Employee Handbook

The Story

In the quiet suburbs of Roy, Utah, a young teenager named Tyler Davis embarked on a journey that would transform his curiosity into a thriving enterprise.

At just 15 years old, Tyler’s fascination with technology and creativity led him to discover the world of 3D printing. What began as a hobby in his family’s garage quickly turned into an obsession. Armed with a printer and countless hours of online tutorials, Tyler taught himself the intricacies of 3D printing—designing, prototyping, and troubleshooting his way into mastery.

Tyler’s first creations were small but impactful: custom figurines, replacement parts for household items, and unique gifts for friends and family. As his skills grew, so did his vision. He realized that 3D printing was not just a tool for hobbyists but a gateway to revolutionizing manufacturing and production. Inspired by the endless possibilities, Tyler decided to turn his passion into a business. At 16, he officially launched Forgely, a company dedicated to providing innovative, high-quality 3D-printed products.

A Family Affair

As Forgely gained momentum, Tyler’s father, Bill Davis, took notice of his son’s entrepreneurial spirit. Bill, a seasoned professional with years of experience in operations and business management, saw immense potential in Forgely’s growing success. Recognizing an opportunity to support his son while expanding the company’s reach, Bill joined the business, bringing with him strategic insight and a commitment to growth.

Together, Tyler and Bill transformed Forgely from a modest startup into a formidable force in the 3D printing industry. Under Bill’s guidance, the company scaled operations, growing from a single 3D printer in their garage to a fleet of over 50 state-of-the-art machines. They diversified their offerings, catering to both individual enthusiasts and large corporations.

Welcome

It is our privilege to welcome you to Forgely. We wish you every success in your new position, and we hope that you quickly feel at home. This Handbook was developed to describe some of the expectations we have for all our employees and what you can expect from us. We hope that your experience here will be challenging, enjoyable, and rewarding.

Again, welcome\!

Director of Operations

1.2 Introduction

You have gone through the interview process, you have signed a bunch of paperwork, and you are finally here at Forgely. Congratulations and welcome. Whether you have recently joined our team or have worked with us for some time, we are excited to be working with you\! Your performance will be an integral part of Forgely's future success. To help you perform at your full potential and create a safe and enjoyable work environment, we are providing you this Employee Handbook to inform you of the many important aspects of your employment and help guide you along the way.

We operate in numerous states within the United States. State, local, and federal employment laws change with some frequency, either because of a judicial decision or new legislation or regulations. Although we seek to monitor the laws in all states where we have employees, our Handbook may not always reflect the very latest requirements. We are, of course, committed to complying with all applicable laws. If you have specific questions, please contact your supervisor or Bill Davis.

There are a few things to keep in mind when reading this Employee Handbook. This document is not the comprehensive compilation of all company policies and procedures and does not cover all possible circumstances and exceptions that may arise. Many of the policies summarized in this handbook are covered in more detail in other official documentation. Consult such documentation for additional information regarding specific company policies. Please address any specific questions regarding company policies and procedures to your supervisor or such designated company officer or manager.

This Employee Handbook is not a contract. This Handbook does not create a contract, express or implied, guaranteeing you a specific term of employment, nor does it obligate you to continue your employment for a specific time frame. The purpose of the Handbook is simply to provide you with a convenient explanation of present policies and practices at Forgely. This Handbook is an overview or guideline. It cannot cover every matter that might arise in the workplace. For this reason, specific questions regarding the applicability of a policy or practice should be addressed to the Human Resources Department or such designated company officer or manager.

Forgely reserves the right to modify any of our policies, including those covered in this Handbook, at any time. We will seek to notify you of such changes by email and other appropriate means. However, such notice is not required for changes to be effective.

As an employee you have an obligation to keep the information provided to you in this Employee Handbook private. Do not discuss or distribute the contents of this document with persons who are not employees, officers, or otherwise privy to this information through an affiliation with Forgely.

Please take time to thoroughly read through and review this Employee Handbook, noting how each section relates to your employment. Please pass along any questions or concerns you may have to your immediate supervisor. We look forward to a harmonious and mutually rewarding relationship with you and are confident you will find your experience with us doubly rewarding.

1.3 Purpose of this Handbook

This handbook has been prepared to inform new employees of the policies and procedures of this company and to establish the company’s expectations. It is not all-inclusive or intended to provide strict interpretations of our policies; rather, it offers an overview of the work environment. This handbook is not a contract, expressed or implied, guaranteeing employment for any length of time, and is not intended to induce an employee to accept employment with the company.

The company reserves the right to unilaterally revise, suspend, revoke, terminate or change any of its policies, in whole or in part, whether described within this handbook or elsewhere, in its sole discretion. If any discrepancy between this handbook and current company policy arises, conform to current company policy. Every effort will be made to keep you informed of the company’s policies, however we cannot guarantee that notice of revisions will be provided. Feel free to ask questions about any of the information within this handbook.

1.4 At-Will Employment

Employment at Forgely is at-will. An at-will employment relationship can be terminated at any time, with or without reason or notice by either the employer or the employee. The at-will employment status of each employee cannot be altered by any verbal statement or alleged verbal agreement of company personnel. It can only be changed by a legally binding, written contract covering employment status. An example of this would be a written employment agreement for a specific duration of time.

1.5 Dispute Arbitration

In return for Company's promise to do the same, your continued employment, and other benefits conferred through the employment relationship, you the employee (hereinafter, "you", "your") promise to submit to binding arbitration all claims, disputes, or controversies with the Company and its officers, directors, and employees arising out of or relating to your employment relationship with Company, including disputes related to your wages and benefits, your termination, intellectual property rights, confidentiality, and any breach of this agreement, to be decided by an independent, mutually agreed upon arbitrator and any Company arbitration policy or agreement.

2. Work Place Commitments

2.1 Equal Opportunity Employment

This company is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment based on an individual’s race, color, religion, creed, sex, sexual orientation, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline and termination.

Whenever possible, the company makes reasonable accommodations for qualified individuals with disabilities to the extent required by law. Employees who would like to request a reasonable accommodation should contact your supervisor or Bill Davis.

2.2 Immigration Compliance

Forgely is committed to complying with federal laws and regulations concerning verification of employment eligibility and record-keeping for employees hired to work in the United States. As a condition of employment, every individual must provide satisfactory evidence of his or her identity and legal authority to work in the United States on his or her first day of employment with the company. Anyone with questions regarding any aspect of employment and/or identity verification should contact your supervisor or Bill Davis.

2.3 Drug-Free/Alcohol-Free Environment

Forgely is committed to providing their employees with a drug and alcohol-free environment. Employees are prohibited from unlawfully consuming, distributing, possessing, selling, or using controlled substances while on duty. In addition, employees may not be under the influence of any controlled substance, such as drugs or alcohol, while at work, on company premises or engaged in company business. Prescription drugs or over-the-counter medications, taken as prescribed, are an exception to this policy.

Anyone violating this policy may be subject to disciplinary action, up to and including termination.

2.4 Non-Harassment Policy / Non-Discrimination Policy

This company prohibits discrimination or harassment based on race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Everyone has the right to work in a professional atmosphere that promotes equal employment opportunities and is free from discriminatory practices, including, without limitation, harassment. Consistent with its workplace policy of equal employment opportunity, the company prohibits and will not tolerate harassment based on race, color, religion, creed, sex, sexual orientation, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Violations of this policy will not be tolerated.

Discrimination includes, but is not limited to: making any employment decision or employment-related action based on race, color, religion, creed, age, sex, disability, sexual orientation, national origin, marital or veteran status, or any other status protected by applicable law.

Harassment is generally defined as unwelcome verbal or non-verbal conduct, based upon a person’s protected characteristic, that denigrates or shows hostility or aversion toward the person because of the characteristic, and which affects the person’s employment opportunities or benefits, has the purpose or effect of unreasonably interfering with the person’s work performance, or has the purpose or effect of creating an intimidating, hostile or offensive working environment. Harassing conduct includes, but is not limited to: epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts; or denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on their protected characteristic.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct of a sexual nature, when:

1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
1. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
1. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Examples of sexual harassment include: unwelcome or unsolicited sexual advances; displaying sexually suggestive material; unwelcome sexual flirtations, advances or propositions; suggestive comments; verbal abuse of a sexual nature; sexually-oriented jokes; crude or vulgar language or gestures; graphic or verbal commentaries about an individual’s body; display or distribution of obscene materials; physical contact such as patting, pinching or brushing against someone’s body; or physical assault of a sexual nature.

2.5 Complaint Procedure

Any company employee who feels that he or she has been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of his or her supervisor or Human Resource manager. The company will promptly investigate all allegations of discrimination and harassment, and take appropriate action based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible and permitted by law, and the company will take appropriate action based on the outcome of the investigation.

No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for participating in good faith in an investigation pursuant to these policies. If an employee feels he/she has been retaliated against, the employee should file a complaint using the procedures set forth above.

2.6 Open-Door Policy

Forgelyhas an open-door policy and takes employee concerns and problems seriously. We value each employee and strive to provide a positive work experience. Employees are encouraged to bring any workplace concerns or problems they may have or know about to their supervisor or another member of management.

3. Employment Classification

The following terms will be used to describe employment classification and status. Under state and federal wage and hour laws, including the Fair Labor Standards Act ("FLSA"), all Company employees are either classified as exempt or nonexempt.

3.1 Exempt Employee

Employees are exempted from the minimum wage and overtime provisions of the FLSA by holding positions that satisfy the criteria under the act. These employees are generally executives, managers, professionals, administrators, and technical staff who receive salaries or sales commissions.

3.2 Nonexempt Employees

Nonexempt employees are those eligible for overtime pay of 1.5 times their regular hourly rate of pay for all hours worked over 40 hours per week. All overtime must be approved in advance. Employees should consult their Human Resource manager if they have questions regarding their classification as a nonexempt employee.

3.3 Full Time Employees

Full-time employees are those who are regularly scheduled to work at least 40 hours per week and are not hired on a temporary basis.

3.4 Part Time Employees

Part-time employees are those who are regularly scheduled to work fewer than 40 hours per week that are not hired on a temporary basis. Part-time employees are not eligible for company paid benefits, with the exception of the SIMPLE IRA retirement savings plan. Part-time employees become eligible for the employer match after working 500 hours in a calendar year.

3.5 Temporary Employee

Employees hired for an interim period, usually to fill in for vacation, leaves of absence, holiday seasons, or limited duration projects. Temporary employees are not eligible for company paid benefits, except as required by law.

Temporary employees may work either part-time or full-time, but generally are scheduled to terminate by a certain date. Temporary employees who remain on duty past the scheduled termination remain classified as temporary. Only Human Resources may change an employee’s temporary status.

4. Company Policies and Procedures

4.1 Code of Professional Conduct

This company asks that its employees adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between coworkers and supervisors is expected. Individuals who act in an unprofessional manner may be subject to disciplinary action.

4.2 Confidentiality

To maintain a competitive advantage in its industry, Forgely requires that employees sign a confidentiality agreement as a condition of employment and keep certain information related to Company and those with which Company conducts business strictly confidential. Employees are prohibited from disclosing "Confidential Information", as defined below, to any external parties without prior Company authorization or to other Company employees, independent contractors, or consultants that do not have a legitimate business reason to know such information. External parties include any person or entity besides Company's employees, representatives, and authorized agents. Employees must maintain confidentiality in all locations, all modes of communication, and at all times, continuing indefinitely after termination of their employment relationship with the Company. Employees are responsible for knowing what information should be treated as Confidential Information and should consult their supervisor for clarification if in doubt.

Confidential Information - Includes information that relates to Company, its operations, or technology that is generally not known to the public and includes, without limitation, the following: trade secrets, business plans, business strategies, bids, marketing plans, financial information, costs, pricing, employee compensation, attorney communications, projections, and investments. Confidential Information also includes information you receive from others that Company has an obligation to treat as confidential, including without limitation, information from Company's vendors, suppliers, and current and prospective customers and clients.

You can help Forgely safeguard its Confidential Information by adhering to the following guidelines:

• Do not discuss Confidential Information in public places.

• When discussing Confidential Information, or matters that are potentially Confidential Information, be aware of who is around you and consider whether they have a specific need to know such.

• Do not take hard copies of Confidential Information off Company premises unless absolutely necessary. If you do, be sure to keep such information in a safe and secure place.

• Keep electronically-stored Confidential Information password protected, and store hard copies out of sight in secure locations.

• Shred or tear up hard copies of Confidential Information before disposing in the trash.

• Do not share or disclose information in any way that could be construed as or appear to be insider trading.

4.3 Conflict of Interest

Employees are required to avoid conflicts of interest. This means employees must avoid activities, relationships, and situations that may cause them to put their personal interests ahead of Company's. It is important that employees act in the best interests of Forgely at all times, and for this reason, employees must take measures to avoid even the appearance of having conflicts of interest. You must disclose any actual or potential conflicts of interest to a Human Resources manager, including actual or potential conflicts of interest held by another employee that such employee fails to disclose. In general, you can avoid conflicts by not using or appearing to use Company's Confidential Information, Forgely property, or business opportunities for your own personal gain.

The following are examples of situations which may create, or appear to create, a conflict of interest:

• Situations that you may have a personal financial interest in transactions or business activities of Company or Company's competitors, clients, customers, or suppliers.

• Situations where, although you do not have a personal financial interest, you may nonetheless obtain some other personal gain or advantage resulting from transactions or business activities of Company or Company's competitors, clients, customers, or suppliers.

• Situations where you consult for or otherwise have a separate business relationship with a Company competitor, client, customer, or supplier outside of your normal employment role for Company.

• Accepting any benefit, including gifts, services, entertainment, or favors, from a Company competitor, client, customer, supplier, government entity, or other organization relating to your relationship with Company outside of your regular employment benefits from Company.

• Situations where you are responsible for hiring, managing, or otherwise working with your own family members or persons of close relation to you, whether such persons are other employees or have a different business relationship with Company, for instance as contractors, consultants, clients, customers, or suppliers.

You are required to consult your Human Resources manager if you are unsure about whether you have a conflict of interest or the appearance of a conflict of interest. When a conflict of interest is found to exist, or appears to exist, you must work with your Human Resources manager and/or the manager supervising the relevant business activities to remove yourself from the situation as much as possible, including creating an effective screening plan, if necessary.

4.4 Employment of Minors

is regulated and adheres to State and Federal child labor laws. Including those of FLSA, which is designed to protect minor employees’ health, safety, and educational opportunities while employed. Among other things, these laws prohibit employment of minors less than 14 years for nonagricultural jobs as well as restricting minors’ maximum work hours and occupation in hazardous positions. The FSLA also sets subminimum wage rates for specific class of minors, students, and disabled persons. If you think you may fall into one of these classes, notify a Human Resources Manager to discuss your options.

4.5 Employment Eligibility

In compliance with Federal law, all new employees must complete the U.S. Citizenship and Immigration Services (USCIS) Form I-9 no later than their first date of hire, to verify identity and employment authorization. Forgelywill verify proper completion of Form I-9. You will verify your identity and eligibility by providing documentation as specified on the last page of the form. Forgely will not file Form I-9 with USCIS, but will retain and store the completed Form I-9 either for three years after the date of hire or for one year after employment termination, whichever is later.

4.6 Privacy

Employees and employers share a relationship based on trust and mutual respect. However, Forgely retains the rights to access all company property including computers, desks, file cabinets, storage facilities, and files and folders (electronic or otherwise) at any time. Employees should not entertain any expectations of privacy when on company grounds or while using company property.

All documents, files, voice-mails and electronic information, including e-mails and other communications, created, received, or maintained on or through company property are the property of the company, not the employee. Therefore, employees should have no expectation of privacy over those files or documents.

4.7 Personnel Files

Forgely maintains confidential employee records and files according to law. Supervisors and managers may only have access to an employee's file with a legitimate business need to know and as permitted by state law. Unless otherwise required by state law, current and former employees may generally be granted access to their files upon providing reasonable notice.

All employee files must be reviewed under supervision of the records keeper during regular business hours inside of the office or department where they are normally stored and may not be taken off company property. You may not tamper or remove any part of your employee file; however, you may make copies of any information you have provided to Company that have your signature affixed, as permitted by state law.

Should you dispute any item in your file, you are permitted to make a signed and dated written statement of your dispute that will become part of your file as well.

The company will grant government agents and entities limited access to employee files when and as required by law.

An employee file is comprised of documents and information relation to each employee's relationship with Forgely, including among other items the employment application, employment history verification documents, resumes, background checks, emergency contact information, contracts of employment, tax forms, payroll and benefits information, and performance reviews, if any of these should exist and according to company policy.

You are required to notify a human resources or payroll manager, as applicable, should any information previously provided to Company should change, including information provided on an employment application or form, insurance form, or tax form. Misrepresenting information in your employee file, or failing to correct a known mistake in your file, is grounds for discipline, possibly including immediate termination.

At Forgely's sole discretion, you may provide a written and signed release for Forgely to disclose information in your employee file to an outside entity requesting access.

4.8 Company Property

Forgely property, such as equipment, vehicles, telephones, computers, and software, is not for private use. These devices are to be used strictly for company business, and are not permitted off grounds unless authorized. Company property must be used in the manner for which it was intended. Upon termination, employees are required to surrender any company property they possess.

Company computers, Internet and e-mails are a privileged resource, and must be used only to complete essential job-related functions. Employees are not permitted to download any “pirated” software, files or programs and must receive permission from a supervisor before installing any new software on a company computer. Files or programs stored on company computers may not be copied for personal use.

If phones are provided, they are for business use. The company requests that employees not receive personal calls while on duty. If urgent, please keep personal calls to a minimum and conversations brief. Personal long-distance calls are not permitted.

Employees are reminded that they should have no expectation of privacy in their use of company computers or other electronic equipment.

Violations of these policies may result in disciplinary action.

4.9 Return of Company Property

Employees must return all Forgely property in their possession upon ending employment with the company. Unless otherwise notified, Forgely property includes ID cards, uniforms, cell phones, laptops, electronics, office supplies, etc., and all other tangible items in your possession that Forgely owns.

5. Attendance Policies

5.1 General Attendance

The company maintains normal working hours. Hours may vary depending on work location and job responsibilities. Supervisors will provide employees with their work schedule. Should an employee have any questions regarding his/her work schedule, the employee should contact their supervisor.

The company does not tolerate absenteeism without excuse. Employees who will be late to or absent from work should notify a supervisor in advance, or as soon as practicable in the event of an emergency. Chronic absenteeism may result in disciplinary action, up to and including termination.

Employees who need to leave early, for illness or otherwise, should inform a supervisor before departure. Unauthorized departures may result in disciplinary action, up to and including termination.

5.2 Tardiness

Employees are expected to arrive on time and ready for work. Any employee who arrives 6 minutes after their scheduled arrival time is considered tardy. The company recognizes that situations arise which may hinder punctuality; regardless, excessive tardiness is prohibited, and may be subject to disciplinary action, up to and including termination.

5.3 Breaks/Rest Periods

When working conditions permit, and pending supervisor’s approval, employees are entitled to two 15-minute breaks for every 8 hours worked. Employees working more than 4.5 hours, but less than 8 hours will be entitled to one 15-minute break. Employees will remain on the clock for their 15-minute rest period.

Meal periods are for 30 minutes, and must be approved by the supervisor in some areas. Meal periods will be granted to employees working more than 6 hours. Employees are required to clock out for meal periods.

5.4 Lactation Break

Federal law requires an employee with a nursing child to receive a reasonable amount of break time to express breast milk for her child for up to one year after a child’s birth at any time when the employee needs to do so. You will not receive pay when taking breaks for such purposes. Forgely will provide a private, safe, and sanitary place other than a bathroom or toilet stall to express milk. However, employers with less than 50 employees may be exempted from some of these requirements if they would impose an undue hardship by causing the employer significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the employer’s business.

6. Leave Policy

6.1 Military Leave

Forgelystrives to provide job security and prevent discrimination against employees engaged in military service. Eligible employees that are members of the Uniformed Services of the United States are entitled to military leave to participate in active or inactive duty, training, or fitness examinations, including but not limited to those in the Armed Forces, the Army National Guard, the Air Force National Guard, state militias, or reservists. Military leave is granted according to state and federal law for employees that satisfy the pertinent legal requirements. You may be entitled to continued health insurance or paid or unpaid leave for a period of time during leave. You must provide your supervisor with as much advance notice as possible before taking military leave and return to work within the timeframe prescribed by law after your service ends.

In accordance with state and federal law, it is against Company policy to discriminate against an employee or applicant for employment on the basis of that person's membership or other service to the Uniformed Services of the United States, including denying such person employment, reemployment, promotion, compensation, or other benefit. No such person may be retaliated against for exercising his or her rights as a military service member under law or Company policy. Contact a human resources manager immediately if you believe you have been the subject of discrimination, retaliation, or harassment on the basis of your military membership. Also, contact Human Resources to request detailed information regarding your eligibility for military leave or for other related inquiries.

6.2 Voting Leave

Each employer shall allow any voter to be absent from service or employment on Election Day for not more than two hours between the time the polls open and close. The voter shall apply for leave of absence before Election Day. The employer may specify the hours during which the employee may be absent. If the employee requests the leave of absence at the beginning or end of the work shift, the employer shall grant the request.

The employer may not deduct from an employee’s usual salary or wages because of the absence.

This does not apply to an employee who has three or more hours between the time polls open and close during which the employee is not employed on the job.

6.3 Jury Duty Leave

If called for jury duty after completing one year of service, the Company will reimburse you for the difference between your jury duty pay and the amount you would have earned at your regular rate of pay had you not been called for jury duty.

The maximum number of days for which this benefit applies will be 5 work days during one calendar year. For one year of service for any jury duty service in excess of 5 work days in one calendar year, you will receive unpaid leave of absence for such additional days of actual jury service.

The Company will require documentation of the dates of jury service. Employees will be reimbursed for jury duty services in accordance with this policy as long as they endorse their jury duty check to the Company and provide the required documentation. The company will then issue a payroll check to the employee for the appropriate number of days.

6.4 Family Medical Leave Act

FMLA is a federal law that allows our team members who meet certain eligibility requirements to take up to 12 weeks leave during a 12-month period to fulfill family obligations or to care for certain medical conditions. Military caregiver leave (Covered Service Member Leave) up to 26 weeks during a 12-month-period may be taken to care for a covered service member with a serious injury or illness.

FMLA Eligibility

To qualify to take family or medical leave, the team member must meet the following conditions:

• The team member must have worked for the Company for 12 months or 52 weeks
• The team member must have worked at least 1,250 hours during the 12-month period immediately before the date when the leave is requested to commence
• The team member must work in a work site where 50 or more team members employed by the Company live within 75 miles of that office or work site. The distance is to be calculated by using available transportation by the most direct route

__

FMLA Qualified Reason for Leave__

• The birth of a child and to care for that child
• The placement of a child for adoption or foster care and to care for a newly placed child
• To care for a spouse, child or parent with a serious health condition (under FMLA, “spouse” means a husband or wife as defined under the law in the state where the team member resides, including same-sex marriages in states that legally recognize such civil unions)
• For a serious health condition that makes the team member unable to perform the functions of the team member’s position
• Qualifying exigency leave for families of members of the National Guard or Reserves or of a regular component of the Armed Forces when the covered military member is on covered active duty or called to covered active duty
• Military caregiver leave (also known as covered service member leave) to care for an injured or ill service member or veteran

__

Returning following FMLA__

Before you return to work after your own serious health condition, you will be required to provide a medical certification from your healthcare provider stating that you are able to resume work. To the extent required by law, you will be reinstated to the same position you held at the start of the leave or to a position with equivalent benefits, pay, and other terms and conditions of employment. You will not retain these same reinstatement rights, however, if your position would have been eliminated or restructured had you not been on leave. In that case, every effort will be made to provide you with an available position that is as close as possible to your previous position. Failure to immediately return upon expiration of your leave may be considered a voluntary termination of your employment.

6.5 Bereavement Leave

The loss of a loved one is difficult. In the event of a death of an immediate family member, bereavement leave is available for time off to attend to funeral arrangements and grieve. Up to 3 days of bereavement leave may be granted as paid time off each calendar year.

Immediate Family Members include, spouse or significant other, children, step-children, or other dependents living in your home, parents, step-parents, in-law parents, in-law step-parents, son-in-law, daughters-in-law, grandparents, grandchildren, or siblings.

6.6 Leave of Absence

Regular full-time employees may request an unpaid leave of absence after exhaustion of paid leave (if applicable). A request for a leave of absence must be submitted in writing in advance to the employee’s immediate supervisor.

Leave of absences that are granted are unpaid, and will not be considered until an employee has exhausted all appropriate accrued leave balances (if applicable). Continuation of employee benefits during a leave of absence will be addressed on an individual basis, as required by law.

6.7 Maternity/Paternity Leave

Forgely believes that both parents should be entitled to the same leave opportunities upon the arrival of a new child to their family (biological, adopted, or foster).

Eligibility

To be eligible, an employee must meet the minimum eligibility requirements for leave under the Family Medical Leave Act (the “FMLA”); namely, the employee must have been employed with the company for at least one year and worked at least 1250 hours with the company over the past 12 months.

Paid Leave

Employees who meet the eligibility requirements will qualify for up to (40) hours of paid maternity/paternity time off.

Un-Paid Leave

If an employee wishes to extend leave past the period allowed under the paid leave provision of the policy, an additional period of unpaid leave may be applied for up to 12 weeks.

Adoption

An eligible employee will be required to furnish documentation, such as a letter from an adoption agency, or from the attorney in cases of private adoptions.

Requesting Maternity/Paternity Leave

In the event that you require leave under this policy, contact Human Resources as soon as possible for additional details and to provide appropriate documentation.

7. Your Pay

7.1 Payment of Wages

Employees are paid on a Bi-Weekly basis for regular wages due. Payday will be every other Thursday. Employees will be paid on the last business day prior to any payday that happens to fall on a holiday.

You are required to participate in direct deposit. Your paycheck will be automatically deposited in your bank account via direct deposit. Forms for direct deposit are available upon hire from your Human Resources manager.

7.2 Overtime Pay

Non-exempt employees will be paid overtime according to FLSA and state law. Due to the nature of our business, you may be expected to work overtime. Non-exempt employees will receive one and one-half times your regular rate of pay for every hour over 40 hours in the workweek.

All overtime hours by hourly non-exempt team members must have all overtime approved in advance.

7.3 Payroll Deductions

The law requires us to make certain deductions from your paycheck, such as Federal Income Tax withholding, Medicare, and Social Security taxes. In addition, you may authorize automatic deductions to cover costs for your portion of health insurance premiums, IRA contributions, flexible spending plan contributions, and other benefits. If you have questions concerning your paycheck, contact your supervisor or Bill Davis.

7.4 Information

It is important your personnel records be kept up-to-date. It is your responsibility to notify Human Resources of any changes in personal information. This information includes mailing address, telephone number(s), name(s) and number(s) of dependents, marital status (if a change in status will change your tax withholding or benefit eligibility or use), tax withholding, emergency contact individuals, educational accomplishments, etc. When you have any changes in your personal information, please submit a written request to your supervisor of changes.

8. Employee Benefits

8.1 Health Insurance

The company makes group health benefits available to eligible employees and their family members. Eligible employees are full-time employees who have worked for at least 2 months. Part-time employees are eligible if they work at least 30 hours per week and have been employed for 2 months.

Health benefits are paid in part by the company. The remainder of the costs is the employee’s responsibility. Employees can receive details about benefits provided, contribution rates and eligibility from your Human Resource manager.

8.2 Vision Insurance

The company makes group vision benefits available to eligible employees and their family members. Eligible employees are full-time employees who have worked for at least 2 months. Part-time employees are eligible if they work at least 30 hours per week and have been employed for 2 months.

Vision benefits are paid in part by the company. The remainder of the costs is the employee’s responsibility. Employees can receive details about benefits provided, contribution rates and eligibility from your Human Resource manager.

8.3 Retirement Plan

The company establishes a SIMPLE IRA plan (Savings Incentive Match PLan for Employees of Individual Retirement Accounts) so that employees may save a portion of their earnings for retirement. Full-time employees are eligible to participate from their date of hire. Part-time employees become eligible for the employer match after completing 500 hours of service in a calendar year. Employees may elect to make salary reduction contributions up to the maximum amount allowed by federal law.

Forgely offers SIMPLE IRA matching contributions. The company will match 100% of employee contributions up to 3% of the employee's compensation.

All employees are 100% vested in their SIMPLE IRA at all times. The company reserves the right to modify or terminate any or all of its retirement benefits or to change benefit providers at any time with or without notice.

8.4 Workers’ Compensation

As required by law, the company provides workers’ compensation benefits for the protection of employees with work-related injuries or illness.

Workers’ compensation insurance provides coverage to employees who experience job-related injuries or illness. If an employee is injured or becomes ill as a result of his/her job, it is the employee’s responsibility to immediately notify a supervisor of their injury in order to receive benefits. Report every illness or injury to a supervisor, regardless of how minor it appears. The company will advise the employee of the procedure for submitting a workers’ compensation claim. If necessary, injured employees will be referred to a medical care facility. Employees should retain all paperwork provided to them by the medical facility. Failure to report a work-related illness or injury promptly could result in a denial of benefits. An employee’s report should contain as many details as possible, including the date, time, description of the illness or injury, and the names of any witnesses.

A separate insurance company administers the workers’ compensation insurance. Representatives of this company may contact injured employees regarding their benefits under the plan.

9. Work Performance

9.1 Expectations

The company expects every employee to act in a professional manner. Satisfactory performance of job duties and responsibilities are essential to this expectation. Employees should attempt to achieve their job objectives, and act with diligence and consideration at all times. Poor job performance can result in disciplinary action, up to and including termination.

9.2 Performance Review

The company may periodically evaluate an employee’s performance. The goal of a performance review is to identify areas where an employee excels and areas that need improvement. The company uses performance reviews as a tool to determine pay increases, promotions and/or terminations.

All performance reviews are based on merit, achievement and other factors that may include, but are not limited to:

• Quality of work
• Attitude
• Knowledge of work
• Job skills
• Attendance and punctuality
• Teamwork and cooperation
• Compliance with company policy
• Past performance reviews
• Improvement
• Acceptance of responsibility and constructive feedback

Employees should note that a performance review does not guarantee a pay increase or promotion. Written performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations or any subsequent change in employment status, position or pay does not alter the employee’s at-will relationship with the company.

Forward any questions about performance expectation or evaluation to the supervisor conducting the evaluation.

9.3 Insubordination

Supervisors and employees should interact with mutual respect and common courtesy. Employees are expected to take instruction from supervisors or other persons of authority. Failure to comply with instructions or unreasonably delaying compliance is considered insubordination. Acts of insubordination are subject to disciplinary action, up to and including termination.

If an employee disagrees with a supervisor, the employee should first try to mediate the situation by explaining their position. If possible, a compromise might be met, and accusations of insubordination avoided.

10. Disciplinary Action & Termination

10.1 Grounds for Disciplinary Action

The company reserves the right to discipline and/or terminate any employee who violates company policies, practices or rules of conduct. Poor performance and misconduct are also grounds for discipline, up to and including termination.

The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that this company does not tolerate. These actions include, but are not limited to:

• Engaging in acts of discrimination or harassment in the workplace;
• Possessing, distributing or being under the influence of illicit controlled substances;
• Being under the influence of a controlled substance or alcohol at work, on company premises, or while engaged in company business;
• Unauthorized use of company property, equipment, devices or assets;
• Damage, destruction or theft of company property, equipment, devices or assets;
• Removing company property without prior authorization or disseminating company information without authorization;
• Falsification, misrepresentation or omission of information, documents or records;
• Lying;
• Insubordination or refusal to comply with directives;
• Failing to adequately perform job responsibilities;
• Excessive or unexcused absenteeism or tardiness;
• Disclosing confidential or proprietary company information without permission;
• Illegal or violent activity;
• Falsifying injury reports or reasons for leave;
• Possessing unauthorized weapons on premises;
• Disregard for safety and security procedures;
• Disparaging or disrespecting supervisors and/or co-workers; and
• Any other action or conduct that is inconsistent with company policies, procedures, standards or expectations.

This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate every act that could lead to disciplinary action. The company reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.

10.2 Procedures

Disciplinary action is any one of a number of options used to correct unacceptable behavior or actions. Discipline may take the form of oral warning, written warnings, probation, suspension, demotion, discharge, removal or some other disciplinary action in no particular order. The course of action will be determined by the company at its sole discretion as it deems appropriate.

10.3 Resignation

If you choose to leave Forgely, we request a minimum of two weeks written notice of resignation. Please submit your resignation to your direct supervisor and submit a copy to your supervisor.

10.4 Termination

Employment with the company is on an at-will basis and may be terminated voluntarily or involuntarily at any time.

Upon termination, an employee is required:

• To continue to work until the last scheduled day of employment;
• To turn in all reports and paperwork required to be completed by the employee when due and no later than the last day of work;
• To return all files, documents, equipment, keys, access cards, software or other property belonging to the company that are in the employee’s possession, custody or control, and turn in all passwords to his/her supervisor;
• To participate in an exit interview as requested by your supervisor or Bill Davis.

10.5 Final Paycheck

Employees who terminate employment (voluntary) with the company will be given their final paycheck on the next regularly scheduled payday. Should the employee be unable to personally retrieve their paycheck, it will be mailed to the address on file.

Employees who have their employment terminated (involuntary) with the company will be given their final paycheck within 24 hours. Should the employee be unable to personally retrieve their paycheck, it will be mailed to the address on file.

10.6 COBRA Continuation of Health Benefits

Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), a qualified employee who terminates employment (for reasons other than gross misconduct on the employee’s part) or who loses health and dental coverage due to a reduction in work hours may temporarily continue group health and dental coverage for him/herself, his/her spouse, and any covered dependent children at the full premium rate plus administrative fees. That eligibility normally extends for a period of eighteen (18) months from the qualifying date. For more information regarding COBRA health insurance benefits, contact Bill Davis at bill@forgely.co.

11. Summary

11.1 Summary

We hope this Reference Guide has answered many of your questions regarding employment with Forgely and continues to be a useful resource for you as questions arise in the future. We realize that a reference guide cannot answer every question, so, we remind you that your supervisor is there as a resource to answer your questions and welcomes your comments and suggestions. At Forgely, our goals and expectations are high, but we believe in your ability to achieve and contribute at a high level. We are excited you are part of our team and look forward to the challenges we will overcome and rewards we will share together.

Standard Operating Procedures: For step-by-step work procedures (like inventory recount), see the SOP section below.

📋 Standard Operating Procedures

Step-by-step procedures for daily store operations. These are separate from the Employee Handbook above.

Inventory Recount

Purpose: Keep inventory counts accurate so we know what's on the shelf when customers order. This process is done periodically (weekly or as assigned).

Tools Needed:

• Exatouch handheld device (for adjusting stock counts)
• Phone/tablet with the employee dashboard — go to the Recount page
• Your own two eyes and counting skills

Step-by-Step:

1. Select your name on the Employee page. This takes you to the Recount checklist.
2. Go to the shelf. Find the first unchecked item on your list. Note the item name and Exatouch stock shown on the dashboard (this is just a reference — what Exatouch thinks we have).
3. Count what's actually on the shelf. Physically count every unit of that item. Include opened boxes, loose spools/units — everything.
4. Adjust stock on your Exatouch handheld. If the physical count is different from what Exatouch shows, enter the real count on the handheld. This is what updates our system — this is the important part.
5. Check it off on the dashboard. On your phone, tap the checkbox next to that item. This marks it as done and records your name + timestamp.
6. Repeat. Work through the list until every item is checked off. Use the filters to narrow by brand or type if you're working in a specific area of the store.
7. Done? Notify your supervisor. When you finish, the dashboard will show "Recount Complete." Let your supervisor know you're done.

What happens next: A system check compares your Exatouch adjustments the next day to verify the changes were saved correctly. If anything looks off, your supervisor will follow up with you.

Tips:

• Count carefully — accuracy matters more than speed.
• If an item isn't where it should be, check nearby shelves or ask a coworker before marking it zero.
• Don't skip items. If nothing is on the shelf, enter 0 on the Exatouch handheld and check it off.
• You can pause and resume — your progress is saved.

📚 Employee Handbook
Looking for company policies, benefits, attendance, or HR info? Back to the Employee Handbook ↑

Version: 1.0  |  Last Updated: April 4, 2026  |  Contact your supervisor with questions.