We are pleased to have you join our operation. We want for you to be comfortable with this operation.

This handbook is intended to help you become better acquainted with the operation, its policies and rules and your benefits and privileges. Make yourself familiar with the information contained within. Questions are sure to arise during the course of your employment and this handbook should help answer them. If not, we will be glad to help you with them.

Keep this book for future reference. From time to time changes may be necessary, so you will be given revised pages to replace or add to your handbook.

This handbook is not employment contract or does not guarantee employment for any determined amount of time. You have been "employed at will."

Our operation started with 50 sows in a pasture lot. We farrowed twice a year. The operation now farrows bi-weekly with an average annual inventory of 300 sows, with plans to expand to 600 sows and multi-site production.

It will be the policy of (Farm Name):

1. To select and hire the best qualified men and women without regard to race, creed, color, age, sex, national origin, religion and handicap.

2. To provide wages, salaries, and employee benefits that are competitive with those provided for similar positions in the local area and with industry competition. To regularly review area wages, salaries, and benefits to insure our programs are competitive.

3. To promote from within by providing opportunities for qualified employees to fill open positions whenever possible.

4. To provide job security by improving the operation's position in industry so as to minimize adverse effects on our employees while maintaining the stability of the operation.

5. To provide safe working conditions by maintaining an orderly operation and developing and adhering to policies and practices that insure the safety and health of our employees.

6. To encourage an individual's self-development by providing educational programs, training and other opportunities for skill development and advancement.

7. To recognize length of service as a factor in cases of promotion, layoff and recall, other qualifications being equal.

8. To be fair in the administration of our policies and practices.

9. To keep you informed by providing a full program of communications of developments within the operation which are of interest to you.

10. To encourage open discussion of all ideas, suggestions, problems and matters of concern among employees, supervisors and managers. Differences of opinion, complaints and problems will occur. When this happens, a fair hearing will be given to all viewpoints to develop a positive solution.

For purposes of promotions, demotions, layoffs, recalls from layoffs, transfers and filling temporary openings, the employee's qualifications, including ability to perform the work and physical fitness and service, are to be considered without regard to race, color, religion, sex, disability, national origin, or status as a Vietnam era veteran.

1. Be interviewed and recommended for employment by the Human Resources Department.

2. Be approved by the department where the employee will work.

3. Provide proper certification as required by the job category.

4. Be certified by a doctor as physically able to do the anticipated work.

5. Be signed up by the Personnel Department, including completion of all applicable data and benefit records.

6. Be instructed in all work rules, safety rules and other rules applicable to the job and operation.

Solicitation by employees on (Farm Name) property during working time is prohibited. Working time is the time an employee is expected to be performing his job duties and does not include break periods, meal times or other periods when employees are properly not engaged in performing their work.

Distribution of literature by employees on (Farm Name) property in non-working areas during working time as defined above is prohibited.

This policy is necessary to maximize health control and force clear and complete understandings between employer and employees.

1. Interfere with the individual's responsibilities to (Farm Name) (job performance, availability for scheduled working hours, etc.)

2. Conflict in any way with the mission, goals and well-being of this organization, or

3. Cause or contribute to a negative public image of (Farm Name)

Employees of (Farm Name) may not use company-owned programs, materials or equipment in the course of other employment.

Exceptions to the above will be made for people enlisted in the National Guard or Reserves.

Employees without fear or reprisal, have the responsibility to bring any form of harassment to management's attention. Complaints concerning harassment will be investigated by (Farm Name) promptly and in a confidential manner and the results reviewed with the persons involved.

Sexual harassment, whether committed by supervisory or non- supervisory personnel, is specifically prohibited.

(Farm Name) is responsible for taking action to effectively deal with all acts to effectively deal with all acts of sexual harassment occurring in the workplace or as part of the employment relationship, regardless of the manner in which it becomes aware of the conduct. This includes the acts of supervisory or management personnel, non-management employees and third-parties.

Sexual harassment is defined as either:

• Unwelcome sexual advances or requests for sexual activity by a (Farm Name) employee in a position of power or authority to another (Farm Name) employee, or

• Other unwelcome verbal or physical conduct of sexual nature by a (Farm Name) employee to a (Farm Name) employee, when:
  • Submission to or rejection of such conduct is used explicitly or implicitly as a condition for employment decisions; or

  • The purpose or effect of such conduct is to interfere unreasonably with the work performance of the person being harassed; or

  • The purpose or effect of such conduct to a reasonable person is to create an intimidating, hostile, or offensive environment.

If complaint involves manager, report directly to the owner or any board member. If complaint does not involve manager, report to manager.

Upon receiving an accusation of sexual harassment against an employee of (Farm Name), (Farm Name) will investigate and, if substantiated, will initiate the appropriate disciplinary procedures. There is a five year limitation period from the date of occurrence for filing a charge that may lead to discipline.

An individual who makes an accusation of sexual harassment will be informed:

• At the close of the investigation, whether or not disciplinary procedures will be initiated; and

• At the end of any disciplinary procedures, or the discipline imposed, if any.

It is the policy of (Farm Name) to prohibit the use, sale, dispensing or possession of illegal drugs, narcotics and alcoholic beverages on or in company property or during working hours regardless of whether on farm property or not. This prohibition also covers all legal or prescription drugs which may impair an employee's ability to perform his/her job. An employee shall not report to work under the influence of any drugs or alcoholic beverages.

The use of an illegal drug or controlled substance or the possession of same on or off duty is cause for termination.

The sale, trade or delivery of illegal drugs or controlled substances by an employee to another person is cause for termination and for referral to law enforcement authorities.

The "occasional," "recreational," or "off-duty" use of illegal drugs will not be excused. Employee involvement with illegal drugs, even "recreational," may be expected to result in:

Financial and domestic difficulties resulting in:
1. 1. unstable performance
2. 2. theft

Embarrassment to the (Farm Name) due to:
1. 1. arrests of employees
2. 2. poor employee relations, poor work, etc.
3. 3. an increase in drug use on (Farm Name) and community

• Education and information about the dangers of drug and alcohol abuse in the workplace.

• Programs which address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations.

• Self referrals as well as supervisory referrals to drug and alcohol counseling and rehabilitation programs available through community agencies. Such referrals will respect individual confidentiality.

One of your supervisor's most important jobs is helping you work effectively and advance to the best of your ability. Your supervisor's job will be easier and you will learn the full details of your job with greater ease if you will remember these points:

This policy emphasizes the special trust and cooperation that must exist between employees and managers. Problems are best solved when both parties feel free to discuss issues in an open and informal manner. For this reason, (Farm Name) managers will not discuss work-related employee matters with, or in the presence of, other employees or non-farm personnel.

The probationary period serves two purposes:

1. It is an opportunity for the employee to experience the job, to become adjusted to required standards and expectations and to decide if he/she will like to continue the employment.

2. It is also an opportunity for the manager to evaluate the employee on job skills, cooperativeness, attitude, dependability and other factors which make a good and valuable employee. This period is used to assure that the employee is a good "match" for the job (i.e. capable and willing to perform up to standards and expectations). A written evaluation and conference will be conducted at 60 days.

Employees are not eligible for employee benefits until their probationary period expires, other than worker's compensation.

An employee may resign without notice at any time during or at the end of the probationary period.

1. The organization or activity should provide a defined and worthwhile service to the community and should be of benefit to the employees of (Farm Name).

2. The organizations or activity should be supported by other firms in the community.

3. The organization or activity should not be controversial, practice any form of discrimination and should be available for participation from all segments of the community.

It is also the policy of the farm to send a floral arrangement to an employee who is hospitalized.

Temporary Full Time - All employees who work at least 35 hours per week but are hired for 60 days or less and are not persons under any operational contract. Temporary full time does not entitle the employee to any benefits.

Seasonal - All employees who work or may work from year to year but do not work each week throughout the year and were hired to do seasonal work and are not persons under any operational contract. Seasonal employees are entitled to no benefits other than medical insurance subject to the standard probationary period if the average work week is greater than 30 hours.

Regular-Part Time - Any employee who works less than 35 hours per week and/or on a periodic basis. Part time employees are not entitled to any fringe benefits provided by (Farm Name) except those required by law; and paid vacation based on the farm's policy (5 days/year). Medical coverage is available if the average work week is greater than 30 hours.

Corporate Officer/Director/Ownership - Any member of the families of the stockholders or any Officer or Director as elected by the Board of Directors who may or may not be within any of the above classifications.

1. voluntarily resigns,
2. is discharged for cause,
3. is laid off and not recalled for 120 calendar days,
4. is terminated in any reduction in force.

Saturday A.M. - 4 1/2 hours - 3 people
Sunday A.M. - 4 1/2 hours - 2 people
Sunday P.M. - at least 2 hours - 1 person

We realize that the shorter hours on Saturday and Sunday has an adverse effect on production. Example - sows in the farrowing house don't get fed in a normal manner, equipment break downs, etc. Therefore it is important that everyone be alert on Friday and try to prevent weekend problems whenever possible.

Employees scheduled to work less than a normal full work day shall be permitted, where possible, one 15 minute rest period during any four consecutive hours of work.

Always punch your own card. Never punch another employee's time card nor allow anyone to punch yours. Should you forget to punch your card in or out, take it to your supervisor so that he/she may initial your time. Time cards should indicate any absence from work of more than 15 minutes.

Submit your card to your supervisor at the close of each week. Supervisors are responsible for verifying the accuracy and validity of the time records of their employees. Supervisors must sign the time card and forward it to the payroll department along with their summary sheets. Incorrect and incomplete time records will not be processed for payroll computation until the records have been corrected by the personnel responsible for their accuracy.

This policy applies to all hourly and weekly salaried employees.

The formula for determining the amount of the bonus is as follows:

4.75 pigs x avg. sow inventory = Y
total pigs sold in quarter = Z
Z - Y = pigs over standard

For every pig sold over standard , a $4 bonus will be paid. This bonus will be split between all qualifying employees.

To qualify for the bonus program, an employee must complete 30 days of employment for (Farm Name) without leave for the entire bonus quarter period.

Sixteen years is the minimum age for employment in agriculture during school hours and for agricultural occupations declared hazardous by the Secretary of Labor. Fourteen- and 15-year-old persons can accept employment in agricultural labor jobs not declared hazardous after first securing a work permit (during the regular school term). Work permits are issued by local public school officials when a person under 16 presents:

1. an intent to employ form from a perspective employer,
2. written consent of the minor's parent,
3. proof of age and
4. a certificate from the principal of the school which the child attends showing the grades of school work completed.

No child under 14 years of age may be employed at any time.

Fourteen- and 15-year-old persons may not be employed during the school year for more than three hours on any school day or for more than eight hours on any non-school day (including summer vacations). They may not work more than six days a week, or 40 hours a week. They may be employed:

• between 7 a.m. and 7 p.m. during the school year; except during school hours set by the school district in which the minor is living and/or employed

• between 7 a.m. and 9 p.m. from June 1 through Labor Day.

The following agricultural jobs are declared hazardous and may not be performed by anyone under 16 years of age:

• Operating any power driven machinery (this includes tractors, lawn mowers, cotton pickers, grain combines, hay mowers, feed grinders, crop dryers, forage blowers, auger conveyors, power- driven circular, band or chain saws);

• Working on a farm in a yard, pen, or stall occupied by a) bull, boar or stud horse maintained for breeding purposes; or b) sow with suckling pigs, or cow with newborn calf (with umbilical cord present);

• Felling, bucking, skidding, loading or unloading timber with a butt diameter more than 6 inches;

• Working from any ladder or scaffold;

• Working inside a fruit, forage or grain storage area designed to retain an oxygen deficient or toxic atmosphere;

• Working inside an upright silo within two weeks after silage has been added or when a top unloading device is in operating position;

• Working inside a manure pit;

• Working inside a horizontal silo while operating a tractor for packing purposes;

• Handling or applying (including cleaning or decontaminating equipment, disposal or return of empty containers or serving as a flagman or aircraft applying) agricultural chemicals identified by the word "poison," an illustration of a skull and crossbones, or by the word "warning" on the label;

• Handling or using a blasting agent; or

• Transporting, transferring or applying anhydrous ammonia.

Minors may perform hazardous agricultural jobs if they are employed by their parent or legal guardian on a farm owned or operated by them.

Every farmer (except a parent or legal guardian) who employs any minor under age 16 in agriculture must keep the following records:

• the full name, address, date of birth and Social Security number of the employee;

• the employee's work certificate issued by the local public school officials;

• wages paid and Social Security and income tax withheld;

• copy of INS Form I-9 (required of all employees, regardless of age).

Any unscheduled absence is to be reported daily to the supervisor at least one hour prior to the start of the shift (work day), or in accordance with departmental notification requirements. Daily notification requirements may be waived in the case of hospitalization or extended illness.

Absence will be considered by occurrence rather than length. Absence for one or more consecutive work days will be considered one occurrence. If an employee returns from an absence (due to an illness), works one day and then is absent again for the same illness, the absence will be counted as one occurrence.

An unscheduled absence of more than 1/2 the workday will be counted as an occurrence.

An employee having excessive absences or otherwise violating the farm's attendance policy will be subject to disciplinary action up to and including discharge. An average of two or more occurrences in a 30 day period is considered excessive. Total attendance my also be considered relative to disciplinary action.

Failure to call in for three consecutive days will be viewed as a voluntary separation of employment from (Farm Name).

Tardiness. An employee should notify __________ of any anticipated reasons that might cause him/her to arrive to work late the following day. Because it may often be difficult to notify_________ of lateness caused by unforeseen circumstances (e.g. a flat tire), call-ins for lateness due to emergencies will be required only if the employee expects to be late for one-half hour or more. Upon arriving late, ____________ should be notified and an explanation given.

Employees who are frequently tardy, absent, or who leave early may be subject to further disciplinary action.

Absenteeism which will result in corrective action include:

1. Any unreported absence.

2. Report of absence for an unacceptable reason.

3. Patterns of absence preceding or following a weekend or scheduled day off.

4. Incidents of absence which exceed five or more within the preceding twelve month period. An incident constitutes an individual period of absence. Return to work ends an individual period of absence.

5. Not reporting to work for a scheduled weekend is considered a serious offense. In case of an emergency, the employee is required to contact another employee to cover his shift as soon as reasonably possible.

An employee who is absent from work for three consecutive scheduled shifts due to illness or injury must provide a physician's statement to the manager certifying their fitness to return to work.

Semi-monthly salaried employees will be paid on the 15th and last day of the month. Should that day fall on a weekend or holiday, checks will be distributed on the workday immediately preceding.

For your protection, no check will be given to anyone except the employee whose name appears on the check. An exception to this will be made where an employee has given a written or verbal authorization to the Payroll Department that has been verified by them.

A revised W-4 and MO W-4 form may be submitted at any time to report changes in the number of allowances; however, an employee is required to file with the personnel clerk a revised W-4 Form within 10 days if any of the following has taken place:

• The employee is divorced, legally separated, or the employee's spouse begins claiming his or her own withholding exemption; or

• The employee no longer provides at least one-half the support of a dependent for whom he/she was previously entitled; or

• The employee should reasonably believe that a dependent previously claimed as an allowance will earn income of $2,350.00 or more; or

• There is a reduction in the number of withholding allowances for estimated itemized deductions.

  Note: In the event of the death of a spouse or dependent, a revised Form W-4 and MO W-4 must be filed with the personnel clerk by December 31.

Employee may request additional amounts be withheld for federal and/or state income tax by submitting an Employee's Withholding Allowance Certificate indicating the additional amount(s) to be withheld. Such requests will remain in effect until canceled by submitting a revised Employee's Withholding Allowance Certificate.

1. the employee's experience and qualifications for the job,
2. job content and skill level required to perform the job,
3. competitive levels for like work within the area.

Other factors considered include the employee's:

1. attitude, aggressiveness, and leadership abilities,
2. efforts to eliminate waste and protect farm assets,
3. effective utilization of his/her time.

Briefly, we strive to provide you with a benefit package that 1) is competitive with or better than others within the industry and in the communities where operations are located; 2) we can financially support in both favorable and unfavorable economic times; and 3) best meets the most important needs of a majority of employees.

Contact ___________ with any questions about the group insurance programs.

The following coverage is provided:

Life Insurance
Accidental Death and Dismemberment Insurance
Hospital and Surgical Insurance
Major Medical Insurance
Short Term Disability Insurance (weekly)
Long Term Disability Insurance (monthly and semi-monthly salaried only)
Cancer and Intensive Care Insurance are offered by ___________________ at group rates through payroll deduction.
Dental insurance is offered by _____________________.

1. Medical-Hospital care benefits are exactly what they sound like: payments to offset the cost of medical treatment or hospital stays.

2. Disability benefits are paid at a specified rate for a stated number of weeks for a partial or total disability. The amount of the weekly benefit is based on average pay, and is the same for partial or total disability, but the total disability benefit is payable for a longer period of time.

3. Death benefits include a specified lump-sum amount for funeral expenses, plus weekly payments (based on employee earnings) to surviving dependents.

Employees are not to seek medical attention without supervisory permission, except in emergencies.

All employees whose duration of employment has been at least 6 months and regularly scheduled to work a minimum average of 30 hours per week are eligible.

Paid leave may be used for vacation, holidays, sickness (self or household member) or other work absence. All absences from a scheduled work day must be covered by leave, if leave is available. Absences due to work related injury may be covered by paid leave at your discretion. Unscheduled absences are subject to disciplinary action per (Farm Name)'s attendance policy.

Illness of five or more consecutive days must be verified by a doctor's statement submitted to payroll clerk or manager.

Leave taken for vacation purposes must be pre-scheduled. Vacation requests received before April 1, will be granted according to seniority. Requests received after April 1 will be granted first- come-first-served.

Paid leave accrual for Regular Full Time employees working the standard 5-6 day workweek schedule will be based upon continuous employment as follows:

Holidays will be added to leave balance as they occur.

Leave may be taken only as it is earned and credited to your balance.

Your employment year begins on your actual hire date and subsequent anniversary dates.

Pay for leave will be based upon average daily hours worked during the previous 6 months at your current pay rate for hourly paid employees. Leave will not be paid for partial days worked. Non- exempt and Ag-exempt employees required to work certain holidays may choose to receive leave pay that week in addition to their worked pay.

Employees may sell up to 5 days of accrued leave back to (Farm Name) in the week following the employee's anniversary date.

Leave days may be donated to a fellow employee in need because of a catastrophic health condition. These days must be taken by the employee receiving and are paid at the pay rate of the receiving employee.

(Farm Name) observes seven paid holidays throughout the year as follows:

New Year's Day		Labor Day
Good Friday		Thanksgiving Day
Memorial Day		Christmas Day
Independence Day

-OR-

All full time employees; excluding clean-up personnel, receive a 1/2 day off of their choice for each holiday that they work. Nine hours must be worked on a holiday to qualify for a ? day off. You must work 4.5 hours in the morning on the day that the ? day off is taken. The ? day off can be used on any afternoon, Monday through Friday, subject to managerial approval. Approval may be based on amount of advance notice and the need for time off.

When a holiday falls on a weekend but is designated on a Monday (July 4th) everyone is expected to work a 9 hour day, and will be given a 1/2 day off. A minimum of 4.5 hours of work is required in the morning on the day the employee takes the 1/2 day off.

We expect employees to work their regularly scheduled weekend. When a holiday falls on a Saturday or Sunday (Christmas, New Years, July 4th). The person working the weekend will be given a 1/2 day off. As it is only natural on a holiday weekend to rush through the work and at times it is possible to overlook an important part of the job, we are specifying a 4.5 hour work day must be worked to qualify for a 1/2 day off.

Only one employee at a time can be off work. In the case of termination, the earned time off cannot be applied to the regular vacation earned unless approved by management. The approval usually will depend on if the employee has had opportune time to use this time off. This is to encourage employees to not accumulate time off.

Vacation time continues to accrue during: vacation, sick leave, leaves of absence with pay of at least 30-hour a week schedules, and leaves of absence without pay granted for disability compensable under Worker's Compensation. Note: Vacation accruals will be available to the employee only after returning to work.

Vacation accrual rates:

Sick leave is accrued from the first day of employment. Employees accrue at the rate of one half day per month. Employees needing to take time off during their probationary period are eligible for sick leave as it is accrued. However, sick leave may not be used until it is accrued. Part-time employees accrue sick leave on a pro-rata basis.

In computing sick leave accruals, a half month or more of active employment is considered a complete month; less than half a month is disregarded.

Sick leave continues to accrue during: sick leave, vacation, leaves of absence with pay for an employee that works at least 30 hours per week, leaves of absence without pay granted for disability compensable under Worker's Compensation. Note: Sick leave accruals will be available to the employee only after returning to work. (Disability due to pregnancy is treated as any other illness or disability).

Accumulated sick leave may be used each calendar year for illness in an employee's immediate family. Immediate family includes parents, spouses, children, siblings, wherever they may live and related persons living in the employee's immediate household.

Appointments with your doctor or dentist which cannot be scheduled during off duty hours will be considered sick leave used.

The manager or payroll clerk in charge will maintain records of sick leave for each employee. When you are absent because of sickness or accident, please call in to the office so it can be indicated by one of the abbreviations listed below on your time card so that the manager or payroll clerk will know the reason for your absence, even if it is just a one-hour visit to the doctor or dentist.

SS = Sickness (self)
A = Accident on duty
AD = Accident off duty
DR = Dentist or doctor visit
EO = Excused other

Terminating employees will not receive payment for any unused accumulated sick leave.

New employees are granted 2 personal days which may be used during the probationary period (6-month probationary period), and 2 additional days at the end of the probationary period. All 4 days must be used before the end of the first year of employment.

Accumulation of personal days beyond the anniversary year is not permitted.

Personal days my be used at the discretion of the employee, subject to supervisory approval, but may be used in increments of one-half days.

Funeral leave is meant to provide you with time to attend the funeral of a member of your immediate family and to handle related personal affairs without disrupting income. Only regular full time employees are eligible for funeral leave benefits.

Immediate family member is defined as: husband/wife, father, mother, grandparent/great grandparent, brother, sister, child, stepfather, stepmother, stepbrother, stepsister, stepchild, grandchildren, mother-in-law/father-in-law, or foster children who have become members of family.

Additional days required must be charged to accrued vacation or taken as excused leave without pay.

Payment for hourly employees will be at average workday rate. Salaried employees will receive their regular pay.

A request for such leave requires completion of our leave form.

1. Full-time active duty.
2. Active duty in Reserves or National Guard
3. Weekend drills or summer training duty.

Employees are not required to use vacation time for their military training; however, they will NOT be paid for this additional time off.

(Farm Name) provides weekly employees with a short-term disability program. You may be eligible for payments after 30 days of continuous medical leave. If you feel you may qualify, contact their Personnel Department for the appropriate forms.

A medical leave of absence should be requested in writing to your supervisor with a copy to the Personnel Director. Written evidence of such opinion from your physician must be presented to the Personnel Department and they will decide whether to grant the leave request based on the information.

If you do not return to work at the end of your approved leave, you will be removed from the active payroll.

We cannot guarantee reinstatement to your former position when you return from your leave of absence. However, every effort will be made to place you in your former job or in whatever job that is available when you are able to return to work without loss of service credits.

1. birth of a child in order to provide care
2. adoption or foster care of a new child
3. care of a spouse, son, daughter, or parent of the employee if that person has a serious health condition
4. employee's own serious health condition that makes the employee unable to perform the functions of his/her position.

Note: Leave for care of an adult son or daughter (at least 18 years old) is not covered unless required as a result of "mental or physical disability" as those terms are defined under the American with Disabilities Act.

These leaves of absence are without pay; however, accrued vacation time and other paid leave programs, as appropriate under (Farm Name) policies, must be used as part of the 12-week period.

A health care provider's certification will be required for return to work from the employee's own serious health condition. The department will return the employee to the same position he/she had before the leave or an equivalent position.

Upon return to employment, the employee will be provided the level of benefits and seniority he/she had before the leave started.

All health insurance benefits will continue during this leave, provided all employee contributions are made. Nonpayment of such premiums could result in loss of insurance coverage. In addition, employees are required to receive payment of all earned leave pay at the onset of the leave.

Employees are required to give at least 30 days notice of FMLA leave in all cases, except in medical emergency. In addition, an employee must furnish certification from a health care provider at the time the employee requests leave or soon after the leave commences. Leave may be denied until such documentation is provided.

(Farm Name) reserves the right to require second or third medical opinions and periodic recertification. Under certain circumstances, intermittent leave may be allowed. In such cases, employees are to make a reasonable effort to schedule treatment so as not to disrupt the employer's operations, subject to approval of employee's supervisor.

Absences occurring on day of accident or of first medical attention an employee will be excused from work without loss of pay, vacation or sick leave for the period of time required to obtain necessary medical attention. The remainder of the day will be excused without loss of pay, vacation or sick leave is the attending physician recommends that the employee not return to duty. Note: Necessary travel time is considered as time required to obtain medical attention.

Absences occurring on days after day of accident or of first medication attention

• Employee able to return to work - An employee will be excused from work without loss of pay, vacation or sick leave for the period of time required to obtain medical attentation related to the injury or illness.

• Employee unable to return to work - A full-time permanent employee will be granted a leave of absence without pay until able to return to work or for a maximum period of one year; provided, however, the employee may elect to use accumulated vacation and sick leave subject to the limits described below.

• Day employee attends Worker's Compensation Conference or Hearing - An employee will be excused from work without loss or pay, vacation or sick leave for the purpose of attending the conference or hearing.

During 3-day waiting period - Employee may charge any absence to accumulated vacation or sick leave. After 3-day waiting period - An employee may elect to use:

• One day of vacation for each day of absence, or

• Sick leave in an amount equal to the portion of the employee's total compensation which is not paid by worker's compensation benefits; however, in no case can the combination of sick and worker's compensation benefits exceed the employee's base pay.

Holiday pay in an amount equal to the portion of the employee's total compensation which is not paid by worker's compensation benefits should be paid as holiday pay; however, in no case should the combination of holiday pay and worker's compensation benefits exceed the employee's base pay.

All employees are accountable for the actions of their personal visitors, and any disruption or problems such visitors may cause to individual work activities, farm operations or other staff.

For this reason, employees are urged to discourage such visits, but when absolutely necessary (except in emergency situations) limit such visits to break and meal periods.

No guest will enter the facility without prior consent of the management. Immediate family members (spouse and children) may enter the facility on the employee's scheduled work weekend. The employee is responsible for providing clothing for his/her family if (Farm Name) does not have their size. These clothes and boots must enter the facility new and at that time become property of (Farm Name). All clothing brought in by employees must be inspected by management prior to the visit.

The employee is responsible for his/her guests, their actions, safety and well-being. It is the sole responsibility of the employee to see that his/her guests follow all rules including the rules of this policy. Non-adherence to any portion of this policy will result in disciplinary action up to and including termination of employment.

Work clothes and boots will be provided by (Farm Name). Employees must follow the shower-in-shower-out instructions posted at the door.

For any business to continue to operate even through adverse times, risks need to be assessed and reduced to an acceptable level. The following items are presented to help decrease the risk of disease in this unit:

The following areas are defined as clean areas: hog barns, alleyways, load out buildings, feed mill, office past shower area and shower rooms past the incoming dressing area. We need to exercise extra care in outside areas between buildings by using the foot baths. The last load out area by the driveway doesn't require showering but care needs to be taken not to walk in final chute area if working inside building.

We have allowed items to be brought into the clean areas. Items like tools and repairs need to be handled with care. We try to use our own tools as much as possible. If it is possible, the equipment should be disinfected. The next best step is, do not allow hogs to contact the equipment and remove it as soon as practical. If we do not know where the tools have been this is even more critical.

We limit all food items to the lunch room area only. Refuse items are to be disposed of in the waste bins provided in the lunch area. We do not permit items from home to be brought into the unit. The company will usually buy the item new if it is needed, provided there is prior approval.

We do not allow smoking in and within (10) ten feet of any buildings whether clean areas or not. We do not approve of people spitting in any area that hogs have access to. This applies to all company personnel and visitors.

We need to watch animal movement and see that no animals get outside. If they do, they are not to be brought back into the building. Usually they will need to be destroyed.

Because of the nature of your job and the risks involved in our operation, you are not allowed to have hogs on your own, or to do chores for people who have hogs. Also, permission from management is needed before visitors are allowed into the unit.

Employees should observe all disease control regulations.

1. Keep vehicle in good working and safe operating condition at all times. Report all malfunctions and maintenance needs to shop manager.

2. Keep vehicle respectably clean inside and out.

3. To observe and report to shop manager inspection sticker and/or license expiration dates and be responsible for any fine in the event vehicle is operated illegally.

4. Only the employee or his designate is authorized to operate the vehicle.

5. The vehicle is to be used for business purposes only in as conservative a manner as possible to complete one's work.

6. Employee will maintain required vehicle logs covering all mileage registered on the vehicle's odometer and/or hubometer.

7. Any accident or damage to the vehicle is to be immediately reported to the employee's supervisor and certain written reports may be required for insurance purposes.

8. No unauthorized persons will be allowed to ride in farm- owned vehicles.

9. Employee must maintain a good traffic record to continue to operate any farm-owned vehicle.

10. Employee must notify his supervisor of any change in his driving record.

An employee traveling on farm business is expected to exercise the same care in incurring expenses that a prudent person would exercise traveling on personal business and expending personal funds.

No employee should incur travel and entertainment expenses and expect reimbursement unless the activity is authorized by ________________. Other travel and entertainment expenses must be authorized in advance by the employee's immediate supervisor. This will provide an opportunity for the expected benefits of the expenditure to be weighed against the estimated cost.

The guidelines below are to be followed with regard to travel and entertainment expenditures:

1. Prior approval or authorization must be received by an employee from his or her immediate supervisor unless the expenditure is authorized by a standing (Farm Name) or department head directive.

2. Meal expenses will only be reimbursed when the employee is traveling overnight or is engaged in authorized entertainment.

3. Authorized entertainment may be entertainment authorized by a standing directive of (Farm Name) or a department head or specific entertainment preauthorized by a department head. That department head must sign the expense voucher turned in for the preauthorized specific entertainment expense reimbursement.

4. Travel and entertainment expenditures are reimbursed by accounting upon the receipt of (Farm Name)'s "expense voucher" which include the following:
   1. Signed approval of immediate supervisor.

   2. Receipts of all items of expense. If the expense is for contract labor, then the documentation must have the name and social security number of the laborer.

   3. Names of persons entertained and business relationship to (Farm Name).

   4. Business purpose for the expenditure.

   5. Where required by above guidelines, the signature of a department head.

   6. The employee's signature.

5. Approved travel which requires the utilization of the personal vehicle will be reimbursed at a rate of $.25 per mile.

This is important to you for several reasons such as reaching you or your family in case of any emergency, mailing important personal messages to you (i.e. W-2 tax form) at the beginning of the year so you may file your income tax return.

If you have a personal problem or complaint, first talk it over with your immediate supervisor. In most cases a solution can be worked out.

• Minimum weight of 35 lbs.
• Castrated with testicle ruptures fixed
• No tail bitten, abscessed, deformed or lame pigs
• Nothing exhibiting symptoms of rhinitis, pneumonia, scouring, mange or lice
• Every pig should be thrifty and healthy
• Completely healed from any procedure performed

1. Observe and practice the safety procedures established for the job.

2. Do not wear loose clothing or jewelry around machinery.

3. Where required, you must wear protective equipment, such as goggles, safety glasses, masks, gloves, bump caps, etc.

4. Observe smoking regulations.

5. Do not block access to fire exits or fire extinguishers.

6. You must not operate machines or equipment until you have been properly instructed and authorized to do so by your supervisor.

7. Lift properly-use legs, not back. For heavier loads, ask for assistance.

8. Keep equipment, tools and materials and work areas clean and orderly.

9. Be sure all machine guards and protective devices are in place and working.

10. All vehicle operators will conform to state, local and Department of Transportation regulations.

1. Determine the reason for separation.

2. Return of all company property or settlement of any debts owed, prior to the release of your final paycheck. Company property includes uniforms, tools, keys, etc.

3. Explanation of the conversion privileges and termination date of your group insurance policies.

Employees resigning their employment with the farm are asked to inform the manager as early as possible, but no later than two (2) weeks prior to his/her last day.

Occasionally, the Company finds it necessary to take disciplinary action against an employee for violating a Company rule or regulation. The type of disciplinary action taken, be in the form of a verbal/written warning or immediate termination, is dependent upon the severity and frequency of the infraction.

Our rules and regulations are all easily understood and are essential for the efficient and orderly operation of our facilities. They include, but are not limited to, those noted elsewhere in this handbook.

Disciplinary action usually occurs in a progressive sequence: verbal warnings, written warning, final written warning, suspension and discharge. It is not necessary for all five steps to be followed. Discipline may begin at any step depending on the seriousness of the offense. Also, offenses do not have to be of the same nature to constitute a violation serious enough to move on to the next step of the disciplinary action sequence.

All employees should know that disciplinary action will be taken for:

1. Falsifying time cards, personnel records, production records, or any other company records.

2. Refusal to perform assigned duties relating to work of the company or slowing down production or output.

3. Theft from fellow employees, Company, or associates of the company (including contract producers).

4. Deliberately damaging or attempting to damage Company product, property or equipment or that of a contractor or a fellow employee.

5. Fighting on company premises.

6. Violation of safety practice that might cause serious injury or death to self or fellow workers.

7. Reporting to work or working in an intoxicated or drugged condition or possessing or drinking any alcoholic beverages, intoxicants of any kind or illegal drugs on company premises (premises to include Company parking areas or in Company vehicles).

8. Refusal to leave the company premises upon the request of any authorized representative of the Company.

9. The unauthorized leaving of the work site during working hours.

10. Gross negligence which results or could result in serious injury to another employee or to company property.

11. Willful waste of materials or supplies.

12. Willful punching the time card of another employee, having one's time card punched by another employee, or unauthorized altering of a time card.

13. Possession of illegal weapons, ammunition, firearms, etc. on company premises except as required an with departmental approval.

14. Insubordination-a willful and deliberate refusal to follow a valid and reasonable order or assignment by a Supervisor or higher authority.

15. Speeding or reckless driving on Company property or in company vehicles.

16. Being absent from work three (3) consecutive scheduled work days without notifying your supervisor or the company.

17. Unreported absence or absence without justifiable cause.

18. Reporting late to work.

19. Using abusive language toward an employee, supervisor or Company representative on Company property.

20. Failure to properly report an accident or injury.

21. Inefficiency or lack of application to job.

22. Removal of Company property, parts or materials without permission.

23. Unauthorized operation of machines, tools or equipment.

24. Sleeping while on duty.

25. Posting or removing notices of any kind on the bulletin boards or Company property without the approval of the Company.

26. Physical or verbal abuse of animals, visitors or other employees.

27. Willful neglect or mismanagement of animals.

28. Unauthorized or inappropriate release of information.

    These rules are not all-inclusive but represent the types of unacceptable behavior which may cause or result in disciplinary action.

Please read each section to the Handbook carefully. Use the policies and principles within as a guide in the performance of your duties. Make your family aware of its contents. Most of it is important to them, too.

I have received a copy of the Employee Handbook which outlines the benefits, policies and employee's responsibilities for the organization. I will familiarize myself and comply with the information contained in the Handbook.

I understand the importance of continuity of staffing in this company and I accept the need for flexibility as part of my job. I realize that job requirements may require me to be transferred or to work overtime.

Since the information in this Handbook is necessarily subject to change as situations warrant, it is understood that changes in policies may supersede, review or eliminate the policies in the Handbook.

I understand that this is not an employment contract.



_________________________________________
Employee Signature


_________________________________________
Date Signed












(Farm Name)
EMPLOYEE COUNSELING SESSION
CONFIDENTIAL
For Supervisor Use Only
(Copy Not Provided to Employee)


Employee Name: _____________________


Date/Time of Session: ____________________

___ Coaching/Counseling Session

___ Oral Warning

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

Why Is It Important? (As Explained to Employee):

____________________________________________________________________

____________________________________________________________________

Assistance To Be Given To Employee (As Explained):

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

When And How Should The Problem Be Solved (As Agreed By Employee):

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

Employee Was Told The Following Would Occur If Problem Is Not Solved:

____________________________________________________________________

____________________________________________________________________

Other Comments (Employee Reaction, Notes for Follow-up, etc.):

____________________________________________________________________

Manager Signature: ___________________________

Employee Name: _____________________


Date: ____________________

___ First Written Notice

___ Final Written Notice

We believe that all employees want to know when there is a problem with their performance and/or when they have violated (Farm Name) policies or procedures. This notice is provided to you for this purpose. It is our desire to help you solve the problem. If you disagree with this action, you may so indicate in the appropriate section of this form or forward a written response to the board of directors (to be attached to this form when it is placed in your personnel file).

___ Your conduct is not in keeping with (Farm Name) policies/ procedures for the following reason(s):

_______________________________________________________________

_______________________________________________________________

___ Your performance is unsatisfactory for the following reason(s):

_______________________________________________________________

_______________________________________________________________

_______________________________________________________________

This is important for the following reason(s):

____________________________________________________________________

____________________________________________________________________

The following improvements or actions are required immediately:

____________________________________________________________________

____________________________________________________________________

Failure to solve this problem will result in ___ Suspension ___ Discharge ___ Other Disciplinary Action as Indicated: ____________________________________________________

Manager Signature: ___________________________

Employee Comments: ___________________________________________________

____________________________________________________________________

____________________________________________________________________

Copy Received by (Employee Signature): ________________________

Date: _________________________

Employee Name: _____________________


Date: ____________________

The purpose of this notice is to inform you that you have been/will be suspended from employment with (Farm Name) without pay for the reason(s) indicated below. If you disagree with this action, you may so indicate in the appropriate section of this form or forward a written response to the board of directors (to be attached to this form when it is placed in your personnel file).

You are suspended for _____ working days from ______________ to _____________ for the following reason(s):

____________________________________________________________________

____________________________________________________________________

The following cannot/no longer be condoned:

____________________________________________________________________

____________________________________________________________________

Upon your return the following improvement or action is required:

____________________________________________________________________

____________________________________________________________________

FAILURE TO ACCOMPLISH REQUIRED IMPROVEMENT OR ACTION WILL RESULT IN YOUR TERMINATION FROM EMPLOYMENT.

Manager Signature: ___________________________

Employee Comments: ___________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

Copy Received by (Employee Signature): ________________________

Date: _________________________

Employee Name: _____________________


Date: ____________________

The purpose of this notice is to inform you that you have been terminated from employment with (Farm Name) for the reason(s) indicated below. Unless this action is the result of a serious conduct violation (on or affecting your job), you have received previous warning(s) concerning the consequences of continued unsatisfactory performance or violation(s) or policies/procedures of conduct. If you disagree with this action you may forward a written response to the board of directors (to be attached to this form when it is placed in your personnel file).

You are terminated from employment for the following reason(s):

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

Manager Signature: ___________________________

Copy Received by (Employee Signature): ________________________

Date: _________________________

Distribution:	Personnel File (original)
	Employee (copy)
	Board Members (copies)

September 2, 1996

To:	Ms. P. Woodward
From:	Mr. R. Davis
Subject:	Disciplinary Action - Written Warning

This memo is to inform you that you are being reprimanded for your failure to complete assignments in a timely manner.

This reprimand is issued due to your poor work performance, specifically, your failure to perform work assignments in a timely manner. On September 1, 1996 there was a delay of one hour and nineteen minutes in the completion of the morning attendance reports. Normally it takes only twenty minutes to complete the report and it is required to be completed prior to lunch. When the lateness of the report was discussed with you, you responded by saying that the report was completed late because you decided to eat lunch early and that after lunch you left to get coffee before completing the report.

The timely completion of the morning attendance record is your responsibility. It is clear that the morning attendance record was not completed on time and that you were the person responsible. Such negligence and lateness is the basis for this disciplinary action. Your failure to complete your payroll responsibilities negatively impacts other employees who must ensure that the information is correct and who must enter the data into the computer by the end of the day.

This is not the first time this problem has occurred. You have been orally warned on two other occasions for failing to complete assignments in a timely manner.

Any further problems involving your work responsibilities may result in further disciplinary action, up to and including dismissal.

cc: Personnel File

September 2, 1996

To:	Ms. C. Jones
From:	Mr. D. Wright
Subject:	Disciplinary Action - Suspension

The purpose of this memo is to inform you that you are hereby suspended without pay for three (3) days because of your negligence, specifically driving in excess of the campus speed limit in a University vehicle.

You acted negligently in the performance of your assigned duties on August 30, 1996 when you were involved in a minor traffic accident while operating a University vehicle. The traffic officer who investigated the accident, and who also witnessed it, stated that you were traveling at a rate of speed well in excess of the 20 MPH speed limit.

Because you negligence in ignoring the speed limit on campus is a serious matter, I believe that this disciplinary action is necessary. Unfortunately this is not the first offense of this type. You received a traffic violation while driving a University vehicle on July 29, 1996 for speeding. You received a written warning for that incident. Previous oral warnings regarding your use of University vehicles have also been issued.

You will be expected to drive safely while operating University vehicles and to obey all posted speed limits. This requirement not only ensures your safety but the safety of other University students, staff, and the general public who are frequently on campus. Any further performance problems of this type may result in further disciplinary action up to and including dismissal.

cc: Personnel File