Attendance

We expect you to be at work on a regular basis, according to your work schedule. This includes reporting to work on time, returning from breaks and lunch on time, and working your full scheduled hours, including any overtime. All overtime must be approved by your supervisor.

Wages

Sierra Pacific Industries pays wages that are generally equal to or better than other companies in our industry. The company periodically reviews wage rates and makes adjustments when appropriate. You will not be discharged or discriminated against for discussing your own wages or the wages of another crew member.

Classifications

• Regular Classification: A crew member normally assigned a work schedule of 40 hours per week.

• Part-Time Classification: A crew member normally assigned less than 40 hours per week. Part-time employees do not accrue seniority and are not eligible for benefits, except as required by law.

• Temporary Classification: A crew member hired for a limited period or a specific project. Temporary employees do not accrue seniority and are not eligible for benefits, except as required by law.

Harassment & Discrimination

Sierra Pacific Industries is an Equal Opportunity-Affirmative Action Employer. We provide employment opportunities without regard to race, religion, color, national origin, age, sex, sexual orientation, gender, or any other legally protected classification. If you believe you have been harassed or discriminated against, you should report it immediately to a supervisor, manager, or the Human Resources Manager. The company will conduct a timely and thorough investigation. No one will be retaliated against for filing a complaint or participating in an investigation.

Intellectual Property

All inventions, work products, and intellectual property conceived during your employment, on company premises, or with company equipment are the exclusive property of Sierra Pacific. You are not permitted to use this property for personal benefit.

Electronic Communications

Company electronic equipment and communication systems are provided for business purposes. Any information entered, stored, or passed through these systems is not a private communication. Violation of this policy may result in disciplinary action, including termination.

Substance Abuse

We are committed to providing a safe and productive work environment. The use of alcohol and illegal drugs in the workplace is strictly prohibited and may result in discharge. The company offers an Employee Assistance Program (EAP) to help crew members who voluntarily acknowledge a problem with drugs and/or alcohol.

Driving & Citations

If you drive a company vehicle, you are required to immediately report to your supervisor any citation for driving under the influence, or the suspension, revocation, or limitation of your driver's license. Failure to report such incidents may result in disciplinary action.

Records and Change of Information

It is important to keep your information current and accurate. Please notify the Human Resources Office immediately if you change your:

• Name
• Address
• Telephone number
• Emergency contact
• Life Insurance beneficiary or dependents
• Retirement Plan beneficiary
• Health Benefits Plan dependents

Personnel files and payroll records are the property of the company and may not be removed from company premises without written authorization from Human Resources.

Medical Benefits

The Plan pays 80% of your Eligible Medical Expenses after you meet the annual deductible. The Plan will pay 100% of your Eligible Medical Expenses once you exceed the out-of-pocket maximum.

Annual Deductible:

• $250 per person
• $500 family maximum



Out-of-Pocket Maximum:

• $2,000 per person
• $4,000 family maximum

Vision Benefits

You can opt out of vision coverage if you wish. The Plan does not have a deductible for vision care. Benefits are paid at 80%, but the maximum eligible expense is limited to $200 per person every 24 months.

Dental Benefits

By enrolling in Medical Benefits, you and your eligible dependents will automatically be enrolled in Dental and Vision Benefits without an additional premium. The Plan covers services like oral examinations, cleanings (once every six months), x-rays, fillings, crowns, and root canals.

Flexible Spending Accounts (FSAs)

FSAs allow you to save money, tax-free, for certain health care and dependent care expenses. You contribute to your FSA accounts through payroll deduction.

• Health Care FSA: You can use this for medical, dental, or vision deductibles, copayments, and other out-of-pocket expenses. You can be reimbursed for the full amount of your annual election even if you have not contributed that amount yet.

• Dependent Care FSA: This is for expenses for a dependent child under age 13, or a spouse or other dependent who is physically or mentally unable to care for themselves and lives with you. Reimbursements are limited to your account balance at the time the claim is received.

Wellness and Disease Management Programs

By enrolling in Medical Benefits, you can also have the opportunity to participate in these programs.

• Weight Management Program: Available to eligible employees and their spouses with a body mass index (BMI) of 30 or greater, or a BMI of 25 or greater with a medical condition like high blood pressure or diabetes. Participants work with a personal health coach. You must complete an application to participate.

• Diabetes Management Program: Available to eligible employees and their dependents diagnosed with diabetes. The program provides 100% reimbursement for designated diabetes educator visits and diagnostic lab work. You must submit an application to the Health Benefits Department to enroll.

• Employee Assistance Program (EAP): Provides confidential substance abuse counseling to eligible employees. The program covers 100% of up to ten counseling sessions per year and basic drug testing.

Eligibility and Enrollment

You must complete an enrollment application to participate in the plan. Coverage for new employees begins on the latest of:



• The date you are an Eligible Employee.

• The first day of the month after you complete a 14-day waiting period.

• The date you make a timely application for a specific benefit.

Special Enrollment Events

After the Open Enrollment period ends, you can only make changes to your plan within 60 days of a Special Enrollment Event. This includes:

• Losing other health coverage due to job termination, reduced hours, or death.

• Acquiring a new dependent through marriage, birth, adoption, or placement for adoption.

• Losing eligibility for Medicaid or Medicare.

Leave of Absence

If you take a leave of absence protected by law, such as the Family and Medical Leave Act (FMLA), you can choose to continue your health coverage or suspend it. If you suspend coverage and return to work, your coverage will be reinstated. If you continue coverage, you are responsible for paying your premium share.

Jury Duty

Regular crew members with one or more years of service are eligible for up to 15 days of paid jury duty per calendar year. Jury duty pay is calculated at your regular straight-time hourly rate for scheduled work hours you would have lost.

Vacation & Holidays

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• Vacation: Regular crew members are eligible for vacation benefits based on their employment period and credit years. Vacation benefits are earned after the Vacation Base Year (Jan. 1 to Dec. 31) and can be used during the following Vacation Use Year (Jan. 1 to Dec. 31).

• Holidays: Regular crew members who have completed 90 days of continuous employment are eligible for paid holidays, which include New Year's Day, Memorial Day, July 4th, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve, Christmas Day, and New Year's Eve.