FOREWORD

This policy manual is for the use and information of all employees at Habitat, LLC, a Montana limited liability company

doing business as Habitat Floral, Habitat Floral Studio, Habitat Events, and/or Habitat Rental Collective (the "Company").

As used in this policy manual, “Management” means Jennifer Horsley (jennifer@habitatfloralstudio.com) and Katelynn

Hanser (katelynn@habitatfloralstudio.com). The manual contains general statements of Company policy and shall not be

read as including the fine details of each policy or as forming an express or implied contract or promise that the policies

will be applied in all cases or implied to represent a contract concerning any terms or conditions of employment.

Please read the manual and keep it available at all times for reference.

Note: This Policy Manual is not for distribution to the general public.

The Company may add to the policies in the manual or revoke or modify them from time to time, in certain situations, on

a case by case basis. Management will try to keep the manual current, but there may be times when policy will change

before material can be revised.

This manual is a guide to describe the principles and procedures the Company will follow. However, should the provisions

of this manual conflict with applicable law, then applicable law shall control.

POLICY # 101: PROBATION PERIOD

The probationary period for all new and re-hired employees shall be the first twelve (12) months of employment.

Management has the right to extend the probationary period, up to six (6) additional months, on a case by case basis.

In addition, Management reserves the right to apply a probation period to any internal job transfer/promotion. If a probation

period is added, it will be done in writing and at the time that the job/position offer is made; with possible outcomes clearly

explained.

POLICY # 201: LEAVE (PAID/UNPAID)

“Full-time employees” (defined as employees who regularly work 40 hours per week or more and who have been employed

by the Company for ninety (90) consecutive days or more) are eligible for paid time off (“PTO”) pursuant to this policy.

An eligible employee shall receive (a) five (5) days—forty (40) hours—of PTO per calendar year (January 1 – December

31), for the first two years of the employee’s employment with the Company, (b) ten (10) days—eighty (80) hours—of

PTO per calendar year after the employee completes two years of employment with the Company, and (c) fifteen (15)

days—one hundred twenty (120) hours—of PTO per calendar year after the employee completes five years of employment

with the Company. For example, if a full-time employee typically works 8 hours per day, (s)he will be paid 8 hours of PTO

for each PTO day taken. A PTO day may be used for the employee’s vacation time, sick leave, and/or personal days off. In

no event may an eligible employee accrue more than fifteen (15) days of unused PTO days. Accumulated but unused PTO

days will not be paid to employee when his/her employment with the Company ends. Except in the case of unexpected

illness, an employee may only take a day off (whether paid or unpaid) after a request for leave is approved by Management.

Except in the case of emergencies and unexpected illness, all requests for leave must be made to Management at least two

(2) weeks in advance. Requested leave may or may not be approved, depending on the dates requested, availability of team

members to cover, and other matters. Time that is not covered by the PTO policy, and for which separate guidelines and

policies exist, includes Company paid holidays (See Policy 202 below).

If an employee requests time off but he/she has no accrued but unused PTO any approved time off will be unpaid.

If an employee has accrued but unused sick leave or vacation leave prior to the effective date of this Policy Manual (e.g.,

prior to the adoption of this Policy Manual the Company classified leave in terms of sick leave and vacation leave), then

such employee shall use all his/her accrued but unused sick leave and vacation leave before he/she uses any accrued but unused PTO.

POLICY # 202: HOLIDAYS

The following days shall be recognized as unpaid holidays for all employees: Thanksgiving and Christmas.

POLICY # 203: FINAL PAYCHECK

When an employee voluntarily terminates his/her employment (resigns) or involuntarily terminates employment (released

at will, for cause or laid off) prior to payday, then his/her final pay will be issued on the next regularly scheduled payday,

or within 15 calendar days from the date of the actual separation, whichever occurs first.

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POLICY # 204: WORKPLACE SAFETY AND WORKERS’ COMPENSATION

The employee’s role in workplace safety is pivotal. Employees are asked to keep work areas safe and free of hazardous

conditions, follow safe work practices, be attentive to work and workplace safety, report unsafe conditions, and overall

accept their role in workplace safety.

Any workplace injuries, accident, incidents or illness must be reported to Management as soon as possible, regardless of

the severity of the injury or accident. If medical attention is required immediately, seek Management for assistance, and

most importantly, seek care.

If an employee is injured on the job, he/she may receive, at no cost, worker’ compensation insurance benefits, which may

include medical care, pay replacement, and vocational rehabilitation. To receive workers’ compensation benefits, an

employee must report the accident/injury on the same day of the occurrence or as soon as reasonably possible. Fraudulent

or false claims are illegal; an extensive investigation may occur if Management or the workers’ compensation insurance

carrier has a concern that a claim has been falsely submitted.

POLICY # 301: GRIEVANCES AND METHODS OF HANDLING PERSONNEL PROBLEMS

If employees choose to file a grievance, employees shall present grievances, questions, or problems with Management;

provided if the grievance is with a particular member of the Management team the grievance shall be filed with a different

member on the Management team. A grievance is any problem of an employee or group of employees resulting from work

requirements or the conditions under which work is performed, or an employee’s election to grieve the termination of

his/her employment.

Step 1: The initial meeting to discuss the issue(s) must occur within 30 calendar days of the first occurrence of the issue(s).

Both parties should be dedicated to resolving the grievance at that initial meeting. Management should respond to the

grievance either verbally or in writing, in order to schedule the initial meeting, within 7 working days of receiving the

grievance from the employee(s).

Step 2: If the grievance is not resolved in Step 1, as evidenced by a writing signed by the grieving employee(s) and

Management, then within 30 calendar days of the date of the initial meeting the grieving employee(s) shall reduce the

grievance in writing and present it to all the members of the Management team. The written grievance must be signed by

the employee and contain the following information:

1. The name(s) of the employee(s);

2. A detailed account of the nature of the grievance and circumstances;

3. The date and a detailed account of the step 1 grievance meeting; and

4. The remedy sought.

Management shall respond to the grievance in writing within 30 working days from the date the written grievance from

Step 2 was received.

POLICY # 302: WORK RULES

In the interest of good employee/employer relations, the following conduct is prohibited. These rules are illustrative only

and are not intended to be all-inclusive. They contain examples of failures in conduct and/or job performance which may

lead to disciplinary action or discharge.

Improper conduct and/or inadequate performance issues include, but are not limited to:

1. intentional misrepresentation or omission of facts in seeking employment; Unable or unwilling to complete

necessary and required initial employment paperwork, such as providing what is required to complete the Federal

I-9 Form.

2. fighting or causing bodily injury to another or disorderly conduct;

3. refusal to accept or follow orders or directions from proper authority or any other form of insubordination;

4. theft, dishonesty, pilferage, or unauthorized removal of Company property without appropriate management

approval. Conviction of certain illegal acts, other than minor traffic offenses;

5. falsification of travel expense forms or other recordkeeping forms;

6. making or permitting a false or untrue record relating to any material or work;

7. disclosing confidential information;

8. engaging in dangerous or disruptive horseplay or scuffling;

9. violation of safety rules or of any safety procedure that is defined in the Company's policies;

10. failure to report injury or accident;

11. defacing, damaging, or destroying Company property deliberately or through negligence;

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12. profane/abusive or threatening language toward or about fellow employees, supervisors, customers, Management,

or others;

13. originating or spreading false or malicious statements about employees or the Company, including its

Management;

14. immoral or indecent conduct;

15. careless or inefficient performance of duties, including failure to maintain published standards of workmanship

and productivity;

16. excessive absenteeism, failure to report for work, failure to give proper notice to supervisor, or conducting

unauthorized personal business during working hours;

17. excessive tardiness;

18. leaving job without authorization, wasting time, loitering, or sleeping during working hours;

19. transportation or possession of firearms while on Company property or Company business; unless properly

secured, unloaded, and out of sight in a private vehicle;

20. repeatedly bypassing direct supervision with individual complaints and grievances;

21. failure or refusal to cooperate with fellow workers;

22. engaging in any act not compatible with the best interests of the Company;

23. unauthorized use of Company vehicles, tools, equipment, and supplies;

24. failure to work an assigned event (see Policy 402 below); and/or

25. violation of one or more of the Company's policies.

Finally, the Company recognizes that everyone has an occasional bad day, but recurring or overly rude or surly conduct,

griping and/or complaining will not be tolerated from anyone. If employees have complaints, disagreements or on-going

misunderstandings regarding their working conditions, they may file a grievance. Even when complaints cannot be resolved

to their satisfaction, employees are expected to perform their jobs in a cooperative, courteous, safe and professional manner.

POLICY # 303: DRESS CODE

Attire should project a positive and professional business image for the Company. At all times the employees should focus

on their overall appearance and the image it projects for the Company.

Employees shall adhere to good personal hygiene so not to annoy or offend co-workers and/or customer. Scented perfumes,

lotions, colognes, etc. should not be overly strong (e.g. should not be noticed by nearby co-workers).

POLICY # 304: RESIGNATION AND LAYOFF GUIDELINES

Resignation of Employment: All employees are expected to give the Company a minimum of two weeks' advance written

notice in the event they decide to terminate their employment.

Returning Company Property: All employees will be expected to return all Company related items and equipment to the

Company. Check with Management for a complete list.

Layoff of Employees: Layoffs will be handled on a case by case basis and will follow any governing laws.

Service Letter: Upon receiving a written request from a former employee, the Company may issue a letter setting forth the

nature of service rendered by the employee, the duration of employment and/or the wage or salary level at the time of

separation.

POLICY # 305: SEXUAL HARASSMENT

The Company prohibits sexual harassment in the workplace. All employees must avoid offensive or inappropriate sexual

behavior at work. It is the employee’s responsibility to report any harassing behavior to Management immediately. If the

employee has any reason to feel that they cannot report the harassment to a particular member of the Management team,

he/she should take their concerns directly to a different member of the Management team. All reports of harassment shall

be investigated promptly.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other unwelcomed verbal or

physical conduct of a sexual nature when:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;

• submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting

the individual; or

• such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creates

an intimidating, hostile, or offensive working environment.

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Sexual Harassment also includes:

• harassment directed toward a person because of gender;

• a pattern of favoritism toward sexual partners.

Examples of prohibited sexual harassment include, but are not limited to:

• Unsolicited verbal, sexual comments, vulgar language and innuendos (i.e., off-color jokes or stories)

• Pressure or propositions for sexual activity

• Remarks about a person’s body or about sexual activities

• Patting, rubbing, pinching, or any other unnecessary touching

• Constant or inappropriate staring or leering

• Display of magazines, books or pictures with a sexual connotation

• Demanding sexual favors accompanied by implied or overt threats concerning one’s employment

• Physical assault

• A pattern of hiring or promoting sex partners over more qualified persons

• Harassment directed only toward individuals of the same gender;

• Any harassing behavior, whether or not sexual in nature, directed toward a person because of the person’s gender,

including, but not limited to, hazing employees working in nontraditional work environments.

All sexual harassment complaints, reports, and grievances will be handled in a confidential manner, to the extent possible.

Where possible, employees are encouraged to promptly ask an offending employee to stop, and explain that a particular

joke, behavior, comment, etc. is offensive in nature. Some employees do not always understand what offends others.

However, if the situation involves their supervisor, the employee should speak with a different member of the Management

team.

INVESTIGATION AND COMPLAINT PROCEDURE:

If the results of the investigation establish that there is insufficient evidence to find that a policy violation occurred, then

the Company will inform all parties involved that the matter is concluded. If the results of the investigation establish that a

policy violation occurred, the Company shall take appropriate action, which may include disciplinary action, up to and

including discharge.

Neither the Company nor any employee will retaliate against any employee for filing a sexual harassment complaint or for

participating in any way in the complaint procedure. In addition to the complaint procedure noted above, any employee or

applicant who believes he/she has been subject to unlawful sexual harassment may contact the Montana Human Rights

Bureau (www.montanadiscrimination.com), 1625 11th Avenue – 2nd Floor, P.O. Box 1728, Helena, MT 59624-1728, or

the United States Equal Employment Opportunity Commission (www.eeoc.gov), 1-800-669-4000 or 303-866-1300

(Denver Office).

POLICY # 306: CONFIDENTIALITY

Company records and information relating to Company, its employees, and its customers are confidential and proprietary

to Company. Employees must, therefore, treat all matters accordingly. No Company information, including, but not limited

to, documents, notes, files, records, customer lists, customer information, systems, processes and procedures, business

plans, pricing, financials, materials, furniture designs, furniture specifications, marketing plans, personal information

including credit card information, oral information, customer files, computer files or similar materials (“Company

Information”), except in the ordinary course of performing duties on behalf of the Company, may be removed from the

Company’s premises without permission from Management.

Additionally, Company Information may not be disclosed to anyone, except where required for a business purpose.

Employees must not disclose any confidential information, purposefully or inadvertently through casual conversation, to

any unauthorized person inside or outside the Company. Employees who are unsure about the confidential nature of specific

information must ask Management for clarification.

The Company retains legal ownership of all Company Information and the product of employees’ work. No work product

created while employed by the Company can be claimed, construed, or presented as property of the individual, even after

employment has been terminated. This includes written and electronic documents, customer lists, audio and video

recordings, system code, and any concepts, ideas, furniture designs, furniture specifications, or other intellectual property

developed for the Company, regardless of whether the intellectual property is actually used by the Company.

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Although it is acceptable for an employee to display and/or discuss a portion or the whole of certain work product as an

example in certain situations (e.g., on a resume), one must bear in mind that information classified as confidential must

remain so even after the end of employment, and that supplying certain other entities with certain types of information may

constitute a conflict of interest and/or a breach of confidentiality. In any event, it must always be made clear that work

product is the sole and exclusive property of the Company.

POLICY # 307: WORKPLACE VIOLENCE

Threats, threatening behavior, intimidation, harassment, property damage, and acts of violence are prohibited on Company

property during working and non-working hours and while performing Company business off Company property.

A threat is the expression of intent to cause physical or mental harm. An expression constitutes a threat regardless of whether

the party communicating has the present ability to carry out the threat and regardless of whether the expression is a present,

conditional or future threat. Harassment is behavior or communication designed or intended to intimidate, menace, or

frighten another person. Threats and harassment are generally taken at face value and cannot simply be excused as jokes.

Physical attack is unwanted or hostile physical contact, including but not limited to hitting, fighting, pushing, shoving,

throwing objects, or using a weapon against an individual.

Any employee who feels that he/she is a victim of workplace violence, a harassing or intimidating work environment, or

who observes or otherwise has reason to believe that violence is occurring in the Company's workplace must immediately

report the matter. The complaint procedure under the Sexual Harassment policy will be used.

POLICY # 308: RETALIATION

No employee will retaliate against any applicant, employee, or past employee for opposing unlawful discriminatory

practices, filing a discrimination complaint, a harassment complaint or participating in any other manner in a discrimination

or harassment complaint.

POLICY # 309: COMPANY COMMUNICATIONS SYSTEMS, EQUIPMENT, INTERNET AND SOCIAL

MEDIA

All business equipment, electronic and telephone communications (including voicemail, e-mail, Internet, facsimile, land

line and wireless telephones, computers, etc.) and passwords, are the property of the Company and are provided as essential

tools to support the business. It is the responsibility of each employee to ensure that this technology is used for proper

business purposes, reflecting responsible and ethical use, and is used in a manner that does not compromise the

confidentiality of proprietary or other sensitive information.

Personal Use – No Expectation of Privacy: Minimal personal use of the Company provided equipment and systems, such

as e-mail and Internet access, during non-work time (breaks, lunch, before and after work hours) is permitted, as long as

such use does not violate this policy or any other Company policy, and does not interfere with the employee’s work or the

Company’s operation.

Employees are cautioned that they shall have no expectation of privacy while using Company equipment and systems. In

fact, each employee shall assume any communications will be read by someone other than the intended recipient. The

Company reserves the right to monitor, access, retrieve, read, and disclose all communications at any time.

When using Company equipment and systems for personal reasons, each employee should ensure that no personal

correspondence appears to be an official communication of the Company; an example of this would be posting statements

on the Internet that display the employee or Company’s contact information. To help ensure no misrepresentation,

employees shall remove Company signature lines when sending personal correspondence. Employees may be perceived

as representatives for the Company and therefore may damage or create liability for the Company. In addition, employees

are expected to protect the privacy of the Company, its reputation, its employees and customers and are prohibited from

disclosing personal employee and customer information and any other proprietary and nonpublic information to which

employees have access.

Use of Blogs, Facebook and other Social Media: Employee are reminded to not let their social networking do harm to the

Company, whether it is done while at work/on Company equipment/non-work time or on their own time/own equipment.

The Company does have the right and duty to protect its reputation, its employees and its customers. Comments that

negatively impact the Company’s reputation, its products/services, its employees and/or its customers will be investigated

and reviewed for possible action.

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All social media outlets (blogs, Facebook, Twitter, chat room, personal email, etc.) may only be accessed on non-work time

(breaks, lunch, before and after work hours). Remember, if these outlets are accessed with Company equipment and

systems, employees shall have no expectation of privacy in those communications.

Prohibited Activities in all Company Correspondence and Computer Use: The following is strictly prohibited:

- Using any words, images, or references that could be viewed as obscene, derogatory, discriminatory, defamatory,

violent, bullying, harassing, or racially, sexually, ethnically, or otherwise offensive to the Company, co-workers,

customers and/or others, or accessing web sites that include this type of content;

- Accessing the Internet for gambling, hacking, or any illegal activity;

- Spreading “chain mail” and other frivolous communications;

- Playing online games;

- Using email or the Internet for the promotion of or selling of a product or service being sold by the employee, a

friend or a family member;

- Using the Company’s systems and equipment for the purpose of other employment;

- Downloading, copying, or transmitting software and/or files protected by copyrights or intellectual property rights,

including movies, books, music, etc. or using disks from other sources or downloading any software or materials

unless approved by management. All licenses must be registered in the name of the Company;

- Duplicating Company owned and sponsored software, or installing or operating software or hardware on Company

owned equipment without the consent of management.

If unsolicited, unwanted, obscene, or generally prohibited material reaches your e-mail account, contact Management for

support and resolution.

Personally-Owned Devices: Except as permitted below, during working hours employees may not use employee-owned

devices (smart phones, laptops, tablets, etc.) in the customer-facing retail space or in any other location where the

Company’s customers and clients may see the employee use said device, except in the case of emergencies. During working

hours employees may use employee-owned devices during Management-authorized breaks in areas outside the sight of

Company’s customers and clients. Furthermore, notwithstanding the foregoing, employees may use their personal devices

to communicate with Management and other employees about Company/work-related matters—for example, for

coordination on event days, etc.

POLICY # 310: RISK MANAGEMENT

Office Security and Emergency Procedures:

- Because the Company’s office contains a significant amount of confidential, proprietary, and/or trade secret

information belonging to the Company, its employees, customers, and/or vendors, you must, if you are the last

person to depart from the Company’s office:

- Inspect the entire office to confirm no person remains in the office, then

- Set the Company’s security system to on, then

- Lock all the doors to the office.

Cybersecurity: Cyber security incidents can subject companies to significant liability exposure. Cyber security threats can

be external (e.g., hackers, vendors, partners) and internal (employees). Considering the risks, everyone must follow the

Company’s cyber security policies. By following the policies, everyone will help protect themselves as well as the

Company’s and its customers’ and vendors’ data and information.

- Everyone must keep laptops, desktops, tablets, etc. password-protected and not leave them, or other-such devices

unattended, especially when they are connected to the Company’s network.

- Company-provided cell phones must be password-protected at all times. Non-Company provided cell phones

that are connected to the Company’s network via e-mail or otherwise must also be password-protected at all times.

- Everyone must immediately report a lost or stolen cell phone, laptop, or fob to Management.

- Everyone must lock their workstations when they leave them, including for breaks, lunch, meetings, end of the

day, etc.

- If an employee has an office with a window, he/she must close and lock the window when leaving the office.

- Everyone must keep their login and passwords protected at all times. For example, logins and passwords should

not be on a sheet of paper next to one’s workstation.

- “Phishing” attacks generally arrive by e-mail and are almost always tied to attachments that are clicked on by a

user. Be vigilant when opening an e-mail, especially attachments. When in doubt, e-mail Management to

determine if an e-mail and/or its attachment is safe to open. Do not open the e-mail or attachment until you

receive an e-mail authorizing you to do so.

- Similarly, do not to download software onto a Company owned device unless you first requested authorization to

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do so by e-mail to Management and obtained such authorization.

- Do not connect an unknown piece of hardware (e.g., a thumb drive, disk, etc.) to a Company owned device, or

open an unknown document, without first obtaining approval to do so from Management.

- Social media is often used by hackers to obtain names, e-mail addresses, and other pertinent information to make

phishing emails appear personal and legitimate. Do not put your work e-mail on social media or other websites.

- Everyone must immediately report any weakness in the Company’s security, and any incidents or misuse or

violation of the Company’s cyber security policies to Management.

POLICY # 401: EMPLOYEE PORTAL

The policies in the Company’s Employee Portal are incorporated herein by this reference; however, this Policy Manual

shall control and shall supersede any conflicting policies set forth in the Company’s online Employee Portal.

POLICY # 402: REQUIRED EVENTS

Unless a different arrangement is agreed to between an employee and Management, in order to maintain his/her employment

with the Company each employee is expected to work (1) no fewer than five (5) events each calendar year (prorated if an

employee works less than a full calendar year), and (2) the Company’s “blackout dates,” on which days all Company

employees are expected to work, as it’s an “all hands on deck” event. These events often take place during evenings and on

weekends—outside of normal working hours.

POLICY # 403: USE OF COMPANY VEHICLES

Incorporated herein is the Company’s vehicle safety program, which the Company’s employees are expected to comply

with.