Alpena Oil Company

1.    EQUAL EMPLOYMENT OPPORTUNITY

6.    HEALTH INSURANCE

7.      PAID MEDICAL LEAVE

Up to 40 hours of Paid Medical Leave shall be accrued and be available to Eligible Employees, during a calendar year to be used ONLY for the following reasons (not vacation):

A.     The eligible employee’s mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment of the eligible employee’s mental or physical illness, injury, or health condition; or preventative medical care for the eligible employee.

B.     The eligible employee’s family member’s mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment of the eligible employee’s family member’s mental or physical illness, injury, or health condition; or preventative medical care for a family member of the eligible employee.

C.     If the eligible employee or the eligible employee’s family member is a victim of domestic violence or sexual assault, the medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to domestic violence or sexual assault; to obtain legal services; or to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault.

D.     For closure of the eligible employee’s primary workplace by order of a public official due to a public health emergency; for an eligible employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or if it has been determined by the health authorities having jurisdiction or by a health care provide that the eligible employee’s or eligible employee’s family member’s presence in the community would jeopardize the health of others because of the eligible employee’s or family member’s exposure to a communicable disease, whether or not the eligible employee or family member has actually contracted the communicable disease.

As used herein, Eligible Employees includes all employees with the exception of the following:

A.     An individual who worked, on average, fewer than 25 hours per week during the immediately preceding year.

B.     A part-time hourly employee who averages less than 30 hours per week over the preceding 2 payroll periods.

Starting January 1 of each year an Eligible Employee may carry over up to 40 hours of accrued but unused Paid Medical Leave hours from the prior year.  Thereafter during that year an Eligible Employee shall accrue one additional Paid Medical Leave hour for each week the Eligible Employee works 30 hours or more.

A new Eligible Employee shall not be able to use any accrued Medical Paid Leave until 89 calendar days after their employment commenced.

An Eligible Employee may not use more than 40 hours of accrued Paid Medical Leave during any calendar year.

Accrued Paid Medical Leave may not be cashed out either during employment nor upon termination.

Paid Medical Leave time shall not be considered overtime hours and shall be paid at straight time.

Paid Medical Leave must be used in increments of 4 hours or more.  (Example:  Paid Medical Leave may not be used if the employee is merely leaving an hour early because they feel sick)

Eligible Employee’s shall use the Paid Medical Leave Request Form provided by the Employer, which will require among other things the Scheduled Work Day, the Scheduled Work Hours, the Hours requested, a description of the permitted reason for the request and the Employee’s Signature and Store Manager’s Signature.  Use of Paid Medical Leave exceeding 3 consecutive days requires a doctor’s written notice of employee's inability to perform their duties.

8   RETIREMENT SAVINGS PLAN 401(k)

AOC offers a 401(k) savings plan. The plan will provide you with a unique opportunity to shelter part of your income from current taxes and accumulate savings in a most convenient and effective way, through payroll deduction.

Following are some frequently asked questions and answers regarding this type of retirement and savings plan. We urge you to read and review them carefully.

WHAT IS THE PLAN?

This savings plan, better known as a 401(k) plan, is qualified as a type of profit sharing plan under Section 401(k) of the Internal Revenue Code. Section 401(k) allows employees to make contributions on a pre-tax basis. It offers an ideal way to accumulate additional funds to satisfy longer term savings or retirement needs while receiving significant up front tax advantages.

WHAT BENEFITS CAN I DERIVE FROM THE 401(k) PLAN?

-Contribution Limits - You may elect to contribute not less than 1% or more than 15% of your total compensation, up to a maximum per year set by the federal government.

-Company Match - As a supplement to your savings, the company currently will match 30% of the first 12% of your salary that you put into your account. The company match percentage is subject to change or elimination at the Companies' discretion.

-Pre-Retirement Death Benefit - Your account value will be paid to your beneficiary should you die before retirement.

-Immediate Tax Reduction - Since you are contributing with pre-tax dollars, you do not pay state and federal taxes on your contributions other than social security taxes.

-Tax Deferred Investment Income - All investment income will accumulate on a tax deferred basis, thus growing more quickly.

-Hardship Withdrawals Not Allowed - The Plan does not allow for Hardship Withdrawals.

WHO WILL ADMINISTER THE PLAN?

The plan will be administered by National City or its successor.

WHEN AM I ELIGIBLE TO PARTICIPATE?

All employees who work a minimum of 1,000 hours per year will be eligible to participate, provided the employee attained age 21 and has completed at least 1 year of service. Upon meeting these requirements an employee may become a participant on the first day of the calendar quarter (January 1, April 1, July 1, or October 1) coinciding with, or following the date the employee met the requirements.

HOW ARE CONTRIBUTIONS INVESTED?

All contributions may be directed at your option to any of the investment vehicles offered under the plan.

MAY I TEMPORARILY SUSPEND MY CONTRIBUTIONS?

Contributions may be suspended at any time, at the beginning of any pay period, upon written notice, prior to the commencement of the pay period. Contributions may be resumed at any time, at the beginning of any pay period, upon written notice, prior to the commencement of the pay period.

HOW OFTEN MAY I CHANGE MY INVESTMENT ELECTION FOR CURRENT DEPOSITS?

A participant may change his/her investment election at any time.

MAY I CHANGE MY CONTRIBUTION PERCENTAGE?

An employee may change his/her contribution percentage at any time, at the beginning of any pay period, upon written notice, prior to the commencement of the pay period.

WHAT PERCENTAGE OF THE COMPANY CONTRIBUTIONS ARE MINE?

Ownership or VESTING refers to the amount in a participants account which you are entitled to receive upon leaving the company. A participant is always 100% vested in his/her pre-tax contributions. The companies' matching contributions are vested in accordance with the following schedule:

                               Less than 1 year 0%
                              1 year 25%
                              2 years 50%
                              3 years 75%
                              4 years 100%                      

WHEN DO I QUALIFY FOR A PLAN PAYOUT?

Plan benefits are payable in the event of termination, retirement, death or total disability. Payment can be in the form of lump sum cash, monthly income, or combination of the two. Any distribution of $3,500 or less must be taken as a lump sum.

CAN I WITHDRAW MONEY WHILE I'M STILL EMPLOYED?

No.

WHAT IF I DIE PRIOR TO RETIREMENT?

Should a participant die prior to retirement, a participant's beneficiary will receive 100% of your account value.

MAY I BORROW FROM MY ACCOUNT?

With approval, a participant may borrow from his/her account. The minimum amount is $1,000. Among other restrictions, a loan cannot exceed the lesser of $50,000 or 50% of a participant's vested account balance. Only one loan may be outstanding at a time and it must be repaid over a period of time not to exceed 5 years, unless the proceeds are being used to purchase a primary residence. In that situation, the loan must be repaid in a reasonable length of time, not to exceed the length of your primary mortgage. All loans will bear an interest rate and be subject to such other terms and conditions as a similar loan from a lending institution would require. Loan repayments and interest repayments will be deposited directly back into your own account. Interest repayments on loans from your 401 (k) account are no longer deductible from your personal income taxes, unless the loan was used to purchase a participant's primary residence.

HOW WILL I KNOW HOW MUCH I SAVED AND WHAT THE INVESTMENT GAINS ARE?

A participant will receive periodic participant statements, summarizing all the activity, and the status of a participant's account. In addition, a participant will have 24 hour access to National City which will provide a current summary of your account.

A FINAL NOTE

This summary has reviewed the highlights of our plan. Every effort has been made to accurately describe plan provisions which are contained in the Plan's legal documents. If there is a difference between this summary and the Plan's legal documents, the legal documents will govern.  If you are interested in the 401(k) Plan, and meet the eligibility requirements, notify your Manager, the General Manager or the President.

NOTES TO BENEFITS

1.    "Full Time Employees" includes Managers, Assistant Managers, Supervisors, and all other full time salaried employees and all hourly employees who average 40 hours per week during the first calendar year, excluding any hourly employees working at the stations.

2. Credit hours are those hours worked or earned which are used in calculations to 3. Benefits are paid on average hours. Average hours are determined by adding average hours worked in previous year, plus all sick pay taken from the previous year, plus vacation taken from the previous year, divided by 52. Formula: Actual hours + Sick pay taken + Vacation taken 52 = Average hours.

4. No minimum hours are guaranteed to any AOC employees.

5. To receive credit for a years service, you must have a minimum of 1664.0 hours in that calendar year except in the year of hire. Terminated persons who are rehired at a later date, start as a new employee.

6. For those benefits utilizing years of service calculation, the second year of eligibility begins the first day of January following the date of hire, except as otherwise provided.

7. Length of service for determining benefit eligibility begins on the date of hire.

9.        WORKERS' COMPENSATION

The company insures employees against work-related injuries and illness under the State Workers' Compensation Act. Medical expenses and wages will be paid in accordance with the Act.

Regardless of the nature or severity, all injuries and sudden illness sustained on the job must be reported to your immediate supervisor during the shift on which they occur and the supervisor/manager must prepare an Accident Reporting Form and immediately deliver it to the main office (See attached). An employee who fails to report an injury promptly may be subject to loss of benefits under the Worker's Compensation Act.

In case of serious injury, the company may refer the employee to an appropriate medical care provider. Employees sent for medical treatment must report back to unit manager immediately after the medical visit.

An employee sent home or referred for medical treatment for a work-related injury or illness will be paid for the remainder of the scheduled workday.

Any unsafe conditions must be reported to your manager or supervisor.

10.    JURY DUTY

When a full-time employee requires leave time for Jury Duty, he/she shall be excused from work for the hours actually served. If an employee works a portion of their work day and provides the Company with proof of time spent as juror, he/she shall be paid the difference between his/her regular pay for that scheduled work day and the payment he/she received for Jury Duty. If an employee chooses not to work at all, he/she will not be paid.

11.    Bereavement

In case of a death in the immediate family a full-time employee will be excused, with pay, for any two (2) normally scheduled work days, within the first seven days after the date of death. In case of the death of other family members a full-time employee will be excused, with pay, for any one (1) of the first three (3) normally scheduled work days immediately following the date of death.

Members of the immediate family are considered to be spouse, child or stepchild, parent or stepparent. Other family members are considered to be brother or stepbrother, sister or stepsister, grandchild or step grandchild, grandparent or step grandparent and parents-in-law.
    
12.    LEAVE UNDER THE FAMILY AND MEDICAL LEAVE ACT ("FMLA")

        The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 workweeks of unpaid leave for certain family and medical reasons during a 12 month period.  During this leave, an eligible employee is entitled to continued group health plan coverage as if the employee had continued to work.  At the conclusion of the leave, subject to some exceptions, an employee generally has a right to return to the same or to an equivalent position.

Employee Eligibility Criteria

Events Which May Entitle An Employee to FMLA Leave

       FMLA leave may be taken for any one, or for a combination of, the following reasons: (a) the birth of the employee's child or to care for the newborn child; (b) the placement of a child with the employee for adoption or foster care or to care for the newly placed child; (c) to care for the employee's spouse, child or parent (but not in-law) with a serious health condition; and/or (d) the employee's own serious health condition that makes the employee unable to perform one or more of the essential functions of his or her job.

        A "serious health condition" is an injury, illness, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider.   [NOTE:  A more detailed definition of "serious health condition" can be found in the Department of Labor's Certification of Health Care Provider Form (Form WH-380-December 1994).]

 How Much FMLA Leave May Be Taken

       The 12 Month Period

        An eligible employee is entitled to up to 12 workweeks of unpaid leave during a 12 month period for any FMLA qualifying reason(s).  The 12 month period is the calendar.

        Limitations on FMLA Leave

        Leave to care for a newborn or for a newly placed child must conclude within 12 months after the birth or placement of the child.

        When both spouses are employed by AOC, they are together entitled to a combined total of 12 workweeks of FMLA leave within the designated 12 month period for the birth, adoption or foster care placement of a child with the employees, for aftercare of the newborn or newly placed child, and to care for a parent (but not in-law) with a serious health condition.  Each spouse may be entitled to additional FMLA leave for other FMLA qualifying reasons (i.e., the difference between the leave taken individually for any of the above reasons and 12 workweeks, but not more than a total of 12 workweeks per person).

        For example, if each spouse took 6 weeks of leave to care for a newborn child, each could later use an additional 6 weeks due to his/her own serious health condition or to care for a child with a serious health condition.

        Intermittent Or Reduced Work Schedule Leave

        Intermittent leave is leave taken in separate blocks of time.  A reduced work schedule leave is a leave schedule that reduces an employee's usual number of hours per workweek or hours per workday.

        Leave to care for a newborn or for a newly placed child must be taken all at once and may not be taken intermittently or on a reduced work schedule.

        If an employee takes leave intermittently or on a reduced work schedule basis, the employee must, when requested, attempt to schedule the leave so as not to unduly disrupt the AOC's operations.  When an employee takes intermittent or reduced work schedule leave for foreseeable planned medical treatment, AOC may temporarily transfer the employee to an alternative position with equivalent pay and benefits for which the employee is qualified and which better accommodates recurring periods of leave.

 Requests for FMLA Leave

        An employee should request FMLA leave by completing the Employer's Request for Leave form and submitting it to their immediate supervisor and the payroll department at the main office.

        When leave is foreseeable for childbirth, placement of a child or planned medical treatment for the employee's or family member's serious health condition, the employee must provide AOC with at least 30 days advance notice, or such shorter notice as is practicable (i.e., within 1 or 2 business days of learning of the need for the leave).  When the timing of the leave is not foreseeable, the employee must provide AOC with notice of the need for leave as soon as practicable (i.e., within 1 or 2 business days of learning of the need for the leave). 

 Required Documentation

        When leave is taken to care for a family member, AOC may require the employee to provide documentation or statement of family relationship (e.g., birth certificate or court document).

        An employee may be required to submit medical certification from a health care provider to support a request for FMLA leave for the employee's or a family member's serious health condition.  Medical certification forms are available from payroll department at the main office. 

        If AOC has reason to doubt the employee's initial certification, AOC may:  (i) with the employee's permission, have a designated health care provider contact the employee's health care provider in an effort to clarify or authenticate the initial certification; and/or (ii) require the employee to obtain a second opinion by an independent AOC-designated provider at AOC's expense.  If the initial and second certifications differ, AOC may, at its expense, require the employee to obtain a third, final and binding certification from a jointly selected health care provider.

        During FMLA leave, AOC may request that the employee provide recertification of a serious health condition at intervals in accordance with the FMLA.  In addition, during FMLA leave, the employee must provide AOC with periodic reports regarding the employee's status and intent to return to work.  If the employee's anticipated return to work date changes and it becomes necessary for the employee to take more or less leave than originally anticipated, the employee must provide AOC with reasonable notice (i.e., within 2 business days) of the employee's changed circumstances and new return to work date.  If the employee gives AOC notice of the employee's intent not to return to work, the employee will be considered to have voluntarily resigned.

        Before the employee returns to work from FMLA leave for the employee's own serious health condition, the employee may be required to submit a fitness for duty certification from the employee's health care provider, with respect to the condition for which the leave was taken, stating that the employee is able to resume work.

        FMLA leave or return to work may be delayed or denied if the appropriate documentation is not provided in a timely manner.  Also, a failure to provide requested documentation of the reason for an absence from work may lead to termination of employment.

 Use of Paid and Unpaid Leave

        FMLA provides eligible employees with up to 12 workweeks of unpaid leave.  If an employee has accrued paid leave (e.g., vacation, sick leave, personal leave), however, the employee may use any qualifying paid leave first.  "Qualifying paid leave" is leave that would otherwise be available to the employee for the purpose for which the FMLA leave is taken.  The remainder of the 12 workweeks of leave, if any, will be unpaid FMLA leave.  Any paid leave used for an FMLA qualifying reason will be charged against an employee's entitlement to FMLA leave.  This includes leave for disability or workers' compensation injury/illness, provided that the leave meets FMLA requirements.  The substitution of paid leave for unpaid leave does not extend the 12 workweek leave period. 

 Designation of Leave

        AOC will notify the employee in writing that leave has been designated as FMLA leave.  AOC may provisionally designate the employee's leave as FMLA leave if AOC has not received medical certification or has not otherwise been able to confirm that the employee's leave qualifies as FMLA leave.  If the employee has not notified AOC of the reason for the leave, and the employee desires that leave be counted as FMLA leave, the employee must notify the payroll department at the main office within 2 business days of the employee's return to work that the leave was for an FMLA reason.

 Maintenance of Health Benefits

        During FMLA leave an employee is entitled to continued group health plan coverage under the same conditions as if the employee had continued to work.

        To the extent that an employee's FMLA leave is paid, the employee's portion of health insurance premiums will be deducted from the employee's salary.  For the portion of FMLA leave that is unpaid, the employee's portion of health insurance premiums may be paid at the same time as if made by payroll deduction.

        If the employee's payment of health insurance premiums is more than 30 days late, AOC may discontinue health insurance coverage upon 15 days notice to the employee.

 Return from FMLA Leave

        Upon return from FMLA leave, AOC will place the employee in the same position the employee held before the leave or an equivalent position with equivalent pay, benefits and other employment terms.

        Limitations on Reinstatement

        An employee is entitled to reinstatement only if he/she would have continued to be employed had FMLA leave not been taken.  Thus, an employee is not entitled to reinstatement if, because of a layoff, reduction in force or other reason, the employee would not be employed at the time job restoration is sought.

        AOC reserves the right to deny reinstatement to salaried, eligible employees who are among the highest paid 10 percent of AOC's employees employed within 75 miles of the worksite ("key employees") if such denial is necessary to prevent substantial and grievous economic injury to AOC's operations.

        Failure To Return To Work Following FMLA Leave

        If the employee does not return to work following the conclusion of FMLA leave, the employee will be considered to have voluntarily resigned.  AOC may recover health insurance premiums that AOC paid on behalf of the employee during any unpaid FMLA leave except that AOC's share of such premiums may not be recovered if the employee fails to return to work because of the employee's or a family member's serious health condition or because of other circumstances beyond the employee's control.  In such cases, AOC may require the employee to provide medical certification of the employee's or the family member's serious health condition.

 Additional Information

        For further information or clarification about FMLA leave, please contact the payroll department at the main office.

13.    SCHOLARSHIP

Alpena Oil Company along with other Michigan Shell Distributors (Jobbers) have created an annual scholarship program for your use; the following will give a brief explanation:

The scholarship is titled Michigan Shell Jobbers Scholarship Program. It is administered by Citizens' Scholarship Foundation of America, Inc. (CSFA), a completely independent, nonprofit organization, without regard to race, color, creed, sex, religion, or national origin.

Applicants can be both an employee who averages 30 hours/week or more or dependent children up to age 23 of such an employee.

Employee applicants must be students who are enrolled or planning to enroll in a part-time course of study at an accredited two or four year college, university, or vocational-technical school.

Dependent applicants must be students who are enrolled or planning to enroll in a full-time course at an accredited two or four year college, university, or vocational technical school.

The foundation will issue two awards of $1,000.00 each. The awards are for undergraduate study only. The award must be used for educational costs only.

Brochures explaining the program in detail, and requests for applications are distributed each fall, should you have any questions contact the President at the main office.

14.    COMPENSATION

TIME CARD ADMINISTRATION
The purpose of the time card is to insure an accurate record of all hours worked and to insure proper payment of wages.

You are to be at your work stations ready and dressed for work at your scheduled starting time and are to remain at your work station until your scheduled quitting time. All time worked outside of your posted schedule and grace period must be approved by the unit manager in order to be paid.

MEETINGS/SEMINARS
 If a non-salaried employee is asked to attend a meeting, seminar, or other function, he/she will be paid for the actual time of the function.

COMPENSATION PROGRAM

PURPOSE: To ensure that the organization's wage and salary rates are fair and competitive, comply with all legal requirements, and are designed to encourage and reward high levels of performance.

GUIDELINES:

a.     The primary goals of the organization's pay plan are to attract and retain good workers and motivate employees to perform at above-average levels. The plan also is designed to ensure that the organization's pay policies and practices comply with all applicable federal and state laws and regulations and that employees' pay rates reflect their performance.

b.     Employees' pay rates will be based on several factors, including the duties and responsibilities listed in job descriptions, job evaluation results and the performance of individual workers. The organization will strive to keep its pay rates equitable and competitive and to administer its pay program in a fair and consistent manner.

c.     Pay increases are designed primarily to reward an employee's above-average performance. The employer reserves the right, however, to adjust pay rates for reasons other than merit. Such reasons may include a desire to compensate for the adverse effects of inflation on the organization's pay rates, or to remedy inequities in individual or group rates.

d.     Employees should bring their pay-related questions or complaints to the attention of their manager, who will investigate the matter and try to answer or resolve problems quickly and fairly.

OVERTIME
Employees will be paid overtime at time and a half their regular hourly rate, only for hours worked in excess of 40 hours per week.

PROBATIONARY PERIOD
New employees will be on a probationary period until they have completed 90 day's service with the company.

A new employee probationary period is designed to provide a consistent and equitable method of handling new employees' performance and other job related problems. Additionally, it is designed to provide a formal mechanism for a review of a new employee's performance.

At the conclusion of the probationary period, the employee will receive a non-wage related performance evaluation. If performance is unsatisfactory or there are other job-related problems, they will be documented and discussed during this evaluation. At this time, the supervisor may at his/her discretion, submit a recommendation for a merit wage increase.

All wage and salary increases are based solely on merit, not time in service.

NOTWITHSTANDING THIS PROBATIONARY PERIOD, ALL EMPLOYEES ARE "AT WILL" EMPLOYEES AND EITHER THE EMPLOYEE OR THE EMPLOYER MAY TERMINATE THE EMPLOYEE'S EMPLOYMENT AT ANY TIME DURING THE PROBATIONARY PERIOD OR AFTER THE PROBATIONARY PERIOD WITH OR WITHOUT CAUSE AND WITH OR WITHOUT NOTICE.

PERFORMANCE REVIEW
At the end of a 90-day probationary period and at regular intervals thereafter, the employee will receive a performance review. The reviews are designed to communicate to the employee how his/her performance compares to expected standards and to help the supervisors in discussing job performance with the employee. The review also serves as an objective basis for recommendations for salary and wage increases or other personnel action.

SALARY AND WAGE INCREASES
Salary and wage increases will be given solely on the basis of merit as determined by completion of a scheduled performance review. All recommendations for increases must be submitted to the Corporate Office for approval.

15.     ATTENDANCE

It is the employees' responsibility to work their scheduled shifts. If an employee finds it necessary to be absent, that person must notify his/her unit manager as soon as possible and at least 4 hours prior to his/her scheduled shift. In emergencies, as much prior notice as possible is required. The employee must speak with a manager or supervisor and explain the reasons for the request for an excused absence.

Grounds for an excused absence may include personal illness, family emergencies, jury duty, bereavement, or for other reasons that the unit manager would deem as acceptable to require the employee to be absent from work. Such absences will be recorded as excused absences if approval has been granted.

Any employee who fails to give such notification or fails to receive approval will be charged with an unexcused absence. If an employee is absent for three consecutive days without notifying the unit manager, he/she will be considered a voluntary quit. If notice is given and the unit manager does not think it justifies the absence, it will be considered unexcused.

Violation of this attendance policy may result in disciplinary measures up to and including discharge.

16.    TARDINESS

Repeated tardiness will also subject an employee to discipline, including suspension and discharge.

17.    SEXUAL HARASSMENT

1. Sexual harassment affecting an employee will not be tolerated. Sexual harassment in the work place is a form of misconduct, interferes with work productivity, and is against the law. It deprives employees of the opportunity to work in an environment free from unsolicited and unwelcome sexual overtones. Sexual harassment includes all unwelcome sexual advances, requests for sexual favors and other such verbal, visual or physical conduct of a sexual nature.

2. Sexual harassment may take many forms, including but not limited to:

a. Verbal and visual; off-color jokes, language, cartoons, pictures, names, suggestive comments, insults, sexual propositions, innuendo or repeated and unwanted social invitations;

b. Non-verbal; suggestive or insulting sounds, leering, whistling, obscene or crude gestures;

c. Inappropriate touching of an individual; for example, patting, pinching, hugging or repeatedly brushing against another employee's body;

d. Requesting or demanding sexual favors accompanied by an implied or overt threat concerning an individual's terms or conditions of employment, and/or

e. Requesting or demanding sexual favors accompanied by an implied or overt promise of preferential treatment with regard to an individual's terms or conditions of employment.

3. An employee who believes he or she has been subjected to sexual harassment on the job should report the matter promptly to any one of the following (on the basis of whom the person feels most comfortable with): his or her immediate supervisor, the Store Manager, the Retail Operations Manager, or any of the Companies' Officers.

4. Allegations of sexual harassment will be fully investigated and corrective or disciplinary actions, up to and including dismissal from employment, will be taken as warranted. Anonymous complaints in writing may be filed and will be investigated to the extent practicable.

5. Retaliation or intimidation as a result of an employee making an allegation of sexual harassment will not be tolerated. Reporting sexual harassment will not in any way influence any decision by the company regarding the terms or conditions of employment of the person making the report.

18.    MILEAGE REIMBURSEMENT

Employees using their own vehicles for company business will be reimbursed for their mileage at a rate per mile determined by the Internal Revenue Service (IRS). As of January l, 2000, that rate is .32 cents per mile. Record your mileage and report it to your Supervisor. After Management approval, reimbursement will be made monthly.

19.    COMPANY REQUIRED MEETINGS

If an employee is required to attend a meeting, orientation or other function, certain guidelines must be followed to receive mileage reimbursement.

a. Employees are required to car pool whenever possible. An employee should contact his/her immediate supervisor to co-ordinate car pooling arrangements.

                    b. If an employee chooses to drive separately, no mileage reimbursement                         will be  paid.

                    c. Only the driver of the assigned vehicle will receive mileage reimbursement.

                    d. Mileage will not be paid for attending functions at the employees base unit.

20.    WORK SCHEDULES/SCHEDULE CHANGES

All retail units have posted weekly work schedules. All changes to the work schedule must be approved by the manager or manager designate.

21.    SHIFT WORK

Specific shifts and/or days off cannot be guaranteed. Special requests must be authorized by your supervisor.

22.    JOB ASSIGNMENT

AOC reserves the right to assign any employee to different jobs or locations as deemed necessary by management.

23.    AFTER HOURS/AFTER WORK

Employees are not allowed in the non-public areas of the work place when not on duty unless on company business, assigned by management. Off-duty employees are not allowed to take up the time of on-duty employees. Off-duty employees are not to telephone on-duty employees except in the case of an emergency.

24.    PERSONAL PHONE CALLS AND VISITORS

Friends and/or relatives are not allowed to congregate in or around the store. Personal phone calls are prohibited and can be used only in emergencies.

25.    DRESS CODE/PERSONAL APPEARANCE

Your supervisor will cover the dress requirements during employee orientation. A Uniform Deposit Agreement will be completed and signed whenever an employee is assigned uniforms owned (or rented) by the company. A Uniform Purchase Agreement will be completed and signed whenever an employee purchases uniforms from the company. Uniforms will be kept clean and in good condition by the employee. To promote the best possible image of the employee and AOC, the Companies require good personal hygiene and appropriate general grooming of all employees.

26.    BREAK TIME/MEAL TIME

Breaks are not mandated by law for adult employees (18 years or older). Meal time policies differ from unit to unit and will be covered by your supervisor.

27.    PARKING FACILITIES

In certain instances, the company provides and maintains parking facilities for the use of employees. In such circumstances, Employees are to park in designated areas only. The company assumes no responsibility for damage to vehicles or theft of articles from vehicles while on Company property. There is a 5 mile per hour speed limit on company property.

28.    COMPANY VEHICLES

Company vehicles may only be operated by authorized personnel. Personnel usage of a Company vehicle must be approved by an officer of the Company.

29.    EXPENSE REIMBURSEMENT

Employees authorized by virtue of their positions to entertain with meals will be reimbursed for reasonable expenses, providing the meal is business related, the employee is present, and the employee submits vouchers showing the date(s), miles traveled, and business purpose(s) of each meal. Receipts must also be submitted. Similar rules apply to travel, and to employee meals and entertaining while traveling.

Any out-of-pocket expenses incurred by an employee will be reimbursed if they can be substantiated as work-related and approved by management. Receipts along with the appropriate form must also be Submitted.

30.    EMPLOYEE CONDUCT

Employees must always conduct themselves in a manner which is not offensive to customers, co-workers, management or subordinates.

Any communication, whether verbal or written, which may be construed as sexual, obscene, vulgar, ethnic or otherwise discriminatory in nature is prohibited.

Written jokes, pictures, articles, cartoons or other forms of printed material which serve to demean on the basis of sex, race, color, religion, national origin or handicap may not be distributed or posted on company property.

Sexual, vulgar, obscene, insulting or embarrassing words, jokes, phrases or gestures may not be used on company property or while working.

31.    CHECK ACCEPTANCE

Each Manager must determine whether he/she wishes to take checks. If a Manager decides to accept checks, the following are some suggested guidelines:

a. Customer must be on approved check list.

b. Only local checks will be accepted.

c. Check number must be 500 or above.

d. Check must be written for the amount of purchase only.

e. No two party checks will be accepted.

f.  Customers drivers license number must be recorded on the check.  For checks that have a pre-printed drivers license number, the number should be verified by comparing the actual license to the check.

g.  The customer's phone number must be recorded on the check.

h.  The employee accepting the check must initial the check on the front upper right hand corner

Employees will be authorized to cash one personal check per pay period. The amount of the check must not exceed twenty-five ($25.00) dollars. This transaction must be handled through the store manager only.

32.    SELLING TOBACCO AND OTHER NICOTINE PRODUCTS

It is against the law and Company policy to sell any tobacco products, vapor products, or alternative nicotine products to persons under the age of 21. Violation of this law by an employee could result in either a fine to the company or the loss of our license or both. The employee can be convicted of a misdemeanor, fined and/or subject to other penalties.  All customers who look younger than 30 years of age must be carded.

ANY EMPLOYEE WHO SELLS TOBACCO PRODUCTS, VAPOR PRODUCTS, OR ALTERNATIVE NICOTINE PRODUCTS TO SOMEONE WHO IS NOT OF LEGAL AGE WILL BE IMMEDIATELY TERMINATED. 

 “Alternative nicotine product” means a noncombustible product containing nicotine that is intended for human consumption, whether chewed, absorbed, dissolved, or ingested by any other means.

“Tobacco product” means a product that contains tobacco and is intended for human consumption, including, but not limited to, a cigarette, noncigarette smoking tobacco, smokeless tobacco or cigar.

“Vapor product” means a noncombustible product that employs a heating element, power source, electronic circuit, or other electronic, chemical, or mechanical means, regardless of shape or size, that can be used to produce vapor from nicotine or any other substance, and the use or inhalation of which simulates smoking.  Vapor product includes an electronic cigarette, electronic cigar, electronic cigarillo, electronic pipe, or similar product or device and a vapor cartridge or other container of nicotine or other substance in a solution or other form that is intend to used with or in an electronic cigarette, electronic cigar, electronic cigarillo, electronic pipe, or similar product or device.

33.    DETECTING IMPROPER IDENTIFICATION

It's not as hard as you may think to detect false identification. You just have to realize that the false ID customer is nervous, and you have to know what to look for,

a. PHOTO: Be sure it matches the person using the ID. Watch for fuzzy or dark photo's (possible substitutes).

b. FEEL: Hold the ID so the user can't feel it. Feel for bumps, or splits in the lamination (signs of tampering or alteration).

c. LOOK: Watch for erasure marks, type that does not line up straight, type that does not match the rest, damaged paper surface - usually involving date of birth. Also, look for information pasted on to cover original date. Watch for signs of altered signature.

d. ACT:

            i) Keep holding ID, so user can't read it.

            ii) Have customer sign name, compare with ID.

            iii) Ask for backup ID to verify facts.

            iv) Ask questions to check address, etc.

            v) Listen for nervous responses

            vi) Ask if user will let you phone his/her home to verify age and ID info.

REMEMBER, CUSTOMERS MUST PROVE TO YOU THEY ARE OF LEGAL AGE TO BUY TOBACCO PRODUCTS, VAPOR PRODUCTS, OR ALTERNATIVE NICOTINE PRODUCTS. REMEMBER, TOO, CUSTOMERS CAN BE GUILTY OF A CRIME FOR ILLEGAL THEFT, ALTERATION, ETC., OF CERTAIN ID'S.

 
34.    RETAIL FRAUD

Retail fraud is described in general, but not limited to, cases such as shoplifting, theft, price tag switching, "drive-offs", fraudulent refunding, etc.

Retail fraud encompasses employee theft, as well as customer theft,

Michigan Penal Code, Michigan Compiled Laws 750.356C and 750.356D covers items valued (under Retail Fraud) at $100.00 or more as a felony and $100.00 or less as a misdemeanor, respectively.

Section 356C - RETAIL FRAUD IN THE FIRST DEGREE

A person who does any of the following is guilty of Retail Fraud in the First Degree.

While a store is open to the public, alters, transfers, and replaces, conceals, or otherwise misrepresents the price at which property is offered for sale, with intent not to pay for the
property, or to pay less than the price at which the property is offered for sale, if the resulting difference is more than $100.00.

Steals property that is offered for sale that is valued at more than $100.00.

With intent to defraud, obtains or attempts to obtain money or property from the store as a refund or exchange for property, that was not paid for and belongs to the store if the value is more than $100.00.

THE PENALTY IN EACH OF THESE IS A TWO YEAR FELONY OR A FINE OF NOT MORE THAN $1,000.00, OR BOTH,

Section 356D - RETAIL FRAUD IN THE SECOND DEGREE

A person who does any of the following is guilty of Retail Fraud in the Second Degree.

While a store is open to the public, alters, transfers, removes and replaces, conceals or otherwise misrepresents the price at which property is offered for sale, with intent not to pay for the property or to pay less than the price at which the property is offered for sale.

While a store is open to the public, steals property of the store that is offered for sale. THIS INCLUDES EMPLOYEES CONSUMING UNPAID FOOD STUFF WHILE ON DUTY.

With the intent to defraud, obtains or attempts to obtain money or property from the store as a refund or exchange for property that was not paid for and belongs to the store.

The penalty for any of these is a misdemeanor, punishable by 93 days in jail or a fine of not more than $1,000.00, or both.

35.    RETAIL FRAUD - RIGHTS/REMEDIES

It is AOC's policy, in case of Retail Fraud, to affect a Civil Demand Notice.

AOC WILL VIGOROUSLY PROSECUTE ALL CASES OF RETAIL FRAUD.

36.    VENDOR CHECK IN

All vendor deliveries must be checked in at the time of delivery.

A)   Merchandise to be returned or credited must be done first.

            1) The vendor and an employee must touch count (physically touch each item) 
            all   items to be credited.

            2) The vendor will complete a credit invoice and give it to the employee. Once  the
             employee has receipt of the credit invoice, it must remain in his/her possession
             until deposited in the register or in the office.

            3) The vendor will then remove the credited merchandise from the building.

 
B)   The vendor must bring new merchandise into a neutral area where the employee will check in the product.

            1) Get the invoice from the vendor.

            2) Touch count each item and check off the appropriate items on the invoice.

            3) When all items have been checked in, the employee must sign, date and
             record  the time of day on the invoice.

            4) Retain the company's copy of the invoice and give the rest back to the vendor.

C)   The vendor may place the product in the appropriate area of the unit, and the product will be priced at retail.

Only one vendor may be bringing product into the unit at any one time.

Delivery time for all vendors will be between the hours of 6 a.m. and 3 p.m. unless authorized by station manager.

Vendors are not allowed behind the sales counter area.

Paid outs will be done by store manager or their delegate only.

Vendors will park in designated areas only.

37.    POLICY/WORK RULE VIOLATIONS

Below is a list of policy/work rule violations which may result in disciplinary action up to and including discharge. This list is not to be considered a complete list of violations which may result in disciplinary action. Management, at it's discretion, may determine that other employee actions not listed here constitute violations of company policy/work rules. Employee actions deemed by management to be contrary to the best interest of the company will be considered violations of policy regardless of whether or not the specific action is covered in this manual.

VIOLATIONS:

a.  Any willful damage to or unauthorized removal of property belonging to the Company or another employee, including but not limited to, resale merchandise.

b.  Deliberately falsifying "hours worked" on a time card.

c.  Falsification of employment application, bonding forms or any other official company records.

d.  Deliberately communicating confidential information to unauthorized persons.

e.  Committing any improper, immoral or violent act on Company premises, or off duty.

f.  The possessing or use of alcoholic beverages or other controlled substances on Company property or during working hours or reporting to work under the influence of either.

g.  Smoking in undesignated areas or at undesignated times.

h.  Eating or drinking in undesignated areas or at undesignated times.

i   Possession of firearms or weapons on Company premises.

j.  Conduct outside of work of a criminal, or dishonest nature which reflects unfavorably upon the Company.

k.   Violations of known Company policies.

l.  Disobedience, deliberate refusal to follow reasonable instructions, insubordination.

m. Sleeping on the job.

n.  Gross misconduct on the job or in the presence of customers.

o.  Refusal to allow personal parcels to be inspected by management.

p.  Consumption of Company foodstuff or beverages without approval or without having purchased the item.

q.  Punching in/out prior to or later that scheduled times without approval.

r.   Doing personal work while on duty.

s.  Being absent from one's work area without proper reason or authorization.

t.  Lateness (tardiness) without direct notification of management or without reasonable cause.

u.  Deliberate delay or failure to carry out assigned work instructions in a reasonable period of time.

v.  Careless workmanship or negligence (different that poor or inefficient performance).

w. Making unauthorized solicitations for any purpose during working hours.

x.  Distributing or posting unauthorized literature at any time in any work or public area of the premises.

y.  Handling your own purchases of merchandise.  Not retaining your sales receipt to show proof of purchase.

z.  Cashing your own personal check.

aa.  Failure to follow vendor check-in policy.

bb.  Rudeness to customers.

cc.  Failure to report any misconduct, in relation to work, on the part of another employee.

dd. The occurrence of significant cash and/or inventory shortages while working.

THE EXISTENCE OF THESE WORK RULES SHALL NOT BE DEEMED TO CONSTITUTE AN EMPLOYMENT CONTRACT. NOTHING HEREIN SHALL SUPERSEDE THE COMPANY'S AT WILL EMPLOYMENT POLICY. ALL EMPLOYEES ARE "AT WILL" EMPLOYEES AND EITHER AN EMPLOYEE OR THE EMPLOYER CAN TERMINATE AN EMPLOYEE'S EMPLOYMENT AT ANY TIME WITH OR WITHOUT CAUSE AND WITH OR WITHOUT NOTICE.

38.    SAFETY

EMPLOYEE RESPONSIBILITIES
All employees should recognize the importance of safety principles in performing his/her job. The following items specify some of the employees' responsibilities.

a.  Each employee is responsible for safely planning his/her work.

b.  Each employee shall maintain his/her work area free from unreasonable risk.

c.  Each employee shall follow safe procedures for the work being performed, conduct operations safely and report any unsafe conditions or practices immediately to his/her supervisor.

d.  Employees are expected to assist each other, especially new employees, in safely performing their work.

e.  Each employee shall report any accident or injury to his/her supervisor as soon as possible.

All posted signs at employee's work station or place of operation will be strictly adhered to. They are placed for your safety.

SAFETY WORK PROCEDURES

a.  HORSEPLAY

Webster's defines horseplay as loud, boisterous play. Indulgence in practical jokes, shoving and wrestling along with horseplay on AOC properties is prohibited.

b.  FIRE PREVENTION

1. Smoking is prohibited within the confines of any AOC structures. Smoking will be permitted only in designated outside areas.

2. When handling flammable products, smoking, open flames and electric arcs are not permitted in that area.

3. All trucks should be grounded when handling fuel. Static electricity is most prevalent when conditions are dry. They provide the arc that could ignite a fire of volatile materials.

 

c.  OPERATING EQUIPMENT

1. Equipment with safety guards built in must be kept in place at all times. Make sure equipment being used is properly grounded and in good working condition.

2. All ladders used in the performance of his/her job shall be of the non-conducting type.

3. All electrical circuits shall be marked to prevent wrongful operation.

4. Proper tools should be used for each job. If they are not available, notify your supervisor.

d.  WAREHOUSE SAFETY

Webster's defines a warehouse as a storehouse for goods. A warehouse could be a shed, attached storeroom or large adjacent building. Warehouse safety shall consist of the handling and disposition of goods. Care should be taken to wear proper clothing for the task. Use safe handling devices available and never stack goods higher than recommended.

PERSONAL PROTECTIVE EQUIPMENT

A.  HAND TRUCKS
This safety equipment will be used to move heavy objects from one location to another. By using hand carts properly, head, neck, arm and back problems can be prevented.

B.  HEAD PROTECTION
Hard hats are a must at all times at required terminals and as otherwise required by 0.S.H.A.

C.  EYE PROTECTION

1. Protective eye wear shall by worn at required terminals or as required by O.S.H.A.

2. Goggles, as well as face shields where required, shall be worn when handling chemicals, welding, chipping, scraping, cutting, buffing, and/or any other operations where flying particles or chemicals are likely to be present.

D.  CONTACT LENS
Contact lenses shall not be worn in a hazardous environment where exposure to chemical splash or flying particles is present, unless correction cannot be obtained by any other means and then only with appropriate safety glasses or goggles.

E.  HEARING PROTECTION
Hearing protection shall be worn by employees in high noise level areas that would exceed O.S.H.A. standard of 85 decibels.

F.  HAND PROTECTION
Some type of short, tight-fitting gloves shall be worn for construction and heavy maintenance work. Rubber or plastic gloves and a rubber apron shall be worn when handling chemicals, when specified by the chemical's MSDS.

Required personal protective equipment is either paid for by the company or partially subsidized.

39.    SECURITY

A.  AOC will not be responsible for lost or stolen articles.

B.  Theft will be dealt with severely.

C.  Employees shall observe AOC requirements for site security.

40.    HOUSEKEEPING

A.  The job site shall be kept clean, orderly and free of junk and trash at all times.

B.  Access to fire fighting and life saving equipment and posted material shall not be blocked by stored material.

C.  Tools should never by left where they can fall.

D.  Machinery, tools, and other equipment shall be maintained in a clean condition. An approved cleaning solvent should be used if required. Note, however, that detergents and water or steam are preferable over hydrocarbon solvents. Under no circumstances will gasoline be used for cleaning.

E.  When the job is complete, or at the end of each work day, the location shall be left in a clean condition.

F.  All employees will report any safety or environmental hazards to their immediate supervisor.

41.    MOTOR VEHICLE SAFETY

A.  Safety restraints must be worn at all times when driving or riding as a passenger in any company vehicle. Violation of this policy is a violation of the law. Any broken or otherwise inoperable safety restraint must be immediately reported and scheduled for repair.

B.  Employees will drive at a safe and reasonable speed and obey all signs.

C.  Pre and post trip inspections shall be done on all transports and other fleet vehicles.

D.  Driving under the influence of alcohol or other drugs (including prescription drugs which prohibits the operation of motor vehicles) is a violation of company policy.

E.  When leaving a vehicle it should be secure, i.e., the brake set, in park, doors closed and engine off.

F.  Service, transport trucks shall carry fire extinguisher.

G.  Smoking is prohibited in all company vehicles.

42.    ACCIDENTAL PRODUCT MIX/PRODUCT SPILL

A.  It is imperative that an employee who has knowledge of a mix of gasoline products, or is aware of a spill at any and all locations, notify this office or any responsible person in management immediately.

B.  If the problem is a spill (any size), you must first try to contain the spill and then notify the main office. This includes driver spills, either loading or unloading.

C.  If the problem is a customer product spill, you must first apply the proper material (floor dry) until the spill is soaked in and then continue to clean up the spill and dispose of it. Notify your unit manager or any responsible person in management immediately.

D.  The problems mentioned above are very serious ones and require your full disclosure to us so we can handle the problem in accordance to the law and company policy. We are subject to substantial fines ($10,000) for failure to handle contaminations.

E.  We consider lack of notification to be a major violation of this company's policies and will result in a written warning for the first offense and either suspension or dismissal for any subsequent offense.

43.    ACCIDENT REPORTING

A.  Regardless of the nature or severity, all injuries or sudden illness sustained on the job MUST be reported to the supervisor at once, during the same shift in which the injury occurred.

B.  Following an injury, an Incident Report shall be done by the unit manager.

C.  If an accident occurs at a customer's location, they shall be notified of the nature and severity of the problem.

D.  All hazardous materials handling drivers (transports) if involved in a D.O.T. reportable accident and if he or she receives a citation for a traffic violation relating to the accident, he/she must be drug tested immediately.

44.    Internet and Electronic Mail (E-Mail)

As a part of our communication system, we utilize faxes, electronic mail (e-mail) and the Internet.  This system enhances our ability to communicate and conduct business efficiently.  We use the system to communicate with employees, customers, potential customers, suppliers, vendors, and to conduct research.  As with all our electronic and communication systems, all computer hardware and software is Company property.  All messages composed, created, transmitted (uploaded), or received (downloaded) on e-mail or otherwise are and remain the property of AOC.  No employee has a proprietary interest in any messages, and no messages are confidential.  Even when messages are deleted or erased, it may be possible to retrieve and read them.  Faxes, e-mail and access to the internet are provided for business purposes only.  Employees are authorized to retrieve and read only e-mail messages specifically addressed or directed to them.  Employees shall not use the Fax Machine, Interned or e-mail to conduct their personal business affairs.  Facsimile, Internet or e-mail solicitation, advertising or proselytizing that is not directly for the benefit of AOC is prohibited.  Employees are prohibited from sending objectionable faxes or e-mail messages or viewing objectionable Web sites  Creating, transmitting, copying, viewing or receiving messages or materials of an offensive, derogatory, objectionable or disruptive nature is a violation of Company policy.  In particular, messages or material containing obscenity, profanity, vulgarity, violence, sexual content or innuendo, racial or ethnic slurs, gender-specific comments, or any deprecatory statements concerning age, sexual orientation, religious or political beliefs, national origin, physical characteristics, disabilities or other protected groups are prohibited.  Transmitting, copying or receiving copyrighted or trademarked materials, trade secrets, pr proprietary information, including, but not limited to customer lists, business and marketing plans, and confidential financial information with our prior authorization is prohibited.  AOC reserves and intends to exercise the right to review, audit, intercept, monitor, inspect, access and disclose with or without notice, permission or consent all faxes, e-mail messages and material accessed on the Internet with employees create, transmit, view, copy or receive.  Such action may occur during or after working hours.  The content of any and all faxes, e-mail messages and material within the system may be disclosed within the Company, and to third parties, without the employee's permission.  An employee's use of a Company password or access code does not restrict or limit AOC's right to access electronic communications.  Only Company passwords or access codes provided by the Company may be used on AOC's system(s).  Any employee violating this policy will be subject to discipline up to and including discharge.

45. Cashier Job Description

A.  Must be at least 18 years old to sell alcohol and tobacco products.

B.  Successfully complete a pre-employment drug screen and/or background investigation.

C.  Must be able to lift 25 pounds, bend, climb, stretch to load, unload, sell, stock merchandise including cooler and freezer and to perform cleaning and maintenance duties.

D.  Listen attentively and communicate clearly.

E.  Interact effectively with your co-workers and our customers to provide top-notch service.

F.  Be honest, energetic, enthusiastic and exhibit a positive attitude to customers.

G.  Take pride in a job well-done.

H.  Have an excellent attendance track record.

I.  Itemizes and totals purchases by recording prices, departments, taxable and nontaxable items; operating a cash register.

J.  Enters price changes by referring to price sheets and special bulletins.

K.  Collects and verifies payments by accepting cash, check, debit or charge payments from customers; making change for cash customers.

L.  Verifies check and credit payments including reviewing and recording identities, driver's license number; operating credit card authorization system and following company verification policies.

M.  Balances cash drawer by counting cash, cigarettes, lottery tickets or other items required to be counted at beginning and end of work shift.

N.  Provides accurate pricing information by answering questions.

O.  Maintains checkout operations by following policies and procedures; reporting needed changes.

P.  Maintains safe and clean working environment by complying with procedures, rules and regulations.

Q.  Contributes to team effort by accomplishing related results as needed.

R.  Attendance on site is an important essential job function.

46.    TRANSPORT DRIVER SECTION

ALCOHOL/CONTROLLED SUBSTANCE ABUSE
Any employee with a problem relating to either alcohol or drug abuse is encouraged to contact their supervisor to secure counseling or referrals for other treatment.

Possessing, dispensing or using a controlled substance without medical prescription is strictly prohibited. Any employee found violating this policy may be subject to immediate dismissal.

Reporting to work or working under the influence of alcohol or controlled substance without a medical prescription is strictly prohibited. Any on-duty employee exhibiting the "classic" (legal) behaviors indicating intoxication may be required to submit to testing under the same procedures and conditions set forth under "Driver Drug and Alcohol Testing" and may be subject to disciplinary measures up to and including dismissal. These behaviors include, but are not limited to:

                1. Slurred speech (difficult to understand).

                2. Staggering (bumping, weaving, unsteady).

                3. Loss of sound judgment (words and actions showing 
                    inappropriate behavior).

                4. Bloodshot eyes (red, irritated looking).

                5. Vomiting (or signs of this on breath or clothing).

                6. Flushed face (red, puffy).

DRIVER DRUG AND ALCOHOL TESTING
In accordance with the Motor Carrier Safety Act, as amended, ("Act") and applicable regulations, the Companies have adopted the following policies on employee drug use and alcohol misuse, and will be enforcing the policies, as of the effective date of the Act:

A.  The provisions of the Act as amended, relating to application for employment, investigations and inquiries, road tests, written examinations, medical qualifications or examination/certification and maintenance of files and/or records applicable to qualification shall be adhered to by employees of the company.

            i. Supervisory personnel shall meet with all employees holding a
             Commercial Drivers License (CDL) at least once every year for the purpose of
             reviewing the employee's driving record, health and current licensing status.

            ii. At the meeting, each affected employee is to submit a list of all citations
              for non-parking violations that he/she has incurred during the previous
             12-month period. The statement is to be signed and dated. If the employee has
             received no citations, he/she is to submit a statement to that effect; signed and
             dated.

            iii. Employees are to report all moving violations received while on duty, on
             the following business day of the citation, in writing, to their supervisors.

            iv. Employees who lose their license (temporarily or permanently) or
             become  disqualified to drive our vehicles are required to advise their supervisor,
             in  writing, at the beginning of the next business day, following the
             employee's receipt of notice of suspension or loss of qualification.

An affected employee who fails to comply fully with ii., iii. and iv. above, shall be subject to discipline up to and including discharge.

B.  Qualifications files, as required by the Act, will be maintained as to any and all employees who hold a Commercial Driver License (CDL). Failure of the employee to submit any information required by the Act and/or submission of false or inaccurate documentations, is cause for immediate disciplinary action, up to and including discharge.

C.  Employees are prohibited from drinking any alcoholic beverage while subject to duty or during on-duty time, as defined in the Act, which includes within four hours before going on duty.

D.  Employees are deemed unfit to work if they report to work under the influence of alcohol, drugs, or illegal/controlled substances, as referred to in the Act.

E.  All employees are advised that the provisions of 49 CFR 382, 653 and 654; and 49 CFR 40 as incorporated into or modified by the Act as amended and/or any applicable rules promulgated by the Department of State Police, are applicable to all employees covered by the Act as amended and that its/their requirements shall be strictly adhered to. (These provisions of the Act relate to the procedures used for drug and alcohol testing, who is to be tested and the substances for which testing is conducted, among other matters.)

Any refusal by any employee to be drug and/or alcohol tested, when requested by supervisory personnel in conformity with the provisions of the Act, rules promulgated by the State Department of Police or under applicable incorporated Federal regulations, will result in immediate discipline, up to and including discharge.

"Refusal", as used in this policy shall include, but not be limited to, any one or more of the following:

                i. An employee declining to submit to or cooperate in drug and/or
                 alcohol testing procedures.

                ii. An employee failing to provide an adequate test sample-urine or
                 breath-for  which no legitimate medical explanation is determined, following
                 medical evaluation of the employee by a physician selected by the Company.

                iii. An employee providing an adulterated sample and/or
                 exhibiting any other obstructive behavior.

                iv. An employee failing to make him/her self available for testing within
                 prescribed  time limits following an accident involving a death or the
                 employee receiving a moving traffic violation citation.

F.   Affected employees shall be subject to testing for controlled substances (drugs) and alcohol, on the following basis:

i. Pre-employment - The employee shall be tested as a part of the pre-employment physical examination and prior to the first time he/she performs driving duties.

ii. Random - All affected employees are subject to testing on a randomly selected basis. During each calendar year, at least 50% of the affected employees will be tested for drugs and at least 25% of the affected employees will be tested for alcohol. Since all affected employees must have an equal chance for testing at each selection time, it is possible for a particular employee to be tested more than once during a given year. All selections will be unannounced and spaced throughout the year. Once selected for testing, an employee must proceed immediately to the test site.

iii. Reasonable Suspicion - An affected employee who exhibits as observed by a supervisor, behavior, appearance, speech and/or body odor typical of alcohol and/or drug use, shall be subject to testing. Once identified as being subject to testing, an employee must proceed immediately to the test site.

iv. Post Accident - An affected employee who is involved in an accident that results in the loss of human life or in the affected employee receiving a citation for a moving traffic violation will be tested. Testing for alcohol will be conducted within two hours following the accident, if possible. Testing for drugs will be conducted within 32 hours following the accident, if possible. In the event an employee is so seriously injured that he/she cannot provide a urine specimen at the time of the accident, the employee must provide the Company with written authorization allowing the Company to obtain hospital reports or other documents that would indicate whether there were controlled substance in the employee's system.

v. Return-to-Duty - If an affected employee is disqualified from duty for using controlled substances (drugs) or for misuse of alcohol, and the employee is later returned to duty, the employee shall be subject to testing.

vi. Follow-up-Testing - After having completed a program of assistance in resolving problems associated with alcohol misuse and/or use of controlled substance (drugs), an affected employee shall be subject to unannounced follow-up alcohol and/or controlled substance testing at the employee's expense, consisting of at least six tests during the first twelve months following the affected employee's return to availability for driving duty.

G.  All urine specimens collected under this policy will be submitted to a National Institute on Drug Abuse-approved laboratory for testing. The laboratory will report its test results to a medical review officer (MRO) designated by the Company. The MRO will report the results to the Company. Before reporting a positive result to the Company, the MRO will attempt to contact the employee and discuss the test result. If the MRO is unable to contact the employee, the MRO will contact a Company management official designated in advance by the Company, who will in turn contact the employee and direct him to call the MRO. Upon receiving this direction, the employee will contact the MRO immediately. If it is after the MRO's business hours and the MRO is unavailable, the call must be made at the start of business the next day.

Note: Employees who are notified of a positive drug test are hereby advised of their right to request and receive another test from the split sample taken at the time of the urine collection. Such request must be made within 72 hours following notification to the employee that the original test was positive. An employee who requests a split sample test must bear the cost of the test.

H.  The Company may request any employee, whether or not said employee is specifically covered by the Act, to submit to substance and/or alcohol testing with reasonable suspicion, as that term is defined in the Act. Such testing, if required by the Company, shall be conducted pursuant to the same procedures and with the same safeguards as those provided under the Act for covered employees.

I.  Any employee who tests positive for illegal and/or controlled substance within the meaning of the Act or who produces an alcohol breath test in excess of acceptable levels (.02 or higher BAC) will be subject to discipline up to and including immediate discharge.

J.  All employees are advised that the Driving of Motor Vehicles regulations of 49 CFR 392 as incorporated in the Act as amended, as well as any rules promulgated by the State Department of Police shall be adhered to at all times by all employees driving any company vehicle subject to the Act.

K.  Loss of driver's license or disqualification to drive company vehicles is grounds for immediate discipline, up to and including discharge. Rejection of an employee for insurability by the Company's auto insurance carrier will result in the disqualification of the employee from driving. The Company does not have a policy of providing alternative employment for disqualified employees.

K.  The Company has established an employee assistance program (EAP) for drivers, and supervisors. The program consists of education and training on the effects of illegal drug use and how to recognize signs of drug abuse. All drivers and supervisors are required to attend at least one hour of training under the program.

L.  Any employee may request an unpaid leave of absence for the purpose of undergoing alcohol or drug rehabilitation treatment so long as the employee is not already, as of the date of such request, disqualified as a driver under the Act.

i. Such requests shall be granted on a one-time basis only for a maximum of sixty (60) days without pay, but without loss of other benefits. Any request to have such one-time leave extended will be subject to the sole discretion of the Company and will be expressly contingent upon the employee being responsible to maintain his/her health insurance at his/her own expense to the extent permitted by State or Federal Law.

ii. Any employee who requests and is granted a leave of absence for purposes of alcohol/drug rehabilitation shall be subject to after-care monitoring, consistent with applicable provisions of the Act, without regard to whether such employee is himself/herself subject to the provisions of the Act.

M.  Prior to being disciplined, the employee will be advised of the reason for the discipline and be given the opportunity to present his/her position, including any denials or contrary information. Such pre-disciplinary meeting shall not be construed to limit the Company's right to impose appropriate discipline consistent with its rights/responsibilities under the Act.

N.  Be advised that some of the provisions of this policy and the consequences of violating certain provisions of this policy and the Act go beyond the requirements of the Act and are based on the Company's authority, independent of the Act.

COLLECTION SITE INFORMATION:

Alpena General Hospital
1501 West Chisholm
Alpena, Michigan  49707
(989) 356-7390

MEDICAL REVIEW OFFICER:
Dr. John Budnick
Drug Screen Plus
3637 Clyde Park
Grand Rapids, Michigan  49509
(800) 459-9012
Fax (616) 8361

SUBSTANCE ABUSE PROFESSIONAL:
Birchwood Center for Chemical Dependency
1501 W. Chisholm Street
Alpena, MI 49707
Contact: Pam Coleman
(517) 356-7242
(800) 288-7242

TRANSPORT DRIVER PRODUCT LOADING/UNLOADING POLICY

a.  Prior to unloading product, gauge the tank to be sure the product will fit into the tank. Tanks are also to be gauged after product is dispensed. Over-filling is not allowed.

b. While loading or unloading product, drivers will NOT leave the transport unattended. If a transport driver is observed leaving the transport unattended, the driver will be subject to dismissal. Sitting in the cab while loading or unloading product is also unacceptable. Drivers are to watch carefully for possible over-fill or leaks.

If the policies outlined above, or other responsible precautions are not adhered to, disciplinary action, up to and including dismissal, will be taken.

TRANSPORT DRIVER PRODUCT MIX

It is unlawful, as well as a violation of company policy to dilute the octane of a gasoline by putting a lower rated octane in a designated tank (i.e., 87 Regular into a 93 Premium marked tank).


THE COMPANIES MAY, AT ANY TIME, ADD, CHANGE OR DELETE THE CONTENTS OF THIS MANUAL, INCLUDING BUT NOT LIMITED TO THE ADDITION, CHANGE OR DELETION OF ANY BENEFIT AND OF ANY BENEFIT PLAN SUCH AS 401 (K) PLAN AND HEALTH INSURANCE.

EMPLOYEE  MANUAL ACKNOWLEDGMENT

Thank you for taking the time to read the Employee Manual. Understanding its contents is a must for every Alpena Oil Company employee. Why? To help you understand the Company, to better communicate with all employees, and most of all, to help you enjoy your work more by knowing what is expected of you.

We ask that you sign this page to make sure that you have read the Employee Manual and understand its contents. If you have any questions, be sure to get them answered before signing. After reading the acknowledgment below, sign where indicated. Then give this page to your manager.

ACKNOWLEDGMENTS:

I understand that this Employee Manual does not constitute an employment contract between any employee and Alpena Oil Company. I acknowledge that nothing within this manual shall be deemed to give any employee the right to be retained in the employ of Alpena Oil Company, Inc. or to interfere with the right of the company to discharge the employee, with or without cause and with or without notice, at any time.

I understand that I may leave the Company, with or without cause, at any time.

I have read and thoroughly understand the contents of the Employee Manual.

EMPLOYEE SIGNATURE:______________________________________________

DATE:_________________

EMPLOYEE CONDUCT REPORT

STORE:_____________________________DATE:___________TIME:________

EMPLOYEE:_______________________________________________________

DESCRIPTION OF CONDUCT/WORK PERFORMANCE:________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

DISCIPLINARY ACTION_____________________________________________

________________________________________________________________

________________________________________________________________

EMPLOYEE________________________MANAGER_________________________