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Message Employee HandbookTS Document 81December 31, 2023

WELCOME TO MORE THAN JUST FEED!Our company’s purpose is to help farmers feed families. We pride ourselves on providing a unique,specialized blend of elements within each of our brands to ensure we provide the best value-addedservices to our customers.Your role in realizing this vision is being a part of a team that is committed to be the very best in theagriculture industry. Thank you for sharing in the responsibility of offering high-quality feed and animalnutrition support to help livestock producers feed families.Jeff PascoeJeff PascoeCEO and Co-founder

This handbook has been prepared to inform employees of Company guidelines/policies/procedures in aneasy to review format. It is not all inclusive or intended to provide strict interpretations of our policies; rather,it offers an overview of the work environment. This handbook is not a contract, expressed or implied,guaranteeing employment for any length of time and is not intended to induce an employee to acceptemployment with the Company.The Company reserves the right to unilaterally revise, suspend, revoke, terminate or change anyof its policies, in whole or in part, whether described within this handbook or elsewhere, at its solediscretion. If any discrepancy between this handbook and current Company policy arises,conform to current Company policy. Every effort will be made to keep you informed of theCompany’s policies, however we cannot guarantee that notice of revisions will be provided. Feelfree to ask questions about any of the information within this handbook.This handbook supersedes and replaces any and all personnel policies and manuals previouslydistributed, made available or applicable to employees.HANDBOOK PURPOSE

2024C O D E O F C O N D U C T & E T H I C S April 2024 - v1.0

IntroductionSCOPE OF THE CODEThe Code of Conduct and Ethics (the “Code”) applies to the Company's Board of Directors,Officers, Executives, and employees. The terms “employee” and “employees” used in the present Code include the people above. The term “Senior Management” used in the present Code includes the Company’s ExecutiveLeadership team members.The term “relative” used in the present Code includes an employee’s family members (spouseor common-law partner, parent, grandparent, child, brother, sister, uncle, aunt, nephew, nieceor cousin), members of the spouse’s family, and any other person(s) residing with theemployee.PURPOSE OF THE CODEThis Code is for More Than Just Feed Inc. and its subsidiaries (collectively called the “Company”).The Company places the highest priorities on conducting business in compliance with the lawand the highest standard of business, led by our core values and culture, which serve as thecompass for how we conduct business daily and achieve our mission of Helping Farmers FeedFamilies. We expect our employees to act with integrity, do the right thing, and observe thehighest ethical standards of business conduct in their dealings with customers, suppliers,competitors, and fellow employees. EMPLOYEE RESPONSIBILITIES UNDER THE CODEAll employees have the following responsibilities under the Code: Read, understand, and commit to following the Code Speak up and report conduct that may violate the Code, the law or our policies and procedures.Embody professionalism as a representative of the CompanySenior Leaders and Managers, must also: Lead by examplePromote a safe, healthy, fair, and inclusive workplace Encourage your team to speak up about any issues they faceProvide timely guidance to employees on ethics and compliance concerns and/or direct them to the rightsource of informationHold yourself and others accountable

ETHICAL CONDUCT AND FAIR DEALINGSEmployees must deal honestly, ethically and fairly with all shareholders, lenders, customers,suppliers, business partners, competitors and fellow employees. You should not take unfairadvantage of anyone through manipulation, concealment, abuse of privileged information,misrepresentation of material facts, or any other unfair-dealing practice.LEAD WITH OUR VALUES AND ASK yourself THESE QUESTIONS: Is the proposed action legal?Is it consistent with our Core Values?Does it violate the Code?Is it information I would readily share with my Manager?If the answer to any of these is no, stop and seek guidance!Doing the Right Thing

Seeking Guidance and Reporting ViolationsREPORTINGEmployees must report in good faith any questionable behaviour that may be illegal, fraudulent oragainst the Code. If you are aware of a violation of this Code or have reason to believe one hasoccurred, you have an obligation to report it. The Company will investigate all reported violations. Violations may be reported through the following channels:Team Services. You are encouraged to report the concern through established communicationchannels (i.e. Team Services). Team Services will escalate the report to the appropriate people. 1.Senior Management. If you are uncomfortable or unsure about reporting the violation to aTeam Services, you may report it directly to the Company’s Chief Administrative Officer or ChiefExecutive Officer.2.Anonymous Reporting. You may also report the violation anonymously through the Company’sconfidential Ethics and Compliance form here. These will be directed to the Chief ExecutiveOfficer, who will then bring them to the Board of Directors for review. 3.RETALIATIONThe Company does not tolerate and will not permit any acts of retaliation (including demotion,discipline or discrimination) against an employee who, in good faith, reports any known or suspectedviolation of this Code. Regardless of whom you contact, you can be confident that your concern will behandled promptly and appropriately. Any act of retaliation or revenge will be considered a severebreach of this Code and subject to disciplinary action up to and including termination. CONSEQUENCES OF VIOLATIONCompliance with this Code is mandatory for all employees. If it is determined that an employee violates theCode, the Board of Directors or Senior Management may take such disciplinary action as appropriate, up toand including termination. COMPLIANCE AND ETHICS CONTACTSTeam ServicesTeamservices@mtjf.caCAOkyla.quirk@mtjf.caCEOjeff.pascoe@mtjf.caANONYMOUS REPORTING https://forms.office.com/r/Hr3xEGpmXH

Employment EnvironmentSAFETY AND RESPECT IN THE WORKPLACEA culture of safety is something we work on every day, whether that is policies, procedures, safetycommittees, training, or meetings. Ensuring a safe and respectful workplace is paramount to ourCompany's values. Employees are expected to prioritize safety in every aspect of their work andbe familiar with and follow all safety policies and practices applicable to their workplace andposition.SUBSTANCE ABUSESubstance abuse creates serious health and safety risks in the workplace, and the Companytakes that very seriously. The possession, sale or use of illegal drugs or abuse of controlledsubstances or alcohol in our workplaces are prohibited as outlined in our Drug and Alcohol Policy. VIOLENCE AND HARASSMENTThe Company is committed to providing a work environment where all employees are treatedwith respect and dignity and can come to work knowing their physical, psychological, and socialwell-being are protected. We are committed to providing a working environment and culture freefrom bullying, harassment, discrimination and violence, as outlined in our Workplace Harassmentand Violence Policy. Employees are expected to treat each other with dignity and respect. It is theresponsibility of each employee to report any incidents or concerns related to safety, bullying,harassment, discrimination or workplace violence promptly. HUMAN RIGHTSThe Company is committed to fair employment practices everywhere we operate. The Companywill not tolerate acts of discrimination based on race, colour, ethnic origin, religion, nationality,gender, sexual orientation, age, physical ability, health condition, marital status or any other basisprohibited by Applicable Law. LABOUR PRINCIPLESThe Company is opposed to all forms of forced labour and child labour and is committed toensuring it does not take place anywhere within its business activities. The Company expects itssuppliers and other business partners to share this commitment to eliminating illegal labour fromour supply chain. You must follow the Company's policies and practices concerning identifyingrisks related to child and forced labour before entering into contractual relationships withsuppliers. If you identify any risks, you must consult your manager before proceeding.

CONFLICTS OF INTERESTEmployees must avoid situations where their interest (or the interest of a relative) conflicts, orappears to conflict, with the interests of the Company. While it is impossible to detail every situation where a conflict of interest may arise, ask yourself if you(or a relative) stand to gain personally from your actions. Below are examples of common situations where conflicts of interest arise:Corporate Opportunity. Do not take for yourself personally (or for a relative) an opportunity that isdiscovered using Company assets, time, property, information or through your position unless youhave disclosed all the circumstances and obtained prior authorization from the Company’s ChiefAdministrative Officer or, if you are a director or officer, from the Board of Directors. Gifts and Entertainment. Only accept gifts or entertainment of nominal value that are appropriategiven the circumstances, given openly and transparently, and which will not compromise orinfluence (or be perceived as compromising or controlling) the decisions you make on behalf ofthe Company. Do not accept personal favours, services, costly gifts or compensation (e.g. cash,negotiable instruments) of any kind from any customer, contractor or supplier. Outside Interests. You must avoid outside interests that impair (or could appear to impair) yourresponsibilities to the Company. For example, you must not have a direct or indirect (includingthrough a family member) financial interest in a supplier, competitor or customer of the Companyunless you have disclosed the details of the interest and received authorization from theCompany’s Chief Administrative Officer, or if you are a Senior Manager or officer, from the Board ofDirectors. Company Property. You should protect the Company’s assets and use them solely for legitimate,authorized business purposes. This includes the Company’s confidential information (as describedin more detail below) and all information technology equipment.Business PracticesCOMPLIANCE WITH APPLICABLE LAWSThe Company takes its legal responsibilities seriously and is committed to complying with applicablelaws, rules and regulations (“Applicable Laws”). You must not engage in any conduct, transaction ormatter that would cause the Company to violate any Applicable Law. You are expected to use goodjudgment and common sense in seeking to comply with Applicable Laws and to ask Team Services ora Senior Leader for advice if you are uncertain.

ANTITRUST AND COMPETITIONThe Company is committed to complying with all applicable antitrust, competition and trade laws.These laws are intended to preserve fair competition and prohibit practices that could unreasonablylimit competition. These laws are complex, and violations can result in criminal penalties and heavyfines. You must not discuss, even informally, pricing, costs, discounts or contract terms with acompetitor. Do not enter into any agreement (written or oral, express or implied) with a competitorconcerning pricing, other terms of service, costs or profits. Business PracticesHow do you recognize a conflict of interest?Ask yourself:Does the situation affect my judgment?Will the situation put my interests in conflict with those of the Company?Could this have a negative impact on the Company’s reputation?If in doubt, employees should consult their Leader, Manager or the Team Services Department.ANTI-CORRUPTIONThe Company is committed to complying with applicable anti-corruption laws. These lawsprohibit accepting, or receipt of a bribe or improper payment in exchange for a businessadvantage. You must never (directly or indirectly): Solicit, accept, or agree to accept anything of value from any person in return for providing anybusiness advantage; Otherwise use illegal or improper means (including bribes, favours, kickbacks, inducements, orsecret commissions) to influence the decisions of any government official or business partner. These laws are complex, and violations may result in severe consequences, including criminalcharges. You are encouraged to seek guidance from your Manager or Team Services if uncertainabout their interpretation or application.

SOCIAL MEDIAOpinions, photographs, videos, publications and comments published on social media canimpact the Company, its employees, managers, suppliers and customers. Employees active onsocial media must follow the rules outlined in this Code and not share any company informationpublicly unless authorized by Senior Management. Company Assets & InformationPERSONAL INFORMATIONEmployees must protect all confidential personal information they receive or have access toduring their employment. The Company collects confidential information about its customersand employees and employees are expected to safeguard all confidential information and use itonly for authorized business purposes. This information can only be used in the Company’sregular course of business. It may only be disclosed to persons entitled to access it for businesspurposes or as required by law. Unauthorized use or disclosure of confidential information can directly harm the Company,including through loss of competitive advantage or by damaging relationships with customers orother business partners. PROTECTING OUR ASSETSEmployees are expected to safeguard all company physical assets carefully and protect themfrom theft, fraud, damage and loss, as outlined in our employee handbook. Employees must keep the affairs of the Company and its customers and employees strictlyconfidential during and, in some cases, after the termination of employment or the end of acontract. The Company takes appropriate steps to mitigate the risk of misappropriation ofassets, and attempts to bypass or evade these controls in committing theft or fraud will resultin termination and/or prosecution to the full extent of the law. PROTECTING OUR CONFIDENTIAL INFORMATIONEmployees may not disclose confidential information outside the company unless your managerauthorizes you and appropriate protections are in place (e.g. a confidentiality agreement) or ifyou are required by law. Confidential information is any form of information or knowledge that is developed or in thepossession of the Company that has not been disclosed to the public. It may include financialinformation, business plans, technical information, trade secrets, engineering and manufacturingideas, designs, databases, records, and information concerning the Company’s businesspartners.

ConclusionSince we can’t cover every possible ethical scenario, we ask that we all use good judgmentand let our Core Values guide our decisions by doing the right thing. This will allow us all touphold a high standard of integrity individually and in the Company. We are a team, soalways remember to seek guidance when needed.

01WELCOME & ABOUT US1.1 Our Leadership Team1.2 Our Values1.3 Our Brand Architecture1.4 Our LocationsWORKPLACE COMMITMENTS2.1 Equal Opportunity Employment2.2 Workplace Violence and Harassment Policy2.3 Respect in the Workplace2.4 Drug and Alcohol Policy2.5 Annual Review/Quarterly Check-In Process2.6 Customer Experience Case Study2.7 Volunteer DaysGENERAL INFORMATION05LEAVE POLICIES3.1 Workplace Access and Parking3.2 MTJF Systems3.3 Cybersecurity3.4 Phone Systems/Voicemail3.5 Booking a Meeting Room3.6 All Staff E-mails3.7 Cell Phone Guidelines5.1 Observed Statutory Holidays5.2 Vacation 5.2.1 How to Request Vacation or Leave5.3 Absence From Work5.4 Medical Leave and Personal & FamilyResponsibility Leave5.5 Maternity/Parental Leave5.6 Jury Duty Leave5.7 Bereavement Leave5.8 Victims of Family Violence Leave5.9 Long-Term Disability030402COMPANY GUIDELINES AND PROCEDURES4.1 Professional Conduct4.2 Dress Code4.3 Payday4.4 Reimbursement of Work-Related Expenses4.5 Company Property4.6 Privacy4.7 Personnel Files4.8 Fleet VehiclesTable of Contents

06HEALTH & SAFETY6.1 Workplace Safety6.2 Workplace Security6.3 Emergency ProceduresEMPLOYEE BENEFITS7.1 Benefits Summary7.2 Maple7.3 Lifestyle/Fitness Account7.4 RRSP/ DPSP7.5 Workers CompensationEMPLOYEE PROGRAMS8.1 DiSC8.2 Employee Purchase Program8.3 Perkopolis8.4 Employee Recognition and Awards8.5 Employee Events8.6 Company Clothing Program8.7 Company Lending Library8.8 Employee Referral Program080907COMPANY DIRECTORY9.1 Company ContactsTable of Contents (Cont.)

SECTION 1.0W E L C O M E & A B O U T U S

1.1 MEET THE LEADERSHIP TEAMOur leadership team is comprised of industry leaders who are dedicated to our purpose, passion and values.Co-founded MTJF in 2005JEFF PASCOECEO & Co-Founder JEFF NIELSENCOF/DT Brand Manager TYLER BERTAMINI Chief Financial Officer (CFO)KYLA QUIRKChief Administrative Officer (CAO)RHETT ARNASONVP of Sales & MarketingMARK BISHOPVP of OperationsMARK CAMERONVP of NutritionANDREW BARWEGENMAM Brand ManagerTOM MCNEELYBullseye Brand ManagerWith MTJF since 2018Departments: FinanceWith MTJF since 2018Departments: Team Services, InformationTechnology, Quality & Safety,AdministrationCo-founded MTJF in 2005With MTJF since 2021Departments: Sales, Marketing, ProcuremenFormulationWith MTJF since 2008Departments: OperationsWith MTJF since 2017Departments: Technical SpecialistsWith MTJF since 2018Brands: Monarch Ag MerchantsWith MTJF since 2018Brands: Bullseye

MTJF business is driven by our Core Values. 1.2 OUR VALUES

1.3 OUR BRAND MAP

AlbertaManitobaSaskatchewanMontanaStrathmore Head OfficeCoaldale Office & WarehousePonoka Production FacilityRed Deer Production FacilityGranum Production FacilityMonarch Rail SidingSt. Malo Production FacilityGrande Pointe WarehouseWarman Office & WarehouseSwift Current Office & WarehouseGreat Falls Office & Warehouse1.4 OUR LOCATIONSClick here if you want more details

SECTION 2.0W O R K P L A C E C O M M I T M E N T S

Policy StatementMore Than Just Feed Inc. (referred to herein as the Company) is committed to providing a workenvironment in which all workers are treated with respect and dignity and where workers can come towork knowing that their physical, psychological, and social well-being are protected. Harassment andviolence will not be tolerated by any person at or outside of the work site, including customers, clients,other employers, supervisors, workers, contractors, and members of the public. This policy outlines what workplace harassment and violence are, how the Company and all workers havea role to play in its prevention, outlines procedures for dealing with any situations involving harassment orviolence in the workplace and provides a process for workers to report incidents or raise concerns aboutthe hazard of harassment and violence.Policy GuidelinesThis policy applies to all employees, volunteers, contractors, officers, and directors of More Than Just FeedInc. in all locations, departments, and operations in all jurisdictions. 1. Workplace DefinitionIn this policy, “workplace” includes:All premises where the Company’s operations occur.The sites of work-related job functions, assignments, and training sessions.Any location tied to the Company’s business or where the interactions could impact the workenvironment or relationships.The location of any communications about the Company, the workplace, or workers that couldnegatively impact the Company’s reputation.2. ResponsibilitiesAll workers (i.e., anyone performing work for the Company) are responsible to prevent, report, and stopharassment and violence from occurring in the workplace and have individual responsibility to adhere tothis policy at all times in their work and actions. Specifically, the following responsibilities apply to allworkers, supervisors, and managers:2.1 EQUAL OPPORTUNITY EMPLOYMENT2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICYMore Than Just Feed is an equal opportunity employer and does not unlawfully discriminate againstemployees or applicants for employment on the basis of an individual’s race, color, religion, creed, sex,national origin, age, disability, marital status, veteran status or any other status protected by applicablelaw. This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring,placement, compensation, promotion, discipline and termination.

2.1 Worker ResponsibilitiesRead, understand, and comply with the policy and refrain from engaging in any harassment, bullying,discrimination, and/or violence as defined in this PolicyTreat everyone in the workplace with dignity and respect at all times in compliance with this policyParticipate in workplace hazard assessments, identify risks specific to one’s area of work and attendworkplace training for harassment and violenceRaise any concerns about harassment or violence in the workplace and report any incidents to yourmanager or Team ServicesEnsure compliance with the confidentiality provisions of this Policy andParticipate in investigations undertaken pursuant to this Policy, including maintaining confidentiality ofall investigations.2.2 Leadership, Management and Team LeadsAll responsibilities listed above, andEnsure the workplace is free from harassment and violence and take immediate action wheneverthere is reason to believe it is occurringInform workers about this policy and provide training to prevent, minimize or eliminate workplaceharassment and violence.Respond appropriately to address all incidents and complaints of workplace harassment and violencein a fair, respectful, and timely manner and fully support any investigation according to relevantpolicies and procedures.Respect the privacy of all concerned as much as legally possible and 3. Harassment in the WorkplaceHarassment includes a broad range of behaviours that individuals can be subjected to, or participate in.Workplace harassment is behaviour intended to intimidate, offend, degrade, or humiliate a person orgroup. It is a serious issue and creates an unhealthy work environment resulting in psychological harm toworkers. Harassment is defined as any single incident or repeated incidents of objectionable or unwelcomeconduct, comment, bullying or action by a person that the person knows or ought reasonably to know willor would cause offence or humiliation to a worker, or adversely affect the worker’s health and safety. Harassment can occur and in person, through electronic forms of communication.3.1 Workplace harassmentMay include, but is not limited to, the following:Verbal or written abuse or threatsInsulting, derogatory, or degrading comments or gesturesPersonal ridicule or malicious gossipUnjustifiable interference with another’s work or work sabotage; and/orInterference with or vandalizing personal property.2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

3.2 Discriminatory HarassmentIs harassment based on one of the protected grounds as defined by applicable human rights legislationincluding race, religious beliefs, color, physical disability, mental disability, age, ancestry, place of origin,marital status, source of income, family status, gender, gender identity, gender expression and sexualorientation.Examples of discriminatory harassment include, but are not limited to, the following:Labels, remarks, jokes, or innuendos related to a human rights protected ground.Singling out an individual through humiliating or demeaning “teasing” or jokes because they are amember of a protected group; and/orComments ridiculing an individual because of characteristics, dress, etc., that are related to aprotected ground.3.3 Sexual HarassmentIncludes sexual comments or conduct that is known, or ought to be known, to be unwelcome, includingbut not limited to the following:Unwanted sexual advances, unwanted requests for sexual favours, derogatory comments, gestures orlooks Unnecessary or unwanted verbal or physical contact, jokes, or slursDerogatory or demeaning material in any medium, including printed matter, posters, cartoons, graffiti,drawings, or any display of sexually suggestive material. Actual or implied threats, reprisal, or discriminatory behaviour either on or off the job, for refusal tocomply with a sexually oriented request; and/or, 3.4 BullyingIs a type of harassment involving repeated, persistent, continuous behaviour that is usually associatedwith a power imbalance, where the victim is made to feel inferior. Workplace bullying behaviour includes,but is not limited to:silent treatmentstarting or encouraging rumoursexcessive or unjustified criticismwithholding job-related information or job responsibility and/or deliberate interference with the performance of job responsibilities.Reasonable action taken by the Company and its supervisors relating to the management and directionof workers or a work site is not workplace harassment. Examples of reasonable management include thefollowing:Allocation of Resources: To get work done, supervisors may have to make unpopular decisions, suchas changing work assignments or reporting relationships. Such decisions may or may not pleaseothers, but they do not constitute harassment.Performance Feedback: Feedback regarding unsatisfactory work conduct and/or negativeperformance evaluation is not harassment. Supervisors have a responsibility to give appropriatecriticism and to take appropriate corrective action when the work of a worker is not satisfactory. Suchcriticism should, however, be made in a reasonable manner and should be constructive.2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

4. Violence in the WorkplaceViolence, whether at a work site or work-related, is defined as the threatened, attempted, or actualconduct of a person that causes or is likely to cause physical or psychological injury or harm, andincludes domestic or sexual violence, and includes:Physical attack or aggressionThreatening behaviourVerbal or written threatsDomestic violence; and/orSexual violence.4.1 Domestic violenceCan become workplace violence when it spills into the workplace. Domestic violence is violent,threatening, or extremely coercive behaviour perpetrated by a partner in a current or formerly intimaterelationship on the other. It can consist of a pattern of ongoing abuse or an isolated incident. Domesticviolence includes, but is not limited to, the following:Actual or threatened physical violence or harm, up to and including incidents of serious assaultSexual assault (i.e., forcing someone into sexual activities against their will is a crime, even where theparties are married to one another)Stalking and other forms of harassment and intimidationThreats of harm or actual harm perpetrated against others (i.e., the victim’s children, friends, family,co-workers, etc.); and/orDamaging, destroying, or threatening to destroy property belonging to the victim or individuals whoare closely associated with the victim.Utmost respect is given to workers’ privacy and More Than Just Feed Inc. does not want to intrude into thepersonal lives of its workers. However, should the Company be aware of the existence of domesticviolence, or where such violence is suspected and the consequences of domestic violence are likely tospill over into the workplace, the Company may have a legal obligation to intervene in the interests of theindividual concerned and other workers.5. Risk Factors that Contribute to Workplace Violence and Harassment5.1 Client CharacteristicsWorking with clients that exhibit certain characteristics can put employees at greater risk of harassmentand violence. This can include working with clients, and their relatives, who may lash out at the closestperson due to:being angry and frustrated with the systemhaving a history of violencea mental health condition, emotional disorder, or a head injuryracist, sexist, homophobic, transphobic, ableist or otherwise discriminatory attitudes and behaviorsbeing under the influence of drugs or alcohol2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

5.2 Physical Work EnvironmentCertain work environments and workplace designs can result in additional risks that may lead toharassment and violence. These can include:working alone, in small numbers or in isolated or low-traffic areashaving a mobile workplaceworking in an environment with high noise levels5.3 Work Activity/Cultureworking with the publichandling money5.4 Job FactorsAspects specific to a job, such as mental and physical demands of the job, can result in additionalhazards that may lead to harassment and violence. This can include:excessive workloadtight deadlines leading to high stress6. Harassment and Violence Prevention ProcedureHazard identification and assessment is a key part of preventing harassment and violence in theworkplace. As part of the organization’s Health and Safety hazard assessment process, and in conjunctionand cooperation with Team Services and the Health and Safety Representative or Committee(s), existingand potential hazards for workplace harassment and violence will be identified, appropriate measureswill be put in place to eliminate or control the hazard, and specific safe work procedures will be developedto ensure a safe and respectful workplace at all times. The hazard assessment process will specifically address all forms of workplace harassment and violence,such as physical assault/aggression, threat of violence, domestic violence, and sexual violence. Inaddition, the assessment will include information related to the risk of violence presented by members ofthe general public, which could be encountered by workers. All efforts related to harassment and violence prevention will be an integrated effort between TeamServices and the Health & Safety Representative, Committee, or department. 7. Incident Reporting ProcedureIndividuals who have been the subject of discrimination, harassment, or violence, should respond in thefollowing manner:The individual affected (“the Complainant”) is encouraged to make their objections known to theharasser or aggressor directly when it is possible and safe to do so. Communicate the objectionverbally, or in writing, and state clearly what unacceptable behaviour or action occurred and requestthat it stop immediately.2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

The Complainant should create a written record of the incident, including all pertinent information andusing the Company’s Incident Report Form (TS70):Date and timeNature of the discrimination, harassment, or violenceName of person(s) involvedName of person(s) witnessing if anyFull description of the incident, frequencySupporting documents if available.The Complainant should inform and discuss the situation with their manager as soon as possible.Either/or both the Complainant and/or the Manager must report the incident to Team Services toreview and determine further action and response. Once information has been received, an investigation will begin in a timely, sensitive, and confidentialmanner.The Complainant, together with Team Services, will report to the police where the situation warrants it. Note that the reporting contact in Team Services should never be under the direct control of thealleged harasser or aggressor or be the alleged harasser or aggressor themselves. 7.1 Role of Workplace CommitteeThe role of the workplace committee in relation to harassment and violence prevention at MTJF includes:implementing the preventive measures jointly reviewing and updating with MTJF the workplace assessment: in situations where the principal party chooses to end the resolution process but the occurrence isnot resolved, orin situations where the responding party is not an employee or the employer (for example, clients,contractors, former partners)referring the results of the above reviews and updates to the policy committee where appropriatejointly determining with MTJF which of the investigator’s recommendations from the investigator’sreport are appropriate to implement8. Investigation ProceduresAny incident or complaint that involves workplace harassment or violence is a hazard to the health andsafety of workers and all individuals in the workplace. More Than Just Feed Inc. commits to:Investigate all incidents of harassment and violence according to the existing internal standard forTeam Services investigationsTake corrective action to address the incident and to prevent it from happening againPrepare a report which outlines the circumstances of the harassment or violenceRetain documents and records for at least three (3) years in a confidential manner; and Cooperate with regulatory bodies on requests for information and documentation.Where appropriate, More Than Just Feed Inc. may elect to retain external investigation resources inparticularly sensitive or difficult situations. Investigations will have a target timeline for completion of 90days. Any employee who is the victim of violence and harassment can and should, in all confidence andwithout fear of reprisal, personally report the occurrence to their Manager any Leadership team membersor Team Services.2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

9. Privacy and ConfidentialityAll records of harassment and violence and subsequent investigations are considered confidential andare strictly prohibited from being disclosed to anyone except to the extent required by law. To ensure confidentiality and protection of personal information, the law does not require Health andSafety Committees or Health and Safety representatives to participate in investigations relating toharassment or violence, unless the harassment or violence results in a worker fatality or a worker beingadmitted to hospital.In cases where criminal proceedings are forthcoming, the organization will assist police agencies,lawyers, insurance companies, and courts to the fullest extent and will do everything it can to protect theprivacy of the individuals involved and to ensure that complainants and respondents are treated fairlyand respectfully. The organization will protect this privacy so long as doing so remains consistent with theenforcement of this policy and adherence to the law. 10. No ReprisalNo individual shall be penalized, reprimanded, or in any way criticized when acting in good faith whilefollowing this policy and procedure for addressing situations involving harassment or violence in theworkplace. Upon completion of an investigation the investigator may make a finding of: a)sufficient evidence to support a finding of violation of this Workplace Violence and Harassment Policy, b)insufficient evidence to support a finding of violation of this policy, or c)no violation of this policy.The Leadership Team should make a decision whether to dismiss or act upon the report from theinvestigator within thirty (30) working days of receiving the report and advise the Complainant andRespondent in writing of the outcome.10.1 Corrective Action and DisciplineIf there is action to take on the report from the investigator the following conditions should be consideredwhen determining corrective action: a) the impact of the incident on the Complainant; b)the nature of the incident; c)the degree of aggressiveness and physical contact; d)the period of time and frequency of the incidents; e)the vulnerability of the Complainant.2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

2. The following corrective actions may be considered depending on the incident and the factors in theprevious paragraph: a) apology; b) training; c) referral to an assistance program; d) reassignment or relocation; e) report to a professional body; f) suspension; g) discharge; and/or h) legal action.11. Designated Recipient/Resolution ProcessIn the event of non-compliance with the code or regulations, the Chief Administrative Officer is thedesignated representative to receive complaints.Complaints about a workplace violence and harassment incident can be made in person, by phone or inwriting to the designated recipient:Kyla Quirk, Chief Administrative Officer (CAO), kyla.quirk@mtjf.ca, 1(403) 852-1536. 12. Worker SupportMore Than Just Feed Inc. will offer support to workers who are affected by an incident of harassment orviolence in the workplace. Affected workers should be advised to consult a health professional (of theworker’s choice) for treatment or referral. Workers should consider accessing services and resourcesthrough the Employee Family Assistance Program (HumanaCare). There will be no deductions from theworker’s wages and benefits if the treatment sessions occur during regular work hours.13. Worker’s RightsThe Workplace Violence and Harassment Policy is not intended to discourage a worker from exercisingrights pursuant to any other law including, but not limited to, applicable human rights legislation. 14. Fraudulent or Malicious False ClaimsUnfounded, frivolous, or fraudulent allegations of harassment and violence may cause the accusedperson and the Company significant damage and will not be tolerated. Any individual who files acomplaint of harassment or violence and, after a thorough investigation has been conducted, is found tohave made a false claim will be subject to appropriate discipline, up to and including termination forCause.15. Training and Communication More Than Just Feed Inc.’s Harassment and Violence Prevention Policy is available to all workers. We willprovide all workers onboarding training and ongoing training every three years about workplaceharassment and violence, including the following:The hazard of workplace harassment and violenceHow to recognize the signs of dangerWhat to do about it andHow to report it.2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

16. Prevention Plan Administration and ReviewMore Than Just Feed Inc.’s Harassment and Violence Prevention Policy will be reviewed at least everythree (3) years by Management and in cooperation with the Health and Safety Manager or Committee. The potential risk of violence in our workplaces must be assessed. For Hazard Identification, please refer tothe Health and Safety Manual at each location.17. Hazard AssessmentThe Company will ensure that a hazard assessment is conducted in the workplace that considers thepossibility of injury to workers from physical violence and harassment. The hazard assessment will includethe following factors:Hiring procedures.Potential work or work-related sources of violence and harassment.Work processes.The physical environment; andThe company’s commitment to preserving a violence- and harassment-free workplace.Once the hazard assessment is completed, the Company will have identified:Whether there are any aspects of the workplace that could increase the potential for violence orharassment.Which individuals are at the highest risk; andWhere there is a need for controls.18. Emergency ProceduresIf you witness or experience violence at work:remove yourself from the situation if you caninform your manager or seek help from a co-worker immediatelyif your manager is the perpetrator, notify another manager in the line of authorityif your physical security or well-being is threatened, press your panic button and if possible, call 911If you are dealing with a violent person:stay calmtry to calm the other person or diffuse the situation (if you can)avoid saying or doing anything that could aggravate the situationavoid eye contact or sudden movements that can be perceived as threateningrespect the person’s personal spacecontinue the conversation with the person only if the person calms downtell the person that you understand the reason for their angerif the behavior persists, end the conversationpolitely notify the person that you will leave the work area or ask them to do sonotify your manager or seek help from a co-worker immediately (use the panic button if necessary)if the person refuses to leave the premises and the situation escalates, call 9112.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

18.1 Active shooterIf you witness an incident involving an active shooter outside the building:stay out of sight (away from windows) and warn colleagues, clients and visitorsleave the area at riskwhen safe to do so, call 911, the Security Office and other building occupantsif you cannot evacuate the building safely, lock outside doors and close the blinds and curtainswait for instructions from first respondersIf you witness an incident involving an active shooter inside the building:stay calmif you can do so safely, leave the area immediatelywarn others, as many as possible, without attracting the attention of the assailantif you can do so safely, call 911 and notify the Security Office and other building occupantslock the doors or barricade yourself in a room using furnitureblock the windows, close the office blinds and curtainsif the workspace has no door, hide under your desk or where you cannot be seenif you are in a washroom, remain there, if safe to do sosilence your cellphone, turn off radios and computersif you cannot escape, remain silent and hide until first responders arrivewait for instructions from first responders18.2 Bomb threatIf you are made aware of a bomb threat by telephone:listen to the caller calmly and do not interrupt themtry to get as much information as possible, such as: when the bomb is supposed to explodewhere the bomb is locateddescription of the devicereason for the call or motivation for the threattelephone number on the display screen (if possible)remember any details you can about the caller, such as: approximate agegenderaccentlevel of nervousnessany background noisescall 911 and inform your manager and the Security Officeremain available to provide information to first respondersIf you are made aware of a bomb threat by e-mail:save the email (or letter)send it immediately to Team Services2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

Want to print or save this specific policy? Click the icon For follow-up support, employees can also contact MTJF’s Employee Family Assistance Program (EFAP) at1-800-661-8193 (24/7 access). More Than Just Inc. Kyla Quirk, CAO H&S and Team Services Representative2.2 WORKPLACE HARASSMENT AND VIOLENCE PREVENTION POLICY CONTINUED

2.3 RESPECT IN THE WORKPLACEWe believe in a proactive approach to workplace respect and are committed to providing employeeswith a healthy and safe workplace, free from physical or psychological bullying, harassment and violence. A respectful work environment is a place where employees are actively living by our core values.Click the icon to see details on respect in our workplace 2.4 DRUG & ALCOHOL POLICYPurpose & CommitmentA substance-free workplace is a key component to making sure More Than Just Feed continues to ensurethe health and safety of their employeesDrug & Alcohol PolicyConcern for the health, safety and well-being of our employees, our customers and the public willcontinue to be a major commitment of More Than Just Feed (MTJF). MTJF recognizes alcohol and drugabuse as a health, safety, and security problem. MTJF expects all employees to assist in maintaining awork environment that is free of alcohol and drugs.For the purpose of this policy, MTJF has identified that all positions are Safety Sensitive positions and jobsites as follows:All Field Based ConsultantsAll Plant Manufacturing Facility (Mills) PositionsAll Office and Warehouse PositionsAll Field services positions (Drivers included)All MTJF operating centersAll MTJF-owned and leased vehiclesAll Client and Customer SitesThe possession or consumption of alcohol, illicit drugs, or the misuse of prescription or "over the counter"drugs or medical cannabis is prohibited on Company premises or Company work sites or in thecircumstances deemed by the Company to present a serious risk to the interests of MTJF in terms ofemployee and public safety, the security and safety of its property, or the protection of its publicreputation.The use of alcohol or drugs to a degree which may affect safety or job performance or which impairs thehealth of the employee will be treated as major misconduct, a serious violation of this Policy and causefor disciplinary action, which will include termination of employment for cause.

Work Rules Governing Substance UseThe Company will not allow a person to work or to remain on Company premises, or on Company worksites whenever there is reasonable cause to believe that person has consumed alcohol, has ingestedillicit drugs or is improperly using any prescription or "over the counter" drugs, or medical cannabis, suchthat there is any risk whatsoever that such person's ability to conduct himself/herself and to completehis/her functions properly and safety is impaired.For the purpose of this Policy, reasonable cause shall mean any observation of impaired motor skillproficiency, impaired judgment or unusual conduct, or any reliable information provided to the Companyof such consumption either at work or an inappropriately short time prior to reporting for work.Decline in work performance due to substance abuse will be addressed initially in the same manner asperformance deterioration for any other reasons. However, the use of alcohol or illicit drugs on Companywork sites, in Company vehicles (whether owned or contracted), or while on Company business; is aviolation of this Policy and will be cause for disciplinary action up to and including termination.Any employee taking a legal drug or medication, whether or not prescribed by a licensed medicalpractitioner, or alcohol or drugs, that are known to possibly affect or impair judgment, coordination orperception so as to adversely affect the ability to perform work in a safe and productive manner mustnotify his/her manager prior to engaging in Company business.The manager will determine whether that employee can remain at work or whether work restrictions arerequired. More Than Just Feed also restricts the use, possession and consumption of any THC(Tetrahydrocannabinol) product including but not limited to the following; Foods (edibles), Liquid, Lotion,Balms and Oils, Topical Creams, Ointment, Extracts, Sublingual Strips.Employees do not have the right to come to work impaired due to ‘over the counter’ drugs, medical orlegal cannabis, illicit drug or alcohol use.General RequirementsIn order to minimize the risk of impaired performance due to substance use, the following are strictlyprohibited:Use, possession, offering or sale of illicit drugs, illicit drug paraphernalia, or non-prescribed drugs forwhich a prescription is legally required in Canada.1.Presence in the body of illicit drugs, non-prescribed drugs for which a prescription is legally required inCanada, or their metabolites.2.Use, possession, distribution, offering or sale of alcoholic beverages while on company premises andwhile engaged in MTJF business.3.Limit consumption of alcohol prior to working hours so that there is no alcohol in the body while atwork. If after-hours or on personal time, and an emergency occurs the limit of .04% or higher would bein violation.4.Intentional misuse of prescribed medications, over-the-counter medications or medical cannabisother substances.5.2.4 DRUG & ALCOHOL POLICY CONTINUED

6 Use, possession, offering or sale of prescribed medication, over-the counter medications or medicalcannabis and other substances.7. Being unfit for work due to the use or after-effects of alcohol, illicit drugs, medical cannabis, non-prescribed drugs for which a prescription is legally required in Canada, or the intentional misuse ofmedications.8. Being unfit for work due to the effects of the legitimate use of prescription or over-the-countermedications, or medical cannabis. Employees have the responsibility to manage potential impairmentduring working hours due to the legitimate use of medications in consultation with their personalphysician or pharmacist.Employees in Safety Sensitive positions that are contacted to report for work for emergency or otherunscheduled reason:must advise the employee contacting them if they have consumed alcohol within eight (8) hours ofreporting;must, if requested by a manager, submit to sobriety testing, including supplying a breath samplea.for analysis and physical testing of motor skills and reactions;b.if perceived to be under the influence of alcohol or drugs employee will be immediately removedfrom the workplace and be evaluated by the manager;c.Employees who are off duty are of concern to the Company only when consumption of alcohol anddrugs, prescribed or otherwise:adversely affects an employee's job performance.a.jeopardizes the safety of other employees, MTJF customers, the public or Company property.b.Such incidents are proper cause for disciplinary action including termination of employment. Anemployee who displays evidence of alcohol consumption, such as alcohol on the breath, and is in aposition involving public contact or whose duties impact on his safety or the safety of others who maynot be impaired; will be removed from the workplace and will be subject to disciplinary action.Employee AssistanceAs part of MTJF’s overall concern for the health and well-being of its employees, the Company willprovide all employees with educational information on the medical, financial and emotional tollsubstance abuse takes on the individual, his/her family and other employees.MTJF has access to an Employee Family Assistance Program (EFAP) which provides help and informationto employees who suffer from substance abuse problems. However, it is the responsibility of each personto seek assistance before a performance problem leads to disciplinary action.Once a violation of the Policy occurs, subsequent employee use of the program on a voluntary basis willnot lessen disciplinary action.2.4 DRUG & ALCOHOL POLICY CONTINUED

The employee's decision to seek prior assistance from the Employee Assistance Referral Program isanonymous and will not result in disciplinary action. An employee's use of the program will not be adefense to the imposition of disciplinary action where facts providing a violation of this Policy areobtained outside of the Employee Family Assistance Program.Where the employee's job-related problems are known to be a result of a drug or alcohol problem,termination of employment may apply, if remedial action has been considered and rejected, or whenthe employee has either rejected assistance or demonstrated a lack of serious commitment toovercoming the problem.If treatment requires time away from the work site as recommended by a counselor or doctor provisionsof the disability income plans will apply, provided the employee follows the program prescribed.Any employee entering a treatment program will be required to sign a "release of information" formallowing the administrators of such program to confirm to management of MTJF any work limitations,suggested job modifications, reassignment or absence from work, and the employee's entry andcommitment to the program.Any employee who is entering treatment or requiring assistance may need the full release of a qualifiedmedical professional, counselor, addictions manager, specialist or any combination of qualifiedindividuals before returning to a MTJF place of work or their role.It is recognized that for an alcohol and drug program to be effective, absolute confidentiality must bepreserved. MTJF will exercise reasonable care and precaution to protect the confidentiality of theemployee in a manner that respects the dignity and privacy of the individual.2.4 DRUG & ALCOHOL POLICY CONTINUED

AdministrationMore Than Just Feed reserves the right to temporarily remove, reassign or suspend any employeepending a determination of fitness for work, safety risk, assessment of a substance abuse problem orcompletion of an investigation into a possible violation of this Policy.To help ensure a safe, healthful and productive work environment, MTJF reserves the right to carry outreasonable searches of individuals and their personal effects when entering Company premises orCompany work sites.If there is reason to believe or suspicion of a drug and alcohol violation, entry onto Company premises orCompany work-sites would constitute consent to a search of the person and his/her personal effects,including, without limitation, packages, briefcases, purses and lunch boxes or of any office, locker, closet,desk or vehicle on Company premises or Company work sites.For the purpose of administering this Policy any alcohol or drug testing shall be performed at a medicalfacility and/or third-party service designated by MTJF which meets the standards as stipulated bycontractors as set out by the Canadian Model for Providing a Safe Workplace Alcohol and Drug PolicyModel. MTJF will not accept test results from any facility other than the one designated by MTJF.A Medical Review Officer who meets the contractors' requirements including those of the CanadianModel for Providing a Safe Workplace will interpret laboratory analysis of the employees' urine samples.In circumstances of a positive test, an employee has the right to request a retest of the ORIGINALspecimen within thirty (30) days of notification.The designated company manager may authorize alcohol to be present at MTJF functions. It isincumbent upon the persons organizing the event to conduct the event in a manner which, throughcontrol of the duration of beverage service or other means, promotes moderation and is in keeping withthe integrity, security, and safety of MTJF, its' employees and customers.Drug and Alcohol TestingAs part of the Drug and Alcohol Policy, More Than Just Feed may conduct the following types of drug andalcohol testing for:A.. Post Incident/Incident Testing:Any employee involved in an incident that involves a fatality and/or an incident or near miss, regardlessof whether that person sustained an injury.2.4 DRUG & ALCOHOL POLICY CONTINUED

B. Reasonable Cause:Where a manager has reasonable cause to believe an employee has acted in contravention of this Policy. Observations that may lead to reasonable cause are not limited to, but include:Odor of alcoholic beverage on breathOdor of marijuana on breath or on the employeeSlurred speechGlassy eyesFlushed faceUnsteadiness in walking, standing, etc.Disoriented and/or drowsyAccidents or injuriesRepeated errors in job performanceC. Rehabiltation TestingAny employee who has returned to the work environment after having been suspended due to a positivetest and has complied with the provisions of the Policy will be required to submit to drug and alcoholtesting at the request of the company anytime for a period of twelve (12) months from the date ofhis/her return to work. This is a condition of continued employment.D. Contractual Obligation TestingWhen required in the ordinary course of business as stipulated in a contract between MTJF and aContractor.E. Statutory TestingAs and when required by Federal or Provincial statutes, regulations, or orders.F. Site Specific or Pre-Access TestingContractor may require pre-access testing where the work is determined to be safety or risk sensitive.An employee who:fails to report at a Company designated facility for an alcohol and drug test;refuses to submit to an alcohol/drug test;tampers or attempts to tamper with a test sample;is in violation of this Policy and is subject to disciplinary action including termination of employment forcause.Any employee whose drug or alcohol test is confirmed positive will be subject to the following action:2.4 DRUG & ALCOHOL POLICY CONTINUED

Any employee whose drug or alcohol test is confirmed positive will be subject to the following action:The person will be informed of the results by his/her manager or other designated person and willbe suspended without pay immediately, and upon review be subject to termination ofemployment.a.Upon completion of review, the person will receive written instructions from the Company statingthat he/she will not be permitted to return to the workplace unless he/she provides a confirmednegative drug and alcohol test to the Company within 45 days of the date of the notice.b.If the person fails to provide a negative test result within the 45-day period, he/she will bedismissed immediately for cause.c.If the employee provides a confirmed negative test result within the 45-day period, he/she maybe permitted to return to the workplace. The employee will receive written instruction that misuseof drugs and/or alcohol is contrary to Company Policy and that he/she must remain free ofalcohol and drugs while attending to Company business, on Company premises or on Companywork sites.d.Any employee who returns to their position pursuant to paragraph (d) above may be required tosubmit to an alcohol and drug test if there is reasonable cause to suspect a violation in the returnto work program at the request of the Company for a period of twelve (12) months from the dateof his/her return to work.e.Should any test during the twelve (12) month period referred to in paragraph (e) above beconfirmed positive for alcohol or drugs, the employee will be immediately dismissed for cause.f.More Than Just Feed Concentration LimitsThe below table outlines the concentration limits for both urine and oral fluid testing:Urine drug concentration limits2.4 DRUG & ALCOHOL POLICY CONTINUED

Oral Fluid Drug Concentration LimitsIt is important that each employee and applicant for employment understand the details of thisPolicy and the MTJF’s commitment to have a substance free workforce and workplace.Employees are encouraged to contact their manager, QSE Manager or the Team Services if theyhave any questions regarding this Policy.2.4 DRUG & ALCOHOL POLICY CONTINUED

Roles and ResponsibilityDesignated Employer Representative1.Act as a confidential and objective resource within the Company in matters related to theDrug and Alcohol Policy and program. This will include approval of a manager request tohave an employee undertake drug testing for "reasonable cause".Liaise with the Medical Review Officer, a medically approved and certified laboratory,CannAmm, medical professionals and employee assistance counselors when appropriateand if required for the purpose of job modification or removal from duty.Advise employee's managers of work limitations, leave of absence from work ortermination.Provide confidential services to employees, when requested by them, regarding drug andalcohol information, employee assistance referral to counselors and/or rehabilitation butnot provide counseling.Undertake periodic review of the Drug and alcohol Policy and program as appropriatethrough government regulations, client stipulations, etc.Maintain confidential records as required, of communications with counselors and medicalprofessionals, refusal to test and attempts to tamper with specimens will be included inthese records.Coordinate the training and education of managers and new employees to recognizeimpairment and effective ways to handle workers who may be under the influence of drugsor alcohol. 2. ManagersEnsure a safer and healthier workplace including maintaining an awareness of anybehavior irregularities of employees.Assist Team Services in making sure that all employees understand this policy and any keychanges to it.Implement and/or attend awareness prevention programs for employees that emphasizeawareness, education and training regarding the effects of using or abusing alcohol ordrugs.Train Managers s to recognize and handle performance problems related to alcohol ordrug use promptly and appropriately and in accordance with the minimum criteria set bythe U.S. DOT – Employer Guidelines.Deal promptly with an actual or perceived alcohol or drug problem, in consultation withTeam Services.Ensure employees are aware of and able to access the company’s Employee AssistanceReferral program, and actively encourage and support treatment programs whenapplicable.Assist Team Services in Identifying safety sensitive positions within the organization.If employee's behavior warrants, remove the employee from the work-site. If appropriate,request a "reasonable cause" drug test and receive approval from the DesignatedEmployer Representative.Report any and all behavior irregularities through written reports, which will be included inthe employee's file. If removal of the employee from the work-site is necessary, theDesignated Employer Representative must be informed.2.4 DRUG & ALCOHOL POLICY CONTINUED

2. Managers continuedMonitor performance after an employee returns to work from substance abuse treatment,and;Maintain absolute confidentiality of all employee information of an employee taking stepsto deal with an alcohol or drug dependency problem. 3. The Employee While on the work-site is rested, sober and fit for duty.Self-report any personal use of alcohol or drugs illicit or prescribed (over the counter ormedical cannabis) to their manager.Read and understand this Policy, comply with this policy in performing their work in a safemanner in accordance with this policy.Take responsibility to ensure their own safety and the safety of others.Identify and report the possible impairment of a co-worker to a manager and encouragepeers and coworkers to seek help (within Team Services) when there is a breach orpotential breach of policy.Use prescribed and/or over-the-counter medications responsibly. When using aprescription or non-prescription medication, employees are expected to:Investigate (through their doctor or pharmacist) whether the medication canhave an adverse effect on their ability to perform their job safely.Act responsibly and use a safe alternative medication of choice when available (e.g.non- drowsy)If the medication may affect their ability to work safely, advise their manager ofthe potential unsafe side effects.Recognize his/her problem and voluntarily seek assistance through a substance abusefacility, their manager or the designated employer representative.Follow up any recommended monitoring or follow-up program as part of rehabilitationfrom an alcohol or drug dependency.Co-operate fully during investigations in accordance with policy.When a request for testing is made to the employee or employment candidate, he/she isrequired to arrive at the collection facility (designated by the company) and to producepicture ID (i.e. driver's license, passport). In the event that picture ID is not available, theemployee’s Manager may identify the employee. Any other form of identification will not beaccepted.If an employee or employment candidate is taking prescription medications, or medicalcannabis, they should take either a list of medication or the actual prescription bottles tothe testing facility at the time of their appointment.2.4 DRUG & ALCOHOL POLICY CONTINUED

Program Procedures1.Post Incident/Incident TestingThe employee will submit to a drug and alcohol test within 2 hours of notification and not exceedingeight (8) hours after the incident.The test will be performed at the nearest clinic as identified by the Designated Employer Representativeor when appropriate the nearest hospital, medical professional, or trained collector.The employee's manager will notify the Designated Employers' Representative and Team Servicesimmediately of the reasons testing was requested and details of the incident.2. Reasonable Cause TestingThe manager on removing the employee from the work site will notify the Designated EmployerRepresentative, outline details of the incident and request drug and or alcohol testing.When approved by the Designated Employer Representative, the manager will arrange to have theemployee transported to the nearest clinic for sample collection. Transportation may include asupervised ride by the manager, lead hand or fellow worker.The manager in conjunction with the QSE Manager will complete an incident report, which will be kept inthe employee's file. Drug Screen Procedures1.Screen/TestingAn alcohol and drug screen will be required according to the company alcohol and drug policy. Themanager is to telephone CannAmm on its toll-free number to make an appointment. If a post-accidentscreen is required, CannAmm has an emergency service available 24 hours 7 days/week 365 days ayear. The manager will give the employee's name, type of testing to be done, manager's name and atime convenient for the testing.The company program includes prescreen testing for non-DOT employees. Through this method theresults are known in approximately 10 minutes. Where the pre-screen shows a positive result, the originalsample will be sent to the laboratory for confirmation only for the drug identified.2. BookingThe appointment will be made at the most convenient location available. CannAmm will call TeamServices to confirm the time and location of the alcohol and/or drug screen. The manager willcommunicate the time and location to the employee. The manager will also remind the employee tobring his/her driver's license or photo ID to the appointment.2.4 DRUG & ALCOHOL POLICY CONTINUED

Drug Screen Procedures Continued3.CollectionThe employee will arrive at the collection site at the requested time and complete a drug screen, alcoholtest and any other requested medical services. In most collection locations, a Panel 7 (amphetamines,(methamphetamines), cocaine, marijuana, opiates (fentanyl, heroin, 6-MAM), MDMA, and phencyclidinePCP)) prescreen will be performed. Results will be known in approximately 10 minutes.In certain locations, where there is no prescreen service, a urine sample will be taken and sent to a medicallaboratory. In this situation, the results for a negative will be reported in approximately 24 hours from receiptat the laboratory.4. ResultsOn completion of the screen, the negative or positive results will be given to the employee and companydesignated representative and Team Services as identified. The collector may also e-mail results securelythrough a password protected email and followed by a password for security purposes to ensureconfidentiality.5. Third Party AdministrationThe third-party administrator CannAmm will manage the program to include booking appointmentsthroughout More Than Just Feed.CannAmm Occupational Testing ServicesSuite 136, 1935 – 32nd Ave NECalgary, AB T2E 7C8Phone: 1.888.400.0023Release of InformationMTJF employees are to acknowledge that under this policy, they would be authorizing CannAmmOccupational Testing Services and its Medical Review Officers to collect, use, maintain, and disclose toMTJF’s designated Team Services and Safety representatives and/or each other any information needed forassessments, investigations, and management. I understand that CannAmm Occupational Testing Servicesmay consult with my physician if required.I authorize MTJF and its service providers to share any and all information with our Short-Term Disabilityprovider. I understand that any personal information provided to or collected per this authorization will bekept in my confidential employee file, and I can request it.Leadership and Management AcknowledgementA substance free workplace is a key component making sure More Than Just Feed continues to ensure thehealth and safety of their employees.The possession or consumption of alcohol, illicit drugs, or the misuse of prescription or "over the counter"drugs or medical cannabis is prohibited on Company premises or Company work sites, or in circumstancesdeemed by the Company to present a serious risk to the interests of MTJF in terms of employee and publicsafety, the security and safety of its property, or the protection of its public reputation.2.4 DRUG & ALCOHOL POLICY CONTINUED

2.5 ANNUAL REVIEW/ QUARTERLY REVIEW PROCESSEvery quarter employees will have a check-In with their managers and once a year based on our fiscalyear end employees will have an annual review.Check-ins and the year end review are an opportunity for both the employee and manager to setexpectations and business/personal goals. Frequent check-Ins provide both the manager and employeewith ongoing and constructive feedback with a focus on the employees growth and development.Yearly ScheduleQ1 May-July (quarterly check-in)Q2 Aug-Oct (quarterly check-in)Q3 Nov-Jan (quarterly check-in)Q4 Feb- Apr (annual review)Compensation Review: In coordination with our annual review we review employees salaries on anannual basis in Q4. Any changes in salary or overall compensation will be effective in the following Q1 andare reflective of the employees overall performance over the year as well as any changes inresponsibilities or position.2.6 CUSTOMER EXPERIENCE CASE STUDYAs a number one value contributors to our customers, we want to make sure we have the same highstandard experience every time they receive an order This is key is one of our core values: HappyCustomers!Click here to check it out

2.7 VOLUNTEER DAYSMore Than Just Feed is proud of the communities that we live and work in and want to be an integral partin enhancing/supporting our communities through our volunteer efforts.In the spirit of community participation and living our values, we invite each employee to use up to 2 paidworking days per calendar year to perform community volunteer work.Volunteer time off must be approved by your Manager or Department Leader before it is taken and aminimum of one week’s notice is required. Volunteer days do not carryover on a yearly basis, they mustbe used in the calendar year they are given and are not available for payout at any time.Eligibility: All full-time employees who have passed their three-month probationary period are eligible toparticipate. Employees are not eligible to participate, if they are temporary/contract employees, are notmeeting performance standards, or if their employment with More Than Just Feed ends for any reason.

SECTION 3.0G E N E R A L I N F O R M A T I O N

Help DeskOur IT Support Service provider is Vital Business Solutions (VBS). Vital Business Solutions (VBS) provides ITManaged services that will assist the company in not only supporting what we currently have today, butin building the foundation for better IT infrastructure and more efficient IT support services across thecompany in the future.Tier 1 & 2 Support - Provided by external - Vital Business Solutions (VBS)Tier 3 Support - Provided in-house by IT DepartmentHelp Desk Contact Information helpdesk@mtjf.ca 403.814.2555Document StorageWe encourage you to saved all of your documentation on your personal OneDrive. This will ensure thatyour systems are backed up should there be any issues or system failures.3.1 LOCATION ACCESSLocation AccessIn your first few weeks, depending on your work location and position, you will be issued a key and accesscode to access your primary location of employment.Lost KeysIf you have lost a key to one of our locations, we ask that you report it to Team Services.After Hours SecurityWe ask that if you are working after regular business hours, that you please please lock the front door toplease lock all exterior doors, turn off the lights . Please click icon below to find out our guidelines onworking alone:ParkingEmployee parking is available at all our locations.3.2 OUR COMPUTER SYSTEMS Click here to check out some great resources for IT guides.

Out-of-Office GuidelinesIn order to protect the organization’s equipment, information, and computer network against accidentalor deliberate compromise in an out-of-office environment, we ask that you carefully read andunderstand the following. This policy is applicable to all the staff in MTJF, and sets out the generalprinciples for out-of-office IT security, and emphasizes the need for staff commitment at all levels. Eachof us, irrespective of our job or grade, has a responsibility to ensure that this policy is adhered to and thatrisks are minimized, so that the security of MTJF’s equipment, its information, and computer network is notcompromised. It is important that employees have a requirement to use IT equipment outside of theoffice, understand and appreciate the need for this policy, and comply fully with it.This policy is designed to minimize the security risk. It is by no means exhaustive, but simple securitymeasures will reduce the risk of official information stored or processed on a computer used in an out-of-office environment. The main tenet of this policy is that:All the security procedures pertaining to an office environment apply equally to the use of equipmentat home, in hotels, or in public places.Equipment and documentation should be secured when not in use.Access to the computer and it’s information must be restricted to authorized persons only.Passwords should be protected.VPN AccessThere are many times when users will have no access to a secure internet connection. These users willoftentimes find themselves waiting to connect back to MTJF to continue working while they are awayfrom their home base and will only have access to a Wi-Fi connection provided by the café/hotel thatthey are staying at. All users connecting on an unsecured network are requested to use a VPN (VirtualPrivate Network) tunnel to connect back to the company domain. Using VPN tunnel will ensure thatconfidential information stays confidential while at the same time connecting users back to the companydomain granting them access to all our resources, including all applications like Sage and all networkprinters. First, check to see if you already have the Sophos VPN or Sophos Connect client installed. This is easily accomplished by going through your Program listings. To do so, click on the Windows icon at the bottom left corner of your screen. Or a search for Sophos > Sophos VPN or Sophos Connect. Once launched, you will have the stoplight icon show up in your system tray, and you are ready to log in and connect back to the company domain.Automatic RepliesMTJF is committed to providing a high level of customer service to internal and external customers. This protocol is designed to give guidance as to the appropriate use of out-of-office and voice mail messages, and to ensure that we set out of office messages with an awareness of the impressionmessages are giving to internal and external contacts.Please click here for instructions on how to set your Outlook out-of-office with examples.3.2 OUR COMPUTER SYSTEMS CONTINUED

3.2 OUR COMPUTER SYSTEMS CONTINUEDOffice 365 SuiteSOFTWARE DESCRIPTION ACCESSIBILITYOffice 365 is a cloud-based subscription thatbrings together tools for the way people worktoday. By combining best-in-class apps likeExcel and Outlook with powerful cloudservices like OneDrive and Microsoft Teams,Office 365 lets anyone create and shareanywhere on any device. Work Computer:Seamless Sign OnOnline:login.microsoftonline.comApps:Individual apps for separateapplicationsLogin using your computercredentials OneDriveOneDrive is a cloud-based storage solutionthat stores your personal work documents onthe MTJF environment. Anything that is storedon OneDrive is backed up using Backupify.You can synchronize your files to your PC andmobile devices using the OneDrive app orweb browser.Work Computer:Seamless Sign OnOnline:login.microsoftonline.comApps:Microsoft OneDriveLogin using your computercredentials TeamsMicrosoft Teams is a chat-centeredworkspace in Office 365 that helps teammembers achieve more together. MicrosoftTeams serves as a hub for teamwork,providing instant access to chatconversations, content, and tools from acrossOffice 365 into a single workspace. SharePointand OneNote are built in, and team members can work on Office documents right within theapp. Aside from chats, Microsoft Teams alsosupports video calls and meetings to enableteams to meet live, whether on demand, orscheduled. Team members can easilycollaborate with multiple teams and searchacross people, chats, and files anytime.Work Computer:Seamless Sign OnOnline:www.teams.microsoft.comApps:Microsoft TeamsLogin using your computercredentials The Trough The Trough is our internal communication onupcoming events, news, and helpful tips. Thisis where we come together to “feed ideasand share knowledge”.Work Computer:Seamless Sign OnOnline:msnutrisource.ca/sharepoint.come/sites/TheTroughLogin using your computercredentials

3.2 OUR COMPUTER SYSTEMS CONTINUEDTraction ToolsSOFTWARE DESCRIPTION/UTILIZATION ACCESSIBILITYBloom Growth allows our employees toparticipate in meetings andmanage/structure communications inrelation to contributions to the company’sbottom line and strategic goals. The system isbased on the Entrepreneurial OperatingSystem (EOS).**All staff should receive the Traction Bookduring on-boarding. Please contact TeamServices if you did not receive one**Website:app.bloomgrowth.com/App:Bloom Growth (IOS andAndroid)You will be sent a welcome e-mail. Customize yourpassword from there.Sage 300Sage 300 ERP (Enterprise Resource Planning)is the collection of systems and softwarepackages used by our group of companies tomanage day‐to‐day business activities, suchas accounting, procurement andmanufacturing. We rely heavily on thesesystems tie together and define our businessprocesses in such a way that eliminates dataduplication, continuously seeks to minimizemanual effort, and therefore, optimizes ouroperations. Part of Sage 300 group of applications:Autosimply, Orchid Systems, TaiRox, XMeCommerceWork Computer:Seamless Sign OnOnline:login.microsoftonline.comApps: Skype for Business (iOSand Android)Login using your computercredentials BambooHR / SkillsoftPercipioWebsite:https://app.bamboohr.com/login/https://mtjf.percipio.comApps:BambooHR (IOS and Android)Skillsoft (IOS and Android)Login using your computercredentials Expense Point ExpensePoint is the application the companyuses to generate expense reports andprovides the means to get reimbursed.Click here for the user guideClick here for the category sheetWebsite:www.expensepoint.caApp:ExpensePoint (IOS & Android)You will be sent a welcome e-mail. Customize yourpassword from there.BambooHR is our Team Services InformationSoftware. Bamboo includes our real-timeaccountability chart, the company’svacation accrual and approval system, andtime tracking. It also holds all employee filesand is used to house policies, check-ins andemployee files.Skillsoft Percipio is our integrated LearningManagement Systems that supports ourtraining initiatives.Nuance Power PDFNuance Power PDF provides our users withthe ability to create, convert, edit, assemble,sign, and securely share PDF files.Desktop application

3.3 E-MAIL SECURITY Criminals make money sending fake emails claiming to be someone in management. The emails maysay things like “do me a favour”, or “I’m busy and can’t do this myself… please go buy gift cards for me”.These messages will NEVER be real. If you wonder if the email is real, just look at the header on your email (message that’s at the top):This e-mail comes from outside of our organization. If you are not 100% sure of its origin, IGNORE any directive, DO NOT open any attachments and DO NOT click on any of the links. Finally, please FORWARDthis e-mail to helpdesk@mtjf.caThis is to signal to you that the person sending you the email does not belong to our company. Meaning that the email can say it’s from someone from MTJF, Nutrisource, Bullseye, Dairytech, Nutrisource,Connect on Farm, or Monarch Ag Merchants…. But it isn’t!Below are the steps to help you recognize when a suspicious looking e-mail MAY NOT be what it seemsand what you can do to help prevent the spread of SPAM/phishing e-mails:If you DON’T RECOGNIZE the sender, click the Report Phishing icon (pictured below) or forward themessage to helpdesk@mtjf.ca.If you DO RECOGNIZE the Sender, but the request is unusual, click the Report Phishing icon or forwardthe message to helpdesk@mtjf.caDO NOT open any attachmentsDO NOT click on any linksREAL LIFE EXAMPLE:This has happened internally within our organization! We have had the sender ask our employees to buy gift cards. The e-mail came from their managers e-mail but had the external notification above! The gift cards were purchased and luckily were sent to Manager instead of the scammer. Please pay attention to the details above to ensure this doesn't happen to you or the company!

3.4 PHONE SYSTEMS/VOICEMAILPlease click below to check out the Verge IP Phone series User Guide for desktop phones.We have onsite meeting rooms at both our Strathmore and Coaldale Offices, and several of our mills. Inorder to book those rooms, simply include the below e-mail address in your invite.Strathmore:Larger Boardroom (Main Floor)Accommodates 8-10 peoplestrathmoreboardroom@nutrisource.ca External BoardroomAccommodates 10-12 peoplestrathmoreexternalboardroom@nutrisource.caSt. MaloUpstairs BoardroomAccommodates 6-8 peoplestmaloboardroom@mtjf.ca3.5 BOOKING A MEETING ROOMCoaldale:Larger Boardroom (Upstairs)Accommodates 8-10 peoplecoaldaleboardroom@nutrisource.caSmall Breakout Room (Upstairs)Accommodates 2-4 peoplecoaldalebreakouthotel@mtjf.caRed Deer:Upstairs BoardroomAccommodates 6-8 peoplereddeerboardroom@nutrisource.caClick here to find links to helpful resources for Teams Meetings / Audio ConferencingBooking a Teams Meeting:Go to your calendar and click on new meeting1.Click on Teams Meeting - this will auto-populate a “Join Teams Meeting” link in the dialogue b oxwhich will allow you to have a full Skype for business meeting utilizing your computer audio/screen2.Enter all details as usual and hit send3.** Note: only certain people have access to a conference call phone link number. If you need aconference call line, please contact the Office Coordinator to assist in setting up your meeting**Click here to see how to book a meeting room

3.6 ALL STAFF EMAILSWe are very luck to have a lot of great ways to communicate! In order to reduce the number of e-mailssent, all staff e-mails will not be filtered through Team Services to ensure that we have considered thebest methods of communication prior to sending an e-mail. If you have an email you would like to sendto all staff, please contact:Amanda Malcolm (Employee related/team communications/out of office) - teamservices@mtjf.caKyla Quirk (Leaderships communication/office communication) - kyla.quirk@mtjf.caTrina Lloyd (Operational/sales/pricing communications) - trina.lloyd@mtjf.ca3.7 COMPANY CELL PHONE GUIDELINESMore Than Just Feed issues individual cell phones to employees as required for business purposes.Employees who are required to carry a cell phone for work also have the option to use their personalphones and be reimbursed as per these guidelines or join the company cell phone plan. We require thatour employees follow the guidelines listed below for their own and other’s safety.Company Owned Cell PhoneIf an employee requires a cell phone for their role, a company-owned cell phone is preferred.The company will provide an iPhone based on availability, cost and performance (any exception willbe evaluated on a case-by-case basis).Hardware upgrades will be done following current p hone provider practices.Personal Cell PhoneEmployees that are using their personal cell phone for business use will be reimbursed up to$85.00/month provided the employee submits an expense along with a copy of their phone monthlystatement.Hardware upgrades, accessories and lost or stolen phones are the fiscal responsibility of theemployee.Employee’s fiscal responsibility for lost and stolen phones are at the discretion of their Manager.Care of Company-Issued Cell PhonesEach employee is responsible for taking proper care of the company cell phone issues to them.If an employee’s company-issued cell phone is lost of broken, the employee must report the lost orbroken phone to the Helpdesk immediately.Employees who do not take proper care of their phones or are found to be responsible for the loss oftheir phone, damage to their phone or the loss of or damage to phone accessories may be subject todisciplinary action.PrivacyMore Than Just Feed reserves the right to obtain data/information on company supplied cell phoneswhen required without consent.

3.7 COMPANY CELL PHONE GUIDELINES CONTINUEDSafetyMore Than Just Feed is committed to providing a safe work environment for all employees and expectsemployees to follow all safe practices and applicable laws for cell phone usage (E.g. Equipment andMotor Vehicle operation). For the safety of our employees and others, it is imperative that you pull overand stop at a safe location to dial, receive, or converse on a cell phone if a hands-free device is notavailable. The company will not be liable for any infractions an employee may receive as a result ofprosecution due to engaging in this illegal behavior. TerminationIf the employment relationship is terminated, regardless of reason, the company-issued cell phone, andaccessories must be returned to the employee’s Manager or to Team Services by the employee’s last day,or another agreed-upon date. The cell phone number belongs to the company and is not portable to apersonal plan.If an employee is using their personal cell phone for business, they will be asked to remove company dataunder IT department or Team Services supervision at the time of departure. Failure to comply will result inthe company remotely wiping all company information from the employee’s personal cell phone.**More Than Just Feed reserves the right to amend or alter the terms of this guidelines at any timewithout notice.

SECTION 4.0C O M P A N Y G U I D E L I N E S A N DP R O C E D U R E S

4.1 PROFESSIONAL CONDUCTThis company expects its employees to adhere to a standard of professional conduct and integrity. Thisensures that the work environment is safe, comfortable and productive. Employees should be respectful,courteous, and mindful of others’ feelings and needs. General cooperation between coworkers andsupervisors is expected. Individuals who act in an unprofessional manner may be subject to disciplinaryaction. Employees are expected to live our Values in all aspects of their work and should consider theValues as guidelines in cases of conflict or questions about how to proceed with a situation.4.2 DRESS CODEAn employee’s personal appearance and hygiene is a reflection on the company’s character.Employees are expected to dress appropriately for their individual work responsibilities andpositions.Office StaffBusiness Casual Dress CodeWe expect employees to dress appropriately in business attire of a casual nature. Our workenvironment for employees encourages employees to dress comfortably for work. Please do notwear anything that other employees might find offensive or make coworkersuncomfortable. We expect that your business attire, although casual, will exhibit common senseand professionalism.It includes clothing with profane language statements or clothing that promotes causes thatinclude, but are not limited to, politics, religion, sexuality, race, age, gender, and ethnicity.Our goal is to provide a workplace environment that is comfortable and inclusive for all employees.Employees are expected to do the right thing. Courtesy towards coworkers and your professionalimage to coworkers are the factors you need to use to assess whether you are dressing in businessattire that is appropriate.Production Facilities:Production Staff and anyone visiting those locations are expected to wear required personalprotective equipment including:Steel Toe BootsHigh-Vis VestHard HatSafety Glasses**Personal Protective Equipment is available at all sites for staff and visitors**

4.3 PAYDAYDirect Deposit Pay is distributed every two-weeks based on timesheets submitted two weeks prior. Ifthe pay lands on a holiday, direct deposit pay will be distributed on the closest business day before theholiday.The pay will reflect work performed for the previous period. Pay include salary or wages earned lessany mandatory or elected deductions. Elected deductions are deductions authorized by the employee,and may include, for example, contributions to benefit plans and additional taxes.Employees may contact Team Services to obtain the necessary authorization forms for requestingadditional deductions from their pay.Any change in name, address, telephone number, marital status or number of exemptions claimed byan employee must be reported to Team Services immediately.Click here to view the 2024 payroll schedule.

To be eligible for reimbursement, an expense must meet the following 4 eligibility criteria:The employee does not have to pay the expense as per a written agreement or collective agreementThe employee must have paid the expense out-of-pocketIt must be work-related, andIt must be reasonableReimbursements must be paid within 30 days of the day on which the employee submits the claim forpayment. Regulations under the Code set out the factors to consider when determining whether areimbursement is for work-related expenses and whether it is reasonable.An expense is deemed reasonable as per the regulations if it is:Connected to an employee’s performance of work;Incurred to enable an employee to perform work;Incurred at the request of the employer;Incurred beyond the amount necessary to enable performance of the work;Normally reimbursed by employers in similar industries;Authorized by the employer in advance;Incurred in good faith; and,Documented, such as receipt or invoice, that indicates the expense incurred.Examples of work-related expenses:Work equipment;Travel and accommodations;UniformsAll expense-related claims should be submitted directly through ExpensePoint if you have access. If youdo not have this access, please submit an expense report to payables@mtjf.ca4.4 REIMBURSEMENT OF WORK-RELATED EXPENSES

Company-owned assets are to be utilized for company-based activities. Incidental and occasionalbrief personal use is permitted within reasonable limits, so long as it does not interfere with yourwork. Please take some time to review the following specifics:Cell Phone UsageMany of you use a company-owned cell phone as your personal phone. You are encouraged to Dothe Right Thing and make appropriate and responsible choices when using it.If your position requires a company cell phone and you wish to keep your personal phone numberinstead of taking a company phone, the company will pay a cell phone allowance of up to $85.00/month.This will be reviewed quarterly and any updates will be communicated by IT.Out-of-Country TravelWhen travelling outside of Canada, please contact our IT department to ensure that your companycell phone plan covers applicable data and cellular coverage. Please provide as much advancenotice as possible.Apps, Email and Internet Access and UsageWe expect you to use good judgement and restraint when using company cell phones, computers,laptops and tablets to access social networking and streaming apps during your work hours. Thisapplies to all staff, whether you work in one of the offices or mills, from a home office or spend yourwork days on the road servicing customers. If you are company office-based, you are free to streamradio apps on Wi-Fi as this action consumes minimal bandwidth.You are prohibited from using the Internet and email system in ways that are disruptive, offensive toothers or harmful to morale. This includes sexually explicit messages, images and cartoons, ethnicslurs or racial comments. Again, Do the Right Thing and avoid anything that could be construed asharassment or shows disrespect for others, defames or slanders others, or otherwise harms anotherperson or business.The bottom line is email and Internet access should be used in such a way that all transmissions,whether internal or external are accurate, appropriate, ethical and lawful. Illegal duplication ofsoftware or the duplication of copyrighted material is strictly forbidden.PrivacyMore Than Just Feed does not practice routine or ongoing monitoring. However, please be awareyour email messages and the information contained on company owned devices are notconfidential. Internet and email usage may be monitored including retrieving and reading emailmessages and other computer files and monitoring Internet traffic. Even though you may be issued aprivate password or other private access code to log in, you should have no expectation of privacyregarding your use of the system.If you have specific questions or require clarification about personal use of company-owned devices.Please reach out to our Chief Administrative Officer, Kyla Quirk at 403-852-1536, extension 422 or atkyla.quirk@mtjf.ca.4.5 COMPANY PROPERTY

Employees and employers share a relationship based on trust and mutual respect. However, thecompany retains the right to access all company property including computers, desks, file cabinets,storage facilities, and files and folders, electronic or otherwise, at any time.Employees should not entertain any expectations of privacy when on company grounds or whileusing company property.All documents, files, voice-mails and electronic information, including e-mails and othercommunications, created, received or maintained on or through company property are the propertyof the company, not the employee. Therefore employees should have no expectation of privacy overthose files or documents.4.6 PRIVACYThe company maintains a personnel file on each employee. These files are kept confidential.Employees may review their personnel file upon written request.It is important that personnel files accurately reflect each employee’s personal information.Employees are expected to inform the company of any change in name, address, home phonenumber, cell phone number, home address, marital status, number of dependents or emergencycontact information.4.7 PERSONNEL FILESWe are pleased to have a company fleet vehicle program for applicable high travel positions.Our employees are only allowed to drive a company vehicle if they:Have a valid driver’s license.Have a clean driving record for at least 3 years. This mean they must not have been held at fault for acar accident, or arrested on charges of violating vehicle and traffic laws (e.g. driving under theinfluence of drugs or alcohol).Employees must provide consent to pull a drivers abstract (yearly or upon request).Employees will need to complete fleet vehicle forms and submit a copy of their driver’s license to beeligible for a company vehicle.Employees must be insurable.Employees must complete a one-time defensive driver training course (Team Services will coordinatethe training with the employee).4.8 FLEET VEHICLES

SECTION 5.0L E A V E P O L I C I E S

The company observes the following statutory holidays:New Years DayFamily DayGood FridayVictoria DayCanada DayHeritage DayLabour DayNational Truth and Reconciliation DayThanksgivingRemembrance DayChristmas DayBoxing DayHolidays are observed on a paid basis for all employees based on employment standards.5.1 OBSERVED STATUTORY HOLIDAYS Click here to view the 2024 statutory holiday listing.

More Than Just Feed and its family of companies (Nutrisource, Dairytech, Bullseye Feeds, Connect onFarm, and Monarch Ag Merchants) is committed to providing a workplace that encourages a work / lifebalance. This policy provides a consistent approach to managing vacation to give each employee timeaway from their regular duties.All Manager or Department Leaders are responsible for coordinating time off within their departmentand can use their discretion when vacation scheduling.Vacation Accrual and Commencement: Commencement is based on each employee’s date of hire;accruals are on a bi-weekly basis in accordance with our pay schedule.Vacation Days Taken Before They Are Accrued: Vacation days may be taken before they are accrued;manager approval is required and may be granted up to a maximum of 5 days.Vacation Entitlement: is based on the employee’s years of service with the company Employees willbe granted an annual vacation of:3 weeks for the 1st years of employment (15 business days, accrue 0.576 days/pay)4 weeks after 5 years of employment (20 business days, accrue 0.769 days/pay)5 weeks after 10 years of employment (25 business days, accrue 0.964 days/pay)6 weeks after 15 years of employment (30 business days, accrue 1.15 days/pay)Carryover of Vacation: Employees will not be permitted to carryover more than five days vacation intoa new calendar year, pending approval from their manager. Any days over and above the statutoryminimums + 5 days maximum carryover will be forfeited without pay at the end of the calendar year.Statutory minimums for vacation as per employment standards are 2 weeks per year for employees with1‐4 years of employment and 3 weeks after the 5th consecutive year.Pay in Lieu of Vacation: Employees are encouraged to take their annual vacation time and as such pay inlieu of vacation requests must be sent to the Department Manager for approval. The Manager has fulldiscretion to approve or deny such a request, maximum payout is up to five days. These requests areonly accepted at the beginning of April and October. As of January 1, 2021, payouts will only beavailable once a year per employee. Your one time 5‐day payout request will be paid out in either Aprilor October.Vacation Scheduling: Please use Bamboo to request your vacation days. Here are the instructions forusing the Bamboo website:5.2 VACATION GUIDELINES5.2.1: HOW TO REQUEST VACATION TIMEClick here to see how to request time off in BambooHR

More Than Just Feed shall provide the following program to assist employees who are absent fromthe workplace due to illness or injury. Employees have a responsibility to make every effort toensure that they return to work in a state of health and well-being which will enable them toperform their job to the best of their abilities.More Than Just Feed expects employees to report for work on time for every scheduled shift.An employee who is unable to report to work at the designated time is required to notify his or hersupervisor as soon as practicable but no later than the employee's scheduled start time inaccordance with the Contact Procedure. Employees who fail to report to work for three consecutivebusiness days without notifying the Company will be considered as having voluntarily resigned as aresult of job abandonment.GuidelinesAll absences from work must be approved by your manager. All your personal paid sick days will beat the sole discretion of your manager.Contact ProcedureAn employee who does not intend to report to work, or who will be late for their scheduled starttime must personally call-in and report the lateness/absence to management at:1-833-210-8100 at the appropriate extension; or,Via their work cell phone; or,Via their work e-mailAs soon as is reasonably possible/at least sixty (60) minutes prior to their regularly scheduled starttime. In all instances, employees should attempt to provide as much advance notification as possiblewhen they are going to be absent in order to allow us to arrange appropriate coverage.If the employee is unable to contact the company for any absence, he or she should ask arepresentative (such as a family member or friend) to do so on the employee's behalf. If theemployee or a representative is unable to contact due to extreme circumstances, the employee orhis or her representative must contact the Company as soon as practicable. In extremecircumstances, the employer will consider the explanation and its timing before determining if thevoluntary resignation will be upheld.Medical NotesEmployees who are absent for five (5) or more consecutive working days are required to submit a notefrom a licensed medical practitioner stating the nature of the illness that led to the absence and thereturn to work date.The Doctors note should include:If the employee is able to return to work on a full-time basis without restrictions or;1.The employee is able to return to work, with the nature and duration of any work restrictions described. 2.5.3 ABSENCE FROM WORK

Medical LeaveAs an employee, you earn up to 10 days of medical leave with pay per calendar year for:illness or injuryorgan or tissue donationattending medical appointments, orto quarantineYou will be eligible for this leave after you complete your first 30 days; after completing the first30 days you will earn your first three days of medical leave. You will earn a further 1 day permonth to a maximum of 10 days in a calendar year. Unused days will carry into the newcalendar year, but you can not take more than 10 days in any calendar year.Personal & Family Responsibility LeaveEligibility for personal and family responsibly leave is any employee who has been employed byMore Than Just Feed Inc for at least 90 days. Employees are entitled to up to five days of unpaidleave per calendar year for the health of the employee or for the employee to meet their familyresponsibilities in relation to a family member.Employees are entitled to five days of personal leave, the first three days of which are paid afterthree months of continuous employment. The leave is for specified reasons, including, carryingout responsibilities related to the health or care of any of their family members, carrying outresponsibilities related to the education of any of their family members who are under 18 years ofage, addressing any urgent matter concerning themselves or their family members, attendingtheir citizenship ceremony or any other prescribed reason.Before taking this leave, employees must provide as much notice as reasonable and practicable inthe circumstances. 5.4 MEDICAL LEAVE AND PERSONAL & FAMILY RESPONSIBILITY LEAVE5.5 MATERNITY / PARENTAL LEAVE Maternity LeavePregnant employees who have been employed with More Than Just Feed for at least 90 days areentitled to job-protected maternity leave. The leave may be taken up to a maximum of 17 weeks andcan begin within 13 weeks before the expected date of birth and no later than the date of birth.Employees taking maternity leave must provide six weeks’ written notice before the leave begins andupon request provide a medical certificate from a licensed medical practitioner including the expecteddate of delivery. More Than Just Feed Inc may request in writing that the employee begins theirmaternity leave during the 12 weeks before the expected due date if the pregnancy interferes withtheir job responsibilities.

Parental LeaveParental leave entitles a new parent (either by birth or adoption) who has been employed with MoreThan Just Feed Inc. for at least 90 days to a leave of up to a maximum of 63 weeks to care for theirnew child. If maternity leave was taken, parental leave must begin immediately following. If not,parental leave must be taken within 78 weeks of the child’s birth, or the child’s placement with theparent in the case of adoption.Employees must provide More Than Just Feed with at least six weeks’ written notice before the leave,or as soon as possible, stating their intent to take the leave and the start date. If two employees of thecompany are parents of the same child, the parental leave must be used by one employee at a time.For employees that qualify for EI maternity or parental leave benefits, More Than Just Feed will pay thedifference between 100% of the employee’s regular gross earnings and the amount of weekly EI benefitearnings (once the employee is confirmed and documented to be receiving EI) for up to 4 weeksfollowing the expiry of the one week waiting period.While an employee is on Maternity or Parental leave, More Than Just Feed Inc. will continue to pay forthe Health and Dental premiums for a period of 3 months. Should the employee wish to continue LifeInsurance, AD&D, and LTD coverage, they will be required to supply post-dated cheques or a pre-payment for these premiums.Employees returning to work after a maternity or parental leave must provide the company with atleast four weeks written notice stating the date they intend to return to work.Maximum Maternity/Parental Combined Leave:Employees who take maternity leave are eligible for a maximum of 17 weeks leave and parentalleave is a maximum of 63 weeks: combined the total maximum is 78 weeks.Please visit the Government of Canada Employment Insurance Maternity and Parental Leave web pagefor the most up-to-date information on the maternity and parental leave benefits that you may beeligible for.5.6 JURY DUTY LEAVEEmployees selected for jury duty must provide their Managers with as much notice as is possible. Noticeshould be accompanied by a copy of the summons to jury duty for documentation purposes.More Than Just Feed Inc will ensure that employees required to report for jury duty are providedwith time off to perform their civic duty. If you are selected to be on a jury, More Than Just Feed Inc willprovide 100% salary continuance for a period of 2 weeks. This may be extended at the discretion of yourmanager.

Employees who have been employed by More Than Just Feed Inc. for at least 90 days or moreare entitles to up to three days of paid leave per calendar year for bereavement of an immediate orextended family member per instance.Who is considered an employee's family member?:Spouse, adult interdependent partner or common-law partnerChildren and their partner/spouseCurrent or former foster children and their partner/spouseCurrent or former wardsParents, step-parents and or current of former guardians and their partner/spouseCurrent or former foster parentsSiblings, half-siblings, step-siblings and their partner/spouseGrandchildren, step-grand-children and their partner/spouseGrandparents, step-grandparentsAunts, uncles, step aunts/uncles and their partner/spouseNieces, nephews and their partner/spouseA person who the employee is not related to but considers to be like a close relative*Family members of an employee’s spouse, common-law partner or adult interdependent partner havethe same considerations as the family members listed above.Before taking this leave, employees must provide as much notice as reasonable and practicable in thecircumstances. 5.7 BEREAVEMENT LEAVE5.8 VICTIMS OF FAMILY VIOLENCE LEAVEAs an employee, you are entitled to up to 10 days of leave per calendar year if you are:victim of family violence, orthe parent of a child who is a victim of family violenceThis leave allows you to take up to 10 days of leave to engage in activities, such as:to seek medical attention for yourself or your child in respect of a physical or psychological injury ordisabilityto obtain services from an organization which provides services to victims of family violenceto obtain psychological or other professional counsellingto relocate temporarily or permanentlyto seek legal or law enforcement assistance or to prepare for or participate in any civil or criminallegal proceeding, orto take any measure prescribed by regulationYou can take this leave in more than 1 period, however, your employer may require that each period be atleast 1 day.

Long Term DisabilityWaiting Period113 daysCoverageMaximum $7,000 per month**Any amount of LTD insurance over $3,750 is subject to approval of evidence of insurabilityDuration PeriodTerminated at age 655.9 LONG TERM DISABILITYAs an active employee, if you become continuously and totally disabled due to accident or illnessand are unable to perform your own occupation, benefits may be payable under Long TermDisability. MTJF will cover the first 6 months of health and dental premiums for an approved claim. After 6months, and up until 2 years, the employee will be responsible for the health and dental premiums. Afterthe 2 year mark, the employee is no longer eligible to participate in the health and dental plan until theyreturn to work. For full eligibility requirements, please refer to the Equitable Life booklet.Upon approval and after satisfying the waiting period, you will begin to receive benefits as outlinedbelow:To take this leave, you shall provide your employer with written notice indicating the duration of yourleave as soon as possible. If there is a change in the length of the leave, you must provide your employerwith written notice. The employer may request, within 15 days of your return to work, that you providesupporting documents concerning the reasons for the leave. You must provide supporting documents if itis possible to obtain and provide them.You are not eligible for this leave if you are accused of an infraction related to the act of family violence.You are also not eligible for this leave if the circumstances allow one to believe it is probable that youcommitted the act of violence.

SECTION 6.0H E A L T H A N D S A F E T Y

The company takes every reasonable precaution to ensure that employees have a safe workingenvironment. Safety measures and rules are in place for the protection of all employees. Ultimately, itis the responsibility of each employee to help prevent accidents. To ensure the continuation of a safeworkplace, all employees should review and understand all provisions of the company’s workplacesafety policy. Employees should use all safety and protective equipment provided to them andmaintain work areas in a safe and orderly manner, free from hazardous conditions. Employees whoobserve an unsafe practice or condition should report it to their Manager or Tenille Elliott (SafetySpecialist at safety@mtjf.ca immediately. Employees are prohibited from making threats againstanyone in connection with his/her work or engaging in violent activities while employed by theCompany. Any questions regarding safety and safe practices should be directed to the SafetyCoordinator.Please report incidents, near-miss events, and hazards on FORM 12 Feedback Action Card. For injuriesthat result in the need for medical aid, please complete FORM 102 Safety Incident Report. These formscan be found on Teams / QHSE Forms and Procedures/ Forms or on the bulletin boards at all MTJFlocations. Please forward the completed forms to your Manager and safety@mtjf.ca.Employees should recognize any potential fire hazards and be aware of fire escape routes and firedrills. Do not block fire exits, tamper with fire extinguishers, or otherwise create fire hazards.All locations have a health and safety representative that can help any questions you may haveregarding specific locations. We welcome everyone to join the health and safety committee at anytime.For a current list of Joint Health and Safety Committee members, contact safety@mtjf.ca6.1 WORKPLACE SAFETY6.2 WORKPLACE SECURITYEmployees must be alert and aware of any potential dangers to themselves or their coworkers. Takeevery precaution to ensure that your surroundings are safe and secure. Guard personal belongings andcompany property. Visitors must sign in at all locations and any suspicious activity should be reportedto your manager immediately.6.3 EMERGENCY PROCEDURESIn the event of an emergency, dial 9911 immediately. If you hear a fire alarm or other emergencyalert system, proceed quickly and calmly to the nearest exit. Once the building has beenevacuated, only a manager may authorize employees to re-enter.

SECTION 7.0E M P L O Y E E B E N E F I T S

Life Insurance & AD&D Insurance: 1x Annual Salary (Max $250,000)Dependent Life: Spouse $25,000 Child $12,500Long Term Disability: Coverage 66 2/3% of salary (Max $7,000 per month). Waiting period: 113 days.Review the benefit booklet for eligibility requirements.Critical Illness: $10,000 maximum (employee only), see benefits booklet for covered conditions.Health CareSemi-Private Hospital Room: 100%Ambulance: 100%Out-of-Country Emergency Travel: 100% (Max $5 Million per lifetime, 90-day travel limit)*Take your benefits card with you when you travelPrescriptions Drugs (Co-Insurance): 80% coverageHearing Aids: $700.00 every five yearsOrthopedic Shoes: $500.00 per yearFoot Orthotics: $500.00 per lifetimePrivate Duty Nursing: $10,000 every 12 months**Continuous Glucose Monitors and Insulin Pumps eligible. See benefits booklet for full details.Dental CareBasic Services: 90%Major Services: 50%Combined Basic and Major: $1,500 per calendar yearRecall Exams: 1 every 6 monthsOrthodontic: 50% ($1,500 per lifetime, for children under 19 only)Paramedical$500 per calendar year / per each person listed on your plan / per professional serviceAcupuncture, Athletic Therapist, Chiropractor, Dietitian, Massage Therapist, Naturopath, Physiotherapist,Podiatrist, Psychologist, Speech Therapist, OsteopathVision CareEye Exams: 1 every 12 months per covered person (12 months starts from the date of the last exam)Glasses, Contact Lenses, Laser Eye Surgery: $300.00 every 24 months (24 months starts after last date ofpurchase); $300.00 every 12 months for dependent children (12 months starts after last date of purchase)Healthcare Spending AccountProvides additional coverage of medical and dental expenses for you or your dependents. It is anextension of our current health and dental benefits. Additional expenses can apply, check the CRAwebsite for a full listing of eligible medical expenses: http://www.cra-arc.gc.ca/Benefit Year: January 1 to December 31. Any balance remaining can be carried forward for one year.7.1 BENEFITS SUMMARY

7.1 BENEFIT SUMMARY CONTINUEDEmployee Family Assistance Program (EFAP)Confidential, immediate support for any health, work or life challenges you may be facing.Issues Covered by Phone: Legal issues, Financial struggles, Childcare information or NutritionalCounselling, Substance Abuse, Anger Management, Self-esteem, and more. How to Contact: 1-866-814-0018 option #1 (you do not need to create an account to call, just provide ourcompany name)Kiihealth.ca Access Code: MTJ0224RRSP/DPSP MatchingEmployees are eligible to contribute to our company RRSP program through iA Financial. The companywill match up to a maximum of 3% of your contribution through DPSP (Deferred Profit-Sharing Plan).Employees will be able to contribute whatever percent they choose for their RRSP contribution. Pleasecontact Team Services for information on how to enroll.Virtual Healthcare: Maple Virtual Healthcare provides employees with a direct and friendly access tohealthcare and wellness via phone or video chat - from anywhere in Canada.Their team of in-house clinicians help employees skip the line at the doctor’s office when they need quickaccess to:Medical diagnosis andPrescriptions and requisitionsSpecialist referralsMental health supportChronic illness management and preventionHealth coaching and adviceHelp to navigate the Canadian healthcare system**Please note that not all Maple services are covered under our company provided plan. Items that areincluded show at a $0 cost**

7.1 BENEFIT SUMMARY CONTINUEDLifestyle Spending AccountCovers Fitness Related Services including classes and membership fees, Fitness Equipment, Educationand Personal Development, Life Event Preparation and Fitness Apparel for you or your dependents.Benefit Year: January 1 to December 31Any Balance remaining is not carried forward; it must be used in the calendar year.General InformationDependent children are covered until the age of 21 (unmarried)Dependent children attending post-secondary (full time and unmarried) are covered until age 25Survivor coverage will be provided for a period of 24 monthsTermination of coverage applies the date your employment ends, or you are no longer actively workingPlease review the benefits booklet for additional coverage information. If you have any questions, pleasecontact Team Services at teamservices@mtjf.ca

Maple Healthcare provides employees with direct and friendly access to healthcare and wellness viaphone or video chat - from anywhere in Canada. Their team of in-house clinicians help employees skipthe line at the doctor’s office when they need quick access to medical diagnosis, prescriptions andreferrals, mental health support, chronic illness management and prevention, and more.You will receive an email with registration details. If you did not receive your email, please contact TeamServices at teamservices@mtjf.ca.7.2 MAPLEPlease click icon below fordetails on Maple:

WHO IS ELIGIBLE TO PARTICIPATE?Employees and their dependents. The annual dollar amount is a lump sum per family, not per individual.WHAT IS COVERED? Fitness Related Services A - Memberships / Fees that promote fitness1. Fitness club memberships (e.g., annual costs for gym memberships)a. Registration fees for fitness related programs (e.g., personal trainers, fitness classes, yoga classes)b. Fitness Related Services B - Memberships / Fees that promote recreational activities2. Recreational memberships (e.g. annual costs for curling, yacht club)a. Sports team memberships and registration feesb. Court fees, green fees, ski passes, lift tickets, and race registrationc. Fitness Equipment - Products that improve health and well being3. Exercise equipment (e.g., treadmills, ellipticals, weight sets, yoga mats)a. Sports equipment required to play the sport (e.g., hockey skates, baseball bat)b. Recreation equipment (e.g., golf clubs, roller blades)c. Fitness Apparel - Specialized clothing used to participate in fitness activities4. Running shoes, apparel specific to sport or fitness activitya. Education and Personal Development - Supports continuous learning5. Tuition fees for university, college, or continuing education (including books and supplies)a. Professional membership fees or dues not covered by the companyb. Hobby and general interest classes, driver education, seminars, and conferencesc. Life Event Preparation6. Legal fees for will & estate planning, new home owners, and financial planninga.HOW DO I SUBMIT A CLAIM?Submit FORM 46(1) Lifestyle Claim Form to teamservices@mtjf.ca with receipts.HOW DO I GET REIMBURSED?You will be reimbursed through payroll. Receipts submitted will be processed as per our pay processingschedule. *Note: Any monies used through this program is considered a taxable benefit that you will also see onyour payroll and annual T4DOES ANY UNUSED MONEY CARRY OVER INTO THE NEXT CALENDAR YEAR?No, the money must be used within the calendar year.WHO DO I CONTACT FOR CHANGES OR QUESTIONS?Please contact Team Services at teamservices@mtjf.ca7.3 LIFESTYLE / FITNESS ACCOUNTClick here to print the Lifestyle Claim form

After their 3 month probationary period is completed, employees are eligible to contribute to thisprogram. Employees can contribute whatever percentage they choose to their RRSP and the companywill match up to 3% through DPSP (Deferred Profit-Sharing Plan).The group RRSP is designed for employee contributions while the DPSP is designed to take the employercontributions. The reason why our plan is set up this way is so that the employer contribution is notdeemed as a taxable benefit; meaning that payroll taxes like EI and CPP do not apply. Investmentearnings that you accumulate through the DPSP are tax sheltered until you withdraw them.Enrollment is easy and completed online. Please contact Team Services for enrollment details orquestions about existing contributions.7.4 RRSP/DPSP MATCHINGAs required by law, the company provides Workers Compensation benefits for the protection ofemployees with work-related injuries or illnesses.Workers Compensation insurance provides coverage to employees who receive job related injuries orillnesses. If an employee is injured or becomes ill as a result of his/her job, it is the employee’sresponsibility to immediately notify a supervisor of their injury or illness in order to receive benefits. Reportevery illness or injury to a supervisor, regardless of how minor it appears. The company will advise theemployee of the procedure for submitted a Workers Compensation claim. If necessary, injured employeeswill be referred to a medical care facility. Employees should retain all paperwork provided to them by themedical facility. Failure to report a work-related illness or injury promptly could result in denial of benefits.An employee’s report should contain as many details as possible, including the date, time, description ofthe illness or injury, and the names of any witnesses.A separate insurance company administers Workers Compensation insurance. Representatives of thiscompany may contact injured employees regarding their benefits under the plan. Additional informationregarding Workers Compensation is available from Team Services. 7.5 WORKERS COMPENSATION

SECTION 8.0E M P L O Y E E P R O G R A M S

DiSC is a behavioral tool that help provide insight about communication styles, how you influence others,learning styles and how to better connect with others.DiSC profiles help you and your team:Increase your self-knowledge: how you respond to conflict, what motivates you, what causes youstress, and how you solve problemsImprove working relationships by recognizing the communication needs of team membersFacilitate better teamwork and teach productive conflictDevelop stronger sales skills by identifying and responding to customer stylesManage more effectively by understanding the dispositions and priorities of employees and teammembers8.1 DISCPlease click the icon below for details on the DiSC program:

How it WorksAll employees are offered all products at “Dealer” pricing; any of our retail products that a customercan buy, you can buyContact a Sales Coordinator or Accounts Receivable to start the purchase processDealer pricing is determined by the internal pricing group and set at a discounted price fromMSRP/regular customer pricingDealer pricing is not subject to any further discounts unless prearranged with a ManagerHow to PayThere are a number of ways that you can pay including:Each location has the ability to take a credit or debit card on siteAccounts Receivable would be happy to take credit card over the phone as wellYou can pay with a chequeNutrisource is set up as a bill payee and can be added to your online banking the same as aTelus/Rogers accountSearch for Nutrisource or NutriSourceAccount number is 4 letters and 4 numbers (use the first four letters of your last name and 1234 ex.WANN1234)You can pay by EFT. Contact Accounts Receivable and they can provide the account number totransfer funds to.We can also do a direct withdrawal from your account if you provide us with a void chequeAvailable ProductsExamples of what is available:Summit Foods cat and dog foodOn-farm retail products such as Milk Fortifier, Milk Replacer, Colostrum, MaxPlus, Calf Grower,Thermocal Neutralizer**Commodities and toted products are not eligibleDisclaimer: items purchased through this program are not authorized for resale8.2 EMPLOYEE PURCHASE PROGRAM

Perkopolis is Canada’s leading provider of fully managed perk programs, in use by over 2,000 Canadianorganizations. Our team is continually sourcing exclusive, high value offers, rewards and benefits...perksthat you desire most! To deliver on these high value, exclusive-offers and preferred pricing deals, wepartner directly with North America’s top entertainment, travel, shopping, and lifestyle brands. Perkopolisoffers are exclusive and available only to the members of our partner organizations.8.3 PERKOPOLISClick the Perkopolis logo above to find out perks and how to sign up

Day-to-day recognition is important to us and we have programs in place to recognize people whoexemplify our culture and demonstrate outstanding work ethic.We also have two awards that are given out annually at our company Christmas party.Culture AwardThis award has been created to recognize one employee each year who lives our Core Values.Passionate EmployeesHappy CustomersKeep it SimpleNever SatisfiedDo the Right ThingThey also foster an environment of collaboration, inclusion, innovation and demonstrate passion for theirwork. This employee is an inspiration for other employees, champions change, encourages creativity, andis an integral part in making us a top employer.Henry Haze AwardThe Henry Haze award is awarded to the employee which most exemplifies the Core Values and a few ofthe most wonderful characteristics of Henry, which are:Fun LovingPositive AttitudeLoyaltyGenerosityTeam Player8.4 EMPLOYEE RECOGNITION AND AWARDS8.5 SOCIAL EVENTS - FUN COMMITTEEWe are a company who likes to have fun all year round. Stay tuned throughout the year for the call tovolunteer to join the Fun Committee for a specific event.We also love to hear suggestions of activities on fun events for the company to participate in or host foremployees. Please email teamservices@mtjf.ca to let us know of your suggestions at any time.

We are pleased to offer the More Than Just Feed clothing offer for all employees. Once every year,employees are eligible to use $250.00 towards the purchase of clothing on the More Than Just Feedclothing website (this includes options for Nutrisource, Dairytech, Bullseye, Connect onFarm, and MonarchAg Merchants).If your date of hire is after November 1st, you will receive a prorated coupon of $125.00 for that year.You can access the clothing store link in your BambooHR profile under “Quick Links” or via the Trough link.8.6 COMPANY CLOTHING PROGRAM8.7 COMPANY LENDING LIBRARYIn the spirit of building and encouraging development and growth within the More Than Just Feed family,the Lending Library serves as a resource for all team members. Please contact Team Services if you wouldlike to borrow one of these books for either Strathmore or Coaldale.Click the above image to see the Lending Library contents

More Than Just Feed Inc. values our employees as our greatest asset, and when growing our organization,we ask for you help in identification of high-quality new employees. More Than Just Feed Inc. hasemployed a program for employee referrals to provide all of our employees with a bonus program for theidentification and successful hiring of new employees.Employee Referral Bonus StructureEmployees will receive $500.00 for referring an employee who is hired and successfully completes the 90-day probationary period.Employee EligibilityMore Than Just Feed Inc. employees may refer new applicants for any position.There is no limit to the number of referrals an employee may provide.Must have complete probationary period.Eligible ReferralsAny person who is qualified for the position that is not, or has not been previously affiliated with MoreThan Just Feed Inc. is eligible for referrals.Non-Eligible ReferralsReferrals that will be ineligible for the referral program are those that may produce a conflict of interest intheir employment for either More Than Just Feed Inc. or our employees. These consist of:Family members, e.g. spouse, son, daughter, cousin, niece, nephew, son-in-law, daughter-in-law,father, mother, father-in-law, mother-in-law, domestic partner.Any current or former temporary or full-time employee of More Than Just Feed Inc.Before you ReferReview the job requirements and this policy.Ensure that the person who you are referring meets all pertinent sections of the job requirements suchas education and experience.Assess the communication, teamwork, and customer service competencies required for this jobbefore making a referral.Do not refer someone because they are a friend; refer them because they are qualified and will be agood fit for More Than Just Feed Inc.8.8 EMPLOYEE REFERRAL PROGRAM/CAREERS

SECTION 9.0C O N T A C T

ServiceContactPhoneEmailAccounts PayableSherry BrownExt. 414payables@mtjf.caAccounts ReceivableSheri TaylorCoral-lee DixonExt. 419Ext. 423sheri.taylor@mtjf.cacoral-lee.dixon@mtjf.caOffice CleaningSenior Executive AssistantExt. 428ashley.meyer@mtjf.caBuilding MaintenanceSenior Executive AssistantExt. 428ashley.meyer@mtjf.caBusiness CardsTeam ServicesExt. 439teamservices@mtjf.caCell Phones/ComputersHelpdeskExt. 555helpdesk@mtjf.caCorporate Credit CardsTyler BertaminiExt. 417tyler.bertamini@mtjf.caFiles and offsite queriesTyler BertaminiExt. 417tyler.bertamini@mtjf.caFleet Management ProgramScott SharpeExt. 512scott.sharp@mtjf.caFurniture RequestsSenior Executive AssistantExt. 428ashley.meyer@mtjf.caGroup BenefitsTeam ServicesExt. 439teamservices@mtjf.caHelpdeskVital Business SystemsExt. 555helpdesk@mtjf.caLeave/VacationTeam ServicesExt. 439teamservices@mtjf.caMail/CouriersSenior Executive AssistantExt. 428ashley.meyer@mtjf.caOffice Key/Alarm CodeSenior Executive AssistantExt. 428ashley.meyer@mtjf.caPayroll/TimesheetsTeam ServicesExt. 439teamservices@mtjf.caSafety IssuesTenille ElliottExt. 433safety@mtjf.ca9.1 SERVICE DIRECTORYCENTRAL/NORTH ALBERTA, MANITOBA, AND SASKATCHEWAN LOCATIONS

ServiceContactPhoneEmailAccounts PayableSherry BrownExt. 414payables@mtjf.caAccounts ReceivableSheri TaylorCoral-lee DixonExt. 419Ext. 423sheri.taylor@mtjf.cacoral-lee.dixon@mtjf.caOffice CleaningOffice CoordinatorExt. 300cheryl.skinner@mtjf.caBuilding MaintenanceOffice CoordinatorExt. 300cheryl.skinner@mtjf.caBusiness CardsTeam ServicesExt. 439teamservices@mtjf.caCell Phones/ComputersHelpdeskExt. 555helpdesk@mtjf.caCorporate Credit CardsTyler BertaminiExt. 417tyler.bertamini@mtjf.caFiles and offsite queriesTyler BertaminiExt. 417tyler.bertamini@mtjf.caFleet Management ProgramScott SharpeExt. 512scott.sharp@mtjf.caFurniture RequestsOfficer CoordinatorExt. 300cheryl.skinner@mtjf.caGroup BenefitsTeam ServicesExt. 439teamservices@mtjf.caHelpdeskVital Business SystemsExt. 555helpdesk@mtjf.caLeave/VacationTeam ServicesExt. 439teamservices@mtjf.caMail/CouriersOffice CoordinatorExt. 300cheryl.skinner@mtjf.caOffice Key/Alarm CodeOffice CoordinatorExt. 300cheryl.skinner@mtjf.caPayroll/TimesheetsTeam ServicesExt. 439teamservices@mtjf.caSafety IssuesTenille ElliottExt. 433safety@mtjf.ca9.1 SERVICE DIRECTORYSOUTHERN ALBERTA LOCATIONS