Parabellum Security Group LLC

(1) Non-Disclosure Agreement

(2) Employee Code of Conduct

(3) Standalone Drug & Alcohol Testing Consent Form

(4) Substance Abuse Awareness Policy & Program

Non-Disclosure Agreement

For good and valuable consideration, and in consideration of being employed by Parabellum Security Group, LLC (the "Company"), the undersigned employee ("Employee") hereby agrees and acknowledges the following:

1. Scope of Confidentiality

This agreement applies to all security details conducted by Parabellum Security Group, LLC, including but not limited to Meadowlands events and other security operations.

Confidential information covered under this agreement includes, but is not limited to:

• Assignment Details: Locations, dates, times, descriptions, and any additional information as needed.

• Business Information: Client schedules, financial data, verbal and written communications, operational plans, and assignments tailored to client specifications.

• Operational Procedures: Security protocols, risk assessments, surveillance methods, protective strategies, emergency response plans, and incident reports.

• Client and Personnel Information: Personal details, identities, and any other confidential information related to clients, personnel, and third-party associates.

• Social Media Restrictions:

The use of social media to capture, share, or disclose any information related to security assignments is strictly prohibited.

This includes but is not limited to photographs, videos, screenshots, audio recordings, or any other form of media.

2. Non-Disclosure & Non-Use

I agree that I shall not, during my employment or at any time after the termination of my employment with Parabellum Security Group, LLC:

• Use, disclose, or share confidential information belonging to Parabellum Security Group, LLC, for personal gain or with any third party, including future employers.

• Violate this agreement by sharing any private, confidential, or proprietary data obtained during my employment.

3. Return of Company Property & Enforcement

Upon termination of my employment, I agree to the following:

a. Return of Company Property

I shall return all documents, equipment, and property belonging to Parabellum Security Group, LLC, including but not limited to:

• Schedules, photographs, videos, recordings

• Drawings, blueprints, reports, manuals

• Correspondence, client lists, computer programs

• Any other materials obtained during employment

I further agree not to retain copies, notes, or abstracts of such materials.

b. Company Rights & Enforcement

• Parabellum Security Group LLC may notify any future or prospective employer or third party of the existence of this agreement.

• The company shall be entitled to full injunctive relief in the event of a breach.

c. Binding Agreement

This agreement shall be binding upon me, my personal representatives, and my successors in interest.

It shall ensure the benefit of Parabellum Security Group, LLC, its successors, and assigns.

4. Signatures below

Employee Code of Conduct

1. Arrive at the assigned detail at least 20 minutes before the scheduled start time and check in with the on-site detail manager.

2. The Parabellum (PB) ID must be worn and clearly visible upon arrival and throughout the duration of the detail.

3. A location-specific ID must be worn and clearly visible if required by the detailed location.

4. A PB uniform shirt will be provided upon arrival at your first detail. The PB shirt must be worn for each detail, along with black pants and black footwear. If a specific attire requirement differs from PB's standard uniform, you will be notified in advance by a detail manager.

5. If you are unable to fulfill an assigned detail or experience an emergency, you must notify the detail manager immediately.

6. Payroll invoices must be submitted within 48 hours of completing a detail to be processed for the weekly payroll cycle. The invoice must include your full name, email address, employee identification number, date of detail, and total hours worked.

7. The use or consumption of drugs and/or alcohol is strictly prohibited and will result in immediate termination from PB.

8. The use of social media is prohibited during active details and in any association with PB.

9. You must maintain a valid SORA certification and comply with all applicable regulations while working on PB details.

10. A professional work environment must be always upheld. You are a direct representative of PB Security Group and must conduct yourself accordingly.

11. By signing this form, you consent to PB conducting a background check.

Standalone Drug & Alcohol Testing Consent Form

I voluntarily consent to drug and/or alcohol testing as required under the ParaBellum Security Group LLC Substance Abuse Awareness Program. I understand the procedures, confidentiality protections, and consequences for refusal.

Enter Witness Name below.

Substance Abuse Awareness Policy & Program

Parabellum Security Group, LLC

Effective Date: January 1, 2026

1. Purpose & Commitment

Parabellum is committed to providing a safe, secure, and high-performing workplace. Because security personnel operate in sensitive, high-risk, and often client-facing environments, the presence of drugs or alcohol in the workplace poses serious risks to employees, clients, property, and the public.

This policy establishes our Substance Abuse Awareness Program to ensure:

- Safety for employees, clients, and third parties

- Compliance with federal and state regulations

- Integrity and reliability in all security operations

- A supportive environment that encourages employees to seek help when needed

This program applies to all employees, contractors, and applicants.

2. Scope & Applicability

This policy covers:

- Company facilities, job sites, vehicles, and client locations

- Working hours, on-call hours, breaks, and paid standby periods

- Possession, use, sale, or distribution of substances

- Drug/alcohol testing & reasonable suspicion protocols

- Fitness-for-duty standards

3. Definitions

Substance Abuse: Use of illegal drugs, misuse of legal drugs or medication, or impairment by alcohol.

Illegal Drugs: Any substance prohibited by federal or state law.

Controlled Substances: Prescription drugs used without valid prescription or in a way that impairs performance.

Impairment: Observable signs that suggest an employee is not fit for duty.

4. Prohibited Conduct

Employees are prohibited from:

- Using or possessing illegal drugs on company or client property

- Reporting to work under the influence

- Consuming alcohol or cannabis during work hours

- Misusing prescription medications

- Refusing required tests

- Tampering with test samples

5. Prescription & Over‑the‑Counter Medication

Employees must notify HR if medication may affect ability to safely perform duties.

6. Drug & Alcohol Testing

Testing may occur:

- Pre-employment

- Random (safety-sensitive roles)

- Reasonable suspicion

- Post-accident

- Return-to-duty

7. Confidentiality

All testing and treatment records are confidential and stored separately per HIPPA and insurance standards.

8. Employee Assistance & Support

Employees are encouraged to seek help voluntarily. Referrals to treatment providers and EAP may be available.

9. Supervisor Responsibilities

Supervisors must complete substance abuse training, document concerns, and follow procedures.

10. Employee Responsibilities

Employees must report fit for duty, abstain from impairment, and follow testing protocols.

11. Awareness, Prevention & Training Program

Includes:

- Annual training

- Supervisor-specific training

- Educational materials

- Wellness and support initiatives

12. Program Governance

The Director of HR or Compliance Officer oversees policy compliance, updates, and training.

13. Disciplinary Action

Discipline may include warnings, suspension, mandatory treatment, reassignment, or termination.

14. Acknowledgment

Employees must sign acknowledgment of this policy.