Employee Handbook

Welcome and Company Overview

Welcome to Tick Control, LLC. We are a Connecticut-based pest control company specializing in tick, mosquito, and property treatment services. Our work protects families, pets, and properties across Fairfield County, New Haven County, and surrounding areas.

Every member of this team plays a critical role. Whether you are an operator applying treatments, a supervisor overseeing field quality, or a support team member, the work you do directly impacts the safety and satisfaction of our customers.

This handbook outlines what we expect from you and what you can expect from us. Read it carefully, ask questions if anything is unclear, and keep it as a reference throughout your employment.

Purpose of This Handbook

This handbook provides general information about Company policies, procedures, expectations, and guidelines. It is not a contract of employment and does not create any contractual rights or obligations. It does not guarantee employment for any specific period or alter the at-will nature of your employment.

The Company reserves the right to modify, revise, supplement, rescind, or add to any policy in this handbook at any time, with or without notice, subject to applicable law. If a policy in this handbook conflicts with an individually signed agreement (such as your employment agreement, confidentiality agreement, or restrictive covenant), the individually signed agreement controls on that subject unless otherwise stated.

If a policy in this handbook conflicts with applicable law, applicable law controls.

At-Will Employment

Employment with the Company is at will. This means that either you or the Company may end the employment relationship at any time, with or without cause, and with or without advance notice, subject to applicable law.

Nothing in this handbook, in any verbal statement, in any Company policy, or in any conduct by the Company creates a contract of employment, a guarantee of continued employment, or a promise that termination will only occur for cause.

Only a written agreement signed by the Company's owner or authorized representative can alter the at-will nature of employment.

Equal Opportunity and Anti-Discrimination

The Company is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, marital status, pregnancy, or any other characteristic protected by applicable federal, state, or local law.

This policy applies to all terms and conditions of employment, including hiring, placement, promotion, compensation, training, discipline, and termination.

If you believe you have experienced or witnessed discrimination, report it immediately to your supervisor or the Company owner.

Anti-Harassment Policy

The Company prohibits harassment of any kind in the workplace, at customer sites, during travel, and in any context related to Company business. This includes harassment based on any legally protected characteristic.

What Constitutes Harassment

Harassment includes unwelcome conduct such as:

• Offensive jokes, slurs, epithets, or name-calling
• Physical threats, intimidation, or assault
• Unwelcome sexual advances, requests for sexual favors, or sexually suggestive conduct
• Display of offensive images, objects, or materials
• Interference with another person's work performance
• Bullying, ridicule, or mockery

What to Do

If you experience or witness harassment, report it immediately to the Company owner or your supervisor. The Company will investigate promptly and take appropriate action. Retaliation against anyone who reports harassment in good faith is strictly prohibited and is itself grounds for discipline.

Reasonable Accommodations

The Company will provide reasonable accommodations to qualified individuals with disabilities and for sincerely held religious beliefs, to the extent required by applicable law, unless doing so would cause undue hardship to the Company.

If you need an accommodation, speak with the Company owner. All accommodation requests will be handled confidentially to the extent practicable.

Hours, Scheduling, and Attendance

Work schedules are determined by the Company based on customer demand, weather, seasonality, route planning, and operational needs. Your schedule, start time, route assignment, and daily hours may change from day to day or week to week.

Attendance

Reliable attendance is essential. You are expected to:

• Report to your assigned start location on time, ready to work
• Notify the Company as early as possible if you will be late or absent
• Not leave your route or work assignment without authorization
• Not swap shifts or routes without management approval

Excessive absences, tardiness, no-call/no-shows, or pattern absences (e.g., repeatedly missing Mondays or Fridays) may result in discipline up to and including termination.

Compensation and Payroll

Your rate of pay, pay type, and compensation structure are set forth in your individual employment agreement and/or compensation addendum.

Pay Schedule

The Company pays on a regular schedule as communicated to you. All compensation is subject to applicable withholdings and deductions required or authorized by law.

Direct Deposit

The Company may offer direct deposit. If available, you will be provided enrollment information.

Payroll Errors

If you believe there is an error in your pay, report it immediately. The Company will review and correct any verified error promptly. You will not be retaliated against for reporting a good-faith payroll concern.

Timekeeping

You must accurately record all hours worked using the Company's designated timekeeping method. This includes start time, end time, and any meal breaks.

Prohibited Conduct

• Falsifying time records
• Recording time for another employee
• Allowing another person to record time on your behalf
• Working off the clock
• Failing to record all hours worked
• Concealing timekeeping errors

Falsification of time records is grounds for immediate termination.

Overtime

Overtime is paid in accordance with Connecticut and federal law. Non-exempt employees will receive overtime pay at the rate of one and one-half (1.5) times their regular hourly rate for all hours worked in excess of forty (40) hours in a workweek.

All overtime must be approved in advance by management. Working unauthorized overtime may result in discipline; however, all hours worked will be compensated regardless of whether overtime was pre-approved.

Standards of Conduct

You represent the Company every time you interact with a customer, drive a Company vehicle, or wear a Company uniform. Professional conduct is expected at all times.

Expected Behavior

• Treat customers, coworkers, supervisors, and the public with respect
• Follow lawful instructions from management and supervisors
• Be honest and transparent in all reporting, documentation, and communication
• Protect Company and customer property
• Resolve conflicts calmly and professionally

Prohibited Conduct

The following may result in discipline up to and including immediate termination:

• Theft, dishonesty, or fraud
• Insubordination or refusal to follow lawful directives
• Violence, threats, or intimidation
• Possession of weapons on Company property or at customer sites
• Destruction or misuse of Company or customer property
• Falsification of records, time entries, service documentation, or applications
• Unauthorized use of Company property for personal purposes
• Sleeping on duty
• Unauthorized absence from assigned route or work area
• Reckless or negligent conduct endangering safety
• Violation of any safety, regulatory, or compliance requirement

Customer Service Standards

Our reputation depends on every interaction you have with customers. You are expected to:

• Greet customers politely and identify yourself as a Tick Control team member
• Explain the service being performed if asked, in simple and honest terms
• Respect customer property, landscaping, pets, boundaries, and instructions
• Never argue with a customer; if a conflict arises, listen, remain calm, and contact the office
• Never misrepresent products used, services performed, or results expected
• Leave the property in the same or better condition than you found it
• Complete all required documentation before leaving the site
• Report customer complaints, property damage, or unusual situations immediately

Dress Code and Uniforms

When representing the Company, you must wear the Company-issued uniform in clean, presentable condition. This includes:

• Company-branded shirt or polo
• Work pants appropriate for field conditions (no shorts unless approved)
• Closed-toe work shoes or boots suitable for outdoor work
• Company hat or cap if issued

Personal appearance should be clean and professional. Visible offensive tattoos or clothing with inappropriate language or imagery are not permitted while on duty.

Drug and Alcohol Policy

The Company maintains a zero-tolerance policy for impairment on the job. You may not:

• Report to work under the influence of alcohol, illegal drugs, or any substance that impairs your ability to work safely
• Use, possess, distribute, or sell illegal drugs or unauthorized controlled substances while on Company time, on Company property, in Company vehicles, or at customer sites
• Consume alcohol during working hours or while operating Company vehicles or equipment

Prescription and Over-the-Counter Medications

If you take any medication that may affect your ability to drive, operate equipment, or work safely, you must notify your supervisor before beginning work. The Company will evaluate whether accommodations are possible.

Testing

The Company may conduct drug and alcohol testing to the extent permitted by Connecticut law, including pre-employment testing, post-accident testing, and reasonable-suspicion testing.

Violation of this policy is grounds for immediate termination.

General Safety

Safety is not optional. Every employee is responsible for working safely, following all safety rules, and looking out for the safety of coworkers, customers, and the public.

Your Safety Responsibilities

• Follow all safety rules, procedures, and training
• Use required PPE for every task that requires it
• Inspect equipment before use
• Report unsafe conditions, near misses, and hazards immediately
• Never operate equipment you have not been trained on
• Never bypass or disable safety mechanisms
• Keep work areas clean and free of tripping hazards
• Stay hydrated and take breaks as needed in extreme heat
• Know the location and use of first aid supplies, eyewash stations, and spill kits

Pesticide Handling and DEEP Compliance

Pest control is a regulated industry. Connecticut Department of Energy and Environmental Protection (DEEP) rules, EPA regulations, and federal/state pesticide laws govern how we store, transport, mix, apply, and document every product we use.

Core Rules

• Follow the label. The pesticide label is the law. Never apply a product contrary to its label directions.
• Work within your credential scope. Do not perform any application or handling activity beyond what your DEEP certification authorizes.
• Wear required PPE. Every label specifies protective equipment. Use it, every time, no exceptions.
• Document everything. Complete all service records, treatment logs, and application reports accurately and before leaving the site.
• Secure all products. Never leave pesticides unsecured in a vehicle, at a job site, or in any location accessible to unauthorized persons.
• Report immediately. Spills, leaks, drift, misapplication, exposure, missing product, or any deviation from label/protocol must be reported immediately.

Credential Maintenance

You are responsible for maintaining all required DEEP certifications, continuing education, and renewals. Notify the Company immediately if your credential is lapsing, under investigation, or impaired in any way. Working without valid credentials is a violation of law and grounds for immediate termination.

Storage and Transport

• Products must be stored in original, properly labeled containers
• Products must be secured during transport to prevent spills and shifting
• Never transfer products into unmarked or food-grade containers
• Follow all temperature and storage requirements on labels

Spill Response

If a spill occurs:

1. Protect yourself first (PPE, move upwind if vapors present)
2. Contain the spill if safe to do so using the spill kit
3. Do NOT wash a spill into drains, waterways, or storm sewers
4. Notify your supervisor and the office immediately
5. Document what happened, what product was involved, and estimated quantity

Personal Protective Equipment (PPE)

The Company will provide required PPE at no cost to you. You are responsible for:

• Inspecting PPE before each use
• Wearing all PPE required by the product label, Company policy, or site conditions
• Reporting damaged, missing, or worn-out PPE immediately
• Cleaning and storing PPE properly
• Never altering or modifying PPE

PPE may include but is not limited to: chemical-resistant gloves, safety glasses or goggles, respirators, long-sleeved shirts, long pants, closed-toe shoes or boots, and other gear specified by product labels or Company procedures.

Intentional failure to use required PPE is grounds for discipline up to and including termination.

Accident and Injury Reporting

All work-related accidents, injuries, illnesses, near misses, and property damage must be reported to your supervisor and the office immediately, regardless of severity.

What to Report

• Any injury or illness, even if minor
• Chemical exposure or suspected exposure
• Vehicle accidents or collisions
• Property damage at customer sites
• Slips, trips, falls, or near misses
• Equipment malfunctions that could cause injury
• Insect bites, animal encounters, or allergic reactions
• Heat-related illness

Failure to promptly report a work-related injury or accident may delay your access to medical treatment and workers' compensation benefits and may result in discipline.

Workers' Compensation

The Company maintains workers' compensation insurance as required by Connecticut law. If you are injured on the job, workers' compensation provides coverage for medical treatment and, in certain cases, wage replacement benefits.

Your Responsibilities

• Report all work-related injuries immediately to your supervisor
• Seek medical treatment as directed
• Complete all required paperwork honestly and promptly
• Cooperate with the claims process
• Follow your treating physician's instructions regarding work restrictions

Filing a fraudulent workers' compensation claim is illegal and grounds for immediate termination.

Company Vehicles

Company vehicles are provided for business use only. If you are authorized to drive a Company vehicle, you must:

• Maintain a valid driver's license at all times
• Obey all traffic laws
• Wear your seatbelt at all times
• Never drive while impaired, distracted, or fatigued
• Never use a handheld phone while driving (Connecticut law prohibits this)
• Keep the vehicle clean, inside and out
• Secure all equipment, products, and materials during transport
• Lock the vehicle when unattended
• Report any mechanical issues, warning lights, damage, or maintenance needs promptly
• Never allow unauthorized persons to drive the vehicle
• Never use the vehicle for personal errands or non-Company purposes

Accidents and Citations

If you are involved in a vehicle accident while on Company business:

1. Check for injuries and call 911 if needed
2. Do not admit fault or liability
3. Exchange information with the other party
4. Take photographs of damage and the scene
5. Call the office immediately
6. Complete an incident report before the end of your shift

All moving violations, license suspensions, or DUI/DWI charges must be reported to the Company immediately, whether they occur during work or personal time.

Equipment and Tools

Company equipment includes sprayers, blowers, spreaders, tanks, hoses, pumps, measuring tools, hand tools, tablets, phones, and all other items provided for your work.

• Inspect equipment before and after each use
• Use equipment only for its intended purpose
• Report damage, malfunction, or loss immediately
• Never modify equipment or disable safety features
• Clean and store equipment properly at the end of each day
• Do not loan, sell, or give away Company equipment
• Return all equipment upon request or separation

Deliberate damage to or theft of Company equipment is grounds for immediate termination and may result in legal action.

GPS, Dashcams, and Fleet Monitoring

The Company may use GPS tracking, dashcam systems, and other fleet management tools in Company vehicles for safety, operational efficiency, insurance, and accountability purposes.

What This Means

• Your location, speed, and driving behavior may be monitored during work hours
• Dashcams may record video inside and outside the vehicle
• Data may be reviewed for safety audits, accident investigations, customer disputes, and performance management

By driving a Company vehicle, you consent to this monitoring.

Do not tamper with, disconnect, cover, or obstruct any monitoring device. Doing so is grounds for discipline up to and including termination.

Company Devices and Systems

You may be provided with a Company phone, tablet, or access to Company software, CRM, scheduling, and communications systems. These are Company property and are provided for Company business.

• Use Company devices primarily for business purposes
• Keep login credentials secure and do not share them
• Do not install unauthorized apps or software
• Do not delete, alter, or export Company data without authorization
• Report lost, stolen, or damaged devices immediately
• Return all devices upon request or separation

Company devices, email, and systems may be monitored. You should have no expectation of privacy in Company-provided devices or accounts.

Personal Device Restrictions

To protect customer data and Company information:

• Do not save customer phone numbers, addresses, or account information to your personal phone contacts
• Do not text customers from your personal phone unless expressly authorized
• Do not screenshot, photograph, or copy Company records, routes, customer lists, or pricing information to personal devices
• Do not forward Company emails, documents, or data to personal accounts
• Do not use personal cloud storage (Google Drive, iCloud, Dropbox, etc.) for Company data

All Company business communications should go through Company-provided systems. If you have Company information on a personal device, report it and follow instructions for deletion.

Confidentiality

During your employment, you will have access to confidential Company information, including customer lists, pricing, routes, treatment records, business methods, and financial data. This information is valuable and must be protected.

• Do not discuss Company business, customer information, pricing, or internal matters with anyone outside the Company
• Do not use Company information for personal benefit or to benefit a competitor
• Do not retain Company information after your employment ends
• Report any suspected data breach or unauthorized disclosure immediately

Your individual confidentiality agreement provides additional detail and remains in effect during and after your employment. Violation of confidentiality obligations may result in discipline, termination, and legal action.

Time Off and Leave

Paid Time Off

Paid time off (PTO) policies, if applicable, will be communicated to you separately. PTO must be requested in advance and is subject to management approval based on operational needs.

Connecticut Paid Sick Leave

Eligible employees accrue paid sick leave in accordance with Connecticut law. Sick leave may be used for illness, injury, medical appointments, or other qualifying reasons as defined by statute.

Family and Medical Leave

Employees who qualify under the federal Family and Medical Leave Act (FMLA) or the Connecticut Family and Medical Leave Act (CT FMLA) are entitled to leave in accordance with those laws. Contact the office for eligibility information and to request leave.

Jury Duty

If you are called for jury duty, notify the Company as soon as you receive notice. You will be provided time off as required by Connecticut law.

Military Leave

Employees called to military service are entitled to leave and reemployment rights under federal and state law.

Discipline

The Company may use progressive discipline (verbal warning, written warning, suspension, termination) but reserves the right to skip steps or proceed directly to termination depending on the severity of the situation. Employment remains at will at all times.

Examples of Conduct Warranting Immediate Termination

• Theft, fraud, or dishonesty
• Violence or threats of violence
• Working under the influence of drugs or alcohol
• Gross safety violations
• Falsification of records (time, treatment, inspection, or other documentation)
• Concealing a spill, misapplication, or regulatory violation
• Harassment or discrimination
• Unauthorized removal or retention of Company property or customer data
• Abandoning a route or job site without authorization

This list is not exhaustive. The Company retains discretion to determine appropriate discipline based on the circumstances.

Separation and Return of Property

When your employment ends, whether voluntarily or involuntarily, you must immediately return all Company property, including:

• Vehicles, keys, and fuel cards
• Phones, tablets, and electronic devices
• Uniforms and safety gear
• Tools, sprayers, and equipment
• Documents, route sheets, notes, and records
• Passwords and access credentials
• Any customer information in any form

You must also delete all Company information from personal devices and accounts and certify deletion if requested.

Final Pay

Upon involuntary termination, final wages will be paid no later than the next business day as required by Connecticut law. Upon voluntary resignation, final wages will be paid on the next regular payday.

Your confidentiality, restrictive covenant, and property return obligations survive the end of employment.