COOKE AQUACULTURE INC.

GROW FISH
“Great Results Originate When Flowing in
Successful Harmony”
EMPLOYEE HANDBOOK
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TABLE OF CONTENTS – GROW FISH POLICY PAGE

1 INRODUCTION 4

What is a handbook? 1.1 4

Background and Description of Employer 1.1 4

2 SUMMARY OF EMPLOYMENT PRACTICES 4

& PROCEDURES

Equal Opportunity 2.1 4

Organizational Changes & Recruitment – Internal and External 2.2 5
Hiring Relatives & Persons in a Close Personal Relationship 2.3 6
Probationary Period 2.4 7
Working Hours and Schedules 2.5 7
Job Duties 2.6 7
Training, Development & Education Assistance 2.7 7
Procedure for Complaints and Suggestions 2.8 8
Employee Records 2.9 8
Voluntary Terminations, Exit Checklist & Exit Interviews 2.10 8
References 2.11 8
Accommodating Special Needs 2.12 9
Time Off for Voting 2.13 9

3 SUMMARY OF STANDARDS OF CONDUCT 9

Prohibited Conduct 3.1 9

Employee Discipline 3.2 10
Sexual and Other Unlawful Harassment 3.3 11
Workplace Violence 3.4 12
Drug and Alcohol Use 3.5 13
Attendance 3.6 14
Conflict of Interest 3.7 14
Driving Safety 3.8 15
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Confidentiality 3.9 16
Dress Code 16

4 SUMMARY OF COMPENSATION & BENEFITS

Compensation & Benefits 4.1 16

Vacations 4.2 16
Holidays 4.3 17
Sick Leave – Short and Long Term 4.4 18
Family Responsibility & Compassionate Care Leave 4.5 18
Maternity & Parental Leave 4.6 19
Bereavement Leave 4.7 19
Travel & Expenses 4.8 19

5 SUMMARY OF COMMUNICATIONS & TECHNOLOGY

Company Provided Telephone & Cellular Telephones 5.1 20

Technology Resources Use and Privacy 5.3 20

6 SUMMARY OF FACILITIES

Health and Safety 6.1 22

Smoking 6.2 22
Workplace Security 6.3 22
Inclement Weather 6.4 23
Bio-security 6.5 23

7 CONCLUSION 23
1.1 WHAT IS A HANDBOOK?

Cooke Aquaculture Inc. is an organization that is “Refusing to go with the flow”. We therefore
go “upstream” and cannot do this without the help and commitment from our employees. We
endeavour to “grow”…and our business is growing. We will “GROW FISH” with employee’s
help and commitment – “Great Results Originate When Flowing in Successful Harmony”

This employee handbook is a summary of the Cooke Aquaculture Inc. / Kelly Cove Aquaculture
Grow Fish Policy Manual. Where interpretations are required, the actual policies will be
required. A policy manual is available for you to view at your leisure. Should you not be given
access to the actual policy manual, please contact Human Resources.

1.2 BACKGROUND AND DESCRIPTION OF EMPLOYER

This handbook is intended for Cooke Aquaculture Inc. and all Canadian subsidiaries and
locations.

We hope you will enjoy your work here, and wish to take this opportunity to extend our best
wishes for a successful career with our organization. This handbook reflects our belief that good
communications with our employees and customers is a major catalyst in our long range success
and growth as we “GROW FISH” together.

2.1 EQUAL OPPORTUNITY

Unlawful Discrimination is prohibited

Cooke Aquaculture Inc. is an equal opportunity Employer and makes employment decisions on
the basis of merit.

In accordance with applicable law, Cooke Aquaculture Inc. prohibits discrimination based on
race, color, religion, national origin, ancestry, place of origin, age, physical disability, mental
disability, marital status, sexual orientation or sex or any other consideration protected by
provincial laws. All such discrimination is unlawful.

We are committed to equal opportunity employment, which applies to all persons involved in the
operations of Cooke Aquaculture Inc. and prohibits unlawful discrimination by any employee,
including managers, supervisors and co-workers.

To comply with applicable laws ensuring equal employment opportunities to qualified

individuals with disabilities, Cooke Aquaculture Inc. will make reasonable accommodations for
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the known physical or mental limitations of an otherwise qualified individual with a disability
who is an applicant or an employee unless undue hardship would result.

If you require an accommodation in order to perform the essential functions of your job, you
should contact your manager/supervisor and request such an accommodation. You should
specify what accommodation you need to perform your job. If the accommodation is reasonable
and will not impose an undue hardship, Cooke Aquaculture Inc. will make the accommodation if
possible. We may also propose an alternative accommodation(s).

Reporting Procedures
If you believe you have been subjected to any form of unlawful discrimination, or if you are
aware of an incident of discrimination involving another employee, please provide a written or
verbal report to your manager/supervisor or to the Human Resources Department. The report
should be specific and should include the names of the individuals involved and the names of
any witnesses.

Protection against Retaliation

Applicable law also prohibits retaliation against you by another employee or by Cooke
Aquaculture Inc. for reporting, filing, testifying, assisting or participating in any manner in any
investigation, proceeding or hearing conducted by Cooke Aquaculture Inc. or a provincial
enforcement agency.

2.2 ORGANIZATIONAL CHANGES AND RECRUITIMENT – INTERNAL

AND EXTERNAL

Cooke Aquaculture Inc. believes in career development and promotion from within. However,
to ensure that we select the most qualified candidates, we use a rigorous recruitment and
selection process, which recognizes equal opportunity and is based on merit. While we will
strive to consider internal candidates first, there may be times, due to business conditions when
we need to conduct an external recruitment process immediately, without first reviewing internal
candidates and posting the vacancy. Managers must discuss this process with Human Resources
prior to proceeding.

When an approved position becomes vacant, a recruitment process begins. This process may
consist of any or all of the following steps as deemed necessary by the hiring manager and the
Human Resources department:

• placing a job advertisement and/or using an internal job posting

• advertisements – internal or external are to be coordinated with the Human Resources
department
• candidates must submit a résumé, application form or both
• interviewing candidates are to be interviewed by the hiring manager and at least one
other manager in the company
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• Candidates must be tested on their skills and/or personalities using as series of testing
tools. Managers, in consultation with Human Resources must determine which
testing tools will be used
• a minimum of a background and reference checks (2 for management/administration
and 1 for other employees) must be conducted prior to making an offer of
employment
Internal Recruitment

In order to promote career development and internal promotions, vacant positions will be offered
to internal employees when possible.

In most circumstances, positions will be posted and a competition opened internally, externally
or both. However, we may not always open a competition. When there is a clear internal
candidate, when someone has acted in the capacity before or when an employee is being
promoted as part of succession planning objectives, the company may not follow the formal
posting process.

In order to be selected for a position, you must proceed through the same hiring process as
external candidates and must be fully qualified. In assessing your qualifications, your past
performance in positions with Cooke Aquaculture Inc. / Kelly Cove Aquaculture will be
considered in addition to any past performance with other Employer(s).

2.3 HIRING RELATIVES & PERSONS IN A CLOSE PERSONAL

RELATIONSHIP

A familial or close personal relationship among employees can create an actual or at least a
potential conflict of interest in the employment setting, especially where one supervises another.
To avoid this problem, Cooke Aquaculture Inc. may refuse to hire or advance such a person in a
position where the potential for favouritism or conflict exists.

It will always be considered a conflict for a spouse to be in direct supervision, or within the
same supervisory line of authority of another. A spouse can be employees who marry, who
live in the same household or are in a relationship as if they were married.

Should a situation arise whereby a potential conflict of interest may exist regarding employee
relationships, Cooke Aquaculture Inc. will attempt to find a suitable position within the company
to which one of the employees may transfer into. If this cannot be accommodated, one of the
employees may be asked to resign.

Exceptions to this policy will be considered for summer or temporary employment not exceeding
4 months.
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2.4 PROBATIONARY PERIOD

Upon hiring, most employees will be on probation for the first Ninety (90 calendar days) of
employment with the Company (no benefit coverage during probationary period). During and
prior to the end of the probationary period, your performance will be reviewed and the decision
will be made whether or not to continue your employment.

2.5 WORKING HOURS AND SCHEDULES

Your manager/supervisor will assign your individual work schedule. You are expected to be
present at the start of your scheduled shift, ready to perform your work. It is understood that
work schedules and rotation may change as we must be flexible in order to maintain customer
satisfaction.

2.6 JOB DUTIES

Job responsibilities may change at any time during your employment. You may be asked to
work on special projects or to assist with other work important to the operation of your
department or within Cooke Aquaculture Inc.

2.7 TRAINING, DEVELOPMENT AND EDUCATION ASSISTANCE

You or your manager/supervisor may identify training or educational programs that will enhance
your personal or professional development. The training should be directly related to the
employee’s present position or should enhance the employee’s qualifications to assist in further
advancement within the company.

We encourage you to take advantage of all learning opportunities and will reimburse the fees for
pre-approved programs. Each program will be assessed on an individual case-by-case basis.
Approval must be obtained by your manager /supervisor at least 30 days prior to the date of the
course.

Managers/supervisors must discuss the training opportunity with Human Resources for courses
that exceed $500 in cost prior to giving any approvals. If you resign from Cooke Aquaculture
Inc. / Kelly Cove Aquaculture within one (1) year after completing the program, you must
reimburse us for any amounts paid to you. This does not apply to courses that we instruct you to
take.
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2.8 PROCEDURE FOR COMPLAINTS AND SUGGESTIONS

At some time during your employment, you may have a complaint, suggestion, or question about
your job, your working conditions or the treatment you are receiving. We ask that you take your
concerns first to your manager/supervisor, following these steps:

• Within a week of the occurrence, bring the situation to the attention of your
immediate manager/supervisor, who will investigate and propose a solution or offer
an explanation.
• If the problem is not resolved, you may put it in writing and present it to Human
Resources, who will investigate and propose a solution or explanation.
• Human Resources who will attempt to reach a final resolution. (If the subject of your
complaint is your supervisor or manager, please go directly to Human Resources)

2.9 EMPLOYEE RECORDS

The information recorded in your employee file is extremely important. Make sure that the
personal data in the file is accurate and up to date. Please report any change of address, phone
number, etc., in writing to your manager/supervisor immediately.

2.10 VOLUNTARY TERMINATIONS, EXIT CHECKLISTSAND EXIT

INTERVIEWS

If you decide to leave your employment with Cooke Aquaculture Inc., we ask that you give us at
least two weeks’ written notice, or any other notice period as specified in your Employment
Contract. This will give us the opportunity to make the necessary adjustments in our operation.

All Company-owned property (e.g. keys, computers, access cards, passwords, identification
badges, credit cards, vehicles) must be returned on or before your last day of employment, or as
directed.

2.11 REFERENCES

All requests for references must be directed to the Payroll/Human Resource Department.
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2.12 ACCOMMODATING SPECIAL NEEDS

We are committed to providing you with a work environment that allows you to achieve your
greatest potential. We recognize you may require accommodation measures, with respect to
disabilities, religion and other protected grounds under human rights legislation, to achieve your
potential. For this reason, Cooke Aquaculture Inc. is committed to reviewing your legitimate
accommodation needs and will implement and support appropriate accommodation measures
wherever possible and short of undue hardship.

We require your support of all employees in the workplace for the success of accommodation
measures.

2.13 TIME OFF FOR VOTING

You are encouraged to vote. By law, you are entitled to three (3) consecutive hours, while the
polls are open to vote. If the hours of work do not allow for this, you will be granted enough
time off, with pay to ensure you have three (3) hours to vote.

3.1 PROHIBITED CONDUCT

The following listed conduct is prohibited and will not be tolerated. This list of prohibited
conduct is illustrative only. This type of prohibited conduct may amount to "just cause" for the
immediate termination of your employment. Other types of conduct detrimental to security,
personal safety, employee welfare and Company interests are also prohibited.

1. Falsification of employment records, employment information, or any other work

records
2. Possessing, distributing, selling, transferring, using or being under the influence
of alcohol, an illegal drug, or a controlled substance during regular work hours
and/or while representing the Company at events.
3. Dishonesty, theft, deliberate or careless damage of any Company property or the
property of any employee or customer
4. Removing or borrowing Company property without prior authorization
5. Unauthorized use of Company equipment, time, materials, or facilities
6. Taking, improperly copying or otherwise, misusing Company information, including
employment records, customer information and business records
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7. Provoking a fight or fighting during working hours or on Company property or while

representing the Company
8. Bringing firearms or any other dangerous weapons or materials onto Company
property at any time
9. Engaging in criminal conduct at any time whether or not related to job performance
10. Insubordination, including but not limited to failure or refusal to obey instructions or
the use of abusive or threatening language
11. Failure to notify your manager/supervisor when unable to report to work
12. Unexcused absences, incidents of tardiness or failure to observe working schedules
13. Abuse of paid leave
14. Failure to provide a physician’s certificate when requested or required to do so
15. Failing to abide by our Human Resource policies
16. Unacceptable performance standards
17. Obscene conduct on Employer property
18. Harassment of your co-workers, supervisors, manager/supervisors, suppliers or
clients of the Employer
19. Intoxication or impairment in the workplace
20. Repeated, unwarranted lateness, absenteeism or failure to report to work

3.2 EMPLOYEE DISCIPLINE

If you violate our policies, you may be subject to discipline or termination. Our disciplinary
procedures may include:

• warning notices (verbal or written, depending on the nature and gravity of the
offence)
• suspension
• termination
The type of discipline we will impose will depend on the nature of the problem and with your
disciplinary record. If the matter is serious, we may proceed directly to a higher level of
discipline or to termination. You may be terminated if repeated efforts to correct your conduct
fail or you have committed a first offence of a serious nature.
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3.3 SEXUAL AND OTHER UNLAWFUL HARASSMENT

In accordance with applicable law, Cooke Aquaculture Inc. prohibits sexual harassment and
harassment because of race, colour, religion, national origin, ancestry, place of origin, age,
physical disability, mental disability, marital status, sexual orientation or sex, or any other basis
protected by provincial law. All such harassment is unlawful and will not be tolerated.

Sexual Harassment
The following is a partial list of unacceptable and unlawful sexual harassment behaviour:

• Unwanted sexual advances

• Making or threatening reprisals after a negative response to sexual advances
• Visual conduct: leering, making sexual gestures, displaying sexually suggestive
objects or pictures, cartoons or posters
• Verbal conduct: making or using derogatory comments, epithets, slurs, sexually
explicit jokes, comments about an employee’s body or dress
• Verbal sexual advances or propositions
• Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s
body, sexually degrading words to describe an individual, suggestive or obscene
letters, notes or invitations
• Physical conduct: touching, assaulting, impeding or blocking movements
• It is unlawful for males to sexually harass females or other males, and for females to
sexually harass males or other females. Sexual harassment on the job is unlawful
whether it involves co-worker harassment, harassment by a manager/supervisor, or by
persons doing business with or for the Company
Reporting Procedure
The Company Reporting Procedure provides for an immediate, thorough and objective
investigation of any harassment claim, appropriate disciplinary action against one found to have
engaged in prohibited harassment, and appropriate remedies to any victim of harassment. You
may have a claim of harassment even if you have not lost a job or some economic benefit.

If you believe you have been harassed on the job, or if you are aware of the harassment of others,
provide a written or verbal report to your manager/supervisor or Human Resources as soon as
possible. The report should include details of the incident(s), the names of individuals involved,
the names of any witnesses, direct quotes when relevant, and any documentary evidence (notes,
pictures, cartoons, etc.).

Protection against Retaliation

Cooke Aquaculture Inc. / Kelly Cove Aquaculture also prohibits retaliation against any
employee. Retaliation against an individual for reporting allegations of harassment will be
 – 12 –

investigated promptly. If a report of retaliation is verified, appropriate disciplinary action, up to

and including termination from employment, will be taken.

Liability for Sexual and Other Harassment

If you are found to have engaged in unlawful harassment, you will be subject to disciplinary
action up to and including termination from employment.

3.4 WORKPLACE VIOLENCE

Cooke Aquaculture Inc. / Kelly Cove Aquaculture is committed to providing a safe and healthy
working environment for its employees, visitors and contractors. Any person on Cooke
Aquaculture Inc. / Kelly Cove Aquaculture property is protected from violence caused by others.
Any acts of violence will not be tolerated.

This includes, but is not limited to, the following behaviours and situations which involve or
affect the Company, or which occur on Company property or while representing the Company:

• Threats, any actual or implied, ether seriously or in jest, made to you family, friends,
associates or property with physical harm
• Any act of physical violence
• Threatening physical or aggressive contact directed toward you
• Verbal or physical assaults
• Name calling
• The intentional destruction or threat of destruction of Company property or another’s
personal property
• Harassing or threatening phone calls, letter or e-mails
• Surveillance
• Veiled threats of physical harm or like intimidation
• Swearing
• Hitting, biting, or scratching
• Possession or use of a weapon on Company property
• Assault and batter
• Threats of suicide
• Violation of a restraining order
• Stalking

Violations of this policy will lead to disciplinary and/or legal action as appropriate.
 – 13 –

Enforcement
If you believe threats or acts of violence have been made against you or others, you should report
the details of the incident(s) to your manager/supervisor and/or Human Resources as soon as
possible.

Manager/Supervisor Responsibilities
• Recognize and respond to warnings
• Remove employee.
• Contact police when necessary.
• Document facts, not opinions.
• Report immediately to Human Resources
Employee Responsibilities

• Report any concerns promptly to your immediate supervisor/manager, or to Human

Resources.
• Remain calm and avoid contact with the person in question

3.5 DRUG AND ALCOHOL USE

The use of alcohol, illegal drugs, intoxicants, and controlled substances whether on or off duty,
can impair your ability to work safely and efficiently. Cooke Aquaculture Inc. / Kelly Cove
Aquaculture prohibits the use of these substances to the extent that they affect, or have the
potential to affect, the workplace.

Cooke Aquaculture Inc. / Kelly Cove Aquaculture will not jeopardize your safety, the safety of
other employees, our customers, the public, and Employer operations due to an individual’s poor
judgment. Accordingly, the Company prohibits the following:

• Possessing, using, or being under the influence of alcohol or an illegal drug,

intoxicant, or controlled substance during working hours or while representing
the Employer
• Operating a vehicle owned or leased by Cooke Aquaculture Inc. / Kelly Cove
Aquaculture while under the influence of alcohol or an illegal drug, intoxicant, or
controlled substance
• Operating any vehicle while under the influence of alcohol or an illegal drug,
intoxicant, or controlled substance, while on Company business
• Distribution, sale, manufacture, or purchase-or the attempted distribution, sale,
manufacture, or purchase-of an illegal drug, intoxicant, or controlled substance during
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working hours, while on Company business or while on premises owned or occupied

by Cooke Aquaculture Inc. / Kelly Cove Aquaculture
If you violate this policy, you will be removed from the workplace immediately. Cooke
Aquaculture Inc. / Kelly Cove Aquaculture may also bring the matter to the attention of
appropriate law enforcement authorities. Any conviction for criminal conduct involving illegal
drugs, intoxicants, or controlled substances, whether on or off duty, or any violation of this
policy, may lead to disciplinary action, up to and including termination.

The use of prescription drugs and/or over-the-counter drugs may also affect your job
performance and seriously impair your value to the Employer. You are not required to identify
any medications or the underlying illness you have. However, you are responsible for the
safekeeping of all medications taken during working hours. If you are using prescription or
over-the-counter drugs, which may impair your ability to safely perform your job or may affect
the safety or well-being of others, you must advise the Company if there is a safety concern.

On occasion, manager/supervisory, executive, and sales staff may entertain customers during
work hours or after work hours as representatives of the Company. These occasions may include
lunches, dinners, and business conferences. On these occasions, only the moderate and limited
use of alcoholic beverages is acceptable.

Company sponsored functions at outside facilities will not serve alcohol.

3.6 ATTENDANCE

As an employee of Cooke Aquaculture Inc. / Kelly Cove Aquaculture, you are expected to be
regular in attendance and punctual. A pattern of tardiness or absence may cause problems for
your fellow employees and your manager/supervisor. Excessive absenteeism or tardiness may
lead to disciplinary action, up to and including termination of employment. Other patterns of
absence or tardiness - regardless of the exact number of days, or reasons, may warrant
disciplinary action.

3.7 CONFLICT OF INTEREST

Public Appearance
You may not make any public appearances or publish any documents in which you appear to be
representing Cooke Aquaculture Inc. / Kelly Cove Aquaculture, without prior approval from
your manager/supervisor.

You may not use Company letterhead for personal correspondence. You may not speak to the
media on behalf of the Company. All media requests must be directed to the Office of the
Director of Communications.
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3.8 DRIVING SAFETY

If you have to use your vehicle for work-related activities, please observe safe driving practices.
This includes using seat belts and obeying speed limits, traffic signs and signals. You should
only drive an Employer vehicle with a valid driving license and appropriate insurance card.
Smoking is not permitted in Employer vehicles.

3.9 CONFIDENTIALITY

Information about the Company, our employees, customers, suppliers and vendors is to be kept
confidential and divulged only to individuals within Cooke Aquaculture Inc. / Kelly Cove
Aquaculture, with a need to receive, and authorized to receive, such information.

DRESS CODE

You should always present yourself in a neat and clean manner.

4.1 COMPENSATION AND BENEFITS

General
Pay and benefits are subject to deductions such as income tax and any other deductions pursuant
to law, government regulations or by your consent.

Benefits
Permanent, full-time employees must participate in our group benefits program. To be eligible,
you must complete any waiting periods dictated by the terms of the plan. Details of the benefits
program are found in the benefits booklet, which is provided to you by the insurance company.

Eligible dependents include spouse, common-law spouse (cohabitating for at least 1 year),
dependent, unmarried children under 21 and between 21 – 25 if in full time attendance at school.
Benefits will continue for an approved leave of absence for a maximum period of one (1) year.

A summary of coverage can be found in your employee benefits booklet which is issued by the
insurer.
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4.2 VACATIONS

Vacation year is based on anniversary dates. If you are a full-time employee, paid vacation with
time off will be as follows:

year’s of service: the lesser of:

less than one year 4% wages or one day for each completed
month of work
after one (1) year 2 weeks or 4% wages for previous year
after five (5) years 3 weeks or 6% wages for previous year
after ten (10) years 4 weeks or 8% wages for previous year

You may not take more than two weeks of vacation at a time, unless there are extenuating
circumstances and you obtain prior approval from your manager/supervisor. It is mandatory to
take a minimum of 5 days of your earned vacation cumulatively. You may only carry forward
one non-cumulative week of vacation into the next year, provided prior approval has been
obtained from your manager/supervisor.

Any absences from work in excess of one (1) month (with the exception of Maternity/Parental
Leave); will not be included in the employee’s years of service for calculating vacation
entitlement.

4.3 HOLIDAYS

Full-time employees will receive the following 10 holidays off with pay:

New Year's Day

Good Friday
Victoria Day
Canada Day
New Brunswick Day (NB only); or Civic Holiday (parts of NS only);
Labour Day
Thanksgiving Day
Remembrance Day
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Christmas Day
Boxing Day

4.4 SICK LEAVE – SHORT AND LONG TERM

SHORT TERM (LESS THAN 120 DAYS)

Absence from work for reason of sickness for periods longer than three (3) consecutive business
days will require a letter from your attending physician stating the expected return to work date.
Absence from work for reason of sickness for periods longer than two (2) weeks requires the
employee to apply for Employment Insurance (E.I) sick benefits.

LONG TERM DISABLITIY (BEYOND 120 DAYS)

Long Term Disability is an insured plan with an insurance carrier designed to provide eligible
employees with a stream of income if their disability extends beyond 120 days, provided the
disability is approved by the insurance carrier as per their policy.

Should the disability extend beyond a period of one (1) year, and the employee continues to be
absent from work, the job may be filled, at the discretion of the Company. Should the employee
later be able to return to work, the Company will make every effort to find a comparable position
if the original position is no longer available.

Other Company benefits will continue to a maximum of one (1) year, at normal cost sharing
arrangements. All company benefits will be suspended after this period.

4.5 FAMILY RESPONSIBILITY AND COMPASSIONATE CARE LEAVE

Family responsibility leave allows you time to make arrangements for the health, care, and
education of a person in a close family relationship with you. "Close family relationship"
means the relationship between persons who are married to one another, between parents and
their children, between siblings, and between grandparents and their grandchildren and includes
a relationship between persons who, though not married to one another and whether or not a
blood relationship exists, demonstrate an intention to extend to one another the mutual affection
and support normally associated with those relationships first mentioned.

You are eligible for up to three (3) days' leave per year without pay in the circumstances set out
above. If you are seeking such a leave, you must advise your manager/supervisor as soon as
possible.

COMPASSIONATE CARE LEAVE

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Compassionate care leave allows you to care for a seriously ill child, parent or spouse who is
deemed to be of “significant risk of death within six months” by a medical practitioner.

Should you have a family member in the above situation, you will be eligible for up to 8 weeks
off without pay during the six month period. During this period, you must apply for EI
Compassionate Care Leave benefits. These benefits, provided you are eligible, provide you with
6 weeks of EI benefits following the regular 2 week waiting period. Benefits will terminate
when the 8 weeks have been exhausted or when the family member receiving the care dies.
Cooke Aquaculture Inc. / Kelly Cove Aquaculture will require proof of acceptance from EI to
ensure you are in receipt of EI benefits.

4.6 MATERNITY & PARENTAL LEAVE

Maternity Leave

A pregnant employee, with a minimum of one (1) year of service with Cooke Aquaculture Inc. /
Kelly Cove Aquaculture, is entitled to an unpaid leave of absence for seventeen (17) weeks.
This leave can begin up to sixteen (16) weeks prior to the expected date of confinement and must
include the week after delivery. Employees who are eligible are entitled to receive EI benefits
for a fifteen week period with a regular two (2) week waiting period.

Parental/Adoption Leave

An employee of either sex, with a minimum of one (1) year of service with Cooke Aquaculture
Inc. / Kelly Cove Aquaculture, is entitled to an unpaid leave of absence for up to fifty-two (52)
weeks. The leave is available with respect of either a birth or adoption of a child. If the mother
is taking the maternity leave as described above, the maximum combined leave is for fifty-two
(52) weeks. If maternity leave does not apply, the parental leave begins upon the birth of the
child or the arrival of the child at the home.

Benefits

Employees will have the option to continue group insurance benefits while on leave(s). The
Company will continue to pay its share of the contributions, provided the employee continues to
pay his/her share of the contributions.

4.7 BEREAVEMENT LEAVE

Full-time employees are eligible for up to two (2) days' leave with pay for bereavement in the
event of the death of a spouse/life partner, mother, father, guardian, child, brother, sister,
grandparent, grandchild, mother-in-law, father-in-law, brother-in-law, or sister-in-law. An
additional three (3) consecutive days’ leave without pay can also be taken, provided the leave is
 – 19 –

taken during the period of bereavement and to begin not later than the day of the funeral or
memorial service.

One (1) day of paid leave will be granted following the death of a son-in-law, daughter-in-law, or
person residing in your household or with whom you permanently reside (plus one (1) additional
paid day if you are a pallbearer). An additional four (4) consecutive days’ leave without pay can
also be taken, provided the leave is taken during the period of bereavement and to begin not later
than the day of the funeral or memorial service.

4.8 TRAVEL & EXPENSES

Cooke Aquaculture Inc. / Kelly Cove Aquaculture will reimburse employees for all reasonable
business expenses incurred on Company business.

All flights, hotel and car arrangements should be used according to lowest cost alternatives for
the standards of the travel. No travel should be selected based on frequent flyer points. Receipts
are required for all expenses in excess of $10.00.

The Company will pay for the use of employee owned automobiles at a rate of $.32 per
kilometre.

5.1 COMPANY PROVIDED TELEPHONES AND CELLULAR

TELEPHONES

Personal calls, both incoming and outgoing should be limited to brief and necessary calls.
Personal long-distance calls should be charged to your home telephone or personal credit card.

Cellular Telephones and/or Pagers

Cellular telephones will be made available to employees who travel on company business or
employees who need to be reached after hours. Cellular telephones are intended for business
use. Cellular calls will be monitored and excessive personal use will not be allowed.
 – 20 –

5.2 TECHNOLOGY RESOURCES USE AND PRIVACY

Cooke Aquaculture Inc. / Kelly Cove Aquaculture provides various Technology Resources to
authorized employees to assist in performing job duties. You have a responsibility to use the
Technology Resources in a manner that increases productivity, enhances the Company’s public
image, and is respectful of other employees. Failure to follow the policies regarding Technology
Resources may lead to disciplinary measures, up to and including immediate termination of
employment.

Appropriate Use

Cooke Aquaculture Inc. / Kelly Cove Aquaculture’s Technology Resources are to be used only
for the purpose of conducting Employer business. You may, however, use the Company’s
Technology Resources for the following incidental personal uses so long as such use does not
interfere with your duties, is not done for financial gain, does not conflict with the business, and
does not violate any Company policy.

• To send and receive necessary and occasional, non work-related communications

• To prepare and store incidental non work-related data (such as personal calendars,
personal address lists, and similar incidental personal data) in a reasonable manner
• To use the telephone system for brief and necessary, non work-related calls; and
• To access the internet for brief non work-related searches and inquiries during meal
times or other breaks, or outside of work hours, provided that you adhere to all other
usage policies.
Improper Use
Prohibition against Harassing, Discriminatory and Defamatory Use

Under no circumstances are you permitted to use Company Technology Resources to transmit,
receive, view, or store any information that is discriminatory, harassing, or defamatory in any
way (e.g., sexually-explicit or racial messages, jokes, cartoons or images).

Prohibition against Violating Copyright Laws

You must not use the Company’s Technology Resources to copy, retrieve, forward or send
copyrighted materials unless you have the author’s permission or is accessing a single copy only
for your reference.

Other Prohibited Uses

You may not use any of the Company’s Technology Resources for any illegal purpose, violation
of any Company policy, or in any way that discloses confidential or proprietary information of
the Company or third parties, or for personal or financial gain.
 – 21 –

Passwords
Passwords are intended to prevent unauthorized access to information. Passwords do not confer
any right of privacy upon any employee of the Company. You must not share passwords and
must not access co-workers’ systems without express authorization.

The Internet and Online Services

Under no circumstances are you permitted to use the Company’s Technology Resources to
access, download, or contribute to the following:

• Gross, indecent, or sexually-oriented materials

• Gambling sites; or
• Illegal drug-oriented sites
Confidentiality
Some of the information to which the Company has access is confidential.

Monitoring
The Company may monitor both the amount of time spent using on-line services and the sites
visited by you. The Company reserves the right to limit such access by any means available to it,
including revoking access altogether.

Software Use
No software is to be installed or used that has not been duly paid for and licensed appropriately
for the use to which it is being put.

Confidential Information
The Company is very sensitive to the issue of protection of trade secrets and other confidential
and proprietary information of both the Company and third parties (“Confidential Information”).
Therefore, you are expected to use good judgment and to adhere to the highest ethical standards
when using or transmitting Confidential Information on the Company’s Technology Resources.

6.1 HEALTH AND SAFETY

Your health and safety and of others on Company property are of critical concern to the
Company. We strive to attain the highest possible level of safety in all activities and operations.
Cooke Aquaculture Inc. / Kelly Cove Aquaculture will take every precaution reasonable to
prevent injury, sickness, disease, death, work interruptions, fire, and destruction of equipment,
materials and property. The Company intends to comply with all health and safety laws
applicable to our business.
 – 22 –

You should familiarize yourself with all safety rules and guidelines, as strict compliance will be
expected.

6.2 SMOKING

The Company maintains a smoke-free working environment. Smoking is not allowed in any
building. As a courtesy to those that may be adversely affected by cigarette smoke, please abide
by this policy.

This policy covers the smoking of any tobacco products and applies to both you, as an employee,
and non-employee visitors of the Company. Visitors will be informed of this policy by their
Company host. Violations of this policy will be handled through the standard disciplinary
procedure.

6.3 WORKPLACE SECURITY

Security of Company facilities as well as the welfare of our employees and customers requires
that every individual be constantly alert to security risks. In this regard, please note the
following:

• Immediately notify your manager/supervisor and the security guard, if present, of

suspicious persons, or persons acting in a suspicious manner, in or around the facility
• Immediately notify a manager/supervisor of the loss of keys, security passes or
identification badges
• Do not lend keys, security passes, or identification badges to anyone who is not
authorized to possess them
• Do not disclose computer passwords, electronic door codes, or any other security
access information to anyone who is not authorized to have that information.

6.4 INCLEMENT WEATHER

We are a provider of goods and services and it is necessary for the Company to be open to
provide maximum customer service. In the event that heavy snow or other disabling weather
occurs during non-working hours and you hear nothing by 7:00 a.m., you should assume that we
would be open as usual you are expected to be in attendance.
 – 23 –

6.5 BIOSECURITY

Bio-security is a concern to Cooke Aquaculture Inc. / Kelly Cove Aquaculture Bio-security

measures will prevent infections in our fish to keep them healthy. As a result, employees shall
not visit another area of the operation in the company (hatchery to cage sites, plant to net shop
etc.), unless directed by a supervisor to do so. All disinfection protocol required will be
explained prior to the visit or upon return.

All quality information at each location is contained in HACCP policies and must be adhered to
at all times.

7 CONCLUSION

Company policies and employee benefits have been treated only briefly in this Employee
Handbook.

For a full review of Company policies, you should familiarize yourself with the Cooke
Aquaculture Inc. / Kelly Cove Aquaculture “Grow Fish” Policy Manual

If you have any questions or want more information, contact your manager/supervisor. Your
Human Resource Director will also be happy to help you with any questions.