Aerotek, Inc Drug and Alcohol Use Policy

Policy Statement
Aerotek, Inc is committed to providing a safe work environment and promoting and protecting the health, safety and well-
being of its employees, including contractors, billable employees, and consultants (contractors, consultants and billable
employees are collectively referred to as "contractors"), customers and clients. Aerotek, Inc complies with all applicable
laws, including the Federal Drug Free Workplace Act of 1988, the Federal Controlled Substances Act, and applicable state
and local law. This Aerotek, Inc Drug and Alcohol Use Policy (the "Policy") is applicable to all internal and contract (full-time,
part-time and temporary employees) employees and interns (collectively "Employees").

Policy
While on Aerotek, Inc, client or customer premises, while conducting business-related activities of Aerotek, Inc, client or
customer, or during an Employee's workday, an Employee may not use, possess, distribute, sell, convey, manufacture, or
have any presence of any illegal drugs in a bodily system (blood, sweat, hair, urine or saliva). The legal use of prescribed
drugs is permitted while on the job only if it does not impair an Employee's ability to perform the functions of the job in a safe
and effective manner. Aerotek, Inc will follow federal and applicable state and local guidelines in determining the definition of
illegal drugs (including determinations regarding the use of medical marijuana).

Alcohol shall not be consumed while on Aerotek, Inc, client or customer premises, or at any time during an Employee's
workday. Employees may not report to work under the influence of alcohol.

Violation of Policy
Violations of this Policy may lead to disciplinary action up to, and including, immediate termination of employment. Such
violations may also have other legal consequences.

Drug and Alcohol Testing

Contract Employees
Where permitted by law, Aerotek, Inc reserves the right to require drug and alcohol tests of contract employees in the
following situations:

• Post-offer; or
• Pre-employment; or
• Reasonable cause or suspicion; or
• Random; or
• Following an on-the-job accident which results in personal injury or property damage; or
• Where mandated by Federal Regulation or client regulatory requirement; or
• Pursuant to the policies of the client or customer.

A contract employee's failure to immediately comply with a request to submit to a reasonable cause or suspicion, post-
accident or random substance test may lead to disciplinary action, up to and including, immediate termination of
employment.

A contract employee's failure to comply with a request to submit to a post-offer, pre-employment substance test within
seventy-two (72) hours from the request may result in the contract employee being temporarily ineligible for placement for
six (6) months.

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All positive drug tests are confirmed in Substance Abuse and Mental Health Service Administration ("SAMHSA") certified
laboratories. All positive breath-alcohol tests are verified with a second confirmation test.

Any contract employee with a positive drug and or alcohol test (regardless of the reason for the test) is temporarily ineligible
for employment opportunities for six (6) months After the six (6) month period has passed, the contract employee must
successfully pass another drug or alcohol test before beginning work for any Aerotek, Inc company. The six (6) month
employment ineligibility period begins on the date the MRO (Medical Review Officer) validates the result, not the actual date
the test was taken.

Internal Employees
Aerotek, Inc reserves the right to require drug and alcohol tests of internal employees for reasonable cause or suspicion or
following an on-the-job accident which results in personal injury or property damage.

An internal employee's failure to immediately comply with a request to submit to a reasonable cause or suspicion or post-
accident substance test may lead to disciplinary action, up to and including immediate termination of employment.

An internal employee with a positive drug or alcohol test may be subject to disciplinary action, up to and including,
termination of employment.

Process

Medical Review Process

Upon receipt of a presumptive positive drug or alcohol test result from the laboratory, in an effort to determine if there is a
valid medical explanation for the positive result, the MRO will attempt to contact the Employee up to three (3) times via
telephone over a period of five (5) days from the date of receipt of the test results. In the event the MRO is unable to speak
with the Employee within the five (5) day timeframe, the test result will be reported as positive. The Employee has up to
sixty (60) days after the result has been reported as positive to contact the MRO to discuss the results and provide an
explanation and supporting information for the result. If appropriate, following the discussion and review of supporting
information, the MRO may change the positive test result to negative.

Privacy/Communication of Results
For contract employees, all initial communications regarding presumptive positive drug or alcohol tests will come directly
from the MRO. Initial communications regarding confirmed positive drug and alcohol tests will come from the Allegis Drug
Test Team to the designated drug and alcohol testing representative in the office, the designated drug and alcohol testing
representative will then communicate the outcome to the contract employee directly.

For internal employees, all initial communications regarding presumptive positive drug or alcohol tests will come directly from
the MRO. Initial communications regarding confirmed positive drug and alcohol tests will come from the Allegis Drug Test
Team to the designated HR representative who will then communicate the outcome to the internal employee directly.

Expiration of Drug Test

For contract employees, unless documented client requirements differ, drug or alcohol test results are valid for ninety (90)
days or the life of the assignment, whichever is greater.

Reanalysis Requests
In the event of a confirmed positive test result an Employee has the right to request a specimen reanalysis. Reanalysis
requests for urine tests must be submitted within seventy-two (72) hours of notification by the MRO to the employee of the
positive result. Reanalysis requests for hair or oral fluid tests must be submitted within twenty-four (24) hours of notification
by the MRO to the employee of the positive result. The Employee is responsible for the cost of the reanalysis.

Cancelled Tests
In the event a drug or alcohol test is canceled for any reason other than at the request of the Employee, the result is

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considered null, and is neither positive nor negative. The Employee must provide a new specimen within forty-eight (48)
hours of notification that the drug or alcohol test was canceled. There are some canceled drug or alcohol tests
circumstances that will require that the retest be conducted under direct observation by a same-sex collector. Further
instruction will be provided by the DER (Designated Employer Representative) on how to proceed in the event of a cancelled
test.

A specimen with a temperature of below ninety (90) degrees or above 100 degrees is considered out of normal range and
will be cancelled. In the event the specimen falls within this temperature range the Employee will be asked to remain at the
clinic and provide a new sample under direct observation by a same-sex collector. Should the Employee decline the second
collection, this will be treated as a refusal to test.

Refusals to Test
An Employee's failure to appear for a drug or alcohol test within the prescribed timeframe, failure to remain at the testing site
until the testing process is complete, failure to provide the required specimen, failure to provide sufficient volume of
specimen, failure to comply with re-testing procedures following a cancelled test, or providing a specimen that has been
adulterated will be treated as a refusal to test. A refusal to test may result in disciplinary action, up to and including,
termination of employment. In the event of a contract employee, a refusal to test will result in the contract employee being
temporarily ineligible for employment opportunities for six (6) months.

The testing process starts once the Employee has registered at the clinic. In the event the Employee is unable to provide a
sufficient volume of specimen, shy bladder/lung procedures, as established by the clinic, will be followed.

Negative Dilute/Negative Super Dilute/Positive Dilute Tests

Unless otherwise specified by a client requirement, a negative dilute test result will be considered passing for contract
employees. Internal employees who provide a specimen with a negative dilute test result will be considered passing.

A negative super dilute result will require a retest under direct observation by a same-sex observer within forty-eight (48)
hours of the Employment Screening Team notifying the individual of the need to retest.

A positive dilute test result is considered a positive result for both internal and contract employees. Contract employees with
positive dilute test results will result in the contract employee being temporarily ineligible for employment opportunities for six
(6) months.

Prescription Drug Use

Use of prescription medication must be as advised by a physician. The MRO shall confirm prescription drug use with the
issuing pharmacy. Under no circumstances should anyone other than the MRO discuss medical diagnoses or prescription
information with an Employee.

Any confirmed positive drug test result due to use of an expired prescription drug or use of prescription medication
prescribed to anyone other than the Employee will be treated as a positive drug test result.

Marijuana Usage Generally

Although some states have legalized marijuana usage for medicinal purposes and/or recreational use, Aerotek, Inc is not
required to allow the use or presence of marijuana in the workplace, nor is it required to permit an employee to be under the
influence of marijuana while performing his/her job duties. Even in states where marijuana may be legal in some form, use
and possession is strictly prohibited on Aerotek, Inc property and may result in discipline, up to and including termination.
Aerotek, Inc abides by applicable federal and state laws concerning marijuana.

Medicinal Marijuana Usage

Due to the growing number of state laws which legalize the use of marijuana for medical purposes, if the drug screen result
for a post-offer, pre-employment drug test is positive due to medical marijuana use and the candidate is qualified under a
state's law as a medical marijuana user Aerotek, Inc will not automatically prohibit the hiring of the candidate. As outlined in
the applicable state law, there are specific requirements that must be met, and all Employees impacted will be vetted in
accordance with those requirements by the MRO and DER.

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Recreational Marijuana Usage
While the recreational use of marijuana has been legalized by several states, marijuana remains an illegal drug under
federal law and its use in the workplace is strictly prohibited. Upon receipt of a positive drug test for marijuana, and the
candidate is not qualified under a state's law as a medical marijuana user, Aerotek, Inc shall make its hiring decision in
accordance with its policies and applicable federal, state and local laws.

Post-Incident Testing
Any incident resulting in a work-related injury or illness must be reported to the field office (in the case of a contract
employee) or the manager (in the case of an internal employee) immediately. Every Employee has the right to bring a
workplace safety or health concern to the attention of Aerotek, Inc and the Employee's manager or client manager (if
applicable), and report a work-related injury, illness or safety concern without fear of retaliation. Any employee involved in
an on-the-job incident may be referred for post-incident drug and/or alcohol testing immediately following the incident or no
later than immediately following any treatment for injury in accordance with applicable law.
Employees involved in incidents occurring as a result of equipment failure; an environmental factor; a medical emergency or
illness; a repetitive motion injury; a not-at-fault car accident; an injury for which only on-site first aid is required; or, any other
cause not consistent with possible drug or alcohol use, will not be referred for testing. When a test panel is not specified in
writing by the client,
Aerotek, Inc will perform a five (5) panel instant drug test. An employee involved in an on-the-job incident warranting
consideration of, and/or referral for, post-incident drug and/or alcohol testing may be suspended in the sole and absolute
discretion of Aerotek, Inc pending final test results. Aerotek, Inc will comply with all applicable federal regulations and state
and local laws in administering any testing after an incident.

Random Testing
Contract employees may be subject to random drug and/or alcohol testing pursuant to the policies of a client or customer. A
contract employee failing to submit to the required drug and/or alcohol testing may be subject to disciplinary action, up to
and including, termination.

Follow-Up Testing
In select circumstances the Substance Abuse Professional (SAP) may determine that follow-up testing is required. In the
event follow-up testing is required at least one follow-up test must occur prior to the employee returning to work.

Reasonable Cause or Suspicion Testing

In the event of reasonable cause or suspicion testing the Employee will be sent for a five (5) panel drug test as well as a
breath alcohol test. Contract employees shall undergo the five (5) panel drug test unless otherwise specified in writing by
the client. The Employee's transportation to the nearest clinic and transportation home from the clinic after testing shall be
arranged by the local office, or HR representative. Transportation should not be provided by Aerotek, Inc or a client
employee. The Employee shall be suspended pending test result confirmation by the DER. Testing must occur prior to the
Employee completing their shift, but in no event more than eight (8) hours from the behavior or event triggering the
reasonable cause or suspicion test. The Employee's failure to comply with the testing request may result in disciplinary
action, up to and including, immediate termination of employment.
Aerotek, Inc will comply with all applicable state laws when administering any drug and alcohol testing and in conducting
reasonable cause or suspicion testing generally.

Self-Identified Substance Abuse

An Employee who elects to disclose an issue involving substance abuse should contact their Employee Relations Manager
or HR Representative.

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