and including
termination of employment. Please keep in mind that there is no order of priority.
 Failure to follow safety rules  Insubordination
 Failure to meet quality or productivity  Showing up for work under the
requirements influence of illegal drugs or alcohol
 Harassment of any kind (including  Violation of other Company rules,
sexual harassment) procedures, or policies
 Fighting or threatening bodily injury  Inappropriate use of Company
equipment, including computers and
 Stealing (Company or customer
phones
property)
 Slowing production
 Deliberate damage to Company
property  Gross carelessness or negligence
 Immoral, indecent, illegal, or offensive  Not reporting poor work
conduct
 Not reporting safety incidents
 Carrying any weapon
 Horseplay
 Refusal to work

Additionally. The Company has specific Zero Tolerance Safety Violations that are taken very seriously.
Violations of any of the items below will result in disciplinary action up to and including termination.
These are:
 Fall Protection - Employees exposed to fall hazards
 Rotating Hazards - Employees exposed to rotating hazards and similar caught-in hazards associated
with equipment
 Pre-Priming - Primed explosives not inserted into bore holes
 50’ Rule – Drilling within 50’ of a loaded hole
 Working Alone – Employees working alone without a written plan for communication
 Site Security – Blasting without a written site security plan, or an inadequate plan
 Electrical – Employees exposed to overhead or underground electrical hazards

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Resignation of Employment
Employees may decide to resign for a variety of reasons. We expect, as a common business courtesy
that all employees provide a minimum of two (2) weeks’ notice if salaried, or five (5) working days
if hourly in the event they elect to terminate their employment and that said voluntary termination is
put in writing for the files. Maine Drilling and Blasting may permit an employee to continue
employment during the notice period or accept their resignation immediately.

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SECTION IV. – YOUR BENEFITS

Overview of Benefits Program

Maine Drilling & Blasting provides an exceptional benefits package to its employees, from retirement
benefits including a 401(k) Plan and Employee Stock Ownership Plan (ESOP), to Training and
Educational programs.

Maine Drilling & Blasting’s salaried employees are eligible for certain* benefits on the first of the
month following the date of hire. Maine Drilling & Blasting’s hourly employees are eligible for most
benefits following 90 days of consecutive employment.

Please note that benefit levels and costs are subject to change. Maine Drilling & Blasting is always
striving to find the best benefit packages at the most reasonable cost for both the Company and our
employees.

Detailed plan summaries can be obtained at any time by contacting your Supervisor or the Human
Resources Department.

Insurance Benefits (Health/Dental) & COBRA

Health and Dental Insurances:
Maine Drilling & Blasting currently provides comprehensive health and dental insurance policies to
eligible employees. The Company offers a Preferred Provider Plan (PPO), as well as a High
Deductible Health Plan option (HDHP) which offers lower premiums and provides an opportunity to
open a pre-tax Health Savings Account (HSA). Details will be provided to you by the Human
Resources Department. Employees who do not elect to participate in a health insurance plan when
initially eligible may choose to later, but adding coverage or dropping coverage may only be done
during the designated annual open enrollment period. Our Health Plan year begins January 1 and runs
through the calendar year.

Should an employee experience a qualifying event*, he/she will have 30 days in which to enroll in or
add eligible dependents to Maine Drilling & Blasting’s medical and dental coverage. The employee
is responsible for contacting Human Resources and initiating this enrollment or change in coverage.
Please contact the Human Resources Department with any medical or dental insurance-related
inquiries.
Cobra Insurance Coverage:
Maine Drilling & Blasting will follow all COBRA guidelines in accordance with federal law.
Provisions under the federal law allow all employees and covered family members to temporarily
purchase health and dental insurance coverage where coverage under the health and/or dental plan
would otherwise end.
** A qualifying event is an occurrence that dramatically changes an employee’s health insurance needs. Marriage,
divorce, birth/adoption of a child, a spouse’s loss of employment, reduction of hours, and eligibility for State Medicaid
are examples of common qualifying events.

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Life Insurance

Maine Drilling & Blasting provides basic, term life insurance to all eligible employees. Life insurance
coverage is one times the employee’s annual salary up to a maximum of ($50,000.00) fifty thousand
dollars.

Employees may elect to purchase additional life insurance and AD&D (accidental death and
dismemberment) insurance for themselves, spouses, or dependents. Rates and forms may be obtained
through the Human Resources Department. Employees electing additional coverage may be required
to fill out an evidence of insurability form at the provider’s discretion.

Disability Insurance

Maine Drilling & Blasting offers short-term and long-term disability insurance coverage that can
provide income stability protection to an employee and his/her family in the event of an injury or
illness that is not work-related. In addition, the Company offers optional Accident and Critical Illness
insurance coverages. Details of these employee-paid insurances can be provided to you by the Human
Resources Department.

Disability insurance can replace up to 60% of your base pay, tax free. Since it is an employee-funded
program, disability payments made to you will be federal and state tax-exempt unless you elect
otherwise, or state regulations provide an exception. This makes the employee’s disability payments
comparable to their “take home” pay. Premium rate charts can be obtained through the Human
Resources Department.

Beginning in 2020, the Company will auto-enroll new employees into Short Term Disability
insurance. When eligible these employees will not need to complete an evidence of insurability form
(medical questionnaire).

Workers’ Compensation Insurance

Maine Drilling & Blasting provides Workers’ Compensation Insurance in accordance with federal
and state laws to insure that employees with work-related injuries or illnesses are provided the medical
treatment necessary to achieve recovery and income while disabled from work.

The Company pays all costs of this insurance. Please note that it is important for employees to
immediately report a work-related injury to their Supervisor and to complete a detailed incident report.
Failure to do so may jeopardize their coverage under this policy.

401(k) Plan

The Maine Drilling & Blasting 401(k) plan provides a long-range savings and investment program
for all eligible employees who are 20 years of age with three (3) months of continuous service.
Employees will automatically enter the plan the first day of the next month after eligibility is met.
Employees participating in the plan may save a percentage of their basic compensation through
automatic payroll deduction.

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At its discretion, the Company may match 20% of the employee contribution up to 10% of their basic
compensation. All contributions are made on a pre-tax basis.

Eligible employees must be 20 years of age and have 1 year of consecutive service to be eligible for
the employer match. All employer match contributions will be allocated to the funds the employee
has selected in the same proportion as the employee’s own contributions.
Employees become vested in the employer match based on years of service.
A year of vesting service is at least 1,000 hours of service in a calendar year.
All employee deferrals are always 100% vested, by law.
Years of Service Vesting Chart:
Less than 1 year of service 0%
1 year 25%
2 years 50%
3 years 75%
4 years or more 100%

Employees may contribute to one or more of several investment fund options offered. Current plan
services allow employees secure access to their accounts online or by phone. Employees may allocate
funds, change deferral percentages, obtain forms and statements, and monitor fund performance on a
daily basis.

Once eligible, employees may decline to participate in the 401(k) plan or change their fund allocations
or deferral percentages.
Employee Stock Ownership Plan (ESOP)
Maine Drilling & Blasting established an ESOP to give its employees a meaningful stake in the
Company at no cost to them. The ESOP is a qualified retirement plan designed to provide employees
with economic security, and ultimately an additional source of retirement income. Employees who
meet plan qualifications receive ownership interest in Maine Drilling & Blasting stock. Currently, the
ESOP Trust owns 51% of the Company. As a participant, Company stock interest is bought for you
without any deductions from your paycheck, and you are not taxed on the value of the Company stock
or other assets held for you by the ESOP Trust until you receive a distribution. Employees under an
ESOP have the ability to influence the value of their retirement benefits through their own
performance.
For eligibility to participate in the ESOP, employees must be 21 years of age and have completed 1
year of service and a minimum of 1,000 hours of service. The plan reviews eligibility twice a year.
For more details, please review the summary plan description.
Contributions are allocated to employee accounts under the ESOP based on each individual’s level of
compensation relative to the total compensation of all eligible employees.
The total contribution the Company makes to the ESOP each year is discretionary and driven primarily
by the Company’s profitability.

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ESOP contributions into employee accounts on or after January 1st, 2007 will be vested over a 6 year
period as follows: 0% for less than 2 years, 20% for 2 years, 40% for 3 years, 60% for 4 years, 80%
for 5 years, and 100% for 6 years. Employees will be 100% vested when they are employed by the
Company and reach age 59 ½.

Vacation Benefits
Maine Drilling & Blasting grants vacations with pay to all eligible full-time employees, and
encourages employees to take vacations annually.
With the exception of vacation requests during the Company’s peak business period, as noted below,
which requires at least a 15 calendar day advanced notice, all other vacation requests must be
submitted at least 10 calendar days in advance of the requested dates and approved by the
Division/Department Manager.

Vacation Benefit Schedule

Hourly employees are eligible for vacation time accrual in accordance with the following schedule:
Upon Completion of:
1- 4 years of consecutive employment = 1 week vacation per year
Upon 5 years of consecutive employment = 2 weeks’ vacation per year
Upon 20 years of consecutive employment = 3 weeks’ vacation per year

Salaried employees are eligible for vacation time accrual in accordance with the following schedule:
1 – 4 years of consecutive employment = 2 weeks’ vacation per year
Upon 5 years of consecutive employment = 3 weeks’ vacation per year
Upon 20 years of consecutive employment = 4 weeks’ vacation per year

POLICY:
Maine Drilling & Blasting’s peak business period is from May 1st through October 31st. During this
six-month time span, employees and supervisors are encouraged to manage time off judiciously so as
not to negatively impact business operations. During this peak period, all vacation requests must be
submitted at least 15 calendar days in advance of the requested dates and approved by the
Division/Department Manager.
Vacation benefits are based on Company service. Vacation benefits begin to accrue when an
employee is hired, but employees are not permitted to use vacation until they have completed 90
days of service. Employees who do not complete 90 days of service will forfeit all vacation time
when they leave the Company.
Vacation may be used in 4 hour increments. At least eight hours must be accumulated to be
classified as earned vacation and available for use.

When an employee is laid off, he/she continues to accrue years of service for purposes of calculating
vacation. In other words, a layoff does not constitute an interruption in years of consecutive
employment. During a layoff, however, the employee does not actually accrue vacation time.
Vacation time only accrues when an employee is actively employed by the Company.

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Here are some examples to demonstrate how this works:

A new employee is hired on September 1, laid off on November 1, and recalled on March 1. That
employee has completed more than 90 days of continuous service and vacation time begins to accrue
on March 1.

An employee who had worked for four years and six months is laid off for three months. When the
employee returns to work, he/she will only be three months away from his/her five year anniversary
for purposes of earning an additional week of vacation. No vacation time will have accrued during
the layoff.

CARRYOVER:
The calendar for vacation accruals will begin on January 1st and end on December 31st each year;
however vacation time from the previous year may be carried over into the following year. Vacation
time is a benefit the Company encourages employees to use to full advantage. To the greatest extent
possible, employees are encouraged to take vacation time during the calendar year in which it is
accrued. Recognizing the Company’s seasonal business cycle, however, employees will have until
April 30th each year to use their previous year’s accrued vacation time over 80 hours. No more than
80 hours of unused vacation time from that previous year will be allowed to remain beyond April
30th, and unused vacation time above the 80-hour amount will be forfeited on May 1.

CASHOUT:
At the end of each calendar year, an hourly or salaried employee who has earned vacation time and
was not able to use all the time, may request cash payment for up to 80 hours of prior year vacation
carryover time once the next calendar year begins. The cash out period begins January 1st of each year
and extends to April 30th of that same year. Vacation cash out of prior year accrued time will no longer
be available beyond April 30th. Current year vacation time is not eligible for cash payment. Previous
year carried over vacation time will be deducted first when vacation time is utilized. Vacation cash
out is of accrued vacation time only and does not include a cash out of weekly vehicle allowance or
truck days.
Vacation Pay
 Vacation pay for full-time employees shall be based on a standard 40-hour workweek.
 Vacation pay will be the employee’s base rate in effect during the time of vacation.
 Vacation pay shall not be paid in increments of less than 4 hours
 Vacation pay is not considered time worked for purposes of computing overtime.

Holiday Policy
Maine Drilling & Blasting offers six (6) paid holidays each calendar year to all full-time employees.
These are:
 New Year’s Day
 Memorial Day
 Independence Day (July 4th)
 Labor Day
 Thanksgiving Day
 Christmas Day

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Salaried employees are eligible for 2 additional floating holidays per calendar year. The date for each
floating holiday may be designated each year at the option of the employee and is subject to approval
by his/her supervisor. No more than 5 float days may be carried over into the next year beyond April
30th.

Holidays that fall on Saturday, shall be observed the preceding Friday. Those that fall on Sunday,
will be observed the following Monday.

Only employees on active payroll a minimum of five preceding days and one subsequent day during
the week in which a holiday falls will receive holiday pay.

To be eligible for holiday pay, Salaried and Clerical Hourly employees must have at least 30 days of
service; Hourly field personnel must have at least 90 days of service. In addition, an employee must
work his/her regularly scheduled shift prior to and immediately following the observed holiday. If an
employee has pre-approved time off from a shift before or after a holiday, the employee remains
eligible for the holiday pay.

Holiday pay rate is generally paid at the employee’s base rate in effect at the time and not a project
rate (unless the project requires a specific rate). Holiday pay shall not exceed eight (8) hours or be
used to establish overtime pay.

Hourly employees who are required to work on regularly designated holidays and who do not observe
an alternate day off within the holiday work week, shall receive pay at their normal rate, in addition
to eight (8) hours straight-time pay for the holiday.

Salaried employees may be eligible for extended work week compensation or later time off for
scheduled work performed on any of the Company-observed holidays, providing prior approval has
been granted.

Bereavement Benefits

In the event of the death of an immediate family member including parent, spouse/partner, child,
brother or sister of an active employee, who has completed 90 days of employment, such employee
shall be granted time off without loss of earnings as described:
Three (3) days for the following: Spouse/Partner, Parent, Stepparents, Child, Stepchild, Brother,
Stepbrother, Sister, Stepsister, or Partner’s Children.

Two (2) days for the following: Grandparent, Grandchild, Mother-in-Law, Father-in-Law, Son-in-
Law, Daughter-in-Law, Brother-in-Law, Sister-in-Law, Partner’s Grandchild or Grandparent.

Employees will need to submit a bereavement request form and copy of the deceased’s obituary to
their supervisor for submittal to payroll.

Salaried and Clerical Hourly Employee Sick Time

Maine Drilling & Blasting provides an annual paid absence to salaried employees to offset loss of
earnings due to illness. Salaried and clerical hourly employees become eligible to accrue four (4) days
with pay each calendar year. Unused sick time will accumulate up to 10 days and is then capped.
Unused sick time shall not be paid out.
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Massachusetts Sick Time Law

Residents of Massachusetts are entitled to earn and use up to 40 hours of paid sick or equivalent earned
time off per year. This accrual will reset each January or when a new Massachusetts employee begins
working.

There will be a cap on this accrual of 40 hours and a maximum rollover of 40 hours annually for
hourly employees and a cap of 80 hours sick time accrual for salaried employees, as noted above.
Although employees will begin to earn sick time immediately, employees may begin using sick time
90 days after their accrual begins. Employees may only use earned sick time for authorized purposes.

Status Change from Hourly to Salary

Regarding vacation, floating holiday, and sick time:

For those employees transferring from hourly to salary positions, an equivalent accrual amount will
be calculated for the remainder of the calendar year with respect to the available benefits’ schedules.

Leaves of Absence

Leaves of absence may be granted to employees for bona fide reasons and for specified periods of
time without loss of employment. Typically, employees on leave do not accrue vacation, sick days,
or paid holidays.

Family Medical Leave

Employees who have worked for the Company for at least one year and a minimum of 1,250 hours
during the 12 months immediately preceding their requested leave, may be eligible for unpaid family
medical leave. Under the Family Medical Leave Act (FMLA), eligible employees may be granted up
to a maximum of 12 weeks unpaid leave for:

 Incapacity due to pregnancy, prenatal medical care, or child birth;

 To care for a child after birth, or placement for adoption or foster care;
 To care for a spouse, child or parent (including a domestic partner or child of a domestic
partner) of an employee who has a serious health condition;
 To care for a sibling with a serious health condition;
 For a serious health condition that makes the employee unable to perform the essential
functions of his/her job.

Please note that a serious health condition is one that involves a period of incapacity of more than
three consecutive full calendar days and either 1) two visits to a healthcare provider; or 2) treatment
by a healthcare provider with at least one visit, that results in a regiment of continued treatment.

General FMLA Information

FMLA leave may be taken on a consecutive, intermittent, or reduced schedule basis, and is subject to
the following conditions:

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All employees must provide at least 30 days’ notice for all foreseeable FMLA requests, and if that is
not possible, then must provide notice as soon as practicable. If the employee cannot provide notice
within the 30 day notice period, the employee may be required to provide an explanation as to the
reasons why the notice was not given within the 30-day period.

FMLA leave may not exceed 12 weeks in a 12-month period (except for Military Caregiver Leave
which allows up to 26 weeks in a 12-month period).

The length of leave shall depend upon medical certification in the case of a serious health condition,
or upon the employee’s request in the case of birth, adoption, or placement of a child.

Employees on FMLA leave must use all company provided paid leave in conjunction with their leave.
The Company will automatically coordinate all approved leaves with FMLA leave.
Health and dental insurance will be provided during the FMLA leave, so long as the employee
continues to pay his/her portion of the premium.

Each job is important and must be performed by someone else when an employee is on leave.
If you wish to return to work at the end of your FMLA leave, an attempt will be made to reinstate you
to the job you had when you left. In the event that your former job is no longer available, an attempt
will be made to employ you in an equivalent position for which you are qualified. Approval of FMLA
leave does not guarantee your specific job will be held for you. Employees who fail to contact the
Human Resources Department within 3 days following the expiration of a leave may be considered
to have voluntarily resigned.

If FMLA leave is due to an employee’s serious health condition, prior to returning to work, a release
from the employee’s doctor must be submitted to the Human Resources Department. This release
must clearly indicate approval to return to work, as well as any limitations or reasonable
accommodations that are needed.

While on FMLA leave, an employee must contact the Human Resources Department at least every 21
days. The above information summarizes the FMLA policy. All questions on the Company’s leave
policies should be directed to the Human Resources Department.

Note: If an employee is not eligible for FMLA leave, the employee should still contact the Human
Resource Department to see if any other options are available. Generally, when no other leave is
available, the Company will allow a 6 week leave for child birth with a normal delivery and an 8 week
leave for a Cesarean section, as medically required.

Military Caregiver Leave

FMLA leave is now available to an eligible employee who is the spouse, son, daughter, parent, or next
of kin of a covered service member and is entitled to take up to a total of 26 weeks of leave
during a single 12-month period.

A covered service member is a member who is currently serving in the Armed Forces, including a
member of the National Guard or Reserves, and who is undergoing medical treatment, recuperation,
or therapy, or is otherwise on outpatient status or, is otherwise on the temporary disability retired list
for a serious injury or illness, that occurred in the line of duty, while on active duty.

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A covered service member is also a member of the Armed Forces (including the National Guard or
Reserves) at any point in time within 5 years preceding the date on which the veteran undergoes
treatment, recuperation, or therapy.

For active duty members, the definition of a serious injury or illness includes a pre-existing injury or
illness which was aggravated by active duty service. The same definition applies for veterans, and
the injury or illness may manifest itself before or after the member becomes a veteran. Employees
will be able to take a combination of military caregiver leave and their own FMLA qualifying leave
during the 12-month period.
The military caregiver leave will be available during consecutive 12-month periods if the employee
remains an eligible employee, and if the military care leave is for a different covered service member
or to care for the same service member who has a subsequent serious injury or illness.

Qualifying Exigency Leave

An employee is entitled to take up to 12 weeks of unpaid leave to assist an active duty service member
of any regular component of the Armed Forces who is their spouse, child, or parent with any issues
that need to be addressed prior to their deployment.

In order to qualify for this leave, the service member must not already be on active duty in any regular
component of the Armed Forces and must be activated as a result of a federal action declared by the
President. The types of things for which this leave is intended to be used include to assist in arranging
for child care of a covered military member’s child, making legal or financial arrangements for the
person being called to active duty, or to attend any official ceremony or program sponsored by the
military that is related to the call-up for active duty status.

Military Leave and/or Separation

Employees who are members of the National Guard or the Reserve Corps of any branch of the U.S.
Military Forces may be granted leave of absence without pay in the event they are called for active
military training.
 The employee must provide a copy of the active duty orders.
 Members of Active Reserve components of the military will be placed on Military
leave for their required 15 days of annual active duty for training.

Maine Drilling & Blasting affords the re-employment rights prescribed in the Military Selective
Service Act as amended. Employees leaving positions in the Company for Active Military service
from a reserve component or to enlist in a branch of the Armed Forces of the United States under the
Military Selective Service Act shall be granted a Military Separation, provided verification of active
duty is received from the employee’s commanding officer. For short periods of active duty, the
employee may be placed on military leave.

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Jury Duty Leave Policy

Maine Drilling & Blasting encourages employees to fulfill their civic obligations by performing jury
duty when called. This jury duty policy applies to full-time employees. Employees must immediately
submit a copy of the summons to their Supervisor, to avoid the recording of non-approved absences.

Upon receipt of documentation from the employee, Maine Drilling & Blasting will pay the difference
between the base rate for an employee’s 8 hour day and the pay received by the court, for a maximum
of up to three (3) days’ time served on jury duty in a given year.

Court Subpoena
Employees subpoenaed by the court as witnesses or for other personal legal matters may request
vacation time. Should the employee not have available vacation time, they may request an unpaid
personal leave of absence. The circumstances of the legal matter will be taken into consideration by
management when granting or denying requests of the above matter.

Reimbursement Policies:

Personal Vehicle Use & Truck Days

Field personnel are responsible for their own expenses associated with getting to and from each job
site.

Some employees may qualify for a daily per diem truck rate. The primary intent of the daily truck
rate allowance is to offset the additional cost of supporting an assigned drill and job.
This monetary support helps to cover the costs incurred when carrying basic tools and supplies to
support the general maintenance and care of the drill or running for basic repair needs. The daily
truck rate is not intended to cover the cost of commuting. All truck days are subject to supervisor
approval.

Vehicle Allowance Policy:

Maine Drilling & Blasting may provide a Vehicle Allowance to employees who have a frequent need
to travel for the Company. Vehicle Allowance reimbursements can allow an easier way of mileage
reimbursement for employees that consistently travel on Company business. Employees receiving this
type of allowance should maintain accurate personal records for their personal taxes.

Overnight Reimbursement Policy:

Maine Drilling & Blasting, Inc. has established standard overnight rates. Rates vary by state and can
be obtained from your Supervisor. No meal allowance is provided with the standard rate. Employees
required to work weekends can submit the additional overnights for reimbursement.

All overnights are subject to supervisor approval. In some cases where the standard overnight rate is
inadequate to cover the costs of a hotel, Maine Drilling & Blasting will reimburse an employee for
actual hotel costs he/she incurs, provided that the employee submits documentation for these
expenses.

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Renewal of Blasting License and Hazmat Endorsements

Employees are responsible for the renewal costs of their blasting licenses in their state of residence.
Additional blasting license renewals will be reimbursed by the Company.

Maine Drilling and Blasting will reimburse an employee for a one-time setup of their hazmat
endorsement. All renewals and reinstatements will be the responsibility of the employee, including
additional finger printing.

Safety Equipment Reimbursement Policy

Field employees who have at least 90 days of continuous service with the Company are eligible to
receive $110.00 annual allowance toward the purchase of personal protection equipment (gloves,
steel-toed safety boots, rain gear, and other approved items) and up to $120.00 as a one time basis
only or as needed allowance toward prescription safety glasses. The $110.00 allowance program is
run on a calendar year basis, renewing January 1st of each year.

Employees must submit receipts on an expense report to their Supervisor for approval with weekly
payroll. No reimbursement will be paid without Supervisor approval and a copy of the receipt.

Employee Referral Bonus Program

Maine Drilling & Blasting employees may receive a bonus if they refer an individual who possesses
the experience, education, and skills necessary to be a skilled laborer, driller, blaster, driver, mechanic,
or hoe ram operator.

The recommended candidate should list the employee on his/her application as a referral source.
Employee referrals are valid for six (6) months from the date of referral to the date of hire.

If the candidate referred is subsequently hired, you will receive the total award amount after the new
employee safely and successfully completes 90 days of employment.

All referral monetary awards are subject to supervisor approval.

No Officers or Managers of the Company are eligible to participate in the program. For employees
to be eligible to participate in this program, they must be actively employed. Referrals of a former
employee (must be more than 1 year since the individual worked for the Company) may only be
referred on a one-time basis only and the monetary award would be paid at the lowest level.

Bonus rates and complete details of the program can be obtained through the Human Resources
Department.

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Education & Training Policies

Maine Drilling & Blasting encourages all of its employees in self-development through career
counseling, voluntary in-house courses, and the Educational Refund Plan.
Maine Drilling & Blasting has both extensive in-house Driller Training Programs and Blaster Training
Programs. Maine Drilling & Blasting would like our employees to be able to grow with the Company.
Maine Drilling & Blasting doesn’t want its employees to just have jobs; it wants them to establish
careers.

The Tuition Reimbursement Program is designed to financially assist employees in taking

approved courses of study, which will meet the present and future skill needs of the Company.
Employees must have at least one year of service to qualify.

Tuition refunds may be approved for accredited courses taken on a voluntary basis on other than
Company time, which in the opinion of the Company may:
 Assist the employee in the improvement of their performance of existing job duties;
 Qualify for credit toward an accredited college degree in a course of study relevant or valuable
to the Company.
 Help the employee make a transition into a new skill or technology;
 Assist an employee in earning a high school diploma;
 Furnish training in special skill areas required by the Company.

School Qualification
 All accredited public schools approved by the Human Resources Department qualify under
the plan.
 Certain private and correspondence schools may qualify; however, advanced approval is
needed.
The right to approve or disapprove any school, subject, course, and /or cost effectiveness of taking a
course through a specific school, is reserved by the Company.
Program Procedures
 Applications shall be available at each Company office or through Human Resources. The
employee must complete the application and provide it to their Department Manager AND
Manager of Organizational Development and Training for approval. Based upon Company
need and this policy, the Department Manager sponsors, signs, and then forwards the
application to the Human Resources Department for final approval. The employee will be
notified promptly of final approval. It is the responsibility of the employee to gain final
approval prior to the registration of a class.
 Employee will be required to sign a Tuition Assistance Agreement, which provides for a
payback to the Company in the event employment terminates prior to completion of
coursework.
 Within a reasonable time frame, the employee must provide a receipt for tuition paid.
 Upon completion of the course, the employee must provide an official grade report to the local
office manager. A copy is made and sent to the Human Resources Department.
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After successfully completing an approved course, the Company will refund up to 100% of the cost
of tuition. Other fees such as registration, lab fees, the cost of books, parking, and other miscellaneous
fees shall not be covered.
Tuition Refund Books
Grade A or better 100% NA
Grade B or better 90% NA
Grade C or better 50% NA
Grade Below a C ** No Reimbursement ** NA

This benefit shall be limited to an annual maximum of 10% of the employee's base pay to a maximum
of $5,000.

If the employee receives any other education assistance, this program shall only cover the difference
that is not covered (example: GI bill, state assistance, scholarships. etc.).

The employee must maintain his or her eligibility by continuing employment until such time as the
grades have been verified and payment made.
The only exception will be a short-term layoff prior to course completion, in which the Company
anticipates and expects the employee to return.

There shall be no reimbursement to an employee that is anticipating leaving the Company or placed
on layoff with no expectation of return.

Company Workplace Giving

Maine Drilling & Blasting is committed to supporting and encouraging its employees’ contributions
to charitable organizations. Maine Drilling & Blasting currently recognizes the United Way
organization as the sponsored organization to help facilitate providing your contributions. With your
payroll authorization, Maine Drilling & Blasting allows direct payroll deductions and employee
contributions for organizations and agencies that are approved through the United Way organization.

Employees may also request that a special collection be allowed to benefit an employee in need. Each
request must be made in writing and directed to the Director of Human Resources for consideration.
No collection will be allowed, without the review and final approval of the Director of Human
Resources.

Each approved collection will have an established time period for collection and a point person shall
be designated for the collection activity. Donations can be made with checks, money orders or cash;
however, checks are preferred. Checks may be made out to Maine Drilling & Blasting/ in care of the
individual. The Company will consolidate the collection and provide an equivalent valued Visa gift
card to the individual designee.

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Volunteer Time Off Program

Maine Drilling & Blasting recognizes a responsibility as a good corporate citizen to help give back to the
communities where we work and live. We encourage our employees to become involved in their
communities, lending their voluntary support to programs that positively impact the quality of life within
these communities.
Beginning January 1, 2019, Maine Drilling & Blasting has added a volunteer time off program (VTO) to our
list of employee benefits. The following guidelines outline the process of providing paid time off for
Company employees who choose to volunteer their time in community programs that are aligned with
Company-sponsored initiatives.

Purpose/Goal: The purpose of the Company’s More than one organization may be chosen.
volunteer program is to: Make a positive impact Employees will be paid at their normal pay rate
by supporting volunteer activities that enhance for the volunteer hours taken, up to 8 hours.
and serve the communities in which we work and
live. Volunteer Time Off (VTO) can be taken in the
following increments:
The intention of this program is to create  No more than 8 hours per calendar year
community engagement opportunities for MD&B  Minimum of 4 hours per opportunity
employees that are meaningful, purposeful and  These hours will not be counted in
help those in need. At the same time, the determining overtime hours
Company recognizes that participating in these
activities will also enrich and inspire the lives of Volunteering may occur before work, during the
our employees. work day, after work, or on weekends. For after-
hours volunteering, employees will earn up to 8
Eligibility: All full-time regular employees of the hours paid time off to use at their discretion. The
Company are eligible to participate in this Company will require a signed verification slip
program following 90 days from date-of-hire. from non-profit contacts to confirm the volunteer
The employee must be in good standing. The activity has occurred.
employee must provide at least 1 week notice to
their supervisor and understand that work Approval Process: Employees must complete the
demands can take priority over the VTO request. VTO request form and submit to his/her
Employees must choose a charity on the supervisor at least one week before the
Company’s approved list and can work together requested time off. The supervisor should consult
with other Company members on a team Human Resources with any questions or concerns
volunteer activity. before approving or denying the request.

Amount of Time: Employees can be granted up MD&B reserves the right to modify, amend,
to 8 hours paid time off each calendar year when suspend or discontinue this program at any time
they volunteer with an approved nonprofit without prior notice.
organization (see list below) in accordance with
the Company’s giving and volunteering
guidelines.

The Company shall assume no liability, should an employee volunteer incur any accident or injury while in the course of
volunteering their time. All questions regarding this Program should be directed to Human Resources
Usage of this time does not affect vacation accrual, Float, or Sick leave usage.

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Volunteer Time Off Program

Approved Non-Profit List to Gain Volunteer Time Off

Travis Mills Foundation- Retired United States Army Staff Sergeant and Mainer, Travis Mills of the 82nd
Airborne, is a recalibrated warrior, motivational speaker, actor, author and an advocate for veterans and
amputees. Despite losing portions of both arms and legs from an IED while on active duty, Travis continues
to overcome life’s challenges, breaking physical barriers and defying odds. Travis lives by his motto: “Never
give up. Never quit.” During his recovery at the U.S Army’s flagship hospital, Travis Mills found a passion for
inspiring fellow wounded servicemen and women. To carry on his passion, Travis Mills founded the Travis
Mills Foundation and a family resort where wounded veterans and their families could stay for a week to
reconnect and share experiences with other similarly wounded veterans and family members. Travis
continues to inspire wounded servicemen, women and their families by showing them they can overcome
their physical obstacles and emotional challenges. Wounded Veterans are traveling from all over the
country to Maine to relax, recoup and do activities that they have never been able to accomplish. For more
information about volunteering in Maine, please visit: www.travismills.org/volunteer
Make-A-Wish Foundation-
Wishes are more than just a nice thing. A wish experience can be a game-changer for a child with a critical
illness. It is this belief that guides Make-A-Wish, and has inspired Maine Drilling & Blasting to make an
annual commitment to grant wishes that change the lives. Currently, Make-A-Wish is able to serve only
about half of children’s wishes each year, with 400,000 children diagnosed with a critical illness every year.
Wishes impact everyone involved – wish kids, volunteers, donors, sponsors, medical professionals and
communities. The MD&B Community Involvement Team will stay ahead of the opportunities available in
your area and will reach out with ways to volunteer. If you would like to be a part of Make-A-Wish and
volunteer opportunities go to: http://wish.org/ways-to-help to learn more.
Habitat for Humanity-
Habitat for Humanity works in communities across the United States and Canada, building strength, stability
and independence in partnership with families. Habitat for Humanity has presence in all 50 states of the
United States, the District of Columbia and Puerto Rico. Each Habitat for Humanity entity coordinates its
own construction, selects local homebuyer applicants and many operate local ReStore home improvement
centers. Each Habitat homeowner must apply and is chosen based on level of need, willingness to invest
sweat equity, and ability to repay a mortgage.
There are many ways to get involved with your areas’ Habitat for Humanity. MD&B’s Community
Involvement Team will communicate specific build days in your region in which groups or individuals can
participate. For more information about volunteer opportunities and to find your local Habitat for
Humanity Chapter, go to: https://www.habitat.org/volunteer
If you have questions about any of the volunteer opportunities listed above, please do not hesitate to reach
out to: Christina Dubois- [email protected], Brandi Gross- [email protected], Katie Delay-
[email protected], or Tracy Pliscofsky – [email protected].

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EMPLOYEE DISCOUNT PROGRAMS:

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SECTION V. – APPENDIX

The Following Pages Include:

 Cell Phone Reimbursement Policy

 Electronic Communication Policy

 Social Media Policy

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Cell Phone Reimbursement Policy

Purpose

The purpose of this policy is to provide guidance to employees regarding the purchase of and
service support of cellular phones p l a n s for use in Company related business activities.

Procedure

Employees whose job duties include the frequent need of a cell phone or data device may be
eligible to receive an allowance to assist in covering business related costs. All requests for an
allowance must be made by the employee’s direct supervisor as well as by the appropriate Senior
Officer. Once approval is received in the Payroll Department, an allowance will be processed by
the Payroll Administrator and will be added to the employee’s first paycheck following the 1st
Saturday of each month. Payments will be made as part of the processing of standard payroll and
reported as an expense reimbursement. As a result, these payments will not be reported on the
employee’s year-end wage statements.

Cellular Allowance

The amount of the allowance is intended to reimburse the employee for the average business use
of the cell phone not to pay the entire phone or data service bill. The allowance amount should
be reviewed periodically by management for continuation or cancellation. The Company offers
a $50 per month for Smart Phone plans.

The allowance will continue on a monthly basis unless the Payroll Administrator is notified in
writing either by the employee, or the supervisor that the allowance is to be discontinued.
Supervisors are responsible for an annual review of employee business-related cell phone and
device usage. All requests for a change in allowance must be made by the supervisor in writing
using the “Status Form”, sent to the Status Form inbox.

Allowances for c e l l plans will only be provided when business usage is more than t w e n t y
f i v e percent and when the use of the cell phone is considered necessary for the Company and not
simply for the convenience of the employee. As part of the agreement an employee will be required
to run company approved software on their phone which may require enabling GPS services. Email
services will also be provided. The monthly cost will be charged to the operating budget of
the employee’s Division or Department.

Equipment allowances must be requested using the Employee Expense Report and must be
approved by the employee’s Manager. Approved equipment allowances will then be sent to the
Accounting Department for processing through payroll as an expense reimbursement.

Support for Cell Phones

Support for cell phones and data devices will be provided by the carrier. The IT Team will provide
consultation on the type of equipment to purchase, especially as it relates to data devices that
enable e- mail and calendar support. Employees who are approved for a data service device should
consult with the IT Team to determine the best type of device for the functions needed.
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The IT team will support connectivity to Exchange (email, calendar, contacts, etc.) for your
smartphone device. The User is responsible for working with their carrier on any other issues with
the device or non-Company applications. The User is responsible for immediately reporting lost or
stolen device to the IT team immediately. Password lock will be enforced on any device connected
to Exchange.

Only Active Sync enabled devices will be supported. These include most iOS (Apple), Android, and
Windows Phone devices. A full list of these devices should be available from your carrier.

Company Confidential Information and Safety

“Company” utilizes proprietary and/or confidential information in its daily business dealings.
Disclosure of this confidential information could severely impact the integrity of the Company and
expose it to substantial liability and unnecessary costs. You must at all times abide by the
requirement to keep all company information confidential and protected.

Regarding safety, it is required that the hands-free features are used, and mobile phone use is
limited to essential phone calls. Texting or emailing while driving is strictly prohibited. Safety
must come first before all other concerns, and all users must comply with local laws.

Changes to Cellular Contracts

The Company reserves the right to change or terminate this policy regarding allowances for cell
phone service equipment. Individuals eligible for receipt of an allowance should understand they
are personally liable for monthly charges, termination or late fees, regardless of employment
status or any change in this reimbursement policy.

Electronic Communication Policy

Maine Drilling & Blasting has provided email, online access, and other electronic communication
devices to our employees primarily as business tools. Improper use of electronic devices may include
but is not limited to the following:
 Communication of insulting or offensive communication such as sexually explicit or offensive
messages, jokes or cartoons, propositions or love letters, ethnic or racial slurs, or any other
harassing or disparaging messages.
 Any downloading of sexually explicit or offensive materials, jokes or cartoons, materials
containing ethnic or racial slurs, or any other harassing or disparaging materials is prohibited.
Violation of this policy may result in disciplinary action.

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SOCIAL MEDIA POLICY

Policy Goals

At Maine Drilling and Blasting, MD Drilling and Blasting, and Independent Explosives,
(collectively, “MD&B” or “Company”), we understand that social media can be an enjoyable
and rewarding way to share your life and opinions with family, friends, and co-workers.

Furthermore, while use of social media presents various risks and carries certain
responsibilities, it is also a terrific way to exhibit pride in your efforts in the field, your
career, and MD&B. Therefore, in order to assist you in making responsible decisions about
your use of social media, we have established the following policy.

Social media includes all means of communicating or posting information or content of any
sort on the Internet. This includes communicating or posting to your own or another person’s
blog, personal website, social network (whether public or private), affinity web site, or a chat
room, whether or not associated or affiliated with MD&B, as well as any other form of
electronic communication.

Guidelines
The following guidelines apply to using social media both professionally on behalf of
MD&B, as well as personally. Individuals granted permission to post or otherwise access
MD&B’s social media will be specifically informed of such permission.

• Know and Understand the Trusted Breed Core Values of MD&B: The same principles
and guidelines found in MD&B’s policies and our Trusted Breed Core Values apply to your
activities online. These policies can be found in the Employee Handbook located on the
Employee website: o https://emplweb.mdandb.com/uploads/documentWarehouse/employee-
handbook.pdf

• Clearly Indicate Post is Your Opinion: Where appropriate, employees are encouraged to
associate themselves with the company when posting, but they must clearly state their
affiliation with MD&B and acknowledge that their posts are their own, personal opinion. To
the extent that your post does not involve an opinion, make sure you are always honest and
accurate in your posts, and that you take prompt action to correct any mistakes. MD&B shall
not be liable for the employee's posted content.

• Operations Content: While we encourage employees to be champions of MD&B, we ask

that, in general, individuals not share work-related pictures or videos. This is both for the
protection of our customers, as well as confidentiality concerns regarding our processes and
procedures. If you are working a job and believe there is a marketing opportunity, we
welcome you to send the picture, video, or other content to Will Purington II
([email protected]) for approval.

If the post is approved and shared online, we welcome you to re-tweet, re-post, or otherwise
share the context with your network, explaining your role in MD&B’s achievements.

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Please note: under no circumstances should any employee disclose any Company financial,
legal, or other sensitive Company information, including but not limited to project locations,
proprietary company policies and protocols, and customer and owner names. Moreover,
employees should refrain from posting maliciously misleading statements about MD&B or
its employees. When in doubt, please consult the MD&B’s Risk Management department
before posting content.

• Company Social Media Accounts: It is against MD&B policy to create or perpetuate

unofficial social media accounts that appear to be operated by MD&B. If an employee wishes
to list their employment on their social media page, they must link their account to the
official account created and maintained by MD&B. If you are having trouble finding the
appropriate page, please contact Kathy Guerin ([email protected]) and she will provide
you with assistance.

• Be Respectful: Always maintain a professional demeanor toward your fellow employees,

customers, suppliers, and subcontractors. Moreover, keep in mind that work-related
complaints are more likely to be resolved through direct communication with your co-
workers, rather than posting complaints through a social media outlet. Nevertheless, should
you decide to post complaints or criticism, avoid using statements or other media that could
be reasonably viewed as malicious, obscene, threatening, or intimidating, or that might
constitute harassment or bullying. Failure to do so may result in disciplinary action up to and
including termination. Examples of such conduct might include offensive posts meant to
intentionally harm someone’s reputation or posts that could contribute to a hostile work
environment on the basis of race, sex, disability, religion, or any other status that is protected
by law or company policy.

• Conduct During Work Hours: Refrain from using social media while on work time or on
MD&B equipment, unless it is work-related as authorized by your manager or consistent with
the MD&B’s Safety, Internet, E-mail, and Computer Use Policies. Do not use any MD&B
email address, including your own, to register on social networks, blogs, or other online tools
utilized for personal use.

• Retaliation Is Prohibited: MD&B prohibits taking negative action against any employee
for reporting a possible deviation from this policy or for cooperating in an investigation. Any
employee who retaliates against another employee for reporting a possible deviation from
this policy or for cooperating in an investigation will be subject to disciplinary action, up to
and including termination.

Ultimately, you are solely responsible for what you post online and/or what is posted from your
account. Understand that posting content may subject both you and MD&B to legal liability.
Therefore, MD&B urges employees to exercise reasonable discretion before posting content
online.

Keep in mind that any conduct that adversely affects an employee’s job performance, the
performance of co-workers, or otherwise adversely affects customers, suppliers, or MD&B’s
legitimate business interests, may result in disciplinary action up to and including termination.
Exercise caution and common sense when posting on any MD&B social media page, or posting
about MD&B.

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 Maine Drilling & Blasting Employee Handbook

EMPLOYEE ACKNOWLEDGMENT FORM

I, the undersigned employee, having received a copy of Maine Drilling & Blasting’s
Employee Handbook, acknowledge:

 That the Handbook is designed solely to communicate the personnel

policies, benefits, and procedures of the organization and that the
organization reserves the right to expand, change, or withdraw any of the
policies and matters contained in the Handbook at any time and at the
organization’s sole discretion, without notice.

 That Handbook copies have a tendency to be outdated and that the most
recent version may be found on MDB’s employee website or requested
from the Human Resources Department.

 That my employment at Maine Drilling & Blasting, Inc. is on an at-will

basis, meaning either the organization or I may terminate the
employment relationship at any time, for any reason or no reason, with
or without cause or notice.

 That this Handbook in no way creates a contract on the part of Maine

Drilling & Blasting, Inc. concerning my employment, its longevity, or
any of the matters contained in the Handbook.

Signed: ___________________________________ Date: _________________

Printed Named: _____________________________

cc: Employee
Employee file

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