On behalf of me and your fellow employees, we extend to you a sincere welcome to AAA Security Services, LLC. As an employee, you are the most important part of our Company. Without you and your dedication, AAA Security Services would not exist. Each employee, directly or indirectly, helps us meet our mission of “Enhancing Public Safety” for our Clients, their Customers, Visitors, and Vendors. We understand that our Clients choose a service provider not for one specific reason, but for a host of reasons. They include staff courtesy, geographic location, variety of services provided, latest technology, cost, and positive recommendations from fellow business owners. It is important to excel in all these areas. We believe that we will excel if our employees are aware of our goal to improve our Clients’ overall satisfaction. As a result of positive interaction and a pleasant employment environment, we will be able to meet our goal. Being employed within our Company is an opportunity as well as a great responsibility. How well you carry out your duties vitally affects the quality of services we deliver. Take great pride in your employment, realizing that your performance and service to our Client, their Customers, Visitors, and Vendors contribute to our fine reputation as a provider of excellent services. We are pleased to have you as an employee and anticipate that you will soon enjoy real satisfaction and a sense of accomplishment from your employment. Sincerely, AAA HR TEAM AAA Security Services, LLC.

About This Handbook As an employee of AAA Security Services it is important that you are familiar with our Standard Operating Guidelines, Procedures, and Requirements. The Employee Handbook contains a lot of important information about our company, which you'll need during your employment with AAA Security Services. We want to make sure you're aware that the Employee Handbook is not a contract. It doesn't create any legal rights between AAA Security Services and its employees, but it should be reviewed as it contains important information about how we do business. AAA Security Services has the right to end the employment relationship at any time. The details in this handbook should not be interpreted as restricting your right to terminate employment with us. AAA Security Services has the right to amend, update, or alter any part of this Employee Handbook if we deem it necessary.   Code of Conduct The following six principles constitute the basis of AAA Security Services Code of Conduct. Under no circumstances will AAA Security Services tolerate any retaliation against an employee for good faith reporting of a suspected violation of these six principles.

Legal Compliance            AAA Security Services is committed to conducting all of its activities in compliance with applicable laws and regulations. These laws pertain to such areas as security and privacy of Client Information, Employment Discrimination, Self-Referral Prohibitions, Fraud, Abuse, False Claims, Lobbying, Political Activity, Environmental, Anti-Trust, and Tax.  Business Practices            AAA Security Services is committed to the highest standards of business ethics and integrity. Employees must represent AAA Security Services and its Clients accurately, and honestly, and must not engage in any activity intended to defraud anyone of money, property, or services. Employees must act in good faith and in the best interest of AAA Security Services and its Clients.  Confidentiality            Employees must maintain the Confidentiality of AAA Security Services and Client Information and protect Confidential and Proprietary Information about AAA Security Services Employees and the Clients we serve.  Conflicts of Interest            Employees must not use their positions to profit personally or to assist others in profiting in any way at the expense of AAA Security Services. Each employee is expected to conduct their activities and their relationships with others so as to avoid actual or perceived Conflicts of Interest. If they do have conflicts, employees must make full disclosure to the office.  Business Relationships Business transactions with suppliers, contractors, vendors, and other third parties must be at arm’s length. Business dealings must be free from offers or solicitations of gifts or favors that may constitute bribes or payments that give the appearance of impropriety. All conduct by employees must be in the best interest of AAA Security Services and its Clients. AAA Security officers should remember that they are employees of the AAA Security, not the client site to which they are assigned. Certain internal employment issues are not to be brought to the client. These internal AAA Security issues include but are not limited to: Payroll and scheduling issues, Training and Job Performance Evaluations, Uniform and Equipment Inspections, Request for Days Off or Calling in Sick, and Request for Uniform Replacement

 Protection of Assets Employees must take all reasonable steps to preserve and protect the AAA Security Services and its Client’s Assets by making prudent and effective use of the Company and its Client’s Resources and Property. Upon arriving on a post, the security officer going on duty assumes responsibility for all property placed in their charge and makes every effort to protect the client’s assets to the best of their ability. Security officers will enforce all clients’ rules and regulations as applicable.   Personal Conduct AAA Security Services requires you to adhere to the following: 1. If you need to leave your assigned post, you must inform the Office, unless a specific duty requires your absence. 2. AAA Security Services or Client Mail Service, Copy Machines, Telephones, E-Mail, Web Access, Supplies, and Equipment are not to be employed for personal use. This includes Client televisions, Lobby areas, Pools, Bars, or other Amenities. Officers should come to work prepared for their shifts including having cell phones fully charged. It is advised to bring a backup battery pack. 3. If you wish to make personal calls, please use your personal cellular phone or pay phones. Also, any calls you receive while on duty shall be related to AAA Security Services or Client Business. Please discourage friends and relatives from calling while you are on duty unless it is an emergency. 4. You are entitled to a paid 30 minute break during a normal 08 hour workday. If you work less than 08 hours then you are entitled to a paid 15-minute break unless otherwise dictated by the Client/Company Service Agreement. If you have any questions, please consult your office. 5. You are not to endorse products or services other than those of AAA Security Services. If you receive a request to endorse another private security company’s products or services, please refer the request to the Office. 6. You are not to use your position with AAA Security Services to gain any information, item, or benefit that would not otherwise be yours. In addition, if you are involved in other employment or consulting, you may not use information or procedures that present a Conflict of Interest or interfere with your duties. 7. You are to be familiar with and comply with AAA Security Services Code of Conduct. 8. If you need to leave your assigned post, you must inform you’re the office, unless a specific duty requires your absence. 9. AAA Security Services or Client Mail Service, Copy Machines, Telephones, E-Mail, Web Access, Supplies, and Equipment are not to be employed for personal use. 10. AAA Security Services officers cannot bring any internal employment issues the client. These internal AAA Security Services issues include but are not limited to: Payroll and scheduling issues, Training and Job Performance Evaluations, Uniform and Equipment Inspections, Request for Days Off or Calling in Sick, Request for Uniform Replacement or any state licensing issues. Bringing any of the issues to the client will result in disciplinary action and may lead to Termination depending on severity. 11. If a AAA Security Services officer’s action causes  a client to revoke the contract and a site is lost, the officer is subject to immediate Termination.

Chain of Communication If you become aware of a critical safety issue involving an employee, the issue should be discussed as soon as possible with the Office. If you believe that your Immediate Supervisor has not addressed the safety issue you should notify the Human Resources Department. You will not face retaliation for any good faith effort to notify the Human Resources Department of a critical safety issue.   CHAIN OF COMMAND refers to the employee/supervisor relationship among AAA Security Services security officers. Rank, and the authority invested by it, are dependent on the supervision needs of a particular post. Supervisors who are reassigned to another job site may not necessarily retain their rank or pay unless they move into an equivalent position at the new post. Security officer’s ranks are as follows: Security Officer, Site Supervisor (may include Captain &/or Lieutenants), and Field Supervisor. The Site Supervisor is responsible for the rules and regulations pertaining to a specific post while also responsible to both AAA Security Services and the client for ensuring that the security contract terms are being met to the client’s satisfaction. In the course of supervising security personnel, the Captain has the authority to Training new officers, Issue Verbal, Formal, and Final written reprimands Recommend the termination of AAA Security Services security officers. The site Supervisor may not send an employee home without notifying the office.  Field Supervisors are staff supervisors who make regular inspections of posts during all hours. Field Supervisors are responsible for maintaining general performance standards at all job sites they visit, as well as scheduling officers in order to keep all posts covered. Field Supervisors may not override or interfere with policies or procedures put in place by a post’s regular Site Supervisor (if any) without proper instructions from AAA Security Services Management or client contact.

Fraternization Employees of AAA Security Services are encouraged to develop and maintain professional relationships in the workplace, so long as these relationships do not interfere with the effective functioning of the workplace and goals of our company. This policy does not prevent the development of friendships but it does establish boundaries as to how relationships are conducted during working hours and within the working environment.  Before developing romantic relationships, consider the potential for: Workplace gossip Conflicts of interest Sexual harassment allegations Favoritism Repercussions of a break-up Work distraction Employees who engage in consensual romantic relationships must conduct themselves in an appropriate professional manner while on company property. They should not engage in any inappropriate behaviors that may cause their coworkers to feel embarrassed, awkward, or uncomfortable. This includes, but is not limited to, intimate contact like: Kissing Prolonged hugging Hand holding Massaging Personal texting, emails and calls Romantic relationships between managers and their employees are not permitted. This situation is unhealthy for workplace morale and creates a conflict of interest, plus the chance for coercion and/or preferential treatment. Any supervisor, manager or director within the company who engages in a romantic relationship with a member of his or her will be subject to disciplinary action. Once reported, the company will analyze the situation to determine a resolution.  Failure to comply with this fraternization policy may result in termination, departmental transfers or voluntary resignation. Employees may report policy violations anonymously through the Human Resources Department You will not be penalized for reporting inappropriate behavior and are encouraged to develop and maintain professional relationships in the workplace. This policy does not prevent the development of friendships or even romantic relationships between coworkers

Sexual Harassment 1.     1. A supervisor should not engage in any form of relationship with a subordinate employee that could potentially have the appearance of creating or promoting favoritism or special treatment for the subordinate employee. In the event of such a relationship, the employees involved will be given the opportunity to choose which of them will be reassigned to an alternative position where favoritism or special treatment will not be an issue, or one or both employees may be subject to dismissal, depending upon the nature of the situation. All employees, especially managers, are reminded that the qualities of good judgment, discretion, and compliance with guidelines are all taken into account when considering future advancement opportunities and salary increases. 2.     2. If a relationship or social activity between two or more employees: a.     >> has the potential or effect of involving the employees, their coworkers, or the company in any kind of dispute or conflict with other employees or third parties; b.     >> interferes with the work of any employee; c.     >> creates a harassing, demeaning, or hostile working environment for any employee; d.     >> disrupts the smooth and orderly flow of work within the office, or the delivery of services to the company's clients or customers; e.     >> harms the goodwill and reputation of the company among its customers or in the community at large; or f.       >> tends to place in doubt the reliability, trustworthiness, or sound judgment of the persons involved in the relationship, the employee(s) responsible for such problems will be subject to counseling and/or disciplinary action, up to and potentially including termination of employment, depending upon the circumstances. 3.     3. No employee may use company equipment or facilities for furtherance of non-work-related activities or relationships without the express advance permission of [designated member of management]. 4.     4. Employees who conduct themselves in such a way that their actions and relationships with each other become the object of gossip among others in the office, or cause unfavorable publicity AAA in the community, should be concerned that their conduct may be inconsistent with one or more of the above guidelines. In such a situation, the employees involved should request guidance from designated member of management] to discuss the possibility of a resolution that would avoid such problems. Depending upon the circumstances, failure to seek such guidance may be considered evidence of intent to conceal a violation of the policy and to hinder an investigation into the matter. Employment of Relatives/Family Members Policy 

Employment of Relatives/Family Members Policy  AAA Security Services is committed to a policy of employment and advancement based on qualifications and merit and does not discriminate in favor of or in opposition to the employment of relatives. Scope Due to potential for perceived or actual conflicts, such as favoritism or personal conflicts from outside the work environment, which can be carried into the daily working relationship, AAA Security Services will hire relatives of persons currently employed only if: a) candidates for employment will not be working directly for or supervising a relative, and b) candidates for employment will not occupy a position in the same line of authority in which employees can initiate or participate in decisions involving a direct benefit to the relative. Such decisions include hiring, retention, transfer, promotion, wages, and leave requests. This policy applies to all current employees and candidates for employment. Definitions “Family member” is defined as one of the following: spouse or significant other, parent/step-parent, child/stepchild, grandparent, grandchild, brother/brother-in-law, sister/sister-in-law, uncle, aunt, nephew, niece, first cousin, in-laws (father, mother, son daughter). Procedure Prior to the employment offer, the immediate supervisor must complete a signed statement certifying that the candidate for employment or other employment action is not a relative as defined above. Failure to submit the signed statement to the vice president of human resources (HR) will result in the delay of the job offer until the statement is submitted. The hiring supervisor is responsible for ensuring policy compliance. Department directors are responsible for monitoring changes in employee reporting relations after initial hire to ensure compliance with this policy. Employees are responsible for immediately reporting any changes to their supervisor. If any employee, after employment or change in employment, enters into one of the above relationships, one of the affected individuals must seek a transfer or a change in the reporting relationship. Such changes must be approved by the vice president of HR. If a decision cannot be made by the affected employees within 14 days of reporting, reassignment will be made under the direction of the department director and the vice president of HR. No exception to this policy will be made without the written consent of the vice president of HR. AAA Security Services   reserves the right to take prompt action if an actual or potential conflict of interest arises concerning individuals who engage in a personal relationship that may affect terms and conditions of employment. Supervisors and managers are prohibited from dating subordinates and may be disciplined for such actions, up to and including termination. When a conflict or the potential for conflict arises because of a personal relationship between employees, even if there is no line of authority or reporting involved, the employees may be separated by reassignment, or terminated from employment. If such a personal relationship between employees develops, it is the responsibility and obligation of the employees involved to disclose the existence of the relationship to the department director or manager. When a conflict or a potential for conflict affecting terms or conditions of employment arises because of the relationship, the individuals concerned will be given the opportunity to decide who is to be transferred to another position, or terminated, if no position is available. If no decision is made within 30 calendar days of the offer to resolve the situation, AAA Security Services will determine who is to be transferred or, if necessary, terminated from employment.

Evaluating performance of subordinate officers is a critical element of the role of a supervisor.   Supervisors will evaluate their subordinates' performance.   The intent of AAA Security Services, LLC is to provide a mechanism whereby supervisors will periodically conduct formal evaluations of their subordinates in a systematic manner that provides appropriate feedback to those subordinates regarding their work performance, as well as to enhance AAA Security Services, LLC in-service training program Security officers should be primarily concerned with their own job performance and with learning everything they can about their duty post, as well as general security procedures. A security officer’s job performance will determine eligibility for promotion to a higher rank (should such a position become available). Security officers who fail to perform at a high level will be passed over for promotion, regardless of how long they have been with AAA Security Services.

As an employee of AAA Security Services, you are required to respect the privacy and information of all AAA Security Services, Client, Client Customer, Visitor, and/or Vendor.  Information regarding the above is strictly confidential and may be discussed only with those on a need-to-know basis. No employee may release any information to any Member of the Press. Please refer Members of the Press to the Designated Individual at your Client Site Location. Contact your Immediate Supervisor if you do not know who the Designated Individual is at your Client Site Location. If you access without authorization or share confidential Company, Client, Client Customer, Visitor, and/or Vendor Information with anyone without a need-to- know-basis, or if you otherwise violate the terms of the AAA Security Services or Client’s Non-Disclosure of Information Procedures, you may be subject to Disciplinary Action, including Termination from the Company. Social Media  is strictly against AAA Security Services company policy to post on any form of social media  with regards to AAA Security Services. Posting pictures from the sites, or in uniform is subject to termination this includes  posting site names or locations, name of individual clients , mentioning AAA Security Services  in social media posts or coworker violates this policy as well.

AAA Security Services is committed to providing a safe, efficient, and     productive environment for all employees. Using or being under the influence of drugs or alcohol on duty may pose serious safety and health risks. As a condition of employment and to help ensure a safe and healthy employment environment, employees may be asked to provide body substance samples such as urine, blood, hair, saliva, breath, etc. to determine the illicit or illegal use of drugs and alcohol. Drug and Alcohol Screening Requirements can be from random selection, employment-related injuries, or any specific incident. Refusal to submit to Drug and Alcohol Screening may result in Disciplinary Action up to and including Termination from the AAA Security Services. If you have any questions regarding the AAA Security Services’s Drug and Alcohol Screening Procedures please contact the Human Resources Department. You must keep those medications in the containers in which they were originally dispensed by the Licensed Health Care Provider and/or Pharmacist. Drug and Alcohol-Free Environment AAA Security Services is dedicated to providing the highest quality services and to maintain an efficient, safe, and legal environment. Our Drug and Alcohol-Free Environment is an important part of meeting these goals by keeping our environment free of illegal drugs and alcohol abuse. Employees are required to be drug and alcohol-free while on duty. While on duty, employees are prohibited from possessing, using, or distributing drugs, having a prohibited amount of drug in their bodies, or being under the influence of alcohol.   Employees are allowed to possess, use, or be under the influence of prescription drugs, so as long as the Immediate Supervisor is made aware and they do not interfere with your abilities to carry out your duties.  If you are suspected of violating these procedures, you will be required to submit to a drug and alcohol test while employed with AAA Security Services. If you do not cooperate or if you tamper with test results, you will be subject to Disciplinary Action, which may include Termination from AAA Security Services.

AAA Security personnel should only wear the approved AAA Security uniforms, which are issued at the time of hire. Uniforms should be clean at all times. All belts and accessories such as duty belts, holsters, jackets, and scarves must be black in color. All footwear should be black and will either be lace-up shoes or boots. Slip-on-shoes (i.e. loafers), open-toed shoes or sandals, and heels are prohibited. If shoes are worn, socks should be black in color. If tattoos are visible on the forearm, a long black sleeve undershirt or black baseball sleeves. Security personnel should adhere to the basic standards of personal hygiene, which include but are not limited to the following: Daily Bath or Shower, Use of Deodorant, Daily Washing of Hair, Daily Brushing of Teeth, Wearing Appropriate Undergarments and Socks, and Any Other Tasks Required Maintaining Personal Hygiene and Cleanliness. Security personnel should adhere to the following in regard to personal appearance: MALE OFFICERS may maintain a well-groomed beard or be clean-shaven. Officers may wear a neatly trimmed mustache if desired. as long as it does not extend below the corners of the upper lip. Hair should be clean and cut in a conservative business fashion that does not extend below the collar and should be off the forehead. If hair is long should wear their hair pulled back or cut short to not extend past the collar. Hair must not be a loud or fashionable color. FEMALE OFFICERS should wear their hair pulled back, or cut short to not extend past the collar, and the hair color must not be a loud or fashion hair color. One must not wear excessive amounts or fashion colors. Female officers may not wear excessive amounts of jewelry while on duty and this includes gold teeth. Fingernail color must not be a Fashion or loud color, and the length must be no longer than 1 inch from the fingerprint.   Fan or dramatic False Eye Lashes are prohibited from being worn while on duty due to safety rules and regulations.   BOTH MALE & FEMALE OFFICERS should be conservative in the amount of cologne and/or perfume worn while on duty. Only AAA Security-issued jackets are allowed to be worn on site. The jacket must have all patches and meet TXDPSPSB and LSB regulations. Hoodies are strictly prohibited, along with skull caps, beanies, and ski masks. AAA Security officers may NOT carry a firearm, nightstick, or another type of weapon onto a post that is not specified to be an armed post and carry a valid Commission License. This will result in immediate termination. Security officers should not engage in any type of unauthorized use of ANY weapon, “horseplay” with any weapon, or draw a weapon except in defense of human life. The unauthorized use of a weapon will result in immediate termination.

Employees engaged in tasks involving customers and alliance partners are required to wear company-designated uniforms at all times while working and representing AAA Security Services Each new employee will receive 1 uniforms upon hire. Employees are required to sign for the uniforms, and the uniforms are considered company property and are to be returned in the event of termination of employment or anytime on-demand. Upon issue, company uniforms become the responsibility of the employee for maintenance and care. In the event a uniform needs repair or replacement, employees will be required to return the uniform in exchange for a replacement. While normal wear and tear are expected, excessive damage or loss of company uniforms may result in disciplinary action. AAA Security Services may issue new uniforms periodically or require uniforms to be returned for special purposes (e.g., logo change, corporate color change). Employees will be given notice of the exchange, and the company will provide suitable replacement uniforms. Employees are required to return all items with AAA Security Services  logo issued uniforms upon termination of employment. If all issued uniforms are not returned, AAA Security Services will deduct the cost of the uniforms from the employee's final paycheck (except where such deductions are prohibited by state law). If employees have questions regarding this policy or its implementation, they should contact the human resource department or the facility services department.

Certain Company Standard Operating Guidelines, including those related to Employee Benefits and Pay include references to Classification of Employees. Full-Time Employee: You are a Full-Time Hourly-Paid Employee if you are selected to fill a position and are regularly scheduled on duty for an average of 40 hours or more per week. In addition, you are expected to be on duty for 12 months a year, excluding eligible-paid vacation. Part-Time Employee: You are a Part-Time Hourly-Paid Employee if you are selected to fill a position and are regularly scheduled on duty for an average of fewer than 40 hours per week. In addition, you are expected to be on duty for 12 months a year. Background Verification Checks The Human Resources Department will respond to reference checks in a timely manner. The department will respond only to those reference check inquiries that are submitted in writing with a self-addressed, pre-stamped envelope. Responses to such inquiries will confirm only the dates of employment. Faxed or telephone Employee Verification Requests are prohibited. Employee Verification Requests without a Written Authorization and Release signed by the individual who is the subject of the inquiry shall be denied. Licensing and Certification will be verified at the time of your application. Employees will be required to continue to meet licensing eligibility requirements and maintain licensure with the Texas Department of Public Safety and Regulatory Services. Any and all arrests must be reported within 24 - 48hours of the arrest to the AAA Security Services office. Failure to do so may result in termination.

Equal Opportunity Employer AAA Security Services is an Equal Opportunity Employer and is committed to fair employment practices in all aspects of selection and ongoing employment. Employment and selection practice decisions will be made without regard to race, color, religion, gender, sexual orientation, disability, age, national origin, ancestry, citizenship, marital status, military service, or unfavorable military discharge. If you have any questions about our Equal Opportunity Employer Practices, please contact the Employee Relations Department. If you feel that you are being subject to discrimination, you should report it to your Immediate Supervisor. Probationary Period  All new Full and Part-Time Hourly-Paid Employees will be placed on a 90 Day Probationary Period. The Immediate Supervisor at their discretion may extend the Probationary Period if it is deemed to be in the best interest of the Company. Any employee may be terminated without notice or recourse while on their Probationary Period. Only the AAA Security Services Managers or higher have the authority to terminate an employee’s employment within the company.

Performance Problems and Corrective Action AAA Security Services reserves the right to Discipline or Terminate employees for any reason it deems appropriate in its sole discretion.  Employees who accrue 3 infractions, whether they relate to the same incident or not, will result in Suspension or Termination from AAA Security Services. In some situations, however, you may be Suspended or Terminated immediately, without prior Counseling or Disciplinary Action. If a AAA Security Services officer’s action causes   a client to revoke the contract and a site is lost, the officer is subject to immediate Termination. AAA Security Services will not be tolerated and could lead to termination from AAA Security Services. No/Call No/Shows will result in immediate Termination. AAA Security Services has a 3 strike policy. Three Disciplinaries = Termination Three Unexcused Call offs in Two Weeks=Termination Three Shift Refusals in a One Week Pay Period Other Employment Employees may hold Other Employment as long as they meet the performance standards of their position with AAA Security Services. All employees will be evaluated by the same performance standards and will be subject to AAA Security Services Scheduling Demands, regardless of any existing outside employment requirements. If AAA Security Services determines that an employee’s Other Employment interferes with performance or the ability to meet the requirements of AAA Security Services as they are modified from time to time, the employee may be asked to resign from the Other Employment if they choose to remain employed with AAA Security Services.   Employment with any competing or similar security agencies or companies constitutes a Conflict of Interest. Employees may not receive any income or material gain from sources outside AAA Security Services for services rendered while performing their duties for AAA Security Services.

In the event an employee does not call off and does not report for duty for a scheduled shift, that employee will be considered a No Call/No Show. It is the employee’s full responsibility to report for duty for their scheduled shift. Any schedule changes must be in writing using a Shift Change Request Form signed by the employee(s) and with the approval of the office. If personal issues disable the employee from reporting for duty, the employee must contact the office at least 04 hours prior to the beginning of their scheduled shift. Failure to follow these procedures will lead to Disciplinary Action.

Post and Employment Abandonment It is the employee’s full responsibility to complete their scheduled shift. If a personal emergency occurs and the employee must attend to personal issues, they must remain on-post and contact the office for Early Dismissal Instructions. Employees who leave their post, for any length of time, and return, will be considered to have abandoned their post. Employees who leave their posts will be considered to have abandoned employment. Failure to follow these procedures will lead to Disciplinary Action and termination. Only the AAA Security Services Managers or higher have the authority to terminate an employee’s employment within the company. Termination and Separation Process Only the AAA Security Services Managers or higher have the authority to terminate an employee’s employment within the company. If you plan to resign your position with the Company, you must notify your Immediate Supervisor by writing a Letter of Resignation. When you leave your position in the Company for any reason, you are requested to be “Cleared”. This process shall include: 1.     1. Receiving Benefits Information and Clearance. 2.     2. Returning all Company and/or Client Owned Property.

Employee Accidents and Injuries On-Duty If you have an accident or are injured on duty, you must report it as soon as possible to the office for examination, possible treatment, and documentation of the incident, no matter how minor the incident may be. If your injury is determined to be employment-related, the cost of your treatment at the emergency room and any follow-up treatment will be paid by AAA Security Services. If you are unable to perform your duties as a result of an employment related accident, you are required to keep the office informed of your recovery progress. When you are able to return to duty, you must submit a Written Release from your Personal Physician to your Immediate Supervisor. If approved, you may be allowed to return to duty Failure to comply with these procedures may result in Disciplinary Action up to and including, Termination from the Company. Safety and Accident Prevention One of the many Company goals is to provide a safe environment for all employees. To reach this goal, we ask you to strive toward the prevention of accidents and to report all unsafe conditions and accidents to the office. Illness on Duty If you become ill on duty, you should notify the office as soon as possible. If your illness requires treatment on a non-emergency basis, you should contact your Personal Physician. If calling off for a weekend shift your shifts will be covered the entire weekend until Monday morning

Return to Duty Clearances If you are absent from duty for 2 or more scheduled days as the result of an illness, injury, surgery, or communicable disease, you are required to bring a Written Release from your Personal Physician that no activity restrictions. If you call off because you are sick or have any type of ailment preventing you from going into your shift, your schedule will be opened up and you will be asked to produce a Return to Work with No Restrictions before you are placed back on the schedule. Modified duty will not be accepted. Smoke Free Environment AAA Security Services supports a Smoke Free Environment. Employees are prohibited from smoking inside the Company Office or any Non-Designated Smoking Area at Client Site Locations including, but not limited to the following: 1.     1. Company or Client Offices. 2.     2. Access/Egress Booths. 3.     3. Information Desks or Lobbies. 4.     4. Company or Client Owned Patrol Vehicles. Employees are only permitted to smoke in Pre-Approved Designated Smoking Areas. Employees should make every attempt to limit their smoking while on duty, this does not include approved break periods in Pre-Approved Designated Smoking Areas.

Employee Compensation This section explains Employee Compensation for all employees on the Company’s Payroll.   Pay Practices Overtime Pay: If you are a Full or Part-Time Hourly-Paid Employee and you are requested or required to perform overtime, you will be paid time and one-half for hours performed in excess of 40 hours per week. You must have signed permission from your Immediate Supervisor and approved by the President(s) before working overtime.     Time and Attendance  Employees are required to sign-in/out the hours worked per shift on Deputy App (to be downloaded on their smartphone).   It is the responsibility of the Employee to learn how to use Deputy for clocking in and out at each Client Site Location. Certain Client Site designated by clients may also utilize their own Deputy App in addition to AAA Security Services, LLC's Deputy App system. Employees are expected to follow any and all Time Recording Procedures at their Client Site Locations. Contact the office if you have any questions. If an employee fails to record their attendance times, the employee must inform the Office on the day the error occurs. In accordance with the Three Strike Policy Three Unexcused Call offs in Two Weeks / Pay periods can result in termination. Three Shift Refusals in a Two Weeks / Pay Period can result in Termination

Paycheck Distribution The pay period is two weeks long, beginning on Sunday and ending at midnight on Saturday. Paychecks are generally distributed on the second Friday following the end of the pay period unless that day is a Recognized Federal Bank Holiday, then payday will be the following business day. Employees will have the ability to have their paychecks wired electronically to their bank or to a LOAD card.   Individual permission will be needed if the employee is requesting a live check.   All live checks will be available at the office   after 1200 hours. Paycheck Advances AAA Security Services does not provide Paycheck Advances on earned or unearned wages to employees. Payroll Deductions As required by law, Federal, State, and Local Payroll Taxes are deducted from employee paychecks. With a Written Authorization, Court Order, or Law other deductions may be taken from an employee’s paycheck. Garnishments and Child Support When State Law dictates, the Company is required to honor all Legal Wage Demands and/or Child Support Orders received. Termination Paychecks All company property must be returned to the office or be paid for before  final paycheck will be handed out. Paychecks for Terminated Employees will be disbursed according to State Law. Please contact the Human Resources Department if you have any questions. Employee Benefits Employee Benefits are an important part of your Total Compensation. Here is an overview of Company Benefits.

Paid Vacation All Full-Time Hourly Paid Employees are entitled to Paid Vacation if scheduled at least 40 hours per week. If you are on an Unpaid Leave of Absence, you will not earn Paid Vacation during the leave. The amount of Paid Vacation you earn depends on your years of service. One year equals three days (24 hours). Two years equals one week (40 hours). You must inform the office at least 30 calendar days if you wish to take Paid Vacation. Approval is at the discretion of the office   or where duty requirements permit. Paid Vacation does not roll over into the next year. Paid Vacation must be used within the same 12-month period. TIME off Request must be submitted 10 Days In advance. Anything less than 10 days in advance with being denied. Funeral Leave In the event of a death in the immediate family of a Full or Part-Time Hourly Paid Employee, AAA Security Services, upon the employee’s request to the office, will excuse the employee up to 03 days un-paid of their consecutive regularly scheduled duties. Proof of the funeral and/or attendance at the funeral is required. Immediate family includes relatives by blood, marriage, or adoption of the employee or the employee’s spouse and includes legal spouse, children, stepchildren, adopted children, mother, mother-in-law, stepmother, father, father-in-law, stepfather, sisters, sisters-in-law, stepsisters, brothers, brothers-in-law, stepbrothers, grandparents, or grandchildren.

Jury Duty If you are summoned for Jury Duty, you should immediately give a copy of your subpoena to the office so alternate shift coverage can be arranged AAA Security Services will not intervene to have employees excused from Jury Duty unless an employee’s absence from duty would cause a severe hardship on AAA Security Services Operations.   Paid Holidays The Company recognizes the following Paid Holidays for office employees only: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day Full and Part-Time Hourly Paid Employee are entitled to be paid one and one half times their hourly rate when scheduled to be on duty for any of the above listed holidays. To receive holiday pay, you must be on duty on your scheduled days before and after the Paid Holiday. If you are on a Leave of Absence, you are not eligible to receive Holiday Pay.   Post Order Guidelines Security officers arriving for duty should arrive at the duty assignment prior to the start of the shift. They should be properly dressed and ready to assume their duties at the scheduled starting time with all equipment necessary for their shift including fully charged phones. Security officers should review the post orders at the beginning of there in case of any changes to the post orders. Security officers should also review any pass-down notes from the previous officer’s shift. Security officers are not allowed to:   Conduct outside business, Read non-related materials, be in possession of televisions, radios, laptop computers, or hand-held video games, or use   any that belong to the Clients, sleep while on duty, Use client telephones for incoming or outgoing calls, except for official client business or in a verifiable emergency. Security officers need to be visible at all times. This is a deterrence to theft, trespassing, harassment, and vandalism. Security officers should not jump-start vehicles and are prohibited from unlocking vehicles in parking lots, even if requested to do so by the vehicle owner.