AVMET SERVICES, INC.

POLICIES AND PROCEDURES

THE POLICIES AND PROCEDURES CONTAINED HEREIN ARE REQUIRED TO BE FOLLOWED BY ALL EMPLOYEES, IN ADDITION TO THOSE CONTAINED IN TH E STATEMENT OF WORK (SOW) AND THE STATION OPERATIONS MANUAL (SOM). ALL PERSONNEL AND EMPLOYEES OF AVMET SERVICES, INC. ARE EXPECTED TO CONDUCT THEMSELVES IN A PROFESSIONAL MANNER AND ONE WHICH ENSURES THE TIMELY & ACCURATE DISSEMINATION OF WEATHER OBSERVATIONS AND PROVIDES FOR THE SAFETY & SECURITY OF THE OBSERVER AND THE FACILITY.

OBSERVING PROCEDURES:

All observers must log onto ASOS at the start of their shift and must maintain a continuous weather watch and provide augmentation in accordance with the 7900.5B (FAA Metar Handbook), the guidlines set forth in the Statement of Work (SOW), and any other reporting requirements set forth by the FAA or NWS and the DOD. Also log your time in/out when you begin/end your shift on the EMPLOYEE SIGN IN/OUT LOG and read and initial the STATION LOG at the start of your shift. The Station Manager shall deal with questions or issues involving observing procedures, disposition of forms, coordinating with FAA, NWS or other agencies, making the monthly work schedule, implementation of the station's Quality Control Program, performing training functions, maintaining adequate supplies and submission of payroll information.
In the event of an ASOS outage or malfunction, contact the appropriate authorities at AOMC, NWS,  FAA, and the DOD.  Record the outage on the ASOS OUTAGE LOG and follow the established procedures in the SOW and the SOM. If the ASOS has totally failed, use the backup instruments provided and take complete manual observations and record them on the appropriate Form and phone them into the local AFSS and control tower if necessary. All observers are responsible for augmenting any element of an observation whenever deemed necessary. Additionally, all observers are required to take at least 8 Manual Observations per month and record them on Form MF1-10C and keep the completed Forms on file at the site for inspection purposes. This is in order to maintain proficiency in observing procedures in the event of a total ASOS failure.

DISCIPLINARY POLICY:

The use or possession of illegal drugs and/or alcohol while on duty is strictly prohibited and will result in IMMEDIATE SUSPENSION and possible TERMINATION!

All employees will be subject to a 180-day probationary period and must demonstrate their ability to provide quality performance to both the Quality Management Team and to the Station Manager.
All employees are also subject to random drug testing which will be administered at the nearest clinic and individuals who test positive for any illegal drugs will be removed from the work schedule and must successfully complete a drug rehabilitation program before they can return to work. Any employee who refuses to be tested for drugs or fails to complete the rehab. program will be terminated.
All non-drug or non-alcohol-related offenses will be subject to our Three Strike Policy.

Strike One: The Manager will issue and document a verbal warning to the affected employee upon the first offense. Additional training will be given at that time.

Strike Two: The Manager will issue a written Letter of Reprimand to the affected employee upon the second offense. Additional training may be prescribed.

Strike Three: The affected employee will be dismissed upon the third offense.

An employee with one or two strikes will have the opportunity to clean the files by having one strike removed from their file for every 12 consecutive month period that no additional notices for similar violations have been received.

SEXUAL HARASSMENT:

OBJECTIVE

Sexual harassment is a form of discrimination based on a person’s gender. Sexual harassment is contrary to Avmet Services values and moral standards, which recognize the dignity and worth of each person, as well as a violation of federal and state laws and Avmet Services rules and policies. Sexual harassment cannot and will not be tolerated at Avmet Services.

COORDINATOR OF SEXUAL HARASSMENT RESOLUTIONS

The President and Vice-President will be the point of contact to receive and investigate sexual harassment complains as set forth in this policy and to maintain the records pertaining thereto.

DEFINITIONS OF SEXUAL HARASSMENT

Avmet Services recognizes that sexual harassment can cause embarrassment, a feeling of powerlessness, loss of self-confidence, and reduced ability to perform work duties.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature directed at an employee or by another when:

(1) submission to such conduct is made either explicitly or implicitly a term or condition of employment or affects the measure of an employee work performance; or

(2) submission to or rejection of such conduct is used as the basis for a decision affecting employment or affecting the measure of an employee work performance; or

(3) such conduct has the purpose or effect of unreasonably interfering with employment opportunities, work performance or creating an intimidating, hostile, or offensive work environment.

EXAMPLES OF SEXUAL HARASSMENT

Incidents of sexual harassment may involve persons of different or the same gender. They may involve persons having equal or unequal power, authority or influence. Though romantic, any sexual relationships between persons of unequal power do not necessarily constitute sexual harassment, there is an inherent conflict of interest between making sexual overtures and exercising supervisory or other institutional authority. Decisions affecting an employee’s job responsibilities, promotion, pay, benefits, or other terms or conditions of employment, recommendations, references, referrals and employment or career advancement, must be made solely on the basis of merit.

Examples of sexual harassment include, but are not limited to, the following, when they occur within the circumstances described above:

(1) use of gender-based verbal or written language offensive or degrading to a person of that gender, whether or not the content is sexual;

(2) inappropriate display of gender-based pictorial images offensive or degrading to a person of that gender, including but not limited to sexual posters, photographs, cartoons, drawings, or other displays of sexually suggestive objects or pictures;

(3) use of inappropriate gestures or body language of a sexual nature, including leering or staring at another;

(4) unwelcome requests or demands for sexual favors or unwelcome sexual advances;

(5) inappropriate nonconsensual touching of another’s body, including but not limited to kissing, pinching, groping, fondling, or blocking normal movement; or

(6) sexual battery. (Note: some acts of sexual harassment may also constitute violations of criminal law, e.g., sexual battery, indecent exposure, sexual abuse, etc. In such instances, the Airport Police or Local Police Department is to be notified immediately and will provide assistance to the victim and initiate an investigation of the crime.)

DISCIPINARY AND OTHER ACTIONS

Sexual harassment is prohibited at Avmet Services facilities. We will take appropriate action against any person found to be in violation of this policy. (Note: a person who has sexually harassed another or retaliated against another may also be subject to civil or criminal liability under state or federal law.)

(1 ) Disciplinary Actions. Any employee who has sexually harassed another employee or retaliated against such person for bringing a complaint of sexual harassment, or otherwise violated this policy shall be guilty of misconduct and subject to disciplinary action up to and including dismissal, in accordance with applicable law, rules, policies, and/or collective bargaining agreements.

(2) Other Actions. Avmet Services will take such corrective action against any non-employees found to have violated this policy as may be appropriate under the circumstances.

RETALIATION

Retaliation against one who in good faith brings a complaint of sexual harassment or who in good faith participates in the investigation of a sexual harassment complaint is prohibited and shall be a violation of this policy and shall constitute misconduct subject to disciplinary or other action.

FILING OF FALSE SEXUAL HARASSMENT COMPLAINT

Knowingly filing a false sexual harassment complaint is prohibited and shall be a violation of this policy and shall constitute misconduct subject to disciplinary action.

REPORTING REQUIRED

Any employee who has witnessed what is perceived to be a violation of this policy should report that conduct to the Coordinator, who then will proceed as appropriate. Any supervisor who has witnessed or becomes aware of the alleged occurrence of sexual harassment by, or who receives a complaint of sexual harassment involving, a person within the supervisor’s purview is required to take prompt corrective action as appropriate, and to report that matter to the Coordinator. Failure of the supervisor to take appropriate corrective action or to report the incident shall be a violation of this policy and shall constitute misconduct subject to disciplinary action.

EEO POLICY:

OBJECTIVE

It is the policy of Avmet Services to provide equal opportunity in employment for all persons; to prohibit discrimination in employment because of race, color, religion, sex, national origin, age, or disability and to promote the full realization of equal employment opportunity through a positive, continuing program as it applies to every aspect of employment policy and practice. Furthermore, it is Avmet Service’s policy that there will be no reprisal actions taken against any person who takes part in the EEO process or who speaks out against practices he or she believes may be discriminatory.

Avmet Services is committed to non-discrimination in the consideration for employment and condition of employment. All of Avmet’s Services authority actions will recognize the basic right of all employees and applicants to be recruited, hired, and promoted without regard to the employee’s sex, creed, national origin, age, or disability.

It is the policy of Avmet Services to employ and promote personnel regardless of the foregoing characteristics, unless one or more of them are a bona fide requirement of a particular position. Avmet Services is firmly committed to a policy of equal opportunity in all aspects of employee relations, including employment, salary administration, employee development, promotion and transfer.

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

It is Avmet Services policy to prohibit discrimination based on race, color, religion, national origin, sex (including sexual harassment), age, disability (mental and physical), or reprisal for involvement in an EEO activity. Avmet Services is fully committed to preventing or correcting unlawful discrimination in its employment policies, procedures, practices, and operations.

The non-discrimination policy covers all agency personnel/employment programs, management practices and decisions, including recruitment/hiring, merit promotion, transfer, training, benefits, discipline, and separation. All employees are to be afforded an equal opportunity to compete on a fair and level playing field. Avmet Services supervisors and managers are expected to take an active role in promoting and implementing the agency’s equal opportunity goals and objectives.

All Avmet Services employees are responsible for implementing the equal employment opportunity policy in their daily actions, conduct, and decisions. Managers and supervisors must continually monitor the workplace to ensure an environment free of unlawful discrimination, hostility, intimidation, reprisal, or harassment. Prompt remedial action must be pursued to correct inappropriate behavior under this policy.

Each individual is expected to abide by the letter, intent, and spirit of the equal opportunity laws and policies applicable to Federal employment. Achievement of the equal opportunity objectives will enhance the ability to accomplish this mission.

COORDINATOR OF DISCRIMINATION RESOLUTIONS

Avmet Services President and Vice President, serves as the coordinators of the affirmative action program, having the responsibility to execute the affirmative action policy and the disposition of grievances. The station managers shall have the overall responsibility of administering the program.

Any person who believes they have been discriminated against by reason of race, religion, sex, creed, age, national origin or disability in connection with any personnel action or policy should contact there station manager. If it can’t be resolved, they should then contact the President or Vice President as soon as possible.

DISCIPINARY AND OTHER ACTIONS

Discrimination is prohibited at Avmet Services facilities. We will take appropriate action against any person found to be in violation of this policy. (Note: a person who has discriminated against another or retaliated against another may also be subject to civil or criminal liability under state or federal law.)

(1) Disciplinary Actions. Any employee who has discriminated against another employee, retaliated against such person for bringing a complaint of discrimination, or otherwise violated this policy shall be guilty of misconduct and subject to disciplinary action up to and including dismissal, in accordance with applicable law, rules, policies, and/or collective bargaining agreements.

(2) Other Actions. Avmet Services will take such corrective action against any non-employees found to have violated this policy as may be appropriate under the circumstances.

RETALIATION

Avmet Services is committed to maintaining a work environment that is free of retaliation. We shall take appropriate action against any employees who retaliate against any employee for participating in the EEO process. All employees are encouraged to advise supervisors, managers or the CEO of discriminatory conduct affecting the work environment.

FILING OF FALSE DISCRIMINATION COMPLAINT

Knowingly filing a false discrimination complaint is prohibited and shall be a violation of this policy and shall constitute misconduct subject to disciplinary action.

REPORTING REQUIRED

Any employee who has witnessed what is perceived to be a violation of this policy should report that conduct to the Coordinator, who then will proceed as appropriate. Any supervisor who has witnessed or becomes aware of the alleged occurrence of discrimination by, or who receives a complaint of discrimination involving, a person within the supervisor’s purview is required to take prompt corrective action as appropriate, and to report that matter to the Coordinator. Failure of the supervisor to take appropriate corrective action or to report the incident shall be a violation of this policy and shall constitute misconduct subject to disciplinary action.

USE OF THE INTERNET:

OBJECTIVE

It is Avmet Services policy to provide internet resources to help further our mission to aviation safety and to provide our personnel with the additional means in order to improve our services to the Federal Government.

Internet resources allow our employees and other personnel to access policy and procedural changes quickly through our website, www.avmetservices.com , as well as to provide a quick link of communication between Company personnel and other agencies. The internet is also a valuable tool in recruiting employees and accessing training and self-study materials contained on our website.

Many websites are available on the internet which can give an employee current weather information, such as live radar scans and current observations, which can help alert the observer to changing or approaching weather conditions which may be affecting the airfield.

It is our policy to provide our employees with the most up-to-date equipment and resources in order to provide the best possible service to the aviation community.

INTERNET USE POLICY

Avmet Services resources shall be used within prescribed, mandated laws and restricted to improving information dissemination and to supporting business transactions. The internet resources shall be available only for authorized activities, as detailed in the paragraph.

AUTHORIZED USE

Internet resources shall be used:

(1) For valid work requirements (e.g., exchange of information that supports Avmet Services mission, goal, and objectives; job-related professional development for Avmet Services management and staff; access to scientific, technical, and other information that has relevance to Avmet Services; and business-related communications with colleagues in Government agencies).

(2) For limited personal use (e.g., brief communications or Internet searches), provided such use does not:

1 Interfere directly or indirectly with Avmet Services computer or networking services;

2 Burden Avmet Services with additional incremental costs;

3 Interfere with Avmet Services user’s employment or other obligations to the government;

4 Reflect negatively on Avmet Services or its employees; or

5 Violate any Federal or FAA rules, regulations, or policies.

UNAUTHORIZED USE

Improper use of Avmet Services Internet resources includes:

(1) Using the Internet for any purpose that violates the law or Avmet Services policy, or FAA rules, regulations, and policies;

(2) Concealing or misrepresenting user identity or affiliation in electronic messages;

(3) Accessing or altering source or destination addresses of e-mail;

(4) Interfering with the supervisory or accounting functions of computer resources, including attempts to obtain system privileges unless authorized by system owners;

(5) Propagating chain letters, broadcasting inappropriate or unsolicited messages (e.g., non-business matters) to lists or individuals, and comparable resource-intensive unofficial activity;

(6) Using Avmet Services Internet resources for any commercial purpose, for financial gain (including gambling), or in support of outside individuals or entities;

(7) Seeking, viewing, transmitting, collecting, or storing vulgar, abusive, discriminatory, obscene (including sexually explicit or pornographic materials), or harassing messages or material;

(8) Attempting to libel, slander, or harass other users;

(9) Postings to external newsgroups, bulletin boards, or other public forums, unless it is a business-related requirement, closely related to the employee’s area of expertise, and appropriate office approvals have been obtained;

(10) Engaging in matters directed toward any unauthorized fundraising, lobbying, or partisan political activities;

(11) Interfering with legitimate Internet services of any authorized Avmet Services employees or FAA user; and

(12) Representing the agency in an official capacity when not authorized to do so.

CONDUCT ON THE INTERNET

Standards of ethical conduct and appropriate behavior apply to the use of Avmet Services computer networks, including the Internet. All Avmet Services users shall conduct activities on the Internet with the same integrity as in face-to-face business transactions.

INTERNET SECURITY

All Avmet Services users shall take appropriate measures to comply to preclude security risks such as viruses and unauthorized disclosure of sensitive information. Avmet Services users and managers using Internet resources shall receive initial and periodic awareness training appropriate for use on the Internet.

**WARNING**WARNING**WARNING**

This is an Avmet Services computer system which is a contractor of The Federal Aviation Administration (FAA). FAA systems, including all related equipment, networks devices (specifically including Internet access) are provided for the processing of official U.S. Government information. Unauthorized access or use of this computer system may subject violators to criminal, civil, and/or administrative action.

All information on this computer system may be intercepted, recorded, read, copied, and disclosed by and to authorized officials for official purpose, including criminal investigations. Access or use of this computer system by any person, whether authorized or unauthorized, constitutes consent to these terms.

**WARNING**WARNING**WARNING**

MANAGEMENT OF AVMET SERVICES INTERNET ACTIVITIES

Use of Avmet Services Internet resources shall be managed in a manner that is consistent with good customer service principles, employs sound business practices, and effectively represents the best interests of the FAA.

MONITORING OF INTERNET USAGE

Avmet Services users must be aware that they have no expectation of privacy while using any Government-provided or Avmet Services-provided access to the Internet. Employee Internet and electronic messaging activities may be subject to monitoring, recording, and periodic audits to ensure that the system is functioning properly and to protect against unauthorized use.

COMPLIANCE WITH APPLICABLE LAWS, REGULATIONS, ETC.

A number of requirements contained in laws, regulations, executive orders, and FAA orders guide FAA Internet use (appendix 2). The President and Vice President of Avmet Services shall ensure that Internet users comply with applicable Federal and departmental requirements.

COORDINATOR OF RESOLUTIONS

Avmet Services President and Vice President, serves as the coordinators of the Internet use policy, having the responsibility to execute the Internet use policy and the disposition of grievances. The station managers shall have the overall responsibility of administering the program.

REPORTING REQUIRED

Any employee who has witnessed what is perceived to be a violation of this policy should report that conduct to the Coordinator, who then will proceed as appropriate. Any supervisor who has witnessed or becomes aware of the alleged occurrence of improper use of the Internet or who receives a complaint of improper use of the Internet are to report that matter to the Coordinator. Failure of the supervisor to take appropriate corrective action or to report the incident shall be a violation of this policy and shall constitute misconduct subject to disciplinary action.

PERFORMANCE STANDARDS:

All observers must adhere to the following policies: Maintain high standards of personal cleanliness, arrive for work on time, monitor the ASOS/AWOS continuously, get along with other individuals, review the work effort of the previous observer, not engage in any other work while on duty, monitor forecasts and plan ahead, not permit unauthorized visitors, record any significant events or information in the Station Log, conserve utilities, remain on the job until a relief employee arrives, keep the facility clean and orderly, adhere to building regulations, report unsafe conditions to the Supervisor, and check clocks for accuracy at the start of each shift.

SECURITY AND PRIVACY:

All employees must undergo a background security check, be properly badged, and will be expected to obey the published security procedures for the facility. Only authorized personnel will be allowed in the observing facility. All emergency and fellow observer and ATC phone numbers shall be regarded as unlisted and shall not be given out to unauthorized personnel.

HOURS AND SCHEDULING:

The standard workweek for full-time observers is normally defined as 40hrs during a 7 day period, beginning at 0000 Sunday and ending at 2359 Saturday. Daylight shift will normally run from 0800 - 1600 local time. Evening shift will normally run from 1600 - 0000 local time and midnight shift will normally run from 0000 - 0800 local time. The beginning and ending times of the shifts may be adjusted with prior approval of the Company. Shifts in excess of 8 hours, but not to exceed 12 hours will be permitted with prior approval.

Overtime will be permitted only in emergencies. The Station Manager will post the monthly work schedule at least 2 weeks prior to the start of the month and must regularly work daylight shifts, Monday thru Friday, to be available during normal FAA and NWS business hours. Exceptions may be made in emergencies or whenever deemed necessary. Full-time observers cannot work on Sunday's as part of their regular workweek but may substitute from time to time. An employee with a second job must have at least 8 hours break before working a shift as an observer and must inform the supervisor of their shift schedule at their second job. Employees may work with less than 8 hours break under certain conditions and if their job performance is not affected.

PAYDAY:

Payday will be on the 15th and 31st of the month, unless it falls on a weekend or holiday, in which case it will be the last business day prior to the weekend or holiday. The Company will with-hold one pay period, i.e. you will be paid for the 1st - 15th on the 31st and for the 16th - 31st on the 15th of the next month. Checks will be Direct-deposited into the bank account of your choice but can be mailed to your home if you prefer. The Station Manager must Fax, Phone, or Email the payroll information to the Company no later than 3 days after the end of the pay period. The Manager must also complete an EMPLOYEE PAYROLL SUMMARY form for each pay period and mail them at the end of each month to the Company, along with the completed EMPLOYEE SIGN IN/OUT LOG and the MONTHLY WORK SCHEDULE for the month just completed.

LEAVES OF ABSENCE:

Unpaid leaves of absence will be granted at the discretion of the Station Manager and upon approval of the Company provided that adequate coverage of the shifts can be maintained.

HOLIDAYS AND VACATIONS:

Holiday Pay will be pro-rated for part-timers based on the number of hours worked during the pay period containing the holiday. Vacation Pay will be pro-rated based on the actual number of hours worked (up to 2080) by each employee during their preceding "vacation year", which is the previous 12-month period from 10/1 to 9/30. Vacations will be granted by the Station Manager on a first-come, first- served basis, and with scheduling requirements in mind. Employees will be eligible for vacation on 10/1 and will be able to use their vacation time at any time during the "vacation year", from 10/1 to 9/30 of the following year. Any time at the end of the vacation year, 9/30, will be included in the employee's next paycheck and the process starts all over again on 10/1. The employee's anniversary date will still be used for calculating their length of service.You may elect to sell back vacation time at any time during the vacation year, but no more than 40hrs per pay period.

HEALTH AND WELFARE:

The Company will pay Health and Welfare H/W benefits to each employee on one check, combined in with their paycheck , after a 90-day with-holding period. No 401k plan or Company health insurance plan is available at this time. After 90 days, each employee will begin to receive their Health and Welfare benefits and will receive them each payday thereafter for the H/W earned during the pay period ending 90 days prior. For example, on April 15th, you will be paid your regular pay for hours worked from 3/15 - 3/31 and also receive a payment for H/W earned 3 months prior, during the pay period from 1/1 - 1/15. This will be listed under the heading: H/W PAID and will be subject to Social  Security and Medicare (FICA) Taxes. The next payday, April 30th, you'll be paid your regular pay for hours worked from 4/1 - 4/15 and also receive a payment for the H/W Benefits actually earned 3 months prior, during the pay period from 1/16 - 1/31,etc.,etc.You will always be lagging by 3 months on your H/W pay. At the end of the Contract, all remaining H/W benefits will be paid in full with your final regular pay or continued for 3 months after your last day of work, if you prefer and they will be reported to you at the end of the year on Form W-2, along with your regular paycheck. An employee may request additional taxes to be with-held from regular pay by completing a new Form W-4. The H/W actually Earned during the pay-period will be listed on the pay stub as H/W under the heading; H/W EARNED in the Earnings column and will be offset by an equal amount under the same heading in the Deductions column, thus having no effect on the regular net pay or the taxes paid for the period. It's only included on the pay stub so that each employee can keep track of the H/W benefits they've earned during the current payperiod and are entitled to receive.