PERSONAL INFORMATION PROTECTION POLICY

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I. INTRODUCTION

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To carry out its responsibilities as an employer, the Company requires information about its employees. Similarly, employees routinely provide personal information to take advantage of employment opportunities and to access employee benefits. The flow of employee personal information is essential for the employer and the employee to derive full benefit from the employment relationship. At the same time, personal information is just that - personal. The Company respects, and is committed to maintain, the privacy of its employees' personal information.

As part of this commitment, the Company has established this policy regarding the manner in which the Company collects, uses, discloses and otherwise manages an employee's personal information. The Company has structured this policy in such a manner to be in compliance with applicable privacy legislation.

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II. PURPOSES FOR COLLECTING, USING AND DISCLOSING PERSONAL INFORMATION

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The personal information required to administer the employment relationship varies with each individual employee. The length of the employment relationship, career choices, individual performance and the employee's health and fitness are among the factors that will influence the nature and extent of the personal information that may become relevant. Employees can reasonably expect that the Company may require personal information for the following purposes:

- to determine suitability for employment or promotion;

- to review and evaluate performance;

- to monitor attendance;

- to determine eligibility for salary increases, bonuses and other incentive-based compensation;

- to administer health, dental, pension and other benefit programs;

- to investigate suspected misconduct or non-performance of duties;

- to determine physical and/or mental fitness for work;

- to comply with obligations under applicable health and safety laws and requirements (including without limitation, the collection of vaccination status, daily health questionnaires, and other health information from time to time and as applicable);

- to comply with obligations to provide information to trade unions pursuant to the terms of collective agreements;

- to complete tax credit applications; and

- to comply with statutory requirements (e.g. Income Tax Act, workers' compensation and labour and employment standards) and the agencies and governmental bodies administering those statutes.

The Company's goal is to ensure that all personal information collected, used and disclosed has a clear and legitimate purpose in the employment relationship. Accordingly, we have no interest in gathering more personal information than is required for the foregoing purposes.

Please note that the receipt of any required paperwork and documentation for filing with the tax credit authorities or government funding agencies, is a condition of your employment with the Company.

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III. PRIVACY OFFICER

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The Company has appointed a Privacy Officer, Trevor Herrmann, who is responsible for the implementation and administration of this policy. The Privacy Officer can be contacted by emailing trev1627@gmail.com.

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IV. DISCLOSURE OF PERSONAL INFORMATION

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Employee personal information will be accessible on a "need-to-know" basis only to those within the Company, such as the employee's managers, and payroll and accounting departments, and will be used solely for purposes related to administering the employment relationship.

The Company will not disclose an employee's personal information to any third party without the employee's written consent except as permitted or required by law or as otherwise required to administer the employment relationship (e.g. a payroll or benefit plan administrator/processor). A record will be kept of all such disclosures of employee personal information to third parties, in the employee's personnel file. In the case of a transfer of personal information to third party administrators/processors, the Company will ensure that such third parties have agreed to safeguard the personal information and use the information only for the purpose for which it has been provided.

The Company wishes to remind employees that it is strictly forbidden to divulge personal information about other employees to a third party without written consent of the employees involved. All requests for references or information about past or current employees are to be handled by our Privacy Officer or Accounting. If you are unsure, check with your manager.

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V. ACCURACY OF PERSONAL INFORMATION

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The Company requires accurate, complete and up-to-date records of its employees' personal information in order to make employment-related decisions effectively. Accordingly, the Company has designed its application and other forms, procedures and policies and has trained its managers to ensure that employee personal information is accurately recorded. We also rely on the due diligence of employees to supply information that is current, complete and accurate.

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VI. RETENTION OF PERSONAL INFORMATION

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The Company retains employee personal information only as long as necessary to fulfill the purposes for which it was collected or as required by law. The Company aims to keep its files current and will make reasonable efforts to remove from personnel files the information that is no longer relevant for the purposes for which it was collected.

That being said, it is the responsibility of each employee to inform us, without delay, of any changes regarding name, address, telephone number, emergency contact persons, etc.

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VII. SECURITY OF PERSONAL INFORMATION

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The security of personal information in the Company's custody and control is important. The Company has implemented measures for its filing and computer systems to protect against loss and unauthorized access, use, copying, modification or disclosure of personal information.

All personnel files and employee personal information are to be kept in the office of the Privacy Officer and other managers as may be required and may be stored digitally through a secure digital storage system which may be located inside or outside of Canada. Managers are directed to ensure that all employee personal information coming into their possession is provided immediately to the Privacy Officer, for insertion into the appropriate employee file. Extra copies of such information are not to be retained where they could be subject to public access.

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VIII. INDIVIDUAL ACCESS TO PERSONAL INFORMATION

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Subject to the restrictions prescribed by law, an employee may wish to review the personal information in his/her personnel file. In such case, an employee must address a written request in this regard to the Privacy Officer. Requests will, in most cases, be responded to within 30 days. This can be extended for an additional 30 days (or longer with the Information and Privacy Commissioner's consent). If access to any or all of the information in the file cannot be given because of legal, security reasons or other reasons recognized by law, the employee will be so advised in writing. The employee has the right to then file a review request with our Privacy Officer or with the Information and Privacy Commissioner.

Employees have the right to correct, or have corrected, all erroneous personal information contained in their personnel files. In such case, an employee must again address a written request to the Privacy Officer. If the employee's concerns remain unsatisfied, the employee may provide a written statement of his/her concerns to the Privacy Officer. The employee's written statement will be included in the employee's personnel file.

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IX. COMPLAINT PROCEDURE

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Any employee who is concerned about the collection, use or disclosure of his/her personal information should discuss the matter first with his/her production manager or department head. If the employee's concerns remain unsatisfied, the employee may file a complaint in writing with our Privacy Officer who will investigate and endeavour to resolve the employee's concerns. The Privacy Officer will report the results of the investigation to the employee.

No employee will be penalized or disciplined for asserting a right under this policy.

If an employee is not satisfied that the Company is acting in compliance with the legislative requirements of the British Columbia Personal Information Protection Act, he/she has a right to file a complaint with the Office of the Information and Privacy Commissioner for British Columbia. Please see Schedule "A" to this policy for contact information for the Information and Privacy Commissioner.

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X. CONCLUSION

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We are committed to maintaining the privacy of employee personal information in the course of administering our responsibilities as an employer.

Any questions about this policy or about the Company's collection, use and disclosure of employee personal information should be directed to our Privacy Officer.

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SCHEDULE "A"

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Office of the Information and Privacy Commissioner for British Columbia

P.O. Box 9038, Stn. Prov. Govt.

Victoria, British Columbia

V8W 9A4

Phone: 250-387-5629

Toll Free: 1-800-663-7867

Fax: 250-387-1696

Email: info@oipc.bc.ca

Website: http://www.oipc.bc.ca

Employee Personal Information Protection Policy