EMPLOYEE HANDBOOK

HAMMOND INSURANCE AGENCY, INCORPORATED

 Hammond Insurance Agency, Incorporated

COMPANY PHILOSOPHY............................................................................................................2
INTRODUCTION...........................................................................................................................2
EQUAL EMPLOYMENT OPPORTUNITY...................................................................................3
EMPLOYMENT-AT-WILL.............................................................................................................3
PROOF OF WORK ELIGIBILITY.................................................................................................4
PAYMENT OF WAGES AND SALARIES....................................................................................4
OVERTIME.....................................................................................................................................4
PERSONAL LEAVE ......................................................................................................................4
MATERNITY LEAVE.....................................................................................................................5
HEALTH INSURANCE DURING LEAVE....................................................................................5
BEREAVEMENT LEAVE...............................................................................................................5
LUNCH AND BREAK TIMES.....................................................................................................65
CLOSING DUE TO WEATHER...................................................................................................65
WORKERS’ COMPENSATION INSURANCE.............................................................................6
PERSONAL CONDUCT................................................................................................................6
DRESS CODE.................................................................................................................................7
ABSENTEEISM / TARDINESS.....................................................................................................7
WORKPLACE HARASSMENT....................................................................................................8
PERSONAL TELEPHONE CALLS..................................................................109CELL PHONE
POLICY…………………………………………………………………………10
HOUSEKEEPING.........................................................................................................................10
COMPANY PROPERTY...............................................................................................................10
OUTSIDE EMPLOYMENT......................................................................................................1110
WEAPONS....................................................................................................................................11
ELECTRONIC AND TELEPHONIC COMMUNICATIONS......................................................11
SEPARATION OF EMPLOYMENT........................................................................................1312
EMPLOYMENT ACKNOWLEDGEMENT FORM................................................................1413
 COMPANY PHILOSOPHY
"OUR ONLY BUSINESS IS SERVICE"

Since the beginning, our Company has operated on three simple beliefs. These
beliefs are the basis of the policies, high standards, and overall Company philosophy
under which we operate today. Everything we do as Company employees should
represent these three principles.

1. Our Employees Make the Difference.

Every employee of the Company is an individual and has a contribution to make

to the Company. Our success at Hammond Insurance Agency, Incorporated, is
determined by the combined contributions of all our employees.

2. We Are in Business to Serve the Needs of Our Clients.

Clients do business with us only when they perceive they are consistently
receiving high quality service with each question or request. All employees, regardless
of job description, are representatives of the Company. A strong commitment to service
is of little importance if we fail to know our clients and their specific needs and
requirements of the moment. The key to giving high quality service is acting on those
needs and requirements on a timely basis. We must demonstrate daily to our clients
our "We can do it and do it right" attitude. Control over service quality is the
responsibility of each employee.

3. We Strive For Excellence in All We Do.

We must all grow and develop as the business grows and develops. Education
and development of our individual skills go hand in hand with better service to our
clients. Excellence is important in every assignment, duty, and task.

INTRODUCTION

This handbook has been prepared to acquaint all employees with some of the
policies and procedures of Hammond Insurance Agency, Incorporated (the "Company").
This handbook is designed to answer some of your questions and provide some
guidelines concerning various employment policies and other information that you may
need.

Nothing in this handbook is intended to create a contract, implied contract,

or right of employment for any specific length of time. All employees of the
Company are employed at-will. As such, both the Company and its employees
retain the right to terminate the employment relationship at any time, with or
without cause and with or without notice.

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 Questions concerning the material contained in this handbook should be directed
to your immediate supervisor. The Company reserves the right to alter, add, delete, or
vary from the policies and procedures contained in this handbook from time to time as it
deems necessary, with or without notice. The Company will inform employees of any
changes in policies and procedures as soon as it is practical.

EQUAL EMPLOYMENT OPPORTUNITY

It is the policy of the Company to provide equal employment opportunities to all

employees and applicants for employment without regard to race, religion, color, sex,
age, national origin, disability, or any protected classification. This policy extends to all
aspects of employment opportunity including hiring, compensation, benefits, promotion,
transfer, termination, placement, training, and all other privileges, terms, and conditions
of employment.

EMPLOYMENT-AT-WILL

Employees who do not have written individual contracts of employment with the
Company for a definite period of time are employed at the will of the Company for an
indefinite period of time. At the option of either the Company or the employee, an
employee's employment with the Company may be terminated with or without cause,
and with or without notice, at any time.

Neither these policies nor any other policies, applications, memoranda, or other
documents given to employees shall be used, construed, or regarded as limiting the
Company's right to terminate an employee with or without cause, and with or without
notice, at any time. Further, such documents shall not be used, construed, or regarded
as creating an express or implied contract regarding wages or salaries, hours, or other
privileges, terms, or conditions of employment.

No contract of employment, either express or implied, and no other restriction or

limitation on at-will status of the Company employees shall be valid or binding on the
Company unless expressly set forth in a separate written document signed by the
President.

These policies may be amended or deleted at the sole discretion of the Company
at any time.

Employees are deemed to have notice of all policies, whether existing, new, or
amended, upon announcement of the policies, distribution of the policies, or posting of
the policies.

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 PROOF OF WORK ELIGIBILITY
Within (3) three business days of his or her first day of work, each employee
must complete Federal Form I-9 and provide documentation proving his or her identity
and eligibility to work in the United States. The federal government requires the
Company to do this.

PAYMENT OF WAGES AND SALARIES

Employees are paid on the fifteenth (15 th) and last day of every month
(“Payday”). If a Payday is on a weekend day or Company holiday, Payday will be the
preceding workday.

Errors or omissions on paychecks must be reported immediately to your

immediate supervisor.

OVERTIME

When Company business requirements cannot be met during regular working

hours, employees may be scheduled to work overtime hours. When possible, advance
notification will be provided. All overtime work must receive the prior authorization of
the President or the Controller.

Overtime of one and one-half times the employee's regular hourly rate will be
paid to non-exempt hourly) employees for any hours worked in excess of forty (40)
hours per week. Exempt employees will not be paid overtime.

Working unscheduled overtime or overtime worked without prior authorization

may result in disciplinary action up to and including termination of employment.

PERSONAL LEAVE

Full-time employees will receive personal leave days, classified as Vacation Time
and Sick Time. Vacation Time of up to 5 consecutive days must be requested in writing
(email is sufficient) in advance at least two (2) weeks prior to the requested leave. 30
days advance notice is required for vacation time of 6-10 consecutive days. 90 days
advance notice is required for Vacation time over 10 consecutive days.

The first year of employment, employees receive 5 days Vacation Time and 5 days Sick
Time, both prorated. The calendar year after the third anniversary of employment date,
employees will receive 10 days Vacation Time. The calendar year after the seventh
anniversary of employment date, employees will receive 15 days Vacation time.

Vacation days are intended to be taken in the calendar year in which they are

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awarded. All employees are encouraged to use their personal leave to minimize or
alleviate job-related stress and tension. Employees may not “cash in” their personal
days. Up to 5 vacation days may be rolled over each year, for a maximum of 10 days of
rolled over vacation time. There is no rollover of Sick Time.

Sick time of up to 5 days is currently given to all employees. There is no rollover of Sick
Time. Overage on used Sick Time will be charged back to the employee. The Company
understands that personal leave due to illness will not allow much notice; please give as
much notice as possible. Any leave for which the required advance notice was not given
will be considered Sick Time. Employees may also use Sick Time for scheduled medical
appointments.

Vacation and Sick days are earned pro-rata with service that year. For instance,
if an employee leaves the company halfway through the year, their actual earned
personal leave days will be just half the total initially granted for that year (if an
employee is allowed 40 hours of personal leave time in 2014 but leaves the company
on 6/30/14, then that employee will have only earned 20 hours of personal leave). If
employee or company terminates employment and employee has used more than
his/her pro-rated amount of time, the value of that time will be refunded (withheld) from
his/her last paycheck.

Out-of-office email reply and out-of-office voicemail greeting must be activated for
all planned personal leave days. The message must clearly state when you will return.

MATERNITY LEAVE

The Company grants a six (6) week leave of absence, without pay, to all full-time
employees who are absent from work for pregnancy, childbirth, and related medical
conditions which exceed accumulated personal leave.

HEALTH INSURANCE DURING LEAVE

Health insurance benefits will continue during an approved leave. Employees are
responsible for paying any portion of the premium that the employees ordinarily pay.
Employees who do not return from a leave of absence will be required to reimburse the
Company for any premiums paid on the employee's behalf during the leave. If an
employee voluntarily leaves within 3 months after paid leave of absence, benefits paid
via employer will be taken out of last check.

BEREAVEMENT LEAVE

The Company grants two days of leave, with pay, to full-time employees who are
absent due to death or funeral in the employee’s immediate family. Immediate family

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includes the Employee’s spouse and the Employee’s and his or her spouse’s parents,
children, brothers and sisters, or grandparents, and their spouses.

LUNCH AND BREAK TIMES

Lunch time for all employees is one hour, and is scheduled 12-1pm.

Each employee will have two (2) ten-minute breaks each day. These breaks may
be used for smoking, food preparation, etc. Such breaks should be taken so as not to
inconvenience clients or co-workers.

CLOSING DUE TO WEATHER

Each employee will be notified if the office is closed due to inclement weather.
Employees who can work from home are expected to do so.

WORKERS’ COMPENSATION INSURANCE

The Company provides a comprehensive workers’ compensation insurance

program. This program covers any injury sustained in the course of employment that
requires medical treatment. Subject to applicable legal requirements, workers’
compensation insurance provides benefits to injured employees.

Employees who sustain work-related injuries or illness should inform the

Controller or the President 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.

PERSONAL CONDUCT

All employees are expected to conduct themselves so as to promote a favorable

image of the Company, promote efficient operation of the Company and promote
harmonious relationships among Company employees and with Company clients.

Employees engaging in the following conduct may be subject to disciplinary

action up to and including termination:

1. Inefficient, negligent or poor performance of job duties or assignments;

2. Discourteous, unprofessional or abusive treatment of Company
employees, clients, or others having business with the Company;

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 3. Insubordination or other disrespectful conduct;
4. Unauthorized use of Company property or property of another employee;
5. Horseplay;
6. Fighting, bickering, or attempting bodily harm to another employee;
7. Falsification of any Company records or documents;
8. Profanity or abusive language;
9. Misuse, abuse, or destruction of Company property or property of another
employee;
10. Excessive absenteeism or any absence without notice; overstaying
approved leaves;
11. Failure to properly notify the Company of an anticipated tardiness,
absence, or leave;
12. Failure to maintain acceptable personal appearance and hygiene;
13. Failure to adhere to Company policies;
14. Garnishments of more than one indebtedness (includes child support);
15. Failure to maintain harmonious relationships with co-workers;
16. Violation of health or safety rules;
17. Sexual or other unlawful harassment;
18. Possession of dangerous or unauthorized materials, such as explosives or
firearms;
19. Unauthorized disclosure of business “secrets” or confidential information;
20. Misrepresentations, falsification, or material omissions in information
contained in the employment application;
21. Immoral or indecent conduct;
22. Refusal to work overtime unless excused; or
23. Contributing to or creating unsanitary conditions or poor housekeeping.

The foregoing list of offenses is provided for purposes of illustration only and is
not intended to be a complete list of offenses for which disciplinary action may be taken.

DRESS CODE

Employees present the image of the Company. Employees must be dressed

professionally. Any Employee considered to be inappropriately dressed will be asked to
leave work and return in appropriate attire.

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 ABSENTEEISM / TARDINESS

Regular attendance and punctuality are essential to the proper functioning of the
Company. The Company expects every employee to report to work, to return to work
from lunch breaks, and to leave work as scheduled. Excessive excused or unexcused
absences or incidences of tardiness are grounds for disciplinary action up to and
including termination. Employees are required to notify the Company of an absence at
least one hour before their normal starting time, or in the case of an emergency, as
soon as possible. An employee’s failure to timely notify the Company of an absence or
anticipated absence is grounds for disciplinary action up to and including termination.

Excused absences are those that result from:

1. The employee’s sickness or injury, or the sickness or injury of a member of

the employee’s immediate family. For purposes of this paragraph, immediate
family includes the spouse, children or parents of the employee. The
Company reserves the right to require a physician’s certification indicating the
nature of the employee’s illness or the nature of the illness of the employee’s
immediate family member;
2. Death, funeral, or sudden illness in the employee’s immediate family. For
purposes of this paragraph, immediate family includes the employee’s spouse
and the employee’s and his or her spouse’s children, brothers and sisters,
parents or grandparents, and their spouses;
3. Birth of a child to, or adoption of a child by, the employee or the employee’s
spouse;
4. Personal business that cannot be conducted outside normal working hours
where prior approval has been obtained and prior arrangements have been
made to ensure completion of the employee’s job duties; or
5. Religious observance required by the employee’s religion where prior
approval has been obtained and prior arrangements have been made to
ensure completion of the employee’s job duties.

WORKPLACE HARASSMENT

The Company is proud of its professional and congenial work environment and
will take necessary steps to ensure that the work environment remains pleasant for all
who work here. The Company will not tolerate harassment of any employee by any
other employee or third party for any reason. In addition, harassment for any
discriminatory reason, such as race, sex, national origin, disability, age, or religion is

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prohibited by state and federal lawsstate and federal laws prohibit harassment for any
discriminatory reason, such as race, sex, national origin, disability, age, or religion.

The Company prohibits not only unlawful harassment but also other
unprofessional and discourteous actions that affect the professional and congenial work
environment and the effectiveness and efficiency of our employees. For this reason,
derogatory, racial, ethnic, religious, age, sexual or other inappropriate remarks, slurs, or
jokes will not be tolerated.

Sexual harassment includes unwelcome sexual advances, requests for sexual

favors, and other verbal or physical conduct of a sexual nature when:

1. Submission to such conduct is made either explicitly or

implicitly a term or condition of an individual's employment;

2. Submission to or rejection of such conduct by an individual is

used as a basis for employment decisions affecting such
individual; or

3. Such conduct has the purpose or effect of unreasonably

interfering with an individual's work performance or creating
an intimidating, hostile, or offensive working environment.

Each employee must exercise his or her own good judgment to avoid engaging
in conduct that may be perceived by others as harassment. Such conduct can include,
but is not limited to:

1. Verbal conduct: repeated sexual innuendos, racial or sexual

epithets, derogatory slurs, off-color jokes, propositions,
threats, or suggestive or insulting sounds;

2. Visual/Nonverbal: derogatory posters, cartoons or drawings;

suggestive objects or pictures; graphic commentary; leering;
obscene gestures;

3. Physical: unwanted physical contact including touching,

interference with an individual's normal work movement, or
assault; and

4. Other: making or threatening reprisals as a result of a

negative response to harassment.

Any employee who believes that he or she has been subjected to sexual
harassment, harassment on another basis, or objectionable conduct under this policy
must report such conduct immediately to the President or the Controller. DO NOT

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ALLOW AN INAPPROPRIATE SITUATION TO CONTINUE BY NOT REPORTING IT,
REGARDLESS OF WHO IS CREATING THAT SITUATION. All reported incidents will
be promptly and thoroughly investigated and corrective and or preventative actions will
be taken where necessary.

State and federal laws prohibit any type of retaliation against a person for making
good faith, legitimate complaints of harassment or for assisting in the investigation of a
complaint. The terms and conditions of any employee's employment will not be affected
by the fact that he or she has brought a good faith complaint of harassment or assisted
in the investigation of such a complaint.

Any employee who engages in objectionable conduct under this policy is subject
to discipline up to and including termination.

An employee seeking additional information concerning the Company’s

harassment policy should contact the President or the Controller.

PERSONAL TELEPHONE CALLSCELL PHONE POLICY

Company telephones must be available for the conduct of Company

business. Personal telephone calls should be made only when necessary.
Personal telephone calls, including from the employee’s phone, should be as
brief as possible. If employee use of a personal cell phone causes disruptions
or loss in productivity, the employee may become subject to disciplinary
action per company policy.

An employee must not use their device in any way that may damage the
legitimate interest of the Company’s business and employee relationships.

Cell phones shall be turned off or set to silent or vibrate mode during
meetings, conferences and in other locations where incoming calls may
disrupt normal workflow.

HOUSEKEEPING

It is the policy of the Company that offices are kept clean and professionally
attractive to clients. Employees should police or pick-up trash-like items whenever they
encounter them. All offices, desks, and work areas need to be free from clutter and
must be kept in an organized manner.

COMPANY PROPERTY
The Company invested a great deal of money in the property and equipment that
employees use to perform their jobs. The Company asks that all employees take care of

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Company property and report any problems to the President or the Controller.

Please use Company property only in the manner intended and as instructed.
The Company does not allow personal use of the Company’s property unless
specifically authorized in this handbook. Failure to use Company property appropriately
may result in disciplinary action, up to and including termination.

Computer passwords are Company property and must be provided to the

President.

RETURN OF COMPANY PROPERTY

When an Employee’s employment with the Company ends, that employee must
return Company property—and return it clean and in good repair. This includes this
handbook, all manuals and guides, documents, phones, computers, and keys.

OUTSIDE EMPLOYMENT

The Company discourages full-time employees from engaging in outside

employment. If, for compelling reasons, outside employment is necessary, the
Company will allow such employment as long as it does not:

1. Interfere with the employee’s regular working hours or overtime hours

which are, or may be, required;

2. Affect the efficient performance of the employee’s regular duties;

3. Present a conflict of interest; or

4. Cause the employee to be ill or accident-prone through fatigue, worry, or

other conditions.

Permission to engage in outside employment must be obtained in writing from

the President prior to the employee’s acceptance of outside employment.

NO WEAPONS

No weapons are allowed in the workplace. Weapons include firearms, knives,

brass knuckles, martial arts equipment, clubs or bats, and explosives. Any employee
found with an unauthorized weapon in the workplace will be subject to discipline, up to
and including immediate termination.

ELECTRONIC AND TELEPHONIC COMMUNICATIONS

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 All electronic and telephonic communication systems and all communications
and information transmitted by, received from, or stored in these systems are the
property of the Company and as such are to be used solely for job-related purposes.
The use of any software and business equipment, including, but not limited to,
facsimiles, computers, the Company's email system, the Internet, and copy machines
for private purposes is strictly prohibited.

Employees using this equipment for personal purposes do so at their own risk.
Further, employees are not permitted to use a code, access a file, or retrieve any stored
communication unless authorized to do so or unless they have received prior clearance
from an authorized Company representative. All passwords are the property of the
Company. No employee may use a password or voice-mail access code that has not
been issued to that employee or that is unknown to the Company. Moreover, improper
use of the email system (for example, spreading offensive jokes or remarks) or the
Internet will not be tolerated. Employees who violate this policy are subject to
disciplinary action, up to and including discharge.

To ensure that the use of electronic and telephonic communications systems and
business equipment is consistent with the Company’s legitimate business interests,
authorized representatives of the Company may monitor the use of such equipment
from time to time. This includes monitoring Internet usage of any kind. This may also
include listening to stored voice-mail messages.

The Company provides access to the Internet. The Internet represents a useful
tool for the Company in conducting its business, but like any other tool, it must be used
properly. For purposes of this policy, Internet includes any public electronic data
communications network.

Email messages may carry one or more attachments. An attachment may be

any kind of computer file, such as a document, spreadsheet, software program, or
image.

Use of the World Wide Web includes all restrictions whichrestrictions that apply
generally to the use of the Company's email and other electronic and telephonic
equipment, as noted above. In addition, the following rules apply with respect to
Internet use:

1. No Downloading of Non-Business Related Data: The Company allows the

download of files from the Internet. However, downloading files should be
limited to those whichthose that relate directly to Company business.

2. No Downloading of Application Programs: The Company does not permit the

download or installation on Company computers of application software from
the Internet. Such software may not only contain embedded viruses, but also
is untested and may interfere with the functioning of standard Company

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 applications.

3. No Participation in Web-based Surveys without Authorization: When using

the Internet, the user implicitly involves the Company in his/her expression.
Therefore, users should not participate in Web or email based surveys or
interviews without authorization.

4. No Use of Subscription-based Services without Prior Approval: Some

Internet sites require that users subscribe before being able to use them.
Users should not subscribe to such services without the express approval of
the President or the Controller.

5. No Violation of Copyright: Many of the materials on the Internet are protected

by copyright. Even though they may seem to be freely accessible, many of
the intellectual property laws which apply to print media still apply to software
and material published on the Internet. Employees are permitted to print out
Web pages and to download material from the Internet for informational
purposes as long as the purpose for such use falls into the category of "fair
use". Please do not copy or disseminate material which is copyrighted.
Employees having any questions regarding such materials should contact the
President or the Controller for guidance.

SEPARATION OF EMPLOYMENT

Employees may resign or be terminated at any time. The Company requests

employees who are resigning to give notice of their resignation two (2) weeks before
their last day of work. Notice of resignation should be in writing to the President.

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 EMPLOYMENT ACKNOWLEDGMENT FORM

This employee handbook describes important information about employment with

Hammond Insurance Agency, Incorporated (the “Company”), and I understand that I
should consult the President or the Controller regarding any questions not answered in
this handbook.

Since the information, policies, and benefits described here are necessarily
subject to change, I acknowledge that revisions to this handbook may occur with or
without notice. Only the President has the ability to adopt any revisions to the policies in
this handbook.

I have entered into my employment relationship with Hammond Insurance

Agency, Incorporated voluntarily and acknowledge that there is no specified
length of employment. Accordingly, either I or the Company can terminate the
relationship at will, with or without cause, at any time.

Furthermore, I acknowledge that this handbook is neither a contract of

employment nor a legal document.

I have received this handbook, and I understand that it is my responsibility to

read and comply with the policies contained in this handbook and any revisions made to
it.

____________________________________ _______________________
EMPLOYEE’S SIGNATURE DATE

____________________________________
EMPLOYEE’S NAME

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