Employment Categories

It is the intent of TOM POWELL DESIGN to clarify the definitions of employment
classifications so employees understand their employment status and benefit
eligibility.

REGULAR FULL-TIME employees are those who are not in a temporary, contractor
or probationary status and who are regularly scheduled to work full time (37.5 hours per week). Generally, they are eligible for TOM POWELL DESIGN’s benefit package,
subject to the terms, conditions, and limitations of each benefit program.
These include:

> Art Director

> Account Manager

> Senior Designer

> Graphic Designer

> Junior Graphic Designer

> Web Developer

> Junior Graphic Designer/Developer

REGULAR PART-TIME employees are those who are not in a temporary, contractor or probationary status and who are regularly scheduled to work under 37.5 hours per week. Employees who work between 24 – 37.5 hours per week are eligible for TOM POWELL DESIGN’S benefit package, subject to the terms, conditions, and limitations of each benefit program and adjusted based on hours of work.

PROBATIONARY employees are those whose performance is being evaluated to determine whether further employment in a specific position or with TOM POWELL DESIGN is appropriate. Employees who satisfactorily complete the probationary period will be notified of their new employment classification.

CONTRACTORS are those companies or individuals that hold a contract for service with TOM POWELL DESIGN and are ineligible for all of TOM POWELL DESIGN’s benefit programs.

CASUAL employees are those who have established an employment relationship
with TOM POWELL DESIGN but who are assigned to work on an intermittent
and/or unpredictable basis. While they receive and pay all legally mandated
benefits (such as Employment Insurance and Canada Pension Plan), they are
ineligible for all of TOM POWELL DESIGN’s other benefit programs.

Employee Personal Information

It is the responsibility of each employee to promptly notify TOM POWELL DESIGN
of any changes in personnel data: Personal mailing addresses, telephone numbers and names of dependents, and individuals to be contacted in the event
of an emergency.

Employment Termination

Defined according to the Manitoba Employment and Labour Standards:

> Resignation – voluntary employment termination initiated by an employee.

> Discharge – involuntary employment termination initiated by the organization.

> Layoff – temporary break in employment, where the employee is likely
to return to work.

The amount of notice employers must provide employees depends on the length
of time that employee has worked for them.

Period of Employment: Notice Period:

Less than one year one week

At least one year and less than three years two weeks

At least three years and less than five years four weeks

At least five years and less han 10 years six weeks

At least ten years eight weeks

Employers can still either allow the employee to work out this notice period,
or pay wages in lieu of notice, for the dame number of weeks.

Employees, who have worked more than 30 days but less than one year, must give at least one week’s notice before the last day they plan to work. After employees have completed one full year of service two weeks written notice is required.

Job Descriptions

TOM POWELL DESIGN makes every effort to create and maintain accurate job descriptions for all positions within the organization.

TOM POWELL DESIGN prepares job descriptions when new positions are created and when existing positions are revised, in order to ensure that they are up to date. Job descriptions may also be rewritten periodically to reflect any changes in the
position’s duties and responsibilities. All employees will be expected to help ensure that their job descriptions are accurate and current, reflecting the work being done.

Employees should remember that job descriptions do not necessarily cover every task or duty that might be assigned, and that additional responsibilities may be assigned as necessary.

Outside Employment and Gifts From Clients

Employees may hold outside NON COMPETE jobs as long as they meet the
“performance standards” of their job with TOM POWELL DESIGN. All employees
will be judged by the same performance standards and will be subject to TOM POWELL DESIGN’s scheduling requirements, regardless of any existing outside
work requirements.

If TOM POWELL DESIGN determines that an employee’s outside work interferes
with performance or the ability to meet the requirements of TOM POWELL DESIGN,
the employee may be asked to reconsider their options with TOM POWELL DESIGN.

Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside TOM POWELL DESIGN for materials produced or services rendered while performing their jobs.

In other words, employees cannot be working on any other employment
or self employment work during their regularly scheduled hours of work at
TOM POWELL DESIGN.

Paydays

All employees are paid bi-weekly through direct deposit to the employee
bank account. You will be asked to provide our payroll service provider with
a copy of a voided cheque for banking information.

Wages are paid up to and including the date of pay.

In the unlikely event that there is an error in the amount of pay, the employee
should promptly bring the discrepancy to the attention of the Diane Blahey,
President so that corrections can be made as quickly as possible.

Performance Evaluations

Formal performance evaluations will be conducted from time to time. The meetings purpose is to provide everyone the opportunity to discuss job tasks, identify and
correct items of improvement, encourage and recognize strengths, and discuss
positive, purposeful approaches for meeting goals.

During this evaluation, salary discussions may take place.

Probationary Period

The Probationary period is intended to give new employees the opportunity to
demonstrate their ability to achieve a satisfactory level of performance and to
determine whether the new position meets their expectations. TOM POWELL DESIGN uses this period to evaluate employee capabilities, work habits,
and overall performance. Either the employee or TOM POWELL DESIGN
may end the employment relationship at will at any time during the probationary period, with or without cause or advance notice.

All new and rehired employees work on a probationary basis for the first 90 calendar
days after their date of hire. Any significant absence will automatically extend
a Probationary period by the length of the absence. If TOM POWELL DESIGN
determines that the designated Probationary period does not allow sufficient time
to thoroughly evaluate the employee’s performance, the Probationary period may be extended for a specified period.

Upon satisfactory completion of the Probationary period, employees may enter the “regular” employment classification.

Privacy of Information for Employees and Clients

TOM POWELL DESIGN maintains a personnel file on each employee. The personnel
file includes such information as the employee’s job application, resume, documentation of performance reviews, salary increases, and other employment records.

Personnel files are the property of TOM POWELL DESIGN, and are “securely
maintained by management.

Due to privacy legislation, all client related information should be kept secure
both in print or electronic files. Please make sure that you keep confidential client information in a secure location in your office or disposed of in the locked Phoenix bin for shredding. Information which is no longer needed should be shredded and disposed of in a timely basis.

The protection of confidential business information and trade secrets is vital to the interests and the success of Tom Powell Design.

No information about another client can be given out in person, over the telephone, or electronic communication without prior consent from the individual (client).
Please use discretion and ensure communication is meeting client’s authority.

A condition of employment requires adherence to non-disclosure. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

In the event there is an inquiry which requires clarification it should be directed
to Diane Blahey, who is the Privacy Officer for the corporation.

Contracts

Employees are not authorized to enter into contracts on behalf of TOM POWELL DESIGN. This would include any kind of service agreements.

Recycling

TOM POWELL DESIGN supports environmental awareness by encouraging recycling and waste management in its business practices and operating procedures. This support includes a commitment to the purchase, use, and disposal of products
and materials in a manner that will best utilize natural resources and minimize
any negative impact on the earth’s environment.

Work Hours

The normal work schedule for all positions is 8 hours a day with one ½ hour unpaid lunch break and one ½ hour paid break, 5 days a week or 37.5 hours per week. Employees can take 1 hour off for lunch or they can have a ½ hour lunch and a ½ hour coffee break. The day starts at 9:00 am and ends at 5:00 pm. In special cases, authorized overtime starts after 8 hours worked in a day and 40 hours in a week.

Authorized Overtime

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Summer Hours

During July and August TOM POWELL DESIGN may impliment a summer schedule starting after July Long weekend, and ending September Long Weekend. During this time employees are expected to work from 9:00 am to 5:15 pm from Monday
to Thursday with a ½ hour lunch. Friday hours are 9:00 am to 1:00 pm with no lunch break. If there are any deadlines during this time that are not completed by Friday
at 1:00 pm, employees are expected to do so before they leave.

Dress Code

Our company’s official dress code is Smart Casual/Business Casual.

Use of Social Networks

Employees are strictly prohibited from using company equipment and time to access any/all social networks for personal reasons during work hours. Employees can access personal emails and social networks (ie facebook) on lunch hours and breaks.

Opening and Closing Guidelines

To maintain a safe working environment both before and after office hours, an
opening and closing procedure has been established at Tom Powell Design. Should one person stay longer than 5:00, the door should be locked and they
should be advised when other people leave. The first person leaving is responsible for locking the elevator. The last person leaving is responsible for setting the alarm and ensuring the office door is locked.