LINE MEDICAL, INC.

825 N. WACO

WICHITA, KANSAS

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LINE MEDICAL, INC.

EMPLOYEE MANUAL AND POLICIES

I.HISTORY AND PHILOSOPHY

Line Medical, Inc. (hereafter “LM” or “the employer”) provides a variety of services to the medical community. LM’s mission is to provide quality products and services that assist other health professionals in the diagnosis and treatment of their patients. This is accomplished by utilizing current technology, investing in new technology, and by you, our employee -our most important resource.

LM strives to provide a working environment conducive to professional and personal growth. Employees are encouraged to participate in the growth of Line Medical through the use of their talents and input.

LM employees may be required to perform services at other locations. When at these sites, LM employees are expected to honor the rules and regulations of that site’s employer as may be communicated to the employee, as well as the rules and regulations contained herein.

This manual outlines various policies and procedures for all LM employees. Please contact your supervisor if you require additional information. This manual should not be construed and is not intended to be construed as an employment contract, expressed or implied. Although the manual references grounds for dismissal in several places, all employees are considered and intended to be at-will employees. An at-will employee is not employed for any particular length of time and either the company or the employee may terminate the employment at any time, with or without cause. Any policy or benefit changes will be provided to LM employees in writing as an addendum to this manual. Please keep all memoranda addressing employment matters with this copy of your manual.

lI. HIRING POLICY

Line Medical has a continuing policy to insure that employment opportunities are extended to all persons without regard to race, religion, color, sex, age, national origin, ancestry, or disability status. The company seeks in all of its operations to employ individuals who are qualified on the basis of merit and ability only. All employees and qualified applicants for employment will be provided equal opportunity regardless of their status in the aforementioned categories.

Any employee who believes he or she has been the subject of discrimination, or any employee who observes any discriminatory treatment of another employee, should report this immediately to his or her supervisor.

III. EMPLOYEE BENEFITS ELIGIBILITY

  1. Probation

All employees hired are subject toa ninetyday probation.

An employee cannot hold a permanent status until their probationary period is completed. Former employees rehired within two months after leaving employment in good standing are not subject to this probationary period.

  1. Classification

Full-time: A full-time employee worksan average of more than30 hours per week. These employees are eligible for full employee benefits.

Part-time: A part-time employee is any employee who works an 30 hours or less per week. These employees are not eligible for benefits, with the exception of the retirement plan.

  1. Professional licenses and meetings:

All employees are required to maintain the appropriate licenses. The employer is not responsible for any cost of obtaining, maintaining, or renewing any employee's license. Requests for authorized absences for attendance at continuing education, meetings, or classes, required in order to obtain, maintain, or renew a license must be made at least four weeks prior to a meeting necessary to maintain the appropriate license.

The employer may elect to pay for a part or all of an employee's expenses for attending a meeting or class. Whether the employer pays for the expenses is in the sole discretion of the employer. However, if the employer requires attendance at the meeting, the employer will pay all expenses (no overtime).

d. Compensation.

  1. Work Week and Pay Days for Non-Salaried Employees.

The normal workweek consists of 40 hours (32 hours for designated shortened workweek locations). The workweek runs from 12:01 A.M. Monday to midnight Sunday. Overtime is considered any hours in excess of (40) hours per week, including vacation, sick leave, or holiday hours.

Paydays will occur every other week on Fridayfor the pay period ending the previous Sunday. Employees will record their actual hours of work on a timesheet then submit it tothe payroll accountant at the end of each second Friday. Falsification of time sheets may result in immediate dismissal. Timesheets will be monitored for accuracy. Overtime mustbe approved by a supervisor before it is worked. It is the responsibility of each employee to notify the supervisor immediately if it appears that the employee will likely earn overtime pay during any work period. Employees are expected to adhere to the schedule as posted; the supervisor must approve any variation from the schedule. Employees are required to clock out for doctor's appointments or any other personal business that requires the employee to leave the department.

Paychecks are dispensed on Friday. It is the responsibility of the employee to make sure correct pay and deductions have been taken. If there is a mistake, you must report it immediately.

  1. Pay Administration for all employees

Each employee's compensation, or salary, is based on previous experience, education, and technical skills.

Supervisors conduct a performance review for each employee on the anniversary of their hire date. These evaluations MAY be used to determine merit pay increases. Ifa compensationarrangement is made between the employer and the employee, it is not an employment contract.

Each employee's compensation isconfidential and failure to maintain that confidentiality could result in dismissal.

e. Benefits

  1. Health Insurance:

LM provides Health and Dental Insurance to all full-time (more than 30 hrs) employees. The insurance begins on the 1stday of the month after a 60 day waiting period from the hire date. The employee will be required to pay a part of the premium. The amount will depend on the rate applicable to the entire group.

  1. Life Insurance:

LM provides fully paid life insurance coverage on all full-time employees after the 60 day waiting period.

3. Retirement Plan:

There is a retirement plan available in which you may contribute any amount. The employer will match 3% of your salary. 60 day waiting period is imposed.

4. Extra Insurance:

Short term disability and other extra insurance coverage will be available to employees. Employees will choose what coverage they would like, if any, and it will be fully funded by the employee. 60 day waiting period is imposed.

5. Vacation and SickPay:

Full-time employees who have completed 12 months of continuous service are eligible for vacation as follows:

New Line Medical and DHS Percentages
PTO Hours/PP / Sick Hours / Max PTO hours per year
After 1 yr / 3.534 / 16 / 88
After 2 yrs / 3.871 / 40 / 96
After 3 yrs / 4.553 / 40 / 112
After 4 yrs / 4.898 / 40 / 120
After 5 yrs / 5.246 / 40 / 128
After 10 yrs / 7.029 / 40 / 168
***Holidays are not paid. Pay for Holidays must be taken out of PTO.
Example: After 5 yrs of service, the maximum PTO hours per pay period, 80 hrs worked is 5.246 hours PTO (Vacation, personal leave, & holidays) - Plus 40 hrs of sick days. If you work less than 80 hrs per pay period, your amount of PTO accrued will be decreased for that pay period.
Line Medical employees accrue PTO for the following year. DHS and Line Diagnostics employees accrue PTO for the current year.
The PTO is given based on hours worked, up to a maximum of 80 hours per pay period. Over-time, call or other hours will not be calculated.
Effective 2/1/2010 PTO and Sick time must be used in the one year period it is given or it will be lost. No one will receive payout for unused PTO or Sick time unless prior approval is given. Any questions, ask HR.

Vacations must be authorized, scheduled, and approved by the employee's supervisor. Requests for vacation time should be requested in writing. Vacation and personal leave are based on hours paid. If employee does not havesufficient hours earnedto accrue vacation or personal leavebutwould like to take a few days off without pay, the accrual rate of vacation and personal leave will be affected asunpaid days off.

Employees must notify a supervisor when not coming to work on a scheduled day and when leaving work during scheduled hours.

An employee who misses three (3) or more continuous days of work must present a physician's release before he or she can return to regular duties.

  1. Holidays:

Full-time employees who have completed the first year (12 months) of employment will receive PTO as described above which will need to be used to cover the 6 major holidays of the year. They are:

January 1-New Years Day Memorial Day

July 4-Independence Day Labor Day

Thanksgiving Day

December 25-Christmas Day

Request for days off around Thanksgiving, Christmas, and New Years Day must be made in writing. Requests will not be accepted more than 1 month in advance of those Holidays. Each request will be given consideration on a first come basis with added weight of whether or not the employee worked or was off the previous year, however, the decision remains in the discretion of the employer.

In addition, if there is a holiday (or the employee requests a full day off) LM will not allow employees to make up the 8 hours for that holiday (or day off) throughout the rest of the week unless approved by a supervisor. PTO is given to be used for holidays. (This applies to ALL full-time employees even if you have not reached 12 months of employment.)

  1. Funeral Leave.

Attending a funeral will be an excused time off, however employees must use their personal days to be paid for any funeral leave. This applies to immediate family: mother, father, siblings, spouse, or children. Please notify your supervisor of time off immediately.

  1. Breaks and Lunch.

The allowed lunch break is 30 minutes. Due to work duties and patient care, an employee may be required to take a shorter lunch break. IT IS MANDATORY THAT ALL DEPARTMENTS HAVE ADEQUATE COVERAGE AT ALL TIMES. An employee may not leave the premises for any lunch or break if it means that the employee's department will not have adequate coverage during business hours. If there is a question as to whether a department will have adequate coverage when an employee is leaving the employee must check with his/her supervisor. ANY EMPLOYEE THAT LEAVES THE WORK PREMISES FOR LUNCH OR BREAK MUST CLOCK OUT.

Depending on the workload, each employee is allowed a 10 minute break in. the morning and afternoon. However, it is mandatory that all departments be adequately covered at all times. The break must be taken on the premises. Employees are encouraged to use the employee lounge for breaks. Food and drink are not allowed in those areas which are in view of patients, have patient access, patient treatment, or may be exposed to any and all possible biomedical contamination. The employees' lounge is to be kept clean by all employees.

  1. Workers' Compensation and Unemployment Insurance.

In compliance with applicable laws and regulations, LM provides Workers' Compensation Insurance for all employees and makes contributions to the state unemployment program. All employees must report all injuries to their Supervisor within 28 days of the incident.

  1. Social Security.

All employees participate in the federally mandated Social Security Program. Half of the employee's social security tax is deducted from their paycheck and LM pays the other half.

k. Leave of Absence.

Full-time employees with 12 months of continuous service may request time off without pay for medical or personal reasons. This time off will be granted only with written approval of the employee's supervisor. The employee should submit this request to theirsupervisor at least 4 weeks prior to the beginning of the leave unless it is deemed an emergency situation. Written documentation of the personal or medical condition may be requested.

Leaves will be granted on a case-by-case basis. LM cannot guarantee an employee's position for more than 1 week. During an unpaid leave, the employee will cease to accrue benefits until they return to full time work. Also the employee must make arrangements to pay their portion of the Health Care insurance.

I. Maternity Leave

Six weeks unpaid maternity leave is allowed. Two additional weeks may be taken upon presentation of a doctor's order. Accrued vacation and sick leave may be used during the leave period. Alternatively, the employee may take the leave without using vacation or sick leave. No vacation or sick leave will accrue during the leave period.

m. Jury Duty:

An employee who is required to serve on a jury will be paid their usual wages or salary during the time of jury duty. The employee is not required to return the government paid jury duty pay to Line Medical.

- Not to exceed 3 working days.

n. Termination:

An employee wishing to terminate their employment must notify the supervisor in writing two weeks prior to the termination date. Because of the critical nature of our work, all technologists and supervisors are required to give three weeks notice. Employees who leave without proper notice will be considered ineligible for rehire.

There is no mandatory retirement age. However, the normal retirement age is 70 and an employee who plans to continue working beyond that time must notify their supervisor of their intent at least 90 days prior to their 70th birthday. Of course, all employees are considered to be employee’s at-will as noted previously in this manual and there is no guarantee of continuing employment for any employee.

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o. Salaried Employees:

Salaried employees are required to work at least 40 hours a week, excluding breaks and are expected to adhere to the schedule as posted. The provisions set forth elsewhere in this manual regarding breaks and benefits applies to salaried employees. On call time, if applicable, is separately compensated. Because workflow may require a salaried employee to remain at work longer than 8 hours (excluding breaks) in a day, the employee may request comp time, so that the employee is allowed to leave early another day with prior permission. There will be times when a salaried employee may be required to work more than 8 hours several days in a row, particularly when emergency situations exist or when staff conditions require extra coverage. Salaried employees are required to keep a time log of hours worked in order to make a determination of how much comp time may be allowed. COMP TIME MUST BE APPROVED BY THE SUPERVISOR BEFORE IT IS TAKEN.

  1. Call duties.

Our professional nuclear medicine employees are all required to take calls. Failure to take calls when scheduled will be grounds for dismissal. Compensation for on call duties is based upon the time on call.

In addition, each employee must provide his or her personal telephone number for emergency purposes. Patients and physicians depend upon our company to provide radioisotopes, service, andadvice regarding health and safety issues. From time to time, it will be necessary to contact an employee at home to provide additional information for the benefit of a patient or physician or if an emergency arises. The employee's telephone number will not be disclosed except to authorized Line Medical employees and only for purposes related to the services and products provided to our customers. Any changes in telephone number must be provided to personnel within 3 days of the change.

IV. SAFETY AND WORK POLICIES

Employees should use common sense and be careful performing their work functions. No running and no physical horseplay. Proper disposal of used medical supplies, broken glass, equipment parts, etc., is required. Notify your supervisor immediately in case of an accident to a patient, visitor, or employee.

Employees must notify a supervisor immediately if an employee's skin is broken due to a needle stick or other cause. A report will be required of involved employees.

Work areas must be left presentable, whether at a LM location or a client's location.

Familiarize yourself as to the location of all emergency exits, fire extinguishers, etc. at LM and client locations. If you suspect a fire or other danger, call 911 immediately.

  1. Use of Equipment/Supplies:

Employees are expected to use and maintain all equipment and supplies in a conservative and non-wasteful manner. Any damages should be reported so that proper repairs can be made. Unauthorized use or removal of company resources for personal use will be grounds for dismissal.

b. Name Tags:

All employees must wear name tags in accordance with the location at which they are working. If needed, LM will provide the nametag.

  1. Personal Phone Calls:

Because time is of the essence in the services we provide, it is important for our clients and others to be able to contact us immediately. Therefore, we cannot afford to tie up our telephone lines with personal calls. Personal calls must be kept to a minimum and should last no longer than 5 minutes. Unauthorized personal use of incoming/outgoing long distance lines is not permitted. The use of cell phones while on company time is not permitted for any reason.

  1. Smoking:

Smoking is not permitted in any building. Smokers should take extreme care to make sure all cigarettes are completely extinguished and all cigarettes and ashes are disposed of properly. LM advises all employees of the medical problems associated with smoking and

second hand smoke, and cannot be held responsible for any conditions, medical or non-medical, that can or may result from smoking or second hand smoke.

  1. Attitude and Conduct:

Each employee must be aware that the medical facilities that employ LM are professional offices. Everyone is to behave in a professional manner at all times. All patients and fellow employees should be treated with courtesy and respect.

Gossip concerning patients, physicians, co-workers, or anyone else related to LM will not be tolerated.

  1. Personal Appearance:

Employees are to maintain a professional appearance due to our contact with patients and public.