Fortune International Group

This handbook is intended to provide employees with a general understanding of our personnel policies. Employees are encouraged to familiarize themselves with the contents of this handbook, for it will answer many common questions concerning employment with Fortune International Group.

However, this handbook cannot anticipate every situation or answer every question about employment. It is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor Fortune International Group is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time.

In order to retain necessary flexibility in the administration of policies and procedures, Fortune International Group reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook at any time without prior notice, except for its policy of employment-at-will. The only recognized deviations from the stated policies are those authorized and signed by Edgardo Defortuna, President and CEO of Fortune International Group or as required by law.

Fortune International Group believes that the work conditions, and wages it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors.

Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Fortune International Group amply demonstrates its commitment to employees by responding effectively to employee concerns.

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Fortune International Group will be based on merit, qualifications, and abilities. Fortune International Group does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, genetic information, age, disability, or any other characteristic protected by law.

Fortune International Group will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or another member of management. Employees can raise good faith concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

The successful business operation and reputation of Fortune International Group is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of Fortune International Group is dependent upon our customers’ trust and we are dedicated to preserving that trust. Employees owe a duty to Fortune International Group, its customers, and shareholders to act in a way that will merit the continued trust and confidence of the public. Fortune International Group will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all
relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises, where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with the Executive Office for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every Fortune International Group employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

Fortune International Group is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Fortune International Group within the past three years, or if their previous I-9 is no longer retained or valid.

Employees may raise questions or complaints about immigration law compliance without fear of reprisal to their immediate supervisor or to Regis HR Group.

Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Fortune International Group wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the Executive Office for more information or questions about conflicts of interest.
Transactions with outside firms must be conducted within a framework established and controlled by the executive level of Fortune International Group Corp. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific
executive-level approval.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Fortune International Group business dealings. For the purposes of this policy, a relative is any person who is related by blood
or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of Fortune International Group as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Personal gain may result not only in cases where an employee or relative has a significant ownership in a
firm with which Fortune International Group does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Fortune International Group.

An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Fortune International Group. All employees will be judged by the same performance standards and will be subject to Fortune International Group’s scheduling demands, regardless of any existing outside work requirements.

If Fortune International Group determines that an employee’s outside work interferes with performance or the ability to meet the requirements of Fortune International Group as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Fortune International Group.

Outside employment will present a conflict of interest if it has an adverse impact on Fortune International Group.

The protection of confidential business information and trade secrets is vital to the interests and the success of Fortune International Group. Such confidential information includes, but is not limited to, the following examples:

• Customer Lists
• Customer preferences
• Financial information
• Marketing strategies
• Pending projects and proposals
• Proprietary production processes

Fortune utilizes a shredding system for documents containing confidential and sensitive information. All employees are expected to use this system for disposal of documents containing sensitive information of the company, its clients and its employees.

Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment, even if they do not actually benefit from the disclosed information.

Upon termination of employment, employees need to observe this non-disclosure policy for a period of one (1) year after termination of employment

Fortune International Group is committed to complying fully with the Americans with Disabilities Act (ADA) and with state and local laws regarding disabilities and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a nondiscriminatory basis.

Hiring procedures have been reviewed and provide persons with disabilities meaningful employment opportunities. Pre-employment inquiries are made only regarding an applicant’s ability to perform the duties of the position.

Reasonable accommodations are available to all disabled employees who can perform the essential job functions with or without an accommodation. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as equality in job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. Leave of all types will be available to all employees on an equal basis.

Fortune International Group is also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability. Fortune International Group will follow any state or local law that provides individuals with disabilities greater protection than the ADA.

This policy is neither exhaustive nor exclusive. Fortune International Group is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws.