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MOLD-RITE PLASTICS'
Innovative o Reliable Responsive
EMPLOYEE
HANDBOOK
1WINSBURG, OHIO
EXHIBIT
MR(HB2017)001
Sandra Kurt, Summit County Clerk of Courts
A
CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 2 of 52
I
2222 HIGHLAND ROAD TWiNSBURG OH 44087
330-425-4206 I WWW.MRPCAP.COM
MOLD-RITE PLASTICS • INNOVArivE RELIABLE REspoNsivE
MR(HB2017)002
Sandra Kurt, Summit County Clerk of Courts
CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 3 of 52
INNOVATIVE
RELIABLE
RESPONSIVE
DEAR [EMPLOYEE,
Welcome to Mold-Rite Plastics 'w-insburgl
At MRP Twins (DU ra we believe that eoch employee contributes directly to Mold-Rite's growth and success.
We therefore provide a culture where -fresh ideas and solutions ore 'welcome aid rewaided We
encourage you to be a prideful and engaged member of our team.
The cornerstone of our Culture, !Mission and Vision includes the safety of our en)i)'3ps integrity and
honesty from everyone, world class customer service innovation in all we do anci piotitabiky to support
future investment and longevity of our company
Our goal is ro create an environment where all people con fsf (L- • potential to the: be. :'•-E3F''
and to the bene.-fit of the company. This requires di of us to via', cooper-a-kiely focused on our n:ss
By doing this v cc able to ache,.fe thie performance of soely. service or7ol lnnovcition for which \-o
Rite Plastics is known throughout the packaaing indus7N.
This Employee Handbook was developed to enlighten you about important and specific details
applicable to employees at Mold-Rite Plostics The Handbook provides information about the programs
and benefits available to eli_3;ble employees.
It is your responsibility to familiarize yourself with the contents of this Employee Handbook, to reference it
when necessary and to revisit it often.
We encourage you to know our Mission and we wish you o successful, rewarding and satisfying career
at Mold Rite Plastics.
Brion Bauerbach President and CEO
Mold-Rite Plastics is an at-will, equal opportunity employer. MRPCAP COM I
MR(HB2017)003
Sandra Kurt, Summit County Clerk of Courts
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Table of Contents
Welcome Complaints Procedure 27
Table of Contents 2 Bereavement 27
Mission Statement. ... 3 Travel Time........ 27
Core Values. 3 jury Duty 27
Employment 5 Military Reserves , 28
Employment At Will .... . 5 Attendance Bonus 28
Employment Types 5 Employee Referral Bonus.. 29
Dept of Labor (DOL) & Fair Labor Time Off to Vote.. . 30
Standards Act (RSA). . 6 Attendance 30
Evaluation Period 6 Work Hours ..... 30
Outside Employment .. . ..... 6 Absences or Lote Arrivals ... 30
Job Postings. . ................. . 7 Attendance Policy 31
layoffs. Call Off Procedures 32
job Recall . . . . 7 Timekeeping Practices 32
Loss of Employment........ 8 Protected Absences. . . 33
Resignation & Notice. . B 'Or HOW'S .... 33
Respectful Workplace.... Excused Tardy Days. 34
Communication to VP of Operations . Q Excused Absence Doy 34
Policies .. . . . . 9 Extended 11!;,ss. 34
Equal Employment Opportunity (EEO) 9 light s:ted Duty 34
Americans with Disabilities Act (4.4‘.1 34
t);y:.riminateon & Hoirassmeni 35
i'v,prietary Information l 35
Employee Records t1 Benefits 37
& ConRict of inteiest 12 37
onfidentiot InfarmOtiOn 13 f& AD&D 37
Privacy 13 -_,tzd Life Insurance .. 37
Solicitation . 14 Disabiloy Benefits . 37
Performance Evaluations 14 40 Plan ... 38
Employment of Relatives . 14 Halida.A 38
Employment Verification 15 Vacation 39
Dress Code 15 Family Medical Lease Act (FNMA 40
Whistle.blower 16 Pregnancy Leave 41
Company Property 17 Personal leave 42
Cameras „ 18 Military Leave 42
Cell Phones. 18 Lactation Policy 43
informahon Technology Poli.17y 1° 43
Social Media Policy. 20 Disciplinary Action 44
Business Expense & Reimbursement 21 Progressive Discipline 44
Pay . 22 Dispute Rese..,lut.or, 45
Pay Dotes & Pay Pe, ¡ads 22 A.Aed lotion ... 46
Direct Deposit . 23 Binding Arbitration 46
Timesheets & 1irneclocks 23 General Information 47
Overtime 24 Address & Other Changes . 47
Shift Differential 25 Meetings & Other Communicatky, 47
Meeting Pay 25 Lockers 47
_ _ .Call in Pay . . 25 Plant Guidelines 47
- hid. of Work.. 25
Pay Deductions 2b
3 MOLD RITE
PLASTICS
- eIAN
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Sandra Kurt, Summit County Clerk of Courts
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QUALITY & FOOD SAFETY POLICY
rA d-Pe Plostics is committed to producing safe sc,o!ine
CcOLy products that comply with on "ve rHss'(y- excee„ding
opplicable product cind re-gulatory customer expectotionsc cc
requirements ont4 food safely prortices
c.;: co--
e -e e a employees are Signed by:
empowered
MRP will measure success ad de faf 0140-,
continuous improvement through regJlar Brian Bauerbach President and CEO
re ;:ev,I, to ensure standard and controlled
T-esses uqlizing reliaid!e equipment. This
MISSION VISION VALUES
OUR MISSION OUR VISION
Demand o culture where 6lpep- cc:ep INNOVATIVE:
dc-f2.-_,,untabAiiy for their safety and for he °the:, tool., delivers Indus)i y iraadrrrq
Be he most responsive, flexible and cue
supplief of specialty packaging irts,F.
Deliver innovation in everythinci (1'7: RESPONSIVE:
Create growth fot future investment an:-.J t‘. I Any quarifiry I Any Iirn,a
FAST:
OUR CORE VALUES deign ond build pLUS nioclick
on the shelf ci-.,ickly
5AFETY:
mount RELEVANT:
inv-eging in people, equipfrerd
INTEGRITY and HONESTY: echnoloqv
L-f all peOpit-3
at all and open FLEXIBLE:
Open capacity, ready to respo,,d
CUSTOMER FOC ti5EDt DEDICATED.
r)peo Unpafdieleci cjsc1ner se
Ch3n11.1
Coinf-m-?.te 0d
E hi 10 CrOI • I C DIVERSE:
[no ;.kg.Is
\Aivvis, MRPCAF
MR(HB2017)005
Sandra Kurt, Summit County Clerk of Courts
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CHOOSE US FOR EXCELLENCE
INNOVATIVE
In-house design
team delivers
industry-leading
innovation
DIVERSE
Wide product RESPONSIVE
range serving Any Color
multiple end Any liner
markets Any Time
DEDICATED FAST
Unparalleled In-house tool
Customer service, Innovative Reliable • Responsive design and build
committed to puts products on
distribution the shelf quickly
channel
FLEXIBLE RELEVANT
Open capacity; Investing
ready to in people,
respond equipment and
technology
1 MOLD RITE PLASTICS • NN. .VWiL kUI.4LF RSI&rSIvi:
MR(HB2017)006
Sandra Kurt, Summit County Clerk of Courts
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Employment
Employment at Will
This Handbook contains information about Mold-Rite Plastics employment polities and practices. Each
employee is required to read this Handbook carefully, as it is a valuable reference for understanding
important details about Mold-Rite Plastics and your position. The policies outlined in this Handbook
should be regarded as management guidelines which, in developing and sustaining the business, will
require changes from time, to time Mold-Rite Plastics retains the right to mok.e decisions involving
employment as needed in order to conduct its work in a manner that is beneficial to Mold-Rite Plastics
and its employees, alike. This Handbook supersedes and replaces all previous Handbooks
Revisions, additions or deletions to the Handbook must be in writing and with the approval of the Vice
President of Operations ond the Human Resources Manager. The provisions of this Handbook ore not
intended to create controctool ab!.9.-_)t,cris with respect to any covered matter, nor is this Handbook
intended to creote a contractual guarantee of employment for any specific 'duration of time.
Mold -Rite Plastics is an "At-Will employer This means that, regardless of ony provis!on of this
Handbook, either you or Mold-Rite Plastics may terminate the employment relationship at any time, for
any reason, with or without cause or notice Nothing in this Handbook or in any document or statement,
.,erirten or verbal, sholl limit the right to terminate employment at will No officer, employee Of
,epre 5:•ntot i v of Mold-Rite Plastics is authorized to enter into on agreement - expressed or implied with
any employee for employment for a specific period of time unless such on agreement is in a written -
contract approved and signed by Mold-Rite Plastics' Vice President of Operations.
a written contract is inconsistent with this Handbook, the written a)ntract is the controlling document
This Handbook refers to current benefit plans maintained by Mold-Rite Plastics and ore described
.-ienerolly in the benefits section of this. Handbook. However, due to the ever-changina landscape
SU,r:,xinding employee benefit programs, detailed information rego,cling current benefit plans are
maintained in the Human Resa.i-ce5 Deportment \Afe therefore ericauroae you to visit Human Resources
where you can ie.sn:ni..v Pico and Surnmcry Pion De..scriprans each specific benefit Human
Resources will also oe aiJe u any questions you mai have uHc plans
Employment Types
Employees ot Vcjci-!:6te no.,, be full-time. port•tirne, temporary
A full-time empeyee reguloi;‘,' scheduled to \A/0,k a minimum of 30 hc,,,f.s per week. Fult-time
employees ore ellg;bie foi t,,,enef;ts (See Benefits section)
A part-time employee is regularly scheduled to ‘,vork less than 30 hours per week. Part-rime
employees hove limited eligibility for benefits.
Temporary and seasonal ernp'ioye,es ore reguarly scheduled to work on °mount of hours determined by
the manager and Human Resources for o specified duration of t!rne aid For a specific proleci or task
These employees ma,, include students on break during summer morehs or holidays. They are not elt;e
for benefits
An intern is regularly scheduled to work an amount of hours determined by the department manage,
generally for the duration of the summer months. Internships are paid on an hourly basis
MRPCAP .
MR(HB2017)007
Sandra Kurt, Summit County Clerk of Courts
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United States Department of Labor (DOL) - Fair Labor Standards Act (FLSA)
Employees are classified as Exempt or Non-Exempt. This exemption classification is defined and
enforced by the Deportment of Labor l'DOL") and the Foir Labor Standards Act ("ELSA")
Exempt Employee is not entitled to overtime pay Exempt employees may also be exempt
from minimum wage requirements pursuant to applicable Federal and State law
Non-Exempt Employee is entitled to overtime pay as required by applicable Federal and
State law
The RSA requires that non-exempt employees in the United Slates be paid at least the prevailing minimum
wage for all hours worked and overtime pay at time at the rate of one and one-half (1.5) the regular rate
of pay for all hours worked over 40 in a work week.
ihe HumIn Re:‹-)urces Department (Human Resources) conducts the evaluation process and is the final
ihonty in mining exempt and non-exempt classifications on the basis of position descriptions
ir ee;Jarcling eeemptien orel re, mption shr_.,,uld be directed to Human Resources
New Employee Evaluation Period
At riEN enTi,.,yees wi ii%! !ii ii mr e and atteridlnce .evaluarioft, condujed du rig the Firs!
ti r.ty (0) days of iheli 1hi5inne IS designed fat you and (Auld-Rite Plostics lo identify if
v./orking needs and coreer goals ore :_eirlieetible with t-e,eu te!., • needs Doling this period
lob performance, ottencloree attitude and overall interest in carefully reviewed by
.in supervisor Mold-Rite Pasr us wii! then evaluate your perfow Kiker a decision concerning
continued employment This evaluakei period does not chatlEy. or Terjeke you sttus as on at-will
Your employment can be terminated during the Evaluation Period Moreover, successful
He Evaluation Period likewise does not change your status as an at-will employee.
Outside Emptoymeat
Employees may hold outside jobs as long as they meet the performance standards of their iob with
Mold-Rite Plastics. All employees will be fudged by the same performance standards and will be subject
to Mold-Rite Plastics scheduling demands, iegordiess of any existing outside work requirements
If Mold-Rite Plastics determines that an employee's outside work interferes with performance or the
ability to meet the requirements of Mold-Rite Plastics as they are modified horn time to time, the
employee may be asked to terminate the outside employment if he or she wishes to remain with
Mold-Rite Plastics, Outside. employment that constitutes a- conflict of interest is prohibited
Employees may not receive any income or material gain from individuals outside Mold-Rite
Plastics for materials produced or services rendered while performing their lobs
As a condition a! employment, Mold-Rite Plastics requires employees with a second job or
outside, occupational activity to.
Insure maximum performance on the jab at Mold-Rite Plastics
• Keep Mold-Rite Plastics Confider dial Information completely confidential
• Prevent unauthorized dissemination of Mold-Rite Plastics Confidential Information
• Refr6n from engaging in activity in competition with Mold-Rite Plastics
• Refrain from engaging in activity that may negatively affect Mold-Rite Plostics customers'
businesses
I MOLD -RITE PLASTICS • it-41,1.'
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Sandra Kurt, Summit County Clerk of Courts
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Job Postings
Mold-Rite Plastics posts most hourly job openings internally (however in some instances it might be
necessary to post externally if a specific skill set, or education is required) The purpose of the job
posting process is to offer eligible employees the opportunity to express their shift preference, interest in o
higher paying job classification, document succession interests, and to take advantage of openings that
may be more compatible with specific skill sets
When filling posted positions, Mold-Rite Plastics will consider the following factors in evaluating existing
employees for transfer to available opportunities: work performance history, attitude, cooperation, team
involvement, attendance, seniority, disciplinary record, skill, flexibility, versatility and any other pertinent
factors.
Certain production, quality, technical, or soloried positions ore not normally posted. Applicants
expressing interest in positions that ore not posted may be required to complete testing to determine job
qualifications. Completion of on internal application may be required. Employee must be in good
standing (less than 5 attendance points, no performance improvement plan, or active progressive
discipline documentation in their employment records) at time of application.
Layoff and Reduction in Force
At various times it may be necessary fo, Mold-Rite Plastics to reduce its work force due to the economy
and/or our sales levels When this is necessary, Mold-Rite Plastics will determine whether it is best to
hove a work force reduction (termination) or whether it is better to have employees placed on layoff
Shared work programs may also be considered
When layoff or job elimination is necessary, Mold-Rite Plastics will consider tne following Factors in
selecting employees for retention, layoff or termination:
• Skill, ability, and versotil:ty
• Job clossification and qualifications
• Historical job performance
• Seniority
Some employees may request o voluntary layoff Those wishing to take voluntary layoff are not eligible
to "bump' back into the work force. They will be recalled under these some factors, subject to the
initations set forth below
In the unlikely event that Mold-Rite Plostics should order a 'moss layoff' (layoff involving at least one third
of the workbrce) Mold-Rite Plastics will comply with the Worker Adjustment and Retraining Notification
Act (WARN') and will provide employees with 60 days advance notice of facility closings or mass
layoffs anticipated to last more than six months
Recall
Employees who are laid off will receive consideration for recall for a period of six months from the date
of their layoff Recall may be mode by telephone or mail. An employee will be considered a "voluntary
quit" if they fail to return to work as instructed, or foil to contact Mold-Rite Plastics within three (3) days
following Mold-Rites' recall notification. Mold-Rite Plastics reserves the right to consider valid, legitimate
explanations for failure to return following recall notification. Those situations will be considered on a
_ C09 basis. _
o.^,AAN mRPCAP,...:oxi 1 8
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Sandra Kurt, Summit County Clerk of Courts
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Loss of Employment
Employment will be ended when one of the following events occurs:
1 You quit 01 rehre.
2_ You ore released, laid off for more than six (6) months, discharged, or administratively terminated, or
your position is eliminated,
3 You have been employed less than one year and become totolly and permanently disabled for any
reason at ore unable to perform the essential functions of your lob and Mold-Rite Plastics is unable to
reasonably accOmmadate your disability
You are employed less than one year and because of illness or any other non-protected reason need
to be absent for more than five days
5 You ore absent from work on two (2) occasions in a rolling l 2 -month period without properly
notifying Mold-Rite Plastics and without receiving approval for the absences ("No-shaw/No-coll')
111is will be considered a "voluntaiy resignation
6 Y-lu rece.ivE a medical rek:ose to w ii and cki riot report l;)i duty on the rissipnr?.d retry n-to
work dote
You ore on layoff status and are notified t,-.)
rtur r; vvork and fail to do o, or fail to give (.-itisfoctory
reason within three (3) days after natikniecy, Recall pc,ttcy. ObCVII
Yu exceed avail
available leave os I MIA (Jr
s6u attain attendance points leve! AJierriciH
Resignation & Notice
If you decide to leave Maid-Rite Plastics, you must advise youi supervisor and flurrion Resources, in
writing, with a minimum of a two-week notice
1 Those who pal ticipated in Mold-Rite Plastics group life insurance programs may convert their policies
to individual coverage Contact Human Resources for information about the conversion privileges
2 Health insurance may also be continued under the provisions of federal law (COBRA) which allows
you to pay the full premium to extend coverage A farm for this purpose will be mailed to your
home
3 Terminating employees are required to return all Mold-Rite Plastics property before the final date of
employment
Following separation from employment, references for On employee's post performance with Mold-
Rite Pio:tics will be limited to his or het dates of employment and positions held. Requests for more.
detailed information will be given only when accompanied by a release which details the
information requested and is signed by the former employee
Respectful Workplace
VVe at Mold-Rite Plastics are committed to providing a workplace free of violence, bullying, or other
inappropriate behavior. InsteadoMold-Rite-Plastics-endeavors to maintain an environment that embraces
and leverages the similarities and differences in our workforce
MOLD -RITE PLASTICS • 1P11\1,- VOL PELIABIF RFSPL..g,154,i1-
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Sandra Kurt, Summit County Clerk of Courts
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In this inclusive environment we encourage teamwork so that employees are not distracted by non-value
adding behavior ond thus can contribute to their fullest potential.
Employees ore encouraged to have trust in our compony, and feel comfortable coming forward without
fear of backlash.
Communication to VP of Operations (Twinsburg)
AS port of our open door policy, the VP of Operations has a communication box located in the
lunchroom at the 2222 building This can be utilized by employees to provide feedback on problems
that they are facing or to make a sugaes'ion. in this way, Mold-Rite Plostics" Management learn will stay
informed of employee desires and needs.
For this reasons, we ask that employees include their name
Policies
Equal Employment Opportunity (EEO)
Mold-Rite Plastics is committed to equal employment opportunity. VVe will not discriminate against
employees or applicants for employment on any legally recognized basis ("protected class') including
veteran stotus, uniform service niemberi status race, color, religion, gender, sexual orientation, national
origin age, physical or mental CkObOity, -genetic inforrinvion, marital status, or any class protected ender
federal, stote or loc.cd 10%,
This policy -applies to all aspects of t'cei ere c-*.--enienii ieta!iiensnin innInUing recruitment, hiring.
compensation, promotion, transfer. eeien frorn ccyal training.. social and
lecreational programs
Al; such employment decisions will be mode without unlowfully discriminating on any prohibited basis
Questions regarding Equal Ernaloyrnern Opporturo,,, should be directed to Human Resources.
Americans with Disabilities Act (ADA)
it is Mold-Rite Plastics pc :c-, tnne evil! not discriminate ago;nst qualified individuols with disabilities in
any aspect of their employment Mad-Rite Plastics is committed to complying with the ADA Amendments
Act of 2008 the Americans with Disabilities Act of 1990 and its related Section 504 of the
Rehabilitation Act of 1973, as applicable
Mold-Rite PicigiCS recognizes that some ;nclividuals disabilities may require accommodations ot v\ ark
if you ore currently disabled or become ci.isabled during your employment, you should contact your
manager and/or Human Resources to discuss reasonable accommodations that may enable you to
better perform the essential functions of your lob. Together we will work to identify potential
accommodations that Mold-Rite Plastics con reasonably institute
The Americans with Disabilities Act defines 'disability" as: (1) a physical or mental impairment that
substantially limits one or more of the molar life activities of such individual, (2) a record of such
impairment, (3) being regarded as having such impairment. "Major life activities" include caring for
oneself, performing manual tasks, s-e.e.ing, hearing, eating,. s_leeping, walking, stonding, lifting, bending,
speaking, breothtng, learning, reading. concentrating, thinking, communicating and working.
MR(HB2017)011
Sandra Kurt, Summit County Clerk of Courts
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In accordance with the Americans with Disabilities Act, employees with AIDS will be treated like any
other ill employee. If the individual is fit to work, he or she will be provided with work in accordance
with normal procedures Usually, no special precautions in the workplace are indicated However,
employees with AIDS may request reasonable accommodation by contacting Human Resources, We
ore committed to safeguarding the health of all employees and maintaining sustained productivity.
Anti-Discrimination/Harassment
Mold-Rite Plastics is committed to providing a workplace free of discrimination, including harassment
prohibited by local, state or federal law. Mold-Rite Plastics does not tolerate actions or words (including
jokes) based on an individual's sex, race, ethnicity, age, religion, disability or any legally protected
characteristic. Any person who sees, suspects, or is subject to discrimination, including harassment, must
report it promptly to their immediate supervisor 05 explained below. Mold-Rite Plastics maintains a zero
tolerance position on this matter. Any employee who fails to adhere to Mold-Rite's Anti-Discrimination/
Harassment policy wilt be disciplined
Sexual Harassment Policy
, I., 0 particularly offf.:Inive f,yrri at discrimincoion Sexual hormsnlent is defined as
Unwelcome sexual advance, ie,clue:its lot....,eAual tcwors, and o'h- .:)r.physk-;cil conduct
of a sexual nature when Su.-)Til!:55R-)41
t• t "idi conduct is MA. -i ri irplicilly o
.
ter rri cond -,7:rt of on inrii,tiduars empla/ment, 9 su1wissior 4-„,
or ; ii; conduct
by art lo -1is used as the ba3i5 101employment individual, oi 3)
such conduct has the purpose al enact of substantially :1ls
performance or creating on ir,tirnidating. hostile or offerisivE..:iioi en
Examples of sexual harassment include, but are not limited to, unwonted sexual advances, demands for
sexual favors in exchange for favorable treatment or continued employment, repr_!,-.3kA sexual jokes.
flirtations, advanc..-es or propositions, verbal abuse of a sexual nature, graphic, verbal commentary about
an individual's body, sexual prowess or sexual deficiencies, leering, whistling, touching, pinching.
assault. coerced sexual acts, suggestive insulting. obscene comments or gestures, and display in the work
place of sexual suggestive objects or pictures through any form of media communication
Any person who sees. suspects. or is subject to sexual harassment occurring in our workplace must
promptly report it to their immediate supervisor as explained below.
This policy applies to haiassrnent by coworkers, supervisory personnel, or non-Mold-Rite Plastics
personnel who may be on Mold-Rite Plastics premises for business reasons
Retaliation
Mold-Rite Plastics prohibits retaliation against any employee who in good faith reports harassment or
cooperates in any discrimination or harassment investigation Retaliation is a very serious violation of this
policy and any individual subiecteci to retaliation should report the incident immediately to their
immediate supervisor Any employee found to have retaliated against on employee for reporting
discrimination or harassment (including sexual harassment) 04 against anyone participating in the
investigation of a complaint, will be subject to discipline.
Reporting Procedure
Any employee_who experiences, or witnesses, discrimination -or harassment must utilize the open door
policy and immediately report it to their immediate supervisor. If the employee's immediate supervisor is
involved in the alleged discrimination or harassment, then the employee must report the incident to the
II MOLD -RITE PLASTICS • 11,414...NATtVi• RRIAIHE RESI'Llsbrif
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Sandra Kurt, Summit County Clerk of Courts
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Supervisor or other manager. Mold-Rite Plastics takes all complaints seriously and will conduct a prompt
and thorough investigation. If the investigation reveals that discrimination or harassment occurred, Mold-
Rite Plastics will take corrective action to resolve the issue.
Making false allegations of discrimination or harassment is likewise prohibited. If Mold-Rite Plastics
determines that on employee has intentionally made false allegations of discrimination or harassment, he
or she will be subject to discipline.
Genetic Testing and Results
Pursuant to the Genetic Information Nondiscrimination Act iGINA) of 2008, Mold-Rite Plastics prohibits
the discrimination or harassment of employees based on genetic tests or information. Mold-Rite Plastics
will not seek to collect genetic information related to its employees except for the following reasons, if
applicable-
Inadvertent acquisitions of genetic information, such as in situotions where a manager or
supervisor overbears someone talking about a family member's illness
• Genetic information (such as family medical history) obtained as port of health or genetic
services, including wellness programs, offered by Mold-Rite Plostics on a voluntary basis
o Genetic information acquired as port of the certification process for FMLA leave (or leave
under similai state or local laws), where employee is asking for leave to core for a family
member with a serious health condition
G Inadvertent acquisition through commercially and publicly available documents like
newspapers.
a Acquisition through a genetic monitoring program that monitors the biological effects of toxic
substances in the workplace where the monitoring is required by law or where the program is
voluntary
• Acquisition of genetic information of employees IN employers who engage in DNA testing for
law enfoicement purposes as a forensic lob or for purposes of human remains identification,
but the genetic information only for analysis of DNA markers for quality control to detect
sample contamination
Proprietary Information
Mold-Rite Plastics has a reasonable expectation and requirement that oil employees recognize the need
for confidentiality regarding Mold-Rite Plastics in general and the protection of its continuing business
enterprises and those of oui customers. All employees have a responsibility to handle proprietary
information with forethought and care. ("Proprietary Information' is synonymous with "Confidential
Information'', below.)
At Mold-Rite Plastics discreniore certain employees ore required to sign a Non-Compete / Non-Disclosure
Agreement as a condition of employment Fully executed Non-Compete / Non-Disclosure Agreements
take precedence over any partial language Or information provided within this handbook
Any questions related to proprietary information, competition, confidentiality or any other similar issue
should be directed to management.
Employee Records
Mold-Rite Plastics maintains a personnel file on each employee The personnel file inCludes such
information as the employee's job application, resume, records of training, documentation of
performance appraisals, salary increases and other employment records.
WNW MRPCAP‘ZOM I2
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Personnel files are the property of Mold-Rite Plastics, and access to the information they contain is
restricted. Generally, only supervisors and management personnel of Mold-Rite Plastics who have a
legitimate reason to review information in a file are allowed to do so.
Employees who wish to review their own file should contact Human Resources. With reasonable
advance notice, employees may review their own personnel files in the Human Resources office and in
the presence of the Human Resources Manager
Gift and Conflict of Interest
Moldfite. Plastics, LK employees will maintain the highest ethical standards in the conduct of company
offotis Intent of this Policy is that each employee will conduct the company's business with the highest
ethical standards and comply with all applicable federal, state, and local laws in a manner that excludes
considerations of personal advantage or gain
Applies to all company employees unless appioved in writing by the SVP, CFO, or CEO of the company.
A Gilts, Favors. Entertainment and Payments Received by Company Employees
Employees shall not seek or aceeee , or others any gifts, favors, entertainment or
paynients withoet a leoirinlve e.ree,e Hiot witl:en approval from o reninlei?r 0 !he
executive teem 5 equiled for all i as goifin9, games, etc reo el; (tiring
normal business hours or weekends Approval will be based on appropriatenes, al the event_
Supplier paid lunches andior drrine cite i'Dry j re.1\10(11 0.T.a1p.agy ntisiness is the
primary reason for meeting and the rvitcjiiocr tedeteled by the supplier r.Torourription of
alcoholic beverages is subject to the some rpolesR.H",01 3iirld,,IR1-7, 0E,cumpaty pad
1.insol:cited gifts of nominal value_ including peeishable items ie.g hams. coolees. outs, etc.) and
supplier branded materials le g. calendars, pens, notepads shies, etc are acr:_!4ptablr.,.-
4 It is never permissible to accept a gift in cosh or
Preview
CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 1 of 52 MOLD-RITE PLASTICS' Innovative o Reliable Responsive EMPLOYEE HANDBOOK 1WINSBURG, OHIO EXHIBIT MR(HB2017)001 Sandra Kurt, Summit County Clerk of Courts A CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 2 of 52 I 2222 HIGHLAND ROAD TWiNSBURG OH 44087 330-425-4206 I WWW.MRPCAP.COM MOLD-RITE PLASTICS • INNOVArivE RELIABLE REspoNsivE MR(HB2017)002 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 3 of 52 INNOVATIVE RELIABLE RESPONSIVE DEAR [EMPLOYEE, Welcome to Mold-Rite Plastics 'w-insburgl At MRP Twins (DU ra we believe that eoch employee contributes directly to Mold-Rite's growth and success. We therefore provide a culture where -fresh ideas and solutions ore 'welcome aid rewaided We encourage you to be a prideful and engaged member of our team. The cornerstone of our Culture, !Mission and Vision includes the safety of our en)i)'3ps integrity and honesty from everyone, world class customer service innovation in all we do anci piotitabiky to support future investment and longevity of our company Our goal is ro create an environment where all people con fsf (L- • potential to the: be. :'•-E3F'' and to the bene.-fit of the company. This requires di of us to via', cooper-a-kiely focused on our n:ss By doing this v cc able to ache,.fe thie performance of soely. service or7ol lnnovcition for which \-o Rite Plastics is known throughout the packaaing indus7N. This Employee Handbook was developed to enlighten you about important and specific details applicable to employees at Mold-Rite Plostics The Handbook provides information about the programs and benefits available to eli_3;ble employees. It is your responsibility to familiarize yourself with the contents of this Employee Handbook, to reference it when necessary and to revisit it often. We encourage you to know our Mission and we wish you o successful, rewarding and satisfying career at Mold Rite Plastics. Brion Bauerbach President and CEO Mold-Rite Plastics is an at-will, equal opportunity employer. MRPCAP COM I MR(HB2017)003 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 4 of 52 Table of Contents Welcome Complaints Procedure 27 Table of Contents 2 Bereavement 27 Mission Statement. ... 3 Travel Time........ 27 Core Values. 3 jury Duty 27 Employment 5 Military Reserves , 28 Employment At Will .... . 5 Attendance Bonus 28 Employment Types 5 Employee Referral Bonus.. 29 Dept of Labor (DOL) & Fair Labor Time Off to Vote.. . 30 Standards Act (RSA). . 6 Attendance 30 Evaluation Period 6 Work Hours ..... 30 Outside Employment .. . ..... 6 Absences or Lote Arrivals ... 30 Job Postings. . ................. . 7 Attendance Policy 31 layoffs. Call Off Procedures 32 job Recall . . . . 7 Timekeeping Practices 32 Loss of Employment........ 8 Protected Absences. . . 33 Resignation & Notice. . B 'Or HOW'S .... 33 Respectful Workplace.... Excused Tardy Days. 34 Communication to VP of Operations . Q Excused Absence Doy 34 Policies .. . . . . 9 Extended 11!;,ss. 34 Equal Employment Opportunity (EEO) 9 light s:ted Duty 34 Americans with Disabilities Act (4.4‘.1 34 t);y:.riminateon & Hoirassmeni 35 i'v,prietary Information l 35 Employee Records t1 Benefits 37 & ConRict of inteiest 12 37 onfidentiot InfarmOtiOn 13 f& AD&D 37 Privacy 13 -_,tzd Life Insurance .. 37 Solicitation . 14 Disabiloy Benefits . 37 Performance Evaluations 14 40 Plan ... 38 Employment of Relatives . 14 Halida.A 38 Employment Verification 15 Vacation 39 Dress Code 15 Family Medical Lease Act (FNMA 40 Whistle.blower 16 Pregnancy Leave 41 Company Property 17 Personal leave 42 Cameras „ 18 Military Leave 42 Cell Phones. 18 Lactation Policy 43 informahon Technology Poli.17y 1° 43 Social Media Policy. 20 Disciplinary Action 44 Business Expense & Reimbursement 21 Progressive Discipline 44 Pay . 22 Dispute Rese..,lut.or, 45 Pay Dotes & Pay Pe, ¡ads 22 A.Aed lotion ... 46 Direct Deposit . 23 Binding Arbitration 46 Timesheets & 1irneclocks 23 General Information 47 Overtime 24 Address & Other Changes . 47 Shift Differential 25 Meetings & Other Communicatky, 47 Meeting Pay 25 Lockers 47 _ _ .Call in Pay . . 25 Plant Guidelines 47 - hid. of Work.. 25 Pay Deductions 2b 3 MOLD RITE PLASTICS - eIAN MR(HB2017)004 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 5 of 52 QUALITY & FOOD SAFETY POLICY rA d-Pe Plostics is committed to producing safe sc,o!ine CcOLy products that comply with on "ve rHss'(y- excee„ding opplicable product cind re-gulatory customer expectotionsc cc requirements ont4 food safely prortices c.;: co-- e -e e a employees are Signed by: empowered MRP will measure success ad de faf 0140-, continuous improvement through regJlar Brian Bauerbach President and CEO re ;:ev,I, to ensure standard and controlled T-esses uqlizing reliaid!e equipment. This MISSION VISION VALUES OUR MISSION OUR VISION Demand o culture where 6lpep- cc:ep INNOVATIVE: dc-f2.-_,,untabAiiy for their safety and for he °the:, tool., delivers Indus)i y iraadrrrq Be he most responsive, flexible and cue supplief of specialty packaging irts,F. Deliver innovation in everythinci (1'7: RESPONSIVE: Create growth fot future investment an:-.J t‘. I Any quarifiry I Any Iirn,a FAST: OUR CORE VALUES deign ond build pLUS nioclick on the shelf ci-.,ickly 5AFETY: mount RELEVANT: inv-eging in people, equipfrerd INTEGRITY and HONESTY: echnoloqv L-f all peOpit-3 at all and open FLEXIBLE: Open capacity, ready to respo,,d CUSTOMER FOC ti5EDt DEDICATED. r)peo Unpafdieleci cjsc1ner se Ch3n11.1 Coinf-m-?.te 0d E hi 10 CrOI • I C DIVERSE: [no ;.kg.Is \Aivvis, MRPCAF MR(HB2017)005 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 6 of 52 CHOOSE US FOR EXCELLENCE INNOVATIVE In-house design team delivers industry-leading innovation DIVERSE Wide product RESPONSIVE range serving Any Color multiple end Any liner markets Any Time DEDICATED FAST Unparalleled In-house tool Customer service, Innovative Reliable • Responsive design and build committed to puts products on distribution the shelf quickly channel FLEXIBLE RELEVANT Open capacity; Investing ready to in people, respond equipment and technology 1 MOLD RITE PLASTICS • NN. .VWiL kUI.4LF RSI&rSIvi: MR(HB2017)006 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 7 of 52 Employment Employment at Will This Handbook contains information about Mold-Rite Plastics employment polities and practices. Each employee is required to read this Handbook carefully, as it is a valuable reference for understanding important details about Mold-Rite Plastics and your position. The policies outlined in this Handbook should be regarded as management guidelines which, in developing and sustaining the business, will require changes from time, to time Mold-Rite Plastics retains the right to mok.e decisions involving employment as needed in order to conduct its work in a manner that is beneficial to Mold-Rite Plastics and its employees, alike. This Handbook supersedes and replaces all previous Handbooks Revisions, additions or deletions to the Handbook must be in writing and with the approval of the Vice President of Operations ond the Human Resources Manager. The provisions of this Handbook ore not intended to create controctool ab!.9.-_)t,cris with respect to any covered matter, nor is this Handbook intended to creote a contractual guarantee of employment for any specific 'duration of time. Mold -Rite Plastics is an "At-Will employer This means that, regardless of ony provis!on of this Handbook, either you or Mold-Rite Plastics may terminate the employment relationship at any time, for any reason, with or without cause or notice Nothing in this Handbook or in any document or statement, .,erirten or verbal, sholl limit the right to terminate employment at will No officer, employee Of ,epre 5:•ntot i v of Mold-Rite Plastics is authorized to enter into on agreement - expressed or implied with any employee for employment for a specific period of time unless such on agreement is in a written - contract approved and signed by Mold-Rite Plastics' Vice President of Operations. a written contract is inconsistent with this Handbook, the written a)ntract is the controlling document This Handbook refers to current benefit plans maintained by Mold-Rite Plastics and ore described .-ienerolly in the benefits section of this. Handbook. However, due to the ever-changina landscape SU,r:,xinding employee benefit programs, detailed information rego,cling current benefit plans are maintained in the Human Resa.i-ce5 Deportment \Afe therefore ericauroae you to visit Human Resources where you can ie.sn:ni..v Pico and Surnmcry Pion De..scriprans each specific benefit Human Resources will also oe aiJe u any questions you mai have uHc plans Employment Types Employees ot Vcjci-!:6te no.,, be full-time. port•tirne, temporary A full-time empeyee reguloi;‘,' scheduled to \A/0,k a minimum of 30 hc,,,f.s per week. Fult-time employees ore ellg;bie foi t,,,enef;ts (See Benefits section) A part-time employee is regularly scheduled to ‘,vork less than 30 hours per week. Part-rime employees hove limited eligibility for benefits. Temporary and seasonal ernp'ioye,es ore reguarly scheduled to work on °mount of hours determined by the manager and Human Resources for o specified duration of t!rne aid For a specific proleci or task These employees ma,, include students on break during summer morehs or holidays. They are not elt;e for benefits An intern is regularly scheduled to work an amount of hours determined by the department manage, generally for the duration of the summer months. Internships are paid on an hourly basis MRPCAP . MR(HB2017)007 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 8 of 52 United States Department of Labor (DOL) - Fair Labor Standards Act (FLSA) Employees are classified as Exempt or Non-Exempt. This exemption classification is defined and enforced by the Deportment of Labor l'DOL") and the Foir Labor Standards Act ("ELSA") Exempt Employee is not entitled to overtime pay Exempt employees may also be exempt from minimum wage requirements pursuant to applicable Federal and State law Non-Exempt Employee is entitled to overtime pay as required by applicable Federal and State law The RSA requires that non-exempt employees in the United Slates be paid at least the prevailing minimum wage for all hours worked and overtime pay at time at the rate of one and one-half (1.5) the regular rate of pay for all hours worked over 40 in a work week. ihe HumIn Re:‹-)urces Department (Human Resources) conducts the evaluation process and is the final ihonty in mining exempt and non-exempt classifications on the basis of position descriptions ir ee;Jarcling eeemptien orel re, mption shr_.,,uld be directed to Human Resources New Employee Evaluation Period At riEN enTi,.,yees wi ii%! !ii ii mr e and atteridlnce .evaluarioft, condujed du rig the Firs! ti r.ty (0) days of iheli 1hi5inne IS designed fat you and (Auld-Rite Plostics lo identify if v./orking needs and coreer goals ore :_eirlieetible with t-e,eu te!., • needs Doling this period lob performance, ottencloree attitude and overall interest in carefully reviewed by .in supervisor Mold-Rite Pasr us wii! then evaluate your perfow Kiker a decision concerning continued employment This evaluakei period does not chatlEy. or Terjeke you sttus as on at-will Your employment can be terminated during the Evaluation Period Moreover, successful He Evaluation Period likewise does not change your status as an at-will employee. Outside Emptoymeat Employees may hold outside jobs as long as they meet the performance standards of their iob with Mold-Rite Plastics. All employees will be fudged by the same performance standards and will be subject to Mold-Rite Plastics scheduling demands, iegordiess of any existing outside work requirements If Mold-Rite Plastics determines that an employee's outside work interferes with performance or the ability to meet the requirements of Mold-Rite Plastics as they are modified horn time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Mold-Rite Plastics, Outside. employment that constitutes a- conflict of interest is prohibited Employees may not receive any income or material gain from individuals outside Mold-Rite Plastics for materials produced or services rendered while performing their lobs As a condition a! employment, Mold-Rite Plastics requires employees with a second job or outside, occupational activity to. Insure maximum performance on the jab at Mold-Rite Plastics • Keep Mold-Rite Plastics Confider dial Information completely confidential • Prevent unauthorized dissemination of Mold-Rite Plastics Confidential Information • Refr6n from engaging in activity in competition with Mold-Rite Plastics • Refrain from engaging in activity that may negatively affect Mold-Rite Plostics customers' businesses I MOLD -RITE PLASTICS • it-41,1.' MR(HB2017)008 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 9 of 52 Job Postings Mold-Rite Plastics posts most hourly job openings internally (however in some instances it might be necessary to post externally if a specific skill set, or education is required) The purpose of the job posting process is to offer eligible employees the opportunity to express their shift preference, interest in o higher paying job classification, document succession interests, and to take advantage of openings that may be more compatible with specific skill sets When filling posted positions, Mold-Rite Plastics will consider the following factors in evaluating existing employees for transfer to available opportunities: work performance history, attitude, cooperation, team involvement, attendance, seniority, disciplinary record, skill, flexibility, versatility and any other pertinent factors. Certain production, quality, technical, or soloried positions ore not normally posted. Applicants expressing interest in positions that ore not posted may be required to complete testing to determine job qualifications. Completion of on internal application may be required. Employee must be in good standing (less than 5 attendance points, no performance improvement plan, or active progressive discipline documentation in their employment records) at time of application. Layoff and Reduction in Force At various times it may be necessary fo, Mold-Rite Plastics to reduce its work force due to the economy and/or our sales levels When this is necessary, Mold-Rite Plastics will determine whether it is best to hove a work force reduction (termination) or whether it is better to have employees placed on layoff Shared work programs may also be considered When layoff or job elimination is necessary, Mold-Rite Plastics will consider tne following Factors in selecting employees for retention, layoff or termination: • Skill, ability, and versotil:ty • Job clossification and qualifications • Historical job performance • Seniority Some employees may request o voluntary layoff Those wishing to take voluntary layoff are not eligible to "bump' back into the work force. They will be recalled under these some factors, subject to the initations set forth below In the unlikely event that Mold-Rite Plostics should order a 'moss layoff' (layoff involving at least one third of the workbrce) Mold-Rite Plastics will comply with the Worker Adjustment and Retraining Notification Act (WARN') and will provide employees with 60 days advance notice of facility closings or mass layoffs anticipated to last more than six months Recall Employees who are laid off will receive consideration for recall for a period of six months from the date of their layoff Recall may be mode by telephone or mail. An employee will be considered a "voluntary quit" if they fail to return to work as instructed, or foil to contact Mold-Rite Plastics within three (3) days following Mold-Rites' recall notification. Mold-Rite Plastics reserves the right to consider valid, legitimate explanations for failure to return following recall notification. Those situations will be considered on a _ C09 basis. _ o.^,AAN mRPCAP,...:oxi 1 8 MR(HB2017)009 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 10 of 52 Loss of Employment Employment will be ended when one of the following events occurs: 1 You quit 01 rehre. 2_ You ore released, laid off for more than six (6) months, discharged, or administratively terminated, or your position is eliminated, 3 You have been employed less than one year and become totolly and permanently disabled for any reason at ore unable to perform the essential functions of your lob and Mold-Rite Plastics is unable to reasonably accOmmadate your disability You are employed less than one year and because of illness or any other non-protected reason need to be absent for more than five days 5 You ore absent from work on two (2) occasions in a rolling l 2 -month period without properly notifying Mold-Rite Plastics and without receiving approval for the absences ("No-shaw/No-coll') 111is will be considered a "voluntaiy resignation 6 Y-lu rece.ivE a medical rek:ose to w ii and cki riot report l;)i duty on the rissipnr?.d retry n-to work dote You ore on layoff status and are notified t,-.) rtur r; vvork and fail to do o, or fail to give (.-itisfoctory reason within three (3) days after natikniecy, Recall pc,ttcy. ObCVII Yu exceed avail available leave os I MIA (Jr s6u attain attendance points leve! AJierriciH Resignation & Notice If you decide to leave Maid-Rite Plastics, you must advise youi supervisor and flurrion Resources, in writing, with a minimum of a two-week notice 1 Those who pal ticipated in Mold-Rite Plastics group life insurance programs may convert their policies to individual coverage Contact Human Resources for information about the conversion privileges 2 Health insurance may also be continued under the provisions of federal law (COBRA) which allows you to pay the full premium to extend coverage A farm for this purpose will be mailed to your home 3 Terminating employees are required to return all Mold-Rite Plastics property before the final date of employment Following separation from employment, references for On employee's post performance with Mold- Rite Pio:tics will be limited to his or het dates of employment and positions held. Requests for more. detailed information will be given only when accompanied by a release which details the information requested and is signed by the former employee Respectful Workplace VVe at Mold-Rite Plastics are committed to providing a workplace free of violence, bullying, or other inappropriate behavior. InsteadoMold-Rite-Plastics-endeavors to maintain an environment that embraces and leverages the similarities and differences in our workforce MOLD -RITE PLASTICS • 1P11\1,- VOL PELIABIF RFSPL..g,154,i1- MR(HB2017)010 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 11 of 52 In this inclusive environment we encourage teamwork so that employees are not distracted by non-value adding behavior ond thus can contribute to their fullest potential. Employees ore encouraged to have trust in our compony, and feel comfortable coming forward without fear of backlash. Communication to VP of Operations (Twinsburg) AS port of our open door policy, the VP of Operations has a communication box located in the lunchroom at the 2222 building This can be utilized by employees to provide feedback on problems that they are facing or to make a sugaes'ion. in this way, Mold-Rite Plostics" Management learn will stay informed of employee desires and needs. For this reasons, we ask that employees include their name Policies Equal Employment Opportunity (EEO) Mold-Rite Plastics is committed to equal employment opportunity. VVe will not discriminate against employees or applicants for employment on any legally recognized basis ("protected class') including veteran stotus, uniform service niemberi status race, color, religion, gender, sexual orientation, national origin age, physical or mental CkObOity, -genetic inforrinvion, marital status, or any class protected ender federal, stote or loc.cd 10%, This policy -applies to all aspects of t'cei ere c-*.--enienii ieta!iiensnin innInUing recruitment, hiring. compensation, promotion, transfer. eeien frorn ccyal training.. social and lecreational programs Al; such employment decisions will be mode without unlowfully discriminating on any prohibited basis Questions regarding Equal Ernaloyrnern Opporturo,,, should be directed to Human Resources. Americans with Disabilities Act (ADA) it is Mold-Rite Plastics pc :c-, tnne evil! not discriminate ago;nst qualified individuols with disabilities in any aspect of their employment Mad-Rite Plastics is committed to complying with the ADA Amendments Act of 2008 the Americans with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973, as applicable Mold-Rite PicigiCS recognizes that some ;nclividuals disabilities may require accommodations ot v\ ark if you ore currently disabled or become ci.isabled during your employment, you should contact your manager and/or Human Resources to discuss reasonable accommodations that may enable you to better perform the essential functions of your lob. Together we will work to identify potential accommodations that Mold-Rite Plastics con reasonably institute The Americans with Disabilities Act defines 'disability" as: (1) a physical or mental impairment that substantially limits one or more of the molar life activities of such individual, (2) a record of such impairment, (3) being regarded as having such impairment. "Major life activities" include caring for oneself, performing manual tasks, s-e.e.ing, hearing, eating,. s_leeping, walking, stonding, lifting, bending, speaking, breothtng, learning, reading. concentrating, thinking, communicating and working. MR(HB2017)011 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 12 of 52 In accordance with the Americans with Disabilities Act, employees with AIDS will be treated like any other ill employee. If the individual is fit to work, he or she will be provided with work in accordance with normal procedures Usually, no special precautions in the workplace are indicated However, employees with AIDS may request reasonable accommodation by contacting Human Resources, We ore committed to safeguarding the health of all employees and maintaining sustained productivity. Anti-Discrimination/Harassment Mold-Rite Plastics is committed to providing a workplace free of discrimination, including harassment prohibited by local, state or federal law. Mold-Rite Plastics does not tolerate actions or words (including jokes) based on an individual's sex, race, ethnicity, age, religion, disability or any legally protected characteristic. Any person who sees, suspects, or is subject to discrimination, including harassment, must report it promptly to their immediate supervisor 05 explained below. Mold-Rite Plastics maintains a zero tolerance position on this matter. Any employee who fails to adhere to Mold-Rite's Anti-Discrimination/ Harassment policy wilt be disciplined Sexual Harassment Policy , I., 0 particularly offf.:Inive f,yrri at discrimincoion Sexual hormsnlent is defined as Unwelcome sexual advance, ie,clue:its lot....,eAual tcwors, and o'h- .:)r.physk-;cil conduct of a sexual nature when Su.-)Til!:55R-)41 t• t "idi conduct is MA. -i ri irplicilly o . ter rri cond -,7:rt of on inrii,tiduars empla/ment, 9 su1wissior 4-„, or ; ii; conduct by art lo -1is used as the ba3i5 101employment individual, oi 3) such conduct has the purpose al enact of substantially :1ls performance or creating on ir,tirnidating. hostile or offerisivE..:iioi en Examples of sexual harassment include, but are not limited to, unwonted sexual advances, demands for sexual favors in exchange for favorable treatment or continued employment, repr_!,-.3kA sexual jokes. flirtations, advanc..-es or propositions, verbal abuse of a sexual nature, graphic, verbal commentary about an individual's body, sexual prowess or sexual deficiencies, leering, whistling, touching, pinching. assault. coerced sexual acts, suggestive insulting. obscene comments or gestures, and display in the work place of sexual suggestive objects or pictures through any form of media communication Any person who sees. suspects. or is subject to sexual harassment occurring in our workplace must promptly report it to their immediate supervisor as explained below. This policy applies to haiassrnent by coworkers, supervisory personnel, or non-Mold-Rite Plastics personnel who may be on Mold-Rite Plastics premises for business reasons Retaliation Mold-Rite Plastics prohibits retaliation against any employee who in good faith reports harassment or cooperates in any discrimination or harassment investigation Retaliation is a very serious violation of this policy and any individual subiecteci to retaliation should report the incident immediately to their immediate supervisor Any employee found to have retaliated against on employee for reporting discrimination or harassment (including sexual harassment) 04 against anyone participating in the investigation of a complaint, will be subject to discipline. Reporting Procedure Any employee_who experiences, or witnesses, discrimination -or harassment must utilize the open door policy and immediately report it to their immediate supervisor. If the employee's immediate supervisor is involved in the alleged discrimination or harassment, then the employee must report the incident to the II MOLD -RITE PLASTICS • 11,414...NATtVi• RRIAIHE RESI'Llsbrif MR(HB2017)012 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 13 of 52 Supervisor or other manager. Mold-Rite Plastics takes all complaints seriously and will conduct a prompt and thorough investigation. If the investigation reveals that discrimination or harassment occurred, Mold- Rite Plastics will take corrective action to resolve the issue. Making false allegations of discrimination or harassment is likewise prohibited. If Mold-Rite Plastics determines that on employee has intentionally made false allegations of discrimination or harassment, he or she will be subject to discipline. Genetic Testing and Results Pursuant to the Genetic Information Nondiscrimination Act iGINA) of 2008, Mold-Rite Plastics prohibits the discrimination or harassment of employees based on genetic tests or information. Mold-Rite Plastics will not seek to collect genetic information related to its employees except for the following reasons, if applicable- Inadvertent acquisitions of genetic information, such as in situotions where a manager or supervisor overbears someone talking about a family member's illness • Genetic information (such as family medical history) obtained as port of health or genetic services, including wellness programs, offered by Mold-Rite Plostics on a voluntary basis o Genetic information acquired as port of the certification process for FMLA leave (or leave under similai state or local laws), where employee is asking for leave to core for a family member with a serious health condition G Inadvertent acquisition through commercially and publicly available documents like newspapers. a Acquisition through a genetic monitoring program that monitors the biological effects of toxic substances in the workplace where the monitoring is required by law or where the program is voluntary • Acquisition of genetic information of employees IN employers who engage in DNA testing for law enfoicement purposes as a forensic lob or for purposes of human remains identification, but the genetic information only for analysis of DNA markers for quality control to detect sample contamination Proprietary Information Mold-Rite Plastics has a reasonable expectation and requirement that oil employees recognize the need for confidentiality regarding Mold-Rite Plastics in general and the protection of its continuing business enterprises and those of oui customers. All employees have a responsibility to handle proprietary information with forethought and care. ("Proprietary Information' is synonymous with "Confidential Information'', below.) At Mold-Rite Plastics discreniore certain employees ore required to sign a Non-Compete / Non-Disclosure Agreement as a condition of employment Fully executed Non-Compete / Non-Disclosure Agreements take precedence over any partial language Or information provided within this handbook Any questions related to proprietary information, competition, confidentiality or any other similar issue should be directed to management. Employee Records Mold-Rite Plastics maintains a personnel file on each employee The personnel file inCludes such information as the employee's job application, resume, records of training, documentation of performance appraisals, salary increases and other employment records. WNW MRPCAP‘ZOM I2 MR(HB2017)013 Sandra Kurt, Summit County Clerk of Courts CV-2022-06-1871 O'BRIEN, TAMMY 11/03/2023 12:18:13 PM EXTO Page 14 of 52 Personnel files are the property of Mold-Rite Plastics, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Mold-Rite Plastics who have a legitimate reason to review information in a file are allowed to do so. Employees who wish to review their own file should contact Human Resources. With reasonable advance notice, employees may review their own personnel files in the Human Resources office and in the presence of the Human Resources Manager Gift and Conflict of Interest Moldfite. Plastics, LK employees will maintain the highest ethical standards in the conduct of company offotis Intent of this Policy is that each employee will conduct the company's business with the highest ethical standards and comply with all applicable federal, state, and local laws in a manner that excludes considerations of personal advantage or gain Applies to all company employees unless appioved in writing by the SVP, CFO, or CEO of the company. A Gilts, Favors. Entertainment and Payments Received by Company Employees Employees shall not seek or aceeee , or others any gifts, favors, entertainment or paynients withoet a leoirinlve e.ree,e Hiot witl:en approval from o reninlei?r 0 !he executive teem 5 equiled for all i as goifin9, games, etc reo el; (tiring normal business hours or weekends Approval will be based on appropriatenes, al the event_ Supplier paid lunches andior drrine cite i'Dry j re.1\10(11 0.T.a1p.agy ntisiness is the primary reason for meeting and the rvitcjiiocr tedeteled by the supplier r.Torourription of alcoholic beverages is subject to the some rpolesR.H",01 3iirld,,IR1-7, 0E,cumpaty pad 1.insol:cited gifts of nominal value_ including peeishable items ie.g hams. coolees. outs, etc.) and supplier branded materials le g. calendars, pens, notepads shies, etc are acr:_!4ptablr.,.- 4 It is never permissible to accept a gift in cosh or