Privacy Policy

1.1 Handbook Disclaimer

The contents of this handbook serve only as guidelines and supersede any prior handbook. Neither this handbook, nor any other policy or practice, creates an employment contract, or an implied or express promise of continued employment with the Company. Employment with Sunwave Energy LLC is “AT-WILL.” This means employees or Sunwave Energy LLC may terminate the employment relationship at any time, for any reason, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with Sunwave Energy LLC for any set period of time.

This handbook may provide a summary of employee health benefits, however actual coverage will be determined by the express terms of the benefit plan documents. If there are any conflicts between the handbook or summaries provided and the plan documents, the plan documents will control. The Company reserves the right to amend, interpret, modify or terminate any of its employee benefits programs without prior notice to the extent allowed by law.

The Company also has the right, with or without notice, in an individual case or generally, to change any of the policies in this handbook, or any of its guidelines, policies, practices, working conditions or benefits at any time. No one is authorized to provide any employee with an employment contract or special arrangement concerning terms or conditions of employment unless the contract or arrangement is in writing and signed by the president and the employee.

1.2 Welcome Message

Dear Valued Employee,
Welcome to Sunwave Energy LLC! We are pleased with your decision to join our team.

Sunwave Energy LLC is committed to providing superior quality and unparalleled customer service in all aspects of our business. We believe each employee contributes to the success and growth of our Company.

This employee handbook contains general information on our policies, practices, and benefits. Please read it carefully. If you have questions regarding the handbook, please discuss them with your supervisor or the DIRECTOR OF HUMAN RESOURCES.

Welcome aboard. We look forward to working with you! Sincerely,
The DIRECTOR OF HUMAN RESOURCES

1.3 Changes in Policy

Change at Sunwave Energy LLC is inevitable. Therefore, we expressly reserve the right to interpret, modify, suspend, cancel, or dispute, with or without notice, all or any part of our policies, procedures, and benefits at any time with or without prior notice. Changes will be effective on the dates determined by Sunwave Energy LLC, and after those dates all superseded policies will be null and void.No individual supervisor or manager has the authority to alter the foregoing. Any employee who is unclear on any policy or procedure should consult a supervisor or the DIRECTOR OF HUMAN RESOURCES.

2.General Employment

2.1 At-Will Employment

Employment with Sunwave Energy LLC is “at-will.” This means employees are free to resign at any time, with or without cause, and Sunwave Energy LLC may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with Sunwave Energy LLC for any set period of time. The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by Sunwave Energy LLC, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between Sunwave Energy LLC and any of its employees.

2.2 Immigration Law Compliance

Sunwave Energy LLC is committed to employing only United States citizens and aliens who are authorized to work in the United States. In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Sunwave Energy LLC within the past three years, or if their previous I-9 is no longer retained or valid. Sunwave Energy LLC may participate in the federal government’s electronic employment verification system, known as “E-Verify.” Pursuant to E-Verify, Sunwave Energy LLC provides the Social Security Administration, and if necessary, the Department of Homeland Security with information from each new employee’s Form I-9 to confirm work authorization.

2.3 Equal Employment Opportunity

Sunwave Energy LLC is an Equal Opportunity Employer. Employment opportunities at Sunwave Energy LLC are based upon one’s qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, religion, sex (including sexual orientation and transgender status), pregnancy, childbirth or related medical conditions, national origin, age, veteran status, disability, genetic information, or any other characteristic protected by law.

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

The Company will provide reasonable accommodations as necessary and where required by law so long as the accommodation does not pose an undue hardship on the business. The Company will also accommodate sincerely held religious beliefs of its employees to the extent the accommodation does not pose an undue hardship on the business. If you would like to request an accommodation, or have any questions about your rights and responsibilities, contact your DIRECTOR OF HUMAN RESOURCES. This policy is not intended to afford employees with any greater protections than those which exist under federal, state or local law.

Sunwave Energy LLC strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report. Sunwave Energy LLC will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

2.4 Equal Employment Opportunity (Florida Employees)

Sunwave Energy LLC is an Equal Opportunity Employer. Employment opportunities at Sunwave Energy LLC are based upon one’s qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to:

Race
Color
Religion
Sex
Pregnancy, childbirth or related medical condition National origin

Age
Veteran status
Disability
Genetic information
Sickle cell trait
Marital status
Any other characteristic protected by law

• This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

Sunwave Energy LLC strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report. Sunwave Energy LLC will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.

2.5 Employee Grievances

It is the policy of Sunwave Energy LLC to maintain a harmonious workplace environment. Sunwave Energy LLC encourages its employees to express concerns about work-related issues, including workplace communication, interpersonal conflict, and other working conditions. Employees are encouraged to raise concerns with their supervisors. If not resolved at this level, an employee may submit, in writing, a signed grievance to the DIRECTOR OF HUMAN RESOURCES. After receiving a written grievance, Sunwave Energy LLC may hold a meeting with the employee, the immediate supervisor, and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue.Complaints involving alleged discriminatory practices shall be processed in accordance with Sunwave Energy LLC’s Sexual and other Unlawful Harassment Policy. Sunwave Energy LLC assures that all employees filing a grievance or complaint can do so without fear of retaliation or reprisal.

2.6 Internal Communication

Effective and ongoing communication within Sunwave Energy LLC is essential. As such, the Company maintains systems through which important information can be shared among employees and management.

Bulletin boards are posted in designated areas of the workplace to display important information and announcements. In addition, Sunwave Energy LLC uses the Intranet and email to facilitate communication and share access to documents. For information on appropriate email and Internet usage, employees may refer to the Computer, Email, and Internet Usage policy. To avoid confusion, employees should not post or remove any material from the bulletin boards.

All employees are responsible for checking internal communications on a frequent and regular basis. Employees should consult their supervisor with any questions or concerns on information disseminated.

2.7 Outside Employment

Employees may hold outside jobs as long as the employee meets the performance standards of their position with Sunwave Energy LLC. Unless an alternative work schedule has been approved by Sunwave Energy LLC, employees will be subject to the Company’s scheduling demands, regardless of any existing outside work assignments; this includes availability for overtime when necessary.Sunwave Energy LLC’s property, office space, equipment, materials, trade secrets, and any other confidential information may not be used for any purposes relating to outside employment.

2.8 Anti-Retaliation and Whistleblower Policy

This policy is designed to protect employees and address Sunwave Energy LLC’s commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, Sunwave Energy LLC will not tolerate any retaliation against an employee who:

Makes a good faith complaint, or threatens to make a good faith complaint, regarding the suspected Company or employee violations of the law, including discriminatory or other unfair employment practices;

3.Employment Status & Recordkeeping

3.1 Employment Classifications

For purposes of salary administration and eligibility for overtime payments and employee benefits, Sunwave Energy LLC classifies employees as either exempt or non-exempt. Non-exempt employees are entitled to overtime pay in accordance with federal and state overtime provisions. Exempt employees are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each workweek in which work is performed. If you change positions during your employment with Sunwave Energy LLC or if your job responsibilities change, you will be informed by the DIRECTOR OF HUMAN RESOURCES of any change in your exempt status.In addition to your designation of either exempt or non-exempt, you also belong to one of the following employment categories:Full-Time:Full-time employees are regularly scheduled to work greater or equal to 40 hours per week. Generally, regular full-time employees are eligible for Sunwave Energy LLC’s benefits, subject to the terms, conditions, and limitations of each benefit program. Part-Time:Part-time employees are regularly scheduled to work less than 40 hours per week. Regular part-time employees may be eligible for some Sunwave Energy LLC benefit programs, subject to the terms, conditions, and limitations of each benefit program. Temporary:Temporary employees include those hired for a limited time to assist in a specific function or in the completion of a specific project. Temporary employees generally are not entitled to [Sunwave Energy LLC benefits, but are eligible for statutory benefits to the extent required by law. Employment beyond any initially stated period does not in any way imply a change in employment status or classification. Temporary employees retain temporary status unless and until they are notified, by Sunwave Energy LLC Management, of a change.

3.2 Personnel Data Changes

It is the responsibility of each employee to promptly notify their supervisor or the DIRECTOR OF HUMAN RESOURCES of any changes in personnel data. Such changes may affect your eligibility for benefits, the amount you pay for benefit premiums, and your receipt of important company information.

If any of the following have changed or will change in the coming future, contact your supervisor or the DIRECTOR OF HUMAN RESOURCES as soon as possible:

Legal name
Mailing address
Telephone number(s) Change of beneficiary Exemptions on your tax forms Emergency contact(s) Training certificates Professional licenses

3.3 Termination of Employment

Termination of employment is an inevitable part of personnel activity within any organization. Notice of Voluntary Separation

Employees who intend to terminate employment with Sunwave Energy LLC shall provide Sunwave Energy LLC with at least two weeks written notice. Such notice is intended to allow the Company time to adjust to the employee’s departure without placing undue burden on those employees who may be required to fill in before a replacement can be found.

Return of Company Property

Any employee who terminates employment with Sunwave Energy LLC shall return all files, records, keys, and any other materials that are the property of Sunwave Energy LLC prior to their last date of employment.

Final Pay

4.Working Conditions & Hours

4.1 Company Hours

Sunwave Energy LLC is open for business from Monday – Friday 08:30 AM to 05:30 PM. This excludes holidays recognized by Sunwave Energy LLC. The standard workweek is 40 hours.

Supervisors will advise employees of their scheduled shift, including starting and ending times. Business needs may necessitate a variation in your starting and ending times as well as in the total hours you may be scheduled to work each day and each week.

4.2 Emergency Closing

At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility. The decision to close or delay regular operations will be made by Sunwave Energy LLC management.

When a decision is made to close, employees will receive official notification from Sunwave Energy LLC. Note: In a declared state of emergency that prohibits travel, employees shouldn’t report to work.
Pay:
Exempt Employees:

If Sunwave Energy LLC closes due to an emergency, employees who are classified as exempt from overtime will receive their full salary, provided they have worked any part of the workweek.

Non-Exempt Employees:

If Sunwave Energy LLC closes due to an emergency, employees who are classified as non-exempt from overtime won’t be paid, unless state or local law requires such pay or they have paid leave available and elect to use it for the missed work hours.

Note: If a non-exempt employee is already working when the decision to close is made, the employee will be paid for all hours actually worked and any additional hours that may be required under state and local laws, if applicable. If a non- exempt employee arrives at work and is asked to wait while a decision to close is made, they will receive pay for the time they spent waiting.

If you have questions about emergency closing or pay, please contact the DIRECTOR OF HUMAN RESOURCES.

4.3 Workplace Safety

Sunwave Energy LLC is committed to providing a clean, safe, and healthful work environment for its employees. Maintaining a safe work environment, however, requires the continuous cooperation of all employees. Sunwave Energy LLC and all employees must comply with all occupational safety and health standards and regulations established by the Occupational Safety and Health Act and state and local regulations. In addition, all employees are expected to obey safety rules and exercise caution and common sense in all work activities.

Complaint and Reporting Procedure:

Employees should immediately report any unsafe conditions to their supervisor without fear of reprisal. In the case of an accident that results in injury, regardless of how seemingly insignificant the injury may appear, employees must notify their supervisor. If you believe it would be inappropriate to report the matter to your supervisor, you can report it directly to:

Maria Gabriela Martin

magamartin@sunwaveenergy.biz

4076414114Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report or, where appropriate, remedy such situations may be subject to disciplinary action, up to and including termination of employment.Retaliation Prohibited:

Sunwave Energy LLC expressly prohibits retaliation against anyone who reports unsafe working conditions or work-related accidents, injuries or illnesses. Any form of retaliation will be subject to disciplinary action, up to and including termination of employment.

Questions or concerns regarding this policy should be directed to your supervisor or the DIRECTOR OF HUMAN RESOURCES.

4.4 Security

The purpose of Sunwave Energy LLC’s security policy is to protect Company assets and to maintain a safe working environment for all employees. Facility Access:All regular Sunwave Energy LLC employees will be issued a key to gain access to Sunwave Energy LLC facilities. Employees who are issued keys or digital keys are responsible for their safekeeping. All lost or stolen keys or phones must be reported to your supervisor as soon as possible. Upon separation from Sunwave Energy LLC, and at any other time upon Sunwave Energy LLC’s request, all keys must be returned to your supervisor. Closing Procedures:The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that: all doors are securely locked; the alarm system is armed; thermostats are set on appropriate evening and/or weekend setting; and all appliances and lights are turned off with the exception of the lights normally left on for security purposes. Employees are not permitted on company property after hours without prior written authorization from the DIRECTOR OF HUMAN RESOURCES.

4.5 Break Time for Nursing Mothers

Sunwave Energy LLC accommodates employees who wish to express breast milk during the workday by providing reasonable break times to do so. The Company will provide a designated room, other than a bathroom, that is shielded from view, free from intrusion from coworkers and the public and is in compliance with all other applicable laws for this purpose.

Employees who use regularly scheduled rest breaks to express breast milk will be paid for the break time. If the lactation break does not run concurrently with the employee’s regularly scheduled compensated break, the lactation break time will be unpaid.

For questions related to this policy, please contact the DIRECTOR OF HUMAN RESOURCES.

5.Employee Benefits

5.1 Military Leave

Sunwave Energy LLC grants employees unpaid time off for service, training and other obligations in the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any other applicable state law.

All employees requesting time off for military service must provide advance notice to their immediate supervisor, unless military necessity prevents such notice or it is otherwise impracticable. Continuation of health insurance benefits is available during military leave subject to the terms and conditions of the group health plan and applicable law.

Employees are eligible for reemployment for up to five years from the date their military leave began. The period an individual has to apply for reemployment or report back to work after military service is based on time spent on military duty and on applicable law. For reinstatement guidelines, contact the DIRECTOR OF HUMAN RESOURCES.

Employees who qualify for reemployment will return to work at a pay level and status equal to that which they would have attained had they not taken military leave. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

Sunwave Energy LLC complies with all rights and protections under all applicable state laws granting time off for service, training and other obligations in the uniformed services. This includes, but is not limited to, benefits entitlement and continuation, notice and recertification requirements, and reemployment application requirements.

Questions regarding this policy should be directed to the DIRECTOR OF HUMAN RESOURCES.

5.2 Jury Duty

Sunwave Energy LLC encourages employees to fulfill their civic responsibilities when called upon to serve as a juror. Employees must provide their immediate supervisor with a copy of their jury summons as soon as possible so that the supervisor may make arrangements to accommodate their absence.

Employees on jury duty must report to work on workdays, or parts of workdays, when they are not required to serve. Either Sunwave Energy LLC or the employee may request an excuse from jury duty if it is determined that the employee’s absence would create serious operational difficulties.

Jury duty will be paid if required by applicable state law. If paid, jury duty pay will be calculated on the employee’s base pay rate times the number of hours the employee would otherwise have worked on the day of absence. . If exempt employees miss work because of jury duty, they will receive their full salary, unless they miss the entire workweek. However, Sunwave Energy LLC may offset any jury-duty fees received by an exempt employee against the salary due for that workweek.

5.3 Workers’ Compensation

Employees who are injured on the job at Sunwave Energy LLC are eligible for Workers’ Compensation benefits. Such benefits are provided at no cost to employees and cover any injury or illness sustained in the course of employment that requires medical treatment.

Lost time or medical expenses incurred as a result of an accident or injury which occurred while an employee was on the job will be compensated for in accordance with workers’ compensation laws. This protection is paid for in full by Sunwave Energy LLC. No premium is charged for this coverage and no individual enrollment is required. Sunwave Energy LLC will provide medical care and a portion of lost wages through our insurance carrier.

All job-related accidents or illnesses must be reported to an employee’s supervisor immediately upon occurrence. Supervisors will then immediately contact the DIRECTOR OF HUMAN RESOURCES to obtain the required claim forms and instructions.

5.4 Civil Air Patrol Leave (Florida Employees)

Members of the Civil Air Patrol with at least an emergency services qualification may be allowed up to 15 days of leave each year for training or a mission. To be eligible, the employee must have been employed by for at least a 90-day period immediately preceding the commencement of leave.

Employees requesting time off must notify their direct supervisor as soon as possible after learning the intended dates upon which such leave will begin and end. Employees must be prepared to provide Sunwave Energy LLC with certification to verify the employee’s eligibility for the leave requested.

Upon expiration of the leave, an employee will generally be reinstated to his or her position with seniority, benefits, pay and other terms and conditions of employment equal to that of which he or she would have attained had he or she not taken such leave.

Civil Air Patrol leave is unpaid; however, employees may elect to use accrued paid time off for this purpose.

Employees who are interested in any additional information about this leave should contact the DIRECTOR OF HUMAN RESOURCES.

5.5 Pregnancy Accommodation Policy

Employees who are limited in their abilities to perform their jobs because of pregnancy, childbirth or related medical conditions may request a reasonable accommodation as is necessary.

Sunwave Energy LLC will provide eligible employees with reasonable accommodations as long as it has 15 or more employees and the accommodation does not impose an undue hardship on the Company. Reasonable accommodations include, but are not limited to:

Additional equipment for sitting More frequent or longer breaks Periodic rest
Assistance with manual labor Job restructuring

Light-duty assignments
Modified work schedules
Temporary transfers to less strenuous or hazardous work Time off to recover from childbirth
Break time and appropriate facilities for expressing breast milk

Employees should be prepared to discuss the need and probable duration for the accommodation requested.

If an employee takes leave as an accommodation, the leave is unpaid; however, employees may use accrued paid time off for this purpose. To the extent allowed by law, leave taken under this policy runs concurrently with leave provided under other relevant laws. Upon expiration of leave taken under this policy, an employee will generally be reinstated to their position with equivalent seniority, benefits, pay and other terms and conditions of employment.

The Company will not retaliate against an employee who requests or uses a reasonable accommodation under this policy.

Employees should speak with the DIRECTOR OF HUMAN RESOURCES to discuss their need for reasonable accommodation or for questions regarding this policy.

6.Employee Conduct

6.1 Standards of Conduct

Sunwave Energy LLC’s rules and standards of conduct are essential to a productive work environment. As such, employees must familiarize themselves with, and be prepared to follow, the Company’s rules and standards.

While not intended to be an all-inclusive list, the examples below represent behavior that is considered unacceptable in the workplace. Behaviors such as these, as well as other forms of misconduct, may result in disciplinary action, up to and including termination of employment:

Theft or inappropriate removal/possession of property
Falsification of timekeeping records
Possession, distribution, sale, transfer, manufacture or use of alcohol or illegal drugs in the workplace
Fighting or threatening violence in the workplace
Making maliciously false statements about co-workers
Threatening, intimidating, coercing, or otherwise interfering with the job performance of fellow employees or visitors Negligence or improper conduct leading to damage of company-owned or customer-owned property
Violation of safety or health rules
Smoking in the workplace
Sexual or other unlawful or unwelcome harassment
Excessive absenteeism
Unauthorized use of telephones, computers, or other company-owned equipment on working time. Working time does not include break periods, meal times, or other specified periods during the workday when employees are not engaged in performing their work tasks.
Unauthorized disclosure of any “business secrets” or other confidential or non-public proprietary information relating to the Company’s products, services, customers or processes. Wages and other conditions of employment are not considered to be confidential information.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Other forms of misconduct not listed above may also result in disciplinary action, up to and including termination of employment. If you have questions regarding Sunwave Energy LLC’s standards of conduct, please direct them to your supervisor or the DIRECTOR OF HUMAN RESOURCES.

6.2 Disciplinary Action

Disciplinary action at Sunwave Energy LLC is intended to fairly and impartially correct behavior and performance problems early on and to prevent reoccurrence.

Disciplinary action may involve any of the following: verbal warning, written warning, suspension with or without pay, and termination of employment, depending on the severity of the problem and the frequency of occurrence. Sunwave Energy LLC reserves the right to administer disciplinary action at its discretion and based upon the circumstances.

Sunwave Energy LLC recognizes that certain types of employee behavior are serious enough to justify termination of employment, without observing other disciplinary action first.

These violations include but are not limited to:

Workplace violence
Harassment
Theft of any kind
Insubordinate behavior
Vandalism or destruction of company property
Presence on company property during non-business hours
Use of company equipment and/or company vehicles without prior authorization

Indiscretion regarding personal work history, skills, or training
Divulging Sunwave Energy LLC business practices or any other confidential information
Any misrepresentation of Sunwave Energy LLC to a customer, a prospective customer, the general public, or an employee

6.3 Confidentiality

Sunwave Energy LLC takes the protection of Confidential Information very seriously. “Confidential Information” includes, but is not limited to, computer processes, computer programs and codes, customer lists, customer preferences, customers’ personal information, company financial data, marketing strategies, proprietary production processes, research and development strategies, pricing information, business and marketing plans, vendor information, software, databases, and information concerning the creation, acquisition or disposition of products and services.

Confidential Information also includes the Company’s intellectual property and information that is not otherwise public. Intellectual property includes, but is not limited to, trade secrets, ideas, discoveries, writings, trademarks, and inventions developed through the course of your employment with Sunwave Energy LLC and as a direct result of your job responsibilities with Sunwave Energy LLC. Wages and other conditions of employment are not considered to be Confidential Information.

To protect such information, employees may not disclose any confidential or non-public proprietary information about
the Company to any unauthorized individual. If you receive a request for Confidential Information, you should immediately refer the request to your supervisor.

The unauthorized disclosure of Confidential Information belonging to the Company, and not otherwise available to persons or companies outside of Sunwave Energy LLC, may result in disciplinary action, up to and including termination of employment. If you leave the Company, you may not disclose or misuse any Confidential Information.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Questions regarding this policy should be directed to the DIRECTOR OF HUMAN RESOURCES.

6.4 Workplace Violence

Sunwave Energy LLC strictly prohibits workplace violence, including any act of intimidation, threat, harassment, physical violence, verbal abuse, aggression or coercion against a coworker, vendor, customer, or visitor.

Prohibited actions, include, but are not limited to the following examples:

Physically injuring another person
Threatening to injure another person
Engaging in behavior that subjects another person to emotional distress
Using obscene, abusive or threatening language or gestures
Bringing an unauthorized firearm or other weapon onto company property
Threatening to use or using a weapon while on company premises, on company-related business, or during job- related functions
Intentionally damaging property

All threats or acts of violence should be reported immediately to your supervisor or security personnel. Employees should warn their supervisors or security personnel of any suspicious workplace activity that they observe or that appears problematic. Employee reports made pursuant to this policy will be investigated promptly and will be kept confidential to the maximum extent possible. Sunwave Energy LLC will not tolerate any form of retaliation against any employee for making a report under this policy.

Sunwave Energy LLC will take prompt remedial action, up to and including immediate termination, against any employee found to have engaged in threatening behavior or acts of violence.

6.5 Drug & Alcohol Use

Sunwave Energy LLC is committed to maintaining a workplace free of substance abuse. No employee or individual who performs work for Sunwave Energy LLC is allowed to consume, possess, sell, purchase, or be impaired by alcohol or illegal drugs, as defined under federal and/or state law, on any property owned by or leased on behalf of Sunwave Energy LLC, or in any vehicle owned or leased on behalf of Sunwave Energy LLC or while on Company business.