DKB part 1

EMPLOYMENT

Initial Employment Period

New employees go through an adjustment period as they learn their new job. During this 90-day introductory period, you and the Company will have the opportunity to evaluate whether you and the job are a suitable match. Employees who complete this introductory period are not guaranteed employment for any specific period. We hope that you will make the most of this period by learning your new job and demonstrating your ability and interest. During this first 90 days, your job performance, attendance, professionalism and overall interest in your job will be observed by your supervisor. Throughout the introductory period, the Company will be assessing your selection as a partner. While all partners work at-will, partners who fail to demonstrate the commitment, performance, attendance and professionalism expected by the Company may be terminated at any time during the introductory period or any time thereafter. Completion of the introductory period does not change or alter the at-will employment relationship. You continue to have the right to terminate your employment at any time, with or without cause or notice, and the Company has a similar right.

DKB may choose to extend your introductory period as necessary to give you a further opportunity to demonstrate your ability to do the job. If your introductory period is extended, you will be notified.

Minimum Age

The employment of minors is heavily regulated, both under Oregon and federal laws. There are strict limitations on the number of hours a minor may work and on the types of work permissible. In addition, Oregon employers who hire minors must apply for and obtain an annual employment certificate from the Child Labor Unit of the Bureau of Labor and Industries (BOLI).

The Company’s (DKB) current policy is to not employ minors (anyone under the age of 18) in any position within the Company.

Employment Classifications

Your job is classified as either hourly, non-exempt, or exempt.

Hourly and Non-exempt employees are paid overtime at the rate of time and one-half their regular rate of pay for all hours worked beyond 40 hours per week, in accordance with applicable wage and hour laws. You must maintain a record (through the Company’s time -keeping system) of the total hours you work each day.

These hours must be accurately recorded and must reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures, and – if you are required to clock out – meal breaks. You must be paid for all hours that you w ork; therefore, it is a violation of the Company’s policies for you to perform any work off the clock. In the unlikely event that your manager or supervisor asks you to work “off the clock,” report that immediately to the Human Resources Department.

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