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EMPLOYEE OWNER HANDBOOK

January 2016

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Welcome to Dakota Supply Group

Through the outstanding efforts of our great employees, Dakota Supply Group has become a respected distributor throughout the U.S.

We pride ourselves on the spirit of friendly cooperation in our organization, which we now wholeheartedly extend to you. We believe that each and every employee contributes directly to our growth and success and we hope you will take pride in being a member of our team.

The purpose of this handbook is to protect the employees and the business, equally, by having a set of clearly defined policies explaining our standards and practices.

Our Leadership team will update you on any changes to the enclosed policies, which may be needed as we adapt to our ever-changing industry.

We hope that your experiences at Dakota Supply Group will be challenging, enjoyable and rewarding. On behalf of your fellow owners, I welcome you to the team.

Sincerely,

Todd Kumm CEO

Introductory Statement/Disclaimer

This handbook is meant to be an informative guide to the principles, policies, procedures and benefits of our company. However, it is not intended to be comprehensive or to address all possible applications of, or exceptions to, the general policies and procedures described. It is for the sole purpose of our employees and is not to be distributed or copied to any other parties without the authorization of the company. By acquainting yourself with this handbook, you will have a better understanding of what our customers expect from us, what we expect from you and what you may expect from the company. However, this handbook is not to be viewed as an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor Dakota Supply Group is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time. Penalties imposed as a result of infractions of company policy may be modified by the company when extenuating circumstances are found.

In order to retain necessary flexibility in the administration of policies and procedures, Dakota Supply Group reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook without giving cause or justification to employees. It is each employee’s responsibility to read and review all company information distributed by memo, electronic media, newsletter, etc.

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Vision Statement Your connection with “people doing what they say!” Mission Philosophy Successful companies are willing to do what their competitors are not willing or able to do. The key to our success, therefore, is in the hands and creative minds of our employee owners. We are committed to continually developing our employee owners’ personal skills and technical abilities to meet the rising challenges of our competitors and the increasing service expectations of our customers. Exceeding our competitors’ service levels and exceeding our customers’ expectations adds value to the products we sell and develops the trust and loyalty of our customers. Our goal is to do every job right the first time. Our success as a company and as individuals will be possible only as long as we are recognized by our suppliers and our customers as “people doing what they say!” Our Customer… Every Dakota Supply Group employee represents our company to customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge our company by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful and prompt in the attention we give to customers. Dakota Supply Group will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the Branch Manager for appropriate action. Our personal contacts with the public, our manners on the telephone, and on the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of DSG. Professional treatment of our customer is required to maintain customer loyalty and ultimately, increased sales and profit.

Branch Locations

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The History of Dakota Supply Group 1898 DSG established in May as Fargo Plumbing

1901 Bought Pioneer Electric Company and started in wholesale electric supply business and electrical contracting

1929 Changed name to Dakota Electric Supply Company

1946 Development of company song “DakotaLand”

1948 Ownership split into two separate divisions and went separate ways; the contracting division (Dakota Electric Construction, which is still in business today) and the wholesale division

1954 Original owner’s son sold the company to a group of employees (this was the first major ownership change)

1976 Two people in the management group retired, creating a form of Employee Stock Ownership Plan as a way of liquidating their stock

1981 The 1976 ESOP sold the company to a conglomerate known as ESMARK, which in turn was purchased by Beatrice. During the next ten years, the company was bought and sold as part of a larger group of electrical distributors eight times

1991 Current ownership through a KSOP arrangement purchased the company using, in large part, the 401 (k) trust fund of 34 employees and private investments

1996 KSOP arrangement became current ESOP

1999 Purchased PLAINSCO

2000 Changed name to Dakota Supply Group

2001 Purchased J.I. (John Iverson) Company

2003 Purchased Barber Electric

2005 Purchased R&N Supply

2006 Purchased Wedum Supply

2007 Purchased Hydro Metering Technology

2007 Moved into new Alexandria, MN facility

2007 Opened Bemidji, MN branch.

2009 Acquired Shelter Supply

2012 Acquired W.A. Roosevelt Company

2012 Acquired MDM Supply

2012 Acquired Fargo Waterworks

2014 Acquired Woodruff Company

2015 Acquired Pipeline Supply

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EMPLOYEE ACKNOWLEDGEMENT FORM

I have received a copy of the Dakota Supply Group (DSG) Associate Handbook and have been made aware of the ability to access it through our Intranet. I have also been made aware of the rules, regulations and other information contained within this handbook and understand that I am obligated to read and familiarize myself with its contents. I agree to comply with the guidelines, policies and procedures of DSG.

The requirements of my job have been discussed with me; and I fully understand all that it involves. I understand that I should consult the Human Resources Department regarding any questions not answered in this handbook.

My employment with DSG is voluntarily entered into and I am free to resign at any time with or without notice. In that same regard, DSG is free to conclude any employment relationship at any time, with or without cause or notice. Furthermore, there is not a guarantee that my employment will continue for a set period of time or that my employment will be terminated only under specific circumstances.

This handbook supersedes and replaces all other policies, handbooks and statements pertaining to my employment. No individual has the authority to vary the terms of this handbook, nor to make a different or special arrangement with any associate, except through written permission by the CEO of DSG. The Company may find it necessary to add to, delete or amend the rules, policies and benefits described within this handbook. In the event DSG makes changes to this handbook the Company will always give notice of the changes made.

EMPLOYEE’S NAME (printed):_____________________________________________________________

EMPLOYEE’S SIGNATURE: ________________________________________________________________

DATE: ______________________

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TABLE OF CONTENTS

Employee Relations / Communications . . . . . . . . . . . . . . . . . . Pg. 8 Equal Employment Opportunity . . . . . . . . . . . . . . . . . . . . . . . Pg. 8 Business Ethics and Conduct . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 9 Conflicts of Interest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 9 Outside Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 9 Non-Disclosure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 10 Disability Accommodation . . . . . . . . . . .. . . . . . . . . . . . . . . . . Pg. 10 Job Postings and Employee Referrals . . . . . . . . . . . . . .. . . . . . Pg. 10 Employment Categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 11 Access to Personnel Files. . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 11 Employment Reference Checks . . . . . . . . . . . . . . . . . . . . . . . Pg. 11 Personnel Record Changes . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 12 Employment Applications. . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 12 Employment of Relatives. . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 12 Performance Reviews. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 12 Employee Benefits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 12 Paid Time Off (PTO) Benefits . . . . . . . . . . . . . . . . . . . . . . . . Pg. 13 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 14 Extended Sick Leave (ESL) Benefits . . . . . . . . . . . . . . . . . . . Pg. 15 Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 16 Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 16 Time Off to Vote . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 17 Volunteer Time Benefits . . . . . . . . . . . . . . . . . . . . . . Pg. 17 Jury Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 17 Educational Assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 18 Health / Dental Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 18 Benefits Continuation (COBRA) . . . . . . . . . . . . . . . . . . . . . . Pg. 18 Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 19 Long-Term Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 19 401k Savings Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 19 Employee Stock Ownership Plan (ESOP) . . . . . . . . . . . . . . . Pg. 20 Workers’ Compensation Insurance . . . . . . . . . . . . . . . . . . . . Pg. 20 Employee Assistance Program . . . . . . . . . . . . . . . . . . . . . . . Pg. 20 Timekeeping / Attendance . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 20 Work Schedules . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 21 Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 21 Payroll . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 22 Employment Separation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 22

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Return of Property . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 22 Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 23 Use of Equipment and Vehicles . . . . . . . . . . . . . . . . . . . . . . . Pg. 23 Emergency Closings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 23 Business Travel Expenses . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 24 Visitors in the Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 24 Computer and E-Mail Usage . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 24 Internet Usage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Pg. 24 Social Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 25 Workplace Violence Prevention . . . . . . . . . . . . . . . . . . . . . . . Pg. 25 Ergonomics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 26 Family Medical Leave / Military Leave / Caregiver Leave . . . . . Pg. 26 Personal Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 26 Employee Conduct . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 27 Tobacco Free Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 27 Smoke Cessation Programs . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 27 Workplace Substance Abuse Policy . . . . . . . . . . . . . . . . . . . . Pg. 27 Sexual and Other Unlawful Harassment . . . . . . . . . . . . . . . . . Pg. 30 Dress Standards / Personal Appearance . . . . . . . . . . . . . . . . . Pg. 31 Solicitation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 32 Suggestion Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pg. 32

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EMPLOYEE RELATIONS / COMMUNICATIONS Dakota Supply Group is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from Dakota Supply Group supervisors and management. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive feedback.

If an employee disagrees with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint in a reasonable, professional manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust, inequitable, or inconsistent, they are encouraged to make use of the following steps. The problem resolution procedure may not be used to appeal decisions related to the company's responsibility to determine corporate direction or strategy or operation decisions, such as the number and assignment of employees, established rules of conduct, determinations of hours and days of work, starting and quitting times, wages and benefits. The employee may discontinue the procedure at any step.

1. Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to the Human Resources Department or any other member of management.

2. Supervisor responds to problem during discussion or after consulting with appropriate management, when necessary. Supervisor documents discussion.

3. Employee presents problem to Human Resources Department if problem is unresolved.

4. Human Resources Department counsels and advises employee, assists in putting problem in writing, visits with employee’s manager(s), if necessary, and directs employee to management for review of problem.

5. Employee presents problem to management in writing.

6. Management reviews and considers problem. Management informs employee of decision and forwards copy of written response to the Human Resources Department for the employee’s file. The Management has full authority to make any adjustment deemed appropriate to resolve the problem.

Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure productivity with the company.

EQUAL EMPLOYMENT OPPORTUNITY Employment decisions at Dakota Supply Group will be based on merit, qualifications, and abilities. Dakota Supply Group does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. Reasonable accommodations will be made for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, terminations, and access to benefits and training.

Any employee with questions or concerns about any type of discrimination in the workplace is encouraged to bring these issues to the attention of their immediate supervisor or the Human Resources Department. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be

subject to disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

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BUSINESS ETHICS and CONDUCT The successful business operation and reputation of Dakota Supply Group is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

Our continued success is dependent upon our customers’ trust and we are dedicated to preserving that trust. Employees owe a duty to Dakota Supply Group, its customers, and shareholders to act in a way that will merit the continued trust and confidence of the public.

Dakota Supply Group will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. For example, under no circumstances should an employee of DSG generate their own product orders for personal use. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with the branch manager for advice and consultation.

Compliance with the policy of business ethics and conduct is the responsibility of every Dakota Supply Group employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

CONFLICTS OF INTEREST An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Dakota Supply Group’s business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of Dakota Supply Group as soon as possible the existence of an actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which Dakota Supply Group does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Dakota Supply Group.

Contact the branch manager for more information or questions about conflicts of interest.

OUTSIDE EMPLOYMENT An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Dakota Supply Group. All employees will be judged by the same performance standards and will be subject to scheduling demands, regardless of any existing outside work requirements. If it is determined that an employee’s outside work interferes with performance or the ability to meet the requirements of Dakota Supply Group as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Dakota Supply Group. Outside employment will present a conflict of interest if it has an adverse impact on Dakota Supply Group.

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NON-DISCLOSURE The protection of confidential business information and trade secrets is vital to the interests and the success of Dakota Supply Group. Such confidential information includes, but is not limited to, the following examples:

Compensation data Customer lists Customer preferences Financial information Labor relations strategies Marketing strategies Pending projects and proposals

Confidential business information is the property of Dakota Supply Group. It is our policy to keep such information confidential. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment, even if they do not actually benefit from the disclosed information.

DISABILITY ACCOMMODATION Dakota Supply Group is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis. Hiring procedures have been reviewed and provide persons with disabilities meaningful employment opportunities. Pre-employment inquiries are made only regarding an applicant’s ability to perform the duties of the position. Reasonable accommodations are available to all disabled employees, where their disability affects the performance of job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, position descriptions, lines of progression and seniority lists. Leave of all types will be available to all employees on an equal basis. Dakota Supply Group is also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability. Dakota Supply Group will follow any state or local law that provides individuals with disabilities greater protection than the ADA. This policy is neither exhaustive nor exclusive. Dakota Supply Group is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws. If you think you need reasonable accommodations for a disability notify your supervisor or the Human Resources Department.

JOB POSTINGS and EMPLOYEE REFERRALS Dakota Supply Group provides employees an opportunity to indicate their interest in open positions and to advance within the organization according to their skills and experience. In general, notices of all regular, full-time job openings are posted, although Dakota Supply Group reserves its discretionary right to not post a particular opening.

Job openings will be announced internally and normally remain open until filled by a qualified applicant. To apply for an open position, employees should follow the instructions outlined in the job posting.

Job posting is a way to inform employees of openings and to identify qualified and interested applicants who might not otherwise be known to the hiring manager. Other recruiting sources may also be used to fill open positions in the best interest of the organization.

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Dakota Supply Group also encourages employees to identify friends or acquaintances who are interested in employment opportunities and to refer qualified outside applicants for posted jobs. Employees should obtain permission from the individual before making a referral, share their knowledge of the organization, and not make commitments or oral promises of employment.

An employee should submit the referral’s resume and/or completed application form to their respective branch manager, or the Human Resources Department for a posted job.

EMPLOYMENT CATEGORIES It is the intent of Dakota Supply Group to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Dakota Supply Group. Eligibility for Dakota Supply Group’s benefit package, is subject to the terms, conditions, and limitations of each benefit program.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s EXEMPT or NONEXEMPT classification may be changed only upon written notification by Dakota Supply Group management. In addition to the above categories, each employee will belong to one other employment category: REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work 40 hours per week. REGULAR PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than the full-time work schedule, but at least 30 hours per week. PART-TIME OR TEMPORARY employees who are scheduled to work less than 30 hours per week. While they do receive all legally mandated benefits (such as Social Security and worker’s compensation insurance), they are generally ineligible for all of Dakota Supply Group’s other benefit programs.

ACCESS TO PERSONNEL FILES Dakota Supply Group maintains a personnel file for each employee. The personnel file includes such information as the employee’s job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records.

Personnel files are the property of Dakota Supply Group and access to the information they contain is restricted. Generally, only supervisors and management personnel of Dakota Supply Group 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 the Human Resources Department. With reasonable advance notice, employees may review their own personnel files in Dakota Supply Group’s offices and in the presence of an individual appointed by Dakota Supply Group to maintain the files.

EMPLOYMENT REFERENCE CHECKS

To ensure that individuals who join Dakota Supply Group are well qualified and have a strong potential to be productive and successful, it is the policy of Dakota Supply Group to check the employment references of all applicants.

The DSG Human Resources Department will respond to reference check inquiries from other employers. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry.

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PERSONNEL RECORD CHANGES It is the responsibility of each employee to promptly notify Dakota Supply Group of any changes in personnel data. Personnel mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify the Human Resources Department.

EMPLOYMENT APPLICATIONS Dakota Supply Group relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

EMPLOYMENT of RELATIVES There can be particular situations where relatives share a department or hierarchical relationships. DSG will not hire relatives to work in any potentially disruptive situations. Any employee must inform management if they have become a co-worker's relative. If at any time the situation is perceived to be dysfunctional, we may have to reassign or ask for one relative's resignation in order to remedy a situation.

PERFORMANCE REVIEWS Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Formal performance reviews will be completed as needed to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and to discuss positive, purposeful approaches for meeting goals. Written evaluations can be made at any time to advise employees of unsatisfactory performance.

EMPLOYEE BENEFITS Eligible employees at Dakota Supply Group are provided a wide range of benefits. A number of the programs (such as Social Security, workers’ compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.

Benefit eligibility is dependent upon a variety of factors, including employee classification. Your supervisor or the Human Resources Department can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in this employee handbook. The following benefit programs are available to eligible employees:

401(k) Savings Plan Bereavement Leave Dental Insurance Educational Financial Assistance Employee Assistance Program Employee Discounts Family/Medical Leave Holidays Life Insurance Long-Term Disability Health Insurance

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ESOP Profit Sharing Relocation Assistance Extended Sick Leave Benefits Supplemental Life Insurance Paid Time Off Benefits Wellness Program Volunteer Time Benefits Parental Leave Policy

PAID TIME OFF (PTO) BENEFITS

Paid Time Off (PTO) is available to eligible employees to provide opportunities for rest, relaxation, personal pursuits, as well as compensation for the first two days of any sickness, illness or injury that requires time away from the job. Regular full-time employees and regular part-time employees are eligible to use PTO, at a prorated amount, as described in this policy. All employees are strongly encouraged to use available PTO hours within the year they are available. New employees are eligible for PTO after a 3 month waiting period. The table below shows the amount of PTO available during an employee’s first year of eligible service:

Month of Hire: Month PTO Available: # of Days of PTO

January April 12 February May 11 March June 10 April July 9 May August 8 June September 7 July October 6 August November 5 September December 4 October January 15 November February 14 December March 13 Below is the standard annual PTO schedule, based on years of service:

Years of Continuous Service

Maximum Hours of PTO per year

Hours Earned Monthly

4 Years or less 120 Hours (15 Days) 10 Hours

5 Years - 14 Years 160 Hours (20 Days) 13.3 Hours*

15 Years - 24 Years 200 Hours (25 Days) 16.6 Hours*

25 Years or more 240 Hours (30 Days) 20 Hours *rounded at year end

The increased level of PTO will be applicable within the year that the employee reaches the next level of Years of Continuous Service.

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Unused PTO as of December 31st will carry over into the following calendar year, HOWEVER these carry over days and the employee's annual PTO schedule are subject to the following maximums:

Years of Continuous Service Maximum Hours of PTO in the event of unused PTO

4 Years or less 136 hours (17 days)

5 Years – 14 Years 176 hours (22 days)

15 Years – 24 Years 216 hours (27 days)

25 Years or more 256 hours (32 days)

Each eligible employee will accrue PTO each calendar year, advanced in full to the employees' PTO account in January, but earned monthly in hourly increments based on their length of service and employment status. Employees will be eligible to utilize and draw against the entire balance credited to their account in January.

Paid Time Off can be used in minimum increments of four (4) hours. Except for use of PTO for unscheduled sickness, illness, or injury, employees should request advance approval from their supervisors with as much notice as possible. This would include scheduling treatment of health issues to the extent possible. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence.

All applicable paid leave will be exhausted before an employee is allowed to enter a leave without pay status.

HOLIDAYS Dakota Supply Group will grant holiday time off to all employees on the holidays listed below:

New Year’s Day (January 1) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Thanksgiving (fourth Thursday in November) Christmas (December 25)

In addition to the recognized holidays listed, eligible employees will also receive one (1) paid holiday (around Thanksgiving and Christmas, based on the yearly calendar). This holiday, if considered 'floating,' must be scheduled with the prior approval of the employee’s supervisor.

Dakota Supply Group will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Eligible employee classifications include:

Regular full-time employees and Regular part-time employees Holiday pay will be calculated based on an eight (8) hour workday for Regular full-time employees, and the level of hours worked daily by Regular part-time employees.

A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday.

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If a recognized holiday falls during an eligible employee’s paid absence (such as vacation or sick leave), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied. If eligible nonexempt employees work on a recognized holiday, they will receive holiday pay plus wages at their straight-time rate for the hours worked on the holiday.

EXTENDED SICK LEAVE (ESL) BENEFITS Dakota Supply Group provides paid Extended Sick Leave (ESL) benefits to all eligible employees for periods of extended absence due to illnesses or injuries. Eligible employee classification(s):

Regular full-time employees and Regular part-time employees

Note: The first two days of any time away due to sickness, illness, or injury will be paid from your PTO bank vs. your Extended Sick Leave bank.

Eligible employees will be credited with Extended Sick Leave benefits at the rate of six (6) days per year. New employees are eligible for ESL after a three (3) month waiting period. During the first calendar year, eligible associates will receive ESL benefits based on the following schedule:

Date of Hire: ESL Available: # Days of ESL January April 5 February May 4 March June 4 April July 3 May August 3 June September 2 July October 2 August November 1 September December 1 October January 6 November February 6 December March 5 Extended Sick Leave can be used in minimum increments of four (4) hours. Eligible employees may use ESL benefits for an absence due to their own illness or injury, or for illness or injury of an immediate family member, subject to the PTO requirements previously stated. Dakota Supply Group defines “immediate family” as the employee’s spouse or legal civil union partner, parent, sibling, grandparent, child, grandchild; the employee’s spouse’s parent, grandparent, child, or sibling; son or daughter-in-law. For the purpose of this section, "child" also includes a stepchild and a foster child. Eligible employees may use ESL benefits for an absence due to "safety leave" which is leave for the purpose of providing or receiving assistance because of sexual assault, domestic abuse, or stalking, subject to the PTO requirements previously stated.

Unused ESL benefits will be allowed to accumulate until the employee has accrued a total of a maximum of 568 hours of Extended Sick Leave benefits. Achieving the maximum accumulation of 568 hours will allow employee’s with a serious health or injury condition to continue to be paid while satisfying the waiting period for our Long-term Disability Plan.

Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of

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absence. If an employee is absent for three or more consecutive days due to illness or injury, a physicians’ statement may be requested by management verifying the illness or injury and its beginning and expected ending dates. Such verification may be requested for other sick leave absences as well and may be required as a condition for receiving ESL benefits where time away is frequent or prolonged beyond three days.

ESL benefits will be calculated based on the employee’s base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

ESL benefits are intended solely to provide income protection in the event of illness or injury, and may not be used for any other absence. Misuse of ESL benefits may result in disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

Unused ESL benefits will not be paid to employees while they are employed or upon termination of employment.

PARENTAL LEAVE In addition to the above utilization of ESL, employees are also eligible to use ESL under our Parental Leave Policy:

This policy provides eligible employees with a period of paid time off for activities related to the care and well-being of their newborn or adopted child.

Employees will be provided up to six consecutive weeks of paid parental leave to the eligible parent serving as the primary caregiver following the birth or adoption of a child.

An eligible parent is defined as a natural parent, same sex spousal equivalent, or a new adoptive parent who is the primary caregiver (see definition below). An individual that adopts a spouse’s or legal civil union partner's child(ren) is not eligible for this benefit.

A primary caregiver is defined as someone who has primary responsibility for the care of a child immediately following the birth or the coming of the child into the custody, care and control of the parent for the first time. This definition applies to both births and adoptions.

Employees will be provided up to two weeks (to be used in the first six months of birth or placement of a child) of paid paternal leave to the eligible parent serving as a caregiver following the birth or adoption of a child.

Eligible employees are those who have been employed for the previous twelve (12) consecutive months and have worked for at least one thousand two hundred fifty (1,250) hours during the prior twelve (12) month period are eligible to apply for the Parental Leave. Employees are eligible to receive Parental Leave during the first 12 weeks following the birth or adoption of a child. The Parental Leave will run concurrently with the associated Family Medical Leave. The employee must use accrued time in the form of PTO/ESL before taking time without pay during the leave. The employee must provide to the department head 30 days’ notice of the requested leave (or as much notice as practicable if the leave is not foreseeable) and complete the necessary forms. If both eligible parents are employees, only one may access the paid benefits of this policy.

BEREAVEMENT LEAVE Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately.

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Up to three (3) days of paid bereavement leave will be provided to eligible employees in the following classification(s): Regular full-time employees and Regular part-time employees

Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisors’ approval, use any available paid leave for additional time off as necessary.

Dakota Supply Group defines “immediate family” as the employee’s spouse or legal civil union partner, parent, child, sibling, grandparent, grandchild; the employee’s spouse’s parent, grandparent, child, or sibling; son or daughter-in-law. For the purpose of this section, "child" also includes a stepchild and a foster child.

If staffing permits, eligible employees may be authorized to attend the funeral of a deceased co-worker, and will be paid for up to four (4) hours of lost time.

TIME OFF TO VOTE Dakota Supply Group encourages employees to fulfill their civic responsibilities by participating in elections. Generally, employees are able to find time to vote either before or after their regular work schedules. If employees are unable to vote in an election during their nonworking hours, Dakota Supply Group will grant up to one hour of paid time off to vote.

VOLUNTEER TIME BENEFITS DSG supports activities that enhance and serve communities in which we live and work and the issues that impact quality of life. The intention is to participate in giving back and supporting the community and to allow the employees of DSG to share in that effort. At the same time, DSG recognizes that participating in these sorts of activities enriches the lives of its employees. Community is not defined as just local community, but may encompass the global community.

Benefit eligible employees will have available 4 hours per calendar year toward a 501c3 charitable organization. The pay rate will be the employee’s current base salary on the day the time is taken. This time is refreshed at the beginning of each calendar year, unless the program is amended or discontinued, and does not accrue from year to year.

Employees must notify his/her manager at least one week before the requested time off. The manager should then get HR approval as well. Approval is at the discretion of the employee’s manager and HR.

JURY DUTY Dakota Supply Group encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees in an eligible classification may request up to two weeks of paid jury duty leave over any one-year period. Employee classifications that qualify for paid jury duty leave are:

Regular full-time employees and Regular part-time employees Introductory employees being evaluated for regular full-time or regular part-time positions

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. If employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any available paid time off (for example, vacation benefits) or may request an unpaid jury duty leave of absence. If any monies are received for jury duty services, the employee is required to turn in the jury duty check to Dakota Supply Group upon return to work.

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Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.

Either Dakota Supply Group or the employees may request an excuse from jury duty if, in Dakota Supply Group’s judgment, the employee’s absence would create serious operational difficulties.

EDUCATIONAL ASSISTANCE Dakota Supply Group recognizes that the skills and knowledge of its employees are critical to the success of the organization. The educational assistance program encourages personal development through formal education so that employees can maintain and improve job-related skills or enhance their ability to compete for reasonably attainable jobs within the organization.

Employees in the following employment classifications are eligible to participate in the educational assistance program, after reaching one full year of employment:

Regular full-time employees and Regular part-time employees Employees should contact the Human Resources Department for more information or with questions regarding educational assistance.

HEALTH/DENTAL INSURANCE Dakota Supply Group’s health/dental insurance plan provides employees and their dependents access to medical and dental insurance benefits. Employees in the following employment classifications are eligible to participate in the health insurance plan:

Regular full-time employees and Regular part-time employees Eligible employees may participate in the health/dental insurance plan subject to all terms and conditions of the agreement between Dakota Supply Group and the insurance carrier.

A change in employment classification that would result in loss of eligibility to participate in the health/dental insurance plan may qualify an employee for benefits continuation under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Refer to the Benefits Continuation (COBRA) policy for more information.

Details of the health/dental insurance plan are described in the Summary Plan Description (SPD). A SPD and information on the cost of coverage will be provided in advance of enrollment to eligible employees.

Contact the Human Resource Department for more information about health/dental insurance benefits.

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

Under COBRA, the employee or beneficiary pays the full cost of available coverage at Dakota Supply Group’s group rates plus an administration fee. Dakota Supply Group provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for COBRA due to resignation, termination of employment, reduction in hours or a leave of absence. It is the responsibility of the employee and/or their dependent to alert Dakota

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Supply Group of potential Cobra eligibility in the event of death, divorce or legal separation, or a dependent child no longer meeting eligibility requirements.

LIFE INSURANCE Life insurance offers you and your family important financial protection. Dakota Supply Group provides a basic life insurance plan for eligible employees. Additional supplemental and/or dependent life insurance coverage may also be purchased.

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

Employees in the following employment classifications are eligible to participate in the life insurance plan: Regular full-time employees and Regular part-time employees

Eligible employees may participate in the life insurance plan subject to all terms and conditions of the agreement between Dakota Supply Group and the insurance carrier.

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

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

Employees in the following employment classifications are eligible to participate in the LTD plan: Regular full-time employees and Regular part-time employees

Eligible employees may participate in the LTD plan subject to all terms and conditions of the agreement between Dakota Supply Group and the insurance carrier.

Details of the LTD benefits plan including benefit amounts, and limitations and restrictions are described in the Summary Plan Description provided to eligible employees.

Contact the Human Resources Department for more information about LTD benefits.

401(K) SAVINGS PLAN Dakota Supply Group has established a 401(k) savings plan to provide employees the potential for future financial security for retirement.

Eligible employees may participate in the 401(k) plan subject to all terms and condition of the plan.

The 401(k) savings plan allows you to elect how much of your income you want to contribute to the plan and to direct the investment of your plan account so you can tailor you own retirement package to meet your individual needs. Dakota Supply Group also contributes an additional matching amount to each employee’s 401(k) contribution.

Because your contribution to a 401(k) plan is automatically deducted from your pay before federal and state tax withholdings are calculated, you save tax dollars now by having your current taxable income reduced. While the amounts deducted generally will be taxed when they are finally distributed, favorable tax rules may apply to 401(k) distributions.

Complete details of the 401(k) savings plan are described in the Summary Plan Description provided to eligible employees.

Contact the Human Resources Department for more information about the 401(k) plan.

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EMPLOYEE STOCK OWNERSHIP PLAN (ESOP) Dakota Supply Group is an employee owned company. An Employee Stock Ownership Plan (ESOP) has been established to recognize individual and team efforts by enabling employees to participate and share in the growth and prosperity of the company in addition to providing them with an opportunity to accumulate capital for their retirement needs. The plan is designed to do this at no cost to the employee.

Employees who meet eligibility requirements are eligible to participate in the Plan. Complete details of the ESOP are described in the Summary Description Plan provided to eligible employees.

Contact the Human Resources Department for more information about the ESOP.

WORKERS’ COMPENSATION INSURANCE Dakota Supply Group provides a comprehensive workers’ compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Compensation insurance benefits will be determined by the insurance company subject to the approval of the respective state Worker’s Compensation Board.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.

Neither Dakota Supply Group nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreation, social, or athletic activity sponsored by Dakota Supply Group.

EMPLOYEE ASSISTANCE PROGRAM Dakota Supply Group cares about the health and well-being of its employees and recognizes that a variety of personal problems can disrupt their personal and work lives. While many employees solve their problems either on their own or with the help of family and friends, sometimes employees need professional assistance and advice.

Through the Employee Assistance Program (EAP), Dakota Supply Group provides confidential access to professional counseling services for help in confronting such personal problems as alcohol and other substance abuse, marital and family difficulties, financial or legal troubles, and emotional distress. The EAP is available to all employees and their immediate family members and offers problem assessment, short-term counseling, and referral to appropriate community and private services.

The EAP is strictly confidential and is designed to safeguard your privacy and rights. Information given to the EAP counselor may be released only if requested by you in writing. All counselors are guided by a Professional Code of Ethics. Personal information concerning employee participation in the EAP is maintained in a confidential manner. No information related to an employee’s participation in the program is entered in the personnel file.

There is no cost for employees to consult with an EAP counselor. If further counseling is necessary, the EAP counselor will outline community and private services available. The counselor will also let employees know whether any cost associated with private services may be covered by their health insurance plan. Costs that are not covered are the responsibility of the employee. Contact the Human Resources Department for more information about the EAP.

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TIMEKEEPING / ATTENDANCE Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state laws require Dakota Supply Group to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

Nonexempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved before it is performed.

Altering, falsifying, tampering with time records, recording time on another employee’s time record, or performing any “off the clock” work (work performed that is not recorded) is strictly prohibited and may result in disciplinary action, up to and including termination of employment. If employees suspect a coworker may not be accurately reporting their time worked, they should bring this to the attention of their supervisor or the Human Resource Department. Reports will be fully investigated and corrective action taken where appropriate. Employees who report violations of this timekeeping policy or cooperate in the investigation of such claims can do so without fear of reprisal or retaliation.

Nonexempt employees should report to work no more than 5 minutes prior to their scheduled starting time nor stay more than 5 minutes after their scheduled stop time without expressed, prior authorization from their supervisor.

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

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

Employees are prohibited from performing any “off the clock” work, meaning work that is performed but for which time is not recorded.

WORK SCHEDULES Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.

Employees are provided with periodic rest periods. Supervisors will advise employees of the regular rest period length and schedule. To the extent possible, rest periods will be provided in the middle of work periods. Since this time is counted and paid as time worked, employees must not be absent from their workstations beyond the allotted rest period time.

In addition, all employees are provided with one meal period of 60 minutes in length each workday. Supervisors will schedule meal periods to accommodate operating requirements. Employees will be relieved of all active responsibilities and restrictions during meal periods and will not be compensated for that time.

OVERTIME When operating requirements or other needs cannot be met during regular working hours, employees may be given the opportunity for overtime work assignments. All overtime work must receive the supervisor’s prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work.

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Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave, vacation leave, or any leave of absence will not be considered hours worked for purpose of performing overtime calculations.

PAYROLL All employees are paid biweekly on every other Friday. Each paycheck will include earnings for all work performed through the end of the previous payroll period. In the event that a regularly scheduled payday falls on a holiday, generally employees will receive pay on the last day of work before the regularly scheduled payday.

Employees pay is issued through direct deposit to a financial institution of your choice. The law requires that Dakota Supply Group make certain deductions from every employee’s compensation. Among these are applicable federal, state, and local income taxes. Dakota Supply Group also must deduct Social Security taxes on each employee’s earnings up to a specified limit that is called the Social Security “wage base.” Additionally, Dakota Supply Group contributes an amount of Social Security tax for each employee as required by federal law.

Dakota Supply Group offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs.

All reasonable steps are taken to ensure that employees receive the correct amount of compensation in each direct deposit and that employees are paid promptly on the scheduled payday. All employees should carefully review their payroll advice to ensure it is accurate. In the unlikely event that there is an error in the amount of compensation, the employee should promptly bring the discrepancy to the attention of the Human Resources Department so that corrections can be made as quickly as feasible.

The method, manner, and amount of an individual associate’s compensation are a confidential matter. It is the policy of Dakota Supply Group that individuals will not share or divulge information about their personal earnings with other associates. Violation of this policy may result in disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

EMPLOYMENT SEPARATION

Since employment with Dakota Supply Group is based on mutual consent, both the employee and Dakota Supply Group has the right to terminate employment at will, with or without cause, at any time. Although advance notice is not required, Dakota Supply Group requests at least a two week written resignation notice from all employees. Dakota Supply Group will generally schedule exit interviews at the time of employment separation. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to Dakota Supply Group, or return of Dakota Supply Group owned property. Suggestions, complaints, and questions can also be voiced.

Employees will receive their final pay in accordance with applicable state law. Some employee benefits may be continued at the employee’s expense if the employee chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance. PTO is earned monthly in hourly increments based on their length of service and employment status. At the time of separation, the PTO balance will be based on the number of months worked in the current year, less any PTO hours already used at the time of separation.

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RETURN OF PROPERTY Employees are responsible for all Dakota Supply Group property, materials, or written information issued to them or in their possession or control. Employees must return all Dakota Supply Group property immediately upon request or upon termination of employment. Where permitted by applicable laws, Dakota Supply Group may withhold from the employee’s check or final paycheck the cost of any items that are not returned when required. Dakota Supply Group may also take all action deemed appropriate to recover or protect its property.

SAFETY To assist in providing a safe and healthful work environment for employees, customers, and visitors, Dakota Supply Group has established a workplace safety program. This program is a top priority for Dakota Supply Group. Its success depends on the alertness and personal commitment of all.

Dakota Supply Group provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications.

Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor or with another supervisor or manager. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefits procedures.

USE OF EQUIPMENT and VEHICLES Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee’s responsibility for maintenance and care of equipment or vehicles used on the job. The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

Employees who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by Dakota Supply Group may not be used for personal use without prior approval.

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EMERGENCY CLOSINGS At times, emergencies such as severe weather, fires, power failures, or earthquakes, can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility. This decision is at the sole discretion of DSG executive and branch management.

In cases where an emergency closing is not authorized, in the interest of personal safety employees are encouraged to exercise their personal judgment as to whether to report to work or not.

Employees may request available paid leave time such as unused vacation benefits in cases when they cannot work their normal hours due to an emergency closing or the inability to report to work due to matters involving personal safety. The make-up of hours can be arranged if sufficient work is available to be completed during the same work week.

BUSINESS TRAVEL EXPENSES Dakota Supply Group will reimburse employees for reasonable business travel expenses incurred while on assignments away from the normal work location. All business travel must be approved in advance by the associate’s immediate supervisor and/or branch manager. When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objective will be reimbursed by Dakota Supply Group. Employees are expected to limit expenses to reasonable amounts. When travel is completed, employees should submit complete travel expense reports within five days. Reports should be accompanied by receipts for all individual expenses.

Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, expense reports, reimbursement for specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

VISITORS in the WORKPLACE To provide for the safety and security of employees and the facilities at Dakota Supply Group, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

COMPUTER and E-MAIL USAGE Computers, computer systems and equipment, including laptop computers, printers, networks, Internet access, e-mail systems, and software furnished to associates are the property of Dakota Supply Group and are intended for business use only. All information transmitted by, received from, or stored in these systems are to be used solely for job related purposes and not for personal use. Employees are responsible for protecting their own passwords. Sharing user identifications, passwords, and access codes is discouraged. Employees may be responsible for unauthorized access. All information stored in DSG's computer system is to be treated as confidential, proprietary information. Only certain information printed out for public correspondence or the like may be considered non-proprietary or non-confidential. Employees acknowledge having no expectation of privacy in these systems. To ensure compliance with this policy, periodic discretionary monitoring (including reading, and/or printing of all information transmitted, received, or stored in these systems) will be conducted by the MIS department.

INTERNET USAGE

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Internet access to global electronic information resources on the World Wide Web is provided by Dakota Supply Group to assist employees in obtaining work-related data and technology. The equipment, services, and technology provided to access the Internet remain at all time the property of Dakota Supply Group. As such, Dakota Supply Group reserves the right to monitor Internet traffic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems. Personal use of the Internet should in no way adversely affect Company business. This includes, but is not limited to, the time spent surfing the Internet, the types of information accessed, and the resources expended downloading or printing files.

SOCIAL MEDIA Dakota Supply Group will comply with the National Labor Relations Board rules and directives on employee social media postings. Social media in the workplace will be discretionary dependant on the employee's position, supervisor, and/or branch manager. DSG may monitor the content. No disclosure of confidential information about the company, co-workers, clients or customers, or no posting on behalf of the company unless otherwise authorized. Violation may results in disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

WORKPLACE VIOLENCE PREVENTION Dakota Supply Group is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general, Dakota Supply Group has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises.

All employees, including supervisors and temporary employees, should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of Dakota Supply Group without proper authorization.

Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual’s sex, race, age, or any characteristic protected by federal, state, or local law.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or any other member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to intercede or see what is happening.

Dakota Supply Group will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, Dakota Supply Group may suspend employees, either with or without pay, pending investigation.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

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Dakota Supply Group encourages employees to bring their disputes or differences with other employees to the attention of their supervisors or the Human Resources Department before the situation escalates into potential violence. Dakota Supply Group is eager to assist in the resolution of employee disputes, and will not discipline employees for raising such concerns.

Dakota Supply Group wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Dakota Supply Group prohibits the possession, transfer, sale, or use of such materials on its premises. Dakota Supply Group requires the cooperation of all employees in administering this policy.

Desks, lockers, and other storage devices may be provided for the convenience of employees, but remain the sole property of Dakota Supply Group. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Dakota Supply Group at any time, either with or without prior notice.

Dakota Supply Group likewise wishes to discourage theft or unauthorized possession of the property of employees, Dakota Supply Group, visitors, and customers. To facilitate enforcement of this policy, Dakota Supply Group or its representative may inspect not only desks and lockers but also persons entering and/or leaving the premises and any packages or other belongings. Any employee who wishes to avoid inspection of any articles or materials should not bring such items onto Dakota Supply Group’s premises.

ERGONOMICS Dakota Supply Group is aware and attempts to provide an ergonomically friendly work environment and is sensitive to issues concerning repetitive motion injuries (RMIs) in the workplace. RMIs are musculoskeletal injuries, identified and diagnosed by a licensed physician that can result from a job, process, or operation where employees perform the same repetitive motion tasks. Examples of repetitive motion tasks include, but are not limited to sustained computer keyboard and mouse usage, assembling materials and products, or lifting, carrying, and loading objects.

All employees are encouraged to immediately report to the Human Resource Department all suspected RMIs, RMI symptoms, or other ergonomic concerns. All employees are required to report to the Human Resource Department all workplace RMIs as soon as possible after they have been identified and diagnosed by a licensed physician.

MEDICAL/FAMILY LEAVE/ MILITARY (FAMILY) LEAVE/ CAREGIVER LEAVE Dakota Supply Group complies with all mandated Family and Medical Leave Act Federal and State laws. In accordance with the Family and Medical Leave Act, Dakota Supply Group will grant job-protected unpaid family and medical leave to eligible employees for up to 12 weeks per rolling calendar year. DSG requires applicable paid leave to be utilized in conjunction with FMLA. All applicable paid leave will be exhausted prior to entering a leave without pay status while on FMLA. DSG may require a certificate of explanation to justify the leave. In circumstances where an employee is recovering from a serious health condition, a fitness for duty certification may be required.

PERSONAL LEAVE Dakota Supply Group provides leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. Employees in the following employment classification(s) are eligible to request leave as described in this policy:

Regular full-time employees and Regular part-time employees Eligible employees may request personal leave only after having completed one year of employment. Employee must utilize all PTO available before entering into an unpaid personal leave. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from their supervisor. Personal leave may be granted for a period of up to 20 work days within any 12 month period. Requests for personal leave will be evaluated based on a number

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of factors, including anticipated workload requirements and staffing considerations during the proposed period of absence. Dakota Supply Group may continue to provide health insurance benefits for the full period of the approved personal leave; associate will be required to pay their portion of the premiums. During a personal leave of absence, associates are ineligible for paid holiday benefits. When a personal leave ends, every reasonable effort may be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Dakota Supply Group cannot guarantee reinstatement in all cases. If an employee fails to report to work promptly at the expiration of the approved leave period, Dakota Supply Group will deem this to be their resignation.

EMPLOYEE CONDUCT To ensure orderly operations and provide the best possible work environment, Dakota Supply Group expects employees to follow guidelines of professional conduct that will protect the interests and safety of all employees and organizations.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of guidelines of professional conduct that may result in disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment:

Theft or inappropriate removal or possession of property Falsification of timekeeping records Working under the influence of alcohol or illegal drugs Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while

operating employer-owned vehicles or equipment Fighting or threatening violence in the workplace Boisterous or disruptive activity in the workplace Negligence or improper conduct leading to damage of employer-owned or customer-owned property Insubordination or other disrespectful conduct Violation of Company Safety Policies and items related to Regulatory Compliance Smoking in prohibited areas Sexual or other unlawful or unwelcome harassment Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace Excessive absenteeism or any absence without notice Unauthorized absence from work station during the workday Unauthorized use of telephones, mail system, or other employer-owned equipment Unauthorized disclosure of business ”secrets” or confidential information Violation of personnel policies Unsatisfactory performance or conduct

TOBACCO FREE WORKPLACE In keeping with Dakota Supply Group’s intent to provide a safe and healthful work environment, consistent with this commitment, it is the policy of DSG to prohibit the use of tobacco, including e-cigarettes in any form, during company-paid time (i.e. during paid breaks) and inside all the DSG buildings, on company premises and in any company property (this includes company buildings, grounds/parking lot and vehicles).

SMOKE CESSATION PROGRAMS For those employees who wish to quit smoking or using other tobacco, DSG will provide reimbursement of one-half of the cost of a smoke cessation program (to a maximum of $200.00, up to two times during the duration of employment at DSG) upon successful completion of the program.

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WORKPLACE SUBSTANCE ABUSE POLICY Purpose It is the policy of Dakota Supply Group (herein referred to as “Company”) that its employees be free of substance abuse and alcohol abuse. The abuse of alcohol and use of illegal drugs increases absenteeism and reduces productivity. Further, such use increases the risk of injury to fellow employees, customers and other persons. There is also increased risk of damage to company property or the property of other persons for which the Company may be held liable.

It is the policy of the company that the use or possession of alcohol beverages or illegal drugs by employees while on duty or on company property is prohibited. Employees must not report to duty under the influence of alcoholic beverages or illegal drugs. Consumption of moderate amounts of alcohol at social events or company functions/activities on or off company property is acceptable if approved by management. For purposes of this policy, the term “illegal drug” means intoxicants and narcotics, marijuana or any other controlled substance. The term “illegal drugs” does not include medication which has been lawfully prescribed for an employee by his or her physician, presuming such use is consistent with the prescription. The use or possession of alcohol beverages or illegal drugs in violation of this policy shall be grounds for disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program.

Pre-employment Testing All applicants to whom offers of employment are made must submit to a drug test and background check. Pre-employment tests will be administered only after a conditional offer of employment has been extended. Employment is contingent upon the results.

Post-accident testing Employee drivers and machine operators (i.e. those that operate equipment such as forklifts, manlifts, pickers, & turret trucks) must submit to drug and alcohol testing as soon as practicable any time he or she is involved in an accident where one or more of the following exists:

1. A fatality is involved; 2. The employee driver receives a citation for a moving violation arising from an accident where any party involved

requires immediate treatment for an injury away from the accident scene and/or any vehicle involved incurs “disabling damage” (i.e., must be towed away or is no longer safe to operate due to the damage incurred);

3. The employee is deemed responsible for the accident and significant physical damage has been incurred to a DSG owned (or leased) vehicle, machine, building, or other company asset(s) where repair/replacement costs are expected to exceed $1000

4. If the machine operator is responsible for an accident that results in an injury to any individual that requires treatment away from the accident scene and/or the machine involved incurs “disabling damage” (i.e., must be towed away or is no longer safe to operate due to the damage incurred);

Post Accident testing must take place within 8 hours for alcohol, and within 32 hours for controlled substances, from the time of the incident. For accidents involving vehicles, if a law enforcement officer does not issue a citation to our employee driver for a moving violation, DSG shall not attempt to conduct post-accident testing unless:

1. A fatality is involved; or 2. If the employee is deemed responsible for an accident on DSG-owned, rented or leased property and

significant physical damage has been incurred to a DSG vehicle, machine, building, or other asset(s) where repair/replacement costs are expected to exceed $1000.

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In these cases, the employer shall proceed with documenting the reason why the test was not performed. In the event that an employee is so seriously injured that he or she cannot provide a urine/breath specimen at the time of the accident, then immediately after medical attention has been provided, a specimen will be collected and tested. Reasonable Cause Testing Reasonable cause for requiring an employee to submit to a drug or alcohol test shall be deemed to exist when an employee manifests physical or psychological symptoms or reactions commonly attributed to the use of controlled substances or alcohol. The “reasonable cause” for requiring an employee to take a test shall be observed by at least a single supervisor and preferably two, and shall be recorded in a written form. The supervisor is responsible for securing all material and providing all documentation related to the incident.

Refusal to Test Refusal to submit to the types of drug and alcohol tests employed by the Company will be grounds for refusal to hire an applicant and to terminate employment of existing employees. A refusal to test would include behavior which is intended to obstruct the proper administration of a test. Unreasonable delay in providing a urine or breath specimen could be considered a refusal. In the event that an employee cannot provide a sufficient urine (within three (3) hours) or breath (within fifteen (15) minutes) specimen, the Company may direct the individual to a physician for purposes of evaluation. If the physician cannot find a legitimate medical explanation for the employee’s inability to provide a specimen, either urine or breath, it will be considered a refusal to test.

Retest If an employee wishes to challenge the laboratory’s test result, the employee can request a retest of the original sample. The retest can be run by the same or another SAMHSA certified lab. Request for a retest must be made within seventy-two hours after the employee is initially advised of the test result. The employee will be required to pay the cost of the retest. In the event the retest demonstrates a result different than the original test, the employee will be reimbursed for the cost of the retest.

Confidentiality Individual test results for applicants as well as existing employees will be kept strictly confidential. The only time test result information would be released would be in response to any administrative or judicial action initiated against the Company by the employee, or as required in response to a subpoena or other court or administrative order. The release of any drug test results other than in the circumstances previously described would only be made following written consent from the tested employee. Any individual who has submitted to drug testing in compliance with this policy is entitled to receive the results of such testing upon timely written request.

Prohibited Conduct The following list of drug and alcohol-related conduct is illustrative of the offenses which subject any employee to discipline up to and including termination, but is not considered to be an all-inclusive list. Offenses of a similar nature will also result in disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

The use, purchase, sale, distribution or transfer of illegal drugs or substances, look-alike drugs or chemicals on Company premises.

Abuse of legal (prescription or over-the-counter) drugs or alcohol. Intoxication on the job, either coming to work under the influence or using drugs or alcohol while working.

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Consumption or possession of open containers of alcohol on Company property, in a Company vehicle or vehicles rented by the Company. As stated previously, however, consumption of moderate amounts of alcohol at social events or company functions/activities on or off company property is acceptable if approved by management.

Disciplinary Action Following a positive post-accident or reasonable cause test, a five (5) day suspension will be imposed without pay. If an employee has been suspended while awaiting the drug test results following a post-accident or reasonable cause test which is negative, that employee will be reimbursed for the duration of the suspension at their regular rate of pay. Following the suspension period, the Company will identify for the employee who tests positive the various resources available to address substance abuse problems. The Company will, in its discretion, make a case-by-case determination whether the employee who tests positive will be eligible for continued employment. If an employee elects to participate in a program which requires inpatient residential care and the Company has determined the employee is eligible for continued employment, the Company will work closely with both parties to develop a return to work plan. After successful completion of a drug and alcohol rehabilitation program, an employee who has been with the Company for one (1) year or more (and not used more than 12 weeks of medical or family leave, including the drug/alcohol rehabilitation time) may, in the Company’s discretion, be returned to either their original or an equivalent position. An employee who has been with the Company for less than one (1) year may be eligible to return to active employment if a position remains open. If the employee returns to work, the employee will be subject to unannounced follow-up testing for a period of up to one (one) year as a condition of employment. Failure to pass any further drug or alcohol test will subject the employee to immediate termination.

SEXUAL and OTHER UNLAWFUL HARASSMENT Dakota Supply Group is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated. Dakota Supply Group provides ongoing sexual harassment training to ensure you the opportunity to work in an environment free of sexual and other unlawful harassment.

Sexual harassment is defined as an unwanted sexual advance, of visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:

Unwanted sexual advances. Offering employment benefits in exchange for sexual favors. Making or threatening reprisals after a negative response to sexual advances. Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or

pictures, cartoons or posters. Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.

Verbal sexual advances or propositions Verbal abuse of sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words

used to describe an individual, or suggestive or obscene letters, notes, or invitations. Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), request for sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

If you experience or witness sexual or other unlawful harassment in the workplace, report it immediately to your supervisor. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you should immediately

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contact the Human Resources Department or any other member of management. You can raise concerns and make reports without fear of reprisal or retaliation. Dakota Supply Group will make every effort to protect employees from retaliation on account of reporting alleged harassment or participating in an investigation of alleged harassment.

All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resources Department or any member of management so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action which may consist of verbal/written warnings and counseling to demotion, transfer, suspension, or up to and including termination of employment.

DRESS STANDARDS / PERSONAL APPEARANCE Dress, grooming, and personal cleanliness standards contribute to the morale of all associates and affect the public business image Dakota Supply Group presents to our customers and visitors. Therefore, it is important that employees use discretion in dress and personal appearance. Employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions. Overall, attire should be neat, clean, and well fitted. In addition, employees should practice common sense with grooming, hygiene, and the use of perfumes, colognes, lotions and other items with a fragrance that could be a distraction or health issue for fellow workers or customers.

No dress policy can cover all contingencies so employees must exert a certain amount of judgment in their choice of clothing to wear to work. An employee seeking a reasonable accommodation from the noted policy for religious reasons is to contact Human Resources. If you experience uncertainty about acceptable attire for work, please contact your supervisor or Human Resources staff.

The general rule for appropriate dress at DSG is Business Casual.

At DSG, Business Casual will be defined as follows:

Businesslike/professional pants, khakis, slacks, skirt, or dress; casual shirts, dress shirts, sweaters, golf-type shirts, or blouses; with appropriate undergarments and shoes with any of the above combinations. Further,

- Skirts and dresses must be at knee length or longer unless leggings or other opaque tights are worn underneath. - Jeans are not acceptable as Business Casual. Jeans will include blue jeans as well as colored jeans; denim material

will be considered jean material. - Inappropriate attire for work includes tops with bare shoulders; shirts with potentially offensive words or imagery;

sweatshirts, and t-shirts unless worn under another shirt, or jacket. - Caps are not acceptable as Business Casual.

Positions at DSG that require material handling (warehouse positions, counter positions,) are subject to Business Casual with the following exception:

- Jeans are acceptable, but must be clean and neat. Jeans with holes are not acceptable. - DSG shirts and logoed caps are acceptable for warehouse and counter positions.

Shorts are not permitted in any positions with the exception of warehouse associates and other associates who work primarily in non-air conditioned parts of DSG facilities during warmer months. With the safety and well-being of our associates as a top priority, shorts can only be worn as additional comfort on hot days. On cool summer days, long pants are mandatory based on safety concerns.

On days designated as “casual”; employees can choose to wear jeans as long as they are clean and neat. Jeans with holes are not acceptable.

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SOLICITATION Dakota Supply Group recognizes that employees may have interests in events and organizations outside the workplace. However, employees may not solicit or distribute literature concerning these activities during working time. (Working time does not include lunch periods, work breaks, or any other periods in which employees are not on duty.) Examples of impermissible forms of solicitation include:

The circulation of petitions The distribution of literature not approved by the employer In addition, the posting of written solicitations on company bulletin boards is restricted. These bulletin boards display important information, and employees should consult them frequently for:

Employee announcements Internal memoranda Job openings Organization announcements Workers’ compensation insurance information State disability insurance/unemployment insurance information

If employees have a message of interest to the workplace, they may submit it to their supervisor or branch manager for approval. Only approved messages may be posted.

SUGGESTION PROGRAM As employees of Dakota Supply Group, you have the opportunity to contribute to our future success and growth by submitting suggestions for practical work-improvement or cost-savings ideas. All employees are eligible and encouraged to participate in the suggestion program. A suggestion is an idea that will benefit Dakota Supply Group by solving a problem, reducing costs, improving operations or procedures, enhancing customer service, eliminating waste or spoilage, or making Dakota Supply Group a better or safer place to work. Statements of problems without accompanying solutions or recommendations concerning co-workers and management are not appropriate suggestions. All suggestions should contain a description of the problem or condition to be improved, a detailed explanation of the solution or improvement, and the reasons why it should be implemented. If you have questions or need advice about your idea, contact you supervisor for help. A convenient way to submit suggestions and feedback (with the option to remain anonymous) is through our internal 'Groupnet' which can be found under Human Resources/Suggestion Box.