Valley Forklift Company Policy

Valley Forklift Employee Policies and Handbook

1 Introduction to Valley Forklift Company Policy

1.1 Welcome to Valley Forklift, LLC.

Valley Forklift, LLC (hereafter “we,” “us,” “our,” “Valley Forklift,” or the “Company”) would like to welcome you to our family of employees. We depend on each employee to provide the best service and customer care as possible. This handbook will help you understand the rules and policies which helped get us to where we are today. The legacy of our Company and its continued success makes us a reliable provider of service and repair solutions for forklifts and other material handling equipment across northern Utah. For years we have made business decisions necessary to ensure our success. The Company was founded in 2017 by Aaron Goettsche, who also serves as the Company’s “Manager.” Valley Forklift was created to provide reliable service and repair solutions to businesses across northern Utah. We pride ourselves in cutting unnecessary downtime of our customers’ equipment and providing a value that is unbeatable within the material handling industry. Once again, welcome to the Company and best wishes of success to you during your new employment. We hope through our Company, you will reach your goals and help us reach ours.

1.2 Employee Handbook

This Employee Handbook is designed to summarize certain personnel policies and benefits of Valley Forklift, and to acquaint employees with many of the rules concerning employment with the Company. This handbook applies to all employees, and compliance with the Company’s policies is a condition of employment. This handbook supersedes all previous employment policies, written and oral, express and implied. The Company reserves the right to modify, rescind, delete, or add to the provisions of this handbook from time to time in its sole and absolute discretion. This employee handbook is not a binding contract between the Company and its employees, nor is it intended to alter the at-will employment relationship between the Company and its employees. The Company reserves the right to interpret the policies in this handbook and to deviate from them when, in its discretion, it determines it is appropriate.

1.3 Changes in Policy

Since our business is continually changing, the Company expressly reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment described below. No oral statements or representations can in any way alter the provisions of this handbook. Nothing in this employee handbook or in any other document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee. Any changes to your at-will employment status, described below, must be in writing and must be signed by the Company.

Changes will be communicated and applied prospectively, subject to applicable law and earned benefits. No change permits withholding earned wages or overriding statutory rights. At-will changes require a written agreement signed by the Manager and employee.

1.4 Employment At-Will

Employment with the Company is on an at-will basis, unless otherwise specified in a written employment agreement. You are free to resign at any time, for any reason, with or without notice. Similarly, the Company is free to conclude the employment relationship at any time for any lawful reason, with or without cause, and with or without notice. Nothing in this handbook will limit the right of either party to terminate an at-will employment. No section of this handbook is meant to be construed, nor should be construed, as establishing anything other than an employment at-will relationship. This handbook does not limit management’s discretion to make personal decisions such as reassignment, change of wages and benefits, demotion, etc. No person other than the Manager has the authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment other than at-will terms. Only the Manager has the authority to make any such agreement, which is only binding if it is in writing and signed by the Manager of the Company.

2 Employment Policies

2.1 Employee Classifications

The following terms are used to describe employees and their employment status: Exempt Employees: Employees whose positions meet specific tests established by the Federal Labor Standards Act (FLSA) and Utah state law. In general, exempt employees are those engaged in executive, managerial, high-level administrative and professional jobs who are paid a fixed salary and perform certain duties. Exempt employees are not subject to the minimum wage and overtime laws. Nonexempt Employees: Employees whose positions do not meet specific tests established by the Federal Labor Standards Act (FLSA) and Utah state law. All employees who are covered by the federal or state minimum wage and overtime laws are considered nonexempt. Employees working in nonexempt jobs are entitled to be paid at least the minimum wage per hour and a premium for overtime. Full-Time Employees: Employees who are not temporary employees, independent contractors, or independent consultants who are regularly scheduled to work a schedule of 40+ hours per work week. Part-Time Employees: Employees who are not temporary employees, independent contractors, or independent consultants who are regularly scheduled to work less than 40 hours per work week.

Each employee will be advised of his or her status at the time of hire and any change in status. Regardless of the employee’s status, the employee is employed at-will and the employment relationship can be terminated by the Company or the employee at any time, with or without cause and with or without notice.

2.2 Equal Employment Opportunity and Americans with Disabilities Act

It is the policy of the Company to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, marital status, or any other classification protected by applicable local, state, or federal laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline, and termination. The Company expects all employees to support our equal employment opportunity policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate others in line with this policy to the fullest extent required by law. The Company will make reasonable accommodations for employees in accordance with this policy unless such accommodation would cause an undue hardship on the Company’s operation. Moreover, in compliance with the Americans with Disabilities Act (ADA), the Company provides reasonable accommodations to qualified individuals with disabilities to the fullest extent required by law. The Company may require medical certification of both the disability and the need for accommodation. The Company can only seek to accommodate the known limitations of a qualified individual after such individual notifies the Company that they are in need of an accommodation.

Requests for disability, pregnancy, childbirth, breastfeeding, religious, or other legally required accommodation may be made orally or in writing to the Manager or office manager. The Company will engage in a timely interactive discussion and seek documentation only as permitted by law. Obvious limitations and requests not lawfully requiring documentation will not be conditioned on medical certification. Medical information will be maintained separately with restricted access. Retaliation is prohibited.

2.3 Confidentiality

In the course of employment with the Company, employees may have access to “Confidential Information” regarding the Company, which may include its business strategy, future plans, financial information, contracts, suppliers, customers, pricing strategies, personnel information or other information that the Company considers proprietary and confidential. Maintaining the confidentiality of this information is vital to the Company’s competitive position in the industry and, ultimately, its ability to achieve financial success and stability. Employees must protect this information by safeguarding it when in use, using it only for the business of the Company and disclosing it only when authorized to do so. This duty of confidentiality applies whether the employee is on or off the Company’s premises, and during and even after the end of the employee’s employment with the Company. The duty of confidentiality also applies to communications transmitted by the Company’s electronic communications. Separate agreements are addressed in Section 7.4.

Confidential information does not include an employee’s own wages, benefits, or working conditions when lawfully discussed, protected concerted activity, lawful agency reports, investigation participation, or protected whistleblower disclosures. Company permission is not required for legally protected disclosures. Protect personnel records accessed through assigned duties without restricting protected discussions. Separate agreements are addressed in Section 7.4.

2.4 Introductory Period

The first 90 days of employment are considered an introductory period for all newly hired employees. During this time, you will learn your new responsibilities, get acquainted with fellow employees, and determine whether you are happy with the position. Also, during this time, your performance will be reviewed by management. If the Company finds your performance satisfactory and decides to continue your employment, you will be advised of any improvements expected. Completion of the introductory period does not entitle you

to remain employed by the Company for any definite period of time, but instead allows both you and the Company to evaluate whether or not you are right for the position. Your status of an at-will employee does not change as the employment relationship may be terminated, with or without cause or with or without advance notice, by either yourself or the Company.

2.5 Personnel Records and Employee References

The Company maintains a personnel file and payroll records for each employee as required by law. Personnel files and payroll records are the property of the Company and may not be removed from Company premises without written authorization. Because personnel files and payroll records are confidential, access to the records are restricted. Generally, only those who have a legitimate reason to review the information in an employee’s file are allowed to do so. Disclosure of personnel information to outside sources will be limited. However, the Company will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required.

2.6 Privacy

The Company is respectful of employee privacy. All employee demographic and personal information will be shared only as required in the normal course of business.

2.7 Immigration Law Compliance

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification form I-9 on the date of hire and present documentation establishing identity and employment eligibility within three business days of date of hire. Former employees who are rehired must also complete an I-9 form if they have not completed an I-9 form with the Company within the past three years, or if their previous I-9 form is no longer retained or valid. You may raise questions or complaints about immigration law compliance without fear of reprisal.

3 Hours of Work and Payroll Practices

3.1 Pay Periods and Paydays

Employees are paid on a weekly basis. The pay period begins on each Thursday and ends on the following Wednesday. All employees will be paid on Friday of each week. All employees are paid by check or direct deposit on the above-mentioned payday.

3.1.1 Holiday Effects on Paydays

If a regular payday falls on a Saturday, Sunday, or legal holiday, wages will be paid on the preceding business day as required by Utah law. The Company will arrange payroll processing in advance so bank closures do not delay lawful payment.

3.2 Overtime

The workweek begins Thursday at 12:00 a.m. and ends Wednesday at 11:59 p.m. Nonexempt employees receive overtime at one and one-half times their regular rate for hours worked over 40 in the workweek, unless a lawful exemption applies. PTO and holiday pay are not hours worked for overtime purposes.

Obtain management approval before working overtime. All hours actually worked must nevertheless be recorded and paid, whether approved or not. Failure to obtain approval may result in discipline; earned wages will not be withheld as a penalty.

3.3 Rest and Meal Periods

The Company provides two paid 10-minute rest breaks and one unpaid 30-minute meal period each full workday. Coordinate breaks with management and dispatch. Paid rest breaks remain on the clock and may not be combined to shorten the workday without approval.

Clock out only for a meal during which you are completely relieved of duties. Do not perform repairs, drive for work, complete paperwork, or answer business calls while clocked out. If a meal is missed, shortened, or interrupted by work, record the actual time worked and notify management promptly so payroll can be corrected. All compensable work will be paid.

A missed meal punch does not authorize an automatic deduction and is not, by itself, time theft. Management will verify actual break time before correcting a record. Intentional falsification may result in discipline. Employees must follow meal schedules and report obstacles to taking a meal. Additional legally required breaks and accommodations will be provided.

3.4 Timecards and All Hours Worked

Nonexempt employees must record actual start and stop times, meals, and all work in Tinnacity. Include required inspections, loading, stocking, training, meetings, work orders, business calls and messages, travel between jobs, and other compensable duties. Customer billing time and employee paid time are separate; nonbillable work must still be recorded.

Ordinary commuting generally is not paid. Home dispatch, special assignments, overnight travel, on-call restrictions, and required work before or after travel will be evaluated under applicable law. Ask management how to record unusual assignments.

Do not work off the clock or record time for another person. Review time records weekly and report missed punches, interrupted meals, or payroll errors to management or the office manager as soon as discovered. Management will document corrections and review disagreements without retaliation. Late reporting does not forfeit earned wages. Intentional falsification or repeated failure to follow timekeeping procedures may result in discipline.

3.5 Payroll Deductions

Various payroll deductions are made each payday to comply with federal and state laws pertaining to taxes and insurance. Deductions will be made for State and Federal Income Tax Withholding, Social Security, Medicare, and other items designated by you or as required by law. You can adjust your federal and state income tax withholding by completing the proper federal or state form (W-4) and submitting it to management. At the start of each calendar year, you will be supplied with your wage and tax statement (W-2) form for the prior year. This statement summarizes your income and deductions for the year.

No deduction will be made for missing receipts, damaged or missing property, shortages, unauthorized purchases, or other business losses unless the specific deduction is lawful and any required written authorization has been obtained. A general handbook signature does not authorize every deduction. Deductions must comply with minimum-wage, overtime, and salary-basis rules. Property and reimbursement disputes will not delay wages that are due.

3.6 Wage Garnishment

A garnishment is a court order requiring an employer to remit part of an employee’s wages to a third party to satisfy a just debt. Once the Company receives legal papers ordering a garnishment, we are required by law to continue making deductions from your check until we have withheld the full amount or until we receive legal papers from the court to stop the garnishment.

3.7 Direct Deposit

All employees are encouraged, but not required, to use direct deposit and have their paychecks deposited into a bank account of an accredited participating bank or credit union. Please see management to submit the bank routing and accounting information to participate in direct deposit.

4 Standards of Conduct and Employee Performance

4.1 Attendance Punctuality and Disciplinary Steps

Employees must be ready to begin assigned duties at their scheduled start time and remain available for the scheduled shift. Record actual time worked; required preparation is paid work. Approved schedule changes are not attendance violations.

Call your supervisor or the Manager as soon as you know you will be late or absent, preferably at least 30 minutes before the shift. If there is no answer, leave a voicemail and send a text, then contact the office manager. Provide your expected arrival or return time and a callback number. Do not rely on a coworker to relay notice. If an emergency prevents timely contact, notify management as soon as reasonably possible. Contact management before each missed shift unless a continuing absence and check-in schedule have been approved.

Courtesy late arrivals

Up to two late arrivals in any rolling 30 calendar days will be excused from attendance occurrences when the employee gives notice at least 30 minutes before the shift and arrives no more than 15 minutes late. Both conditions must be met. Further late arrivals follow the rules below. Employees must record actual arrival time; courtesy treatment does not create pay for time not worked.

Attendance occurrences

Occurrences are counted over a rolling 90 calendar days, measured back from the current incident. Each incident expires after 90 days. Review the exclusions below before counting an incident.

Late arrival of more than zero and up to 60 minutes, or an unapproved early departure of up to 60 minutes: one-half occurrence, unless the courtesy rule applies.
Unapproved absence, arrival more than 60 minutes late, or departure more than 60 minutes early: one occurrence.
Missing a scheduled shift without notifying management before the shift: two occurrences total for that shift, unless an emergency or protected circumstance excuses the notice failure.
A continuous absence for the same reason counts as one absence incident when the employee follows the call-in or approved check-in procedure. Each separately scheduled shift missed without notice may count separately. Do not stack categories for the same incident; use the highest applicable category.

Normal disciplinary steps

One occurrence: documented coaching and review of expectations.
Two occurrences: written warning.
Three occurrences: final written warning.
Four or more occurrences: management review for termination, up to and including termination.

Crossing a threshold triggers that step; a two-occurrence incident may therefore begin with a written warning. Management will document incident dates, values, the current total, and expected improvement. Review is required before termination. Employees may ask the Manager or office manager to correct errors or identify a protected absence.

Exclusions and emergencies

Approved PTO, approved leave or schedule changes, legally protected absences, reasonable accommodations, jury service, protected military service, protected voting time, and documented emergencies approved by management do not count. Apply exceptions consistently. Management must review possible protected leave before assessing discipline. Employees need not disclose private medical details in a routine call-in; provide necessary information privately to management.

After three consecutive scheduled workdays without contact, management may consider job abandonment only after attempting contact and reviewing emergency, accommodation, and protected-leave circumstances. Inability to communicate during a protected or genuine emergency is not automatic resignation.

These steps guide consistent decisions and do not create an employment contract or guaranteed sequence. Management may repeat or adjust a step for documented circumstances, or impose more serious discipline for deliberate falsification or other serious misconduct. Protected activity is never a reason to increase discipline. Employment remains at will.

4.2 Discipline and Standards of Conduct

As an at-will employer, the Company may impose discipline whenever it determines it is necessary or appropriate. Discipline may take various forms, including verbal counseling, written warnings, suspension, demotion, transfer, reassignment, or termination. The discipline imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be imposed in any particular sequence. Moreover, at any time the Company determines it is appropriate, an employee may be terminated immediately. Every organization must have certain standards of conduct to guide the behavior of employees. Although there is no possible way to identify every rule of conduct, the following is an illustrative list (not intended to be comprehensive or to limit the Company’s right to impose discipline for any other conduct it deems inappropriate). Keep in mind that these standards of conduct apply to all employees whenever they are on Company property and/or conducting Company business (on or off Company property). Engaging in any conduct the Company deems inappropriate may result in disciplinary action, up to and including termination.

a. Dishonesty;

b. Falsification of Company records;

c. Theft;

d. Unauthorized use or possession of property that belongs to the Company, a coworker, or of the public;

e. Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials;

f. Fighting, engaging in threats of violence, horseplay, or other disorderly conduct that may endanger others or damage property;

g. Insubordination, failure to perform assigned duties or failure to comply with the Company’s health, safety or other rules;

h. Unauthorized or careless use of the Company’s materials, equipment or property;

i. Unauthorized and/or excessive absenteeism or tardiness;

j. Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or conduct improper for the workplace;

k. Sexual or other illegal harassment or discrimination;

l. Unauthorized use or disclosure of the Company’s confidential information;

m. Poor attendance, late or absent without prior notification, attendance issues are addressed under Section 4.1;

n. Violation of any Company policy.

4.3 Dress Code

What we wear to work is a reflection of the pride we have in our Company, in what we do, and in ourselves. Although dress code requirements will vary according to job responsibilities, we ask that your appearance, at all times, shows discretion, appropriateness, and professionalism for the safe performance of your duties. Field technicians will be provided working uniforms, and these must be worn when representing the Company throughout the field. Because of the nature of our business, field technicians are required to follow proper PPE (Personal Protection Equipment) protocols as outlined by OSHA (Occupational Safety and Health Administration), when necessary. This may include long pants, long sleeves, hard hats, safety glasses, among other PPE.

4.4 Safety and Stop Work Authority

The Company will provide required safety training, protective equipment, and applicable written procedures. Employees must follow training, manufacturer instructions, Company procedures, and lawful customer site rules. Reading a handbook or OSHA publication does not replace required training or the employer’s responsibilities.

Perform only work for which you are trained and authorized. Operate or test-drive forklifts only after required equipment and site-specific training and evaluation. Management will document training and evaluations, including operator evaluation at least every three years and refresher training when required.
Follow hazardous-energy control procedures before service. Isolate and secure electrical, mechanical, hydraulic, pneumatic, gravity, and stored energy and verify safe conditions. Use approved blocking and supports for raised components. Never rely solely on hydraulics or a jack.
Use required PPE, lifting aids, and team assistance. Do not work under unsupported equipment or improvise unsafe lifts.
Follow battery-charging, propane-handling, ventilation, fire-prevention, chemical-labeling, and spill-response procedures. Know how to obtain safety data sheets and emergency assistance.
Inspect tools and equipment before use. Remove defective items from service and report defects. Never bypass guards, interlocks, or safety devices.
Stop unsafe work and notify management. Keep people away from the hazard. Resume only after the hazard is addressed and authorized personnel clear the work. Do not return unsafe customer equipment to service; document and communicate remaining hazards.
Report injuries, near misses, damage, and unsafe conditions promptly, regardless of severity. Seek emergency care first when needed. Good-faith reporting and lawful safety activity are protected from retaliation.

Management is responsible for required training, records, safety programs, hazard assessments, and agency reports. Report unsafe weather exposure, heat, cold, fatigue, or customer demands that conflict with safe work.

4.5 Alcohol Drugs and Fitness for Duty

Report fit for duty. Employees may not work, operate equipment, or drive while impaired by alcohol, drugs, medication, fatigue, or another condition preventing safe performance. Alcohol and unlawful drug use, possession, sale, or transfer are prohibited during work and on Company premises or in Company vehicles. Lawfully prescribed medication may be used as directed, subject to safe performance and applicable law.

If medication or a condition may affect safe driving or equipment operation, contact management before the affected task. Discuss work restrictions and accommodation needs rather than diagnoses with coworkers. Medical information will be handled confidentially. Management may remove an employee from a safety-sensitive task while arranging assessment or safe transportation.

Testing will follow an applicable written policy distributed before testing, Utah law, and separately applicable DOT requirements. The separate policy must address testing circumstances, collection and chain of custody, confirmation and review, employee explanations and applicable retesting rights, confidentiality, costs, compensable testing time, and consequences. This handbook does not authorize unrestricted discretionary testing or replace the separate policy. Injury reporting alone will not automatically trigger testing. Refusal or other violations will be assessed under the lawful policy and applicable protections before discipline.

4.6 Workplace Searches

All offices, desks, file drawers, cabinets, toolboxes, Company vehicles, and other Company equipment (including but not limited to computers, email, company phones, tablets, etc.) and facilities or any area on Company premises are the property of the Company and are intended for business use. Employees should have no expectation of privacy with respect to Company property and/or items stored within Company property or on Company premises. Inspections may be conducted at any time, without notice, at the discretion of the Company.

Searches and monitoring must comply with applicable law, medical confidentiality, and protected employee communications. Personal property is not Company property merely because it is on site. Inspections of personal belongings must be lawful and appropriately limited. This policy does not authorize unrestricted access to personal accounts or legally protected spaces. Authorized GPS and device monitoring of Company assets will be disclosed to affected employees.

4.7 Physical Requirements and Accommodations

Employees must perform the essential functions of their assigned position with or without reasonable accommodation. Management will provide job-specific descriptions identifying actual lifting, carrying, positioning, driving, and environmental demands. Use lifting equipment or team assistance for heavy or awkward loads. Do not attempt a lift you cannot perform safely. This handbook does not require anyone to lift 100 pounds alone.

Field work may involve Utah heat, cold, precipitation, and changing site conditions. Follow weather precautions and report unsafe exposure or accommodation needs. Management will assess tasks and available controls before work proceeds.

4.8 Reporting Concerns and Protection from Retaliation

Report harassment, discrimination, threats, safety concerns, wage errors, and suspected violations promptly to the Manager, Aaron Goettsche, or the office manager. You may bypass anyone involved and use the other contact. If both are involved, you may seek independent assistance or report to an appropriate outside agency. Internal reporting is not required before exercising legal rights. Reports may be oral or written.

The Company will review concerns promptly and impartially and take appropriate corrective action. Information will be shared only as reasonably necessary, but complete confidentiality cannot be guaranteed. Cooperate honestly and preserve relevant records. Managers must promptly pass concerns to the Manager or the alternate contact if the Manager is implicated.

Retaliation for good-faith reporting, requesting accommodation, protected leave, wage discussions, safety activity, or participating in an investigation is prohibited. Report suspected retaliation through either contact. An unsubstantiated good-faith concern is not grounds for discipline. This policy does not restrict lawful agency reports or protected employee communications.

5 Employee Benefits and Services

5.1 Workers’ Compensation

All states have Workers’ Compensation laws whose purpose is to promote the general welfare of people by providing compensation for accidental injuries or death suffered in the course of employment. These laws are designed to provide protection to workers suffering occupational disabilities through accidents arising out of, and in the course of employment. Valley Forklift carries Workers’ Compensation Insurance for all employees and pays the entire cost of the insurance program. An employee who suffers an injury or illness in connection with the job is usually eligible to receive payment through the insurance company for lost wages. In addition to disability payments, necessary hospital, medical and surgical expenses are covered under Workers’ Compensation, with payments being made directly to the hospital or physician. Workers’ Compensation

benefits to injured workers also include assistance to help qualified injured employees return to suitable employment. If an employee is injured (minor or major), it must be reported to Valley Forklift management as soon as possible. An accident report will be provided and must be completed. If the injury needs immediate attention, employees should go to the nearest emergency room. For minor injuries and follow up treatments, employees should visit the following medical facility: Concentra Urgent Care 2390 S Redwood Rd West Valley City, UT 84119

5.2 Social Security Benefits (FICA)

During your employment, you, and the Company both contribute funds to the Federal government to support the Social Security Program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach the retirement age.

5.3 Unemployment Insurance

The Company pays a state and federal tax to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of their own or due to circumstances described by law. The insurance is administered by applicable state agencies, who determine eligibility for benefits, the amount of benefits (if any), and duration of benefits.

5.4 Additional Benefits

Valley Forklift offers accrued PTO and paid holidays. Please see section 6 for full detail.

6 Employee Leaves of Absence and Time Off

6.1 Leave Requests and Benefit Eligibility

The first 90 days are the introductory period. Accrued PTO may be used and paid holiday eligibility begins after satisfactory completion of that period. PTO accrual is described in Section 6.2. Workers compensation coverage, required wages, and statutory protections are not subject to a 90-day waiting period.

Request planned discretionary leave at least 14 days in advance when practical. For emergencies or unforeseeable needs, contact management as soon as reasonably possible. Statutory leave follows its own notice and eligibility rules. No particular legal terminology is required to request accommodation or protected leave. Management will review the reason before denying leave or assessing attendance discipline.

Discretionary leave depends on staffing and business needs. Legally required leave and accommodations will follow applicable law. For disability, pregnancy, childbirth, religious, or related accommodation needs, the Company will discuss reasonable options and seek documentation only when lawful and necessary. Medical records will be kept separately with restricted access.

Maintain an agreed check-in schedule during leave and promptly report changes in the expected return date. Reinstatement and benefits follow applicable law and approved terms. Applying for unemployment does not itself constitute resignation. Outside employment during leave will be assessed under consistent conflict-of-interest rules and legal protections, rather than treated as automatic resignation.

6.2 Paid Time Off Accrual Use and Carryover

Regular full-time employees earn up to 40 hours of PTO per calendar year. PTO accrues from hire at 40 divided by 2,080, approximately 0.019231 PTO hour per hour actually worked. Actual work hours, including overtime hours, count toward accrual, subject to the annual 40-hour earning limit. PTO and holiday hours do not earn PTO. Payroll will retain sufficient precision to avoid rounding away earned time. Employees may begin using accrued PTO after satisfactory completion of the 90-day introductory period.

Unused accrued PTO carries over from year to year. The maximum accumulated balance is 80 hours. Accrual pauses at 80 hours and resumes when use reduces the balance below 80, subject to the annual 40-hour earning limit. No retroactive accrual is earned for time worked while at the balance limit. On January 1 the annual earning counter resets; the existing PTO balance does not disappear. For example, an employee may carry 40 unused hours into the next year and earn up to 40 more, reaching an 80-hour balance.

Request planned PTO at least 14 days in advance when practical. Approval depends on staffing, customer needs, and prior commitments, except when law requires otherwise. For unexpected illness or emergencies, follow Section 4.1 and contact management as soon as reasonably possible. A PTO balance does not by itself approve an absence. Approved PTO does not count toward attendance discipline.

PTO may be used in quarter-hour increments, up to scheduled time missed. Negative balances require written management approval. PTO is paid at the current base hourly rate and does not count as hours worked for overtime. Equivalent tracking for salaried employees will not create unlawful salary deductions.

Balances earned before this revision will be preserved. The new earning limit applies prospectively from the effective date; payroll will credit PTO earned in the calendar year toward the limit without reducing existing balances. Unused accrued PTO is not paid out when employment ends, whether through resignation, termination, layoff, retirement, or any other separation. Any remaining unused PTO balance is forfeited at separation, except to the extent payment is required by applicable law or a prior binding agreement or policy. This rule applies prospectively from the communicated effective date and does not eliminate any previously vested right to payment. Ask the office manager for a balance or correction.

6.3 Holidays

Valley Forklift observes the following paid holidays:

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

The Company will grant paid holiday time off to all eligible employees. Holiday pay for regular full-time employees will be calculated based on the employee’s base pay rate (as of the date of the holiday) times eight hours. Regular part-time employees will be paid on a pro-rata basis. For an employee to be eligible to receive holiday pay, they must work their regular shift and not be more than 1 hour late on the immediate workday before and after the designated holiday. If an eligible non-exempt employee works on a recognized holiday with Company approval, he or she will receive holiday pay plus wages at his or her straight-time rate for the hours worked on the holiday.

Approved PTO and protected absences are not unexcused attendance violations under the holiday eligibility rule. Holiday benefit eligibility will be administered consistently with applicable leave law. Holiday hours are not hours worked for overtime; actual hours worked on a holiday count toward the workweek total.

6.4 Family Medical and Other Protected Leave

The Company will evaluate family and medical leave under the laws applicable to its size, structure, and employee eligibility. Small size alone will not be assumed to resolve coverage. If FMLA applies, eligible employees will receive required notices, qualifying leave, benefit continuation, and reinstatement protections. Management will verify coverage, including related-employer considerations, and supply a full FMLA policy if applicable.

If FMLA does not apply, management will consider discretionary family or medical leave and separately required accommodation or protected leave. Contact management about leave for your own health, pregnancy or childbirth, a family member, a new child, military matters, or another potentially protected reason. Requests are protected from retaliation.

Military leave and reemployment rights, legally protected voting time, and other mandatory leave will be provided under applicable law. Nursing employees will receive required reasonable pumping breaks and a private space other than a bathroom, shielded from view and intrusion. For field assignments, management and the employee will coordinate a suitable location. Pumping time will be paid when required, including when the employee is not fully relieved of duties or uses an otherwise paid break.

6.5 Workers’ Compensation Leave

Any employee who is unable to work due to a work-related injury or illness and who is eligible for Workers’ Compensation benefits will be provided an unpaid leave for the period required. It is the employee’s responsibility to update and provide Valley Forklift management with all doctor’s notes and direction so that proper arrangements can be made in regard to business activities and potential return date(s).

6.6 Jury Duty

U.S Citizens have a civic obligation to provide jury duty service when called. The employee must bring in the jury duty notice as soon as it is received so that appropriate arrangements can be made to cover his or her duties. Employees are required to call in or report for work on those days or parts of days when their presence in court is not required.

Jury service does not count toward attendance discipline. The Company will not require use of PTO for jury service. Pay follows applicable law, including rules for exempt employees; otherwise jury leave is unpaid unless the employee elects available PTO.

6.7 Separation Final Pay and Property Return

Advance resignation notice is encouraged when practical, but employment remains at will. Submit all time worked and outstanding business expenses promptly. Employer-initiated separation wages will be paid within the time required by Utah law, generally within 24 hours. Resignation wages generally are paid on the next regular payday. Applicable special statutory rules control.

Return Company vehicles, keys, cards, tools, devices, records, and customer information promptly as directed. Do not delete business records or retain confidential information, subject to lawful preservation and reporting rights. Management will document returned items and remove access. Final wages will not be held pending property return or missing receipts. Lawful reimbursement claims will be handled separately. Unused accrued PTO is not paid out at separation, subject to the legal and prior-obligation exceptions in Section 6.2.

7 Company Policies

7.1 Company Vehicle Policy

Policy Brief & Purpose Our Company vehicle policy describes our guidelines for using Company vehicles and service trucks. A “Company Vehicle” is any type of vehicle our Company assigns to employees to support their transportation needs for their jobs. Company Vehicles belong to our Company and we want to make sure our employees use them properly. Policy Elements Employees who are eligible to be assigned or use a Company Vehicle fall into the following categories:

Technicians who are assigned service trucks to fulfill daily job and tasks.
Employees who use Company Vehicles to run errands and complete needed tasks. Employees must always abide by this policy. We retain the right to revoke or assign Company Vehicles at our discretion. Prerequisites to drive a Company Vehicle Our employees are only allowed to drive a Company Vehicle if they:
Have a valid driver’s license.
Have a clean driving record that is acceptable by our insurance agent. Eligibility will be assessed under licensing, insurer, and lawful individualized review standards.
Employees will need to submit a copy of their driver’s license to be eligible for a Company Vehicle. Driver’s obligations We expect employees who drive Company Vehicles to follow rules. They should:
Drive safe and sober.
Follow all state, federal, and DOT laws.
If applicable, wear glasses or contacts when driving.
Avoid double-parking, blocking entrances and engaging in other traffic violations that may result in fines. Employees will be held personally responsible for all fines and other traffic violations.
Employees must notify management of any fine or traffic violation, working or personal, for insurance purposes.
If employees have their driver’s licenses suspended or revoked, they must inform management immediately.
Employees who are fatigued and/or sick should avoid driving if they feel their driving ability is impaired.
Employees are responsible to lock their Company Vehicles and will be held responsible for all parts, supplies, tools, and personal property contained within.
Employees must immediately report any new vehicle violations – on or off Company time.
Report any damages or problems with their assigned cars to management as soon as possible. Driver’s vehicle maintenance obligations:
Employees must complete pre-trip inspections daily. If vehicle feels unsafe, leaks, or does not pass pre- trip inspection, issue needs to be fixed or cleared before returning to service.
Employees must ensure their vehicle is clean and organized.
Employees are responsible to maintain vehicles in good, working order. Employees must ensure oil changes are completed when due and all other services are completed and documented as needed.
Employees are required to check their Company Vehicle regularly to ensure gas, tire pressure and all car fluids are at appropriate levels.
In the event of a breakdown, employee must inform management immediately.
Employees must maintain vehicle inventory and keep appropriate stock of parts, supplies and fluids within trucks.
Employees are responsible to read and follow all Utah DOT (Department of Transportation) guidelines and regulations. Employees are not allowed to:
Use Company fuel cards for any vehicle other than their assigned Company Vehicle.
Lease, sell or lend a Company Vehicle.
Violate distracted driving laws by using a phone or texting while driving.
Leave the Company Vehicle unlocked, unattended or parked in dangerous areas.
Allow unauthorized people to drive or ride in a Company Vehicle, unless an emergency mandates it. Accidents

If employees are involved in an accident with a Company Vehicle, they should contact management immediately, so we can get in touch with our insurance provider. Employees shouldn’t accept responsibility or guarantee payment to another party in an accident without Company authorization. Employees should follow legal guidelines for exchanging information with other drivers. Employees are also required to call local police to obtain case number/report for the accident. All information exchanged with other drivers, the accident report, and case/report number must be provided to management as soon as possible for insurance purposes. We are not responsible for:

Paying fines employees accumulate while driving Company Vehicles that they are responsible for.
Bailing out employees arrested while driving Company Vehicles. Disciplinary Consequences Employees will face disciplinary consequences if they do not follow this policy’s rules. For minor offenses, we may issue reprimands and ultimately revoke the Company Vehicle. We may terminate an employee and/or take legal action as needed for more serious offenses. That can include leasing out a Company Vehicle for personal financial gain or causing an accident while driving intoxicated.

Always wear seat belts and require passengers to do so. Do not hold or operate a phone while driving; pull over safely before responding. Secure tools, parts, and loads and follow applicable towing and vehicle weight restrictions. Personal use requires advance written approval. Seek assistance when illness, medication, fatigue, or weather makes driving unsafe.

Driving eligibility is based on valid licensing, job requirements, insurer criteria, and lawful individualized review. An arrest alone does not establish misconduct. Employee responsibility for property or fines does not authorize automatic payroll deductions or make employees insurers of every loss. DOT rules apply only when the vehicle, operation, and employee are covered. Management will identify applicable requirements, provide training and materials, and maintain required records.

7.2 Company Credit Card Policy

Company credit and fuel cards are Company property and may be issued to management and field technicians for approved business expenses. Sign the separate Credit Card Use Agreement and follow this policy. The Company may review transactions and withdraw a card at any time.

Approved uses include parts for authorized repairs, necessary supplies, Company vehicle maintenance, and fuel for the assigned vehicle. Personal purchases, cash withdrawals, card sharing, and unauthorized expenses are prohibited, even if repayment is intended. Obtain approval before purchases outside assigned written spending authority; if no authority has been assigned, obtain approval first. Do not split purchases to evade limits.

Attach the itemized receipt to the correct Tinnacity work order by the end of the next scheduled workday, or send it to the office manager at jordan@valleyforkliftutah.com with date, amount, business purpose, and job or vehicle reference. Assign customer purchases to the job; use approved vehicle or overhead categories for other expenses. Do not bill unrelated expenses to a customer. For fuel, record mileage and attach the receipt or, if unavailable, a pump image showing gallons and cost.

Report missing receipts promptly and submit a duplicate or written explanation with supporting records. A missing receipt does not automatically turn a legitimate business expense into an employee debt. Repeated documentation failures may result in coaching, loss of card privileges, or other discipline up to termination. Unauthorized personal purchases may result in lawful repayment demands and discipline. No automatic payroll deduction will be made. Any deduction must separately comply with Section 3.5 and applicable law.

Secure cards and numbers. Report loss, theft, suspected fraud, or mistaken purchases immediately to management and the office manager. Cooperate with cancellation, investigation, and any necessary police report. Return cards immediately on request or separation.

7.3 Company Equipment Policy

Company-issued phones, tablets, computers, vehicles, keys, fuel and credit cards, tools, chargers, accessories, and other gear remain Company property. Employees are responsible for safeguarding assigned items, using them only as authorized, maintaining them with reasonable care, and promptly reporting loss, theft, damage, or malfunction. Ordinary wear from authorized use is not employee misconduct.

Before receiving Company property, employees must sign a Company Property and Equipment Responsibility Agreement and, when applicable, a Phone Use Agreement and Vehicle Use Agreement. These agreements will identify assigned items, serial numbers or vehicle identification, condition, accessories, authorized use, care requirements, and return instructions. Employees will receive copies. Property changes must be documented on an updated inventory acknowledgment. A signed inventory receipt alone is not permission to deduct wages.

Employees must return all issued property and accessories when employment ends or earlier on request, at the time and location management specifies. Management will arrange a practical return method and document the return. Do not erase business records, disable tracking or security features, or retain Company data. Contact management immediately if return is prevented by an emergency or another circumstance outside your control.

Theft, unauthorized taking, concealment, sale, transfer, or intentional refusal to return Company property is serious misconduct. The Company will investigate suspected violations and may impose discipline up to immediate termination, demand return and reimbursement, pursue civil recovery, and report suspected theft to law enforcement when warranted. Separation from employment does not cancel the obligation to return Company property or resolve a valid claim for its loss. Employees may not keep Company property as leverage in a pay or employment dispute. A good-faith report of loss, ordinary wear, a documented emergency, or a genuine return dispute will be evaluated on the facts and will not automatically be treated as theft.

The Company will enforce its signed property, phone, vehicle, and equipment agreements through lawful remedies. Those agreements may provide for repayment and payroll deductions for unreturned property. The Company will make a deduction from regular or final pay when permitted by Utah and federal law and supported by any required express written authorization or another lawful basis. When authorization is required, it must identify the property, reason, specific amount or clearly defined calculation, and paycheck or deduction schedule. Employees will receive an itemized notice and an opportunity to identify return or valuation errors. Signing an agreement does not authorize a deduction or penalty prohibited by law.

Recovery for missing property will reflect a documented, reasonable loss, accounting for condition, age, returned items, and insurance or other recovery. The Company may also seek court-awarded costs, fees, or other remedies available under applicable law or an enforceable agreement. The Company will not impose arbitrary payroll fines or automatically charge a new replacement price. Deductions must preserve required minimum wages and overtime and comply with exempt salary rules. The Company will pay final wages within legal deadlines; if a lawful deduction cannot be completed by then, any remaining valid claim will be pursued separately. Timely payment of wages does not waive the Company’s property rights or recovery claims.

7.4 Restrictive Covenants Policy

Employees may be asked to sign a separate, legally compliant agreement protecting confidential information, trade secrets, and legitimate customer relationships. Noncompetition, nonsolicitation, or other post-employment restrictions must be set out in a separate signed agreement and reviewed under Utah and federal law. This handbook does not itself create those restrictions or expand existing agreements.

No confidentiality, nondisparagement, or restrictive covenant rule prohibits lawful wage or working-condition discussions, protected concerted activity, good-faith agency reports, investigation participation, or protected whistleblower disclosures. The Company will not enforce agreements to prohibit protected activity. Employees will receive copies of agreements they are asked to sign.

7.5 Daily Technician Responsibilities and Work Orders

At the start of each shift, review dispatch instructions, record your start time, complete required vehicle and tool inspections, check necessary parts and PPE, and report defects or scheduling concerns. Required inspection, stocking, and preparation time is paid work for nonexempt employees.

At each job, confirm the customer contact, equipment identification, requested work, site hazards, and approved scope. Follow customer check-in and safety rules. Record the complaint, diagnosis, labor, parts used or returned, work completed, test results, and remaining defects in Tinnacity. Use photos when authorized and appropriate and protect customer information.

Obtain management approval before additional work beyond scope, unapproved parts orders, purchases beyond assigned limits, discounts or credits, warranty promises, or binding completion commitments. Obtain documented customer authorization through the approved Company process before additional chargeable work. If approval is unavailable, stop additional work and contact dispatch.

Before leaving, confirm equipment status, communicate remaining hazards to the authorized customer contact, and document equipment removed from service. Never represent unfinished or unsafe equipment as ready for use. Obtain customer acknowledgment when available; explain missing acknowledgment rather than signing for the customer.

Update dispatch on arrival, material schedule changes, and completion. Submit completed work orders and receipts by the end of the next scheduled workday. Record all work before clocking out; request overtime approval when necessary and report delays rather than working unpaid. Maintain accurate truck inventory, account for parts and tools, secure the truck, and promptly report losses or damage.

Do not use Company time, tools, vehicles, parts, or confidential customer information for side work without written approval. Disclose conflicts of interest to management. This rule does not prohibit lawful off-duty activity or protected employee discussions.

Acknowledgment of Receipt

I acknowledge receipt of the Valley Forklift LLC Employee Handbook, Revision 6. I am responsible for reading it, asking questions, and following applicable policies and safety instructions.

I understand that this handbook is a guide and does not create an employment contract or guarantee employment or a particular disciplinary sequence. Employment remains at will and may be ended by either party for any lawful reason, with or without cause or notice. Only a written agreement signed by me and the Manager may change at-will status.

I understand that policy changes will be communicated and applied subject to law and earned benefits. My signature does not waive statutory rights or authorize unlawful wage deductions. I understand how to report pay errors, safety concerns, harassment, and retaliation. I understand that deliberate falsification of time or billed hours is serious misconduct that can result in immediate termination and lawful repayment or recovery action under Section 3.4.

I understand the attendance rules, call-in procedure, courtesy late-arrival limits, and disciplinary steps in Section 4.1. Regular full-time employees may earn up to 40 PTO hours per calendar year and carry over unused PTO up to an 80-hour balance under Section 6.2. I understand that unused PTO is not paid out when employment ends, except as required by law or a prior binding obligation under Section 6.2.

I understand that I must sign separate Company property, phone, vehicle, and equipment agreements when those items are issued. I am responsible for their authorized use, care, and return when employment ends or earlier on request. Any payroll deduction requires a lawful basis and any required separate written authorization; this handbook acknowledgment alone does not authorize deductions. Separate DOT materials, safety training, testing policies, credit-card agreements, and restrictive covenant agreements must also be provided and acknowledged when applicable. This signature does not certify receipt of materials or completion of training I have not received.