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18. LAYOFFS/REDUCTIONS IN FORCE Whenever layoff of personnel or a reduction in force is necessary for business or other reasons, those employees affected will be given as much advance notice as possible and as permitted by law. No recall rights exist. Selections for layoffs or reductions in force will be made based on a variety of factors including, but not limited to, seniority, job classification, and job performance. Our Company does not maintain a severance plan. 19. RESIGNATIONS VisualScape Inc. , any employee who desires to resign can do so at any time. However, as a courtesy to our Company, the resignation should departure. Failure to do so will result in the loss of any accrued benefits. All Company property and employee uniforms in the possession of the employee who resigns must be returned. Under no circumstances should you consider that there is any contract, guarantee, or promise of any type that would entitle you to accrued benefits or severance pay. 19.1. Job Abandonment: Employees of the Company that are absent for more than two consecutive days without notifying a manager or human resource representative are considered to have voluntarily abandoned their employment with the Company. The effective date of termination will be the last day the employee reported for work. If an employee abandons a job, he or she will not be entitled to accrued vacation/sick days. 20. OPEN-DOOR POLICY AND COMPLAINT PROCEDURE We at the Company are dedicated to continuing what we believe to be an excellent employee relations program. We will do our best to maintain good working conditions, competitive wages and benefits, open communications, and employee involvement. It is our policy that every employee, regardless of position, be treated with respect and in a fair and just manner at all times. However, from time to time, problems or difficulties may arise. We want to know about these problems. Whatever the question or problem, you are now a part of the team, and your concerns are important. In order to provide an orderly method for addressing your concerns and problems, we request that you discuss your complaints with your immediate manager, if the problem is not satisfactorily resolved, with the Human Resources Representative, or any officer of the Company for a final resolution. In the event you have a concern, and for personal reasons you cannot discuss the issue with a manager, you may go directly to the Human Resources Representative, or President of the Company. The Human Resources Representative, Manager, or the President is available for advice and assistance in solving your problem at any time. 11