Disciplinary Policy The officers of KTC have adopted a progressive discipline policy to identify and address employee and

employment related problems. This policy applies to any and all employee conduct that the company, in its sole discretion, determines must be addressed by discipline. Of course no discipline policy can be expected to address each and every situation requiring corrective action that may arise in the work place. All employees shall receive copy of Disciplinary Policy; they shall read and sign for policy. All employees will be held to the highest standards of behavior and job performance. The Supervisors shall inspect and investigate violations that show lack of commitment to safety goals. Persons Responsible for Administering Discipline The following list of persons shall be frontline to administer discipline to any employee that violates the Disciplinary Policy. HSE Manager Site Manager Construction Manager Site Administer Superintendent Supervisor Foreman Infractions of Reasonable Cause for Disciplinary Action There are many reasons and actions that call for discipline, unsafe acts, improper use of tools, horse play on job and equipment, not wearing proper personal protective equipment, violating company or client safety policys, and putting other employees in danger.

Responsibility of Responsible Persons The responsible persons shall set with the employee in violation of the Disciplinary Policy; he/she shall verbally address the violation with the employee in what he/she done wrong, corrective action of the infraction, and document the incident. The infraction shall be discussed with employee of its severity and things that could have occurred and how it applies to the company policy. They will also be responsible for inspecting work sites and job task. They are also required to ensure the proper PPE is applied to each job. This shall be documented and dealt with based on the company Progressive Disciplinary Process. Progressive Disciplinary Process 1. Verbal Warning: The employee shall be disciplined with a verbal warning of an infraction. The responsible person shall address all aspects of this warning to the employee and that corrective action must take place. The verbal warning will be documented in employee file and will be removed after 90 days in no other infractions occur. 2. Written Warning: Will be given to an employee if he has already had a verbal warning. The written warning is more serious and the responsible person shall explain to the employee that another infraction within 90days of receiving a written warning could be grounds of suspension or termination. A copy of the written warning shall be documented on Discipline long and all forms place in employee file. 3. Suspension: A suspension with out pay is more serious than a written warning shall not be more than 3 days, . The responsible person shall notate this and the employee, upon returning to work shall back through the process of retraining on infraction he was suspended for and the Disciplinary Policy. 4. Termination: Any employee found creating a unsafe act that could result in immanent danger will be automatically terminated. This will require HSE Manger, and Site Manager to review.

Disciplinary Action Log Employee Name Infraction Date Action Responsible Person

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