# Employee Manual

**2015**

## Welcome to AZTERA

Thank you for joining AZTERA! We believe you will m ake a great contribution to the engineering industry by way of AZTERA and that you will find your employment here a rewarding experience. We look forward to the opportunity to work together to create a more successful organization. We also want you to feel that your employment with AZTERA will be m utually beneficial and gratifying. You have joined an organization that has established an outstanding reputation for quality. Credit for this goes to everyone in the organization. We hope you, too, will find satisfaction and take pride in your work here . As a member of AZTERA's team, you will be expected to contribute your talents and energies to further improve the environment and quality of the organization. This Employee Manual will provide answers to most of the questions you may have about company policies and procedures. You are responsible for reading and understanding this Employee Manual. If anything is unclear, please discuss the matter with your supervisor. I extend to you my personal best wishes for your success and happiness at AZTERA. Sincerely,
Manny Terá n President and CEO

## Table of Contents

**................................ ................................**  **................................ ................................**  **....................... iii**  **Welcome	to	AZTERA ................................**  **................................ ................................**  **.............. iii**  **An	Overvie w	of	AZTERA**  **................................ ................................**  **................................ .........**  **1 Mission**  **................................ ................................**  **................................ ................................**  **................... 1**  **About	AZTERA ................................**  **................................ ................................**  **................................ ......**  **1 History**  **................................ ................................**  **................................ ................................**  **.................... 1**  **What	You	Can	Expect	fr om	AZTERA**  **................................ ................................**  **............................. 2**  **What	AZTERA	Expects	from	You ................................**  **................................ ................................**  **... 3**  **Open	Communication	Policy ................................**  **................................ ................................**  **.......... 4**  **Suggestions ................................**  **................................ ................................**  **................................ ...........**  **4** 

### Introduction **................................ ................................**  **................................ ...............................**  **5 Equal	Employment**  **Opportunity	Policy	Statement ................................**  **................................ .**  **5 Equal	Employment	Opportunity**  **................................ ................................**  **................................ ...**  **5 Nondiscrimination	and	Anti**  **- harassment	Policy**  **................................ ................................**  **..... 5**  **Definitions	of Harassment** **................................ ................................**  **................................ ...............**  **5 Definitions	of	Sexual	Harassment** **................................ ................................**  **................................ .**  **5 Retaliation	is	Prohibited**  **................................ ................................**  **................................ ..................**  **6 Complaint	Procedure**  **................................ ................................**  **................................ ........................**  **6** Reporting
................................ ................................ ................................ ................................ ........................... 6 Making	a	Complaint
................................ ................................ ................................ ................................ ....... 7 Informal	P rocedures
................................ ................................ ................................ ................................ ..... 7 Formal	Procedures
................................ ................................ ................................ ................................ ........ 8 Confidentiality
................................ ................................ ................................ ................................ ................. 8 Responsive	Action
................................ ................................ ................................ ................................ .......... 8 **AZTERA	Whistleblower	Policy ................................**  **................................ ................................**  **....... 9**  Ge neral
................................ ................................ ................................ ................................ ................................ 9 Reporting	Responsibility
................................ ................................ ................................ ............................ 9 No	Retaliation
................................ ................................ ................................ ................................ .................. 9 Reporting	Violations
................................ ................................ ................................ ................................ ..... 9 Compliance	Officer
................................ ................................ ................................ ................................ ........ 9 Accounting and	Auditing	Matters
................................ ................................ ................................ ......... 10 Acting	in	Good	Faith
................................ ................................ ................................ ................................ ... 10 Confidentiality
................................ ................................ ................................ ................................ .............. 10 Handling	of	Reported	Violations
................................ ................................ ................................ ........... 10 **Americans	With	Disabilities	Act	Policy	Statement ................................**  **.............................. 10**  **Conflict	of	Interest ................................**  **................................ ................................**  **........................... 10**  Outside	Employment
................................ ................................ ................................ ................................ . 11 Gifts
................................ ................................ ................................ ................................ ................................ ... 11 Confidential	Nature	of	Work
................................ ................................ ................................ .................. 11 

### Employment **................................ ................................**  **................................ ............................**  **13 New	Employee	Orientation**  **................................ ................................**  **................................ ..........**  **13 Introductory	Period**  **................................ ................................**  **................................ ........................**  **13 Anniversary	Date**  **................................ ................................**  **................................ .............................**  **13 Employment	C** **lassifications ................................**  **................................ ................................**  **......... 13**  Full
- Time	Employees
................................ ................................ ................................ ................................ . 14Part
- Time	Employees
................................ ................................ ................................ ................................ 14 Regular	Employees
................................ ................................ ................................ ................................ ..... 14 Temporary	Employees
................................ ................................ ................................ .............................. 14 **Nonexemp t	and	Exempt	Employees**  **................................ ................................**  **......................... 15**  **Immigration	Law	Compliance ................................**  **................................ ................................**  **..... 15**  

### Compensation **................................ ................................**  **................................ .........................**  **16 Wage	and	Salary	Policies**  **................................ ................................**  **................................ ..............**  **16** Comp ensation	Philosophy
................................ ................................ ................................ ....................... 16 Basis	for	Determining	Pay
................................ ................................ ................................ ....................... 16 Pay	Period	and	Hours
................................ ................................ ................................ ................................ 16 Pay	Cycle
................................ ................................ ................................ ................................ ......................... 16 Paycheck	Distribution
................................ ................................ ................................ ............................... 16 Computing	Pay
................................ ................................ ................................ ................................ ............. 17 Direct	Payroll	Deposit
................................ ................................ ................................ ............................... 17 Overtime	Pay
................................ ................................ ................................ ................................ ................. 17 Time	Records
................................ ................................ ................................ ................................ ................ 17 **Personnel	Records	and	Administration ................................**  **................................ ..................**  **17** Your	Personnel	File
................................ ................................ ................................ ................................ .... 17 Your	Medical	Records	File
................................ ................................ ................................ ....................... 18 **Performance	and	Compensation	Reviews ................................**  **................................ ..............**  **18** Performance	Reviews
................................ ................................ ................................ ................................ 18 Compensation	Reviews
................................ ................................ ................................ ............................. 19 **Other	Compensation	Programs	and	Policies ................................**  **................................ .........**  **19** Transfer	or	Promotion	Policy
................................ ................................ ................................ ................ 19 

### Time	Off**................................ ................................**  **................................ ................................**  **..... 19**  **Paid	Leaves ................................**  **................................ ................................**  **................................ ........**  **19 Holidays**  **................................ ................................**  **................................ ................................**  **.............. 19**  Recognized	Holidays
................................ ................................ ................................ ................................ .. 19 Holiday	Policies
................................ ................................ ................................ ................................ ............ 20 **Paid	time	off	(PTO) ................................**  **................................ ................................**  **.......................... 20**  Vacation
................................ ................................ ................................ ................................ ........................... 21 Illness
................................ ................................ ................................ ................................ ............................... 21 **Other	Paid	Leaves ................................**  **................................ ................................**  **............................ 22**  Election	Day
................................ ................................ ................................ ................................ ................... 22 Funeral	(Bereavement)	Leave
................................ ................................ ................................ ............... 22 **Unpaid	Leaves ................................**  **................................ ................................**  **................................ ...**  **22** Jury	Duty
................................ ................................ ................................ ................................ ......................... 22 Military	Leave	of	Absence
................................ ................................ ................................ ........................ 22 Military	Reserves	or	National	Guard	Leave	of	Absence
................................ .............................. 23 Medical	Leave	of	Absence
................................ ................................ ................................ ........................ 23 Personal	Leave	of	Absence
................................ ................................ ................................ ...................... 23 Maternity/Paternity	Leave
................................ ................................ ................................ ..................... 23 

### Benefits **................................ ................................**  **................................ ................................**  **..... 24**  **Eligibility	for	Benefits ................................**  **................................ ................................**  **.................... 24**  **Insurance	Coverage ................................**  **................................ ................................**  **........................ 25**  Group	Insurance
................................ ................................ ................................ ................................ .......... 25 Retirement	Plan
................................ ................................ ................................ ................................ ........... 25 **Other	Benefits ................................**  **................................ ................................**  **................................ ...**  **25**Education	Assi stance ................................ ................................ ................................ ................................ . 25 Workers’	Compensation	Benefits
................................ ................................ ................................ ......... 26 

### On **- The**  **- Job**  **................................ ................................**  **................................ ...............................**  **27 Work	Schedule**  **................................ ................................**  **................................ ................................**  **.. 27**  Business	Hours
................................ ................................ ................................ ................................ ............. 27 **Flextime	Scheduling ................................**  **................................ ................................**  **........................ 27**  Core	Hours
................................ ................................ ................................ ................................ ..................... 27 Lunch
................................ ................................ ................................ ................................ ................................ 27 Appointments
................................ ................................ ................................ ................................ ............... 27 Absence	or	Lateness
................................ ................................ ................................ ................................ .. 27 **Severe	Weather	and	Emergency	Conditions ................................**  **................................ ..........**  **28 Organization	and	Department	Meetings**  **................................ ................................**  **................. 28**  **Computers,	Electronic	Mail,	Voice	Mail,	Cell	Phone	and	Internet	Usage	Policy ........**  **28** Computers,	Electronic	Mail	and	Voice	Mail	Policies
................................ ................................ ..... 28 Cell	Phone	Usage	Policy
................................ ................................ ................................ ............................ 29 Internet
- Usage	Policy
................................ ................................ ................................ ................................ 29 **Dress	Code	and	Personal	Appearance ................................**  **................................ .....................**  **30 Drug** **- Free	Workplace	Policy**  **................................ ................................**  **................................ .......**  **30 Drug** **- Free	Awareness	Program**  **................................ ................................**  **................................ ..**  **30** Dangers	of	Drug	Abuse	in	the	Workplace
................................ ................................ ......................... 30 Available	Drug	Counseling,	Rehabilitation	and	Employee	Assistance	Programs
............. 31 Available	Assistance
................................ ................................ ................................ ................................ ... 31 Penaltie s ................................ ................................ ................................ ................................ .......................... 31 **Expense	Reimbursement ................................**  **................................ ................................**  **.............. 31**  **Personal	Use	of	Aztera	Property ................................**  **................................ ................................**  **31 Telecommuting	Policy**  **................................ ................................**  **................................ ...................**  **31 Workplace	Violence**  **................................ ................................**  **................................ ........................**  **32 Standards**  **of	Conduct ................................**  **................................ ................................**  **..................... 32**  **Unacceptable	Activities ................................**  **................................ ................................**  **................. 32**  **Disciplinary	Actions ................................**  **................................ ................................**  **........................ 33**  Discipline	Procedure
................................ ................................ ................................ ................................ .. 34 Step	One :	Oral	Reminder
................................ ................................ ................................ .......................... 34 Step	Two:	Written	Warning
................................ ................................ ................................ .................... 34 Step	Three:	Second	written	warning	plus	disciplinary	suspension
................................ ....... 35 Crisis	Suspensio n ................................ ................................ ................................ ................................ ........ 35 **Entering	and	Leaving	the	Premises ................................**  **................................ ...........................**  **35 Security** **................................ ................................**  **................................ ................................**  **................ 35**  **Smoking ................................**  **................................ ................................**  **................................ ...............**  **36** 

### Leaving	Aztera **................................ ................................**  **................................ ........................**  **37 Separation	of	Employment**  **................................ ................................**  **................................ ...........**  **37** Termination
................................ ................................ ................................ ................................ ................... 37 Insurance	Conversion	Privileges
................................ ................................ ................................ .......... 37 Exit	Interviews
................................ ................................ ................................ ................................ ............. 37 Return	of	Aztera	Property
................................ ................................ ................................ ....................... 38 Organize	Files
................................ ................................ ................................ ................................ ............... 38 

### Appendix	I: **Drug -**  **Free	Workplace	Policy ................................**  **................................ .....**  **39 Purpose	and	Goal**  **................................ ................................**  **................................ .............................**  **39 Covered	Workers**  **................................ ................................**  **................................ .............................**  **39 Applicability**  **................................ ................................**  **................................ ................................**  **...... 39** 

**Prohibited	Beh avior**  **................................ ................................**  **................................ .......................**  **39 Notification	of	Convictions**  **................................ ................................**  **................................ ...........**  **39 Searches**  **................................ ................................**  **................................ ................................**  **.............. 39**  **Consequences ................................**  **................................ ................................**  **................................ ....**  **40 Return**  **- to**  **- Work	Agreements**  **................................ ................................**  **................................ .......**  **40 As**  **sistance ................................**  **................................ ................................**  **................................ ...........**  **40 Confidentiality**  **................................ ................................**  **................................ ................................**  **.. 40**  **Shared	Responsibility ................................**  **................................ ................................**  **.................... 40**  **Communication ................................**  **................................ ................................**  **................................ 41**  

### Appendix	II:	O **rganizational	Chart ................................**  **................................ ...................**  **42**

### Aztera	Employee	Manual 

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**An Overview of AZTERA Mission**  Aztera delivers optimum solutions to client technology challenges through product development. As a trusted solution provider, Aztera drives technology ideas to become solid commercialized products.


### About AZTERA We help our clients take their technology from concept to the prototype level and then to production. Our talentedteam of engineers is made up of experts in automated test & measurement in various engineering disciplines
. Ourautomated test & measurement solutions can save our clients valuable time and money, while providing detailed and accurate results. We ta ke pride in our agile process that focus es on giving our clients exactly what they need. 

### History Manny Terán founded Aztera in February 2010. He identified an unmet need in market for a one -stop prototype development service that would take the time inte nsive vendor management role off the hands of client companies. Aztera’s first customer was a start- up solar energy company out of Santa Fe, NM. Over time, customers expressed their desire for a more integrated approach, so Terán brought on more engineerin g resources and expanded the services offered. Aztera’s first engineer was hired in February 2011. Through exceptional customer service, strategic partnerships and a tight network of local vendors, Aztera has grown to fourteen employees, and over 30 customers including leading semiconductor companies and large defense contractors, as well as individual entrepreneurs and start

- up technology companies.

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**What You Can Expect from AZTERA** AZTERA believes in creating a harmonious working relationship between all employees. In pursuit of this goal, AZTERA has created the following employee relations objectives:
1. Provide an exciting, challenging and rewarding workplace and experience. 2. Select people on the basis of skill, training, ability, attitude, and character without discrimination regarding age, sex, color, race, creed, origin, religious persuasion, marital status, political belief, or a disability that does not prohibit performance of essential job functions. 3. Compensate all employees according to t heir effort and contribution to the success of our business. 4. Review wages, employee benefits and working conditions regularly with the objective of being competitive in these areas consistent with sound business practices. 5. Provide vacation, sick leave and holidays to all eligible employees. 6. Provide eligible employees with health and welfare benefits. 7. Ensure employees, after talking with their managers, have the opportunity to discuss any issue or problem with the AZTERA President and CEO. 8. Take prompt an d fair action regarding any complaint that may arise in the everyday conduct of our business, to the extent that is practical. 9. Respect individual rights, and treat all employees with courtesy and consideration. 10. Maintain mutual respect in our working relationship. 11. Provide buildings and offices that are comfortable, orderly and safe. 12. Promote employees on the basis of their abilities and merits. 13. Make promotions or fill vacancies from within AZTERA whenever practi cal. 14. Keep all employees informed of the progress of AZTERA, as well as the company's overall goals and objectives. 15. Promote an atmosphere in keeping with AZTERA's vision, mission and goals.

### Aztera	Employee	Manual 

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**What AZTERA Expects from You** AZTERA needs your help in making each working day enjoyable and rewarding. Your first responsibility is to know your own duties and how to do them promptly, correctly and pleasantly. Secondly, you are expected to cooperate with management and employees and to maintain a good team attitud e. How you interact with AZTERA employees and those whom AZTERA serves, and how you accept direction, can affect the success of each project
. In turn, the outcomes of each project can impact the entire service offered by AZTERA. Consequently, whatever you r position, you have an important assignment: perform every task to the very best of your ability. You are encouraged to grasp opportunities for personal development offered to you. This manual offers insight on how you can perform positively and to the b est of your ability to meet a nd exceed AZTERA expectations. We strongly believe you should have the right to make your own choices in matters that concern and control your life. We believe in direct access to management. We are dedicated to making AZTERA a company where you can approach your manager, or any member of management, to discuss any problem or question. We expect you to voice your opinions and contribute your suggestions to improve the quality of AZTERA Remember, you help create the pleasant and safe working conditions that AZTERA intends for you. The result will be better performance for the company, and personal satisfaction for you.

### Aztera	Employee	Manual 

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**Open Communication Policy** AZTERA encourages you first to discuss any issue you may have with a co

-worker directly with that person. If a resolution is not reached, you should arrange a meeting with your supervisor to discuss any concern, problem or issue that arises during the course of your employment. Any information discussed in this meeting is considered confidential. Retaliation against any employee for appropriate usage of open communication channels is unacceptable. Please remember it is counterproductive to a harmonious work place for employees to create or repeat rumors or office gossip. It is more constructive for an employee to discuss any issues openly with the individuals involved and seek help from your supervisor when necessary. 

### Suggestions We encourage all employees to bring forward their suggestions and good ideas about how our company can be made a better place to work, our products improved and our service to customers enhanced. When you see an opportunity for improvement, please talk it over with your supervisor o r bring it up at a regularly scheduled staff meeting. This can help bring your idea to the attention of the people in the company who will be responsible for possibly implementing it. All suggestions are valued and listened to.

### Aztera	Employee	Manual 

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**Introduction Equal**  **Employment Opportunity Policy Statement** AZTERA is an equal employment opportunity employer. Employment decisions are based on business needs and personal capabilities and qualifications without discrimination because of race, color, citizenship status, nat ional origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, political affiliation or any other protected characteristic as established by law. The Administration Department is p rimarily responsible for seeing that AZTERA's equal employment opportunity policies are implemented, but all members of the staff share in the responsibility for ensuring that by their personal actions the policies are effective and apply uniformly to everyone. 

### Equal Employment Opportunity It is the policy of AZTERA to ensure equal employment opportunity without discrimination or harassment on the basis of race, color religion, sex, age, national origin, disability or an y other characteristic protected by law. AZTERA prohibits and will not tolerate any such discrimination or harassment. 

### Nondiscrimination and Anti **- harassment Policy**  AZTERA is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has th e right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, AZTERA expects that all relationships among persons in the workplace will be business

- like an d free of bias, prejudice and harassment. 

### Definitions of Harassment Workplace harassment can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, e

- mail jokes or statements, pranks, intimidation, p hysical assaults or contact, or violence. Harassment is not necessarily sexual in nature. It may also take the form of other vocal activity including derogatory statements not directed to the targeted individual but taking place within their hearing. Other prohibited conduct includes written material such as notes, photographs, cartoons, articles of a harassing or offensive nature, and taking retaliatory action against an employee for discussing or making a harassment complaint. 

### Definitions of Sexual Haras**sment** Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature when such conduct creates an offensive,

### Aztera	Employee	Manual 

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hostile and intimidating working environment and prevents an individua l from effectively performing the duties of his or her position. It also encompasses such conduct when it is made a term or condition of employment or compensation, either implicitly or explicitly, and when an employment decision is based on an individual' s acceptance or rejection of such conduct. Generally, two categories of sexual harassment exist. The first − quid pro quo − may be defined as an exchange of sexual favors for improvement in your working conditions and/or compensation. The second category − hostile, intimidating, offensive working environment

− is described as a situation in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature creates an intimidating or offensive environment. Examples of a hostile, intimidating and offensive working environment include, but are not limited to, pictures, cartoons, symbols or apparatus found to be offensive and that exists in the workspace of an employee. This behavior does not necessarily link im proved working conditions with an exchange for sexual favors. AZTERA prohibits any employee from retaliating in any way against anyone who has raised any concern about sexual harassment or discrimination against another individual. AZTERA will investigate any complaint of sexual harassment and will take immediate and appropriate disciplinary action if sexual harassment has been found within the workplace. 

### Retaliation is Prohibited AZTERA prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination i s a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. 

### Complaint Procedure **Reporting** AZTERA strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe they have experienced conduct that they believe is contrary to AZTERA’s policy or who have concerns about such matters should bring this issue up with the person involved. If you are unable to resolve the problem, you should bring it to the attention of your immediate supervisor, or the business manager.

### Aztera	Employee	Manual 

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IMPORTANT NOTICE TO ALL EMPLOY EES: Employees who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this complaint procedure. An employee’s failure to fulfill this obligation could affect his or her rights in pursuing legal action. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Therefore, while no fixed reporting period has been established, AZTERA strongly urges the prompt reporting of complain ts or concerns so that rapid and constructive action can be taken. The availability of this complaint procedure does not preclude individuals who believe they are being subjected to harassing conduct from promptly advising the offender that his or her be havior is unwelcome and requesting that it be discontinued. 

### Making a Complaint If you believe that you have been harassed, you have a number or response options, both formal and informal. Some people may wish to pursue informal means instead of or before making a formal complaint; others will not. If an informal procedure is ineffective, the formal procedures will remain open to you. You should select the route you feel most appropriate for your circumstances. 

### Informal Procedures 1. If you feel comfortabl e dealing with the situation without assistance, you can communicate either orally in or writing with the person whose behavior is offensive. The most useful communication will have three parts: a. A factual description of the incident(s) including date, tim e, place and specific action. b. A description of the writer’s feelings, including any consequences of the incident c. A request that the conduct cease Frequently such a communication will cause the offensive behavior to stop, particularly where the person ma y not be aware that the conduct is offensive. 2. If you would like to proceed informally, but with the assistance of someone else, you may: a. Ask the person’s supervisor to speak to the person whose behavior was

offensive. The purpose of such conversation s is the cessation of offensive behavior. b. Consult with one of the coordinators listed below who are specifically charged with responding to harassment inquiries and complaints. c. Ask the coordinators to mediate or arrange for mediation. Mediation is

### Aztera	Employee	Manual 

# 8 discus sion and negotiation with the help of a third party, designed to permit the parties to reach a mutually agreeable resolution of a dispute. If a person complaining of harassment seeks mediation, the person accused of harassment agrees and the Coordinator co ncludes that the mediation would be consistent with AZTERA’s legal obligations in responding to and preventing harassment, the coordinator may mediate or arrange for mediation. 

### Formal Procedures Whether or not you have attempted to resolve a harassment cl aim through informal means, you may initiate a formal harassment grievance proceeding by filing a written complaint. This process may lead to a formal hearing at which evidence will be considered and witnesses heard. If this is the course you wish to take, the Business Manager can assist you in filing a complaint. Complaints, prepared with or without the assistance of the Business Manager, can be filed with your supervisor or the President and CEO (with a copy to the Business Manager). 

### Confidentiality AZTERA will strive to protect, to the greatest extent possible, the confidentiality of persons reporting harassment and of those acc used of harassment. Because AZTERA has an obligation to a ddress harassment, however, AZTERA cannot guarantee complete confid entiality w here it would conflict with AZTERA’s obligation to investigate meaningfully or, where warranted, take corrective action. Even when some disclosure of AZTERA’s information or sources is necessary, it will be limited to the exte nt possible. AZTERA will, to the extent permitted by law, keep confidential all records of complaints, responses and investigations. Allegations of harassment shall not be placed in employee records or personnel files unless, after appropriate investigation, such allegations have been sustained. Records of allegations maintained by the Business Manager, which do not lead to formal hearings or personnel actions, will be discarded after five years, unless there are additional, more recent complaints against the same perso n. Any records maintained by the Business Manager concerning an allegation about which an accused person was not given reasonably timely notice and an opportunity to respond shall not be used to justify or enhance a sanction, other than an oral or written warning, imposed for a different instance of harassment. 

### Responsive Action Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay or termination, as AZTERA

### Aztera	Employee	Manual 

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believes appropriate under the circumstances. 

### AZTERA Whistleblower Policy **General** AZTE RA requires all employees to observe the highest standard of business and personal ethics in the conduct of their duties and responsibilities. As representatives of the organization, employees must practice honesty and integrity in fulfilling responsibilit ies and comply with all applicable laws and regulations. 

### Reporting Responsibility It is the responsibility of all employees to observe the highest standards of business and personal ethics while conducting organization business and to report violations of suspected violations in accordance with this whistleblower policy. 

### No Retaliation No employee who in good faith reports a violation shall suffer harassment or retaliation, nor will he or she suffer an adverse employment consequence. An employee who retal iates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. This whistleblower policy is intended to encourage and enable employees and others to raise serious concerns within the organization prior to seeking resolution outside the organization. 

### Reporting Violations The organization suggests that employees share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an empl oyee’s supervisor is in the best position to address an area of concern. However, if an employee is not comfortable speaking with his or her supervisor, or is not satisfied with the supervisor’s response, the employee is encouraged to speak with anyone in management that he or she is comfortable in approaching. Supervisors and managers are required to report suspected violations to the organization’s compliance officer. The compliance officer has specific and exclusive responsibility to investigate all repo rted violations. For suspected fraud, or if an employee is either not satisfied or uncomfortable even after following the organization’s open door policy, the employee should contact the organization’s compliance officer directly. 

### Compliance Officer The o rganization’s compliance officer, an appropriate director designated by management, is responsible for investigating and resolving all reported complaints and allegations concerning violations and, at his or her discretion, for advising the President/CEO
. The compliance officer is required to report, at least annually, to the Management Team on

### Aztera	Employee	Manual 

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compliance activity. 

### Accounting and Auditing Matters The Management Team shall address all reported concerns and complaints regarding the organization’s accounting practices, internal controls and auditing. The compliance officer shall immediately notify the audit committee of any such complaint and shall work with the committee until the matter is resolved. 

### Acting in Good Faith Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing that the information disclosed indicates a violation of the code. Any allegations that prove to be false or unsubstantiated, and which prove to have b een made maliciously or knowingly, will be viewed as a serious offense requiring disciplinary action. 

### Confidentiality Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports o r violations of suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. 

### Handling of Reported Violations The compliance officer will notify the sender and acknowledge receipt of the reported violation or suspected violation within five business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation. 

### Americans **with Disabilities Act Policy Statement**  It is th e policy of AZTERA to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). AZTERA will not discriminate against any qualified employee or job applicant with respect to any terms, privileges or conditions of e mployment because of a person’s physical or mental disability. AZTERA will also make reasonable accommodation wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the es sential duties and assignments connected with the job and provided that any accommodations made do not impose an undue hardship on AZTERA. 

### Conflict of Interest AZTERA expects its employees to conduct business according to the highest ethical standards of conduct. Employees are expected to devote their best efforts to the interests of AZTERA. Business dealings that appear to create a conflict between the interests of

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AZTERA and an employee are unacceptable. AZTERA recognizes the right of employees to engage in activities outside of their employment which are of a private nature and unrelated to our business. However, the employee must disclose any possible conflicts so that AZTERA may assess and prevent potential conflicts of interest from arising. A potenti al or actual conflict of interest occurs whenever an employee is in a position to influence a decision that may result in a personal gain for the employee or an immediate family member (i.e., spouse or significant other, children, parents, siblings) as a result of AZTERA’s business dealings. Although it is not possible to specify every action that might create a conflict of interest, this policy sets forth the ones which most frequently present problems. If an employee has any question whether an action or proposed course of conduct would crea te a conflict of interest, he or she should immediately contact the Vice President and COO to obtain advice on the issue. The purpose of this policy is to protect employees from any conflict of interest that might arise. A violation of this policy will result in discipline, up to and including immediate termination. 

### Outside Employment From time to time, AZTERA employees may be required to work beyond their normally scheduled hours. Employees must perform this work when requested. In cases of conflict wit h any outside activity, the employee’s obligations to AZTERA must be given priority. Employees are hired and continue in AZTERA’s employ with the understanding that AZTERA is their primary employer and that other employment or commercial involvement which is in conflict with the business interests of AZTERA or with the employee’s responsibilities with Aztera is strictly prohibited. 

### Gifts Advance approval from management is required before an employee may solicit a gift of any kind from a customer, supplier or vendor representative. Employees are not permitted to give unauthorized gifts to customers or suppliers, except for certain promotional "premiums" (such as t

-shirts, coffee mugs, pens or key chains) imprinted with the AZTERA logo or sales information. 

### Confidential Nature of Work All AZTERA records and information relating to AZTERA or its partners and/or customers are confidential and employees must, therefore, treat all matters accordingly. No AZTERA or AZTERA
- related information, including without limitation, documents, notes, files, records, oral information, computer files or similar materials (except in the ordinary course of performing duties on behalf of AZTERA) may be removed from AZTERA’s premises without

### Aztera	Employee	Manual 

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permission from AZTERA. Additionally, the contents of AZTERA’s records or information otherwise obtained in regard to business may not be disclosed to anyone, except where required for a business purpose. Employees must not disclose any confidential information, purposefully or inadvertently (through casual conversation), to any unauthorized person inside or outside the organization. Employees who are unsure about the confidential nature of specific information must ask their supervisor for clarification. Employees will be subject to disciplinary action, up to and including dismissal, for knowingly or unknowingly revealing information of a c onfidential nature. You will be required to sign an NDA to work at Aztera as our clients require this from us.

### Aztera	Employee	Manual 

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**Employment New Employee Orientation**  On your first working day, you will be asked to complete employment paperwork. Your supervisor will introdu ce you to your co -workers and office layout. Please feel free to ask your colleagues any questions not answered during your orientation. You will also be given your AZTERA email account address, information on how to obtain AZTERA business cards, and lit erature explaining additional benefits of being an AZTERA employee. 

### Introductory Period Your first 90 (ninety) days of employment at AZTERA are considered an introductory period, and during that period you will be eligible for benefits described in this E mployee Manual. This introductory period will be a time for getting to know employees, your supervisor and the tasks involved in your job position, as well as becoming familiar with AZTERA's products and services. Your supervisor will work closely with you to help you understand the needs and processes of your job. This introductory period is a "getting acquainted" time for both you, as an employee, and AZTERA, as an employer. During this introductory period, AZTERA will evaluate your suitability for empl oyment, and you can evaluate AZTERA as well. At the end of the introductory period, your supervisor will discuss your job performance with you. This review will be similar to the job performance review that is held for regular full

-time or part
-time employees on an annual basis. Provided your job performance is “satisfactory,” you will continue in AZTERA’s employment as an at

-will employee. 

### Anniversary Date The first day you report to work is your "official" anniversary date. Your anniversary date is used to compute various conditions and benefits described in this Employee Manual. 

### Employment Classifications At the time you are hired, you are classified as either full

-time or part
-time and as either permanent or temporary. In addition, you are classified a s either non

- exempt or exempt. All policies described in this Employee Manual and communicated by AZTERA apply to all employees, with the exception of certain wage, salary and time

-off limitations applying only to "non

- exempt" employees. If you are unsure of which job classification your position fits into, please ask your supervisor.

### Aztera	Employee	Manual 

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**Full -** **Time Employees** Most Aztera employees are required to work 40 hours per week. However, for benefits purposes a n employee who has successfully completed his or her introdu ctory period and who works at least 40 (forty) hours per week is considered a full

-time employee. Unless otherwise specified, the benefits described in this Employee Manual apply only to full

-time employees. If you were a full

-time employee and were laid off, you would be considered a full

-time employee upon return to work, provided that you were not laid off for longer than one (1) year. If you were a full

-time employee and have been on an approved leave of absence, upon return you would be considered a full

-time employee, provided you return to work as agreed in the provisions of your leave. 

### Part**- Time Employees**  An employee who works fewer than 40(forty) hours per week is considered a part

-time employee. If you are a part-time employee, please understand that you are not eligible for benefits described in this Employee Manual, except as granted on occasion, or to the extent required by provision of state and federal laws. 

### Regular Employees Employees hired to work on a regular basis for an indefinite period of time are classified as regular employees. Such employees may be either full

- or part-time. 

### Temporary Employees From time to time, AZTERA may hire employees for specific periods of time or for the compl etion of a specific project. An employee hired under these conditions will be considered a temporary employee. The job assignment, work schedule and duration of the position will be determined on an individual basis. Normally, a temporary position will n ot exceed nine (9) months in duration, unless specifically extended by a written agreement. Summer employees, interns and seasonal employees are considered temporary employees. A temporary employee does not become a regular employee by virtue of being em ployed longer than the agreed upon specified period. Temporary employees are not eligible for benefits described in this Employee Manual, except as granted on occasion, or to the extent required by provision of state and federal

### Aztera	Employee	Manual 

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laws. Those temporary employees classified as non

- exempt (see the section titled Non

Exempt and Exempt Employees below) who work more than forty (40) hours during any workweek will receive overtime pay. 

### Nonexempt and Exempt Employees At the time you are hired, you will be class ified as either exempt or nonexempt. By law, employees in certain types of jobs are entitled to overtime pay for hours worked in excess of eight (8) hours per day or forty (40) hours per work week. These employees are referred to as nonexempt in this Employee Manual. This means that they are not exempt from (and therefore should receive) overtime pay. Exempt employees are those whose duties and responsibilities allow them to be exempt from overtime pay provisions as provided by the Federal Fair Labor Stan dards Act (FLSA) and any applicable state laws. If you are an exempt employee, you will be advised that you are in this classification at the time you are hired, transferred or promoted. The criteria for determining the exempt/nonexempt status of a posit ion is based on internal and external factors. Internal factors include but may not be limited to the number of employees the position supervises, the specific job responsibilities and the amount of time necessary to perform the duties as stated in the job description. External factors include but may not be limited to the job description and how it compares to the current market and FLSA and state laws. 

### Immigration Law Compliance All offers of employment are contingent on verification of your right to wor k in the United States. On your first day of work you will be asked to provide original documents verifying your right to work and, as required by federal law, to sign Federal Form I

-9, Employment Eligibility Verification Form. If you at any time cannot ve rify your right to work in the United States, AZTERA may be obliged to terminate your employment.

### Aztera	Employee	Manual 

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**Compensation** The goal of AZTERA's compensation program is to attract potential employees, meet the needs of all current employees and encourage well

- performing employees to stay with our organization. With this in mind, our compensation program is built to balance both employee and AZTERA needs. 

### Wage and Salary Policies **Compensation Philosophy** It is AZTERA's desire to pay all regular employees' wages and salaries that are competitive with other employers in the marketplace in a way that will be motivational, fair and e quitable. Compensation may vary with individual and company performance and in compliance with all applicable statutory requirements. AZTERA applies the same principles of fairness to all employees, regardless of organizational level, race, color, citize nship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, political affiliation or any other factor protected by law. 

### Basis for Determining Pay Several factors may influence your rate of pay. Some of the items AZTERA considers are the nature and scope of your job, what other employers pay their employees for comparable jobs (external equity), what AZTERA pays its employees in comparable positions (internal equity), individual experience and performance, as well as AZTERA performance, which is measured by previous performance for the same responsibilities. It is AZTERA's goal to have a current job description on hand that broadly defines your job responsibilities. 

### Pay Period and Hours Our payroll work week begins on Sunday at 12:01 a.m. and ends Saturday at 12 midnight. 

### Pay Cycle Payday is normally on every other Friday for services performed during the two (2) week period ending the prior Saturday. The biweekly pay schedule is made up of twenty

-six (26) pay periods per year. Changes will be made and announced in advance whenever AZTERA holidays or closings interfere with the normal pay schedule. 

### Paycheck Distribution Paychecks will be distributed by the Business Manager on the pay dates specified above unless arrangements have been made for Direct Payroll Deposit (see Direct Payroll Deposit).

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**Computing Pay** AZT ERA will compute employees’ pay on the basis of a forty (40) hour work week. 

### Direct Payroll Deposit Direct payroll deposit is the automatic deposit of your pay into the financial institution accoun ts of your choice. This may be set up through the Business Manager. 

### Overtime Pay If you are a non

- exempt employee, you will be eligible to receive overtime pay of o ne and one - half (1

- 1/2) times your regular hourly wage for approved hours worked over forty (40) hours in one (1) week. If, during that week, you were away from the job because of a job

related injury, paid holiday, severe weather conditions, or Paid Time Off, those hours not worked will not be counted as hours worked for the purpose of computing eligibility for overtime pay. Please note if you are a non

- exempt employee on an approved flexible work arrangement, overtime hours will be computed only on those hours worked in excess of a forty (40) hour work week. All overtime must be approved in advance by your supervisor. 

### Time **Records** All employees must record time worked on the provided AZTERA time sheets or designated software program (such as QuickBooks ) as instructed by your supervisor . T ime worked reports must be completed at the end of each work week and submitted to the B usiness M anager who will place these in your personnel file. 

### Personnel Records and Administration The task of handling personnel records and related personnel administration functions at AZTERA has been assigned to the Business Office. Questions regarding insurance, wages, and interpretation of policies may be directed to the Business Manager. 

### Your Pe **rsonnel File** Keeping your personnel file up

-to - date can be important to you with regard to pay, deductions, benefits and other matters. If you have a change in any of the items listed below, please be sure to notify supervisor as soon as possible. 1. Lega l name 2. Home address 3. Home telephone number 4. Person to call in case of emergency 5. Number of dependents

### Aztera	Employee	Manual 

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6. Marital status 7. Change of beneficiary 8. Driving record or status of driver's license, if you operate any AZTERA vehicles 9. Military status 10 . Exemptions on your W
-4 tax form 11 . Training Certificates 12 . Professional License Upon experiencing a family status change, please notify the Business Manager within 31 days for benefit modifications, if necessary. You may see informati on which is kept in your own personnel file if you wish, and you may request and receive copies of all documents you have signed. Please make arrangements with the Business Manager
. 

### Your Medical Records File All medical records, if any, will be kept in a separate confidential file. AZTERA maintains this information in the strictest confidence and may not use or disclose medical information about an employee without the employee first having signed an authorization form permitting such use or disclosure. 

### P**erformance and Compensation Reviews Performance Reviews**  Because we want you to grow and succeed in your job, AZTERA conducts a formal review at least one (1) time per year for each employee. New employees may be reviewed near the end of their introductory period. A review also may be conducted in the event of a promotion or change in duties and responsibilities. Your review provides a golden opportunity for collaborative, two

-way communication between you and your supervisor. This is a good time to discus s your interests and future goals. Your supervisor is interested in helping you to progress and grow in order to achieve personal as well as work

- related goals. He/S he can recommend further training or additional opportunities for you. The performance review gives your supervisor an opportunity to suggest ways for you to advance and make your job at AZTERA more fulfilling. Your supervisor can answer any questions yo u may have about the performance review process.

### Aztera	Employee	Manual 

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**Compensation Reviews** AZTERA's compensation reviews are usually given during preparation for the next fiscal

-year budget. Any applicable compensation increase will appear in the pay period ending after the date granted. Compensation increases may be retroactive in the case of l ate reviews. Having your compensation reviewed does not necessarily mean that you will be given an increase, due to individual and/or company performance. An individual's pay will depend on how consistently he/she performs over a given period of time. Du ring the performance review, significant performance events that occurred throughout the year will be discussed. The overall performance rating will influence the compensation adjustment. 

### Other Compensation Programs and Policies **Transfer or Promotion Poli cy**  AZTERA has a policy of providing our employees with every opportunity for advancing to other positions within the company. Approval of promotions or transfers depends largely upon training, experience and work record. Promotions and transfers are made w ithout regard to race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, political affiliation or any other factor protected by law. Howeve r, AZTERA will continue to look outside the company for potential employees as well. It is our policy to advise all employees about advancement opportunities. Please submit your request for consideration for a specific position directly to your superviso r. You are encouraged to discuss any contemplated transfer with your current supervisor. 

## Time Off Both paid and unpaid time off may be granted to eligible employees, according to the following leave policies. Please consult your supervisor for further information. 

### Paid Leaves In the interest of maintaining a healthy balance between work and home, AZTERA offers eligible regular full

-time and part

-time employees paid time off. Time off is paid using your base hourly rate, excluding overtime compensation. 

### H **olidays Recognized Holidays**  Regular full

-time employees are eligible for holiday pay for that portion of any holiday on

### Aztera	Employee	Manual 

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which they are normally scheduled to work. If a holiday falls on a day that is an employee’s regularly scheduled day off, then that empl oyee is not eligible for holiday pay or extra paid time off. The following holidays are recognized by AZTERA as paid holidays: New Year's Eve New Year's Day Memorial Day Independence Day Labor Day Thanksgiving Day Day after Thanksgiving Christmas Eve Christmas Day Additional days as granted by AZTERA’s President 

### Holiday Policies You may take time off to observe your religious holidays. If availabl e, a full day of unused PTO may be used for this purpose; otherwise you will not be paid for this time off. Please schedule the time off in advance with your supervisor. With approval of their supervisor, employees may work on a recognized holiday and take an alternative day off in exchange for the holiday.
A ll national holidays are scheduled on the day designated by common business practice. If a holiday occurs during your scheduled vacation, you are eligible for the holiday pay. You are not eligible to receive holiday pay when you are on an unpaid leave of a bsence. Should a recognized holiday fall on a Saturday or Sunday that holiday will be observed on either the preceding or following work day falling in the same work week. Example: When Christmas Eve and Christmas Day are on Friday and Saturday, the ob served days are Thursday and Friday. When Christmas Eve and Christmas Day are on Saturday and Sunday, the observed days are Friday and Monday. When Christmas Eve and Christmas Day are on Sunday and Monday, the observed days are Monday and Tuesday. The obse rved day always falls in the same work week as the actual holiday. 

### Paid time off (PTO) Paid time off is a time for you to rest, relax, and pursue special interests or deal with unexpected illness of the employee or their family . AZTERA has provided paid t ime off as

### Aztera	Employee	Manual 

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one of the many ways in which we show our appreciation for your work, knowledge, skills and talents, all of which contribute to make AZTERA a leader in its field. The amount of PTO is negotiated at time of employment. All employees will re ceive an additional week after 2, 5 and 15 years of service up to a maximum of 6 weeks . Refer to chart below for maximum accrual rates. Note these rates are based on a 40 hour per week basis. Part

-time employees earn PTO on a pro - rated basis. Once this lim it has been reached, the employee must use some of these hours before more time can begin to accrue again. PTO begin s accruing on your hire date. No employee will be continued on the payroll for the purposes of exhausting his or her vacation balance.
**Yea rs of Service**  **Days per Year 12** **- Month Accrual**  **Maximum Accrual Biweekly Accrual**  1
– 2 years 15 days 120 hours 240 hours 4.62 hours < 3
– 5 years 20 days 160 hours 320 hours 6.20 hours < 6
– 15 years 25 days 200 hours 400 hours 7.70 hours 16+ years 30 days 240 hours 480 hours 9.24 hours



### Vacation AZTERA will always try to let you use your PTO as desired, but vacations cannot interfere with the company’s operation. Your supervisor has the responsibility to maintain adequate staffing levels and has the authority to limit the approval of vacation requests in order to meet operational needs. Requests will normally be granted as long as your absence will not seriously affect AZTERA's operations. If any conflicts arise in vacation requests, preference will be given to the employee with the longest continuous service. All requests for vacation must be made in writing on the provided AZTERA request for leave fo rm, signed by your supervisor and submitted to the Business Manager prior to your first requested day of vacation.


### Illness PTO is also provided for the purpose of ensuring you have adequate time to recover from illness, visit a doctor or attend to a sick child or family member. You should notify your supervisor at least 24 hours in advance of PTO leave when taken to cover medical or dent al appointments. Please let your supervisor know that you will be absent from work due to illness at least fifteen (15) minutes before the beginning of your work day. Aztera may, in its sole and absolute discretion, require a doctor's certificate verifyi ng the

### Aztera	Employee	Manual 

# 22

necessity for absence(s) and the specific illness, injury or other disability to which the absence is attributed. In the event of an illness or injury which is covered by workers' compensation insurance, this PTO policy will not apply, but will defer to state statutes. All sick time must be recorded on the provided Aztera leave request form as soon as you return to work.


### Other Paid Leaves **Election Day** We encourage you to exercise your voting privileges in local, state and national elections. However, since the polls are open for long periods, you are encouraged to vote before or after regular working hours. If nece ssary, you may take up to one (1) hour of leave from work to vote in a governmental election or referendum. 

### Funeral (Bereavement) Leave Up to five (5) working days of leave with pay (not charged to other leave time) shall be granted to regular, full

-time employees upon request to make arrangements for and attend funeral services of the employee's spouse, spouse equivalent, child, step

-child, parent or sibling. Up to three (3) working days of leave with pay (not charged to other leave time) shall be granted for the employee’s grandparent, grandchild, parent

- in
- law, grandparent

- in
law, daughter

- in
- law, son

- in
- law, brother

- in
- law, sister

- in
- law, and any relative living in the household of the employee or domestic partner. With your supervisor's approval, you may take up to three full days without pay to attend funerals of other relatives and friends. If you prefer, days of accrued PTO may be used for this purpose. 

### Unpaid Leaves **Jury Duty** Employees summoned to jury duty shall comply as specified by state law with no impact to their accrued PTO. 

### Military Leave of Absence If you are a full

-time employee and are inducted into the U.S. Armed Forces, you will be eligible for re

- employment after completing military service.

### Aztera	Employee	Manual 

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**Military Reser ves or National Guard Leave of Absence**  Employees who serve in U. S. military organizations or state militia groups may take the necessary time off without pay to fulfill this obligation and will retain all of their legal rights for continued employment und er existing laws. These employees may apply accrued PTO time to the leave if they wish; however, they are not obliged to do so. You are expected to notify your supervisor as soon as you are aware of the dates you will be on duty so that arrangements can be made for replacement during this absence. 

### Medical Leave of Absence In special circumstances, Aztera will grant an unpaid medical leave of absence after accrued PTO leave has been exhausted up to one (1) year. PTO leave will not accrue during an unpaid medical leave of absence. If insurance coverage is permitted durin g a leave of absence through Aztera ’s current insurance carrier, you will be responsible to pay current co

- pay contributions for group insurance for the first 90 days and 100% of premiums for the remainder of the leave. Failure to return from a leave at the time agreed upon will result in termination of employment. 

### Personal Leave of Absence In special circumstances, Aztera may grant a leave for a personal reason up to one (1) year after PTO has been depleted, but never for taking employment elsewhere or going into business for yourself. You should request an unpaid personal leave of absence from your supervisor. A personal leave of absence must not interfere with the opera tions of your de partment or Aztera as a whole . Your supervisor will submit your request to the appropriate management team member for final approval. PTO will not accrue during an unpaid personal leave of absence. Consult your group insurance booklet to determine your i nsurance coverage during a leave of absence. If insurance coverage is permitted during a leave of absence through Aztera ’s current insurance carrier, you will be responsible for 100% of premiums during this leave of absence. Failure to return from a leave at the time agreed upon will result in termination of employment. 

### Maternity/Paternity Leave A three (3) month leave of absence without pay is granted to all pregnant employees or employees whose spouse or spouse equivalent is pregnant, who are expected to return to work. You may draw from unused PTO benefits when your maternity or paternity leave begins. Upon depletion of PTO, the remainder of the three

- month leave will be without pay. Aztera - paid benefits such as medical benefit plans are continued at no cost to you for the

### Aztera	Employee	Manual 

# 24

duration of your maternity leave. You will also continue to accrue PTO
. You must notify your supervisor in writing, no later than 30 days after delivery, of your intention to return to work and expected date of return. Failure to do so will be considered as an automatic resignation. In special circumstances, Aztera may grant a personal leave of absence in addition to the three (3) month maternity leave. Regular personal leave of absence policy will apply with the exception that, during the additional personal leave of absence, PTO will not accrue and medical benefits will be continued only at your expense. 

## Benefits Aztera is committed to sponsoring a comprehensive benefits program for all eligible employees. In addition to receiving an equitable salary and having an equal opportunity for professional development and advancement, you may be eligible to enjoy other benefits. The benefits program described in this Employee Manual represents a very large investment by Aztera . This portion of the Employee Handbook contains a very general description of the benefits to which you may be entitled as an employee of Aztera . U nderstand that this general explanation i s not intended to, and does not provide you with all the details of these benefits. Therefore, this Handbook does not change or otherwise interpret the terms of the official plan documents. Your rights can b e determined only by referring to the full text of the official plan documents, which are available for your examination from the Business Manager. A good benefits program is a solid investment in our employees. Aztera ’s Administration Department will per iodically review the benefits program and will make modifications as appropriate to the company's condition. Aztera reserves the right to modify, add or delete the benefits it offers. Please note that nothing contained in the benefit plans described here s hall be held or construed to create a promise of employment or future benefits, or a binding contract between Aztera and its employees, retirees or their dependents, for benefits or for any other purpose. All employees shall remain subject to discharge or discipline to the same extent as if these plans had not been put into effect. 

### Eligibility for Benefits If you are a full

-time (40+ hours/week) employee, you will enjoy all of the benefits described in this Employee Manual as soon as you meet the eligibili ty requirements for each particular benefit. Coverage is available to you and your dependents as defined in the benefit summary plan descriptions. If you are a part

-time employee, you will enjoy only those benefits specifically required by

### Aztera	Employee	Manual 

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law, provided that you meet the minimum requirements set forth by law and in the benefit plan(s). However, those employees working between 20

- 30 hours/week, have the option of purchasing insurance benefits under the Aztera plan. Employees who wish to take advantage of this are required to do so as a payroll deducti on. Coverage is available to you and your dependents as defined in the benefit summary plan descriptions. Temporary employees are not eligible for benefits. 

### Insurance Coverage **Group Insurance** Azt era is dedicated to the health and well

- being of both you and your family. A comprehensive, quality insurance program is available to you and your family. You become eligible for coverage on the 91 st day of employment once you have completed the introducto ry period. The following benefits may be provided, as defined and limited in the literature provided by our insurance company: Medical care coverage Dental care coverage Vision care coverage Long
-term disability insurance Group term life insurance, accidental death and dismemberment insurance Upon enrolling, you will obtain summary plan descriptions describing your benefits in detail. Employees are required to pay a co

- pay determined by Aztera at the beginning of each new plan year. However, you are responsible for bearing the cost of the premiums for your eligible dependents. Applicable employee contributions will be automatically deducted from your paycheck. 

### Retirement Plan Aztera currently does not offer retirement benefits but will strive to offer this in the future.


### Other Benefits **Education Assistance** I n the event that your supervisor deems training will provide value to Aztera and increase your professional capacities, he/she may grant you time off for training activities. You should consul t your supervisor regarding your eligibility for this paid leave. You should discuss professional development training opportunities with your supervisor. All employees are expected to continuously upgrade skills and competencies while in Aztera ’s employ ment.

### Aztera	Employee	Manual 

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**Workers’ Compensation Benefits** All employees are entitled to Workers’ Compensation benefits. This coverage is automatic and immediate and protects you in the case of an on

-the

-job injury. An on

-the

-job injury is defined as an accidental injury suffe red in the course of your work, or an illness which is directly related to performing your assigned job duties. Workers’ Compensation insurance may pay your medical bills and provide a portion of your income until you can return to work. Aztera is covered under statutory state Workers’ Compensation Laws. Should you sustain a work

- related injury, you must immediately notify your supervisor and the Business Manager. Should your injury require the attention of a doctor, you can obtain a list of approved physi cians by calling our Worker’s Compensation Carrier’s Physician Network Referral Unit. (The Business Manager will give you the Referral Unit’s teleph one number.) In the case of an emergency, you should go to the nearest hospital emergency room for treatment and then utilize the Network Referral Unit if additional treatment is necessary.

### Aztera	Employee	Manual 

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**On -** **The -** **Job Work Schedule**  **Business Hours** Our re gular operating hours are from 8 a.m. to 5 p.m. Monday through Friday. However, to accommodate employees who prefer a different schedule, Aztera has instituted a flextime program that allows employees to set their scheduled hours between 7 a.m. and 6 p.m., with the approval of their su pervisor. 

### Flextime Scheduling **Core Hours** Under the flextime program, you can vary your work schedule from day to day, but full

-time employees are expected to be in the office between 9 a.m. and 4 p.m.
– the core hours
– and work eight (8) hours daily. How ever, you may work out another flexible arrangement with your supervisor. 

### Lunch A one
- hour lunch break may be taken whenever you wish with approval of your supervisor, but is not included in the paid Aztera workday. Time spent working on Aztera business while eating lunch is considered part of your eight

- hour workday. If you plan to eat lunch away from the office at about the same time each day, let your supervisor know your regular lunchtime. Notify your supervisor if your regular lunch sched ule changes. 

### Appointments Generally you should use your PTO to run errands, attend appointments, etc. during core business hours. However, you have the option to make up two or fewer hours in a given week for time spent out of the office. If you will be leaving the office for an appointment or any other reason during core business hours, please notify your supervisor. 

### Absence or Lateness From time to time, it may be necessary for you to be absent from work. Aztera is aware that emergencies, illnesses or pressing personal business that cannot be scheduled outside your work hours may arise. PTO ha s been provided for this purpose.

### Aztera	Employee	Manual 

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If you are unable to report to work, or if you will arrive late, please call your supe rvisor immediately. If you know in advance that you will need to be absent, please request this time off directly from your supervisor. Absence from work for three (3) consecutive days without notifying your supervisor or the President and CEO will be con sidered a voluntary resignation. If you are absent because of an illness for three (3) or more consecutive days, your supervisor may request that you submit written documentation from your health care provider stating you were unable to resume normal work. Aztera may also request verification from your health care provider that you are capable of assuming normal work duties. 

### Severe Weather and Emergency Conditions In the event of severe weather conditions or other emergencies, the President and CEO may de cide to close Aztera for the remainder of the day. You will be notified as soon as possible of such a decision by your supervisor. No loss of pay will occur as a result of early dismissal for this reason. Likewise, if you report to work and find that Aztera is unexpectedly closed due to an emergency, no loss of pay will occur. On occasion the weather will be severe enough to create dangerous road conditions. If the office remains open you are expected to report to work; however, if the roads in your driv ing area appear to be too severe for travel, and you are unable to report to work, you are required to take PTO for this. I f you are a nonexempt employee, you may be asked to make up some or all of the work missed, as Aztera’s work must continue regardless of the severe weather
. 

### Organization and Department Meetings On occasion, we may request that you attend a company sponsored meeting. If this is scheduled during your regular working hours, your attendance is required and travel time is not included in th e hours worked for the day. If you are a non

- exempt employee, and attend a meeting held during your non

-working hours, you will be paid at your regular rate for the time you spend at the meeting. Time not spent in the meeting(s) or traveling is not conside red work time. 

### Computers, Electronic Mail, Voice Mail, Cell Phone and Internet Usage Policy **Computers, Electronic Mail and Voice Mail Policies** Aztera makes every effort to provide the best available technology to those performing services for the company
. In this regard, Aztera has installed computers, servers, electronic

### Aztera	Employee	Manual 

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mail and voice mail. This covers access to and disclosure of computer

-stored information, voice mail messages and electronic mail messages created, sent or received by Aztera’s employees with the use of Aztera’s equipment. Incidental and occasional personal use of Aztera computers, voice mail and electronic mail systems is permitted, but information and messages stored in these systems will be treated no differently from other business

- related information and messages as described below. Aztera provides certain codes to restrict access to computers, voice mail and electronic mail to protect these systems against external parties or entities obtaining unauthorized access. Employees should understand that these systems are intended for business use, and all computer informa tion, voice mail and electronic mail messages are to be considered as Aztera records . Aztera reserves the right to view or scan any file or software stored on its computers or passing through the network and will do so periodically. Aztera has a right of access to the contents of stored computing information at any time for the purpose, which it has a legitimate need to know. Aztera needs to be able to respond to proper requests resu lting from legal proceedings that call for electronically

-stored evidence. Therefore, Aztera must, and does, maintain the right and the ability to enter into any of these systems and to inspect and review any and all data recorded in those systems. The con tents of computers, voice mail and electronic mail, properly obtained for some legitimate business purpose, may be disclosed by Aztera if necessary within or outside of Aztera
. 

### Cell Phone Usage Policy While at work, employees are expected to exercise the same discretion in using personal cell phones as they use with company phones. Excessive personal calls and/or texting during the workday can interfere with employee productivity and be distracting to others. Employees should restrict personal calls during work time. The company is not liable for the loss of personal cell phones brought into the workplace. Employees should not use hand held cell phones for business purposes while driving. Should an employee need to make a business call while driving, he s hould locate a lawfully designated area to park and make the call or use a hands

-free speaking device such as a speakerphone/ earpiece. 

### Internet**- Usage Policy**  Aztera ’s internal network is connected to the Internet. Everyone with computer access to the inte rnal network has the ability to access the Internet, including use of electronic mail and the World Wide Web. While the Internet is a great resource for our organization, it is the responsibility of each employee to use this resource responsibly and respectfully. It is assumed that the predominant use of these resources will be for work use, and that any

### Aztera	Employee	Manual 

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personal use of electronic mail or the World Wide Web will be limited; never a priority over work matters. If an employee is found spending excessive time on personal use of these resources, this privilege may be revoked for that employee and disciplinary action may be taken
. 

### Dress Code and Personal Appearance Please understand that you are expected to dress and groom yourself in accordance with accepted so cial and business standards, particularly if your job involves dealing with customers or visitors in person. Although it is not necessary to wear suits and formal business attire to the office on a daily basis, you are expected to be suitably attired and g roomed when representing Aztera at work or in other public situations . T
-Shirts are not acceptable and neither are torn, or overly faded jeans. 

### Drug**- Free Workplace Policy**  The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited in the Aztera workplace. Any Aztera employee determined to have violated this policy will be subject to disciplinary action for misconduct, whi ch action may include dismissal. No employee is to report to work while under the influence of illegal drugs. Violation of these policies by an employee will be reason for evaluation/treatment for a drug use disorder or for disciplinary action up to and in cluding dismissal. All Aztera employees will, as a condition of their employment, abide by the terms of this statement. In compliance with the Policy, Aztera requires that an employee notify the employer of any criminal drug statute conviction for a viola tion occurring in the workplace no later than five days after such conviction. In order to comply with federal law, Aztera must notify any federal contracting agency within 10 days of having received notice that an employee engaged in the performance of a federal contract or grant has had a criminal drug statute conviction for a violation occurring in the workplace. The employee must report any criminal drug convictions in the workplace to his/her supervisor within five days of the date of such conviction. Aztera will discipline any employee who is so convicted, or require the employee's satisfactory participation in a drug/alcohol abuse assistance or rehabilitation program within 30 days of notice of such conviction. Employees are required to sign the dru g-free workplace policy upon employment. 

### Drug**- Free Awareness Program**  **Dangers of Drug Abuse in the Workplace** Drug abuse in the workplace increases the risk of accidents, lowers productivity, raises insurance costs and reduces profits. It can cost you your job and cost you your life.

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**Available Drug Counseling, Rehabilitation and Employee Assistance Programs** Under the drug

-free awareness program, Aztera will provide information on available drug counseling, rehabilitation and employee assistance programs. 

### Av**ailable Assistance** American Council for Drug Education National Institute on Drug Abuse Office of National Drug Control Policy The American Counsel on Alcoholism The National Council on Alcoholism and Drug Dependence U.S. Department of Health and Human Services U.S. Department of Labor: Drug

- Free Workplace 

### Penalties Violation of these policies by an employee will be reason for evaluation/treatment for a drug use disorder or for disciplinary action up to and including dismissal. All Aztera employees will, as a condition of their employment, abide by the terms of this statement. Aztera will discipline any employee who is so convicted, or require the employee’s satisfactory participation in a drug/alcohol abuse assistanc e or rehabilitation program within 30 days of such conviction. 

### Expense Reimbursement To be reimbursed for all authorized expenses, you must submit an expense report accompanied by receipts. Both the items to be purchased and their costs must be pre approved by your supervisor. Please submit your expense report each week, as you incur authorized reimbursable expenses. In order for Aztera to keep records and accounting accurate and current, expense reports older than three (3) months may not be honored. If you are asked to conduct business using your personal vehicle, you will be reimbursed at a mileage rate as determined by Aztera
. 

### Personal Use of Aztera **Property** In some instances, employees may be allowed to borrow certain Aztera equipment for their own personal use. As an Aztera employee, you accept full responsibility for any and all liabilities for injuries or losses that occur, or for the malfunction of equipment. You are responsible for returning the equipment in good conditio n, and you agree that you are required to pay for any damages that occur while using the equipment for personal projects. 

### Telecommuting Policy Aztera’s aim is to have its employees perform their job in the most productive work environment possible. While you will normally be expected to work in the office,

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occasionally telecommuting may be approved by your supervisor. At times, specific jobs or tasks may be accomplished more productively by the use of flexible work arrangements such as telecommuting. Telecommuting is defined as an employment arrangement in which work delegated from the employee's supervisor is regularly scheduled and conducted during the employee's normal work hours from a remote location, such as their home. For some job titles, work may b e done at odd hours and not necessarily at any specific time of the day or night. 

### Workplace Violence Aztera has adopted a policy prohibiting workplace violence. Consistent with this policy, acts or threats of physical violence, including intimidation, harassment and/or coercion that involve or affect Aztera or that occur on Aztera property will not be tolerated. Acts or threats of violence include conduct that is sufficiently severe, offensive or intimidating to alter the employment conditions at Aztera , or to create a hostile, abusive or intimidating work environment for one or several employees.
Aztera ’s prohibition against threats and acts of violence applies to all persons involved in Aztera’s operation, including but not limited to personnel, contra ct, and temporary workers and anyone else on Aztera property. Violations of this policy by any individual on Aztera property will lead to disciplinary action, up to and including termination. Every employee is encouraged to report incidents of threats or acts of physical violence of which he/she is aware. The report should be made to your supervisor, the personnel manager or the director of administration. 

### Standards of Conduct By accepting employment with us, you have a responsibility to Aztera and to yo ur fellow employees to adhere to certain rules of behavior and conduct. The purpose of these rules is not to restrict your rights, but rather to be certain that you understand what conduct is expected and necessary. When each person is aware that she/he ca n fully depend upon fellow workers to follow the rules of conduct, our organization will be a better place to work for everyone. 

### Unacceptable Activities Generally speaking, we expect each person to act in a mature and responsible way at all times. If you have any questions concerning any work or safety rule, or any of the unacceptable activities listed below, please see your supervisor for an explanation. Note that the following list of unacceptable activities does not include all types of conduct that can result in disciplinary action, up to and including termination. Nothing in this list alters the at

-will nature of your employment.

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1. Violation of any company rule; any action that is detrimental to Aztera 's efforts to operate profitably. 2. Being intoxicated or under the influence of a controlled substance while at work; use, possession or sale of a controlled substance in any quantity while on compa ny premises, except medications prescribed by a physician which do not impair work performance. 3. Unauthorized possession of dangerous or illegal firearms, weapons or explosives on company property or while on duty. 4. Engaging in criminal conduct or acts of violence or making threats of violence; threatening, intimidating or coercing fellow employees or anyone on or off company premises or when representing Aztera
. 5. Theft or unauthorized possession of company property or the property of fellow emp loyees. 6. Dishonesty; falsification or misrepresentation on your application for employment or other work records; lying about illness for PTO purposes ; falsifying reasons for a leave of absence or other data requested by Aztera
. 7. Any act of harassm ent, sexual, racial or other; telling sexist or racist jokes; making racial or ethnic slurs. 8. Failure to report an absence, return from an approved leave of absence or vacation on date specified by Aztera without calling in, or failing to report to wor k or calling in for three (3) consecutive work days. 9. Obscene or abusive language toward any manager, employee or customer; indifference or rudeness toward a customer or fellow employee; any disorderly/antagonistic conduct on company premises. 10. Al teration of your own timesheet or records or attendance documents; altering another employee's records, or causing someone to alter your records. 

### Disciplinary Actions This Disciplinary Actions Policy applies to all regular employees who have completed the Introductory Period.

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This policy pertains to matters of conduct as well as an employee's competence. However, an employee who does not display satisfactory performance and accomplishment on the job may be dismissed, in certain cases, without resorting to the steps set forth in this policy. Under normal circumstances, managers are expected to follow the procedure outlined below. There may be particular situations, however, in which the seriousness of the offense justifies the omission of one or more of the steps in the procedure. Likewise, there may be times when Aztera may decide to repeat a disciplinary step. 

### Discipline Procedure Unacceptable behavior that does not lead to immediate dismissal may be dealt with in the following manner: 1. Oral reminder 2. Written warning 3. Second written warning plus disciplinary suspension 4. Termination To ensure that Aztera business is conducted properly and efficiently, you must conform to certain standards of attendance, conduct, work performance and other work rules and regulations. If a problem in these areas does arise, your manager will coach and counsel you in mutuall y developing an effective solution. If, however, you fail to respond to coaching or counseling, or an incident occurs requiring formal discipline, the following procedures occur. 

### Step One: Oral Reminder Your supervisor will meet with you to discuss the problem or violation, making sure that you understand the nature of the problem or violation and the expected remedy. The purpose of this conversation is to remind you of exactly what the rule or performance expectation is and also to remind you that it is your responsibility to meet Aztera 's expectations. You will be informed that the oral reminder is the first step of the discipline procedure. Your supervisor will fully document the oral reminder, which will remain in effect for three (3) months. Document ation of the incident will remain in the confidential department file and will not be placed in your personnel record, unless another disciplinary event occurs. 

### Step Two: Written Warning If your performance does not improve within the three (3) month peri od, or if you are again in violation of Aztera practices, rules or standards of conduct, your supervisor will discuss the problem with you, emphasizing the seriousness of the issue and the need for you to immediately remedy the problem. Your supervisor wil l advise you that you are now at the second formal level of disciplinary action. After the meeting your supervisor will write a memo to you summarizing the discussion and your agreement to change. A copy of the memo will be placed in your personnel file. T he written warning will remain in effect for

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three (3) months. 

### Step Three: **Second written warning plus disciplinary suspension** If your performance does not improve within the three (3) month period following the first Written Warning, or if you are again i n violation of Aztera practices, rules or standards of conduct, you will be given a second written warning and given a one day disciplinary suspension. This is the third and final step of Aztera 's disciplinary process. Employees on disciplinary suspension will spend the following day away from work deciding whether to commit to correcting the immediate problem and to conform to all of the company's practices, rules and standards of conduct, or to quit and terminate their employment with Aztera
. If your d ecision following the disciplinary suspension is to return to work and abide by Aztera practices, rules and standards of conduct, your supervisor will write a letter to you explaining your commitment and the consequences of failing to meet this commitment. You will be required to sign the letter to acknowledge receipt. A copy will be placed in your personnel file. You will be allowed to return to work with the understanding that if a positive change in behavior does not occur, or if another disciplinary p roblem occurs within the next three (3) months, you will be terminated. If you are unwilling to make such a commitment, you may either resign or be terminated. 

### Crisis Suspension If you commit any of the actions listed, or any other action not specified bu t similarly serious, you will be suspended without pay pending an investigation of the situation. Following the investigation you may be terminated without any previous disciplinary action having been taken. The provision of this disciplinary policy is n ot a guarantee of its use. Aztera reserves the right to terminate employment at any time, with or without reason. Additionally, Aztera reserves the right to prosecute any employee for any of the above infractions. 

### Entering and Leaving the Premises At the time you are hired, you will be advised about the proper entrances and exits for our employees. You will be given a key to enter Aztera offices. You are expected to return these keys upon ter mination of employment. 

### Security Maintaining the security of Aztera offices is every employee’ s responsibility. Develop habits

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that ensure security as a matter of course. For example: Always keep cash properly secured. If you are aware that cash is insecurely stored , immediately inform the person responsible
. Know the location of all alarms and fire extinguishers and familiarize yourself with the proper procedure for using them should the need arise. When you leave Aztera’s premises make sure that all entrances are properly locked and secured. 

### Smoking Smoking i s pe rmitted only outside Aztera ‘s premises in accordance with local, state and federal laws and ordinances.

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**Leaving Aztera**  **Separation of Employment Termination**  Aztera operates under the principle of at

-will employment. This means that neither you nor Aztera has entered into a contract regarding the duration of your employment. You are free to terminate your employment with Aztera at any time. Likewise, Aztera has the right to terminate your employment, or otherwise discipline, transfer or demote you at any time. Aztera expects support staff to give at least two (2) weeks notice in the event of resignation. Executive
- level employees are expected to give at lea st four (4) weeks notice. If any a ccrued but unused paid time off is to be paid out, this will take place at the time of employment termination based on the current accrual/pay

-out policy
. Aztera will consider you to have voluntarily terminated your employment if you do any of the following: 1. Resign from Aztera ; 2. Fail to notify your supervisor you will not return from an approved leave of absence on the date specified by Aztera ; 3. Fail to report to work or call in for three (3) or more consecutive work days. You may be terminated for poor performance, misconduct, excessive absences, tardiness, discrimination, harassment or other violations of Aztera policies. 

### Insurance Conversion Privileges According to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985, in the event of your termination of employment with Aztera or loss of eligibility to remain covered under our group health insurance program, you and your eligible dependents may have the right to continued coverage under o ur health insurance program for a limited period of time at your own expense. At your exit interview or upon termination, you will learn how you can continue your insurance coverage and any other benefits you currently have as an employee who is eligible for continuation. Consult your supervisor for additional details. 

### Exit Interviews In a termination situation, Aztera management would like to conduct an exit interview to discuss your reasons for leaving and any other impressions that you may have about Aztera
. During the exit interview, you can provide insights into areas for improvement that Aztera can make. Every attempt will be made to keep all information confidential.

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**Return of Aztera**  **Property** Any Aztera property issued to you, such as computer equipment, keys, or company credit cards must be returned to Aztera at the time of your exit interview. You will be responsible for any lost or damaged items. The value of any property issued and not returned may b e deducted from your paycheck. 

### Organize Files It is crucial to the operation of the department and organization that your computer and paper files are organized in an easily navigable manner. Prior to your depart ure fromAztera you are expected to clean ou t and organize both your computer and paper files so that your replacement or anyone else at Aztera can easily find what they need. It is preferred that you spend time with your replacement, or someone else in your department, explaining how these are orga nized and where certain files are located.
 Organize computer files and delete unnecessary files from your computer and the shared drives
 Show replacement how to navigate through department computer files
 Delete all personal and unnecessary computer files
 Show replacement where specific department files are located on your computer and the shared drives
 Organize paper files
 Show replacement where to locate specific files

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**Appendix I: Drug** **- Free Workplace Policy**  **Purpose and Goal** Aztera is committed to protecting the safety, health and well being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug

-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug

-free environment. This organization encourages employees to voluntarily seek help with drug and alcohol problems. 

### Covered Workers Any individual who conducts business for the organization, is applying for a position or is conducting business on the organization's property is covered by our drug

-free workplace policy. Our policy includes, but is not limited to full

-time employees, part

time employees, off

- site employees and interns. 

### Applicab **ility** Our drug

-free workplace policy is intended to apply whenever anyone is representing or conducting business for the organization. Therefore, this policy applies during all working hours. 

### Prohibited Behavior It is a violation of our drug

-free workplace policy to use, possess, sell, trade, and/or offer for sale, illegal drugs, controlled substances or other intoxicants. 

### Notification of Convictions Any employee who is convicted of a criminal drug violation in the workplace must notify the organization in writing within five calendar days of the conviction. The organization will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriate. 

### Searches Entering the organization's property constitutes con sent to searches and inspections. If an individual is suspected of violating the drug

-free workplace policy, he or she may be asked to submit to a search or inspection at any time. Searches can be conducted of desks and work stations and vehicles and equip ment.

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**Consequences** One of the goals of our drug

-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious. In the case of applic ants, if he or she violates the drug

-free workplace policy, the offer of employment can be withdrawn. The applicant may reapply after one year and must successfully pass a pre

-employment drug test. If an employee violates the policy, he or she may be termi nated from employment. 

### Return **- to** **- Work Agreements**  Following a violation of the drug

-free workplace policy, an employee may be offered an opportunity to participate in rehabilitation. In such cases, the employee must sign and abide by the terms set forth in a Return
-to-Work Agreement as a condition of continued employment. 

### Assistance Aztera recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our drug

-free workplace policy:

 

### Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.

 

### Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.

 

### Ensures the availability of a current list of qualified community professionals.

 

### Allows the use of accrued paid leave while seeking treatment for alcohol and other drug problems. Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee. 

### Confident **iality** All information received by the organization through the drug

-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies. 

### Shared Responsibility A safe and productive drug

-free workplace is achieved through cooperation and shared

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responsibility. Both employees and management have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on

- or off

- duty use of alcohol or other drugs. In addition, employees are encouraged to:

 

### Be concerned about working in a safe environment.

 

### Support fellow workers in seeking help.

 

### Report dangerous behavior to their supervisor. It is the supervisor's responsibility to:

 

### Inform employees of the drug

-free workplace policy.

 

### Observe employee performance.

 

### Document negative changes and problems in performance.

 

### Counsel employees as to expected performance improvement.

 

### Clearly state consequences of policy violations. 

### Communication Communicating our drug

-free workplace policy to both supervisors and employees is critical to our success. To ensure all employees are aware of their role in supporting our drug

-free workplace program:

 

### All employees will receive a written copy of the policy.

 

### The policy will be reviewed in orientation sessions with new employees.

 

### The policy and assistance programs will be reviewed at safety meetings.

 

### Posters and brochures will be available at all locations.

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**Appendix II :**  **Organizational Chart**

President and CEO

Business Development Manager Business

Manager

Office assistant Director	of Engineering

Electrical Engineering Dept. Software

Engineering Dept. Mechanical

Engineering Dept. Optical

Engineering Dept.