Effective: October 29, 2025 Serving: Illinois, Ohio, Kentucky, Wisconsin, Indiana, Pennsylvania, New Jersey, Virginia, Maryland, Delaware, New York, Rhode Island, Connecticut, Massachusetts, and Florida

A Critical Note Before You Begin

This handbook is your guide to succeeding at East Coast Facilities, Inc. (ECF). It is not an employment contract. Your employment is at-will — either you or the Company may end it at any time, with or without cause or notice. Only the President can create a binding contract, and it must be in writing. We may update this handbook at any time.

Our Company and Mission

East Coast Facilities, Inc. (ECF) is a professional facility maintenance company serving commercial, corporate, government, and institutional clientele. We self-perform services in 15 states: Illinois, Ohio, Kentucky, Wisconsin, Indiana, Pennsylvania, New Jersey, Virginia, Maryland, Delaware, New York, Rhode Island, Connecticut, Massachusetts, and Florida.

The Company’s success and growth continue to be driven by the dedication and participation of all employees. We manage operations and personnel resources to enable you to achieve the highest level of work satisfaction and fulfillment.

Equal Employment Opportunity

It is our policy to select, develop, and promote employees based on individual ability and job performance. We provide equal employment opportunity in all aspects of employer-employee relations without discrimination because of race, color, religious creed, sex (including pregnancy, sexual orientation, and gender identity), national origin, ancestry, marital status, age, physical or mental disability, genetic information, veteran status, or any other protected characteristic.

This policy affects every decision — including compensation, benefits, terms and conditions of employment, opportunities for promotion, training, development, transfers, and other privileges. We maintain a working environment free of harassment and intimidation. We comply with the letter and spirit of all applicable local, state, and federal statutes.

Our Core Values

These principles define who we are:

• Principles govern our conduct
• We respect people
• Personal accountability makes us stronger
• We do not give orders that we would not do ourselves
• Boardroom decisions are for banks
• We have the courage to take on risks and seize opportunities
• We play to win
• We laugh every single day

Our Clients

As a professional service business, we are contracted to provide a service that meets and/or exceeds our client’s needs. We are all responsible for client satisfaction and strive to be courteous and helpful. We seek to correct mistakes. Great care is taken when operating equipment around buildings, vehicles, and pedestrians. Many of our job sites are high-security locations; consequently, our conduct and decorum should always be professional.

Introductory Period

The first 90 days of your employment are an introductory period. During this time, you should become familiar with the Company, your coworkers, your work, and the opportunities available.

You may be required to take a post-offer physical exam to ensure you can perform the essential functions of your job, with or without reasonable accommodation (ADA-compliant). You must be physically capable of performing the work.

Toward the end of the introductory period, your Supervisor will review your performance with you. Thereafter, performance reviews will be conducted at least every twelve months (see “Performance Reviews”).

During the introductory period — and at all other times — the Company retains all rights to transfer, demote, discipline, and terminate employees at-will, at any time, with or without cause.

Work Hours

Working hours vary by Service Center and type of work. At most centers, the standard workweek is 40 hours, typically in the form of four 10-hour days. Overtime is voluntary but may be required and, in some states, is part of a regular schedule. Hours worked above 40 in a pay period will be paid at time and a half the base rate.

We provide as much notice as possible when overtime is required, though weather or unforeseen circumstances may allow less than 24 hours. We aim to keep all employees at or below 60 hours per week. If your circumstances do not permit exceeding this limit, you will not be penalized. Managers will work with you based on production needs and your situation. Overtime is offered to employees who have worked less than 60 hours in a week before requiring an employee to exceed 60 hours.

Periodically, you may be asked to start earlier or stay later due to special job conditions. Work time begins when you depart the Service Center or start working at a job site. You may provide your own transportation to a job site or report to a Service Center and ride in a Company vehicle if available. You will not be paid for this time unless specifically required to report to the Service Center.

Lunch periods are usually 30 minutes, unpaid. You should bring your lunch. Company vehicles are not to be used for lunch transportation unless explicitly authorized by a manager.

Punctuality and Absence

Your regular attendance is necessary for the Company to meet its commitments. If you are late or miss work, it makes it difficult for your crew to work effectively. If you must be late or miss work, notify the office as early as possible so your job can be covered and your crew is not delayed.

If you do not call and do not present yourself for work, you are subject to termination.

Uniform Standards

Once issued, you are required to wear your uniform while on the clock. The Company provides and pays for uniforms; you are responsible for cleaning and care.
We have strict uniform guidelines that must be followed:

• Full issued uniform required
• Shirts tucked in at all times
• Belt required; pants may not sag
• Only company-issued hats or neck gaiters
• No hoop earrings or long neck chains (safety) — religious accommodations available
• Long hair tied back
• Beards neatly trimmed
• No visible facial or tongue piercings (safety) — religious/medical accommodations available
• No more than two buttons undone
• Shirt cuffs buttoned or neatly rolled
• Work boots and all PPE required
• Official company ID visible at all times

If you are not in uniform per these standards, it can be assumed you are not on the clock. When in uniform, you represent the Company’s brand. Exercise discernment on social media. Unprofessional, criminal, or offensive actions — especially in uniform — are grounds for termination. We will not discipline protected speech under federal labor law.

Pay Check Procedures

The workweek is Monday through Sunday. Paychecks for the previous week are distributed by Friday.
If you believe a mistake has been made, report it immediately to your supervisor. The Company does not give advances in pay.

Performance Reviews

Periodic performance reviews are a time to discuss your job and personal goals with your supervisor. Your first review may occur toward the end of the three-month introductory period. Thereafter, a review of your progress will be made at least every twelve months.
These reviews determine if you are working within acceptable parameters of your job description and provide coaching to help you fulfill your assignment. Performance reviews usually do not involve wage increases.

Wage Reviews

Wage increases are not automatic and are not based on seniority. They are based on:

• Sustained performance
• Internal equity
• External competitiveness
• The job you perform
• Geographic area
• Your level of expertise

Wage reviews are not conducted in response to an employee’s pay increase request. Employees who wish to earn increases must be interested in development and advancement through merit and performance.

Promotions

It is Company policy to select qualified internal candidates for promotional opportunities as they arise. Promotions are based on employee performance and company needs. If you desire a promotion or transfer, let your supervisor know — the best time is during periodic performance reviews.

Complaints & Open-Door Policy

Your work with us should be satisfying and rewarding. Since problems and complaints do arise, you are encouraged to raise them with your immediate supervisor. Your problem or complaint will be addressed promptly before it becomes a serious irritant.
Follow these steps:

1. Discuss with your Project Manager — they work closest with you.
2. If unsatisfied, take it to the Service Center Director of Operations (DOO) — they will meet, investigate, and respond.
3. Still unresolved? Speak directly with President Joshua Gámez at 732-654-2639 — provide your name, Service Center, and employee ID. No retaliation for good-faith concerns.

Rain Day Policy for Field Employees

If it is raining in the morning before work starts, call the designated phone number to see if you should report. If you report without calling and are sent home, you will not be paid. If rain begins after work has started, all employees get at least 2 hours of paid time.
In NJ, CT, IL, MA, NY: You may get up to 4 hours reporting pay if sent home early — check with your DOO.

Continuity of Employment

Operations require employees to be available year-round. When a contract is lost, there may be a temporary shortage of work and displacement, resulting in layoffs. We encourage you to apply for any open position within the Company. If you resign to relocate and there is a Service Center in your new area, you may arrange a transfer with notice.

Moonlighting

Use of any Company equipment or materials on non-Company projects without the Director of Operations’ permission is prohibited and will be treated as theft.
The Company feels that full mental and physical capabilities are hampered if a person attempts to hold down more than one job; therefore, moonlighting is discouraged. Your job at ECF is your primary job. We will not accommodate alternate employment obligations that conflict with shifts, late hours, or weekends due to weather.

Vacations

The purpose of vacation is to provide an annual rest period. Only full-time employees are eligible for paid vacation.

Accrual and Eligibility:

• Accrues weekly
• Carries over year to year
• No maximum balance
• Paid out upon request or at termination (except in Kentucky, where accrued vacation is forfeited)

Eligibility Schedule:

• After 1 year: 1 week
• After 5 years: 2 weeks
• After 15 years: 3 weeks

You must give your supervisor 30 days’ written notice. Vacations must be requested in advance to align with Service Center needs and schedules. Vacation schedules are approved by the Operations Manager. If you have more than one week, only one may be taken during summer (May–September). Managers stagger vacations — your request may not be approved.

Vacation pay is based on 40 hours of regular wages. One-day increments = 8 hours. Unearned vacation taken due to extraordinary approval will be deducted from your final check.

Paid Personal Time Off (PTO)

PTO is available to all full-time employees working more than 1,500 hours annually. It provides flexibility to use time off for personal needs — family care, appointments, or emergencies.

PTO = Personal Days + Sick Leave Accrual (SLA)

• SLA = State-mandated sick leave (1 hr per 30–40 worked, up to 40 hrs/yr)
• PTO = Company-provided personal days on top of SLA
• PTO is not vacation — schedule vacations separately
• No carryover — unused PTO paid out in the next pay period after it expires
• Paid at regular rate

Allocations by Group (in addition to SLA):

• Full-Time Hourly Field Workers: 2 days/year
• Full-Time Salaried Field Supervisors: 3 days/year
• Middle Management: 4 days/year
• Senior Management: 5 days/year

See Benefits Guidance for details.

Kentucky has no state PSL. Local ordinances apply in select cities in IN, OH, PA, VA.

Insurance and Benefits

Full-time employees (>1,500 hours/year) qualify for health insurance after 90 days. Ask your Project Manager or Director of Operations for details. 

401(k) Retirement Plan: Eligible after 365 days. Elective contributions with Company match. See Benefits Guidance for details.

Leave of Absence

Family Care and Medical Leave

Employees with 1+ year and 1,250 hours may take up to 12 weeks unpaid FMLA leave for:

• Serious health condition
• Newborn/adopted/foster child
• Caring for ill family member
• Pregnancy/childbirth

ECF Paid Parental Leave (Gender-Neutral):

• Primary caregiver: 6 weeks paid
• Secondary caregiver: 2 weeks paid

In CT, IL, MA, MD, NJ, NY: Up to 12 weeks paid family/medical leave via state insurance (60–100% pay). ECF contributes.

Military Leave

Granted to full-time and part-time employees. ECF reimburses the difference between base pay and military compensation for up to two weeks per year.

Jury Duty

Granted to full-time and part-time employees. Unpaid, job-protected.

Death in the Family

Upon death in your immediate family (spouse, child, parent, grandparent, grandchild, sister, brother), full-time employees with 3+ months get 2 paid days. Consult supervisor for more time.

Personal Business

Discussed with your supervisor. Unpaid. Duration agreed in advance; benefits may be affected.

Company Vehicles

Used only by authorized employees on Company business.

Keys

Keys for vehicles parked at Company yards are locked at night. Project managers assign keys to facilities, gates, equipment rooms, or supply rooms.

Driver’s License

Only employees with internal driving certification and a valid license may drive Company vehicles. Driving records are reviewed annually; poor records can lead to loss of privileges.

Traffic Accidents

Report all accidents to the office by phone as soon as possible. Each vehicle has an Accident Reporting Envelope — complete and return the same day if possible. If anyone is injured, notify the Service Center immediately. Exchange insurance only — make no other statements.

Drug and Alcohol Testing Program

All job applicants must pass a pre-employment drug screen. After hire, testing is required for:

• Work-related accidents/injuries
• Reasonable suspicion
• Return-to-duty/follow-up

Random testing only for safety-sensitive roles (e.g., CDL drivers, heavy equipment) — per NJ, MD, IL, NY, CT, MA law.
Commercial motor vehicle drivers follow a separate DOT program. See your Branch policy for details.

Equipment Responsibility

All employees must secure and maintain Company equipment. Follow these procedures:

• Remove keys and lock unattended vehicles
• Chain and lock unattended equipment on job sites
• Keep tools in crew sight unless secured
• Crew leader ensures all tools are collected before leaving
• Perform operator maintenance per manufacturer guidelines
• No repairs beyond routine without leader approval
• Do not operate unsafe equipment
• Lock and secure all equipment at night

Failure to follow or equipment abuse may result in corrective action, including repayment for loss.

Sexual Harassment

It is Company policy that all employees enjoy a work environment free of all forms of discrimination, including sexual harassment. Sexual harassment refers to offensive, unwelcome conduct that harms morale or interferes with business. No employee should be subjected to unsolicited overtures, verbal or physical.
Report immediately. Investigations are confidential. Discipline up to termination follows. No retaliation.

Standards of Conduct

We retain the right to progressively discipline for rule violations:

• Verbal warning
• Written warning
• Suspension
• Termination

Steps are discretionary — we may skip or terminate immediately for one violation.
Immediate termination for:

• Dishonesty, fraud, theft
• Sabotage
• Insubordination
• Falsifying records
• Weapons on property
• Fighting
• Positive drug/alcohol test or refusal

Other unacceptable conduct:

• Threats or intimidation
• Unsafe conditions
• Horseplay
• Unauthorized absence
• Gambling
• Smoking in unauthorized areas
• Failure to report damage

Safety Rules

Safety is our top priority. You must:

• Actively participate in safety meetings
• Report all injuries/accidents immediately — no matter how minor
• Wear proper safety equipment
• Never perform unsafe work — notify supervisor or Safety Officer at once

SEE SAFETY MANUAL

State-Specific Addendum

• Kentucky: No PSL; vacation forfeited at termination
• Indiana, Ohio, Pennsylvania, Virginia: Local PSL in select cities
• Connecticut, Illinois, Massachusetts, Maryland, New Jersey, New York: Statewide PSL (40 hrs) + paid family/medical leave
• Delaware, Florida: Statewide PSL (40 hrs); no paid family leave