Trident Maritime Systems Employee Handbook

1. INTRODUCTION

1.1 PURPOSE OF THE HANDBOOK

This Handbook will familiarize Trident employees with the privileges, benefits and responsibilities of being part of the Trident team. Please understand that this Handbook can only highlight and summarize the Company’s policies and practices. It is not intended to be all-inclusive and should not be considered an employment contract. Trident reserves the right to change policies, procedures, benefits, and this handbook at any time without notice. It is the responsibility of the employee to stay abreast of the most current policies. Any policy changes, additions, or deletions will immediately become a part of this manual. Failure to comply with any policy within this handbook may result in disciplinary action or termination. If employees have any questions regarding this handbook, they should contact their manager or Human Resources (HR). Any exceptions to this handbook must be approved by HR and the Chief Operating Officer (COO) or the Chief Executive Officer (CEO).

2. EMPLOYMENT

2.1 AT-WILL EMPLOYMENT

Unless otherwise defined in an employment contract, all employees at Trident are “At-Will Employees.” This employment status allows the employee or Trident to immediately terminate the employment relationship at any time with or without advance warning, and with no subsequent liability. Termination of employment may happen for good cause, bad cause, or no cause at all.

2.2 EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION

Trident is an Equal Opportunity Employer. The Company selects, develops, and promotes employees solely based on individual ability and job performance. It is Trident’s intent to provide equal employment opportunities to all persons in all employment matters without consideration of race (including traits typically associated with race such as natural hair texture, and protective hair styles such as braids, locks, and twists), color, creed, religion (including religious dress and grooming practices), sex/gender (including pregnancy, childbirth, breastfeeding and/or related medical conditions), gender identity and/or gender expression (including, without limitation, transgender, transsexualism, non-binary, gender nonconforming), marital status, sexual orientation, age (40 and over), national origin (including language use and possession of a driver’s license issued to persons unable to prove their presence in the United States as authorized under federal law), citizenship, immigration status, ancestry, military or veteran status, physical handicap, disability (physical and mental, including HIV and AIDS), medical condition (including cancer or a record or history of cancer), genetic characteristic or information, protected medical leaves (e.g., leave under the Family and Medical Leave Act), domestic violence victim status, political affiliation, or based on any other consideration made unlawful by federal, state, or local laws (collectively, “Protected Characteristics”). Trident complies with the letter and spirit of local, state, and Federal law concerning Equal Employment Opportunity. Compliance applies to decisions including, but not limited to, an employee’s compensation, benefits, terms and conditions of employment, opportunities for promotion, training and development, and other privileges of employment.

2.3 REASONABLE ACCOMMODATIONS

Trident will reasonably accommodate qualified job applicants and employees who are able to perform the essential functions of their position, unless doing so would impose an undue hardship on the Company or pose a direct threat of substantial harm to the employee or others where permitted by law.

Requesting a Reasonable Accommodation

If employees believe they need an accommodation, they need to request a reasonable accommodation from HR orally or in writing and include relevant information. This is an interactive process that is initiated by the employee.

Medical Information

Trident protects employees’ personal health information so that individuals are not afraid to seek health care or to disclose sensitive information to health professionals. Employees’ protected health information is secured during the collection, use, disclosure or destruction of Trident records.

Religious Accommodation

Trident will make reasonable accommodations for bona fide religious beliefs and observances, unless this causes the company undue hardship in accordance with the law. “Religious accommodation” covers all aspects of religious belief, creed, observances and practices including religious dress, grooming, time off needed for religious observances, and even travel time to attend religious services. Notwithstanding this policy, Trident will not undertake any action that violates the duty to provide a safe and healthful workplace for all employees.

Lactation Accommodation

Any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for her baby. Employees and their managers should discuss how to incorporate these break times into their schedule. This break time, if possible, should run concurrently with any paid rest breaks already provided. Trident will provide employees with the use of a room or other location in close proximity to the employee’s work area, shielded from view, and free from intrusion. In addition, the designated lactation area will be safe, clean, and free from hazardous materials, contain a surface to place a breast pump and other personal items, contain a place to sit, and have access to electricity or alternative devices needed to operate an electric or battery-powered breast pump. Trident will also provide access to a sink with running water and a refrigerator suitable for storing milk in close proximity to the employee’s workspace.

Drug and Alcohol Rehabilitation Accommodation

Drug and Alcohol use on company property or time is prohibited. Employees who volunteer to enter an alcohol or drug rehabilitation program will be accommodated as long as the accommodation does not impose an undue hardship on the company. Trident will take reasonable measures to safeguard an employee’s privacy about the fact that they have entered drug or alcohol rehabilitation. Notwithstanding this policy, Trident may refuse to hire or may discharge an employee who, because of their drug or alcohol use, is unable to perform their duties or endangers the health and safety of others.

Accommodation for Victims of Domestic Violence, Sexual Assault or Stalking

Trident will provide reasonable accommodations for a victim of domestic violence, sexual assault, or stalking for the safety of the victim while at work, provided the accommodation does not cause Trident undue hardship, including causing Trident to violate its duty to maintain a place of work that is healthful and safe for all employees. Employees requesting a reasonable accommodation under this policy may be required to provide a written statement signed by the employee or an individual acting on the employee’s behalf, certifying that the accommodation is for an authorized purpose. If an employee no longer needs an accommodation, they must notify their manager or HR.

No Retaliation

Trident prohibits any form of discrimination, discipline, reprisal, intimidation, or retaliation against employees and applicants who request an accommodation in good faith. If employees or applicants feel that they or someone else may have been subjected to conduct that violates this policy, they should report it immediately to HR. If employees do not report retaliatory conduct, the Company may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

2.4 REHIRES

Trident encourages employees who amicably separated from the company to reapply for employment. Rehires can be a valuable resource for the Company because of their familiarity with the Company and specific jobs.

At the sole discretion of the Company, former employees may be re-employed as appropriate, and will be granted a new service date that incorporates the years of service previously with the Company, provided they have been rehired within the last five years. There will be no credit for the gap in service.

Rehired employees are usually eligible for paid time off days based on the new calculated service date, and if they meet other eligibility requirements. Paid time off allotment in the year they are rehired will be determined by prior years of service and is prorated based on the quarter of rehire/start date.

2.5 EMPLOYMENT OF RELATIVES

Trident allows family members and other relatives of employees to be considered for employment, provided they are qualified for the position and no other conflict of interest exists.

If two employees become related while working for this Company, and if one of them is in a position of supervision over the other, only one of the employees will be allowed to keep his or her current position. The other will either have to transfer to another position or leave the Company.

2.6 OUTSIDE EMPLOYMENT

If an employee seeks outside employment which could conflict with their commitments to Trident, or with Trident’s interests, they must provide notice and obtain approval from their supervisor prior to starting the outside employment. Engaging in other employment, including self-employment while working for Trident, or in any activity that conflicts with their commitments to Trident or with Trident’s interests, is prohibited.

2.7 SOLICITATION OR DISTRIBUTION

Trident does not allow solicitation of employees during working time or the distribution of any information or literature including political information and religious information during working time or in any working areas. Solicitation for sale of items involving fund raisers for school projects might be considered upon approval by supervisors.

This policy is not intended to preclude or dissuade employees from engaging in activities protected by state or federal law, including the National Labor Relations Act, such as discussing wages, benefits or terms and conditions of employment, or legally required activities.

2.8 ACCESS TO PERSONNEL RECORDS AND WAGE STATEMENTS

Current and former Trident employees, or their representatives, have the right to inspect and copy the contents of their personnel records and wage statements after submitting a written request to HR. Upon receipt of the written request, Trident will process the request and produce for inspection or copying, all documents that Trident is legally obligated to produce, within thirty (30) calendar days of the date the request is received (21 calendar days for wage statements).

If a representative is designated to conduct the inspection of the file or to receive a copy of the file, the representative must be authorized in writing by the employee to inspect or receive a copy of the current or former employee’s personnel file. Trident may take reasonable steps to verify the identity of a current or former employee, or his or her authorized representative, including requesting a valid photo ID. This policy is not intended to preclude or dissuade employees from engaging in activities protected by state or federal law, including the National Labor Relations Act, such as discussing wages, benefits or terms and conditions of employment, or legally required activities.

3. NEW EMPLOYEE INFORMATION

3.1 NEW EMPLOYEE ONBOARDING

All new employees will have an onboarding meeting with HR or another employee. During this meeting, they will receive information about Trident’s policies and procedures. They will also hear about the company’s benefits and payroll procedures. They will complete paperwork and forms relating to their employment such as tax withholding forms, emergency contact information, and benefits paperwork.

3.2 NEW HIRES – PROBATIONARY AND ORIENTATION PERIOD

The first 90 days of continuous employment at Trident is considered a Probationary period. During this time, the employee’s supervisor will help them learn how to do their job successfully and what the Company expects of them. This period also provides both the employee and Trident with an opportunity to decide whether the employee is suited for the position for which they were hired.

Employees also will talk with their supervisor about job goals and performance requirements. During the probationary period, supervisors will provide feedback on employees’ performance.

Completion of the probationary period does not entitle employees to remain employed by Trident for any definite period of time nor does it entitle them to a merit-based pay increase. Their status as an at-will employee does not change; the employment relationship may be terminated with or without cause and with or without advance notice, at any time by the employee or Trident.

3.3 PROOF OF WORK ELIGIBILITY

Employees must complete Federal Form I-9 on, or within three business days of, their first day of work. They must provide documentation proving their identity and their eligibility to work in the United States. The Federal government requires Trident to do this. There may be exceptions where authorized by law. Employees will be suspended after the third day if they are unable to fulfill the I-9 requirement.

During onboarding, Employees will receive a blank I-9 Form and instructions for completing it and presenting the necessary documentation.

Applicants who are offered employment for a position in Trident will submit to an established test for illegal drugs as allowed by and in accordance with state law, if applicable. An illegal drug is defined here as a substance not used pursuant to a valid doctor’s prescription or when used as otherwise authorized by state or Federal law.

Any applicant who expressly declines drug testing or engages in conduct that clearly obstructs the testing process shall be deemed to have refused drug testing.

3.4 CHILD SUPPORT REPORTING REQUIREMENTS

Federal and state laws require Trident to report basic information about employees, including their name, address and Social Security Number, to the State Directory of New Hires. One of the reasons the state collects this information is to enforce child support orders. If the state determines that an employee owes child support, they will send an order requiring Trident to withhold money from the employee’s paycheck. The state may also require that the employee enroll their dependents in any healthcare plan for which they are eligible.

4. EMPLOYMENT CLASSIFICATIONS

4.1 TEMPORARY EMPLOYEES

Periodically, Trident will hire individuals to perform a job or to work on a project that has a limited duration. Typically, this happens in the event of a special project, special time of year, abnormal workload, or emergency. Temporary employees are those employed for short-term assignments, generally periods of three months or fewer; however, such assignments may be extended. Temporary employees may request employment status changes from their appropriate department Vice President or Director, HR, and the CEO or COO.

Like all employees who work for Trident, temporary employees work on an at-will basis. This means that both they and Trident are free to terminate their employment at any time for any lawful reason—even if they have not completed the temporary project for which they have been hired.

4.2 PART-TIME AND FULL-TIME EMPLOYEES

Depending on the number of hours per week employees are regularly scheduled to work, they are either a part-time or a full-time employee.

Part-Time Employees: Employees who are regularly scheduled to work fewer than 30 hours per week are part-time employees.

Full-Time Employees: Employees who are regularly scheduled to work at least 30 hours per week are full-time employees.

Temporary Employees and Part-Time Employees are not eligible for Company Benefits such as Paid Time Off or Health Benefits unless otherwise mandated by applicable law.

4.3 EXEMPT AND NON-EXEMPT EMPLOYEES

Employees’ entitlement to earn overtime pay depends on whether they are classified as an exempt or non-exempt employee.

Exempt employees are those who do not earn overtime because they are exempt from the overtime provisions of the Federal Fair Labor Standards Act and applicable State laws.

Non-exempt employees are those who meet the criteria for being covered by the overtime provisions of the Federal Fair Labor Standards Act and applicable state laws.

5. HOURS

5.1 HOURS OF WORK

Trident’s regular hours of business vary by location. Supervisors will determine employees’ work schedule, including the time when they will be expected to start and finish work each day. Staffing needs and operational demands may impact starting and ending times, as well as the total hours that may be scheduled each day and week.

All employees are expected to be at their jobs, ready to start work, when the company opens, and to work all the way up until closing time, break and meal periods excluded.

Trident normally operates in one shift. However, when it is necessary to operate more than one shift and employees may be required to work a different shift.

5.2 MEAL AND REST BREAKS

Trident provides employees with meal and rest breaks, generally at specific times set by supervisors. No work is to be performed during these breaks, and employees are required to take breaks unless authorization is expressly granted by their Supervisor (this is not encouraged).

Employees Who Do Not Work or Reside in California: Non-exempt employees who work at least 4 hours may take a 10-minute duty-free, uninterrupted, and paid break. Employees who work at least 6 hours in a day may take a 30-minute unpaid meal break. If employees take an unpaid meal period, they cannot perform any work during their meal period and are free of all duty. However, employees who are required to work or remain at their stations during the meal break will be paid for that time.

Employees Who Work or Reside in California: Non-exempt employees who work at least 3.5 hours may take a 10-minute duty-free, uninterrupted, and paid break, and may take another 10-minute break for every additional 4 hours they work or major fraction thereof. Employees who work more than 5 hours may take a 30- minute duty-free, uninterrupted, and unpaid meal break. Non-exempt employees who do not work more than 6 hours, however, may voluntarily waive this meal period if agreed to by the Company. If they work longer than 10 hours, then the employee may take a second 30-minute duty-free, uninterrupted, and unpaid meal break. However, if the workday does not exceed twelve hours, the second meal period may be waived if the employee and the Company voluntarily agree so long as the first meal period was not waived.

5.3 OVERTIME

Trident may ask employees to work a reasonable amount of overtime (OT) beyond their regular scheduled hours—this is a job requirement.

Supervisors will try to give employees advance notice when overtime work is necessary; however, it will not always be possible to notify workers in advance.

Non-exempt employees are entitled to OT payment at 1 ½ times their regular according to the rules set forth below.

• All overtime work must be approved in advance by the employee’s supervisor. Working overtime without permission violates Company policy and may result in a disciplinary action.

• For purposes of calculating how many hours an employee has worked in a day or week, the workweek begins at 12:01 a.m. on Monday and ends at midnight on Sunday. The workday begins at 12:01 a.m. and ends at midnight each day.

• PTO, Holidays, and Jury Duty are counted as time worked for calculating OT pay.

Employees who do not work in California:

• Time and a half of base rate for all hours worked in excess of forty (40) hours in a work week

• Double of base rate for all hours worked in excess of twelve (12) in a single workday

• If non-exempt employees worked 5 8-hour day shifts, they will be paid 2 times their regular hourly rate of pay for hours worked on the 7th consecutive day of the workweek, provided they have physically worked six (6) eight-hour days prior. Otherwise, hours will be paid at 1½ times their regular hourly rate until they have worked 48 hours, excluding any hours worked beyond eight (8) in any of the previous six (6) days.

• If non-exempt employees worked 4 10-hour day shifts, they will be paid 2 times their regular hourly rate of pay for hours worked on Sunday, provided they have worked a total of 50 hours during that work week. Otherwise, hours will be paid at 1½ times their regular rate of pay until they reach 50 hours.

Employees who work in California:

• Time and a half of base rate for:

  • All hours worked in excess of forty (40) hours in a work week;

  • All hours worked in excess of eight (8) hours in a single day; and,

  • First 8 hours of the 7th consecutive day of a work week as defined by Trident (no days off in that 7-day period).

• Double of base rate for:

  • All hours worked in a day in excess of twelve (12) hours in a single day; and,

  • Any hours over the 8th hour on the 7th consecutive workday in a workweek.

6. PAYROLL ADMINISTRATION POLICIES

6.1 PAY PERIOD AND PAYDAY

All employees are paid bi-weekly on Fridays. If a payday falls on a holiday, employees will receive their paychecks on the last workday immediately before payday.

For the convenience of employees and the Company, Trident strongly encourages employees to have paychecks directly deposited in the employee’s designated bank account. This ensures they receive their earnings, particularly in the event of inclement weather or at other times when paper checks may be hard to deliver.

6.2 PAYROLL DEDUCTIONS

All wages are paid by check. Two types of deductions are made from paychecks: those required by law and those employees specifically authorize. By law, Trident must deduct from employees’ paycheck payments for Federal and State Income Tax, Social Security and Medicare. Other deductions from employees' pay may be prescribed or ordered by Federal, State, County, or other authorities in accordance with applicable statutes or court orders.

Additional insurance deductions are made when eligible employees authorize them such as deductions for group insurance premiums and deductions for qualified dependent care expenses and medical flexible spending accounts. Eligible employees also may authorize Trident to reduce their Federal and state taxable income by certain amounts as allowed under IRS regulations for deposit into a 401(k) retirement savings plan.

6.3 SAFE HARBOR POLICY

Employee Pay

It is Trident’s policy and practice to accurately compensate employees and do so in compliance with all applicable State and Federal laws. Employees must record correctly all work time and review their paychecks promptly to identify and to report all errors.

Pay Stub Review

Occasionally inadvertent mistakes can happen. When mistakes do happen and are brought to the company’s attention, Trident will promptly make any corrections necessary. Employees should review their pay stub as soon as they receive it. If they believe a mistake has occurred, they should follow the procedure outlined below.

Non-exempt Employees

Non-exempt employees must maintain a record of the total hours they work each day. These hours must be accurately recorded on their time card. Each employee must verify that the reported hours worked is complete and accurate. Their time card must reflect all regular and overtime hours worked, any absences, late arrivals, early departures and meal breaks. If their time card is not accurate, employees must notify their supervisor immediately. When they receive each pay check, they must verify immediately that they were paid correctly for all regular and overtime hours worked.

Employees should not work any hours that are not authorized by their supervisor. Employees should not start work early, finish work late, work during a meal break or perform any other extra or overtime work unless they are authorized to do so and that time is recorded on their time card. Employees are prohibited from performing any "off-the-clock" work.

Employees are not allowed to falsify a time card, or to alter another employee's time card. It is also a serious violation of Company policy for any employee or manager to instruct another employee to incorrectly or falsely report hours worked or alter another employee's time card. If any manager or employee instructs any employee to (1) incorrectly or falsely under or over-report their hours worked, or (2) alter another employee's time records to inaccurately or falsely report that employee's hours worked, they must report it immediately to HR.

Exempt Employees

Exempt employees will receive a salary which is intended to compensate them for all hours they may work for the Company. While it may be subject to review and modification from time to time, the salary is a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work they perform.

Under Federal and state law, their salary is subject to certain deductions. Absent contrary state law requirements, their salary might be reduced for the following reasons:

• Full-day absences for personal reasons if the employee has no available accrued PTO.

• Full day absences for sickness or disability.

• Non-California Employees: Full day disciplinary suspensions for infractions of Trident’s written policies and procedures.

• Family and Medical Leave absences

• To offset amounts received as payment for jury and witness fees or military pay.

• The first or last week of employment in the event the employee works less than a full week.

• Any full work week in which they do not perform any work.

Their salary may also be reduced for certain types of deductions such as their portion of health, dental or life insurance premiums; State, Federal or local taxes, social security; or, voluntary contributions to a 401(k) or pension plan. In any work week in which they performed any work, their salary will not be reduced for any of the following reasons:

• Partial day absences for personal reasons, sickness or disability.

• Absence on a day because the Company has decided to close a facility on a scheduled work day.

• Absences for jury duty, attendance as a witness, or military leave in any week in which the employee has performed any work.

• Any other deductions prohibited by state or Federal law.

6.4 WAGE GARNISHMENT

A wage garnishment is an order from a court or a government agency directing Trident to withhold a certain amount of money from an employee’s paycheck and send it to a person or agency. Trident will immediately notify the employee of any wage garnishment order. The company is legally required to comply with these orders. If an employee disputes the amount of a garnishment, they must contact the court or agency that issued the order.

6.5 SHIFT DIFFERENTIAL PAY

Employees may be paid a shift differential when they are assigned to a second or third shift. Employees will be notified if they are eligible for a shift differential if they are assigned to a second or third shift.

6.6 PREMIUM PAY – EXEMPT SUPERVISORS

Premium Pay for Salaried (Exempt) Supervisors – A premium rate is paid to Exempt Supervisors for hours worked in excess of their normal working day/week if they are leading a shift. The following job classifications are eligible: Shipyard Supervisor, Hull Manager, Area Manager and Warehouse Supervisor.

6.7 TRAVEL TIME

For non-exempt employees, travel hours is considered work time for the purposes of calculating hours worked, including overtime and including Saturday and Sunday travel. Travel between home and the normal designated work location does not count as hours worked.

6.8 PER DIEM

A Per Diem is a daily allowance for expenses or a specific amount of money that the Company gives an employee per day to cover living and travel expenses in connection with work done away from home. The daily rate may vary based upon the work assignment location.

6.9 EXPENSE REIMBURSEMENT

From time to time, employees may incur expenses on behalf of Trident. The company will reimburse employees for actual work-related expenses, as long as those expenses are reasonable. Employees must follow these steps to get reimbursed:

• Get permission from their immediate supervisor before incurring an expense.

• Keep a receipt or some other proof of payment for every expense. If a receipt is not available, then they must provide an explanation on the expense report as to what the expense relates to and why a receipt is not available

• Submit their receipts, along with an expense report, to their supervisor for approval within 2 weeks of incurring an expense.

Employees and supervisors responsible for submitting expense reports to the Accounting Department at expensereports@tridentllc.com by the 10th or 25th of the month. Employees will be reimbursed no later than two weeks after the Accounting Department receives the approved expense report.

Procedures for Travel Expenses:

If employees are required to travel for work, the Company will reimburse expenses including:

• The cost of travel (mileage/uber/taxi) to and from the airport or train station, including parking expenses and tolls.

• The cost of airline or train tickets, booked at the lowest available fare. The cost of a mid-size or smaller rental car (see the Policy paper for guidance on making reservations, upgrades, navigation guidance systems and insurance.)

• Employees who use their own cars for business travel if the roundtrip distance is under 200 miles. The IRS standard mileage reimbursement rate will apply.

• The cost of lodging (see the Policy paper for a list of recommended hotels); employees should select moderately priced lodging if possible, and

• The cost of meals and other incidental expenses, up to a per diem based on the IRS rate for the city of destination for their travel. If the city is not listed, the standard IRS rate will be used.

Mileage Reimbursement:

Employees who use their own vehicle for Company business will be reimbursed at the current IRS standard mileage rate. Employees are not entitled to separate reimbursement for gas, maintenance, insurance or other vehicle-related expensesthe reimbursement rate is intended to encompass these expenses.

Before using a personal vehicle for work-related purposes, employees must demonstrate that they have a valid driver’s license and adequate insurance coverage.

To claim mileage reimbursement, employees must follow these procedures:

• Keep a written record of their business-related travel, including the total mileage of each business trip, the date of travel, the location to which they traveled, and the purpose of their trip.

• If they anticipate having to travel an unusually long distance, they must get their supervisor’s approval before making the trip.

• Submit mileage expense following the reimbursement procedure above.

7. EMPLOYEE BENEFITS

7.1 INTRODUCTION AND ELIGIBILITY

Trident provides eligible employees with a variety of comprehensive and flexible benefit options. Employees choose the benefits that are best suited for them.

A number of benefit programs (such as Social Security, workers’ compensation, state disability and unemployment insurance) cover all employees in the manner prescribed by law.

Benefit plans cover the spectrum of Healthcare, Dental, Vision, Flexible Spending and Health Savings Accounts, Short and Long Term Disability, a 401(k) Plan, and PTO.

The Company, in its sole discretion, reserves the right to modify, add or terminate any benefit at any time. Each year, the Company determines the amount (subsidy) it will contribute toward full-time employees’ benefits. The employee’s share of the cost of their insurance will be deducted from the employee’s pay on a pre-tax basis.

Full-time employees are enrolled in the Benefits program the first day of the month following 30 days of employment. There is a 6-month waiting period before an employee can be enrolled in the short-term and long-term disability insurance plan. Part-time and temporary employees are not benefits eligible unless mandated by law.

7.2 BENEFIT CONTINUATION (COBRA)

The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue medical and dental insurance coverage under Trident insurance plans when a qualifying event would normally result in the loss of eligibility. Some common qualifying events are: resignation, termination of employment, death of an employee, a reduction in an employee’s hours or a leave of absence, an employee’s divorce or legal separation, and a dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or beneficiary pays the full cost of all coverage at Trident’s group rates plus an administrative fee. Employees who are covered under group insurance programs must notify HR of changes in status which could result in a changes in eligibility for benefits.

Employees will receive a written notice describing their rights granted under COBRA when the employee becomes eligible for such coverage. The notice contains important information about the employee’s rights and obligations.

7.3 LIFE AND DISABILITY INSURANCE

Life and Accidental Death Insurance

The Company provides Basic Life Insurance and Accidental Death & Dismemberment Insurance equal to one times the employee’s base annual earnings to the nearest $1K. This insurance comes at no cost to the employee, but the employee may purchase optional Voluntary Life Insurance, Spousal Life, and Dependent Life Insurance in various amounts. Employees become eligible for coverage on the first day of the month following 30 days of employment.

Short and Long Term Disability Insurance

The Company provides Short and Long-Term Disability Insurance, which is meant to replace an employee’s earning in the event of disabling illness or off-the-job accident, at no cost to the employee. Benefits eligibility begins on the 1st of the month following 6 months of employment.

Workers’ Compensation

If employees suffer from an illness or injury that is related to their work, they may be eligible for Workers Compensation Benefits. Workers Compensation will pay for medical care and will cover a portion of lost wages resulting from job-related illnesses or injuries. The amount of benefits payable and the duration of payment will depend on the nature of their illness or injury.

If an employee is injured or becomes ill through work, they must immediately inform their supervisor or HR regardless of how minor the injury or illness is.

7.4 FLEXIBLE SPENDING ACCOUNT (FSA) AND HEALTH SAVINGS ACCOUNT (HSA)

The Company has established FSA and HSA to allow employees to pay for expenses not covered by insurance such as deductibles, co-payments, co-insurance, prescriptions, and dental expenses, as well as qualified dependent care expenses, with pretax earnings, thereby saving Federal and state income and FICA taxes on the amount paid through payroll deductions.

Benefit eligibility begins on the 1st of the month following 30 days of employment.

Part of the participation in FSA or HSA is automatic when an employee elects to participate in the Medical or Dental Benefits Plan, meaning their premiums are deducted on a pre-tax basis. Employees electing to participate in FSA or HSA as it relates to medical and dental expense reimbursement and/or qualified dependent care expenses must complete the Flexible Benefits Account Enrollment form. It is the employee’s responsibility to submit the Flexible Benefit Reimbursement Request form for payment of actual expenses incurred during a specific time period.

7.5 RETIREMENT SAVINGS PLAN (401K)

Trident’s 401K plan is designed to help employees save for retirement. Employees are automatically enrolled in the plan as a full-time employee beginning on the 1st of the month following 30 days of employment at 3% unless they notify HR that they would like to opt out. Employees receive a welcome letter from the 401K provider providing website and telephone access instructions.

Employees may contribute from 2% to 100% of eligible compensation (before income taxes are calculated) into the plan. The Company also allows employees to contribute eligible after tax compensation to ROTH IRAs. Employees who are age 50 or older by the end of the calendar year qualify to make additional pre-tax or “catch-up” deferrals. These deferrals are not matched by the Company.

• Each pay period, the Company will match 50% for every $1 the employee contributes to the plan up to 6% of eligible compensation.

• The Employee is 100% vested in the money the employee contributes to the plan and the earnings on that money. Employees will be vested in Company contributions according to a three year schedule based on their length of service.

There are a variety of funds that employees may select as investment options, varying from a stable asset fund to higher risk aggressive growth funds.

7.6 TUITION REIMBURSEMENT

Trident encourages all full-time employees to develop and improve themselves through continued education. The Company believes that employee development is advantageous to both the Company and the employee.

Tuition Aid

Trident reviews and grants reimbursement at its sole discretion. To be eligible for educational assistance, employees must have full-time status and completed six months of service.

Employees are expected to attend class and complete study assignments outside of their regular working hours. Time spent on study is not considered time worked for the Company.

Course Requirements

College or Graduate level courses, special courses to develop or improve specific technical, managerial, or professional skills offered by accredited schools may be considered and approved for reimbursement if they are valuable to the employee in their current position or for future career development.

Correspondence courses may be approved if a comparable course cannot be obtained locally or if the employee’s job responsibilities prohibit required classroom attendance.

Reimbursable/Non-Reimbursable Fees

All courses of study must be approved by the employee’s supervisor and HR before the employee enrolls in the course, and the employee must complete the course to be eligible for reimbursement. The employee is not eligible for a refund under this program if reimbursement is received or available from any other source.

Employees seeking approval to take a course must agree to refund the Company if they terminate employment within six calendar months after receiving the refund for a completed course.

Applications for reimbursement for courses taken under this program must be made to HR within sixty days of course completion and must include:

1. Prior approval to take the course(s).

2. Verification of satisfactory course completion and grade attained.

3. Verification that all initial costs of the course have been paid.

When the requirements have been met for reimbursement and course(s) have been completed, reimbursement will be made, up to a maximum of $2,500.00 in any one calendar year.

8. USE OF COMPANY PROPERTY

8.1 GENERAL USE OF COMPANY PROPERTY

Trident has invested in the property and equipment that employees use to perform their job. It is a senseless and avoidable drain on this Company’s bottom line when people abuse Company property, misuse it, or wear it out prematurely by using it for personal business.

All employees must take care of Company property and report any problems to their supervisor. Employees must only use property in the manner intended and as instructed. If a piece of equipment or property is unsafe for use, employees need to report it immediately.

8.2 COMPANY ELECTRONIC EQUIPMENT AND SYSTEMS

Trident provides various Technology Resources to authorized employees to assist them in performing their job duties. Each employee has a responsibility to use the Company's Technology Resources in a manner that increases productivity, enhances the Company's public image, and is respectful of other employees. The Company reserves the right to advise appropriate legal authorities of any violation of law by an employee.

I. Technology Resources Definition

Trident Technology Resources consist of all electronic devices, software, and means of electronic communication including, but not limited to: Company provided mobile electronic equipment; laptop and workstation computers; mini and mainframe computers; computer hardware such as disk drives and tape drives; peripheral equipment such as printers, modems, fax machines, and copiers; computer software applications and associated files and data including software that grants access to external services such as the Internet; electronic mail; instant and text messages, telephones; cellular phones; pagers; and voicemail systems.

II. Authorization Access

to Trident’s Technology Resources is within the sole discretion of the Company. Generally, employees are given access to the Company's various technologies based on their job functions. Only employees whose job performance will benefit from the use of the Company's Technology Resources will be given access to the necessary technology. Employees must successfully complete Company-approved training before being given access to the Company's Technology Resources.

III. Use

Trident’s Technology Resources are to be used by employees for the purpose of conducting Company business only.

IV. Prohibition Against Harassing and Discriminatory Use

Employees sometimes use electronic mail for correspondence that is less formal than written memoranda. Employees must take care not to let informality degenerate into improper use. Under no circumstances may employees use the Company's Technology Resources to transmit, receive, or store any information that is harassing or discriminatory (e.g., sexually explicit or racial messages, jokes or cartoons) or retaliatory.

V. Prohibition Against Violating Copyright Laws

Employees must not use Trident’s Technology Resources to copy, retrieve, or send copyrighted materials unless the employee has the author's permission or is accessing a single copy only for the employee's reference.

VI. Other Prohibited Uses

Employees may not use Trident’s Technology Resources for any illegal purpose or in any way that discloses confidential or proprietary information of the Company.

VII. No Right To Privacy Regarding Technology Resources

Employees have no right of privacy with respect to any equipment, messages, or information on Trident’s Technology Resources. Trident may inspect all data on its Technology Resources at any time for any reason. The Company may also monitor its Technology Resources at any time to determine compliance with Company policies. The Company may use different programs to monitor and search the Company’s Technology Resources including a keystroke program which may monitor and records any key strokes on a Company provided computer or mobile electronic equipment.

A. Passwords

Certain Technology Resources can be accessed only by entering a password. Passwords are intended to prevent unauthorized access to information. Passwords do not confer any right of privacy upon employee of the Company. Even though employees may maintain passwords for accessing Technology Resources, no data in Technology Resources, including electronic-mail and voicemail messages, are private. Employees are expected to maintain their passwords as confidential. Employees must not share passwords or access coworkers' systems without express authorization.

B. Data Collection

The best way to guarantee the privacy of personal information is not to store or transmit it on the Company's Technology Resources.

1. Telephone Use and Voicemail: Records are kept of all calls made from and to a given telephone extension. Although voicemail is password protected, an authorized administrator can reset the password and listen to voicemail messages.

2. Electronic, Instant, and Text Messages: Electronic mail is backed-up and archived. Authorized administrators read electronic, instant, and text messages.

3. Desktop Facsimile Use: Copies of all facsimile transmissions sent and received are maintained in the facsimile server.

4. Document Use: Documents stored on Company computers show which users have accessed the document for any purpose.

5. Internet Use: Internet sites visited, the number of times visited, and the total time connected to each site is monitored.

C. Deleted Information

Deleting or erasing information maintained on the Company's Technology Resources is, in most cases, ineffective. Any information kept on the Company's Technology Resources may be electronically recalled or recreated regardless of whether it may have been “deleted” by an employee. Because the Company periodically backs-up all files and messages, and because of the way in which computers re-use file storage space, files and messages may exist that are thought to have been deleted. Therefore, employees who delete information should not assume that they will remain confidential.

VIII. The Internet and On-Line Services

The Company provides authorized employees access to on-line services such as the Internet. The Company expects employees to use these services in a responsible way and primarily for business-related purposes. Under no circumstances are employees permitted to use Trident’s Technology Resources to access, download, or contribute to Internet sites that contain inappropriate content such as gross or sexually-oriented materials, gambling, information related to illegal drugs, or information that would violate the Company’s policy relating to discrimination and harassment based on race (including traits typically associated with race such as natural hair texture, and protective hair styles such as braids, locks, and twists), color, creed, religion (including religious dress and grooming practices), sex/gender (including pregnancy, childbirth, breastfeeding and/or related medical conditions), gender identity and/or gender expression (including, without limitation, transgender, transsexualism, non-binary, gender non-conforming), marital status, sexual orientation, age (40 and over), national origin (including language use and possession of a driver’s license issued to persons unable to prove their presence in the United States as authorized under federal law), citizenship, immigration status, ancestry, military or veteran status, physical handicap, disability (physical and mental, including HIV and AIDS), medical condition (including cancer or a record or history of cancer), genetic characteristic or information, protected medical leaves (e.g., leave under the Family and Medical Leave Act), domestic violence victim status, political affiliation, or based on any other consideration made unlawful by federal, state, or local laws (collectively, “Protected Characteristics”).

Additionally, employees may not use Trident’s Technology Resources to sign "guest books" at websites or to post information to any websites, including posting messages to Internet news groups or discussion groups. These actions will generate junk electronic mail and may expose the Company to liability or unwanted attention because of comments employees may make. The Company strongly encourages employees who wish to access the Internet for non-work-related activities to obtain their own personal Internet access accounts at home.

Trident monitors both the amount of time spent using on-line services and the sites visited by individual employees. The Company reserves the right to limit such access by any means available to it, including revoking access altogether.

IX. Software Use

All software in use on the Company's Technology Resources is officially licensed software. Software that has not been duly paid for and licensed appropriately may not be installed or used. No employee may load any software on the Company's computers, by any means of transmission, unless authorized in writing in advance.

X. Confidential Information

Trident prioritizes the protection of trade secrets and other confidential and proprietary information of both the Company and third parties ("Confidential Information"). Employees must use good judgment and to adhere to the highest ethical standards when using or transmitting Confidential Information on the Company's Technology Resources.

Confidential Information should not be accessed through the Company's Technology Resources in the presence of unauthorized individuals. Similarly, Confidential Information should not be left visible or unattended. Moreover, any Confidential Information transmitted via Technology Resources should be marked with the following confidentiality legend: "This message contains confidential information. Unless you are the addressee (or authorized to receive for the addressee) you may not copy, use, or distribute this information. If you have received this message in error, please advise Trident Maritime Systems, LLC immediately at 703 236 1599 or return it promptly by mail."

XI. Security

Trident has installed a variety of programs and devices to ensure the safety and security of the Company's Technology Resources. Any employee found tampering or disabling any of the Company's security devices will be subject to discipline, up to and including termination of employment.

8.3 TELEPHONE SYSTEM

The Company's telephone system is for business use only. Employees are expected to keep personal calls to a minimum. If they must make or receive a personal call, they should keep their conversation brief.

Employee should avoid the use of speakerphones whenever possible. If they must use them, they should be courteous to those around them and if they have an enclosed office, shut the door.

8.4 COMPANY VEHICLE POLICY

Only authorized employees may use Company vehicles, and they may do so only on Company business.

Employees must immediately report any accidents, mechanical problems, or other problems to their Supervisor or HR.

Employees may not use Company vehicles while under the influence of drugs or alcohol or while otherwise impaired.

Employees must have a valid Driver's License to use Company cars, and they must drive in a safe and courteous manner. If an employee receives any tickets for parking violations or moving violations, they are responsible for taking care of them and will not be reimbursed by the Company.

9. LEAVE AND TIME OFF

9.1 APPROVAL OF CERTAIN TYPES OF LEAVE

Trident complies with all State and Federally mandated leaves of absence.

Employees should submit an advance written request for leave to their Supervisor and HR. Each type of leave of absence may be subject to specific requirements of the employee, their physician, or other parties.

No PTO benefits will accrue if the leave of absence exceeds 30 days. Failure to return as scheduled from a leave of absence may be considered a voluntary termination of employment by an employee.

9.2 FAMILY AND MEDICAL LEAVE ACT (FMLA)

Employees may be eligible for a FMLA Leave of absence, and should contact HR and their supervisor about this type of leave. Employees must meet three criteria in order to be eligible. They must: have worked for Trident for at least 12 months; have at least 1,250 hours of service in the 12 months before taking leave; and work at a location where Trident has at least 50 employees within 75 miles of their worksite.

Under the FMLA, eligible employees can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:

• The birth of a child or placement of a child for adoption or foster care;

• To bond with a child (leave must be taken within one year of the child’s birth or placement);

• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;

• For the employee’s own qualifying serious health condition that makes the employee unable to perform their job;

• For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

An eligible employee who is a covered service member’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the service member with a serious injury or illness.

An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.

Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

While employees are on FMLA leave, Trident will continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, employees will be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.

Trident will not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave,opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

Employees must give 30-days’ advance notice of the need for FMLA leave to their supervisor and HR. If it is not possible to give 30-days’ notice, they must notify their supervisor or HR as soon as possible.

Employees do not have to share a medical diagnosis, but must provide enough information to HR so it can determine if the leave qualifies for FMLA protection. Sufficient information could include documentation informing Trident that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform HR if the need for leave is for a reason for which FMLA leave was previously taken or certified. If the certification or recertification paperwork is insufficient, Trident will provide a written notice indicating what additional information is required.

Once Trident becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, HR will notify the employee if he or she is eligible for FMLA leave and, if eligible, also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, HR will provide a reason for ineligibility. HR will notify employees if their leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

9.3 BEREAVEMENT LEAVE

Trident will grant leave to enable an employee to attend the funeral of any immediate or non-immediate family member, spend time with family and friends and to attend to the required business matters, if necessary under the following conditions.

Immediate Family Bereavement leave will be granted for up to 3 work days for immediate family including the employee’s spouse, domestic partner, mother, father, mother-in-law, father-in-law, child, sister, brother, grandparents, grandchildren, or person in the same residence as part of the same household as the employee.

Non-Immediate Family Bereavement leave for all other family members will be confined to the day of the funeral only, provided it is a normally scheduled workday.

Employees requesting bereavement leave must notify their supervisor as soon as possible. The supervisor may require proof of the relationship to the deceased. Bereavement leave will be paid only for scheduled work time lost and will not be counted in computing overtime. Employees will not receive pay in lieu of paid time off.

9.4 DISABILITY COVERAGE

The Company provides short-term disability insurance (SDI) to eligible employees who suffer an injury or an illness outside of work that prevents them from working. This means employees will receive a percentage of their salary for a specific period of time. The state-operated plan may pay employees directly if he or she is out of work due to the illness or injury of certain family members or to bond with a new child. This protection is provided through employee contributions (the SDI deduction on your payroll check stub).

Under the state plan, workers may receive up to 8 weeks of paid benefits within a 12-month period. Applications for S.D.I. benefits are available from HR. Decisions regarding eligibility for SDI are made by the state, not by the Company.

9.5 ADDITIONAL LEAVE ALLOWANCES FOR CALIFORNIA EMPLOYEES

As required by California State law, Trident will grant additional leave to employees who work in California. Please contact HR to get the specific requirements for applying for these types of leave, which include but are not limited to:

• California Family Rights Act

• Court Process Leave and Leave to Seek Court Relief

• Medical Leave for Victims of Domestic Violence, Sexual Assault, or Stalking

• School Visitation Leave (involving suspensions, school activities, and day care activities)

• Pregnancy Disability Leave

• New Parent Leave (for locations not eligible for FMLA)

• Voting Leave

• Leave for Volunteer Emergency Rescue Personnel

• Bone Marrow and Organ Donor Leave (paid)

• Civil Air Patrol

• Literacy Leave

9.6 LEAVE OF ABSENCE OTHER THAN FAMILY AND MEDICAL LEAVE

If an employee is not eligible for Family and Medical Leave or has exhausted their Family and Medical Leave entitlement, the Company may provide them with an unpaid medical leave of absence due to illness or injury. Unless otherwise required by law, Trident will make reasonable efforts to return employees to the same or similar job and at the same rate of pay held prior to their leave of absence, subject to operational and business requirements that may exist. If employees do not return from work on the originally-scheduled return date or request in advance an extension of the agreed upon leave with appropriate medical documentation, they may be deemed to have voluntarily terminated their employment with the Company.

In addition, if an employee fails to notify the Company of their availability for work when it occurs, fails to return to work when called by the Company unless otherwise excused by the Company, or does not show up to work beyond the maximum time allowed, they may also be deemed a voluntary termination of their employment with Trident.

9.7 CONTINUATION OF HEALTH INSURANCE WHILE ON A MEDICAL LEAVE OF ABSENCE

Trident will continue to pay for the employee’s health and dental insurance benefits while they are on an approved medical leave of absence up to a period of 6 months.

Employees must pay their portion of the medical and dental premiums back to Trident within 90 days upon return from approved leave of absence.

9.8 JURY OR SUBPOENAED WITNESS LEAVE

Employees must immediately notify their supervisor if they are summoned for jury duty. Paid time off from work will be granted as necessary in compliance with applicable law. If a minimum of ½ work day remains after any day of jury selection or jury duty, employees will need to contact their supervisor to determine whether to report for work that day or not.

Paid jury leave is considered as hours worked for the purposes of overtime calculations.

Employees are allowed unpaid time off if summoned to appear in court as a witness, except that Exempt employees will be paid their normal salaries during any workweek in which they appear as a witness and also perform services for the Company, regardless of the amount of time spent performing those services.

Fees Paid by the Court

Upon their return to work, the employee must turn in to the Company any money paid for jury, except any travel pay received. Employees are responsible for reporting all taxable wages.

9.9 MILITARY LEAVE/RETURN FROM ACTIVE DUTY

Trident will provide military leave of absence and reinstatement for qualifying employees.

Employees who serve less than 91 days must be restored to the position for which they qualified and which they would have attained had their employment not been interrupted.

Employees who serve more than 90 days have the same rights, and additionally are entitled to be treated as though he or she had never left for purposes of rights and benefits based upon length of service. This means that the employee must be considered for promotions, and the time spent in the military will be credited for seniority, successive within-grade increases, probation, career tenure, annual leave accrual rate, and severance pay.

9.10 HOLIDAY LEAVE

Trident provides holiday pay to eligible full-time employees. Scheduled holidays vary from year to year and by location. When a holiday falls on a Saturday or Sunday, it will be observed on the preceding Friday or the following Monday.

Full-time employees whose regular work week is 30 or more hours, but less than 40 hours, will be eligible for 75% pay.

To receive holiday pay, non-exempt employees must be eligible to receive a paycheck during the pay period in which the holiday falls. Employees who are hired, terminated, or on leave of absence must work the complete scheduled shift the day before and the day after a holiday to receive holiday pay. Paid time off days are considered as days worked with regard to holiday pay providing the time was scheduled in advance of the holiday.

If the employee does not have paid time off remaining and requests the time off in advance and it is approved, then holiday pay will be paid.

Employees on any unpaid leave of absence are not eligible for holiday pay unless required by law.

Paid holidays are considered as hours worked for the purposes of overtime calculations.

9.11 PAID TIME OFF (PTO)

Full-time employees are eligible to receive Paid Time Off (PTO). PTO is flexible time off from work that can be used for vacation, personal time, or illness. PTO must be scheduled in advance and approved by supervisors, with at least 24 hours’ notice, except in cases of illness or emergency.

Trident strongly encourages employees to take advantage of their PTO eligibility throughout the year to maintain a healthy work-home balance. This policy does not include holidays, jury duty, bereavement leave, or business personal leave.

It is supervisors’ responsibility to closely monitor and manage employees’ PTO. Supervisors may dictate how and when employees take their PTO and require them to use accrued time for any absence.

Please note that this policy may be changed at any time by Trident’s CEO or COO.

Availability

PTO eligibility is based on the length of service. PTO that is accrued in the current year is advanced to the employee each year on 1 January – but employees still need to accrue it during the year.

PTO for regular full-time employees is accrued during the calendar year of employment under the following schedule: