Valued Auto Care LLC

Introduction

Welcome Statement

On behalf of Valued Auto Care LLC (“Valued Auto Care,” “VAC,” or “the company”), let us extend a warm and sincere welcome! We're excited that you're here to help us add value to the people and cars we touch.

Our hope is that you not only enjoy your work here, but that you personally feel valued and safe and that you understand the critical role you play in our community. We are God focused and people driven and strive to deliver exceptional service to the people and families we have the opportunity to impact. We believe that even the smallest "moments" can have a profound impact on the people entrusted to our care. We believe that doing the right thing, even when no one is looking, is honorable and right. We understand that our employees are valuable. Without you, our business wouldn't work. So we want to create an atmosphere worthy of God's Blessing, His Presence and a place where you feel truly cared for, as you care for our customers.

We believe each employee contributes directly to Valued Auto Care's growth and success. We hope your experience here will be challenging, enjoyable, and rewarding. Welcome to our team!

About This Handbook

This handbook was developed to provide information about the company's policies, practices, programs, and benefits. The handbook applies to all employees. It is important to read, understand, and comply with all handbook provisions. If you have any questions about the handbook, please contact your manager or Tim Dieckmann, the Human Resources Manager.

This handbook is not a binding contract between the company and its employees and is not intended to alter the at-will employment relationship. It's also important to remember that this handbook provides general guidelines, and other information, such as benefit plans, will be described in other documents.

The company reserves the right to modify, rescind, delete, or add to the provisions of this handbook at any time, consistent with applicable law. The company also reserves the right to interpret the policies in this handbook at its discretion.

This handbook supersedes and replaces any and all employee policies and manuals previously distributed or made available to employees.

Employment-At-Will

Employment with Valued Auto Care LLC is at-will. This means that either you or the company may terminate your employment at any time, for any reason, with or without cause, and with or without notice. Nothing in this employee handbook or in any oral or written statement limits the right to terminate employment-at-will unless otherwise dictated by state law. Only the President of the company has the authority to enter into an employment agreement with any employee providing for employment other than at-will, and any such agreement must be in writing.

With the exception of employment-at-will, which can only be altered by the President, the terms and conditions of your employment with Valued Auto Care LLC may be modified at the sole discretion of the company, with or without cause or notice, at any time. No implied contract concerning any employment-related decision, term, or condition of employment can be established by any other statement, conduct, policy, or practice.

Mission Statement

At Valued Auto Care, our mission is to glorify God by appreciating the inherent, God-given value in every person - demonstrating it through excellence in the way we serve and impact others.

Equal Employment Opportunity

Valued Auto Care is an equal opportunity employer and does not discriminate against employees or applicants on the basis of an individual's race, sex (including pregnancy, gender identity, and sexual orientation), color, religion, national origin, age, disability, military or veteran status, or any other status protected by applicable law. This policy applies to all aspects of employment, including recruitment, hiring, placement, compensation, promotion, discipline, and termination.

Valued Auto Care is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA) and relevant state laws. It is our policy not to discriminate against any qualified employee or applicant because of their disability. Consistent with this policy of non-discrimination, the company will evaluate requests for accommodation through an 'interactive process” and will provide a reasonable accommodation to a qualified individual with a disability, allowing them to perform the essential functions of their job, provided such accommodation does not constitute an undue hardship to the company. The company reserves the right to propose an alternative accommodation, so long as such accommodation is equally effective in accommodating the disability.

Any employee or job applicant who has questions regarding this policy, would like to request an accommodation, or believes they have been discriminated against, should notify their manager or Tim Dieckmann, the Human Resources Manager. Any individual who reports conduct in violation of this policy or participates in an investigation will not be retaliated against. If you believe that you have experienced retaliation, please report your concerns to your manager or Tim Dieckmann, the Human Resources Manager.

Open Door Policy

VAC values each employee and strives to provide a positive and uplifting work experience. We try to be proactive in identifying potential problems before they become an issue. In any organization, however, disagreements among employees or between managers and employees may occasionally arise. In most situations, the individuals directly involved will resolve these disagreements on their own. If that cannot be accomplished, our Open Door Policy provides an effective path toward resolution. If you have a job-related concern, complaint, or suggestion, you are encouraged to speak to your manager, Tim Dieckmann, the Human Resources Manager, or any member of management at any time. VAC takes your concerns seriously, and every employee is encouraged to speak up.

Employment Policies

Employee Categories

All employees are designated as either non-exempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications, status, and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Valued Auto Care.

Each employee is designated as either non-exempt or exempt from federal and state wage and hour laws. Non-exempt employees are typically paid hourly and are entitled to overtime pay under the specific provisions of federal and state laws. Exempt employees are usually paid on a salary basis and are excluded from specific provisions of federal and state wage and hour laws. An employee's exempt or non-exempt classification may be changed only upon written notification by Valued Auto Care management.

In addition to the above categories, each employee will belong to one of the following employment categories:

Regular Full-Time: These are employees who are not in temporary or probationary status and are regularly scheduled to work the organization's full-time schedule (32 hours or more per week).

Regular Part-Time: A part-time employee is an individual who is hired for an indefinite period, but who works less than a normal workweek. Part-time employees may work irregular hours, regularly scheduled hours every workday, or full workdays but less than 5 days per week. A common definition of part-time employment is scheduled to work less than 32 hours per week.

Temporary Employee: A 'temporary employee” means an individual whose employment is limited in duration and is hired for a specific short-term project, or on a temporary basis. Temporary employees are not eligible for company benefits unless required by applicable law.

Introductory Period

The first 90 days of employment are an introductory period. This is an opportunity for VAC to evaluate your performance and suitability for the role. During this time, you will be trained in various areas and expected to grow in your knowledge and understanding of our processes and systems. It is also an opportunity for you to decide whether you are happy being employed at Valued Auto Care. The company may extend the introductory period if it desires. If at the end of the introductory period, the relationship is satisfactory to the new employee and the manager, the employment relationship will continue. Your employment both during and after the introductory period remains at-will.

Performance Reviews

The company may periodically evaluate an employee's performance. The goal of a performance review is to identify areas where an employee excels and areas that may need improvement. The company uses performance reviews as a tool to give feedback and to determine pay increases, promotions, coaching, disciplinary action, and/or termination. Employees should note that a performance review does not guarantee a pay increase or promotion. Written or verbal performance evaluations may be made at any time to advise employees of unacceptable performance.

Performance reviews are typically conducted annually. Your manager will discuss your performance review with you, and both you and your manager will sign the review to ensure that all strengths, areas for improvement, and job goals for the next review period have been clearly communicated and understood. Performance evaluations will be retained in your personnel file.

In addition to these formal performance evaluations, the company encourages you and your manager to discuss your job performance and career development on a frequent and ongoing basis. You are also encouraged to discuss any areas of concern that you may have with your manager as they arise, in a pro-active manner.

Nursing Mothers Policy

Valued Auto Care supports breastfeeding mothers by accommodating those who wish to express breast milk during the workday while they are separated from a nursing child.

For up to one year after the child's birth, any employee who is breastfeeding their child will be provided reasonable break times as needed to express breast milk. Valued Auto Care LLC will designate a private, non-bathroom space for this purpose as needed. If applicable, these breaks may run concurrent with scheduled or paid break times but are otherwise considered unpaid unless designated by state law. If this Nursing Mothers Policy differs from applicable law, the more generous of the two will apply.

Additionally, the company permits the storage of expressed breast milk at the workplace, either in a refrigerator or an employee-provided cooler, so long as the storage container is clearly labeled. Employees storing milk at the workplace assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering. Any questions regarding the Nursing Mothers Policy may be directed to Tim Dieckmann, the Human Resources Manager.

Progressive Discipline Policy

Valued Auto Care strives to be patient and understanding. We follow a policy of progressive discipline in which we attempt to provide employees with notice of performance issues or unacceptable behavior and an opportunity to improve. Discipline may take the form of verbal warnings, written warnings, probation, suspension, demotion, transfer, termination, or some other disciplinary action. The course of action will be determined by the company in its sole discretion as it deems appropriate. The discipline imposed under this policy will be determined based on the severity of the violation.

Documentation of each violation will be kept in the employee's personnel file. The employee may ask for a copy of the documentation at any time. Although they may not necessarily agree with the disciplinary action, employees are expected to sign a form acknowledging that disciplinary action has been taken against them and add any comments they deem necessary. Nothing in this policy should be interpreted as modifying the employment-at-will relationship between Valued Auto Care and its employees.

Time Away from Work and Other Benefits

Benefits Overview

This handbook contains descriptions of some of our current employee benefits. Many of the company's benefit plans are described in more formal plan documents available from Tim Dieckmann, the Human Resources Manager. These other benefits may include Customer Referral Bonuses, Commissions and Profit Sharing that may be available. VAC may choose to not include these other benefits at their sole discretion. If other benefits become available to you they'll be presented, in writing, with all the necessary details. In the event of any inconsistencies between this handbook or any other oral or written description of benefits and a formal plan document, the formal plan document will govern.

The information presented here is intended to serve only as an overview. The details of specific benefit plans are available from Tim Dieckmann, the Human Resources Manager. Valued Auto Care reserves the right to modify, amend, or terminate these benefits at any time and for any reason.

Pay and Commission Structure

Base Pay:
All employees are paid an hourly wage based on a standard 40-hour work week. Overtime pay applies for any approved hours worked beyond 40 per week, in accordance with state and federal law.

Commission Pay: All detailers have the ability to earn additional income through several available commissions so long as they meet the conditions.

1. VAC Commission

Immediately after the initial 3-month Introductory Period, detailers become eligible to earn a 10% 'VAC Commission” on every detail and service they personally complete. Only one detailer can be paid per job performed. There will be no split commissions for multiple detailers on a single job. One VAC Commission paid for one detail technician service job completed.

The 10% VAC Commission is calculated based on the total value of the service(s) provided to the customer.

The total value includes all services performed during the customer's appointment, including any additional services sold after the vehicle arrives and prior to the customer's final payment.

The VAC Commission is available to any regular full-time detailer.

Example:
If the total detail job amounts to $300, the detailer earns $30 in commission (10% × $300), in addition to their regular hourly pay.

2. Referral Bonus Commission 

Beginning on their start date, all detailers are eligible for a 20% 'Referral Bonus Commission” for each new customer they refer to Valued Auto Care.

This 20% Referral Bonus Commission is calculated from the total value of the referred customer's service appointment, including any additional services purchased before the final invoice is paid.

The referring detailer earns this 20% Referral Bonus Commission on the initial job only and is eligible even if they do not perform or assist with the detail service on that customer's vehicle.

Additionally, if the referring detailer completes the detail work personally, they are also eligible for the additional 10% VAC Commission. So there is a total of 30% potential commission available for each new customer referral.

The Referral Bonus Commission is available to any part-time or regular full-time detailer.

Example:
If a referred customer books detailing services totaling $675, the referred detailer earns a Referral Bonus Commission of $135 (20% × $675), regardless of who completes the work. However, if the referred detailer also completes the entire job, he/she will also receive the 10% VAC Commission of $67.50. This brings the total commissions paid for this job to $202.50. They will also be paid their regular hourly base rate.

3. Payment Schedule and Conditions

'VAC Commissions” and 'Referral Bonus Commissions” are paid with the regular payroll following the week in which the services are completed and paid for by the customer.

Commissions only apply to paid and completed jobs (not canceled, refunded, or heavily discounted services).

Any commissions tied to chargebacks, refunds, or adjustments may be deducted or reversed from future pay periods.

Valued Auto Care reserves the right to change or resend any and all commissions, at any time without notice.

Paid Holidays

Valued Auto Care observes the following paid holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day. VAC will grant holiday time off to all employees on these specific holidays each year. Additionally, holiday times will be reviewed yearly. Contact your manager for a yearly listing.

To be eligible for Holiday pay, employees must work the last scheduled day immediately preceding and the first scheduled day immediately following the Holiday, unless they are absent with prior permission (signed notice front their manager two weeks prior). Any employee that calls in sick either the day before or the day after the holiday will not be paid for the holiday. If you are regularly scheduled to work a 10 hour shift, you will receive 10 hours of pay. If you are regularly scheduled to work an 8 hour shift, you will receive 8 hours of pay.

Vacation & PTO

Paid Time Off (PTO) & Vacation

VAC understands the need to periodically rest and recharge. So the following vacation and PTO benefit is available to all regular full-time staff.

Accrual

Employees accrue vacation based on length of service:

1-2 years: 5 days per year

3-4 years: 10 days per year

5+ years: 15 days per year

Vacation is calculated according to the employee's anniversary date. Earned vacation becomes available for use in the year following its accrual.

No paid vacation is available during the first 90 days of employment, unless approved in advance at the time of hire. Any such pre-approved time will be unpaid.

Usage

Vacation requests must be submitted in writing at least two weeks in advance.

Requests will be approved based on business needs, shop capacity, and the ability to serve customers.

If two or more employees request the same vacation time, approval will be based on seniority and the needs of the shop.

Vacation must be taken in minimum increments of one day.

Vacation is paid at the employee's base pay rate (40 hours per week at the time of vacation).
Overtime, bonuses, commissions, or differentials are not included.

Vacation pay cannot be received in lieu of taking time off.

Unused vacation may not carry over beyond one year, except that up to one week may be carried over with prior management approval.

Vacation and PTO requests are not guaranteed to be approved, and is at the sole discretion of management. Employees are encouraged to proactively discuss their PTO needs with their manager and to schedule PTO as far in advance as possible to ensure smooth operations for the company and their department.

Sick Days

Exempt employees receive 3 paid sick days per year (no carryover).

Non-exempt employees may use vacation days in place of sick leave.

Doctor's notes may be required for absences of 3 or more days.

Other Leave (Bereavement, Jury Duty, Voting, Military, Maternity/Parental)

Bereavement: Up to 3 days unpaid leave for the death of an immediate family member (spouse, parent, child, sibling, grandparent, grandchild, parent-in-law, or relative residing in the household). Vacation or sick leave may be used. Documentation may be required.

Jury Duty: Employees employed 6+ months in companies with 5 or more employees will be paid for jury service (minus juror pay). Otherwise, leave is unpaid. A summons must be shown to the Supervisor.

Voting: Employees whose work schedule prevents them from having 3 consecutive hours outside of work to vote may take up to 3 paid hours to vote. Requests must be submitted by noon the day before the election.

Military: Cody's Automotive complies with USERRA. Employees are entitled to leave for active duty or training and reinstatement upon return. Maternity Leave is covered in Family Leave.
Our Company offers up to six-week unpaid leave for an employee's pregnancy. The six-week term starts the day the employee takes leave of absence, not the day the child is born.
Insurance benefits remain active, providing the employee continues to pay their portion of th premiums, if any. If the employee plans to return to work before the six-week term has expired, the employee is required to notify the Company one week in advance of the day the plan to return to work. This advance notification allows proper planning and notification of the replacement staff hired during the regular employee's absence.

Maternity/Parental: Cody's Automotive provides up to 6 weeks' unpaid leave for childbirth or adoption. Reasonable accommodations related to pregnancy and childbirth are also provide under Tennessee law and federal law.

Jury Duty

Valued Auto Care understands that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law. Some states may require paid jury duty. Employees should consult with Tim Dieckmann, the Human Resources Manager regarding state-specific policies that may apply.

Employees who are selected for jury duty must provide a copy of their jury summons to the Human Resources Manager.

Military Leave

Employees taking part in a variety of military duties may be eligible for unpaid military leave. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such service.

The company will grant such leave in accordance with applicable state and federal laws, provided all legal requirements are satisfied and the employee returns to work or applies for reemployment within the time prescribed by law. Except as required by applicable law, all military leave is unpaid. However, employees may use any or all of their accrued but unused vacation or other paid time off during their military service leave.

Employees requesting leave for military duty should contact the Human Resources Manager to request leave as soon as they are aware of the need for leave.

Unpaid Leaves of Absence

Occasionally, employees may need to take a temporary leave of absence. These can be for personal, medical, or other reasons. In certain circumstances, you may wish to be temporarily released from the duties of your position with Valued Auto Care, but may not want to submit your resignation. Under certain circumstances, you may be eligible for an unpaid leave of absence and should speak with Tim Dieckmann, the Human Resources Manager. Approval will depend on the employee's performance, department needs, business circumstances, and potential disruption to the team.

Company Vehicles

All employees authorized to drive company-owned or leased vehicles, or personal vehicles in conducting company business, must possess a current, valid driver's license, an acceptable driving record, and an appropriate level of insurance. Any change in license status or driving record must be reported to management immediately. A valid driver's license must be in your possession at all times while operating a company vehicle or driving for company business. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate safe driving habits at all times. Company-owned or leased vehicles may be used only as authorized by management. Employees who drive on company business must abide by all state or local laws prohibiting or limiting portable communication device use, including cell phones, tablets, and other devices while driving. Further, even if use is permitted, company policy requires hands-free cell phone use only.

Social Media Policy

Information published on any social networking site should not reveal any confidential or personal information of any customer and must not disclose any trade secret, such as client information or marketing efforts. This also applies to comments posted on other blogs, forums, and social networking sites. The company respects the right of any employee to maintain a blog, website, or to use social media. All rules regarding confidential and proprietary business information apply in full to blogs, web pages, social sites, X, and similar sites. Any information that cannot be disclosed through a conversation, a note, or an email should not be shared online. Any conduct that is impermissible under the law, if expressed in any other form or forum, is impermissible if expressed online.

Employees should not post derogatory content about the company, management, co-workers, or customers that is discriminatory, libelous, or threatening or a violation of the company's policies against discrimination on account of race, age, religion, sex, ethnicity, nationality, sexual orientation, gender identity, disability, or other protected class, status or characteristic. Published information should not reveal confidential information, including names or addresses, nor may it disclose any trade secret. Valued Auto Care logos and trademarks may not be used without the written consent of an officer of Valued Auto Care.

Travel and Expense Policy

VAC's policy is to reimburse team members for reasonable expenses that occur during travel for business purposes.  Travel must be approved in advance by your manager, and all expenses must be submitted for reimbursement within 30 days of the completion of travel, with receipts.

Managers are responsible for reviewing and approving expenditures and withholding reimbursement if an inappropriate or extravagant expense is incurred, especially without a receipt.

Overnight accommodations will be reimbursed at reasonable room rates.  It is also important to choose airfare that is cost-effective and to purchase tickets several weeks in advance to avoid additional costs for last-minute fares. First-class or premium fares require prior approval by your manager.

A valid driver's license is required for all vehicle travel.  For personal and rental vehicles, appropriate insurance should be purchased and maintained. Mileage for use of personal vehicles will be reimbursed.

Certain expenses will not be reimbursed, including:

Travel expenses not directly related to company business

Airline lounge fees

Airline club membership fees

First-class flights and upgrades, unless approved in advance by your manager

Clothing for business travel

In-flight entertainment or pay-per-view movies

Activities not related to company business

Expenses incurred from missing flights

Expenses incurred from unused reservations (for example, reservations that should have been canceled but were not)

Travel expenses for family members

Unreasonably expensive meals or excessive alcohol

On the Job Practices and Policies

Employment Records

In order to obtain employment, all employees are required to complete a Valued Auto Care Employment Application. This application is saved in the employee's personnel file. Please inform Tim Dieckmann, the Human Resources Manager of any changes to your personal information, including your emergency contact. Changes to your address, marital status, etc., can affect your withholding tax and benefits coverage, so it is crucial to notify the company of any changes promptly.

Employee personnel files may be kept in hard copy, electronically, or in a combination of the two. Upon written request, the company will permit employees to inspect their personnel file. Employees should contact Tim Dieckmann, the Human Resources Manager to schedule a time to view their personnel file. State law may provide additional rights to employees related to obtaining personnel files.

Payroll

All employees of the company are paid every two weeks on Friday. The company takes care to ensure that employees receive the correct amount of pay in each paycheck.

By law, the company is required to make deductions for Social Security, federal income tax, and any other mandatory deductions. These required deductions may also include any court-ordered garnishments.

The company complies with state and federal wage and hour laws and prohibits improper payroll deductions. If you believe there is an error in your pay, bring the matter to the attention of Fil Ramirez, the Payroll Manager, immediately. If an error is discovered, you will be reimbursed for the appropriate amount, no later than the following pay date.

Direct Deposit

VAC pays employees through direct deposit. Employees will need to enroll in direct deposit via a completed form that is provided on or before your start date through Fil Ramirez, the Payroll Manager. Immediately after employment, you may be paid via paper check for 1 or 2 pay cycles until your Direct Deposit is active.

Overtime

Non-exempt employees may be required to work beyond their regularly scheduled workday at the request of their manager. This will only occur in rare circumstances. Employees are respectfully asked to cooperate with such requests in an effort to properly care for our customers.

Unless otherwise required by applicable state and federal laws, non-exempt employees will be paid an overtime premium of one and one-half times their regular rate of pay for all hours worked in excess of forty per work week.

Your manager is responsible for monitoring business activity and requesting overtime work if necessary. An effort will be made to provide you with advance notice in such situations, but it may not always be possible. We sincerely appreciate your cooperation in accommodating us.

Time Clock

Non-exempt employees must keep accurate records of time worked via logging in to our TekMetric software, before and after your shift. Non-exempt employees will be paid for all hours worked, including fractional parts of an hour. All employees are expected to be at their workstations, ready to work at the beginning of their shift.

Altering, falsifying, or tampering with time records, as well as recording time on another employee's time record, may result in disciplinary action, up to and including termination of employment.

If any errors in your time record are made, please report them immediately to your manager, who will attempt to correct them.

Punctuality and Attendance

Employees are expected to arrive on time and be ready to work. If an employee has any questions regarding their work schedule, they should contact their manager. VAC cannot tolerate tardiness or absenteeism without properly communicating with a manager in advance. Excessive, unexcused tardiness or absenteeism shows a lack of preparation, lack of respect for others time and as a result, will lead to disciplinary action. Employees who will be late for or absent from work must notify their manager in advance, either by phone call or text message. Employees who need to leave early, for illness or otherwise, must inform their manager before departure. Unauthorized departures will result in disciplinary action.

An employee who fails to report for their scheduled workday and has not notified their manager of their tardiness or absence within the first two hours of their scheduled shift will be considered a No Call No Show (NCNS). Two consecutive NCNSs are considered job abandonment and will be designated as a voluntary resignation. In the case of job abandonment, the employee's final date of employment for purposes of payroll and welfare benefits will be their last day actually worked.

We do recognize that there are times when absences and tardiness cannot be avoided. In such cases, you are expected to notify your manager as early as possible, but no later than the start of your workday. Asking another employee, friend, or relative to give this notice is improper unless it is an emergency situation. Please call, text or email your manager, stating the nature of your absence and its expected duration, for every day you are or plan to be absent.

Meal and Rest Breaks

Employees will be provided with a 30 minute lunch break and (2), 15-minute rest breaks as required by law. Rest breaks may be taken separately or together at any point in your shift. It is your responsibility to communicate when you are taking a lunch break with your manager and co-workers in an effort to avoid miscommunications and to clock out and clock back in when finished.

Workplace Safety and Health Policy

The purpose of this policy is to ensure a safe and healthy work environment for all employees. The company is committed to maintaining a safe workplace by implementing comprehensive safety measures and promoting health and safety awareness.

Safety Training:

All employees must review our safety training guide. This includes hazard recognition, emergency procedures, and the proper use of PPE.

Hazard Identification:

Report any potential hazards or unsafe conditions to your supervisor immediately. This includes any significant chemical spills, malfunctioning equipment or smoke.

Incident Reporting:

Report all work related accidents and personal injuries to your supervisor as soon as possible. Complete an incident report form detailing the incident, its causes, and any actions taken.

Emergency Procedures:

Know the location of emergency equipment, and fire extinguishers.

PPE:

Please use provided gloves and face masks when using cleaning chemicals, solvents and paint.

Employee Dress and Appearance

Employees will be provided with quality uniform shirts and caps and are expected to dress in an appropriate manner. Non-wrinkled and clean clothes are necessary to maintain VAC's high level of excellence. When a situation arises regarding the appropriateness of attire, the manager or supervisor will be responsible for counseling the employee using their best judgment as the determining factor. Employees dressed inappropriately or who exercise poor hygiene may be prevented from working until they are well-groomed or wearing proper attire.

Standards of Conduct

Non-Harassment / Non-Discrimination Policy

Valued Auto Care believes that each of us should be able to work in an environment free of discrimination and harassment. We also want to provide a safe, non-intimidating, and productive work environment. To this end, the company prohibits and will not tolerate discrimination or harassment of any kind. This policy applies equally to any form of discrimination or harassment based on any legally protected status under local, state, and/or federal law, including but not limited to race, sex (including pregnancy, gender identity, and sexual orientation), color, religion, national origin, age, disability, military or veteran status. Additional protected statuses may be provided by state and local law.

The company prohibits harassment or discriminatory behavior that is offensive, abusive, threatening, intimidating, or disruptive to others. These behaviors can be verbal or physical and can include, among other things, making derogatory remarks, gestures, or jokes based on any other classification protected by applicable local, state, or federal laws, engaging in stereotyping based on such classifications, displaying or distributing cartoons, posters, or other materials based on such classifications, unwelcome touching, pinching, or other physical contact, and any form of stalking or bullying.

Sexual Harassment:

Sexual Harassment is also strictly prohibited by the company. 'Sexual Harassment” includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests, or conduct is made explicitly or implicitly a term or condition of employment or as a basis for employment decisions; or (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating, abusive, or offensive work environment.

Examples of sexual harassment can include, but are not limited to asking for sexual favors in exchange for work benefits; displaying or distributing sexually offensive or obscene posters, cartoons, or other materials; making jokes, stories, comments, or innuendoes of a sexual nature, making sexual gestures, jokes, advances, remarks, or expressions; unwelcome touching, pinching, or other physical contact, including unwanted touching of a person's clothing or hair; whistling or catcalls; leering or intensely staring at someone's body; stalking, cyberstalking, or bullying; or blocking or impeding a person's path. It is the responsibility of the employee who is subjected to harassment or who witnesses a case of unlawful harassment to report such an incident directly to their manager or, if that is not possible or appropriate, to Tim Dieckmann the Human Resources Manager.

This policy applies to all employees and also applies to all interactions with independent contractors, temporary employees, and anyone else working with the company. The policy also applies to conduct outside the workplace between coworkers, for example, at a work event after business hours or on social media.

Reporting:

Any company employee who feels that they have been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of their manager or Tim Dieckmann, the Human Resources Manager. The company will promptly investigate all allegations of discrimination and harassment, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible, and the company will only share information relating to the complaint or investigation on a need-to-know basis.

Responsibilities:

Employees, contractors, and temporary workers are responsible for complying with this policy by not engaging in the conduct prohibited by this policy, reporting all instances of alleged harassment, and cooperating in any investigation of the alleged harassment.

Managers are responsible for implementing this policy in their departments, keeping the workplace free from any form of harassment, ensuring that all associates, contractors, and temporary workers understand this policy, taking harassment complaints seriously, and notifying Tim Dieckmann the Human Resources Manager immediately about any complaints of sexual or other forms of harassment or discrimination.

Anti-Retaliation:

The company prohibits any type of retaliation against anyone for opposing harassment or discrimination, filing a harassment or discrimination charge or complaint, providing information in a company investigation of alleged harassment or discrimination, or participating or being a witness in a harassment or discrimination lawsuit, hearing, or proceeding. If you feel that you have been retaliated against for opposing harassment or discrimination, please notify your manager or Tim Dieckmann the Human Resources Manager.

Workplace Violence Prevention

It is Valued Auto Care's policy that any threats, threatening language, or any acts of aggression or violence made toward or by any company employee will not be tolerated. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment.

Employees have a duty to immediately notify their managers, security or workplace personnel, human resources, or senior management of any suspicious behavior, concerning situations, or acts of physical violence that they observe or are aware of that involve other employees, former employees, customers, suppliers, visitors, or other parties associated with the company. These situations include, for example, threats or acts of violence, aggressive or intimidating behavior, threatening or offensive comments or remarks, or similar behavior. Employee concerns raised under this policy will be held in confidence to the maximum possible extent. The company will not permit any form of retaliation against any employee who raises concerns in good faith.

Valued Auto Care will promptly and thoroughly investigate all reports of threats or incidents of actual violence and suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. To maintain workplace safety and the integrity of its investigation, the company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

Employees with an order for victim protection identifying Valued Auto Care LLC as their workplace are encouraged to notify Tim Dieckmann, the Human Resources Manager. Any such report will be kept confidential to the greatest extent possible.

Anyone found to be responsible for threats of or actual violence or other conduct that violates these guidelines will be subject to prompt disciplinary action, up to and including termination of employment.

Drug-Free Workplace and Testing Policy

Valued Auto Care employees are responsible for helping maintain a safe and healthy work environment. Employees abusing drugs and alcohol are less productive and are a risk to the safety and productivity of our company. Therefore, the company prohibits the possession, manufacture, use, and distribution of all controlled substances in the workplace.

Employee Assistance

The company will assist employees who wish to seek treatment for drug and alcohol addiction voluntarily.

Drug and Alcohol Possession

• Employees have a responsibility to report to work without impairment. Working while impaired by drugs or alcohol is prohibited.

• Possession, use, distribution, and manufacture of illegal drugs or alcohol on company property or while working, driving a company vehicle, or working off-site is strictly prohibited.

• Employees who are using prescription or over-the-counter drugs that may impair their ability to perform their job safely or effectively must notify Human Resources before performing work.

• Prescribed medications must be in a container labeled by a pharmacist and must be used for the purposes or manner intended.

• While some states have legalized medicinal or recreational marijuana use, Valued Auto Care is not required to permit employees to use or be under the influence of marijuana while performing their job duties. Marijuana use or being under the influence of marijuana at work is prohibited.

• Any illegal drugs or drug paraphernalia may be turned over to law enforcement.

• The company reserves the right to inspect its premises for drugs and alcohol.

Testing

Pre-Employment: Unless prohibited or restricted by state law, prospective employees may be required to pass a drug test before beginning work.

Random Testing: Unless prohibited or restricted by state or local law, employees may be selected at random for drug and alcohol testing.

For-Cause Testing: Employees may be tested if there is reasonable suspicion of drug or alcohol use that affects job performance or safety.

Post-Accident Testing: Employees may be tested for drugs and alcohol following accidents or incidents in the workplace.

Refusing to submit to a drug or alcohol test, or otherwise violating the Drug-Free Workplace Policy, is grounds for disciplinary action, up to and including termination. Employees who are convicted of a criminal drug violation in the workplace must notify the company within five calendar days.

Employee Conduct and Work Rules

Valued Auto Care expects its employees to behave professionally and with integrity to ensure that the work environment is safe, comfortable, and productive. Employees should be respectful, courteous, and mindful of others.

Although there is no possible way to identify every rule of conduct, the following is a general list:

Dishonesty, lying, stealing or falsification of company records or property

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

Fighting, bullying or engaging in threats of violence or violence, use of vulgar or abusive language, or other conduct that may endanger others or damage property;

Insubordination, failure to perform assigned duties, or failure to comply with the company's health, safety, or other lawful rules;

Unauthorized or careless use of the company's materials, equipment, or property;

Unauthorized and/or excessive absenteeism or tardiness;

Lack of teamwork, poor communication, unsatisfactory performance, or unprofessional conduct;

Sexual or other illegal harassment or discrimination;

Unauthorized use or disclosure of the company's confidential information;

Violation of company policy.

Engaging in any conduct the company deems inappropriate may result in disciplinary action, up to and including immediate termination.

Company Computers and Communication Systems

Valued Auto Care retains the right to access all company property, including computers, desks, file cabinets, storage facilities, equipment, vehicles, phones, software, files, and folders, electronic or otherwise, at any time. Employees should have no expectation of privacy when on company grounds or while using company property. All documents, files, voice mails, and electronic information, including emails and other communications, created, received, or maintained on or through company property are the property of the company, not the employee.

Upon termination, employees are required to surrender any company property they possess. Files or programs stored on company computers may not be copied for personal use. The company's computer, email, and Internet access systems are for business use only. As such, you agree and understand that the company may monitor these systems, including the full content of any messages therein, without further disclosure to you.

The company requires you to follow its rules. These rules are in no way an exhaustive list:

• Do not share your user login credentials or passwords with anyone. No employee may attempt to access another employee's computer systems or data without authorization.

• Do not install unapproved apps. Employees should not delete, examine, copy, or modify files and/or data belonging to other users without their consent.

• Do not use company resources or information for other commercial purposes or personal profit.

• Do not send harassing, obscene, sexually explicit, and/or other threatening emails. Use of company computers for immoral, illegal, or unethical purposes is prohibited and may result in immediate termination.

• Any unauthorized or deliberate action that damages or disrupts systems, alters normal performance, or causes it to malfunction is prohibited.

• Dissemination of proprietary or confidential company information without appropriate authorization is prohibited.

• Use of company computers for entertainment purposes such as playing online gambling or accessing pornographic sites is prohibited.

We ask that you use your best efforts to physically secure company equipment against loss, theft, or use by persons who have not been authorized to access our devices. In the event that any company device is lost, stolen, accessed by unauthorized persons, or otherwise compromised, you must immediately inform your manager. You must also promptly provide the company with access to company devices when requested.

Employee-Owned Communication Devices

The purpose of this policy is to define standards, procedures, and restrictions for employees who have legitimate business reasons for connecting a personally-owned device to the company's corporate systems or network.

The policy applies to any hardware and related software that is employee-owned or supplied and is used to access company resources or perform work for the company. The overriding goal of this policy is to protect the integrity of the confidential client and business data that resides within the company's technology infrastructure. Employees are required to secure their personal devices in such a way as to prevent access by unauthorized users. A data breach could result in loss of information, damage to critical applications, loss of revenue, and damage to the company's reputation. Therefore, all employees using a personal device that is connected to the company's network and capable of backing up, storing, or otherwise accessing corporate data of any type, must use and secure their device in such a way as to protect the company's assets.

All materials, data, communications, and information created on, transmitted to, received or printed from, or stored or recorded on an employee-owned device, for purposes of conducting the company's business or on behalf of the company, are the property of the company, regardless of who owns the device at issue. The company reserves the right to monitor, inspect, and review any work-related communications, data, information, or work product created by, stored by, recorded by, printed from, transmitted to, or received by employees on such personal electronic devices.

Any use of a personal mobile device for business purposes must conform to the company's policies and processes, and each user is responsible for using their device in a productive, professional, ethical, and lawful manner.

Personal Visitors and Phone Usage

Disruptions during working hours can lead to errors and delays. Therefore, we ask that personal telephone calls and messaging be kept to a minimum. And we ask that you limit personal visitors.

Workplace Searches

The company prioritizes the safety, protection, and well-being of employees and its business interests. The company reserves the right to search all company property for all business purposes, including compliance with company policies, protecting the company's rights, property, and interests, investigating breaches of security, and investigating possible violations of the law. Employees should not have any expectation of privacy with respect to company property. Examples of company property include company-provided vehicles, desks, filing cabinets, workstations, equipment, computers, and lockers.

Employees are expected to cooperate in the conduct of any search or inspection.

Smoking

Smoking is not allowed on Valued Auto Care premises. This includes vaping or using e-cigarettes. Smoking is prohibited in all company-owned, rented, or leased vehicles.

Confidential Company Information

The protection of the company's confidential business information and trade secrets is vital to the interests and success of our organization. 'Confidential information” is information belonging to the company but not generally known to the public, including, but not limited to: customer lists and contact information, price lists, financial information, marketing plans, business strategies, and sensitive employee information. Anyone who discloses confidential information without authorization will be subject to disciplinary action, up to and including termination, even if they do not benefit from the disclosed information. This duty of confidentiality applies whether the employee is on or off company premises, during and even after the end of the employee's employment with the company.

It is important that all confidential information remains confidential and not be disclosed to others. Any employee who improperly copies, removes (whether physically or electronically), uses, or discloses confidential information to anyone outside of the company without authorization may be subject to disciplinary action up to and including termination. Employees may be required to sign an agreement reiterating these obligations.

In the event of inadvertent disclosure of confidential information, employees must immediately inform their manager. Any employee who is unsure whether information should be kept confidential should always check with their manager before disclosing the information.

No Solicitation / No Distribution

Valued Auto Care works hard to build a cooperative culture. As such, employees may not solicit for any cause or distribute literature of any kind, for any purpose during working time unless previously authorized by management.

Non-employees are not permitted to solicit employees or distribute materials for any purpose on company property at any time.

Conflict of Interest Policy

Employees are expected to act in the best interests of the company and its clients by identifying and managing potential conflicts of interest. Employees must disclose any potential conflicts of interest immediately and follow procedures to manage these conflicts to maintain professional integrity.

Disclosure and Documentation

• Employees must disclose any personal, financial, or other interests that could potentially conflict with their professional responsibilities. This includes relationships with clients, vendors, or competitors that could influence decision-making.

• When a potential conflict of interest is identified, the employee must report it to their supervisor. The company will assess the situation and determine the appropriate course of action, which may include recusal from certain projects or clients.

• Employees must avoid any actions that could create the appearance of a conflict of interest. This includes accepting gifts, favors, or other benefits from clients or vendors that could influence professional judgment. Any offers of gifts or benefits must be reported to a supervisor.

• Employees should maintain records of disclosed conflicts and actions taken to mitigate them. This documentation helps ensure transparency and accountability.

Failure to disclose or manage conflicts of interest could damage the company's reputation and client trust. The lack of transparency or disclosure on the part of the employee may result in disciplinary action, up to and including termination of employment.

Company Property

Employees are prohibited from any unauthorized use of the company's property, including equipment, materials, or other items ('company property”). If an employee wishes to use company property for their personal use, prior authorization must be made.

Improper use of company property can result in disciplinary action, up to and including termination of employment. Employees are expected to follow company standards and guidelines for the use of company property, as well as follow all operating instructions. Employees must notify their manager if any company property appears to be damaged or in need of repair.

Health and Safety

Valued Auto Care takes reasonable precautions to ensure that employees have a safe working environment. Safety measures and rules are in place for the protection of all employees, and it is ultimately the responsibility of each employee to help prevent accidents. To ensure a safe workplace, employees should use all safety and protective equipment provided to them and maintain work areas in a safe, clean, and orderly manner, free from hazardous conditions. Employees who observe an unsafe practice or condition should report it to their manager immediately.

In the event of a work accident or injury, employees must notify their manager immediately. Report every injury, regardless of how minor, to your manager immediately. Physical discomfort caused by repetitive tasks must also be reported.

Employees should recognize any potential fire hazards and be aware of fire escape routes and fire drills. In the event of a fire or other emergency, dial 911 immediately. If you hear a fire alarm or other emergency alert system, proceed quickly and calmly to the nearest exit. Failure to report known safety issues or observable hazards may result in disciplinary action, up to and including termination.

Hiring Relatives and Significant Others

Valued Auto Care's policy is that close relatives or individuals who live with but are not legally related to company employees may be hired only if they will not be working directly for or managing their close relative cohabitant. If already employed, they cannot be transferred or promoted into such a reporting relationship. If a close relative or cohabitation relationship is established after employment begins, the employees should disclose this to Human Resources who will decide the appropriate next steps, if any.

Business Expense Reimbursement

Employees may be reimbursed for reasonable, pre-approved expenses incurred in the course of business. These expenses must be approved by your manager in advance. Contact your manager in advance if you have any questions about whether a business expense will be reimbursed.

References

Valued Auto Care will respond to reference requests through Tim Dieckmann, the Human Resources Manager.

Verification of employment: Requests to verify employment will be handled by Human Resources. If contacted to verify employment, the company will provide your title and dates of employment.

References

While the company may or may not provide references or letters of recommendation, Valued Auto Care endorses and will not interfere with an employee's personal request to a colleague or manager to provide a reference or a letter of recommendation. Any such reference is at the discretion of the individual, and they must be clear that their reference is not being made on behalf of the company.

State and Local Policies

Tennessee Policies

Tennessee - Voting Leave Policy

Employees who do not have three consecutive hours before or after their shift during the period between the time the polls open and close are eligible to receive up to three hours of time off from work to vote.

Employees must submit a request to their supervisor in writing before 12:00 noon on the day prior to the date of the election. The company may designate the time employees may take off to vote, and will not deduct voting time from employees' wages.

Tennessee - Veterans Day Leave

The company provides employees who are veterans with Veterans Day (November 11) off from work. The term 'veteran” means a former member of the armed forces of the United States, or a former or current member of a reserve or Tennessee National Guard unit who was called into active military service of the United States. The time off will be unpaid unless the employee chooses to use existing paid leave. The company requires employees to provide at least one month's written notice to their supervisor and the HR Department of their intent to take the day off, along with documentation showing their status as a veteran. If the employee's absence would cause the company economic hardship, operational disruption, or affect public health or safety, the request may be denied.

Tennessee- Meal and Rest Periods

Each employee must have a 30-minute unpaid meal or rest break if they are scheduled to work six hours consecutively or more, except in workplace environments that, by their nature of business, provide ample opportunity to take an appropriate meal break. The meal break may not be scheduled during or before the first hour of work.

Tennessee - Emergency Response Leave

Firefighters

Employees who are active volunteer firefighters may take unpaid leave to respond to fire calls during regular working hours without loss of pay, vacation time, sick leave, or earned overtime accumulation. The company will not terminate them for being late or absent from work due to responding to an emergency before their shift starts.

If the employee assisted in firefighting for more than four hours, the employee may be allowed to take the next scheduled workday within 12 hours of the response as a paid vacation day or a sick day, or, if they don't have an available vacation or sick day, as a day off without pay.

Employees must make a reasonable effort to provide notice of the need for leave if time permits. The company requires documentation confirming that the employee was providing emergency services during the leave period.

Rescue Squad

Employees who are on a rescue squad may take leave to respond to an emergency. The company requires that employees make a reasonable effort to notify their supervisor or the HR Department when the need to take leave arises.

The company requires documentation confirming that the employee was providing emergency services during the period of this leave.

Tennessee - Lactation Accommodation

The company will provide reasonable unpaid break time each day to lactating employees who need to express breast milk for their infant child, unless doing so would unduly disrupt business operations. The company will make all reasonable efforts to provide a private place, other than a toilet stall, that is close to the employee's work area, for expressing milk. Employees are entitled to this accommodation for as long as they are lactating.

If possible, the break time will run concurrently with any break time already provided to the employee. If standard paid breaks are provided, time taken in excess of those breaks may be unpaid. If no paid breaks are provided, all time may be unpaid. Exempt employee pay may not be affected by lactation break time.

Tennessee - Jury Duty

Employees will be allowed to take leave for the time spent responding to a summons for jury duty. The employee should provide as much advance notice as possible to their supervisor of their jury or witness service. Employees will not be required to use annual, vacation, or sick leave for time spent responding to a summons for jury service. In accordance with Tennessee state law, jury service is paid for companies with five or more employees, and for summoned jurors who have been regular employees for more than six months. The employee is not required to return to work on a day when jury duty exceeds three hours.

The company will not retaliate against the employee for using this leave and may require them to provide appropriate documentation of their service.

Acknowledgments

General Handbook Acknowledgment

This employee handbook is intended to provide guidelines and general descriptions only. Individual circumstances may call for individual attention. Because the company's operations may change, the contents of this handbook may be changed at any time, with or without notice, in an individual case, or generally, at the sole discretion of management. Please read the following statements and sign below to indicate your receipt and acknowledgment of this employee handbook.

I have received and read a copy of Valued Auto Care LLC's employee handbook. I understand that the policies, rules, and benefits described in it are subject to change at the sole discretion of the company at any time. I further understand that my employment is terminable at will, either by myself or the company, with or without cause or notice, regardless of the length of my employment or the granting of benefits of any kind, as allowed by law. I understand that no contract of employment other than 'at-will” has been expressed or implied and that no circumstances arising out of my employment will alter my 'at-will” status. I understand that my signature below indicates that I have read and understood the above statements and that I have received a copy of the company's employee handbook.

Employee's Printed Name: _____________________________________

Employee Signature: _________________________________________

Date:_____________________

The signed original copy of this acknowledgment should be given to Tim Dieckmann, the Human Resources Manager - it will be filed in your permanent personnel file.