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NAVIONICS, INC.

Employee Handbook

Issue Date: 09/8/09


Table of Contents

Policy No Page No
INTRODUCTION 3
100 EMPLOYEE RELATIONS/WORKPLACE BEHAVIOR 3
101 Nature of Employment 3
102 Employee Relations 3
103 Equal Employment Opportunity 3
104 Disabilities 4
105 Sexual and Other Harassment 4
106 Expected Employee Conduct And Work Rules 6
107 Workplace Violence Prevention 7
108 Drug and Alcohol Use 8
109 Visitors in Workplace 8
110 Smoking 9
111 Personal Appearance 9
112 Solicitation and Distribution 9
113 Business Ethics and Conduct 10
114 Confidential Information 10
115 Customer Relations 11
116 Outside Employment 11
200 RECRUITMENT , HIRING AND TERMINATION 12
201 Job Posting and Employee Referrals 12
202 Referral Bonus 12
203 Recruitment Process 12
204 Employment Reference Checks 13
205 Employment Terms and Offer Letters 13
206 Form I-9 Compliance 13
207 Employment Categories 13
208 Access to Personnel File 14
209 Accuracy of Information 15
210 Orientation 15
211 Introductory Period, 30-60-90 Review 15
212 Employment Termination 16
300 WAGE AND SALARY 16
301 Wage & Salary Policy 16
302 Payroll Deductions 16
303 Error in Pay 16
304 Payment of Wages 17
305 Wage Assignments 17
400 TIMINGS 17
401 Work Hours, Attendance and Punctuality 17
402 Time Keeping 18
403 Rest and Meal Periods 18
404 Overtime 18
405 Emergency Closings 18

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Policy No Page No
500 EMPLOYEE BENEFITS 18
501 Employee Benefits 18
502 Workers’ Compensation Insurance 19
503 Unemployment Compensation 20
504 Social Security 20
505 Health Insurance 20
506 Continuation of Health Benefits (COBRA) 21
507 Life Insurance 21
508 Short-Term Disability 21
509 Long-Term Disability 22
510 SIMPLE IRA Plan 22
600 PAID TIME OFF AND LEAVES 23
601 Holidays 23
602 Paid Time Off 23
603 Bereavement Leave 25
604 Jury Duty 25
605 Military Leave 25
606 Voting Time 26
607 Educational Leave of Absence 26
608 Family and Medical Leave Act 26
609 Parental Leave 28
610 Small Necessities Leave 28
611 Personal Unpaid Leave of Absence 29
612 Accepting Other Employment or Going into Business on Leave 30
700 PERFORMANCE MANAGEMENT 30
701 Goal Setting and Performance Evaluation 30
702 Performance Improvement Plan and Standards of Conduct 30
703 Training and Development 31
800 USE OF COMPANY EQUIPMENT AND PROPERTY 32
801 Use of Equipment 32
802 Auto 32
803 Mileage Reimbursement 32
804 Personal Use of Equipment 32
805 Return of Company Property 33
806 Taking of Company Property 33
807 Use of Cellular Telephones and other Communication Devices 33
900 INTERNET AND COMPUTER USE 34
901 Computer and E-mail Usage 34
902 Software (Unauthorized Copying) 35
903 Internet Usage, Internet Bulletin Boards, Chat Rooms, Blogs 35
1000 BUSINESS TRAVEL AND EXPENSE REPORT 37
RECONCILIATION
1001 Policies and Guidelines for Business Travel 37
1002 Policies and Guidelines for Expense Reconciliation 37
1003 Business Travel and Expense Report Reconciliation Agreement Letter 37
Acknowledgement 38, 39

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Introduction

This Employee Handbook has been developed to provide general guidance to employees of Navionics,
Inc. (The “Company”) with respect to the Company’s benefits, rules, policies and procedures. It does
not, nor is it intended to, create any contractual rights, promises or obligations of any kind with respect
to the terms and conditions of employment. The Company expressly retains the right to make
unilateral and substantial changes to this Handbook or any of the rules, policies or other information
contained herein. The Company may make such changes by modifying, amending or revoking this
Handbook or by any other means, at any time, the Company deems appropriate, with prior notice to
you.

100 EMPLOYEE RELATIONS AND WORKPLACE BEHAVIOR


101 Nature of Employment
AT-WILL EMPLOYMENT
The policies, practices and benefits summarized in this Employee Handbook have been adopted
voluntarily by the Company, and do not create any contractual rights, promises or obligations with
respect to the terms and conditions of your employment. While the Company values its employees and
looks forward to continuing a mutually satisfactory employment relationship, it should still be
recognized that neither the Company nor its employees have entered into a contract for employment,
expressed or implied, nor shall anything in this Handbook be construed as containing binding terms
and conditions of employment.

Accordingly, all employment and compensation with the Company is “At Will.” This means that your
employment can be terminated with or without cause, at any time, at either the Company’s or your
option, for any reason or for no reason, except as otherwise provided applicable by law.

Reservation of Management Discretion:

The Company reserves and has all powers necessary to decide within its sole discretion, all questions
concerning the policies and guidelines in this Handbook. In addition, the Company has full
discretionary power and authority to construe, interpret, administer and apply the policies and
guidelines in the Handbook.

102 Employee Relations


The Company believes that the work conditions, wages, and benefits it offers to you are competitive
with those offered by other employers in this area and in this industry. If you have concerns about
work conditions or compensation, you are strongly encouraged to voice these concerns openly and
directly to your supervisor.

Our experience has shown that when employees deal openly and directly with supervisors, the work
environment can be excellent, communications can be clear, and attitudes can be positive. We believe
that the Company amply demonstrates its commitment to its employees by responding effectively to
their concerns.

103 Equal Employment Opportunity


The Company provides equal employment opportunity without regard to race, color, gender, age,
mental or physical disability, religion, national origin, marital status, sexual orientation, ancestry,
veteran status, military service, genetic information or any other characteristic protected by law.

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The policy applies to all areas of employment, including recruitment, hiring, training and development,
promotion, transfer, termination, layoff, compensation, benefits, social and recreational programs, and
all other conditions and privileges of employment in accordance with applicable federal, state, and
local laws.

Equal employment opportunity notices are posted on appropriate employee bulletin boards as required
by law. The notices summarize your rights to equal opportunity in employment and list the names and
addresses of the various government agencies that may be contacted in the event that you believe you
have been discriminated against.

Management is primarily responsible for seeing that the Company’s equal employment opportunity
policies are implemented, but all staff members share in the responsibility for ensuring that their
personnel actions are effective and apply uniformly to everyone. To that end, if you have questions or
concerns about any type of discrimination in the workplace, you are encouraged to bring these issues to
the attention of your immediate supervisor or the Human Resources Manager. No adverse
employment action will be taken against you for raising these issues in good faith. If it is determined
that you have violated Company policy, you may be subject to disciplinary action, in the sole
discretion of the Company, up to and including termination of employment.

104 Disabilities
It is the policy of the Company to comply with the provisions of the Americans with Disabilities Act.
The Company does not discriminate against any qualified employee or job applicant with respect to
any terms, privileges, or conditions of employment because of a person’s physical or mental disability.
The Company will also make reasonable accommodation wherever necessary for all employees or
applicants with known disabilities, provided that the individual is otherwise qualified to safely perform
the duties and assignments connected with the job and provided that any accommodations requested do
not impose an undue hardship on the Company.

105 Sexual and Other Harassment


The Company is committed to providing a work environment that is free from all forms of
discrimination and conduct that can be considered harassing, coercive or disruptive, including sexual
harassment. Therefore, the Company prohibits and will not tolerate any inappropriate and/or unlawful
discrimination or harassment based on a person’s race, color, gender, age, mental or physical disability,
religion, national origin, marital status, sexual orientation, ancestry, veteran status, military service,
genetic information or any other characteristic protected by applicable law. The Company likewise
prohibits and will not tolerate retaliation against any employee for, among other things, playing any
role in the reporting, investigation or prosecution of a claim of discrimination or harassment.

Definition of Sexual Harassment


Sexual harassment refers to any type of behavior of a sexual nature, intentional or unintentional, that is
unwelcome and that has the purpose or effect of creating a work environment that is hostile, offensive,
intimidating or humiliating. Sexual harassment includes sexual advances, requests for sexual favors,
and/or conduct of a sexual nature when: (1) submission to or rejection of such advances, requests or
conduct is made, either explicitly or implicitly, a term or condition of employment or the basis for an
employment decision; (2) such conduct has the purpose or effect of interfering with work performance;
or (3) such conduct has the purpose or effect of creating an intimidating, hostile, humiliating or
sexually offensive work environment.

While it is not possible to list all of the circumstances that may constitute sexual harassment, the
following are some examples of conduct which, if unwelcome, may constitute sexual harassment
depending on the circumstances, including the severity of the conduct and its pervasiveness:

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• Sexual advances, whether they involve physical touching or not.

• Requests for sexual favors in exchange for actual or promised job benefits such as favorable
reviews, increases in compensation and/or benefits, promotions or continued employment.

• Assault or coerced sexual acts.

• Epithets or jokes of a sexual nature, written or oral references to sexual conduct, discussion of
one’s sex life, comments about an individual’s sexual prowess, deficiencies or activity.

• Display of objects, pictures or cartoons of a sexual nature.

• Unwelcome leering, whistling or physical touching of another’s body.

Other Harassment
For purposes of this policy, other harassment is defined as verbal or physical conduct that denigrates or
shows hostility or aversion towards an individual because of the individual’s race, color, gender, age,
mental or physical disability, religion, national origin, marital status, sexual orientation, ancestry,
veteran status, military service, genetic information or any other characteristic protected by applicable
law other than sex, and that:

• has the purpose or effect of creating an intimidating, hostile or offensive work


environment, or

• has the purpose or effect of unreasonably interfering with an individual’s work


performance.

Some examples of such harassment are: using epithets or slurs, or making jokes or pranks that
focus on a protected characteristic; and circulating or displaying written or graphic material
that denigrates or shows hostility or aversion toward a person or group because of a protected
characteristic.

Complaints of Harassment
If you experience or witness sexual or other harassment in the workplace, you should immediately
report it to your supervisor and/or the Human Resources Manager at Navionics, Inc. (508-273-2065). If
the alleged harassment has taken place outside the United States, you should report it to the Corporate
Human Resource Officer of Navionics SpA (+39 348-6435877 or 508-273-3661). You can raise any
concerns and make reports of alleged harassment without fear of reprisal or retaliation.

The following is a list of state and federal governmental agencies that enforce employment
discrimination laws in Massachusetts:

Massachusetts Commission Against Discrimination (“MCAD”)

One Ashburton Place 436 Dwight Street, Suite 220


Boston, MA 02108 Springfield, MA 01103
(617) 994-6000 (413) 739-2145

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United States Equal Employment Opportunity Commission (“EEOC”)

John F. Kennedy Federal Building


475 Government Center
Boston, MA 02203
(800) 669-4000

Investigations
Upon receipt of a complaint of harassment, the Company will promptly conduct a thorough and
impartial investigation in such a way as to maintain your confidentiality to the extent possible under
the circumstances. The Company takes every harassment complaint seriously and affords individuals
involved in such complaints with the opportunity to give a full account of their recollection of the
incident or incidents. Any employee of the Company who is found to have harassed another employee
may be subject to disciplinary action, in the discretion of the Company, up to and including
termination of employment.

The Company also recognizes that false accusations, especially of sexual harassment, may have serious
effects on innocent persons. If you are found to have made false accusations of sexual or other
harassment, you may be subject to appropriate disciplinary action, in the Company’s sole discretion, up
to and including termination of employment.

Internet Usage
You are prohibited to visit any Internet sites containing sexually explicit material or to download any
such material onto any equipment owned, operated, used by or under the control of the Company while
you are on the Company’s premises or are performing services for or on behalf of the Company.
Although the Company retains the right to block access to such Internet sites, the fact that it has not
done so does not affect the foregoing prohibition. For more information, please refer to Policy 903,
entitled Internet Usage.

106 Expected Employee Conduct and Work Rules

To ensure the Company’s orderly operations and provide the best possible work environment, the
Company expects you to treat customers and all fellow employees respectfully, professionally, and
courteously. In addition employees will follow rules of conduct that will protect the interests and safety
of all employees and the Company. Set forth below are examples, but by no means a complete list, of
conduct that may, in the discretion of the Company, result in appropriate disciplinary action in the
Company’s discretion, up to and including suspension without pay and/or termination of employment:

*Theft or inappropriate removal or possession of Company property or the property of other


employees.
*Falsification of I-9 time keeping records or alteration of Company records and documents.
*Working under the influence of alcohol or illegal drugs, whether on the Company’s premises
or while on duty elsewhere.
*Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace,
while on duty, or while operating Company-owned vehicles or equipment.
*Fighting in the workplace or while on duty.
*Threatening, intimidating or coercing fellow employees on or off the premises -- at any time,
for any purpose.
*Boisterous or disruptive activity in the workplace.

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*Insubordination or other disrespectful conduct, including but not limited to obscene or
abusive language toward any supervisor, employee or customer and/or indifference or rudeness
towards a customer or fellow employee.
*Violation of any safety or health rules, whether mandated by law or established by directive
of the Company.
*Sexual or other harassment, including but not limited to, violations of Policy 105, entitled
Sexual and Other Harassment.
* Possession of dangerous or unauthorized materials, such as explosives, firearms or any other
weapons on Company property or while on duty.
*Excessive absenteeism, tardiness or any unauthorized absence.
*Unauthorized use of telephones, mail system, or other Company-owned equipment.
*Unsatisfactory job performance and/or conduct.
*Unauthorized disclosure of the Company’s confidential business information to anyone.

107 Workplace Violence Prevention


The Company is committed to preventing violence in the workplace, and maintaining a safe, healthy
and secure work environment. The safety and security of employees is of vital importance. Acts or
threats of physical violence, including intimidation, harassment and/or coercion, which involve or
affect the Company, or which occur on the Company’s premises or while engaged in the Company’s
business, will not be tolerated. The prohibition against threats and acts of violence applies to all
persons involved in the operation of the Company and its facilities, including, but not limited to, the
Company’s employees, independent contractors and anyone else on the Company’s premises or
engaged in the Company’s business. Violations of this policy will result in disciplinary action, up to
and including termination of employment and/or legal action, as appropriate.

Examples of workplace violence include, but are not limited to, the following:

• Threats or acts of violence occurring on the Company’s premises or while otherwise engaged in
the Company’s business, regardless of the relationship between the Company and the parties
involved in the incident.

• Threats or acts of violence occurring off the Company’s premises involving someone who is acting
in the capacity of a representative of the Company.

• Threats or acts of violence occurring off the Company’s premises, if the Company determines that
the incident may lead to an incident of violence on the Company’s premises.

• Threats or acts of violence resulting in the conviction of an employee or agent of the Company, or
of an individual performing services for the Company on a contract or temporary basis, under any
criminal code provision relating to violence or threats of violence, which could adversely affect the
business interests of the Company.

• An employee’s unlawful or unauthorized possession or use of a dangerous or deadly weapon,


including but not limited to all firearms, in the workplace is prohibited and will subject the
employee to immediate disciplinary action, up to and including termination of employment. The
Company has the right to search any area on the Company’s premises for weapons, including but
not limited to furniture, drawers, briefcases, personal bags and containers brought by employees
into the workplace, parking lots and personal vehicles parked on the Company’s premises.

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Specific examples of conduct that may be considered threats or acts of violence under this policy
include, but are not limited to, the following:

• Threatening physical or aggressive contact toward another person.


• Threatening a person or his or her family, friends, associates or property with physical harm.
• The intentional destruction of the Company’s property or another’s property.
• Harassing or threatening phone calls.
• Surveillance.
• Stalking.
• Veiled threats of physical harm or like intimidation.

Any person who engages in a threat or violent action on the Company’s premises or while engaged in
the Company’s business may be removed from the premises as quickly as safety permits and may be
required, at the Company’s discretion, to remain off of the Company’s premises pending the outcome
of an investigation into the incident.

The Company will make the sole determination of whether, and to what extent, threats or acts of
violence will be acted upon by the Company. In making this determination, the Company may
undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to believe
that violation of this policy has occurred.

You should report any acts or threats of physical violence, including intimidation, harassment and/or
coercion which involve or affect the Company, or which occur on Company premises, to your
immediate supervisor or the Human Resources Manager.

108 Drug and Alcohol Use


It is the desire of the Company to provide a drug-free, healthy, and safe workplace. To that end, you
are required to report to work in the mental and physical condition necessary to perform your job in a
satisfactory manner.

While on the Company’s premises, and while conducting business-related activities off the Company’s
premises, you may not use, possess, distribute, sell or be under the influence of alcohol or illegal drugs.
The legal use of prescribed drugs is permitted on the job only if it does not impair your ability to
perform the essential functions of the job effectively and in a safe manner that does not endanger other
individuals in the workplace.

Violations of this policy may, in the Company’s sole discretion, result in such disciplinary action as the
Company deems appropriate, up to and including termination of employment and/or required
participation in a substance abuse rehabilitation or treatment program. Such violations may also have
legal consequences.

The Company encourages you to raise any questions or concerns you may have about the Company’s
drug and alcohol policy, or issues related to drug or alcohol use in the workplace, with your supervisor
or the Human Resources Manager, in confidence and without adverse consequences to your
employment.

109 Visitors in the Workplace


For the safety and security of employees and the facilities at the Company, only authorized visitors are
allowed in the workplace. This restriction helps maintain safety standards; promotes the security of
employees and their personal property and of the Company’s equipment and confidential information;
and avoids potential distractions and disturbances.

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All visitors should enter the Company at the main entrance. Authorized visitors will receive directions
or be escorted to their destination. You are responsible for the conduct and safety of your visitors.

If you observe an unauthorized individual on Company premises, you are expected to immediately
notify your supervisor or, if safe and appropriate, direct the individual to the main entrance

110 Smoking
In keeping with the Company’s intent to provide a safe and healthy work environment, smoking is
prohibited throughout the workplace. This policy applies equally to all employees, customers, and
visitors. A designated outdoor area will be established as the smoking area. Smoking is only
authorized during your official rest and meal periods.

111 Personal Appearance


Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and
affect the business image the Company presents to customers and visitors.

During business hours, you are expected to present a clean and neat appearance and to dress according
to the requirements of your position. If you appear for work inappropriately dressed, you will be sent
home and directed to return to work in proper attire. Under such circumstances, you may not be
compensated for the time away from work.

Consult with your supervisor or the Human Resources Manager if you have any questions as
to what constitutes appropriate attire.

112 Solicitation and Distribution

Non-Employees

In an effort to ensure a productive work environment, persons who are not employed by the Company
are prohibited from soliciting or distributing literature or other materials, for any purpose and at any
time, within the Company’s buildings, premises or property.

Employees
The Company recognizes that you may have interests in events and organizations outside the
workplace. However, you are prohibited from soliciting or distributing literature or other materials
regarding any activities during your work time, during the work time of the employee(s) being
solicited or receiving the distribution, and at any time in the Company’s work areas, unless approved in
advance by the Human Resources Manager.

Definitions for the Purposes of this Policy

(a) “Soliciting” includes approaching anyone for any of the following purposes: offering anything for
sale, asking for donations, collecting funds, canvassing or seeking to promote, encourage or discourage
(i) participation in or support for any organization, activity or events or (ii) membership in any
organization. Handing out or delivering membership cards or applications for any organization is
considered soliciting.
(b) “Distributing literature or other materials” includes handing out or delivering to anyone any
literature or any other printed or written materials (except that handing out or delivering membership
cards or applications for any organization is considered soliciting).

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(c) “Work time” does not include meal periods, coffee breaks or rest periods or other specified
periods during the work day when employees are properly not engaged in performing their work
duties.

(d) “Work areas” includes the Company’s buildings, premises or property or any other
location at which employees are performing work on behalf of the Company.

113 Business Ethics and Conduct


The Company’s success and reputation depend upon the fair dealing and ethical conduct of our
employees. Our reputation for integrity and excellence requires careful observance of the spirit and
letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of
conduct and personal integrity.

The continued success of the Company depends upon our customers’ trust, and we are dedicated to
preserving that trust. You owe a duty to the Company’s customers and shareholders to conduct
yourself in a manner deserving of the public’s trust and confidence.

You must conform your business conduct both to the letter and spirit of all applicable laws and to the
highest standards of honesty, integrity, and ethics. While this can generally be accomplished by using
sound judgment, situations may arise in which it is difficult to determine the proper course of action.
In such a case, you should discuss the matter openly with your immediate supervisor, and, if necessary,
with the Human Resources Manager for advice and consultation.

Compliance with this policy of business ethics and conduct is your responsibility. Disregarding or
failing to comply with this standard of business ethics and conduct may lead to appropriate disciplinary
action, in the discretion of the Company, up to and including termination of employment.

114 Confidential Information


In working for the Company, you will frequently have access to confidential information relating to the
Company’s business and technology. In addition, our customers and suppliers entrust the Company
with important information relating to their businesses. In safeguarding such information, you protect
the Company and help the Company maintain the respect and trust of its customers and suppliers.

Your employment with the Company imposes upon you an obligation to maintain confidentiality, even
after you leave our employ. In some cases, you may be asked to sign the Company’s Non-
Competition, Non-Disclosure and Inventions Agreement as a condition of your employment with the
Company.

Any violation of confidentiality seriously injures the Company’s reputation and effectiveness.
Therefore, do not, without your supervisor’s authorization, discuss the Company’s confidential
business information with anyone who does not work for us, and never discuss business transactions
with anyone who does not have a direct association with the transaction. Even casual remarks can be
misinterpreted and repeated, so it is important that you develop the personal discipline necessary to
maintain confidentiality. If you hear, see or become aware of anyone else breaking this trust,
immediately report it to your supervisor.

If you are questioned by individuals outside the Company or your department and you are concerned
about the appropriateness of providing certain information to them, remember that you are not required

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to answer, and that we do not wish you to do so. Instead, as politely as possible, refer the request to
your supervisor.

No one is permitted to remove or make copies of any Company records, reports or documents without
prior management approval.

115 Customer Relations


The success of the Company depends upon the quality of the relationships between the Company, our
employees, our customers, our suppliers and the general public. Our customers’ impression of the
Company and their interest and willingness to do business with us is formed by the people who serve
them. Regardless of your position, you are the Company’s representative. The more goodwill you
promote, the more our customers will respect and appreciate you, the Company and the Company’s
products and services.

Here are several things you can do to help give customers a good impression of the Company:

1. Act with competence, courtesy, and respect.

2. Communicate pleasantly, respectfully and professionally with other employees and customers
at all times.

3. Follow up on communications promptly, provide businesslike replies to inquiries and requests,


and perform all duties in an orderly manner.

4. Take great pride in your work and enjoy doing your very best.

These are the building blocks for your and the Company’s continued success. Thank you for
adding your support.

116 Outside Employment


If you are a full-time employee of the Company, the Company expects that your job with the Company
will be your primary employment. Outside activity must not interfere with your ability to properly
perform your job duties at the Company or lead to a conflict of interest with your employment by the
Company. If you are thinking of taking a second job, whether part-time or full-time, or your financial
situation requires it, or if you intend to engage in a business enterprise of your own, we would like to
know about it. Before accepting any outside employment or engaging in any such business enterprise,
you must fully disclose your plans to your immediate supervisor. You must also inform your
supervisor of changes in circumstances that may make your prior disclosure inaccurate.

The Company may determine, in its sole discretion, that you have or would have a conflict of interest
under various circumstances. You may not, among other things, take an outside job, either for pay or
as a volunteer, with a customer or competitor of the Company, nor may you do work on your own if it
competes in any way with any business activity of the Company.

The Company may also determine, in its sole discretion, that your outside work interferes with your
performance or ability to meet the requirements of your job. If the Company finds that your outside
activity interferes with your job performance or creates a conflict of interest, you may be required to
terminate such outside activity. Failure to comply with the requirements of this section may result in
appropriate disciplinary action, in the Company’s sole discretion, up to and including termination of
employment.

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200 RECRUITMENT, HIRING AND TERMINATION

201 Job Posting and Employee Referrals


The Company wishes to provide you with the opportunity to express interest in open positions and
advance within the organization according to your skills and experience. In general, notices of all
regular, full-time job openings are posted, although the Company may, in its sole discretion, elect not
to post a particular opening. Job posting is a way to inform you of openings and to identify qualified
and interested applicants who might not otherwise be known to the hiring manager. The Company, in
its sole discretion, may use other recruiting methods and resources to identify and recruit qualified
candidates.

Job openings posted on the employee bulletin board will normally remain open for 14 days. Each job
posting notice will include the dates of the posting period, job title, department, location, grade level,
job summary, essential duties and required qualifications. To apply for an open position, you should
submit an application in the form and manner then required to the Human Resources Manager.

The Company encourages you to identify friends or acquaintances who may be interested in
employment opportunities with the Company and to refer qualified applicants for posted jobs. Before
approaching such a person about a possible referral, you should obtain authorization from your
supervisor to share with such person information about the Company. Similarly, you should obtain
permission from that person to refer him or her to the Company. Under no circumstances should you
purport to offer or promise employment on the Company’s behalf.

You may refer an external candidate for a posted position by submitting the candidate’s résumé and
completed application form to the Human Resources Manager. If the referred person is interviewed,
you will be notified of the initial interview and the final selection decision.

202 Referral Bonus

The purpose of this bonus is to motivate and thank employees who refer excellent candidates for hire.
Employees may earn an employee referral bonus if they refer an applicant to the Company and that
applicant is hired.

Employees will be eligible to receive a referral bonus, payable as follows: if the new hire remains
employed by the Company “in good standing” for one year, the referring employee will receive a
bonus of $500.

203 Recruitment Process

The Company may seek to hire additional employees depending upon business needs due to expansion
of operations or services, or to address personnel changes. Decisions to begin recruiting and the
selection of the successful candidate for hire must be approved by the appropriate Department Head
and Corporate Human Resources.

The recruitment process consists of identifying the Company’s personnel needs verifying with the CFO
that the position in the budget. The Department Head will then forward approval to Corporate Human
Resource Manager. Human Resources is responsible for the recruitment process, including posting,
reference checks, interviewing and the Department Head’s selection.

The Company will reimburse candidates’ travel expenses only upon prior written approval of the

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Human Resources Department.

204 Employment Reference Checks


To ensure that you are well qualified and have a strong potential to be productive and successful, it is
the policy of the Company to check your employment references before hiring you.

Similarly, the Human Resources Manager will respond in writing only to those reference inquiries
concerning your employment with the Company that are submitted in writing. Responses to such
inquiries will confirm only dates of employment, wage rates, and positions held. No employment data
will be released unless you first sign a written authorization and release

205 Employment Terms and Offer Letters

Employment terms are determined by the Human Resources Department and the Department Head.
The Company generally provides an offer letter to successful candidates for hire. The offer letter sets
forth information regarding the position, level, salary and place of work. It may also include a date by
which the candidate must respond to the offer. If the position is temporary, the period is generally
clearly indicated. Offer letters for all positions are signed by the appropriate Department Head with a
copy to the Human Resource Manager.

Offer letters state that all employment and compensation with the Company is “at will,” which means
that your employment may be terminated with or without cause, at any time, for any reason or for no
reason, except as otherwise provided by applicable law.

206 Form I-9 Compliance


The United States Government requires every employer to verify the identity and employment
eligibility of its employees by asking them to provide proof of their identity and their legal right to
work in the United States. Therefore, within three (3) days of beginning employment with the
Company, you will be required to complete a Form I-9. You should bring proof of your identity and
legal right to work in the United States with you on your first day of work. If you fail to provide
information to confirm your identity and employment eligibility, you will be subject to immediate
discharge.

If you have questions or seek more information with respect to immigration issues, you are encouraged
to contact the Human Resources Manager.

207 Employment Categories


You will be designated as either NON-EXEMPT or EXEMPT from federal and state wage and hour
laws.

Exempt Employee: An exempt employee generally works in an executive,


administrative or professional capacity that requires the exercise of discretion and
independent judgment and/or requires decision-making regarding personnel.
Additionally, certain other highly compensated employees (those earning in excess of
$100,000 per year), computer programmers, software engineers and computer analysts
may also be exempt. Exempt employees are not eligible for overtime pay.

Non-Exempt Employee: A non-exempt employee is an employee who does not fit into
the exempt employee category. Non-exempt employees are eligible for overtime pay for all
hours worked over forty (40) hours in a work week.

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The Company will inform you upon hire or transfer whether you are considered an exempt or non-
exempt employee and whether you are eligible to receive overtime pay. For more information, please
refer to the Company’s Overtime Policy –See Policy 404 of this Employee Handbook.
In addition to the above categories, you will be assigned to one of the following employment
categories:

REGULAR FULL-TIME employees are those employees who are regularly scheduled to work the
Company’s full-time schedule (40 hours or more per week). Generally, such employees are eligible
for the benefit package offered by the Company from time to time (for more information, please refer
to Policy 500, entitled Employee Benefits).

REGULAR PART-TIME employees are those employees who are regularly scheduled to work less
than the full-time schedule, but at least 30 hours per week. Such employees are eligible for certain
benefits offered by the Company from time to time, on a pro rata basis (for more information, please
refer to Policy 301, entitled Employee Benefits).

INTRODUCTORY employees are those employees whose performance is being evaluated to


determine whether further employment in a specific position or with the Company is appropriate.
Employees who satisfactorily complete the introductory period will be notified of their new
employment classification. Eligibility for certain benefits depends upon completion of the introductory
period (for more information, please refer to Policy 211, entitled Introductory Period).

TEMPORARY or CONTRACT employees are those employees who are hired to serve as interim
replacements, to supplement the Company’s workforce temporarily, or to assist in the completion of a
specific project. Employment assignments in this category are of limited duration. Retention of a
temporary or contract employee beyond the initial period of his or her engagement shall not in any way
signify a change in the employee’s employment status. A temporary or contract employee retains such
status unless and until the Company notifies him or her otherwise. Temporary employees receive all
legally mandated benefits (e.g., social security and workers’ compensation insurance), but they are not
eligible for any other of the Company’s benefit programs. Contract employees are generally not
eligible for any benefits.

PER DIEM employees are those who routinely work either a full-time or part-time schedule for a
limited time and are not eligible for Company benefits. The Company offers this category in limited
classifications and to limited numbers of employees. Service in this category will not be credited in
any way toward any benefit program, even if the employee is later assigned to a benefit-eligible
category. A change to or from this category can be accomplished only with the written consent of the
Company.

208 Access to Personnel File


The Company maintains a personnel file with respect to each employee. The personnel file includes
such information as your job description, résumé, training record, performance reviews, salary history
and other employment records.

If you wish to review or obtain a copy of the contents of your personnel file, you must submit a written
request to the Human Resources Manager. The Human Resources Manager will schedule an
appointment during normal business hours for you to review your personnel file in the presence of
Company management or will provide you with a copy of your personnel file within five (5) business
days of receipt of your written request.

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209 Accuracy of Information
It is important that personnel data maintained by the Company be accurate and current at all times.
Therefore, it is your responsibility to promptly notify the Company of any changes in personnel data,
including your mailing address, home telephone number, number and names of dependents, individuals
to be contacted in the event of an emergency and educational accomplishments. If any personnel data
changes, please provide the Human Resources Manager with the changed information as soon as
possible.

The Company relies upon the accuracy of information you provide in your employment application,
during the hiring process and after your employment begins. If you misrepresent any such
information, or make any material omission of such information, the Company may decline to offer
you employment. If you were hired before the misrepresentation or omission was discovered, the
Company may take appropriate disciplinary action, in the sole discretion of the Company, up to and
including termination of employment. Depending on the nature and severity of the misrepresentation
or omission, the Company may also take legal action.

210 Orientation

New employees typically take part in an orientation session during which important information
regarding the Company will be shared, including the Company’s philosophy, vision, and mission as
well as a general introduction to the Navionics group. You may also have meeting with various
members of management as appropriate.

211 Introductory Period-30, 60, 90 Day Review


Generally, you will work on an introductory basis for the first ninety (90) calendar days after your date
of hire or rehire. The introductory period is intended to give you the opportunity to demonstrate your
ability to achieve a satisfactory level of performance and to determine whether the new position meets
your expectations. The Company uses this period to evaluate your capabilities, work habits, and
overall performance.

During the introductory period meetings are generally held between the new employee, his or her
supervisor and Human Resources for the purpose of providing job clarity and understanding the needs
of the new employee to properly execute the job. The following is a brief description of these
meetings and when they may occur following the date of hire.

30 Days: The goal of this meeting is to get a sense, early on, if anything can be done to improve or
better understand the employee’s entry into the organization.

60 Days: The goal of this meeting is to see if adequate training or mentoring programs have taken
place and there is clarity about the expectations of the job. It is also a time to check to see if
communication routines are in place.

90 Days: During the 90 day meeting the supervisor generally conducts a more formal review of the
employee’s performance and also sets goals for the rest of the year. This review will be much the same
as the annual job performance review of regular full-time and part-time employees. During this
discussion, we encourage you to share your comments and ideas about your position and the Company.

The completed introductory review is circulated to the employee and supervisor, and filed by Human
Resources.

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The Company may, in its discretion, extend the introductory period. If the Company subsequently
determines that the designated extension of the introductory period is insufficient, the introductory
period may be extended for such period of time as the Company, in its discretion, deems appropriate.

212 Employment Termination


Your employment at the Company is at will; that is, your employment may be terminated with or
without notice or cause, at any time and for any reason or for no reason, by either you or the Company.
Nothing in this Employee Handbook or any other document or statement shall limit the right of the
Company or you, as the case may be, to terminate your employment. The following are among the
most common circumstances under which a termination of employment may occur:

*Resignation – voluntary employment termination initiated by the employee.


*Discharge – involuntary employment termination initiated by the Company.
*Layoff – involuntary employment termination initiated by the Company due to reduction in force.
*Retirement.

In the event you intend to resign your employment, the Company requests that you give at least two (2)
weeks advance notice of your intention to do so.

300 WAGE AND SALARY


301 Wage & Salary Policies
It is the Company’s desire to pay wages and salaries that are competitive with other employers in the
marketplace in a way that will be motivational and equitable, variable with individual and Company
performance and in compliance with all applicable statutory requirements.

You are employed by the Company and will be carried directly on our payroll. You may not be paid
directly out of petty cash or any other such fund for work performed. The only exception to this policy
is where you provide services to the Company as a bona fide contractor pursuant to a contract.

302 Payroll Deductions


The Company is required by law to deduct certain sums from your paycheck. These sums include
applicable federal, state and local income taxes and your contribution to Social Security. These
deductions will be itemized on your check stub. The amount of each of these deductions may depend
on your earnings and on the information you furnish on your Form W-4 regarding the number of
dependents and exemptions you claim. The Form W-2 you receive for each year indicates precisely
how much of your earnings were deducted for these purposes. Any change in your personal
information, including number of exemptions, must be reported to the Human Resources Manager
immediately to ensure proper credit for tax purposes.

Any other mandatory deductions to be made from your paycheck, such as court-ordered garnishments,
will be explained whenever the Company is ordered to make such deductions. Some states may require
other payroll deductions. Refer to Policy 305 Wage Assignments. In addition, you may authorize
payroll deductions for certain other purposes, such as group health insurance plans.

303 Error in Pay


The Company seeks to ensure that you are paid promptly and properly on your scheduled payday. In
addition, the Company makes a good faith effort to avoid making any improper deductions from your
pay. In the unlikely event there is an error in the amount of your pay or an impermissible deduction is
made from your pay, you should promptly report the matter to the attention of the Human Resources

16
Manager so that appropriate corrections may be made as quickly as possible. In the event of an
improper deduction, the Company will promptly reimburse you for the improperly deducted amount.
In the event of an over-payment of wages, the Company expects you to cooperate in correcting the
over-payment. Accordingly, the Company reserves the right to deduct re-payment from your future
wages to the extent permitted by applicable law. In the event that no further wages are due to you, the
Company may seek to recover the wage over-payment to the fullest extent permitted by applicable law.

304 Payment of Wages


You will be paid bi-weekly every other Friday. Each paycheck will include wages owed for all work
performed through the end of the preceding payroll period.

In the event that a regularly scheduled payday falls on a day off, such as a weekend or holiday, you
will receive your paycheck on the last day of work before the regularly scheduled payday.

If a regular payday falls during your vacation or other absence, your paycheck will be available upon
your return.

You may have your pay deposited directly into your bank account if you provide the Company with
advance authorization.

The Company will make no advances or loans in regard to employee compensation.

305 Wage Assignments


The Company is legally bound to comply with certain government orders requiring the reduction of
payroll dollars for garnishments, IRS restraining notices and wage assignments.

400 TIMINGS

401 Work Hours, Attendance and Punctuality

To maintain a safe and productive work environment, the Company expects you to be reliable and to
be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other
employees and on the Company. In the rare instances when you cannot avoid being late to work or are
unable to work as scheduled, you should notify your supervisor as soon as possible in advance of the
anticipated tardiness or absence.

Poor attendance and excessive tardiness are disruptive. Either may lead to appropriate
disciplinary action in the discretion of the Company, up to and including termination of
employment

Hours of Work
Office hours are 8:30AM to 5:00PM Monday through Friday. Your work schedule is the same 8:30AM
to 5:00PM Monday through Friday. Your supervisor may vary your starting and ending times, as well
as the total hours that may be scheduled with respect to a particular day or week, as staffing needs and
operational demands require.

Salary exempt employees will work a normal eight (8) hour, five (5) day work week plus additional
hours as required to satisfy job responsibilities.

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402 Timekeeping
Federal and state laws require the Company to keep an accurate record of time worked in order to
calculate pay and benefits for non-exempt employees. Time worked is all the time actually spent on
the job performing assigned duties.

• All NI employees, including managers, will “log in and log out” via their computer to show
actual time when they arrive in the office and exit at the end of the day.
• Full days worked out of the office will be shown as actual work hours with a notation in
TimeQuest: ie. Miami Boat Show.
• PTO must be noted per company policy
• Employees must do a self-verification by Friday proceeding the pay check issue date.
• Overtime work must always be approved by your supervisor before it is performed
• Altering, falsifying, tampering with time records, or recording time in another employee’s time
record may result in appropriate disciplinary action in the sole discretion of the Company, up
to and including termination of employment.

403 Rest and Meal Periods


If you work six (6) or more hours per day, you will receive a thirty (30) minute unpaid meal break.

In addition, the Company generally provides two (2) fifteen (15) minute paid rest periods per eight (8)
hour shift. If you work at least five (5) but fewer than eight (8) hours in a work day, you generally will
be allowed only one (1) paid rest period. Likewise, if you work fewer than five (5) hours in a work
day, you generally will not be allowed a rest period.

Non-exempt employees may not be absent from their work stations beyond any allotted meal
or rest period without authorization from the appropriate supervisor.

404 Overtime Approval

When operating requirements or other needs cannot be met during regular working hours, you may be
given the opportunity to volunteer for overtime work assignments. All overtime work must be
approved in advance by your supervisor.

405 Emergency Closings


At times, emergencies such as severe weather can disrupt Company operations. In extreme cases,
these circumstances may require the closing of the work facility.

When operations are officially closed due to emergency conditions, the Company’s pay policy is as
follows. If you are a non-exempt employee, the time off scheduled work will be unpaid. You may use
accrued PTO, if available, in order to receive pay during this time.

If you are an exempt employee, your salary will not be reduced on account of the office closure, but
the Company may make corresponding deductions from your accrued PTO.

500 EMPLOYEE BENEFITS

501 Employee Benefits


Eligible employees at the Company are provided with a wide range of benefits. A number of
programs, such as Social Security, workers’ compensation, unemployment insurance, and applicable
state-mandated programs, cover all employees as required by law. Eligibility for other benefits

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depends upon your employee classification. The Human Resources Manager can identify the programs
for which you are eligible.

The following benefit programs may be available to you depending upon your employee classification:

*Dental Insurance
*Health Insurance
*Life Insurance and AD&D
*Simple IRA
*Short-Term Disability
*Long-Term Disability
*Paid Time Off
*Personal Leave
*Holidays

Some benefit programs require contributions from you, but most are fully paid by the Company.
Separate booklets that describe the various benefit plans that are summarized only briefly in this
section are available from the Human Resources Manager. The actual provisions of each formal plan,
policy or contract govern in determining eligibility for benefits, benefit levels and all other matters.

The benefits described in this section are those that the Company currently offers and expects to offer
in the future. However, the Company reserves the right to amend, modify and terminate any of these
benefits.

Benefits are pro-rated as follows:

REGULAR PART-TIME EMPLOYEES receive benefits for which they are eligible on a pro rated
basis of 50% (i.e., 0.50 x current employer contribution)

502 Workers’ Compensation Insurance


The Company provides a comprehensive workers’ compensation insurance program at no cost to you.
This program covers any injury or illness sustained in the course of employment that requires medical,
surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation
insurance provides benefits after a short waiting period or, if you are hospitalized, immediately.

What is Workers’ Compensation?


The Workers’ Compensation Act was passed to guarantee prompt, automatic benefits to workers
injured on the job.

Employees Covered
Every employee of the Company is covered.

Reporting
Prompt reporting is the key. Benefits are automatic if the injury is work-related, but nothing can
happen until the Company knows about the injury. Ensure your right to benefits by reporting every
injury, no matter how slight. Even a cut finger can be disabling if an infection develops.

Returning to Work
When you return to work after absence due to a job-related injury, you must report to your supervisor
prior to resuming work and bring with you a letter from your health care provider clearing you to
return to work

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503 Unemployment Compensation
The Company pays a percentage of its payroll to the required state unemployment compensation fund
as determined by the Company’s employment history. If you become unemployed, you may be
eligible for unemployment compensation, under certain conditions, for a limited time. Unemployment
compensation provides temporary income for workers who have lost their jobs. Generally, to be
eligible, you must have earned a certain amount and be willing to work. You should apply through the
applicable state unemployment office. The Company pays the entire cost of this insurance.

504 Social Security


The United States government operates a system of contributory insurance known as Social Security.
As a wage earner, you are required by law to contribute a set amount of your weekly wages to the trust
fund from which benefits are paid. As your employer, the Company is required to deduct this amount
from each paycheck you receive. In addition, the Company matches your contribution dollar-for-
dollar, thereby paying one-half of the cost of your Social Security benefits attributable to your
employment with the Company.

505 Health Insurance


The Company’s health insurance plan gives you access to health and dental insurance benefits.
Employees in the following classifications are eligible to participate in the health insurance plan:

*Regular Full-Time employees


*Regular Part-Time employees

Regular Full-Time employees may participate in the health insurance plan subject to all terms and
conditions of the agreement between the Company and the insurance carrier. The Company presently
contributes to the single rate or family rate, as appropriate, for Group Plan Health coverage. The
Company intends to continue to maintain its present contribution but reserves the right to modify or
discontinue such contribution in its sole discretion.

Regular Part-Time employees who wish to participate will receive a pro rated benefit based on the
employee’s regularly scheduled hours. The Company may from time to time adjust the calculation of
this benefit based on actual hours worked on a consistent basis (as determined by the Company in its
discretion). The Company is under no obligation to conduct such reviews on a regular basis and you
should request a review in the event that you believe your benefit should be adjusted.

The Company does not discriminate against individuals based on their participation in the Company’s
group health insurance plan, their receipt of free medical care from the Commonwealth of
Massachusetts, or their disclosure of information regarding their participation or receipt of free medical
care.

The benefit for Regular Part-Time and Part-Time employees is as follows:

Employee Classification Company Contribution


Regular Part-Time 50% of Company contribution

A change in employment classification that would result in change or loss of eligibility to participate in
the health insurance plan may qualify you for coverage under the Consolidated Omnibus Budget
Reconciliation Act (COBRA). Refer to Policy 506, entitled Continuation of Health Benefits
(COBRA), for more information.

20
Details of the health insurance plan are described in the Summary Plan Description (SPD). A SPD and
information on cost of coverage will be provided to you in advance of enrollment if you are eligible.
Contact the Human Resources Manager for more information about health insurance benefits.

506 Continuation of Health Benefits (COBRA)


The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives you and your qualified
beneficiaries the opportunity to continue health insurance coverage under the Company’s health plan
when a “qualifying event” would normally result in a loss of eligibility. Some common qualifying
events are resignation, termination of employment, or death of an employee; a reduction in an
employee’s hours or a leave of absence; an employee’s divorce or legal separation; and a dependent
child no longer meeting eligibility requirements.

Under COBRA, you or your beneficiary pays the full cost of coverage at the Company’s group rates
plus an administration fee. The Company provides you with a written notice describing the rights
granted under COBRA when you become eligible for coverage. The notice contains important
information about your rights and obligations.

507 Life Insurance


Life insurance offers you and your family important financial protection. The Company provides a
basic life insurance plan for eligible employees.

Accidental Death and Dismemberment (AD&D) insurance provides protection in cases of serious
injury or death resulting from an accident. AD&D insurance coverage is provided as part of the basic
life insurance plan.

Employees in the following classifications are eligible to participate in the life insurance plan:

*Regular Full-Time employees


*Regular Part-Time employees

If eligible, you may participate in the life insurance plan subject to all terms and conditions of the
agreement between the Company and the insurer.

Details of the basic life insurance plan including benefit amounts are described in the Summary Plan
Description provided to eligible employees. Contact the Human Resources Manager for more
information about life insurance benefits.

This benefit is funded entirely by the Company.

508 Short-Term Disability


The Company provides a short-term disability (STD) benefits plan to eligible employees who are
unable to work because of a qualifying disability due to an injury or illness. Employees in the
following employment classifications are eligible to participate in the STD plan:

*Regular Full-Time employees


*Regular Part-Time employees

If eligible, you may participate in the STD plan subject to all terms and conditions of the agreement
between the Company and the insurer.

21
For purposes of STD benefits, disabilities arising from pregnancy or pregnancy-related illnesses are
treated the same as any other illness that prevents an employee from working. However, other policies
may apply to such disability, such as Policy 608, entitled Family and Medical Leave Act, and Policy
609, entitled Parental Leave.

Details of the STD benefits plan including benefit amounts, when they are payable, and limitations,
restrictions, and other exclusions are described in the Summary Plan Description provided to eligible
employees. Contact the Human Resources Manager for more information about STD benefits.

This benefit is funded entirely by the Company.

509 Long-Term Disability


The Company provides a long-term disability (LTD) benefits plan to help eligible employees cope
with an illness or injury that results in a long-term absence from employment. LTD is designed to
ensure a continuing income for employees who are disabled and unable to work.

Employees in the following employment classifications are eligible to participate in the LTD plan:

*Regular Full-Time employees


*Regular Part-Time employees

If eligible, you may participate in the LTD plan subject to all terms and conditions of the agreement
between the Company and the insurer.

Details of the LTD benefits plan, including benefit amounts, limitations and restrictions, are described
in the Summary Plan Description provided to eligible employees. Contact the Human Resources
Manager for more information about LTD benefits.

This benefit is funded entirely by the Company.

510 SIMPLE IRA Plan


The Company has established a SIMPLE IRA Plan to provide you with the potential for future
financial security in retirement.

The Company encourages you to participate in your own retirement planning needs, and to that end,
has made the SIMPLE IRA Plan available to you. The SIMPLE IRA Plan allows you to elect how
much salary you want to contribute and to direct the investment of your account, so you can tailor your
own retirement package to meet your individual needs.

The plan follows IRS guidelines and is monitored for compliance. Pursuant to those guidelines, you
may contribute up to a certain dollar amount each calendar year. The amount may be adjusted by the
IRS to reflect changes in the cost of living. In accordance with IRS requirements, the Company
presently chooses to match your annual contribution dollar-for-dollar up to a limit of three (3) percent
of your compensation for the calendar year. The Company may elect to reduce the three (3) percent
limit on matching contributions for two (2) calendar years in every five (5) year period, provided that
the limit is not reduced below one (1) percent. The Company reserves the right to administer the plan
in any manner permitted by the IRS and to discontinue the plan at any time and for any reason.

Because your contribution to a qualified plan is automatically deducted from your pay before federal
and state tax withholdings are calculated, you save tax dollars now by having your current taxable
amount reduced. While the amounts deducted generally will be taxed when they are distributed,

22
favorable tax rules typically apply to SIMPLE IRA Plan distributions. We strongly encourage you to
consult with your tax advisor about your individual tax situation.

Complete details of the SIMPLE IRA Plan are described in the Summary Plan Description provided to
eligible employees. Contact the Human Resources Manager for more information about the SIMPLE
IRA plan.

600 PAID TIME OFF AND LEAVES

601 Holidays
The Company observes 11 paid holidays per year. The holiday schedule varies from year to year and
is distributed to you on an annual basis. Regular Part-Time and Part-Time employees are granted
holidays on a pro rated basis as described in Section 301 of this Employee Handbook, provided that the
relevant holiday falls on a regularly scheduled workday.

Selection of paid holidays is at the discretion of the Company. Accordingly, the Company may add or
remove paid holidays and change any holiday schedule in its sole discretion.

At the Company’s request or approval (as determined within its sole discretion), an employee may
work on an observed holiday. If you are a non-exempt employee, you will receive the holiday pay for
which you are eligible plus your regular hourly rate for all hours worked.

You must work on the day preceding the relevant holiday or the day following the relevant holiday,
except in the case of a paid or unpaid excused absence (such as previously approved and scheduled
vacation time). If a paid holiday occurs during your scheduled vacation period, that day will be
considered a holiday, not a vacation day.

The Company recognizes that you may wish to observe, as periods of worship or commemoration,
certain days that are not included in the Company’s holiday schedule. Accordingly, taking a day off
for such reasons may be permitted if your absence from work will not result in an undue hardship with
respect to the conduct of the Company’s business and if prior approval has been obtained from your
supervisor. You may use accrued days of paid time off or “floating” holidays for such occasions, or
you may take such time off as an unpaid excused absence.

602 Paid Time Off Policy and Accrual


Paid time off (“PTO”) is an all-purpose time off policy that provides you with an annual bank of time
from which you may draw paid time for purposes such as vacation, illness, inclement weather days, or
personal business.

Note: Hours not worked during an 8 hour day OR a scheduled day off requires the use of PTO
equivalent to the amount of hours not worked.
Example: ½ day scheduled off=4 hours of PTO, regardless of hours worked during the pay period.
Example: Full day scheduled off=8 hours of PTO, regardless of hours worked during that period.

PTO is available for you to use after it is accrued. PTO is accrued on a bi-weekly basis, is tracked by
the Company’s payroll service, and is noted on your paycheck stub. It is your responsibility to ensure
accuracy of PTO and to report any discrepancies to the Human Resources Manager. You may not use
more PTO than you have accrued without the advance permission of your Supervisor.

Although eligible employees begin accruing PTO immediately after commencing employment with the
Company, you may not use accrued PTO until you have satisfactorily completed the Introductory
Period, as described in Policy 211, entitled Introductory Period.

23
The amount of PTO Regular Full-Time employees receive increases with the length of their
employment as shown in the following schedule:

• 0-2 years: 12 days PTO annually or 3.69 hours per payroll cycle
• 2-4 years: 16 days PTO annually or 4.92 hours per payroll cycle
• 4-6 years: 20 days PTO annually or 6.15 hours per payroll cycle
• 6-8 years: 24 days PTO annually or 7.38 hours per payroll cycle
• 8-10 years: 27 days PTO annually or 8.31 hours per payroll cycle
• More than 10 years: 30 days PTO annually or 9.23 hours per payroll cycle

Regular Part-Time employees accrue PTO on a pro-rated basis as described in Section 207 of this
Employee Handbook.

Eligibility for PTO and Use of PTO


Your length of eligible service is calculated from your date of hire.

PTO must be scheduled at least two (2) weeks in advance between you and your supervisor or, in the
case of exempt employees, the individual to whom you report. Such approval is within the sole
discretion of the relevant supervisor in light of the Company’s business needs and staffing
requirements.

PTO is paid at your base pay rate at the time of the absence. PTO does not include overtime or any
special forms of compensation, such as incentives, commissions, bonuses or shift differentials.

If you have an unexpected need to be absent from work, you should notify your supervisor before the
scheduled start of the workday, if possible, and you must use PTO for the time taken. Your supervisor
must also be contacted on each additional day of unexpected absence.

You must record any PTO taken in Time Quest.

Upon termination of employment, you will be paid for any unused PTO that you have accrued, subject
to applicable federal and state withholdings.

You will not accrue any PTO during a leave of absence, unless otherwise required by law.

Carryover of Unused PTO


The Company encourages you to use your PTO in the year that it is accrued. At the end of each fiscal
year, the Company will allow you to carry over 5 days (40 hours) of accrued and unused PTO. You
will not be allowed to carry over more than 5 days of accrued and unused PTO. If, at the end of the
fiscal year, you have more than five (5) days of accrued and unused PTO, the value of the PTO
exceeding five (5) days (40 hours) will be paid to you at your regular hourly rate of pay. The amount
will be calculated and paid at the end of the calendar year. This policy applies to both exempt and non-
exempt employees.

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Computation of PTO for Tradeshows, Business Travel and Holiday
Attendance or traveling to tradeshows is part of the job for exempt personnel. Since most tradeshows
take place on weekends, it is generally required for Sales Managers and upper management to
travel/work one of the weekend days. Sales Managers and upper management receive no PTO for this
day. However, if Sales Managers and upper management work/travel both Saturday and Sunday, then
Sales Managers and upper management receive 8 hours of PTO.

Work on a company designated holiday will be compensated by eight (8) hours of PTO.

603 Bereavement
All Regular Full-Time and Regular Part-Time employees are eligible to take paid bereavement leave.
In the case of a death of an immediate family member, you may be granted one (1) day of paid
bereavement leave. For purposes of this policy, the term “immediate family member” is defined to
include your spouse, sibling(s), parents, children, step-children, parents-in-law, siblings-in-law and
children-in-law.

You may request to take accrued PTO, if available, in the case of the death of other family members or
friends.

Pay for bereavement leave is calculated based on your base pay rate at the time the leave is taken, and
will not include any special forms of compensation, such as incentives, commissions, bonuses or shift
differentials. Time taken as bereavement leave will not be counted as hours worked for purposes of
calculating overtime wages.

If you wish to take bereavement leave, you should notify your supervisor as soon as possible. You
may, with the approval of your supervisor, use any accrued PTO for additional time off, as necessary.

604 Jury Duty


The Company recognizes that you have an obligation to perform jury duty. The Company encourages
you to fulfill your civic responsibilities by serving jury duty when required.

If you are called for jury duty when you are scheduled to work, you should notify your supervisor as
soon as possible of the dates you are required to attend, as it may be necessary to make arrangements
for another employee to cover your responsibilities in your absence. You must provide the Company
with a copy of your jury duty notice.

During the first three (3) days of jury service, the Company will pay you the difference between your
regular compensation and jury pay. The Company will pay you only if you were scheduled to work for
the time the jury duty service is assigned. Jury duty service is not considered hours worked for
purposes of calculating overtime wages. After the first three (3) days of jury service, you may receive
pay in accordance with applicable law. In addition, you may use any accrued PTO for additional time
off as necessary or may request an unpaid leave of absence. You are expected to report to work on any
day on which your attendance as a juror is not required.

605 Military Leave


In general, you are entitled to take an unpaid military leave of absence for various types of military
duty (e.g., active duty, annual training and reserve duty). You will be granted a leave of absence,
reinstated, and permitted to continue group insurance coverage in accordance with applicable law.
You are required to provide the Company with advance notice of the need for military leave, unless
military necessity prevents such notice or it is otherwise impossible or unreasonable for you to provide

25
the Company with notice. You may receive pay for temporary military leave, in accordance with
applicable law. In addition, you may use accrued vacation time and/or personal days for the military
absence in order to receive pay.

606 Voting Time

Voting hours generally now extend well beyond the normal work day. Therefore, the need for
employees to take time off to vote should be minimal. Nonetheless, you may be eligible for time off to
vote in accordance with applicable law.

607 Educational Leave of Absence


An unpaid educational leave of absence may be approved by the Department Head if the desired
curriculum is of mutual benefit to you and the Company. Please see the Human Resources Manager
for more information about an educational leave of absence.

608 Family and Medical Leave Act


Parental leave, medical leave and family care are unpaid leave granted for the reasons provided in the
federal Family and Medical Leave Act of 1993 (the “FMLA”) and are made available in accordance
with, and subject to, the conditions provided under the FMLA (including both the Act itself and its
regulations). All references in this policy to “weeks” refer to work weeks. To the extent applicable,
you are required to use accrued PTO in conjunction with leave under this policy.

Eligibility for Family Medical Leave


If you have worked for the Company for at least twelve (12) months and at least one thousand two
hundred and fifty (1,250) hours in the year preceding a requested leave, you are eligible for FMLA
leave.

Types of Leave Covered


Parental Leave. The Company will grant parental leave to an eligible employee on account of
disability in connection with pregnancy or childbirth and for the purpose of caring for a newborn child
or a newly adopted child (including a foster care placement). Parental leave includes disability leave
and childcare leave (as described below). Parental leave must be completed within twelve (12) months
of the birth or placement of a child for adoption or foster care.

(a) Disability Leave. If you are unable to work because of disability in connection with pregnancy
or childbirth, you will be granted disability leave under this policy.

(b) Child Care Leave. You will be granted childcare leave for up to twelve (12) weeks for the care
of a newborn child or a child placed for adoption or foster care. If you receive disability leave
in connection with childbirth for fewer than twelve (12) weeks, child care leave may be added
to disability leave, provided that in such case the combined total amount of disability leave and
child care leave does not exceed your twelve (12) week FMLA entitlement. If you and your
spouse both work for the Company, you are jointly entitled to a combined total of twelve (12)
weeks of child care leave.

Medical Leave. You will be granted up to twelve (12) weeks of leave if you are unable to work
because of your own serious health condition (whether work-related or not).

Family Care Leave. If you are needed to care for an immediate family member (meaning a spouse,
child or parent) with a serious health condition, you will be granted family care leave of up to twelve
(12) weeks. If you and your spouse both work for the Company, you are jointly entitled to a combined

26
total of twelve (12) weeks of family care leave, each to care for your own parent who has a serious
health condition.

Leave Taken Intermittently. When medically necessary, you may take up to twelve (12) weeks of such
leave intermittently (that is, in blocks of time or by reducing your normal weekly or daily work
schedule), rather than continuously, in accordance with the conditions provided for such intermittent
leave under the FMLA.

Benefits
During an FMLA leave, the Company will continue your participation in the Company’s health and
dental insurance plans and will continue to make its usual contributions to the premium costs of the
plans, provided that you pay your share of the cost. You may continue participation in, or
contributions to, other Company benefit plans, to the extent provided under the terms of the applicable
plans. If you fail to return to work at the Company at the conclusion of an FMLA leave, you may be
required to reimburse the Company for any insurance payments made on your behalf during any
unpaid portion of an FMLA leave.

Requests for Leave


All requests for leave must be made in writing to your supervisor at least thirty (30) days in advance of
the leave, stating the purpose of the leave. You may obtain copies of request for leave forms from the
Human Resources Manager. If the need for the leave is not foreseeable, you are still required to notify
your supervisor as soon as possible. The request should state the reason(s) for the requested leave, the
anticipated length of the leave, the estimated date of return to work, and must be accompanied by
appropriate certification, including certification from a health care provider in the case of parental
disability leave, medical leave or family care leave. The Company may, in some instances, request
second or third opinions or recertifications during the period of leave. Certification forms to be
completed by a health care provider may be obtained from the Human Resources Manager. The
Company may also request that you report periodically on your status and intention to return to work.

Returning from Leave


Upon returning from a FMLA leave that has not exceeded twelve (12) weeks, you will be returned to
the same position that you left when the leave began or to an equivalent position with equivalent pay,
benefits, and other terms and conditions of employment, in accordance with the conditions provided
for such reinstatement under the FMLA. You will be reinstated without loss of employment rights or
benefits that you had earned or accrued prior to the beginning of the leave, except to the extent such
benefits were used or paid during the leave.

If you are returning from medical leave or from parental leave in conjunction with pregnancy or
childbirth, you may be required to provide medical certification of your ability to return to work. If
you believe that an absence would qualify for FMLA leave, you should notify the Company as soon as
possible, but in any event, not later than two (2) business days after returning to work from such
absence.

Termination of Employment
If you decide not to return to the Company, you are requested to inform the Company of that decision
as soon as possible. The Company may then end the leave and your employment will terminate.
However, to encourage you to inform the Company as soon as possible that you will not be returning,
the Company will continue to contribute its portion to your health benefits for as long as you remain
eligible for FMLA leave.

If you fail to return to work at the end of an approved leave, the Company may discharge you.

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Limitations on Duration of Leaves
You are not entitled to a total of more than twelve (12) weeks of FMLA leave for all FMLA purposes
per year, meaning a “rolling” twelve (12)-month period measured back from the date when you use
any such leave. The Company, in its discretion, may extend or waive any limitation on the duration of
any leave under this policy, including the limitation applicable to any twelve (12)-month period. You
must use accrued PTO in conjunction with leave under this policy. Use of accrued PTO does not
extend the length of any leave; it only allows you to receive pay during periods of FMLA leave, which
would otherwise be without pay.

FMLA leave will run concurrent with any leave granted under parental leave, see Policy 609.

Key Employees
Certain key employees may not be eligible to be returned to the same or a similar position upon
returning from FMLA leave, if such denial is necessary to prevent substantial and grievous economic
injury to the Company. A key employee is a salaried employee who is among the highest paid ten
percent (10%) of the employees employed by the Company within seventy-five (75) miles of the
facility at which the employee works.

609 Parental Leave


Each Regular Full-Time, Regular Part-Time, and Part-Time Employee is eligible for parental leave,
provided that he or she has satisfactorily completed the Introductory Period. Parental leave may be
taken for the purpose of giving birth, adopting a child under the age of 18 or adopting a disabled child
under the age of 23. Leave may be taken for up to 8 weeks and is unpaid. However, female employees
who have given birth may be eligible for benefits in accordance with the Company’s Short-Term
and/or Long-Term Disability Policies. Employees may also choose to use accrued PTO in order to
receive pay for such leave.

You must give the Company at least 2 weeks’ advance notice of your anticipated date of departure and
of your intention to return. Upon your return to work from parental leave, the Company will restore
you to the same or a similar position as you held before such leave, if available, or to an equivalent
position for which you are qualified, in accordance with the conditions provided for such reinstatement
under applicable law. To the extent that you are eligible for parental leave and family and medical
leave under federal law, such leaves run concurrently.

Upon their return to work following a leave for the purposes of giving birth, female employees must
submit certification from a healthcare provider of their fitness to return to work.

This policy applies to biological parents, adoptive parents and stepparents.

610 Small Necessities Leave

In accordance with Massachusetts law, the Company provides twenty four (24) hours of “small
necessities” leave to all eligible employee in addition to leave for which the employee may be eligible
under the FMLA
If eligible, you may use small necessities leave for the purpose of:

(a) participating in school activities directly related to the educational advancement of a son or
daughter, such as parent-teacher conferences or interviewing for a new school;

(b) accompanying a son or daughter to routine medical or dental appointments, such as check-ups

28
or vaccinations; and

(c) accompanying an elderly relative to routine medical or dental appointments or appointments


for other professional services related to the elder’s care, such as interviewing at nursing or
group homes.

You are eligible for small necessities leave if you have completed twelve (12) months of service prior
to the commencement of leave, have worked at least one thousand two hundred and fifty (1,250) hours
in the twelve (12) months prior to the leave, and have not taken twenty-four (24) hours of small
necessities leave in the twelve (12) months prior to the commencement of leave.

Small necessities leave generally is unpaid. However, the Company requires that you use accrued PTO
in order to receive pay for small necessities leave.

You should make requests for small necessities leave to your supervisor at least seven (7) days in
advance of foreseeable events and as soon as possible for unforeseeable events. When a small
necessities leave ends, you will be reinstated to the same position, if it is available, so long as the small
necessities leave did not exceed twenty-four (24) hours.

611 Personal Unpaid Leaves of Absence


The Company recognizes that there may be times when you need to be away from your job for an
extended period of time for personal reasons. Generally, all Regular Full-Time and Regular Part-Time
employees may be eligible for a leave of absence. A personal leave of absence is unpaid time off taken
with the approval of your supervisor and the Human Resources Manager. The Company, however,
requires that you use any accrued PTO during such leave.

You must request a personal leave of absence in writing, and any such leave will be considered on the
basis of your length of service, performance, responsibility level, reason for your request, and the
Company’s ability to obtain a satisfactory replacement during the time you will be absent from work.
Requests for extensions of leaves of absence are discouraged, but will be considered on the basis of
these same factors. Approved leaves of absence under this policy are limited to a maximum of six (12)
months.

During an approved personal leave of absence, the Company will continue your participation in the
Company’s group benefit plans and will continue to make its usual contributions to the premium costs
of such plans, provided that you pay your share of the costs. PTO is not earned during an unpaid leave
of absence.

Upon expiration of your personal leave of absence, the Company will return you to the position that
you held prior to your leave, if it is available. If your position is no longer available, the Company will
attempt to place you in a position for which you are qualified. However, the Company cannot
guarantee a position or future employment to any employee who takes an unpaid leave of absence.

If you do not return to work at the expiration of your personal leave, the Company will be required to
terminate your employment. In such event, all Company benefits will terminate, in accordance with
the Company’s benefit plans and applicable law.

You should contact the Human Resources Manager with any questions regarding a personal leave of
absence.

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612 Accepting Other Employment or Going into Business while on Leave
If you accept employment or go into business while on a leave of absence from the Company, you will
be considered to have voluntarily resigned from the Company as of the day on which you began your
leave of absence.

700 PERFORMANCE MANAGEMENT PROCESS AND PROFESSIONAL


DEVELOPMENT

701 Goal Setting and Performance and Evaluation

The Company generally follows a performance management process throughout the performance year
that includes goal setting by your managers in advance of the performance year; interim review of your
achievement of these goals during the performance year; self-appraisals; and written evaluations of
your achievement of goals and skills development upon the conclusion of the performance year. This
process generally follows the following timeline:

Goal Setting for Managers ______By September 30


1st Review of Goals March
2nd Review of Goals June
Performance Self Appraisal by Managers____________By August 31
Managers Written Evaluation Feedback and Conference By September 15
Managers Job Skills Review of Employees By September 30

Goal setting is an important part of the Performance Management Process. Through goal setting:

• All managers will be given SMART targets linked to strategic and operational objectives.
Specific; Measurable; Achievable and Agreeable; Realistic and Time Relevant.
• A structure to follow employee activity, modify actions as required and measure progress.
• Alignment between managers and employees on shared goals.

Company wide goals are usually established during the Annual Strategic Meeting in July and reviewed
during the Strategic Review Meeting in March. The President, Department Heads approves the goals,
standards, and priority actions for the Vice President, Sales and Marketing and Corporate Human
Resources for the upcoming year.

The Company’s Department Heads then determine which objectives to assign the managers who report
to them in a way to “cascade” strategic and operational objectives. Business Unit Managers and
Department Heads meet with their managers regarding these goals, measures and priority actions for
the upcoming year.

Thereafter, employees typically receive a Job Skills Review during the appraisal period which
highlights key performance areas of their position. If an employee is identified as needing to improve
in a key area, then there generally will be periodic review meetings to discuss progress. Supervisors
will set frequency of reviews as part of the performance review process.

702 Performance Improvement Plan and Standards of Conduct

It is essential that employees accept personal responsibility for maintaining high standards of conduct
and job performance, including the observance of Company rules and policies, in dealing with
deficiencies in conduct and work performance. Many factors are taken into consideration if
performance improvement becomes necessary, including the nature and seriousness of the offense,

30
your past record, the total impact on your department and the Company, and any mitigating or
aggravating circumstances. Performance improvement may involve some, all or none of the following
steps, as determined within the sole discretion of the Company:

• Verbal counseling
• Written warning(s)
• Written performance improvement plan(s)
• Suspension of employment, with or without pay
• Termination of employment

The nature of the offense and the particular circumstances determine whether or not some, all or none
of the above measures are utilized. As stated above, the Company may determine within its sole
discretion that immediate termination of employment is appropriate or that utilization of performance
improvement measures would be appropriate.

703 Training and Development

The purpose of this policy is to ensure that employees receive appropriate training in technical and
non-technical areas and to ensure that employees’ skills are upgraded to meet the needs of the
organization. Training is broadly classified into the following two categories:

• Specific technical/functional, skill based programs based on the project specifications,


organizational requirement, or to address performance deficiencies and develop future
capacity.

• Developmental training programs in areas such as leadership, communication, negotiation or


time management will be provided as appropriate.

The Company’s Training and Development Program is designed to address training needs identified
from prospective business, project plans, quality reviews, and performance appraisals. Training needs
are generally identified in September and October as part of Strategic Planning, Performance Review
and Goal Setting activities.

Human Resources, in conjunction with the Department Heads, develop training programs based upon
the identified training needs and training budget. Training programs may be conducted with in-house
expertise or through external resources.

Employees who participate in training program complete attendance forms and training feedback
evaluations. Participants in technical and functional training programs may also undergo on-the-job
assessments before and after the training program.

Employees are urged to have excellent attendance and to show motivation to learn. For this reason the
general policy will be for employees to contribute to the costs of training if results are not satisfactory
(i.e. employee does not attend the session or does not achieve a satisfactory score). Terms of costs and
results will be clarified at the sign up for each training program.

Training records will be maintained in employee personnel files.

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800 USE OF COMPANY EQUIPEMENT AND PROPERTY

801 Use of Equipment


Under the direction of the Facilities Manager, equipment and resources will be provided to employees
to allow maximum effectiveness in the place of work Equipment essential in accomplishing job duties
is often expensive and may be difficult to replace. When using Company property, you are expected to
exercise care, perform required maintenance, and follow all operating instructions, safety standards,
and guidelines. This rule applies to equipment used in the office as well as equipment provided for a
home office.

Please notify your supervisor if any equipment, machine, or tool appears to be missing, defective or in
need of repair. Prompt reporting of loss, defects and disrepair is important to make your work easier
and could help prevent injury to employees or others. Your supervisor can answer any questions about
your responsibility for maintenance and care of equipment used on the job.

Negligent use or loss of equipment may result in the employee being responsible for its replacement
cost.

802 Auto
A company owned/leased vehicle may be assigned to an employee to facilitate the performance of
his/her job responsibilities. The Global Operations Manager has the responsibility of assignment,
control, use, maintenance, and record keeping. The Global Financial Officer will oversee proper
procedures for necessary record keeping and tax reporting purposes.
A specific signed agreement which governs the proper use the auto will be entered into between the
Company and the employee.
The utilization of the “unassigned company car” and the utilization of personal vehicles for business
must be prior authorized by the direct supervisor.
Travel Insurance
The Company provides Workers’ Compensation Insurance protection for all travel on Company
business. Special travel insurance may be purchased at your option; however, the Company will not
reimburse the cost of such insurance.

In the U.S., all employees using their vehicles routinely on Company business are required to have
minimum Bodily Injury and Property Damage Insurance of $100/$300/$50M.

803 Mileage Reimbursement


Employees who use their own vehicle for company business will be reimbursed for mileage at the
Company established mileage rate.

804 Personal Use of Equipment


If you would like to use Company equipment or tools during or after work hours for personal benefit,
you must have the approval of the Department Head in writing. The Company is not liable for
personal injury incurred during the use of Company property for personal projects. As a Company
employee, you accept full responsibility for any and all liabilities for injuries or losses that occur, or for
the malfunction of equipment. You are responsible for returning the equipment or tools in good

32
condition, and you agree that you are required to pay for any damages that occur while using the
equipment or tools for personal projects.

805 Return of Company Property


Any Company property issued to you, such as a computer or cellular telephone, remains the property
of the Company and must be returned to the Company at the time of your resignation, discharge,
layoff, retirement, termination, or other separation from the Company, or whenever it is requested by
your supervisor or another member of management. You are responsible to pay for any lost or
damaged items. The value of any property issued and not returned may be deducted from your
paycheck, in accordance with applicable law.

806 Taking of Company Property

No property theft of any type will be tolerated by the Company. We consider theft to include the
unauthorized use of Company services or facilities, or the taking of Company property for personal
use, as well as the theft of a fellow employee’s property.

If you violate this policy, you may be subject to such discipline as the Company in its sole discretion
deems appropriate, up to and including termination of employment and prosecution.

807 Use of Cellular Telephones and Other Communication Devices

The Company is committed to protecting you and others from the hazards that can be caused by
inappropriate use of a cellular telephone, PDA, Treo, IPhone, Blackberry or other communication
device for telephone calls, text messaging, reading/sending email and/or accessing the Internet
(collectively referred to as “Communication Devices”).

Communication Devices while operating a motor vehicle.


• Cellular/mobile phones should be used in a safe manner while operating a vehicle and only in
strict compliance with the law of the state the operator is driving in at the time of usage of the
cellular/mobile phone. Hand free devices are encouraged.

• You must adhere to all federal, state and local laws, regulations and ordinances governing the
use of cellular telephones and all other Communication Devices while driving. The use of a
cellular telephone while driving is illegal in some places (including certain Massachusetts
localities, Connecticut, New York, New Jersey, Washington, D.C. and Chicago). Therefore,
the use of a Communication Device while driving should be avoided as a general practice even
when a headset or voice-activated features may be available.

• If you are charged with traffic violations or any criminal action resulting from the use of a
Communication Device, you will be solely responsible for all liabilities that result from such
use.

Communication devices in the workplace:

• With the exception of emergency situations, employees are expected to participate in any
personal telephone calls on non-work time and to ensure that friends and family members are
aware of the Company’s policy.

• Ring tones must be switched off or to a “vibrate” mode in order to prevent distractions to co-
workers.

33
• The use of camera phones, PDAs or other audio or video recording devices is strictly
prohibited in the workplace.

Cell Phone Number Assignments


Some employees are assigned a cell phone for business purpose. Note that cell phones and cell phone
numbers which are reassigned will not be changed or reverted to the employee for personal use.

900 INTERNET AND COMPUTER USE


901 Computer and E-mail Usage
The Company’s information systems, including e-mail, voicemail, Internet access, computer software
and computer network systems, are the property of the Company and are intended for business use.
Except in the ordinary performance of your duties for the Company, you should not use a password,
access a file, download software or retrieve any stored communication without authorization. If you
use a password to access your computer or email, then the password(s) MUST BE given to the IT
Manager beforehand. In addition, any changes to the password(s) MUST BE provided to the IT
Manager before they are enacted. These rules are to be strictly followed and non-compliance will result
in disciplinary action, up to and including termination of employment.

Although the Company respects your privacy, you should not expect your privacy to extend to
communications and information on the Company’s information systems or the use of Company-
owned equipment or supplies. You should be aware of the Company’s policy with respect to the use of
the Company’s information systems, including e-mail, voicemail, Internet access, computer software,
and computer network systems.

The Company’s information systems are Company property, and you do not have a personal privacy
right in any matter received, sent or maintained on these systems. To ensure compliance with this
policy, the Company may monitor computer and e-mail usage. The Company has the right to access
information and may conduct unannounced inspections of these information systems. Electronic mail
and voicemail are electronic communication tools provided by the Company solely to enable you to
send and receive business information rapidly and efficiently. You are required to comply with the
following guidelines:

• E-mail, voicemail, Internet access and other Company-provided information systems should be
used for Company business only.
• Voicemail greetings and e-mail signatures should be business-like and reflect an appropriate
business-like image. The listing of a personal website or e-mail address as part of a Company
e-mail is not permitted.
• E-mail or voicemail messages may be inadvertently intercepted by someone who was not
meant to receive them. For that reason, you should use good judgment when sending
confidential information by e-mail or voicemail.
• Company communication resources may not be used for personal gain or entertainment (e.g.,
sending chain letters).
• You are prohibited from stealing, using, or disclosing another employee’s code or password
and from accessing any e-mail or voicemail other than your own.

You should understand that e-mail and voicemail messages may have to be disclosed in lawsuits, and
sometimes to people and companies with interests adverse to the Company’s interests. Accordingly,
you should use your best judgment in sending or responding to an e-mail message or in leaving a
voicemail message.

34
The Company strives to maintain a workplace that is free of harassment and sensitive to the diversity
of its employees. Therefore, the Company prohibits the use of computers and the e-mail system in
ways that are disruptive, offensive to others, or harmful to morale.

E-mail may not be used to solicit others for commercial ventures, religious or political causes, outside
organizations, or other non-business matters.

902 Software (Unauthorized Copying)


The Company does not condone the illegal duplication of software. Unauthorized copying of software
is a violation of the manufacturer’s copyright and exposes both you and the Company to civil liability
and criminal sanction.

The Company is permitted under copyright law to make a copy of a program for archival (back-up)
purposes, if the manufacturer does not provide such a copy.

The Company licenses the use of computer software from a variety of outside companies. It does not
own this software or its related documentation and, unless authorized by the relevant manufacturer,
does not have the right to reproduce it. Accordingly:

1. With regard to the Company’s local area networks or multiple machines, you may use this
software only in accordance with the relevant license agreement.

2. If you learn of any misuse of software or related documentation within the Company, you must
promptly notify your supervisor.

3. If you make, acquire or use unauthorized copies of computer software, you may be subject to
such disciplinary action as the Company, in its sole discretion, deems appropriate, up to and
including termination of employment.

903 Internet Usage, Internet Bulletin Boards, Chat Rooms, Blogs


Access to the Internet is provided by the Company to assist you in obtaining work-related data and
technology. The following guidelines have been established to help ensure responsible and productive
Internet usage.

Internet usage is limited to job-related activities. Personal use of the Internet is not permitted.

All Internet data that is composed, transmitted, or received via our computer communications systems
is considered to be part of the official records of the Company and, as such, is subject to disclosure to
law enforcement or other third parties. Consequently, you should always ensure that the business
information contained in Internet e-mail messages and other transmissions is accurate, appropriate,
ethical and lawful.

The equipment, services, and technology provided to gain access to the Internet remain at all times the
property of the Company. As such, the Company may monitor Internet traffic, and retrieve and read
any data composed, sent, or received through our online connections and stored on our computer
systems.

Data that is composed, transmitted, viewed or received through the Internet must not contain content
that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or
disruptive to an employee or other person. For more information, please refer to Policy 105, entitled
Sexual and Other Harassment.

35
The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented
material on the Internet is expressly prohibited. As a general rule, if you did not create the material,
you do not own the rights to it, or you have not gotten authorization for its use, the material should not
be put on the Internet. You are responsible for ensuring that any person or entity sending material over
the Internet has the appropriate distribution rights with respect to such material.

To ensure a virus-free environment, no files may be downloaded from the Internet without prior
authorization.

Abuse of the Internet access provided by the Company in violation of law, this policy, or any other
policy contained in this Employee Handbook, may result in such disciplinary action as the Company,
in its sole discretion, deems appropriate, up to and including termination of employment. You may
also be subject to legal liability for any violations of this policy. (For more information, please refer to
Policy 105, entitled Sexual and Other Harassment.) The following behaviors are examples, but by no
means a complete list, of actions and activities that are, with respect to the Internet, prohibited and
may, in the discretion of the Company, 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, printing, or downloading software and electronic files without permission.
*Sending or posting confidential material, trade secrets, or proprietary information outside of
the Company.
*Violating copyright laws.
*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 a 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.
*Using the Internet for political causes or activities, religious activities, or any sort of
gambling
*Jeopardizing the security of the Company’s electronic communications.
*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.

You should refrain from disclosing confidential, proprietary, sensitive and/or trade secret information
of the Company and third parties. Such disclosures threaten the Company’s intellectual property
rights, ongoing business with third parties, and compliance with all securities laws. Additionally, the
Company may have certain rights in any inventions or concepts you create that relate to the
Company’s business; you should consult your supervisor and your Agreement before disclosing such
inventions or concepts in your blogs, chat rooms or bulletin boards. The Company, in its sole
discretion, will determine whether a particular blog violates the Company’s policies. The Company
further reserves the right to request that employees refrain from commenting on topics related to the
Company (or, if necessary, suspend the blog altogether), if advisable to comply with securities or other

36
laws. Should you have any questions about this policy or how it may apply to your blog, please
contact your supervisor.

If your performance, work habits, overall attitude, conduct, or demeanor becomes unsatisfactory, as
determined by the Company in its sole discretion, based on violations of this or of any other Company
policies, rules, or regulations, you may be subject to disciplinary action, up to and including
termination of employment.

1000 BUSINESS TRAVEL AND EXPENSE REPORT RECONCILIATION


1001 Policies and Guidelines for Business Travel
Employees who are required to travel on company business will be provided with specific policies and
guidelines determined to provide the best efficiency and results aligned to the purpose of travel,
including but not limited to:
• Trip Planning, Authorizations and Approval
• Air Travel
• Currency
• Hotels
• Entertainment
• Meals, Restaurants, Tipping
• Rental Cars, Limos, Private/Personal Auto Use
• Extended Stay
• Laundry
• Expense Authorizations and Reporting (See Policy 1101)
• Meeting Room Rental
• Other Guidelines and Suggestions

1002 Policies and Guidelines for Expense Accountability

Employees who incur expenses and or charges on behalf of the Company will follow guidelines and
procedures to ensure timely reconciliation by the Accounting Department, including but not limited to:

• Credit Cards
• Cash Advances
• Timely reporting
• Expense Reconciliation
• Authorization and Approval
• Personal expenses

1003 Business Travel and Expense Reconciliation Agreement Letter


An annual signed agreement will be entered into between the Company and the Employee relative to
Business Travel, Credit Card, Cash Advance, Expense Authorizations, Reimbursements and Reporting.

***********************

NOTHING IN THIS POLICY, OR ANY OTHER PROVISION OF THIS HANDBOOK, CHANGES


YOUR AT-WILL EMPLOYMENT STATUS OR CREATES ANY ENFORCEABLE RIGHTS OR
PROMISES OF ANY KIND WITH RESPECT TO THE TERMS AND CONDITIONS OF
EMPLOYMENT.

37
ACKNOWLEDGMENT

[Each Employee should sign two copies of this Acknowledgment, one for the Employee and one to
be placed in the Employee’s personnel file.]

I acknowledge that:

1. As of the date of my signature hereto, I have received a copy of the Navionics Inc. (the
“Company”) Employee Handbook (the “Handbook”), including the supplement for the State of
______________1 I have read the Handbook and understand its contents. I understand that the
Handbook is not a contract between me and the Company and does not create any enforceable
rights or promises of any kind regarding the terms and conditions of employment. The Company
may unilaterally amend or revoke the Handbook at any time;

2. My employment relationship with the Company is at will, and as such, may be terminated
with or without cause at any time for any reason or no reason by either the Employee or the
Company; and

3. If any officer, supervisor, employee or other representative of the Company has made any
statement contradicting the at-will nature of the Employee’s employment, such statement is not
binding on the Company.

Date: _____________, 200__ __________________________________


Print Name:________________________

1
The Company is to write in the name of the applicable state. If no supplement is provided, the Company
should write in “N/A.”

38
ACKNOWLEDGMENT

[Each Employee should sign two copies of this Acknowledgment, one for the Employee and one to
be placed in the Employee’s personnel file.]

I acknowledge that:

1. As of the date of my signature hereto, I have received a copy of the Navionics Inc. (the
“Company”) Employee Handbook (the “Handbook. I have read the Handbook and understand its
contents. I understand that the Handbook is not a contract between me and the Company and
does not create any enforceable rights or promises of any kind regarding the terms and conditions
of employment. The Company may unilaterally amend or revoke the Handbook at any time;

2. My employment relationship with the Company is at will, and as such, may be terminated
with or without cause at any time for any reason or no reason by either the Employee or the
Company; and

3. If any officer, supervisor, employee or other representative of the Company has made any
statement contradicting the at-will nature of the Employee’s employment, such statement is not
binding on the Company.

Date: _____________, 200__ __________________________________


Print Name:________________________

39

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