EMPLOYEE HANDBOOK

To provide safe, reliable, and innovative electrical solutions to residential and commercial clients throughout Massachusetts, built on a foundation of integrity, professionalism, and faith.

• Safety First: No job is worth a preventable injury.

• Integrity: We do what we say, and we say what we mean.

• Quality Workmanship: Every installation reflects our name and reputation.

• Respect: For clients, colleagues, and the communities we serve.

• Growth: We invest in our team's continuous learning and advancement.

• Residential & Commercial Electrical Installation

• Panel Upgrades & Electrical Inspections

• Emergency Electrical Services (24/7)

• Lighting Design & Installation

• Surge Protection & Smart Home Systems

• Code Compliance & Safety Inspections

Cornerstone Electrical Solutions Corp. is fully licensed and insured in the Commonwealth of Massachusetts. All work performed must comply with the Massachusetts Electrical Code (527 CMR 12.00) and applicable National Electrical Code (NEC) standards.

Cornerstone Electrical Solutions Corp. is an equal opportunity employer. We do not discriminate based on race, color, religion, gender, sexual orientation, national origin, age, disability, veteran status, or any other protected characteristic under applicable law.

• Full-Time Employee: Works 40+ hours/week and is eligible for full benefits.

• Part-Time Employee: Works fewer than 30 hours/week; limited benefit eligibility.

• Apprentice: Enrolled in a licensed apprenticeship program; supervised at all times.

• Independent Contractor (1099): Not an employee; governed by a separate agreement.

All offers of employment are contingent upon a satisfactory background check and pre-employment drug screening. Random drug testing may occur during employment. Any positive result or refusal to test is grounds for immediate termination.

All employees must complete Form I-9 within their first three days of employment. Employees must provide valid documentation confirming identity and eligibility to work in the United States. Falsification of documents will result in immediate termination.

New employees are subject to a 90-day introductory period. During this time, either party may terminate employment without notice. Successful completion does not guarantee continued employment.

• Company uniform or approved work attire must be worn at all times on job sites and client visits.

• Uniforms must be clean, neat, and in good repair.

• Safety boots (ASTM-rated) are required on all job sites.

• Personal protective equipment (PPE) must be worn as required by job conditions.

• Always introduce yourself professionally to clients.

• Treat all clients and their property with respect.

• Do not discuss pricing, discounts, or business matters with clients — direct them to the office.

• Never accept personal payments, tips, or gifts beyond nominal value ($25).

• Harassment, bullying, or discrimination of any kind will not be tolerated.

• Alcohol and illegal substances are strictly prohibited on job sites and company vehicles.

• Firearms and weapons are prohibited unless permitted by law and approved by management.

• Employees must report to work on time and ready to perform their duties.

Excessive tardiness or unexcused absences are subject to disciplinary action. If you cannot report to work, notify your supervisor at least 2 hours before your scheduled start time. Repeated no-call/no-show events (2 or more) may result in termination.

At C.E.S., safety is non-negotiable. Every employee is responsible for their own safety and the safety of their teammates, clients, and the public. No deadline or cost pressure justifies an unsafe act.

• All employees must comply with OSHA 29 CFR 1910 (General Industry) and 29 CFR 1926 (Construction) standards as applicable.

• OSHA 10-hour certification is required for all field employees within 90 days of hire.

• OSHA 30-hour certification is required for all lead electricians and foremen.

• Employees have the right to refuse unsafe work without retaliation.

All employees working on or near energized electrical equipment must follow LOTO procedures per OSHA 29 CFR 1910.147. Failure to follow LOTO is grounds for immediate termination.

• Hard hat (Class E) — required at all construction sites

• Safety glasses (ANSI Z87.1) — required at all times on site

• Arc flash PPE (appropriate CAL/CM² rating) — required for energized work

• Rubber insulating gloves (ASTM F696) — required when working near live circuits

• Fall protection — required for work at 6 feet or greater

All injuries, near-misses, and property damage must be reported to your supervisor immediately and documented on an Incident Report Form within 24 hours. Failure to report is a disciplinary offense. Workers' compensation claims require a completed incident report.

Post-accident drug testing is mandatory following any workplace incident. Any employee found to be impaired on the job will be removed from the site immediately and subject to disciplinary action up to and including termination.

Employees are paid bi-weekly (every two weeks). Paychecks are issued via direct deposit. Pay stubs are available through the employee portal or upon written request.

Non-exempt employees will be paid at 1.5× their regular rate for hours worked beyond 40 in a workweek, in accordance with the Massachusetts Overtime Law (M.G.L. Chapter 151, §1A) and the federal Fair Labor Standards Act (FLSA).

Employees working on Massachusetts public construction projects are entitled to prevailing wage rates as determined by the Department of Labor Standards. Certified Payroll records will be maintained for all such projects.

All hourly employees must accurately log their hours using the company's time-tracking system. Time must be submitted by Sunday at 11:59 PM for the prior workweek. Falsification of time records is grounds for immediate termination.

Pre-approved business expenses will be reimbursed within 14 days of submission with valid receipts. Personal purchases are not reimbursable. Use the company expense form for all submissions.

Federal and Massachusetts state taxes will be withheld per your W-4 and M-4 elections. Employees are responsible for keeping their withholding elections current. Contact the office to update your tax forms.

Full-time employees are eligible for company-sponsored health insurance after completing the 90-day probationary period. Details of the current plan, including premium costs and coverage, will be provided during onboarding. Employee contributions are deducted pre-tax.

Eligible employees may participate in the company 401(k) plan. Enrollment is available after 6 months of employment. Contribution elections can be updated during open enrollment periods. Consult HR for current employer match details.

All employees are covered under the company's Workers' Compensation insurance as required by Massachusetts law. Report all workplace injuries immediately to receive timely coverage.

C.E.S. supports employee growth by covering costs for approved safety certifications (OSHA 10/30), continuing education credits, and licensing exam fees when pre-approved by management. Employees who voluntarily leave within 12 months of a company-paid training may be required to repay a prorated amount.

• Full-time employees accrue PTO at a rate determined by years of service.

• 0–1 year: 40 hours/year (5 days)

• 1–3 years: 80 hours/year (10 days)

• 3+ years: 120 hours/year (15 days)

• PTO requests must be submitted at least 7 days in advance and are subject to operational needs.

Massachusetts Earned Sick Time Law (M.G.L. c.149 §148C) entitles employees to accrue up to 40 hours of sick leave per year (1 hour per 30 hours worked). Sick leave may be used for the employee's own illness or to care for a sick family member.

The company observes the following paid holidays for full-time employees: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day. Holiday pay is at the regular rate of pay.

Employees are covered under the Massachusetts Paid Family and Medical Leave (PFML) program. Contributions are deducted from each paycheck per the current state rate. Employees may be eligible for up to 26 weeks of combined paid leave for qualifying family and medical events.

Up to 3 paid days are provided in the event of the death of an immediate family member (spouse, child, parent, sibling). Additional unpaid leave may be granted with supervisor approval.

Employees summoned for jury duty will receive their regular pay for up to 3 days. Proof of the summons must be provided to the office. Employees are expected to return to work on days or portions of days they are excused from jury service.

All employees receive a formal performance review at the end of their 90-day probationary period and annually thereafter. Reviews assess technical skills, safety compliance, client service, attendance, and teamwork. Merit increases, if applicable, are tied to performance reviews.

All licensed electricians must maintain their Massachusetts Electrician's License in active standing. The company must be notified immediately of any license suspension, expiration, or revocation. Working without a required license is a termination offense.

Massachusetts requires continuing education for license renewal. Employees are encouraged to pursue continuing education and should notify HR of upcoming license renewal deadlines to allow for planning. The company will support approved CE opportunities.

The company generally follows a progressive discipline process, though we reserve the right to skip steps or take immediate action depending on the severity of the offense:

1. Verbal Warning — Documented in employee file

2. Written Warning — Employee must sign acknowledgment

3. Final Written Warning / Suspension

4. Termination

• Falsification of company records, time sheets, or documents

• Theft, fraud, or dishonesty

• Failure to follow LOTO or life-safety procedures

• Positive drug or alcohol test

• Workplace violence or threats

• Harassment or discrimination

• Working on energized equipment without authorization

• Sharing confidential client or company information

The company provides necessary power tools, test equipment, and consumables. Employees are responsible for the proper use, care, and security of all company equipment. Damaged or lost company equipment may result in repair or replacement costs charged to the employee.

Electricians are expected to maintain a personal set of hand tools appropriate to their trade. A recommended tool list will be provided upon hire. The company is not responsible for lost or stolen personal tools on job sites.

Employees must never remove materials, parts, or equipment from a job site without written authorization from management. All unused materials are company property and must be returned to inventory.

Only employees with a valid driver's license and an acceptable driving record (as determined by our insurer) are authorized to operate company vehicles. Employees must immediately report any license suspension, revocation, or DUI charge to management.

• Company vehicles are for business use only unless authorized for commuting.

• No unauthorized passengers (non-employees) are permitted.

• Seatbelts must be worn at all times.

• No use of handheld devices while driving (Massachusetts law).

• No alcohol or drug use — ever — when operating a company vehicle.

• Speeding, reckless driving, or road rage will result in immediate loss of driving privileges.

Any accident involving a company vehicle must be reported to the supervisor and the office immediately, regardless of fault or severity. A police report must be obtained for all accidents. Do not admit fault at the scene.

Company-provided phones, tablets, computers, and software are for business use. Limited personal use is permitted if it does not interfere with work. Employees have no expectation of privacy on company devices or systems.

• Do not post photos or videos from job sites without written client consent.

• Do not post negative comments about clients, competitors, or the company.

• Do not represent personal opinions as those of C.E.S.

• Positive posts showcasing your work (with permission) are encouraged!

Employees may take progress photos for documentation purposes only. Client-facing sharing requires explicit approval from management. Photos must never include personally identifiable client information without consent.

Employees are requested to provide at least 2 weeks' written notice prior to resignation. This allows for knowledge transfer and proper project handoff.

Massachusetts law requires that terminated employees receive their final paycheck on the next regular payday. Resigned employees receive their final check on the next regular payday. Accrued, unused PTO will be paid out per company policy and applicable law.

Upon separation, all company property must be returned immediately including keys, badges, uniforms, tools, vehicles, devices, and any other company-owned items. The cost of unreturned items may be deducted from the final paycheck to the extent permitted by law.

The company will confirm dates of employment and job title to prospective employers. Performance-related references are provided only with the employee's written consent.