PURPOSE

This Handbook is provided to inform and acquaint managers, supervisors, and employees with Hogan & Associates Construction (“the Company”) and with the Company’s policies, procedures, and practices.

THIS HANDBOOK NOT A CONTRACT

Neither this Handbook, employment with the Company, any other document, nor the maintenance of supervisory or other policies or procedures shall be construed as constituting a promise from or contract of any kind with the Company, either express or implied, regarding any of the matters addressed in any such handbooks or policies.

AT-WILL EMPLOYMENT

Although it is hoped and desired the relationship between the Company and its employees will grow and be in the best interests of both the employee and the Company, all employees are employed for an indefinite period in an at-will capacity. This means both the Company and its employees retain the right to end or terminate the employment relationship at any time, with or without notice, and for any reason or for no reason at all.

ONLY COMPANY PRESIDENT MAY CREATE AN EMPLOYMENT CONTRACT

No supervisor, manager, or representative of the Company, other than the President, has the authority to enter into any contract or agreement with an employee of any kind, including but not limited to for employment for any specific duration or to make any commitments contrary to the at-will nature of employment. Only a separate, express written agreement signed by the President of the Company and designated as an employment contract, can create any such contract and change the at-will nature of the employment relationship.

SUBJECT TO CHANGE

The Company may change any of its policies, procedures, benefits, or other matters described in this Handbook or elsewhere with or without notice, at the sole option of the Company, without prior consultation with or agreement by any employee.

INTERPRETATION

The Company also reserves the exclusive right and authority to interpret, apply, and enforce the provisions of this handbook, and to determine whether or not a violation of any of the Company’s policies has occurred. No other provision of this handbook or any other Company policy or procedure may be used or interpreted to limit or alter this discretionary right or the at-will employment status in any way.