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Revised August 2015 Page 3 IMPORTANT NOTICE - DISCLAIMER An interesting and challenging experience awaits you as an employee of Replacement Parts Inc. (RPI). To answer some of the questions you may have concerning the Company and its policies, we have written this handbook. Please read it thoroughly and retain it for future reference. RPI operates in multiple states, we cannot list every situation where state and local laws and regulations may differ from those listed in this handbook. Additionally, such laws and regulations are constantly changing. While RPI makes every effort to keep this handbook up to date to ensure compliance with changes in the law, there may be times when a discrepancy exists between what's stated in this handbook and applicable law. Of course, in such instances, the applicable law will always govern and supersede the handbook. We wish you much success in your position and hope that your employment relationship with RPI will be a rewarding experience. The policies stated in this handbook are guidelines only and, with the exception of our policy on at-will employment, are subject to change at the sole discretion of RPI, as are all other policies, procedures, benefits, and other programs of RPI. From time to time, you may receive updated information concerning changes in policy. If you have any questions regarding any policies, please ask your supervisor or a member of our human resources department for assistance. This handbook is not a contract, express or implied, guaranteeing employment for any specific duration. Although we hope that your employment relationship with us will be long term, either you or RPI may terminate this relationship at any time, for any reason, with or without cause or notice. Please understand that no supervisor, manager, or representative of RPI other than the President or Chairman of the Company, has the authority to enter into any agreement with you for employment for any specified period of time or to make any promises or commitments contrary to the foregoing. Further, any employment agreement entered into shall not be enforceable unless it is in a formal written agreement and signed by the President or Chairman of the Company. Please also understand that no supervisor, manager, or other representative of RPI has the authority to make any verbal promises, commitments, or statements of any kind regarding RPI's policies, procedures, or any other issues that are legally binding on the Company. Nothing in this handbook is intended to interfere with the rights of any employees to engage in protected concerted activity, either with coworkers or others, or any other rights provided under the National Labor Relations Act. To the extent that conduct is protected under the National Labor Relations Act, this handbook does not prohibit it.

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