1.Introduction

1.1 Handbook Disclaimer

The contents of this handbook serve only as guidelines and supersede any prior handbook. Neither this handbook, nor any other policy or practice, creates an employment contract, or an implied or express promise of continued employment with the Company. Employment with K&D SERVICE GROUP is "AT-WILL.” This means employees or K&D SERVICE GROUP may terminate the employment relationship at any time, for any reason, with or without cause or advance notice. As an atwill employee, it is not guaranteed, in any manner, that you will be employed with K&D SERVICE GROUP for any set period of time.

The Company has the right, with or without notice, in an individual case or generally, to change any of the policies in this handbook, or any of its guidelines, policies, practices, working conditions or benefits at any time. No one is authorized to provide any employee with an employment contract or special arrangement concerning terms or conditions of employment unless the contract or arrangement is in writing and signed by the president and the employee.

1.2 Welcome Message

Dear Valued Employee, Welcome to K&D SERVICE GROUP! We are pleased with your decision to join our team.

K&D SERVICE GROUP is committed to providing superior quality and unparalleled customer service in all aspects of our business. We believe each employee contributes to the success and growth of our Company.

This employee handbook contains general information on our policies, practices, and benefits. Please read it carefully. If you have questions regarding the handbook, please discuss them with your supervisor or The President David Baez

Welcome aboard. We look forward to working with you!

Sincerely,

The President, David Baez

1.3 Changes in Policy

Change at K&D SERVICE GROUP is inevitable. Therefore, we expressly reserve the right to interpret, modify, suspend, cancel, or dispute, with or without notice, all or any part of our policies, procedures, and benefits at any time with or without prior notice. Changes will be effective on the dates determined by K&D SERVICE GROUP, and after those dates all superseded policies will be null and void.No individual supervisor or manager has the authority to alter the foregoing. Any employee who is unclear on any policy or procedure should consult a supervisor or the David Baez.

2.General Employment

2.1 Anti-Retaliation and Whistleblower Policy

This policy is designed to protect employees and address K&D SERVICE GROUP's commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, K&D SERVICE GROUP will not tolerate any retaliation against an employee who:

• Makes a good faith complaint, or threatens to make a good faith complaint, regarding the suspected Company or employee violations of the law, including discriminatory or other unfair employment practices;
• Makes a good faith complaint, or threatens to make a good faith complaint, regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect, or misrepresentations in, financial accounting;
• Makes a good faith report, or threatens to make a good faith report, of a violation that endangers the health or safety of an employee, patient, client or customer, environment or general public;
• Objects to, or refuses to participate in, any activity, policy or practice, which the employee reasonably believes is a violation of the law;
• Provides information to assist in an investigation regarding violations of the law; or
• Files, testifies, participates or assists in a proceeding, action or hearing in relation to alleged violations of the law.

Retaliation is defined as any adverse employment action against an employee, including, but not limited to, refusal to hire, failure to promote, demotion, suspension, harassment, denial of training opportunities, termination, or discrimination in any manner in the terms and conditions of employment.

Anyone found to have engaged in retaliation or in violation of law, policy or practice will be subject to discipline, up to and including termination of employment. Employees who knowingly make a false report of a violation will be subject to disciplinary action, up to and including termination.

Employees who wish to report a violation should contact their supervisor or David Baez directly.

Employees should also review their state and local requirements for any additional reporting guidelines.

K&D SERVICE GROUP will promptly and thoroughly investigate and, if necessary, address any reported violation.

Employees who have any questions or concerns regarding this policy and related reporting requirements should contact their supervisor, the David Baez or any state or local agency responsible for investigating alleged violations.

2.2 At-Will Employment

Employment with K&D SERVICE GROUP is "at-will." This means employees are free to resign at any time, with or without cause, and K&D SERVICE GROUP may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with K&D SERVICE GROUP for any set period of time. The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by K&D SERVICE GROUP, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between K&D SERVICE GROUP and any of its employees.

2.3 Immigration Law Compliance

K&D SERVICE GROUP is committed to employing only United States citizens and aliens who are authorized to work in the United States. In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with K&D SERVICE GROUP within the past three years, or if their previous I-9 is no longer retained or valid. K&D SERVICE GROUP may participate in the federal government's electronic employment verification system, known as “E-Verify.” Pursuant to E-Verify, K&D SERVICE GROUP provides the Social Security Administration, and if necessary, the Department of Homeland Security with information from each new employee's Form I-9 to confirm work authorization.

2.4 Equal Employment Opportunity

K&D SERVICE GROUP is an Equal Opportunity Employer. Employment opportunities at K&D SERVICE GROUP are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, religion, sex, pregnancy, childbirth or related medical conditions, national origin, age, veteran status, disability, genetic information, or any other characteristic protected by law.

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

The Company will provide reasonable accommodations as necessary and where required by law so long as the accommodation does not pose an undue hardship on the business. This policy is not intended to afford employees with any greater protections than those which exist under federal, state or local law.

K&D SERVICE GROUP strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report.

K&D SERVICE GROUP will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

2.5 Equal Employment Opportunity (Florida Employees)

K&D SERVICE GROUP is an Equal Opportunity Employer. Employment opportunities at K&D SERVICE GROUP are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to:

• Race
• Color
• Religion
• Sex
• Pregnancy, childbirth or related medical condition
• National origin
• Age
• Veteran status
• Disability
• Genetic information
• Sickle cell trait
• Marital status
• Any other characteristic protected by law

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

K&D SERVICE GROUP strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report.

K&D SERVICE GROUP will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

2.6 Employee Grievances

It is the policy of K&D SERVICE GROUP to maintain a harmonious workplace environment. K&D SERVICE GROUP encourages its employees to express concerns about work-related issues, including workplace communication, interpersonal conflict, and other working conditions. Employees are encouraged to raise concerns with their supervisors. If not resolved at this level, an employee may submit, in writing, a signed grievance to the David Baez. After receiving a written grievance, K&D SERVICE GROUP may hold a meeting with the employee, the immediate supervisor, and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue.Complaints involving alleged discriminatory practices shall be processed in accordance with K&D SERVICE GROUP's Sexual and other Unlawful Harassment Policy.

K&D SERVICE GROUP assures that all employees filing a grievance or complaint can do so without fear of retaliation or reprisal.

2.7 Internal Communication

Effective and ongoing communication within K&D SERVICE GROUP is essential. As such, the Company maintains systems through which important information can be shared among employees and management.

Bulletin boards are posted in designated areas of the workplace to display important information and announcements. In addition, K&D SERVICE GROUP uses the Intranet and email to facilitate communication and share access to documents.

For information on appropriate email and Internet usage, employees may refer to the Computer, Email, and Internet Usage policy.

All employees are responsible for checking internal communications on a frequent and regular basis. Employees should consult their supervisor with any questions or concerns on information disseminated.

2.8 Outside Employment

Employees may hold outside jobs as long as the employee meets the performance standards of their position with K&D SERVICE GROUP. Unless an alternative work schedule has been approved by K&D SERVICE GROUP, employees will be subject to the Company's scheduling demands, regardless of any existing outside work assignments; this includes availability for overtime when necessary.K&D SERVICE GROUP's property, office space, equipment, materials, trade secrets, and any other confidential information may not be used for any purposes relating to outside employment.

At-Will Employment

Employment with K&D SERVICE GROUP's is "at-will." This means employees are free to resign at any time, with or without cause, and K&D SERVICE GROUP's may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with K&D SERVICE GROUP's for any set period of time. The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by K&D SERVICE GROUP's, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between K&D SERVICE GROUP's and any of its employees.

Immigration Law Compliance

K&D SERVICE GROUP is committed to employing only United States citizens and aliens who are authorized to work in the United States. In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with K&D SERVICE GROUP within the past three years, or if their previous I-9 is no longer retained or valid. K&D SERVICE GROUP may participate in the federal government's electronic employment verification system, known as “E-Verify.” Pursuant to E-Verify, K&D SERVICE GROUP provides the Social Security Administration, and if necessary, the Department of Homeland Security with information from each new employee's Form I-9 to confirm work authorization.

Equal Employment Opportunity

K&D SERVICE GROUP is an Equal Opportunity Employer. Employment opportunities at K&D SERVICE GROUP are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, religion, sex, pregnancy, childbirth or related medical conditions, national origin, age, veteran status, disability, genetic information, or any other characteristic protected by law.

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

The Company will provide reasonable accommodations as necessary and where required by law so long as the accommodation does not pose an undue hardship on the business. This policy is not intended to afford employees with any greater protections than those which exist under federal, state or local law.

K&D SERVICE GROUP strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report.

K&D SERVICE GROUP will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

Equal Employment Opportunity (Florida Employees)

K&D SERVICE GROUP is an Equal Opportunity Employer. Employment opportunities at K&D SERVICE GROUP are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to:

• Race
• Color
• Religion
• Sex
• Pregnancy, childbirth or related medical condition
• National origin
• Age
• Veteran status
• Disability
• Genetic information
• Sickle cell trait
• Marital status
• Any other characteristic protected by law

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

K&D SERVICE GROUP strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report.

K&D SERVICE GROUP will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

Employee Grievances

It is the policy of K&D SERVICE GROUP to maintain a harmonious workplace environment. K&D SERVICE GROUP encourages its employees to express concerns about work-related issues, including workplace communication, interpersonal conflict, and other working conditions. Employees are encouraged to raise concerns with their supervisors. If not resolved at this level, an employee may submit, in writing, a signed grievance to the David Baez. After receiving a written grievance, K&D SERVICE GROUP may hold a meeting with the employee, the immediate supervisor, and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue.Complaints involving alleged discriminatory practices shall be processed in accordance with K&D SERVICE GROUP's Sexual and other Unlawful Harassment Policy.

K&D SERVICE GROUP assures that all employees filing a grievance or complaint can do so without fear of retaliation or reprisal.

Internal Communication

Effective and ongoing communication within K&D SERVICE GROUP is essential. As such, the Company maintains systems through which important information can be shared among employees and management.

Bulletin boards are posted in designated areas of the workplace to display important information and announcements. In addition, K&D SERVICE GROUP uses the Intranet and email to facilitate communication and share access to documents.

For information on appropriate email and Internet usage, employees may refer to the Computer, Email, and Internet Usage policy.

All employees are responsible for checking internal communications on a frequent and regular basis. Employees should consult their supervisor with any questions or concerns on information disseminated.

Outside Employment

Employees may hold outside jobs as long as the employee meets the performance standards of their position with K&D SERVICE GROUP. Unless an alternative work schedule has been approved by K&D SERVICE GROUP, employees will be subject to the Company's scheduling demands, regardless of any existing outside work assignments; this includes availability for overtime when necessary. K&D SERVICE GROUP's property, office space, equipment, materials, trade secrets, and any other confidential information may not be used for any purposes relating to outside employment.

Employment Classifications

For purposes of salary administration and eligibility for overtime payments and employee benefits, K&D SERVICE GROUP classifies employees as either exempt or non-exempt. Non-exempt employees are entitled to overtime pay in accordance with federal and state overtime provisions. Exempt employees are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each workweek in which work is performed. If you change positions during your employment with K&D SERVICE GROUP or if your job responsibilities change, you will be informed by the David Baez of any change in your exempt status.In addition to your designation of either exempt or nonexempt, you also belong to one of the following employment categories:

Full-Time: Full-time employees are regularly scheduled to work greater or equal 30 hours per week. Generally, regular full-time employees are eligible for K&D SERVICE GROUP's benefits, subject to the terms, conditions, and limitations of each benefit program.

Part-Time: Part-time employees are regularly scheduled to work less 30 hours per week. Regular part-time employees may be eligible for some K&D SERVICE GROUP benefit programs, subject to the terms, conditions, and limitations of each benefit program. Temporary: Temporary employees include those hired for a limited time to assist in a specific function or in the completion of a specific project. Employment beyond any initially stated period does not in any way imply a change in employment status or classification. Temporary employees retain temporary status unless and until they are notified, by K&D SERVICE GROUP Management, of a change.

Personnel Data Changes

It is the responsibility of each employee to promptly notify their supervisor or the David Baez of any changes in personnel data. Such changes may affect your eligibility for benefits, the amount you pay for benefit premiums, and your receipt of important company information.

If any of the following have changed or will change in the coming future, contact your supervisor or the David Baez as soon as possible:

• Legal name
• Mailing address
• Telephone number(s)
• Change of beneficiary
• Exemptions on your tax forms
• Emergency contact(s)
• Training certificates
• Professional licenses

Termination of Employment

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Common circumstances under which employment is terminated include the following:

• Resignation - Voluntary employment termination initiated by an employee.
• Termination - Involuntary employment termination initiated by K&D SERVICE GROUP. In most cases, K&D SERVICE GROUP will use progressive disciplinary actions before dismissing an employee. However, certain actions warrant immediate termination.
• Layoff - Involuntary employment termination initiated by K&D SERVICE GROUP for non-disciplinary reasons.
• Retirement - Voluntary employee termination upon eligibility for retirement.

Employees who intend to terminate employment with K&D SERVICE GROUP, shall provide K&D SERVICE GROUP with at least two weeks of written notice. Such notice is intended to allow the Company time to adjust to the employee's departure without placing undue burden on those employees who may be required to fill in before a replacement can be found.

Since employment with K&D SERVICE GROUP is based on mutual consent, both the employee and K&D SERVICE GROUP have the right to terminate employment at-will, with or without cause, at any time.

In the case of employee termination, the employee will receive their accrued pay in accordance with all federal, state and local laws.

Any employee who terminates employment with K&D SERVICE GROUP shall return all files, records, keys, and any other materials that are the property of K&D SERVICE GROUP.

Employee benefits will be affected by employment termination in the following manner:

• All accrued vested benefits that are due and payable at termination will be paid in accordance with applicable federal, state and local laws

If you have any questions or concerns regarding this policy, direct them to the David Baez.

Company Hours

K&D SERVICE GROUP is open for business from Monday - Friday 07:00 AM to 5:00 PM. This excludes holidays recognized by K&D SERVICE GROUP. The standard workweek is 7 hours.

Supervisors will advise employees of their scheduled shift, including starting and ending times. Business needs may necessitate a variation in your starting and ending times as well as in the total hours you may be scheduled to work each day and each week.

Emergency Closing

At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility. The decision to close or delay regular operations will be made by K&D SERVICE GROUP management.

When a decision is made to close the office, employees will receive official notification from their supervisor.

Workplace Safety

K&D SERVICE GROUP is committed to providing a clean, safe, and healthful work environment for its employees.

Maintaining a safe work environment, however, requires the continuous cooperation of all employees. K&D SERVICE GROUP and all employees must comply with all occupational safety and health standards and regulations established by the Occupational Safety and Health Act and state and local regulations. In addition, all employees are expected to obey safety rules and exercise caution and common sense in all work activities.

Complaint and Reporting Procedure:

Employees should immediately report any unsafe conditions to their supervisor without fear of reprisal. In the case of an accident that results in injury, regardless of how seemingly insignificant the injury may appear, employees must notify their supervisor. If you believe it would be inappropriate to report the matter to your supervisor, you can report it directly to: David Baez

JDAVIDBAEZ@KDSERVICEGROUP.COM

9545798904 Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report or, where appropriate, remedy such situations may be subject to disciplinary action, up to and including termination of employment.

Retaliation Prohibited:

K&D SERVICE GROUP expressly prohibits retaliation against anyone who reports unsafe working conditions or workrelated accidents, injuries or illnesses. Any form of retaliation will be subject to disciplinary action, up to and including termination of employment.

Questions or concerns regarding this policy should be directed to your supervisor or the David Baez.

Security

The purpose of K&D SERVICE GROUP's security policy is to protect Company assets and to maintain a safe working environment for all employees.

Facility Access: All regular K&D SERVICE GROUP employees will be issued a key to gain access to workplace facilities. Employees who are issued keys are responsible for their safekeeping. All lost or stolen keys must be reported to your supervisor as soon as possible. Upon separation from K&D SERVICE GROUP, and at any other time upon K&D SERVICE GROUP's request, all keys must be returned to your supervisor.

Closing Procedures: The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that: all doors are securely locked; the alarm system is armed; thermostats are set on appropriate evening and/or weekend setting; and all appliances and lights are turned off with the exception of the lights normally left on for security purposes. Employees are not permitted on company property after hours without prior written authorization from the David Baez.

Employee Benefits

Holidays

K&D SERVICE GROUP observes the following paid holidays:

• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
Christmas Day

Due to the nature of our business, K&D SERVICE GROUP may require employees to work on a holiday. Employees required to work on holidays will be paid holiday pay in accordance with applicable laws.

Paid Time Off (PTO)

Paid Time Off (PTO) is an all-purpose time off policy for eligible employees to use for vacation, illness, injury, or personal business. PTO combines traditional vacation and sick leave plans into one flexible, inclusive policy. PTO is payable in the same manner as the regular salary and is subject to the same withholding elections.

Employees in the following employment classification(s) are eligible to earn and use PTO as described in this policy: Fulltime employees only

Upon entering an eligible employment classification, employees will begin to earn PTO according to the following schedule:

After 1 year(s) of service employees are eligible for 5 PTO Days.

To the extent permitted by state and local laws, employees must use their earned time prior to December 31 of the calendar year; otherwise the time will be forfeited.

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

Employees with an unexpected need (i.e. sudden illness or emergency) to request PTO should notify their direct supervisor as early as possible. Employees must also contact their direct supervisor on each additional day of absence.

Work-related accidents and illness are covered by Workers' Compensation Insurance, pursuant to the requirements of the laws in the state(s) in which K&D SERVICE GROUP operates. The PTO policy outlined above does not apply to those illnesses or injuries that are covered by an applicable Workers' Compensation policy.

Military Leave

K&D SERVICE GROUP grants employees time off for service, training and other obligations in the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any other applicable state law.

All employees requesting time off for military service must provide advance notice to their immediate supervisor, unless military necessity prevents such notice or it is otherwise impracticable. Continuation of health insurance benefits is available during military leave subject to the terms and conditions of the group health plan and applicable law.

Employees are eligible for reemployment for up to five years from the date their military leave began. The period an individual has to apply for reemployment or report back to work after military service is based on time spent on military duty and on applicable law. For reinstatement guidelines, contact the David Baez.

Employees who qualify for reemployment will return to work at a pay level and status equal to that which they would have attained had they not taken military leave. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

K&D SERVICE GROUP complies with all rights and protections under all applicable state laws granting time off for service, training and other obligations in the uniformed services. This includes, but is not limited to, benefits entitlement and continuation, notice and recertification requirements, and reemployment application requirements.

Questions regarding this policy should be directed to the David Baez.

Jury Duty

K&D SERVICE GROUP encourages employees to fulfill their civic responsibilities when called upon to serve as a juror.

Employees must provide their immediate supervisor with a copy of their jury summons as soon as possible so that the supervisor may make arrangements to accommodate their absence. Employees on jury duty must report to work on workdays, or parts of workdays, when they are not required to serve. Either K&D SERVICE GROUP or the employee may request an excuse from jury duty if it is determined that the employee's absence would create serious operational difficulties.

Jury duty will be paid if required by applicable state law. If paid, jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence.

Workers' Compensation

Employees who are injured on the job at K&D SERVICE GROUP are eligible for Workers' Compensation benefits. Such benefits are provided at no cost to employees and cover any injury or illness sustained in the course of employment that requires medical treatment. Employees who sustain work-related injuries or illnesses must notify their supervisor immediately so that K&D SERVICE GROUP can notify the workers' compensation insurance carrier as soon as possible.

Lost time or medical expenses incurred as a result of an accident or injury which occurred while an employee was on the job will be compensated for in accordance with workers' compensation laws. This protection is paid for in full by K&D SERVICE GROUP. No premium is charged for this coverage and no individual enrollment is required. K&D SERVICE GROUP will provide medical care and a portion of lost wages through our insurance carrier.

All job-related accidents or illnesses must be reported to an employee's supervisor immediately upon occurrence.

Supervisors will then immediately contact the David Baez to obtain the required claim forms and instructions.

Civil Air Patrol Leave (Florida Employees) Members of the Civil Air Patrol with at least an emergency services qualification may be allowed up to 15 days of leave each year for training or a mission. To be eligible, the employee must have been employed by for at least a 90-day period immediately preceding the commencement of leave.

Employees requesting time off must notify their direct supervisor as soon as possible after learning the intended dates upon

which such leave will begin and end. Employees must be prepared to provide K&D SERVICE GROUP with certification to verify the employee's eligibility for the leave requested.

Upon expiration of the leave, an employee will generally be reinstated to his or her position with seniority, benefits, pay and other terms and conditions of employment equal to that of which he or she would have attained had he or she not taken such leave.

Civil Air Patrol leave is unpaid; however, employees may elect to use accrued paid time off for this purpose.

Employees who are interested in any additional information about this leave should contact the David Baez.

Pregnancy Accommodation Policy

Employees who are limited in their abilities to perform their jobs because of pregnancy, childbirth or related medical conditions may request a reasonable accommodation as is necessary.

K&D SERVICE GROUP will provide eligible employees with reasonable accommodations as long as it has 15 or more employees and the accommodation does not impose an undue hardship on the Company. Reasonable accommodations include, but are not limited to:

• Additional equipment for sitting
• More frequent or longer breaks
• Periodic rest
• Assistance with manual labor
• Job restructuring
• Light-duty assignments
• Modified work schedules
• Temporary transfers to less strenuous or hazardous work
• Time off to recover from childbirth
/li>Break time and appropriate facilities for expressing breast milk

Employees should be prepared to discuss the need and probable duration for the accommodation requested.

If an employee takes leave as an accommodation, the leave is unpaid; however, employees may use accrued paid time off for this purpose. To the extent allowed by law, leave taken under this policy runs concurrently with leave provided under other relevant laws. Upon expiration of leave taken under this policy, an employee will generally be reinstated to their position with equivalent seniority, benefits, pay and other terms and conditions of employment.

The Company will not retaliate against an employee who requests or uses a reasonable accommodation under this policy.