Triumph Handbook July 2013

Cliient Foc
cus In
ntegrity Imag
gination
Emp
ployee
e Han
ndbook
July 2013
Triumph Enteerprises, Inc.

Companny Proprietary IInformation
Triumph Teammate:
Im delighted that youve joined the Triumph team, especially now, at such an exciting time in
our development. I hope you will find that Triumph is not your typical company. As a
corporation, we have taken great care to create an environment that embraces change,
open communication, and collaboration. At the foundation are the three core values by
which we conduct business every dayClient Focus, Integrity, and Imagination.
It is our reputation that will enable our continued success and long term viability, which is why
your contribution in living these values as a Triumph team member is essential. Triumphs Core
Values will permeate our culture, business practices, and daily actions.
Our goal at Triumph is to continually set higher standards of performance for our clients. For
that reason, we established Client Focus as our first core value. Client Focus represents how we
value team players, leadership, and collaboration. We believe that exceeding the call of duty
demonstrates our commitment to quality and excellent service. Our dedication to our clients
and Triumph teammates is expressed by our exceptional performance every day. By joining
Triumph you are committing to maintaining and elevating these high standards.
Our second core value is Integrity. As a growth-oriented business we must develop strong
relationships built on characterones that value honesty, trust, and reliability. At Triumph we
believe in delivering our service to the client with professionalism, transparency, and
dependability. Integrity is all about doing the right thing every time.
Our third core value is Imagination where we value vision, creativity, and innovation. A path to
growth and development is rooted in ideas that go beyond what is to the realm of what
could be. I challenge you to question the status quo and shatter traditional thinking by using
your imagination to help us attain our vision to build the best company on the planet.
Triumph is responsible for ensuring that our clients and teammates succeed beyond their wildest
expectations. As a Triumph teammate you must commit to that same responsibility. This
employee manual is a tool to let you know who we are, convey our expectations of you as a
new member of our team, and to inform you of what we have to offer. It explains and defines
the companys benefits, programs, and our basic business policies and procedures. It is
important that you read and understand the contents of the employee manual so you know
what we expect of you as a Triumph teammate.
Triumph is a growth-oriented company committed to delivering world-class services to our
clients and to creating a best company on the planet environment for our people. I am
excited to have you on board and look forward to working with you in realizing these goals!
Sincerely,
M.N. Scott Ulvi

President & CEO
Triumph Enterprises, Inc.

Company Proprietary Information

INTRODUCTION............................................................................................................................6
INTRODUCTION AND DEFINITIONS ........................................................................................................6
ABOUT TRIUMPH ENTERPRISES, INC. .....................................................................................................6
EQUAL EMPLOYMENT AND HARASSMENT POLICIES .....................................................................9
EQUAL EMPLOYMENT OPPORTUNITY ....................................................................................................9
AMERICANS WITH DISABILITIES ACT ......................................................................................................9
PROHIBITED HARASSMENT ................................................................................................................... 9
ETHICS............................................................................................................................................11
GETTING STARTED ......................................................................................................................11
EMPLOYMENT CATEGORIES ..............................................................................................................11
NOTICE TO OUR EMPLOYEES ............................................................................................................12
CHANGE IN POLICY ........................................................................................................................12
BENEFIT PROGRAMS ..................................................................................................................13
INSURANCE BENEFITS ........................................................................................................................13
CONTINUATION AND CONVERSION OF HEALTH INSURANCE BENEFITS (COBRA) ...................................13
SHORT AND LONG TERM DISABILITY...................................................................................................12
MISCELLANEOUS BENEFITS ........................................................................................................14
EMPLOYEE SERVICE AWARDS ...........................................................................................................14
EDUCATION REIMBURSEMENT ............................................................................................................15
TRAINING REIMBURSEMENT ...............................................................................................................16
PROFESSIONAL MEMBERSHIPS ...........................................................................................................16
EMPLOYEE REFERRAL BONUS ............................................................................................................17
ANNUAL BONUS PLAN .....................................................................................................................17
SAFETY AND WORKERS COMPENSATION...........................................................................................17
CELL PHONE AND WIRELESS DEVICE REIMBURSEMENT .........................................................................16
PAY, HOURS AND EXPENSES .....................................................................................................18
WORK HOURS.................................................................................................................................18
TIMESHEET AND EXPENSE REPORTING .................................................................................................19
EXPENSE REPORT SUBMISSION ...........................................................................................................21
YOUR SALARY .................................................................................................................................21
PAYROLL DEDUCTIONS ....................................................................................................................21
PAYDAY .........................................................................................................................................21
ADMINISTRATIVE PAY CORRECTIONS .................................................................................................21
TIME AWAY FROM WORK ..........................................................................................................22
PAID LEAVE ....................................................................................................................................22
FAMILY AND MEDICAL LEAVE ...........................................................................................................24
INCLEMENT WEATHER.......................................................................................................................27
JURY AND WITNESS DUTY .................................................................................................................27
VOTING TIME ..................................................................................................................................27
MILITARY AND THE NATIONAL GUARD ...............................................................................................27
4

MEDICAL AND DENTAL APPOINTMENTS .............................................................................................27

BEREAVEMENT .................................................................................................................................27
GENERAL EMPLOYMENT INFORMATION ..................................................................................28
EMPLOYMENT AT WILL......................................................................................................................28
DRUG FREE WORK PLACE STATEMENT ...............................................................................................28
SUBSTANCE ABUSE AND DRUG TESTING POLICY ..................................................................................28
IMMIGRATION AND EMPLOYMENT ELIGIBILITY ......................................................................................29
BACKGROUND CHECK (PRE-HIRE) ...................................................................................................29
PRIOR SERVICE CREDIT .....................................................................................................................30
UNIFORM SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT (USERRA) ...................................31
NEW HIRE POLICIES .........................................................................................................................32
SAFETY AND ACCIDENT PREVENTION .................................................................................................32
DEVELOPMENT ASSESSMENT .............................................................................................................32
ADVANCEMENT AND PROMOTION ....................................................................................................33
LAY-OFFS DUE TO LACK OF WORK ...................................................................................................33
RESIGNATION ..................................................................................................................................33
EMPLOYEE CONDUCT ...............................................................................................................33
GUIDELINES FOR APPROPRIATE CONDUCT .........................................................................................34
DISCIPLINARY GUIDELINES ................................................................................................................34
COMPLAINT PROCEDURE .................................................................................................................35
COMPANY PROPERTY ......................................................................................................................35
PERSONAL BUSINESS ........................................................................................................................35
E-MAIL AND INTERNET ......................................................................................................................35
VOICEMAIL .....................................................................................................................................36
CELL PHONES .................................................................................................................................36
TEXTING WHILE DRIVING ..................................................................................................................36
TRAVEL, ENTERTAINMENT AND OTHER REIMBURSABLE EXPENSE POLICY & PROCEDURES ..........................37
OTHER GUIDELINES ....................................................................................................................38
APPEARANCE .................................................................................................................................38
COURTESY ......................................................................................................................................39
COMPANY EQUIPMENT ON LOAN .....................................................................................................39
CARE OF EQUIPMENT.......................................................................................................................39
EQUIPMENT REPLACEMENT ................................................................................................................39
PERSONAL PROPERTY .......................................................................................................................41
HEALTH SAFETY PROTECTION ............................................................................................................41
OCCUPATIONAL SAFETY AND HEALTH ...............................................................................................41
PHONE CALLS, PERSONAL MAIL AND VISITORS...................................................................................41
CONFIDENTIAL INFORMATION ...........................................................................................................42
EMERGENCY CONTACTS ..................................................................................................................42
STATEMENT OF HANDBOOK RECEIPT AND UNDERSTANDING .................................................43

Introdu
uction
In
ntroductio
on and Definitions
D
s
Th
his handbo
ook is intend
ded to info
orm you of the genera
al policies a
and work p
practices off Triumph
En
nterprises, Inc. (also referred
r
to as Triumph
h). Please read it ca
arefully and
d keep it ffor future
re
eference. The
T
handbo
ook is a co
onvenient so
ource of infformation a
about Trium
mph Enterprrises, and
itss employment practic
ces and pro
ocedures. While we hope our p
personnel a
actions will continue
to
o be positiv
ve, from tim
me to time Triumph En
nterprises m
may unilate
erally, in its discretion, amend,
su
upplement, modify, orr eliminate one or morre of the be
enefits, worrk rules or p
policies described in
th
his handbo
ook, or any other emp
ployment benefits,
b
wo
ork rules orr policies, w
without prio
or notice.
Trriumph Enterprises will endeavo
or to upda
ate the ha ndbook ass our Hum
man Resourrces (HR)
p
practices an
nd procedu
ures are mo
odified and notify you of these ch
hanges by appropriatte means
as soon as possible.
p
Th
his handbo
ook does not constitu
ute a guara
antee that your emp
ployment w
will continue
e for any
sp
pecified pe
eriod of tim
me or end
d only under certain conditionss. Nothing
g in the ha
andbook
constitutes an expresss or implie
ed contrac
ct of emp
ployment o
or warranty
y of any benefits.
Em
mploymentt at Triumph
h Enterprise
es is a volun
ntary emplo
oyment-at--will relation
nship for no
o definite
p
period of tim
me.
Th
hroughout this handb
book the te
erm Triump
ph Enterprisses senior m
manageme
ent meanss Triumph
nterprises President, Vice Presiidents and
En
d any man
nager, to w
whom the
e President or Vice
Presidents have
h
delegated releva
ant authoritty to make significant personnel decisions, iincluding
su
upervisors. A superviso
or is someon
ne to whom
m you repo rt directly.
A
About Triu
umph Ente
erprises, Inc.
I
C
Change (ch nj): To cause to be different.
d
In
n todays governmentt, one thing
g is constan
ntchange
e. Results a
are paramo
ount and trraditional
so
olutions are
e becomin
ng less effective eve
ery day. A
At Triumph Enterprisess were bu
uilding a
company th
hat is com
mmitted to challengin
ng the sta tus quo. We underrstand the growing
expectation
n to do more with lesss; we also realize
r
thatt this means doing things differently. We
p
pride ourselves on the
e experience and intellect of o
our team and their ability to m
maximize
re
esources.
Trriumph is bridging the gap
p between
n providin
ng excelle
ent techniical servic
ces and
unpreceden
nted personal attentiion to our clients. Triiumph is e
evolving Fe
ederal Gov
vernment
ector contrracting so th
hat crucial work gets done
d
right.
se
Trriumph Enterprises is focused on delivering solutionss. We hav
ve risen to meet the
e Federal
G
Governments growing
g need for mission crritical mana
agement a
and techniical experttise. Our
p
professional,, service oriented team
t
is accomplish
a
hed and ready witth an exc
ceptional
understanding of our clients need
ds and their operating
g environme
ent to ensure results.
W
We understa
and the trib
bulations associated
a
with our cllients busin
nesses and
d their need
d for fast
effective so
olutions. Triiumph is able
a
to pro
ovide the le
evel of serrvice nece
essary to un
ndertake
m
mission critic
cal initiative
es because our team is
i smart, stra
ategic, welll trained, a
and familiarr with our
clients business.
Triumph Enteerprises, Inc.

Companny Proprietary IInformation
Triumph Enterprises is a Virginia S-Corporation, established in February 2005. We are servicedisabled veteran owned and are headquartered in Fairfax, Virginia. Our current goal is to
dramatically change the face of Federal contracting by keeping our clients central to the
solutions we provide.
What We Do
Triumph Enterprises is bringing a new veracity to the Federal contracting field. While typical
contractors are providing just hourly support to their clients; Triumph is breaking the mold.
Triumph is about providing proactive solutions. Our veteran staff is providing services in the
areas of Management Solutions, Information Technology Solutions, and Technical Solutions.
Triumph Mission
Triumph Enterprises is committed to providing our clients with the highest level of service and
solutions in the areas of Management, Information Technology, and Technical Solutions.
Triumph Enterprises ensures success by harnessing the power of our teams intellect, motivating
them to perform exceptionally by promoting a culture of communication, energizing creative
and innovative solutions, and above all, by embracing change.
Purpose: To provide top-notch solutions to the Federal Government, and deliver world class
client service.
Business: Management Solutions, Information Technology Solutions, and Technical Solutions
Values: Client Focus, Integrity, Imagination
Philosophy
At Triumph, our people are our greatest asset.
Our teams intellect, innovation, and sense of
urgency are what make Triumph unique. We
make certain that our client is central to
everything we do. This approach enables
Triumph to consistently exceed expectations.
This 360 degree style of service, with the client
at the center encircled by Triumphs CSTs
(client solution teams), ensures that the client
will
have
efficient,
open
lines
of
communication
as
well
as
maximum
availability to Triumph Enterprises.
NIH
CST
OSD
CST
PNY
CST
TSA
CST
Clients
USAF
CST
USMC
CST
USN
CST
To ensure that Triumph employees have

everything they need to be successful, we
have created a Business Solutions Team that
include: human resources, information technology, contracts, accounting and finance. Finally,
the Triumph executive leadership support team encapsulates the entire structure to provide
consistent oversight and guidance.
Triumph realizes traditional methods of measuring client satisfaction have fallen short. We have
established a Client Care Representative (CCR) to proactively identify Triumphs effectiveness
at satisfying our internal and external client needs.

The Executive Leadership Team

The Leadership Team is responsible for setting and overseeing implementation of the vision and
strategy for Triumph. The Leadership Team also spearheads business development efforts,
achieves financial goals and ensures that Triumphs day-to-day operations run smoothly.
The Executive Leadership Team consists of:
Scott Ulvi, President and CEO

Peter Armatis, Vice President, Civil Sector
Robert McNeil, Vice President, Defense Sector
Jeffrey Neal, Vice President, Contracts & Administration
Robert Plumb, Vice President, Strategic Initiatives
Brandy Wicks, Director of Marketing and Communications
Stephanie Winebarger, Director of Human Resources

Equal Employment and Harassment Policies

Equal Employment Opportunity
The Company provides equal employment opportunities to all employees and applicants for
employment without regard to race, color, religion, sex, national origin, age, disability, genetic
information, status as a Vietnam-era or special disabled veteran, or any other legally protected
characteristic, in accordance with federal, state and local laws. This policy applies to all terms
and conditions of employment, including, but not limited to, hiring, placement, promotion,
termination, layoff, recall, transfer, leaves of absence, compensation, and training. Triumph
Enterprises will not tolerate any unlawful discrimination and any such conduct is prohibited.
Americans with Disabilities Act
Triumph Enterprises will make reasonable accommodations for all qualified applicants and
employees with disabilities in accordance with the Americans with Disabilities Act (ADA),
affirmative action program (AAP) and other applicable federal, state and local laws.
Accommodation shall be consistent with the job qualifications of the position and the
operational needs of the Company. When employees are featured in publications, all
employees will be mentioned including special disabled veterans. Employees who would like to
obtain further information about the ADA or to request an accommodation should direct all
such inquiries to Human Resources.
Prohibited Harassment
Triumph Enterprises is committed to providing a work environment free of discrimination and

harassment. Triumphs environment encourages mutual respect, promotes respectful and
congenial relations between co-workers, including all levels of management, vendors and
customers. Accordingly, Triumph Enterprises absolutely prohibits harassment or discrimination
based on race, color, religion, sex, national origin, age, disability, and genetic information,
status as a Vietnam-era or special disabled veteran, or any other legally protected
characteristic.
In keeping with this commitment, Triumph Enterprises will vigorously enforce its policy against
unlawful harassment. All reported or suspected occurrences of harassment will be promptly and
thoroughly investigated.
Where harassment is determined to have occurred, Triumph
Enterprises will immediately take appropriate disciplinary action, including written warnings and
possible suspension, transfer and/or termination.
Triumph Enterprises will not permit or condone any acts of retaliation against anyone who files
good faith harassment complaints or cooperates in the investigation.
1. The term harassment includes but is not limited to unwelcome slurs, jokes, verbal,
graphic or physical contact relating to an individuals race, religion, sex, sexual
orientation, age, national origin, or disability.
2. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, or
other verbal or physical conduct of sexual nature where:
a. Submission to such conduct is made either explicitly or implicitly a term or
condition of employment;
b. Submission to or rejection of such conduct is used as the basis for decisions
affecting an individual's employment; or
c. Such conduct has the purpose or effect of creating an intimidating, hostile, or

offensive working environment.

3. The term harassment may also include conduct of employees, supervisors, vendors
and/or customers who engage in verbally or physically harassing behavior which has the
potential for humiliating or embarrassing an employee of Triumph Enterprises.
Mandatory Procedures In Cases Of Harassment.
Any employee who believes that she or he has been subjected to unlawful harassment of any
kind has the responsibility to report the harassment immediately to her or his supervisor. If the
employee is uncomfortable reporting the harassment to her or his immediate supervisor
(whether because the supervisor has committed the harassment, or for any other reason
whatsoever), the employee must report the harassment to the next higher level of
management above the immediate supervisor or, if the employee prefers, to the Human
Resources Director, President or owner of Triumph Enterprises.
Triumph Enterprises is committed to taking all reasonable steps to prevent harassment, and will
make every reasonable effort promptly and completely to address and correct any harassment
that may occur. However, the Company cannot take prompt and effective remedial action
unless each employee assumes the responsibility of reporting any incident of harassment
immediately to an appropriate supervisory employee.
Every report of harassment will be investigated promptly and impartially, with every effort to
maintain employee confidentiality. The complainant and the accused will be informed of the
results of the investigation. If the Company finds that its policy has been violated, it will take
appropriate corrective and remedial action, up to and including discharge.
Confidentiality
All reports of harassment will be treated seriously. However, absolute confidentiality is not
promised, nor can it be assured. Triumph Enterprises will conduct an investigation of any
complaint that will require limited disclosure or pertinent information to certain parties, including
the alleged harasser.
Investigation Procedure
Once a complaint is received, Triumph Enterprises will begin a prompt and thorough
investigation. The investigation may include interviews with all involved employees, including
the alleged harasser, and any employees who are aware of facts or incidents alleged to have
occurred.
Once the investigation is completed, a determination will be made regarding the validity of the
harassment allegations. If it is determined that harassment has occurred, prompt remedial
action will be taken.
If the harasser is from a vendor or customer, Triumph Enterprises will take appropriate action to
stop the conduct.
Duties of Employees and Supervisors
All employees of Triumph Enterprises, both management and non-management, are
responsible for assuring that a workplace free of harassment is maintained. Any employee may
file a harassment complaint regarding incidents experienced personally or incidents observed
in the workplace. Triumph Enterprises strives to maintain a lawful, pleasant work environment
where all employees are able to effectively perform their work without interference of any type
and requests the assistance of all employees in this effort.
10

All Company supervisors and managers are expected to adhere to Triumph Enterprises antiharassment policy. Supervisors evaluations may include an assessment of the efforts in
following and enforcing this policy.
All managers and supervisors are responsible for doing all they can to prevent and discourage
harassment from occurring. If a complaint is raised, supervisors and managers are to act
immediately to notify Human Resources of the complaint so that Human Resources may
proceed with an investigation. If a supervisor or manager fails to follow this policy, he or she will
be subject to disciplinary action, up to and including termination.
Ethics
It is Triumph Enterprises standard of conduct and express policy that all dealings with our customers,
suppliers, competitors and co-workers will be conducted with the highest level of ethical behavior and
in complete compliance with the spirit and the letter of the applicable laws and regulations.
Improper activities, or even the appearance of impropriety, could result in serious consequences to
the company and the employees involved in such activities. An employees adherence to this policy
is a significant indicator of the individuals judgment and competence, and will be taken into
consideration when evaluating future assignments and promotions. Insensitivity to, or disregard for, the
principles set forth in this policy will be grounds for appropriate disciplinary action, including dismissal.
No employee shall, on behalf of Triumph Enterprises engage in any conduct that violates any law or is
otherwise inconsistent with the highest levels of honesty and integrity.
It is also Triumph Enterprises policy to foster a free and open atmosphere that allows and
encourages employees to make inquiries, or to report possible business ethics violations or
violations of law, regulations, policies or procedures without fear of retribution or retaliation for
making such reports or inquiries. See Triumphs Ethics Policy for complete details.
Getting Started
Employment Categories
Since all employees are hired for an unspecified duration, these categories do not guarantee
employment for any specific length of time. Regardless of within which category an employee
falls, he/she is always an employee-at-will as stated in this handbook. For purposes of salary
administration and eligibility for overtime payments and employment benefits, the company
classifies its employees as follows:
Employee Introductory Period
Employment, including transfers, is considered to be on an introductory basis for the first four
months from when an employee has received required security clearances/ approvals/
badging. This gives you an opportunity to get to know the business where you work, and
introduces you to your responsibilities.
During this introductory period, you and your supervisor will have an opportunity to observe and
evaluate each other. You will be evaluated for competencies as defined in your employee
performance evaluation.
11

Full Time Regular Employees

Employees hired to work the Company's normal, full-time, thirty hour or more workweek on a
regular basis. Such employees may be exempt or nonexempt as defined below.
Part Time Regular Employees
Employees hired to work fewer than thirty hours per week on a regular basis. Such employees
may be exempt or nonexempt as defined below.
Temporary Employee
Employees hired for a specific period of time, project, or assignment. Such employees are paid
for actual hours worked and are not eligible for benefits. Employees hired for a specific project
or period of time will not experience a change in status simply because they remain in
employment for a longer period of time. Employees who change from temporary status to
regular employee status do not receive credit for their service as a temporary employee. An
employee will change from temporary to regular status only if advised of such a change in
writing from Human Resources.
1099 Consultant
Individuals who are not employees but are hired as an independent resource to complement
existing staff to complete a specific project and/or provide support during a specific period of
time. IRS regulations govern the 1099 consultant and Triumph relationship. This handbook and
its contents only apply to employees. Individuals who change from contractor to regular
employee status do not receive a credit for their service in the capacity of contractors. A
change to or from a contractor status can be made only with written consent from Triumph
senior management.
Nonexempt Employees
In accordance with the Federal Labor Standards Act (FLSA) and the state of Virginia,
nonexempt employees are eligible to receive overtime pay at a rate of one and one-half times
their regular pay for time worked in excess of 40 hours per workweek.
Exempt Employees
Exempt employees are not eligible for overtime, in accordance with the Fair Labor Standards
Act. Executives, professional employees, outside sales representatives, certain computer
programmers, and employees in administrative positions (e.g. human resources and
accounting) are typically exempt.
You will be informed of your initial employment classification and of your status as an exempt or
nonexempt employee in your offer letter. If you change positions during your employment
because of promotion, transfer, or otherwise, you will be informed by your supervisor of any
change in your exemption status. Please direct any questions regarding your employment
classification or exempt status to your supervisor or Human Resources.
Notice to Our Employees
This employee handbook supersedes all previous employee handbooks, in addition to

management memos that may have been issued on subjects covered herein.
Change in Policy
Since our business is constantly changing, we expressly reserve the right to change any of our
policies, including those covered here, at any time. We will notify you of these changes by
appropriate means. Changes will be effective on dates determined by Triumph Enterprises and
12

you may not rely on policies that have been superseded. No supervisor or manager has any
authority to alter the foregoing.
If you are uncertain about any policy or procedure, please check with your supervisor or Human
Resources.
Benefit Programs
Insurance Benefits
Triumph Enterprises makes group health, dental, vision, disability, life insurance, flexible spending
accounts and 401k plans available to eligible employees and in some cases, their dependents.
Some benefits are offered at no cost to employees, while others require cost-sharing between the
employee and Triumph.
Specific details regarding coverage and benefits are outlined in the applicable certificate
booklet, Summary Plan Description or contract. These booklets are provided at the time an
employee is eligible to participate in the plans. Employees may also contact Human Resources
with questions regarding the benefit plans offered. In the event there is any question or conflict in
language or interpretation between those booklets and documents in relation to the provisions of
this Handbook, the terms of the actual contracts and other plan documents will control over the
summaries in this Handbook.
It is further understood that, in accordance with applicable law, Triumph Enterprises reserves the
right to modify or terminate these benefits at any time in its sole discretion.
Continuation and Conversion of Health Insurance Benefits (COBRA)
In accordance with applicable law, if your employment with us is terminated, or if you

experience a reduction in hours of employment, and under certain other conditions, then you,
your spouse and/or dependent children may be eligible to either continue your present level of
health insurance coverage (even if you would otherwise lose coverage) under the Companys
Group Health Insurance Plan, at your own cost, for a period of up to eighteen (18) months (or in
some situations up to 36 months), or you may be able to convert your group coverage to
individual coverage. Additional details regarding COBRA and insurance conversion rights of
employees, their spouses and children are set forth in our Group Health Insurance Plans
Summary Plan Description and/or in other notices distributed directly to covered employees
and their spouses. If you are covered by the Plan and you have not received notice of your
insurance conversion rights, you should contact the Plan Administrator immediately.
Short and Long Term Disability
As a benefit to full-time employees, Triumph Enterprises offers short-and long-term disability

benefits. The eligibility terms and conditions of disability benefits are contained in the summary
plan description available on iTriumph. The period of time an employee is absent and receiving
benefits is considered short-and/or long-term disability leave.
Short-and long-term disability benefits are intended to provide continuation of income for
periods of time where an employee is medically disabled and unable to work.
Employees must contact Human Resources to apply for short-and/or long-term disability
benefits. Our current benefit carrier is Guardian Disability.
13

An employee must notify their supervisor when applying for short-and/or long-term disability
benefits. Human Resources will notify the supervisor and other applicable sources when an
application for benefits has been approved.
Disability Waiting Period - An employee is eligible to use accrued PTO hours during the waiting
period for short-term disability benefits. An employee is also eligible to use available PTO hours
subsequent to the expiration of short-term disability benefits and/or while waiting for a
determination on an application for long-term disability benefits.
Coordination with Family and Medical Leave - An eligible employee who is medically disabled
and unable to work should request medical leave under the Family and Medical Leave Policy
and apply for disability benefits. Approval of a medical leave does not guarantee that
disability benefits will be paid.
Leave covered by short-or long-term disability benefits, that also qualifies as medical leave
under the Family and Medical leave policy, is counted against the employee's leave
entitlement for FMLA which is up to 12 weeks for first time use.
Termination of Employment - An employee who is covered by short-and long-term disability
benefits may be terminated if he or she is absent from the job for a period of six months due to
a disability. Reasonable accommodations to enable the employee to return to work within a
year will be considered when relevant. Any termination decision will be in accordance with
any applicable federal, state, and local laws.
Termination of employment will result in the termination of short-term disability
benefits. Termination of employment, in itself, will not result in the termination of long-term
disability benefits. Terminated employees will be eligible for COBRA benefits if he / she is
currently enrolled any Triumph health plans.
Miscellaneous Benefits
Employee Awards Program
Triumph Enterprises has designed an employee awards program to encourage employees to

make a performance difference either individually or through teams. The policy recognizes
achievements or accomplishments that contribute to the overall objectives of Triumph
Enterprises. The policy provides both monetary and non-monetary awards. Additional
information on the awards programs can be found on the iTriumph site under Corporate
Policies.
The objectives of our Awards Program are:
To recognize and promote positive behaviors that support individual, work group, unit,
team, department, school and/or institutional mission and business goals and objectives;
To provide timely recognition to employees either as planned or immediate recognition;
To provide multiple-levels of monetary and non-monetary recognition based on the
significance of the contribution;
To provide both individual and team recognition and rewards;
To provide for both manager and employee initiated recognition and rewards;
To improve employee productivity and quality of work; and
To improve customer service.
14

Monetary Awards
Monetary awards are those paid by any negotiable instrument (cash, check, money order, and
direct deposit), or any item that can be readily converted to cash, such as savings bonds or gift
certificates. Monetary awards shall not be added to an employee's base pay; rather, they will
be paid as a bonus and taxed accordingly. Award totals may not be increased by the amount
of payroll taxes normally deducted from employees' pay.
Non-monetary Awards
Non-monetary recognition awards include: meals; trips; plaques; trophies; certificates; desk
items; cups and mugs; personal items of clothing such as caps, shirts, and sweatshirts; and other
items such as tools, electronics, radios, sports equipment and timepieces.
Planned Employee Recognition
This approach is characterized by pre-arranged, more frequently, less formal scheduled ways of
acknowledging contributions and accomplishments of an individual or team.
Immediate Employee Recognition
This approach provides employee rewards and recognition at any time for demonstration of
behaviors and values of the organization, contributions to the goals and objectives of the
organization or work unit and to acknowledge individual or team accomplishments.
Education Reimbursement
Triumph Enterprises encourages all employees to continue their academic education and
supports its staff in professional growth that will also translate into growth for the organization.
Educational reimbursement is designed to encourage job-related study that ultimately leads to
an academic degree. Each year the Board of Directors will budget an amount for education
reimbursement. Contact Human Resources for the available budget.
Relevant educational tuition, registration, books, and lab fees are reimbursable, up to the
determined maximum, under this policy. All requests for educational reimbursement require
approval in advance by the immediate supervisor and Vice President using the Training
Reimbursement Form located on the iTriumph site under Corporate Forms and Online Tools. To
receive approval, the course of study must, in Triumph Enterprises judgment, be of good
quality, relate to your present position, and/or provide attainable skills for career mobility within
the Company. For degree programs, elective courses will be reviewed on a case-by-case basis
to determine applicability.
Each employee is responsible for paying full tuition. Employees may submit receipts at the
conclusion of coursework along with final grade report to receive reimbursement from the
company for the course. Education reimbursement expenses will be reimbursed upon course
completion based on the following scale:
Grades of A or B = 100%, C = 75%, any grade lower than a C = 0%, or Pass = 100%, Fail =
0%. Employee must submit transcript and/or grade report for reimbursement. Other conditions
for reimbursement include:
Coursework must be related to a degree program that is applicable to the employee's
job functions (current or future)
Coursework must be in accordance with documented goals in the employees
development assessment.
Employees must be in a full-time employment status during the period courses are taken
Employee must remain in full-time employment status throughout the duration of
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coursework and 12 months after course completion

Employee must be in good standing and remain so in order to be eligible for education
reimbursement. Documented performance concerns will disqualify an employee from
being eligible to receive future education reimbursement until performance improves
and is sustained.
If an employee voluntarily resigns or is dismissed for poor performance or breach of policy, the
following payback terms apply:
Up to $2,500 for undergraduate and up to $3,500 for graduate course
reimbursement/year Employee is responsible for paying back in full if action occurs
within one year of final payment for course(s).
Over $2,500 for undergraduate and over $3,500
for graduate course
reimbursement/year Employee is responsible for paying back in full if action occurs
within two years of final payment for course(s).
The employee is expected to schedule course work during the evening and weekends in order
to continue support of the clients requirements during normal business hours. Any exceptions
must be discussed with your supervisor and approved by the Vice President.
Training Reimbursement
Triumph Enterprises encourages all employees to attend job-related training including obtaining
and renewing professional certifications. Each year the Board of Directors will budget an amount
for training and employees will be notified once the amount is set.
Reimbursement for training activities is contingent upon the training being applicable to the
employee's job function or towards certification/re-certification and the training need is
documented in the employees development assessment. Employees must also provide
justification as to how their taking a course or training with benefit the client they work with. As part
of the approval requirements, the employee must be full-time, and remain in full-time status
throughout the duration of coursework and 12 months after course completion.
Once approved, employees are responsible for making the payment for the course upfront. 50%
of costs incurred by the employee for training may be reimbursed upon payment. Employee must
submit a receipt detailing the costs and course information with an expense report to Accounting
for reimbursement. The balance of reimbursement will be paid upon training completion. If you
require assistance with paying for approved training upfront, please provide an explanation of
your needs on the request form under Explanation of Request for Assistance.
If an employee voluntarily resigns or is dismissed for poor performance or breach of policy within
one year of course completion and reimbursement, they will be required to pay back to Triumph
what they were reimbursed, in full.
The employee is expected to arrange training around the clients requirements. If training is
required during the business day, the employee is responsible to provide a plan on supporting the
clients needs while away and also a plan on either making up the time, taking PTO or obtaining
approval from the client to charge training hours to the contract. If travel is required, the
expenses will be covered by the training budget and will count towards the employees training
dollars for the year.
Professional Memberships
Triumph Enterprises, Inc. reimburses members of our staff for job related Professional Affiliations
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up to $300 per calendar year. All requests for reimbursement for Professional Membership fees
require approval in advance by the immediate supervisor.
Employee Referral Bonus
A referral/recruitment bonus of $2,000 (before taxes) is paid to employees who refer an

individual who is hired into a full-time position to meet an open requirement at Triumph
Enterprises, Inc. This bonus may be increased on occasion for hard to fill positions. These
special bonus periods will be announced to employees through iTriumph and emails.
The referring employee must be named by the candidate on their Triumph application. Referral
bonuses will be paid after the individual has received badging/security clearance (as
applicable), has been successfully performing the duties of the position for 6 months, and is an
employee in good standing at that time. If there are identified performance concerns with the
referred employee, at its discretion, Triumph management may defer the referral bonus until
any issues are resolved.
Client Solutions Program Leaders (CSPLs) and above are not eligible to receive a referral bonus
for any positions over which they have hiring approval or authority. Senior management (Client
Solutions Team Leaders and above), recruiting and human resource staff are not eligible for
referral bonuses.
Annual Bonus Plan
At the end of the calendar year, a bonus may be given to those employees who demonstrate
consistent, exceptional performance above and beyond their daily job responsibilities. Senior
Management and supervisors determine candidates and bonus amounts. A few of the
determining factors are: employee contribution to client satisfaction, new business acquisition, and
non-project related assistance that benefits the corporation. To qualify for this benefit you must be
a fulltime employee for six (6) months.
Safety and Workers Compensation
Triumph provides workers compensation benefits to employees for job related injury or illness. This
insurance provides for medical care and temporary disability, and benefits for permanent
disability.
Creating a safe place to work free of accidents is everyones concern. If you become injured or ill
on the job, you are to report immediately to your supervisor. Your supervisor will complete a First
Report of Injury form which must be submitted to Human Resources within five (5) working days
following the date of the accident or illness. Medical care will be provided as required by workers
compensation statutes. If you fail to report an accident that develops into a lost time accident
at a later date, you may have difficulty obtaining workers compensation benefits. No matter how
insignificant an injury may seem at the time of occurrence, you should notify your supervisor
immediately.
You should be aware that workers compensation insurance does not cover the payment of
workers compensation benefits for any injury that arises out of your voluntary participation in any
off-duty recreational, social, or athletic activity that is not part of your work-related duties.
Cell Phone and Wireless Device Reimbursement
To meet business needs, Triumph may provide employees with a cellular phone or other handheld
wireless devices. We use several factors to determine business needs Contract or client
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requirement, billable, excessive travel between sites, etc. We will review each request on a case
by case basis. These communication devices should be used to facilitate the conduct of business
when away from the office or as a business need. Contact your supervisor to start the process of
approval for cell and/or wireless device reimbursement.
In some cases, a Triumph employee may use their own cell or wireless device for business needs and
receive a stipend each month for that use (when approved).
The primary purpose of wireless communication devices is to conduct company business.
Triumph will provide a stipend each month for employees where a determination has been made tha
a cell or wireless device is needed as part of their job function. This determination will often require
supporting documentation from the client or other applicable sources.
Stipend amounts:
In cases where additional monthly charges are incurred because the allotted minutes have
been exceeded, the employee will be responsible for this overage amount.
All employees receiving the monthly stipend must submit their wireless statement by the last
day of each month for verification purposes.
Under no circumstances should wireless devices be used for text messaging, email, or other
similar functions while driving.
The use of wireless communication devices for occasional personal calls is permitted but
should be limited in number and duration during work hours.
Calls should be limited to business use only and every effort should be made to minimize
disruption to co-workers and/or clients. Ringers and other notification and alarms should be
turned on vibrate or low volume.
Care should be taken to protect the companys business practices and confidential
information. Wireless devices should be used in areas where text cannot be seen by others
and call cannot be overhead by others.
$80 / month for unlimited voice usage

$140 / month for unlimited voice and data usage
Pay, Hours and Expenses

Work Hours
The workday is defined as eight hours of authorized work between 8:00 a.m. and 5:00 pm.
Employees may also be assigned to alternative schedules to include flextime with the
authorization of their supervisor. All full-time employees are normally expected to work an 8hour day, and a 40-hour workweek. Work schedules are only changed to accommodate the
client or for other approved circumstances. Full time, non-exempt employees shall work a
minimum of five eight-hour days per week of a fixed and recurring schedule. Non-exempt
employees will be paid overtime for all pre-approved hours worked in excess of 40 hours per
week.
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Timesheet and Expense Reporting
As a professional service organization working for the Federal Government, it is imperative for
Triumph to accurately record labor charges and abide by strict accounting rules in tracking and
reporting all expense and labor charges. At Triumph, we require each non-exempt (i.e., hourly)
and exempt (salaried) employee to take responsibility for accurately recording all hours worked,
rounded to the nearest quarter hour (whether paid or unpaid). Employees should indicate PTO,
holidays and leaves of absence on his/her timesheet, as well as any reimbursable expenses
incurred in performing their assignments.
Triumphs timekeeping policy was developed and issued in accordance with the Federal
Acquisition Regulation (FAR) and Cost Accounting Standards (CAS). Compliance with this policy is
mandatory and is a condition of continued employment with Triumph. Employees receive initial
training on the timekeeping system during new hire orientation. Additional annual re-training is
available at the request of the supervisor and/ or employee.
The company is responsible for ensuring the integrity of its labor reporting system, and employees
must not mischarge. Management will not direct employees to intentionally mischarge.
Employees who suspect mischarging or who believe they are being directed to mischarge should
immediately contact the Contracts Administrator to determine how the time should be charged.
They should then notify their supervisor of the Contract Administrators recommendation and, if the
supervisor disagrees, refer the matter to HR. Employees should correct all timesheet errors and
mischarges in Deltek and re-submit to their supervisor for approval.
Time Worked
Triumph uses the concept of Total Time Accounting as required by DCAA and other Federal
Government Agencies. Total Time Accounting is defined as: All the hours worked by the
employee for Triumph must be recorded in the time system against a job charge code that has
been approved by your supervisor, rounded to the nearest quarter hour.
Time worked is used to determine the actual cost of hours and any overtime pay required for
nonexempt employees. The following provisions are included as time worked:
1. Work Away from Premises or at Home: A non-exempt employee shall not be permitted to
perform work away from the premises, job site or at home, unless allowed by the contract and
approved in advance in writing by the employees supervisor and client. In some instances,
employees will be required to perform work (requested and approved by the external client)
away from the premises. In those instances, employees are required to produce a discernable
deliverable. If approved, work performed off the premises, job site or at home by a nonexempt employee will be counted as time worked.
2. Break Time: Rest periods of 15 minutes or less are counted as time worked.
Time worked should be logged under either:
Billable these are hours that can be charged to a contract. These hours must be
approved in Deltek by your supervisor.
Indirect these are hours that cannot be charged to a contract. These hours must be
approved in advance by the President, and by your supervisor in Deltek.
Time Not Worked
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Per the Fair Labor Standards Act (FLSA), Triumph does not count the following provisions as time
worked:
1. Paid Leave: Approved paid absences, including but not limited to sick leave, vacation
leave, holiday leave, FMLA (whether paid or unpaid), military leave, jury and witness duty,
funeral/bereavement leave, and voting time off are not counted as time worked.
2. Lunch or Dinner Periods: Uninterrupted time off for lunch or dinner is not counted as time
worked.
3. Other Factors: Loss of funding, loss of contract and other factors that result in time not
worked.
Time not worked should be logged under the proper Leave category as appropriate.
Overtime
Triumphs overtime policy is formulated in accordance with all relevant labor laws and
regulations issued by the U.S. Department of Labor. Overtime is defined as authorized hours
worked by an hourly or non-exempt employee in excess of 40 hours in a workweek (a sevenday cycle beginning on Monday and concluding on Sunday) and should be recorded and,
when necessary, rounded to the nearest quarter of an hour. Overtime must be approved in
writing, in advance by the supervisor to whom the employee reports.
Time for Personal Business
Employees are allowed to make up time to attend to doctors and/or dentists appointments.
For exempt employees, time must be made up within a pay period. For non-exempt
employees and per FLSA, time must be made up within the work week. Please submit in writing
the appointment time, the days and hours the time will be made up to your supervisor for
approval.
Logging Time
Employees must complete their timesheet on a daily basis at a minimum. Timesheets must be
updated on a daily basis at a minimum. When traveling, timesheets should be completed daily
via internet.
Changing Timesheets
Changes to a timesheet may be made only by the employee and must be approved by a
supervisor. Changes must list the reason for the change. Instructions for making changes both
before and after supervisor approval and timesheet processing can be found in the Deltek Time
Collection Manual that is located on iTriumph under Corporate Policies.
Timesheet Submission
At the end of a pay period, each employee must ensure his timesheet and expenses are
accurate and complete. The timesheet is a legal document; by signing the completed
timesheet, the employee is certifying that all information is current, accurate and complete.
As a general rule, unless otherwise instructed by your supervisor, timesheets and expense reports
must be received by close of business (COB) on the last day of the time period (15th and end of
month). For cases where the timesheet period falls on a weekend or a holiday, time and
expenses should be reported by noon the next business day following the end of the timesheet
period.
Instructions for submitting timesheets can be found in the Deltek Time Collection Manual that
is located on iTriumph under Corporate Policies. All timesheets and expense reports must be
submitted to the supervisor for approval.
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Pay Periods
Pay periods may include paid time off (PTO), holidays, and billable and un-billable hours.
Timesheet periods span a one half-month period, commencing with the 1st of each month and
ending with the 15th (first half month) and commencing with the 16th and ending on the last day
of the month (second half month).
As an employee-oriented company, Triumph has built a timekeeping system that should
provide employees with the flexibility to incorporate personal schedules into their workweek.
Questions About Timesheets
Employees should submit all questions regarding timesheets to their supervisor. If an employee
cannot obtain clear guidance from his/her supervisor, s/he should seek guidance from HR.
Expense Report Submission
Triumph issues expense checks twice a month. Expenses received from employees within four (4)
business days of these dates will be issued in that check run otherwise they will be issued in the next
periods check run.
Your Salary
Triumph Enterprises has a goal of providing you with a fair and equitable salary for the job you
perform.
Raising wages depends on job responsibilities, contract provisions (for direct
employees), ability to get along with other workers, your performance, and willingness to
cooperate and accept supervision, attendance, and other job-related factors. Salary
adjustments, if any, generally occur on an annual basis and in conjunction with contract period
changes (for direct employees). Indirect employee salaries will be assessed for adjustment by 1
January each year.
Payroll Deductions
Triumph is required to comply with court orders, liens and wage assignments and to make
proper deductions from your earnings on your behalf. Amounts withheld vary according to
how much you earn, your marital status, government employment regulations, among other
factors. These mandatory deductions are made until the maximum amount is reached.
Payday
Triumph Enterprises pay cycle is on a semi-monthly pay period as indicated on your Conditions
of Employment. Paychecks or pay stubs are mailed to your home address on file on payday.
Direct deposit is the preferred method of payment. Any exceptions should be coordinated with
Payroll. Direct deposits forms are available from Human Resources. Triumph Enterprises does
not provide any payroll advances or extend credit to employees. If you lose your paycheck,
notify your supervisor immediately.
Administrative Pay Corrections
The Company takes all reasonable steps to assure that employees receive the correct amount
of pay in each paycheck and that employees are paid promptly on the scheduled payday.
In the event that there is an error in the amount of pay, you should promptly bring the
discrepancy to the attention of your supervisor so that corrections can be made as quickly as
possible.
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Corrections of paychecks will be made in the next regular paycheck unless this presents a burden
to the employee (where there is a substantial amount owed). In that case, the Company will
attempt to arrange a schedule of repayment(s) with the employee to minimize the inconvenience
to all parties involved.
Time Away From Work

Paid Leave
Triumph Enterprises policy for leave, holiday, bereavement, or other paid leaves is described in
greater detail below. In order to be eligible for these benefits, you must be a regular full-time
employee. For employees whose employment is covered by the Service Contract Act (SCA),
paid leave benefits are administered in accordance with the SCA and related regulations.
These benefits are intended to provide eligible employees with a period of rest and relaxation
away from work.
Absenteeism and Tardiness - In the event of illness or personal emergency, notify your Triumph
CSPL and/or CSTL immediately that you are unable to come to work that day, or if you must
leave work early. You are expected to notify your CSPL and/or CSTL daily if you will not be in
due to illness or unexpected events. If you are unable to notify your CSPL and/or CSTL yourself,
you should make sure a relative, friend or colleague notifies them of the reason for your
absence and when you anticipate returning to work. You should notify your client contact(s)
regarding your absence as appropriate as well.
Be sure to change your voicemail and email to notify those trying to contact you that you are
out of the office. You should indicate when you anticipate you will return and who to contact
in your absence.
If you are absent for more than three consecutive workdays, a statement from a physician may
be required before you will be permitted to return to work. If you fail to report to work for three
consecutive scheduled working days without proper notification, your supervisor may consider
you to have abandoned your job and treat your absence as a voluntary resignation.
Paid Time Off (PTO) - PTO begins to accrue upon date of hire. Using PTO during introductory
period is permitted on an exception basis only. Accrued hours should be utilized in the
employment year in which they are earned. However, in the event that this is not possible, 80
hours of unused PTO hours may be carried over to the following year. PTO is to be used for sick
leave, personal leave and vacation.
Your PTO is accrued each pay period in accordance with the following schedule:
Length of Service
0 24 months
25 48 months
49 72 months
73 108 months
109+ months
Rate of Accrual
120 hours per year (5.0 hours per pay period)
All leave shall be requested in writing and scheduled in advance with the employees
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immediate supervisor to ensure that leave does not conflict with job requirements. This written
notice should include the dates requested. When scheduling time, employees must give at
least two weeks notice to their supervisor so that business requirements can be fulfilled in their
absence. It is the responsibility of the employee to confirm with the immediate supervisor that
sufficient leave has accrued before requesting leave.
Negative Leave and Leave without Pay (LWOP) - On an exception basis, an employee may go
negative in their PTO balance. Permission to go negative must be approved through a request
submitted by the employees supervisor (Leave Request Form). The Leave Request Form will
have be approved by your immediate supervisor, CSTL and Human Resources. The employees
performance, as well as other factors, will be a consideration when deciding whether to
approve negative PTO hours. If approved, an employee may go negative up to 32 hours. No
additional leave will be approved until the employee has accrued sufficient hours to make up
for the negative hour balance. After a negative leave occurrence is completed, employees
are not able to go negative in their leave for six months following. We now require all new hires
that have leave planned following their hire date, and will not have sufficient PTO to cover, to
communicate this ahead of time with Recruiting and Human Resources. We will now be
including this planned leave in all offer letters going forward.
Because we offer a generous leave package and allow employees to make up time, the use
of leave without pay (LWOP) is discouraged and may only be used in case of emergency.
LWOP is reserved in instances where an employee has an emergency and does not have time
accrued, or has a negative time bank balance. The employees performance will be a
consideration when deciding whether to approve LWOP. All LWOP has to be approved in
writing in advance by your supervisor, CSTL and Human Resources (Leave Request Form). LWOP
may only be used in full-day increments (8 hours).
If it is not possible to obtain advance approval of leave due to a personal emergency, notify
your CSPL and/or CSTL immediately that you have a personal emergency and must leave work
early, or are unable to come to work that day. You are expected to notify your CSPL and/or
CSTL daily if you will not be in due to a personal emergency. If you are unable to notify them
yourself, you should make sure a relative, friend or colleague notifies your CSPL and/or CSTL of
the reason for your absence and when you anticipate returning to work. You should notify your
client contact(s) regarding your absence as appropriate as well. Be sure to change your
voicemail and email to notify those trying to contact you that you are out of the office. You
should indicate when you anticipate you will return and who to contact in your absence.
PTO Paid Out Upon Termination - If an employee voluntarily resigns, up to 80 hours of your PTO
balance and unused floating holidays will be paid in the final paycheck to employees who
provide a two weeks notice period and complete it. Further, if an employee terminates
employment with a negative PTO balance, it will be deducted from the final paycheck, in
accordance with applicable law. Employees may not use PTO hours during their notice period
and may not use accrued balances for purposes of calculating the termination date.
Termination dates are the last day actually worked.
Holidays - Full-time employees are eligible for paid holidays during each calendar year. To
receive holiday pay you must work the regularly scheduled workday before and after the
holiday, unless the Supervisor approves an exception in writing. Holidays must be used in 8-hour
increments only.
Ten holidays are observed by Triumph Enterprises, Inc. each year:
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New Year's Day

Martin Luther King Day
Presidents Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day
All available holiday hours will be credited to your holiday balance in Deltek at the start of each
year or your hire date. If you start with Triumph after a holiday has occurred, you will not
receive those holiday hours. Employees are encouraged to take holidays on the day they are
observed, but should you wish to use them as "floaters" you need to get your supervisor's
approval in writing. Holiday hours are not carried over from year to year and must be used by
December 31st. If your employment with Triumph terminates, no remaining holiday hours will be
paid out to you as a departing employee.
When on client site and a client-observed holiday occurs which is not a Triumph-observed
holiday, the employee has several options including working in Triumph office space, working
from home or using a floating holiday. See your supervisor for specific contract terms which
may limit the options available to you. Note that if you choose to work, you must coordinate
work assignment and deliverables with your client in addition to coordinating with your
supervisor.
Family and Medical Leave
It is the policy of the Company to grant periods of unpaid leave to employees who request time
off for family or medical reasons in accordance with the Family and Medical Leave Act of 1993
(FMLA). The general eligibility criteria and general guidelines used in administering this policy
are set forth below.
Covered Employees - To be eligible for leave under the FMLA, you must have been employed
by the Company for at least 12 months and 1,250 hours to be eligible for FMLA leave. However,
although the 12 months of employment need not be consecutive, employment prior to a
continuous break in service of 7 years or more need not be counted toward the qualifying 12
months of employment unless the break was required by military service or pursuant to a written
agreement. In addition, you are only eligible for leave under the FMLA if Triumph Enterprises
employs 50 or more employees within 75 miles of your worksite.
Reasons for Leave - You may request leave under the FMLA for the following events: birth of a
child; placement of a child with you for adoption or foster care; time needed to care for a
spouse, child or parent with a serious health condition; you are unable to perform your job due
to your own serious health condition; time needed to care for a spouse, son, daughter, parent,
or next of kin who is a service member recovering from serious illness or injury sustained in the
line of active duty; or because of a qualifying exigency arising out of the fact that the spouse,
child, or parent of the employee is on active duty or has been notified of an impending call to
order to active duty in the Armed Forces in support of a contingency operation.
For purposes of this policy, a serious health condition requires 3 consecutive days of
incapacity plus 2 visits to a health care provider. These 2 visits must occur within 30 days of
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the beginning of the period of incapacity and that the first of the 2 visits must occur within 7
days of the first day of incapacity. In addition, periodic visits means at least twice a year. For
purposes of this policy, serious illness or injury is any injury or illness incurred by the service
member in the line of active duty in the Armed Forces that may render the member medically
unfit to perform the duties of the members office, grade, rank, or rating.
Length of Leave - If the FMLA leave is for the purpose of caring for a spouse, son, daughter,
parent, or next of kin who is a service member recovering from serious illness or injury sustained
in the line of active duty, then FMLA leave is limited to a total of twenty-six (26) work weeks
during a twelve-month period. Otherwise, leave under the FMLA is limited to a total of twelve
(12) work weeks during a twelve-month period.
In determining the amount of FMLA available to you, we will consider the twelve-month period
preceding the date the leave is to be used. Leave taken to care for a sick family member or
because of your own serious health condition may be taken intermittently or on a reduced work
schedule when medically necessary and supported by certification from your doctor or other
health care professional. In such a situation, however, you may be transferred temporarily to a
position which, at the discretion of the Company, better accommodates the leave schedule,
but is equivalent in pay and benefits to the position held prior to the leave. FMLA leave taken
because of a qualifying exigency arising out of the fact that the spouse, child, or parent of the
employee is on active duty or has been notified of an impending call to order to active duty in
the Armed Forces in support of a contingency operation may also be taken on an intermittent
basis. FMLA leave taken for the birth of a child, or for the placement of a child for adoption or
foster care, must be taken as a single block of time, unless otherwise agreed to by the
Company, and eligibility for such leave ends twelve months after the date of birth or
placement.
Pay Status During Leave - Your pay status during a period of leave under the FMLA will depend
on the reason for the leave, the length of the leave and the amount of available (i.e., earned
but unused), sick, vacation and personal (SVP) time as of the beginning of the leave. You will
be required to utilize the SVP time which you have available to cover all or a portion of your
absence in accordance with applicable policy, and you will receive full pay until your available
paid leave is exhausted. If appropriate, you may be paid short term disability benefits during
the leave. Once your paid leave benefits are exhausted, you will be in unpaid status during the
remainder of the leave. SVP time will not accrue during any period for which you are receiving
short term disability benefits or are in unpaid status.
Notice Required - If the need for leave is foreseeable, you must notify us at least thirty days prior
to the date the leave is to begin. If the need is not foreseeable, you should provide as much
notice as practicable. The request for leave should be made in writing and include the reason
for the leave and amount of time required. If the leave is needed because of a serious health
condition, whether yours or that of a family member, or because of a serious illness or injury of a
military service member in your family, you will be required to provide us with a health care
providers certification, on a form we will supply, to support the need for the leave. In the case
of leave taken because of your own serious condition, certification of your ability to return to
work will be required.
Medical Certification Process
Triumph will request medical certification from 2 to 5 days after you give Triumph notice of need
for leave or, in the case of unforeseen leave, the date that the leave begins. If Triumph deems
a medical certification to be incomplete or insufficient, Triumph will specify to the employee in
25

writing what information is lacking and give the employee 7 calendar days to resolve the
deficiency. If the employee fails to do so, Triumph may deny the leave.
Fitness for Duty Certifications
Triumph may require a Fitness-For-Duty Certification in 2 respects. First, Triumph may require that
the certification specifically address the employees ability to perform the essential functions of
his/her job. Second, where reasonable job safety concerns exist, Triumph may require a FitnessFor-Duty Certification before an employee may return to work from an intermittent leave.
Effect on Benefits and Employment - Coverage under the Companys group health plan will
continue at no additional expense to you during any period that you are on leave under the
FMLA. You will, however, be required to continue paying your portion of the premium for your
own and any dependent coverage, as well as any contributions to the Flexible Spending
Accounts, should you wish to keep such coverage in effect. Coverage under the Companys
life and long term disability policies will be continued in accordance with the provisions set forth
in our general Leave of Absence policy. Should you fail to return to work after the expiration of
your leave, you may, depending on the circumstances, be required to refund to the Company
any health insurance premiums paid on your behalf during the leave.
Upon return to work from leave under the FMLA, you will be placed in the position you held prior
to the leave or in one which, in the Companys judgment, is equivalent in pay, benefits and
other conditions and terms of employment to that held prior to the leave. If you are considered
a key employee under the FMLA, however, we are unable to guarantee reinstatement.
The provisions set forth above are a brief summary of the entitlements and requirements under
the FMLA. It is our intention to administer the policy in a manner consistent with regulations
issued by the Secretary of Labor. Questions regarding the FMLA should be directed to Human
Resources.
Military Family Leave Rights
FMLA regulations provide 2 military-related leave entitlements.
1. Military Caregiver Leave. This allows eligible employees who are family members of
covered service members to take up to 26 workweeks of leave in a single 12-month
period to care for a covered service member with a serious illness or injury incurred in the
line of duty.
2. Qualifying Exigency Leave. This allows an employee to take up to 12 workweeks of
FMLA leave to handle certain non-medical exigencies arising from the fact that the
employees spouse, son, daughter, or parent in the National Guard or Reserve is on
active duty or called to active duty status. The new regulations specify 8 types of
qualifying exigencies that merit this type of FMLA leave
a. Short-notice deployment
b. Military events and related activities
c. Childcare and school activities
d. Financial and legal arrangements
e. Counseling
f. Rest and recuperation
g. Post=deployment activities, and
h. Additional activities not encompassed in the previous categories that arise out of
the covered military members active duty or call to active duty status and to
which the employer and employee agree.
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Inclement Weather
Triumph Enterprises follows the Federal Government when employees are excused from work
based upon local weather conditions. If local media broadcasts that the Federal Government
is closed or is on liberal leave, then Triumph Enterprises will allow liberal leave. Liberal leave
means employees can take unscheduled leave for the day and not need to report for work;
however, employees must still inform their supervisors of the decision to report to work or not. If
the leave will be for more than eight (8) hours of a scheduled workday, then employees must
use accrued PTO. If the employee does not have enough accrued PTO, the leave will be taken
without pay. If the leave will be for eight (8) hours or less, and with approval from your
supervisor, liberal leave may be made up within the pay period.
Jury and Witness Duty
To provide income protection while an employee carries out his civic responsibility, Triumph
provides jury duty pay. Upon receipt of notification from the state or federal courts of an
obligation to serve on a jury or to act as a court witness, the employee should notify his
supervisor. The employee is required to provide copies of the subpoena or jury summons to his
supervisor and payroll. The supervisor will verify the notification and make scheduling
adjustments to accommodate the employees obligation. The company reserves the right to
request the court to have you excused if your job is considered essential.
Upon notification, payroll will provide employee with access to charge the jury duty overhead
charge code. Since the employees full salary continues to be paid while serving his obligation,
any jury duty pay received from the court must be turned in to Triumph Enterprises.
Employees appearing as a plaintiff, defendant or for non-subpoenaed court appearance will
not receive administrative pay. PTO should be used for these instances.
Voting Time
You are encouraged to vote in local, state, and federal elections. In most instances, you can
vote before or after work hours. When hardships make this impractical, you may be granted
time off with prior approval from your supervisor. With approval from your supervisor, time off
may be made up within the pay period.
Military and the National Guard
As a member of the United States Military Reserve or National Guard, you may be required to
take time off to meet annual minimum active training requirements. See the USERRA section
below for applicable information.
Medical and Dental Appointments
Medical and dental appointments should be scheduled around your assigned work schedule.
With approval from your supervisor, time off may be made up within the pay period.
Bereavement
Up to three (3) days leave may be granted in the event of a death in the employee's
immediate family, defined as a spouse, child, parent, sibling, grandparent, legal guardian,
grandchild or corresponding in-law or step relation. Time taken to attend the funeral of an
individual not in the immediate family should be charged to PTO.
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General Employment Information

Employment at Will
Each employee of the Company is an at-will employee. This means that you may leave your
employment at any time, with or without cause, and with or without prior notice, although the
Company does request adequate advance notice when possible. Likewise, you may be
discharged with or without cause, and with or without prior notice at any time but the
Company will try to provide advance notice when possible.
Further, no representative of the Company, other than the President, has the authority to enter
into an agreement of employment for any specified period of time or to make any agreement
contrary to the foregoing and any agreement with the President must be in writing, signed, and
dated to be binding.
This lack of guarantee and lack of employment contract also applies to other benefits, working
conditions, and privileges of employment with the Company.
Drug Free Work Place Statement

The Company complies with the Drug Free Workplace Act concerning drugs in the workplace:
Employees are expected and required to report to work on time and in appropriate
mental and physical condition for work. It is our intent and obligation to provide a drugfree, healthful, and safe work environment.
The unlawful manufacturing, distribution, possession or use of a controlled substance on

the Company's premises or while conducting the Company's business off its premises is
absolutely prohibited. Violations of this policy will result in disciplinary action, up to and
including termination, and may have legal consequences.
Employees must report any conviction under a criminal drug statute for violations
occurring on or off the Company's premises while conducting company business. A
report of a conviction must be made within seven (7) days after the conviction.
The Company recognizes drug dependency as an illness and a major health problem.
The Company also recognizes drug abuse as a potential health, safety and security
problem. Employees needing help in dealing with such problems are encouraged to use
our employee assistance program and health insurance programs. (Further information
about these programs is available from Human Resources.)
Substance Abuse and Drug Testing Policy
The management of Triumph Enterprises is vitally concerned about the well being of our
employees, which we consider to be our most valuable asset. We are equally concerned that
our company's hard-earned reputation and positive image not be compromised in any way.
One of the greatest problems facing our society today is the abuse of drugs and alcohol. The
nationwide impact of substance abuse in the workplace is now estimated to exceed $30 billion
annually. This staggering amount only measures lost productivity and quality; it does not put a
dollar value on personal pain and suffering.
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Alcohol and drug abuse have an adverse effect on job performance, create dangerous
situations, and serve to undermine our customers' and the community's confidence in our
company.
Triumph Enterprises cannot and will not condone illicit drug or alcohol abuse on the part of its
employees, nor will it condone any employee behavior on or off the job that may serve to
damage the company's reputation.
Our policy concerning drug and alcohol use and abuse is as follows:
1. Each employee, as a condition of employment, may be required to participate in testing
for illicit drug use upon selection or request of management, in accordance with
applicable law. Such testing may include pre-employment, pre-duty, periodic, random,
post-accident, reasonable suspicion, return-to-duty and follow-up testing. Any employee
who tests positive for illicit drug use will be subject to discipline, up to and including
immediate termination. Further information about Triumph Enterprises drug testing policy
may be obtained from Human Resources.
2. Employees must report to work in a fit condition to perform their duties. Being under the
influence of illicit drugs, alcohol, or legally prescribed medications that impair your ability
to perform your job duties is not acceptable. As a rule, if you have a drink at lunch or
dinner, do NOT return to work. We want to emphasize that we do not condone this
behavior. In the event of such an occurrence, we ask that you promptly notify your
supervisor. Any lost time will be deducted from your paid time off.
3. Drugs and alcohol are not permitted on the work premises.
4. Any employee on company business, on or off company premises, is prohibited from
purchasing, manufacturing, transferring, using or possessing illicit drugs or using alcohol or
prescription drugs in any way that is illegal.
5. If you are at a company-related function and you are unable to drive because of
alcohol consumption, we strongly advise you to take a cab to your residence. Triumph
Enterprises will reimburse you for your expense.
6. Employees, generally, will not be terminated for voluntarily seeking assistance for a
substance abuse problem. However, using a substance abuse counselor on a voluntary
basis will not necessarily lessen disciplinary action and may, in fact, have no bearing on
the determination of appropriate disciplinary action due to continued performance,
attendance, or behavioral problems.
7. Employees engaged in off-the-job, illicit drug involvement may be considered to be in
violation of the company substance abuse policy.
8. Where available evidence warrants, the company will bring matters of illegal drug or
alcohol use to the attention of appropriate law enforcement authorities.
9. Triumph Enterprises will provide information, upon request, to educate and inform our
employees about the health consequences of drug and alcohol abuse.
Immigration and Employment Eligibility
In compliance with the Immigration Reform and Control Act of 1986, the Company will hire only
those individuals who are authorized to work in the United States. All individuals will be required to
submit documentary proof of their identity and employment authorization. Employees will also be
required to complete, and sign under oath, Department of Homeland Security Form I-9. Form I-9
requires you to attest that you are authorized to work in the job for which you are hired and that
the documents you submit are genuine.
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If you are authorized to work in this country for a limited period of time, before the expiration of
that period you will be required to submit proof of your employment authorization and sign
another Form I-9 in order to remain employed by the Company.
Background Check (Pre-hire)
Triumph Enterprises endeavors to find the best-qualified people to fill available positions. It is our
policy, therefore, to treat all applicants fairly and base all hiring decisions on individual
qualifications, including educational background and experience. We fully support a program
of equal employment opportunity for all.
Triumphs Recruiter has the main responsibility for recruiting new employees. The Recruiter will
post position openings internally via email, and employees will be given five business days to
submit their resume and cover letter to the Recruiter. Employees may apply for a job vacancy
only if they have been in their current position at least six months and are in good standing.
Concurrent with the internal posting, positions may be advertised externally.
After interviews have taken place and references checked, a contingent offer will be made to
the individual that the Recruiter, hiring manager and senior management determine to be the
best qualified candidate. Triumphs offers of employment are contingent upon the successful
results of a pre-employment background check; obtaining badging in the specified timeframe
(if applicable); and successful contract award (if applicable).
Former employees who left Triumph in good standing are eligible for consideration for open
positions.
Pre-employment Post-Offer Requirements - After a candidate accepts the written contingent offer
and completes the required authorization form, Triumph conducts a background check in
compliance with applicable state and federal statues, including the Fair Credit Reporting Act.
Triumph uses an independent third-party administrator (TPA) to conduct the background
investigation, including a criminal record check, employment verification, credit check, and name
and social security validation. Candidates who will be working on Department of Defense (DoD)
contracts will also be required to undergo drug testing, as required by the Drug Free Workplace
Act of 1988. All potential employees will be notified of the policy regarding pre-employment postoffer requirements.
In the event that a discrepancy, conviction or adverse information is discovered, Triumph will
provide the candidate with a copy of the applicable documentation. Candidates will be
given five days from receipt of this information to identify any inaccuracies in the report. Once
the five day waiting period has elapsed, Triumph will make a decision with regard to
employment, which may result in the employment offer being rescinded.
In compliance with Title VII of the Civil Rights Act, the background information will be used as a
basis for denying employment only if the adverse findings are determined to be job-related.
Any employee who is found to have provided inaccurate and/or false information during the
hiring process will be subject to appropriate disciplinary procedures, up to and including
immediate termination.
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Prior Service Credit
A regular, full time employee who is laid off or who voluntarily resigns and is subsequently rehired
may be eligible for prior service credit, according to the eligibility criteria below.
"Prior Service Credit" means that employees prior period of employment is added to the
current period, but the break period is not counted as part of total service credit. The
employees total service credit is used to determine eligibility for all benefits, including paid time
off and FMLA eligibility.
Eligibility
The break in service cannot be greater than 6 months in order for any prior service to be
granted.
The employee must have been a continuous, full time regular employee for a minimum
of one year during the prior period of employment in order that the period count for prior
service credit.
The employee must be a full time regular employee during the current period of
employment.
The prior employment period must have ended due to layoff (job abolishment) or
voluntary resignation.
The period of the break in service cannot exceed the period of prior employment.
When rehired and given credit for prior service, there will be a new introductory period
for performance review purposes.
Uniform Services Employment and Reemployment Rights Act (USERRA)
The Uniformed Services Employment and Reemployment Rights Act (USERRA), protects all
employees who perform voluntary or involuntary service in the Armed Forces, including the Air
National Guard, the Army National Guard, the Public Health Service and other service
categories spelled out by the President. Employees taking a military leave are required to give
proper advance verbal or written notice to their employer. Provided that the employees
comply with these and certain other requirements, their jobs will be guaranteed for their return
from up to five years of military service. The returning employee will be placed in the position
he or she would have attained but for the military service, unless they are not qualified for the
position. The time for the employee to report to his employer at the end of his military service
varies from one week to 90 days, depending on the length of the service.
After the military employee returns from service, his or her job is guaranteed certain legal
protections, over and above those of other employees, depending on the length of military
service.
Triumph Enterprises may not be required to reinstate an employee after military service if the
employee is dishonorably discharged, or if we have experienced such changed circumstances
that reemployment is impossible or unreasonable, or would create an undue hardship. Also,
employees who work only for brief, non-recurrent periods prior to taking military service may not
be entitled to reinstatement.
Employee benefits are also protected by law during individuals military service. A military leave
is not deemed to be a break in service for seniority and other benefits. The leave is supposed
to be included, for example, in any calculations of vesting rights for pension benefit plans.
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The Company will continue health insurance benefits for employees engaged in military service
under the same conditions as apply to other types of leaves of absence. Such benefits may
terminate in accordance with the benefit plan documents. However, COBRA continuation
coverage will be provided in that circumstance, which the employee may elect for up to 24
months. Employees taking military leave will not be required to use accrued vacation or paid
time off during the leave. However, they will be permitted to use such accrued paid leave if
they so request.
New Hire Policies
Applicants may be required at Triumph Enterprises or supervisors request to successfully pass a

physical examination or other test considered legal and applicable, including a drug test. In
addition, you may be required to participate in random drug testing at any time during your
employment. In other applicable situations, you may be required to take a drivers examination
and present proof of a valid drivers license and certificate of insurance issuance on your
vehicle. Failure to maintain acceptable driving standards or vehicular insurance may be
sufficient cause for immediate termination.
In special cases, other new hire policies may be necessary for a particular job requirement.
These will be added as an amendment to your Conditions of Employment.
Safety and Accident Prevention
Safety is a vital concern of Triumph Enterprises. The ultimate responsibility for safety lies with you.
We need your help in promoting safety and the prevention of accidents by observing the
following common sense rules.
Responsibilities of every employee:
Obeys the safety rules.
Follows safe job procedure. Never takes short cuts.
Keeps work area clean and free from slipping or tripping hazards.
Uses prescribed personal protective equipment.
Reports all malfunctions of equipment immediately to supervisor.
Lifts and carries with care.
Observes restricted areas and all warning signs.
Knows emergency procedures.
Reports unsafe conditions to his/her supervisor.
Promptly reports every accident and incident to his/her supervisor.
Follows the care prescribed by the attending physician when treated for an injury or
illness.
Attends all employee safety meetings.
Participates in accident investigations, serves on the safety committee or other loss
control activities as needed.
Failure to observe these guidelines may result in disciplinary action, up to and including
termination of employment.
Development Assessment
Generally, developmental assessments will be performed on an annual basis on or around your

anniversary of employment with Triumph Enterprises. Triumphs developmental assessment has
been created as a mechanism to openly communicate, monitor and measure your
performance, and to cultivate Triumphs ethical and organizational objectives into your work.
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You will be provided with an assessment template upon hire so that you can identify the
performance indicators by which your assessment will be weighed. These reviews will be used to
provide you with an opportunity to talk about your job and personal goals. Assessment reviews
do not necessarily result in merit increases.
A formal developmental assessment will be performed during your introductory period, and at
one-year intervals. Assessments will be conducted by your supervisor and will be reviewed with
you. Any areas of specific achievement or need for improvement will be noted and discussed
with you thoroughly during your annual assessment. Where improvement is needed, you will
receive specific instructions as to the problem, methods of improvement, and a time frame
during which you will be expected to correct the problem.
Advancement and Promotion
Triumph Enterprises prefers to promote employees from within the current workforce whenever a
vacancy arises. Once an opening is established, you may be advanced to a higher job
classification provided you are qualified for such advancement and selected for the
promotion. All such advancement and promotion decisions are made at the sole discretion of
Triumph Enterprises.
In filling open positions, including making advancement to higher-level jobs, the skill, ability,
cooperation and initiative of the individual will receive major consideration. The final decision
on applicants will be based upon the overall qualification of the applicant.
In certain situations, an opening will occur that requires specialized talent that does not
presently exist among the employees. In such cases, it will be to the advantage of all
concerned for the Company to utilize someone from outside the present work force.
Lay-Offs Due to Lack of Work
The Company attempts to maintain a stable work force. However, business conditions
sometimes change to a point that there is not enough work to keep all employees on the
payroll. Should such a situation occur, the work force might be reduced by laying off the
number of employees over and above those needed to perform the work available.
Layoffs will be determined by the ability of the affected employees to adequately perform the
available work with a minimum of retraining. Performance records and other factors will be
considered where relative ability is equal.
Resignation
If you find it necessary to resign, you are requested to give advance notice in writing to your
supervisor indicating the last day you will be working. A two-week notice is appreciated. If you
resign without notice, you may forfeit your eligibility to be rehired. Additionally, employees who
do not provide a two-week notice period and complete it will forfeit their ability to be paid any
unused, accrued PTO and floating holiday hours specified in the Paid Leave section above.
Final paychecks for employees who resign without notice are mailed to the most recent
address on file with human resources.
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Employee Conduct
Guidelines for Appropriate Conduct
As an integral member of the Triumph Enterprises team, you are expected to accept certain
responsibilities, adhere to acceptable business principles in matters of conduct, and exhibit a
high degree of integrity at all times. This not only involves sincere respect for the rights and
feelings of others, but also demands that you refrain from any behavior that might be harmful to
you, your coworkers, or Triumph Enterprises, or that might be viewed unfavorably by current or
potential clients or by the public at large.
Your conduct is a reflection of Triumph Enterprises. You are consequently encouraged to
observe the highest standards of professionalism at all times.
Types of behavior and conduct that the Company considers inappropriate include, but are not
limited to, the following:
Falsifying employment or other Triumph Enterprises or client company records;
Violating Triumph Enterprises' nondiscrimination or harassment policy;
Violating Triumph Enterprises timesheet and expense reporting policy;
Soliciting or accepting gratuities from clients;
Excessive absenteeism or tardiness;
Excessive, unnecessary, or unauthorized use of Triumph Enterprises or client property and
supplies, particularly for personal purposes;
Reporting to work under the influence of drugs or alcohol, and the illegal manufacture,
possession, use, sale, distribution or transportation of drugs;
Bringing or using alcoholic beverages on Triumph Enterprises and/or client property or
using alcoholic beverages while engaged in Triumph Enterprises and/or client company
business off the Triumph Enterprises or client's premises, except where authorized;
Fighting or using obscene, abusive, or threatening language or gestures;
Theft of property from coworkers, clients, or Triumph Enterprises and/or client company;
Unauthorized possession of firearms on Triumph Enterprises and/or client premises or while
on Triumph Enterprises and/or client company business;
Disregarding safety or security regulations;
Insubordination; and,
Failing to maintain the confidentiality of Triumph Enterprises or client information.
Should your performance, work habits, overall attitude, conduct, or demeanor become
unsatisfactory based on violations of the above or of any other Company policies, rules, or
regulations, you will be subject to disciplinary action, up to and including termination.
Disciplinary Guidelines
Before or during imposition of any discipline, employees will generally be given an opportunity
to relate their version of the incident or problem at issue and provide any explanation or
justification they consider relevant. Where appropriate, a policy of progressive employee
discipline may be followed by supervisors.
Major elements of this policy include:
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Oral Reprimand
The first step in Triumph Enterprises progressive disciplinary policy is the oral reprimand. This is
an oral warning to an employee that his or her conduct is unacceptable, and that repeated or
continued failure to conform his or her conduct or performance to Triumph Enterprises
standards will result in more severe disciplinary action. A record of the notice of the oral
reprimand will be made and retained in the employee's personnel file.
Written Reprimand
The second step is a written reprimand. This reprimand will describe the unacceptable
conduct or performance of the employee and specify the changes or improvements that are
needed. A copy of the written reprimand will be retained in the employee's personnel file.
Termination
The final step in the disciplinary procedure is the termination of the employee. If an employee
fails to conform his or her conduct or performance to the standards required by Triumph
Enterprises, Triumph Enterprises may, at its sole discretion, terminate the employee's
employment.
Notwithstanding the foregoing progressive disciplinary procedure policy, Triumph Enterprises
reserves the right to administer discipline in such manner as it deems appropriate to the
circumstances, and may, at its sole discretion, eliminate any or all of the steps in the procedure.
Complaint Procedure
Triumph Enterprises is available to help you resolve misunderstandings. If you have a work
related problem, it should first be discussed with your supervisor and then with Human Resources
so that it can be resolved quickly.
Company Property
The Company reserves the right, on reasonable suspicion that company policy is being
violated, to conduct searches or inspections of employees and their assigned desks, computers,
phones/ cell phones, PDAs, memory sticks, personal effects, lockers, lunch boxes, purses,
baggage, and any other property located on Company premises or work-sites, their private
vehicles, if parked on Company premises or work-sites, and their quarters, if furnished by the
Company. Entry to the Company premises or work-sites constitutes consent to searches or
inspections.
Personal Business
The Company allows time off for the handling of personal affairs. If you need to leave your
workstation to conduct personal business, you must first obtain permission from your immediate
supervisor. This will allow him/her to make modifications to the work schedule if necessary and
will keep him/her aware of your activities during the day. You will not be paid for time utilized
for personal business.
E-Mail and Internet
The Company computer systems, including the electronic mail (e-mail) system, are the property
of the Company, and documents, messages, or other communications are subject to
Company monitoring without notice to employees. The Company reserves the right to access
and disclose all messages sent over its electronic mail system for any purpose. Employees
should not maintain an expectation of privacy with respect to such message.
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Employees should contact IT to ensure their Triumph emails use the correct signature block.
When out of the office for extended periods of time, you should use the Out of Office assistant
to notify those who may trying to reach you that:
You are out of the office
When you will return
Who to contact in your absence
Employee must use the Companys information system for company business only. The e-mail
system should not be used to solicit or proselytize others for commercial ventures, religious or
political causes, outside organizations, or other non-job-related solicitations. The electronic mail
and other information systems of the Company are not to be used in a way that may be
disruptive, offensive to others, or harmful to morale.
Specifically, the Company strictly prohibits any display or transmission of sexually explicit images,
message, or cartoons, or any transmission or use of e-mail communications that contain ethnic
slurs, racial epithets, or anything that may be construed as harassment or disparagement of
others based on their race, national origin, sex, age, disability, or religious or political beliefs.
Violation of this policy will result in appropriate disciplinary action, up to and including
termination.
For privacy reasons, employees should not attempt to gain access to another employees
personal file of e-mail messages without the latters express permission. However, as noted,
employees should be aware that, with respect to the Company, they do not possess any
privacy rights in messages sent or received on the electronic mail system.
Social Network Sites and Blogs - Triumph supports and encourages open communication, and
has adopted the following policies to provide guidance about what is considered appropriate
use of networking sites and blogs. If an employee disclosed that they are an employee of
Triumph on a social networking site or blog, they should post information that:
makes clear that their comments are personal views and not the official position of
Triumph since only the President and other assigned individuals are authorized to
speak on behalf of Triumph
an employee is legally entitled to post. For example, employees should not release
confidential information of Triumph or their Clients, and should avoid using the
organizations name, logo, likeness, facilities, assets or other resources in personal
postings
is accurate
does not damage Triumphs reputation or interests
does not disparate Triumphs clients, vendors or partners
Triumph Enterprises strictly prohibits the use of social-networking sites or blogs for non-business
purposes during work hours. Interactions between Triumph staff on social-networking sites and
blogs can be regarded as an extension of the workplace and Company policies, such as those
relating to sexual harassment, and still apply in a social-network setting.
Violation of these policies will result in appropriate disciplinary action, up to and including
termination.
Voicemail
You should contact IT to make sure your voicemail message has been set up correctly. Your
voicemail message should include:
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your name
Triumph or the client-site name, as appropriate
when you will return messages
who to contact in your absence, if you will be out for an extended period
Cell Phones
Cell phone ringers should remain in the off position or on vibrate while on company
premises so as to deter needless distractions to other employees. The policy on Personal Phone
Calls should also be noted as personal phone calls regardless of communication mode
(company phone, personal cell phone, etc) are to be minimal.
Triumph Enterprises strictly prohibits the use of cell phones while driving to conduct Company
business while on Triumph Enterprises time. Triumph Enterprises will not accept liability for any
accident, injury, or other incident as a result of violation of this policy.
Due to security and privacy concerns, any devices that have the ability to photograph, record,
or otherwise store an image or sound will not be permitted on any secure client facilities. This
includes cell phones with photo capabilities, laptop computers, tape recorders, and cameras
or other similar devices.
If you store, or have access to, government contracts that are rated secret or above, the
government demands that your premises are secure. The Government will require that you
ensure security by whatever means necessary.
There are no exceptions to this policy.
Texting While Driving
Triumph Enterprises strictly prohibits texting while driving to conduct Company business while on
Triumph Enterprises time. Triumph Enterprises will not accept liability for any accident, injury, or
other incident as a result of violation of this policy.
"Texting" means reading from or entering data into any handheld or other electronic device,
including for the purpose of emailing, instant messaging, obtaining navigational information, or
engaging in any other form of electronic data retrieval or electronic data communication.
"Driving" means operating a motor vehicle on an active roadway with the motor running,
including while temporarily stationary because of traffic, a traffic light or stop sign. It does not
include operating a motor vehicle with or without the motor running when pulled over to the
side of, or off, an active roadway and halted in a location where one can safely remain
stationary.
Travel, Entertainment and Other Reimbursable Expense Policy & Procedures
It is company policy to reimburse employees for ordinary, necessary, and reasonable expenses
that are directly connected with or pertaining to company business. Reimbursements for
expenses that are not in compliance with this policy require the written approval of the
President and should include a written explanation for the exception request.
Employees submitting expenses that are not in compliance with this policy are subject to
possible delayed, partial, or forfeited reimbursement. Cases of significant abuse may result in
disciplinary action, up to and including termination of employment.
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The accounting department will periodically review submitted expenses to ensure compliance
with company policy. Expense reimbursements are paid on a twice-monthly basis.
Travel Policy
It is the responsibility of management at all levels to ensure that business travel is required by the
client or supports valid company business. The supervisor and all persons traveling must be
aware of specific contract clauses, agency regulations, COTR direction, or company policies
regarding allowable and reimbursable travel expenses. Employees must obtain client and
supervisor approval prior to making travel arrangements, and these approvals must be
reflected in Deltek.
Employees also are expected to minimize expenses as possible. When making travel
arrangements, employees also are expected to follow the Federal Travel Regulations (FTR) or
Joint Travel Regulations (JTR), as specified by their contract.
It is the companys expectation that you book your travel using a personal credit card and the
request reimbursement through the expense report process.
If there are extenuating
circumstances that require the company pay for travel expenses directly, inform your supervisor.
Your supervisor will work with the appropriate resource to ensure travel plans are not disrupted.
Specific instructions for travel can be found in the Triumph Travel Guide found on iTriumph under
Corporate Policies. Employees should familiarize themselves with these instructions before they
need to travel on company business.
Other Guidelines
Appearance
You create the image many people will have about Triumph; a well-groomed appearance and
good body hygiene is important and gives confidence to your overall effectiveness. Check
your appearance before reporting to work. The following guidelines should be used to
determine proper dress and appearance.
Business Attire - Business attire is required when meeting with a prospect or a client, regardless of
what that prospects or clients dress code might be.
Females - While suits, pantsuits, and business-like dresses are preferred, skirts or slacks with dress
tops (such as blouses, sweaters or turtlenecks) accompanied with jackets are acceptable, as
are appropriate accessories. A suit or sport coat must be worn, a sweater or other pull over
does not meet expectations. Clothes should be well fitting and not revealing in the slightest or
tight. Fabrics such as fur and denim are not acceptable, nor are materials adorned with sequins
or sheer (see-through); colors and patterns should be conservative in nature. All clothing should
be clean, pressed, and in good repair. Shorts, Capri pants, sleeveless shirts, T-shirts, midriff and
tank tops, short skirts (3+ above the knee), jumpsuits, athletic attire, leggings, or any other type
of generally recognized casual attire is not permitted.
Males While a suit is preferred, dress slacks and dress shirts with either short or long sleeves, a tie
and jacket are acceptable. A suit or sport coat must be worn, a sweater or other pull over does
not meet expectations. Fabrics, colors and patterns should be conservative in nature. All
clothing should be clean, pressed, and in good repair. Shorts, sweat clothes, blue jeans, T-shirts,
38

polo shirts, or any other type of generally recognized casual attire is not permitted.
Casual Business Attire - Casual business attire is permitted on a case by case basis with approval
from the supervisor and client. Triumph encourages a business casual Friday if acceptable by
the client and supervisor. Should you have any questions regarding a particular choice of
attire, please check with your supervisor prior to wearing the clothing in question to the work
place.
Females - Appropriate attire includes slacks, khakis, blouses/shirts, fitted sweaters, polo shirts,
hosiery/socks, and appropriate shoes. Shorts, Capri pants, athletic attire, blue jeans, T-shirts,
tennis shoes, or any other type of generally recognized casual attire is not permitted.
Males - Appropriate attire includes khakis, and shirts with collars, sweaters, polo shirts, sport
coats, socks, and appropriate shoes. Shorts, athletic attire, blue jeans, sleeveless shirts, T-shirts,
tennis shoes, or any other type of generally recognized casual attire is not permitted.
Shoes and Socks/Stockings - Shoes must be worn at all times. All shoes must conform to
approved safety standards and present a businesslike appearance.
Hairstyling - Hair must be clean and styled at all times and must not be extreme or unusual in
style or color. Hair accessories must be conservative. Mustaches and beards may be worn
provided that they are neatly trimmed and well maintained.
Jewelry Conservative earrings e.g., studs, small hoops, earrings which dangle 1 or less may
be worn. All other visible body piercing is not permitted.
Tattoos - Decorative tattoos should be concealed whenever possible.
Exceptions - Any medical or religious exceptions to the grooming standards must be approved
by the President.
On Site on Government Holiday - Dress in accordance with business casual attire.
Courtesy
Courtesy and your attitude toward the people you come in contact with will influence the
image people have of the company where you work, either positively or negatively. Develop
an attitude of helpfulness toward your clients, fellow workers, and supervisors. Courtesy is the
key to good human relations.
If you would like further training in such areas as proper telephone etiquette, supervisory skills,
and communication skills, please contact your supervisor.
Company Equipment on Loan
You are responsible for safekeeping all company equipment that is issued to you during your
employment. Examples include, but are not limited to, cell phones, pagers, laptops, keys and
key cards. When your employment terminates, voluntarily or involuntarily, you must return all
company equipment loaned to you. The company reserves the right to withhold the cost of the
items from your final paycheck until such items are returned.
39

Care of Equipment
When taking possession of Triumph Enterprises, Inc. issued equipment the following is
acknowledged on our IT Agreement form;
I am expected to protect and properly care for equipment issued to me by Triumph

Enterprises, Inc.
Any damage to or failure of Triumph Enterprises, Inc. equipment must be reported to
my Triumph Enterprises, Inc. supervisor and the Triumph Enterprises, Inc. IT help desk
staff immediately.
Theft or loss of Triumph Enterprises, Inc. issued equipment must be reported to my
Triumph Enterprises, Inc. supervisor and Triumph Enterprises, Inc. IT help desk staff
immediately.
Triumph Enterprises, Inc. issued equipment and supplies are not to be removed from
work premises without proper authorization.
Upon employment separation, I am expected to return all property belonging to
Triumph Enterprises, Inc. in proper working order.
Failure to return equipment owned by Triumph Enterprises, Inc. may be considered
theft and may lead to criminal prosecution.
I am the only person authorized to use equipment issued to me by Triumph
Enterprises, Inc.
I am responsible for Triumph Enterprises, Inc. equipment issued to me. Should it
become necessary to make someone else responsible for the equipment issued to
me I will notify my supervisor immediately so proper transfer procedures may be
observed.
I will not try to circumvent any security measures employed by Triumph Enterprises,
Inc. for any reason.
When you are assigned a Triumph Enterprises computer, the following is acknowledged on our
IT Agreement form;
I will use my laptop lock when leaving the laptop unattended.

I will take the laptop with me when I leave the office or, alternatively, lock the laptop
in a locking desk drawer when leaving the office.
When traveling for Triumph Enterprises, Inc. the laptop will be secure at all times.
The laptop will be transported in a Triumph Enterprises, Inc. approved carrying case.
All data stored on the laptop is the property of Triumph Enterprises, Inc.
All data stored on the laptop must be backed up according to company policy.
I will not circumvent any of the security measures employed by Triumph Enterprises,
Inc.. This includes, but is not limited to the use of encryption, operating system
passwords and antimalware software.
Equipment Replacement
All Triumph employees are responsible for the care and protection of all equipment that
Triumph provides to them. In the event that the Triumph equipment assigned to you becomes
lost, stolen or damaged beyond repair, we require immediate notification to IT and HR. The
employee will have to respond in a timely fashion to any and all requests to document the
incident.
The following is the requirement established for the replacement of all lost / stolen / damaged
equipment:
40

Employee must pay all insurance deductibles
Employee must pay the difference in cost between what the insurance pays/provides
and what the current replacement cost is to replace all the items that were
lost/stolen/damaged beyond repair
IT will conduct the necessary research required for current market price and
replacement costs.
Personal Property
The company is not responsible for loss or damage to your personal property. Valuable
personal items, such as purses and other valuables, should not be left in areas where theft might
occur.
Health Safety Protection
Periodic X-ray or laboratory tests may be required as a condition of employment in some work
locations as prescribed by state law. You will be informed by your supervisor of the required
test(s). An employee who exhibits inappropriate behavior, which is suggestive of an abusive
drug problem affecting job performance, will be subject to test for illegal drugs or substances of
abuse. Any employee safety-sensitive area may be required to undergo substance or abuse or
drug testing. If you refuse to submit to such testing, you may be immediately disciplined, up to
and including termination.
Occupational Safety and Health
You must comply with all occupational safety and health standards and regulations established
by the Occupational Safety and Health Act of 1970 and regulations which have been added
to this act in recent years by both states and federal governments. If you believe that you are
being exposed to a known or suspected hazard, when working with toxic chemicals or
substances, you have a right to know about such hazards through material safety data sheets
(MSDS). Ask your supervisor to review the MSDS with you..
New employees who work with or who have contact with hazardous chemicals or substances
are to consult with their supervisors in the proper handling of such chemicals in the workplace
during orientation and new employee training.
Phone Calls, Personal Mail and Visitors
The use of business phones is limited to official company business. Local personal calls are to be
kept to emergencies only. Friends and relatives should be discouraged from calling during
working hours unless there is an emergency. Under no circumstance should you make or
charge a long distance call using company or client phones unless it is work related and
approved by your supervisor. Good telephone etiquette is important when dealing with the
public. Identify yourself and the office where you work in a pleasant and helpful voice. Be
courteous and confine the conversations to the subject at hand. The first representation that
many people have with an office or business is through the telephone. You are encouraged to
cultivate a pleasant voice and cheerful manner.
Do not use company stationary, stamps, postage meters or other company supplies for
personal mail. Have all of your personal correspondence sent to your home, unless you have
permission from your supervisor.
41

Personal visits by visitors [individuals not employed by the company] to your work area may also
be restricted by your supervisor.
Confidential Information
Information given by a client, or a patient may be privileged or confidential information. Such

information is to be maintained with strict confidentiality. This may also be true for proprietary
information within the company. You are encouraged to be careful in discussing with noncompany people any engineering, manufacturing, sales or financial information about the
company where you work. You may be required to complete an Invention and Secrecy
Agreement and a Conflict of Interest statement at the time of employment.
Any employee who reads an employees file or who has access to sensitive client records, and
discusses any material with another person, except for assigned duty, may be subject to
disciplinary action, up to and including termination of employment.
Emergency Contacts
In the event of an emergency, the Company may need to be able to contact family members
or a designated emergency contact. It is important that each employee update this
information including names, telephone numbers, and addresses. Be sure to review and
confirm your personal emergency contact information on an annual basis as a part of your
annual evaluation.
42

Statement of Handbook Receipt and Understanding

I acknowledge that I have been provided a copy of Triumph Enterprises Employee Handbook
(Handbook) and understand my responsibility to read and familiarize myself with its provisions.
I also understand that this Handbook is a revised version of any previous employee handbook
issued by the Company. This Handbook supersedes and revokes all such prior versions of the
Handbook or any memo, bulletin, policy or procedure, on any subject discussed in this
Handbook that has been issued prior to the date occurring below.
I understand that my employment is not for any definite period of time, and that nothing in this
Handbook in any way creates an express or implied contract of employment or warranty of any
benefits. I further understand that this Handbook is only a brief summary of benefits currently
offered by this Company and an overview of some of its work rules and policies. I further
understand that any and all of the rules, policies, wages and benefits referred to in this
Handbook may be unilaterally amended, modified, reduced or discontinued at any time by
the Company, in its judgment and discretion. I also agree that either the Company or I can
terminate my employment-at-will at any time, with or without cause or notice.
This Employee Handbook is effective December 31, 2012.
________________________________
Signature
___________________________
Date
________________________________
Print Name
________________________________
Witness
____________________________
Date
This document will become a permanent record in your personnel file.
43


Triumph Handbook July 2013

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Cliient Foc

Triumph Enteerprises, Inc.

M.N. Scott Ulvi

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

MEDICAL AND DENTAL APPOINTMENTS .............................................................................................27

Triumph Enterprises, Inc.

Triumph Enteerprises, Inc.

To ensure that Triumph employees have

Triumph Enterprises, Inc.

The Executive Leadership Team

Scott Ulvi, President and CEO

Triumph Enterprises, Inc.

Equal Employment and Harassment Policies

Americans with Disabilities Act

Triumph Enterprises is committed to providing a work environment free of discrimination and

Triumph Enterprises, Inc.

offensive working environment.

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

Full Time Regular Employees

Notice to Our Employees

This employee handbook supersedes all previous employee handbooks, in addition to

Triumph Enterprises, Inc.

Continuation and Conversion of Health Insurance Benefits (COBRA)

In accordance with applicable law, if your employment with us is terminated, or if you

Short and Long Term Disability

As a benefit to full-time employees, Triumph Enterprises offers short-and long-term disability

Triumph Enterprises, Inc.

Triumph Enterprises has designed an employee awards program to encourage employees to

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

coursework and 12 months after course completion

Triumph Enterprises, Inc.

Employee Referral Bonus

A referral/recruitment bonus of $2,000 (before taxes) is paid to employees who refer an

Annual Bonus Plan

Safety and Workers Compensation

Cell Phone and Wireless Device Reimbursement

Triumph Enterprises, Inc.

The primary purpose of wireless communication devices is to conduct company business.

$80 / month for unlimited voice usage

Pay, Hours and Expenses

Triumph Enterprises, Inc.

Timesheet and Expense Reporting

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

Expense Report Submission

Administrative Pay Corrections

Triumph Enterprises, Inc.

Time Away From Work

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

New Year's Day

Family and Medical Leave

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

Triumph Enterprises, Inc.

Jury and Witness Duty

Military and the National Guard

Medical and Dental Appointments

Triumph Enterprises, Inc.