21 - Dress Code

While maintaining a degree of comfort, we still want to look and act professional. Clean, business casual clothing is allowed. However, keep in mind that this is a business and you should be prepared should clients come to the office. In addition, any employee who is tasked with any client facing appointment or any event outside the office while representing CREST must “dress-up” accordingly. No jeans of any kind will be permitted at a client site. Appropriate office attire does not include cut-offs, tank tops (muscle shirts), halter-tops, shorts, athletic shorts, sweat pants, t-shirts, or flip-flops. Clothes should be crisp and clean.

22 - Confidentiality

In no event should information about CREST's business dealings and finances, information about CREST's customers, or staff personal information be discussed outside of the office. There will be no copying or removal of CREST's files, records, data, customer lists, or databases other than for the express purpose of conducting the authorized business of the Company. A breach of confidentiality is grounds for and may result in termination of employment. Please use your best, professional judgment when speaking with anyone outside of this office about CREST's business affairs.

Please read and sign the Inventions, Confidentiality and Non-Solicitation Agreement (Appendix II), return one copy to the Company, and keep a copy for your records.

23 - Grievance Policy

CREST believes that employees should have the privilege to enter complaints about matters relating to their employment that affect them unfavorably. The following procedure is established for you to bring complaints (grievances):

1. First, unless the particular situation makes it inappropriate to bring the complaint to the attention of your immediate supervisor, complaints should be brought first to the attention of your immediate supervisor. There is always a good possibility that complaints can be resolved at this level.
2. If the problem is not resolved as above, the complaint should then be brought to the attention of the Company President.

Grievances must be presented initially within thirty (30) calendar days of the occurrence, or within thirty (30) calendar days of the time when you reasonably should have been aware of the occurrence that gives rise to the grievance.

An investigation of all complaints will be undertaken and all information will be handled in a confidential manner to the extent possible under the circumstances. CREST will address any complaints as it deems appropriate.

24 - Security

Any office keys that allow access to the Company offices or to areas within the Company offices are the property of CREST. For security and safety purposes, do not give your office keys to anyone and under no circumstances allow keys to be copied. If you lose your keys, please notify your immediate supervisor immediately in the event that the locks may need to be changed. If you are the last person out of the building at night, be sure to secure any and all inner and outer doors, check to confirm that all windows are closed and arm the alarm. Report any damage to the locks to your immediate supervisor immediately. Also, report any damage to door and/or windows and door and/or window locks immediately to your immediate supervisor.

25 - Office Property

1. Equipment and Supplies:

   All office equipment and office supplies, cleaning and bathroom supplies are property of CREST. Do not take office supplies home, unless (in the case of any specialized equipment needed to perform your work) you are specifically permitted to do so. This includes but is not limited to paper, pens, envelopes, scissors, calculators, postage, CDs, DVDs, videotapes, magazines, computers, computer peripherals, and computer software. Office equipment and supplies, including, but not limited to, copiers, printers, printer ink and cartridges, paper and other printing supplies and stamps, are not for personal use.

2. Electronic Media:

   All electronic and telephonic communication systems and all communications and stored information transmitted, received, created, or contained in CREST's information system are property of the Company and, as such, are to be used solely for legitimate business purposes.

3. Internet Access:

   Internet access should be used primarily for legitimate business purposes, and you are encouraged to use your best judgment to determine what appropriate business use is. You should not consider any material on these systems to be private. Even erased or deleted material may remain available, and at all times is the exclusive property of CREST.

4. Company Software:

   The use of any software and business equipment for private purposes is strictly prohibited. Employees using this equipment for personal purposes do so at their own risk. The system must not be used to communicate improper messages, e.g. messages that are defamatory, derogatory, obscene, or otherwise inappropriate. By way of example only, accessing pornographic or other adult-oriented websites for any reason is strictly prohibited.

5. Email Lists:

   Unless clearly work-related, you may not subscribe to any email lists or newsgroups, and you may not, without the prior approval of the Company's management, create or contribute to any blogs that relate in any way to the Company's business.

6. Downloading:

   All employees are strictly prohibited from downloading from the internet any non-work related or otherwise unapproved programs onto your company-issued computer. This includes, but is not limited to, movies, videos, mp3 or other compressed music files, and games.

7. Computer Viruses:

   Many viruses are spread through email. Some viruses are not easily detected or detectable. Typically, these viruses spread when the recipient unknowingly opens the email and the virus then is forwarded to the entire address book of the recipient. Upon receiving a virus, delete it immediately. If you are uncertain if an email that you received is a virus, speak immediately with your supervisor.

8. Company Files, Code, and Communications:

   You shall not use code, access a file, or retrieve any stored communication, other than where authorized, unless there has been a prior clearance by the Company. You may not remove from the premises any hardware, software, files or data without written permission from the Company. In addition, you are responsible to maintain the confidentiality of material on the systems.

9. Passwords:

   All passwords for business related sites are the property of CREST. You should be prepared to disclose to company management any passwords upon request.

10. CREST reserves the right to look at, listen to or use anything on its systems, and to bypass any passwords. To ensure that the use of electronic and telephonic communications systems and business equipment is consistent with CREST's legitimate business interests, authorized representatives of the Company may monitor the use of its system in its sole discretion, at any time, with or without notice and notwithstanding any pass code. You should have no expectation of privacy in your use of Company-owned property.

11. Additional Action Items:

    The following behaviors are examples of previously stated or additional actions and activities that are prohibited by the Company's Electronic Media policies and can result in disciplinary action:

    • Sending or posting discriminatory, harassing, or threatening messages or images
    • Using the Company's time and resources for personal gain
    • Stealing, using, or disclosing someone else's code or password without authorization
    • Copying, pirating, or downloading software and electronic files without permission
    • Sending or posting confidential material, trade secrets, or proprietary information outside of the Company
    • Violating copyright law or failing to observe licensing agreements
    • Engaging in unauthorized transactions that may incur a cost to the Company or initiate unwanted Internet services and transmissions
    • Sending or posting messages or material that could damage the Company's image or reputation
    • Participating in the viewing or exchange of pornography or obscene materials
    • Sending or posting messages that defame or slander other individuals
    • Attempting to break into the computer system of another organization or person
    • Refusing to cooperate with a security investigation
    • Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities of the Company
    • Using the Internet for political causes or activities, religious activities, or any sort of gambling
    • Jeopardizing the security of the Company's electronic communications systems
    • Sending or posting messages that disparage another organization's products or services
    • Passing off personal views as representing those of the Company
    • Sending anonymous e-mail messages
    • Engaging in any other illegal activities

    Violations of this policy are subject to disciplinary action, up to and including termination from employment.

12. Media Relations:

    Employees are not authorized to and therefore should not speak with media on the Company's behalf or accept speaking engagements, except when specifically authorized to do so by the Company's president or vice president. All inquiries from the media concerning the Company, any aspect of the business of the Company, or any of the Company's clients should be brought immediately to the attention of the Company's president or vice president.

26 - Email Policy

CREST has established a policy with regard to access and disclosure of email messages created, sent, or received by company employees using the Company's email system. CREST intends to honor the policies set forth below, but reserves the right to change them at any time as may be required under the circumstances. In all events, usage of the company's email system is subject to the terms of this policy.

CREST maintains an email system. This system is provided by the Company to assist in the conduct of business within the company, and as such is to be used primarily for company business.

All messages composed, sent, or received on the email system are and remain property of the Company. They are not the private property of any employee.

The use of the email system is reserved primarily for the conduct of business at the Company. It may be used for sporadic, limited personal business provided that the remainder of this policy is adhered to by the employee. Nonetheless, employees should have no expectation of privacy in the emails composed, sent, or received on the Company's email system. Personal messages are not confidential and are not the property of the employee.

1. The email system may not be used under any circumstances to solicit or proselytize for commercial ventures, religious or political causes, outside organizations, or other non-job-related solicitations.
2. The email system is not to be used to create any offensive or disruptive messages. Among those which are considered offensive are any messages which contain sexual implications, racial slurs, gender-specific comments, or any other comment that offensively addresses a person's age, sexual orientation, gender identity, religious or political beliefs, national origin or disability.
3. The email system shall not be used to send or receive copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization.
4. CREST reserves and intends to exercise the right to review, audit, intercept, access, and disclose all messages created, received, or sent over the email system for any purpose. The contents of email properly obtained for legitimate business purposes may be disclosed within the Company without the permission of the employee.
5. The confidentiality of any message should not be assumed. Even when a message is erased, it is still possible to retrieve and read that message. Further, the use of passwords for security does not guarantee confidentiality. All passwords must be disclosed to the Company or they are invalid and cannot be used.
6. Notwithstanding CREST's right to retrieve and read any email messages, such messages should be treated as confidential by other employees and accessed only by the intended recipient. Employees are not authorized to retrieve or read any email messages that are not sent to them. Any exception to this policy must receive prior approval by the Company.
7. Employees shall not use a code, access a file or retrieve any stored information, unless authorized to do so. Employees should not attempt to gain access to another employee's messages. All computer pass codes must be provided to the manager of Information Systems. No pass code may be used that are unknown to the Company.

Any employee who violates this policy or uses the email system for improper purposes shall be subject to discipline, up to and including discharge from employment

27 - Ordering and Purchases

1. Office Supplies and/or Furniture:

   CREST restocks supplies and purchases furniture on an as needed basis. If you have any special requests, you must submit them in writing to your immediate supervisor for approval. No employee is allowed to order or purchase office supplies without advance permission and approval of the Company.

2. Business Expense Reimbursement:

   Reimbursement requests for pre-approved business-related travel costs and pre-approved business related expenses must be submitted through the Company's desired procedure (ticket receipts, stubs, credit card slips, etc.) and are subject to the Company's approval for reimbursement. The Company reserves the right to reject reimbursement requests that are not accompanied by appropriate receipts and documentation. Tickets for traffic violations, including parking tickets, are not reimbursable. Mileage, tolls, and parking will be reimbursed for approved client visits only, and for commuting to and from Company offices.

   At the commencement of the calendar year, you will be provided with the new year's IRS Standard Mileage Rate, at which you will be reimbursed for mileage.

3. Guidelines for Airline, Train and Bus Travel:

   This travel policy is intended to minimize travel costs through the use of available lower fares, discounts, and other options while not significantly inconveniencing the traveler. Accordingly, individuals who are required to travel by air, train, or bus for business are requested to make all travel arrangements as far in advance as possible to take advantage of any and all available discounts, and to arrange for all such travel through the Company's travel coordinators. Non-refundable or penalty tickets provide considerable savings opportunities, for instance, and are encouraged and should be considered when it is highly unlikely that a travel itinerary will change.

   All round-trip or one-way airline, train or bus tickets must be approved prior to purchase by your immediate supervisor. In all events, all travel tickets must be recorded in any reimbursement request that you submit.

   CREST will not pay for nor reimburse employees for costs associated with flight upgrades unless pre-approved by your immediate supervisor.

   Travelers should immediately contact the ticketing agent or service used in arranging for travel when a trip is not taken, as certain tickets may be eligible for a full or partial refund. In all events, travelers are expected to keep track of and make every attempt to utilize any unused, non-refundable travel ticket for which they are reimbursed by CREST for future company-related business travel.

4. Guidelines for Lodging and Meals:

   This lodging and meals policy is intended to minimize expenses associated with lodging and meals while traveling on business for CREST. When it is necessary to book a hotel, be reasonable in your search for accommodations. Whenever feasible, an acceptable hotel class is 3-Star, for example, Hampton Inn, Courtyard Marriott, or Fairfield Inn. Luxury hotels, such as the Ritz Carlton, Mandarin, or W, would not be considered acceptable. If you are encountering difficulty in finding reasonably priced lodgings, please alert your immediate supervisor as soon as possible.

   If you are attending an industry conference or meeting, it is generally acceptable to stay at the hotel where that conference or meeting is being held. However, if the event hotel is extremely high priced and a reasonably priced 3-Star or equivalent alternative is located nearby, employees are encouraged to sacrifice some convenience to moderate costs whenever possible.

   The following types of expenses are considered to be personal in nature and will not be reimbursed:

   • Mini-bar
   • In-room pay-per-view movies
   • Any personal services (for example massage shoeshine, manicurist, etc.)
   • Additional charges for room upgrades (for example, special access floors)
   • Room service for meals when other, reasonable options are readily available

   When claiming “business meals” or “entertainment” on an expense reimbursement report, a description of the business purpose must be included for tax purposes. The brief description “Discuss Business”, for example, is considered too general of a description, and could result in either CREST obtaining no deduction for tax purposes, or the employee having imputed income based upon the expense reimbursement.

   Generally speaking, employees may be reimbursed for meals under two circumstances, either traveling out of town, or when conducting business activities. With respect to the latter, reimbursement for business meals depends on the composition of the participants. When eating with others, please list each person's name and their respective affiliation on the receipt. When entertaining clients or prospective clients, employees are encouraged to use reasonable judgment on selecting locations to ensure that costs are managed in an appropriate manner.

   Tipping will be reimbursed to a maximum of 20% of any bill.

   Finally, the use of alcohol for business entertainment purposes should be minimized. Employees should be aware that the purchase and use of alcohol in today's business environment places potential significant legal and financial exposure on both the Company and the individual. Employees therefore are strongly encouraged to use good judgment with respect to the use of alcohol in any business entertainment setting.

5. Transportation Policies:

   If necessary, and if public transportation options are not available, impractical, or otherwise not suitable in the circumstances, employees may rent a compact or mid-size automobile when traveling out of town on company business. Employees should obtain prior approval whenever possible. As a general rule, renting a full-size or luxury vehicle is not appropriate, unless the job requires it.

   Employees will be reimbursed, subject to submitted appropriate documentation as detailed above, for the actual cost of the rental, tolls, and gasoline purchases. Purchase and use of a navigation system should only be utilized in instances where you are unfamiliar with the area in which you are traveling.

   When traveling by air, employees are encouraged to use public transportation to travel to and from airports. CREST will reimburse you for taxis in the event use of a taxi is a cost-effective alternative when compared to mileage and parking fees at the airport. Whenever possible, employees should consolidate use of ground transportation when two or more employees are traveling to and from airports.

28 - Environment, Health, and Safety

1. Smoke-Free Environment:

   CREST does not permit employees or non-employees to smoke in any of the Company's facilities.

2. Reporting a Workplace Injury:

   If you become ill or injured on the job, you or your supervisor must report the illness or the injury to the Company as soon as possible. Your immediate supervisor will notify your emergency contact, if necessary, and will assist you in getting medical attention if you so require. Your immediate supervisor can also assist you with completing an accident report and any other documentation required.

3. Good Housekeeping:

   The overall physical condition of the work place conveys a message to both clients and other employees regarding the service quality and professionalism of CREST. Therefore, it is the policy of CREST to require that work areas be kept clean and orderly, and all confidential or sensitive information should be put into storage files at the end of each workday. In addition, our facilities are costly, as is our furniture and equipment. They should be treated with care to preserve our investment and to ensure that others who follow in the work area inherit a work place that is as attractive and functional as it was for those who came before.

4. Mobile Device / Laptop Usage:

   Employees who are given the use of a company mobile phone, computer, or other communication device (such as, but not limited to, an iPhone, Android, or other brand or form of personal digital assistant device), or who otherwise use such a device in the course of performing their work for the Company, agree to abide by all local and other applicable laws while using them. Employees understand that such equipment is provided or otherwise is used so that they may be contacted while out of the office or otherwise unavailable. Employees are not expected or required to use these devises if it would be unsafe, unlawful, or otherwise inadvisable.

29 - Termination of Employment

1. Voluntary Termination:

   You may resign your employment with the Company at any time for any or no reason. The Company requests that if you intend to resign from your employment, to please notify your supervisor of your anticipated departure date at least two weeks in advance. The Company has the option to waive the two-week notice and immediately terminate employment.

2. Exit Practices:

   The appropriate manager will coordinate final paperwork, including final paycheck. CREST will pay you for earned wages on the next regularly scheduled pay day if you resign from employment or on the date of termination of employment if you employment is involuntarily terminated by CREST.

3. Exit Interview:

   The Company will attempt to schedule an exit meeting with you on your last day of work. At the meeting, you will receive termination paperwork, return all Company property intact and in good condition, and have an opportunity to discuss any observations about your employment with the Company.