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D. USE, POSSESSION OR DISTRIBUTION OF PROHIBITED DRUGS OR

ALCOHOL

All persons subject to this policy are prohibited from using, possessing, distributing
or being under the influence of prohibited drugs or alcohol while on the job or
otherwise representing Molzen Corbin, whether on Molzen Corbin’s premises or
elsewhere, while using Company vehicles, or while engaged in Company-sponsored
activities. Only a Company Officer may approve the consumption of alcohol at
Company-sponsored activities. Violation of this policy may result in disciplinary
action, up to and including discharge. Under certain circumstances, discussed below,
an employee may be required to take and to pass a drug or alcohol test as a condition
of continued employment. Refusal to take a test when asked to do so may result in
the termination of employment.

E. TREATMENT FOR DRUG OR ALCOHOL ABUSE

Employees needing help in dealing with alcohol or drug dependency are encouraged
to seek diagnosis and follow through with the treatment that may be prescribed by
qualified professionals.

If any employee feels that drug or alcohol use has become a problem that is reflected
in poor job performance, he or she is strongly urged to speak with a Department
Leader, Officer of the Company, or the Human Resources Department. No person
with an alcoholism or drug dependency problem will have his or her job security or
promotional opportunities jeopardized by a conscientious effort to seek diagnosis or
treatment.

The decision to request a diagnosis and accept treatment for alcoholism or drug
dependency is the personal responsibility of the individual. The same benefits and
insurance coverage that are provided for all other diseases or physical disabilities
under our benefit plans will be available for individuals who accept medically
approved treatment of alcoholism or drug dependency according to the provisions of
that health plan.

F. DISCLOSURE BY EMPLOYEES OF THE USE OF MEDICATIONS

Employees who take over-the-counter medication for their recommended purpose or
other lawful medication that can be legally prescribed under both federal and state
law to treat an illness, medical condition or disability must inform their respective
Supervisor if they believe the medication will impair their job performance, safety
or the safety of others. Employees are also responsible for informing their Supervisor
of the expected duration of use and of the possible adverse effects any such drug

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“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.