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Employee Handbook
TABLE OF CONTENTS
1. INTRODUCTION Welcome Onboard Message.............................................................................................................................................. Welcome Letter......................................................................................................................................................................... Mission & Vision......................................................................................................................................................................... Company History...................................................................................................................................................................... 2. EQUAL OPPORTUNITY 2.1 Equal Opportunity Statement.............................................................................................................................. 2.2 Training And Development................................................................................................................................... 2.3 Reasonable Accommodation............................................................................................................................... 2.4 Diversity Initiatives.................................................................................................................................................... 2.5 Pregnant Workers Fairness Act.......................................................................................................................... 2.6 Employee Responsibilities..................................................................................................................................... 2.7 Leadership Accountability.....................................................................................................................................
4 5 6 7
9 9 9
10 10 10 10
3. EMPLOYMENT & WORKPLACE POLICIES 3.1 Anti-Harassment & Retaliation-Free Workplace........................................................................................ 3.2 Workplace Violence.................................................................................................................................................. 3.3 Introductory Period................................................................................................................................................... 3.4 Employee Classifications....................................................................................................................................... 3.5 Recruitment, Hiring & Onboarding................................................................................................................... 3.6 Employment Status.................................................................................................................................................. 3.7 Employment of Relatives....................................................................................................................................... 3.8 Consent to Use of Likeness & Release............................................................................................................. 3.9 Confidentiality............................................................................................................................................................. 3.10 Conflict of Interest..................................................................................................................................................... 3.11 Employee Privacy...................................................................................................................................................... 3.12 Hours of Work and Overtime............................................................................................................................... 3.13 Attendance and Punctuality................................................................................................................................ 3.14 Leave of Absence Policies..................................................................................................................................... 3.21 Compensation and Pay Practices..................................................................................................................... 3.24 Separation...................................................................................................................................................................... IV. EMPLOYEE BENEFITS 4.1 Holidays........................................................................................................................................................................... 4.2 Paid Time Off (PTO) & Vacation.......................................................................................................................... 4.3 Health Insurance Benefits..................................................................................................................................... 4.4 Workers’ Compensation......................................................................................................................................... 4.5 Retirement Plan.......................................................................................................................................................... 4.6 Lactation Accommodation................................................................................................................................... 4.7 General Provisions.....................................................................................................................................................
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5. WORKPLACE SAFETY 5.1 Workplace Safety Program................................................................................................................................... 5.2 Safety Programs........................................................................................................................................................ 5.3 Facility & Work Area Safety.................................................................................................................................. 5.4 Safe Work Practices................................................................................................................................................. 5.5 Emergency Evacuation............................................................................................................................................ 6. SITE WORK RULES 6.1 Dress Code...................................................................................................................................................................... 6.2 Personal Protective Equipment (PPE)............................................................................................................. 6.3 Tools.................................................................................................................................................................................. 6.4 Timekeeping................................................................................................................................................................. 6.5 Clocking In & Out of E2............................................................................................................................................ 6.6 Smoking.......................................................................................................................................................................... 6.7 Social Media.................................................................................................................................................................. 6.8 Solicitation & Distribution...................................................................................................................................... 6.9 Personal Electronic Equipment.......................................................................................................................... 6.10 Media & Public Statements.................................................................................................................................. 6.11 Personal Visits & Phone Calls.............................................................................................................................. 6.12 Use of Facilities Equipment & Property......................................................................................................... 6.13 Facilities Security & Inspections......................................................................................................................... 6.14 Operation of Company Vehicles........................................................................................................................ 6.15 Drug and Alcohol-Free Workplace.................................................................................................................. 6.16 Acceptable Use of Technology & Devices..................................................................................................... 6.17 Personal Conduct & Disciplinary Standards............................................................................................... 6.18 Disciplinary Process................................................................................................................................................
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26 26 26 26 26 26 27 27 27 27 27 28 28 28 28 29 30 31
7. ACKNOWLEDGMENT ......................................................................................................... 32
Handbook Disclaimer This handbook provides employees with a general overview of Tampa Brass & Aluminum Corp. policies, procedures, and benefits. It is not intended to cover every situation or create a contract of employment. TBA reserves the right, at its sole discretion, to modify, amend, or discontinue any policy, benefit, or provision described in this handbook at any time. Employees are encouraged to contact management with any questions regarding Company policies, procedures, or practices.
WELCOME
Welcome to Tampa Brass & Aluminum Corp.
We are pleased to have you as part of our team. This Employee Handbook has been prepared to give you important information about working at TBA and to outline the policies, procedures, and work rules that apply to all employees. It is your responsibility to read and understand the contents of this handbook. If you have any questions or are unsure about any policy or rule, you should discuss them with your immediate supervisor for clarification. Because our business continues to grow and evolve, the Company reserves the right to revise, update, or add to the policies, procedures, or work rules described in this handbook as needed. Any updates or changes will be communicated to all employees. Compliance with these work rules is a condition of your employment, and it is the expectation of TBA leadership that every employee is committed to upholding them. By doing so, we create a workplace built on safety, respect, accountability, and shared success. We are excited about the contributions you will make to our Company and look forward to building a future together.
Thank You,
TBA Management
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Welcome Letter
Our mission is clear: to ensure our customers’ success by delivering exceptional manufacturing solutions and precision- machined products exactly when they are needed. With a strong foundation in aerospace, defense, and industrial markets, we are building on our legacy by investing in advanced technologies, strengthening operational efficiency, and cultivating a culture of innovation that empowers every member of our team. As you settle into your role, I encourage you to embrace every opportunity to grow, learn, and contribute. Your unique perspectives and ideas are vital to our success. Whether it’s through training, collaboration with colleagues, or sharing new insights, your voice matters here. We believe that by working together, aligned in our values of integrity, quality, and continuous improvement, we will not only achieve remarkable results but also redefine excellence across our industry. This is more than a job; it’s a partnership rooted in trust, innovation, and shared success. I am confident that your journey with us will be both rewarding and fulfilling, and I look forward to all that we will accomplish together. Welcome to TBA—where tradition meets transformation, and where your contributions will help build a brighter future for our company, our industry, and our community.
Aubrey Greene President & CEO
Welcome to the TBA family! On behalf of the entire team, I am honored to extend a warm welcome as you begin this exciting journey with us. We are more than a company; we are a legacy of innovation, precision, and dedication to excellence. For decades, our commitment to delivering superior quality, fostering collaboration, and pushing the boundaries of possibility has driven us forward, and now, we are proud to have you join us in shaping the next chapter of that journey.
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Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.
Mission & Vision
At Tampa Brass & Aluminum (TBA), our mission is to assure our customers’ success by providing them with the best manufacturing solutions and delivering superior quality products on time. We strive to achieve this through innovation, precision, and a relentless commitment to excellence in everything we do. Our vision is to be a world-class American manufacturer that empowers our people, drives quality and innovation, and delivers mission-critical solutions. TBA is dedicated to setting the benchmark as a center of excellence—both in our community and on the global stage. Through this unwavering commitment to our mission and vision, we aim to strengthen our role in the aerospace, defense, and industrial sectors while building a legacy of stability, growth, and shared success.
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Company History At TBA, our history is rooted in a commitment to innovation, excellence, and customer satisfaction. From our humble beginnings to our current success, we've strived to uphold these values in everything we do.
1957
FOUNDING YEAR TBA was founded by Sam S. Leto, Sr., who was joined by his son, Sam Jr., and brother-in-law, Ralph Guincho.
1972
GROWTH
DEFENSE In 1986, under Sam Jr.’s leadership, TB&A leveraged its minority-owned status to expand defense work and built its current 95,000 sq. ft. facility. Tampa Brass & Aluminum joined Raytheon and the DoD’s Mentor- Protégé Program and was named Florida’s U.S. Small Business of the Year in 2000 and 2007. PARTNERSHIP INNOVATION TBA expanded into oil and gas by innovating in pump and flow part manufacturing with advanced equipment and in-house spray-and- fuse capability to ensure quality and reliability. RECOGNITION Raytheon Missile Systems and Tampa Brass & Aluminum Corp. received the Nunn-Perry Award from the U.S. Department of Defense for their accomplishments as a mentor-protégé team. EXPANSION In November 2024, TBA welcomed Aubrey Greene as its new owner, ushering in a new era of innovation and growth. Within 15 years, TBA grew to twenty employees, expanded into machining to and in 1980 moved to a larger North Tampa facility.
1986
2000
2010
2023
2024
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EQUAL OPPORTUNITY
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Equal Opportunity and Commitment to Diversity At TBA, we are dedicated to creating a diverse and inclusive workplace where all employees are valued and respected.
2.2 TRAINING & DEVELOPMENT We are committed to providing all employees with equal access to training, development, and advancement opportunities. We believe in investing in our people’s growth and career success, regardless of background or identity, and we strive to ensure every employee has the tools to excel. Our training and development programs are designed to strengthen technical expertise, build leadership skills, and promote diversity, inclusion, and personal growth. By investing in continuous learning, we enable our employees to reach their full potential while driving innovation, quality, and long-term success for TBA. 2.3 REASONABLE ACCOMODATION Tampa Brass & Aluminum Corp. (TBA) provides reasonable accommodations to qualified employees and applicants with disabilities, and to those with sincerely held religious beliefs, in accordance with the Americans with Disabilities Act (ADA) and other applicable laws. Employees or applicants who require an accommodation should contact Human Resources. Requests will be reviewed through an interactive process to identify appropriate solutions. Supporting documentation may be requested when necessary. All medical or personal information will be kept confidential and handled in compliance with the law. Accommodations will be made unless they create an undue hardship on the Company. TBA strictly prohibits discrimination, harassment, or retaliation related to a disability, religious belief, or a request for accommodation.
2.1 EQUAL OPPORTUNITY
TBA provides equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, gender identity, or any other characteristic protected by law. Discrimination, harassment, or retaliation of any kind is strictly prohibited. This commitment applies to every aspect of employment, including recruitment, hiring, training, promotion, compensation, benefits, transfers, leave, layoffs, and termination. We believe diversity and inclusion are essential to our success, and we strive to maintain a workplace that is respectful, inclusive, and free from discrimination, harassment, or retaliation.
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EQUAL OPPORTUNITY AND COMMITMENT TO DIVERSITY
Requests will be reviewed promptly, confidentially, and through an interactive process. TBA prohibits discrimination, harassment, or retaliation against anyone who requests or uses a pregnancy-related accommodation. 2.6 EMPLOYEE RESPONSIBILITIES All employees are expected to treat others with respect, professionalism, and fairness, fostering a workplace built on inclusion, teamwork, and mutual respect. Employees are responsible for upholding equal opportunity principles in their interactions with colleagues, clients, and partners, and for contributing to a positive and supportive environment. This includes promoting diversity and inclusion, challenging bias, and speaking up against discrimination or harassment. By acting as allies and advocates for one another, employees help ensure that TBA remains a workplace where everyone feels valued and empowered to succeed. 2.7 LEADERSHIP ACCOUNTABILITY At Tampa Brass & Aluminum Corp. (TBA), we believe leadership is critical to promoting equal opportunity and fostering an inclusive workplace. Leaders and managers are expected to lead by example, uphold diversity and inclusion principles, and create environments where employees can thrive. TBA provides training, tools, and resources to help leaders champion inclusivity in daily decisions and interactions, encourage open dialogue, and address barriers to equity. We also recognize and celebrate leaders who demonstrate inclusive practices through recognition programs, evaluations, and development opportunities, reinforcing our commitment to continuous improvement.
We strongly believe that all individuals deserve equal opportunities and fair treatment, regardless of their identity, race, ethnicity, gender, sexual orientation, religion, or other characteristics.
2.4 DIVERSITY INITIATIVES
Our diversity and inclusion are central to our culture and our business success. We are dedicated to creating a workplace where every employee has the opportunity to participate, contribute, and be recognized for their unique skills, experiences, and perspectives. Our commitment is reflected not only in company policy but also in how we operate day to day— through training, mentorship, development programs, and community engagement. We continually review and adapt our initiatives to ensure they are effective, fostering a culture of respect, belonging, and innovation where every employee can thrive. 2.5 PREGNANT WORKERS FAIRNESS ACT (PWFA) Tampa Brass & Aluminum Corp. (TBA) complies with the federal Pregnant Workers Fairness Act (PWFA). TBA provides reasonable accommodations for employees and applicants affected by pregnancy, childbirth, or related medical conditions, unless doing so would cause undue hardship. Employees may request an accommodation by contacting Human Resources.
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EMPLOYMENT & WORKPLACE POLICIES
WORKPLACE POLICIES
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Employment Procedures and Conditions All TBA policies are administered in compliance with federal, state, and local law. Updates will be issued as required by changes in law or business needs.
3.2 WORKPLACE VIOLENCE Tampa Brass & Aluminum Corp. (TBA) is committed to providing a workplace free from violence, threats, and intimidation. Violence of any kind will not be tolerated. Prohibited conduct includes: Physical violence (hitting, pushing, fighting). Threatening or intimidating behavior (verbal, written, electronic, or gestures). Harassment or stalking that creates fear or discomfort. Possession of weapons, explosives, or dangerous materials on Company property, in Company vehicles, or at Company events (unless legally permitted). Vandalism or destruction of property. Reporting & Response: Employees must immediately report threats, violence, or suspicious behavior to a supervisor, Human Resources, or Security. All reports will be investigated promptly and kept as confidential as possible. Retaliation against employees who make good- faith reports is prohibited. Any employee engaging in workplace violence or threats will face disciplinary action, up to and including immediate termination, and law enforcement may be contacted if necessary.
3.1 ANTI-HARASSMENT & RETALIATION-FREE WORKPLACE
TBA strictly prohibits harassment of any kind, including harassment based on legally protected characteristics such as race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, disability, genetic information, marital status, pregnancy, or veteran status. What Constitutes Harassment: Verbal: offensive jokes, slurs, unwelcome comments, or negative stereotyping. Physical: unwanted touching, blocking movement, or threatening behavior. Visual/Digital: derogatory images, gestures, graffiti, emails, texts, or social media posts. Sexual: unwelcome advances, requests for sexual favors, sexual comments, or inappropriate physical contact. Reporting: Employees who experience or witness harassment must promptly report concerns to their supervisor, HR, or any member of management. If the concern involves management, reports may be made directly to the President. Confidentiality & Retaliation-Free Workplace: Reports will be investigated promptly and as discreetly as possible. Retaliation against anyone who makes a good-faith complaint or participates in an investigation is strictly prohibited and will result in disciplinary action, up to and including termination.
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EMPLOYMENT & WORKPLACE POLICIES
3.3 INTRODUCTORY PERIOD All new employees serve a 90-day introductory period. During this time, Tampa Brass & Aluminum (TBA) evaluates performance, attendance, and overall suitability for the role, while employees assess whether TBA is the right fit for them. Supervisors will conduct a Mutual Understanding of Performance Agreement (MUPA) review at the start and conclusion of this period. Completion of the introductory period does not guarantee continued employment or alter TBA’s at-will employment relationship.
Employees are designated as full-time, part-time, or temporary/project hire. These classifications determine eligibility for benefits, overtime, and other entitlements. Classification is communicated upon hire and may be revised with changes in status. 3.4 EMPLOYEE CLASSIFICATIONS 3.5 RECRUITMENT, HIRING & ONBOARDING TBA is an Equal Employment Opportunity (EEO) employer. Hiring decisions are based on qualifications, experience, and business needs. All new hires must complete the onboarding process, which includes review of this Handbook, required safety orientation, and enrollment in benefits. Internal Candidates: Current employees may apply for open positions if they meet job requirements, maintain satisfactory performance, and notify their supervisor. TBA reserves the right to fill positions internally, externally, or through both methods.
3.6 EMPLOYMENT STATUS Employment with TBA is at-will. This means either the employee or the Company may end the employment relationship at any time, with or without notice, and with or without cause, in compliance with applicable law. Nothing in this Handbook or in any Company policy, practice, or communication is intended to create a contract of employment or guarantee of continued employment. 3.7 EMPLOYMENT OF RELATIVES TBA may restrict the employment or placement of relatives or individuals in close personal relationships when such arrangements could create a conflict of interest, including situations involving direct supervision or influence over employment decisions. If such a conflict arises after employment begins, TBA may reassign one of the employees. If reassignment is not possible, TBA will determine which employee may remain employed.
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EMPLOYMENT & WORKPLACE POLICIES
Examples of conflicts include: Holding a financial interest in or accepting gifts from an organization that does business with TBA. Employment, consulting, or board service with a competitor or vendor. Profiting personally through commissions, loans, or payments tied to Company business. Immediate family members engaging in conflicting activities. All potential conflicts must be disclosed to a supervisor or HR. TBA will evaluate and determine whether mitigation, restriction, or prohibition is necessary. Failure to disclose may result in termination. Acceptable Use of Technology & Devices Policy Tampa Brass & Aluminum Corp. (TBA) provides communication, computer, and portable devices to support business operations. Employees are expected to use these resources responsibly, professionally, and in compliance with Company policies and applicable laws.
3.8 CONSENT TO USE OF LIKENESS AND RELEASE I hereby consent to Tampa Brass & Aluminum Corp., including its employees, agents, parents, partners, and affiliates (collectively, “TBA”), using my name, image, likeness, photograph, and/or audio or video recordings (“Materials”) in TBA brochures, publications, websites, and social media to promote TBA’s business. I understand the Materials are owned by TBA and will not be returned to me. I release, hold harmless, and forever discharge TBA from any and all claims, demands, or causes of action arising out of or related to this authorization or TBA’s use of the Materials. I affirm that I have read this Consent to Likeness & Release and fully understand its content; it is binding upon me and my heirs, legal representatives, and assigns.
3.9 CONFIDENTIALITY
Employees may have access to confidential Company or customer information (financial data, pricing, trade secrets, product development, customer lists, etc.). This information must never be disclosed to unauthorized persons, competitors, or used for personal gain. Obligations apply during and after employment. Employees must safeguard all confidential information, limit access to business needs, avoid public discussion of sensitive matters, and secure records from unauthorized access. Violations may result in discipline, termination, and possible legal action. All employees must sign a confidentiality agreement as a condition of employment. 3.10 CONFLICT OF INTEREST Employees must act in the best interests of TBA and avoid personal, financial, or family interests that conflict, or appear to conflict, with the Company.
3.11 EMPLOYEE PRIVACY
TBA collects employee information only for legitimate business purposes (e.g., payroll, benefits, legal compliance). We maintain reasonable measures to protect against unauthorized access, use, or disclosure. Medical and background records are kept separate from personnel files as required by law. You are responsible to notify HR promptly of changes to your address, contact details, tax/benefit status, or marital status. You may review and request copies of documents you have submitted, signed, or previously received, consistent with Company policy and applicable law. Confidential employee information is not shared outside the Company except as required by law, as needed for business operations (e.g., payroll/benefits providers), or with your consent.
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EMPLOYMENT & WORKPLACE POLICIES
3.13 ATTENDANCE AND PUNCTUALITY Regular attendance and punctuality are essential to TBA’s operations. Employees are expected to arrive on time, remain for their scheduled shift, and accurately record their time. Unexcused Absences: Failure to notify your supervisor at least one hour before your scheduled start time. Absence without Company approval or failure to return after an approved absence. Tardiness: Arriving late, leaving early, or extending breaks without approval. Job Abandonment: Three consecutive days of absence without notice is considered job abandonment and may result in termination. Excused absences include jury duty, approved vacation, family or medical leave, bereavement, and other legally protected leaves. Reporting Requirements: Employees must notify their supervisor or HR at extension 107 at least one (1) hour before the start of their shift. A call is required for each day of absence. Failure to follow this procedure may result in disciplinary action. Occurrence Tracking: Tardiness (late arrival or early departure) = ½ occurrence Unexcused absence = 1 occurrence Discipline: 3 consecutive days absent without notice = job abandonment/termination 3 unexcused absences in a rolling month = verbal warning Additional unexcused absences = progressive discipline (written → final written → termination) Repeated monthly cycles = accelerated discipline up to termination
The work hours for your department are determined by business needs. Your immediate supervisor will advise you of your specific work shift. You will be expected to be in your assigned work area at the start of your shift. Example work hours are: 3.12 HOURS OF WORK & OVERTIME
1 Shift st Shop: 6:00am to 4:30pm Mon-Thurs Office: 8:00am to 4:30pm Mon-Fri 2 Shift nd Shop: 1:00pm to 11:30pm Mon-Thurs
You may be required to work overtime in order to meet business needs. Non-exempt employees will be paid overtime. Overtime pay is calculated at one and one-half (1½) times the employee’s regular hourly rate for all hours worked in excess of 40 hours in a workweek.
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EMPLOYMENT & WORKPLACE POLICIES
3.14 LEAVE OF ABSENCE POLICIES It is our policy to provide leaves of absence in compliance with federal and state laws, while also supporting company-specific needs and operational requirements. All leave requests must be submitted in writing to the employee’s supervisor and Human Resources as soon as practicable. Documentation may be required to support the request.
Eligible employees may take up to 12 weeks of unpaid, job-protected leave in a 12-month period under FMLA for: The birth, adoption, or foster of a child, To care for a spouse, child, or parent with a serious health condition, For the employee’s own serious health condition, Certain military family needs. Employees may also be eligible for up to 26 weeks of leave in a 12-month period to care for a covered servicemember with a serious injury or illness. During approved FMLA leave, group health insurance will be maintained on the same terms as if the employee had continued working. Employees are entitled to reinstatement to the same or an equivalent position at the end of FMLA leave, subject to limited exceptions under the law. Eligibility: Employees must have worked for TBA at least 12 months and 1,250 hours in the prior year. Employees must provide notice of the need for leave as soon as practicable. Certification of the need for leave may be required. 3.16 BEREAVMENT LEAVE Full-time employees may take up to two (2) paid days off for the death of a close relative (spouse, partner, child, parent, or sibling). Paid bereavement leave applies only to scheduled workdays. 3.15 FAMILY MEDICAL LEAVE ACT (FMLA)
3.17 DOMESTIC VIOLENCE LEAVE Employees who have worked for TBA at least three (3) months may take up to three (3) days of unpaid leave in a 12-month period if the employee or a family/household member is the victim of domestic violence. Leave may be used to seek legal, medical, counseling, or housing assistance. 3.18 PERSONAL LEAVE At its discretion, TBA may grant a personal leave of absence of up to 30 days. Personal leave is unpaid and does not guarantee reinstatement. Benefits may be continued if the employee pays their portion of premiums. 3.19 JURY DUTY LEAVE Employees will be provided time off for jury duty service as required by law. Employees are expected to report to work for any portion of the day they are excused by the court. 3.20 MILITARY LEAVE Employees called to active duty or required to attend training with the National Guard or Reserves are entitled to unpaid military leave in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and applicable
state law. Employees will be reinstated to employment as required by law following completion of military service.
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EMPLOYMENT & WORKPLACE POLICIES
3.21 COMPENSATION & PAY PRACTICES Employees are paid on a bi-weekly basis. Non-exempt employees are eligible for overtime pay in accordance with the Fair Labor Standards Act (FLSA). Exempt employees (salaried) are not eligible for overtime pay. Deductions from pay will only be made as required by law (such as taxes, Social Security, and court-ordered garnishments) or as authorized by the employee (such as benefit contributions).
3.22 PAYCHECKS Employees of Tampa Brass & Aluminum Corp. (TBA) are paid on a bi-weekly basis for all time worked in the prior pay period. Overtime: Non-exempt employees will be paid overtime in accordance with the Fair Labor Standards Act (FLSA) and applicable state law. Deductions: Required deductions include federal income tax, Social Security/Medicare, and any other deductions required by law. Pay Stubs: Each employee will receive a statement of earnings and deductions with each paycheck. Final Pay: Employees who resign or are terminated will receive their final paycheck on the next regular payday following their last day of work, consistent with applicable law. *We do NOT use Homebase for payroll, so you cannot us the advance pay features in the tool. 3.23 PAY DEDUCTIONS & SAFE HARBOR TBA adheres to all applicable federal and state laws regarding deductions from employee paychecks. Deductions may include, but are not limited to: Required taxes (federal, state, and local income tax, Social Security, Medicare). Court-ordered deductions such as wage garnishments.
Employee-authorized deductions TBA follows the Safe Harbor provisions of the Fair Labor Standards Act (FLSA) for exempt (salaried) employees. This means that if an improper deduction is made from an exempt employee’s salary, TBA will reimburse the employee promptly once the error is identified, and will take steps to ensure the deduction is not repeated. Employees who believe an improper deduction has been made from their pay should immediately notify Human Resources. Concerns will be reviewed and corrected as appropriate. Retaliation for reporting payroll concerns is strictly prohibited. 3.24 SEPARATION Employees who choose to resign are encouraged to provide at least two (2) weeks’ advance written notice to their supervisor. Upon separation from employment for any reason, employees must return all Company property, including but not limited to keys, security cards, tools, equipment, laptops, uniforms, and any confidential information. To the extent permitted by law, employees may be required to repay the Company (through payroll deduction, if lawful) for lost or damaged Company property. Final pay, including any accrued wages owed, will be provided in accordance with applicable law. Information regarding continuation of benefits (such as COBRA) will be provided, if eligible.
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EMPLOYEE BENEFITS
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Employee Benefits
TBA is committed to supporting our employees’ well-being by providing benefits that promote health, security, and work-life balance.
TBA offers eligible employees a range of benefits, including time-off, insurance, and retirement plans. Official plan documents and Summary Plan Descriptions (SPDs) govern all benefits, and if there is any conflict, the plan documents control. TBA reserves the right to modify or terminate benefits at any time. BENEFITS OVERVIEW TBA observes designated paid holidays each year. The holiday schedule is distributed annually prior to the start of the calendar year. Eligibility for holiday pay requires: Meeting the minimum hours-worked requirement established in Company policy. Working the scheduled shift immediately before and after the holiday unless excused in writing by management. Employees must work their scheduled shift immediately before and after a holiday, unless excused in writing by the Company. Employees scheduled to work on a recognized holiday will receive their regular rate of pay, unless total hours worked in the workweek exceed 40, in which case overtime will apply. 4.1 HOLIDAYS TBA provides paid vacation benefits to support employees’ health, well-being, and work-life balance. Eligibility & Accrual Available to regular full-time employees. Vacation accrues monthly based on length of service within the calendar year. Employees may carry over up to 20 hours into the next calendar year Vacation is not accrued during unpaid leave, short/long-term disability, or workers’ compensation leave. Use of Vacation Requests must be submitted to the supervisor at least two (2) weeks in advance. Time must be taken in minimum increments of four (4) hours. Scheduling conflicts will be resolved based on operational needs and, when necessary, length of service. Separation from Employment Accrued but unused vacation will be paid out at separation, in accordance with Company policy and applicable law. Employees terminated for cause may forfeit unused vacation. Any vacation taken in advance will be deducted from the final paycheck, as permitted by law. 4.2 PAID TIME OFF (PTO) & VACATION
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EMPLOYEE BENEFITS
Eligible employees may participate in TBA’s 401(k) retirement plan. Employees may make pre-tax contributions up to IRS limits. Company match or profit-sharing contributions, if offered, are described in the SPD. 4.5 RETIREMENT PLAN
4.6 LACTATION ACCOMODATION
F ull-time employees become eligible to enroll in TBA’s group insurance plans on the first day of the month following 60 days of continuous employment. Available plans include: Medical insurance Dental insurance Vision insurance Term life insurance (typically equal to one year’s base salary) Accidental Death & Dismemberment (AD&D) insurance Plan details, eligibility, and costs are provided in the official Summary Plan Descriptions (SPDs). In the event of a conflict, the official plan documents govern. 4.3 HEALTH & INSURANCE BENEFITS
In compliance with federal law, TBA provides: Reasonable break time for expressing breast milk for an infant child. A private location (other than a restroom), such as a designated room or private office. Where possible, lactation breaks should run concurrently with existing rest or meal periods. Employees will not face discrimination or retaliation for exercising this right.
4.7 GENERAL PROVISIONS
Eligibility for benefits varies by employee classification (full-time, part-time, temporary, or agency). Temporary employees receive all benefits, including time off and holiday observances, through their staffing agency. TBA reserves the right to modify, amend, or terminate any benefit program at any time. If there is a conflict between this handbook and the official plan documents or SPDs, the plan documents govern.
4.4 WORKERS’ COMPENSATION
All employees are covered under TBA’s Workers’ Compensation Insurance at no cost. All workplace injuries, no matter how minor, must be reported immediately to a supervisor. Workers’ Compensation provides medical and wage replacement benefits but does not guarantee a leave of absence. Employees needing time away must also request leave under Company procedures.
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WORKPLACE SAFETY
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Workplace Safety Program Safety is our shared responsibility. We commit to protecting ourselves and our coworkers by following safety rules, using proper protective equipment, and reporting hazards.
5.1 WORKPLACE SAFETY PROGRAM
Shared Accountability: Safety is everyone’s responsibility. By working together to identify and address risks, we can minimize accidents, protect one another, and ensure efficient operations.
The safety and well-being of our employees is our top priority. We are committed to providing a safe and healthy work environment, managing our operations in an environmentally responsible manner, and complying with all federal, state, and local regulations. Safety is not just compliance, it is a core value that drives productivity, morale, and business success. Our Safety Program is designed to prevent accidents and injuries, protect employees from workplace hazards, and promote a culture of safety throughout the company. This includes: Hazard identification, prevention, and reporting procedures Use of personal protective equipment (PPE) Emergency preparedness and fire protection Ongoing training, orientation, and safety education Regular review and updates of workplace safety rules and practices Roles and Responsibilities Management Commitment: TBA management is responsible for providing the leadership, resources, and training necessary to support a safe workplace. The Safety Director oversees program implementation, compliance, and continuous improvement. Employee Responsibility: Each employee is expected to follow safety rules, wear required PPE, participate in training, and immediately report unsafe conditions or hazards to their supervisor or the Safety Director without fear of reprisal. Employees must not perform tasks they believe are unsafe.
Program Objective The objective of this program is to:
1.Provide an accident- and injury-free workplace. 2.Protect employees, customers, and the general public. 3.Reduce costs and interruptions caused by accidents. 4.Make safety an integral part of daily operations and decision-making. TBA expects every employee to actively participate in maintaining a safe and healthy workplace. Willful or repeated violations of safety rules may result in disciplinary action, up to and including termination.
5.2 SAFETY PROGRAMS
TBA maintains written programs in compliance with OSHA and other regulatory requirements. Details are in the Safety Manual (Safety Director’s office). Annual training is provided for: Confined Space Policy & Procedures Hazard Communication (HazCom) Program
Lead Exposure Compliance Program Lockout/Tagout (Control of Hazardous Energy) Hearing Conservation Program
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WORKPLACE SAFETY PROGRAM
5.4 SAFE WORK PRACTICES
Lifting Procedures
Plan the path before lifting; remove obstructions. Test the weight before lifting; ask for help or use carts/hoists if needed. Bend at the knees, not the back; keep the load close to the body. Do not twist at the waist; pivot feet to change direction. Set objects down safely, in stages if needed. Safety Signs Obey all posted safety and traffic signs. Stop at the STOP sign when entering or exiting the plant lot. Company Equipment Do not tamper with electrical, pneumatic, or mechanical equipment. Only the Maintenance Department may perform repairs. Stop machinery and lockout/tagout in case of malfunction. Accident, Incident & Hazard Reporting Report all accidents, incidents, near misses, and hazards immediately to a Supervisor, Safety Director, or Management. Failure to report same-day may result in discipline. Employees may not decide if an incident is “minor” — all events must be reported. Fueling Vehicles Turn off vehicle before fueling. No smoking. Wash hands if fuel is spilled. Driving on Company Property Close doors, wear seatbelts, and obey all traffic patterns and signs. Use three-point contact when entering/exiting vehicles.
5.3 FACILITY & WORK AREA SAFETY
Housekeeping Keep walkways and stairways clear. Clean spills promptly; use caution signs for wet floors. Do not block exits or emergency equipment. Store items securely to prevent falling. Unpacking & Stocking Materials Use safety glasses and proper cutting tools when opening containers. Cut away from your body; watch for sharp edges. Store items flat on shelves with heavier loads on lower levels. Ladders & Step Ladders Inspect before use; do not use damaged ladders. Maintain three-point contact. Do not stand on top two rungs/steps. Do not move rolling ladders with someone on them. Hand Trucks & Carts Load heavy items low; secure the load if needed. Push, don’t pull; use a spotter when vision is obstructed. Do not exceed rated load capacity. Hand Tools & Powered Tools Keep blades sharp and tools in good repair.
Tag defective tools “Out of Service.” Do not use cords with exposed wires or damaged plugs. Disconnect power before servicing or adjusting tools.
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WORKPLACE SAFETY PROGRAM
5.5 EMERGENCY EVACUATION
If evacuation is needed, any manager/supervisor/area lead will page all areas (page key + * on an intercom phone) and announce three times: “Emergency! Evacuate the building immediately. Go to your designated area.” Alarms will also sound. Stop work and exit immediately by the nearest posted route, do not shut down machinery or collect personal items. Go directly to your designated assembly area. Do not leave company property, go to vehicles, smoke, or use cell phones during evacuation. Assembly areas: Machine Shop/Deburr/All Quality/Spray & Fuse: Front of building, southwest corner (grass side of main entrance drive). Foundry/Pattern Shop/Maintenance: Front of building, northwest corner (grass side of sand drive). Front Office/Visitors: Front of building, west side, between the two areas above. Accountability & roles: HR (all office areas, retrieves Visitor Sign-In) brings the SDS binder to the assembly area. If any designee is unavailable (e.g., 2nd/3rd shift), available supervisors coordinate coverage. Utilities (gas): Foundry Supervisor shuts the main gas valve (north outside wall; use the wrench above the fitting; turn clockwise to stop; leave the wrench in place while gas is off). If no Foundry Supervisor is present, Machine Shop Supervisor does this. After the all clear, Maintenance Manager and Foundry Supervisor close local gas lines; Maintenance reopens the main and confirms back; supervisors then authorize equipment restart per manufacturer instructions and monitor start-up. CNC restart check: Before production resumes, operators visually confirm no electrical shock hazards, no loose/broken tooling, and no broken/missing clamps. Re-entry: Only a Company Officer (CEO/President/CFO/COO) may give the all clear. No one re-enters before that. Evacuation drills occur at least annually. Keep aisles, exits, alarms, and extinguishers clear at all times. Designated personnel conduct sweeps and headcount: Maintenance Supervisor (2nd floor, lunch/bathrooms); Machine Shop Supervisor (all machine shop areas); Finishing Supervisor (Deburr/Assembly & Spray/Fuse); Foundry Supervisor (all foundry, maintenance, pattern shop); Quality Lead (Quality/NDT/Visual);
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SITE WORK RULES
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SITE WORK RULES
6.1 DRESS CODE Employees are expected to maintain a neat, safe, and professional appearance. Shop Floor: Employees must follow the dress code for their work area. Shirts must have sleeves, pants must be long and durable, and shorts are not permitted. Required footwear and PPE vary by area. Clothing that is loose or overly restrictive is not allowed. Office: Employees should wear clean, neat clothing appropriate for vendor and customer interaction. Jeans are permitted if free of holes or excessive wear. General: Clothing must be clean, free of holes, stains, or offensive graphics.
6.5 CLOCKING IN AND OUT OF E-2 Foundry and machine shop employees must clock in and out in E2 at shift start/end and for all required operations. Failure to record time accurately may result in disciplinary action, up to and including termination. action, up to and including termination. If you forget to clock in or out or notice an error, you must notify your supervisor or HR immediately so it can be corrected. All overtime MUST be approved in advance by a supervisor. Unauthorized overtime may result in discipline but will still be paid if worked. 6.4 TIMEKEEPING All employees must accurately record their time using the Company’s timekeeping system. General Requirements Employees must clock in at the start and end of their shift and clock out for unpaid meal periods if leaving the premises. Time must be recorded at the actual time worked; rounding or falsifying time records is strictly prohibited. Employees may not clock in or out for another employee. Doing so will result in disciplinary
6.2 PERSONAL PROTECTIVE EQUIPMENT (PPE)
All necessary PPE (such as non-prescription safety eye-wear, face protection, head protection, hand protection, arm protection, knee protection, hearing protection, respiratory protection, fall protection, etc.) Shall be furnished by the company. Employees have a duty to wear PPE provided by the company, PPE provided shall be worn in the manner it is intended by the manufacturer. Closed-Toe Safety Shoes : Required for all production employees and supervisors. No work may be performed without them. Ear Protection: Required in the Foundry at all times. Safety Glasses: Required throughout the plant with side shields, except in designated inspection areas. Unless specified at hire, TBA supplies the hand tools required for your position. Specific tools are issued through the tool room and must be signed out and returned at the end of each shift, unless your supervisor approves otherwise. 6.3 TOOLS
6.6 SMOKING
TBA is a smoke-free workplace in compliance with applicable law. Smoking or vaping (e- cigarettes) is prohibited in all buildings and indoor work areas, Company vehicles/equipment, and any area not specifically posted as a designated smoking area. Use only posted areas, remain at least 25 feet from entrances, air intakes, and fuel/chemical storage, and fully extinguish and dispose of materials in provided receptacles. Failure to follow this policy, or poor housekeeping in designated areas, may result in discipline, up to and including termination.
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