December, 2019

EMPLOYMENT POLICY GUIDE

Canadian Employee Guide

TABLE OF CONTENTS Page

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WHO WE ARE .......................................................................................................................................... 1

Deringer Overview ............................................................................................................................................ 1

Corporate & Social Responsibility .................................................................................................................. 1

Green Initiative .................................................................................................................................................. 2

Sustainability ....................................................................................................................................................... 2

Deringer’s Guiding Principles .......................................................................................................................... 2

Core Values ........................................................................................................................................................ 3

Customer Service Pledge ................................................................................................................................ 3

Accountability Value Statement ................................................................................................................... 3

GOVERNING LAWS ................................................................................................................................ 4

Equal Employment Opportunity ..................................................................................................................... 4

Canadian Human Rights Commission and Americans with Disabilities Act Amendment Act (ADA AA) ............................................................................................................................ 4

Harassment and Discrimination Statement .................................................................................................. 5

What is Unlawful Harassment? .......................................................................................................... 5

What is Unlawful Sexual Harassment? ............................................................................................. 6

Discrimination, Harassment and Sexual Harassment Complaint Procedure ........................... 6

EMPLOYMENT PRACTICES ...................................................................................................................... 8

Employee Classifications ................................................................................................................................. 8

Full-Time Regular .................................................................................................................................. 8

Part-Time Regular ................................................................................................................................. 8

Exempt ................................................................................................................................................... 8

Non-exempt .......................................................................................................................................... 8

Hours of Work ..................................................................................................................................................... 8

Flexible Work Schedules ................................................................................................................................... 8

Attendance Policy ............................................................................................................................................ 9

Conflicts of Interest ......................................................................................................................................... 10

Outside Employment ........................................................................................................................ 10

Hiring Relatives ................................................................................................................................... 11

Residing with Someone Who Works for a Competitor ............................................................... 11

Confidentiality .................................................................................................................................................. 11

Career Opportunities ...................................................................................................................................... 11

Resumes/Employment Applications ............................................................................................................ 12

WHILE YOU ARE AT WORK .................................................................................................................... 13

Dress Code ....................................................................................................................................................... 13

Name Tags .......................................................................................................................................... 13

Attire for Warehouse Floor Employees........................................................................................... 13

Attire for Sales and Customer Service Calls ................................................................................. 13

Smoke Free Workplace .................................................................................................................................. 13

TABLE OF CONTENTS Page

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Training .............................................................................................................................................................. 14

Technology Resources ................................................................................................................................... 14

Telephones/Mobile Devices .......................................................................................................................... 14

Right to Conduct Searches ........................................................................................................................... 15

Emergency Closings ....................................................................................................................................... 16

Lactation Breaks .............................................................................................................................................. 16

Drug and Alcohol Use .................................................................................................................................... 16

Safety and Security ......................................................................................................................................... 17

Weapons and Dangerous Materials ........................................................................................................... 17

Solicitation ........................................................................................................................................................ 17

Bulletin Boards .................................................................................................................................................. 17

Whistleblower Protection ............................................................................................................................... 17

EMPLOYEE BENEFIT PROGRAMS ........................................................................................................... 21

Benefits .............................................................................................................................................................. 21

Employee Assistance Program (EAP) .......................................................................................................... 21

Adoption Benefits ............................................................................................................................................ 21

Wellness Program ............................................................................................................................................ 23

Retirement Benefits ......................................................................................................................................... 23

Professional Development ............................................................................................................................. 23

Tuition Reimbursement ..................................................................................................................... 23

Work Related Injuries....................................................................................................................................... 23

TIME AWAY FROM WORK ..................................................................................................................... 25

Paid Time Off .................................................................................................................................................... 25

Vacation Time .................................................................................................................................... 25

Personal Time ...................................................................................................................................... 25

Sick Time .............................................................................................................................................. 25

Sick Time Reward Program .............................................................................................................. 25

Bereavement Leave ......................................................................................................................... 26

Jury Duty .............................................................................................................................................. 26

Giving Back ......................................................................................................................................... 26

Medical, Family Medical, Personal Emergency, Pregnancy and Parental Leave, and

Military leave protection under the law ........................................................................................ 26

ACKNOWLEDGEMENT RECEIPT ............................................................................................................ 28

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WHO WE ARE

Deringer Overview

A.N. Deringer, Inc. was founded by Alfred Neel Deringer in 1919. Today, Deringer

continues to thrive as a privately held corporation offering a broad range of

services needed by companies conducting trade around the world. Deringer’s

service offering includes US and Canadian Customs brokerage, international freight

forwarding, domestic and international transportation, warehousing and

distribution, meat inspection, cargo insurance, and consulting. Staying true to its

heritage, Deringer operates under the same set of values and ethics on which its

business was founded over 95 years ago.

About Deringer

As one of the largest, privately held Customs brokers in North America, Deringer

employs more than 450 professionals and knowledgeable support employees. Over

half of Deringer’s staff are professionally licensed as US or Canadian Customs

Brokers or carry other specialized certifications. Our colleagues’ commitment to

service excellence and integrity is an important distinction within the industry, a

distinction that makes us extremely proud.

With collegues in over 25 US states and 5 Canadian provinces, our offices are located

from coast-to-coast along the northern border and at most major air and vessel ports.

Deringer’s national Customs brokerage permit and agent relationships across the globe

enable us to facilitate the clearance and movement of goods through any port of

entry and to thousands of points around the world.

Our commitment to service excellence permeates all aspects of the Deringer

culture. We have deep roots in the formation of new trade regulations and a strict

adherence to compliance. The key differentiating point that distinguishes Deringer

from every other competitor is our ability to be flexible in our solution development

process, our expertise, and our service-first mindset.

Deringer sincerely values its employees and celebrates staff with long years of

service--with many import, export, distribution and transportation staff members

retiring after 25 years or longer. Providing a friendly and family-oriented work

environment, Deringer has a long history of contributing to charities and

participating in the community.

Corporate & Social Responsibility

As a leader in its industry, Deringer operates with ethical principles reinforcing actions

designed to better the lives of its stakeholders and our extended community. Deringer’s

purpose includes a responsibility to social and environmental betterment. Through

corporate donations, encouraging and supporting employees to donat their time,

employee wellness and benefit programs, and environmentally-friendly initiatives,

Deringer demonstrates this long-standing commitment.

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Deringer’s corporate culture includes principles that embrace accountability and strive

for long-term growth. The company’s corporate responsibility touches every

department and operational center. It includes moral, prudent, and just applications in

our recruitment and retention practices, risk management strategies, vendor and

customer partnerships, community interaction, and how we approach the work we do

on behalf of our customers.

Commitment to Diversity & Inclusion

At Deringer, we strive to maintain a culture of respect, where inclusiveness is our way of

life. We foster a deep sense of pride, passion and belonging that transcends any role,

business unit, language or location; and is unified in our shared commitment to

excellence, accountability and social responsibility. We know through our own

experience that different perspectives, ideas and backgrounds lead to more

innovative solutions and increase our collective expertise, within and beyond our

industry. To support an inclusive environment, where employees feel empowered to

share their experiences and ideas, we commit to ensuring equal opportunities in

employment and career growth to all of our potential and current employees, with

respect to and inclusion of all differentiating factors.

Green Initiative

Deringer supports charitable organizations, but also strives to lessen its environmental

footprint. Deringer encourages electronic processing in lieu of paper copies and urges

our customer partners to use our technology solutions whenever possible. These

technologies include electronic entry processing via EDI or Deringer’s suite of online

tools, as well as electronic billing options. Additionally, many Deringer customer service

centers recycle paper and waste, provide water coolers instead of bottled water, and

periodically undergo energy audits.

Sustainability

Deringer’s management philosophy is dedicated to corporate sustainability,

meaning our business strategy plans for long-term growth and profitability. As a risk

averse company, Deringer obeys the laws of the countries with which we do

business. However, sustainability reaches beyond legal and regulatory compliance.

Staffing decisions ensure the right talent is retained and succession planning occurs

with a forward-looking vision to the shifting requirements of the company and the

industry.

Deringer reduces costs wherever possible, while maintaining our value-added

devotion to customers and employees. Beyond the workforce, Deringer maintains

its physical and technological infrastructure with vigilance, safeguarding against

harm and positioning for long-term growth.

Deringer’s Guiding Principles

Deringer’s Guiding Principles, and specifically our Core Values, punctuate the

company’s vision, including our commitment to providing service excellence. This

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means providing 3PL services with accuracy, efficiency, communication, and a

value promise to achieve mutually beneficial partnerships. Deringer’s promise of

service and compliance correspond with long-standing foundations in the trade

community which have granted Deringer the stability necessary to continue offering

successful partnerships.

Core Values

At the heart of the people of Deringer is the desire to demonstrate to our clients,

colleagues, communities, and company. . .

Passion for our clients, our industry, communities and the fine company we

represent,

Respect which is felt and seen through our communications and daily

interactions,

Integrity which is seen through our honesty, advocacy, and willingness to be

forthcoming,

Expertise due to our culture of compliance, learning and commitment to “doing

it right the first time”,

Innovative solutions as we strive to “find the yes,” be flexible or provide

alternative recommendations,

Relationships that are based on our personal commitments to each other,

Support of those who help our neighbors and communities,

Determination as we are willing to challenge ideas, take additional responsibility,

and make tough decisions,

Value as our collective and collaborative contributions ensure wellbeing and

success, and a

High Level of Accountability from ourselves and to our colleagues, the company

and our valued clients.

If you have questions about your role in supporting and acting in accordance with

Deringer Core Values, you can seek the guidance of your Manager, the HR Director, a

member of the Leadership Team, or the designated Compliance Officer.

Customer Service Pledge

Deringer’s customers are the first priority. We offer exceptional customer service by

consistently providing timely, high quality results that meet or exceed expectations. The

corporate culture is based on integrity, professionalism, mutual respect, and

trust. External and internal customers, partners, and government agencies receive

prompt and personalized solutions to their inquiries from knowledgeable Deringer team

members. All employees proactively bring customers innovative, creative, and

customized solutions to fulfill their international logistics needs. We strive to ensure

customers know they are valued, appreciated, and are considered part of the Deringer

family.

Accountability Value Statement

Each individual understands the results or outcomes he/she is responsible for and,

concurrently, understands the roles and responsibilities of other individuals within the

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Deringer organization. Each individual does whatever necessary (within reason and

legal constraints) to achieve those results and does not accept mediocrity from

themselves or their peers.

GOVERNING LAWS

Deringer is committed to an environment in which integrity underlies all relationships;

those with our customers, our vendors, our communities and our employees. We apply

the highest standards of ethical business conduct to all that we do. As such, we go to

great lengths to be informed of and follow all provincial and federal employment laws.

Equal Employment Opportunity

Deringer provides equal employment opportunities (EEO) to all employees and

applicants for employment without regard to race, color, religion, sex, pregnancy,

national origin, age, disability, genetic information, sexual orientation, gender

identification or any other legally protected status. In addition to federal law

requirements, Deringer complies with applicable provincial, state and local laws

governing nondiscrimination in employment. This policy applies to all terms and

conditions of employment, including recruiting, hiring, placement, promotion,

termination, layoff, recall, transfer, leave of absence, compensation and training.

Equal employment opportunity notices are posted as required by law. These notices

summarize the rights of employees to equal opportunity in employment and list the

names and addresses of various government agencies that may be contacted in the

event that any employee believes he or she has been discriminated against.

While our management team is primarily responsible for seeing that our equal

employment opportunity policies are implemented, all employees share in the

responsibility for assuring that by their personal behaviors and actions the policies are

followed. As we strive to create a respectful environment for all employees, any

employee responsible for or involved in discriminatory practices or actions will be

subject to disciplinary action up to and including termination.

Canadian Human Rights Commission and Americans with Disabilities Act Amendment

Act (ADA AA)

Deringer complies with the Canadian Human Rights Commission and the Americans

with Disabilities Act Amendment Act (ADA AA). We will not discriminate against any

qualified employee or job applicant with respect to application procedures, hiring,

advancement, discharge, compensation, training or other terms, conditions and

privileges of employment because of a person’s physical or mental disability. We will

also consider reasonable accommodations whenever possible for all employees and

applicants with disabilities. However, in all cases, an individual must be otherwise

qualified to safely and effectively perform the essential functions and assignments

related to the job and any accommodations made must not impose an undue

hardship on the company, in conformance with provincial, state and federal laws.

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Harassment and Discrimination Statement

Deringer is committed to maintaining a professional work environment that requires the

highest standard of personal conduct. In keeping with this commitment, Deringer will

not tolerate unlawful harassment of our employees by anyone.

What is Unlawful Harassment?

Harassment is a form of employment discrimination that violates statutes set fort by the

Canadian Human Rights commission and Title VII of the Civil Rights Act of 1964, the Age

Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities

Act of 1990, (ADA).

Harassment is unwelcome conduct that is based on race, color, religion, sex,

pregnancy, national origin, age, disability, genetic information, sexual orientation, and

gender identification or any other legally protected status. Harassment becomes

unlawful where 1) enduring the offensive conduct becomes a condition of continued

employment, or 2) the conduct creates a work environment that a reasonable person

would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit

harassment against individuals in retaliation for filing a discrimination charge, testifying,

or participating in any way in an investigation, proceeding, or lawsuit under these laws;

or opposing employment practices that they reasonably believe discriminate against

individuals, in violation of these laws.

Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to

the level of illegality. To be unlawful, the conduct must create a work environment that

would be intimidating, hostile, or offensive to reasonable people.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or

name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-

downs, offensive objects or pictures, and interference with work performance.

Harassment can occur in a variety of circumstances, including, but not limited to, the

following:

The harasser can be the victim's supervisor, a supervisor in another area, an

agent of the employer, a co-worker, or a non-employee.

The victim does not have to be the person harassed, but can be anyone

affected by the offensive conduct.

Unlawful harassment may occur without economic injury to, or discharge of, the

victim.

Prevention is the best tool to eliminate harassment in the workplace. Employees are

encouraged to inform the harasser directly that the conduct is unwelcome and must

stop. Employees should also report harassment to management at an early stage to

prevent its escalation.

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What is Unlawful Sexual Harassment? Unlawful sexual harassment is a form of harassment characterized by unwelcome

sexual advances, requests for sexual favors and other verbal or physical conduct of a

sexual nature when: submission to such conduct is made either explicitly or implicitly a

term or condition of employment; submission to or rejection of such conduct by an

employee is used as a component of the basis for employment related decisions

affecting that employee; or the conduct has the purpose or effect of substantially

interfering with an employee’s work performance; or has the purpose or effect of

creating an intimidating, hostile, or offensive work environment.

There are two types of sexual harassment:

“Quid pro quo” harassment, where submission to harassment is used as the basis for

employment decisions. Employee benefits such as raises, promotions and better

working hours are directly linked to compliance with sexual advances. Therefore,

only someone in a supervisory capacity (with the authority to grant such benefits)

can engage in quid pro quo harassment.

“Hostile work environment,” where the harassment creates an offensive and

unpleasant working environment. A hostile work environment can be created by

anyone in the work environment, whether it be supervisors, other employees or

customers. Hostile environment harassment consists of verbiage of a sexual nature,

unwelcome sexual materials or even unwelcome physical contact as a regular part

of the work environment. Texts, e-mails, cartoons or posters of a sexual nature;

vulgar or lewd comments or jokes; or unwanted touching or fondling all fall into this

category.

Unlawful sexual harassment may occur regardless of the genders of the employees

involved. Harassment by an employee that occurs off-duty and off-premises which falls

within the above definitions and which affects the work environment as described

above may also be considered harassment prohibited by this policy.

Retaliation for an employee’s having filed a good faith complaint or having

participated in an investigation of a complaint of harassment or discrimination is

unlawful, is strictly prohibited, and will be considered a violation of this policy.

Any employee who violates this policy may face disciplinary action up to and including

termination.

Discrimination, Harassment and Sexual Harassment Complaint Procedure

Any employee who experiences conduct of the sort described in and prohibited by

Deringer’s policy against discrimination, harassment and sexual harassment, or who

believes that he or she is being or has been subjected to any form of retaliation for

having made a complaint or having participated in an investigation, should

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immediately bring the matter to the attention of their manager or supervisor. If the

employee does not feel comfortable bringing the matter to the attention of their

manager or supervisor, the employee should immediately communicate with the HR

Director. Employees are also encouraged to provide feedback directly to one another

if they find behavior offensive. It is the primary responsibility of the person who feels

harassed, discriminated or retaliated against to bring these concerns to Deringer’s

attention, but co-workers are also encouraged, and managers and supervisors are

required to report incidents or patterns of prohibited harassment, discrimination or

retaliation appropriately.

Employees should be assured that Deringer will investigate their concerns promptly, that

appropriate corrective action will be taken, and they will not suffer retaliation as a result

of making a good faith complaint of discrimination, harassment, sexual harassment, or

related retaliation.

Employment Eligibility Verification

Employees, who are not Canadian citizens, must be eligible to work in Canada and

remain in compliance with the applicable Canadian Immigration legislation.

Felony Convictions

Due to the nature of our business we are restricted in our ability to employ anyone with

a felony conviction. U.S. Customs Regulation 111.53(e) prohibits us from employing any

person who has been convicted of a felony without the written approval of the

Commissioner of Customs.

If, during your employment, you’re convicted of a felony, it is your responsibility to

immediately notify your manager, as well as the HR Director. A felony conviction,

during employment, may affect your employment status with us.

Employment Screening

Due to the sensitive nature of our business, during the course of screening our

employees, we may ask certain questions pertaining to past convictions in relation to

criminal offences. However, we only do so in complete compliance with all applicable

human rights legislation.

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EMPLOYMENT PRACTICES

Employee Classifications

Full-Time Regular (FTR) employees are those who are regularly scheduled to work 40

hours per week. Our FTR employees are eligible for participation in our employee

benefit programs.

Part-Time Regular (PTR) employees are those who are regularly scheduled to work an

average of 25 hours or less per week. Our PTR employees are not eligible for most of our

employee benefit programs. Please review the part-time employee benefit sheet for

specific benefit options.

Employees are also classified as either:

Exempt: Employees who perform management functions or are designated

professional employees as defined under the applicable provincial employment

standards legislation or are otherwise exempt under such legislation. Exempt employees

are not eligible for overtime pay. In many jurisdictions, sales people are also exempt

and not eligible to receive overtime pay. While exempt employees are paid to "get the

job done," it is an expectation that their responsibilities will require a minimum of 40

hours per week. As the company's success is dependent upon everyone's full

contribution, please notify your supervisor when additional time is available to further

help your colleagues achieve our goals.

Non-exempt: Employees who are not management/supervisor, professional or

otherwise exempt within the definitions of applicable employment standards legislation

and who are paid on an hourly basis. Non-exempt employees are eligible for overtime

pay in accordance with applicable employment standards legislation.

Hours of Work

Each of our Customer Service Centers and Operations Support Centers have unique

customer service needs which results in different hours of work for different locations.

For example, some of our locations are open Monday through Friday with normal

business hours of 8:00 a.m. to 5:00 p.m., while other locations operate on a 24 / 7 work

schedule.

Flexible Work Schedules

We recognize that you have a busy life outside of work. As noted in our Hours of Work

section, each of our Customer Service Centers and Operations Support Centers have

unique customer service needs. Because of this, the availability of flexible work

schedules is determined locally.

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Attendance Policy

The continued success of the Deringer team is completely dependent upon the

dedication and hard work of the people who work here. For the success of everyone

within our organization and to fulfill our duties to our customers, it is important for each

employee to be present and productive.

Punctual and regular attendance is an essential responsibility of each employee at

Deringer. Employees are expected to report to work as scheduled, be responsive, on

time and prepared to start working. Employees also are expected to remain at work for

their entire work schedule. Late arrival, early departure (including during break periods)

or other absences from scheduled hours are disruptive and are to be avoided.

This policy does not apply to absences covered by provincial or national leave

regulations. Please contact Human Resources for information related to requesting a

leave of absence due to personal illness or disability, or the illness or disability of a

dependent family member.

Absence from Work

"Absence" is defined as the failure of an employee to report for work when he or she is

scheduled to work. The two types of absences are defined below:

Excused absence occurs when all the following conditions are met:

The employee provides to his or her supervisor sufficient notice, at least 48

hours in advance of the absence, and is approved.

The absence request is approved in advance by the employee's

supervisor.

The employee has sufficient sick time or personal time to cover the

absence and the employee’s manager is notified at least one hour prior

to the start time of the employee’s shift.

Unexcused absence occurs when any of the above conditions are not met. If it is

necessary for an employee to be absent or late for work because of an illness or an

emergency, the employee must notify his or her supervisor no later than the employee's

scheduled starting time on that same day.

An unexcused absence counts as one occurrence for the purposes of discipline under

this policy.

Employees with three or more consecutive days of excused absences because of illness

or injury must give Deringer proof of physician's care and a fitness for duty release prior

to returning to work. Absences related to illness, injury or care of a dependent family

member may be subject to coverage under provincial, federal, or our leave of

absence policies. Please see our Time Away From Work section of this guide.

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Disciplinary Action

Patterned or excessive absenteeism will result in disciplinary action, up to and including

termination.

Job Abandonment – No Call/No Show

Any employee who fails to report to work without notifying their supervisor will have a

recorded unexcused no call/no show absence. Any employee who fails to report to

work without notifying their supervisor for a period of three days or more, who does not

make contact with their supervisor, will be considered to have abandoned their job

and will be terminated from employment.

Conflicts of Interest

There are a variety of situations which may arise, that without good communication,

have the potential to create a conflict of interest. Because we strongly believe good

communication is a key to avoiding this, we wanted to highlight a few areas in

particular.

Outside Employment

We understand that many of you have other jobs and fully support this decision as long

as it does not create a conflict with your job at Deringer.

While you are on any approved leave of absence from Deringer, you may not be

engaged in any other employment. A leave of absence is any paid and/or unpaid

time, including sick time, short-term disability, long-term disability, workers

compensation, FMLA, Deringer Family Leave, etc.

Gifts, Gratuities and Business Courtesies

Deringer is committed to competing solely on the merit of our products and services.

We should avoid any actions that create a perception that favorable treatment of

outside entities by Deringer was sought, received or given in exchange for personal

business courtesies. Business courtesies include gifts, gratuities, meals, refreshments,

entertainment or other benefits from persons or companies with whom Deringer does or

may do business. We will neither give nor accept business courtesies that constitute, or

could reasonably be perceived as constituting, unfair business inducements that would

violate law, regulation or policies of Deringer or customers, or would cause

embarrassment or reflect negatively on Deringer’s reputation.

Accepting Business Courtesies

Most business courtesies offered to us in the course of our employment are offered

because of our positions at Deringer. We should not feel any entitlement to accept and

keep a business courtesy. Although we may not use our position at Deringer to obtain

business courtesies, and we must never ask for them, we may accept unsolicited

business courtesies that promote successful working relationships and good will with the

firms that Deringer maintains or may establish a business relationship with.

Employees who award contracts or who can influence the allocation of business, who

create specifications that result in the placement of business or who participate in

negotiation of contracts must be particularly careful to avoid actions that create the

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appearance of favoritism or that may adversely affect the company’s reputation for

impartiality and fair dealing. The prudent course is to refuse a courtesy from a supplier

when Deringer is involved in choosing or reconfirming a supplier or under circumstances

that would create an impression that offering courtesies is the way to obtain Deringer

business.

Hiring Relatives

We are a family-owned company. We believe in and value a sense of family amongst

our employees. Yet, we also recognize that employing relatives within the same area

of the organization may cause difficulties and could create the perception of favoritism

and affect employee morale. If a family member does report, directly or indirectly, to

another family member, please notify HR. If your status/relationship changes while

employed at Deringer that places you in this situation, we ask that you reach out to HR.

Residing with Someone Who Works for a Competitor

We recognize that an employee who resides with someone who works for a competitor

may cause difficulties and could create the opportunity for a conflict of interest.

Because of this, it is our practice to not employ anyone who resides with someone who

works for a competitor.

If, during your employment, you begin residing with someone who works for one of our

competitors, it is your responsibility to immediately notify your manager and the HR

Director. Any exceptions to this policy will be at the discretion of the President or an

officer of the company.

Confidentiality

During the regular course of your work day, each of you will come into contact with

information considered to be business confidential or proprietary in nature. This

information is not to be shared or distributed outside of the company and is to be

shared internally only when business requires.

Examples of such business confidential or proprietary information include, but are not

limited to, the following:

1. Customer lists, data, and other confidential information about Deringer’s

relationship with its customers;

2. Personal and confidential employee information, such as personal medical

information and personal identifying information (such as social security

numbers);

3. Confidential financial information related to company operations and planning;

4. Deringer trade secrets, business plans and confidential technology resources.

Career Opportunities

We believe we have the best employees in the industry. Because of this, we also

believe in promoting from within whenever possible. To that end, we have an

internal job posting program alerting employees to career opportunities that may

be available. Internal applicants should apply within one week from initial posting

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date. In addition to posting our career opportunities internally, we also use external

advertising tools.

We also believe in hiring the very best person for each position. With this in mind, not all

positions are filled through our internal job posting program.

Resumes/Employment Applications

We rely on the accuracy of the information provided by you in your

resume/employment application, as well as the accuracy of the information you

provide throughout the hiring process.

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WHILE YOU ARE AT WORK

Dress Code

Because of the nature of our people-oriented business, everyone is expected to present

the professional image we wish to portray to our customers and our communities. You

contribute personally to this by your dress and grooming.

We have a business casual dress policy. The important thing to remember with this

policy is to use your good judgment in choosing attire you expect to wear to the office,

in light of our desire to maintain a professional image. All clothing and footwear is to be

neat and clean.

If you come to work inappropriately dressed, you will be asked to go home to change.

We make reasonable accommodations for dress or grooming necessitated by an

employee’s religion, ethnicity or disabilities.

Name Tags

We are proud of our active compliance with C-TPAT. One simple way for you to help

with maintaining our active compliance is by wearing your Deringer issued nametag

whenever you are at any of our facilities. Ask for a temporary badge if yours is left at

home or has been misplaced.

Attire for Warehouse Floor Employees

In some locations, we provide uniforms for our Full-Time Regular warehouse floor

employees. In addition, in order to maintain OSHA safety standards, steel-toed boots or

shoes are required.

In those warehouse locations where a uniform is not provided, we defer to your good

judgment to make sure your jeans and shirts are clean and well-presented. If you come

to work inappropriately dressed, you will be asked to go home to change. In addition,

in order to maintain OSHA safety standards, steel-toed boots or shoes are required.

Attire for Sales and Customer Service Calls

If you are attending or performing customer service calls, you are expected to wear

business attire.

If in doubt about what to wear for those occasions where you may be making multiple

stops, you should dress to the most formal policy. Remember, you can always remove

a jacket and/or a sweater or tie for a more casual look.

Smoke Free Workplace

For your health and the health of all Deringer employees and customers, as well as in

accordance with many provincial laws, smoking is not allowed within any Deringer

facility or on any associated property. This policy also prohibits the use of tobacco

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products within any Deringer facility or on any associated property. Tobacco products

includes cigarettes, clove cigarettes, e-cigarettes, cigars, pipes, chewing tobacco and

snuff. This applies to everyone, including visitors and vendors.

Training

In order to support the success of our employees, we offer many training programs

and opportunities. All new employees will attend a new hire orientation session, as

well as learn more about their new positions through on-the-job training. Deringer

also offers a training repository where all of our training programs are housed.

Technology Resources

We provide various technology resources to assist you in performing your work for us.

Everyone has a responsibility to use our technology resources in a manner that

increases productivity, enhances our public image, maintains security, and is respectful

of others.

Each of our employees must sign a Technology Resources Policy upon hire as well as

periodically as requested. Failure to follow policies regarding our technology resources

may lead to disciplinary measures, up to and including termination.

Telephones/Mobile Devices

Part of providing excellent customer service is answering the phone in a courteous and

professional manner; remember they cannot see you, they can only hear you. The

recommended Deringer greeting goes something like this, “Good morning, A. N.

Deringer, this is Sally, how may I help you?” We also ask that you ensure the person you

are transferring the call to is available so our clients are not “bounced around.”

Because the phone is our primary communication with our customers, we ask that you

limit your personal calls and keep them brief.

We understand many of you carry personal mobile devices while at work, and we

recognize that you may use them while you are at work. We do, however, need to

ensure that the use of your personal mobile device does not create a disruption or

distract you from your work. While at work, your personal communications should be

kept to a minimum and be brief.

When it comes to using mobile devices while driving for Deringer business, we want

everyone to be safe. Because of this, we want to remind you of the importance of not

becoming distracted while you are driving. You should adhere to all federal, provincial

and local rules and regulations relating to the use of mobile devices while driving. And,

if you need to make a business call while driving for business purposes, please pull over

and stop your vehicle. Please do not use your laptop or phone while driving. Again,

your safety is of the utmost importance to us.

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Right to Conduct Searches

Deringer reserves the right to conduct searches to monitor compliance with rules

concerning safety of employees, security of company and individual property, drugs

and alcohol, and possession of other prohibited items. “Prohibited items” includes illegal

drugs, alcoholic beverages, prescription drugs or medications not used or possessed in

compliance with a current valid prescription, weapons, any items of an obscene,

pornographic or violent nature, and any property in the possession or control of an

employee who does not have authorization from the owner of such property to possess

or control the property. “Control” means knowing where a particular item is, having

placed an item where it is currently located, or having any influence over its continued

placement. In addition to Deringer premises, Deringer may search employees, their

work areas, lockers, personal vehicles if driven or parked on company property, and

other personal items such as bags, purses, briefcases, backpacks, lunch boxes, and

other containers. In requesting a search, Deringer is by no means accusing anyone of

theft, some other crime, or any other variety of improper conduct.

There is no general or specific expectation of privacy in the workplace of Deringer,

either on the premises of Deringer or while on duty. In general, employees should

assume that what they do while on duty or on the company premises is not private. All

employees and all of the areas listed above are subject to search at any time; if an

employee uses a locker or other storage area at work, including a locking desk drawer

or locking cabinet, Deringer will either furnish the lock and keep a copy of the key or

combination, or else allow the employee to furnish a personal lock, but the employee

must give the company a copy of the key or combination. The areas in question may

be searched at any time, with or without the employee being present. As a general

rule, with the exception of items relating to personal hygiene or health, no employee

should bring or store personal property at work that he or she would not be prepared to

show and possibly turn over to Deringer management and/or law enforcement

authorities.

All employees of Deringer are subject to this policy. However, any given search may be

restricted to one or more specific individuals, depending upon the situation. Searches

may be done on a random basis or based upon reasonable suspicion. “Reasonable

suspicion” means circumstances suggesting to a reasonable person that one or more

individuals may be in possession of a prohibited item as defined above. Any search

under this policy will be done in a manner protecting employees’ privacy,

confidentiality, and personal dignity to the greatest extent possible.

No employee will ever be physically forced to submit to a search. However, an

employee who refuses to submit to a search request from Deringer will face disciplinary

action, up to and possibly including immediate termination of employment.

All searches of person or property will be conducted in accordance with the

requirements of applicable federal and provincial laws.

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Emergency Closings

Each of our locations has very different needs when it comes to emergency closings

due to weather or other emergency situations. Because of this, we rely on information

available locally as well as the discretion of the manager.

There may also be times that you wish to go home early due to weather conditions and

driving conditions.

If you have missed hours of work because of an emergency closing, you are able to

make up the time within the same work-week, use your available vacation time or

personal time, or you are able to take the time as unpaid time.

Lactation Breaks

Deringer supports working mothers by offering a reasonable break time for an

employee to express breast milk for her nursing child up to one year after the child’s

date of birth. Break periods of 30 minutes or more will be unpaid, in accordance with

federal and provincial break period regulations. Every effort will be made to provide a

dedicated space, shielded from view and free from intrusion from coworkers. Please

review options with your supervisor and/or HR. The Company will comply with the

requirements of all provincial and local laws which may vary from this policy.

Drug and Alcohol Use

The use of controlled substances is inconsistent with our values, limits our ability to

operate effectively and efficiently, and is not in the best interest of our customers. For

the health, welfare and safety of all of our employees, Deringer maintains a drug-free

workplace.

The unlawful manufacture, distribution, dispensation, possession, sale or use of a

controlled substance in the work place or while engaged in company business away

from the workplace is strictly prohibited. If you use prescription drugs that could affect

your ability to work, you should have your doctor provide, in writing, any work

restrictions and/or emergency procedures relating to the use of your medications.

While in any Deringer facility or on any associated property, you may not consume or

be under the influence of alcohol. While working away from the office, you should use

your own discretion and good judgment relating to the consumption of alcohol. The

company travel policy states only three drinks a day will be reimbursed by the

company when traveling or working on its behalf.

Deringer reserves the right to randomly test employees in compliance with provincial

laws.

If you work in a location which has legalized the use of marijuana for medical or

recreational purposes, Deringer does not permit the use of marijuana on our premises,

nor do we permit employees to perform work at our facilities, drive a vehicle for the

Company or conduct Company business away from the workplace while impaired by

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marijuana. If your physician has prescribed marijuana use due to a medical condition,

please contact Human Resources.

Safety and Security

We are committed to preventing workplace violence and to maintaining a safe and

healthy environment for employees, customers and visitors. We provide information to

all employees about workplace safety and health issues through regular internal

communications such as meetings, webinars, bulletin board postings, memos and other

written communications.

Everyone is expected to follow safety rules and to exercise caution in all work activities.

You must immediately report any unsafe conditions to your manager. If you violate

safety standards, cause hazardous or dangerous situations, or fail to report, or where

appropriate, remedy such situations, you may be subject to disciplinary action, up to

and including termination.

Weapons and Dangerous Materials

You may not bring weapons or dangerous materials into any Deringer facility or onto

any associated property.

If you live in a jurisdiction that allows permits for concealed weapons, the permit does

not exempt you from this policy.

Solicitation

Deringer encourages you to take an active part in civic affairs and worthy charitable

activities. However, we do not allow any type of solicitation or distribution of

materials/literature by our employees during their work time, and in working areas, at

any of our facilities.

We also do not allow soliciting or the distributing of materials / literature by

non-employees at any time. Please direct these people to your manager.

Bulletin Boards

We have bulletin boards so that we may easily share with you a variety of information.

These boards are generally located in a lunch room or other public space and are

easily accessible to all employees.

The bulletin boards are used for the posting of official company notices and

communications such as governmental notices, work schedules, company information,

special events, etc.

Whistleblower Protection

Deringer does not tolerate any form of retaliation against any person who reports a

suspected violation of federal and provincial laws in good faith. In addition, no one

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who participates or cooperates in our Company’s investigation of a report will be

subject to retaliation for doing so.

Anyone who retaliates against a person for making a good faith report or for

participating in the investigation of a report, as described above, will be subject to

disciplinary action, which may include discipline in line with federal, provincial or local

law, up to and including termination.

Personal Information and Privacy

Deringer is committed to maintaining the accuracy, security and privacy of the

personal information of our employees in accordance with applicable laws. Canadian

privacy laws define “personal information” broadly as information about an identifiable

individual as defined from time to time in applicable privacy laws.

Information We Collect

The types of Personal Information that Deringer may collect, use and disclose about our

Employees includes your name, home address, home telephone number, personal e-

mail address, date of birth, marital status, gender, Social Insurance Number, driver’s

license number, banking information (such as your bank’s name and address, credit

card number and expiry date, bank account number and RRSP information),

information related to your educational and employment background, credit and

criminal background check information, work-related information (including your

resume or employment application, compensation and benefits history, position,

performance reviews and ratings and disciplinary information), and the names and

birth dates of your dependants and beneficiaries.

Why We Collect Your Personal Information

Deringer limits the collection, use, retention and disclosure of your Personal Information,

both in the amount and type of Personal Information, to that which is necessary to fulfill

the purposes identified within this Policy. We will identify the purposes for which your

Personal Information is collected at or before the time your Personal Information is

collected.

In general, Deringer collects, uses, retains and discloses your Personal Information solely

for the purposes of establishing, administering, managing or terminating your

employment relationship. More specifically, we may collect, use, retain and disclose

your Personal Information for the following purposes:

(a) recruitment for positions with Deringer, including for the purpose of obtaining

references regarding Employees;

(b) establishing, managing and terminating relationships with Employees,

including implementing Employee compensation, benefits, insurance,

pension, relocation, rewards, succession planning and assessing and

facilitating the implementation of programs, policies, procedures and

opportunities for Employees;

(c) administration of Deringer’s policies and procedures regarding the training,

retention, performance, evaluation, discipline and termination of Employees;

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(d) administration of compensation, benefits, charitable donations, insurance,

pension, relocation, rewards, travel and other Employee programs and

services and fulfilling taxation and other legal requirements in respect of

same;

(e) complying with other requirements imposed by law, including without

limitation, collecting personal information required by applicable income tax,

pension employment standards, workplace insurance and safety and

occupational health and safety legislation;

(f) detecting and protecting Deringer and other third parties against error,

negligence, breach of contract, theft, fraud and other illegal activity, and to

comply with Deringer audit requirements, and to audit compliance with

Deringer’s policies, procedures and contractual obligations;

(g) administration of Deringer’s Intranet, website and computer systems,

including remote access from home or other non-Deringer locations;

(h) providing computer system help desk services and technical support for

Employees and ensuring that computer system, email, Intranet and Internet

use by Employees complies with Deringer’s Acceptable Computer Usage

Policy and applicable laws;

(i) marketing and promotion of Deringer through the Intranet, Internet and

Deringer’s website and in directories, brochures, announcements, advertising

and other marketing, promotional and informational materials;

(j) as permitted by and to comply with any legal or regulatory requirements and

laws; and

(k) for any other purpose to which an Employee consents.

Disclosure of Personal Information

From time to time, Deringer may disclose your Personal Information to:

(a) Service providers of Deringer, to the extent required to provide administrative.

Human resources or technological support services to Deringer within the

scope of the purposes identified above. Examples of service providers

include, but are not limited to: Deringer affiliates, insurance companies

processing claims of Employees and their dependants, website support

companies, Deringer and Employee payroll and banking institutions, pension

and benefit providers, and Employee assistance plan organizations;

(b) A person or entity, including Deringer affiliates, to whom disclosure is required

in order to fulfill one or more of the purposes described in Section 3 of the

Privacy Policy;

(c) A person who, in the reasonable judgment of Deringer, is providing or seeking

the information as your authorized or appointed legal agent;

(d) Law enforcement, courts and government agencies, including, those in

foreign countries, where Deringer or its affiliates are required by law, such as

in response to a subpoena, warrant, order, demand or request by an agency

with jurisdiction to compel the disclosure of personal information; and

(e) Any other third party or parties where you consent to such disclosure or where

such disclosure is required or permitted by law.

Storage of Personal Information

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Your Personal Information is stored in secured locations at our facility in Vermont, U.S.A.

Deringer retains your Personal Information only for as long as is necessary in order to

fulfill the purposes identified above, or as may be required to comply with applicable

laws.

Employees who wish to review their Personal Information should contact Human

Resources. Employees should also notify Human Resources of any changes in their

Personal Information so that accurate and up-to-date records may be kept at all times.

Resumes/Employment Applications

We conduct all aspects of our recruiting and hiring in accordance with the applicable

provincial and federal privacy and human rights legislation. We rely on the accuracy

of the information provided by you in your resume/employment application, as well as

the accuracy of the information you provide throughout the hiring process.

Termination of Employment

Deringer complies with all applicable legislation when terminating employees.

Termination of employment may occur at the initiation of Deringer either with or without

just cause as a result of circumstances such as disciplinary actions and/or performance

inadequacies. Deringer may also layoff employees for non-disciplinary reasons.

Deringer provides employees with all entitlements in accordance with applicable

employment standards legislation at the time of termination. All accrued, vested

benefits that are due and payable at the date of termination will be paid in

accordance with applicable employment standards legislation.

An employee who resigns voluntarily is requested to provide their manager with at least

two weeks advance written notice. This will allow Deringer the necessary time to make

any adjustments in operations.

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EMPLOYEE BENEFIT PROGRAMS

Benefits

As an employer, we are committed to offering a strong benefits package. The below

health and wellness benefits are avaible to our full-time, regular employees. Your

benefits package is an important part of your total compensation package and

includes access to:

Medical Insurance

Dental Insurance

Life Insurance

Accidental Death & Dismemberment Insurance

Short-Term Disability

Long-Term Disability

RRSP

Employee Assistance Program (EAP)

Adoption Benefit

Wellness Program

The full details for all of our insurance and benefit plans are available on our intranet

site.

If for any reason your portion of the above premiums is no longer being deducted

through payroll, you will be responsible for payment of the monthly premiums before

the first of each month. Please contact Human Rresources to make the necessary

arrangements.

Employee Assistance Program (EAP)

Deringer supports a work-life balance for all part and full-time employees. We offer a

confidential Employee Assistance Program at no charge. This service helps you find

solutions for everyday challenges and serious issues involving emotional and physical

well-being. Areas of support include: stress management, financial planning assistance,

legal advice, child/eldercare, and personal relationships. Telephone consultations,

face-to face meetings along with educational materials can be provided. Please

contact HR for more details on this free program.

Adoption Benefits

Deringer proudly supports our employees who are considering adopting a child. An

adoption benefit has been established to assist in expenses and to provide additional

leave time.

All full-time regular employees are eligible for this benefit following one year of

employment. If both parents work for Deringer, only one may file for adoption

reimbursement. The adopted child needs to be under 18 years of age or physically or

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mentally incapable of caring for himself. The child may not be the child of the

employee’s spouse nor a relative.

The program pays eligible expenses incurred while you are employed by Deringer, to a

maximum of $7,000 per child per rolling calendar year. Should you adopt twins, you

would be able to file for two monetary reimbursements. This reimbursement will be

considered taxable income and recorded on your W-2 (Box 12T). However, the IRS may

provide a tax credit for adoptive parents and should be reviewed on a personal basis.

The eligible adopting employee will also be provided up to six (6) weeks of paid time. If

both parents work for Deringer, adopting parents can split the six weeks paid time

which needs to be taken within the first year of adoption. All leave time will run

concurrently with benefits provided by provincial, local, FMLA and/or Deringer Leave

of Absence time.

The following items related to the adoption are eligible for reimbursement. If you have

any questions concerning an expense, please contact Human Resources.

Legal fees

Court fees

Adoption agency fees, including foreign adoption fees

Reasonable travel expenses (transportation, meals, mileage, lodging) while

traveling away from home for the sole purpose of arranging for an adoption or

to bring the child to the adopting parents.

Medical examination fees for the child if required

Expenses not eligible for reimbursement include:

Expenses for adopting your spouse’s child

Medical examination fees for the adopting parents

Cost of personal items such as clothing, food, etc. for either parents or child

Expenses incurred while you are not a Deringer employee

Expenses covered under any other company program or other outside program

Expenses incurred in violation of provincial or federal law or in carrying out any

surrogate parenting arrangements.

Pregnancy expenses for the birth mother

In order to receive reimbursement, please provide copies of receipts to HR along with a

notarized or certified placement agreement. Upon approval, reimbursement will be

processed within the next payroll cycle. If denied, in whole or part, the employee will

be notified. All requests for reimbursement must be made within 12 months from the

date the adoption is considered final. Reimbursement will only occur when the

child(ren) are placed in the home. If you are on an approved leave, reimbursement

will occur after you return to work. If you end your employment with Deringer for any

reason (including retirement) before the adoption is finalized, you are no longer eligible

for this benefit even if the adoption process was started before you left the company. If

you become deceased during the adoption process, the adoption expenses are

eligible for reimbursement if the adoption is finalized within 12 months after your

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death. The surviving spouse must be the other adopting parent and must provide the

receipts within 12 months after the adoption is final.

Reminder: Once you have custody of the child, even though the adoption is not final,

you may be able to cover them under your medical, dental and vision plan. Enrollment

must occur within 31 days of obtaining your child(ren). Please review your Summary

Plan Description or contact Human Resources.

Wellness Program

Deringer supports their employees and their families to move in a positive direction

along the wellness continuum toward optimal physical and mental health. Therefore,

the wellness program provides resources, education and programming to enable

Deringer employees and their families to improve their well-being, one step at a time.

Various wellness themes will be presented throughout the year that encourage

participation and promote overall wellness.

Retirement Benefits

RRSP

We are pleased to offer a Registered Retirement Savings Plan (RRSP) for all eligible

employees. This plan enables you to set aside pre-tax money towards your retirement.

You will find the full details for our retirement benefits on our intranet site.

Professional Development

Tuition Reimbursement

We believe that formal education has a positive impact on your contribution to the

company. Because of this, we assist employees in their continuing education in an

effort to enhance current skills as well as improve future potential. With prior approval,

we reimburse employees up to a maximum of $1,500 per year for continuing education

classes that are related to general business, international business or other areas

specifically related to the service and support we provide.

Our tuition reimbursement program is offered to all Full-Time Regular employees and

includes the following eligible expenses: tuition, books, registration and required fees,

for up to three credits per semester.

You must satisfactorily complete the course with a B or higher grade to be eligible for

reimbursement. Receipts and evidence of your passing grade or certification must be

attached to a copy of the pre-approved tuition reimbursement form. Continued

employment with Deringer is a condition to receiving tuition reimbursement.

Work Related Injuries

If you experience any type of work related injury (even something you may consider to

be small or insignificant), please report it to your supervisor as soon as reasonably

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practicable. When one of our employees experiences a work related injury, we have

three immediate priorities:

Our first priority is to make sure you receive proper medical attention.

Our second priority is to ensure that the injury is reported. Your supervisor will

work with you to complete an Incident Review and to file the claim with our

workers’ compensation insurance carrier.

Our third priority is ongoing communication with you. You are responsible for

letting your supervisor know how you are doing and, if receiving medical care, to

ensure HR receives copies of this paperwork.

Deringer is not responsible for providing workers’ compensation benefits for non-work

related injuries.

If time is missed due to work related injury, lost wages will be covered based upon

applicable laws governing the location in which the employee is assigned to work.

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TIME AWAY FROM WORK

Paid Time Off

Vacation Time

Because we understand the importance of being able to spend time with family and

friends, relaxing or having a bit of fun, we provide all of our Full-Time Regular employees

with paid vacation time.

First Year of Hire 2 weeks (pro-rated & earned based upon date of hire)

Calendar Year 1 – 4 2 weeks (10 days)

Calendar Year 5 – 9 3 weeks (15 days)

Calendar Year 10 plus 4 weeks (20 days)

To provide employees with the flexibility to plan for special occasions, you may carry

over up to 40 hours of vacation time from the prior year. The days carried over need to

be used by the end of the then current year.

Vacation time is applied towards overtime calculations.

Personal Time

All Full-Time Regular employees receive two days (16 hours) of paid personal time,

beginning in January following your year of hire. Once you have reached your 20th

calendar year of hire, you will have an additional day (8 hours) of personal time.

In juriscitions where personal time issuance is mandated by the provincial government,

the employee will either receive equal to our policy, or greater than our policy, as

required by provincial law.

Sick Time

Full-Time Regular employees receive five days (40 hours) of paid sick time. In your year

of hire, your five days (40 hours) of sick time is pro-rated and earned based upon your

date of hire. Beginning in January, following your year of hire, the full 5 days (40 hours)

will be available to you.

We also understand that there are times that you cannot make it to work, not because

you are sick, but because one of your family members is sick. Because of this, you may

use your five days (40 hours) of sick time for yourself or a family member. If you are out

and using sick time for 3 days in a row, you will need a doctor’s note upon your return to

work.

In juriscitions where sick time issuance is mandated by the provincial government, the

employee will either receive equal to our policy, or greater than our policy, as required

by provincial law.

Sick Time Reward Program

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When an employee has not utilized any of their sick time from the previous year, they

will be eligible for either an additional sick day for the current year or $100.00 (minus

applicable taxes). In the first quarter of the year, Payroll will notify eligible employees of

their reward choices.

Holiday Time

Statutory holidays vary between each of the Canadian provinces. Your paid holiday

time matches the statutory holidays required by the province in which you work. If you

work in more than one province, your paid holiday time will be based upon your

primary work location.

If any provincial benefits are more generous than Deringer's policies, those provincial

guidelines will be followed.

Bereavement Leave

We understand that the amount of time off needed when a loved one passes varies

with each individual situation. We offer all Full-Time Regular employees up to three days

(24 hours) of paid time off as needed.

In juriscitions where bereavement leave issuance is mandated by the provincial or

national government, the employee will either receive equal to our policy, or greater

than our policy, as required by law.

Jury Duty

We encourage you to fulfill your civic responsibilities by serving on a jury as required;

and because we value active civic participation, we offer paid jury duty leave to all of

our full-time regular employees. You will need to send a copy of your summons to your

manager and to HR.

Giving Back

We have a long history of giving back to our communities, and we encourage you to

do the same. We offer all Full-Time Regular employees 1 day (8 hours) of paid time, per

year during normal business hours, to give back by volunteering for a recognized

organization within your community. Please complete the volunteer form and indicate

the volunteer organization. The completed form should then be forwarded to Payroll.

Medical, Family Medical, Personal Emergency, Pregnancy and Parental Leave, and

Military leave protection under the law An employee is entitled to protected time away form work, as covered under

Canadian Human Rights law, as well as under provincial laws that vary, based upon the

location where our employee may live. Employees are protected from dismissal,

suspension, lay off, demotion or discipline because of absence from work due to

Personal Medical/Disability, Family Medical, Personal Emergency, Pregnancy and

Parental leave, and Military Leave, as defined by Canadian law. Allowances of time,

and definition of whether these leaves are paid or unpaid, may differ by province and

are subject to change with provincial and national legislative changes. Deringer will

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abide by the law governing the type of leave requested by the employee, at the time

of the request for leave, as mandated by the provincial government, or by specific

provisions set forth by the Canadian Human Rights Commission, whichever is of greater

benefit to the employee.

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ACKNOWLEDGEMENT RECEIPT

I have received a copy of the 2019 Deringer Employment Policy Guide. I am

certifying that I have read and understand the provisions of the Employment

Policy Guide. I understand that the policies and provincialments in the guide

may be added to, or amended by more specific policies at the sole discretions

of the company. I also understand that the language of the guide is not

intended to create a contract between Deringer and its employees.

_________________________ _____________________

Employee Signature Date

_________________________

Employee Name (Please print)