November 28, 2022

Adebayo Oluwafemi Festus

AGUS LI
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Passport No: A11881437
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AGRIC

ITED

No 18, Adebesin Ifo,

Lagos State,
AL

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RTA A NAD
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AGRIC-MAGUS
L I M I T E D

Dear Adebayo Oluwafemi Festus,

On behalf of AGRIC-MAGUS LTD, I am pleased to offer you position of General Farm Works
effective April 17, 2023.

The following outlines the terms of the employment agreement:

• The compensation for this position will be $43,948.80 annually. Your performance and
compensation will be reviewed annually.
• Your employment is subject to a three-month probationary period. This period of time allows
you and Agric-Magus Limited to determine if the position is suitable for you. If the
company decides to discontinue employment within this probationary period, you will be
entitled to reasonable notice as outlined in the Employment Standards Act.
• You will be paid on a direct deposit weekly basis at rate of $915.60

You will be entitled to receive 28 days paid days of vacation annually. Your vacation will be
prorated in the first year to your start date.

• Upon successful completion of three (3) months of continuous employment, you will
be invited to participate in our Company benefit package that consists of a fully employer
sponsored.

• During your employment, you will report directly to Crops Supervisor You will be
expected to carry out the duties assigned to you in a competent and efficient fashion.

Although it is difficult to contemplate ending our relationship when it is just beginning, it helps both
of us to determine our respective obligations ahead of time. Therefore, your employment may cease
under any of the following circumstances:
1. You may resign from your employment by giving us not less than two weeks' notice in writing.
2. We may terminate your employment foryt/sf cause at any time without notice, pay in lieu of
notice, or severance pay, or other liability ; or

102 -1345 Edger Industrial (450) 9140894

(450) 8000741 [email protected]
Cres - Red Deer Alberta - Canada
3. We may terminate your employment in our sole discretion without cause, by providing you
with written notice or pay in lieu of notice that complies with the Employment Standards
Act, 2000 ("ESA"). The notice provisions are:
• Within the three month probationary period: no notice
• Between three months and less than two years: one week
• Two years or more and less than four years: two weeks

If your entitlement to notice and severance pay under the ESA exceed those set out above, the
provisions under the ESA will govern. Any payments made pursuant to the above provisions are in
full satisfaction of any amounts owing to you including statutory entitlements and common law
damages
This offer of employment is conditional upon the following:

• Clear Criminal Record check.

• Complete submission of Agric-Mugus Limited Application of Employment form
• Signature on Acknowledgment of Understanding - Agric-Mugus Limited Policies
and Procedures
• Signature on Acknowledgment of Understanding - Agric-Mugus Limited Employee
Handbook
• Sign off on Agric-Mugus Limited Confidentiality Statement

Please signify your acceptance of this letter by signing the original of this letter where indicated
below, and send it through your Recruitment Agency

We look forward to the opportunity to have you join our team and look forward to your response.
Sincerely,

Snr. Jannes Robert

Director of Agricbusiness

Acceptance
I accept the terms of employment set forth in this letter:

Name:_________________________________________________

Date:__________________________________________________
 AGUS LI
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EMPLOYMENT AGREEMENT
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M
AGRIC

ITED
AL

BE
A

RTA A NAD
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th
AGRIC-MAGUS THIS AGREEMENT made this 28 day of November , 2022 ,
L I M I T E D

BETWEEN
AGRIC - MAGUS LTD
102 -1345 Edger Industrial Cres - Red Deer Alberta - Canada
- and -
Adebayo Oluwafemi Festus [Crops Supervisor]
Nigeria Citizen

(Passport No)
A11881437

(hereinafter referred to as the Employee)

WHEREAS;

The Employer agrees to employ Adebayo Oluwafemi Festus as Crops

Supervisor and employee hereby accepts employment with the Employer.

NOW THEREFORE IN CONSIDERATION of the bilateral understanding

contained below and for other good and valuable consideration, the receipt and
sufficiency of which are acknowledged, the parties agree that the employment
of the Employee by the Employer shall be in accordance with the following terms
and conditions:

102 -1345 Edger Industrial (450) 9140894

(450) 8000741 [email protected]
Cres - Red Deer Alberta - Canada
1. JOB DESCRIPTION
The Employee shall provide services to the Employer as described in the job description,
attached to this Agreement as Schedule A. The Employer may amend the job description
from time to time, upon reasonable notice to the Employee.

2. TERM
th
2.1 This Agreement shall be deemed to have commenced on the 28 of November 2022
shall supersede any earlier agreements, and shall continue until terminated.

3. REMUNERATION
3.1 The Employer shall remunerate the Employee for his/her services under this
Agreement at the starting wage of $16:35 per hour plus statutory benefits.
3.2 Outside of regular hours of service, Special Arrangements* may be negotiated under
this Agreement between the Employer and the Employee. Under Special
Arrangements, an hourly wage rate will not apply and the Employee will be
remunerated as follows:
3.3 [If you require Special Arrangements; (e.g., paying someone to sleep over or be on
call with a pager), make it clear, when you write this Section, that the Employee's
remuneration for Special Arrangements is separately negotiated and outside the
regular hourly wage established in Section 3.1 above. In other words, an employee
cannot claim an hourly wage AND collect a lump sum payment while sleeping over.]
3.4 The Employer may review and re-calculate the Employee's wage at the beginning of
each calendar year, taking into consideration, among other factors, funding available
to the Employer to employ the Employee, cost of living, length of service, and
performance
3.5 Wages due to the Employee shall be paid on every second Friday for hours worked up
to and including the previous Sunday.
3.6 Deductions and Contributions:
a. The Employer shall withhold from each payment the statutory deductions for
Employment Insurance and Canada Pension Plan premiums, and Federal and
Provincial income tax.
b. The Employer shall make the required Employer contributions to EI and CPP
premiums on behalf of the Employee and shall remit these together with the
Employee deductions to the Receiver General for Canada, as required.
c. The Employer shall make all contributions and deductions to the appropriate
authorities as required by law.
The Employer will must register with the Workplace Safety and Insurance
Board (WSIB) within 10 calendar days of hiring your first attendant. Use the
forms which will be provided to you by CILT at an appropriate time. You
will then be sent information about WSIB remittances.]

4. PROBATION AND PERFORMANCE EVALUATIONS

4.1 Permanent employment shall be subject to successful completion of a probationary
period of three (3) months from date of hire. The first performance evaluation shall
be begun at the end of the second month of employment, so as to be complete at the
end of the probationary period.
 4.2 Subsequent performance evaluations shall take place annually.
4.3 If a performance evaluation reveals that an employee's work requires improvement,
there shall be a further performance evaluation done within three (3) months of the
initial evaluation to assess whether improvement is satisfactory. If this or any other
performance evaluation reveals insufficient improvement in the employee's work
since the last evaluation, continued employment shall be at the discretion of the
Employer.

5. PERFORMANCE AND SUPERVISION

5.1 The Employee shall follow the direction of the Employer, learn his/her routine and
exercise reasonable care, skill, and diligence in performing the services set out
herein.
5.2 The Employee shall perform the duties required of him/her by the Employer and shall
act in accordance with all reasonable, lawful direction given to him/her by the
Employer.
5.3 The Employee shall be provided with all necessary information regarding the policies
and procedures of the Employer and his/her operations required in the performance
of the services set out herein.

6. CONFIDENTIALITY
6.1 The Employee shall keep confidential any information obtained about the Employer,
the Employer's family or the Employer's routine activities of living in the course of
his/her employment, except where that information is required for the functioning of
the Employer, in which case, the Employee shall give the information only to the party
which requires the information.
6.2 Upon direction by the Employer, the Employee shall keep confidential any other
matters concerning the Employer.

7. TERMINATION
7.1 During the probationary period, the Employee may be discharged without notice.
7.2 The Employer may terminate the services of the Employee under this Agreement as
follows:
a. for cause, including, without limiting the generality of the foregoing, if the
Employee is guilty of determined misconduct or willful neglect of duty, without
notice or pay in lieu of notice;
b. because the Employer no longer wishes to maintain a position with substantially
similar duties, or substantially alters the job description so that the Employee is
not competent to perform the position as newly defined;
c. without cause.
7.3 If the discharge is for either of the reasons given in sub-paragraphs 7.2b or 7.2c,
above, the Employer shall provide the Employee with notice in accordance with the
requirements of the Employment Standards Act, 2000, as amended or replaced from
time to time. Notwithstanding the foregoing, the Employer may, at its sole option, pay
to the Employee an amount of the Employee's wages then in effect that is equal to the
notice to which the Employee is entitled under the terms of this paragraph, in lieu of
such notice. The amount of compensation paid shall be reduced by the amount of
 notice given. The parties agree that this shall constitute the sole notice or payment in
lieu of notice to which the Employee is entitled if the Employee's employment with the
Employer is terminated pursuant to subparagraphs 7.2b or 7.2c, above.
7.4 The Employee may terminate this Agreement upon no less than 7 days' written notice
to the Employer.

8. HOURS OF WORK
8.1 The Employer, in consultation with the Employee, shall from time to time establish a
schedule of hours to be worked by the Employee.
8.2 Time records shall be signed and kept by the Employee in a form determined by the
Employer.
9. HOLIDAYS
9.1 The Employee acknowledges that (s)he may be required to work his/her regular shift if
it falls on any of the following public holidays:
The Employee agrees to this requirement as a condition of employment.
9.2 In the event that the Employee is required to work on any one or more of the public
holidays listed above, then, if the Employee qualifies in accordance with the
requirements of the Employment Standards Act, 2000, the Employee shall be paid
public holiday pay (as defined in the Employment Standards Act, 2000) and premium
pay calculated at the rate of 1.5 times of the Employee's regular rate of pay for each
hour worked on the public holiday.
10. VACATION
10.1 Subject to paragraph 10.4, the Employee is entitled to two weeks' vacation time for
each 12 months of employment. The running of the 12-month vacation entitlement
period shall begin on the date that the Employee commences employment with the
Employer, and thereafter on the annual anniversary date of the commencement of the
Employee's employment.
10.2 Upon the termination of the Employee's employment with the Employer, the
Employee shall be entitled to payment on account of accrued but unpaid vacation pay
of an amount that is calculated at the rate of 4% of the Employee's regular rate of pay
then in effect.
10.3 The Employee is also entitled to vacation pay, which shall be calculated at the rate of
4% of the gross wages earned by the Employee during the period of time for which
vacation time is accrued. The Employer shall pay to the Employee, and the Employee
agrees to accept payment of, his/her vacation pay on each pay cheque in respect of
the wages earned for that pay period of 4-weeks as vacation bonus
10.4 During the three (3) month probationary period, the Employee will only be eligible for
vacation benefits of four per cent (4%). The Employee's vacation schedule shall be
arranged by agreement between the Employee and the Employer to conform to the
work requirements of the Employer. Approval for vacation time shall not be
unreasonably withheld.
10.5 No vacation benefits shall accrue to the Employee during an unpaid leave of absence.

11. SICK LEAVE

11.1 An Employee absent due to sickness or disability shall notify the Employer, or in
his/her absence, a member of Employer's family or staff, of his/her inability to report to
work and shall, at the time of notification, endeavour to find a replacement for
 him/herself, and shall indicate the probable duration of the absence. There is no
benefit of payment for sick time.
11.2 Notification of absence must be made by the Employee with due consideration to the
vulnerable and dependent situation of the Employer with regard to physical assistance
from the Employee unless the nature of the sickness or disability makes this
impossible and this can be corroborated to the satisfaction of the Employer.
11.3 The Employer shall have the right to require medical evidence, satisfactory to the
Employer, for the purpose of verification of absence due to sickness or disability or for
the purpose of determining fitness or unfitness for work.

12. PERSONNEL RECORDS

12.1 A personnel file for the Employee shall be kept in the office of the Employer. The file
shall contain the following:
a. Copies of all letters of agreement and contracts between the Employer and the
Employee and the attached schedules;
b. Time sheets and time records;
c. Payroll information;
d. Termination and other notices; and
e. Any other information respecting employment and performance.

13. AMENDMENT
13.1 The terms and conditions of this Agreement may be amended at any time only by the
mutual written agreement of the parties hereto.

14. ENTIRE AGREEMENT

This Agreement shall comprise the entire agreement and understanding between the
Employer and the Employee with respect to the subject matter in this Agreement and
supersedes any prior agreement, representation or understanding with respect thereto.

15. SEVERABILITY
Each covenant and provision contained in this Agreement shall be severable, separate and distinct
and the unacceptability in whole or in part of any covenant or provision of this Agreement shall be
deemed not affect or impair the validity or enforce ability of any other covenant or provision of this
Agreement.
 APPENDIX "1"
Purpose:
Preparing plans for the mode of harvest, harvesting schedules and collaborates with farm operators for
carrying out these activities.

Accountability:
Employee
Requirements:
1. Arranging for regular maintenance of field equipment, machinery and farm buildings
2. Purchasing farm supplies like agrochemicals and seeds, feed for livestock.
3. Management of sales and marketing of farm products like crop harvest, dairy production, and
livestock.

DUTIES AND RESPONSIBILITIES

) Assigns duties, such as tilling soil, planting, irrigating, storing crops, and maintaining machines, and
assigns fields or rows to workers.
2) Determines number and kind of workers needed to perform required work, and schedules activities.
3) Observes workers to detect inefficient and unsafe work procedures or identify problems, and initiates
actions to correct improper procedure or solve problem.
4) Issues farm implements and machinery, ladders, or containers to workers and collects them at end of
workday.
5) Investigates grievances and settles disputes to maintain harmony among workers.
6) Opens gate to permit entry of water into ditches or pipes, and signals worker to start flow of water to
irrigate fields.
7) Drives and operates farm machinery, such as trucks, tractors, or self-propelled harvesters, to
transport workers or cultivate and harvest fields.
8) Requisitions and purchases farm supplies, such as insecticides, machine parts or lubricants, and
tools.
9) Confers with manager to evaluate weather and soil conditions and to develop and revise plans and
procedures.
10) Prepares time, payroll, and production reports, such as farm conditions, amount of yield, machinery
breakdowns, and labor problems.
11) Directs or assists in adjustment, repair, and maintenance of farm machinery and equipment.
13) Contracts with seasonal workers and farmers to provide employment, and arranges for
transportation, equipment, and living quarters.
14) Recruits, hires, and discharges workers.
15) Inspects crops and fields to determine maturity, yield, infestation, or work requirements, such as
cultivating, spraying, weeding, or harvesting.

Expectations:
Directly supervise and coordinate activities of agricultural crop workers. Manager/Supervisors are generally
found in smaller establishments where they perform both supervisory and management functions, such as
accounting, marketing, and personnel work, and may also engage in the same agricultural work as the
workers they supervise.

Snr. Jannes Robert

Director of Agricbusiness
 AGRIC
MAGUS
LIMITED

Employee Handbook
 Agric-Magus Limited Agric-Magus Limited

like.
ESSENTIAL INFORMATION FOR NEW EMPLOYEES.
However at the other extreme, there are some people who take only
breaks. If you are going to take a short lunch (less than 1 hour) You need

T HE WORK The work at Agric-Magus Ltd is physically

demanding. There's heavy lifting, there's a lot of bending over
and weather can range from 35degrees and raining to 90 and
humid. Throughout all this, I am expecting you to produce at a rapid
pace. You need to be able to numb yourself to boring repetitive task
to know exactly what job you are going back to and what needs to be
done. Don't come looking for me during my lunch break wondering
what you should do next. This takes some planning on your part and
may not be appropriate your first week or two.
without losing speed and yet be ready to think about and plan the next
BREAKS You get one paid 15minutes break for every 4 hours that you
task. It takes an athlete's constitution, the serenity of a Buddhist monk
work at a stretch. If you work less than 4 hours at a stretch, you don't get
and the mental acuity of a chess player. Everyone knows: "Farming is
a break.
hard work." The only reason any given farm
If you're entitled to a break, it is your responsibility to take it, to
survives is because they work hard and work smart. I'm expecting a lot.
decide just when to take it and to coordinate it with the work to be done.
Break is designed as a pause in the work. A chance to sit down, stretch
ARRIVE ON TIME If you're scheduled to start work at 8 am, you
your back, have a snack, get a drink, use the bathroom. You will observe
should be ready to start working at 8:00 sharp.
that many employees do not take a regular break.
In order to achieve this it is usually necessary to actually arrive at the
This is their style and prerogative. Breaks are not cumulative, or
farm by 7:55. If you have coffee to finish, rain gear to put on, letters to
creditable. Take each break as it comes. Do not arrive late or leave early
mail, someone to talk to, or other extraneous details to attend to, you
or take a long lunch because you're not planning to take a break.
should allow even more time Just because you parked your car at
8:00am, doesn't mean you started work at 8:00am. Please record your
ESSENTIAL INFORMATION FOR NEW EMPLOYEES.
start time accurately on the time sheet.
BOOTS You need to supply your own rubber boots. They are cheap and
RUNNING LATE If it looks like you're going to be late, call or email
essential. You must have a pair by the end ofyour first week of work. The
Hank before 8:00 AM. I use the slogan: "No car; No call: No Job." by
most common kind is what are referred to as “Barn Boots”. They are
which I mean: If you're going to be late for any reason, like the car won't
knee high and made of rubber or vinyl. They range in price from $9.99 to
start, or even if the alarm didn't go off, let me know you're running late. If
$24.99 and the cheep ones last as well as the expensive ones. (about 1
you don't, I'm going to start to feel like you're unreliable and might start
year) You can get them at the store
feeling like I should let you go.
CELL PHONE USE You should not be making or receiving phone calls
PARKING Please park your car in the employee parking area to the
or text messages during work. You can return messages during lunch or
south of the red barn. Pull it in as far as you canto avoid having a tractor
on your break. I do occasionally contact experienced employees in
clip the back of your car.
positions of responsibility by cell phone with important information.
However, the general rule is: If you're talking on your phone during work
LUNCH & BREAKS We take a one hour unpaid lunch break, plus one
time, you better be talking to Hank. TIME CARD Record your time
paid 15 minute break for each full 4 hours you work. The lunch break is
each day on the time sheet in the Coop. Record both your start and finish
somewhat flexible. I take an hour, and you can take an hour as well if you
times to the nearest 5 minute increment. I will assume you have taken a 1
102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 1 102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 2
 Agric-Magus Limited Agric-Magus Limited

hour lunch break unless you indicate otherwise. FOOD SAFETY

We are producing food. Accordingly, we need to keep things clean.
OVERTIME We try to make the work day end at 5 PM (6pm for the farm Given that we are also working with dirt, keeping things clean poses a
stand) but some days we run over a bit, usually 15 minutes to 1/2 an hour particular challenge. A motto that I like to keep in mind, which
and rarely more than 1 hour. This daily time over run should be viewed as embodies the degree of cleanliness that we are striving for is “Clean as a
part of finishing the job. During some parts of the season, we can Kitchen” You will receive formal Food Safety Training from Hank.
accommodate qualified individuals who wish to regularly put in
additional time, especially those who can self supervise. All overtime READ THE FULL EMPLOYEE HANDBOOK
will be paid at the normal hourly rate. The full Employee Handbook is available on line (here) and you are
responsible for reading it in its entirety during your first week of
PAY PERIOD Pay checks are distributed on Friday for the week ending employment. If it is not possible for you to access the employee
the previous Wednesday. handbook on line, there is a paper copy in the Coop.

PAYROLL DEDUCTIONS
We will withhold from your pay check any amounts required by law. The preceding 2 pages of this handbook were headed “Essential
Information For New Employees” and you were asked to read them
CULTURAL DIFFERENCES before you started work your first day. As your time here goes on, you
We do hire foreign workers, particularly Africans, so you will often be will find that the addition information that follows is essential as well.
working with people who have grown up in different cultures.
This is a long list of hints, customs, guidelines, rules and obligations that
This can occasionally lead to misunderstandings and I'd tell you all personally if I could. It's all stuff you'll need to know
unintentionally hurt feelings. While we all speak English, our cultures sooner or later. Some of it is a little stiff, like the Mission Statement and
attach different meanings, significance and value to the same words. If the Equal Opportunity Statement, but most of it is just helpful hints
you find yourself shocked, offended or merely bewildered, by something about how we do things around here. I never remember to tell everyone
someone else says, please consider the possibility in such a situation, that everything, so, I've written it all down.
you are experiencing a difference in cultures. Please bring the situation to
Hank's attention so we can clarify or resolve the issue. Read it through in the first week, so that in a month you don't find
yourself saying “Oh, I didn't know that.”
TRAINING OF EMPLOYEE
Federal Law requires that any employee who works in a field that has had MISSION STATEMENT
any pesticide (even pesticides approved for use on organic farms) applied Our mission for Agric-Magus Ltd is to run a farm that: Is financially
to it within the last 30 days, must have some training about pesticide successful Supplies a wide diversity of quality and healthful food to
safety. local and regional markets.
In general our use of pesticides is infrequent and most of the pesticides
we use are approved for use on organic farms. You will receive this Maintains and improves the environmental quality of the farm.
training from Hank.
Provides an enjoyable work place for those who are willing and able to
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 Agric-Magus Limited Agric-Magus Limited

work hard. from when you hook up with the crew not when you arrive at the Coop.

Maintains a positive relationship with the local community. Likewise if you have to leave early for some reason (before 12:00 noon or
5:00pm) your time is counted from when you leave the crew.
Achieving this is an ongoing task which requires constant vigilance and If you need to leave early it is your responsibility to keep track of the
frequent assessment of our performance. time. Bring a watch.

EQUAL OPPORTUNITY FARMERS' MARKET

We hire, promote, and make work assignments on the basis of employee Part of your job may be to help at the Farmers' Market in Alberta on
qualifications without regard to race, religion, color, sex, age, nation of Saturday. If this is the case you will show up for work at about 8:00 am.
origin, or a disability unrelated to the job in question as per requirements The market is often very busy so, come rested and ready to work hard.
of the relevant state and federal laws. Discriminatory behavior by
anyone on this farm will not be tolerated. Please wear clean, un-torn and modest clothes. You may want a hat with
a brim to shade your eyes if it looks like it will be sunny, as we do not
OBSERVANCE OF HOLIDAYS permit sunglasses. Sunglasses prevent a customer from seeing your eyes
During the growing season, we work without regard for any holidays. and puts a barrier between you and the other person. The Market ends at
This means that we work on holiday 2:00pm and you can expect to be done by about 2:45 PM.

LUNCH ON PAYDAY SICK DAYS

On payday it has become customary to skip morning break, and add it to If you need to be out sick, please call us as soon as you know, even if it's
lunch time in order to make it a little easier to get to pay centre's and back just to leave a message.
for depositing pay checks and lunch. This is the only exception we take to
the rule about breaks not being creditable or accruable. While you work at Agric-Magus Ltd, you are entitled to a modest
amount of paid sick time each year. The number of hours you are
BRING A WATCH entitled to depends on how much time you have worked, so we refer to it
If you are returning for a second year, or if you are a crew leader, you as earned sick time. For a full description of all the ins and outs of
must have a watch with you on the job, because you will have the Earned Sick Time, see the document titled Earned Sick Time Policy.
responsibility for scheduling of multiple tasks. In cases where an employee is out sick regularly or for an extended
Anyone with expectations of getting done work in a timely fashion at the period, it may become necessary to replace that person with another
end of the day needs a watch. Hank is not going to track you down at 5:00 e m p l o y e e i n o r d e r t o g e t t h e n e c e s s a r y w o r k d o n e.
to tell you it's time to go home.
HOUSING
SPECIAL SCHEDULES We have housing in order to make it possible for all employee FREE
We can accommodate some occasional deviation from the standard PRODUCE
schedule to allow for special situations or appointments. Please plan to
clear these special arrangements with Hank well in advance. There is a lot of second quality produce available for free, for your
If you are arriving late (not at 8:00am or 1:00pm), your time is counted personal consumption. It is easiest to round up second quality produce

102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 5 102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 6
 Agric-Magus Limited Agric-Magus Limited

in the barn where we grade the produce. There are often crops that are in In the fall we will supply rain pants as well. You may choose to use your
excess above demand and you are welcome to take these, after clearing it own suit. The rain gear we supply is exclusively for your use here at the
with Hank. These you should harvest on your own time. farm and should stay at the farm so as to be sure that they are here when
you need them. Put your name and the year on both parts in large letters
Personal consumption is defined as: your own consumption and others (e.g. Hank 2021).
in your household.
Take care of your suit. Round up your suit at the end of the day and hang
EMPLOYEE DISCOUNT it up so that it will be dry and so that you
There's always lots of free second quality produce available, but will be able to find it the next time you need it. Holes and tears can be
sometimes a new crop comes in like Strawberries or Sweet Corn and you patched with duct tape.
really don't want to wait 2 weeks for surplus supply or seconds to
accumulate. KNIVES
You will be assigned a harvesting knife. It has a Roman Numeral
You can at any time purchase top quality produce at the farm stand for identification number on it. This knife is your responsibility. This is the
1/2 price. tool of your trade. Take care of it. Don't lose it. Learn how to sharpen it.
Keep it sharp.
EMPLOYEE LOUNGE “The Coop”
Keep the Coop clean by picking up after yourself. Keep track of it. You may need it at any time and at a moment's notice.
There is a microwave oven for heating food, however do not plan on
preparing food, storing food or storing eating utensils (pots dishes If you lose it we will supply you with another one, but you will have to
spoons etc) here. pay for it.

Separate your trash for recycling. Find out when you had your last tetanus shot. So you don't have to worry
Take everything home on Friday. All personal belongings will be thrown if you cut yourself.
in the trash over the weekend. It may seem a bit draconian, but it sure
works to make sure people clean up after themselves. VEHICLES AND EQUIPMENT
Most employees use farm vehicles or equipment at least occasionally.
RAIN GEAR You do not need a valid driver's license to drive vehicles on the farm but
We work out doors in all kinds of weather, including rain and must have one to operate farm vehicles on public roads. Drive slowly
occasionally snow. A full set of rain gear (pants, coat and hat or hood) is when traveling on farm roads, especially when you have passengers.
essential. In the summer it is often too hot for full rain gear and a coat is
sufficient. However as the weather cools off in the fall, pants become When you start driving tractors you will receive training on and
necessary and you will find you wear the rain pants frequently. explanation of each tractor that you operate from Hank or another
experienced tractor driver. You will start driving the tractors with fairly
There are always lots of rain coats around and these used coats will simple jobs like moving the wagon up in the field, and move on to more
suffice for the spring and summer months. complicated tasks as the season progresses.

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 Agric-Magus Limited Agric-Magus Limited
SAFETY x. Failure to perform required tasks and duties on time;
Safety is very important to us and our goal is to do everything in our x. Inappropriate or unauthorized use of the Farm’s confidential
power to provide safe work environment for our employees. There are informal
first aid supplies in the Farmstand Office. xi. Frequent lateness to work;
xii. Failure to perform required tasks and duties on time;
In addition we try to keep a small plastic container of Band-Aids in the xiii. Insubordination;
tool box of each tractor. If you use up the last Band-Aids in a tractor, let xiv. Willful destruction of Farm’s property;
the Farmstand Manager know. xv. Failure to comply with the provisions of this Handbook.

They have a supply of Band-aids. If you are involved in an accident that If m employee is found guilty of Misconduct, the Farm’s management
results in injury to you or another worker, or damage to machinery, shall at its sole discretion, take disciplinary actions against such
notify Hank immediately. If you have any suggestions for how we can employee, Disciplinary actions taken may include, but not limited
make our farm a safer place to work, please discuss your ideas with suspension, salary deductions, reassignment, or dismissal.
Hank.
In addition to the disciplinary measures outlined above, the Farm may ,
DISCIPLINE FOR NON-COMPLIANCE from time to time impose guidelines for addressing issues of
This Handbook provides the list of prohibited behaviour or conduct. Misconduct.
While it is Impossible for the farm to outline the code of conduct for
every situation the farm has provided general guidelines for employees’ PROCEDURE OR HANDLING COMPLAINTS
conduct Employees who have suffered harassment discrimination, verbal or
physical abuse or any violation of any type, should report to their
The following list does not represent a comprehensive list of all supervisor or the Farm’s management as the case may.
misconduct as the farm may, from to time and on a case by case basis,
formulate rules regulating employee’s code of conduct in the farm Upon receipt, the management of the Farm shall conduct an inquiry
(”Misconduct”): aimed at ascertaining the veracity of such complaints and after due
investigations have been conducted, the Farm may impose any
i. Theft or unauthorized possession of farm’s property. disciplinary action against the offending party.
ii. Theft or unauthorized possession of any property belonging to
an employee of the farm. Upon receipt of any complaint by an employee, the Farm Manager shall
iii. Engaging in physical and/or verbal abuse in the workplace; do as follow:
iv. Deceit and other fraudulent practices;
v. unsatisfactory work performance and lack of professionalism; TERMINATION AND DISMISSAL
vi. Incessant refusal to adhere to the rules of the Company;
vii. Illegal possession of fire arms and other harmful objects; Termination of Employment
viii. Inappropriate or unauthorized use of the farm confidential The management of the Farm may terminate the employment of any
information; employee at any time; with or without reason upon issuance of notice to
ix. Frequent lateness to work; the employee

102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 9 102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 10
 Agric-Magus Limited Agric-Magus Limited
Dismissal
The Farm’s management has the authority to dismiss an employee from contained in this Handbook However, the at-will employment may only
employment at any time, without notice be modified by a modified employment contract signed by me and the
employer.
Reasons for such dismissal may include, but not limited to the following:
Name of Employee:.......................................................
An employee who has been dismissed shaft not be entitled to any notice,
retirement benefit or any benefit of any kind. Date of Receipt:.............................................................

Resignation from Employment Signature of Employee:..................................................

Except as otherwise stated, an employee may, at anytime, with or
without any valid reason, resign from employment on the expiration
date notice issued by the employee of his or her intention to resign from
the employment.

The Farm’s management shall be entitled to seek an injunction or any

other legal remedy to prevent disclosure or use of any confidential or
trade secret Information.

ACKNOWLEDGMENT OF RECEIPT OF THE EMPLOYEE

HANDBOOK
I acknowledge receipt of a copy of Agric-Magus Limited handbook
which contains the policies, practices and procedure of Agric-Magus
Limited. I also acknowledge that this Handbook contains the Farm's
policies, procedures, employee benefits and disciplinary measures and I
agree to read, understand and be bound by all the provisions of this
Handbook. I also undertake to perform my duties and tasks efficiently,
effectively and in accordance with the standards of the Farm.

I understand that this Handbook is intended to serve as a guide and does

not create any contractual obligation on any party
I also acknowledge that my employment is at will and can be terminated
by the Farm management at anytime, with or without notice. I also
understand that my position, tasks and duties with may be altered or
modified at any time by the Farm’s management.

I acknowledge that except the at-will employment, the Company

reserves the right to modify the policies, procedures and other provisions
102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 11 102 -1345 Edger Industrial, Cres - Red Deer Alberta - Canada (450) 9140894, (450) 8000741 12