Handbook Overview

hh2 Employee Handbook

A brief overview of important policies

2023

Start

Code of Conduct

Paid Time Off-Hourly

Paid Time Off-Salary

Company Holidays

Timekeeping

Working From Home

Employee Referrals

Harassment Complaint Policy and Procedure

1.

Code of Conduct

hh2 strives to maintain a high stanard of business and workplace ethicss. Maintaining these standards of business conduct is vitial to hh2's sucess.

Set the Tone at the Top

Build Trust and Credibility

Code of Conduct

The success of our business is dependent on the trust and confidence we earn from our employees, customers and shareholders. We gain credibility by adhering to our commitments, displaying honesty and integrity and reaching Company goals solely through honorable conduct. It is easy to say what we must do, but the proof is in our actions. Ultimately, we will be judged on what we do.

Management has the added responsibility and will be held to a higher standard for demonstrating, through their actions, the importance of this Code. In any business, ethical behavior does not simply happen; it is the product of clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example. Again, ultimately, our actions are what matters.

Open and Honest Communication

Respect for the Individual

At hh2 Cloud Services everyone should feel comfortable to speak their mind, particularly with respect to ethics concerns. Supervisors have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit tremendously when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times.

We all deserve to work in an environment where we are treated with dignity and respect. hh2 Cloud Services is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste.

Code of Conduct

Uphold the Law

Selective Disclosure

Propietary Information

hh2 commitment to integrity begins with complying with laws, rules and regulations where we do business. Further, each of us must have an understanding of the Company policies, laws, rules and regulations that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law or hh2 policy, we should seek the advice from the HR. We are responsible for preventing violations of law and for speaking up if we see possible violations.

It is the prerogative of corporate officers to decide when to disclose any material nonpublic information with respect to hh2 , its securities, business operations, plans, financial condition, results of operations or any development plan. All other employees should be particularly vigilant when making presentations or proposals to customers to ensure that our presentations do not contain material nonpublic information.

It is important that we respect the intellectual property rights of others. We will not acquire or seek to acquire by improper means a competitor’s trade secrets or other proprietary or confidential information. We will not knowingly engage in illegal use, copying, distribution or alteration of software or other intellectual property.

2.

Paid Time Off - Hourly

hh2 provides a flexible bank of paid time off to eligible employees to enable employees to meet both their work and personal needs. hh2 believes that PTO is valuable for employees not only to make their work experience with the company personally satisfying but also to enhance their productivity.

Paid Time Off - Hourly

Procedures

Eligibility

All regular non-exempt employees [who have successfully completed their introductory period of 90 days] are eligible to participate in the company’s PTO program. PTO will be front-loaded at the beginning of each calendar year. PTO balances will be pro-rated based on an employees hire date, when hired mid-year.

PTO may be used for any reason, including vacation, illness, medical appointments, family care and personal business. PTO may also be used for an illness of the employee’s child, parent, spouse, registered domestic partner, registered domestic partner’s child, or other persons designated by local, state or federal laws.

Paid Time Off - Hourly

PTO must be scheduled and approved by the employee’s supervisor at least two weeks in advance. The company has the right to refuse an employee’s application for PTO if, at the company’s sole discretion, scheduling PTO at the time requested would be inconsistent with the smooth operation of the company’s business.

Paid Time Off - Hourly

Unscheduled PTO

In some instances, it may not be possible for an employee to schedule PTO. Employees who need to take unscheduled PTO must comply with the following: 1. Notify their supervisor as soon as possible. Employees must personally contact as far in advance as possible, so that proper arrangements can be made to handle the employees’ work in their absence. Leaving a message with another employee does not satisfy this responsibility. Employees are also responsible for informing their supervisor of the anticipated date of their return to work. 2. Provide daily updates. Employees who are using unscheduled PTO are responsible for personally contacting their supervisor each workday and providing updates on their anticipated dates of return. Employees’ failure to contact their supervisor to notify them of an unscheduled may result in denial of PTO benefits and discipline, including termination.

3.

Paid Time Off - Salary

At hh2, we take pride in our employees’ incredible work ethic, and we want to reward and recognize that by offering an open vacation policy.

Open, Flexible PTO - Salary

Eligibility

Use

The time off is yours, to use as you see fit! You can use it for vacations, staycations, weddings, illness, family illness, emergencies, mental health days, doctor’s appointments, or any other personal matters that might require you to take time off from work. Open PTO may be used for up to 20 consecutive days away from work. Time off beyond 20 consecutive days may be taken upon the approval of your manager, however, days additional days will be unpaid.

This policy applies to all salaried, exempt employees of hh2. Due to time tracking requirements for non-exempt staff, open vacation is available only to exempt employees.

Open, Flexible PTO - Salary

Expectations

Under this policy, exempt-level employees are expected to: • Communicate At hh2, we value all employees' contributions and are committed to communicating with our team members in advance when scheduling an absence or notifying the appropriate team member before the start of the workday when an unscheduled absence occurs. • Understand that due to staffing needs, sometimes, not all leave requests can be honored. All requests are still subject to approval by your manager, and it is the employees responsibility to obtain that approval prior to taking any vacation time. • Meet all established goals despite PTO use Except for those on protected leave such as FMLA, if an eligible employee is unable to meet the expectations outlined above, hh2 reserves the right to temporarily revoke unlimited leave as outlined in this policy. Further, if gross abuse of this leave is observed or if the established goals of the employee are not met as a result of the abuse of this policy, disciplinary action may be taken, which may include termination of employment.

4.

Company Holidays

We hope you enjoy the holidays

Company Holidays

Labor Day

New Years Day

Thanksgiving Day

Martin Luther King Jr. Day

Day After Thanksgiving Day

President's Day

Memorial Day

Christmas Day

Independence Day

5.

Timekeeping

Hourly Employees

Timekeeping

Accurately reporting time worked is the responsibility of every nonexempt employee. hh2 must keep an accurate record of time worked to calculate employee pay and benefits. Time work includes all time that an employee is required to be performing duties for the company. Time worked is used to determine overtime pay required for nonexempt employees. The following provisions are included as time worked: • Work away from premises or at home. If approved, work performed off the premises or at home by a nonexempt employee will be counted as time worked. A nonexempt employee will not be permitted to perform work away from the premises, job site or at home unless approved in advance in writing by the department director. • Break time. Rest periods of 15 minutes or less are counted as time worked. See the meal and rest break policy for full details on meal and rest break allowances.

Timekeeping

Hourly employees must accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They must also record the beginning and ending time of any split shift or departure from work for personal reasons. It is the employee’s responsibility to review and approve their time record to certify the accuracy of all time recorded. Your manager will review and approve the time record before submitting it for payroll processing. In the event of an error in reporting time, employees must immediately report the problem to their manager. Managers will review and approve all time and PTO requests by 12:00 PM MT on Monday of each week.

6.

Working From Home

hh2 wants all of our employees to work in the most comfortable and productive environment for them, be it in the office or at home. We understand that working from home can be a valuable benefit for many of our employees, and we take the approach, as an organization, to let employees work in an environment where they work best.

Working From Home

Workspace

Company Policies

All employees are responsible for ensuring their home work environment is equipped with reliable and secure internet. In exchange for providing internet and cell phone services, hh2 will provide its employees with a monthly stipend of $75. If internet service outage occurs, employees must notify their manager as soon as possible.

While working remotely, employees must adhere to policies outlined in the employee handbook. All hh2 policies around conduct, confidentiality, PTO continue to apply, regardless of location. Managers will follow hh2’s progressive discipline policy if it is determined that an employee has violated any policies outlined in the employee handbook. Work Expectations

Working From Home

Remote employees are responsible for maintaining the same level of work productivity and efficiency as office workers. If an employee working from home struggles to maintain their work productivity, their manager will work with them to set goals, provide training, and mentorship to aid the employee in meeting their work productivity. If necessary, a manager may enact a performance improvement plan if initial productivity intervention is not successful. Virtual Meetings • While distractions are often unavoidable, try to keep them to a minimum. No music or television in the background during meetings. • Employees are to have their cameras turned on during all virtual calls • Avoid eating a meal during a virtual meeting unless invited to do so by the meeting host. • Smoking or vaping is not permitted during a video conference. • Casual dress is acceptable; however, use discretion. No sleeveless tops, pajamas or other apparel that would not be appropriate to wear outside of your home. • Avoid multi-tasking. Give your full attention to the meeting as if you were face to face.

7.

Employee Referrals

Spread the word, build the team

Employee Referrals

Do you have a friend that you know can do great work and contribute in a positive way to the hh2 team? Refer someone you know for a position, if they are hired and work for hh2 for 90 days you will receive $250. To submit a referral, send an email to HR, eorourke@hh2.com with your referrals resume and the position they are applying for.

8.

Harassment Complaint Policy and Procedure

The Company expressly prohibits any form of unlawful employee harassment or discrimination

hh2 EEO Policy

The Company provides equal employment opportunities to all qualified individuals regardless of their race, color, religion, age (40 and over), sex, gender, sexual orientation, gender identity, pregnancy, disability, national origin, ethnic background, genetic information (including of a family member), military service, and/or citizenship, or any other classification protected by applicable local, state or federal law. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels they have been subjected to any such retaliation, they should bring it to the attention of the Director of Human Resources. Employees are reminded that everyone, at all times, is to be treated courteously , so that they are free from discrimination, harassment or interference based on factors such as those mentioned above. Harassment is also defined as repetitive or severe unwelcome or unsolicited verbal, physical or sexual conduct which interferes with an employee’s job performance or which creates an intimidating, hostile work environment.

Complaint Procedure

Any employee who believes they have been subject to or witnessed illegal discrimination, including sexual or other forms of unlawful harassment, is requested and encouraged to make a complaint. They may complain directly to their immediate supervisor or department manager, the Human Resources Manager, or any other member of management with whom they feel comfortable bringing such a complaint. Similarly, if the employee observes acts of discrimination toward or harassment of another employee, they are requested and encouraged to report this to one of the individuals listed above.No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above. All complaints will be investigated promptly and, to the extent possible, with regard for confidentiality.

Thank you!