CORRECTIVE DISCIPLINE POLICY

The purpose of disciplining an employee is to bring about a desired change in job

performance or behavior. In many cases, but not always, Waséyabek Federal
Services (WFS) will apply corrective discipline in progressive steps. WFS reserves the
right to forgo the progressive steps at any time, including for serious offenses where
the Company determines that immediate dismissal is appropriate or where the
Company determines the employees is unsuitable for the position. The progression
of disciplinary action is generally as follows:

• A first offense may call for a verbal warning

• A next offense a written warning
• Another offense may lead to suspension without pay
• A final written warning
• Still another offense may then lead to termination of employment

However, WFS reserves the right to bypass any step in this procedure and take
disciplinary action, including terminating an employee without prior warning or
notice, where the circumstances warrant, in the sole discretion of WFS. Employment
with WFS is at all times at-will. If an employee disagrees with the particular facts
upon which a disciplinary act is based, he or she should follow the guidelines in the
Conflict Resolution Policy.

When determining the need for disciplinary action, the following non-exclusive
factors may be considered (at the sole discretion of WFS):

• The seriousness of the misconduct

• Any history of misconduct
• Employment record
• Length of employment with WFS
• Strength of the evidence against the employee
• The ability to correct the conduct
• The attitude about the conduct
• Actions previously taken for similar misconduct by other employees
• How the misconduct affects WFS, its customers and coworkers.

WFS will give these considerations whatever weight it deems appropriate. Depending
on the circumstances, WFS may give some considerations more weight than others; or
no weight at all.

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Some misconduct may result in immediate termination, including, but not limited to:

• Theft of company property

• Excessive tardiness or absenteeism
• Arguing or fighting with customers, coworkers, managers or supervisors
• Brandishing a weapon at work
• Threatening the physical safety of customers, coworkers, managers or supervisors
• Physically or verbally assaulting someone at work
• Any illegal conduct at work
• Using or possessing alcohol or illegal drugs at work
• Working under the influence of alcohol or illegal drugs
• Failing to carry out reasonable job assignments
• Insubordination
• Making false statements on a job application
• Violating Company rules and regulations
• Unlawful discrimination and harassment