Welcome

Welcome to Curtis California. We are pleased to have you with us and sincerely hope you will find the opportunities, satisfaction and friendships that others have found within Curtis. Your individual contribution and the team spirit with which you perform are fundamental to success – both yours and Curtis’.

About This Handbook

This Employee Handbook has been prepared to inform you of Curtis’ history and assist you with the various benefits and programs offered and other information related to your employment. This Handbook is intended to serve as a quick reference and to give you a clear understanding of what is expected from you as an employee and what you may expect from Curtis with regard to our employment practices. You should read and become familiar with the policies and procedures described in this Handbook. If you believe anything is unclear or if you have questions, please contact your human resources representative.

Curtis hopes through these policies and procedures to promote a safe, equitable, friendly, effective and enjoyable working environment that is in compliance with federal and state and local laws and regulations. Failure to comply with these policies and procedures may result in disciplinary action, up to and including termination from employment.

Please understand that this Handbook cannot anticipate every situation or answer every question concerning human resource issues. Curtis may from time to time, at its sole discretion, add to, alter or delete any of its policies, practices, or benefits described in this handbook. In any situation concerning benefit plans, the terms of the plan supersede any contrary statements contained in this document. This employee handbook replaces and supersedes all prior handbooks and policies of Curtis.

Nothing in this handbook is intended to preclude or dissuade employees from: (a) reporting possible or suspected violations of law or regulation to any governmental agency or entity, cooperating with any such agency in an investigation, or making other legally protected disclosures; or (b) engaging in any other activity protected by federal, state or local law.

Individual contribution and the team spirit with which you perform are fundamental to success – both yours and Curtis’.

Employment at Will Policy

It is the goal of the Company to provide a positive work environment and a solid economic foundation upon which all employees may build a future. However, the Company is also aware that personnel changes are sometimes initiated by employees and management alike. In this regard, it is expressly understood that employment at Curtis is for no specific duration, and shall continue only so long as it is mutually agreeable to you and the Company. Either you or the company may terminate employment for any reason whatsoever, with or without cause or advance notice, and at any time. No section of this Handbook is meant to be construed, nor should be construed, as establishing anything other than an employment-at-will relationship within the meaning of California Labor Code Section 2922, nor does it limit management’s discretion to make personnel decisions such as reassignment, change of wages and benefits, demotion, etc. Moreover, no one in the organization, other than the President, has the authority or legal ability to modify the at-will nature of the employment relationship. The President can do so only if it is clearly set forth in a written agreement that is signed by both the President and the employee in question.