EMPLOYEE HANDBOOK

KENK USA, INCORPORATED

17042 DEVONSHIRE ST., SUITE 210

NORTHRIDGE CA 91325
(818) 368-1291

TABLE OF CONTENTS

INTRODUCTION............................................................................................................... 1
Equal Opportunity Statement.....................................................................................1
Disability Accommodations........................................................................................1
GENERAL POLICIES OF EMPLOYMENT.......................................................................2
Employment at Will......................................................................................................2
Employment Classifications and Probationary Periods..........................................2
Performance Evaluations............................................................................................3
Reduction in Workforce...............................................................................................3
Voluntary Termination.................................................................................................3
Maintaining Personnel Records.................................................................................4
Personnel Files.............................................................................................................4
Job Duties.....................................................................................................................4
Employer Provided Training.......................................................................................4
Business Hours and Work Schedules.......................................................................4
Meal Periods and Rest Breaks....................................................................................4
STANDARDS OF CONDUCT........................................................................................... 5
Rules of Conduct, Progressive Discipline and Involuntary Termination...............5
Attendance/Tardiness..................................................................................................6
Sexual Harassment Policy..........................................................................................7
Workplace Violence Prevention.................................................................................7
Customer Relations.....................................................................................................8
Confidential and Proprietary Information..................................................................8
Business Conduct and Ethics....................................................................................9
Health and Safety.........................................................................................................9
Smoking........................................................................................................................9
Inspection of Personal and Company Property.......................................................9
Off Duty Use of Facilities..........................................................................................10
Personal Grooming, Dress and Appearance..........................................................10
Drug and Alcohol Abuse...........................................................................................10
Personal Calls, Visits, and Business.......................................................................11
Off-Duty Conduct.......................................................................................................11
Moonlighting...............................................................................................................11
COMPENSATION............................................................................................................12
Pay Period and Pay Days..........................................................................................12
Work Hours and Reporting.......................................................................................12
Overtime......................................................................................................................12
Paid Vacations............................................................................................................12
Advances....................................................................................................................12
BENEFITS....................................................................................................................... 13
Workers Compensation.............................................................................................13
LEAVE OF ABSENCE.....................................................................................................13
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Personal Leave...........................................................................................................13
Bereavement Leave...................................................................................................13
Jury Leave..................................................................................................................14
Military Leave.............................................................................................................14
Immigration Law Compliance...................................................................................14
DISCLAIMER...................................................................................................................14
ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK .........................15
ACKNOWLEDGEMENT OF PROHIBITE D CONDUCT.................................................16
ON-DUTY MEAL AND REST BREAK AGREEMENT....................................................17

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INTRODUCTION
Welcome! As an employee of KENK USA, INCORPORATED (hereinafter, sometimes the
Company) your employment will be both rewarding and challenging.
Because the quality of our employees is the key to our success, we carefully select our new
employees. In turn, we expect employees to contribute to the success of the Company.
This handbook provides regular full and part-time employees with an overview of our policies,
benefits, and rules. It is intended to familiarize the employee with important information about the
Company, as well as provide guidelines for the employment experience with the Company in an effort to
foster a safe and healthy work environment. Please understand that this booklet only highlights Company
policies, practices, and benefits for the employee's personal understanding and cannot, therefore, be
construed as a legal document. It is intended to provide general information about the policies, benefits,
and regulations governing the regular full and part-time employees of the Company, and is not intended to
be an express or implied contract. The guidelines presented in this handbook are not intended to be a
substitute for sound management, judgment, and discretion. This handbook is intended for regular full
and part-time employees. Full-time managerial employees will be provided with a separate handbook.
It is obviously not possible to anticipate every situation that may arise in the workplace or to
provide information that answers every possible question. In addition, circumstances will undoubtedly
require that policies, practices, and benefits described in this handbook change from time to time.
Accordingly, the Company reserves the right to modify, supplement, rescind, or revise any provision of
this handbook from time to time as it deems necessary or appropriate in its sole discretion with or without
notice to you.
No business is free from day-to-day problems, but we believe our personnel policies and
practices will help resolve such problems. All of us must work together to make the Company a viable,
healthy, and profitable organization. This is the only way we can provide a satisfactory working
environment that promotes genuine concern and respect for others including all employees and our
customers. If any statements in this handbook are not clear to you, please contact the Company
president or his designated representative for clarification. This handbook supersedes any and all prior
policies, procedures, and handbooks of the Company.
Equal Opportunity Statement
It is the policy of KENK USA, Incorporated to provide equal employment opportunity to all
employees and applicants for employment and not to discriminate on any basis prohibited by law,
including race, color, sex, age, religion, national origin, disability, sexual orientation, marital status or
veteran status. It is our intent and desire that equal employment opportunities will be provided in
employment, recruitment, selection, compensation, benefits, promotion, demotion, layoff, termination and
all other terms and conditions of employment. The President of the KENK USA, Incorporated and all
managerial personnel are committed to this policy and its enforcement.
Employees are directed to bring any violation of this policy to the immediate attention of their
supervisor or the Company president in writing. Complaints brought under this policy will be immediately
subject to an effective, thorough, and objective investigation by the Company and will be handled with
due regard for the privacy and respect of all involved. Any employee who violates this policy, or
knowingly retaliates against an employee reporting or complaining of a violation of this policy, shall be
subject to immediate disciplinary action, up to and including discharge. Appropriate action will also be
taken to deter any future discrimination.
Disability Accommodations
The Company is committed to complying fully with applicable disability laws and ensuring equal
opportunity in employment for qualified persons with disabilities. Thus, the Company employs hiring
procedures to provide persons with disabilities meaningful employment opportunities. Pre-employment
inquiries are made regarding only an applicants ability to perform the duties of the position.

Reasonable accommodation is available to all disabled employees, where their disability affects
the performance of job functions to the extent required by law. All employment decisions are based on
the merits of the situation and the needs of the Company, not the individual employees disability.
An employee who requires an accommodation in order to perform the essential function of the job
should contact a Company representative with day-to-day personnel responsibilities and request such an
accommodation. The disabled employee should specify what accommodation he or she needs in order to
perform the job. The Company will then conduct an investigation to identify whether reasonable
accommodations may be made to assist the employee in the performance of his or her job.
The Company is committed to not unlawfully discriminating against any qualified applicants or
employees because they are related to or associated with a person with a disability. This policy is neither
exhaustive nor exclusive. The Company will take all other actions necessary to ensure equal
employment opportunity to all persons with disabilities in accordance with the Americans with Disabilities
Act and all other applicable federal, state and local laws.
GENERAL POLICIES OF EMPLOYMENT
Employment at Will
All employees of the Company, regardless of their classification or position, are employed on an
at-will basis. This means that each employees employment is terminable at the will of the employee or
the Company at any time, with or without cause and with or without notice. No officer, agent,
representative, or employee of the Company has any authority to enter into any agreement with any
employee or applicant for employment on other than on an at-will basis. Furthermore, nothing contained
in the policies, procedures, handbooks, manuals, job descriptions, application for employment, or any
other document of the Company shall in any way create an express or implied contract of employment or
an employment relationship on other than an at-will basis.
Employment Classifications and Probationary Periods
For the sole purpose of determining the allowance of certain employee benefits, employees are
classified as:
1. New Hire - Upon being hired by the Company, all new employees must serve a ninety (90)
calendar day introductory period. It is especially important that you make your supervisor aware
of any questions or problems you may encounter during this period. Your performance will be
carefully monitored during this period. At the end of the introductory period, your performance will
be reviewed, and if it has been satisfactory, you will become a Regular Full-Time or Regular PartTime Employee. Satisfactory completion of the introductory period does not entitle you to
employment for any specific term.
2. Full-Time Managerial Employee- An employee working a minimum of 32 hours per week who is
engaged predominantly in executive and management functions; or charged with the
responsibility of directing the effectuation of management policies and practices is considered a
managerial employee.
3. Regular Full-Time Employees - An employee who has satisfactorily completed the introductory
period is scheduled to work an average of 32 to 40 hours per week on a regular and continuous
and basis.
4. Regular Part-Time Employees - An employee who has satisfactorily completed the introductory
period and is usually scheduled to work less than an average of forty (40) hours per week but not
less than ten (10) hours per week on a regular and continuous basis.
5. Temporary Employees - An employee whose services are anticipated to be of limited duration
falls into this classification. Temporary employees are not eligible for participation in those
employee benefits programs made available for the Company Regular Full-Time and Regular

Part-Time Employees, although separate benefit plans may be available for certain temporary
employees assigned to work at the Company. Any such employees will be separately notified of
any such programs. Service as a temporary does not count as service as a Regular Employee
for benefit eligibility purposes.
For payroll purposes, employees will be classified as one of the following:
1. Exempt Employees - Certain employees such as executive, administrative, professional and
outside sales employees are paid on a salary basis for all hours worked each week. Certain
computer professionals may also be exempt, regardless of whether they are paid on a salary or
hourly basis. These employees are expected to work whatever hours are required to accomplish
their duties, even if it exceeds their normal workweek. No overtime premium pay will be paid to
exempt employees in most circumstances.
2. Non-Exempt Employees - All employees who are not identified as exempt employees are
considered non-exempt employees. Non-exempt employees are eligible for payment of overtime
premium pay.
Performance Evaluations
Employees may have their job performance reviewed on a periodic basis by either their
supervisor or by the president of the Company. The first performance review will take place upon
completion of the probationary ninety (90) day period. After six (6) months of employment with KENK
USA, Incorporated, employees will receive another performance evaluation. After the second
performance evaluation, successive evaluations will take place on an annual basis. The frequency of
performance evaluations may vary depending upon the length of service in a particular position, past
performance, change in job duties or recurring performance problems.
Your performance evaluations will be based on several factors including: quality of performance,
knowledge of the position, initiative, work ethic and attitude toward others. Performance evaluations are
intended to make the employee aware of areas of progress, areas for improvement, training
needs/objectives or goals for future work performance. Positive performance evaluations do not
guarantee a promotion or an increase in salary. Salary increases and promotions are solely within the
discretion of the Company based on several factors, including performance.
After a performance evaluation has been conducted, the employee will be required to sign the
evaluation report in order to acknowledge that the employee has received the report, its contents have
been discussed with the employee by the supervisor, and the employee is aware of its contents.
Reduction in Workforce
Under some circumstances, the Company may need to restructure or reduce its workforce. If this
becomes necessary, the Company will attempts to provide advance notice, if possible, so as to minimize
the impact on those affected. If possible, employees subject to layoff will be informed of the nature of the
layoff and the foreseeable duration of the layoff, whether short-term or indefinite.
In determining which employees will be subject to layoff, the Company will taken into account,
among other things: operational requirements; skill, productivity, ability and past performance of
employees; and also, where feasible, the employees length of service with KENK USA, Incorporated.
Voluntary Termination
Any employee who voluntarily resigns his or her employment with the Company, or any employee
who fails to report to his or her regular job duties for three consecutive scheduled workdays without notice
to or approval from the Company, will voluntarily terminate employment. All Company owned property
(tools, keys, uniforms, etc.) must be returned to the Company immediately upon termination of
employment.

Maintaining Personnel Records

It is the employees responsibility to provide current information regarding address, telephone
number, emergency contact information, insurance beneficiaries, changes in dependents, marital status,
etc. Changes in exemptions for tax purposes will only be made upon the receipt of a completed W-4
form.
Personnel Files
Employee personnel files are the property of the Company, and do not belong to the employee.
However, upon request, the Company will provide employees with copies of performance evaluations and
other performance-related documents that the employee has previously received.
Job Duties
During the trial period, the supervisor will explain to the employee all relevant job responsibilities
as well as the standards of performance expected. From time to time, the employee may be asked to
work on special projects or assist with other work necessary to the operations of the Company. The
employees assistance and cooperation in performing such additional work is expected.
The Company reserves the right, at any time, with or without notice, to alter or change job
responsibilities, reassign or transfer job responsibilities, or assign additionally job responsibilities.
Employer Provided Training
The Company is committed to maintaining excellence in customer relations and providing
services to customers that are current with consumer expectations. In order to keep with this
commitment, the Company occasionally will provide training sessions for employees. These training
sessions are intended to, among other things, train employees on new Company practices or job duties or
to re-iterate and reinforce existing Company policies.
Training sessions will generally be for 2 hours and will be scheduled by the Company. The
Company will give reasonable advance notice of all training sessions. All applicable employees will be
required to attend training sessions. Such sessions will constitute hours worked for purposes of
California law, and will be paid at the employees individual regular rates of pay. If time spent in training
sessions causes an employee to be in overtime, California law regarding overtime pay will apply.
As employees will be required to attend training sessions, absences may be excused with proper
documentation of a valid emergency. Continued missed training sessions (whether excused or
unexcused) may be grounds for discipline up to termination.
Business Hours and Work Schedules
The Company is normally open 24 hours per day. The supervisor will assign each employee an
individual work schedule. All employees are required to be present for work during the workday
established for them by their supervisors or by the Company president.
In case of unplanned conditions, such as bad weather, that may force a schedule change at the
last minute, you should contact your supervisor or inform another employee immediately.
Meal Periods and Rest Breaks
California law requires that employees working more than five (5) hours in a workday must be
given at least a thirty (30) minute meal break, unless the employee is working less than six (6) hours and
both the employee and the employer agree to waive the meal break. California Labor Code 512(a).
California law also requires that employees receive a 10 minute rest break for each four (4) hours (or
major portion thereof) worked. For such breaks, all employees must utilize the Company provided signs
to place on the door prior to taking the thirty (30) minute meal break, which informs patrons that the store

will be closed. Thus, after placing such sign on the door so as to be prominently displayed and visible to
all patrons, the employee must lock the store, and take their off duty meal period. Such breaks will not be
counted as time worked, and, thus, the employee will not be entitled to any pay during this break.
However, there are certain instances where the nature of the Companys business makes it
difficult to be relieved of all duties in order to take breaks and meal periods. Namely, despite the fact that
California law requires an unpaid meal period, completely free of any employment duties, of at least thirty
(30) minutes in length whenever an employee works more than five (5) hours in a single day, employees
may have an on-duty meal periods when: (1) the nature of the work prevents an employee from being
relieved of all duties, (2) the parties agree in writing to the on-duty meal period, and (3) the employee is
paid for the on-duty meal period. In such instances, an employee may execute an On-Duty Meal and
Rest Break Agreement, which allows the employee to waive the right to any uninterrupted and unpaid
meal and rest break, and further allows the employee to take the meal period while performing work
duties. Such breaks will be counted as time worked, and, thus, the employee will be entitled to pay during
this on-duty break. Of course, should the employee execute this On-Duty Meal and Rest Break
Agreement, such employee may revoke this On-Duty Meal and Rest Break Agreement at any time in
writing in accordance with California Code of Regulations, Title 8, 11040.
STANDARDS OF CONDUCT
Rules of Conduct, Progressive Discipline and Involuntary Termination
There are reasonable rules of conduct that must be followed in any organization to help a group
of people work together effectively. The Company expects each employee to present him or herself in a
professional appearance and manner. If an employee is not considerate of others and does not observe
reasonable work rules, disciplinary action will be taken up to termination.
Depending on the severity or frequency of the disciplinary problems, a verbal or written
reprimand, suspension without pay, disciplinary probation, or discharge may be necessary. It is within the
Companys sole discretion to select the appropriate disciplinary action to be taken. Notwithstanding the
availability of the various disciplinary options, the Company reserves the right to discharge an employee
at its discretion, with or without notice.
The following is not a complete list of prohibited conduct for which an employee may be subject to
discipline, but it is illustrative of those offenses that may result in immediate discipline, up to and including
dismissal, for a single offense:
1. Excessive absenteeism or tardiness and failure to observe working schedules, including meal
and rest breaks.
2. Dishonesty, including falsification of Company-related documents (including time sheets) or
misrepresentation of any fact.
3. Fighting, disorderly conduct, horseplay, or any other behavior that is dangerous or disruptive.
4. Possession of, consumption of, or being under the influence of alcoholic beverages while on
Company or customer premises or on Company business.
5. Illegal manufacture, distribution, dispensation, sale, possession, or use of illegal drugs or nonprescribed controlled substances.
6. Reporting for work with illegal drugs or non-prescribed controlled substances in your body.
7. Possession of weapons, firearms, ammunition, explosives, or fireworks on Company or customer
premises.
8. Failure to promptly report a workplace injury or accident involving any of the Companys
employees, clients, equipment, or property.

9. Willful neglect of safety, health, security or company policies, rules or procedures.

10. Speeding or reckless driving on Company business.
11. Commission of a crime, or other conduct that may damage the reputation of Company.
12. Use of profane or abusive language at any time while on Company premises.
13. Stealing, removing, borrowing or intentionally damaging property belonging to the Company or its
customers or employees.
14. Unauthorized use of the Companys or its clients name, logo, funds, equipment, vehicles, or
property.
15. Insubordination, including failure to comply with any work assignments or instructions given by
any Company supervisor with the authority to do so, or the use of abusive or threatening
language or physical intimidation toward a supervisor or member of management.
16. Violation of the Companys Equal Employment Opportunity Policy or its Sexual Harassment
Policy.
17. Wearing extreme, unprofessional or inappropriate styles of dress or hair while working.
18. Interference with the work performance of other employees.
19. Failure to cooperate with an internal investigation, including, but not limited to, investigations of
violations of these work rules.
20. Failure to maintain the confidentiality of trade secrets or other confidential information belonging
to the Company or its customers.
21. Failure to comply with the personnel policies and rules of the Company.
22. Failure to provide a physicians certificate when required to do so.
23. Failure to obtain permission to leave work for any reason during normal working hours.
24. Failure to notify a supervisor when unable to report to work.
25. Unreported absence of three (3) consecutive scheduled workdays.
26. Sleeping or malingering on the job.
Attendance/Tardiness
Each employee is important to the overall success of our operation. When an employee is not at
work, someone else must do his or her job. Consequently, employees are expected to report to work on
time at the scheduled start of the workday. Reporting to work on time means that the employee is ready
to start work, not just arriving at work, at the scheduled starting time.
The Company depends on its employees to be at work at the times and locations scheduled. The
employees attendance record is a part of his or her overall performance rating. Excessive absenteeism
and/or tardiness will lead to disciplinary action, up to and including termination. The determination of
excessive absenteeism will be made at the discretion of the Company. Absence from work for two
consecutive days without properly notifying a supervisor will be considered a voluntary resignation. After
two days absence, an employee may be required to provide documentation from a physician to support
an injury- or illness-related absence, and to ensure that the employee may safely return to work.

Should an employee expect to be absent from the job for an approved reason (e.g., paid time off
or a leave of absence), the employee should notify his or her supervisor of the upcoming absence as far
in advance as possible. If there is an unexpected need to be absent from or late to work, an employee
must notify his or her supervisor at least three hours prior to the start of the scheduled workday and
provide the reason for that absence or tardiness. If a supervisor is not available, an employee should
contact the Companys main office prior to the start of the scheduled workday. The employee is required
to leave a phone number so that his or her supervisor can return the call. Failure to properly contact the
Company will result in an unexcused absence for disciplinary purposes.
Where possible, medical and dental appointments should be scheduled around assigned work
hours; otherwise, they may be considered absences without pay. If an employee is unable to schedule an
appointment before or after a shift, the employee is required to talk to his or her supervisor to make
special arrangements.
Sexual Harassment Policy
The Company will not tolerate harassment or intimidation of our employees on any basis
prohibited by law, including race, color, sex, age, religion, national origin, handicap, disability, marital
status, or veteran status. Moreover, any suggestions made to any employee that sexual favors will affect
any term or condition of employment with the Company will not be tolerated. It is the policy of the
Company that any harassment, including acts creating a hostile work environment or any other
discriminatory acts directed against our employees, will result in discipline, up to and including discharge.
The Company also will not tolerate any such harassment of our employees by our clients or vendors.
For purposes of this policy, sexual harassment is defined as any type of sexually-oriented
conduct, whether intentional or not, that is unwelcome and has the purpose or effect of creating a work
environment that is hostile, offensive or coercive. The following are examples of conduct that, depending
upon the circumstances, may constitute sexual harassment:
1. Unwelcome sexual jokes, language, epithets, advances or propositions;
2. Written or oral abuse of a sexual nature, sexually degrading or vulgar words to describe an
individual;
3. The display of sexually suggestive objects, pictures, posters or cartoons;
4. Unwelcome comments about an individuals body;
5. Asking questions about sexual conduct;
6. Unwelcome touching, leering, whistling, brushing against the body, or suggestive, insulting or
obscene comments or gestures;
7. Demanding sexual favors in exchange for favorable reviews, assignments, promotions, or
continued employment, or promises of the same.
Employees must bring any violation of this policy to the immediate attention of their supervisor or
the Company president. The Company will thoroughly investigate all such claims with due regard for the
privacy of the individuals involved. Any employee who knowingly retaliates against an employee who has
reported workplace harassment or discrimination shall be subject to immediate disciplinary action, up to
and including discharge.
Workplace Violence Prevention
The Company is committed to preventing workplace violence and to maintaining a safe work
environment. Given the increasing violence in society in general, the Company 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 the Company.
Furthermore, conduct that threatens, intimidates, or coerces another employee, a customer, or a
member of the public at any time, including off-duty periods, will not be tolerated. This prohibit includes
all acts of harassment, including harassment that is based on an individuals 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.
Employees are instructed not to place themselves in peril by interceding in any commotion or disturbance
or by trying to see what is happening. The Company will promptly and thoroughly investigate any reports
of threats of (or actual) violence and reports of suspicious individuals or activities. The identity of the
individual making a report will be protected as much as is practical.
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, up to and including termination of
employment.
The Company encourages employees to bring any disputes or differences with other employees
to the attention of the supervisor before a situation escalates into potential violence.
Customer Relations
We are a service business, thus it is important to remember that the customer always comes first.
It is the customer that is first and foremost the reason for the Companys continued success. While the
customer may not always be right, the customer is never wrong.
Customers are to be treated courteously and given proper attention at all times. Never regard a
customers question or concern as an interruption or an annoyance. Customer inquiries whether in
person or by telephone must be addressed promptly and professionally. A customer must never be
placed on hold for an extended period of time. Employees must direct screened incoming calls to the
appropriate person and must ensure that the appropriate person receives each call. Employees must,
through their conduct, show a desire to assist the customer in obtaining the assistance he or she needs.
If you are unable to assist a customer, find someone who can.
All correspondence and documents, whether to customers or others, must be neatly prepared
and proof read carefully for errors and typos. Attention to accuracy and detail in all paperwork
demonstrates commitment to those with whom we do business.
Employees are NEVER to argue with a customer. If a problem develops or a customer remains
dissatisfied, immediately locate a supervisor for assistance.
Confidential and Proprietary Information
The Company considers its confidential and proprietary information, including the confidential and
proprietary information of our customers, to be one of its most valuable assets. As a result, employees
must carefully protect and must not disclose to any third party all confidential and proprietary information
belonging to the Company or its customers. Such protected information includes, but is not limited to, the
following: matters of a technical nature, such as computer software, product sources, product research

and designs; and matters of a business nature, such as customer lists, customer contact information,
associate information, on-site program and support materials, candidate and recruit lists and information,
personnel information, placement information, pricing lists, training programs, contracts, sales reports,
sales, financial and marketing data, systems, forms, methods, procedures, and analyses, and any other
proprietary information, whether communicated orally or in documentary, computerized or other tangible
form, concerning the Companys or its customers operations and business.
Employees should ensure that any materials containing confidential or proprietary information are
filed and/or locked up before leaving their work areas each day. During the workday, employees should
not leave any sensitive information lying about or unguarded.
Access to confidential information should be on a need-to-know basis and must be authorized
by a supervisor. Any breach of this policy will not be tolerated and the Company may take legal action
against the employee who commits such a breach.
Employees who have questions about this policy are directed to consult a supervisor or the
Company president.
Business Conduct and Ethics
No employee may accept a gift or gratuity from a vendor, supplier or other person doing business
with the Company as it may give the appearance of influence regarding their business decision,
transaction or service.
Health and Safety
The Company believes in maintaining safe and healthy working conditions for its employees.
However, to achieve its goal of providing a safe workplace, each employee must be safety conscious.
The Company has established the following policies and procedures that allow us to provide safe and
healthy working conditions. We expect each employee to follow these policies and procedures, to act
safely, and to report unsafe conditions to his or her supervisor in a timely manner.
Employees are expected to continually be on the lookout for unsafe working conditions or
practices. Employees who observe an unsafe condition, you should warn others, if possible, and report
that condition to your supervisor immediately. If you have a question regarding the safety of your
workplace and practices, ask a supervisor for clarification.
An employee who observes a coworker using an unsafe practice is expected to mention this to
the coworker and to your supervisor. Likewise, if a coworker brings to the employees attention an unsafe
practice he or she may be using, the employee should thank the coworker and make any necessary
adjustments to what you he or she is doing. Safety at work is a team effort.
In compliance with Proposition 65, the Company will inform employees of any known exposure to
a chemical known to cause cancer.
Smoking
Smoking is prohibited throughout the workplace, as required by California law. This policy applies
equally to all employees, customers and visitors. Employees may smoke on scheduled breaks or during
meal times, as long as they do so outside the worksite or office. Employees who take excessive smoke
breaks may be required to work longer hours to make up for time lost smoking.
Employees are also responsible to inform all those working on our job sites of this smoke-free policy, and
report to their supervisor any violation of this policy.
Inspection of Personal and Company Property
Lockers, toolboxes, desks, computers, vehicles are Company property and must be kept clean
and are to be used only for work-related purposes.

The Companys employees use the property and equipment the Company owns and provides,
and may also use the Companys materials, information, and other supplies. While employees may
decorate their office workspaces with their personal possessions (such as pictures, plants, and the like),
employees must remember that property supplied by the Company remains the property of the Company.
The Company reserves the right to search any Company property (e.g., personal computers,
desks, lockers, or other storage areas) at any time.
The Company also reserves the right to inspect personal property (e.g., tool boxes, purses, briefcases)
during the workday or as employees leave their worksites. Refusal to allow inspection may lead to
disciplinary action, up to and including termination.
Off Duty Use of Facilities
Employees are prohibited from being on Company premises to use Company facilities while not
on duty unless the owner has approved such. Employees are expressly prohibited from using Company
facilities, Company property or Company equipment for personal use.
Personal Grooming, Dress and Appearance
Each employee of KENK USA, Incorporated is a representative of the Company in the eyes of the
public. Therefore, it is important that each employee report to work properly groomed and wearing
appropriate clothing.
Employees are expected to dress neatly and in a manner consistent with the nature of the work
performed. Employees who report to work inappropriately dressed may be asked to sign out and return in
acceptable attire.
Unacceptable attire includes but is not limited to the following: tight fitting (e.g. spandex) or
revealing clothing; shorts, skirts or dresses that fall higher than 6 inches above the knee; multi-colored
shoes; and sweatshirts, sweat pants or warm-up outfits.
Visible body piercing or tattoos (e.g., eyebrow, nose, lips, tongue, etc) are prohibited. Ear
piercing is permitted. However, low hanging earring jewelry or earring jewelry that is more than 1 inch in
diameter is not permitted.
Drug and Alcohol Abuse
The Company is concerned about the use of alcohol, illegal drugs or controlled substances and
its affects on the workplace. Use of these substances at any time can adversely affect an employees
work performance, efficiency, safety, and health. Therefore, the employees value to the Company could
be seriously impaired.
The Company does not tolerate the presence of illegal drugs or the illegal use of legal drugs in
our workplace. The use, possession, distribution, or sale of controlled substances such as drugs or
alcohol, or being under the influence of such controlled substances is strictly prohibited while on duty,
while on the Companys premises or worksites, or while operating the Companys equipment or vehicles.
The use of illegal drugs as well as the illegal use of legal drugs is a threat to us all because it promotes
problems with safety, customer service, productivity, and our ability to survive and prosper as a business.
An employee taking properly prescribe medications that may affect his or her ability to perform job duties,
is required to discuss possible accommodations with a supervisor prior to starting work. Violation of this
policy will result in disciplinary action, up to and including termination.
In order to enforce this policy, the Company reserves the right to conduct searches of Company property
or employee personal property and to implement other measures necessary to deter and detect abuse of
this policy.
The employees receipt of this policy statement and signature on the handbook acknowledgment
form signify his or her agreement to comply with this policy.

Any employee who is convicted of violating criminal drug statutes must notify an appropriate
officer or senior official of the Company of that conviction within five days of the conviction. Failure to do
so may lead to disciplinary action.
The Company will encourage and assist employees with chemical dependencies (drug or alcohol)
to seek treatment and/or rehabilitation. The Company is not responsible for any cost incurred, or
payment of any medical treatment outside of the Company sponsored health plan. To this end,
employees desiring such assistance should request a treatment or rehabilitation leave. The Company is
not obligated, however, to continue to employ any person whose job performance is impaired because of
drug or alcohol use. Additionally, employees who are given the opportunity to seek treatment and/or
rehabilitation but fail to successfully overcome their dependency will not be given a second opportunity to
seek such treatment.
This policy on treatment and rehabilitation is not intended to affect the Companys treatment of
employees who violate the regulations described above. Rather, rehabilitation is an option for an
employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that
dependency.
Personal Calls, Visits, and Business
The Company expects the full attention of its employees while they are working. Although
employees may occasionally have to take care of personal matters during the workday, employees should
try to conduct such personal business either before or after the workday or during breaks or meal periods.
Regardless of when any personal call is made, it should be kept short.
Employees should also limit incoming personal calls, visits, or personal transactions. The
Companys phones should be available to service customers. Any non-business use of the phones can
hurt the Companys business by preventing customers from receiving prompt service. A pattern of
excessive personal phone calls, personal visits, and/or private business dealings is not acceptable and
may lead to disciplinary action.
Off-Duty Conduct
While the Company does not seek to interfere with the off-duty and personal conduct of its
employees, certain types of off-duty conduct may interfere with the Companys legitimate business
interests. For this reason, employees should be aware of the following policies:
Employees are expected to conduct their personal affairs in a manner that does not adversely
affect customers perception of the Companys integrity, reputation or credibility, or that of individual
employees. Illegal or unethical conduct on the part of any employee that affects the Companys
legitimate business interests or the employees ability to perform his or her job duties will not be tolerated
and could be grounds for termination.
Moonlighting
While employed by the Company, employees are expected to devote their energy to their jobs
with the Company. For this reason, the Company discourages employees from taking additional outside
employment. Work requirements for the Company, including overtime, must take precedence over any
outside employment.
If the Company permits an employee to take outside employment, the employee must report to
his or her supervisor when the outside job has started. If, as a result of this moonlighting, the employee is
unable to work when requested by the Company, including overtime, or is unable to maintain a high work
performance level at the Company, permission to work at the outside job may be rescinded, or the
employee may be subject to dismissal.
The following outside employment is strictly prohibited:

1. Employment that conflicts with the employees regular work schedule, duties and responsibilities.
2. Employment with another Company in the same or related business as the Company, or which
directly or indirectly competes with the Company in any way.
3. Employment with any client of the Company outside of the regular working hours as described
above, without the express approval of the Company president or his designated representative.
4. Employment that impairs or has a detrimental effect on the employees work performance with the
Company.
5. Employment that requires the employee to conduct work ore related activities on the Companys
property, to use Company facilities and/or equipment, or that takes place during the employees
regularly scheduled working hours.
6. The Company will not pay medical benefits for injuries or sickness resulting from employment by
any employer other than the Company.
COMPENSATION
Pay Period and Pay Days
The Company issues paychecks each Friday, on a weekly basis. Employees are paid each week
for work performed during the previous seven (7) day period. Pay periods start on Monday at 7:00 a.m.
and end on Monday at 6:59 a.m. If a regular payday falls on a holiday, employees will be paid on the
following workday.
Work Hours and Reporting
All hourly employees are required to keep a time sheet. On the time sheet, employees must
correctly record the store location, date and time spent for each day worked. The Company will provide
timesheets for reporting hours worked. Only the individual employee is authorized to record your time
worked and each employee must sign each time sheet certifying the accuracy of each timesheet.
Completed timesheets are due in the office no later than 7:00 a.m. on the Monday following the
end of a pay period. Failure to turn in time sheets by this deadline may delay your paycheck for that
week.
Overtime
The Companys workweek begins on Monday at 7:00 a.m. and ends on Monday at 6:59 a.m.
Occasionally it may be necessary for an employee to work beyond his or her normal workday hours.
Overtime pay is paid only when work is scheduled, approved, and made known to you in advance by your
supervisor. Under no circumstances shall an employee work overtime without the prior approval of his or
her supervisor.
Hourly employees will receive overtime pay at a rate of one-and-one-half times their regular
hourly rate for all hours worked in excess of 8 hours per day.
To the extent possible, overtime will be distributed equally among all employees in the same classification
and position, provided that the employees concerned are equally capable of performing the available
work. The Production Coordinator or his/her representative will make decisions regarding overtime work.
Any employee asked to work overtime will be expected to rearrange his/her personal schedule to work
the requested overtime.
Paid Vacations
No pay holiday and vacation for all employees.

Advances
It is the Companys policy not to permit advances against paychecks. However, it is solely within
the discretion of the Company to deviate from this policy if the Company determines extenuating
circumstances exist to warrant an advance.
BENEFITS
Workers Compensation
The Company provides a comprehensive workers compensation insurance program at no cost to
employees, pursuant to California law. This program covers any injury or illness sustained in the course
of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal
requirements, workers compensation insurance provides benefits after a short waiting period or, if the
employee is hospitalized, immediately.
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.
LEAVE OF ABSENCE
Personal Leave
The Company may, at its discretion, grant an employee a leave of absence without pay when
sufficient personal reasons necessitate such a leave. However, employees are not eligible for a personal
leave of absence until they have been continuously employed as full-time employees of the Company for
12 months. The Company reserves the right to deviate from that policy if the Company determines that
circumstances warrant such a deviation.
The Company may require an employee to provide documentation, such as a doctors
certification of illness or disability, supporting the employees need for a leave of absence, and the
Company may periodically require the employee to provide such supporting documentation on basis
during the leave of absence. Prior to or upon an employees return to work from a leave of absence, the
Company may also require the employee to provide documentation establishing the employees ability to
return to work.
The Company reserves the right to determine the duration of the leave of absence, but no leave
of absence shall exceed 12 weeks. If an employee fails to return to work immediately after his or her
leave of absence expires, the employee will be considered to have voluntarily resigned his or her position
with the Company.
Because operations sometimes require that vacant positions be filled, a leave of absence does
not guarantee that the job will be available when the employee returns from a leave. The Company will,
however, make an effort to place the employee in his or her previous position or a comparable job that the
employee is qualified to perform. If no such position is available, the employee may be eligible for rehire
as a new employee if he or she applies for an available position for which he or she is qualified and if prior
work history warrants rehire.
Bereavement Leave
The Company will provide up to three days of paid bereavement leave for an employee upon the
death of an immediate family member. For purposes of this policy, immediate family is defined as the
employees or the employees spouses parents, siblings, children, grandparents, grandchildren, the
employees spouse, or any other relative who resides in the employees household.
Employees should direct all requests for Bereavement Leave to their supervisors or to the
Company president.

While on Bereavement Leave, an employee will be paid at straight time for the hours the
employee was scheduled to work on the days missed.

Jury Leave
Employees who are called for jury duty will be granted time off with pay to perform this civic duty.
Employees must notify their supervisors as soon as they learn they have been summoned as a juror so
that work arrangements can be made. In order to be paid for Jury Leave, an employee must provide his
or her supervisor with the jury summons and a note from the Clerk of the Court indicating the times the
employee was in court for jury duty.
The Company will pay employees straight time for their regularly scheduled hours of work, minus
the compensation they received from the court for their service as jurors, for up to five days of jury
service. An employee who is excused from jury duty prior to the end of a regularly scheduled workday
must report for work for the remainder of that day, or otherwise notify his or her supervisor of his or her
availability to work.
Military Leave
The Company will grant employees called into military service an unpaid leave of absence and
reemployment rights as provided for under the laws of the United States.
COMPLIANCE & REGULATORY REQUIREMENTS
Immigration Law Compliance
The Company is committed to employing only United States citizens and aliens who are
authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or
national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a
condition of employment, must complete the Employment Eligibility Verification Form I-9 and present
documentation establishing identity and employment eligibility. Former employees who are rehired must
also complete the form if they have not completed an I-9 with the Company within the past three years or
if their previous I-9 is no longer retained or valid.
Employees with questions or seeking more information on immigration law issues are
encouraged to contact a supervisor who will direct those questions to the president of the Company.
Employees may raise questions or complaints about immigration law compliance without fear of
retaliation.
DISCLAIMER
This Employee Handbook contains the employment policies and practices of KENK USA,
Incorporated in effect at the time of publication. All previously issued handbooks and any inconsistent
policy or memoranda are superceded.
KENK USA, Incorporated reserves the right to revise, modify, delete or add to any and all policies,
procedures, work rules, or benefits stated in this Employee Handbook or any other document, except for
the policy of at-will employment.
Any changes, additions or deletions will be communicated to each employee in a written
memorandum. Each employee will be required to sign an acknowledgment that they have read and
understand the change. Each employee will be responsible for entering the change in his or her own
copy of the Employee Handbook. No oral statements or representations can in any way, change or alter
the provisions of this handbook.

ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK

I have received the current Company employee handbook and have read and understand the
material covered. I have had the opportunity to ask questions about the policies in this handbook, and I
understand that my supervisor or other managerial staff member, upon request, will answer any future
questions that I may have about the handbook or its contents. I agree to and will comply with the policies,
procedures, and other guidelines set forth in the handbook. I understand that the Company reserves the
right to change, modify, or abolish any or all of the policies, benefits, rules, and regulations contained or
described in the handbook as it deems appropriate at any time, with or without notice. I acknowledge that
neither the handbook nor its contents are an express or implied contract regarding my employment.
I further understand that all employees of the Company, regardless of their classification or
position, are employed on an at-will basis, and their employment is terminable at the will of the employee
or the Company at any time, with or without cause, and with or without notice. I have also been informed
and understand that no officer, agent, representative, or employee of the Company has any authority to
enter into any agreement with any applicant for employment or employee for an employment arrangement
or relationship other than on an at-will basis and nothing contained in the policies, procedures,
handbooks, or any other documents of the Company shall in any way create an express or implied
contract of employment or an employment relationship other than one on an at-will basis.
This handbook is the Company property and must be returned upon separation.

Employee Signature

Date

Employee Name: Printed

Supervisor Signature

Date